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The Retirement Games

Have you ever dreamed of being an Olympic athlete? Perhaps you have wondered what it would feel like to stand on that podium in front of the world as your national anthem plays. For most Olympic athletes, the journey begins very early in life. But imagine what it would be like if you started training for this event in your 60s? Read on if you want an edge to discover how to win the Retirement Games and still pass the drug test (let’s face it, peeing is not an issue for many at that age)! Here is your chance to get on the podium at the most crucial game of your life. On Your Marks, Get Set, Ready, Go! Retirement was more like a coffee break five decades ago—brief, predictable, and over before your muffin cooled. In 1975, the average Canadian could expect to live about 73.53 years. Fast forward to 2025; we're clocking in at nearly 83.26 years. Even juicier? The lastest research shows half of today's 20-year-olds in Canada are expected to live past 90.  That’s why we need to think of retirement these days, not as a sprint; instead, it’s an ultramarathon with hills, potholes, and the occasional pulled hamstring. Most of us never expected to be training for it in our sixties, but here we are—so pull up your compression socks and move. The starter's pistol is about to fire, whether you're ready or not! Surprise! You're Retired While you may dream of selecting your retirement date like a fine wine, many face the reality of a boxed kind instead. Approximately 6 in 10 Americans retire earlier than they planned. Research from the Transamerica Center for Retirement Studies shows that many individuals experience unexpected early retirement due to personal health issues, employer discretion, or family-related circumstances. https://www.cbsnews.com/news/retirement-age-in-america-62-claiming-social-security-early/ Sometimes, it's a health scare, a loved one’s illness, or a harsh employer downsizing. Nobody whispers the term "ageism," but when companies replace senior employees with younger, more affordable talent (or AI bots), it’s not subtle—it’s math.As Morgan Housel reminds us in his bestseller, The Psychology of Money, "The most important part of every plan is planning for your plan, not going according to plan." Expect the unexpected. Train as if retirement could sneak up on you—because it just might. Get Fit, Stay Sharp: Health is the First Leg of the Race Physical and mental health are the fuel for your retirement. The rest doesn’t matter without them; we’re not just talking about lifting weights. (Though, yes, lift some weights.) Regular physical activity provides numerous benefits for older adults, including a reduced risk of dementia and enhanced cognitive function. Exercise can help maintain brain health, reduce mental decline, and even reverse some age-related brain shrinkage. Additionally, physical activity can improve mood, reduce anxiety, and enhance balance and coordination, leading to a better quality of life. • Strength training enhances bone density, metabolism, and mental health. (Source: Mayo Clinic) • Flexibility and balance? Try yoga or tai chi. Harvard Health says they reduce pain and stiffness. • Mental fitness? Cue up Wordle, Canuckle (the Canadian cousin), or Sudoku. • Dancing? It's beneficial for your brain and your swagger  • Listening to music or playing an instrument can reduce stress and boost memory. Gold Medal Tip: Motivation is overrated; action is everything. Don’t be a couch potato. A new study conducted at the University of Pittsburgh School of Medicine shows that older adults who spend more time sedentary — such as sitting or lying down — may be at a higher risk for lower cognition and in areas linked to the development of Alzheimer’s disease, no matter how much they exercise! So make sure you show up, move, and the motivation will catch up. Wealth Training: Stop Hoping, Start Budgeting Here's a shocker: Retirement doesn't mean your expenses magically disappear. According to Steve Willems' podcast “10 Retirement Myths You May Not Want to Believe,” most retirees don’t spend less. Aside from the mortgage, spending remains surprisingly consistent, especially during the Go-Go years (ages 55-75)”. We like what we like: groceries, entertainment, travel, and stylish or comfortable clothes are still on our shopping lists. That’s why many of us in retirement will need to pay more attention to spending and budgeting. Check Obligation Spending Retirement is the perfect time to reevaluate expenses from obligation rather than genuine need or joy. Here's a thoughtful way to frame that idea: Retirement is the season of freedom, so why are you still paying for things that feel like a burden? Now that you’re no longer earning a regular paycheck, every dollar matters more than ever. This means it’s time to take a closer look at obligatory expenses. These might include: • Helping adult children financially (even when it stretches your budget) • Donating to every fundraiser or cause just because someone asked • Hosting large family gatherings that leave you exhausted and over budget • Maintaining memberships, subscriptions, or traditions that no longer bring you joy. (We talk a lot more about this in a previous post What’s your Retirement Plan B While generosity is admirable, it shouldn’t jeopardize your financial security or peace of mind. Retirement should focus on investing in what truly matters to you now, rather than keeping up appearances or adhering to outdated expectations. Here’s a gentle mantra to adopt: “I’ve earned the right to say no with love and confidence.” Freeing yourself from obligation spending doesn’t mean becoming stingy; it means becoming intentional. Give where your heart feels full, not where your guilt feels heavy. After all, you didn’t work all those years to keep writing checks out of habit. Balance Beam- Budget What’s your plan when overtime isn’t an option and the budget doesn’t balance? Start with a good old-fashioned reality check: • Write down ALL expenses. • Tally up your income. • Look for a surplus (yay, trip!) or a shortfall (boo, time to pivot). Look at Canadian Government Pensions • Here's the math.  Old Age Security (OAS): Max is about $713/month or $8,556/year. And don’t forget the dreaded government clawback (formally known as the Old Age Security Pension Recovery Tax which starts at ~$90,997. • Canada Pension Plan (CPP): The average monthly payment is $758, while the maximum is $1,364 per month or $16,368 per year. So with these two programs combined, provided you meet requirements, as a senior, you're looking at somewhere between $17,000–$25,000/year before tax. If your lifestyle needs a bit more jazz hands, here’s how to bridge the gap:   DIY Income Builders: • Slash debt. Every dollar you don't spend is one you keep. • Downsize and bank the equity. • Buy or build an ADU and rent it. I have written more about ADU's here. • HELOC or Reverse mortgage (borrow strategically). • Withdraw from investments (4% rule). • Monetize your skills: consulting, tutoring, or writing that novel you started in 1993. Gold Medal Tip: Track your joy per dollar. If you’re going to spend, make it worth it. Rewire, Don’t Retire: Finding Purpose The biggest myth of retirement? That doing nothing feels good forever. (Spoiler alert: it doesn’t.) Passion is your GPS. It guides you towards what fills your heart. Whether you write poetry, walk dogs, or paint birds wearing tiny hats, your joy matters. And legacy? That’s just purpose with staying power. There’s science to support the benefits of this lesson. A study in JAMA Psychiatry found that people with a sense of purpose had a lower risk of mortality and disability  Purpose-Driven Paths: • Volunteer: Look for a cause that fires you up. • Get a part-time job: Perhaps you can fill in at a local bookstore, garden center or be a barista? • Hobbies: Take up painting, pottery, or poetry. • Go Back to School: Many Universities such as The University of Toronto offer free, non-credit courses through programs as part of their community outreach.  Seniors (over 60) enrolled at York University may have all or part of their academic fees waived at the domestic fee rate for York University degree credit courses as part of their mature student program. • Spend real time with people you love, maybe your grandkids or elderly parents. • Reconnect with old friends – not just on Facebook, but in person • Get out of your backyard and see the world Gold Medal Tip: You're never too young (or too old) to chase what lights you up. Start a business, get that degree you always wanted, and write that book. Go. For. It. Support: No One Trains Alone Retirement can be lonely. As we age, friends pass, routines fade, and isolation creeps in. That’s why your squad matters more than ever. Find Your Pod: • Family & Friends: Set expectations. Ask for help. Host Sunday dinners. Stay connected. • Fitness & Social Clubs: Join a walking group or participate in a gym class, followed by regular post-sweat coffee. • Faith Communities: Spirituality and structure in one. Sing in the choir. Serve at events. • Third Places: As sociologist Ray Oldenburg says, these are neutral hangouts like libraries, community centers, or your local café. They’re tied to lower loneliness and better mental health. Think of Cheers: “Where everyone knows your name!” Gold Medal Tip: Your local pickleball court or knitting circle might just be your new training ground. Attitude Training: Stop Acting Your Age Here’s a radical thought: Maybe we feel old because we act old. Want to stay young? Stay curious, try new things. Try line dancing, pickleball, bird watching, improv, or learning to code. Yes, code. What was the worst advice our mothers gave us? “Act your age.” Nonsense! Whoever said, “You’re only as old as you feel” was on to something – but let’s take it up a notch: How about you’re only as old as your playlist! The Power of a Youthful Attitude in Retirement A successful retirement isn’t just about savings accounts and spreadsheets — it’s about mindset. A positive, youthful attitude is one of the most powerful (and overlooked) assets you can carry into retirement. Even if you don’t feel youthful or optimistic, “fake it ‘til you make it” is more than just a catchy phrase—it’s a strategy. The goal isn't to accurately describe your aches, fears, or fatigue but to set yourself up for success! Science backs it up: a positive outlook boosts health, sharpens cognition, and increases longevity. From a practical perspective, optimism makes it easier to try new things, adapt to change, and enjoy the present—all essential in retirement. So, if the voice in your head says, “I’m too old for that,” try responding with, “This is my time.” You begin to build because what you tell yourself matters, as does what you believe. Retirement is your reward. Approach it like the vibrant, capable, unstoppable human you are because attitude, not age, sets the tone. Gold Medal Tip: You’re only as old as the last thing you tried for the first time. Try something ridiculous, I double dare you! Final Stretch The Retirement Games are here, and let me be crystal clear: this isn’t amateur hour. This is your Olympic moment, with medals awarded for stamina, strategy, and a solid sense of humour. Whether you're rounding the first turn at 45 or doing your victory lap at 75, now is the time to train. You’ve built strength, stretched your budget, flexed your purpose muscle, assembled your dream team, and rebooted your mindset. Now it’s time to lace up, lean in, and live life to the fullest. This isn’t about perfection; it’s about preparation. You won’t achieve a podium finish through wishful thinking; you’ll attain it through action, adaptation, and a great deal of repetition. So, put on your metaphorical tracksuit (or actual tracksuit if it's laundry day) and begin training with determination. The gold medal retirement isn’t just possible—it’s within reach. Cue the confetti cannon. You’re not just aging—you’re advancing. And champions, as we know, don’t retire… they rewire, recharge, and rewrite the playbook. On Your Marks, Get Set, THRIVE! Don’t Retire … Re-Wire! Sue

Researchers laying the groundwork to eventually detect cerebral palsy via blood test

At the University of Delaware, molecular biologist Mona Batish in collaboration with Dr. Robert Akins at Nemours Children Hospital, is studying tiny loops in our cells called circular RNAs — once thought to be useless leftovers, but now believed to play an important role in diseases like cancer and cerebral palsy (CP). This is detailed in a new article in the Journal of Biological Chemistry. What are circular RNAs? They’re a special type of RNA that doesn’t make proteins but instead helps control how genes are turned on and off. Because they’re stable and can be found in blood, they may help doctors detect diseases more easily. So what’s the connection to cerebral palsy? CP is the most common physical disability in children, but right now it’s diagnosed only after symptoms appear — there’s no clear-cut test for it. Batish and her team are trying to change that. Working with researchers at Nemours Children’s Health, Batish discovered that in children with CP, a certain circular RNA — circNFIX — is found at much lower levels in muscle cells. This RNA normally helps the body make an important muscle-building protein called MEF2C. When circNFIX is missing or low, MEF2C isn’t made properly, which may lead to the weakened, shorter muscles seen in CP. This is the first time researchers have shown a link between circular RNAs and human muscle development in cerebral palsy. Why does this matter? If scientists can confirm this link, it could lead to: Earlier and more accurate diagnosis of CP using a simple blood test New treatments that help improve muscle development in affected children Batish’s ultimate goal? To create a test that can spot CP at birth — or even before — giving kids a better shot at early treatment and a higher quality of life. To speak to Batish, contact mediarelations@udel.edu. 

Aston University collaboration to develop injectable paste which could treat bone cancer

A £110k grant from Orthopaedic Research UK is to help to conduct the work Study is a collaboration with The Royal Orthopaedic Hospital Researchers to use gallium-doped bioglass to produce a substance with anticancer and bone regenerative properties. Professor Richard Martin Aston University is collaborating in research to develop an injectable paste which could treat bone cancer. The Royal Orthopaedic Hospital has secured a £110,000 grant from Orthopaedic Research UK to conduct the work. The project will see researchers at the hospital and the University use gallium-doped bioglass to produce a substance with anticancer and bone regenerative properties. If proved effective it could be used to treat patients with primary and metastatic cancer. Gallium is a metallic element that when combined with bioactive glass can kill cancerous cells that remain when a tumour is removed. It also accelerates the regeneration of the bone and prevents bacterial contamination. A recent study led by Aston University found that bioactive glasses doped with the metal have a 99 percent success rate of eliminating cancerous cells. Dr Lucas Souza, research lab manager at the hospital’s Dubrowsky Lab is leading the project. He said : “Advances in treatment of bone cancer have reached a plateau over the past 40 years, in part due to a lack of research studies into treatments and the complexity and challenges that come with treating bone tumours. Innovative and effective therapeutic approaches are needed, and this grant provides vital funds for us to continue our research into the use of gallium-doped bioglass in the treatment of bone cancer.” Professor Richard Martin who is based in Aston University’s College of Engineering and Physical Sciences added: “The injectable paste will function as a drug delivery system for localised delivery of anticancer gallium ions and bisphosphonates whilst regenerating bone. Our hypothesis is that this will promote rapid bone formation and will prevent cancer recurrence by killing residual cancer cells and regulating local osteoclastic activity.” It is hoped the new approach will be particularly useful in reducing cancer recurrence and implant site infections. It is also thought that it will reduce implant failure rates in cases of bone tumours where large resections for complete tumour removal is either not possible, or not recommended. This could include incidents when growths are located too close to vital organs or when major surgery will inflict more harm than benefit. It could also be used in combination with minimally invasive treatments such as cryoablation or radiofrequency ablation to manage metastatic bone lesions. Dr Souza added: “The proposed biomaterial has the potential to drastically improve treatment outcomes of bone tumour patients by reducing cancer recurrence, implant-site infection rates, and implant failure rates leading to reduced time in hospital beds, less use of antibiotics, and fewer revision surgeries. Taken together, these benefits could improve survival rates, functionality and quality of life of bone cancer patients.” Other members of the team include the hospital’s Professor Adrian Gardner, director of research and development and Mr Jonathan Stevenson, orthopaedic oncology and arthroplasty consultant, Dr Eirini Theodosiou from Aston University and Professor Joao Lopes from the Brazilian Aeronautics Institute of Technology. ENDS About the Royal Orthopaedic Hospital NHS Foundation Trust The Royal Orthopaedic Hospital NHS Foundation Trust is one of the largest specialist orthopaedic units in Europe, offering planned orthopaedic surgery to people locally, nationally, and internationally. The Trust is an accredited Veteran Aware organisation and a Disability Confident Leader. Ranked 8th in the 2024 UK Inclusive Top 50 Employers list, the Royal Orthopaedic Hospital is the highest-ranking NHS organisation for its commitment to diversity and inclusion. The Royal Orthopaedic Hospital has a vibrant research portfolio of clinical trials, observational studies and laboratory studies exploring new treatment options, new approaches in rehabilitation and therapy, and new medical devices. This research is delivered by our researchers and clinicians spread across the Knowledge Hub, our home for education and research, and the Dubrowsky Regenerative Medicine Laboratory, a state-of-the-art lab opened in 2019. About Aston University For over a century, Aston University’s enduring purpose has been to make our world a better place through education, research and innovation, by enabling our students to succeed in work and life, and by supporting our communities to thrive economically, socially and culturally. Aston University’s history has been intertwined with the history of Birmingham, a remarkable city that once was the heartland of the Industrial Revolution and the manufacturing powerhouse of the world. Born out of the First Industrial Revolution, Aston University has a proud and distinct heritage dating back to our formation as the School of Metallurgy in 1875, the first UK College of Technology in 1951, gaining university status by Royal Charter in 1966, and becoming The Guardian University of the Year in 2020. Building on our outstanding past, we are now defining our place and role in the Fourth Industrial Revolution (and beyond) within a rapidly changing world. For media inquiries in relation to this release, contact Nicola Jones, Press & Communications Manager on 07941194168 or email: n.jones6@aston.ac.uk

Dangers of the Metaverse and VR for U.S. Youth Revealed in New Study

The metaverse, a space where the lines between physical and digital realities blur, is rising among younger populations. As of March, 33% of teens own a virtual reality (VR) device and 13% use it weekly. With the metaverse offering richer emotional experiences, youth may be particularly vulnerable to significant harm in these immersive spaces, underscoring the need to explore potential risks. Unfortunately, research of online victimization in the metaverse is sorely lacking. A new study by Florida Atlantic University , in collaboration with the University of Wisconsin-Eau Claire, is one of the first to examine the experiences of harm in the metaverse among youth in the United States. Using a nationally-representative sample of 5,005 13 to 17 year olds in the U.S., researchers focused on their experiences with VR devices, including 12 specific types of harm experienced, protective strategies employed, and differences in experiences between boys and girls. Results of the study, published in the journal New Media & Society, found a significant percentage of youth reported experiencing various forms of harm in these spaces, including hate speech, bullying, harassment, sexual harassment, grooming behaviors (predators building trust with minors), and unwanted exposure to violent or sexual content. The study also revealed notable gender differences in experiences. Among the study findings: 32.6% of youth own a VR headset (41% of boys vs. 25.1% of girls) More than 44% received hate speech/slurs (8.9% many times); 37.6% experienced bullying; and 35% faced harassment Almost 19% experienced sexual harassment; 43.3% dealt with trolling; 31.6% were maliciously obstructed; and 29.5% experienced threats More than 18% were doxed (publicly revealing someone’s personal information without their consent); and 22.8% were catfished (creating a false identity online to deceive someone, typically for romantic purposes) Nearly 21% faced unwanted violent or sexual content; 18.1% experienced grooming or predatory behavior; and 30% were targeted for factors like weight, sexual preference, sexual orientation or political affiliation Boys and girls experienced similar patterns of mistreatment, but girls experienced sexual harassment and grooming/ predatory behavior more frequently than boys. Boys and girls were equally as likely to be targeted because of their voice, avatar, race, religion or disability. “Certain populations of youth are disproportionately susceptible to harm such grooming, especially those who suffer from emotional distress or mental health problems, low self-esteem, poor parental relationships and weak family cohesion,” said Sameer Hinduja, Ph.D., first author, a professor in the School of Criminology and Criminal Justice within FAU’s College of Social Work and Criminal Justice, co-director of the Cyberbullying Research Center, and a faculty associate at the Berkman Klein Center at Harvard University. “Due to the unique characteristics of metaverse environments, young people may need extra attention and support. The immersive nature of these spaces can amplify experiences and emotions, highlighting the importance of tailored resources to ensure their safety and well-being.” Findings also reveal that girls employed in-platform safety measures significantly more so than boys such as “Space Bubble,” “Personal Boundary” and “Safe Zone.” “We found that girls are more likely to select avatars designed to reduce the risk of harassment and to use in-platform tools to maintain a safe distance from others. Additionally, both boys and girls feel comfortable leaving metaverse rooms or channels like switching servers in response to potential or actual victimization, although overall, youth tend to use these safety features infrequently,” said Hinduja. Among the recommendations offered to youth by the researchers include: Using platform-provided safety features to restrict unwanted interactions and infringements upon their personal space. It is also essential that youth understand and take advantage of the safety features available within metaverse experiences, including blocking, muting, and reporting functionalities. Continued research and development in these areas to determine how to meet the needs of users in potential or actual victimization contexts Streamlining platform reporting mechanisms to ensure swift action is taken against perpetrators Age-gating mechanisms for metaverse environments where mature content and interactions proliferate Encouraging parents and guardians to take the time to familiarize themselves with available parental control features on VR devices and metaverse platforms to set boundaries, monitor activities, and restrict certain features as needed. An active mediation approach is ideal, where they engage in open and supportive dialogue with children about their metaverse experiences. The integration of updated, relevant, and accessible digital citizenship and media literacy modules into school curricula to provide youth with the necessary knowledge and skills to navigate VR and other emerging technologies safely and responsibly Consideration by content creators of the ethical implications of their metaverse creations, ensuring that they promote inclusivity, respect, and discourage any form of harassment. They should strive to make their virtual experiences accessible to users from diverse backgrounds, languages, cultures and abilities. “VR concerns of parents and guardians generally reflect and align with their historical anxieties about video games, excessive device use, its sedentary nature, cognitive development, and stranger danger,” said Hinduja. “There remains so much promise with these new technologies, but vigilance is required when it comes to the unique challenges they present as well as the unique vulnerabilities that certain youth users may have. As such, it’s ‘all hands on deck’ to build a safer and more inclusive metaverse as it continues to evolve.” If you're looking to know more - let us help. Sameer Hinduja, Ph.D., is a professor in the School of Criminology and Criminal Justice at Florida Atlantic University and co-director of the Cyberbullying Research Center. He is recognized internationally for his groundbreaking work on the subjects of cyberbullying and safe social media use, concerns that have paralleled the exponential growth in online communication by young people. He has written seven books, and his interdisciplinary research is widely published and has been cited more than 18,000 times. Simply click on Sameer's icon now to set up an interview today.

Life and Legacy of Lily Ledbetter

The life and legacy of Lily Ledbetter stand as a powerful testament to the ongoing fight for workplace equality and women's rights. As the face behind the landmark Ledbetter v. Goodyear Tire & Rubber Co. case and the namesake of the Lily Ledbetter Fair Pay Act, her story continues to resonate in today's battles for gender pay equity. This topic is especially relevant now as conversations around economic justice, corporate responsibility, and legislative change gain momentum across the globe. Ledbetter's fight highlights the enduring struggle for fair compensation and workplace equity, which remains a vital issue for the public. Key story angles that may interest a broad audience include: The impact of the Lily Ledbetter Fair Pay Act: Exploring how this legislation has shaped workplace policies and its continuing relevance in today's legal landscape. Gender pay equity today: Analyzing the wage gap across industries and efforts to close the divide, with data on current disparities. The personal and professional costs of discrimination: Investigating how pay inequality affects families, career progression, and long-term financial security, especially for women of color. The broader fight for workplace rights: Examining the ripple effects of the Ledbetter case on other forms of discrimination, such as race, age, and disability. Economic justice as a human rights issue: Connecting Ledbetter’s legacy to current global movements pushing for equal pay, labor rights, and anti-discrimination reforms. Corporate responsibility and transparency: Assessing how companies are addressing pay equity through transparency measures, audits, and policy shifts. Connect with an expert about the Life and Legacy of Lily Ledbetter: To search our full list of experts visit www.expertfile.com

Innovative EEG Brain Monitoring Program Provides Optimal Care for Critically Ill Patients

ChristianaCare has launched an innovative electroencephalogram (EEG) brain monitoring program that represents a significant leap forward in the diagnosis and management of neurological conditions. The easy-to-use EEG program is the first of its kind that can be performed at the bedside to measure the electrical activity of the brain, providing a vital sign for brain function to help diagnose seizures more quickly. ChristianaCare is the first hospital system in Delaware to use the Ceribell point-of-care EEG monitoring system, which can reduce the time it takes to diagnose certain neurological conditions from hours to mere minutes. Using the system, clinicians have immediate access to EEG information so they can triage at-risk patients in just five minutes and monitor patients for treatment optimization. “With this new program, our team of expert clinicians will have the diagnostic information they need to provide high-risk patients with the right care at the right time, ensuring the best outcomes for our patients and their families,” said Kim Gannon, M.D., Ph.D., service line leader for Neurosciences at ChristianaCare. New technology detects ‘silent seizures’ Critically ill patients are at high risk of harmful brain electrical discharges called seizures. Some of these patients experience a type of “silent seizure” with no noticeable symptoms (non-convulsive) that can only be detected using EEG. If prolonged, non-convulsive seizures can lead to permanent brain injury and higher risk of morbidity and mortality. Demonstration of EEG device on patient at ChristianaCare Newark Campus. As a result, guidelines from the Neurocritical Care Society recommend EEG should be initiated within 15-60 minutes when these seizures are suspected. Meeting these guidelines has proven difficult due to the limitations of conventional EEG systems, which were not designed for use in emergency situations. Even top academic centers that have 24/7 EEG capabilities may experience wait times of four hours or more for conventional equipment. When relying on clinical judgement alone while waiting for these conventional EEG systems, diagnostic accuracy has been shown to be only slightly better than chance (65%). The value of this new technology for patients is that it provides accurate results quickly so that the care team can intervene early. “The neuroscience and critical care teams at ChristianaCare believe that ‘time is brain’ not only applies to stroke but also when dealing with seizure,” Gannon said. Gannon is referring to the fact that for every minute that passes when someone is having a stroke, 1.9 million brain cells are lost, increasing the chance of disability or death. That same kind of speed and urgency can now more easily be brought to bear for patients when a seizure is suspected. “This monitoring system is easy to use and can be set up in about five minutes,” said Richard Choi, D.O., medical director of the Neurocritical Care Unit at Christiana Hospital. “It consists of a simple headband, pocket-sized recorder with intuitive software and an on-line portal for remote viewing. Using the system, we can review EEG data, assess response to treatment and optimize care, all in real-time.” Neurosciences at ChristianaCare ChristianaCare’s multidisciplinary neurosciences team provides comprehensive and advanced care for neurologic illnesses across the acute and ambulatory settings. As the largest and most comprehensive neurology practice in Delaware with more than 55,000 patient visits last year, ambulatory subspecialties include stroke, epilepsy, multiple sclerosis, movement disorders, neuromuscular disorders, headaches/migraines, pediatric neurology and Botox specialists. The inpatient team of experts includes neurosurgeons, neurointerventional surgeons, neurocritical care physicians and vascular neurologists. The Newark Campus serves as the only comprehensive stroke center in the state and includes the only Epilepsy Monitoring Unit in Delaware.

Podcast: Equality must become the norm, not just a box ticking exercise

Equality, diversity and inclusion (EDI) must become “everybody’s business” EDI can reduce pay gaps and open up opportunities for SMEs Aston University now celebrating Athena Swan Gold award for gender equality. Equality, diversity and inclusion (EDI) needs to become “the norm” in organisations to escape “disappointing” government criticism that it is a waste of time. That’s the guidance coming from the latest episode of ‘Aston means business’, a podcast from Aston University presented by journalist Steve Dyson. Professor Shivani Sharma, the new deputy dean of people, culture and inclusion at the University’s College of Business and Social Sciences, explained that EDI cultures must become “everybody’s business” to address the existing gender and ethnicity pay gaps. Responding to recent government criticisms of EDI schemes, Professor Sharma said: “Not enough investment has gone into these roles because, if we look at the history, it tells us that just relying on everybody to do the right thing doesn’t work.” Also interviewed in the podcast was Omar Rashid, a director of The HR Dept, a human resources franchise for Birmingham Central & Wolverhampton. Mr Rashid, who specialises in diversity and recruitment, said that government criticism of EDI initiatives was “disappointing”. But he acknowledged: “I understand where they’re coming from because, if it’s seen as a scheme, as something we’ve got to do, and it’s not done properly, then maybe it is a waste of time and a waste of money. It has to be seen as the norm.” He said people need to realise they live in a multicultural world, with a diverse workforce, supply chain and customers, and that if implemented properly the benefits of EDI are there. Mr Rashid, who is also president of the Asian Business Chamber of Commerce in Birmingham, specialises in diversity and recruitment. He added: “There is opportunity there through different skills. “Each individual, whether it’s race, religion, will bring their own perspectives, their own unique skills, even people with a disability. It shouldn’t be seen as a barrier.” He said examples of a “tick box mentality” were where businesses might adopt Black History Month but do nothing for the other 11 months of the year, or provide a prayer room during Ramadan but not at any other time. He added: “When it’s tick box, it’s not worth it because you’ll have a business or someone who will do something for a short period of time. They half-heartedly did something without the conviction. Diversity shouldn’t be just a little bit here and there.” Professor Sharma went on to say that ‘world days’ such as International Women’s Day can act as a catalyst to focus attention on an issue. But she added: “It’s really important that why you’re doing that is clear, and that the strategy of raising awareness, to remove barriers to women, equitable inclusion in the workplace or in society, continues throughout the year.” She said that Aston University had recently gained an Athena Swan Gold award for promoting gender equality in higher education, but that the “scale” of the problem meant there was still lots more to achieve. She explained that proportions of women entering as students into higher education was really positive, as were degree completion rates. But she pointed to the fact that around 80 per cent of university vice chancellors identified as men, with low representations of ethnic minority women among professors. Professor Sharma added: “It will take a sustained effort to undo that over time.” She also praised the Inclusive Aston networking initiative at Aston University, with senior leaders mentoring colleagues of minority ethnic heritage. Mr Rashid said SMEs needed to look at the opportunities that a diverse workforce and culture can bring to their business. He added: “One SME business engaged with someone from an Asian background, wanted to tap into India, and guess what? He has the connections and they were able to open a branch in India.” Catch up on all of the previous ‘Aston means business’ podcast episodes here.

Estimating Adults Living with Intellectual Disabilities in America - Our Experts Look at the Numbers

A new study conducted by faculty researchers at the Institute of Public and Preventive Health at Augusta University shows the prevalence of intellectual disability (ID) in adults. But looking at childhood survey data of those with ID, conclusions can be drawn on how many adults have intellectual disability. The study was conducted by Teal Benevides, PhD, assistant professor in the Institute of Public and Preventive Health at Augusta University, Biplab Datta, PhD, assistant professor in IPPH and the Department of Health Management, Economics and Policy, Jennifer Jaremski, research associate in IPPH, and Michael McKee, PhD, associate professor at the University of Michigan. The study estimates the number of adults living with ID is .95% or 9.5 per 1,000 adults between the ages of 21 and 41. “Intellectual disability is diagnosed in childhood,” said Benevides. “It needs to be diagnosed early. It’s not something that just happens in adulthood. So relying on the estimate that’s from childhood surveys is a good start. It’s just aging estimates up based off the current population of the U.S. So I do feel pretty confident that we can base future projections off in the absence of better epidemiological evaluations of prevalence.” She added it’s important to realize a lot of people with ID are now out of high school and age out of educational services to support them at the age of 21. They may fall through the cracks during the transition to adulthood and may not be receiving the services they need. “Many adults with ID are going to require services and support. They’re likely going to require housing support, employment support and many of them are food insecure,” Benevides said. “I think policymakers at both the state and federal level need to know about this because regardless of whether or not our policymakers support Medicaid expansion, many people with ID are also going to need adequate healthcare coverage because the vast majority of people with intellectual disability are not employed.” Not just that, many of those with ID are more likely to experience disparities in housing, employment, education, poverty and more. Biplab Datta and Teal Benevides In Georgia, Benevides said there is a waitlist of 7,000 people looking for Medicaid services for adults with intellectual and developmental disabilities, and there’s just not enough resources available to assist those with ID. Another concern is that people with ID have the same life span and those who may prove care, such as parents or guardians, don’t know what will happen to their older children with ID when they aren’t around or are unable to assist them. “What alarms me is we don’t have sufficient services and supports for adults. We just don’t have them,” she said. “When people ask for services, support and resources, there’s no place to point them to unless they are children.” Biplab Datta, PhD,  is an assistant professor in Institute of Public and Preventive Health and in the Department of Population Health Sciences at Augusta University. Teal Benevides, PhD, OTR/L is an associate professor and the  Director of Faculty Development, Institute of Public and Preventive Health Both experts are available to speak about this important research - simply click on either expert's icon to arrange an interview and time to talk today.

UF researcher proves underrepresented groups experience more workplace bias

By Halle Burton  George Cunningham, a UF professor and researcher, conducted a study on workplace bias, finding managers are more likely to display an implicit bias towards minorities and underrepresented groups. Cunningham is chair of the UF Department of Sport Management, and his study was published in Frontiers in Psychology in November 2022. Working with his co-author, Cunningham analyzed self-identified managers and people in 22 other occupational designations to compare their implicit and explicit biases towards race, gender, disability and sexual orientation. “Once we saw that race, gender, disability and sexual orientation-based forms of mistreatment are all prevalent in the U.S. workforce, we determined this warranted examination of managers’ biases in these areas,” Cunningham said. The researchers found that managers held a moderate preference for majority groups. Additionally, the study shows these managers also expressed more bias than jobs working to better societal standards and environmental issues like educators and social scientists. Cunningham’s original question asked if managers convey biases that vary from other occupational codes and if this impacts the claims employees make. Not only did his study answer this with a resounding yes, but it further divides the focus of the bias on sectors of implicit and explicit attitudes. Cunningham said their study also showed a disconnect between managers’ explicit and implicit biases, especially with disabilities. Their responses indicated they explicitly didn’t believe they held biases against disabilities, but their implicit bias regarding disabled groups was the highest of all. “The more we’re aware of it, the more likely we are to take steps to help lessen the impact,” he said. “The bigger issue, though, is to change the way our society operates.”

ChristianaCare Named one of Mogul’s Top 100 Companies with Inclusive Benefits

Recognition affirms ChristianaCare’s deep commitment to inclusion and diversity ChristianaCare has been recognized as one of the Top 100 Companies with Inclusive Benefits by Mogul, a diversity recruitment platform that partners with the world’s fastest-growing companies to attract and advance top diverse talent. ChristianaCare was recognized for both its “diverse hiring practices” and “progressive workplace resources.” “At ChristianaCare, we embrace diversity and show respect to everyone, and we reinforce these behaviors through purposeful actions that enable all our caregivers to serve our neighbors with love and excellence,” said Neil Jasani, M.D., MBA, FACEP, chief people officer at ChristianaCare. “By offering a wide array of inclusive benefits, we more fully support our caregivers in their commitment to being exceptional today and even better tomorrow.” The honor by Mogul is the latest recognition for ChristianaCare’s commitment to inclusion and diversity. ChristianaCare, Delaware’s largest private employer, has committed to being an anti-racism organization and works to ensure that this commitment is reflected through the organization’s policies, programs and practices. (Read more about ChristianaCare’s anti-racism commitment here.) ChristianaCare President and CEO Janice E. Nevin, M.D., MPH, has signed the CEO Action for Diversity & Inclusion Pledge. This pledge outlines a specific set of actions the signatory CEOs will take to cultivate a trusting environment where all ideas are welcomed and employees are empowered to have discussions about diversity and inclusion. More than 3,100 of ChristianaCare’s caregivers also have signed the pledge. ChristianaCare’s inclusion and diversity efforts feature 11 employee resource groups, which connect caregivers who have a common identity or bond with one another. Formed by employees across all demographics – including disability, race, military status, national origin and gender identity – these voluntary, grassroots groups work to improve inclusion and diversity at ChristianaCare. More than 1,350 caregivers participate. ChristianaCare has developed LeadershipDNA, a leadership development program that is specifically targeted to underrepresented caregivers early in their careers. ChristianaCare’s deep commitment to inclusion and diversity also includes: Providing $500,000 in scholarships to 10 high school students in Delaware who plan to pursue degrees in health care. Supporting Project Search, which is a nationally recognized program dedicated to providing education and training to young adults with intellectual and developmental disabilities. Participation in Project Hope, a partnership with external agencies that provides support to individuals who were involved with the criminal justice system. This program creates pathways to meaningful and sustainable employment within ChristianaCare. Participation in Project Veteran through career fairs that target veterans. Elimination of bias in hiring through biannual education for all hiring managers, along with leader demographic scorecards to support building a diverse workforce. Parental leave of 12 weeks for the bonding, care and wellbeing of a newborn, adopted children or foster care children. This policy applies to both birthing and non-birthing caregivers. Behavioral health services for employees that include access to professionals who specialize in mental health care and substance use disorder. A work life employee assistance program that provides free and confidential resources designed specifically for caregivers and their families. Coverage in employee health plans for gender affirmation surgery, which consists of medical and surgical treatments that change primary sex characteristics for individuals diagnosed with gender dysphoria. Autism spectrum disorders benefits – such as diagnostic assessment and treatment – to the children of caregivers who are under 21 years of age. “Our commitment to inclusion and diversity touches all areas of our organization – including our benefits packages,” said Natalie Torres, director of Inclusion & Diversity at ChristianaCare. “We know that when we offer an inclusive benefits package that anticipates the needs of our caregivers, they can better support their families and provide better care to our community.”