
Mayo Clinic renaming DEI office to ‘Office of Belonging'
The Mayo Clinic is renaming its DEI (Diversity, Equity and Inclusion) office to instead be called the "Office of Belonging."
"Since 2020, Mayo Clinic has intentionally focused on belonging as a cornerstone of staff wellbeing," Andrea Kalmanovitz, Mayo's director of media relations, said in a statement quoted in the Minnesota Star Tribune.
"In keeping with this focus and recent national events, we're embracing an opportunity to accelerate Mayo Clinic's belonging journey to reflect our culture of collaboration and respect and support positive patient experiences," Kalmanovitz added.
The rebrand comes following President Donald Trump's January executive order "Ending Illegal Discrimination and Restoring Merit-Based Opportunity" directing federal agencies to end all DEI practices and asking the private sector to "end illegal DEI discrimination and preferences."
The "Office of Belonging" page on Mayo Clinic's website says that "Our vision is to create a global environment of empowered belonging. This requires building an environment of psychological safety, making Mayo Clinic a place where people from all backgrounds, cultures and experiences can access the best health care and where all staff can bring their authentic best selves."
On its website, Mayo Clinic says that it received $500.7 million in 2024 from federal and state sources for research funding.
The "Office of Belonging" page gives a nod to DEI priorities, stating that "Equity is embodied in every aspect of Mayo Clinic, from the individuals who constitute it to the organization as a whole. We embrace all people who come through our doors, whatever their race or ethnicity, sexual orientation, gender identity, disability status, military service, faith, or culture. Success is only possible when we include diverse experiences, perspectives, thoughts and voices in everything we do."
The Mayo Clinic, established in 1864, now says its "work regarding belonging is delivered through the internal community of passionate people, committees and initiatives ― recognizing that this work is neither centralized nor hierarchical."
Fox News Digital reached out to Mayo Clinic for comment, but did not immediately receive a response.
Hashtags

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles


Medscape
2 hours ago
- Medscape
Novel Gene Risk Score Predicts Outcomes After RYGB Surgery
A novel gene risk score, informed by machine learning, predicted weight-loss outcomes after Roux-en-Y gastric bypass (RYGB) surgery, a new analysis showed. The findings suggested that the MyPhenome test (Phenomix Sciences) can help clinicians identify the patients most likely to benefit from bariatric procedures and at a greater risk for long-term weight regain after surgery. 'Patients with both a high genetic risk score and rare mutations in the leptin-melanocortin pathway (LMP) had significantly worse outcomes, maintaining only 4.9% total body weight loss [TBWL] over 15 years compared to up to 24.8% in other genetic groups,' Phenomix Sciences Co-founder Andres Acosta, MD, PhD, told Medscape Medical News . The study included details on the score's development and predictive capability. 'More Precise Bariatric Care' The researchers recently developed a machine learning-assisted gene risk score for calories to satiation (CTSGRS), which mainly involves genes in the LMP. To assess the role of the score with or without LMP gene variants on weight loss and weight recurrence after RYGB, they identified 707 patients with a history of bariatric procedures from the Mayo Clinic Biobank. Patients with duodenal switch, revisional procedures, or who used antiobesity medications or became pregnant during follow-up were excluded. To make predictions for 442 of the patients, the team first collected anthropometric data up to 15 years after RYGB. Then they used a two-step approach: Assessing for monogenic variants in the LMP and defining participants as carriers (LMP+) or noncarriers (LMP-). Then they defined the gene risk score (CTSGRS+ or CTSGRS-). The result was four groups: LMP+/CTSGRS+, LMP+/CTSGRS-, LMP-/CTSGRS+, and LMP-/CTSGRS-. Multiple regression analysis was used to analyze TBWL percentage (TBWL%) between the groups at different timepoints, adjusting for baseline weight, age, and gender. At the 10-year follow-up, the LMP+/CTSGRS+ group demonstrated a significantly higher weight recurrence (regain) of TBW% compared to the other groups. At 15 years post-RYGB, the mean TBWL% for LMP+/CTSGRS+ was -4.9 vs -20.3 for LMP+/CTSGRS-, -18.0 for LMP-/CTSGRS+, and -24.8 for LMP-/CTSGRS-. Further analyses showed that the LMP+/CTSGRS+ group had significantly less weight loss than LMP+/CTSGRS- and LMP-/CTSGRS- groups. Based on the findings, the authors wrote, 'Genotyping patients could improve the implementation of individualized weight-loss interventions, enhance weight-loss outcomes, and/or may explain one of the etiological factors associated with weight recurrence after RYGB.' Acosta noted, 'We're actively expanding our research to include more diverse populations by age, sex, and race. This includes ongoing analysis to understand whether certain demographic or physiological characteristics affect how the test performs, particularly in the context of bariatric surgery.' The team also is investigating the benefits of phenotyping for obesity comorbidities such as heart disease and diabetes, he said, and exploring whether early interventions in high-risk patients can prevent long-term weight regain and improve outcomes. In addition, Acosta said, the team recently launched 'the first prospective, placebo-controlled clinical trial using the MyPhenome test to predict response to semaglutide.' That study is based on earlier findings showing that patients identified with a Hungry Gut phenotype lost nearly twice as much weight on semaglutide compared with those who tested negative. Overall, he concluded, 'These findings open the door to more precise bariatric care. When we understand a patient's biological drivers of obesity, we can make better decisions about the right procedure, follow-up, and long-term support. This moves us away from a one-size-fits-all model to care rooted in each patient's unique biology.' Potentially Paradigm-Shifting Onur Kutlu, MD, associate professor of surgery and director of the Metabolic Surgery and Metabolic Health Program at the Miller School of Medicine, University of Miami, Miami, commented on the study for Medscape Medical News . 'By integrating polygenic risk scores into predictive models, the authors offer an innovative method for identifying patients at elevated risk for weight regain following RYGB.' 'Their findings support the hypothesis that genetic predisposition — particularly involving energy homeostasis pathways — may underlie differential postoperative trajectories,' he said. 'This approach has the potential to shift the paradigm from reactive to proactive management of weight recurrence.' Because current options for treat weight regain are 'suboptimal,' he said, 'prevention becomes paramount. Preoperative identification of high-risk individuals could inform surgical decision-making, enable earlier interventions, and facilitate personalized postoperative monitoring and support.' 'If validated in larger, prospective cohorts, genetic risk stratification could enhance the precision of bariatric care and improve long-term outcomes,' he added. 'Future studies should aim to validate these genetic models across diverse populations and explore how integration of behavioral, psychological, and genetic data may further refine patient selection and care pathways.' The study presented at Digestive Disease Week (DDW) 2025 was funded by Mayo Clinic and Phenomix Sciences. Gila Therapeutics and Phenomix Sciences licensed Acosta's research technologies from the University of Florida and Mayo Clinic. Acosta declared receiving consultant fees in the past 5 years from Rhythm Pharmaceuticals, Gila Therapeutics, Amgen, General Mills, BI, Currax, Nestle, Phenomix Sciences, Bausch Health, and RareDiseases, as well as funding support from the National Institutes of Health, Vivus Pharmaceuticals, Novo Nordisk, Apollo Endosurgery, Satiogen Pharmaceuticals, Spatz Medical, and Rhythm Pharmaceuticals. Kutlu declared having no conflicts of interest.
Yahoo
2 days ago
- Yahoo
We don't talk about DEI: Wisconsin hospital systems are quietly removing diversity language
American Family Children's Hospital, part of the UW Health system, is seen in Madison, Wis., on April 1, 2020. (Photo by Dee J. Hall/Wisconsin Watch) Click here to read highlights from the story Health care systems including SSM Health, Aurora Health, UW Health and, most recently, Ascension have removed from their websites language related to diversity, equity and inclusion (DEI). The changes have come in the months since President Donald Trump has signed executive orders abolishing federal DEI programs. UW Health publicly announced changes such as the removal of anti-racism modules titled 'Being a leader in anti-racism' and 'anti-racism funding' and replacement with modules called 'Being a social impact leader' and 'Community giving.' Republished from Wisconsin Watch. Multiple Wisconsin health care systems have removed diversity, equity and inclusion language or resources from their websites in the wake of President Donald Trump's federal ban on funding for DEI programming. The systems include SSM Health, Aurora Health, UW Health and, most recently, Ascension. Froedtert ThedaCare Health has maintained its DEI webpage, though it removed a link to its equal employment opportunity policy in recent months. Aurora Health, Ascension, Froedtert and SSM Health made the changes quietly, without directly alerting the public. UW Health, however, released an op-ed in Madison 365 April 8 explaining the changes. 'As we enter the next phase of this important work, we are further aligning with our organizational mission under the name of Social Impact and Belonging,' the op-ed said. 'This reflects both the evolved nature of the work and our desire that these mission-focused priorities endure despite the current tumultuous political environment.' The changes occurred in the weeks after President Donald Trump's executive order abolishing DEI programs from all federally funded institutions and programs. The executive order, issued Jan. 20, states the 'Biden Administration forced illegal and immoral discrimination programs, going by the name 'diversity, equity, and inclusion' (DEI), into virtually all aspects of the Federal Government, in areas ranging from airline safety to the military.' In response to attacks on DEI programs by the federal government, some organizations have pushed back, arguing Trump's actions are a threat to a multiracial democracy. Some institutions are also suing the federal government for its actions, such as threatening to withhold federal grants and funding. Harvard University has filed a lawsuit, citing First Amendment principles to protect 'academic freedom' and 'private actors' speech.' But while some federally funded institutions are pushing back, others are not. In the past couple of months, SSM Health removed the word 'diversity' from its website, including changing a page titled 'Our Commitment to Diversity' to 'Our Commitment to Culture & Inclusion.' SSM has hospitals located throughout Wisconsin including Ripon, Fond du Lac, Waupun, Baraboo, Janesville, Madison and Monroe. In changing the webpage, SSM Health also removed an entire section regarding its commitment to fostering a diverse workplace and health care center, including a section that read, 'SSM Health makes it a point to work with diverse organizations broadening our reach into the communities we serve to support and promote a more inclusive society.' SSM Health also notably replaced the section discussing diversity with comment on SSM Health's mission as a Catholic ministry. On the updated page, the system discusses its commitment to follow in the footsteps of its founders to ensure 'all people have access to the high-quality, compassionate care they need.' In removing the word 'diversity,' SSM replaced the statement 'At SSM Health, diversity is an integral part of who we are and a reflection of our mission and values' with 'At SSM Health, inclusion is an integral part of who we are and a reflection of our Mission, Vision and Values.' 'Today, our belief that every person was created in the image of God with inherent dignity and value calls us to foster a healthy culture, inviting each person to be the best version of themselves,' SSM Health communications consultant Shari Wrezinski said when asked for comment. Wrezinski said the organization's mission has remained the same, and its communications, policies, programs and practices reflect the organization's mission. 'This has not and will not change,' Wrezinski said. 'As such, our website and other communications materials are continually updated as we strive to clearly convey our commitment to a welcoming environment where everyone feels valued and respected.' Despite removing the section on diversity, SSM Health has maintained its equal opportunity section. Froedtert did the opposite, by maintaining its webpages on diversity, equity and inclusion, but removing its equal opportunity policy document from the pages. The equal opportunity document, which can still be found online but was removed from the DEI website, specifically outlines Froedtert's commitment and policy to maintain equitable and nondiscriminatory recruitment, hiring and human resources practices. The document outlines two policies specifically: 'FH is committed to its affirmative action policies and practices in employment programs to achieve a balanced workforce' and 'FH will provide equal opportunity to all individuals, regardless of their race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, gender identity, marital status or any other characteristics protected by state or federal law.' Froedtert did not respond to requests for comment. The Froedtert system serves patients primarily in the Milwaukee area. Froedtert recently merged with ThedaCare, serving Wisconsin residents in the Fox Valley and Green Bay. In 2020, the system reported receiving tens of millions in federal funding through the CARES Act in response to the COVID-19 pandemic. While removing a link to an equal opportunity document may be a simple change, the Rev. Marilyn Miller, a partner in Leading for Racial Equity LLC, said every small change pushes society further back in achieving full access and equity. 'So it might be a small tweak now, but what does that open the door to later? So, yeah, it's impactful because any change that's stepping back from full equity is a problem,' Miller said. 'There's populations that don't feel any security anymore.' Aurora Health Care also has removed DEI language in the past couple of months since the executive order. In 2018, Aurora merged with Advocate Health, a system with more than 26 hospitals throughout the Midwest. Advocate Aurora Health later merged with Atrium Health in 2022, creating the third largest nonprofit in the nation. Earlier this year, Aurora removed an entire page on diversity, equity and inclusion. The page now redirects to Advocate's page titled 'Access & Opportunity.' That change cut statements such as: 'Our diversity, equity and inclusion strategy is anchored by our purpose to help people live well and to deliver safe, consistent, and equitable health outcomes and experiences for the patients and communities we serve.' A spokesperson for Aurora Health Care said the organization will continue to 'deliver compassionate, high-quality, consistent care for all those we serve.' 'As our newly combined purpose and commitments state, we lift everyone up by ensuring access and opportunity for all,' the spokesperson said. 'To provide our patients and communities clear and consistent information that explains our programs, policies and services, we are making various changes to our websites.' Ascension, one of the largest nonprofit hospital systems in the nation, took down the entire page on diversity, equity and inclusion. The health care system currently operates at over 165 locations in Milwaukee, Racine, Appleton and Fox Valley. The system still has modules on 'Identifying & Addressing Barriers to Health' and 'Ensuring Health Equity.' Ascension did not respond to a request for a comment. UW Health removed its page on diversity, equity and inclusion, replacing it with a page titled 'social impact in belonging.' In doing so, UW Health removed 'anti-racism' from its entire website. It used to be one of the main themes. UW Health removed the anti-racism modules titled 'Being a leader in anti-racism' and 'anti-racism funding,' and now in their place are modules called 'Being a social impact leader' and 'Community giving.' Chief Social Impact Officer Shiva Bidar-Sielaff and CEO Alan Kaplan addressed the changes in a video, stating social impact and belonging align with their mission, values and strategies as a health care organization. 'At UW Health, social impact refers to the effects health care policies, practices and interventions have on the well-being of individuals and communities, improving health outcomes, access to care and quality of life,' Bidar-Sielaff said. 'Belonging is the understanding that you are valued and respected for who you are as an individual.' UW Health reported receiving $315 million in federal funding, totaling over half of the $622 million in grant funds — federal and non-federal — awarded to the School of Medicine and Public Health. That total is 37% of all grant funding awarded to UW-Madison. Despite claims by health care centers that missions remain the same, advocacy groups in Wisconsin are raising concerns regarding the impact these changes could have on communities in Wisconsin. Chris Allen, president and CEO of Diverse & Resilient — an advocacy group focused on health inequities for LGBTQ+ people in Wisconsin — said these quiet language shifts are significant. 'They send a message that commitments to addressing disparities may be weakening, even if that's not the stated intention,' Allen said. William Parke Sutherland, government affairs director at Kids Forward, a statewide policy center that advocates for low-income and minority families, said many health care partners feel pressured to preserve funding sources. In Wisconsin, maternal mortality rates are 2.5 times higher for Black women than white women. Maternal morbidities — or serious birth complications — were the highest among Black women and people enrolled in BadgerCare, the state's largest Medicaid program. From 2020 to 2022 there were 7.8 stillbirth deaths per 1,000 births among Black babies, compared with 4.5 among white babies. Disparities in maternal and infant mortality rates could be attributed to stress caused by poverty, lack of access to quality care, or systemic racism, according to health care researchers. If a mother is stressed over a long period of time, that can cause elevated levels of stress hormones, which could increase premature births or low birth weights for infants. For Black women, midwives have been found to reduce the disparities they otherwise may experience during pregnancy, reducing the risk of maternal mortality or morbidity. Access to midwives is currently covered by Medicaid, so losing federal funding could harm these services. Regardless of language, 'Wisconsin's racial disparities in health access and outcomes aren't going away on their own,' Sutherland said in an email. Removing language that acknowledges DEI efforts will not reduce the health care disparities felt by Wisconsin residents, Sutherland said. Federal funding cuts could also hurt rural families in Wisconsin, specifically those who rely on Medicaid for their health care needs. 'We cannot begin to address these challenges if we're not willing to acknowledge them,' Sutherland said. 'A colorblind approach has not helped in the past.' This article first appeared on Wisconsin Watch and is republished here under a Creative Commons Attribution-NoDerivatives 4.0 International License.
Yahoo
3 days ago
- Yahoo
Nearly 100 House Democrats urge RFK Jr. to restore millions in family planning grants
Nearly 100 House Democrats are calling on Health and Human Services (HHS) Secretary Robert F. Kennedy Jr. to restore tens of millions of dollars in federal family planning grants to more than a dozen organizations that have been frozen for more than two months. In a letter to Kennedy sent Friday and seen first by The Hill, 95 lawmakers said the organizations that had their Title X funding frozen on March 31 — including nine Planned Parenthood clinics — are still in the dark about the status of their grants. At the time, the clinics said they received letters from the administration saying the grants were being 'temporarily withheld' due to possible civil right violations and President Trump's executive orders prohibiting the promotion of diversity, equity and inclusion (DEI) and 'taxpayer subsidization of open borders.' More than two months later, the lawmakers said the grantees 'remain without funding and have received no communication from the administration regarding the status of the investigations, the expected timeline, or the future of their funding.' HHS declined to comment, citing ongoing litigation. The agency is being sued over the freeze by the National Family Planning and Reproductive Health Association (NFPRHA) and the American Civil Liberties Union (ACLU). 'Congress has already appropriated these funds, and the administration has a responsibility to distribute them without undue delay or obstruction, ensuring that critical care is not disrupted for millions of people who rely on Title X services,' the group of lawmakers wrote. The letter was led by Reps. Josh Gottheimer (D-N.J.), Judy Chu (D-Calif.), Lizzie Fletcher (D-Texas) and Sharice Davids (D-Kan.) and signed by 91 other Democrats. Title X is the country's only federal program dedicated to providing affordable birth control and other sexual and reproductive health care to low-income Americans and has done so since the 1970s. The lawmakers timed the letter to coincide with the 60th anniversary of the U.S. Supreme Court's ruling in Griswold v. Connecticut, which established a constitutional right to privacy regarding contraception and reproductive decisions. 'However, due to the actions of this administration, reproductive freedom is under threat,' the lawmakers wrote. The first Trump administration prohibited providers from receiving Title X funding if they mentioned abortion or referred patients for abortions. It also required clinics to construct separate facilities for the procedure and other services. More than a dozen grantees, including all Planned Parenthood affiliates nationwide, left the program in protest because of the rule. The Biden administration reversed Trump's Title X rule in 2021. Updated at 3:26 p.m. Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.