Dr. Yahir Santiago-Lastra

They do a lot of this work within their departments and it's not compensated, but there's an easy way to say, hey, let's give people agency and decide amongst us that we value this and let's put that forward and compensate people for these things.

And by and large, I think departments are more and more open to that if that transparency and discussion takes place, but sometimes it just doesn't and things don't change. And then the other thing that I think is very powerful is involving people, especially your underrepresented or your tokens. Oh, I hate that word. Involve them in your compensation committee.

And by and large, I think departments are more and more open to that if that transparency and discussion takes place, but sometimes it just doesn't and things don't change. And then the other thing that I think is very powerful is involving people, especially your underrepresented or your tokens. Oh, I hate that word. Involve them in your compensation committee.

And by and large, I think departments are more and more open to that if that transparency and discussion takes place, but sometimes it just doesn't and things don't change. And then the other thing that I think is very powerful is involving people, especially your underrepresented or your tokens. Oh, I hate that word. Involve them in your compensation committee.

Involve them in the decision making that takes place. Make sure their voice is heard. And if there are very significant barriers to their being included or their being supported at work, make sure as their leader, this is more for leadership, make sure as their leader that those barriers are leveled in some way so that they can continue to be successful. Yeah, those are really great points.

Involve them in the decision making that takes place. Make sure their voice is heard. And if there are very significant barriers to their being included or their being supported at work, make sure as their leader, this is more for leadership, make sure as their leader that those barriers are leveled in some way so that they can continue to be successful. Yeah, those are really great points.

Involve them in the decision making that takes place. Make sure their voice is heard. And if there are very significant barriers to their being included or their being supported at work, make sure as their leader, this is more for leadership, make sure as their leader that those barriers are leveled in some way so that they can continue to be successful. Yeah, those are really great points.

Oh, absolutely. Diverse teams publish more. They publish in higher impact journals. There's a lot of cross-pollination that takes place in a lot of perspectives. For example, my area of expertise is increasing and improving care delivery to marginalized groups. And for sure, recruiting person of color in my example, you know, I am a native Spanish speaker.

Oh, absolutely. Diverse teams publish more. They publish in higher impact journals. There's a lot of cross-pollination that takes place in a lot of perspectives. For example, my area of expertise is increasing and improving care delivery to marginalized groups. And for sure, recruiting person of color in my example, you know, I am a native Spanish speaker.

Oh, absolutely. Diverse teams publish more. They publish in higher impact journals. There's a lot of cross-pollination that takes place in a lot of perspectives. For example, my area of expertise is increasing and improving care delivery to marginalized groups. And for sure, recruiting person of color in my example, you know, I am a native Spanish speaker.

Of course, it's going to be easier for me to take care of a predominantly Spanish speaking population. And it's not even I didn't even I mean, I put in the work when I was 18. one year old to learn Spanish, but that was it, right? There's nothing more about it. My background brings this wealth of information, this lived experience, a language, and all of that adds inherent value.

Of course, it's going to be easier for me to take care of a predominantly Spanish speaking population. And it's not even I didn't even I mean, I put in the work when I was 18. one year old to learn Spanish, but that was it, right? There's nothing more about it. My background brings this wealth of information, this lived experience, a language, and all of that adds inherent value.

Of course, it's going to be easier for me to take care of a predominantly Spanish speaking population. And it's not even I didn't even I mean, I put in the work when I was 18. one year old to learn Spanish, but that was it, right? There's nothing more about it. My background brings this wealth of information, this lived experience, a language, and all of that adds inherent value.

And that is on top of the other things that we bring to the table. So no question about it. It's a great investment. Diversifying is an excellent investment and it does not lead to underperformance at all.

And that is on top of the other things that we bring to the table. So no question about it. It's a great investment. Diversifying is an excellent investment and it does not lead to underperformance at all.

And that is on top of the other things that we bring to the table. So no question about it. It's a great investment. Diversifying is an excellent investment and it does not lead to underperformance at all.

One area that people will say because I've been in these discussions is, oh, in the corporate literature, as they've started to give women and men more opportunities for parental leave, when these individuals come back to work, there's a real lag before they get to productivity again. And that's such a short-sighted way of looking at the benefits of leave.

One area that people will say because I've been in these discussions is, oh, in the corporate literature, as they've started to give women and men more opportunities for parental leave, when these individuals come back to work, there's a real lag before they get to productivity again. And that's such a short-sighted way of looking at the benefits of leave.

One area that people will say because I've been in these discussions is, oh, in the corporate literature, as they've started to give women and men more opportunities for parental leave, when these individuals come back to work, there's a real lag before they get to productivity again. And that's such a short-sighted way of looking at the benefits of leave.

You're not going to see the benefits of leave within the first six months of someone coming back from parental leave. The way that you'll see it is the downstream effect of who you get to recruit because that person was able to take that on, and also loyalty and performance across time. So someone who works in a supportive environment where they