Relevant bibliographies by topics / Diverse health workforce

Academic literature on the topic 'Diverse health workforce'

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Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Diverse health workforce"

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Millner, Lori. "Growing a Diverse Health Workforce." Journal of Physician Assistant Education 25, no. 2 (2014): 31–32. http://dx.doi.org/10.1097/01367895-201425020-00008.

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Seck, Essie Trammel, Wilbur A. Finch, Michal Mor-Barak, and Linda M. Poverny. "Managing a Diverse Workforce." Administration in Social Work 17, no. 2 (August 2, 1993): 67–79. http://dx.doi.org/10.1300/j147v17n02_05.

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Mamary, Edward M., and Kathleen M. Roe. "Selecting for a Diverse Public Health Workforce." Californian Journal of Health Promotion 2, no. 1 (March 1, 2004): 22–28. http://dx.doi.org/10.32398/cjhp.v2i1.576.

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The population of California continues to become more diverse; it has become increasingly important for California universities to provide graduate education to underrepresented groups and to prepare culturally competent health educators whose skills are adapted to these dynamic demographic changes. This paper describes the graduate admissions requirements of the four California-based graduate programs in Community Health Education (CHE) accredited by the Council on Education for Public Health (CEPH ) and uses the graduate admissions process at San Jose State University as a case example for selecting a cohort that reflects the cultural and linguistic diversity of the state. The use of multiple methods of assessment and the avoidance of undue emphasis on standardized tests in the admissions selection creates a more equitable graduate admissions process.
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Haughton, Betsy, and Alexa George. "The Public Health Nutrition workforce and its future challenges: the US experience." Public Health Nutrition 11, no. 8 (August 2008): 782–91. http://dx.doi.org/10.1017/s1368980008001821.

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AbstractObjectivesTo describe the US public health nutrition workforce and its future social, biological and fiscal challenges.DesignLiterature review primarily for the four workforce surveys conducted since 1985 by the Association of State and Territorial Public Health Nutrition Directors.SettingThe United States.SubjectsNutrition personnel working in governmental health agencies. The 1985 and 1987 subjects were personnel in full-time budgeted positions employed in governmental health agencies providing predominantly population-based services. In 1994 and 1999 subjects were both full-time and part-time, employed in or funded by governmental health agencies, and provided both direct-care and population-based services.ResultsThe workforce primarily focuses on direct-care services for pregnant and breast-feeding women, infants and children. The US Department of Agriculture funds 81·7 % of full-time equivalent positions, primarily through the WIC Program (Special Supplemental Nutrition Program for Women, Infants, and Children). Of those personnel working in WIC, 45 % have at least 10 years of experience compared to over 65 % of the non-WIC workforce. Continuing education needs of the WIC and non-WIC workforces differ. The workforce is increasingly more racially/ethnically diverse and with 18·2 % speaking Spanish as a second language.ConclusionsThe future workforce will need to focus on increasing its diversity and cultural competence, and likely will need to address retirement within leadership positions. Little is known about the workforce’s capacity to address the needs of the elderly, emergency preparedness and behavioural interventions. Fiscal challenges will require evidence-based practice demonstrating both costs and impact. Little is known about the broader public health nutrition workforce beyond governmental health agencies.
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McPherson, Blair. "Equipping managers to lead a diverse workforce." Ethnicity and Inequalities in Health and Social Care 2, no. 2 (August 19, 2009): 37–40. http://dx.doi.org/10.1108/17570980200900014.

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Cohen, J. J. "Improving Americaʼs health status through a more diverse physician workforce." Academic Medicine 72, no. 2 (February 1997): 130. http://dx.doi.org/10.1097/00001888-199702000-00019.

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Yanagihara, Richard, Marla J. Berry, Monica J. Carson, Sandra P. Chang, Heather Corliss, Marc B. Cox, Georges Haddad, et al. "Building a Diverse Workforce and Thinkforce to Reduce Health Disparities." International Journal of Environmental Research and Public Health 18, no. 4 (February 7, 2021): 1569. http://dx.doi.org/10.3390/ijerph18041569.

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The Research Centers in Minority Institutions (RCMI) Program was congressionally mandated in 1985 to build research capacity at institutions that currently and historically recruit, train, and award doctorate degrees in the health professions and health-related sciences, primarily to individuals from underrepresented and minority populations. RCMI grantees share similar infrastructure needs and institutional goals. Of particular importance is the professional development of multidisciplinary teams of academic and community scholars (the “workforce”) and the harnessing of the heterogeneity of thought (the “thinkforce”) to reduce health disparities. The purpose of this report is to summarize the presentations and discussion at the RCMI Investigator Development Core (IDC) Workshop, held in conjunction with the RCMI Program National Conference in Bethesda, Maryland, in December 2019. The RCMI IDC Directors provided information about their professional development activities and Pilot Projects Programs and discussed barriers identified by new and early-stage investigators that limit effective career development, as well as potential solutions to overcome such obstacles. This report also proposes potential alignments of professional development activities, targeted goals and common metrics to track productivity and success.
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Hersh, W. "The Health Information Technology Workforce." Applied Clinical Informatics 01, no. 02 (2010): 197–212. http://dx.doi.org/10.4338/aci-2009-11-r-0011.

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Summary Background: There is increasing recognition that a competent and well-trained workforce is required for successful implementation of health information technology. Methods: New and previous research was gathered through literature and Web searching as well as domain experts. Overall themes were extracted and specific data collated within each. Results: There is still a paucity of research concerning the health information technology workforce. What research has been done can be classified into five categories: quantities and staffing ratios, job roles, gaps and growth, leadership qualifications, and education and competencies. From several countries it can be seen that substantial numbers of individuals are needed with diverse backgrounds and competencies. Conclusions: Additional research is necessary to determine the optimal organization and education of the health information technology workforce. Citation: Hersh W. : The health information technology workforce: Estimations of demands and a framework for requirements. Appl Clin Inf 2010; 1: 197–212 http://dx.doi.org/10.4338/ACI-2009-11-R-0011
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Cheshire, Michelle H., Norma Graciela Cuellar, Jennifer M. Figueroa-Delgado, and Patricia Rojas. "A Nursing Workforce Initiative: Increasing the Latino/Hispanic BSN Workforce." Hispanic Health Care International 18, no. 2 (February 17, 2020): 117–20. http://dx.doi.org/10.1177/1540415320904929.

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Of the 3 million nurses in the United States, only 5.4% of registered nurses are Latinos. This is a grave concern since the U.S. Census’ projected increase of Latinos in the United States is expected to be 28% by 2060. In 2010, the Institute of Medicine report recommended a diverse workforce in health care to improve health outcomes. However, the increase in the Latino nursing workforce continues to be low compared to with the population of Latinos in the country. The National Association of Hispanic Nurses and the University of Alabama partnered to increase the number of baccalaureate-prepared registered nurses in the workforce. BAMA-Latino Project (BAMA-L) is a Health Resources and Services Administration–funded program to increase the diversity of registered nurses in the nursing workforce. The purpose of this article is to present the development and implementation of BAMA-L.
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Butler, James, Craig S. Fryer, Earlise Ward, Katelyn Westaby, Alexandra Adams, Sarah L. Esmond, Mary A. Garza, et al. "The Health Equity Leadership Institute (HELI): Developing workforce capacity for health disparities research." Journal of Clinical and Translational Science 1, no. 3 (June 2017): 153–59. http://dx.doi.org/10.1017/cts.2017.6.

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IntroductionEfforts to address health disparities and achieve health equity are critically dependent on the development of a diverse research workforce. However, many researchers from underrepresented backgrounds face challenges in advancing their careers, securing independent funding, and finding the mentorship needed to expand their research.MethodsFaculty from the University of Maryland at College Park and the University of Wisconsin-Madison developed and evaluated an intensive week-long research and career-development institute—the Health Equity Leadership Institute (HELI)—with the goal of increasing the number of underrepresented scholars who can sustain their ongoing commitment to health equity research.ResultsIn 2010-2016, HELI brought 145 diverse scholars (78% from an underrepresented background; 81% female) together to engage with each other and learn from supportive faculty. Overall, scholar feedback was highly positive on all survey items, with average agreement ratings of 4.45-4.84 based on a 5-point Likert scale. Eighty-five percent of scholars remain in academic positions. In the first three cohorts, 73% of HELI participants have been promoted and 23% have secured independent federal funding.ConclusionsHELI includes an evidence-based curriculum to develop a diverse workforce for health equity research. For those institutions interested in implementing such an institute to develop and support underrepresented early stage investigators, a resource toolbox is provided.
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Dissertations / Theses on the topic "Diverse health workforce"

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Edge, C. E. "Ageing, health and retirement choices in a diverse workforce : a case study of a large private sector retail organisation." Thesis, University of Salford, 2017. http://usir.salford.ac.uk/43769/.

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State pension age is due to rise to 68 years in the UK for both men and women by 2046 and the statutory retirement age has been removed. Organisations need to better adapt to the needs of their older employees. Research suggests that a growing number of people want to remain employed past traditional retirement age if the correct conditions are in place such as flexible working arrangements or measures to improve employees’ enjoyment of their work. Health is a key predictor of retirement. Good health acts as an enabler to extending working life. This research aims to explore the factors that enable or inhibit people to work for longer, post traditional retirement age, in a large UK based private sector retail organisation. There are two phases to the study: Phase One is the descriptive and inferential secondary data analysis of existing human resource data in relation to the health and wellbeing of the work force. This is based on a cohort of the employee work force in the retail sector taken over a three-year period from 2011-2013 (2013 data N=76,379) with a focus on workers aged ≥ 50 (n=19,244). The second phase is a qualitative study using semi-structured interviews with a purposive sample of 30 participants: 15 employees aged ≥ 60 and 15 supervisors supporting these employees. The aim of phase two is to explore employee experiences of nearing or working beyond state pensionable age, as well as the factors enabling and inhibiting people to work for longer. Phase Two also explores the organisational and store level factors that enable and inhibit people to work for longer. Findings from Phase One show that 76% of workers aged ≥ 50 in the study population (n=14,596) are female. Specific needs associated with female older workers are reflected in the rates of mental ill-health, whereby the largest increases in proportion of ‘mental ill health’ cases across three years were found in the older female worker group. Older workers represent 25% of employees, but account for 39% of all long-term sickness. Although men had fewer instances of time off for mental ill health issues, for long-term absence males had significantly higher recovery time (M=63days, SD=54 days) than females (M=57 days, SD=47 days). Female older employees and those in the north of England had a significantly higher probability of retirement during 2-years follow-up. Older workers showed gendered workplace sickness absence trends and ill health was been found to be a key predictor of retirement. In Phase Two the majority of older workers and supervisors reported that facilitators to extending their working lives were: the values of the organisation in respect of its ethos and long history within the community; good health; the social aspects of work, which were considered to be beneficial for health; good support from supervisors; good team dynamics; positive self-perceptions of ageing; and a choice in shift patterns with a preference for morning shifts. Perceived barriers to extended working life included poor health, negative impacts of work on health, for example due to issues such as prolonged standing, and a lack of respect and support from management and colleagues, specifically in respect of: • Intergenerational (across the generations from young to old) barriers. • The majority of older females interviewed experienced a lack of choice to EWL e.g. caring responsibilities acted as a barrier to EWL. To address these barriers, it is suggested that flexible working practices and choice of shift patterns should be considered as well as practices harnessing the social and community aspects of work. Further, it is recommended that an organisational approach to championing age and EWL as part of an overall life-course approach to diversity management should be implemented.
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Mpofu, Charles. "Immigrant medical practitioners' experience of seeking New Zealand registration a participatory study : a thesis submitted to Auckland University of Technology in partial fulfilment of the requirements of the degree of Master of Health Science, 2007." Click here to access this resource online, 2007. http://hdl.handle.net/10292/404.

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This qualitative modified participatory study underpinned by social critical theory explored the experiences of immigrant medical practitioners seeking registration in New Zealand. The occupational science notions of occupation, occupational deprivation and occupational apartheid were used to understand the experiences of the participants. The objective of the study was to understand the experiences of the participants and facilitate their self-empowerment through facilitated dialogue, affording them opportunities for collective action. Data was obtained through in-depth interviews and focus group discussions with eighteen immigrant medical practitioners who were doctors and dentists as well as two physiotherapists. The two physiotherapists were sampled out of necessity to explore diversity in findings. Transcripts were analysed using thematic analysis. This method included the processes of coding data into themes and then collapsing themes into major themes which were organised under categories. Four categories were created in the findings describing the experiences of immigrant practitioners and suggesting solutions. Firstly; findings revealed that immigrant medical practitioners had a potential worth being utilised in New Zealand. Secondly; it was found that these participants faced negative and disabling experiences in the process of being registered. Thirdly; the emotional consequences of the negative experiences were described in the study. Fourthly; there were collectively suggested solutions where the participants felt that their problems could be alleviated by support systems modelled in other Western English speaking countries that have hosted high numbers of immigrant medical practitioners from non-English speaking countries. This collective action was consistent with the emancipatory intent of participatory research informed by social critical theory. This study resulted in drawing conclusions about the implications of the participants’ experiences to well-being, occupational satisfaction as well as diverse workforce development initiatives. This study is also significant in policy making as it spelt out the specific problems faced by participants and made recommendations on what can be done to effectively utilise and benefit from the skills of immigrant medical practitioners. A multi-agency approach involving key stakeholders from the government departments, regulatory authorities, medical schools and immigrant practitioners themselves is suggested as a possible approach to solving the problems faced by these practitioners.
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Books on the topic "Diverse health workforce"

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Congress of Health Professions Educators (3rd 1995 Washington, D.C.). Building the workforce for a diverse society: Proceedings of the 3rd Congress of Health Professions Educators. Edited by Rubin Elaine R and Association of Academic Health Centers (U.S.). Washigton, DC: Association of Academic Health Centers, 1995.

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United States. Congress. Senate. Committee on Health, Education, Labor, and Pensions. Roundtable: Higher education and corporate leaders, working together to strengthen America's workforce : hearing of the Committee on Health, Education, Labor, and Pensions, United States Senate, One Hundred Ninth Congress, first session, on examining issues relating to higher education and corporate leaders, focusing on defining the roles industry and institutions of higher education will have to ensure that the United States has the skilled and diverse workforce it will need to succeed today and in the future, May 19, 2005. Washington: U.S. G.P.O., 2005.

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Saks, Mike, ed. Support Workers and the Health Professions. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781447352105.001.0001.

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This edited text is the second in the series entitled the Sociology of Health Professions: Future International Directions, published by Policy Press. It consists of eleven chapters covering several different aspects of support work and its relationship to the health professions, illustrated with reference to a wide range of different countries. Its importance is underlined by the relative lack of attention given to date to the diverse span of health support workers, in light of their growing significance in harness with the health professions in providing care to an increasingly ageing population in the modern world. The special significance of this collection, introduced by Mike Saks as editor, is that the various expert international contributions are brought together in the first social science book produced on the part played by support workers in conjunction with health professions in providing health care to users and their carers. This has crucial ramifications for well being in all modern societies. The support workforce and its place in the health care division of labour have too often been invisible in the past. However, this book, written from a neo-Weberian perspective, enhances our academic understanding of the role of support workers and helps to inform policy making in this critical field.
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Stoff, David M., Mary Ann Cohen, Marshall Forstein, Anna L. Dickerman, and Daena L. Petersen. Training in HIV Psychiatry. Edited by Mary Ann Cohen, Jack M. Gorman, Jeffrey M. Jacobson, Paul Volberding, and Scott Letendre. Oxford University Press, 2017. http://dx.doi.org/10.1093/med/9780199392742.003.0013.

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HIV education and training can improve HIV treatment and prevention services, improve HIV-related education, and increase the number of clinicians and investigators working with persons at risk for and living with HIV/AIDS. This chapter presents a biopsychosocial, integrated model of HIV/AIDS education for psychiatry trainees, relevant curriculum and content areas of HIV/AIDS education, and related areas, such as teaching treatment approaches and implementation of training curricula. HIV education is enriched through a balanced approach that emphasizes the importance of diversity training as well as research training. National Institutes of Health (NIH) research training and career development opportunities are highlighted, as are diversity issues in HIV psychiatry for the training of a diverse research workforce.
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Solomon, M. Scott. Labor Migrations and the Global Political Economy. Oxford University Press, 2017. http://dx.doi.org/10.1093/acrefore/9780190846626.013.251.

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Cross-border migration of people from one country to another has become an increasingly important feature of the globalizing world and it raises many important economic, social, and political issues. Migration is overwhelmingly from less developed to more developed countries and regions. Some of the factors affecting migration include: differences between wages for equivalent jobs; access to the benefits system of host countries plus state education, housing, and health care; and a desire to travel, build new skills and qualifications, and develop networks. On a more economic standpoint, studies show that labor migration provides various advantages. Migrants can provide complementary skills to domestic workers, which can raise the productivity of both. Migration can also be a driver of technological change and a fresh source of entrepreneurs. Much innovation comes from the work of teams of people who have different perspectives and experiences. Furthermore, a convenient way to accommodate individual actors in the global economy is to view them as economically dependent workers rather than as citizens capable of bringing about social change. The economic globalization process has modified this perspective to some extent, with greater recognition of the integration of a diverse, but nationally based, workforce into production patterns that can span several sovereign jurisdictions and world regions.
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Garabato, Natalia, Jonathan Gardner, and Steve Nyce. Global Developments in Employee Benefits. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198827443.003.0012.

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While defined contribution plans are now the norm, many workers and retirees are insufficiently engaged with these plans during both the accumulation and decumulation phases. Indeed, given low growth, it is unclear whether stagnating incomes and increasingly diverse workforces will produce retirement and health plans that will meet employees’ financial needs. Instead employers are increasingly expressing interest in moving to a next generation of benefits, one characterized by greater flexibility and choice, to encompass a broader range of employee needs. This chapter discusses the emerging trends within occupational benefits, the forces that are driving these changes, and the challenges they pose.
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Book chapters on the topic "Diverse health workforce"

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Harper, Sarah. "Health and Well-Being in Older Workers: Capacity Change with Age." In Managing an Age-Diverse Workforce, 206–20. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230299115_13.

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Landry, Alden Matthew. "Workforce Diversity: Why It Matters and How to Get There." In Promoting Health Equity Among Racially and Ethnically Diverse Adolescents, 113–22. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-97205-3_8.

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Ring, Jeffrey M. "Training a Culturally Inclusive Workforce to Provide Culturally Responsive Healthcare for Adolescents." In Promoting Health Equity Among Racially and Ethnically Diverse Adolescents, 123–31. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-97205-3_9.

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Booth, Nikki. "Legislation, Regulation and Health and Safety." In Tolley's Managing a Diverse Workforce, 49–72. Elsevier, 2004. http://dx.doi.org/10.1016/b978-0-406-97149-4.50008-1.

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"Legislation, Regulation and Health and Safety." In Tolley's Managing a Diverse Workforce, 61–84. Routledge, 2009. http://dx.doi.org/10.4324/9780080885520-9.

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Booth, Nikki. "Managing the Health and Safety of Diverse Employees." In Tolley's Managing a Diverse Workforce, 107–33. Elsevier, 2004. http://dx.doi.org/10.1016/b978-0-406-97149-4.50010-x.

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"Managing the Health and Safety of Diverse Employees." In Tolley's Managing a Diverse Workforce, 119–46. Routledge, 2009. http://dx.doi.org/10.4324/9780080885520-11.

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Helm, Denise Muesch, and Robert A. Horn. "31. Retaining Students to Develop a Diverse Oral Health Workforce: The Role of Need-Based Financial Aid." In Oral Health in America: Removing the Stain of Disparity. American Public Health Association, 2019. http://dx.doi.org/10.2105/9780875533063ch31.

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Sakulich, Aaron, and Amy Peterson. "A Globally Focused, Experiential Educational System for STEM Fields." In Strategies for Increasing Diversity in Engineering Majors and Careers, 176–200. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2212-6.ch009.

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The diversification of the STEM labor force is essential to the health of the American economy, both because diverse teams are more adept at achieving project goals and because of shifting national demographics. Although the professional STEM workforce is currently more diverse than ever, sustained increases in diversity over the last 20 years has been relatively limited and may be decelerating. The focus of this chapter is specific programmatic components that can be implemented to intentionally supporting STEM students of diverse backgrounds. The hub of such an educational system would be Individual Development Plans (IDPs), which would empower students to follow an intentional path during their studies, combined with a strong focus on reflection and connection through ePortfolios and experiential learning both in academic projects and extracurricular professional activities such as internships.
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Placide, Vierne, and Michelle M. Vance. "Supporting Diversity and Inclusiveness Amid a Changing Academic Landscape." In Advances in Medical Education, Research, and Ethics, 1–23. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-7623-6.ch001.

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Prior to the pandemic, two-thirds of universities and colleges administered courses in the traditional face-to-face setting. After the abrupt change due to the pandemic, educators submerged themselves in virtual pedagogy and forged ahead in preparing the future workforce. An area that may have been overlooked was ensuring the learning environment remained diverse, equitable, and inclusive for all learners. Vital to students matriculating through programs and entering the healthcare workforce is recognizing and understanding student learning styles and having an ecological glimpse of circumstances that may affect their learning. Employing the intersectionality framework to explore inequities exacerbated by students' identities is a starting point. Implementing strategic priorities and DEI practices to decrease the equity gap that exists in the healthcare system and higher education institutions is essential. Health profession educators play a unique role in serving as change agents for future healthcare professionals who have a direct impact on health outcomes.
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Conference papers on the topic "Diverse health workforce"

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al kandari, Hamad, and Ashok Garlapati. "Achieving HSE Targets Under Diverse Workforce." In SPE International Conference on Health, Safety and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2010. http://dx.doi.org/10.2118/126270-ms.

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Seet, Alfred. "Leveraging on Diverse Workforce - Accommodations and Accessibility for All." In SPE Asia Pacific Health, Safety, Security, Environment and Social Responsibility Conference. Society of Petroleum Engineers, 2017. http://dx.doi.org/10.2118/185186-ms.

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Thomas, Liz, and Vicky Duckworth. "Maintaining the diversity of the professional healthcare workforce through higher education qualification routes." In Fourth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/head18.2018.8198.

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In England many professional healthcare qualifications, including nursing, are only achievable through higher education, for which tuition fees are payable from this year (2017-18) onwards. This paper is concerned about maintaining both the number and diversity of healthcare professionals to meet the needs of a diverse and ageing population. It reviews student views and the available statistical evidence about the impact of the introduction of tuition fees on applicants, and literature and empirical evidence about what higher education institutions are doing to recruit and retain students from different backgrounds to meet the health needs of the population. It concludes that because professions such as nursing have traditionally recruited from a diverse population minimal knowledge or practical expertise has been developed to widen participation in healthcare education in general and nurse education in particular. Moving forward, the healthcare and higher education sectors will need to work in joined up ways to develop strategies to both attract and retain a wide range of diverse students to higher education professional healthcare qualification courses – and maintain the supply of qualified healthcare professionals.
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Hamedifar, Hamed, and Herve Wilczynski. "Planning for Unknown in The New Age of Digital: A Paradigm for Offshore Oil and Gas Risk Assessment and Management." In Offshore Technology Conference. OTC, 2021. http://dx.doi.org/10.4043/31057-ms.

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Abstract Major Oil and Gas operators and service companies look to undertake large scale digital transformations aimed at producing integrated, connected, and intelligent enterprises. These transformations require accelerating the journey to the cloud to modernize the entire application portfolio. By transitioning to the cloud, firms enjoy improved data analytics which allow for evolution to next generation digital work environment. This shift, however, comes with workforce challenges. Employees in all categories and at most levels will require significant cross- and up-skilling to take full advantage of the digital transformation. As vendors, suppliers, service companies, and operators move products and equipment around an expanding ecosystem of assets, security threats are likely to increase due to further geopolitical instability. Data based decision making, which enables the optimization of assets and automation of operations to minimize workforce risk exposure must be implemented with consideration of enterprise risk reduction (across the asset and workforce operational risk life cycle). As Oil and Gas operations become more geographically dispersed and diverse, they are exposed to new and evolving risk factors which can directly impact value. These risk factors make asset acquisition, development, management, and maintenance all more challenging. Analyses of risk in a digital foundation risk-based platform is most valuable at the earliest stages of asset development in determining whether to proceed with the planned development through to end-of-life decommissioning. Successful firms must create an end-to-end digital roadmap which delineates between technical and transactional activities and outlines effective stakeholder engagement at each project stage. The fundamental thesis of this paper is that although risk can be mitigated and reduced through the introduction of digital tools into oil and gas operations, it can never be completely removed. Furthermore, while industry research on the impact of digitalization usually rely heavily on cost savings, optimization, and health, safety, and environment (HSE) related cases, they typically fail to consider the contribution of digitalization on risk assessment and management. This paper argues that we need to move away from the focus on cost savings, process optimization, and HSE metrics improvement metrics. This paper sets up a mechanism for developing risk-based strategies for implementation of digital solutions.
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Reports on the topic "Diverse health workforce"

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Providing safety and health protection for a diverse construction workforce: issues and ideas. U.S. Department of Health and Human Services, Public Health Service, Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, June 1999. http://dx.doi.org/10.26616/nioshpub99140.

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