2018 Student Composers Recital

The 2018 Student Composers Recital features performances of works created by KSU student composers with direction from Composer-in-Residence, Dr. Laurence Sherr.https://digitalcommons.kennesaw.edu/musicprograms/2046/thumbnail.jp

2016 Student Compostition Concert

The School of Music\u27s talented student composers present a concert featuring the students\u27 original composed works performed by a wide variety of ensembles and instrumentation.https://digitalcommons.kennesaw.edu/musicprograms/1032/thumbnail.jp

2017 Student Composers Recital

Kennesaw State University School of Music presents performances of works created by student composers under the supervision of KSU Composer-in-Residence, Dr. Laurence Sherr.https://digitalcommons.kennesaw.edu/musicprograms/1904/thumbnail.jp

Interventions on gender equity in the workplace: a scoping review

Abstract Background Various studies have demonstrated gender disparities in workplace settings and the need for further intervention. This study identifies and examines evidence from randomized controlled trials (RCTs) on interventions examining gender equity in workplace or volunteer settings. An additional aim was to determine whether interventions considered intersection of gender and other variables, including PROGRESS-Plus equity variables (e.g., race/ethnicity). Methods Scoping review conducted using the JBI guide. Literature was searched in MEDLINE, Embase, PsycINFO, CINAHL, Web of Science, ERIC, Index to Legal Periodicals and Books, PAIS Index, Policy Index File, and the Canadian Business & Current Affairs Database from inception to May 9, 2022, with an updated search on October 17, 2022. Results were reported using Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension to scoping reviews (PRISMA-ScR), Sex and Gender Equity in Research (SAGER) guidance, Strengthening the Integration of Intersectionality Theory in Health Inequality Analysis (SIITHIA) checklist, and Guidance for Reporting Involvement of Patients and the Public (GRIPP) version 2 checklist. All employment or volunteer sectors settings were included. Included interventions were designed to promote workplace gender equity that targeted: (a) individuals, (b) organizations, or (c) systems. Any comparator was eligible. Outcomes measures included any gender equity related outcome, whether it was measuring intervention effectiveness (as defined by included studies) or implementation. Data analyses were descriptive in nature. As recommended in the JBI guide to scoping reviews, only high-level content analysis was conducted to categorize the interventions, which were reported using a previously published framework. Results We screened 8855 citations, 803 grey literature sources, and 663 full-text articles, resulting in 24 unique RCTs and one companion report that met inclusion criteria. Most studies (91.7%) failed to report how they established sex or gender. Twenty-three of 24 (95.8%) studies reported at least one PROGRESS-Plus variable: typically sex or gender or occupation. Two RCTs (8.3%) identified a non-binary gender identity. None of the RCTs reported on relationships between gender and other characteristics (e.g., disability, age, etc.). We identified 24 gender equity promoting interventions in the workplace that were evaluated and categorized into one or more of the following themes: (i) quantifying gender impacts; (ii) behavioural or systemic changes; (iii) career flexibility; (iv) increased visibility, recognition, and representation; (v) creating opportunities for development, mentorship, and sponsorship; and (vi) financial support. Of these interventions, 20/24 (83.3%) had positive conclusion statements for their primary outcomes (e.g., improved academic productivity, increased self-esteem) across heterogeneous outcomes. Conclusions There is a paucity of literature on interventions to promote workplace gender equity. While some interventions elicited positive conclusions across a variety of outcomes, standardized outcome measures considering specific contexts and cultures are required. Few PROGRESS-Plus items were reported. Non-binary gender identities and issues related to intersectionality were not adequately considered. Future research should provide consistent and contemporary definitions of gender and sex. Trial registration Open Science Framework https://osf.io/x8yae

Additional file 1 of Interventions on gender equity in the workplace: a scoping review

Additional file 1: Appendix 1. PRISMA ScR Checklist. Appendix 2. SAGER Guidelines. Appendix 3. SIITHIA Checklist. Appendix 4. GRIPP2 Reporting Checklist. Appendix 5. Database Search Strategies. Appendix 6. Grey Literature Sources. Appendix 7. L1 Screening Form for Titles and Abstracts. Appendix 8. L2 Screening Form for Full-Text Articles. Appendix 9. Data Abstraction Form. Appendix 10. Closely Related but Ultimately Excluded Studies. Appendix 11. Participants Characteristics. Appendix 12. Participants Characteristics. Appendix 13. PROGRESS Plus Table. Appendix 14. Definitions of Gender and Sex. Appendix 15. Intervention Characteristics. Appendix 16. Details of Intervention Outcomes and Results. Appendix 17. Outcomes Examined in Included Studies. Appendix 18. Patient Partner Lay Summary