Purpose: This research aimed to explore factors associated with patient-reported breast and abdominal scar quality after deep inferior epigastric perforator (DIEP) flap breast reconstruction (BR). Material and Methods: This study was designed as a descriptive cross-sectional survey in which women after DIEP flap BR were invited to complete an online survey on breast and abdominal scarring. The online survey was distributed in the Netherlands in several ways in order to reach a diverse population of women. Outcomes were assessed with the Patient Scale of the Patient and Observer Scar Assessment Scale (POSAS). Additional items were assessed with a numeric rating scale (NRS). Results: A total of 248 women completed the survey. There was a statistically significant worse POSAS scar appraisal for the abdominal scar compared with the breast scar. The vast majority of women reported high scores on at least one scar characteristic of their breast scar or ab- dominal scar. Overall, color, stiffness, thickness, and irregularity scored higher than pain and itching. Women were only moderately positive about the size, noticeability, location, and the information provided regarding scarring. Conclusion: It is crucial to address the inevitability of scars in patient education before a DIEP flap BR, with a particular focus on the abdominal scar, as women experience abdominal scars significantly worse than their breast scars. Providing more information on the experience of other women and the expected appearance will contribute to having realistic expectations while allowing them to make well-informed decisions.
Background: Deep inferior epigastric perforator (DIEP) flap breast reconstruction leads to large scars in the breast and abdominal region. Common symptoms related to abdominal scarring include changes in color, stiffness, thickness, and irregularity of the skin. The aim of this study was to examine whether microneedling improves the abdominal scar quality after DIEP-flap breast reconstruction. Methods: A prospective randomized controlled within subject comparison design (N = 30) was used to study the effect of microneedling treatments on the abdominal scar, versus no treatment. Three electrically powered microneedling sessions were performed every 4 weeks on one side of the abdominal scar. Abdominal scar assessment was performed at baseline and 3-, 6-, and 9-month follow-up using the Patient and Observer Scar Assessment Scale (POSAS). Treated and untreated sides were compared using a t test or Wilcoxon signed-rank test in case the data were not normally distributed. Results: Twenty-seven women completed the study. Microneedling treatment led to lower POSAS scores compared with the untreated scar side after the 3- and 9-month follow-up. At the 9-month follow-up, the POSAS total score (Mdn = 17, interquartile range = 18.3 versus Mdn = 21.4, interquartile range = 17.5) was statistically lower for the treated side compared with the untreated side, implying a better-appraised scar quality. The observer POSAS total score was statistically lower for the treated side compared with the untreated side. Conclusions: Based on patient and observer ratings, overall abdominal scars after DIEP-flap surgery improve significantly after microneedling treatment. Scar symptoms reduce faster under the influence of microneedling treatment compared with no treatment.
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Scar formation is an important adverse consequence of burns. How patients appraise their scar quality is often studied shortly after sustaining the injury, but information in the long-term is scarce. Our aim was, therefore, to evaluate long-term patient-reported quality of burn scars. Adults with a burn center admission of ≥1 day between August 2011 and September 2012 were invited to complete a questionnaire on long-term consequences of burns. We enriched this sample with patients with severe burns (>20% total body surface area [TBSA] burned or TBSA full thickness >5%) treated between January 2010 and March 2013. Self-reported scar quality was assessed with the Patient Scale of the Patient and Observer Scar Assessment Scale (POSAS). Patients completed this scale for their—in their opinion—most severe scar ≥5 years after burns. This study included 251 patients with a mean %TBSA burned of 10%. The vast majority (91.4%) reported at least minor differences with normal skin (POSAS item score ≥2) on one or more scar characteristics and 78.9% of the patients’ overall opinion was that their scar deviated from normal skin. Patients with severe burns had higher POSAS scores, representing worse scar quality, than patients with mild/intermediate burns, except for color, which was high in both groups. A longer hospital stay predicted reduced scar quality (both mean POSAS and mean overall opinion of the scar) in multivariate analyses. In addition, female gender was also associated with a poorer overall opinion of the scar. In conclusion, this study provides new insights in long-term scar quality. Scars differed from normal skin in a large part of the burn population more than 5 years after burns, especially in those with severe burns. Female gender is associated with a poorer patients’ overall opinion of their scar, which may be an indication of gender differences in perception of scar quality after burns.
Phosphorus is an essential element for life, whether in the agricultural sector or in the chemical industry to make products such as flame retardants and batteries. Almost all the phosphorus we use are mined from phosphate rocks. Since Europe scarcely has any mine, we therefore depend on imported phosphate, which poses a risk of supply. To that effect, Europe has listed phosphate as one of its main critical raw materials. This creates a need for the search for alternative sources of phosphate such as wastewater, since most of the phosphate we use end up in our wastewater. Additionally, the direct discharge of wastewater with high concentration of phosphorus (typically > 50 ppb phosphorus) creates a range of environmental problems such as eutrophication . In this context, the Dutch start-up company, SusPhos, created a process to produce biobased flame retardants using phosphorus recovered from municipal wastewater. Flame retardants are often used in textiles, furniture, electronics, construction materials, to mention a few. They are important for safety reasons since they can help prevent or spread fires. Currently, almost all the phosphate flame retardants in the market are obtained from phosphate rocks, but SusPhos is changing this paradigm by being the first company to produce phosphate flame retardants from waste. The process developed by SusPhos to upcycle phosphate-rich streams to high-quality flame retardant can be considered to be in the TRL 5. The company seeks to move further to a TRL 7 via building and operating a demo-scale plant in 2021/2022. BioFlame proposes a collaboration between a SME (SusPhos), a ZZP (Willem Schipper Consultancy) and HBO institute group (Water Technology, NHL Stenden) to expand the available expertise and generate the necessary infrastructure to tackle this transition challenge.
Professionals van woningbouwcorporaties en gemeentes die zich bezig houden met verduurzaming hebben vragen over hergebruik van afvalhout uit hun (renovatie) projecten. De doelstelling van dit voorstel is het onderzoeken van de mogelijkheden om hout te hergebruiken door gebruik te maken van innovatieve digitale productietechnieken, en om implementatiestrategieën hiervoor te ontwikkelen voor publieke organisaties in de bouwsector, in het bijzonder woningcorporaties en gemeentes. Strategieën omvatten concrete voorstellen om a) afvalhout van woningen in te zamelen en te verwerken; b) waarde toe te voegen aan houtafvalstromen door middel van digitale productie; c) de betrokkenheid en acceptatie van huurders te vergroten bij circulaire verwerking van hout in nieuwe toepassingen; en d) goede toepassingen voor een circulaire economie te realiseren. Het project onderzoekt aard en omvang van houtafvalstromen uit woningrenovatie en identificeert de mogelijkheden voor het hergebruik van specifieke fracties daarvan voor (lokale) toepassingen. Uit voorgaande projecten blijkt dat digitale productie mogelijkheden biedt om stedelijk afval om te zetten in zinvolle circulaire producten. Digitale productie maakt de (lokale) creatie van unieke prototypen en grootschalige toepassingen mogelijk. Het onderzoek wordt uitgevoerd in vier werkpakketten. De eerste identificeert de aard van huishoudelijk houtafval (volume, houtsoort, verzamelproces) door zorgvuldig cases van Ymere en Rochdale te bestuderen. Daarnaast worden er een raamwerk van indicatoren gedefinieerd om projectresultaten te kunnen evalueren. Het tweede werkpakket onderzoekt welke toepassingen kunnen worden bedacht, gegeven de beschikbare houtfracties. In het derde werkpakket wordt een aantal case studies uitgevoerd voor concrete projecten van de deelnemende woningcorporaties. Deze applicaties hebben als doel het potentieel van digitale productie met houtafval te laten zien, rekening houdend met het perspectief van bewoners. Het biedt belangrijke inzichten in de uitvoerbaarheid van concrete toepassingen uit teruggewonnen hout. In het vierde werkpakket worden alle projectbevindingen gecombineerd in een set implementatie strategieën voor publieke organisaties in het stedelijk domein.
In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
