Medical Specialty Board Parental, Caregiver, and Medical Leave Policy Updates After 2021 American Board of Medical Specialties Mandate

Abstract

these weeks, the prison-to-US incidence rate ratio was 5.0 (95% CI, 5.0-5.1), while the standardized mortality ratio was 2.7 (95% CI, 1.9-3.8).Discussion | COVID-19 incidence and standardized mortality rates remained consistently higher among the prison population than the overall US population in the first year of the pandemic. While COVID-19 incidence and mortality rates peaked in late 2020 and early 2021 and have since declined, the cumulative toll of COVID-19 has been several times greater among the prison population than the overall US population.A study limitation is reliance on publicly available data, which are subject to potential misreporting, delays, 4 and inconsistencies in population estimates. 3 In addition, differences in testing rates between the overall US population and the prison population may have biased incidence ratios. Also, the study period did not capture the more recent outbreak of COVID-19 cases due to the Delta variant. Nevertheless, this study underscores the importance of initiatives such as vaccination, decarceration, and continued disease surveillance in prison settings as long as the pandemic continues.

Gender Equity in Radiation Oncology: Culture Change Is a Marathon, Not a Sprint

“…Important research and advocacy is being performed outside of the United States and by other members of the healthcare team including physicists, and others that could not be adequately reviewed in the scope of this article. 5,58 All people benefit from intentional promotion of gender equity and diversity through enhanced productivity, 59 policy change, 25 and improved patient outcomes, 11,60 Tables are a compilation of select recent and relevant resources for interested individuals and leaders seeking to support gender equity. As a professional field, we must commit to implementing change, which promotes gender equity and eliminates detrimental gendered expectations.…”

“… 13 Institutional leadership needs to set equity goals and report progress as done in the publication from University of Florida. 45 , 46 National organizations need to commit to a goal of being equity leaders through allotment of resources to support committees like the gender equity task force and be responsive to feedback for internal improvements (ie, focus on continued pursuit of equity for board member) and external advocacy (ie, support of parental leave policies) 25 to ensure the gender gap narrows until it, ideally, disappears.…”

“…All people benefit from intentional promotion of gender equity and diversity through enhanced productivity, 59 policy change, 25 and improved patient outcomes. 11 , 60 The tables are a compilation of select recent and relevant resources for interested individuals and leaders seeking to support gender equity.…”

“…Recent changes toward more humane parental leave policies demonstrate a tangible benefit to all genders from advocacy efforts. 25 Resources and polices are only helpful if individuals and leadership are aware and intentional in resource utilization to make positive cultural changes. 26…”

“…Recent changes toward more humane parental leave policies demonstrate a tangible benefit to all genders from advocacy efforts. 25 Resources and polices are only helpful if individuals and leadership are aware and intentional in resource utilization to make positive cultural changes. 26 Unconscious Bias and Sexual Harassment: The spectrum of gender bias is broad and starts in early childhood as societal influences deter women from pursuing interests in science, technology, engineering, and mathematics (STEM) fields, 20,27 and the effects of these influences continue into careers.…”