BCRP Action as an Anti-Racist Training Program

Residents at #WhiteCoatsforBlack Lives event

Our program is dedicated to working continuously and sustainably to power and elevate anti-racism in our daily lives as pediatricians. Below, you’ll find a subset of our works in progress ignited in recognition of the murders of George Floyd, Breonna Taylor, Ahmaud Arbery, and countless other Black Americans, in support of the Black Lives Matter movement, and in moving forward with tangible, long-term, sustained anti-racist actions. This list is not exhaustive but instead includes examples of the ways in which our communication, values, and most importantly, actions, affirm the importance of liberation of specifically Black and Indigenous people in this country from historic systems of oppression and racism.

The list below includes just a subset of the immediate-, medium-, and long-term anti-racist actions undertaken by the BCRP after development of an initial comprehensive strategic plan in Spring 2020. Specific action steps were generated from multiple town hall discussions and brainstorming opportunities with residents and faculty. These conversations are ongoing at dedicated residency-wide huddles and protected time at every Executive Committee and Residency Program Training Committee (RPTC) meeting. 


  • Build greater racial and ethnic representation on our leadership team on short-term timeframe
  • Immediate identification of one APD at each site with protected time to advance antiracist work 
  • Antiracism work is a standing agenda item at all BCRP Executive Committee meetings
  • Longitudinal brainstorming, listening, and responding to resident suggestions and feedback regarding antiracism work via dedicated open meetings at least every other month, and will also make this a standing item in town halls
  • Contract with black-owned businesses to cater food at noon conferences and other BCRP events, with the goal of having catering from a black-owned business at least once per week
  • Annual leadership retreat (Chairs, PDs, APDs, chiefs, rising chiefs, clinical competency committee faculty, and selection committee leaders) dedicated to ongoing strategic planning and learning about the history of racism and implicit bias, addressing micro and macroaggressions, and dismantling racist systems
  • Annual needs assessment/climate survey sent to UIM applicants and all members of the Diversity Council will be reviewed by Exec and RPTC and incorporated into strategic planning
  • Honor Juneteenth as a residency holiday with resident input; protection of all Black and African American-identified residents from clinical duties for programming and fellowship


  • Earlier introduction of antiracism material and education into intern orientation led by Diversity Officer, Dr. Camila Mateo
  • Keystone Advocacy orientation reformatted to include clear connections between racism, economic exclusion and disinheritance, and poverty using a historical framework
  • Expand Health Equity Rounds at BCH throughout the year, as noon conferences and/or grand rounds, in addition to four existing Health Equity Rounds at BMC
  • Each rotation director and APD/PD asked to identify at least one place where antiracism content or discussion can be sustainably added to clinical education
  • Invitations to deliver conferences and other presentations to residents include a request for presenters to create inclusive presentations that appropriately consider racism and inequities and an ask that all presenters review this video from the Brown University School of Medicine about how to create inclusive curricula (e.g., using a diversity of images of patients from various racial background, not listing race as a risk factor, exploring why racial groups are discussed separately when this occurs)
  • Academy afternoons during annual Fall Retreat include a focus on antiracism work specific to each Academy


  • Annual analysis of data on UIM recruitment (including who applies, interviews, matches into the BCRP, and where other residents go) with involvement of key stakeholders (residents, selection committees, fellowships) in discussion about how to disseminate this information to make improvements
  • Annual update of the BCRP website to reflect ongoing commitment to and plans for antiracism work
  • Ongoing, proactive outreach and engagement with UIM applicants starting each summer
  • Protected, scheduled time to talk with our UIM residents and allies about their experiences with the selection process and during residency to help inform potential changes for the upcoming recruitment season

We welcome applicants from all backgrounds to reach out with any other related questions as they consider applying to our program.

Residents at #WhiteCoatsforBlackLives event