The Importance of Representation

❗️Why Representation Matters in Clinical Trials❗️ Representation in clinical trials isn’t just about diversity—it’s about health equity. When clinical research lacks diversity, treatments may NOT be as effective for all populations, leading to disparities in healthcare outcomes. Black women, in particular, have been historically underrepresented in research, resulting in gaps in understanding how treatments impact us. Two barriers to participation are👇🏽 1️⃣ Medical Mistrust – Due to historical injustices like the Tuskegee Syphilis Study and unethical medical practices, many Black communities remain hesitant to participate in clinical trials. Rebuilding trust through transparency, community engagement, and Black-led research initiatives is essential. 2️⃣ Lack of Awareness & Accessibility – Many Black women are not informed about clinical trials or may not have access to research sites. Trials are often conducted in locations that are difficult to reach, and eligibility criteria may unintentionally exclude diverse participants. 👀So what can we do?👀 GET INFORMED & GET INVOLVED! We must bridge the gap by increasing education, trust, and access to clinical research. If you’re interested in learning more, check out these trusted resources: 🔹Black Women In Clinical Research ®– A network supporting Black women in research careers and increasing clinical trial awareness. www.bwicr.com✨ 🔹 CISCRP (Center for Information & Study on Clinical Research Participation) – Provides education on the clinical trial process.✨ 🔹 ResearchMatch.org – A platform that connects individuals with clinical trials they may qualify for.✨ Knowledge is power! Let’s take charge of our health by staying informed and advocating for inclusive research.✊🏽 ♻️ Share this post and help spread awareness! #RepresentationMatters #ClinicalTrials #HealthEquity #bwicr #clinicalresearch #clinicaltrials #bhm #diversity

Workplaces Do It, So Can Schools: Real-World Relevance Keeps Girls In STEM 👩🏽🔬 "Women comprise only 28% of the STEM workforce in the United States. And a recent survey by MetLife found that women in STEM were nearly twice as likely than women in other industries to say they are considering leaving the workforce, citing burnout, being passed over for promotions, not being paid equally, and lack of purposeful and meaningful work. Studies focusing on college and the workforce have consistently shown that when women understand the impact of STEM on improving the world, they’re more likely to persist in STEM classes, majors, and fields. According to new research from the University of Wisconsin–Madison, simply asking college students to explain in writing how the scientific concept they’re studying applies either to their own life or to helping others led more people, especially those under-represented in STEM, to stay in the field. Judith Harackiewicz, the professor who studies motivation and whose lab found these results, thinks these short prompts tap into a powerful source of motivation: relevance. A recent study by Girls Who Code in conjunction with Logitech found that an overwhelming majority of women (92%) said the ability to make a meaningful contribution to society is a primary factor in their career progression. Delphine Donné, General Manager, Creativity & Productivity at Logitech, told me it was 'eye-opening' to see the 'importance of inspiring women of the role they can have and understanding the impact of their work.' A clear take-away for teachers wanting to keep more girls engaged in STEM, Donné underscored, is to emphasize the impact of what you can do in STEM fields and that it isn’t 'technical or boring.'" #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels https://lnkd.in/g_HDY4cy

**REPRESENTATION MATTERS** This week The New York Times shared a list of people behind "the Dawn of the Modern Artificial Intelligence Movement". An entire list without A SINGLE WOMAN being featured. Forbes shared days before a list of TOP 10 women shaping the AI industry with 2 (remarkable) Portuguese women selected worldwide: Daniela Braga, PhD and professor Manuela Veloso. It does not make sense to talk about DEI and particularly diversity in such forums if there is no effort to break the biases. There are so many extraordinary women working in the field and we need to give them visibility: #1 We need more role models so that other women believe it is possible and start exploring AI and STEM as a career path to follow. Representation matters. #2 As Melinda Gates said "we don't have enough women, again, who are computer scientists and who have expertise in artificial intelligence, And, without that, we will bake bias into the system." To break the biases we need more women in the system and everyone plays a role here. Including the media. #3 AI should be accessible to and serve everyone. If we are leaving 50% of the population behind when making decisions, we are again, leaving women behind and making us invisible as for the past couple of years. Inclusion is not just about inviting women to the party, it is about inviting us to dance. Or actually, creating the space for us throw a party ourselves. We can do better. Representation matters. #womeninai #ai #representationmatters #womenleadership

What it’s like being Black in clinical research? It’s hard to explain but I’ll try. Because someone needs to. It’s reading a patient flyer and knowing immediately the wording is off because it wasn’t written with us in mind. It’s being mistaken for the assistant, even though you’re leading the work. It’s hearing “diversity matters” every three business days, but not seeing it in the... Hiring process. Protocol design. or Leadership photos. Because let’s be clear: We’re all working on the same mission. All we need is the invite to the meeting that never seems to hit our inbox. If you're tired of not meeting your diversity numbers in patient enrollment? Skip the presentation. Hire the people you're trying to reach. To every underrepresented professional in this space: Keep showing up. Even when you're overlooked. Even when the room wasn’t built with you in mind. Patients who look like us need us to represent them. Representation isn’t just about who’s in the room It’s about who’s heard. Who’s trusted. Who gets to shape what’s next. Your voice doesn’t just matter, it shifts outcomes. Your story makes this industry better. And when those stories are missing? We take notice. Patients and professionals alike can always tell when the majority was tasked to speak for the minority. The message falls flat. Every time. If this made you pause or feel seen, ♻️ repost it and follow me + Clinical Research Referral Club (CRRC) to help build a research space that reflects the world we serve.

🔵 Code Blue: The Critical State of DEI in Healthcare A recent paper in Nature Medicine by Bajaj et al. sounds the alarm on the challenges that DEI efforts face in medicine [1]. Despite decades of initiatives, diversity in healthcare remains on life support. Let's examine some vital signs: 🩻 The Ripple Effect: Studies show that diversity in healthcare teams leads to better patient outcomes. A 2020 study in PNAS found that Black newborns cared for by Black physicians had significantly lower mortality rates [2]. This isn't just about representation—it's about saving lives. 🩺 The Pipeline Problem: While this infographic highlights current physician demographics, the issue starts earlier. In 2019, only 7.1% of medical school matriculants were Black and 6.2% were Hispanic, despite these groups making up 13% and 18% of the U.S. population, respectively [3]. 💼 Beyond Clinical Roles: DEI isn't just about doctors. A 2021 report showed that only 8% of healthcare organization CEOs and 9% of C-suite executives were from racial or ethnic minority backgrounds [4]. How can we ensure diversity at all levels of healthcare? 🌍 Global Perspectives: The U.S. isn't alone in this challenge. The UK's NHS reports that while 22% of their workforce is from ethnic minority backgrounds, these groups are underrepresented in senior positions [5]. 🤖 The Tech Factor: As AI and machine learning become more prevalent in healthcare, ensuring diversity in tech teams is crucial. Biased algorithms could exacerbate health disparities if not carefully developed and monitored [6]. 🔬 Research Gaps: A 2020 study found that only 2% of NIH principal investigators were Black [7]. Underrepresentation could perpetuate harmful race-based medicine and lead to gaps in research for conditions that disproportionately affect minority populations. What potential consequences concern you the most? How can we continue this crucial dialogue and invite more stakeholders to the table? 📍REFERENCES: [1] Bajaj, S. S. et al. (2024). Medicine's DEI backlash offers an opportunity to refocus on evidence-based approaches. Nature Medicine. [2] Greenwood, B. N. et al. (2020). Physician–patient racial concordance and disparities in birthing mortality for newborns. PNAS, 117(35), 21194-21200. [3] Association of American Medical Colleges. (2019). Diversity in Medicine: Facts and Figures 2019. [4] Wharton, T., & Oyenubi, O. (2021). The State of Diversity in Healthcare Leadership: 2021 Trends and Takeaways. The Conference Board. [5] NHS Workforce Race Equality Standard. (2020). 2020 Data Analysis Report for NHS Trusts and Clinical Commissioning Groups. [6] Gichoya, J. W. et al. (2022). AI recognition of patient race in medical imaging: a modelling study. The Lancet Digital Health, 4(6), e406-e414. [7] Stevens, K. R. et al. (2021). Fund Black scientists. Cell, 184(3), 561-565.

[🧠 A STEM Neuro-Perspective] When young girls are asked to draw scientists these days, they’re more likely to draw women—but will that progress last? For decades, when children were asked to "draw a scientist," they overwhelmingly drew men. I know as a young girl growing up in the 80's with a natural proclivity towards the sciences, I didn't know or see any female scientists on TV or in real life (or not that I can clearly recall). But a recent study based on 20,860 pictures drawn by students age 5 to 18 over 5 decades, have shown a shift—young girls are now more likely to depict women in lab coats, test tubes in hand, making discoveries. Yay! Representation is working! Mentorship is working! Visibility is changing the narrative! Yet, at a time when we should be accelerating this progress, we’re facing a troubling reversal. Policies that devalue both science and women’s contributions are actively stripping funding from research institutions, cutting STEM education programs, and disproportionately eliminating women from leadership and research positions. This isn’t just a policy issue—it’s a direct attack on progress, equity, and innovation! Women in STEM have historically fought for every inch of space they’ve gained, from Katherine Johnson’s groundbreaking NASA calculations to the countless female engineers, climate scientists, and medical researchers shaping our future. Their presence strengthens industries, enhances technological advancements, and ensures a more inclusive and effective future. We cannot afford to let access, funding, and representation slip backward. The fight for women and girls in STEM is the fight for the future. Question to ponder...What are we doing to protect it? ~The Neuroscientist 🧠 Link to study results--> https://lnkd.in/giSU86uC. #stem #womeninstem #executiveleader #womenleader The University of Texas at Austin Girls Empowerment Network Girls Inc. of Greater Pittsburgh Boys & Girls Clubs of the Austin Area Silicon Valley Education Foundation (SVEF) Girl Scouts of the USAGirls Who Code #dei #equity #genderequity #diversityandinclusion #hr #humanresources #traininganddevelopment #

Growing up in the deep South, I witnessed firsthand the disparity in healthcare for our community. As a young Black boy in Louisiana, I often saw my family and friends navigate a healthcare system that didn’t always understand or respect our unique cultural experiences. This reality drove me to become a physician who not only treats but truly understands my patients. I recall my grandmother’s struggles with diabetes, where her dietary preferences and cultural habits weren’t considered in her treatment plan. This experience instilled in me the importance of culturally infused medical practices. Today, as a physician, I ensure that my patients’ cultural backgrounds are integral to their care. This approach fosters trust, improves health outcomes, and bridges gaps in healthcare disparities. When we honor our patients’ cultural identities, we empower them to take control of their health with dignity and respect. Let’s continue to push for a healthcare system where everyone feels seen, heard, and valued. #CulturallyCompetentCare #BlackPhysician #HealthcareEquity #RepresentationMatters

⚡️🚑 Racial Disparities in Pain Treatment: A Deep Dive! 🚑⚡️ White individuals visiting US emergency departments with pain are 26% more likely to receive opioid medications like morphine compared to Black individuals. Shockingly, this disparity has persisted for over two decades, despite efforts to promote equitable healthcare. Black patients are also 25% more likely to be prescribed only non-opioid painkillers, such as ibuprofen. Why does this matter? The ongoing opioid crisis demands a balance between the risks and benefits of prescribing opioids. But, equitable pain treatment is crucial for a just healthcare system. Lack of Change Over Time: The disparity in opioid prescribing across races has remained consistent over time, even as opioid prescribing rates have fluctuated. Potential Biases: Some clinicians may hold unconscious biases, believing Black patients to be less sensitive to pain or that certain racial groups are less willing to accept pain medication. Overdose Rates: Historically, overdose rates have been lower in Black populations compared to white populations. However, this trend has started to shift in recent years. Increase Black Representation in Healthcare: More Black Doctors: Increasing the number of Black doctors can help in addressing potential biases in treatment. A diverse medical workforce can better understand and cater to the diverse patient population. Diverse Medical School Admissions: Medical schools should prioritize diversity in their admissions processes to ensure a more representative future healthcare workforce. Bias Training: Implement mandatory unconscious bias training for all healthcare professionals. This can help in recognizing and addressing any inherent biases they might have towards patients of different races. Standardized Treatment Protocols: Develop and implement standardized protocols for pain management. This can help ensure that all patients, regardless of race, receive consistent and appropriate care. Patient Advocacy: Encourage patients to be vocal about their pain and treatment needs. This can help in ensuring that they receive the appropriate care. Establish patient advocacy groups that can provide support and resources to patients, ensuring they are well-informed and empowered to seek the best care. Join the conversation! 🗣️💊 Dr. Aaron Smith Dr. Susan Swayze UCLA PhD, Duke MBA Elizabeth Leiba #HealthcareEquity #MoreBlackDoctors #MedicineForThePeople

This will keep you from failing to build an effective startup team. I've spent considerable time working with and analyzing the dynamics of successful startup teams. The conclusions? A well-rounded and diverse team will be geared for success far more effectively than a group of like-minded individuals. An all-star roster of individuals doesn't necessarily equate to a winning team, think the ”Dream Team” 2003 LA Lakers that had Shaq, Kobe, Karl Malone, Gary Payton, and were coached by Phil Jackson, that didn’t end up bringing home a championship. An overload of skill and experience doesn’t make up for a lack of complementary skills, teamwork, shared vision, etc. It’s not just about the skills on paper. It’s about how these skills complement each other, how personalities blend, and the strength of the shared vision. The effectiveness of a team really is both about diversity and unity. Think about it. A mix of creative and analytical minds, introverted and extroverted personalities, experienced veterans and eager newcomers – this is what stimulates fresh ideas and innovative solutions. Everyone brings something unique to the table and that's what leads to a dynamic and successful startup culture. My advice to entrepreneurs is simple: Invest in your team. Cultivate diversity. Foster an environment of open communication and mutual respect. Prioritize team fit as much as individual merit. The team you build is the company you build. #startup #team #entrepreneurs #culture #teamwork

A long time ago, a new client said to me: "It would be really nice if you could find me someone other than a well-educated, white male." It stuck with me. That one sentence called out a massive, systemic issue in the industry. When every person on your commercial team looks the same, it’s not an accident. It’s a decision whether it's intentional or not. And here are some of the messages it is sending: Lack of inclusivity. Companies in the top quartile for gender diversity are 25% more likely to outperform on profitability, yet your team looks like a throwback to 1995. Groupthink. Diverse teams are 87% better at making decisions, but your "sameness" is creating an echo chamber that kills innovation. Cultural red flag. High-performing women see your team photo and think: "That’s not a place where I’ll be heard, supported, or promoted." So, they don’t want to work for you. Missed market insight. In many sectors of healthcare, women drive 80% of consumer decisions. If you’re selling without them on your GTM team, you’re flying blind. Recruiting blind spot. You’re not “hiring the best person for the job”. You’re hiring who looks like you. That’s not merit based. That’s bias. So many people think that diversity is charity. Think about that. Diversity is not charity. It's actually strategy. It’s profitability. It’s performance. And if you’re still saying “we just can’t find any women,” then you’re either not looking hard enough or you’re creating a culture where they don’t want to work. And yes, we know where to find her. #Diversity #WomenInSales #MedTechleadership #GoToMarketStrategy #ExecutiveSearch #InclusionMatters #RepresentationMatters #FoundersToWatch #StartupsToFollow #WomenInMedTech