MyEyeDr.’s Post

As the population continues to age, there is an increased need for widespread access to eye care. With the number of incoming Ophthalmology residents being so far fewer than needed to replace the population of retiring Ophthalmologists, Optometrists are more vital to eye care than ever before. To consider them anything less than vital to the field would be a disgrace. Health policies need to reflect this. #optometry #AOA #healthpolicy

THE RESULTS ARE IN! The 2022-23 Performance Report for the NBEO examination has been published and is available here: https://lnkd.in/gH6GfDqB MCO performed very well, with first-time pass rates on ABS, PAM, and CSE of 88.89%, 97.22%, and 83.33%, respectively. Our Ultimate Pass Rate is a perfect 100%. Respective national averages are 62.65%, 82.79%, 74.18%, and 83.59%. MCO exceeded the national averages in all categories, was one of only two American institutions to boast a 100% ultimate pass rate, and had pass rates for all three examinations at a level that places us among the top five performers nationally. These results speak to the quality of our education in the classroom, lab, and clinic, our top-notch faculty and staff, and most of all, our talented and hard-working students! #eyeloveMCO #FerrisStateUniversity #FerrisForward #optometry #optometrystudent

🌟 Legacy is a compelling exploration of systemic racism in healthcare, deeply informed by her own near-fatal experience with misdiagnosis. Her insights into how biases and historical injustices shape medical practice resonate profoundly with me as an Afro-Latina in tech. Uché Blackstock, MD’s discussion on the historic Flexner Report’s impact on Black medical schools like Howard University Hospital and the recent Supreme Court ruling against affirmative action highlights the persistent barriers faced by Black professionals. Her call for anti-racism training and equitable healthcare echoes our mission at Lavender Lotis and Arisworks. We’re dedicated to leveraging our tech expertise to address these systemic issues, creating solutions that promote inclusivity and equity. Just as Blackstock advocates for a more just healthcare system, we aim to build a tech landscape that supports and uplifts marginalized communities. By integrating diverse perspectives and championing systemic change, we’re paving the way for a future where everyone has equal opportunities to thrive. 🚀💡 #DiversityInTech #HealthEquity #InnovationForAll #AfroLatinaInTech https://lnkd.in/eqR_YGKx

#Punctuality -- Expecting that Workers / Others will "Be On Time" -- #Professionalism, and even #Perfectionism are regarded by #Duke's #AcademicBrainTrust as Evidence of #WhiteSuperiority, the #NationalPress Reports of Documents published by #DukeUniversity's #MedicalSchool. Wow!?! Do I need to Apologize to Someone? To whom? #Punctuality and #Professionalism have been hallmarks of how I've worked throughout my career, although few would accuse me of #Perfectionism. Duke Medical School claims it is “white supremacy culture” to expect people of color to be on time in a strategic plan for creating an “anti-racist workforce.” Frankly, being at an age where I'm on occasion a #MedicalPatient, I'd really hope that my #MD -- even if from #DukeMedicalSchool -- is #Punctual, #Professional and even a bit #Perfectionist, and I'd tolerate what #DukeElitists say is the #WhiteSupremacyCulture that goes with it, if it helps keep me #Healthy -- and Alive!

This week I gave a talk about Work Integrated Learning (WIL) for optometry at CFEH. We discussed some clinical case examples. WIL has benefits to students, educational institutions, business, and the industry. #workintegratedlearning #community #interprofessionallearning #collaborativecare #optometry

These are important conversations to be had. We know that social determinants of health contribute to health inequities; however, socioeconomics do not fully explain the racial inequities in health outcomes. The institutions and systems are leading to these inequities. Dr. Uché Blackstock, MD brings up one salient explicitly biased equation for renal function that has a race correction that leads to worse outcomes, but there are many more. We need to reconsider race corrections in clinical calculations to improve health equity.

What is happening today in medical school education and training ensures distrust among physician and patient for decades to come. We are all going to be patients one day. Shouldn't we expect that the physician caring for us is competent and won't treat us differently simply based on our immutable characteristics? Shouldn't medical ethics in caring for human life eclipse skin color? ... "Racial concordance encourages medical schools to lower standards in the name of increasing diversity, which leads to lower-quality physicians providing worse-quality health care...." https://lnkd.in/gZbxrizp

The new Optometry Benchmarks Report is now available for download! This report is designed to provide insights into the financial landscape of independent optometry practices. Understanding where your practice stands in relation to industry benchmarks is essential for making informed decisions and driving sustainable growth. Download the full report here: https://bit.ly/4bz8pCM

As a young healthcare administrator involved in Graduate Medical Education, I remember hearing the Flexner Report discussed as a groundbreaking moment that modernized and improved the training for physicians across the country. No one ever mentioned, or was possibly even aware of, the racist views of the report’s lead author and the impact of the report on the closing of five of seven predominantly Black medical schools - shutting off opportunity for thousands of potential physicians in the future. Another lesson I learned early in my career is that it is impossible to sustainably fix a problem without fully grasping the situation with an open mind, relentlessly asking “why?” and moving beyond superficial answers to get to root causes. Uché Blackstock, MD's recent article tells this story of the Flexner Report and helps us to more fully grasp the situation of the ongoing lack of diverse representation in healthcare. I highly recommend the article and am looking forward to reading her book as well (links below). What lessons can be learned from this story - and what might it teach us about the work we are leading today? Atnre Alleyne The Proximity Project Morgan Stevenson   https://lnkd.in/eR6bycKT https://lnkd.in/evG5jYas #teamwork #inclusion #leadership #equity #organizationalchange

The team at ODs on Finance® did a great job compiling the data and providing updated insights into the world of employing ODs. Worth the read. However, read it with a blue ocean mindset. As with most things in life, if you feel conflicted reading the information, don’t immediately dismiss the data and find fault, rationalize why it’s incorrect, or any other myriad of thoughts. Instead, ask “What do I need to do to make this the best thing that could happen for my practice? To pay an AOD at this level…what would have to happen? An AOD should be an INVESTMENT in your practice (and yourself). There should be a RETURN to you as business owner for that investment. I will have conversations with owners all the time that say they can’t afford to bring on a new AOD at that salary. My somewhat snarky/sarcastic follow up question is “Do you pay them the entire salary all up front?” Of course not. We make incremental, every-two-week or 2x/month investments in our team by way of a paycheck. Have the first couple months’ of pay earmarked/in reserve in the practice to give you some breathing room. And then lean into them, helping them be as successful as they can be in your practice, delivering the pt care that you want your patients to receive, and continuing to build the brand of your practice in your community. As with everything we say, “plan life, on purpose.”