Accent Bias and Perceptions of Professional Competence in England

Unequal outcomes in professional hiring for individuals from less privileged backgrounds have been widely reported in England. Although accent is one of the most salient signals of such a background, its role in unequal professional outcomes remains underexamined. This paper reports on a large-scale study of contemporary attitudes to accents in England. A large representative sample ( N = 848) of the population in England judged the interview performance and perceived hirability of “candidates” for a trainee solicitor position at a corporate law firm. Candidates were native speakers of one of five English accents stratified by region, ethnicity, and class. The results suggest persistent patterns of bias against certain accents in England, particularly Southern working-class varieties, though moderated by factors such as listener age, content of speech, and listeners’ psychological predispositions. We discuss the role that the observed bias may play in perpetuating social inequality in England and encourage further research on the relationship between accent and social mobility.

Mindfulness meditation training in an occupational setting: Effects of a 12-weeks mindfulness-based intervention on wellbeing

BACKGROUND: Mindfulness-based interventions (MBIs) are known for their beneficial effects on positive and negative psychological factors. When applied in an occupational context, MBIs might help workers to cope with stress, increase their professional outcomes and wellbeing. OBJECTIVE: In this two-groups pre-post experimental design we tested the effect of our MBI, called Integral Meditation (IM), among the employers of an Italian service company by measuring positive and negative aspects of psychological wellbeing related to mindfulness and workplace functioning through eight self-report questionnaires (CORE-OM, FFMQ, WEMWBS, MAIA, PSS, PANAS, STAI-X1, SCS). METHOD: Forty-two voluntary non-clinical employers of the company, randomly assigned to the experimental or the control group, were analyzed. The experimental group underwent our IM program, which consists of 12 weekly meditation classes given after the afternoon shift, while the control group did not receive any intervention. Data was analyzed via linear mixed models. RESULTS: Statistically significant results were obtained for FFMQ observing subscale (β= 0.49, p = 0.014), WEMWBS (β= 5.31, p = 0.02), PSS (β= –3.31, p = 0.03), the whole scale of SCS (β= 0.47, p = 0.01) and self-judgment (β= 0.68, p = 0.003) and isolation (β= –0.66, p = 0.01) SCS subscales. Statistically significant results were also found in four out of eight subscales of MAIA: emotional awareness (β= 1.26, p < 0.001), self-regulation (β= 1.28, p < 0.001), body listening (β= 1.08, p < 0.001) and trusting (β= 1.1, p < 0.001). CONCLUSION: Our intervention has demonstrated to bring beneficial effects in a mindfulness subdomain, in perceived stress, self-compassion, interoception and psychological wellbeing. Based on our results, we conclude that our intervention was effective in increasing the positive aspects of wellbeing and in reducing stress.

Change, Choice and Difference: the Case of RN to BN Degree Programmes for Registered Nurses

<p>Bachelor of Nursing (BN) programmes for Registered Nurses (RNs) were developed in New Zealand in the 1990s. With the introduction of pre-registration degree programmes, transition arrangements that recognised the prior learning of RNs were established allowing existing RNs to obtain an undergraduate nursing degree through a shortened course. Many RNs entered these programmes, despite there being no requirement to obtain a degree qualification and with other education options available to them. Professional debate exists regarding the need or value of RNs undertaking such study and whether these programmes should continue. A case study approach utilising mixed methods was used to examine the personal meaning and the national professional significance of RN to BN programmes. While ultimately the outcome of earlier professional efforts, these programmes occurred as a result of change, change within the socio-political and economic context of New Zealand and nursing education. Change at this macro level affected the individual choices of RNs. These choices were further complicated by a lack of professional consensus and a landscape of difference, with programme requirements and availability differing between institutions, while employers varied in the amount of support and recognition they gave those who chose this option. There were personal and financial costs to completing a RN to BN programme, yet the RNs in this study all believed it was worth it, reporting positive personal and professional outcomes. The professional and educational environment has changed since the introduction of RN to BN programmes and the numbers of individuals and institutions involved with them have greatly reduced. Currently decisions regarding the continuation or demise of these programmes are made by individual educational institutions based mainly on economic rationale. Consensus and direction is required nationally and professionally regarding the place of these programmes within post-registration education. While these programmes have provided benefits for individual RNs, their time in nursing education may be coming to an end.</p>

Change, Choice and Difference: the Case of RN to BN Degree Programmes for Registered Nurses

<p>Bachelor of Nursing (BN) programmes for Registered Nurses (RNs) were developed in New Zealand in the 1990s. With the introduction of pre-registration degree programmes, transition arrangements that recognised the prior learning of RNs were established allowing existing RNs to obtain an undergraduate nursing degree through a shortened course. Many RNs entered these programmes, despite there being no requirement to obtain a degree qualification and with other education options available to them. Professional debate exists regarding the need or value of RNs undertaking such study and whether these programmes should continue. A case study approach utilising mixed methods was used to examine the personal meaning and the national professional significance of RN to BN programmes. While ultimately the outcome of earlier professional efforts, these programmes occurred as a result of change, change within the socio-political and economic context of New Zealand and nursing education. Change at this macro level affected the individual choices of RNs. These choices were further complicated by a lack of professional consensus and a landscape of difference, with programme requirements and availability differing between institutions, while employers varied in the amount of support and recognition they gave those who chose this option. There were personal and financial costs to completing a RN to BN programme, yet the RNs in this study all believed it was worth it, reporting positive personal and professional outcomes. The professional and educational environment has changed since the introduction of RN to BN programmes and the numbers of individuals and institutions involved with them have greatly reduced. Currently decisions regarding the continuation or demise of these programmes are made by individual educational institutions based mainly on economic rationale. Consensus and direction is required nationally and professionally regarding the place of these programmes within post-registration education. While these programmes have provided benefits for individual RNs, their time in nursing education may be coming to an end.</p>

A mixed-methods survey of physiotherapists who practice acupuncture and dry needling in Ontario, Canada: practice characteristics, motivations, and professional outcomes

Background Physiotherapists (PTs) across the globe are increasingly incorporating filiform needling techniques (e.g., acupuncture, dry needling) into their clinical toolkits; and, the evidence base for these complementary therapies is becoming progressively more robust. However, to date, little is known about needling PTs themselves. Methods Using a cross-sectional survey design, PTs authorized to perform needling therapies in Ontario, Canada were recruited for anonymous participation (n = 2061) in an online survey. The survey asked providers about their demographics and practice characteristics, rationale for and views about therapeutic needling, and their related clinical and professional outcomes. The response rate was 20.7% (n = 426), and 22.3% (n = 95) of respondents provided textual responses to an open-ended qualitative question. Results While study respondents’ demographic features appear similar to their broader professional population, Ontario’s needling PTs are less likely to work in public sector settings. Most completed training in medical acupuncture rather than dry needling, and typically used needling in over one-third of patient visits. Almost all endorsed needling as an effective musculoskeletal treatment, the primary factor informing their adoption of the practice. While many viewed traditional Chinese medical theories as a useful explanatory framework, most relied on biomedical epistemology to drive their needling work. A majority of respondents reported that the inclusion of needling within their clinical toolkits had improved their likelihood of achieving excellent clinical results, helped support patient recruitment and retention, and heightened their professional satisfaction. While a few reported earning a higher income as a result, most reported that their clinical use of needling in addition to other PT modalities reduced their physical fatigue after a day’s work. Conclusions This study represents a first scholarly investigation into the motivations, training backgrounds and practice patterns of PTs who use acupuncture or dry needling. Additional research from other jurisdictions is needed to evaluate the transferability of study findings.

Period Poverty: A Risk Factor for People Who Menstruate in STEM

In the United States, lack of access to menstrual hygiene products (MHPs) is contributing to a serious problem, period poverty. Period poverty has negative impacts on physical and mental health, as well as long term decreased productivity in educational and professional outcomes. Therefore, it is critical that action be taken to reduce period poverty and improve menstrual equity particularly for young menstruators, as inaction can result in lasting negative effects on both health and prosperity. The inability to afford and access MHPs results in recurring absences from school, which is a critical time for nurturing interest in science, technology, engineering, and mathematics (STEM). To ensure the development of a diverse STEM workforce, significant action needs to be taken to reduce period poverty and improve menstrual equity. We recommend instituting a requirement that all public K-12 schools provide free MHPs to students, an expansion of Section 2 of the Menstrual Equity for All Act of 2019 (ME4ALL Act, H.R. 1882).

Developing a Peer Mentorship Program in Human Factors Academia

Peer mentorship programs that pair more experienced students (i.e., mentors) with less experienced students (i.e., mentees) can have an effective, positive impact on university students’ personal, academic, and professional outcomes. The purpose of this paper is to describe the process and lessons learned in the creation of a peer mentorship program in a Human Factors and Ergonomics (HF/E) academic department. Through a combination of peer networking opportunities and skill development workshops, the mentorship program outlined in this paper aims to promote students’ academic and professional growth. Take-aways that can be utilized by other HF/E academia departments interested in starting or revamping their own peer mentorship programs are included.

Organization cross domain interventions managing strategies and employee outcomes: a role of work–family balance

Purpose Although an emerging field in work and family literature, organization cross domain intervention managing strategies (CDIMS) is an under-researched area. This study aims to investigate whether organization non-monetary CDIMS (control over work hours and supervisor support) have an impact on employee outcomes via the mediating effect work–family balance (WFB). Design/methodology/approach Data for the study have been gathered in two distinct surveys from 300 employees working at the managerial level in various manufacturing companies of Pakistan with a seven-week time interval to reduce common method variance. Data were collected during January and March 2020. Confirmatory factor analysis has been performed before testing the mediated model. Findings Organization non-monetary CDIMS i.e. control over work hours and supervisor support has been associated positively with WFB, which has further mediated the relationship between workplace non-monetary CDIMS and employee professional outcomes. Research limitations/implications Both supervisor support and control over work hours improve employee outcomes by experiencing the satisfaction with WFB. It has been recommended that organizations embed cross-domain interventions in their job design to benefit all employees impartially. Thus, all employees can enjoy better WFB and show positive work behaviors. Originality/value This study demonstrates the effectiveness of non-monetary organization CDIMS in enhancing the experience of employee’s WFB and improving their professional outcomes.