Browsing by Subject "disparity"

Now showing 1 - 3 of 3
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    Comparisons in Perceived Importance of and Needs for Maternal Gestational Weight Information Between African American and Caucasian Pregnant Women
    (Springer, 2011) Shieh, Carol; Weaver, Michael T.
    This study compared the perceived importance of and needs for maternal gestational weight information between African American and Caucasian pregnant women. A secondary analysis of data from 113 pregnant women (82 African Americans and 31 Caucasians) attending an inner-city prenatal clinic was conducted for this study. Perceived importance of and needs for information were measured in five areas: (1) nutrition, (2) prenatal vitamins, (3) rest/activity balance, (4) exercise, and (5) appropriate weight gain. African American women demonstrated significantly higher perceived importance of and needs for information on rest/activity balance and appropriate weight gain than Caucasian women. Exercise information was rated lower in importance but was most needed by both African American and Caucasian women. Education programs about maternal gestational weight need to be cognizant of ethnic women’s needs.
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    Racial disparities in cascade testing for cancer predisposition genes
    (Elsevier, 2023-07) Kassem, Nawal M.; Althouse, Sandra K.; Monahan, Patrick O.; Hayes, Lisa; Nielsen, Sarah M.; Heald, Brandie; Esplin, Edward D.; Hatchell, Kathryn E.; Ballinger, Tarah J.; Biostatistics and Health Data Science, Richard M. Fairbanks School of Public Health
    We sought to determine whether there are racial disparities in cascade testing rates and whether providing testing at no-charge impacts rates in Black and White at-risk-relatives (ARR). Probands with a pathogenic/likely pathogenic germline variant in a cancer predisposition gene were identified up to one year before and up to one year after cascade testing became no-charge in 2017. Cascade testing rates were measured as the proportion of probands who had at least one ARR obtain genetic testing through one commercial laboratory. Rates were compared between self-reported Black and White probands using logistic regression. Interaction between race and cost (pre/post policy) was tested. Significantly fewer Black probands than White probands had at least one ARR undergo cascade genetic testing (11.9% versus 21.7%, OR 0.49, 95% CI 0.39–0.61, p < 0.0001). This was seen both before (OR 0.38, 95% CI 0.24–0.61, p < 0.001) and after (OR 0.53, 95% CI 0.41–0.68, p < 0.001) the no-charge testing policy. Rates of an ARR undergoing cascade testing were low overall, and significantly lower in Black versus White probands. The magnitude of difference in cascade testing rates between Blacks and Whites did not significantly change with no-charge testing. Barriers to cascade testing in all populations should be explored in order to maximize the benefits of genetic testing for both treatment and prevention of cancer.
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    Solving the Problem with Problem Solving: Increasing Leadership Selfefficacy in Female Professionals through Problem Solving
    (Office of the Vice Chancellor for Research, 2015-04-17) Donnelly, Kaelyn M.
    In today’s world women are earning more degrees and asserting themselves in the professional world more than ever before. Despite their advancements, a disparity still exists between the number of men in leadership positions and the number of women in leadership positions in the United States workforce. Women have proven themselves to be qualified for high power positions, but there is still a barrier which prevents women from attaining equality in the positions of greatest power in a variety of organizations and fields. One such barrier is gender stereotypes, which lead to gender bias and low self-efficacy. Women are perceived to be better at stereotypically “feminine” behaviors such as caretaking, and are not seen as effective problem solvers. This perception leads to problems for aspiring female professionals, as problem solving is a gauge for assessing leadership acumen and ability. If women are perceived as lacking in the area that establishes leadership ability, this may be a contributing factor to explain gender inequality in leadership positions. This study seeks to explore how female leaders can utilize a problem solving process that integrates co-design in order to increase leadership self-efficacy and be more collaborative and visible problem solvers. To do this, the areas of problem solving, codesign and self-efficacy will be explored through a variety of collaborative and generative research methods such as contextual analysis of secondary research, interviews, surveys, focus groups and interactive research sessions. Problem solving will be explored to gain a better understanding of why it is an indicator of leadership ability and how problem-solving skills can be made more visible. Co-design is a creative approach to problem solving that utilizes collaboration, creativity, visual elements, generative tools and is appropriate for a variety of contexts. By including this element into the problem solving process, women may become more confident and visible problem solvers with a variety of tools to utilize in their everyday practice. An examination of self-efficacy will determine if having a process with specific tools and methods to utilize will empower women and increase their confidence. Providing female leaders with a set of tools in the form of a problem solving process workbook to help them become more comfortable and confident with problem solving may lead them to take on more responsibility and roles that showcase their problem solving skills. By positioning themselves to demonstrate their skills, exposure to effective female problem solvers may help to evolve this gender stereotype.