Podcasts about hispanic latinx

In this episode we look into Chattanooga's Clinica Medicos new offices, Clinica Sonrisas y Clinica Renuevo. In the interview we speak with Karla and Juan about the professional services provided for mental and dental health. As we look further into Clinica Medicos we see that they strive to improve the overall health and well being of Chattanooga's local Hispanic/LatinX community. En este episodio analizamos las nuevas oficinas de Clínica Médicos en Chattanooga, Clínica Sonrisas y Clínica Renuevo. En la entrevista hablamos con Karla y Juan sobre los servicios profesionales que brindan para la salud mental y dental. A medida que profundizamos en Clínica Médicos, vemos que se esfuerzan por mejorar la salud y el bienestar general de la comunidad hispana/latina local de Chattanooga.

In this episode we'll hear from Vidal Marquez, Edna Ely-Ledesma and Adrian Diaz about their successful mobile workshop at this year's national planning conference which took place back in may in Minneapolis Minnesota. The workshop, Puentes: Bridging Healing and Revitalization in Latine neighborhoods, took participants to the East Lake Street Corridor, the largest Hispanic/Latinx neighborhood in the twin cities and a diverse community with immigrants from all over the world. Check out the photos posted on LAP's Instagram page Check out the route and stopping points along East Lake Street A special thank you to La Loma Tamales in Minneapolis for the delicious tamales! Vidal F. Márquez is an urban planner born and raised in the Highland Park community of Los Angeles, California. He is the immediate Past Chair of the APA Latinos and Planning Division. He holds a Bachelor of Arts degree in Urban Studies and Planning from the California State University Northridge in Los Angeles. A division member since 2009, Vidal assisted in creating programming and educational opportunities within the Division beginning in 2012. During the fall of 2020, Vidal was proud to lead and produce the Division's inaugural multi-part conference event entitled L.U.G.A.R.E.S.: Latinidad, Unity, Gente, Advocacy, Resiliencia, Equity, Spaces. A key objective of the conference was to highlight ways in which planners within and outside of formal planning processes are addressing challenges and issues in their communities. Vidal is excited to showcase more resources and achievements for Latine planners who are working to make their communities a better place for all. Adrian Diaz Jr, is a Planner and Public Engagement Specialist with Short Elliot Hendrickson Inc, has worked with dozens of urban and rural communities throughout the Midwest. He earned two Bachelors of Science in Sustainable Community Development and Sociology with emphasis on social justice and sustainability. Adrian has focused on developing plans that provide equitable solutions and address community needs. Additional to his planning career, he has designed and launched multiple youth programs focused on career development, secondary education, community leadership, and cultural empowerment for Latine youth. Adrian was awarded the United States Presidential Environmental Youth Award for a stewardship project he led in his hometown, Waukegan, Illinois. Edna Ely-Ledesma is an assistant professor in the Department of Planning and Landscape Architecture at the University of Wisconsin-Madison, where she directs the Kaufman Lab for the Study and Design of Food Systems and Marketplaces. The corpus of her research, teaching, and mentoring focuses on understanding the development of the smart, green, and just 21st century city. Her work seeks to bridge the gap between communities and city governments to help define the planning and design agency of Latinos, a traditionally under-represented group. She holds a Ph.D. in Urban and Regional Science from Texas A&M University, a Master of Architecture and a Master of Urban Design from the University of Texas at Austin, and a Bachelor of Environmental Design from Texas A&M University. She was a Ford Foundation Dissertation Fellow. She served as a lecturer in the Urban Design program at the University of Texas School of Architecture (UTSOA) from 2014-2018. In 2017, she was the Emerging Scholar of Race & Gender Fellow in the School of Architecture at the University of Texas at Austin, and in 2018 she was the Carlos E. Castañeda Postdoctoral Fellow for the Center for Mexican American Studies at the University of Texas at Austin. Plan Dulce is a podcast by the ⁠Latinos and Planning Division⁠ of the American Planning Association. Latinos and Planning Social media handles:  https://www.facebook.com/LatinosandPlanning/ https://www.youtube.com/@laplatinosandplanningdivis2944 https://www.linkedin.com/groups/4294535/

Jasmin talks about 5 ballot initiatives on the NYC general election ballot that some claim represent a power grab by the Mayor Eric Adams, an overview of Hispanic / Latinx-American Heritage Month in the US, and river guardians in Colombia facing challenges and threats from illegal gold miners and others.

In this episode, we spotlight members of Reed Smith's UNIDOS business inclusion group for Latin/Latinx attorneys and staff. Join DEI talent development supervisor Bareeq Barqawi as she moderates an insightful conversation with senior associate Daniel Avila, senior paralegal Kathy Puente-Ladisa, and associate Isabella Lorduy. They share their unique career journeys, how their Latin/Latinx identity has influenced their professional experiences, and the powerful role that UNIDOS has played in fostering community and support within the firm. ----more---- Transcript: Intro: Welcome to the Reed Smith podcast, Inclusivity Included: Powerful Personal Stories. In each episode of this podcast, our guests will share their personal stories, passions, and challenges, past and present, all with a goal of bringing people together and learning more about others. You might be surprised by what we all have in common, inclusivity included.  Bareeq: Welcome everyone to another episode of Inclusivity Included, Reed Smith's DEI podcast series, where we dive into the experiences, stories, and insights of our diverse firm members, clients, community members, and allies. I'm Bareeq Barqawi, Reed Smith's DEI Talent Development Supervisor, and today I'm thrilled to be joined by three distinguished members of our UNIDOS Business Inclusion Group for Latin and Latinx attorneys and staff, Danny Avila, Kathy Puente-Ladisa, and Isabella Lorduy. So Danny, Kathy, Isabella, could you each briefly introduce yourselves to our listeners and tell us about your current roles at Reed Smith. Danny, I will start with you.  Daniel: Perfect. Thank you so much, Bareeq. So I'm based out of the Houston office of Reed Smith. I'm part of Reed Smith's international arbitration team and the complex disputes teams. I'm currently the global chair for UNIDOS, our Hispanic Latinx business inclusion Group, as well as the head of our pro bono for our Houston office.  Bareeq: Thank you, Danny. And Kathy?  Kathy: Hi, everyone. Thank you, Bareeq, so much for having me. My name is Kathy Puente Larisa, and I am originally from Quito, Ecuador. I joined Reed Smith over 10 years ago, starting as a paralegal for the transportation group. However, I just recently transitioned into a newly created role as the industry group administrator for the transportation industry group. It's a bit of a hybrid role. And I am also the Diversity, Equity, and Inclusion staff liaison for the New York office.  Bareeq: Fantastic. Thank you. And Isabella?  Isabella: Hello, everyone. I am Isabella Lorduy. I am originally from Colombia, and I am an associate at Reed Smith, where I'm part of both the Energy and Natural Resources group, focusing on international arbitration cases. And I'm also part of the Latin American business team. And And I'm also a member of the UNIDOS group here at Reed Smith.  Bareeq: Wonderful. Thank you so much for your introductions. It's always inspiring to hear about the variety of roles within our firm. So let's dive into what brought you here. I'm really inspired to learn more about your stories and inspired to learn what made you pursue a career in law or the legal industry, specifically maybe in your current role, and how did that lead you to Reed Smith specifically? I'm actually going to start with you, Isabella.  Isabella: So from a very young age, I've always been passionate about international politics and relations. And when I discovered the world of international law, particularly arbitration, it truly clicked for me. It's a field where I get to do what I love, which is interacting with diverse cultures, languages, backgrounds, and even different laws. So I think there are three key moments in my journey that led me to where I am today and being at Reed Smith. First, pursuing a career in international law through law school in Colombia, and then finding great mentors who not only guided me in law, but also taught me important life lessons. And then doing my LLM at NYU, passing the bar and transitioning into the US legal market. I thought that being a Latino was kind of a handicap or a difficulty in the American market. But when I discovered Reed Smith and found it as a place where I could leverage my civil law background, but also my common law knowledge and my diverse Latina background and everything that I have learned before coming to Reed Smith, I thought it was the right place, especially in the Latin American business team. So that's kind of the story of why I am here today.  Bareeq: That's so interesting, Isabella. Thank you so much for sharing. I love to hear about how you thought it would be maybe something of a hindrance, but actually your Latin identity ended up being something of a strength for you. That's great. And let's go to Kathy. What about you? How did you find your way to read Smith?  Kathy: So my career started right after I graduated from John Jay College. I always found law to be so fascinating, but my original career path was to join the NYPD. While I was in the process of going through the program, my path took a very fascinating turn when I was introduced to the world of law firms, and I was given the opportunity to work at Holland & Knight as a paralegal in the aircraft finance group. I found the work to be interesting, and I knew that that was going to be the kind of work that was like a great fit for me. And I then joined Watson Farley as a corporate and shipping finance paralegal. And I built a really great connections there. So all those experiences ultimately led me to the transportation group here at Reed Smith, when they were just starting to expand the transportation group in the New York office. And there was a great need for a paralegal support. So that's how I got my start here at Reed Smith.  Bareeq: I love that insight, Kathy. Thank you so much for sharing. And Danny, what about you? Did you have similar experiences or was your path different?  Daniel: I guess there's two different points here. The first, the path to law. And the second one is to Reed Smith, which I think deserves a little bit of separation. For law, my mom worked for United Blood Services her entire career, which is now called Vitalant. It's one of the biggest nonprofit blood banks in the country. She was the regional president for that company. That company supplies blood to hospitals and helps get donations. Blood donations throughout the communities and make sure that there's blood on the shelves so we don't have to scramble to try to get blood in a case of emergency, say of a car accident or something else, which is the case in several countries. In several countries, if your uncle or your parent or somebody is hurt or needs blood, you literally have to call siblings and family members to donate blood. Here in the U.S., we have great companies like Vitalant who make sure that there's blood on the shelves in case of these emergencies. So growing up, I would see how much my mom benefited from helping the community out. But more importantly, I would see her company being sued for something very trivial, like say you got a bruise when you're donating or say something else, right? And as a child, it made me very angry and I wanted to defend them. So as a child, I said, I want to be a lawyer for these companies that are helping our communities. And now full circle Vitalant is a client of mine and I was able to assist them in a dispute in Texas. It was really incredible to see that full circle as a child and now being able to help by talent, which was my dream. To Reed Smith, I think, is even is another more. It goes back to Reed Smith's values and their dedication and attention to diversity. When I was going through law school application or law firm applications in law school, I looked for firms that really had a focus in diversity initiatives, who put their money where their mouth is. And it wasn't just lip service. And Reed Smith did that. And when I was in law school, I applied for a diversity scholarship through Reed Smith, and I was very fortunate to get it. And Reed Smith not only gave me a position through the diversity scholarship, but paid for my 3L in law school, which was amazing given that I was working during law school. So it was through Reed Smith's diversity initiatives that actually got me in the door at Reed Smith and what's kept me here so many years.  Bareeq: That's fantastic and incredibly inspiring. I love those full circle moments that you're having. So thank you all for sharing your experiences. It's clear that each of you has had a unique path that led you to Reed Smith. Now I'd love to hear a bit more about your career journeys. Was there a key moment or decision in your career that shaped where you are today? Feel free to share any specific challenges or obstacles you've overcome in your time. And Danny, I'm actually going to start with you and go the other way around.  Daniel: Absolutely. I think one of the obstacles I had is I wanted to do international law, but my profile was very Texas-specific. I went to undergrad and law school in Texas. So I wanted to have a more diverse international profile. So what I did in law school was I applied and worked at a law firm in Bogota, Colombia. And that experience exposed me to how work is done in Latin America, working in the Spanish language. And it just kind of opened up the door to everything I do now, which is Latin American arbitration disputes and work in Latin America. So I think that was probably my biggest obstacle to overcome was to how do I create a more international profile? And yeah, I guess that's what I've overcome.  Bareeq: I love that. Thank you so much. Isabella, what about you?  Isabella: I can't think of a specific moment that really challenged me, but I guess my answer to this would be being constantly exposed to situations that I am really scared of and doing it anyways. I remember during law school, I was the youngest participant of the ELSA Moot Court competition, which was basically a cross-border litigation moot court. And I was really scared everyone was very senior, about to start their jobs at really big law firms. But I did it anyways. And it really shaped my career and who I know and my network today. And then after that, just going into the LLM and not being scared of taking the hardest classes and speaking with my accent in these very difficult situations. And constantly being exposed of being criticized or having it wrong the first time but then doing it anyways because I know I'll get it somehow, I think it has shaped my career and put me where I am today. Just the fact that I applied to Reed Smith with a lot of doubts and fears and that I got over that fear and being accepted into this great firm has been just an example of how being exposed to those fears always gets me to good places.  Bareeq: Thank you so much for sharing that. And, you know, it's interesting. It's a vulnerable thing to share, but we've actually talked about it in other podcasts where, you know, when you have an accent or something that identifies you as someone that might not be from here and how that might come with some unconscious bias on other people's parts. But I love the idea of you did it and you scared anyway, which is a quote I always live by as well. So I love that level of vulnerability to share and overcome that. So thank you.  Isabella: Thank you.  Bareeq: And Kathy?  Kathy: So overcoming specific challenges, I think that being a Latina, a minority woman, for me, particularly in the maritime industry, has been challenging because it's very much a male-dominated industry. I have to say what has helped me overcome those challenges has been having great mentors, having great supporters who truly value the work and dedication and who encourage your growth in your career. So I think those have been the things that have helped me during my challenges.  Bareeq: Absolutely. Thank you so much for sharing. So hearing about these pivotal moments is really insightful, especially for our listeners. And I think it gives great insight to the people that they work alongside. And now I'd love to explore how your Latin / Latinx identity has shaped your experiences in the workplace. So I'm going to start with you, Kathy. How has your Latin / Latinx identity influenced your professional experiences? And can you talk about how it has impacted your work at Reed Smith?  Kathy: Sure. My Latinidad has inspired me. I have to say that in our culture, we tend to be resilient and warm people, and those are very powerful traits. I love that in our culture, we blend strength and passion, and facing challenges head on and coming out stronger always speaks volumes. My experiences taught me to be adaptable, especially in the law firm industry. You have to be resourceful, always turning challenges into opportunities. And that's what I've seen me doing here. And I've been given the opportunity here at Reed Smith. So, you know, you grow and you innovate.  Bareeq: I love that. I always think of the word grit. Like, I feel like if you overcome some challenges along the way, you develop this sense of resilience and grit where things don't phase you as much as they once did. As Isabella was talking about some of the challenges as well, you kind of develop this strength over time as well. I love that. And Danny, over to you next.  Daniel: So I think how my Latinx or Latin identity influenced my professional experiences has been through being able to work in the Spanish language and having an understanding of the Spanish culture, or I guess cultures in language speaking countries. I would say that it's impacted my work at Reed Smith because I have developed, I guess I would say that I've always wanted to use my Hispanic heritage as a value add, not just a checkbox or anything like that. I wanted it to be how can I improve? How can I provide value at Reed Smith? How can I provide value to our clients having Hispanic background, being able to speak Spanish. And how that's developed, I would say, is being able to develop business in Latin America, being able to work on cases where there may be Spanish aspects or Spanish or cultures from Latin America. I think it's been a value add in that sense. Every time, at least in my younger years, or my first years at Reed Smith, I was one of few that even spoke Spanish. So it was very, very great for internal business development to be able to get every single case that came in that had some sort of Spanish aspect to it or was in Latin America. And now Reed Smith has done a great job of recruiting great people like Isabella and other Spanish speaking lawyers that are that now we have that value add across the board and various offices. So that's how I would say it's influenced my professional experiences.  Bareeq: I love that. Thank you so much, Danny. And Isabella, what about you?  Isabella: I think I totally agree with Danny on this. I think the more I own my Latin background, the more I take advantage of it. Definitely working at Reed Smith and understanding the Latin American business interactions, the political complexities of the countries, how the judiciary systems work within Latin America has definitely helped on the work we do a Reed Smith and really having this global perspective and approach to the cases has been great. And I'm constantly looking for the opportunities to leverage this knowledge because it's not only about the legal knowledge, which is, of course, crucial, but it's also about understanding the complexities of these Latin American countries, which are way different from what we're used to here in the U.S. And I think it's beautiful to connect both legal systems and, of course, cultures.  Bareeq: Absolutely. And so many people you probably interact with, whether it's at networking functions or different clients, prospective clients, I'm sure that comes into play. And like Danny said, I love the value add. You didn't want it to be just a checkbox. It was something that added value. Thank you so much, all of you, for sharing those personal reflections. And now I'm going to shift to your involvement with UNIDOS. So how has being a part of the UNIDOS community supported you in your journey at Reed Smith? And why do you think groups like this are so important? I'm going to start with you, Isabella.  Isabella: I think it has been great to be part of UNIDOS because it has created this sense of community and being part in a deeper level with like a Latino group within the firm. I think from the moment I started at Reed Smith, I was welcomed by the UNIDOS community. I felt other people with accents and we could share different stories about the Latino American community. So I think it has been great to have this sense of belonging even more to the firm just through UNIDOS. I think the initiatives have been great. I remember in the Houston office, we've always had, and also thanks to Danny, amazing events with tacos and chismecitos and these great initiatives that just expose, of course, the Latin American culture in a great sense, but also make you, as I said at the beginning of this intervention, feeling that you belong into the Reed Smith Latino community.  Bareeq: I love that. What about you, Kathy? How has your time at UNIDOS been?  Kathy: I have to say, like Isabella, it's been a great experience. Joining UNIDOS has provided an invaluable support through shared experiences, building a network, a space where you can meet people that think like you, that share similar backgrounds. And really, I think inclusion groups like UNIDOS are very important because they promote diversity. They offer mentorship. They create an inclusive environment where everybody can thrive. And they also help amplify voices and drive positive change within the firm. So it's been really a great experience.  Bareeq: I love that, especially when you talked about driving positive change and Isabella talking about feeling a sense of belonging and feeling seen. Wonderful. What about you, Danny?  Daniel: Yeah, I think I think I'd have to echo everything that was already said. I think the biggest thing that UNIDOS has done for me is just, you know, there it's a very like a collaborative firm, but it's a firm that has your back. And in big, huge corporations and big firms like this, you can feel maybe isolated if you don't have people that look like you or identify like you and have your similar backgrounds. And having these business inclusion groups helps you not only, like, say you're in an office that only has one Hispanic or Latino / Latinx person in the office. Well, you can still collaborate with someone that's in New Jersey or in Chicago. So it makes Reed Smith really be able to use their global platform and make it smaller as far as like being able to meet with other people. Now, I have cases with UNIDOS folks in different offices that have brought me onto their teams, even though I'm not in their office, just having that experience with UNIDOS. And I think another big part of UNIDOS that I've liked is having someone to be kind of a cheerleader for you when it comes to promotions, when it comes to just engagement within the firm. UNIDOS, I feel, does a great job of highlighting all our accomplishments. You know, what have we been doing in the community? What have we been doing as lawyers? So I think it's been an amazing journey here in Reed Smith doing that.  Bareeq: Thank you for sharing, Danny. You brought up such a great point, which is making a community, you know, when you have over 3,000 members at the firm, it's hard to create that sense of community when you're scattered all over the states and over different countries. And so for need those to be able to create that for you all. And so it's so heartwarming to hear. So the importance of community within the workplace, as we talked about, is such a powerful takeaway. And as we wrap up, let's talk about offering maybe some advice to the next generation. To wrap up, what advice would you offer to younger professionals from diverse backgrounds who are considering a career in law or similar roles at a firm like Reed Smith? And I will actually start with you, Danny.  Daniel: I would say embrace your heritage. Embrace your Hispanic or other diverse background that you have and figure out how it can be of value at and make you more marketable and valuable to your team. I've pushed that since I was going through law school. I wanted to make sure that how can I provide this value add? How can I develop business that maybe wasn't there to develop because there were these obstacles of language barriers or culture barriers? So embracing your heritage, being proud of your heritage, and seeing how it can be a value add and make you more marketable.  Bareeq: I love that. Thank you. And Isabella?  Isabella: I believe that it's kind of a twofold approach. First, I would say to absorb everything you can from your mentors. And in this sense, find people that you admire both professionally and personally and learn by mimicking their best qualities. But at the same time, discover what sets you apart, what makes your style kind of unique and embrace it fully. As Danny was saying, I think that leveraging that to stand out, it's a great strategy. In my case, I used my Spanish, my understanding of the legal systems in Latin America, my approach to the clients. And I think that has helped me to still find my style because, of course, I'm a young practitioner myself, but I am learning day by day that owning that Latino heritage has been great for me.  Bareeq: Wonderful. Thank you, Isabella. And Kathy?  Kathy: I have to agree with both Danny and Isabella. Definitely embrace your heritage. And for me, I have to say, sometimes life happens and paths change. And that's perfectly fine. The important thing is here to seek out for mentors and build networks like UNIDOS, because those connections really are golden. For me, I have to say mentors have played a huge role in my life. They've been instrumental in shaping my journey. And I would also have to say to people to stay resilient, stay curious, never shy away from asking questions or even taking risks.  Bareeq: Thank you so much. That is wonderful. I think people are really going to, that's going to hit home for a lot of people. So I want to first thank you all so much for sharing your journeys with us today and for joining the podcast. Your stories are not only inspiring, but also show the value of community and support within the firm. And to our listeners, we hope you've enjoyed this episode of Inclusivity Included. Stay tuned for more conversations highlighting the diverse voices that make up Reed Smith and make us such a dynamic and inclusive place to work. Thank you for tuning in and thank you for joining and catch you next time.  Outro: Inclusivity Included is a Reed Smith production. Our producers are Ali McCardell and Shannon Ryan. You can find our podcasts on Spotify, Apple Podcasts, Google Podcasts, reedsmith.com and our social media accounts.  Disclaimer: This podcast is provided for educational purposes. It does not constitute legal advice and is not intended to establish an attorney-client relationship, nor is it intended to suggest or establish standards of care applicable to particular lawyers in any given situation. Prior results do not guarantee a similar outcome. Any views, opinions, or comments made by any external guest speaker are not to be attributed to Reed Smith LLP or its individual lawyers. All rights reserved.  Transcript is auto-generated.

When Doris (formerly UNC PREP Postbac Scholar, Currently University of Michigan PhD student) was applying to graduate school, JP connected her with Dr. Christina Termini, the creator of the List of 100 Inspiring Hispanic/Latinx Scientists. In this conversation, we mentioned expanding that list, and thus the #LatinxAtlas was born! Check out the original list of 100 Inspiring Hispanic/Latinx Scientists here, and check out the #LatinxAtlas, housed by the Fred Hutch Cancer Center here!

This episode is the second of two where I'm joined by a rising star in Higher Ed. From a very young age Bertita Barrientos enjoyed helping others and being a leader. We talk about her path to the United States, how opportunities in college influenced her leadership style, how she ended up in college admissions, and the role that mentors have played in her growth. We also discuss the concept of work-life balance, and Bertita offers advice on recruiting Hispanic/Latinx students and families. Guest Name: Bertita Barrientos, Assistant Director of Admission, Butler UniversityGuest LinkedIn: https://www.linkedin.com/in/bertitabarrientos/Guest Bio: Bertita Barrientos, originally from El Salvador, found a career in higher education after moving to Arkansas to attend college in 2013. With a passion for college access, Bertita's professional journey began in 2020 as a Regional Admissions Counselor with the University of Central Arkansas, where she spent two impactful years working directly with students in Northwest Arkansas and North Texas. In 2022, she transitioned to Butler University and continued her passion for regional recruitment. Also a proud member of TACAC, Bertita prioritizes building meaningful connections with other Texas counseling professionals to strategize and promote student access to higher education opportunities. - - - -Connect With Our Host:Jeremy Tiershttps://www.linkedin.com/in/jeremytiers/https://twitter.com/CoachTiersAbout The Enrollify Podcast Network:Mission Admissions is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Some of our favorites include Generation AI and The Application with Allison Turcio.Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com.

Join SDCELAR curators on a road trip across the US-Mexico border following the trail of some fascinating and impactful heritage projects with Hispanic/Latinx communities. Listen to the new season of 'Made in Latin America'.

Dr. Gisela Bona chats with Dr. Joel Berg about the Hispanic Dental Association (HDA) and the importance of representation within the profession. Founded in 1990, the HDA is the leading voice for Hispanic oral health, providing service, education, research, advocacy, and leadership for all healthcare professionals, to promote the overall health of the Hispanic/Latinx and underrepresented communities. Dr. Bona discusses the advantages for professionals of varying cultures, individual experiences, and languages working together to better understand each other and our patient populations.Guest Bio:Gisela V. Bona DDS, MS, FAAP is an Associate Professor in the Department of Pediatric Dentistry at the University of Texas School of Dentistry at Houston and a member of the Texas Cleft-Craniofacial Clinic team at the McGowan Medical School in Houston. Dr. Bona received her Doctor of Dental Surgery at Universidad Autónoma de Honduras in her native country. She completed her Pediatric Dentistry Specialty post-graduate training at Universidad de Chile Escuela de Graduados and earned a MS and Certificate in Pediatric Dentistry from Tufts University School of Dental Medicine. She is a diplomate of Board Pediatric Dentistry and a Fellow of the American Academy of Pediatric DentistrySee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

CME credits: 1.00 Valid until: 20-12-2024 Claim your CME credit at https://reachmd.com/programs/cme/transforming-ms-management/17843/ This program examines the significant challenges encompassing the management of Multiple Sclerosis (MS), including the need for quick and effective screening tools to help clinicians increase early diagnosis and the initiation of therapy. While there is currently no cure for MS, the treatment landscape is rapidly changing, and this program provides a review of best practice guidelines and emerging treatment strategies, including the S1P drug treatment class. There are also inequities relating to the level of care white patients with MS receive compared to non-white patients with MS, especially African Americans and Hispanic-Latinx. This program educates clinicians on the racial and ethnic disparities that produce barriers for minorities concerning MS diagnosis and treatment and helps close the gap.

CME credits: 1.00 Valid until: 20-12-2024 Claim your CME credit at https://reachmd.com/programs/cme/the-role-of-s1p-receptor-agonists-in-ms-strategies-for-disease-management/17841/ This program examines the significant challenges encompassing the management of Multiple Sclerosis (MS), including the need for quick and effective screening tools to help clinicians increase early diagnosis and the initiation of therapy. While there is currently no cure for MS, the treatment landscape is rapidly changing, and this program provides a review of best practice guidelines and emerging treatment strategies, including the S1P drug treatment class. There are also inequities relating to the level of care white patients with MS receive compared to non-white patients with MS, especially African Americans and Hispanic-Latinx. This program educates clinicians on the racial and ethnic disparities that produce barriers for minorities concerning MS diagnosis and treatment and helps close the gap.

CME credits: 1.00 Valid until: 20-12-2024 Claim your CME credit at https://reachmd.com/programs/cme/from-prescription-to-personalization-an-hcps-guide-to-tailoring-ms-therapeutic-management/17840/ This program examines the significant challenges encompassing the management of Multiple Sclerosis (MS), including the need for quick and effective screening tools to help clinicians increase early diagnosis and the initiation of therapy. While there is currently no cure for MS, the treatment landscape is rapidly changing, and this program provides a review of best practice guidelines and emerging treatment strategies, including the S1P drug treatment class. There are also inequities relating to the level of care white patients with MS receive compared to non-white patients with MS, especially African Americans and Hispanic-Latinx. This program educates clinicians on the racial and ethnic disparities that produce barriers for minorities concerning MS diagnosis and treatment and helps close the gap.

CME credits: 1.00 Valid until: 20-12-2024 Claim your CME credit at https://reachmd.com/programs/cme/advancements-in-mri-technology-improved-diagnosis-and-monitoring-of-ms/17839/ This program examines the significant challenges encompassing the management of Multiple Sclerosis (MS), including the need for quick and effective screening tools to help clinicians increase early diagnosis and the initiation of therapy. While there is currently no cure for MS, the treatment landscape is rapidly changing, and this program provides a review of best practice guidelines and emerging treatment strategies, including the S1P drug treatment class. There are also inequities relating to the level of care white patients with MS receive compared to non-white patients with MS, especially African Americans and Hispanic-Latinx. This program educates clinicians on the racial and ethnic disparities that produce barriers for minorities concerning MS diagnosis and treatment and helps close the gap.

CME credits: 1.00 Valid until: 20-12-2024 Claim your CME credit at https://reachmd.com/programs/cme/navigating-the-diagnostic-maze-strategies-for-excluding-ms-disease-mimics/17838/ This program examines the significant challenges encompassing the management of Multiple Sclerosis (MS), including the need for quick and effective screening tools to help clinicians increase early diagnosis and the initiation of therapy. While there is currently no cure for MS, the treatment landscape is rapidly changing, and this program provides a review of best practice guidelines and emerging treatment strategies, including the S1P drug treatment class. There are also inequities relating to the level of care white patients with MS receive compared to non-white patients with MS, especially African Americans and Hispanic-Latinx. This program educates clinicians on the racial and ethnic disparities that produce barriers for minorities concerning MS diagnosis and treatment and helps close the gap.

CME credits: 1.00 Valid until: 20-12-2024 Claim your CME credit at https://reachmd.com/programs/cme/what-do-clinicians-need-to-know-utilizing-clinically-validated-diagnostic-tools-to-diagnose-ms-earlier/17837/ This program examines the significant challenges encompassing the management of Multiple Sclerosis (MS), including the need for quick and effective screening tools to help clinicians increase early diagnosis and the initiation of therapy. While there is currently no cure for MS, the treatment landscape is rapidly changing, and this program provides a review of best practice guidelines and emerging treatment strategies, including the S1P drug treatment class. There are also inequities relating to the level of care white patients with MS receive compared to non-white patients with MS, especially African Americans and Hispanic-Latinx. This program educates clinicians on the racial and ethnic disparities that produce barriers for minorities concerning MS diagnosis and treatment and helps close the gap.

CME credits: 1.00 Valid until: 20-12-2024 Claim your CME credit at https://reachmd.com/programs/cme/missed-opportunities-in-multiple-sclerosis-care-increasing-hcp-awareness-of-early-diagnostic-delays/17836/ This program examines the significant challenges encompassing the management of Multiple Sclerosis (MS), including the need for quick and effective screening tools to help clinicians increase early diagnosis and the initiation of therapy. While there is currently no cure for MS, the treatment landscape is rapidly changing, and this program provides a review of best practice guidelines and emerging treatment strategies, including the S1P drug treatment class. There are also inequities relating to the level of care white patients with MS receive compared to non-white patients with MS, especially African Americans and Hispanic-Latinx. This program educates clinicians on the racial and ethnic disparities that produce barriers for minorities concerning MS diagnosis and treatment and helps close the gap.

CME credits: 1.00 Valid until: 20-12-2024 Claim your CME credit at https://reachmd.com/programs/cme/the-complexity-of-early-ms-diagnosis/17842/ This program examines the significant challenges encompassing the management of Multiple Sclerosis (MS), including the need for quick and effective screening tools to help clinicians increase early diagnosis and the initiation of therapy. While there is currently no cure for MS, the treatment landscape is rapidly changing, and this program provides a review of best practice guidelines and emerging treatment strategies, including the S1P drug treatment class. There are also inequities relating to the level of care white patients with MS receive compared to non-white patients with MS, especially African Americans and Hispanic-Latinx. This program educates clinicians on the racial and ethnic disparities that produce barriers for minorities concerning MS diagnosis and treatment and helps close the gap.

Jacqueline Barrientos, MD, MS, Laura Ortiz-Ravick, MA, Kristina Lopez, LCSW Recorded on November 3, 2023 Join us for this special episode, recorded live from the Florida Society of Clinical Oncology Annual Disparities in Cancer Care Summit. Guest host, Kristina Lopez, LCSW and Information Specialist at The Leukemia & Lymphoma Society, speaks with Dr. Jacqueline Barrientos from Mount Sinai Medical Center, and Laura Ortiz-Ravick, Director of Outreach and Health Promotion at The Leukemia & Lymphoma Society about barriers and disparities within the Hispanic and Latinx communities when navigating the cancer journey. Learn more by tuning in here!

CardioNerds co-founder Dr. Dan Ambinder, series chair Dr. Giselle Suero Abreu, and episode FIT Lead Dr. Rachel Ohman discuss disparities in cardiooncology with Dr. Javier Gomez Valencia, the Director of Cardio-Oncology services at John H. Stronger Jr. Hospital of Cook County. Dr. Rachel Ohman drafted show notes. Audio editing by student doctor Shivani Reddy. A disproportionate burden of both cancer and cardiovascular disease affects racial and ethnic minority groups as well as lower-income communities. Similar patterns of vulnerability exist among cancer survivors with cardiovascular disease, although further investigation in these subpopulations is needed. We discuss a comprehensive approach to the cardio-oncology patient, our current understanding of the social and structural determinants of disparities in cardio-oncology populations, and other contributions to inequity in the field. Given the growing population of cancer survivors and limited accessibility to cardio-oncology specialists, these topics are of critical importance to anyone caring for cancer patients who have or are at risk for cardiovascular disease. This episode is supported by a grant from Pfizer Inc. This CardioNerds Cardio-Oncology series is a multi-institutional collaboration made possible by contributions of stellar fellow leads and expert faculty from several programs, led by series co-chairs, Dr. Giselle Suero Abreu, Dr. Dinu Balanescu, and Dr. Teodora Donisan.  CardioNerds Cardio-Oncology PageCardioNerds Episode PageCardioNerds AcademyCardionerds Healy Honor Roll CardioNerds Journal ClubSubscribe to The Heartbeat Newsletter!Check out CardioNerds SWAG!Become a CardioNerds Patron! Pearls and Quotes - Disparities in CardioOncology Social and structural determinants of health are drivers of cardiovascular and cancer disparities. Existing data on cardiotoxicity outcomes suggests these determinants also contribute to disparities in cardio-oncology. Assessing social and structural determinants of health should be a routine part of evaluating a patient with an active or prior history of cancer. Customs, country of origin, and immigration status matter. Differential risk profiles among Hispanic/Latinx sub-populations require further investigation. Black patients, particularly black women with breast cancer, have elevated morbidity and mortality from cardiotoxicity. Data suggest contributions from social determinants of health. Representation in clinical trials must be diversified for applicability to our diverse patient populations. Concerted efforts should be made to recruit diverse clinical trial participants and help patients from diverse communities effectively participate in the research process, contributing to the advancement of science. Show notes - Disparities in CardioOncology How do you approach the evaluation of a new patient in cardio-oncology? How do social and structural determinants of health impact treatment-associated cardiotoxicity? The evaluation of a new patient should include an assessment of a patient's intrinsic risk factors, risks associated with cancer treatment, and consideration of cardioprotective therapeutic strategies Social and structural vulnerabilities should also be assessed routinely as a part of risk stratification. Providers should take stock of a patient's demographic (e.g., race/ethnicity, gender), socioeconomic (e.g., occupation, insurance status, food security, housing security), environmental (e.g., transportation, proximity to health resources, neighborhood safety), and sociocultural (e.g., psychosocial stressors, discrimination, acculturation) determinants that are in turn modulated by larger systemic forces like structural racism. This comprehensive risk assessment can guide the strategies to mitigate cardiovascular risk before, during, and after cancer treatment. What barriers to cardio-oncology care are unique to the Hispanic/Latinx popula...

Dr. Mitzi and Dr. Lilyana Amezcua discuss MS in the Hispanic Latinx Community.

Today's podcast episode is part of the “Voices” series and is brought to you by the Diversity, Equity & Inclusion Committee. Dr. Lourdes Guerrios Rivera, urologist at the San Juan VA Medical Center in Puerto Rico, Dr. Jimena Cubillos, pediatric urology specialist at the University of Rochester Medical Center, and Dr. Gabriela Gonzalez, resident physician at the University of California, Davis, sit down to talk about their shared experiences as Hispanic/Latinx women in urology as we wrap up Hispanic Heritage Month.

In today's episode, Ashanti Bentil-Dhue welcomes Tina Gilbert, the Managing Director of Advisory Services at Management Leadership for Tomorrow (MLT). MLT is a distinguished organisation in the U.S. that strives to elevate African Americans, Hispanic Latinx, and Native Americans into roles that foster their growth and leadership. Tina's pivotal role is ensuring the recipient organisations have the right policies, practices, and culture in place to help these individuals thrive. In this episode, she shares valuable insights into how companies can create cultures of equity even during a recession, and the importance of strategic planning, understanding DEI practices, negotiation, communication, and influence in this process. Tune in to hear Tina discuss the importance of empathising with lived experiences and empowering others, creating a potent narrative around what makes a truly inclusive and equitable environment. “ Especially in my role as a managing director, where I have people underneath me who are spending the day with the employers working with them, it is how are you empowering those beneath you, across from you and with you. So you are not doing this alone. This can be a very lonely job, and especially in this time of economic transition, where you might be the only one who has the formal title of D&I. And so what are you doing both formally and informally, to bring others along on this journey with you. So you are not alone, I spent a lot of time talking about the level of engagement that you need to be able to bring and have with individuals, so that you are growing kind of your force, the people that are working with you, for you and beside you. And so in these times where it might get harder and harder to get the people formally on your team, what are you doing to empower those through volunteerism, through champion through sponsorships, so you're not in this alone. ” Episode Highlights:  ● Dig into the lived experiences of the populations you work with ● The business case for diversity, equity and inclusion ● Developing skills and competencies in the field About Tina Gilbert:   Tina Gilbert (she / her)  is the Managing Director of Advisory Services responsible for delivery of client services and development of Diversity, Equity, Inclusion leading practices and insights.  Tina brings 10 years of DEI Leadership (4 years global), 15 years of Strategic Consulting, and 25 years of corporate experiences across six industries to this role. Throughout her career, she has led efforts to transform organizations' operating models, business processes, and employee culture to create measurable impact. As an I&D Leader over the last ten years, she has partnered with Business and HR leaders in designing strategies and metrics that align with talent strategies and desired business outcomes. Prior to joining MLT, Tina was the Inclusion and Diversity Leader for Teva Pharmaceuticals and Accolade (Healthcare Navigation and Data). As the first I&D leader at both organizations, she guided each organizations' evolution from diversity compliance management to recognizing its value as a business imperative. Her work at Teva was recognized in 2017 by Diversity Inc. Magazine as one of their Noteworthy Companies. More recently she was named as one of Hive Learning's Most Influential D&I Leaders and by FindSpark as one of the 30 Must-Follow Diversity & Inclusion Thought Leaders Transforming the Workplace. Before working as a full-time Diversity Practitioner, Tina was a Partner/Managing Director with Accenture's Strategy Practice leading large transformation projects, business strategic planning programs, and operations/organizational design.  At Accenture, she sponsored a variety of DEI programming, recruiting and training initiatives. She holds a BS from Spelman College, an Industrial Engineering degree from the Georgia Institute of Technology, and an MBA from The Wharton School, University of Pennsylvania.  She is based out of the Philadelphia, PA area.   If you would like to apply to be a guest on the show email: operations@goodsoilleaders.com   If you would like to schedule a capability briefing call with our team, email: operations@goodsoilleaders.com    If you would like to apply for DEI PRO Coaching, email: operations@goodsoilleaders.com  Stay Connected with Ashanti:  LinkedIn: Ashanti Bentil-Dhue   

When we think of a cancer diagnosis, we focus on the physical ramifications of the disease. But a cancer diagnosis also leads to major financial costs. Today we are speaking with Rosie Cunningham, COO of Family Reach, about financial toxicity, health inequities and tips for patients and caregivers on how to navigate the financial landscape of a cancer diagnosis. Key highlights: 1. Financial toxicity is driven by lack of transparency in the healthcare system as well as the complicated nature of cancer care 2. Health inequities drive financial toxicity and are deeply rooted in the healthcare system 3. Tips for patients and caregivers on navigating financial challenges during the cancer experience  About our guest: As COO at Family Reach, Rosie plays a pivotal role in the progression of the organization's services, research, and collaborations. She launched the inaugural strategic planning process in 2019, and works closely with the team to ensure that all internal and external activity is aligned to push the mission forwards. She also oversees the organization's content, programs, and impact teams, driving awareness of Family Reach as a data-driven thought leader and solution provider on financial toxicity. A strong believer that no one deserves the turmoil caused by a cancer diagnosis, Rosie applies her sales, marketing, and partnership expertise to guide Family Reach toward ensuring no family has to choose between their health and their home. Key Moments: 6 minutes 30 seconds: 2/3 of people living with cancer are unable to work full time after a diagnosis. Of the families we serve 65% of them have lost over half of their household income. So before you even get into the web of healthcare costs, you're already in crisis, unable to make ends meet. 9 minutes 30 seconds: People with cancer are more likely to file for bankruptcy, but beyond that, people who do file for bankruptcy are 79% more likely to die from their disease. So financial toxicity is not just a financial problem it is literally a life or death problem. 16 minutes 40 seconds:  Our mission at Family Reach, which is to alleviate the financial barriers that stand between a patient and their treatment, is rooted in health inequities. For 25 years we've served patients from across the spectrum who are unable to get to treatment because they can't afford it one way or another. Over the last decade, we as a cancer community have done a better job looking more closely at these inequities and charging ourselves to really challenge and understand the root causes and do better to close the gaps. At Family Reach what that has meant for us is to really hone in on low-income Black and low-income Hispanic Latinx patients because these two communities are most adversely affected by the financial burden of cancer. Visit the Manta Cares website | Subscribe to our newsletter | Free resources | Nutrition Program | Cancer Coaching | Stay organized with the Manta Planner Disclaimer: This podcast is for general informational purposes only and does not constitute the practice of medicine, nursing or other professional health care services, including the giving of medical advice, and no doctor/patient relationship is formed. The use of information on this podcast or materials linked from this podcast is at the user's own risk. The content of this podcast is not intended to be a substitute for professional medical advice, diagnosis, or treatment. Users should not disregard, or delay in obtaining, medical advice for any medical condition they may have, and should seek the assistance of their health care professionals for any such conditions. --- Support this podcast: https://podcasters.spotify.com/pod/show/manta-cares/support

Welcome to Episode 1229, in which Cynthia Chaplin interviews Maria Calvert and Lydia Richards, in this installment of Voices, on the Italian Wine Podcast. Today's episode is one recorded at the wine2wine Business Forum 2021. About today's guest Maria: Maria was born in Quito, Ecuador but grew up in Queens, NYC - the most diverse place in the United States! Maria started to fall in love with food & wine while studying abroad in Spain and traveling to numerous cities, including Porto, Portugal, where she visited her first winery. Since that first tasting room, she has eagerly sought out new winemakers from close-to-home regions like Virginia all the way to the Pinot Noir and Sauvignon Blanc hotspots of New Zealand. Today, Maria's time is split between NYC and Washington DC. She is a Public Relations Consultant who offers her expertise to start-ups and established brands in food and wine. Maria is committed to supporting businesses that share Hispanics in Wine's mission of empowering women and amplifying the voices of the BIPOC, Hispanic, and Latinx communities. To find out more visit: Website: www.hispanicsinwine.com/ Website: www.mariacalvertpr.com/ Instagram: www.instagram.com/hispanicsinwine/ www.instagram.com/mariarcalvert/ Twitter: twitter.com/MariaRCalvert About Lydia Richards: Lydia is a Certified Sommelier from the Sommelier Society of America and holds the WSET Level 3 Advanced Certification; currently a WSET Level 4 Diploma student. Originally from Panama, Lydia's passion for wine began while living in Paris and having the opportunity to travel to multiple French wine regions. After moving to New York, she worked in Marketing and PR for multiple industries before pursuing her dream of becoming a wine evangelist. Lydia worked as a Marketing Manager for the Wine Cellarage, a fine wine online retailer, and founded her private wine consultancy focusing on bilingual (Spanish and English) PR, education, tastings, and events, Vino Concierge, in 2017. She was a Senior Account Executive at Colangelo & Partners, an integrated wine and spirits communications agency, working with their Spanish and South American accounts; and as of January 2021, she is a PR Manager for Taub Family Companies: Palm Bay International & Taub Family Selections. Lydia is also a member of Les Dames d'Escoffier New York, a female collective of industry leaders in food, beverage & hospitality supporting aspiring professional women via education, advocacy & philanthropy. In September 2020, Lydia co-launched an exciting passion project alongside wine colleagues Maria Calvert and Ivonne Nill, called Hispanics in Wine, is a centralized digital hub dedicated to amplifying Hispanic / Latinx roots in the beverage and hospitality industries. To learn more about this guest visit: Linkedin: linkedin.com/in/lrichards16 https://www.taubfamilyselections.com/ https://www.vinoconcierge.wine/ Instagram: @lydia_vinoconcierge To learn more about today's host visit: Facebook: Italian Wines in English Instagram: kiss_my_glassx Linkedin: https://www.linkedin.com/in/cynthia-chaplin-190647179/ Let's keep in touch! Follow us on our social media channels: Instagram @italianwinepodcast Facebook @ItalianWinePodcast Twitter @itawinepodcast Tiktok @MammaJumboShrimp LinkedIn @ItalianWinePodcast If you feel like helping us, donate here www.italianwinepodcast.com/donate-to-show/ Until next time, Cin Cin!

⚡ There's a diversity mismatch in the oncology workforce. One of the biggest challenges in the oncology space is a lack of diversity in the workforce. The population of the United States is very diverse, while the oncology field is not. Dr. Upal Basu Roy says, "We know that the United States is very diverse. As we speak, the population is very diverse, and we have about 12% African Americans in the population — about 18% who identify as Hispanic/Latinx — and 3% of the population who identify as American Indians and Alaska natives. But is that diversity reflected in the oncology workforce? Absolutely not. So we have a problem. So if you look at the latest statistics from the ASCO workforce report in 2020, only 5% of oncologists identify as Hispanic/Latinx, 3% as Black or African American, and 0.1% as American Indian and Alaska native. So we have this mismatch."⚡ Patients have better health outcomes when treated by doctors who look like them.   Dr. Upal Basu Roy explains, "The population is very diverse, but the workforce is not diverse. So keeping that in mind, we created the Health Equity and Inclusiveness Research Awards specifically to foster minority scientists. Now you can ask me, ‘Why is that important?' It is fundamentally important to have clinicians who look like patients because there's very good research that's shown that patients have better outcomes when they're treated by doctors who look like them. And patients are way more inclined to participate in clinical trials when those trials are being offered to them by clinicians who look like them."⚡ ‘No One Missed' is an inclusive lung cancer campaign. ‘No One Missed' is a community-led campaign driven by the LUNGevity Foundation. Dr. Upal Basu Roy talks about the campaign's main goals. He says, "As a scientist, I focus on science and innovation. But as a patient advocate, I focus on access. Because I think we need to keep in mind that science is a public good. Innovation is a public good. And we, as a patient advocacy group, need to make sure that the science we fund today reaches patients tomorrow. And biomarker testing targeted therapies are a huge piece of the treatment arsenal of lung cancer, and we, as a foundation, are committed to making sure that these innovative approaches treat patients no matter where they're diagnosed, no matter their gender, sexual orientation, their race and ethnicity, where they live, or their socioeconomic status."

One of us has a Masters, and one of us doesn't, and that's okay because higher education isn't for everyone. It's a huge expense, time commitment, and investment in yourself which, as our guest shares, is a choice you should not make a rash decision about. Today we're talking to Alex's sister Adrienne, a Ph.D. student in Epidemiology and published researcher, all about her journey beyond higher education in her pursuit of a Ph.D... and sainthood through her research and passion for health equity with a focus on health disparities among Black and Hispanic/Latinx people. --- Send in a voice message: https://anchor.fm/could-have-been-an-email/message

Let's look into how UCSC is a Hispanic-Serving Institution and what that means for Hispanic/Latinx and non-Hispanic/Latinx students. Jennifer, highlights the excellent Hispanic/Latinx clubs and organizations on campus.Disclaimer: Sponsored by the Division of Student Affairs and Success and produced by our student podcasters, UCSC Slugcast supports free expression of ideas. Please be aware that the views and opinions expressed by speakers are that of the speaker alone and their appearance on the program does not imply an endorsement of them or any entity they represent. Similarly, views and opinions of University employees or students are their own and do not necessarily reflect the views of Slugcast, the Division of Student Affairs and Success, or the University.

Featured Guest: Maureen Dee, MSW, MBA Host: Isa Velez Echevarria, PsyD; Great Lakes ATTC, MHTTC, & PTTC State Project Manager for Ohio About Our Featured Guest: Maureen Dee was born and raised in Uruguay, South America, and is committed to serving the Hispanic Community. Throughout her distinguished career, Ms. Dee facilitated the start of the first Hispanic Urban Minority Alcohol and Drug Abuse Outpatient Program in Ohio (the Hispanic UMADAOP); helped start Hispanic Alliance, Inc., a consortium of Hispanic-serving organizations that promotes community collaboration to secure funding to serve the needs of the Hispanic community; and played an instrumental role in creating and improving many other programs providing substance use and mental health services in the Hispanic/Latinx community. Maureen Dee retired in 2019 from her position as Executive Director of Treatment, Prevention, and Recovery Programs at Catholic Charities Corporation in the Diocese of Cleveland. ********************************************************************************* This is a product of the Great Lakes MHTTC that was created with funding from cooperative agreements with SAMHSA. The opinions expressed in this recording are those of the speaker and do reflect the official position of SAMHSA or DHHS. Copyright-free music by "Quiet Quest - Study Music" was used in this recording. (Source: https://youtu.be/ONraFRVwY6o)

****This podcast is in English**** Featured Guest: Adriana Alejandre, LMFT Host: Isa Velez Echevarria, PsyD About Our Featured Guest: Adriana Alejandre is a Trauma Psychotherapist and Speaker from Los Angeles, California. She specializes in adults who struggle with PTSD and severe traumas at her own private practice. She has done disaster relief work for Hurricane Harvey and the Las Vegas shooting survivors. Adriana's expertise has been featured in LA Times, Telemundo, USA Today, the New York Times and Buzzfeed, among many others. Adriana is the founder of Latinx Therapy, a national directory of Latinx Therapists and global, bilingual podcast that provides education to combat the stigma of mental health on the ground, and in the digital spaces. In 2019, she won Hispanizice's TECLA award for Best Social Good Content award, and in 2020 she was one of 5 Latinx influencers chosen for the #YoSoy Instagram and Hispanic Heritage Foundation award. Adriana's mission is to create spaces to spark dialogue about mental health struggles and strengths in the Latinx community. Latinx Therapy Podcast: https://latinxtherapy.com/podcast/ Latinx Therapy Website & Resources: https://latinxtherapy.com/ *************************************************************************** This is a product of the Great Lakes MHTTC that was created with funding from cooperative agreements with SAMHSA. All opinions expressed in this recording are those of the speaker and do not reflect the official position of SAMHSA or DHHS. Copyright Free Music produced by "Quiet Quest - Study Music" was used in this recording. (Source: https://youtu.be/ONraFRVwY6o)

****Este podcast es en Español.**** Featured Guest: Adriana Alejandre, LMFT Host: Isa Velez Echevarria, PsyD About Our Featured Guest: Adriana Alejandre is a Trauma Psychotherapist and Speaker from Los Angeles, California. She specializes in adults who struggle with PTSD and severe traumas at her own private practice. She has done disaster relief work for Hurricane Harvey and the Las Vegas shooting survivors. Adriana's expertise has been featured in LA Times, Telemundo, USA Today, the New York Times and Buzzfeed, among many others. Adriana is the founder of Latinx Therapy, a national directory of Latinx Therapists and global, bilingual podcast that provides education to combat the stigma of mental health on the ground, and in the digital spaces. In 2019, she won Hispanizice's TECLA award for Best Social Good Content award, and in 2020 she was one of 5 Latinx influencers chosen for the #YoSoy Instagram and Hispanic Heritage Foundation award. Adriana's mission is to create spaces to spark dialogue about mental health struggles and strengths in the Latinx community. Latinx Therapy Podcast: https://latinxtherapy.com/podcast/ Latinx Therapy Website & Resources: https://latinxtherapy.com/ *************************************************************************** This is a product of the Great Lakes MHTTC that was created with funding from cooperative agreements with SAMHSA. All opinions expressed in this recording are those of the speaker and do not reflect the official position of SAMHSA or DHHS. Copyright Free Music produced by "Quiet Quest - Study Music" was used in this recording. (Source: https://youtu.be/ONraFRVwY6o)

Arelis Correa serves as VP, Director, Global Acquisition for Brown-Forman Corporation. With a specialization and passion for recruiting talented people to join Brown-Forman, Arelis has served in talent acquisition roles with increasing responsibility during her 18 years at the company. This includes stints supporting Brown-Forman's former North America Region, as well as its International divisions. Arelis assumed leadership responsibility for Global Talent Acquisition in 2018 and was named to the HR & Communications Leadership Team in 2020. A true advocate for diversity, equity, and inclusion, Arelis has served in several leadership roles for COPA, Brown-Forman's employee resource group for Hispanic/LatinX employees and their allies. In addition, she works diligently and relentlessly to ensure Brown-Forman's talent acquisition processes are aligned and supportive of the company's Many Spirits, One Brown-Forman diversity and inclusion strategy. Arelis is known for her strong focus on continuous improvement, her dedication to ongoing learning, and her collaborative and innovative mindset. When she's not at work, Arelis is often spending time with family and friends, including her husband, and daughter. Notes In this episode Luis and Arelis discuss: -How intentional and conscious decisions from Arelis' parents' helped mold Arelis in her career -How one professor saw potential in Arelis and motivated her to seek a profession in HR -Why mentorship is so important in our career paths -Misconceptions about the Latino community -The power of being a positive thinker! -Being mindful of your money and living within your means Resources Arelis' LinkedIn Hispanic Executive: Arelis Correa-Arnold Creates a Culture of Care Download the 3 Fundamental “Money Moves” to Make Before Turning 45 LatinXcellence, more than a brand, it's a movement! Luis' LinkedIn Luis' Twitter Luis' IG On My Way To Wealth YouTube channel BLX Internship Program 

The Center for Racial Healing celebrates Hispanic/Latinx Heritage Month beyond and especially during the special season of recognition September 15th through October 15th. This month we recognize and celebrate those tracing their roots to Spain, Mexico, Central America, South America, and the Spanish-speaking nations of the Caribbean for all their contributions that are integral to American identity.  As of July 1st 2021, the Hispanic/Latinx population numbered 62.6 million, which equates to 18.9% of the total population. Those with Hispanic origins make up the nation's largest racial or ethnic minority group.  Still, things are not always Black, White, and Brown but, that's why today we've invited special guest Leah Hernandez, CEO and Founder, to this brave space, tune in! 

Deanna Walker and Kristen Matejka, Wednesday Wisdom Underwritten by https://robertjamessalon.prstaging2.com/ (Robert James Salon) Deanna Walker and Kristen Matejka of the Southold Historical Museum join The Heart of The East End to talk about this weekend's Antique, Fine Arts & Handmade Crafts Fair. The event is hosted by Old Town Arts & Crafts Guild, Inc. on the grounds of Southold Historical Museum's 55200 Main Road property. Visit https://www.oldtownartsguild.org/ (oldtownartsguild.org) and https://www.southoldhistorical.org/ (southoldhistorical.org) for more information about the weekend fair. Dr. Jesus Garcia, Wednesday Wisdom Underwritten by https://www.ltveh.org/ (LTV Studios) Dr. Jesus Garcia is a Clinical Assistant Professor of Medicine at NYU Langone Long Island School of Medicine's Division of Geriatrics. He joins Gianna to talk about Alzheimer's and other dementia diagnoses ahead of this Friday morning's fifth annual Hispanic/Latinx symposium for the Alzheimer's Association's Long Island Chapter. The event will be held at 300 Broadhollow Road in Melville. To register, visit https://www.alz.org/longisland (alz.org/longisland) or call the Alzheimer's Association 24/7 Helpline at 800-272-3900.

Hello, friends,Join us as we explore our love for Disney's Coco and Encanto, unlock the magic within, and celebrate National Hispanic Heritage Month. Also, for today's workout, we want you to play along and choose your Disney Team Coco or Team Encanto with our version of This or That. You should have received it in your newsletter, but if you didn't Sign up here or email us at info@timeforbrunch.com Tag us on social media at @timeforbrunchpodcast with #tfbRUNch by October 8th to be entered to win a special Joffrey's Encanto ground coffee bag and TFB prize pack. Whether you are training for RunDisney 2022-2023 season, working towards another long run distance race, or simply want to get out for a walk or a run the upbeat workout will keep you moving and maybe humming along to “We don't talk about Bruno.”Today's workout will be structured -  2 min Dynamic stretches5 min walking warm-up15 min Endurance Pace1 min walk 20 min Endurance Pace1 min Push15 min Endurance Pace2 min Push5  min walking cool-down and Coffee with the Coaches! Or Cafe con las Entrenadoras. Thank you Maya for the awesome question! Coach Shelby's book recommendation, How to Lose a Marathon by Joel Cohen is here. Coach Christine's book recommendation,  The Nonrunner's Marathon Guide for Women by Dawn Dais is here. And, friends, if you missed the book that inspired Maya, it is called The Running Dream and you can find it here. Wanna learn more about our Disney themed homage to Hispanic Heritage Month? Read the blog here >>Listen to our playlist here >>  Do you have a question you would like featured or answered?Submit it here >>We want to hear from you! Have questions or feedback? Drop us a line at info@timeforbrunch.comPlease consult a physician before starting any new exercise routine.Thanks for listening! 

Jackie Dueñas, DVM is an associate veterinarian at the dynamic Sunset Animal Clinic in Miami, Florida. She attended Ross University School of Veterinary Medicine on the island of St. Kitts. She then returned to the Sunshine State to attend the University of Florida to complete her clinical studies. Following graduation, there was no doubt that Dueñas would return home to practice in Miami. Her love for her work shows in everything she does. Dr. Dueñas was featured on the discovery+ series Pop My Pet, where she performed life saving surgeries to pets in need. She also likes to share her life as a veterinarian on her social media channels, garnishing her a large following and a platform to bridge the gap between veterinarians and pet parents. Dr. Dueñas is most passionate about her role as a mom and finding balance between motherhood and vet med. She and her husband are the proud parents of two little boys. 

Toxic positivity involves dismissing negative emotions and responding to distress with false reassurances rather than empathy. It comes from feeling uncomfortable with negative emotions. It is often well-intentioned but can cause alienation and a feeling of disconnection.Who is Dr. Sandra Miles?An avid "truth teller" and fierce humanitarian, Dr. Sandra Miles has spent the majority of the last two decades serving as a leader and administrator in higher education. An educator by training, specifically, she has had extensive experience advising African American/Black, Asian American and Pacific Islander, Hispanic/Latinx, Jewish, LGBTQIA+, and Women's organizations. Dr. Miles also has experience developing leadership programs, securing accommodations for persons with disabilities, serving as a Dean of Students, Chief Student Affairs Officer, Chief Diversity Officer, Deputy Title IX Coordinator, and mediating disputes. Currently, Dr. Miles is the Founder and Principal of DSM Initiatives, LLC, a lifestyle, leadership, DEI, spiritual, and organizational development consulting firm. Dr. Miles worked to expertise through the successful completion of her doctoral work at Florida State University in 2012, earning a Ph.D. in Higher Education Administration. She also completed her Bachelor's and Master's degrees at the University of Central Florida. In addition to her career and educational achievements, Dr. Miles is the Immediate Past Chair of the NASPA Center for Women Board, a national speaker for Campus Outreach Services and Academic Impressions; the Founding National Director of the Black Female Development Circle, Inc; and is the current President of the Palm Coast-Flagler County Alumnae Chapter of Delta Sigma Theta Sorority, Inc.The Toxic Leadership PodcastInstagram: @ToxicLeadershipPodcastTwitter: @ToxicLeaderShow Dr. Kevin Sansberry II is a behavioral scientist and executive coach with expertise in toxic leadership, human capital strategy, and creating inclusive cultures of belonging to enhance organization performance. Over the years, Kevin has focused on providing research-informed solutions in various settings such as higher education, nonprofit, sales, and corporate environments. Follow KEVRA: The Culture Company on Linkedin to keep up with your favorite behavioral scientist, Dr. Sansberry. At KEVRA: The Culture Company, we partner to effectively evolve your organizational culture by focusing on competency development, best practices, and leading research to deliver systemic and innovative solutions for company success. Have a question for Dr. Sansberry? Visit askdrkev.com to send your leadership and organizational-related questions. Love the show? Subscribe, rate, review & share! https://thetoxicleadershippodcast.com/

This episode is also available as a blog post: https://thecitylife.org/2022/09/06/celebrating-hispanic-latinx-heritage-month-2022-at-nypl-reading-recommendations-programs-and-more/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/citylifeorg/message Support this podcast: https://anchor.fm/citylifeorg/support

Breast cancer is the leading cause of cancer deaths for Hispanic and Latina women in the U.S., a fact that has driven today's guest to become a passionate advocate for health equity in the Latinx community. After her diagnosis in 2018, Idalia Guzman realized that living with MBC was possible and that she could continue to have a productive life while enduring the treatment's side effects. In fact, she is fortunate enough that she was able to continue with her doctorate degree studies and work full time while raising two teenagers. Idalia is part of Komen's newly formed MBC Steering Committee, which seeks to ensure the unique needs of the MBC community are integrated across Komen's programs and initiatives. She also has provided feedback for the development Komen's MBC Impact Series focused on the Hispanic/Latinx community and participated in Komen's Race for the Cure in Puerto Rico. Sharing her experience and knowledge with other patients gives her a sense of purpose, so we are thrilled to have her on the show today to share her experience of living life with MBC in the Latinx community. Idalia, welcome to the show!

According to the U.S. Census Bureau, nearly 1 out of 5 Americans is Hispanic or Latinx – a number that has quadrupled in the last four decades and is expected to continue to grow. As the demographics of the country shift, it is becoming increasingly important for higher ed marketers to understand how to reach this audience. In this episode, Jaime talks with multicultural marketing expert and higher ed marketer Christian Ponce about:How to approach undertaking a multicultural marketing campaignHow to ensure that there is buy-in across campus for your effortsHow to build a cross-functional team to help guide and influence your approachHow to speak to Hispanic/Latinx students and their familiesHow to help ensure students have a positive experience when they get to campus

The creators of a new digital publication, that launched this week at the Canadian Museum of Immigration at Pier 21, explain why they want to create more publishing opportunities for Hispanic-Latinx writers in Atlantic Canada.

In this two-part episode with David Soler, Director of Sales - Urology & Prostate Health Division at Boston Scientific, we get the opportunity to talk about growth opportunities that come from an associate sales representative position. Don't forget "Competition is healthy" as David Soler would say.  In this episode, you'll hear David's perspective on innovation and growth in the medical device field, how programs like MSC help with quick success in a new role, and the importance of having sales reps reflecting the diversity that is evident in healthcare/ patients. David also shows his passion for bringing opportunity to the highly qualified Hispanic/ Latinx candidates that otherwise wouldn't have a shot to land in the industry. 

According to NAMI, there is an undeniable and growing mental health crisis that demands both attention and action. Covid-19 has only made things worse.Nearly 2 in 5 adults struggled with mental health issues in 2020, compared to about 1 in 5 adults before the pandemic. Among adults with mental illness, only 46% received treatment in 2020, a number that is far lower among Black Americans (37%), Hispanic/Latinx (35%) and Asian Americans (21%).The crisis is especially acute among youth and young adults, as trends that had already predated the pandemic have turned even more ominous. In 2020, 75% of people aged 18–24 reported at least one mental health or substance use concern. In 2021, emergency department visits for suspected suicide attempts were 51% higher among adolescent girls than in 2020.Today's guests are working to make things better for their fellow students who have mental illness issues.They are Mindy's cousin's daughter, Claire Orth, who just graduated from the University of North Dakota, and Taylor Keane, her granddaughter, who will graduate from high school in Washington D.C. in two weeks. 1.Please introduce yourself and share how you became interested in mental illness.2. What do you see on your respective campuses so far as fellow students experiencing mental illnesses? Could you give a specific example?3. How have those observations/experiences inspired you to help? (Claire took some training at her school so she could better help fellow students and chose schizophrenia for her senior capstone projects. Taylor also chose mental illness for a school project and for her Youth In Government legislation. She's currently doing an internship at the Treatment Advocacy Center where she is focusing on youth.)4. All of us wrote in our books about missing early signs of our sons' illnesses. Do you think your friends' parents today are doing any better? 5. What would you say to parents whose children are in high school or college and experiencing signs of mental illness? 6. Are your friends aware that young people who smoke marijuana are five times more likely to have psychosis? 7. Have you noticed anything that your schools have done that have helped students? Is mental illness part of the curriculum? School support staff?Links:https://www.mentalhealthfirstaid.org/Want us to cover a topic? comment to share?Facebook page @Schizophrenia3Moms@SZ3MomsTrenches -  twitterRandye Kaye -Broadcaster, Actress, Voice Talent, Speaker, and Author (“Ben Behind his Voices”, “Happier Made Simple”)Miriam Feldman – Artist, Mom, Author “He Came in With It”Mindy Greiling – member of the Minnesota House of Representatives for twenty years. Activist, Legislator, Author (“Fix What You Can“)  

Association of co-prescribing of opioid and benzodiazepine substitutes with incident falls and fractures among older adults: a cohort study [Open Access] BMJ Open  This study extracted data from Medicare records of 47,964 enrollees who were diagnosed with chronic pain and anxiety and prescribed some combination of the studied medications (opioids, benzodiazepines, gabapentinoids (GABA), or antidepressants  (SSRI/SNRI)). The outcome measure was falls or fractures. The authors note that prior research has shown opioids+benzodiazepines to be associated with high rates of falls, fractures, and deaths. These data show that opioids+GABA was associated with a greater risk of falls and fractures than opioids+benzodiazepines. An even greater risk of falls was associated with use of three or more of these medications. The authors conclude that clinicians may be underestimating the sedating effects of gabapentinoids.     Stimulant-related incident surveillance using emergency medical service records in Massachusetts, 2013–2020 Drug and Alcohol Dependence Rates of stimulant use and stimulant use disorder (StUD) have been steadily increasing, as have overdoses with stimulant use involvement. The authors examine emergency responses involving stimulants between 2013 and 2020 in Massachusetts. They categorize calls in 3 classes: class 1 – any stimulant use, class 2 – problematic stimulant use in which stimulant use was associated with acute medical or behavioral issue, and class 3 – acute stimulant-related incidents in which stimulant use was the primary issue for the call. Over the study period, calls in all 3 categories steadily increased, were more likely to be among younger adults, and the callers were more frequently male. While race/ethnicity data were frequently missing, when the data were present, Hispanic/Latinx and Black non-Hispanic patients appeared to be overrepresented among stimulant-related calls.    Trends in Prevalence of Cigarette Smoking Among US Adults With Major Depression or Substance Use Disorders, 2006-2019 JAMA This cross-sectional study assessed trends in past-month prevalence of cigarette smoking among adults with vs. without past-year major depressive episode (MDE), substance use disorders (SUDs), or both. Using data from the 2006-2019 US National Surveys on Drug Use and Health, past-month self-reported cigarette smoking prevalence declined significantly among adults with MDE from 37.3% to 24.2% (average annual percent change: −3.2), adults with SUD from 46.5% to 35.8% (average annual percent change: −1.7), and adults with co-occurring MDE and SUD from 50.7% to 37.0% (annual average annual percent change of −2.1). Prevalence declined significantly for each examined subgroup but not for American Indian or Alaskan Native with either MDE or SUDs.   Emerging Agents of Substance Use/Misuse Emergency Medicine Clinics of North America In the last decade, there has been a rise in the use of novel psychoactive substances (NPS) for recreational purposes. Many of these synthetic psychoactive substances are derived or based on older substances of abuse, but because of their novel structures, they are not easily detectable by routine immunoassay urine drug screens. Clinical effects encountered in patients using these substances depend on the substance's structure but can be unpredictable due to the effects on various receptors at varying doses. It is important for clinicians to be aware that these novel substances exist because the diagnosis is often clinical and not based on UDS. Treatment for these substances is generally supportive and aimed at the presenting signs and symptoms.   Dopamine Supersensitivity: A Novel Hypothesis of Opioid-Induced Neurobiological Mechanisms Underlying Opioid-Stimulant Co-use and Opioid Relapse  [Open Access] Frontiers in Psychiatry Stimulants are uniquely reinforcing to persons with opioid physical dependence, contribute to the acute opioid withdrawal syndrome, and could manifest as craving and/or motivation to use, prompting opioid relapse during acute and protracted withdrawal. Current research demonstrates that changes in the dopamine system occur once physical dependence to opioids develops, the chronicity of opioid exposure is associated with a severity of changes, and dopamine deficits persist long after signs of opioid withdrawal appear to have resolved.  This review discusses how dopamine supersensitivity develops soon after opioid abstinence and results in increased response to dopamine agonists that increases in magnitude as the abstinence period continues and is evident several weeks into protracted withdrawal.     Psychological online interventions for problem gambling and gambling disorder – A meta-analytic approach Journal of Psychiatric Research In the context of the Covid-19 pandemic, this systematic review and meta-analysis investigated the effectiveness of psychological online interventions on problem gambling and gambling disorder (PGGD). Results indicate that psychological online interventions have moderate effects on PGGD in the short term. There was no indication that guided vs. unguided forms of online interventions affect the outcome. However, there is a clear trend toward unguided and even autonomous interventions which have the potential to complement or even substitute a therapist in person. Recent reviews indicate the superiority of online CBT formats compared to interventions with other theoretical backgrounds.   Toward Risk-Benefit Assessments in Psychedelic- and MDMA-Assisted Therapies | Research, Methods, Statistics JAMA Psychiatry There has been considerable attention to the evidence showing the benefits of psychedelic- and MDMA-assisted therapy. Less is known about the associated risks, primarily psychiatric, such as mood and thought disorders that sometimes outlast the acute effects of the drug and may provoke suicidal behavior. It will be important to identify patients at higher risk, for example patients with a family history of schizophrenia or bipolar disorder; however, such patients have been excluded from most clinical trials. One consideration is the implementation of risk evaluation and management strategies (REMS) but MDMA and psilocybin are already in the public domain so alternate strategies may be needed.    Implementation of a Standardized Clinical Definition of Opioid Withdrawal in the Neonate Challenges and Opportunities JAMA A standard clinical definition for neonatal abstinence syndrome (NAS) has been lacking for more than 45 years. The new definition of opioid withdrawal in the neonate includes 2 specific elements: in utero exposure to opioids with or without exposure to other psychotropic substances and the presence of 2 of 5 of the most common clinical signs of opioid withdrawal. A consistent clinical definition is essential in informing treatment protocols, administrative coding, surveillance, research criteria, and the spectrum of care for the mother-infant dyad. This could provide a significant shift in the way mothers and neonates with prenatal opioid exposure are identified, and represents a promising path forward for pregnant people and neonates with prenatal opioid exposure to improve their health and well-being

Join host Sally Gore in her discussion with Aidy Weeks, Ruby Nugent, Stephanie Roth, and Rebecca Orozco, where they discuss their Hispanic/Latinx Inclusive Terminologies project. The transcript for the episode is available here. Resources mentioned: Latinx Caucus with Links to Search Hedges and MeSH Terms Hispanic/Latinx Inclusive Terminologies Projects Technical Report Hispanic/Latinx Inclusive Terminologies Project  

Play during opening: 0:00-0:10 …and more on today's CrossPolitic Daily News Brief. This is Toby Sumpter. Today is Friday, January 14, 2022.  SCOTUS Blocks Biden VAX Mandate & Upholds Healthcare Worker Mandate https://www.cnbc.com/2022/01/13/supreme-court-ruling-biden-covid-vaccine-mandates.html The Supreme Court on Thursday blocked the Biden administration from enforcing its sweeping vaccine-or-test requirements for large private companies, but allowed a vaccine mandate to stand for medical facilities that take Medicare or Medicaid payments. The rulings came three days after the Occupational Safety and Health Administration's emergency measure for businesses started to take effect. The mandate required that workers at businesses with 100 or more employees get vaccinated or submit a negative Covid test weekly to enter the workplace. It also required unvaccinated workers to wear masks indoors at work. “Although Congress has indisputably given OSHA the power to regulate occupational dangers, it has not given that agency the power to regulate public health more broadly,” the court wrote in an unsigned opinion. “Requiring the vaccination of 84 million Americans, selected simply because they work for employers with more than 100 employees, certainly falls in the latter category,” the court wrote. President Joe Biden, in a statement, said the Supreme Court chose to block requirements that are life-saving for workers. Biden called on states and businesses to step up and voluntarily institute vaccination requirements to protect workers, customers and the broader community. “The Court has ruled that my administration cannot use the authority granted to it by Congress to require this measure, but that does not stop me from using my voice as President to advocate for employers to do the right thing to protect Americans' health and economy,” Biden said. In a separate, simultaneously released ruling on the administration's vaccination rules for health-care workers, a 5-4 majority sided with the Biden administration. “We agree with the Government that the [Health and Human Services] Secretary's rule falls within the authorities that Congress has conferred upon him,” said the majority, writing that the rule “fits neatly within the language of the statute.” “After all, ensuring that providers take steps to avoid transmitting a dangerous virus to their patients is consistent with the fundamental principle of the medical profession: first, do no harm,” the majority opinion read. Justices Clarence Thomas, Samuel Alito, Neil Gorsuch and Amy Coney Barrett, four of the six conservatives on the nine-seat bench, dissented. Kavanaugh and Roberts joined the three liberals to enforce this ruling. “I do not think that the Federal Government is likely to be able to show that Congress has authorized the unprecedented step of compelling over 10,000,000 healthcare workers to be vaccinated on pain of being fired,” Alito wrote in his dissent. FDA Issues Racist Triage Rationing for COVID Treatments https://freebeacon.com/coronavirus/food-and-drug-administration-drives-racial-rationing-of-covid-drugs/ Fron the Washington Free Beacon: In New York, racial minorities are automatically eligible for scarce COVID-19 therapeutics, regardless of age or underlying conditions. In Utah, "Latinx ethnicity" counts for more points than "congestive heart failure" in a patient's "COVID-19 risk score"—the state's framework for allocating monoclonal antibodies. And in Minnesota, health officials have devised their own "ethical framework" that prioritizes black 18-year-olds over white 64-year-olds—even though the latter are at much higher risk of severe disease. These schemes have sparked widespread condemnation of the state governments implementing them. But the idea to use race to determine drug eligibility wasn't hatched in local health departments; it came directly from the federal Food and Drug Administration. When the FDA issued its emergency use authorizations for monoclonal antibodies and oral antivirals, it authorized them only for "high risk" patients—and issued guidance on what factors put patients at risk. One of those factors was race. The FDA "fact sheet" for Sotrovimab, the only monoclonal antibody effective against the Omicron variant, states that "race or ethnicity" can "place individual patients at high risk for progression to severe COVID-19." The fact sheet for Paxlovid, Pfizer's new antiviral pill, uses the Centers for Disease Control and Prevention's definition of "high risk," which states that "systemic health and social inequities" have put minorities "at increased risk of getting sick and dying from COVID-19." The guidance sheets are nonbinding and do not require clinicians to racially allocate the drugs. But states have nonetheless relied on them to justify race-based triage. "The FDA has acknowledged that in addition to certain underlying health conditions, race and ethnicity ‘may also place individual patients at high risk for progression to severe COVID-19,'" Minnesota's plan reads. "FDA's acknowledgment means that race and ethnicity alone, apart from other underlying health conditions, may be considered in determining eligibility for [monoclonal antibodies]." Utah's plan contains similar language. In a section on the "Ethical Justification for Using Race/Ethnicity in Patient Selection," it notes that the FDA  "specifically states that race and ethnicity may be considered when identifying patients most likely to benefit from this lifesaving treatment." The FDA declined to comment on either state's plan, saying only that "there are no limitations on the authorizations that would restrict their use in individuals based on race." The triage plans are part of a broader push to rectify racial health disparities through race-conscious means. In March of last year, for example, two doctors at Brigham and Women's Hospital in Boston outlined an "antiracist agenda for medicine" that involved "offering preferential care based on race." And last year, Vermont and New Hampshire both gave racial minorities priority access to the COVID-19 vaccine, resulting in at least one formal civil rights complaint against New Hampshire. The trend has alarmed Roger Severino, the former civil rights director at the Department of Health and Human Services, who called racial preferences in medicine a "corrosive and grossly unfair" practice. "Our civil rights laws are not suspended during a public health emergency," Severino said. "We should never deny someone life-saving health care because of the color of their skin." The triage plans show how federal guidelines can encourage this sort of race discrimination. They also suggest that the FDA is making political judgments, not just scientific ones. "They're injecting politics into science," said a former senior HHS official. "That's something the Trump administration was pilloried for allegedly doing." One clear sign of that politicization, several legal and medical experts said, is the guidance's double standard between race and sex. Men in the United States have proven to be about 60 percent more likely than women to die of the disease, according to research from the Brookings Institution, and within some age brackets the mortality gap is even larger. But the FDA doesn't list sex as a risk factor anywhere in its guidance. And while the Utah scheme does take it into account, the New York and Minnesota schemes do not. Nor do they or the FDA give any weight to geography and socioeconomic status, both of which are associated with COVID-19 mortality. Instead, the triage plans give more weight to race than to many comorbidities. In Minnesota's scoring system, "BIPOC status" is worth two points, the same as diabetes and cardiovascular disease, whereas "hypertension in a patient 55 years and older" is worth just one. In Utah's scoring system, "Non-white race or Hispanic/Latinx ethnicity" is worth two points—the same amount as diabetes, obesity, and "severely immunocompromised"—while hypertension, congestive heart failure, chronic pulmonary disease, and "shortness of breath" count for one each. Men do receive one extra point under the Utah scheme, on the grounds that "male gender is associated with increased risk of severe COVID-19." Nonbinary patients, the document says, "may choose to answer" questions about their gender identity "with that background information." Speaking of Woke medicine… Microsoft WORD Will Now Offer Woke Corrections https://notthebee.com/article/microsoft-word-introduces-new-woke-feature-to-monitor-your-language?fbclid=IwAR0sxOqYrccyxxhgAfuKMSuVVCtBFRRQaHfC8qs1PZ3HmOtL4S6PU6Z8DAE From Not the Bee: Microsoft has just introduced a woke, politically correct feature that I don't think anyone ever asked for… Traditionally, Microsoft Word has been used by its 250 million users for things such as spelling, punctuation, and grammar checks. But that wasn't enough for the tech giant. They (probably) thought, "spelling and grammar checks are great and all but what we really want to do is influence and control the masses." Control is the biggest rave these days. Word will now highlight no-no words with a purple line beneath any problematic words or phrases that focus on gender, age, sexual orientation, ethnicity or even "socioeconomic status." Red lines are for spelling errors. Green lines for grammar mistakes. And now, purple lines are politically correct language police alerts. If you type a bigoted word like, let's say... "postman," Word will offer less offensive, gender-neutral alternatives like "mail carrier" or "postal worker." The software also suggests altering astronaut Neil Armstrong's famous quote from "one giant leap for mankind," to "humankind" or "humanity" instead. Who knew Neil Armstrong was such a sexist bigot... Microsoft Word knew. In the lyrics to Barry Manilow's party favourite Copacabana, Microsoft suggests Lola be referred to as a "dancer," "performer" or "performing artist" rather than a "showgirl." Word is not just policing your language (and by default, your thoughts) but it seems as though Microsoft wants us to re-write and re-imagine history by suggesting we change famous quotes. It also proposes changing "maid" to "house cleaner." Other changes include "headmaster" (Word suggests "principal"), "mistress" ("lover"), "master" ("expert"), "manpower" ("workforce") and "heroine" ("hero"). This isn't the first time Microsoft is cracking down on language, and it probably won't be the last! Just last year, Microsoft 365 tried to filter swearing and "bad behavior." Microsoft was also ridiculed in November over a video presentation showing senior execs introducing themselves by citing their race and gender pronouns. Marketing manager Nic Fillingham was filmed saying: "I'm a Caucasian man with glasses and a beard. I go by he/him." The Reformed Sage DNB: Founded in 2018, The Reformed Sage exists to edify Christians with products and services that build the kingdom of God and proclaim the gospel to all. We have created products that are unique, useful, beautiful, and humorous. We have wood art, engraved wall art, apparel, drinkware, decals, stamps, and much more. We also regularly make custom merchandise at wholesale prices for churches, ministries and businesses that want to add or expand their product offerings in turn increasing revenue. Please use promo code FLF22 for 10% off your first order. AND HAPPENING NOW: All apparel is marked down until Super Bowl Sunday! (No promo code necessary) Shirts: $20 Hoodies: $30 and more! They are changing apparel vendors and removing some designs. We do not know at this time what color/sizing options we will have available come March 1. So, if there is an apparel combo you want (design/size/color) better grab it before it is gone for good! This sale ends on February 6th. Next up from a listener – and remember you can send stories that you think we should cover on these Daily News Briefs to news@crosspolitic dot com.  A Federal Agency Has Begun Collecting Names & Religious Exemption Records https://www.washingtontimes.com/news/2022/jan/11/biden-administration-planning-lists-employees-seek/ The Washington Times reports: An obscure federal agency has proposed creating a database capturing the names and “personal religious information” of government employees who submit “religious accommodation requests” to be exempted from the Biden administration's COVID-19 vaccine mandate. At least seven other federal agencies, including five Cabinet departments, are apparently setting up similar “personal religious information” databases, according to an analyst at the Heritage Foundation, a conservative think tank in the District. The federal Court Services and Offender Supervision Agency for the District of Columbia, or CSOSA, published a “notice of a new system of records” in the Federal Register on Tuesday. The agency, which supervises defendants awaiting trial as well as parolees, aims to “reduce recidivism” and “integrate offenders into the community by connecting them with resources and interventions.” The federal departments of Treasury, the Interior, Housing and Urban Development, Health and Human Services, and Transportation, as well as the General Services Administration and the Securities and Exchange Commission, have each published proposed rule-makings to implement “systems of records” tracking their workers' religious accommodation requests. While there is “some data collection that is likely and legally permissible under Title VII, when an individual at a covered agency requests a religious accommodation,” Sarah Parshall Perry, a legal fellow at the Heritage Foundation's Institute for Constitutional Government, said, “we have not seen it on a broad scale like this ever.” President Biden's COVID-19 vaccine mandate for federal workers took effect Nov. 22 under an executive order he issued Sept. 9. The executive order said its terms were “subject to such exceptions as required by law.” “We're not clear on what personal religious information is going to be gathered” under the CSOSA proposal, Ms. Perry said, adding that numerous sticky questions will come up. “How does one as a federal agency determine the sincerity or lack thereof of an individual's religious beliefs?” she asked rhetorically. “Normally, information like that goes directly to the [Equal Employment Opportunity Commission] and is maintained for internal purposes, just in the case that there is a future dispute about whether or not religious discrimination exists. However, we're not told why or how this information is being used. And that smacks of religious discrimination on a grand scale.” Psalm of the Day: 23 0:20-0:54, 3:33-4:11 The King of Love my shepherd is…  Good Shepherd, may I sing thy praise, within thy house forever.  Amen. Remember you can always find the links to our news stories and these psalms at crosspolitic dot com – just click on the daily news brief and follow the links. Or find them on our App: just search “Fight Laugh Feast” in your favorite app store and never miss a show.  This is Toby Sumpter with Crosspolitic News. A reminder: Support Rowdy Christian media, and share this show or become a Fight Laugh Feast Club Member. What allows us to continuing growing to take on the Big Media Lie Fest is your monthly membership support. If you've already joined, a huge thanks to you, and if you haven't, please consider joining today and have a great weekend.

Play during opening: 0:00-0:10 …and more on today's CrossPolitic Daily News Brief. This is Toby Sumpter. Today is Friday, January 14, 2022. SCOTUS Blocks Biden VAX Mandate & Upholds Healthcare Worker Mandate https://www.cnbc.com/2022/01/13/supreme-court-ruling-biden-covid-vaccine-mandates.html The Supreme Court on Thursday blocked the Biden administration from enforcing its sweeping vaccine-or-test requirements for large private companies, but allowed a vaccine mandate to stand for medical facilities that take Medicare or Medicaid payments. The rulings came three days after the Occupational Safety and Health Administration's emergency measure for businesses started to take effect. The mandate required that workers at businesses with 100 or more employees get vaccinated or submit a negative Covid test weekly to enter the workplace. It also required unvaccinated workers to wear masks indoors at work. “Although Congress has indisputably given OSHA the power to regulate occupational dangers, it has not given that agency the power to regulate public health more broadly,” the court wrote in an unsigned opinion. “Requiring the vaccination of 84 million Americans, selected simply because they work for employers with more than 100 employees, certainly falls in the latter category,” the court wrote. President Joe Biden, in a statement, said the Supreme Court chose to block requirements that are life-saving for workers. Biden called on states and businesses to step up and voluntarily institute vaccination requirements to protect workers, customers and the broader community. “The Court has ruled that my administration cannot use the authority granted to it by Congress to require this measure, but that does not stop me from using my voice as President to advocate for employers to do the right thing to protect Americans' health and economy,” Biden said. In a separate, simultaneously released ruling on the administration's vaccination rules for health-care workers, a 5-4 majority sided with the Biden administration. “We agree with the Government that the [Health and Human Services] Secretary's rule falls within the authorities that Congress has conferred upon him,” said the majority, writing that the rule “fits neatly within the language of the statute.” “After all, ensuring that providers take steps to avoid transmitting a dangerous virus to their patients is consistent with the fundamental principle of the medical profession: first, do no harm,” the majority opinion read. Justices Clarence Thomas, Samuel Alito, Neil Gorsuch and Amy Coney Barrett, four of the six conservatives on the nine-seat bench, dissented. Kavanaugh and Roberts joined the three liberals to enforce this ruling. “I do not think that the Federal Government is likely to be able to show that Congress has authorized the unprecedented step of compelling over 10,000,000 healthcare workers to be vaccinated on pain of being fired,” Alito wrote in his dissent. FDA Issues Racist Triage Rationing for COVID Treatments https://freebeacon.com/coronavirus/food-and-drug-administration-drives-racial-rationing-of-covid-drugs/ Fron the Washington Free Beacon: In New York, racial minorities are automatically eligible for scarce COVID-19 therapeutics, regardless of age or underlying conditions. In Utah, "Latinx ethnicity" counts for more points than "congestive heart failure" in a patient's "COVID-19 risk score"—the state's framework for allocating monoclonal antibodies. And in Minnesota, health officials have devised their own "ethical framework" that prioritizes black 18-year-olds over white 64-year-olds—even though the latter are at much higher risk of severe disease. These schemes have sparked widespread condemnation of the state governments implementing them. But the idea to use race to determine drug eligibility wasn't hatched in local health departments; it came directly from the federal Food and Drug Administration. When the FDA issued its emergency use authorizations for monoclonal antibodies and oral antivirals, it authorized them only for "high risk" patients—and issued guidance on what factors put patients at risk. One of those factors was race. The FDA "fact sheet" for Sotrovimab, the only monoclonal antibody effective against the Omicron variant, states that "race or ethnicity" can "place individual patients at high risk for progression to severe COVID-19." The fact sheet for Paxlovid, Pfizer's new antiviral pill, uses the Centers for Disease Control and Prevention's definition of "high risk," which states that "systemic health and social inequities" have put minorities "at increased risk of getting sick and dying from COVID-19." The guidance sheets are nonbinding and do not require clinicians to racially allocate the drugs. But states have nonetheless relied on them to justify race-based triage. "The FDA has acknowledged that in addition to certain underlying health conditions, race and ethnicity ‘may also place individual patients at high risk for progression to severe COVID-19,'" Minnesota's plan reads. "FDA's acknowledgment means that race and ethnicity alone, apart from other underlying health conditions, may be considered in determining eligibility for [monoclonal antibodies]." Utah's plan contains similar language. In a section on the "Ethical Justification for Using Race/Ethnicity in Patient Selection," it notes that the FDA "specifically states that race and ethnicity may be considered when identifying patients most likely to benefit from this lifesaving treatment." The FDA declined to comment on either state's plan, saying only that "there are no limitations on the authorizations that would restrict their use in individuals based on race." The triage plans are part of a broader push to rectify racial health disparities through race-conscious means. In March of last year, for example, two doctors at Brigham and Women's Hospital in Boston outlined an "antiracist agenda for medicine" that involved "offering preferential care based on race." And last year, Vermont and New Hampshire both gave racial minorities priority access to the COVID-19 vaccine, resulting in at least one formal civil rights complaint against New Hampshire. The trend has alarmed Roger Severino, the former civil rights director at the Department of Health and Human Services, who called racial preferences in medicine a "corrosive and grossly unfair" practice. "Our civil rights laws are not suspended during a public health emergency," Severino said. "We should never deny someone life-saving health care because of the color of their skin." The triage plans show how federal guidelines can encourage this sort of race discrimination. They also suggest that the FDA is making political judgments, not just scientific ones. "They're injecting politics into science," said a former senior HHS official. "That's something the Trump administration was pilloried for allegedly doing." One clear sign of that politicization, several legal and medical experts said, is the guidance's double standard between race and sex. Men in the United States have proven to be about 60 percent more likely than women to die of the disease, according to research from the Brookings Institution, and within some age brackets the mortality gap is even larger. But the FDA doesn't list sex as a risk factor anywhere in its guidance. And while the Utah scheme does take it into account, the New York and Minnesota schemes do not. Nor do they or the FDA give any weight to geography and socioeconomic status, both of which are associated with COVID-19 mortality. Instead, the triage plans give more weight to race than to many comorbidities. In Minnesota's scoring system, "BIPOC status" is worth two points, the same as diabetes and cardiovascular disease, whereas "hypertension in a patient 55 years and older" is worth just one. In Utah's scoring system, "Non-white race or Hispanic/Latinx ethnicity" is worth two points—the same amount as diabetes, obesity, and "severely immunocompromised"—while hypertension, congestive heart failure, chronic pulmonary disease, and "shortness of breath" count for one each. Men do receive one extra point under the Utah scheme, on the grounds that "male gender is associated with increased risk of severe COVID-19." Nonbinary patients, the document says, "may choose to answer" questions about their gender identity "with that background information." Speaking of Woke medicine… Microsoft WORD Will Now Offer Woke Corrections https://notthebee.com/article/microsoft-word-introduces-new-woke-feature-to-monitor-your-language?fbclid=IwAR0sxOqYrccyxxhgAfuKMSuVVCtBFRRQaHfC8qs1PZ3HmOtL4S6PU6Z8DAE From Not the Bee: Microsoft has just introduced a woke, politically correct feature that I don't think anyone ever asked for… Traditionally, Microsoft Word has been used by its 250 million users for things such as spelling, punctuation, and grammar checks. But that wasn't enough for the tech giant. They (probably) thought, "spelling and grammar checks are great and all but what we really want to do is influence and control the masses." Control is the biggest rave these days. Word will now highlight no-no words with a purple line beneath any problematic words or phrases that focus on gender, age, sexual orientation, ethnicity or even "socioeconomic status." Red lines are for spelling errors. Green lines for grammar mistakes. And now, purple lines are politically correct language police alerts. If you type a bigoted word like, let's say... "postman," Word will offer less offensive, gender-neutral alternatives like "mail carrier" or "postal worker." The software also suggests altering astronaut Neil Armstrong's famous quote from "one giant leap for mankind," to "humankind" or "humanity" instead. Who knew Neil Armstrong was such a sexist bigot... Microsoft Word knew. In the lyrics to Barry Manilow's party favourite Copacabana, Microsoft suggests Lola be referred to as a "dancer," "performer" or "performing artist" rather than a "showgirl." Word is not just policing your language (and by default, your thoughts) but it seems as though Microsoft wants us to re-write and re-imagine history by suggesting we change famous quotes. It also proposes changing "maid" to "house cleaner." Other changes include "headmaster" (Word suggests "principal"), "mistress" ("lover"), "master" ("expert"), "manpower" ("workforce") and "heroine" ("hero"). This isn't the first time Microsoft is cracking down on language, and it probably won't be the last! Just last year, Microsoft 365 tried to filter swearing and "bad behavior." Microsoft was also ridiculed in November over a video presentation showing senior execs introducing themselves by citing their race and gender pronouns. Marketing manager Nic Fillingham was filmed saying: "I'm a Caucasian man with glasses and a beard. I go by he/him." The Reformed Sage DNB: Founded in 2018, The Reformed Sage exists to edify Christians with products and services that build the kingdom of God and proclaim the gospel to all. We have created products that are unique, useful, beautiful, and humorous. We have wood art, engraved wall art, apparel, drinkware, decals, stamps, and much more. We also regularly make custom merchandise at wholesale prices for churches, ministries and businesses that want to add or expand their product offerings in turn increasing revenue. Please use promo code FLF22 for 10% off your first order. AND HAPPENING NOW: All apparel is marked down until Super Bowl Sunday! (No promo code necessary) Shirts: $20 Hoodies: $30 and more! They are changing apparel vendors and removing some designs. We do not know at this time what color/sizing options we will have available come March 1. So, if there is an apparel combo you want (design/size/color) better grab it before it is gone for good! This sale ends on February 6th. Next up from a listener – and remember you can send stories that you think we should cover on these Daily News Briefs to news@crosspolitic dot com. A Federal Agency Has Begun Collecting Names & Religious Exemption Records https://www.washingtontimes.com/news/2022/jan/11/biden-administration-planning-lists-employees-seek/ The Washington Times reports: An obscure federal agency has proposed creating a database capturing the names and “personal religious information” of government employees who submit “religious accommodation requests” to be exempted from the Biden administration's COVID-19 vaccine mandate. At least seven other federal agencies, including five Cabinet departments, are apparently setting up similar “personal religious information” databases, according to an analyst at the Heritage Foundation, a conservative think tank in the District. The federal Court Services and Offender Supervision Agency for the District of Columbia, or CSOSA, published a “notice of a new system of records” in the Federal Register on Tuesday. The agency, which supervises defendants awaiting trial as well as parolees, aims to “reduce recidivism” and “integrate offenders into the community by connecting them with resources and interventions.” The federal departments of Treasury, the Interior, Housing and Urban Development, Health and Human Services, and Transportation, as well as the General Services Administration and the Securities and Exchange Commission, have each published proposed rule-makings to implement “systems of records” tracking their workers' religious accommodation requests. While there is “some data collection that is likely and legally permissible under Title VII, when an individual at a covered agency requests a religious accommodation,” Sarah Parshall Perry, a legal fellow at the Heritage Foundation's Institute for Constitutional Government, said, “we have not seen it on a broad scale like this ever.” President Biden's COVID-19 vaccine mandate for federal workers took effect Nov. 22 under an executive order he issued Sept. 9. The executive order said its terms were “subject to such exceptions as required by law.” “We're not clear on what personal religious information is going to be gathered” under the CSOSA proposal, Ms. Perry said, adding that numerous sticky questions will come up. “How does one as a federal agency determine the sincerity or lack thereof of an individual's religious beliefs?” she asked rhetorically. “Normally, information like that goes directly to the [Equal Employment Opportunity Commission] and is maintained for internal purposes, just in the case that there is a future dispute about whether or not religious discrimination exists. However, we're not told why or how this information is being used. And that smacks of religious discrimination on a grand scale.” Psalm of the Day: 23 0:20-0:54, 3:33-4:11 The King of Love my shepherd is… Good Shepherd, may I sing thy praise, within thy house forever. Amen. Remember you can always find the links to our news stories and these psalms at crosspolitic dot com – just click on the daily news brief and follow the links. Or find them on our App: just search “Fight Laugh Feast” in your favorite app store and never miss a show. This is Toby Sumpter with Crosspolitic News. A reminder: Support Rowdy Christian media, and share this show or become a Fight Laugh Feast Club Member. What allows us to continuing growing to take on the Big Media Lie Fest is your monthly membership support. If you've already joined, a huge thanks to you, and if you haven't, please consider joining today and have a great weekend.

This episode features a powerful discussion with Dr. Natalia Baires, Ph.D., BCBA-D on topics like racism and sexism in the field of behaviour analysis.   Continuing Education Units - This episode counts as 2.5 BACB Learning CEUs: https://cbiconsultants.com/shop   Show Notes: The Behaviour Speak Podcast - Episode 9: https://www.behaviourspeak.com/e/episode-9-behaviour-analysis-in-senegal-with-adair-cardon-ms-bcba       The Behaviour Speak Podcast - Episode 21: https://www.behaviourspeak.com/e/episode-21-the-effects-of-empathy-training-on-racial-bias-and-other-research-from-dr-victoria-suarez-phd-bcba-d     The Behaviour Speak Podcast - Episode 22: https://www.behaviourspeak.com/e/episode-22-cultural-competence-with-jessica-bethel-med-bcba   So You Want To Talk About Race - Ijeome Oluo: https://www.amazon.ca/You-Want-Talk-About-Race/dp/1580056776      References: Baires, N. A. (2020). The cultural adaptation of traditional behavior analytic interventions for Hispanic/Latinx children with autism and the caregivers and siblings who care for them. Baires, N. A., Catrone, R., Mayer, B. K. (2021, May 12). On the importance of listening and intercultural communication for actions against racism. PsyArXiv. https://doi.org/10.31234/osf.io/7qa4z  Glenn, S. S. (2004). Individual behavior, culture, and social change. The Behavior Analyst, 27(2), 133-151. https://doi.org/10.1007/BF03393175  Holland, J. G. (1978). Behaviorism: Part of the problem or part of the solution. Journal of Applied Behavior Analysis, 11(1), 163-174. https://doi.org/10.1901/jaba.1978.11-163  LeBlanc, L. A. (2015). My mentors and their Influences on my career. The Behavior Analyst, 38, 237-245. https://doi.org/10.1007/s40614-015-0035-4  Masuda, A. (Ed.). (2014). Mindfulness and acceptance in multicultural competency: A contextual approach to sociocultural diversity in theory and practice. New Harbinger Publications, Inc. McSweeney, F. K., Donahoe, P., & Swindell, S. (2000). Women in applied behavior analysis. The Behavior Analyst, 23(2), 267-277. https://doi.org/10.1007/BF03392015 

Welcome to The Nonlinear Library, where we use Text-to-Speech software to convert the best writing from the Rationalist and EA communities into audio. This is: CEA update: Q1 2021, published by MaxDalton on the Effective Altruism Forum. This is a linkpost for This update covers CEA's work in the first quarter of 2021. Background Our mission is to build a community of students and professionals acting on EA principles, by creating and sustaining high-quality discussion spaces. In 2019, we focused on stabilizing the organization and improving execution. In 2020, we clarified and narrowed our scope (by setting strategy and spinning off Funds and GWWC). In 2021, we are focused on working towards our annual goals, as well as growing our team. Program progress These are brief summaries; you can find more details for each program further down in this post. Groups Support We had around 100 calls and 120 in-depth email / Slack exchanges with group leaders. We received positive feedback on the calls (average likelihood to recommend >9/10). We increased 1:1 support for highly-ranked university groups, and helped to seed a group at Georgetown University. Fellowships We worked with Emma Abele (a contractor and CBG recipient) and EA groups at Oxford and Stanford to set up virtual fellowships. We also hired a contractor to provide 1:1 support for groups running fellowships. The number of people attending a fellowship grew 3x quarter-on-quarter (according to our records - there may have been some underreporting last quarter. We expect there was substantial growth in any case.) We're working with Max Daniel to develop a new curriculum for the In-Depth Fellowship. Enhanced support We're trying out enhanced support for law students, Black and Hispanic/Latinx community members, and group organizers in areas where the movement is just beginning to grow. Community building grants: We made several renewal grants and several new grants. We are looking to expand our capacity in this area. Forum The number of hours people spent engaging with the Forum grew by 19% quarter-on-quarter, and we're on track to exceed our target of doubling engagement time from 2020 to 2021. We published all content from the Introductory Fellowship[1] as a series of sequences on the Forum, which will make the Forum a better place to learn about EA. We're hiring for a full-stack engineer to help us to develop features more quickly. We cross-posted a lot of old content (so that more high-quality content is searchable via the Forum), and began to build a wiki, in collaboration with Pablo Stafforini. Events (EA Global: Reconnect) EA Global: Reconnect was focused on building connections between existing highly-engaged community members. 850 people attended, and they booked about 7 meetings on average. We recorded more meetings than we did in all of 2020, though that's partly due to a different system of measurement. Community health The team made good progress on a variety of small proactive projects, and continued to do reactive work on areas like media, interpersonal situations in the community, and reducing risk in spaces and locations where EA is newly developing. Expanding capacity My (Max's) main focus in 2021 is on hiring. Reasons for this: Stable base: We now have funding, strategy, and management capacity to build on. Important areas: We think that EA survey data + program data suggests that we are operating in some extremely important areas (e.g. university groups, events). Room for growth: We're still taking only a small fraction of the opportunities available in those areas. In Q1 we opened two rounds, for a finance lead and a full-stack engineer. We also began to redraft our careers page and made some improvements to our hiring process. We're on track to open more rounds in Q2. Other progress We have secured enough funding to cover our next two years of operation and expansion. We have moved into our new Oxford office, improved our cybersecurity, and streamlined a ...

Antonio Flores, president and chief executive officer of the Hispanic Association of Colleges and Universities (HACU), leads a conversation on the role of Hispanic-Serving Institutions in higher education. FASKIANOS: Welcome to CFR's Higher Education Webinar. I'm Irina Faskianos, vice president of the National Program and Outreach here at CFR. Today's discussion is on the record, and the video and transcript will be available on our website, CFR.org/academic. As always, CFR takes no institutional positions on matters of policy. We are delighted and honored to have Dr. Antonio Flores with us today to discuss the role of Hispanic Serving Institutions. Dr. Flores is president and chief executive officer of the Hispanic Association of Colleges and Universities. Established in 1986, HACU represents more than five hundred colleges and universities committed to Hispanic higher education success in the United States, Puerto Rico, Latin America, and Europe. During his tenure as president of HACU, the association has nearly tripled its membership and budget, expanded its programs, and improved legislation for Hispanic Serving Institutions, and increased federal and private funding for HSIs. He previously served as director of programs and services for the Michigan Higher Education Assistance Authority, and the Michigan Higher Education Student Loan Authority. And, needless to say, he's taught at public and private institutions, conducted research and policy studies on higher education issues. And so it really is wonderful to have him with us today to talk about HACU, how HACU is committed to the role of Hispanic Serving Institutions, and to serving underrepresented populations. Obviously, we are very much looking to develop talent for the next generation of foreign policy leaders, and really look forward to this conversation. So, Antonio, thank you for being with us. It would be great if you could talk about the Hispanic Serving Institutions, their role in higher education, and your strategic vision for HACU broadly. FLORES: Thank you, Irina, for those very flattering remarks and introduction. And of course, we're delighted to be part of the series here today and talk a little bit about what HSIs are doing and how they can do more of the great work they've been doing for the nation, and HACU's role as well in promoting them. And suffice to say that Hispanic Serving Institutions have become the backbone of not only Hispanic higher education, but also the American labor force. Because there are more—there are more than 560 now HSIs across the nation, enroll the vast majority, more than 5.2 million of them, of underserved students who historically have not been adequately served in higher education, including Latinos. And it just happens that this population, the Hispanic population, is contributing more than half of all the new workers joining the American labor force today. And that proportion is likely to continue to increase in the years ahead. In addition, of course, they serve scores of African Americans, of Asian Americans, Native Americans, and all Americans. So they are really a microcosm of American diversity. And for that very reason, going forward as these populations continue to increase demographically, their representation in the labor force will only continue to develop. The latest Census Bureau report for 2010 to 2020 indicates that more than 51 percent of all the population growth in the nation is attributed to Hispanics. So there we have it. It's just the reality of the facts. And therefore, HSIs are now the backbone of America's labor force, because ultimately the demands of the global economy are such that we need to step up to the plate and really educate at a much higher level, and train at a much higher level those underserved populations, particular Hispanics, so that we can remain competitive in that global economy. And that includes the preparation of top-notch leaders for foreign service careers. And so if we were to summarize how we view HSIs with respect to America's challenges today, and opportunities in the future, I would say that there are three dimensions that define HSIs vis a vis the United States of America and its future in the world. Number one is diversity. And I already alluded to some of that. But diversity is not just with respect to the fact that they have the most diverse student population on their campuses. But it's also the diversity across types of institutions because we have community colleges, we have regional universities, and we have research-intensive, or R1 institutions. So we have within campuses tremendous diversity, and we have across campuses nationwide institutionally diversity as well. And so that's the name of the game. And that's the name of the game for America, is diversity. And it's the name of the game for the world. It's a very diverse world out there. And so the more attuned those top-notch leaders that were looking to educate in our institutions are with respect to their diversity, the more not only knowledgeable and experienced and sensitive to that diverse reality of the world and of America, the much better leaders they are going to be. And so diversity, again, is that one unavoidable element of our world and of our country. The second, I think, very important element or dimension of HSIs is the dynamism. They are very dynamic institutions that are really doing a magnificent job with fewer resources than the rest of the field. They don't have the big pockets or big endowments. They don't have the applications they need from the federal government they should get. And yet, they excel at educating those who come to their campuses. Just to give you an idea, Opportunity Insights is a name of an organization that does socioeconomic analysis of graduates from students from colleges across the country. And particularly they focus on how institutions educate and position in careers those who come from the lowest quintile of entering freshmen to college. And they believe that those who graduate, they graduate and see what proportion of those who came in the lowest quintile move to the top quintile in terms of earnings. And in the last report I saw, nine of the ten top institutions in that regard were Hispanic Serving Institutions. Nine of the top ten. It's not the Ivy League institutions, for sure. It is those institutions that I mentioned that are part of our group of HSIs. And in fact, the number one is Cal State LA in that report that I saw. And so, again, because they are very dynamic, creative, innovative, and resourceful with respect to using what little they have to optimize the educational outcomes of those who come to their campuses. And not just educational outcomes, but career outcomes. Once they are in the workforce, their earnings are higher than those of others from the same lowest quintile when they enter college. So dynamism is the second major component. And I would say deliverance. Deliverance for underserved populations is another important quality that HSIs represent, because they are ultimately serving—for the most part, the majority of their students are first-generation college students, many of them from immigrant families who are unfamiliar with the educational system and with the intricacies of going through a college education, because they themselves never had that opportunity to pass down. So they are at a very distinct socioeconomic disadvantage coming from those types of families who are also low income, because to be an HSI not only does an institution have to have more than 25 percent of its enrollment being Hispanic, but also they have to show that the majority of their students are Pell Grant eligible—in other words, needy, low-income students. And the other criterion is that they have to spend on average per student less than the average of their peer institutions. So they are efficient, very cost-effective, and they serve the neediest of our society. So there you have it. Diversity, dynamism, and deliverance for the most needed in our society. That's what HSIs are all about. And so they really are in need of much greater support from the federal government, the state governments, and from the corporate community and the philanthropic community. And our association advocates for that to be the case, with some success but not enough. We have been able to increase the appropriations for them from Congress over the years, but they are way behind other cohorts of minority-serving institutions that get much more money per student than HSIs do, despite the fact that they—for instance, they not only educate 67 percent of all the 3.8 million Hispanics in college today; they also educate three times as many African Americans as all the HBCUs combined. Let me repeat that: More than three times as many African Americans go to HSIs as they go to HBCUs, OK? And more than 42 percent of all the Asian Americans in college today attend HSIs. They also educate more than twice as many Native Americans as all the tribal colleges and universities put together. And then we have other groups of different national origins who come to our campuses. So they are extremely diverse. And so that's, in a nutshell, what HSIs are all about. And they've been growing, about thirty new HSIs per year, because demographically it's how the country's moving. There are more Hispanic young people emerging from high school and going to college than from any other group. And conversely, the non-Hispanic White student enrollment has been declining continually year after year for the last ten years. Look at the numbers. And that's not going to stop. In major states, like California and Texas, for example, the two largest in the nation, more than 50 percent—about 52-55 percent of the K-12 enrollment is Hispanic. If you add the other minority populations, overwhelmingly these states futures are diverse and Hispanic. And so is the country. Other states are moving in the same direction, whether it's Florida, or Illinois, or New York, New Jersey. The main states in the nation are moving in those—in that direction. So that's why it's so essential for Congress, the states, corporate America, and philanthropic America to invest in these institutions much more than they have been doing, because they represent the very future of this nation. To the extent that the new generations of graduates coming out of them are equipped with the right tools to succeed as scientists, as technicians, as professionals in whatever field they choose, our country will thrive. And the opposite will happen if we don't. It's that simple. And so that's what I wanted to just briefly say as an introductory commentary on HSIs. FASKIANOS: Fantastic. Thank you very much for that. We're going to go to the group now for their questions. (Gives queuing instructions.) So I'm going to first go to Manuel Montoya, who has raised his hand. Q: Thank you very much, Irina. And, Dr. Flores, it's a real pleasure to have you on the call. I appreciate all the work that you do for HACU and for Hispanic Serving Institutions. I am with the University of New Mexico. I'm an associate professor in international management at UNM, but I also do a lot of work with my cohorts on supporting HSI—our HSI designation. We are a Hispanic Serving Institution and an R1 institution as well. All of the things you said are really important. And I had a comment and then a question. I think this question of—this idea of diversity being the name of the game is not to be underestimated. I think that the students that go through HSI-designated institutions, I think that they have the potential to reshape and recalibrate what we mean when we say we are ambassadorial in the world. And the United States needs to upgrade and change its relational dynamics, political and economic, to include diverse voices that come from the learned and lived experiences of people who traditionally come from first-generation families, first-generation students. And HSIs are equipped to do that. So my question becomes, you mentioned wanting to track some people into the foreign service exam. But what other types of experiences or opportunities do you think are best practices for students that are coming out of HSIs to participate in the larger international relations frameworks and careers that are setting the global agenda? FLORES: That's a good question, Professor Montoya. And let me share with you briefly something that I mentioned before we started the webinar to friends at CFR. And that is that HACU has a very robust national internship program that places upwards of five hundred undergraduates, and some of our graduate students, with federal agencies, including the State Department. We signed an MOU with the late Secretary Powell, who at that time was very much committed to increasing the number of Latinos in the Foreign Service, and other underrepresented populations. And that remains in place, although not with the numbers that we would like to see. And yet, there are other agencies that also have a foreign or abroad projection, like Department of Agriculture, for example. And others that have offices across the world. And so we are very much into helping them find the right talent they need, and getting them also as interns experience those agencies, and putting them on the right track to become full-fledged employees once they graduate. So that's one of the things that we've been doing. We need to do much more of that. I accept that the number is, as impressive as they may sound, are very minute when it comes to the populations that we're talking about. And our own association has made it a priority to expand its international reach. And we have, depending on the year, anywhere from forty to fifty universities across Latin America, the Caribbean, and Spain that are affiliated with us to do precisely what you suggest, which is student mobility and experience abroad. And so—and in both directions, also that they would come to be in the U.S. And so we have the beginnings, I think, of a major push to make sure that many, many more young people who—they have a kind of an almost organic connection to international affairs, in this case Latinos, because most of them come from families who immigrated or have roots in other countries, and are really very much culturally adept to international roles. So your point is well-taken. And you'll see a lot more activity from our end as an association in that regard. FASKIANOS: Thank you. I'm going to take the next question from Shoshana Chatfield. Q: Yes, hello. I wanted to say thank you for such a wonderful presentation and for really exposing me to some of the issues that I wasn't aware of previously. I am the president of the United States Naval War College. And since I've been here over the past two years, I have been actively trying to expand our recruiting effort to make our vacancies on our faculty available to members of the community. And yet, I'm not seeing any appreciable difference in the applicant pool. And I wondered if you could advise me how I might approach this differently to raise awareness about hiring to these war colleges who have not traditionally had a high representation of faculty who come from the same backgrounds that you described. FLORES: Thank you. Thank you for your very timely question, President Chatfield. Let me say that one of the first things that I would suggest is that you join our association as a college. Why would that be helpful to your effort? Because then you will connect with presidents and CEOs of five hundred-plus community colleges, regional university, and so forth, and school districts that are also affiliated with that, that are defined as Hispanic-serving school districts. So that even in high school you will have a presence through our association's outreach to them, and that you also would network with peers of diverse institutions across the country who may have robust pipelines of Ph.D. graduates and others who could fit your own aspirations, in terms of getting some of those faculty on your campus, some of those administrators, and some of those as students. Because, at the end of the day, probably—you probably want to have a much more diverse student body. And that can come from precisely that opportunity to not only interact but formally establish relationships with some of those colleges to transfer, for instance, from community colleges or from high schools that we interact with on a regular basis. So that would be one suggestion. We also have in our association a very, very nimble system called ProTalento. It's online. That is P-R-O-T-A-L-E-N-T-O, ProTalento. And that that—you can go to our website, find it. And we have on that website a very robust database of individuals who are looking for opportunities at different colleges. That are already teaching, or doing research, or both, and are looking for other opportunities. And also, we have institutions that are looking for them. And the system basically matches them. So you can go there and find a goldmine, so to speak, of talent. FASKIANOS: Thank you very much. Great question. And we have a written question, a couple written questions in the chat. This one comes from Andrea Purdy, who is an associate professor of Spanish at Colorado State University. We are anticipating reaching HSI status. And in talking to my students, a comment they have made to me is that they don't always feel welcomed all over the university. There are niches, but overall the sense of belonging is not felt. They also commented that while they are beginning to see themselves in classrooms, they don't see themselves in the faculty. What suggestions do you have for universities to make sure that the inclusivity is felt at all levels? FLORES: Well, it's similar to the previous question in some—in some regards, because ultimately the first thing you want to do as a college or university, it has to be job number one, is to create a climate—a campus climate of support and welcoming feelings for the students, that they feel not only appreciated but they feel really supported and welcome to the institution. And so the point made is how can we recruit or how can we diversify faculty and staff? Well, again, you go—you know, when you want to catch fish, you go fishing where the fish are. And the fish are in some of the HSIs, those that are already more developed institutions. And many of them are regional universities or R1s or R2s. And those could be a source of talent for institutions like Colorado State, that is lacking some of their representation. And of course, I want to insist that please visit ProTalento. And you may be surprised how much success you could have in getting people from that database to consider your institution. But of course, faculty and staff who look like the students are essential to create that culture, that campus climate of appreciation and welcoming, I would say. FASKIANOS: Thank you. Let's go next to Rosa Cervantes, who has a raised hand. And please unmute yourself and tell us your affiliation. Q: Good afternoon. Thank you for taking my questions. My name is Rosa Isela Cervantes. I'm the director of El Centro de la Raza at the University of New Mexico, and also special assistant to the president on Latino Affairs. And I really interested in what you said, Mr. Flores, about the diversity of students at HSIs, and that we serve three times the amount of—if I heard correctly—of African American students at HSIs than BCUs, is that correct? Is that— FLORES: That is correct, yes. Q: OK. And I wanted to see if you could expand a little bit about that, and also maybe think through or talk to how we can do some coalition building with folks. Because I really feel like HSIs are completely underfunded, right? You've stated it, we've heard it. But yet, they're so robust and they do so many different things for so many different students. I wonder how we might continue—and we're a member of HACU—but I wonder how we maybe think through some conversations to really get out the word about that idea, that HSIs are that robust, that HSIs do served large populations of students. And sometimes some of the most neediest students that require more money, right, for their funding. And so I just think that's very interesting. I think—I don't think a whole lot of people know about it or understand that. I had a faculty member at a different institution actually question me, because I had read that somewhere. And I think we need to talk more about it. So I'm just wondering your thoughts about coalition building and what else we can do, and how other ways that HACU needs our support to make that happen. FLORES: Thank you for your excellent question, Ms. Cervantes. And let me share with you that last week I was in Washington, D.C. most of the week and met with a number of Congress individually, including your great senator, Mr. Lujan. And guess what? There was a lot of good conversation about that point. And I have also talked with a number of African American members of Congress who didn't know that, and who actually had themselves—(background noise)—and who actually have themselves a significant number of HSIs in their districts. And they didn't know that they had all these HSIs in their districts. And so I think the word is getting out there. And, more importantly, the appreciation for the fact that these institutions really are very diverse, and not only do they educate the vast majority of Latinos and Latinas, but they also educate a larger number, as we said, of African Americans and others than the HBCUs, for example. And they didn't know that. And then—so I think that mindset might begin to change, because at the end of the day the funding and support should be focused on the students. And ultimately, if you help the neediest of students you have the more diverse population, but you have the fewest dollars per student coming from Congress. There has to be something wrong there with that equation. So there is an inequity that we are, as an association, trying to remedy. And we need all the help we can get from all—our own Latino organizations and HSIs, but also from others including the HBCUs. It's not about reducing funding for them or anything like that. They can and should be getting even more. But not—but HSIs shouldn't be treated as second-class institutions. They are not. They are the backbone, again, of America's labor force, in terms of training that labor force to be competitive in the global economy. So they have to be treated appropriately and equitably. Basically, it's about equity in terms of funding. And right now, things are not at all equitable, but we're changing that gradually. And thank you for your question. Q: Gracias. FASKIANOS: So we have a written—several written questions. So Sandra Castro, who is assistant dean of the undergraduate programs at Adelphi University says: What recommendations do you have for institutions that are striving to become HSIs in preparing for this designation? What internal changes and institutional infrastructure is necessary to truly serve the Latino student body? FLORES: I will suggest three things. One is, begin to work more closely with institutions that are already HSIs and that are doing a good job being HSIs, that are recognized for having, as they say, best practices with respect to being an HSI. And learn from them. Learn how it is that they do what they do well. And begin to then—and the second point is, educate your own leadership at your institution about how they can be much more effective and receptive to the inevitable demographic change in their student population to become an HSI, and how they can make the most of it in terms of student success, and also learning the ropes of how to get grants and funding to improve services for this population. And the third thing that I would recommend very strongly is that, you know, take a very hard look at all of your outreach and marketing materials, and revise them accordingly so that you reflect that commitment to diversity, in particular to Latino inclusion, in terms of bilingual materials and outreach to families and communities. Because many times the decision about whether to go to college or where to go to college by a student is really influenced very heavily by the family, the parents particularly, because of the tremendous pressure that many of them have in starting to work to contribute to the family income, because they come from low-income families. So working with those families and making them aware of the importance of getting a degree, a college degree, and postponing some of that lower-income—some of the minimum-wage salary that they could get as a high school graduate, and working with those families is very important. Working in their language and culture is even more important for some of them. FASKIANOS: Great. I think this is a good segue to the next question from Eric Hoffman, who got an upvote. He's the dean of the Honors College at Miami Dade College. And his question is: How can we get the Hispanic and Latinx students out of their community and expand their aspirations to colleges and universities in states and areas far from home? FLORES: Well, you know, it's an excellent question, in the sense that historically—because these are first-generation college students for the most part, whose families have not had the opportunity to educate themselves in college. And their temptation is to stay home. Especially sometimes it's worse for female students to move away from home. And my suggestion is that you, again, will work with those families as closely as you can to make them aware of the fact that moving away doesn't mean—moving away physically doesn't mean moving away from the family otherwise, that they will ultimately remain connected to the family. And now with technology it's even easier. You know, we have Facetime. We have all kinds of other ways of interacting that were not available just some years ago. And they ultimately need to consider the best options in terms of financial aid and the quality of education they're going to get, and a few of the studies that they want to pursue. Sometimes all of those things are not available locally, so you have to go where all of those are. And I think that once there is a process of education for the family in that regard, they tend to be much more flexible. We experience some of that with our own national internship program, because we place them primarily in the Washington area, but also in other places. And I personally get to intervene sometimes with some families in their language, in Spanish, to reassure them that the young woman that was going to be placed somewhere else in Washington, D.C. or elsewhere was going to be OK, and she was going to come back home after the ten-week experience, or fifteen-week internship. And, guess what? After they experienced that, their siblings—they were trailblazers for their siblings and for neighbors, and all that. Now we don't have that problem, at least with our internship program. We have thousands of applicants and, unfortunately, we can only place about five hundred a year, annually. And so it does pay off to invest in working with families closely. And again, it's a generational effect, because then younger siblings or relatives will not have that kind of issue going forward. FASKIANOS: You had mentioned that you were in D.C. last week meeting with members of Congress. And we obviously have a new secretary of education, Dr. Cardona. Have you seen a shift from the Biden administration in their approach and what they're doing from a federal level to support the HSIs? FLORES: Oh, absolutely. I mean, there is just no question about that. The shift has been dramatic. And this administration and Congress are—have shifted gears and are actually investing more than anything else in people, investing in the economy to create more jobs, investing in education to prepare the labor force much better, investing in health to protect people from not just the pandemic but from other diseases that we experience. And just in general, the infrastructure, they just passed that bill in the House, is to improve the lives of people across cities, across states, by improving their infrastructure. It is not just about roads and bridges. It is also about water systems that are decaying and are affecting the health of people. It is about the lack of access to broadband connectivity. It is all of those things that will improve the lives of people. And so there, no question. And HSIs have improved—again, not to the extent that they should be supported. But we are in a much better situation now than we were just a couple of years ago. FASKIANOS: Thank you. I'm going to take Nathan Carter's written question, and then Mike Lenaghan, I know you wrote a comment/question in the chat, but I'd love for you just to raise it and speak it, because I'm afraid I might not get it exactly correct. So Nathan Carter from Northern Virginia Community College in the Washington D.C. metro area. I am the—NOVA's chief diversity equity and inclusion officer. We are an emerging HSI. When we look at our enrollment data here in fall 2021, we see a clear decline in quote/unquote “new” Hispanic students, both male and female. We wish to discuss this growing issue and recognize what may be the current obstacles or community issues happening right now in the Hispanic community that will help us explain what we see and how we can reach out to the Hispanic community to help address what could be a growing problem across various states. So I think if you could comment on that, and how to, you know, have that discussion. FLORES: Well, thank you for that question. It's something that, of course, has been exacerbated by the pandemic. Because a lot of our colleges and universities, HSIs and others, did not have the endowments or the money to immediately make—shift gears in the direction of the technology required to move from in-person to online teaching and learning, and to train faculty and staff to manage all of those new systems. And that's on the institutional side, that there was that kind of reality of not getting all of the necessary resources to make that shift immediately and successfully. On the receiving end you have families and communities that do not always have the connectivity to broadband and the devices at home and the space at home to learn online. And so it was a one-two punch—institutional and students were hit very hard. And therefore, many of them withdrew. And apart from the fact that when it comes to the rate of infection, hospitalization and death, Latinos were worse hit than any other population, so much so that during the pandemic Latinos shrank their life expectancy by three years, compared to two years for Black and 0.68 years, so less than a year, for non-Hispanic Whites. So you do have all of those things. And ultimately, that means that the students served by these institutions come from those very families that were hardest hit in their health as well. So they couldn't go to school. They were trying to survive. And many did not. And so there was a drop in the enrollment, and particularly at community colleges, is where the—they were the hardest hit with respect to that, just like that community that is emerging as an HSI. So we are pushing very hard for that to be remedied, not just for the pandemic, but for the long term. Because I think the hybrid models of teaching and learning should—will remain in place for the long haul. And we need to make sure that those families, those communities that have been historically underserved and underfunded get that necessary technology at home to do that type of educational experience. We also need to make sure that the institutions that are suffering the most get the most help to beef up their infrastructure. And not just in terms of technology, but also in terms of expanding classrooms and also creating labs that are very expensive to create for technology of science or engineering types of degrees, which are the most in demand. And in some states, it's even—it's worse than in others because a lot of students are homeless. A lot of students are homeless. And in a state like California, where we have the largest concentration of Latinos, for example, that problem has been rampant and recognized by the state as a huge priority. So what they need to do is also build affordable housing even on campuses, so that those students have a place to live in a decent, humane way. And so there are many things that come to create this perfect storm against populations like low-income Latinos, and African Americans, and others. FASKIANOS: Thank you. I'm going to ask Mike Lenaghan to ask his question live. Q: Thank you very much, Irina. And it's a pleasure to see you, Dr. Flores. I am Mike Lenaghan from Miami Dade College, and truly cherish the empowerment we've enjoyed through the vehicle of HACU. It's been my experience, basically with a great deal of labor-intensive and purposeful leadership development, to have my scholars—just me, as one faculty member—successfully transfer to over 139 colleges and universities in the United States, all of whom required financial support and almost all of whom were able to avoid loans. This is over a twenty-year period. My question is: How might I, as a faculty member, also someone who's labor-intensive, be empowered, possibly mediated by HACU, to share basically how to set up my Hispanic students and their families and their relatives for the kind of success my scholars have enjoyed at Princeton, Yale, Cornell, Georgetown, UVA, Duke, UCal Berkeley, and so on? Which, when the right combination of chemistry and self-identification occurs, each of my Hispanic/Latinx scholars basically knows what they uniquely bring and add, as well as what they uniquely can address and engage in each school. I realize I am just a microcosm in a larger macrocosm, but I'm wondering does HACU have a role to play that might mediate some education and sharing, not just a book or a strategy, but something that could be shared, including some of what I like to call my all-stars, who have enjoyed operating in the context of HACU as a launching pad. Thank you, sir. FLORES: Thank you for your very, very important work, Professor Lenaghan. And thank you for your very caring teaching and supporting our students, your scholars. And ultimately, you have a lot to offer to the academic community as a faculty who cares about these students not only doing well but excelling and going to places that perhaps their families never thought of them being able to go. And I think it begins with learning from people like you what is it you've been doing so well to help those that you have helped to excel. And HACU can be a platform for you to share that. We ultimately have annual conferences and other meetings where your expertise and your success can be shared with others to adapt it to their own needs and replicate what you've been doing so well in other places, so that many more can go onto those very selective institutions, and others. And of course, I don't know if we've been connecting—I insist on this point, on connecting with families, because many of the Latino families—and maybe in the Miami area it's a little different because a lot of the Cuban and South American families perhaps come from a more middle-class background than in places like Texas or California. And maybe they had already some collegiate experience in their home countries, and they immigrated there, or whatever. But that helps a lot, OK? When they come with that background. But when they don't, when they are immigrants who come without even a high school diploma from their home countries, and they don't know the language, their highest expectation is at least to get their high school diploma and start working somewhere. And so taking them to the next level, it takes a lot of work. And it takes a lot of work in terms of making sure that they understand that if their child has the talent, and has the persistence and discipline, et cetera, et cetera, to go places, that they can be very helpful to him or her in ensuring that there is a space at home where they can study, that they do concentrate on their studies, and that they really aim for those places that you mentioned and don't settle for second-best of going to some institution, but make that their goal: I'm going to go to X or Y Ivy League or very selective institution because I have with it takes, but it's going to take a lot of nurturing and support. And the parents can be very helpful, even if they don't have an education, by really making sure that their child has the space and the time at home to concentrate and study. That will go a long way. But really, let them flourish. And so HACU can be a platform in three different ways. One is, allowing individuals like yourself, who are excelling in their teaching, to share their best practices with others. Secondly, we also, of course, have to recognize that we have some programs already in HACU that are very effective, especially those that are focused on moving a critical mass into STEM degrees. And we're going to emphasize that even more going forward. And thirdly, that we, as an association, have the ability to influence federal agencies and others—and corporations to invest in the kinds of practices that you may be successful at. And I'll give you a couple examples. We just got a planning grant from NSF, HACU did. And we are almost done with the planning for one year, because we want to submit a multiyear, multimillion grant to NSF with an emphasis on moving as high as possible, to the PhD. in fact, Latinos all the way from community college up to the research one institutions. And we are working on that proposal to be submitted early next year. But we could, I'm sure, learn from what you're doing. And so we could influence agencies to also invest more. We have a new program under NSF for HSIs that you can apply for a grant to expand what you're doing with more students, more parents. And the same thing is true with respect to other agencies. I was just in Washington last week and met with the undersecretary of the Department of Commerce to discuss the technology program, where our institutions will each have a role to play. And so we have the role of advocating and influencing agencies and Congress to invest in institutions like yours, Miami Dade, and professors like you, so that you can do more of exactly what you are doing. So please feel free to send us an email at HACU. You can send it to my attention. And I'll make sure that it finds its way to the right staff in charge of the kinds of programs that you are dealing with. We do have great staff that follows up on situations like yours. FASKIANOS: Fantastic. We will circulate after this an email with some of the resources you've mentioned and the email that we should be sharing, Dr. Flores. So we have another question, and it follows onto Mike's question, from Arturo Osorio, who's an associate professor at Rutgers University. Any advice or programs that you know to help connect the parents of the Hispanic Latino Students to the higher education experience? Many of our students are first-generation Americans and also first-generation college students. This creates a large cultural and experiential gap for parents to bridge on their understanding of what kids are going through and support them. As a result, many of the students have very stressful moments as they navigate away from the family to their college life. FLORES: Yeah. Excellent question. And my suggestion is that please send us an email. We have an office in HACU that is designated to promote pre-K-12 and higher education collaboration. The executive director of that office is Jeanette Morales. Jeanette Morales has a team, and they work with clusters or consortia of colleges, universities and K-12 schools, particularly secondary schools, to move out successfully many more of those underserved students to college and be better prepared to succeed in college. It is more substantive than just a college visitation thing or admissions officers talking with them at an event. They actually have early college interventions for high school students. So they actually earn even college credit when they are creating high school for the most advanced students. But they also have opportunity for professors from some of those universities and community college to teach as visiting teachers in those high schools, where they may not get the resources to hire faculty for advanced courses and for the courses that are required to be successful in especially STEM degrees, like advanced math, advanced science, and so forth. So that office and our association has been in place for the last seventeen years. It was that far back when we first saw that more than half of the battle to succeed in college has to be won in K-12. And it has to be won with families on your side, because first-generation college students do depend largely on families to make decision after high school. So please feel free to contact Jeanette Morales or myself in my email at our San Antonio headquarters. FASKIANOS: Thank you very much. We are at the end of our time. I just wanted to ask if you could just do really briefly what you're doing internationally to encourage—you know, and we don't have a lot of time. But I don't want to leave without—you had told me in our pre-call just a little bit. So if I you could just give us a wrap-up on that, that would be fantastic. FLORES: Yeah. We think of international education not as an appendage, not as a luxury, not as an add-on proposition, but as an integral part of a college education, in this case. And we hope that the vast majority of our young people will have a chance to experience a study abroad. And of course, it's like a big dream, because right now if you look at the numbers, only about 5 to 7 percent, max, of all the 350,000 American students going to study abroad are Latino. And the same number, roughly the same percentage, is African Americans and others. And conversely, only about maybe 3 percent of all the students coming from other countries come from Latin America—1.3 percent only from Mexico, which is right next door to us, OK? So that has to change. And it has to change because people who have an international experience ultimately expand their horizons and their vision of the world and are more effective not only professionals but citizens of the world. And we feel that it is very important for our young people to do that, not as a—as a kind of a luxury, or anything like that, but as an integral part of their development as professionals. And so we plan on being even more keen on affecting legislation that will provide more resources for our institutions and international programming, and ourselves as an association being much more engaged in getting more international institutions to affiliate with us to promote that mobility, that experience, independent of whether the government decides to invest or not. FASKIANOS: Wonderful. Thank you very much. Antonio Flores, this has been really a great discussion. And thanks to everybody for their terrific questions and comments. We really appreciate it. HACU is lucky to have you. We're fortunate to have you leading this great association. As I mentioned, we will send out a link to this webinar, also some of the resources you mentioned, email addresses and the like. And I'm sure everybody knows it, but it's worth repeating, the HACU website, HACU.net. You can follow them on Twitter at @HACUnews. So go there. You can also follow us at @CFR_Academic. And please go to CFR.org, ForeignAffairs.com, and ThinkGlobalHealth.org for CFR's resources on international affairs and the like. So I hope you're all staying well. Dr. Flores, thank you again. And we look forward to your continuing involvement in this webinar series. The next invitation will be for December, and we will be sending that out under separate cover. FLORES: Thank you very much, Irina. Thank you, everyone. (END)

In this episode, I talk to Drs. Carolina Villaroel and Lorena Gauthereau about archiving, documenting and the work of US Latino digital humanities.

This episode is a conversation about neuropsychological norms for Spanish speaking people who reside in the U.S. It focuses on the NP-NUMBRS project, which provides norms for a multidomain cognitive battery completed by Spanish speakers from the U.S.-Mexico border region. Additional topics covered include shared aspects of Hispanic/Latinx culture that are relevant to neuropsychologists, the importance of co-normed cognitive batteries in neuropsychology, and cognitive effects of bilingualism, among others. Show notes are available at www.NavNeuro.com/82 _________________ If you'd like to support the show, here are a few easy ways: 1) Get APA-approved CE credit for listening to select episodes: www.NavNeuro.com/INS  2) Tell your friends and colleagues about it 3) Subscribe (free) and leave an Apple Podcasts rating/review: www.NavNeuro.com/itunes 4) Contribute to the discussion in the comments section of the website (click the episode link listed above) or on Twitter (@NavNeuro)   Thanks for listening, and join us next time as we continue to navigate the brain and behavior! [Note: This podcast and all linked content is intended for general educational purposes only and does not constitute the practice of psychology or any other professional healthcare advice and services. No professional relationship is formed between hosts and listeners. All content is to be used at listeners' own risk. Users should always seek appropriate medical and psychological care from their licensed healthcare provider.]

In celebration of National Hispanic Heritage Month (September 15 – October 15), the San José State University School of Information held a free symposium to discuss best practices in library services to meet the needs of the Hispanic/Latinx community with greater impact, cultural understanding, and sensitivity. Access the captioned version of this webcast at https://youtu.be/15i5Q2rRIlM

On Monday's Houston Matters: A new study from a University of Houston professor explores the impact the pandemic has had on Hispanic/Latinx youth from their perspective. It's a follow up to a study from the spring. We learn more. Also this hour: We get an update on the health of Galveston Bay and efforts to learn more about future industrial runoff risks. And we get an update on the Astros in the ALCS and other developments in sports.

In celebration of the conclusion of Hispanic Heritage Month, Auston, Gabriel, and Sofia discuss the origins and importance of Hispanic Heritage Month, significant Latinx activists, their experiences of being Hispanic/Latinx, and much more! For more information, check out the resources below and our Instagram page @tsvpod :) Resources: https://www.hispanicheritagemonth.gov/about/ (https://www.hispanicheritagemonth.gov/about/) https://www.oyez.org/justices/sonia_sotomayor (https://www.oyez.org/justices/sonia_sotomayor) https://www.history.com/topics/mexico/cesar-chavez (https://www.history.com/topics/mexico/cesar-chavez) https://www.womenshistory.org/education-resources/biographies/dolores-huerta (https://www.womenshistory.org/education-resources/biographies/dolores-huerta) https://www.womenshistory.org/education-resources/biographies/sylvia-rivera (https://www.womenshistory.org/education-resources/biographies/sylvia-rivera)

Hola, amigos! In honor of Hispanic & Latinx Heritage Month, your Latina co-hosts Bridgette and Genn discuss awesome characters like America Chavez, Miles Morales, and Sam Alexander and get real on what it means to identify as Hispanic, Latinx, or whatever other way you choose to identify. Proper representation is important! You are heard! Check out these links to these incredible creators and comics! Gabby Rivera - Writer, Speaker, Storyteller & Latinx Culture Nerd Follow Humberto Ramos on Instagram @ramosland Find Miles Morales comics here Find Sam Alexander comics here Find America Chavez comics here. Genn recommends starting with America Vol. 1 The Life and Times of America Chavez & Vol. 2 Fast and Fuertona. CNN Article: Blackness and Latinidad are not mutually exclusive. Here's what it means to be Afro-Latino in America Music: Lobo Loco - Namorrada Danca (ID 715) - Remastered. License available here.

Statistical data about education, economics, healthcare and even race often lump African Americans and Hispanic and Latinx people together - but just how well do we know each other? Do we share the same beliefs? Do we face racism and discrimination in the same way? Are we accepted and/or rejected equally by society? Are our politics in alignment? Are we "black and brown together"? In celebration of Hispanic/Latinx Heritage Month, we take a deep dive into the lives, experiences, joys and struggles of the Hispanic and Latinx community with our guests Mechelle Hankerson, News Director for WHRO Public Media; Olga Torres, Entrepreneur and Community Relations Director for La Selecta Radio; and Ana Luz Williams, Interim Associate Director for Black and Latinx Initiatives, Office of Intercultural Relations at Old Dominion University.

Episode 6 of Finding Community was recorded on September 28, 2021. In the US, we celebrate National Hispanic or Latinx Heritage month for 30 days beginning September 15. In honor of this period, our guest host is Ed Guzman, a member of VAN's board of directors, and he speaks with Petrona Dominguez Francisco, a DACA recipient, and Washington County resident employed by Adelante Mujeres in Forest Grove. The recording is in Spanish, and an English transcript of the conversation is also available.Transcripts available here: https://bit.ly/Ep6_TranscriptsLearn more about VAN and our initiatives:https://www.visionactionnetwork.orghttps://www.facebook.com/VisionActionNetwork/https://www.instagram.com/visionactionnetwork/This episode was produced by Glenn Montgomery for Vision Action Network. Our audio editor and music producer was Mandana Khoshnevisan. Music by Choro da Alegria.

Welcome to Episode 29, “eXcelente” where we discuss hot topics including Kim Kardashian West on SNL, comic book character Jon Kent (son of Superman) coming out as bisexual, and the hilarious movie Free Guy. We also get into Part 2 of our deep dive into Hispanic/ LatinX influence in pop culture. In part 2 we cover the 70s, 80s, and the 90s. Join us on Twitter at @popcultx1 and Instagram at @popcult.x --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/popcultx/message Support this podcast: https://anchor.fm/popcultx/support

In this one, I go on and on about gender, the terms that we use to refer to the Latin American community within the United States and beyond. Happy Latin Heritage Month! Remember that these things can be confusing, and all we can do is learn from one another. Thanks for listening, and don't forget my present

Angelica Berni and Justin Culshaw come together to share both their personal and professional experiences in caring for the Hispanic/Latinx community during a pandemic. They delve into gaps in care and provide tips on empowering pharmacists as we move forward together as a profession.   The information presented during the podcast reflects solely the opinions of the presenter. The information and materials are not, and are not intended as, a comprehensive source of drug information on this topic. The contents of the podcast have not been reviewed by ASHP, and should neither be interpreted as the official policies of ASHP, nor an endorsement of any product(s), nor should they be considered as a substitute for the professional judgment of the pharmacist or physician.  

Sofia stops by albeit on some crappy Wifi and we chat about Hispanic Heritage month the terms LatinX Hispanic and Latino and the differences and similarities between the different cultures. We also chat about topics we are following right now including the possible IATSE strike the medias obsession with missing white woman and Lou gets rejected by an E list celebrity. As always skip ahead about 2 minutes to skip the intro music.  Thanks to Curt G and Mike Snow for the beats.    

Join hosts Athena and Mims in their yearly tribute to Latinidad through literacy and promotion of family story-time traditions. What stories about your heritage did you enjoy as a child and make a point to share with your family? Are there new stories your family had added to their family library and intend to pass down? Share your torn moments or mends to tornmlb@gmail.com - Listen, Follow and Share the podcast at IG, Facebook and Twitter: @tornmlb. Choose Grace, Torn Tribe! --- Send in a voice message: https://anchor.fm/torn/message --- Send in a voice message: https://anchor.fm/torn/message

Happy Hispanic/Latinx(e) Month to you all! In our 1st minisode, I break down how imperative it is for us to make this celebration of our achievements more relevant in the media. In addition, I bring up what we should be calling this month, and what better suits the inclusivity of our community living in the United States. For all updates and information about the podcast follow us on Instagram at @thebandwagoneffectpod @stephen_santanaSupport the show (https://www.patreon.com/TheBandwagonEffectPod)

9/11 20 Years later, and we unpack why it may be hard to reflect, or bear witness on the many documentaries surfacing right now on this look back of this traumatic event, amidst a current traumatic moment. Alexandria Ocasio-Cortez went to the Met Gala, and like anytime she does anything, she and her dress has everyone talking on both sides. It's Hispanic Heritage month! Or LatinX Heritage month? We cover the origins of Hispanic Heritage month, define terms, and explore why some Afro Latinos don't consider themselves Latino, and why some Millennials are calling out the Anti Blackness of Latinidad, and the history of white washing in South America. Then we have fun facts about the legend, the icon herself: Selena! REFERENCE LINKS: AOC at the Met GalaWhen it comes to the Latinidad, who isn't/is included? Afro LatinoOrigins of Hispanic/LatinX Heritage MonthColorism in Hispanic/Latino Community, What's up with Latinx!?The Root, YouTube: Breaking down the Anti-Blackness of LatinidadMinority Korner on YouTube:  https://bit.ly/2JsXEuuCONTACT USTwitter: @minoritykornerEmail: minoritykorner@gmail.comIG: @minoritykornerHost/Producer: James Arthur M: TW: @JamesArthur_M, IG: @JamesArthur

#87 Doug and Mini-tour player, Elsa Diaz are back at it again to celebrate the Hispanic & Latinx influence in golf and how important it is to feel confident at being your most authentic self on the golf course. They also get technical on the putting drill that will help keep you in the "par" (or under) zone. Find us on our socials @BirdiesNotBS on Instagram, Facebook, and Twitter and submit your questions online: at BirdiesNotBS.com    ABOUT BIRDIES NOT BS: Golf expert Doug Smith and friends, take a modern approach to the golfing experience while answering the most popular questions the new generation of golfers have today, in less time than it takes you to order a take-out meal. Every week during the golf season they answer a new question related to not just the game, but the lifestyle surrounding it.   Even that golf question you have but won't ask out loud. We sift through all the high-brow BS and give you what you really need to know to live your freshest golf life, from the course to the barbecue.   Whether you're a seasoned golfer or just gripping a club for the first time, Birdies Not BS is for you, the new generation of golfer who demands a more approachable and modern game. ----more----   EPISODE CREDITS:   Producer, Maribel Quezada Smith Sound Engineer, Julian Rodriguez Theme music by Ricardo Pujol      

Happy Hispanic/LatinX Heritage Month! ¡Feliz Mes de la Herencia Hispana y Latino!Today's episode is being released on Mexico's independence day. Adri and Gaby delve into what Hispanic/LatinX heritage is and what impact it has had on us. Hispanic and LatinX are blanket terms that include people from México, Central America, South America, The Caribbean and Spain. We speak to our latinidad and what brings us happiness about our culture. This episode's joke: ¿Que Comen los toreros? Pos-Olé.This episode's quote: “Es importante para mi saber que yo utilicé mi voz y mi vida para hacer una diferencia en este mundo.” - Amara La Negra Su Teatro: http://suteatro.org/Su Teatro's mission is to promote, produce, develop and preserve the cultural arts, heritage, and traditions of the Chicano/Latino community; to advance mutual respect for other cultures; and to establish avenues where all cultures may come together.Latina Safehouse: https://latinasafehouse.org/ The mission of the Latina SafeHouse is to provide bilingual and culturally sensitive services to Latina survivors of domestic violence and their families.Hija De Tu Madre Shop: https://hijadetumadre.com/collections/all1917 Bath Riots: https://www.npr.org/templates/story/story.php?storyId=5176177Roma Movie: https://www.imdb.com/title/tt6155172/Grab your cup of tea amigas and celebrate Hispanic/LatinX heritage with us! Tune in next week for our first of our Chingadera Series!  Follow us on Social Media!Instagram: https://www.instagram.com/teaamigaspodcast/Twitter: https://twitter.com/TeaAmigasPodBuy us a cup of coffee: https://www.buymeacoffee.com/TeaAmigasSupport the show (https://www.buymeacoffee.com/teaamigas)

Through their work with Team Naturaleza, Elisa and Monica are creating a space where the Hispanic/Latinx community can gather, learn about the environment bilingually, and gain a sense of belonging in the outdoors. In this episode, Elisa and Monica talk about what brought them to their work, and their experience spending a week at Holden. Team Naturaleza is one of the recipients of offerings collected at Holden this summer. You can learn more and support them with a donation on their website: https://www.teamnaturaleza.org/

In this episode, Rep. Jessica Miranda and I talk about celebrating Latina/o/x culture during Hispanic/Latinx heritage month.

In this Upper House virtual event from earlier this year, Dr. Edgardo Rosado of the Ciencia, Fe y Esperanza Initiative speaks with Greg Cootsona, co-founder of Science for the Church. They discuss the particular ways faith and science are understood in Hispanic/Latinx communities, and Edgardo's research into attitudes among Philadelphia-area Latinx Christians. They also discuss contrasting Reformed and Wesleyan understandings of faith and science. Edgardo Rosado is a pastor, scholar, and community leader. In addition to being Associate Project Director at Esperanza's Ciencia, Fe y Esperanza initiative, Edgardo is Adjunct Professor at Nazarene Bible College, Visiting Scholar at European Nazarene College, and Executive Pastor with the Nazarene church in Media, PA. He holds a PhD and MA in Pastoral Leadership and a BA in Biblical Studies, all from the Inter-American University of Puerto Rico. This event was hosted by Upper House in June 2021 as "Science, Race, and Faith: Insights from Hispanic Congregations." We hosted an earlier event in this same series last year, now on youtube: "Science, Race, and the Church: A Conversation about Repentance and Redemption." As always we invite you to leave us a rating on your favorite podcast app or send us a comment at podcast@slbrownfoundation.org. Credits: music by Micah Behr, audio engineering by Andy Johnson, graphic design by Madeline Ramsey.

Listeners this week we have a conversation with Guillermo Chacón.Guillermo is the President of the Latino Commission on AIDS and founder of the Hispanic Health Network.Since 2010, Guillermo Chacón has served as President of the Latino Commission on AIDS, where he is a vocal advocate on the impact of HIV, viral hepatitis, Sexually Transmitted Infections in Hispanic/Latinx communities. Under his leadership, the Commission has invested in national community mobilization programs to promote HIV testing and linkage to care and capacity building programing nationwide and special investment in our regional work in the South of the United States.Guillermo's work focuses on developing agendas on health policy issues affecting the health of Hispanics. Chacón was appointed by Mayor Bill de Blasio to serve in the NYC Commissioner of Human Right in November 2019, to the HIV/AIDS Services Administration (HASA) community advisory board and the Committee on New York City Healthcare Services. Governor Cuomo appointed Chacón to the New York State AIDS Advisory Council and re-nominated him for the New York State Minority Health Council, where the New York State Senate later confirmed him in July 2020. Guillermo Chacon also serves on various Boards and Committees, NYS COVID 19 Vaccination Equity Taskforce, NYC COVID19 Vaccine, Test & Tracing (T2) program as part of Community Advisory Committee (CAB T2), the National Hispanic/Latinx Health Leadership Network, New York Immigration Coalition, the New York City AIDS Memorial, advisor for Alianza Americas, AIDSVu.org, and co-chairs the Latino Jewish Coalition in New York.During our conversation we talked about:Him growing up in El Salvador and we briefly touch on the civil war. If this is triggering for you, please fast forward the conversation.Intergenerational traumaMental health and the stigma in our communityHis process to reaching and helping people with HIVAnd moreThis  episode is brought to you by Apotheosis Art|Apotheosis Art was born out of a desire to cultivate an artistic community focused on passion, curiosity, and eagerness. The gallery's founding concepts are rooted in encouraging and fostering young, talented artists, exploring new avenues to increase dialogue, and providing a platform to discover, engage, and educate people in art.Get  FREE SHIPPING using the code: CCP111 RELEVANT TIMESTAMPS:07:23 - Living through the war10:14 - His faith-based background11:18 - The transition to peace12:32 - The mental health stigma13:50 - The do's & don'ts for genders14:37 - How he starting working in NY when he came back19:10 - HIV Virus20:16 - Faith-based communities in El Salvador28:31 - Immigration system32:33 - Sexual education in the world42:08 - Power of listening43:50 - The task ahead of us47:02 - Life is a one way ticket47:55 - The power of love50:34 - Wisdom & experience Follow Guillermo on all things social:Guillermo's InstagramHispanic Health NetworkLatino Comission on AIDSHere As I Am report Follow Cafe con Pam on all things socialInstagramFacebookhttp://cafeconpam.com/Join the FREE Cafe con Pam ChallengeJoin FREE online Recovering Procrastinator Manis Community! stayshining.clubJoin PowerSisters!  Findmypowersister.comSubscribe, rate, review, and share this episode with someone you love!And don't ever forget to Stay Shining!

You're not really Black. You speak Spanish? What are you? Those are just some of the things our panel of guests deal with being both Hispanic/Latinx and Black. They're joining us to talk about racism, colorism and the difficulty in having those uncomfortable conversations within their own community. Journalists Lillian Hernández Caraballo, Edmy Angélica Ayala Rosado, Boris Q'va and Maya Brown join the panel for an honest and sometimes surprising conversation.

Multiple Sclerosis News Today's columnist, Jenn Powell, discusses how a short film for Hispanic/Latinx MS patients improved perceptions and attitudes. Multiple Sclerosis News Today's columnist, Jessie ace discusses how setting herself a goal of running 10 miles throughout April helped her gain control of an MS flare. ===================================== Treatment for Relapsing MS Progression | MAYZENT® (siponimod) Read about MAYZENT, a once daily pill that can significantly slow down disability progression in people with relapsing MS. See full prescribing & safety info. https://www.mayzent.com/?utm_source=changeinrms&utm_medium=vanityurl&utm_campaign=novartis_mayzent_2020&utm_content=soundcloud ===================================== Are you interested in learning more about multiple sclerosis? If so, please visit: https://multiplesclerosisnewstoday.com/ ===================================== To join in on conversations regarding multiple sclerosis, please visit: https://multiplesclerosisnewstoday.com/forums/

Dr. Maria Colon-Gonzalez obtained her medical degree at the University of Puerto Rico Science Medical Campus. She then joined Penn State to complete her residency in Family & Community Medicine. While at Penn State, she traveled abroad to gain experience in Global Medicine. This sparked a passion in Dr. Colon and she decided to complete a fellowship at Brown University in Faculty Development for Global Health. Dr. Colon then moved to South Texas joining the University of Texas Rio Grande Valley School of Medicine. She is now working for a new company called GoMD where their goal is to improve care and access to the Hispanic/Latinx population.  Very early in her career, Dr. Colon noticed the missing link in traditional medicine: that is patient empowerment for self-care. As an “ex-diabetic” Dr. Colon knows the power of lifestyle as a prescription to reverse disease. After finishing her “formal” training she became certified by the American Board of Lifestyle Medicine and completed additional training in plant-based nutrition and trauma-informed yoga. She provides comprehensive and holistic care for Hispanic patients on the US-Mexico border.  You can learn more about Dr. Colon by visiting her LinkedIn profile. All links for our guests can be found on our website: plantbaseddfwpodcast.com. Simply look for the episode, in this case, it is number 120 and you will see Dr. Colon's bio, links, and a transcript of our conversation. Linkedin Profile: https://www.linkedin.com/in/maria-colon-gonzalez-md-99b53150/ FYI Keep in mind that the Lifestyle Medicine Conference will be coming up on November 7-10 here in the Dallas area. You can learn more by visiting lmconference.org _______________________________________________________________ Visit Our Podcast Website: www.plantbaseddfwpodcast.com/ ➤YouTube channel: bit.ly/plantbaseddfw ➤Tell us what you think of our show: bit.ly/pbdfwlistener ➤Subscribe to our newsletter: bit.ly/PBDFWnewsletter ➤We are on Audible/write a review: bit.ly/plantbaseddfwaudible ➤You can support us: www.buymeacoffee.com/plantbaseddfw About Plant-Based DFW Podcast: Our podcast is recorded in Dallas, Texas, and features guests from all over the world. We focus on the main topic of LIFESTYLE MEDICINE. Our goal is to provide resources to help you take control of your health. *We address the importance of eating plant-based foods for health, immunity, and to prevent/reverse disease. *We talk about the importance of having a regular exercise routine. *We talk about stress management. *We talk about the importance of having healthy relationships. ______________________________________ More about us: ➤ Visit our website: plantbaseddfw.com/ ➤ Dr. Riz on Instagram: www.instagram.com/dr_riz_bukhari/ ➤ Dr. Riz on Facebook: www.facebook.com/DrRizBukhari/ ➤ Join our private Facebook Group: bit.ly/FBplantbaseddfw

We are a group of practicing pharmacists throughout the U.S. who have organized a mutual aid movement entitled #PharmGradWishlist (Twitter: @PharmGradWish) that aims to support emerging pharmacist trainees who identify as BIPOC (Black, Indigenous, and Persons of Color). People who identify as Black, Hispanic/Latinx, and American Indian/Alaska Native are underrepresented in the Pharmacy profession, which can perpetuate health disparities.  WEBSITE: https://www.pharmgradwishlist.org/  This pharmacist campaign was inspired by the successful movement of our physician colleagues (@MedGradWishlist). This episode is sponsored by the Ultiguard Safe Pack. UltiGuard Safe Pack is the only pen needle product that comes with an all-in-one sharps container. Learn more about why UltiGuard Safe Pack is the best choice for your patients and your pharmacy. Learn more about the UltiGuard Safe Pack:  https://www.ulticare.com/ultiguard-safe-pack/podcast See omnystudio.com/listener for privacy information. Learn more about your ad choices. Visit megaphone.fm/adchoices

We are a group of practicing pharmacists throughout the U.S. who have organized a mutual aid movement entitled #PharmGradWishlist (Twitter: @PharmGradWish) that aims to support emerging pharmacist trainees who identify as BIPOC (Black, Indigenous, and Persons of Color). People who identify as Black, Hispanic/Latinx, and American Indian/Alaska Native are underrepresented in the Pharmacy profession, which can perpetuate health disparities.  WEBSITE: https://www.pharmgradwishlist.org/  This pharmacist campaign was inspired by the successful movement of our physician colleagues (@MedGradWishlist). This episode is sponsored by the Ultiguard Safe Pack. UltiGuard Safe Pack is the only pen needle product that comes with an all-in-one sharps container. Learn more about why UltiGuard Safe Pack is the best choice for your patients and your pharmacy. Learn more about the UltiGuard Safe Pack:  https://www.ulticare.com/ultiguard-safe-pack/podcast See omnystudio.com/listener for privacy information.

Lydia is a Certified Sommelier from the Sommelier Society of America and holds the WSET Level 3 Advanced Certification; currently a WSET Level 4 Diploma student. Originally from Panama, Lydia's passion for wine began while living in Paris and having the opportunity to travel to multiple French wine regions. After moving to New York, she worked in Marketing and PR for multiple industries before pursuing her dream of becoming a wine evangelist. Lydia worked as a Marketing Manager for the Wine Cellarage, a fine wine online retailer, and founded her private wine education, tastings and events company, Vino Concierge, in 2017. She was a Senior Account Executive at Colangelo & Partners, an integrated communications agency focusing on wine, food and spirits, working with their Spanish and South American accounts; and as of January 2021, she is a PR Manager for Taub Family Companies: Palm Bay International & Taub Family Selections.In September 2020, Lydia launched an exciting passion project alongside wine colleagues Maria Calvert and Ivonne Nill called Hispanics in Wine, a social space dedicated to showcasing Hispanic/Latinx roots in the beverage and hospitality industries. Whether it's a producer, sommelier, retail store, restaurant, or vineyard steward, we are committed to empowering, amplifying and supporting the great work and business ventures our community is doing within the industry!Contact at info@vinoconcierge.wine for more!

Maria Calvert is the Co-founder of Hispanics in Wine, a social organization dedicated to showcasing Hispanic/Latinx roots in the alcoholic beverage and hospitality industry. Hispanics in Wine promotes equality, embraces diversity, and helps Hispanic/Latinx professionals advance in the wine industry.  Maria is also the Public Relations Consultant at Maria Calvert PR, where she provides hands-on senior management strategy and execution for start-ups and established brands in several sectors, including food and wine. Maria also works as a Freelance Media Consultant for Colangelo & Partners. In this episode… Are you a wine aficionado or employee in the wine industry? Are you passionate about creating more diverse and equitable spaces? If your answer to either question is “yes,” then this episode of the Alexi Cashen Podcast is for you. It's time to face an ugly truth about the wine world: Hispanic and Latinx workers are underpaid and underrepresented in the corporate side of the wine industry. Unfortunately, Hispanic and Latinx employees are often stereotyped for low-income roles, regardless of their abilities and talents. So, how can Hispanic and Latinx employees in the wine industry advance to corporate positions and higher-income roles? Maria Calvert and her team at Hispanics in Wine are showing us how we — as a wine-loving community — can make a difference in the wine industry. In this episode of the Alexi Cashen Podcast, Alexi sits down with Maria Calvert, Co-founder of Hispanics in Wine, to discuss the representation and diversity problem in the wine industry — and reveal what we can do to inspire change today. Listen in as Maria talks about creating Hispanics in Wine, the importance of creating inclusivity in the wine industry, and how to advance the roles of Hispanics and Latinx employees in the wine world today. Stay tuned!

In Episode 6 of Season 2, we have the privilege of interviewing Betty Aragon-Mitotes from Mujeres de Colores, who are leading the charge in highlighting the important work of beet workers through a sculpture they're calling "The Hand That Feeds" by artist Frank Garza. We were so excited to spend time - virtually - with Betty as we learn how the work of Mujeres de Colores is expressing the historical impact of Hispanic/Latinx communities in Northern Colorado, and supporting families today. Listen-in an join the conversation online.

Let's continue! We cover Hispanic/Latinx milestones in history from 1954 to 2020, ranging from the civil rights movement to immigration reform. Listen to the previous episode for part 1. Follow us on Instagram: https://www.instagram.com/mezclalatinapod/ --- Send in a voice message: https://anchor.fm/lamezclalatina/message

Hosted by Fr. Greg Sakowicz and Mark Teresi. United Catholic Youth Ministries is a multi-parish pastoral ministry that supports youth, young adults, families and the Hispanic/Latinx community in Evanston. They have four main ministry focuses: Youth and Children Ministry, Campus Ministry, Young Adult Ministry, and Hispanic Ministry. Guests: James Holzhauer-Chuckas, Alex Roman, Alize Ramirez.

Where did it all begin? We cover Hispanic/Latinx milestones in history from 1513 to 1947, ranging from early Spanish explorers reaching America to the Supreme Court prohibiting segregation for Mexican-American students. Part 2 will be out next Wednesday! Follow us on Instagram: https://www.instagram.com/mezclalatinapod/ --- Send in a voice message: https://anchor.fm/lamezclalatina/message

Kathryn talks with the plaintiffs' attorney, Anabel Rosa, about her work fighting for Hispanic/Latinx causes in state and local governments. They talk about how her policy work dovetails with her legal career and why she recommends law school to those that care about social justice issues.   Episode Resources Anabel Rosa arosa@farrin.com  https://www.farrin.com/attorney/anabel-rosa/    Episode Highlights What motivated Anabel to get started - 2:07 Being in Puerto Rico - 2:57 A poverty reduction program - 3:54 A success story - 5:23 She's still learning - 11:11 Her working private practice - 14:21 How she loves her job - 24:11 She loves being an attorney - 27:33   Subscribe, Share and Review To get the next episode subscribe with your favorite podcast player. Subscribe with Apple Podcasts Follow on Spotify   Leave a review on Apple Podcasts

Sra. Ramos introduces our special guest for Hispanic/Latinx Heritage Sra. Nancy Cabrera.

Special guest Nancy Cabrera joins The Living Room TA Podcast to CELEBRATE + HONOR + RESPECT our Hispanic/Latinx heritage, our present, and hope for tomorrow.

Special guest Nancy Cabrera joins The Living Room TA Podcast to CELEBRATE + HONOR + RESPECT our Hispanic/Latinx heritage, our present, and hope for tomorrow.

Special guest Nancy Cabrera joins The Living Room TA Podcast to CELEBRATE + HONOR + RESPECT our Hispanic/Latinx heritage, our present, and hope for tomorrow.

Special guest Nancy Cabrera joins The Living Room TA Podcast to CELEBRATE + HONOR + RESPECT our Hispanic/Latinx heritage, our present, and hope for tomorrow.

Join to hear Athena and Mims share two poems in honor the anniversary of their Abuela's passing - 7/11/25- 10/11/2019 LISTEN, FOLLOW, SHARE @tornmlb on IG, Facebook and Twitter. Reach out with anecdotes, or questions to tornmlb@gmail.com --- Send in a voice message: https://anchor.fm/torn/message

ILS EP#8 Happy Hispanic/Latinx Heritage Month! This week Vero and Ricardo dive into personal stories from themselves and listeners about what it means to grow Latinx in America, how resenting your own race can be a real thing as a kid, what it means to fit into your culture, this week's movie picks and more! (00:45) Mexican vs Salvadorian accents (12:53) Hispanic/Latinx Heritage month (infighting, identity crises, and your relationship with other minorities.) (25:00) Write-ins - (What does being Hispanic/Latinx mean to you?) Growing up, loving the skin you're in, fitting in with your culture. Good Looking Out: Straight Up, Unpregnant

Chaplain B.Leah reiterating support that is available to students and announces next week's episodes that CELEBRATE + HONOR + RESPECT the contributions of Hispanic/Latinx brothers and sisters!

Join Chas and Valeria as they talk about ways to date in a Hispanic/Latinx household and their experiences.. Dating is a struggle for all but for some reason, it is harder on Hispanics and Latinx people. Especially for girls in those households. That is why Chas and Valeria are here to help everyone that needs some advice on dating! --- Support this podcast: https://podcasters.spotify.com/pod/show/chas-knows-best/support

What is it like to serve in public office in a large and diverse city during the pandemic? In this episode, we speak to Assemblymember Luz Rivas, who represents Assembly District 39 in the City of Los Angeles, in a region of the San Fernando Valley. This is a region where there is a population of Hispanic/Latinx and Spanish speaking neighborhoods who face the challenges of navigating information, administrative paperwork, and providing essential services to the region. In this interview with Assemblymember Luz Rivas, we hear about how information about public health updates is actively shared with the community. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/covid19ppc/message Support this podcast: https://anchor.fm/covid19ppc/support

Being a Mexican-American is exhausting! In this episode, the El Cafecito Squad tackles their experiences in the US being Chicano/First Generation in America. The Squad talks about their Hispanic/Latinx heroes and why they look up to them. Lastly, they talk about their troubles in fitting in America while still loving their homeland. Join us! P.S. The term illegal was used erroneously to describe parents that had traveled to the US without documentation. This was not the correct verbiage to describe such individuals and it will not be used again. Sincerely, Don Ramon