Anti-bias trainings seem to be the buzz word. More states are mandating them— an important start. But unfortunately There is no proof that these work, there has been zero accountability or tracking of effectiveness in eliminating bias from healthcare interactions and sadly it is becoming a tick the box exercise. Our work at Irth app is about building a community centered feedback loop that is transparent and helps providers and hospitals identify trends, assess patterns and turn qualitative reviews into actionable strategies. We are excited about our hospital pilot in Detroit to build out this model and scale it.
I would love to hear what others are doing??

As a family physician and Director of Chronic Disease Prevention at the AMA, I'll admit this is a tough question to answer. Whole-person health is defined by the woman herself - it's her desired state of health that supports what she wants to do in her life and how she wants to do it. As physicians, we can help a patient articulate what that means for her and identify opportunities to work towards those goals. Those opportunities can include using preventive interventions and treatments appropriately, but also accessing community resources and identifying ways to advocate for changes in her environment.

Adding to what Dr. Kirley said so well, for me, Whole person health cannot exist without acknowledgement of the skin I am in. Seeing me as a whole person, including my Blackness is critical to understanding how to care for me, my unique stressors, my cultural preferences (which need to be valued), and actively unlearning any stereotypes a provider may have about people like me. Other than that, for me it means taking stock of my physical, emotional, mental and spiritual well being and centering all of that in any care plan.

Female founders are still receiving a very small percentage of VC funding and as a Black female founder the number is even smaller. Access to capital and has never been equitable for females and even worse for Black people, so it is no wonder that the inequity still exists. The first step is acknowledging the problem and then being intentional to address it. But there are still too many “clubs” and male-dominated networks that don’t give equitable (not token) access to femme founders.

Here are 12 women who are using their platforms to advocate for physicians and patients: ama-assn.org/about/leadership/...

Family physician Anita Ravi, MD, explains how to pursue trauma-informed care to normalize conversations about health care with survivors of abuse: ama-assn.org/member-groups-sec...

Great Question. Innovation is often designed around creating a solution to a significant problem, one that can possibly be solved for an entire industry. I will break this down into two parts. The first is, are you solving the right problem in the right way and the second is are you solving it with the right intel and team. The priority is solving the right problem, understanding how the problem is ranked in the organizations strategic priorities. If the problem is a high priority and has urgency, the problem will get attention. Often times, solutions are recommended to problems that are not a high priority. Much work and effort will be put into a solution before it has been verified as a concern to those who need to solve it. The other piece of this is making sure you have the right solution. I break down problem solving solutions into three classifications. Classification C is a solution that lays atop the problem, it may solve it but adds to the process and cost without removing any waste. This one is not ideal. Classification B are those solutions that remove some of the waste and creating some efficiency. Classification A are those solutions that target the first principle, getting right to the root cause and answering the question of why the process exists and what it is intended to achieve. I give attention to classification B solutions if they have potential to become classification A solutions. Of course, I prefer well thought out classification A solutions. Now for the second part. You can rarely, if ever, lead innovation alone. Focus on who your partners should be based on the experience and intel needed. Thoughtfully determine what skills you need on your leadership team, assuring diversity in knowledge and perspective. Also consider having an advisory board to fill in additional gaps in industry expertise and skill. Innovation, leadership and change management is a team sport. Only the team wins, not simply a single member. Lead Courageously