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1
Naff, Katherine C., und J. Edward Kellough. „Ensuring Employment Equity: Are Federal Diversity Programs Making a Difference?“ International Journal of Public Administration 26, Nr. 12 (Oktober 2003): 1307–36. http://dx.doi.org/10.1081/pad-120024399.
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Agócs, Carol, und Catherine Burr. „Employment equity, affirmative action and managing diversity: assessing the differences“. International Journal of Manpower 17, Nr. 4/5 (Juni 1996): 30–45. http://dx.doi.org/10.1108/01437729610127668.
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DeWitt, William S., Paul Lindau, Ryan O. Emerson, Anna Sherwood, David Williamson, Mark J. Rieder, Moon Chung, Christopher S. Carlson und Harlan Robins. „Assessing B Lymphocyte Clonal Diversity, Expansion, and Convergent Evolution By High-Throughput Sequencing Of Rearranged IGH Segments From Naïve and Memory Repertoires“. Blood 122, Nr. 21 (15.11.2013): 1045. http://dx.doi.org/10.1182/blood.v122.21.1045.1045.
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Abstract Diversity in B lymphocyte antigen specificity, necessary for effective adaptive immunity, arises from structural diversity of the B cell receptor generated by random somatic rearrangement of the immunoglobin heavy (IgH) and light chain loci during lymphocyte development. Antigen-experienced (memory) B cells are stimulated to proliferate upon successful binding of antigen, whereas the extent to which unexperienced (naïve) cells proliferate, if it all, is unclear. During memory clonal expansion, daughter cells undergo somatic hypermutation, which introduces random single nucleotide variants to the rearranged gene segments, selectively optimizing antigen affinity. Among memory B cells that express identical receptor proteins, the extent to which the cells are identical by descent, or rather have convergently evolved from different naïve clones to the same specificity, is also unknown. We performed high-throughput sequencing of rearranged IgH gene segments for B cells sorted into memory (CD19+, CD27+) and naïve (CD19+, CD27-,IgM+, IgD+) samples (∼5 million cells each) from each of three adults. Each sample was split among 188 libraries for multiplex PCR amplification of IgH sequences at ∼10x coverage, allowing us to estimate clonal abundance by measuring the number of libraries occupied by each sequence. Using a maximum entropy inverse model, all three memory samples evince three distinct subpopulations, corresponding to memory cell types of differing abundance. Data from naïve samples suggest extreme diversity with more than 98% of clones occupying one library (i.e., almost surely present in only one cell in the starting material). A measure-theoretic upper bound on mean clone abundance in the naive repertoire was computed based on Monte Carlo simulation, indicating that naïve B cells typically undergo little, if any, expansion. Additionally, somatic hypermutation in the memory samples was investigated to detect convergent evolution of distinct naïve B cell clones toward common amino acid sequence (hence common antigen specificity) in the memory B cell compartment. Disclosures: DeWitt: Adaptive Biotechnologies: Employment, Equity Ownership. Emerson:Adaptive Biotechnologies: Employment, Equity Ownership. Sherwood:Adaptive Biotechnologies: Employment, Equity Ownership. Williamson:Adaptive Biotechnologies: Employment, Equity Ownership. Rieder:Adaptive Biotechnologies: Employment, Equity Ownership. Chung:Adaptive Biotechnologies: Employment, Equity Ownership. Carlson:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties. Robins:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties.
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Strachan, Glenda, John Burgess und Anne Sullivan. „Affirmative action or managing diversity: what is the future of equal opportunity policies in organisations?“ Women in Management Review 19, Nr. 4 (01.06.2004): 196–204. http://dx.doi.org/10.1108/09649420410541263.
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Equal employment opportunity policies were introduced in Australia in the 1980s in response to women's disadvantaged workforce position. Australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action. Throughout the 1990s there has been a policy shift away from collectivism towards individualism, and away from externally driven social programmes at the workplace towards managerialist driven social programmes. The main process for implementing progressive and inclusive equity programmes at the workplace is through human resource management policies that link employment diversity to organisational objectives (for example, productivity and profitability). Programmes titled “Managing diversity” have been introduced into some organisations, and today there are a variety of approaches towards equity policies in Australian organisations. The article proposes that a distinctive Australian version of managing diversity will develop in some organisations based on the prior national legislative framework.
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Human, Linda. „Discrimination and Equality in the Workplace: Defining Affirmative Action and its Role and Limitations*“. International Journal of Discrimination and the Law 2, Nr. 1-2 (Dezember 1996): 23–37. http://dx.doi.org/10.1177/135822919600200203.
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The objective of this contribution is to present an overview of what legislation relating to employment equity might look like and how such legislation could be implemented in practice. Areas covered include an attempt to clarify the confusion between concepts such as affirmative action; employment equity and managing diversity; a definition of affirmative action; the kinds of legislative requirements arising from such a definition and the practical implementation thereof.
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Wayland, Sarah V. „Book Review: Selling Diversity: Immigration, Multicultural-ism, Employment Equity, and Globalization“. International Migration Review 37, Nr. 4 (Dezember 2003): 1318–19. http://dx.doi.org/10.1111/j.1747-7379.2003.tb00180.xm.
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Hood, James Larry. „Identity Politics within Kentucky’s Civil Service and the Growth of the Bureaucratic State“. Journal of Policy History 36, Nr. 3 (Juli 2024): 324–41. http://dx.doi.org/10.1017/s0898030623000325.
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AbstractFor five decades now the various levels of government in the United States, through the use of affirmative action and diversity policies, have sought a more racially and gender-wise equitable society with respect to equal employment opportunity. Governments established hiring goals for women and racial minorities. Goals became quotas as state and local governments (and private employers) that were dependent on federal money made certain that goals produced desired results by preferring people based on their race or gender. This article is a case study of how the Commonwealth’s welfare cabinet over two decades ago used long-standing civil service regulations and policies to pursue preferential employment practices while conterminously pursuing greater societal equity by reducing governmental oversight of welfare programs. All this foreshadowed President Biden’s iteration of affirmative action—federal equity directives regarding employment preferences and greater conditions of equality. After the events described herein, Democratic Kentucky transformed itself into a Republican state.
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Rieder, Mark J., David Williamson, Anna Sherwood, Ryan O. Emerson, Cindy Desmarais, Moon Chung, Harlan Robins und Christopher S. Carlson. „Frequency Of Gene Usage and Copy Number Variation Within The Rearranged Immunoglobin Heavy-Chain Variable Locus Based On Immune Repertoire Sequencing“. Blood 122, Nr. 21 (15.11.2013): 3486. http://dx.doi.org/10.1182/blood.v122.21.3486.3486.
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Abstract The human adaptive immune system is composed of both B and T cells that undergo somatic recombination at specific loci to create rearrangements of Variable (V), Diversity (D) and Joining (J) gene segments. For the B-cell immunoglobin receptor heavy-chain (IGH), the CDR3 regions are defined by the VDJ gene segments and nucleotide insertions/deletions at these junctions that create the vast sequence diversity of the IGH repertoire. Characterizing the germline DNA in these regions is impeded by the high sequence similarity between gene segments, mutation and copy-number variation (i.e. large insertions/deletions). Currently, there is a fundamental lack of information about the baseline IGH immune repertoire V gene usage and diversity within healthy human controls. To provide an estimate of this, we sequenced functionally recombined gene segments to infer the underlying gene structure. From a set of 132 healthy controls we sorted C19+/CD27+ B-cells from whole blood and amplified genomic DNA using a highly multiplexed PCR assay that targeted the rearranged IGH receptor locus. Following DNA sequencing and data processing to assign V, D and J gene families and names, we examined the usage frequency of IGHV gene segments across all individuals. We found that of the 98 V gene segments only 56 (57%) were used at a frequency > 0.1%, and ∼10 showed little to no usage (present in<1% of individuals). This data also allowed us to identify two IGHV genes currently annotated as orphons (pseudogenes assigned to an alternate chromosomal location) that had unambiguous functional usage (IGHV4/OR15-8; IGHV3/OR16-09) and therefore must reside at the IGH locus on chromosome 14. Finally, by taking this functional approach we were able to screen all V gene segments for germline copy-number variation (e.g. large insertion/deletion events encompassing individual genes) by looking for an excess of deletion events or modal changes in gene usage. We confirmed that existence of 12 of 15 previously identified deleted IGHV gene segments. Strong deletion evidence was observed for an additional six IGHV genes (IGHV3-NL1, IGHV3-33, IGHV1-24, IGHV4-04, IGHV3-41, IGHV3-35) and ten with highly likely germline deletion events. These data suggest that functional immune profiling of rearranged immune receptors provides a more robust method of identifying individual structural variation and provides insight into the immune repertoire of healthy controls. Disclosures: Rieder: Adaptive Biotechnologies: Employment, Equity Ownership. Williamson:Adaptive Biotechnologies: Employment, Equity Ownership. Sherwood:Adaptive Biotechnologies: Employment, Equity Ownership. Emerson:Adaptive Biotechnologies: Employment, Equity Ownership. Desmarais:Adaptive Biotechnologies: Employment, Equity Ownership. Chung:Adaptive Biotechnologies: Employment, Equity Ownership. Robins:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties. Carlson:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties.
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Kipang, Shani, und Daniyal Zuberi. „Beyond Face Value: A Policy Analysis of Employment Equity Programs and Reporting in Ontario Public Colleges“. Canadian Journal of Higher Education 48, Nr. 2 (31.08.2018): 169–85. http://dx.doi.org/10.47678/cjhe.v48i2.188078.
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Given their unique pedagogical mandate and structure, Canadian public colleges play a central role in serving groups traditionally under-represented in the post-secondary system. Yet as enrolment from these groups continues to rise, it is unclear to what extent the diversity of student bodies is reflected among faculty. In fact, while issues of faculty diversity and employment equity have gained increasing attention within Canadian universities, they have been largely overlooked within colleges. In an effort to address this gap, we have reviewed the employment equity related policies of Ontario’s five largest publicly funded colleges (otherwise known as Ontario Colleges of Applied Arts and Technology, or OCAATs). With a focus on personnel data collection and recruitment—two policy areas we will argue are particularly underdeveloped in the sector—this paper provides recommendations for future research and priorities for organizational policy development.
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Kipang, Shani, und Daniyal Zuberi. „Beyond Face Value: A Policy Analysis of Employment Equity Programs and Reporting in Ontario Public Colleges“. Articles 48, Nr. 2 (12.03.2019): 169–85. http://dx.doi.org/10.7202/1057109ar.
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Given their unique pedagogical mandate and structure, Canadian public colleges play a central role in serving groups traditionally under-represented in the post-secondary system. Yet as enrolment from these groups continues to rise, it is unclear to what extent the diversity of student bodies is reflected among faculty. In fact, while issues of faculty diversity and employment equity have gained increasing attention within Canadian universities, they have been largely overlooked within colleges. In an effort to address this gap, we have reviewed the employment equity related policies of Ontario’s five largest publicly funded colleges (otherwise known as Ontario Colleges of Applied Arts and Technology, or OCAATs). With a focus on personnel data collection and recruitment—two policy areas we will argue are particularly underdeveloped in the sector—this paper provides recommendations for future research and priorities for organizational policy development.
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Ben Romdhane, Samar, und Alain Babineau. „Beyond Reputation Management: An Auto-Ethnographic Examination of Diversity, Equity, and Inclusion in Canadian Policing“. Societies 13, Nr. 10 (28.09.2023): 216. http://dx.doi.org/10.3390/soc13100216.
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Policing organizations play a vital role in increasing diversity and recruiting individuals from diverse backgrounds. However, they face the challenge of reconciling merit-based hiring with the influence of social capital, necessitating a stronger focus on equity policies. This paper delves into this intricate landscape, leveraging both personal experiences and the framework of employment equity laws. It also draws upon insights gleaned from the Sandhu case to advocate for a holistic approach that encompasses cultural and legal changes to combat the issues surrounding “otherness” within policing. Through a comprehensive exploration of these cases, this paper unravels an intricate tapestry of the challenges faced by policing organizations. It provides valuable insights into nurturing diversity, equity, and inclusion within these entities, addressing issues like othering and racial profiling. This paper underscores the vital importance of public security organizations embracing equity, diversity, and inclusion to better fulfill their mission of serving the communities they protect. By adopting these principles, organizations can improve their effectiveness and make substantial contributions to fostering a more equitable society, transcending the confines of mere reputation management.
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Burns, Ashley Brown, und William Darity. „A BLURRED CASE“. Du Bois Review: Social Science Research on Race 16, Nr. 2 (2019): 341–56. http://dx.doi.org/10.1017/s1742058x19000262.
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AbstractMuch of the pivotal debate concerning the validity of affirmative action is situated in a legal context of defending or challenging claims that there may be broad societal gains from increased diversity. Race-conscious affirmative action policies originally advanced legal sanctions to promote racial equity in the United States. Today, increasingly detached from its historical context, defense or rejection of affirmative action is otherwise upheld to achieve diversity. A “diversity” rationale for affirmative action calls for increasing tolerance of the “other,” reducing negative stereotypes, and moderating prejudice as goals—all objectives that deviate from the former aim of race-targeted inclusion intended to resolve racial discrimination in employment and college admissions. Diversity policy provides a tapered defense for affirmative action, one detached from principles of justice and equity. The current article suggests that, despite the fact that the ostensible benefits of “racial inclusion as diversity” may be the remaining legal prop for affirmative action in the U.S., there is a need to consider whether diversity intrinsically can engender the benefits that affirmative action policy seeks to provide.
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Leck, Joanne D., und David M. Saunders. „Achieving diversity in the workplace: Canada's employment equity act and members of visible minorities“. International Journal of Public Administration 19, Nr. 3 (Januar 1996): 299–321. http://dx.doi.org/10.1080/01900699608525097.
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Mezo, Melinda, Carmen Castaneda, Lilia Weiss, Neil Minton, Damien Hirsch, Christine Renz, Uma Arunagiri et al. „Peripheral Neuropathy (PN) with Immunomodulatory Drugs in Patients with Multiple Myeloma (MM)“. Blood 128, Nr. 22 (02.12.2016): 5677. http://dx.doi.org/10.1182/blood.v128.22.5677.5677.
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Abstract Background: PN is a recognized adverse event (AE) with thalidomide (THAL). Despite similarities between THAL and its analogues (lenalidomide [LEN] and pomalidomide [POM]) that include structural, binding target, and common drug-induced substrates, the result of unshared downstream molecular, cellular, and microenvironment effects among the compounds is a diverse array of biological responses and different efficacy and safety outcomes (Bjorklund CC, et al. Blood Cancer J. 2015;5:e354). This underscores the mechanistic diversity of a family of agents rather than the mechanistic uniformity of a therapeutic class. In untreated patients with MM, low incidence (3%-13%) of symptomatic PN has been reported, while the estimated rate was much higher (40%-60%) for subclinical PN (Kwan JY. Neurol Clin. 2007;25:47-69). Objective: To describe the frequency, severity, and tolerability of PN in patients with MM treated with THAL-, LEN-, and POM-based therapy from Celgene-sponsored pivotal and other registrational studies. Methods: AEs of new and worsening PN were analyzed for THAL-, LEN-, and POM-based therapy in 9 randomized clinical trials in 3518 patients with MM. Eight of the 9 clinical trials included patients with baseline grade 1 PN, while 1 clinical trial excluded all patients with PN. The search for PN used narrow-scope Standardised MedDRA Query "peripheral neuropathy." The AEs were rated per NCI-CTCAE. Results: PN was reported more frequently in patients in the THAL-based pool (36.2%; 460/1272) compared with the LEN-based pool (23.2%; 400/1727) and POM-based pool (12.3%; 64/519). Generally, PN was grade 1/2: 27.2% in the THAL-, 19.9% in the LEN-, and 11.4% in the POM-based pool. The frequency of patients with grade 3/4 PN events was 9.0% in the THAL-, 3.2% in the LEN-, and 1.0% in the POM-based pool. The frequencies of patients with serious AEs (SAEs) of PN were low (≤ 1%) for both THAL- and LEN-based pools; no patient had an SAE of PN in the POM-based pool. PN led to THAL-based therapy discontinuation in 7.0% and dose adjustments (reduction, modification, or interruption) in 16.7% of the patients. PN led to LEN-based therapy discontinuation in 0.6%, dose reduction in 2.5%, and interruption in 1.5% of the patients. PN led to POM-based therapy discontinuation in 0.4%, dose reduction in 0.6%, and interruption/reduction in 0.2% of the patients. Conclusions: The frequency and severity of PN and therapy discontinuation or modification is highest in THAL-treated patients with MM compared with LEN- and POM-treated patients. LEN and POM demonstrate improved safety for PN compared with THAL. Disclosures Mezo: Celgene: Employment, Equity Ownership. Castaneda:Celgene: Employment. Weiss:Celgene: Consultancy, Employment, Equity Ownership. Minton:Celgene: Employment, Equity Ownership. Hirsch:Celgene: Employment, Equity Ownership. Renz:Celgene: Employment. Arunagiri:Celgene: Employment. Brown:Celgene: Employment, Equity Ownership. Gambini:Celgene: Employment, Equity Ownership. Peng:Celgene: Employment. Yu:Celgene: Employment, Equity Ownership. Yu:Celgene: Employment. Freeman:Celgene: Employment.
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Willis, Thomas D., Tom Asbury, Victoria Carlton, Lei Fang, Mark Klinger, Martin Moorhead, Kaliprasad Pothuraju, Li Weng, Jianbiao Zheng und Malek Faham. „Clonosight: A Standardized Clinical Assay for Measurement of Minimal Residual Disease in Leukemias and Lymphomas“. Blood 120, Nr. 21 (16.11.2012): 1434. http://dx.doi.org/10.1182/blood.v120.21.1434.1434.
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Abstract Abstract 1434 Background: The prognostic significance of minimal residual detection (MRD) in both leukemia and lymphoma has been demonstrated in multiple cohorts. We will present a novel clinical assay, ClonoSIGHT, which leverages the advances in throughput and cost of DNA sequencing for T and B cell enumeration based on the deep sequencing of immunoglobulin and T-cell receptor rearrangements. This standardized clinical assay can be used for routine clinical monitoring of MRD in acute lymphoblastic leukemia (ALL) and mantle cell lymphoma (MCL). The LymphoSIGHT platform for the universal amplification of immunoglobulin heavy chain (IgH@) variable (V), diversity, and joining gene segments from genomic DNA in diagnostic and follow-up DNA samples has been presented previously. In this study, we demonstrate the technical performance of this technology as a clinical laboratory test. Methods: Primer sets for the amplification of variable (V), diversity (D), and joining (J) gene segments from genomic DNA for IgH@ have been demonstrated. These primer sets have been augmented by the development of universal primers capable of amplifying the full range of immune cell receptor rearrangements (D-J rearrangements for IgH@, and V-J rearrangements for IgK@, TCRB@,TCRG@, and TCRD@). Using these universal primer sets, we amplify rearrangements from genomic DNA in diagnostic and follow-up DNA samples from ALL and MCL patients. In order to make the platform compatible with routine clinical use, these amplicons are sequenced using a fast turnaround time platform (MiSeq from Illumina) to obtain multiple reads per sample enabling a 7 day time to result. Malignant clonotypes are automatically determined using diagnostic material (bone marrow or peripheral blood) and quantitated in follow up samples using standardized algorithms. In order to make these measurements clinically actionable, methods for determining the absolute number of malignant cells were developed and tested using artificially constructed samples. Sensitive methods for directly confirming the lack of sample to sample contamination were developed, which are critical to the integrity of a high sensitivity test. Results: The absolute quantitation of the IgH V-J assay has been demonstrated using dilution experiments from 12 ALL patients carrying 13 leukemic IgH clonotypes. The assay unequivocally detected leukemic signatures in all dilutions with expected concentration of at least one leukemic cell in 1 million leukocytes (a sensitivity of 10−6) (Figure 1). High precision was illustrated by low random error (4.1% to 7.6% average relative standard deviation at clonotype frequencies at or above 3×10−5). For each clonotype, the assay showed high r2 values with a range of 0.977 and 0.996 (mean 0.988, median 0.991) between each of the expected and measured clonotype frequencies. The slopes ranged from 0.878 to 1.14 (mean 1.00, median 0.977), illustrating the quantitative nature of the assay over at least 3 orders of magnitude. In an analysis of all clonotypes together, we measured an r2 value of 0.94 and a slope of 1.01 between the expected and measured clonotype frequencies. The ability to identify malignant clonotypes in multiple receptors has been demonstrated in ALL and MCL clinical samples. The ability to detect multiple clonotypes within a calibrating receptor has also been demonstrated in these clinical samples; data will be presented. We will also describe the laboratory workflow and quality system that has been developed, as well as standardized algorithmic approaches to measure contamination in every sample and sequencing run, to ensure high fidelity of the data. Conclusions: In order for a novel MRD assay to be clinically useful, it must exhibit superior performance compared with existing platforms and be capable of reproducibly measuring absolute MRD levels across multiple receptors in a rapid turnaround fashion with high data integrity and without any cross contamination of samples. The ClonoSIGHT assay has demonstrated these qualities and can thus be considered for clinical use. Regulatory infrastructure, laboratory process controls, quality systems, and standardized documentation associated with CLIA-approved laboratories have been developed. Validation results will be presented. Disclosures: Willis: Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Asbury:Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Carlton:Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Fang:Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Klinger:Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Moorhead:Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Pothuraju:Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Weng:Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Zheng:Sequenta, Inc.: Employment, Equity Ownership, Research Funding. Faham:Sequenta, Inc.: Employment, Equity Ownership, Research Funding.
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Adewumi, Samson Adeoluwa. „A Qualitative Study of Employment Equity Gap Challenges: Responses and Solutions in a Local Government“. European Journal of Management Issues 31, Nr. 4 (10.11.2023): 217–26. http://dx.doi.org/10.15421/192319.
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Purpose: Remarking on the rife in employment discrimination on the basis of race, gender, and persons with disabilities in South Africa, sparse policy measures have been taken to address these challenges. To address this gap, the study seeks to assess the impact of employment equity (EE) implementation on the municipality and how employment equity management challenges can be mitigated.
Design/Method/Approach: The interpretivism research philosophy and qualitative approaches were used in this study. A total of 15-unit managers were purposively recruited and interviewed in November 2021. The quality of the qualitative data was ascertained through the four indicators of trustworthiness including credibility, transferability, dependability, and confirmability. The NVivo (v12) software was employed to identify themes, and the Content Analytical Tool was used to make sense of the themes.
Findings: The significance of employment equity in the municipality includes increased awareness of affirmative action policy in the areas of gender equality and the promotion of organizational diversity, an upturn in employee motivation and sense of belonging irrespective of race, gender, and skin color, and the promotion of more women to the senior management level. Change in culture and orientation, management program and commitment to employment equity implementation, leadership management program, and talent identification and succession plan were shown as measures for addressing employment equity challenges.
Practical Implications: The study recommends the application of a strategic policy as more critical to addressing the challenges of EE. This perspective indicates that EE should be strongly cherished as an instrument for the creation of a new South Africa devoid of employment discrimination. The study also recommends a more responsive evaluation, monitoring, and compliance effort of municipalities in their capacities toward addressing EE challenges. This recommendation is no doubt important as it will sustain municipalities’ efforts at maintaining challenge-free EE implementation and increased zeal for the identification of scarce skills from the designated areas to fill the vacuum of EE in the municipality.
Originality/Value: Although there are available commentaries on the impact of EE on organizations in South Africa, the originality of this present study can be uncovered from the attempt to proffer solutions to the management of EE, specifically in the context of the eThekwini Municipality of South Africa which is sparsely researched.
Research Limitations/Future Research: This study provides a good account of the challenges and management of EE through the qualitative account. Future studies can look at the research problem through a quantitative approach and a comparative study of municipalities can give a broader review of EE in the Kwazulu-Natal Province of South Africa.
Paper Type: Empirical
JEL Classification: J14, J16, J21, K31
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Burrell, Darrell Norman, Anton Shufutinsky, Shanta Bland, Cherise M. Cole, Jorja B. Wright, Margie Crowe, Amalisha Sabie Aridi und Judith-Jolie Mairs-Levy. „A Case Study of a Hospital Workplace Culture of Injustice for Women Physicians“. International Journal of Patient-Centered Healthcare 10, Nr. 1 (Januar 2020): 15–36. http://dx.doi.org/10.4018/ijpch.2020010102.
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Decades after the U.S. Equal Employment Opportunity Commission (EEOC) issued regulations surrounding sexual harassment, hospital medical centers still struggle to identify and implement policies and practices to proactively address and mitigate occurrences of sexual harassment and gender inequality. An organizational development intervention occurred in which all the female physicians completed a climate survey developed to evaluate the hospital's toxic corporate culture around equity and diversity. Survey responses highlight significant issues of concern around diversity and inclusion from the perspective of women in toxic workplace hospital settings, especially for female physicians.
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Delaney, Colleen, Ryan O. Emerson, Filippo Milano, Anna Sherwood, Adrienne Papermaster, Katherine A. Guthrie, Christopher S. Carlson, Edus H. Warren und Harlan Robins. „T Cell Repertoire Diversity After Umbilical Cord Transplant Predicts Mortality From Infection“. Blood 120, Nr. 21 (16.11.2012): 4202. http://dx.doi.org/10.1182/blood.v120.21.4202.4202.
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Abstract Abstract 4202 Background In a transplant study run at Fred Hutchinson Cancer Research Center, 34 patients with high risk hematological malignancies underwent a myeloablative procedure and were subsequently transplanted with double umbilical cord blood units. Peripheral blood samples were collected from each patient before myeloablation, and at 28, 56, 100, 180, and 360 days post-transplant. Methods At each time point, we used the immunoSEQ platform to perform high-throughput sequencing of rearranged T Cell Receptor (TCR) loci. Using immunoSEQ data, we were able to track the presence and frequency of individual TCR clones in each patient across time-points, as well as measuring the diversity of the TCR repertoire as a whole. We correlated our measure of TCR repertoire diversity with clinical outcomes in this cohort. Results The study produced two primary results. First, using the ability to track clones, the reconstituting TCR repertoire is shown to oscillate wildly with nearly complete turnover of the T cell repertoire occurring at least monthly after CB transplant. The largest T cell clones present in each blood draw drop below detection within weeks, contrasting with control data in which the top clones in healthy patients are not only observed in multiple subsequent time-points, but remain at high frequency. The second result is a test of the hypothesis that diversity of the T cell repertoire is a measure of immunocompetence, as a clinical application of high-throughput sequencing. Of the 34 patients, six died between Day 100 and Day 360 of non-relapse causes. At both Day 56 and Day 100, the diversity of the T cell repertoires of those six patients were far lower than the T cell repertoire diversity values of the remaining patients (P-value = 0.015). Conclusions We have demonstrated that the reconstitution of clinical immunity in cord blood transplantation patients is characterized by a highly unstable T cell compartment with very rapid turnover of T cell clones. Despite the transience of individual T cell clones, however, by two months after transplant T cell repertoire diversity as measured by high-throughput TCR sequencing accurately predicts risk of non-relapse mortality. Disclosures: Emerson: Adaptive Biotechnologies: Employment, Equity Ownership. Sherwood:Adaptive Biotechnologies: Employment, Equity Ownership. Carlson:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties. Robins:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties.
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Tarnovskaya, Ekaterina, und Michael Bailey. „Equity, Diversity and Inclusion: Class Inequalities within the British Documentary Film Industry“. Journal of British Cinema and Television 21, Nr. 2 (April 2024): 123–52. http://dx.doi.org/10.3366/jbctv.2024.0711.
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While there is a considerable amount of scholarship and grey literature about social exclusions within the UK cultural industries, the sociology of cultural labour has paid little attention to documentary film-making as a relatively elitist occupation that is maintained by systemic inequalities. Based on semi-structured interviews with several independent documentary film-makers about their own labouring subjectivities, and qualitative analysis of relevant academic literature and cultural policies, this article critically explores how class inequalities are understood, reproduced, negotiated or resisted within contemporary British documentary film-making. The research findings demonstrate that documentarians from socially disadvantaged backgrounds are more likely to face significant obstacles in the film-making sector than their privileged counterparts. While the majority of respondents are aware of structural disadvantages, champion more inclusive forms of creativity and are committed to improving discriminatory working conditions, a small number of participants believe that the social relations of documentary film production are meritocratic, can be characterised by their celebration of neoliberal values and a willingness to defend the industry's employment practices. The article concludes with a series of recommendations for creative organisations, government and policymakers.
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Rivera, Mario A., und James D. Ward. „Employment Equity and Institutional Commitments to Diversity: Disciplinary Perspectives from Public Administration and Public Affairs Education“. Journal of Public Affairs Education 14, Nr. 1 (Juni 2008): 9–20. http://dx.doi.org/10.1080/15236803.2008.12001506.
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Kola, M. I., und S. G. Pretorius. „Academic Managers’ Attitudes towards Key Employment Equity Determinants in Attaining Diversity Initiatives in South African Universities“. Journal of Social Sciences 38, Nr. 3 (März 2014): 293–305. http://dx.doi.org/10.1080/09718923.2014.11893259.
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Intungane, Doriane, Jennifer Long, Hellen Gateri und Rita Dhungel. „Employment Barriers for Racialized Immigrants: A Review of Economic and Social Integration Support and Gaps in Edmonton, Alberta“. Genealogy 8, Nr. 2 (09.04.2024): 40. http://dx.doi.org/10.3390/genealogy8020040.
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This article explores the strategies used by government-sponsored institutions dedicated to addressing systemic barriers to employment for racialized immigrants in Edmonton. The research involved conducting in-depth semi-structured interviews with service providers, employment program coordinators from different settlement and employment agencies, and a research and training centre operating in Edmonton, Alberta. The first objective is to understand the barriers racialized immigrants face through the hiring and promotion process. The second objective is to understand the support provided by those institutions and the impact of their equity policies on how they assist racialized Canadians in finding gainful employment. Lastly, this study explores the impact of the COVID-19 pandemic and the Black Lives Matter movement on the employment of racialized immigrants in Edmonton. The results show that around 50% of employment service providers acknowledged that visible minority immigrants face barriers while integrating into the labour market, including racial microaggressions in their jobs. In addition, the findings indicate a lack of programs tailored to the needs of racialized job seekers. Participants in this study recognized that the Black Lives Matter movement raised awareness among employers regarding racial issues in the workplace. Hence, there is a demonstrated need for employers to undergo training to recognize and address racism in hiring, promoting, and retaining racialized employees at Canadian workplaces. Interviewees recognized that the COVID-19 pandemic negatively impacted racialized employees and newcomers. They recommended that Canadian companies establish educational programs that emphasize the importance and benefits of racial diversity, equity, and inclusion in the hiring process.
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Rienhoff, Hugh Y., Georges Natsoulis, Amber Jones, Jennifer Peppe, Ru Cao, Khalid Hanif und Justin M. Watts. „An Enhanced Sensitivity DNA Sequencing Protocol for the Detection in AML of Measurable Residual Disease (MRD) Applicable for All Mutations“. Blood 132, Supplement 1 (29.11.2018): 5279. http://dx.doi.org/10.1182/blood-2018-99-115505.
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Abstract Background: One of the more important prognostic factors used to predict the outcome in acute myeloid leukemia (AML) is the persistence of leukemic cells after treatment. The reliable measurement of residual disease (MRD) offers many other clinical uses besides. An assay that was facile, affordable, and applicable to the broadest group of patients would find immediate favor. Next-generation sequencing (NGS) combined with various enrichment methods allow high sequencing depth on restricted targets. For instance, by enriching for <100 targets raw sequencing depths of 105 to 106 are routinely achieved. However, after excluding PCR duplicates identified using either end-point diversity of paired-end fragments or molecular tags, we found that NGS libraries effectively capture only a few percent of the input genomes (typically 1000 genomes or fewer for a 100ng input DNA corresponding to 30,000 genomes) effectively restricting the limit of detection (LOD) to approximately 1%. Hybrid capture and primer extension methods including protocols available from Nimblegen, Illumina for whole exome sequencing, exon capture using IDT probes and Nugen yielded similar results: all showed extensive loss of input genome diversity restricting the LOD (see Table 1 Section A). Most surprising was whole exome sequencing (WES). Sequencing 1000 ng input representing 300,000 genomes performed worst: for a given locus, loss of genomic diversity of approximately can be as high as 99.99% and is always more than 95% (Table 1A). More input is clearly not better. Methods and Results: We used the ThermoFisher multiplex PCR-based method to capture the 50 genomic fragments most frequently mutated in AML and labeled each with unique DNA tags. Sequence generated on an Ion Torrent showed that for 100ng of input DNA, >50% of the genomic diversity of that input DNA was preserved, i.e., >15,000 unique genomes were captured and sequenced from an initial 30,000 genomes resulting in a LOD of 0.1% with high precision as a mutation present at 0.1% in 15,000 genomes could be observed ~15 times. As shown in Table 1B, this method scales (non-linearly) as input DNA is increased; samples containing 500ng of DNA (~150,000 genomes) reproducibly permit an LOD of 0.01%, a sensitivity far exceeding any other non-allele specific method for measuring residual disease. In a real world application, we followed 3 AML patients from diagnosis to clinical CR. We tracked all mutations present at diagnosis using both IDT hybrid capture (HC) and the ThermoFisher (TF) method. One patient had molecular evidence of residual disease (VAF3%) that was detected and similarly quantitated by both HC and TF, in the second patient mutation were present at 1% by HC and 3% by TF . The TF value is the reliable one as it is derived from multiple independent templates. Finally the third patient was in molecular remission by HC but had a mutation allele detected by the TF with a frequency of 0.07%. We have extended these studies to include more than a dozen patients followed through relapse with similar results. These pilot studies provide clear evidence that standard sequencing methods cannot reliably promise LODs below 1%; further, the ThermoFisher method enhances the LOD at least 20-fold in an assay that can be applied to the great majority of AML patients. Table 1. Table 1. Disclosures Rienhoff: Imago BioSciences, Inc.: Employment, Equity Ownership, Membership on an entity's Board of Directors or advisory committees. Natsoulis:Imago BioSciences, Inc.: Consultancy, Equity Ownership. Jones:Imago BioSciences, Inc.: Employment, Equity Ownership. Peppe:Imago BioSciences, Inc.: Employment, Equity Ownership. Cao:Thermo Fisher Scientific: Employment. Hanif:Thermo Fisher Scientific: Employment. Watts:Jazz Pharma: Consultancy, Speakers Bureau; Takeda: Research Funding.
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Temu, Hoyce, und Prospery M. Mwila. „Employment and Promotion Policies in Media Organisations in Tanzania: Evidence from the IPP Media, the TSN and Mwananchi Corporation“. Asian Journal of Advanced Research and Reports 17, Nr. 11 (18.09.2023): 69–92. http://dx.doi.org/10.9734/ajarr/2023/v17i11555.
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This study explores the persisting gender equity challenges in Tanzania, despite the country's 62 years of independence. The underrepresentation of women in senior positions within media organisations, exemplified by the 2016 report by The Union of Tanzania Press Club (UTPC), serves as a focal point. While gender equity policies have been implemented by Press Clubs to elevate female journalists to leadership roles, the dearth of women in upper-tier management persists across media entities. The research investigates employment and advancement protocols using qualitative methods, particularly an explanatory case study approach. Data collection involves interviews and document analysis, with a focus on media house employees, totalling 12 participants. The findings highlight the potential for women's career growth under equitable promotion policies endorsed by international and grassroots initiatives. Cultural influences exacerbate gender imbalance, notably within print media corporations. The study identifies various entities offering resources to enhance diversity and equity, emphasising media portrayal and representation of women to address gender inequity. Advocating for media organisations such as the Tanzania Media Women Association (TAMWA), the Media Council of Tanzania (MCT), and the Tanzania Editors Forum (TEF) to champion gender equity, the study underscores the necessity of a robust journalist union to accelerate progress.
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Teoh, Jeffrey, Timothy G. Johnstone, Brian Christin, Rachel Yost, Neil A. Haig, Mary Mallaney, Aditya Radhakrishnan et al. „Lisocabtagene Maraleucel (liso-cel) Manufacturing Process Control and Robustness across CD19+ Hematological Malignancies“. Blood 134, Supplement_1 (13.11.2019): 593. http://dx.doi.org/10.1182/blood-2019-127150.
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Background Lisocabtagene maraleucel (liso-cel) is an investigational, CD19-directed, genetically modified, autologous cellular immunotherapy administered as a defined composition of CD8+ and CD4+ components to deliver target doses of viable chimeric antigen receptor (CAR) T cells from both components. The CAR comprises a CD19-specific scFv and 4-1BB-CD3ζ endodomain. Liso-cel is being developed for the treatment of multiple B cell malignancies, including relapsed/refractory large B cell non-Hodgkin lymphoma (NHL) and chronic lymphocytic leukemia (CLL)/small lymphocytic lymphoma (SLL). The liso-cel manufacturing process design includes controls that enable robustness across heterogeneous patient populations and disease indications, minimizing between-lot variability. This is highlighted by consistency in process duration, reduction of terminally differentiated T cells present in the T cell starting material, and consistency in T cell purity across B cell NHL and CLL/SLL indications. Methods The liso-cel manufacturing process involves selection of CD8+ and CD4+ T cells from leukapheresis, followed by independent CD8+ and CD4+ activation, transduction, expansion, formulation, and cryopreservation. Liso-cel was manufactured in support of the TRANSCEND NHL 001 (NCT02631044) and TRANSCEND CLL 004 (NCT03331198) clinical trials. Phenotypic analysis of T cell and B cell composition from leukapheresis, T cell starting material, and CAR T cell product was performed by flow cytometry. Molecular characterization of T cell receptor (TCR) clonality was estimated from the T cell starting material and CAR T cell product through transcriptional profiling. Results Liso-cel manufacturing process optimizations have been implemented in advance of commercialization. These optimizations have significantly improved process duration consistency (Figure 1; F test P=4.1×10−36). Both phenotypic and molecular TCR clonality analyses demonstrated a significant reduction in terminally differentiated CD8+ T cells across the manufacturing process. Frequencies of CD45RA+ CCR7− populations were measured by flow cytometry in CD8+ T cell starting material (median=35.1%) and CAR T cell product (median=11.7%; Wilcoxon rank sum P=3.1×10−25). Characterization of TCR clonality showed a significant decrease in clonality in the CAR T cell product compared with T cell starting material (Wilcoxon rank sum P=5.6×10−6), suggesting selective expansion of clonally diverse, less differentiated T cell populations. These findings are supported by the predominant memory T cell composition observed in liso-cel. Manufacturing process robustness enabled by in-process T cell selection is further demonstrated by the capability to produce highly pure T cell products across heterogeneous patient populations and different disease indications. T cell and B cell composition were characterized in the leukapheresis, selected T cell material, and CAR T cell product, demonstrating consistent clearance of non-T cells, including CD19+ B cells in both B- cell NHL and CLL/SLL patient cohorts. Although the CD19+ B cell composition is significantly higher in leukapheresis from patients with CLL/SLL (median=10.0% of leukocytes) compared with B cell NHL patients (median=0.0% of leukocytes, Wilcoxon rank sum P=1.6×10−9), CAR T cell products manufactured from both CLL/SLL and B cell NHL patient populations consistently demonstrated clearance of non-T cells, including CD19+ cells, to below levels of quantitation. Conclusion Despite variation between B cell NHL and CLL/SLL patient leukapheresis, T cell enrichment before activation and transduction enables consistent downstream process performance and T cell purity, and a substantially reduced risk of transducing residual tumor cells. In addition, the reduction of terminally differentiated effector T cells and capacity to retain T cell diversity further improved consistency in product quality. Taken together, process modifications have enabled consistent manufacturing duration and quality of liso-cel product, which support operational efficiency and scalability for commercial production. Disclosures Teoh: Juno Therapeutics, a Celgene Company: Employment, Equity Ownership. Johnstone:Juno Therapeutics, a Celgene Company: Employment, Patents & Royalties: Author on a number of patent applications and invention disclosures relating to cell therapy and immunosequencing. Christin:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership. Yost:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership. Haig:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership. Mallaney:Juno Therapeutics, a Celgene Company: Employment. Radhakrishnan:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership. Gillenwater:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership. Albertson:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership. Guptill:Juno Therapeutics, a Celgene Company: Employment. Brown:Juno Therapeutics, a Celgene Company: Employment. Ramsborg:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership, Patents & Royalties: Numerous patents. Hause:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership. Larson:Juno Therapeutics, a Celgene Company: Employment, Equity Ownership.
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Rammila, Davy. „(Im)mobility as Group Disadvantage: Are Vehicle Requirements in Candidate Attorney Recruitment Justifiable?“ Industrial Law Journal 44, Nr. 2 (2023): 702–23. http://dx.doi.org/10.47348/ilj/v44/i2a2.
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Nearly three decades since the fall of apartheid, South Africa, to a considerable extent, has not achieved the level of transformation desired in respect of the attorney’s profession. Efforts at encouraging or supporting diversity have not been helped by a recent trend which has transformed the entry requirements for the profession from those based on educational qualifications and equity to those based on [unequal] economic and social privilege. As the number of black graduates grew, recruiters increasingly required applicants for practical vocational training contracts to own, or at least have access to, motor vehicles as a minimum requirement for eligibility. This contribution evaluates the validity of these requirements within the existing employment law framework and establishes that socio-economic circumstances affecting ethnic majorities of South Africans operate against the imposition of such requirements. The contribution acknowledges the amended rules introduced by the Legal Practice Council in 2021 to address the issue. However, it argues that the enforcement mechanisms of the council have at times proven inadequate. It suggests that such shortcomings in enforcement emphasise the continued importance of labour law in resolving employment disputes within the profession. It concludes that vehicle requirements are incapable of justification under the available defence of the inherent requirement of the job in terms of the Employment Equity Act.
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Mohammad Habibullah, Rusni Hassan und Nor Razinah Mohd Zain. „Women's Empowerment and Participation in Islamic Financial Planning Diversity, Equity and Inclusion: Evidence from Maqasid al-Shari`ah“. AL-BURHĀN: JOURNAL OF QURʾĀN AND SUNNAH STUDIES 7, Nr. 2 (10.12.2023): 152–61. http://dx.doi.org/10.31436/alburhn.v7i2.308.
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The study places a strong emphasis on women’s empowerment, given the quick changes in society that are occurring right now. Many women are pursuing various sorts of employment, including self-employment, in this era of economic liberalization and women's empowerment. However, this study aims to investigate the connection between Islam and women's empowerment by examining Maqasid al-Shari'ah perspectives on this matter. To have a thorough understanding of Islam and women's empowerment, it is imperative to consider the role played by women in the financial sector and their contribution to economic progress. Using an experiment, this study examined the relationship between confidence, gender, and race in dealing with a financial planner among various groups and races with colour and creed. The study's implications are significant for comprehending the obstacles and chances that under-represented groups encounter in pursuing financial planning success. The alignment of industry measures to raise the proportion of women and persons from varied backgrounds in the financial services sector led to the focus of this study on women and diversity. This essay examines the primary factors influencing diversity and the place of women in various financial management, CSR, and external corporate governance roles. This research also focuses on women's leadership and social diversity, focusing on female managers committed to fostering and maintaining equity and diversity inside their organizations. This study demonstrates how women plan financially for retirement based on psychological concepts and sociodemographic variables, highlighting the importance of financial management and planning for women. It showed a strong correlation between the investor's choice of investments and the strong relationship between the women's decision-making processes on the mental and financial levels. To assess the core idea of Maqasid al-Shari’ah from primary and secondary Islamic knowledge sources, which serves as a model for women's empowerment, and to pinpoint the obstacles to women's empowerment and participation in Islamic financial planning in terms of diversity, equity, and inclusion, this study employs the qualitative method.
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Udoyiu, Udoyiu E., und Washington B. Uko. „Leveraging on Diversity in Nigeria’s Workforce: Strategies for Inclusion and Equality“. International Journal of Research and Innovation in Social Science VII, Nr. VII (2023): 994–1004. http://dx.doi.org/10.47772/ijriss.2023.70777.
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Nigeria is blessed with diversity. Diversity in Nigeria’s workplace ranges from socio-cultural differences, geographic, age, learning style, personality traits, gender, language, education, ethnicity, and religion among others. It is however incumbent on organizations that want to gain competitive advantage to widen their perspective on workplace diversity and diversity management. Management must consciously ensure that diversity management is part of its routine operations. However, DEI compliance in Nigeria’s workplace is worrisome. Organizations and government civil/public service discriminate in terms of recruitment, promotions and placements. It has become pronounced that to get employment in a number of organizations, it is now a matter of ‘who you know’, not necessarily ‘what you know or the qualifications and experience you possess’. This paper therefore studied workplace diversity in Nigeria, in a bid to propose strategies for promoting equality and inclusion. The researchers adopted historical and descriptive research methods; hence data were gathered from mostly secondary sources such as scholarly journal articles, and textbooks among others. The researchers’ workplace experiences were also brought to bear in this paper. It was discovered among others that Cox’s individual, group/intergroup as well as organizational levels of diversity hold swear in Nigeria’s workplace; only 35% of Nigeria’s leading companies have at least a tolerable level of diversity, equity and inclusion. A number of strategies recommended among others include; enacting a strong legal framework that governs DEI practices and compliance in the workplace; inclusive leadership and unconscious biases training; relationship building; flexible work model.
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Moore, Sian, und Stephanie Tailby. „The changing face of employment relations: equality and diversity“. Employee Relations 37, Nr. 6 (05.10.2015): 705–19. http://dx.doi.org/10.1108/er-06-2015-0115.
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Purpose – The purpose of this paper is to explore what has happened to the notion and reality of equal pay over the past 50 years, a period in which women have become the majority of trade union members in the UK. It does so in the context of record employment levels based upon women’s increased labour market participation albeit reflecting their continued over-representation in part-time employment, locating the narrowed but persistent overall gender pay gap in the broader picture of pay inequality in the UK. Design/methodology/approach – The paper considers voluntary and legal responses to inequality and the move away from voluntary solutions in the changed environment for unions. Following others it discusses the potential for collective bargaining to be harnessed to equality in work, a potential only partially realised by unions in a period in which their capacity to sustain collective bargaining was weakened. It looks at the introduction of a statutory route to collective bargaining in 2000, the National Minimum Wage from 1999 and at the Equality Act 2010 as legislative solutions to inequality and in terms of radical and liberal models of equality. Findings – The paper suggests that fuller employment based upon women’s increased labour market activity have not delivered an upward pressure on wages and has underpinned rather than closed pay gaps and social divisions. Legal measures have been limited in the extent to which they have secured equal pay and wider social equality, whilst state support for collective solutions to equality has waned. Its replacement by a statutory minimum wage initially closed pay gaps, but appears to have run out of steam as employers accommodate minimum hourly rates through the reorganisation of working time. Social implications – The paper suggests that statutory minima or even voluntary campaigns to lift hourly wage rates may cut across and even supersede wider existing collective bargaining agreements and as such they can reinforce the attack on collective bargaining structures, supporting arguments that this can reduce representation over pay, but also over a range of other issues at work (Ewing and Hendy, 2013), including equality. Originality/value – There are then limitations on a liberal model which is confined to promoting equality at an organisational level in a public sector subject to wider market forces. The fragmentation of bargaining and representation that has resulted will continue if the proposed dismantling of public services goes ahead and its impact upon equality is already suggested in the widening of the gender pay gap in the public sector in 2015.
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Howie, Bryan, Harlan Robins und Christopher S. Carlson. „Reduction Of Immune Repertoire Diversity Through DNA Sequence Constraints At VDJ Junctions“. Blood 122, Nr. 21 (15.11.2013): 4944. http://dx.doi.org/10.1182/blood.v122.21.4944.4944.
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Abstract B and T lymphocytes are effector cells of the adaptive immune system. These cells express surface receptors that bind a huge variety of antigens, and together they comprise a person’s immune repertoire. A diverse repertoire is essential for mounting robust immune responses against a wide range of pathogens, and repertoire diversity affects the probability that DNA sequencing can uniquely tag a clonally expanded population of cells for the detection of minimum residual disease (MRD) during cancer treatment. Immune repertoire diversity arises partly through the combinatorial splicing of gene segments from the variable (V), diversity (D), and joining (J) regions of a B or T cell receptor locus. Much additional diversity is created through the stochastic insertion and deletion of nucleotides at the splice junctions, and by somatic hypermutation (SHM) in maturing lymphocytes. The generation of junctional diversity is an important part of this process, but it may be constrained by the underlying biological mechanisms. To explore the landscape of junctional diversity among immune receptor loci, we developed a likelihood model that can annotate VDJ junctions in the presence of SHM and compute the probability that a given receptor sequence was generated only once in a person’s repertoire, which is essential for tracking MRD. Using high-throughput sequencing data from several individuals and a range of receptor loci, we identify mechanistic constraints that limit B and T cell receptor diversity. For example, we show that the usual variability in CDR3 length is reduced at the immunoglobulin kappa (IgK) locus, and we connect this finding to sequence motifs that constrain nucleotide deletion at the ends of IgK gene segments. Our findings will inform future genetic studies of the adaptive immune system, and they provide quantitative guidance for deciding which cancer clones can be tracked for reliable MRD detection. Disclosures: Howie: Adaptive Biotechnologies: Employment, Equity Ownership. Robins:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties. Carlson:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties.
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Li, Zheng. „How Racial Diversity and Gender Diversity in Job Positions Affect the Economy?“ Contemporary Economics 17, Nr. 2 (30.06.2023): 109–27. http://dx.doi.org/10.5709/ce.1897-9254.502.
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Gender and racial discrimination at work have gradually gained more attention from the public in the recent years. With social movements such as #MeToo and #BlackLivesMatter, people start to reach the consensus that there should be more equality in society; more perspectives from different genders and different races are beneficial to society. This paper focuses on employment in the general workforce and studies how race and gender diversity in different job positions affect the economy. This paper explores to empirically explain why race and gender diversity in the workforce can have an impact on the economy. Using data from the U.S. Equal Employment Opportunity Commission and from the Federal Reserve for the years of 1996 - 2018, this paper finds that race and gender diversity at work are positively associated with the economy. Also, this dataset supports the conjecture that race and gender diversity increases total employment, which further increases the economy. This dataset also supports the possibility that race and gender diversity may increase the capacity of different perspectives, which further increases the economy. Moreover, race and gender diversity both increased during these years: from 11.783% to 23.339% and from 31.683% to 38.735% in the executive and managerial positions. This study has significant contributions to current research and practice.
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Miller, Edward, Jeffrey E. Stokes, Pamela Nadash, Kathrin Boerner und ellen Birchander. „DIVERSIFYING THE PIPELINE OF GERONTOLOGISTS AT THE UNIVERSITY OF MASSACHUSETTS BOSTON“. Innovation in Aging 7, Supplement_1 (01.12.2023): 194. http://dx.doi.org/10.1093/geroni/igad104.0639.
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Abstract The University of Massachusetts (UMass) Boston is a public research university serving approximately 16,000 students. It is the most diverse university in New England and third most diverse university in the nation. UMass Boston prioritizes fostering an anti-racist and health-promoting institutional culture. Consistent with this priority, the Gerontology Department is committed to growing the size and diversity of the professional pipeline in aging services, policy, practice, and research. This presentation describes the multi-pronged approach taken to achieve this objective, while identifying associated facilitators and challenges. Department-wide initiatives include prioritizing work in disparities and a commitment to diversity, equity and inclusion in faculty hiring and implementing curriculum self-assessment and climate survey tools. Doctoral program initiatives include establishing a scholarship in Social Justice and Aging and submitting a training grant application in Health Equity Research. Undergraduate program initiatives include changing the name of the major to “Aging Studies” to make the content clearer and more accessible, proposing a minor in Aging Studies to make it possible for students from across the University to earn a valuable credential, having all courses meet Social and Behavioral requirements in general education (including, in select cases, the Diversity requirement as well), and expanding the number and attractiveness of course offerings (including “Diversity and Aging”). The Department is also implementing an initiative where undergraduates receive paid internships at local-area aging agencies with potential for continued employment post-graduation. Enhancing diversity goes hand-in-hand with growing program enrollment with positive benefits for older adults and their families, caregivers, and communities.
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Espada-Chavarria, Rosa, Miriam Diaz-Vega und Rayco H. González-Montesino. „Open Innovation for an Inclusive Labor Market for University Students with Disabilities“. Journal of Open Innovation: Technology, Market, and Complexity 7, Nr. 4 (16.10.2021): 217. http://dx.doi.org/10.3390/joitmc7040217.
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Social changes, technological evolutions, globalization and even the achievement of sustainable development objectives require the adoption of new business models, in which innovations are considered a cornerstone of achieving and maintaining a competitive and a social advantage. This descriptive and quantitative study discusses the results obtained after implementing an open innovation program to promote access to internships for university students with disabilities, in which three multi-national companies have participated. We used the Job Typicalness, Quality of Work Life and Employment Maturity Interview Questionnaires to collect information. The results show that the jobs performed by disabled participants are similar to those of other workers. This job typicality positively influences their perception of quality of life and job satisfaction. The open innovation process has focused on collaboration to provide accessibility and equity to the procedures of human resources departments for access to employment, that is, external collaboration has been used to offer an equal-opportunity hiring process. The information obtained allows us to conclude that companies need to increase their training and/or knowledge in the fields of diversity and inclusion to eliminate the barriers of access to employment found in hiring processes. This study reveals the importance of this type of open innovation among companies and organizations, not only for establishing diversity-sensitive human resources policies, but also for promoting the talent attraction with equal opportunities and an inclusive labour market.
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Emerson, Ryan O., Sarah Nikiforow, Filippo Milano, Anna M. Sherwood, Adrienne Papermaster, Katherine A. Guthrie, Christopher S. Carlson et al. „TCR Repertoire Diversity Assessed with Immunosequencing Is Associated with Patient Mortality Following Cord Blood Transplant“. Blood 124, Nr. 21 (06.12.2014): 1262. http://dx.doi.org/10.1182/blood.v124.21.1262.1262.
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Abstract In order to study the clinical impact of T-cell receptor (TCR) diversity in the setting of umbilical cord blood transplantation (UCBT), we retrospectively analyzed samples from 76 patients in 2 independent study cohorts at separate institutions. At Fred Hutchinson Cancer Research Center (FHCRC), we followed 34 patients with hematological malignancies who underwent myeloablation and primarily double UCBT (2 single cord). This cohort was composed of 11 pediatric and 23 adult patients (median age, 26.5yrs), primarily with acute leukemia (n=26), 50% of whom had evidence of MRD at UCBT. They received fludarabine, cytoxan or treosulfan, and total body irradiation (TBI) with cyclosporine and mycophenylate mofetil as GvHD prophylaxis. At Dana-Farber Cancer Institute (DFCI), we followed 42 adult patients (median age, 52.3 yrs), 19 with acute leukemia, 18 of whom had evidence of disease at UCBT. All patients received reduced-intensity conditioning with fludarabine, melphalan, and anti-thymocyte globulin (ATG) followed by double UCBT with tacrolimus and sirolimus as GvHD prophylaxis. DFCI participants were selected to have predominantly cord T cell chimerism. We analyzed peripheral blood pre-transplant, and at 1, 2, 3, 6 and 12 months after UCBT, based on sample availability. We performed high-throughput sequencing of rearranged (TCR) loci to track presence and frequency of individual T cell clones in each patient across time-points, as well as to calculate estimated diversity of the TCR repertoire as a whole. We correlated our measure of TCR repertoire diversity with clinical outcome, using one-year survival as our primary endpoint. Diversity of the T-cell repertoire can provide a measure of immune competence. We hypothesized that restoration of TCR repertoire diversity would be associated with overall survival after UCBT. For the combined group of 63 patients with samples available 3 months after UCBT, 19 subsequently died within 1 year of transplant. These patients had significantly lower TCR repertoire diversity at 3 months than patients who survived at least one year (data are given as percentiles within each cohort due to differing amounts of blood available for analysis; median 28th percentile in patients who died vs. median 56th percentile for patients who survived 1 year, p-value = 0.003 by permutation test). When analyzed as 2 independent cohorts, the 29 patients at FHCRC with samples at 3 months after UCBT demonstrated significantly lower TCR repertoire diversity in those who died within 1 year of UCBT versus those who survived beyond 1 year (median TCR diversity 12,000 vs. 27,000, p-value = 0.015), as did the 34 patients with samples available 3 months after transplant at DFCI (median TCR diversity 1,200 vs. 6,400, p-value = 0.027). Between 100 days and 1 year after dUCBT 6 patients died of non-relapse causes (NRM) and 4 with relapse at FHCRC and 6 patients died of NRM and 3 with relapse at DFCI. Correlation of TCR diversity with clinical outcomes such as NRM, relapse, GvHD and correlation with clinical outcomes beyond 1 year are ongoing. In this study, we demonstrate that measurement of TCR repertoire diversity generated using high-throughput sequencing genes at 3 months after UCBT is significantly correlated with subsequent mortality within the first year. This correlation was demonstrated separately in two unrelated cohorts of UCBT recipients at different transplant centers of differing ages and conditioning regimens and in combined analysis of all recipients. Low T cell diversity in the peripheral blood as soon as 3 months may therefore be an early indicator of inadequate immune reconstitution and could potentially be used to tailor monitoring and therapy after UCBT in several clinical contexts. Disclosures Emerson: Adaptive Biotechnologies: Employment, Equity Ownership. Sherwood:Adaptive Biotechnologies: Employment, Equity Ownership. Carlson:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties. Robins:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties.
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Agbetu, Toyin. „Doing Diversity, Being Diversity“. Teaching Anthropology 10, Nr. 1 (02.07.2021): 8–15. http://dx.doi.org/10.22582/ta.v10i1.587.
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For many public institutions, ‘doing diversity’ exists as a performative act; a dance choreographed through acts of policy espousing a laudable song based on equality. The reality is somewhat different when it comes to implementation, as lofty ambitions give way to impermanent initiatives that are both strategically and tonally off-key. Today, many universities across the UK express their egalitarian aims based on progressive and sometimes decolonising theories of change, but all fail to deliver the pragmatic praxis demanded by their staff, students and collaborative research partners. This should not be so, especially for British anthropology departments which have sufficient authority to implement the structural changes required to make themselves representative of the worlds they study. Looking at this matter from the perspective of ‘race’, this paper calls for a pedagogical rebalancing of our discipline. It suggests a revaluation of the utility of meritocratic systems of evaluation and the employment of permanent ‘native’ staff in strategic roles to displace structural enclaves of hegemonic ‘whiteness’ could be enough to transform anthropology departments from doing diversity - into being it.
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Oppenheimer, David B. „The Ubiquity of Positive Measures for Addressing Systemic Discrimination and Inequality“. Brill Research Perspectives in Comparative Discrimination Law 3, Nr. 3-4 (31.07.2019): 1–114. http://dx.doi.org/10.1163/24522031-12340007.
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Abstract In The Ubiquity of Positive Measures for Addressing Systemic Discrimination and Inequality: A Comparative Global Perspective, part of the Brill series on Comparative Discrimination Law, David Oppenheimer compares positive measures for addressing inequality and systemic discrimination, including discrimination based on gender, race, ethnicity, color, national origin, disability, and religion. Across the globe, such measures are ubiquitous, commonly applied in employment, admission to selective colleges and universities, selection for legislative seats, and membership on corporate boards. They are variously described as “positive measures,” “affirmative action,” “positive action,” “compensatory action,” or “special measures.” These policies began in the late-eighteenth to mid-nineteenth centuries, as a part of the social/political movements to end slavery, grant universal suffrage, end colonialism, grant equal rights to women and men regardless of social status or property, eliminate the caste system, adopt measures of proportional representation, embrace the benefits of diversity, and endorse universal equality. Nearly every large nation in the world has adopted at least some special measure plans, with continuing experiments using quotas, reservations, set-asides, reparations, preferences, tie-breakers, targeted recruiting efforts, diversity measures, equity and inclusion policies, anti or unconscious bias training, and public disclosure requirements.
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Rosen, David B., M. D. Minden, Santosh Putta, Todd Covey, Ying W. Huang, Alessandra Cesano und Wendy J. Fantl. „Classification of Acute Myeloid Leukemia (AML) Based On Apoptosis and Myeloid Signaling Networks.“ Blood 114, Nr. 22 (20.11.2009): 325. http://dx.doi.org/10.1182/blood.v114.22.325.325.
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Abstract Abstract 325 Background: Acute Myeloid Leukemia (AML) is the most common myeloid malignancy in adults and represents an aggressive disease with significant biological and clinical heterogeneity. Currently, cytogenetics and molecular changes are used to inform treatment strategies. However a wide range of clinical responses are observed in these patient subgroups necessitating alternative methodologies to provide information that could inform clinical decisions for AML disease management. Since the net result of the cytogenetic and molecular changes is necessarily a functional alteration of proteins within signal transduction networks the current study was undertaken to understand the diversity of signaling responses in AML patient samples. Critically, in these studies treatment of samples with a variety of input stimuli allowed intracellular phospho-signaling and apoptosis network properties to be revealed that would otherwise remain unseen in resting cells. Objectives: Single cell network profiling (SCNP) using muliparameter flow cytometry was used to identify intracellular pathway responses to treatment with myeloid cytokines and growth factors in addition to apoptosis-inducing agents in individual AML patients. Identification of unique signaling profiles in patient sample sub-groups may inform the choice of specific therapeutic regimens. Methods: JAK/STAT, PI3K/S6 and apoptosis signaling pathways were measured after in vitro exposure of 34 diagnostic non-M3 AML samples to a panel of myeloid growth factors (e.g FLT3L, SCF), cytokines (e.g G-CSF, GM-CSF) interleukins (e.g IL-6, IL-27) and apoptosis-inducing agents (etoposide, staurosporine). Samples were processed for cytometry by paraformaldehyde/methanol fixation and permeabilization followed by incubation with fluorochrome-conjugated antibody cocktails that recognize both cell surface proteins to delineate cell subsets in addition to intracellular signaling molecules. Results: JAK/STAT and PI3K/S6 signaling responses to individual modulators revealed a range of activity in these pathways within individual patients. Analysis of JAK/STAT and PI3K/S6 pathways across individual patient samples identified subgroups of samples with distinct pathway profiles: A) high JAK/STAT activity, B) high PI3K/S6 activity, C) high activity in both pathways, and D) low activity in both pathways. In vitro exposure of samples to staurosporine and etoposide revealed three distinct “apoptosis” profiles: 1) Staurosporine Refractory 2) Etoposide Refractory and samples that were 3) Apoptosis Competent in response to both these agents. In this study, elevated PI3K/S6 pathway activity and elevated IL-27/IL-6 induced JAK/STAT pathway activity was associated with in vitro refractoriness to apoptosis inducing agents. Analysis of JAK/STAT, PI3K/S6 and Apoptosis pathway activities characterized biologically distinct patient-specific signatures, even within cytogenetically and phenotypically uniform patient subgroups. Notable were differences in signaling profiles between samples from different patients and in cell subpopulations within the same sample. Conclusions: SCNP revealed a range of signaling responses within AML samples consistent with the heterogeneity of the disease. The data suggest the importance of characterizing and tracking signaling profiles within the subpopulations of an AML sample over time and in response to therapeutic pressure with the aim of guiding the choice of a targeted agent to be used alone or in combination with chemotherapy to improve patient response rates. Disclosures: Rosen: Nodality, Inc.: Employment, Equity Ownership. Putta:Nodality, Inc.: Employment, Equity Ownership. Covey:Nodality, Inc.: Employment, Equity Ownership. Huang:Nodality Inc.: Employment, Equity Ownership. Cesano:Nodality Inc.: Employment, Equity Ownership. Fantl:Nodality, Inc.: Employment, Equity Ownership.
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Emerson, Ryan O., Anna Sherwood, Harlan Robins, Christopher S. Carlson und Mark Rieder. „Annotation Of Pseudogenous Gene Segments By Massively Parallel Sequencing Of Rearranged Lymphocyte Receptor Loci“. Blood 122, Nr. 21 (15.11.2013): 3480. http://dx.doi.org/10.1182/blood.v122.21.3480.3480.
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Abstract The adaptive immune system generates a remarkable breadth of antigen-specific T cell receptors (TCRs) and B cell receptor (BCRs) by combinatoric shuffling of gene segments, enabling the immune system to recognize a diverse and unpredictable set of antigens. To generate this enormous diversity, lymphocytes undergo somatic recombination of noncontiguous variable (V), diversity (D), and joining (J) region gene segments, which collectively encode the CDR3 region along with non-templated deletion or insertion of nucleotides at the V-D, and D-J junctions. Many of the V, D, and J gene segments at immune receptor loci are annotated as non-functional due to defects in primary sequence, motifs necessary for rearrangement, or chromosome position. However, full annotation of functional, pseudogene, or ORF, has proven elusive due to the random and unpredictable nature of non-templated deletions and insertions, the huge space of potential receptors, and the large V and J gene families. We amplified genomic DNA using a highly multiplexed PCR assay that targeted the rearranged immunoglobulin heavy chain (IGH) and T cell receptor beta (TCRB) receptor locus. Deep DNA sequencing allowed us to characterize the TCRB and IGH immune repertoire from mature T and B cells in a large cohort of healthy adults. Random chance predicts that less than one-third of somatic rearrangements at the TCRB and IGH loci will lead to transcripts with key motifs in-frame and no premature stops (i.e. a productive antigen receptor). Selection during lymphocyte maturation ensures that all mature T and B cells carry at least one rearrangement coding for a productive receptor, with a second allele rearranging in some cells that can be out of frame or include a V, D or J pseudogene segment (i.e. non-productive receptor). We classified each V, D, and J gene segment as functional or pseudogene based on the proportion of in-frame rearrangements and on 3-nt periodicity in the length of the CDR3 hypervariable coding region. Based on these data we were able to conclusively annotate the functional status of each gene segment in the complex TCRB and IGH immune receptor loci. In TCRB, we found 2 presumed-functional gene segments that are clearly pseudogenes; in IgH we found 3 presumed-functional genes that are actually pseudogenes and 1 annotated pseudogene that is clearly functional. In both loci we identified numerous cases of gene segment functional/pseudogene status segregating among healthy subjects, indicating that genotype at the TCR and IGH loci may be a source of substantial differences in the naive antigen receptor repertoire between individuals. These results have helped us to more accurately characterize the genetic landscape underpinning somatic rearrangement of antigen receptors, a seminal event in the generation of robust antigen-specific immune responses. Disclosures: Emerson: Adaptive Biotechnologies: Employment, Equity Ownership. Sherwood:Adaptive Biotechnologies: Employment, Equity Ownership. Robins:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties. Carlson:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties. Rieder:Adaptive Biotechnologies: Employment, Equity Ownership.
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Huang, Chun-Kai (Karl), Katie Wilson, Cameron Neylon, Alkim Ozaygen, Lucy Montgomery und Richard Hosking. „Mapping open knowledge institutions: an exploratory analysis of Australian universities“. PeerJ 9 (11.05.2021): e11391. http://dx.doi.org/10.7717/peerj.11391.
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While the movement for open research has gained momentum in recent years, there remain concerns about the broader commitment to openness in knowledge production and dissemination. Increasingly, universities are under pressure to transform themselves to engage with the wider community and to be more inclusive. Open knowledge institutions (OKIs) provide a framework that encourages universities to act with the principles of openness at their centre; not only should universities embrace digital open access (OA), but also lead actions in cultivating diversity, equity, transparency and positive changes in society. This leads to questions of whether we can evaluate the progress of OKIs and what are potential indicators for OKIs. As an exploratory study, this article reports on the collection and analysis of a list of potential OKI indicators. Data for these indicators are gathered for 43 Australian universities. The indicators provide high-dimensional and complex signals about university performances. They show evidence of large disparities in characteristics such as Indigenous employment and gender equity, and a preference for repository-mediated OA across Australian universities. We demonstrate use of the OKI evaluation framework to categorise these indicators into three platforms of diversity, communication and coordination. The analysis provides new insights into the Australian open knowledge landscape and ways of mapping different paths of OKIs.
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Lee, Sung-Tae, und Sun-Moon Jung. „From Equality to Excellence: Exploring the Relationship between Gender Equality HR Policies and R&D Intensity“. Sustainability 16, Nr. 15 (26.07.2024): 6394. http://dx.doi.org/10.3390/su16156394.
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In an era where innovation is the key to staying competitive, understanding the role of gender diversity in fostering corporate creativity has never been more crucial. This study examined the relationship between gender equality human resource (HR) policies and a firm’s innovation focus, measured by research and development (R&D) intensity and intangible asset intensity. Utilizing a comprehensive survey dataset focused on female workers in Korean listed firms for the period 2020–2022, we found no clear evidence of a positive association between gender equality HR policies such as equal employment opportunities and gender pay equity and both R&D intensity and intangible asset intensity. Furthermore, our analysis revealed that the positive influence of these policies on R&D (intangible) intensity becomes more apparent when the proportion of female employees among the total R&D HR increases. These findings emphasize the critical role that gender-inclusive HR policies play in fostering a culture of innovation within organizations and highlight the importance of considering workforce composition while shaping innovation outcomes. This research contributes to the growing body of literature on the intersection of gender equality, HR practices, and corporate innovation strategies.
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Cvetković, Vladimir M., und Vanja Šišović. „Understanding the Sustainable Development of Community (Social) Disaster Resilience in Serbia: Demographic and Socio-Economic Impacts“. Sustainability 16, Nr. 7 (22.03.2024): 2620. http://dx.doi.org/10.3390/su16072620.
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This paper presents the results of quantitative research examining the impacts of demographic and socioeconomic factors on the sustainable development of community disaster resilience. The survey was carried out utilizing a questionnaire distributed to, and subsequently collected online from, 321 participants during January 2024. The study employed an adapted version of the ‘5S’ social resilience framework (62 indicators), encompassing five sub-dimensions—social structure, social capital, social mechanisms, social equity and diversity, and social belief. To explore the relationship between predictors and the sustainable development of community disaster resilience in Serbia, various statistical methods, such as t-tests, one-way ANOVA, Pearson’s correlation, and multivariate linear regression, were used. The results of the multivariate regressions across various community disaster resilience subscales indicate that age emerged as the most significant predictor for the social structure subscale. At the same time, education stood out as the primary predictor for the social capital subscale. Additionally, employment status proved to be the most influential predictor for both social mechanisms and social equity-diversity subscales, with property ownership being the key predictor for the social beliefs subscale. The findings can be used to create strategies and interventions aimed at enhancing the sustainable development of resilience in communities in Serbia by addressing the intricate interplay between demographic characteristics, socio-economic factors, and their ability to withstand, adapt to, and recover from different disasters.
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Turnbull, Beth, Melissa Graham und Ann Taket. „Diversified Organizational Inequality Regimes and Ideal Workers in a “Growth-Driven,” “Diverse,” “Flexible” Australian Company: A Multilevel Grounded Theory“. Social Sciences 11, Nr. 8 (25.07.2022): 325. http://dx.doi.org/10.3390/socsci11080325.
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Interacting global, societal and organizational contexts produce unique organizational inequality regimes. This paper aims to understand multilevel processes influencing gendered, classed, raced and aged inequality regimes and worker hierarchies within “ComCo”, an Australian subsidiary of a multinational company. Our qualitative critical feminist-grounded theory approach triangulated organizational documentation, employee interviews and open-ended questionnaire responses. The emergent theory suggested that ComCo’s globally and societally embedded neoliberal-capitalist–masculine growth imperative produced no longer simplistically one-sided, but multifaceted and diversified masculine–individual–white and feminine–collaborative–colored growth mechanisms, including ideal workers broadening from quantitatively extreme to qualitatively conformant qualities and practices, to constitute not merely unencumbered masculine, but all workers, as existing for company growth. However, feminine–collective–colored mechanisms, co-opted to supporting growth, remained subordinated to masculine–individual–white mechanisms constructed as more effective at delivering growth, reinforcing ComCo’s inequality regimes and worker hierarchies despite diversity initiatives. Organizations must identify and address processes reinforcing inequality regimes to genuinely promote employment equity and diversity.
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Doggett, Felicia M. „Internships in the acoustical disciplines: How can we attract a more diverse student population?“ Journal of the Acoustical Society of America 152, Nr. 4 (Oktober 2022): A254. http://dx.doi.org/10.1121/10.0016187.
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A problem that many professional scientific organizations are tackling now, including the Acoustical Society of America (ASA) and the Institute of Noise Control Engineering (INCE), is the lack of diversity in our current membership. As the chair of INCE’s Diversity, Equity, and Inclusion committee, we are exploring ways to engage with a more diverse student population for both internships as well as fulltime employees after graduation. In 2021, the National Science Foundation (NSF) published Women, Minorities, and Persons with Disabilities in Science and Engineering, which provides statistical information about the participation of these three groups in science and engineering education and employment. In order to have a plan as to how to proceed engaging with students, this document provides a good benchmark as to the current enrollment in the United States. This presentation explores methods that INCE’s DEI committee is implementing to reach out to students and connect them with companies and industries in acoustics and noise control engineering who can make internships possible.
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OWUSU, CALEB KWASI, und David Kwashie Garr. „Corporate Governance Dynamics and Financial Performance: Analysis of Listed Commercial Banks in the Ghanaian Context"“. International Journal of Business, Management and Economics 5, Nr. 2 (09.05.2024): 114–33. http://dx.doi.org/10.47747/ijbme.v5i2.1758.
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This study aims to determine the effect of corporate governance on the financial performance of 14 listed commercial banks in Ghana. The research employs a panel data set from 2008 to 2020 to examine how board size, ownership structure, board independence, capital adequacy ratio, audit committee effectiveness, board gender diversity, and overall corporate governance score affect ROA and ROE for banks. These relationships are analyzed using Ordinary Least Squares (OLS) regression within the framework of panel data analysis. Results indicate that ROA is positively related to board size, board independence, audit committee, and Board gender diversity. Also, ROE is positively influenced by companies’ ownership structure, capital adequacy ratio, audit committee effectiveness, and overall corporate employment governance rating. However, there is a significant negative correlation between ROE and women’s representation or board gender diversity. Also, another key finding is that both Return on Assets (ROA) and Return on Equity (ROE) are significantly affected by debt and debt-to-equity ratios. This indicates that banks borrowing more have reduced profitability, underlining the need for a well-managed capital structure and no over-reliance on loans. This study contributes to the understanding of the relationship between corporate governance and performance in the banking sector of Ghana, emphasizing that high-quality governance systems can improve and enhance financial performance. The insight gained from this analysis shows that Banks should aim towards good corporate governance practices such as; maintaining proper board size, promoting greater board independence, ensuring efficient audit procedures, and encouraging more gender diversity to enhance profitability. The outcomes also emphasized a well-built base of capital and concentrated ownership, enabling better financial results.The outcomes of this research are useful to Ghanaian policymakers, regulators, and bank executives who view the need for strong corporate governance environments to buttress the stability and growth of the banking sector.
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Wu, David, Ryan O. Emerson, Anna Sherwood, Mignon L. Loh, Anne Angiolillo, Ilan Kirsch, Christopher S. Carlson, David Williamson, Brent L. Wood und Harlan Robins. „On-Going Evolution Of IGH In B-Cell Precursor Acute Lymphoblastic Leukemia Does Not Substantially Affect Day 29, Post-Treatment MRD Quantification By High-Throughput Sequencing“. Blood 122, Nr. 21 (15.11.2013): 1341. http://dx.doi.org/10.1182/blood.v122.21.1341.1341.
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Abstract High-throughput sequencing (HTS) of immunoglobulin heavy chain genes (IGH) may be useful for detecting minimal residual disease (MRD) in B-cell precursor acute lymphoblastic leukemia (BPC-ALL), particularly in the context of massive clonal evolution at the IGH locus, as previously identified by others (Gawad et al., Blood 120(22):4407-17, 2012; and Faham et al., Blood 120(26):5173-80, 2012). This on-going rearrangement of IGH may limit detection of MRD in post-treatment samples by traditional molecular-based methods, typically real-time PCR using patient-specific primers or probes. Here, we examine the extent to which evolution of IGH in unselected pre-treatment samples from patients with BPC-ALL affects detection of MRD in day 29 post-treatment samples by high-throughput sequencing of IGH. Of 99 samples from an unselected series from the Children’s Oncology Group trial AALL0932, we find that 92 of 98 samples have a clonal IGH gene rearrangement in pre-treatment samples. One sample failed at the outset during the DNA extraction step. Of the remaining 92 cases with pre-treatment VDJ or D-J rearrangements, 82 had evidence of on-going recombination in which VH replacement was identified in clones, each having conserved D-J rearrangements. The average number of clones was 192, but ranged from 1 to over 2000 unique sequences. In cases with VH replacement, an average of 4.12% of IGH sequences was made up of VH-replaced sequences. In post-treatment samples that were MRD positive, the predominant clone in pre-treatment samples was typically the most frequent clone. Clones consistent with VH replacement were found in 19 patients; in one patient, the only MRD detected was a single clone consistent with VH replacement at a level of ∼1 in 1,000,000. In the other 18 post-treatment MRD positive cases, the dominant clone identified pre-treatment was also dominant post-treatment: on average, 3.2% of total IGH rearrangements matched the dominant clone post-treatment, while only 0.027% of IGH rearrangements were consistent with VH replacement of the major clone. Among pre-treatment samples in which VH replaced clones were detected, all VH replaced clones together were 12% as large as the dominant clone on average. Among post-treatment samples, VH replaced clones were on average 14% as large as the dominant clone, indicating little change in the relative proportions of the dominant clone and VH replaced sub-clones. These findings together suggest that on-going rearrangement of the IGH locus is not likely to be important for clonal tumor evolution within the time frame of initial chemotherapy, as no substantial change in clonal diversity as assessed by IGH sequencing is evident. In other words, on-going rearrangement of IGH appears to be neutral with respect to therapy-induced selection of tumor clones that may represent early (day 29) relapse. Disclosures: Emerson: Adaptive Biotechnologies: Employment, Equity Ownership. Sherwood:Adaptive Biotechnologies: Employment, Equity Ownership. Kirsch:Adaptive Biotechnologies: Employment, Equity Ownership. Carlson:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties. Williamson:Adaptive Biotechnologies: Employment, Equity Ownership. Wood:Becton Dickinson and Company, NJ, USA: Research Funding. Robins:Adaptive Biotechnologies: Consultancy, Equity Ownership, Patents & Royalties.
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Benhamadi, Bey. „Governance and Diversity within the Public Service in Canada: Towards a Viable and Sustainable Representation of Designated Groups (Employment Equity)“. International Review of Administrative Sciences 69, Nr. 4 (Dezember 2003): 505–19. http://dx.doi.org/10.1177/0020852303694006.
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Bell, Myrtle P. „Anti-blackness, surface-level diversity continues to matter: what must we do?“ Equality, Diversity and Inclusion: An International Journal 39, Nr. 7 (21.07.2020): 749–59. http://dx.doi.org/10.1108/edi-06-2020-0160.
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PurposeThis paper discusses the author's perceptions of anti-blackness, her research on “surface-level” diversity and her recommendations for faculty, administrators and allies.Design/methodology/approachThe paper is a personal account, drawn from the author's background and experiences teaching and studying diversity. It discusses research on American Blacks' unique experiences with police violence and discrimination in employment, housing, customer service, healthcare and education consistent with anti-blackness.FindingsAnti-blackness pervades Blacks' everyday experiences, including in academic institutions.Research limitations/implicationsThis paper is a viewpoint paper. Researchers should study anti-blackness, looking specifically at Blacks' organizational and societal experiences.Practical implicationsThe author provides suggestions for faculty regarding sharing their research findings, teaching about anti-blackness in diversity, human resources, organizational behavior, management and other courses along with mentoring doctoral students. Recommendations for administration to help ensure that Black faculty are hired, valued and supported are also provided.Social implicationsEfforts to identify, acknowledge and dismantle anti-blackness are critical to Blacks and are important to improving diversity, inclusion and equity in society.Originality/valueThis paper provides the author's perspective on anti-blackness, using her personal perceptions and experiences, coupled with research evidence. The author provides suggestions for faculty and administrators based on decades of research and experience in the field and being Black in an anti-black society.
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Schnittger,, Susanne, Christiane Eder, Frank Dicker, Vera Grossmann, Alexander Kohlmann, Wolfgang Kern, Claudia Haferlach und Torsten Haferlach. „In BCR-ABL1 Negative Myeloproliferative Neoplasms the Detection of JAK2exon12, MPLW515, CBL, KITD816V, FIP1L1-PDGFRA Mutations Are Closely Linked to Specific Entities, Whereas the JAK2V617F, TET2, or EZH2 Mutations Demonstrate a Broader Diversity: Patterns From Diagnostic Reports of 18,547 Patients Analyzed“. Blood 116, Nr. 21 (19.11.2010): 458. http://dx.doi.org/10.1182/blood.v116.21.458.458.
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Abstract Abstract 458 The first mutation detected in BCR-ABL1 negative myeloproliferative neoplasms (MPN) was JAK2V617F that revolutionized diagnostics of MPN during the last five years. However, although this genetic marker is useful to discriminate MPN from reactive disorders, it is not specific for one entity. In addition, approximately 5% of all polycythemia vera (PV) and 50% of essential thrombocytosis (ET) and primary myelofibrosis (PMF) are not JAK2V617F mutated. In these entities other activating mutations, e.g. MPLW515 mutations or JAK2exon12 mutations, cover additional small proportions of patients without JAK2V617F mutation. To further improve the molecular genetic characterization of MPN research focuses on the identification of novel mutations and, recently, CBL, TET2, and EZH2 genes were identified to be mutated in MPN. We here report on our single centre experience in applying these markers in a daily diagnostic work flow comprizing a total cohort of 18,547 cases with suspected MPN that were investigated between 8/2005 und 8/2010 with individual patient specific combinations of these markers as soon as published. Thus, the most frequently tested marker was JAK2V617F that was applied in 17,027 pts. In 6,622/17,027 (38.9%) a definite diagnosis of MPN could be made or confirmed on the basis of the detection of JAK2V617F mutation. More detailed, the percentage of JAK2V617F positive cases varied depending on the suspected diagnoses: In patients with cytomorphologically confirmed or suspected ET 581/891 (65.2%) were JAK2V617F positive, in PMF: 168/290 (57.9%), in PV: 800/942 (84.9%), in MPN-U: 51/212 (24.0%), in CMML: 38/383 (9.9%), in “MPN” not further specified by the referring physician: 4741/11249 (42.1%), and in those with unexplained leukocytosis/thrombocytosis/splenomegaly or suspected hematologic malignancy: 139/2492 (5.6%). Many of the before mentioned cases were suspected MPN and therefore analyzed for both JAK2V617F and BCR-ABL1. Thus, in 9,924 pts BCR-ABL1 and JAK2V617F testing were performed in parallel. As such, in 541/9,924 (5.5%) analyses BCR-ABL1 positive CML was identified and 3,558 cases were JAK2V617F mutated (35.9%). Only 8 pts were BCR-ABL1/JAK2V617F double positive (0.08%), thus this is a very rare event. In cases with JAK2V617F negative PV in a second step JAK2exon12 mutation was analyzed and 27/147 (18.3%) were tested positive. JAK2V617F negative ET or PMF were analyzed in a second step for MPLW515 mutations. In ET 24/258 (9.3%) and in PMF 14/164 (8.5%) cases were tested positive. JAK2exon12 or MPLW515 were never concomitantly detected with JAK2V617 in our cohort (parallel assessments: n=3,769). PCR for detection of FIP1L1-PDGFRA was performed in 1,086 cases with suspected HES/CEL or unclear eosinophilia but only 26 (2.4%) were tested positive and a CEL could be diagnosed. However, in 36/130 (27.7%) FIP1L1-PDGFRA negative cases a KITD816V mutation was detected and thus a diagnosis of mastocytosis could be established. In addition, confirmation of mastocytosis was achieved in further 326/731 (44.6%) pts with suspected mastocytosis, three of these pts had a JAK2V617F mutation in addition. Further analyses were recently done on selected well characterized cohorts of MPN: CBL mutations were analyzed in 623 cases and tested positive in 54 (8.7%): 26/199 CMML (13.0%), 1/25 PMF, 27/293 MPN-U (9.2%), but never were detected in ET (n=61) or PV (n=45). TET2 sequencing detected mutations in 56/191 (29.3%) of pts analyzed: ET: 6/28 (21.4%), PMF: 4/12 (33.3%), PV: 10/31 (32.3%), CMML: 17/22 (77.3%) cases, MPN-U: 17/86: (19.8%), HES: 1/9 cases, Mastocytosis: 1/3 cases. Thus, TET2 mutations are widely spread in different entities and were frequently associated with other mutations: JAK2V617F: n=16, JAK2exon12: n=1, MPLW515: n=2, CBL: n=5, FIP1L1-PDGFRA: n=1, KITD816V: n=1, and EZH2: n=2. Finally, EZH2 sequence analysis detected mutations in 4/68 (5.9%) cases (1/16 PV, 2/11 PMF, 1/17 MPN-U, 0/20 ET, 0/4 CEL). In conclusion, these data show that the analysis of molecular mutations greatly improved the diagnostic work up of MPN in the last 5 years. The detection of some mutations (JAK2exon12, MPLW515, CBL) are useful to further subclassify MPNs. Others (JAK2V617F, TET2, EZH2) are widely distributed and are helpful for classification and also to discriminate MPN from reactive disorders. The individual power of each marker for prognostication in MPN remains to be defined in future studies. Disclosures: Schnittger: MLL Munich Leukemia Laboratory: Employment, Equity Ownership. Eder:MLL Munich Leukemia Laboratory: Employment. Dicker:MLL Munich Leukemia Laboratory: Employment. Grossmann:MLL Munich Leukemia Laboratory: Employment. Kohlmann:MLL Munich Leukemia Laboratory: Employment. Kern:MLL Munich Leukemia Laboratory: Employment, Equity Ownership. Haferlach:MLL Munich Leukemia Laboratory: Employment, Equity Ownership. Haferlach:MLL Munich Leukemia Laboratory: Employment, Equity Ownership.
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Woźniak-Jęchorek, Beata. „Institutional determinants of regional diversity of labor market in Poland“. Equilibrium 10, Nr. 1 (31.03.2015): 129. http://dx.doi.org/10.12775/equil.2015.007.
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The article focuses on regional diversity of the Polish Labor Market from institutional perspective. The Polish Labor Market is geographically diverse in terms of unemployment and employment rates, and also in terms of economic development. At the end of 2013 the difference between the lowest and the highest unemployment rate in the Polish regions was 12.1% (Wielkopolska located in the West Poland has unemployment rate of 9.6% and Warmia - Mazury in the East has unemployment of 21.7%). The question arises whether this difference comes from the structural or institutional sources. The paper describe the character of Polish Labor Market, whereas in the second part, it traces the impact of institutional variables such as real wage, Kaitz index and Gender gap on the regional unemployment rate in 2002–2012 in Poland.
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Walsh, Janet. „Equality and diversity in British workplaces: the 2004 Workplace Employment Relations Survey“. Industrial Relations Journal 38, Nr. 4 (Juli 2007): 303–19. http://dx.doi.org/10.1111/j.1468-2338.2007.00450.x.
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