First report of accumulation of perfluorooctane sulfonate (PFOS) in platypuses (Ornithorhynchus anatinus) in New South Wales, Australia.

The platypus (Ornithorhynchus anatinus) is a semi-aquatic monotreme that occupies a high trophic position in the freshwater ecosystems of eastern mainland Australia and Tasmania. Platypuses are continuously exposed to anthropogenic contaminants including perfluorooctane sulfonate (PFOS). This study examined PFOS concentrations in the livers of deceased platypuses (eight wild; one captive) that were opportunistically collected across NSW over a two- and a half-year period. There was a large variation in PFOS concentrations, ranging from < 1 µg/kg to 1200 µg/kg. This study presents the first report of PFOS contamination in platypuses, revealing their PFOS levels are broadly similar to those found in river otters (Lutra canadensis) and lower than those in American mink (Mustela vison), both which occupy similar ecological niches in freshwater systems. This study raises concerns about the impact of PFOS on platypus health.

Correction to: Risk perception and use of personal care products by race and ethnicity among a diverse population.

[This corrects the article DOI: 10.14324/111.444/ucloe.3038.].

Lower extremity physical function and quality of life in patients with stroke: a longitudinal cohort study.

PURPOSE: Lower extremity physical function (LEPF) is a key component for mobility and is impacted in stroke-related disability. A reduction in LEPF can have a significant impact on an individual's Quality of Life (QoL). The aim of this study is to characterise the relationship between LEPF and QoL. METHODS: The MOBITEC-Stroke Study is a longitudinal cohort-study including patients with their first occurrence of ischaemic stroke. Using a linear mixed-effects model, the relationship between LEPF (timed up-and-go performance (TUG); predictor) and QoL (Stroke Specific Quality of Life scale (SS-QoL); outcome) at 3 and 12 months post stroke was investigated and adjusted for sex, age, Instrumental Activities of Daily Living (IADL), fear of falling (Falls Efficacy Scale-International Version, FES-I), and stroke severity (National Institute of Stroke Severity scale, NIHSS), accounting for the repeated measurements. RESULTS: Data of 51 patients (65 % males, 35% females) were analysed. The mean age was 71.1 (SD 10.4) years, median NIHSS score was 2.0. SS-QoL was 201.5 (SD 20.5) at 3 months and 204.2 (SD 17.4) at 12 months; the mean change was 2.7 (95% CI -2.4 to 7.7), p= 0.293. A positive association was found between baseline TUG performance (estimate log score -13.923; 95% CI -27.495 to -0.351; p=0.048) and change in SS-QoL score in multivariate regression analysis. CONCLUSION: Higher LEPF (i.e better TUG performance) at baseline, was associated with an improvement in QoL from 3- to 12-months post stroke. These results highlight the critical role of physical function, particularly baseline LEPF, in influencing the QoL of stroke survivors.

Selective Thermal Deprotection of N-Boc Protected Amines in Continuous Flow.

Thermal N-Boc deprotection of a range of amines is readily effected in continuous flow, in the absence of an acid catalyst. While the optimum results were obtained in methanol or trifluoroethanol, deprotection can be effected in a range of solvents of different polarities. Sequential selective deprotection of N-Boc groups has been demonstrated through temperature control, as exemplified by effective removal of an aryl N-Boc group in the presence of an alkyl N-Boc group. As a proof of principle, a telescoped sequence involving selective deprotection of an aryl N-Boc group from 9h followed by benzoylation and deprotection of the remaining alkyl N-Boc group to form amide 13 proved successful.

Risk perception and use of personal care products by race and ethnicity among a diverse population.

Personal care products can contain phthalates, parabens and other endocrine-disrupting chemicals. However, information on perception of risks from personal care product use and how use varies by race and ethnicity is limited. We evaluated differences in personal care product use and risk perception in a diverse sample of participants recruited from a US college campus and online. A self-administered questionnaire captured information on sociodemographic factors, personal care product use trends and perception of risk associated with them. Pearson's chi-square and Fisher's exact tests were used to determine differences in personal care product use and risk perception by race and ethnicity. Ordered logistic regressions were performed to measure associations between personal care product use frequency across racial/ethnic categories. Participant (n = 770) mean age was 22.8 years [standard deviation ± 6.0]. Daily use of make-up (eye = 29.3%; other = 38.0%; all = 33.7%) and skincare products (55%) was most frequently reported among Middle Eastern and North African participants. Non-Hispanic Black participants reported the highest daily use of hairstyling products (52%) and lotion (78%). Daily make-up use was more frequently reported among females (41%) than males (24.6%). Levels of agreement were similar across racial and ethnic groups, that personal care product manufacturers should be required to list all ingredients (≥87%). There were significant associations between the frequency of use of some personal care products and racial/ethnic categories when the use frequencies of participants from other racial/ethnic categories were compared to the use frequency of non-Hispanic White participants. There were significant differences in daily use frequency, levels of trust, perception of safety and health risks associated with personal care products by race and ethnicity, underscoring that there may be different sources of exposure to chemicals in personal care products by race and ethnicity.

The Impact of Motherhood on Women's Career Progression: A Scoping Review of Evidence-Based Interventions.

(1) Background: Despite the progress made by women in the workplace, mothers still face systemic barriers that prevent them from advancing professionally. This "motherhood penalty" involves a variety of discriminatory practices and experiences that mothers can face at work, including being held to stricter standards regarding salary and recruitment. Despite ongoing research on the association between motherhood and career outcomes, few studies specifically explore how motherhood impacts career advancement and, consequently, access to leadership. This scoping review seeks to gain an understanding of how motherhood impacts women's career progression, and how interventions can address the underrepresentation of mothers in leadership. (2) Methods: Following the PRISMA-ScR framework, we analyzed 52 articles from 2010 to 2022, drawn from 10 databases. (3) Results: The results showed both negative and positive impacts of motherhood on career progression, affecting mothers' attitudes, feelings, and behaviors and yielding changes in interpersonal relationships and work conditions. Intersectionality is highlighted, urging a nuanced examination of challenges faced by mothers from a diversity of backgrounds. Recommendations for interventions include individual and institutional efforts, comprising societal support structures, organizational policy changes, and cultural shifts. (4) Conclusions: This scoping review offers an updated perspective on a classic challenge, providing practical insights for a more inclusive and structural understanding of the career trajectories of working mothers.

Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories.

In this review we examine two classes of interventions designed to achieve workplace gender equality: (a) those designed to boost motivations and ambition, such as those that aim to attract more women into roles where they are underrepresented; and (b) those that try to provide women with needed abilities to achieve these positions. While such initiatives are generally well meaning, they tend to be based upon (and reinforce) stereotypes of what women lack. Such a deficit model leads to interventions that attempt to "fix" women rather than address the structural factors that are the root of gender inequalities. We provide a critical appraisal of the literature to establish an evidence base for why fixing women is unlikely to be successful. As an alternative, we focus on understanding how organizational context and culture maintain these inequalities by looking at how they shape and constrain (a) women's motivations and ambitions, and (b) the expression and interpretation of their skills and attributes. In doing so, we seek to shift the interventional focus from women themselves to the systems and structures in which they are embedded.

Do Measures of Systemizing and Empathizing Reflect Perceptions of Gender Differences in Learning Affordances?

Gender differences in systemizing and empathizing are sometimes attributed to inherent biological factors. We tested whether such effects are more often interpreted as reflecting men's and women's different learning affordances. Study 1 (N = 624) estimated gender differences in item-level activities from systemizing and empathizing scales (SQ, EQ) in large representative samples. Lay coders (Study 2, N = 199) and psychology experts (Study 3, N = 116) rated SQ and EQ activities as being more learned (vs. innate) and believed that men receive more systemizing and women receive more empathizing (Study 3 only) affordances. Items showing the largest gender differences in Study 1 were those rated as having the largest gender affordances (more than gendered genetic advantages) in Studies 2 and 3. Claims about inherent sex differences in systemizing, and to a lesser degree empathizing, appear to be out of step with a consensus view from the public and psychological scientists.

Colonic Hamartomatous Ganglioneuromatosis in a 4 Mo Old Puppy.

A 4 mo old male goldendoodle puppy was evaluated for chronic hematochezia with a history of recurrent rectal prolapse and tenesmus. A colo-colonic intussusception was diagnosed via abdominal imaging. Surgery was elected to reduce the intussusception, wherein a colonic mass was discovered. Colonic resection and anastomosis was performed, and the tissue were submitted for histopathological examination. The puppy was diagnosed with colonic hamartomatous ganglioneuromatosis based on the presence of markedly hyperplastic submucosal and myenteric plexi with infiltration and expansion of the mucosa and submucosa by Schwann cells and neuronal cell bodies. Ganglioneuromatosis is a rarely reported entity in the veterinary literature, and limited clinical follow up data is available for described cases. In humans, ganglioneuromatosis is associated with a PTEN genetic mutation, which confers increased susceptibility to the development of neoplasia of endocrine organs. Approximately 1 yr after the operation, this puppy appeared clinically normal with no abnormalities on repeated imaging. This case report describes the clinical presentation, surgical treatment, and histologic features of colonic hamartomatous ganglioneuromatosis with 1 yr postoperative clinical follow up data in a dog. Although uncommon, ganglioneuromatosis should be considered as a differential diagnosis list as a cause of gastrointestinal masses in puppies and young dogs.

"Fitting in whilst standing out": Identity flexing strategies of professional British women of African, Asian, and Caribbean ethnicities.

Introduction: Professional British women of African, Asian, and Caribbean (AAC) ethnicities contend with unique challenges and experiences in the workplace. These challenges are often due to experiences that occur at the intersection of gender and ethnic identity, thus many professional white British women (of Anglo-Saxon decent), do not face the same challenges. AAC women are more often discriminated against, excluded from informal networks, and their contributions credited to someone else. We take an intersectional theoretical approach to better understand both the disadvantaged experiences and the possible advantaged experiences that British AAC women face, based on their experiences as AAC individuals, as women and as AAC women. The study seeks to 'give voice' to the experiences of AAC professional women, due to the limited amount of scholarship that adequately considers their workplace experiences. We consider the ways that their identity produces qualitatively different experiences determined by the context, by the nature of interpersonal encounters or by both the context and interpersonal encounters. Methods: We conduct real-time online written interviews and utilize thematic template analysis to understand whether AAC women strategically flex identity at work. We present four major themes. These are (1) the benefits of identity flexing, (2) the role of specific stereotypes, (3) context specific opportunities, and (4) the costs of identity flexing. We draw on literature that suggests that AAC women's identity experiences are not exclusively oppressive. Results: We find that unique experiences, occurring at the intersection of facets of identity may also yield forms of relative advantage, wherein individuals are able to adaptively leverage opportunities. Our results demonstrate that where the facets of one's identity are more varied, there might be more chance that the particular identity will be valued in a given social context. As a result, the individual may try to assimilate with certain identity groups (through flexing), as the context directs. Discussion: Nevertheless, engaging in identity flexing strategies has costs for women's well-being, such as needing to perform increased amounts of emotional labor and heightened feelings of frustration. Overall, these costs (as well as benefits), evidence the complex nature of identity flexing and the likely negative well-being implications that could ensue for the individual.

Exposure of Aspergillus fumigatus to Klebsiella pneumoniae Culture Filtrate Inhibits Growth and Stimulates Gliotoxin Production.

Aspergillus fumigatus is an opportunistic fungal pathogen capable of inducing chronic and acute infection in susceptible patients. A. fumigatus interacts with numerous bacteria that compose the microbiota of the lung, including Pseudomonas aeruginosa and Klebsiella pneumoniae, both of which are common isolates from cystic fibrosis sputum. Exposure of A. fumigatus to K. pneumoniae culture filtrate reduced fungal growth and increased gliotoxin production. Qualitative proteomic analysis of the K. pneumoniae culture filtrate identified proteins associated with metal sequestering, enzymatic degradation and redox activity, which may impact fungal growth and development. Quantitative proteomic analysis of A. fumigatus following exposure to K. pneumoniae culture filtrate (25% v/v) for 24 h revealed a reduced abundance of 1,3-beta-glucanosyltransferase (-3.97 fold), methyl sterol monooxygenase erg25B (-2.9 fold) and calcium/calmodulin-dependent protein kinase (-4.2 fold) involved in fungal development, and increased abundance of glutathione S-transferase GliG (+6.17 fold), non-ribosomal peptide synthase GliP (+3.67 fold), O-methyltransferase GliM (+3.5 fold), gamma-glutamyl acyltransferase GliK (+2.89 fold) and thioredoxin reductase GliT (+2.33 fold) involved in gliotoxin production. These results reveal that exposure of A. fumigatus to K. pneumoniae in vivo could exacerbate infection and negatively impact patient prognosis.

Gender expectations, socioeconomic inequalities and definitions of career success: A qualitative study with university students.

Higher Education (HE) is seen as a tool to create job opportunities and enhance individuals' quality of life. Research demonstrates that students' expectations of career success in HE are an important predictor of their motivation and academic attainment. However, there is a lack of clarity about how career success is defined and whether individuals perceive that their experiences (e.g., gender) may be associated with these definitions. In online written interviews with 36 university students in the United Kingdom, we examine how students define career success and how they perceive their identity (gender, socioeconomic status) experiences underpinning these definitions. We analysed three main definitional themes: (a) career success as personal development, (b) career success as individual mobility, and (c) lack of clarity about what career success is. Findings suggest that gender and socioeconomic experiences had an important role in students' understanding of career success, especially for students from disadvantaged backgrounds. Indeed, in the intersection of gender and socioeconomic status, inequalities persist: female students anticipated difficulties in terms of work-life balance and gender stereotypes that constrained their career success definitions. Moreover, family experiences were important to understand students' definitions of career success, particularly for disadvantaged socioeconomic groups. The current research sheds light on an important paradox in HE organisations: while students tend to define career success in relatively individualistic ways, such as individual mobility, financial success, or personal development, it was clear that their social identities (e.g., gender, socioeconomic status) and related experiences played an important role in creating definitions of career success. This further implies that when universities encourage a perception of career success as individual mobility, for example, having better job opportunities, or by espousing the belief that higher education and/or professional sectors are truly meritocratic-this will not always align with, and may create tension for, students from disadvantaged groups.

An audit of antibiotic prescribing in primary care 2019-2020 in Dunmanway Primary Care Centre.

INTRODUCTION: Antibiotics are often the most common medication prescribed by general practitioners (GPs) and are often expected by patients despite campaigns such as Under the Weather. Antibiotic resistance is increasing in the community. The Health Service Executive (HSE) has issued 'Guidelines for Antimicrobial Prescribing in Primary Care in Ireland' aiming to optimise safe prescribing. This audit aims to analyse change in quality of prescribing after educational intervention. METHODS: GP prescribing patterns were analysed over a week in October 2019 and re-audited in February 2020. Anonymous questionnaires detailed demographics, condition and antibiotic details. Educational intervention included texts, information and review of current guidelines. Data were analysed on a password protected spreadsheet. The HSE Guidelines for Antimicrobial Prescribing in Primary Care were taken as reference standard. A standard of 90% compliance for choice of antibiotic and 70% compliance for dose and course was agreed. RESULTS: FindingsAuditRe-AuditNumber prescriptions4024Number delayed scripts4/40=10%1/24=4.2%Adult37/40=92.5%19/24=79.2%Child3/40=7.5%5/24=20.8%IndicationURTI22.50%25%LRTI10%4%Other RTI37.50%42%UTI20%29%Skin12.50%0%Gynaecological2.50%0%2+ Infections 5%0%Co-amoxiclav17.50%12.50%AdherenceChoice37/40=92.5%22/24=91.7%Dose28/39=71.8%17/24=70.8%Course28/40=70%12/24=50%Discussion: Excellent antibiotic choice and dose concordance with guidelines was noted, with both phases meeting the set standards. Suboptimal course compliance with guidelines occurred in the re-audit. Potential causes include concerns regarding resistance and patient factors not included. This audit included unequal number of prescriptions in each phase but are still of significance and addresses a clinically relevant topic.

Addressing workplace gender inequality: Using the evidence to avoid common pitfalls.

In this Landmark article I outline four common missteps that are made when designing and implementing workplace gender equality initiatives: (1) when we don't go beyond describing the numbers; (2) when we try to 'fix' women rather than fix systems; (3) when we are overly optimistic about the progress we have made; and (4) when we fail to recognise the intersectionality of the experiences that women face. I will briefly consider each of these missteps in term, presenting research that suggests alternative ways of approaching gender equality initiatives.

Gender and social class inequalities in higher education: intersectional reflections on a workshop experience.

Research about the experiences of underrepresented groups in higher education (HE) demonstrates the persistence of challenges, despite policies and institutional strategies to promote inclusion. Diversity and inclusion policies have been part of the HE agenda for several decades, yet most policies and interventions focus on (a) a given, isolated identity experience (e.g., based solely on gender, social class, or ethnicity) rather than more intersectional approaches to identity; and (b) top-down interventions that do not include participants insights in their design. In this paper, we report a case study of a workshop with students at an elite university that drew on an intersectional approach to social identities (IASI), specifically, looking at gender and social class. We explore three key themes: (a) the importance of group processes, (b) the use of visual techniques, and (c) the institutional tensions and the (de)politicisation of social psychology research. Reflecting on this case study we argue that approaches to identity and inclusion in HE can benefit from intersectionality beyond the use of multi and overlapping identity and social group categories. We argue that research in this space is not neutral and needs to acknowledge researchers' position about (a) inclusion and diversity, (b) perceptions of participants in research, and (c) the motivation and aims of institutions where the research is conducted. Finally, we discuss the theoretical and practical implications of integrating an intersectional approach within social identity research in HE when focusing on underrepresented groups.

Intersectional Invisibility in Women's Diversity Interventions.

Many diversity interventions for women are ineffective. One reason for this may be that the field that diversity interventions are usually based on, the social sciences, often do not consider intra-group differences among women. Specifically, differences by racialization may be excluded from such diversity interventions. The present research examines whether racially marginalized women have different diversity interventions needs than White women, and whether organizations are less likely to represent those needs (i.e., intersectional invisibility). Across an open-ended coding (n = 293) and a ranking study (n = 489), Black women noted a need to incorporate intersectional differences, Asian women prioritized methods to address challenges to their authority, and White women indicated a need to address agency perceptions. Improving work-life balance and networks was a shared concern among participants, though we theorized different racially gendered reasons for why these intervention needs are relevant to each group. In Study 3 (n = 92 organizations), we analyzed organizations' websites using word count and textual analysis. Organizations- including the Education, Science, and Research sector- most readily advocated for women through enhancing agency. They were also less likely to mention dealing with perceptions of excessive agency or addressing intersectional considerations. The organizations broadly mentioned other marginalized groups besides women, but rarely did they do so intersectionality. Taken together, our findings demonstrate different intervention priorities across differently racialized groups. We found evidence of intersectional invisibility where organizations were more likely to address agency-enhancing intervention needs while failing to include other intervention needs relevant for Black women and Asian women. We discuss the implications of these findings for organizations, in general, as well as potential implications for the field of academic social sciences.

Overestimating women's representation in medicine: a survey of medical professionals' estimates and their(un)willingness to support gender equality initiatives.

OBJECTIVE: Amidst growing numbers of women in certain areas of medicine (eg, general practice/primary care), yet their continued under-representation in others (eg, surgical specialties), this study examines (1) whether medical professionals mistakenly infer that women are now broadly well represented, overestimating women's true representation in several different areas and roles; and (2) whether this overestimation of women's representation predicts decreased support for gender equality initiatives in the field, in conjunction with one's own gender. DESIGN: Cross-sectional survey. SETTING: UK-based medical field. PARTICIPANTS: 425 UK medical consultants/general practitioners and trainees (ST/CT1+/SHO/Registrar); 47% were female. MAIN OUTCOME MEASURES: Estimates of women's representation in different areas/roles within medicine, examined as a composite estimate and individually; and a multi-item measure of support for gender-based initiatives in medicine. RESULTS: Medical professionals tended to overestimate women's true representation in several different areas of medicine (general practice, medical specialties, surgical specialties) and in various roles (consultants/general practitioners, trainees, medical school graduates). Moreover, these erroneous estimates predicted a decreased willingness to support gender-based initiatives, particularly among men in the field: composite overestimation*respondent gender interaction, B=-0.04, 95% CI -0.07 to -0.01, p=0.01. Specifically, while female respondents' (over)estimates were unrelated to their level of support (B=0.00, 95% CI -0.02 to 0.02, p=0.92), male respondents' tendency to overestimate the proportion of women in medicine predicted lower support for gender-based initiatives (B=-0.04, 95% CI -0.06 to -0.02, p<0.001). CONCLUSIONS: While some progress has been made in gender representation in the medical field, this research illustrates that there are still barriers to gender equality efforts and identifies who within the field is focally maintaining these barriers. It is those individuals (particularly men) who overestimate the true progress that has been made in women's representation who are at highest risk of undermining it.

What Does it Mean to be a Woman? How the Content of Gender Identity May Facilitate Women's Coping with Sexual Harassment.

Sexual harassment and other forms of gendered discrimination are social psychological phenomena, yet the psychological impact of sexual harassment has rarely been examined through a model which considers the role of diverse content of gender identity (i.e. norms). We used an experimental design to investigate how salient norms associated with the social identity of 'women' affect coping with sexual harassment. Participants who identified as women (N = 291) were randomly assigned to either a feminist, traditional feminine, or control norm condition, in which the salience of particular norms associated with womanhood was manipulated. Participants completed measures of personal growth (as a proxy for post-traumatic growth), and help-seeking intentions in response to a hypothetical sexual harassment scenario. Participants in the feminist condition reported significantly greater personal growth relative to those in the traditional feminine and control conditions. Participants in both the feminist and traditional feminine conditions reported significantly greater intentions to seek help from formal supports (e.g. primary care doctor), relative to those in the control condition. The findings suggest that the salience of social identities and their content may be valuable resources in promoting recovery following experiences of gendered discrimination and support the role of social identities in influencing post-trauma trajectories.

Reaching the top but not feeling on top of the world: Examining women's internalized power threats.

More and more women are breaking the glass ceiling to obtain positions of power. Yet with this rise, some women experience threats to their power. Here we focus on women's perceived threats to the stability of their power and the degree to which women feel they do not deserve their power positions, as reflected in their impostor feelings. The present research identifies key workplace characteristics that are associated with these internalized power threats with survey data collected among 185 women in high-power positions. We find that negative workplace experiences (i.e., gender discrimination, denigrating treatment, lack of cultural fit, and lack of mentoring) are associated with a greater sense of power threat, which in turn relates to adverse workplace outcomes (i.e., reduced job satisfaction and increased emotional exhaustion and opting-out intentions). With this unique sample of high-powered women, our findings help illustrate the forces that make women experience power as precarious, thereby shedding light on the disadvantages these women face. We provide suggestions on how to reduce women's internalized power threats.