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In recent years, a proliferation of research has supported the "business case" for diversity, in which scholars collect empirical data to demonstrate a relationship between the demographics of employees and organizational financial performance. However, the business case is only one way—and, we argue, the wrong way—of valuing the presence of women in business. In this manuscript, we focus on gender lens impact investing to interrogate the epistemic assumptions underlying the business case for diversity, and suggest that these assumptions have the potential to strengthen the very power structures that have historically excluded and marginalized many women. We then present an alternative: an intersectional theory of gender diversity. We argue that intersectionality requires diversity initiatives in organizations to include both the recognition of the interactions of multiple forms of identity and marginalization and as well as the goal of dismantling the structures and practices that contribute to marginalization. This approach can be adapted to a range of organizational and industry contexts, and it will need to be thoughtfully applied in order to be effective in promoting gender equitable workplaces. [ABSTRACT FROM AUTHOR]

Background: Research to date suggests that physical activity (PA) can buffer menopausal symptoms and support well-being, but there is limited evidence on the link between PA and menopausal symptoms in the United Kingdom, and no study has assessed how PA affects well-being through menopausal symptoms and three psychosomatic factors (i.e. depression, anxiety and stress). Objectives: This study investigated whether PA affects well-being through menopausal symptoms and psychosomatic factors. This study focuses on how PA influences working women with menopause. Design: A cross-sectional design based on the STROBE (i.e. Strengthening the Reporting of Observational Studies in Epidemiology) checklist was adopted. Methods: The participants were 324 working women in England. An online self-reported questionnaire was utilised to gather data through Qualtrics. The data were analysed with path analysis through structural equation modelling, and sensitivity analyses were performed to avoid or reduce statistical bias. Results: PA had a negative effect on menopausal symptoms (β = −0.21; p < 0.001) but a positive effect on well-being (β = 0.19; p < 0.001). Menopausal symptoms had a negative indirect effect on well-being, but PA had a positive indirect effect on well-being through menopausal symptoms and the three psychosomatic factors. Conclusion: PA was positively associated with well-being but negatively associated with menopausal symptoms. Menopausal symptoms may lower well-being through anxiety, depression and stress, but PA can be associated with better well-being through depression, anxiety and stress. Plain language summary: The influence of physical activity on well-being through menopausal symptoms, depression, anxiety, and stress Why was the study done? Studies have assessed the potential influence of physical activity on menopausal symptoms among women, but no study in the United Kingdom has examined this relationship. Although the positive effect of physical activity on well-being is well researched and documented, no study has explored how it is mediated by menopausal symptoms and psychosomatic factors (i.e. stress, anxiety, and depression). Evaluation of this potential mediation is needed to improve stakeholders' understanding of the best ways to manage menopause at work. What did the researchers do? The researchers designed an online survey and used Qualtrics to distribute it among 324 working women with menopause in England. They used the appropriate statistical analysis technique to ascertain how the effect of physical activity on well-being is mediated by menopausal symptoms and the psychosomatic factors. What did the researchers find? Women who reported higher physical activity experienced fewer menopausal symptoms. Women with higher physical activity reported better well-being through fewer menopausal symptoms and lower stress, anxiety, and depression. Physical activity may help to improve well-being among working menopausal women by lowering menopausal symptoms, stress, anxiety, and depression. What do the findings mean? Working women can maintain well-being and experience less menopausal symptoms, stress, anxiety, and depression if they participate in physical activities. Organizations can manage menopause by rolling out workplace programmes encouraging employees to regularly participate in physical activities. [ABSTRACT FROM AUTHOR]

High temperatures and air pollution exposure are individually known risks to human health, with amplifying adverse health effects during periods of co-exposure. This study compared co-occurring individual-level exposures to particulate matter (PM5, aerodynamic diameter of ≤5 μm) and heat among women in residential and agricultural settings in Guatemala. We measured personal and ambient exposure to PM5, temperature, and humidity among 21 female sugarcane workers in the fields and on their off days. We measured similar exposures among a group of 30 community members not involved in sugarcane work. We collected 171 personal PM5 measurements across 18 sampling days. The median workday personal PM5 concentration was 271 µg/m3, which was 3.6-fold higher than ambient area levels in the fields. The median personal PM5 concentration was 95.8 µg/m3 for off-work days and 83.5 µg/m3 for community days. The average workday individual-level temperature and humidity were 39.4 °C and 82.4%, respectively, with significantly lower temperatures on off-work and community days. The women workers and community members were exposed to high levels of PM5 and heat in both occupational and residential settings. Research needs to consider individual-level exposures at both work and home to help tailor more effective comprehensive prevention efforts to reduce risks. [ABSTRACT FROM AUTHOR]

Background: Over the past two decades, many countries have reported an increased percentage of female staff in the general practice workforce. Considering the importance of general practice workforce planning, it is necessary to investigate the current working patterns of female GPs. Aim: To describe the female GP workforce in Ireland and to investigate factors that may affect their long-term commitment to general practice. Design & setting: Descriptive, cross-sectional study conducted with female GPs in Ireland. Method: A 'membership survey' was emailed to 1985 female GPs in November 2021. In total, 345 female GPs responded, providing a response rate of 17.4%. Results: The study revealed that a majority of the female GP workforce in Ireland worked in the position of the GP principal (62.3%), but also provided out-of- hours services (64.3%), and undertook caring responsibilities (84.1%). In total, 41.2% of the responders disclosed having at least one paid additional role, mainly in the field of academia and teaching. Most female GPs worked fewer than eight clinical sessions a week (80.5%). GPs who held General Medical Services (GMS) contracts (72.8%) were significantly more likely to work more clinical sessions a week and had been longer employed in general practices (>5 years) than GPs who did not have GMS contracts. Conclusion: Irish female GPs demonstrated a significant adjustment of their working patterns, including reducing their number of clinical sessions and balancing between additional roles, to ensure their long-term commitment to general practice. Current practices and vision on GP roles must be recognised and supported to allow for adequate workforce planning. [ABSTRACT FROM AUTHOR]

Working in the digital age requires a discussion on the right to disconnect. Although it has previously been studied in association with the digital transition movement, the "right to disconnect" has gained relevance in a context of mandatory teleworking due to the COVID-19 pandemic. This situation has led some countries to legislate on the subject, notably Portugal, where the right to disconnect has been enshrined in labour legislation since law no. 83/2021 of 6 December. This article presents a framework of the literature on the right to disconnect, as well as a documentary analysis and an exploratory study carried out in Portugal in November and December 2021, during the COVID-19 pandemic. The survey sought to assess the working conditions of women in telework, particularly about working time. This study stresses that the right to disconnect is linked to the organisation of working time and analyses the negative impact of technology on work, in particular the permanence of the electronic connection to work. The results show that the majority of women value teleworking because they have more time for themselves and their families. However, the women who consider that they have less availability for teleworking indicate that the main reason for this is not being able to disconnect from work. In the context of the digital transition and the expansion of teleworking in organisations and the generalisation of hybrid work, the study of this new "right to disconnect" becomes crucial. [ABSTRACT FROM AUTHOR]

Background: Returning to work is a barrier to breastfeeding. Although the Department of Labour Protection and Welfare (DLPW) in Thailand encourages employers to initiate a breastfeeding corner – a designated area where mothers can express their breastmilk privately and comfortably – in their workplace to support lactating employees, little is known about what kind of support mothers would like to continue breastfeeding after returning to work. This research aimed to explore mothers' needs and wishes for breastfeeding support in the workplace. Methods: This qualitative study used focus group discussions to collect data from female employees who had a child aged 6 − 24 months in factories that had initiated a breastfeeding corner between 1 October 2021 and 30 September 2022. The focus group discussions were held between June and July 2023. We employed semi-structured questions relating to breastfeeding support in their workplaces (e.g., a breastfeeding corner, lactation break, providing information or knowledge), baby food marketing in workplaces, and recommendations to improve breastfeeding support for working mothers. We applied thematic analysis to analyse the data. Results: Nineteen mothers from five factories located in Bangkok and surrounding provinces participated in the study. All participating factories had a breastfeeding corner in a first aid room, and no lactation breaks were given. Therefore, lactating employees spent time during their breaks pumping breastmilk. Furthermore, the lactating employees did not acquire any information or education about breastfeeding from the workplace during pregnancy or after delivery but rather obtained this from health system services and digital platforms. They also received support from family, health professionals, and colleagues when they returned to work after giving birth. Lactating employees would like employers to provide specific lactation breaks. They also wanted credible information or knowledge about breastfeeding to be provided during pregnancy and after giving birth, together with other social support. Conclusions: The Department of Labour Protection and Welfare, the Department of Health, and the Thai Breastfeeding Centre Foundation could collaborate with other relevant organisations to support employers in establishing breastfeeding support in their workplace. [ABSTRACT FROM AUTHOR]

Copyright of Synergy (1841-7191) is the property of Editura ASE and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Premenstrual dysphoric disorder (PMDD) represents a significant psychiatric condition affecting women of reproductive age. It is characterized by cyclical emotional and physical symptoms that considerably impair psychosocial functioning. This study aims to investigate the prevalence of PMDD among adult working women and identify associated etiological factors. Methods: From January 2022 to March 2022, a crosssectional study utilizing cluster sampling methodology was conducted to investigate the prevalence of PMDD among adult working women in six communities in Hangzhou (China). A total of 1710 participants were selected for research through a questionnaire-based survey. To elucidate the factors associated with PMDD, logistic regression analysis was employed. Results: Among 1710 working women, 52 had PMDD, representing an incidence of 3.04%. Age (odds ratio (OR) = 3.196, p = 0.002), age at menarche (OR = 0.362, p = 0.011), income (OR = 0.449, p = 0.043), menstrual cycle (OR = 2.352, p = 0.022), menstrual symptoms (OR = 0.317, p = 0.003), physical activity (OR = 2.234, p = 0.028), and caffeine intake (OR = 2.318, p = 0.022) were independent influencing factors of PMDD in adult working women. Conclusions: The study highlights that PMDD, which has a prevalence of 3.04% in the surveyed population, is a notable concern among adult working women. Key factors, such as age, age at menarche, income level, menstrual cycle characteristics, menstrual symptom presence, physical activity, and caffeine intake, significantly contribute to the likelihood of developing PMDD. These findings underscore the importance of recognizing and monitoring the above risk factors by clinicians to identify and manage PMDD in working women. [ABSTRACT FROM AUTHOR]

Gender equality is one of the Sustainable Development Goals (SDGs) of the 2030 Agenda. However, in the advertising industry, several studies have shown the low presence of women working in the field of creativity, occupying management positions and being part of festival juries. The aim of the study is to analyse the presence of women in the field of advertising festivals. The methodology is based on a quantitative analysis of the 2000 to 2023 editions of the Club de Creativos National Creativity Awards and the Cannes Lions International Festival of Creativity. The composition of the juries of both festivals, the special awards for professionals in the sector (cdec de Honor and Lion of St. Mark, respectively), the technical specifications of the grand prizes (National Grand Prize for Creativity and Grand Prix won by Spain, respectively) and the management teams of the organising entities are analysed in the indicated period. The results demonstrate the underrepresentation of women in advertising festivals, especially in the composition of the juries, in the special recognitions and in the technical sheets of the most outstanding campaigns, corroborating the findings of previous research. Despite the emerging initiatives that defend parity in the advertising profession, this equality is still not real, nor does it materialize in the events that make the industry visible and recognize its evolution: advertising festivals. [ABSTRACT FROM AUTHOR]

Although women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work‐to‐home and home‐to‐work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values‐driven, and gendered perspective on boundary management. [ABSTRACT FROM AUTHOR]

Introduction: The study aimed to examine anemia prevalence and risk factors in employed women at a medical center compared to unemployed women from a charity center, with anemia defined as hemoglobin <120 g/L and iron deficiency as serum ferritin <30 ng/mL or serum iron <10 mcg/dL. Material and Methods: This cross-sectional study included 651 employed, non-pregnant randomly selected women aged 20-67 years. Participants completed questionnaires on sociodemographic, nutritional, and obstetrical characteristics. Blood indicators such as hemoglobin, serum ferritin, iron, and TIBC were measured. Results: Out of 651 participants, 395 (60.7%) had anemia/IDA (Hb <120 g/L, ferritin <30 ng/mL, or iron <10mcg/dL), comprising 308 (47.3%) having IDA and 215 (33%) having anemia. Younger age (<40 years) and menorrhagia were individually associated with 1.84- and 2.79- times increased risk of developing anemia in the studied population, respectively. A higher number of shifts and lack of vegetable consumption were found to be significantly prevalent in the anemic group. The prevalence of anemia/IDA among hospital staff and referred women was 60.7% and 43.1%, respectively. Conclusions: The study emphasized the influence of employment on the prevalence of anemia/IDA among hospital staff compared to unemployed women. [ABSTRACT FROM AUTHOR]

Parents have long been concerned with the transition to adulthood of their children with intellectual and developmental disability (IDD) particularly with financial issues. The purpose of this study was to explore the financial concerns of mothers of adults with IDD. Five mothers of adults with IDD participated in a focus group to share their experiences, opinions, concerns, and challenges related to finances. Five themes emerged from the qualitative data analysis: (a) job-related difficulties, (b) living expenses, (c) access to essential services, (d), skills deficits and/or challenging behavior, and (e) long-term care. Mothers in general indicated tremendous financial burdens, loss of income, and expressed concerns about long-term care of their children with IDD. These themes are discussed and implications for practice and research are provided. [ABSTRACT FROM AUTHOR]

Copyright of Al-Adab / Al-ādāb is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The measurement of women's economic welfare and exploring its underlying factors have been undervalued in the context of Khyber Pakhtunkhwa, Pakistan. This study addressed this gap by focusing on assessing women's subjective economic welfare and its socioeconomic and cultural determinants in the education and health sectors within Mardan, Northern Pakistan. Design/methodology/approach: The study used stratified random sampling techniques for the selection of sample respondents and collected data through a well-structured questionnaire. To measure women's economic welfare, the study utilizes Lorenz curves, the Gini index, the Sen Social Welfare function and an individual's gross monthly income. Furthermore, the ordinary least squares method was utilized to analyze the determinants of economic welfare. Findings: The findings show greater income inequality and a lower welfare level for women in the education sector compared to the health sector. Likewise, the study identifies several key determinants, such as age, educational qualification, job experience, respect for working women, outside and work-place problems and the suffering of family members of working women for their economic well-being. Originality/value: This study makes valuable contributions to the literature by focusing on the cultural perspective of Pakhtun women in Mardan and providing a context-specific understanding of subjective economic welfare. Additionally, the authors collected first-hand data, which gave an original outlook on working women's current economic welfare level. Furthermore, this study undertakes a comparative analysis of working women's welfare in the health and education sectors. This comparison offers a more accurate portrayal of the challenges and opportunities specific to these occupations. Peer review: The peer-review history for this article is available at: https://publons.com/publon/10.1108/IJSE-04-2023-0246 [ABSTRACT FROM AUTHOR]

Copyright of Humanities & Educational Sciences Journal is the property of Humanities & Educational Sciences Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Aims: To describe a reflexive account of a mental health nurse as researcher undertaking a mixed methods study as part of a doctoral degree, with women in a secure forensic hospital. Design: A discursive paper that draws upon the primary author's experience of dual roles as a mental health nurse and a novice researcher, and relevant literature pertaining to positionality and reflexivity in the context of conducting mixed methods research. Methods: A mixed methods study was conducted within a secure forensic hospital in Australia, to identify factors associated with the frequency and duration of seclusion for women and, to explore their experiences of seclusion. Notes and a reflective diary were used to demonstrate the reflexive approach and strategies used throughout the study design and data collection stages of the research. Results: Women in the secure forensic hospital setting often have complex histories and experiences and are considered a vulnerable group, which can add additional challenges when undertaking research with this population. As a doctoral student with clinical experience in mental health undertaking research in the forensic hospital setting with women, positionality and the connection with reflexivity requires exploration to understand self and the influence on research. This understanding along with identified strategies to enhance reflexivity, supports the management of the dual nurse as researcher roles to enhance all stages of the research process. Conclusion: Doctoral nursing candidates undertaking clinical research in their area of clinical practice and at the location of previous employment, may experience challenges in relation to identity and the dichotomy of roles. Further challenges can be posed when research involves complex populations and/or controversial practices. Support to balance role conflict and maintain reflexivity is critical to understanding the role of self in research and to enhance credibility. Implications for the Profession and/or Clinical Practice: Women are a complex, yet minority population in forensic mental health settings, however the numbers of women being admitted to services is increasing. Future research may consider the use of the strategies explored here to enhance the reflexive process, and support future researchers in this field to conduct research that aims to support an often‐misheard population to better support health outcomes. Patient or Public Involvement: There was no patient or public contribution to this paper, however the study in which this paper is based on, is grounded in the experience of patients (women). [ABSTRACT FROM AUTHOR]

Copyright of Crónica Tributaria is the property of Instituto de Estudios Fiscales, Ministerio de Hacienda y Funcion Publica and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Retos: Nuevas Perspectivas de Educación Física, Deporte y Recreación is the property of Federacion Espanola de Asociaciones de Docentes de Educacion Fisica and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article aims to understand how and to what extent Fair Trade initiatives empower women workers through what we call 'digital localization', namely through the provision of digitally enabled trainings that support localization of production and consequent improvement of workers' livelihoods. While digitalization processes are often considered as disconnected 'by default' by the communities in which they take place, here we propose instead that digitalization and localization are interconnected and complementary processes for the purpose of women's empowerment in Fair Trade supply chains. In order to address these questions, we present the case study of 'Artisan Villages' an ongoing project launched by the organization Label STEP Nepal to provide Nepalese workers with decent and dignified local jobs as hand-knotted carpet weavers. The project is implementing not only digitalization of learning and monitoring but also localization and decentralization of production. We collected 12 women weavers' biographies and interviewed six women weavers and master weavers involved in the programme. Results showed that our participants indicated three main benefits generated by the programme: i) the acquisition of new locally relevant skills; ii) the opportunity to secure local employment and generate stable incomes; iii) increased confidence and improved time management. The contribution of this paper lies in the acknowledgement that 'digital' and 'local' are not mutually exclusive dimensions, and that processes of digitalization and localization, far from being separate, can foster and reinforce each other, through positive loops with impactful outcomes for women workers' livelihoods. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore how information technology (IT) professionals perceive work-life balance (WLB) in a work-from-home (WFH) setup. Additionally, it explores what emotions one may associate with such changing work environments, which have high implications for organisational success. Design/methodology/approach: The two primary research questions guided this research. An online questionnaire-based survey was conducted to collect the data so that respondents' both subjective and objective perceptions were documented. Purposive cum snowball sampling was used to collect data from 262 IT professionals. However, the data was analysed using both qualitative (content analysis) and quantitative (chi-square) techniques. Findings: The findings of this study are interesting in nature and reported the work-life experiences at various socio-demographic levels (age, gender, educational qualification, designation, work experience, income, type of family and the number of children). The comprehensive examination of the data obtained from diverse aspects related to remote work environments has shed light on crucial facets impacting IT professionals. A predominant observation derived from the study reveals a significant disparity in working hours between male and female respondents during remote work. This discrepancy is notable, with male employees tending to work longer hours (i.e. 10 or more hours daily) than their female counterparts. The investigation into respondents' sleep patterns revealed that the majority slept between 5 h and 7 h daily, underscoring reduced sleep hours for IT professionals during remote work. This comprehensive study thus emphasises the multifaceted nature of gender-associated influences on work patterns, health and well-being during remote work scenarios among IT professionals. As remote work is the new normal, this study has high implications for future work arrangements and organisational success. Practical implications: The findings of the study will assist managers in dealing with the work conflict issue of remote workers. Importantly, these managers should try eliminating or reducing workplace conflict, emotional exhaustion and social overload associated with remote work. Originality/value: This study is a humble attempt to highlight the employee's WLB in the context of WFH in an emerging market (i.e. India). Furthermore, emphasises practical issues associated with changing work paradigms and concludes with interesting recommendations for future work arrangements. [ABSTRACT FROM AUTHOR]

Background: Nepal has a long history of labour migration over the years. Migrants can experience a range of problems in their destination countries, and women are more at risk than men. This paper is the first to explore the problems faced by Nepalese women migrants while working abroad. Methods: This study was conducted among 1,889 women who were registered as migrant returnees at an organisation called Pourakhi Nepal. The study extracted and analysed data from a non-governmental organisation that supports returning female migrant workers in Nepal. Results: Around half (43.1%) of the women were 35 or older, 30.9% were illiterate, and 63.6% were in their first overseas job. More than one-third (38.5%) had self-reported workplace harassment. Physical violence was the most prevalent (68%), followed by verbal abuse (37.5%), mental stress (29.7%), and sexual abuse (14.1%). Women who were illiterate (adjusted odds ratio [AOR]1.25, 95% confidence interval [CI]: 1.01 to 1.55), unmarried (AOR 1.27, 95% CI: 1.05 to 1.56), worked abroad twice or more (AOR 1.35, 95% CI: 1.10 to 1.66), changed their place of work (AOR 2.38, 95% CI: 1.42 to 4.01), lived without documents (AOR 1.24, 95% CI: 1.03 to 1.50), worked as domestics (AOR 3.56, 95% CI: 2.03 to 6.23), worked in other than Gulf Cooperation Council countries (AOR 1.45, 95% CI: 1.06 to 1.99), women who did not have a fixed salary (AOR 1.64, 95% CI: 1.28 to 2.10) and did not receive salary (AOR 3.71, 95% CI: 2.88 to 4.77) were more likely to be harassed at work. Conclusion: Our findings suggest that the host governments should introduce and enforce policies protecting women in the workplace. Migrant women should be provided with better information about health risks and hazards as well as how to improve preventive measures in destination countries to reduce workplace harassment. [ABSTRACT FROM AUTHOR]

This study aims to obtain empirical data on the psychological well-being of female employees in Bandung related to work stress and aggression towards children. The method used in this study is a survey method with data collection techniques using purposive sampling. Research respondents are female employees who have dual roles as housewives and as employees in Greater Bandung. The research instruments used were Psychological well-being, Perceived Stress Questionnaire, and Aggression Scale towards children. The data analysis technique of this research is multiple regression analysis. The regression test results stress and aggression in children have a significant positive impact in predicting psychological well-being (F=25.392, P=

Employees often engage in collective grassroots efforts to bring about gender equity in the workplace. Such coalition-based advocacy is largely driven by women, which has led to debate about whether men's involvement as allies can help. Integrating literatures on signaling and legitimacy, we propose that the demographic composition of a gender equity advocacy coalition matters: men-only groups lack "coalition legitimacy," or the perception that they are the "right" spokespersons for gender equity issues, whereas women-only groups struggle to convey "issue legitimacy," or the perception that gender equity is of strategic importance within business organizations. By contrast, mixed-gender coalitions signal both forms of legitimacy, and are thus uniquely effective. We demonstrate these effects over three studies: managers reporting on advocacy coalitions comprising their colleagues (Study 1), an audio-based study showing that the proposed effects are unique for gender equity issues (Study 2), and a stimulus sampling study involving multiple policy proposals (Study 3). Our findings highlight the different forms of legitimacy that women and men bring to the table when selling gender equity issues. We discuss implications for who should be recruited to gender equity advocacy coalitions, and why. [ABSTRACT FROM AUTHOR]

The article highlights the importance of the United Nations (UN) in the realization and protection of women’s rights at the global level. In particular, the article focuses on the strategies that the United Nations develops and implements to improve the situation of women in different parts of the world, through its specialized institutions and other important mechanisms to support sustainable development. The article provides a detailed overview of the main innovations and programs of the UN, international legal acts on the protection of women’s rights, in particular, the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) of 1979, and reviews the achievements and challenges in the implementation of these initiatives. It analyzes how the UN provides legal support, technical assistance and strategic advice to member states, as well as the role of monitoring and reporting in ensuring compliance with international standards. Considerable attention is paid to examples of successful projects that have led to changes in the legislation of different countries and social practices. In addition, the main difficulties and barriers faced by the UN in its activities are discussed, and recommendations are offered to improve the effectiveness of its efforts to protect women’s rights in the future. In particular, the role of UN Women in issues related to the protection of the rights of women and girls is outlined. UN Women is the United Nations agency for gender equality and the empowerment of women. UN Women was created to advance the rights of women and girls and accelerate responses to their needs around the world. UN Women works to ensure that women and men are equal partners and beneficiaries of humanitarian action. UN Women focuses on crisis prevention, preparedness and response to reduce vulnerability, address risks, promote resilience and women’s leadership through normative support, assistance to member states and the United Nations in developing and implementing relevant policies, coordination between the United Nations system and the humanitarian community, and field programming. [ABSTRACT FROM AUTHOR]

The implementation of market-based top-down climate mitigation policies is resulting in the expropriation of emission rights of non-polluters while fuelling accumulation by powerful actors. Redirecting political energy from African feminism to alternative non-extractivist climate solutions requires the recognition of the role of women's unpaid reproductive labour in enabling the production and extraction of an emerging commodity in the scramble for African resources: carbon credits1. Uncovering the injustices behind false solutions and top-down green policies also requires collaborative and intersectional work among different social movements. [ABSTRACT FROM AUTHOR]

Previous studies have found direct associations between glycaemic index (GI) and glycaemic load (GL) with chronic diseases. However, this evidence has not been consistent in relation to mortality, and most data regarding this association come from high-income and low-carbohydrate-intake populations. The aim of this study was to evaluate the association between the overall GI and dietary GL and all-cause mortality, CVD and breast cancer mortality in Mexico. Participants from the Mexican Teachers' Cohort (MTC) study in 2006–2008 were followed for a median of 10 years. Overall GI and dietary GL were calculated from a validated FFQ. Deaths were identified by the cross-linkage of MTC participants with two national mortality registries. Cox proportional hazard models were used to estimate the impact of GI and GL on mortality. We identified 1198 deaths. Comparing the lowest and highest quintile, dietary GI and GL appeared to be marginally associated with all-cause mortality; GI, 1·12 (95 % CI: 0·93, 1·35); GL, 1·12 (95 % CI: 0·87, 1·44). Higher GI and GL were associated with increased risk of CVD mortality, GI, 1·30 (95 % CI: 0·82, 2·08); GL, 1·64 (95 % CI: 0·87, 3·07) and with greater risk of breast cancer mortality; GI, 2·13 (95 % CI: 1·12, 4·06); GL, 2·43 (95 % CI: 0·90, 6·59). It is necessary to continue the improvement of carbohydrate quality indicators to better guide consumer choices and to lead the Mexican population to limit excessive intake of low-quality carbohydrate foods. [ABSTRACT FROM AUTHOR]

Scientific evidence has shown that Social Work has frequently been considered a second-level discipline in the traditional sexist hierarchy, because pioneers and most social workers are women. The twofold objective of this article is to analyze the dynamics that overcome this consideration and to put forward actions to go further in the near future. The factors that limit these actions and those that make them possible are studied. This article exposes the dynamics of the current transformation of Social Work, namely, the increase in the importance of social impact in social research, the increase in interdisciplinarity, and the impact of interdisciplinary research. [ABSTRACT FROM AUTHOR]

Background: Eating disorders are complex illnesses with serious long-term consequences. They are linked to negative outcomes such as miscarriage, low birth weight, and other obstetric and postpartum difficulties. Our study in Muscat, Oman, examines the eating habits of pregnant women who consult primary care physicians. In this study, our aim is to identify key sociodemographic factors linked with eating disorders in Oman. Method: We used the Eating Disorder Examination Questionnaire to assess the potential for the presence of eating disorders. Chi-Square and Fisher's Exact tests were used to analyze relationships between improper eating behavior and independent variables. Results: The study showed that 1.6% of participants had a potential diagnosis of an eating disorder, with the most common inappropriate behavior being binge eating at a prevalence of 18.8%. A pre-gestational low Body Mass Index (BMI) was associated with a higher prevalence of binge eating during pregnancy. Additionally, we found that pregnant women who were working were more prone to self-induced vomiting. High BMI before pregnancy was significantly associated with various inappropriate eating behaviors, such as restraint behavior (p = 0.000), shape concern (p = 0.000), weight concern (p = 0.040), eating (p = 0.045), laxative use (p = 0.020), and excessive exercise (p = 0.043). Conclusion: The study reveals a high prevalence of eating disorders in pregnancy. Less educated women exhibit higher laxative use, while working women show more instances of binge eating and self-induced vomiting. These findings emphasize the critical need to prioritize targeted interventions and support for vulnerable pregnant women. [ABSTRACT FROM AUTHOR]

Background: There has been an increase in the number of nurses returning to work after childbirth (NRWCs) in Chinese hospital. Social support is important for NRWCs. Objective: To develop and validate a perceived social support scale for NRWCs in China. Method: The original items were based on a literature review, the social support theory, and semi-structured interviews. The Delphi technique was used to adjust further and screen the scale entries to form an initial draft of the scale. From February to October 2023, we recruited 627 NRWCs from hospitals in 12 provinces of China. The psychometric attributes of the scale were examined by construct validity, content validity, test–retest reliability, and internal consistency reliability. The STROBE checklist was used to guide the submission. Results: 4 dimensions and 22 items compose the initial scale. Exploratory factor analysis verified a four-factor scale structure. The confirmatory factor analysis results showed that the four-factor structure model fitted well. The resulting scale contains 4 dimensions with 18 items. The item-level content validity index ranged from 0.83 to 1.00. The Cronbach's alpha coefficient of four dimensions and total scale were respectively 0.957, 0.899, 0.870, 0.945, 0.967. The reliability of the scale over time was further verified, with a coefficient of 0.809 for the overall scale and a range from 0.682 to 0.718 for each domain. Conclusion: The perceived social support scale for NRWCs is a reliable and valid instrument. The application of the perceived social support scale for NRWCs would improve the assessment of social support among NRWCs. [ABSTRACT FROM AUTHOR]

The primary aim of this study was to explore the role of immediate managers in fostering a congenial workplace environment for female library professionals. This research is based on qualitative data collected through semi-structured interviews with female library professionals employed in universities recognised by the Higher Education Commission in Punjab, Pakistan. The findings revealed that most managers offer constructive feedback to their subordinates, which the participants noted had a positive impact, enhancing both efficiency and work performance. They also reported that their managers encouraged female employees to share their opinions and introduce new ideas. Furthermore, the study elaborated on the participants' suggestions to help managers improve the congeniality of the workplace environment. These findings are valuable for raising awareness among management and authorities regarding the expectations of subordinates from their managers. Additionally, the results can inform the development of policies aimed at creating a healthy and productive work environment that benefits both employees and the organisation. [ABSTRACT FROM AUTHOR]

This article aims to discuss the relationships between work-family conflict, organizational support, and gender through a narrative literature review. Unlike systematic reviews, the narrative approach adopted in this study does not follow strict procedures for selecting and analyzing studies. The selection of the literature was conducted more flexibly, allowing for a freer and more comprehensive discussion of the proposed topic. In light of discussions about the relationships between work-family conflict, organizational support, and gender, it is noted that despite the progress of women in the labor market, inequalities persist, fueling conflicts between work and family, especially for women. Organizational support strategies are essential in reconciling professional and family life, promoting healthier work environments and, consequently, successful organizations. [ABSTRACT FROM AUTHOR]

Genesis 3:16 is arguably the most troubling biblical verse for issues of gender relations and women's roles. It figures prominently in later Jewish and especially Christian sources, and discussions in those texts have influenced subsequent understandings of the verse and of the Eden narrative in which it is embedded. This article engages in a careful reading of the biblical text in order to elucidate its meaning apart from later traditions. Recognizing the poetic character of the four lines of this verse is an important part of the analytical process, as is situating it within the Eden tale. Also, because no text arises in a vacuum, considering the Iron Age context—the world of the Israelite populace, that is, the world behind the text, a world vastly different from our own—provides the requisite socio-historical sensitivity. An awareness of that ancient context means openness to a suggestion about what Gen 3:16 may have meant to its ancient audience. [ABSTRACT FROM AUTHOR]

Women in corporate sectors across South Africa are not adequately represented. Despite the influx of women in the workforce, they are still experiencing challenges in leadership positions compared to their male counterparts. Thus, the gender gap has caused most women to put extra effort into building their careers through personal efforts - mentorship, networking, and further training. This article analyzed quantitative data and discussed how access to higher education influences career choice and the advancement of women in the telecommunication industry in South Africa. One hundred and thirty-three (133) junior and middle women workers from a telecommunication company were chosen randomly to understand how they plan to build their careers and the challenges they have encountered. The finding indicates that the driving force among the respondents was the opportunities they had created for themselves to progress in their careers. [ABSTRACT FROM AUTHOR]

Background and Aims: The emergence of the COVID‐19 pandemic led to the adoption of telework modalities by individuals in Bangladesh. The study's objective was to determine the job satisfaction and performance level of employed Bangladeshi women working from home during the COVID‐19 pandemic lockdown. Methods: A cross‐sectional study was conducted among women employees of different professions in Dhaka city. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Work arrangement satisfaction and self‐reported performance were measured by two separate subscales which contain five items each. Responses from 118 employed women were analyzed using descriptive statistics, Pearson Chi‐square tests, Independent t‐tests, one‐way analysis of variance, and Pearson Correlation tests through the Statistical Package for Social Science (SPSS), version 26. Results: The findings indicated that 51.7% of women reported a high degree of satisfaction on the MSQ scale; 61.9% expressed high satisfaction with their work arrangements at home and 66.9% reported a high level of performance. Job satisfaction was significantly associated with the number of children and the number of family members. A positive association was found between job satisfaction and total working experience and work arrangements. Work performance was strongly associated with higher educational qualifications. A statistically significant association between job satisfaction and performance was revealed. Conclusions: The findings from this study indicated a high degree of job satisfaction and a high level of performance found in women employees who worked from home during the COVID‐19 pandemic. These findings encourage organizations to foster more policies for telework alternatives for employed women to help them keep a balance between work responsibilities and household chores. [ABSTRACT FROM AUTHOR]

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Background: Peri-menopause period is a milestone in a woman's life, with accompanying bodily changes and symptoms that can have a profound effect on her body image. Aim of the study: To examine the effect of application of Roy adaptation model on coping with peri- menopausal symptoms and self-body image among employee women. Subjects and Method: Study design: A quasi-experimental design was used. Setting: Study was conducted at Menoufia University administrative building, Menoufia Governorate Egypt. Study Subjects: A convenient sample of 100 administrative employed women at menopausal age (45-55 years) who working in administrative building. Tools: Self Administered Socio-demographic & Reproductive Characteristics Questionnaire, Menopausal Rating Scale, Roy Adaptation Model Scale. Results: Highly significant improvement in the percentages of "Effective Adaptation behavior" responses, in each of the four subunits. Physiological mode, self-concept mode, Role function mode and Interdependence mode. Finally, a high significant positive correlation between total score of Roy Adaptation behavior and post intervention total score of body self-image. Conclusion: Implementation of educational intervention based on Roy adaptation model has positive consequences on improving women's coping ability regarding peri-menopausal period and its related risk factors. Recommendation: Re- implementation of the study at different settings including women across their life span to promote self-body positivity, Raising awareness about menopause and its impact on women. [ABSTRACT FROM AUTHOR]

In the early 1900s, telephone operation was among the most common jobs for American women, and telephone operators were ubiquitous. Between 1920 and 1940, AT&T undertook one of the largest automation investments in modern history, replacing operators with mechanical switching technology in over half of the U.S. telephone network. Using variation across U.S. cities in the timing of adoption, we study how this wave of automation affected the labor market for young women. Although automation eliminated most of these jobs, it did not reduce future cohorts' overall employment: the decline in operators was counteracted by employment growth in middle-skill clerical jobs and lower-skill service jobs, including new categories of work. Using a new genealogy-based census-linking method, we show that incumbent telephone operators were most affected, and a decade later more likely to be in lower-paying occupations or no longer working. [ABSTRACT FROM AUTHOR]

The purpose of this study was to compare the workload of a maximal treadmill test (TREAD) and a fire suppression task (BURN) in firefighters and to examine their relationships to fitness as measured by body mass index (BMI), percent body fat (BF%), and peak aerobic capacity (VO2PEAK). The amount of time spent in the heart rate (HR) intensity ranges of 50–59% HRMAX (ZONE1), 60–69% HRMAX (ZONE2), 70–79% HRMAX (ZONE3), 80–89% HRMAX (ZONE4), and ≥90% HRMAX (ZONE5) quantified the workload as the Edward's Training Impulse for TREAD (ETRIMPTREAD) and BURN (ETRIMPBURN). The ETRIMPTREAD was significantly less than ETRIMPBURN. For TREAD, ZONE5 > ZONE2 and ZONE3. For BURN, ZONE4 > ZONE1, ZONE2, and ZONE5 > ZONE1, ZONE2, and ZONE3. A lower BF% and greater VO2PEAK were related to a greater ETRIMPTREAD and unrelated to ETRIMPBURN. For BURN only, a lower BF% and greater VO2PEAK were related to less time in ZONE5. BMI was unrelated to all workload measures. Laboratory-based maximal exercise testing does not adequately reflect the workload of simulated fire suppression and therefore may not be indicative of firefighter readiness to meet job demands. Less-fit firefighters rely on higher cardiovascular intensities to complete the same workload, and practitioners should consider this when selecting strategies to reduce job-associated cardiovascular risk. [ABSTRACT FROM AUTHOR]

The aim of this study is to identify women's perceptions of the main reasons for discrimination at work. Furthermore, the aim is to analyse the effects of public working time policies on gender equality and their impact on discrimination at work and on women's career paths. This article presents a framework for the topic through an analysis of documents and literature, as well as an exploratory study carried out in Portugal. Working time policies since 2011 in Portugal are examined and through an empirical study, the impact of overtime on women's work and careers is analysed. The documentary analysis carried out in Portugal shows the difficulties women face in reconciling work with family and personal life. While most studies focus on job satisfaction and women's willingness to work long hours for better career progression, this paper examines gender discrimination at work associated with working time policies. Gender equality and women's empowerment are among the goals set by the 2030 Agenda for Sustainable Development. This study, based on a survey completed by female employees, concludes that women feel discriminated against in their careers due not only to the persistence of gender stereotypes but also to long working hours. Studying women's perceptions of the reasons for discrimination at work, as well as the relationship between working time and equality at work, can be important for understanding the under-representation of women in leadership positions and can help enrich public policies in this area. [ABSTRACT FROM AUTHOR]

Background: Rates of exclusive breastfeeding fall below recommended levels, particularly among women in paid employment. In Mexico, more than half of women are in informal employment, meaning they lack many of the protections that may support breastfeeding. Methods: In-depth interviews with 15 key informants representing government agencies (n = 6 organizations), NGOs (n = 4), international organizations (n = 2), and academia (n = 2) in Mexico. Interviews were conducted between March and June 2023. To understand and describe barriers to breastfeeding among informally employed women in Mexico according to key informants and the current and potential policies to address these barriers, we conducted a qualitative thematic analysis. Results: Current policies to promote, protect, and support breastfeeding predominantly apply to all employed women, but respondents expressed concern that they did not provide adequate protection for women in informal employment. Additional themes concerned the need for relevant programs to be institutionalized and coordinated, discussions of breastfeeding as a right, and the legal equivalence (whether true in practice or not) of formal and informal workers. Conclusions: Women employed in Mexico's informal sector face a dearth of maternity protections. According to key informants, few policies exist to promote, protect, and support breastfeeding among employed women, in general, but the economic vulnerability and challenging working conditions of women in informal employment exacerbates their situation. The lack of access to formal labor protections, such as paid maternity leave, creates a significant barrier to breastfeeding for women in the informal sector. Recommendations include short-term policies to fill gaps in social protection for informally employed women, as well as longer-term solutions such as the development of universal social protection programs and supporting formalization. [ABSTRACT FROM AUTHOR]

Background: Sickness absence has been linked to short and long, as well as poor, sleep in a few studies. Such studies have started from a baseline measurement and followed up on subsequent sickness absence. In the present study, however, we focused on the change in biennial reports of sickness absence and sleep measures (using work-related variables as possible modifiers). We also searched for an interaction between predictors and gender since women report more sleep problems. Methods: A total of 5377 individuals (random sample from the Swedish working population) participated across five biennial points of measurement. Data were analyzed using mixed-model logistic regression. Results: The multivariable analysis of variation across the five time points showed that the significant sleep-related predictors of sickness absence (at least one occurrence during the preceding year) were sleep duration during days off (OR = 1.16, 95% Cl = 1.08;1.24) and sleep problems (OR = 1.42, 95% CI = 1.33;1.51). These also remained significant after the addition of psychosocial work factors. Sensitivity analyses indicated that a 9 h sleep duration during days off may represent a critical level in terms of increased sickness absence and that late rising contributed to the association between sickness absence and long sleep duration during days off. Women reported a higher sickness absence than men (OR = 2.16, 95% CI = 1.74;2.68) and had a higher probability of sickness absence for long sleep during days off and during the workweek than men. Conclusions: It was concluded that increases in sleep problems and sleep duration during days off are longitudinally associated with changes in sickness absence and that women have a closer link between the two. This suggests that treatment for sleep problems may reduce the risk of sickness absence. [ABSTRACT FROM AUTHOR]

Background: A rapid increase has been observed in aesthetic surgery procedures in recent years and it has been determined that females have more aesthetic procedures. While different groups of female groups were taken as a sample in the studies, no study on female nurses was found. In this study, it is thought that psychological reasons such as stress, anxiety, desire to be liked and lack of self-confidence that lead women to plastic surgery will reduce the professional performance of nurses and this situation will create additional workload for other colleagues. Therefore, the aim of the study is to reveal the effect of desire to be liked and social appearance anxiety on the acceptance of female nurses to plastic surgery. Methods: The population of the cross-sectional study consisted of 243.565 nurses working in public, private and university hospitals in Turkey. A questionnaire form was used as a data collection tool in the study. In the first part of the form, there are statements aiming to reveal the socio-demographic characteristics, social media usage levels and aesthetic surgery experiences of nurses, and in the second part, there is a desire to be liked scale, social appearance anxiety scale and aesthetic surgery acceptance scale. The 1004 questionnaire forms collected as a result of the study were subjected to percentage, frequency, correlation and regression analysis. Results: 41.2% of the nurses have had aesthetic procedures before and 68.4% of them want to have aesthetic procedures when there is an area they do not like in their body. A strong positive relationship was found between the desire to be liked, social appearance anxiety, and aesthetic surgery acceptance (r > 0.500, p < 0.01). Aesthetic surgery acceptance is affected by the desire to be liked and by social appearance anxiety. Conclusion: In the study, it was determined that social appearance anxiety and the desire to be liked led female nurses to plastic surgery. According to the results of similar studies conducted in different groups, it may be recommended that awareness training be organized both in schools and through digital media about the consequences of unnecessary plastic surgery. [ABSTRACT FROM AUTHOR]

Introduction: With women's advancement in education and status, they drive corporate and social progress. However, traditional gender roles burden female employees with more family responsibilities, challenging work-life balance and affecting job performance. Organizations should supporting female employees to address these challenges. Thriving at work, a core aspect of positive work engagement, helps maintain enthusiasm and effciency. This study explores the impact of family-supportive supervisor behavior (FSSB) on the thriving at work of female employees in China, considering generational differences in their work-family balance needs and the mediating mechanisms involved. Methods: The methodology adopted in this study utilized Amos 26.0 and SPSS 25.0 to analyze data obtained from a sample of 279 female employees in China. Specifically, the study examined the direct impact of FSSB on thriving at work, alongside the mediating influence of work-family balance. Moreover, the research aimed to discern variations in these effects across different generational cohorts. Results: This study highlights the direct impact of FSSB on female employees' thriving at work across different generational cohorts. Notably, the "post-90s" generation displayed the strongest direct effect of FSSB on thriving at work. Additionally, the impact of FSSB on work-family balance varied by generation, with the "post-90s" generation showing the weakest effect. Furthermore, the mediating role of work-family balance differed among generations, with complete mediation observed in the "post-80s" generation but no mediating effect in the "post-90s" generation, reflecting their distinct work-life balance priorities and needs. Discussion: This study uses a generational difference perspective to explore the main and mediating effects of FSSB on thriving at work, enriching the theoretical research on generational differences and providing valuable insights for future research. Practically, organizations should focus on the needs of different generations while encouraging FSSB, fostering a supportive work environment and enhancing outcomes. [ABSTRACT FROM AUTHOR]

Gender inequalities of women working in the popular economy (PE) are often marked by unpaid care tasks, the modality of their economic income and by their educational credentials. This paper studies the case of living and working conditions of women fairground workers belonging to the Movement of Excluded Workers (MTE) of Santiago de Estero (Argentina), with special attention to the impact of covid 19. The methodology applied is qualitative, conducting indepth interviews in July 2022 with 5 women between the ages of 27 and 54 with family and community care burdens, and with a career of more than 5 years in their stalls as fair vendors in Barrio Villa de Carmen and Reconquista of the capital city of Santiago de Estero (Argentina) and linked to the "Potenciar Trabajo" Program. The results confirm the unequal overload of care work borne by women in the popular economy, and that one of their strategies is to form networks of collaborative solidarity in the community. [ABSTRACT FROM AUTHOR]

Using role adjustment/boundary management theory, this paper uncovers the nuances of role-control as underexamined phenomena and the emotional consequences, around working women's conflicts between work and life. Thirty-four semi-structured interviews around 210 captured photographs, enabled active, participant-led, and collaborative data collection leading to in-depth, detailed, and rich insights of women's experiences. Findings revealed that woman applied various types of role-control negotiations (role-integration; segregation), through different individualised/organisational means. Individualised role-control enabled protection of work through temporal (creating space at different daily-times) and contingent (resource-access) solutions, with negative emotional consequences. Alternatively, role-control accessed through HR organizational policies, underpinned decision-choice and psychological factors (e.g., [un]willingness) based on women's flexibility in separating from work, for family and personal-time, with also positive emotional consequences. The paper serves an awareness-raising purpose for HR/workplaces, of the not-so-obvious work-life conflict pressures facing women and the need for greater organisational-wide transparency/management awareness of women's nonwork role-conflict consequences and requirements. [ABSTRACT FROM AUTHOR]

Background: Middle-aged working women represent most patients attending fertility clinics for in vitro fertilization (IVF) treatment. In this study, we aimed to identify the association of women's working status with clinical pregnancy and miscarriage in the first trimester after IVF treatment. Materials and Methods: In this single-centre cross-sectional study at a private clinic in Kazakhstan, we reviewed electronic medical records of all IVF with intracytoplasmic sperm injection (ICSI) and fresh embryo transfer (ET) cycles from January 2018 to December 2019 (n=654). 300 cycles in patients with normal ovarian reserve and registered working status of a female partner in the medical records were selected for the analysis. The study's primary outcome measures were clinical pregnancy rates and clinical miscarriage in the first trimester. Results: 204 women were employed, while 96 were not employed before the start of treatment. The mean age of all patients was 32.2 ± 4.8 years, ranging from 23 to 46 years. Two-thirds of working women had office-based occupations employed as doctors, school and university teachers, accountants, clerks, and managers. One-third of the study participants had manual labor jobs, including service positions and plant workers. There was no association between women's working status and clinical pregnancy rate adjusted for age, antral follicle count, history of pelvic adhesiolysis, and embryo development stage at embryo transfer. However, working women had almost five times the risk of the first trimester miscarriage compared to non-working women [adjusted odds ratio (aOR) 4.56, 95% confidence interval (CI): 0.52 to 4.96] adjusted for age and number of retrieved oocytes. Conclusion: Women who work before commencing IVF treatment can be reassured of having equal chances of conception following the treatment compared to non-working women. The observed risk of first trimester miscarriage in working women necessitates further research before drawing any conclusions from medical and public health points. [ABSTRACT FROM AUTHOR]

Over the COVID-19 pandemic, the impact of enduring mental health on healthcare workers has become increasingly evident. This review focuses on post-pandemic mental health challenges faced by healthcare personnel in Latin America. This highlights the persistent burden on healthcare workers, especially women, which is exacerbated by economic disparities, inadequacies in the healthcare system, and ongoing occupational stressors. Our literature review, utilizing databases such as PubMed, Scopus, and Google Scholar, scrutinized the mental health status of healthcare professionals in the region after the pandemic's peak. The analysis indicated sustained levels of psychological distress, with frontline workers and women continuing to be affected disproportionately. These findings emphasize the urgent need for personalized interventions to effectively address the complex mental health challenges in this context. This review advocates strategic interventions, including tailored psychological support, innovative diagnostics, and technological solutions, integrated into patient-centered care models. Such approaches aim to enhance the mental resilience and overall well-being of healthcare professionals across Latin America in the post-COVID era. [ABSTRACT FROM AUTHOR]

The expansion of wildlife ranching has been broadly linked to conservation benefits, job creation, and economic contributions. However, a more nuanced understanding of the socioeconomic contributions of wildlife ranching accounting for the enterprise diversity in the sector remains a major limitation to assessing its potential to contribute to sustainable development. We assessed several important socioeconomic contributions of diverse wildlife‐based business models, defined by their main revenue‐generating activities, within the South African wildlife ranching industry, and the financial viability of these models. Owners and managers of privately‐owned wildlife ranches and conventional agricultural farms (for comparative purposes) were interviewed in the Eastern Cape (112 ranches; 24 farms) and Limpopo provinces (152 ranches; 4 farms). We used a hierarchical clustering analysis to delineate six wildlife ranching business models. These included three more specialized models: ecotourism, trophy hunting, and wildlife breeding, and three more mixed models: mixed hunting (i.e., both meat and trophy hunting), mixed wildlife‐agriculture, and trophy hunting‐game meat. In general, ecotourism‐focused ranches employed more people in total and per hectare (median = 23 jobs; 0.008/ha), and a higher proportion of women and skilled employees (41% and 45% of employees, respectively) than the other ranching models (median = 7–21 jobs; 0.002–0.005/ha) and conventional agriculture (median = 12 jobs; 0.004/ha). Trophy hunting‐focused ranches employed the second highest number of people per hectare (0.006) although on average, a third of these jobs were seasonal. Trophy hunting ranches tended to be more profitable (median profit margin = 33%) than ecotourism (−10%), wildlife breeding (0%) and mixed‐hunting (12%) ranches, though ecotourism ranches showed very high variability (interquartile range = −32% to 14%). These findings advance our understanding of the distinct socioeconomic contributions of diverse wildlife ranches, which benefits policy discourse and implementation surrounding the industry, promoting improved industry sustainability and inclusive growth. [ABSTRACT FROM AUTHOR]