Practicing Cultural Humility by Using Actionable Steps for Improving Name Pronunciation and Use.

Name spelling and pronunciation are connected to multiple social classifications such as race, ethnicity, gender, religion, and presumed language skills. Individuals with names that do not conform to dominant norms may experience exclusion, discrimination, ridicule, and stigmatization. Having one's name mispronounced, derided, changed, or avoided can have a lasting effect on how an individual sees themselves and the rest of society. Name mispronunciation also has the potential to create breakdowns in teams and communities, including those in the workplace and educational environments. Proper name pronunciation can promote feelings of belonging and psychological safety in the learning environment, promoting team formation, development, and entitativity. Strategies can be employed to improve name pronunciation and acceptance of name spellings, thus reducing associated inequities in the workplace and differential treatment in education. At the organizational level strategies can be implemented to improve name pronunciation and acceptance of name spellings, as well as to minimize intentional and unintentional othering, de-racialization, microaggressions, and othering. Herein, we describe techniques for honoring and respecting name preference and pronunciation by improving self-awareness and implementing strategies on a personal, classroom, and organizational level.

Lessons from a cross-institutional online professional development pilot.

PURPOSE: To reflect on a collaborative approach used by a group of faculty and administrators from historically Black colleges and universities (HBCU) and predominantly Black institution (PBI) pharmacy programs to provide high quality, multiple institution, faculty development programming in online environments. DESCRIPTION: A pilot for a shared online professional development initiative between pharmacy programs at five HBCUs and one PBI was implemented as a two-hour combined video conference and webinar, with structured networking, instructional programming, and breakout group sessions. Learning outcomes focused on increasing knowledge and awareness of mindsets in faculty and students with additional project goals of beta-testing interactive web conference formats, developing cross-institutional networking, and identifying avenues for sharing resources and expertise. ANALYSIS/INTERPRETATION: Kolb's Cycle of Experiential Learning (Concrete Experience, Reflective Observation, Abstract Conceptualization, and Active Experimentation) was used to guide reflection on the joint workshop. The instructional design, delivery, and learning experiences of the program itself were analyzed using Garrison's Community of Inquiry Framework. CONCLUSIONS: Action research approaches can be applied to facilitate the continuous quality improvement cycle in multi-institution initiatives, such as joint faculty development programming. IMPLICATIONS: Lessons related to cross-institutional collaboration, communities of practice development, networking, and communication can be used for future joint faculty development sessions and other shared initiatives for institutions serving minoritized students as well as other multiple institution consortiums.

Taking Action Towards Equity, Diversity, and Inclusion in the Pharmacy Curriculum and Continuing Professional Development.

Increased awareness of social injustices and inequities highlight the relevance and importance of diversity, equity, inclusion, and accessibility (DEIA) in health care. Former and recent graduates of pharmacy schools remain deficient in their knowledge of DEIA topics such as unconscious bias, which can directly influence health outcomes in an undesirable manner. Particular DEIA areas that are pertinent to pharmacy practice include: race, gender, sexual orientation, gender identity, ability status, religion, socioeconomic status, and political beliefs. The American Association of Colleges of Pharmacy (AACP) affirmed its commitment to DEIA as a priority. However, existing gaps in knowledge of pharmacy graduates in this area have the potential to contribute to health disparities and inequities, which are significant public health issues. We call on academic pharmacy institutions and professional pharmacy organizations to elevate DEIA topics and to designate them as essential to both addressing health equity and improving care for underserved populations. We also implore licensing boards to require continuing education related to DEIA as a foundational step to closing the knowledge gap for pharmacists in this area.

Spirituality and Religiosity of Pharmacy Students.

Objective. To characterize the religiosity and spirituality of final year pharmacy students and examine the impact on performance in pharmacy school and future practice. Methods. An electronic survey was sent to 308 students in their final year of pharmacy school at four universities (two private and two public institutions). Results. There were 141 respondents to the survey for a response rate of 46%. Key findings are religiosity/spirituality did not impact academic performance, students felt supported in their spiritual/religious beliefs, religiosity/spirituality had a positive impact on students' emotional/mental well-being, attending pharmacy school decreased organized religion, less than half of the students would work for a pharmacy not allowing the "right to refuse to dispense," students felt religiosity/spirituality could affect health/medication adherence, and most students were not familiar with how to conduct a spiritual assessment. Conclusion. Pharmacy schools should find ways to acknowledge and support religiosity/spirituality for pharmacy students and for promoting holistic patient well-being.