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22:24
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22:26
Hello!

22:26
Hello

22:26
Welcome Everyone! My name is Ayla Colella, Senior Director at the National Council. Please let us know where you are tuning in from!

22:39
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yes

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yes

24:07
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24:11
All good

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24:11
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24:14
yes

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26:04
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26:16
From NC too

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27:06
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30:10
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31:11
Everyone is coming to this work doing their best

31:14
Matthew Doll

31:16
Good afternoon everyone, Richard Flores-Director of Payor Engagement, Tejas HMA.

31:17
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31:19
assume positive intent

31:20
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31:33
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31:35
Remain respectful

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31:44
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31:50
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31:51
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31:52
open mindset

31:58
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32:01
Organizational change and trauma informed approaches

32:03
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32:11
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32:12
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32:17
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32:47
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32:50
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33:19
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33:40
Longmont, Colorado

33:52
Good Afternoon from BK, NY

33:55
Good afternoon from Syracuse, NY..

34:12
over exposure to certain perspectives

34:21
unknown favoritism

34:23
Not necessarily aware of these bias

34:26
Unintentional

34:42
It is the normalizing the ways especially when unfair ways you treat or see others

34:46
Unconscious bias is a bias that one may have and not know it.

34:55
Assuming you know without asking

35:06
What is a positive impact of unconscious bias?

35:07
yes

35:09
yes

35:10
Yes

35:11
YES!

35:11
Sometimes

35:11
racism & gender

35:12
yes

35:12
yes

35:12
yes

35:13
yes

35:13
yes

35:14
yes

35:15
not me ---there are so many types

35:16
yes

35:16
yes

35:17
Yes

35:18
I think racism and also gendered bias

35:18
yes

35:19
yes

35:19
yes

35:19
👍

35:20
Often

35:20
yes

35:21
ues

35:22
Yes

35:22
That's why we lose people!

35:22
yes

35:23
yes

35:23
Yes, thanks to lots of training

35:24
Disability as well

35:25
yup

35:26
Sometimes

35:26
sexuality

35:27
Yes

35:27
So overt

35:27
it is the most common

35:27
yes

35:28
sometimes

35:29
Racism is one of the words that comes to mind.

35:30
yes, racism mostly as well as LGBTQIA community

35:34
Bias ca be anything, lol

35:36
Not the only one.

35:38
structural racism

35:40
Implicit biased unchecked bolster explicit bias (all the isms)

35:58
True, including religious beliefs

36:02
Yesss

36:04
race, gender, sexual identity & also substance use and MH population

36:11
structural racism in office culture.

36:20
racism can be an effect of unconscious bias

36:24
school testing

36:25
SUD bias is a good one.

36:25
I read somewhere--implicit bias is like wind--you can't see it, but you feel it and you can see its impacts...

36:32
also nationality; language

36:42
it is learned social behavior

36:48
size, age; gender

36:49
yeas

36:49
Grace, I like that comparison

37:08
Yes!

37:24
it is very active

37:26
Also, there are subtleties around racism

37:40
Unconscious bias isn't "good" or "bad," it just is. How one behaves because of it can be BAD.

37:44
After being in an interracial marriage, I saw the unconscious bias in my family come out so much more than I think myself or them even knew

39:52
unconscious bias can be harmful but racism or the other "isms" seem very intentional and "active".

40:16
We must be very intentional about working through our unconscious biases.

41:05
How about "look"ism (perceived beauty according to social standards)

42:27
This can impact engagement with services.

42:45
This can impact how you connect with others - both colleagues and patients

42:54
code switching maybe depending on who it is...

42:54
Impact providers ability to believe patient's pain level

43:00
assessment

43:02
immediate impact on rapport

43:04
It can impact the quality of care as well

43:05
yes Kelly

43:05
🤚🏾those perceptions come with biases

43:08
It can stop you from listing to someone before you even know much about them. You could discount their experience without even considering that you are doing it

43:10
rapport-can I trust them and they trust me

43:10
either accept what another says as valid or invalid

43:12
we use that as a springboard to how we interact with them

43:12
How we respond to patient's struggles with emotional regulation

43:13
I can make or break a connection

43:14
You have already formed an opinion just seeing their name and before meeting the patient

43:19
There are a variety of studies that show that these types of judgments have negative impact on health outcomes, healthcare

43:19
I think providers can sometimes assume these factors impact a patient's intelligence, motivation to engage in treatment, or level of guardedness/being difficult

43:20
different levels of patient care, customer service

43:20
People make decisions about their relative power and how to navigate the power dynamics of the relationship

43:21
I think it is the human experience to make these decision, but it is how we respond to those judgments that matters. If we give it no weight, we can be more open.

43:21
It can impact how much patients trust us and how much we are willing to go above and beyond to help

43:22
don't have the whitecoat mindset

43:23
The impact can be as extreme as death for people who don't get equitable care

43:23
Trust is huge!

43:25
immediately effects the was patients see us as providers

43:26
impacts how the person may be treated.

43:28
impacts who we hire and promote

43:29
America has the worst maternal death rate in black women due to judgements about whether or not black women are trust worthy

43:31
It can affect how patient care is delivered.

43:33
Overall impact to delivery of care

43:37
In patient care can impact the weight given to patetient account of symptoms

43:40
social norms play a role in how we view these factors, as well

43:41
medication

43:43
Trauma Informed Care

43:43
Can cause us to make assumptions that can them impact our decision making

43:49
How likely we are to want to help

43:57
making judgements about the client or patient "being noncompliant"

43:59
How do you differentiate collective unconscious bias due to ignorance as a result of living in communities that are not diverse from racism or other ism?

44:01
Overpathologization of experiences

44:05
impacts your attitude toward the person (especially thinking about the friendliness and trustworthiness of the person)

44:06
How seriously the client is taken by staff

44:14
I f we are not aware of thiese knee jerk decisions we can not over rule them and they will result in greater unconscious bias.

44:14
Assumptions tht people are willing to share their trauma within moments of meeting us

44:15
giving people space to show up differently, to grow, and change

44:16
How we chart/document about the person

44:16
Simply what you wear or how you talk can drastically change how you are treated

44:17
Having a bias in healthcare can affect the care you give to a person, treating one person worse than others because of certain traits or characteristics.

44:18
Sickle cell patients have high level of fear

44:23
Making judgments and how serious the person is taken.

44:34
Perception of trust can impact what opportunities a person is given. Other assumptions on this list impact perceptions of affinity which impacts team building and relationship development.

44:35
I offer Serena Williams as an example of not listening to a patien

44:35
The initial judgements come with bias and - unchecked - will impact assessment & that assessment can be taken as truth by others.

44:38
Organizational Research.

44:56
Impact, influence, decision

45:00
Is this possible to get this right on an individual level in a work culture or environment that do not support this model?

45:02
making judgements if people will fit into "team culture" when hired

45:07
Whether or not we blame the patient for their symtoms

45:12
I recently involved in car accident and the assumption was that I was attempting to do something illegal since there was not damage to my vehicle and requested police report

45:15
We should not be making judgement at all at least that soon

45:30
dont forget to be human

45:36
For me there's only one race human race and we should all be treated equally

45:57
We make decisions quickly because we utilize our brains effectively....it's survival.

46:07
Attractiveness is also a factor that impacts how you're treated...

46:36
No sound

46:44
I can hear it

46:46
I can hear

46:47
I got plenty of sound haha

46:47
I can hear

46:48
I hear it

46:51
I have sound

46:51
I have sound

47:14
You have to fix your sound input.

47:35
Got it. Thanks.

47:57
I have no sound

48:20
This reminds me of my daughter who stands 6 feet 3 inches. It never fails that when we are out in public people run up to her and ask what team does she play for.

49:40
so true

50:01
great video

50:43
Loved the video.

50:46
10 is a lot

50:49
lol

50:59
I was thinking that 😂

51:02
my office mate/good friend my boyfriend my kids my mom

51:11
that is only 6

51:15
I don't have ten

51:29
Ten is a challenge for sure… 🙂

51:29
Husband, children, parents, siblings, best friend

51:42
my son, is the only person I trust fully. My life is soo shallow

51:55
My 2 sisters, my husband, my niece, my two nephews, my mom, my two besties

52:36
husband, 2 sons, daughter law, 4 co-workers, best friend, mom

52:43
SONS, HUSBAND, FIRENDS, SCHURCH CHOIR, OFFICE MATES

53:10
they're younger than me, 5 are the same gender; 3 are a different race, but I definitely don't have a group of 10 people that I "trust" and 2 are co-workers (same work ethic, similar education background)

53:12
Progressive thinkers primarily

53:18
similar gender. variety of ages, race & sexual orientation,

53:22
SOME RELATED TO COMMON INTEREST

53:39
Hello from beautiful Browning MT Blackfeet Nation, gateway to Glacier Nat'l Park

53:40
My wife two friends and my dog.

53:44
DEFINITELY GENDER PLAYS A ROLE AS WELL

53:56
👍Most of my list is family. One is a coworker who I trust because she has proven to be trustworthy. She is the only person on my list who is a different ethnicity.

54:02
I notice that even though I can create a list, not all these people know all aspects of me, nor do I want to share all of me with all of them

54:25
Similar in intellectual ability and interest.

54:52
most of my list is family and friends and the same race except 1 male.

55:08
I RECOGNIZE HOW EACH MEET MY NEEDS AND MOSTLY ENGAGE BASED ON THE NEED MET

55:12
I understand Dora Saso

55:27
there are different levels of trust and so different people meet those different levels

55:48
Can you compartmentalize trust?

55:54
Agree Mehala

57:09
psychological safety

57:16
Agree with Mehala also

57:21
Maslow

57:35
I think similarity is a great issue. It is the same idea as the types of media we watch and the people we spend our time with. Our biases will only be reinforced if we don't expand our avenues.

57:40
@ Truman maslow stole his theory and info from the blackfoot nation

57:41
I think once one feels unsafe, it takes a lot of work to question one's assumptions

58:34
didn't know that but we stole lots of things don't mean they are not true just wrong person got credit.

58:51
We don't hear much about sizism and the bias regarding those who are obese.

59:18
or super small too - assume sud or eating disorders

59:34
Correct.

59:46
@LT Agree

01:00:09
@LT; I agree with you 100%

01:00:39
Laurie a very valid point. Likewise for people with MH or SU issues or physical limitations and more

01:00:46
Love this Ted Talk...Verna nails it

01:02:40
wow

01:02:41
Default- that is interesting perspective

01:02:54
it takes courage to be that honest

01:02:55
That is very powerful!

01:03:21
yes I have had the same experience!

01:03:59
mine was OBGYN, I did not trust the male

01:04:05
Socialization vs bias vs isms

01:04:12
check them out with others

01:04:19
I slow down! Stop!

01:04:26
I get curious about them

01:04:26
When I notice it, I ask myself why.

01:04:27
I question where they come from.

01:04:27
Try to pause and reflect on them

01:04:28
Notice, be curious where that comes from

01:04:28
I typically take a step back to determine where the bias/thought comes from.

01:04:28
I like to ask others their perspectives on the same situation

01:04:29
Pregnant pause - take a breath

01:04:31
I try to ask myself, why I thought that or what caused me to think way

01:04:31
approach with curiosity

01:04:34
I get curious with myself to see why I feel/think that

01:04:36
feel humbled

01:04:37
get curious

01:04:38
I exclude others and do it myself

01:04:40
Tricia I prefer a female OBGYN

01:04:40
acknowledge and stop to question myself about them

01:04:41
Own up to your Biases.

01:04:42
I get embarrassed and reevaluate.

01:04:42
I acknowledge them and the why....

01:04:43
Was surprised, made me stop in my tacks and question, where did this come from???

01:04:44
confront it and use it in my workshops

01:04:45
I have to be very intentional about spending some time everyday (hopefully) reflecting on my biases

01:04:48
Try to take a step back and think before interacting.

01:04:52
recognize and embrace...then think about how to react

01:04:57
I also reflect on my shadow self

01:04:59
Feel embarrassed, uncomfortable

01:05:06
Take a moment to question and ask others.

01:05:17
Nerissa Heller--YES!

01:05:18
Refer to a trusted friend as a gauge to see if the lens is bias

01:05:20
I usually have a really stern talk with myself because I am so horrified at the realization of the bias.

01:05:22
Acknowledge and investigate

01:05:27
If feeling unsafe, first seek safety. Once feeling "safe" then question my assumptions

01:05:42
I use the process of saying "thought, thought" in my head so I notice the thought and then think through the why and try to reframe the thought

01:05:47
recognize them, have a conversation with myself about why, then seek media that challenges my bias

01:05:50
disappointed in myself. reflect on why I have that bias

01:05:52
I take a moment to think if the bias serves me well or does not (i.e. prefer female doctor over male), does it serve a real purpose or is it something that is not necessary and can be disregarded and not used in my day

01:05:53
Sometimes I'm angry and I just go all in - I don't realize until I've calmed down that I'm reacting to a bias.

01:06:04
first see the awareness as a gift. it is the seed of positive change.

01:06:13
Take a beat and dig into where that came from

01:06:44
They can be hard to confront (can make me feel very guilty) but just attempt to acknowledge, access the "why", and educate myself via research or exposure.

01:06:52
Conscious effort to acknowledge ones bias.

01:07:01
I definitely have been told that I process slowly. I tend to not say anything right away so I can figure out how to best respond, but sometimes I'll walk away and wonder why I said what I said if I feel uneasy about a situation.

01:07:02
I have less comfortable conversations. I sometimes ask the other person how I/we could do better. I often ask our clients if they would be willing to have a conversation with me about race. I am a white woman and my clients of other races love that I am willing to ask them how WE as an organization are doing and to share with me where we are falling short.

01:07:10
I think that as we exist in language we must realize that we are always constructing/encountering the world through biases; we only can have situated objectivity. Finding a place of safety/comfort/equity is a constant negotiation and not a fixed or permanent place. Our last queen (Hawaiian) spoke of the width of a blade of pili grass. I think that is the apt analogy.

01:07:33
In the moment I usually move from surprise to shock/embarrassment/shame, then I start asking myself what is going on and why is this coming up for me?

01:07:56
If we are honest with ourselves all people have biases. It does not matter your disability, race, gender, etc. One of things that bothers me most is when people say that I do not see color but can give you countless examples of when and where people are not accepted today.

01:08:29
Acknowledge my bias, think about where it came from and how I want to move forward in growth around the bias.

01:08:47
Verna also has a great fun book entitled "What if I say the wrong thing? 25 habits for culturally effective people."

01:08:56
Mentally negate it, tell myself a different story. Recognize it's bias, not fact. Sometimes I feel ashamed or sad that this is how our minds are programmed.

01:09:00
Honestly, first justify them because of my own experiences of dealing with unjust behavior related to bias. I think some times can feel like we are exempt due to our own experiences, if we are not intentional.

01:09:27
@MS; I agree we must be willing to ask the questions.

01:09:35
I acknowledge the experience. If I can, within the context of the time or place/situation, I challenge myself by letting the person know where is coming from. It has helped me to open and it has created more engagement.

01:09:58
sometimes I honestly don't recognize the bias until a little later. So I try to remember the next go around

01:10:27
Always be aware of your thoughts and feelings, what’s causing them, especially if you are meeting a person for the first time,

01:10:43
I call myself out and, despite doing it for a while, it's still hard. I "resist" every time.

01:11:14
Yes

01:11:20
As a Black woman raised in the Jim Crow South the 1st 14 years of my life, I recognize when old ways intrude into my current life. In NC, we still have communities where I am not welcomed

01:11:37
I have a lot of bias around people with money and real power like as in a chain of command, as I have more money and power my bias is more and more confirmed and my anger is bigger

01:11:45
about injustice

01:11:56
Try to be present and open to avoid allowing my biases to come out.

01:12:24
This just happened to me yesterday. I am currently pregnant with a girl and I don't want for her to be forced to the follow the typical stereotypes of women. However, if something such as sewing or other roles associated with a women role brings her joy, I don't want to dissuade her either.

01:12:28
My kids bring it to my attention and I have to think about what I am thinking and speaking.

01:12:31
WHEN I CATCH MYSELF AND RECOGNIZE HOW MY EXPERIENCE SHAPE IT AND TRY TO MINDFUL TO CHANGE BY EXPRESSING MY EXPERIENCE VERSUS PLACING JUDGEMENT

01:13:06
Also, reading, researching about who/what I realize I have a bias about

01:14:56
mental health services

01:19:27
we will get these slides right??

01:21:34
Important distinctions

01:21:56
Health and well-being

01:22:37
Because health often happens outside of healthcare facilities! (food access, stress management, movement, environment, etc)

01:23:53
GREAT PRESENTATION. SORRY I HAVE TO LEAVE EARLY DUE TO CLIENT APPOINTMENT.

01:24:38
I've heard social determinants of health reframed as social drivers of health because the latter is more active and open to change whereas the former seems stagnant and unmoveable

01:25:11
^ thank you Cherline!

01:25:20
@cherline great point!

01:25:28
what is the website again?

01:25:46
Dude I like that social drivers of health

01:26:03
Yes, what is that test again?

01:26:53
Will all of the great tools utilized (videos/bias test/etc.) and mentioned be sent to us after the training?

01:26:55
Facial expressions say it all for me

01:27:01
Harvard IAT: https://implicit.harvard.edu/implicit/takeatest.html

01:27:04
mispronouncing a name

01:27:18
Yes! People constantly checking their "watches" while you are having a conversation! 😒

01:27:22
I agree entirely especially when I give a nick name to avoid the full name and they still get it wrong

01:27:25
Mispronouncing a person's name really upsets me. Be intentional and respectful=learn their name

01:27:34
not honoring someone's pronouns

01:27:57
Hi all, we will be emailing these slides to attendees and posting the slides and a recording of today's session on our website (https://www.thenationalcouncil.org/program/the-social-justice-leadership-academy/) after today's session. Thanks!

01:27:59
Yes, Zachary! So important and easy to do!

01:28:13
What do you mean by Monitor Person Greetings?

01:29:16
Thank you Anika

01:29:50
I see. Thank you. Take my cues from them.

01:30:12
Especially as we are all returning to the office - minding folks' boundaries is very important.

01:31:00
Incredibly informative.

01:32:04
Recognizing that lack of mal intent does not negate the impact

01:33:39
Yes, Anika! That seems like such a hard concept for folks to get.

01:34:24
Love that Anika!

01:34:45
incredible presentation....thank you so much

01:35:08
This was such a great presentation! Thank you for your time to speak with us today.

01:35:09
Acknowledging seems to be the hardest part - as we see in all the drama around supposed "CRT" in schools !

01:35:16
Great presentation!

01:35:17
Thank you for the thought provoking presentation.

01:35:23
This language is so helpful for me

01:35:27
Thanks a billion Dr. Portia Newman!

01:35:35
I can advocate so much better with this language

01:35:35
Thank you for a very insightful presentation

01:35:39
Thank you!

01:35:51
Thank you so much this has been extremely informative!

01:35:53
Great presentation!

01:35:53
If the organization considers this work important, then they make time for trainings/discussions.

01:36:01
great job !

01:36:04
Thank you for the presentation.

01:36:06
Excellent. Thank you for challenging our moral conscience

01:36:12
What an amazing presentation! I will definitely be sharing with my organization!! Thank you!!!

01:36:12
Can you share strategies to address structural racism?

01:36:14
thank you!

01:36:18
Thank you for answering my question. It is an ongoing challenge knowing the demand for patient care.

01:36:56
I appreciate the idea of making it a "habit" - thank you for that framing.

01:37:52
You have to make the time. Remember - in addition to it being human and humane: the impact of bias leads to poor outcomes. It is a responsibility to include racial equity work in all we do.

01:38:15
May we share the recording with our students? We have to spread this information! Thanks in advance!

01:38:17
Josephine Muxlow, Cultural humility so crucial. Thank you

01:38:18
Excellent presentation, much to process and apply here. Thank you, Dr. Newman!

01:38:22
Many organizations are driven for diversity, at a basic level. The reality (and true benefit) of diversity is the diversity of thought that comes.

01:39:31
Thank you so very much. Very thought-provoking.

01:40:04
Great presentation, thank you! I'd like to continue it. I feel that we just got started!

01:40:11
Our organization has been spending the last two years in creating a base level foundation for language and basic understanding to implement trauma-informed care across the whole agency at all service levels, while ensuring the base is inclusive of diversity, equity and intersectionality...it has been eye-opening to see how broad the spectrum of personal awareness, experience and understanding is, as well as the difficulty of creating the safety for all to truly engage and grow together. I appreciate the constant and ongoing concept of practice required.

01:40:17
This presentation has been very informative and inspiring. Thanks, Dr. Newman! Blessings on you and the work that you do and engage!

01:40:57
This was an outstanding presentation! I wish we had more time with you!!

01:41:03
Thank you for the eye opening presentation, that causes me to be aware of my actions, before acting them out

01:41:27
Thank you!

01:41:39
Thank you Dr. Newman. A very engaging, inspirational and practical presentation. I look forward to learning more about work and resources you share in this presentation.

01:41:45
YES MARK!!!!

01:41:49
Thank you Dr. Newman!!

01:41:49
YES YES YES

01:41:57
yes

01:41:57
Thank you so much, Dr. Newman!!!!

01:42:00
Yes Mark!

01:42:01
WOW!!!!

01:42:13
Yes to Mark

01:42:17
Excellent presentation and questions

01:42:23
I am tired of the emotional labor being requested and then no one listening

01:42:27
Thank you Dr. Newman for this excellent presentation

01:42:45
Amen.

01:43:40
YES Dr. Newman!!!!!!

01:43:44
Yesssssssssss!!!

01:43:51
I have tried numerous times to bring up racial bias and racial anxiety (or maybe it would be considered reverse racial anxiety) with my coworkers during staff meetings. I often feel as though I have offended them when bringing up situations where white coworkers have refused to deal with the poor choices or behaviors of out clients of color. Any advice on how I can have this conversation with them, and get them to participate in a conversation about how we can do better?

01:44:00
PAY US FOR OUR KNOWLEDGE AND LIVED EXPERIENCE!!!

01:44:19
😊 great session, thanks

01:44:22
Agreed, recognize their experience and contribution as being a Change Agent. Give it legitimacy.

01:44:25
I find that my psychological safety is undermined by the silence of those who I need to collaborate with to make change.....where is the collective outrage about racism/anti-Black racism?

01:44:29
Yes Dr Newmam

01:44:34
Thanks so much for your thoughts

01:44:55
Can you share strategies to address structural racism?

01:45:03
I'm also very interested in this! :-)

01:45:50
@ ava rose yes same for me

01:46:44
for me it is working at a tribal health care org run by white people largely and no one wants to have the conversations needed to make change

01:46:48
Thank you!

01:46:49
Thank you, Dr. Newman!!!!

01:47:05
Thank you

01:47:09
Yes. Thank you, Dr. Newman!

01:47:15
Thank you, Dr. Newman!

01:47:17
Thank you Dr. Portia Newman! Very informative!

01:47:19
Thank you, Dr. Newman for sharing your knowledge

01:47:20
Thank you for a great discussion and presentation. Thank you Dr. Newman.

01:47:22
Wonderful presentation! Thank you Dr. Newman.

01:47:32
Thank you Dr. Newman. Great information and food for thought.

01:47:39
Thank you!

01:47:39
Thank you Dr. Newman for a great presentation!

01:47:39
would you please provide the certificate

01:47:40
Thank you Dr. Newman. The presentation and discussion was great.

01:47:44
Quayna Caqneq to you Dr. Newman

01:47:56
Thanks for providing the recording!

01:47:58
very practical information... thank you

01:47:58
thank you so much!!!

01:48:07
Thank you!

01:48:08
Is it possible to get Dr. Newman

01:48:13
Thank you!

01:48:27
Thank you

01:48:29
Thank you.

01:48:29
thank you, dr. portia!

01:48:31
Much gratitude Dr. Newman, such informative information!

01:48:33
Thank you!

01:48:34
Thank you so much, Dr. Newman! This was such an amazing presentation! Thank you for sharing your expertise with us today

01:48:38
Thank you! :)

01:48:43
Thank you!

01:48:44
Keep going, your presentation was excellent!

01:48:47
Thank you for the great presentation :)

01:48:50
thank you

01:48:51
Thank you, Dr. Newman!!!

01:48:53
thank you

01:48:54
Thank you, Dr. Newman!

01:48:58
Amazing! Thank you!

01:49:11
so appreciate your time and knowledge and all participants too!

01:49:17
Thank you for this very informative presentation.

01:49:20
thank you

01:49:21
Great Training. Thank youi.

01:49:23
thank you so much!

01:49:23
Excellent presentation! Many thanks!

01:49:24
Hand Clapping

01:49:24
Portia, is there an email we can send you a question?

01:49:24
This was great! Thank you!

01:49:24
thanks!

01:49:27
Thank you!!

01:49:28
thank you!