00:06
So, in talking about all this work,
I just want to address
the elephant in the room.
00:10
You know, it's uncomfortable.
00:12
So I'm just gonna lay a foundation
and say that
even though something's
uncomfortable, we can avoid it,
especially in the space of
health care and
organizational wellness.
00:22
So what I liken this too, is I have
diagnosed people with cancer before.
00:27
And it was very hard
to walk into a room
and tell someone they have cancer,
and it was harder
for them to hear that.
00:34
However,
if I didn't put a name to it,
then I couldn't create an accurate
health care plan.
00:40
So it's the same thing when we
talk about some of these concepts
that are around DEIB.
One of those is structural racism.
00:49
And what structural racism
is just foundations
that created all these systems
through interconnection
of public policies,
institutional practices,
cultural representations,
I'm sorry,
and other historic traditions.
01:04
And all these things work together
to reinforce and perpetuate
racial group identity.
01:09
Well, what happens is, it's okay
to have those different identities
but the problem comes in
when we advantage one group
and disadvantage another group.
01:18
So historically,
what has happened is that
this system of structural racism,
institutional racism,
you hear all those things
working together,
is that it centralizes
whiteness as the norm
and marginalizes and disadvantages
non white people.
01:34
So what I want to
acknowledge there is that,
does that mean that I'm
shaming and blaming white people?
Absolutely not.
01:41
What we're saying is
we're going to talk about
what led us to where we are, and
how can we work toward undoing that?
How can we take away
privileges that aren't earned,
for any human being?
Doesn't matter what your race is,
what your ethnicity,
nationality, what your gender is?
How can we take that away
and think about humans?
The next word would be bias.
02:04
So bias happened as a result of the
racist issues and ethnocentrism,
which is when you show favoritism
towards your own ethnicity.
02:15
We can all do that.
02:17
So what I like to say is
because I'm from Louisiana,
ethnocentrism in terms of cuisine.
Right?
Sometimes I'm like, "Oh, yeah,
we have the best food in the world."
And that's okay for me to say that.
02:28
But if I disparage it
to someone else's food,
because I'm comparing and mine
is so much better than that's wrong.
02:35
And it's insulting to other people,
if I encourage people
to be discriminatory.
02:40
So that's a simple example.
But it goes way beyond that.
02:44
And that's where,
why we're here
to talk about
how it impacts people negatively
in terms of leadership positions,
in terms of people
having health equity,
which is my biggest passion
with doing this work.
02:57
So what is bias?
Is when you show prejudice.
03:00
Is prejudice,
the same thing as racism?
Absolutely not.
03:04
You have prejudices within racists,
you have prejudices within gender.
03:08
But it's when you show
prejudice in favor of
or against one thing person, group
compared to someone else,
usually, in a way that's unfair.
03:17
So going back
to those disadvantages.
03:20
It also is a way to advantage people
because we know there are biases,
the favoritism that happens
when people get things
that they don't
necessarily deserve.
03:30
So some other synonyms
when we think about bias,
think about being partial,
think about showing favoritism,
being unfair,
being intolerant, and bigotry,
all those things happen
as a result of their favoritism.
03:43
So another key term,
if we're going to move forward
in this is discrimination
and understanding what it is
and I just gave a few examples.
03:52
But usually what happens is we show
unfair or prejudicial treatment
to people in groups
because of characteristics
like race, gender,
gender identity, age,
sexual orientation,
ability identification,
social class, nationality,
body composition,
financial status, religious
beliefs, practices, and affiliations
or any other characteristic
about certain individuals,
that we, in our ethnocentric ways
label as abnormal,
and are not in alignment
with what the norm is.
04:24
So when we think about that,
we have to know that
there's more than one norm
and that's where cultural
intelligence comes into place
where we recognize
that people are allowed
to have different ways of being.
04:36
The other thing when we talk
about discrimination is broad.
04:40
So usually the treatment is unjust.
04:44
That is where it becomes dangerous
and leads to health inequities.
04:48
That's where it happens where
people are unhappy in organizations
and end up leaving, right?
But differential treatment based
on all those characteristics
that I just talked about,
typically you can
recognize discrimination
based on some of those
behavioral manifestations
such as being hostile,
bullies at work,
injurious treatment,
talking to patients in
very demoralizing ways,
patients and families.
05:15
And I want to
stick to that for a minute
when we talk about
talking to patients.
05:19
I want you to focus on
being vulnerable,
when you're a patient,
no matter who you are,
no matter what those
characteristics or putting yourself
in the care and hands
of somebody else's.
05:31
That takes a lot.
05:32
And so typically, we don't have
a whole long time to build trust
with the patient
or their family, right?
So you want to come in there and be
sincere and genuine, fair, honest,
because otherwise,
that jeopardizes people's health.
05:46
Why?
They won't tell you all the issues
that they're going through
because they don't trust you.
05:51
So even if you're having a bad day,
you cannot bring your bad day
into a patient's room.
05:57
I typically tell people that
when you get out of your car
and you close your car door,
leave all your
problems and issues in your car.
06:05
At the end of your shift,
you can pick that back up.
06:08
But we don't want that to
impact relationships period,
but especially when
we talk about patients
and patient safety
and sentinel events,
which we'll talk more about
further along in the series.