MY NAME IS XENIA TIGNO THE
DIRECTOR FOR CAREERS AT THE
OFFICE OF RESEARCH ON WOMEN'S
HEALTH.
I'M PLEASED TO WELCOME YOU TO
THE 6th ANNUAL VIVIAN W. PINN TO
CELEBRATE THE LIFE AND LEGACY OF
DR. VIVIAN W. PINN.
THE FIRST FULL-TIME DIRECTOR OF
THE ORWH AND ASSOCIATE DIRECTOR
FOR RESEARCH ON WOMEN'S HEALTH.
WE ARE GREATLY INDEBTED TO
DR. PINN FOR HER PIONEERING
EFFORTS IN ENSURING NIH
INVESTMENT IN RESEARCH TO
PROMOTE THE HEALTH OF WOMEN AND
ALSO FOR SERVING AS A VISIONARY
WHO CREATED PROGRAMS THAT
ADVANCED WOMEN'S BIOMEDICAL
CAREERS.
DR. PINN'S STRONG COMMUNICATION
SKILLS AND MEDIA PRESENCE HELPED
ENHANCE THE VISIBILITY OF ORWH.
HER ABILITY TO WORK WITH
CONGRESSIONAL LEADERS HELPED
ENSURE PROGRAMS WITH MENTORSHIP
AND INTERDISCIPLINARY RESEARCH
SUCH AS THE BIRCH AND SCORE
REMIND VIABLE AND SUSTAINABLE
AND WE'RE PROUD WE HAVE
CONTINUED THE PROGRAMS SINCE
THEIR INCEPTION.
THIS YEAR'S THEME IS THE IMPACT
OF COVID-19 PANDEMIC ON THE
CAREERS OF WOMEN SCIENTISTS.
THE PANDEMIC HAS FURTHER
AGGREGATED THE INEQUITIES THAT
WOMEN SCIENTISTS FACE AND HAS
ALSO BROUGHT TO LIGHT OTHER
ISSUES WOMEN SCIENTISTS HAVE
BEEN FACING BUT HAVE BEEN
PREVIOUSLY UNRECOGNIZED AND
INVISIBLE.
TO HELP US COMPREHEND THE ME
RAMIFICATIONS THE PANDEMIC HAS
BROUGHT, WE HAVE INVITED VERY
DISTINGUISHED LINE UP OF
SPEAKERS AND PANELISTS WHO WILL
PROVIDE VARIED PERSPECTIVES ON
THE SUBJECT.
TO OPEN THE SYMPOSIUM ARE TWO
DISTINGUISHED SCIENTISTS AND
LEADERS WHO ARE WOMEN.
DR. JANINE CLAYTON THE ASSOCIATE
DIRECTOR FOR RESEARCH ON WOMEN'S
HEALTH AT THE NIH AND THE
DIRECTOR OF THE ORWH.
SHE'S A SCIENTIST, A SURGEON AND
LEADER WHO SINCE TAKING OVER THE
HELM OF THE ORWH HAS HELPED
IMPLEMENTING THE NIHs SEX AS A
BIOLOGICAL VARIABLE POLICY WHICH
HAS LED NOT ONLY TO GREATER
INCLUSION OF WOMEN IN CLINICAL
TRIALS BUT ALSO TO THE EXPANSION
OF THE CONSIDERATION OF SEX TO
BASIC AND PRE-CLINICAL RESEARCH.
AS CO-CHAIR OF THE NIH WORK
GROUP ON WOMEN IN BIOMEDICAL
CAREERS WITH ACTING DIRECTOR
DR. LAWRENCE TABAK, DR. CLAYTON
ALSO LEADS NIH'S EFFORTS TO
ADVANCE WOMEN IN SCIENTIFIC
CAREERS.
FEW ARE AWARE DR. CLAYTON IS A
BOARD CERTIFIED OPHTHALMOLOGIST
WHO PRIOR TO ORWH A DEPUTY
CLINICAL DIRECTOR OF THE
NATIONAL EYE INSTITUTE
DR. CLAYTON CONTINUES TO
PRACTICE HER PROFESSION WHERE
SHE LOOKS AT THE ROLE OF SEX AND
GENDER.
SHE HAS RECEIVED RUME --
NUMEROUS AWARDS AMONG THEM THE
SENIOR ACHIEVEMENT AWARD BY THE
BOARD OF TRUSTIES OF THE ACADEMY
OF OPHTHALMOLOGY AND THE SILVER
FELLOW AND THE EUROPEAN UVIITIS
CLINIC RESEARCH AWORK AND CLINIC
WOMEN'S HEALTH AWARD AND THE
AMERICAN MEDICAL ASSOCIATIONS
DR. NATHAN DAVIS AWARD FOR THE
GOVERNING SERVICES
IN 2021 SHE WAS ELECTED TO THE
BOARD OF DIRECTORS OF THE
AMERICAN ASSOCIATION FOR THE
ADVANCEMENT OF SCIENCE.
DR. TARA SCHWETZ HAS BEEN THE
ACTING PRINCIPAL OF THE NIH
SINCE 2021.
LAST YEAR SHE WENT ON DETAIL TO
THE WHITE HOUSE OFFICE OF
SCIENCE AND TECHNOLOGY POLICY AS
THE ASSISTANT DIRECTOR FOR
BIOMEDICAL SCIENCE S.
SHE LED EFFORTS TO ADVANCE THE
PROJECTS AGENCY FOR HEALTH OR
ARPA-H A MUCH AWAITED PROGRAM TO
HASTEN MEDICAL INNOVATION TO
ADDRESS THE BIGGEST HEALTH
CHALLENGES FACING AMERICANS.
IN HER TENURE AT THE NIH, WHICH
BEGAN AS A TRIPLE AAS POLICY
FELLOW SHE HAS ASSUMED MANY
DEMANDING ROLES WIN INCREASING
RESPONSIBILITIES AND ACROSS
MULTIPLE INSTITUTES AT THE NIH
AND WITHIN THE OFFICE OF THE
DIRECTOR.
AMONG THESE ARE AS ACTING
DIRECTOR AND ACTING DEPUTY
DIRECTOR OF THE NATIONAL
INSTITUTE OF NURSING RESEARCH,
THE CHIEF OF THE STRATEGIC
PLANNING AND EVALUATION BRANCH
AT THE INSTITUTE OF THE ALLERGY
INFECTIOUS DISEASES AND THE
INTERIM DIRECTOR OF THE NIH
ENVIRONMENTAL INFLUENCES ON
CHILD HEALTH OUTCOMES OR ECO
PROGRAM.
OF INTEREST, DR. SCHWETZ ALSO
LED OR CO-LED THE RAD X NIH WIDE
S AND THE IMPROVE INITIATIVE AND
THE FIRST NIH WIDE STRATEGIC
PLAN.
WITH SUCH ACCOMPLISHED WOMEN TO
OPEN OUR SYMPOSIUM, I'D LIKE TO
EXTEND MY THANKS TO ALL OF YOU
FOR JOINING US DURING THIS EVENT
AND WELCOME YOU TO A MOST
EXCITING AFTERNOON.
I GIVE THE FLOOR NOW TO
DR. CLAYTON.
>> THANK YOU SO MUCH, DR. TIGNO.
THANK YOU FOR THE WARM
INTRODUCTION AND FOR GETTING US
STARTED TODAY.
WE'RE HERE FOR OUR ANNUAL VIVIAN
W. PINN SYMPOSIUM AND THE THEME
IS THE IMPACT OF COVID-19 ON THE
CAREERS OF WOMEN.
SO FIRST I DO NEED TO APOLOGIZE
FOR MY VOICE ADJUST BEAR WITH
ME.
THE TIME LINE WAS CREATED ON THE
OCCASION OF OUR LAST
ANNIVERSARY.
HIGHLIGHTING A DUE OF DR. PINN'S
LEGACIES THE BEGINNING OF THE
BIRCH PROGRAM, THE BEGINNING OF
THE SCORE PROGRAM, THE FIRST
CO-CHAIR THAT DR. XENIA AND
PROMOTING THE INCLUSION OF WOMEN
IN CLINICAL RESEARCH.
AND IN LOOKING FORWARD WE BUILT
ON THAT LEGACY AND EXPAND THE
SCORE PROGRAM AND CREATED THE
UNDER REPRESENTED AND UNDER
REPORTED PROGRAMS AND CREATED
SABV AND TODAY WE'RE CONTINUING
TO WORK HARD AND BRING ATTENTION
TO ISSUES LIKE MATERNAL
MORBIDITY AND MORTALITY AND
WOMEN IN THE OPIOID CRISIS.
SO WHAT WILL WE SAY ABOUT THIS
YEAR?
MY SINCERE HOPE IS THAT WE CAN
TURN THE SITUATION AROUND
REGARDING WOMEN'S CAREERS A
COUPLE YEARS AGO MY OPENING
REMARKS YEAR CELEBRATED FOR THE
FIRST TIME WOMEN WERE BEING
ADMITTED TO MEDICAL SCHOOL MORE
THAN BEFORE AND WE REVERSED
WOMEN IN SCIENCE AND WE KEEP
WOMEN INSPIRED AND TOGETHER WE
CAN DO WHATEVER IT TAKES.
IN A FEW WORDS ABOUT DR. PINN, A
MENTOR AND FRIEND AND LEADER.
AS YOU KNOW, SHE'S A SCIENTIST
LEADER, PHYSICIAN LEADER AND HAS
BEEN RECOGNIZED WITH HER
ACCOMPLISHMENTS BY MANY.
THE ASSOCIATION OF MEDICAL
HONORED HER AND DR. PINN'S
AWARDS AND RECOGNITION ARE TOO
NUMEROUS TO COUNT BUT I'LL END
WITH ONE OF MY FAVORITES IN
TERMS OF A COMMENT SHE MADE AT
LAST YEAR'S PINN SYMPOSIUM SHE
SAID I THINK THE CENTRAL MESSAGE
IS THAT MENTORING BECAME SO
IMPORTANT TO ME BECAUSE I FELT A
LACK OF IT WHEN I NEEDED IT THE
MOST.
I WOULD RATHER BE REMEMBERED FOR
EVACUATE -- HAVING MENTORED
SOMEONE.
IN LIGHT OF WHAT'S GOING ON, WE
COULD WONDER WHAT WOULD DR. PINN
DO.
TO SHIFT GEARS AND TALK ABOUT
THE PANDEMIC WE ALL FACE.
AND IT WAS HIGHLIGHTED IN A
PUBLICATION THERE'S A POTENTIAL
TO LOSE A WHOLE GENERATION OF
YOUNG RESEARCHERS WHOSE CAREERS
HAVE BEEN DERAILED BY THE
PANDEMIC.
WHAT HAVE WOMEN FACED IN THE
PANDEMIC?
SEVERAL ARTICLES HIGHLIGHT
ISSUES BUT THE ONE IN RED SPEAKS
TO WOMEN IN S.T.E.M.
THIS ARTICLE FOCUSES ON CAREER
INVESTED WOMEN AND ASKED HOW
THEY HANDLED IT.
SINCE MANY FIT IN THE CATEGORY
I'M CHOOSING TO FOCUS ON THOSE
RESULTS RATHER THAN BROADER DATA
FROM THE WORKPLACE.
WHAT ADAPTATIONS DID
CAREER-FOCUSSED WOMEN MAKE TO BE
ABLE TO KEEP THEIR CAREERS
GOING -- THE ANSWER IS MANY
DIFFERENT ONES.
IN LESS THAN SUPPORTIVE
ENVIRONMENTS, THEY CONCEALED
THEIR NON-WORK ROLES BUT IN
SUPPORT OF CONTEXT THEY REVEALED
THEM AND EVEN ADVOCATED FOR
CHANGE SUCH AS INCREASED
CHILDCARE SUPPORT.
THIS WAS MORE COMMON AMONG BUT
NOT EXCLUSIVE TO TENURED WOMEN
WITH GREATER JOB SECURITY.
SOME ADAPTED THROUGH ROLES AND
SACRIFICED DEFINED AS
DISENGAGING FROM WORK OR
NON-WORK ROLE DEMANDS WHEN THEY
PERCEIVED THEY COULD NOT ALL BE
MANAGED INCLUDING TRADING OFF
ROLES, PSYCHOLOGICAL ROLE
WITHDRAWAL OR EVEN BEHAVIORAL
WITHDRAWAL EXIT.
AS WE KNOW, IT'S GOING TO TAKE
SYSTEMIC CHANGE TO ADDRESS THESE
ISSUES.
SPECIFICALLY, THESE AUTHORS
SUMMARIZED THEIR RESULTS AND A
NOVEL REASON FOR STEM WOMEN TO
REVEAL NON-WORK INFORMATION IN
THE WORKPLACE.
THEY ACTIVELY SUBVERTED EXISTING
IDEAL WORKER NORMS BY REVEALING
THEIR INABILITY TO ADHERE TO
THEM CONFIRMING THE STEREOTYPES
THAT WOMEN HAVE ARE NOT SUITABLE
FOR WORKING IN STEMM AND IT
CONTRADICTS EXISTING THEORY
PREDICTING THEY WOULD EITHER
DOWN PLAY THEIR NOW HEADQUARTERS
NON-WORKING IDENTITIES OR ADOPT
POSITIVE DISTINCTIVENESS
STRATEGIES.
I'M LOOKING FORWARD TO HEARING
FROM OUR KEY NOTE SPEAKER AS WE
WORK THROUGH THIS.
THERE'S AN ARTICLE ENTITLES WHY
HEALTH CARE WORKERS ARE QUITTING
IN DROVES.
THIS CRISIS CERTAINLY HAS GOTTEN
A LOT OF PRESS.
THOUGH WE WORK TANGENTIALLY IT'S
PART OF OUR SYSTEM.
WOMEN IN THE WORKFORCE AND THE
BIOMEDICAL WORKFORCE AND THE
HOSPITAL SYSTEM YOU COULD
CONSIDER THEM CANARIES IN THE
COAL MINE IN TERMS OF WHAT
THEY'RE FACING.
THE ARTICLE HIGHLIGHTS SEVERAL
HEALTH CARE WORKERS SAID AMID
THE MOST GRUELING WORKING
CONDITIONS OF THEIR CAREERS,
HOSPITALS CUT SALARIES, REDUCED
BENEFITS, CANCELED RAISES,
INCREASED SHIFTS, DENIED PAID
TIME OFF AND DOWN PLAYED THE
SEVERITY OF THEIR EXPERIENCES.
SO WHAT ARE THESE CANARIES IN
THE COAL MINE TELLING US?
THEY'RE SHOWING US THROUGH THEIR
EXODUS ONE IN FIVE HEALTH CARE
WORKERS HAVE LEFT THE WORKFORCE.
THEY'RE SHOWI U
EXODUS NOT ONLY IS THE
ENVIRONMENT TOXIC BECAUSE OF
COVID, IT'S TOXIC BECAUSE OF
STRUCTURAL TOXICITY.
AND WE'LL COME BACK TO THAT
POINT LATER.
IN THE MEANTIME THINK OF WHAT
MIGHT HAVE MOTIVATED THE
HOSPITAL ADMINISTRATORS BESIDES
THE NEED TO ADDRESS THE
INCREDIBLE DEMAND OF PATIENTS.
THIS MAY HAVE SOMETHING TO DO
WITH THAT.
AND OF COURSE DISTURBING THIS
WEEK THE INCREDIBLE LAND WORK
WITH OVER A MILLION DEATHS DUE
TO COVID.
AS WE SHIFT TO TALK BEFORE
CAREER PATHS THE CAREER VIEW OF
STEMM TODAY IS NOT A PIPELINE
AND IF YOU MISS IT YOU MAY BE
LEFT OUT PERMANENTLY.
WOMEN DO NOT PASSIVELY LEAK OUT
OF THE PIPELINE AND THE PIPELINE
NO LONGER CAPTURES THE REALITY
OF A MODERN STEMM CAREER.
A BRAIDED RIVER IS A THE
METAPHOR WHERE YOU SEE
MENTORSHIP AND INCLUSIVE
WORKFORCE AND HAS ISLANDS WITHIN
THE ECO SYSTEM CONNECTED IN
VARIOUS WAYS AND MANY PATHS CAN
MEET AND DIVERGE REQUIRES TO US
ENVISION SCIENTIFIC KNOWLEDGE
AND TRAINING AS PART OF A NEW
ECO SYSTEM RATHER THAN A
SOLITARY PATH.
IT WILL REQUIRE SYSTEMIC CHANGE
AND WE'LL BE TALKING ABOUT THAT
GOING FORWARD.
WHAT ARE SOME RECENT REPORTS
FROM THE NATIONAL ACADEMIES THAT
TALK ABOUT THIS SPACE?
NIH SUPPORTED THE REPORT ON THE
IMPACT OF CAREERS ON WOMEN AND
THERE WAS A RECENT WORKSHOP AND
DR. TIGNO SPOKE ABOUT EFFORTS AT
THAT TIME.
THEY SAW PEOPLE COPING IN
DIFFERENT WAYS AND THEY
IDENTIFIED FOUR GROUPS.
ONE WERE THE LIGHT ORANGE.
CLASS 2 FACULTY WERE LIKELY
WOMEN TENURED WITH REPORTED HIGH
HOME AND HIGH WORK STRESS AND
THEY REPORTED SIGNIFICANTLY
INCREASED ADMINISTRATIVE AND
CLINICAL DUTIES, DECREASED
SCHOLARLY PRODUCTIVITY AND LESS
SELF-CARE AND CATEGORY 3 WERE
PROFESSORS WITH MODERATE WORK
AND LOW HOME STRESS AND LAST
WERE FACULTY LIKELY ADJUNCT
PROFESSORS, NON-TENURED AND HAVE
LOW HOME AND WORK STRESS.
THEY CONCLUDED THE PANDEMIC HAS
NOT IMPACT INDIVIDUALS EQUALLY
AND THEY ASKED ACADEMIC LEADERS
TO ACKNOWLEDGE THESE DIFFERENCES
AND TO BE INCLUSIVE OF FACULTY
WITH DIFFERENT EXPERIENCES WHEN
ADJUSTING WORKPLACE OR PROMOTION
POLICIES.
THIS IS ABOUT THE MIDDLE OF MY
REMARKS AND I'M GOING TO USE
SOME ANALOGIES I DON'T TYPICALLY
USE.
IF WE WERE CATERPILLARS BEFORE
COVID DOING EVERYTHING WE DO AND
DOING, DOING, DOING, WORKING AS
WE'RE EXPECTED TO WORK WHICH
MANY OF US DO, COVID MAY HAVE
YOU MAY HAVE THINK OF COVID AS
PUTTING US IN A CHRYSALIS STAGE
WE CONTINUE TO DO JUST
DIFFERENTLY.
SO WHEN CATERPILLARS GOING IN
THIS STAGE IT'S A DIFFICULT
TRANS FORMATION.
THEY HAVE TO DISCONTINUE BEING
THEIR OLD SELF AND LITERALLY THE
CATERPILLAR'S BODY DISSOLVES AND
THE CELLS REORGANIZE TO CREATE
THE BUTTERFLY.
WE MIGHT THINK THAT THAT MIGHT
BE WHERE WE ARE RIGHT NOW.
HOW DO WE WANT TO RE-IMAGINE
OURSELVES AS SCIENTISTS AND
COLLECTIVELY RE-IMAGINE THE
SYSTEM IN WHICH WE ALL WORK?
NOW IS A CHANCE TO DO THAT.
I ALSO WANTED TO SHARE THIS
EMILY DICKINSON POEM WITH YOU
AND I USUALLY DON'T SHARE THINGS
LIKE THIS IN MY PRESENTATION BUT
WOMEN OFTEN FEEL AND NOT ALL BUT
SOME WOMEN FEEL AS IF THEY'RE
JUGGLING MANY MANY ROLES
SIMULTANEOUSLY AND THEY ARE NOT
ENOUGH AND I DO WANT TO SAY TO
EACH AND EVERY ONE OF YOU, YOU
ARE ENOUGH.
COVID HAS PUSHED UP FEELINGS WE
MAY HAVE BEEN PUSHING DOWN FOR
DECADES.
THE ATLANTIC ARTICLE I SHOWED
YOU HIGHLIGHTED THE DETAILS OF
HOW THOSE ON THE FRONT LINES OF
HEALTH CARE KEPT BEING BOMBARDED
WITH SITUATIONS THAT STRAINED
THEIR FEELINGS AND AS A CULTURE
WE TEND TO KEEP FEELINGS OUT OF
THE WORKPLACE AND OUT OF THE
CONVERSATION.
ONE OF THE WAYS WE MIGHT WANT TO
CHANGE THE SYSTEM IS TO BE ABLE
TO TALK ABOUT OUR EXPERIENCES
AND EXPRESS OUR FEELINGS.
WE HAVE SEEN MANY STUDIES SAYING
THE PANDEMIC IS BRINGING ON A
MENTAL HEALTH CRISIS.
MAYBE WE NEED TO STOP PRETENDING
THAT WE'RE INVINCIBLE AND THAT
WE EVEN KEEP FEELINGS OUT OF OUR
SCIENCE BUT WE AS SCIENTISTS DO
HAVE FEELINGS AND IF ONE OF THE
THINGS WE COULD DO AS A RESULT
OF THE PANDEMIC IS TO ADDRESS
THIS AT A SYSTEMIC LEVEL, THAT
CERTAINLY WOULD BE A POSITIVE
ONE.
WE TALK ABOUT SYSTEMIC CHANGE
THIS ANALOGY HAS THE SYSTEM ON
THE LEFT AND THE LEVER ON THE
RIGHT AND THIS IS TAKEN FROM
DR. DONELLA MEADOWS THAT WROTE
LIMITS TO GROWTH THAT
EXPONENTIAL AND ECONOMIC AND
POPULATION GROWTH WITH A FINITE
SUPPLY OF RESOURCES IS UNTENABLE
ESSENTIALLY.
SO WHEN WE LOOK AT THE VARIOUS
SYSTEMS IN WHICH WE ARE EMBEDDED
AND ASK WHAT WOULD MAKE THE
BIGGEST DIFFERENCE WE SEE
TINKERING WITH THINGS LIKE
PAUSING THE TENURE CLOCK ON THE
LEFT THAT ARE CLOSER DOWN,
CREATING A BRIDGE BOND OR EVEN
EXPECTING FEWER PUBLICATIONS
MAKE VERY LITTLE DIFFERENCE AND
SOMEONE WHO PAUSES THE TENURE
CLOCK MAY EVEN BE PUNISHED FOR
DOING SO COMPARED TO SOMEBODY
WHO DOESN'T.
WE MIGHT NEED INSTEAD TO ASK
QUESTIONS LIKE WHAT ARE THE
RULES OF THE SYSTEM?
WHAT ARE THE INCENTIVES IN THE
SYSTEM?
AND DONELLA MEADOWS POINTS OUT
THE ROLE OF TENURE AND THE ROLE
OF SUPPORTING THAT AND NAME
THOSE THAT EMPHASIZE PUBLISHING
AND QUANTITY OVER QUALITY MAY BE
RECONCEIVED AND WHAT IF WE GAVE
TENURE TO WHOSE WHO THAT'D ME
BIGGEST DIFFERENCE OR AMONG
IMPACT.
HERE ARE FEEDBACK LOOPS.
I DIDN'T FIND TOO MANY EXAMPLES
OF THOSE IN MY REVIEW HERE BUT A
SELF-REGULATING SYSTEM WE WANT
TO CREATE HAS A WAY TO ASSESS
WHAT'S GOING ON IN THE SYSTEM
AND WE DON'T HAVE AS MANY WAYS
TO DO THAT AND MECHANISMS FOR
FEEDBACK.
WITHIN THE SYSTEM WHAT
INCENTIVES ARE BUILT INTO THE
STRUCTURE SUCH ADDS TENURE AND
WHAT INCENTIVES DO PEOPLE HAVE
AND CAN WE BETTER ALIGN THOSE
INCENTIVES OF THE SYSTEM WITH
THOSE OF THE INDIVIDUALS SO THEY
CAN BETTER THRIVE WITHIN THEIR
INCENTIVE CATEGORY.
THE NOTION OF DESIGN THINKING
BEGINS WITH STARTING TO CONSIDER
THE NEEDS OF THE INDIVIDUAL.
WE HAVE COST EXTENSIONS AND
ADDITIONAL OPPORTUNITIES FOR
INDIVIDUALS TO EXPLAIN IN A
COVID IMPACT STATEMENT AND OTHER
STEMS WE NEEDED TO SUPPORT THE
BIOMEDICAL ENTERPRISE AND NOW WE
NEED TO THINK ABOUT THE LONG
TERM.
THE PANDEMIC IS GIVING US A
CHANCE TO REDESIGN THE SYSTEM
THERE'S THREE THINGS A DESIGNER
TRIES TO THINK AND WHAT MAKES
SENSE FOR THE PEOPLE IN THE
SYSTEM, WHAT IS TECHNICALLY
POSSIBLE, FEASIBILITY IN THE
FORESEE
FORESEEABLE.
AND WHAT IS LIKELY TO BECOME
PART OF A SUSTAINABLE BUSINESS
MODEL.
DESIGNING FOR THE LONG TERM
MEANS MAKING SURE THE SYSTEM IS
REGENERATIVE AND CAN CONTINUE
AND WE DON'T USE YOU HAVE
RESOURCES AS IF THEY'RE
EXPENDABLE TURNING OUR LAND INTO
DESERTS OR OUR WORKPLACES INTO
APOCALYPSE OF ZOMBIES.
IN A SYSTEM OF BIOMEDICAL
RESEARCH IS PARENTING.
AND IS THAT EVEN PART OF THE
SYSTEM AND THE ANSWER IS NO AND
THAT MAY IN WHILE IT'S BEEN AN
INTERNALIZING THE COSTS INTO THE
SYSTEM AND THE CORE BELIEF
BECOMES PART OF A REGENERATIVE
APPROACH WHERE IT COMES INSIDE
EVERY HUMAN BEING TO LIVE A
MEANINGFUL LIFE AND MAKE A
CONTRIBUTION TO SOMETHING
IMPORTANT AND REGENERATIVE
ORGANIZATION TO MATCH THAT
CAPACITY FOR SELFLESS CARING TO
THE LARGER SYSTEM THAT NEEDS TO
BE IMPROVED IN THE WORLD.
AND HERE'S A COUPLE ADDITIONAL
ANALOGIES.
ON THE LEFT IS THE FRANK BOYD
RIGHT STRUCTURE AND HERE'S THE
AND WHEN WE THINK ABOUT
REDESIGNING THE SYSTEM WE HAVE
TO THINK BIG NOT JUST ABOUT OUR
OWN LITTLE PIECE IN THE SYSTEM.
THAT'S WHY I INCLUDED THE
ATLANTIC ARTICLE EARLIER BECAUSE
IT'S IMPORTANT TO UNDERSTAND
WHAT'S HAPPENING IN THE BROADER
SYSTEM AND IF WE DON'T WANT TO
REPEAT THESE EXPERIENCES DURING
THE NEXT PANDEMIC AND THE NEXT,
WE NEED TO DO SOME SERIOUS
THINKING ABOUT THE HIGH END,
MOST EFFECTIVE LEVERAGE POINTS.
WHAT IS THE PARADIGM IN WHICH
THE SYSTEM EXISTS AND WHAT MIGHT
A BETTER PARADIGM BE.
SUPPOSE TEN WERE AWARDED TO
PREVENTIONS ACCORDING TO THEIR
ABILITY TO SOLVE REAL-WORLD
PROBLEMS RATHER THAN PUBLISH
ACADEMIC PAPERS AND AT THIS
POINT WE'RE WELL AWARE OF
EXAMPLES OF WORK NOT RECOGNIZED
AS PARTICULARLY VALUABLE UNTIL
IT HELPED LEAD TO SARS COV2
VACCINE.
WE AS LARGE INSTITUTIONS, HERE
IS A QUOTE, DO INDEED HAVE A
CAPACITY TO BE INNOVATIVE AND
NIMBLE AND DON'T HAVE TO BE
BEHOLDEN TO TRADITIONAL WAYS.
APPLYING LESSONS THAT MADE
VACCINE DEVELOPMENT SO
SUCCESSFUL TO DAY TO DAY
RESEARCH OPERATIONS IS A
PROSPECT LEADERS AT ACADEMIC
CENTERS SHOULD REALLY LOOK AT AS
WE SWITCH FROM A FINITE GAIN
WHERE THERE'S ONE WINNER, TO AN
IN FIN EIGHT GAIN WHERE WE
STRATEGIZE TO KEEP THE GAME
GOING AND LEAD BY DOMINATION AND
INCLUSION.
AND IN THIS NATIONAL ACADEMIES
REPORT ON PROMISING PRACTICES
SUPPORTED BY NIH AND NSF, THEY
INCLUDED REAL PROGRESS WILL
REQUIRE CULTURE CHANGE DRIVEN BY
SYSTEMIC COORDINATED EFFORTS
FROM A RANGE OF STAKEHOLDERS,
CONGRESS, THE WHITE HOUSE AND
FEDERAL AGENCIES, FACULTY,
EMPLOYEES, ACADEMIC AND
PROFESSIONAL SOCIETIES AND
OTHERS.
AS I END HERE I POINT YOU TO
WHERE TO FOLLOW ORWH ON SOCIAL
MEDIA AND PUBLICATIONS AND OUR
E-LEARNING TOOLS.
IT'S MY PLEASURE TO HAND THE MO
PODIUM OVER TO DR. TARA SCHWETZ
AT THIS TIME.
>> THANK YOU, DR. CLAYTON FOR
THAT REALLY INSIGHTFUL TALK.
LET ME TAKE A MOMENT TO WELCOME
EVERYONE TO THIS 6th ANNUAL
VIVIAN W. PINN SYMPOSIUM
FOCUSSED ON THE IMPACT OF
COVID-19 PANDEMIC ON THE CAREERS
OF WOMEN SCIENTISTS AND
ACKNOWLEDGING THE STATISTIC THAT
DR. CLAYTON MENTIONED A MOMENT
AGO.
I THINK IT SEEMS APPROPRIATE TO
REMEMBER FRIENDS, COLLEAGUES,
FAMILY MEMBERS WHO DIED FROM
COVID.
AND MANY HAVE BEEN IMPACTED IN A
VARIETY OF OTHER WAYS AND THAT'S
WHAT WE'RE HERE TODAY TO
EXPLORE.
DR. CLAYTON MENTIONED
THEAIDED RIVER METAPHOR AND I
LIKE IT A LOT AND WILL START
USING IT BECAUSE I ALWAYS SAID
IT'S NOT LIKE A PIPELINE IT'S
MORE LIKE A FUNNEL BECAUSE IT
CONSTRICTS AS YOU GO DOWN BUT
THE BRAIDED RIVER IS MORE
ILLUSTRATIVE OF THE REALITY OF
THE PATHWAY.
NOW, WE NEED TO RETHINK AND
REENGINEER AND AS WE PONDER HOW
TO CREATE THE CONDITIONS FOR A
HEALTHY ECO SYSTEM AND BECOME
MORE RESILIENT IT'S IMPORTANT TO
REFLECT WHAT WE LEARNED AND
STILL LEARNING FROM THE
PANDEMIC.
TO THAT END, I WANT TO SHARE A
BRIEF PLAY WHAT WE AT NIH HAVE
LEARNED ABOUT HOW OUR WORKFORCE
HAS IMPACTED AND NIH RESPONDED
TO WHAT WE LEARNED WHILE
RECOGNIZING THERE'S STILL MUCH
MORE TO DO.
IN LATE 2020 WE ASSESSED THE
IMPACT OF COVID-19 ON THE
RESEARCH COMMUNITY.
WE SURFED OVER 40,000
RESEARCHERS AND OVER 220
RESEARCH LEADERS FROM THE TOP
1,000 NIH-FUNDED DOMESTIC
INSTITUTIONS.
OVERALL, 55% OF ALL OF THE
RESPONDENTS AND 61% OF LAB
RESEARCHERS SAID THE PANDEMIC IS
HAVING A NEGATIVE IMPACT ON
THEIR CAREER TRAJECTORY.
53% WERE WOMEN AND SAID THE
PANDEMIC WOULD HAVE A NEGATIVE
IMPACT ON THE CAREER TRAJECTORY
AND INVESTIGATORS REPORTED LOWER
LEVELS OF ACTIVITY DUE TO
COVID-19.
FACULTY FELT THE MOST IMPACTED
AS THEIR ADMINISTRATIVE WORK
LOAD INCREASED AND THAT RESULTED
IN REDUCED TIME IN THE LAB AND
TO BE FOCUSSED ON RESEARCH.
ABOUT 77% OF WOMEN REPORTED A
DECREASE IN ACTIVITY SINCE THE
PANDEMIC BEGAN AND ASIAN
RESPONDENTS WERE MOST LIKELY AND
BLACK RESPONDENTS LEAST LIKELY
TO ANTICIPATE A NEGATIVE CAREER
TRAJECTORY.
FEARS OF REVOCATION WERE GIVEN
BY ASIAN RESEARCHERS AS THE
REASON AND CARE TAKING
RESPONSIBILITIES WERE MADE MORE
DIFFICULT DURING THE PANDEMIC.
I THINK WE ALL HEARD THAT FROM
ALL OF OUR FRIENDS, SCIENTISTS
OR OTHERWISE WHO HAVE CARE
TAKING RESPONSIBILITIES.
INFORMED BY THE SURVEY DATA, NIH
RESPONDED BY PROVIDING A WIDE
VARIETY OF FLEXIBILITIES TO
EXTRAMURAL RESEARCHERS RELATED
TO FUNDING, EXTENSIONS OF
ELIGIBILITY STATUS AND EVEN
PROVISIONS.
FOR EXAMPLE, GRANT APPLICANTS
CAN ADDRESS IN THE BIO SKETCH
THE EFFECTS OF THE PANDEMIC ON
THEIR PRODUCTIVITY OR OTHER
SCORABLE ISSUES.
AND IN 2020 IT SEEMED LIKE A
LONG TIME AGO NOW, NIH TOOK A
VERY FLEXIBLE STANCE FOR
APPLICATIONS SUBMITTED WITHIN
THE STANDARD TWO-WEEK LATE
POLICY AND ALLOWED THE MISSION
OF DATA FOR MOST FUNDING
OPPORTUNITIES FOR AS LONG AS IT
WAS PROVIDED AT LEAST 30 DAYS
BEFORE THE STUDY SECTION
MEETING.
AND DR. LAUER'S BLOG HAS A LIST
AVAILABLE AND I ENCOURAGE YOU TO
CHECK THAT OUT.
THERE'S A VARIETY OF WAYS FOR
EARLY CAREER RESEARCHERS TO
OBTAIN EXTENSIONS OR ADDITIONAL
FUNDING.
THERE'S NO-COST EXTENSIONS FOR
MOST AWARD AND THEY CAN EXTEND
THE PREVIOUSLY APPROVED PROJECT
ONE TIME WITHOUT PRIOR NIH
APPROVAL AND COULD GET AN
EXTENSION OF THE STAGE
INVESTIGATOR STATUS AND HE W
ELIGIBILITY FOR K99 AND THERE'S
SOME FLEXIBILITY THERE.
FUNDED EXTENSION ANOTHER ROUTE.
RECIPIENTS CAN EXTEND FUNDED
EXTENSION FOR F AND K AWARDS.
ANOTHER OPTION IS CONTINUITY
SUPPLEMENTS.
FOR SOME K AND -TIME RDP AND URL
1 AWARDS THEY CAN REQUEST
SUPPLEMENT FUNDING WHICH AMOUNTS
FOR $50,000 IF THEY HAVE
EXPERIENCED CRITICAL LIFE EVENT.
THAT INCLUDES PREGNANCY AND
CHILD BIRTH OR PRIMARY CARE
GIVING RESPONSIBILITIES WHETHER
IT'S FOR A SPOUSE, CHILD,
PARTNER, MEMBER OF THE IMMEDIATE
FAMILY AND AWARDEES TO OBTAIN A
RENEWABLE OR SECOND AWARD AND
EXPLAIN HOW THE PANDEMIC HAS
NEGATIVELY IMPACTED THE
RESEARCH.
COVID-19 HAS CERTAINLY UNDONE OR
THREATENED TO UNDO SOME GAINS
THAT PRECEDE THE PANDEMIC.
JUST AS WORK-LIFE BOUNDARY
ISSUES BECAME A BIGGER, NIH MUST
LOOK PAST ITS BOUNDARIES AND SEE
IF THERE'S OPPORTUNITIES TO
LEARN FROM OTHER STAKEHOLDERS IN
THE GREATER RESEARCH ENTERPRISE.
INCLUDING THOSE PARTNERS IN AM
DEAK YA OR NON-PROFIT
ORGANIZATIONS THE PUBLISHING
COMMUNITY, INDUSTRY, CREATE AND
IMPLEMENTS STRATEGIES TO ADVANCE
THE INCLUSION OF WOMEN IN THE
WORKFORCE AND HELP COUNTER THE
THREAT OF WOMEN LEAVING SCIENCE
BECAUSE OF THE OVERWHELMING
RESPONSIBILITIES THEY FACE.
I LOOK FORWARD TO WHAT I KNOW
WILL BE AN EXCELLENT AND
INFORMATIVE PRESENTATION FROM
OUR SPEAKERS AND TO A THOUGHTFUL
PANLT DISCUSSION, WITH THAT I'LL
TURN IT BACK TO DR. TIGNO.
>> THANK YOU, DR. SCHWETZ AND
DR. CLAYTON FOR YOUR
THOUGHT-PROVOKING MESSAGES.
NOW, I HAVE THE SPECIAL
PRIVILEGE TO INTRODUCE A UNIQUE
SCIENCE -- SCIENTISTS THE TIME
IS TOO SHORT TO INTRODUCE
DR. RESHMA JAGSI AT THE
UNIVERSITY OF MICHIGAN.
SHE'S FREQUENTLY INVITED TO
INVITE KEY NOTE S AN GIVEN TALKS
AT OVER 50 INSTITUTIONS AND
PROFESSIONAL SOCIETIES NOT TO
MENTION BEING SOUGHT AFTER BY
POPULAR MEDIA SUCH AS THE NPR,
WASHINGTON POST AND NEW YORK
TIMES.
IT'S FORTUNATE SHE AGREED TO
DELIVER TODAY'S VIVIAN W. PINN
SYMPOSIUM AND READILY ACCEPTED
WITHOUT MUCH FANFARE.
HER CONTRIBUTIONS TO THE
LITERATURE ON GENDER INEQUITIES
IS SIGNIFICANT HAVING PUBLISHED
A SEMINOLE STUDY IN 2007
DOCUMENTING THE GENDER GAP IN
ASIAN AMERICAN AUTHORSHIP OF
ARTICLES IN MAJOR MEDICAL
JOURNALS.
SHE HAS PUBLISHED EXTENSIVELY IN
OTHER ISSUES SUCH AS THE PAY GAP
BETWEEN MALE AND FEMALES
PHYSICIANS AND 30% OF FEMALE
DOCTORS IN THE U.S. HAVE BEEN
SEXUALLY HARASSED IN THE
WORKPLACE COMPARED TO 4% OF MALE
DOCTORS.
SHE AUTHORED OVER 350 PAPERS IN
HIGH IMPACT MEDICAL JOURNALS ON
THREE PRIMARY SCIENTIFIC AREAS,
BREAST CANCER, BIOETHICS AND
GENDER EQUITY.
OPTIMIZING BREAST CANCER HAS
BEEN SUPPORTED BY A VARIETY OF
SOURCES INCLUDE THE NIH, SUSAN G
KOMEN FOUNDATION, AMERICAN
MEDICAL ASSOCIATION, THE BORROWS
WELCOME FUND AND ROBERT WOOD
JOHNSON FOUNDATION AND THE DORIS
FOUNDATION.
THE LATTER SUPPORTS THE PROGRAM
TO RETAIN CLINICIAN SCIENTISTS.
THROUGHOUT THE PANDEMIC SHE
FOUND BALANCING WORK AND FAMILY
CONTINUES TO BE PRIMARILY ON
WOMEN SUCH THAT THE PANDEMIC HAS
HAD A MORE SEVERE EFFECT ON
WOMEN ONCOLOGISTS.
THE HASTINGS CENTER SELECTED HER
AS FELLOW FOR INFORMED
SCHOLARSHIP AND PUBLIC
UNDERSTANDING OF COMPLEX ETHICAL
ISSUES IN HEALTH CARE, SCIENCE
AND TECHNOLOGY.
SHE'S BEEN SUCCESSFUL IN A
PROFESSIONAL LARGELY DOMINATED
BY MEN.
THAT'S BECAUSE SHE'S
DEMONSTRATED EXCELLENCE IN
WHATEVER SHE CHOOSES TO PURSUE.
SHE RECEIVED THE RADCLIFFE
COLLEGE'S HIGHEST UNDERGRADUATE
HONOR AND THE HARVARD COLLEGE'S
FREUD PRIZE FOR HAVING GRADUATED
SUE MA -- SUMMA CUM LAUDE AND
ENROLLED AT THE UNIVERSITY OF
OXFORD TO EARN A MASTER'S IN
SCIENCE AND DOCTORATE OF
PHILOSOPHY IN SOCIAL STUDIES.
IT WOULD TAKE A DAY TO RECOGNIZE
HER ACHIEVEMENTS AND
RECOGNITIONS.
LET ME CLOSE WITH THREE
INTERESTING THINGS ABOUT HER
PAST.
ONE, SHE OBTAINED A PERFECT
STORE ON HER S.A.T.
TWO, SHE WAS BORN IN ENGLAND AND
THREE, FEATURED IN GLAMOUR
MAGAZINE HAVING BEEN SELECTED TO
BE THE TOP 10 COLLEGE WOMEN
WHERE SHE EARNED $1,000 OF
SCHOLARSHIP FOR WINNING THE
COMPETITION.
FRIENDS AND COLLEAGUES, PLEASE
WELCOME DR. RESHMA JAGSI.
>> THANK YOU, WHAT A GRACIOUS
INTRODUCTION.
I DON'T THINK I'VE EVER HAD SUCH
A NICE INTRODUCTION IN MY LIFE.
NOR DO I THINK I'VE EVER BEEN
INVITED TO SPEAK AT AN EVENT AS
SPECIAL AS THIS.
EARLY IN MY CAREER IN 2008 THE
NIH ISSUED THE REQUEST FOR
APPLICATIONS FOR RESEARCH ON
CAUSAL FACTORS AND INTERVENTIONS
TO PROMOTE AND SUPPORT THE
CAREERS OF WOMEN IN BEHAVIORAL
SCIENCE AND ENGINEERING I WAS
FORTUNATE TO BE THE P.I. OF THE
ONE OF THE 14 GRANTS DR. VIVIAN
W. PINN ENVISIONED TOGETHER WITH
HER SUCCESSOR DR. JANINE
CLAYTON.
TO HAVE THE OPPORTUNITY TO SPEAK
TO WHAT MY TEAM AND OTHERS DUE
TO THE SUPPORT AND VISION
DR. PINN BROUGHT TO THIS WORK IS
PERHAPS THE MOST SPECIAL THING
I'VE GOTTEN TO DO IN MY ENTIRE
CAREER.
THANK YOU FOR THE INCREDIBLE
OPPORTUNITY.
I'LL BEGIN BY REVIEWING SOME OF
WHAT WE KNEW ABOUT THE NATURE
AND CAUSES OF GENDER INEQUITY IN
MEDICINE AND EMPHASIZE IT'S NOT
DUE TO A SLOW PIPELINE OR NOT A
PIPELINE AT ALL BUT RATHER
REFLECT THE DIFFERENTIAL IMPACT
OF MYRIAD OF CHALLENGES
INCLUDING UNCONSCIOUS BIASES AND
EXPECTATIONS OF SOCIETY AND
DISCRIMINATION AND HARASSMENTS
AND PRACTICES KNOWN TO EXIST
EVEN BEFORE THE PANDEMIC BEFORE
TURNING TO SPEAK HOW COVID-19
HAS BOTH HIGHLIGHTED AND
AMPLIFIED CHALLENGES WHILE
PROVIDING AN DISRUPTIVE
OPPORTUNITY FOR CHANGE AND TALK
ABOUT EVIDENCE-BASED
INTERVENTION PROMOTE EQUITY
MOVING TOWARDS A NEW NORMAL.
WE ALL KNOW WOMEN ARE HALF THE
MEDICAL SCHOOL CLASS AND TITLE 9
STOPPED INSTITUTIONS OF MEDICAL
SCHOOLS FROM DISCRIMINATING
AGAINST WOMEN IN ADMISSIONS,
HIRING AND PROMOTION.
BUT ONE POINT THAT I THINK IS
HOW LONG WOMEN HAVE BEEN A
MINORITY OF THE CLASS.
IT'S BEEN OVER A QUARTER OF
CENTURY WOMEN HAVE BEEN 40% OF
THE MEDICAL SCHOOL CLASS AND
WHEN WE TALK AT THE MOST SENIOR
INFLUENTIAL POSITIONS IN
MEDICINE, 18% OF OUR DEANS AND
DEPARTMENT CHAIRS ARE WOMEN.
THAT EXTENDS TO POSITIONS OF
INFLUENCE AND AUTHORSHIP AND
EDITORIAL BOARD MEMBERSHIP OF
THE PROMINENT JOURNALS THAT ARE
THE PRIMARY FORM FOR SETTING THE
PRIVATES FOR RESEARCH IN OUR
FIELD.
MAYBE WE CAN WAIT THIS OUT AND
WE FOLLOWED COHORTS AND 15 WHO
GRADUATED MEDICAL SCHOOL FROM
1979 TO 1993 AND FOUND THE
PROPORTION OF WOMEN WHO REACHED
THE RANK OF ASSOCIATE PROFESSOR
WAS SIGNIFICANT LOWER THAN
EXPECTED IN ALL BUT TWO OF THE
COHORTS STUDIED AND EVEN WOMEN
WHO REACHED THE RANK OF
ASSOCIATE PROFESSOR WERE LESS
LIKELY TO BE FULL PREVENTIONS
AND THE DIFFERENCE BETWEEN
OBSERVED AND EXPECTED IN THAT
STUDY WAS FIVE STANDARD
DEVIATIONS.
YOU CAN CRIT THIGHS THAT FOR A
VARIETY OF REASONS AND ONE OF
WHICH IS 1979 TO 1993 WAS A LONG
TIME AGO.
THAT LED TO A NEED FOR FURTHER
RESEARCH AND WE CAN THANK
COLLEAGUES FOR UPDATING THE DATA
UNFORTUNATELY WHEN THEY EXTENDED
THE DATA OUT TO 2013 THEY FOUND
NO DIMINUTION OVER TIME AND IN
FACT THE SEX DIFFERENCES IN
PROMOTIONS AND APPOINTMENTS WERE
NOT SMALLER IN THE LATER COHORTS
THAN THE EARLIER COHORTS
STUDIED.
ANOTHER CRITICISM THAT CAN BE
LEVIED AGAINST THIS TYPE OF
STUDY THAT LOOKS AT EVERYONE IN
ACADEMIC MEDICINE IS PERHAPS
IT'S APPLES TO ORANGES
COMPARISON.
IF WOMEN AS WE KNOW THEY ARE,
OVER REPRESENTED ON CLINICIAN
EDUCATOR PATHWAYS AND UNDER
REPRESENTED IN TENURE TRACKS,
PERHAPS WHAT THIS REFLECTED IS A
TENDENCY OF ACADEMIC MEDICINE TO
VALUE SCHOLARLY RESEARCH AND
DISCOVERY MORE THAN IT VALUES
CONTRIBUTIONS TO CLINICAL CARE.
WE CAN QUESTION THAT TALKING
ACADEMIC MEDICINE AND INDEED
SHOULD BE VALUING ALL THOSE
ACTIVITIES AS DR. CLAYTON HAS
POINTED OUT.
THE POLICY IMPLICATIONS IF THIS
WERE SIMPLY THE OUTCOME OF
DIFFERENCES IN THE TRACTSES OR
PURSUITS OF MEN AND WOMEN IN
MEDICINE WOULD BE DIFFERENT THAN
THE POLICY IMPLICATIONS IF WE
HAD EVIDENCE THAT SIMILARLY
SITUATED AND MOTIVATED MEN AND
WOMEN WERE HAVING DIFFERENTIAL
OUTCOMES IN THEIR BIOMEDICAL
RESEARCH CAREERS.
THAT WHAT LED ME TO STUDY AN
INFORMATIVE COHORT AND STUDY
NIH'S OWN K AWARDEE PROGRAM.
WE LOOKED SPECIFICALLY AT K08
AND K28 AWARDEES BECAUSE THEY
WERE AN ELITE GROUP THROUGH A
COMPETITIVE PROCESS WHERE THEY
WERE GRANTED SUBSTANTIAL
RESOURCES BY SOCIETY TO PROTECT
FROM RESEARCH TO REACH THE
ARTICULATED GOAL OF DEVELOPING
AS INDEPENDENT INVESTIGATORS AND
THEY WERE MOTIVATED TO DO THIS
BECAUSE THEY SUCCEEDED IN
GETTING THESE PRESTIGIOUS CAREER
DEVELOPMENT AWARDS.
AND YET WHAT WE FOUND WAS THAT
WOMEN WERE LESS LIKELY THAN MEN
TO ACHIEVE THEIR FIRST RO1
GRANTS AND IN FACT THE GENDER
WAS AN INDEPENDENTLY SIGNIFICANT
PREDICTOR OF R01 ATTAINMENT AND
CONTROLLED FOR ALL WE COULD IN
THE PUBLICLY AVAILABLE DATA IN
THE SYSTEM INCLUDING THE K AWARD
TYPE BECAUSE WE KNOW K08s ARE
BASIC SCIENTISTS AND K28s WERE
RESEARCHERS AN WOMEN WERE THE
MORE RECENT K AWARDEE CLASSES
AND WE CONTROLLED FOR FUNDING
INSTITUTE, PREDICTING WOMEN
WOULD BE MORE LIKELY TO APPLY TO
LESS FUNDED INSTITUTES LIKE
CHILD HEALTH AND MENTAL HEALTH
AND MEN AWARDED FOR OTHER
INSTITUTIONS AND CONTROLLED FOR
INSTITUTION BECAUSE WOMEN WERE
OVER REPRESENTED AT THE
INSTITUTIONS THAT HAD THE LOWEST
LEVELS OVERALL OF EXTRAMURAL
FUNDING.
PERHAPS THEY DIDN'T HAVE THE
ENVIRONMENT IN PLACE OR ACCESS
TO OTHER GRANT APPLICATIONS AND
ON ANALYSIS THOSE CURVES
SEPARATE BUT THE DIFFERENCE IS
BETWEEN MEN AND WOMEN.
MY RESEARCH MAY HAVE STOPPED IN
THIS REGARD BECAUSE THIS WAS
EARLY IN MY CAREER AND I WAS
TOLD BY MY OWN DEPARTMENT CHAIR
WHO'S BEEN VERY SUPPORTIVE AND
GAVE ME THE PILOT FUNDS
NECESSARY IN MY START UP PACKAGE
BUT IT'S A VALUABLE HOBBY AND
YET WHERE WAS THE FUNDING TO
SUPPORT RESEARCH LIKE THIS?
I REALLY NEEDED TO FOCUS ON MY
BREAST CANCER RESEARCH CAREER.
AS I WAS DOING THE WORK THE CALL
FOR PROPOSALS CAME OUT FROM THE
NIH AND FROM THE ROBERT WOOD
JOHNSON FOUNDATION WHICH I USED
TO GATHER PILOT DATA TO INFORM
WORK FROM THE RO1 AND NIH.
WE SURVEYED K AWARDEES AND GOT
OVER 70% RESPONSE RATE WHERE WE
CAN USE BIGGER INCENTIVES TO
CATCH PEOPLE'S EYES.
WE ASKED ABOUT PERSONAL LIVES
AND PRODUCTIVITY AND DIFFERENCES
IN COMPENSATION BETWEEN MEN AND
WOMEN WHO WERE PHYSICIANS HAD
BEEN TROTTED OUT ADDS POSSIBLE
EXPLANATIONS AND EVEN
JUSTIFICATIONS FOR WELL-KNOWN
GENDER DIFFERENCES IN
COMPENSATION.
WHAT WE WERE ABLE TO SHOW IS
THAT EVEN AFTER CONTROLLING FOR
ALL OF THOSE FACTORS ON THE
LEFT-HAND SIDE OF THE SCREEN,
WOMEN WHO WERE K AWARDEES WERE
EARNING LESS THAN THEIR MALE
COUNTERPARTS.
IT WAS EXPLAINED LARGELY ABOUT
HALF OF DIFFERENCE THE $30,000
WAS CUT IN HALF BY CONTROLLING
FOR SPECIALTY ALONE AND
CONTROLLING FOR EVERYTHING ELSE
THERE, ALL THOSE PERSONAL AND
PROFESSIONAL CHARACTERISTICS,
THAT DIDN'T EXPLAIN AWAY THE PAY
GAP.
AND SO IT LET US TO REFLECT ON
WHAT MIGHT BE DRIVING THOSE
DIFFERENCES.
WHEN WE TALK ABOUT
SPECIALIZATION IT'S OFTEN VIEWED
AS A CHOICE.
IN FACT WOMEN MAY BE ENCOURAGED
TO CHOOSE SPECIALTIES AND THEY
MAY PAY LESS BECAUSE THERE'S
LESS VALUED FEMININE BEHAVIORS
AND OUR SYSTEM VALUES
INTERVENTION AND THE SAME
BEHAVIORS WE IMPLICATE IN LITTLE
BOYS THAT PERHAPS EXPLAINS WHY
MEN ARE DISPROPORTIONATELY
REPRESENTED THEI IN SCHOLARLY
TRACKS AND WOMEN ON CLINICIAN
EDUCATOR TRACKS BECAUSE WE
INCULCATE WOMEN AND LITTLE GIRLS
AND INCULCATE CARE-TAKING
BEHAVIORS.
WHAT THAT LEADS TO IS A TENDENCY
FOR WOMEN TO BE BETTER
REPRESENTED IN THE PRIMARY CARE
SPECIALTIES WHERE THEY SPEND
MANY HOURS OVER THE COURSE OF
DECADES CONVINCING PATIENTS NOT
TO SPOKE OR TO QUIT SPOKING AND
TO ADHERE TO THAT AND THEY SAVE
THOSE PATIENT'S LIVES FROM LUNG
CANCER AND HEART DISEASE AND THE
HORRIBLE THINGS THAT SMOKING
DOES TO HUMAN LEATH.
-- HEALTH.
YET, INDIVIDUALS WHO ARE
SURGEONS RADIATION ONCOLOGISTS
LIKE ME ARE REIMBURSED EXTREMELY
WELL IN OUR SYSTEM.
IN FACT BETTER THAN THE PRIMARY
CARE PHYSICIANS FOR CONFORMLY
TREATING THE LUNG TUMOR THAT
MIGHT DEVELOP.
WHETHER OR NOT OR NOT WE CURE
THE LUNG TUMOR OR SAVE THE
PATIENT'S LIFE.
AND DIFFERENCES IN PRODUCTIVITY
IN HOURS AND CHANGING
INSTITUTIONS BETWEEN MEN AND
WOMEN.
WE LEARNED OVER HALF THE MEN IN
OUR K AWARDEES HAD PART-TIME AND
90% OF THE WOMEN HAD FULL-TIME
SPOUSES.
IT'S IMPORTANT FOR US TO
CONSIDER THE CONSTRAINTS OF THE
GENDER CONSTRUCTION IN SOCIETY
BECAUSE OUR SOCIETY CONTINUES TO
EXPECT WOMEN TO PARTNER WITH MEN
AND PLEASE HEAR ME I DID NOT SAY
I THINK WOMEN SHOULD PARTNER
WITH MEN, WOMEN ARE EXPECTED TO
PARTNER WITH MEN WHO ARE AT OR
ABOVE THEIR AGE AND AT OR ABOVE
THEIR EDUCATIONAL STATUS MEANING
IN TWO PHYSICIAN COUPLES, WOMEN
ARE OFTEN THE TRAILING SPOUSE.
THERE'S ALSO DIFFERENCES IN RANK
AND LEADERSHIP POSITIONS THAT
ARE SOMETIMES USED TO JUSTIFY
DIFFERENCES IN COMPENSATION AND
IF YOU JUSTIFY A DIFFERENCE IN
COMPENSATION IN RANK OR
LEADERSHIP THE PROCESSES ARE
UNBIASSED OTHERWISE THERE'S A
DOUBLE WHAMMY FOR THE WOMEN WHO
DOESN'T INTEREST THE PROMOTION
AND LEADERSHIP POSITION AND PAID
LESS AND JUSTIFIED BY SAYING
SHE'S NOT IN THAT INFLUENTIAL
POSITION.POSITION AND PAID LESS
JUSTIFIED BY SAYING SHE'S NOT IN
THAT INFLUENTIAL POSITION.AND LD
LESS AND JUSTIFIED BY SAYING
SHE'S NOT IN THAT INFLUENTIAL
POSITION.LEADERSHIP POSITION AN
LESS AND JUSTIFIED BY SAYING
SHE'S NOT IN THAT INFLUENTIAL
POSITION.
THERE WAS AN UNEXPLAINED GENER
DIFFERENCE AFTER CONTROLLING FOR
THE FACTORS AND MORE.
WHAT ELSE MIGHT HAVE BEEN GOING
ON THE MOTHERS WERE SACRIFICING
PAY FOR FLEXIBILITY AND FATHERS
WERE TRYING TO EARN MORE TO
SUPPORT THEIR FAMILIES BUT IT'S
IMPORTANT TO NOTE THESE WERE
FORMER K AWARDEES AND HAD A
RELATIVELY HOMOGENEOUS JOB TYPE
WHERE THEY'RE TIME WAS SPENT ON
SCHOLARLY RESEARCH.
THESE ARE NOT THE INDIVIDUALS
PRIMARILY TAKING INFLEXIBLE
SHIFTS AND LATE-NIGHT WORK HOURS
AND OVERNIGHT CALL SHIFTS.
THESE WERE SCHOLARS AND THERE
WAS NO INTERACTION BETWEEN
GENDER AND PARENTAL STATUS AND
EVEN WITHOUT WOMEN IN OUR
CHILDREN HAD LOWER PAY THAN MEN.
IT'S POSSIBLE THERE WERE GENDER
DIFFERENCES IN NEGOTIATION
BEHAVIORS.
MANY HAVE READ A LANDMARK BOOK
REVIEWING THE AND SHOWING WOMEN
DO NOT NEGOTIATE IN THE SAME WAY
AS MEN AND THAT MAY BE ADAPTIVE
BECAUSE WHEN THEY DO,
DEMONSTRATE THE EXACT SAME
BEHAVIORS AS MEN AND COULD BE
PENALIZED WHEN DOING SO.
THIS IS IMPORTANT BECAUSE THIS
IS NOT JUST ABOUT PAY, THIS IS
ABOUT NEGOTIATION.
NEGOTIATION IS ALL AROUND US AND
THIS IS ABOUT ENSURING ACCESS TO
THE RESOURCES THAT ARE NECESSARY
FOR WOMEN'S SUCCESS.
DIFFERENCES HAVE BEEN SHOWN BY
OTHERS IN FOR EXAMPLE THE SIZE
OF START-UP PACKAGES GRANTED TO
WOMEN VERSUS MEN.
THERE ARE ALSO DIFFERENCES IN
EMPLOYER'S BEHAVIOR TOWARDS MEN
AND WOMEN AND EMPLOYERS ARE
MAKING INFERENCES BASED ON GROUP
CHARACTERISTICS RATHER THAN
INDIVIDUAL CHARACTERISTS WHEN
THEY SET SALARIES AND THE
CONCEPT OF THE FAMILY WAGE
WHEREBY MANY PEOPLE ENVION A
SINGLE MALE BREAD WINNER WHO'S
BRINGING HOME A COMPENSATION
THAT HAS TO SUPPORT AN ENTIRE
FAMILY THOUGH THAT IS NOT THE
CIRCUMSTANCE MANY MEN INHABIT
NOW EITHER.
BUT ONE OF THE KEY CHALLENGES
HERE IS UNCONSCIOUS BIAS.
THAT REFLECTS THE DEEPLY EN
GRAINED NOTIONS WE ALL HOLD,
MEN, WOMEN, ALL GENDERS.
AND THE NATIONAL ACADEMIES HAS
REVIEWED THE IMPRESSIVE BODY OF
CONTROLLED EXPERIMENTAL STUDIES
AND EXAMINATION OF DECISION
MAKING PROCESS ON THE AVERAGE
PEOPLE ARE LESS LIKELY TO HIRE A
WOMAN THAN A MAN WITH IDENTICAL
ACCOMPLISHMENTS AND WHEN
INFORMATION IS SCARCE GIVE THE
BENEFIT OF THE DOUBT TO A MAN
THAN WOMEN AND THE CLASSIC
DESIGN IS A RANDOMIZED CD STUDY.
ACADEMIC PSYCHOLOGISTS ASKED
THEIR COLLEAGUES IN ACADEMIC
COLLEAGUES WOULD YOU REVIEW THE
SHAM IT'S NOT A REAL PERSON'S
C.V. WOULD THIS PERSON BE HIRED
AND GIVE A RATING OF THEIR
SCHOLARSHIP AND RATING.
THEY SAID HALF THE PEOPLE C.V.s
EACH SUBJECT GOT ONE C.V. AND
WERE ASKED TO RATE THAT C.V. AND
THEY WERE NOT TOLD WHAT THE
HYPOTHESIS WAS.
THEY THOUGHT IT WAS TO SEE WHAT
DIFFERENT INSTITUTIONS VALUED IN
HIRING AND NOT ONLY WAS RYAN
MILLER WAS MORE LIKELY THAN
KAREN MILLER TO BE HIRED ON THE
BASIS OF THE EXACT SAME C.V. BUT
BRIAN MILLER GOT HIGHER
OBJECTIVE MERIT SCORES FOR HIS
SCHOLARSHIP AND TEACHING.
THAT'S BEEN REPLICATED IN THE
STUDY OF ACADEMIC MEDICINE IN
THE STUDY OF HIRING OF MANGERS
AND IN THE SINGLE MOST
DISAPPOINTING STUDY I HAVE EVER
READ INDEED EMILY AND GREG ARE
MORE EMPLOYABLE THAN JAMISHA AND
JAMAL AND REQUIRED NINE FEWER
YEARS OF EXPERIENCE THAN JAMMISH
AR AND JAMAL.
THIS IS SOMETHING WE KNEW BEFORE
THE OUTBREAK OF THE PANDEMIC AND
THAT IS THE IMPORTANT CONCEPT OF
INTERSECTIONALITY.
IT'S IMPORTANT TO PAUSE HERE
BECAUSE UP TO NOW I'VE BEEN
SPEAKING ABOUT GENDER AS IF IT'S
BINARY, WHICH WE ALL KNOW IT'S
NOT AND AS THOUGH IT'S THE ONLY
THING THAT MATTERS WHICH WE ALSO
KNOW IT'S NOT.
AND KIMBERLY CRENSHAW
HIGHLIGHTED THE IMPORTANCE OF
RECOGNIZING THAT WE CANNOT
UNDERSTAND THE UNIQUE LIVED OF
EXPERIENCES OF INDIVIDUALS WHO
INHABIT MULTIPLE INTERSECTING
MARGINALIZED IDENTITIES BY
ADDING UP THE SEXISM TO THE
EXPERIENCES OF RACISM.
THERE'S A COMPOUNDING OF THOSE
EXPERIENCES THAT REQUIRES AN
SECTIONAL LENS TO UNDERSTAND
CAUSAL FACTORS AND MECHANISMS
LEADING TO DISPARATE OUTCOMES
AND TARGET THE INTERVENTIONS TO
ADDRESS THEM.
THERE'S BEEN A SERIES OF REPORTS
THREE OF WHICH REFLECTING
PRE-PANDEMIC AND WHAT WE KNEW
BEFORE RETURNING TO THE
WONDERFUL DISRUPTIVE OPPORTUNITY
THE PANDEMIC HAS DELIVERED TO US
AND I SAY THIS WITH IRONY
BECAUSE THE WONDERFUL DISRUPTING
OPPORTUNITY IS CHALLENGING BUT
THE HIGHLIGHTING BIT IS
VALUABLE.
SO ONE OTHER ISSUE WE KNEW ABOUT
WELL BEFORE THE PANDEMIC IS THAT
WE'RE NOT PLAYING ON A LEVEL
PLAYING FIELD AND SEEMINGLY
GENDER NEUTRAL FORMS AND
POLICIES CAN PLAY OUT THROUGH
DIFFERENTIAL POLICIES FOR LEAVE,
FOR MEDICAL, FOR EXAMPLE, IT'S
KNOWN THAT THE AMERICAN ACADEMY
OF PEDIATRICS ADVOCATES AT THE
NATIONAL LEVEL FOR POLICIES THAT
PROVIDE 12 WEEKS OF PAID
PARENTAL LEAVE FOR ALL GENDERS
BECAUSE IT'S BEST FOR THE HEALTH
OF PARENTS AND CHILDREN.
IT'S BEST FOR THE HEALTH OF OUR
SOCIETY AND YET WITHIN ACADEMIC
MEDICINE UNTIL JUST THIS PAST
YEAR.
WE HAD A LITTLE CARVE OUT FOR
OUR FUTURE COLLEAGUES WHEREBY
OUR TRAINING PROGRAMS REALLY
MADE IT IMPOSSIBLE FOR OUR
TRAINEES TO TAKE MEANINGFUL
AMOUNTS OF FAMILY AND MEDICAL
LEAVE AND THAT HAS REALLY
CHANGED DRAMATICALLY WITH STEPS
BY THE AMERICAN BOARD OF MEDICAL
SPECIALTIES AND THE
ACCREDITATION COUNCIL FOR
GRADUATE EDUCATION TO CHANGE
MEANINGFULLY AND INTENTIONALLY
THOSE NORMS AND POLICIES.
THERE ARE DIFFERENTIAL
EXPECTATIONS REGARDING WORK
HOURS WHEREBY SOMETIMES WE CAN
BE IN MEETINGS EARLY IN THE
MORNING OR LATE IN THE EVENING
BECAUSE WE WANT TO AVOID
OPERATING ROOM SCHEDULES TO BE
MORE INCLUSIVE AND DOING SO IN
ACADEMIC MEDICINE TREMENDOUSLY
DISADVANTAGES THOSE INDIVIDUALS
WHO BEAR THE DISPROPORTIONATELY
BURDEN OF PROVIDING FAMILY CARE
GIVING AND LIMITS ON GRANT
ELIGIBILITY THE INFLEXIBLE
POLICIES CAN AMPLIFY MECHANISMS
SUCH AS THE FORCED COLLISION OF
THE INEQUITIES OF GENDER IN
LABOR.
I WANT TO SHOW A SLIDE FROM THE
RO1 FUNDED, MY FIRST RO1 FUNDED
BASED ON THE CAUSAL FACTORS AND
INTERVENTIONS GRANT.
I THINK MY SINGLE FAVORITE STUDY
EVER.
WE LOOKED AT HOW PEOPLE WERE
SPENDING THEIR TIME AND THIS IS
BACK IN AWARDEES AND THESE ARE
GENERATIONS AND PEOPLE AROUND MY
OWN AGE AND WE ASKED HOW THEY
WERE SPENDING THEIR TIME AND THE
LAST BAR LOOKS MOST DIFFERENT
AND THAT'S PARENTING AND
DOMESTIC TASKS.
IN FACT EVEN AFTER EMPLOYMENT
FACTORS AND THESE K AWARDEES
HAVE DIFFERENT FAMILY
CIRCUMSTANCES WE SAW WOMEN SPEND
EIGHT AND A HALF HOUR A WEEK FOR
FAMILY RESPONSIBILITY AND IF YOU
LOOK AT THE ACTIVITY IN THE
WORKPLACE BEING SQUEEZED OUT WAS
IN FACT RESEARCH TIME.
WHAT WAS THE MOST COMPELLING
STATISTIC WAS WE ASKED A
QUESTION WHAT YOU DID IF YOU'RE
USUAL CHILD CARE WAS DISRUPTED
AND I DIDN'T EXPECT NOT HAVING A
DAY OF INSTRUCTION WHICH IS WHAT
HAPPENED IN MY TOWN BUT WE WERE
THINKING OF SNOW DAYS OR THE
KIDS BEING TOO SICK TO GO TO
DAYCARE AND WE ASKED THE
CLINICIAN RESEARCHERS WHAT DO
YOU DO THE OPTIONS WERE I MOSTLY
DEAL WITH IT OR PARTNER OR SPLIT
IT EQUALLY OR TURN TO SOMEONE
ELSE AND 43% OF THE WOMEN TOLD
US THEY DEALT WITH IT
THEMSELVES.
WE'VE SEEN THAT PLAY OUT SO MUCH
MORE DURING THE PANDEMIC AND WE
LEARNED WITH THE LONGITUDINAL
SURVEY DEMAND THIS HAS IMPACT.
BECAUSE IT WAS AN RO1 WE STUDIED
THE INDIVIDUALS SEQUENTIALLY AND
UNDERSTAND FOR THE FIRST TIME
WHY THERE WERE GENDER
DIFFERENCES IN BURNOUT.
LOTS OF STUDIES HAVE SHOWN
PHYSICIANS HAVE INCREDIBLY HIGH
RATES OF BURNOUT AND THE RATES
DEPEND ON WHERE YOU DRAW YOUR
BINARY CUT OFF AND WHAT TOOL YOU
USE BUT WOMEN ARE ALMOST ALWAYS
MORE LIKELY THAN MEN TO BE
BURNED OUT AND EVERYONE IS TOO
LIKELY TO BE BURNED OUT AND THIS
PREDICTED FOR BURNOUT LATER ON
IN THEIR CAREERS AND WHAT WE
FOUND WAS THE GENDER DIFFERENCE
IN BURNOUT WAS EXPLAINED
ENTIRELY BY TWO THINGS.
ONE WERE THE TIME PRESSURES I
JUST DISCUSSED AND THE OTHER
WERE PERCEPTIONS OF WORK
CLIMATE.
THIS IS THE NOW FAMOUS METAPHOR
OF THE ICEBERG OF SEXUAL
HARASSMENT BY A COLLEAGUE AND IT
WAS DISSEMINATED MORE BROADLY IN
A NATIONAL ACADEMIES REPORT AND
EMPHASIZES THOUGH WE HAVE A
TENDENCY TO FOCUS ON THE TIP OF
THE ICEBERG IN HARASSMENT, THREE
DECADES OF RESEARCH DEMONSTRATED
THE MOST COMMON FORM OF GENDER
HARASSMENT ARE HARASSMENT IN
SEXISM REMARKS AND CRUDE
BEHAVIORS THAT HAVE OUTCOMES ON
THE PHYSICAL WELL BEING AND
MENTAL AND PROFESSIONAL WELL
BEING OF OUR WORKFORCE AND WE
ASKED A QUESTION THAT HAD LAST
BEEN ASKED IN 1995 OF A
CROSS-SECTIONAL COHORT OF
COLLEAGUE AND IF YOU EXPERIENCED
UNWANTED SEXUAL ADVANCEMENT OR
ATTENTION AND WE WERE LOOKING
FOR GOOD NEWS.
THE PROPORTION OF WOMEN WHO
EXPERIENCED THAT WAS 52% AND WE
THOUGHT THAT WILL BE LOWER NOW
AND SOMETHING TO POINT TO TO
SHOW WE CAN MAKE DIFFICULT
CHANGE.
WHAT WE FOUND WAS SOBERING.
THIS WAS A 2014 SURVEY PUBLISHED
IN MAY OF 2016 AND THINK OF
WHERE WE WERE IN OUR HISTORICAL
EVOLUTION.
THIS WAS BEFORE THE ACCESS
HOLLYWOOD TAPES AND BEFORE THE
2016 PRESIDENTIAL AELECTION --
ELECTION CAMPAIGN AND BEFORE THE
ME TOO MOVEMENT AND THIS IS A
FLOOR NOT A CEILING ON THE
ESTIMATION.
WE HAD AN OVER 70% RESPONSE RATE
AND NOT PEOPLE WHO DECIDED TO
ANSWER SEXUAL HARASSMENT
QUESTIONS AND IT WAS A 12-PAGE
QUESTIONNAIRE AND FOCUSSED ONLY
ON ONE ITEM, SUPERIORS AND
COLLEAGUES.
WE ALL KNOW PATIENTS AND
FAMILIES CAN BE PERPETRATORS OF
HARASSMENT AND KNOW IF YOU ASK A
GOLD STANDARD VALIDATED
INSTRUMENT WITH 20 BEHAVIORS
THAT CONSTITUTE THE ICEBERG THE
RATES GO UP.
AND THESE WERE EXPERIENCES THAT
WERE NOT WITHOUT CONSEQUENCE AND
OVER HALF SAID THESE EXPERIENCES
NEGATIVELY AFFECTED THEIR CAREER
ADVANCEMENT.
WE HAVE TO ADDRESS THE
STRIKINGLY HIGH RATES OF
HARASSMENT IN STEMM FIELD AND
ESPECIALLY MEDICINE WHICH WAS
220% MORE LIKELY THAN NON-STEMM
FEEDS AND MORE LIKELY THAN ANY
OTHER STEMM FIELD TO HAVE
EXPERIENCES OF SEXUAL
HARASSMENT.
SO WE NEED DATA TO GATHER OUR
UNDERSTANDING OF WOMEN WHO
INHABIT THE MULTIPLE
MARGINALIZED IDENTITY.
WE NEED TO GATHER DATA TO INFORM
LOCAL INTERVENTIONS BECAUSE IT
ALWAYS ASTONISHES ME HOW PEOPLE
CAN'T BELIEVE THIS INFORMATION
UNLESS THEY SEE IT APPLIES TO
THEIR OWN SUBSPECIALTY OR
INSTITUTION.
WE HAVE DO THIS WORK AND IT ALSO
HELPS TO DEMONSTRATE OUR
COMMITMENT TO MAKING THESE
BEHAVIORS UNACCEPTABLE BECAUSE
IF AN ACADEMIC INSTITUTION ASKS
ABOUT THE 20 BEHAVIORS THAT
CONSTITUTE THE ICEBERG OF SEXUAL
HARASSMENT AND WANT TO MEASURE
IT AND SEE THE RATE GOES DOWN,
IT HELPS TO DEMONSTRATE THAT
INSTITUTION DOESN'T TOLERATE
HARASSMENT.
IN FACT WE SEE THE LOWEST RATES
OF SEXUAL HARASSMENT OCCUR WHEN
THERE'S A LOW PERCEPTION THE
ORGANIZATION AS A WHOLE
TOLERATES HARASSMENT AND HAVE TO
FACILITATE REPORTING AND OFFER
CHOICES OF REPORTING SYSTEMS
FORMAL AND INFORMAL WITH A
DIVERSITY OF COMPLAINT HANDLING
AND REPORTING OF HARASSMENT IS
EXTREMELY UNCOMMON.
THAT'S BECAUSE THE INDIVIDUALS
HARRIED WANT TO MAINTAIN THEIR
IDENTITIES AS SCHOLARS.
THEY DON'T WANT THINGS TO BE
DISTRACTING.
THEY'VE SPENT THEIR ENTIRE LIVES
BUILDING UP THEIR CAREERS AN
DON'T WANT TO BE STIGMATIZED OR
MARGINALIZED AND FACE
RETALIATION AND WE ARE
INTERVENING TOO LATE.
WHAT WE NEED IS TO INTERVENE UP
STREAM, CLARIFY POLICIES BECAUSE
THE LOWEST RATES OF SEXUAL
HARASSMENTS OCCUR WHERE THOSE
DEVELOP AND DISSEMINATE AND
ENFORCE POLICIES AND WE HAVE TO
ADDRESS THE HARASSMENT THAT
OCCURS PERPETRATED BY PATIENTS
AND THEIR FAMILIES.
BECAUSE EVEN THOUGH THEY'RE PART
OF THE BROADER SOCIETY AND BRING
THOSE BEHAVIORS INTO OUR WALLS,
THERE'S ACADEMIC MEDICAL CENTERS
AND THE MAYO CLINIC AND
UNIVERSITIES THAT HAVE DOCUMENTS
TO SHAPE PATIENTS BEHAVIOR NOT
ONLY WHILE IN OUR INSTITUTIONS
BUT PERHAPS EVEN WHEN THEY LEAVE
AND AFFECT SOCIETY.
WE HAVE AN ETHICAL IMPERATIVE
AND MUST STAND UP AGAINST GENDER
BUY BIAS AND HARASSMENT.
WE HAVE A DUTY-BASED REASON
BECAUSE ALL HUMAN BEINGS HAVE A
FUNDAMENTAL DIGNITY THAT MERITS
RESPECT AND DEMONSTRATE THAT WE
MUST DO THIS IN ORDER TO ACHIEVE
THE MISSION WE SEEK TO SERVE IN
AM ACADEMIC MEDICINE BECAUSE WE
NEED TO EDUCATE THE NEXT
GENERATION AND 50% OF THE TALENT
POOL ARE FEMALE TO BE THE NEXT
GENERATION OF INDIVIDUALS DOING
THIS WORK.
WE KNOW DIVERSITY PROMOTES THE
SCHOLARLY MISSION BECAUSE WHEN
YOU BRING PEOPLE TOGETHER WITH
VASTLY DIFFERENT EXPERIENCES AND
BACKGROUND AND LET THEM INTERACT
THEY USE MORE RIGOROUS METHODS
AND ASK DIFFERENT QUESTIONS AND
ARE MORE ABLE TO SOLVE COMPLEX
PROBLEMS.
WE ALSO KNOW THIS EXTENDS INTO
THE CLINICAL MISSION WHEREBY WE
KNOW THERE IS A TREMENDOUS
IMPACT OF HAVING A CLINIC
WORKFORCE TO REFLECT THE
POPULATION SERVED FOR ENSURING
THE CHALLENGES THAT ARE FACED BY
DIFFERENT POPULATIONS ARE
ACTUALLY GIVEN EQUAL ATTENTION
AND ADDRESSED APPROPRIATELY.
SO WE MUST REFLECT ON HOW WE
ADDRESS THE BI-DIRECTIONAL
MECHANISMS.
UP TO NOW I'VE TALKED ABOUT
THINGS THAT WE LEARNED BEFORE
THE PANDEMIC WERE CONTRIBUTING
TO GENDER INEQUITY IN THE MOST
SENIOR POSITIONS OF INFLUENCE
AND AUTHORITY IN THE FIELD.
AND YET WHAT WE ALSO KNEW BEFORE
THE PANDEMIC WAS THAT GENDER
INEQUITY IS IN FACT THE
ENVIRONMENT WITHIN WHICH THE
OTHER BEHAVIORS THRIVE.
WHAT WE MUST DO IS REFLECT ON
WHY THE ICEBERG FORMS IN THE
FIRST PLACE.
THIS IS ANOTHER COMPLEX ECO
SYSTEM LIKE THE ONE THAT
DR. CLAYTON HAS BROUGHT UP.
WE NEED TO UNDERSTAND THOSE
FACTORS IN THE WATER THAT ARE
DRIVING THE DEVELOPMENT OF THAT
ICEBERG AND THEN WE MUST JUST AS
WE ADDRESSED PROBLEMS IN MY
CAREER, I ADDRESSED CANCER,
THOSE ARE COMPLEX PROBLEMS.
YOU CAN'T JUST ATTACK ONE DRIVER
AND EXPECT TO BE DONE.
WE HAVE TO ADDRESS ALL OF THESE
MECHANISMS.
HOW DO WE DO THAT?
WE FIX SYSTEMS NOT INDIVIDUALS
AND NEED PROMOTIONS AT THE
INSTITUTIONAL LEVEL AND
MENTORSHIP AND SPONSORSHIP
PROGRAMS AND THERE WAS A
BRILLI
BRILLIANT RO1 AND NOT ALL
IMPLICIT BIAS TRAINING THAT'S
EFFECTIVE.
AND THERE'S CULTURE
TRANSFORMATION INITIATIVES LIKE
THE ONE LED BY THE UNIVERSITY OF
PENNSYLVANIA FUNDED BY THE
CAUSAL FACTORS GRANT WE NEED TO
PROMOTE WORK LIFE INTERVENTIONS
AND DISTINGUISHED SCHOLAR AWARDS
THAT FOCUS ON INDIVIDUALS WHO
HAVE PROFOUND FAMILY CARE GIVING
DEMANDS.
WE NEED TO ENSURE THERE'S ONSITE
CHILDCARE AND ABILITY TO USE THE
FUNDS MANY NIH AND OTHERS
ALREADY PERMIT THIS AND TIME
BANKING FOR THE UNRECOGNIZED
SERVICE THAT OFTEN SERVES AS A
MINORITY TAX.
SO NIH ITSELF HAS BEEN HAS BEEN
A LEADER IN DEVELOPING THESE
KINDS OF INTERVENTIONS.
YOU ALREADY HEARD ABOUT THE
SUPPLEMENTS AVAILABLE TO SUPPORT
THE RETENTION OF BIOMEDICAL
SCIENTISTS AT TWO KNOWN CRITICAL
TRANSITION PERIODS.
AND YOU'RE WELL AWARE IN THIS
AUDIENCE OF THE VAST ARRAY OF
NIH INITIATIVES THAT EXIST AND
WE'LL HAVE A CHANCE TO DISCUSS
IN THE PANEL DISCUSSION BUT YOU
CAN SEE IT BEGINS THERE IN THE
TOP LEFT CORNER WITH CAUSAL
FACTORS AND INTERVENTIONS
RESEARCH BUT IT INVOLVES SO MUCH
MORE THAT NIH HAS BEEN A LEADER
IN DEVELOPING.
SO I THINK IT'S CRITICALLY
IMPORTANT TO RECOGNIZE THAT MUCH
OF THAT WAS IN PLACE EVEN BEFORE
THE COVID-19 PANDEMIC.
WE KNEW HOW TO DO A LOT OF THIS.
THIS WAS PUBLISHED AFTER THE
COVID-19 PANDEMIC BUT A LOT OF
THINGS DETAILED HERE EXISTED
BEFORE THE PANDEMIC.
AND THEN THE PANDEMIC
HIGHLIGHTED THE NEED FOR MANY OF
THOSE INTERVENTIONS.
NOW, IT DIDN'T JUST HIGHLIGHT
THE NEED, IT ALSO AMPLIFIED THE
NEED BECAUSE IT NEGATIVELY
AFFECTED THE PRODUCTIVITY IN
WOMEN IN STEMM AND WOMEN
REPORTED DECREASED WORK
EFFECTIVENESS WITH HOURS AND
DECREASED PRODUCTIVITY AND
DIFFICULTY INTERACTING WITH
COLLEAGUES AND STUDENTS AND THIS
ALSO HAD AN IMPACT ON
AUTHORSHIP.
WE DID AN EARLY STUDY LOOKING AT
THE EARLY IMPACT ON AUTHORSHIP
AND UNFORTUNATELY RECENTLY
PUBLISHED THIS WAS IN FACT A
REAL IMPACT THAT FURTHER WIDENED
THE PRE-EXISTING GENDER GAP IN
PUBLISHING RATES.
THERE WAS A BLURRING OF
BOUNDARIES AND IN FACT SPATIAL
TEMPORAL AND TECHNOLOGICAL
BOUNDARIES WERE BLURRED AND THE
RESPONDENTS TO THE SURVEY LED BY
DR. COSIC AND COLLEAGUES AS PART
OF THE NATIONAL ACADEMIES REPORT
DEMONSTRATE INDIVIDUALS WERE
MORE DESPERATE FOR SYSTEMIC
SOLUTIONS.
AND PHYSICIAN MOTHERS IN
PARTICULAR SCORED OFF THE CHARTS
FOR CLINICALLY SIGNIFICANT
ANXIETY DURING THE PANDEMIC AND
WE CAN ALL UNDERSTAND WHY.
THERE'S DISRUPTIVE OPPORTUNITIES
TO LEARN FROM THE EXPERIENCE OF
THE PANDEMIC.
THE ADMINISTRATION OF MANY
CONFERENCES AND VIRTUAL
PLATFORMS REALIZED SOME THINGS
THAT WERE IMPOSSIBLE BEFORE THE
OUTBREAK OF THE PANDEMIC SEEMED
TO WORK OUT REASONABLY WELL AND
WE HAVE TO RECOGNIZE THAT IT'S A
DOUBLE-EDGED SWORD.
NOT EVERYONE HAD ACCESS TO THESE
CONFERENCES EVEN AFTER THEY
TRANSITIONED TO VIRTUAL PLATFORM
AND WE ATTENDED CONFERENCES AND
SHOWN WOMEN WERE LESS LIKELY,
FEMALE JUNIOR FACULTY IN
ACADEMIC ONCOLOGY WERE LESS
LIKELY TO ATTEND PROFESSIONAL
CONFERENCES THAN THEIR MALE
COUNTERPARTS AND THE PRIMARY
BARRIER WAS FAMILY CARE GIVING
RESPONSIBILITY AND IT'S
IMPORTANT TO RECOGNIZE EVEN WITH
VIRTUAL CONVENING OF CONFERENCES
THE GENDERED EXPECTATIONS
WHEREBY WOMEN WERE MORE
RESPONSIBLE FOR FAMILY CARE
GIVES REMAINS SUCH THAT SOME
INDIVIDUALS STILL WEREN'T ABLE
TO PARTICIPATE EVEN WITH THE
VIRTUAL ENVIRONMENTS AND THERE
WERE INNOVATIVE INTERVENTIONS IN
BIAS AND THE CANADIAN INSTITUTES
OF HEALTH RESEARCH PUBLISHED
THEIR EXPERIENCE IN ANALYZING
AND RAPID REAL-TIME RESPONDING
TO WHAT THEY SAW WHEN I ISSUED A
CALL FOR PROPOSAL IN FUNDING
COMPETITION AND FOUND A SMALLER
PROPORTION CONSULTED FOR THIS
AND HAD POLICY INTERVENTIONS IN
JUST A COUPLE MONTHS TIME IN
APRIL/MAY 2020.
THEY FOUND THE PROPORTION OF
APPLICATIONS DOUBLED AND YOU CAN
SEE THE TYPES OF INTERVENTIONS
AND ALL MAKE SENSE WITHIN THE
CONTEXT OF THE TYPES OF
CHALLENGES ONE WOULD IMAGINE.
SOME HAVE FOCUSSED ON SUPPORTING
CAREGIVERS AND THERE WAS A
PREEXISTING PROGRAM ONE OF THOSE
HELPING HANDS PROGRAMS THAT WAS
A CREATIVE DISTINGUISHED SCHOLAR
AWARD FOR A COVID-19 FOCUSSED
FUND TO RETAIN CLINICAL
SCIENTISTS.
THERE WERE ALSO INNOVATIVE
INTERVENTIONS PUBLISHED BY
SCHOLARS AT INDIVIDUAL
INSTITUTIONS THAT FOR EXAMPLE
TALKED ABOUT A C.V. MATRIX AND
GETS TO DR. CLAYTON'S POINT OF
CREATING AN ENVIRONMENT THAT
VALUES THE TYPE OF WORK THAT IS
NECESSARY BUT HAS HISTORICALLY
NOT BEEN RECOGNIZED BY OUR
ORDINARY SYSTEMS AND
HIGHLIGHTING THE FORMS OF
ESSENTIAL SERVICE THAT WOMEN
HAVE TENDED TO CONTRIBUTE IN OUR
WORKFORCE AN PROVIDED AN
OPPORTUNITY FOR US TO REALIZE
THESE MERIT COMPENSATION,
RESPECT AND PROMOTION.
ULTIMATELY THE COVID-19 PANDEMIC
HAS PROVIDED AN OPPORTUNITY FOR
DISRUPTIVE CHANGE.
IT'S NOT ALL SUNSHINE AND ROSS
AND AND WE WEREN'T GOING TO
REACH EQUALITY AMONGST THE
SENIOR MOST LEADERS OF MEDICINE
UNTIL THE CURRENT CLASS OF
MEDICAL STUDENTS HAD RETIRED SO
WE WERE IN TROUBLE TO BEGIN WITH
AND WE CAN'T INFLECT IN THE
WRONG DIRECTION BUT WE HAVE
REACHED AN INFLEXION POINT SO WE
DO HAVE AN OPPORTUNITY TO DRAW
FROM THE LESSONS THE PANDEMIC
HAS ALLOWED US TO GLEAN.
IN CONCLUSION WE HAVE A
MOMENTOUS TIME IN HISTORY.
THE PANDEMIC HIGHLIGHTED AND
AMPLIFIED CHALLENGES BUT
PROVIDED AN OPPORTUNITY TO MOVE
FROM AWARENESS TO ACTION.
WE HAVE AN OPPORTUNITY TO APPLY
THE HEALTH CARE QUALITY
FRAMEWORK TO INNOVATE AND
DISSEMINATE FINDINGS TO
ULTIMATELY INFLUENCE STRUCTURES
AND PROCESSES AND OUTCOMES WE
ALL CARE DEEPLY ABOUT.
IT'S A PRIVILEGE TO BE WITH YOU
AND WANT TO ACKNOWLEDGE
COLLABORATORS.
TOO MANY TO FIT ON ONE SLIDE AND
FUNDERS.
WITHOUT YOU THIS WOULD HAVE
REMAINED JUST A HOPEE -- HOBBY
AND I'M GRATEFUL FOR DR. PINN
AND DR. CLAYTON'S VISION.
THANK YOU.
>> THANK YOU.
WOMEN DO NOT HAVE THE MONOPOLY
OF BRILLIANCE.
I WILL INTRODUCE DR. GORDON.
THE DIRECTOR OF THE NATIONAL
INSTITUTE OF MENTAL HEALTH ALSO
THE CHIEF OF INTEGRATIVE
NEUROSCIENCE MEDICINE AT THE
NEUROLOGICAL DISORDER OR STROKE
OR NIMS.
DR. GORDON ED A Ph.D. FROM THE
UNIVERSITY OF CALIFORNIA SAN
FRANCISCO AND WHILE WORKING ON
HIS THESIS HE PIONEERED THE
METHODS TO STUDY BRAIN
PLASTICITY IN THE MOUSE SYSTEM.
AFTER THE DOUBLE DOCK --
DOCTORATE HE JOINED AS AN
ASSISTANT PROFESSOR IN THE
DEPARTMENT OF PSYCHIATRY
CONDUCTING RESEARCH AND TAUGHT
RESIDENTS AND MAINTAINED A
GENERAL PRACTICE.
IN 2016 HE BECAME THE DIRECTOR
OF THE NIMH AND DESPITE THE
ADMINISTRATIVE RESPONSIBILITIES,
HE STILL REMAINS ACTIVE AS AN
INTRAMURAL INVESTIGATOR
OVERSEEING A PORTFOLIO OF BASIC
AND CLINIC RESEARCH THAT SEEKS
TO INFORM THE UNDERSTANDING AND
TREATMENT OF MENTAL ILLNESSES
PAVING THE WAY FOR PREVENTION,
RECOVERY AND CURE.
HE USES PROBES FOR THE NEURAL
SECTOR BASES OF NORMAL WORKING
MEMORY AS WELL AS CHARACTERIZES
THE WORKING MEMORY DYSFUNCTION
AND NEURAL CIRCUIT IN MOUSE
MODELS OF GENETIC SUSCEPTIBILITY
TO SCHIZOPHRENIA AND RELATED
DISORDER.
HIS WORK HAS BEEN RECOGNIZED BY
SEVERAL AWARDS INCLUDING THE
BRAIN AND BEHAVIOR RESEARCH
FOUNDATION, THE INVESTIGATOR
AWARD, RISING STAR AWARD AND
INTERNATIONAL MENTAL HEALTH
RESEARCH ORGANIZATION AND THE
A.E. BENNET AWARD AND THE AWARD
OF NEURAL PSYCPSYCHOLOGY.
>> THANK YOU, DR. JAGSI WHAT A
TALK AND INFORMATIVE AND
PERSUASIVE AT THE SAME TIME.
IT'S MY PLEASURE TO INTRODUCE
THE PANELISTS TODAY WHO ARE
GOING TO BE ASKING DR. JAGSI
SOME FOLLOW-UP QUESTIONS AND
ENGAGING IN A SPIRITED
DISCUSSION AND I HOPE THE
DISCUSSION WILL FOLLOW THE
EXAMPLE OF DR. JAGSI'S TALK IN
TERMS OF NOT SIMPLY IDENTIFYING
THE WORK WE STILL NEED TO DO AND
THE IMPACT OF THE COVID-19
PANDEMIC BUT ALSO FOLLOWING THAT
UP WITH CONSIDERATION OF THE
PRACTICES WE KNOW WORK WE NEED
TO ENGAGE IN MORE AND THE
RESEARCH WE NEED TO DO TO FIGURE
OUT HOW TO BUILD UPON THOSE
PRACTICES WITH ADDITIONAL
PRACTICES THAT WILL ASSIST AS
WELL.
I'LL INTRODUCE OUR THREE
PANELISTS.
FIRST DR. MARIE BERNARD THE
CHIEF OFFICER OF DIVERSITY AT
NIH AND PROMOTE DIVERSITY,
EQUITY AND INCLUSION THROUGHOUT
THE EXTRAMURAL AND INTRAMURAL
WORKFORCES AND LEADS THE NIH
UNITE INITIATIVE TO END
STRUCTURAL RACISM.
PRIOR TO BEING ELECTED,
DR. BERNARD SERVE D AS THE DEPUY
DIRECTOR OF THE NATIONAL
INSTITUTE ON AGING WHERE SHE HAD
A NUMBER OF ACCOMPLISHMENTS
INCLUDING CO-CHAIRING WORK
GROUPS FOR THE HEALTHY PEOPLE'S
ED AND THE INCLUSION GOVERNANCE
COMMITTEE AND WOMEN OF COLOR
COMMITTEE ON WOMEN IN BIOMEDICAL
CAREERS AND RECOGNIZED FOR THAT
WORK WITH THREE DIFFERENT NIH
DIRECTOR'S AWARD INCLUDE THE
AWARD FOR DIVERSITY, EQUITY AND
INCLUSION.
BEFORE COMING TO NIH,
DR. BERNARD WAS AN ENDOWED
PROFESSOR AND CHAIR IN THE
DEPARTMENT OF GERIATRIC
MEDICINE.
I THINK THE FOUNDING CHAIR AT
THE UNIVERSITY OF OKLAHOMA AS
WELL AS THE SOCIETY CHIEF OF
STAFF FOR GERIATRICS.
AND LECTURED IN HER AREA OF
RESEARCH NUTRITION AND FUNCTION
IN OLDER ADULTS WITH A
PARTICULAR FOCUS ON UNDER
REPRESENTED RACIAL AND ETHNIC
POPULATIONS.
SHE HAD ADDITIONAL TRAINING
THROUGH THE GERIATRIC EDUCATION
CENTER OF GREATER PHILADELPHIA
AND THE WORKING SCHOOL OF
DEVELOPMENT PROGRAM AND WON
SEVERAL AWARDS FOR GERONTOLOGY
AND FROM THE GERONTOLOGY SOCIETY
OF AMERICA.
NEXT I'M PLEASED TO WELCOME
DR. SONIA FLORES FOR DIVERSITY
AND JUSTICE IN THE DEPARTMENT OF
MEDICINE OF PULMONARY MEDICAL
DIVISION OF THE ANSCHUTZ SCHOOL
AND SHE RECEIVED HER Ph.D. FROM
THE UNIVERSITY OF SOUTH ALABAMA.
AND INCREASE THE NUMBER OF WOMEN
IN UNDER REPRESENTED INDIVIDUALS
ENTERING THE SCIENCES AN
PURSUING ACADEMIC RESEARCH
CAREERS.
SHE'S BEEN INDIVIDUAL IN
DEVELOPING PIPELINE PROGRAMS
INCLUDING AN NIH-SUPPORTED
TRAINING PROGRAM FUNDED SINCE
2000 PROVIDING SUMMER RESEARCH
EXPERIENCE FOR STUDENTS FROM
MINORITIZED COMMUNITIES AND FROM
A PROGRAM TO INCREASE DIVERSITY
AMONG INDIVIDUALS ENGAGED IN
HEALTH-RELATED RESEARCH OR PRIDE
WHICH ADDRESSES THE EXPERIENCE
FROM JUNIOR INVESTIGATORS INTO
ACADEMIC CAREERS.
SHE'S PASSIONATE ABOUT BUILDING
PROGRAMS THAT SUPPORT DIVERSITY,
EQUITY AND INCLUSION AND IMPROVE
EDUCATIONAL PROSPECTS.
THE THIRD PANELIST IS
DR. MICHAEL LAUER FOR RESEARCH
AT NIH.
IN THAT CAPACITY HE IS THE
PRINCIPAL SCIENTIFIC LEADER AND
ADVISER TO THE NIH DIRECTOR ON
ALL MATTERS RELATED TO
SUBSTANCE, QUALITY AND EFFEC
EFFECTIVENESS IN THE NIH
EXTRAMURAL PROGRAM.
HE RESOUCEIVED HIS TRAINING AT
HARVARD MEDICAL SCHOOL AS WELL
AS THE HARVARD SCHOOL OF PUBLIC
HEALTH AND WAS WITH THE
FRAMINGHAM HEART STUDY AND WAS A
PROFESSOR OF MEDICINE AND LED A
FEDERALLY FUNDED RENOWNED
CLINICAL EPIDEMIOLOGY PROGRAM
THAT APPLIED BIG DATA FROM EHRs
TO QUESTIONS REGARDING THE
MANAGEMENT OF CARDIOVASCULAR
DISEASE.
FROM 2007 TO 2015 HE WAS
DIVISION DIRECTOR AT THE NHLBI
AND LEVERAGED INFRASTRUCTURE IN
ORDER TO DRIVE AND ENABLE HIGH
EFFICIENCY POPULATION AND CLINIC
RESEARCH AND LED EFFORTS TO
ADOPT A RESEARCH CULTURE THAT
REFLECTED DATA-DRIVEN POLICY AND
RECEIVED NUMEROUS AWARDS IN
RECOGNITION OF HIS EFFORTS.
WELCOME, DR. BERNARD, DR. FLORES
AND DR. LAUER.
AND I'M GOING TO ASK EACH OF YOU
IF YOU WOULD REFLECT ON WHAT
DR. JAGSI SAID AND COMMENT.
>> THANK YOU FOR ALLOWING US TO
BE MUCH MORE EFFECTIVE.
I WAS PARTICULARLY STRUCK WITH
THE IDEA OF A GREAT OPPORTUNITY
TO TAKE ADVANTAGE OF DOING
INNOVATIVE THINGS AS A RESULT OF
THE PANDEMIC AND WANTED TO KNOW
WHAT YOUR OPINION WOULD BE
RELATED TO THAT PARTICULARLY THE
ISSUE OF VIRTUAL MEETINGS.
NOW THAT WE ARE COMING OUT OF
THE PANDEMIC, WHAT ARE YOUR
THOUGHTS, WHAT DOES THE DATA
SUGGEST WOULD BE THE BEST WAY OF
CONTINUING TO FOSTER DIVERSITY
WITH VIRTUAL MEETINGS AND WITH
HYBRID MEETINGS RECOGNIZING WE
RUN THE RISK OF WOMEN AND PEOPLE
FROM UNDER REPRESENTED RACIAL
AND ETHNIC GROUPS WHO MAY WELL
BENEFIT FROM THE OPPORTUNITY TO
PARTICIPATE VIRTUALLY BEING
PERCEIVED AS SECOND-CLASS
CITIZENS OR PARTICIPANTS IN
THOSE EFFORTS.
DO YOU HAVE THOUGHTS ABOUT THAT
YOU'D LIKE TO SHARE?
>> I DO HAVE THOUGHTS I DON'T
KNOW THEY'RE CONCLUSIVE
THOUGHTS.
I THINK THE MAINTENANCE OF
HYBRID OPPORTUNITIES IS
ESSENTIAL.
NOT ONLY HAS IT FACILITATED THE
INCLUSION OF THOSE IN FAMILY
CARE GIVING OPPORTUNITIES AND
THOSE WHO HAVE BEEN MARGINALIZED
AND HAVE A LOT OF TO CONTRIBUTE.
I DO RECOGNIZE HYBRID MEETING
FORMATS ARE IN PARTICULAR HARD
TO MANAGE AND ORGANIZE.
THERE'S A PREFERENCE TO EITHER
DO IT IN PERSON OR VIRTUALLY THE
HYBRID FORMAT IS CHALLENGING AND
YET I DO THINK WHEN MEETINGS ARE
HELD IN PERSON FOR THOSE WHO
CAN'T ATTEND ANY OTHER WAY
PARTICIPATE ANY OTHER WAY WE
HAVE TO VALUE AN ENVIRONMENT
TALK WITHIN AN IN-PERSON LECTURE
AND HAVE TO RECOGNIZE THAT AND
THERE'S BEEN A NUMBER OF
PROFESSIONAL SOCIETIES, MY OWN,
AMERICAN SOCIETIES OF CLINICAL
ONCOLOGY WAS EFFECTIVE DURING
THE VIRTUAL ERA TO EMPHASIZE THE
NEED FOR SMALL GROUP SPACES FOR
DISCUSSIONS AND TRYING TO CREATE
THE SAME COLLABORATIVE
ENVIRONMENT ONLINE AS IN PERSON.
IT'S NEVER QUITE THE SAME BUT I
THINK WE SHOULD MAINTAIN THE
OPPORTUNITIES TO PARTICIPATE
VIRTUALLY.
DR. FLORES.
>> DR. JAGSI, THAT WAS SUCH AN
INSPIRING TALK AND I'M DELIGHTED
TO BE PART OF THESE IMPORTANT
DISCUSSIONS.
I WANTED TO ASK YOU A QUESTION
ABOUT YOUR PERSPECTIVE PIECE HOW
GENDER EQUITY IS AN ETHICAL
OBLIGATION.
I'VE BEEN AT THIS INSTITUTION
NOW MORE THAN 30 YEARS AND I'VE
SEEN LEADERS COME AND GO.
I HAVE EXPERIENCED THE
INITIATIVES DEPEND ON WHETHER
THE ACTUAL LEADERS ARE EMBRACING
THESE ISSUES.
WOULD YOU EXPAND ON WHAT YOU
MEAN THAT THIS IS AN ETHICAL
RESPONSIBILITY AND HOW CAN WE
INCENTIVIZE THE ACADEMIC
MEDICINE LEADERS WHO FOR THE
MOST PART ARE MEN TO EMBRACE THE
ISSUE.
>> IT'S INTERESTING.
DR. TIGNO SAID I DO THREE
THINGS.
THAT'S THE WAY I ALWAYS THOUGHT
OF HER CAREER, DO I BREAST
CANCER AND BIOETHICS AND GENDER
EQUITY.
I STARTED THINKING WHEN I BECAME
THE DIRECTOR OF OUR CENTER ABOUT
BIOETHICS AND WE'RE TALKING
ABOUT JUSTICE AND EQUITY AND WE
STARTED ING IT'S NOT BIOETHICS
ADJAC
ADJACENT.
IT'S A MATTER OF BIOETHICS AND
STRENGTHENS OUR ARGUMENT FOR OUR
NEED FOR CHANGE TO RECOGNIZE
IT'S A FUNDAMENTAL OBLIGATION WE
HAVE.
THE DUTY BASED ARGUMENTS THAT
BECAUSE HUMAN BEINGS HAVE THE
ABILITY FOR FREE ACTION AND
RATIONALE THOUGHT WE HAVE A
FUNDAMENTAL DIGNITY THAT MERITS
RESPECT FOR ITS OWN SAKE IS A
POWERFUL ARGUMENT PERHAPS THE
MOST POWERFUL PHILOSOPHICAL
ARGUMENT TO RESPECT ONE ANOTHER
AND TO GET TO THE SECOND HALF OF
YOUR QUESTION TO ENGAGE WITH
LEADERS IN ACADEMIC MEDICINE AND
THEY CAN BACK FIRE AND SAY
YOU'RE BEING UNFAIR BECAUSE YOU
START TALKING ABOUT FAIRNESS AND
JUSTICE AND EQUITY AND SOMETIMES
THE LEADER WITH WHOM YOU ARE
NEGOTIATING FOR RESOURCES OR
WHATEVER HEARS YOU SAYING BUT
YOU'RE BEING UNFAIR.
MOST PEOPLE IN MY EXPERIENCE DO
NOT WAKE UP IN THE MORNING
THINKING HOW THEY CAN OPPRESS
THE PEOPLE IN THEIR EMPLOY.
MOST LEADERS WAKE UP THINKING
HOW TO DELIVER ON MISSION AND
ENGAGE WITH THEIR CO-WORKERS AND
SO AND YOU CAN HAVE ETHICAL
ARGUMENTS AND I THINK THE LATTER
ARGUMENTS IN PARTICULAR SHOWING
THE ABUNDANT DATA THAT
ORGANIZATIONS HAVE THAT DIVERSE
WORKFORCE, DIFFERS LEADERSHIP
ARE MORE LIKELY TO ACHIEVE THEIR
ARTICULATED GOALS CAN BE
COMPELLING BECAUSE IT SUDDENLY
BECOMES NOT A YOU'RE BEING
UNFAIR BUT HOW CAN WE DO THIS
BETTER.
>> SPEAKING OF ALLIES WITH DATA
LET'S TURN TO THE DATA
SCIENTIST, DR. LAUER.
>> DR. JAGSI THAT WAS FANTASTIC
AND CONGRATULATE YOU ON TERRIFIC
SCHOLARSHIP AND DEEP THOUGHT YOU
PUT BEHIND IT.
WE'VE TALKED ABOUT DIFFERENT
LEVELS AND INSTITUTIONAL FACTORS
AND WHAT'S HAPPENING IN YOUR
IMMEDIATE EMPLOYMENT AREA OR
YOUR ORGANIZATION.
SECOND IS AT THE LEVEL OF
SPECIALTIES.
I'M A CARDIOLOGIST NOT A
SPECIALTY PARTICULARLY THRILLING
TO WOMEN THOUGH I WOULD NOTE
OUTSIDE MY OFFICE IS A PAINTING
OF BERNADINE HEELEY THE ONLY
WOMAN AT THE NIH AND
CARDIOLOGIST AND PRESIDENT OF
THE AMERICAN MEDICINE
ASSOCIATION AND I CAN THINK OF
PROFESSIONAL SOCIETIES THAT
TRANSCEND INDIVIDUAL
ORGANIZATIONS AND THERE'S
GENERAL PHENOMENA LIKE WHAT'S
HAPPENING IN CERTAIN STATES.
SOME STATES HAVE MORE GENEROUS
LAWS ABOUT PARENTAL LEAVE AND
BONDING TIME WITH CHILDREN AND
SO FORTH.
I'M WONDERING IN YOUR OWN
SCHOLARSHIP AS WELL AS THE
SCHOLARSHIP YOU REVIEWED, CAN
YOU TALK MORE ABOUT THE ROLES OF
THE DIFFERENCE LEVELS OF
ENVIRONMENT, INSTITUTION AL
PROFESSIONAL AND MORE GENERAL
SOCIETY AND HOW TO THINK ABOUT
THEM AND HOW WE CAN DO MORE TO
LEARN ABOUT THAT AND MAKE THINGS
BETTER.
>> THAT'S A REALLY IMPORTANT
QUESTION.
>> IT'S CRITICAL TO START AT
WHAT LEVEL WE FEEL ABLE TO EXERT
POSITIVE CHANGE.
ONE OF THE IMPORTANT WAYS WE
ADDRESS THIS IS BY BEGINNING
WITH OUR POLICIES THAT PERMIT
PARENTAL LEAVE AND WHAT HAPPENS
WHEN WE HAVE PARENTAL AND
MATERNAL LEAVE POLICIES WITH
ONLY A COUPLE DAYS TO PARENTS
WHO ARE NOT BIRTH MOTHERS, WE
IMPOSE ON THE BIRTH MOTHER AN
EXPECTATION THAT THE BIRTH
MOTHER BECOMES THE EXPERT PARENT
AND EVEN IF THERE'S ONLY ONE
PARENT AT HOME IT'S PROBABLY
BETTER THAN THE LESS ADEQUATE
PROVISIONS PROVIDED FOR THEIR
PARTNER.
IT ESTABLISHES THE PATTERN
WITHIN THE HOUSEHOLD, I JOKE AND
SOME THAT ARE OBSTETRICIANS AND
GYNECOLOGISTS SAID HELP SYNDROME
WAS THE BEST THING THAT HAPPENED
TO MY CAREER BECAUSE IT PUT MY
ON A MAG STRIP AND NEITHER MY
HUSBAND NOR I WERE SAVVY AT
CHILD REARING BUT I DID HAVE
MORE PARENTAL LEAVE THAN HE
WOULD HAVE HAD EXCEPT I ENDED UP
HAVING AN EMERGENCY C SECTION
AND THE BABY BECAME WAY BEFORE
PARENTING CLASSES WE WERE
SUPPOSED TO HAVE AND WAS
POSITIONED IN THE ROLE OF THE
EXPERT PARENT AND TO THIS DAY
THE POOR MAN IS STILL THE EXPERT
PARENT.
SO WE HAVE TO BE CAREFUL ABOUT
NOT SIDELINING PEOPLE BASED ON
GENDER.
ADVOCATING FOR THOSE POLICIES AT
THE STATE AND FEDERAL LEVEL ARE
INCREDIBLY IMPORTANT AND FOR
COLLEAGUES IN SPECIALTIES TO
SPEAK ABOUT THE HEALTH EFFECTS
THEY HAVE THEY'RE WELL
POSITIONED TO TRANSFORM AT THAT
LEVEL IS THE POLICY.
MANY ARE NOT TRANSITIONED FOR
THOSE POLICIES AND BETTER
POSITIONED AT LEADERS TO SAY,
HEY, LOOK, ONE OF THE REASONS
WOMEN AREN'T GOING INTO
CARDIOLOGY IS BECAUSE THEY'RE
AFRAID OF THE RADIATION EXPOSURE
AND LET'S DO THE RESEARCH AND
FUND THE INFORMATION OF WHY AN
IMPORTANT CONTINUES TO HAVE SO
FEW WOMEN INVOLVED.
AND THE AMERICAN BORT OF
SPECIALTIES HAS A REVISED POLICY
TO PERMIT LEAVE FROM RESIDENCY
AND THERE'S A COMMON PROGRAM
REQUIREMENT SAYING INSTITUTIONS
THAT ARE SUPPORTING GRADUATE
MEDICAL EDUCATION NEED TO
PROVIDE CIVILIZED AMOUNTS OF
FAMILY LEAVE TO THEIR TRAINEES
TO BE ELIGIBLE TO HOST TRAINING
PROGRAMS AND AT THE INDIVIDUAL
INSTITUTIONAL LEVEL, THESE
BROADER ACCREDITATIONS ARE DOING
THE MINIMUM -- THE ABNS IS
TALKING ABOUT TIME AND OTHERS
TALK ABOUT LEAVE AND
INSTITUTIONS CAN BE VISIONARY IN
IMPLEMENTING PAID LEAVE POLICIES
MUCH MORE GENEROUS.
THE UNIVERSITY OF MICHIGAN HAS
DONE A GOOD JOB -- EXCUSE ME.
THEY'VE DEVELOPED PARENTAL LEAVE
FOR THE FACULTY AND ALL STAFF
AND TRAINEES.
IT'S INCREDIBLY IMPORTANT FOR
THIS TO REACH EVERYONE IN OUR
WORK ENVIRONMENT NOT SIMPLY
THOSE WHO ARE IN THE MRFPROFESS
OF MEDICINE.
WE CAN EXERT OUR INFLUENCE TO
RECOGNIZE WE HAVE THAT
OBLIGATION AND PROMOTE HUMAN
HEALTH AND NEED TO ENSURE THE
VITALITY OF THE WORKFORCE AND
SHOULD EXERT OUR PRESSURES AT
LEVEL WE'RE MOST ABLE TO DO SO.
YOU KNOW HOW PEOPLE HAVE THEIR
FAVORITE MOLECULE AND DIVE
DEEPLY INTO THAT MOLECULE I SEE
A SIMILAR WAVE OF APPROACHING
THIS COMPLEX CHALLENGE.
YOU CAN TRUST SOMEONE ELSE WILL
PICK A DIFFERENT MOLECULE AND
YOU WON'T CURE ALL OF CANCER
WITH THIS BUT BOY, YOU CAN MAKE
A REAL DIFFERENCE.
SO IF EVERYBODY PICKS ONE FACTOR
IN THE WATER AND ONE LEVEL WHERE
THEY FEEL ABLE TO SERVE AS
ADVOCATED AND ALLIES, WE CAN
REALLY TRANSFORM THE SYSTEM.
>> WE'RE TRYING TO EFFECT
INSTITUTIONAL CHANGE AND DO WORK
SHOPS AS A MATTER OF FACT WE
PARTICIPATED IN A RIM PROGRAM
WHICH WAS INCREDIBLY WELL
RECEIVED AT OUR INSTITUTION IN
THE DEPARTMENT OF MEDICINE SO
WE'RE TRYING TO REALLY CHANGE
THE CLIMATE AND AT ALL DIFFERENT
LEVELS.
THE ISSUE I'D LIKE TO OPINE ON
THIS AND JUST FINISHED WATCHING
THE BIAS AND WHAT HAPPENED FOR
EXAMPLE AND WHAT WOULD YOU
RECOMMEND WHEN WE FIND THAT MANY
ALGORITHMS HAVE BIASES WHENEVER
THEY'RE CODED AND THE BIAS THAT
GOES IN COMES OUT THE OTHER END.
AND AMAZON DEVELOPED AN
ALGORITHM AND THAT ONLY HIRED
MEN.
WHOEVER CODED THAT ALGORITHM
ACTUALLY HAD BIASES AND THAT WAS
TRANSMITTED INTO THE INABILITY
OF THE COMPUTER TO IDENTIFY
WOMEN AS HIRES TO AMAZON.
WOULD YOU COMMENT ON THAT.
>> ABSOLUTELY.
I THINK WE'VE ENTERED A
PARTICULARLY PROMISING AND YET
CHALLENGING ERA OF BIG DATA AND
ARTIFICIAL INTELLIGENCE AND A
LOT OF DECISIONS ALREADY SORT OF
BLACK BOXED AND EFFECTED BY OUR
OWN HEURISTICS THAT SOMETIMES
AMPLIFY UNCONSCIOUS BIAS.
NOW THERE ARE CODED BLACK BOX OF
S AFFECTING NOT ONLY WHO IS
HIRED BUT HOW WE DELIVER HEALTH
CARE ITSELF.
THOSE CODES ARE NOTORIOUSLY
OPAQUE AND DIFFICULT TO
INTERROGATE.
WHILE THERE'S POTENTIAL TO MAKE
ADVANCES THERE'S A FRIGHTENING
POSSIBILITY WE'LL EXACERBATE
DISPARITY.
I THINK NIH AND OTHERS MINDFUL
OF THIS RISK AND FUND RESEARCH
TO EXPLORE HOW ALGORITHMS PLAY
OUT IN CLINIC PRACTICE AND WHAT
THE IMPACT IS ON POPULATIONS AND
THE FACT THAT NIH ITSELF
EMBRACES THE BROAD DEFINITION OF
TRANSLATIONAL HEALTH RESEARCH
AND IT'S NOT JUST ABOUT BENCH TO
BEDSIDE BUT ABOUT IMPACT ON
COMMUNITIES AND POPULATIONS.
WE NEED THE FUNDING FOR THAT
LEVEL OF TRANSLATIONAL BECAUSE
THERE'S A TREMENDOUS RISK AS YOU
POINTED OUT.
>> THANK YOU FOR ACKNOWLEDGING
NIH HAS BEEN DOING OUR BEST TO
MAKE SURE THERE'S CHILDCARE
ALLOWANCES FOR TRAINEES AND
SUPPORT AT CONFERENCES AND
OPPORTUNITIES FOR PEOPLE TO GO
OFF THE PATHWAY AND COME BACK ON
THE PATHWAY FOR ADDITIONAL
SUPPORT.
THE QUESTION I HAVE IS HOW WELL
KNOWN ARE THOSE OPTIONS TRULY
AND HOW EVENLY ARE THEY APPLIED
AND WHAT ELSE DO WE NEED TO BE
DOING ADDS A FEDERAL AGENCY TO
BE HELPFUL TO THE COMMUNITY AT
LARGE.
>> THAT'S A GREAT QUESTION AND
DISSEMINATING MORE INFORMATION
ABOUT THOSE EXISTING POLICIES
COULD BE HIGH IMPACT.
ALL OF US READ OPEN MIC AND
FOLLOW THE THINGS THAT THE NIH
TELLS US IT'S DOING.
MAKING IT A HIGHLIGHT OF THE NIH
WEBSITE.
INCLUSIVE EXCELLENCE IS HOW
WE'LL SUCCEED AND HAVING A CLEAR
LINK THAT DETAIL WHAT THE
POLICIES ARE AND WHOM TO CONTACT
IF SOMEONE AT YOUR INSTITUTION
TELLS YOU NA, THAT CAN'T BE THE
POLICY.
RENE SAW AT THE UNIVERSITY OF
SAN FRANCISCO COVERED A HUGE GAP
BECAUSE EVEN BEFORE THE PANDEMIC
THERE WAS PERMISSION TO USE
FEDERAL FUNDS ON CERTAIN GRANTS
TO SUPPORT TRAVEL RELATED
DEPENDENT CARE EXPENSES FOR
PRESENTING RESEARCH FROM THAT
GRANT AND SHE DISCOVERED NOT A
SINGLE ONE OF THE TOP 50 FUNDED
INSTITUTIONS NOT A SINGLE ONE
HAD POLICIES IT MAKE IT POSSIBLE
TO USE THE FUNDS IN THAT WAY.
SOME HAS TO DO WITH TAX LAWS AND
IF YOU MAKE THIS POSSIBLE FOR
ONE FUNDER YOU HAVE TO MAKE IT
POSSIBLE FOR ALL FUNDERS.
THERE WERE LOTS OF OBJECTIONS TO
WHY.
IT'S HARD TO USE THE FUNDS THE
FEDERAL GOVERNMENT SAYS YOU CAN
USE AND TO HER CREDIT DR. SHAW
HIGHLIGHTED THE ISSUE.
BEFORE WE WENT TO PRESS,
MULTIPLE MEDICAL SCHOOLS CHANGED
THEIR POLICY.
WHEN WE WENT TO PRESS THERE WAS
ONE SET OF INSTITUTIONS THAT DID
MAKE IT POSSIBLE.
IF PEOPLE KNEW THE POLICIES WERE
AVAILABLE TO THEM, THEY WOULD
THEN BE ABLE TO EXERT MORE
PRESSURE ON THEIR INSTITUTIONS
TO MAKE IT POSSIBLE TO USE THESE
ACCOMMODATIONS.
A LOT OF PEOPLE REALLY DON'T
UNDERSTAND AT ALL THE
FLEXIBILITY PROCESSES THE BRIDGE
FUNDS PRESENT AND ALREADY THERE.
GETTING THE WORD OUT IS AN
INCREDIBLE EFFORT.
>> I WANT TO CHANGE THE TOPIC A
LITTLE BIT.
ONE OF THE PIECES OF DATA WE'RE
FOLLOWING BECAUSE WE HAVE IT SO
READILY AVAILABLE IS WHAT'S
HAPPENING WITH APPLICATIONS.
WE WANTED TO SEE WHETHER THERE
WOULD BE A DECREASE IN THE
NUMBER OF APPLICATIONS FROM
WOMEN P.I.s.
WHAT WE SEE IS INTERESTING AND
IT RAISES AN INTERESTING
QUESTION.
WE HAVE A MULTI-P.I. POLICY AND
30% OF OUR RPG RO1 APPLICATIONS
ARE MULTI-P.I. AND THAT NUMBER
CONTINUES TO GO UP.
WHAT WE'VE SEEN IS THE
PROPORTION OF APPLICATIONS HAS
DON -- GONE DOWN AND THE
PROPORTION OF APPLICATIONS THAT
ARE MIXED, MEN AND WOMEN HAS
GONE UP A LITTLE BIT.
IT RAISES A QUESTION WHAT'S
HAPPENING WITH WHAT EXPERIENCES
ARE THE WOMEN HAVING IN TEAM
SCIENCE AND THE SOLITARY LAB IS
BECOMING MORE THE EXCEPTION AND
ARE THESE MAKING THE PRESSURES
WORSE OR DO WE NOT KNOW OR WHAT
KIND OF SCHOLARSHIP IS GOING ON
OR MIGHT BE NECESSARY?
>> I THINK IT'S AN INCREDIBLY
IMPORTANT AREA AND LOVE YOU HOW
BRING DATA AND LOOK DEEPLY AT
WHAT YOU HAVE AND WOULD BE
INTERESTED IN AN ANALYSIS OF THE
MULTI-P.I. SHARING PLANS AND
SEEING WHAT ROLES ARE TYPICALLY
BE ASSIGNED TO MALE VERSUS
FEMALE P.I.s AND MIXED-GENDER
TEAMS.
I THINK IT'S AN INTERESTING
QUESTION HOW INSTITUTIONS ARE
VALUING THOSE P.I. AWARDS AND I
THINK MOST GIVING FULL CREDIT
FOR BEING PART OF A MULTI-P.I.
TEAM BUT WHEN THERE IS THAT
THERE WILL BE SOME TENDENCY TO
THINK OF THE SUPER STAR
INDIVIDUAL WHO DRIVES THE
RESEARCH WITH SUPPORTING ACTS
AND YOU CAN ENVISION THE GENDER
DISTRIBUTION OF THOSE PEOPLE AND
THAT CAN PERSIST AND I THINK IT
WOULD BE A FASCINATING STUDY FOR
SOMEONE TO INTERVIEW OR SURVEY
INDIVIDUALS AS PART OF THE
MULTI-P.I. GRANTS AND ASK HOW
THEY HAVE ALLOCATED THEIR ROLES,
THEIR PERCEPTIONS OF HOW THAT'S
WORKED OUT AND HOW TEAM SCIENCE
AND LOOKED AT AUTHORSHIP.
I DON'T KNOW ANYONE HAS ACTUALLY
LOOKED AT THAT.
>> THAT'S FANTASTIC AND AN
INTERESTING IDEA.
A RECENT BLOCK AND IT'S A GREAT
QUESTION IS INTERSECTIONALITY
BETWEEN GENDER AND AGE AND
WHETHER OR NOT THERE'S
INTERACTION BETWEEN GENDER AND
AGE AND ARE WE SEEING DIFFERENT
PATTERNS WITH WOMEN THAN MEN AT
DIFFERENT STAGES IN THEIR
CAREER.
WE'LL LOOK AT THAT
>> THE EARLY DATA A LOT OF
PEOPLE WERE ABLE TO PUSH OUT
GRANTS THAT WERE BASED ON
PRELIMINARY DATA GATHERED BEFORE
THE PANDEMIC THE EARLY DATA MAY
NOT REALLY REFLECT THE DURABLE
IMPACT AND THERE WILL BE
OPPORTUNITIES TO GO IN THE LAB.
I THINK THAT WILL HIT US
RELATIVELY SOON BUT IN THE
FUTURE.
>> WE SAW A DRAMATIC INCREASE IN
THE NUMBER OF APPLICATIONS IN FI
21 IN GENERAL.
NOW WE'RE SEEING A BIT OF A
DECREASE AND WONDER WHETHER IT
WILL SET OFF AN OSCILLATION THAT
KA COULD GENERATE INTERESTING
AFFECTS.
>> ABSOLUTELY. COULD GENERATE I
AFFECTS.
>> ABSOLUTELY.COULD GENERATE IN
AFFECTS.
>> ABSOLUTELY.T COULD GENERATE
AFFECTS.
>> ABSOLUTELY.A COULD GENERATE
AFFECTS.
>> ABSOLUTELY.T COULD GENERATE
AFFECTS.
>> ABSOLUTELY. COULD GENERATE I
AFFECTS.
>> ABSOLUTELY. COULD GENERATE I
AFFECTS.
>> ABSOLUTELY.H COULD GENERATE
AFFECTS.
>> ABSOLUTELY.AT COULD GENERATE
AFFECTS.
>> ABSOLUTELY.
>> I HAVE A FOLLOW-UP QUESTION
AND WE PARTICIPATED IN THE RIM
PROGRAM AND AT THE END WE
RECEIVED A CLIMATE SURVEY FOR
THE PARTICIPANTS AND MEMBERS OF
THE DEPARTMENT.
ONE OF THE COMMENTS AND DATA WE
GATHERED FROM THE SURVEY WAS THE
FACT THAT WOMEN AND MINORITIZED
INDIVIDUALS IN THE DEPARTMENT
ACTUALLY FELT THEY HAD TO WORK
TWICE AS HARD TO BE RECOGNIZED
OR CREDITED AND I'M A FEMALE
LATINA AND Ph.D. AND HAVE A LOT
OF INTERSECTIONS THERE.
ARE THESE ADDITIVE OR
SYNERGISTIC.
I'D BE INTERESTED IN FINDING OUT
WHETHER THE INTERSECTIONALITY IS
AN EXPONENTIAL BURDEN RATHER
THAN ANOTHER BURDEN.
>> THE SPECIAL SCIENTIFIC
RESEARCH ON THIS SUGGESTS IT'S
SYNERGISTIC AND VERY MUCH NOT AN
ADDITIVE PROCESS AND I THINK
THAT'S WHERE RESEARCH NEEDS TO
FOCUS GOING FORWARD AND THE
RESEARCH ON THE K AWARDEES,
THAT'S A COHORT THAT DIDN'T HAVE
THAT MANY INDIVIDUALS FROM UNDER
REPRESENTED RACIAL AND ETHNIC
GROUPS AND DIDN'T ASK IN ABOUT
THEIR GENDER IDENTITY OR SEXUAL
ORIENTATION.
OUR LATEST RO1 IS A LONG-TERM
FOLLOW-UP OF THE SAME GROUP
BECAUSE THEY'RE AN INFORMATIVE
GROUP.
AND THE RIVER THAT CAN COME
BACK, THESE ARE PEOPLE WE KNOW
HAD TALENT AND KNOW WERE
MOTIVATED FROM THE OUTSET.
EVEN IF THEY VEERED OFF THE PATH
NOW, HOW CAN WE HELP THEM IF
THEY WANT TO REENTER AND REGAIN
THE POSITIONS OF LEADERSHIP.
WE SOMEWHERE INTERVIEWS AND
SURVEYS WITH THAT GROUP AND I
HOPE IN THE NEAR FUTURE I'LL BE
ABLE TO SHARE WITH YOU MORE
ABOUT THAT AND WE'LL DO AN
INTERVENTION ON THE PROGRAM THAT
TAKES WOMEN QUITE SENIOR LEADERS
ALREADY, DIVISION CHIEFS, CENTER
DIRECTORS, ACCOMPLISHED LEADERS
POISED TO TAKE ON POSITIONS AND
PROVIDE SKILLS OF EQUITY-MINDED
LEADERSHIP.
THE IDEA IS NOT TO FIX THE
INDIVIDUALS BY GIVING THEM
SKILLS BUT SEED CHANGE IN THE
SYSTEM AND OUR TRIAL IS THE
EMPOWER TRIAL.
WE'VE TAKEN ASPECTS AND
DEVELOPED A CURRICULUM THAT'S A
LOWER BURDEN, LESS BURDENED
INTERVENTION AND PROVIDING
FACULTY ADVISORS AND I HAVE
THREE TIMES AS VOLUNTEERS I CAN
PUT IN THE PROGRAM SO IT'S A
NEAT INITIATIVE AND RIGHT NOW
EMPOWER IS DESIGNED BASED ON
ELAM BUT WITH AN INTERSECTIONAL
LENS I THINK WE CAN ADAPT IT AND
MAKE IT MORE USEFUL FOR CERTAIN
GROUPS THAT NEED CERTAIN TYPES
OF PROGRAMMING OR SUPPORT MORE
THAN OTHERS.
>> THANK YOU, AND I'M DELIGHTED
YOU'RE WORKING ON THAT.
MAYBE YOU'LL PUBLISH THIS SOON.
THANK YOU.
>> THERE'S PEOPLE LIVING WITH
DISABILITIES.
INDIVIDUALS FROM SEX AND GENDER
MINORITIES EVEN SINGLE PARENTS,
MOTHERS WHO ARE SINGLE PARENTS.
ARE THEY INCLUDED OR DO YOU HAVE
ANY INSIGHTS AS TO HOW THINGS
MIGHT LOOK DIFFERENT FOR THOSE
POPULATIONS OPPOSED TO OTHERS?
>> WE CAN IDENTIFY THE SINGLE
MOTHERS AND HAVE ROBUSTLY
COLLECTED INFORMATION TO CREATE
AN LGBTQ PLUS COHORT.
WE HAVE TO COMBINE THEM BECAUSE
IF WE DRILL DOWN INTO INDIVIDUAL
IDENTITY THE SMALL SIZE GETS TOO
SMALL FOR ANALYSIS BUT WE'RE
ACTIVELY DOING QUANTITATIVE
ANALYSES ON THE SURVEY AND THIS
FAR OUT FROM THE K AWARDS
THEY'RE TRYING TO DRIVE SCIENCE
FORWARD AND UNDERSTAND THE
WORKFORCE WHICH IS AMAZING.
SOON WE SHOULD HAVE PAPERS OUT
THAT DRILL INTO THE EXPERIENCES
OF THE LGBTQ PLUS COMMUNITY AND
ETHNICITY INTO OUR COMPARISONS
DONE BEFORE.
>> YOU MENTIONED EARLIER THE
NEED TO PROVIDE YOU SAID TIME
OFF FOR PARENTING, ETCETERA.
AND IT CAN BE TO THE DETRIMENT
AND LOOK AT HOW TO DESIGN THE
PROGRAMS AS OPPOSED TO ENHANCING
INEQUITY.
>> AT THE UNIVERSITY OF MICHIGAN
THERE WAS A SOFT FORM THAT
DEVELOPED THOUGH THERE WAS A
POLICY THAT ALLOWED A NEW PARENT
REGARDLESS OF GENDER TO TAKE A
SEMESTER FREE OF TEACHING
RESPONSIBILITIES.
MY HUSBAND TEACHES AT THE LAW
SCHOOL.
A SOFT NORM DEVELOPED THAT MEN
WERE EXPECTED NOT TO TAKE THAT
LEAVE BECAUSE FOR A PERIOD OF
TIME, MEN WERE EMERGING FROM
THEIR SEMESTER FREE OF TEACHING
RESPONSIBILITIES WITH A BOOK
WRITTEN AND WOMEN WERE LEAVING
WIN A WELL DEVELOPED INFANT.
THERE WAS BACKLASH FROM THE
WOMEN SAYING THE MEN SHOULDN'T
BE TAKING LEAVE AND
INTERESTINGLY, WHERE THERE WAS A
SHIFT AND I WAS TRYING TO FINISH
MY RESIDENCY WHILE HAVING A BABY
AND MY HUSBAND ENDED UP IN
CARDIAC ICU FOR CARDIAC ISSUES
THAT MAY HAVE BEEN PRE TACIPITA
AND IN SOME FAMILIES THE MAN
PROBABLY SHOULD TAKE THE TIME
OFF.
IT WORKS AT THE BYLAW SCHOOL
THEY HAVE TO ATTEST THEY'LL
PROVED AT LEAST HALF THE CARE
AND ALLOWS TIME OFF AND EACH
HAVE 50% AND MEET THE THRESHOLD
BUT THEY DO HAVE TO ATTEST
THEY'RE NOT INTENDING TO TAKE
THE TIME OFF TO SIMPLY DO
SCHOLARLY WORK WITH THAT
PROTECTED TIME.
IT'S NOT A PERFECT SOLUTION AND
THOSE DIFFERENCES WITH IT WILL
AS LONG AS THERE'S DIFFERENCES
IN THE EXPECTATIONS OF SOCIETY.
I DO THINK THE ONLY WAY TO
CHANGE THE EXPECTATIONS OF
SOCIETY IS TO STOP HAVING
MATERNITY LEAVES THAT CREATE THE
EXPERT PARENT BEING THE WOMAN.
>> THAT'S INTERESTING.
I WANT TO ASK ABOUT SOMETHING
ELSE.
YOU PRESENTED SOME SCHOLARSHIP
ON IMPLICIT BIASES.
IT'S BEEN REPLICATED OVER AND
OVER WHEN YOU GIVE PEOPLE A C.V.
AND IF THE PERSON IS NAMED CINDY
THEY'RE LESS LIKELY TO BE CALLED
IN THAN MICHAEL.
IF THEY HAVE NAMED ASSOCIATED
WITH CERTAIN RACES THAT'S BEEN
REPLICATED OVER AND OVER AGAIN.
IF THE POTENTIAL HIRING PERSON
IS A WOMAN DOES SHE HAVE THE
SAME BIASES HER MALE COLLEAGUES
DO OR ARE THERE DIFFERENCES
DEPENDING ON VARIOUS
CIRCUMSTANCES?
>> FOR BETTER OR WORSE THE
STEIN-PRICE SURVEY LOOKED AT
THAT AND IT DIDN'T MATTER
WHETHER THE MAN OR WOMAN WAS
DOING THE EVALUATION.
THERE WAS A TENDENCY TO PREFER
BRIAN MILLER OVER KAREN MILLER.
IT'S AN IMPORTANT TO RECOGNIZE
BECAUSE IT'S NOT CONSTANTLY
POINTING OUR FINGERS AT ONE BAD
GROUP BUT IT'S SOMETHING WE ALL
HAVE RESPONSIBILITY FOR.
SIMPLY DIVERSIFYING THE PEOPLE
DOING THE HIRING WILL NOT SOLVE
THE PROBLEM.
>> IN MY FIELD YOU MAY REMEMBER
THERE WAS LITERATURE A LONG TIME
OKAY THAT GOT REPLICATED OVER
AND OVER WOMEN WITH ISCHEMIC
SYMPTOMS ARE LESS LIKELY TO BE
TAKEN SERIOUSLY BY PHYSICIANS
THAN MEN.
SO THEY'RE LESS LIKELY TO BE
REFERRED ON FOR TESTS AND SO
FORTH.
IT DOESN'T MATTER IF THE
PHYSICIANS WERE WOMEN OR MEN.
THE SAME BIASES SEEM TO BE IN
PLAY.
I HELP THAT'S NOT TRUE.
>> THERE WAS A STUDY THAT WOMEN
WHO SUGGESTED WITH SYMPTOMS OF
M.I. DID DO BETTER IF THEY HAD
WOMEN AS THEIR PHYSICIANS BUT
LOOKED AT MORTALITY OUTCOMES.
MEN SEEN BY MALE AND WOMEN SEEN
BY FEMALE POSITIONS HAVE THE
SAME MORTALITY OUTCOMES.
WOMEN SEEN BY MALE OUTCOMES HAD
THE OUTLIER VALUE BUT WHAT WAS
INSPIRING WAS THAT MEN WHO
PRACTICES WITH MORE FEMALE
COLLEAGUES HAD BETTER OUTCOMES
FOR THEIR FEMALE PATIENTS.
IT SUGGESTS IT'S NOT A FATAL
FLAW BUT SOMETHING TO LEARN.
I SHY AWAY THE INTERPRETATION WE
NEED A PERFECT DEMOGRAPHIC MATCH
BECAUSE THE CAREGIVER AND
PATIENT BECAUSE IT WON'T HAPPEN
EVERY TIME NOR DO I THINK IT'S
WHAT WE NEED.
BY INCLUDING THE DIVERSE
PERSPECTIVES IN OUR WORKFORCE
WE'RE CHANGING THE WAYS WE THINK
ABOUT A TYPICAL CHEST PAIN.
I WAS THOUGHT IT WAS ATYPICAL
CHEST PAIN IN THE '90 AND
REMEMBER THINKING WHY IS IT A
TYPICAL WHEN YOU'RE TELLING ME
IT'S TYPICAL WOMEN PRESENT?
IT'S HELPFUL TO HAVE THE ENTIRE
POPULATION REPRESENTED TO POINT
THINGS LIKE THAT OUT.
I HEAR A LOT THERE'S SEXIST
COMMENTS AND INAPPROPRIATE
DIFFERENCES THEY DON'T FEEL
EMPOWERED ESPECIALLY IF THE
ATTENDING DOESN'T SAY ANYTHING.
>> THERE'S A NICE SCHEMA
PUBLISHED BY A COLLEAGUE WHERE
YOU FIRST IT'S A NICE THING TO
SHARE WITH TRAINEES.
ULTIMATELY THE INTERVENTION
SHOULD BE TO TRAINING THE
ATTENDING PHYSICIANS TO STEP IN
BUT FOR THE TRAINEE, IT ALLOWS
YOU TO JUDGE FIRST AM I SAFE IN
THE MOMENT OR NOT SAFE IN THE
MOMENT?
IF I'M NOT SAFE IN THE MOMENT I
NEED TO GET OUT NOW.
IF I'M SAFE IN THE MOMENT IT
TALKED ABOUT ADDRESSING IT WITH
THE PATIENTS AND SOMETHING ALONG
THE LINES OF I WILL NOT BE ABLE
TO DELIVER THE QUALITY OF CARE
YOU DESERVE IF YOU CONTINUE TO
SPEAK TO ME IN THAT WAY.
I HAD A PATIENT WHO INSISTED ON
CALLING ME DR. SEXY BECAUSE
DR. JAGSI HE CALLED ME DR. SEXY
AND A KEPT TRYING TO STOP THAT
AND MY POOR WHITE MALE RESIDENT
WHO IS IN THE ROOM JUST DYING.
HE'S MORTIFIED AND DOESN'T KNOW
WHAT TO SAY.
I LAUGHED IT OFF AND SAID LET'S
SCAN HIS BRAIN AND MAKE SURE
THERE WAS METASTASIZED TUMOR AND
I ADDRESSED IT AND SAID YOU
DESERVE FOR ME TO BE FOCUSSED ON
YOUR HEALTH AND YOU MAY THINK
YOU'RE BEING FUNNY BUT I'M
FINDING IT DISTRACTING AND YOU
PROBABLY DON'T WANT TO DISTRACT
YOUR RADIATION ONCOLOGIST IN ANY
WAY AND I APPRECIATE IF YOU CALL
ME DR. JAGSI AND IF IF THAT'S
HARD YOU CAN CALL ME DR. J BUT
WE'RE DONE WITH DR. SEXY.
IT'S NOT ON THE INDIVIDUAL AND
THE ATTENDING SHOULD BE STEPPING
IN AND ADDRESSING SEXIST AND
INAPPROPRIATE COMMENTS IN THE
MOMENTS.
THE FACT THAT WE LACK THE
LANGUAGE.
I SHOULD HAVE SAID THIS OR DONE
THAT.
AND A BIOETHICISTS I WORKED WITH
IS A BRILLIANT LAWYER BY
TRAINING AS WELL.
IF YOU LOOK THERE'S A TABLE
WHERE IT'S BASICALLY NOT ME IT'S
MICHELLE WITH THIS BEAUTIFUL
LANGUAGE WHEN WHAT YOU SEE
HAPPENS, HAPPENS AND IN ONE
SENTENCE YOU NIP IT IN THE BUD
AND ADDRESS IT AND APPLY IT.
THERE ARE POWER DIFFERENTIALS OR
HIERARCHIES THAT CONSTRAIN
SOMEONE TO STAND UP ESPECIALLY
IF THE PERSON PERPETRATING THIS
IS IN A POSITION OF POWER.
WE WORRY ABOUT THE PATIENT BEING
DISEMPOWERED ED -- EMPOWERED D
I DON'T WANT TO CALL OUT
INAPPROPRIATE BEHAVIOR ON A
PERSON'S WORSE DAY BUT MOST
HEALTH CARE PROVIDER HAVE
DEVELOPED A FAIRLY THICK SKIN
FOR THINGS THAT ARE MISTAKES DUE
TO SOMEONE BEING ININHIBITED OR
HAVING A DIFFICULT TIME --
DISINHIBITED HAVING A DIFFICULT
TIME VERSUS SOMETHING BEING
CORROSIVE AND ONE PERSON TOLD ME
WHEN I WALKED IN THE ROOM AND
LOVED THIS RESIDENT THIS TALL
GERMAN GUY AND THING WAS A
BRITISH GUY AND A WALKED IN AND
I SAID HI I'M DR. JAGSI AND SAID
STOP RIGHT THERE, I CAN'T
UNDERSTAND THICK ACCENTS AND A
PAUSED AND SAID WELL, AND YOU
MAY AGREE, SOMETIMES I TALK TOO
FAST AND SOMETIMES TOO QUIETLY.
LET ME TRY AGAIN.
SHE SAID, NO, NO, I CAN TELL BY
LOOKING AT YOU, I DON'T WANT YOU
TO BE MY DOCTOR.
THOSE KINDS ARE DIFFICULT AND
THERE ARE INCREASING EXAMPLES OF
PATIENT RIGHTS AND
RESPONSIBILITIES AND DOCUMENTS
THAT MAKE IT CLEAR IF YOU HAVE
SOMETHING URGENT WE'LL STABILIZE
YOU BUT YOU DON'T GET TO TREAT
OUR WORKFORCE THAT WAY THAT'S
NOT APPROPRIATE BEHAVIOR.
AND IF YOU'RE NOT IN A POSITION
TO MAKE THE POLICIES OR STAND UP
IN THAT WAY, THERE ARE OTHER
BEHAVIORS ABOUT REMOVING THE
TARGETED AGGRESSION FROM THE
SITUATION IF YOU SEE A WOMAN
BEING BERATED BY A SENIOR OTHER
COLLEAGUE AND YOU WANT TO
INTERVENE YOU CAN DO SOMETHING
AS EASY AS SOMETHING AS PRETEND
YOU HAVE A PHONE CALL AND SAY
I'M SORRY I ANSWER THE PHONE AND
THEY WERE ASKING FOR YOU,
DR. TARGET.
I'M SORRY, THEY SAID THEY'RE
FROM THE DEAN'S OFFICE AND
REALLY NEED YOU OR I'M SORRY I
HAVE AN UNSTABLE PERSON IN ROOM
9 AND SORRY, MR. PERPETRATOR AND
BUT I NEED THEM AND GET THEM OUT
OF THE SITUATION AND SAYING WHAT
CAN I DO ?
THOSE CAN BE HELPFUL BUT FOR
THOSE WHO ARE FACULTY AND IN
POSITIONS TO SPEAK UP, WE NEED
TO LEARN THAT LANGUAGE SO WE'RE
ARMED IN THE MOMENT TO
INTERVENE.
AND HAVE PROFESSIONAL ACTRESSES
WITH SCENARIOS AND ONE PATIENT
IS ABUSIVE AND ANOTHER WHERE THE
ATTENDING PHYSICIAN IS BEING
ABUSIVE AND GIVE YOU CHOICES.
LIKE THE OLD STYLE MEDICAL
EXAMS.
YOU CAN PICK A CHOICE AND THEN
SEE WHAT HAPPENS.
WHEN I TOOK THE TRAINING OUT OF
THE FOUR TWO SEEMED REASONABLE
AND I WOULD PICK ONE AND THE
SITUATION WOULD GO SOUTH AND WE
CAN LEARN SOMETHING FROM THAT.
I CAN IMAGINE PUTTING TOGETHER
THE TRAINING WAS HARD AND TOOK
TREMENDOUS THOUGHT.
THE FACT THAT I'M TALKING ABOUT
IT NOW TWO YEARS LATER TELLS YOU
IT HAS HAD AN EFFECT.
>> ABSOLUTELY.
>> I'D LIKE TO BUILD UPON THAT
BECAUSE THAT CAME OUT OF THE
CHIEF OFFICE OF SCIENTIFIC
WORKFORCE DIVERSITY OFFICE AND
GRATEFUL TO THE COLLEAGUES WHO
LED IT.
IT SPEAKS TO CULTURE CHANGE.
WE'RE IN A UNIQUE TIME WHERE
EVERYTHING AT LEAST ON THE
FEDERAL SIDE IS ALIGNED TO MOVE
US FORWARD TO FOSTER EQUITY AND
INCLUSION BUT IT'S USUALLY NOT A
LINEAR PROGRESS.
I WAS WONDERING YOUR THOUGHTS
AND I KNOW WE'RE CLOSE TO TIME
ABOUT THINGS MOST ENDURING AND
MOST IMPACTFUL REGARDLESS OF
WHAT THE OTHER WINS ARE IN THE
ENVIRONMENT FOR CONTINUING THE
CULTURE CHANGE TO ALLOW FOR
GREATER EQUITY FOR OTHERS.
>> I'LL MAKE YOUR JOB IMPOSSIBLE
AS MY MODERATOR PREROGATIVE TO
GIVE YOU 30 SECONDS TO ANSWER
WHAT'S GOING TO BE THE MOST
MEANINGFUL IMPACTFUL AND
LASTING.
>> FINE.
EVIDENCE BASED FROM THE TOP DOWN
AND GROUND UP WE NEED THOUGHTFUL
TRANSFORMATIONAL LEADERSHIP AND
NEED TO FOCUS ON THE FACTORS IN
THE WATER AND GENDERED
EXPECTATIONS OF SOCIETY.
THOSE MAY SEEM IMPOSSIBLE TO
ADDRESS BUT WE CAN DO IT.
WE'RE ADDRESSING CANCER AND
SEXUAL HARASSMENT AND
EVIDENCE-BASED INTERVENTIONS AND
NEED TO TREAT IT LIKE A HEALTH
IMPROVEMENT PROBLEM AND NEED TO
GATHER DATA AND THEN INNOVATE
AND DISSEMINATE THE FINDINGS AND
ENCOURAGE OTHERS TO DO THE SAME.
>> WOW, WONDERFUL.
THANK YOU AGAIN FOR A FANTASTIC
TALK AND FOR THIS ENLIGHTENING
BACK AND FORTH YOU'VE HAD WITH
OUR ESTEEMED PANELISTS.
THANK YOU PANELISTS.
I'LL TURN IT BACK TO OUR PROGRAM
LEADER AND BACK TO THE
SYMPOSIUM.
>> THANK YOU FOR THE RICH AND
THOUGHTFUL DISCUSSION THANK YOU
TO OUR SPEAKER DR. JAGSI AND OUR
DISTINGUISHED PANELISTS.
NOW WE GO TO A SPECIAL
PRESENTATION PUTTING TOGETHER
THIS ER'S VIVIAN W. PINN
SYMPOSIUM WAS A CHALLENGE
BECAUSE LAST YEAR'S TWO-DAY
EVENT WAS SUCH A HUGE SUCCESS
AND THE PRINCIPAL MOVER OF THE
VIVIAN W. PINN SYMPOSIUM WAS MS.
JAMIE WHITE WHO SERVED AS THE
STEERING COMMITTEE CHAIR OF THE
5th SYMPOSIUM LEAD AND IS AT THE
ORWH.
SHE PROVIDED STRATEGIC GUIDANCE
AND CONSULTS WITH ORWH AND NIH
LEADERSHIP WITH CHALLENGES IN
SCIENCE AND THE BIOMEDICAL
WORKFORCE.
MS. WHITE BEGAN AS A
PRESIDENTIAL MANAGEMENT FELLOW
AT NIH IN SCIENCE, TECHNOLOGY,
ENGINEERING AND MATHEMATICS.
ACTING AS A SPECIAL ASSISTANT TO
THE DIRECTOR OF ORWH.
MS. WHITE IS A PROUD ALUMNA OF
THE GATES MILLENNIUM SCHOLARS
PROGRAM AND VALUES THE
COMMITMENT TO PROMOTING ACADEMIC
EXCELLENCE OF DIVERSE STUDENTS.
SHE OBTAINED HER DEGREE IN
NEUROSCIENCE AT THE CHILEAN
UNIVERSITY.
AND THE TOPIC OF HER
PRESENTATION IS AN INITIATIVE
BORN FROM LAST YEAR'S VIVIAN W.
PINN SYMPOSIUM.
IT'S THEREFORE FITTING FOR HER
TO PRESENT AT THIS HAVEN'T.
MS. JAMIE WHITE.
>> THANK YOU.
CAN YOU SEE MY SCREEN?
I WANT TO SAY THANK YOU FOR
INVITE MEG.
I WANT TO SAY THANK YOU FOR
INVITING ME TO BE ABLE TO
PRESENT ON THIS AND ALSO TO BE
HERE AND ALSO I WANT TO SAY
AGAIN IT WAS AN HONOR TO BE THE
5th ANNUAL VIVIAN W. PINN
STEERING COMMITTEE MEMBER AND
YOU'VE BEEN AN INSPIRATION TO ME
AND PEOPLE ON THE CALL AND I'M
GRATEFUL FOR THE OPPORTUNITY TO
SPEND THE TIME WITH YOU AND
WHILE WE'RE ANNOUNCING THE
COLLABORATIVE AND WHAT'S THAT
LOOK LINING AND WHAT'S THAT
MEAN?
OUR VISION IS TO ACHIEVE GENDER
HEALTH EQUITY THROUGH
PARTNERSHIP AND HEALTH SCIENCE
DIPLOMACY AND LITERACY TO
ADVANCE SCIENCE AND IMPROVE
INNOVATION TO BETTER HEALTH AND
SOCIETY.
WITHIN THAT THE MISSION IS
TRYING TO INCENTIVIZE TO
INTEGRATE SEX AND GENDER INTO
THE CONTINUUM AND SCIENTIFIC
ENTERPRISE FOR RIGOROUS AND
RESPONSIBLE WORLDWIDE.
WE DEVELOP STRATEGIES AND
MECHANISMS AND POLICIES AND NECK
NIXES FOR THE INTEGRATION OF
INTERSECTIONALITY THROUGH THE
ENTERPRISE AND HIGHLIGHT THE
IMPORTANCE THE
INTERCONNECTEDNESS AND MAKE IT
POSSIBLE FOR THE WORKFORCE
GLOBALLY AND LEVERAGE SCIENTIFIC
AND SOCIETAL AND ECONOMIC
OPPORTUNITIES.
AND ENHANCING CAPACITY
INTERNATIONALLY ACROSS SECTORS.
WE WANT TO BUILD A RESILIENT AND
INTERCONNECTED NETWORK AND
HIGHLIGHT WE WANT TO BE
INCLUSIVE AND DON'T WANT TO
LIMIT ONLY TO GROUPS LISTED BUT
MAKE SURE THEY'RE INCLUDED AND
WANT TO GO ACROSS PHILANTHROPY
AND PUBLIC AND THERE'S WE WANT
TO ENCOURAGE NEW VISIONS AND
HAVE TEAM SCIENCE AND BY
CROSS-SECTOR APPROACHES IN
PARTNERSHIPS TO CULTIVATE AN ECO
SYSTEM THAT HAS A HEALTH EQUITY
LENS.
AND HIGHLIGHT THE IMPORTANCE OF
THE COLLABORATIVE TEAM SCIENCE.
SOMETHING TALKED ABOUT EARLIER
AND A KEY THEME THAT DR. PINN
WANTED TO HONE IN ON.
AND WE HOPE TO SERVE AS A
WORLDWIDE HUB AND A SOURCE THAT
SHARES KNOWLEDGE, DATA, REPORT,
STORIES, RESEARCH GUIDING
PRINCIPLES AND LESSONS LEARNED
TO HARNESS DIVERSE PERSPECTIVES.
WE WANT TO BRING MULTIPLE
PERSPECTIVES INTO THIS AND I
THINK IT WILL BE IMPORTANT TO
KEEP MOVING AND HAVING TO HAVE A
DIFFERENT VOICE AND ALL BEING
HEARD.
WHY ARE WHERE HE DOING THIS?
OVER HALF THE POPULATION RO NOT
GETTING THE HEALTH CARE NEEDS
MET AND THIS IS DUE TO
FUNDAMENTAL KNOWLEDGE OF ALL
SEXES BEING INCOMPLETE AND UNDER
STUDIED AND GIVE YOU DATA ON THE
UNDER FUNDING OF SEX AND GENDER
INTERSECTIONALITY ACROSS THE
BIOMEDICAL RESEARCH ENTERPRISE
AND THIS IS GLOBALLY AND ALSO
AGAIN KEY TO THE CONVERSATION
AND TALKS GIVEN EARLIER A LACK
OF WORKFORCE DIVERSITY IN THE
STEM INNOVATION SPACE.
WE'RE A FUNDER AND THE
U.S. INSTRUMENTS IN MEDICAL AND
SCIENCE OR R&D RIGHT NOW IS
LISTED AND THANKFULLY THERE'S
INVESTMENTS ON FIGURE 6 AND I
WANT TO HIGHLIGHT WE HAVE DOD
AND CMS AND NSF ALSO PUTTING
MONEY INTO THIS AND ON THE LEFT
IF YOU LOOK AT FIGURE 5 A LOT OF
THE MONEY IS INDUSTRY.
WE NEED TO BE COGNITIVE WITH
PARTNERS AND THE THINGS WE'RE
DOING AS FAR AS WHAT WE'RE
FUNDING IS BEING LEVERAGED BY
INDUSTRY TO SEE INNOVATIONS COME
TO PASS.
APPROXIMATELY 1% BASED ON 2020
DATA INVESTED UNFORTUNATELY HAVE
MORE SPECIFIC CONDITIONS.
WE'RE NOT MEETING THE THINGS WE
CAN HAVE OUTSIDE OF THAT CANCER
AND CANCER IS ONLY 24%.
$198 BILLION WENT INTO THIS AND
ONLY 1% WAS OR OTHER CONDITIONS
AND SIMILAR PROBLEMS OR THE
PERCENTAGES 2% FOR WOMEN'S
CANCERS AND FOR THE REST IS ONLY
2%.
THIS IS A COMMON THEME WITHIN
NIH'S ROLE.
I THINK WE'RE DOING AMAZING WORK
BUT I WANT TO HIGHLIGHT THE
DISCREPANCY IN WHAT IS BEING
FUNDED.
THERE'S A STUDY THAT WAS
PUBLISHED IN 2020 THAT TALKED
ABOUT THE STUDY AND FINDS GENDER
DISPARITIES AND ALLOCATION OF
RESEARCH FUNDING AMONG DISEASES
AND THERE'S A HIGH PREVALENCE OF
MALE-DOMINATED DISEASES AND IF
YOU LOOK AT THE FEMALE DOMINANT
YOU SEE THERE'S MORE AT BELOW
THIS LINE HERE.
I WANT TO HIGHLIGHT COME BACK TO
THE WORKFORCE PIECE FOR RESEARCH
IN A REPORT AND I WANT TO
DISCUSS THE DISCREPANCY OF THE
AMOUNT OF NUMBERS IN THE SPACE
AND OBVIOUSLY WITH SBIR AND IT
HAS NOT CHANGED AT ALL.
WE SEE UPTICK OVER THE YEARS FOR
SOME OF OUR OTHER GRANTS BUT IF
YOU'RE THINKING ABOUT SBRR IT'S
NOT CHANGED.
A PAPER FROM HARVARD SAID WHO
DID WE INVENT FOR AND FOCUSSING
MORE ON WOMEN'S HEALTH AND FEW
WOMEN GET THE CHANCE TO INVENT.
AND THROUGH 2010 BIOMEDICAL
PATEN
PATENTS FILLED WITH IN INVENTOR
TEAMS ARE LESS LIKELY TO FOCUS
ON FEMALES HEALTH.
WHO WOULD BE A PART OF THIS?
WE HAVE FIVE PILLARS OF THE
BIOMEDICAL ENTERPRISE AND THREES
KEY STAKEHOLDERS TO DISCOVER
INNOVATION AND TURN DISCOVERY OF
HEALTH INTO INNOVATION.
MY FIVE PILLARS IS GOVERNMENT
AND WE THINK OF FEDERAL AND
STATE AND LOCAL GOVERNMENT AND
INTERNATIONAL GOVERNMENT.
THERE'S A GREAT THING TO THINK
ABOUT FEDERAL GOVERNMENT AND
BASED ON POLICIES AN HAVE TO
THINK ABOUT THAT AND THINK OF
THE WHOLE ECO SYSTEM AND
PUBLISHING AND MEDIA AND
SOMETHING STATED EARLIER WITH
THE DISSEMINATION AND
IMPLEMENTATION SCIENCE WE HAVE
TO HAVE THE PUBLISHERS AND MEDIA
TO GET THE INFORMATION AND STATE
INDUSTRY AND BUSINESS ARE ONE OF
THE LARGEST FUNDERS IN THE SPACE
AND NEED THEM AT THE TABLE AND
NONPROFITS ARE PART OF THIS AND
SIMILAR TO DISCUSSED THAT MAKING
SURE THEY HAVE A STAKE IN THE
GAME AND HAVE INFLUENCE AND
HIGHLIGHT ACADEMIA AND
INSTITUTIONS IN THIS SPACE.
MAKING SURE THEY HAVE A SEAT AT
THE TABLE.
I WANT TO START WITH MAKING SURE
PEOPLE UNDERSTAND PUBLIC
COMMUNITIES AND THEIR VOICES ARE
NUMBER ONE AND SHOULD BE HEARD
IN ORDER FOR US TO CHANGE THE
NEEDLE BECAUSE THEY'RE PART OF
THE SOCIETY WE WANT TO CHANGE
AND OUR FUNDERS.
WE HAVE A BIG PLACE IN WHAT
HAPPENS AN WHAT CAN BE MOVED.
THE RESEARCHERS OUT THERE
LISTENING, YOU ALSO PLAY A HUGE
PART IN WHAT HAPPENS AND OUR
CLINICAL PRACTITIONERS AND
SPECIFICALLY MY DIRECTOR
DR. JANINE CLAYTON WITH DR. PINN
WITH OUR KEY NOTE WHO ARE ALL
PHYSICIANS AND REGULATORS AND
COMMUNICATORS AND PAYERS WE HAVE
TO MAKE SURE THEY'RE VOICES ARE
A PART OF THIS.
FROM THE FEDERAL SIDE WE HAD A
COORDINATING COMMITTEE AND WHEN
WE HAVE AN SG AND I INNOVATION
WORKING GROUP THE CHARGE IS
DEVELOPING MECHANISMS PROGRAMS
AND ACTIVITIES TO ADDRESS THE
NEW WHITE HOUSE NATIONAL
STRATEGY AND I THINK IT'S A GOOD
READ.
I COMMEND THE WHITE HOUSE FOR
BRINGING THIS UP AND THE WORK
MOVING FORWARD WORKING ACROSS
GOVERNMENT TO MAKE IT HAPPEN AND
FOCUSSED ON THE STRATEGIC GOAL
WHICH IS CLOSING GENDER GAPS IN
STEMM FIELD AND AN OBJECTIVE
WHICH IS ENCOURAGING STEM
INNOVATION AND ENTREPRENEURSHIP.
THE PURPOSE OF THIS GROUP IS TO
SIMULATE AND ACCELERATE
INNOVATION FOR WOMEN'S HEALTH
RESEARCH AND INTERSECTIONAL
INTERVENTIONS CREATING
OPPORTUNITIES AND WE'RE WORKING
TOGETHER TO GET IT DONE AND
THANK MY CO-CHAIR AND THANK YOU
FOR YOUR HELP IN THIS LEADERSHIP
AND WE HAVE ANOTHER WORKING
GROUP WITHIN NIH THE NIH WORKING
GROUP OF WOMEN IN BIOMEDICAL
CAREERS AND THERE'S A
PARTNERSHIP TASK FORCE CHARGED
WITH DEVELOPING AND OPTIMIZING
STRATEGIC AND SYNERGISTIC
CROSS-CUTTING AND CROSS-SECTOR
PARTNERSHIPS THROUGH RESEARCH
FOR THE ADVANCEMENT OF WOMEN IN
BIOMEDICAL CAREERS AND DOING
THIS IN RESPONSE TO TWO REPORTS
AND THEY WERE HIGHLIGHTED
EARLIER TODAY AND I WANT TO KEY
IN ON THAT WE'RE HOPING TO
RE-IMAGINE OR RETHINK AFTER
COVID HOPEFULLY SOON WHAT WE
WANT IT TO LOOK LIKE AND
PRIORITIZING WOMEN IN THE
BIOMEDICAL ENGINEERING AND DATA
SCIENCE.
THE PURPOSE OF THIS GROUP IS TO
BRING TOGETHER LEADERS IN
GOVERNMENT, ACADEMIA AND
NONPROFITS AND PRIVATE SECTORS
TO DESIGN A SCIENTIFIC RESEARCH
ECO SYSTEM TO MAXIMIZE
OPPORTUNITIES FOR WOMEN
SCIENTISTS FROM DIVERSE
BACKGROUNDS THROUGH CAREER
STAGES AND DEVELOPING AND
SUSTAINING A HIGH TOLERANT
EXPERIENCE AND MOTIVATED
WORKFORCE THAT CAN BE ADDED TO
MULTIPLE SECTORS IN ADDITION TO
BUILDING TEAM.
THESE ARE MEMBERS ON THE GROUP.
QUICKLY, THE GUIDE AND STRUCTURE
HERE, WE'RE HAVING EVERYONE TO
PLAY A HUGE ROLE IN HOW WE'RE
GOING TO MOVE FORWARD AND THINK
OF WHAT WE'RE GOING TO DO I'M
EXCITED FOR US TO CONTINUE TO
MOVE FORWARD AND WE PLAN ON
MOVING FORWARD WITH YOU AND HOW
WE'LL DO THIS IS BY ENGAGING.
I WANT TO LEAVE US WITH
STRATEGIC ENGAGEMENT IN OUR
OFFICE AND LETS INTENTIONALLY
ENGAGE TOGETHER TO CLOSE THE
GENDER INNOVATIONS GAP THROUGH
AN INTERSECTIONAL LENS
INFLUENCING SCIENCE
INTERNATIONALLY AND IF YOU WANT
TO CONNECT WITH US HERE'S THE
NEW E-MAIL ADDRESS AND IF YOU
WANT TO KNOW MORE, PLEASE REACH
OUT.
>> GOOD AFTERNOON.
MY NAME IS LISA BEGG AND MY
EXTREME PLEASURE TO INTRODUCE
VIVIAN W. PINN.
HER ACHIEVEMENTS ARE NUMEROUS SO
I CAN ONLY MENTION A FEW AND
INVITE YOU TO GO TO OUR EVENTS
PAGE ON THE ORWH TO READ MORE
DETAILS.
SO FAR, AND I SAY SO FAR BECAUSE
SHE'S STILL RECEIVING AWARDS,
SHE'S RECEIVED OVER 300 AWARDS
AND HONERS INCLUDING 17 HONORARY
DEGREES IN SCIENCE LAW OR
MEDICINE.
SOME OF HER RECENT ACHIEVEMENTS
ARE THE AMERICAN MEDICAL
ASSOCIATION DISTINGUISHED
SERVICE AWARD FOR LEADERSHIP IN
WOMEN'S HEALTH.
RESEARCH AMERICA IN JANUARY OF
THIS YEAR AWARDED HER THE
OUTSTANDING ACHIEVEMENT IN
PUBLIC HEALTH.
SHE WAS ALSO ELECTED RECENTLY TO
THE AMERICAN ASSOCIATION FOR THE
ADVANCEMENT OF SCIENCE.
OVER HER CAREER, SHE'S BEEN
ASSOCIATED WITH SEVERAL COLLEGES
AND UNIVERSITIES.
SHE GRADUATED FROM THE
UNIVERSITY OF VIRGINIA SCHOOL OF
MEDICINE IN 1967.
THEY CONTINUE TO HONOR HER AND
NAMED A BUILDING AFTER HER.
YES, A BUILDING.
IT'S THE PINN HALL FOR MEDICAL
EDUCATION AND RESEARCH AND
DEDICATED IN 2019.
AND SET UP SCHOLARS TO RECOGNIZE
MID LEVEL FACULTY AND ENCOURAGE
THEM USE INNOVATIVE RESEARCH AND
ASSOCIATED WITH TUFT'S
UNIVERSITY SCHOOL OF MEDICINE
AND NAMED THE VIVIAN W. PINN
OFFICE OF STUDENT AFARES FAIRS
AND A NUMBER OF HER -- AFFAIRS
AND A NUMBER OF FORMER STUDENTS
HAVE STARTED SCHOLARSHIPS IN HER
NAME AND SHE CURRENTLY SERVES ON
SEVERAL BOARDS OF TRUSTEES
INCLUDING THE THOMAS JEFFERSON
UNIVERSITY AND THE CANCER CENTER
AT JEFFERSON HEALTH AND THE KECK
GRADUATE SCHOOL OF MEDICINE.
IN 1995 WAS ELECTED FELLOW IN
THE AMERICAN ACADEMY OF ARTS AND
SCIENTISTS AND ELECTED TO THE
NATIONAL ACADEMY OF MEDICINE AND
WRITTEN PUBLICATIONS AND BOOK
CHAPTERS AND GIVEN MORE THAN 500
KEY NOTE FEATURES, LECTURES AND
PRESENTATIONS AND IT'S MY HONOR
TO WELCOME DR. VIVIAN W. PINN.
DR. PIRN.
--
DR. PINN.
>> THANK YOU, LISA.
I WAS WAITING TO BE UNMUTE AND
FOR MY VIDEO TO COME.
LET'S SEE WHAT THE PROBLEM IS
HERE.
THIS HAS BEEN A WONDERFUL
SYMPOSIUM.
FIRST I'M GRATEFUL TO
DR. CLAYTON AND OTHERS IN THE
OFFICE AND ACROSS NIH FOR THE
SYMPOSIUM IN MY NAME AND EVERY
YEAR WHEN I SEE THE PLANS FOR
THE PINN SYMPOSIUM I'M HONORED.
EACH YEAR YOU OUTDO YOURSELVES
IN WHAT YOU BRING TO BEAR IN
THIS SYMPOSIUM AND SEMINAR AS
YOU DID TODAY.
DR., JAGSI I DON'T KNOW HOW TO
ADD MORE WORDS OF PRAISE THAN
YOU ALREADY RECEIVED BUT IT WAS
A MAGNIFICENT PRESENTATION.
YOU INCLUDED SO MUCH THROUGH THE
40 MINUTES YOU HAD TO SPEAK AND
WHAT I HAVE TO SAY IS SINCE I'VE
BEEN RETIRED I'VE FOCUSSED
PRIMARILY AT LOOKING AT ACADEMIC
CAREERS FOR WOMEN OF COLOR AND
COMING THROUGH ALL THESE YEARS
TO WHEN I FINISHED MEDICAL
SCHOOL IN 1967 AND SEEING THE
ISSUES AND DEALING WITH SOME
CHALLENGES MYSELF HAVE BEEN VERY
AWARE OF THE ISSUES WOMEN OF
COLOR FACE IN PROGRESS AND
CAREERS IN ACADEMIC MEDICINE AND
WHAT I FACED AND FROM WHAT I
HEARD FROM OTHER AND LEARNED
THROUGH OUR ORWH CONFERENCES IN
THE TIME I WAS THERE AND SINCE
IT'S AN AREA THAT SEEMS
IMPORTANT TO ME AND THAT'S WHAT
I'VE BEEN FOCUSSING ON AND ALL
YOUR PUBLICATIONS HAVE BEEN
WONDERFUL AND I TRY TO KEEP UP
THOUGH I DON'T KNOW HOW YOU HAVE
TIME RAISING A FAMILY TO KEEP
PUBLISHING BUT IT'S WONDERFUL
YOU DO BECAUSE YOU PROVIDE SO
MUCH DATA AND INFORMATION OF
VALUE TO ME AND OTHERS
INTERESTED IN THE WHOLE FIELD
AND CONCEPT OF PROGRESSING AND
ADVANCING WOMEN IN ACADEMIC
CAREERS.
THANK YOU FOR THAT AND I WAS
HONORED TO HAVE YOU DO THAT
PRESENTATION TODAY AS THE KEY
NOTE SPEAKER.
IT WAS WONDERFUL.
SEEING THE COMMENTS FROM THE
PANEL AFTER YOUR TALK WAS GREAT.
I DON'T NEED TO REPEAT OVER AND
OVER AGAIN.
I'M DELIGHTED THIS SYMPOSIUM IS
IN MY NAME BUT IT'S REALLY AN
ORWH SYMPOSIUM.
I HAVE TO THANK JAMIE AND LISA
FOR THEIR WORK IN PULLING THIS
TOGETHER AND A SUPERB SYMPOSIUM
AND HOME IT'S RECORDED ON VIDEO
SO THOSE WHO CANNOT ATTEND DAY
WILL BE EDUCATED BY THE WISDOM
AND LET ME CONGRATULATE YOU ON
THE NEW INITIATIVE YOU HAVE AND
I'M PLEASED YOU'RE PROMOTING
EQUITY AND AS WHEN I SAW HEALTH
DISPARITIES COME TO THE
FOREFRONT AND WITNESSED THE
ISSUES AND CONCERNS OF THOSE WHO
HAD BAD EXPERIENCES DURING THE
PANDEMIC IN ADDITION TO HOW IT
AFFEC
AFFECTS THE CAREERS AND
CONCERNED WITH THE DECISION
MAKING DURING THE PANDEMIC AND
THE FACT YOU'RE ADDRESSING
ETHICAL DECISIONS IS WOND EQUITY
IN HEALTH CARE AND IN GENERAL.
MANY CONCEPTS BRING TO MIND TO
ME WE DO NEED TO CONDITION TO
FOCUS ON PRINCIPLES OF JUSTICE
AND PRINCIPLES OF ETHICS WHICH
WE TALKED ABOUT IN THE INCLUSION
MANDATE BUT NEEDS TO BE STRESSED
MORE SO NOW AFTER THE EFFECTS OF
THE PANDEMIC AND NOT SEE
DISPARITIES IN THE FUTURE AND
HOW TO GO ABOUT RELIEVING SOME
OF THE EFFECTS WE HAVE SEEN.
THANK YOU FOR YOUR VISION AND
ADDRESSING THE TOPIC WHICH IS
THE IMPACT OF THE COVID-19
PANDEMIC ON THE CAREERS OF WOMEN
IN SCIENCE.
I LIKE THE FACT THAT YOU AND
OTHERS WHO PARTICIPATED TODAY
FOCUSSED ON THIS NOT JUST AS A
NEGATIVE OUTCOME BUT I LOVE THE
TERM OF DISRUPTIVE OPPORTUNITIES
THAT AND THE NEGATIVE EFFECTS
AND TURN THEM POSITIVE BECAUSE
IT GIVES A CHANCE TO REFOCUS ON
HOW SYSTEMS OF STRUCTURES WHERE
STRUCTURED.
I THINK WE'LL PROBABLY NEVER GO
BACK TO ALL IN-HOUSEWORK AND ALL
IN-HOUSE CONFERENCES BECAUSE WE
KNOW BY BEING VIRTUAL WE OFTEN
GET A LARGER AUDIENCE THAN IF
INDIVIDUALS HAD TO TRAVEL TO
THOSE CONFERENCES I LIKE THE
IDEA YOU FOCUSSED ON MAKING
SOMETHING POSITIVE OUT OF WHAT
WE'VE SEEN FROM THE NEGATIVE
EFFECTS.
I THINK THE NATIONAL ACADEMY OF
SCIENCES BOOK ON THE EFFECTS OF
COVID ON CAREERS OF WOMEN WAS
EXCITING BUT I LOVED HOW YOU
TIDE THAT INTO THE OTHER FACETS
OF THIS AND BASED ON THE WORK
YOU HAVE DONE OVER THE YEARS.
THANK YOU FOR PARTICIPATING AND
THE HONOR OF HAVING MY NAME
ATTACHED AND THAT'S ABOUT IT
BECAUSE I DIDN'T DO ANY WORK.
I JUST LISTENED AND PARTICIPATED
AND SO PLEASED FOR THOSE THAT
PARTICIPATED AND THE WORK PUT
FORWARD AND I THANK YOU FOR
THAT.
I WOULD LOVE TO REITERATE ALL
THE THINGS YOU PUT FORWARD AND
CHALLENGED THE ORWH AND NIH AND
OTHERS GOING FORWARD.
I THINK WITH THE NEW INITIATIVE
AND THE FACT IT'S GOING TO HAVE
A GLOBAL INFLUENCE IS EXCITING
BECAUSE IT MEANS THE WORK YOU'RE
DOING HERE CAN BE REFLECTED IN
AND PERHAPS HAVE AN EVEN GREATER
INFLUENCE IN THE GLOBAL
COMMUNITY AND THAT'S GOOD.
WE'VE HAD IMPACT AND SOMETIMES
NOT RECOGNIZED BUT WE KNOW WE
HAVE BECAUSE FOR MANY YEARS
WE'RE THE LEADERS LOOKING AT SEX
AND GENDER ISSUES AND IT'S
WONDERFUL UNDER DR. CLAYTON'S
LEADERSHIP AND WITH THE
COORDINATING COMMITTEE I HAVE TO
RECOGNIZE YOU'RE GOING TO TAKE
THE EFFORTS FORWARD IN A GLOBAL
WAY THROUGH COLLABORATIVE
PARTNERSHIPS AND FINALLY, YOU
KNOW MY FOCUS HAS ALWAYS BEEN ON
MENTORING AS WELL AS
INTERSECTIONALITY AND
INTERDISCIPLINARY APPROACHES
WITH COLLABORATION AND EXCITED
TO SEE THAT INCORPORATED INTO
THE NEW IDEAS AND PROJECTS GOING
FORWARD.
WITH THAT, THANK YOU FOR
PARTICIPATING AND FOR YOUR
WONDERFUL WORDS OF INSPIRATION
AND I'M HERE TO DO WHATEVER I
CAN TO SUPPORT YOUR EFFORTS NOW
AND IN THE FUTURE.
THANK YOU.
>> THANK YOU, ON BEHALF OF THE
OFFICE OF RESEARCH ON WOMEN'S
HEALTH I'D LIKE TO THANK OUR
HONOREE, DR. VIVIAN W. PINN AND
OUR MODERATOR AND OUR PANELISTS
AND OUR LEADERS DR. CLAYTON AND
SCHWETZ AND OUR SPECIAL SPEAKER
DR. MS. JAMIE WHITE.
THE DEDICATED STAFF OF THE
CAREER SECTION AND THE
COMMUNICATIONS TEAMS OF ORWH AND
MOST OF ALL YOU, OUR AUDIENCE
FOR SHARING THIS EVENT WITH US.
I WISH YOU ALL A PLEASANT
EVENING AND WEEKEND AND
DR. CLAYTON, DO YOU WANT TO SAY
A FEW WORDS?
>> I WANT TO SAY THANK YOU AGAIN
AND MY THANKS AND OUTSTANDING
PRESENTATIONS AND PANELS AND
THANK YOU EVERYONE BEHIND THE
SCENES WHO HELP US PLAN.
TEAM, ORWH YOU'RE AMAZING AS
ALWAYS AND THANK YOU, DR. PINN.
WE'RE DELIGHTED TO BE ABLE TO
HONOR YOU IN THIS WAY.
WE ARE ADJOURNED.