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The article presents an interview with Laura M. Benson, secretary of the board of directors for the Oncology Nursing Society (ONS). She mentions that she studied at the Saint Elizabeth Hospital School of Nursing in Utica, New York. She states that she appreciates the flexibility and opportunities in oncology nursing. She says that her relationships with family and friends are her most treasured possession.

The article profiles Laura Benson, Secretary of the Oncology Nursing Society (ONS). She started her career on a medical unit at the Albert Einstein College of Medicine in the Bronx, New York. In the early 1980s, her unit was designated as the oncology unit, and, for her, there has been no looking back. Central to her success in oncology nursing has been her participation in ONS. She joined an ONS chapter close to her home and began attending meetings. It was a good experience, but she really became involved when she started attending chapter meetings near where she went to school.

Objective:This paper describes gender-related trends within clinical neuropsychology, based primarily on recurrent practice surveys within the specialty and, to a lesser extent, job-related information from medical specialties and the general U.S. labor market.Method:Chronological and cross-sectional analyses of professional practice survey data from 2005, 2010, and 2015 relevant to gender. As is common with survey data, descriptive analysis and independent samplest-tests were conducted. Longitudinal data allowed for examination of gender trends, as well as observations of change and stability of factors associated with gender, over time.Results:Women have become dominant in number in clinical neuropsychology, and also comprise a vast majority of practitioners entering the specialty. Gender differences are noted in professional identity, work status, work settings, types of career satisfaction, and retirement expectations. Women are more likely to identify work environment and personal/family obstacles to aspects of career satisfaction. A gender pay gap was found at all time points and is not narrowing. As is true nationally, multiple factors appear related to the gender pay gap in clinical neuropsychology.Conclusions:Women in neuropsychology are now dominant in number, and their presence is strongly associated with specific practice patterns, such as greater institutional employment, less involvement in forensic practice, and strong involvement in pediatric practice, which may be maintaining the sizeable gender pay gap in neuropsychology. As the proportion of women neuropsychologists continues to increase, flexible work hours, and alternative means of remuneration may be needed to offset current disproportionate family-related responsibilities. [ABSTRACT FROM AUTHOR]

The Future of Nursing 2020-2030: Charting a Path to Achieve Health Equity states that nurses have a critical role to play in achieving the goal of health equity, but they need robust education, supportive work environments, and autonomy. The report goes on the say: "The ultimate goal is the achievement of health equity in the United States built on strengthened nursing capacity and expertise." Nurses represent the largest segment of the healthcare workforce, are considered the most trustworthy of all professions and play an invaluable role on the frontlines of care in our schools, hospitals, community health centers, long-term care facilities, and other places. Their perspective and influence must be felt more at decision-making tables. The Nurses on Boards Coalition's (NOBC) mission is to "improve the health of communities and the nation through the service of nurses on boards and other bodies". Building healthier communities in America requires the involvement of more nurses on corporate, health-related, and other boards, panels, and commissions. NOBC is committed to increasing nurses' presence and influence. In 2020, the Coalition registered more than 10,000 nurses serving on boards. There is now a focus on measuring the impact of nurses serving in board roles. A simultaneous goal is to help provide the opportunity for nurses education and advancement in leadership roles, by providing resources, identifying new opportunities, and facilitating mentorship of nurses on all levels of the experience spectrum. To that end both a Board Competency Model and Board Readiness Model have been developed and available to help guide nurses toward their leadership goals. As written in the Future of Nursing 2020-2030 report (recommendation #6) "All public and private health care systems should incorporate nursing expertise in designing, generating, analyzing, and applying data to support initiatives focused on social determinants of health and health equity using diverse digital platforms, artificial intelligence, and other innovative technologies." There is a call to action for all nurses to serve in leadership roles at every level of the spectrum. NOBC and our 25 plus member organizations want to provide all nurses with the tools and opportunities they require to improve the health of the nation. [ABSTRACT FROM AUTHOR]

Objective: The current survey updated professional practice and income information pertaining to clinical neuropsychology.Methods:Doctoral-level members of the American Academy of Clinical Neuropsychology, Division 40 (Clinical Neuropsychology) of the American Psychological Association, and the National Academy of Neuropsychology and other neuropsychologists, as well as postdoctoral trainees in the Association of Postdoctoral Programs in Clinical Neuropsychology and at other training sites were invited to participate in a web-based survey in early 2015. The sample of 1777 respondents, of whom 1579 were doctoral-level practitioners and 198 were postdoctoral trainees, was larger than the prior 2010 income and practice survey.Results: The substantial proportional change in gender has continued, with women now a clear majority in the postdoctoral trainee sample as well as in the practitioner sample. Dissimilar from the median age trajectory of American Psychological Association members, the median age of clinical neuropsychologists remains essentially unchanged since 1989, indicating a substantial annual influx of young neuropsychologists. The question of whether the Houston Conference training model has become an important influence in the specialty can now be considered settled in the affirmative among postdoctoral trainees and practitioners. Testing assistant usage remains commonplace, and continues to be more common in institutions. The vast majority of clinical neuropsychologists work full-time and very few are unemployed and seeking employment. The numbers of neuropsychologists planning to retire in the coming 5–10 years do not suggest a “baby boomer” effect or an unexpected bolus of planned retirements in the next 10 years that would be large enough to be worrisome. Average length of time reported for evaluations appears to be increasing across time. The most common factors affecting evaluation length were identified, with the top three being: (1) goal of evaluation, (2) stamina/health of examinee, and (3) age of examinee. Pediatric specialists remain more likely than others to work part-time, more likely to work in institutions, report lower incomes than respondents with a lifespan professional identity, and are far more likely to be women. Incomes continue to vary considerably by years of clinical practice, work setting, amount of forensic practice, state, and region of country. Neurologists are the number one referral source in institutions and in private practice, as well as for pediatric, adult, and lifespan practitioners. Learning disability is no longer among the top five conditions seen by pediatric neuropsychologists; traumatic brain injury and seizure disorder are common reasons for clinical evaluations at all age ranges. There is a continued increase in forensic practice and a clear consensus on the use of validity testing. There is a substantial interest in subspecialization board certification, with the greatest interest evident among postdoctoral trainees. Income satisfaction, job satisfaction, and work–life balance satisfaction are higher for men. Job satisfaction varies across general work setting and across age range of practice. Work–life balance satisfaction is moderately correlated with income satisfaction and job satisfaction. Again in this five-year interval survey, a substantial majority of respondents reported increased incomes, despite experiencing substantial negative practice effects related to changes in the US health care system. Numerous breakdowns related to income and professional activities are provided.Conclusions:Professional practice survey information continues to provide valuable perspectives regarding consistency and change in the activities, beliefs, and incomes of US clinical neuropsychologists. [ABSTRACT FROM AUTHOR]