inclusion in decision Research Articles (Page 1)

Balancing duty and risk: Ethical dimensions of community-based one health surveillance among frontline health workers in Mombasa, Kenya

The changing landscape of concrete bridge infrastructure health monitoring and informed maintenance strategies: A decade of developments and trends

Purpose This paper aims to investigate how intersectionality shapes the leadership practice of Black women across K–20 education in the United States. Using a phenomenological design guided by COREQ standards, the authors analyze interviews to illuminate four themes: pathways to leadership, intersectional sensemaking, social-justice praxis and institutional conditions. The purpose is to move beyond description by linking lived experience to theory and actionable policy. The authors articulate implications for leadership preparation, organizational practice and equity policy – advancing SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities). Findings offer transferable guidance for cultivating inclusive cultures, mentoring pipelines and bias-aware, accountability-oriented evaluation in education and broader management contexts. Design/methodology/approach This study used a qualitative, phenomenological design to capture the lived experiences of four Black women educational leaders across K–20 contexts in the United States. Guided by the COREQ framework, semistructured interviews were conducted and transcribed, with informed consent and safeguards to minimize risk. Data were coded inductively, and thematic analysis identified four core themes reflecting participants’ leadership pathways, intersectional sensemaking, social-justice praxis and institutional conditions. Thematic saturation was determined when no new insights emerged across transcripts. Reflexivity and triangulation enhanced rigor, ensuring findings reflect authentic narratives while contributing to leadership and management scholarship on intersectionality and equity. Findings Findings reveal four interrelated themes. Pathways to leadership were nonlinear, reflecting uneven access and reliance on mentors/sponsors. Intersectional sensemaking shaped values, decision-making and visibility; race and gender jointly informed how authority was exercised and judged. Social-justice praxis was enacted through advocacy, community-/team-building, mentoring pipelines and inclusive hiring/evaluation practices. Institutional conditions included racialized-gendered bias, tokenism and opaque evaluation systems; leaders navigated these through coalitions, boundary-spanning and strategic use of formal authority. Across cases, participants coupled strong equity orientations with concrete, accountability-focused actions, yielding transferable lessons for leadership preparation, EDI systems and outcomes-based evaluation beyond K–20 education Research limitations/implications The study’s phenomenological focus and small, purposefully selected US K–20 sample (n = 4) limit generalizability; findings are transferable to similar contexts. Self-selection and retrospective recall may bias accounts; anonymization constrained contextual detail. Cross-sectional data preclude causal inference or change over time. Despite COREQ-guided rigor and thematic saturation, variation by sector, geography and intersectional identities (e.g. class, sexuality, disability) remain underexplored. Implications: pursue multisite, longitudinal and mixed-methods designs; develop comparative cross-sector and international studies; integrate administrative/HR data on hiring and evaluation; assess EDI and positive-action initiatives using outcomes (not intent); and test scalable mentorship/sponsorship pipeline models. Practical implications Practical implications center on actionable strategies to advance equity in leadership. Institutions should formalize mentorship and sponsorship pipelines, create transparent hiring and evaluation rubrics, and embed bias-mitigation protocols in recruitment, promotion and performance review processes. Leaders and organizations can strengthen EDI initiatives by moving beyond symbolic intent to measurable outcomes, ensuring accountability. Training and professional development should emphasize intersectional awareness, allyship and inclusive decision-making. Findings encourage policymakers and practitioners to design systems that recognize the additional labor and contributions of Black women leaders, while cultivating organizational cultures that value equity, collaboration and long-term leadership sustainability. Social implications Social implications highlight how intersectional leadership advances equity beyond organizational boundaries. By addressing racialized-gendered bias, Black women leaders foster inclusive educational and community cultures, strengthening social cohesion and opportunity structures. Their praxis – mentoring, advocacy and coalition-building – creates pipelines for underrepresented groups, broadening access to leadership. Findings underscore the societal value of allyship, antiracist policy and accountability frameworks in dismantling systemic barriers. Advancing Black women’s leadership contributes directly to the United Nations Sustainable Development Goals (SDG 5 and SDG 10) by promoting gender equality and reducing inequalities, ultimately enhancing democratic participation, civic trust and community well-being across diverse sectors. Originality/value This study contributes original value by situating Black women’s leadership within the broader leadership and management literature, extending intersectionality theory beyond education. It foregrounds the lived experiences of leaders rarely centered in empirical research, highlighting how identity, praxis and institutional context converge to shape leadership. Unlike many descriptive accounts, this analysis offers theoretical integration (ethics of care, transformative leadership, praxis) and policy-relevant insights tied to SDG 5 and SDG 10. By documenting strategies that both resist bias and build inclusive pipelines, the study provides transferable lessons for scholars, practitioners and policymakers across sectors seeking equity-driven leadership models.

The Maram Naga tribe, indigenous to the Senapati district of Manipur, possesses a rich socio-cultural heritage heavily defined by agrarian traditions and deep-rooted customary laws. Despite women serving as the indispensable backbone of the community’s economic and domestic sustenance, they face systemic political disenfranchisement, most notably through their explicit exclusion from traditional village councils and the critical half-yearly and annual community discussions. This research paper explores the dichotomy between the high economic participation and low political agency of Maram women. Utilizing a qualitative, exploratory approach that synthesizes primary focus group discussions with secondary literature, such as The Place of Women in Naga Society. This study examines the traditional justifications for this exclusion, which are deeply rooted in patriarchal hegemony, patrilineal land ownership, and customary taboos. The findings reveal that the exclusion of women from formal decision-making severely impacts community welfare, manifesting in unaddressed socio-economic crises such as the rampant rise in alcoholism, gender-based violence, and stark disparities in health and educational investments. Furthermore, the psychological toll of this political exclusion stifles female agency and creates bottlenecks in sustainable community development. To rectify this imbalance, the paper proposes actionable pathways to inclusive governance. By leveraging the rising influence of women’s collectives like the Maram Women Union, celebrating female-centric cultural institutions such as the Mangkang festival, and capitalizing on the economic independence fostered by Self-Help Groups (SHGs), women are increasingly challenging the status quo. The study concludes by recommending a hybrid governance model that respects indigenous customary laws while integrating modern, democratic mandates for female representation, ensuring that the "silent half" becomes an active, institutionalized voice in the sustainable development of the tribe.

Achieving academic excellence is essential for enhancing education quality, research impact, and institutional competitiveness in a rapidly evolving global landscape. This study examines how academic excellence is understood and implemented in Kazakhstan’s higher education system, as the country launches national Academic Excellence Initiatives (AEIs). Based on 28 semi-structured expert interviews analysed using Atlas.ti, the study investigates stakeholder perceptions, enabling and constraining factors, and practical implementation strategies. Findings show that excellence is understood in broad terms – centred on talent, institutional development, and social impact – rather than narrowly defined by rankings. While some challenges reflect global trends, such as resource limitations and governance constraints, others – like regional disparities and legacy structures – are context-specific. Experts highlighted the importance of long-term funding, inclusive decision-making, and a stronger focus on human capital, with particular attention to the needs of regional universities facing structural disadvantages. The study offers timely insights for policymakers and contributes to debates on excellence in post-Soviet and developing countries. Conceptually, it extends the literature by applying the World-Class University, institutional isomorphism, and Triple Helix frameworks to explain tensions between global visibility and national relevance. It calls for context-sensitive, differentiated approaches that balance global ambitions with national priorities and institutional diversity in higher education reform.

Predicting which patients will benefit from a therapy is one of the most practical promises of transcriptomics, but the literature is crowded with gene expression response signatures that do not generalize. A main reason is methodological: many signatures are trained on one cohort, one platform, and one response definition, so the reported genes partly reflect study specific noise, batch effects, and hidden confounding. This manuscript presents an AI assisted meta analysis workflow that aggregates evidence across independent cohorts to derive a consensus gene expression signature that is both biologically interpretable and prediction oriented. The approach combines standardized per gene effect sizes (Hedges g), random effects meta analysis, heterogeneity screening, and nested, cohort aware machine learning. We outline data acquisition from open repositories, harmonization, batch adjustment, and label mapping, then build a meta signature and train parsimonious classifiers using elastic net and gradient boosting. Model evaluation uses leave one study out validation to approximate real world deployment, with calibration and decision curve analysis to connect performance to clinical utility. The workflow is designed to be auditable: every inclusion decision is recorded, and all transformations are reversible and reproducible. By treating signatures as meta analytic objects rather than single study artifacts, the framework reduces overfitting, exposes context specific failure modes, and yields gene sets that map to known treatment response biology. We close with reporting guidance aligned to PRISMA, TRIPOD, and current best practice for transcriptomic predictors. A melanoma anti PD 1 case study is used to illustrate implementation and expected outputs.

Background: Interprofessional Collaboration (IPC) enhances the quality and safety of healthcare by integrating the expertise of multiple health professionals; however, its implementation in hospital settings is often hindered by barriers such as ineffective communication, unclear professional roles, hierarchical dominance, and unsupportive workplace culture. Objective: This study aimed to analyze the relationship between demographic characteristics, work experience, and workplace culture and the implementation of IPC among nurses. Methods: A cross-sectional quantitative study design was employed to examine the association between demographic factors, work experience, and work culture with IPC implementation among nurses at a general hospital in Banten Province, Indonesia. Eighty nurses were recruited using stratified random sampling. Data were collected through structured questionnaires and analyzed using descriptive and inferential statistics with SPSS version 27.0. Results: IPC implementation was significantly associated with age (p = 0.048), education level (p = 0.047), work experience (p < 0.001), and work culture (p < 0.001). Work culture emerged as the most influential factor, with an odds ratio (OR) of 7.429 (95% CI: 2.703–20.419). Conclusion: Both individual demographic factors and organizational context influence nurses’ IPC implementation, with workplace culture being the most influential factor, highlighting the need to foster a collaborative work environment through interprofessional communication training, inclusive decision-making, and supportive institutional policies.

This study examined how ICT adoption influences its integration in the management of selected secondary schools in Southern Division of Kabale Municipality, Kabale District. A qualitative research approach using an exploratory case study design was employed. The sample consisted of 24 administrative staff selected from four secondary schools (two government-aided and two private), including head teachers, deputy head teachers, directors of studies, bursars, secretaries, and librarians. Data were collected using semi-structured interviews and an observational checklist and analyzed through thematic analysis. The findings revealed that ICT integration processes were largely uncoordinated, reactive, and unsupported by formal policies or strategic plans. The lack of continuous training and inadequate infrastructure significantly hindered both adoption and integration. Motivations for ICT use were primarily external driven by competition, inspections, or community expectations rather than internal strategy. Adoption was often ceremonial, with minimal influence on management transformation. However, isolated best practices emerged through individual staff efforts, peer-to-peer support, and practical use of simple, reliable tools such as Microsoft Word and Excel. Schools develop structured ICT plans, ensure inclusive decision-making, allocate dedicated resources, and institutionalize peer-led training programs. Keywords: ICT integration, school management, adoption

Purpose: This conceptual paper examines Diversity, Equity, and Inclusion (DEI) as a strategic organizational resource that enhances performance and long-term competitiveness. It proposes an integrated logic model linking DEI to innovation, decision quality, market insight, talent outcomes, and risk mitigation.Design/methodology/approach: The study synthesizes secondary evidence from academic research, industry reports, and case studies (2020-2025) and integrates four major theoretical perspectives: Resource-Based View, Social Capital Theory, Knowledge-Based/Innovation Theories, and Stakeholder Theory. Conceptual propositions and a unified framework are developed.Findings: DEI generates competitive advantage through expanded knowledge resources, strengthened networks, inclusive decision-making, and enhanced stakeholder trust. Leadership commitment, culture, measurement systems, and legal-policy environments moderate these effects.Practical implications: The model guides leaders and HRD practitioners in embedding DEI into talent systems, strategy, measurement, and culture-building efforts.Originality/value: The paper reframes DEI as a strategic capability rather than a compliance activity and outlines directions for empirical testing of the proposed model.

Transparency in fisheries governance: Achievements to date and challenges ahead

Leadership in Islamic education is facing growing challenges that require a shift from single-authority systems toward more collaborative and participatory governance. This study aims to analyze how the collective-collegial leadership model of the kyai operates in managing Islamic educational institutions. Using a qualitative case study design, data were collected through in-depth interviews, field observations, and document analysis involving kyais, administrators, and committee members. The findings reveal three major themes: distributed authority that balances moral legitimacy and administrative efficiency; collaborative governance that ensures transparency, shared responsibility, and policy sustainability; and collective leadership that institutionalizes a unified organizational vision through formal documentation. The study’s novelty lies in integrating Islamic values of (deliberation), ukhuwah (brotherhood), and amanah (trust) into a structured model of participatory leadership. The results imply that leadership development in Islamic education should emphasize ethical collaboration, institutional documentation, and inclusive decision-making to achieve long-term organizational resilience.

Student participation in higher education governance is internationally acknowledged as a core element of democratic practice and a mechanism for strengthening institutional accountability. However, the degree and effectiveness of such participation differ markedly across contexts. This study examines the extent of student teachers’ involvement in governance and the systemic constraints that shape their engagement across five Colleges of Education in the Volta Region of Ghana. Using a descriptive survey design, 361 student teachers were selected through stratified random sampling. Findings reveal limited awareness of governance structures among students and a narrow focus on Students’ Representative Council (SRC) roles in academic matters, with minimal influence on administrative decision-making. Centralised authority structures, weak communication systems, and inadequate dissemination of governance-related information contribute to persistent feelings of marginalisation and disengagement. The study underscores the urgent need for governance reforms aligned with global calls for participatory, transparent, and inclusive decision-making in higher education. It recommends institutionalising regular governance orientation and sensitisation programmes, strengthening formal communication channels, and enhancing SRC autonomy through improved representation, resourcing, and targeted leadership capacity-building. These interventions can promote more responsive, student-centred governance and contribute to broader international agendas for inclusive higher education systems.

This research examines how administrative approaches and digital integration influence service quality and operational outcomes in hospitals specializing in women’s health. Adopting a quantitative methodology, data were obtained from several women’s hospitals through standardized surveys and institutional reports. The analysis, performed with SPSS, demonstrated that collaborative leadership styles were strongly linked to higher levels of patient trust and satisfaction, while continuous professional training contributed to lower employee attrition and better clinical performance. Additionally, hospitals utilizing comprehensive electronic information systems exhibited greater coordination among medical teams and a noticeable decline in procedural errors. The evidence underscores that modern management practices rooted in data utilization, inclusive decision-making, and technological advancement play a crucial role in achieving excellence in women’s healthcare institutions. Despite persistent obstacles such as limited financial resources and organizational resistance, the study emphasizes the necessity of sustained investment in workforce development and digital infrastructure. The findings offer practical guidance for executives and policymakers aiming to strengthen reproductive and maternal healthcare systems through innovation, strategic leadership, and evidence-informed management frameworks.

Abstract Introduction/Objective Pathologists, PhD Clinical Scientists, and laboratory medicine professionals play a vital role in healthcare by diagnosing diseases and guiding treatment decisions. While the profession is incredibly important, the work can be emotionally taxing. Stress, anxiety, and burnout are increasingly common, especially in this era of workforce shortage. The 2018 American Society for Clinical Pathology (ASCP) burnout survey reported 53.4% of laboratory professionals stated experiencing significant stress at work and 85.3% shared being burnt out. Similarly, the 2023 Medscape Pathologist Lifestyle, Happiness & Burnout Report reported a decline in the number of pathologists being happy outside of work from 85% before the COVID-19 pandemic to 62% afterward. Burnout, high workload, and misalignment of professional impact not only individual well-being but also team dynamics and departmental effectiveness. Addressing these concerns is essential for sustaining a healthy and productive work environment that promotes individuals to thrive. To explore these issues locally, this survey assessed perceptions of wellness, inclusion, and workplace satisfaction among faculty and staff in the Department of Pathology at the University of Pittsburgh Medical Center (UPMC). The goal is to identify areas of strength and opportunities for meaningful change, with the broader aim of fostering a more supportive and inclusive workplace culture. Methods/Case Report An anonymous, voluntary survey was distributed to faculty and staff in the Department of Pathology at the University of Pittsburgh Medical Center (UPMC) using Microsoft Forms. The survey included 16 quantitative items rated on a 5-point Likert scale, where the score of 1 represented strong dissatisfaction and 5 represented strong agreement. In addition, the survey included open-ended questions designed to capture more detailed, personal insights. To preserve confidentiality, questions were intentionally broad and non-identifying, and individual answers were aggregated. The survey explored several key domains: work environment, teamwork and collaboration, workload satisfaction and compensation, leadership transparency and trust, professional growth and development, level of innovation and creativity, diversity and inclusion, burnout, and work-life integration. Data were analyzed in a blinded manner, with no access to individual respondent identities. This approach ensured that results could not be linked to any one person and helped foster an atmosphere of trust, encouraging honest feedback without fear of retaliation. Survey findings were reviewed and interpreted in aggregate, and results were initially shared with departmental leadership. These insights will inform future initiatives and will be addressed in an upcoming faculty-wide meeting to foster open dialogue and guide improvements in workplace culture, wellness, and inclusion. Results Respondents included 69 faculty members from Anatomic Pathology (AP), Clinical Pathology (CP), Molecular Pathology, and Informatics, with the majority employed at UPMC for five or more years. Sixty-eight percent (68%) reported satisfaction with collaboration, indicated by scores of 4 or 5 out of 5. In contrast, 45% expressed dissatisfaction with their workload, giving scores of 1 or 2. Forty-one percent (41%) felt that diverse perspectives are actively considered in departmental decision-making. Sixty-seven percent (67%)—including 23 who somewhat agreed and 23 who strongly agreed—believed the department reflects the diversity of the community it serves. Qualitative comments highlighted the need for more flexible scheduling options and a reduction in administrative burdens. Suggestions for diversity and inclusion initiatives included exploring both external and internal opportunities, such as increased outreach to underrepresented groups, structured mentorship programs, and more inclusive decision-making within the department—particularly involving junior faculty. More than half of respondents reported satisfaction with overall compensation, professional development, opportunities for growth, facilities and resources. Work-related, self-reported burnout remains a concern, with 43% (30 of 69 respondents) indicating it affects their overall wellness. Wellness-related recommendations emphasized the importance of improved staffing, clearer communication, greater transparency from departmental leadership, and implementation of faculty recognition programs. Conclusion These results offer valuable direction for targeted improvements in workplace culture, wellness, and inclusion within the Department of Pathology. Survey findings highlighted strong appreciation for the department’s collegial environment and its robust wellness, health equity, diversity, and inclusion initiatives. However, concerns about work-life integration, overall support, and compensation remain prominent. In response, the department is pursuing several key initiatives. These include implementing flexible work policies, expanding wellness programs, reducing administrative burdens, and addressing workload concerns in specific divisions. Leadership has also committed to enhancing transparency and recognizing staff contributions more consistently. In addition, faculty will focus on strengthening recruitment and retention of individuals from underrepresented backgrounds in science and medicine through targeted outreach and formal mentorship programs. Addressing these findings with focused, measurable interventions has the potential to improve job satisfaction, promote inclusivity, and foster a sustainable culture of well-being. These efforts are not only essential for supporting individual wellness, but also for enhancing team dynamics, faculty engagement, and overall departmental performance. By building on the strengths identified in the survey and responding to areas of concern, the department can continue to evolve as a supportive, inclusive, and high-performing academic and clinical environment.

Burnout is a pervasive occupational hazard for neurologists-undermining their well-being, jeopardizing patient safety and satisfaction, limiting access to care, and inflating health care costs. Well-designed appreciation and recognition practices may help mitigate some of its key drivers. This pilot study evaluates faculty perspectives on appreciation strategies in an academic neurology department. We used the Moffitt Provider Appreciation Assessment (MPAA), which assesses the types of appreciation methods respondents value, regardless of whether those practices are currently implemented in their workplace. A cross-sectional survey was conducted among full-time clinical faculty in the Department of Neurology at NYU Grossman School of Medicine. The survey included demographics, the MPAA, the single-item Mini-Z burnout inventory to assess self-reported burnout levels, and an intent-to-leave question. MPAA responses were analyzed for frequencies, and the association between burnout and intent to leave was examined. Of the 202 faculty members, 77 (38%) participated. The most highly valued appreciation practices were inclusion in decision making (77%), efforts to reduce daily frustrations (75%), and positive feedback from patients and families (71%). Gifts, team celebrations with food, and public affirmations were among the least valued practices. Burnout symptoms were reported by 45% of respondents, and 30% indicated an intent to leave within 2 years. Higher burnout levels were associated with increased intent to leave (p < 0.00001). Because the scores for self-reported burnout and intent to leave reflect current work conditions while MPAA scores capture enduring personal values, MPAA rankings cannot be compared directly with burnout or turnover metrics. Neurology clinical faculty prioritized appreciation methods that directly address clinical work, underscoring the value of implementing tailored recognition practices that may reduce burnout. The methodology used in this pilot study can be adapted for broader application in other settings. After identifying faculty preferences, health care organizations can implement meaningful, transparent, and inclusive appreciation strategies that have the potential to strengthen physician relationships, promote well-being, and support a sustainable workforce.

Against a backdrop of increasing pressures from biodiversity loss, climate change and competing stakeholder interests, this paper examines factors influencing the implementation of marine and coastal governance approaches and their implications for achieving multifunctional marine and coastal landscapes. Based on a comparative case study of the temporally and spatially overlapping implementation of a state-driven National Park (NP) and a community-led Biosphere Reserve (BR) in the Nämdö Archipelago, Sweden, we conducted semi-structured interviews with differently positioned stakeholders to explore the dynamics shaping these initiatives. Deploying the Institutional Analysis and Development framework as an analytical framework in conjunction with a complex systems approach, the study identifies the interplay of key institutional and socio-ecological factors driving implementation processes and influencing outcomes. Results concerning the NP implementation reveal persistent disagreements between local residents and authorities, due to rigid institutional structures, limited integration of local knowledge, poor communication and competing priorities. In contrast, the BR approach is generally viewed more positively, attributed to its flexible governance and proactive integration of local socioeconomic and cultural values. This study highlights the importance of adaptive, inclusive governance that can address the trade-offs and synergies inherent in multifunctional sustainability efforts in coastal regions. By combining the stability and enforcement capabilities of the NP model with the flexibility and inclusivity of the BR approach, the paper suggests that a hybrid governance model could better balance ecological, social and economic objectives. It advocates for marine governance structures that prioritise inclusive decision-making and the integration of diverse values to better align ecological and community goals. • A holistic complex systems approach identifies key factors and causal interactions shaping marine/coastal governance. • Flexible, hybrid governance of area-based conservation and sustainability approaches can foster trust and adaptability. • Enhanced local engagement and knowledge integration promote multifunctional governance of marine and coastal landscapes.

Background: Seniors are living with more severe illness, while caregivers and providers are more prone to burnout 2. Systemic barriers contribute to seniors and families inability to access appropriate and timely healthcare services and poor outcomes.The challenge of coordinating/managing multiple services is worsened by language, cultural, income and functional barriers. Target populationToronto Seniors Housing Corporation (TSHC) provides housing for 5,000 low-income seniors in 83 seniors-designated buildings across the City of Toronto. The average age of tenants is 75 with a growing population of seniors over 85. A large percentage of tenants (44%) do not speak English as their first language, live on their own (90%), and suffer from a combination of mental health and chronic conditions that contribute to high rates of social isolation (TSHC ISM, 2023). Who did you involveThe NCT model, including all levels of care planning, was co-developed with the active participation of community members and local stakeholders from a variety of organizations such as: Community services, Primary-Care, Housing, Hospitals, City services, etc. and through active engagement with over 240 tenants in 7 languages. Engagement efforts included door knocking, surveys, lobby voting, and ongoing participation of tenant volunteers in planning meetings. The approach/intervention: The North Toronto Ontario Health Team (NT OHT) Neighbourhood Care Team (NCT) is an outreach-based integrated geriatric and population health model of care. The model brings together local partners from all sectors to operate as one team, beyond the walls of their institutions, in support of low-income tenants residing in Toronto Seniors Housing Corporation (TSHC) across North Toronto.The model objective is to promote an early identification of needs and support seniors access to team-based primary care and resources to prevent crisis, decrease use of institutional care, increase quality of life and promote aging at home.This scalable model brings existing service providers under a common set of goals and structures to work as one team, with maximum impact and efficiency. Client care is coordinated such that services are provided in the appropriate sequence, using the right mix of local, in-person services, and digital channels and resources. The model includes three levels of care starting with a core team that is imbedded within the building and serves as a first point of contact. Care is delivered through a combination of in-person and digital tools to support wellness and access to care. Results: The Neighbourhood Care Team model has been implemented in five TSHC buildings, available to over 900 tenants, with 3 partnering organizations engaged.Initial results have been very promising, with reductions seen in inpatient days. Over 75 tenants were connected to primary care services. Our screening demonstrated impact on early identification of needs and access with 95% identified to have gaps in preventative care and 92.5% needed support to access dental funding available to them. Individual cases demonstrate the transformative potential of the model. Patients referred for Long-Term Care instead of returning home for over 200 days without incident and a reduction in Emergency Department visit from 2 per year to zero year to date. Implications: In this oral presentation the audience will: Understanding how housing, social services and healthcare partners can come together as one team to support improved health and social outcomes for low-income seniors. Understand how to translate patients and family input into implementation. Learn about how the model removes access barriers and promotes earlier identification of at-risk individuals. Our next steps will focus on:Advancing communication systems to improve coordination and further support tenants ongoing inclusion in decision making as part of our team approach as well as identify sustainable primary care engagement models.

The consequences of climate change are far-reaching, especially in sub-Saharan Africa, where liveli-hoods largely rely on rain-fed agriculture. This situation presents significant threats to the region's de-velopment and intensifies existing gender inequalities. The varying impacts of climate change on women and men stem from their distinct roles, societal expectations, and inherent differences, with women being disproportionately affected. This study delves into crucial considerations for crafting gender-sensitive climate action in sub-Saharan Africa. Through a desktop research approach, we argue that gender con-siderations are vital in climate action, as men and women contribute differently and are affected in diverse ways. Gender-sensitive climate responses include gender analysis, inclusive decision-making, equitable resource access, capacity building, and gender-sensitive monitoring and evaluation. It is essential to de-sign and implement gender-responsive climate actions to ensure that climate solutions are effective, sus-tainable, and equitable. These actions consider the varied needs, perspectives, and experiences of women and men in the context of climate change. The involvement of both men and women in climate actions is crucial. Potential funding mechanisms for gendered climate change actions encompass local resource mobilization, the private sector, women's groups, governments, international organizations, and gender budgeting. Policymakers, climate change scientists, practitioners, and lawmakers, particularly in sub-Saharan Africa, must acknowledge the importance of implementing gender-responsive climate change actions and strategies.

Anchored on the Leader–Member Exchange (LMX) Theory, this study aimed to explore the lived experiences of public elementary school teachers in building trust and respect with their school leaders in the Monkayo West District, Philippines. The LMX Theory emphasizes the importance of individualized relationships between leaders and subordinates, highlighting how high-quality exchanges foster mutual respect, trust, and professional growth. Utilizing a qualitative research design and a phenomenological approach, the study investigated how eight (8) public school teachers developed trust-based relationships with their school heads, the challenges they encountered, the coping mechanisms they employed, and the insights they gained throughout the process. Through in-depth interviews, the research identified initial difficulties such as communication gaps, inconsistent leadership decisions, and feelings of undervaluation. Despite these challenges, teachers adopted coping strategies including maintaining professionalism, practicing empathy, initiating open dialogue, and fostering peer collaboration. The findings revealed that trust and respect were cultivated through consistent leadership behaviors, transparent communication, and inclusive decision-making. Teachers transitioned from passive recipients of directives to active contributors in school development, emphasizing the importance of ethical leadership, emotional support, and shared responsibility. Their insights highlighted the transformative impact of respectful and trusting relationships on teacher morale, professional growth, and school climate. The study concludes that fostering trust and respect in schools requires intentional leadership practices, supportive structures, and a commitment to relational and reflective pedagogy. Keywords: Educational Administration, Trust, Respect, Teacher-Leader Relationships, Instructional Leadership, Phenomenological Research

In Scandinavia, where severe trauma is rare but potentially life-threatening, trauma teams must maintain high performance despite infrequent activations. Although advancements in trauma care have reduced mortality, severe multi-trauma still carries a high mortality risk of death, requiring rapid, coordinated responses from teams of diverse professionals. This study explores the interdependence between various trauma team members, with a particular focus on how radiographers' roles are understood, integrated, and relied upon in trauma care. A qualitative design was employed, with data collected from four Swedish hospitals through interviews and observations. Braun and Clarke's reflexive thematic analysis method guided the iterative process to identify and generate patterns in the data. The analysis generated an overarching theme of Team integration through behavioural interdependence, along with three specific themes: (I) Collaborative interdependence: enhancing team synergy through dynamic role adaption; (II) Social interdependence: fostering trust through interpersonal relationships; and (III) Goal interdependence: aligning objectives for unified success. The findings highlight the importance of team-enhancing behaviours to build high-performing trauma teams. Radiographers contribute through adaptive collaboration, technical expertise, and relational engagement. Equally important are the supportive behaviours of team members and leaders-such as clear communication, inclusion in decision-making, and recognition of radiographers' expertise-which enable radiographers to perform effectively. Clearly defined roles and shared objectives reinforce their value in trauma care. Effective team guidance and psychological safety are essential for improving team dynamics and outcomes. Regular, structured team reflections and joint exercises that include all professional roles, especially radiographers, and emphasise shared goals, shared knowledge, and mutual respect, can strengthen interdependence. This approach enhances team performance and supports safer, more efficient care.