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Baylor Fashion Forecasting Expert: The Business and Power of Color
2023 Color of the Year Viva Magenta Every December for 20 years, the global color management company Pantone reveals its Color of the Year for the upcoming year. For 2023, Pantone has chosen a color that “vibrates with vim and vigor”: Viva Magenta. More than just a pretty color for fashion, Viva Magenta 18-1750 is the result of years of research into trends in technology, entertainment and fashion. But what does the Color of the Year mean to the average consumer? According to Baylor University fashion forecasting expert Lorynn R. Divita, Ph.D., retailers with this information can offer products that will resonate with their customers. “Color is the most important factor in whether someone is going consider a purchase,” Divita said. However, “Retailers have to get it right.” Pantone collaborated with diverse group of industry leaders such as Motorola, Lenovo, Spoonflower fabrics and Artechouse Studio to ensure they correctly identified emerging consumer tastes by making connections beyond the boundaries of fashion. “Fashion change happens because people demand novelty,” Divita said, “and retailers want to make people happy.” Using color forecasting is a low-risk way for retailers to provide that novelty. Unlike changes in skirt lengths or pant styles, color is a trend available to everyone. “You can choose how you do it. It is through a garment? Is it through an accessory? Color will translate to multiple categories. So, everybody can participate in a way that feels comfortable to them,” Divita said. Color Forecasting is typically a reliable way to predict trends, but it isn’t always sure thing. Consumers won’t purchase something they fundamentally don’t like. To be successful, color forecasters must be mindful of that. Divita points to the words of cultural reporter and author Virginia Postrel on the two criteria needed for a trend to takeoff: “Do I like that?” and “Am I like that?” If the answer to both questions is yes, the trend is more likely take off. If not, retailers will be stuck with warehouses full of unsold merchandise. Pantone began in 1963 as a color matching standard for the printing industry offering uniformity of color throughout the design and manufacturing process. The numbers behind each color are a recipe for creating an exact match. According to the Pantone website, “Pantone’s color language supports all color conscious industries; textiles, apparel, beauty, interiors, architectural and industrial design, encompassing over 10,000 color standards across multiple materials including printing, textiles, plastics, pigments, and coatings.” Using this industry knowledge, the company branched out into color forecasting in 1999 with its first color of the year, Cerulean. Today, the Pantone Color of the Year is an eagerly anticipated announcement for the fashion forward. Only time will tell if Viva Magenta will be embraced or become footnote in pop culture history. Until then, be on the lookout at your favorite stores for the next big thing. If you are looking for the correct Pantone Baylor colors, they are Baylor Green 3435 and University Gold 1235.
Managing Menopause: Mind-Body Solutions for Hot Flashes, Sleep and Well-Being
In recognition of World Menopause Day, Baylor psychologist shares research on hypnotherapy's beneficial effects in relieving hot flashes (Image credit: Rana Hamid via Getty Images) The natural aging process of perimenopause and menopause can create a wide range of symptoms for women, with hot flashes and poor sleep being the most frequently reported – and most disruptive – symptoms. World Menopause Day is recognized on Oct. 18, and one Baylor University researcher has been on a 20-year mission to identify safe and effective options to hormone replacement therapy (HRT) to help women find relief from hot flashes and improve sleep and well-being during the menopause transition. Gary Elkins, Ph.D., professor of psychology and neuroscience and director of the Mind-Body Medicine Research Laboratory at Baylor University, is among the nation’s leading researchers on hypnotherapy and mind-body approaches, including continued funding by the National Institutes of Health (NIH) to evaluate the efficacy of a self-hypnosis intervention to reduce hot flashes and improve sleep, as well as other outcomes. “It is important to recognize that hot flashes are a natural part of menopause,” Elkins said. “They are not caused by stress or personality but are due to the decline in estrogen that occurs naturally with aging.” Perimenopause (the hormonal transition leading up to menopause) and menopause (the cessation of menstrual cycles) is the natural aging process marked by the decline in the reproductive hormone estrogen and progesterone in women and can last anywhere from seven to 20 years. Menopause usually begins around age 52 or can result from breast cancer treatment or hysterectomies. Although HRT remains the most effective treatment for hot flashes, it is not appropriate for everyone. A major NIH study found that HRT led to an increased risk of breast cancer and cardiovascular disease in some post-menopausal women and breast cancer survivors. Elkins’ research is aimed at giving women choices for their own healthcare, including alternatives such as hypnotherapy. “While hypnotherapy is not widely understood by many people, it can regulate hot flashes and improve sleep by managing how temperatures are perceived and regulated in the brain,” Elkins said. “Hypnotherapy is a mind-body therapy, similar to mindfulness and guided imagery, that involves the focus of attention, a relaxed state and therapeutic suggestions.” Elkins’ research on hot flashes and sleep and hypnotherapy has been clinically shown to reduce hot flashes by up to 80%, more effective than any other hot flash management tool available, with the exception of HRT. He also has found that hypnotherapy, as a mind-body intervention, can reduce hot flashes to a degree comparable to HRT, improve sleep quality by over 50% and reduce anxiety while increasing well-being. “Hypnotherapy involves daily practice of 15-minute hypnotic relaxation sessions that teach your brain to adapt to your body’s changing hormone level. Mental images for coolness and control are used to empower women to take control of the two most troublesome menopause symptoms – hot flashes and sleep,” Elkins said. Elkins offers the following suggestions for women to empower them and help them find relief from hot flashes, anxiety and interrupted sleep. Remember that hot flashes are a normal part of the perimenopausal/menopausal transition, and the effects a woman experiences are real. Talk to your doctor about options that may work for you. Everyone is an individual, and it is important to find what works best for you. A combined approach of mind-body hypnosis therapy along with low-dose medications can be helpful for some women. It can be helpful to keep a daily diary of your hot flashes to monitor them. Get good sleep. Poor sleep and night sweats can make hot flashes worse. Be knowledgeable about things that have not been shown to work, such as fans, cold packs and certain herbs. Seek support from family and friends. Elkins has developed the Evia from Mindset Health App to give women easy access to hypnotherapy for hot flashes. The app comes with a free trial that delivers evidence-based hypnotherapy intervention for women during the menopause transition and beyond.
Tales of Christmas Past: Preserving Your Family History During the Holidays
Baylor’s Institute for Oral History shares seven simple best practices to get the conversation started (Credit: FG Trade Latin/Getty Images Collection E+) During past family Christmas gatherings, many of us remember when older relatives regaled everyone with tales about their fascinating life stories, firsthand experiences as an eyewitness to history or simply sharing how favorite family traditions started. So how do you preserve those precious family memories during the holidays? Baylor University oral historians Stephen Sloan and Adrienne Cain Darough have recorded and preserved the oral history memoirs of thousands of individuals through their work with Baylor’s renowned Institute for Oral History, home of the national Oral History Association. Together, the historians share seven simple best practices to help family members begin oral history conversations that enrich recollections of the past and capture your family memories. “The holiday season brings about the opportunity to spend time with family members, especially those you may not be able to see on a frequent basis,” Cain Darough said. “This presents the perfect opportunity to conduct oral histories to capture the stories and experiences of your family and loved ones, to learn more about them, the history of your family, traditions that have been passed down from generation to generation and more.” Seven best practices for preserving your family’s oral history 1. Ask first! Make sure your family member wants their story to be documented or recorded. That is the first – and most important – question to ask, said Adrienne Cain Darough, M.L.S., assistant director and senior lecturer with the Institute for Oral History. Ask first. “Many oral historians have run into the spot where someone says, ‘Oh, my grandpa would be great for that topic,’ and you get there and it's, ‘Grandpa does not want to talk to you.’ So first, make sure they want their story recorded,” she said. 2. Determine the type of recording equipment you want to use. Decide if you want to record your interview with an audio recorder or use a video recording device. It all depends on your needs and comfort level with the technology. For family members who are unable to travel this holiday season, you can include them by capturing their stories using a remote recording platform like Zoom, which became a vital tool for oral historians when COVID struck in 2020. Helpful resources from Baylor’s Institute for Oral History include: How to choose the right digital recorder Oral History at a Distance webinar on the dynamics of conducting remote oral history interviews Remote Interviewing Resources guide (Oral History Association) 3. Research your family member’s life and their timeline to help you formulate your questions. Recording a family member’s oral history is more than just putting down a recorder in front of them and saying, “Talk.” If you’re recording an oral history over Christmas with a family member, are there specific things that you want to know that are related to the holiday? For example, what was Christmas morning like for them as a child? How did your favorite family traditions start? What is their favorite holiday dish? (Maybe they could even share the recipe. “You can finally learn why Nana’s banana pudding doesn’t even have bananas in it,” Cain Darough said.) “Doing your research to try to form those questions will help you get around the reluctance to talk sometimes,” Cain Darough added. “The favorite thing that I love to hear is, ‘Oh, I don't have much to say,’ or ‘I'm not that important.’ And then you sit down with them, and you listen to their stories, and your mind is just blown by the things that they've seen and experienced.” 4. Start with the basics: “Where are you from?” When Baylor oral historians conduct an interview, they generally begin with some life history of the subject, providing important context for historians. “Ask questions early on that are easy for them to answer: a little bit of the backstory, a little bit of where they're from, where they grew up,” said Stephen Sloan, Ph.D., director of the Institute for Oral History, executive director of Oral History Association and professor of history at Baylor. “I want to understand the lens through which they experienced events, and the only way I can do that is, who was this? What was formative in their life growing up? Who spoke into who they were? What did they learn? Where did they go? What did they do? Those are the sorts of things that I would be exploring early in the interview.” One of the questions Cain Darough enjoys asking is, “What did you want to be when you grew up?” “You want to give them something that's very easy and comfortable to talk about,” Cain Darough said. “What was your favorite subject in school, just to see if that was something that continued on in their life. If there's a certain hobby or something that you know that they're affiliated with, when did you learn about that? Tell me more. What's your interest with this? And then they'll get to talking.” 5. Ask open-ended questions – without making any assumptions. With oral history, it is important that you don’t go into the interview with a specific agenda or try to lead anyone to a certain conclusion. “We can do this very subtly by assuming information, but you can't assume anything about their experience with the topic,’” Sloan said. “If we assume information, it could be very far from how they encountered whatever event that may have been. Allow them to relate the ways in which they lived these experiences.” 6. Listen closely. Listening is an important facet of gathering oral history. But historians say you are not only listening for what they're saying, you're also listening for what they're not saying. “Are there things that are being skipped around?” Cain Darough said. “For example, sometimes when you're talking to veterans about their combat experience, it may be the first time that they're reliving or retelling these stories. They need time, and you just have to be prepared for that.” 7. Be patient. It might take your subject some time to warm up to the conversation. “If you're talking to someone who is 80, 90 or even 100, that's a lot of memories that they have to go through, so patience is important,” Cain Darough said.
Reflection, Recognition and Expression: The Science of Cultivating Gratitude
Baylor positive psychology researchers offer three ways to increase gratitude and empathy Credit: Marina Demidiuk / iStock / Getty Images Plus Gratitude research delves into the science surrounding human emotions and the physical, mental and spiritual benefits of actively expressing gratefulness. Leading Baylor University positive psychology researchers Sarah Schnitker, Ph.D., and Jo-Ann Tsang, Ph.D., who specialize in the study of gratitude, have identified three science-based mechanisms that can cultivate gratitude and improve empathy. This work is especially timely during the Thanksgiving and Christmas seasons. Through the examination of previous studies and the broader literature on the process and benefits of gratitude, the associate professors of psychology and neuroscience have discovered that some previous understandings of gratitude may not tell the whole story. By engaging gratitude in a way that benefits the whole community, the researchers identified ways to engage in gratitude that move the emotions of gratitude beyond a fleeting feeling and become virtuous through helping others. “Gratitude does seem to increase well-being, but not all the time,” Schnitker said. “It sometimes decreases depression and anxiety symptoms, but not always. It makes you more generous, more kind, more caring, but again, not always,” Schnitker said. “[That’s why] we’ve been looking at how to cultivate gratitude in such a way as to really impact flourishing. Not just individual well-being, but also the well-being of other people around them.” Deep reflection Through intentional deep reflection of what we are grateful for, we can move past the cycle of “hedonic adaption” – a theory that proposes people will quickly return to a baseline level of happiness, despite the effects of major positive or negative life events – and into a positive emotional state of gratitude. “You have to pay attention and be intentional about reflecting,” Schnitker said. “Part of the reason is that, like a hedonic treadmill, we get used to our current state; it becomes part of the background, and it no longer benefits our well-being.” Schnitker describes intentionally recognizing who and what you are grateful for as a tool that leads to feelings of greater happiness and connection. “What we find is that by incorporating practices that engage deep reflection – that are structured and effortful – it will lead to higher levels of life satisfaction and gratitude,” she said. Recognizing a giver When you recognize the person for whom you are grateful, you begin to move from feeling thankful for that person to feeling thankful to that person. Schnitker suggests writing gratitude letters to acknowledge those for whom we feel grateful. “Go beyond being thankful and think about the giver; whether that is God or someone else in your life, take the time to deeply consider them,” Schnitker said. “The suggestion of writing a letter over a list is effective in that you are addressing it to someone outside of yourself, and it can build deeper connections.” Jenae Nelson, Ph.D., a postdoctoral research associate in Schnitker’s Science of Virtues Lab at Baylor, has found that expressions of gratitude through letter writing towards an entity increased empathy and transcendent indebtedness in participants significantly more than writing a gratitude list. Participants who felt transcendent indebtedness, or a desire to pay it forward, were much more generous in charitable donations than those who just felt gratitude during the experiment. “This is compelling evidence that gratitude has to work in harmony with other prosocial emotions such as indebtedness and empathy to promote generosity, which are only activated when someone thinks about a person to whom they are grateful,” said Nelson. Outward expression The act of outwardly expressing thankfulness to the giver, whether that is a human, nature or God, can transform it from a temporary feeling into virtuous gratitude. It is the intentional effort of action that contributes to the flourishing of other people. “So many of the studies will have people just write a letter and not necessarily send it,” Schnitker said. “Writing the thank-you note and sending it – either electronically or in the mail – may enhance the impact of the gratitude practice. Expressing gratitude is a natural response and can compound its benefits because both the recipient and giver of thanks can experience an increase in positive emotions.” Essentially, you might not be able to thank the person directly, but expressing your gratitude outwardly could lead to expansive generosity. Research suggests that people treasure feeling thanked. It boosts their own well-being, especially in Western societies and the cultural context of the United States. "So have the courage to reach out and thank them," Schnitker said. Gratitude expressed with these components and mechanisms promotes well-being for both self and those around you. “We find that when people feel that genuine gratitude, not only do they want to pay it back, but they also want to pay it forward,” Schnitker said.
Aston University establishes Design Factory Birmingham as a global innovation hub for Midlands
• Birmingham becomes the latest city to join a global network of design and digital consultancies • Based at Aston University, expertise in areas such as 3D printing will be shared to boost the local economy • It will include a space named after the late Dame Margaret Weston, former director of the Science Museum. Birmingham has become the latest city to join a global network of design and digital consultancies set up to solve real world challenges through effective problem-solving. Design Factory Birmingham will be based at Aston University, one of just two hubs in the UK outside of London. The city officially joined the Design Factory Global Network on Wednesday 14 February and as a result Aston University will open the doors to its state-of-the-art facilities to other organisations. Shared understanding and common ways of working enable Design Factories in the network to collaborate efficiently across cultures, time zones and organisational boundaries fostering radical innovations. Businesses, industry partners, entrepreneurs, staff and students will be able to collaborate on projects that will involve technologies such as 3D printers and design software. The University will be sharing its expertise in artificial intelligence, additive manufacturing, data science and web, app and graphic design to boost the local economy. Currently there are 39 innovation hubs in 25 countries across five continents based in universities and research organisations. The Design Factory will include a space named after the late Dame Margaret Weston, former director of the Science Museum. Dame Margaret had studied electrical engineering at one of Aston University’s predecessor institutions and went on to be the first woman appointed to lead a national museum. She left a generous gift to Aston University in her will, which will be commemorated in the Birmingham Design Factory in honour of her engineering background. (l-r) Felipe Gárate, Professor Aleks Subic, Professor Stephen Garrett The Vice-Chancellor and Chief Executive of Aston University, Professor Aleks Subic said: “The Design Factory Birmingham is another key milestone in our ambition to be a leader in science, technology, and innovation, driving socio-economic transformation in our city and region. It is important to the Midlands because it will make a direct contribution to innovation led growth in partnership with industry and businesses. However, this is not only a local launch but also a global launch as Design Factory Birmingham is a global innovation hub, and an integral part of the Design Factory Global Network involving 39 innovation hubs around the world.” The head of the Design Factory Global Network Felipe Gárate from Aalto University in Helsinki, Finland attended the official launch in Birmingham. He said: “I am delighted to welcome Aston University as our latest member. “We are on a mission to create change in the world of learning and research through passion-based culture and effective problem-solving. “Shared understanding and common ways of working enable Design Factories in the network to collaborate efficiently across cultures, time zones and organisational boundaries fostering radical innovations.” The launch event was used to showcase design projects that are already running and companies attending were given the chance to meet placement students who could boost their existing expertise. Associate Pro-Vice-Chancellor and Deputy Head of the College of Engineering and Physical Sciences, Professor Tony Clarke said “This unique space on campus will bring together multi-disciplinary teams of hands-on innovators, collaborative thinkers and creators. “We will be delivering a wide range of services including software application development, product design, creating protypes using a variety of technologies including laser and water cutting, digital and design training courses, and helping companies obtain innovation grants for projects.” As a member of the global network the Birmingham Design Factory at Aston University will participate in two global design challenges - one run by McDonalds and the other run by the Ford Motor Company. ENDS Notes to Editors There are 39 Design Factory hubs around the world https://dfgn.org/ In the UK there are three; London, Birmingham and Manchester. 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 and Communications Manager, on (+44) 7825 342091 or email: n.jones6@aston.ac.uk
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.
University of Delaware researchers are leading a heat mapping project to address the urban heat island effect caused by climate change. Dana Veron and A.R. Siders, co-directors of the Gerard J. Mangone Climate Change Science and Policy Hub, have laid out a plan of action that aims to understand the heat distribution, particularly in vulnerable communities. According to the Natural Resources Defense Council, extreme heat is the number one cause of weather-related death in the United States, making urban heat islands a significant public health concern. In an effort to tackle this issue head on, Veron and Siders – who are also professors at UD – have been working with UD’s Center for Environmental Monitoring and Analysis (CEMA) and Delaware’s Department of Natural Resources and Environmental Control (DNREC) to map heat in Wilmington, Delaware. The 2023 WiST (Wilmington and Surrounding Townships) Heat Watch has been in the works since late 2021. The initial proposals were developed by CEMA and DNREC. UD’s Climate Hub became the coordinating entity soon after. “This was our first externally funded project that allowed the Hub to serve the role we envisioned for it, as a central point of contact and communication, a facilitator networking amongst many partners across different sectors,” said Dana Veron, High heat-absorbance in urban areas leads to increased energy consumption, emissions, and strains on energy systems. The mapping project is part of a broader trend in urban sustainability planning and cooling strategies, driven by the need to mitigate the urban heat island effect. The researchers anticipate using the data to influence future city planning, incorporating green infrastructure to reduce the urban heat island effect. The Climate Hub team plans to present the preliminary results in a virtual town hall meeting, emphasizing the importance of community engagement and collaboration in addressing climate-related challenges. The campaign demonstrates the potential for universities to lead collaborative efforts and engage students in climate research and community outreach. Dozens of other Heat Watch campaign teams have incorporated their findings into climate and heat mitigation strategies. In Virginia, Richmond officials have made heat vulnerability and urban heat islands a determining factor in their upcoming city and sustainability planning endeavors. In New Jersey, the city of Newark introduced several proposals offering equitable solutions to heat emergencies, including increased funding for cooling centers and urban green spaces. Every Heat Watch mapping campaign develops a report detailing heat distribution across the target city. Digital maps that display predictive heat-index models mindful of land coverage and topography are also publicly released. “This is the beginning of the work,” said Veron. “All the partners are anxious to get the map because what’s really exciting is what happens next.” To set up an interview with Veron or Siders, visit their profiles and click the "contact" button.
University of Delaware designated a top producer of Fulbrights
The U.S. Department of State’s Bureau of Educational and Cultural Affairs recognized the University of Delaware as one of the colleges and universities with the highest number of students selected for the Fulbright U.S. Student Program. Fulbright Top Producing Institutions like the University of Delaware value global connections and support members of their campus communities in pursuing international opportunities. Eleven students from UD were selected for Fulbright awards for academic year 2023-24. This marks the first time UD has been officially designated as a Fulbright Top Producer, though UD has had 100 Fulbright U.S. Student Program recipients to date. “As a pioneer in global education, the University of Delaware is excited to be recognized among the nation’s key partners in the Fulbright U.S. Student Program,” said UD President Dennis Assanis. “We are proud of our Fulbright recipients this year, as well as those from past years. Our incredibly talented students and those who support them know this experience is deeply transformative for the individual and truly beneficial for our global society. We look forward to continuing to build the Fulbright community at UD.” The Fulbright Program is the U.S. government’s flagship international academic exchange program. Since 1946, the Fulbright Program has provided over 400,000 talented and accomplished students, scholars, teachers, artists, and professionals of all backgrounds with the opportunity to study, teach, and conduct research abroad. Fulbrighters exchange ideas, build people-to-people connections, and work to address complex global challenges. Fulbright advising is housed within UD’s Honors College. UD provides Fulbright advisement to UD graduating seniors, graduate students and alumni. The program serves U.S. citizens who have earned a bachelor's degree but have not yet completed a doctoral or terminal degree in their discipline. "It is extremely fitting that in the year UD is celebrating its 100th anniversary of study abroad, we are also able to celebrate making Fulbright's top producer list,” said Michael Chajes, dean of UD’s Honors College. “Many students come to UD because of our commitment to helping students pursue their academic passions in other countries. The fact that they have been so successful at receiving Fulbright awards is a measure of both the outstanding students we have here at UD and the incredible mentorship they receive from our faculty and staff." Chajes is available for interviews on this exciting new designation. He can be reached by clicking his profile.
Choosing whether to attend college is a pivotal moment in any high school student's life. It is a decision that can shape their future, determine their career path, and provide them with the necessary skills and knowledge to succeed in their chosen field. However, in a new study, the Education Advisory Board noted that nearly one-third (28%) of high school students cite mental health concerns as a reason they may choose to delay enrollment or opt out of college entirely. We have multiple experts here at the University of Delaware who can provide context to this phenomenon and talk about what could potentially be done to address the issues. Leigh McLean can speak primarily about teacher well being and she can also address student well being in the course of her research. Roderick Carey can speak about Black and Latinx students and their struggles with this decision. Broken down even further, 54% of trans students, 53% of nonbinary students, 33% of Black students, 30% of Native Americans and 30% of female students said this was their thinking. Nearly half (48%) of the students survey said "stress and anxiety overshadow their college search and planning." McLean and Carey have both been featured in multiple outlets including the Associated Press, Education Week and Chalkbeat. They can be reached by clicking their profiles.
Employers who don’t step up to help with workplace supports may make informal caregiving ‘an even tougher role,’ Baylor University researcher says (Image credit: iStockphoto) People who care for their parents outside of their full-time jobs — and are unpaid for their help — experience considerable disruption of their workplace routines. Many are not getting employer support because it is not offered or because they do not feel able to use it, even if it is available, according to a Baylor University researcher. “A big and overwhelming consequence of America’s aging population is that so-called sandwiched caregivers, typically middle-aged, are caring for ailing parents while trying to work full-time and raise their own children,” said Matthew A. Andersson, Ph.D., assistant professor of sociology in Baylor University’s College of Arts & Sciences. “It’s no wonder we see such high rates of work interruption among caregivers. “But what’s particularly troubling — and what’s new in this study — is that employees who are experiencing work interruption are much more likely to say they have unmet need for workplace support than those who manage to keep working at the same pace,” he said. “This tells us that employers may not be stepping up to connect informal caregivers with workplace supports they need. That makes informal caregiving an even tougher role.” About three fourths of informal (unpaid) caregivers have at least a mild interference, such as working partial rather than full days, and about one quarter express an unmet need for workplace support, Andersson said. “That means they need help from one of six potentially useful workplace programs we looked into — such as eldercare referral or financial counseling. Yet they’re still not getting that help, even if their employer provides access to it.” The study — “Strapped for Time or Stressed Out? Predictors of Work Interruption and Unmet Need for Workplace Support Among Informal Elder Caregivers” — is published in the Journal of Aging and Health. About one in four employed U.S. adults provides informal care for a parent, in-law or other family member older than 65, according to the United States Census Bureau. This number is projected to grow as the population continues to age and as many continue to live into their 80s or beyond. Researchers from Baylor, Louisiana State University and the University of Iowa analyzed data from 642 individuals at a large public university who were informal caregivers for anyone 65 or older, often parents, spouses or friends. Unmet needs for caregiving support are about twice as common among employees whose work is interrupted, suggesting a strong link between unmet needs and lapsed work performance, researchers said. Those interruptions ranged from mild ones, such as adjusting work hours, to more severe ones, such as moving from a full- to a part-time job position to taking a leave of absence or even early retirement. While the study focused on the association between unmet needs for workplace support and work disruption among informal elder caregivers, researchers also examined how much unmet needs and work interruptions are linked to such factors as caregivers’ personal or job characteristics; their physical and psychological well-being; and the caregiving particular situations, including time weekly, necessary travel, number of individuals assisted and their health conditions — among them physical limitations, independence issues, chronic conditions and mental illness or cognitive impairment. Among their findings: Nearly three-fourths of the informal caregivers experience mild or severe work interruption. More than half of those who serve as caregivers 10 or more hours weekly reported severe interruption of work. More than 40 percent of caregivers reported being involved in caregiving 10 or more hours weekly; most care-providing (60 percent) took place within the household or less than 30 minutes away. While caring for one family member was most common (68 percent), a sizeable number oversaw two or three. Most (70 percent) assisted individuals with chronic health conditions; 80 percent cared for people with physical limitations. Caregivers with several work interruptions were especially likely to care for those with mental illness or cognitive impairment. “We know that informal caregiving is becoming more common and more complicated due to the multiple health conditions of care recipients and the all-too-familiar work-family conflict,” Andersson said. “First, we need to do more research not just on individual caregivers but on caregiving networks,” he said. “Because informal caregiving can be so difficult and time-consuming, it’s usually too much to ask of one person. It’s not uncommon for multiple family members to get involved. “Second, we need to get employers more involved in the reality of this pressing situation. This study examined the unmet needs of caregivers in a large workplace where these supports are, in theory, available to everyone. Yet, caregivers weren’t taking advantage — even when they thought they should be.” To combat that, “supervisors should see their power for what it is: they shape culture more than they realize,” Andersson said. “Work teams should be structured so that absences can be taken in stride when family duties are pressing. This places a burden on supervisors to model how long-term success involves, first and foremost, taking care of yourself and your family.” Employee training should involve clarity and communication about available supports and how to use them. “Using them should not be a source of guilt,” Andersson said. “And it definitely does not mean an employee is not valuable or productive.” Previous research has found that workers who care for the elderly have more stress, decreased health, more work-family conflict, greater financial burdens, strained relations with co-workers and diminished self-esteem. Additional duties may lead to lost productivity as well as missed training opportunities or diminished job skills. All those issues are concerns for employers wanting to retain and invest in employees. *The study was supported by the TIAA-CREF Institute. The University of Iowa, Iowa Center on Aging and Iowa Social Science Research Center provided additional support. Program on Aging seminar participants at Yale School of Medicine provided feedback. Co-researchers were Mark H. Walker, Ph.D., Louisiana State University; and Brian P. Kaskie, Ph.D., The University of Iowa College of Public Health.*
