This report provides you with an opportunity to learn about and (re)commit to diversity, equity, inclusion, anti-racism and anti-oppression at the Hutch. As you read about the initiatives, progress, programming, events and reflections from the 2020-2021 year, we challenge you to think about the role you have played and will engage moving forward. Pause, reflect and reengage as we continue to lay and build on our foundation of critical change in order to actualize our mission of the Hutch.
To view the report in full, download the DEI Annual Report PDF.
Fred Hutchinson Cancer Center acknowledges the Coast Salish peoples of this land, the land which touches the shared waters of all tribes and bands within the Duwamish, Puyallup, Suquamish, Tulalip and Muckleshoot nations.
We also acknowledge exploited labor, racist, heterosexist, ableist, xenophobic, religious, sexist, trans-antagonistic and other oppressive violence, and the ongoing struggle for justice on this land. We reflect on the ancestors of our various peoples, nations, tribes and families; ancestors whose struggles, pain, power, privilege and strivings we hold in our very bodies. We recognize, with gratitude, all those whose sacrifice, struggle and labor make our daily freedoms possible, and challenge us to learn, work and live justly.
The past year has been a historic one for our world and our nation in many respects. At Fred Hutch we believe that one notable and prominent feature has been the dramatic growth in our institutional efforts around diversity, equity and inclusion. Existing efforts and new initiatives found a home in the creation of our Diversity, Equity and Inclusion (DEI) Core in January 2020. A central component of this reorganization was the placement of DEI Core in the Director’s Office so that its work could more readily impact all sectors of Fred Hutch. Our first order of business was to create the institution’s first Diversity, Equity and Inclusion Strategic Plan. This plan, launched in June 2020, was informed by critical feedback we obtained from employees at all levels of the organization. This inaugural annual Fred Hutch DEI report is meant to serve the following overarching purposes:
Toward this end, this report is organized into two major sections. The first provides quantitative data regarding key metrics related to employee recruitment and retention and describes the demographics of our current workforce. Sharing data of this type is best practice and consistent with reporting done by both peer academic institutions and industry partners. The second section focuses on the work that has been accomplished this past year related to each of the five major objectives of our Fred Hutch 2020-23 DEI Core Strategic Plan. The accomplishments highlighted in this section reflect DEI investments across the center, and synergistic partnerships with the DEI.
We thank all members of our Fred Hutch community who have been engaged in a wide range of impactful DEI efforts over this past year, many of which are described in this report. The realization of our goal of becoming an anti-racist institution characterized by inclusive excellence is only possible through the collective action of every one of us.
Dr. Paul Buckley
Vice President and Chief Diversity and Inclusion Officer, Diversity, Equity and Inclusion Core
The work that has been done over this past year builds on the efforts and work of people prior to the institutional commitment to DEI. Every person across the Hutch must fully (re)engage and (re)commit to the lifesaving work of challenging all oppression in our science. For us to truly actualize that mission of the Hutch, we must and will be unwavering in our pursuit of diverse, equitable and inclusive culture.
The Fred Hutch 2020-23 DEI Strategic Plan lays out five major objectives that serve as a foundation for critical change to actualize our mission of the Hutch. Below under “DEI Efforts Across Fred Hutch,” you will find a snapshot of intentional programming, events and initiatives that have occurred across individuals, teams, departments and divisions. These accomplishments are a product of dedicated leaders, intentional collaboration and synergistic partnerships with the DEI Core.
The scientific research we conduct at Fred Hutch is by necessity driven by data. Administrative, policy and financial decision-making at Fred Hutch also centers around data. This said, historically we have not evaluated or reported diversity, equity and inclusion employee data. Data are an essential component to DEI work as they are a means for evaluating the fairness of our institutional policies and practices as they relate to the recruitment, retention and promotion of our workforce. Further, reporting DEI data is critical both for evaluating the effectiveness of our efforts and in providing accountability.
Users on mobile devices can access the data in full through the DEI Annual Report PDF.
As a federal contractor, Fred Hutch is required to collect data from all employees at the time of onboarding related to gender, racial and ethnic identity and these data along with information from Human Resources on different job categories were used to assemble this report. Employees provide these data voluntarily and >95% of our employees have shared this information. While these data are quite complete, a clear limitation is our inability to assess our workforce along other dimensions relevant to DEI such as sexual orientation, gender identity beyond male/female categories, education, language, nationality, socio-economic status and immigration to name a few. DEI is considering ways to try to ascertain these types of data in the future, but none are yet available to report. While the data shown are largely reflective of our workforce in the current FY2021 fiscal year (n=3,606), since this is our inaugural report we also show some data back to 2010 in order to provide historical context.
Note: Unfortunately, information on graduate students could not be included in this report. Since our source of data is Fred Hutch employee records, and the majority of graduate students are supported through various departments at the University of Washington, we could not readily access demographic information on the entirety of our graduate student population.
Gender: At present the only gender categories available to us are “Female,” “Male” and “Other”
Race/ethnicity: Available racial/ethnic categories include “American Indian,” “Asian,” “Black,” “Hispanic,” “Pacific Islander,” “White,” “Two or more,” and “Not Specified.” For individuals who identify as “Two or more” we do not have information on which specific groups they identify with. Given the small numbers for some of these groups we created two variables defined as follows:
Black, Indigenous, People of Color (BIPOC): Includes all people identifying with one of the following categories: “American Indian,” “Asian,” “Black,” “Hispanic,” “Pacific Islander,” “Two or more”
Underrepresented Minority (URM): This grouping is based on the National Institutes of Health definition and includes people who identify with one of the following categories: “American Indian,” “Black,” “Hispanic,” “Pacific Islander.” We recognize that there is some amount of undercounting present since individuals who identify with “Two or more” racial/ethnic groups one of which is a URM group are not included since we could not identify them.
The majority of our workforce has and continues to be comprised of women. With respect to race/ethnicity, our workforce has become somewhat more diverse since 2010 with modest increases in our proportions of both Asian and multiracial employees. The proportion of our workforce that is Asian exceeds the 15% Asian population in the general Seattle area, but our proportions of Hispanic/Latinx and Black employees are somewhat lower than the general Seattle population which is 7% Hispanic/Latinx and 7% Black. American Indian/Alaska Native and Native Hawaiian/Pacific Islander employees are not shown in this table because their proportions are <1% in all years.
* Scientific senior leaders include: President, EVPs, SVPs, IRC heads
† DCOO to senior leaders include: COO, CDIO, CFO, VPs
‡ % is not shown to protect confidentiality
§ Includes 28 full professors, five associate professors and one assistant professor
* Excludes applicants for faculty searches (see faculty data in Table 6).
‡ % is not shown to protect confidentiality
‡ % is not shown to protect confidentiality
Delivering on our collective commitment.
Below you will find a snapshot of intentional programming, events and initiatives that have occurred across individuals, teams, departments and divisions at the Hutch.
For those interested in the full list of our efforts, view the PDF version of the DEI Core Annual Report.
All Hutch senior leaders — the Hutch Executive Committee (HEC) and Executive Leadership Team (ELT) members — have been engaged in their own DEI learning projects and all have registered for or completed the first Fearless IDEAs Bias Mitigation Education module. The center director and president’s leadership, support and engagement in this work is visible and highlighted in the range of topics and approaches to town hall. Additionally, before the HEC was developed, ELT members engaged an anti-racism learning project that examined the history and social dynamics of racism and colonization in the United States and a reading of Kendi’s How to Be an Antiracist, which culminated in a panel discussion for the DEI Forum. The Hutch board has also begun important discussions on the topic, supported the funding of our faculty cluster hire initiative, and have dedicated time to building DEI capacity through facilitated Fearless Discussion.
The Hutch Executive Committee (HEC)
The HEC is organized as the center director and president’s team of executive leaders, which includes senior vice presidents from the academic divisions as well as vice presidents and assistant/associate vice presidents from key areas of the Administration Division. The HEC meets weekly. Dr. Tom Lynch convenes this group of leaders.
Executive Leadership Team (ELT)
The ELT includes vice presidents and assistant/associate vice presidents who report to the executive vice president, Steve Stadum, who convenes this group. All ELT members are on the HEC. The ELT meets biweekly.
Chartered through the DEI Core, the purpose and focus of each employee resource group (ERG) is to develop and encourage a deep sense of community, connection and growth at the Hutch. These voluntary, employee-led groups serve to add value to the organization and strengthen retention. The DEI serves as the primary partner with each ERG in achieving group-specific goals and objectives.
A multitude of new and on-going research projects focused on disparities are led by Fred Hutch investigators. A comprehensive list of grants can be found in the PDF version of the DEI Annual Report.
Fearless IDEAs (Inclusion, Diversity, Education, Anti-racism and Anti-oppression): Moving Science Forward is our required comprehensive anti-racist DEI educational initiative. A key feature of the initiative is that it rebuffs “diversity training” by engaging participants in a design for continuous education that involves pre-work, a live module, evaluation survey and post-work constructed for participants to integrate learning with their everyday work. The curriculum provides a holistic experience that expands intellectual and emotional capacities. Anti-racist DEI work is not only about learning and doing, but conscientious and empathic ways of being.
Our initial six module topics will engage Hutch employees over the course of about two years for completion. The initiative engages all Hutch employees in a continuous learning project to increase awareness, develop competencies, implement practices in our shared responsibility to make and sustain an inclusive and equitable center and positions the Hutch as an inter/national leader in DEI work. Upcoming modules include: Bias Mitigation: Taking Our Work Further and Anti-racism and the Hutch Commitment.
Percentage of people managers' module completion by division
Implemented in July 2020, these virtual forums serve to engage the Hutch community in dialogue about racism and other forms of oppression. Programming has included panels, group dialogue and notable speakers including Dr. Khiara Bridges, Dr. Raychelle Burks, Dr. Chase Catalano, Ian Cheney, Stephen M. Graham, Dr. Tae-Sun Kim, Sharon Shattuck and Dr. Jane Willenbring.
Central to our efforts toward cultivating an environment of inclusive excellence and dismantling structural racism is evaluating all existing policies and practices through an anti-racist lens. While this is envisioned as a multi-year project, it has begun in earnest with an emphasis on both faculty and staff policies:
The Office of Education and Training programs span the biomedical disciplines and research interests pursued at Fred Hutch, from basic, human biological, clinical and public health sciences research on a range of cancers and infectious diseases, with a commitment to increasing access and creating pathways for those trainees who have been historically excluded. The activities and training opportunities include programs for high school students, teachers, undergraduates and postdoctoral researchers.
The Science Education Partnership (SEP)
SEP supports its large network of secondary science teachers with a virtual program called Hutch@Home. This program offers teachers talks from faculty, postdoctoral and graduate student scientists who share about their educational/career paths as well as research. The talks have reached over 1,200 people either live or through views of recorded sessions archived on the SEP YouTube channel. Additional DEI-related topics for teacher workshops related to DEI in FY21 included Social Justice Phenomena in Science Education; History, Eugenics, and Genetics; Intention into Action: Equity, Inclusion, and Belonging in the Science Classroom; Gender Inclusivity in Biology Education; and COVID-19 and Health Inequities.
High School Programs
Fred Hutch’s two high school programs, which focus on under-represented students in science, together engaged 64 students for six weeks in 2020. Through the Pathways Research Explorers program and the Summer High School Internship Program, students engaged in workshops that connected them with Hutch researchers, showcased a variety of Hutch careers, focused on college preparation and created community. To ensure equitable access to technology, Amazon donated a laptop to each of the 32 students in the program.
The OGE partnered with other Office of Education and Training programs and Fred Hutch Human Resources to represent Fred Hutch at large annual recruitment conferences: the Society for Advancement of Chicanos/Hispanics and Native Americans in Science, the Annual Biomedical Research Conference for Minority Students, the American Indian Science and Engineering Society, and the California Forum on Diversity in Graduate Education.
The OSCD gives specialized guidance for our underrepresented minority and international scientists, including programs that cover considerations for hiring and accepting positions in the U.S. and negotiating job offers. In FY21, OSCD partnered with OGE and the NIH Office of Intermural Training & Education to facilitate the "Becoming a Resilient Scientist" series for Fred Hutch and UW graduate students and postdoctoral fellows. The themes of the series included resilience and wellness, self-talk, self-advocacy and assertiveness, and it recognized the additional stresses and challenges that exist for those historically excluded from scientific education.
Taking our work further.
The year 2020 marked a new chapter in Fred Hutch’s commitment to diversity, equity and inclusion. As a center, we have made significant investments of energy, talent, ideas and the courage to renew our commitment through an anti-racist framework. This is demonstrated in the groundwork we have shared in this report. This is just the beginning, and a tremendous effort is required for the future. Our work ahead — in areas of recruitment practices that advance diversity in non-faculty roles, building inclusive and equitable team cultures for a consistent experience centerwide and community engagement with meaningful partnerships (locally and nationally) — demands our careful attention. We must maintain our progress and build on the foundation we have laid this past year in a strategic and sustainable way. As we establish our work — at the structural, cultural and inter/personal levels — we recognize and feel the sense of urgency shared across the Hutch community. The Hutch has a vital mission. Our work can only be successful if it is strategic, human-centered and collaborative. As we pursue our strategic objectives, it is imperative that all members of the Hutch community pull together. There are many labs, several divisions, thousands of employees, yet one Hutch. We look forward to the next steps on our journey.
Our work can only be successful if it is strategic, human-centered and collaborative.
DEI Core’s work would not be possible without its outstanding team. This year we had the incredible fortune of welcoming Val Rie Smith, Sara Cole, Nikkita McPherson and Kaci Bray to our team who each represent the very best of Fred Hutch. We also recognize the enormous contributions of Ana Parada and Jessica Lam who worked with us in DEI this past year before moving on to other opportunities. We also want to give a special thanks to the Executive Steering Committee and our Advisory Committee, whose time and insights guide our efforts. We appreciate all our partners across the Hutch who have engaged with DEI Core this past year. We value you, your voices and your efforts. Thank you for your continued support and the progress we will make together.
“Cures start here, and cures start with a culture that fosters innovation, an inclusive culture that responds to diverse experiences and diverse expressions of disease.
Diversity, equity and inclusion work is critical to the mission of Fred Hutch.”
– Dr. Paul Buckley, Vice President, Chief Diversity Equity & Inclusion Officer
Written by Kaci Bray, Paul Buckley, Christopher Li & Nikkita McPherson. Designed by Sarah Jo White. Data visualizations by Jim Woolace. Photography by Robert Hood/Fred Hutch News Service.
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