Workforce Data Research Articles

Representation of intensivists' race/ethnicity, sex, and age by artificial intelligence: a cross-sectional study of two text-to-image models.

Integrating artificial intelligence (AI) into intensive care practices can enhance patient care by providing real-time predictions and aiding clinical decisions. However, biases in AI models can undermine diversity, equity, and inclusion (DEI) efforts, particularly in visual representations of healthcare professionals. This work aims to examine the demographic representation of two AI text-to-image models, Midjourney and ChatGPT DALL-E 2, and assess their accuracy in depicting the demographic characteristics of intensivists. This cross-sectional study, conducted from May to July 2024, used demographic data from the USA workforce report (2022) and intensive care trainees (2021) to compare real-world intensivist demographics with images generated by two AI models, Midjourney v6.0 and ChatGPT 4.0 DALL-E 2. A total of 1,400 images were generated across ICU subspecialties, with outcomes being the comparison of sex, race/ethnicity, and age representation in AI-generated images to the actual workforce demographics. The AI models demonstrated noticeable biases when compared to the actual U.S. intensive care workforce data, notably overrepresenting White and young doctors. ChatGPT-DALL-E2 produced less female (17.3% vs 32.2%, p < 0.0001), more White (61% vs 55.1%, p = 0.002) and younger (53.3% vs 23.9%, p < 0.001) individuals. While Midjourney depicted more female (47.6% vs 32.2%, p < 0.001), more White (60.9% vs 55.1%, p = 0.003) and younger intensivist (49.3% vs 23.9%, p < 0.001). Substantial differences between the specialties within both models were observed. Finally when compared together, both models showed significant differences in the Portrayal of intensivists. Significant biases in AI images of intensivists generated by ChatGPT DALL-E 2 and Midjourney reflect broader cultural issues, potentially perpetuating stereotypes of healthcare worker within the society. This study highlights the need for an approach that ensures fairness, accountability, transparency, and ethics in AI applications for healthcare.

Advancing Correctional Health Care: The Imperative of LPN Advancement to RN.

This opinion consolidates regulatory frameworks, legal cases, workforce data, and research studies to advocate for the advancement of licensed practical nurses to registered nurses within correctional health care. By emphasizing adherence to nursing scope of practice and proposing a sustainable workforce development model, this article aims to enhance patient care and elevate standards in correctional facilities.

Ethnic inequalities in primary care experiences for people with multiple long-term conditions: Evidence from the general practice patient survey

ObjectivesTo examine the relationship between ethnicity and experiences of primary care for people with multiple long-term conditions (MLTCs) and assess the relative importance of demographic, practice, and area-level factors as influences on primary care experiences across ethnic groups. Study designA retrospective study using 2018–19 GP Patient Survey data linked to General Practice Workforce data and small area data published by the Office for National Statistics. MethodsWe conducted multilevel regression analysis to assess the relationship between ethnicity and experience of accessing primary care and interacting with healthcare professionals. We built separate regression models for each outcome and included (i) each covariate separately, (ii) demographic factors and (iii) demographic, practice, and area-level factors. ResultsUpon full adjustment Arab, Bangladeshi, Chinese, Indian, Pakistani, other Asian, mixed white and Asian, and other white people with MLTCs have lower levels of satisfaction with primary care access and interacting with healthcare professionals compared with white British people. The influence of demographic, practice and area-level factors is not uniform across ethnic groups; demographic factors account for the inequalities in levels of satisfaction with access to primary care between white British people and Black other, mixed other, mixed white & Black Caribbean and Gypsy & Irish Travellers. However, practice and area-level factors strengthen inequalities in the experience of accessing primary care for Bangladeshi, Indian and Pakistani people. ConclusionsGiven the link between patient satisfaction and patient-related health outcomes, the lower levels of satisfaction with accessing primary care and interacting with healthcare professionals among the aforementioned minoritised ethnic groups are concerning and require further scrutiny. Qualitative studies are required to understand and address the sources of poor experiences in primary care for minoritised people with MLTCs to improve patient-centred healthcare and outcomes.

The HEROES (HEalth woRkfOrcE to meet health challengeS) Joint Action

Abstract Background The HEROES (HEalth woRkfOrcE to meet health challengeS) Joint Action aims to advance health workforce planning across the EU, addressing the pressing need for a resilient, sustainable, and accessible health service systems. Given the evident strain on health systems demonstrated during the COVID-19 pandemic, this initiative seeks to address the critical need for strategic HWF planning. Building on previous projects, HEROES will foster the capacity of EU states in workforce planning, preparing the health systems to meet future challenges. Methods The study adopts a collaborative framework involving 19 EU countries, segmented into clusters based on health system characteristics. A stepwise approach (‘AS IS,’ ‘TO BE,’ ‘TO DO’) characterizes the methodology, incorporating extensive data collection, stakeholder engagement, and scenario forecasting. Country-level information on HWF Data and Planning will be compared both across countries in clusters and across clusters. Results Initial findings indicate significant disparities in health workforce data quality, availability, and planning methodologies among the states. Identified methodologies also involve real-world data applications and predictive analytics to refine health workforce planning. Efforts are underway to define an Advanced Minimum Dataset (AMDS) to synchronize health workforce data and define planning tools across the clusters, as country-level AS IS reports have been finalized and cross-country comparisons are ongoing. Conclusions Collaborative, data-driven health workforce planning can significantly enhance health system resilience and responsiveness. Recommended public health actions include enhancing HWF data integration, forecasting capabilities, and stakeholder participation, with the aim of shaping national health policies and practices. The public health impact is profound, as it allows to improve health service delivery and workforce adaptability in response to dynamic health demands. Key messages • The HEROES Joint Action advances EU health workforce planning, with the aim of enhancing the resilience and responsiveness of health systems. • Strategic data-driven approaches in health workforce planning are pivotal for resilient, accessible and sustainable healthcare systems.

Assessing the adequacy and sustainability of the Northern Territory health workforce with respect to burden of disease and injury, 2009-2021: an analysis of administrative data.

To assess the adequacy of the Northern Territory health workforce with respect to population size and burden of disease, overall and by selected health specialties; to assess its sustainability by investigating changes in workforce numbers. Analysis of Australian Health Practitioner Regulation Agency (AHPRA) health workforce data (2013-2021) and burden of disease data (disability-adjusted life-years, DALYs) drawn from national and NT burden of disease studies (and projected for 2019-2021). NT and Australian health workforces, 2009-2021. Adequacy of the NT health workforce, assessed as the ratio of the mean annual numbers of NT health workers per 1000 population or health workers per 1000 DALYs (2009-2013 and 2014-2018) to those of the Australian workforce (2013 and 2018); sustainability of the NT health workforce, defined as the number of health workers per 1000 population or per 1000 DALYs increasing between 2013 and 2021. The number of health workers per 1000 population was slightly higher in the NT than for Australia in both time periods (2009-2013 v 2013: 23.30 v 21.79 per 1000 population, 6.9% larger; 2014-2018 v 2018: 25.79 v 23.47 per 1000 population, 9.9% larger); however, it was smaller with respect to burden of disease (2009-2013 v 2013: 82.6 v 107.4 health workers per 1000 DALYs, 23.1% fewer; 2014-2018 v 2018: 91.5 v 117.1 per 1000 DALYs, 21.8% fewer). In particular, 464 more nurses and midwives (11.4% more than the mean for 2013-2021), 196 more physiotherapists (115%), 189 more psychologists (102%), 152 more pharmacists (79%), and 144 more dentists (106%) are needed in the NT to match the corresponding numbers of health workers by disease burden for Australia as a whole. The number of Aboriginal health practitioners per 100 000 DALYs fell during the study period. Health worker population density alone does not reliably assess health workforce needs; burden of disease information is important for workforce planning that meets population health needs. The NT health workforce needs to be increased by about 28% to reflect the population burden of disease and injury. Shortages in the NT health workforce must be eliminated to close health gaps between Indigenous and non-Indigenous Australians.

One size does not fit all for URiM applicants: a comparison of NPM program size on URiM applications.

Neonatal-perinatal medicine (NPM) lacks a racially and ethnically diverse physician workforce. Fewer trainees from groups underrepresented in medicine (URiM) are entering NPM due to declining match rates in general pediatrics, financial burdens from delaying workforce entry, and ineffective recruitment into NPM. Annual surveys from the Organization of Neonatology Training Program Directors (ONTPD) were analyzed to assess URiM recruitment trends between 2021 and 2023. Concerningly, the number of URiM candidates applying to NPM fellowship programs remains low, highlighting the need for investment in pathway programming and enhanced recruitment strategies to diversify the NPM workforce. A multifaceted approach, including promoting early interest in pediatrics, minimizing financial disincentives, collecting robust URiM trainee and workforce data, and creating inclusive, diverse educational environments will be critical to increasing URiM representation in NPM and ultimately improving health outcomes for neonates.

Demographics and scope of Australian emergency department physiotherapists

QuestionsTo provide workforce data on the status of Australian Emergency Department (ED) physiotherapy practice, including physiotherapist demographic data, staffing levels and funding sources. Evaluate the scope of practice currently undertaken by ED physiotherapists and alignment of ED physiotherapy service provision with demand levels.DesignCross sectional survey.ParticipantsAustralian physiotherapists working within an Australian ED.Outcome measuresWorkforce data, scope of practice and alignment of physiotherapy service provision to ED presentations and demand.Results94 Australian ED physiotherapists completed the survey, 76.9% were working as primary contact clinicians. They had a diverse scope of practice, 100% perform mobility assessments, 89.9% provide care for paediatric patients and 10.1% were involved in administration of medications. 86.2% of participants (75/87) reported working within a service model that provided seven-day per week physiotherapy coverage to ED.ConclusionThe sample of ED physiotherapists were found to be experienced and highly trained clinicians with a diverse scope of practice, who are well placed to meet the unpredictable and highly variable patient caseload of Australian EDs.

A Comprehensive Analysis of the Physician Assistant/Associate Orthopedics Workforce

Background: For over half a century, physician assistants/associates (PAs) in orthopedics have been a source of specialized medical and surgical labor. Given the increasing demand for orthopedic surgeons and the concurrent growth of PAs, we analyzed the characteristics of PAs in orthopedics to understand how they compare with PAs across all other medical and surgical roles in the United States. Methods: In this national cross-sectional study, we used 2022 PA workforce data from the National Commission on the Certification of Physician Assistants. Our investigation included descriptive and bivariate data assessing PAs in orthopedics versus all other medical fields on various factors related to demographics, education/training, practice characteristics, and other important traits. Results: In this analysis, 12,599 (10.7%) of 117,748 board certified PAs who responded working in a clinical specialty indicated participating in orthopedics in 2022. The proportion of PAs practicing in orthopedics increased by nearly 39% from 2015 to 2022. Slightly more than half of PAs in orthopedics were female (52.9%), and the average age was 38 years. Most (55.3%) PAs in orthopedics work in offices and clinics, and a third (37.0%) are hospital based. PAs in orthopedics earn about 9% more than all other PAs; over half (50.5%) report working more than a 40-hour week. PAs in orthopedics report less burnout than their counterparts and are less likely to leave their principal clinical position. Conclusions: Orthopedics ranks as the third largest specialty for PAs in the United States. Furthermore, the number of PAs selecting to practice in orthopedics has escalated during orthopedic surgeon shortages. The economics and diverse roles emerging among PAs in orthopedics suggest that this specialty may be expanding.

Gender Bias in Text-to-Image Generative Artificial Intelligence When Representing Cardiologists

Introduction: While the global medical graduate and student population is approximately 50% female, only 13–15% of cardiologists and 20–27% of training fellows in cardiology are female. The potentially transformative use of text-to-image generative artificial intelligence (AI) could improve promotions and professional perceptions. In particular, DALL-E 3 offers a useful tool for promotion and education, but it could reinforce gender and ethnicity biases. Method: Responding to pre-specified prompts, DALL-E 3 via GPT-4 generated a series of individual and group images of cardiologists. Overall, 44 images were produced, including 32 images that contained individual characters and 12 group images that contained between 7 and 17 characters. All images were independently analysed by three reviewers for the characters’ apparent genders, ages, and skin tones. Results: Among all images combined, 86% (N = 123) of cardiologists were depicted as male. A light skin tone was observed in 93% (N = 133) of cardiologists. The gender distribution was not statistically different from that of actual Australian workforce data (p = 0.7342), but this represents a DALL-E 3 gender bias and the under-representation of females in the cardiology workforce. Conclusions: Gender bias associated with text-to-image generative AI when using DALL-E 3 among cardiologists limits its usefulness for promotion and education in addressing the workforce gender disparities.

Evidence of Reputational Priorities of a Sample of U.S. Federal Offices of Inspector General: A Mixed Methods Analysis of Workforce, Budgetary Data, and Statutes

Offices of inspector general (OIGs) have become an important part of the United States government, located in virtually every agency and providing oversight through audits and investigations that examine fraud, waste, abuse, ineffectiveness, and inefficiency. Yet, scholars know little about their activities. Conventional wisdom suggested that investigations would be favored over audits partially because the OIGs would want to bolster their reputation with Congress and the public. This research examines 11 departmental OIGs to explore whether investigations are prioritized over audits, especially in the context of declining budgets. Quantitative workforce data from the U.S. Office of Personnel Management show that contrary to expectation these OIGs largely prioritize auditing through an allocation of more full-time equivalent (FTE) employees. Budget data, adjusted for inflation, show that funding since the 2010s was flat followed by marked increases for some OIGs during the Trump Administration, which doesn’t help explain these priorities; however, a qualitative analysis of statutes shows Congress assigns auditing tasks more often than investigative tasks. Overall, this mixed methods research provides preliminary evidence that OIGs’ desire to maintain or improve their reputation and be responsive to Congress leads them to focus on improving agency performance and helping their agencies fulfill their missions.

How is ‘shortage’ defined? Exploring Nursing Workforce Data across Canada 2015-2022: An Ecological Study

RationaleDetermining the ability of a country’s nursing workforce to meet the health care needs of the population is essential for optimal health outcomes. ‘Nursing shortage’ is frequently heralded as an issue, yet it is unclear how ‘shortage’ is defined and calculated. The purpose of this study was to collect and link publicly available Canadian data to describe and compare trends in nursing workforce capacity. MethodsPrimary data sources included linking Statistics Canada and Canadian Institutes of Health Information (CIHI) data from 2015 to 2022. Statistics Canada tracks provincial population data and job vacancy rates. CIHI receives data from provincial nursing organizations on demographics, roles, and employment status. To estimate a sufficient workforce, job vacancy rates (a proxy for provincial need) were cross tabulated with the number of registered nurses (RNs) and registered psychiatric nurses (RPNs) per year. ResultsThe number of RNs and RPNs in Canada has increased by 8.6% between 2015 and 2022, to a total of 322,226. Job vacancies, as a percent of total nursing supply, shows a rising trend (2.3% to 8.7%) between 2015 and 2022 across Canada. In 2022, 84.9% of Canadian RNs and RPNs in direct patient care across Canada and 86.1% were in urban settings. Conclusion &amp; LimitationsThis project examines Canadian nursing workforce data encompassing potential effects of the COVID-19 pandemic. The trends are limited to annual due to aggregated data. Data on a country’s nursing workforce measured monthly and consistently across provinces would yield clearer information.

International medical graduates in orthopaedic surgery: An opportunity to improve diversity and inclusion?

Background/aimsRacial and ethnic minorities are under-represented in orthopaedic surgery despite efforts to promote diversity and inclusion in the specialty. The purpose of this study was to determine the proportion of international medical graduates (IMGs) in the surgical workforce and future residency pipeline. We further analyze IMG applicant qualifications relative to their US-based counterparts to assess the viability of recruiting IMG candidates as one strategy to advance diversity and inclusion in orthopaedic surgery. MethodsPhysician workforce data from the American Medical Association and residency match data from the National Resident Match Program were analyzed for Orthopaedic Surgery. Trends in the proportion of IMG applicants were compared with those from other specialties. Qualifications of applicants were compared including board exam scores, number of abstracts/publications, and additional graduate degrees. ResultsIn 2020, orthopaedic surgery had the lowest percentage of IMGs relative to otolaryngology (5.8 %, p < 0.001), neurosurgery (12.1 %, p < 0.001), obstetrics & gynecology (14.0 %, p < 0.001), and general surgery (19.1 %, p < 0.001). From 1986 to 2021, IMG Graduates who matched into orthopaedic surgery increased from 1 (0.3 %) to 8 (0.9 %). Compared to other surgical specialties, orthopaedic surgery had among the lowest annual rates of incoming IMG residents. In 2021, most respondents to the orthopaedic surgery residency program directors survey reported never selecting IMG applicants for interview (74 % for non-US IMG applicants and 53 % for US IMG applicants). From 2020 to 2021, non-US IMG applicants (17 %) and US IMG applicants (26 %) had lower match rates than DO Senior (74 %) and MD Senior (80 %) applicants (p < 0.001). In 2020, matched non-US IMGs had similar board scores as matched US MD Senior applicants, but more abstracts/publications. ConclusionThe recruitment of IMGs into orthopaedic surgery residency remains limited and lower than other surgical specialties. IMGs have similar board scores and more abstracts/publications, thus representing a potential pipeline for workforce diversity. More research is needed to understand the special needs of IMGs in the orthopaedic surgery match.

Assessment of anesthesia capacity for children in Somaliland.

The burden of pediatric surgical conditions in Somaliland is high and the pediatric anesthesia capacity across the country remains poorly understood. The international standards developed by the World Health Organization and World Federation of Societies of Anaesthesiologists (WHO-WFSA) serve as a guideline to assess the provision of anesthetic care. This study aims to describe anesthesia capacity for children in Somaliland and assess progress towards reaching the WHO-WFSA international standards. In this cross-sectional study, anesthesia infrastructure and workforce data, as well as pediatric clinical and demographic data were collected from fifteen private, charity, and government hospitals in the six regions of Somaliland. We described anesthesia capacity in Somaliland and compared baseline data to the WHO-WFSA international standards. Overall, Somaliland did not reach most of the target goals for anesthesia capacity as defined by the WHO-WFSA. Most markers for anesthesia capacity were far behind the established targets, with deficits of 99% for anesthesiologists density, 83% for operating room density, and 83% for ventilator density. Hospitals in urban Maroodi-Jeex, and private hospitals had more supplies, infrastructure, and surgical personnel than hospitals in rural areas. There are large gaps in current anesthetic resources for children according to WHO-WFSA global standards, as well as wide disparities between regions and types of hospitals in Somaliland. Increased investment in anesthesia infrastructure and workforce is required to meet the needs of pediatric surgical patients across the country.

Large Language Models in Otolaryngology Residency Admissions: A Random Sampling Analysis.

To investigate potential demographic bias in artificial intelligence (AI)-based simulations of otolaryngology, residency selection committee (RSC) members tasked with selecting one applicant among candidates with varied racial, gender, and sexual orientations. This study employed random sampling of simulated RSC member decisions using a novel Application Programming Interface (API) to virtually connect to OpenAI's Generative Pre-Trained Transformers (GPT-4 and GPT-4o). Simulated RSC members with diverse demographics were tasked with ranking to match 1 applicant among 10 with varied racial, gender, and sexual orientations. All applicants had identical qualifications; only demographics of the applicants and RSC members were varied for each simulation. Each RSC simulation ran 1000 times. Chi-square tests analyzed differences across categorical variables. GPT-4o simulations additionally requested a rationale for each decision. Simulated RSCs consistently showed racial, gender, and sexual orientation bias. Most applicant pairwise comparisons showed statistical significance (p < 0.05). White and Black RSCs exhibited greatest preference for applicants sharing their own demographic characteristics, favoring White and Black female applicants, respectively, over others (all pairwise p < 0.001). Asian male applicants consistently received lowest selection rates. Male RSCs favored White male and female applicants, while female RSCs preferred LGBTQIA+, White and Black female applicants (all p < 0.05). High socioeconomic status (SES) RSCs favored White female and LGBTQIA+ applicants, while low SES RSCs favored Black female and LGBTQIA+ applicants over others (all p < 0.001). Results from the newest iteration of the LLM, ChatGPT-4o, indicated evolved selection preferences favoring Black female and LGBTQIA+ applicants across all RSCs, with the rationale of prioritizing inclusivity given in >95% of such decisions. Utilizing publicly available LLMs to aid in otolaryngology residency selection may introduce significant racial, gender, and sexual orientation bias. Potential for significant and evolving LLM bias should be appreciated and minimized to promote a diverse and representative field of future otolaryngologists in alignment with current workforce data. N/A Laryngoscope, 2024.

Job satisfaction and intent to stay in neonatal nursing in England and Wales: a study protocol

BackgroundNursing shortages are an ongoing concern for neonatal units, with many struggling to meet recommended nurse to patient ratios. Workforce data underlines the high proportion of neonatal nurses nearing retirement and a reduced number of nurses joining the profession. In order to recommend strategies to increase recruitment and retention to neonatal nursing, we need to understand the current challenges nurses are facing within the profession. The aim of this study is to investigate current job satisfaction, burnout, and intent to stay in neonatal nursing in England and Wales.MethodsThis study has two parts: (1) a systematic review exploring job satisfaction, burnout and intent to stay in neonatal nursing, and any previous interventions undertaken to enhance nurse retention, (2) an online survey of neonatal nurses in England and Wales exploring job satisfaction, burnout and intent to stay in neonatal nursing. We will measure job satisfaction using the McCloskey Mueller Satisfaction Scale (MMSS), burnout using the Copenhagen Burnout Inventory (CBI) and the Nurse Retention Index (NRI) will be used to measure intent to stay. All nurses working in neonatal units in England and Wales will be eligible to participate in the nursing survey.DiscussionRetention of neonatal nurses is a significant issue affecting neonatal units across England and Wales, which can impact the delivery of safe patient care. Exploring job satisfaction and intent to stay will enable the understanding of challenges being faced and how best to support neonatal nurses. Identifying localised initiatives for the geographical areas most at risk of nurses leaving would help to improve nurse retention.

Listening to Rural Community Experts: Making a Comprehensive Local Needs Assessment Transformative for Inclusive Postsecondary CTE

This Delphi study identified postsecondary career and technical education (CTE) needs and differences by race in rural areas. Seventeen rural community experts in education, business, and community leadership participated across three rounds. Round 1 involved interviews to compile perspectives about future careers and training. Round 2 used Likert-scale surveys to rate the perceived likelihood of careers and the value of training; consensus was evaluated. Round 3 conducted member checking. Results showed alignment between community-identified labor needs and workforce data. However, Native American members faced distinct qualifying barriers for training programs. Recommendations are that Comprehensive Local Needs Assessments (CLNAs) intentionally include marginalized groups and consider historical and present-day inequities certain students face to better meet the workforce training needs of the entire community. The Delphi method revealed nuanced perspectives and the need for more culturally responsive practice in rural areas.

Unveiling the Impact: AI-Driven Marketing tactics on Implementation Strategy – Systematic Literature Review (SLR) Approach

This study delves into the transformative impact of artificial intelligence (AI) on marketing strategy implementation, aiming to bridge existing gaps in scholarly discourse. The research identifies a critical void in understanding the multifaceted influence of AI across diverse industries, hindering both current comprehension and future exploration of its potential in marketing strategy implementation. Employing a systematic literature review (SLR) methodology, this paper connects insights from ten rigorously selected research papers spanning 2015 to 2024, sourced from the Google Scholar Database. The findings highlight AI’s pivotal role in streamlining implementation processes through scenario analysis facilitation, predictive accuracy enhancement, and resolution of intricate challenges. Additionally, this study illuminates essential success factors – ranging from stakeholder engagement and continuous evaluation to workforce capacity building, ethical considerations, and data privacy safeguards – crucial for realizing effective outcomes in AI-driven marketing strategy implementation.

Analisis Faktor Keterlambatan Pekerjaan Konstruksi Drainase dengan Menggunakan Metode Kaiser Mayer Oklin (KMO)

This research aims to identify factors that cause delays in implementing the Urban Drainage project in Kepatihan Village, Bojonegoro Regency, using Regional Revenue and Expenditure Budget (APBD) funds. The research method used a population involved in drainage construction, using a saturated sampling technique with 39 respondents. Data collection used questionnaires for primary data and secondary data obtained from project schedules, cost budget plans and workforce data. Data analysis uses factor analysis, descriptive analysis, and cross tabulation analysis. Factor analysis uses the Kaiser Mayer Olkin Measure of Sampling Adequacy (KMO-MSA) method. The KMO test was carried out with a significance value from the Bartlett Sphericity Test of less than 0.05 to determine the suitability of the variables. The KMO-MSA process is carried out by calculating the Kaiser Mayer Olkin (KMO) value. The KMO value ranges between 0 and 1, where a higher value indicates a better match. Apart from that, Bartlett's Test of Sphericity was also carried out to test the significance of the relationship between variables. If the test results are significant (p &lt; 0.05), then these variables are suitable for proceeding to further factor analysis. The results of the cross-tabulation analysis show that the labor variable (X2) is the main factor influencing delays in drainage construction projects, with a significance value (sig) &lt; 0.05. Based on the results of the descriptive analysis, the labor factor indicator (X2) which is the factor that has the most significant influence on construction project delays, is the variable X2.1 in the form of labor availability with a mean of 5.67 and a percentage value of 5.12%. This suggests that a lack of labor can cause delays in project implementation, potentially affecting overall project progress and quality.

Trends in Gender, Ethnicity and Less-Than-Full-Time Training among Reconstructive Plastic Surgery Registrars and Consultants between 2009 and 2020

ObjectiveThis study aimed to examine the trends in gender, ethnicity and less-than-full-time (LTFT) training in reconstructive plastic surgery from 2009 to 2020 in the UK by comparing them to overall surgical specialties. MethodsWe analysed NHS Digital workforce data from 2009 to 2020 by examining trends in gender, ethnicity and LTFT working among reconstructive plastic surgery consultants and registrars and comparing them to overall surgical specialties. Data were analysed using linear regression models. ResultsThe percentage of female reconstructive plastic surgery consultants and registrars increased significantly over the period, with reconstructive plastic surgery groups having higher percentages of females than overall surgical specialties. LTFT working trends varied, with declining trends among consultants and increasing trends among registrars. Ethnicity trends were complex, varying between different ethnic categories and between consultants and registrars, but showing an increase in diversity within the workforce. ConclusionThe demographics of reconstructive plastic surgeons in the UK became more diverse from 2009 to 2020 with trends indicating that this will continue in the future. However, there were significant variations among the different groups and levels of seniority, suggesting the need for targeted interventions to promote diversity and inclusivity in surgical specialties.

Pathways to leadership: what accounts for women’s (in)equitable career paths in the health sectors in India and Kenya? A scoping review

ObjectivesWe aimed to capture evidence on enablers and barriers to improving equal opportunity and effective organisational interventions that can advance women’s leadership in India and Kenya’s health sectors.MethodsWe systematically searched...