On-site Child Care Research Articles

High Schools Tailored to Adults Can Help Them Complete a Traditional Diploma and Excel in the Labor Market

Over 18 million adults in the United States lack a high school credential. While some go on to attain the GED, diplomas are potentially more valuable. A network of high schools helps adults graduate by providing tailored curricula, nonacademic coaching, onsite child care, and transportation. After five years, earnings increase by 38 percent more for graduates than nonenrolling applicants. We address selection by conditioning on preapplication earnings and comparing to students who exit after positive shocks. Much of the wage gains can be accounted for by sectoral switching and evidence on credential completions is consistent with a human capital mechanism. (JEL I21, I26, J24, J31)

Heads of Schools Preparation of School Environment for Actualizing Student Mothers’ Continuation with Education in Public Secondary Schools in Dodoma Municipality

This study aimed to investigate the heads of schools' preparation of the school environment in actualizing student mothers’ continuation with education in public secondary schools in Dodoma municipality. Guided by the Clinical Supervision Model (CSM) developed by Goldhammar in 1969, the study used the convergent design under a mixed methods research approach. Targeted 40 heads of schools, 312 secondary school teachers, and 291 student-mothers, a sample of 6 heads of schools, 60 teachers, and 12 student-mothers was drawn, making a total of 78 respondents. Data was collected using questionnaires and interview guides whose validity was ensured by education experts in educational administration and planning. Based on the pilot test data, the reliability of teachers' and student mothers’ questionnaires was established through Likert-type items where 0.81 and 0.75 Cronbach-Alpha coefficients were separately obtained with the aid of SPSS version 22. The credibility and dependability of the qualitative data gathered through interview guides were carried out through instrument triangulation and peer debriefing approaches. At the same time as the qualitative data were analyzed thematically and presented in quotations, the quantitative data were analyzed descriptively and tabulated in frequencies, percentages, and means. The study revealed that public secondary schools in Dodoma Municipality did not have on-site childcare facilities. The study also exposes that schools are striving for inclusive learning, but lack counseling, mentorship, financial aid collaboration, teacher professional development, and flexible academic programs. The study concluded that there are still inadequacies in assistance, even if school administrators have made strides toward fostering inclusive learning environments and honoring the accomplishments of student mothers. As adaptive academic programs are being introduced, additional supportive measures should be strengthened. Student mothers should participate in school-run initiatives and programs intended to assist them.

Family planning influences and perceptions among dermatology residents from ACGME-accredited training programs: a survey-based study.

As an increasing number of women pursue careers in dermatology, the structure and culture of training must reflect the evolving needs of dermatology residents. To examine perceived barriers to and perceptions of family planning amongst dermatology residents capable of becoming pregnant, evidence-based principles were employed to develop a 40-question survey for dermatology residents in ACGME-accredited training programs. A pilot study was conducted with the Harvard Combined Dermatology Residency Training Program residents before full-scale national electronic survey distribution from April to June 2023. Information was collected regarding factors influencing attitudes towards becoming pregnant during residency, as well as information regarding residency program family leave, fertility preservation, and lactation policies. Ultimately, 95 dermatology residents capable of becoming pregnant completed the survey. The majority (77.9%) of respondents reported intentionally delaying having children because of their careers, and 73.7% believed there is a negative stigma attached to being pregnant or having children during dermatology residency. Of respondents who had not yet attempted to become pregnant, 75.3% were concerned about the possibility of future infertility. Of the 60% of respondents considering fertility preservation options, 84.6% noted concerns about these procedures being cost-prohibitive on a resident salary. Only 2% of respondents reported that cryopreservation was fully covered through their residency benefits, while 20% reported partial coverage. Reported program parental leave policies varied considerably with 54.9%, 25.4%, 1.4%, and 18.3% of residents reporting 4-6 weeks, 7-8 weeks, 9-10 weeks, and 11 + weeks of available leave, respectively. Notably, 53.5% of respondents reported that vacation or sick days must be used for parental leave. Respondents reported lactation policies and on-site childcare at 49.5% and 8.4% of residency programs, respectively. The trends noted in the survey responses signal concerning aspects of family planning and fertility for dermatology residents capable of becoming pregnant. Residency family planning policies, benefits, and resources should evolve and homogenize across programs to fully support trainees.

Improving Retention in Mental Health and Psychosocial Support Interventions: An Analysis of Completion Rates across a Multi-Site Trial with Refugee, Migrant, and Host Communities in Latin America.

Research on mental health and psychosocial support (MHPSS) interventions within refugee and migrant communities has increasingly focused on evaluating implementation, including identifying strategies to promote retention in services. This study examines the relationship between participant characteristics, study setting, and reasons for intervention noncompletion using data from the Entre Nosotras feasibility trial, a community-based MHPSS intervention targeting refugee, migrant, and host community women in Ecuador and Panama that aimed to promote psychosocial wellbeing. Among 225 enrolled women, approximately half completed the intervention, with varying completion rates and reasons for nonattendance across study sites. Participants who were older, had migrated for family reasons, had spent more time in the study community, and were living in Panamá (vs. Ecuador) were more likely to complete the intervention. The findings suggest the need to adapt MHPSS interventions to consider the duration of access to the target population and explore different delivery modalities including the role of technology and cellular devices as reliable or unreliable source for engaging with participants. Engaging younger, newly arrived women is crucial, as they showed lower completion rates. Strategies such as consulting scheduling preferences, providing on-site childcare, and integrating MHPSS interventions with other programs could enhance intervention attendance.

On-Site Childcare Strategy Adaptation and Performance of Female Employees; Case Study of I&M Bank (Rwanda)Plc

On-Site Childcare Strategy Adaptation and Performance of Female Employees; Case Study of I&M Bank (Rwanda)Plc

Implementation and Maturity of Clinical Learning Environment Components Across Pediatric Residency Programs.

Pediatric residency programs prioritize clinical learning environment components depending on resource availability, institutional constraints and culture, and accreditation requirements. However, there is limited literature on the landscape of implementation and maturity of clinical learning environment components across programs nationally. We used Nordquist's clinical learning environment conceptual framework to craft a survey around the implementation and maturity of learning environment components. We performed a cross-sectional survey of all pediatric program directors enrolled in the Pediatric Resident Burnout-Resiliency Study Consortium. Components with the highest implementation rates were resident retreats, in-person social events, and career development, while components least likely to be implemented were scribes, onsite childcare, and hidden curriculum topics. The most mature components were resident retreats, anonymous systems for reporting patient safety events, and faculty-resident mentoring programs, while the least mature components were use of scribes and formalized mentorship for trainees underrepresented in medicine. Learning environment components included in the Accreditation Council of Graduate Medical Education Program Requirements were significantly more likely to be implemented and mature than nonrequired components. To our knowledge, this is the first study to use an iterative and expert process to provide extensive and granular data about learning environment components for pediatric residencies.

Progressive or pressuring? The signaling effects of egg freezing coverage and other work-life policies.

In recent years, organizations have expanded the number and types of work-life policies they offer in an attempt to attract and retain talent. We challenge the assumption that work-life policies uniformly signal personal-life support and elicit favorable employee attitudes by investigating a relatively new work-life policy: egg freezing coverage. We theorize that, relative to other work-life policies, egg freezing coverage is more likely to send signals that evoke negative employee attitudes; although framed as intended to support employees' personal lives, employees interpret egg freezing as signaling that personal-life sacrifice and work prioritization are encouraged, which in turn decrease policy support and organizational attraction. We test these ideas in six studies, including an archival study, a qualitative survey study, a scale development study, two quantitative survey studies, and an experiment. We find egg freezing coverage evokes more negative attitudes than a range of other work-life policies (in vitro fertilization [IVF], on-site childcare, paid parental leave, flextime) as well as no policy at all. More negative reactions to egg freezing than to other policies are driven by perceptions that the policy sends a stronger signal that personal-life sacrifice is encouraged, as well as perceptions that it offers fewer benefits to employees and is more costly to organizations. In all, this work expands understanding of the signaling effects of work-life policies and demonstrates that reactions to a range of work-life policies are both more variable and driven by a larger number of underlying factors than prior theory can account for. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Healthcare Workers' Perceptions of On-Site Childcare.

Measures taken by healthcare organizations to address COVID-19 highlighted the long-standing lack of childcare infrastructure required to support healthcare workers. This study, designed to provide evidence to support operations at an academic medical center, looked at the influence that in-house and emergency childcare could have on the retention, recruitment, and productivity of healthcare workers. This study also outlined the implications that childcare, or its lack, has for healthcare organizations during and after the COVID-19 pandemic. We conducted a 35-question electronic employee survey (under institutional review board approval) during pandemic-induced public school closures, which included both quantitative and qualitative (write-in) questions. The survey results showed that weekday on-site childcare was very or extremely important to more than half of survey respondents, the majority of whom were staff members (28%) or physicians (25%), followed by administrators (15%), researchers (12%), others (10%), nurses (5%), educators (2%), and residents (1%). Sixty percent of respondents reported that emergency on-site childcare was extremely important (34%) or very important (26%). Almost half (49%) reported that emergency childcare needs have disrupted their work in the past year, including canceling of clinics or surgical cases. Analysis of qualitative comments via a strategy based on coding and categorization showed that, when asked how childcare influences their work choices, employees responded that childcare availability has limited the hours or times they could work, that lack of childcare has prevented career growth, that they left a previous job or will leave their current job because of childcare needs, or that they stayed at a previous job or have remained in their current job longer because of the availability of childcare. Although data from this mixed-methods study support findings in the literature that there is a need for in-house and emergency childcare, the data suggest that current employees at this academic medical center do not currently expect it, likely because such childcare is not generally available at most academic institutions. With increased rates of burnout and healthcare workers leaving the field since COVID-19, offering in-house and emergency childcare provides hospital systems with new opportunities to retain and recruit physicians, nurses, and staff, as well as to improve their well-being and productivity.

Making Space for Women: Stories from Trailblazing Women of NASA’s Johnson Space Center ed. by Jennifer M. Ross-Nazzal

Reviewed by: Making Space for Women: Stories from Trailblazing Women of NASA’s Johnson Space Center ed. by Jennifer M. Ross-Nazzal Margaret A. Weitekamp Making Space for Women: Stories from Trailblazing Women of NASA’s Johnson Space Center. Edited by Jennifer M. Ross-Nazzal. (College Station: Texas A&M University Press, 2022. Pp. 443. Illustrations, notes index.) With this excellent compilation of oral history interviews, editor Jennifer Ross-Nazzal, the historian at the Johnson Space Center (JSC), the center for human spaceflight and mission control for the National Aeronautics and Space Administration (NASA), introduces readers to twenty-one women whose hard work and dedication helped build that center’s reputation for excellence. As a scholar, I have frequently searched for oral [End Page 393] history interviews in the deep collection that the JSC’s history office created and maintains. The individual experiences and personal recollections of contemporary actors—and the more than 1,400 oral history interviews compiled by the Johnson Space Center as of the book’s printing—deepen understanding of historical events and enliven their retelling. With this collection, Ross-Nazzal brings a selection of those resources to a broader readership. Ross-Nazzal’s introduction provides a well-researched and carefully footnoted summary of the history of women’s participation as NASA professionals. That progress was uneven, as such changes tend to be. She traces the broad outlines of the history beginning from the 1960s, when a woman behind a desk was assumed to be a secretary even if she was not, to the current day, which includes women in JSC’s leadership positions and an onsite childcare center. Ross-Nazzal self-consciously frames this volume as another possible aid to encourage that cultural shift toward women’s fuller participation in the professional work of spaceflight. Ross-Nazzal opens the volume with two oral history interviews from secretaries and administrative support, a fitting choice because for many years women’s participation at JSC was restricted to such roles. Nonetheless, reading these interviews reminds readers how vital such positions were for NASA’s work. The oral histories in this collection feature mathematicians and engineers, then flight controllers, spacesuit technicians, nurses and scientists, astronauts, trainers, senior management, and center management. Given how much the work at JSC focuses on human spaceflight, Ross-Nazzal makes a deliberate choice to illustrate through the book’s structure how much the work of astronauts is embedded in a network of other equally vital positions. The interview subjects go as far back in JSC’s history as Dee O’Hara, the nurse who worked closely with the original seven Project Mercury astronauts. She started at NASA in 1959, before the agency moved its human (then called “manned”) spaceflight operations to Houston. Peggy Whitson brings the story almost to the present as an astronaut who commanded the International Space Station and served as Chief of the Astronaut Office before retiring in 2018 to work for Axiom, a commercial spaceflight company. Throughout, the themes of mentorship and commitment to the mission illustrate how women gained professional footholds in fields that were not always completely welcoming. Often professional advancement decisions occurred because the right job, at the right level, opened at the right time. Readers should note that the chapters are edited versions of oral history interviews, not third-person accounts. As a result, in some instances there are references to federal government employment (such as pay-grade levels and NASA acronyms) that may not be immediately clear. Making Space for Women would be an excellent addition to history, women’s studies, or STEM (science, technology, engineering, and math) [End Page 394] classes to show students the range of careers that might be open to them thanks to these path-breaking women. Margaret A. Weitekamp Smithsonian’s National Air and Space Museum Copyright © 2022 The Texas State Historical Association

Parenthood and Medical Training: Challenges and Experiences of Physician Moms in the US

Phenomenon: Balancing the demands of medical training and parenthood is challenging. We explored perceptions of programmatic support, parental leave, breastfeeding, and self-reported biggest challenges among a large cohort of physician mothers in a variety of medical specialties and across the stage of training when they had their first child. Our goal was to inform strategies to help improve the physician parent experience. Approach: This cross-sectional, observational survey study was performed using a convenience sample from an online physician-mom support group from January to February 2018. Descriptive statistics and bivariate analyses were used to report results and examine relationships between career stage at first child and outcome variables. Responses to the open-ended question, “What is your biggest challenge as a physician mom?” were qualitatively analyzed. Findings: The survey received 896 complete responses. The most common specialties were obstetrics and gynecology (25.3%), pediatrics (19.9%), internal medicine or medicine/pediatrics (17.1%), and family medicine (10.2%). The majority of participants (63.9%) had their first child during medical training, including medical school (14.3%), residency (35.8%) or fellowship (13.6%). Medical students were less likely to perceive programmatic support than residents or fellows (44.1% vs. 63.1% vs. 62.3%, respectively), and only 19.9% of participants who became parents during medical training reported having a clear and adequate parental leave policy. Nearly 70% of participants breastfed for six months or more, with no statistical differences across career stage. Most participants (57.6%) delayed child-bearing for one or more reasons, with 32.3% delaying to complete training. The most common codes applied to responses for ‘biggest challenges as a physician mom’ were insufficient time, lack of work-life balance, missing out, and over-expectation. Insights: Physician mothers, particularly those who had their first child during training, continue to struggle with support from training programs, finding work-life balance, and feelings of inadequacy. Interventions such as clear and adequate leave policies, program-sponsored or onsite childcare and improved programmatic support of breastfeeding and pumping may help to ameliorate the challenges described by our participants.

Unraveling the work–life policies puzzle: How the ‘ideal worker’ norm shapes perceptions of policies legitimacy and use

The development of work–life policies—e.g., employee assistance programs, on-site childcare, flextime, part-time, compressed week, and so on—is increasingly important for a growing number of organizations. Though such programs provide benefits for both employees and employers, usage rates are still low. Scholars have called for research that addresses this phenomenon and more particularly explains the underlying processes of individual decision-making concerning work–life balance, and describe why and how certain social groups differ in their approaches to policy use. Our inductive study –based on 44 individual interviews- aims to address these issues. We found that the policies are used differently depending on the employees’ social group, and that certain salient social identities—such as gender, parenthood and managerial status—shape their use. Such programs are a structural and cultural change for organizations and often present an opportunity for redefining the centrality of work. Indeed the values inherent in them, including resting and taking time for oneself or for one’s family, may conflict with the traditionally masculine values associated with the ‘ideal worker’, intuitively linked to performance and production of positive results. The clash between the two, which permeated the interviews, causes employees to fall back on the social identity or identities they find meaningful. Our findings show three main strategies that individuals use when they feel that their social identity is threatened: (1) engage in workaround activities to avoid using work-life policies; (2) try to compensate for policies use (by engaging in projects outside one’s job or doing overtime work) ; and (3) significantly limit policies use. These results contribute to literature by showing that many managers and men do not feel legitimate to use work-life policies and find workarounds to manage without them, thus perpetuating stereotypical masculine norms. We demonstrate that the identity threat that underlies work-life policies taking may help women in the short term, but also contributes to their discrimination in the long run as well as is detrimental to the work-life balance of men.

Availability of child care resources for patients undergoing cancer treatment at NCI-designated cancer centers.

e13508 Background: The National Cancer Institute (NCI) estimates that approximately one-quarter of adults with cancer are parents to children less than 18 years. Further, it is estimated that 2.85 million minor children in the United States have a parent undergoing cancer treatment. Previous studies have demonstrated that parents with cancer experience significant stress and disruptions to familial life following a cancer diagnosis. In a study of women with breast, gynecologic cancer and other cancers undergoing cancer therapy, 48.7% of women endorsed needing help with childcare and 64.1% needing help with household management. Despite this evidence supporting both a need for childcare among patients with cancer, data regarding the availability of on-site childcare programs and resources at NCI-designated cancer centers is limited. The objective of this cross-sectional study was to assess the availability of childcare resources for parents who are undergoing cancer treatment at NCI-Designated Cancer Centers. Methods: The availability of childcare resources for parents undergoing cancer treatment at all 51 NCI-designated comprehensive cancer centers and 13 NCI-designated cancer was assessed in January 2021 and February 2021. Childcare resources were assessed via online search and telephone calls. Specifically, centers were queried regarding availability of daycare programs for children of patients undergoing treatment and whether resources were available to assist patients in need of childcare. Descriptive statistics were performed. Results: In total, only 1/64 (1.6%) of NCI-designated cancer centers currently offer childcare resources for patients undergoing cancer treatment. This center offers childcare for children ages 2–8, free of charge with multiple outpatient locations. One additional institution previously provided patients with access to daycare, but has closed due to the COVID-19 pandemic. Further, only 1/64 (1.6%) NCI-designated cancer center offers financial assistance grants to aid patients to subsidizing childcare costs during cancer treatment. Conclusions: Institution sponsored options for childcare for patients undergoing cancer treatments are highly limited, even in the best resourced cancer care settings. The COVID-19 pandemic has limited options further, and many hospitals now restrict visitors under the age of 18. Patient grants or institutionally sponsored childcare provider networks may represent an avenue for supporting parents who are facing a cancer diagnosis. Supporting families of patients with cancer has great potential to impact quality of life, economic and psychological stress.

Employers’ perceptions of breastfeeding practice of employed mothers in Addis Ababa, Ethiopia: a qualitative study

BackgroundThe Ethiopian Demographic and Health Survey 2019 shows that 59% of children are exclusively breastfed for the first 6 months of life, then the rate decreases sharply with age. Nearly half of the Ethiopian labor force (46%) is comprised of women. This is encouraging since women’s employment is one way of ensuring women’s empowerment. However, various factors related to employment make it one of the commonly mentioned factors contributing for the low prevalence of breastfeeding. Hence, there needs to be a conducive work environment that accommodates maternal needs to not fall back from empowerment and to improve breastfeeding practice. There are not many studies in Ethiopia that focus on work environment in relation with employers’ experience and their perception of breastfeeding of employed mothers. Therefore, this study aims to explore employers’ experience and perception of employed mothers’ breastfeeding experience in different working environments in Addis Ababa, Ethiopia.MethodsA qualitative study design using a descriptive phenomenology strategy was employed in this study and purposive sampling technique was used to recruit study participants. Data was collected between December 2016 and May 2017 in Addis Ababa city from 10 employers from private, governmental and non-governmental institutions through an in-depth interview. Thematic data analysis was performed where collected data was organized, coded and categorized into themes to give meaningful contributions to answering the research questions.ResultsUnderstanding breastfeeding, current maternity leave, perception of breastfeeding supporting the conditions and mother-friendly work environment were the themes generated after analysis. Almost all employers in this study recognized the importance of breastfeeding despite their different work environments and they also acknowledged the importance of making the working environment mother-friendly for stability and motivation of employed mothers.ConclusionsProviding mothers with a friendly environment is understood as a positive thing by employers. The current maternity leave of 3 months has low acceptance and both onsite childcare center and six-month maternity leave are believed to help in creating a mother-friendly work environment despite their pros and cons.

Parenting in Plastic Surgery Residency.

In 1994, Mackinnon advocated that plastic surgery residents should have accessible child care to promote a productive return to work. Decades later, lack of adequate child care remains a dilemma for trainees. The authors' survey aims to evaluate childrearing during plastic surgery training. An anonymous, voluntary survey was sent to plastic surgery residents. It evaluated demographics, childcare accommodations, and attitudes/issues surrounding childrearing during residency. There were 32 respondents: 66 percent women and 34 percent men. Seventy-five percent were married, and 38 percent were parents. Seventy-five percent of male parents compared to 12 percent of female parents reported that their spouse was the primary childcare source. One hundred percent of respondents with children reported that child care creates a financial burden. Three percent of respondents felt their institution provided services to arrange adequate child care. Sixty-three percent of residents felt their program did not allow flexibility to accommodate childcare needs. Female residents missed work twice as often and were twice as likely to require a co-resident to cover clinical duties because of childcare difficulties when compared to male residents (p = 0.296 and p = 0.145). Sixty-seven percent of women agreed with the statement, "If you had to pick a residency program today, the availability of on-site child care would influence your decision," compared to only 9 percent of men (p = 0.002). Training institutions are not meeting the childcare needs of plastic surgery trainees. If the specialty wishes to recruit and retain the top applicants, it must improve the childcare accommodations for residents. All institutions with plastic surgery residency programs should provide affordable, accessible child care that accommodates the 24-hour natures of both patient care and parenthood.

Gender disparity in German neurosurgery.

Despite the rising number of women in higher education and leadership positions, the proportional rise of female neurosurgeons still lags behind these fields. This study evaluates the gender distribution in German neurosurgical departments across all career levels, and is aimed at heightening the awareness of gender disparity and the need for improving gender equality and its related opportunities. Data on gender distribution across all professional levels in German neurosurgical departments were obtained from departmental websites as well as by email and telephone request. Results were additionally analyzed in reference to hospital ownership type of the neurosurgical departments. A total of 140 German neurosurgical departments employing 2324 neurosurgeons were evaluated. The analysis revealed a clear preponderance of men in leadership positions. Only 9 (6.3%) of 143 department heads were women, and there were only 1 (2.4%), 17 (14.5%), and 4 (12.5%) women among 42 vice-directors, 117 chief senior physicians, and 32 managing senior physicians, respectively. Senior physicians not holding a leadership position were female in 23.1%, whereas board-certified neurosurgeons not holding a senior physician position and residents were female in 33.6% and 35.0%, respectively. Of note, the highest proportion of female department heads (15.6%) was found in private hospitals. The number of women in leadership positions in German neurosurgical departments is dramatically low, and with increasing leadership status gender disparity increases. Mentorship, recruitment, the perception of benefits offered by diversity and programs facilitating gender equality, job sharing, parental leave policies, and onsite childcare programs are needed to turn German neurosurgical departments into modern medical departments reflecting the gender profile of the general patient population.

Provision of Onsite Childcare in US Academic Health Centers: What Factors Make a Difference?

Challenges to work-life balance, including childcare, have been cited as major barriers to career advancement for women in academic medicine. We performed a cross-sectional study to investigate the availability of onsite childcare at academic health centers (AHCs) for US medical schools and examined institutional characteristics associated with its provision. Data from the Association of American Medical Colleges (AAMC) were used to identify US medical schools by region, type (private vs. public, community-based vs. not), financial relationship to the university, and numbers of female medical students, faculty, chairs, and deans. We assessed onsite childcare from publicly available information on institutional websites, plus phone calls to human resources departments at medical centers and/or medical schools. Our study identified 144 US medical schools from the AAMC database and collected complete data for 136 (95%). Most AHCs offered onsite childcare (62%, 84/136). AHCs in the Midwest (78%) were most likely to have onsite childcare, whereas AHCs in the Southwest were least likely (14%, p<.001). No associations were demonstrated between onsite childcare and the proportion of female chairs or female faculty, or the AHC's financial relationship with the parent university. Although accessible childcare is critical to the upward mobility of women in medicine, more than a third of AHCs do not offer onsite childcare. As more women in medicine navigate childcare demands, the expansion of accessible, quality onsite childcare at AHCs is needed to promote a diverse academic workforce.

Women in Nephrology: The Journey, Barriers, Challenges and the Future

Women in Nephrology: The Journey, Barriers, Challenges and the Future

Addressing the detrimental impacts of COVID-19 on women in the workforce: Where do we go from here?

This paper analyzes national and global statistical data and reports to investigate the status of women in the workforce subsequent to the 2020-2021 COVID-19 pandemic in the United States, identify issues, and propose a path forward. The disproportionate adverse effects of the pandemic included higher unemployment rates among women and greater job losses within female dominated industries and women owned businesses as compared with men, and health challenges heightened by pandemic-related stresses. Further, the responsibility for compensating for the sudden removal of accessible childcare services which followed school and daycare disruptions and closings nationwide, overwhelmingly fell to women—whether they were single or married. Some analysts report that the pandemic served to reassert the unequal division of labor in the household between men and women. Researchers have posited that the pandemic’s impact will retard women’s progress in the workforce for decades if not generations. Strategies for counteracting these effects must entail targeted measures focused on promoting women’s re-entry in the workforce including: the normalization of flexible work schedules to foster a more balanced home and work-life for women, increased family leave for mothers and fathers, more quality and affordable childcare as well as more onsite childcare facilities to meet employees’ needs.

Employed mothers' breastfeeding: Exploring breastfeeding experience of employed mothers in different work environments in Ethiopia.

One of the most cost-effective interventions to enhance child health with the potential to reach families of all economic backgrounds is breastfeeding. Despite the many benefits optimal breastfeeding has, its practice is low due to various barriers among which maternal employment is mentioned repeatedly. Accordingly, this study has explored the experience of employed mothers with regards to breastfeeding, employment, and work environment in Addis Ababa Ethiopia. A descriptive Phenomenology strategy was employed among 17 mothers drawn from different organizations, conveniently, that offer accommodation of six months maternity leave or onsite child care center or had only three months maternity leave. Data were collected through in-depth interviews until information saturation was reached. Recorded interviews were transcribed and translated and the information obtained was then organized and coded to generate overarching themes. Two themes on facilitators and barriers, and addressing barriers were generated after analysis. Mothers recognize the importance of breastfeeding for children but returning to work at three months is expressed as a major barrier to continuous breastfeeding. Mothers who have access to supporting conditions at their workplace expressed better breastfeeding practice and better satisfaction with their job. Providing employed mothers with a supporting environment helps them work with better stability, motivation, and satisfaction. This however requires a suitable accommodation with a focus on the different kinds of work environments of the mothers and the different risks related to each respective environment via scaling up and monitoring breastfeeding interventions and calling upon institutions to remove structural and societal barriers to breastfeeding.

A 12-Year North American Longitudinal Study of Gender Equity and Equality in Gastroenterology

A 12-Year North American Longitudinal Study of Gender Equity and Equality in Gastroenterology