Diversity in the Medical School

Student Diversity:

McGovern Medical School at the University of Texas Health Science Center at Houston Benchmarked against All Medical Schools (AAMC, 2021).

Incoming Class of 2025 Demographic Data:

Class Size: 240
Male: 114
Female: 126
MCAT Average: 512
GPA: 3.85
TX State Residents: 232
Out of State: 8 (States Represented: LA, UT, CA, SC, MD, WA)
Average Age: 23
Age Range: 20-38
Non-Traditional: 34
Re-Applicants: 20
African American – 19
Asian – 70
Hispanic – 46
Multiple – 4
Unreported – 5
White – 96
Undergraduate Schools: 28 Primary Undergraduate Institutions Represented
Undergraduate Majors: 19 Undergraduate Majors Represented
Unique Majors: Chinese, Anthropology & Human Biology, Business Administration, Finance, Political Science, Psychology)
Applications received: 6509
Applicants interviewed: 1145

The Admissions Committee has adopted the “Holistic Review Admissions Checklist” included in the Roadmap to Diversity: Integrating Holistic Review Practices into Medical School Admission Processes (AAMC 2010).

Special Programs
JAMP (Joint Admissions Medical Program): 12 students
MMS/Rice Humanities Facilitated Admissions Program: 4 students
*this is our first year to admit students
University of Houston Assured Acceptance Program: 4 students
MD/PhD: 5 students









GME Diversity:

McGovern Medical School recognizes a broad concept of diversity which includes widely divergent life experiences as well as traditional associations with race, ethnicity, socioeconomic status, gender identity, sexual orientation, cultural orientation, disability, military service, religious beliefs, national origin and other distinctive immutable and mutable characteristics. This definition applies to our students, faculty, and staff.


Staff Diversity:

Currently, 16.1% of the staff members at McGovern Medical School are from underrepresented minority groups. This falls under the 85th Percentile Nationwide.

Current institutional policies related to assuring a diverse staff include:

  1. Equal Opportunity, Discrimination and Harassment (Handbook of Operating Procedures {HOOP} policy 183), and Disability Accommodation (HOOP policy 101). The procedure for developing a new HOOP policy can be found in HOOP 128 Policy and Procedure Development and Maintenance (Appendix D). All policies are submitted to the University Executive Council for review and approval. Approved policies are then submitted to the UT System Executive Vice Chancellor for Health Affairs and the Vice Chancellor and General Counsel for review and approval.
  2. As a State Agency, UTHealth is required by law to give hiring preference to veterans (Texas Veteran’s Employment Preference Act”, Government Code Title 6, Chapter 657- www.statutes.legis.state.tx.us/Docs/GV/htm/GV.657.htm). A veteran was recruited by the Human Resources Office in 2012 with the explicit charge to increase opportunities for veterans at UTHealth.
  3. All vacant positions are posted on a website “Work in Texas,” operated by the Texas Workforce Commission—the State entity that assists underrepresented minorities and those from lower socioeconomic groups in finding jobs.
  4. The Human Resources Office has developed and is currently implementing a new performance and goal tracking system for non-faculty employees.
  5. The position of Training and Development Specialist was created with the goal of building a program to train all staff into becoming managers and leaders at UTHealth.