Mentoring continues to be a salient conversation in academia among junior and senior faculty and administrators. Mentors provide guidance and structure to junior faculty so that they can meet their academic and professional goals. Mentors also convey skills in balancing life and academic pursuits. Therefore, the purpose of this descriptive study was to provide additional insight from a training program called Leading Emerging and Diverse Scientists to Success (LEADS) regarding successful strategies and challenges of mentoring relating to lessons learned from the scholars and mentees’ perspective. The LEADS program provided multiple training platforms to increase skills and knowledge regarding research to promote expertise in grant writing and submission for funding opportunities among diverse scientists. These findings reinforce the knowledge about the value of a mentor in helping define the research pathway of their mentee and underscoring the importance of mentoring.

The novel coronavirus (COVID-19) pandemic has been the most devastating public health crisis since the Spanish flu pandemic of 1918-1920. COVID-19 has impacted every human being and operational system throughout the land. The pandemic has caused challenging times for businesses, financial markets, government agencies, and academia. One area frequently overlooked is COVID-19’s impact implications for workplaces, working practices, and Human Resource Management (HRM) operationalization. This literature review aims to identify best practices implemented for the sustainability of Human Resources (HR) functions and the survival of institutions in the age of a dynamic public health crisis. This is an effective approach to better understand the disruptions caused by COVID-19 on HRM and examine how this pandemic has impacted organizations. The findings obtained focus on four main pillars: (1) recruitment, retention, and the Great Resignation, (2) employee well-being and wellness, (3) remote work options, practices, and professionalism, and (4) HR practitioners’ leadership development. These have continued to be salient themes interwoven throughout many articles. These findings suggest that talent and having the most experienced, operationalized, and professional individuals as part of one’s organization are paramount to its success. Upskilling is imperative, and all stakeholders must be open to the inevitability of change as change is constant.

Objective: This study examines how artificial intelligence (AI) can be strategically leveraged to enhance human resources (HR) operational practices while addressing ethical, governance, and workforce implications. The manuscript advances conceptual clarity by integrating existing evidence into a human-centered framework that guides responsible AI adoption in HR.Study Design: This study employs an integrative literature review to synthesize multidisciplinary scholarship on AI applications in HR, drawing on research in human resource management, organizational behavior, information systems, and AI.Method: Peer-reviewed journal articles and relevant gray literature published within the past five to ten years were systematically reviewed. A qualitative thematic synthesis was conducted to identify patterns in AI-enabled HR functions, implementation enablers, risks, and outcomes. Findings were organized into operational, strategic, ethical, and governance domains to inform framework development.Results: The review indicates that AI has the potential to transform HR operations beyond automation by enhancing decision-making, workforce analytics, and employee engagement. However, the realized benefits depend on organizational readiness, data quality, adherence to ethical AI principles, and robust governance structures. Without intentional oversight, AI adoption may exacerbate bias, undermine trust, and misalign with organizational values.Conclusion: This study contributes an original, integrative framework that positions AI as an augmentative tool supporting HR’s strategic evolution rather than a substitute for human judgment. The findings underscore the importance of intentional, ethical, and context-sensitive AI adoption and highlight directions for future empirical research to evaluate long-term organizational and workforce outcomes.

Physicians, health care practitioners, and breast cancer advocacy groups have spent many decades investing in the promotion of breast cancer screening and early detection mechanisms, such as mammograms and breast self-examinations. These screening modalities are extremely important in reducing breast cancer incidence, prevalence, and mortality, as breast cancer screening continues to contribute to decreasing the surging mortality rate of cancerous diseases. Without the use of these screening measures, breast cancer mortality would affect many more women and exceed current statistics. While these screenings are important for the early detection of breast cancer, a more uncommon, virulent, and fatal form of breast cancer known as Inflammatory Breast Cancer (IBC) has gone largely unreported and continues to affect women. Considering IBC is an aggressive form of breast cancer with a five-year survival rate of 65%, more diligent measures and strategies are needed to educate women throughout the world about IBC. The purpose of this review is to present an overview of the literature introducing IBC, address symptoms to spread awareness, concentrate on early detection, and focus on the comprehensive treatment options of IBC.