The division of the races, created for the economic and political purposes of justifying slavery and colonialism, is a deep, entrenched, social structure which creates and promotes white privilege and is one within which we all live. No one can be free from it. This presentation is rooted in the assumption that the problem of racism today is a problem of whiteness and that it is an examination of this construct, therefore, which needs to be central to seeking a solution to this destructive dynamic. The work required of whiteness and the letting go of privilege is essential if we are to dismantle the system of racism that is so embedded within our society. I argue this is no altruistic endeavour but that, whilst clearly doing untold harm to people of colour, such a system also limits and distorts the development and individuation of white individuals and the society in which we are citizens.
La division des races, qui a été créée dans le but économique et politique de justifier l\'esclavage et le colonialisme, est une structure sociale profonde et bien enracinée qui crée et promeut le privilège blanc. C’est une structure dans laquelle nous vivons tous. Personne ne peut s\'en libérer. Cette présentation est fondée sur l\'hypothèse que le problème du racisme aujourd\'hui est un problème de blanchité, et que c\'est donc un examen de cette construction qui doit être central dans la recherche d\'une solution à cette dynamique destructrice. Le travail qui est requis des personnes blanches et l\'abandon des privilèges sont essentiels si nous voulons démanteler le système de racisme qui est si ancré dans notre société. Je soutiens qu\'il ne s\'agit pas d\'une entreprise altruiste, mais que, tout en causant clairement un tort indicible aux personnes de couleur, un tel système limite et déforme également le développement et l\'individuation des personnes blanches et de la société dans laquelle nous sommes citoyens.
Die Rassentrennung, die aus wirtschaftlichen und politischen Gründen geschaffen wurde, um Sklaverei und Kolonialismus zu rechtfertigen, ist eine tief verwurzelte soziale Struktur, die weiße Privilegien schafft und fördert und in der wir alle leben. Niemand ist davon frei. Diese Präsentation basiert auf der Annahme, daß das Problem des Rassismus heute ein Problem des Weißseins ist und daß daher die Untersuchung dieses Konstrukts im Mittelpunkt der Suche nach einer Lösung für diese destruktive Dynamik stehen muß. Die Arbeit, die in puncto Weißsein und das Aufgeben von Privilegien erforderlich ist, ist unerläßlich, wenn wir das System des Rassismus, das so tief in unserer Gesellschaft verankert ist, demontieren wollen. Ich behaupte, daß dies kein altruistisches Unterfangen ist, sondern daß ein solches System, obwohl es eindeutig Menschen mit dunkler Hautfarbe unsäglichen Schaden zufügt, auch die Entwicklung und Individualisierung weißer Menschen und der Gesellschaft, deren Bürger wir sind, einschränkt und verzerrt.
La divisione delle razze, creata per gli scopi economici e politici di giustificare la schiavitù ed il colonialismo, è una struttura sociale profonda e radicata che crea e promuove il privilegio bianco, ed in cui tutti viviamo. Nessuno può esserne libero. Questa presentazione è radicata nel presupposto che il problema del razzismo oggi sia un problema di bianchezza e che sia perciò un esame di questo costrutto che deve essere centrale per cercare una soluzione a questa dinamica distruttiva. Il lavoro richiesto sulla bianchezza e per abbandonare il privilegio è essenziale se vogliamo smantellare il sistema di razzismo che è così radicato nella nostra società. Sostengo che questo non sia uno sforzo altruistico ma che, mentre chiaramente arreca danni incalcolabili alle persone di colore, un tale sistema limita e distorce anche lo sviluppo e l’individuazione degli individui bianchi e la società di cui siamo cittadini.
Деление на расы, служащее экономическим и политическим целям оправдания рабства и колониализма, представляет собой глубоко укоренившуюся общественную установку, благодаря которой создаются и поощряются привилегии белых и в рамках которой мы все живем. Никто не может быть свободен от нее. Доклад основан на положении о том, что современная проблема расизма – это проблема «белизны», и изучение этого конструкта должно стать ключом для поиска решения этой деструктивной динамики. Если мы хотим избавиться от расизма, глубоко укоренившегося в нашем обществе, необходима работа «белизны» и отказа от привилегий. Я убеждена, что эта цель не является альтруистической: несмотря на то, что расизм, безусловно, приносит значительный ущерб представителям цветных рас, он также ограничивает и искажает развитие и индивидуацию белых людей и общества, гражданами которого мы являемся.
La división de las razas, creada con fines económicos y políticos para justificar la esclavitud y el colonialismo, es una estructura social profunda y arraigada que crea y promueve el privilegio blanco y es una en la cual todos vivimos. Nadie puede liberarse de ella. Esta presentación se basa en el supuesto de que el problema del racismo actual es un problema del ser‐blanco y que examinar esta construcción es, por lo tanto, fundamental para buscar una solución a esta dinámica destructiva. Para desmantelar el sistema de racismo, tan arraigado en nuestra sociedad, es esencial trabajar sobre el constructo ser‐blanco y desprenderse de los privilegios que conlleva. Sostengo, que no se trata de una tarea altruista, debido a que, además de causar un daño incalculable a las personas de color, este sistema también limita y distorsiona el desarrollo y la individuación de los individuos blancos y de la sociedad de la que somos ciudadanos.
人们创造出种族划分的概念是为了经济和政治的目的, 是为了给奴隶制和殖民主义辩护, 它是一种根深蒂固的社会结构, 创造并助长了白人特权, 我们所有人都生活在其中。没有人能够摆脱它。本报告基于这样一个假设, 即当今的种族主义问题是一个白人问题, 因此, 对这一结构进行研究是寻求解决这一破坏性动态的核心所在。如果我们要瓦解社会中根深蒂固的种族主义体系, 就必须努力消除白人身份, 放弃特权。我认为, 这不是利他主义的努力, 而是在对有色人种造成难以言表的伤害的同时, 这种制度也限制和扭曲了白人个人和我们所在社会的发展和个性化。.

Inequality is often one-sidedly framed as disadvantage, a practice identified as problematic by empirical research and critical scholarship, as it renders privilege invisible and shapes perceptions of and reactions to inequality. Importantly, inequality can mean differences in positive (e.g., promotions) or negative outcomes (e.g., harassment). Drawing on cognitive processes involved in (group) comparisons and the processing of positive and negative content, we predict that the valence of outcomes moderates the preference for disadvantage (vs. advantage) frames. We coded social media posts on gender inequality (Study 1, n = 1,402) and had participants in an online experiment (Study 2, n = 164) describe gender and sexual orientation inequality in positive and negative outcomes. Confirming hypotheses, people overall used disadvantage frames more, but were more likely to use advantage frames for inequality in positive (compared with negative) outcomes. We discuss theoretical implications for inequality framing research and practical implications for privilege awareness interventions.

UNASSIGNED: Despite growing efforts to increase diversity in recruitment and to teach principles of diversity, equity, and inclusion (DEI), representation of individuals underrepresented in medicine continues to fall short. This demonstrates a need for efforts that target the work environment and culture to increase retention alongside existing recruitment initiatives. We designed this interactive allyship workshop with a focus on building skills necessary for being an ally that has been missing in existing allyship curricula.
UNASSIGNED: This workshop was led by multidepartmental faculty with experience in DEI training. Participants engaged in a number of interactive activities to reflect on their own identities and privilege and practiced ways to engage in difficult conversations. Prior to the workshop, participants completed a survey that was repeated at the workshop\'s completion to evaluate their perspective change and understanding of allyship. We also collected responses to a self-reflective exercise during the workshop.
UNASSIGNED: Participants included 68 anesthesia and surgery attendees, 53 of whom (78%) completed the postsurvey. Participants strongly agreed that this workshop was important to the workplace and medical training. Themes from the self-reflective exercises included endorsement of sponsorship and mentorship activities, community support, and advocacy.
UNASSIGNED: Interactive skill-building activities are important and effective at helping trainees develop as allies. Long-term follow-up is needed to assess longitudinal knowledge retention and translation into behavioral change to create a more inclusive and supportive work environment.

BACKGROUND: Pharmacists provide increased access to care, vaccinations, and medication management for patients. Credentialing and privileging of pharmacists allows pharmacists to practice at the top of their licenses and elevate pharmacy practice.
OBJECTIVE: The primary objective of this study was to assess the perception of healthcare team members of credentialed and privileged pharmacists working in a pediatric primary care network before and after implementation of pharmacist privileges. The secondary objective was to determine team members\' perceptions on the amount of time spent refilling medications, resolving medication access issues, and ordering vaccines before and after implementation of pharmacist privileges.
METHODS: This was a prospective pre-post study utilizing surveys to capture healthcare team members\' perceptions of credentialed and privileged ambulatory care pharmacists. Surveyed participants included attending physicians, advanced practice nurses, registered nurses, licensed practical nurses, medical assistants, and patient care assistants. Summary statistics are reported as frequencies and percentages. Statistical analysis was conducted using SAS version 9.4.
RESULTS: Fifty-eight pre-privileging and 56 post-privileging surveys were distributed. The return rate was 79.3% (n=46) for pre-privileging and 80.4% (n=45) for post-privileging surveys. More than 90% of respondents had a favorable perception of credentialed and privileged pharmacists in the clinic. There was a significant difference in the perception of the amount of time spent on medication access issues after pharmacist privileges were implemented (p = 0.0296).
CONCLUSIONS: Credentialed and privileged pharmacists in a pediatric primary care network are viewed favorably by clinic team members and can have a positive impact on clinic workload.

This article is the fuller written version of the invited closing plenary given by the author at the 10th International Fire Ecology and Management Congress. The article provides a consideration of our capacity to cope, care, and coexist in a fiery world from a social and structural point of view. It focuses on privilege as the root cause of a long and troublesome history within the wildfire profession of not valuing all generational knowledge equally, not treating all cultures with the same respect, not embracing diversity and inclusion, and not affording the same status to all disciplines and voices. The article argues that we can strengthen our collective capacity to coexist with wildfire by embracing local and indigenous fire stewardship practices, by enabling workforce diversity and inclusive leadership culture, and by providing sustainable working conditions for wildland firefighters. To do so requires individual and collective noticing of what is wrong, and everyday action steps towards equity.
Este artículo es la versión escrita completa de la disertación brindada por la autora en el cierre del plenario del 10mo. Congreso Internacional de Ecología y Manejo del Fuego. El artículo expone una consideración sobre nuestra capacidad de ajustarnos, cuidar, y coexistir en un mundo exaltado desde el punto de vista social y estructural. Se enfoca en los privilegios como la causa radical de una larga y tormentosa historia dentro de la profesión y de no evaluar todos los conocimientos generacionales de la misma manera, el no tratar las diferentes culturas con el mismo respeto, no abrazar la diversidad e inclusión, y no considerar el mismo estatus para todas las disciplinas y voces. El artículo argumenta que podemos reforzar nuestra capacidad colectiva para coexistir con los fuegos de vegetación mediante la inclusión de moradores locales y gente indígena en relación a sus prácticas de manejo del fuego, mediante la diversidad en nuestra fuerza de trabajo e inclusión de los liderazgos culturales, y mediante la provisión de condiciones de trabajo sostenibles en el tiempo para los brigadistas de incendios. Para ello se requiere el anoticiarse de manera particular y colectiva de lo que está mal y de las acciones diarias que tiendan hacia la igualdad.

暂无摘要。

Leadership teams composed of individuals from diverse backgrounds bring a more comprehensive range of experiences, perspectives, and approaches to the table. While promoting diversity, equity, inclusion, and belonging for ethical reasons is paramount, the benefits of hiring and recruiting Black, Indigenous, and other people of color individuals for leadership roles extend far beyond moral imperatives. Studies and market trends reveal a compelling connection between diversifying teams, in general, and leadership teams specifically. Recruiting diverse talent and palpable business increases, particularly in terms of profitability through increased customer reach, are 2 of the more notable advantages.

People attend more to disadvantages in their lives than to advantages, a phenomenon known as the Headwinds/Tailwinds Asymmetry. In seven studies (N = 1,526), we present an important caveat to this pattern: When people do notice and acknowledge their advantages, they mostly focus on the benefits they receive from other people (i.e., interpersonal benefits), as opposed to benefits they receive because of their demographics, personal traits, and life circumstances (i.e., circumstantial benefits). We demonstrate that people notice and remember others who helped them rather than hurt them and that they notice the help they receive from people more than from favorable, non-interpersonal factors. Finally, we find that the tendency to notice interpersonal advantages is related to a social norm requiring people to acknowledge helpful others (but not other advantages) and that changing the salience of this norm affects people\'s likelihood of acknowledging the support they have received from others.

As we emerge from what may be the largest global public health crises of our lives, our community of epidemic modellers is naturally reflecting. What role can modelling play in supporting decision making during epidemics? How could we more effectively interact with policy makers? How should we design future disease surveillance systems? All crucial questions. But who is going to be addressing them in 10 years\' time? With high burnout and poor attrition rates in academia, both magnified in our field by our unprecedented efforts during the pandemic, and with low wages coinciding with inflation at its highest for decades, how do we retain talent? This is a multifaceted challenge, that I argue is underpinned by privilege. In this perspective, I introduce the notion of privilege and highlight how various aspects of privilege (namely gender, ethnicity, sexual orientation, language and caring responsibilities) may affect the ability of individuals to access to and progress within academic modelling careers. I propose actions that members of the epidemic modelling research community may take to mitigate these issues and ensure we have a more diverse and equitable workforce going forward.

BACKGROUND: There is a motivation for organizations to understand race and racism from the perspective of minoritized individuals. Academic health centers (AHC) are ideal organizations to have these conversations as they educate healthcare providers, support research in health disparities, and care for diverse patients.
METHODS: We piloted and evaluated a virtual Modified Privilege Walk (MPW) with faculty, staff, and students at an AHC in July 2020 to promote difficult conversations about race/racism, social class, and privilege. Each MPW session was voluntary, held virtually over Zoom, and lasted one hour and thirty minutes. Before attending, participants answered questions based on their race/ethnicity and social class to calculate a \"privilege score.\" After each session, attendees were asked to complete an evaluation survey.
RESULTS: There were five virtual MPWs with 132 attendees, and 74 participants completed an evaluation survey (56% response rate). Many respondents were students (n = 29, 39.2%). Most respondents either agreed (n = 36, 48.6%) or strongly agreed (n = 32, 43.2%) that the virtual MPW positively impacted how they will interact with those of a different race/ethnicity. Attendees requested having more virtual MPWs with leadership, incorporating virtual MPWs in various program curricula, and requiring new employees to participate.
CONCLUSIONS: American organizations, particularly AHCs, should provide safe spaces and support these discussions surrounding race and racism as many were founded, built, or operated during a time of free labor and segregation that exerted power and control over minoritized individuals. Authors provide recommendations to dismantle organizational racism and support minoritized employees, patients, and students.