ASCLS Today Volume 34, Number 6

ASCLSToday Masthead 680

Volume 34, Number 6

KEEPING SPIRITS HIGH THROUGH THE GLOBAL PANDEMIC

Andrew Jones, MBA, MLS(ASCP)CM

As the SARS-CoV-2 pandemic sweeps across the United States, clinical testing obligations have largely shifted, requiring instant adjustments in personnel safety, alterations in staffing, and onboarding/validation of new testing platforms. These have led to complete re-designs of workflow for multiple laboratory departments and have put enormous weight on the backs of not only laboratory administration and leadership, but on the true frontline soldiers of the laboratory who are performing the testing.

Many supervisors were forced to scale back their workforces due to the closure of clinics, delays in elective surgeries, and drops in Emergency Department visits during the early stages of the crisis. This led to laboratory professionals experiencing substantial changes in work responsibilities, ranging from cross training to perform COVID-19 testing, cutting of hours due to decreased workload, being furloughed for the duration of the shutdown, or even being completely let go. With some laboratories reporting as high as 60 to 90 percent decreases in output in the first months of the pandemic, it would not be too farfetched to extrapolate that this drastic down shift in testing would negatively affect the morale of the workforce in question.

On the other hand, large reference labs like LabCorp have set dedicated hours to serve non-COVID-19 testing for their elderly and most vulnerable patients. “Providing this dedicated hour each day for our most vulnerable patients can help protect those patients and help flatten the coronavirus curve,” said Adam H. Schechter, president and CEO of LabCorp. “Enhanced social distancing can limit the potential spread of the virus and offer greater peace of mind for people who have important and ongoing health and testing needs.”1

“The SARS-Cov-2 pandemic has forced some difficult situations upon laboratory professionals and administration, but the flexibility and passion for our profession, and transparent leadership have resulted in sustained and even increased laboratory morale.”

Anytime there are substantial changes in employee work expectations and responsibilities, there is a high risk of pushback, and typically a decrease in employee morale. Given the novel nature of the pandemic we find ourselves in, and the drastic importance of COVID-19 testing, laboratory administration cannot afford wide-scale dips in laboratorian morale. Furthermore, large negative shifts in overall employee morale can have long term detrimental effects on department culture, outside and inside department reputation among peers, and the ability to recruit new and talented staff. All this considered, it would be easy to assume laboratory professionals would report a decrease in laboratory morale during the COVID-19 pandemic.

Surprising Results from Laboratory Employee Morale Survey

To study this theory, we surveyed laboratory professionals performing COVID-19 testing to get a broad-spectrum, qualitative view of how COVID-19 has affected laboratory employee morale. In preliminary analysis, we found that over two-thirds of surveyed participants reported equal or increased morale at their laboratories from the start of the pandemic through May of 2020. These results are somewhat surprising given its antithetical position to normal expected morale changes resulting from large responsibility shifts.

Jim Flanigan, CAE, ASCLS executive vice president, offered one explanation that resonated with these findings during a recent presentation at the 2020 ASCLS & AGT Joint Annual Meeting. “There is not another profession in the healthcare workforce that is as flexible as clinical laboratory professionals,” he said. “To essentially ramp up to millions of tests of a test that did not exist on January 1 of this year, and do it in a way where the people who are performing those tests […] they have these remarkably flexible skills that allow them to train very quickly from one area of the laboratory to another.”2

We found that despite the negative effects of the pandemic, job satisfaction and positive morale remained. As the “hidden members” of the healthcare team, our profession is full of individuals who care deeply about our patients, about the accuracy of the science, and about the laboratory’s profound impact on public health during this pandemic. Large increases in media attention resulting in heightened public awareness of medical testing, and in some cases new access to organizational funds to increase testing capabilities, have chaperoned a reaffirmation of the importance of our role in healthcare for many laboratory professionals.

Surge in Attention and Re-Affirmation of Purpose

Regardless of what managerial philosophy you ascribe to, the majority highlight the importance of employee esteem and self-actualization in reaching their highest levels of efficiency, happiness, and sense of professional fulfillment. Abraham Maslow points out that employees at these levels of his Hierarchy of Needs, “place importance upon a sense of professional accomplishment and upon recognition of their achievements.”3 This surge in attention and re-affirmation of purpose may have satisfied many higher psychological and self-fulfillment needs of the laboratory employees. So even in times of change, many in our profession feel a reinvigorated passion for their work.

Multiple participants in our survey stated they, “feel even more strongly committed to participating in this kind of work” and that “it is nice that more people realize we exist and have gained at least some understanding of our importance!” These psychological feelings of being essential alongside the appreciation that, “(t)he work we are doing is imperative to our colleagues, institution, and community” could be directly influencing the increase in laboratory morale during COVID-19.

Another potential source of increased morale lies in the improved communication with laboratory management and C-suite. New testing platforms, procedures, and protocols have required increased administrative contact with laboratorians to continue to communicate how facilities are handling testing during the pandemic. Open communication with leadership almost always increases morale. Everyone in the laboratory likes to feel like they are up to date with the ever-changing environment of the pandemic, and transparent leadership typically results in happier, more informed employees.

At the facility where I work, the microbiology director, manager, and supervisor, along with other department heads, have done a fantastic job communicating important information. This includes daily rundown of testing output numbers, procedural updates, changes in inpatient vs. outpatient testing, and holding weekly COVID-19 update meetings with microbiology lab staff. This “open dialogue between administration and laboratory professionals allows for the most informed decisions to be made by leadership and allows laboratorians to feel like their input is being accounted for and represented within organizational decisions.”4

The SARS-Cov-2 pandemic has forced some difficult situations upon laboratory professionals and administration, but the flexibility and passion for our profession, and transparent leadership have resulted in sustained and even increased laboratory morale. Perhaps this pandemic is the push we need to continue to grow the laboratory profession to the level of recognition and prestige the clinical laboratory deserves.

References
  1. LabCorp Sets Dedicated Hours to Serve the Non-COVID-19 Testing Needs for Elderly and Most Vulnerable People. (2020). Business Wire.
  2. Flanigan, J., & Cooney, P. (2020). Washington Labvocacy Briefing. Paper presented at the 2020 ASCLS Joint Annual Meeting. https://www.ascls.org/education-meetings/annual-meeting/jam-on-demand
  3. Maslow, A., & Lewis, K. (1987). Maslow’s hierarchy of needs. Salenger Incorporated, 14, 987.
  4. Jones, A. (2020). General Management Theory. Academic Lecture. University of Kansas.

Andrew Jones is Clinical Assistant Professor in the Department of Clinical Laboratory Sciences at University of Kansas in Kansas City.

BREAKING OUT OF THE GENDER BINARY BOX

Kelcey E. Harper, MLS(ASCP)CM

Figures with different gender identitiesI was working the night shift at the hospital after picking up an extra shift. The night shift staffing included one person who covered all departments, including phlebotomy draws for inpatients. After a relatively quiet night, 5:00 am hit and I was on my way up to the floor to draw our patients in ICU for their morning labs.

One patient in particular was fairly chatty—it was nice to talk to someone that morning after being the only person in the lab and having no one to talk with … except maybe one of the blood bank analyzers whose QC refused to come in.

Resource List

Below are some resources if you would like to further educate yourself on the topics of gender and gender identity.

www.genderbread.org
The Genderbread Person is a teaching tool used for breaking down the complexity of gender into smaller pieces that are easier to understand.

www.glaad.org
GLAAD provides resources and tackles issues surrounding the LGBTQ+ community to promote acceptance and cultural change.

www.thetrevorproject.org
A national organization providing crisis intervention and suicide prevention services to LGBTQ+ young people under the age of 25. They offer a variety of educational resources as well.

www.hrc.org
The Human Rights Campaign is one of the largest LGBTQ+ civil rights organizations. They provide several resources surrounding gender identity.

While talking with the patient, I could not help but notice that they continued to call me, “sir.” I didn’t say anything to the patient or correct them, I just collected my specimens and headed back to the lab. I worked through the situation in my head—I have very short hair and a more masculine haircut. I also wear clothing that is perceived as masculine. That night, I was wearing khakis and a dress shirt. How could this awkward situation have been avoided? I felt embarrassed, ashamed even.

I would like to say this was the first instance of my gender being assumed by other people based on my appearance, but it’s not—it happens regularly.

Excuse me, sir, you’re in the wrong bathroom.

May I help you, sir?

Get out of this bathroom, this is for women ONLY! Can’t you read?

For most of my life, I never felt comfortable in my own skin. I never felt comfortable going into public bathrooms. I never felt comfortable when my parents would make me wear a dress or force me to wear female gendered clothing—I never felt like me. I always felt as if I was confined to a small box where the only genders were female or male. I did not know how I identified; I just knew I felt different.

Growing up, I did not know any better because no one ever talked about it. I grew up in a small town where gender identity was not taught and where it was never discussed openly. I had no idea that there was an umbrella of gender identities and expressions that I had yet to discover that were outside of the societal norms and gender binary. It took a significant amount of my own research to help come to terms with how I feel about myself and my gender identity.

Let Us Look at Some Common Definitions

Gender can be broken down into the terms gender identity, gender expression, and biological sex.

  • Gender Identity is the innermost concept of self as male, female, a blend of both, or neither—generally speaking, this is how individuals perceive themselves and what they call themselves.1,2 This is who you think you are.
  • Gender Expression is the way in which a person demonstrates their gender through external modes of expression, such as clothing, behavior, haircut, etc.1,2
  • Biological Sex revolves around physical characteristics of gender described at birth—sex organs, hormones, and chromosomes.2,3 Someone who’s biological sex matches their gender identity is termed cisgender.4 In turn, transgender is a term that describes people whose biological sex assigned at birth differs from their gender identity.4

This is not a complete list of terms, but if you are interested in learning more, there are resources listed included with this article.

How Do I Identify Myself?

My identity is something I am still discovering.

I identify as genderfluid and do not identify with a fixed single gender. My gender expression is androgynous. Although my sex assigned at birth is female, I feel that this does not accurately describe how I feel internally and, therefore, do not pigeonhole myself into one gender binary.

As for my preferred personal pronouns, I have usually preferred she/her/hers, but I have been also using they/them/theirs, recently.

Where Am I Going with This?

It’s time we break down the social constructs of gender to better serve our patients. This applies not just in healthcare, but in our everyday lives and conversations as well. We want to be affirming of a person’s gender, gender identity, and expression in the healthcare environment and beyond. Misgendering a person is extremely hurtful—these can create awkward conversations, tension, and embarrassment.5 These feelings can be detrimental and may lead to a person not feeling of value—as a patient, as an employee, or as a human being.

We cannot assume gender based on someone’s outward appearance. By doing so, we are creating toxic environments and a less than affirming environment for our patients, colleagues, friends, and family.

How Can We Be More Affirming of One’s Gender?
  1. Ask the person you are speaking with what their preferred personal pronouns are. You may find this to be uncomfortable—and that’s okay! But it will be more uncomfortable and problematic if you decide to assume a person’s gender instead of just asking.
  2. Managers should ask all new employees at the beginning of their employment what their preferred pronouns are. This establishes pronouns at the start and minimizes chances for misgendering later.
  3. I will never forget when I took a new job and my manager asked in my first meeting what my preferred pronouns were. I felt a sense of relief, validation, and affirmation. Most importantly, I felt comforted and valued.
  4. Allow personal pronouns to be added to name badges, email signatures, and business cards. Begin meetings by going around the room and include pronouns.
  5. Be comfortable with the uncomfortable. Have an open mind. Educate yourself through various resources so you can better understand the complexities of gender and gender identities.
  6. When in doubt—just ask! Create a culture where asking someone’s preferred pronouns is the norm. By committing to this, it is a sign of respect.

Remember: Gender identity is not visible. It’s entirely internal to one’s self. By asking someone’s pronouns, it shows you care. So do the right thing and ask.

References
  1. Human Rights Campaign (2020). Sexual Orientation and Gender Identity Definitions | Human Rights Campaign. Retrieved 7 August 2020, from https://www.hrc.org/resources/sexual-orientation-and-gender-identity-terminology-and-definitions
  2. The Genderbread Person. (2020). Retrieved 7 August 2020, from https://www.genderbread.org/
  3. Killermann, S. (2020). Breaking Through the Binary. Retrieved 7 August 2020, from https://www.genderbread.org/wp-content/uploads/2017/02/Breaking-through-the-Binary-by-Sam-Killermann.pdf
  4. GLAAD Media Reference Guide - Transgender. (2020). Retrieved 7 August 2020, from https://www.glaad.org/reference/transgender
  5. Talking About Pronouns in the Workplace | Human Rights Campaign. (2020). Retrieved 7 August 2020, from https://www.hrc.org/resources/talking-about-pronouns-in-the-workplace

Kelcey Harper is Associate Technical Services Specialist at Sekisui Diagnostics in Burlington, Massachusetts.

MLS PROGRAMS RECEIVE MILLIONS IN SCHOLARSHIPS FOR DISADVANTAGED STUDENTS

Donna J. Spannaus-Martin, PhD, MLS(ASCP)CM

Plant growing in pot of money
Photo by Micheile Henderson, Unsplash.

Over the next five years, four medical/clinical laboratory science programs will be awarded a little over $9.2 million in Scholarships for Disadvantaged Students (SDS) Awards by the Health Resources and Services Administration (HRSA). The SDS Program is intended to increase diversity in the health professions by providing eligible health professions with scholarships for students from disadvantaged backgrounds who have financial need, including students who are members of racial and ethnic minority groups. The medical laboratory science programs at Michigan State University (MSU), the University of Minnesota (UMN), the University of Texas Medical Branch (UTMB) at Galveston, and Winston-Salem State University submitted proposals tailored to the student populations they are best situated to serve, and all four have received funding for the first year.

Michigan State University

The HRSA SDS grant program at MSU is called SMiLeS: Support in Medical Laboratory Science. Dr. Kathleen Hoag is the principal investigator of the MSU grant. One of the goals of this program will be to recruit underrepresented minorities into their Academic Preparation for MLS program by collaborating with the Drew Science Scholars Program and the College Assistance Migrant Program at MSU.

Both of these programs are residential support communities for incoming freshmen from environments that historically have adversely impacted success in college. For students who have matriculated into the MLS program, the SMiLeS program will provide financial support for students with significant unmet need, as well as advising support and mentoring during their senior year of coursework and during their clinical training. During the five-year granting period, MSU hopes to financially support approximately 45 disadvantaged MLS students.

University of Minnesota

For the past 10 years, approximately 40 percent of the students enrolled in the UMN MLS program are students of color, primarily first generation and foreign-born permanent Minnesota residents or naturalized citizens. The UMN MLS program also plans to collaborate with the UMN Morris Campus, which originally housed a Native American Boarding School and is now tuition free for Native American students.

Many of the MLS students are supporting families and work many hours in order to afford tuition. This limits study time, which can result in these students being placed on probation or even dropping out of the program. The HRSA grant funds will provide scholarships for tuition and reasonable living expenses, which will allow disadvantaged students to concentrate on their studies. SDS awardees will also be provided with mentoring and academic support to aid in student retention. Dr. Janice Conway-Klaassen is the principal investigator and Dr. Donna Spannaus-Martin serves as co-investigator on the UMN HRSA grant.

University of Texas Medical Branch

The UTMB proposal focused on five aspects of the SDS Scholarship program:

  1. Recruit an increased number of disadvantaged students applying to the program
  2. Enroll disadvantaged students into the program
  3. Retain these students by supporting their educational efforts
  4. Decrease student debt by providing scholarships
  5. Deliver more clinical laboratory science students to medically underserved areas

UTMB is establishing articulation agreements with Early College High Schools through community colleges to offer dual-credit courses to high school students. They will also partner with Area Health Education Centers (AHEC) Scholars Program to provide disadvantaged students with team-based clinical experiences working in rural areas and/or with underserved populations.

SDS scholarship awardees will also participate in service-learning activities, such as St. Vincent’s House, that provide quality healthcare to the underserved population of Galveston. Dr. Vicki Freeman is the principal investigator and Dr. Eddie Salazar is the co-investigator on the UTMB HRSA grant.

Winston-Salem State University

Winston-Salem State University is classified as a Historically Black College and University, and the clinical laboratory science program has a high rate of underrepresented minorities in each class, typically over 85 percent. Their SDS award will be used to reduce financial hardships by providing tuition, fees, books, and living expenses to those from medically underserved communities, underrepresented minorities, and students from disadvantaged areas, with the goal of allowing students to work less outside of the classroom and focus more on their coursework.

With a university motto of “Enter to Learn, Depart to Serve,” and in a department that teaches students to begin to understand diverse patients through training in cultural competence and through awareness of health disparities, many students go on to work in medically underserved communities as well. Dr. Georgia McCauley is the principal investigator, and Drs. Lisa Maness, Jeffery Meixner, and Nicole Pekarek serve as co-investigators.

During this pandemic, when much of the news is about the medical laboratory and the testing performed by these professionals, it is wonderful to see this amount of funding being given to MLS/CLS students by the federal government. Congratulations to the medical/clinical laboratory programs at Michigan State University, the University of Minnesota, the University of Texas Medical Branch, and Winston-Salem State University!

Donna J. Spannaus-Martin is Professor of Medical Laboratory Sciences and Faculty Legislative Liaison at the University of Minnesota in Minneapolis.

VIEWING INTELLIGENT DIVERSITY— BECOME THE SOLUTION!

Pat Tille, PhD, MT(ASCP)

Step back for a moment and imagine if everyone was a medical laboratory scientist. What would the worldview look like? Would all individuals have labels on everything in their home, garage, and car? Would we lean everything we have, from clothing to food to everyday needs? Can you imagine that?

What if everyone had a PhD? Have you ever been in a room with 100 PhDs? As a PhD, I can tell you that at times that can be very disturbing and difficult to manage for anyone. No disrespect intended, but we can be a little different.

Take anything you want that you would normally associate with intelligent people—would you want a room, or a world, filled with clones of those individuals? Intelligence can be viewed in a variety of ways as well. Some people are very good with their hands, some are very good with writing, some are excellent at math. Intelligence is not a measure of some magical number that we can use to fit everyone into a single mold. Intelligence is associated with the development of skills and applying knowledge related to those skills. In the laboratory world, we may associate competency with intelligence. On a golf course, intelligence can be the ability to read the green, the wind, and the distance to sink the ball in the cup.

“[I]f you look at diversity in terms of skills, abilities, experiences, personality, morals, and values, you can see past the hate and become part of the solution.”

Let us take this one step further. Take intelligence and add the concept of emotional intelligence to the equation. This is a technique where you understand others; understand the skills and knowledge or intelligence of others around you. You use that working knowledge of those skills and abilities to maximize the work output in your laboratory and in the other tasks you do among friends or colleagues.

Why would I choose the term intelligent diversity as the focus of my article? In today’s state of the country, I find many of the recent actions and social media posts truly alarming and a demonstration of our lack of tolerance for diversity in the United States. However, if you look at diversity in terms of skills, abilities, experiences, personality, morals, and values, you can see past the hate and become part of the solution.

How do you develop an appreciation for intelligent diversity, which is looking at diversity in terms of skills, abilities, and so on? You must submerge yourself among others who are different. It does not matter what their ethnicity is, what their social status is, what their sexual orientation is, or how much money they may have; what matters is how they enrich your life and how you enrich theirs.

How do you know when you have reached a point where you can truly respect intelligent diversity? I think it is a personal feeling; it is knowing that you can walk into a room of people who have no idea who you are and carry on a meaningful conversation and leave the room with a new insight or idea. When you feel that every interaction you have with different individuals is enriching and an experience that you can learn from—and have no idea when you leave the room what their ethnicity is, what their sexual orientation is, where they are from, or how much money they have—you have embraced intelligent diversity.

One of the greatest compliments I have ever had in my life was from a student who said to me, “Dr. Tille, if I did not know you were a PhD, I would have never thought that about you.” Now you can take that one of two ways: an insult or a compliment. You know how I took it. If I can carry on a conversation with someone and they leave that conversation with a positive experience having grown from the interaction, that is a sign of embracing diversity.

Step back and be intelligent about diversity and be part of the solution. As laboratory professionals, I truly do believe that we have a different outlook about the world around us and are able to see diversity in a different way than other professions.

Pat Tille is Associate Professor and Graduate Program Director at the University of Cincinnati College of Allied Health Sciences and lives in Sioux Falls, South Dakota.

LOBBYING: YOUR CONSTITUTIONAL RIGHT

Donna Showers, MT(ASCP), FACHE

U.S. Congressional SealLobby

noun, plural lob·bies.
a group of persons who work or conduct a campaign to influence members of a legislature to vote according to the group’s special interest.

verb (used without object), lob·bied, lob·by·ing.
to solicit or try to influence the votes of members of a legislative body.

verb (used with object), lob·bied, lob·by·ing.
to try to influence the actions of (public officials, especially legislators). to urge or procure the passage of (a bill), by lobbying. (www.dictionary.com/browse/lobbying)

Although lobbying is an ancient art—as old as government itself—it is still frequently viewed with suspicion. It is, in fact, a legitimate activity protected by the First Amendment to the Constitution:

First Amendment: Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances.

Our founding fathers recognized a legitimate role for unelected participation in government by conferring a First Amendment right on citizens to petition the government for redress of grievances. Citizens caught up in the demands of day-to-day living delegate these “petition” duties to professionals (or lobbyists).

Because the lobbying profession is so little understood, however, it is often viewed as a sinister function. Yet every “mom and apple pie” interest in the United States uses lobbyists—a fact little known by the general public.

Simply put, lobbying is advocacy of a point of view, either by groups or individuals. A special interest is nothing more than an identified group expressing a point of view—be it colleges and universities; churches; charities; public interest or environmental groups; senior citizens organizations; and even state, local, or foreign governments. While most people think of lobbyists only as paid professionals, there are also many independent, volunteer lobbyists—all of whom are protected by the same First Amendment.

Lobbying involves much more than persuading legislators. Its principal elements include researching and analyzing legislation or regulatory proposals; monitoring and reporting on developments; attending congressional or regulatory hearings; working with coalitions interested in the same issues; and then educating not only government officials but also employees and corporate officers as to the implications of various changes. What most lay people regard as lobbying—the actual communication with government officials—represents the smallest portion of a lobbyist’s time; a far greater proportion is devoted to the other aspects of preparation, information, and communication.

Lobbying is a legitimate and necessary part of our democratic political process. Government decisions affect both people and organizations, and information must be provided to produce informed decisions. Public officials cannot make fair and informed decisions without considering information from a broad range of interested parties. All sides of an issue must be explored to produce equitable government policies. (lobbyinginstitute.com/what-is-lobbying)

“[T]he opportunity to get an attentive audience with our legislators to talk about the dire needs of the clinical laboratory industry has never been better.”

ASCLS Government Affiars and COVID-19

Unless your version of social distancing has been to move to a secluded island with no internet access, you have not escaped the endless barrage of politically charged information coming at you from every angle. To say that the political divide is at epic proportions is an understatement. With such division, can our elected officials get anything done for the American people? I believe they can, and I also believe that the opportunity to get an attentive audience with our legislators to talk about the dire needs of the clinical laboratory industry has never been better.

The whole country (world, actually) is aware of, and talking about, lab testing for COVID. The ASCLS 2020 Legislative Symposium agenda, which ironically was cancelled due to COVID, was to lobby on three things facing our industry:

  1. PAMA
  2. Laboratory workforce shortages
  3. Appropriate FDA oversight of laboratory-developed tests

2019-20 ASCLS President Cindy Johnson penned a powerful letter on March 21 to leaders of the U.S. House of Representatives and Senate, stating that our testing capacity for COVID would not be able to meet the demand. The very issues listed above contribute, in part, to our industry’s struggle with COVID testing. So, what can we do? What can you do? Get involved!

The ASCLS Political Action Committee (PAC) is a voluntary, nonprofit organization that raises funds to financially support the campaigns of carefully selected candidates for elected office. ASCLS PAC is a separate segregated fund, which means it receives donations from a limited group of individuals (ASCLS members) and then contributes to the campaigns of individuals who demonstrate a likelihood of supporting our organization’s issues. It is overseen by a board of trustees, with one trustee from each of the 10 ASCLS regions, an Ascending Professional member, and a Developing Professional member.

There are many volunteer opportunities to serve on the ASCLS Government Affairs Committee (GAC) or PAC. Not your thing? No worries. Consider supporting PAC with a monetary donation. We have a goal of raising $50,000 in 2020, which we believe will support 25 to 30 contributions to candidates. Donations can be made by visiting www.ascls.org. You must be signed in on the ASCLS website before you can donate, donations are NOT tax deductible, and your decision whether or not to donate does not affect your rights as an ASCLS member in any way.

Please take time to consider the tremendous opportunity we have, right now, to impact change.

Donna Showers is Solutions Sales Executive-West Region for Intalere in St. Louis, Missouri.

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