Employee Health Research Articles

Impact of four years of annually repeated indoor residual spraying (IRS) with Actellic 300CS on routinely reported malaria cases in an agricultural setting in Malawi.

Indoor residual spraying (IRS) is one of the main vector control tools used in malaria prevention. This study evaluates IRS in the context of a privately run campaign conducted across a low-lying, irrigated, sugarcane estate from Illovo Sugar, in the Chikwawa district of Malawi. The effect of Actellic 300CS annual spraying over four years (2015-2018) was assessed using a negative binomial mixed effects model, in an area where pyrethroid resistance has previously been identified. With an unadjusted incidence rate ratio (IRR) of 0.38 (95% CI: 0.32-0.45) and an adjusted IRR of 0.50 (95% CI: 0.42-0.59), IRS has significantly contributed to a reduction in case incidence rates at Illovo, as compared to control clinics and time points outside of the six month protective period. This study shows how the consistency of a privately run IRS campaign can improve the health of employees. More research is needed on the duration of protection and optimal timing of IRS programmes.

Cancer diagnosis and treatment in working-age adults: Implications for employment, health insurance coverage, andfinancial hardship in the United States.

The rising costs of cancer care and subsequent medical financial hardship for cancer survivors and families are well documented in the United States. Less attention has been paid to employment disruptions and loss of household income after a cancer diagnosis and during treatment, potentiallyresulting in lasting financial hardship, particularly for working-age adults not yet age-eligible for Medicare coverage and their families. In this article, the authors use a composite patient case to illustrate the adverse consequences of cancer diagnosis and treatment for employment, health insurance coverage, household income, and other aspects of financial hardship. They summarize existing research and provide nationally representative estimates of multiple aspects of financial hardship and health insurance coverage, benefit design, and employee benefits, such as paid sick leave, among working-age adults with a history of cancer and compare them with estimates among working-age adults without a history of cancer from the most recently available years of the National Health Interview Survey (2019-2021). Then, the authors identify opportunities for addressing employment and health insurance coverage challenges at multiple levels, including federal, state, and local policies; employers; cancer care delivery organizations; and nonprofit organizations. These efforts, when informed by research to identify best practices, can potentially help mitigate the financial hardship associated with cancer.

A new perspective on balancing life domains: work–nonwork balance crafting

BackgroundSelf-initiated and proactive changes in working conditions through crafting are essential for shaping work and improving work-related well-being. Recently, the research stream of job crafting has been extended to other life domains. The present paper aims to study a novel crafting concept—work–nonwork balance crafting—investigating the role of its antecedents and identifying relevant outcomes. Work–nonwork balance crafting is defined as individuals’ unofficial techniques and activities to shape their work–nonwork balance, here considering their life domain boundary preferences.MethodsIn the study, 1,060 employees in three European countries (Austria, Germany and Switzerland) were surveyed in a longitudinal three-wave study with three-month intervals. We explored the influences of job/home demands and resources as antecedents of work–nonwork balance crafting. Important constructs for employee health and well-being (i.e., work engagement, work-related burnout, mental well-being and detachment from work) were investigated as outcomes.ResultsThe findings suggest that resources and demands in the context of work or home are key antecedents of work–nonwork balance crafting. Work–nonwork balance crafting was also predictive for important employee health and well-being outcomes over three months, mainly in a positive and health-promoting way.ConclusionThis study provides insights into the antecedents of proactive efforts to balance the complex interplay of life domains. By studying work–nonwork balance crafting, we provide a new perspective on crafting beyond job crafting, which may help maintain or improve employees’ mental health and well-being.

Employee Engagement With Corporate-Based Health and Wellness Programs: A Multiple Regression Analysis

Organizations for decades have offered a myriad of health benefit options designed to engage employees in their own personal health. These programs have been aimed at supporting a healthier workforce in hopes that, a healthy workforce would also equate to a more productive and engaged workforce. As a result, organizations have developed a myriad of choices that employees can choose from to enhance their personal health (i.e., wellness programs, assistance counseling, health risk assessments, etc.). From a workplace perspective, research in the Human Resource Development (HRD) field, as well as related disciplines, have started to explore connections between work and health. Despite emerging research on work and the working experience, organizationally focused health and wellness offerings have been historically absent from most models of work in HRD. The purpose of this research was to examine how work and the working experience influenced employee decision points around personal levels of health engagement. Using two multiple regression models with data from 206 participants working at a Fortune 500 global logistics company, we explored the linkage between work, health, and employee agency in participating in corporate wellness programs. Through our work, we contribute to traditional engagement theory as well as an emerging framework in HRD— Work Determinants of Health (WDOH)—and provide practical suggestions for how leaders could prioritize employee wellness and health engagement within their organization.

RISK-ORIENTED APPROACH TO THE ASSESSMENT OF WORKING CONDITIONS OF WORKERS WITH INCREASED THERMAL EXPOSURE

Problem statement. The issue of studying the working conditions of workers with increased heat exposure is considered. Diseases provoked by harmful working conditions have a rather long incubation period, so their manifestation is not always easy to recognize and there are difficulties in establishing the root cause of occupational disease. The purpose of the article. Development and implementation of risk assessment methodology based on the joint action of harmful and hazardous industrial factors and regularities of their intensity decrease with distance from the source. Methodology. The impact of occupational and heterogeneous industrial factors on the employee's health, taking into account the time of action and the impact of their joint action in quantitative form, can be fairly objectively assessed on the basis of the Weber-Fechner law through the calculation of the integral index of potential risk. Structural analysis was used to determine the structure and causes of occupational diseases. Correlation analysis was carried out to find out the nature of relationships between the levels of influence of factors of the industrial environment to assess the conditions and nature of labor at the workplaces of workers, at whose workplaces the increased thermal stress was installed. Probabilistic-statistical methods were used for data processing - to determine the algorithm of transformation of environmental parameters into an indicator of occupational risk for workers with harmful working conditions. Development of a model for determining the zones of transformation of occupational risk through mutual influence on the industrial risk of the processing of research results needed the application of formalization methods. A software system for the formation of aggregated for multivariate analysis of information was used, which made it possible to build a three-dimensional model of changes in the values of the indicator of occupational risk in the space between the workplaces of employees located in the welding department. Scientific novelty. The applied risk-oriented approach using the methods of occupational and industrial risk assessment for electric welders' workplaces allows to take into account the harm to the worker's organism from the factors of the industrial environment. The established regularities allow to determine the zones of transformation of occupational risk through mutual influence into production risk, which is the justification of measures to reduce injuries and occupational diseases. Practical value. On the example of labor conditions at the workplaces of electric welders the methodology of risk assessment is developed and tested taking into account the joint action of harmful and hazardous industrial factors and regularities of their intensity decrease with distance from the source. The given risk-oriented approach allows to fulfill all the requirements and recommendations set forth in ISO 45001: its application to the working conditions of workers of hot professions (welders) allows to carry out a quantitative assessment of occupational and industrial risk at their workplaces, in particular for preparation for certification under ISO 45001. Conclusions. An effective tool for theoretical analysis of pollution zones formed during an extreme situation at gas stations has been created. The results of computational experiments are presented. The methodology of risk assessment based on the fundamental Weber-Fechner law for objective assessment of the impact of occupational and heterogeneous industrial factors on the employee's health in quantitative form through the calculation of the integral index (potential risk), which will allow to assess the working conditions at workplaces and objectively determine the class of working conditions, has been developed and implemented.

The Impact of Employees’ Health and Well-being on Job Performance

In today's competitive business environment, companies are constantly seeking strategies to enhance employee performance. Despite various efforts, a crucial aspect often overlooked is the direct impact of employees' physical and mental health on their productivity and overall contribution to the organization. The World Health Organization emphasizes that mental and physical well-being are inseparable, and both are essential for an individual's ability to handle stress, work efficiently, and contribute positively to their workplace. When employees are healthy and mentally sound, their motivation, focus, and job satisfaction naturally increase, leading to fewer sick days and enhanced job performance. Additionally, companies that prioritize their employees' well-being often report better job satisfaction and improved overall performance. This paper delves into the research highlighting the significant effects of employee health and well-being on job performance, advocating for a long-term approach that balances work and life for sustained organizational success and employee satisfaction.

Working hours and employee health: Evidence from China's workweek reduction policy

This paper examines the impact of China's Workweek Reduction Policy, implemented in 1995, on state employees' health status. The study draws on data from the China Health and Nutrition Survey conducted between 1991 and 2000. Using a difference-in-differences strategy, the research compares the health outcomes of state and non-state employees before and after the policy's implementation. The results reveal a surprising finding: reducing working hours from 48 to 40 had an adverse effect on the health of Chinese state employees despite the policy not affecting their income or nutrition intake. Specifically, the policy resulted in a substantial increase in alcohol consumption, particularly among males. These insights highlight the potential unintended consequences of workweek reduction policies and have important implications for policymakers considering similar measures.

COMBATING BURNOUT IN THE IT INDUSTRY: A REVIEW OF EMPLOYEE WELL-BEING INITIATIVES

This study conducts a systematic literature review and content analysis to explore the effectiveness of employee well-being initiatives in combating burnout within the Information Technology (IT) industry. With the rapid pace of technological advancements and the high-pressure environment characteristic of the IT sector, burnout has emerged as a significant concern, affecting not only individual employees' mental and physical health but also organizational productivity and success. The primary objectives of this review were to identify the state of employee well-being in the IT industry, evaluate the current and potential future strategies for burnout prevention, and offer strategic directions for fostering a healthier workplace. Data were sourced from a comprehensive search across multiple academic and professional databases, focusing on studies published in English from 2000 to 2024 The inclusion criteria targeted research explicitly related to well-being initiatives in the IT sector, resulting in a selection of empirical studies, review articles, and grey literature for analysis.Key findings indicate a prevalent issue of burnout among IT professionals, driven by unique industry challenges. However, initiatives such as flexible work arrangements, leadership development, mental health support, and the use of AI for personalized well-being interventions show promise in mitigating these effects. The study concludes that fostering a culture of well-being and resilience within the IT industry requires a multifaceted approach, emphasizing the need for organizational commitment to employee health and continuous adaptation of well-being strategies to meet evolving workforce needs.
 Keywords: Burnout Prevention, Information Technology (IT), Employee Well-being, Systematic Literature Review

Occupational Health and Safety Reporting in the Top 100 Australian Companies: Does Organisational Risk Profile Matter?

Increasingly, good quality and safe working conditions that promote employee health are expected by stakeholders. The aim of this study is to examine the extent and quality of occupational health and safety (OHS) reporting in the Top 100 companies listed on the Australian Stock Exchange (ASX). Method: Publicly available annual reports from the Top 100 ASX companies were reviewed using a policy scorecard against five dimensions drawn from the Australian Work Health and Safety Strategy 2012–2022. The dimensions were: OHS information, legislation, leadership, work health disorders, prevention and best practice. Results: Mean rank scores of high and low-risk industry sectors were compared. High-risk sectors provided more explicit coverage of OHS information across all five domains in comparison to low-risk sectors (p > 0.05). The Information Technology sector scored the lowest across all five dimensions. Conclusion: Higher quality reporting from those in high-risk sectors may be influenced by stakeholder expectations, as well as industry norms. The current analysis suggests that relying on stakeholders to drive improved reporting may be problematic, as those industries that are perceived to have a low OHS risk profile may not consider the need to provide transparent reporting on their strategies to ensure they are providing good quality working conditions.

A METHODOLOGY FOR DETERMINING RISKS BASED ON THE ANALYSIS OF INJURIES TO EMPLOYEES OF INDUSTRIAL ENTERPRISES

The article aims to analyse the causes of occupational injuries, identify risk factors for employees, and improve workplace safety and accident prevention standards. To achieve the stated aim, the authors applied a comprehensive approach, which included an in-depth study of recent injury trends, identification of the main causal factors, and a thorough examination of the risks affecting working conditions and leading to injuries. The research methodology included a variety of tools, such as a deep analysis of statistical data on injuries in the context of an industrial enterprise, a review of internal documentation, and an evaluation of risk factors. The study results provided a detailed picture of the changing trajectory of injuries among industrial workers, which is closely related to their length of service and experience at the enterprise. Based on this understanding, we derived a specific risk assessment formula that synthesised the relationship between injuries and length of service. In addition, a thorough analysis of the structure of injuries during different shifts revealed a pronounced tendency for accidents to occur in the evening and at night, partly due to the psychological and physiological stress experienced by employees during these periods and the impact of microclimatic working conditions. To enhance the effectiveness of the risk assessment methodology, we proposed to integrate a comfort factor coefficient that shows the microclimatic factors’ impact on occupational safety and injury rates. These efforts have resulted in an improved risk assessment formula that can provide a more accurate prognosis of injury incidents and help optimise occupational health and safety protocols for employees at industrial enterprises. In addition, using statistical data, the study determined the cause-effect relation between risks to industrial workers, shown through the visual representation of an Ishikawa diagram, thus providing a further perspective for risk assessment in the enterprise. Keywords: injuries, risks, injury analysis, mining and processing plant, industry.

Servant leadership, brand love, and work ethic: important predictors of general health in workers in the education sector.

Building a path aimed at the wellbeing of workers in the education sector is the fundamental basis to encourage quality education. To fill the gap in knowledge and address this aspect by understanding the behavior of the study population, it was proposed as with the objective of determining if servant leadership, brand love and work ethic predict the general health in workers. A non-probability sampling was applied for convenience. For this purpose, a sample of 509 workers from Peru was submitted to study, who completed a questionnaire consisting of: scale of servant leadership, work ethic, GHQ-12 and brand love. By applying a quantitative method using a structural equation modeling partial least squares approach. The present study demonstrated that the three constructs (servant leadership, brand love, and work ethic) predict the general health of workers in a positive and significant way, in a sample of Peruvian workers in the education sector. Furthermore, the results suggest that these factors can be used to improve the health of employees in educational institutions in Peru and possibly in other contexts as well. Given these results and after knowing the solidity of the predictions, the importance of promoting general health in workers in the education sector.

Economic self-sufficiency (ESS) as a barrier to health self-sufficiency (HSS) for Burmese refugees in the United States: a culture-centered analysis

From displacement to resettlement, Burmese refugees bear high disease burdens; first as forced migrants escaping conflict and then as second-class citizens in host countries like the United States. This relegation of refugee bodies to the margins upon resettlement, warrants an examination of the contradictions of the process as a humanitarian enterprise yet in violation of the United Nations Sustainable Development Goal 10 of Reduced Inequalities, particularly through a health inequities lens. In the present study, the researcher conducted 15 semi-structured in-depth interviews with key stakeholders within the resettlement ecosystem of the city of Indianapolis, Indiana in the U.S., including Burmese community members, leaders, and health practitioners. Narrative data reveal an inverse relationship between the federally mandated metric of economic self-sufficiency (ESS) defined as job placement upon resettlement, and health self-sufficiency (HSS) defined as the ability to meaningfully engage with healthcare structures and resources. Participants articulate the precarious nature of such low-wage employment in predatory industries like meatpacking, requiring little to no language or vocational training and subjecting refugee employees to coercive practices including mandatory overtime. These practices are outlined as both dangerous to the health of employees and detracting from their time resources which would otherwise be allocated toward linguistic and vocational training—both required for socioeconomic mobility, as well as to meaningfully navigate labyrinthian healthcare structures. Faced with these structural constraints, Burmese community members demonstrate health self-sufficiency through a combination of treatment with over-the-counter (OTC) medications, traditional healing practices, and by activating familial and community networks as communal resources for accessing healthcare structures.

An Obesity-Centric Approach with and Without Anti-Obesity Medications Compared to the Usual-Care Approach to Management of Patients with Obesity and Type2 Diabetes in an Employer Setting: A Pragmatic Randomized Controlled Trial (EMPOWER-T2D).

This study aimed to compare weight loss and glycated hemoglobin (HbA1c)-reduction effects of two obesity-centric, weight-loss management approaches (with or without anti-obesity medication) versus usual glucose-centric care in patients with obesity and type2 diabetes. Single-center, randomized, open-label, 3-armed, parallel-group, pragmatic, noninferiority trial, July 2020 to August 2022. Adults enrolled in the Cleveland Clinic Employee Health Plan (body mass index [BMI] ≥ 30kg/m2, type2 diabetes diagnosis, HbA1c > 7.5%) were randomized to usual glucose-centric management ("Usual-Care" group) or one of two obesity-centric management strategies: participation in a weight management program plus anti-obesity medication ("WMP + AOM" group), or WMP participation without anti-obesity medication ("WMP-Only" group). Primary endpoints were changes in weight and HbA1c, baseline to month12. Due to enrollment and retention challenges, largely related to COVID-19, only 74/300 planned participants were randomized and the study was terminated early. Participants were predominantly female (59%), median (interquartile range [IQR]) age 53.5 (47, 60) years, 68% white, with baseline median (IQR) BMI and HbA1c of 37.4 (34.2, 42.7) kg/m2 and 8.8% (7.9%, 10.4%), respectively. At month12, mean (90% confidence interval [CI]) percentage weight change in the Usual-Care, WMP-Only, and WMP + AOM groups was - 4.5% (- 6.5%, - 2.5%), - 6.7% (- 8.7%, - 4.7%), and - 8.7% (- 10.7%, - 6.8%), respectively; mean (90%CI) HbA1c change was - 1.7% (- 2.1%, - 1.2%), - 2.2% (- 2.7%, - 1.8%), and - 2.2% (- 2.6%, - 1.7%), respectively. WMP + AOM was superior to Usual-Care for weight change (P = 0.02); both WMP + AOM and WMP-Only were noninferior (P ≤ 0.01) to Usual-Care for change in HbA1c. Including anti-obesity medication was associated with superior weight loss with noninferior HbA1c reductions, warranting further evaluation in larger study populations of obesity-focused approaches to type2 diabetes management. Graphical abstract available for this article. ClinicalTrials.gov NCT03799198.

A Model Proposal for Developing a Solution and Determining the Administrative Problems of Hospitals in Turkey: The BUY Model.

Background and Purpose: This study was conducted in line with the request of the senior management of a hospital. The objective of the current research is to identify managerial problems through the relationship between health employees' perceptions of organizational justice, trust in the manager and the organization, and job satisfaction; develop a solution proposal over the relationships between these variables and motivation variables; and present a model proposal (BUY Model) as a result. Methods: The study sample is comprised of 673 employees. The study data were collected online using a questionnaire consisting of five scales. The data were analyzed by descriptive statistical methods, correlation analysis, and regression analysis. Results: The findings obtained from the study showed that the participants' perceptions of organizational justice, trust in the manager and the organization, job satisfaction and motivation were generally at a moderate level. The study also determined that trust in the manager and the organization had a partial mediation effect on the effect of organizational justice on job satisfaction and the variables of trust in the organization, organizational justice, and trust in the manager, respectively, and especially, the job satisfaction variable also affected motivation. Conclusion: The BUY model was developed to identify problems related to the management of healthcare human resources and solve these problems. Considering the importance of the concepts of job satisfaction and motivation in terms of employee performance, health service quality, and patient satisfaction, it is thought that the developed model will benefit managers of health institutions in increasing the job satisfaction and motivation levels of health employees.

Integrated Role of Human Resource Management in Mitigating the Post-Covid-19 Challenges in Retail

The decline in retail sales during the COVID-19 pandemic was driven by quarantine measures, household financial problems, social distancing norms and changes in consumer shopping behaviour. Shopping habits have been significantly transformed: customers refrained from visiting crowded and large stores where it was difficult to maintain social distancing, often preferred to shop online, made bulk purchases in one visit, reducing the need for frequent trips to the store, delegated a family member to do the shopping, avoided group visits to stores to minimize the impact of the virus on the family, etc. Therefore, the post-pandemic recovery of the retail sector is becoming an important task for many countries. The article systematizes the main problems of the retail sector after the COVID-19 pandemic in general and human resources issues in particular. It structures the scientific work of scholars from different countries on human resources management in retail in the post-pandemic period. During the pandemic crisis, the retail sector experienced a surge in job losses, wage cuts, and high staff turnover, and the pandemic created a problem of employees’ isolation from the team, as well as staff adaptability, as employees were forced to multitask and perform additional, non-standard functions. The rapid changes in quarantine restrictions during the pandemic left retailers’ management with limited time to consider and execute critical business decisions, including recruitment, which often resulted in either a shortage or overstaffing. As the economy has gradually recovered from the pandemic, this loss of human capital has proved irreversible, with many experienced employees having already adapted to other jobs or changed careers. The article explores the mechanisms for overcoming post-pandemic staff losses in retail through effective planning of human resource management policies, in particular, the bottom-up approach, trend analysis and the Delphi method, implementation of creative recruitment strategies in retail in the face of staff shortages, in particular, through digital technologies, with a focus on soft skills and adaptability of candidates, etc. The article also discusses the mechanisms for overcoming post-pandemic challenges in retail using effective methods for assessing the effectiveness of human resources (in particular, straight-ranking appraisals, grading, management by objectives and 360-degree appraisals), techniques to evaluate employee engagement, the integrated role of HR management and HR administration in this regard is substantiated. A separate part of the study is devoted to post-pandemic lessons for the human resource management system in ensuring safe working conditions and employee health and safety when retail workers still experience fear of large crowds and psychological distress about the transmission of viruses in the workplace through direct interaction with customers and objects. The next block of the study focuses on the changes in career planning requirements in the post-COVID-19 era, building appropriate strategies and scenarios.

Preliminary evaluation of a brief worksite intervention to reduce weight stigma and weight bias internalization

Weight-based discrimination (WBD) is common and associated with reduced physical and emotional functioning. WBD is common in the workplace, yet no studies have evaluated a WBD intervention delivered in a worksite setting. This study evaluated the feasibility, acceptability, and preliminary effectiveness of a 3-hour, remote-delivered WBD intervention at a large public university. Six workshops including 94 participants (41.76 ± 9.37 y; 92.8% women) were delivered December 2020 through May 2021; 88.3% of participants enrolled in the study and 88.8% of enrolled participants completed pre- and post-intervention surveys. Participants strongly agreed the workshop contributed to a more inclusive work environment (M=4.98 ± 0.2; 1 =Strongly Disagree to 5 =Strongly Agree); and was highly needed (4.9 ± 0.3) and liked (4.8 ± 0.5). Qualitative feedback cited benefits of remote delivery in providing body size anonymity and wanting access to intervention materials and more time for discussion and action steps to reduce WBD. Participants experienced significant, medium reductions in explicit weight bias (ps < .001), significant, small reductions in weight bias internalization (p < .001), and statistically non-significant (p = .08), small-to-medium reductions in implicit bias. Targeting worksites as a delivery mechanism has the potential to reduce WBD, thereby improving the health and well-being of diverse employees and creating a more inclusive workspace.

Impact of the COVID-19 pandemic on the mental health of hospital employees: single center experience

Introduction Hospital employees are at high risk of developing mental health issues during the coronavirus (COVID-19) pandemic. Indeed, several studies have shown increased rates of anxiety, depression, stress, and other mental health issues but existing studies show inconsistencies, and each country has some local specificities.ObjectivesThis study aimed to investigate the influence of the COVID-19 pandemic on various aspects of the mental health of hospital employees (health workers and non-health workers) from Croatia.MethodsThis cross-sectional questionnaire study was conducted from February to April 2023 period. A validated, anonymous questionnaire that contained questions regarding demographic data, as well as the Pittsburgh Sleep Quality Index (PSQI), the Zung Self-Rating Anxiety Scale, and the Zung Self-Rating Depression Scale was self-administered to a convenient sample of hospital employees from one general hospital in northwestern Croatia.ResultsThe study sample included 360 subjects with a median age of 42 years (interquartile range 35-50), 24.7% males, and 75.3% females. According to the PSQI, 21.1% of subjects presented sleep disturbances. According to the Zung Self-Rating Anxiety Scale, there were 39.4% of subjects with anxiety while according to the Zung Self-Rating Depression Scale, there were 6.4% of subjects with depression. Sleep disturbances were more frequent among subjects who considered their socioeconomic status as under average (p=0.040), and among health workers in comparison to non-health workers employed in hospital (p=0.040). Anxiety was more frequent among females (p=0.010), and subjects with lower levels of education (only elementary school) (p=0.040). Depression was more frequent among females (p=0.030).ConclusionsThe COVID-19 pandemic has a significant negative influence on the mental health of hospital employees where health workers in comparison to non-health workers, females, subjects with lower levels of education, and subjects who considered their socioeconomic status as under average are more prone to the development of investigated mental health issues. The development of appropriate supportive programs that enhance the mental health of all hospital employees during pandemics is needed to address mental health issues in this vulnerable population.Disclosure of InterestNone Declared

Assessment of Health and Safety Performance in Construction Industry

The management of health and safety is crucial for anyone working in Construction industry. The Indian economy has suffered both financial and human losses as a result of poor health and safety management in the building industry. This study’s main goal is to analyse the health and safety management in the construction industry and identify the variables that influence it. A questionnaire was created for the survey while taking into account the past research for this topic. Collected and analysed survey data to identify the main elements influencing safety and health. This study offers a number of suggestions and tactics to enhance workers and employees health and safety management.

Expert consensus on quality control indicators for integrative medicine in rheumatoid arthritis (2023 version)

AbstractThe rising costs of cancer care and subsequent medical financial hardship for cancer survivors and families are well documented in the United States. Less attention has been paid to employment disruptions and loss of household income after a cancer diagnosis and during treatment, potentially resulting in lasting financial hardship, particularly for working‐age adults not yet age‐eligible for Medicare coverage and their families. In this article, the authors use a composite patient case to illustrate the adverse consequences of cancer diagnosis and treatment for employment, health insurance coverage, household income, and other aspects of financial hardship. They summarize existing research and provide nationally representative estimates of multiple aspects of financial hardship and health insurance coverage, benefit design, and employee benefits, such as paid sick leave, among working‐age adults with a history of cancer and compare them with estimates among working‐age adults without a history of cancer from the most recently available years of the National Health Interview Survey (2019–2021). Then, the authors identify opportunities for addressing employment and health insurance coverage challenges at multiple levels, including federal, state, and local policies; employers; cancer care delivery organizations; and nonprofit organizations. These efforts, when informed by research to identify best practices, can potentially help mitigate the financial hardship associated with cancer.

Diversity and gender at the largest European university hospital: The effects of discrimination on mental health

IntroductionDiscrimination is known to have different effects on health. In particular the mental health of affected people diminishes. Although it is known that marginalized groups are discriminated against more, at present only research on gender and ethnicity has been done. Further diversity domains like socioeconomic status, care responsibilities, sexual orientation, disability, mental and physical health, and their intersections have been scarcely looked at.ObjectivesThe aim of the study was to determine the effects of discrimination on the mental health for employees and students of a university hospital taking diversity domains into account.MethodsA web-based survey between June 22 to October 23 was conducted using the PHQ-4 and WHO-5 as well as innovative Diversity Minimal Item set to measure different diversity domains.ResultsPreliminary data shows that discrimination among employees and students is common, widespread and most frequent based on gender, ethnicity and health. The mental health of those who feel discriminated against tends to be poorer, especially looking at the intersectionality of diversity domains.ConclusionsThe results of this study suggest that both more measures to prevent discrimination in a university hospital have to be implemented and individuals from marginalized groups need special psychosocial support to ensure a safer working environment. In addition, greater attention to diversity and inclusion in medical research is needed to develop appropriate responses and interventions, including diversity policies.Disclosure of InterestNone Declared