Understanding the Support Needs of Minority Women with Heart Disease

Background. Cardiovascular disease (CVD) affects minority women disproportionately. WomenHeart: The National Coalition for Women with Heart Disease sought to determine effective ways to support non-Caucasian women with CVD. We surveyed women of color living with CVD to understand their unique CVD-related support needs. Methods. 514 non-white women (100 Hispanic, 180 African American, 104 Asian, 107 Indigenous, 23 multiracial) with CVD from 46 states responded to a 55-question survey (online/telephone, English/Spanish) 8/28/15 through 9/11/15. Results. Among respondents not currently attending support groups, 80% were interested in attending support groups. Of WomenHeart services, respondents were most interested in online message boards. Among new services, respondents were most interested in a support group with a medical expert facilitator. Women with tachycardia wanted a support group with others with the same condition. Those with cardiomyopathy preferred to meet most frequently. Respondents most preferred a monthly support group with flexible membership. Community venues were the most popular location for support groups. Indigenous populations had the lowest CVD knowledge and self-efficacy levels, were most likely to prefer a support group with women of their own race, and wished to meet with their groups most frequently. Multiracial women were most likely to have never been told about clinical trials and were least interested in support groups. Hispanics had the least social support. Conclusions. Minority women with CVD indicated interest in support groups. They may benefit from referrals to tailored support group types, including online platforms facilitated by medical experts, and to cardiac rehabilitation and clinical trials

The Value of Protocol Biopsies to Identify Patients With De Novo Donorâ Specific Antibody at High Risk for Allograft Loss

Peer Reviewedhttps://deepblue.lib.umich.edu/bitstream/2027.42/137430/1/ajt14161_am.pdfhttps://deepblue.lib.umich.edu/bitstream/2027.42/137430/2/ajt14161-sup-0001-TableS1.pdfhttps://deepblue.lib.umich.edu/bitstream/2027.42/137430/3/ajt14161.pd

Factors at de novo donorâ specific antibody initial detection associated with allograft loss: a multicenter study

Peer Reviewedhttps://deepblue.lib.umich.edu/bitstream/2027.42/149234/1/tri13395-sup-0001-FigS1.pdfhttps://deepblue.lib.umich.edu/bitstream/2027.42/149234/2/tri13395_am.pdfhttps://deepblue.lib.umich.edu/bitstream/2027.42/149234/3/tri13395.pd

Can being gay provide a boost in the hiring process? Maybe if the boss is female

Purpose – The purpose of this study was to investigate whether men and women differentially prefer hiring gay and lesbian job applicants relative to equally qualified heterosexual job applicants. Design/methodology/approach – Data were collected from two samples of non-student participants. Each participant evaluated the perceived hirability of an ostensibly real job applicant by reviewing the applicant’s resume. In reality, all participants were randomly assigned to evaluate the same fictitious resume that differed only in the gender and sexual orientation of the applicant. Findings – We find that men perceived gay and lesbian job applicants as less hirable, while women perceived gay and lesbian job applicants as more hirable than heterosexual job applicants. Additionally, we show perceptions of hirability are mediated by perceptions of gay and lesbian job applicants’ competence. Implications – These results show that bias against gays and lesbians is much more nuanced than previous work suggests. One implication is that placing more women in selection roles within organizations could be a catalyst for the inclusion of gay and lesbian employees. Additionally, these results could influence when and how gays and lesbians disclose their gay identities at work. Originality/value –These studies are the first to identify a positive bias in favor of gay and lesbian job applicants. As attitudes toward gays and lesbians become more positive, results like these are important to document as they signal a shift in intergroup relations. These results will also help managers and organizations design selection processes to minimize bias towards applicants. Keywords: gender, sexual orientation, selection, bia

Police officers and post traumatic stress disorder: discussing the deficit in research, identification and prevention in England and Wales

This article will review available literature regarding Post Traumatic Stress Disorder (PTSD) within policing in England and Wales, with a particular focus on its early identification and prevention. An overview of PTSD will be given as well as an exploration of why police officers are potentially more susceptible to this mental health condition compared to other members of society. Key factors in the early identification and prevention of PTSD will be outlined, with a focus on crisis intervention techniques which have been subject to considerable academic study. There is limited research available from England and Wales that looks specifically at PTSD in policing, this research deficit will be highlighted and key areas of research which need to be explored further will be given so that this problem can be both identified and prevented in officers

Local public health workers' perceptions toward responding to an influenza pandemic

BACKGROUND: Current national preparedness plans require local health departments to play an integral role in responding to an influenza pandemic, a major public health threat that the World Health Organization has described as "inevitable and possibly imminent". To understand local public health workers' perceptions toward pandemic influenza response, we surveyed 308 employees at three health departments in Maryland from March – July 2005, on factors that may influence their ability and willingness to report to duty in such an event. RESULTS: The data suggest that nearly half of the local health department workers are likely not to report to duty during a pandemic. The stated likelihood of reporting to duty was significantly greater for clinical (Multivariate OR: 2.5; CI 1.3–4.7) than technical and support staff, and perception of the importance of one's role in the agency's overall response was the single most influential factor associated with willingness to report (Multivariate OR: 9.5; CI 4.6–19.9). CONCLUSION: The perceived risk among public health workers was shown to be associated with several factors peripheral to the actual hazard of this event. These risk perception modifiers and the knowledge gaps identified serve as barriers to pandemic influenza response and must be specifically addressed to enable effective local public health response to this significant threat