Gender Equity Perceptions among Social and Administrative Sciences Pharmacy Faculty: An AACP-APhA Task Force Report.

OBJECTIVE: The American Association of Colleges of Pharmacy's Social and Administrative Sciences (AACP SAS) Section and the American Pharmacists Association-Academy of Pharmaceutical Research and Science's Economic, Social and Administrative Sciences (APhA-APRS ESAS) Section formed a Gender Equity Task Force to determine if there is evidence to suggest that there is gender disparity in pay; responsibilities; treatment by peers/colleagues, students, and administration; leadership opportunities; rank, tenure status, and career advancement for Section members; and to develop recommendations to address existing disparities. METHODS: A Qualtrics survey was emailed in December 2020 to all AACP SAS and APhA-APRS ESAS Section members. The questionnaire included items regarding favorability toward men or women in various academic domains (research, teaching, service, recruitment, mentoring, and advancement). Participants were asked if they had experienced gender inequity, and if so, at what type of institution and academic rank. Chi-square tests of independence and post-hoc comparisons were used to assess item responses based on gender. RESULTS: Seventy-two percent of respondents indicated they had experienced gender inequity. Women and persons of color were more likely to do so. Women commonly reported that men received more favorable treatment in nearly all academic domains, whereas men reported that women and men were treated the same. CONCLUSION: Social and administrative sciences pharmacy faculty reported experiences of gender inequity and perceptions of gender equity. Perception gaps existed between male and female faculty in numerous academic domains. Colleges and schools of pharmacy should increase awareness of, and strive to self-assess, gender inequity in their institutions.

The perilous path: reimagining promotion and tenure in African academia.

The current scientific publication architecture and business models are structured to privilege high-impact Western journals. This has been perpetuated in academia and by funding agencies, where a researcher´s value is often measured by the number of publications and where these papers are published. However, the current system renders journals from low- and middle-income countries, including African journals, largely invisible. Indeed, it is important to answer the fundamental question of why we conduct research. Most would argue that research is only ethically grounded if its core purpose is to create impact and improve lives. There is compelling evidence that the time lag from evidence generation to translation into policy is about 17 years. There is no evidence that publishing in a high-impact journal is more likely to create an impact. Indeed, the move by many universities away from using the impact factor as a measure of academic value is increasingly welcomed. It has become critical to redefine and restructure academic merit. In this essay, we will explore the Afro-centric dimensions of the publish-or-perish rhetoric and its impact on tenure in African academia. We argue that context-relevant and alternative metrics are needed to redefine academic merit, as well as the intentionality of African governments and universities to invest in, trust, and value their own journals as non-negotiables in giving African journals the visibility and trust they deserve. We present an African Population and Health Research Centre (APHRC) approach, supported by the Gates Foundation, intentional in decolonizing the global publication space, and clearly aligns with its mission of improving lives in Africa through research.

Nurturing a positive research culture within your laboratory.

As a Principal Investigator leading a research team, creating a positive research culture for your team members is one of the best long-term investments you can make, for your research programme, for the sector and for society. A positive research environment is one where team members are empowered, recognised, have a clear career developmental pathway, can contribute to impactful and reproducible research and, ideally, propagate these effects. While these virtues can arise organically from a team built around kindness and integrity, they are also values that should be deliberately embedded within your lab. Here we provide advice on how to create a culture of integrity and a culture of belonging for your team members. We focus on thoughtful consideration of your key lab values, and the use of structure, language and your personal actions to make these values explicit. A holistic approach to integrating positive culture throughout every facet of your research team creates a system that can be self-sustaining in scientific integrity and more resilient to negative challenges. Starting on the pathway to self-improvement as a manager, recognising that this requires often uncomfortable self-reflection, provides both personal and professional reward.

Running a research team is not simply about producing important research findings. It is important for the team leader to also focus on creating an environment that is a positive experience for the team members and a place for them to build further careers from. Focus on the culture of the team feeds back into the quality of the research, aiding impactful, reproducible and ethical research. Part of building a positive research environment comes from your role as a leader, and interacting with you team with kindness and integrity. However you can aid this process by engineering the structure of your team and through thoughtful consideration of your language and actions. In this article we discuss several tactics to research team leadership that may help team leaders create a positive environment for their team members.

Assessment of h-index and associated demographic and academic parameters for academic hematologists in Canada.

Introduction: The h-index measures researchers' productivity by assessing simultaneously the number of publications and citations. We aimed to assess the factors that could influence h-index for hematologists practicing in academic institutions in Canada. Methods: We identified universities with a hematology residency training programs/fellowships using the Canadian Resident Matching Service (CaRMS) website. We obtained the listing of faculty, sex, and academic ranks by consulting faculty directories or by contacting respective departments/universities, when directories were unavailable or incomplete. For each faculty member, we obtained years since Royal College of Physicians' and Surgeons of Canada certification or equivalent, receipt of Canadian Institute of Health Research (CIHR) grants within the last 5 years, attainment of graduate degrees (M.Sc., Ph.D., other), and the h-index. Results: The data included information collected from 372 individuals (171 females) across Canada (Atlantic Provinces: 13; Quebec: 89; Ontario: 182; Prairie Provinces: 59; British Columbia: 29). Univariate analysis showed that male sex, practicing in British Columbia, longer duration since specialty certification, completion of an M.Sc. or a Ph.D. degree, attaining a higher academic rank and receiving CIHR funding were associated with higher h-index. The results of the univariate analysis were concordant with the multivariate analysis, except that practicing in Ontario was also associated with higher h-index. Conclusion: This study provides details on the h-index curve/parameters for academic productivity of hematologists in Canada. Importantly, based on multivariate analysis, higher h-index was associated with male sex, location of practice, years since certification, attainment of M.Sc. or Ph.D. degrees, academic rank, and recent CIHR funding.

Collaborative International Nursing Writing Group: A Nonpatriarchal Approach.

This paper offers a critical discussion of the evolution and impact of an international nursing writing group, developed to support nursing faculty and academics globally. Amid the challenges posed by the COVID-19 pandemic, the writing group adapted and thrived online with a flattened power structure, and shared influence and acknowledgment of mutual capacity and contribution. The writing group attracted participants from various countries, with international members enriching collaboration, and fostering a global network of nursing scholars. By embracing diverse perspectives and promoting nonpatriarchal approaches to scholarly writing, the International Writing Group became a unique and valuable platform for academic growth and cross-cultural exchange in nursing.

Enhancing Drug Discovery and Development through the Integration of Medicinal Chemistry, Chemical Biology, and Academia-Industry Partnerships: Insights from Roche's Endocannabinoid System Projects.

The endocannabinoid system (ECS) is a critical regulatory network composed of endogenous cannabinoids (eCBs), their synthesizing and degrading enzymes, and associated receptors. It is integral to maintaining homeostasis and orchestrating key functions within the central nervous and immune systems. Given its therapeutic significance, we have launched a series of drug discovery endeavors aimed at ECS targets, including peroxisome proliferator-activated receptors (PPARs), cannabinoid receptors types 1 (CB1R) and 2 (CB2R), and monoacylglycerol lipase (MAGL), addressing a wide array of medical needs. The pursuit of new therapeutic agents has been enhanced by the creation of specialized labeled chemical probes, which aid in target localization, mechanistic studies, assay development, and the establishment of biomarkers for target engagement. By fusing medicinal chemistry with chemical biology in a comprehensive, translational end-to-end drug discovery strategy, we have expedited the development of novel therapeutics. Additionally, this strategy promises to foster highly productive partnerships between industry and academia, as will be illustrated through various examples.

Assessing AI adoption in developing country academia: A trust and privacy-augmented UTAUT framework.

The rapid evolution of Artificial Intelligence (AI) and its widespread adoption have given rise to a critical need for understanding the underlying factors that shape users' behavioral intentions. Therefore, the main objective of this study is to explain user perceived behavioral intentions and use behavior of AI technologies for academic purposes in a developing country. This study has adopted the unified theory of acceptance and use of technology (UTAUT) model and extended it with two dimensions: trust and privacy. Data have been collected from 310 AI users including teachers, researchers, and students. This study finds that users' behavioral intention is positively and significantly associated with trust, social influence, effort expectancy, and performance expectancy. Privacy, on the other hand, has a negative yet significant relationship with behavioral intention unveiling that concerns over privacy can deter users from intending to use AI technologies which is a valuable insight for developers and educators. In determining use behavior, facilitating condition, behavioral intention, and privacy have significant positive impact. This study hasn't found any significant relationship between trust and use behavior elucidating that service providers should have unwavering focus on security measures, credible endorsements, and transparency to build user confidence. In an era dominated by the fourth industrial revolution, this research underscores the pivotal roles of trust and privacy in technology adoption. In addition, this study sheds light on users' perspective to effectively align AI-based technologies with the education system of developing countries. The practical implications encompass insights for service providers, educational institutions, and policymakers, facilitating the smooth adoption of AI technologies in developing countries while emphasizing the importance of trust, privacy, and ongoing refinement.

Navigating the transition to Principal Investigator.

As the result of many years of training, becoming a Principal Investigator (PI) is an exciting but also stressful and intimidating career transition step. While navigating this transition we quickly find out that the skills we have crafted throughout our scientific training do not necessarily cover those required to successfully run a research group. Although there is not a common path to ensure success for all new PIs, many of us encounter similar hurdles. The aim of this article is to reflect on my recent experience and mistakes 2 years after initiating this transition, in the hope of highlighting some key aspects that may be beneficial for future new PIs.

Amyloid-like Aggregation Propensities of Metabolites - Homogentisic acid, N-Acetyl aspartic acid and Isovaleric acid.

The transformation of metabolites into amyloidogenic aggregates represent an intriguing dimension in the pathophysiology of metabolic disorders, including alkaptonuria, canavan disease, and isovaleric acidemia. Central to this phenomenon are the metabolites homogentisic acid (HA), N-acetyl aspartic acid (NAA), and isovaleric acid (IVA), which we found, weave an intricate network of self-assembled structures. Leveraging an array of microscopy techniques, we traced the morphological behavior of these assemblies that exhibit concentration and time-dependent morphological transitions from isolated globules to clustered aggregates. MD simulation studies suggest significant role of hydrogen bonding interactions in the aggregation process. While displaying strong amyloidogenic propensity in solution, these aged aggregates were significantly cytotoxic to mouse neural N2a cell lines.  In vivo effect in Caenorhabditis elegans (C. elegans) nematode further validated cytotoxicity of aggregates. Our findings provide fresh insights to amyloidogenic nature of HA, NAA, and IVA aggregates and their possible role in associated metabolic disorders such as alkaptonuria, canavan disease and isovaleric acidemia.

Upholding ethical pillars in nursing academia.

This manuscript explores the philosophical implications of ethical principles such as honesty, integrity, fairness, reliability, and objectivity and their impact on professional nursing. By examining these values within Western society, the discussion highlights the importance of integrating these virtues into contemporary nursing education. Through a detailed analysis of each precept, the document underscores their potential to enhance the quality of education, improve interactions among faculty and staff, and achieve positive student outcomes. Ultimately, this treatise advocates for a balanced pedagogical approach in nursing that leverages these elements to foster a more compassionate world, where ethical connections in academia underpin our collective existence.

Navigating the research landscape in cardiology. Part 2: finding the right research.

This editorial series provides an in-depth exploration of research avenues in UK cardiology. It underscores the pivotal role of research in cardiology training and addresses the challenges faced by trainees in identifying apt research opportunities. This second article categorises available research roles, weighing their pros and cons, and outlines various supervisory styles to guide trainees in finding the optimal fit. It also summarises the primary research degrees, namely MPhil, MSc, MD, and PhD, tailored to diverse research goals.

Collaborative GSK-University of Strathclyde doctoral research and training programmes: Transforming approaches to industry-academia engagement.

A global biopharma company, GSK, and the University of Strathclyde have developed an expansive and transformative research and training partnership originating in chemistry-aligned disciplines, with subsequent extensive expansion across further areas of the company. This has opened unique approaches for the delivery of collaborative research innovations while also enhancing the professional development and learning of GSK personnel, in addition to other embedded researchers and collaborating scientists, on a pathway towards more rapid and efficient discovery of new medicines.

Intimate partner violence during pregnancy: To screen or not to screen?

Intimate partner violence (IPV) during pregnancy emerges as a compelling and urgent concern within the domain of public health, casting a long shadow over a substantial cohort of women. Its pernicious consequences extend beyond the individual, enveloping the well-being of both the mother and the fetus, giving rise to an elevated risk of preterm birth, low birth weight, fetal harm, and maternal psychological distress, including depression, anxiety, post-traumatic stress disorder, and, tragically, maternal mortality. Despite the prevalence of IPV being comparable to other conditions like gestational diabetes and preeclampsia, a universal screening protocol for IPV remains absent globally. We reviewed the clinical guidelines and practices concerning IPV screening, painstakingly scrutinizing their contextual nuances across diverse nations. Our study unveils multifaceted challenges of implementing universal screening. These hurdles encompass impediments to victim awareness and disclosure, limitations in healthcare providers' knowledge and training, and the formidable structural barriers entrenched within healthcare systems. Concurrently, we delve into the potential biomarkers intricately entwined with IPV. These promising markers encompass inflammatory indicators, epigenetic and genetic influences, and a diverse array of chemical compounds and proteins. Lastly, we discussed various criteria for universal screening including (1) valid and reliable screening tool; (2) target population as pregnant women; (3) scientific evidence of screening programme; and (4) integration of education, testing, clinical services, and programme management to minimise the challenges, which are paramount. With the advancement of digital technology and various biomarkers identification, screening and detecting IPV in clinical settings can be conducted systemically. A systems-level interventions with academia-community-indutrial partnerships can help connect pregnant women to desire support services to avoid adverse maternal and child health outcomes.

Institutional factors that affect faculty mentoring in academic nursing programs.

BACKGROUND: Mentoring in academic nursing facilitates the acclimation of nurse faculty into academia, supports career development, and improves faculty satisfaction and retention. While studies have examined the characteristics of effective mentors, few have examined institutional influences on academic mentoring for faculty. PURPOSE: To identify institutional factors that support or hinder faculty-to-faculty academic mentoring from the perspectives of experienced nurse faculty mentors. METHOD: A qualitative descriptive approach was used to identify institutional factors that impact academic mentoring. Semi-structured interviews were conducted with experienced nurse faculty (n = 24) about their mentoring experiences. Remarks related to institutional factors were analyzed using conventional content analysis. RESULTS: Five institutional factors that supported mentoring were identified: (1) support of unit leaders, (2) established processes and policies, (3) mentoring development opportunities, (4) faculty-to-faculty support, and (5) faculty rewards. Six institutional factors that hindered mentoring were identified: (1) lack of support of unit leaders, (2) limited mentoring development opportunities, (3) heavy workloads that restrict mentoring, (4) limited pool of mentors, (5) inadequate faculty rewards for mentoring, and (6) limited oversight of faculty mentoring. CONCLUSION: The identification of institutional factors that support or hinder mentoring can inform academic leaders and program administrators in their efforts to strengthen mentoring.

Drug development in LMICs: could the emerging Indian model usher the southeast Asian region?

Low-income and middle-income countries (LMICs) of southeast Asia are passing through a similar phase as India in their tryst with the development of novel drugs. They are beginning to break away from their dependency on the institutions of our developed world. Over the past few years, Tata Memorial Centre-India's premier cancer centre-has shown the tenacity to develop drugs within the national frontiers. By collaborating with the domestic pharmaceutical industries, it has been able to have a steady pipeline of drugs under development, with two of them receiving marketing authorization recently. Lately, Indonesia and Vietnam have also shown an inclination towards public-private partnerships for similar motives. However, due to prolonged innovative stagnation, the entire drug development machinery faces challenges stretching all the way from arranging funds to persuading regulatory bodies. In this Viewpoint, we have tried to address a few of those issues and their potential solutions, with the intention to share our own experience which might be useful to other LMICs in connecting some adamant dots.

Developing the future academic workforce: A descriptive cross-sectional study of the experiences of early career academics from registered health and social care professions.

BACKGROUND: Healthcare academics are generally recruited for their expertise as practitioners, however this may not always convert into expertise in higher education. OBJECTIVE: Investigate experiences of academics who transitioned from clinical roles by: DESIGN: Descriptive cross-sectional survey. PARTICIPANTS: 122 survey responses; 103 females, 89.3 % UK participants, 65.6 % nurses. Average years as clinician was 14.49 (SD 8.44), average age at time of transition was 39.99 (SD 8.28), average length of time in academia was 4.36 years (SD 6.51) and most were currently employed as a senior lecturer (36.9 %) or lecturer (28.7 %). METHODS: An electronic survey using an amended version of the Career Transition Inventory (CTI), the HEXACO personality trait measure, and open questions for elaboration. Descriptive and inferential statistics were performed on statistical data and open questions were analysed thematically. RESULTS: 73 % of participants agreed they felt like a novice again and were overwhelmed in their first year of academia. Most felt they received support from their line manager and the transition was the right decision. Higher levels of extraversion were associated with a positive transition, and those open to new experiences were more likely to feel ready and confident in their career transition. The qualitative data identified four themes: the need to do something different, expectations not reflecting reality, levels of support, and it being a transformative experience. CONCLUSIONS: Reasons for transitioning from clinical to academic roles are multifaceted. There is a lack of prior understanding around the complexities of the role, and expectations rarely reflect reality. Academic roles require extensive support and development, and time to transition into the role effectively.

Experiences of Academic Women in Jordan on Their Return to Work After Childbirth.

OBJECTIVE: To describe the experiences of women living in Jordan returning to work at their academic positions after giving birth to their first newborns. DESIGN: Qualitative descriptive phenomenological design. SETTING: Various schools within a governmental university in Jordan. This study describes the challenges women in academia experience in the context of Jordan's Arabic patriarchal communities. PARTICIPANTS: A purposive sample of 15 women returning to their academic positions. METHODS: Unstructured, face-to-face, in-depth interviews of women returning to their academic positions within 3 months after giving birth to their first newborns. The recorded interviews were analyzed using Braun and Clarke's thematic analysis process. RESULTS: Three major themes emerged: Living in Chaos, The Urgent Need for Transitional Time, and Calling for Help andSupport. Participants described their return to work as a period marked by a sense of chaos and instability, in which they felt a loss of control over their lives. They expressed a pressing need for a transitional period before resuming full-time academic roles, highlighting the importance of a gradual return. Finally, participants shared their struggles with the extra demands added to their daily routine. As working mothers, participants experienced extreme distress while attempting to fulfill their daily responsibilities. They emphasized the lack of adequate support in this challenging period. CONCLUSION: Women returning to their academic work after giving birth to their first newborns need to be prepared physically and emotionally for the changes and responsibilities of their new life. A longer period of maternity leave or a transitional period may help women working in academia to manage the demands of multiple maternal roles alongside their professional commitments. These findings highlight the absence of formal policies needed to support women in academia in their return to work after maternity leave.

Best-Practice Strategies for Faculty Evaluations: A Focus on Pharmacy Departments or Divisions with Both Tenure and Nontenure-Track Faculty Members.

There are unique challenges associated with the evaluation of faculty in pharmacy departments or divisions that have a mix of nontenure-track and tenure-track faculty members. Such evaluations are intended to provide feedback on performance and personal growth but have the potential to demotivate faculty and add to existing stress if improperly performed. The purpose of this commentary is to suggest best practices for department chairs involved in performing evaluations of faculty in pharmacy departments or divisions that have a mix of nontenure-track and tenure-track faculty members. The paper is intended to help ensure these evaluations not only capture the quality and quantity of each faculty member's full range of activities and responsibilities but also are conducted in a supportive and constructive fashion. This commentary is targeted at new department chairs, new faculty members unfamiliar with academic evaluation processes, and departments contemplating changes in their existing evaluation procedures.

Single-author publications among neurosurgeons in the United Kingdom.

BACKGROUND: This study aimed to examine factors that may affect UK neurosurgeons' ability to publish single-author papers. These include demographic factors (e.g. gender, skin colour), biographical factors (e.g. whether they obtained a PhD or the ranking of the university from which they graduated or with which they are currently affiliated), and name characteristics. METHODS: Names of all neurosurgeons working in the UK in May 2023 were obtained from the Specialist Info website. Scopus was used to obtain bibliometrics. Publicly available online sources were used to obtain biographical and demographic information. RESULTS: Approximately 1 out of 3 neurosurgeons had published at least one single-author paper. Of the 398 single-author papers published by the whole group of 384 neurosurgeons, 69 were open access, 44 were reviews, 64 were editorials, 71 were articles, and 219 were classified as 'other'. Their first single-author paper was published on average 15.2 years after medical school graduation and on average 9 years after their first publication (any author position). In 13 neurosurgeons their first-single author paper was a review, in 14 it was an editorial, in 24 an article, and in 57 it was classified as 'other'. The impact factor of the journal in which they published their first single-author paper was on average 11.1 (Median = 2.4). Single-author papers do not differ in number depending on gender or skin colour. However, there were more single-author publications among full professors, neurosurgeons who graduated from a top university for their medical degree, those who had a PhD, and those who are currently affiliated with a university. More senior neurosurgeons had more single-author publications. Neurosurgeons with more popular forenames, whose full name's perceived ethnicity was UK/Irish or had longer consonant sequences in their surname had more single-author papers. CONCLUSION: This is the first study to thoroughly examine single-author publications in a group of medical professionals and examine whether they are associated with certain socio-demographic and name characteristics.

Determining the Failure Rate of Direct Restorations-Chart Review versus Electronic Health Record Reports.

Amalgam and composite restorations are used to treat minor dental issues. University of Michigan, School of Dentistry Electronic Health Record (EHR) reports show a 2.31% failure rate for amalgam and 1.14% for composite. Our study aims to determine the true failure rates through manual EHR chart reviews. Patient data from the University of Michigan School of Dentistry were utilized-216 amalgam restorations from 2020 to 2022 and 350 composite restorations in 2021 were searched. We defined failure and retreatment as replacing a restoration with the same material and failure and alternate treatment as replacing restoration with an alternative treatment within one year. The failure rate refers to a combination of replacement with the same and alternative treatment material within one year. For Amalgam: 1.85% failed and were retreated; 7.87% failed and were received an alternate treatment. Composite: 9.71% failed and retreated; 2.86% failed and received alternate treatment. In total anterior composite: 10.5% retreated, 2.6% failed; posterior composite: 9.1% retreated, 3.0% failed. Our study revealed higher restoration failure rates than the reports extracted in the EHR. This highlights the need to foster a culture of precise documentation to align EHR reports with hand-search findings.