MUSC Catalyst 11-21-2014

Nov. 21, 2014

MEDICAL UNIVERSITY of SOUTH CAROLINA

Vol. 33, No. 14

Equity, inclusion, diversity: part of everyday campus life

BY MIKIE HAYES Public Relations

E

photos by Tim Roylance, Digital Imaging

MUSC employees sign a banner committing to maintain a workplace and environment that respects employees, students, patients and their families by embracing different cultures, beliefs, values, nationalities and lifestyles.

“

This document expresses MUSC’s commitment to providing greater opportunities to the MUSC family.

David J. Cole

8

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Reaching High

Former NFL player chooses medicine over football.

mblazoned across the top of the MUSC Facebook page, the word “INCLUSION” expresses the Medical University’s strong commitment to diversity, one of President David J. Cole’s top priorities.

In his inauguration speech, Cole referred to MUSC as a close– knit and supportive family that values diversity, inclusion and equity. He further stated that as a forward–thinking institution, MUSC is committed to continued development of a culture that draws its strength from a rich tapestry of cultures, ideas and talent.

Under the leadership of Willette Burnham, Ph.D., and Joan Herbert, R.N., co–chairs of the university’s planning committee, MUSC recently completed its first strategic plan for diversity and inclusion. Considered a significant milestone for the organization, the plan provides a framework for implementing enterprisewide goals and strategies that address these issues across five specific domains. These include recruitment and pipeline development; education and training; metrics and outcomes; engagement and inclusion; and communication, community relations and outreach.

While introducing the new strategic plan, Cole said, “This document expresses MUSC’s commitment to providing greater opportunities to the MUSC family. It also allows us to respectfully acknowledge our past while actively engaging a more fully diverse and inclusive community.”

The purpose of the plan is to create an academic health care community where every member is respected and valued. By leveraging differences in ways that allow people to understand and be understood, leadership ensures diversity and inclusion are integral to the fabric of MUSC. Through this process, leadership believes that awareness, understanding and mutual respect will have a foundation to flourish.

One particular priority of Cole’s that was quickly set into motion was the creation of the Advisory Council for Diversity and Inclusion, a community group that, along with MUSC representatives, comprises three distinct groups: elected officials, faith–based community leaders and leaders who are valuable resources for other diverse groups such as the black, LGBT,

See Inclusion on page 6

9

Eminent Scholar

3 Nurse breaks sterotypes

Cancer pain assessment tools lead to ARROW Award.

5

Meet Ronnetta

11 Alliance Group progress

READ THE CATALYST ONLINE - http://www.musc.edu/catalyst

2 THE CATALYST, Nov. 21, 2014

PEOPLE

Around Campus

Leonard Egede

Oysters for Autism

Leonard E. Egede, M.D. professor and director of MUSC’s Center for Health Disparities Research and director of the Health Equity and Rural Outreach Innovation Center at the Ralph H. Johnson VA Medical Center, contributed a piece to the American Journal of Public Healths supplement on health equity (September 2014).

The Lowcountry Autism Foundation and MUSC Developmental Pediatrics is hosting the Oysters for Autism Oyster Roast at Bowens Island Restaurant on Folly Beach from 4 to 7 p.m., Sunday, Nov. 23. The event features lots of oysters, drinks, music and silent auction. Tickets are $25 per person and $30 at the door. Ticket sales at MUSC’s Adult Volunteer Office, University hospital, Room 101.

The Lowcountry Autism Foundation is the Family Support Services provider to MUSC Children’s Hospital and MUSC Medical Center.

Stephanie Hall Stephanie Hall, R.N., a neonatal nurse practitioner in the Children’s Hospital NICU, was among two individuals to receive the 2014 NICU Heroes Award presented nationally by Hand to Hold and Mead Johnson Nutrition. As part of the honor, Hall recieved a $2,500 award which she presented to the Children’s Cancer Research Fund. The award will be made in Hall’s name in honor of Owen Plasman and in memory of Kennedy Branham, two children who battled cancer.

Editorial of fice MUSC Office of Public Relations 135 Cannon Street, Suite 403C, Charleston, SC 29425.

843-792-4107 Fax: 843-792-6723 Editor: Cindy Abole catalyst@musc.edu Catalyst staff: Mikie Hayes, hayesmi@musc.edu Dawn Brazell, brazell@musc.edu Helen Adams, adamshel@musc.edu J. Ryne Danielson, daniejer@musc.edu

EVENTS

photo by Mills Goettee, Summerville

National Crime Victims Research and Treatment Center case manager Meg Wallace writes words on a memory stone, dedicating it in honor of victims. The stones will be used for the remembrance cairn that was built to honor South Carolina road traffic victims. The Nov. 16 event, held at the MUSC Horseshoe featured a remembrance ceremony and provided other information about the group’s services.

Paul R. Lambert Paul R. Lambert, M.D., chair and professor, Department of Otolaryngology and Head and Neck Surgery, was elected president of the American Board of The Catalyst is published once a week.

Paid adver tisements, which do not represent an endorsement by MUSC or the State of South Carolina, are handled by Island Publications Inc., Moultrie News, 134 Columbus St., Charleston, S.C., 843-849-1778 or 843-958-7490. E-mail: sales@moultrienews.com.

Otolayrngology.

Lambert is nationally recognized within his specialty of Otolaryngology, especially Otology-Neurotology. He as served as vice president for the American Academy of Otolaryngology-Head and Neck Surgery; president of the American Neurotology Society and on the board of directors with the American Board of Otolaryngology. Lambert joined MUSC in 1999.

For information visit: http://www. lafinc.org.

Animal Society Cook–off Purchase your ticket for the Charleston Animal Society’s 15th Annual Celebrity Chili Cook-off and Oyster Roast, which will take place from 1 to 5 p.m., Saturday, Nov. 22 at The Citadel’s Johnson Hagood Football Stadium.

The event helps support homeless animals. For every $20 donation, you will receive one ticket for admission to the Chili Cook-off. Proceeds will go to “Toby’s Fund,” the Charleston Animal Society’s Medical Fund.

For information, visit http://www. charlestonanimalsociety.org/chili/.

Research Administration Survey due Nov. 21 The Office of the Associate Provost for Research invites you to complete a survey on Central Research Administrative Units and affiliated Service Centers: Research Development, Research and Sponsored Programs, Research Integrity (IACUC/IBC/IRB), Center for Innovation and Entrepreneurship, and Foundation for Research Development.

Survey Goals include: q Providing the research community an opportunity to give input on research administrative operations

q Identifying areas for improved user experience and increased efficiencies q Serving as a basis for action plans supporting institutional strategic planning This survey should take no more than 10 minutes. Feedback is anonymous unless you wish to provide contact information at the end of the survey.

Thank you for participating.

You may open the survey in your web browser at https://redcap.musc.edu/ surveys/?s=kufNynuwpa.

THE CATALYST, Nov. 21, 2014 3

First male women’s health nurse practitioner breaks stereotypes

BY ALLYSON CROWELL Development & Alumni Affairs

B

y the time he was 15 years old, Kahlil Demonbreun, DNP, knew that he wanted to spend his life caring for women.

As he learned more about the nursing profession, he realized the intimate, nurturing work it entailed. Nurses comb hair. Nurses hold hands. Nurses even moisten lips when patients can’t breathe on their own.

“My parents tried to discourage me,” Demonbreun remembered. “They told me, ‘That’s not what men do.’”

But it was the only job he ever wanted. A Detroit native, he enrolled in college at Indiana State University but left after the first year. He took a job as a dialysis technician but a mentor, after watching Demonbreun work at the clinic, told him it was time to go back to school.

Demonbreun enrolled at Henry Ford Hospital School of Nursing back home in Detroit and became class president. He went on to complete his bachelor’s and master’s degrees in nursing at the University of South Carolina, where he chose his specialty in women’s health, and then his doctorate degree at MUSC. Upon graduation, Demonbreun became the first male women’s health nurse practitioner (WHNP) in the country to earn a Doctor of Nursing Practice degree. He now teaches at MUSC’s College of Nursing and practices at Palmetto Primary Care Physicians.

Demonbreun is licensed to provide all health care that a woman might need, at any stage of life, except the final weeks of pregnancy.

“It’s not just Pap smears,” he said. “I didn’t go to graduate school for five years just so I could do

photo provided

Dr. Kahlil Demonbreun is a women’s health nurse practitioner and instructor in MUSC’s College of Nursing. He also holds board certifications as an adult nurse practitioner and inpatient obstetric nurse. screenings. WHNPs provide primary care across the lifespan. Sometimes I am the only provider that a patient has. If you name it, someone has probably told me about it during a visit. You have to make sure they’re comfortable coming back.”

Demonbreun has been a nurse for 26 years, and he always has cared for women. But despite his education and experience, some potential employers have refused to consider him for jobs because of his gender.

“One place handed me a policy against hiring men, so I went to the Equal Employment Opportunity Commission,” Demonbreun said. “From there, they – let’s just say they don’t have that policy anymore.”

Demonbreun became an advocate for better hiring

MUSC TREE OF LIFE KICKS OFF HOLIDAYS

practices. He developed a policy of his own, stating that nursing is defined by skill set and not gender, for the Association of Women’s Health, Obstetric and Neonatal Nurses.

As a black male nurse, Demonbreun jokes about being “the poster child for diversity.” But Gail Stuart, Ph.D., R.N., dean of the MUSC College of Nursing, said Demonbreun is distinguished less by his appearance than by his energy and commitment to nursing.

“Kahlil breaks a number of stereotypes for the profession, and this is critical as we strive to have a nursing workforce that best represents the population for whom we care,” Stuart said. “We need to attract more men and minorities into nursing, and one of the most important ways to do that is to have strong, positive role models with whom they can identify.

Kahlil is just such a stellar role model.”

Demonbreun lives in Orangeburg. His wife is an internal medicine physician at Lexington Medical Center in Columbia, and they have two college–age daughters, both interested in pursuing health care careers. When he isn’t working, he devotes most of his free time to professional organizations.

As Demonbreun sees it, people will always need nurses – and nurses have an obligation to uphold their profession.

“We laugh with people. We cry with people. We have to tell you when you have cancer or an STD. We have to tell you when you’re 37 weeks pregnant, and your baby has passed inside of you,” Demonbreun said. “That’s what you do as a nurse.”

Editor’s note: Reprinted with permission from Thank You Notes, MUSC Office of Development and Alumni Affairs.

MUSC Children’s Hospital patient Elizabeth Corontzes, a 16-year-old leukemia patient from Mount Pleasant and a student at Wando High School, spent her first day outside the hospital since August visiting the Horseshoe in time for MUSC’s Tree of Life ceremony on Nov. 10. Elizabeth was invited to switch on the tree. The event also served as the kickoff of the annual Salvation Army Angel Tree program at MUSC. Employees can pick up angels at the hallway of the University hospital cafeteria or at various campus locations. For details, call Liz Williams, MUSC Bone and Marrow Transplant Program at 792-8382. The MUSC Angel Tree Parade and Toy Drop off will take place Dec. 5. photos by Helen Adams, Public Relations

4 THE CATALYST, Nov. 21, 2014

MUSC Diversity and Inclusion’s

Engagement

Welcome to MUSC Diversity and Inclusion’s

87 milestones that will be executed during the

new quarterly column in The Catalyst called

implementation phase. The website is evolving

“Engagement.”

and features our diversity and inclusion purpose,

During the past six

definitions, best practices and resources.

months, more than 150

We know our work has just begun and we

diverse members of the

humbly ask every member of the MUSC

MUSC student body and

community to participate in its success by

workforce have worked to

holding each other accountable for modeling

develop the organization’s

our stated values honoring the principles of

inaugural Diversity and Inclusion Strategic Plan.

Burnham

As we move into the implementation phase,

excellence and equity.

As chairs of the Diversity and Inclusion Strategic Plan committee, we are proud of the

this column is designed to keep every member of

work that has transpired and humbly thank the

the MUSC community engaged and informed

incredible team of MUSC students, faculty and

regarding our goals, milestones, challenges,

staff from across the enterprise who worked

and opportunities related to the enterprisewide

tirelessly to achieve this outcome.

diversity and inclusion strategies outlined in the

As we embark upon this new pathway we are

plan.

By design, the plan creates a reasonable, ambitious and imperative compilation of goals and strategies critical for developing longterm sustainable outcomes and incrementally gauging success. The success of this plan will allow MUSC to become a model for culturallysensitive care that will be enjoyed by our patients here, as well as future patients of our graduates, wherever they practice.

Every quarter the column will provide updates

reminded that our legacy has not always been

from each of the four implementation teams and

one that models inclusion and equity. However,

with a means to keep you informed of the many

over the past two decades, the Medical University

existing and new opportunities that MUSC

has fostered a range of successful initiatives to

is engaging in with both internal and external

promote diversity and inclusion within and

constituents to promote diversity and inclusion.

across all sectors of our enterprise. We are also

As we launch this column, we invite you to

reminded that we have an opportunity to build

visit our website: http://academicdepartments.

on this momentum through greater coordination

musc.edu/muscdiversity/. Here you can review

and planning with the Diversity and Inclusion

the Diversity and Inclusion Strategic Plan,

Strategic Plan implementation teams and your

which includes 12 objectives, 44 strategies and

continuous engagement.

THE CATALYST, Nov. 21, 2014 5

MEET RONNETTA

Ronnetta Sartor College College of Dental Medicine (Class of 2017) How you are changing what’s possible at MUSC By being a member of organizations on campus that promote diversity at MUSC as well as within our community Family and pets Mom, Patricia Tucker; father, Ronnie Sartor (deceased); brother, Robert Brooks; and pet toy poodle, Teddi B. Groups and Organziations American Student Dental Association Student National Dental Association Alliance for Equity Favorite Thanksgiving memory Helping my mother and grandmother cook Thanksgiving dinner for our family Dream vacation Paris, France Favorite quote “The greatness of man is not in how much wealth he acquires but in his integrity and his ability to affect those around him positively.” — Bob Marley

6 THE CATALYST, Nov. 21, 2014

INCLUSION

Continued from Page One

Spanish–speaking, and historically underserved communities throughout the Tri–county area.

The advisory council is intended to provide MUSC leadership with insight into efforts that may successfully improve relationships within MUSC over time.

According to Burnham, it became apparent that members of the greater Charleston community could provide support and consultation to strengthen the strategic plan efforts.

Sabra Slaughter, Ph.D., senior advisor to the president for diversity and community relations, serves on the council and feels the group’s input will assist MUSC in its efforts immeasurably.

He said, “The advisory council fosters communication with local civic, business, professional and elected leaders, provides a structure to champion diversity and inclusion and celebrate our accomplishments, and promotes opportunities for continuous improvement. These contributions will greatly aid the institution in meeting its goals and building stronger bonds with community constituents.”

The advisory council functions in a purely advisory and consultative capacity to support the efforts of the strategic plan. Members of the council will serve as allies and ambassadors and in those roles they will: advise MUSC leadership on matters related to creating an organizational culture and climate of inclusion for students, faculty, staff, patients, and their families; improve recruitment, engagement and retention of underrepresented minorities; increase access to resources for underrepresented minorities; improve external and internal communication with key stakeholders; and improve existing relationsips while building new partnerships, which can enhance MUSC’s diversity and inclusion values and goals.

The council has a very significant advisory role, though no programmatic, administrative or legislative authority.

Members serve as a resource for accountability for organizational change.

After two initial meetings that included first community leaders and then elected officials, the volunteer body of nearly 40 people met for the

first time as a team on Oct. 17. They will continue to meet once a quarter.

During upcoming meetings, the strategic plan implementation team will provide updates to the council so members remain fully informed of the progress that has been made between meetings.

Burnham, who works closely with the council, explained the original conception of the group. “The Advisory Council came together as a result of Dr. Cole’s desire to ensure an external community team was part of the process and engaged in the plan. He thought it was important that we receive direct recommendations from an engaged constituency who represented the Charleston community, patients, families, as well as others with whom they were in partnership.”

“The council will essentially help us stay in touch with how we’re doing and how we’re perceived,” she continued.

“They will serve as a second set of eyes and ears as we move forward. We are hoping they offer advice along the lines of ‘you may want to consider this’ or ‘here is a place we think you need to course–correct.’ Advisors such as these can do a great job informing us of where we might be missing opportunities for enhancement.”

MEANINGFUL PARTNERSHIPS The council aims to build strong relationships that will remain sustainable for decades. While the council has members who are ambassadors of MUSC, the decision was made, while forming the council, to include those in the community who have been critical of the Medical University’s diversity efforts over the years.

Burnham said, “We didn’t shy away from that voice. We want to have conversations with advisors who represent a diversity of voices — the advocates and the critics — as that’s where you continue to be challenged.

We have partners we haven’t always agreed with and sometimes we are able to educate one another and share a diversity of perspective, which sometimes means we have to agree to disagree. But that is the beauty of this work and one of the outcomes we seek from the advisory council. We can be advised about where we can do a better

photo provided

Members of the Diversity & Inclusion Advisory Council held their first meeting with MUSC President David Cole on Oct. 17. The council is composed of civic, professional and business leaders who serve on an external community team that will assist in equity and inclusion efforts. job and what we are doing well if we respectfully listen to all voices. To that end, we made an intentional effort to improve communication and create a council representative of our diverse communities and voices.”

There exists in the community a perception that MUSC never fully acknowledged or took responsibility for the March 1969 hospital workers’ strike.

The walkout, which was organized by Mary Moultrie, an MUSC nurse’s aide, was an opportunity for the workers to express their strong conviction that MUSC wasn’t addressing their concerns about discrimination, harassment, unequal pay, and widespread racial discord. Many in the black community still feel MUSC has not made as much progress since that time as it could have which is a legacy MUSC would like to change, according to Burnham.

The strategic plan is a monumental first step in making necessary progress.

Burnham said of working with the community advisory council toward this end: “This is a great way to own our legacy of exclusion outright and still embrace the possibilities of what lies ahead for the future.”

The overarching message at the October 2014 meeting was there is no better place in Charleston for care, but

there is still work to be done under the rubric of Diversity and Inclusion.

Burnham explained, “Elected officials at their meeting shared personal stories of how well a loved one had been taken care of at MUSC. The care and advances here are never the issue. One attendee said, ‘Everyone has an MUSC love story because we’ve all had experiences where we brought a loved one here that was treated well. That’s not what this is about — we know MUSC is a great academic health care center. We bring families here because it’s the best. And we love MUSC for that. But we need to address the other issues at hand and find solutions for the future.”

The planning team knows that changing perceptions may be slow and progress won’t happen overnight.

A few members of the council may undertandably take a “wait and see” attitude. Burnham said, “They’re agreeing to serve as advisors, but they may be thinking to themselves, ‘OK, let’s see what you really do.’ MUSC will prove through our actions that we are committed to making substantive changes.”

INITIAL PRIORITIES

See Inclusion on page 7

THE CATALYST, Nov. 21, 2014 7

INCLUSION

Continued from Page Six

Of the ideas that have been submitted to date, training stands out as a good first step in terms of ways to make an important enterprisewide change.

Burnham said, “We can begin to make sure that every new member of the organization is educated and trained in the expectations surrounding diversity and inclusion. Moving forward, we want everyone to have the same orientation on Diversity and Inclusion values: things that everyone will be expected to do to help the culture change. And also, we propose to implement continual training for long-term employees and ongoing leadership development training. It’s important that we are training the MUSC family in what it means to be sensitive to creating a more inclusive environment.”

Burnham feels there will be greater opportunities for representation of underrepresented minorities in middle and upper management once implementation goals for creating programs that help the institution develop leaders internally are identified.

photo by Tim Roylance, Digital Imaging

Medical Center, University and MUSC Physicians employees, staff and students gathered April 16 for the Diversity & Inclusion Strategic Plan retreat to discuss strategies and share ideas to move forward.

She refers to that as “our grow–your– own–leader model.” Her message to MUSC employees? “Please give the

implementation phase time to work and keep us informed; we want you to thrive in this organization.”

Already the new council is making strides. One community leader said, “I can’t ever remember a time when we’ve been invited to participate in something like this with MUSC.” According to Burnham, people are feeling heard, included, relevant. “Most importantly,” she said, “They feel encouraged and optimistic. This isn’t going to be just talk. The council recognized there was going to be something different about this particular effort.”

The implementation team looks forward to what’s ahead — especially how MUSC will look and function as an organization in three to five years.

Overwhelmingly, members of the council and the MUSC team agree, they want to ensure that every employee and community member feels they are a welcomed member of the MUSC community.

South Carolina Representative Wendell Gilliard, one of the elected officials serving on the council, shared, “At the end of the day, people just want to be respected and valued for the jobs they do in the organization regardless of where they fall in the continuum.”

8 THE CATALYST, Nov. 21, 2014

Student takes work ethics from field to providing patient care

BY JANE MA Public Relations Samkon Gado, a fourth–year medical student from Columbia, South Carolina, is just one semester away from completing medical school and entering the world of professional health care.

But this is not the first transition from school that he’s made; out of college, he signed as a free agent into the National Football League. After six seasons — having played for the Chiefs, Packers, Texans, Dolphins, Rams, and Titans — he returned to school, becoming a full–time student at the College of Medicine.

Gado recalled that the transition wasn’t necessarily easy: “There were definitely some things I was a little rusty on,” he said, “but in some ways, the professional world prepared me for the pressures of medical school. For my part, it was just where life took me, and I don’t regret the path I took.”

It was this pathway that led him back to South Carolina to study medicine.

Gado confessed that it was a love of home that attracted him to MUSC: “I grew up in this state, and growing up, MUSC was always the state standard. I’ve always wanted to go to MUSC from the moment I knew I wanted to be a doctor.

It was the best place for me to learn and be near family.”

Gado has known since he was in high school that he wanted to be a physician.

He said, “The idea was birthed my sophomore year, in a biology class. I honestly was not the best student, but I worked earnestly. I remember I did really well in that class. I got one of the highest grades and that’s when I began to think, ‘I can do this. This was something I could really do.’ I was genuinely interested in the human body, especially as an athlete. I loved biology, knew how to put in the work, and seemed to be good at the subject.”

photo provided

Fourth-year medical student Samkon Gado, right, reviews medical information with an MUSC practitioner. faculties: “You think that doctors are the These three elements — passion, hard smartest people in the world from the work and natural talent — seem to be outside looking in. To a certain degree I the defining aspects of Gado’s approach think this is true, but I think one of the to his work, whether in a jersey or white most important aspects of a successful coat. Gado said that he was surprised by doctor is the ability to work hard and how much of success in medical school endure difficult circumstances. That’s and as a physician, is determined by effort and discipline rather than mental See Athlete on page 9

offers many diverse career opportunities that students may be interested in

THE CATALYST, Nov. 21, 2014 9

Cancer pain researcher named ARROW Eminent Scholar

BY CINDY ABOLE Public Relations Helping cancer patients communicate their pain to their physicians and practitioners has been the foundation of Diana J. Wilkie’s research for almost 30 years. The internationally recognized cancer pain researcher spoke about her work as the 2014 recipient of MUSC ARROW (Advancement, Recruitment and Retention of Women) Initiative’s annual Eminent Scholar Award.

“I’m very honored and proud to receive this award,” said Wilkie, during her first visit to Charleston on Oct. 16. “It’s fabulous that your institution is supporting women in science and advancement through this program as it’s so critical in research today.

Everyone at MUSC should be proud of their efforts especially in this area.”

A native of Colorado, Wilkie has devoted her work and research to exploring cancer pain and end– of–life issues. She has been continuously awarded research grants from numerous organizations such as the National Institutes of Health, National Cancer Institute, National Institute for Nursing Research, American Cancer Society, and the Robert Wood Johnson Foundation. Wilkie is the Harriet H. Worley Endowed Chair for Nursing Research and director of

ATHLETE

photo provided

University of Illinois’ Dr. Diana Wilkie, left, receives the ARROW Eminient Scholar Award. the Center for Excellence for End–of–Life Transition Research at the University of Illinois at Chicago.

During the lecture, Wilkie spoke about advanced pain control and interdisciplinary research. She focused on the need for cancer patients to accurately communicate their pain to their providers using technology and create better pain assessment methods.

Two developments from her research include the computerized PAINReportIT and PAINRelieveIT programs which have made dramatic steps to improving pain assessment and management in health care settings.

Continued from Page Eight

really something I developed early in my life on the field, the capacity for hard work, and to do it day in and day out until it becomes second nature. I think that’s important in medicine, developing and maintaining good habits. I don’t think that the NFL is the only place to learn that, but that’s one of the schools that taught me this important lesson. I always had to work harder than those with more natural talent in the League.”

On the other hand, Gado believes that at the end of the day, competency and results matter because of the nature of medicine. “It’s good to work hard, but sometimes trying hard is not good enough. You’re dealing with people, with real patients. It’s a lot of pressure.

That can’t dominate the conversation, but there’s a place for results. It’s a hefty responsibility when life and death hang in the balance. You need to care enough to work to be competent. The NFL teaches this as well, in terms of performing at a high level for the sake of winning games, but medicine is a much

photo provided

Prior to medical school, Samko Gado was a running back with the Green Bay Packers and five other NFL teams. higher calling than that.”

The NFL is not the only place that has

“Today’s providers have a short time to spend with every patient, and more often, they never get to hear a patient’s entire story as it relates to pain. We need to find better ways to help patients tell their story.

With my pain study, patients were able to share more information by answering questions using a computer or tablet. Then we’re able to take this data and provide consultation notes for the provider to help recommend more effective medications that can help the patient manage their pain,” said Wilkie.

Aside from her presentation, Wilkie met with MUSC palliative care nurses and clinicians and nursing faculty as well as ARROW Initiative steering committee members, throughout her visit.

Wilkie received her nursing degree from Mesa College in 1982 and went on to earn her master’s and doctorate in nursing research from the University of California in San Francisco. A writer, nurse educator, entrepreneur, and lecturer, Wilkie is a fellow in the American Academy of Nursing and served multiple terms as the American Cancer Society Professor of Oncology Nursing. She also was founding president of the Nursing Pain Association and the founder and chairman of eNURSING LLC, a small business established in 1999 that creates, develops, tests, and distributes evidence–based, electronic tools that support and facilitate patient–centered health care.

prepared Gado for this responsibility, however. He discussed the ways in which the College of Medicine has prepared him for the high demands and standards of a physician’s work.

He credits the shift to an integrated curriculum that focuses on maximizing learning and not ranking students.

“There seems to be a shift in medical schools now that’s indirectly addressing the growing incidence of depression and suicide in medical students and consequently doctors. MUSC has switched from a grades–based to a pass/ fail honors system, in addition to the many programs in place that cater to the well–being of students. The counseling and psychological program, CAPS, is an excellent example. MUSC goes to great lengths to meet students where they are and help them address issues before they carry them into their respective fields where it can negatively impact patients.”

He also believes the idea of eliminating competition by highlighting MUSC’s team–based methodology was a sound move. “I think this change in perspective is healthy and beneficial. Classmates are

more comrades and not competitors.

This isn’t a race, each man for himself.

We’re all on the same team facing the same opponent and everyone has a place on the team. People learn better in this environment, and that leads to better doctors. If we’re all on the same team, then we all succeed together.”

These distinctive experiences have helped Gado, on and off the field, prepare for his future as an ear, nose and throat doctor. Looking back, he reflected on lessons learned from football and the College of Medicine that he will carry with him into residency and beyond.

Ultimately, he’s just thankful that he’s made it to this point. “Football was wonderful, and I will always be thankful for that time. But it wasn’t something I could do indefinitely, and I knew that.

It was always medicine for me, since that high school biology class. Being at MUSC was a great experience simply because of the opportunity it afforded.

Getting into medicine was the biggest hurdle, and I’m so grateful to MUSC for giving me the opportunity to be a doctor and bring my goals to fruition.”

10 THE CATALYST, Nov. 21, 2014

Yoga: a great weight loss solution — Select a star from the Ashley Hillman “jumped on the MUSC Urban Farm yoga bandwagon” hoping to lose oak tree and purchase unwanted pounds. What she gained requested items for went far beyond a healthier weight. a START student.

The October Monthly Mindful Instructional flyer nearby Challenge encouraged staff to contains details.

“Change It Up: Explore something q The November new.” Though she had done yoga challenge is to Release a couple of times in the past, the Tension. Begin by Ashley never did so consistently. taking the Monthly “I purchased a new client 30–day Mindful Challenge survey special in September but only at http://tinyurl.com/ attended seven classes during the Susan Johnson n62q9uq. A link to the whole month. I decided to purchase final survey will be sent at another pass and committed to practicing consistently for a month,” said month’s end to those who take the first survey.

Hillman.

“My initial motivation related to losing q Chair massages — Free massages are offered to employees midday weight, as over the last six or so months Wednesdays. Check broadcast messages my weight skyrocketed due to eating out for locations and times. frequently coupled with stress related to residency and celebrating after I finished. q Farmers Markets — Fresh fruits and vegetables are available from local Even though I wasn’t practicing farmers Friday from 7 a.m. to 3:30 p.m. frequently in September, I found how grounding the practice was for me, found at the Horseshoe. q Flu Shot Satellite clinics will be held — it was improving my mood and stress Dec. 6 and Dec. 11, 2 West Classroom levels. I’m on rotating shifts right now and 6 to 10 p.m., 2West Classroom and having my practice to come back to as an anchor provided some sort of stability. I have found that if I practice MUSC Urban Farm before coming into work I have better q Midday Work and Learn — Tuesdays, concentration and stress tolerance.

12:15 to 12:45 p.m.

Overall I come into work happier q Early Bird Maintenance Wednesday — and leave happier. As I noticed these 7:30 to 8:30 a.m., improvements I stopped caring if I lost q Sunset Work and Learn — 4 to 6 p.m., weight doing it and became motivated Light Up the Farm event. to continue and deepen my practice to q First and third Saturdays: Familycontinue and expand on the benefits I friendly work and learn — 9 to 11 a.m., had seen,” she said.

Dec. 6.

Ashley, a clinical pharmacist, currently For more information about wellness practices what’s been affectionately events or the MUSC Urban Farm, called “hot box or sweaty” yoga at contact Susan Johnson, Ph.D., johnssa@ Charleston Power Yoga — a hot vinyasa musc.edu or Suzan Benenson Whelan, practice. She’s tried other methods but whela@musc.edu. particularly enjoys vinyasa/flow yoga because she finds “the linking of my Holiday Break breath with movement calming to my mind. I have to really focus and my The Catalyst will not be ‘inner chatter’ is more likely to stop.” published Dec. 26 or Jan. 2 and She plans on continuing her practice will resume publication Jan. now that she “firmed her habit” and is 9. For information, call Cindy anxious to explore other studios and Abole at 792-4107 or e-mail classes as well as her newly purchased catalyst@musc.edu. books outlining other aspects such as For advertising information, breathing and meditative practices.

Health at work

Wellness Events

q Make a Wish on a STAR gift drive

call Island Publications at 958-7480 or e-mail sales@ moultrienews.com.

A letter to MUSC employees: MUSC strives to be a good neighbor and a responsible business partner to the surrounding Tricounty region. As one of the area’s largest employers, we understand the economic impact we have on South Carolina and the Lowcountry.

Since much of our business is with the federal government, we strictly adhere to federal laws and regulations dealing with the workplace, including nondiscrimation.

The Office of Federal Contract Compliance Programs within the U.S. Department of Labor is responsible for ensuring that employers comply with the laws and regulations requiring nondiscrimination. OFCCP administers and enforces several legal authorities that require equal employment opportunity, including Executive Order 11246, as amended, and Section 503 of the Rehabilitation Act of 1973, as amended. These authorities prohibit federal contractors like MUSC and subcontractors from discriminating on the basis of race, color, religion, sex, national origin, disability, and protected veteran status.

Recent updates to these regulations have been made as they relate to the recruitment and employment of qualified individuals with disabilities.

These newly revised regulations, enforced by OFCCP, require us to do more outreach to try to increase the number of qualified individuals with disabilities in our workforce. We are also required to report to OFCCP the number of qualified individuals that we are able to reach and hire.

As a part of our reports, we are required to invite current employees to declare their current disability status (not specific disability). This can be done online by logging into “My Records” at http:// academicdepartments.musc.edu/ hr/university/emp_corner/records. htm for University employees or via https://appserve.musc.edu/ myrecords/dashboard_admin.jsp for Medical Center employees, under the Personal Information Tab. Please complete the update before Dec. 31.

Why did OFCCP revise its Section 503 regulations?

OFCCP revised the Section 503 regulations to update and strengthen employers’ affirmative action and nondiscrimination responsibilities. The framework articulating employers’ Section 503 responsibilities has been in place since the 1970s. However, both the unemployment rate of working age individuals with disabilities and the percentage of those that are not in the labor force remain significantly higher than for those without disabilities. A substantial disparity in the employment rate of individuals with disabilities continues to persist despite years of technological advancements that have made it possible for individuals with disabilities to apply for and successfully perform a broad array of jobs. In addition, we are finding more Section 503 violations during compliance investigations. This seems to indicate that the current compliance framework is not as effective as hoped.

Several factors contribute to limiting the ability of individuals with disabilities to seek, find, keep, and thrive in jobs.

The existence of an outdated framework that does not reflect the realities of today’s workplace or current disability rights law; the persistent unemployment and underutilization of individuals with disabilities; and certain institutional and process barriers are all limiting factors. These factors highlight the need for new regulations.

The information will not be shared and will be kept confidential, other than for reporting requirements.

Should there be any questions, please contact my office at 792-1568 or via email at bonaparw@musc.edu.

Sincerely, Wallace Bonaparte Director, Office of Equal Employment Opportunity and Affirmative Action Compliance

THE CATALYST, Nov. 21, 2014 11 Movie screening of ‘Blood Brother’ honoring World AIDS Day

Furniture King Size Plush Set New, will sacrifice for $275 843-270-4283 Full Mattress Set with Euro Pillow Top New $140. Please Call: 843-270-4283 A-Queen Pillowtop that is Brand New in Plastic. Will take $150. Please call 843-270-4283

Donate toiletries for Helping Hands MUSC’s Surgery & Medicine Acute Critical Care Service Line is collecting items for Helping Hands of Goose Creek. The group is seeking unopened hygiene items such as toilet paper, shampoo, deodorant, toothpaste and soap.

Drop off your items at the donation box located on the first floor security desk by the University hospital entrance.

For information, call 792-8897.

The James Island Carmike Theater in James Island will offer a special screening of the film, “Blood Brother,”at 7:30 p.m., Dec. 3.

This documentary film, which was honored at the Sundance Film Festival with the Grand Jury Prize and Audience Award, celebrate one man’s decision to move to India to restart his life among children living at an HIV-orphanage.

Profits from this screening will be donated to the orphanage in the movie. Tickets are $11 per person and can be reserved in advance.

The theater is located at 1743 Central Park in James Island.

For for information about the film, visit https://www.tugg. com/events/11058 or its Facebook page at https://www. facebook.com/

Alliance for Equality group provides active voice, support

BY J. RYNE DANIELSON Public Relations The Alliance for Equality (formerly the Gay Straight Alliance) is changing what’s possible at MUSC by providing support, advocacy and a sense of community for people whose real or perceived sexual orientation, gender identity or alliance may put them at risk of discrimination.

Some of the group’s recent work on campus and in the community includes: “Gender Identity and Sexual Orientation” added to MUSC's admissions and student nondiscrimination policies (2013); Sponsored general health screenings, oral health screenings, and HIV testing at Charleston PRIDE (2014); Fundraising of $1,900 at Second Chance Prom where proceeds were donated to We Are Family — a safe– space community for LGBT (lesbian, gay, bisexual and transgender) youth (2014); Gender Identity and Sexual Orientation” — added to the MUSC's employment nondiscrimination policies (2014).

Upcoming events: q Member meetings, coffee talks and social events. Membership is free. All students, faculty and staff are all welcome to join. Beginning spring 2015. q Future partnership with Presidential Scholars’ health care policy and advocacy group to advocate for LGBT patients and to educate providers and students on health care disparities that members of the LGBT community face. q Safe Zone training: two to three hour sessions about what it truly means to be an ally. The next Safe Zone training session will be January 30, 2015 at 8:30 a.m.

For more information about the group, visit http://academicdepartments.musc. edu/gsa.

12 THE CATALYST, Nov. 21, 2014