AACE DEI Statement:
WE AT AACE ARE COMMITTED TO EMBRACING DIVERSITY. WE BELIEVE THAT INCLUSION, REPRESENTATION, AND ACCESS TO OPPORTUNITIES FOR ALL MAKE OUR GLOBAL COMMUNITY STRONGER AND BETTER. WE WILL ENSURE A CULTURE OF DIVERSITY, EQUITY, AND INCLUSION ACROSS AACE’S MEMBERSHIP, LEADERSHIP, GOVERNANCE, AND EDUCATIONAL ACTIVITIES, AS WELL AS THE COMMUNITY AT LARGE. WE ARE WORKING TO FOSTER A WELCOMING ENVIRONMENT THAT ALLOWS EVERYONE IN THE AACE COMMUNITY TO CONTRIBUTE, INNOVATE, AND THRIVE. TOGETHER, WE ARE ELEVATING CLINICAL ENDOCRINOLOGY TO IMPROVE GLOBAL HEALTH. TOGETHER, WE ARE AACE.
- SERVICE: within the AACE community includes representation on: Committees, Subcommittees, Disease State Networks (DSNs), Task Forces, Workgroups and Board nominated positions.
- DIVERSITY: the range of differences, both seen and unseen, that make the members of the AACE community unique
- EQUITY: the fair and just practices and policies that ensure all AACE community members can thrive.
- INCLUSION: the active and purposeful endeavor of creating an AACE culture that ensures equitable access to resources and opportunities, by fostering an environment that respects individuals, and encourages participation and contribution from those with multiple different perspectives.
To fully represent AACE’s constituency by achieving and fostering diversity, equity, and inclusion in the AACE community, including its membership, leadership, publications, education programs, and communities.
Initial Target Measures for DEI:
- Career Level
- Work setting: academic versus private practice.
- Profession (MD, DO, NP, PA, etc.)
DEI Process Implementation Strategies:
- Encourage applications, using inclusive language, from a broad and diverse pool of candidates and review previous nominees or participants, in order to avoid selecting from the same candidate pool.
- Consider "blind auditions”: remove names or identifying information from applications during the initial candidate screening process.
- Ask a DEI-related question of the candidate to assess the likelihood the candidate will align with the values of AACE and foster an environment of inclusion: “How will you add to the diversity of this committee/AACE?”
- Consider whether BIAS is playing a role if the top-tier candidate pool lacks diversity. Ask the following questions:
- Were all candidates rated equitably?
- Are there any trends that may indicate bias e.g., similar education or work background or mostly internal candidates? Are candidates being selected because they are similar to the people who are doing the selection?
- Are there some candidates in the mid-tier that rated high in the “high-priority” criteria and competencies that could be moved up?
- Is the candidate’s subjective confidence in their judgment greater than their objective skills and abilities?
- Was it assumed that because the candidate is liked or good at a certain skill, they will also be good at the specific job/task-related skills?
- Has the selection process been based on preconceived notions about each candidate?
- Select the candidate that is most qualified for the role and has the most potential for success: consider not just formal training or years of experience, but also the candidate who demonstrates the ability to meet or exceed the criteria for the role and brings a different perspective or unique expertise to the position.