Red Dress Collection Concert kicks off American Heart Month

by The American Heart Association

DALLAS – Powerful players in music, entertainment, fashion and philanthropy joined the American Heart Association, the world’s leading nonprofit organization focused on heart and brain health for all, to celebrate progress towards health equity, while calling for a renewed commitment to investing in women’s heart health in a fashion-forward, musical kickoff to American Heart Month.

The Red Dress Collection® Concert—hosted this year from the Appel Room at Jazz at Lincoln Center in New York City—serves as the American Heart Association’s Go Red for Women national marquee event. Every year, it builds on the iconic tradition of the Red Dress Collection fashion show founded by the National Heart, Lung, and Blood Institute’s The Heart Truth® program, adding musical performances and personal stories of those affected by heart disease and stroke. This year, the event kicks off both American Heart Month, commemorated every February, as well as the Association’s centennial celebration, marking 100 years of service saving and improving lives, and positioning the Association as a change agent for generations to come.

Host Sherri Shepherd wore Ganni on the red carpet and Harbison on the runway. The Daytime Emmy Award-winning talk show host, comedian, actress, and best-selling author began the event by sharing her own connection with cardiovascular disease and spotlighting survivors and women’s health champions in attendance, before introducing the evening’s opening entertainment, GRAMMY-nominated country music star, Mickey Guyton.

The country trailblazer wore Sergio Hudson on the red carpet and Monetre on the runway. Wearing custom RC Caylan for her performance, she opened with “My Side of Country,” and performed hits “Something About You,” “Make It Me,” and “Flowers.”

This year’s concert was headlined by Award-winning musician, actor, advocate and New York Times best-selling author Demi Lovato. The Grammy-nominated artist was introduced on stage by Damar Hamlin, cardiac arrest survivor, Buffalo Bills safety and American Heart Association national ambassador for the Nation of Lifesavers™. The 25-year-old experienced his sudden cardiac arrest on the NFL football field last year and now uses his platform to raise awareness of the need for CPR and AEDs.

Lovato wore a Nicole + Felicia Couture custom gown on the red carpet, and performed wearing a custom Michael Ngo suit. The set started with Lovato singing chart-topper, “Confident,” and continued with hits “Give Your Heart a Break,” “Tell Me You Love Me,” “Sorry Not Sorry,” “Anyone,” “Neon Lights,” “No Promises,” “Skyscraper,” “Heart Attack,” and closed the evening with “Cool for the Summer” alongside all of the Red Dress Collection Concert participants.

Holding true to the Red Dress Collection’s origin in fashion, red haute couture moments were served throughout the show, reclaiming the power of sisterhood and community against the No. 1 killer of women, cardiovascular disease.

Other stars of stage and screen lending their support to the event included: Ana Navarro-Cárdenas (Co-host of ABC’s The View and CNN political commentator) wearing Alexander by Daymor, Bellamy Young (actor, singer and producer; Scandal) wearing Gustavo Cadile on the red carpet and Sachin & Babi on the runway, Brandi Rhodes (Pro wrestling star and founder of Naked Mind Yoga + Pilates) wearing Do Long, Brianne Howey (actress and mother, Ginny & Georgia) wearing Reem Acra, Dominique Jackson (model, actress, author and star of FX's Pose) wearing Coral Castillo, Francia Raísa (actress & entrepreneur) wearing Goddess Exclusive on the red carpet and Maria Lucia Hohan on the runway, Heather Dubrow (actress, author, podcast host and TV personality on Real Housewives of OC) wearing Gattinolli by Marwan on the red carpet and Pamella Roland on the runway, Katherine McNamara (award winning actor, singer, writer, and producer) wearing Mikael D, Madison Marsh (Active Duty Air Force Officer - Second Lieutenant and Miss America 2024) wearing Jovani, Mira Sorvino (Academy Award-winning actress and human rights advocate, Shining Vale and Romy and Michele’s High School Reunion) wearing Dolce and Gabbana, Richa Moorjani (actress and activist, star of Netflix’s Never Have I Ever) wearing Oscar de la Renta, Samira Wiley (Emmy winner for The Handmaid's Tale and producer) wearing Le Thanh Hoa, and Yvonne Orji (actress, comedienne, author; known for the TV show Insecure) wearing House of Emil on the red carpet and Jovana Louis on the runway.

As part of its commitment to supporting women and women's health, KISS USA is proud to support the American Heart Association’s Go Red for Women movement, and the Red Dress Collection Concert.

The Go Red for Women movement, sponsored nationally by CVS Health, exists to increase women’s heart health awareness, and serves as a catalyst for change in the drive to improve the lives of all women. Find resources to support women’s heart health at every age, through every stage of life at GoRedforWomen.org. 

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Commentary |Beyond bias, blurring the implicit lines in our minds

by Jyoti Madhusoodana

In a now-classic series of experiments, researchers teased out the deep-rooted nature of human bias simply by distributing red shirts and blue shirts to groups of 3- to 5-year-olds at a day care center. In one classroom, teachers were asked to divide children into groups based on the color of their shirts. In another, teachers were instructed to overlook the shirt colors. After three weeks, children in both classrooms tended to prefer being with classmates who wore the same color as themselves—no matter what the teachers did.

Photo: Markus Winkler/Pixabay

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This preference for people who seem to belong to our own tribe forms early and drives our choices throughout life. There appears to be no avoiding it: We are all biased. Even as we learn to sort shapes and colors and distinguish puppies from kittens, we also learn to categorize people on the basis of traits they seem to share. We might associate women who resemble our nannies, mothers, or grandmothers with nurturing or doing domestic labor. Or following centuries of racism, segregation, and entrenched cultural stereotypes, we might perceive dark-skinned men as more dangerous than others.

The biases we form quickly and early in life are surprisingly immutable. Biases are “sticky,” says Kristin Pauker, a psychology researcher at the University of Hawaii, “because they rely on this very fundamental thing that we all do. We naturally categorize things, and we want to have a positivity associated with the groups we’re in.” These associations are logical shortcuts that help us make quick decisions when navigating the world. But they also form the roots of often illogical attractions and revulsions, like red shirts versus blue shirts.

Our reflexive, implicit biases wreak devastating social harm. When we stereotype individuals based on gender, ethnicity, sexual orientation, or race, our mental stereotypes begin to drive our behavior and decisions, such as whom to hire, who we perceive as incompetent, delinquent, or worse. Earlier this year, for instance, an appeals court overturned a Black man’s conviction for heroin distribution and the 10-year prison sentence he received in part because the Detroit federal judge who handed down the original verdict admitted, “This guy looks like a criminal to me.”

People who live in racially homogeneous environments may struggle to distinguish faces of a different race from one another.

Correcting for the biases buried in our brains is difficult, but it is also hugely important. Because women are stereotyped as domestic, they are also generally seen as less professional. That attitude has reinforced a decades-long wage gap. Even today, women still earn only 82 cents for every dollar that men earn. Black men are perceived as more violent than white men, and thus are subjected to discriminatory policing and harsher prison sentences, as in the Detroit case. Clinicians’ implicit preferences for cisgender, heterosexual patients cause widespread inequities in health care for LGBTQ+ individuals.

“These biases are operating on huge numbers of people repetitively over time,” says Anthony Greenwald, a social psychologist at the University of Washington. “The effects of implicit biases accumulate to have great impact.”

Greenwald was one of the first researchers to recognize the scope of the problems created by our implicit biases. In the mid-1990s, he created early tests to study and understand implicit association. Along with colleagues Mahzarin Banaji, Brian Nosek, and others, he hoped that shining a light on the issue might quickly identify the tools needed to fix it. Being aware that our distorted thinking was hurting other people should be enough to give pause and force us to do better, they thought.

They were wrong. Although implicit bias training programs help people become aware of their biases, both anecdotal reports and controlled studies have shown that the programs do little to reduce discriminatory behaviors spurred by those prejudices. “They fail in the most important respect,” Greenwald says. When he, Banaji, and Nosek developed the Implicit Association Test, he took it himself. He was distressed to discover that he automatically associated more positive words with the faces of white people, and more unfavorable words with people who were Black. “I didn't regard myself as a prejudiced person,” Greenwald says. “But I had this association nevertheless.”

His experience is not unusual. The Implicit Association Test (IAT) measures the speed of subjects’ responses as they match descriptors of people (such as Hispanic or gay) to qualities (such as attractiveness, athleticism, or being professional). It’s based on the idea that people react more quickly when they are matching qualities that are already strongly associated in their minds. Implicit bias exists separately from explicit opinion, so someone who honestly believes they don’t have anything against gay people, for instance, may still reveal a bias against them on the test. “A lot of people are surprised by their results,” Greenwald says. “This is very hard for people to come to grips with intuitively.”

People’s beliefs may not matter as much if they can be persuaded not to act on them.

One reason we are so often unaware of our implicit biases is that we begin to form these mental associations even before we can express a thought. Brain-imaging studies have found that six-month-old babies can identify individual monkey faces as well as individual humans. Just a dozen weeks later, nine-month-old babies retain the ability to identify human faces but begin to group all the monkey faces together generically as just “monkey,” losing the ability to spot individual features. Shortly after, babies begin to group human faces by race and ethnicity. Our adult brains echo these early learning patterns. People who live in racially homogeneous environments may struggle to distinguish faces of a different race from one another.

As it became clear how deeply ingrained these biases are—and how they might be unfathomable even to ourselves—researchers began to design new types of strategies to mitigate bias and its impact in society. By 2017, companies in the United States were spending $8 billion annually on diversity training efforts, including those aimed at reducing unconscious stereotyping, according to management consulting firm McKinsey & Company. These trainings range from online educational videos to workshops lasting a few hours or days in which participants engage in activities such as word-association tests that help identify their internalized biases.

Recent data suggest that these efforts have been failing too. In 2019 researchers evaluatedthe effectiveness of 18 methods that aimed to reduce implicit bias, particularly pro-white and anti-Black bias. Only half the methods proved even temporarily effective, and they shared a common theme: They worked by giving study participants experiences that contradicted stereotypes. Reading a story with an evil white man and a dashing young Black hero, for example, reduced people’s association of Black men with criminality. Most of these strategies had fleeting effects that lasted only hours. The most effective ones reduced bias for only a few days at best.

Even when training reduced bias, it did little to reduce discriminatory outcomes. Beginning in early 2018, the New York City Police Department began implicit bias training for its 36,000 personnel to reduce racial inequities in policing. When researchers evaluated the project in 2020, they found that most officers were aware of the problems created by implicit bias and were keen to address these harms, but their behaviors contradicted these intentions. Data on arrests, stops, and stop-and-frisk actions showed that officers who had completed the training were still more likely to take these actions against Black and Hispanic people. In fact, the training program hardly had any effect on the numbers.

This and similar studies have “thrown some cold water on just targeting implicit bias as a focus of intervention,” says Calvin Lai, a social psychologist at Washington University in St. Louis. Even if you are successful in changing implicit bias or making people more aware of it, “you can’t easily assume that people will be less discriminatory.”

But researchers are finding reason for hope.

Although the dozens of interventions tested so far have demonstrated limited long-term effects, some still show that people can be made more aware of implicit bias and can be moved to act more equitably, at least temporarily. In 2016, Lai and his colleagues tested eight ways of reducing unconscious bias in studies with college students. One of the interventions they tested involved participants reading a vividly portrayed scenario in which a white person assaulted them and a Black person came to their rescue. The story reinforced the connection between heroism and Black identity.

Other interventions were designed to heighten similar connections. For instance, one offered examples of famous Black individuals, such as Oprah Winfrey, and contrasted them with examples of infamous white people, including Adolf Hitler. Participants’ biases were gauged using the IAT both before and after these interventions. While the experiments tamped down bias temporarily, none of them made a difference just a few days later. “People go into the lab and do an intervention and there’s that immediate effect,” Pauker says.

From such small but significant successes, an insight began to emerge: Perhaps the reason implicit bias is stable is because we inhabit an environment that’s giving us the same messages again and again. Instead of trying to chip away at implicit bias merely by changing our minds, perhaps success depended on changing our environment.

The implicit associations we form—whether about classmates who wear the same color shirt or about people who look like us—are a product of our mental filing cabinets. But a lot of what’s in those filing cabinets is drawn from our culture and environment. Revise the cultural and social inputs, researchers like Kristin Pauker theorize, and you have a much greater likelihood of influencing implicit bias than you do by sending someone to a one-off class or training program.

Babies who start to blur monkey faces together do so because they learn, early on, that distinguishing human faces is more critical than telling other animals apart. Similarly, adults categorize individuals by race, gender, or disability status because these details serve as markers of something we’ve deemed important as a society. “We use certain categories because our environment says those are the ones that we should be paying attention to,” Pauker says.

Just as we are oblivious to many of the biases in our heads, we typically don’t notice the environmental cues that seed those biases. In a 2009 study, Pauker and her colleagues examined the cultural patterns depicted in 11 highly popular TV shows, including Grey’s Anatomy, Scrubs, and CSI Miami. The researchers tracked nonverbal interactions among characters on these shows and found that even when white and Black characters were equal in status and jobs and spoke for about the same amount of time, their nonverbal interactions differed. For instance, on-screen characters were less likely to smile at Black characters, and the latter were more often portrayed as stern or unfriendly.

Thinking of implicit bias as malleable allows us to constantly reframe our judgments about people we meet.

In a series of tests, Pauker and her colleagues found that regular viewers of such shows were more likely to have stronger anti-Black implicit biases on the IAT. But when the researchers asked viewers multiple-choice questions about bias in the video clips they saw, viewers’ responses about whether they’d witnessed pro-Black or pro-white bias were no better than random. They were being influenced by the bias embedded in the show, “but they were not able to explicitly detect it,” Pauker says.

Perhaps the most definitive proof that the outside world shapes our biases emerged from a recent study of attitudes toward homosexuality and race over decades. In 2019 Harvard University experimental psychologist Tessa Charlesworth and her colleagues analyzed the results of 4.4 million IATs taken by people between 2007 and 2016. The researchers found that anti-gay implicit bias had dropped about 33 percent over the years, while negative racial attitudes against people of color declined by about 17 percent.

The data were the first to definitively show that implicit attitudes can change in response to a shifting zeitgeist. The changes in attitudes weren’t due to any class or training program. Rather, they reflected societal changes, including marriage equality laws and protections against racial discrimination. Reducing explicit discrimination altered the implicit attitudes instilled by cultures and communities—and thus helped people rearrange their mental associations and biases.

Until societal shifts occur, however, researchers are finding alternate ways to reduce the harms caused by implicit bias. People’s beliefs may not matter as much if they can be persuaded not to act on them. According to the new way of thinking, managers wouldn’t just enter training to reduce their bias. Instead, they could be trained to remove implicit bias from hiring decisions by setting clear criteria before they begin the hiring process.

Faced with a stack of resumes that reveal people’s names, ethnicities, or gender, an employer’s brain automatically starts slotting them based on preconceived notions of who is more professional or worthy of a job. Then bias supersedes logic.

When we implicitly favor someone, we are more likely to regard their strengths as important. Consider, for example, a hiring manager who perceives men as more suited to a role than women. Meeting a male candidate with a low GPA but considerable work experience may lead the manager to think that real-world experience is what really matters. But if the man has a higher GPA and less experience, the manager might instead reason that the latter isn’t important because experience can be gained on the job.

To avoid this all-too-common scenario, employers could define specific criteria necessary for a role, then create a detailed list of questions needed to evaluate those criteria and use these to create a structured interview. Deciding in advance whether education or work experience matters more can reduce this problem and lead to more equitable decisions. “You essentially sever the link between the bias and the behavior,” explains Benedek Kurdi, a psychologist at the University of Illinois Urbana–Champaign. “What you’re saying is the bias can remain, but you deprive it of the opportunity to influence decision making.”

In the long run, reducing the biases and injustices built into our environment is the only surefire path toward taming the harmful implicit biases in our heads. If we see a world with greater equity, our internal attitudes seem to adjust to interpret that as normal. There’s no magical way to make the whole world fair and equitable all at once. But it may be possible to help people envision a better world from the start so that their brains form fewer flawed associations in the first place.

To Pauker, achieving that goal means teaching children to be flexible in their thinking from an early age. Children gravitate toward same-race interactions by about the age of 10. In one study, Pauker and her colleagues found that offering stories to children that nudged them to think about racial bias as flexible made them more likely to explore mixed-race friendships. In another study, Pauker and team found that children who thought about prejudice as fixed had more uncomfortable interactions with friends of other races and eventually avoided them. But those who thought about prejudice as malleable—believing they could change their minds about people of other races—were less likely to avoid friends of other races.

The key, Pauker suggests, is not to rethink rigid mental categories but to encourage mental flexibility. Her approach, which encourages children to consider social categories as fluid constructs, appears to be more effective. The data are preliminary, but they offer a powerful route to change: simply being open to updating the traits we associate with different groups of people.

Thinking of implicit bias as malleable allows us to constantly reframe our judgments about people we meet—evaluating each unique individual for what they are, rather than reducing them to a few preconceived traits we associate with their race, gender, or other social category. Rather than trying to fight against our wariness toward out-groups, reconsidering our mental classifications in this manner allows us to embrace the complexity of human nature and experience, making more of the world feel like our in-group.

Blurring the implicit lines in our minds might be the first step to reducing disparities in the world we make.

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This story is part of a series of OpenMind essays, podcasts, and videos supported by a generous grant from the Pulitzer Center's Truth Decay initiative.

This story originally appeared on OpenMind, a digital magazine tackling science controversies and deceptions.

Staying sun-smart: Remembering Jimmy Buffett

When enjoying the warm rays of the sun, use sun block. It is recommended you read the instructions for how often to apply it because it does wear off exposing your skin to harmful rays from the sun.

Photo: Igor Shalyminov/Unsplash

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Matt Sheehan
OSF Healthcare

Evergreen Park - The month of September started on a somber note when country music superstar Jimmy Buffett passed away. The Margaritaville creator died from an aggressive form of skin cancer called Merkel cell carcinoma (MCC), a disease he battled the past four years.

MCC is a much rarer form of skin cancer, the Skin Cancer Foundation says, with one case per 130,000 people in the United States. Roughly 3,000 new cases are diagnosed a year, and the foundation says this is expected to increase to 3,250 cases a year by 2025.

OSF HealthCare advanced practice registered nurse Banesa Chavez warns people not to underestimate the signs of skin cancer.

“People think ‘oh this lesion is nothing,’ but you don’t know what’s underneath that lesion you see,” Chavez says. “You can have it there for years and it could have already spread elsewhere.”

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If you notice any changes to your skin -- a lesion that’s growing, or something that’s new -- make sure you address it.

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Chavez says the aggressiveness of Buffett’s MCC should be cause for concern for people, and a reminder to take good care of your skin.

“They found it (the cancer) in the last couple of years, so it progressed quickly. Or it was already metastasized by the time they found it.”

Chavez says skin cancer doesn’t discriminate based off age or overall health. But she notes it is harder to battle skin cancer at an older age.

“You’re healthier when you’re younger. When you’re older, your organs aren’t functioning as they would for a 20 or 30-year-old person,” Chavez says. “So your treatment options may vary based on your health.”

Tips to protect skin:

“If you notice any changes to your skin -- a lesion that’s growing, or something that’s new -- make sure you address it. Don’t ignore it. Also, apply sun block. When you apply sun block, look at the recommendations for how often you’re supposed to apply it. Because it does wear off.”

Chavez adds to wear a hat when you’re outside to avoid sun damage as well. She says if you do notice any changes in your skin, see your doctor as soon as possible so they can refer you to a dermatologist.

Skin cancer is by far the most common cancer. About one in five Americans will be diagnosed with skin cancer in their lifetime. When diagnosed early, the five-year survival rate for people with skin cancer is 99%.

To check on your skin’s health, you can get a baseline exam with a dermatologist. You can visit the OSF HealthCare website here to find a location near you to get seen.

Guest Commentary |None of us are immune

by Glenn Mollette, Guest Commentator

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Award-winning actress Kirstie Alley was diagnosed with cancer shortly before her untimely death at the young age of 71. Grammy award-winning Celine Dion has recently been diagnosed with a neurological disease called Stiff Person Syndrome. The disease attacks about one in a million and is a very debilitating disease.  She is 54 years old.  

Disease, death and bad news can attack anyone at any age and none of us are immune. 

Good news came to Britney Griner who spent 10 months in a Russian prison for allegedly having hashish oil in her suitcase at a Moscow airport. She was recently released and is now back in the United States. The Bad news is that arms dealer Victor Bout who smuggled millions of weapons to the Middle East, Eastern Europe and Africa was released from prison in exchange for Griner’s release. 

Paul Whelan a former United States marine received bad news in that he is still being held in a Russian prison accused of spying. Russia is apparently holding onto him for another deal with the United States. It’s tragic that he wasn’t released with Griner. 

Please stay out of Russia, North Korea, Iran and China. There are other places to avoid as well but there are plenty of nice places to visit. 

My deceased wife was 37 when she received the bad news that she had multiple sclerosis. The diagnosis was very bad news and Karen died one day at a time for 12 years. The last four years of her life she could do nothing. She required 24-hour care. She became a person trapped inside a body. She died at the age of 49. The toll that such a disease took on our family and my young sons was severe. Such an illness changes the lives of the entire family. Everyone to some extent is involved in the caregiving and are changed by the emotional drain of sickness and death. However, no one suffers as much as the person struggling with the disease. 

Such life struggles play havoc with holidays such as Christmas. Our family never had a normal Christmas for at least 12 years. However, it became our new normal.

Jesus is good news at Christmas. He was bad news to King Herod of Judea. Herod was a mental illness case who ordered the death of all male babies two years old and under in the vicinity of Bethlehem. He hoped to eliminate Jesus because wise men from the East had come to worship him. We must pray for the families of Kirstie Alley, Celine Dion and Paul Whelan and many others. These families are suffering. Fame and fortune never provide a way of escaping bad news and the results of bad news. We should also pray for one another and rejoice with any good news that comes each other’s way.

We are all sojourners in this life. The message of Christmas is a Savior is born, Christ the Lord, peace on earth and good will toward all. 

May good news find its way to you this season of the year and may we all with God’s grace be there for each other when the news is not so good. 

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Dr. Glenn Mollette is a syndicated American columnist and author of Grandpa's Store, American Issues, and ten other books. He is read in all 50 states. The views expressed are those of the author and are not necessarily representative of any other group or organization.

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This article is the sole opinions of the author and does not necessarily reflect the views of The Sentinel. We welcome comments and views from our readers. Submit your letters to the editor or commentary on a current event 24/7 to editor@oursentinel.com.

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C-U Pride Fest Parade Saturday

URBANA -- The annual Champaign-Urbana Pride Fest Parade will be held this Saturday, October 1, starting at 11am in Urbana. The route will start on the corner of Busey and Green Street and head east on Green to downtown Urbana.

Judges for this year's parade are Xander Hazel, Executive Director of the Champaign Center Partnership, long-time local radio personality Diane Ducey, and Berry Stevenson, the Executive Director of the Greater Community AIDS Project. Judges will review entries as they pass from under a tent on the corner of Race and Elm.

This year's awards include the Best Float/Vehicle, Best Marching Group, and an Overall Best of Show. Winners will be announced at the Fair Stage in downtown Urbana at 12:30pm.

Parade route

The parade route will terminate near downtown Urbana at the Pride Fest Fair, which starts at noon until 4pm. In addition to live entertainment, dozens of local artists displaying their work will be onhand, informational booths for community groups about the activities or services, pop-up vendors, and food from the downtown restaurants.

For more information on Saturday's parade and Pride Week activities contact Uniting Pride of Champaign County at info@unitingpride.org.

Photo of the Day - September 21, 2020

 

Winning spirit

Jolee Paden is all smiles behind her first book Spiritual Runner after running in the 2014 St. Joseph 5K. She finished the race in first place for the women's 19-24 title. Paden, who self-published the title just a few weeks before the race, was a product of the St. Joseph-Ogden cross country and track program. She was recently was promoted to Director of Operations for Southeast Asia FCA.

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Photo: PhotoNews Media/Clark Brooks