AimIn 2021, NIDCR published the landmark report “Oral Health in America.” It described that while oral health‐related research and care has seen amazing progress, oral health inequities and lack of oral care for large segments of the US population have not improved. This situation plus the predicted increase of the diversification of the US population requires decisive actions to ensure that future dentists will be optimally prepared to provide the best possible care for all patients. A diverse dental educator workforce plays a crucial role in obtaining this goal. The objectives of this document were threefold. Aim 1 was to analyze past and current trends in the diversity and inclusion of historically underrepresented ethnic/racial (HURE) and marginalized (HURM) dental faculty members. Aim 2 focused on reviewing best practices and challenges related to achieving dental faculty and leadership diversity and inclusion. Aim 3 was to develop recommendations for increasing the diversity and inclusion of dental faculty in the present and future.MethodsAn analysis of ethnicity/race and gender faculty data collected by the American Dental Education Association (ADEA) in 2011–2012 and 2018–2019 showed that achieving faculty diversity and inclusion has been an ongoing challenge, with limited success for faculty from HURE backgrounds. In order to create this much‐needed change, best practices to increase the applicant pool, change recruitment strategies, and develop solid retention and promotion efforts were described. Research discussing the challenges to creating such changes was analyzed, and strategies for interventions were discussed.ConclusionIn conclusion, evaluations of efforts designed to create a more diverse and inclusive work force is crucial. Institutions must evaluate their diversity data, practices utilized, and the policies implemented to determine whether the desired outcomes are achieved. Only then will the future dental workforce be optimally prepared to provide the best possible care for all patients in the United States.

Homelessness programs may improve the health, well‐being, financial security, labour market and housing outcomes of clients. This, in turn, may result in decreased utilisation of health and justice services, reduced child residential care costs, lower housing management costs, lower income support payments and higher revenue from increased income tax payments. When costed, such impacts represent whole‐of‐government savings or cost offsets to the provision of homelessness programs. This paper provides indicative estimates of the value of potential savings or cost offsets in two areas, namely, the health and justice fields from homelessness program interventions. Our key finding is that homelessness programs have the potential to save over twice the value of the capital and recurrent funding of homelessness programs on the basis of health and justice cost offsets alone.

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Faculty, students, and staff experience sexual harassment in the workplace and educational environment. Frequently, the victim takes no action either due to a lack of understanding of their rights or concern about retaliation or adverse outcomes if an incident is reported. The #MeToo movement has enhanced awareness of sexual harassment and its impact on victims. However, dental institutions vary in their approach to creating an environment free from harassment and supportive of individuals subject to inappropriate or illegal behaviors. In this article, four vignettes provide examples of harassment, mistreatment, or bias. Common themes and critical issues within the vignettes are then identified, discussing the potentially illegal, unethical, inappropriate, and unprofessional behaviors and comments. Strategies to address the issues identified are described. Recommendations are also provided to assist dental institutions and educators in evaluating their current practices and policies and implementing change.

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