A systematic literature review of international empirical research was conducted to understand the impact of international family transitions on families’ experiences, wellbeing and facilitating/inhibiting factors of successful international transitions. The review covered the period 2000–2021. Using the EPPI-Centre approach, authors included 26 studies in the review that met the inclusion criteria. Synthesis of the findings suggested that, children and parents experienced international transitions differently. While children were primarily concerned with social issues, parents worried about managing family and work commitments. The findings relating to wellbeing outcomes were mixed, and we cannot say with confidence whether family wellbeing was impacted by international transitions. There was a dearth of literature examining what constitutes a successful international transition experience. The review demonstrated the challenge of viewing international transitions in a linear manner and suggests international transitions should be conceptualised as complex, multi-dimensional, dynamic and ongoing in nature. This review is the first to bring together children and parents’ experiences, wellbeing outcomes and facilitating/inhibiting factors using the Multiple and Multi-dimensional Transitions (MMT) theory. As a result, it provides some unique insights and makes an original contribution. READ MORE
By Catherine M. Koini , Divya Jindal-Snape, Anna J. Robb
Source: dundee.ac.uk
An estimated one in seven people in the UK are neurodivergent, yet many struggle to get into jobs or progress in employment. For example, just three in ten of autistic people are in employment, with many of these jobs unstable or below their skill level. In the engineering sector, the call to recognise and harness the unique capabilities of neurodivergent talent has never been more pressing.
A desire from younger workers to earn high salaries early in their careers is a desire based on needs and not wants, data suggests. When asked about the main reasons for compensation increases, 31% said to pay for all their bills and expenses and 25% said to save money for the future.
At a recent training I was facilitating, I invited people to ask me anything anonymously using polling technology. While the questions always give me great insight into where people are struggling with issues of diversity, equity and inclusion (DEI), this question seemed more universal: “What do I do if my manager is not inclusive?”
