allyship and how not just anyone but you can be a part of diversity, equity, and inclusion efforts. So in this talk, I'll review with you what allyship is and provide you some strategies on how you can be a better ally. As a part of being a better ally, you need to be able to understand unconscious or implicit bias and we'll review some tools to help you to understand your own biases better. Also as a part of being a better ally, you need to be able to recognize microaggressions. We'll review the three different types of microaggressions and the features of each type. Then we'll talk about the significant negative impact, what we call macro impact of microaggressions. And I'll also provide some practical management strategies. So allyship is recognizing that you hold more power or influence over a marginalized group or person. And then it's actively using your advantage position to advocate for and include those who are less advantaged. Now this is a consistent, continuous, and lifelong practice. And I would say that it requires emotional intelligence. So it's having that self-awareness, but also awareness of those around you and also your environment. So many of us think that we are already allies. And in this inclusion survey, you can see that 92% of individuals already see themselves as allies in the workplace. However, only 29% said that they actually speak up when they perceive bias, and 34% simply ignore it. So this means that although you may think that you're an ally, most likely you aren't an ally. Now, what are some ways that you can be an ally? Well, whites can be allies to people of color. Men can be allies to women. Cis people can be allies to members of the LGBTQIA plus community. And people who are able-bodied can be allies to those who are not. Economically privileged people can be allies to those who are not. Here are some strategies on how to be a better ally. Be intentionally inclusive. Use inclusive language. So being aware of gender terms. So instead of girl or boyfriend or husband or wife, use partner. And then try to get others actively involved with diversity and inclusion tasks. Other ally actions is not being just a mentor, but also becoming a sponsor from someone from a marginalized group. When you see something, hear something that is inappropriate, call it out. Say something. Other ally actions, well, become educated. Learn about unconscious bias and then spread that information and teach others. Understand and recognize microaggressions and then learn how to handle them. And really, it's passing on the knowledge that you've gained about unconscious or implicit bias and microaggressions and helping to build that community of allies. So what is unconscious or implicit bias? Well, it's ways that we unconsciously, unknowingly make assumptions about people that causes stereotypes and discrimination. Now, everyone has it. It's involuntary and automatic. It's usually triggered during high-stress situations, and there are significant negative effects on marginalized groups or people. This is the diversity iceberg in that the features that we typically see represent only 10% of the complete picture of a person. You can see this is above the line. But 90% of features of an individual are actually submerged in our features that we don't see on a daily basis. And of note, biases exist towards both the visible, but as well for the invisible features. How can you understand your own biases? And I call this a start to understanding, because really, if you haven't done this before, this would be a great exercise to do. This is the Harvard Implicit Association test. It consists of 14 topics, takes about 10 minutes. I would say less than 10 minutes for each test. And it really helps you to raise awareness of your own potential biases and to self-reflect. There's also this wonderful resource, a book called Blind Spot. And it states here, hidden biases of good people. Again, we all have biases. Sometimes we just don't recognize it. And it helps to define hidden bias, what they call mind bugs, that are planted in your blind spots to help you to understand your own biases that may cause stereotyping and discrimination. They provide strategies as to how to counteract them. The ACR and the AMA have come together to develop a learning module on implicit bias, which is available at no cost on the internet. So you can just go to this website. And there are clear publications in radiology related to unconscious bias. And I don't have time to go through them here, but I recommend that you follow up and review these sources. And moving on to microaggressions. This was first described by Chester Pierce, a Harvard psychiatrist. And he defined a microaggression as a comment or action that subtly or unconsciously expresses a prejudiced attitude towards a marginalized person or group. This concept was then expanded by Daryl Wing Sue, a Columbia professor of psychology. You can see that he defined three different types of microaggressions. The first type is the microinsult. This is a subtle, unconscious remark or action that demeans a person's identity. So here are some examples. Calling a female doctor by her first name, or as you call male doctors, as Dr. X. Assuming that a woman or a person of color is in a subordinate position. And here's another example. You speak such good English. The second type is microassault. And this is more aggressive. This is a conscious and deliberate discriminatory action or verbal exchange. So for example, shouting a slur at a person of color or a gay person. A male person gropes a female co-worker. Or a racist patient who states, I want a white doctor. The last type of microaggression is the microinvalidation. So after a microaggression event, this is where a person exhibits a behavior where they tend to invalidate or negate what has happened. For example, it was meant as a compliment. You really didn't mean it. Don't be so sensitive. It was just a joke. The features of microaggressions. This happens every day. They're negative, they're derogatory, and sometimes, frankly, hostile. And always towards a marginalized group or person. Microaggressions are also contradictions. In that they can be verbal or nonverbal. They can be intentional or unintentional. And there can be a hidden or clearly open aggressive message. This is the so-called macroimpact of microaggressions. And you can see all of this invalidates, demeans, isolates, threatens, intimidates. And all that the person is left with, pain, anger, stress, burnout, low performance, and poor health. And this is what we must consider. This is a well-known video on YouTube about the analogy of mosquito bites causing microaggressions. And so if you get stung once in a while, you can recover. However, if you get stung multiple times every single day, it begins to hurt and become extremely irritating so that you can't tolerate it anymore. Microaggressions occur in radiology. They occur in the reading room, within residency programs, and in research publications. Hidden microaggressions can cause more damage than verbal ones. Because once it's in writing, it can be read over and over and over again and have a cumulative negative effect. Here are some examples, real-life examples in radiology. It's really impressive how well you're doing considering your background. Your English is really good. Where did you learn it? You're too attractive to be a radiologist and sit in the dark. You should be in pediatrics. How do you handle microaggressions? These are some of the thought processes that you might have as you're considering. If I respond, will the person become defensive? And then will an argument ensue? How will this affect my relationship with the person? Will they retaliate? And even, could my physical safety be in danger? If I don't respond, will I regret not saying anything? And then you deal with regret and guilt later on. Does that convey that I accept the behavior statement? And then this reinforces and then perpetuates inequity. So when a microaggression occurs, whether there's a response or not, there are negative effects. Here are some ally interventions that are suggested. Ask for more clarification and try to learn. Can you please repeat what you said? Could you say more about what you mean by that? How have you come to think that? You can paraphrase what was said to assure understanding by both parties. Separate intent from impact. So don't assume that somebody had bad intent automatically. I know you didn't realize this, but when you said or did this, it was hurtful or offensive because and explain why. Reframe the situation and suggest a better way to handle it. Instead of this, you could have said this or done this. And then share your own process and often that will help the person to relate to you better. I noticed that you said or did this. I used to do or say the same thing, but then I learned how to handle it better. And then, you know, in the heat of the moment, sometimes it can be very difficult to remember how to handle microaggressions. And this mnemonic can be very helpful, GRIT. So gather your thoughts, restate what you heard, inquire what was actually meant by the comment, and then talk it out. The AUR has a new program, the Idea Scholars Program, Inclusion, Diversity, Equity, and Allyship. And for those of you who are interested, you can register for this course. So my key points are that successful diversity, equity, and inclusion efforts require allyship. Similar to inclusion, allyship needs to be intentional. Start by understanding that everyone has biases and that you have your own biases. Be aware of microaggressions and learn how to practice GRIT. Thank you so much for your attention. Good day. My name is Marcus Bradshaw, and the topic of my presentation is Why Diversity Without Inclusions Fail, Examples and Lessons Learned. We will discuss examples of non-inclusive diversity efforts, and here I will take a little bit of leeway with the terms of inclusivity. Then we will discuss toxic environments, and then we will finish with pushback from majority groups and lessons learned. The first example of a non-inclusive diversity efforts centers around our students in Puerto Rico. And this became keenly aware to me as I was mentoring several medical students from Puerto Rico this year, and I had an opportunity to learn of some of their struggles. And first, I just think it's important that we recognize that in 2021, there are still several individuals who do not know that Puerto Ricans are U.S. citizens, and that there are four LCME-accredited institutions on the island, and that every student who's admitted into those programs must be fully bilingual, meaning they can speak both English and Spanish. And because they are U.S. citizens, and because they are LCME-accredited, these students do not need ECFMG certification. They do not need visas. But unfortunately, when the students apply for away rotations or for residency, many times these students are overlooked or mistreated when they're on their away rotations. And I encourage everyone to watch the video at the bottom of the screen so that you can get more in-depth information about some of the struggles that our students from Puerto Rico face. Our next example of non-inclusive diversity efforts centers around our Asian colleagues. And the mere fact that there's still this myth of the model minority. What we must understand is that, one, not all Asians are the same. They're not a monolithic population. So everyone is not doing well in America. And I think more than anything, it's about perception and not percentages. So I want you to hear the viewpoint of an Asian American, and it's that I have always known what discrimination and racism was, because I've experienced it my whole life. Growing up, she had no reason to see herself differently. But she started noticing other people's actions toward her and her family. And she goes on to say that, I've learned over the years that not everyone sees me the same way. And I think if we were to take Asian American off the beginning of that quote, that experience is something that I think is shared across many ethnic minority groups. And then, obviously, with COVID-19, we've seen just an increased incidence of violence on our Asian American colleagues. And while we may no longer see it in the media, please be aware that this hate still happens. So I'd like us to just conclude this section with this, and that is that while we are all minorities, there are many more examples of things that we experience that are similar versus what we experience that are dissimilar. Now what's interesting is that in the business world, they've learned that diversity matters and that it increases their profits. And that's regardless if they're talking about gender diversity or ethnic diversity. But what's interesting is that while they support diversity or in general have a positive viewpoint on it, when it comes down to the concepts of inclusion and equality, there's a much more negative connotation surrounded in those words. And the problem there is that while these businesses may be diverse, if the workforce is not really included, then you're not really maximizing the diversity that you have present. Now, this diversity without inclusion leads to a toxic environment. And a study from the Harvard Business Review demonstrated that 40% of African-Americans, Hispanics, and Asians say that they have to compromise who they are in order to conform to the standards of the companies that they work in. Or if we look at the STEM field, something as simple as women in STEM must act like a man because it provides advantages to being a leader or what I would say is being recognized as a leader. Now, if we take it to our medical school environments, what we see is that microaggressions are a common experience for medical students and that they are associated with an increased positive screening for depression, lower medical school satisfaction, and a higher rate risk that they would contemplate transferring or withdrawing from medical school. Now, sadly, 61% of students experience at least one microaggression weekly and 62% of those who experience it weekly thought microaggressions was just a normal part of medical culture. Let that sink in. So let's dig a little bit deeper into these toxic environments. Now, I'm not going to read every comment that you're going to see on the subsequent screens, but I'm going to highlight a few. And one is this. Attendings refuse to call interpreters because the patient will just get it. Or they respond to us, how they look at and treat their patients. I personally find that quote doubly troubling. And then the last one that I will highlight on this page is that my attending said he wanted to shoot me and bury me in his backyard. Now, mind you, this attending never met the student and his impression was solely based on the fact that that student was an African American. Well, Bradshaw, what happens when they become residents? Well, unfortunately, we see much more of the same. So one quote I'm going to highlight is this. I was called a coon. You know what? And my attending said nothing. He did not address it with the patient, nor did he acknowledge it with the resident. And then lastly, a resident received poor health at his own institution that he worked at because his doctors didn't believe his pain was real because of the color of his skin. Now, these next three quotes are very troubling. One is I was called stupid for my NSERP score, but my majority colleague was praised. Come to find out, his score was lower than mine. I overheard my PD persuading other attendings to give me bad evaluations. And lastly, I spent an extra year in training because they said I don't sound like a surgeon. Now, mind you, they didn't mention that his knowledge wasn't correct. They didn't mention that his technical skills was not correct. The sole reason that this individual and others spent extra time in residency was because they didn't speak the way someone thought that they should speak. Well, what about when you become faculty? Well, this is my own personal experience. And I want to set the backdrop like this. I used to wear a shirt and tie with a white coat every day. And I had my name put on the coat with my initials, and I had attending physician put on the coat. And I remember the admin saying, we don't normally do this for everybody. And I said, well, we have to do it for me. And the reason was so that when I walked in the room, the patients could see that I am the attending physician and not the resident. So with that backdrop of me always wearing a shirt and tie, always wearing a white coat, still when I walked in between buildings, if I came up behind somebody, frequently someone would cross the road and go to the other side. Or if I stepped on an elevator, they would clutch their purse. Or the few times when I didn't wear my white coat, let's say I'm going to lunch, colleagues would not even recognize or acknowledge that I was there. And lastly, I have personally been in those communities where police shot an unarmed black man in the back. I have been in those communities where hate groups have murdered innocent minority members and had colleagues never say a word. We're talking about diversity without inclusion. Well, Ranshaw, you gave a bunch of comments. But do you have any data to back that up? How about this? 70% of respondents over the course of two years agreed that stereotypes or bias influence how they were perceived. And 56% of URM medical students have witnessed mistreatment of URM residents in multiple specialties. Let that sink in for a second. And so what we know about these toxic environments is this, is that URM students may feel unwelcome in academic departments and in scientific fields, and that there is a disconnect between initiatives aimed at increasing diversity and the experience of those URM students. And that if we don't grasp this disconnect, it leads to failure of our diversity initiatives. Puri et al. put it a different way, in that there are informal, non-academic elements of a student's experience in which bias may manifest itself and hinder women and minorities from achieving their true potential. And as we move forward to companies experiencing backlash, you can see on the left how Google cut back on its diversity programs. There's been institutions that have cut back on their diversity initiatives. Then also, recently this year, this quote that I've taken off of Twitter is that this. It says, I can't believe my eyes. All medical student sessions were filled to the max. But once the one about a call to action, why diversity matters, is about to start, the room is empty. And they say this isn't a problem. Our actions, our words, speak volumes to those that remain in the room. So what are some reasons for pushback to diversity efforts? One, employees think diversity is a non-issue. Understand the fact that most of our companies are filled with the majority of population who may have never experienced diversity. I mean, excuse me, discrimination or racism. Two, employees think diversity is someone else's problem. So why do I have to deal with it? Three, employees think diversity efforts are only for a few select minority groups. And majority groups may feel ignored. And actually, them feeling ignored may lead to claims of reverse discrimination. And then lastly, employees feel overwhelmed by inclusive initiatives. And what they mean here is that sometimes, that because they've now been trained, they feel like they have to walk on eggshells because they may insult somebody. Understand that no one, black, white, or whatever ethnic group they are, wants to be called racist, or to be said that they're discriminating against someone else. And I would add another one, and that is this. That no one wants another module on top of all the other modules that they have to do. So sometimes that will lead to more backlash. So what are some of our lessons learned? Diversity and inclusion efforts tend to make people feel uncomfortable. And it's because diversity and inclusion is a highly personal, emotionally charged topic. And that these conversations can often hit very close to home for us and others. And lastly, professionals have found that their well-intentioned diversity and inclusion efforts sometimes backfire. Continue on with our lessons learned. Perceived or actual restrictions on independence or autonomy may lead to backlash, and may lead to the preference of the status quo, or to this notion of colorblindness, meaning that I don't see color, I'm not racist, and so there's no real purpose for us to continue in these endeavors. There are some that believe that racial and other social equalities have been breached, and so there's no need for us to continue with diversity, equity, and inclusion. And lastly, and probably most importantly is this, is that the goals and motivations of both the majority and the minority groups must be considered. Because it is, in reality, the interworkings, it's the inter-dynamics, it's the interactions between these two groups that will ultimately determine institutional culture, which will then determine the success of your minority students, residents, and faculty. And lastly, if I could say one thing, it would be this, it is that diversity and inclusion is not a zero-sum game. It's not a, if I win this, you lose this. We must get to the point where we acknowledge that both parties have goals, and that diversity and inclusion can help everyone achieve those goals. And so in reality, diversity and inclusion, when done correctly, can be a win-win. And I will stop here, and these are my references. Thank you for listening. So inclusion is a key to success of diversity effort. Empowerment through diversity and inclusion. Let's, okay. So diversity and inclusion, you know, it's sometimes used interchangeably, like, well, diversity and inclusion. But there are the differences. So diversity is having a mix of people with different social, cultural background, and identity in the workplace, a community with department, organization. So it's kind of like a number, composition, percentage, or ratio, or metrics. But inclusion is a more conscious effort to make people with different background be culturally and socially accepted and valued. So it's our behavior, right? It's not number, it's not something that measure, it's more how we treat each other. So there's a huge difference. So we could have a very diverse community without inclusion, like the spice bottle on the left, or diverse and inclusive, like a spice bottle on the right. So it really, the diversity and inclusion are going hands-in-hands. But diversity without inclusion, it really lost opportunity, because we have a diverse group of people, but they're not talking to each other. One of the public high school in Salt Lake City exactly like this, that they are very proud of speaking 45 different languages. We are very diverse, but the school did not do anything to integrate those students from different cultures and backgrounds. So they're fighting each other. So those are not great, right? Diversity without inclusion does not make any huge benefit. So diversity and inclusion really go hands-in-hands, and have to be tightly cut. You might heard a story, something like diversity is like being invited to the party, and inclusion is being invited to the party, and asked to dance. So but without inclusion, it's very hard to achieve diversity, because you can recruit people. And without diversity, it's hard to build inclusive organ culture. So it goes hands-in-hands. Now, we often talk about race and gender in this RSNA for any diversity meeting. But according to Dr. Brent Allen, who is a professor of communication at University of Colorado, there are like a dozen of social traits that we should be considering. So of course, gender and race, but there's a social class, sexualities, ability, disability, age, marital status, sometimes that people who are widowed are treated somehow differently in the social circumstances. Or religion, height and weight, education or English to speak, all of that. So some people may be at advantage for others, and a disadvantage for the another. So it's not one or the other, black or white. It's there's a lot of intersectionality for diversity and inclusion. And I think about the social identity. So let's just say that do we welcome LGBTQ, age young woman or overweight white male with a disability? It's just think about all the combination that you can think of. The point is we wanted to respect and show inclusivity to all kinds of social background people. So why diversity and inclusion matter? Some people said it's not important, but actually there are so many benefit that you can be diverse and inclusive. And I just listed several. First of all, it empowered everyone, not just a few people in your organization at the full potential. So that's the huge benefit, right? Everybody's at the full potential versus only 2% of people getting a full potential. And embrace and appreciate the differences. Instead of differences is bad things, differences are good things. So we should appreciate the differences, enjoy that differences, understanding better. And I really open to diverse perspective. So it bring more problem solving skills and different perspective. Even the research field now, that if only radiologists doing a research versus radiologists and pathologists and surgeons and other people, epidemiologists, then actually enrich the actual research program. So it's the same thing. It's the team sciences, different expertise, really enrich the program. Same concept, open diverse perspective really enrich the organizations. And because of that, create a strong sense of belonging. People feel like you are part of something. And that is so important. You've gone through so much like pandemics and a hardship and a burnout and loneliness. If you belong to organization, you feel like you are part of this, it really empower the people. And that's why it attract more talent to the large pool because they wanna be part of something that exciting. So those diverse and inclusive organization tend to have a higher performance because the commitment and the morale is much more higher. And it increase productivity and a financial gain. So there's so many good things, my perspective is. And that the Fortune 100 company really recognize diversity and inclusion is mission critical for the success in the global world. So Dr. Branshaw also showed this McKinsey's report that the diverse organization, the top quartile with a 35% higher financial return compared to non-diverse or bottom quartile company. And in terms of gender diversity, gender diverse company top quartile is a 15% higher financial return. And if the company is both gender and ethnic diversity, and then they have a 25% higher financial return compared to the all other quartile. So diverse and inclusion bring a higher financial return in a business world. So how do we create? Because you may be the leader of organization, a chair, a division chief, or some leader for practice. How do you create the inclusive culture? I think one thing is though, the leadership commitment for EDI is critical. If the leader doesn't care, it's very difficult to set the culture. So the leader have to really commit to the diversity, equity, inclusion. So they provide a safe environment to speak at because some institution you can't really say anything, even though that something is completely broken because you don't feel safe to speak up. Those are really not the healthy environment. You want people to engage, to speak up. And then the listen. It's not listen like, uh-huh, uh-huh, uh-huh. But it's really genuinely listening. And I like to understand more. Tell me more. I wanna understand more. And also listen without judgment. Don't interrupt the saying, oh, I don't think so, or something like that. So just to listen carefully for people who have a courage to speak. And all voices need to be heard, not just the leader or section chief. It really, all the voices matter. So as a leader, you might need to hear from all different perspective. And when you listen to and gather the information to provide a plan for action, because if you listen and you didn't do anything, you probably didn't care or people assume that doesn't matter. So make action for follow-up of listening. And then to provide a training such as unconscious bias training, bystander training, or allyship that the previous speaker talk about. And I think creating opportunity for dialogue. So just to show you some example, that I grown up in Japan and I didn't know anybody gay until I met Bill. And then Bill and I worked together for nearly 15 years at University of Washington. He was my right hand and a program coordinator, fellowship program directors, and he's openly gay. And we went through good day, bad day, sad day, exciting day, all together. And we had such a strong connection. And I do understand his prejudice and discrimination that LGBTQ community face with, and make me become ally for LGBTQ community. I'm so grateful for that opportunity to get to know him so that I have a better understanding and a broader perspective. Here's another man, Dr. Rick Hansberger for neuroradiologist, you may know him because he's like a fantastic head and neck radiologist, the king of temporal bone imaging. In a personal level, Rick and Dr. Janet Hansberger, his wife is also a physician, they help so many people in community. And this is a picture of Janet with all these women from Pakistan. And then the Rick Tomei, Yoshimi, when I help those young women from Pakistan or Iran or whatever the country, the reward and the fulfillment that we receive is far more than what we give. So he is a huge ally. He's a white male, senior, typical kind of majority, but he really wanted to help those people at disadvantages. So think about that, we can join Rick Hansberger to help other people that are disadvantages. And I would say that inclusion is a two-way street, not just one way, where you expect the other to include you and not include the other people, that's not gonna work, right? We have to be inclusive of both way. And then this is the, I really think it's very powerful picture during this terrible anti-racism event in response to Breonna Taylor's murder. So one police officer got isolated from the other groups in this middle of chaos. And all of a sudden, this six or seven African-American man made a human barricade to protect this isolated police officer. And I think no one told them to do that, they just did it in a matter of like a fraction of a second. And I think that tells a very strong message. If they didn't do it, it could have been much more chaotic, could be terrible consequences of this event, but we have to really respect each other. So Martin Luther King said, people are afraid to get along because they fear each other. And they fear each other because they don't know each other. And they don't know each other because they have not communicated with each other. So sometimes we fear each other just because they don't look different. But we may not that much different as much as skin color or tall or young or whatever. So here is Dr. Bryan Stevenson. You may know him from the book called Just Mercy, or just watch the movie. He was the WMC 2019 plenary speaker. And he released the over 125 incarcerated innocent black man in a death row. And one of the speech he made at WMC conferences is the power of proximities. People completely living a different region, different places in a city that they don't really know each other, they don't really close together, and they don't know each other. So getting proximate to suffering, to deep understanding. So we need to be kind of talking each other, we need to be more interacting each other. And you may hear, or you may already saw this YouTube video called Uncomfortable Conversation with a Black Man between Matthew McConaughey and Emmanuel Archul. They don't look like anything common. And in fact, they don't. But they were starting conversation like, okay, where you grown up? What do you do? What kind of music you listen to? And having just a casual conversation first time they met. And then they start understanding each other. And then kind of we need to do a little bit more of that because we are afraid of people don't look like you. But actually, we have a lot of things more common. Now you may think that this is just a white man and black man, they're nothing common. But think about this picture. This is the twin boys of woman who married to African American man. And then the twin boys, one is totally white skin, the other one is the dark color. And a woman tweeted or Facebook, can't remember. And I actually got a permission to get this picture from my friends. Can't imagine two of my sons have a completely different life because of the pigment of the skin and compression of their skin. They are twin boys. It's going to have a completely different life in the future, the way that our society treat them. So think about that. So foster inclusive culture, what do we do? University of Utah, we created a sticker and a bookmark. It's not a big deal. It just doesn't cost a whole lot of money. But actually show our support for diversity and inclusivity and embrace diverse perspective. And then chair just did a ramen night with a bunch of residents. So we're going to do like the Afghanistan restaurant next month and maybe a German food and Irish food. So they try to get more cultural things with the food and inviting all the residents for free meals. We also measure how many people with underrepresented minority apply to a residency program because it's a really good matrix to measure. And I think we're increasing number of African American as well as Hispanic Latina backgrounds applying to residency program. So the goal is to match those students to our residency program. We'll see how that goes. So RSNA has done a lot in this DEI space for past few years. I just wanted to show, highlight the committee's work that established the Committee on Diversity, Equity, and Inclusion. I think it was 2018 or 19, I can't remember. We created a welcome statement and a statement on our commitment to EDI and increased the number of board of director position by adding a member of large position and one of the committee member, Janelle Scott, was accepted to board of director. So we tried to increase more diversity within the RSNA board of directors. And Janelle Scott, again, RSNA representative for Radiology Health Equity Coalition, along with ACR, AUR, and others. We supported a proposal for parental family medical leave policy and established RSNA minority student grant. So this would be a student grant just dedicated to underrepresented minority to actively recruit those people to our discipline. And we created so many courses and DEI topics like this one, and also there are a lot of abstract, which is really amazing to see there's so many EDI topics abstract in this meeting. Please check it out, it's really fascinating. And this is RSNA statement for commitment to EDI, DEI. RSNA take action to promote diversity and combat inequity, RSNA stand up against all form of discrimination, RSNA stand in solidarity with other member who have been marginalized, RSNA speak up to support members or community, RSNA welcome all of the inclusive environmental activities and event, RSNA call a member to be ally for colleagues and patients, and RSNA works to make healthcare more equitable we are Radiology, so thank you. Thank you so much. And RSNA is not the only one, ACR has a commission for women diversity, amazing people running that commission, AWR, I was former president, but again, fostering agenda equality, AUR also has a very strong idea, the inclusion, diversity, equity, allyship scholar program, and also lead program. So we have a lot of people working on this space, but it's all you makes the differences, not just the committee member, all of you are part of this, so all hands on deck. With that, I like to end my presentation, thank you.

allyship

diversity

equity

inclusion

unconscious biases

microaggressions

inclusive language

leadership commitment