Work Responsibilities Research Articles

An evaluative project of a ward-based pharmacist working within an MDT as part of a ‘Reablement & Frailty’ speciality unit

Abstract Introduction Reablement care aims to prevent hospital re-admissions, costly institutional placements, and increase quality of life for frail patients, as well as preventing long-term decisions being made prematurely based on the patient’s current state of health1. Pharmacist involvement in multi-disciplinary teams (MDT) across other specialities has been demonstrated extensively worldwide as effective in reducing medication errors and providing significant improvements to patient care. However, little research has been conducted specifically within a reablement & frailty setting, and the subsequent impact on the scale and quality of care provided to patients2. Aim To identify the responsibilities of a singular ward-based pharmacist working within a ‘reablement & frailty’ MDT and evaluate the subsequent impact on patient care by categorising and quantifying the significance of pharmacist interventions and contributions. Methods A three-stage, quantitative service evaluation project: 1. Pharmacist development of two data collection tools to capture responsibilities: one for clinical interventions/recommendations and one for structured medication reviews; 2. Collection of daily interventions on 18-bed reablement unit over 13 days (3-day pilot + 10-day data collection period) by ward pharmacist using above data collection tools; 3. Scoring of each intervention based on two adapted, previously validated scales3: I. Severity score –potential severity of harm to the patient if contribution was missed (clinically insignificant, significant, serious, or life-threatening) II. Intervention score –likelihood of contribution preventing hospital re-admission - scale of 1-3 (1 - no likelihood, 2 - possible likelihood, and 3 - high likelihood) Ethical approval was obtained through the Robert Gordon University university ethics committee in addition to local approval via the Epsom & St Helier hospital’s research & development department. Results A total of 88 clinical contributions were made and collected over the 3-day pilot and 10-day data collection period, averaging just under seven contributions per day. Two ‘life-threatening’ interventions were made, both with a high likelihood of preventing a hospital re-admission. Based on potential severity of harm, most entries were scored as ‘significant’ (67%, n=59), followed by ‘serious’ (16%, n=14). Just over half of all clinical interventions (52%, n=46) scored as having either a possible OR high likelihood to prevent a hospital re-admission. The ward doctor actioned 94% (n = 73) of the pharmacist’s recommendations. Discussion / Conclusion With an average of just under 7 clinical contributions made daily, it is clear that pharmacist involvement in the ‘reablement & frailty’ MDT can reduce medication error incidence through prompt identification and resolution, optimise medication regimens, and contribute to reducing patient risk of future re-admissions through effective interventions and medicines optimisation. Due to the different uses of the term ‘reablement’ globally, the findings from this study may not be applicable to all areas of reablement, such as home-based rehabilitation or bed-based respite. However, with this study forming foundation research into a novel reablement unit within secondary care, a promising argument has been made to promote pharmacist inclusion within MDTs across all specialities and the benefit that pharmacist contributions can bring to ensuring holistic care and effective patient reablement.

Managing families, managing time. Parents’ work-family difficulties and work-family strategies over time

ABSTRACT This article contributes expanded knowledge about parents’ difficulties in reconciling work and family and their work-family strategies by studying how these difficulties and strategies change over time, e.g. from the early childhood years to the school-age/preteen years. Drawing on qualitative, longitudinal interviews with Swedish parents of school-age children who were interviewed when their first child was about 1.5 years of age, and then later when that child was 11 years of age, the article addresses the following research questions: What are the main difficulties in the parents’ reconciliation of paid work and caring responsibilities, and how have these difficulties changed over time? What are the parents’ most important work-family strategies for reconciling paid work and caring responsibilities and how have these strategies changed over time? The article draws on theories of work-family conflict, gender and time, and the results indicate change and continuity concerning the work-family difficulties and work-family strategies. Time famine appears to be a central difficulty that is consistent throughout the years. The findings also indicate gendered aspects of some of the strategies.

Potential ethical frameworks to support professional social care employees who work alongside parents with a learning disability

Questions continue to be asked about the ability of many parents with a learning disability (PWLD) to support their children. Relatedly, in countries including Australia, the US and the UK, significantly more children are removed from PWLD than children whose parents have no additional needs. This article draws from qualitative interviews with a sample of professional social care employees in the north-west of England to better understand their experiences of and responsibilities in work alongside PWLD. Findings include the exploration of understanding learning disabilities and offering appropriate support, completing assessments, receiving adequate training and support from supervisors, engagements with courts of law, and the removal of children. As a possible challenge to increasingly dominant biomedical and risk-averse discourses, the article also considers the feasibility and limitations of utilising rights-based and communitarian ethical frameworks for understanding the support needs of PWLD from a social work and social care practitioner perspective.

METHODOLOGICAL SUPPORT FOR PEDAGOGICAL DESIGN OF CYBERSOCIALIZATION OF STUDENTS BASED ON BLENDED EDUCATION

In the 21st century, with the rapid development of science and technology, approaches to pedagogy have changed significantly. New teaching methods such as distance learning (DL), online learning (OL) and blended learning (BL) have come into focus. In recent years, blended learning (BM) has become increasingly popular as a new pedagogical approach, including in Uzbekistan, where its application is gradually increasing in universities. This study analyzes students' perceptions of blended learning, its benefits and challenges in the context of higher education in Uzbekistan. The results, based on questionnaires and semi-structured interviews, showed that students have a positive attitude towards BM, especially those who combine studies with family and work responsibilities. The main challenge remains access to the Internet, however, students were able to successfully utilize the benefits of both face-to-face (F2F) and online learning. The study also highlights the need for further study on the application of blended learning in the higher education system of Uzbekistan for its successful implementation and understanding.

The Responsibilities of Social Work for Ecosocial Justice

The crisis of civilization we are experiencing unbalances the inter-relational, interdependency and intergenerational relationships of the planetary ecosystem, putting all species at risk. The current relationship between the unlimited economic development model and its social impacts in all regions, territories and communities is analyzed. These are more severe in the global South and the most impoverished populations, which often leads to conflicts, the deterioration of subsystems of life, and, as a result, movements of people. These challenges highlight the close interrelationship between social justice and issues of ecological injustice acting as a new source of inequality. The responsibility of social work, which is called on to incorporate the ecosocial perspective in all its areas and dimensions of practice, is becoming consolidated. To achieve this, five measures are proposed: expanding and strengthening the ethical and political basis of the profession; promoting the skilling-emancipatory models; cutting across all levels, methodologies and action areas; new fields of practice for ecosocial work; and introduction into social work curriculums. Social justice cannot be fully achieved without taking ecological justice into account.

Differences in the work-family experience of mothers and fathers of a southern European country

Abstract Background The intense childrearing years often coincide with the heightened work demands and responsibilities of the career-building years. We aimed to evaluate the association between family-life stage and men’s and women’s experience of work and private demands, and the conflict between these demands. Methods We evaluated 3532 mothers and 731 fathers as part of the Portuguese population-based birth cohort Generation XXI (2018-2020). Data on family-life stage (exposure), work demands, private demands, and work-to-family conflict (outcomes) were retrieved at the 13-year follow-up wave, as well as data on sociodemographic and household characteristics. Family-life stage was operationalized according to the age of the youngest child: stage 1 (≤5 years), stage 2 (6-11 years), and stage 3 (≥12 years). Ordinal logistic regression models were used to estimate associations. Results Men reported more frequently long working hours, while women spent more time on household and child-related tasks. After adjustment for parents’ and household characteristics, mothers and fathers with younger children were more likely to report spending more time on child-related tasks (ORmothers = 1.83; 95%CI 1.44, 2.33; ORfathers = 2.36; 95%CI 1.41, 3.94), compared to those with older children. Fathers with younger children were also more likely to report spending more time on household tasks (OR = 2.20; 95%CI 1.30, 3.73 for routine tasks and OR = 1.75; 95%CI 1.03, 2.97 for sporadic tasks). Mothers exhibited a significant association between family-life stage and time-based work-to-family conflict when they had younger children (OR = 1.24; 95% CI 1.05, 1.47 for family-life stage 2 and OR = 1.28; 95% CI 1.00, 1.63 for family-life stage 1). Conclusions Both fathers and mothers with young children experienced increased private demands, but only mothers experienced work-to-family conflict. This reveals that family and working arrangements remain marked by a gendered pattern against women.

On Being a Good Worker, a Good Mother, a Good Carer: Women Journalists, Motherhood, and Caregiving

ABSTRACT This paper examines the relationship between journalism, caregiving, and family-building, focusing on women journalists in Portugal. Drawing on a critical thematic analysis of thirty interviews, it explores an analytic framework that includes cultural, structural, and agentic dimensions of career limitations, organised in three overarching themes. The first examines how women journalists experience work constraints stemming from traditional cultural ideals where women are still the main caregivers and work cultures that perpetuate a male perspective on professional routines. The second theme explores the mismatch between work and care responsibilities that arises from prevailing family structures and work processes. The third theme centres on how women journalists respond to constraints by making choices and developing strategies. Journalists’ reflexive deliberations about career decisions, employment conditions, family life and cultural assumptions underpinning parenthood demonstrate the complex interrelationship between cultural and working structures, organisational materiality, and agency. Together, these dimensions replicate patterns that make journalism more inhospitable for women. A central point in this research is that while a systemic gender bias exists beyond the sector, workplace inequalities are particularly consequential for journalism and democracy.

Inter-Role Conflict and Mental Health in Early Adulthood Females

Inter-role conflict is one of the most common and challenging realities. It occurs when an individual faces dual demands from different roles, and the situation is likely to cause a lot of psychological strains. This kind of conflict was most prevalent among females in the early adulthood age of development, a period that involves a turning point to other important developmental tasks in life such as procurement of employment, further educational pursuits, and formation of settlement or marriage. Work and family responsibilities become intertwined during this phase, as the drive for career advancement merges with other obligations, potentially impacting one's health. The effects of inter-role conflict on mental health can be significant, impacting such outcomes as anxiety, depression, and stress. Anxiety might manifest itself through constant apprehension or a low probability of performing well in one or more positions. At the same time, depression can cause a lack of self-worth and a negative outlook on life. Such mental health issues can lead to maladjustment in behavior, which means that one can become less productive at work as well as seclusion in their relationships. Inter-role conflict, if persistent, causes chronic stress, which worsens these concerns and may lead to irreversible mental health problems. This review also explores the impact of inter-role conflict on mental health outcomes and explores potential strategies to mitigate these effects. Some realistic approaches to reducing the psychological load include time management, role prioritization, and seeking social support. This literature review emphasizes the importance of psychological strategies from existing literature to help young women manage their roles more effectively. Therefore, by integrating literature from the existing research, this study illuminates how inter-role conflict affects early adulthood females’ mental health with a focus on coping strategies.

The Budget Management Supported by the Government Sector to Systemic Private Schools, Nakhon Ratchasima Province

Background and Aims: Budgetary management of educational institutions focuses on management independence. This makes it flexible, transparent, and auditable. By adhering to management principles that focus on achievement and operating results. Budget management in this way also places importance on profiting from the educational institution's assets. Including generating income from various services to support efficient management and maximum educational benefits. This results in better quality for learners. The objective of this research is to study and compare the level of opinions of personnel towards budget management supported by the government sector of private schools in the system, Nakhon Ratchasima Province. Classified according to position and duty education level and experience in budget operations In addition, the objective is to study guidelines for managing budgets supported by the government sector of private schools in Nakhon Ratchasima Province. Methodology: The sample group used in the research was personnel from private schools in the system. In Nakhon Ratchasima Province, a total of 354 people, were obtained by stratified random sampling. The research instrument consisted of a questionnaire using a 5-level rating scale, with an IOC value between 0.80 - 1.00 and a confidence value equal to 0.72. In addition, a structured interview was used. To collect additional information data analysis uses a variety of statistics including: Finding frequency, percentage, mean, standard deviation, t-test, F-test, and testing differences between groups using Scheffe's method. (Scheffé's Method) to compare data in cases where there are many groups. Results: The results of the research found that (1) budget management supported by the government sector of private schools in the system of Nakhon Ratchasima Province Overall is at a high level. When considering each area, it was found that budget management in all areas was at a high level. (2) Results of comparative analysis of budget management supported by the government sector of private schools in the system, Nakhon Ratchasima Province. Classified by position and experience in budget work. Found that there was no difference but when classified according to educational level, it was found that there was a statistically significant difference at the .05 level. (3) Guidelines for managing budgets supported by the government sector of private schools in the system, Nakhon Ratchasima Province found that educational institutions have effective ways to organize and manage budgets. Emphasis is placed on budget allocation that takes into account output and cost of output. There is a procurement system that is orderly, concise, transparent, and can be audited. Moreover, complete accounting documents are used. And there is a continuous internal audit. To manage the budget according to the principles of good management. Conclusion: The research results found that Budget management in private schools in Nakhon Ratchasima Province has been significantly improved thanks to government support which helps to enhance excellence in every aspect. It also emphasizes the importance of consistent policy and strict adherence to procedures in budget allocation. Focusing on work efficiency and responsibility in using resources in a worthwhile and effective manner.

Empowering work-life balance: Exploring the nexus of flexible work arrangements, job satisfaction, and women's well-being in SMEs

The aim of this study is to evaluate flexible working arrangements, work-life balance, and job satisfaction among women who work in small and medium enterprises (SMEs). The COVID-19 pandemic has highlighted the importance of flexible working arrangements, particularly for women juggling work and family responsibilities. The study evaluates the extent to which flexible working arrangements enable women to maintain a balance between work and family life in order to achieve work-related satisfaction. One hundred and thirty questionnaires were collected from the respondents for analysis. The analysis demonstrated a significant relationship between flexible working arrangements and work-life balance/job satisfaction among women working in SMEs. Importantly, work-life balance is an explicit factor that influences job satisfaction and mediates the relationship between flexible working arrangements and job satisfaction. These findings emphasize the need for organizations to seriously consider implementing flexible working arrangements and work-life balance policies in return for enhanced satisfaction of their workforce, especially women in SMEs in Malaysia. Research in this area is scarce; however, these findings offer valuable insights for SMEs in improving employee satisfaction and striving for growth and sustainability in the long run.

Digital Learning and Work Readiness among Marginalized Women

In the era of information communication and technology, all aspects of human life are influenced by ICT. In general, the aim of this research is to identify the readiness of marginalized youth in relation to the use of ICT (knowledge, attitudes, and preferences) in the workplace. The research was conducted in three marginalized communities in three provinces in Indonesia, namely 1) Kalibaru in North Jakarta, 2) Getasan in Semarang Regency, Central Java, and 3) Sekotong in West Lombok, West Nusa Tenggara. This research applies a quantitative approach by conducting a household survey and a youth survey, and a qualitative approach by conducting a series of focus group discussions. The household survey participants were 220 families, and in the youth survey, the participants were 220 youth aged 18-29 years. Questionnaires are used in household and youth surveys. For FGD, an FGD protocol was developed. The results of this research indicate that youth unemployment is considered an important policy in Indonesia. Certification for internships is important to recognize the qualifications and skills of the employees trained and mentored in the company. In addition, considering the limited number of job opportunities in the market, the intense competition, and the limited skills and education of marginalized young people, it seems important to encourage young people to become entrepreneurs. Data obtained from the field shows that only one-third of the participants in this study had attended vocational courses or training provided by any training provider. One of the reasons is that the distance between where they live and the training location is far, while transportation costs are not covered by the training provider. Apart from that, parents also forbid teenagers, especially girls, from going far outside the village to take part in job training. This study shows that young people understand the existence of differences in gender treatment in the workplace. The difference lies in the position of the worker, the regulations, and the salary/wages given to the worker.Men are expected to have higher positions, heavier work responsibilities, and higher salaries/wages than women. There are also gendered jobs, such as sewing and hairdressing for women, while technical jobs are reserved for men. The causes of this segregation are largely rooted in a patriarchal culture that places men as superior. This research shows that the participants have gadgets to communicate with each other. However, only a few of them use sophisticated gadgets to carry out online trading, which can be caused by a lack of knowledge and skills in digital trading and marketing, as well as online management and supply chains. This means that people have sophisticated gadgets just to communicate on social media and play games just to fill their time. They do not use it for economic activities.

How higher education teachers see their professional identity

An important dimension to understand the student learning process is the professional identity of teachers, which is conceptualized as a continuous process of construction and reconstruction. In this process, teachers define and assume their roles in a specific educational context that is characterized by tensions, adjustments, and transformations. This study focuses on understanding the professional identity of higher education teachers, a field characterized by constant evolution and demands. The personal characteristics of this identity are explored, including experiences and biographical representations, as well as its interrelationship with the institutional environment. Using a qualitative interpretive approach, six teachers recognized for their pedagogical innovation and educational commitment were interviewed. The results reveal outstanding motivation and responsibility in educational work, but also tensions between personal identity and the work context, reflected in the perception of low recognition and the importance of institutional leadership. The teachers show a critical and reflective view of their work, influenced by childhood experiences that impact their conceptions of educational justice and equity. To conclude, the common characteristics of professional identity in higher education highlight the need to integrate them into professional development. The article advocates for the design of more personalized training programs and the promotion of continuous learning among peers as key elements to strengthen this identity and improve pedagogical practice.

Kognitariat: Eksploitasi Kelas Pekerja Kognitif dalam Era Ekonomi Pengetahuan

Abstract: The development of technology in post-industrial society creates a knowledge economic system, with production that is not only based on things but also intensive knowledge. The workers who rely on knowledge and skills for the centre of their activities in the knowledge economy are called cognitive workers. The cognitive workers in the knowledge economy era just paid little attention to their rights and obligations. That’s why they get unfair and fewer benefits during work and often get exploited and disadvantaged when they work. The cognitive workers who have the exploitation are called cognitariat. Therefore, this research is new, empirically and theoretically. It is about the exploitation experienced by cognitive workers. Researchers used literature studies obtained through the University of Indonesia library software (remote-lib.ui.ac.id), and search engines such as Google Scholar, Science Direct (Elsevier), JSTOR, Web of Science, and other journal directories by open access with the keyword, “cognitive worker”, “knowledge-based economy”, “exploitation in cognitive labour”, “labour in knowledge era” and “cognitariat”. The results of the research reveal that exploitation of cognitive workers because of the responsibility of work and overstepping working. Thus, the exploitations is not only based on a material, like the proletariat., but also at a supra structural basis, that’s knowledge on the cognitariat.

Effect of authentic leadership on work readiness: the mediating role of nurses’ agility

BackgroundThe dynamic and demanding nature of healthcare environments necessitates that nurses not only possess clinical proficiency but also exhibit high levels of work readiness to adapt swiftly to changes. Authentic leadership has been recognized as a critical factor influencing various organizational outcomes.AimInvestigating the mediating role of nurses’ agility in the relation between authentic leadership and nurses’ work readiness.Design and methodA correlational analytical research design was utilized following STROBE guidelines, and data were collected from 249 nurses at a hospital affiliated with Beni-Suef University, Egypt. Instruments included authentic leadership Questionnaire, work readiness scale, and workforce agility scale. Data was collected from the beginning of March to the end of April 2024.ResultsThe findings indicate that authentic leadership was notably strong regarding morality/ethics dimension (mean score: 15.81), and nurses demonstrated relatively high agility levels, particularly in proactivity (mean score: 29.16). Organizational acumen scored highest in work readiness dimensions (mean score: 53.94). Nurses’ overall scores for study variables ranged from 72 to 80% of the maximum, with agility scoring highest (mean score: 85.77). Significant positive correlations were found between variables, especially between nurses’ agility and authentic leadership (r = 0.362).ConclusionPath analysis reveals nurses’ agility as a paramount mediator between authentic leadership and nurses’ work readiness, indicating its vital role in transmitting the positive effects of authentic leadership. Practical implications include establishing authentic leadership programs that foster nurses’ agility especially proactive behaviors. That in turn improve nurses’ readiness for various work responsibilities.

Achieving Work-Life Balance as an Organizational Leader: Strategies for Leaving Work at Work

This article explores research-backed strategies that organizational leaders can implement to effectively achieve work-life balance and integration. It discusses the importance of leaders setting clear expectations and boundaries around work hours and responsibilities through formal policies, communication of response times, and role modeling healthy behaviors. It also addresses the need for leaders to create intentional boundaries when using technology and shift to a "work to live" mindset. The article outlines techniques leaders can use to make time for rest and recharging, such as scheduling vacations and practicing daily decompression routines. It emphasizes the value of leaders showing empathy, understanding, flexibility, and distributing work equitably. Finally, the article encourages leaders to promote employees' well-being through benefits, on-site activities, and opportunities for volunteer/learning days and growth. The purpose is to provide guidance for optimizing sustainable work-life integration to benefit both individuals and organizations.

Revisiting the gendered ideal worker norm: An ethnography in Chinese non-governmental organizations

ABSTRACT This study revisits the concept of the “ideal worker,” situating it within the context of the re-traditionalization of Chinese gender relations and the contemporary landscape of Chinese NGOs, thereby offering novel insights into the gendered division of labor. The study provides a critical analysis of the feminization of Chinese NGOs, challenging the notion that it represents a progressive social movement. Instead, this study reveals how this trend inadvertently reinforces the intertwined structures of organizational dynamics and gender relations. This study also explores how demanding and low-paid work environments in Chinese NGOs create an imbalance between family and work responsibilities leading to the emergence of “ideal worker” archetypes that represent employees who dedicate long hours to work, with family responsibilities taking a secondary role. These archetypes, embodied by both men and women in actual work settings, are subject to markedly different societal evaluations. While the man ideal worker is often celebrated and rewarded, the woman ideal worker faces criticism for her non-traditional, feminist lifestyle choices. Overall, the study empirically demonstrates the unique formation of the gendered ideal worker in Chinese NGOs and illustrates how gendered norms are perpetuated in both professional and domestic settings.

Part-Time Paradox: The Rise of Female Part-Time Employment and Its Impacts on Germany's Labor Market

Despite an employment rate of 76.6% for women in Germany, significant issues persist with regard to the labour market situation of women in the country. These include the prevalence of part-time work, the under-representation of women in senior management positions and the existence of pay gaps. This article employs data from the German Statistical Office spanning the period from 2000 to 2022 to examine the growth in part-time employment among women and its ramifications. The paper demonstrates that part-time work is a prevalent phenomenon in female-dominated sectors such as health and education. This is driven by a combination of economic conditions, the necessity to reconcile work and family life, and legal regulations. This situation consequently results in women facing lower remuneration and constrained career prospects. The necessity to balance work and family responsibilities represents a significant challenge for women, impeding their career development and negatively impacting their job performance and workplace commitment. These dynamics serve to perpetuate gender inequalities in the labour market, thereby preventing women from realising their full potential at work. This article makes a significant contribution to the existing literature on the relationship between part-time work and gender inequalities in the German labour market by providing a detailed analysis of this complex relationship. The article offers valuable insights into the potential of legal regulations, such as the Temporary Part-Time Work Act enacted in 2019, to alleviate the adverse effects of part-time work on women. The research is distinctive in its comprehensive examination of the socio-economic dynamics of part-time work, its legal framework, and its impact on gender equality, based on an extensive data analysis conducted over an extended period. By offering a detailed and nuanced understanding of these issues, the study draws attention to the ongoing challenges women face in the labour market and suggests potential policy interventions to promote gender equality. This article emphasises the necessity for targeted measures to facilitate women's career progression and offset the adverse consequences of part-time employment, thereby contributing to a more equitable labour market.

Work-life conflict: A study based on nurses in general hospitals in Galle district Sri Lanka

Work–life conflict has become a significant area of research due to the pressures of modern competitive lifestyles, due to that both men and women must earn to support their families. Balancing work and family responsibilities, while maintaining organizational commitment, is especially challenging for nurses, who play a major role in the health sector and often work long hours.This study focuses on the relationship between work-life conflict and organizational commitment among nurses in public sector hospitals in the Galle district in Sri Lanka. The primary objective is to investigate this relationship and understand the factors contributing to work-life conflict, its outcomes, and solutions.The research is quantitative, also use both primary and secondary data. A structured questionnaire was distributed to the random sample of 120 nurses, and the data were analyzed using Excel 2013, with results presented tables, charts and graphs.Findings show a significant negative relationship between work-life conflict and organizational commitment. Nurses must balance their work and family roles to strengthen their psychological bond with their hospitals. Hospital administrations should enhance organizational support to help nurses manage both domains, leading to increased commitment. It is beneficial not only the organization but also the broader society by improving healthcare outcomes.

Exploring early- and mid-career academic work wellbeing challenges through a diversity and inclusion lens

BackgroundEarly- to mid-career academics (EMCAs) represent a core component of the Australian higher education workforce. These academics experience major challenges to their wellbeing, driving a strong desire to leave academia.ObjectivesDetermine (1) EMCA awareness of, and engagement with, previous University- and Faculty-level diversity and inclusion events/initiatives and (2) opportunities and solutions to address previously reported diversity and inclusion issues experienced in the workplace.Methods114 EMCAs in medicine, dentistry and health sciences completed an electronic cross-sectional survey. The survey contained a list of University- and Faculty-provided diversity and inclusion initiatives and sought respondent ratings of interest, awareness (knowing/hearing about) and engagement (attending/applying/participating). Two in-person focus groups comprising participants who opted in during the survey or who responded to broader advertising were conducted. Both groups explored opportunities and solutions to address diversity and inclusion issues reported in an earlier organisation-wide survey.ResultsWhilst early- and mid-career academics reported high interest in diversity and inclusion events, they also reported limited awareness and engagement with these events, feeling unsupported to engage or perceiving consequences for workload. Focus groups identified five themes related to opportunities and solutions to address diversity and inclusion issues experienced in the workplace (1) enhanced relational support for career progression, (2) clear and transparent processes for efficient working, (3) reducing structural barriers to create opportunity, (4) improved financial renumeration, and (5) improved transitions and pathways.ConclusionEarly- and mid-career academics often felt unable to engage with activities outside of their immediate work responsibilities, such as events about diversity and inclusion, due to feelings of high workload. A systems approach to deploying targeted strategies to address these wellbeing challenges is recommended to sustain and retain this critical workforce.

Gender role shift: implications for balancing work and family responsibilities among female primary school teachers in Nigeria

ABSTRACT This cross-sectional survey of 1498 married female primary school teachers in Enugu state, Nigeria was used to investigate the association between work-family conflict and shifted gender roles. Gender role shift was measured as female breadwinning and shared house chores roles with husband/partner. Pre-validated work and family conflict scale, and a structured questionnaire were used for data collection. Cronbach’s alpha reliability coefficients of the instruments were 0.913 and 0.871 respectively. Data were analysed using IBM-SPSS version 23, using percentage and listwise binary logistic regression. The results showed that 37.2% of the women were family breadwinners and 18.2% reported that they shared house chores with their husbands/partners. Work-family conflict was found to be 21.6% prevalent. Being a breadwinner increased the odds (OR > 1.00) of work-family conflict, while shared responsibility for household chores decreased the odds (OR < 1.00) of work-family conflict. Breadwinners had higher odds (OR = 4.77; CI = 2.61 - 8.73) of work-family conflict than non-breadwinners. Women whose partners shared in-house chores were less likely (OR = 0.31; CI = 0.20- 0.51) to experience conflict. Gender role shift, therefore, has implications for work-family imbalances among women in the primary school teaching profession in Nigeria.