Study conducted at Ohio State University demonstrated a link between unemployment and increased drug-related deaths for black staff, showing that as jobs became available to black staff, opioid overdoses among black people decreased, suggesting a correlation between the 2 phenomena.

Test published within the American Journal of Public Health indicates that specializing in keeping Black Americans employed could potentially lower drug use rates, which in turn would prevent drug-related deaths.

Sehun Oh, an assistant professor of social work at Ohio State University, told the outlet in a press release: “The basic framework I use to approach this issue is to view the drug epidemic as a disease of despair and examine how local labor market situations may have impacted this population risk,” Oh said. “Others may focus more on supply-side factors, but I believe economic context is critical to understanding the demand side.”

Oh, and study co-author Miguel Cano, an associate professor of social work at Arizona State University, said within the study that disconnection from the workforce creates a variety of problems for the unemployed. “Research shows that disconnection from the workforce causes collective frustration and hopelessness, family breakdown, and violence and crime in the community, increasing drug use as an escape from mental distress.”

As the study found, “the increase in drug-related deaths among black Americans was highest in counties in the Midwest and Northeast, particularly those with lower median household income. “Economic restructuring (which has led to fewer living wage jobs in these areas) and the increasing presence of heroin and synthetic opioids are believed to be the main drivers of drug-related mortality in these regions.”

According to the study, just yet one more job for each 100 black staff would mean 0.29 fewer drug overdoses per 100,000 drug overdoses nationwide. The study shows that the association is stronger in areas where fentanyl overdoses are more common. The study also found its findings were consistent with previous research that found a positive association between employment and reduced drug-related mortality.

In a bit discussing the study’s public health implications, the authors recommend “geographically targeted interventions” that aim to bring greater economic prosperity to low-income areas of the black community. They consider this can reduce the impact of the opioid epidemic on black people. The study said: “Such efforts could include improving employment opportunities for the black workforce through job creation and workforce development.”

Beauty standards are instilled in girls from an early age. Our Barbie dolls and dolls are perfectly packaged, with hair, makeup and nails already done. Most of us played with these toys while watching our moms dress for the day. Beauty seems fun and funny until we grow to be teenagers. Many of us then feel pressure to adapt to trends and alter our hairstyle and makeup.

Parts of ourselves that we once thought were “fine” have grow to be our best insecurities. Our bodies, skin and hair begin to vary when comparisons occur. Sometimes this creates a divide between women, mainly because we feel like we’re not “good enough” to be her friend, or out of jealousy. What we do not understand is that “she” also has her share of insecurities.

If we do not take care of these insecurities, they’ll grow as we age, like an enormous rash we will not get rid of. We placed on more makeup, buy more clothes and do not get caught missing a Botox appointment. This mentality may be passed on to our daughters and the cycle will proceed to repeat…unless we start being more honest about our beauty journey.

That said, below four inspiring beauty content creators share how they’re navigating the ever-changing beauty industry and the standards it holds.

Melissa Baker

What has been described as the biggest underpayment class motion in Australian legal history has been resolved. Who was allegedly underpaid? Thousands of young doctors who, with court approval, are expected to share back wages amounting to almost 1 / 4 of a billion dollars.

Amireh Fakhouri, who brought the claim on behalf of junior doctors in New South Wales, alleged that after they worked in the state health system from December 2014 to December 2020, NSW Health didn’t pay her overtime and weekend breaks. for meals. her colleagues owed money.

More than 20,000 plaintiffs will now be entitled to a share of the settlement value almost A$230 million.

But repayment was never the primary goal of the class motion. Fakhouri who’s now training as a general practitioner in Victoria, said she hoped it could as a substitute change the culture of work in medicine.

A rite of passage?

Our healthcare system routinely relied on the work of junior doctors. They include interns (individuals who have accomplished medical studies at a university and are of their first 12 months of practicing medicine), residents (who’ve accomplished an internship and have general registration) and registrars (training specialists).

Junior doctors often provide the bulk of the staff on night and weekend shifts and perform burdensome administrative tasks for consultants (senior doctors).

Overwork of young doctors has been a standard phenomenon for many years. We see it in books (e.g House of God AND This is Gonna Hurt: The Secret Diaries of a Junior Doctor) and TV programs (e.g House AND Peels).

This is a security issue. Doctor fatigue does significant effects on patient safety as a consequence of potential medical errors, low quality of patient care, longer patient recovery period, less doctor empathy and impact on the doctor-patient relationship.

AND 2020 study found that when doctors reported even moderate fatigue, the risk of medical error increased by 53%.

Put simply, stretched, demoralized, and drained physicians will do harm. Eventually it is going to affect you.

It’s not only long working hours

Expecting long hours is just part of the culture of medicine.

Our research AND global evidence to introduce “teaching by humiliation” and other forms verbal abuse have also been normalized.

AND 2018 study trainees and New South Wales residents said greater than 50% had experienced abuse. About 16–19% (mostly women) experienced sexual harassment.

Some of the young doctors who fell victim to mistreatment later grow to be so-called perpetratorsperpetuating this harmful culture.

Young doctors suffer

Research, including ours, clearly shows the impact of long working hours on junior doctors and the harassment they experience. Young doctors have a significantly high level depression, anxiety AND thoughts of suicide.

As now we have been saying for nearly a decade, there may be a desperate need for higher work-life balance for young doctors and a profound cultural change in our healthcare system.

However, young doctors are sometimes shown little sympathy. In 2022, one hospital threatened to be removed comfortable lounges to forestall juniors from napping during quiet night shifts. Just last week we heard about an analogous case involving junior doctors at one other hospital who it was said “sleeping is not part of your job.”

Culture of silence

This class motion lawsuit was needed because junior doctors often do not complain.

They internalize suffering as a failure (by not being tough enough) and fear that a diagnosis of depression or anxiety will lead to patients and colleagues avoiding them.

They do not report mistreatment or deny overwork because they are sometimes monitored by senior doctors profession progression.

This is significant because, contrary to the perception of doctors as a wealthy elite, our tests shows that it is usually difficult for young doctors to make progress, discover a job in the city of their selection or discover a full-time job. There is increasing pressure on young doctors to “make it” in an increasingly competitive environment. Such profession problems reinforce a culture of not complaining for fear of rejection.

Most of those that take motion report ineffective or personally harmful consequences of reporting to senior colleagues. This ends the vicious circle of silence when young doctors get sick, but this doesn’t occur Seek help.

We wanted to interrupt the silence

We used theater to lift the culture of silence about health care employees’ stress brought on by workplace pressures.

We carried it out interviews with junior and senior doctors about their experiences and used their literal stories to create the play’s script Grace under pressure.

The goal of this “literal theater” is to facilitate conversations and activities that promote positive cultural change.

What must be done?

Bold public legal motion like this lawsuit is usually needed to speed up culture change – to get hospitals to forestall junior doctors from working double shifts, to guard day without work for private lives, to offer meal breaks and to offer a way of rest for influential senior doctors who must take this under consideration.

Changing culture is difficult, slow and requires multi-pronged strategies. We need a protected way for young doctors to lift concerns, and training in order that they know what their options are reacting to mistreatment. We need senior doctors and hospital managers to be trained to encourage complaints and respond constructively to complaints.

Our research shows that when this happens, culture changes possible.