What Is Inclusion In Healthcare?

What Is Inclusion In Healthcare
Inclusion – Inclusion means giving associates and patients from all backgrounds a voice in providing and receiving high-quality care. This act starts with encouraging a diverse healthcare staff to participate in the patient experience.

What does inclusion mean health?

Inclusion health is an umbrella term used to describe people who are socially excluded, who typically experience multiple overlapping risk factors for poor health, such as poverty, violence and complex trauma. This includes people who experience homelessness, drug and alcohol dependence, vulnerable migrants, Gypsy, Roma and Traveller communities, sex workers, people in contact with the justice system and victims of modern slavery.

People belonging to inclusion groups, tend to have very poor health outcomes, often much worse than the general population and a lower average age of death.
This contributes considerably to increasing health inequalities.
Poor access to health and care services and negative experiences can also be commonplace for inclusion health groups due to multiple barriers, often related to the way healthcare services are delivered.

The Office for Health Improvement and Disparities (OHID), has written useful guidance which describes the challenges faced by inclusion health groups, and what healthcare professionals can take to include and support people. They have also produced guidance on language interpreting and translation.

The National Institute for Health and Care Excellence has also developed a guideline on providing integrated health and social care services for people experiencing homelessness which aims to improve access to and engagement with health and social care; making sure care is coordinated across different services.

Homeless and Inclusion Health Service Standards for commissioners and service providers are produced by The Faculty for Homeless and Inclusion Health to inform commissioning and provision of health services for socially excluded people. Core20PLUS5 is a national NHS England approach to support the reduction of health inequalities at both a national and system level.

joined up action to mitigate universal policies which can disproportionately affect the most excluded and marginalised groups building trust with people and communities; communicating in a way that allows people to understand and use information to make decisions about their own health and ultimately respect their choice. improved compassionate care which is personalised, trauma informed strengths-based care that treats people with humanity and compassion working with people with lived experience and local partners, particularly the voluntary community and social enterprise (VCSE) sector to evaluate and improve how people in inclusion health groups are supported – taking services to people where it is necessary promoting the message that everyone is welcome in general practice and, if necessary, challenging system and professional barriers within health services to ensure people access the services they need. Key resources include the General Practice registration campaign, Safe Surgeries Toolkit and the PCN planning tool,

What is inclusion and why is it important?

Is there a difference between diversity and inclusion? – Many people use the words inclusion, diversity, equality and even equity interchangeably. However, focusing on inclusion does not prevent us from thinking about, discussing, or acting on diversity and equality.

Equality is about the fair treatment of everyone and is often linked to the legislative framework in the UK, The Equality Act 2010. Equity is about creating equal possible outcomes for everyone because, despite effort and merit, people can experience substantial barriers in the workplace. Diversity is the mix of people.

Inclusion is the culture in which the mix of people can come to work, feel comfortable and confident to be themselves, and work in a way that suits them and delivers your business or service needs. Inclusion will ensure that everyone feels valued and importantly, adds value.

What are examples of inclusion?

What is Inclusion? – Inclusion is defined as the state of being included or being made a part of something. When multiple people are all invited to be part of a group, this is an example of inclusion. Inclusion is about honouring diversity, not ignoring it.

In the classroom, it is about responding to the needs of individual children, ensuring that all children attend and are supported to learn, contribute and participate – regardless of individual need, background or circumstances. Twinkl Inclusion in Education | What does Inclusion mean to you? – YouTube Twinkl Educational Publishing 24.5K subscribers Twinkl Inclusion in Education | What does Inclusion mean to you? Twinkl Educational Publishing Watch later Share Copy link Info Shopping Tap to unmute If playback doesn’t begin shortly, try restarting your device.

What does inclusion mean in care work?

Inclusion is ‘ being included within either a group or society as a whole ‘. Inclusion links with diversity and equality. It is important to understand someone’s differences so that you can include them and treat them equally and fairly. People can feel excluded if they are not able to join in with activities.

What is patient inclusion?

Patient equality and inclusion reports – We produce two reports annually that relate to patient equality and inclusion. The Public Sector Equality Duty Annual Report and EDS2 can be viewed on the Trust webpage, This website uses cookies to improve your experience. We’ll assume you’re ok with this, but you can opt-out if you wish. Cookie settings ACCEPT

What is the concept of inclusion?

Inclusion is a philosophy that urges schools, neighborhoods, and communities to welcome and value everyone, regardless of differences. Central to the philosophy of inclusion are the beliefs that everyone belongs, diversity is valued, and we can all learn from each other.

What is the main point of inclusion?

Some of the benefits of inclusion for children with (or without) disabilities are friendship skills, peer models, problem solving skills, positive self-image, and respect for others. This can trickle down to their families as well, teaching parents and families to be more accepting of differences.

What is the core value of inclusion?

Inclusion Is a Value & Way of Thinking – Inclusion NB So where do we start with achieving social inclusion through recreation? One important starting point is to recognize that inclusion is a value that must guide our beliefs and actions as recreation providers and citizens.

Here is what we mean by this: In the days before inclusion was a widely held idea in the fields of education, recreation, employment, etc., people spoke about the need to find ways to integrate people with disabilities into the mainstream of society.
The focus on integration was about ensuring that people were present – and that their right to access “regular” things (such as classrooms and recreation programs) was respected.

During the last 25 years individual rights have further evolved through laws policies that require service providers to provide accommodations so that people are able to participate. These rights are important as they provide ways for people to open doors that had previously been closed.

But, laws and policies cannot guarantee true social inclusion on their own.
Over time, it became clear that “integration” — making a place in an existing system for people who had previously been excluded – was not enough.
Integration” tended to retain the notion that there were two kinds of people: “regular” or “normal” people, and those who were “integrated”.

Schools and other programs thinking “integration” also tended to retain old ways of doing things, and many of these did not work well with the more diverse population. This taught us that a new way of thinking and acting was needed. Inclusion as a value and way of thinking requires something more.

Inclusion is about people gaining “social acceptance”, having positive interactions with one’s peers and being valued for who they are. As such, it must be “internally motivated” and stem from embracing the belief that all people have value and the right to belong. Inclusion values diversity and allows for the real opportunity for people (both with and without disabilities) to have meaningful relationships.

In this respect, recreation providers must be willing to look at their beliefs, missions, messages, and operations to determine what they must do to be fully inclusive. There is an important question that must be asked on a regular basis: How do we develop, organize and operate our recreation program to ensure that all people are able to participate and enjoy the benefits of what we offer? : Inclusion Is a Value & Way of Thinking – Inclusion NB

What are two types of inclusion *?

Classification of students and educational practices – Classification of students by disability is standard in educational systems which use diagnostic, educational and psychological testing, among others. However, inclusion has been associated with its own planning, including MAPS which Jack Pearpoint leads with still leads in 2015 and person-centred planning with John O’Brien and Connie Lyle O’Brien who view inclusion as a force for school renewal.

Inclusion has two sub-types: the first is sometimes called regular inclusion or partial inclusion, and the other is full inclusion, Inclusive practice is not always inclusive but is a form of integration. For example, students with special needs are educated in regular classes for nearly all of the day, or at least for more than half of the day.

Whenever possible, the students receive any additional help or special instruction in the general classroom, and the student is treated like a full member of the class. However, most specialized services are provided outside a regular classroom, particularly if these services require special equipment or might be disruptive to the rest of the class (such as speech therapy ), and students are pulled out of the regular classroom for these services.

In this case, the student occasionally leaves the regular classroom to attend smaller, more intensive instructional sessions in a separate classrooms, or to receive other related services, such as speech and language therapy, occupational and/or physical therapy, psychological services, and social work.

This approach can be very similar to many mainstreaming practices, and may differ in little more than the educational ideals behind it. In the “full inclusion” setting, the students with special needs are always educated alongside students without special needs, as the first and desired option while maintaining appropriate supports and services.

Some educators say this might be more effective for the students with special needs.
At the extreme, full inclusion is the integration of all students, even those that require the most substantial educational and behavioral supports and services to be successful in regular classes and the elimination of special, segregated special education classes.

Special education is considered a service, not a place and those services are integrated into the daily routines (See, ecological inventories) and classroom structure, environment, curriculum and strategies and brought to the student, instead of removing the student to meet his or her individual needs.

However, this approach to full inclusion is somewhat controversial, and it is not widely understood or applied to date.
Much more commonly, local educational agencies have the responsibility to organize services for children with disabilities.
They may provide a variety of settings, from special classrooms to mainstreaming to inclusion, and assign, as teachers and administrators often do, students to the system that seems most likely to help the student achieve his or her individual educational goals.

Students with mild or moderate disabilities, as well as disabilities that do not affect academic achievement, such as using power wheelchair, scooter or other mobility device, are most likely to be fully included; indeed, children with polio or with leg injuries have grown to be leaders and teachers in government and universities; self advocates travel across the country and to different parts of the world.

What makes care inclusive?

While most are likely familiar with the phrase, “first do no harm,” there is so much more to treating people in a welcoming and supportive way than not harming them. Regardless of someone’s race or ethnicity, their sexual orientation or gender identity, their age or religion, and any physical or intellectual disabilities they may have, everyone deserves care that makes them feel as though they are supported, and their best interests are at the heart of the care they receive.

Why do people care about inclusion?

4 Reasons to Care about Diversity and Inclusion Businesses should care deeply about diversity and, A diverse and inclusive workplace is the best way to increase performance and innovation. Aside from business benefits, diversity and inclusion are really important to keep campaigning for in society as a whole. What Is Inclusion In Healthcare Here are 4 reasons why diversity and inclusion matter in both a business sense and as a wider social concern:

What represents inclusion?

Inclusion Meaning – Inclusion is the practice of providing everyone with equal access to opportunities and resources. Inclusion efforts in the workplace help to give traditionally marginalized groups — like those based on gender, race or disabilities — a means for them to feel equal in the workplace.

Inclusive actions, like creating employee resource groups or hosting information sessions, make the workplace a safer, more respectful environment for all employees.
Inclusion in the workplace is all about understanding and respect.
Making sure everybody’s voices and opinions are heard and carefully considered is vital in creating a more inclusive work environment where everyone feels respected.

Creating a work environment where everyone feels accepted and where everyone is part of the decision-making process is incredibly challenging and needs constant support to make it work. According to th e Harvard Business Review, promoting and measuring inclusion among employees is extremely difficult.

Have leadership undergo training in unconscious bias and active listening.Form an inclusion council that plays an active role in goal-setting, hiring and retaining your workforce.Create spaces within your office that highlight your diversity. For example, you can have a mother’s room for new mothers to breastfeed in private or you can install a prayer room for your employees to have the privacy to practice their religions.Create employee resource groups (ERGs) that give employees safe spaces to get together and talk about common interests. For example, you can have LGBTQ+ groups, groups for new parents, groups for women in sales. These groups give employees the chance to get together and share what they are going through in a safe, non-judgmental way. These groups can also be excellent teachers to the rest of the employees, where they can host company-wide talks on topics that are important to them.

What is inclusion criteria for health?

Protocol Design – Inclusion and Exclusion Criteria Investigators must include in their protocols a thorough description of the study population. The first priority is that the subject population have the attributes that will make it possible to accomplish the purpose of the research.

The investigator must specify inclusion and exclusion criteria for participation in a study.
Inclusion criteria are characteristics that the prospective subjects must have if they are to be included in the study.
Exclusion criteria are those characteristics that disqualify prospective subjects from inclusion in the study.

Inclusion and exclusion criteria may include factors such as age, gender, race, ethnicity, type and stage of disease, the subject’s previous treatment history, and the presence or absence (as in the case of the “healthy” or “control” subject) of other medical, psychosocial, or emotional conditions.

Healthy, or control, subjects may be defined as those individuals who are free of certain specified attributes of non-health.
Additional information on screening potential subjects for attributes of non-health is available in the,
Defining inclusion and exclusion criteria increases the likelihood of producing reliable and reproducible results, minimizes the likelihood of harm to the subjects, and guards against exploitation of vulnerable persons.

An example of inclusion criteria for a study of chemotherapy of breast cancer subjects might be postmenopausal women between the ages of 45 and 75 who have been diagnosed with Stage II breast cancer. An exclusion criterion for this study might be abnormal renal function tests, if the combination of study drugs includes one or more that is nephrotoxic.

In this case it would be required to specify which tests of renal function are to be performed to evaluate renal function and the threshold values that would disqualify the prospective subject (e.g., serum creatinine above 1.9 mg/dl).
Social science research generally does not have defined exclusion criteria.

Rather, ethnographic research usually defines the community of interest and seeks to include the broadest sampling of individuals who meet the inclusion criteria. For example, in an ethnographic study of Amazonian communities and their use of forest products, individuals living near the Amazonian forest would be included.

Within these communities everyone would be eligible to participate. Furthermore, the investigator must be prepared to provide a rationale in case one or more of the inclusion or exclusion criteria is questioned. The investigator should review the inclusion and exclusion criteria and decide if any group(s) is inappropriately excluded.

If the justification for the exclusion of this group is not reasonable with regard to the risks, benefits, and purpose of the research, then this group should be included. In the breast cancer study example discussed above, there would be no justification for the exclusion of minority women, but there is justification for the exclusion of men (based upon the target population of the research.) As noted in this example, the requirement that groups not be excluded without adequate justification does not mean that it is never appropriate for exclusion criteria to be based on race, gender, or age.

For example, some ethnographic research, by definition, may be limited to a certain ethnic group. To assess the rationale for selecting certain subject groups, the investigator needs to review information on the distribution of the health condition in the general population. Research that has the potential to benefit men, women, and children or different races should target a population of subjects that is diverse enough to distinguish differing effects, risks, and benefits.

No group or individual subject should be excluded without a scientifically sound reason or a requirement of the regulations to do so. : Protocol Design – Inclusion and Exclusion Criteria

What happens in inclusion?

We all seem to talking about inclusion and the importance of it. There are special departments in many educational institutions, especially in the public sector, which focus just on how to create and maintain inclusive work environments. So what is inclusion and why is it important? It is not just about including learners with Specific Learning Differences (SpLDs).

Inclusion is a basic right of everyone and its objective should be to embrace everyone regardless of race, age, gender, disability, religious and cultural beliefs and sexual orientation. When we have true inclusion, it is when we have removed all barriers, discrimination and intolerance. When implemented properly, it should make everyone feel included and supported, whichever environment they are in.

What does inclusive practices mean, and how can we ensure that all our classrooms and work environments are truly inclusive? Inclusion is about how we structure our schools, our classrooms and our lessons so that all our students learn and participate together.

An inclusive classroom is one that creates a supportive environment for all learners, including those with learning differences, and can also challenge and engage gifted and talented learners by building a more responsive learning environment. Inclusivity also means respecting people from all backgrounds and cultures, and by teaching our students the importance of this we create a much more tolerant and understanding environment, not just in the classroom and school but also in wider society.

An inclusive school or classroom can only be successful when all students feel that they are truly part of the school community. This can only happen through open, honest discussion about differences and understanding and respecting people from all abilities and backgrounds.

An inclusive environment is one where everyone feels valued. Here’s how you can help promote inclusivity in your classrooms: Think about your own values and approach to disability, gender, race, etc. Does how you teach acknowledge the experiences of the students from different backgrounds? Is your approach non-stereotypical? Using stereotypes can alienate and marginalise people, and using generalisations can have a negative effect on learners.

Do you encourage alternative perspectives, debate ideas, create an environment which is open to representation of different viewpoints? Are your students treated as individuals, encouraged to share their own lives and interests? Building a good rapport with your students helps with this.

If your students feel comfortable and supported by you, then they will be more open to sharing their ideas, thoughts and interests with you and the other students. This can be achieved quite easily. On the first day of class, share some information about yourself with your students. Tell them what your interests are, why you like teaching, etc.

Another activity you could do in the first lesson is to write five words on the board about yourself. Tell your students that they have to ask you questions to find out what the words are the answers to. Then get the students to do the same activity for themselves in groups.

In an ELT racially diverse classroom, have you thought about your own conscious or unconscious biases about people from other cultures? Do you have different expectations of students of colour than you do of white students, of male or female student, of students from the LGBTQ community? Create a supportive, respectful environment: promote diversity and equity.

‘Classroom climate is affected not only by blatant instances of inequality directed towards a person or group of people, but also by smaller, more subtle “micro-inequities” that can accumulate to have significant negative impacts on learning’ (Hall, 1982).

This can be created by thinking about a couple of things: Think about how you deal with student–student interaction. The way you deal with negative interaction is very important. Also think about the interaction between teacher and student. Are you an approachable teacher? ‘Students who felt that their teacher was approachable, had concern for minority student issues and treated students as individuals and with respect reported a better course climate’ (Astin, 1993).

If you establish some ground rules about acceptable and unacceptable behaviour, this will help students understand more clearly both your and other students’ expectations. You can do this at the beginning of each course and involve your students in putting together what everyone feels is acceptable and unacceptable.

It is always a good idea to revisit this from time to time as a reminder to everyone. Have high expectations of all your students. Research shows that students respond better when they feel that their teacher has faith in their abilities and is not focusing on their inabilities. Plan learning which includes participation from everyone and encourages success.

You can do this by creating an environment which is personalised to the students’ needs and talking about learning that focuses on what students can do and what they would like to do next. This can be done through tutorials, individual learning plans (ILPs) and short- and long-term goal-setting by the learner so that they feel they have ownership of their learning.

If you provide students with opportunities to tell you what is working and what needs attention, you will have a better idea of what to focus on.
Take a ‘community’ approach to learning and teaching.
Inclusive values are developed through a student’s lived experiences and their exposure to other cultures and world-views.

Bring your community into the classroom and take your classroom out to the community. And a final thought on why inclusion is important: ‘Even though some of us might wish to conceptualize our classrooms as culturally neutral or might choose to ignore the cultural dimensions, students cannot check their sociocultural identities at the door, nor can they instantly transcend their current level of development Therefore, it is important that the pedagogical strategies we employ in the classroom reflect an understanding of social identity development so that we can anticipate the tensions that might occur in the classroom and be proactive about them’ (Ambrose et.

Hall, S. (1982). The classroom climate: A chilly one for women? Washington D.C.: Association of American Colleges.Ambrose, S.A., Bridges, M.W., DiPietro, M. & Lovett, M.C. (2010). How learning works: Seven research-based principles for smart teaching. San Francisco, CA: Jossey Bass.Astin, A.W., (1993). What matters in college: Four critical years revisited. San Francisco, CA: Jossey Bass.

What’s the difference between inclusion and inclusive?

Inclusion & Inclusiveness – Julia Trattnig | 29 September 2021 The Cambridge dictionary defines inclusion as “the act of including someone or something as part of a group, list, etc. or a person or thing that is included”. More specifically related to social sciences, inclusion is understood as “the idea that everyone should be able to use the same facilities, take part in the same activities, and enjoy the same experiences, including people who have a disability or disadvantage” (Cambridge dictionary).

This means that inclusion is strongly linked to the concept of equal opportunities to include as many people as possible to participate or be represented, For example, it means to provide elevators and staircases so that wheelchair drivers can enter the same building facility. Inclusion can also be understood as a process that tries to involve and value differences between individuals and groups.

These differences, i.e. this diversity of people, is seen as a strength which helps to create a culture that links and empowers individuals to enable them to fully contribute and participate. Inclusiveness is the outcome of the process of inclusion.

That means that inclusion uses diversity as a resource to enhance inclusiveness. Inclusiveness is also the ability of a community to include all its members and avoid excluding any of them. It thus further means the integration of all members in systems, decision-making processes and actions (Talmage, 2017).

What does the word inclusion mean?

: the act of including : the state of being included. : something that is included: such as.

What does inclusion mean in medical coding?

Abstract – The 10th Revision of the International Disease Classification (ICD-10) was published in English in September 1992 and in French in January 1993. Chapter VI (main code G) deals with diseases of the nervous system. There are 11 chapters covering the main categories of aetiologies.

The subdivisions designated by the three-character codes are used to define the main diagnostic categories as divided according to aetiology, localization or symptoms.
The three-character codes so formed are the legal basis for codifying causes of death in all the member states of the WHO.
Supplementary 4-digit codes can be used for more precise definitions of morbidity; ICD-10 NA, the Application to Neurology, is a detailed classification of diseases of neurological origin or expression, based on the original ICD-10.

Thus it also contains a table of inclusion and exclusion terms and a detailed alphabetical index. The inclusion terms are names of diseases, affections or syndromes associated with each ICD code. The exclusion terms are listed so that the disease in question is classified elsewhere.

Thus it is easy to find the correct category even for similar or related diseases which may be classified in different chapters of the ICD-10 NA.
The coding system of the ICD-10 NA is exactly the same as for the ICD-10 since cross-referencing requires that specialization classifications such as the ICD-10 NA derived from the ICD must have the same 3 and 4 digit codes as those in the original ICD-10.

Within these limits, the 5th, 6th and 7th digits of the subdivision codes, and the generalization of multiple coding used to describe both aetiologies and manifestations, have greatly increased the discriminating power and precision of neurological diseases classification based on the parent ICD.

What is inclusion criteria for health?

The investigator must specify inclusion and exclusion criteria for participation in a study.
Inclusion criteria are characteristics that the prospective subjects must have if they are to be included in the study.
Exclusion criteria are those characteristics that disqualify prospective subjects from inclusion in the study.

Healthy, or control, subjects may be defined as those individuals who are free of certain specified attributes of non-health. Additional information on screening potential subjects for attributes of non-health is available in the, Defining inclusion and exclusion criteria increases the likelihood of producing reliable and reproducible results, minimizes the likelihood of harm to the subjects, and guards against exploitation of vulnerable persons.

In this case it would be required to specify which tests of renal function are to be performed to evaluate renal function and the threshold values that would disqualify the prospective subject (e.g., serum creatinine above 1.9 mg/dl).
Social science research generally does not have defined exclusion criteria.

Within these communities everyone would be eligible to participate. Furthermore, the investigator must be prepared to provide a rationale in case one or more of the inclusion or exclusion criteria is questioned. The investigator should review the inclusion and exclusion criteria and decide if any group(s) is inappropriately excluded.

For example, some ethnographic research, by definition, may be limited to a certain ethnic group. To assess the rationale for selecting certain subject groups, the investigator needs to review information on the distribution of the health condition in the general population. Research that has the potential to benefit men, women, and children or different races should target a population of subjects that is diverse enough to distinguish differing effects, risks, and benefits.

No group or individual subject should be excluded without a scientifically sound reason or a requirement of the regulations to do so. : Protocol Design – Inclusion and Exclusion Criteria

What does inclusion mean in fitness?

Why Focus on Diversity, Equity, and Inclusion in Fitness? – • Certain social factors are determinants of health, such as poverty, childhood upbringing, food security, poor health conditions, and accessibility. • Social issues such as racism have created a burden for many individuals in this country, leading to chronic physical and mental illness.

Biases that ostracize groups of individuals create feelings of exclusion, especially in the wellness and fitness space. The work truly begins with breaking down biases. All good people have subconscious and conscious tendencies and opinions that impact the decisions they make. Biases are purely preferences or opinions we can have about various groups of people we are more like or are more dissimilar from.

It’s up to our collective group of fitness professionals to understand the process of biases being created and then adjust our thinking accordingly to remain inclusive. Diversity: Embracing a variety of individuals. The primary way to increase diversity as a fitness professional is to start by looking at the variety of your immediate circle of influence, and then expand your circle: Add in more variety: – Learn from those most different from you to ensure that your circle of influence is diverse.

– As a result, your thoughts and empathy levels shift. – You defend and stand up for who is part of your in-group. Equity: Leveling the playing field. As a society, we have to look at how we’re equitable to realize just how impactful imbalances affect those in the fitness space. If all individuals aren’t able to access a fitness facility due to price, it could have an impact on why there may be higher health risks and issues in any given community where they live? Our goal is to maintain profitable businesses to make a living while being creative with options for those we aim to serve.

Adjusting pricing to allow flexibility and reaching into communities that we may not otherwise serve are two ways to do just that. Donation-only classes, donation-optionable workshops, and scholarships to have members help a community access wellness are unique new ways fitness professionals can seek more equitable solutions in their work.

Inclusion: Ensuring a sense of belonging.
Conquering our internal biases allows us to get away from societal and social “norms” that have been driven into our heads to classify individuals we come into contact with or may not understand a lot about.
Differences make us unique and give us ways to learn about one another instead of derision or judgment based on them.

How can we create environments that foster belonging? We can make sure all individuals are welcome, no matter their shape, shade, and size. We can make fitness and wellness spaces less about performative goals and milestones and more about unification and community wholeness.

We can lookout for one another and take time to empathize with others around us genuinely.
Refer to this post for more helpful content around Diversity in Fitness: https://blog.afaa.com/why-diversity-matters-to-our-participants Focus on Being a Good Leader in the Fitness Industry through DEI: All in all, taking the time to understand the impact one has as a fitness leader and how working through ways to enhance diversification of one’s circles of influence starts the process for more diversity as a fitness professional.

Diversification leads to mutual understanding, which leads to empathy. To make spaces more inclusive and equitable, we have to understand how empathy allows us to take a seat in the shoes of clients and students we want to lead to positively affect their lives.

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Banaji, M.R., & Greenwald, A.G. (2013).
Blindspot: Hidden biases of good people.
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Human Genome (Human Genome Project). (2013). Encyclopedia of Neuroscience, 1873-1873. doi:10.1007/978-3-540-29678-2_2265 4. Nyborg, H. (2019). Race as a Social Construct. Psych, 1(1), 139-165. doi:10.3390/psych1010011 5. Chou, V. (2017, April 17). How Science and Genetics are Reshaping the Race Debate of the 21st Century.

Retrieved September 2, 2020, from http://sitn.hms.harvard.edu/flash/2017/science-genetics-reshaping-race-debate-21st-century/ 6.
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Kahlenberg, — B. (2020, May 07). Racism, Inequality, and Health Care for African Americans. Retrieved from https://tcf.org/content/report/racism-inequality-health-care-african-americans/?session=1 7. Cardinal, B.J., Whitney, A.R., Narimatsu, M., Hubert, N., & Souza, B.J.

2014). Obesity Bias in the Gym: An Under-recognized Social Justice, Diversity, and Inclusivity Issue.
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Fontana, F., Bopes, J., Bendixen, S., Speed, T., George, M., & Mack, M.
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Discrimination against Obese Exercise Clients: An Experimental Study of Personal Trainers.

Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5955305/ Topics: Group Fitness, Featured Post C