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Chadwick, Liam M., Aleece MacPhail, Joseph E. Ibrahim, Linda McAuliffe, Susan Koch, and Yvonne Wells. "Senior staff perspectives of a quality indicator program in public sector residential aged care services: a qualitative cross-sectional study in Victoria, Australia." Australian Health Review 40, no. 1 (2016): 54. http://dx.doi.org/10.1071/ah14197.
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Objective The aims of the present study were to describe the views of senior clinical and executive staff employed in public sector residential aged care services (RACS) about the benefits and limitations of using quality indicators (QIs) for improving care, and to identify any barriers or enablers to implementing the QI program. Methods A cross-sectional qualitative study using semistructured interviews and direct observation of key informants involved in the QI program was performed across 20 public sector RACS in Victoria, Australia. Participants included senior clinical, executive and front-line staff at the RACS. The main outcome measures were perceived benefits and the enablers or barriers to the implementation of a QI program. Results Most senior clinical and executive staff respondents reported substantive benefits to using the QIs and the QI program. A limited number of staff believed that the QI program failed to improve the quality of care and that the resource requirements outweighed the benefits of the program, resulting in disaffected staff. Conclusions The QIs and QI program acted as a foundation for improving standards of care when used at the front line or point of care. Senior executive engagement in the QI program was vital to successful implementation. What is known about this topic? QIs measure the structures, processes or outcomes of care and identify issues that need further investigation or improvement. QIs are increasingly being adopted throughout the world. In Australia, the public sector RACS QIs project was implemented in 2006. It is yet to be formally evaluated. What does this paper add? Perceived benefits and limitations of the QI program were identified, together with barriers to successful implementation of the program and recommendations for future improvements. QI data were reported to improve quality culture and assist with identifying clinical areas for improvement. However, the QI program was associated with significantly increased workload and some stakeholders questioned its usefulness. The QI program studied could be improved through better access to education and training for those responsible for data collection and results dissemination to appropriate training and resources; and revision of the QI definitions and reporting methods. What are the implications for clinicians? QI data are useful for identifying opportunities for quality improvement. Despite data limitations, public sector RACS can use data for internal benchmarking, staff education and targeting of quality improvement interventions. At the policy level, revising the QI definitions and simplifying data collection and reporting would improve and strengthen the program. At the clinician and executive level, there is also a strong preference for QI data that allow comparison and benchmarking between facilities.
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Sluggett, Janet K., Samanta Lalic, Sarah M. Hosking, Brett Ritchie, Jennifer McLoughlin, Terry Shortt, Leonie Robson, et al. "Root Cause Analysis to Identify Medication and Non-Medication Strategies to Prevent Infection-Related Hospitalizations from Australian Residential Aged Care Services." International Journal of Environmental Research and Public Health 17, no. 9 (May 8, 2020): 3282. http://dx.doi.org/10.3390/ijerph17093282.
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Infections are leading causes of hospitalizations from residential aged care services (RACS), which provide supported accommodation for people with care needs that can no longer be met at home. Preventing infections and early and effective management are important to avoid unnecessary hospital transfers, particularly in the Australian setting where new quality standards require RACS to minimize infection-related risks. The objective of this study was to examine root causes of infection-related hospitalizations from RACS and identify strategies to limit infections and avoid unnecessary hospitalizations. An aggregate root cause analysis (RCA) was undertaken using a structured local framework. A clinical nurse auditor and clinical pharmacist undertook a comprehensive review of 49 consecutive infection-related hospitalizations from 6 RACS. Data were collected from nursing progress notes, medical records, medication charts, hospital summaries, and incident reports using a purpose-built collection tool. The research team then utilized a structured classification system to guide the identification of root causes of hospital transfers. A multidisciplinary clinical panel assessed the root causes and formulated strategies to limit infections and hospitalizations. Overall, 59.2% of hospitalizations were for respiratory, 28.6% for urinary, and 10.2% for skin infections. Potential root causes of infections included medications that may increase infection risk and resident vaccination status. Potential contributors to hospital transfers included possible suboptimal selection of empirical antimicrobial therapy, inability of RACS staff to establish on-site intravenous access for antimicrobial administration, and the need to access subsidized medical services not provided in the RACS (e.g., radiology and pathology). Strategies identified by the panel included medication review, targeted bundles of care, additional antimicrobial stewardship initiatives, earlier identification of infection, and models of care that facilitate timely access to medical services. The RCA and clinical panel findings provide a roadmap to assist targeting services to prevent infection and limit unnecessary hospital transfers from RACS.
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Shanmugakumar, Sharanyaa, Denese Playford, Tessa Burkitt, Marc Tennant, and Tom Bowles. "Is Western Australia’s rural surgical workforce going to sustain the future? A quantitative and qualitative analysis." Australian Health Review 41, no. 1 (2017): 75. http://dx.doi.org/10.1071/ah15084.
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Objective Despite public interest in the rural workforce, there are few published data on the geographical distribution of Australia’s rural surgeons, their practice skill set, career stage or work-life balance (on-call burden). Similarly, there has not been a peer-reviewed skills audit of rural training opportunities for surgical trainees. The present study undertook this baseline assessment for Western Australia (WA), which has some of the most remote practice areas in Australia. Methods Hospital staff from all WA Country Health Service hospitals with surgical service (20 of 89 rural health services) were contacted by telephone. A total of 18 of 20 provided complete data. The study questionnaire explored hospital and practice locations of practicing rural surgeons, on-call rosters, career stage, practice skill set and the availability of surgical training positions. Data were tabulated in excel and geographic information system geocoded. Descriptive statistics were calculated in Excel. Results Of the seven health regions for rural Western Australia, two (28.6%) were served by resident surgeons at a ratio consistent with Royal Australasian College of Surgeons (RACS) guidelines. General surgery was offered in 16 (89%) hospitals. In total, 16 (89%) hospitals were served by fly-in, fly-out (FIFO) surgical services. Two hospitals with resident surgeons did not use FIFO services, but all hospitals without resident surgeons were served by FIFO surgical specialists. The majority of resident surgeons (62.5%) and FIFO surgeons (43.2%) were perceived to be mid-career by hospital staff members. Three hospitals (16.7%) offered all eight of the identified surgical skill sets, but 16 (89%) offered general surgery. Conclusions Relatively few resident rural surgeons are servicing large areas of WA, assisted by the widespread provision of FIFO surgical services. The present audit demonstrates strength in general surgical skills throughout regional WA, and augers well for the training of general surgeons. What is known about the topic? A paper published in 1998 suggested that Australia’s rural surgeons were soon to reach retirement age. However, there have been no published peer-reviewed papers on Australia’s surgical workforce since then. More recent workforce statistics released from the RACS suggest that the rural workforce is in crisis. What does this paper add? This paper provides up-to-date whole-of-state information for WA, showing where surgical services are being provided and by whom, giving a precise geographical spread of the workforce. It shows the skill set and on-call rosters of these practitioners. What are the implications for practitioners? The present study provides geographical workforce data, which is important to health planners, the general public and surgeons considering where to practice. In particular, these data are relevant to trainees considering their rural training options.
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Goh, Anita M. Y., Samantha M. Loi, Alissa Westphal, and Nicola T. Lautenschlager. "Person-centered care and engagement via technology of residents with dementia in aged care facilities." International Psychogeriatrics 29, no. 12 (August 8, 2017): 2099–103. http://dx.doi.org/10.1017/s1041610217001375.
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ABSTRACTTouchscreen technology (TT) is a resource that can improve the quality of life of residents with dementia, and care staff, in residential aged care facilities (RACF) through a person-centered care approach. To enable the use of TTs to engage and benefit people with dementia in RACFs, education is needed to explore how these devices may be used, what facilitates use, and how to address barriers. We sought to provide education and explore RACF staff views and barriers on using TT to engage their residents with dementia. An educational session on using TT with residents with dementia was given to staff from three long-term RACFs in Melbourne, Australia. A cross-sectional convenience sample of 17 staff members (personal care attendants, registered nurses, enrolled nurses, allied health clinicians, and domestic staff) who attended were administered questionnaires pre- and post-sessions. As a result of the education seminar, they were significantly more confident in their ability to use TT devices with residents. TT, and education to staff about its use with residents with dementia, is a useful strategy to enhance RACF staff knowledge and confidence, thereby enhancing the use of technology in RACFs in order to improve care standards in people with dementia.
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Hearn, Lydia, and Linda Slack-Smith. "Engaging dental professionals in residential aged-care facilities: staff perspectives regarding access to oral care." Australian Journal of Primary Health 22, no. 5 (2016): 445. http://dx.doi.org/10.1071/py15028.
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The limited access to oral care for older people living in residential aged care facilities (RACFs) has been noted repeatedly in the literature. The aim of this study was to explore RACF staff perspectives on how to engage dental professionals in the provision of oral care for RACF residents. Semi-structured interviews were conducted with 30 staff from six purposively selected RACFs located in high socioeconomic areas to gain understanding of the multidimensional issues that influenced the engagement of dental professionals from a carer perspective. Analysis revealed that staff perceived tensions regarding affordability, availability, accessibility and flexibility of dental professionals as significant barriers to better oral care for their residents. Participants raised a series of options for how to better engage dental professionals and reduce these barriers. Their ideas included: the engagement of RACF staff in collaborative discussions with representatives of public and private dental services, dental associations, corporate partners and academics; the use of hygienists/oral health therapists to educate and motivate RACF staff; the promotion of oral health information for troubleshooting and advice on how to deal with residents’ dental pain while waiting for support; the encouragement of onsite training for dental professionals; and the importance of gerodontology (geriatric dentistry). Findings highlighted the need to explore alternative approaches to delivering oral care that transcend the model of private clinical practice to focus instead on the needs of RACFs and take into account quality of end-of-life oral care.
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Loi, Samantha M., and Nicola T. Lautenschlager. "Investigating the current methods of assessing behavioral and psychological symptoms in residential aged care facilities in a metropolitan city." International Psychogeriatrics 29, no. 5 (December 21, 2016): 855–58. http://dx.doi.org/10.1017/s104161021600226x.
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ABSTRACTUp to 90% of people with dementia living in residential aged care facilities (RACFs) display behavioral and psychological symptoms of dementia (BPSD), and these are associated with poorer quality of life and increased morbidity and mortality. In order to implement appropriate interventions, it is important to understand the symptoms in more detail. Despite the availability of BPSD assessment tools, it is unknown what the current practice of monitoring of BPSD in RACFs. We sought to investigate the current BPSD assessment tools being used in RACFs and explore different stakeholders’ views on current practices. A cross-sectional convenience sample of 21 clinicians were identified and administered a questionnaire.Old age psychiatrists, aged psychiatry clinicians, behavior management teams and RACF staff completed the questionnaires. Clinicians reported that objective consistent information about BPSD were important for recommending and implementing pharmacological and non-pharmacological strategies for BPSD; however, the use of validated BPSD assessments in RACFs was not a usual part of clinical practice. RACF staff stated the major barrier to assessment of BPSD was lack of time. Alternate methods of assessing BPSD which consider preferences from clinicians and RACF staff should be further investigated. Modern technology which can allow “real time” assessment may be a solution.
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Perry, S. Cole. "Race-Evasiveness among Camp Staff." Journal of Youth Development 13, no. 1-2 (April 20, 2018): 14–23. http://dx.doi.org/10.5195/jyd.2018.555.
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Camp staff have hope that summer camp plays a role in helping youth bridge differences. Educational research, though, raises concerns about preparing youth workers to combat racism (Jupp, Berry, & Lensmire, 2016). This study draws on prior school research and critical Whiteness studies to examine race-evasiveness among camp staff. Grounded theory analysis resulted in two major thematic categories of discursive strategies by which camp staff evaded critical engagement with antiracist discussion. First, camp staff upheld dominant racial understandings by invoking discourses of colorblindness and humanist caring. Second, they prioritized White comfort by neglecting youth of color and employing self-protective emotional tools of Whiteness (Picower, 2009). The research suggests areas of attention for scholars and camp staff trainers with regard to White staff’s race-evasiveness.
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Soares, Susana, A. Toubekis, L. M. Machado, J. P. Vilas-Boas, R. J. Fernandes, and J. A. Abraldes. "Using Wavelet Transform for Speed Fluctuation Analysis During Manikin Carry with Fins." Open Sports Sciences Journal 10, no. 1 (December 29, 2017): 272–78. http://dx.doi.org/10.2174/1875399x01710010272.
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Background Wavelet analysis has been used to locate speed variation changes in swimmers, but this elaborated technique was not so far tested in lifesavers carrying a manikin and using one upper limb and fins for propulsion. Objective: Our purpose was to examine the feasibility of using the wavelet analysis to locate time-points of speed variation changes in a manikin carry lifesaving race using stiff and fiber fins. Method: Fourteen male lifesavers with a mean age of 20.79±4.93 years performed two 25 m all-out manikin carry swimming races using one upper limb and stiff or fiber fins for propulsion. Speed was recorded with a speedometer and its variation was analysed using a wavelet transform analysis. Video recordings were used to measure stroke rate and stroke length within each race. Results: Wavelet analysis detected, for some lifesavers, one (stiff: 10.50±1.29 vs. fiber: 9.75±0.50 s; p>0.05) and, for other lifesavers, two time-points (stiff: 6.75±0.96 and 11.50±1.29; fiber: 7.00±1.41 and 12.00±1.83 s; p>0.05) of speed variation changes. Mean speed was no different with fin types (stiff: 1.38±0.06 vs. fiber: 1.42±0.09 m∙s-1; p>0.05), as well as average, maximum and minimum speed. Stroke rate, stroke length and stroke index did not change within each race. Conclusion: Wavelet analysis was effective in detecting one and two time-points of speed variation changes within a short duration manikin carry race independently of the type of fins used. Fiber and stiff fins showed similar biomechanical and speed variations within race changes.
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Perone, Angela. "Discrimination in Long-Term Care Facilities: Legal Consciousness and Problem-Solving Among Staff." Innovation in Aging 5, Supplement_1 (December 1, 2021): 500. http://dx.doi.org/10.1093/geroni/igab046.1932.
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Abstract Over half of direct care workers in long-term care facilities are women of color. Building on legal consciousness theory–which explains how individuals invoke legal principles to define everyday experiences–this study examines how staff understand and resolve discrimination between residents and staff and among staff. This study employs a multi-method qualitative extended comparative case approach. Data includes in-depth semi-structured interviews (n=80) and participant and non-participant observation (n=8 months) at two facilities that vary in staff racial composition. Findings reveal rampant unreported instances of race and sex discrimination toward Black staff by white staff and residents. Black staff at all levels did not invoke rights or discrimination rhetoric when they experienced overt race discrimination by residents but engaged in significant emotional labor to respond to race discrimination by residents. Black staff, however, perceived microaggressions and unequal treatment by white staff as discrimination. At both facilities, floor staff and management adopted diverse team approaches across race and staff hierarchy for responding to race discrimination by residents toward Black female staff. These findings suggest the need for new and targeted policy and practice approaches that recognize extensive emotional labor expended by staff of color when addressing discrimination by residents and challenges from white staff when addressing race discrimination by staff. These findings have theoretical implications by extending legal consciousness theory to multi-level staff understandings of discrimination. Findings also provide useful tools and case examples for policymakers and practitioners interested in racial justice, particularly given how COVID has exacerbated racial inequities in long-term care.
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Abusafia, Ali H., Zakira Mamat, Nur Syahmina Rasudin, Mujahid Bakar, and Rohani Ismail. "Spiritual Care Competence among Malaysian Staff Nurses." Nurse Media Journal of Nursing 11, no. 1 (February 22, 2021): 1–9. http://dx.doi.org/10.14710/nmjn.v11i1.34757.
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Background: Perceptions and levels of understanding of spiritual care vary among nurses, which may affect their competency to meet the patient’s spiritual needs. Therefore, determining nurses' perception of spiritual care is the first important step in addressing the spiritual needs of patients, and may also help nursing management in developing spiritual care education and training programs.Purpose: This study aimed to assess the competence of Malaysian nurses toward providing spiritual care and identify the relationship between nurses’ spiritual care competence and their sociodemographic factors. Methods: This study employed a cross-sectional design to assess nurses' competence in spiritual care by using a simple random sampling method which involved 271 staff nurses from a public hospital in Northeast of Peninsular Malaysia. Spiritual care competence scale in Bahasa Malaysia version was used for data collection. Data analysis was performed using descriptive (frequency, percent, mean, standard deviation) and inferential (Chi-square and Pearson’s correlation test) statistics.Results: This study showed that 69.7% of staff nurses had an average level of competence toward providing spiritual care for the patients (M=95.44, SD=4.34). The highest mean difference among the domains was personal support and patients counseling (MD=5.789), while the lowest mean difference was assessment and implementation of spiritual care (MD=1.258). Furthermore, there was no significant relationship between spiritual care competence and sociodemographic factors (gender, age, marital status, educational level, nurses' experience, race, religion, and previous participation in training spiritual care programs).Conclusion: The majority of nurses have an average level of competence toward providing spiritual care. There is no significant relationship between nurses’ spiritual care competence and sociodemographic factors.
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Yu, Heshuo, and J. Scott Brown. "Length of Stay in Hospice Care across Racial/Ethnic Minorities over 65 Years of Age: A Descriptive Analysis." Innovation in Aging 5, Supplement_1 (December 1, 2021): 772–73. http://dx.doi.org/10.1093/geroni/igab046.2859.
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Abstract Purpose: This study aims to explore the relationship between race/ethnicity and length of stay in hospice care among adults over 65 years of age in the United States. This topic is understudied within a population-representative sample, particularly among non-White decedents. Methods: Secondary analysis of data from the 2007 NHHCS (n=3,918). Race/ethnicity included Hispanics/Latinos, Non-Hispanic Whites, African Americans, and other races. Length of hospice stay was measured by the number of days that patients received hospice care from hospice agencies. Results: The study found that African Americans have a longer length of stay in hospice agencies than Whites, even after controlling for all other factors in the model. Female gender, older age, and several diseases are covariates that significantly impact length of hospice stay. Discussion: Compared to other races/ethnicities, the long length of stay in hospice among African Americans may negatively impact the quality of end-of-life care and quantity of skilled staff visits. Future research is recommended to further explore potential consequences of longer hospice stays, especially within African American communities. Studies with larger samples of minorities that integrate socioeconomic factors need to be done to better study the relationship between length of hospice stay and race/ethnicity.
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Rais, Aicha, Richard Burton, and Adeel Rauf. "A Survey Exploring Gendered Racism Experienced by Junior Doctors Working in Psychiatry." BJPsych Open 8, S1 (June 2022): S109. http://dx.doi.org/10.1192/bjo.2022.331.
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AimsTo measure rates of racism experienced and witnessed by Junior Doctors working at Derbyshire Healthcare NHS Foundation Trust.MethodsSurveys were sent out via e-mail and WhatsApp to all Junior Doctors from 22 November 2021 to 1 December 2021.Questions asked about personal experiences of racism, witnessing racism to/from patients and/or staff whilst working in Derbyshire, knowledge of how to report incidents and if routinely reported. Doctor race and gender recorded.Results88 Junior Doctors contacted. Response rate 55% (48 out of 88). 63% female, 35% male and 2% gender undisclosed. 37.5% White, 12.5% Black, 37.5% Asian, 6.3% Mixed-race, 4.2% Arab or other ethnic group and 2% Race undisclosed. 13% of doctors experienced racism from staff: 75% of the Black female population, 50% of the Black male population, 8% of the Asian female population and 17% of the Asian male population. 27% of doctors experienced racism from patients: 50% Black female population, 50% Black male population, 58% Asian female population, 16% Asian male population, 100% Mixed-race female population and 1 Race unspecified male. 13% of doctors witnessed racism from staff to other staff: 75% Black female population, 50% Black male population, 11% Asian female population and 16% Asian male population. 63% of doctors witnessed racism from patients towards staff: 75% Black female population, 50% Black male population, 67% Asian female population, 33% Asian male population, 100% of the Mixed-race population, 58% White female population, 83% of the White male population and by 1 male Race unspecified. Two reports of racism witnessed from staff towards patients. 50% of doctors do not know how to report racism. 54% of doctors would report racism if they knew how.ConclusionBlack, Asian, and Minority Ethnic (BAME) Junior Doctors are disproportionately affected by racism with female gender as an additional vulnerability. Mixed-race females, Asian females, and Black doctors gave highest reported experience of racism from patients. Black doctors gave a higher reported experience of racism from staff and reported witnessing the most racism from staff towards other staff. Mixed-race and White male doctors represent a high number of those that witness patients be racist towards staff. Additional support is required in encouraging allyship, confidence and ability to report racism.
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Amstutz, Donna D. "Staff development: Addressing issues of race and gender." New Directions for Adult and Continuing Education 1994, no. 61 (1994): 39–51. http://dx.doi.org/10.1002/ace.36719946106.
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Adebayo, Bola, Angela Durey, and Linda M. Slack-Smith. "Role of information and communication technology in promoting oral health at residential aged care facilities." Australian Journal of Primary Health 23, no. 3 (2017): 216. http://dx.doi.org/10.1071/py15168.
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Information and communication technology (ICT) can provide knowledge and clinical support to those working in residential aged care facilities (RACFs). This paper aims to: (1) review literature on ICT targeted at residents, staff and external providers in RACFs including general practitioners, dental and allied health professionals on improving residents’ oral health; (2) identify barriers and enablers to using ICT in promoting oral health at RACFs; and (3) investigate evidence of effectiveness of these approaches in promoting oral health. Findings from this narrative literature review indicate that ICT is not widely used in RACFs, with barriers to usage identified as limited training for staff, difficulties accessing the Internet, limited computer literacy particularly in older staff, cost and competing work demands. Residents also faced barriers including impaired cognitive and psychosocial functioning, limited computer literacy and Internet use. Findings suggest that more education and training in ICT to upskill staff and residents is needed to effectively promote oral health through this medium.
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McClure, Ben, and Keith Reid. "PERCEIVE – Patterning Employment, Race, and Clinical Experience In Violence against Employees." BJPsych Open 7, S1 (June 2021): S332—S333. http://dx.doi.org/10.1192/bjo.2021.873.
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AimsPERCEIVE is a service evaluation counting whether nurse demographics correlate with reported subjection to violence and verbal aggression. The setting was a large mental health, learning disability and neuropsychiatry NHS trust in England. This continues our work to understand correlations reported in the literature between temporary staff and violence.MethodWe consulted the Caldicott, legal, equality & diversity, teams and gained service evaluation permission SER-19-031 from CNTW R&D department. We briefly consulted with staff regarding themes relevant to temporary nurse workers. They expressed concern that staff perceived to be “other” would be at more risk.Employees’ age, ethnicity, employment status, nationality, length of service and seniority are routinely collected for the running of the trust. Therefore, these were anonymously collated then cross-referenced with violence and aggression incident reports (VA IR1s). Chi-squared was used to identify statistical significance. Ethno-national status was taken from self-report. We could not control for hours worked nor could we get agency staff demographic data.We compared “exposure to at least one violent incident” in June, July and August 2019 against the following demographic categories:Substantive vs bank staffBand 5 and above vs band 4 and belowStaff with < 1 year of service vs staff with ≥ 1 year of service“White British” staff vs Non-“White British” staff“British” staff on self-report vs “Non-British” staffAge ≤30 years vs ≥ 31yearsA minimum of 1682 nursing staff were analysed for each category in each month.ResultSubstantive staff, “White British”, “British”, younger, and staff of shorter employment length had greater frequencies of at least one VA IR1s compared to the complementary groups. Length of service was significant only in two months but judged significant overall. There was no statistically significant correlation with seniority. Substantive staff have three times the risk vs bank staff, perhaps mediated by hours worked. Other risk ratios were in the region x1.2 to x1.8.ConclusionBeing British, White British, younger, less experienced or substantive staff correlate with subjection to reported aggression. This did not fit with staff speculation during consultation. Survival effects may be relevant. We are working to get more detailed information. Induction may help reduce aggression against newer staff.
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Kalwij, Sebastian. "Workforce Race Equality Standard survey in general practice: Lewisham 2019." British Journal of General Practice 70, suppl 1 (June 2020): bjgp20X711125. http://dx.doi.org/10.3399/bjgp20x711125.
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BackgroundThe NHS Workforce Race Equality Standard (WRES) was introduced in 2015 and is mandatory for NHS trusts. Nine indicators have been created to evaluate the experiences of black and minority ethnic (BME) staff compared with the rest of the workforce. The trust data published showed a poor experience of BME staff compared with non BME staff.AimTo introduce the concept of WRES into general practice and create a baseline from which improvement can be made. A diverse workforce will better serve its population and this will improve health outcomes.MethodWe conducted a survey among all general practice staff members, clinicians, and non-clinicians and asked open-ended questions built around four WRES indicators most applicable to general practice, over a 6-week period in August and September 2019.ResultsWe collected 151 responses out of a total workforce of around 550. The response rate between clinicians and non-clinicians was equal 50.6% versus 49.4%. The distribution of non BME staff 51% versus BME staff 49% mirrors the diverse population of Lewisham. 54% of BME staff experienced bullying from patients, their relatives, and members of the public. 25% experienced bullying from a colleague or staff member in the workplace and 22% of BME staff changed jobs as a result of this.ConclusionBME staff in general practice report high levels of racism, especially from service users. In 22% this led to a career change. A zero-tolerance policy needs to be enforced and a multi-pronged approach is required to address this.
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White, C. "NHS staff told to maintain pressure towards race equality." BMJ 339, oct21 2 (October 21, 2009): b4333. http://dx.doi.org/10.1136/bmj.b4333.
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Daniel, Dominique. "Gender, Race, and Age of Librarians and Users Have an Impact on the Perceived Approachability of Librarians." Evidence Based Library and Information Practice 8, no. 3 (September 10, 2013): 73. http://dx.doi.org/10.18438/b8jp5h.
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Objective – To assess how the age, gender, and race characteristics of library users affect their perceptions of the approachability of reference librarians with similar or different demographic characteristics.
Design – Image rating survey.
Setting – Large, three-campus university system in the United States.
Subjects – There were 449 students, staff, and faculty of different ages, gender, and race.
Methods – In an online survey respondents were presented with images of hypothetical librarians and asked to evaluate their approachability, using a scale from 1 to 10. The images showed librarians with neutral emotional expressions against a standardized, neutral background. The librarians’ age, gender, and race were systematically varied. Only White, African American, and Asian American librarians were shown. Afterwards respondents were asked to identify their own age, gender, race, and status.
Main Results – Respondents perceived female librarians as more approachable than male librarians, maybe due to expectations caused by the female librarian stereotype. They found librarians of their own age group more approachable. African American respondents scored African American librarians as more approachable, whereas Whites expressed no significant variation when rating the approachability of librarians of different races. Thus, African Americans demonstrated strong in-group bias but Whites manifested colour blindness – possibly a strategy to avoid the appearance of racial bias. Asian Americans rated African American librarians lower than White librarians.
Conclusion – This study demonstrates that visible demographic characteristics matter in people’s first impressions of librarians. Findings confirm that diversity initiatives are needed in academic libraries to ensure that all users feel welcome and are encouraged to approach librarians. Regarding gender, programs that deflate the female librarian stereotype may help improve the approachability image of male librarians. Academic libraries should staff the reference desk with individuals covering a wide range of ages, including college-aged interns, whom traditional age students find most approachable. Libraries should also build a racially diverse staff to meet the needs of a racially diverse user population. Since first impressions have lasting effects on the development of social relationships, structural diversity should be a priority for libraries’ diversity programs.
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JURIK, NANCY C., and RUSSELL WINN. "Describing Correctional-Security Dropouts and Rejects." Criminal Justice and Behavior 14, no. 1 (March 1987): 5–25. http://dx.doi.org/10.1177/0093854887014001002.
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High turnover among correctional workers is a chronic problem in today's prisons. Despite the concern surrounding this issue, there is little empirical research that deals with the instability of prison staffs. This article attempts to identify the major predictors of correctional officer turnover in one minimum-medium security prison in the western United States. Multivariate discriminant analyses suggest that three factors are of primary importance in distinguishing continuing from terminating officers—race, opportunities to influence institutional policy decisions, and most important, satisfaction with perceived working conditions. The findings suggest that the development of individual personality profiles may lead correctional administrators to overlook the role of prison organizational environments in contributing to security staff turnover.
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Sluggett, Janet K., Georgina A. Hughes, Choon Ean Ooi, Esa Y. H. Chen, Megan Corlis, Michelle E. Hogan, Tessa Caporale, Jan Van Emden, and J. Simon Bell. "Process Evaluation of the SImplification of Medications Prescribed to Long-tErm Care Residents (SIMPLER) Cluster Randomized Controlled Trial: A Mixed Methods Study." International Journal of Environmental Research and Public Health 18, no. 11 (May 27, 2021): 5778. http://dx.doi.org/10.3390/ijerph18115778.
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Complex medication regimens are highly prevalent, burdensome for residents and staff, and associated with poor health outcomes in residential aged care facilities (RACFs). The SIMPLER study was a non-blinded, matched-pair, cluster randomized controlled trial in eight Australian RACFs that investigated the one-off application of a structured 5-step implicit process to simplify medication regimens. The aim of this study was to explore the processes underpinning study implementation and uptake of the medication simplification intervention. A mixed methods process evaluation with an explanatory design was undertaken in parallel with the main outcome evaluation of the SIMPLER study and was guided by an established 8-domain framework. The qualitative component included a document analysis and semi-structured interviews with 25 stakeholders (residents, family, research nurses, pharmacists, RACF staff, and a general medical practitioner). Interviews were transcribed verbatim and reflexively thematically content analyzed. Descriptive statistics were used to summarize quantitative data extracted from key research documents. The SIMPLER recruitment rates at the eight RACFs ranged from 18.9% to 48.6% of eligible residents (38.4% overall). Participation decisions were influenced by altruism, opinions of trusted persons, willingness to change a medication regimen, and third-party hesitation regarding potential resident distress. Intervention delivery was generally consistent with the study protocol. Stakeholders perceived regimen simplification was beneficial and low risk if the simplification recommendations were individualized. Implementation of the simplification recommendations varied between the four intervention RACFs, with simplification implemented at 4-month follow-up for between 25% and 86% of residents for whom simplification was possible. Good working relationships between stakeholders and new remunerated models of medication management were perceived facilitators to wider implementation. In conclusion, the one-off implicit medication simplification intervention was feasible and generally delivered according to the protocol to a representative sample of residents. Despite variable implementation, recommendations to simplify complex regimens were valued by stakeholders, who also supported wider implementation of medication simplification in RACFs.
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Wade-Olson, Jeremiah. "Race, Staff, and Punishment: Representative Bureaucracy in American State Prisons." Administration & Society 51, no. 9 (October 10, 2016): 1397–424. http://dx.doi.org/10.1177/0095399716667156.
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A total of 1.5 million people are incarcerated in the United States’ prisons. Tens of thousands are placed in restrictive, solitary confinement units. Building on theories of representative bureaucracy, this article considers both the race of the inmates and the race of correctional staff. The article has three main findings: that minority prison staff have higher preferences for rehabilitation and lower preferences for punishment, that prisons with a high percentage of Black inmates utilize punishment at higher rates, and that representation, in the form of Black staff, helps ameliorate the high level of punishment associated with a high percentage of Black inmates.
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Altink, Henrice. "The black scourge? Race and the Rockefeller Foundation’s tuberculosis commission in interwar Jamaica." História, Ciências, Saúde-Manguinhos 24, no. 4 (October 2017): 1071–87. http://dx.doi.org/10.1590/s0104-59702017000500012.
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From 1927 to 1942, the Rockefeller Foundation ran a tuberculosis commission in Jamaica that researched the epidemiology of the disease, examined the efficacy of a vaccine with heat-killed tubercle bacilli, and offered basic treatment to tuberculosis sufferers. Drawing upon diaries and scientific writings by the staff employed by the commission, among other sources, this article explores the role that race played in the tuberculosis commission. It assesses how race shaped the research conducted by the commission, how it informed staff interactions and staff/patient relations, and the clash and/or confluence of “imported” and local racial ideas in the commission’s work.
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Bruno, Paul. "OPEB Accounting and Teacher Diversity." Journal of Education Human Resources 39, no. 2 (April 2021): 214–38. http://dx.doi.org/10.3138/jehr-2020-0020.
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Despite extensive literatures documenting the importance of teacher diversity and teacher compensation, few studies explore relationships between the two. Fewer still examine effects of governmental accounting standards, even though these standards evolve regularly and could have substantial implications for how school districts allocate resources. I use staff- and district-level data from California to explore the effects on the teaching force of a change in accounting standards that required districts to recognize the costs of retiree health benefits (and other postemployment benefits, or OPEBs) as employees earned them. By making the true costs of this deferred compensation more apparent, this reform may have changed teachers’ incentives or encouraged districts offering such benefits to shift expenditures toward other aspects of compensation or working conditions more highly valued by relatively novice teachers (e.g., higher salaries). I illustrate how such reforms could impact the diversity of the teaching force by showing how teachers of different races and genders were likely to be differentially affected by deferred compensation policies due to differences in previous experience (and thus proximity to retirement). However, comparative interrupted time series analyses do not show that districts affected by the change in accounting standards saw their teaching staffs diversify at different rates than other districts. Thus, while the costs of deferred compensation are likely an important—and underdiscussed—factor in determining the diversity of the teaching force, accounting reforms alone are unlikely to moderate their impacts on the race and gender composition of teachers, at least in the medium term.
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Loi, Samantha M., Alissa Westphal, and Nicola T. Lautenschlager. "An investigation of residential facility staff usage of touchscreen technology." International Psychogeriatrics 29, no. 12 (April 24, 2017): 2095–98. http://dx.doi.org/10.1017/s1041610217000515.
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ABSTRACTOlder adults may become more familiar and interested in using touchscreen technology (TT). TT can be used to engage older adults living in residential aged care facilities (RACFs) and staff there can play an important role in supporting residents to use TT. However, before these are introduced, it is crucial to investigate their opinions in using TT with residents. A questionnaire based on the Technology Acceptance Model was administered to assess staff usage and confidence in using TT, their perceptions in TT ease-of-use and usefulness in helping them care for their residents. Perhaps unsurprisingly, results found that respondents were familiar using TT. More importantly, staff reported that they were interested in engaging residents with TT and nominated different training methods to support them such as group in-services. This project provides information about staff experience and acceptance of the use of TT for residents in RACFs.
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Joslin, J., JB Lloyd, T. Kotlyar, and SM Wojcik. "NSAID and other analgesic use by endurance runners during training, competition and recovery." South African Journal of Sports Medicine 25, no. 4 (December 10, 2013): 101. http://dx.doi.org/10.17159/2413-3108/2013/v25i4a340.
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Background. An increasing popularity of ultra-endurance events coupled with excessive or inappropriate non-steroidal anti-inflammatory drug (NSAID) use during such events could pose considerable potential risks to runners’ health.Objective. To evaluate the incidence of NSAID and other analgesic use in distance runners during training, competition and recovery.Methods. We performed an observational cross-sectional study at the Desert Race Across the Sand race (Colorado to Utah, USA) in June 2011 and the Empire State Marathon half-marathon, and relay races in Syracuse, NY, October 2011. A total of 27 ultramarathon runners and 46 marathon, half-marathon and marathon relay runners participated in the study. Surveys were distributed to runners during race registration. Self-reported use of common analgesic medications during training, racing and recovery was assessed.Results. Among all runners at all stages, NSAIDs were the most commonly used analgesic medication. NSAID use by ultramarathon runners compared with all other runners was similar during training (59% and 63%, respectively; χ2=0.008; p=0.93) and recovery (59% and 61%, respectively; χ2=0.007; p=0.93). However, ultramarathon runners were more likely than all other runners to use NSAIDs during the race (70% and 26%, respectively; χ2=11.76; p=0.0006).Conclusion. Despite undesirable side-effects associated with the use of NSAIDs, there was a high prevalence of use in all runners, particularly during training and recovery. NSAID use during the race was significantly greater in ultramarathon runners. Medical staff at endurance events need to be aware of, and prepared for potential complications related to the high use of NSAIDs in runners. Future efforts should focus on teaching runners about the undesirable effects of medication and emphasising alternatives to pain medication.
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Joslin, J., JB Lloyd, T. Kotlyar, and SM Wojcik. "NSAID and other analgesic use by endurance runners during training, competition and recovery." South African Journal of Sports Medicine 25, no. 4 (December 10, 2013): 101. http://dx.doi.org/10.17159/2078-516x/2013/v25i4a340.
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Background. An increasing popularity of ultra-endurance events coupled with excessive or inappropriate non-steroidal anti-inflammatory drug (NSAID) use during such events could pose considerable potential risks to runners’ health.Objective. To evaluate the incidence of NSAID and other analgesic use in distance runners during training, competition and recovery.Methods. We performed an observational cross-sectional study at the Desert Race Across the Sand race (Colorado to Utah, USA) in June 2011 and the Empire State Marathon half-marathon, and relay races in Syracuse, NY, October 2011. A total of 27 ultramarathon runners and 46 marathon, half-marathon and marathon relay runners participated in the study. Surveys were distributed to runners during race registration. Self-reported use of common analgesic medications during training, racing and recovery was assessed.Results. Among all runners at all stages, NSAIDs were the most commonly used analgesic medication. NSAID use by ultramarathon runners compared with all other runners was similar during training (59% and 63%, respectively; χ2=0.008; p=0.93) and recovery (59% and 61%, respectively; χ2=0.007; p=0.93). However, ultramarathon runners were more likely than all other runners to use NSAIDs during the race (70% and 26%, respectively; χ2=11.76; p=0.0006).Conclusion. Despite undesirable side-effects associated with the use of NSAIDs, there was a high prevalence of use in all runners, particularly during training and recovery. NSAID use during the race was significantly greater in ultramarathon runners. Medical staff at endurance events need to be aware of, and prepared for potential complications related to the high use of NSAIDs in runners. Future efforts should focus on teaching runners about the undesirable effects of medication and emphasising alternatives to pain medication.
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Joseph, K. P., R. Franco, K. Fei, and N. Bickell. "Breast cancer patients' quality of care: Does racial concordance matter or is it just a matter of trust?" Journal of Clinical Oncology 27, no. 15_suppl (May 20, 2009): 6537. http://dx.doi.org/10.1200/jco.2009.27.15_suppl.6537.
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6537 Background: As insurers consider paying for performance and quality measures grow in importance, factors that affect patients' perceived quality of cancer care matter. Concordance by race in physician-patient relationships has been associated with patient satisfaction and use of health care, however how that is mediated is unclear. Methods: 210 of 300 eligible women stage I or II breast cancer at 1 of 8 participating NYC hospitals responded to our survey (70% response rate): 20% were African-American (AA), 40% were white, and 30% were Hispanic and 9% were other races. Trust is based on a validated scale and calibrated to a 100 point scale (Cronbach α = 0.76). Bivariate analyses and logistic models were used to identify factors associated with patient ratings of quality of care. Results: Only 55% of women rated the quality of their cancer care as excellent. AA women breast cancer patients were less likely to rate their care as excellent (p=0.004). Compared to women who didn't rate their care as excellent, those who rated it excellent had greater trust in their physician (p < 0.0001) and indicated that were treated well by their physicians' office staff (p = 0.01). Of note, AA patients had lower levels of trust (p = 0.004). Women who were of the same race as their physician did not perceive better quality of care as compared to those who were not racially concordant (p = 0.18); nor did they have higher trust in their physician (p = 0.59). Multivariate models evaluating the role of patient race, education, income, knowing which physician to talk to, how well the staff treated the patient, and racial concordance with physician, found that trust in physician was significantly associated with patient perception of excellent quality care (aRR = 1.38; 95%CI: 1.03–1.65) and being AA was associated with worse perceived quality (aRR = 0.47; 95%CI: 0.21–0.88) (model c = 0.79; p < 0.0001). Conclusions: Racial concordance between physicians and patients does not directly affect patients' perceived quality of care. However, women's trust in their physician and their perceived treatment by office staff are associated with excellent cancer care quality ratings. Efforts should be made to increase effective intercultural communication particularly among AA women in order to improve ratings of cancer care quality. No significant financial relationships to disclose.
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Romaratezabala, Estibaliz, Daniel Castillo, Javier Raya-González, Josune Rodríguez-Negro, Irati Aritzeta, and Javier Yanci. "Health and Wellness Status Perception of Half-Marathon Runners: Influence of Age, Sex, Injury, and Training with Qualified Staff." International Journal of Environmental Research and Public Health 17, no. 16 (August 5, 2020): 5649. http://dx.doi.org/10.3390/ijerph17165649.
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The aim of this study was to analyze the health and wellness status perception in amateur half-marathon runners according to sex, age, being injured or not during the two months prior to the race, and having the support or not of qualified staff for race preparation. Six hundred and twenty-four amateur level half-marathon athletes (515 men and 107 women; 41.5 ± 10.1 years) participated in the study. One week before competing in a half-marathon, participants answered the Hooper Index and the SF-36 questionnaire. Women stated higher stress before competing in the race (p < 0.01) compared to men and the group of runners of <40 years stated greater fatigue (p < 0.05) compared to the group of >40 years. Women showed a better quality of life in physical and emotional role dimensions (p < 0.05), and the group of >40 years showed a better quality of life in the emotional role dimension (p < 0.05). The group that had suffered an injury (InjuryYes) declared greater muscle soreness (MusclSore; p < 0.01), and the group that had qualified staff (QualifStaffYes) declared a higher level of stress (p < 0.05) and fatigue (p < 0.01). The Injury No (InjuryNo) group showed a better quality of life in the physical function dimension (p < 0.01). The group that did not have qualified staff (QualifStaffNo) showed a better quality of life in the dimensions of body pain, general health, vitality, social function (p < 0.05), and mental health (p < 0.01), while the QualifStaffYes group showed better results in the dimensions of physical function and emotional role (p < 0.05). Sex, age, being injured or not during the two months prior to the race, and having the support or not of qualified staff for the race preparation can influence the health and wellness status perception.
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Duerme, Ryan, Alan Dorsinville, Natasha McIntosh-Beckles, and Stacey Wright-Woolcock. "Rationale for the Design and Implementation of Interventions Addressing Institutional Racism at a Local Public Health Department." Ethnicity & Disease 31, Suppl (May 20, 2021): 365–74. http://dx.doi.org/10.18865/ed.31.s1.365.
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Purpose: The Bureau of Communicable Disease (BCD) at the New York City Department of Health and Mental Hygiene developed and implemented a multi-level intervention to: 1) establish bureau-wide race consciousness; 2) provide opportunities to examine the contemporary manifestations of racism impacting institutions and communities; 3) develop praxis applying a racial equity and social justice lens to communicable disease surveillance; and 4) center the experiences of Black, Indigenous, People of Color (BIPOC) staff.Methods: A staff committee designed and implemented a multipronged initiative grounded in Public Health Critical Race (PHCR) praxis. The findings from a qualitative report focused on the experiences of POC staff formed the basis of the initiative.Results: Three major themes were identified in the report (Microaggressions Report) as factors that resulted in institutional inequities within the workplace: race-based biases in promotion of staff; lack of opportunity sharing for professional growth; and dominant power relations silencing the voices of POC staff. Based on findings from the Microaggressions Report, BCD designed and implemented seven interventions including: 1) Racial Identity Caucusing; 2) Multimedia Learning; 3) All-staff Workshops; 4) Social Breakout Committee; 5) Surveillance and Data Equity; 6) Core Values Development; and 7) Committee for Hiring, Retention and Promotion.Conclusion: We describe the rationale, design, and implementation of a multipronged intervention at a local health department as a strategy to address institutional racism. The creation of a Microaggressions Report and the PHCR methodology framed our ongoing effort to improve workplace culture and promote equitable opportunities for POC staff.Ethn Dis. 2021;31(Suppl 1):365-374; doi:10.18865/ed.31.S1.365
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Joseph, Andrea. "Navigating neoliberal school spaces: Parent and school staff perspectives on racially disproportional school exclusions in England." International Social Work 63, no. 4 (November 14, 2018): 445–58. http://dx.doi.org/10.1177/0020872818808557.
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This article uses phenomenology and critical race theory to explore educators’, parents’, and education social workers’ experiences with policies and discipline practices in English schools. Critical race theory was used to center the significance of race and neoliberal school reforms on disparities, while phenomenological principles were applied to understand participant lived experiences in these settings. Participant perspectives were captured using semi-structured interviews and focus groups. Findings indicate that pressurized school environments and racial bias fostered racialized neoliberalism and hindered how education social workers and pastoral carer workers advocated for students at risk of school exclusion.
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Sen, Piyal, and Dave Ramaswamy. "A balanced approach to race in the treatment of personality disorder." Advances in Psychiatric Treatment 17, no. 2 (March 2011): 139–41. http://dx.doi.org/10.1192/apt.bp.108.006502.
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SummaryThis case illustrates a clinical management problem in which a terminally ill psychiatric patient racially abuses the Black staff caring for him. The clinical team has to tread a fine line between supporting staff victimised by the patient and ensuring his quality of life and care. It is important that patients' (and staff's) sensitivities relating to race and ethnicity are openly discussed at an early stage, so that appropriate clinical management can be negotiated.
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Gutiérrez, Vanessa, Reed W. Larson, Marcela Raffaelli, Mariela Fernandez, and Sandy Guzman. "How Staff of Youth Programs Respond to Culture-Related Incidents." Journal of Adolescent Research 32, no. 1 (December 27, 2016): 64–93. http://dx.doi.org/10.1177/0743558416664028.
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Incidents in which program leaders confront issues of culture and race occur regularly in many youth programs. These incidents are important because they reflect powerful dimensions of youth’s lived experience and bring issues of injustice and program inclusiveness to the fore. This study examined these culture-related incidents and how leaders responded to them. Interviews were conducted with 50 leaders from 27 programs serving primarily Latino, African American, and European youth. Half the programs served middle school–aged teens and half high school–aged teens. Qualitative analyses identified four categories of incidents, each presenting distinct considerations for leaders. Two ( offensive remarks and discrimination) involved inappropriate speech and unjust actions. Two ( discomfort with intercultural contact and cultural identification and identity) involved youth’s expression of negative attitudes toward others’ or own group. Leaders differed in their responses to incidents. A universalist, race-blind group asserted that culture did not matter in their program and reported virtually no incidents. A second group reported culture-related incidents but described limited responses because they lacked confidence or skills. A third group appeared to represent best practices: These leaders engaged directly with the incidents and facilitated reflective dialogue in which youth drew on experiences, analyzed situations, and learned through collective discussion. Implications for practice are drawn.
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Golomski, Casey. "Greying mutuality: race and joking relations in a South African nursing home." Africa 90, no. 2 (February 2020): 273–92. http://dx.doi.org/10.1017/s0001972019001049.
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AbstractThis article describes how residents and staff of an eldercare and Alzheimer's home in a small South African town joke with each other. Residents are mostly white and staff mostly black, but there are exceptions, and both groups are multilingual. Jokes between the two groups in the home are racialized, if not sometimes racist, in light of historical and contemporary post-apartheid socio-political and economic circumstances. Yet the relations between these two groups are forged mostly in joking about residents’ diminished cognitive and bodily abilities, staff work, multilingualism and interpersonal ties. In describing joking encounters in three ethnographic scenes, the article traces the ways in which age and race combine in institutionalized relationships of dependency to innovate social theory about human mutuality from the vantage point of multiracial, multicultural, postcolonial Africa.
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McLennan-Dillabough, Sarah. "Mediating Access: The Utilization of Status Evaluation Processes in the Work of Bouncing." Arbutus Review 4, no. 1 (November 1, 2013): 45–62. http://dx.doi.org/10.18357/tar41201312682.
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Evaluative processes play a central role in our social world. These processes are especially salient in the work of bouncing, the work carried out by security staff at establishments licensed to serve alcohol. Bouncers have the power to admit or deny patrons who seek admittance to bars and nightclubs. Although the continual evaluation of patrons’ statuses (including their social status, race, and age) is common in this line of work, little sociological research has focused on these processes. Using interviews and participant observations, this article provides a grounded theory study that aims to expand the sociological knowledge about evaluative processes in the work of bouncing. This article argues that bouncers rely on socially constructed stereotypes in their evaluations of patron attitude and dress, associating certain attitudes and dress with violent behaviour. Bouncers’ reliance on status characteristic stereotypes systematically excludes classes and races of patrons who are perceived to have characteristics associated with violence.
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Akosionu, Odichinma, Janette Dill, Manka Nkimbeng, Tricia Skarphol, and Tetyana Shippee. "Race, Class, and the Nursing Home Workforce: Experiences of Staff of Color in High-Minority-Proportion Nursing Homes." Innovation in Aging 4, Supplement_1 (December 1, 2020): 689. http://dx.doi.org/10.1093/geroni/igaa057.2409.
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Abstract The long-term services and supports workforce is an important part of delivering quality care for nursing home (NH) residents – and increasingly includes staff who are from diverse communities. Our study captured staff (n=61) perspectives on resident quality of care and quality of life through semi-structured interviews, using thematic analysis in six Minnesota high proportion minority NHs. Findings show that although staff of color are valued for the diversity they contribute to the workforce, and the culturally sensitive care they provide, they are also exposed to discriminatory events. In addition, tensions exist between U.S. and non-U.S. born staff of color in NHs. Overall, staff of color who are lower ranked may feel less empowered. Research is needed to explore the impact of negative and discriminatory exposures on staff wellbeing and related outcomes in addition to the direct and indirect impact on the quality of care delivered to NH residents.
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Coghill, Yvonne. "Voices - New standard demands race equality for NHS staff, says Yvonne Coghill." Nursing Standard 29, no. 27 (March 4, 2015): 26. http://dx.doi.org/10.7748/ns.29.27.26.s24.
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Hemmens, Craig, and James W. Marquart. "Friend or foe? Race, age, and inmate perceptions of inmate-staff relations." Journal of Criminal Justice 28, no. 4 (July 2000): 297–312. http://dx.doi.org/10.1016/s0047-2352(00)00044-1.
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Kailin, Julie. "Anti-racist staff development for teachers: Considerations of race, class, and gender." Teaching and Teacher Education 10, no. 2 (March 1994): 169–84. http://dx.doi.org/10.1016/0742-051x(94)90011-6.
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McPherson, Rachel, Barbara Resnick, and Elizabeth Galik. "The Influence of Race and Gender on Staff-Resident Interactions in Nursing Homes." Innovation in Aging 4, Supplement_1 (December 1, 2020): 185. http://dx.doi.org/10.1093/geroni/igaa057.599.
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Abstract Communication and interactions are an integral part of care in long-term care settings. Resident variables, such as race and gender, shape communication and interaction between staff and residents. The Quality of Interactions Schedule (QuIS) was developed to measure the quality of verbal and nonverbal interactions among nursing staff and older adults initially for those in acute care and later used as well in a variety of long term care settings. A quantified measurement of the quality of interactions between residents and staff was created to quantify the QuIS. The purpose of this study was to describe the gender and racial differences in scored quality of interactions. Data for the present study was based on baseline data from the Evidence Integration Triangle for Behavioral and Psychological Symptoms of Dementia (EIT-4-BPSD) implementation study. A total of 535 residents from 55 settings were included in the analyses. An analysis of covariance was conducted to determine a difference in QuIS scores between males and females while controlling for age. The second model tested for differences in QuIS scores between blacks and whites while controlling for age and gender. There was not a statistically significant difference in QuIS scores between male and female residents. There was a significant difference in QuIS scores between those who were black versus white, such that those who were black received more positive interactions from staff than those who were white. Future work should focus on a deeper examination of resident factors and staff factors that may influence these interactions.
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Figueroa, Obed. "The Influences Impacting Staff Turnover in Higher Education." Journal of Management and Sustainability 5, no. 4 (December 1, 2015): 86. http://dx.doi.org/10.5539/jms.v5n4p86.
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<p>So what is happening within Higher Education where the turnover impacts have contributed to workplace costs in 2008 of 68 million dollars? This review will focus on the multiple influences of staff turnover within Higher Education Institutions and those that are affected. The research findings provide evidence of multiple impacts associated with administrative turnover. This phenomenon crosses all institution types, disciplines, genders, races and ethnicities. Some of the hidden influences can be found among the existing employees that stay behind. As a result these employees experienced the sense of a shared loss and a decrease in their work productivity.</p>This review hopes to provide clarity on the issues which are impacting organizational structures within Higher Education Institutions resulting in low administrative and faculty retention. The implications for practice are significant and the solutions offered will strengthen the internal operations for Higher Education institutions.
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Soofi, Hojjat. "Using Antipsychotics for Self-Defense Purposes by Care Staff in Residential Aged Care Facilities: An Ethical Analysis." Cambridge Quarterly of Healthcare Ethics 31, no. 4 (October 2022): 487–95. http://dx.doi.org/10.1017/s0963180122000391.
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AbstractPeople with dementia at times exhibit threatening and physically aggressive behavior toward care staff in residential aged care facilities (RACFs). Current clinical guidelines recommend judicious use of antipsychotic (AP) medications when there is an immediate risk of harm to care staff in RACFs and non-pharmacological interventions have failed to avert the threats. This article examines an account of how this recommendation can be ethically defensible: caregivers in RACFs may have a prima facie ethical justification, in certain cases, to use APs as an act of self-defense. The author examines whether such uses of APs meet the three commonly invoked conditions of ethically permissible acts of self-defense—namely, the conditions of liability, proportionality, and necessity—and argues that such conditions obtain only in a restricted range of cases. The liability constraint can be satisfied if residents are the only ones who are causally responsible for the threats they pose. Further, the condition of proportionality obtains if there is sufficient objective ground to demonstrate that the harm of using the medications does not outweigh the good to be secured. Lastly, the necessity condition obtains when the medications are used at their lowest effective dosage and caregivers in RACFs can reasonably assume that, for the purpose of averting threats posed by residents, the use of APs is the only available course of action. Not meeting any of these fairly stringent conditions renders uses of APs as acts of self-defense in RACFs morally impermissible actions.
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BENNETT, MICHELLE K., ELIZABETH C. WARD, NERINA A. SCARINCI, and MONIQUE C. WAITE. "Service providers' perceptions of working in residential aged care: a qualitative cross-sectional analysis." Ageing and Society 35, no. 9 (August 1, 2014): 1989–2010. http://dx.doi.org/10.1017/s0144686x14000853.
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ABSTRACTA number of professional disciplines employed internally and externally provide services in Residential Aged Care Facilities (RACFs). Literature has long highlighted numerous workplace issues in RACFs, yet little progress has been made in addressing these. As such there has been a call for greater understanding of shared issues among service providers. The aim of the current study is to explore and compare the perceptions of a cross-section of service providers regarding the challenges and motivators to working in RACFs. In-depth semi-structured interviews were conducted with 61 participants including: care managers, nurses, assistants in nursing, care, domestic and support staff, and speech pathologists. Analysis revealed few issues unique to any one service discipline, with four key themes identified: (a) working in RACFs is both personally rewarding and personally challenging; (b) relationships and philosophies of care directly impact service provision, staff morale and resident quality of life; (c) a perceived lack of service-specific education and professional support impacts service provision; and (d) service provision in RACFs should be seen as a specialist area. These data confirm there are key personal and professional issues common across providers. Providers must work collaboratively to address these issues and advocate for greater recognition of RACFs as a specialist service area. Acknowledging, accepting and communicating shared perceptions will reduce ongoing issues and enhance multi-disciplinary care.
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Reymond, Liz, Fiona J. Israel, and Margaret A. Charles. "A residential aged care end-of-life care pathway (RAC EoLCP) for Australian aged care facilities." Australian Health Review 35, no. 3 (2011): 350. http://dx.doi.org/10.1071/ah10899.
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The objective of this study was to develop, implement and evaluate an end-of-life (terminal) care pathway and associated infrastructure suitable for Australian residential aged care facilities that improves resident and health system outcomes. The residential aged care end-of-life care pathway was developed by a multidisciplinary collaboration of government and non-government professionals and incorporated best clinical management for dying residents to guide care and increase palliative care capacity of generalist staff. Implementation included identifying and up-skilling Link Nurses to champion the pathway, networking facilities with specialist palliative care services, delivering education to generalists and commencing a Palliative Care Medication Imprest System in each facility. The primary outcome measure for evaluation was transfer to hospital; secondary measures included staff perceived changes in quality of palliative care provided and family satisfaction with care. Results indicated that the pathway, delivered within a care framework that guides provision of palliative care, resulted in improved resident outcomes and decreased inappropriate transfers to acute care settings. What is known about the topic? Residential aged care facilities (RACFs) are the hospices of today. Many RACF staff are not confident in the delivery of high quality palliative care, resulting in inappropriate transfers of dying residents to acute care facilities. Needs-based palliative care pathways are being used increasingly to direct care in a variety of healthcare environments. What does this paper add? Provides the first evidence in Australia that a residential aged care end-of-life care pathway (RAC EoLCP) improves outcomes of care for dying residents and results in fewer residents being inappropriately transferred to acute care facilities. What are the implications for practitioners? Use of the RAC EoLCP will improve resident and health system outcomes by guiding the delivery of high quality palliative care and improving the palliative care capacity of generalist health providers.
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Crilly, Jess, Lucy Panesar, and Zey Suka-Bill. "Co-constructing a Liberated / Decolonised Arts Curriculum." Journal of University Teaching and Learning Practice 17, no. 2 (April 1, 2020): 120–35. http://dx.doi.org/10.53761/1.17.2.9.
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This article presents a case study of liberating reading lists through a staff-student collaboration in a UK arts university. It characterizes reading lists as a familiar but under researched feature of academic life and discusses their practical and symbolic role in maintaining Western / Eurocentric / White disciplinary canons, and how they inform what it means to be ‘well read’ in a discipline. The collaborative project, which was initiated as Liberate the Curriculum work, brought together students, academic staff and librarians to audit and review reading lists, and reimagine them to represent multiple narratives, reflecting the diverse and international student population of the university. The article explores the challenges of auditing reading lists and identifying more diverse resources, and the complex relationships between identity and knowledge production. The authors use Critical Race Theory to comment on the relationship between race, colonialism and the arts, and how racism is reproduced within the academic environment. The project methodology is described, with an evaluation of the project as a student staff collaboration, and the learning and impact within the institution.
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V. Tejada-Simón, Maria. "Changing Minds and Behaviors on Race in a College of Pharmacy: A History Walk." Psychology and Mental Health Care 6, no. 2 (January 22, 2022): 01–10. http://dx.doi.org/10.31579/2637-8892/150.
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In the wake of the racial injustice events and protests during summer 2020, the faculty and staff at the University of Houston-College of Pharmacy (UH-COP) felt a sense of helplessness and alarm. UH is generally proactive circulating and creating statements to show support for anti-racist education, changes in social justice, diversity, equity and inclusion. However, this time it was not enough. We wanted to have the courage to take a collective stand against racial prejudice, have the bravery not to remain silent. Confronted with the question on why we have not solved this long history of racial tear in our country, we recognized we do not understand how we got to this situation in the first place. Our country’s present situation suffers from a lack of attention to the root causes. Thus, a better understanding of those root causes would help us discover how to move past where we are right now, provide us with the tools to advance and to have open conversations about race and social injustices. With that effort in mind, the Office for Faculty Development at UH-COP designed and implemented a challenging program for faculty and staff over a 9-week period during the summer of 2020. The program combined open free sources as well as loaned films, together with facilitated sessions by Pharmacy experts. Because it was important to participate in this significant moment, the program started less than three weeks after the death of George Floyd, while the protests and civil unrest, as well as the pandemic, were still present in the USA and around the world. Herein, we outline the approach taken to changing minds and behaviors in our academic unit, building understanding to racial disparities, diversity, equity and inclusion. As part of the program, we facilitated particularly emotional exchanges among faculty and staff, collecting both personal and professional experiences that shaped us around biases and racism. Additionally, feedback from participants regarding the effectiveness of the program was gathered. After this educational experience, it is our commitment to continue bringing awareness to this topic through inclusion of additional relevant topics and work with our students as elements of change.
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Swanson, Jason, and Anjalé Welton. "When Good Intentions Only Go So Far: White Principals Leading Discussions About Race." Urban Education 54, no. 5 (July 2, 2018): 732–59. http://dx.doi.org/10.1177/0042085918783825.
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This cross-case case study explores how two White principals took the first steps to engage in racial conversations. Using the constructs of race consciousness and antiracism, race neutrality, and resistance to racial dialogue to frame our findings, we illustrate how both principals broached the topic of race with staff members. We demonstrate how the structures of whiteness hindered the principals’ progress toward addressing systemic racial inequities within their respective schools. Our article concludes with recommendations and strategies for principal preparation programs and practicing school leaders.
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LEHMAN, Clayton. "Race and Ethnicity: A Comparison of Hiring Practices in For-profit and Non-profit International Schools in China." Universal Academic Research Journal 5, no. 2 (July 1, 2023): 65–73. http://dx.doi.org/10.55236/tuara.1112406.
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Over the years, there have been accusations of widespread discrimination in the hiring practices of various educational establishments in China, and it seems that these accusations are continuing to intensify. This research study aimed to explore race and ethnicity in the hiring process in K-12 international schools in China and provide data that can be used to discuss and further study race and ethnicity in international schools. Using the context of for-profit and non-profit international schools, the researcher used an observational quantitative research design to explore international school staff perceptions of racial demographics, hiring practices, and the projection of equal opportunity in the hiring process of foreign staff in China. This study revealed few statistically significant differences between for-profit and non-profit international schools in China in the areas mentioned above. Additionally, the data revealed similar percentages of blacks and whites between the survey participants and the demographic data for those groups in the United States. Further, the data showed that foreign administrators are the primary decision-making agents in the hiring process at most international schools. Furthermore, only one-fourth of the participants were aware that their school maintained an equal opportunity clause in the hiring document or on the school's website. The findings from this study may be used to counter accusations of widespread discrimination in the hiring practices of international schools in China and elsewhere. Further, findings from this study should motivate administrators of international schools to examine staff perceptions of the hiring process in their schools.
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Jones, Veronica A., and Dian Squire. "Disengaging Whiteness and Examining Power in Campus Activism: Reuniting Communities of Color Through a Critical Race Analysis of Tempered Radicalism." JCSCORE 4, no. 1 (January 2, 2019): 36–65. http://dx.doi.org/10.15763/issn.2642-2387.2018.4.1.36-65.
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This manuscript provides a nuanced understanding of the heterogeneity of faculty and staff of color activism in the context of a racialized and racist university structure. Through the deployment of Critical Race Theory, and the couching of activism within a foundational white supremacist history of higher education, the authors are then able to repair discord between students who often see faculty and staff of color as complacent within their institutions. These critiques often do not take into consideration how racism constricts faculty and staff of color action and also comes with classist assumptions via an insinuation that all faculty and staff of color can risk loss of job as a result of activism. Moreover, an intersectional lens is not always considered in activism literature. At the same time, the authors argued that faculty and staff of color, particularly those who identify as Black, must be allowed to act in untempered ways as their livelihoods quite literally depend on changing a broader racist system.
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Snow, Tamsin. "Nhs staff rack up twice as much sick leave as private sector workers." Nursing Standard 20, no. 39 (June 7, 2006): 5. http://dx.doi.org/10.7748/ns.20.39.5.s2.
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Abrahamson, K., K. Pillemer, J. Sechrist, and J. Suitor. "Does Race Influence Conflict Between Nursing Home Staff and Family Members of Residents?" Journals of Gerontology Series B: Psychological Sciences and Social Sciences 66B, no. 6 (September 1, 2011): 750–55. http://dx.doi.org/10.1093/geronb/gbr093.
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