NIH Director Jay Bhattacharya said "NIH will finalise the implementation of the new award structure no later than September 30"

Autistic people make up a substantial proportion of society, with global prevalence estimated at around 1%.1 This amounts to approximately 80 million people worldwide, with the majority living in low-...

Africa bears a disproportionate infectious disease burden, with HIV, tuberculosis, and malaria posing ongoing threats alongside recurrent outbreaks of mpox, Ebola virus disease, and Lassa fever. These...

One in five of the population lives with chronic pain. Psychological interventions for pain reveal core principles that can be used to create opportunities for chronic pain self-management in primary ...

An infant with a rare genetic condition made headlines last week after successfully receiving personalised CRISPR therapy. Jacqui Wise summarises what we know so far about the breakthrough US doctors...

With many hopeful that new artificial intelligence (AI) computer systems might be coming to rescue healthcare from its many challenges, it might also be helpful for frontline clinicians to take a step...

Modern science wouldn’t exist without the online research repository known as arXiv. Three decades in, its creator still can’t let it go.

There are ways to make workplaces feel more inclusive for neurodivergent colleagues, Abi Rimmer hears Catriona McVey, final year medical student, says, “Neurodivergent colleagues often bring unique strengths—such as attention to detail and deep focus in specialised areas—but they can also face additional challenges and barriers to success. “Work with them to identify what they personally find difficult, and explore what accommodations can be made at work. Neurodiversity is a spectrum and something that helps an autistic colleague may not be useful for a colleague with attention deficit/hyperactivity disorder (ADHD). Likewise, some people with ADHD might prefer to work alone when they need to concentrate, whereas others find they’re more productive when they can ‘body double’ by working alongside colleagues. “Culture is an important part of supporting neurodivergent colleagues. Neurodivergent problem solving can be unconventional, but still effective. As long as professional standards are met, focus on outcomes rather than rigid processes by being open to different approaches and communication styles. Lack of eye contact or a monotone voice doesn’t necessarily indicate disinterest, a lack of engagement, or rudeness. Being clear and precise, and avoiding ambiguity when communicating, can also be helpful. “Our colleagues need to feel safe to disclose their neurodivergence and ask for support without fear of judgment or exclusion. Many will mask their neurodivergent traits by mirroring the behaviour of neurotypical peers. Masking increases the risk of poor performance, burnout, and mental illness. They are unlikely to feel safe to unmask and be themselves at work if they are fearful of discrimination, stigma, and a lack of support. “We can also make our workplaces more supportive by challenging any misconceptions, biases, or discrimination we come across. For many, neurodivergence meets the legal definition of a disability. If we challenge ‘banter’ at work about other protected characteristics, we …

Population-based cancer registries are the benchmark for assessing a country's cancer burden.1 Cancer registries across the globe play a crucial role in providing valuable data1 for monitoring inciden...

A two-year-old girl from Narasaraopet in Andhra Pradesh's Palnadu district succumbed to the H5N1 virus after consuming raw chicken.