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Background: This article examines the utilization patterns of community birth (CB) and midwife-attended birth (MAB) among Asian/Pacific Islander (API) populations in the United States. It highlights the presence of significant racial-ethnic disparities and discusses cultural variations that influence these birth choices. Objectives: To describe variation in the probability of CB and MAB in low-risk pregnancies across API communities and to explore contributors to these variations, including traditional birth practices, cultural beliefs, and acculturation. Methods: The study employs logistic regression analysis of 2010-2020 birth certificate data to examine the probability of CB and MAB across pan-ethnic racial-ethnic groups and API subgroups. The data include information on place of birth, birth attendant, maternal demographics, and race-ethnicity, providing a comprehensive view of maternity care utilization among diverse populations. Results: The findings reveal that CB and MAB rates are significantly lower among API groups compared to other pan-ethnic groups. Among API subgroups, there is substantial heterogeneity in the uptake of CB and MAB, with lower rates among Asian Indians and Chinese birthing people and higher rates in Hawaiian, Japanese, and Guamanian populations. Conclusion: The study underscores the importance of addressing racial-ethnic disparities in maternity care and promoting culturally sensitive approaches. Factors such as traditional birth customs, cultural beliefs, and acculturation significantly influence the choice of maternity care among API communities. Tailored interventions that consider the cultural differences and values of API subgroups are essential to enhancing the adoption of low-intervention care models and reducing healthcare disparities in maternal and infant outcomes. 

Background: This article examines the utilization patterns of community birth (CB) and midwife-attended birth (MAB) among Asian/Pacific Islander (API) populations in the United States. It highlights the presence of significant racial-ethnic disparities and discusses cultural variations that influence these birth choices. Objectives: To describe variation in the probability of CB and MAB in low-risk pregnancies across API communities and to explore contributors to these variations, including traditional birth practices, cultural beliefs, and acculturation. Methods: The study employs logistic regression analysis of 2010-2020 birth certificate data to examine the probability of CB and MAB across pan-ethnic racial-ethnic groups and API subgroups. The data include information on place of birth, birth attendant, maternal demographics, and race-ethnicity, providing a comprehensive view of maternity care utilization among diverse populations. Results: The findings reveal that CB and MAB rates are significantly lower among API groups compared to other pan-ethnic groups. Among API subgroups, there is substantial heterogeneity in the uptake of CB and MAB, with lower rates among Asian Indians and Chinese birthing people and higher rates in Hawaiian, Japanese, and Guamanian populations. Conclusion: The study underscores the importance of addressing racial-ethnic disparities in maternity care and promoting culturally sensitive approaches. Factors such as traditional birth customs, cultural beliefs, and acculturation significantly influence the choice of maternity care among API communities. Tailored interventions that consider the cultural differences and values of API subgroups are essential to enhancing the adoption of low-intervention care models and reducing healthcare disparities in maternal and infant outcomes. 

The #MeToo Movement cast a spotlight on sexual harassment in various sectors, including higher education. Studies reveal alarming percentages of students reporting that they have been sexually harassed by faculty and administrators. Despite annually devoting hundreds of millions of dollars to addressing sexual harassment and misconduct, nationwide university officials largely take an ostrich approach when hiring faculty and administrators with little or no scrutiny related to their past misconduct. Critics use the term “pass the harasser” or more pejoratively, “pass the trash” to capture the role that institutions play in allowing individuals to change institutions without the new employer learning about the employee’s prior sexual misconduct. This essay examines how and why the pass-the-harasser phenomenon arises and persists in postsecondary institutions, as well as recent changes two university systems and one state have made to deal with the problem. Although these efforts are commendable, experts recognize that the “pass-the-harasser” problem requires concerted action by institutions across the country. To push universities and colleges to become part of the collective solution, the essay proposes that accrediting agencies, as regulators, adopt an accreditation standard requiring that schools implement policies and procedures related to screening faculty candidates to determine if they have been subject to misconduct findings. Such an accreditation standard helps institutions fulfill their mission of providing a safe and healthy environment where students, faculty, and staff can learn, work, and thrive.