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TODAY is the @ASTRO_org @theNCI Diversity Symposium on Implicit Bias featuring #radonc greatness @DrWinkfield @reshmajagsi @pnbarry @alediazmd @terri95517721 @DrMalikaSiker Dr. Charles Thomas, Dr. Curt Deville. Don't miss it! Special Session 2, 10/27, 12:30 pm EST. 
@DrMalikaSiker introducing #CHEDI, overview of programs and policies
info on implicit bias and how it affects us in
Sharing work of Dr. Curt Deville, demonstrating glaring disparities in our workforce
Sharing work of @awadahmedMD showing concerning gender trends in #radonc
Implicit bias also profoundly affects our patients. Something @DrIbram discussed in his #KendiKeynote yesterday.
This goes both ways. Physicians of color and female physicians face tremendous bias from patients and colleagues.
Now onto moderated case discussion with @alediazmd. Rare opportunity to hear so many equity experts share insights on #implicitbias scenarios we face in #radonc
First case
Dr. Reshma Jagsi "We must turn bystanders into upstanders."
Dr. Karen Winkfield highlights that this is an opportunity to educate/redirect and emphasize the importance of respectful behavior bidirectionally.
Having the skill set to identify and address microaggressions (and macroaggressions) is key. Panelists reference Dr. Chapman's recent paper on ways to do this.
Practical tips from Dr. Winkfield: Use facts. Check (speak truth) and redirect.
Dr. Deville suggests using the same tools we use in cancer care discussion, like empathy and reassurance.
Next case:
Dr. Jagsi reviewing CV studies that demonstrate women/POC are less likely to be successful with the SAME CV with name/gender changed.
"Grit predicts for success." from @reshmajagsi program director perspective [MIC DROP]
@DrWinkfield sharing her intentionality in her journey, the importance of #HBCUs, and the need for us in #radonc to understand and embrace holistic interview/evaluation processes.
Dr. Deville references @ChelseaPinnix paper on holistic review, including community service, advocacy, engagement. Need to rely on these metrics more as board scores are de-emphasized. Challenge for all of us to assess use of evidence-based unbiased practices in our own programs.
Dr. Thomas speaks to creating a more inclusive selection process by "walking the talk, keeping tentacles open for talent."
@DrWinkfield shares how daunting it can be for underrepresented applicants to be "the only ___." She emphasizes the importance of connecting diverse applicants with diverse mentors at your institution, both within and outside of #radonc.
@reshmajagsi shares that it's more effective to have "networks of mentorship" instead of the traditional, dyadic mentorship relationship.
Virtual environment presents unique challenges for residency and faculty recruitment. Need to be acutely aware and @reshmajagsi suggests using tools that have been cultivated from live environment to be a "Zoom ally"
Last case:
@DrWinkfield suggests that although it is hard, #womenwhocurie must speak up.
Some concrete suggestions: "Excuse me, I am speaking" or "Thank you for reiterating the point I am making". Important for bystanders to step up too.
@pnbarry emphasizes the importance of boundary setting. She also suggests establishing allies ahead of the meetings/tumor boards/etc.
Oops, actually one more LAST case :)
Dr. Thomas sharing that implicit bias affects ALL OF US, even equity experts. #humility #trueleadership #lifelonglearning 
@terri95517721 wraps up session with resources for the audience. Thank you, amazing panelists and #CHEDI #ASTRO20
