Diverse Workforce Research Articles

Diversity in Medical School, Orthopaedic Surgery Residency, and ACGME-Accredited Foot and Ankle Orthopaedic Surgery Fellowship Training by Gender, Race, and Ethnicity.

Increasing diversity in the US health care workforce is a topic of increasing scrutiny and interest. This study analyzes the pipeline of demographic diversity for Accreditation Council for Graduate Medical Education (ACGME)-accredited foot and ankle orthopaedic surgery fellowship training. This was a cross-sectional study of medical students, orthopaedic surgery residents, and orthopaedic foot and ankle fellows at US-accredited training programs from 2013 to 2022. Self-reported demographic data were available for trainees and compared with the 2020 US Census according to federal guidelines. Participation-to-prevalence ratios (PPRs) were calculated and analyzed to classify representation of demographic groups in orthopaedic foot and ankle surgery training as overrepresented (PPR > 1.2), equivalent (PPR = 0.8-1.2), and underrepresented (PPR < 0.8). Disparities existed in demographic representation among medical students, orthopaedic surgery residents, and ACGME-accredited orthopaedic foot and ankle fellows among women (48.4% vs 16.1% vs 20.1, P < .001), black (6.9% vs 4.6% vs 4.5%, P < .001), Asian (23.9% vs 14.1% vs 23.9%, P < .001), and Hispanic (6.1% vs 4.6% vs 3.0%, P < .001) trainees. There were no self-reported American Indian/Alaska Native and Native Hawaiian/Pacific Islander trainees in orthopaedic foot and ankle fellowship training (PPR = 0). Women (PPR = 0.40), black (PPR = 0.36), and Hispanic (PPR = 0.16) trainees were underrepresented in orthopaedic foot and ankle training relative to the US population. In contrast, Asian (PPR = 3.45), men (PPR = 1.61), and white (PPR = 1.21) trainees were overrepresented in orthopaedic foot and ankle relative to the US population. There is a lack of gender, racial, and ethnic diversity in orthopaedic foot and ankle training relative to the US patient population and earlier stages of medical training. Increased efforts to recruit underrepresented groups may promote diversity and inclusion in the emerging orthopaedic foot and ankle surgery workforce. III.

Barriers and facilitators to engagement with between-session work for low-intensity Cognitive Behavioural Therapy (CBT)-based interventions: a qualitative exploration of practitioner perceptions

BackgroundTo address the growing demand for psychological treatment, healthcare providers are increasingly utilising low-intensity interventions, characterised by reduced practitioner contact and emphasis on independent patient engagement with therapeutic materials through between-session work (BSW). While BSW is critical for maximising treatment outcomes, patients and practitioners report challenges with its completion. Research identifying factors influencing between-session engagement in Cognitive Behavioural Therapy (CBT) has largely focused on high-intensity CBT, limiting understanding within low-intensity contexts.MethodsThis study explored practitioner perspectives on the barriers and facilitators of BSW engagement within low-intensity CBT-based interventions. Using interpretive description methodology, 22 Psychological Well-being Practitioners (PWPs) from UK National Health Service (NHS) Talking Therapies services were interviewed. Inductive and deductive framework analysis was used to crossmatch data to an existing conceptual model of predictors for CBT BSW engagement.ResultsPractitioners identified patient-level barriers including passive treatment expectations, comorbid health conditions, social stressors, and reduced mental health literacy, particularly among ethnic minority populations. Practitioner-level facilitators involved clear task planning and personalised BSW tailored to patients’ sociocultural environments. Organisational recommendations emphasised the need for diverse workforces and adequate training in culturally sensitive care.ConclusionsFindings underscore the importance of practitioner behaviours in optimising patient engagement between-sessions, offering clear directions to enhance treatment outcomes in globally adopted low-intensity interventions.

Bridging the work governance divide: Pluralism and performance

AbstractThis article introduces a new direction of studies that looks at the Workplace of the Future through enlarged interdisciplinary lenses. This article bridges the divide between different traditions – human resource management, industrial relations and economic democracy – arguing theoretically and demonstrating empirically their complementarity in designing a workplace that better responds to the challenges posed by increasingly conflicting demands, such as flexibility and safeguards; quality of life and quality of productive output; diversity of workforce; and diversity of contexts and institutions. We hypothesise and find (using the largest available dataset on work‐related systems CRANET) that the response may lie in adopting ‘pluralist’ work governance models, blending mechanisms that differ in kind and are recommended by different disciplinary traditions: ‘highly powered incentives’, worker representation and voice rights, communitarian practices and formal personnel systems. We also show that pluralist systems in the ‘private governance’ sphere are complementary with strong labour‐related institutions in the ‘public governance’ of work; and indicate how those findings can lead to a better understanding of how to take into account institutions, such as governments, regulations and industries, in shaping and designing the workplace of the future. In particular, the finding that a pluralist configuration consistently outperforms other configurations across industries and countries suggests that a pluralist trait may be a universally valid attribute of workplace governance, even though the specific mechanisms that create that variety are different and context‐dependent.

Interprofessional and Inter-Organisational Collaboration in the COVID-19 Vaccination Programme: Lessons From North Central London.

To discuss inter-organisational collaboration in the context of the successful COVID-19 vaccination programme in North Central London (NCL). An action research study in 2023-2024. Six action research cycles used mixed qualitative methods. Four findings are presented which illustrate inter-organisational collaboration across professional and organisational boundaries: working in the action research group, learning to work as an action research group, working collaboratively in new ways, working outside professional, occupational and organisational silos. These themes are discussed in relation to the literature on interprofessional and inter-organisational collaboration. The COVID-19 vaccination programme offered a way out of the pandemic. Between December 2020 and February 2022, 2.8 M people were vaccinated by the NCL Vaccination team in an example of inter-organisational collaboration between science, health and community. Staff on the vaccination programme worked inter-organisationally in new ways to achieve this. In NCL several thousand local residents joined the NHS to work with healthcare professionals including nurses, nursing associates and students to deliver the programme in new ways which are illustrative of inter-organisational collaboration. No PPI within this study. The implications for the profession and for healthcare organisations of the findings are that, in contrast to traditional ways of working which have been entrenched in silos of professional knowledge and expertise, health professionals are able to work in new ways and find inter-organisational work satisfying. This has implications for patients as it has the potential to improve communication between very different organisations and as the vaccination programme shows, results in successful public health vaccination rates. This study set out to create a public resource for learning (for future pandemics or other works of national effort) to commemorate the collaborative efforts of the diverse vaccination workforce and volunteers involved in the programme. Participation in the COVID-19 vaccination programme had a profound effect on NHS clinical and professional staff, on partners across business and volunteer organisation in North Central London and on volunteers from the public in North Central London. Inter-organisation collaboration has been sustained after the delivery of the vaccination programme in North Central London; innovative ways of working have been introduced in the local community to deliver ongoing vaccinations and wider prevention activities and the partnership between academia and clinical practice. The research findings have had an impact on the research participants and the wider public through the website created as a public resource to commemorate the COVID-19 vaccination programme in North Central London. The consolidated criteria for reporting qualitative studies (COREQ) was used as a guide throughout data collection and analysis. The public were involved as participants in this study. They did not participate in the study design.

How to Achieve Diversity, Equity, and Inclusion in The Korean Society of Gastroenterology?

With the increasing emphasis on diversity, equity, and inclusion (DEI) in organizations and institutions, academic societies in gastroenterology and hepatology are beginning to take actionable steps toward achieving DEI. The successful implementation of DEI initiatives leads to excellence in the field, improved patient outcomes, particularly in areas where health disparities are prevalent, and advances in the gastrointestinal discipline. Such implementation also results in a workforce that better reflects the growing diversity of the population. This review defines DEI and introduces the DEI policies and strategies adopted by the academic societies of gastroenterology in other countries. This paper proposes strategies to integrate DEI better into the Korean Society of Gastroenterology, emphasizing the importance of embedding DEI into the culture and strategic framework. The key strategies include establishing a DEI committee, setting clear targets, and conducting formal assessments to measure DEI progress. This study focused on enhancing workforce diversity, particularly among women and young doctors, and advocates for the need to support their academic development through male allyship and the promotion of equitable and inclusive academic cultures.

Promoting Accessibility and Equity in Social Work Education : Measures to Develop Forms of Outreach, Access and Support During Studies for Migrants

The education and labour markets have become segregated. Migrants find it difficult to find employment in specialist jobs in the healthcare and social welfare sector that require a university degree and are linguistically demanding. Particularly in social work, the need for a diverse workforce has been recognised: workers should be more representative of the population and respond to the needs of an increasingly diverse client base. The Faculty of Humanities and Social Sciences at the University of Jyväskylä seeks to promote educational equity and to find ways to increase the representation of migrants in Finnish-medium social work degree programmes. This survey examines (a) how to better reach migrants to engage them in social work degree programmes, (b) how to improve access to degree programmes and (c) what kind of support should be offered to migrants during their studies. The survey proposes measures to promote accessibility and equity in social work degree programmes. While this survey focuses on a specific area of education, accessibility and equity issues concern the whole university field, which must be able to serve increasingly diverse groups of applicants and students. The results indicate that the marketing of social work degree programmes needs to be more clearly targeted at migrants: the recognition of social work needs to be increased, and the narratives of migrants’ careers and studies need to be shared across multiple channels and languages to make the pathways to university studies appear more accessible. New solutions are also needed to enable equitable access to degree programmes. When communicating about application and admission practices, linguistic accessibility should be considered. Similarly, the ongoing entrance examination reform should ensure cooperation with language, assessment and testing experts. Migrants should be offered the opportunity to be granted extra time in entrance examinations, so that they can compete with native speakers in student admissions. To improve conditions for equitable access, a dedicated admission path to a bachelor’s and master’s degree programme or a master’s degree programme must be established for migrants. As part of this, the linguistic accessibility of admission criteria and methods should be developed. The needs for linguistic support should be identified at the beginning of studies and appropriate language learning paths should be planned. Improving the accessibility of content studies requires a language-aware approach that integrates language and content, which, in turn, calls for the development of staff competence and resources for training and the consolidation of practices. A prerequisite for the targeting of these measures is the identifiability of migrants at universities. Overall, the promotion of educational accessibility requires addressing the issues of outreach, access and support during studies in parallel.

Foreign workforce in tourism: the current status and challenges in South Korea

ABSTRACT Foreign workers play an increasingly essential role in South Korea's tourism industry, addressing labor shortages influenced by an aging population and declining birth rates. To investigate the contributions and challenges associated with the employment of foreign workers in South Korea’s tourism sector, this study gathered insights from 11 Korean employers and 11 foreign employees, focusing on key themes such as workforce diversity, intercultural exchange, language proficiency, and professional growth. Findings reveal that foreign employees enhance Korea’s tourism appeal by bringing cultural diversity, language skills, and unique perspectives. However, challenges remain, particularly in visa processing, language barriers, and integration within Korean workplace culture. The study underscores the need for supportive policies, including streamlined immigration processes and targeted language and cultural training. This research contributes to the growing body of knowledge on tourism workforce dynamics and highlights the importance of foreign labor for sustainable growth in South Korea’s tourism industry.

When Personal Identity Meets Professional Identity: A Qualitative Study of Professional Identity Formation of International Medical Graduate Resident Physicians in the United States

International medical graduates (IMGs) account for 25% of the physician workforce in the United States, yet little is known about their professional identity formation (PIF). This qualitative study explores the process of PIF in IMG residents with special attention to how they integrate their intersectional marginalized personal identities. Method: Using a social constructivist approach, the researchers conducted semi-structured individual interviews with 15 IMG resident physicians in the United States. The authors analyzed the data using a constant comparison approach and identified themes by consensus. Results: Participants described their PIF journey beginning before starting residencies in the US. Their PIF was challenging due to structural barriers associated with their immigrant status. Furthermore, participants reported more difficulties with PIF if they did not look white. When their pre-existing professional and personal identities clashed with the American professional norm, the residents suppressed or compartmentalized these pre-existing identities. However, participants also reported that their diverse personal identities could be assets to the provision of care for diverse patient populations. Conclusions: This study reveals the identity tension experienced by IMGs in their PIF journey and the different strategies they employed to navigate the conflicts with American professional norms. This study suggests reimagining PIF frameworks to cultivate a more diverse physician workforce.

STEM Teacher Characteristics and Mobility: Longitudinal Evidence From the American Midwest, 2010 Through 2023

ABSTRACTThis study examines the demographics, qualifications, and turnover of STEM teachers in Kansas and Missouri—two contiguous, predominantly rural states in the Midwestern region of the United States. The existing literature lacks detailed insights regarding U.S. STEM teachers, especially with recent economic and social changes over the COVID‐19 pandemic, and there is particularly limited evidence regarding STEM teachers in the U.S. Midwest. Utilizing large‐scale administrative longitudinal data, we filled part of this gap by documenting the characteristics and turnover patterns of STEM teachers in Kansas and Missouri over a 13‐year period, from 2010 through 2023. Our analysis shows declining trends among young and early‐career STEM teachers, STEM certification, and rising STEM teacher turnover, especially post‐COVID‐19. We found particularly high turnover rates in urban schools and schools with the highest shares of students of color and poverty. We also found numerous factors of STEM teacher turnover, including salary and employment in schools serving high percentages of minoritized and low‐income students, as well as differential turnover patterns among school geographical circumstances. This work is the first comprehensive examination of STEM teachers in Kansas and Missouri. We offer insights into the teacher workforce of the traditionally overlooked U.S. Midwest. Our results suggest important policy implications for sustaining a diverse and qualified STEM teacher workforce in the U.S. amid post‐COVID‐19 social changes, thereby informing decision making at state and national levels that aim to foster equitable access to high‐quality STEM education among students in diverse contexts, while contributing to the U.S.'s long‐term economic growth, sustainability, and the world's advancement of STEM education.

Asymmetric role of board diversity on green growth mechanism: Evidence from COP27 framework.

Corporate governance has an ethical and legal obligation to safeguard environment from the effects of business operations. In this vein, our study examines the role of board diversity in green growth, renewable energy, social inclusion, and natural capital protection. A green growth index was created using indicators endorsed by the Global Green Growth Organization to accomplish the research objectives. For the 2012-2023, a panel of 451 US non-financial firms was selected from the S&P1500 index. The proposed hypotheses were tested using a fixed effect and quantile-based GMM. The MMQR findings suggest a potential non-linear relationship between diversity in the top management team and green growth. Moreover, a diverse workforce can also encourage environmentally friendly practices. Furthermore, renewable energy has been found to benefit from US board diversity. However, a diverse boardroom can harm social inclusion in the US. In addition, workforce diversity stimulates renewable energy use and social inclusion and protects US natural capital. The impact of board diversity on green growth, renewable energy use (SDG7), and natural capital protection can be amplified by enhancing the diversity of independent directors, gender diversity, and professionals from different backgrounds. Diversity in the workforce and boardrooms is imperative to renewable energy, social inclusion and the protection of natural capital. In the US-listed firms, their marginal impact should be improved.

A ANALYSIS OF LEGAL PROTECTION AND LABOR GENDER EQUALITY IN THE COAL MINING INDUSTRY PT. MUTIARA ETAM COAL, PALARAN DISTRICT, EAST KALIMANTAN

Regulations related to legal protection and gender equality in labor are crucial aspects, especially in industries dominated by male workers such as coal mining. This study aims to analyze legal protection for gender equality in the coal mining industry, with a case study on PT. MEC. The research method used is qualitative descriptive with a case study approach. This research involves company leaders and employees as research subjects, with data collection techniques through observation, interviews, and documentation. Data analysis is carried out through the stages of collection, reduction, presentation, and drawing conclusions. The results of the study show that PT. The MEC complies with Law No. 13 of 2003 on Manpower, which explicitly prohibits gender discrimination in the workplace. The implementation of gender equality at PT. MEC is based on several key factors. First, the company implements an equal wage system between men and women, based on the principle of fairness and efforts to increase the retention of female employees. Second, PT. The MEC implements an inclusive recruitment policy that actively encourages women's participation in various departments, aiming to increase workforce diversity. Third, the company provides facilities and policies that support employee welfare, including maternity leave and adequate lactation facilities. PT. The MEC also takes special measures to ensure the safety of workers, especially women, including anti-harassment policies. However, challenges remain, especially in raising workers' awareness of gender equality rights and encouraging more women to pursue careers in the industry. Although PT. While MECs have demonstrated a strong commitment to gender equality and creating a fair working environment, further efforts are still needed to achieve all-round equality. These findings emphasize the importance of sustainable implementation of more comprehensive policies and strategies in the context of the coal mining industry.

Increasing and Diversifying the Primary Care Physician Workforce.

The lack of an adequate primary care physician workforce has been a decades-long challenge facing the delivery of healthcare in the United States of America (USA). Previous research has highlighted how strengthening the nation's primary care infrastructure is a critical part of improving the nation's health. Strengthening the infrastructure may also be a strategy for addressing the disproportionate burden of poor health and health outcomes experienced by underserved populations. But, little attention has been focused on how the primary care workforce may affect health disparities. This commentary highlights the importance of the provision of primary care services for populations that experience health disparities, ways that the primary care workforce shortage affects these populations, and potential solutions to expand the reach of the current workforce and to build a diverse workforce to meet the growing needs of the increasingly diverse US population.

Representation Quotients to Examine Diversity in Ophthalmology Residency Applicants and Matriculants

A diverse ophthalmic workforce is key to equitable care, and identifying areas of underrepresentation is important in tackling vision care disparities. To evaluate the diversity of applicants and matriculants in ophthalmology residency programs relative to medical school graduates and analyze the intersection of race and gender within this pathway. This retrospective cross-sectional study conducted from 2022 to 2024 used representation quotients (RQs) using reports from the Association of University Professors of Ophthalmology and San Francisco Match, along with demographic data from the Association of American Medical Colleges from 2008 to 2021. RQs measure equity by dividing a racial, ethnic, or gender group's proportion in a specific population by its proportion in a larger reference population. Individuals who graduated from US medical schools from 2008 to 2021 or who applied to or matriculated into US ophthalmology residency programs from 2015 to 2021 and from 2008 to 2021, respectively, were eligible for inclusion. Applying to or matriculating into ophthalmology residency. The primary outcome was median RQs and trends among racial, ethnic, and gender groups for ophthalmology applicants (RQapp) and matriculants (RQmat), with RQ differences evaluated using Mann-Whitney U tests. Among total applicants (n = 5304) and matriculants (n = 6139), 36% and 42% of applicants and matriculants, respectively, were female (applicants: 28% Asian, 4% Black, 7% Hispanic, and 47% White; matriculants: 31% Asian, 3% Black, 5% Hispanic, and 57% White). Self-identified Black individuals had the lowest median (IQR) RQs (RQapp, 0.604 [0.437-0.771]; RQmat, 0.469 [0.341-0.597]). Regression analysis revealed increased representation for male applicants (slope, 0.036; 95% CI, 0.015-0.057; P = .007) and matriculants (slope, 0.009; 95% CI, 0.002-0.016; P = .02), but decreased representation for female applicants (slope, -0.031; 95% CI, -0.010 to -0.102; P = .01) and matriculants (slope, -0.009; 95% CI, -0.016 to -0.002; P = .02). Black (RQapp, 0.604 vs RQmat, 0.469; P = .047) and Hispanic (RQapp, 1.46 vs RQmat, 1.04; P = .03) groups experienced a decrease between applicant and matriculants. This cross-sectional retrospective study found persistent underrepresentation of Black and female individuals in ophthalmology residency programs, with increases in Black and Hispanic applicants failing to translate into higher matriculation rates. Barriers that female or Black medical students face when applying or matriculating into ophthalmology residency may contribute to their underrepresentation in the field.

Gender and ethnic diversity and wage gaps in the Canadian chiropractic workforce

BackgroundAs health systems worldwide continue to face health workforce challenges exacerbated by the Covid-19 pandemic, chiropractors can play an important role in meeting increasing needs for rehabilitation services. However, limited evidence from some countries suggests the chiropractic workforce does not reflect the diversity of the population it serves. This observational study quantifies the chiropractor workforce in Canada in gender and ethnocultural composition and earnings, as tracers of equity and inclusion within this healthcare profession.MethodsWe used 2021 population census data with integrated administrative income tax records to identify and characterize chiropractic practitioners aged 25–54. Following a descriptive analysis, multivariate regression and Blinder-Oaxaca decomposition methods were applied to assess gender and ethnic earnings differences, adjusting for a range of professional and personal factors.ResultsThe chiropractic workforce was underrepresented regarding women (44.5% versus 50.6% of the total population) and visible minorities (20.0% versus 26.5%). Despite similar levels of education, women’s (unadjusted) earnings averaged 77.1 cents for every dollar earned by men in pandemic-affected 2020, narrowing slightly from 76.7 cents in 2019. Regression results showed significant earnings differences by gender and by ethnocultural identity, adjusting for other factors. An unexplainable gender wage gap persisted in the decomposition analysis, with women earning 6% less than men due to factors that could not be explained by differences in age structure or part-time work, pointing to additional contributing but unmeasured structural dynamics.ConclusionSignificant earnings disparities by gender and ethnicity among chiropractors emphasize the need for equity-oriented initiatives in leadership opportunities and compensation structures, to help influence the attractiveness of the profession to new talent.

Efficiency of the Use of Employed Persons in European Tourist Accommodation Establishments in Europe, during 2008-2022

Tourism is an economic branch with significant potential in the vast majority of European states. However, its exploitation differs from one state to another with implications on the contribution to sustainable development at the regional and national level. Taking this aspect into account, the paper offers a comparative picture between most European states regarding the evolution of tourist arrivals in tourist accommodation establishments and the people employed in them, as well as the ratio between the intensity of tourist traffic and the employed persons in tourist accommodation establishments, highlighting the impact of the pandemic of Covid-19 on them. A strong correlation has been observed between the number of employed persons in tourist establishments and arrivals, though elasticity analysis indicates that employment does not respond uniformly to changes in arrivals, suggesting variable workforce adaptability. The study also has found considerable differences in employment efficiency across regions. Nordic countries, such as Iceland, have reached up to higher tourist numbers per employee compared to other areas, while nations like Slovakia and Ireland have reported lower figures, highlighting diverse workforce utilization rates in European tourism.

Closing the Gap: Digital Innovations to Address Hypertension Disparities.

Significant inequities persist in hypertension detection and control, with minoritized populations disproportionately experiencing organ damage and premature death due to uncontrolled hypertension. Remote blood pressure monitoring combined with telehealth visits (RBPM) is proving to be an effective strategy for controlling hypertension. Yet there are challenges related to technology adoption, patient engagement and social determinants of health (SDoH), contributing to disparities in patient outcomes. This review summarizes the evidence to date for RBPM, focusing on the potential to advance health equity in blood pressure control and the existing levers for largescale implementation. Several studies demonstrate the promise of RBPM programs to address health disparities through: (1) the use of cellular-enabled blood pressure machines that do not require internet access or smart devices to connect readings into the medical record; (2) emphasis on home blood pressure monitoring to illuminate the daily factors that influence blood pressure control, thereby increasing patient empowerment; (3) adoption of standardized algorithms for hypertension management; and (4) integration of services to address SDoH. Multidisciplinary, non-physician care teams that include nurses, pharmacists, and community health workers are integral to this model. However, most studies have not embraced all aspects of RBPM, and implementation is challenging as current payment models do not support the digital components of RBPM or a diverse workforce of hypertension providers. To address hypertension disparities, RBPM programs need to integrate digital technology that is accessible to all users as well as multidisciplinary care teams that attend to the medical and social needs of populations experiencing health inequities.

Does communicating measurable diversity goals attract or repel historically marginalized job applicants? Evidence from the lab and field.

Many organizations struggle to attract a demographically diverse workforce. How does adding a measurable goal to a public diversity commitment-for example, "We care about diversity" versus "We care about diversity and plan to hire at least one woman or racial minority for every White man we hire"-impact application rates from women and racial minorities? Extant psychological theory offers competing predictions about how historically marginalized applicants might respond to such goals. On one hand, measurable diversity goals may raise belongingness concerns among marginalized group members who are uncomfortable with being recruited and hired based on their demographics. On the other, measurable goals might increase organizational attraction by signaling that marginalized group members are more likely to be hired. In a preregistered field experiment (n = 5,557), including measurable diversity goals in job advertisements increased application likelihood among marginalized group members-women and racial minorities-by 6.5%, without sacrifices to candidate quality. These field effects were primarily driven by White women, who were 10.5% more likely to apply after seeing a measurable diversity goal. Follow-up studies with women (total n = 893, preregistered) and racial minorities (total n = 865, preregistered) suggest that although measurable diversity goals signal a more instrumental approach to diversity, they also increase perceived strategic benefits and beliefs that the organization's commitment is genuine among both groups, which in turn are tied to increased willingness to apply. We discuss the tensions marginalized group members face when evaluating organizational diversity initiatives. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

Organizational Culture and Employee Turnover at Dahabshiil Bank in Mogadishu, Somalia

The main objective of this study was to establish organizational culture and employee turnover at Dahabshiil Bank in Mogadishu, Somalia. This study conduct at Dahabshiil Bank in Mogadishu, Somalia. This study started February 2021 and finished August 2024. Methods: The study aimed to analyze the organizational culture and employee turnover of Dahabshiil Bank in Mogadishu, Somalia. A total of 200 employees were included, with a sample size of 133. A quantitative research design was chosen for efficiency and cost-effectiveness. Data was collected through a structured questionnaire tool, and quality control measures included validity and reliability. The study involved random and purposive sampling, and all responses were checked for accuracy. The data analysis involved quantitative data analysis and descriptive evaluation. Result: The survey data on organizational values revealed a diverse range of perceptions among respondents. A significant portion expressed dissatisfaction with the clarity of communication about organizational values, while nearly half agreed that they receive clear communication. Employees' self-assessment of their role in promoting a respect-oriented culture revealed diverse perspectives. The influence of organizational values on employees' decisions to stay at work revealed a wide range of perspectives. Recognition by the bank for observing organizational core values revealed a diverse range of experiences and sentiments. The performance appraisal system showed mixed opinions, with 28.1% strongly disagreeing and 17.3% disagreeing. The study shows a negative perception of employee participation in innovation, with a majority disagreeing (85.7%). The impact of Dahabshiil Bank's innovation orientation on employees' commitment to the bank was varying, with 58.6% disagreeing and 30.0% positive, suggesting that the bank's innovation focus influences their decision to stay. Recommendation: The bank should enhance its organizational values through strategies like improved communication, leadership involvement, employee engagement, and feedback mechanisms. To foster a diverse workforce, the bank should reassess its core values. Effective communication is crucial, and leaders should promote the organization's values. To retain employees, tailored retention strategies should consider career progression, compensation, and work-life balance. The recruitment process should be streamlined, and career progression pathways should be established. Lastly, fostering innovation requires increased resources, support, and recognition for employees who contribute to it.

Intent to Leave Associated More Strongly with Workplace Belonging Than Leadership Behaviors of Supervisor in Women Health Care Professionals.

Background: The attrition of health care professionals from institutions has historically been high, with reports of higher rates in women than men. High attrition jeopardizes the institution's financial stability, quality of patient care, and scholarly contributions to advancing health care. The disproportionate loss of women reduces the diversity of perspectives and skills needed to meet patient needs. Attrition risk has been demonstrated to relate to both the leadership behaviors of supervisors and the sense of belonging in the workplace. Toward informing health care institutions about strategies for curtailing high attrition, we sought to assess the relative strength of the association of attrition risk with leadership behaviors of supervisors versus workplace belonging. Methods: Attendees of a continuing education course on women's leadership skills in health care were surveyed about the intent to leave (ITL) their institution within 2 years, perceived leadership behaviors of their supervisor, and experiences of workplace belonging. Dimensions of workplace belonging were identified by factor analysis. The strength of association of ITL with supervisor's leadership behaviors and each workplace belonging dimension was analyzed in a multivariable ordinal logistic regression model. Results: Women comprised 94% of survey participants. In the regression analysis, lower ITL was associated strongly with more frequent experiences of institutional culture supporting workplace belonging, modestly with more favorable perceptions of supervisor's leadership behaviors, and not with frequency of experiences of interpersonal relationships supporting workplace belonging. Conclusions: An institutional culture that supports workplace belonging is particularly important for reducing attrition risk in health care professionals. For health care institutions seeking to improve retention of its professionals and women in particular, our findings point to investing in a culture of workplace belonging that involves a diverse workforce, an environment in which its professionals feel heard, supported, and empowered and are provided strong career advancement opportunities.

Understanding the Medical Education Experiences of Low-Income Students Through aMaslow's Hierarchy of NeedsLens: An Exploratory Qualitative Study.

Diversity in the physician workforce is critical for quality patientcare. Students from low-income backgrounds represent an increasing proportion of medical school matriculants, yet little research has addressed their medical school experiences. To explore the medical school experiences of students from low-income backgrounds using a modified version of Maslow's Hierarchy of Needs (physiologic, safety, love/belonging, esteem, and self-actualization) as a theoretical framework. We conducted an exploratory qualitative study through in-depth, semi-structured interviews. Forty-two low-income medical students attending US-based MD or DO degree-granting institutions. We conducted a content analysis of interview transcripts using deductive and inductive coding. We discussed our independent analyses to reach consensus and shared findings with a subgroup of participants for member checking. Participants described substantial challenges in meeting their basic needs. Unmet physiologic needs included food insecurity, lack of adequate sleep/rest, and poor mental health. Unmet safety needs included lack of reliable transportation and safe housing; threats to financial safety included debt and aninability to cover both medical education-related and non-medical education-related expenses. Unmet belonging needs included difficulty connecting with peers or participating in financially inaccessible social activities. Unmet respect/esteem needs stemmed from bias from peers, teachers, and institutions. Unmet self-actualization needs were uncommon. Participants felt pride in their medical journey; however, some perceived that their financial struggles hindered them from realizing their full potential. Previously reported attrition and adverse academic outcomes among low-income students may be linked to challenges they experiencetryingto morefully meet important human needs.This finding underscores the need to approach wellness holistically and ensure students do not exist in a prolonged state of unmet needs. Recommendations that accreditation bodies and medical schools could implement to promote tailored support for low-income and other marginalized learners are provided.