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Chances are, in a room of one hundred law firm partners in the United States, at most, one Black woman would be present. Statistically, if there were a Black, Latinx, or Asian woman in that room, she would be the only one. Women of color make up only 3.79 percent of all partners, counting equity and nonequity partners. The percentage of Black women among all partners has remained solidly under one percent--0.57 percent in 2009 and 0.80 percent in 2020. And so, women of color lawyers starting at law firms inevitably enter spaces that are overwhelmingly white and male--spaces where their well-being is not understood, much less prioritized. These same spaces are also home to a significant level of stress, substance abuse, and depression, rendering the law firm business ill-equipped to be welcoming and supportive. Attrition ensues and underrepresentation continues. To evolve into truly inclusive workplaces, law firms must act to embed lawyer well-being as an institutional piece of their diversity, equity, and inclusion efforts. For law firms, the 'racial reckoning' and the COVID-19 pandemic of 2020-2021, with negative impacts falling disproportionately on women of color lawyers, have only complicated diversity, equity, and inclusion (DEI) and well-being challenges. This Article proposes that law firms take concrete steps to solidify a holistic, interconnected approach to well-being and inclusion. Part II will provide an overview of the state of lawyer well-being and the representation of women of color lawyers at law firms. Part III will explore the impact of the events of 2020-21 on women of color lawyers. Part IV will highlight and critique recent law firm efforts on well-being and DEI. Part V will chart a path forward for law firms that treats well-being as inextricable from inclusion., TABLE OF CONTENTS I INTRODUCTION 324 II AN OVERVIEW: LAWYER WELL-BEING AND THE REPRESENTATION OF WOMEN OF COLOR AT LAW FIRMS 328 A Lawyer Well-Being: Pre-Pandemic to Now 328 B [...]

BackgroundThe purpose of this study was to use point-of-care ultrasound (POCUS) to investigate the relationship between tobacco smoke exposure and the characteristics of the common carotid artery (CCA). The effect of both primary and secondary smoking on CCA properties was evaluated.MethodsWe performed a prospective cross-sectional study across 20 primary care clinics in Bandung, West Java, Indonesia in July 2016. Point of care ultrasound was performed on a convenience sample of Indonesian patients presenting to clinic. The CCA wall stiffness and carotid intima-media thickness (CIMT) were measured during diastole and systole. These measurements were correlated with smoke exposure and cardiovascular disease.ResultsWe enrolled 663 patients in the study, with 426 patients enrolled in the smoking category and 237 patients enrolled in the second-hand smoke category. There was an overall positive correlation with the measured lifestyle factors and the ultrasound-measured variables in the group of individuals who smoked. For all variables, age seemed to contribute the most out of all of the lifestyle factors for the positive changes in CIMT and CCA wall stiffness.ConclusionOur data yielded correlations between CCA properties and cardiovascular risk, as well as between CIMT and arterial stiffness. We were also able to demonstrate an increase in thickness of the CIMT in patients who have been exposed by tobacco through the use of ultrasound. Further large scale studies comparing patients with multiple cardiac risk factors need to be performed to confirm the utility of ultrasound findings of cardiovascular disease and stroke.

BACKGROUND:The purpose of this study was to assess the short-term efficacy of a 4-week ultrasound curriculum taught by American first-year medical students to general practitioners working in public health care clinics, or puskesmas, in Bandung, Indonesia. METHODS:We performed a prospective, observational study of Indonesian health care practitioners from public clinics in Bandung, Indonesia. These practitioners were enrolled in a 4-week ultrasound training course taught by first-year American medical students. A total of six sessions were held comprising of 38 ultrasound milestones. A pre-course and post-course written exam and practical exam was taken by each participant. RESULTS:We enrolled 41 clinicians in the course. The average pre-course exam score was 35.2% with a 2.4% pass rate, whereas the average post-course exam score was 82.0% with a 92.7% pass rate. The average practical score at the completion of the course was 83.2% (SD=0.145) with 82.9% of the class passing (score above 75.0%). CONCLUSION:Our data suggests that first-year medical students can effectively teach ultrasound to physicians in Indonesia using a 4-week intensive ultrasound training course. Future studies are needed to determine the amount of training required for proficiency and to evaluate the physicians' perceptions of the student-instructors' depth of knowledge and skill in point of care ultrasound.

Today, more than ever, lawyers must constantly adapt-quickly and with deliberateness. This Article shines a light on the need to teach law students adaptability in law practice, and the central role of the legal writing professor in that endeavor. Part II explores the need for adaptability in a lawyer’s career. Part III provides an overview of three adaptability approaches from the legal writing pedagogy literature: information literacy, genre discovery, and the contextual case method. Part IV closes with a reflection on key features of adaptability pedagogy in legal writing-curiosity, inquisitiveness, and ethicality-and its general application in legal education. At heart the adaptability approaches discussed in this Article require law students to methodically question and to work with integrity and ethicality. They compel legal writing students to practice activities that will help them adapt as lawyers in an ever-changing environment. All are invited to read this Article as a celebration of the legal writing professor’s critical role in legal education. [ABSTRACT FROM AUTHOR]

Osteogenesis imperfecta (OI) is a genetic disorder that results in low bone mineral density and brittle bones. Most cases result from dominant mutations in the type I procollagen genes, but mutations in a growing number of genes have been identified that produce autosomal recessive forms of the disease. Among these include mutations in the genes SERPINH1 and FKBP10, which encode the type I procollagen chaperones HSP47 and FKBP65, respectively, and predominantly produce a moderately severe form of OI. Little is known about the biochemical consequences of the mutations and how they produce OI. We have identified a new OI mutation in SERPINH1 that results in destabilization and mislocalization of HSP47 and secondarily has similar effects on FKBP65. We found evidence that HSP47 and FKBP65 act cooperatively during posttranslational maturation of type I procollagen and that FKBP65 and HSP47 but fail to properly interact in mutant HSP47 cells. These results thus reveal a common cellular pathway in cases of OI caused by HSP47 and FKBP65 deficiency.

Over-use of force by law enforcement officers in the United States persists, along with a resulting state of crisis in Black communities. Massive protests in 2020-2021 calling for racial justice and for law enforcement reform have seemingly not been effective in turning the page on disproportionate use of force in interactions with Black civilians. Meanwhile, as protests and calls for legislative action and policy change continue, police training continues. Studies show that traditional Diversity, Equity, and Inclusion (DEI) training practices produce resentment and resistance, specifically in the context of law enforcement. The Authors-scholars of law, critical race and gender studies, and engineering-have taken a multidisciplinary-team problem-solving approach to the crisis, with a focus on police training. The Authors launched a project, funded by a grant from The Ohio State University's Seed Fund for Racial Justice, that seeks to intervene in traditional DEI training at the Columbus Division of Police. With the aim of developing an innovative software program that augments in-person police training related to DEI, the project's methodology includes using real-life policing scenarios, software design, site visits, and engagement by students in the "Antiracist Technology" engineering course at The Ohio State University. The project reflects a collaborative focus on negotiation and critical race and gender studies. The Authors seek to explore how technology can enhance in-person instructional training related to DEI and cultural competency while simultaneously reducing resistance to and resentment of DEI training. Ultimately, the goal is to use technology, together with research on structural and institutional systems of oppression, to improve relations between law enforcement and Black civilians. This Article will first describe the problem the Authors' project seeks to address and its multidisciplinary problem-solving approach. It will then provide a critical overview of the research this project builds from and outline the project methodology. Finally, the Authors share about related research. [ABSTRACT FROM AUTHOR]

The goal of this preliminary study was to develop a framework for success in mentoring East Asian women scientists and engineers. Six women participated in two-hour interviews providing oral histories that revealed some common themes. In Asia, while science and engineering studies are encouraged, especially for girls, the interviewees had little mentoring. Upon coming to the United States they found themselves isolated in their universities as both East Asian and female minorities. The study findings suggest collective mentoring through a department-formed team of senior mentors with public administrative support is a good model for East Asian women. In this approach, assigned mentors would include at least one woman. Mentors would have an understanding of and be able to discuss work/life balance and would work with protegees to help them with goal setting. This research complements findings of other studies describing mentoring teams working with minority faculty and the importance of women mentors in addressing psychosocial issues. This research uncovered the limited role of East Asian faculty mentors and the need for role models. Date of publication: December 2016, INTRODUCTION In universities in the United States a small but significant number of faculty members are women scientists and engineers who immigrated from East Asia after completing their degrees. These [...]

I. INTRODUCTION II. DEFINING NEXT GEN III. PEDAGOGY AND THE LATEST WAVE OF ELECTRONIC RESEARCH TOOLS A. Calls for a More Practice-Focused Legal Education, and an Emphasis on Teaching Metacognitive [...]

Hyperhidrosis impairs quality of life (QOL) in hidradenitis suppurativa (HS) patients and may exacerbate HS. However, there is limited literature on whether hyperhidrosis treatments improve HS disease. To systematically review literature on efficacy and tolerability of hyperhidrosis treatments in HS patients. In May 2021, MEDLINE and EMBASE databases were systematically searched by two reviewers per PRISMA guidelines for articles on hyperhidrosis and HS. Sixteen articles met inclusion criteria (2 randomized controlled trials [RCTs], one case–control study, three cross‐sectional studies, 10 case‐studies/series), encompassing 252 HS patients across studies. They examined botulinum toxin A (BTX‐A) (n = 6) and B (BTX‐B) (n = 1), suction‐curettage (n = 1), diode laser (n = 1), and microwave‐based energy device (MED) (n = 3). Overall, BTX treatments improve HS severity, QOL, hyperhidrosis, and were well‐tolerated. Suction‐curettage did not improve disease. One HS patient tolerated diode laser well, with improvement in sweating and HS. One RCT studying MED was discontinued due to adverse events. Two studies reported MED‐induced HS. BTX was overall helpful in HS patients, including in patients without concomitant hyperhidrosis. However, more prospective studies are needed to examine its utility in HS. There is potential harm of MEDs in HS. Most studies examining hyperhidrosis treatments in HS patients are low level of evidence. Larger RCTs should examine the efficacy and tolerability of hyperhidrosis treatments in HS. [ABSTRACT FROM AUTHOR]

As protests calling for racial justice erupted across the country in 2020, many large law firms issued compelling statements acknowledging systemic inequities and bias. During the preceding few decades, firms had already expressed their commitment to diversity, equity, and inclusion; some had launched well-publicized diversity initiatives. Still, breakthrough progress has been elusive. Women, and especially women of color, continue to be severely underrepresented in partnership ranks. The gender pay gap at law firms persists. An unrelenting pattern of heavy burden in the lived experiences of women and women of color at law firms continues. This Article argues that an ethical reset is needed to drive true systemic change in large law firms. With the gender pay gap in law firm partnership compensation as a vehicle, this Article explains precisely how the design of the rules of professional conduct renders them largely symbolic on discrimination and ineffective against longstanding systemic barriers. It proposes a framework requiring (1) transparency of process and pay; (2) regular self-assessment addressing milestones; and (3) a financial incentive for compliance. The framework can be used as a springboard to address other consequences of systemic discrimination in law firms, like the abysmal underrepresentation of women of color. This Article takes leaders of large law firms at their word and extends an invitation to advocate for state supreme courts, state bars, the American Bar Association, and state legislatures to implement the proposed framework and finally bring about an ethical reset aimed squarely at eliminating systemic discrimination and bias in large law firms. [ABSTRACT FROM AUTHOR]