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Forum Purpose and Conversation Starter
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30
Sep
2024 |
Ingrid du ToitConducting a discussion on the way forward regarding the actions relating to the Executive Committee and making it more representative as well as IFOMPT's EDI profile in general.1. What does equity, diversity, and inclusion mean to you personally, and how do you see it being practiced (or not practiced) in our organization/community? 2. How can we individually and collectively contribute to creating a more equitable and inclusive culture in IFOMPT? What specific actions can we commit to? 3. Given the election result of the IFOMPT EC in Basel, and with consideration from an EDI lense, how do you suggest IFOMPT address the current lack of diversity on the EC? Conversation starter: Given the election result of the IFOMPT EC in Basel, and with consideration from an EDI lense, how do you suggest IFOMPT address the current lack of diversity on the EC? |
Replies
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30
Sep
2024 |
Paolo SanzoRe: Forum Purpose and Conversation StarterHi everyone. I look forward to continuing the discussion already started in the IFOMPT Team Talks and Town Hall meetings in September. The forum will allow people to input who may not have had an opportunity to do so or attend the online sessions. It will also begin to explore other questions and ideas related to the organization and bigger picture items for consideration related to equity, diversity, and inclusivity. The online forum will be facilitated by delegates with the Executive Committee (EC) members just acting as observers to allow transparent and comprehensive dialogue. We can then continue this discussion in a few weeks online once again with the next scheduled IFOMPT Team Talks and Town Hall meetings in October and this input can then be used by the EC to guide and make decisions moving forward. |
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30
Sep
2024 |
Lily BautistaRe: Forum Purpose and Conversation StarterHello! For IFOMPT to truly embrace equality, diversity, and inclusivity (EDI), it is essential that its stakeholders are educated and made aware of the theoretical foundations of these concepts. Widespread acceptance is crucial for EDI to be effective. We must acknowledge that there will be disparities in knowledge, skills, and experiences among individuals. To promote equality and inclusivity, IFOMPT should focus on empowering targeted groups and encourage broader participation within the organization. Additionally, IFOMPT should aim to engage with low and lower-middle-income countries, as the majority of its current members come from middle to high-income nations. Please feel free to share any suggestions on how we can further promote EDI within our organization. I look forward to hearing from many of you! |
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30
Sep
2024 |
Anke LangenfeldRe: Forum Purpose and Conversation StarterHi everyone!Great idea to use an online forum. For my part I would also suggest that IFOMPT members are educated in what EDI actually means. It is not only about gender or origin. I have to admit that before I saw the new EC I was not aware that there is a chance of having a very homgenous EC. There were two women running for a position within the EC but they were not elected. I see the need of integrating EDI in IFOMPT as an organisation and it constitution. Perhaps it might be an option to be more specific during election? If I rember correctly, all EC members were ellected during the same election run? Or perhaps there should be one position in the EC that is elected after the majority of the EC is elected, to counterbalance for any overweight? To set a proportion of e.g. women, income etc. as established in a lot of countries in advisory boards is something I frown upon. For me it is important that the best fit for a position is elected. |
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30
Sep
2024 |
Parta KinadanaRe: Forum Purpose and Conversation StarterHello everyone.I'm representing Indonesia, would like to thank for involving us in this online forum. For my point of view, to address the lack of diversity on the IFOMPT EC, here are some of my suggestions. First of all, we need to broaden candidate search, by mean to reach out to diverse professional networks to find potential EC members from underrepresented groups. Next, probably by creating a mentorship programs that connect diverse candidates with current EC members to encourage them to apply for leadership roles. Furthermore, offering an EDI training for EC and all the members to raise awareness about the importance of diversity and inclusion. And lastly, gathering feedback for the member like this online forum, is really crucial to set up channels for member to share their thoughts on diversity efforts and how to improve the organization. It is also importance to establish clear goals for diversity on the EC and regularly check progress. By implementing these strategies, I think we can create a more diverse and representative EC that better serves the needs of its members and the communities they represent. Fell free to share your thoughts about this. |
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02
Oct
2024 |
Silvia PerezRe: Forum Purpose and Conversation StarterHello everyone!I am representing Spain. It is a great idea to share opinions in a forum. I think what will be of great help is to check how other groups have addressed this issue, specially groups with a focus and functioning similar to that of IFOMPT, such as World Physiotherapy or even some other WP subgroups. Maybe the EDI Committee may approach these groups and get some insight. We have been discussing this issue in our board and we also think it shall be addressed from different perspectives: gender, race, origin, language, income,... Different ways of electing the Executive Committee shall be considered. To the date the election process has been made at an individual level, that is, candidatures were individual for a specific position. The election process could be changed to a group-based candidature in such a way that joint candidatures of 5 members (or the number of members we finally agree in the constitution) could be put forward. This group candidatures shall be structured according to the principles of equity, diversity and inclusivity and for instance (just as an example) have at least two women/men, one representative from each world region, a non-english speaking person, one person from the previous executive committee so that continuity is ensured... The EDI Committee could work on establishing these requirements. And just group-candidatures fulfilling these requirements may be accepted for election. Accompanying each group candidacy, a strategic planning could be endorsed. MOs will then vote which group-candidature they prefer (together with the strategic planning). I hope I have been able to explain correctly :) Looking forward to seeing you all in the next Team Talk and Town Hall meeting! |
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04
Oct
2024 |
Laura FinucaneRe: Forum Purpose and Conversation StarterThere are some really nice suggestions from the posts so far and a quick summary of some of the points@lily bautista recommends there needs to be representation from LMIC as currently there is only representation from middle and HIC @anke langenfeld feels there is a need to educate IFOMPT members in what EDI actually means @Parta Kinadana suggests offering an EDI training for EC and all the members to raise awareness about the importance of diversity and inclusion @silvia perez feels we need to ask how other groups have tackled this issue, also a proposal to a change in the election process so that it ensures EDI A question for the MO's Do you think there is a need for training and education and if yes what would it look like? |
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05
Oct
2024 |
Aline Miranda FerreiraRe: Forum Purpose and Conversation StarterHi all,Thinking about the question 2, I agree with Silvia. Here in Brazil, we have a based-group candidature that helps us to form an EDI group. Another possibility is to have a candidature per region, as IASP does: (a) Asia, Australasia and Oceania; (b) Middle East and Africa; (c) Europe; (d) Latin America and the Caribbean; and (e) the United States and Canada. https://www.iasp-pain.org/ It ensures the balance regarding geography, but I don´t know the process for ensuring the balance of other diversities, like gender, for example. About Laura´s question: I, a woman from a middle-income country who doesn´t speak English very well, always feel embraced and encouraged by IFOMPT EC and members. So, in my opinion, we don´t need EDI training and education. I agree with Lilly and Parta when they say: "IFOMPT should focus on empowering targeted groups and encourage broader participation within the organization" Aline, Brazil |
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06
Oct
2024 |
Amy FaganRe: Forum Purpose and Conversation StarterHello All,Thank you to all who have logged on to read and contribute to the EDI conversation. Appreciate the summary Laura, it's useful to consolidate our thoughts and ideas over the weeks leading up to the next Town hall gathering. EDI is going have different meanings to individuals and organisations. IFOMPT needs to define it's meaning and determine how it is embedded into the organisation's function across all level of activities. The EC has started that proceed by consulting within our professional networks, think we need to look more broadly at organisation- non-profit and for profit who are champions in this arena. Think we need to be future focused and acknowledge where EDI is going. Would like to hear from those members who have EDI already in place- be that in employment, physiotherapy organisation, or other entities. Suggest each country conduct a forum or survey to gain their own memberships perspective and bring that to IFOMPT. The WP has well-established five regions that IFOMPT could commander these should IFOMPT determine that is a pathway to support EDI. Each region has executive committee, this could be a regional leadership groups in IFOMPT. For EC election IFOMPT regions could be responsible to locate and nominate members for the EC thus addressing some of the EDI issues. Knowledge and skills are important in any organisation and have training and mentoring opportunities enable these to be expanded, carried forward and utilised to a fuller capacity. Thus it is essential that IFOMPT knows what knowledge and skills are going to be necessary when creating committees, working parties, task groups, etc. AND the means to ensure they have member representatives who have those skills sets and are willing to step forward and utilise them for the good of IFOMPT and it's objectives. Training could be online webinar or f2f workshops, needs global content experts, and content needs to align with the organisation's development and policies and procedures. |
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06
Oct
2024 |
Hironobu KurumaRe: Forum Purpose and Conversation StarterHello everyone.This system is excellent, especially for a shy person like me. But I broke my left forearm a few days ago, so it takes time to type right now...(T_T) As Silvia mentioned, diversity has many elements. It is almost impossible to say you can choose someone with all the elements. However, we should consider gender and region in the selection process. Regarding gender, as Silvia mentioned, it would be better to include at least two people of the opposite sex. Regarding the regions, I agree with Amy's statement: the WP elects one representative from each region to the Board, and the IFOMPT should follow this example and elect representatives from each region and include them on the Board. |
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07
Oct
2024 |
Haideh PlockRe: Forum Purpose and Conversation StarterHello Everyone!Really great comments and suggestions. I can provide what AAOMPT has in place with regard to DEI. The AAOMPT has a statement on DEI which you can view here: https://aaompt.org/Main/Main/Member_Resources/Statement-on-DEI.aspx The AAOMPT board has participated in DEI training, which I found very valuable. Not only does it reinforce what DEI is, it also illuminates our personal biases. Of course, there is a cost associated with DEI education, but I think that should be considered at some point. AAOMPT also has a DEI committee. We are currently trialing combining the DEI committee with our Membership Committee as many of the objectives are the same and inclusive of each other. I like the suggestion of modeling after World Physio, having a representative from each established region on the board. We are a bit smaller in numbers, so that might need to be considered. That would certainly help ensure a more diverse representation from a cultural and possibly socio-economic standpoint. It's been a while since I chaired the IFOMPT elections committee, so this may already be in place. The elections committee should be charged to consider DEI when establishing the slate of candidates. If region was already accounted for, makes the process a bit easier although will still need to consider other DEI groups. In the end, of course IFOMPT needs qualified and willing candidates. Broadening participation generally with committees, advisory groups, etc should also be considered as those are the individuals who would most likely pursue running for the executive at some point. DEI must be considered with every IFOMPT group and the greater the number of people IFOMPT can 'employ' on committees, etc will improve not only candidate qualifications but also DEI considerations. |
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07
Oct
2024 |
Timoreta GrayRe: Forum Purpose and Conversation StarterHello Everyone!The input from everyone has been great. I also like the suggestion of modelling World Physiotherapy and IASP that is region based. This may also aid in developing RIGS in some of the under-represented areas. @Haideh mentioned that they are trialing combining their EDI group with the membership committee. As a future project it would be interesting to see how the EDI group could potentially work with advisory group on membership development. I like the idea of developing a mentorship program, and training MO's (possibly developing an online training program for new MO's on their role within IFOMPT/ IFOMPT structure/ the various advisory groups/ EDI/ etc). I understand that this training usually takes place around the IFOMPT congress, but this may miss those MO's that come on during the 4 year period. Webinars or the learning zone could be used for this. In South Africa, we recently developed such an online learning program for all our incoming committee members. Considering evaluating the current election process may also be another opportunity to consider how we can ensure that EDI is represented in the EC. I look forward to further discussions this evening :) Regards Timoreta |
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08
Oct
2024 |
ingridRe: Forum Purpose and Conversation StarterHi AllThank you for the discussion at the Team Talk and Town Hall Session today and looking forward to this discussion continuing at the session on Friday and in this Forum. The wording of the proposed additions to the Constitution, as discussed for futher consideration and discussion: Additional Executive Committee member(s) may be appointed upon such terms and conditions as the Executive Committee determines. An appointed Executive Committee member may be any individual who has the experience, perspectives, capabilities, or skills that the Executive Committee considers desirable. An appointed Executive Committee member may be able to serve a term within the four-year cycle of the existing Executive Committee and not beyond that. |
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08
Oct
2024 |
Barbara PantarRe: Forum Purpose and Conversation StarterHello everyone!A lot of really good suggestions. It is difficult to give some good suggestion on this topic as a physio, so just some brainstorming from my side. I agree with the idea to consider EDI education, since the meaning by itself could be diverse among people. Secondly, leading and running an association requires divers and complex knowledge as well and specific on the other hand. It might be beneficial to search for some professional help how to address this topic. As RIG we always felt very well accepted and embraced from IFOMPT and always got help and support if needed. However, from my point of view there would be very helpful to have a mentor from the beginning/first contact to explain how the association works overall. All the best, Barbara |
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10
Oct
2024 |
Dale LinstromRe: Forum Purpose and Conversation StarterIn my short stint as an MO of IFOMPT, I many not have the best lens or experience to fully comment, so please excuse any errors in my thinking.By having MOs and RIGs from across the globe, IFOMPT is already a poster for EDI. It is inclusive of LMIC and HIC, although access to LICs may be reduced due to financial constraints. This in itself is already inclusive. What may be encouraged is EDI to be implemented in the countries represented by the MOs so that it is clear that those members have been elected, considering EDI criteria. As no one person may have all the EDI criteria. In South Africa we have a long history of EDI struggles, and we have tried for the last few years to include transformation as one of our goals for the association. The suggestion to have regional representation by Aline is an excellent idea to get equal weighting from across the globe. From there an EC elected may still fall victim to system bias, but the events leading up to that have been inclusive. It is also important to note that the EC was voted in on merit and members felt that they were the best representatives for the current time and place. There may not be gender equally represented, but diversity is certainly represented, as each member has a different background and experience. It may be considered that by instinctively adding two female representatives, it may also come across as an act of inequality. These members may be asked to apply, but weren't initially voted in. Would they consider this a condescending approach, post fact attempt to rectify equality. Thanks for the opportunity to comment and for including us on so many levels and platforms. Dale Linström MO: South Africa |
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11
Oct
2024 |
Firmansyah PurwantoRe: Forum Purpose and Conversation StarterHello everyone!Thank you for including us in this discussion. I think there are several potential strategies IFOMPT can implement to enhance diversity in its Executive Committee. These include establishing Cultural Exchange to promote understanding, appointing Diversity leadership to advocate initiatives and engaging with underrepresented groups to ensure the EC includes representatives from different regions such as Asia, Africa, and Latin America, and publishing Annual Diversity Reports. to track progress. I appreciate the valuable comments already shared and wholeheartedly agree that diversity and inclusion are crucial for our organization’s growth. Together, these actions can foster a more inclusive leadership structure and ensure diverse perspectives are represented in decision-making. Firman, Indonesia |
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11
Oct
2024 |
ingridRe: Forum Purpose and Conversation StarterHi AllThanks to those who attended the second Team Talk and Town Hall session The meeting proposed a slight amendment to the wording of the third sentence in the proposed constitutional change. It now reads: Additional Executive Committee member(s) may be appointed upon such terms and conditions as the Executive Committee determines. An appointed Executive Committee member may be any individual who has the experience, perspectives, capabilities, or skills that the Executive Committee considers desirable. An appointed Executive Committee member may be able to serve a term within the four-year cycle or part thereof of the existing Executive Committee. Thoughts? |
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13
Oct
2024 |
Dale LinstromRe: Forum Purpose and Conversation StarterThank you Ingrid.The last clause may read better as: An appointed Executive Committee member may be able to serve a term within the four-year cycle, or part thereof, on the existing Executive Committee. 😀 |
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15
Oct
2024 |
Mattia SolomonRe: Forum Purpose and Conversation StarterGood evening everyone.I am Salomon Mattia, MO representative for Italy and currently serving as vice-president of the GTM - Manual Therapy and Musculoskeletal Physiotherapy Group. A small delegation was interviewed for these first three questions and I enclose some general considerations based on the current experiences of the group and individuals. We feel that it is important to recognise that EDI can mean that every individual, regardless of their background or personal characteristics, has access to the same opportunities for care and treatment, it can also mean a willingness to recognise and respect the diversity of experiences, opinions and needs within our profession, as well as in our interactions with patients. In this context we would like to respond as follows. 1. What does equity, diversity, and inclusion mean to you personally, and how do you see it being practiced (or not practiced) in our organisation/community? Equity: creating training and continuing education programmes that are accessible to all physiotherapists, regardless of their geographical location, economic status or educational background. To ensure that every physiotherapist with a specialisation has the same opportunities for professional development. Diversity: To promote the presence of professionals from different cultural, economic and educational backgrounds, encouraging the exchange of different ideas and approaches to physiotherapy. Involve professionals from other specialisations and in a multifactorial perspective include professionals from other backgrounds such as doctors, psychologists, pedagogues and many others. We think that diversity can also mean addressing the needs of a diverse patient population, which includes people of different ages, genders, abilities and ethnic backgrounds (a problem that is very much felt in our nation due to the current decreasing ability of the national health system to accommodate the health demands of different social and economic levels). Inclusion: Creating an environment where every physiotherapist and patient feels welcomed, listened to and valued. 2. How can we individually and collectively contribute to creating a more equitable and inclusive culture in IFOMPT? What specific actions can we commit to? On an individual level, each IFOMPT member can commit to his or her own personal growth through continuous training on EDI. This could precede participation in not only specialised professional training courses, but also "cross-sectional" training, addressing issues such as: cultural awareness, training on accessibility for people with disabilities, in-depth studies on the specific needs of marginalised communities. Furthermore, in the work context, and within the limits of the same, therapeutic practices should always be adopted that take into account cultural diversity, patients' preferences and unique needs, ensuring that treatments are personalised and sensitive to their experiences. Finally, as many of us are involved in training and teaching, it would be valuable to be able to offer as individuals and as a group concrete support to all colleagues and students who may in some way perceive barriers to entry into the profession. Likewise, IFOMPT's collective contribution could veer towards equitable access to training (creation of facilitated university pathways between several countries, promotion of free access high specialisation events repeated in different countries, ...) and continue to develop exchange networks between professionals from different countries, encouraging the sharing of experience and knowledge (PhDs, mentoring abroad, ...). 3. Given the election result of the IFOMPT EC in Basel, and with consideration from an EDI lense, how do you suggest IFOMPT address the current lack of diversity on the EC? Although many of the principles are already practised, there certainly remains room for further improvement. The IFOMPT Team Talks and Town Hall activities are a good starting point and the discussions on how to integrate for elections a first step. It must be considered that some nations, historically more established in the growth path of the community remain a driver, and in some cases, perhaps an obstacle, to the free expression of less experienced nations. The time of these years in which our professions have changed rapidly will certainly allow for the growth of the new ones, but it would be desirable, in a prospective and broad multicultural way, for the EC to commit itself to creating pathways to facilitate the entry of the new ones through gradual empowerment for institutional tasks. I hope that these ideas will be a source of discussion among peers and that the debate will always remain honest, with integrity and a positive outlook. Thank you all for your contribution and for those who spend their time daily in the EC, SC and all other IFOMPT bodies. With sincere esteem, MS |
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31
Oct
2024 |
ingridRe: Forum Purpose and Conversation StarterPlease feel free to continue the discussions in this thread as we have the special meeting and call for expressions of interest happening at the moment. |
Please wait
IFOMPT has begun a consultation process regarding the EDI Policy and the first step will be to address the lack of EDI in the newly appointed Executive Committee and how we approach correcting this. Team Talk and Town Hall Sessions will be held for the members to interact along with conducting a Forum where members can interact and share their insights and ideas.
Conversation starter: Given the election result of the IFOMPT EC in Basel, and with consideration from an EDI lense, how do you suggest IFOMPT address the current lack of diversity on the EC?
Conversation starter: Given the election result of the IFOMPT EC in Basel, and with consideration from an EDI lense, how do you suggest IFOMPT address the current lack of diversity on the EC?