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Inclusivity Minute

The Inclusivity Minute email project began in 2018 as a joint effort between the DCEG Fellows Committee and the Office of the Director to cultivate a culture of inclusion in the Division. Monthly Inclusivity Minute email messages are archived below; each addresses relevant topics and provides resources for learning more. Read more About the Inclusivity Minute Email Project.

    • Importance of Disaggregated Asian American Data
      , by Jacqueline B. Vo (REB) and Jaimie Z. Shing (IIB)

      Asian Americans are vastly diverse in ethnicity, language, immigration patterns, cultural beliefs, English proficiency, health outcomes, and socioeconomic status. The authors discuss improving health research of this population by disaggregating ethnicity data by country of origin (e.g., Chinese, Vietnamese, Cambodian, Asian Indian, Filipino) and utilizing reference groups other than non-Hispanic White.

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    • Neurodiversity
      , by DCEG Staff

      Neurodiversity describes the variation in the human experience of the world, in school, at work, and through social relationships. Driven by both genetic and environmental factors, an estimated 15-20 percent of the world population exhibits some form of neurodivergence. Neurodiverse individuals possess unique strengths that can improve productivity, quality, innovation, and engagement when they are working in a neurodivergent-friendly environment.

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    • Beyond the Gender Binary
      , by DCEG Staff

      The gender binary describes the inaccurate concept that gender is categorized into only two distinct forms (i.e. man/woman). Many gender-expansive identities exist either between or outside of this binary, such as genderfluid, genderqueer, non-binary or agender. Various pronouns like the singular, third person "they" may be used to reflect gender neutrality.

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    • Black Futures Month
      , by DCEG Staff

      Black Futures Month, established in 2015, is a “visionary, forward-looking spin on celebrations of Blackness in February.”

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    • Global Health Research Equity
      , by DCEG Staff

      The history of global health research, having evolved from colonial and tropical medicine, is rife with inequities due to unequal distribution of power. The authors discuss the background of inequities, and what actions can and should be taken to achieve global health equity, including removal of all forms of classism, racism, and sexism.

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    • The Curb-Cut Effect
      , by DCEG Staff

      The "Curb-Cut Effect" describes how addressing disadvantages or exclusions experienced by one group of people creates an environment that enables everyone to participate and contribute fully.

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    • Reporting Race: Use of Inclusive Language in Disparities Research
      , by DCEG Staff

      The language we choose is powerful and conveys implicit meaning, values and perspectives. It shapes how we share our identities with others and how we view others. When discussing race and ethnicity in scientific reporting, terminology and word choice are critically important.

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    • Structural Racism

      Structural racism is racism that is normalized and legitimized by the policies, institutions, and systems that govern our society (e.g., in housing, education, employment, healthcare, criminal justice, etc). Although we’ve made great progress towards achieving racial equality, outdated rules and norms of the past remain engrained in our institutions, and their harmful effects persist to this day. Learn more in this issue of Inclusivity Minute.

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    • Let’s Talk About Xenophobia and Anti-Asian Hate Crimes

      Xenophobia, the “fear and hatred of strangers or foreigners,” is an unfamiliar term for some. While xenophobia is similar to racism, racism is prejudiced thoughts and discriminatory actions based on differences in race or ethnicity. A person can be both racist and xenophobic.

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    • Committing to Dismantling Anti-Black Racism in Scientific Research

      Learn about the ways to support the recruitment and retention of Black researchers and to combat anti-Black racism in academia and in the workplace.

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