FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2965496617> ?p ?o ?g. }

• W2965496617 endingPage "A19" @default.
• W2965496617 startingPage "A19" @default.
• W2965496617 abstract "I met a brilliant scientist at a meeting a few years ago where academics and thought leaders had gathered to brainstorm ways to improve the world through science. She didn't say a word other than introduce herself to the group. One of the few women in the room, and the only African American, she was outnumbered in a conversation dominated by everyone else. The homogeneity of this gathering probably did nothing to make her feel comfortable to freely voice her opinions. Consequently, the group missed her wisdom, and science probably suffered as a result. Diversity and inclusion have become trendy buzz words that are dominating the conversation when it comes to workplace culture.1Groysberg B. Lee J. Price J. Cheng J.Y. The culture factor: the leader's guide to corporate culture. Harvard Business Review.https://hbr.org/2018/01/the-culture-factorDate: 2018Date accessed: May 21, 2019Google Scholar But what exactly do we mean by these words? Do they lose their meaning or significance if we use them too frequently? Do we lose perspective of their importance? And what does it mean for a Society like the American Society of Echocardiography? The dictionary definition of diversity is the state of being composed of differing elements, especially people, in an organization. Inclusion, on the other hand, is defined as a relationship between two groups of people when all the members of one group are also members of the other. It is a foundational concept based on equity. Embracing diversity is, however, just a first step in the path towards organizational growth. It is including diverse individuals while valuing their differences and inviting their contributions that is the key to creating a rich and vibrant society of healthcare professionals. While adopting positive changes that affect our culture is important, it is valuable to recognize the drivers of this change. Our industry has seen a dramatic transformation in the last couple of decades. The regulatory shift from volume to value has put additional pressure on healthcare professionals.2Casalino L.P. Gans D. Weber R. Cea M. Tuchovsky A. Bishop T.F. et al.US physician practices spend more than $15.4 billion annually to report quality measures.Health Aff (Millwood). 2016; 35: 401-406Crossref PubMed Scopus (170) Google Scholar To remain fiscally viable, we need to ensure both. Healthcare is centered around a core value of positive relationships – usually between patients and those who care for them. As we get pulled towards a more digital experience, we risk minimizing our core value – the ‘care’ part of healthcare. That is where organizational diversity can be an invaluable asset. Including different people brings new ideas and perspectives on how we can live our core values and best reach our collective goals. The ASE has, fortunately, always had a diverse membership of echo enthusiasts since its inception. The history of the ASE is rooted in diversity. At its founding in 1975, Harvey Feigenbaum, the society's first president, recognized the value of diversity by including a noted radiologist as the vice-president. Raymond Gramiak was deeply involved with the origins of echocardiography at the University of Pennsylvania in the 1960s and helped shape the future of the ASE in the ‘70s.3Goldberg B.B. Raymond Gramiak, MD, 1924–2002.Journal of Ultrasound in Medicine. 2002; 21: 1342Google Scholar In the last 44 years, the ASE has grown exponentially as a global leader in cardiovascular ultrasound. As the field of perioperative echocardiography grew in the 1990s, the ASE welcomed anesthesiologists into its fold. Now, thanks to technological advances, echocardiography can be used in diverse clinical settings. From the traditional confines of the echo lab to the intensive care unit and the emergency department, echocardiography continues to see growth with point of care ultrasound. Simultaneously, echocardiography is expanding in veterinary cardiovascular medicine. This growth in technology comes with new users, who must also be included within the fabric of our Society. While diversity can be viewed as a challenge to the sense of community, research shows that this creative pressure can be beneficial to community psychology.4Townley G. Kloos B. Green E.P. Franco M.M. Reconcilable differences? Human diversity, cultural relativity, and sense of community.Am J Community Psychol. 2011; 47: 69-85Google Scholar The ASE welcomes this diversity in its membership and among volunteers in committees and task forces. However, different subspecialty users represent just one aspect of diversity. Gender, race, ethnicity, national origin, and sexual orientation are just a few characteristics that make us different and, therefore, valuable. Each of these features brings a different perspective that enriches every conversation and adds value to what we do as a group. To ensure that these perspectives are heard, it is imperative that we articulate diversity and inclusion as a core value of the Society. Like every other organizational core value, this one must also be constantly reinforced in all our activities.5Lencioni P.M. Make your values mean something. Harvard Business Review.https://hbr.org/2002/07/make-your-values-mean-somethingDate: 2002Date accessed: May 21, 2019Google Scholar In the coming few months, the ASE leadership will meet to develop our Society's next strategic plan, create goals, and discuss tactics. At the foundation of this important exercise will be the articulation of our core values, which will drive the decisions we make. We must say it like we mean it. Incorporating diversity and inclusion into the fabric of the ASE in this transformative time will ensure that the improvement in our workplace culture will endure beyond the strategic plan timeline. When everyone feels valued, regardless of background, our Society will be stronger at its core and thrive in the years to come. Hopefully, as we move forward, we can be proud of creating a culture in which everyone, including the brilliant scientist I had met, will speak up and feel confident that their voices will be heard.Madhav Swaminathan is a tenured Professor and Vice Chair for Faculty Development in the Department of Anesthesiology at Duke University Health System in Durham, North Carolina. He has worked as a cardiac anesthesiologist and intensivist at Duke since 2000 and is serving as ASE's President." @default.
• W2965496617 created "2019-08-13" @default.
• W2965496617 creator A5058843042 @default.
• W2965496617 date "2019-08-01" @default.
• W2965496617 modified "2023-09-27" @default.
• W2965496617 title "Say It Like You Mean It: Why Diversity and Inclusion Matter" @default.
• W2965496617 cites W2084770308 @default.
• W2965496617 cites W2294691402 @default.
• W2965496617 cites W2306470783 @default.
• W2965496617 doi "https://doi.org/10.1016/j.echo.2019.06.004" @default.
• W2965496617 hasPubMedId "https://pubmed.ncbi.nlm.nih.gov/31378260" @default.
• W2965496617 hasPublicationYear "2019" @default.
• W2965496617 type Work @default.
• W2965496617 sameAs 2965496617 @default.
• W2965496617 citedByCount "0" @default.
• W2965496617 crossrefType "journal-article" @default.
• W2965496617 hasAuthorship W2965496617A5058843042 @default.
• W2965496617 hasBestOaLocation W29654966171 @default.
• W2965496617 hasConcept C109359841 @default.
• W2965496617 hasConcept C111472728 @default.
• W2965496617 hasConcept C112698675 @default.
• W2965496617 hasConcept C113993141 @default.
• W2965496617 hasConcept C136815107 @default.
• W2965496617 hasConcept C138885662 @default.
• W2965496617 hasConcept C144024400 @default.
• W2965496617 hasConcept C144133560 @default.
• W2965496617 hasConcept C150672426 @default.
• W2965496617 hasConcept C154945302 @default.
• W2965496617 hasConcept C19165224 @default.
• W2965496617 hasConcept C2777200299 @default.
• W2965496617 hasConcept C2780876879 @default.
• W2965496617 hasConcept C2781316041 @default.
• W2965496617 hasConcept C29595303 @default.
• W2965496617 hasConcept C36289849 @default.
• W2965496617 hasConcept C41008148 @default.
• W2965496617 hasConcept C46312422 @default.
• W2965496617 hasConceptScore W2965496617C109359841 @default.
• W2965496617 hasConceptScore W2965496617C111472728 @default.
• W2965496617 hasConceptScore W2965496617C112698675 @default.
• W2965496617 hasConceptScore W2965496617C113993141 @default.
• W2965496617 hasConceptScore W2965496617C136815107 @default.
• W2965496617 hasConceptScore W2965496617C138885662 @default.
• W2965496617 hasConceptScore W2965496617C144024400 @default.
• W2965496617 hasConceptScore W2965496617C144133560 @default.
• W2965496617 hasConceptScore W2965496617C150672426 @default.
• W2965496617 hasConceptScore W2965496617C154945302 @default.
• W2965496617 hasConceptScore W2965496617C19165224 @default.
• W2965496617 hasConceptScore W2965496617C2777200299 @default.
• W2965496617 hasConceptScore W2965496617C2780876879 @default.
• W2965496617 hasConceptScore W2965496617C2781316041 @default.
• W2965496617 hasConceptScore W2965496617C29595303 @default.
• W2965496617 hasConceptScore W2965496617C36289849 @default.
• W2965496617 hasConceptScore W2965496617C41008148 @default.
• W2965496617 hasConceptScore W2965496617C46312422 @default.
• W2965496617 hasIssue "8" @default.
• W2965496617 hasLocation W29654966171 @default.
• W2965496617 hasLocation W29654966172 @default.
• W2965496617 hasOpenAccess W2965496617 @default.
• W2965496617 hasPrimaryLocation W29654966171 @default.
• W2965496617 hasRelatedWork W153706720 @default.
• W2965496617 hasRelatedWork W2072050564 @default.
• W2965496617 hasRelatedWork W2084389171 @default.
• W2965496617 hasRelatedWork W2150067034 @default.
• W2965496617 hasRelatedWork W3045822873 @default.
• W2965496617 hasRelatedWork W3185163327 @default.
• W2965496617 hasRelatedWork W4205682407 @default.
• W2965496617 hasRelatedWork W4236521481 @default.
• W2965496617 hasRelatedWork W4308077397 @default.
• W2965496617 hasRelatedWork W188138654 @default.
• W2965496617 hasVolume "32" @default.
• W2965496617 isParatext "false" @default.
• W2965496617 isRetracted "false" @default.
• W2965496617 magId "2965496617" @default.
• W2965496617 workType "article" @default.