Increasing Gender Diversity Research Articles

Leadership in Technical Fields Through a Gender Lens

Although women have fought for labor rights for many years, they continue to be underrepresented at almost all levels of decision-making. The present study aims to provide insights into female leadership in technical fields both in the EU and in Russia. The article examines the principal leadership aspects of women’s status and career experiences. To identify the ingredients of successful leadership, the Multifactor Leadership Questionnaire and interviews were administrated to a sample of 200 mining students and 40 senior executives. The research data were processed by means of correlative, regressive, and autocorrelation analyses. To track the consistency of the identified leadership factors, female heads of enterprise divisions and university departments shared their views on career progress. The Mann–Whitney U test was employed to analyze the leadership factors. Studies indicate that the more senior the position is, the fewer women there are in leadership roles. Women’s progress in technical careers is hindered both by their own uncertainty and judgments made by others about their abilities. To rectify this situation, practices for encouraging young women to pursue technical careers are recommended along with approaches for maintaining them within the career structure. The research findings also indicate a positive emerging global trend towards increased gender diversity in technical fields.

ESG disclosures, green innovation, and greenwashing: All for sustainable development?

AbstractAs stakeholder concerns about corporate sustainability intensify, greenwashing—where companies deceptively report their environmental performance for short‐term economic gain—poses a significant threat to long‐term sustainability, making it crucial to explore effective ways to curb this practice. Using data from 1,270 Chinese listed companies from 2009 to 2019, this study constructs two‐way fixed effects and moderating effects models to explore the crucial role of green innovation in curbing greenwashing. Green innovation not only reduces the incentives for greenwashing, but also makes a genuine contribution to environmental protection, thus promoting a “win‐win” scenario for both sustainability and corporate development. Moreover, the positive impact of green innovation on curbing greenwashing can be significantly amplified by easing financial constraints and enhancing firms’ risk‐taking capabilities to foster a stable financial environment, as well as by strengthening the governance structure through increased gender diversity and environmental background among managers. Heterogeneity tests show that this pathway is particularly effective in companies with heavy pollution and higher economic performance. The research findings help to formulate more effective management strategies and incentive mechanisms to reduce greenwashing and achieve sustainable development.

Association of Double-Blind Reviews With Increases in Women as First Authors: An Initial Report From the Journal of Cardiac Failure

Introduction: Women continue to remain under-represented in academic publishing in cardiology. Some evidence suggests that double-blind peer reviews may mitigate the impact of gender bias. In July 2021, the Journal of Cardiac Failure implemented a process for the conduct of double-blind reviews after previously utilizing single-blind reviews with the aim of improving author diversity. The purpose of the current manuscript was to examine the association between changes in authorship characteristics and implementation of double-blind reviews. Methods: Manuscripts were stratified into 3 eras: March – September 2021 (Era 1 – prior to double blind reviews), March – September 2022 (Era 2), and March – September 2023 (Era 3). All article types except invited editorials were included. Data were abstracted, including names, genders, ranks, and discipline of first and senior authors. Results: A total of 310 manuscripts were included in the analysis. The proportion of women first authors increased from 24% in Era 1 to 34% in Era 2 to 39% in Era 3 while the percentage of women authors serving in a senior authorship role remained fairly stable over time around 21-22%. Even after adjusting for region, article type, first author discipline, and last author gender, there was an increase in female first author over time (p= 0.015). Manuscripts with a female senior author were significantly more likely to have a female first author. Conclusions: Our findings suggest that double-blind peer review may contribute to increased gender diversity of first authors and highlight areas for future improvement for JCF and academic publishing.

Gender Disparities in Japanese Interventional Cardiology: Outcomes of Female Operators in Percutaneous Coronary Interventions

BackgroundGender disparity remains a significant global concern in interventional cardiology, and there is a lack of extensive research examining the outcomes of percutaneous coronary interventions (PCIs) performed by female interventionalists. ObjectivesThe aim of this study was to examine the practice patterns and outcomes of PCIs conducted by female interventionalists in Japan. MethodsThis retrospective observational study analyzed data from the Japanese Percutaneous Coronary Intervention registry between January 2019 and December 2021. The primary endpoint was in-hospital mortality and the secondary endpoint was the success rate of PCIs. ResultsA total of 447 female operators (7.3% of all operators) performed 35,211 PCIs (5.3%) during the study period. Female doctors treated a higher percentage of patients with ST-segment elevation myocardial infarction compared with their male counterparts (20.2% vs 17.7%; P = 0.001), whereas male doctors were more likely to perform PCIs for left main disease (4.9% vs 5.9%; P < 0.001) and lesions treated with rotational atherectomy (3.5% vs 4.9%; P < 0.001). The success rate of PCIs was higher for female interventionalists (97.8% vs 97.2%; P < 0.001). After conducting a risk-adjusted analysis, we found no significant difference in in-hospital mortality (adjusted OR: 0.896; 95% CI: 0.78-1.03; P = 0.12), or procedural complications associated with the operator's gender. ConclusionsOverall, female operators exhibited outcomes similar to their male counterparts in terms of adjusted procedural outcomes, and higher crude success rate in certain subgroups. These findings emphasize gender disparities and stress the need to increase gender diversity in interventional cardiology.

Exploring perceptions of what increased gender diversity might bring to the nursing profession.

To explore university nursing students and academic staff's perceptions of what increased gender diversity might bring to the nursing profession. An exploratory study with students and academic staff from two university nursing schools. Students and staff in two university nursing schools were invited to participate in an anonymous online survey (October-November 2022). The survey focused on gender diversity within nursing and patient care, asking respondents about existing barriers to gender diversity and inviting ideas on increasing gender diversity within nursing. The survey findings helped inform questions, which were used to further explore views and thoughts of gender diversity within nursing through semi-structured one-to-one interviews (January-February 2023). Nearly, two-thirds (64%, n = 69) of survey respondents strongly agreed/agreed that the lack of gender diversity in nursing negatively impacted delivering care to a gender-diverse society. Most (84%, n = 90) strongly agreed/agreed that increased gender diversity within the nursing workforce would positively contribute to nursing. Three-quarters (75%, n = 74) strongly agreed/agreed that working with a more gender-diverse nursing workforce would enrich their experience as a nurse. Three themes emerged from the interview data: shared stereotypes; improved care through knowledge, better relations and the presence of a gender-diverse workforce; a culture of welcome: suggested changes for the future. Most of those who participated in the study believe there are benefits to be gained from greater gender diversity within nursing. This study provides insight into the lack of gender diversity in the nursing environment, highlights how this might impact patient care and suggests actions to make nursing a more inclusive profession. Practical solutions were suggested, including the greater visibility of trans and non-binary persons in advertisement and recruitment campaigns to ensure nursing is viewed as a career choice for "all". Including a space for considered pronouns on university application forms, hospital documentation and name badges. Gender-neutral titles and uniforms should be considered for all nursing staff, and more gender-neutral toilets should be made available for staff and patients in university and hospital settings. This study addressed the lack of gender diversity in nursing and explored what an increase in gender diversity might bring to the nursing profession. The main findings were: (i) Less than a tenth (9%, n = 12) of respondents described their team of colleagues as being "extremely gender diverse". (ii) Most (84%, n = 90) strongly agreed/agreed that increased gender diversity within the nursing workforce would be a positive attribute to nursing. (iii) Three-quarters 75% (n = 74) strongly agreed/agreed that working with a more gender-diverse nursing workforce would enrich their experience as a nurse. (iv) Many stereotypes still exist in nursing and tackling them is important to make the profession more inclusive. (v) A nurse's gender can impact the care they provide. (vi) A more gender-diverse workforce would better reflect the population it serves. (vii) This research will have an impact on the nursing profession globally. The consolidated criteria for reporting qualitative studies (COREQ) was used as a guide throughout data collection and analysis. Every step of the study, including the survey and interview schedule, was co-constructed using an iterative approach with service users, students and staff who had personal experience of gender diversity and were a core part of the study team.

How Community College Educations Generate Both Science Capital and Science-Specific Transfer Capital Among Low-Income White Women Majoring in STEM

ABSTRACT Given current enrollment patterns that feature a predominance of women, community college enrollment may offer potential for increasing gender diversity in STEM fields if students transfer successfully to four-year institutions. While many do not transfer, those who do can increase their stocks of science capital while enrolled at community college. This project follows pathways of some of the low-income students who successfully complete transfers to four-year institutions, focusing on interviews with White women. While not positive in every aspect, community college enrollment offered these low-income interviewees time to build science-related social and cultural capital that then helped them to succeed in transferring to four-year universities and to support them in STEM fields they perceived as being male-dominated. All the students came from households with low levels of science capital and had not strongly considered majoring in STEM prior to enrolling in community college. Interviewees describe their time at community colleges as critical in allowing them to explore STEM fields, construct positive relationships with STEM instructors, improve their time management skills, and increase their STEM self-confidence. These increased stores of science capital were not sufficient to keep all the transfer students majoring in STEM fields but did support the educational trajectories of all transfer students. Thus, community college enrollment can give students time to incubate both science capital and science-related transfer capital, the latter being especially useful for low-income White women in STEM.

Gendered hiring and attrition on the path to parity for academic faculty

Despite long-running efforts to increase gender diversity among tenured and tenure-track faculty in the U.S., women remain underrepresented in most academic fields, sometimes dramatically so. Here, we quantify the relative importance of faculty hiring and faculty attrition for both past and future faculty gender diversity using comprehensive data on the training and employment of 268,769 tenured and tenure-track faculty rostered at 12,112U.S. PhD-granting departments, spanning 111 academic fields between 2011 and 2020. Over this time, we find that hiring had a far greater impact on women’s representation among faculty than attrition in the majority (90.1%) of academic fields, even as academia loses a higher share of women faculty relative to men at every career stage. Finally, we model the impact of five specific policy interventions on women’s representation, and project that eliminating attrition differences between women and men only leads to a marginal increase in women’s overall representation—in most fields, successful interventions will need to make substantial and sustained changes to hiring in order to reach gender parity.

Gendered hiring and attrition on the path to parity for academic faculty.

Despite long-running efforts to increase gender diversity among tenured and tenure-track faculty in the U.S., women remain underrepresented in most academic fields, sometimes dramatically so. Here, we quantify the relative importance of faculty hiring and faculty attrition for both past and future faculty gender diversity using comprehensive data on the training and employment of 268,769 tenured and tenure-track faculty rostered at 12,112U.S. PhD-granting departments, spanning 111 academic fields between 2011 and 2020. Over this time, we find that hiring had a far greater impact on women's representation among faculty than attrition in the majority (90.1%) of academic fields, even as academia loses a higher share of women faculty relative to men at every career stage. Finally, we model the impact of five specific policy interventions on women's representation, and project that eliminating attrition differences between women and men only leads to a marginal increase in women's overall representation-in most fields, successful interventions will need to make substantial and sustained changes to hiring in order to reach gender parity.

Female top managers, female owners and corporate financial sustainability: new evidence from a panel smooth transition regression model

This study investigates the nonlinear link between gender diversity at various levels and business financial sustainability for a large sample of 54759 enterprises in 80 developing countries from 2015 to 2022. Previous studies have shown that female participation may bring both advantages and costs to businesses. The empirical evidence on whether it improves or degrades company results is inconclusive. This research attempts to improve our knowledge of the complicated link between gender diversity and company financial sustainability. It explains how female managers’ and female owners’ effects on business sustainability is dependent on their different levels of engagement in the firm. Results of the Panel Smooth Transition Regression model (PSTR) demonstrate a nonlinear relationship between gender diversity and firm sustainability. Depending on the measure of female participation, the model contains one threshold at 39% of female senior managers and 34% of female owners, as well as two extreme regimes. The results reveal that below these thresholds the relationship is negative. Misunderstandings and a lack of coherence between groups of different genders may affect decision-making and the capacity to come up with the best responses. However, increasing gender diversity has a favourable influence on firm sustainability above the projected thresholds. This research supports the theory that a critical mass condition is required before a minority group begins to alter organisational functioning. Our findings demonstrate that diversity has an influence on collective decision making and, hence, sustainability only when a critical mass is reached. These findings offer numerous managerial insights and policy recommendations for developing-country enterprises looking to improve their financial sustainability.

Effect of Companies Senior Personnel Gender Differences on Company Capital Structure

Previous researches have analyzed the effect of gender diversity toward financial performance toward the companies. This article aims to analyze the effect of gender situation toward capital structure on the whole A shares companies. The data mainly contain gender ratio of senior executives, gender of board of directors, firm size, industries classification, number of people on board, and of total remuneration of the top three directors. The previous two variables are the core explaining variable. The period is from 2010 to 2019 and the frequency is yearly. The OLS pooled regression and fixed effect model are chosen to analyzed. The results are not totally consistent with previous research suggesting the increase of female on the board, that is, increase gender diversity would definitely improve capital structure. The female board of directors will indeed make less debt financing compared with male board of directors. However, the female ratio in the senior executives is usually positively related with the D/E ratio. The possible reason is the overall conservative attitude of female can help them avoid overconfidence bias when using debt financing, and thus loan less debt and make the D/E be lower. However, on the other hands, it also makes female be too afraid of the lack of cash flow and may make more loan. Other parts of the results focusing on the control variable are consistent with previous researches and can be explained by classical financial theory.

Regulating board gender diversity in Europe: The influence of cultural, governmental, and women’s institutions

This study empirically explores the formal and informal institutional antecedents of the enactment of quotas and codes to increase gender diversity on corporate boards. A panel of 30 European countries and 510 observations from 2002 to 2018 reveals that formal and informal national institutional contexts affect the likelihood of board gender codes and quotas. The presence of women in decision-making bodies is the most powerful driver of quotas and codes. Countries with better governance quality and longer maternity leave are less likely to have board gender quotas. High power distance, masculinity, uncertainty avoidance, restraint, short-term orientation, and individualism all increase the likelihood of quotas. A country’s female participation in the labor market is also associated with the regulation of board gender diversity. In contrast to previous theoretical propositions, other institutional factors, such as the current presence of a left-wing government, are not related to gender diversity regulations.

Assessing Diversity of Invited Speakers at the AAOS Annual Meeting

Introduction Orthopaedic surgery remains one of the least diverse fields in medicine, particularly in the higher levels of academic medicine. There is limited literature examining representation of females as speakers and presenters at national meetings, although this is a common stepping stone in an academic career. Purpose The purpose of this study is to assess gender diversity among invited speakers at the AAOS Annual Meeting between 2015 and 2022 to determine if this increased over time. Methods The AAOS Annual Meeting final programs from 2015 to 2022 were reviewed to collect the names of all invited speakers (paper presentation session moderators, Ask an Expert session moderators, ICL moderators, and ICL presenters). An internet search of publicly available websites was conducted to determine the gender of each speaker. We then determined the percentage of female speakers in each category each year and compared these across years. Results There were non-significant positive trends in the percentage of female ICL presenters, paper presentation sessions moderators, and Ask an Expert sessions moderators, there was a significant positive trend in the percentage of female ICL moderators between 2015 and 2022. Conclusions Speaking at national meetings is an important component of advancing one’s career in academic surgery and can also provide crucial role models to aspiring young surgeons. However, despite various efforts to increase gender diversity in orthopaedic surgery, there have been few significant changes in the representation of female invited speakers at the AAOS annual meeting since 2015.

The French approach to promoting gender diversity in corporate governance

An increasing number of countries are adopting policies on gender diversity in corporate governance. Some regulators believe that non-binding recommendations, or ‘soft law’, are sufficient and that stakeholder social pressure will promote diversity. Others argue that ‘hard law’ is needed, including mandatory quotas with sanctions for non-compliance. Both sides believe that increasing gender diversity on boards of directors is necessary to promote diversity in executive committees and other top management positions. Empirical evidence from France sheds light on this debate. Initially, the country supported the ‘soft law’ approach. However, following the Norwegian example, France passed the Copé-Zimmermann law in 2011, which imposed a mandatory quota of 40% gender diversity on boards of directors by 2017. In 2021, the French parliament passed the Rixain law, recognising the limited progress of the previous law and setting a mandatory quota of 40% on boards by 2029. This law was the first of its kind in Western countries.

Most influential women neurosurgeons on Twitter

BackgroundSocial media platforms can increase gender diversity and foster community within the neurosurgical field. Women have been historically underrepresented in neurosurgery. The purpose of this study is to compile a list of women neurosurgeons on Twitter according to their social media influence and identify whether social media influence correlates with academic productivity. MethodsWomen neurosurgeons (post-residency) in the United States who have Twitter accounts were obtained via the Women in Neurosurgery Twitter account and individuals who used the hashtag: #womeninneurosurgery (n= 50). Social media influence (followers, original posts, likes, retweets) was extracted through Popsters social media analytics platform for each of the accounts from January 1st, 2023 to June 30th, 2023. The efficiency metric standardized retweets for follower count, as well as number of posts. Academic H-index scores were ascertained via SCOPUS. 3 lists were created based off the efficiency metric, follower count, and average likes per post. ResultsThe relationship between the efficiency metric (average retweets per post per follower) and H-index was not significant at level of p < 0.05, whereas the relationships between follower count and H-index, and average likes per posts and H-index were significant at p < 0.05. ConclusionThe significant positive association found between H-index and average likes, as well as H-index and follower count demonstrates that social media influence and academic productivity/influence may go hand in hand. The lists of women neurosurgeons may serve as a guide for individuals interested in following women neurosurgeons on Twitter. Additionally, this would aid in fostering a community supportive of women neurosurgeons. Further, this may also inform individuals who would like to grow their presence on social media on how to build their following.

Board attributes and sustainability reporting of selected listed nonfinancial firms in anglophone Sub-Saharan African countries: A multinomial logistic regression

Resource depletion, social inequality, and climate change are key among the global issues affecting the modern corporate world. Corporate sustainability is a major agenda at corporate boards. Stakeholders are increasingly demanding corporate responsibility in the wake of global resource depletion. Sustainability reporting has been experienced differently in different regions, with emerging economies being adversely stuck. Combating the bearing effects has been difficult due to a lack of synergy among the nations as well as a lack of harmonized corporate disclosure. Understanding the global socioeconomic and environmental concerns requires a close examination of the major determinants of sustainability reporting. Grounded on the agency, stakeholders, and legitimacy theory, this study aims to evaluate the influence of board attributes on sustainability reporting. Using a multinomial logistic regression model, the study assessed 110 nonfinancial firms listed in 10 Sub-Saharan African (SSA) countries from 2016 to 2021. The study analyzed the influence of board attributes on sustainability reporting. The result indicates that board size, board meetings, board independence, and board gender diversity have a positive influence on sustainability reporting. The finding provides policy implications and insight into the need for more representative boards with increased gender diversity and independence. Additionally, an optimal frequency of board meetings is needed to strengthen oversight, efficacy, and transparency of sustainability reporting initiatives in SSA. Larger representative board sizes could be rewarded with tax concessions.

The board gender diversity imitation game: Uncovering the resistant boards that refuse to play

AbstractResearch question/issueThis study examines the influence of group behavior on board gender diversity and identifies obstacles to its diffusion. It investigates whether boards are influenced by group behavior in determining their gender composition and explores barriers that impede the diffusion process.Research findings/insightsAnalyzing a network of over 18,000 US‐listed boards observed over 20 years, we find a pattern of mimetic behavior, whereby boards imitate the proportion of women on boards (WoB) among their directly tied boards. We also identify resistant firms with low representation of women on their boards. Our findings suggest that, among those boards, there are heavily male‐dominated boards resisting the appointment of women, even when surrounded by women directors among their tied boards. The diffusion of board gender diversity is slowed down by these resistant boards, hindering the overall progress in increasing gender diversity within the board network.Theoretical/academic implicationsThis research contributes insights into group behavior and resistance in board gender diversity. Adopting a network theory lens, our study sheds light on interactions between firms and their connected companies in terms of imitation practices. Drawing on social identity theory, we highlight the significance of the resistance to increasing women's representation exhibited by some boards.Practitioner/policy implicationsResistant boards, despite group pressure, slow down the diffusion of board gender diversity within the network, leading to overall stagnation. Understanding the sources of resistance allows an exploration of alternative measures to promote diversity without rigid mandates.

Women police, legitimacy, and ethics of care

Abstract Calls for more women in policing are often associated with pleas to reform the police, operating under the assumption that women police differently than men and that increasing gender diversity in law enforcement agencies may be a catalyst for organizational change. These assertions are intertwined with attitudes related to how women exercise social control and beliefs about how policing would change if the virtues associated with a feminist ethics of care approach were elevated in the institution. Structural equation modelling was used with a sample of more than 16,000 community members from over 50 jurisdictions to explore research questions related to care ethics. The results show that attentiveness, responsiveness, compassion, and helping represent an underlying construct of care, which is strongly associated with community members’ satisfaction and their broader perceptions of the legitimacy of the police. The results also show that women officers demonstrate more care than men officers and that community members who are People of Color experience less care compared with White residents. Overall, the findings indicate that rethinking police responsibilities from a care perspective is a viable option for improving police–community relations and building legitimacy, particularly in marginalized communities.

Recruiting, retaining, and advancing women in policing: Lessons learned from the IAWP Gender-Responsive Policing Summit

Abstract Despite persistent support for increasing gender diversity in US policing, women remain underrepresented. Yet, barriers to women in policing are not universal. Many police organizations in the USA and internationally have implemented promising gender-responsive approaches. The International and Nebraska Associations of Women Police (IAWP/NAWP) and UN Women convened a Gender-Responsive Policing Summit to share successful efforts to improve recruitment, retention, promotion, and wellness of women in policing. Researchers conducted systematic observations of Summit sessions, paying particular attention to solutions offered to advance gender-responsive policing. This instrumental case study summarizes lessons learned based on multistage inductive coding of Summit observation notes. Themes emerged around strategic planning and data use, leadership and promotion, health and wellness policies, associations, and support initiatives. This study provides real-world strategies police agencies can use to improve gender diversity, informed by police professionals committed to improving women’s experiences in policing on an international scale.

Top 50 Highly Cited Publications in Facelift Surgery: A 50-Year Bibliometric Analysis Review.

Facelift surgery, also known as rhytidectomy, is a commonly performed procedure to address aging-related changes in the face and neck. Over the years, its techniques and methodologies have evolved. This study aimed to provide a bibliometric analysis of the top 50 most cited publications related to facelift surgery over a fifty-year period (1973-2023). The authors obtained data from the Web of Science Core Collection on July 15, 2023. Using a predefined search strategy, the most cited articles from 1973 to 2023 on facelift surgery were identified. The publications were analyzed for their type of study, journal of publication, geographic origin, and primary outcomes. Furthermore, the authorship gender distribution was assessed. The majority of the publications (34 out of 50) were published in the "Plastic and Reconstructive Surgery" journal. The USA contributed to 72% of the research, followed by the UK, Mexico, Australia, and Germany. The primary outcomes varied from surgical techniques, anatomical studies, risk factors, patient-specific outcomes, and facial rejuvenation techniques, to comparative and historical progression of techniques. Notably, male authors dominated the field with 47 out of 50 papers having both a first and senior male author. Facelift surgery has seen substantial research development over the past fifty years. The USA has been at the forefront of this research, with a predominant focus on surgical techniques and anatomical studies. Male dominance in authorship indicates potential scope for increased gender diversity in this specialty. Annual updates are recommended for continued insights. This journal requires that authors assign a level of evidence to each article. For a full description of these Evidence-Based Medicine ratings, please refer to the Table of Contents or the online Instructions to Authors www.springer.com/00266 .

Organisational Strategies for Women Nurses to Advance in Healthcare Leadership: A Systematic Review

Aim. We aimed to undertake a systematic review focusing on organisational strategies that specifically advance women nurses in healthcare leadership. Background. Despite nursing being the largest health workforce and being dominated by women, they face significant barriers in career progression and have limited leadership opportunities, with a need to move from a focus on individuals to organisational level change. Methods. Methods for our overarching systematic review are published and follow the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) checklist. Databases searched include MEDLINE via OVID; MEDLINE in-process and other nonindexed citations via OVID; PsycINFO; and Scopus. Any study describing a strategy that was not implemented for nurses and all non-peer-reviewed studies were excluded. Included studies were appraised using CASP checklists. A thematic analysis approach was employed to facilitate the systematic generation of themes. Results. Findings were reported under two main themes: leadership barriers and enablers and organisational strategies for advancing women nurses to leadership. The latter included: mentorship, leadership training, career planning and coaching, opportunities for networking, sponsorship, and targeted recruitment processes for increasing gender diversity in leadership roles. Conclusion. This review synthesises organisational-level strategies that advance women nurses in healthcare leadership. Barriers and individual-level strategies for advancing women nurses in healthcare leadership have been extensively studied in the current literature. Systems and organisational strategies are less studied yet show that they can advance women in nursing into healthcare leadership. Implications for Nursing Management. This paper suggests that optimising women nurses’ leadership attainment needs to shift focus from individual strategies to systemic level and organisational strategies and use tailored evidenced-based approaches.