Good evening. On behalf of the AANA practice committee, in collaboration with the diversity, equity, and inclusion committee, we are pleased to bring you the webinar titled diversity, equity, inclusion in motion, critical conversations in action. My name is Dr. Michael Greco, and I'll be serving as the moderator for this webinar. The objectives of our webinar will consist of to discuss the current statistics of the underrepresented groups within the nurse anesthesiology profession. We will address the experiences and barriers that underrepresented groups face as students and clinicians. Tonight, we're going to highlight the actions that can be taken to better mentor, support, and promote diversity, equity, and inclusion initiatives within the profession and showcase the organizations working toward these goals. Representing the diversity, equity, and inclusion committee tonight, we have Dr. Dante Flanagan, Dr. Fernando Alfonso, and Ms. Lamaze McKenew, who at this time are going to share their bio with you. First, I'd like to call on Dr. Flanagan. Thank you. Thank you, Mike. I'm Dr. Dante Flanagan. I go usually by Doc Flanagan, and that's the way I've been represented in the community, so most people know me as that. But my background fosters inside of the anesthesia community for about 15 years, and I've been present in the DEI space, talking, speaking, and leading initiatives for about the last decade or so. And that was what carries me here. That's what brought us here, as well as being the front face of bigger dreams, bigger tomorrows, I mean, bigger dreams, better tomorrows. Thank you so much, Doc Flanagan. Next, I'd like to introduce Dr. Fernando Alfonso, who is a DEI committee member, as well. Good evening. Yes, so I've been practicing CRNA for about 10 years now, and part of the DEI committee for two years. And it was a bit of a surprise to me, honestly, seeing the inequity or the underrepresentation of different groups in the CRNA profession as a whole, especially from my upbringing as a first-generation immigrant in Miami, Florida. I was never an underrepresented person. Even in the ORs, Spanish was a primary language where I'm from. So, joining the profession as a whole, I saw the shortage of diversity, and it's really led me to be part of the initiatives, so. Thank you, Fernando. Next, we have our student representatives who serves on the DEI committee, Ms. Lamise Macaul. Hi, my name is Lamise. So, I actually don't serve on the DEI committee, but I'm a second-year junior SRNA at Michigan State University. Most of my work in DEI actually, like, predates my admission into Nurse Anesthesia School, but as an SRNA, I've been really excited to get back into the DEI space and talk about diversity from a student perspective, so thank you for having me. Lamise, I think you would be a great future student member for the DEI committee, so maybe you'll consider next year. Yes, I agree. Excellent, excellent, excellent. Fernando, I have a question for you. What is the current percentage of underrepresented groups, such as racial and ethnic minorities, women, and individuals with disabilities within the field of nurse anesthesiology? So, it's actually the significant minority would be the majority. So, again, like I said, I never saw the issue until I joined the ANA as an actual CRNA professional, and it's amazing because even in Miami, for instance, where Latino, Hispanic are the majority, we still make up only a small fraction of the actual practicing CRNAs. About 3% of the population represent themselves as Hispanic or Latin of origin, and that's actually one of the largest groups of underrepresented CRNAs. So, actually, the next largest, or actually the largest group of the underrepresented population would be the Asian and Pacific Islanders, which are really around 4% of the practicing CRNAs. After that would be Black and African Americans, which make up about 3%, and from there, it actually gets significantly lower. Native Americans and Alaskan Natives don't even reach 1% of the practicing population. Multiracial or biracial only come in at around 1% of the practicing population. So, really, the great majority is going to be White or Caucasian. They're around 85% of the actual practicing population of the CRNAs nationally, and this is something that, you know, we can't be blinded as professionals. We can't be blinded by our microenvironments because, as I said, I never thought it was really an issue because in my practice environment, the majority are of Latin or Hispanic descent. Actually, the White Caucasian would be the minority in my area of the country. Like I said, Spanish is a primary language in the ORs in Miami, Florida, and in many parts of South Florida. So, when you see the numbers of 85% of the practicing CRNAs being White or Caucasian, that doesn't reflect the national population and the patient population that we serve. The other thing is we have some better equality when it comes to actual gender breakdown. It tends to skew, and historically it's skewed a little more female with just slightly over 53% identifying themselves as female, and that gender trend does work its way into their nurse anesthesiology programs themselves. The actual NBC CRNA in its most recent study showed that the graduating applicants applying for the NCE to take the national certification did wind up following that general trend with about 58.5% identifying as female and around 41% identifying as male. So, the gender population does seem to follow nursing as a whole in skewing a little more female in population. And age-wise, as you see in this chart here, the average age is about 48.2, but if you notice, there's a pretty good skew among all the age groups of practicing CRNAs. All the way up to over 65, we have up to 10% of our population. So, age-wise, I think we do have a rather good representation throughout the board. You know, looking at that diversity or the lack of diversity, I should say, in Miami or really throughout the U.S., I'm sure that it certainly has some impact in terms of patient care and outcomes. You know, Doc Flanagan, being the chair of the DEI committee, maybe you could speak on really what is that impact that that lack of diversity has? Yeah, I think the impact is definitely being felt on the patient side, but as well as the cohesiveness of practitioners as nurse anesthesiologists. We are suffering from a lack of appreciation for our differences, which is hindering our ability to really understand what other people are going through and dealing with. And I think that's one of the greater benefits of having diversity, which has recently become this negative term, as opposed to us appreciating each other's differences and what we bring to the table. I think when we bring the representation into the place, into the work environment with each other as colleagues, then we get to have those honest conversations about what even the smallest religious holidays or what does this cultural experience mean to this person or this group? How do you interact? When should you be sensitive to these people and what they're going through right now at this moment? And how do you be sensitive? How do you respect them? Currently, when we bring up the idea of diversity, there's this tension that's brought forward as opposed to looking at it as a positive. And because of that, I think our patients are suffering because there are very unique experiences that are going on in specific communities that are affecting specific patient populations that are not being highlighted or emphasized inside of our lounges and our ORs. And I think we can do a better job of that, but that begins with increasing the diversity pool of SRNAs. But even beyond that, we need the diversity pool of those that are finishing to be greater. Currently, we're seeing that there's a great number of people that the diversity is increasing for those that have been accepted and admitted into schools. But who's finishing? Who's passing boards? Who's entering the OR? And because those are the people that are going to be able to have those conversations inside of the work lounge or to lead those discussions for grand rounds or to show up in the OR to be a go-between for the patient and the surgeon and the rest of the staff to say, this is what's going on in the community. How can we better serve them? Or to be on the lookout for, this is why this patient is nervous about entering the hospital. They're given some historical context, but not even historical, present-day context about what's actually happening inside of this specific community. And I think that crosses the board for all areas of diversity and inclusion, where it's not just a race issue. There's gender, there's sexual identity, there's language barriers. All of these things encompass diversity, and it's just an appreciation of our differences. But I think we have a long way to go that, in the end, will greatly benefit our patient population. I agree. You hit on a very important topic. You started to talk about bringing in the correct SRNAs to make sure that they're in our programs. Now, Lamees, since you're in a program right now, I got to ask you this question. So what can programs and other organizations do better to really assess their student profiles, whether they're disability, their gender status, their... Holistically, what can we do better other than just following the AACN holistic admission process that they put out there? Yeah, so I think this question comes at an interesting time with the recent Supreme Court decision. There's a lot of talk about recruitment and enrollment of minority candidates, but I think oftentimes we don't talk about how we're actually measuring diversity in programs. So oftentimes what it seems like schools actually collect on information are, in terms of demographics, is like age, race, ethnicity, and gender. So there's a lot of gaps with that. For instance, being an Arab American woman in the U.S., both of my parents are immigrants, and my first language growing up was actually Arabic. According to the U.S. census and almost all the academic institutions I've attended, when I fill out my educational profile, I count as white. And so even though I strongly identify as a person of color and I offer diverse perspectives that I bring to the table, it's not seen on a spreadsheet if you were just looking at the metrics of a student population. And it's not just Arab Americans. I mean, in terms of gender status, transgender students or gender non-binary students are rarely asked about. Sexuality, religious minorities, those are all things that we can measure better. There are limitations, obviously, from an administrator perspective. I'm just talking about from a student perspective. I think perhaps something that schools could do is send out like an elective survey for students to fill out where they could optionally disclose those kind of identities. And it just is a way for schools to actually start to assess their population better, to show their students that they matter and that they count. And then they could even turn around and with student permission and administrator permission, publish that information so that when students are looking for the academic programs they want to apply to, it shows that the school is even asking the question of what kind of students they have in their program. And it gives a baseline of where they might need to do better or where they're actually doing really well that they didn't know they were doing well. So yeah, I think sending out like an elective survey to the students and then later publishing that data would be a good place to start. That's good. Dr. Greco, you touched on the topic of holistic admissions. And that's something that has, studies have shown that holistic admission strategies have proven to increase student diversity, student population diversity, without really impairing student success. So that's one of the things that we sort of glossed over because it's understood, but it's something that nursing, not even nurse anesthesiology, but nursing as a profession in general has been lacking. So the actual nursing, nursing schools, nursing programs as a whole and nurse anesthesiology programs as secondary to that have been really late to the game in adopting the holistic admission strategies. Whereas the medical schools, the dental schools, public health programs are hanging around the 80 percentile of using the holistic admissions criterias. Nursing programs are only around about not even 50% nationally. So as a university and program standpoint, nursing and nurse anesthesiology is really lacking in that. So it's something that the programs have to move towards in a more unified front. The other thing is- How then, I know you're in education, but how can these barriers be addressed to actually increase diversity and representation within the nurse anesthesiology profession? I know holistic admission was just one part of it, but what could we do? And Lameis, if you want to chime in on that from a student perspective as well, I'd love to have a faculty and a student perspective on that because there's barriers, like you said. Well, I'd say one of the easiest- Bypassing the admissions at the moment, like Dr. Flanagan said, one of the big things is bringing the students in. I know that I, for instance, didn't necessarily even know about the CRNA profession until I was in nursing school. And I think a good majority of practicing CRNAs learn about the profession in nursing school or as actual practicing nurses. So that's kind of late to the game to try to recruit underrepresented or minority populations. I think really using the programs, nurse anesthesiology programs, can really do more in terms of community outreach. And we shouldn't really necessarily rely on the private organizations to do that outreach for us. The programs shouldn't be relying on the ANA to do the outreach for us. We shouldn't be relying on those private organizations. Schools themselves should be doing career days. The best way to really draw in and bring in the populations is to reach out to the communities we serve. You know, local high schools, local minority community organizations are the easiest way. A career day is something that's fun for the students and educational without them necessarily knowing it is and learning about our profession. So I think ignoring even just the holistic admissions criteria, just broadening our scope and awareness of the profession in general would do wonders to increasing our diversity. So I think that's completely true in terms of recruitment. And then speaking more on what Dr. Flanagan was saying in terms of actual retention from a student perspective, I think some other things we can talk about are like a mentorship program once you're actually admitted. My school does a great job with that. They match you up with a student who's a year ahead of you. And even if they're not of the exact same background as you, it is helpful to just have someone to bounce ideas off of or to talk to when you're trying to overcome some kind of barrier. Another thing is just even on orientation day, on day one, talking about resources available for students from disadvantaged backgrounds, that can be really helpful. Organizations like Diversity CRNA are mainly for people to gain admission into programs, but they can still be helpful to form a connection with somebody who is of a disadvantaged background who is now a CRNA. And that way you have a point of contact or somebody you can talk to. Another thing is just program directors having an open door policy. Once again, I've been very fortunate in that sense. But if you have a program director where you feel like you can approach them if you're facing some kind of a barrier or discrimination, for instance, it is really helpful to be able to feel comfortable to go to your program director and let them know so that you can overcome it as a team. I want to call you Doc Martin, but it's Doc Flanagan. How do you feel about mentoring, actually supporting nursing students or nurse education students? I think it's great. I think the idea of mentoring prior to a student entering anesthesia program is great. I think one thing that could be improved upon is just the ongoing mentorship that is structured and formulated in a way that the students don't feel left behind. I think in addition to that, I think the well-being of the students have to be looked at. I think we have to start examining the experience of the students once they're inside of the program. I think there has been a great initiative for admission into nurse anesthesia programs. But there are a number of students that are, you know, unsettling number of students that are falling to the wayside or never graduating or being dismissed for a number of various reasons. Some of those are very individualized, but some of those go back into what are your clinical experiences? What resources are there to kind of support you in your learning style, which may have been different from the majority population of students that you are attending school with? I'm glad that a number of schools have started dropping the GRE, which goes back into the statistical, the standardized testing, because those tests can be trained for. And if you're coming from an underrepresented population or lower socioeconomic status situation, you may not have the resources to be trained for certain tests. You may not be presented to learning styles that are similar to those that are allowed to succeed in those tests. And I think that goes back into, that plays out into just our individual experiences from a student to faculty, student to preceptor communication standpoint, and just experiences with each other where there could be a barrier there that doesn't necessarily have to exist. But I think if we had more people who are from more diverse backgrounds, that helps lower and ease that experience for the student to that preceptor who may, we can be able to talk on a level where that tension disappears. And now you can understand me from where I'm coming from and vice versa. But we are seeing the effects of it, and I think that there should, like, let me say there should be more research on not only the type of diversity that people are bringing to the table when they enter school, but also we can check and see what is the end result for those students that are graduating, but beyond that, who are passing boards. And that could give great insight into actually what's happening internally inside of programs. I got it. That's right. You know, I was just looking on, can't really see because of my background, but I'm on TNAG right now. And basically they're talking about this on TNAG, leadership positions, how do we get these underrepresented on, but more so social media, right? What role does social media really play in the recruitment of a nurse anesthetist into our profession to really promote DEI? How do we get them on? Yeah, Lamice, do you wanna jump into there? Sure. So like Dr. Alfonso, I didn't learn about the nurse anesthesia profession until I was already almost done with nursing school. I actually came into the nursing profession with the intention of being a nurse midwife. And then I stumbled upon a few social media pages, Doc Flynn, again, being one of them actually. And it was really helpful to kind of gain exposure into a career I hadn't considered. Also seeing somebody from a minority background achieve a goal that you might have is really motivating and it makes it feel more accomplishable. So I feel that social media is a really underutilized tool for recruitment, especially recruitment of minority candidates. I think it can be really helpful. Yeah, I agree. I think social media has transformed just the exposure to nurse anesthesia specifically, especially from the minority background and just the grand scheme of what kind of person can enter the field. I think if we highlighted those more CRNAs and professionals that are doing the job that come from a different outlook than our 85th percentile, it only opens up the world to others that are to come. And there's always the quote that you can only become what you see or you can't become what you don't see. And I think if you highlight the social media presence of people that are doing good work, that are showing up and present and are impacting their patient population, that only encourages those behind them to see themselves in the same role. And those are the emails that I get every week, every time I have a mentee that comes through who is successful or anyone who's aspiring. And sometimes it doesn't even have to be someone aspiring to be a CRNA, just someone aspiring to be a nurse or someone who as a male or a black male hasn't seen themselves or someone who's aspiring to get that master's degree or that doctoral degree or that terminal degree that just needs to see someone else do it. It means so much to the community to be present on social media and to show up and be acknowledged. It's great that we do it ourselves, but I think it'd be even more so as the ANA starts bridging these gaps and start collaborating with these people that have prominent stances on social media to represent our profession and represent it well. And I think that, like you said, Lemis, you're living testament of like what it can do and what it can lead to. Now, Dante, you spoke about these other organizations getting together or us highlighting the special work that we're doing or what have you. I just like, what other organizations other than the AANA are out there supporting DEI initiatives? Yeah, one of the first that comes to mind is the Pride Foundation, which has been doing work for a long time just representing LGBTQ community and being a place that supports and speaks up and stands out for any of the issues that are inside of that community. On top of that, another one that comes to mind is the LEAP Program, which is supporting those students that may have been denied access or denied admission on their first go-round in San Ysidro School from a BIPOC background and giving them the resources they need to excel further. Nula Made is a new organization out of New Orleans that is supporting SRNAs in the Louisiana area from diverse backgrounds and trying to help them with the financial backing, but also just be there as a mentorship group as well. Bigger Dreams, Better Tomorrows is my own foundation. We touch on a couple of fronts, the foremost being a wellness support group where we collectively have sessions with minority students across the country monthly to build that community and build that empowerment, but so that people don't feel alone when they're isolated, when they may be one of the only in their program, we bring them together with a group therapist out of Oakland, and we share those sessions and share those conversations to just build empowerment together. In addition, we have the Faculty Development Program where we take BIPOC clinicians from the bedside and give them the mentoring, the training, and the tools to enter into academia because we know the research shows that if you can get more diverse individuals at the head of the classroom, that changes the experience of those students that are in the classroom, but also those students that are applying to enter into the classroom coming forward. And so those are just a number of organizations that are pushing the envelope forward in the DEI space that I think we can work more collaboratively together to continue to foster this and build together where we have a holistic approach and everyone's getting touched and being represented. You know, that rings a bell in my head, actually, that you're saying this, Dante. You know, several years ago, if I recall, the AANA developed some sort of a three-year DEI initiative, right, some sort of a plan. Fernando, I know you've been serving with DEI for some time now. Can you discuss the focus of the plan and the work of the DEI committee? So, yeah, they came out with their three-year plan, and it's actually on the verge of expiring, so they'll be working on a new three-year plan. But really, the goal was to obviously increase awareness, increase the visibility of diversity, equity, and inclusion. It was part of the foundation of the DEI committee. And really, the whole goal was to educate and bring research and leadership to the DEI forefront. It had three key goals I was trying to reach, one of them, the first one being DEI will be valued and incorporated in the AANA governance process. And that's something that the AANA itself has made DEI education part of. It's volunteer, mandatory for all volunteers, mandatory for board members. It's actually, and recently it's made DEI training mandatory for all of its employees within the organization. So it's made good headway in that. A second result or goal was to increase awareness to the actual value of the DEI in general. Again, not necessarily only related to the organization, but to content and exposure of the population, the nurse anesthesia practicing populations. And really, it was wanted to highlight that nurse anesthesiology is an achievable goal for all qualified nurses, really independent of background, racial background, gender identity, any, we could say, identifying feature of a practitioner. The goal really was to highlight the fact that it doesn't matter who or what you are, you can be successful in the nurse anesthesiology profession. And the organization has made efforts in that regard. They actually had a, and I can't quite remember, I think it's still ongoing, but they actually instituted an award-winning campaign, which was the I Am Me campaign, which was an actual social media campaign, which had students and nurse anesthetists really chime in, answering three simple questions, posting a picture of themselves, and answering questions basically describing themselves and what makes you you. And that was a campaign that really broadened the scope and really brought forward the profession to minorities or underrepresented populations. And I believe it's still ongoing. Dr. Flanagan might be better aware of that one. It definitely had an impact, definitely had impact. Dante, what more can the AA&E do to promote and support diversity? Yeah, one of the big things for me is about being very intentional about interweaving DEI in every aspect of the AA&E, where it doesn't become a afterthought. It's something that's on the forefront and the forethoughts of everyone involved from the top down. And I would love if with any AA&E as organization, but also within the nurse anesthesia community, that diversity was no longer a negative word, where we started to embrace it on all forefronts and understand the growth and the benefit of having an appreciation for our differences. One of the other things that stands out for me is that what we can do is be not only intentional, but be action geared. So that one of the things that comes up is that being able to provide advertising spaces for these nonprofits and these affinity groups to show up at all of our conferences, where people that are underrepresented in whatever space that is, they can see their organization and they can see the resources that are there. So it can be in the journals that come out that may have a section that says, here are the resources for these groups, bam. And it breaks down each groups and they're specific about what they're doing and their website address, how to get in contact with them. There's also the opportunity to have to share booth space with the DEI committee. And maybe they showcase five different affinity groups at each, at the mid-year and at annual Congress. I think there's a number of ways that just promotes DEI initiatives and organizations and inclusion where it becomes just a part of who we are as organization. And I think when we do that, we break barriers, but not only do we break barriers, we become the leaders inside of the healthcare system, inside of the nursing world, we actually live up to what we aspire to be, what we claim to be. And one of those ways to do it is to be representative of everyone across the globe and be committed to providing better care, better representation. So, and Lamees kind of touched on the topic in reference to SRNA and student populations. But the other thing is it's hard to increase diversity. It's hard to draw in more multicultural groups when you're not really even monitoring your own population. So that's something that the DEI committee was able to, has able to push forward is previously the ANA only survey, when they would survey their population, their members, it was a male, female binary choice. And that like Lamees stated, that doesn't grasp the whole picture of our population. So recently we were able to approve non-binary and other as choices for gender selection in the survey that goes out to our members. Yeah, and then in addition to that, the goal for the upcoming annual Congress and moving forward is to include pronoun preferences on all of our name tags. Something that we are behind the eight ball as a professional organization. And I think if we're gonna be leaders, we have to be at the forefront of where we are as a country, as a society, and continue to move in a way where we are all seen, heard and represented. You know, from a student lens Lamees, I wanna know what you see that the ANA can do to really promote and support diversity? Yeah, well, coming recently, actually in February, I attended the ADCE conference in Austin and I went to DEI seminar. It was wonderful and very highly attended so much so that there wasn't even enough space in the room. So I think we did talk at that seminar about making sure that there was adequate space next time in the future for any DEI seminars, because I think a lot of people wanna be part of those conversations. And unfortunately, it was also at the same time as another highly attended seminar. So making sure moving forward that we can hold space for the DEI seminars and hopefully not at a time that's occurring at the same time as another really highly anticipated seminar that a lot of people wanna go to so that people don't have to choose between both of those things. Also making sure that the DEI seminars are recorded and live streamed for anyone who's attending the conferences remotely can be really helpful. In particular, from a student perspective, I think a lot of the issues that come into play are in terms of clinical discrimination when people are at clinical sites. I've been very fortunate. I'm actually doing my clinicals right now in Detroit. Detroit has a high percentage of minorities. And so I have had a very positive experience while I've been there, but that's not to say that it's gonna be the experience of SRNAs across the country. I think a lot of SRNAs face discrimination at clinical sites, and it's something to be aware of. And hopefully when students finish up a rotation, they have some kind of survey they can fill out for their program directors so that the program directors can accurately assess if that site is problematic. It might just be one preceptor. It might be the site as a whole. And so having those conversations within a program, not necessarily as the ANA, but within a program is really important so that if a student has fulfilled all their hours and doesn't have a particular need to attend a site that may have been problematic in the past, maybe they can be placed at a different site. Obviously, everyone has to hit a certain number of cases and a certain number of hours, but if a student has fulfilled all those requirements, if program directors can be mindful with placement, I think that can be really helpful for students. Well, that's something in reference to like what Lamees also mentioned earlier, an open door policy with directors of a program or clinical coordinators of a program. Sometimes assigning students to clinical locations, most of the time assigning students to clinical rotations is a blind, unbiased event where you just go down the line and randomly plug students in. But that doesn't mean that just because there was equality in assigning students that the interactions with the CRNAs there are going to be equal. So the students have to be comfortable and there has to be enough of an open door policy so that the students feel like they have the ability to come forward and state their concerns. It's one of those things that it doesn't even have to be, our feelings are very subjective and feeling discriminated can be very subjective. Whether it's real or perceived, it doesn't necessarily really matter. What matters is that the student in the moment feels like there was a discrimination or an event that made them uncomfortable and that has to be acted upon. Even if other students of the same culture, other students of the same race have been at that clinical site and haven't had a problem, even with the same preceptor, what matters is that that one student was uncomfortable at the moment. And there has to be flexibility in the program to be able to make that move. It has to be acceptable to move students from one site to another without any kind of repercussions. Well, I think- Did you have any last minute thoughts that you wanna add and maybe piggyback off of what Dr. Alfonso said? Yeah, I totally agree. I think, like you said, that if the students aren't getting their full experience and that's something that needs to be heard and acted upon, I think that further highlights the importance of having someone in the leadership roles that can communicate similarly to that patient or that student, or who may have a similar connection to that student because it may be easy to dismiss this as a one-time-off situation. But if you have someone in leadership who has also experienced it, maybe not at the same clinical site, but somewhere along the clinical journey that can say, no, this is real. We have to listen to them because this is what I went through or this is what my friend went through. These are things that aren't captured. These stories aren't captured anywhere in a way that have been shared publicly, but they are happening and they are happening across the globe and it's highly impacting our students and in turn impacting our profession in a negative way. And I think we can do better as professionals, as a national organization, to really, really highlight and champion DEI and diversity, equity, and inclusion, and really support the differences across the country, across the globe for humanity. Yeah, that's right. All right, well, this was a really incredible panel that we had tonight, and I really can't thank you all enough for taking the time to participate and really add to the knowledge that we have regarding the topic of DEI. I really wanna thank all the AANA members as well for taking part in this critical conversation that we had tonight. I just wanna point your attention to our new AANA website. If you can click, as you see, we have our own diversity, equity, and inclusion link that if you click on that, you'll see some extra opportunities regarding nursing and CRNA communities, cultural, the education, the cultural humility support, education, leadership, mentorship, patients, and the value of healthcare diversity. So just click onto our website. It's a great, great resource with a plethora of information for you. Also, Dr. Flanagan, you wanna talk about the new AANA statements that the practice committee worked on in collaboration with the DEI committee? Yeah, we spent some time, because I think it was overdue, but we spent some time collaborating just to make sure that we had a full mission and vision and value statement based on DEI and what that means as a professional, as organization, and how we can carry that out. And we've recently finally released our statements and they're present on the AANA website. And I think it'd be great for all of us to check in and take note of, like I said, what we went through line by line and making sure that we are fully representative and fully acknowledging what it means to be inclusive inside of our profession. All right, thank you so much. Once again, on behalf of the Professional Development Committee, they're proud to offer at the AANA Annual Congress in Seattle this year, the Diversity, Equity, and Inclusion Track. We have our annual Goldie Bragman Diversity and Inclusion Lecture that will be featured, coupled with these three additional presentations all surrounding the importance of DEI. So you don't wanna miss that. You can log on now to the AANA website and sign up for our Congress, which will be happening in Seattle, Washington, August 18th to the 22nd. We hope to see you all there. Thank you again for your time tonight. On behalf of the Practice Committee, the DEI Committee, for our members, thank you for sharing this night with us. Good night, good luck, and get home safe.

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