Envista and Pacific Dental Services Announce Partnership for Assisted Intelligence in Dental Practices


Envista and dental support organization Pacific Dental Serivces® (PDS) announced a multi-year development partnership. This partnership is designed to focus on Assisted Intelligence (AI) in clinical image analysis in the dental industry. It will utilize Envista’s DTX Studio Clinic software platform in PDS-supported practices to harness AI-supported image sorting and analysis for clinicians.

Envista and PDS will use machine learning to develop further possibilities of AI. This is in the hope to diagnose, plan, and treat various dental pathologies. This machine learning is said to unlock new possibilities when paired with DTX Studio Clinic, according to Envista CEO Amir Aghdaei.

"PDS is a leader in leveraging diagnostic capabilities that can be developed and deployed to empower and support their clinicians and their patients. We have been particularly impressed with the agility of their internal innovation teams, including their own internal AI platform development activities,” Aghdai said in a press release from Envista. “PDS' work-to-date on machine learning and imaging makes them far more than a customer; we see them as a true partner. Envista is proud to align with such a forward-thinking enterprise to implement the future of clinical diagnostics in dentistry."

This partnership aims to support clinicians who wish to innovate the ecosystem of their practice with the power of AI.

Articles

This partnership between Envista and Pacific Dental Services will allow dental practices to use Assisted Intelligence image sorting and analysis for better outcomes.  

Envista and Pacific Dental Services Announce Partnership for Assisted Intelligence in Dental Practices

MouthWatch Announces Winners of 2021 Tellies Teledentistry Innovation Awards


Teledentistry and digital imaging device solutions company MouthWatch has announced the 4 winners of its 2021 Teledentistry Innovation Awards, known as the “Tellies”. These awards were granted for advancements in teledentistry in the year 2021, and designed to highlight the broad spectrum of applications that teledentistry may have. The categories are dental education, dentist/specialist, dental hygiene, and oral health program (non-profit of business).

In the Dental Education category, Dr Shibani Sahni of the Harvard School of Dental Medicine (HSDM) was awarded. The HSDM launched a teledentistry pilot program to expand the teaching modality for students as well as establish continuity to its special need’s dental care program, according to a press release from MouthWatch.

In the Dentist/Specialist category, Founnder of Kare Mobile Dr Kwame Watson, was awarded for the use of teledentistry for mobile concierge dentistry. Kare Mobile, which provides patients in Louisville, KY with quality dental care, has established itself as a dental support organization (DSO) in the mobile, concierge dentistry category.

For the Dental Hygiene Award, Michelle Vacha, RDH, BS, Founder of Community Dental Health, is recognized with this award for her commitment to aiding underserved populations. Community Dental Health sends hygienists to schools, nursing homes, and rural communities in Colorado to provide oral healthcare to these populations. Community Dental Health provides $1.5 million worth of oral care services every year.

Finally, for the Oral Health Program award, Chief Dental Officer at Ravenswood Dental Health Center Yogita Thakur has been recognized for the center’s “Virtual Dental Home.” This program is said to represent the core tenants of telehealth.

CEO and Founder of MouthWatch Brant Herman says that the Tellies show what teledentistry is truly capable of.

“During the past year of recovery, we’ve seen a tremendous uptick in teledentistry innovation and adoption,” Herman said in the press release. “Each of this year’s Tellie winners represent diverse types of teledentistry programs, but all are focused on improving access to care and patient outcomes.”

Nominations for next year’s Tellie Awards are now being accepted online.

The Tellies, or Teledentistry Innovation Awards, are designed to recognize and highlight strides in the industry for dental telehealth. Here are the 2021 Award recipients. 

MouthWatch Announces Winners of 2021 Tellies Teledentistry Innovation Awards

Lynne Slim is an award-winning dental author who has published extensively in dental/dental hygiene journals including 

Journal of the Western Society of Periodontology

. She was the periodontal columnist for RDH magazine for about 17 years and is now a columnist for 

 and is a member of their advisory board. In 2003, Lynne founded Perio C Dent, a dental practice management company that specializes in the incorporation of non-surgical periodontal therapy into the hygiene department of the general dental practice.

As a key opinion leader in the dental industry, Lynne is frequently asked to review new products and write product reviews. She participates in product development and is consulted about consumer/RDH product awareness. Lynne received the Philips Oral Healthcare “Mentor of Distinction” award at the 2012 ADHA Annual Session.

Clinical Dental Hygiene is a Great Career Choice. Photo courtesy of okfoto/stock.adobe.com. 

As we enter the new year, I’m troubled by what I read online about dental hygienists leaving their careers and choosing other paths. Even when it means returning to college, I read about dental hygienists who are so frustrated with their jobs that they dream of throwing their curettes up in the air and bolting out the office door, never to return!

One of my close friends was so exasperated with her clinical position that she would find herself going next door to the bar for a margarita almost every night after work. She was frustrated because she was working in an assembly line dental practice which meant she had no time to herself and could not treat her patients in an ethical manner. Somehow, management ended up giving her 2 columns of patients to treat instead of 1 and she found herself shortchanging her patients.

The COVID-19 pandemic has allowed many dental hygiene clinicians to re-examine their careers. Since some hygienists have left dental hygiene or have chosen to stay home instead, clinical dental hygiene positions have become plentiful. This allows many practicing hygienists to leave positions they aren’t satisfied with, and with more jobs to choose from, hygienists can carve out a position that meets their professional and personal needs.

Dental hygienists are in a unique position in a profession unlike any other. When the profession was born in the early 1900s, hygienists were trained as “women assistants.”

 Graduates of the Connecticut dental hygiene program at the time worked in public schools. When I graduated from Fones School of Dental Hygiene in the 1970s with an Associates in Applied Science degree in Dental Hygiene, I entered clinical dental hygiene full-time in New Jersey. My first clinical position was a nightmare because my dentist-employer was very controlling, and my daily schedule was almost empty. I would mope around the office and decided I deserved better so I began interviewing at different practices. I ended up working in a delightful general dental practice located in Closter, NJ. I was only 20 years old at the time and I loved my job and the entire dental team. Believe it or not, I worked with an ultrasonic back then and even though it was a clunky, old Cavitron box with 1 insert, I used it on almost every patient and never had a single patient complain. I was scheduled to see adult patients every 45 minutes, but the day was very relaxed. I had minimal assistance, but clinical dental hygiene was easier and mostly consisted of scaling and rubber cup polishing. We took radiographs and developed films in a film processor with rollers and occasionally, all the films on the rollers would get stuck! I once took an 18-film series of radiographs on an elderly gentleman and every single film was ruined in that processor. At the tender age of 20, I had to look him in the eye and explain that I needed to re-take all of his films.

Back in the 1970s and in recent years, dental support organizations (DSOs) evolved but when I started practicing dental hygiene, dentistry was a cottage industry. I was paid well, and it was a daily, not hourly wage with a few benefits like vacation and sick pay. Dentistry wasn’t making money from the hygiene department but from crown and bridge which was all the rage at the time. Jobs were plentiful and I was happy as a lark in my employment.

So much has changed in dental practices today and in those states where hygienists are still ‘supervised’, there was period of time where 

 dental hygienists were not appreciated and valued for their contribution. Instead, dental hygienists were treated as a means to a monetary end, and I blame, in part, a practice management trend that created this conundrum. The introduction in practice management of dental hygiene as a profit center began 20-30 years ago when it was recognized that additional sources of profit from the hygiene operatory could be “passive income” with minimal additional chairside time.

It was thought that hygienists could become salespeople in addition to oral health-care professionals. Soft tissue management programs sprang up in the 1980s as periodontal diseases were increasingly receiving non-surgical treatment. Hygienists enjoyed providing non-surgical periodontal therapy and periodontal maintenance procedures including the administration of local anesthesia in most of the United States. The dental hygiene department of a general dental practice that was once described in the past as a “loss leader” was replaced in the early 2000s as a potential profit center. Non-surgical periodontal therapy procedures and adjunctive sustained release local antimicrobials, professional oral irrigation, and diode laser therapy were added to scaling and root planing (SRP) regiments to further increase productivity in the dental hygiene department.

Burnout in dental hygiene does not seem to be related to additional job duties or salary requirements. Instead, it festers when hygienists feel stressed, unappreciated, and when working a haphazard schedule with inadequate assistance. About 8 percent of dental hygienists left the workforce since the onset of the COVID-19 pandemic. 

How to Have a Great Career in Clinical Dental Hygiene

If you are a “supervised” dental hygienist working as an employee in a dental practice, these career nuggets are for you. These nuggets come from a seasoned clinician (me) who sometimes learned the hard way. I failed miserably in some clinical positions but I’ve learned some valuable lessons over the last 4 decades.

Always remember that you are a “professional” who needs to set high standards for yourself, showing that you care about every aspect of your job. It also means holding yourself accountable for your thoughts, words, and actions. As a professional, you have specialized knowledge, and it is your duty to keep those skills up to date. Professionalism is an approach to your clinical position that helps you get the job done- and done to the best of your ability.

One vital component of professionalism is lifelong learning. Staying up to date in your career isn’t easy. Because of the mountains of information at our fingertips to sort through but there seems to be a difference between dental hygienists who are excited and self-motivated in their pursuit of knowledge and those who are not. Many professionals end up teaching, advising and even consulting whereas a technician, who is also competent, focuses on more specialized work in a narrower frame of reference. For example, I used to work with a dental hygienist who was an excellent clinician. Her skills were top notch, but she could never think outside the box and resisted group problem solving and self-directed learning.

Don’t start your career without a financial planner!You may think you have plenty of time to save for retirement, and somehow it doesn’t seem real. Building a sizeable nest egg that earns interest in retirement becomes more difficult if you don’t begin early. Many dental practices offer a retirement program to employees through the American Dental Association (ADA) with funds matched by your employer. Don’t laugh when I tell you it’s a must that you ask about this benefit before accepting a position in a dental practice.

If you accept a full- or part-time position in a dental practice or if you perform temporary dental hygiene services, you need to stop accepting a 1099 form and start being issued W-2 forms. If you are supervised in a dental practice, you are an employee and not an independent contractor. The classification of an individual is largely dependent on federal and state tests, not an employer’s desire to reduce administrative burdens and payroll costs.

Read the 2021 article by Newkirk and Slim on 

. Bullying is real in dental practices and for those of us who are susceptible, the bullying experience shortens many careers. Most bullying involves employees strongarming their peers and employers not holding bullies accountable for their action. Better yet, enroll in a Jiu Jitsu course in martial arts and be prepared to control an opponent. (Kidding, just kidding!)

Invest in your career. Don’t expect your employer to buy everything on your wish list. Profit margins are tight and overhead is high so treat yourself to that cordless polisher or special headlamp. When you begin a new position, be prepared to learn the business side of the dental practice and ask to participate proactively in the success of the practice. Compare notes with other dental practices and dental hygiene clinicians and build your knowledge base in this area.

If, for whatever reason, you are not skilled in evidence-based science as it applies to the practice of dentistry and dental hygiene, it’s imperative to learn. In an evidence-based practice, best evidence is applied from well-designed studies, patient values, and preferences but it is not part of the curriculum in dental hygiene programs. The ADA offers a variety of resources to help clinicians interpret relevant clinical evidence and provide recommendations that can be applied to patient care. For example, if you’re discussing the use of topical fluoride to prevent root caries in a 70-year-old patient, the ADA provides a clinical guideline that you can read and apply. The clinical guidelines are developed by a panel of experts who are qualified to interpret relevant research.

On a practical level, professional dental hygienists need to honor themselves. Sometimes it means saying no and honoring our truth and our deeply rooted values. There are times when we have to face whatever reactions surface when we do not speak or act merely to please others and make them happy. Sometimes, we need to leave a job, knowing that deep down our integrity is being compromised. Practicing with integrity means that our health and happiness are much more important than cold, heartless, financial or material comfort. In 2022 and beyond, it’s possible to have a fabulous career as a dental hygiene clinician as long as we never compromise our inner truth or deep self-respect.

Fones AC. Mouth Hygiene ; a Text-Book for Dental Hygienists. 4th ed. Philadelphia, Lea & Febige; 1934.

Stefanou A. Profit centers. RDH Mag. Published January 1, 2000. Accessed January 10, 2022. https://www.rdhmag.com/pathology/periodontitis/article/16407530/profit-centers.

Having a great career in dental hygiene means advocating for yourself and knowing what the best fit for your skillset is. 

Clinical Dental Hygiene is a Great Career Choice

Videos

Host Lisa Newburger is joined by John Flucke, DDS, Chad Duplantis, DDS, and Jamie Collins, BS, RDH-EA, to discuss the importance of finding silver linings during challenging times. [21 Minutes]

Mastermind - Episode 11 - Finding the Silver Linings

Tonya Lanthier is a registered dental hygienist and the DentalPost Founder & CEO. DentalPost.net, one of the fastest growing dental-related career service providers in the country, was created by Tonya, a successful dental hygienist who has been working in the dental field for over 20 years.

Solo to DSO: How Successful Practices Hire. Photo courtesy of Mr. Music/stock.adobe.com. 

When I started DentalPost, I had spent years working and temping in more than 100 dental offices in Atlanta as a dental hygienist. Doing this gave me the perspective and passion I needed to launch DentalPost, which I founded upon the idea that dental professionals needed a better way to easily connect with and understand how to find their best match in a dental employer. I still have that same passion today, but it’s expanded. As a business owner and entrepreneur, I also have a passion for helping dental practice owners and partners better understand how to make better hires and create “sticky” dental teams.

Hiring has never been more challenging. I’ve experienced from all sides what works, what doesn’t and what we can do to stay competitive and creative in today’s hiring climate. 2021’s “Great Resignation” movement has affected all industries globally, including dentistry. But instead of talking about the Great Resignation, we should be talking about the “Great Restructuring” and what that means for dental practices as it relates to hiring. 

If you haven’t yet heard of The Great Restructuring, it’s what business analysts are predicting businesses looking to maintain and grow must do in 2022––scrutinize expenses, cut operational costs and find new ways of working to address supply chain issues, new technologies, and higher labor costs.

New hires demand significant wage increases, which triggers long standing employees' demands for commensurate compensation. If we’re paying higher wages, shouldn’t we at least do more to assure that we attract the very best talent and retain the valuable team members we have? While the market rates aren’t in our control, there are some things that can help us make the most of the situation.

Here are steps every hiring manager can take right now to start making better hires, faster:

Do a culture check. Would you want to work at your office if you didn’t own it? Can you live up to the “Find a job you love” standard or are you just a production factory? Be better. Set an intention to be a dental practice that every RDH, DA and Front Office person aspires to work for. 

Take assessments of the existing team. This is a game changer! Doing this helps to identify soft skill gaps on the existing team, in order to identify who would be the best fit to complement the team. A well-rounded team with different strengths and drives is key to keeping things running smoothly. Missing that problem solver? How about an influencer type with charisma that inspires the team? Maybe there are too many dominant personalities and you could use someone who is happy to follow another team member’s lead. 

Write a better job advertisement. Our job description needs to paint a compelling picture of what a job seeker can expect in the role. A good employment relationship is a win-win. Instead of focusing on “What’s in it for me,” write the job posting from the place of “What’s in it for them.” This is an advertisement, rather than a job description. This is where we get to woo them and sell ourselves and our team. 

Scale Up Your Profile. Love your practice and think it’s a great place to work? Shout it from the rooftops! Employer Profile Pages on DentalPost are a great resource for a practice to showcase its unique “persona” to jobseekers. Stand out in a sea of sameness with a custom image gallery highlighting the office and team, as well as a personalized introduction to add a bit of personality to the practice profile.

Understand the Competition. To win the talent war, we need to understand our competition. Look at the job postings from other area practices. What are they offering? Is their ad more compelling? What details can be added to your job postings to make it more compelling to a potential candidate?

Know who you are looking for. When we’re short-staffed, our knee-jerk reaction is to find someone fast, but hiring the wrong person can end up costing us time, energy and money in the long run. (Did you know a bad hire can cost us up to 60% of an employee’s salary?!) But, when it’s done right, we save time and money. Be clear about who you are looking for. It pays to take time to laser focus on the skills and traits we most need and want in a new hire. One key step toward this is to map the strengths and skills of the existing team using DentalPost’s free online assessments tools. This will help to better see the holes and gaps in team members’ abilities, talents, and potential. It will also help save time and money by channeling efforts so that we are narrowing in on only the best possible fit for our team, saving time and money in the end

Reduce Bias To Uncover Hidden Candidates 

Our biases can (and often do) get in the way of hiring the best people for our teams and businesses. The result? Overlooking great candidates in the screening process - something few of us can afford these days. We all have both conscious and unconscious bias. The good news is that there is something we can do about it.

Rather than go on gut instinct, which can sometimes mislead us, we instead can focus on the skills and personal qualities that make for a great dental professional and team member, and bring harmony to our practice. A well-rounded team with different strengths and drives is key to keeping things running smoothly. 

SmartView by DentalPost is the only unbiased screening tool in the industry that can actually help hiring managers expand the candidate pool by temporarily removing candidate photos and names. This lets your hiring manager focus on the things that really matter to the role – skills, assessments and profile scores - rather than personal preferences which aren’t reliable hiring criteria. Unbiased hiring and screening opens us up to candidates who may be a perfect fit, but who we may have otherwise overlooked.

Take advantage of premium hiring packages from the start. A comprehensive hiring approach that adds a resume subscription to your job posting can help save you time, money and maximize your hiring efforts by reaching more candidates right from the start - something we all need in today’s hiring climate. 

Hire smarter using data. Once we identify and short-list top candidates, our next “secret weapon” to help us dig deeper includes assessments, ranging from skills and core values to personality traits and emotional intelligence. Again, evaluate the existing team to identify gaps. Need leadership on the team because it’s lacking? Or maybe there are too many “big picture” folks and not enough detail-oriented team members? 

Having everyone on the team take the “DISC” personality assessment helped us see what makes us tick. Then, we were able to determine what we were missing. Plus, if you already know the soft skills required for the open position, it will make it easier and faster spotting the right fit. For example, for a Front Desk Coordinator, the ideal candidate would ideally need to be a “CS” (Conscientious, Supportive) personality type. Anyone with all “D” type was likely to clash with the team dynamic. While you never rule someone out completely based on their DISC assessment, it’s a great tool in helping make a smart hire. 

The "DISC" assessment helps practices understand an applicants personality type before hiring. 

Know how you compare. Are you being competitive in the marketplace? See how your practice stacks up, and what changes you can make to attract and keep the best talent!

More than ever, we all have to level up our hiring games to be successful in this new era of employment. Go beyond and get outside your comfort zone when it comes to your search. An open mind combined with perseverance and extra effort yields great rewards. When we take an active role in attracting and bringing people into our businesses, we give ourselves the advantage and increase our odds of hiring right the first time, and building teams that thrive.

Take a look at some of the tools and tips to find the right fit for your practice when hiring new employees.  

Solo to DSO: How Successful Practices Hire 

Pulpdent Awarded Patent for Restorative Technologies


Dental research and manufacturing company Pulpdent has announced a newly patented technology available in ACTIVA Presto, the company’s universal light-cure bioactive restorative. The bioactive molecule allows for remineralization, hydroxyapatite formation, and a higher esthetic quality of restorative, according to a press release from Pulpdent. The methacrylate-functionalized calcium phosphate (MCP) can be placed in a dental restorative material to then transfer calcium, phosphate, and fluoride from saliva to tooth. This is said to create a scaffold for mineral precipitation, apatite formation, and biomineralization, according to Pulpdent Vice President Don Berk.

“The advent of Pulpdent’s two MCP patents represents the culmination of decades of research by our science team,” Don Berk said in the press release. “The behavior of the MCP molecule was discovered in an effort to push dentistry to a new era of restorative possibilities—one characterized by materials that actively promote tooth health while also meeting the esthetic demands of smile-zone dentistry. By introducing MCP to the marketplace and to dental professionals across the world, we’ve taken an incredible leap to fulfill our mission of fundamentally improving dental care.”

The MCP molecule, known as Crysta, will be available in ACTIVA Presto. Acting as the company’s universal light-cure bioactive restorative, ACTIVA Presto is said to promote the health of restored teeth while meeting esthetic standards in the industry. Crysta, which has been developed over the course of 6 years, is designed to be durable, esthetic, and suitable for use in the anterior and posterior. It can be used with ACTIVA BioACTIVE-RESTORATIVE, also from Pulpdent, together to protect against secondary caries. These bioactive dental materials stimulate natural processes to protect against caries, according to Pulpdent President Fred Berk.

“We realized that active dental materials were the future and began investing heavily in bioactive dental research more than 20 years ago,” Fred Berk said in the press release. “It has taken many breakthroughs to achieve a light-cure material with bioactive properties that works exactly the way dentists expect. A great many hurdles have been unequivocally overcome with the advent of Crysta and ACTIVA Presto, which solve the challenges that have impeded bioactive restorative materials from universal use in the marketplace to this point.”

The newly patented Crysta MCP technology is available now in ACTIVA Presto.

This bioactive molecule that promotes remineralization and natural processes has received a patent for its use in Pulpdent’s ACTIVA Presto. 

Pulpdent Awarded Patent for Restorative Technologies

BIOLASE and EdgeEndo Announce FDA Clearance of EdgePRO


BIOLASE and EdgeEndo have announced the U.S. Food and Drug Administration (FDA) clearance of its EdgePRO Laser-Assisted Microfluidic Irrigation device. This device is designed for endodontic procedures for cleaning and disinfection, according to a press release from BIOLASE. It utilizes BIOLASE’s Er,Cr:YSGG 2780 nm wavelength technology. This laser technology can be used for debridement, cleaning, and disinfection for root canal procedures. It uses laser light-sound technology paired with irrigation to do this.

BIOLASE will helm the manufacturing of this system along with procedure tips and accessories for EdgeEndo. EdgeEndo will helm sales of the EdgePRO system. EdgeEndo founder and CEO Charles Goodis, DDS, said that this partnership would offer solutions to endodontists to improve outcomes.

"This clearance enables endodontists to access state-of-the-art technology that has the potential to improve clinical outcomes and patient experiences. We remain committed to offering products and solutions that may enhance specialist skills in providing the highest quality of care for their patients while producing streamlined efficiencies for practices in a cost-effective manner," Dr Goodis said in the press release. "We are proud to partner with BIOLASE, in our combined effort to service and support the specialty with innovative and effective technologies that may elevate the quality of dental care."

The EdgePRO system and related products are available now in the United States.

BIOLASE and EdgeEndo announce clearance of their irrigation and disinfecting EdgePRO system. 

BIOLASE and EdgeEndo Announce FDA Clearance of EdgePRO

Carestream Dental Responds to 3Shape Lawsuit Announcement


On January 6, 2022, 3Shape announced its filing of a complaint against Carestream Dental in federal court in the Western District of Texas. This lawsuit and patent infringement were filed in regards to intraoral scanning technology. Carestream Dental reports this complaint is without merit, and intends to defend itself against these claims, according to a press release from the company.

Also according to this press release, Carestream Dental cites its sales of dental scanners since 2013 with respect for patents and intellectual properties. Because of this, Carestream Dental will defend against these claims.

Carestream Dental will not discuss pending litigation further and will continue regular selling and servicing practices as usual.

Carestream Dental intends to defend itself in regards to purported patent infringement claims from 3Shape. 

Carestream Dental Responds to 3Shape Lawsuit Announcement

Hello everyone, my name is Annie Ngo. I'm a product manager at Tokuyama Dental America being responsible for all the marketing activities of Rebase III, OMNICHROMA Flow and the majority of Tokuyama Dental’s legacy brands of composites, bonding agents, cements, denture relines, and desensitizer. Thank you for having me today.

Following our missions of innovating tomorrow's dentistry today, we have worked diligently to continue developing new and improved products that will help make dental practices even more successful, we are very happy that our efforts are being recognized.

Rebase III is the maturation of chairside hard denture reline material, replacing Rebase II and continuing 30 years of Rebase brand legacy. Rebase III reaches new levels of quality and dependability that made Rebase III the preferred choice for chairside hard denture reline. Designed for all long term complete and partial acrylic hard denture reline applications, Rebase III further optimizes the overall chairside procedure through enhanced mixability, cutting the mixing time they have and achieving less bubble formation extended handling time without lengthening the overall procedure, maintaining the flowable consistency longer to be applied as a thin washed layer immediately after meeting. 

Increased flexible strength outlasting the most durable hard denture relines available on the market.

But not all new features and benefits are held exclusively for dentists. Rebase III eliminates intraoral discomfort by removing hash chemical odors and tastes that are commonly associated with hard denture reline treatments. Rebase III remains methyl methacrylate free. Rebase III is pleasant for the patient and now easier than ever to use.

Tokuyama Dental America Product Manager Annie Ngo talks about some of the benefits of the Rebase III hard denture reline material. [2 minutes]

With Ease of Use and Comfort, Rebase III Makes a Strong Impression

Midmark Corp. has introduced new options in the Synthesis collection of clinical-grade dental cabinetry that provide more efficient storage with better ergonomic reach and visibility. 

Clinical work is demanding and can be physically strenuous. According to the U.S. Department of Labor, dentistry is the number one most damaging profession to your health. Cabinetry that is too tall or too deep can limit access to available storage and contribute to stress injuries as clinicians repeatedly reach and strain for out-of-reach or hard-to-access supplies. The new options available in Midmark’s Synthesis Cabinetry Collection better position storage to require less reach and include: 

Wall-hung configurations designed to improve reach and increase ergonomic storage while decreasing hard to use, non-ergonomic storage in the same amount of space.

Gravity-fed, angled flow shelving for improved visibility and accessibility to supplies, even for items stored at the back.

Bins and dividers for the next level of organization and a better workflow.

“According to the ADA and ADHA, over half of dental school graduates in 2020 and 98% of dental hygienists today are female, yet the typical cabinetry and storage they use was not designed for them,” says Stephanie Woeste, director of dental marketing for Midmark, a leading dental solutions provider focused on the design of the clinical environment to improve delivery of care. “This makes reach and visibility a challenge, causing wasted space and a higher risk of injuries among caregivers. Midmark’s new Synthesis cabinetry options incorporate ergonomic principles and allow doctors to create unique workspaces that adapt to their teams instead of forcing their teams to adapt to the workspace.”

The full Midmark Synthesis Cabinetry collection includes base storage cabinets, overhead cabinets, mobile treatment cabinets, and specialty cabinets available in multiple styling options for a unique, efficient, and ergonomically superior space.

Synthesis cabinetry designed to improve usable storage and ergonomic reach for dental caregivers.