50 Years to Gender Parity: Can STEM Afford to Wait?: A Cardiologist and NIH Chief Officer of Scientific Workforce Diversity Reflects on What It Will Take to Keep Women in Biomedicine

IEEE Pulse ◽  
2017 ◽  
Vol 8 (6) ◽  
pp. 46-48 ◽  
Author(s):  
Hannah A. Valantine
Keyword(s):  
Workforce Diversity ◽  
Gender Parity ◽  
Chief Officer ◽  
Scientific Workforce

scholarly journals Partnered Research Experiences for Junior Faculty at Minority-Serving Institutions Enhance Professional Success

2013 ◽  
Vol 12 (3) ◽  
pp. 394-402 ◽  
Author(s):  
Andrew G. Campbell ◽  
Michael J. Leibowitz ◽  
Sandra A. Murray ◽  
David Burgess ◽  
Wilfred F. Denetclaw ◽  
...  
Keyword(s):  
Academic Success ◽  
Positive Impact ◽  
Junior Faculty ◽  
Workforce Diversity ◽  
Federal Grant ◽  
Training Support ◽  
Research Activities ◽  
Student Training ◽  
Scientific Workforce ◽  
Minority Serving Institutions

Scientific workforce diversity is critical to ensuring the realization of our national research goals and minority-serving institutions play a vital role in preparing undergraduate students for science careers. This paper summarizes the outcomes of supporting career training and research practices by faculty from teaching-intensive, minority-serving institutions. Support of these faculty members is predicted to lead to: 1) increases in the numbers of refereed publications, 2) increases in federal grant funding, and 3) a positive impact on professional activities and curricular practices at their home institutions that support student training. The results presented show increased productivity is evident as early as 1 yr following completion of the program, with participants being more independently productive than their matched peers in key areas that serve as measures of academic success. These outcomes are consistent with the goals of the Visiting Professorship Program to enhance scientific practices impacting undergraduate student training. Furthermore, the outcomes demonstrate the benefits of training support for research activities at minority-serving institutions that can lead to increased engagement of students from diverse backgrounds. The practices and results presented demonstrate a successful generalizable approach for stimulating junior faculty development and can serve as a basis for long-term faculty career development strategies that support scientific workforce diversity.

Achieving Health Equity through Digestive Diseases Research and Scientific Workforce Diversity

2022 ◽  
Author(s):  
Megan E. Singh ◽  
Stephen P. James ◽  
Gregory G. Germino ◽  
Griffin P. Rodgers
Keyword(s):  
Health Equity ◽  
Workforce Diversity ◽  
Digestive Diseases ◽  
Scientific Workforce

The Islamic Integrated Model for Drug Addict Treatment and Rehabilitation on Kratom Use Among Muslim Adolescents: A Case Study in Krabi Province, Thailand

2019 ◽  
Vol 10 (5) ◽  
pp. 479-487
Author(s):  
Sawpheeyah Nima ◽  
◽  
Yupa Somboon
Keyword(s):  
Group Discussion ◽  
Integrated Model ◽  
Drug Addict ◽  
Community Based ◽  
Program Leaders ◽  
Depth Interview ◽  
Religious Learning ◽  
Chief Officer ◽  
Islamic Faith

There are several medical drug addict treatment methods used by physicians and other health professionals worldwide. The community-based treatment and care for drug use and dependence have increased in popularity. However, little is known about whether or how Islamic spirituality model could be incorporated into formal treatment in the Muslim community. This study aimed to explore the Islamic integrated model for drug addict treatment and rehabilitation on Kratom use among Muslim adolescents in Krabi Province, Thailand. The focus group discussion and in-depth interview were carried out in chief officer, the staff of treatment service volunteers, program leaders, and families and friends of addicts during October 2017-December 2018. The results revealed that the implementation of integrated Islamic religious learning in the drug therapy session to grow the spiritual religiosity and lower relapse among Muslim youth who were previous kratom addicts. The Islamic faith-based treatment model could be declared the evidence of kratom recovery in community level.

Workforce Diversity on Employee Performance in the Office of the Attorney General and Department of Justice, Kenya

2019 ◽  
Vol 3 (V) ◽  
pp. 252-266
Author(s):  
Hellen Kanaiza Barang’a ◽  
Chrispen Maende
Keyword(s):  
Employee Performance ◽  
Attorney General ◽  
Diversity Management ◽  
Educational Background ◽  
Workforce Diversity ◽  
Department Of Justice ◽  
Business World ◽  
Age Diversity ◽  
And Gender ◽  
Unit Of Observation

Embracing and managing diversity in today’s business world is an essential part of successful business practices as it brings various voices to a team, improves morale and increases overall productivity. However, manager face difficulties in understanding the value of each person’s unique abilities or voice, there may arise some instances where certain employees still have conflicts. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. In the office of the attorney general and department of justice now going through a massive influx of young workforce in both gender with diverse educational background and from different ethnic groups have brought a challenge of having different sets of values, expectations, and work styles in the work place and also understanding the other’s culture has been a heavy task on managing work force in the organization. It is due to this regard that this study sought to investigate the influence of workforce diversity on employee performance in the office of the Attorney General and Department of Justice in Nairobi City County, Kenya. The study specific objectives were to examine the influence of educational background diversity, ethnicity diversity, age diversity and gender diversity on employee performance. The theories guiding the study were the human capital theory, social identity theory, social exchange theory and social categorization theory. This study will use descriptive survey research design. The unit of observation was office of the Attorney General and Department of Justice in Nairobi City County, Kenya and the unit of observation was 5 Human Resource Managers and 50 Support Staff from HRM department. A census of 55 respondents was carried out. Primary data was collected using questionnaires. Quantitative data was analysed with the use of descriptive statistics such as mean and standard deviations and presented using tables, graphs, charts and figures. Content analysis was used to test data that was qualitative in nature or aspect of the data collected from the open ended questions. Multiple regression analysis was used to test the extent to which the variables relate to each other. The study examined that educational background diversity, ethnicity diversity, age diversity and gender had a positive and significant relationship on employee performance. The study concluded that employees with diverse educational background promote higher levels of consistency, creativity because of their unique perspectives. Ethnicity diversity management improve gains in worker welfare and efficiency, leads to reduced turnover costs, fewer internal disputes and grievances, prevention of marginalization and exclusion of categories of workers, improved social cohesion and so on. Age diversity in the workplace provides a larger spectrum of knowledge, values, and preferences. Having a diverse gender within the organization leads to a wider talent pool, encourages different points of view and approaches that come from different life experiences and the organization to challenge gender stereotypes. The study recommended that the organization should employ people of different backgrounds in education so as to improve creativity and innovation. The organizational management has responsibilities when it comes to promoting and monitoring ethnic diversity policy in the workplace. It is highly essential for the organization to find effective ways to meet the challenges of age diversity because both the old and the young employees can make tremendous contributions to the organization, in their own unique way. The organization should encourage team leaders to select diverse groups for projects to ensure the genders do not naturally separate.

Informal Institutions and Women’s Political Representation in Chile (1990–2015)

2018 ◽  
Author(s):  
Susan Franceschet
Keyword(s):  
Political Representation ◽  
Informal Institutions ◽  
Women's Ministry ◽  
Gender Parity ◽  
Formal And Informal Institutions ◽  
Electoral Reforms ◽  
National Congress ◽  
Gender Quota ◽  
Female President ◽  
Elected Office

Despite electing a female president, Michelle Bachelet, and at one point achieving gender parity in cabinet appointments, women’s presence in Chile’s national congress remains small, is only slightly higher at local levels, and is extremely limited among party and coalition leaders. In her gendered analysis of representation, Susan Franceschet argues this is because of the strong formal and informal institutions that limit the size of electoral districts, require large thresholds to win seats, and require coalition negotiation over candidates for elected office. Even though women have a mixed record of representation, their presence has had important policy consequences. A gender-focused presidency has been critical for passage of gender-attentive policies. Women in Chile’s legislative arenas have been more likely to bring gender issues to the agenda. Franceschet points out that Sernam, the women’s ministry, has played a critically important role in this. The electoral reforms approved by congress in 2015 include a gender quota, creating expectations that improvements will continue.

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