PROJECT SUMMARY – PLAN TO ENHANCE DIVERSITY The Plan to Enhance Diversity (PED) for the University of Wisconsin Carbone Cancer Center (UWCCC) constitutes a commitment of resources to enhance diversity of membership, leadership, staff, trainees, and advisors as a cornerstone to achieving the UWCCC mission and vision to defeat cancer through the rapid application of groundbreaking research, prevention, and treatment. The UWCCC strives to be a diverse, equitable, and inclusive community with a pledge to implement policies, trainings, advocacy networks, and creative programming for that purpose. The UWCCC extends these solutions throughout our cancer training and oncology education programs, staffing of clinical service lines and research teams, leadership and career development programs, research groups in all forms of biological and population health sciences, and translation to patient-centric care. Our PED specific aims are: 1) Establish and monitor metrics for understanding DEI at UWCCC, and 2) Build and maintain a diverse workforce, leadership team, and advisory boards. PED leaders provide a track record of academic scholarship, community and stakeholder engagement, and partnership between the UW and the UW health system. This partnership will facilitate investment in developing and maintaining a diverse workforce, creating collaborative initiatives, and strategically hiring into DEI pipelines. The PED leaders will prioritize and steward diversity by creating a UWCCC Diverse Workforce and Equity Transformation Committee (DWETC) to guide and hold UWCCC accountable to the PED. The DWETC will monitor the implementation of the PED and will include center members at all ranks, staff, and trainees. To facilitate our goal of increasing workforce diversity at the UWCCC, we will routinely collect both quantitative and qualitative information from faculty, staff, trainees, and advisory board members. UWCCC’s PED framework aligns around four core strategies highlighted in the NIH Scientific Workforce Diversity Toolkit: (1) diversify the talent pool, (2) create unbiased talent searches, (3) drive outreach and networking for recruitment, and (4) foster mentoring relationships for advancement and retention. To develop a more diverse and inclusive UWCCC, we will leverage existing programs across our institution and implement new steps within our center to ensure that the systems for education, mentoring, and career advancement are led with DEI principles. We will achieve our aims by using evidence-based approaches to recruit and retain diverse individuals, implementing practices to prepare members for leadership roles, expanding the workforce pipeline, and leveraging multiple institutional resources and programs from across the UW campus. A new DEI-specific strategic plan will ensure integration of DEI initiatives across UWCCC and UW Health while incorporating the voices of PED leaders, the DWETC, the COE Office, the CTREC, and UWCCC’s Community Advocacy Boar...