Who are the people that make up the world’s economic elite – and do they differ between countries? In a new, unique database, an international team of researchers has compiled individual data from 16 countries that together account for a third of the world’s population and more than half of the world’s GDP. 

Nataliyah Bredikhina of the university of Kansas led a study analyzing the branding of professional European women soccer players. The study found the team, media and market all influenced players' Instagram popularity, but not at equal levels and in fact, when the team shared accounts with a men's team, it negatively influenced women players' popularity. The findings reflect gender discrimination norms in society and can help players, teams and marketers capitalize on athletes' overcome them to maximize players' branding and earning potential, the researchers argue.

Researchers from Tulane University and the Proyecto Templo Mayor analyzed 788 obsidian artifacts from Tenochtitlan, revealing that the Mexica (Aztec) Empire sourced this important material from at least eight different locations, including regions outside their political control. While 90% of artifacts were made from green obsidian from Sierra de Pachuca (especially for ceremonial purposes), the diversity of obsidian sources suggests sophisticated trade networks rather than just conquest-based acquisition. The study tracked changes in obsidian use from 1375-1520 CE, showing how the Mexica standardized ritual obsidian sources after consolidating power around 1430 CE, providing insights into the empire's economic networks and political influence.

A Simon Fraser University new study is challenging a commonly held misconception that there’s little organizations can do to encourage employees to disclose mental health concerns. World Health Organization data shows 15 per cent of adults have a mental health concern, while other surveys have found 65 per cent of employees believe mental health concerns interfere with their job. Yet many organizations, even those with mental health supports and programs, see disclosure as a personal decision they have no influence over. 

“That’s just not what we saw in the data,” says Zhanna Lyubykh, assistant professor at Beedie School of Business and lead author of the study published in Human Resource Management. “Organizations can do a lot to help employees disclose. Much of it comes down to employee perceptions of how disclosure is going to be handled, which is absolutely within an organization’s control.”