Timing of hospital admission in labour: latent versus active phase,mode of birth and intrapartum interventions. A correlational study

Background

Hospitalization of women in latent labour often leads to a cascade of unnecessary intrapartum interventions, to avoid potential disadvantages the recommendation should be to stay at home to improve women’s experience and perinatal outcomes.

Managing racial diversity: The context of state legal and political cultures

We draw on institutional theory to examine the connection between state-level regulation of equal employment and political cultures and race/ethnic minority presence in managerial positions in private U.S. workplaces. Analyses examining managerial diversity at upper- and lower-levels show that expanded state EEO posting requirements are associated with a greater presence of nonwhite managers at both levels, while weak state EEO compliance penalties are related to fewer nonwhite lower-level managers. State-level EEO recordkeeping requirements that exceed federal law are unassociated with nonwhite managerial presence at either lower- or upper-levels. Early adoption of fair employment practices agencies (FEPA) is positively associated with only lower-level managerial diversity, whereas progressive state government ideology is negatively related to top managerial diversity. Our findings highlight the complexity of state government regulation, oversight, and culture in shaping managerial racial/ethnic diversity. We discuss the implications of our results for future research and policy aimed at diversifying private workplaces.     

Gender composition and share of management: Tipping points in US workplaces, 1980–2005

This paper examines how concepts of gendered organizations, tokenism and the glass escalator affect women’s share of management. Specifically, we examine how the gender composition of workplaces affects women’s share of management in 195,534 workplaces using EEO-1 report data collected from the US Equal Employment Opportunity Commission from 1980 until 2005. The EEO-1 data allow us to explore the effects of gender composition on women’s share of management net of labor market change, industrial change, organizational determinants, and changes in workplace segregation using workplace-level data. We draw on past research to identify potential composition levels—tipping points—in which women have more or less share of management. Our findings suggest that across all compositions, ranging from women comprising less than 15% to over 85% of the workplace, larger percentages of the non-management women are associated with greater shares of women in management. Findings offer little support for the glass escalators hypothesis extended to workplaces, but once further contextualized, the findings do suggest that workplaces are gendered in such a way that tokenism works differently for men and women. Thus, our paper adds to the body of research on gender composition and further illustrates the need to determine under which conditions these social processes operate.     

Retaining clients in an outcome monitoring evaluation study: HIV prevention efforts in community settings

The Centers for Disease Control and Prevention (CDC), Division of HIV/AIDS Prevention (DHAP) conducted outcome monitoring studies on evidence-based interventions (EBIs) provided by CDC-funded community-based organizations (CBOs). Critical to the success of outcome monitoring was the ability of CBOs to recruit and retain clients in evaluation studies. Two EBIs, Video Opportunities for Innovative Condom Education and Safer Sex (VOICES/VOCES) and Healthy Relationships, were evaluated using repeated measure studies, which require robust follow-up retention rates to increase the validity and usefulness of the findings. The retention rates were high for both VOICES/VOCES CBOs (95.8% at 30 days and 91.1% at 120 days), and Healthy Relationships CBOs (89.5% at 90 days and 83.5% at 180 days). This paper presents an overview of the retention of clients, challenges to follow-up, and strategies developed by CBOs to achieve high retention rates. These strategies and rates are discussed within the context of the CBOs’ target populations and communities.     

Toward a Framework for Multicultural STEM‐Focused Career Interventions

Numerous federal and national commissions have called for policies, funds, and initiatives aimed at expanding the nation's science, technology, engineering, and mathematics (STEM) workforce and education investments to create a significantly larger, more diverse talent pool of individuals who pursue technical careers. Career development professionals are poised to contribute to the equity discourse about broadening STEM participation. However, few are aware of STEM‐related career development matters, career opportunities and pathways, or strategies for promoting STEM pursuits. The author summarizes STEM education and workforce trends and articulates an equity imperative for broadening and diversifying STEM participation. The author then offers a multicultural STEM‐focused career development framework to encourage career development professionals’ knowledge and awareness of STEM education and careers and delineates considerations for practice aimed at increasing the attainment and achievement of diverse groups in STEM fields.     

Multiple Perspectives of Teams’ Experiences of a New Zealand Wraparound Process

Since it was first introduced in the 1980s, Wraparound has been defined as ‘a philosophy,’ ‘an approach,’ and ‘a service’ which is designed to work with youth and families with high and complex needs. Wraparound is most commonly understood as an intensive, individualised care planning process. It aims to achieve positive outcomes through a structured, creative, and individualised team planning process, which results in effective and more relevant plans for the youth and family. The purpose of this qualitative study was to explore the experiences of Wraparound facilitators, caregivers, youths, and team members to gain a multi‐perspective insight into the process. Sixteen families and Wraparound teams participated in the study which resulted in 56 semi‐structured interviews being conducted involving 16 Wraparound facilitators (some facilitators were interviewed more than once because they served multiple families who participated in the study), 16 caregivers, eight youth, and 16 team members (one person from the team, i.e., teacher, social worker, or mentor). Thematic analysis gave seven themes organised into three broad domains: (1) key elements of the Wraparound process including the Wraparound facilitator, Wraparound's philosophies and principles, and the supportive nature of the process; (2) the outcomes achieved throughout the process including family empowerment and hope, improved family dynamics and relationships as well as individual parent and youth change; and (3) the challenges and feedback respondents identified through the process, which included personal and systemic challenges, improved transition, and continuity of care, role clarity, and accessibility of the service. Overall, the findings from this study support Wraparound as an effective process for youth and their families, identify the importance of key aspects of the process, and suggest some improvements to increase the efficacy of and accessibility to the process.     

A meta-analysis of effectiveness of E-interventions to reduce alcohol consumption in college and university students.

Objective: To evaluate the effectiveness and moderators of E-Interventions versus assessment only (AO) controls in the reduction of alcoholic drinks per week (DPW) in university students.

Study design and methods: Cochrane library, CINAEL, ERIC, MEDLINE, PsycINFO, PubMed, and Web of Science were searched up to June 2017. Studies were included if they were: an RCT, assessed the effectiveness of E-Interventions at reducing DPW, and employed university/college students. 23 studies (N = 7,614) were included and quality was assessed using the JADAD scale.

Results: Weighted mean effect sizes were calculated using random-effects models. These showed a small, significant effect of E-Interventions at reducing the number of alcoholic DPW. Moderator analysis found a significant advantage for web-based personalised feedback interventions compared to other E-Interventions.

Conclusions: E-Interventions show a small, significant effect at reducing mean alcoholic DPW. Personalised feedback E-Interventions showed the strongest effect.     

Diversity and social cohesion

The issue of diversity, in its broadest sense, is discussed here in its relation to social cohesion, cross-cultural relations, ingroup–outgroup relations and educational interventions. The main thesis of the paper is that real social cohesion in an ingroup rests on the acknowledgment of and the dialog with the diversities of the members of the ingroup itself. And that diversity relating to the outgroup and to the various members of the outgroup is understood and accepted, given that diversity among the members of the ingroup is also understood and accepted. This way, cross-cultural relations within an ingroup and between the ingroup and outgroups are fostered, which partly contradicts some traditional assumptions in social psychology research, according to which social cohesion in the ingroup is accompanied by hostility toward the outgroup. A study we conducted in Italian schools on youths’ attitudes toward multiculturalism with the use of focus groups indicated that most participants have lost or have never experienced a feeling of general social cohesion. It also indicated that lack of social cohesion creates fear and that fear can provoke aggression. Some considerations are presented aiming to help teachers foster social cohesion and positive cross-cultural contact in their classes.