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After the Medical Students ‘Die-In,’ What Next at UCSF?

Published

11 years ago

January 26, 2015

By Leland Kim and Laura Kurtzman, UCSF News

UC San Francisco medical students helped sparked a national movement in December when they launched #whitecoats4blacklives to bring attention to racial health care disparities.

Their act of courage inspired UCSF leaders to address racism head-on in its annual leadership retreat and has renewed a much-needed dialogue throughout campus.

A group of UCSF medical students gathered in a closed meeting last month to talk about race, racism and racial disparities.

They were troubled by recent grand jury decisions not to indict white police officers who were involved in the deaths of two unarmed African American men, Michael Brown in Ferguson, Mo., and Eric Garner in New York City, and wanted to channel their frustration into something constructive.

The students, including many from the UCSF Underrepresented In Medicine (UIM) mentoring program, decided to hold a “die-in” at UCSF while wearing their white coats, symbolic of those in the health profession. They and their peers of all ethnic backgrounds tapped into student networks across the country.

In just five days, a national movement called #whitecoats4blacklives was born.

It catalyzed thousands of students, faculty and staff in more than 80 colleges across the country. At UCSF, students from all professional Schools (Dentistry, Medicine, Nursing and Pharmacy) and the Graduate Division participated, as well as some faculty and staff members.

The hashtag dominated social media on Dec. 10, garnering widespread media attention and sparking a much-needed national conversation about racism being more than a just criminal justice issue.

“As students, we were able to use the momentum from the #whitecoats4blacklives movement to demonstrate the urgency of dealing with the issues of race, micro-aggressions and inequality that affects UCSF faculty, staff, students, and most importantly the patients we all serve,” said student organizer Sidra Bonner, a second-year student in the School of Medicine.

“It is my hope that this movement leads to improvement of the social medicine curriculum, specifically continued learning and skill development around this issue of bias, creation of a robust mentorship/advising system for all students, as well as commitment to strengthening the pipeline for underrepresented students in medicine by increased availability of scholarships and administrative support,” said Bonner.

The die-in had a ripple effect across UCSF.

Students hosted a town hall event on Dec. 12 to open up a dialogue about race and racism. School of Pharmacy Dean B. Joseph Guglielmo (far left), School of Nursing’s Monica McLemore (second from left), and School of Nursing Dean David Vlahov (center) were among the participants. Photo by Paul Day.

A student-initiated town hall held two days after attracted faculty members, deans and many of the University’s top leaders, who talked openly with students about the UCSF’s ongoing challenge with diversity.

Chancellor Sam Hawgood, MBBS, has made race and racial inequities a priority in his administration.

“This is an issue that goes beyond any one school or department; this is a campus issue,” he said. “Diversity is going to be an important priority for the entire UCSF community. I thank our students for initiating this conversation.”

And organizers of the School of Medicine’s annual leadership retreat this month decided to change the event’s agenda to discuss the enduring question of race in America – and how racial dynamics play out at UCSF.

“Our students are asking us to acknowledge, to think and to do something about the problem of racial and ethnic injustices,” said Bruce Wintroub, MD, interim dean of the School of Medicine, introducing a daylong colloquy that was rich in both data and personal stories about what it means to be black and brown in America.

“It is very easy to talk about racial disparities at other places,” he said. “It is much harder for us to take an honest look at the problems we have at UCSF.”

The leadership retreat, which took place on Jan. 8 and 9, was the first one ever to focus solely on race/ethnicity and health disparities.

It came as the School of Medicine has launched a six-year, $9.6 million effort to hold its departments accountable for achieving diversity, provide the resources to recruit and retain a more diverse faculty, create a culture of diversity and inclusion and expand the pool of scientific talent, which gets smaller at each level of training.

“This retreat was the first time in my 32 years at UCSF that I feel we have started to have an authentic conversation about race and the impact of racism and unconscious bias on our students, faculty and patients,” said Renee Navarro, MD, PharmD, vice chancellor of Diversity and Outreach. “I applaud the students who organized and implemented the #whitecoats4blacklives movement. They were the spark that led to this event.”

Some of those students were invited to participate in the leadership retreat and share their experiences with the group to help facilitate organizational change.

At times, nervous energy was palpable as students recalled instances of racism on campus. Some community members, participants noted, have accused UCSF being an “elitist ivory tower.”

White faculty members listened attentively, and some were candid enough to admit that they hadn’t really thought about racism and its impact on students and patients in a meaningful way.

“Being on the panel and speaking to an audience of accomplished and powerful people at UCSF were terrifying,” said Angela Broad, a second-year medical student. “It was really difficult sharing those experiences but the informal conversations I had throughout the day were very heartening. So many faculty, deans and staff thanked me for sharing my story.”

Compelling presentations and anecdotes by faculty of color helped shape the day’s conversation.

Neal Powe, MD, MPH, MBA, vice chair of the Department of Medicine and chief of medical services at San Francisco General Hospital and Trauma Center, shared a story about being pulled over by the police in North Carolina while in town to give a lecture. A police officer suspiciously questioned Powe about his destination, instructed him to keep his hands on the steering wheel and asked him if he had drugs in the car.

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Oakland Post: Week of February 11 = 17, 2026

The printed Weekly Edition of the Oakland Post: Week of – February 11 – 17, 2026

Published

13 hours ago

February 16, 2026

Oakland Post

To enlarge your view of this issue, use the slider, magnifying glass icon or full page icon in the lower right corner of the browser window.

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Rising Optimism Among Small And Middle Market Business Leaders Suggests Growth for California

“Business leaders across the Pacific region continue to demonstrate a unique blend of resilience and forward-thinking, even in the face of ongoing economic uncertainty,” said Brennon Crist, Managing Director and Head of the Pacific Segment, Commercial Banking, J.P. Morgan. “Their commitment to innovation and growth is evident in the way they adapt to challenges and seize new opportunities. It’s this spirit that keeps our region at the forefront of business leadership and progress. We look forward to helping our clients navigate all that’s ahead in 2026.”

Published

3 days ago

February 14, 2026

Oakland Post

Super Scout / E+ with Getty Images.

Sponsored by JPMorganChase

Business optimism is returning for small and midsize business leaders at the start of 2026, fueling confidence and growth plans.

The 2026 Business Leaders Outlook survey, released in January by JPMorganChase reveals a turnaround from last June, when economic headwinds and uncertainty about shifting policies and tariffs caused some leaders to put their business plans on hold.

Midsize companies, who often find themselves more exposed to geopolitical shifts and policy changes, experienced a significant dip in business and economic confidence in June of 2025. As they have become more comfortable with the complexities of today’s environment, we are seeing optimism rebounding in the middle market nationwide – an encouraging sign for growth, hiring, and innovation. Small businesses, meanwhile, maintained steady optimism throughout 2025, but they aren’t shielded from domestic concerns. Many cited inflation and wage pressures as the top challenges for 2026 and are taking steps to ensure their businesses are prepared for what’s ahead.

Overall, both small and midsize business leaders are feeling more confident to pursue growth opportunities, embrace emerging technologies and, in some cases, forge new strategic partnerships. That bodes well for entrepreneurs in California. Here are a few other key findings from the Business Leaders Outlook about trends expected to drive activity this year:

Inflation remains the top concern for small business owners. Following the 2024 U.S. presidential election, many anticipated a favorable business environment. By June 2025, however, that feeling shifted amid concerns about political dynamics, tariffs, evolving regulations and global economic headwinds.
Going into 2026, 37% of respondents cited inflation as their top concern. Rising taxes came in second at 27% and the impact of tariffs was third at 22%. Other concerns included managing cash flow, hiring and labor costs.

For middle market leaders, uncertainty remains an issue. Almost half (49%) of all midsize business leaders surveyed cited “economic uncertainty” as their top concern – even with an improved outlook from a few months ago. Revenue and sales growth was second at 33%, while tariffs and labor both were third at 31%.
And tariffs are impacting businesses costs. Sixty-one percent of midsize business leaders said tariffs have had a negative impact on the cost of doing business.
Despite challenges, leaders are bullish on their own enterprises. Though the overall outlook is mixed, 74% of small business owners and 71% of middle market companies are optimistic about their company’s prospects for 2026.
Adaption is the theme. For small business owners surveyed across the U.S., responding to continuing pressures is important in 2026. Building cash reserves (47%), renegotiating supplier terms (36%) and ramping up investments in marketing and technology are among the top priorities.
Big plans are on the horizon. A majority midsized company leaders expect revenue growth this year, and nearly three out of five of (58%) plan to introduce new products or services in the coming year, while 53% look to expand into new domestic and/or international markets. Forty-nine percentsay they’re pursuing strategic partnerships or investments.

The bottom line

Rebounding optimism among U.S. business leaders at the start of the year is setting the stage for an active 2026. With business leaders looking to implement ambitious growth plans that position themselves for the future, momentum in California could be beneficial for leaders looking to launch, grow or scale their business this year.

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Discrimination in City Contracts

The report was made public by Councilmember Carroll Fife, who brought it this week to the Council’s Life Enrichment Committee, which she chairs. Councilmembers, angry at the conditions revealed, unanimously approved the informational report, which is scheduled to go to an upcoming council meeting for discussion and action. The current study covers five years, 2016-2021, roughly overlapping the two tenures of Libby Schaaf, who served as mayor from January 2015 to January 2023.

Published

4 days ago

February 13, 2026

Oakland Post

Dr. Eleanor Ramsey (top, left) founder, and CEO of Mason Tillman Associates, which conducted the study revealing contract disparities, was invited by District 3 Councilmember Carroll Fife (top center) to a Council committee meeting attended by Oakland entrepreneur Cathy Adams (top right) and (bottom row, left to right) Brenda Harbin-Forte, Carol Wyatt, and councilmembers Charlene Wang and Ken Houston. Courtesy photos.

Disparity Study Exposes Oakland’s Lack of Race and Equity Inclusion

Part 1

By Ken Epstein

A long-awaited disparity study funded by the City of Oakland shows dramatic evidence that city government is practicing a deeply embedded pattern of systemic discrimination in the spending of public money on outside contracts that excludes minority- and woman-owned businesses, especially African Americans.

Instead, a majority of public money goes to a disproportionate handful of white male-owned companies that are based outside of Oakland, according to the 369-page report produced for the city by Mason Tillman Associates, an Oakland-based firm that performs statistical, legal and economic analyses of contracting and hiring.

The current study covers five years, 2016-2021, roughly overlapping the two tenures of Libby Schaaf, who served as mayor from January 2015 to January 2023.

The amount of dollars at stake in these contracts was significant in the four areas that were studied, a total of $486.7 million including $214.6 million on construction, $28.6 million on architecture, and engineering, $78.9 million on professional services, and $164.6 million on goods and services.

While the city’s policies are good, “the practices are not consistent with policy,” said Dr. Eleanor Ramsey, founder and CEO of Mason Tillman Associates.

There have been four disparity studies during the last 20 years, all showing a pattern of discrimination against women and minorities, especially African Americans, she said. “You have good procurement policy but poor enforcement.”

“Most minority- and women-owned businesses did not receive their fair share of city-funded contracts,” she continued. “Over 50% of the city’s prime contract dollars were awarded to white-owned male businesses that controlled most subcontracting awards. And nearly 65% of the city’s prime contracts were awarded to non-Oakland businesses.”

As a result, she said, “there is a direct loss of revenue to Oakland businesses and to business tax in the city… There is also an indirect loss of sales and property taxes (and) increased commercial office vacancies and empty retail space.”

Much of the discrimination occurs in the methods used by individual city departments when issuing outside contracts. Many departments have found “creative” ways to circumvent policies, including issuing “emergency” contracts for emergencies that do not exist and providing waivers to requirements to contract with women- and minority-owned businesses, Ramsey said.

Many of the smaller contracts – 59% of total contracts issued – never go to the City Council for approval.

Some people argue that the contracts go to a few big companies because small businesses either do not exist or cannot do the work. But the reality is that a majority of city contracts are small, under $100,000, and there are many Black-, woman- and minority-owned companies available in Oakland, said Ramsey.

“Until we address the disparities that we are seeing, not just in this report but with our own eyes, we will be consistently challenged to create safety, to create equity, and to create the city that we all deserve,” said Fife.

A special issue highlighted in the disparity report was the way city departments handled spending of federal money issued in grants through a state agency, Caltrans. Under federal guidelines, 17.06%. of the dollars should go to Disadvantaged Business Enterprises (DBEs).

“The fact is that only 2.16% of all the dollars awarded on contracts (went to) DBEs,” Ramsey said.

Speaking at the committee meeting, City Councilmember Ken Houston said, “It’s not fair, it’s not right. If we had implemented (city policies) 24 years ago, we wouldn’t be sitting here (now) waiving (policies).”

“What about us? We want vacations. We want to have savings for our children. We’re dying out here,” he said.

Councilmember Charlene Wang said that she noticed when reading the report that “two types of business owners that are consistently experiencing the most appalling discrimination” are African Americans and minority females.

“It’s gotten worse” over the past 20 years, she said. “It’s notable that businesses have survived despite the fact that they have not been able to do business with their own city.”

Also speaking at the meeting, Brenda Harbin-Forte, a retired Alameda County Superior Court judge, and chair of the Legal Redress Committee for the Oakland NAACP, said, “I am so glad this disparity study finally was made public. These findings … are not just troubling, they are appalling, that we have let these things go on in our city.”

“We need action, we need activity,” she said. “We need for the City Council and others to recognize that you must immediately do something to rectify the situation that has been allowed to go on. The report says that the city was an active or inactive or unintentional or whatever participant in what has been going on in the city. We need fairness.”

Cathy Adams, president of the Oakland African American Chamber of Commerce, said, “The report in my opinion was very clear. It gave directions, and I feel that we should accept the consultant Dr. Ramsey’s recommendations.

“We understand what the disparities are; it’s going to be upon the city, our councilmembers, and our department heads to just get in alignment,” she said.

Said West Oakland activist Carol Wyatt, “For a diverse city to produce these results is a disgrace. The study shows that roughly 83% of the city contracting dollars went to non-minority white male-owned firms under so-called race neutral policies

These conditions are not “a reflection of a lack of qualified local firms,” she continued. “Oakland does not have a workforce shortage; it has a training, local hire, and capacity-building problem.”

“That failure must be examined and corrected,” she said. “The length of time the study sat without action, only further heightens the need for accountability.”