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5 Social Science - What Is Needed
Pages 37-48

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From page 37...
... . • Protective hesitation and protective defensiveness can dampen giving and receiving authentic feedback, especially across dimensions of difference (Dr.
From page 38...
... Orlando Kirton, M.D., M.B.A., Abington-Jefferson Health, moderated a panel in which two social scientists discussed these relationships and the environments in which they play out. Stacy BlakeBeard, Ph.D., Dartmouth University and Simmons College, focused on mentoring, coaching, and sponsorship as sources of critical support and feedback.
From page 39...
... Stereotypes exist; she referred participants to the implicit association test1 that can help reveal a person's implicit biases and internal stereotypes and how quickly inferences are made. How to get real feedback from a mentor, not just general positive reinforcement, is also a challenge, especially when the relationship occurs across dimensions of difference (e.g., race, gender, institutional type)
From page 40...
... The social science perspective is useful because of the interrelatedness between the economic, education, housing, justice, and health sectors, she said. In 2020, the Business Roundtable, whose members are CEOs from leading corporations, committed to advancing racial justice across these sectors in recognition that the issues have implications for the viability of the economy (Business Roundtable, 2020)
From page 41...
... Empirical research that she has undertaken identifies challenges that Black and Brown professionals face in health care, higher education, financial services, nonprofits, and other fields. She and colleagues identified common patterns across sectors, which she categorized as the "Four A's": access (increasing representation in the pipeline)
From page 42...
... She invited leaders to take up this affirmation: "Acknowledging the presence of bias and affirming the value of difference will not diminish the worth of my contributions or the validity of my hardships." Dr. Morgan Roberts urged caution with "one size fits all" related to diversity, since it tends to move people back into their comfort zones and not address the needs of the most vulnerable.
From page 43...
... But if you do have more power, speak up." As a direct target rather than a bystander, she recommends "picking your battles." She noted she wrote articles for Harvard Business Review with tips, including to "pause, call attention, and inquire" (Roberts and Washington, 2020; Roberts et al., 2020)
From page 44...
... Her dissertation and a follow-up survey focused on Black medical students and the tensions they feel in definitions of success, especially when they are shouldering high levels of student debt. Mentors may struggle with helping students understand how they can pursue various paths and still feel they are contributing to the community, she commented.
From page 45...
... Gifted medical care providers are not automatically skilled managers or administrators. Given the professional underrepresentation of Black adults in managerial and administrative roles, most Black medical students and graduates did not grow up in this world.
From page 46...
... The University of Michigan set explicit diversity targets and held itself accountable for achieving those targets, and the university was sued. Research findings from the 1990s seemed to be gaining traction, but an adverse response also occurred, she said, as shown by the fact there are fewer Black men in medical education now than 30 years ago.
From page 47...
... 2020. Business Roundtable CEOs Announce Corporate Actions, ­Public Policy Recommendations to Advance Racial Equity and Justice, Increase Economic Opportunities in America.


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