This research aims to examine the mediating role of attitudes toward hiring people with disabilities on the relationship between stereotypes of prospective employers and hiring intentions toward people with disabilities (PwD). Although employer perceptions are often cited as barriers to disability inclusion, less is known about how these evaluations take shape before individuals enter formal hiring roles. We address this gap by testing whether attitudes toward hiring PwD indirectly link stereotypes to hiring intentions among business administration students. The study included 163 individuals from Romania aged 19-33 years (M = 21.52, SD = 2.57), all of whom were business administration students preparing for future roles as employers. Our findings revealed that stereotyping is negatively related to both attitudes and hiring intentions toward PwD, while positive attitudes are associated with greater hiring intentions. Moreover, attitudes toward hiring people with disabilities had a mediating role on the relationship between stereotypes and hiring intentions. These results support the relevance of the theory of planned behavior in explaining hiring-related processes and highlight the importance of attitudes as a psychological mechanism linking stereotypes to behavioral intentions. Based on our findings, theoretical and practical implications for higher education institutions and teachers are discussed, aimed at improving the initial training framework in diversity and inclusion for future employers.
The traditional preceptor model was redesigned to support the well-being of preceptors while ensuring a meaningful orientation for Newly Licensed Nurses (NLNs). The rapid growth in NLN hiring created an unsustainable precepting environment necessitating a change. The Core Preceptor Model (CPM) was evaluated through surveys with NLNs and preceptors, orientation length, and precepting hours saved. The CPM provided a model to address our hiring growth in acute care while maintaining a high-quality orientation experience.
The growth of the United States' diverse population and the increasing number of diverse nursing students highlight the importance of having a more diverse nursing faculty. The literature has supported that the search committee plays a vital role in hiring nursing faculty, including those from diverse backgrounds. The purpose of this study was to explore the perceptions and experiences of search committee members in the hiring of diverse nursing faculty. A qualitative descriptive method was used to explore the perceptions and experiences of faculty (N = 15) who served on the search committees. The researcher used snowball sampling. It was found that informal committee selection and existing demographic constraints (majority White female faculty) often perpetuate institutional homophily. A systemic lack of student involvement in the search process was also identified. While committee interactions were democratic, final decision-making was moderated by administrative gatekeeping. Desirable candidate traits were filtered through the subjective lens of "fit." Coupled with unconscious bias, this created a notable implementation gap between diversity missions and procedural reality. Diversity implementation remains fragmented, necessitating a shift from passive consideration to structural anchoring. In the current sociopolitical climate, nursing leaders may need to explain diversity as a clinical safety mandate rather than an elective goal. To bridge the recruitment gap, institutions should implement bias-literate rubrics and integrate student feedback into the selection process.
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The Centers for Disease Control and Prevention's (CDC's) Public Health Infrastructure Grant (PHIG) is a recent, large investment aimed at strengthening the nation's public health infrastructure and addressing workforce gaps. To assess how PHIG supports health departments in recruiting, hiring, and retaining their workforce during early implementation. We conducted thematic coding and descriptive analyses of data submitted to CDC from 107 recipients, representing state, territorial, local, and freely associated state health departments. Work plan and progress report data were coded to generate themes, and descriptive analyses of the themes were conducted to aggregate recipient level results. We also conducted a descriptive analysis of the grant's hiring data. Purposive sampling was used to generate a sample of evaluation results from health departments. Recruitment, hiring, and retention of the public health workforce. All recipients (n = 107, 100%) reported plans to recruit and hire staff by developing and publicizing job descriptions (n = 73, 68%) and establishing external partnerships (n = 52, 49%). Most (n = 94, 88%) reported plans to use PHIG funds to retain staff. By 18 months, 6255 positions were filled; 57% were in indirectly funded local health departments, mainly clinical roles. Recipients showed early signs of progress toward implementing system-level improvements, such as streamlined hiring processes, standardized recruitment systems, revised job classifications, and updated pay scales. PHIG is addressing immediate staffing needs, particularly in rural and smaller local communities where direct clinical services may be most needed. The grant is enabling health departments to pursue system-level improvements to recruit, hire, and retain staff. PHIG's flexibility is key to supporting a workforce that meets local communities' needs, and strengthening the infrastructure to build workforce capacity, enhancing the ability of health departments to respond to future public health threats.
The stereotype that people of color are less American than White Americans may lead to hiring and employment discrimination. We test this prediction in four experiments that simulate hiring decisions with White adults, White students, and racially diverse students (total N = 2,146) and one archival analysis (330 discrimination cases). We further identify job contexts where this form of discrimination is likely to occur and which groups may be most vulnerable. In Studies 1 and 2, Asian and Latino Americans were less likely to be selected than Black Americans for a job that emphasized stereotypically American characteristics (e.g., English skills, familiarity with American culture), even when their first names were Anglicized. Stereotypes about Asian and Latino Americans' cultural foreignness mediated their lower perceived hireability. Extending to a broader range of racial identities, gender identities, and job contexts revealed that for a stereotypically American job, Asian, Arab, and Latino/a American men and women were perceived as less hireable than Black Americans, who were perceived as less hireable than White Americans. However, when a job favored stereotypically high-status characteristics (e.g., technical skills, advanced education), Black, Latino/a, and Arab American men and women were perceived as less hireable than Asian and White Americans (Studies 3 and 4). An analysis of U.S. employment discrimination court cases revealed that Asian, Arab, and Latino American plaintiffs were more likely than Black American plaintiffs to report experiencing discrimination based on cultural foreignness stereotypes (Study 5). Findings illuminate when, why, and for whom stereotypes about cultural foreignness shape experiences with racial discrimination in the U.S. labor market. (PsycInfo Database Record (c) 2026 APA, all rights reserved).
Despite increasing representation of women in medicine overall, significant gender disparities persist in procedural specialties such as interventional pain medicine. Women remain underrepresented as speakers at national pain conferences and in leadership roles. Additionally, a pay gap between female and male pain physicians remains. This study aims to objectively demonstrate the above-mentioned inequities. National conference faculty were analyzed across five major pain societies (ASRA, NANS, AAPM, ASIPP, ASPN) from 2020 to 2024 annual conference agendas. Gender was assigned based on publicly available information. Leadership roles were assessed by identifying the gender of pain fellowship program directors and pain medicine department chairs. Lastly, using the Association of American Medical Colleges (AAMC) Faculty Salary Report (2021-2024), we examined the compensation gap and difference in salary growth rates between genders. Across national conferences, only 25% of speakers were female, with ASRA demonstrating the most consistent female representation. Of the pain medicine fellowship programs studied, there were 36 (32.7%) female program directors and 25 (23.8%) female department chairs. Programs led by female program directors had significantly higher proportions of female faculty (OR = 1.97, CI [1.45, 2.68], p < 0.0001). Salary data revealed that at every academic rank, women in pain medicine faculty earned less than their male counterparts. Additionally, there is a statistically significant difference between the salary growth rates of male and female associate professors between 2021 and 2024 (F = 12.25, p < 0.05). Substantial gender disparities remain in visibility at national conferences, academic leadership, and compensation in pain medicine. Female-led academic programs demonstrate more gender-diverse faculties, highlighting the importance of representation in leadership. Focused efforts are needed to promote mentorship, equitable hiring, and transparency in pay and speaking opportunities to foster a more inclusive field.
People from culturally and linguistically diverse (CALD) backgrounds are disproportionately impacted by chronic pain. To inform the design of culturally responsive pain care that can reduce health disparities and improve health outcomes, this scoping review examined the perspectives and experiences of pain and pain care of people from CALD backgrounds in Australia. Scoping review design based on Arksey and O'Malley's framework. Six databases (MEDLINE, EMBASE, APA PsychInfo, CINAHL, SCOPUS, Social Sciences Abstract - Proquest) were searched from inception to July 2023 and repeated in February 2024 using the keywords 'chronic pain', 'CALD' and 'Australia'. Inclusion criteria were qualitative or mixed-methods studies exploring the perceptions and experiences of adults aged ≥18 years with non-cancer pain of ≥3 months duration from CALD backgrounds (born in a non-English speaking country and/or speak a language other than English at home). Qualitative data were analysed using thematic analysis. Of 546 studies screened, five met the inclusion criteria. These studies involved 167 participants from Assyrian (Iraq), Mandaean (Iraq), Vietnamese and Indian communities. Whilst perspectives and experiences unique to each community were observed, three major themes characterised the CALD communities' chronic pain experiences: holistic beliefs about pain including physical, mental, cultural and spiritual aspects; the importance of social support networks; and barriers to accessing the healthcare system such as cost and lack of trust. To improve access, uptake, and outcomes for people from CALD backgrounds, future research is needed to co-design a multidisciplinary pain programme that is widely accessible through primary care, adopts a strengths-based approach, and is delivered by trusted healthcare professionals with the support of the wider community. The findings of this study give rise to recommendations at the clinician, health service, and broader health system levels, including the hiring of culturally diverse staff who reflect the community.
Women continue to be underrepresented in numerous occupations and in the highest echelons of many organizations. This may be due, in part, to disadvantages they face in referral-based hiring and promotion processes, as women are less inclined to ask for referrals and less likely to be referred than men for male-dominated jobs. We integrate insights from the goal-setting and creativity literatures to propose an intervention to boost referrals of women: requesting a greater target number of referrals (e.g., at least four instead of at least two referrals). This strategy sets a motivating goal to provide more referrals, which should mechanically increase the number of women referred. In addition, requesting more referrals in male-dominated contexts may lead to prototype divergence, which should increase the rate at which women are referred as people generate additional recommendations. Across two primary studies (a field experiment and an online experiment) and four supplemental studies (another field experiment and three online experiments; all preregistered, total N = 12,615), requesting double the number of referrals increased the number of women referred by 17%-88%. We found evidence that setting more ambitious referral goals mediated the effect of asking for more referrals on the number of women referred, supporting a goals-based account. However, we found inconsistent support for prototype divergence as a mechanism across our studies. Our work establishes a theoretically motivated intervention organizations can use to bolster women's representation in recruitment pipelines in male-dominated settings, and our full-cycle approach establishes its generalizability across contexts. (PsycInfo Database Record (c) 2026 APA, all rights reserved).
The objective was to evaluate the overall economic burden of spinal muscular atrophy (SMA) in Singapore. A retrospective cohort study of electronic medical records and billing data was used to obtain medical costs from public healthcare consumption. Private medical costs, nonmedical costs from transportation and hired domestic helpers, and indirect costs due to caregiver productivity loss were estimated with a cross-sectional caregiver survey. The survey also examined intangible negative and positive effects on these caregivers. All costs were adjusted to 2024 Singapore dollar (SGD). A total of 61 patients were identified in the electronic medical records, and 15 caregivers were interviewed. One caregiver who took care of two patients with SMA was excluded from the analysis. The gross cost of inpatient admission is SGD 1663.81 (standard deviation [SD] = 986.03) per day with mean length of stay of 6.22 days (SD = 10.89) per year, while annual mean outpatient cost is SGD 940.31 (SD = 1071.28). In addition to public healthcare services, private services incur an additional SGD 5992.35 (SD = 7557.33) per year, with fixed costs for respiratory devices and mobility aids at SGD 5677.06 (SD = 4519.57) and SGD 12,412.70 (SD = 8307.35), respectively. Nonmedical costs from hiring a domestic helper, medical-related transport, and nonmedical transport amount to SGD 7002.22 (SD = 6516.36), SGD 387.86 (SD = 196.36), and SGD 840.95 (SD = 1067.81) per annum, respectively. Paid work productivity loss is estimated at SGD 42,932.88 per family per year. Average overall economic burden is estimated at SGD 62,004.03, SGD 10,840.13, and SGD 59,629.64 per patient per year from the societal perspective, healthcare system perspective, and patient perspective, respectively. SMA poses a significant economic burden on patients, families, and the healthcare system. This study informs policy discussions for SMA management, advocating for a comprehensive, compassionate approach and societal perspective in economic evaluations to capture all costs and benefits.
Healthcare systems in wealthy countries are facing rising costs due to ageing populations and the prevalence of chronic illnesses, leading to constrained budgets. Pathology services, essential for accurate diagnosis and treatment, have merged to cope with these financial pressures. However, maintaining laboratory quality standards during economic downturns remains critical, as it directly affects patient outcomes, safety and satisfaction. This review explores evidence-based approaches to maintaining quality standards amid financial difficulties. Major challenges include hiring freezes, heavier workloads and an increased risk of burnout, which is associated with higher error rates and staff turnover. The Conservation of Resources theory helps explain burnout by highlighting the importance of organisational support. Strategies to mitigate burnout include policies for digital disconnection, the promotion of transformational leadership among junior managers and the fostering of supportive leadership at higher levels. Additional measures involve sustaining competencies through Entrustable Professional Activities, structured feedback, cross-training and Lean task prioritisation. Initiatives focused on staff well-being, centred on autonomy, psychological empowerment and happiness, are crucial for preserving morale and performance. Overall, these strategies demonstrate that quality can be maintained through structured, evidence-based interventions even during challenging times, thereby ensuring patient-focused care and organisational resilience.
At the turn of the twentieth century in New York City, nearly one-fifth of the school population was absent each day. A one-month experiment employing an experienced pediatric nurse in four schools proved so successful that it led to the hiring of more school nurses and a significant decrease in absenteeism. Other large cities soon adopted this model, eventually leading to the widespread implementation of school nursing. Today, despite its positive impact, school nursing faces modern challenges such as insufficient resources, diverse health needs, and ethical dilemmas. This symposium includes 13 personal narratives from school nurses that highlight their advocacy, frustrations, successes, and hardships. The symposium also includes four commentaries written by experts in virtue ethics, pediatric infectious disease, challenges in school nursing, character education, school leadership, and parenting, including parenting children with medically complex needs.
Purpose: This study aimed to analyse the challenges of accessing assistive technology (AT) among donors, vendors, and consumers in Tanzania. Materials and methods: A Mixed study was conducted in Dar-es-Salaam with 207 respondents, including 200 consumers, five donors, and two vendors, selected purposively. Data collection methods included questionnaires, interviews, and observations. The data were analysed using Microsoft Forms and presented descriptively. Results: Findings revealed that AT is accessed through various channels such as word-of-mouth, social media, radio, television, brochures, and the internet. Some vendors brought products directly to consumers, while others relied on family members to assist with purchases. Despite these strategies, significant barriers exist. These include unreliable market information, price inflation due to middlemen, and issues with product obsolescence when items are not sold promptly. Advertising through media and hiring marketing teams were found to be costly and time-consuming. Additional challenges include the lack of accessible, centralised information, particularly on the locations of persons with disabilities (PWD) and the role of intermediary or "bridge" organisations that delay the process. These issues contribute to a mismatch between supply and demand: either high demand with limited supply or abundant supply with few consumers. Conclusion: The study concludes that existing methods for AT access lack reliable coordination among stakeholders. It further recommends establishing a centralised and coordinated system to improve access to accurate and timely information for all parties involved; donors, vendors, and consumers to ensure efficient and equitable distribution of AT in Tanzania. The paper’s findings imply that rehabilitation needs to integrate AT solutions into its services by addressing significant obstacles, including high cost, limited local expertise and infrastructure, and limited awareness among consumers and vendors. Rehabilitation programs should focus on training both consumers and professionals in AT use, establishing affordable AT supply chains through local production and incentives, and developing policies that support AT access to extend the benefits of therapy beyond the clinical setting and promote greater independence.
The U.S. swine industry faces ongoing challenges in hiring and retaining a skilled workforce. Therefore, it heavily relies on foreign workers from the North American Free Trade Agreement (NAFTA) through the TN-visa program. TN-visa workers also experience high turnover rates, which shows a strong need to examine the retention of these workers in greater detail. The objectives of this research were to determine the demographics, motivation, and experience of this critical workforce. Furthermore, it was to determine predictive variables of career advancement and role attainment. A survey was conducted with 261 TN-visa workers. Thirty farms surveyed reported approximately 40% of TN-visa employees within their workforce. In addition, two-thirds of TN-visa holders move to the U.S. in their early to mid-thirties, have high educational attainment (10% earned a master's degree) and prefer to speak Spanish (80%). They expressed the desire for better salaries, and financially supporting family in Mexico was the primary driver for employment in the U.S. Professional motivations were highly rated as acquiring new skills and experiencing a positive and supportive work environment. Cultural adaptation was the greatest obstacle for resettling workers, particularly navigating language barriers, which hindered their ability to communicate effectively in the workplace and integrate into the local community.  The multivariable mixed-effects logistic regression revealed that TN-visa workers with 3-6 years and over 6 years of experience in the TN-visa program demonstrated three-fold (OR = 3.15; P = 0.005) and four-fold (OR = 4.00; P = 0.014) elevated odds of holding managerial positions, respectively, in comparison to those with less experience in the program. Moreover, employees that were aware of promotion opportunities at their workplace had over four-fold higher odds of working in upper management compared to workers that did not (OR = 4.4; P = 0.003). Also, females tended to have two-fold higher odds of holding a management position compared to males (OR = 2.00; P = 0.065). Furthermore, extensive organizational support designed to mitigate the social and linguistic obstacles associated with cross-border professional relocation is crucial for enabling TN-visa professionals to effectively integrate and thrive in their positions. Addressing these systemic issues will be crucial for the U.S. swine industry to stabilize its workforce and fully leverage the expertise of these skilled employees.
A perioperative department expansion at a large urban academic tertiary center in the southwestern United States necessitated the hiring of additional perioperative personnel. The OR department planning team identified onboarding capacity gaps and developed an education champion project to facilitate onboarding efforts alongside the perioperative nurse educators. Over six months, the three perioperative education champions-two RNs and one surgical technologist-facilitated the onboarding of new staff members, while the educators focused on existing staff member competencies and continuing education development. At the end of the project, survey responses from 29 new hires indicated high satisfaction, stronger integration with the perioperative team, and greater perceived effectiveness of the onboarding process. The education champions reported increased confidence in their teaching ability, and the perioperative nurse educators were able to reallocate time to strategic departmental initiatives. This article details the development, implementation, outcomes, and implications of the updated onboarding process.
This paper examines the challenges in academic publishing related to authorship inflation, citation bias, and the overreliance on quantitative metrics to evaluate research impact. Authorship inflation, including "gift authorship," occurs when individuals with minimal contributions are listed as co-authors, often due to institutional or political norms, inflating academic profiles without reflecting actual input. The study also discusses how citation patterns differ across disciplines, with high-citation fields like biomedical sciences benefiting from larger, faster publications, while researchers in humanities or social sciences may be overlooked despite producing impactful work. The "Matthew Effect" further exacerbates this disparity as highly cited researchers continue to accumulate citations regardless of their contributions. Geographical and institutional biases also play a role, with researchers from high-income countries or prestigious institutions often receiving more recognition than those from low-income regions. The paper highlights how large collaborative works, such as the Human Genome Project or COVID-19 studies, can distort citation metrics and create inequalities in recognition. It proposes solutions such as transparent authorship roles, normalized citation metrics, and focus on qualitative assessments in hiring and promotion processes to address these issues and promote a more equitable academic environment.
Creative Arts Therapy (CAT) and Arts in Health (AH) are increasingly recognised for their contributions to patient wellbeing, staff engagement, and the overall quality of care in healthcare settings. However, the integration of these practices depended heavily on how healthcare administrators understood their distinct purposes, professional boundaries, and potential impact. This study investigated organisational perceptions of CAT and AH through a mixed-methods survey of 74 healthcare administrators working across clinical, community, and educational settings. A framework analysis was conducted to examine how varying levels of familiarity influenced hiring decisions, role definition, service provision, and opportunities for professional development. The findings revealed generally positive attitudes toward both CAT and AH, with many administrators acknowledging their value in delivering holistic and person-centred care. However, there remained widespread confusion regarding the differences between therapeutic and non-therapeutic arts roles. This lack of clarity led to inconsistencies in position descriptions, under-utilisation of qualified practitioners, and uncertainty around professional standards and credentialing. Administrators expressed a need for clearer policy guidance, standardised classifications, and improved organisational education about the scope, ethics, and training of arts practitioners. These results highlighted a pressing need to build organisational literacy and establish consistent frameworks for integrating arts-based professionals into healthcare systems. By clarifying professional roles and improving alignment with ethical and legal requirements, healthcare organisations could better support effective service delivery, workforce development, and interdisciplinary collaboration.
Antimicrobial Stewardship (AS) is crucial for delivering high-quality care to patients, minimizing adverse effects and outcomes, mitigating antimicrobial resistance, and generating cost savings for the healthcare system and patients. Successful AS programs are often multi-disciplinary, with infectious diseases and antimicrobial stewardship pharmacists (ID/ASP) playing a key role in the implementation and coordination of care. This study evaluated the documentation of stewardship interventions following the implementation of an ID/ASP-led stewardship program in a large Midwestern academic medical center. This quasi-experimental study evaluated the impact of hiring an ID/ASP with subsequent AS education and feedback and updated documentation methods. It was conducted from January 2023 to September 2023 (pre-intervention) and October 2023 to December 2024 (post-intervention), and compared the impact of an ID/ASP pharmacist on the documentation of key AS interventions by non-ID pharmacists. The number and type of interventions and drugs used in interventions were assessed for adult and pediatric patients before and after the ID/ASP pharmacist was hired. The primary outcome was the average number of interventions documented by non-ID pharmacists per month in the pre-intervention period compared to the post-intervention period. A p-value < 0.05 was considered statistically significant. A total of 5606 non-ID pharmacist interventions occurred throughout the study. There was a statistically significant increase in average monthly documented interventions by non-ID pharmacists after the intervention compared to before (283 ± 102 vs. 152 ± 49, respectively; p = 0.002). Furthermore, the ID/ASP pharmacist contributed an additional average of 104 interventions per month and was able to perform high-impact AS interventions. This study demonstrated a positive impact of an ID/ASP pharmacist-led AS program in a large academic medical center. The number of documented AS interventions significantly increased in the post-intervention period. These data underscore the importance of ID/ASP in advancing the shared goal of antimicrobial stewardship.
A good nursing work environment is a key determinant of patient safety. In 2018, the Korean government introduced the Nurse Working Conditions Improvement Policy (NWCIP), accompanied by a revision of the nurse staffing grade calculation method. Under this policy, hospitals with revenue growth due to upward adjustments in nurse staffing grade were recommended to allocate revenue growth for improving nurses' working conditions. To evaluate whether funding under the NWCIP, aimed at improving nurses' working conditions, is associated with changes in patient outcomes. A quasiexperimental study was conducted using National Health Insurance claims data from 198,318 adult inpatients across 99 general hospitals. After confirming the parallel trends assumption, a difference-in-differences approach was used to evaluate the policy's effect. Patient outcomes were compared between the first quarters of 2018 (baseline) and 2019 (postimplementation). Hospitals were categorized into an intervention group (those that received nurses' working conditions improvement fund) and a comparison group (those that did not). Outcomes included in-hospital mortality, 7-day readmission, and length of stay. Among the 99 hospitals, 60 were assigned to the intervention group and 39 to the comparison group. According to difference-in-differences analysis, the intervention group showed a 19% increase in 7-day readmission (adjusted odds ratio = 1.19; 95% confidence interval: 1.09-1.29; p < 0.001) and a 5% decrease in length of stay (adjusted incidence rate ratio = 0.95; 95% confidence interval: 0.92-0.97; p < 0.001), with no significant change in in-hospital mortality. General hospitals subject to the NWCIP did not show improved patient outcomes: They had a higher risk of readmission despite a shorter length of stay. The use of revenue growth to improve nurses' working conditions should be mandated rather than recommended, prioritizing high-impact staffing investments, such as hiring additional nurses, most directly linked to patient outcomes.
This study aims to identify, describe and analyze the policies enacted by the Peruvian health authorities to address the population mental health needs and adequate health services in the context of the COVID-19 pandemic. We conducted an scoping review of mental health-related policies published between 6 March 2020 (first case of COVID-19 in Peru) and 31 May 2023. The official websites of the Peruvian Government, the Social Security Health System (EsSalud), and the LILACS scientific database were used. Data was analyzed using content and thematic analysis. Eighty-two documents were included. Policies contents were divided into three main categories. First, the governance of mental health care, which portrays the principles guiding policies and those seeking to strengthen mental health services by increasing the allocation of budget, use technology to provide remote care, enhance infrastructure, equipment and materials, hiring and training staff, and assure biosafety measures. Second, service delivery of mental health care, including policies aimed to detect and provide specialized mental health care to different groups of the population. Third, some policies focused on community engagement, promotion, and prevention in mental health, such as reducing misinformation, promoting self-care, community participation, and working with local organizations. We found that Peru included most of the international recommendations, but some important weaknesses were found, such as the lack of indicators to assess their completion or procedures on how to adapt these policies to routine practices. Peru designed several policies to attend to the mental health of its population during the COVID-19 pandemic, specifically on the principles for the provision of mental health care, the strengthening of these services, detection of mental disorders, provision of mental health care, and care at the community level. This study will inform other countries on their design of mental health policies, especially those with a community model-of-care.