Women, work and the menopause: releasing the potential of older professional women

Explores the experiences of menopause for professional women as part of a broader appreciation of health and well-being in later life. Executive summary This report presents the key findings and recommendations of a research project entitled Women, Work and the Menopause: Releasing the Potential of Older Professional Women. Menopause is a ‘silent issue’ for most organisations, and older women represent a group whose working lives, experiences and aspirations are poorly understood by employers, national governments and academic researchers alike. This is highly unfortunate given that women aged 45 years and over comprise 17% of the ageing Australian workforce, meaning that over one million working women are currently going through, or have already gone through, the menopause. The broad aim of this project was therefore to examine the occupational health and well-being of older women, with a particular emphasis on understanding women’s experiences of menopause at work. More specifically, the project set out to generate insights on five key areas: 1. Older women’s health and well-being; 2. The relationship between menopause-related symptoms and four specific work outcomes (work engagement, job satisfaction, organisational commitment, intention to quit); 3. Actual and desired levels of organisational support for women experiencing menopause; 4. Work-related and organisational factors that exacerbate or ameliorate women’s experiences of menopause in the workplace; and 5. Women’s first-hand experiences, beliefs and attitudes towards menopause at work. Data collection took place between November 2013 and March 2014 via two parallel research studies. The first study consisted of an online survey (herein referred to as WAW – Women at Work Survey) of 839 women (age range 40-75 years; average age 51.3 years) employed in academic, administrative and executive roles at three Australian universities. The second study (herein referred to as Prime – The Prime Project) involved 48 qualitative interviews with academic and administrative staff members at two Australian universities. The study identified the following key findings: All age groups reported average to good mental and physical health. While self-reported physical health deteriorated with age, mental health appeared to improve with age (60+ year olds reported better mental health than 40-49 and 50-59 year olds). Among administrative and executive staff, women aged 40-49 years reported greater intention to quit their jobs than their older colleagues (50-59 years and 60+ years old). The interview study was marked by an overwhelming sense that ‘women just get on with it’. This theme captured many inter-related aspects of women’s experiences of mid-life in general (e.g., of juggling demanding and multiple work and care-giving roles) and underlined the considerable, and often unacknowledged, resilience of older professional women. Peri-women currently experiencing the menopause most frequently experienced the following symptoms associated with menopause (in descending order of prevalence): sleep disturbance, headaches, weakness or fatigue, loss of sexual desire, anxiety, memory loss, pain in bone joints, and hot flushes. None of the measured work outcomes differed by menstrual status. However, the more frequently women reported experiencing menopause-related symptoms and the more bothersome the symptoms were, the less engaged they felt at work, less satisfied with their job, the greater their intention to quit their job and the lower their commitment to the organisation. The interview findings, however, suggested that it is difficult to attribute many symptoms simply to menopause. Symptoms can also be associated with ageing and ‘the time of life’ more generally, or the occupational impact of the working environment, such as stress (notably associated with organisational change and work intensification). Negative organisational and managerial messages about older women had a significant impact on how engaged, and how included, women felt at work. There was evidence of gendered ageism, with many women only feeling able to talk informally to other close female colleagues and friends about their menopausal experiences. Organisational sub-cultures were also found to have a significant influence on women’s experience of menopause at work, creating particular demands on women to ‘fit in’ and to manage expectations and workplace identities that assumed an ‘unproblematic body’. Work-related and organisational factors played important roles in ameliorating or exacerbating women’s experience of menopause at work. Temperature control over their immediate environment was important, as was the exacerbating impact of the increasingly sedentary nature of work that might intensify menopausal-related symptoms. However, paid employment also held positive benefits for some women, ameliorating their symptoms and providing an environment in which to develop and blossom as strong, independent and energetic employees. The flexibility of working arrangements (notably in respect of work time) was a particular characteristic that benefited (menopausal) women. Both the survey and the interviews pointed to a lack of menopause-specific support or information in their organisational settings. Many were unsure whether line managers were given training in awareness of the menopause in the workplace. While organisations should provide information, there were varying views about whether organisations should or could introduce menopause-specific policies, or whether that would only serve to marginalise or problematise older workers. While women did not want formal management or ‘intervention’ of the menopause, organisational understanding and support was deemed to be important and part of a broader message as to whether older women were welcome in the workplace or not. This report proposes a number of recommendations related to Occupational Health and Safety (OH&S) and Human Resources (HR) Management, and emphasises the role of general organisational processes, policies and professional bodies in initiating change. To plan for improved working conditions for older women now, is to ensure that organisations will reap future rewards by acknowledging and investing in this reliable, loyal, committed and resilient segment of the workforce. &nbsp

Variables : what are they and why are they important?

Includes bibliographical references.As a student in MATH 412 last semester, I encountered literature that suggested Algebra I students’ difficulty with that subject stemmed from their misconceptions concerning the concept of variable. Indeed, the transition from junior high school to high school mathematics is challenging enough and these things that we call variables truly form the base from which the concepts of Algebra develop. A variable can be identified as a special type of mapping, from a set of objects onto a number system. This mapping is based upon the measurement of some characteristic of the objects. Frequently, a variable is not named using a word or a phrase, but rather with an abstract symbol (i.e. a letter). Most of the Algebra textbooks I have examined have defined a variable as a letter that stands for a number. This seemingly simplistic treatment of the concept of variable may form the basis for why students’ understanding of variables is too narrow.B.S. (Bachelor of Science

Establishment and functions of DNA methylation in the germline.

Epigenetic modifications established during gametogenesis regulate transcription and other nuclear processes in gametes, but also have influences in the zygote, embryo and postnatal life. This is best understood for DNA methylation which, established at discrete regions of the oocyte and sperm genomes, governs genomic imprinting. In this review, we describe how imprinting has informed our understanding of de novo DNA methylation mechanisms, highlight how recent genome-wide profiling studies have provided unprecedented insights into establishment of the sperm and oocyte methylomes and consider the fate and function of gametic methylation and other epigenetic modifications after fertilization

The Region Specific Influence of Estradiol on In-Vivo Lipolysis in Subcutaneous Adipose Tissue in Overweight-to-Moderately-Obese Premenopausal Women

Premenopausal women demonstrate preferential accumulation of adiposity in the gynoid region, a distribution which shifts towards the abdominal region after the menopausal transition. Although estrogen is implicated as a major player in determining body fat distribution the mechanisms behind estrogenic action(s) in adipose tissue of women are still unclear. The global aim of this project was to determine if local estrogen influences regional adiposity in premenopausal women. Specifically, we investigated the influence of local estradiol on adipose tissue lipolysis as well as estrogen receptor content and adipocyte size in abdominal and gluteal subcutaneous adipose tissue of overweight-to-moderately-obese premenopausal women.    Eighteen overweight-to-moderately-obese Caucasian (CA, n=9) and African American (AA, n=9) women were recruited. Between 15 and 17 of these women took part in each of the three studies. We found the influence of estradiol on lipolysis to be adipose tissue depot specific and treatment dependent, with estradiol perfusion blunting the response to lipolytic stimulation under some conditions while potentiating this response in others. Furthermore, we found differences in abdominal and gluteal estrogen receptor alpha and estrogen receptor beta protein content, potentially revealing region specific actions of estrogen through these estrogen receptors in adipose tissue. Finally, we found racial differences in adipose tissue morphology, as indicated by variations in adipocyte diameter populations in CA and AA women (higher proportion of medium size adipocytes in abdominal and gluteal subcutaneous adipose tissue of CA and higher proportion of small adipocytes in gluteal region of AA) which could underlie the increased chronic disease risk in AA compared to CA women for a given body mass index (BMI).   Our findings indicate depot specific influence of estradiol on lipid mobilization may play a role in the predominant gluteal-femoral body fat distribution of premenopausal women. It is possible that depot specific effects of estradiol may be a result of regional differences in estrogen receptor content. Racial divergence in adipocyte morphology is an adipose tissue characteristic potentially underlying differing disease risk between CA and AA women of similar BMI. The integration of these results provides insight towards a more complete understanding of regional adiposity in overweight-to-obese premenopausal women, but future studies must be conducted to uncover the interaction between estrogen receptor content and local estrogen action as well as the direct physiological consequences of these findings.  Ph.D

A preferred vision for administering elementary schools : a reflective essay

Administration is a word cluttered with connotative and denotative thoughts for each individual. When attached to the word education, it brings on another layer of detail and philosophical purpose. Obviously those of us involved in education have laid down the first belief that is essential to our jobs. That being the desire and the motivation to mold and educate our nation\u27s youth. We believe we will make a difference in children\u27s lives. An important and positive impact toward the education of our youth should and will remain the focus for administrators, for without children, we would have no purpose. However, that in and of itself is not enough for the administrator. He or she has a desire and demand to do more and be more. Those roles and beliefs are the object of this narrative

Women’s health in/and work: menopause as an intersectional experience

This paper employs an intersectional lens to explore menopausal experiences of women working in the higher education and healthcare sectors in Australia. Open-text responses from surveys across three universities and three healthcare settings were subject to a multistage qualitative data analysis. The findings explore three aspects of menopause experience that required women to contend with a constellation of aged, gendered and ableist dynamics and normative parameters of labor market participation. Reflecting on the findings, the paper articulates the challenges of menopause as issues of workplace inequality that are rendered visible through an intersectional lens. The paper holds a range of implications for how to best support women going through menopause at work. It emphasizes the need for approaches to tackle embedded and more complex modes of inequality that impact working women’s menopause, and ensure that workforce policy both protects and supports menopausal women experiencing intersectional disadvantage

Імпакт-фактори наукових журналів та індекси цитування вчених: проблеми точності, моралі, етики та можливості використання

Показано всебічно позитиви та негативи оцінки наукової діяльності за допомогою імпакт-факторів наукових журналів та індексів цитування вчених. Дано огляд дискусій західних вчених щодо цього.Показаны всесторонне позитивы и негативы оценки научной деятельности с помощью импакт-факторов научных журналов и индексов цитирования ученых. Дан обзор дискуссий западных ученых относительно этого.The author examines positive and negative implications of the R&D performance evaluation by use of impact-factors of scientific journals and citation indices of scientists, and reviews the debate among Western scientists about it

Prospectus, February 7, 2008

https://spark.parkland.edu/prospectus_2008/1002/thumbnail.jp