Dr. Yahir Santiago-Lastra

And in the parlance of being underrepresented for a lot of black women or a lot of urologists of color or surgeons of color, sometimes that's called code switching and that can be exhausting and it can be really difficult People of color, particularly black employees, need to code switch a lot because of those penalties that are thrust upon them if they are their authentic selves at work.

And in the parlance of being underrepresented for a lot of black women or a lot of urologists of color or surgeons of color, sometimes that's called code switching and that can be exhausting and it can be really difficult People of color, particularly black employees, need to code switch a lot because of those penalties that are thrust upon them if they are their authentic selves at work.

But I think those types of leadership testing and looking at everyone defining who their authentic self is and how they are creating their work personality matters. can help you find ways to align it in a degree to maybe mitigate some of the burnout. So I see that as a way forward because it allows everyone to participate and then maybe everyone adapt together.

But I think those types of leadership testing and looking at everyone defining who their authentic self is and how they are creating their work personality matters. can help you find ways to align it in a degree to maybe mitigate some of the burnout. So I see that as a way forward because it allows everyone to participate and then maybe everyone adapt together.

But I think those types of leadership testing and looking at everyone defining who their authentic self is and how they are creating their work personality matters. can help you find ways to align it in a degree to maybe mitigate some of the burnout. So I see that as a way forward because it allows everyone to participate and then maybe everyone adapt together.

Because we all have ways in which our authentic personality can affect our work performance, but just recognizing that it disproportionately impacts some groups over others, I think is a path forward.

Because we all have ways in which our authentic personality can affect our work performance, but just recognizing that it disproportionately impacts some groups over others, I think is a path forward.

Because we all have ways in which our authentic personality can affect our work performance, but just recognizing that it disproportionately impacts some groups over others, I think is a path forward.

Yeah, so the pipeline issue that's mentioned is that there aren't sufficient applicants or a very common question that I get after I give a lecture on improving workforce diversity and urology, for example, which is a topic that I commonly talk about. Very often someone in the audience gets up and says, you know, we'd love to have a

Yeah, so the pipeline issue that's mentioned is that there aren't sufficient applicants or a very common question that I get after I give a lecture on improving workforce diversity and urology, for example, which is a topic that I commonly talk about. Very often someone in the audience gets up and says, you know, we'd love to have a

Yeah, so the pipeline issue that's mentioned is that there aren't sufficient applicants or a very common question that I get after I give a lecture on improving workforce diversity and urology, for example, which is a topic that I commonly talk about. Very often someone in the audience gets up and says, you know, we'd love to have a

more women or more people of color in our program or in our department. It's just so difficult to recruit. It's like there aren't enough. There's not enough in the pipeline. And that's just not true. So women have entered medical school and neared parity for many decades. So That is one myth debunker. There are plenty of women that could be potentially recruited into urology.

more women or more people of color in our program or in our department. It's just so difficult to recruit. It's like there aren't enough. There's not enough in the pipeline. And that's just not true. So women have entered medical school and neared parity for many decades. So That is one myth debunker. There are plenty of women that could be potentially recruited into urology.

more women or more people of color in our program or in our department. It's just so difficult to recruit. It's like there aren't enough. There's not enough in the pipeline. And that's just not true. So women have entered medical school and neared parity for many decades. So That is one myth debunker. There are plenty of women that could be potentially recruited into urology.

I think we have seen a tipping point there. I see a lot of women applicants. So I don't know that we are seeing a pipeline issue there. That said, if you go along the pipeline, so follow that timeline between medical school, residency applicants,

I think we have seen a tipping point there. I see a lot of women applicants. So I don't know that we are seeing a pipeline issue there. That said, if you go along the pipeline, so follow that timeline between medical school, residency applicants,

I think we have seen a tipping point there. I see a lot of women applicants. So I don't know that we are seeing a pipeline issue there. That said, if you go along the pipeline, so follow that timeline between medical school, residency applicants,

finishing residency, board certification, promotion, leadership, chairmanship, presidency, that is where we start to still see people exiting the pipeline. And there have been a lot of studies looking at this. I think it's really important to say that this leaky pipeline affects women and urologists of color, particularly black women, most of all, and the disproportionate targeting of

finishing residency, board certification, promotion, leadership, chairmanship, presidency, that is where we start to still see people exiting the pipeline. And there have been a lot of studies looking at this. I think it's really important to say that this leaky pipeline affects women and urologists of color, particularly black women, most of all, and the disproportionate targeting of

finishing residency, board certification, promotion, leadership, chairmanship, presidency, that is where we start to still see people exiting the pipeline. And there have been a lot of studies looking at this. I think it's really important to say that this leaky pipeline affects women and urologists of color, particularly black women, most of all, and the disproportionate targeting of