Although more women are entering gastroenterology and related fields (GI practice) in India, gender gaps remain in training, leadership and career growth. This Indian Society of Gastroenterology-Women in GI Forum (ISG-WGF) study examines the challenges women face in GI and hepatology and suggests practical steps to improve equity and inclusion. A structured, online questionnaire was disseminated to 4140 members of the ISG, including trainees and practising gastroenterologists. The questionnaire assessed six domains: socio-demographic data, GI training experiences, family support, current GI practice, work-life balance and gender-related career trajectory in men and women GI professionals. Of 185 respondents (response rate 4.5%), women represented 46.5%, although they comprised only 10.7% of ISG members. Women reported greater work-life imbalance (65.0% vs. 43.8%;p = 0.023), more family-related career disruptions (43% vs. 21%;p < 0.001) and higher perceived gender discrimination (36% vs. 11.1%;p < 0.001). Women respondents were younger than men (42.4 ± 16.7years vs. 47.3 ± 13.4, p = 0.032) and only 24.4% of women respondents held leadership positions compared to 45.5% of men (p = 0.004). Women scientists face career barriers such as inadequate mentorship, inflexible work schedules, limited family and institutional support and ergonomic issues in endoscopy. Solutions include mandated gender equity policies, structured mentorship, leadership opportunities, innovations in endoscopy practice and inclusive institutional reforms. Addressing gaps in GI training and practice by implementing mentorship, gender-sensitive policies and workplace equity initiatives may help improve professional satisfaction, reduce career lag and increase female involvement in GI leadership roles.

IntroductionWomen make up a significant portion of the global health workforce but are under-represented in leadership roles. In sub-Saharan Africa (SSA), 70% of the health workforce is women, yet only 38% hold leadership positions in health ministries. This gap can lead to gender biases in health research and policymaking, perpetuating systemic gender biases. Despite these barriers, women leaders are making an impact globally. However, evidence of their impact is lacking.MethodsWe conducted an explanatory sequential mixed-methods study to identify perceptions of women leaders’ influence and impact within the fields of reproductive, maternal, child and adolescent health and nutrition and immunisation across SSA. The study included a multicountry online survey with men and women leaders and key informant interviews with a subset of women leaders. Descriptive statistics were computed with SPSS, and thematic analysis was conducted using NVivo.Results408 women and men leaders completed at least one section of the survey; 34 women leaders participated in key informant interviews. Women leaders are conducting their leadership differently, using identity-derived power and the power of the collective to influence health policy and programme change. They have unique access to communities and can build trust with marginalised groups. Women leaders also prioritise women-centric and neglected health issues, demonstrating ethical responsibility through transparency, commitment to inclusion, accountability and maximising impact with limited resources.ConclusionThe findings from this study underscore the critical role of women leaders in advancing health policy and gender equity across SSA. Women leaders’ impact can be amplified and enhanced through targeted investments that strengthen enabling environments, foster allyship, champion gender integration activities implemented by women leaders and support their unique networks. Such investments will benefit women and adolescent girls and contribute to achieving broader public health goals and sustainable development.

This article examines the concept of non-governmental non-commercial organizations, reveals the content of their activities, shows their differences from non-governmental commercial organizations, and examines the characteristics of a special subject of crime, particularly the officials of non-governmental non-commercial organizations. In addition, the article analyzes the elements of crimes related to abuse of office, bribery, and official forgery, which can be assigned to persons holding leadership positions in NGOs. On the example of notaries engaged in private activities, the problems of law enforcement practice regarding the legal assessment of socially dangerous acts committed were considered, opinions were expressed about the unreasonableness of holding them liable under articles providing for the liability of officials of state administration bodies, and proposals for solving this problem were also presented.

To best support women in higher education, especially those balancing complex professional and personal roles, deepening our understanding of their lived experiences is critical. From those experiences, we can build meaningful support structures that truly meet their needs. As passionate educators and advocates, we, Drs. Dana Tribble, assistant professor of higher education and student affairs at Arkansas Tech University; Aubrey Holt, visiting lecturer of leadership studies at Arkansas Tech University; and Sarah Gordon, dean of the Jackson College of Graduate Studies at University of Central Oklahoma; held leadership positions in Arkansas higher education and officer positions with the Arkansas Council for Women in Higher Education (ACWHE). ACWHE's mission is to promote institutional change, elevate women's voices, and advocate for meaningful support in higher education.

This study explores the lived experiences of African American women leaders in higher education, focusing on their mental well-being. Guided by a transcendental phenomenological approach, the research seeks to understand how these leaders perceive, navigate, and maintain their mental health within complex institutional environments. Participants included 11 African American women holding leadership positions across HBCU, PWI, and technical and community colleges with leadership tenure ranging from five to twenty years. Data were collected through semi-structured interviews, allowing participants to share personal narratives, challenges, and coping strategies in their own words. Thematic analysis revealed several key findings: the profound impact of institutional culture on mental well-being, the role of mentorship and peer support in fostering resilience, strategies for balancing professional demands with personal life, and the influence of spiritual or reflective practices in sustaining mental health. Participants described experiences of both overt and subtle systemic challenges, as well as environments marked by affirmation and support, highlighting the variability of leadership contexts. These findings underscore the need for higher education institutions to implement policies and practices that support the emotional and professional well-being of African American women leaders, including structured mentorship, culturally responsive leadership development, and wellness resources. This study contributes to the understanding of how race, gender, and leadership intersect to shape mental well-being and offers implications for creating more inclusive and supportive academic workplaces.

Education has a major impact on a society's political, social, economic, technological, and human capital development. The history of women's exclusion from higher education has resulted in a lack of diversity among the highest levels of leadership, particularly at significant institutions. Barriers, including institutional bias, gender preconceptions, and a lack of administrative support, must be overcome by women who aspire to hold leadership positions in higher education. However, AI is an effective tool for promoting gender equality and empowering women around the world through a number of charitable endeavours. The main aim of the study was to present a conceptual framework of AI's role for gender equality and women’s empowerment in academia. This study used a qualitative and conceptual design of study. A total of 30 identified reviewed articles published between 2015 and 2025 were systematically analysed using thematic analysis to identify the role of AI among women in academia. Three major themes were identified: AI capabilities and tools, empowerment and support mechanisms, and gender equality and institutional impact. A conceptual framework was developed from these findings and shows that these three framework components were connected through a multifaceted, intricate network of interactions and introduced to guide future research that explains the role of AI in advancing gender equality and women’s empowerment in academia. The study serves as a catalyst for creating a more equitable AI landscape. Consequently, this study will promote diversity, which underscores the importance of gender diversity in AI, and can lead to more innovative and well-rounded solutions.

Set against the current societal and religious contexts that Church of England schools find themselves positioned in, Lesbian, Gay, Bisexual, Trans, Queer, Plus (LGBTQ+) teachers must navigate the contested space between their embodied identity and expectations of others. Whilst this research focuses specifically on Church of England schools in England, broader questions of belonging, purpose, and pedagogy are argued to transcend geographical and denominational boundaries. In this series of six interviews with teachers at different career stages who work, or have worked, in Church of England secondary and primary schools, we explore their lived experience of balancing their queer identity against the professional standards of teaching and the views of the school community. Five LGBTQ+ teachers and one ally were interviewed—all but one of whom hold or held senior leadership positions. Key foci for the researchers were discussions around the often-unacknowledged pressure and responsibility that teachers might feel for being a role model for the LGBTQ+ community, with particular nuances due to the Church school context, and, in particular, if the teachers felt that the school environment enabled them to be their authentic selves. An overarching concern was the extent to which LGBTQ+ teachers felt that they were able to thrive in these communities. One consideration for the authors was a hope that key messages could be shared with Diocesan Education Leaders that might enable future generations of LGBTQ+ teachers to feel that they were being appropriately supported and enabled.

Abstract: The glass cliff refers to the higher likelihood for women (vs. men) to hold leadership positions in struggling companies because they were appointed during a crisis. We tested whether awareness of this phenomenon influences perceptions of gender inequality, sexism, and collective action intentions for women’s rights. In four online experiments ( Ntotal = 1,333), participants (1) were informed about the link between women CEOs and negative company performance, (2) were additionally given a glass cliff explanation, or (3) only completed our measures. A meta-analysis showed that the explanation reduced sexist beliefs (very low heterogeneity) and potentially increased collective action intentions (low heterogeneity) but did not influence perceptions of gender inequality (moderate heterogeneity). These studies provide an empirical basis for sexism interventions.

This study investigated leadership skill configuration and policy implementation in public universities in Rivers State. The study is intended to address issues on conceptual, technical and human relations leadership skills configuration of staff on leadership positions in public universities in Rivers state. It adopted a correlational research design using a population of 403 administrators in the 3 public universities in Rivers State. A sample size of 314 which was randomly selected was used in the conduct of the study. The study employed the use of a questionnaire which was self-designed and code named “Leadership Skill Configuration for Education Policy Implementation Questionnaire (LSCEPIQ)”. The instrument was validated by experts and its reliability was ascertained using Pearson Product Moment Correlation Coefficient 0.05 level of significance. The instrument after distribution has obtained a 100% retrieval. This was made possible because of the use of trained research assistants. The study used mean score and standard deviation statistical tools in its data analysis. The findings of the study revealed that conceptual, technical and human relations leadership skills configuration enhances greatly the process of policy implementation in public universities in Rivers State. Thus, the study recommended that, the university administrators at all levels to ensure the configuration of the conceptual, technical and human relations leadership skills of all their staff holding leadership positions to enhance better drive in policy implementation in public universities in Rivers state.

Mr. Byungtak Kang is the Chief Executive Officer of AI SPERA, a leading startup cybersecurity company specializing in AI-driven Cyber Threat Intelligence (CTI). With a distinguished career spanning both industry and academia, he has held leadership positions at Nexon Korea, Nexon America, and Neople, overseeing critical infrastructure and security operations. He also served as an adjunct professor at Korea University’s Graduate School of Information Security, contributing to the academic development of the field. A Microsoft MVP in Developer Security and author of two books, he has been instrumental in advancing secure systems development. At AI SPERA, he leads the development of Criminal IP, an open-source intelligence platform designed for attack surface assessment and threat hunting. His interdisciplinary experience, merging hands-on engineering, executive leadership, and academic insight, offers valuable guidance and inspiration to emerging and future professionals at the intersection of AI and cybersecurity.

Over the past few years, there has been a significant surge in the level of interest in sustainable leadership. This trend has been propelled by an increasing recognition of environmental concerns and the significance of promoting sustainable lifestyles. Sustainability leadership involves the incorporation of environmental, economic, and social sustainability, requiring a comprehensive approach to resource management. The potential advantages include the financial profits obtained through maximizing the use of resources, improved public perception of the brand, and increased consumer loyalty. The acknowledgment of the importance of social and environmental objectives, alongside organizational aims, has led to the development of a new business model known as corporate social responsibility (CSR). Profit-oriented companies also aim to achieve social and environmental objectives within this framework. It is essential to confirm that women who participate in entrepreneurial endeavours have a substantial influence on a nation’s economic growth and socio-economic activities. This is because it enables the harnessing of women’s aptitudes, such as resourcefulness, ingenuity, and perseverance, in the labour market. Currently, many businesses view the increase of female participation in their workforce as a strategic move in line with the Sustainable Development Goals (SDGs). Several research have demonstrated that women possess outstanding abilities, such as innovative and imaginative thinking, leadership qualities, social awareness, and a significant aptitude for identifying possibilities. Women are crucial in this domain due to their enhanced comprehension of the requirements and obstacles encountered by their communities. Women in leadership positions have the authority to make significant and beneficial contributions to the promotion and maintenance of sustainability. Nevertheless, women encounter numerous barriers and challenges in their involvement in green entrepreneurship, including gender stereotypes and biases, limited access to financial capital, market opportunities, professional connections, educational alternatives, and guidance from experienced mentors. When applied to the challenges faced by female leaders in sustainable business practices, Social Identity Theory, proposed by Henri Tajfel and John Turner supports to elucidate various dynamics and suggests that individuals absorb societal norms and expectations associated with their gender identity, which might influence their behaviour and interactions while taking on leadership roles. Female executives in sustainable business may face challenges in defying conventional norms that link leadership with masculine traits, such as assertiveness and authority. This could lead to a divergence between cultural expectations and the leadership methods and behaviours of female leaders, thereby creating perceptions of inefficiency or unsuitability. The theory suggests that individuals use social comparison processes to evaluate themselves and others, considering their group memberships. Women who hold leadership positions in the sustainable business sector may face heightened scrutiny and be subjected to comparisons with their male colleagues, leading to unfair performance evaluations and views of their abilities. Female executives in the sustainable business sector may face challenges related to being perceived as outsiders or “others” in leadership settings that are largely male-dominated. No research study has conducted an analysis of the obstacles and opportunities confronted by female entrepreneurs in promoting sustainability and implementing sustainable business practices. This current study “Women Empowerment, Sustainable Business Initiatives, and Green Innovation: A Sociological Investigation - Challenges and Opportunities” provides a sociological analysis of the challenges and opportunities encountered by female entrepreneurs in promoting sustainability and ensuring sustainable business practices.

The article examines the period of President Chiang Kai-shek՚s rule in Taiwan. It is noted that this period was characterized by a one-party dictatorship, which for a long time managed to ensure the relative stability of its regime. It is noted that the successor Yen Chia-kan faced challenges in the form of rapid diplomatic losses: more and more states broke off diplomatic relations with Taiwan and established them with the PRC. It is noted that Yen Chia-kan’s presidency was perceived by many as a transitional period, since real power was increasingly concentrated in Chiang Ching-kuo, who served as prime minister during Yen Chia-kan’s presidency and later officially replaced him in 1978. The importance of the decision to lift the ban on holding leadership positions in the Kuomintang for party members born in Taiwan is noted. It is indicated that at the beginning of his presidency Lee Teng-hui, tried to create a basis for peace across the Taiwan Strait, and therefore abandoned Chiang Kai-shek’s policy of opposing communism and restoring a single state, and also canceled the recognition of the Communist Party of China as a rebel organization. The position on the "Taiwan issue" of Chen Shui-bian, who did not recognize the "1992 Consensus", as well as the formulations related to "one China", is considered. It is noted that Chen Shui-bian is the first president of Taiwan to serve two consecutive terms from 2000 to 2008 and to be elected through direct elections. It is determined that the warming of relations between the Kuomintang and the Communist Party of China during Ma Ying-jeou’s tenure in power caused concern in the Democratic Progressive Party and a significant part of Taiwanese, which ultimately led to the 2014 protests known as the "Sunflower Movement". It is noted that Tsai Ing-wen publicly denied the existence of the "1992 Consensus", unlike her predecessor from the Kuomintang Party, Ma Ying-jeou. It is mentioned that the 2024 parliamentary elections in Taiwan, in which the number of seats of the Democratic Progressive Party in parliament decreased, and it now does not have a majority, which complicates the implementation of Lai Ching-te’s election program, which to a large extent became a continuation of Tsai Ing-wen’s policies.

The provision under Article 17 paragraph (1) letter f of the Notary Law (UUJN) stipulates that a Notary is prohibited from concurrently holding a position as a leader or manager in a state-owned or private business entity. However, the term "leader" as used in this provision is not clearly defined, either in the main text of the article or in its explanatory section. The absence of a clear definition creates legal ambiguity, as the provision does not refer to organizational structures regulated under the Company Law, the State-Owned Enterprises Law, or the Regional Government Law. This has led to varying interpretations in the supervision of Notaries and creates potential inconsistencies in the enforcement of the rule. To address this normative uncertainty, there is a need for regulation that explicitly outlines which positions are considered to fall under the term "leader" as intended by the UUJN. This journal article focuses on analyzing the meaning of the term "leader" in Article 17 paragraph (1) letter f of the UUJN, and on examining the legal certainty of using the term in relation to the prohibition against Notaries concurrently holding leadership positions in business entities.

As demand for integrated behavioral health services grows, understanding specialized training programs' contribution to workforce development becomes crucial. This study examines the career trajectories of graduates from a primary care psychology internship program in Puerto Rico to inform integrated care workforce strategies. We analyzed data from an annual program survey conducted between March and June 2024 with 62 graduates (71% response rate) from a primary care psychology internship program (2007-2023 cohorts). The survey captured professional credentials, employment characteristics, and service patterns. Hispanic women comprised 85.5% (n = 53) of participants, who represented consecutive cohorts over 15 years. We analyzed descriptive statistics for licensure status, employment settings, leadership roles, and the population served. Most graduates (72.6%, n = 45) obtained psychology licensure. While 32.3% (n = 20) completed postdoctoral training, most entered practice directly. Currently, 41.9% (n = 26) work in primary care settings, and 51.6% (n = 32) in integrated care environments. Half of the sample (50.0%, n = 31) hold leadership positions. Most (61.3%, n = 38) work with underserved populations, with 46.8% (n = 29) working with people who experience substance use disorders. The findings suggest that program graduates are engaged in roles within integrated care and underserved areas. However, structural barriers, including limited postdoctoral opportunities and regional economic factors, influence career development paths. This study highlights the need to systematically examine the career trajectories of integrated care internship graduates while considering the contextual factors that shape workforce development. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

Suicide continues to be a major problem worldwide. Persons with a lived experience are being actively involved in suicide research and reports suggest that co-production of suicide research with persons with a lived experience significantly improves its quality and appropriateness. The aims of this paper are (i) To identify challenges to Australian suicide prevention strategies and interventions and (ii) To offer recommendations to address these challenges. This perspective article is a co-production between an experienced mental health researcher and a person with a lived experience of suicidality, who has worked as a suicide prevention worker and has held leadership positions in government and non-government suicide prevention programs. Challenges to Australian suicide prevention strategies and interventions include: the careless reporting of suicide in the media, the continuing stigma in seeking help, stigma as a barrier to gatekeeper training, the entry point of suicide prevention services and care of those with suicidal ideation/attempt. Recommendations include: that media must consider the responsible reporting of suicide as a duty of care; that the community response to help-seeking for suicide needs to be one of compassion; that gatekeeper training should be expanded to be universally accessible and messaging in suicide prevention training programs must pay attention to its rationale; that services for those with suicide ideation and attempt must commence with providing a safe space and empathetic support by peer workers and that continuing care after suicidal attempt must be informed by the individual's needs and include informal and family carers, as well as other community agencies. Stigma related to suicide continues to be a major barrier to help seeking and suicide prevention training. The approach to suicide prevention and intervention services needs to focus on stigma reduction, responsible reporting by media and a person-centred approach to care. The perspectives identified here are by no means comprehensive but are merely our observations that we believe, need attention. These perspectives have implications for the early identification and assistance of those at risk of suicide in the community as well as for suicide intervention services. These perspectives have implications for policies related to public health education including the expansion of gatekeeper training, journalism and media, as well as national and state suicide prevention strategies. Further research might focus on suicide related stigma reduction measures within communities, improved suicide intervention services, and continuation of care following suicide attempts.

Background: Leadership drives innovation, patient care and resident education in neurosurgery. This study aims to quantitatively analyze the demographic and professional characteristics of leaders in Canadian academic neurosurgery. Methods: Leaders in remunerated positions, such as department chairs and program directors, from the 14 Canadian Royal College of Physicians and Surgeons-accredited neurosurgery programs were identified using publicly available online resources, chain-referral sampling, and personal communications. Demographic and professional data were collected and analyzed using frequency analyses and exploratory chi-square tests. Results: Thirty-four neurosurgical leaders were identified, predominantly in Québec (29.4%) and Ontario (26.5%). Pediatrics (26.5%) was the most common subspecialty. Over half of leaders held positions in the institution where they trained (52.9%). Among non-Quebec programs, male neurosurgeons were less likely than females to hold leadership positions (p = 0.040, OR = 0.344, 95% CI 0.12-0.99), although males still predominated (18 males vs. 6 females). In Quebec, no gender association was found (p = 0.652). Leaders averaged 76.4 (±81.49) publications and an h-index of 19.71 (±15.12) with nearly two-thirds holding advanced degrees. Conclusions: This study establishes the current landscape of leaders in Canadian academic neurosurgery. Further research is needed to explore career trajectory and barriers to leadership in the field.

This article provides a comprehensive study of the socio-psychological characteristics of students actively in-volved in university organizations, a key institution for socialization and development in the modern educational environment. Based on empirical research conducted at RUDN University (N = 136), the socio-demographic and personal characteristics of active student youth are analyzed. Classical and modern theoretical approach-es to understanding studentship as a dynamic social group undergoing a crucial stage of personality and social competence formation are reviewed. Factors influencing participation in extracurricular life, including motiva-tional aspects and personality prerequisites, are analyzed. The main focus is on constructing a comprehensive portrait of an activist through the widely recognized five-factor personality model (the Big Five) and a multi-component assessment of their social activity level. The study revealed a specific profile: active students more often come from large cities and families with average incomes, are characterized by high agreeableness, extraversion, open- ness to experience, and emotional stability according to self-assessments, but demonstrate relatively low con-scientiousness. A high level of social activity was noted, especially among students holding leadership posi-tions. High ambition and orientation towards self-realization were also identified, combined, however, with an increased level of anxiety among a significant portion of activists.

ABSTRACT This paper conceptualizes and empirically tests a model that examines oppositional behavior toward extracurricular activities (EAs) by integrating two separate streams of literature: higher education and sociology. Drawing on an empirical survey of 353 undergraduate students who hold leadership positions in EAs, this model was tested using structural equation modelling. The results suggest that identification with EAs influences the dislike of both other EAs and their members. Moreover, EA leaders who dislike other EAs and their members are more likely to engage in oppositional behavior – specifically, trash-talking other EAs. The results offer managerial implications as they shed light on a previously under-investigated phenomenon in the educational industry. The oppositional behavior construct and the resulting polarization of the student body may hold the potential to degrade the quality of students’ out-of-class experiences.

ABSTRACTDespite the implementation of a straw‐burning prohibition in 1999, widespread straw burning has still persisted in rural areas over the past two decades. However, there has been little research on the role informal institutions play in this issue. Drawing on village‐level data from the 2015 to 2023 China Household Finance Survey, this paper aims to examine the interaction between clans, the most important form of informal institutions in rural China and straw burning. The estimated results show that clans have a facilitating effect on village‐level straw burning, though this effect is weakened to some extent when the straw‐burning prohibition policy is introduced. Mechanism analysis reveals that the influence of clans on straw burning is notably stronger when clan members hold leadership positions within the village. Larger village populations and higher rates of non‐grain farming further amplify this effect. Further analysis indicates that the presence of multiple clans within a village also contributes to increased straw burning. Our findings suggest that the effectiveness of straw‐burning policies reflects the broader interplay between formal and informal institutions, highlighting the need to consider the influence of informal institutions when enforcing such policies.

Roddam Narasimha’s scientific research in fluid dynamics encompassed turbulent flows—including the transition from the laminar state to turbulence and vice versa —kinetic theory of gases and structure of shock waves, nonlinear dynamics, aspects of tropical meteorology motivated by monsoons, as well as problems related to aeronautical engineering. Besides his life-long engagement in teaching and advanced research, he held leadership positions in learned societies and national institutions, he articulated original perspectives on Indic philosophy as well as history of science, and he provided diligent advice to the highest levels of government. In particular, he was deeply immersed in India’s technology development—specifically the light combat aircraft and the light transport aircraft—and worked on the implications of commercial supersonic flights over Indian airspace, stochastic theory of airworthiness of aircraft, etc. Above all, Roddam was known for the incisive quality, depth and perspective of his work, the dignity of personal interactions with people at all levels, and his energizing influence on younger colleagues.