ASA claims Anesthesiology must lead in diversity, equity, and inclusion

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Outrigger

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Did anyone see the latest article from the ASA which posits the following?

"Diversity, equity, and inclusion are not just goals ASA should be working to achieve, they are goals we should be working toward as a society – and ASA must lead the way."

Question 1: When did the ASA decide for the rest of us that we need to embrace the Democrat political platform?

Question 2: What randomized double blind controlled trials demonstrate that embracing DEI improves patient outcomes - ie, what should be the true goal of the ASA?

Question 3: When the ASA gave us the option to vote on their response to the overturning of Roe v Wade, why were all 3 options pro-abortion statements? Were they afraid too many members would vote to support the Supreme Court decision if given that option?

Question 4: How can we vote out the current leadership?

The ASA and almost all of medicine at this point has been hijacked by political activists on the Left. We are heading towards a truly dark era of our field.
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Ronin786 said:
So your premise is anesthesiologists should not be leaders in diversity, equity and inclusion.


You prefer undiversified, inequitable and exclusive?
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Are they referring to diversity etc within the field of Anesthesiology, or a broader general life goal? I don’t see anesthesiology as a field that leads the way in most things public policy, given that the work is done mainly behind the scenes/behind the curtain. If they mean the former, I don’t see how anyone can be bothered by the idea that every medical student will feel comfortable considering anesthesiology as a career.
 
Very clever use of buzzwords masking what is truly represented by those terms. Could you please define what you believe diversity, equity and inclusion are and how they relate to the field of anesthesia and how they improve patient outcome?

Would you be okay with your anesthesiologist graduating at the bottom of their medical school class but given a residency slot because they check off the correct box on the diversity form?

Our field should be based on science not popular buzzwords that will change with the next trending topic on Twitter.
 
Uh, given the number of unmatched anesthesiology residency spots each year, we probably already have people entering who may have graduated at the bottom of their medical school class.

If you made it into medical school, passed all the step exams and can pass the anesthesiology boards, you are not an idiot even if your scores are at the bottom. We are talking about the bottom of a fairly high bar.
 
Agast said:
Are they referring to diversity etc within the field of Anesthesiology, or a broader general life goal? I don’t see anesthesiology as a field that leads the way in most things public policy, given that the work is done mainly behind the scenes/behind the curtain. If they mean the former, I don’t see how anyone can be bothered by the idea that every medical student will feel comfortable considering anesthesiology as a career.
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Has there been an issue with certain groups of high performing medical students not feeling comfortable with our field? The medical field as a whole is extremely diverse in my opinion and if that is the way things naturally go then fine. Medicine has traditionally been the ultimate example of the best rising to the top regardless of background. But if now background is going to be the deciding factor instead of academic achievement, we will dumb down the field.
 
Outrigger said:
Has there been an issue with certain groups of high performing medical students not feeling comfortable with our field? The medical field as a whole is extremely diverse in my opinion and if that is the way things naturally go then fine. Medicine has traditionally been the ultimate example of the best rising to the top regardless of background. But if now background is going to be the deciding factor instead of academic achievement, we will dumb down the field.
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If you think the best are already in Medicine, why are you worried that diversity and inclusion will dumb down the field of anesthesiology…

On a side note, I know someone who sits on an ophthalmology residency admissions committee. It’s so competitive nowadays that you basically have to have an MD/PhD to be ranked highly. But then when these highly decorated academic achievers come to the program, they are laughably terrible in clinic. Like, two different residents have used dirty needles on cross-contaminated patients because basic sharps handling should be common sense but apparently isn’t. Their board scores are still phenomenal. The worst med student I had to work with was well-published and research is probably why he got an attending job at a big name university, but I hear he was a sucky anesthesiology resident and a terrible co-resident to work with so I would not be surprised if he hides in his office and makes the fellow do all the work.
 
Agast said:
Uh, given the number of unmatched anesthesiology residency spots each year, we probably already have people entering who may have graduated at the bottom of their medical school class.

If you made it into medical school, passed all the step exams and can pass the anesthesiology boards, you are not an idiot even if your scores are at the bottom. We are talking about the bottom of a fairly high bar.
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You do realize that DEI has already filtered down to the medical school level.

"White students applying to medical school with a GPA in the 3.40-3.59 range and with an MCAT score in the 21-23 range (a below-average score on a test with a maximal score of 45) had an 11.5% acceptance rate (total of 1,500 applicants meeting these criteria). Meanwhile, a review of minority students (black, Latino, and Native American) with the same GPA and MCAT range had a 42.6% acceptance rate (total of 745 applicants meeting these criteria). Thus, as a minority student with a GPA and MCAT in the aforementioned ranges, you are more than 30% more likely to gain acceptance to a medical school."

I find it highly unlikely that a residency as competitive as anesthesiology has been accepting those with the worst Step 1 and 2 scores.
 
DEI is just a leftist shibboleth for moral goodness. Our institutional leaders live in an ideological bubble. People can’t conceive of the notion that anyone would disagree with their self-styled righteousness so they don’t see any problem operating as though everyone agrees.

Interestingly I remember this DEI survey from the ABA showing that 55% of respondents did not support incorporating DEI education into MOCA. They also noted that many diplomates were critical on matters of gender and sexuality. The lack of consensus is clearly there but agenda trumps representation.
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From American Thinker

At least 39 of America's 50 most prestigious medical colleges and universities have some form of mandatory student training or coursework on ideas related to critical race theory (CRT), according to CriticalRace.org, which monitors CRT curricula and training in higher education.

Earlier this year, CriticalRace.org found that CRT was prevelant in medical schools across the country. The project from Legal Insurrection Foundation, a non-profit devoted to campus free speech and academic freedom, has since expanded its database and found even more elite medical schools are focusing on "racialization" of medicine.

"The national alarm should be sounding over the racialization of medical school education. The swiftness and depth to which race-focused social justice education has penetrated medical schools reflects the broader disturbing trends in higher education," Legal Insurrection founder William A. Jacobson said.

The schools examined were based on the rankings by U.S. News' rankings of America's top medical schools. The latest findings show that 39 of the top 50 medical schools "have some form of mandatory student training or coursework" related to CRT and 38 offered materials by authors Robin DiAngelo and Ibram Kendi, whose books explicitly call for discrimination, according to Jacobson. . .

In 2021, the American Medical Association (AMA) committed to utilizing CRT in a variety of ways and criticized the idea that people of different backgrounds should be treated the same.

A view that continues to prevail in the academic medical literature is that health disparities are primarily caused by systemic racism, meaning the health system is not treating specific communities adequately — causing some to suffer poorer outcomes.

"No, the reason we have a crisis is because of personal behaviors, understanding of the risks of illnesses, and access to the health care system. This is the nature of the crisis ... It will only get worse if we put all our resources into the wrong solution to the medical problem," he said. Dr. Goldfab believes that expanding access as well as increasing health literacy in K-12 schools are keys to combating health disparities.

Dr. Goldfarb, Chairman of Do No Harm, rebutted the notion that the medical field is systemically racist, saying, that for doctors "the impulse to do well for patients ... — and every physician feels that."

"The language of anti-racism is Ibram Kendi's language. And he's spoken to the idea that past discrimination ... requires future discriminations in order to make some sort of equity achieved," he said. "This undermines the whole idea of a trusting physician-patient relationship. And that's what we're trying to combat."
 
Agast said:
If you think the best are already in Medicine, why are you worried that diversity and inclusion will dumb down the field of anesthesiology…
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I said traditionally. I don't believe it is the case anymore.
 
The mental gymnastics for the DEI agenda is fun. We should ignore things like race, ethnicity and sexual preferences because we’re all equal. But, patients like being cared for by people like them and there are some studies that show patients do better when they are cared for by someone with the same ethnicity or sexual preferences or whatever. So we should focus on your those things and make sure we pay close attention to peoples background characteristics when we recruit people for our specialty. Because everyone’s equal. And we want to be inclusive even though we’re focusing on including certain people and therefore by default excluding others based on their characteristics that they can’t control.
 
And you all wonder why people vote for candidates like Trump. If you are espousing reverse racism it's still racism. If you believe in promoting racial groups based on skin color or ethnicity you are fostering an unequal society which is the exact opposite of what you espouse. The hypocrisy is deep which is why many in the "silent majority" pull the lever for the GOP.

DEI has become the left's mantra for saying white people are inherently racist and the society as a whole is racist; hence, we must promote one group and advance their success to the detriment of another.

Our goal should be to build a color blind society based on merit not race/gender/or sexual orientation. Please don't misconstrue my post as stating I am against affirmative action as practiced in the 1980's through 2015. I am against DEI as practiced in 2022.
 
People shouldn't assume that just because you read Miller front to back and do a 2 hour CME every 5 years that you will provide quality and compassionate care to people who don't look or identify the same as you. That's why the ASA should strive to DEI goals. It doesn't matter if you we summa cum laude at Harvard, top of you med school class, and chief resident. If you're going to practice and take care of a diverse population (diverse also meaning women and LGBT patients), you should at least understand the issues that effects these communities and improve their outcomes.
 
Wanna know who doesn't care about DEI and the statistics to prove it?

the AANA

11% of RNs are men but 42% of NA's are male
69% of RNs are white but 84% of NA's are white

Highest paid nursing specialty has some kind of affirmative action for white and/or males it seems like. Kinda explains the problems that come up with supervising crNAs that female and minority anesthesiologists have.

edited to add links
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Registered nurses | Data USA

Registered nurses are most often employed by the General medical and surgical hospitals, and specialty (except psychiatric and substance abuse) hospitals industry. The average yearly wage for Registered nurses was $76,976 in 2022.
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Nurse anesthetists | Data USA

Nurse anesthetists are most often employed by the General medical and surgical hospitals, and specialty (except psychiatric and substance abuse) hospitals industry. The average yearly wage for Nurse anesthetists was $198,677 in 2022.
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Walk in Another’s Shoes

A medical workforce that reflects the diversity of our communities will be better prepared to meet the needs of all patients at their most vulnerable moments. Until such a workforce is a mainstay of our profession, we must continually fine-tune our diversity efforts, and do so despite external forces that continually seek to divide and polarize. Now more than ever we must redouble our efforts to find commonality while appreciating our differences in perspectives, cultures, beliefs and social strata—none of which requires similar skin colors or experiences. We must be open to change, to listening to alternative opinions, and to engaging in meaningful dialogue. When our only dialogue is with people who share our beliefs and backgrounds, we not only lose the ability to walk in another’s shoes but also unwittingly perpetuate underrepresentation, racism, sexism and injustice.

 
BLADEMDA said:
And you all wonder why people vote for candidates like Trump. If you are espousing reverse racism it's still racism. If you believe in promoting racial groups based on skin color or ethnicity you are fostering an unequal society which is the exact opposite of what you espouse. The hypocrisy is deep which is why many in the "silent majority" pull the lever for the GOP.

DEI has become the left's mantra for saying white people are inherently racist and the society as a whole is racist; hence, we must promote one group and advance their success to the detriment of another.

Our goal should be to build a color blind society based on merit not race/gender/or sexual orientation. Please don't misconstrue my post as stating I am against affirmative action as practiced in the 1980's through 2015. I am against DEI as practiced in 2022.
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All due respect....this is a triggered response and quite honestly, if DEI goals leads someone to vote for Trump, that's a triggered reaction. It shows you're not even willing to discuss the issues.
 
BLADEMDA said:
Walk in Another’s Shoes

A medical workforce that reflects the diversity of our communities will be better prepared to meet the needs of all patients at their most vulnerable moments. Until such a workforce is a mainstay of our profession, we must continually fine-tune our diversity efforts, and do so despite external forces that continually seek to divide and polarize. Now more than ever we must redouble our efforts to find commonality while appreciating our differences in perspectives, cultures, beliefs and social strata—none of which requires similar skin colors or experiences. We must be open to change, to listening to alternative opinions, and to engaging in meaningful dialogue. When our only dialogue is with people who share our beliefs and backgrounds, we not only lose the ability to walk in another’s shoes but also unwittingly perpetuate underrepresentation, racism, sexism and injustice.
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You see I can go along with most of that post above except the conclusion which is false, extreme and the DEI movement of 2022. Unless I agree with the left's version of "DEI" I am a racist or sexist. No longer is "affirmative action" sufficient to promote equity and fairness in our society; now, we must embrace the success of one group to the detriment of another; we must assure the "outcome" is fair to all regardless of the merit of the individual. We now see groups by their race or sex rather than as individuals who succeed based on merit.
 
mmag said:
Wanna know who doesn't care about DEI and the statistics to prove it?

the AANA

11% of RNs are men but 42% of NA's are male
69% of RNs are white but 84% of NA's are white

Highest paid nursing specialty has some kind of affirmative action for white and/or males it seems like. Kinda explains the problems that come up with supervising crNAs that female and minority anesthesiologists have.

edited to add links
datausa.io

Registered nurses | Data USA

Registered nurses are most often employed by the General medical and surgical hospitals, and specialty (except psychiatric and substance abuse) hospitals industry. The average yearly wage for Registered nurses was $76,976 in 2022.
datausa.io datausa.io
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Nurse anesthetists | Data USA

Nurse anesthetists are most often employed by the General medical and surgical hospitals, and specialty (except psychiatric and substance abuse) hospitals industry. The average yearly wage for Nurse anesthetists was $198,677 in 2022.
datausa.io datausa.io
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What problem do female and minority anesthesiologists have supervising CRNAs?
 
Twiggidy said:
All due respect....this is a triggered response and quite honestly, if DEI goals leads someone to vote for Trump, that's a triggered reaction. It shows you're not even willing to discuss the issues.
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I understand the issues quite well. We have discussed them here on SDN for more than a decade. I have seen these same "issues" play out to divide rather than unite the nation. We can be diverse and inclusive without being hostile or anti-white or anti-male at the same time.
 
BLADEMDA said:
Walk in Another’s Shoes

A medical workforce that reflects the diversity of our communities will be better prepared to meet the needs of all patients at their most vulnerable moments. Until such a workforce is a mainstay of our profession, we must continually fine-tune our diversity efforts, and do so despite external forces that continually seek to divide and polarize. Now more than ever we must redouble our efforts to find commonality while appreciating our differences in perspectives, cultures, beliefs and social strata—none of which requires similar skin colors or experiences. We must be open to change, to listening to alternative opinions, and to engaging in meaningful dialogue. When our only dialogue is with people who share our beliefs and backgrounds, we not only lose the ability to walk in another’s shoes but also unwittingly perpetuate underrepresentation, racism, sexism and injustice.
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I agree with everything in this paragraph.
 
Twiggidy said:
People shouldn't assume that just because you read Miller front to back and do a 2 hour CME every 5 years that you will provide quality and compassionate care to people who don't look or identify the same as you. That's why the ASA should strive to DEI goals. It doesn't matter if you we summa cum laude at Harvard, top of you med school class, and chief resident. If you're going to practice and take care of a diverse population (diverse also meaning women and LGBT patients), you should at least understand the issues that effects these communities and improve their outcomes.
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Are you suggesting the average anesthesiologist does not know how to care for a diverse population of patients?
 
BLADEMDA said:
I understand the issues quite well. We have discussed them here on SDN for more than a decade. I have seen these same "issues" play out to divide rather than unite the nation. We can be diverse and inclusive without being hostile or anti-white or anti-male at the same time.
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I'm sorry Blade, you can't assume you understand all the issue. Same that I can assume that understand all the issue one of my white female or asian male colleagues deals with.
 
LaryngoSpazz said:
Are you suggesting the average anesthesiologist does not know how to care for a diverse population of patients?
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I'm saying that not everything the average anesthesiologist may need to know to take care of a diverse population can be read in a book.
 
Twiggidy said:
I'm saying that not everything the average anesthesiologist may need to know to take care of a diverse population can be read in a book
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Sounds like Miller could be racist so we should cancel him.

Serious question - should I be asking every patient if they identify as LGBTQ or what race they check on a form? Maybe I’m missing something but I don’t see how that has any bearing on me providing a safe anesthetic.
 
Who cares if more brown, female or LGBT people become anesthesiologists? My job isnt in danger and that’s just more people to split call with
 
LaryngoSpazz said:
Sounds like Miller could be racist so we should cancel him.

Serious question - should I be asking every patient if they identify as LGBTQ or what race they check on a form? Maybe I’m missing something but I don’t see how that has any bearing on me providing a safe anesthetic.
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Serious answer - You don't and probably shouldn't be asking anyone what their preference is unless its necessary for whatever you're doing, but if the happen to inform you how they identify, it helps to have a touch of cultural competency. Example, if on their admissions for they happen to write "my name is Sarah Jones he/him" maybe don't the anesthesiologist shouldn't roll their eyes and understand that while Sarah may appear "female" she identifies as male and it will make his experience more comfortable.

I know we're trained that "intubate, extubate, pacu, not dead" is a good anesthetic, but in my humble opinion patient experience is part of the equation and some of that takes a little cultural competency on our part and that's where DEI goals can be helpful.
 
Twiggidy said:
Serious answer - You don't and probably shouldn't be asking anyone what their preference is unless its necessary for whatever you're doing, but if the happen to inform you how they identify, it helps to have a touch of cultural competency. Example, if on their admissions for they happen to write "my name is Sarah Jones he/him" maybe don't the anesthesiologist shouldn't roll their eyes and understand that while Sarah may appear "female" she identifies as male and it will make his experience more comfortable.

I know we're trained that "intubate, extubate, pacu, not dead" is a good anesthetic, but in my humble opinion patient experience is part of the equation and some of that takes a little cultural competency on our part and that's where DEI goals can be helpful.
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I really appreciate the serious answer as I know I’m being a bit sarcastic. But really in your example the problem isn’t cultural competency it is a rude eye-roll. I think there will always be people who act like this despite whatever curriculum is assigned by the ASA or the hospital. The vast majority of us would not act this way so it is insulting to assume that we need this kind of training to show any compassion towards a diverse patient population.

You are correct though in that we only have 5 minutes or so with patients before they are asleep but their level of satisfaction with your care entirely depends on how you act in those few minutes. It doesn’t matter if you have slick procedural skills or you save their life multiple times while they’re asleep. They don’t remember that part.
 
I think fulfilling a DEI-aligned mission is a good goal, but the devil's in the details. There're a few way to do it right and many, many ways to do it wrong and weaponize DEI on both sides. There are ways for the ASA to promote DEI responsibly but I'm not sure how it'll go.

For example one can argue that poor CMS reimbursement marginalizes underserved populations via government created financial incentives that make caring for the CMS insured groups unappealing. You can argue that hospitals with a toxic work culture that promote a dysfunctional good ol' boys club will disproportionately harm women and minorities. Or there's that residencies (and other employers) often stigmatize working parents, probably disproportionally harming working women.

But then in my experience many DEI-centric employers are now hesitant to hire white or asian males, they send out emails that can be outright patronizing/insulting, or push the pronoun thing over the top (one hospital I know of wants physicians to ask all pediatric patients what their pronouns are - including for example kids in kindergarten).

There's being respectful, inclusive, and fair, and then there's using these notions to demonize certain groups while promoting other groups and forcing fringe agendas.
 
kidthor said:
I think fulfilling a DEI-aligned mission is a good goal, but the devil's in the details. There're a few way to do it right and many, many ways to do it wrong and weaponize DEI on both sides. There are ways for the ASA to promote DEI responsibly but I'm not sure how it'll go.

For example one can argue that poor CMS reimbursement marginalizes underserved populations via government created financial incentives that make caring for the CMS insured groups unappealing. You can argue that hospitals with a toxic work culture that promote a dysfunctional good ol' boys club will disproportionately harm women and minorities. Or there's that residencies (and other employers) often stigmatize working parents, probably disproportionally harming working women.

But then in my experience many DEI-centric employers are now hesitant to hire white or asian males, they send out emails that can be outright patronizing/insulting, or push the pronoun thing over the top (one hospital I know of wants physicians to ask all pediatric patients what their pronouns are - including for example kids in kindergarten).

There's being respectful, inclusive, and fair, and then there's using these notions to demonize certain groups while promoting other groups and forcing fringe agendas.
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This is very well said
 
Outrigger said:
Would you be okay with your anesthesiologist graduating at the bottom of their medical school class
Click to expand...


Many anesthesiologists are from the bottom of their class and do a fine job. It’s not rocket science or neurosurgery😉

Heck you don’t even need medical school to do this job
 
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Again, the ASA leadership shows how out of touch they are. They should be focusing their energy fighting the AANA. Instead, they choose to go against an invisible foe with no discernible plan. Just like with the periop surgical home, it doesn’t take a genius to know this will be a colossal waste of time.
 
kidthor said:
I think fulfilling a DEI-aligned mission is a good goal, but the devil's in the details. There're a few way to do it right and many, many ways to do it wrong and weaponize DEI on both sides. There are ways for the ASA to promote DEI responsibly but I'm not sure how it'll go.

For example one can argue that poor CMS reimbursement marginalizes underserved populations via government created financial incentives that make caring for the CMS insured groups unappealing. You can argue that hospitals with a toxic work culture that promote a dysfunctional good ol' boys club will disproportionately harm women and minorities. Or there's that residencies (and other employers) often stigmatize working parents, probably disproportionally harming working women.

But then in my experience many DEI-centric employers are now hesitant to hire white or asian males, they send out emails that can be outright patronizing/insulting, or push the pronoun thing over the top (one hospital I know of wants physicians to ask all pediatric patients what their pronouns are - including for example kids in kindergarten).

There's being respectful, inclusive, and fair, and then there's using these notions to demonize certain groups while promoting other groups and forcing fringe agendas.
Click to expand...
Where is DEI for the NBA? I have the opportunity to compete but not the guarantee of a position. Merit decides who plays the game.

Recently, my son inquired about a position at the Mayo Clinic. He politely asked the supervisor what were the most important things to get hired for the position. Here was the answer:

1. Race
2. Gender
3. Qualifications

That was the order of importance. That's DEI in 2022.


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Outrigger said:
Very clever use of buzzwords masking what is truly represented by those terms. Could you please define what you believe diversity, equity and inclusion are and how they relate to the field of anesthesia and how they improve patient outcome?

Would you be okay with your anesthesiologist graduating at the bottom of their medical school class but given a residency slot because they check off the correct box on the diversity form?

Our field should be based on science not popular buzzwords that will change with the next trending topic on Twitter.
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The ASA statement said nothing about improving patient outcomes or the like, they simply stated that diversity and inclusion is a goal. You seem to be the one conflating that statement with “the left”, as if the ASA is going to start funding the delocratic party.
 
BLADEMDA said:
Where is DEI for the NBA?
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The NBA has had 15 women serve as assistant coaches, in fact, Becky Hammon actually coached a game after Pop was ejected. The Suns just hired a female assistant GM. What's your point? If you really wanted to be sarcastic and funny, you would ask where's DEI for defensive back in the NFL?
 
BLADEMDA said:
Where is DEI for the NBA? I have the opportunity to compete but not the guarantee of a position. Merit decides who plays the game.

Recently, my son inquired about a position at the Mayo Clinic. He politely asked the supervisor what were the most important things to get hired for the position. Here was the answer:

1. Race
2. Gender
3. Qualifications

That was the order of importance. That's DEI in 2022.


colorusunited.org

Sign this pledge!

Restore fair, colorblind policies to American Express...and all companies.
colorusunited.org colorusunited.org
Click to expand...
This is poor example. If NBA play drops or if they lose superstars, revenue/ratings will fall too. Anesthesiology is a support function. With that being said, capable white anesthesiologists shouldn’t worry. The world is in your favor and as long as your nose stays clean, you will have a job
 
Weird, I thought their job was to promote anesthesiology and safe patient anesthesia care. Looking like another membership fee I can save money on now
 
jqueb29 said:
Weird, I thought their job was to promote anesthesiology and safe patient anesthesia care. Looking like another membership fee I can save money on now
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No argument on the bolded, but you know that the ASA can included more goals than just those two things right?

(Not directed at you jqueb29 )Jesus some of y'all are WAYYYYYYYYYY too sensitive about diversity, equity and inclusion.
 
DEI has little to no relevance for anesthesia. I am not involved in discharge plans, readmissions, or social issues where I could maybe see some merit where cultural nuance can be important. No. I am a well paid not very glorified technician of the OR. May as well ask a plumber about their DEI plans.
 
mmag said:
Wanna know who doesn't care about DEI and the statistics to prove it?

the AANA

11% of RNs are men but 42% of NA's are male
69% of RNs are white but 84% of NA's are white

Highest paid nursing specialty has some kind of affirmative action for white and/or males it seems like. Kinda explains the problems that come up with supervising crNAs that female and minority anesthesiologists have.

edited to add links
datausa.io

Registered nurses | Data USA

Registered nurses are most often employed by the General medical and surgical hospitals, and specialty (except psychiatric and substance abuse) hospitals industry. The average yearly wage for Registered nurses was $76,976 in 2022.
datausa.io datausa.io
datausa.io

Nurse anesthetists | Data USA

Nurse anesthetists are most often employed by the General medical and surgical hospitals, and specialty (except psychiatric and substance abuse) hospitals industry. The average yearly wage for Nurse anesthetists was $198,677 in 2022.
datausa.io datausa.io
Click to expand...
I’ve always wondered why states with blue legislatures (favoring unions and nurses) don’t try to use this when trying to pass AA legislation. It would likely increase diversity while expanding access.
 
Lashler9054 said:
This is poor example. If NBA play drops or if they lose superstars, revenue/ratings will fall too. Anesthesiology is a support function. With that being said, capable white anesthesiologists shouldn’t worry. The world is in your favor and as long as your nose stays clean, you will have a job
Click to expand...
So NBA is merit based because of ratings and revenue... And anesthesia, where we deal with life and death everyday, does not need to be as merit based because we are a "support function?" Are you an admin?
 
JOHNBROCHILL said:
So NBA is merit based because of ratings and revenue... And anesthesia, where we deal with life and death everyday, does not need to be as merit based because we are a "support function?" Are you an admin?
Click to expand...
Yeah. Patients don’t come for us. They come for the surgeon. Let’s face it, our value is based on simply not f**king surgeons day up. Rarely, that means canceling cases on patients that need further work up. But usually, it means being efficient. Getting block, a-lines, spinals, central lines done timely. That means patient waking up smoothly and quickly. Also, I’d argue that you and many folks on your side of the argument don’t want to work in an underserved area. Partly because you don’t look like patients in those areas. DEI is important to get physicians comfortable with working in underserved areas.

With the NBA, or any sport, fans look to be entertained. I can guess with your response and original commentor on the nba, basketball isn’t your favorite sport.
 
AnesMil said:
I’ve always wondered why states with blue legislatures (favoring unions and nurses) don’t try to use this when trying to pass AA legislation. It would likely increase diversity while expanding access.
Click to expand...


Sounds like ortho😉


What are the stats for AAs? I bet they’re similar to CRNAs.
 
BLADEMDA said:
Where is DEI for the NBA? I have the opportunity to compete but not the guarantee of a position. Merit decides who plays the game.

Recently, my son inquired about a position at the Mayo Clinic. He politely asked the supervisor what were the most important things to get hired for the position. Here was the answer:

1. Race
2. Gender
3. Qualifications

That was the order of importance. That's DEI in 2022.


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DEI fine — as long as color/race has zero place in admissions or employment criteria. Unfortunately, this is core to how it’s defined by many.

Everyone would agree that people of all backgrounds should be felt included and treated with respect in their places of work, school, care etc — and training to that effect makes sense.

I have a feeling Harvard is going to lose in the Supreme Court. And they should- their admissions process is the textbook definition of racism; I don’t see how people see it otherwise.
 
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