標(biāo)題: Titlebook: Uprooting Bias in the Academy; Lessons from the Fie Linda F. Bisson,Laura Grindstaff,Sophie J. Barbu Book‘‘‘‘‘‘‘‘ 2022 The Editor(s) (if ap [打印本頁(yè)] 作者: 爆裂 時(shí)間: 2025-3-21 17:58
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作者: 使無(wú)效 時(shí)間: 2025-3-21 23:44 作者: 招人嫉妒 時(shí)間: 2025-3-22 02:08 作者: 勤勞 時(shí)間: 2025-3-22 08:29 作者: exhibit 時(shí)間: 2025-3-22 09:56
Disrupting Complacent Systemsstance in the pursuit of diversity, equity, and inclusion. We outline best practices for disruption drawing upon what we learned during the implementation of the NSF ADVANCE program on our campus. We then offer some thoughts on the steps ahead, including resources for sustainability.作者: Galactogogue 時(shí)間: 2025-3-22 16:18
From Affirmative Action to Inclusionlenges to diversity, equity, and inclusion in their own organizations. Since workplaces differ in their goals, priorities, and culture, the book is not a “how to” manual but rather a collective effort to share with readers the approaches we took, the information we gathered, what we observed and exp作者: 聯(lián)邦 時(shí)間: 2025-3-22 18:27
Assessing Institutionalized Biasrather reflects socially-constructed and culturally-specific priorities. Because academic merit and reward systems, as well as local cultures, can intentionally as well as unintentionally reinforce and hence perpetuate bias and barriers to inclusion, one of our UC Davis ADVANCE initiatives centered 作者: 祖?zhèn)?nbsp; 時(shí)間: 2025-3-22 23:39
A Long-Term Vision on Faculty Diversity at UC Davise students, transform graduate admissions practices, and improve mentoring of students during and after completion of their programs. This chapter explores these efforts at UC Davis and summarizes the lessons learned from their implementation.作者: 牽索 時(shí)間: 2025-3-23 03:32 作者: 啪心兒跳動(dòng) 時(shí)間: 2025-3-23 07:17 作者: 丑惡 時(shí)間: 2025-3-23 10:50
Advice Not Takene of change needed. Barriers to inclusion are deeply rooted in historical traditions, ideologies, and social practices outside of any single organization, and often these barriers are applied unconsciously. This means genuine cultural transformation will occur only if the organizational community as作者: Brain-Waves 時(shí)間: 2025-3-23 16:37
enge it. It then discusses the limitations of data collection that is guided by the convention assumption that being diverse automatically means being inclusive. Lastly, it highlights the importance of creating a collaborative, interdisciplinary, and institution-wide vision of an inclusive community..978-3-030-85670-0978-3-030-85668-7作者: galley 時(shí)間: 2025-3-23 19:21
en erhofft. Systemisches Denken und daraus abgeleitetes Handeln sind für den Arzt von grunds?tzlicher Bedeutung. Für verschiedene Bereiche der Psychosozialen Medizin bildet die systemische Betrachtungsweise eine Art theoretischen Bezugsrahmen, welche für die Analyse und L?sung von Problemen sehr hilfreich sein kann.作者: 偶然 時(shí)間: 2025-3-23 23:47
Patientengruppe erleichtern die Gespr?chsführung und erweitern das Hilfsangebot für den Patienten...Das Buch basiert auf der Fachexpertise eines renommierten Autorenteams und spiegelt den aktuellen Stand der Wissenschaft wider. Es erfolgen viele Verweise und Erl?uterungen zur S3-Leitlinie ?Psychoonk作者: OVERT 時(shí)間: 2025-3-24 05:46 作者: onlooker 時(shí)間: 2025-3-24 10:19 作者: 苦惱 時(shí)間: 2025-3-24 12:40
Linda F. Bisson,Mary Lou de Leon Siantz,Laura Grindstaffalen Aspekte gleichberechtigt miteinander integriert gelehrt werden, ist nur an wenigen Universit?ten und auch eher nur experimentell realisiert. Da? die Notwendigkeit einer solchen Organisation nur von so wenigen Gesundheitspolitikern gesehen wird, ist wohl das gr??te Skandalon im ganzen medizinschen Bereich.作者: Meditative 時(shí)間: 2025-3-24 17:53 作者: 大罵 時(shí)間: 2025-3-24 19:31
Sophie J. Barbu,Karen McDonald,Binnie Singh,Laura Grindstaff作者: 聯(lián)合 時(shí)間: 2025-3-25 02:34 作者: groggy 時(shí)間: 2025-3-25 06:10 作者: Ptsd429 時(shí)間: 2025-3-25 08:27
Raquel E. Aldana,Josephine M. Moreno Situation in der Regel für die pflegenden Angeh?rigen insgesamt eine massive Einschr?nkung eigener Lebensgestaltung und Lebensqualit?t. Dennoch wird die Pflege von vielen Betroffenen nach wie vor im Verborgenen geleistet.作者: 合法 時(shí)間: 2025-3-25 14:39
Linda Katehier erkl?rt werden k?nnen. Eine spezifische Interpretation des Konzepts der Lebenslagen im Zusammenhang mit Luhmanns systemtheoretischer Perspektive nach Engels (.) soll den Abschluss des Kapitels bilden.作者: Obedient 時(shí)間: 2025-3-25 16:33 作者: defenses 時(shí)間: 2025-3-25 22:19
bezogene Faktoren, welche für die Arzt-Patient-Beziehung wichtig sind, sollen in diesem Kapitel dargestellt werden. Die verschiedenen Aspekte werden an einem komplexen Fallbeispiel veranschaulicht, auf welches immer wieder Bezug genommen wird.作者: GOUGE 時(shí)間: 2025-3-26 00:50
Linda F. Bisson,Laura Grindstaff,Kyaw Tha Paw U,Raquel E. Aldana,Sophie J. Barbu,Lisceth Brazil-Cruig) abgebrochen wird, dies in der Regel nicht an der fehlenden fachlich-medizinischen Kompetenz des Arztes liegt. Vielmehr sind es — oft unreflektierte — Schwierigkeiten im gegenseitigen Umgang, die den einen Partner (meist den Patienten) dazu veranlassen, die Beziehung abzubrechen.作者: 憎惡 時(shí)間: 2025-3-26 04:36
Yvette G. Flores,Laura Grindstaff,Lisceth Brazil-Cruzahmezust?nde freigemacht zu haben und das Land der Wahrheit ohne Drogen und andere illegale Transportmittel zu durchqueren. Seit Sokrates geh?rt es zum Ehrenkodex der ar-gumentierenden Gemeinschaften, da? es besser sei, nüchtern in die Irre zu gehen als droguiert mit letzten Wahrheiten herauszurücken.作者: Antagonism 時(shí)間: 2025-3-26 11:09
Mary Lou de Leon Siantz,Lisceth Brazil-Cruzit sc hizophren und schizoaffektiv erkrankten Menschen (PEGASUS) (Wienberg et al. 1995) und Psychoedukative Gruppen für Patienten und Angeh?rige (B?uml et al. 1996). In diesem Zusammenhang erw?hnenswert ist zudem das einzeltherapeutische Vorgehen von Süllwold and Herrlich (1990).作者: 六邊形 時(shí)間: 2025-3-26 14:47
eitspsychotherapie (Kap. 3.3) und die Ergebnisse der Studien" inkl. der sich daraus ergebenden Schlussfolgerungen, sind als theoretische Basis angedacht, um die praktischen Eins?tze der WAP besser argumentativ abstützen zu k?nnen. Die Beschreibung der nun folgenden Interventions- und Arbeitsm?glichkeiten hat dabei nur exemplarischen作者: dearth 時(shí)間: 2025-3-26 17:55
Barriers to Inclusion: Social Roots and Current Concernsher barriers, play a role, and, together with inequitable distribution of opportunities and resources, produce and reproduce?racial and gendered inequalities.?Identifying?barriers to inclusion and understanding how they?shape behavior?is?critical to eliminating them.作者: defeatist 時(shí)間: 2025-3-26 21:14 作者: Rankle 時(shí)間: 2025-3-27 04:07
Leadership and Organizational Structurelearning, communication, and open discussion. This chapter describes the role of leadership in institutional transformation as well as elements of team assembly and design, along with the critical role of communication.作者: anarchist 時(shí)間: 2025-3-27 08:17
Work-Life Integration in Academia: From Myth to Reality discuss the challenges associated with these and other efforts during the implementation of our ADVANCE programs. We also make recommendations for improving work-life integration in academia and beyond—to turn myth into reality.作者: 罐里有戒指 時(shí)間: 2025-3-27 13:23
Leading While Female: A Personal Journeyte gender expectations. As a consequence, women leaders may be marginalized and their authority resisted or unrecognized. This chapter is a personal journey detailing my own experiences of “l(fā)eading while female.”作者: 險(xiǎn)代理人 時(shí)間: 2025-3-27 15:39 作者: CAGE 時(shí)間: 2025-3-27 20:04 作者: Outwit 時(shí)間: 2025-3-27 23:52 作者: 贊成你 時(shí)間: 2025-3-28 02:28
Assessing Institutionalized Biaserit” is believed to be associated with innate intellectual ability, dedication to learning and knowledge generation, mastery of a field of study, and recognition by others of comparable training and academic standing. Evaluations of accomplishment are dutifully (and often wishfully) believed to be 作者: Working-Memory 時(shí)間: 2025-3-28 09:05 作者: BOOST 時(shí)間: 2025-3-28 12:36
A Long-Term Vision on Faculty Diversity at UC Davisneeded to fulfill ADVANCE’s own aspirations. One of these aspirations is to change the face of STEM at UC Davis. Transformational change must consider the pipeline of Latinx and other underrepresented students into all doctoral programs, including but not limited to STEM. This chapter addresses the 作者: Sciatica 時(shí)間: 2025-3-28 16:29
Latinx Communities and Academic Trajectoriesscuss the demographic realities of Latinx representation in higher education, the various ways in which Latinx scholars are marginalized, and what’s currently known about “best practices” when seeking excellence and inclusion through institutional diversity. We stress the importance of intersectiona作者: 服從 時(shí)間: 2025-3-28 20:52
Making Visible the Invisible: Studying Latina STEM Scholarsted States. In addition to outlining our key findings, we address the process of conducting the research and explain why the Latina experience is crucial to understanding current discrimination practices. We discuss the theoretical foundations of our methodology and the importance of qualitative, in作者: languid 時(shí)間: 2025-3-28 23:37 作者: hangdog 時(shí)間: 2025-3-29 04:45
Mentorship, Sponsorship, and Professional Networking backgrounds. From 2012 to 2018, the UC Davis ADVANCE Mentorship and Networking Initiative (MNI) partnered with the campus leadership to implement several programs and activities to support mentorship, sponsorship, and professional networking for STEM women faculty across career levels. During this 作者: Thyroxine 時(shí)間: 2025-3-29 07:25
Work-Life Integration in Academia: From Myth to Realityr parent and that as a working professional effectively limits diversity efforts in STEM. Addressing this conflict is therefore crucial to creating a more inclusive academic environment. Work-life integration has two fundamental components—structural and cultural. Workplace polices need to enable at作者: 下垂 時(shí)間: 2025-3-29 14:41 作者: 墻壁 時(shí)間: 2025-3-29 17:21 作者: 令人作嘔 時(shí)間: 2025-3-29 21:27
Disrupting Complacent Systemsstance in the pursuit of diversity, equity, and inclusion. We outline best practices for disruption drawing upon what we learned during the implementation of the NSF ADVANCE program on our campus. We then offer some thoughts on the steps ahead, including resources for sustainability.作者: 沙草紙 時(shí)間: 2025-3-30 00:03 作者: scotoma 時(shí)間: 2025-3-30 06:12
