Electronic informed consent: the need to redesign the consent process for the digital age.

The delivery of healthcare, which includes the informed consent process, is moving to a digital environment. This change in informed consent delivery will be associated with opportunities, risks and also unintentional consequences. Physicians are well placed to contribute to the ongoing dialogue about what is needed to make the informed consent process fit for purpose, in the digital age.

Finding Innovative Strategies to Enhance Adjunct Faculty Support and Retention.

BACKGROUND: Nursing programs continue to use more adjunct faculty members to keep up with the demanding needs of the nursing workforce. Although various nursing programs use adjunct faculty, they differ in the available support and resources offered. A midwestern university offering postlicensure online nursing programs developed an adjunct teaching model to aid teaching requirements. METHOD: The authors proposed innovative strategies the nursing programs could use to enhance adjunct support and retention. RESULTS: The integration of onboarding, orientation, and mentorship processes enhanced adjunct faculty support and overall retention within the programs. CONCLUSION: The need for nursing adjunct faculty is expected to continue, and programs must be prepared to use innovative strategies to support them. The use of the outlined onboarding, orientation, and mentorship processes are vital in supporting adjunct job satisfaction and retention. [J Nurs Educ. 2023;62(7):408-411.].

Implementing a 'Safe Recovery' fall prevention program: Refining intervention theory using realist methods.

OBJECTIVES: This research aimed to explain how the Safe Recovery Programme (SRP) may best work to reduce falls in older adults undergoing rehabilitation in four wards in an older person's health and rehabilitation service. METHODS: Qualitative realist methods were used, including surveys completed by patients and staff, and qualitative interviews or focus groups exploring views of patients, ward staff and SRP educators. RESULTS: Emphasising different types of information for patients with different pre-existing understandings may facilitate their responses to SRP messaging. Consistency and coherence of SRP messaging within ward routines varied in response to staff SRP training and ongoing feedback mechanisms from SRP educators. CONCLUSIONS: Tailored individualised approaches for patients with specific characteristics may lead to patients being less likely to engage in risky behaviours. Staff training and processes for facilitating ongoing feedback between patients, SRP and ward staff are required to ensure consistency and coherence of SRP messaging.

Gender representation in leadership roles in UK surgical societies.

INTRODUCTION: Despite making up more than half of new doctors, women are underrepresented in most surgical specialties. Various reasons have been suggested for this including issues with work-life balance, discrimination and a lack of female role models in the specialty. We sought to quantify the extent of gender discrimination in leadership roles in surgical societies in the UK. METHODS: All major Surgical Specialty Organisations were identified via the Royal College of Surgeons Website. Leadership and committee information was collected via organisation websites on 5th September 2018. All societies were then contacted requesting data including total membership, their stage of training and the gender split. RESULTS: Of the twenty-four organisations contacted, eighteen were able to provide data. Women accounted for 11.8% (2446/20 803) of consultant and 34.3% (5267/15 366) of trainee members. 2/24 presidents; 3/26 of vice presidents; 18.1% (39/215) of executive committees and 13.5% (49/364) of wider committee members were female. Thirty-four committee members were not included as they were not surgeons (23 female; 11 male). DISCUSSION: Despite accounting for 27% of the surgical workforce and indeed 24% of surgical society members, women account for only 2 of 24 Presidents and 18.1% (39/215) of the executive committees of surgical societies in the UK. Action should be taken so women are fairly represented in leadership roles in surgical societies with one of the benefits being more visible role models for prospective female surgeons.