16 results on '"Ranna Parekh"'
Search Results
2. Workforce Diversity, Equity, and Inclusion: A Crucial Component of Professionalism in Psychiatry
- Author
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Howard Y, Liu, Allison R, Larson, Sheritta A, Strong, Ranna, Parekh, Mamta, Gautam, Laura E, Flores, and Julie K, Silver
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Psychiatry ,Professionalism ,Ethnicity ,Workforce ,Humans ,Female ,Minority Groups - Abstract
Documented disparities have profoundly impacted the training and careers of physicians from socially and historically marginalized groups, including women, people with disabilities, people who identify with racial and ethnic minority groups, and the lesbian, gay, bisexual, transgender, and queer or questioning+ community. Professionalism is a core component of medical training and practice, yet a focus on workforce diversity, equity, and inclusion is often absent. This report aims to encourage the adoption of workforce diversity, equity, and inclusion as a crucial component of professionalism, with an emphasis on the field of psychiatry.
- Published
- 2022
3. Representation of women plenary speakers at the American Academy of Neurology Annual Meeting
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Sareh Parangi, Anna M. Bank, Ranna Parekh, Harriet W. Hopf, Divya Singhal, Julie A. Poorman, Julie K. Silver, Tina L. Doshi, Allison R. Larson, and Rekha K. Chandrabose
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medicine.medical_specialty ,Neurology ,Academies and Institutes ,Women Physicians ,Congresses as Topic ,Plenary session ,United States ,Representation (politics) ,Physicians, Women ,03 medical and health sciences ,0302 clinical medicine ,Primary outcome ,Family medicine ,Workforce ,medicine ,Humans ,030212 general & internal medicine ,Neurology (clinical) ,Psychology ,Inclusion (education) ,Societies, Medical ,030217 neurology & neurosurgery ,Women, Working - Abstract
ObjectiveTo determine whether women have been equitably represented among plenary speakers at the American Academy of Neurology (AAN) Annual Meeting by counting and categorizing speakers and comparing outcomes to AAN membership and US neurology workforce data.MethodsLists of plenary speakers between 1958 and 2019 (62 years) were obtained from the AAN. The primary outcome measures were numbers and proportions of men and women in aggregate and among physicians.ResultsWe identified 635 plenary speakers, including 148 (23.3%) women. Specifically, women made up 14.6% (19 of 130) of presidential and 25.5% (129 of 505) of nonpresidential plenary session speakers. The inclusion of women plenary speakers was meaningfully higher (h = 0.33; difference 14.9%; 95% confidence interval 4.2%–26.7%) for nonphysicians (27 of 74 [36.5%]) than physicians (121 of 561 [21.6%]). Although at zero levels for Annual Meetings held between 1958 and 1990 and at mostly low but varying levels thereafter, the representation of women and women physicians has been at or above their proportions in the AAN membership and US neurology workforce since 2017. Comparison of representation by plenary session name revealed an unequal distribution of women, with women physicians concentrated in the Sidney Carter Award in Child Neurology presidential session.ConclusionHistorically and recently, women and women physicians were underrepresented among AAN plenary speakers. As the AAN has taken active steps to address equity, women have been included in more representative proportions overall. However, notable gaps remain, especially in specific prestigious plenary sessions, and further research is needed to determine causality.
- Published
- 2020
4. Advancing Women to Leadership Positions Through Individual Actions and Institutional Reform
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Tammy L. Lin, Luanne E. Thorndyke, Ranna Parekh, Adebisi Alli, and Ana Nunez
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Gender Equity ,Faculty, Medical ,media_common.quotation_subject ,education ,Face (sociological concept) ,Women Physicians ,Burnout ,Physicians, Women ,Promotion (rank) ,Excellence ,Health care ,Medicine ,Humans ,Workplace ,Burnout, Professional ,media_common ,Academic Medical Centers ,business.industry ,Compensation (psychology) ,Professional development ,Work-Life Balance ,Public relations ,Organizational Culture ,Career Mobility ,Leadership ,Pediatrics, Perinatology and Child Health ,Female ,business - Abstract
In this case-based guide, we offer strategies and solutions for advancing women leaders, including tackling career transitions; we highlight individual actions and achievable institutional reforms. Women in medicine experience disparities in the workplace and in achieving leadership roles. They face challenges related to climate and culture, equitable compensation, work-life integration, opportunities for professional development and advancement, and occupational and systemic factors that can lead to burnout. Without specific resources to support women’s development and advancement and promote conducive workplace climates, efforts to recruit, retain, and promote women physicians into leadership roles may be futile. This article is designed for 2 audiences: women physicians of all career stages, who are exploring factors that may adversely impact their advancement opportunities, and leaders in academic medicine and health care, who seek to achieve inclusive excellence by fully engaging talent. The need for greater representation of women leaders in medicine is both a moral and a business imperative that requires systemic changes. Individuals and institutional leaders can apply the practical strategies and solutions presented to catalyze successful recruitment, retention, and promotion of women leaders and widespread institutional reform.
- Published
- 2021
5. American Psychiatric Association's Leadership Fellowship Program: Short-term and Longer-term Outcomes
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Ranna Parekh, Rebecca Daly, Ellen E. Lee, Tushara Govind, Sejal Patel, Saul Levin, and Dilip V. Jeste
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Male ,medicine.medical_specialty ,020205 medical informatics ,education ,02 engineering and technology ,Professional societies ,Article ,Education ,03 medical and health sciences ,0302 clinical medicine ,Physicians ,mental disorders ,0202 electrical engineering, electronic engineering, information engineering ,medicine ,Humans ,Training ,030212 general & internal medicine ,Fellowships and Scholarships ,Association (psychology) ,Psychiatry ,health care economics and organizations ,Retrospective Studies ,Response rate (survey) ,Internship and Residency ,General Medicine ,Mental health ,United States ,Residency ,Psychiatry and Mental health ,Leadership ,Cohort ,Organized medicine ,Professional association ,Female ,Psychology ,Curriculum and Pedagogy ,Career development ,Neuroscience - Abstract
ObjectiveThis study assessed the impact of a Leadership Fellowship, sponsored by the American Psychiatric Association (APA) and APA Foundation, on the careers of psychiatry residents and examined the influence of gender and year of Fellowship completion. This 2-year program for residents offered multiple opportunities to interact with professional leaders at various levels.MethodsA retrospective online survey of alumni of the APA Leadership Fellowship, who had completed this Fellowship between 2003 and 2019, was conducted.ResultsOut of the 93 psychiatrists who were sent the survey, 59 alumni responded (60.8% response rate). Most respondents had remained involved with organized psychiatry groups and 80% held leadership positions. Respondents reported high levels of satisfaction with the APA Fellowship experience, noting the importance of peer networking. Overall, male and female respondents were similar in their subsequent leadership positions and satisfaction with the survey. Similarly, Fellows who completed the Fellowship in 2003-2015 had responses about the experience that were largely similar to those in the 2016-2019 cohort that had not yet completed their residency.ConclusionA vast majority of alumni of the APA Leadership Fellowship had become leaders in their workplace or organized psychiatry groups. The leadership-focused career development programs for psychiatry trainees are important avenues to develop a diverse cohort of future leaders in psychiatry.
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- 2021
6. Global Prevalence and Impact of Hostility, Discrimination, and Harassment in the Cardiology Workplace
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Mary Norine Walsh, Roger S. Blumenthal, Sharonne N. Hayes, Pamela S. Douglas, Robert A. Harrington, Athena Poppas, Laxmi S. Mehta, Ranna Parekh, Roxana Mehran, MA Anne K. Rzeszut, Toniya Singh, and Garima Sharma
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Adult ,Male ,medicine.medical_specialty ,Multivariate analysis ,Asia ,Cardiology ,Hostility ,030204 cardiovascular system & hematology ,Logistic regression ,Job Satisfaction ,03 medical and health sciences ,Middle East ,Physicians, Women ,0302 clinical medicine ,Internal medicine ,Surveys and Questionnaires ,medicine ,Prevalence ,media_common.cataloged_instance ,Humans ,030212 general & internal medicine ,European union ,Workplace ,media_common ,Aged ,business.industry ,Odds ratio ,Middle Aged ,South America ,Confidence interval ,Sexual Harassment ,Harassment ,Sexual orientation ,Female ,medicine.symptom ,Cardiology and Cardiovascular Medicine ,business - Abstract
Discrimination and emotional and sexual harassment create a hostile work environment (HWE). The global prevalence of HWE in cardiology is unknown, as is its impact.This study sought to evaluate emotional harassment, discrimination, and sexual harassment experienced by cardiologists and its impact on professional satisfaction and patient interactions worldwide.The American College of Cardiology surveyed cardiologists from Africa, Asia, the Caribbean, Eastern Europe, the European Union, the Middle East, Oceana, and North, Central, and South America. Demographics, practice information, and HWE were tabulated and compared, and their impact was assessed. The p values were calculated using the chi-square, Fisher exact, and Mann-Whitney U tests. Univariate and multivariate logistic regression analysis determined the association of characteristics with HWE and its subtypes.Of 5,931 cardiologists (77% men; 23% women), 44% reported HWE. Higher rates were found among women (68% vs. 37%; odds ratio [OR]: 3.58 vs. men), Blacks (53% vs. 43%; OR: 1.46 vs. Whites), and North Americans (54% vs. 38%; OR: 1.90 vs. South Americans). Components of HWE included emotional harassment (29%; n = 1,743), discrimination (30%; n = 1,750), and sexual harassment (4%; n = 221), and they were more prevalent among women: emotional harassment (43% vs. 26%), discrimination (56% vs. 22%), and sexual harassment (12% vs. 1%). Gender was the most frequent cause of discrimination (44%), followed by age (37%), race (24%), religion (15%), and sexual orientation (5%). HWE adversely affected professional activities with colleagues (75%) and patients (53%). Multivariate analysis showed that women (OR: 3.39; 95% confidence interval: 2.97 to 3.86; p 0.001) and cardiologists early in their career (OR: 1.27; 95% confidence interval: 1.14 to 1.43; p 0.001) had the highest odds of experiencing HWE.There is a high global prevalence of HWE in cardiology, including discrimination, emotional harassment, and sexual harassment. HWE has an adverse effect on professional and patient interactions, thus confirming concerns about well-being and optimizing patient care. Institutions and practices should prioritize combating HWE.
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- 2021
7. Diversity And Medical Professionalism
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Eliza Lo, Chin, Vanessa M, Britto, and Ranna, Parekh
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Organizations ,Professionalism ,Humans ,Internship and Residency - Published
- 2020
8. Hostile Work Environment in Cardiology: The Global Prevalence of Emotional Harassment, Discrimination, and Sexual Harassment and Their Impact on Healthcare
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Garima Sharma, Pamela Douglas, Sharonne N. Hayes, Roxana Mehran, Anne Rzeszut, Robert A. Harrington, Athena Poppas, Mary Norine Walsh, Toniya Singh, Ranna Parekh, Roger S. Blumenthal, and Laxmi S. Mehta
- Published
- 2020
9. List of Contributors
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Eliza Abdu-Glass, Robert R. Althoff, Jessica E. Becker, Eugene V. Beresin, Jeff Q. Bostic, Patricia A. Cavazos-Rehg, Neha P. Chaudhary, Ruben Echevarria, Jabari Evans, Michael Feldmeier, Christopher J. Ferguson, Lisa Fortuna, Wanda P. Fremont, Brianna Hightower, James J. Hudziak, Abigail M. Judge, Sylvia J. Krinsky, Lawrence A. Kutner, Alexis R. Lauricella, Maria Jose Lisotto, Silvia B. Lovato, Ardis C. Martin, Cheryl K. Olson, Allison Optican, Ranna Parekh, Caroly Pataki, Holly S. Peek, Eric Piacentini, Sarah Pila, Paulina Powell, David C. Rettew, David H. Rubin, John Sargent, Steven C. Schlozman, Sven Smith, Anthony D. Sossong, Roxy Szeftel, Kara Sydelle Tabor-Furmark, Elvira Perez Vallejos, Ellen A. Wartella, and Liora Zhrebker
- Published
- 2019
10. Media's Role in Mitigating Culturally Competent Understanding of Latino Youth
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Ranna Parekh, Lisa Fortuna, Maria Jose Lisotto, and Paulina Powell
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business.industry ,Culturally competent ,Sociology ,Public relations ,business - Published
- 2019
11. Diversity Dialogue
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Anne Emmerich, Ariel Otero, Ranna Parekh, and Estee Sharon
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- 2019
12. Treating Posttraumatic Stress Disorder in Primary Care
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Auralyd Padilla, Ranna Parekh, and Sejal Patel
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Posttraumatic stress ,medicine.medical_specialty ,business.industry ,medicine ,Primary care ,Psychiatry ,business ,Patient Management Exercise - Published
- 2017
13. Caring for Families Separated by Changing Immigration Policies and Enforcement: A Cultural Psychiatry Perspective
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Roberto Lewis-Fernández, Emily Wu, Brandon A. Kohrt, Neil Krishan Aggarwal, Francis G. Lu, Cécile Rousseau, Ranna Parekh, and Devon E. Hinton
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Adult ,Adolescent ,media_common.quotation_subject ,Refugee ,Immigration ,Emigrants and Immigrants ,Cultural Psychiatry ,Family separation ,Criminology ,Stress ,Article ,03 medical and health sciences ,Deportation ,0302 clinical medicine ,Immigration policy ,Political science ,Humans ,0501 psychology and cognitive sciences ,Family ,Enforcement ,Child ,Child custody ,media_common ,Psychiatry ,05 social sciences ,Family support systems ,Psychiatric Prevention ,Emigration and Immigration ,Mental health ,030227 psychiatry ,Psychiatry and Mental health ,Distress ,Work (electrical) ,Ethnopsychology ,Public Health and Health Services ,Psychological ,Cross-cultural issues ,Stress, Psychological ,050104 developmental & child psychology - Abstract
Recent changes in U.S. immigration policies and enforcement have precipitated a 300% rise in arrests and planned deportations. Although some family members face deportation, others in the same family may have state-sanctioned status. Such mixed status puts hundreds of thousands of families at risk of forced separation and associated mental health problems. Building on cross-cultural work with refugee families and other groups and on work with families separated by parental incarceration, the authors provide recommendations to guide clinicians working with families who are separated or who fear separation. Mental health problems among separated families can in part be addressed through identifying the origins of distress, elucidating family structures and roles, strengthening communication practices, linking with legal and economic resources, and facilitating decision making through distress reduction.
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- 2018
14. The Complicated Journey of a Family
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Ranna Parekh and Auralyd Padilla
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Actuarial science ,Computer science ,Scale (descriptive set theory) ,Outcome (probability) ,Zero (linguistics) ,Clinical knowledge - Abstract
Questions are presented at “consideration points” that follow a section that gives information about the case. One or more choices may be correct for each question; make your choices on the basis of your clinical knowledge and the history provided. Read all of the options for each question before making any selections. You are given points on a graded scale for the best possible answer(s), and points are deducted for answers that would result in a poor outcome or delay your arriving at the right answer. Answers that have little or no impact receive zero points. At the end of the exercise, you will add up your points to obtain a total score.
- Published
- 2015
15. Diversity Dialogue: An Innovative Model for Diversity Training
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Anne Emmerich, Ranna Parekh, and Estee Sharon
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Medical education ,Cultural sensitivity ,media_common.quotation_subject ,education ,Specialty ,Unconscious bias ,respiratory system ,Mental health ,humanities ,Diversity training ,Center (algebra and category theory) ,General hospital ,Psychology ,human activities ,Diversity (politics) ,media_common - Abstract
Diversity Dialogue is a 3-h workshop designed and piloted by the Center for Diversity, Department of Psychiatry at Massachusetts General Hospital (MGH). Since 2010, Center members have conducted Diversity Dialogues with mental health clinicians, medical specialty professionals, psychiatry residents, and medical students. Our mission is to offer a professionally facilitated safe environment for sharing personal stories and experiences with the goal of enhancing relationships, tolerance and ability in a community.
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- 2013
16. Looking for Love?: Take a Cross-Cultural Walk Through the Personals
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Ranna Parekh and Eugene V. Beresin
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Value (ethics) ,Psychiatry and Mental health ,Individualism ,Physical attractiveness ,Cultural values ,General Medicine ,Psychology ,Social psychology ,Acculturation ,Education ,Newspaper - Abstract
Personal advertisements are powerful windows into understanding individuals, societal trends, and cultural values. “Personals” in the United States and elsewhere offer a unique opportunity to understand societal changes and cross-cultural issues. As one study demonstrates, personals reflect the societal importance placed on thinness in American women. A cross-cultural study shows how personals are used in understanding the American value of individualism and the Chinese values of family and society. Personals in an Indian newspaper and an Indian-American newspaper both demonstrate Indian values, yet the latter shows hints of American acculturation. For psychiatrists, the personals may be an important way to understand patients and their social and cultural contexts. Patients’ ads may help the psychiatrist and patient understand the patients’ values and fantasies, aid in treatment, and help form relationships.
- Published
- 2001
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