GenPhilly: A Strategy for Improving the Sustainability of Aging in Community Initiatives

GenPhilly is an innovative, replicable model that was developed in Philadelphia, Pennsylvania, to inspire and engage emerging leaders from a variety of disciplines to promote and sustain an aging-in-community agenda. Administrative support is provided by the Area Agency on Aging, Philadelphia Corporation for Aging, yet it was designed by its members to be peer-led. In this way, young professionals in their 20s and 30s can capitalize on popular culture to create unique professional development opportunities and get younger generations thinking about the type of city in which they themselves want to get older. The group has benefited the field of aging by building awareness of aging services in the wider community; facilitating cross-disciplinary learning and innovation around aging issues; stressing the competitive advantage for emerging leaders from all fields to know about aging issues; strengthening the aging network workforce; breaking down stereotypes about working with older adults; and introducing expertise from outside the aging network to benefit older adults. Encouraging the development of similar groups will not only benefit the field of aging, it will assist the next generation of leaders in many fields to plan better for their communities and for themselves.     

Beyond the Career Mystique: “Time In,” “Time Out,” and “Second Acts”

The career mystique is the belief that working hard and putting in long hours continuously throughout adulthood is the path to occupational success, personal fulfillment, and a secure retirement. This is a false myth, increasingly irrelevant for most contemporary Americans, given that (1) few employees today have the back up of full-time homemakers, and (2) a competitive, information economy has fostered a global labor market, destroying the implicit contract linking seniority with security. America’s 21st century workforce requires a reconfiguration of “time in” paid work, including opportunities for “time outs,” as well as for “second acts.”President’s Address, Annual Meeting of the Eastern Sociological Society, February 2004; also presented at the parallel research and policy forum “Sustainable Careers for a Changing Workforce.”     

From pipeline to practice: Utilizing tracking mechanisms for longitudinal evaluation of physician recruitment across the health workforce continuum

PurposeArea Health Education Centers work with community partners to prepare a diverse, primary care workforce particularly among rural and underserved communities. We set out to assess our impact on the physician workforce across a multitude of short-term, intermediate, and long-term benchmarksMethodWe used a comprehensive evaluation scaffolding to assess benchmarks of success across the workforce pipeline including short-term (i.e. pre-medical intent to pursue a health career or medical students’ intent to practice in primary care), intermediate (college matriculation and primary care residency match rates) and longterm measures (licensure and medical practice location of program participants).ResultsWe identified significant findings in each part of the AHEC program continuum. Among our alumni, we found a significant increase in the pre-medical learner’s intent to pursue a health care career. Among medical students, we found a significant increase in intent to practice in primary care, rural areas, and medically underserved communities and a high rate of primary care residency match (compared to peers). Approximately one-third of licensed physicians are now practicing medicine serve in an underserved communityConclusionsOur findings confirm the value of longitudinal evaluation on confirming that participation in an AHEC supported program strengthen the physician workforce development.     

‘No sugar’, ‘no junk food’, ‘do more exercise’ – moving beyond simple messages to improve the health of Aboriginal women with Hyperglycaemia in Pregnancy in the Northern Territory – A phenomenological study

BackgroundGlobally, rates of hyperglycaemia in pregnancy are highest among Indigenous women. The highest prevalence has been documented among Aboriginal women in the Northern Territory of Australia. Despite knowledge of this for over two decades, there has been very limited examination of the specific needs and experiences of Aboriginal women regarding this condition.QuestionHow do Aboriginal women with hyperglycaemia in pregnancy understand and experience this condition, and how can their care be improved?MethodsA phenomenological methodology underpinned semi-structured in-depth interviews with 35 Aboriginal women and seven health professionals across the Northern Territory. Data were inductively analysed.FindingsThe findings revealed that in general, participants in this study could recite simple health messaging regarding diabetes (e.g. ‘no sugar’), but many lacked in-depth knowledge and this affected the management of their condition. Nevertheless, many identified pregnancy as a powerful motivator for change, signalling scope to improve health messaging. Women consistently expressed the need for diabetes education that was culturally appropriate, a clear desire for maternity care that was family-centred, based on respectful relationships with the same care provider, and respected Aboriginal ways of knowing and being.ConclusionExisting health messaging around hyperglycaemia in pregnancy has limited reach with Aboriginal women in the Northern Territory. Reducing the burden of hyperglycaemia in pregnancy among these women requires a sustained commitment to redesign of maternity and diabetes care to incorporate the cultural and social context of women’s lives.     

How many men work in the English early years sector? Why is the low figure so ‘stubbornly resistant to change’?

This study draws on data from the GenderEYE project, research conducted in England between 2018 and 2020, which aimed to examine the recruitment, support and retention of male teachers within early years education (EYE) with a view of developing a more gender diverse workforce in this sector. Data collection was by means of a survey, 9 case studies with early years settings and interviews with key stakeholders. In this study, we examine a key finding about the persistently low numbers of male EYE professionals, linking this to another finding concerning a lack of specific strategy to recruit and support men.     

Residential care for children and young people: priority areas for change

Abuse in residential childcare has been of concern to the public and the profession for a number of years. This article highlights a Scottish Institute for Residential Child Care's (SIRCC) response to the Scottish Government which was requested following allegations of abuse in Glasgow City Council's Kerelaw residential school and secure unit. It offers priority actions to address the challenges of residential childcare and ensure the safety of children and young people as far as is practicably possible. It contextualises the residential childcare task, and explores four interrelated areas in which change is strongly recommended: (1) organisations' cultures; (2) workforce challenges including the status of the sector, staff selection standards, the role of residential childcare workers in relation to their level of autonomy and their education levels; (3) abuse allegations, in particular the sector's growing fearfulness of false allegations, support for practitioners' anonymity when accused of abuse and a reconsideration of criminal record certificate information; and (4) service delivery related to behaviour management and advocacy support. The intersection between the SIRCC and the subsequent Kerelaw Inquiry reports is outlined. Finally, it concludes with a scan of the immediate strategic policy horizon which indicates an unprecedented momentum for change. While based in the Scottish context, it reflects lessons which are applicable internationally. Copyright © 2010 John Wiley & Sons, Ltd.     

Workplace Flexibility as an Organizational Response to the Aging of the Workforce: A Comparison of Nonprofit and For-Profit Organizations

ABSTRACT

The degree to which flexible work options are available to employees has been used as an indicator of the extent to which organizations have responded to workforce needs, including those related to the aging of the workforce. This article uses an organizational adaptation framework to determine factors that explain variation in the degree to which flexible work options are offered in for-profit and non-profit organizations. Findings indicate that while the scope of flexible work options offered was similar among for-profits and non-profits, the factors that predicted variance in the scope of these options differed somewhat between the two sectors.     

Marital and Parental Relationship Quality and Educational Outcomes for Youth

This research examines the effects of parental marital quality and the quality of the parent–child relationship on the educational progress of adolescents. Previous research indicates that family structure and economic capacity have significant effects on educational achievement and high school graduation rates. Few studies, however, examined the effects of the quality of the parental relationship on the educational outcomes of their children. This study is built on bioecological and social capital theories of human development suggesting that the capacity for child and youth development is enhanced when their primary relationships are supportive and provide them with social assets that encourage human capital development. The study uses data from the NLSY97, a nationally representative sample of adolescents who are being followed into adulthood. The findings indicate that family stability and living with two biological parents is a stronger predictor of high school graduation than parent marital quality and the quality of the parent–child relationship. But the data also indicate that parent marital quality and the quality of the parent–child relationship have a strong and positive effect on postsecondary education access among those who do graduate from high school. These findings are interpreted in light of the contribution of relationship quality to further educational involvement and the implications this has for workforce development and successful labor force competition in a global economy.     

Supporting the Labor Force Participation of Older Adults: An International Survey of Policy Options

The unprecedented aging of the world's population challenges many institutions, including labor markets and public pension programs. This study was conducted to survey expert opinions regarding conditions and policies that affect employment of older adults. Eighty-nine respondents from 26 nations responded to an Internet survey regarding their own experiences with the aging labor force; factors that encouraged or discouraged labor force participation of older adults; and government responses to these issues. Respondents identified barriers to employment of older adults and described their governments' responses. Findings illuminate a range of current policy options and suggest possible opportunities for innovation.