Alternative career pathway decision-support job database for international medical graduates in Canada

Objectives

Canadian regulations have made it challenging for the international medical graduates (IMGs) to get jobs in their original profession as physicians. Consequently, alternative careers are gaining interest among IMGs to avoid underemployment or unemployment. We conducted research to identify the factors that IMGs consider for taking up an alternative career in Canada. Based on those understandings, we aimed to create a database where information about health-related alternative jobs is presented in a searchable way, which can aid IMGs’ strategic job search.

Data description

We first determined job searching preferences and constraints for IMGs regarding alternative career through focus groups. We used their preferred and constraining factors for collecting job-specific information through systematically reviewing job advertisements. Using this information, we created a database that contains available alternative career pathways for IMGs living in Canada. In total, we have identified 1374 job titles under 192 unique job categories comprising 47 National Occupational Classification (NOC) codes that could be suitable for IMGs seeking an alternative career based on their own short, intermediate, and long-term career goals. We expect that this database will help IMGs in deciding on alternative careers.

Gender inequality in relational position-taking: An analysis of intra-organizational job mobility networks

We conceptualize within-organization job mobility as a position-taking process, arguing that the structure and outcome of claims over positions are characteristics of organizational inequality regimes. Drawing on data from 10 distribution centers from a large U.S. firm, we examine gendered job mobility as the observed network of workers moving among jobs. Results from network analysis and meta-regression reveal that in the firm examined, workers tend to move between jobs with similar gender compositions, that mobility lattices tend to be more ladder-like for male-concentrated jobs but more circuitous for female-concentrated jobs, and that there is less upward mobility overall in organizations with higher levels of wage inequality. Both organization level inequalities and the relationship between positions within organizations condition mobility. While we do not observe discursive claims on positions, we argue that these are the underlying mechanisms driving gendered job mobility.

COVID-19 impact on jobs at private schools and colleges in Northern Ethiopia

The disruptive effects of COVID-19 have impacted all sectors of our society including education. This study identified the factors influencing the private schools' and colleges' decision to reduce their teaching staff during the COVID-19 lockdown using survey data analyzed using Heckman two-step regression model. The results showed that age, accommodation level, hourly payment rate, tax grade level, money borrowed from government or banks, loan repayment suspension, tax payment deferral, the number of administrative employees, the student-to-administrative employee ratio, and the educational institution's category were the significant factors affecting teaching employee reduction during the lockdown. The results of this study can help the various education sector stakeholders to take coordinated measures to withstand COVID-19 type of shocks.

How Instructional Design Is Operationalized in Various Industries for job-Seeking Learning Designers: Engaging the Talent Development Capability Model

In 2020, as COVID-19 impacted the world, instructional designers quickly came to the forefront of higher education, consulting, and corporate settings. Additionally, in early 2020, the Association for Talent Development (ATD) globally launched their new Talent Development Capability Model. To determine how instructional design is operationalized in various industries, we utilized the Talent Development Capability Model as a framework to review 100 online job postings from LinkedIn, Indeed.com, and HigherEdJobs.com, scanning each for the 23 capabilities identified in the ATD Talent Development Capability Model. Using the preferred reporting items for systematic reviews and meta-analyses (PRISMA) organizational framework as our method of reviewing job postings, we found that instructional design, talent delivery and facilitation, technology application, communication, and collaboration and leadership capabilities appeared the most frequently. Educational requirements were statistically significantly associated with job sectors, as shown in our analysis. With these results and analysis, this research will inform both formal instructional design education programs and job seekers regarding how instructional design is operationalized in job requisitions. This research will also provide insights into alignments with the ATD Talent Development Capability Model and job requisitions.

Occupations and Inequalities in the 21st Century: What's in your Wallet?

The study of occupations as a locus for social stratification research has a long and distinguished history in sociology. The authors in this issue present different perspectives on the current and future role of occupations as a foundation for inequalities research. This introduction provides a context for understanding how and why occupations became a focus of inequalities research, especially in the Post-World War II English-speaking world. I then discuss some of the economic changes that have led some to question where occupations stand as a vehicle for analyzing social inequality, and then turn to a summary of the contributions to this issue. This summary is framed as a friendly family debate between those who wish to "fix and refurbish" the old reliable occupational perspective and those who think that researchers should "trade in" the old perspective for one focusing on firms and jobs. My review of the contributions to this issue suggests several avenues for future research including (1) new efforts to improve the quality of occupational coding, (2) a renewed focus on local labor markets as a better representation of where most people find employment, (3) an examination of whether occupational structures mattered more for explaining social inequalities in prior historical periods compared to the present, (4) examinations of how and where occupations matter cross-nationally, and finally (5) a renewed focus on units of measurement that people actually carry around with them and spend (dollars, euros, etc.) as opposed to logged earnings and socioeconomic status points. In an age of record high and rising inequality, the core question of social stratification research really comes down to "What's in your Wallet"?

COVID-19's impact on the U.S. labor market as of September 2020

This paper summarizes the impact of COVID-19 (through mid-September 2020) on the U.S. labor market through the lens of measures found in monthly Bureau of Labor Statistics’ Employment Situation releases. It describes the pandemic’s impact thus far by looking at payroll jobs, the unemployment rate, a broader measure of job disruptions, and disparities by race and sex. The conclusion discusses forces that will drive outcomes in the coming months. The findings are as follows: (1) The COVID-19 shock was very abrupt and deep by historical standards, and headline numbers understate the magnitude of job disruptions. (2) The pace of the jobs recovery has slowed markedly since June. (3) The share of disrupted workers with ties to employers, which began very high, is falling rapidly, dimming prospects for further rapid recovery. (4) Hispanic, African American and women workers’ jobs were more disrupted than others’. (5) Prospects for a speedy jobs recovery depend strongly on the path of the pandemic and degree of fiscal stimulus, both aided by official statistics to guide decisions at all levels during this critical time.

A Moment of Intersecting Crises: Climate Justice in the Era of Coronavirus

The author explores the nexus of ‘climate chaos’ and how this intersects with and exacerbates the top issues of our time—from immigration to public health to mass incarceration. She challenges us to think about the implications of these intersections for social justice and why policy makers need to stop considering the climate emergency as a siloed issue. Climate policy needs to be framed and rethought in an intersectional manner that centers equity, justice, and the creation of jobs.

Diabetes and work: The need of a close collaboration between diabetologist and occupational physician

AIM

The Italian Society of Occupational Medicine (SIML), the Italian Diabetes Society (SID) and the Association of Diabetologists (AMD) joined a working group that produced a consensus paper aimed to assess the available evidence regarding the interplay between specific working conditions, including shift- and night-time work, working activities at high risk of accidents and work at heights, working tasks requiring high-energy expenditure, working activities at extreme temperatures and diabetes.

DATA SYNTHESIS

Diabetes is a group of metabolic disorders caused by defects in insulin secretion and/or action affecting millions of people worldwide, many of whom are or wish to be active members of the workforce. Although diabetes, generally, does not prevent a person from properly performing his/her working tasks, disease complications can significantly compromise a person's ability to work. Therefore, it appears evident the need to understand the relationship between occupational risk factors and diabetes. The working group included in the document some practical recommendations useful to ensure diabetic workers the possibility to safely and effectively undertake their jobs and to adequately manage and treat their disease, also in the workplace. In this perspective concerted action of all the workplace preventive figures, occupational physicians and diabetologists should be strongly encouraged.

CONCLUSIONS

Further studies are necessary to define workplace-based interventions, which should be minimally invasive towards the work organization, allowing diabetic workers to fully realize their work skills while improving their wellbeing at work.

Impact of a Hypothetical Infectious Disease Outbreak on US Exports and Export-Based Jobs

We estimated the impact on the US export economy of an illustrative infectious disease outbreak scenario in Southeast Asia that has 3 stages starting in 1 country and, if uncontained, spreads to 9 countries. We used 2014-2016 West Africa Ebola epidemic–related World Bank estimates of 3.3% and 16.1% reductions in gross domestic product (GDP). We also used US Department of Commerce job data to calculate export-related jobs at risk to any outbreak-related disruption in US exports. Assuming a direct correlation between GDP reductions and reduced demand for US exports, we estimated that the illustrative outbreak would cost from approximately $13 million to approximately $64 million (1 country) to $8 billion to $41 billion (9 countries) and place 1,500 to almost 1.4 million export-related US jobs at risk. Our analysis illustrates how global health security is enhanced, and the US economy is protected, when public health threats are rapidly detected and contained at their source.

The authors estimated the impact on the US export economy of an illustrative infectious disease outbreak scenario that has 3 stages starting in 1 country and, if uncontained, spreads to 9 countries. Assuming a direct correlation between GDP reductions and reduced demand for US exports, they estimated that the outbreak would cost from $16 million to $27 million (1 country) to $10 million to $18 billion (9 countries) and place 1,500 to almost 1.4 million export-related US jobs at risk.

Is the number of new trauma and orthopaedic consultant posts increasing or decreasing?

Introduction Trauma and orthopaedics is a popular surgical specialty in the UK. Recent changes to the National Health Service have suggested an imbalance with fewer jobs yet more trainees. Furthermore, subspecialisation is emerging within all surgical disciplines. The aim of this study was to examine whether there were decreasing numbers of trauma and orthopaedic (T&O) consultant appointments in the UK, and to determine the frequency of subspecialisation. Methods All 51 issues of the British Medical Journal (BMJ) careers supplement from the year 2000 were reviewed as well as the 51 issues from 2010. The number of T&O posts, requested subspecialty interests and the number of posts in other surgical specialties were analysed. Results A total of 481 consultant posts in T&O were advertised in the 102 issues of the careers supplements reviewed. Of these, 281 were advertised in 2000 and 200 in 2010. The mean number of posts per issue was 5.5 in 2000 and 3.9 in 2010. In 2000 orthopaedic posts represented 30.5% of all surgical posts while in 2010 this was 37.8%. Under two-thirds (61.6%) of posts requested a specialty interest in 2000 but this increased to 93% in 2010. The greatest increase in named subspecialty was seen in 'spine' (from 4.1% to 19.0%.) while 'general' had the greatest decrease (from 38.4% to 7.0%). Conclusions UK consultant posts in T&O are decreasing in frequency. Most advertised posts request a subspecialty interest but registrar training focuses on producing 'generally' competent orthopaedic consultants. The onus is therefore on fellowships to develop subspecialty interest. As these are not all educationally approved, reconfiguration of fellowships is likely to be necessary.

State investments in high-technology job growth

Since the early 1970's state and local governments have launched an array of economic development programs designed to promote high-technology development. The question our analysis addresses is whether these programs promote long-term high-technology employment growth net of state location and agglomeration advantages. Proponents talk about an infrastructure strategy that promotes investment in public research and specialized infrastructure to attract and grow new high technology industries in specific locations, and a more decentralized entrepreneurial strategy that reinforces local agglomeration capacities by investing in new enterprises and products, promoting the development of local networks and partnerships. Our results support the entrepreneurial strategy, suggesting that state governments can accelerate high technology development by adopting market-supportive programs that complement private sector initiatives. In addition to positive direct benefits of technology deployment/transfer programs and SBIR programs, entrepreneurial programs affect change in high-technology employment in concert with existing locational and agglomeration advantages. Rural (i.e. low population density) states tend to benefit by technology development programs. Infrastructure strategy programs also facilitate high technology job growth in places where local advantages already exist. Our results suggest that critics of industrial policy are correct that high technology growth is organic and endogenous, yet state governments are able to "pick winners and losers" in ways that grow their local economy.

Men's mobility into management from blue collar and white collar jobs: race differences across the early work-career

Within the context of the "particularistic mobility thesis" we examine racial differences in the incidence, and determinants of, as well as timing to, mobility into management across the critical early career years at a refined level, namely, when groups share similar white collar and blue collar jobs. Findings from a Panel Study of Income Dynamics sample of men support theory and indicate that from both job levels a racial hierarchy exists: African Americans have the lowest rate of mobility, reach management through a route that is relatively formal and structured by a traditional range of stratification-based causal factors and take longest to reach management. Whites, in contrast, have the highest mobility rate, reach management through a relatively informal path that is less structured by traditional stratification-based factors, and reach management the quickest, and, across all three issues Latinos occupy an intermediate ground between African Americans and Latinos. Further, as predicted by theory, racial differences, particularly, relative to whites, are greater among those tracked from blue collar jobs than white collar jobs. Discussed are implications of the findings for understanding racial disadvantage in the American labor market across the work-career and on an inter-generational basis.