This podcast dives into the steps companies can take to improve diversity and inclusion efforts. The topics covered help employers advance SDG 8 (decent work and economic growth) and SDG 10 (reduced inequalities).
This essay shares findings from an exhaustive review of the English-language published scholarship on integrating gender and sexual diversity in teacher education (GSDTE) since 1982. The 158 sources substantiate a largely USA-based field with an array of studied pedagogies and a citational reliance on statistics that reveal the school-sited suffering of gender and sexual minority youth.
Although it may be an "invisible disability", people with all types of diabetes are protected under the Americans with Disabilities Act. This chapter contributes to SDG 3 by addressing the patterns, risk factors and prevention tactics for the epidemic of diabetes in the US population.
Study objective: We estimate emergency department (ED) use differences across Medicare enrollees of different race/ethnicity who are residing in the same zip codes. Methods: In this retrospective cohort study, we stratified all Medicare fee-for-service beneficiaries aged 66 years and older (2006 to 2012) by residence zip code and identified zip codes with racial/ethnic diversity, defined as containing at least 1 enrollee from each of 3 racial/ethnic groups: Hispanics, (non-Hispanic) blacks, and (non-Hispanic) whites.
Employers today must plan for an aging workforce and make a strong effort to attract and retain older workers. It is critical for employers to take note of the value older workers can bring to an organization and consider the following steps to address their needs within the context of workforce planning.
From #MeToo to #TimesUp in health care: can a culture of accountability end inequity and harassment?
Background: Across countries and disciplines, studies show male researchers receive more research funding than their female peers. Because most studies have been observational, it is unclear whether imbalances stem from evaluations of female research investigators or of their proposed research. In 2014, the Canadian Institutes of Health Research created a natural experiment by dividing investigator-initiated funding applications into two new grant programmes: one with and one without an explicit review focus on the calibre of the principal investigator.
