Blog

What if you could spot undiagnosed ADHD in a 40-year-old father who came in for marriage counseling? Dr. Jared Minkel did exactly that—and it changed his patient's life. But first, the backstory...

The growing number of clinical trials and increasing number of drugs in the pipeline are reasons for optimism in the quest for new treatments for Alzheimer’s disease (AD). At the same time, there are concerns that many of the clinical assessments used to evaluate cognition are no longer fit for purpose.

Alzheimer’s researcher Jeffrey Cummings, MD, a neurologist and research professor at the University of Nevada, Las Vegas, notes, “The assessments often date from the 1970s and 1980s, when we had a much less thorough understanding of early disease presentation.” Digital testing offers a solution.

In a new episode of a Pearson-sponsored podcast series, “The Progress Profile: Alzheimer’s Research in Focus,” Cummings joined moderator John Harrison, Ph.D., CPsychol, CSci, AFBPsS, an associate professor at Alzheimercentrum, AUmc, Amsterdam, to share his thoughts on the role of digital testing in Alzheimer’s disease.

Heart rate, blood pressure, pain, hunger, thirst: Our awareness of these internal states is called interoception. It’s been called the “eighth sense,” and it has strong links to the capacity to regulate emotions.

Growing up in today’s digital era can be a pressure cooker for all kids, but it can be a particular strain for girls as they navigate societal expectations, media influences and peer dynamics — all under the relentless glare of the social media spotlight. Platforms like Instagram, TikTok, YouTube and Snapchat can often promote unrealistic beauty standards, and the barrage of messages can negatively impact girls’ sense of self-worth and identity. 

While advertising and social media can have a seemingly 24/7 presence, educators can create a safe place within their school community to help counteract these potentially harmful inputs and to support all students in feeling comfortable with being their authentic selves. 

Dyslexia affects 20% of the general population. However, that rate soars to nearly 50% among supervised individuals in correctional institutions, according to long-standing research.

As a language-based learning difference, dyslexia impairs reading, writing and processing information challenging for those affected. This difficulty can significantly impede an individual’s rehabilitation progress, whether under supervision or after release. In fact, research shows a strong connection between dyslexia, illiteracy and recidivism. 

With correctional facilities increasingly focused on preventing recidivism, leaders are recognizing that early identification of dyslexia among supervised individuals is critical.

Safety and regulatory compliance practices are critical to keeping employees out of harm’s way and employers on the right side of the law. They’re also foundational to organizational productivity. That’s especially true in high-risk industries, where safety incidents can slow or stop normal operations.

Employees are more engaged when their workplaces are safe, and engaged employees are more productive. Safety, compliance, and productivity form a virtuous cycle: Safe employees are engaged and productive, and engaged employees do their part to ensure continued safety and compliance.

The question for many organizations is: How do you kick-start this cycle?

One answer is to use personality and mental health assessments to identify the best candidates for the job, as well as to provide continuous support for their mental health and well-being.

Employees’ personality traits and psychological states directly impact their safety. For example, research shows that neuroticism can negatively influence safety behavior, while conscientiousness positively influences it.

Employers can use personality and mental health assessments to uncover valuable information that they can use to tailor their team structure, training, and support resources based on their workers’ unique strengths and needs, enhancing both individual well-being and organizational effectiveness.

The key is understanding what assessments to use and how to use them.