Diversity, Equity & Inclusion

Spring 2023 DEI Newsletter

 

Celebrate Spring with Diversity, Equity, and Inclusion

Spring has long been a time for reflection, renewal, growth, new beginnings and hope. The natural world begins to blossom into life, and we find ourselves drawn to its radiance, warmth and splendor. We shed the winter rituals and routines brought on by cold days and long nights and embrace the longer days, warmer temperatures and a renewal of self. As we clean our houses, set new goals for healthy living (hello, swimsuit season!), and plan our summer outings, Spring also allows us to renew our relationships with one another and find ways to practice Diversity, Equity and Inclusion in daily practice. 

Spring immediately calls to mind DEI efforts with March's celebration- Women's History Month. Beginning March 1st through 31st, we remember, celebrate and recognize the contributions of women to events in history and contemporary society. Celebrate this month by reading up on the Women's Rights Movement, or take a moment to see the world through someone else's eyes with an autobiography such as The Story of My Life by Hellen Keller. During Women's History Month, we celebrate how far women's rights have progressed thanks to powerful, brave women such as Susan B. Anthony, Elizabeth Cady Stanton, Ruth Bader Ginsburg,  Mary Church Terrell, Frances Ellen Watkins Harper, Harriet Tubman, Michelle Obama, Malala Yousafzai, and Kimberle Crenshaw. However, we also must pause and take a moment to recognize how far we have yet to go. For example, the National Center for Science and Engineering Statics (2023) reports that among STEM careers, women still only account for 35% of the workforce. Perhaps this lack of representation is why women still feel like outsiders in the professional world (Stop Telling Women They Have Imposter Syndrome). 

Next, as we transition into April and begin spending more time outside, we can't help but be reminded of the environment and what the future holds for our planet. It is no wonder then that April is nationally recognized as Earth Month. There has never been a better time to start composting, review those recycling guidelines or maybe even look into some Zero Waste strategies to use around the house. The SMART committee at National Jewish Health is also a fantastic resource and has so many opportunities to expand your Green practices during their Earth Week Celebration starting on April 17th. It may be unexpected to see so much about Earth Month in a DEI newsletter; however, the environment and equity work are more closely intertwined than they might appear at first inspection. Environmental Racism (also known as ecological apartheid) is another type of systemic racism perpetuating social and racial inequities through the disproportionate impact of environmental hazards on marginalized communities- specifically communities of color. The term, "Green Jobs" in particular, has become a buzzword in both environmental and DEI communities alike, because these jobs not only seek to use or develop renewable forms of energy (i.e., wind, hydropower, geothermal, landfill gas and municipal solid waste), but to also stress the importance of diverse and inclusive hiring practices. Green Jobs also work to address social determinants of health for diverse populations by providing livable wages/benefits, building skills and educating workers so they can be competitive and upwardly mobile in the workforce, and finally, by providing those opportunities for advancement into leadership roles. Check out more about the Green Jobs here!

Finally, the month of May makes good on the promises of April by fully transitioning into warm weather and bidding adieu to spring snowstorms (fingers crossed). The month of May is also known as AAPI heritage month and Jewish American heritage month, in addition to Mental Health Awareness Month. Mental Health diversity is one form of diversity that isn't traditionally measured when we look at how diverse the workforce is. Yet, neurodivergent diversity is an essential part of DEI work. Although great strides have been made in diversifying the STEM field, the dominant discourses that speak to who gets to lead and have a voice in STEM work often forget about this marginalized group of individuals. The NSF (2023) found in terms of STEM workforce representation, there was 0% growth for those with disabilities from 2011 to 2021- disabled individuals (including neurodivergent individuals) still only make up 3% of the STEM workforce  (National Center for Science and Engineering Statistics (NCSES, 2023).

One of the reasons for this is that neurodivergent differences can be difficult to navigate in the professional world at an interpersonal level. What is a symptom of the neurodivergent mind can come across to others as an inability to work well with others, absent-mindedness, disorganization, or even hostility. These individuals are typically weeded out early in the interview and hiring processes because, due to this disability, they can be seen as lacking basic the interpersonal skills that have become some important in a collaborative workforce. Neurodivergence is both invisible and visible simultaneously because it can appear as a personality flaw- such as laziness or rudeness. However, instead of responding with empathy when we encounter neurodivergent individuals, our first reaction is to dislike and distance ourselves from them. We can see the result of the disability (or the "difference"); however, we do not recognize the disability for what it is and great it with empathy and compassion. Instead, we label these poor social interactions as a personality flaw and place the onus on the neurodivergent individual- blaming them for not learning how to interact in the "correct way" or operating within basic social tenets set forth by the hegemony. Mental Health Awareness Month focuses on recognizing these neurodivergent differences and urges us to challenge these and other implicit biases- helping reduce the stigma and prejudices so many experiences. 
~Tessa O'Connell M. Ed/Ed.S (Director of DEI and Leadership Development)

Of course, springtime has many other days and occasions to celebrate, so please visit our complete DEI Celebrations Calendar to see a full list and information on springtime celebrations. 

 

 

Upcoming DEI Events and Offerings

  

National Jewish Health Medical Grand Rounds- Dr. Tammie Chang
Friday, May 5th at 12pm (virtual)


NEW: Submit a Diversity, Equity, and Inclusion Feedback form 

 

NEW: Request for DEI training

 

Register for the DEI Book Club!

  • We will read the book Privilege, Power, and Difference by Allen Johnson (0072874899). This book club is great for beginners because Allan Johnson explains the dynamics of power and oppression in a very straightforward, tangible way. During this book club, we will also discuss and learn to identify our own implicit (or unconscious) biases and examine our own social identities- learning which identities hold power and which identities are oppressed. 

    We have some copies available to borrow (please email oconnellt@njhealth.org to reserve one of those copies), or you can purchase your own. We will use the 1st and 2nd editions because they are much less expensive, and there is little difference between them. I recommend purchasing the books used because it's more environmentally friendly (check out “Environmental Racism” if you are interested in how marginalized populations are more affected by pollution and global warming), and it’s cheaper.

    The book club will meet four times, once a month, and you will be asked to read about 50 pages for each meeting. We have both in-person and virtual options available. 

    •    In-person will meet the last Tuesday of every month 11am-12:30pm beginning May 30th 
    •    Virtual will meet the last Wednesday of every month 10am-11:30am beginning May 31st

    If you want the option to attend virtually or in person, please register for both sections.

    If you have any questions, please email oconnellt@njhealth.org. Hope to see you there!We will read the book Privilege, Power, and Difference by Allen Johnson (0072874899). This book club is great for beginners because Allan Johnson explains the dynamics of power and oppression in a very straightforward, tangible way. During this book club, we will also discuss and learn to identify our own implicit (or unconscious) biases and examine our own social identities- learning which identities hold power and which identities are oppressed. 

    We have some copies available to borrow (please email oconnellt@njhealth.org to reserve one of those copies), or you can purchase your own. We will use the 1st and 2nd editions because they are much less expensive, and there is little difference between them. I recommend purchasing the books used because it's more environmentally friendly (check out “Environmental Racism” if you are interested in how marginalized populations are more affected by pollution and global warming), and it’s cheaper.

    The book club will meet four times, once a month, and you will be asked to read about 50 pages for each meeting. We have both in-person and virtual options available. 

    •    In-person will meet the last Tuesday of every month 11am-12:30pm beginning May 30th 
    •    Virtual will meet the last Wednesday of every month 10am-11:30am beginning May 31st

    If you want the option to attend virtually or in person, please register for both sections.

    If you have any questions, please email oconnellt@njhealth.org. Hope to see you there!
 


Suggested Spring DEI Reading from Liz Kellermeyer

 

Environmental Justice: EPA Perspective and Priorities

Isabel Wilkerson: an impressive chronicler of how race has shaped the hierarchy of our culture and politics

Judith Heumann: an internationally recognized leader in the disability community & lifelong civil rights advocate for disadvantaged people. She was known as the "Mother of the Disability Rights Movement." She died this month, March 4, 2023 at the age of 75.

Mazie K. Hirono

Rebecca Skloot

Melissa Febos

  • Girlhood: Essays: A gripping set of essays about the forces that shape girls and the adults they become. Critically acclaimed author Melissa Febos examines the narratives women are told about what it means to be female and what it takes to free oneself from them.

Rita Colwell, PhD

Treva B. Lindsey

Caroline Criado Perez

  • Invisible Women: Data bias in a world designed for men: Data often fails to take into account gender, because it treats men as the default and women as atypical, making bias and discrimination baked into our systems. And women pay tremendous costs for this bias, in time, money, and often with their lives. The author investigates this shocking root cause of gender inequality.

 

DEI Continuing Education Opportunities

 

Free Training:

  • Test Your Implicit Bias
    • One of the best ways to prevent microaggressions is by being aware of one's personal biases and beliefs. Take these free tests, and learn more about the unconscious ways you might be showing your biases.\
  • Karamo's Diversity, Equity and Inclusion Training
    •  
    • Putting inclusion into practice takes more than a diversity statement. Karamo’s course gives your team the actionable steps they can take every day to make a more inclusive workplace.


Suggested DEI Spring Articles and Resources:

  • The LARA Model- a dialogue model: 
    • The LARA model can be used for responding to concerned, escalated or ignorant statements/arguments. At times, we can be impacted by what is said ourselves in addition to others in the room. The LARA steps break down how to address a situation whether it’s someone asking for help or if during an event where multiple perspectives are voiced.
  • Establishing Brave (not safe) Spaces- the role of safety and comfort in dialogue
  • Physicians Need Caregiving Support Policies- K. Burke (2023)
  • White Educators Facilitating Discussions About Racial Realities 
    • Abstract: Facilitating democratic discussions about race among students in classroom environments continues to be a problem facing educators. When these discussions occur, they are facilitated mostly by faculty of color. However, given the underrepresentation of faculty of color within higher education institutions
      and that white students respond differently to these discussions when facilitated by members of their own race, it is critical for white faculty to learn how to facilitate these exchanges among learners. Thepresent study focused on exploring the role of white faculty facilitating discussions about race in their courses. Findings are presented through case examples from two white participants. Implications for
      research and practice are also discussed.
  • How Should Clinicians Own Their Roles as Past and Present Exacerbators of Health Inequity and as Present and Future Contributors to Health Equity?
    • Abstract: To improve health outcomes, the science and practice of medicine must move quickly in response to new information. Yet, in other important ways, health professionals must operate slowly and in a mode of intentional stillness to center empathy and light a path from empathy to solidarity. Solidarity, or standing with, prompts efforts to create circumstances in which disadvantaged communities can achieve health equity. This article argues for intentional stillness and solidarity to inspire ethical conduct and structural change. In the case presented, inaction and delay, which are neither virtuous nor antiracist forms of stillness in this context, would leave intact the status quo of disparity and inequity in cardiac medicine.
  • The Diversity Problem in Medical Education (Video)
    • Summary: Racial bias is pervasive in American medicine. Part of that can be attributed to the way we train doctors, and another part stems from WHO gets trained as doctors. The barriers to entering medical school and going on to become medical faculty are high, and some schools have improved recruitment while neglecting retention. We can do better at making medical training more broadly accessible and helping students succeed once they’re admitted.
  • Green Jobs- A Literature Review
    • Abstract: In the past two decades the topic of “green jobs” has drawn particular attention, resulting in a widely diverse and relatively large number of published papers. Although a determinant for the increase of knowledge, the heterogeneity of these studies may raise the issue of a systematic documentation of the key contributions in this field. In this context, the present research focuses on analyzing the scientific literature published in the last five years on the topic of “green jobs” with the aim to identify definitions and meanings associated with the concept of “green jobs”, the connected terms, areas of research interest and the main theoretical and practical results. The results reveal that although there is no uniformity in the definition of the concept, there is still a convergence towards the initial meaning offered by the UNEP/ILO/IOE/ITUC Report of 2008. Moreover, using scientific software VOSViewer our research shows that the concept of “green jobs” is most linked with the following terms: sustainable development, the green economy, the circular economy, the welfare economy, the European Green Pact, energy, renewable energy, economic development, and employment. Furthermore, our analysis reveals that the studies focused on “green jobs” are mainly concerned with the following issues: green jobs creation, work-life balance, correlations between green business and green jobs and the role of local government in supporting green jobs.
  • Stop Telling Women They Have Imposter Syndrome
    •  “Imposter syndrome,” or doubting your abilities and feeling like a fraud at work, is a diagnosis often given to women. But the fact that it’s considered a diagnosis at all is problematic. The concept, whose development in the 1970s excluded the effects of systemic racism, classism, xenophobia, and other biases, took a fairly universal feeling of discomfort, second-guessing, and mild anxiety in the workplace and pathologized it, especially for women. The answer to overcoming imposter syndrome is not to fix individuals but to create an environment that fosters a number of different leadership styles and where diversity of racial, ethnic, and gender identities is viewed as just as professional as the current model.
  • Becoming an anti-racist interprofessional healthcare organization: Our journey
    • Abstract: The COVID-19 pandemic amplified the egregious disproportionate burden of disease based on race, ethnicity, and failure of organizations to address structural racism. This paper describes a journey by members of the National Academies of Practice (NAP) who came together to address diversity, equity, and inclusion (DEI). Through collaborative efforts, a virtual, interactive workshop was designed and delivered at NAP’s 2021 Virtual Forum to facilitate discussions about DEI priorities across professions and to initiate a sustainable action plan toward achieving inclusive excellence. Resulting discoveries and reflections led us to the essential question: can we truly become an anti-racist interprofessional healthcare organization?