Hey everybody! Welcome to another edition of JSA's Fast Forward, as we say farewell to 2022 by breaking down a busy December. Thanks for joining us as we broadcast live online via LinkedIn and YouTube and through our very own JSA TV newsroom. I'm Dean Perrion, Executive Vice President at JSA. And I'm Jamie Scott-O'Cataya, Founder and CEO of JSA. Yes. You know, I love Christmas. I do know this. It's a thing, it's a thing. And so fittingly, our writers picked up on us. And we're going to have a little fun with some Christmas movies that you may or may not be familiar with, but let's get ready to, you know, not let go of the holidays just yet. I'm thinking we go ahead and say farewell to 2022 by putting a holiday spin on December announcements with some of our favorite holiday movie quotes and puns.  Oh my God, absolutely. Absolutely. I have two trees up, actually. Yeah, I believe it. No, they're fake, so a little better for an environment and I can keep them up longer. That's right. That's right. Now, I take things down New Year's Day, but not to be scroogey, but I like where they belong, you know, so by New Year's Day, I'm completely over it, so I'm taking things down. But I am totally into this Christmas theme that we have. Thank you writers for that. So let's go ahead and make December's Best Headlines compliments of JSA's Telecom News Now blog. Yeah, I love those. I love those. And first, guys, we should mention, before we get into the holiday spirit a little bit longer, we do have big news dropping just today. JSA announcing a partnership with Capacity Media to bring live coverage of Metro Connect USA from sunny Fort Lauderdale, Florida. So if you are in the mood to put the holidays behind you and get some sun time in, we are expanding our capacity Europe extra powered by JSA platform, which you may remember debuted in London last year. At Capacity Europe to go ahead and create Metro Connect Extra powered by JSA in South Florida. Yeah, that is fantastic news, Jay. And by the way, I will be in South Florida to put Christmas behind me. But that aside, why don't you tell us everything about Metro Connect Extra powered by JSA. Yeah, I'm talking about singing to the Christmas choir here. Because Dino will be our hostess, poster with the most or host. Yeah. I've had way too much holiday rum. Okay, so Metro Connect Extra powered by JSA innovative broadcast featuring live interviews with key speakers like our Dino interviewing top folks in our industry. Exhibiting or speaking or attending Metro Connect, as well as, you know, viewers that have that inside scoop on all things telecom during the premier event Metro Connect first C level executives from Fiber data center, cloud tower and cable industry. So, you know, our ecosystem, it will ear all three days of the conference. Big stuff here running January 30th through February 1st, more to come. Yeah, that is very exciting news and there are already some big things happening in 2023. You want to talk about it, Jay? Absolutely. Dino, I'm glad your game for my farewell to Christmas JSA fast forward. I didn't say I was game for this. No, I can do that somewhere. Did you pass over that part in the script? All right. Well, anyway, you my friend are no Scrooge today. Let's, let's give it a go. Okay, let's see what you just did there and I am mentally preparing myself for one more Christmas. Just for you, Jane. All right, let's do this. Let's do this. I'm going to take you back to a Christmas classic for this expansion announcement. Here's the quote. Vermont should be beautiful this time of year with all that snow. Okay, we're talking about white Christmas with Bing Crosby and Danny Kay, right? Yeah, when they head to Vermont in the degrees and there's no snow and it's all very unreal. Bingo, Dino. The snow eventually arrives right on time though as Bing and Danny are the only ones craving Vermont. Fidium fiber internet recently announced its move to nine towns in Vermont and Maine customers will will receive multi gig internet without contracts and data caps. Thanks to this news. Outstanding and to think poor Bing and Rosemary Clooney didn't have cell phones or data in Vermont back in 1954. I mean, they were fortunate to have landlines, right? That's absolutely true. Speaking of expansions, Light Path announced a New York 15 network expansion that adds more than 300 root miles to the company's dense fiber network across New York, the New York Metro region, including the boroughs of Manhattan, Brooklyn and Queens. Well done to Light Path. That is a Christmas miracle on 34th Street and beyond for that whole area. Are we really going to do this? That's hilarious. Up next is Princeton Digital Group, Asia's leading data center provider, which launched a flagship data center in Mumbai, India just last month, which will also be powered up to 40%. You're going to love this, Jay, which will also be powered up to 40% by renewable energy and operate on minimal water consumption. That is good stuff there. Prime Data Centers is also continuing its incredible growth with the announcement of the pre-lease of its LAX01 data center by a large publicly traded company. That's code for a company we can't talk about, but it's pre-leased by a large publicly traded company, and the deal secures 12 megawatts of Prime's Los Angeles data center for delivery in the fourth quarter of this year. So big news for both Princeton Digital Group and Prime Data Centers. Alright, such amazing growth guys happening in 2023, and we are wrapping up our expansion news in December with some merry and bright acquisition news. So let's get to Xtel Communications, Innovative Telecom and Cybersecurity Specialist, Acquired Global Telecom, a local exchange carrier competitor, Xtel. Now spread its business across the Baltimore, Maryland landscape. Sounds like Xtel is spreading telecom and cloud solution joy down Baltimore chimneys, just like Tim Ellen did in the Santa Claus. That's a, there you go. Alright, so my turn now as we pivot to December partnership news, just like Cameron Diaz and Kate Winslet found their forever partners in the holiday. These telecom partners celebrating some Christmas partnership joy of their own. Here's a big one, Airtel Guys announcing a partnership with Meta Platforms Inc. to accelerate India's digital ecosystem. The partnership aims to bring high quality connectivity and world-class digital services for India customers. Very cool, connect-based meanwhile. Connect-based meanwhile has partnered with Cloverleaf Networks, a provider of customized networking and data solutions for business clients nationwide. The move provides Cloverleaf with visibility and access to partners while cutting its quoting time by nearly 90% because of good stuff. They're coming out of the connect-based newsroom. Yeah, and talking more partnerships, folks at ZennLayer announcing a partnership with Centropea, a Web3 network software company, Centropea, to provide enhanced network capacity to global Web3 network users. Awesome job by ZennLayer there, and it reminds me of the work George Bailey did at the Bailey Building and Loan to provide better housing options for the residents of Denver Falls. It's a wonderful life, Jamie. Yes, I see that business spirit, Dean, I see it. All right, on to some educational partnerships. Data Bank teamed up with the University of Maryland, making it's Zaratan high-performance computing environment live with the help of the Data Bank IAD2 data center. LightEdge, meanwhile, announcing a new education partnership as well with Iowa State University's Ivy Sales Forum to provide hands-on experience for students in the tech and computer science industry. We love that. Yeah, very cool. Love all these education partnerships. I sense a theme, Jamie. I'm saying it right now in January. Maybe education partnerships being a theme for 23. I hope that's true. Connect Base ups the ante with its search for snow heading further north to the snowy terrain of Alaska. Connect Base welcomes MTA, Alaska's best choice for technology and communications as its newest member of the Connected World Platform. The move improves diversity and survivability of connections between Alaska and the 48 continental states. We have that twice, and I said it twice. Yeah. And not to say Alaska is the North Pole, but enhanced connections from the North Pole to the lower 48. Always welcome news or Alaska too. Anyway, let's move on to December. New hire announcements because things really did get jolly just like Macy's hiring of the real Santa on Thanksgiving Day Parade in the Marigold on 34th Street. Well played, Jamie. Stream data centers. Welcome Kalen Space. Kalen Space, Kalen Kalen Space as its vice president of finance. By the way, that is the coolest name we have ever mentioned on fast forward. Kalen Space as its vice president of finance. Ms. Space will spearhead the development of the new financial processes and investor partner collaborations. That was a mouthful, but congratulations. Congratulations to Kalen or Kalen, pardon my mispronunciation there, on the new vice president of finance at stream data centers. Absolutely. And we should also say consolidated communications naming Fred Grafim as its new EVP and CFO. Grafim, the former executive vice president and CFO at Monitronics International. So seasoned player there. Congrats, consolidated. Very cool. Externet Systems announced the appointment of its new senior vice president, general counsel and corporate secretary. Talisa Webb-Shellin, that's Talisa Webb-Shellin as externet's new senior vice president and general counsel of and corporate secretary. Oh, wow. I love all these great names too. Yes, Lincoln Rockhouse expanding its leadership team this December adding John Greenwood as the company's senior vice president of corporate strategy and Brent Streetman as its senior vice president. Sales and marketing. So congrats, Lincoln. We've got John and Brent now in senior executive roles. Yeah, very cool. Connect-based welcomed Barbara Curran as to its team as chief people officer. I love a good people officer. In this role, Barbara will leverage more than 20 years of experience leading all areas of people operations for the company. That says a lot about a company when they have a chief people officer. This is the person who is making sure that the humans within the company are happy and I like that. Me as well. Me as well. All right. Over at bandwidth IG, the dark fiber provider announcing the appointment of Bruce Garrison as its new CEO. Big news guys, new CEO. The company says the announcement demonstrates a renewed commitment to providing dark fiber across the markets of Atlanta, Portland and San Francisco. Francisco. Francisco. Every time I think of that, I do think of Riseroni. I won't lie. It's deeply rooted from when I was a child. So it's San Francisco fun to say. Anyway, I digress. Francisco. That's fun to say is a quote from Will Ferrell in the elf. Love it. A modern Christmas classic at its finest, the elf. All right. Last but certainly not least guys is in the new hire section here is our fabulous edge connects. Deepening the executive bench with the addition of two new executives to accelerate the company's global expansion and development of customer centric and sustainable data center solutions. So congrats guys to Don McNeil as chief revenue officer and Brian green as executive vice president of operations engineering and project management. Yeah, I just want to point out that this is a great list of higher news for the last month of the year. Our industry is not just handing out jelly of the month club memberships. No kidding. Do you know why our cousin Eddie would point out that monthly jelly club memberships are the gifts that keep on giving all year long. True gifts guys are the hiring and appointing these efforts of these telecom companies these data center companies to really position themselves in 2023 and beyond our industry is popping. It really is. And speaking of the gifts that keep on giving mission critical facilities international ramped up its and more that you're going to love ESG commitment and a big way by making a significant donation of an uninterrupted power supply UPS equipment solution to solid rock international revolution project in the Dominican Republic. The contribution plays a vital role in providing critical electricity needed for medical clinics in the area by bridging the gap between city power and backup generators. This is awesome news. Yes, yes. Love MCFI love their ESG. Sorry. And by the way I feel like I just peaked earlier with the National Lampoon's Christmas vacation reference so we'll move on now. You are doing great. You know, we are moving on now to celebrate December award wins. It's a major award and I want it. Oh, you just did another great reference there. JSA fast forward is better with a Christmas story leg lamp reference. You know it absolutely is. I believe a Christmas story part of that was filmed here in Northwest Indiana. I think that's true. Maybe it's an urban legend that was just passed on from when I was a kid. But yes, right here in Northwest Indiana, I believe I might have just made that up though. And congratulations are in order to fiber sense a fiber optic sensing technology and monitoring company that was highly commended at the annual global telecom awards in the digital infrastructure innovation category for the company's innovated digital asset marine product. Fiber sense was the only company at the glow tells to receive the highly commended distinction in its category. So congratulations to fiber sense. Oh my gosh, I am such a big fan of the fiber sense technology. I knew I was reading about it before they even came over and introduce themselves. And I was like such a fan girl. Anyway, speaking of fire sense, it's VP of science and innovation, Nate Lindsay received recent recognition in the Atlantic. I just love this. He was quoted in a story about underground cables taking the planet, the planet's pulse. So Lindsay explains how optical fibers are sprayed out underground and are used to monitor earthquakes, volcanic volcanoes and even traffic above ground. Super. Yeah, that is that is some pretty cool stuff. But speaking of press recognition, powerhouse data centers was featured in the December issue of data center dynamic data center dynamics, showcasing the company's entry into the Virginia marketplace with three sites in the area while being in a while being a good neighbor and creating creating innovative ways to meet hyperscale needs and popular markets in the northeast. So congratulations to powerhouse data. That is cool. All right, congratulations also in order to our friends over at Zen layer named Amazon web services partner of the year for 2022 big big recognition company was honored in the ISP partner of the year and marketplace partner of the year categories. This Christmas farewell was fun, but we have also we have to wish we have to easy for me to say right, we have to also wish everyone a happy new year and showcase what some of our telecom leaders are preparing for in 2023. So right my friend, happy new year, happy new year, everyone and big big news already popping out of 2023 and four days old. So 1623 pharma releasing its forecast for 2023 mapping out considerations to keep businesses on track including how to build a new data gravity driven connectivity framework. Everyone needs to know and the importance of internet exchanges which we love. That's been speaking of 23 2023 predictions JSA hosted as you very well should know if you don't already JSA hosted a two day live broadcast in mid December to make predictions related to sustainability and network infrastructure. Make sure you tune in to watch the broadcast that your convenience on JSA.net greener data.net and on our LinkedIn in YouTube pages. Yes, Jao was the host and it was incredible got so many global predictions to really wonderful international crowd there so something to definitely check out greener data.net and JSA.net. Oh, that's just one word now by the way no more excellent systems it is one word, excellent the company announcing a shift, this exciting brand refresh, which comes with a new name a new logo a new website and a new direction excellent was also named to the 2023 PTC awards shortlist for the category of outstanding wireless and or wireline company. By the way, perfect segue right to announce that JSA looks forward to broadcasting live from PTC 2023 next week already next week is it really already. And boy PTC hotter than ever will be right there in the hub with over 30 interviews booked so our team is going to be there firing away every 20 minutes 30 minutes with top executives across telecom data centers subsea power generation and more you name it will be there can't wait to see you there. And that brings us to a merciful end of this edition of the JSA fast forward re reminisced about the holiday caught you up on the latest December news. And now it's time to conquer 2023 Jamie what is your prediction for 2023 for JSA. Well domination what else. All right guys until next time happy happy New Year. Take care everyone. And always happy networking stay safe. See you at PTC and Metro connect.


Good morning and welcome to the 10th meeting of the Criminal Justice Committee in 2024. There are no apologies this morning and our first item of business is the consideration of a legislative consent memorandum and a supplementary memorandum for the UK Government's Criminal Justice Bill and I refer members to paper 1. In particular, members should look at annexes A and B for details of the provisions in the bill that impact on devolved competences. Members will wish to know that the Scottish Government is recommending consent as set out in the memorandums. So can I now invite views from members on whether you are in a position to consider a recommendation on consent at this point or if you have questions that you would like answered first, then we will return to the recommendation on a different day? We should help to get some more information on some of the clauses and the implications of it. One of the questions that I had was the various bodies that, in relation to what clause 14 there was about access to driver's licenses. It would have been more helpful if we had set out what the various bodies were for what we knew what that meant. I would be fair to have seen the note from the Delegated Legislative Reform Committee before today, so I think that the timing is a little bit tight. So I certainly think that we need more information on this before I would be content to support the LCM. I have no objection depending on what other members think to ask in the minister to come, but I certainly would not be content to sign up without fully understanding the implications of both clauses. On the face of it, it looks like the one in corporate liability in clause 14 would include senior managers. That is quite a broad term. I mean, who is regarded as a senior manager? I mean, I am sure that this is all being examined and worked out, but what we have been put in front of us is very light in terms of detail. We have been asked to sign something off, so I would not be content without fully understanding of it. I understand Pauline's concerns, but I have a few other points. I think that, if I understand it correctly, the UK criminal justice bill is substantial. There are 79 clauses. The Scottish Government is asking us to adopt six of those today, numbers 1, 2, 3, 4, 14 and 21. They relate to a variety of subjects involving organised crime, child exploitation, printed guns, devices used in vehicles and that kind of thing. I mean, I wholeheartedly agree with what those clauses do, and it is important to note that the papers cite the importance of UK-wide consistency in these matters and the risk to potential repercussions in terms of public safety if there was any divergence. It is good to see that the two Governments are working so effectively together. However, what I think the outstanding questions are for me are of the 79 clauses of the outstanding 73. There is one or two that certainly jump out politically. There might not be agreement between both Governments in respect of all of it, but there is one clause 23 that creates a new statutory aggravating factor in respect of child grooming. On the face of it, I cannot see any cause to disagree. It might be the reasons why the Scottish Government has not chosen to duplicate or replicate that or adopt whatever the phrase is. The other thing is that I understand that there is an amendment to the UK Government legislation relating to the prohibition of registered sex offenders changing their names, which is a bit of a hot issue, and it is something that the Scottish Government has been asked about and has spoken about. Therefore, it might be for a later date, but I wonder whether the Scottish Government is in discussion with the UK Government about potentially adopting that a later date? That is helpful to have that set out. Anyone else want to come in? If not, I think Stephen, I will just bring you in just to pick up on a couple of those points. Just to maybe give Deputy convener a little bit more information there. If it is a forthcoming amendment, I do not have information at the moment whether the Scottish Government is in discussion with the UK Government about that amendment, but if it is and if there is a question about extending the impact of that amendment into Scotland, that would very likely trigger another supplementary legislative memorandum that would need to be lodged in the Scottish Parliament referred to this committee and looked at on a later date. I will try to keep the committee posted that if any amendments such as that do impact on devolved issues, you will have to look at that separately. Just one other question springs to mind when I was listening to Russell Findlay. Some of it seems to be where we already have law on child grooming, so we have a specific legislation. It would be helpful to know from the Scottish Government's point of view whether there is duplication here. My question is whether criminal law is normal for this Parliament unless it is international organised crime. We need to be clear as well why we would need an aggravation of an existing offence. I think that we need to know whether that will give the crown the option of how it is charged. If you follow me, it may seem simple on the face of it, but normally devolved competence allows Scotland to decide how it is to proceed. I am sure that there are very good reasons for this content, but again we need to ask the question, because we certainly do not want any confusion around that. Just in respect of one of those clauses, the need for it to be UK-wide relates to pill presses and prohibiting their purchase and trade or whatever. That is something that the Scottish Government is far back, according to the Parliament website at least. We are talking to the Home Office about at least two years, and obviously it would create a big problem if those were outlawed in the rest of the UK, but not here. I think that that is pretty straightforward. If there are no more questions, I thank members for your feedback. That is very helpful. Just in view of the range of questions and the significance of the bill, it is indeed extensive in terms of its provisions that are being proposed. Obviously, we were quite late receiving the DPLR committee report. In view of that, I am happy for us to take away the questions and points that have been raised and will seek appropriate views. We will schedule another session further in our work programme to come back on those LCMs with a minister in a few weeks' time, probably. Our second item is consideration of two negative SSIs, namely the Far Fighters Pension Schemes Scotland amendment order of 2024, SSI number 26 of 2024, and the sexual offences act 2003 prescribed police stations Scotland amendment regulations of 2024, SSI number 30 of 2024. I refer members to paper 2. I ask members if they have any questions on those instruments or are we content with both. I have a question. I wouldn't in any way want to hold up the passage of the SSI 26, which removes historical discrimination, but there are some outstanding issues that aren't covered in the SSI. Perhaps if we could get further information from the Scottish Government on that. A significant part of the Fire Brigade Union UK-wide response to the consultation relates to the issue of aggregation, which is not covered in the regulations. That only applies to some members who joined the Fire and Rescue Service before April 2006, but it is an outstanding issue that I am sure we would all want to address. It would be useful to get an understanding of the Scottish Government's position on that. I appreciate that there are UK-wide discussions on going, but it would be useful to know whether the Scottish Government considered going further itself or what representations it is making in relation to those issues. I thank the Scottish Government for that, Katey, and we have noted that. Just in respect of both those SSIs, I will start with the firefighter one that Katey has already mentioned. I see that the Scottish Government has put the wrong date on this. It is a mistake. It does not look at all of any impact whatsoever. However, the DELPR committee has said to us that this date should be corrected. It relates to death and service payments for firefighters. They say that, even though the wrong date is on the paperwork, they would honour any payments within what is considered to be the correct date. Their position appears to be that it is not likely to be if it did happen and they would respect it. I think that that is in writing, but I wonder technically whether we should consider ensuring in line with what the DELPR committee has asked that this is fixed before it proceeds or whether we are happy as it is whether it is just a technical matter, but we will turn to the sex offender notification one now quickly. It essentially removes tain from the list of police stations in which register sex offender notification requirement takes place. A Sunday post investigation earlier this year found that there has been a significant rise in registered sex offenders in the Highlands up 50 per cent in two years. That has attributed to people who are on the register sex offender seeking to find somewhere that they are perhaps not known. I note in page 7 that the Scottish Government said that the local councillor has been informed of what is going on. Local councillor singular. However, the word of tain in Wester Ross has got three councillors and I am curious to know whether they have all been consulted. I dare say that they would not be particularly objecting to register sex offenders no longer attending at their local police station. Therefore, perhaps more importantly, have the councillors in the police station where they are now to be directed? Have they been consulted on this? I do not want to slow it up, but I will just put it out there. I am assuming that that is something that we can take away and we can confirm. It is a fair point to raise, but I suppose that coming back to the issue that we have in front of us today, you are still content that we are content with the SSIs as they are and we can follow up the points that you have raised. Is this a final position or do we have time to say again? As it stands at the moment, what we are being asked today is to express our agreement with the SSIs. We have noted the points that you have made. Obviously, if you were not, that would hold things up. I would refer to Stephen in terms of the timescales that we have, but in any case we are able to follow up the points that you have made and to clarify them. Therefore, in agreement and glad that we can look at those points. Is there anything that you want to come in on, Stephen? Can I confirm that members are content with both the SSIs as they are, bearing in mind the comments that have been made? That concludes our public agenda items for today. On 13 March, we will continue the consideration in private of our draft stage 1 report on the Victims, Witnesses and Justice Reform Bill. We now move into private session.


Hi, this is Jennifer Gonzales for Cult of Pedagogy. In this video, I'm going to show you how to teach text structures to help students understand non-fiction texts more easily and remember more of what they read. First of all, what are text structures? A text structure is the way a piece of writing is organized. For example, a text that follows a description structure will introduce a topic, then describe the topic one tray at a time, developing the description of that trait with details, then moving on to another trait and following the same pattern. An article about cats, for example, might start with the description of their physical appearance, adding details about their fur, their size, and maybe even their tongue. It might then move on to talk about their habitat, both domestic and wild, and maybe their diet, and so on and so forth. So if a student has been taught to recognize a description when she sees it, she'll get that text structure set up right away in her mind, except that it'll start out pretty much blank. With the framework in mind, she can start plugging things in as she reads. Because she knows to expect the information to be laid out in a predictable structure, with traits being introduced, then being fleshed out by details, she'll read the piece more strategically, and research shows she'll actually remember more of it later. Here's another example. A text that follows an argument structure will begin with a claim. That claim will be followed by several reasons, each one supported with some kind of evidence. At some point in the argument, a counterclaim will probably be introduced, and the author will refute it. Finally, a concluding statement will be given. Again, if our student can be taught to recognize when she's reading a text structured like an argument, her brain will be primed to seek out the claim. Then she'll be looking for the various reasons, and the evidence to support each one. Knowing that a counterclaim is probably in there somewhere, she'll keep that spot empty and waiting until she finds it, and she'll be looking for the refutation too. Later on, when asked to recall what was in the text, she'll recall the structure, and this will help her remember more information from the text. Basically, the more we can teach our students to recognize the framework that texts are built on, the easier it's going to be for their brains to process those texts in a strategic way. So if you're a science, history, or social studies teacher, you're probably thinking, don't students learn about this in English class? The answer is yes, they do. But as students get older, the reading material gets much more challenging in history, science, and other technical subjects, which basically includes everything else. If students don't practice using text structures in every class, there's no guarantee they'll transfer the skill into that content area's material. So at this point, you might be wondering how to teach text structures. First, using graphic organizers, teach each structure one at a time. You can do this by showing students a given structure, then demonstrate how you fill it out as you read a text that's built on that structure. Then, have students map the structures. Give students their own passages and have them work in pairs to map out the structure themselves. After students have studied one structure, add more structures one at a time. Experts often recommend that you start with the simpler structures, like description and sequence, and then move on to more complex ones like comparison, cause and effect, and problem solution. These are the five most common text structures, but I'm adding the argument structure as well, since so many students will use this to develop writing pieces in the later grades. As you teach each structure, also teach its signal words, words that are commonly used in that structure so that students get better at recognizing them. Charts like this one provide lists of signal words for each structure. To help students recognize these, have them underline the words as they come up in a passage. Once students have studied structures in shorter, simpler pieces, start to build their awareness of superordinate and subordinate structures. What are these? Well, a superordinate structure is the main overall structure used to organize a text. So suppose you have a text that's set up in an argument structure. That's the superordinate structure of the piece. But suppose for the first reason, the writer gives a detailed description of something. They have actually plugged a descriptive structure right into the larger argument structure. So that would be the subordinate structure. As students progress toward longer, more complex texts, it's vital for them to be able to determine both the larger superordinate structure and the smaller subordinate structures that further develop the concepts in the text. Finally, use common terms as a whole staff. If all the teachers in your building talk about text structures every time they engage students in reading, students will learn them that much better, and they'll understand that the structures can be applied to any kind of nonfiction reading, not just the text they encounter in English class. For tools you can use to teach these lessons, including graphic organizers, the chart of signal terms, and links to further reading, go to cultofpedagogy.com slash text hyphen structures, or click directly on this link. And if you've enjoyed this video and would like to be notified every time we produce a new one, click the subscribe link. Thanks for watching and have a wonderful day.


Wonderful welcome everyone to the gender equity and ethics seminar series we're on our fifth. In the fall quarter and looking forward to hearing Dr wire speak today I'm going to announce her and introduce her and then we will look forward to four more three more virtual talks in November and then our next in person one will be in December so. Let me introduce Dr moyer Dr moyer and is the executive vice president and chief executive officer of the American College of traditions. She's board certified and internal medicine and infectious indeed, and she's been a cello of the ACP since 2007. She's also at the ACP honorary decade of the honorary designation that recognizes ongoing individual service and contributions to the practice of medicine. She has served on the ACP's Board of Regents, which manages the business and the affairs of ACP and is the main policy of the college. She chaired the ACP's Board of Governors and served as governor of ACP's Pennsylvania South. She currently serve in the board of directors for the Council of medical specialty societies and is the immediate past president. She's also serves as the immediate past chair of the board of directors of the primary care collaborative. Dr moyer is a member of women impact and is 2020 recipient of the American Medical Women's Association Elizabeth Blackwell award, as well as the recipient of the 2020 Lewis cat school of medicine at Temple University alumni achievement award. Priority becoming ACP EDP and CDO Dr moyer was a professor of medicine executive vice chair for education in the Department of medicine, and the internal medicine residency program director and assistant dean for graduate medical education at the Lewis cats school of medicine at Temple University. She was previously the co faculty advisor for Temple University School of medicines internal medicine interest group and for Temple University School of medicine student and educating about healthcare policy group. She received the temple University School of medicine women in medicine mentoring award in 2012. Dr moyer's research and scholarly activity interests and presentations have been in the areas of medical education. She has high value care, patient safety, professionalism and digital media, gender equity and HIV infectious disease. She received her bachelor of the arts degree biology and psychology from the University of Pennsylvania attended medical school at Temple University, and completed her internal medicine associate at Temple University and was chief president and clinical instructor there also. She went on to complete an infectious disease fellowship at Harbor UCLA medical center in California, and currently practices part time at Temple University internal medicine associate so welcome Dr moyer we're really looking forward to hearing your talk. Thank you for that introduction and I do say that those sorts of introductions get my imposter phenomenon going. I'm really sorry I couldn't be there with you in person, I have some commitments in Philadelphia with board meetings committee meetings, etc that but I really wish that you could be I could be there. So this is going to be about women leadership and the importance and how inexorably intertwined academic medicine is with national physician society leadership. And this is not forwarding. Hold on for a second let me stop my share and see if it will go now if not. This is the same problem we've been having an it glitch with our computers so it's not going to go. There we go. So here are my disclosures. Many of them you already heard. Here's my imposter phenomenon introduction I am a PG why 38 internal medicine infectious diseases physician who currently practices part part time, and I'm a recovering internal medicine program director Dean ACP Governor Regent. I'm in my seventh year as the executive vice president and CEO of ACP. So, we're really going to talk about what are some of the obstacles and what are some of the strategies. What are some of the actual interventions, where we can get to a more equitable arena. And, you know, I always like to reflect on where we've been and the continuum and this is the, the note from Watson and Rosalind. Thanks so much for your hard work on unlocking the secret to the helical structure of DNA. Great stuff has been very useful for us. So sorry to leave your name off the paper, we totally forgot, we are such scatterbrains. By the way, could you fill out the online catering order for our Nobel Prize celebration luncheon awesome sauce we may be Nobel winners, but we're just so bad with technology. Women in health care, whether it's you're on the front lines of care this is frequently how it feels and it still feels this way at times, we're doing everything we can to make him comfortable short of dressing up as male doctors. And I'm a big fan of clearing elephants out of a room I just had to have a couple of crucial conversations this morning, where we cleared the elephants out of the room. And I think that the pink elephant in the room around gender equity is that it's not a zero gang. When we have a more diverse, diverse, inclusive, accessible group of people that are at the leadership table that are making decisions, we all get more. And we know that whether it's healthcare or non healthcare business leadership for women, when women lead performance improves or collaboration, there's more innovation. And to quote breakdown barriers that hold women's back, it's not enough to spread awareness if we don't reinforce the people need and want to overcome their biases, we end up silently condoning the status quo silence in this arena does and condone the status quo and we know that gender equity improves so many parameters. When it comes to engaging women and engaging folks from other global majority but traditionally minoritized groups in medicine. I also know there is an intersectionality here, even though this talk is about gender, there is a lot of intersectionality that needs that needs to be pulled in here. Now I come from an organization the ACP is about 107 years old 1915 was when we started, and we have really been helping to lead the charge when it comes to organized physician medical groups. And finally, and internationally we were the first organization to speak up after what happened to George Floyd, and we have issued a commitment not just to be diverse inclusive accessible just, but to be actively anti racist. The leadership is no longer an option but an imperative you have to have men at your table, the people that are in the powerful positions need to be your allies your sponsors, and help you to get there. And Dr Carlos del Rio who I've gotten to know pretty well we've been doing a lot of American College of Physicians and our journal annals of internal medicine for COVID discussions, and he's done a lot of them for us. And he talks about shattering the glass ceiling is an urgent priority and we can expect women to do it by themselves. So, there is an imperative to get everyone to be all in on this.   No one in my family was even in healthcare in fact no one in my immediate family even went to college, let alone medical school and became a physician. And I was, I think it was serendipitous that I was cared for when I was ill as a child with pneumonia in the hospital by a unique person in the medical arena of Berks County, Pennsylvania and that is a female pediatrician Dr Sandra Rowan, who recognized I think that I had potentially an interest in healthcare. And I seemed like a nice kid. And she I think she also knew that sometimes having contact with the healthcare system early on is what galvanizes in healthcare. And she encouraged me to strongly think about being a doctor and she was my pediatrician through the time I was 18. I also had a, a one of my teachers my high school, AP English teacher who was also really encouraging as were my science teachers. And it was, it was a challenging journey I went to Penn which was incredibly competitive. I got, got to find my peeps and my posse there that helped to get me through it. Went to medical school at Temple because I really believed in the mission of Temple School of Medicine caring for the largest underserved group in Philadelphia and stayed there for residency because of the mission and then did a fellowship out on the west coast at an L. Hospital. Once again, because of the mission I wanted to be, I didn't want to have to take, take care of worried well people really wanted to have impact with my care. I fell in love with medical education along the way, much to the chagrin of the ID researcher person that I was working with as a fellow, and ultimately went back to temple and took a job that was a combined job in internal medicine infectious diseases but really had sent the bulk of my clinical career, caring for people living with HIV and teaching. And it was in 2005 when I got tapped on the shoulder by then the ACP governor for the southeastern portion of Pennsylvania Pennsylvania has three ACP counselors and guy named Dr. Chuck Cutler general internal medicine physician he was the current governor. He nudged me to get more engaged in the, the Pennsylvania ACP chapter council. I went out and tried it on for a meeting and really enjoyed it. I also did it at a time that personally was better for me I was having a lot of challenges as many of us have integrating personal and professional life and really my network up until then the program director was with the Alliance of academic internal medicine and the association of program directors of internal medicine and thought of just putting something else in my portfolio for a long time was overwhelming. But in 2005 my kids were 16 and 12. And I decided to jump in and the next thing I knew Dr. Cutler and a few other folks, Chuck and a few other folks were tapping me on the shoulder to put my hat the ring for the election for the next governor. And again, I had to get over my imposter syndrome and, and really felt that I wasn't going to win. They put me up against the most connected physician in the Philadelphia area who ran this whole big network of practices at another health system. And I was shocked when they called me up and told me that I won. I truly did not believe it. Again, I, people tapped me on the shoulder sponsored me in my leadership trajectory with the ACP. And I, you know, went from the Board of Governors ran for chair of the Board of Governors was elected for that and then became a member of our fiduciary board which is the Board of Regents, it's akin to a Board of Trustees. Again, in 2015 Dr. Steve Weinberger who had been the CEO, there had only ever been white male CEOs for American College of Physicians announced that he was going to be stepping down and there would be a search. And it didn't even dawn on me to put to think about putting my hat in the ring. And once again I got nudged by both men and women to strongly consider this and at the time where I had to make this decision, my husband had been diagnosed with renal cell carcinoma. And, and it was a really difficult time personally, but I decided to go for it. And we know all the data around the confidence code that men will go for positions and promotions when they're 60% qualified, but women have to be well over 100% qualified. And I've gotten to meet a lot of amazing people along the way develop a lot of networks and and a lot of support. And the final thing I'm going to tell you is that at the time that I became CEO, which was September of 2016. In the exact same month, the Board of Governors, which is like our House of Delegates was meeting and our Council of Resident and fellow members brought a really important resolution to the college. And that was to expand the policy around women physicians and gender equity and compensation and advancement. And this was the paper that came from that and I got to be one of the authors of this paper I was the chair of the health policy committee originally and I as then the CEO, got to participate in the writing of this paper which really focused on physician compensation right it's more than salary it's, it's salary and every other sort of support that you need in your clinical administrative life. We expanded our policy around family and medical leave and I did some digging and found that within the my own organization at a staff level. I needed to change the parental policies as well. Leadership development bias training research on gender inequity and we have a lot of research there's a tsunami of data that Houston we have a problem, and then explicitly opposing harassment discrimination retaliation. And as you know policies can live on shelves and draw dust or they can be activated and executed on the ground floor and I'm going to go through some of that process with you. There are a couple of websites that we have that we're in the process of also revising around women in medicine and around diversity, equity and inclusion, but I'm going to also talk to you about what goes into that. We also at the same time as a national professional society just like an academic center has to adapt to generational expectations, expectations of diversity that the mission, the personal community the desired mentorship and input. And so one of the things that I have done as a CEO is I've totally uprooted the previous strategic planning process. And working with the team, the senior team around me, we came up with a much more integrated aligned cohesive strategic planning process, and our strategic priorities are for the one around the value professional identity of internal medicine physicians, 25% of the practicing docs, 25% of the trainees around membership growth and engagement around innovation and strategic alignment and then around diversity, equity and inclusion. So we have diverse needs and expectations of internal medicine physicians and we really needed to more effectively integrate and align resources and focus on the outcomes and make do this in a data driven way. And because healthcare is data driven and that's where we need to be. So our DEI focus this year after starting our journey initially with a DEI task force, then a DEI subcommittee of our governance committee and the reason why we put it there initially was the governance committee in the ACP structure is the committee of committees, they create all the rules of engagement for the organization. So we wanted it to be put there to make sure that it had the heft of the governance committee behind it it's akin to putting attaching it to your board, essentially. And then what we did was we rolled it into its own freestanding committee once we did all the groundwork and what we did was, we took that equity lens to our mission, our vision, our goals, and we are systematically going through everything that we do. We do internally as an $80 million organization with a little over 300 employees, everything we do with our leadership in our organization and the governance and then everything that we do with our chapters because we think it's really critical that we take a look and make sure that our leadership in our organization reflects our members our rank and file members, and ultimately the patients that they're caring for. So we've done a lot of work I'm not going to go through all of this in the diversity, equity and inclusion arena, looking at this Venn diagram of those three major groups where there is a lot of overlap. And, you know, professional societies need to work with academic centers, because we are intertwined in terms of leadership that we are looking for leaders who have made their mark in whatever they do and if they're in academics. And likewise promotion in academia and advancement in academia is frequently they're looked at also through the lens of what you have done for professional societies and what impact you have had. So, we are dismantling and equitable practices we're trying to promote inclusion and diversity of the healthcare workforce in addition to our own organization, embedding racial and social justice into professional society infrastructure, equipping healthcare providers to advance racial and social justice via education, and to address the social and structural drivers of health. And we have targeted DEI as one of our targeted philanthropic initiatives as we move forward, as well as our leadership and career development, which will also be very much focused on getting us to a better place. And for example, one of the first topics we're taking on clinically in an aligned strategic fashion across the college is the issues around weight management and caring for people with obesity. So women in medicine. So, even though there were a lot of 9000 women physicians by the end of the 19th century they were excluded wholly excluded from membership in medical organization so they started to form their own. And we saw at the same time the AMA which is 175 years old was formed in the 1870s and ACP in 1915. By 1937 there were only 57 women physician members of ACP. And the first one was elected to fellowship in 1920, but you can see this is really a glacial timeline in terms of when women started to reach and reach leadership in the college. It wasn't until 1979 that Harriet Dustin was the first woman elected to our board. And then 1989 when the Linda Hawes Clever was the first woman to chair the BOG. And we've had several women presidents we've had several women chairs of the board we had a landmark year during the pandemic when the president of ACP the chair of the board of the regents and the CEO were all women for the very very first time. Dr. Christine Lane was named as the first solo female editor in chief of Annals of Internal Medicine in 2009. And this is what the ACP Board of Governors looked like in 1982, you know, it was it was all predominantly white men, and we are moving in this continuum in terms of where we were in 87, and where we were 20 years later and our Board of Governors is now much more reflective. Now, unfortunately, other groups are not that much more reflective and some of you may recognize this picture of men, all white men, discussing a very crucial topic, which was women's health. This is the Freedom Caucus meeting in 2017 on the Hill. Where are the women? Well, I will use Dr. Julie Silvers famous analogy where all standing in line waiting for the back room, because the people that have created these structures have not taken into account the different needs of their biological needs, support needs, etc. for women in general, and women in health care in particular. We don't expect these women who are standing in this line to fix this problem on their own. What we really need is a major structural rehaul, a major structural reconstruction. And as much as I love Adam Grant's work and he presented this, you know, to his MBA students, you know, he was seeing under representation of women in leadership roles at Wharton. And, you know, he basically discussed the factors that held women back and despite doing that, there was no increase in the bump of MBA students who were women to apply for leadership positions. But then the next year he tried something different. And he did the one sentence experiment that basically telling people that they needed to do something about this. But this needs to be a combination of grassroots but really, really intentional deliberate structural change, because simply slapping the ladies, signing converting the men's room into the ladies restroom as was done at an AMWA meeting I was at a few years ago that is not going to suffice that is not going to be durable. And so, again, Dr. Julie Silver, I think really helped us with this to look at this through the lens that we look at what we do every day in science and that is that it really needs to be a data driven process. That's where you look at the important aspects of a just equitable, diverse, inclusive, accessible arena through the vision, mission and values and ethical code of conduct of your organization and report it out. Talk about what's causing the disparities do that PDSA cycle, implement the strategies track your outcomes adjust your strategies and report and publish your results. And there is an incredible role of academic societies and, and academic journals. Dr. Chin lies alone chin. The partnership of institutions medical societies and academic journals will be a pivotal step in ensuring systematic change that addresses gender equity within the full context of diversity, equity and inclusion. And what we had to do was do that to do that really long fall deliberate practice and look at every policy, every structure within our organization. We've all done a lot to forge external collaborations. We've developed affinity groups. I'm going to talk about what we did with our awards and master ship descriptions, and we're continuing to track and review the data and make the adjustments. And we're communicating coordinating and collaborating along the way. One of the things that we noticed were that there were very few women who were being recognized with master ship in the American College of Physician this is designated for about 50 to 60 folks every year. It's really the folks that are done amazing work in internal medicine. In 2007 to 2014 less than 10 women per year were nominated for MACP. And if we looked at the 2007 2008 year specifically only four out of the 80 MACP nominees were women. Every single one of them was selected. Now that's in contrast to 9% overall of MACPs. What we did was we did a deliberate practice peeking around corners looking to see who was overlooked, who was hidden in plain sight, and was more than deserving was not just deserving but these were people that have been overlooked for a very long time because of the affinity bias that you see when certain groups and in this case, majority of MACPs were white men, look to other white men for potential nominees. In 2019 and 2020, we had 87 MACP nominees who were women of the 27 women that were selected, 18 of the 27 were selected so that's two thirds that's compared to one third of the men. The third of our MACPs were women and we continue to work to again have that deliberate practice, but additionally, we also recognize and you probably recognize this for your own institution that your awards your honorific designations need to reflect your evolving values at your organization. And it's critical that you make sure that you are doing this in a mindful way. Senator Lane has a very, very diverse group of folks as deputy editors, associate editors, and the annuals editorial board, the publication committee for the annals of internal medicine. And it's, I found this really, really interesting. This was the gender disparity and citations in journals that was published about a year ago and this was a study that took a look at five original research journals. And from over the course of 2015 to 2018, and the ID the gender, and women wrote about 36% is the primary and 26% is the senior author. But basically what they found was articles written by women as both primary and senior authors had about half as many median citations as those written by men who were both primary and senior authors. And this really needs to us to take pause and to think about when we're writing articles again, are we casting a wide net about the citations that we're going to use. This is another fascinating story in terms of I cannot see I cannot be what I cannot see this is the proportion of women on the cardiovascular clinical trial investigators and leadership committees for those clinical trials. And the clinicians and probably the cardiovascular researchers here know, all those cardiology studies have those, you know, those cool acronym names like Jupiter and other things. But what they were finding is actually if you took a look at Negem, Gemma, and Lancet, and the black bar being no female investigators, and the green gray bar being no female physicians on the leadership committee. And that was between 40 and 60%. So, you know, pretty shocking, right, given that half of our patients that are cardiology friends are caring for our women. So if you look at what's happening in boards, we see that that, whoops, hold on for a second, that AMA has a reasonable balance ACOG American College of OBGYN has a fair amount of women on their boards American Psychiatric Association a little over 50% American Academy of Hospice and Palliative Medicine, also around the mid 50% tile. And. Oh my goodness, it's, it's getting stuck again. Let me just try something else. And okay, let's stop the share and go back and see if we can fix it. Luckily there's I have a lot of I'm very stubborn so I'm not going to let this get the best of me. So, and I'm really happy to say that our board has really undergone a transformation. And honestly, it's because there was again a deliberate practice in this. In 2010 2012 range the ACP had 48 board members now any of you who know, you know the data around this know that that's never a good idea. And to have so many folks on a board you're just not going to get things done. And what they tried to do was to actually take a look at the size of the board, and in it engineer diversity. So they basically have the size of our board at ACP. And we gave automatic age diversity because we gave a voting seat to the medical students to the trainees and to the career care the Council of Early Career Physician chairs. And that was really key in transforming our board. Now, here's a Dr. Silver's work also around the percentage of women presidents you can see there's a large number of national professional societies that as of 2017 had not had a single woman president, and then a handful of ones that are in the 10 to 20% range. And the ACP fall felt in that range and, you know, once again, we are all intertwined and leadership in natural professional societies is achieved by leadership in academic health care and other types of health care and we all know the data around women's affairs and deans being a little less than 20%. And when we even look at who the who are the deans, we know that the women deans were more prevalent in positions focusing on med ed, least prevalent in those positions focused on strategy, finance and governmental relations.  And as Quinn Capers who I had the wonderful opportunity to actually interview on a fireside chat for ACP scientific met meeting that was held in your great city in April, stated, even if we ignore the preliminary data that in some women physicians have been shown to outperform men in terms of following evidence based guidelines. There's no rational explanation for why so many brilliant women are underpaid and under promoted in academia. And once again, this is not us versus them this is what can we learn from each other. And when we talk about what's happening, we know that over 50% of medical school classes are now women, but we're seeing the phenomenon of occupational segregation, trainees are continuing to distribute into specialties in ways that reinforce rather than mitigate pre existing gender imbalances. Women are going into pediatrics OBGYN psychiatry family medicine internal medicine. They're not going into our surgical areas to interventional cardiology and other procedurally oriented specialties. What we know is that women and underrepresented in medicine, underrepresented racial and ethnic groups are recruited evaluated advanced promoted mentored sponsored and compensated differently than those in the majority power holding groups.  And we also see this also in patients out at the biases in patient satisfaction data. And despite the National Academy's requirements that double IMC affiliated hospitals and healthcare orgs maintain a clearly written bill of rights and responsibilities communicating a zero tolerance policy for harassment towards healthcare practitioners. When Dr. Big Leonti pulled the data for 55 academic health centers, zero contained the recommended specific language. And then of course there's the whole wide world of social media. We know that women are suffering many, many more attacks on social media. So how are we going to get to a better place here. And I really do like the format of looking at this in a systematic data driven way. There's many, many metrics that we can look at. We can look at compensation. We can look at hiring and promotion, executive and departmental leadership. But you know what really has to start at the board level. The board has to say this is an important priority and help to set that mission and vision and goals for the organization. So we need our boards to look like the people that are in our organization and ultimately the patients that we're caring for. So I'm really happy to show you this slide. We have 25 members of our board right now, 18 are women, 11 are people of color, two are international medical grads. We have a little work to do there. Eight out of 25 are under the age of 50 and two out of 25 are openly gay. We also have marked geographic and practice setting diversity on our board. And once again, this just didn't happen because someone sprinkled some pixie dust on this. This was really the deliberate practice of finding those incredibly well qualified people that were getting over booked. Now, you may ask, well, where did your title come from? Well, it came from taking a look at the National Professional Physician Societies that are involved in the Council of Medical Specialty Societies, which is a group that was founded in 1965 by ACP and two other physician groups. And it now has over, now what, we just added two more. So it now has 50 physician professional societies covering over 800,000 of the about a million practicing physicians in the United States. 18 out of the 48 CEOs or executive directors are women, but not all these CEOs or executive directors are physicians. There are only nine of these 48 are physicians and three of nine are women. So Dr. Maureen Phipps, Dr. Patricia Turner, Maureen Phipps is the American College of OB-GYN. Patricia Turner, the relatively new CEO of the American College of Surgery and the CMSF CEO is a woman I am physician, Helen Burston, M-D-M-A-C-P, a new member of NAM. I know that Dr. Aurora, congratulations on finally getting inducted to NAM. I think you were elected in 2019. And congratulations and Dr. Burston is as well. So, and then there were four, there are four women physician CEOs of national physician professional societies and I got to actually meet with two of them in person last week when I was in DC, meeting with my staff and we were having some committee meetings. The Council of Medical Specialty Society Board is an 11 member board, eight out of 11 are women, four physicians, four non-physicians, two are women of color.  And here is our board of directors and that is Dr. Maureen Phipps and that is Dr. Patricia Turner. Helen's not on this picture. So, I think this is a great article and a friend of mine, Dr. Hustane, published this in the Philadelphia Business Journal in March of 2017, mentoring Monday, you know, how we can get diversity in the board room and it can boost Philly's economy. And what she looked at were actually the healthcare systems in Philadelphia. And she found that 80% of the healthcare professionals in the Philadelphia region are women, yet less than 20% of the healthcare institutional CEOs are women and less than 25% of hospital health system boards are comprised with women. And so it's leaky pipelines and sluggish middles and governance rules matter here. And many of the nonprofit boards are self-sustaining or closed, meaning they only do nominations from within. And at the same time, one out of five CEOs believe they had quote the right board members. So we really, again, talking about how we are all interconnected and how we need to work together on this. Now, a talk in all this wouldn't be finished unless we talked a little about equity in the time of COVID. And I know you're very well aware of this. And I can tell you, as the only infectious diseases CEO in the CMSS and of the major societies, and I didn't mention Dr. Eliza Chin or Dr. Elena Rios, who are AMWA and NHMA, because they're not in CMSS, but they are also women physician CEOs of physician professional societies, but they're not specialty societies. They are societies that encompass the umbrella group of all types of physicians. So we know that, you know, women, and I certainly have felt this as I got lots of questions throughout the pandemic, I continue to see people.  And we know that these women are frequently disproportionately working in underserved communities. We know that for women, it really has been the third shift. And I want to commend Dr. Aurora and her team for presenting this originally at the Women in Medicine webinar about what we need to do to acknowledge all of the work that was done by folks to turn curricula that we're getting delivered face to face to virtual to think about how we're going to bridge fund people, how we're going to sort of stop the clock and capitalize the full spot spotlight on it in equities and of course this is the publication with the rubric that Dr. Aurora and her colleagues published in the Journal of Hospital Medicine in 2021. So as we think about the catalyzers that are going to get us all working together, we need to make sure we're performing the foundational work. I, we've done a lot of free consulting for other physician professional societies to help them on their journeys. Folks are at different spots and this continuum, but we all need to support each other and share. So we have done a lot around sharing our policies and procedures and how we went through this process and are continuing on this process, especially around the governance issues to remove implicit and explicit bias in all recruitment retention appointment promotion leadership educational advancement and other opportunity processes.  It's gathering dust, but it's not activated appropriately because it's not accessible or people are worried about consequences if they do activate that we need to have a zero tolerance for this we need to get granular. The thing that I would say that I speak with Amy Gottlieb a lot and we talked about this when she was in Philadelphia recently for a talk over at Penn is this is a critical organizational effort, and it needs to be empowered and funded and given appropriate authority appropriate to that. There should be a significant number of FTEs and a whole section on the org chart of an academic center, a healthcare system, a medical professional society that is dedicated specifically to this just equitable and diverse inclusive accessible organizational mission vision and value. It's got to have teeth and giving people responsibility without authority is not going to get them anywhere they need to have the power and sit in a place in your organization, where they need to do this critical work and have the staff to be able to help them and again to have the power to be able to have impact and to make changes and not just putting sort of lipstick on it and calling it calling it a day. Let's talk about how we're allocating and prioritizing financial and other critical supporting resources. This deliberate practice and transparent data collection cannot be emphasized enough, and then tracking the data and putting our dirty laundry out there for people to see. We're getting them know we are working on this we are, we are really committed to getting to a different place. We've also got to know what the elevator stories are, and we've got to be able to launch those elevator stories we are all better. If we get to adjust equitable, diverse, inclusive and accessible healthcare system, and we've got to be shouting that down and we've got to make people realize how critical this is. We've also got to know that other people are watching us, you know, the joint commission which ACP was one of the five founders of I just spoke with Dr. Perlin. The other day, you know, they they've got a lot of regulations around this, the double AMC, the ACG ME the state and local licensing boards health departments are all very, very concerned because they know that if you've got an environment that's mired with an environment that that is antithetical to being a safe high quality organization. So there is a big role for them I'm not going to go through all the rules and regulations that are there you can look at them on your own from double AMC from ACG ME from the joint commission. We are partnering with a lot of folks in this space, we are currently involved with the ACG ME equity matters initiative and this is a partnership that ACG ME has with CMSS. The other great thing about CMSS is this is where the organization of program directors association sits. So all of the residency and fellowship training programs in the US are part of the CMSS umbrella. And so we are working with ACG ME to move forward with that we're also working in conjunction with the AMA IHI American hospital association on the national initiative for health equity which is harmonizing healthcare organizations, individual practitioners there's still a lot of them out there I've got a lot of them as members, payers farmers at pharma and professional societies to work together we recently hosted a healthcare roundtable at ACP, where we talked about our efforts there were a lot of the stakeholders who fall mostly in the payer and pharma arena here and they are all really, really interested in in helping and in synergizing and syncing up. So it's all about leadership it's listening it's engaging others it's advocating acting amplifying developing yourself and others, elevating and lifting as you climb deliver and documenting respecting having radical empathy and transparency, being strategic, serving sharing, being inclusive intersectional and intentional. And the last job that I think I as a woman of a certain age, being a prepared professional disrupter. So that's an excellent suggestion miss Triggs perhaps one of the men here would like to make it. I know we've all felt this moment. And I remember the first time I sat at the division chief table at Temple, when I became the program director and I looked around and I realized I was the first woman and of course there was no chair at the table for me so I just pulled a chair and the other underrepresented folks off the rim get them at the table, get your elbows on the table and support others and you know I'll tell you that in my first year as CEO I did a lot of listening and learning. And I wanted to really understand the culture of the ACP I wanted to understand the culture of the organizations that we had the closest interactions with. I remember having this this similar scenario happen at a strategic planning meeting of a board that I was on not my board but a different board. And there was a woman sitting next to me and a man sitting on the other side of me they were both from the same organization. And they were talking about potential strategies for the organization and the woman talked about the importance of addressing the epidemic of professional dissatisfaction of brown out and burn out and how that organization really needed to think about having a major strategic goal in that arena. And she made her comment wasn't really acknowledged by the person who was leading it and then the man, Dr why Dr x made the comment Dr why basically paraphrased what she said. And it just he just saved the world with that comment I mean it was acknowledged. We, and we've all been in these situations and I decided to start being the professional disruptor at that point and I raised my hand and I said, they called on me and I said you know I thought that the idea that Dr x, the woman brought to this group is a phenomenal idea and for a strategic vision, and that Dr y built on in his follow up comments so I was able to convey the message that it was Dr x who came up with that idea, and Dr y expounded on it. Because I'm now at the point in my life where I guess because I am a woman of a certain age. And because I feel like I have a need to have that voice, I am. I am really taking a stand for others. Because remember she at the end of the day is someone's sister mother, daughter, wife, and there is always light if only we're brave enough to see it if only we're brave enough to be it. So with that, I am going to stop my share. And thank you for your attention. And I don't know Dr war and team what you want to do in terms of questions and thoughts. Yes, thank you so much about wonderful talk. I encourage people to put questions in the q amp a part I'm happy to read those out. I'll just start with, with this question I was really impressed when you put up the ACP all the leaders of women and the ACP over the years. And you noted the glacial pace that you know it took and I wondered if you could just comment on what it's really sped up that pace like towards the end it really you know with Christine. Yeah, let us say I wondered if it isn't having a woman leader at the top that speeds up the pace or what could other organizations do to. Yeah. Well I think it's, I think it's, you have to get everybody on the bus. I mean it's very clear that it was a lot of men who saw men in power in our organization and in other organizations, who those folks who are enlightened see the value of diversity, and bringing women to the table not to just take the notes and get coffee, but to really be engaged at the table. And I would say that you know I'm, I'm in my early 60s, and the majority of my sponsors and allies have been men. At the same time, I've had no problem actually asking for sponsorship and ally ship when I felt it was important to go after some. Some of it I've been nudged, but I've become increasingly more comfortable in that. So I think it was probably a combination of those first few women who were in the power I know a lot of them actually I serve on the ACP AMA delegation we have the biggest delegation in the AMA House of delegates we have 34 delegates with Dr. Donna sweet who is one of those first women with Dr. Mary Harold, who was one of those first women with Dr Sandra Abramson fry hopper, who was one of them so I suspect it was sort of that. Coming together of everyone in power and saying that this is really really important. And I'm sure they had to deal with a lot of people feeling threatened by that right we're, we all still see that. But I suspect it was sort of that perfect storm of folks coming together and recognizing and also taking a look at who was part of the organization and realizing more and more and more women were members of our organization and we needed to do something about that. You know, at the same time all politics are local right so you know and just like all of the national professional physician organizations are at different places on this continuum. I see the same phenomenon for my chapters because it's really the chapters are the grassroots, and they're the folks where we get the emerging leaders coming up through the ranks to have national and international leadership positions. So I very much see some chapters that are really really far ahead, and others that aren't quite there so what we're trying to do is take the lessons that we've learned to at the national international level, and to do and also to take sort of the best practices that we are seeing for these chapters to to be able to amplify them and diffuse them into the other chapters to work together to get to a better place. That's great yeah I have I have another question about chapters, but because I had another one you put up that slide there's a couple other comments and questions one was Dr Schwartz, who and just noted that Dr Christine castle was at in our section of this and I think now at the AB I am but also had some roles and ACP. So yeah she was the first woman president. Yeah. Yeah. So, Dr Schwartz wanted to highlight that and then Dr warra just said thank you for an amazing talk I'd be curious what your advice is for those that mid career who feel they're struggling there's been this new data that like the mid career is like the most challenging part of. Dr Lisa Lewis about this a lot you know she's an emergency medicine physician at Jefferson so she's local. So she and I chat about this a lot yeah because you know what you're seeing is this stagnation, and a lot of it is trying to integrate all the really hits you right when you're your mid career. And you know I think once again you've got to be deliberate about this you've got to you know do do a survey figure out what the barriers are. But when you do when you collect data, you need to do something about the results that you find. So I'll give you an example. Dr Lisa Bellini who's one of the faculty of Bearsteens over at Penn, who was the internal medicine program director at Penn when I was the internal medicine program director at Temple. So I got to know Dr Bellini really really well. And you know, so what the major issue that they were finding for mid career folks at their institution and this was physicians nurses pharmacists. Basic science faculty was the issue around dependent care, and the issue around lactation rooms, right something that is required by the Joint Commission and ACG ME and all of that. And it was the one of the biggest barriers for the women that were working there and people were cutting back on hours and thinking about leaving their careers. And what she did was she sort of tried to do this via method a and she wrote this up in the journal Women's Health into 2018, which is that she basically sent a memo out to all the division chiefs and department chairs and where there were, where people were working and said you got to find, you know, space for this.  And basically found that everyone responded and said, Well, you know, there's no space we don't have space. And then she decided to activate her posse, and she took somebody from the architect and the building. And from that division or department who was in a leadership position, a couple folks in the dean's office and she went and did a walkthrough of every clinical and basic science area at the Perelman School of Medicine and they were shocking, they were able to locate space for lactation rooms for all of the folks that were in a reasonable amount of walking distance were at quit or appropriately equipped, etc, etc. So what you know what I'm saying is you have to sort of really dig into the details and think about okay so and there's a lot of stuff that is feeding into that mid career stalling. And then you have to do something about it. And starting to solve those problems is going to help us to support the women in our healthcare practitioner workforce. Yeah, but I think you need to again be deliberate you need to not expect people to navigate this really challenging time when you're the busiest ever in your personal life. And you're also trying to advanced at the professional level, you have to be deliberate and you have to specifically target the needs of those folks and it's not just the women right. It's the men like we're having this discussion we created this gems alliance gender equity and medicine and science. It's an organization of organizations. And I'm a lot done, Danovic who is was it famer, who's done everything, every possible thing in academic medicine, internal medicine position, as well. You know, had this vision to pull together this group of folks and Amy got leaves on it she she represents the G whims Eliza chins on it from and Nancy specter from elams on it Helen burst in representing CMSS. Rachel Villanueva from NMA is on it, Rashma Jagsy, who's the new chair Brad on at Emory is on it she could Jane is on it and we're reaching out to academic health centers with. And there's four pillars to this and one of the pillars is mid career disruptions in addition to the one that I'm charged with fixing wish me luck. And it's working with academic centers to understand the needs around dependent care. I mean I think coven really hit us in the face in terms of we quick all of a sudden had, we're working from home and or had kids at home couldn't go to school. It's really sad to see how all of the health care institutions struggled with this, at the same time that you saw the community providers of dependent care, going out of business. Yeah, now. Yeah, some people did some innovative things they did the coven sitters in Minnesota I don't know if you heard about this program but the med students very quickly jumped in they recognize the nurses and the doctors needed to go to work. They were now learning from home, if they were first or second year, and they helped they all pulled together and created a system, but that's not sustainable we need to engineer in community partnerships with those caregivers in our communities. And even if I hear one more person say well we're not in the baby sitting business I'm like, oh yes you are. Everyone who works at your institution has a life they have dependence. They have these concerns and they're going to be much more engaged and much more productive and you're going to have a lot less turnover. If you deal with this. Our, we have a Department of Medicine women's committee. That's about 20 years old and the first thing that they worked on for 10 years was like dependent here on site and now the hospital has one and then one over on the university campus. And similarly the other things are, are women and peeds and surgery women's committees are banding together about this lactation and we're building a new hospital, a new cancer hospital and making sure there's like it's built in from the beginning not an afterthought and and then also I think Anna Volerman's on the college she's been advocating the paper about about just lactation policies for trainees and people coming back and so all the things you're all the things you're highlighting are definitely things of definite importance to us so I appreciate your your timely talk and your thoughtful talk. I think that we'll just since it's one o'clock at the hour we'll wrap up the kind of formal presentation and we'll stop the recording. And then sometimes we have the ethics fellows. I just wanted to ask some informal mentoring questions so be the arena wants to stop the recording.


Stories of lecture videos on igneous rocks and volcanoes in the first video We talked about magma and how to generate magma in the second video We talked about igneous texture, which is one of the ways we identify igneous rocks igneous composition is the second way we use to identify igneous rocks, so that's what we're going to talk about today is igneous composition and Igneous composition, which is what you know the chemicals inside of the igneous rock those are defined by the You know generally defined by where your Magma is moving through what kind of tectonic boundary is generating your magma, right and That in turn will define the viscosity of your magma which in turn defines How dangerous of an eruption you have at your volcano, right so? Viscosity is a measure of resistance to flow, right and a magma with higher viscosity has a higher resistance to flow and Those that resistance flow can be affected by temperature think of warming up honey before you pour it makes it Less resistant to flow right it reduces its viscosity Adding more silica will make your magma more viscous. It's like adding more sugar To your molasses it makes it more viscous and finally dissolved gases Can change how your eruption occurs and it interacts with viscosity very well And I have a great video Showing that as an experiment and I'll put a link to that in this presentation And that's the that's the link to the video there So let's move on here and Then if you watch the minerals lecture you would notice that we went through the trouble of mentioning dark silicates Which are associated with mafic rocks, which is a type of igneous composition Those are rich in iron and magnesium and include olivine pyroxene and amphiboles and biotites and then light silicates, which are known as felsic type composition and those are more rich in quartz Or I'm sorry potassium sodium and calcium, right? They represent minerals quartz and muscovite feldsparas They're much more silica rich and So we can classify our igneous rocks based on the amounts of these minerals and these chemicals And you know you can have a pretty fairly significant range of silica in the crust and Based on this amount of silica. That's how we Categorize our composition into two major groups and then there's there's other groups that kind of fit in between Now on the ends of that you have a felsic type composition Also known as granitic right and these are very high in silica content. They make for a very viscous thick Magma and they erupt at lower temperatures. That's important and then you can have a mafic Magma, which has a lower silica content It is more fluid of a flow of less viscous and then it erupts at higher temperatures or fires higher temperatures for melting So here is kind of the Different major categories of igneous composition. You can have mafic. There's also ultra mafic Which we'll talk about in a little bit of detail. There's intermediate, which is the creative name for in-between the two major compositions and felsic and This mafic has the least amount of silica. Felsic has the most amount of silica and here's an ultra mafic This is a dunite or Vertitite and screen from olivine. There's the mineral olivine. I think commonly known in the gym where it was peridote and This is very close to the composition of what our mantle is like. So very very mafic ultra mafic, right? Here's some ultra mafic rocks, right? So The Extrusive version so that we talked about textures in the last lecture. That's tiny microscopic crystals Well that the salt or an intrusive version would call gabbro Fit these are rich with magnesium and ferrum also known as iron. So may thick Right dark silica. It's high density. These are essentially ocean Ocean type crust for those of you who are familiar with plate tectonics and the types of crust, right? A lot of volcanic islands are associated with these mafic rocks Here's some basalt. I mentioned that earlier Very very common extrusive igneous rock The upper layers of our oceanic crust and then gabbro the intrusive variation of that So it just has larger more physical crystals in most of the magma that erupts if you take into consideration the mid-ocean ridges is basalt, right? coming from these divergent plate boundaries where you're generating new plate and They originate from partial melting of the mantle is decompression melting and we They're commonly known as primary or primitive magnets because they're very similar to where they originate from which is the mantle, right? like low silica and Low viscosity is they flow very readily and Here's some of the the textures you can see and some of these basalt flows here And boy boy Ropey type magma and some more like a spiky pointy type magma I have a YouTube link here to some of that eruption style of mafic type eruption Right, and here's the type of volcanoes. They generate these what's known as shield volcanoes very broad gently sloping Volcanoes and that has a lot to do with the viscosity of the magma which in turn has to do with the composition, right? Has a low viscosity so flows very readily and that ready flow makes for broad dome-shaped type volcanoes and and these are Still dangerous eruptions, but they're not as explosive as Ethel sick type eruption would be right And then some examples are the Hawaiian Islands canary islands Galapagos Islands Easter Islands Which I think are all hot spots, but you can have mafic flows in other places, but these are great examples of that type of Volcano, and then you can also get these cinder cone volcanoes from mafic Compositions and some great examples are in craters of the moon a national monument Which is an Arco Idaho area and there's some in Veo, Utah me being out of Utah. It's good to mention some local areas And these are a little bit more gas rich So they have very vesicular cinders erupting out of these but still mafic in composition And I have a video linked here on pericutin which was a fairly famous Mexican Cinder cone eruption, right so in terms of composition we also have these intermediate rocks the Extrusive version being andesite which is like a grayish-looking rock It's volcanic in origin right sometimes it's porphyritic, and then it's intrusive same composition But the intrusive variation is known as diorite, and it looks like a dalmatian It's kind of a salt-and-pepper appearance, and it lacks visible quartz And it's coarse-grain for the diorite, and then finally the felsic composition, and these are light lighter in color and There's usually always visible quartz right and they're high and silica content, which means it makes them magma very Discus and here's a beautiful example of a granite with quartz and k-fels bar, and it's Extrusive equivalent known as rhyolite microcrystalline you can see some little quartz Phenocrysts floating around in that right Typically buff pink or light gray in color and a lot of times this is red weathered readily so it might be altered Sometimes altered hydrothermally so it could be hard to recognize in some cases And then you know you could talk about pyroclastic rocks like obsidian as well So this is considered a felsic type pyroclastic rock silica rich, but did not have time to grow crystals it was quenched at the Earth's surface and That leaves us to the volcano type for felsic and Intermediate rocks which is the strato volcano We'll talk about these a little bit more in the talk about volcanic hazards But these are your classic movie type volcano also known as composite volcanoes Right nice symmetrical cone And they're created from these interbed at lava flows And eruptions and Mount St. Helens is a prime example since it's erupted recently And I have some great video links in our slides on some strato volcanoes erupting and I think we'll end with this Jeff on Mount St. Helens and its ash flow and landslide Pulled together by Gary Rosenquist So thank you very much for listening on the different types of volcanic compositions and We'll talk about volcanic hazards in the next lecture


Hello, I'm Tom Kivlin, Principal Cloud Orchestration Architect at Vodafone Group. I'm here with Sridhar and Emma and we're going to talk about the new Anaket launch, merging the CNTT and OpenFV communities to create a new project within the Linux Foundation Networking called Anaket. I'm really excited about it. I've been involved in CNTT since inception, helping to develop the reference model. I've been the workstream lead on the Kubernetes-based reference architecture and reference implementations. I see the benefits to merging with OpenFV to be quite good. Obviously, the end result of the CNTT work streams was to have a reference implementation that was able to be tested against the specifications within a reference architecture. There's a big overlap between many of the OpenFV projects with regards to testing and conformance and providing that feedback loop into the architecture specification delivery. I'm going to hand over to Sridhar now to talk about the testing projects and the benefits the merger has on them. Hey, thanks a lot, Tom. I'm equally excited to be part of this launch of Anaket. When it comes to the OpenFV projects, we have multiple of these projects of which testing are one of the biggest group of projects and they have done excellent contribution to the community. Among these testing projects, there are functional, broadly functional, and performance testing. I work for client communications and I'm a PTL of one of the testing projects called VS Perf. I also work with other products like CIRV and Airship. Among these functional and performance testing projects, the performance testing project, they focus on this automation of these test cases that are defined by the specification. The specifications play an important role when it comes to the performance testing because they define the importance, the steps and the configuration variables and everything which are very much important to explain a number that comes along with the performance system. These testing frameworks implement these test cases that are defined by specifications of which Anaket is one of them. With the merger of this OpenFV and CDT, it has streamed, the whole process has been streamlined because we implement the requirements of Anaket and also the take back of the learnings that we do as part of our projects, especially in the experimentations that we do, to take it back to Anaket. So this streamlining has helped us a lot and I'm very, very excited to be part of this Anaket project. When we talk about the performance testing, when we want to answer the white kind of questions, the significance of the service assurance or the monitoring comes into the picture. I would like to hand over to Emma to talk more about this service assurance. Thanks, Rita. My name is Emma Foley. I work as a senior software engineer for RedHash. My focus there is on day two cloud operations, which includes metrics and monitoring for service assurance. I'm the PTL for the Browner project in OpenFV. And for the last few years, we spent time helping to improve the metrics collection tools that are available, so they're more suitable for NFV. This includes exposing more of the metrics that we need to monitor, not only hardware platforms, but also the network and the software applications that are very important for NFV. And in terms of capabilities and in terms of working with the C entity reference architectures and reference models, we know we're not going to suddenly take a large leap overnight in terms of capabilities. And progress is only going to be made by working together through continuous feedback and improvement cycles. And I think the performance and functional testing tools as well as the monitoring tools we have available are going to be key to this because it will let us continually make sure that the reference implementations meet or exceed the requirements that we expect, not just with functionality, but also, of course, with performance. And these tools are also going to let end users take that reference implementation and evolve it to meet their own needs, substitute their own components, while still knowing that the performance requirements are being met. So I'm looking forward to collaborating with the community on improving the monitoring metrics collection, be it for closed loop automation for service assurance or for, again, for performance testing. And I'm looking forward to getting a lot more feedback from end users and closing that loop on requirements and developing standards and best practices across the industry. I totally agree with your point about the end users, Emma. I think that's the purpose of all this is to make telco platforms and software more cost effective so we can deliver better customer experience at lower cost. And I think we've all made the point about collaboration and I think one of the key benefits of Anika will be whilst the projects may not necessarily have friction between them, just as a TSC being able to come together once a week to make sure there's no overlaps, there's no duplication, there's people are aware of what's happening within the related projects. It's going to be a great benefit. Very, very true, Tom. I fully agree with the point, especially the TSC is coming together, right? It has really helped all this in every project, especially when it comes to the testing. We now we really know who the end users are in consumers of these testing applications implementation and we are very motivated now so that we can meet those requirements specified by Anika and also as Emma was mentioning, testing products are one of the biggest consumers of the service assurance solutions. So we are very happy to collaborate with the other projects and also the CNTD community. I can go to it.