Session Type: Lecture Discussion Access to primary health care is significantly less for individuals who belong to vulnerable populations in the United States, which directly impacts health outcomes. Underrepresented Minority (URM) physicians represent a major resource for improving care to these groups, as they are five times as likely as non-minority physicians to care for vulnerable populations that are sicker and poorer. Despite this, minorities represent only 10% of these professionals, even though they represent 25% of the US population. This lecture will provide valuable insight of the need for more diverse groups within departments of family medicine. In addition to recruitment and retention of URMs, promoting diversity and inclusion in residency programs provides a positive impact on the training environment itself, as trainees tend to be better equipped within the realm of cultural competence, mentorship and views from different perspectives. A better understanding of the cultural environment is critical for robust change within a department. This discussion will explore steps our department used to develop a self-reflection survey to evaluate and determine action items to enhance departmental culture around diversity and inclusion. Upon completion of this session, participants should be able to: Define diversity and inclusion, and understand their influence on workforce development in family medicine. Explore the use of a self-reflection survey to assess departmental culture and environment for key elements to eliminate health disparities and promote a more diverse primary care workforce at your institution. Discuss potential institutional barriers and challenges to improving diversity and inclusion, and apply lessons learned to overcome them.