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About Rush Diversity Leadership Group

The Diversity Leadership Council at Rush University Medical Center was established in 2007 and is charged with providing direction and guidance for furthering the Rush mission of providing "the very best care for our patients ... and enhancing excellence in patient care for the diverse communities of the Chicago area, now and in the future."

Our vision

Rush University Medical Center will be a diverse and inclusive patient care, educational, research and community service institution of the highest caliber. As evidenced by:

  • A commitment to diversity as a valued component of our organizational strategy.
  • A dedication to achieving a workforce, faculty and student body that is reflective of the communities, patients and region we serve, and is demonstrated through the behaviors of the entire organization.
  • A culture of excellence that fosters an environment of equality and respect for those who work at Rush, those whom we care for, those whom we educate, those who benefit from the scientific advances we achieve, and those with whom we interact in our surrounding communities.
  • The DLC has chosen an initial focus in three areas: leadership and accountability; hiring, retention and promotion; and training and improved communication.
  • There are semi-annual joint Executive Leadership Council (ELC) and DLC sessions to provide accountability and new programming ideas.
  • Members of the president's Executive Leadership Council have had formal diversity training and are required to attend a minimum of two Rush diversity events annually.
  • The representation of women and underrepresented ethnic groups in trustee and senior officer positions has increased notably.
  • A Business Diversity Program has been established to increase business with women and minority owned companies.
  • A University Work Group on Diversity was created to assess progress under the Educational Strategic Plan for the following groups: integration, faculty development, student life and learning, diversity, community and infrastructure and facilities.
  • Rush University has established workgroups to assess faculty and student diversity.
  • Rush has an annual Diversity Week to enrich opportunities for learning about diversity and inclusion.
  • The J. Robert Clapp, Jr. Diversity Leadership Award was established and is given annually to an individual or group for promoting or creating diversity and inclusion opportunities throughout the medical center.
  • Rush has an active ADA Task Force working within the scope of the Diversity Leadership Initiative and cooperating closely with the DLC.
  • Human Resources and DLC committees use the Diversity Awareness Profile to help others acknowledge their own diversity awareness.
  • A Diversity Leadership Council website presence has been developed.
  • A Rush Vision for Diversity and Inclusion has been adopted.
  • All faculty and staff are required to perform annual on-line diversity training.
  • Managers, as part of their performance appraisal process, must include at least one annual goal on diversity, and in some cases, this is part of the annual incentive compensation program.
  • Diversity meet and greets are regularly scheduled to encourage gatherings of employees from all sectors of the medical center to discuss varied diversity-related topics.
  • Rush's Executive Leadership Council participates in meet and greets quarterly to offer mentoring opportunities to staff from our senior leadership.
  • A diversity peer learning program has been developed for front-line staff to engage their peers in discussions around diversity, inclusion, and related subjects.
  • A one-on-one mentoring program was created in conjunction with the DLC and Employee and Organizational Development for staff interested in developing leadership potential and skills.
  • A Diversity Network Group has been established to work with the DLC to promote additional institutional diversity and inclusion projects.
  • The Executive Leadership Council has adopted a policy to promote diversity in all candidate pools for institutional searches, and a related preferred vendor list of search firms has been created.
  • Rush University has established the Provost's Committee on Gender Issues to promote a culture of gender equity for faculty development and promotion.
  • Rush College of Nursing sponsors an annual diversity potluck lunch.
  • The Emerging Healthcare Professionals sponsors an annual diversity potluck lunch.
  • Rush University currently has over 25 diverse student groups.
  • The Office for Equal Opportunity, created in 1974, has a mission to help foster diversity and inclusion throughout the Medical Center and university.


  • For the third consecutive year, Rush has been ranked among the five top academic medical centers in the country in the University Health Care Consortium Quality and Accountability Study, and has had a perfect score in the "equity of care" category, which measures patient outcomes related to gender, race, and socioeconomic status.
  • In 2007, the U.S. Department of Labor presented Rush with the prestigious Exemplary Voluntary Efforts Award. The award recognizes federal contractors for exceptional efforts to increase employment and other opportunities for minorities, women, individuals with disabilities, and veterans.
  • Rush was honored with the 2011 ICED Award, the top award given to a corporation by the State of Illinois for furthering accessibility and disability programs.
  • Rush received the 2009 Human Rights Campaign Chicago Corporate Award, and the top national rating on the Healthcare Equity Index Survey for five consecutive years for our treatment of lesbian, gay, bisexual and transgender patients, their families and hospital employees.
  • Rush has been designated a Company That Cares since 2007 for sustaining a work environment founded on dignity and respect for all employees among other criteria.

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