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Many companies in different industrial sectors are exploring alternative work schedules to deal with diverse problems associated with shiftwork. The use of extended workday schedules (regular shift lengths exceeding 8 h with compressed workweeks) is attracting growing interest in many industries that use continuous operations. To address concerns regarding possible fatigue effects on safety and work performance associated with such schedules, the U.S. Bureau of Mines conducted a two-phase study at an underground metal mine in western Canada. Data were collected before and after a group of workers employed at the mine changed from an 8- to a 12-h schedule. Results indicate nearly unanimous acceptance and improved sleep quality associated with the new schedule. In general, fatigue-sensitive behavioral and physiological performance measures show either no change or improvement with 12-h shifts. We conclude that the extended workday schedule should be retained but periodically reevaluated.

Background and Objectives: To understand the challenges and facilitators of a successful academic neurology research career broadly and to identify gender-based disparities specifically., Methods: In 2019, participants self-identifying as researchers, preregistered for the American Academy of Neurology (AAN) Annual Meeting, ≥7 years out of residency, and authors of ≥1 AAN meeting abstract submission (2006-2009) were selected to participate in the qualitative study (purposeful sampling strategy). To increase diversity, 15 participants were invited by members involved in the AAN until interviews were complete. The AAN at the time of the study asked gender using sex-based terms. Participants were asked predetermined and open-ended questions. Themes were generated using a flexible coding methodology., Results: Sixty neurologists (31 women, 29 men) participated in the focus groups and individual interviews. Six predetermined domains relevant to a successful neurology research career were explored: success definitions, facilitators, barriers, biases and harassment, mitigation strategies, and participant recommendations. Gender-based differences were noted during discussions focused on barriers and biases and harassment. Lack of women mentors, under-representation of women in senior faculty positions, and competing responsibilities when children are young were identified as barriers to women's success. Participants acknowledged that known gender disparities in compensation, academic promotion, and publications disproportionately affect women. Women shared more experiences of bias and harassment. Some men felt that gender-based biases were minimal to nonexistent. Participants shared their recommendations on ways to mitigate gender disparities and pursue a neurology research career. Leadership involvement locally and nationally in advocating and implementing change outside academic institutions was also mentioned as being valuable., Discussion: Our findings may not be generalizable to academic neurologists outside the United States. Women academic neurology researchers experienced disparities across several domains affecting success: lower compensation, fewer women mentors, bias, and harassment. Women are less likely to be promoted, have less research success, and job satisfaction. Shared experiences of bias and harassment among women neurology researchers indicate continuing opportunity for education among departments and colleagues for preventive measures. These qualitative results indicate gender disparities among US-based neurology researchers and highlight the importance of the continued need to work toward equality and equity in disparate gender-related issues in the careers of neurology researchers.