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Exam Code: HP0-A24 Practice test 2022 by team
NonStop Data Communication Basics
HP Communication health
Killexams : HP Communication health - BingNews Search results Killexams : HP Communication health - BingNews Killexams : Did Poor Communication Skills Undo HP's CEO?

I hadn’t planned to write an article about the accurate change in power at Hewlett-Packard. Like most of you, I’m familiar with HP’s products—we have some HP computers and printers in the office—and I was surprised by the board’s decision to fire Leo Apotheker less than one year after he was hired.  Whether or not hiring former eBay CEO Meg Whitman is the best course for Hewlett Packard in the long-run is best left to analysts who follow the company for a living.

But in the interviews I read with HP board members, one common theme caught my attention—comparing Apotheker and Whitman as communicators.  HP Chairman Ray Lane lauded Whitman’s communication skills.  “The market’s a little confused because we’re in so many different businesses.  This is 90 percent about leadership, communications, and operating execution,” Lane said.

90 percent about leadership, communications…

There is a reason why my columns focus on these two Topic areas—leadership and communications.  These skills are not taught at most business schools.  These skills are not always taught in most companies.  But they are expected from high-level performers and when those performers fail to demonstrate leadership and effective communication skills, they are often out of a job.  As a result employees, customers and investors are all hurt.

Now I realize why Whitman is prized at HP.  She is a skilled communicator.  Lane praised her communication skills in every interview.  I followed Whitman closely during his gubernatorial run in California and even saw her twice in person when she visited my town.  Whitman lost, of course, for several political reasons.  But she clearly outlined a strategy and a vision for the state.  Fewer voters ultimately agreed with her vision as those who endorsed her opponent, Jerry Brown.  But I can see how those skills might help Whitman communicate HP’s strategy.

HP has many moving parts and disparate units – data center computing, technology services, printers, computers, software, etc.. One third of Whitman’s responsibility will require “operation execution” to bring these parts together.  But two thirds will require the “soft” but equally as important skills of leadership and communications.

Above all, HP investors, customers and employees will be looking for a vision.  My recommendation for Whitman is that she articulates a vision that meets four criteria:

Bold. A vision must be bold enough to inspire super-human efforts.

Specific. A vision must include specific actions and results, perhaps even a deadline.

Concise. A compelling vision should be no longer than 140 characters so it can fit in a Twitter post.

Consistent. A vision stands no chance of gaining acceptance if it is not consistently communicated.

I recently read an interview with JetBlue CEO David Barger who said, “At the end of the day, if the 13,000 people on the front lines don’t understand what you’re trying to do, forget it.  You don’t stand a chance of making it work.”  In HP’s case, if the 320,000 employees and millions of investors don’t understand what Whitman is trying to do, it doesn’t stand a chance.

Carmine Gallo is the communications coach for the world’s most admired brands. He is a popular keynote speaker and author of several books including the bestsellers, The Presentation Secrets of Steve Jobs and The Innovation Secrets of Steve Jobs. His new book, The Power of Foursquare, will be released by McGraw-Hill in October, 2011 Follow him on Twitter: carminegallo

Sat, 10 Sep 2022 10:08:00 -0500 Carmine Gallo en text/html
Killexams : Why Yale New Haven Health's latest acquisition could mean higher costs for CT patients

"In terms of the pocket-book impact for families in Connecticut, it is usually not good news," Ted Doolittle, the state's health advocate, said of consolidation. "Prices tend to trend northward after acquisitions."

After announcing earlier this year that it intended to purchase Waterbury Hospital, Manchester Memorial Hospital and Rockville General Hospital, Yale New Haven revealed last week that it had reached an agreement to do so. Pending regulatory approval, the deal will add hundreds of certified beds to what was already Connecticut's largest health system and continue a statewide trend of hospital consolidation.

Assuming Yale New Haven's acquisition gains approval, the system will own seven of Connecticut's 27 acute-care hospitals. Hartford HealthCare, which has been similarly aggressive in accurate years, owns another seven, while Nuvance Health and Trinity Health of New England own three apiece, leaving only seven that aren't part of major chains.

While hospitals argue that consolidation leads to better, more efficient care, research has shown that concentrating services among a small number of providers often results in higher prices, as health systems gain leverage over insurers.

Meanwhile, consolidation has sometimes led to a reduction of services at local hospitals. At both Windham Hospital (part of Hartford HealthCare) and Sharon Hospital (purchased by Nuvance Health in 2017), efforts to shutter labor and delivery services have drawn fierce pushback from locals, who object to driving long distances to provide birth.

"It is something that has been happening around the country in more rural areas for a while now, and Connecticut is now up against it," said Lynn Ide, director of program and policy for the Universal Health Care Foundation of Connecticut.

For the latest Yale New Haven acquisition to become official, it must gain approval from the Office of Health Strategy, a process that the health system expects to take at least nine months. OHS spokesperson Tina Hyde said in an email that the agency wouldn't comment on specific mergers but was "paying close attention" to the issue of consolidation, noting that "numerous studies have shown that these types of acquisitions raise health care costs for consumers."

Consolidation in health care has increasingly caught the attention of advocates, lawmakers and regulators in accurate years, as Yale New Haven and Hartford HealthCare have acquired not only hospitals but also private practices. In January, Saint Francis Hospital in Hartford sued Hartford HealthCare over alleged anti-competitive practices, arguing that the system's near-monopoly power in the region has allowed it to set higher prices than competitors. (Hartford HealthCare has described the lawsuit as "without merit.")

The issue recently came up in the governor's race, with Republican Bob Stefanowski saying the health care market needed more competition and Democratic Gov. Ned Lamont touting a law passed last year to increase price transparency.

Vin Petrini, chief policy and communications officer for Yale New Haven Health, said that the system's previous acquisitions had not spiked costs for patients and that he didn't expect the latest one would either. Instead, he blamed high prices on low Medicare and Medicaid reimbursement rates 

"Based on our experience and based on what we've done in the past, the integration of hospitals into the health system has not been a driver of costs," Petrini said.

Petrini said consolidation allows Yale New Haven to add new services, Improve best practices and integrate medical records at community hospitals, all of which may Improve the patient experience there, while also lowering the system's costs. In some cases, he said, those savings may be passed on to patients.

Because Yale New Haven's latest acquisition includes three hospitals in central Connecticut — Hartford HealthCare's home turf — it's possible the deal could increase competition, at least in the short-term, as the chain seeks to draw new patients in that part of the state.

Research, however, suggests it doesn't typically work that way. One 2018 study found that while mergers reduce costs for acquired hospitals by 15-30 percent, they increase the price of services by 6-18 percent.

Doolittle said he expects further consolidation to drive up prices statewide but that the effect would likely be most notable at the hospitals being acquired. Waterbury Hospital, Manchester Memorial Hospital and Rockville General Hospital are currently owned by Prospect Medical Holdings, a California-based chain.

"If there are savings, will it be passed on to the consumers? The answer, based on academic research, is that almost always no," Doolittle said.

To Ide, the evidence is in the bills Connecticut residents pay each year.

"I don't think you look at the annual rate increases they're having in health insurance costs and premiums that anyone in their right mind would believe that costs are being contained or driven down by these consolidations," Ide said.

Despite his concerns about prices, Doolittle acknowledged that major health systems can sometimes provide care that smaller hospitals cannot and that acquisitions can sometimes bring stability to hospitals that might otherwise face the risk of closure.

Still, he said, those potential benefits often come at the cost of not only higher prices but also reduced services.

"I can certainly imagine that services that are currently offered at some of these smaller hospitals might be cut off or referred to a sister entity in the same system," Doolittle said. "That definitely is something that could happen."

Petrini said Yale New Haven plans in the coming months to assess all services at the hospitals it is acquiring, which could mean "a shift in the services that we offer." The goal, he said, is to provide "comprehensive care in the community."

The degree to which Yale New Haven's latest purchase, and others like it, result in higher costs for Connecticut patients could depend on how regulators and lawmakers respond. Doolittle pushed for OHS to look carefully at Yale New Haven's latest acquisition and to cap price increases more aggressively than it has in the past.

He also urged the state legislature to take action, perhaps by passing a bill addressing anti-competitive contracts between insurers and providers — a version of which pass the state Senate earlier this year but never came up for a vote in the House.

Ide also advocated for tighter regulation around hospital mergers, with an eye toward a more civic-minded health system.

"We just need to remember that hospitals were ... put in place to serve the community," Ide said. "I really want people — and especially our policy makers — to be thinking about what it means to serve the community."

Sat, 15 Oct 2022 01:00:00 -0500 en-US text/html
Killexams : Long COVID is not just a health issue — it’s now becoming workforce issue as employers and workers struggle with long-term effects

When Patricia Anderson got COVID-19 at the very start of the pandemic, she was lucky in a sense. She never went to the hospital, despite her body temperature dropping to 93 degrees. In March 2020, many patients were told not to seek emergency care unless they had a fever of 104 degrees or higher. COVID-19 was a newly emerging threat and at the time, there were few avenues of treatment.

While the worst of the symptoms eventually faded, Anderson never really got better. She is one of the estimated 7 to 23 million Americans with long COVID — a condition which can encompass symptoms such as respiratory distress, cough, “brain fog,” fatigue, and malaise, that last 12 weeks or longer after initial infection. 

These ongoing symptoms, and resulting impairments, are a long term challenge as both employers and workers navigate an ever-mutating virus.

Coronavirus Update: A strong fall COVID booster campaign could save 90,000 U.S. lives and avoid more than 936,000 hospitalizations, study finds

The Centers for Disease Control and Prevention found that one in five COVID survivors younger than 65 experienced at least one incident that might be related to previous COVID-19 infection. Among those 65 and older, the rate was one in four. Their data also show that nearly three times as many people age 50 to 59 currently have long COVID than those 80 or older.

Experts believe that older cohorts may have more resistance thanks to a higher proportion being fully vaccinated and boosted; younger cohorts may not be as protected. Post-COVID conditions are found more often in people who had severe illness, but anyone who has been infected can experience these conditions, even those with mild or asymptomatic COVID-19.

One of the challenges in diagnosing long COVID is that there is no diagnostic test and symptoms may also be due to other underlying health problems.

However, an analysis from the nonprofit Solve ME/CFS Initiative, which supports research into diagnostics, treatments, and cures for myalgic encephalomyelitis/chronic fatigue syndrome (ME/CFS), long COVID and other post-infection diseases, estimates that long COVID affects 10% to 30% of those who were infected; and over half of patients experience lingering symptoms six months after initial infection.

Millions could have this disease for their lifetime.

Fatigue is the most common symptom reported (80%), followed by post-exertion malaise (72%) and brain fog (58%), according to the organization.

Related: ‘This isn’t just gonna go away’: Long COVID is crashing the retirement hopes of many Americans

Working through virus symptoms

Despite her battle with the ongoing effects of the virus, Anderson, an emerging technologies specialist at the University of Michigan, never really stopped working. “I was panic about not having enough sick leave,” she said.

Her son has autism and she needed to be there as his caregiver. But, constant fatigue and an inability to walk more than a handful of steps before needing to rest took a toll on her mental health as well. “I was a very physically active person, I was a high achiever, I walked everywhere.”

Another major challenge was the ongoing brain fog, which Anderson said she finally started coming out of in December 2021, after about 20 months of struggling with seemingly simple tasks like completing full sentences.

“When it was the worst, I did not realize how bad it was. I wasn’t capable of understanding so much,” she said. “One of the scarier times was when I wasn’t able to remember my son’s name.”

Anderson has been fortunate enough to be able to work full time from home during the pandemic; she’s able to take breaks and rest when the extreme tiredness or cognitive issues interfere with her work. But the University of Michigan now wants employees back in their offices.

And that’s tough for the 65-year-old, who has blogged about her two-plus year ordeal.

Anderson has recovered enough to take the bus to work one day a week. Her immediate supervisors have been very understanding, and have made accommodations, like allowing her to take breaks or lay down.

“It’s not that brain fog doesn’t happen anymore. But I’ve learned the things that I need to do, like take short breaks whether or not I feel tired, and I have learned the warning signs,” she explained. But she’s not yet ready to return in-person full time.

More: Study finds long COVID is costing Americans about $170 billion a year in lost wages

Employers are flying blind

Anderson knows she’s more fortunate than many other employees. The nature of her job allows her to still work from home and management is willing to work with her. Many people don’t have those options.

At the same time, employers are trying to understand what they need to do to care for individuals with long COVID, whether it’s benefit programs, disability management, paid leave, or short term disability, according to Bryon Bass, a senior vice president of disability and absence management at Sedgewick Corporation, one of the largest third-party administrators of employee benefits.

Ways employers can support workers with long COVID

  • Continue to offer teleworking options
  • Create more flexible work schedules
  • Include more breaks and rest periods
  • Designate a break or “quiet room” on premises
  • Use ergonomic tools to help with tasks like heavy lifting or exertion

“There are no standards, there are no protocols and people are just really struggling to understand what they can do and what they should be doing,” he said.

The number of disabled individuals due to long COVID could potentially be catastrophic for some industries. Anywhere from seven to 14 million U.S. workers could have symptoms so severe that they’re going to be disabled from their job in some form, Bass said.

Related: Report finds Americans with long COVID losing billions in wages

Defining disability

Currently, individuals with long COVID must be accommodated under the Americans with Disabilities Act (ADA) according to the Department of Health and Human Services, “if it substantially limited one or more major life activities.”

Additionally, guidance from the Equal Employment Opportunity Commission reinforces that long COVID should be considered as a disability under ADA definitions: actual physical or mental impairment which substantially limit a major life activity; a history or record of an actual disability (such as cancer that is in remission); or regarded as an individual with a disability by the employer.

One caveat: not every impairment will constitute a disability under the ADA. The ADA uses a case-by-case approach to determine if an applicant or employee meets any one of the three above definitions of disability.

Despite very real disabilities, those with long COVID are not currently eligible to apply for Social Security Disability benefits, which by definition requires someone to be unable to work in any occupation due to a condition that will last at least a year.

Helping employers cope

There are a lot of people who may not have been clinically diagnosed with COVID-19 but have long COVID symptoms, said Terri Rhodes, CEO of the Disability Management Employer Coalition.

The organization has established a think tank which includes medical experts, government officials and absence and disability management professionals to discuss the challenges to both employers and employees.

The goal is to educate employers and the insurance community about long COVID and provide some guidelines on how employers can accommodate workers and what laws they need to be aware of.

“We’re trying to make sure that employers don’t just get stuck into thinking that there has to be some definitive diagnosis, because a lot of times it doesn’t exist,” said Rhodes. “And that’s what a lot of us are struggling with.” She predicted this disease will result in a major shift in how disability is managed in the U.S.

In addition to managing workers like Anderson who have the ability to work remotely, employers must also learn to accommodate everyone from CEOs and CFOs who have lost some critical thinking and decision-making abilities to line workers who require frequent breaks for post-exercise malaise and fatigue.

In some ways, it’s similar to how an employer might accommodate a person with Parkinson’s disease or ALS, but may now be dealing with dozens, or even hundreds of people at a time.

“We have to think differently about how we’ve been providing accommodations, especially for individuals in manufacturing and service and retail environments.” said Bass. “How do we provide an inclusive environment for them, so that they can continue to be productive, continue to work, continue to contribute and do all of the things that we naturally want to do?”

A link to Alzheimer’s

When book editor and writer Jane Isay, now 83, contracted a mild case of COVID in January 2021, brain fog was a constant companion. She had trouble writing more than a sentence or two at a time. It could take her a full week to write a one-page letter. “It was like I’d never written anything before,” she said. While her clients and colleagues were understanding, Isay felt she was letting them down.

Due to her age, many around her suspected the start of dementia. “I knew in my gut it wasn’t Alzheimer’s,” Isay said. “What I did know is that I wasn’t as sharp as I had been and that something was missing. I was very sad.”

Finally, in May, 2022, the fog began to lift. “I didn’t know what I had lost until I found it again,” she said. Isay is now back to writing and editing and is working on her next book, albeit a little more slowly than before.

A link between long COVID and Alzheimer’s disease is a real concern for employers, according to Bass. Researchers at the Cleveland Clinic found an overlap between COVID-19 and brain changes common in Alzheimer’s. Other studies have found similar results, raising questions about whether some long-COVID sufferers may be at higher risk for Alzheimer’s disease (AD) or other neurodegenerative diseases over time.

The number of people with Alzheimer’s disease was already projected to increase, due to the sheer size of the aging baby boom population. Now researchers are concerned that this number may skew much higher due to the lingering effects from long COVID.

As scientists struggle to understand the long-term consequences of this virus, employees and employers are struggling to navigate the nuances of laws like the ADA the Family and Medical Leave Act.

Employers and employees will have to work together to find solutions that work for everyone, according to Rhodes. Long COVID is not just a health issue, it’s also ultimately a workforce issue. It’s one that significantly affects older workers, which can be devastating on many levels, since health insurance is so often tied to employment. It’s uncharted territory, requiring good communication, a willingness to be flexible, and teamwork.

Take matters into your own hands

Below are links to additional resources related to this story.

New York–based journalist Liz Seegert has spent more than 30 years reporting and writing about health and general news syllabus for print, digital and broadcast media. Her primary beats currently include aging, boomers, social determinants of health and health policy. She is Topic editor on aging for the Association of Health Care Journalists. Her work has appeared in numerous media outlets, including Consumer Reports,, Medical Economics, the Los Angeles Times and the Hartford Courant. 

This article is reprinted by permission from, © 2022 Twin Cities Public Television, Inc. All rights reserved.

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Thu, 06 Oct 2022 04:56:00 -0500 en-US text/html
Killexams : How To Play Tank In Overwatch 2

When playing Overwatch 2, players will meet 35 heroes, each belonging to a different class. Tank class is one of the three main roles in Overwatch 2, and as the name suggests, this class carries your heavy-duty players that essentially have the whole team comp on their backs.

This Overwatch 2 guide will teach you how to play the Tank class efficiently and tips and tricks to elevate your playstyle. So without further ado, let’s get started.

Tank heroes are one of the most crucial and important participants in your team composition. These guys are known to be the front-line heroes with offensive and defensive strategies that help them lead and take many victories home.

With some new changes and reworks introduced in OW2, we’ve seen Tank heroes have been extra focused on navigating the damage output from the enemy’s side and shielding their DPS and Support allies.

They have incredible bulky bodies that, along with literal shields, protect their team members and ensure the synergy maintains. And not to forget, they have a great HP, making them an active team member in the field that preserves the ability to change the fight’s momentum.

With proper team strategies, Tanks often serve the purpose of being great distractions and creating spaces for their DPS and Support heroes, allowing them to unleash their attacks, which helps the team achieve their objective.

Before we get into the nitty-gritty of how to play Tank heroes efficiently, let’s look at the list of all Tank heroes available in OW2;

Now that you have acquired a basic understanding of the tank role in OW2 and the heroes who belong to this role, let’s look at some tips and tricks that will help you play better while equipping a Tank hero.

Critically positioning your tanks

One of the most basic yet essential tips that we have is to critically position your Tanks while being present in a heated fight arena.

As mentioned above, a Tank hero has a major role to play in a team, and it is a must for them to be positioned strategically.

OW2 is all about movement and pace, and since the game itself is more on the fast side, we recommend recognizing these elements and using your Tanks and their abilities to stay at the front, protecting those in your team who don’t possess a large health pool and lack on their mobility.

Moreover, most Tanks independently possess the ability to regenerate their health and have constant aid from their Support allies.

This is why we refer to these heroes as heavy-duty guys, due to their ability to endure and retaliate. Hence it is safe to say that using your Tank heroes as team leaders is the right way to go.

Explore your options

Another basic yet important tip we believe that should be incorporated while using any class is always to explore your hero options and use them in your unit according to the demand of the game stage.

You have a total of 10 Tanks heroes in OW2, and although they belong to the same class, they still have their personalized abilities, skills, and weapons that can make their individual playing experience unique.

Always choose a Tank that you believe will complement your DPS, and Support heroes, and sustain the team’s communication and synergy.

While it can get overwhelming initially, with some practice plays, you can always figure out your way around and come up with great team comps.

Wipe out Support and Damage opponents

Another strategic way to use your tank heroes is to use them to target enemies off the field. As emphasized above, Tank heroes have the most HP out of every class in the game.

Moreover, they have abilities and skills that make them hard to defeat team members.

Not to forget, Tanks can absorb a considerable amount of damage; hence they are the best candidate to close the distance between enemies. This will let the rest of the team follow behind them and control the fight.

They play very well against the Support and Damage heroes of the opponent team, and using Tanks to nitpick these heroes out of the opponent’s composition will clear the arena for you and will help you break down the communication and coordination of the rest.

Moreover, Tank heroes efficiently overpower Support heroes, which not only disrupts the health supply of the team but will also push enemies back. And since Damage heroes have a low health pool, they will be easy to eliminate in less time.

Peel for the team

Peeling becomes essential if you have not used your Tanks to create spaces and have not ensured that your team follows you behind your back.

Such mistakes can lead to your team member(s) getting attacked by multiple enemies at any time.

To avoid this from happening and to save your team members, you will use peeling, which refers to the Tanks or even DPS of the team taking damage in place of the attacked team members and soaking up their abilities.

This crowd-control tactic will ensure no more enemies pick up on one member, sustaining the overall team synergy. This is especially essential to do for your Supports, who are the health bank of your team.

Communication is the key

Like any relation in real life, Tank also has a crucial role to play in OW2 to maintain group communication and establish a strong relationship with them.

If you’ve been following any tutorials, guides, and blogs, you may have seen the words’ synergy’, ‘cooperation,’ and ‘coordination’ littered everywhere.

This is due to the game’s heavy focus on group performance and the overall design that demands group reliance when present on the battlefield.

Your members are the core components during any fight that will help you take many victories home. And if Tanks learn how to communicate with the allies well alongside their abilities, the team will bundle up at perfect moments and execute attacks, which can almost wipe out enemies effortlessly.

If a push is available, you’ve found a vantage point, or you’re about to create space, let your allies know first so they’re ready to go. Keeping them in check will maintain the synergy, eventually giving the best group output.

Play god-like

If you’ve been keeping up with our OW2 guides, you may already know that the latest installment of Overwatch prevents players from having two Tanks in the team. This means you only get to have one Tank, unveiling a whole new competitive dynamic to the game.

Now we know this may sound like a piece of bad news, but this also uncovers a new playstyle that involves using your Tanks aggressively and playing like a god in the field.

Now you may ask what promotes Tanks to play this carefree on the field apart from its wide HP; well, here’s the deal.

In the previous installments, there used to be two Tanks, which made the Support on the team have their aid distributed accompanied with frequent cooldowns.

But this time around, with only one Tank on the team, healers only have to focus on one big guy and provide it a lot of health aid.

In addition, placing your tanks near your Support will let them perform like a god on the team, ultimately making the unit unbreakable and absolutely fierce.

Engage or Disengage with caution

Keeping the above-mentioned point in mind, you also have to be a lot more careful as a tank in Overwatch 2 thanks to the new 5v5 format. Since there is only one tank in team now, a lot rides on that one guy.

So, it’s common sense that you’ll want to stay alive and see your team through to victory.

To manage that, you must carefully engage and disengage in battle. Nonetheless, don’t be afraid to be aggressive because you’ll have all the healers on the tank unless your DPS is suffering.

In any case, if your healers are out, you’ll be on your own; in that particular scenario, push as hard as you can and see how far it takes you. If you fall, try to respawn with the rest of your team.

Wed, 12 Oct 2022 22:45:00 -0500 en-US text/html
Killexams : HP Envy 16 Review Mon, 10 Oct 2022 02:32:00 -0500 en text/html Killexams : Best HP Laptops for 2022

HP laptops offer something for you, whether you're a creative looking to edit photos, a gamer in search of a powerful laptop or a student in need of a small, lightweight laptop.

Many of the best HP laptops have features designed for remote or hybrid work such as improved webcams and microphones, better audio quality, longer battery life, faster charging and the fastest Wi-Fi 6 wireless.

Like other PC makers such as Dell, Lenovo, Acer and Asus, HP is in the midst of updating the processors in its laptops and two-in-ones. That means Intel-based models are moving from 11th-gen to 12th-gen CPUs, while AMD Ryzen systems are switching from 5000-series chips to 6000-series. It also means it's generally a good time to look for deals on older models of the best HP laptops. However, we've also seen big performance improvements with the new processors. An updated model might cost a little more but will add to the overall longevity. 


Spectre is HP's top consumer laptop line so you're getting the best of the best with this 16-inch two-in-one. 

  • Beautiful design
  • Lots of features for home and office work
  • Great webcam
  • Active pen and laptop sleeve included

Of course, a premium two-in-one like the Spectre x360 comes at a relatively high price; it starts at around $1,200. The top-end configuration we reviewed was good but not great considering its $2,030 price. This is definitely one we recommend getting with the 12th-gen Intel processors and Intel Arc graphics if you're going to go all-in. Read our HP Spectre x360 16 review.

James Martin/CNET

HP's Victus 16 is a surprisingly robust and powerful gaming laptop that keeps up with the latest games at a more affordable price. Compared to HP's high-end Omen gaming laptop line, the Victus is more of an all-purpose laptop but still configured for gaming with a price starting at less than $1,000. HP offers several configurations with graphics chip options ranging from Nvidia's entry-level GeForce GTX 1650 up to a midrange RTX 3060 or AMD Radeon RX 6500M. We like almost everything about it except for its flimsy display hinge and underwhelming speakers. Read our HP Victus 16 review.

Josh Goldman/CNET

There are plenty of convertible Chromebooks, where the screen flips around to the back of the keyboard so you can use it as a tablet. But Chrome tablets with removable keyboards like the HP Chromebook x2 11 are still a rarity. It offers long battery life and performance that rises (slightly) above the competition. The main downside is that it's expensive; the model we reviewed is $599. However, that price did include both the keyboard cover and USI pen and it's regularly on sale for $200. If you're interested make sure to wait for one of those deals. Read our HP Chromebook x2 11 review.

Josh Goldman/CNET

If you're making a laptop aimed at creatives, it's not enough to just put discrete graphics and a strong processor in a slim body. The extra performance really should be paired with a good screen, and that's what you get with the HP Envy 14. The laptop's 16:10 14-inch 1,920x1,200-pixel display not only gives you more vertical room to work, but is color-calibrated at the factory and covers 100% of the sRGB color gamut. The result: a well-rounded option for creatives looking for on-the-go performance at a reasonable price. This model is due for a refresh, though, so keep an eye out for updated models. Read our HP Envy 14 review.

Fri, 24 Jun 2022 23:01:00 -0500 See full bio en text/html
Killexams : How to Reap Tax Breaks from Your HSA

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Thu, 13 Oct 2022 21:32:00 -0500 en-US text/html
Killexams : Podcast: Tara Lagu on Physicians’ Attitudes on People With Disabilities

Health Affairs Editor-in-Chief Alan Weil interviews Northwestern University's Tara Lagu on the paper she published in the October 2022 issue of Health Affairs examining physicians attitudes toward patients with disabilities.

Order the October 2022 issue of Health Affairs on disability and health.

Health Affairs thanks the Ford Foundation, the Robert Wood Johnson Foundation, and the John D. and Catherine T. MacArthur Foundation for their financial support of this issue.

Currently, more than 70 percent of our content is freely available - and we'd like to keep it that way. With your support, we can continue to keep our digital publication Forefront and podcasts free for everyone.

Subscribe: RSS | Apple Podcasts | Spotify | Stitcher | Google Podcasts


00;00;00;02 - 00;00;30;22
Alan Weil
Hello and welcome to A Health Podyssey. I'm your host, Alan Weil. About one in four adults in the United States has a disability. People with disabilities face persistent inequities in health status and in access to health care services. Despite laws such as the Americans with Disabilities Act that require equal access and reasonable accommodation, many people with disability face barriers to obtaining the care they need.

00;00;31;14 - 00;00;57;20
Alan Weil
How do physicians view their willingness and ability to care for people with disabilities? That is the Topic of today's episode of A Health Podyssey. I'm here with Tara Lagu, Professor of medicine at Northwestern University's Feinberg School of Medicine. Dr. Lagu, who in coauthors published a paper in the October 2022 issue of Health Affairs, examining physicians attitudes toward patients with disabilities.

00;00;58;06 - 00;01;27;04
Alan Weil
They found, through focus group style interviews that many physicians have negative attitudes toward people with disabilities, and many physicians feel unprepared to handle some of the challenges they face or expect to face meeting the needs of patients with disability. These findings have significant implications for efforts to close the gaps in health status between people with and without disabilities will discuss these attitudes and beliefs in today's episode.

00;01;27;14 - 00;01;29;08
Alan Weil
Dr. Lagu, welcome to the program.

00;01;30;03 - 00;01;32;04
Tara Lagu
Thank you so much, Alan. Happy to be here.

00;01;32;25 - 00;02;02;12
Alan Weil
I find this a fascinating and somewhat disturbing paper. Before we get into the findings, which we'll do very soon, I just want to make sure people understand how you collected the data. This is not sort of your multi-thousand person physician survey where people are checking boxes about what they will and won't do. You actually talk to people. Can you just say a little bit about what methods you use to collect the data that we're going to discuss in much more detail over the next few minutes?

00;02;02;24 - 00;02;28;19
Tara Lagu
Yeah, absolutely. So we did, we used qualitative methods, which is, you know, common actually in the marketing world, in the business world, when you really want to get the opinions of people who are living the experience you're talking about. You get six or eight of them into a room and you ask them questions about how it is to care for people with disabilities or, you know, pick out a cereal in the grocery store, depending on what your question is.

00;02;29;03 - 00;02;53;21
Tara Lagu
Ours was, do patients do physicians have difficulties when they're caring for people with disabilities? What are those difficulties? How does that impact their ability to serve people with disabilities? How does that impact their ability to provide high quality care for people with disabilities? And so to do that, to get those physicians, I will say we had some additional criteria that we wanted to meet.

00;02;53;29 - 00;03;26;15
Tara Lagu
We didn't just want any physicians and in several focus groups, we wanted a real mix of different kinds of physicians from different subspecialties. We wanted men and women. We wanted people of different races. We wanted people from both rural and urban areas. And we really wanted to focus more on community settings than academic settings. There have been studies in a lot of academic settings and our senior author, Dr. Lisa Iezzoni, has actually done a lot of work in academic settings, but there haven't been as many studies asking physicians who work in the community.

00;03;26;28 - 00;03;57;17
Tara Lagu
You know, how do you serve people with disabilities? What are the barriers? Tell us what you're experiencing. And so to identify those people, we actually used a very popular social networking site for physicians called Sermo. There are more than 800,000 physicians across specialties who use Sermo, and there are many opportunities within Sermo to participate in research. And so people who say who are physicians and were on the site who say they want to participate in research, are then can be invited to participate in studies.

00;03;58;00 - 00;04;20;18
Tara Lagu
And that's what we did. We asked her to recruit three focus groups of physicians from this variety of backgrounds. And we actually decided and it was it was a very careful decision that we were not going to identify the physicians who participated beyond their first name and being visible in what is a video conference, like a Zoom or another kind of video conference room.

00;04;21;04 - 00;04;44;24
Tara Lagu
And so this gave the people who participated the ability to be relatively anonymous. They could, you could see their faces. We knew their first names, but we didn't know who they were. We didn't have a lot of details on where they practiced. And as a result, I think we got some brutally honest answers from physicians about some of the challenges they face and some of their attitudes about people with disability.

00;04;45;06 - 00;04;55;03
Alan Weil
Well, we're going to dove into those brutally honest answers. But before you provide us the detail, why don't you just say what was your main takeaway from the work that you did with these physicians?

00;04;55;23 - 00;05;24;29
Tara Lagu
Yeah, absolutely. So after speaking with doctors who practice in a variety of settings, mostly community settings, from a variety of subspecialties and a mix of races and ages and genders, we asked physicians about their attitudes towards people with disability, and overall, physicians reported that there are many barriers to caring for people with disability. Some expressed what we called explicit bias towards people with disability, and we can get into that a little more because I think that's a confusing term in some ways.

00;05;25;18 - 00;05;39;25
Tara Lagu
And then perhaps the most disturbing finding was that some physicians in a couple of different focus groups reported that they used specific strategies to attempt to get people with disability to leave their practices to deny care to people with disability.

00;05;40;24 - 00;06;03;02
Alan Weil
Well, that is quite concerning. We're going to go into more depth on all of these. As you noted at the outset, this is qualitative work and you're trying to draw out themes. These aren't necessarily representative of all physicians. They're just the themes of what you learned in these focus groups. In the paper, you identify six themes. I know, just sort of memorizing themes, isn't that interesting?

00;06;03;02 - 00;06;10;17
Alan Weil
But I think to introduce a subject, it would be helpful if you just said what were the thematic areas of your conclusions?

00;06;11;00 - 00;06;30;05
Tara Lagu
Absolutely. And some of these themes have come out in earlier research, and I should definitely reference that. Our senior author, Dr. Lisa Iezzoni, has really identified some of these themes before. As a group, we've actually done surveys and some of these themes have emerged from surveys as well. And I've also done and led research that identified that some of these issues exist.

00;06;30;05 - 00;06;50;28
Tara Lagu
So we sort of knew that these six themes were going to emerge. And we actually based our interview guide to really get at some of these questions, which is perhaps why some of the themes emerge the way they did. But to tell you about them. So physicians described physical barriers to providing care for people with disabilities so they can't weigh patients with disability if they use a wheelchair.

00;06;50;29 - 00;07;10;18
Tara Lagu
If they are in a wheelchair, they can't examine them. They can't sometimes get them into their building. There was one physician that said, our building is not accessible to wheelchairs and was very honest about it. We identified communication barriers so people who are deaf or hard of hearing, many of the physicians reported that they can't or won't hire sign language interpreters.

00;07;11;06 - 00;07;32;10
Tara Lagu
Almost none of the physicians asked about communication accommodations if they need them, you know, and many said that if the person had hearing difficulties, they would just talk to the caregiver as opposed to talking to the patient themselves, or would use sort of suboptimal strategies for communicating with the patient, like pen and paper as opposed to using, you know, assistive devices.

00;07;32;25 - 00;08;04;27
Tara Lagu
There were big knowledge gaps. So really physicians reported that they don't have the knowledge. They don't really understand what patients with disability need to receive high quality care and they don't really know how to provide it. And that was a very common theme. There's what I would call structural problems, and this encompasses a lot, but it's sort of that there are problems with the health care system generally, and that includes procedures, policies, the way we pay physicians that provide, you know, real obstruction to getting people with disability, good care.

00;08;05;16 - 00;08;29;09
Tara Lagu
There were attitudinal questions and attitudinal themes that emerged. So physicians reported that they felt that people with disabilities were entitled, that they sometimes asked for things they didn't need. And there were also real gaps around knowledge of the Americans with Disabilities Act. And this includes that physicians said they don't have any knowledge of the Americans with Disabilities Act.

00;08;29;09 - 00;08;35;23
Tara Lagu
They don't know what they're required to provide. And many said they don't seek out more information even when they don't know what to give.

00;08;36;09 - 00;09;00;10
Alan Weil
Well, those are really important themes and a broad range of syllabus that you covered. So we only have time probably to go into a few of them. I'll do that as we start our discussion here. But as we do, I guess I want to sort of ask you to help us understand the difference between what seem like, you know, reasonable, normal.

00;09;00;10 - 00;09;24;24
Alan Weil
This is my job is hard. These are the challenges they face. And people are being honest about that relative to things that sound like maybe excuses or barriers that they really should be expected to overcome. Because even in the six themes you just described, I can hear a combination of ah, that makes sense and eh, that sounds terrible. So let's take the fourth one you mentioned here.

00;09;24;24 - 00;09;38;05
Alan Weil
These so-called structural barriers just provide me a little more detail about what physician said, what it tells you about their willingness to meet the needs of people disability and their ability to meet those needs.

00;09;38;20 - 00;10;00;00
Tara Lagu
Absolutely. So anybody who's been a patient in a doctor's office knows that it can be a very rushed process and in some some cases unpleasant for the patient. So you're expected to get pretty much all of that. You need to get out of that appointment and in 10 minutes or 15 minutes, tops. And that was one of the big pieces that came out of that structural barrier.

00;10;00;00 - 00;10;30;01
Tara Lagu
Physicians said, we have 15 minutes with patients if they need accommodations, if they need communication assistance, if they have to be transferred to a table, it's just impossible. And we find it a barrier to providing care that was very common. It came across in every focus group. And I think this is true. But this is also paired with another structural barrier around finances, which is that for some patients, when you need a longer time, you can just say you had a longer appointment in a more complex patient.

00;10;30;09 - 00;10;57;08
Tara Lagu
There isn't built into the payment structure a way to say I provided accommodations and therefore I should be paid a higher level of care. And so that's an additional structural barrier that is really intertwined with the first one about the limited time in appointments. Additionally, there were barriers around and it's hard to think about, but a lot of times when you walk into a doctor's office, the physician knows a lot about you before you come in.

00;10;57;08 - 00;11;18;28
Tara Lagu
They know all your past history. They know their medications, and they know that from the electronic health record. But it was pretty clear from these focus groups that there is very few places that capture in their electronic health record whether a person has a disability, whether they need accommodations, and as a result, the person shows up and it's chaos because we didn't know they were coming.

00;11;18;28 - 00;11;40;01
Tara Lagu
And I think that was another big theme. And again, it's intertwined with all the other ones. But they'll say, you know, I have no idea the patient's coming. I have no idea what their accommodation needs are. And on some level, you understand how that happens because it's not built into the system. On another level, we never learn. It's totally unacceptable that we do this to people with disability again and again and again.

00;11;40;14 - 00;11;58;19
Tara Lagu
So a person who uses a wheelchair and this is from examples from my own patients may call ahead, make sure the doctor's office has an adjustable table, will say, I'm coming, I need these accommodations. I need someone who's trained to help me transfer or I need a lift. They may talk to the office manager and half the time they show up.

00;11;59;00 - 00;12;13;24
Tara Lagu
And that is there's no preparation. The room's not available. The staff aren't there. And so I think that some of that is reasonable and some of that is how can we just keep making the same mistake over and over and over?

00;12;13;24 - 00;12;49;27
Alan Weil
I guess that is a bit of the theme of this work, is that the first time these problems emerge, it's kind of reasonable. But if there are systemic problems and no one's overcoming them, that really isn't reasonable. And it may not be reasonable to expect every individual physician or physician practice to solve every single problem. But it's also not realistic to say that the entire burden of solving these problems or experiencing the problems just falls to the patient who has nothing to bring to this role in terms of resources.

00;12;50;14 - 00;13;01;25
Alan Weil
In comparison, I shouldn't say they have nothing to bring. It's not fair to put the full burden on the patient who has a lot fewer resources to solve these problems than the physician does.

00;13;01;25 - 00;13;26;06
Tara Lagu
Well, that's right. And we're also talking about a huge power differential. So, I mean, if you've been in a gown and a doctor's office, you know what it feels like and how vulnerable you can be. So if you add to that that you have a spinal cord injury and you're afraid of being dropped when transferred, and the strategy for transferring you is to bring in the parking attendant or something, you can imagine how scary and vulnerable that it feels.

00;13;26;17 - 00;13;52;21
Tara Lagu
And I think we've gotten that from our prior work in focus groups with patients in in studies that we've done of doctors. We know that these things are happening. I think what was shocking was that when we got these groups of physicians into our video conference room, I didn't think they would be so honest about the failures that they have committed when trying to provide care for people with disability.

00;13;52;21 - 00;14;11;16
Tara Lagu
And yet they were very honest. And I think some of it stems from just the frustration of working in a broken system. And of course, the bigger implication here is that we know that there are problems in the health system. It's interesting how caring for people with disabilities becomes this model for all the things that are wrong with the system.

00;14;11;16 - 00;14;33;24
Tara Lagu
But I think additionally there was a powerlessness on the part of the physicians. That was surprising to me that it was this is how it is. I can't change it. And, you know, I'm powerless to do something different. And that was disheartening to me. And I really I think it's a product of a lot of different things which we can talk about.

00;14;33;24 - 00;14;39;28
Tara Lagu
But it really feels to me like as physicians, we should do better.

00;14;40;02 - 00;15;14;00
Alan Weil
Well, we're going to talk about some of the things that could be done better and a few more of the themes you identified. We'll have that conversation after we take a short break. And we're back, I'm speaking with Dr. Tara Lagu about physicians attitudes about caring for people with disabilities. Before the break, we spoke of one of the themes that her work identified having to do with structural barriers.

00;15;14;00 - 00;15;37;28
Alan Weil
But now we're going to talk about another one. I'd like to ask you about attitudes. And you did mention at the beginning of our conversation that you use this term in the paper about explicit bias and that that probably needs a little explanation. So tell me what you heard about attitudes and what that makes you or what conclusions you draw from that with respect to physicians caring for people with disability?

00;15;38;17 - 00;16;06;12
Tara Lagu
Absolutely. You know, we've become increasingly familiar with the term implicit bias. And if you've read, you know, the papers in the last couple of years that we have kind of baked in as a result of our culture biases against different groups of people. And you don't always express it when asked. But if you're given a test, sometimes it will reveal that you have preferences for different kinds of people.

00;16;06;12 - 00;16;51;04
Tara Lagu
So I sort of expected that there would be some of this implicit bias towards people with disability. What I didn't expect was that physicians flat out said things like people with disabilities are entitled. People with disabilities ask for too much. I can't serve this population, they just want too much from me. And so, you know, and this led to another theme in this attitude section, which is that in a couple of the focus groups, those discussions about attitudes, what we called explicit bias, this sort of demonstration of real sort of negative attitudes about people with disability devolved into a discussion of how they discharge people with disabilities from their practice.

00;16;51;20 - 00;17;17;21
Tara Lagu
But even before I get to that, I guess I'll say again, I was just surprised that people didn't have an internal check on saying negative things about a group of people. You know, one of the reasons we do the implicit bias test when we're thinking about if there are racial preferences, for example, is that we think that people will not express their negative attitudes about groups of people in focus groups.

00;17;17;21 - 00;17;39;11
Tara Lagu
But in this case, the people in the focus groups had no problem saying, I don't like this population, I don't like to care for this population. I think they're entitled. And we were just floored. And the only thing I can say is that there is something different about people with disabilities, than there is about other minority groups.

00;17;39;11 - 00;17;44;03
Tara Lagu
And I think some of our next work is going to have to be figuring out what that's all about.

00;17;44;12 - 00;18;13;05
Alan Weil
Well, it also sounds like they were sort of trying to justify or rationalize their behavior, which they felt was defensible. It's sort of it's not so much that I don't want to. It's that I can't. And I need to explain why I can't. And then if you understand why I can't, that you'll be okay with that, which is something you would never hear said about other groups, that they might at least in this day and age, you wouldn't hear people say that.

00;18;13;05 - 00;18;20;28
Alan Weil
I'm not trying to make excuses. I'm just trying to understand, as you say, the willingness to be so explicit about the the bias here.

00;18;21;12 - 00;18;42;10
Tara Lagu
Well, and, you know, and it went beyond that because it was first it was saying negative things about the population. And we were all very surprised at that. And then within a couple of the focus groups without the moderator really necessarily intervening much that the participants started talking to one another about their strategies for discharging people from their practice.

00;18;42;10 - 00;19;01;05
Tara Lagu
And so it became this conversation where one says, well, no, because of all these problems, because of this population and being difficult, I now just I've thought about this and I just say if a person with disabilities tries to come to my practice, I just say, I don't take your insurance. And another one says like, oh, no, no, you can't refuse them outright.

00;19;01;05 - 00;19;29;09
Tara Lagu
That puts you at risk for lawsuits. What actually I say is that you don't need this care that you're seeking out. And then another person said something like, you know, I no, no, no. I just say, I can't provide the specialized care you need. You need to be cared for in another facility. And so it became this really surprising conversation between doctors about how they plan to get rid of people with disabilities from their practice.

00;19;29;09 - 00;19;55;10
Tara Lagu
And again, it's indefensible. It's people. But I think when I think about the context, it's people who have previously in the hour or 2 hours said the system is so difficult to navigate. I'm overwhelmed by seeing people every 15 minutes. I don't know how to provide care for these people. And I feel like there's there's some something about this population which is different and difficult.

00;19;56;04 - 00;20;17;04
Tara Lagu
But so then you have people who are in what I would say, okay, those people are in a terrible situation. But in the setting of a terrible situation, you have kind of a right decision and a wrong decision. And there was a group of people who definitely made a wrong decision. They said, okay, I can't do this, so I'm just going to discharge patients with disabilities from my practice.

00;20;17;17 - 00;20;47;29
Tara Lagu
There were others in another focus group who said, I can't. Even as hard as it is, I can't think of a rationale for doing that or behaving that way. And it was really interesting the differences in the focus groups and how the participants sort of differed on that. But the fact that anyone would say that out loud as a physician who, you know, under the Americans with Disabilities Act is required to provide care, it was surprising, it was disheartening.

00;20;47;29 - 00;21;00;09
Tara Lagu
And honestly, like I feel somewhat discouraged about the culture of medicine generally and some of the choices that participants in the study made.

00;21;00;29 - 00;21;19;12
Alan Weil
Well, you just alluded to the ADA, and of course, we've published quantitative research indicating very low levels of understanding of the provisions of the ADA among physicians. But I wonder if you could say a little about the themes that came out in these discussions as they relate to knowledge of the ADA.

00;21;20;03 - 00;21;45;15
Tara Lagu
Right? No, absolutely. There was, this is a very important part of this. And I mean, just as a little bit of background, the Americans with Disabilities Act and the Rehabilitation Act for it are considered civil rights legislation. So it's a little bit complicated because physicians fall under this public accommodations lens part of it. And so physicians do have the right to make discretionary choices about who their patients are and what care they provide.

00;21;46;03 - 00;22;19;11
Tara Lagu
They just can't make discriminatory discretionary choices. And so what it seems like and I don't know for sure because I don't know the whole situation, but what it seemed like some of the physicians in our study were describing was discriminatory discretionary decisions about who to provide care for. And so it becomes tricky, right? Because for that person to bring a lawsuit, they have to prove that the physician made a discriminatory choice.

00;22;19;11 - 00;22;57;11
Tara Lagu
And it's very hard to know that because any one of us could call physician and say, can I see you? And they could say, I'm not taking new patients, or I don't take your insurance. And we would have no context to know whether that was true or not. And this is why this study is in some ways even more frustrating for me, because it means that we have this law that exists to protect people with disabilities, a vulnerable population that we know experiences poor care, and we can't enforce it because it relies on lawsuits that it's very hard to prove that were not about the physician's discretion.

00;22;57;23 - 00;23;17;04
Tara Lagu
And I think this is where lawyers can talk about this more. But it seems to me that there's a lot of places that we have to make changes so that this happens less. And I think that is about we have to change the culture of medicine. We have to educate physicians about how to care for people with disabilities.

00;23;17;13 - 00;23;41;21
Tara Lagu
We have to teach physicians about their responsibilities under the ADA. And I think in addition, we have to do all the pieces with practicing physicians around making accommodations available, getting information to the electronic health record, collecting information on people with disability, changing payment structures so that we actually reimburse when physicians spend more time taking care of people with disabilities.

00;23;42;05 - 00;23;58;01
Tara Lagu
And I think all of these pieces are critical. But at the end of the day, the fact that most of the physicians in our study said that they don't have any knowledge of the ADA sets us way back in terms of being able to make any strides in this area.

00;23;59;04 - 00;24;25;10
Alan Weil
Well, those last comments really lead to the thoughts and questions I have as our conversation comes to an end, because you've painted a pretty stark picture here, maybe a dark picture, some might say, well, you know, you only talked to a few dozen people and this isn't that prevalent. I think that would be a lot of denial, but I'm sure some will have that response.

00;24;25;10 - 00;24;54;14
Alan Weil
You indicate the limits of legal provisions, and I think that's appropriate. All civil rights laws are faced challenges we're in a world where people exercise discretion all the time in proving that someone did something that violates those laws is often very difficult. You listed of really nice collection of policy interventions around payment in education and resources, but I don't see anyone stepping up and actually making those happen.

00;24;55;06 - 00;25;12;24
Alan Weil
And the question is what priority would the health system place on putting all of those provisions in place for people with disability relative to all of the other places they could put their resources? And if you have the answer to that question, I'd love to hear it, but I don't know that you do.

00;25;13;05 - 00;25;36;17
Tara Lagu
Well, I mean, I think we have an aging population, right? There are 60 million people with a disability. 18% of middle age adults have mobility impairment, 30% of older adults have mobility impairment. We have similar large numbers around people with communication disabilities. A huge percentage of older adults are hard of hearing. So these problems are only getting bigger.

00;25;36;17 - 00;25;56;19
Tara Lagu
And one of the things I always say when asked about this is the thing about disability is if even if it doesn't affect you today, it could affect you tomorrow. And so we should all have a motivation to correct these problems because at any point we could have a spinal cord injury, we could suffer from osteoarthritis. I mean, it doesn't take much.

00;25;57;03 - 00;26;30;01
Tara Lagu
And so I think there is there needs to be a motivation in part because it is a problem that affects all of us. I think there's an additional motivation and it's affecting a larger percentage of the population. And in a way, the reason we do this research is to raise awareness about the need for these kinds of policy interventions, and I will continue doing this work, as depressing as it is, because I'm hoping that eventually someone will listen, that we will think about some of these policy fixes, changes to medical education, changes to residency training.

00;26;30;08 - 00;26;50;27
Tara Lagu
There's so many potential opportunities. And I, I really will continue to advocate for people in the medical establishment and the policy establishment, people who run health systems to take this seriously. It's not just because we're at risk for lawsuits, and it's not just because it's the right thing to do. It's some combination of it's the right thing to do.

00;26;50;27 - 00;26;56;27
Tara Lagu
We're at risk for lawsuits. It's more and more people. And tomorrow it could be you that we should take this seriously.

00;26;57;14 - 00;27;23;01
Alan Weil
Well, that's how I knew. I couldn't come up with a good question to follow up on that. So I'm going to say you've you've laid out the situation beautifully. You've shown the importance of this kind of work in framing the problem, in enabling us to come up with some ideas for solutions. And unfortunately, the hard work continues of actually getting those solutions implemented.

00;27;23;01 - 00;27;37;01
Alan Weil
But I really appreciate the attention you've paid to this issue, the methods you brought to it that enable you to tell stories and have a perspective on the data that we just wouldn't have any other way. And thank you so much for being my guest on A Health Podyssey.

00;27;37;18 - 00;27;56;28
Tara Lagu
Thank you so much. I mean, I think I owe you all a huge thank you for taking this issue seriously, for having a special issue devoted to disability. I think this is the kind of attention that this population deserves because I think they've been getting poor care for far too long. So thank you so much for your commitment to this issue.

00;28;00;11 - 00;28;13;20
Alan Weil
And thanks for listening. If you enjoyed today's episode, I hope you'll tell a friend about A Health Podyssey.

Tue, 04 Oct 2022 04:19:00 -0500 en text/html
Killexams : Podcast: Disability and Health Spotlight: Art Enables

00;00;08;19 - 00;00;11;29
Vabren Watts
Thanks for joining Health Affairs This Week. I'm Vabren Watts.

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Ryann Tanap
And I'm Ryan Tanap.

00;00;14;17 - 00;00;39;22
Vabren Watts
You know Health Affairs October issue focuses on disability and health. As part of the issue we are including artwork to accompany some of the content by residents from Art Enables, an art gallery, a vocational arts program in Washington D.C. If you haven't checked it out yet today's cohost Ryan Tanap wrote a Forefront article on Art Enables and had the pleasure of speaking with some of the residents artists and staff.

00;00;40;09 - 00;01;04;11
Ryann Tanap
Yes, that's right, Vabe. And I just wanted to direct listeners to our Health Affairs Sunday Update newsletter that you are welcome to subscribe to, as well as social media, specifically LinkedIn, where we're featuring five artists from Art Enables. We purchase their artwork and will be featuring a brief profile on each of them as well as the artwork that we purchase.

00;01;04;11 - 00;01;14;29
Ryann Tanap
So please check that out. And to continue the conversation, we're joined today by Tony Brunswick, executive director at Art Enables. Tony, thanks so much for joining us.

00;01;14;29 - 00;01;17;18
Tony Brunswick
Thank you. It's an honor to be here. I appreciate the invitation.

00;01;17;26 - 00;01;22;29
Ryann Tanap
Oh, absolutely. So if we could get started, what is Art Enables, Tony?

00;01;23;07 - 00;01;42;19
Tony Brunswick
Yeah, I'm very happy to talk about that. So Art Enables is a professional art gallery and studio dedicated to amplifying the careers of artists with disabilities. And we do this by providing artists with the platform to be able to create, exhibit and earn income from their artwork.

00;01;43;01 - 00;01;49;05
Vabren Watts
So, Tony, what type of guidance does Art Enables provide to artists on how to set rates for artwork?

00;01;49;14 - 00;02;19;26
Tony Brunswick
Yeah, so we do a lot of work supporting artists in the art, the creation phase of the artwork, the marketing phase and the exhibition and sale phase. And the pricing of artwork is tricky for any working, emerging and professional artists. And so we sit down with the artist and talk about what the DC market typically brings for artwork, and discuss how artists want to be able to price and market their work.

00;02;21;00 - 00;02;34;18
Tony Brunswick
There's a consistent pricing band that the studio typically operates within, but we want to make sure we're honoring the artists, the time they put into the work, and the work itself by pricing it at a respectable price.

00;02;35;10 - 00;02;42;26
Ryann Tanap
And just to follow up on that, do the artists get to have some say in that price? Yes.

00;02;42;26 - 00;03;07;16
Tony Brunswick
Yeah, absolutely. You know, some artists prefer to allow the studio to manage that aspect of sales. And then we have other artists that we check in with and provide us advice and feedback on what they think the work should be valued at. And so it's a conversation across the studio with the artists on what the ultimate price ends up being for any individual work.

00;03;08;13 - 00;03;32;04
Ryann Tanap
Great. Thank you. So we read a 2017 NPR article that you and I had talked about previously before I wrote the article. And in that article you stated that when an artist joins Art Enables through the Department of Disability Services in DC, about 70% of the cost is covered by a waiver program funded by Medicare and Medicaid. Is that still the case?

00;03;33;14 - 00;04;08;12
Tony Brunswick
Yes and no. No, in that since the pandemic, it's affected our programing, which affects how we're working with Medicaid and how we're working with the DC Department of Disability Services. So our income through providing Medicaid waiver services has declined overall. Also that 70% even prior to the pandemic, it is true that it covered 70% of our costs. I would say that with, you know, the economy in the way that it is now, everything is costing more as an organization.

00;04;08;12 - 00;04;29;02
Tony Brunswick
It costs more to retain people. It costs more to run programs that even if we were billing at the same levels or working with Medicaid waiver programs at the same levels today as we were prior to the pandemic, it would now be less than that 70%. If we tried to be 100% funded by what we receive through our Medicaid partnership,

00;04;29;02 - 00;04;52;10
Tony Brunswick
we would have to make some drastic changes as an organization to be able to work within the Medicaid funding. As it stands now, we do a lot of outside fundraising and development activities to help offset the costs that we think should and need to go into supporting the artists' career development through our program model.

00;04;53;07 - 00;05;13;21
Ryann Tanap
So you mentioned that the pandemic significantly affected funding for Art Enables. And you know, that's the case for organizations across the board. We'd be curious to hear how did Art Enables specifically close the funding gap? Did you have to outreach to existing groups of supporters or did you find, you know, new, new funders?

00;05;13;21 - 00;05;46;20
Tony Brunswick
So, you know, for so many people, when the pandemic hit, it was just such a difficult blow. And I think for folks that work with Medicaid funded programs, it was especially difficult. We lost about 95% of our Medicaid funding once the pandemic hit. So it was a pretty drastic blow to us. But fortunately, we were able to offset 100% of those losses through other revenue streams, through individuals who just stepped up their giving, Art Enables is a nonprofit organization.

00;05;46;20 - 00;06;17;23
Tony Brunswick
So there were a lot of individuals who stepped up their financial support of the organization. We found New Foundation and public funders, state and government funders that we were able to apply for grants and receive that. And then we also did take advantage to the extent we could of available emergency COVID relief funds, whether at the federal level through the PPP programs or at the state level where there may have been state based relief programs available.

00;06;18;00 - 00;06;43;16
Tony Brunswick
So a combination of all of that and being extremely resourceful and trying to find additional funds, we were able to withstand the financial impact of COVID. So we were able to continue fully supporting every individual that was receiving services through our studio, through the entire duration of the pandemic, which we're really grateful and proud of.

00;06;44;14 - 00;06;51;26
Ryann Tanap
That's fantastic. Was there anything else that you think we should know that we actually didn't ask about today?

00;06;52;25 - 00;07;23;27
Tony Brunswick
I would just say for those listeners who are new to Art Enables, I would invite you to check out our website. We have incredibly talented artists working in the studio who have built an incredible following of collectors and art buyers. And the work really stands on its own against, alongside their peers in the visual arts space. Art Enables has been around for 21 years.

00;07;23;27 - 00;07;42;28
Tony Brunswick
Artists have sold over a million and a half dollars of artwork and merchandise in that time. And it's just, it's a really exciting program and it's an incredible display of talent that we just want people to know about, and to see, and experience, and if you like to buy.

00;07;44;14 - 00;08;07;25
Vabren Watts
That's amazing. You know, the artwork is once again, it is featured on the disability and health issue. Check out Ryann's article, which she has links to the profiles and backgrounds of the artists as well as some more art. And if you check out just the issue of the disability and health, even on our main cover, there is art featured from Art Enables.

00;08;08;08 - 00;08;27;16
Vabren Watts
You know, Tony, thank you so much for joining us for Health Affairs This Week. And thanks to our listeners for another episode. If you like this episode, please tell a friend, leave a review, or subscribe wherever you listen to your podcast. Once again, for Health Affairs, I'm Vabren Watts.

00;08;28;12 - 00;08;29;17
Ryann Tanap
And I'm Ryann Tanap.

00;08;29;28 - 00;08;45;13
Vabren Watts

Fri, 14 Oct 2022 00:08:00 -0500 en text/html
Killexams : Health Insurance Exchange Market May See a Big Move : IBM, Infosys, HP: Health Insurance Exchange Market (2022-2027)

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Sun, 09 Oct 2022 06:32:00 -0500 en-US text/html
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