Diversity, Equity, Inclusion, and Access

December 12, 2020

ID5999

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00:00Well thanks everyone for
00:02joining us for our third.
00:04This is our third session and
00:07we're just delighted that to have
00:09you come back and be with us.
00:12Today we're going to be talking about
00:14diversity, equity and inclusion.
00:16And that ties across the week we began
00:20the week we're talking about trauma
00:22and stress and the impact that the
00:26pandemic has certainly accelerated the
00:29impact of chronic stress and trauma
00:31and adversity on children and families,
00:34and especially for for
00:36underrepresented minorities.
00:37For black and Brown children and families,
00:39for those who are more vulnerable.
00:42And then we moved yesterday to the
00:45education and our work in schools.
00:47And again,
00:48how we're trying to reach families
00:50and children in those settings and
00:53the digital divide that has showed
00:55up impacting so many children.
00:57Faye Brown reminded us yesterday for example,
01:00that that many children they
01:02were given Chromebooks by.
01:04Their schools aren't able and don't login,
01:07so vulnerabilities in that way.
01:09And today we want to explicitly highlight.
01:12The Child Study Center and the medical
01:15schools efforts an our efforts in
01:17the community around diversity,
01:19equity and inclusion in our.
01:22Hoping to very intentionally take on this
01:25what we might call the second pandemic.
01:29The anti ran the effort stored antiracism and
01:33addressing all of the social unrest and the.
01:37Tremendous subdivides that we
01:38find ourselves in in our country,
01:40in our communities,
01:41in the impact,
01:42again on children and families.
01:44I don't want to take up a lot of
01:46time because you've now heard
01:48there a lot about the Child Study
01:51Center's response in these areas.
01:53So I really want to turn it to our speakers
01:56and hope that we have a very rich discussion.
01:59Today we'll first hear from Doctor Megan
02:01Smith about her work in the Moms partnership.
02:04Then we will go on to hear from Terra Davila,
02:07our inaugural Chief Diversity Officer,
02:09that we're just so pleased
02:11is in this position.
02:12And then from Dean Darren Lattimore,
02:14who heads the the Medical Schools Office
02:17of Diversity and Equity and Inclusion,
02:19and for him to talk about the strategic
02:21efforts at the medical school and how
02:24the Child Study Center links to that,
02:26and vice versa.
02:28So let me first turn it to Doctor
02:30Smith and just a couple of
02:32housekeeping things before I do.
02:34If everyone could mute.
02:35If you're not speaking,
02:36if you could mute and then the
02:38second is if you have questions,
02:40put them in the chat.
02:41I'll be moderating the chat,
02:42but if you have a question that
02:44you don't want to put in the chat,
02:47but rather we just speak it out,
02:49that will be fine too.
02:51We will actually do questions at the
02:52very end of the three presentations,
02:54unless you signal in the chat that
02:57you would like to have an answer
02:59to that question right at the end
03:01of a given presentation.
03:03So Megan,
03:03may I turn the May I turn the
03:06virtual podium over to you?
03:08Great thank you.
03:08Doctor me is wonderful to see so many of
03:11you on zoom this afternoon and just an
03:13honor to to present with my colleagues
03:16Tara and Dean Lattimore as well.
03:18So I wanted to share with you.
03:20We've been able to have very minimal
03:22slides and I promise I only have 3.
03:25One is a figure, one is a quote with a
03:27couple of pictures in the last is a poem,
03:30but I wanted to really use the time
03:33to tell you about our experiences.
03:35The experiences of our team in light
03:37of the pandemic and for those of you
03:40who don't know and associate professor
03:42here in the Child Study Center,
03:45very focused on really two key forces
03:47that impact child mental health.
03:49One being the mental health of
03:51mothers very specifically around
03:53maternal depression and anxiety
03:54and stress and the other being.
03:56Poverty and scarcity.
03:57And so thinking a lot about,
04:00you know we've had.
04:01We've heard in the public
04:03discourse with the pandemic.
04:05The impact of the pandemic on caregivers,
04:08the impact and the really
04:09disproportionate burden that low income
04:11women of color who are caregivers.
04:13Both the children and to other adults,
04:16have experienced in terms
04:17of depression and anxiety.
04:19So parents are now not only being
04:21parents but but their friends,
04:23and they need to be teachers as well.
04:26And so this work that we do as a
04:29team here at the Child Study Center.
04:33Really focuses on these key forces
04:35of maternal mental health and poverty
04:38and how we bring them together.
04:40So I just wanted to share my screen
04:43with you with the first slide.
04:45And will hope this helps.
04:53Sorry. I hope everyone can see
04:57that but but just as a reminder to
05:00those of you who may be the first
05:03time you're hearing about my work,
05:05can elevate and the moms partnership.
05:07Last year in 2019,
05:09we launched Elevata Policy Lab here at
05:11the Child Study Center and you know,
05:14we're not a laboratory in the sense
05:16of we're working with beakers,
05:18or we're not brain imagers,
05:19but we're really incubating policies
05:21and programs that are focused on mental
05:24health of low income mothers specifically,
05:26and improving the mental health of families.
05:29App. Oops, I'm sorry if everyone is muted,
05:33you know as a way to improve ultimately
05:35economic and social mobility for families
05:37and communities and so elevates work is
05:40really in partnership with government
05:42partners where we are implementing the
05:44work of the Moms Partnership we're
05:46scaling that were can I just before I
05:49tell you about the experiences with covid,
05:51I just wanted to give you a brief
05:54overview of the moms partnership,
05:56particularly as it relates to an
05:58equities and mental health care.
06:00We know particularly for maternal depression,
06:03that mothers who are identified
06:05and detected to have depression,
06:06that there's often this large gap
06:09between who can access services.
06:11And then I'm just going to share
06:13my screen here a second.
06:15But who can access services?
06:17And also then once people access services,
06:20the quality of care that's received
06:22so to make it really concrete,
06:24what we know is that particularly
06:26for low income,
06:27women of color that there is
06:30a large gap in access,
06:32so.
06:32Services aren't accessed for fear of
06:34child welfare for fear of deportation
06:37around stigma and discrimination.
06:39But there's also this problem once
06:41services are accessed of receiving
06:43high quality services and so the
06:45moms partnership was really created
06:48to address those inequities.
06:49Using three main mechanisms.
06:51The first was to think about
06:53placing mental health services for
06:55mothers and community settings,
06:57so really trying to alleviate
06:59some of that access barriers.
07:01So by delivering services for mothers
07:03in locations like in New Haven in
07:05Vermont and supermarkets for example.
07:07Second,
07:08by using a position that we call a
07:10community mental health ambassador
07:12amother from the community,
07:14I see we have Kim Streeter.
07:16Actually one of our Community health
07:18ambassadors on on with us today.
07:20Hi Kim,
07:21but Community Health ambassadors
07:23are really the connectors between.
07:25Community, Ann and clinical services.
07:27So Community mental health Masters
07:29are mothers with similar cultural
07:31backgrounds as mothers that we're
07:33serving and really help to not
07:35only recruit and engage mothers,
07:37but also provide clinical services for
07:39mothers making the interventions that
07:41we're delivering culturally equivalent,
07:43culturally relevant and tailored.
07:45So in addition to placing
07:47services and community settings
07:48using Community Health Masters,
07:50the third feature is really around quality,
07:53so delivering high quality interventions
07:55with Fidelity and Community settings.
07:57So we are stress management.
07:59Intervention utilizes
08:00cognitive behavioral therapy,
08:018 weeks,
08:0290 minute sessions a week in a group format,
08:05so about 68 women in a group.
08:08Really promoting social connections,
08:10social network, social capital.
08:11So this is all the work that we were
08:14doing in Kentucky and DC in Vermont
08:17and we were beginning this work
08:19in Bridgeport in New York City in
08:22conjunction with the cash assistance,
08:24the welfare program with the
08:26Car Soul system in Kentucky.
08:28With the Department of Homeless
08:30Services in New York City,
08:31we were doing all this work and
08:33then the pandemic hit and then
08:35the murder of George Floyd.
08:36And I think this is really a story about
08:39I'm going to share my screen again.
08:41A few. Well bear with me.
08:45Really, a story that I want to tell about.
08:48You know the resilience in
08:50this process of resilience.
08:52So number one,
08:53I can't say enough about the
08:55tremendous work of our team here.
08:57The Child Study Center and Elevate,
09:00directed by our Executive
09:01director Hilary Hahn,
09:02and the staff who are passionate
09:05experts and researchers,
09:06community ambassadors, statisticians,
09:07program specialist trainees who do this work.
09:09So I think pivot is off and maybe
09:12an overutilized word with covid
09:14so I'll use the word transformed.
09:17You know our staff at Elevate
09:19really transformed the services
09:20that were being delivered.
09:22Our clinical research from an in
09:24person group model to a virtual
09:26platform using zoom using Webex.
09:28So it meant redesigning all our manuals,
09:30redesigning all of our research
09:32systems with the help of Pam Hoffman
09:34here in the Child Study Center.
09:36This shift was made in a couple of weeks.
09:40This this is also really a story
09:42of the mothers that we're serving
09:44and that are involved in a research
09:47studies in the staff of the Moms
09:49partnership around in these
09:50different sites around the country.
09:52So I want you to meet Sabrina Tate,
09:55our Community master and DC
09:56Moms and Ashley White,
09:58a clinician in DC moms.
10:00Sabrina and Ashley and the rest
10:02of the DC Moms team worked with
10:04our elevate staff to continue to
10:06deliver services in person to
10:08mothers to continue their research.
10:10This is a picture in the middle of at
10:13the end of every moms intervention,
10:15so the end of the eight weeks
10:17there is a graduation ceremony and
10:19at the graduation ceremony it's a
10:21time for celebration of completion
10:23of the moms intervention.
10:25Usually time of gathering and fudan
10:27like so many school administrators.
10:29You know,
10:30Ashley and Sabrina were really tasks.
10:32So how do you do a virtual graduation?
10:35So one example was the theme
10:37that came up with a theme for
10:39graduation cloaked in confidence,
10:41which was really speaking to
10:43mother's persistence in the spite.
10:45Really,
10:45in the face of adversity and
10:47uncertainty persisting through the
10:49Moms partnership work persisting
10:50for their children and making their
10:52children proud and their families proud.
10:54So this seemed of cloaked in confidence
10:57was just a great example of what
11:00happened in this virtual environment.
11:02Other themes in the virtual setting were
11:05moxie moms was one theme for graduation.
11:09Maintaining safety, creating harmony,
11:11and experiencing growth.
11:13And then also the theme of sisterly love,
11:16and in each of those themes
11:18had a color attached to them.
11:20And so you know, this work continued
11:22in other sites and it presented really
11:25an interesting naturalistic experiment
11:27of we had data from our in person
11:29services an now we had data from our
11:32virtual services and actually in the
11:34literature there wasn't a lot around
11:36the delivery of Telemental health in a
11:39group format to mothers and using this
11:41position of the Community mental health.
11:43Pasador, and so.
11:44So what we were really interested
11:46in thinking about is, you know,
11:49how acceptable is this delivery
11:50in a in a virtual platform.
11:53And you know very preliminary results.
11:55So we have small numbers.
11:57We haven't done all of the analysis that
12:00we get need to to control for variables,
12:03But when we compared nine D1 mothers
12:05in person in DC who received our in
12:08person services to 51 mothers who
12:10received the services virtually,
12:12we did not see statistically
12:14significant differences in.
12:15And the reduction in depression.
12:17So we saw you know that we reduce
12:20depressive symptoms in both groups.
12:21We also saw almost equivalent attendance in
12:24both the virtual in the in person format,
12:26and importantly,
12:27we also saw satisfaction.
12:28There were no differences in
12:30participant satisfaction in the
12:31virtual and the in person delivery.
12:33So all of those you know,
12:35very preliminary data suggests to us
12:37that there is a real opportunity here.
12:39Moms is a very scalable approach.
12:41It's 8 weeks 90 minutes and we
12:43see differences in maternal
12:45depression reductions in stress.
12:46Increases in social support,
12:48so we're heartened to see about,
12:50you know the feasibility and acceptability
12:53of our virtual delivery, so that's done.
12:57Wonderful to see.
12:58We've also had a couple other learnings.
13:01Number one.
13:01The real importance of the Community
13:03Mental health ambassador role.
13:05So how important that connector
13:06is in the use of virtual services?
13:09So we've created an engagement session
13:12where the community Embassador clinician
13:14is working one on one with mothers
13:16before they engage in the group setting.
13:18And that's been really critical to.
13:20We think the success of this platform.
13:23Additionally,
13:23you know what we're doing some work
13:25on is incorporating anti racism.
13:27Work into our training program.
13:30Kim's been working on that with
13:32our team and others and really
13:34working with the mom staff around
13:36the country to get their feedback.
13:38Doctor Ketra Thompson,
13:39who is a postdoc working with us,
13:42is doing a number of qualitative
13:44interviews to really understand the
13:46impact of covid on the service delivery.
13:48So I just wanted to end.
13:50There's obviously a lot more
13:52to say about this,
13:53but I one of the things we did in
13:55the Child study Center under Doctor
13:58Mays leadership and colleagues
14:00Andres Martin and Heather how?
14:02Was a compassionate care grand rounds and
14:04I read this poem at that grand rounds,
14:07but I wanted to just end with
14:09it today because I think it does
14:11not only speak to resilience in
14:13a time of darkness, you know a time of
14:16really collective trauma and isolation,
14:18but it really speaks to the
14:20importance of building the capacity
14:22of parents and caregivers as a way
14:24to usher children through this.
14:26So this is Lucille Clifton's poem,
14:28the blessing of the boats.
14:30May the tie that is entering even now
14:33the lip of our understanding carry
14:35you out beyond the face of fear.
14:38May you kiss the wind and then turn from
14:41it certain that it will love your back?
14:44May you open your eyes to water.
14:46What are waving forever and may you
14:48and your innocence sail through this.
14:50To that I think those last two lines
14:53are one of the pieces we want to
14:55foster in the Moms partnership work
14:57of helping parents help children
14:59sail through this to that and really
15:02be a stable a stable for.
15:04So we thank you all for your
15:06partnership in our work and were.
15:08Very much looking for opportunities
15:10to expand the moms partnership
15:13and see this opportunity to do so.
15:15For communities that are really
15:17disproportionately affected by covid.
15:19So I'll stop there and Terra
15:21I will turn it over to
15:23you. Thank you mega Terra.
15:26Hey, and thank
15:27you Megan would have beautiful
15:29image you left with that poem.
15:31I really appreciate that.
15:33So I'm so glad to be here
15:35with all of you today.
15:37My name is Terra dabula.
15:40And I am a licensed clinical social
15:42worker and assistant clinical professor
15:43of social work in the clinical
15:45coordinator for the outpatient services,
15:47where I've been for the last nine
15:49years nationally certified provider of
15:51trauma focused cognitive behavioral therapy,
15:53and a state trainer for the modular
15:55approach to treating children with anxiety,
15:57depression, trauma and conduct problems,
15:58which is also known as match.
16:01While providing clinical services and
16:03Spanish and English is a privilege
16:05that I hold very dear alarge part of
16:07my role at the center includes teaching,
16:09training and providing supervision.
16:11You can ask anyone,
16:12'cause I say it often.
16:13I love the work that I do.
16:16The people that I do it with
16:18and those that I do it for.
16:21Through these roles and
16:22responsibilities that I hold,
16:24I've worked hard to encourage
16:25and support approaches to the
16:27work that are culturally humble.
16:29Seek to notice our own biases,
16:31and consistently think about social
16:33justice and racial equity in every
16:35aspect of our clinic operations.
16:36These are values that have been my Northstar.
16:39They've led me to become a social worker,
16:42an have altered my trajectory
16:44at the Child Study Center.
16:45As I've also very recently added
16:47the role of the inaugural Chief
16:49Diversity Officer for the Center.
16:51To my efforts and before I share more
16:54with you about my vision for than
16:56you for this new portion of my work.
16:59I think it's important,
17:00first,
17:00to reflect a little bit on some of the
17:04events from earlier in this very odd year.
17:08In March we were all impacted by
17:10this global pandemic that we're all
17:12still in during so many months later,
17:15as schools closed in hospital beds filled,
17:17we were enveloped in anxiety and fear,
17:20uncertain of what to expect as
17:22individuals and as a community.
17:24And yet we remain determined to figure
17:26out how to completely transform the
17:28provision of many of our clinical
17:31services to Tele Health Center.
17:32Leadership began meeting at least
17:34daily to ensure that we can be safe
17:37and continue to provide services
17:39to the youth and families we serve.
17:42The work was great and many of our
17:45providers and staff just rolled
17:47up their sleeves and adapted to
17:49doing our work virtually.
17:51In the time of Covid,
17:52which has a trademark of
17:54uncertainty and despair,
17:55we were able to provide some
17:57continuity and support to many
17:59of the families that we serve.
18:01I'm still amazed by what we
18:03have accomplished while living
18:05through this pandemic.
18:07Successes,
18:07however,
18:07were also accompanied by new challenges.
18:10Existing inequities became more
18:11pronounced each day,
18:12although we figured out how to
18:14continue to provide services,
18:16many of our families could not access
18:19them because they didn't have a
18:21device or consistent and reliable
18:23access to the Internet which are
18:26required to engage in Tele health.
18:28Many of our families had to
18:30abruptly end treatment or engaged
18:32frantically due to these barriers.
18:34Some youth had parents were forced to
18:36risk infection in service jobs to be able
18:39to provide their for their families,
18:41many with access to little or no PP.
18:45The demand on food pantries and
18:48other providers of basic needs was
18:51immense and many families became ill.
18:54The trends we were seeing were
18:56occurring across the country.
18:58As we lived with the novel coronavirus,
19:01we became increasingly aware of the
19:03disproportionate effects of COVID-19
19:05on black and Brown communities
19:07across the country.
19:08People of color have been dying at
19:10rates higher than their proportion
19:12to the population.
19:14To quote, Doctor Marcella Nunez Smith,
19:16the director of the Equity Research and
19:19Innovation Center at the School of Medicine,
19:21we know that these racial and ethnic
19:24disparities in COVID-19 are the
19:26result of pre pandemic realities.
19:28It's a legacy of structural discrimination
19:31that has limited access to health
19:33and wealth for people of color.
19:37Covid and the resulting disparities were not
19:39all that was plaguing communities of color.
19:42There was also the conditions of
19:44structural and systemic racism taking a
19:47particularly egregious toll on black bodies.
19:49COVID-19 was ravaging communities of color.
19:52People were paying attention and
19:54being impacted by the ongoing violence
19:56being perpetrated on black people,
19:58and they were agreed.
20:01While we knew of the murders of Ahmad,
20:04Aubrey and Brianna Taylor that had
20:06occurred earlier in the pandemic and
20:08countless others that have occurred
20:10throughout our nation's history.
20:11It was the highly publicized in
20:14dehumanizing murder of George Floyd
20:16against the backdrop of the increasing,
20:19disproportionate and devastating effects
20:21of COVID-19 on communities of color that
20:24brought outrage to the Child study center,
20:27the nation and the world.
20:31I cannot talk about being appointed
20:33the inaugural Chief Diversity Officer
20:34of the Child Study Center without
20:36painting the picture of the conditions
20:38that made George Floyd's murder a
20:40catalyst for a global movement.
20:43Perhaps the shared experience of
20:45being in a global pandemic created
20:47a broader sense of community and as
20:50postulated by Haifa Staiti, Simon,
20:52Baron Cohen,
20:52an Monica Douglas in their empathy
20:54for Peace Conversation series.
20:56Perhaps it increased our sense of empathy
20:59by expanding our sense of connection
21:02through this common denominator.
21:04Perhaps it was this increased
21:06sense of empathy that propelled
21:07our center into action.
21:09Our community was paying attention
21:11and our black and Brown child study
21:13center community members bravely
21:15spoke out about their experiences of
21:18structural and institutional racism
21:20throughout their lives and at Yale,
21:22we not only heard these stories,
21:25but they were received with empathic
21:28hearts and guided by justice.
21:30And the plans to create the chief
21:32diversity Officer position at the
21:34Child Study Center was accelerated
21:35as part of the interview process.
21:37I was honored to be a part of a
21:40talented cohort of women of color who
21:42presented our visions for the role,
21:45and I'm pleased to share mine with you today.
21:49The vision I hold for diversity equity
21:52inclusion at the Department is a heavy
21:54lift made lighter by many hands.
21:56This is work that we all must do together
21:59and I see my role is the inaugural
22:02Chief Diversity Officer as a catalyst.
22:04Who can galvanized and
22:06support a collective effort.
22:07I intend to create trusting spaces
22:10where there's room for all at the
22:13table to support the beautiful and
22:15often messy work of dismantling
22:17racism at the House Study Center.
22:19To engage in this important work
22:21effectively and sustainably are first,
22:22so we focused on the internal work
22:25that is foundational in Paramount to
22:27the goals that we strive to achieve.
22:29I believe that leadership must be
22:31invested and committed to making
22:32these changes.
22:33I've had many conversations with
22:35Doctor Mays about my role and with
22:38each conversation I can honestly
22:39say that I leave with a new sense of
22:42excitement as it is clear to me that Linda,
22:45another leadership in the Child Study Center,
22:47are committed to supporting policies
22:49and practices that will not
22:51only increase diversity,
22:52equity and inclusion,
22:53but are also anti racist.
22:55We are aligned in efforts to
22:56center race while not ignoring the
22:59varying expressions of diversity
23:00and how they all intersect.
23:02I also am grateful for the mentorship
23:04and guidance from Dean Lattimore.
23:06Another diversity champions
23:07at the School of Medicine.
23:08He and I are working closely together
23:11and you'll hear more from him
23:12soon to ensure that our diversity,
23:14equity and inclusion efforts
23:15are aligned with his vision
23:17for the School of Medicine.
23:21I think that one of the most powerful
23:23statements that we can make in addition
23:26to the commitment that leadership has
23:28made by supporting this role is to
23:30expand our mission and values with
23:32language that reflects our pledge
23:34to increase diversity in all of its
23:36forms in our organization and develop
23:39practices that are equitable, inclusive.
23:40And then how racist.
23:42This will make a strong statement to
23:44current and potential stakeholders about
23:46our commitment to these values in perpetuity.
23:50This will be an important step to
23:52the culture shift that we seek and
23:54will have impact on recruitment.
23:56And retention efforts.
23:58To ensure that the varied voices
24:01across the center are reflected,
24:03I'm setting out on a mission to listen
24:05to understand I'll be conducting a
24:07listening tour to meet with all the
24:10constituencies who make up the education,
24:13research and clinical groups at
24:14the Child Study Center.
24:16I'm deeply committed to creating
24:18safe and inclusive spaces that
24:20will encourage our staff,
24:21faculty and students to speak
24:23openly about their priorities.
24:24Ideas about diversity,
24:26equity, inclusion,
24:26and their experiences at
24:28the Child Study Center.
24:30The positive and supportive,
24:31as well as the damaging and demoralizing.
24:35I'm beginning to rain small gatherings,
24:37individual meetings and anonymous platforms,
24:39which I hope will buoy our members
24:41to share in a way that feels safe and
24:45helps to advance our collective efforts.
24:48These conversations will help us
24:50determine center wide trainings and
24:52convenings with skilled and expert
24:54facilitators will support us in the
24:56internal work that each of us must embark on.
24:59It's only once we are more attuned
25:01with our own biases and willing to
25:04understand and accept her racist and
25:06exclusionary practices impact us and
25:08how we contribute to them that will
25:11be able to transform our system.
25:14Each of us must participate,
25:16and each of us must be held responsible
25:19to contribute to achieving a truly
25:21diverse and inclusive child.
25:23Study Center and education,
25:25research and clinical services.
25:27In the spirit of inclusion,
25:29and to gain a holistic perspective,
25:31I believe that we need to ensure that
25:33we are not only creating opportunities
25:35to hear from all parts of the center,
25:37including those we serve,
25:39but that what we learn from the unique
25:41experiences and perspectives of our child.
25:43Study center community members
25:44is used to inform our policies,
25:46practices and procedures.
25:47Our previous Diversity Committee
25:48engaged our community in climate
25:50studies over the summer.
25:51We gathered with the audacity to
25:53dream and generate some areas of
25:56focus for my new role.
25:57We also have important demographic
25:59data to sift through and I will review
26:01and analyze the information that we
26:03have to gain a better understanding
26:05of representation and diversity
26:06as it stands across the center and
26:09to help set our course.
26:12Just as we looked within for
26:14candidates for this position will
26:15look within to assess evaluation and
26:18promotion protocols and standards.
26:19Note where our thoughts about
26:21professionalism and merit,
26:23or colonized exclusive,
26:24an inequitable and worked to broaden our
26:26views and develop equitable practices.
26:28Our conversations around the center have
26:31highlighted that many of our colleagues of
26:33color and members of other marginalized
26:36groups feel that they have been passed
26:38up because the measure is narrow,
26:41privileged and inequitable.
26:42Examining this will be an important
26:44step to making changes to our promotion
26:47practices and to increase diverse
26:49representation and retention of talent.
26:52I believe that this process will also
26:55inform our recruitment practices and
26:57help inform the changes and efforts
26:59required to diversify our pools of
27:02candidates for any given position.
27:03There are many facets of recruitment and
27:06retention that factor into this work.
27:07Compensation,
27:08mentorship and support for higher
27:10education are just some of the areas
27:13that we can consider and try to address.
27:16We must hold ourselves accountable
27:18to use the ideas and information
27:20collected to help chart our course
27:22tored the change that we all envision.
27:24Taken together,
27:25these activities will help fine
27:27tune the work ahead of us.
27:29They'll help us determine
27:30training opportunities.
27:31The development and focus of our diversity,
27:34equity and Inclusion
27:35Committee to center race,
27:36while not ignoring or excluding other
27:38underrepresented groups and guide the
27:40creation of a multiyear diversity,
27:42equity and inclusion plan that
27:43meets our needs and is in alignment
27:46with Dean Lattimore strategy.
27:48For the School of Medicine.
27:50The work ahead of us is not mine alone,
27:53but his hours to embrace in shape
27:55as a center to create a culture
27:57that is so welcoming,
27:59inclusive,
27:59supportive and diverse that rivals
28:00our reputation of academic excellence.
28:02Our patients for this work will need
28:04to match our passion and commitment,
28:06and I firmly believe that together
28:08we will affect important change that
28:11will have lasting and significant
28:12impact on each of us in the Community.
28:15We seek to serve.
28:18Alright, thank you so much.
28:20Well, I think everyone listening can
28:22see why you are chief diversity Officer
28:25and we're just very very great before.
28:28So from terraville to demand more.
28:34So leave it to the Dean to break the rules.
28:38Unfortunately, I'm going to
28:39show a PowerPoint presentation,
28:41so let's see if we can get that.
28:45Let us know if you need help, Darren.
28:55Are you guys seeing my slides?
28:58So my name is Darrell Adam,
29:00where I'm the deputy Dean for
29:02diversity equity inclusion.
29:04I'm also an associate professor
29:05in general internal medicine.
29:07I became part of the yells family
29:09in 2017 after leaving the rest of
29:12California Davis at the beginning of
29:15this year with our new Dean Nancy Brown.
29:18One of her major goals for me was
29:20to develop a road map on how we were
29:23going to be better in diversity,
29:26equity and inclusion.
29:27And So what I'm going to show you today is,
29:30at least with, the draft is now,
29:32so I'll be very clear this is
29:34not been finalized.
29:35This is still a work in progress.
29:39Diversity is a fact.
29:41The numbers are the numbers.
29:44Equity is a choice,
29:46a choice we make on a daily basis.
29:50Inclusion is an active action
29:53and belonging is the outcome.
29:57The strategic plan is broken
29:59into these three.
30:00Sections recruitment,
30:01retention, an inclusion.
30:02I am going to walk us through
30:05what my goals are.
30:07Our goals are for each section
30:09and what the strategies are.
30:11I am not going to get down
30:13to the action item level.
30:16There are approximately 75 of
30:17those an for each action item,
30:20there is at least one metric
30:23by which to measure it.
30:25Recruitment.
30:26As my colleague just before me talked about,
30:31the goal is to make yellow School
30:34of Medicine a destination home
30:37for academics and to really truly
30:40make it very clear diversity is
30:43inextricably linked to excellence.
30:46Be outcome.
30:49When looking at the recruitment as a bucket,
30:52we have four areas that we're
30:55looking at immediate pipeline.
30:56Think of our post docs are
30:59residents are fellows.
31:00Think of the people whom we trade.
31:03If one was to be really think about it,
31:07the easiest way to diversify your
31:10faculty is to retain the diversity
31:12of your training needs and also
31:15quite frankly much cheapest
31:17way to turn your faculty.
31:19Is to retain your Chinese,
31:21and so this is very low hanging
31:23fruit that would just a few
31:26strategies implemented and creating
31:28a climate of which are trainees.
31:30Hilda thriving.
31:31We could easily and quickly
31:34begin to diversify our faculty.
31:36The second bucket is around the
31:39traditional thinking about diversifying
31:40faculty Ann really honestly,
31:42one of the things which Ontario
31:44talked about is just standardizing
31:46the recruitment process.
31:48This sounds so simple,
31:49but data really suggest if you
31:51have a true structure process to
31:54actually bring in new talent,
31:56you most likely will increase
31:59the diversity of that talent.
32:01The next one the University already has
32:04a faculty excellence and diversity fund.
32:06My goal is to reimagine how
32:08we're using that to be more
32:11strategic in how we're using it
32:13to actually accomplish our goals.
32:16And then Lastly,
32:17we bring extraordinary talent
32:19onto campus on a daily basis.
32:22Being a grand rounds,
32:24being a invited lecture series,
32:26I will tell you my experience
32:29when I go to other campuses,
32:32which is often at least 50%
32:35of the time.
32:36At some point during that visit,
32:39a conversation such as.
32:41Are you happy at year?
32:44Have you ever thought about leaving Yale?
32:47Are you moveable? At least 50% of
32:52my engagements on other campuses.
32:55I'm almost never privileged to
32:57us having similar conversations
32:59with extraordinary talents,
33:01we bring onto our campus.
33:03We need to start thinking about
33:06opportunities to start soft
33:08recruitment in much more diverse ways.
33:11Including anytime we bring
33:14talent onto our campus.
33:16Moving to retention.
33:19Our goal with retention is you
33:22create inclusive environment that
33:24provides sponsorship and the
33:26resources needed so that every
33:29member of our community thrives.
33:34The outcome that we're looking for.
33:38As you can see I have many more strategies
33:41here and this is quite intentional.
33:44Most institutions spend a lot of
33:47time thinking about recruitment,
33:48bringing in new talent, and doing almost
33:52nothing to retain what they have.
33:55I have to be honest with you on my arrival,
33:59one of the first analysis idea
34:01was the turnover of our faculty.
34:03I won't give specific numbers,
34:05but I will say it left a
34:08great deal to be desired.
34:11We cannot recruit our way out of our problem
34:15if we do not somehow stop the losses.
34:19I also want to bomb points out in this slide.
34:23You see the word equity in equitable alot.
34:26I would be very clear Darren Lattimore
34:29is not trying to give women upper
34:33hand over men to give minorities
34:35in upper hand over majority to
34:38give the LGBTQ I community upper
34:41hand over head on normative people.
34:43That is not the goal.
34:46The goal is to actually give
34:48those minoritized, marginalized,
34:50and stigmatized communities
34:51equal access to sponsorship,
34:53equal access to resources so they haven't.
34:56Equitable Chance of actually
34:58accomplishing goals that they
34:59set out when coming to Yale.
35:07Having the last group is around inclusion.
35:14To create an environment
35:15where diversity I'm using,
35:17this very broadly thrives and
35:19there is a genuine commitment to
35:22continuously improve inclusion,
35:24and every member of the Yale
35:27School of Medicine Community
35:29feels a sense of belonging.
35:33Again, the outcome.
35:37Here I want to focus just predominately
35:39on the kind of green bar in saying that
35:42the goal here is about allowed education.
35:45Tar spoke to this and I have.
35:49Have harder with the Child study
35:52center are multiple educational
35:54opportunities since George Ford's murder.
35:58Our goal is to have a menu of
36:01opportunities realizing that each
36:02member of our community is in a
36:05different place for some of us,
36:07we still need to understand the
36:09implicit biases for some of us
36:11are moved onto microaggression
36:13bystander training for some of us,
36:15we need to figure out what
36:17that crucial conversation is,
36:18and for others of us we are ready
36:21to have a Frank conversation about
36:24racism in America and in healthcare.
36:27And so my office is really trying
36:29to stand up a menu of educational
36:32opportunities and the goal here is
36:35very simple for us to actually get
36:38to learn and understand each other.
36:42For each of us to see the humanity
36:45in one another.
36:46And hopefully to respect with each and
36:50everyone of us brings to the table.
36:53Then,
36:54and only then do I believe each member
36:57of our community can feel like they belong.
37:04My last slide that I have is to
37:08acknowledge and remind myself every
37:11time you heard Dean Lattimore say I.
37:15Please, please search the truth that
37:17with we this is my incredible team.
37:19Each and every person is extraordinary
37:21in their own right and we would not
37:24have accomplished or I wouldn't have
37:26accomplished all that this office
37:28has accomplished without the support
37:30and extremely hard work of each
37:32and everyone of these individuals.
37:34So in their absence, I say thank you.
37:38And with that I will stop sharing and
37:41hopefully we can have a robust conversation.
37:46So Megan, Terra and there are many,
37:49Many thanks. There's two
37:51questions already in the chat.
37:54So one eyes, both from Lynn
37:56Red Leaf on one is Megan.
37:58I believe it's about moms.
38:00Any plans to expand the geographic
38:01reach given the virtual platform.
38:06Absolutely thanks, Lynn Lynn. You absolutely.
38:08I think the virtual platform does
38:11open up tremendous potential for
38:13us to think about that expansion.
38:15You know, with elevator work is really
38:18with government partners and systems
38:20because we see philanthropic dollars as an
38:23opportunity to catalyze some of the work.
38:26And but we really need government
38:28systems and structures to sustain
38:30it and to institutionalized it.
38:32So we very much think that
38:35virtual landscape now.
38:36And hopefully as we continue
38:37to get additional data on the
38:39effectiveness of the virtual platform,
38:41we can certainly look to expansion some
38:43of our work that we're beginning in New
38:46York City because we're working with, you.
38:48Know, for example,
38:49populations that are involved
38:50in the carceral system.
38:51We may even do some of that work.
38:54Virtually.
38:54We're just we're still waiting to speak,
38:56but please do get in touch with me
38:58if people have ideas for additional
39:00expansion of the virtual work.
39:03And then Terrell, the next one would
39:05be for you is also from Lynn and
39:08it's about, as Lynn points out,
39:10she is from Minneapolis on
39:12the home of George Floyd and.
39:15How could we maybe think about
39:17how we could help in Minneapolis?
39:19So replicate what you're starting
39:20to do in Minneapolis just to
39:22open up that conversation.
39:26Well, I think one of the most important
39:30things to recognize is that we have a
39:34number of what Dean Lattimore refers.
39:37His diversity champions across
39:39the University an and in all the
39:42institutions of higher education with
39:45this highly televised and publicized.
39:48Event of George Floyd's murder.
39:50There has been a number of efforts
39:53here at the Child Study Center,
39:56but across the nation to
39:59increase the support for.
40:00Money and efforts to support a
40:02change to make these changes
40:03to really focus on diversity,
40:05equity and inclusion.
40:06So I think that there's a number of
40:08different opportunities to partner.
40:09I think that as we learn more and
40:12learn about how what we need here
40:14and what some of the changes aren't,
40:16what some of the successes look like,
40:18we'll be able to work with others,
40:20as we often do to replicate outcomes,
40:22and so I don't know if that get
40:24to the whole answer.
40:26And I'm sure perhaps seeing Lattimore
40:28has some other things to add,
40:29or Megan, but.
40:30Certainly I think about the very
40:33many opportunities to collaborate
40:35and share information.
40:37Then Darren.
40:39To your specific question,
40:41but I will say that in the plan
40:45and actually starting information
40:47already is to really start to think
40:50about how to yield as a resource,
40:53relatively speaking,
40:54wealthy institution how we could be
40:56much more helpful to institutions,
40:59neighborhoods,
40:59communities that are not as resourced,
41:02and we've already started working,
41:04reaching out to historically
41:06black universities and
41:08colleges to start doing those.
41:10Partnerships the University of Puerto Rico
41:12system to start some of those partnerships.
41:15So again, it's not specifically to the
41:17neighborhood that you're talking about.
41:19With that concept of how can we
41:21help utilize our resources to make
41:24this an entire world better place?
41:26I think it's extraordinarily good question.
41:30Thank you Darren.
41:31Thank you Tara so Debbie,
41:33from Debbie Hillebrand.
41:34Biden has recruited a faculty member
41:36from Yale who is a background
41:38in racial equity in medicine.
41:39What role will ethnicity play in the
41:42distribution of vaccines and discuss
41:43equity with covid medical care?
41:45And I would just say before I turn
41:47to anyone to Darren or Terror or
41:50Megan that we're incredibly proud of.
41:52Marcella and the fact that she
41:54is a part of the Biden team,
41:56but maybe let me turn it to
41:58my three colleagues.
42:05There, and so
42:06Darren is purely postulating
42:08'cause Darren is not on the team.
42:11But I will say this can
42:14play out in multiple ways.
42:16In all honesty,
42:18one could be unfortunately our
42:20historical and healthcare in America
42:23is minorities and other poor folks
42:26actually having access lasts quite frankly.
42:30Um, so that would be the historical,
42:33but it also could play out as African
42:36Americans and other Brown people
42:38have been used as our experiments.
42:41Quite frankly,
42:42throughout history and fear by so many
42:45people in the community that the vaccine
42:48has been rushed and therefore I'm not
42:51gonna be the first one to sign up.
42:54So even if it is dispensed equitably
42:56without some serious work in the Community,
43:00actually communities most affected
43:01may not be the first ones to sign
43:04up because they don't want to be
43:07part of another ski experiment or
43:09A and there's a whole long list
43:11of these experiments that have
43:13happened in this country that have
43:16given black and Brown people pause
43:18to be the first ones in line.
43:20So again, this is gearlds.
43:22Hypothesising is not based
43:24on being part of the.
43:25Decision making.
43:28And then I I was going to, just,
43:31you know, amplified Elon Mars Point
43:32there about the necessity for Community
43:35partner community based approaches.
43:36There were just beginning some work
43:38with Elevate and the Tobin Center for
43:41Economic Policy through a grant from
43:43the Rockefeller Foundation to work on
43:45the contact tracing efforts and thinking
43:48about equity with contact tracing.
43:49And really, how you know the contact
43:52tracers similar to Community health
43:54workers a bit similar to our role is
43:56Community mental health ambassadors.
43:59How contact tracers can really be
44:01utilized to participate in some of
44:03those community approaches so you know,
44:05I think those are some promising strategies
44:08that we do have in that community.
44:11Partner approach Terra.
44:12Another part of that question was to discuss
44:15equity with Koben medical care in New Haven.
44:18We are a sanctuary city and so we have
44:21a number of undocumented families who
44:23don't have health insurance and so
44:26just by the virtue of that they're not.
44:29Able to access care and they end up suffering
44:32longer and making it to the hospital.
44:35And it has progressed rather far so
44:37we don't have an equitable way for
44:40that for folks to receive treatment.
44:42Who are undocumented?
44:43I think another element to build off of
44:46what Dean Lattimore was talking about
44:48in terms of the fear that black and
44:51Brown people tend to feel with relation
44:54to medical procedures is that there's
44:56a number of studies that indicate that.
45:00Folks of color an women their
45:02experiences of pain that are dismissed
45:04and sort of downplayed.
45:05And they're not paid attention to in
45:08in the hospitals to the same levels,
45:10and so I would imagine again,
45:12like Dean Lattimore.
45:13I don't this is my area of study,
45:16but I would imagine that that would
45:19influence somebody's decision to
45:20go and receive care.
45:23Thank you a follow up as a file question
45:25about the state of Connecticut.
45:27This conversation has been, uh, uh,
45:29a forefront conversation since the
45:31beginning in the state of Connecticut,
45:33Yale, New Haven Hospital and I can
45:35say at least in our system with those,
45:37and I will be very clear who
45:40actually make it into our system.
45:42We are actually not seeing just proportional
45:44outcomes based on race and ethnicity,
45:46but again, those are the ones who
45:48actually make it into the system.
45:52Tara, would it be appropriate to
45:54comment on what we've experienced
45:56in the outpatient clinic in terms
45:58of families coming for care?
46:00Not necessarily specifically related
46:01to Covid, but you mentioned New
46:03Haven is a sanctuary city and.
46:07I store. I mean, I am incredibly
46:10proud that the outpatient clinic has
46:12that we will see who needs our help
46:16regardless of their citizenship.
46:19And we have worked to create processes
46:22and policies to make that a discreet
46:25and welcoming process for folks.
46:28And so we're very fortunate that in the
46:31outpatient clinic we have a number of
46:35bilingual Spanish speaking folks, many of.
46:37Our people are are the folks that we serve
46:40in the community are Spanish speaking,
46:43but we also through the hospital
46:45have access to interpreter services,
46:47so we're also able to serve the
46:50population from the Middle East
46:52that we have here as well.
46:54And we've been able to provide
46:56those services as I said,
46:58without regard to citizenship or,
46:59and we can provide them without
47:02consideration for their ability to pay.
47:04So people who need services can get them,
47:07and that's that's really important.
47:08And that's an important point of access.
47:11And so it's it's.
47:12It's a really lovely feeling to not
47:15have to turn people away because we
47:17can't because they can't pay your
47:19because we don't speak their language.
47:21So we're very,
47:22very fortunate.
47:23And that is a service that is very
47:25unique to our child study Center an
47:28our services through the hospital.
47:30I think some of the other points of
47:33access that we've seen an that's been
47:35talked about a little before is that
47:38there's the divide of resources and
47:40so many of our families as I said.
47:43Earlier didn't have access to devices
47:45to be able or they had one device
47:48among the whole family and the idea
47:51of dedicating that device weekly
47:54for 45 minutes was either challenge
47:56or impossible for some families,
47:58and so we did have some families
48:01that weren't able to participate
48:03right after how the pandemic struck.
48:06However,
48:06when the schools receive money to
48:08be able to disseminate more devices,
48:11we saw and.
48:13An increase in intakes at that time
48:15and so that is another way I think
48:18we've learned a lot from Tele Health.
48:21We've been able to serve folks
48:23with wonderful outcomes.
48:24There are some populations in some
48:27situations that are tricky to do at
48:30where in person makes a lot of sense,
48:32and I know also throughout this
48:34pandemic we've been able now that
48:37we have the appropriate PPE,
48:38we've been able to put policies and
48:41procedures in place that ensure the
48:43safety of our faculty and our staff.
48:46And our our.
48:49Clients are patients,
48:50and so we've been able to safely provide
48:53some in person services for those
48:55who have struggled with the Tele Health.
48:57So I think we've we've seen we've
49:00learned a lot about the what the
49:02some of the barriers to access
49:04our an we've learned more about
49:06how we can overcome them,
49:08and so that I think that makes for a nice,
49:11exciting future moving forward.
49:14Thank you. So let's see a question
49:18from Doctor Landero's and let me let
49:21me try to rephrase the question.
49:24So Angie, I believe that you're asking
49:26a very important question of how do
49:29we provide mentorship to all of our
49:31colleagues who were taking on these
49:34tasks without overburdening them?
49:36And especially our black and Brown
49:38colleagues who are helping us move
49:41forward without overburdening?
49:42Is that your question, Angie?
49:48Our let's let's assume that's
49:50the phrasing and who would like
49:52to who would like to go with it?
49:53I'll start, you know. This can jump in I,
49:56I think about this a lot.
49:59As I'm terribly.
50:00Is actually mentioning earlier
50:02that we recogn diversity champions,
50:04so I'm actually hoping that there is
50:07a person identified in each Department.
50:09We've already come together how
50:12we had two meetings as far,
50:14but we're planning to have monthly
50:17meetings to support one another to have
50:20formal training in how to do DEI work,
50:23and more importantly,
50:24also to be a resource to one another.
50:28What I think is equally important
50:30this question ears if we feel
50:33that this is a important.
50:34If we feel that somebody will need to
50:37dedicate part of their career to this.
50:40Are we standing this up
50:42in our promotions process?
50:43Are we standing this up and we're
50:46looking at who future leaders are, etc.
50:49So I think it's a very good question and
50:52we need to be very intentional about it.
50:55Or quite frankly we will be
50:57burning burning this the people
50:59who have been traumatized.
51:01And hurting their careers.
51:02If we are not very intentional about
51:05this work and what it will mean in
51:07their advancement moving forward.
51:09So thank you for the question.
51:13Terra, Megan. Any additional comments?
51:22So let me open again the virtual
51:25floor to anyone in the audience
51:28with additional questions or.
51:30But you'd like to hear
51:32our R33 speakers address.
51:36After all, one out,
51:37I mean I was in the middle of typing it,
51:40but it's much easier to talk than to
51:43type the same time I and this goes back
51:45to a comment that you made in Lattimore,
51:48which I think is crucial,
51:49which is in need to increase understanding of
51:52the lived experiences of a diverse community.
51:54An I think that while we have so many
51:56ideas about the solutions of helping
51:58with the health and well being clearly,
52:00the people who are living these lives
52:02have a lot of really great solutions.
52:05And you had mentioned doing
52:06workshops and training.
52:07And I was hoping you could
52:09speak more about that.
52:10Anan also asked whether there might
52:12be other opportunities to expand
52:14on the space for that discourse.
52:20So I want to be very honest.
52:22This part is early because we
52:24have not hired the individuals
52:26who are going to help expand this.
52:29So currently is myself and Roshel
52:31Smith on the team doing most of
52:34this educational workshops we
52:35trying and actually figure out the
52:38needs of that local environment.
52:40So like when we worked with
52:42the Child Study Center,
52:43we have multiple conversations
52:45with your leadership about what you
52:47actually needed and created the
52:49conversations around those needs.
52:51So that's our approach is just
52:53coming in with.
52:54This is our little cookie cutter
52:56blah blah blah and we're going
52:58to just give it to you,
53:00whether that's what you need or not.
53:02But the expansion to be truthful,
53:05I need another one body who's
53:06who actually the job description.
53:08This will be the job is literally
53:11helping departments move forward in
53:12their understanding in these areas.
53:15This is something like creating a
53:17board of advisors from the community to serve
53:20the Child Study Center.
53:21Is that something that
53:22might be of interest?
53:24I know that in talking with some of
53:26the Community folks that I work with
53:29there, they would be very interested
53:30in serving in some type of role like that.
53:33I will let Tara speak specifically
53:35to the Child study Center.
53:37I have toyed with but have not figure
53:39out exactly what it should look like.
53:42Having won a community
53:43Advisory Board to my office,
53:44which would give more larger picture?
53:47Then just a Sinner, but I'll let
53:49Tara talk specifically about the center
53:52Terra through work.
53:53I know within the center one of the
53:56responsibilities or one of the tasks
53:59that they would like me to help take on
54:02is creating and an having a board here.
54:05A committee really to think about that work?
54:08And I think I've thought
54:10about it in two ways.
54:12I thought about it in terms of.
54:16Getting the information from all of us
54:18within the center who are working so
54:20that we can make sure that we're not
54:23only considering the experiences of all
54:25the different folks that come to us.
54:27All the different disciplines and
54:28sort of that we're pulling from
54:30research that we're pulling from
54:32clinical work that we're pulling from
54:34education to inform and really know
54:36the direction that we're going to go.
54:38But that would be informed by this
54:40listening tour that I was talking bout
54:42to really understand where the need
54:44is and to look at the information.
54:46That was has already been gathered.
54:49That's kind of around the center so we
54:52can understand that and understand the need.
54:55I also have,
54:56and this is well before taking on
54:59this role as the diversity officer.
55:02But I've always thought that having
55:05some kind of community committee
55:07or panel that calls the families
55:09that we serve on one level to talk
55:13and to understand their experience.
55:15I I struggle a lot with deciding
55:18for communities what they need.
55:20A man really think it's important that
55:22we invite the community to help us
55:25understand their lived experiences.
55:26As Darren had said earlier,
55:28but also to be able to truly inform
55:31the directions that we have to take
55:33so that what we're doing is actually
55:36meeting the need and not our own
55:38sort of desire to feel useful,
55:40and so that is yet another level.
55:42And I would imagine that there
55:44is opportunity or there will be
55:46opportunity to think about how we
55:48collaborate with other providers
55:50and other Community resources.
55:52To think about the ways that we can
55:54partner to think about the ways
55:55that we can strengthen our approach
55:57within our community.
56:01Megan, do you want to comment it too?
56:04I was just thinking that you
56:06know it's just going under.
56:08They think TB you last time to really
56:11resonates in terms of thinking about,
56:13you know absolutely the patients
56:15and their families that we serve.
56:17I think that's critical and also
56:19adding another layer of providers
56:21that are providing not only health
56:23care but basic needs services.
56:25You know, we know that that
56:27layer is just so essential.
56:29So providers are providing
56:31food and housing and diapers.
56:33Really need to be at the table as well.
56:35I think in this kind of board,
56:37so that would be,
56:37you know if we're thinking about really
56:39addressing the social determinants,
56:40I think that would be really important.
56:44We have a couple more minutes.
56:46Are there other questions
56:47from from the audience? Have
56:49a question for Dean Lattimore?
56:52Certainly. Then you
56:54said that once folks get into the system.
56:59But big provider, but once they
57:02get into the system the results
57:04are equitable and I'm wondering
57:07if you can provide more context to
57:10that. To what do you
57:12attribute that? How recent and
57:15how unusual? And more weather,
57:17if unusual experience. Actually
57:19what I meant to say if is that
57:22unfortunately currently when
57:24people get into the system,
57:25results are not equitable.
57:27That is the goal of the retention
57:30part of the strategic plan.
57:32If we is that more in line with?
57:38Andy, were you asking about the health
57:40care outcomes that the matter was
57:42asking about the health care outcomes? Oh,
57:44I'm sorry, the code, and I'm so the
57:46and I don't have them in front of me,
57:49but actually the data that I've sent
57:51through from the Yale New Haven
57:53health system that actually in once
57:55in the system we did not seeing more
57:58mortality or morbidity amongst people
57:59of color for the same level of disease.
58:02I don't have it right in front of me.
58:05I apologize, but at least that
58:07is what they have.
58:08Published again,
58:09I'm gonna be very clear that is
58:11for the few people not to feed
58:14with the people who make
58:15it into the system, right? And that's
58:18an important proviso, but do you
58:20think even even with that
58:22limitation, that Yale New Haven
58:23is unusual in that respect?
58:25And if so, from a national perspective,
58:28yes, other data from other places would
58:30suggest even within the system you see
58:33desperate outcomes by race, ethnicity.
58:34And sorry for this and any ideas as to
58:38why. You Haven is doing better then
58:40also too. I do not have
58:42that conversation in gaps.
58:48And thank you for the question,
58:50though we can certainly,
58:51we can certainly have that
58:53conversation with our colleagues.
58:55There and would you agree absolutely.
58:57Yep. Other questions.
59:03Linda, I wanted to quickly circle back
59:06to the question that was raised about.
59:11Being thoughtful and careful not
59:13to overburden mentors. Yes please.
59:15And this is attention that I think
59:17has existed for quite some time.
59:19That there are folks would
59:21like to engage in mentor ship.
59:23There are folks were very interested in
59:25mentor ship with want to support mentorship.
59:28And there's a tension between finding
59:30the time to do that and some of some
59:33of the things that I think we need to
59:36think creatively about or how to be able
59:39to alleviate some of the expectation.
59:41Of some of their core job description or
59:44their productivity to be able to make time
59:47and protected time and space for that.
59:50And I think that's a conundrum that
59:52we we find ourselves up against often,
59:55but it is something that worthy of
59:57consideration and creative thinking
59:59so that we can do.
01:00:00That if this is a value that we
01:00:03want to uphold,
01:00:04mentorship has been mentioned
01:00:05across the board.
01:00:06I think in each of our presentations,
01:00:08so clearly something that we feel
01:00:10is important to have as part of
01:00:13our center and we would need to
01:00:14think creatively to find ways to
01:00:16alleviate some of that tension.
01:00:18An allow folks the space to do it.
01:00:22Couldn't agree more. Actually,
01:00:23on an I would look to all of you to comment,
01:00:27but it's in part almost like.
01:00:31I think this is not a perfect analogy,
01:00:34but it's like in a research
01:00:37teaching University.
01:00:38Oftentimes, teaching is even
01:00:39though its University is rewarded
01:00:42less than research productivity.
01:00:44Or scholarship.
01:00:45Whereas in some universities
01:00:46teaching is at the top,
01:00:48teaching is how people are
01:00:50promoted and rewarded.
01:00:52So how do you in a mini wise
01:00:54change that structure?
01:00:56That value structure and put all of
01:00:59those activities on an equal par
01:01:02mentorships scholarship clinical work?
01:01:04With any of you,
01:01:05add to that.
01:01:11I mean, just want I think that's
01:01:13the crux of it is really how
01:01:15to figure out how to do that
01:01:17and reward that right right
01:01:19will end on a very talkative.
01:01:22I'm sorry there is going to be provocative,
01:01:26least Aaron. It's our system.
01:01:28There is no higher being that has touched,
01:01:31Yellen said academic crowd is somehow
01:01:34worth more than mentorship versus clinical.
01:01:37So the question is when are we?
01:01:40The color now I'm still waiting to come to
01:01:43the conclusion that it's time for change.
01:01:46Absolutely no. I couldn't
01:01:47agree with you more there,
01:01:49and I couldn't agree more.
01:01:50Absolutely, I don't think
01:01:51it's that provocative.
01:01:55But appropriate. Other
01:01:58questions from the audience.
01:02:02We were again as in the other two sessions.
01:02:05We want to be respectful of everyone's
01:02:07time and you're taking the time to join us.
01:02:09And I'm just so grateful to Megan and
01:02:11Tara and Erin for helping us kick off
01:02:14this session and such a good discussion.
01:02:16So thanks everyone tomorrow afternoon.
01:02:18Join us for the data blitz and then for
01:02:20our panel discussion will have a full
01:02:23afternoon starting at 3:00 o'clock tomorrow.
01:02:25And don't forget the poster sessions
01:02:28if you haven't clicked on.
01:02:30But thanks everybody. Thanks.