Gender equity in planning, development and management of human resources for health: a scoping review.

BACKGROUND: Gender equity remains a challenge across various labor markets with the health market being no exception. Despite the increased influx of women into health professions, horizontal and vertical occupational gender inequities persist. MAIN BODY: The objective of this scoping review is to map the studies on gender equity in healthcare systems in terms of workforce planning, development, and management, as well as to identify the barriers and facilitators for integrating gender equity into healthcare systems. We reviewed the literature on the topic using nine electronic and two grey literature databases with the search strategy combining medical subheadings and keywords for each of the following four concepts of interest: "gender equity," "human resources for health," "healthcare setting," and "management processes." The scoping review included studies focusing on the examination of gender equity at the level of the health workforce. Out of 20,242 studies identified through the database search, the full text of 367 articles was assessed for eligibility and 110 were included in the qualitative analysis. The data of those studies was abstracted and analyzed into themes. Results do not only reveal a global dearth of studies focused on this important topic, but also the concentration of such studies in a few countries around the globe, mainly in North America and Europe. Four out of each five studies included in this review focused on physicians, followed by nurses (14%). In terms of design, an overwhelming majority of studies utilized quantitative designs (75%), followed by qualitative designs and database analyses. Studies were categorized into four pre-determined main themes: facilitators and barriers, workforce planning, HRH management, and HRH development. CONCLUSION: Future research is needed to better understand poorly covered sub-themes such as mentorship, professional development, and training, as well as recruitment and retention among others. It is also equally needed to fill in the gaps in professional groups, study type, methodology, and region. While the review unearthed a number of well-studied themes, significant aspects of the topic remain untapped especially in developing countries and at the level of health professionals other than physicians.

Salt intake reduction strategies in the Eastern Mediterranean Region.

BACKGROUND: The high burden of noncommunicable diseases (NCDs), particularly cardiovascular diseases (CVDs), in countries of the Eastern Mediterranean Region requires an immediate public health attention. The World Health Organization (WHO) has recommended salt reduction as a "best buy", recognizing it as one of the most cost-effective approaches in preventing NCDs and reducing CVDs and medical costs. AIMS: In the context of the global target to reduce salt intake by 30% by 2025, the objective of this review is to present an up-to-date overview of the current salt reduction initiatives in the Region by highlighting regional and national policies, strategies, and activities that aim at characterizing and/or reducing the intakes of dietary salt. METHODS: This review details the WHO policies and strategies which address salt reduction in the WHO Eastern Mediterranean Region. RESULTS: The high intake levels of sodium in the countries of the Region are emphasized. The policies and strategies in place to address this situation are described, however, there is a need for more data on intake levels. CONCLUSIONS: There are a number of salt reduction initiatives currently being undertaken in the countries of the Region. The WHO should continue to play a key role in providing evidence-based tools for the planning, implementation, and surveillance of national salt reduction initiatives.

Work hour constraints in the German nursing workforce: A quarter of a century in review.

BACKGROUND: Work hour constraints (WHC), or the mismatch between desired and actual worktime, can negatively affect work productivity, job satisfaction, worker health and job fluctuations. OBJECTIVES: This study analyzes the WHC trends in the German nursing market between 1990 and 2015. METHODS: Using data from 25 waves (1990-1995 and 1997-2015) of the German Socio-Economic Panel, the contractual, actual, and desired worktime among a representative sample of German nurses (N = 6493) were analyzed. The trends in over/underemployment for full and part-time nurses and the modalities/trends in overtime compensation were analyzed. A Blinder-Oaxaca decomposition was used to explain changes in worktime. RESULTS: Although German nurses' actual and contractual work hours decreased substantially between 1990 and 2015, their desired work hours remained stable (31 h/week), precipitating a persistent gap between actual and desired work hours and an ongoing reliance on overtime. For full-time nurses, the actual work hours consistently exceeded the contracted ones by 3-6 hours. For part-time nurses, the actual and desired work hours have remained very similar, indicating ability to control workforce participation. CONCLUSIONS: WHC remained persistently high over the quarter century studied, with overemployment affecting nearly half of the nursing workforce. Overemployment, resulting primarily from overtime, was high among full-time nurses. Study findings could guide the formulation of programs to optimize German nursing workforce participation.