Background/Purpose The outbreak of the Coronavirus disease 2019 (COVID-19) has led to unprecedented impact on mental health globally. Recent empirical data however, indicated that suicide rates in many countries remained unchanged or even decreased. Existing studies assessed the overall rates and did not stratify by age-subgroups. Methods We used an interrupted time-series analysis to model the age-stratified (<25, 25-44, 45-64, ≥ 65) trends in monthly suicide rates before (January 1st, 2017 to December 31 st , 2019) and after (January 1 st 2020 to December 31 st 2020) the outbreak of COVID-19 in Taiwan. Results We found a slight decrease in overall suicide rates after the outbreak (annual average rates were 16.4 and 15.5 per 100,000 population, respectively, p =0.05). Age-stratified analysis indicated that suicide rates increased in younger (<25) and decreased in the middle age group (25-64 years). In older age groups (≥65), an immediate rate decrease was observed followed by a sustained upward trend during the onset of the pandemic. Conclusions Although an overall decrease in annual suicide rates was found after the outbreak, the age-specific subgroup analysis reveals a more nuanced picture. Stratified analysis is crucial to identify vulnerable subgroups in the midst of the pandemic.

ObjectivesTo promote gender diversity and equity in higher education, Athena Scientific Women’s Academic Network (SWAN) supports and recognises higher education institutions (HEI) in advancing the careers of women through charter commitment, awards, training and advocacy since 2005. Most evaluation studies, however, are based on qualitative assessments. This study sought to (1) examine the relationship between Athena SWAN accreditation/awards in the UK and gender diversity of leaders and senior academics using quantitative data from 2012/2013 to 2016/2017, and (2) explore the associations between Athena SWAN awards and university performance as measured by overall scores in global ranking systems.DesignRetrospective cohort study based on the UK HEIs.SettingHigher education sector in the UK provided by the Higher Education Statistics Agency.Participants148 HEIs who provided employment data on female-to-male ratios (55% complete data) for each academic year between 2012/2013 and 2016/2017.Primary and secondary outcome measuresGender diversity, defined as female representation rates of positions in managerial leadership (eg, heads of institutions, department heads) and professors. The Quacquarelli Symonds (QS) World University Rankings scores, an indicator of research, teaching, employability and internationalisation, were collected to measure university performance.ResultsGender diversity of managerial leaders and non-managerial professors at all levels of Athena SWAN status has improved over the 5 years. Linear mixed effects models identified that Athena SWAN awardees had lower female representation than non-awardees in managerial leadership positions (p<0.05), while the gap was narrowed among Silver awardees over time. Athena SWAN Charter members had increasingly higher female representation than those not in the Charter (p<0.05). Silver-award institutions ranked higher in QS rankings than Bronze-award institutions (β=11.80, p<0.05).ConclusionsThere are overall rising trends in gender diversity from 2012/2013 to 2016/2017. Athena SWAN members showed greater and faster growth in female representations. Silver awardees had greater university performance than Bronze awardees.

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