Local Workforce Research Articles

Centering race equity within youth workforce development: utilizing critical race theory

ABSTRACT COVID-19 has exacerbated stark racial and class inequities long present in the United States and other countries. As a field, workforce development supports and serves individuals at the intersections of multiple marginalized identities, with youth being a particularly important target population. The workforce development field can benefit from critically considering how racial equity can be formalized within activities. We offer Critical Race Theory (CRT) to advance theoretical understanding of the intersection of race and workforce development practice and use data from our recent research to examine how workforce development can approach efforts to further racial equity. First, we briefly review the literature related to racial disparities in employment and workforce training. We then describe CRT and its potential application to workforce systems. Finally, we present data from a recent study of local workforce development boards and conclude with suggestions to further race equity in employment and training for youth.

O107 Surgical workforce in conflict: qualitative perspectives from the Middle East and North Africa

Abstract Introduction There is a paucity of data regarding the experiences of the local surgical workforce present during conflicts. Whilst we know that surgical trauma burden increases during conflict, little is known about workforce adaptation to new injury modalities, higher caseloads, and additional system pressures. Qualitative research is an effective methodology for elucidating surgical systems in such settings. Methods Medically qualified personnel performing surgery during a conflict, who had worked in this setting before the onset or escalation of conflict, were identified through a pre-interview questionnaire distributed through the Royal College of Surgeons of England and other targeted networks. A structured guide was used to conduct in-depth interviews and a thematic analysis was undertaken. Results Surgical practitioners (male:female 19:2), of different seniority and representing 9 subspecialties, from 9 Middle Eastern and North African countries were interviewed. There were notable differences in the experiences of practitioners within new conflict settings (Libya, Syria, Egypt and Sudan) compared to those with previous conflict experience, where medical education and training were more likely to be uninterrupted. This necessitated training during active situations, which many practitioners regarded as very fruitful. Junior trainees in new conflict areas often had to ‘act up’ under intense pressure, often without adequate supervision whilst practitioners in previous conflict settings have normalized conflicts and developed cultural coping mechanisms. Conclusion This study contributes to the evidence gap on the surgical workforce in conflict settings and highlights the need for innovative and swift support for entire surgical ecosystems to maximize impact.

Strategies to Operationalize Health Equity in Island Area Health Departments.

Strategies to Operationalize Health Equity in Island Area Health Departments.

Boosting SMEs Performance in Surabaya on Post Pandemic Era

Small and medium-sized enterprises (SMEs) are playing a major role in many country including Indonesia, the definition of SMEs under Law No.20 of 2008 are corps owned by individual or groups of people, and it’s defined by their assets and annual sales, cited from ilo.org Indonesia’s SMEs are reaching 816.000 in total, employing 97 percent of local workforce in Indonesia and contributing 27 percent of GDP and we can say that SMEs are the backbone of the economy in Indonesia. Despite the fact, many SMEs failed to sustain in this era of globalization and pandemic, cited from bbc.com there are around 30 million of SMEs were bankrupt and closed during pandemic, hence the researcher did some research to find what are the most important factors to make SMEs sustain in this era. This study is located in Surabaya considering Surabaya as the second largest and fastest trading city with a significant SMEs growth since 2008 and high economic maneuver. Multiple linear regression was used for this study with a total 53 samples using google form as the data collection platform. Findings that all factors such customer value, transformational leadership, innovation and online marketing are significantly related to business performance. This study will accelerate SMEs growth to support indonesia economyKeywords: SMEs, pandemic, business, performance, key factors

The development of the education system in Qatar: assessing the intended and unintended impacts of privatization policy shifts

ABSTRACT Qatar is caught in the struggle between reformation of its educational system to create a dynamic, local workforce and prepare their citizens for the competitive global market for higher education and jobs, whilst preserving the country’s values, tradition and language. This paper examines the recent policy shifts, hitherto underexplored, analysing the intended and unexpected impacts that influenced subsequent policy reform. It begins with a background on neoliberal educational policies followed by a historical account of the education system, with a focus on post-2011 where the government introduced a voucher system to further privatization. Using quantitative longitudinal analyses based on tabulating detailed government educational reports from 2010 onwards, it aims to investigate the impact of these post-2011 policies on the number of schools, students, gender and demographic composition in the government and private schooling sector. The data illustrates how a simple, linear trend of privatization has not occurred and that significant demographic changes have begun to surface between government and private schools. If these trends continue at the same rate across the next decade, this will likely result in transformative social changes and divisions in relation to identity, language, gender, cultural values, socio-economic status, higher education choices and job opportunities.

91 Educating the Clinical and Translational Research Workforce Online: A Case Study of Tufts CTSI I LEARN

OBJECTIVES/GOALS: In November 2020, Tufts CTSI launched a new, upgraded learning management platform for disseminating self-paced online professional education for the CTR workforce. This poster will present a case study of the first two full years of Tufts CTSI I LEARN usage to illustrate how a local and national CTR workforce engages in free online training. METHODS/STUDY POPULATION: This study will employ a retrospective analysis of 2021 and 2022 learner usage data from the Tufts CTSI I LEARN platform. The population are individuals who have engaged in one or more courses over the specified time period, where engagement is defined as having viewed at least one content item in a course. Descriptive statistics will be used to show total engagement and unique learners each year by course, popular courses by year, as well as geographical distribution of learners across both years. Two sample t-tests will be used to compare the mean percentage of course completion and mean time spent in courses for 2021 and 2022. The Wilcoxon Rank Sum test will be used to compare median courses taken per learner each year. Finally, descriptive statistics will be used to show returning learners vs new learners from 2021 to 2022. RESULTS/ANTICIPATED RESULTS: Data from 2021 show 723 learners (436 unique) engaged in 49 courses across the year. Course engagement ranged from a max of 135 to minimum of 1 learner (Mean = 14.8, Median = 6). Mean percent of course content viewed was 69.4 (Median = 63.7%) and mean time spent on course content was 41.3 minutes (Median = 33.6). Preliminary data from Q1-Q3 of 2022 find 557 learners (328 unique) have engaged in 69 courses. Based on this trend, it is anticipated that 2022 will match or exceed 2021 engagement levels. Recently launched courses are expected to have higher average engagement than legacy courses ported from the previous version of the platform. DISCUSSION/SIGNIFICANCE: Results from this evaluation will suggest strategies to enhance engagement in current courses and identify opportunities for future course development. Increasing engagement in self-paced CTR education is an important complement to formal workforce development and training programs.

STRATEGIC PLANNING AND SYSTEMIGRAMS: A MIXED-METHODS STUDY OF THE PUBLIC SYSTEM OF WORKFORCE DEVELOPMENT

This study explored (a) the design of a public social system fulfilling its federally mandated purposes; and (b) the utility of visualization in the strategic planning of that system. First, a modified Delphi survey of 18 executive directors and board members of local workforce development areas was conducted. Second, from qualitative survey data collected, a textual definition of the system was developed and a visual model (systemigram) of an ideal local workforce development area was designed. Third, 12 participants viewed the systemigram and were asked about the utility of such a model for strategic planning purposes. Eighteen participants completed 3 rounds of the modified Delphi. Round 1 of the modified Delphi included a Kendall's W of 0.37. Rounds 2 and 3 resulted in a Kendall's W of 0.41. Results from interviews with participants indicated that overall, a visual model would be useful for strategic planning in the workforce development system.

The state of cardiac surgery in Ethiopia

ObjectivesSix billion people globally do not have access to cardiac surgical care. In this study, we aimed to describe state of cardiac surgery in Ethiopia. MethodsData on status of local cardiac surgery collected from surgeons and cardiac centers. Medical travel agents were interviewed about number of cardiac patients who were assisted to travel abroad for surgery. Historical data and number of patients treated by non-governmental organizations were collected via interviews and by accessing existing databases. ResultsPatients access cardiac care via 3 avenues: mission-based, abroad referral, and care at local centers. Traditionally, the first 2 have been the main mode of access; however, since 2017, an entirely local team has begun performing heart surgery in the country. Currently, surgical cardiac care is provided at 4 local centers: a charity organization, a tertiary public hospital, and 2 for-profit centers. Procedures at the charity center are provided for free, whereas in others, patients mostly pay out of pocket. There are only 5 cardiac surgeons for 120 million people. More than 15,000 patients are on waitlist for surgery, mainly because of lack of consumables and limited numbers of centers and workforce. ConclusionsThere is a change in the trend from non-governmental mission- and referral-based care toward care in local centers in Ethiopia. The local cardiac surgery workforce is growing but still insufficient. The number of procedures is limited with long wait lists due to limited workforce, infrastructure, and resources. All stakeholders should work on training more workforce, providing consumables, and creating feasible financing schemes.

Articulating pathways for a diverse nursing workforce in a community college

To meet local nursing workforce needs, increase diversity in nursing, and promote education and economic development for low-income students, the nursing department at Columbus State Community College has developed various educational pathways for registered nurses, practical nurses, paramedics, military medics, and nurse aides. In this article, a variety of educational pathways toward nursing and further education are described that nursing faculty may use to develop strategies to promote enrollment and diversity. Information on demographics, barriers, and outcomes is provided.

Mortality among adults in the arctic macro-region: Dynamics, structure and features

An expected increase in the number of workplaces in the Arctic macro-region will require a lot of available local workforce. However, currently the working age population is declining markedly there. Between 2014 and 2020, the population decreased everywhere, except the Yamal Nenets Autonomous Area; the decrease was the most apparent in the Arkhangelsk region, Murmansk region, and the Komi Republic. Fluctuations in the share of the working age population in the Arkhangelsk region and the Nenets Autonomous Area practically have the same dynamic as in the country as a whole (the decline equals 2–3 %). The greatest declines (5–7 %) were observed in the Magadan region, Chukotka, the Murmansk region and the Komi Republic. Mortality rates in the Arctic macro-region tend to be higher than the national average rate due to uncomfortable Arctic climate, long distances between the settlements and basic healthcare facilities, and some other reasons. A current decline in mortality among the working age population has not reached its national average level yet. The major causes of elevated mortality in the Arctic macro-region include ischemic heart disease (in Chukotka, the Arkhangelsk region and the Murmansk region); stroke (in Karelia and the Komi Republic); external causes including accidental alcohol poisoning (in Karelia, the Komi Republic, and the Arkhangelsk region). To protect health of the working age population, it is necessary to develop and implement regional programs aimed at reducing mortality due to the major causes, which differ from one region to another. These programs should consider the experience gained in the other Arctic regions. It is also necessary to implement more effective healthcare management systems. This includes development of specific models for various population groups with specific working conditions and lifestyle; development of private-public partnerships; making healthcare more available.

Динамика, структура и особенности смертности трудоспособного населения арктического макрорегиона

An expected increase in the number of workplaces in the Arctic macro-region will require a lot of available local workforce. However, currently the working age population is declining markedly there. Between 2014 and 2020, the population decreased everywhere, except the Yamal Nenets Autonomous Area; the decrease was the most apparent in the Arkhangelsk region, Murmansk region, and the Komi Republic. Fluctuations in the share of the working age population in the Arkhangelsk region and the Nenets Autonomous Area practically have the same dynamic as in the country as a whole (the decline equals 2–3 %). The greatest declines (5–7 %) were observed in the Magadan region, Chukotka, the Murmansk region and the Komi Republic. Mortality rates in the Arctic macro-region tend to be higher than the national average rate due to uncomfortable Arctic climate, long distances between the settlements and basic healthcare facilities, and some other reasons. A current decline in mortality among the working age population has not reached its national average level yet. The major causes of elevated mortality in the Arctic macro-region include ischemic heart disease (in Chukotka, the Arkhangelsk region and the Murmansk region); stroke (in Karelia and the Komi Republic); external causes including accidental alcohol poisoning (in Karelia, the Komi Republic, and the Arkhangelsk region). To protect health of the working age population, it is necessary to develop and implement regional programs aimed at reducing mortality due to the major causes, which differ from one region to another. These programs should consider the experience gained in the other Arctic regions. It is also necessary to implement more effective healthcare management systems. This includes development of specific models for various population groups with specific working conditions and lifestyle; development of private-public partnerships; making healthcare more available.

Management of orofacial clefts in Africa, insufficient management centers, and workforce.

Management of orofacial clefts in Africa, insufficient management centers, and workforce.

The future integrated care workforce.

The future integrated care workforce.

The Exodus Of State And Local Public Health Employees: Separations Started Before And Continued Throughout COVID-19.

Understanding the size and composition of the state and local governmental public health workforce in the United States is critical for promoting and protecting the health of the public. Using pandemic-era data from the Public Health Workforce Interests and Needs Survey fielded in 2017 and 2021, this study compared intent to leave or retire in 2017 with actual separations through 2021 among state and local public health agency staff. We also examined how employee age, region, and intent to leave correlated with separations and considered the effect on the workforce if trends were to continue. In our analytic sample, nearly half of all employees in state and local public health agencies left between 2017 and 2021, a proportion that rose to three-quarters for those ages thirty-five and younger or with shorter tenures. If separation trends continue, by 2025 this would represent more than 100,000 staff leaving their organizations, or as much as half of the governmental public health workforce in total. Given the likelihood of increasing outbreaks and future global pandemics, strategies to improve recruitment and retention must be prioritized.

Work-based learning opportunities through the Tennessee economic boom: training for generations

PurposeThe purpose of this paper is to examine the recent economic boom in Tennessee and the role of work-based learning WBL opportunities in contributing to this growth. The paper will analyze data from the U.S. Bureau of Labor Statistics to provide an overview of the changes in the labor force and employment in the state over the past ten years. Additionally, the paper will delve into the various WBL programs offered in Tennessee, such as K-12 Career and Technical Education (CTE), Tennessee Chamber Work-based Learning, and more, that are designed to provide individuals of all ages and stages with the skills and knowledge needed to succeed in the workforce. The paper will also discuss how the growth in WBL opportunities has led to an increasing need for new hires and how it could lead to the development of new industry in Tennessee. The paper aims to provide a detailed examination of the economic boom in Tennessee, and the impact of WBL opportunities on the development of local workforce and industry.Design/methodology/approachThe design of this paper is to analyze the recent economic boom in Tennessee and the role of work-based learning WBL opportunities in contributing to this growth. The methodology used in this paper is primarily a review of data from the U.S. Bureau of Labor Statistics to provide an overview of the changes in the labor force and employment in the state over the past ten years. Additionally, the paper will review the various WBL programs offered in Tennessee and their standards, to understand how they are designed to provide individuals of all ages and stages with the skills and knowledge needed to succeed in the workforce. The approach taken in this paper is an analytical one, where the data is analyzed to understand the trends and patterns in the labor market and the impact of WBL opportunities on the workforce. The paper also includes insights from relevant research studies and experts in the field to provide a comprehensive understanding of the subject.FindingsThe findings of this paper indicate that there has been a significant economic boom in Tennessee over the past decade, as evidenced by data from the U.S. Bureau of Labor Statistics. The data shows a consistent increase in the labor force and employment in the state, with a corresponding decrease in the unemployment rate. The paper also found that the growth in work-based learning WBL opportunities in Tennessee has played a significant role in contributing to this economic boom. The paper reviewed various WBL programs offered in Tennessee and found that they are designed to provide individuals of all ages and stages with the skills and knowledge needed to succeed in the workforce.Originality/valueThis paper brings an original perspective on the recent economic boom in Tennessee and the role of work-based learning WBL opportunities in contributing to this growth. By analyzing data from the U.S. Bureau of Labor Statistics, the paper provides an overview of the changes in the labor force and employment in the state over the past ten years, which has not been thoroughly examined in previous studies. Additionally, the paper delves into the various WBL programs offered in Tennessee, and how they are designed to provide individuals of all ages and stages with the skills and knowledge needed to succeed in the workforce, which is an original aspect of this paper. The paper also presents the original finding that the growth in WBL opportunities has led to an increasing need for new hires and could lead to the development of new industry in Tennessee. This paper provides an original and comprehensive examination of the economic boom in Tennessee and the impact of WBL opportunities on the development of local workforce and industry.

AN ANALYSIS OF CRITICAL MANAGERIAL CHALLENGES IN MACAU

Macau has long been considered to be an example of remarkable economic growth. With the opening of the gaming sector in 2002, the casino and hospitality sector flourished, creating employment opportunities but also imposing several challenges on managers. Since Macau endeavors to be positioned as the center for international business with Portuguese-speaking countries and a platform for trading with China’s Greater Bay Area (GBA), it becomes essential for international enterprises to understand the local dynamics. In light of the limited research available, this study aims to identify management challenges from the perspectives of senior executives in different industries based in Macau. Our findings point out that managers must contend with several issues, such as the lack of a skilled local talent pool, high turnover rates, employees' work attitudes, and a tightly controlled immigration policy. It is also imperative for international managers to nurture relationships and pay attention to the local culture. Our results suggest that Macau has to develop a highly skilled local workforce to attract international companies, while local organizations also have to create an attractive working environment to compete in the marketplace.

An Explorative Study: The Challenges of Cross-Cultural Adaptation among Expatriates in Kuala Lumpur, Malaysia

The current progress of technological modernization has further enhanced the increase in the number of international migration movements around the world. The encouragement of international migration is also driven by the policies enacted by the government at the policy implementation stage, producing a dynamic and highly innovative local workforce as well as high demand from industries, institutions, and statutory bodies to fill the energy gap in professional work. International migration is an advantageous approach and has been found to positively impact a country’s economic and socio-political development. Furthermore, the involvement of professionals, especially expatriates who are technologically literate, highly knowledgeable, and have extensive experience in certain fields, not only helps the country’s economic growth but also contributes to the sustainability and viability of organizational management. Nonetheless, individuals involved in international migration, especially expatriates, tend to experience problems adaptating to the cultural environment of the host country due to the differing cultural practices than their countries of origin. Therefore, the aim of this study is to explore the challenges of cultural adaptation among expatriates in Kuala Lumpur, Malaysia. The findings of this study found that the lack of social interaction and lack of cultural interaction are the challenges faced by expatriates while adapting to the culture in Malaysia. The findings of this study also provide benefits to the organizations and agencies of the government i.e. MIDA or TalentCorp in managing expatriate issues in Malaysia in order to reduce the turnover and repatriation among expatriates.

The impact of Chinese firm’s CSR practice on job pursuit intention of host country national: An investigation in Bangladesh

ABSTRACT Foreign-owned firms’ attractiveness as an employer is crucial for recruiting and retaining talented local job seekers since the new generation is concerned about the social image of their organization. Corporate social responsibility (CSR) is one of the practical tools to connect host country society and create social acceptability. Socially acceptable businesses are comparatively attractive to work with. Drawing on signaling theory to support the study findings, we used cross-sectional surveys with 182 local employees of export-oriented Chinese enterprises in Bangladesh export processing zone (EPZ) areas. We applied structural equation modeling (SEM) to assess the study hypotheses. In addition, Preacher and Hayes mediation analyses were used to evaluate the mediating effect of employer attractiveness on the relationship between corporate social responsibility (CSR) and job pursuit intention. The findings demonstrated a strong association between the research variables and indicate that CSR positively influences employer attractiveness and job pursuit intention. The results show that employer attractiveness partially mediates the impact of CSR on job pursuit intention. This research provides HR managers with practical insights for boosting employer attractiveness, which may play a crucial role in recruiting a competent local workforce. Future implications for HRD professionals and avenues for future research are discussed.

Smellscaping Guiyu

Once the largest e-waste recycling and processing town in the world, Guiyu, China, was characterized by a pungent, penetrating smell of burning chemicals and plastics, commonly referred to as Guiyu Wei by both locals and officials. Shrouded in the environmental terror of unidentified toxins and chemicals, breathing had become a precarious bodily (re)action that constantly put people’s lives at risk. Taking Guiyu as its center case, this essay documents two “smell walks” in Guiyu conducted by the local community and me, respectively. It presents a prolonged material afterlife of data that is intimately intertwined with the life and livelihood of the local workforce and community and tracks the production of desensitized subjects. How do we represent a particular kind of smell or a specific form of olfactory experience? How can we communicate this message with a larger public that has little knowledge of what life is like within a chemically polluted environment? This project seeks to think about these questions in artistic terms, conceiving research-creation as an integral methodology. Through the Guiyu-inspired art series, “Synesthesia (unfinished),” I explore various possibilities of olfactory representation and the emergent relationships among smell, the environment, and our sensorium. As the centerpiece of this project, I envision “Smellscaping Guiyu” as an immersive installation that takes visitors beyond their intimate sensory knowledge and immerses them in the unfamiliar olfactory milieu fabricated by chemicals and elements from Guiyu, one of the “shadow places” at the corner of the world.

The State of the US Public Health Workforce: Ongoing Challenges and Future Directions.

Between the 2009 Great Recession and the onset of the COVID-19 pandemic, the US state and local governmental public health workforce lost 40,000 jobs. Tens of thousands of workers also left during the pandemic and continue to leave. As governmental health departments are now receiving multimillion-dollar, temporary federal investments to replenish their workforce, this review synthesizes the evidence regarding major challenges that preceded the pandemic and remain now. These include the lack of the field's ability to readily enumerate and define the governmental public health workforce as well as challenges with the recruitment and retention of public health workers. This review finds that many workforce-related challenges identified more than 20 years ago persist in the field today. Thus, it is critical that we look back to be able to then move forward to successfully rebuild the workforce and assure adequate capacity to protect the public's health and respond to public health emergencies.