Perpetrators of workplace bullying and gender discriminations experienced by women gynecologic oncologists.

2021 ◽  
Vol 39 (15_suppl) ◽  
pp. 11013-11013
Author(s):  
Linda Hong ◽  
Lisa Rubinsak ◽  
Michelle F. Benoit ◽  
Deanna Gek Koon Teoh ◽  
Yevgenia Ioffe ◽  
...  
Keyword(s):  
Gender Discrimination ◽  
Workplace Bullying ◽  
Gynecologic Oncology ◽  
Work Environments ◽  
Practice Setting ◽  
Speaking Up ◽  
Gender Distribution ◽  
Negative Behaviors ◽  
Gender Based ◽  
Male Perpetrator

11013 Background: A high prevalence of gender discrimination and harassment has been described among gynecologic oncologists (GOs). This study examined the work environment for women GOs and delineated the perpetrators of negative behaviors. Methods: An internet-based, IRB exempt survey of members of a 472-member Facebook group “Women of Gynecologic Oncology (WGO)” was conducted. Using REDcap survey platform, members provided demographics, practice infrastructure, personal experience with workplace bullying, gender discrimination, microaggressions, and outcomes. Demographic, practice and work environments and perpetrators of negative behaviors were summarized using descriptive statistics. Results: Between 7/20 and 8/19/2020, 250 (53%) of active WGO members participated in this survey. Most respondents were younger than 50 years old (93.6%); white (82.2%) and non-Hispanic (94.3%). A majority were married (84.7%) with children (75.2%). Practice environments included academic (152, 61.0%), private practice (31, 12.4%), and hospital employed (57, 22.9%). 89.9% supervised trainees. 130 (52.0%) respondents reported bullying, 140 (56.0%) gender discrimination, and 83% having experienced gender-based microaggressions. Age, race, ethnicity, practice setting, division director or chair gender or department reporting structure were not significantly associated with these experiences. Perpetrators of bullying, gender discrimination, and microaggressions were widely distributed (Table). Of those reporting bullying, 61 (46.6%) reported a male perpetrator, 25 (19.1%) female and 45 (34.4%) an equal gender distribution; of those reporting discrimination 105 (74.5%) reported a male perpetrator, 9 (6.4%) female and 27 (19.1%) an equal gender distribution. 32.9% of survey respondents acknowledged having been written up for speaking up in a way that would have been tolerated from a male colleague. 18.3% of respondents have changed jobs because of bullying; 13.5% because of discrimination. Conclusions: Women GOs report high rates of workplace bullying, gender discrimination, and microaggressions regardless of practice setting that often impact their careers. Perpetrators of these behaviors are multiple and varied. Proactive and deliberate interventions to improve the work environments for women GOs are urgently needed.[Table: see text]

scholarly journals Bullying at work: A comprehensive definition and consequences based on an empirical study

2011 ◽  
Vol 1 (1) ◽  
pp. 80 ◽  
Author(s):  
Ambreen Anjum ◽  
Kausar Yasmeen ◽  
Kashifa Yasmeen
Keyword(s):  
Empirical Study ◽  
Workplace Bullying ◽  
Negative Behaviors ◽  
Work Tasks ◽  
Definition Of ◽  
Depth Interviews

This paper determines a comprehensive definition of workplace bullying and explores its job-related consequences. In the present study multi- methods approach was used which consist of questionnaire and in depth interviews. Interview was used in order to investigate perception and experience of workplace bullying and questionnaire to explore the consequences of workplace bullying. Results show bullying  involves negative behaviors e.g. harassing, socially excluding someone and/or negatively effecting someone’s work tasks ,which occurs frequently and continues for period of time and victim is not only unable to control these acts but also suffer in severe health and job related consequences.

LIST OF WORKS PROHIBITED FOR WOMEN: RELEVANCE, NECESSITY, SIGNIFICANCE

2018 ◽  
Author(s):  
Tetiana Krasiuk ◽  
◽  
Viktoriia Liepilova ◽  
Keyword(s):  
Gender Discrimination ◽  
Technological Progress ◽  
Women's Labor ◽  
Political Processes ◽  
The Social ◽  
Heavy Work ◽  
Employment Of Women ◽  
Gender Based ◽  
Role Of Men

In this paper we will consider the most relevant theoretical and practical aspects of the issue related to the problem of discrimination of women in Ukrainian labor law regarding their choice of profession. Vision of the role of men and women in society, their duties, prohibitions and rules were formed centuries ago, but such views have been reformed in accordance with the global development of society over the past decades. Scientific and technological progress has significantly improved the living conditions of people, including the process of working. However, the practice of countries applying restrictions on women's access to certain range of professions remains. In this regard, this article reflects the main aspects of the issue of limiting the opportunity of realizing women's labor abilities. Due attention is paid to gender-based occupational segregation, as well as gender discrimination at the legislative level. The reasons for implementing restrictions on women's access to certain professions are analyzed. The main factors that influenced the change in the position of the state on this issue are highlighted. The diametrically opposite positions and arguments on the issue of prohibition of certain types of work for women were investigated. The article examines the potential directions of state policy in the field of employment of women in heavy work and work with harmful and dangerous working conditions. The author concludes that the position of women and their status have changed which is due not only to legislative acts, political processes and achievements of scientific and technological progress, but also to changes that have taken place in the social consciousness.

Sociological Profiling of Armed Robbery Convicts in Kirikiri Female Prisons, Lagos, Nigeria

2020 ◽  
Vol 58 (1) ◽  
pp. 39-54
Author(s):  
Richard Abayomi Aborisade ◽  
Similade Fortune Oni
Keyword(s):  
Gender Discrimination ◽  
Social Factors ◽  
Criminal Career ◽  
Armed Robbery ◽  
Case Examples ◽  
Feminine Gender ◽  
Gender Education ◽  
The Family ◽  
Gender Based ◽  
And Gender

AbstractIncreasing female involvement in violent crime is a concern in Nigeria; still, it is unclear what informs this sudden surge in a society that supposedly socializes feminine gender to be soft, caring, and compassionate. This article explores the sociological profiles of women involved in armed robbery, drawing case examples from 32 convicts in a Nigerian female penitentiary. It was found that women were made susceptible to deviance by some social factors such as familial variables, neighborhood characteristics, gender discrimination, neglect, and violence. Both primary and secondary social groups were found to be major facilitators in the initiation into crime, development of criminal career, entry into armed robbery, and maintenance of life as a robber. This article concludes that gender-based inequality in all social facets and the unfavorable socio-economic conditions in Nigeria increase the vulnerability of women to be recruited into criminality. A revival of the family institution, gender-neutral parenting, government’s intervention for improvement of socio-economic wellbeing, and gender education are suggested.

Does Shared Gender Group Membership Mitigate the Effect of Implicit Bias Attributions on Accountability for Gender-Based Discrimination?

2020 ◽  
pp. 014616722096530
Author(s):  
Natalie M. Daumeyer ◽  
Ivuoma N. Onyeador ◽  
Jennifer A. Richeson
Keyword(s):  
Gender Discrimination ◽  
Group Membership ◽  
Implicit Bias ◽  
Men And Women ◽  
Gender Group ◽  
Explicit Bias ◽  
Gender Based

Attributing gender discrimination to implicit bias has become increasingly common. However, research suggests that when discrimination is attributed to implicit rather than explicit bias, the perpetrators are held less accountable and deemed less worthy of punishment. The present work examines (a) whether this effect replicates in the domain of gender discrimination, and (b) whether sharing a group membership with the victim moderates the effect. Four studies revealed that both men and women hold perpetrators of gender discrimination less accountable if their behavior is attributed to implicit rather than explicit bias. Moreover, women held male (Studies 1–3), but not female (Study 4), perpetrators of gender discrimination more accountable than did men. Together, these findings suggest that while shared gender group membership may inform judgments of accountability for gender discrimination, it does not weaken the tendency to hold perpetrators less accountable for discrimination attributed to implicit, compared with explicit, bias.

Othering Honor-Based Violence: The Perspective of Antiviolence Operators in Northern Italy

2019 ◽  
Vol 78 (4) ◽  
pp. 325-334
Author(s):  
Marina Della Rocca ◽  
Dorothy Louise Zinn
Keyword(s):  
Gender Discrimination ◽  
Northern Italy ◽  
Gender Based Violence ◽  
Women's Shelters ◽  
Women’S Shelters ◽  
Gender Based ◽  
And Gender ◽  
International Conventions ◽  
Relationship Of ◽  
The Relationship

In recent years, so-called honor-based violence has become a major issue for the operators of the women's shelters in South Tyrol (Northern Italy) that support women who have suffered from domestic violence. The antiviolence operators who work in the women's shelters generally relate this form of violence to the experiences of young migrant-origin women. In this article, we discuss the operators' definitions of honor-based violence, which present a variety of dichotomous categories that reveal a process of othering and evoke the lexicon of the international conventions on gender discrimination and gender-based violence. Indeed, some traces of an essentialist understanding of culture are still recognizable in this lexicon, most of all in the relationship of culture with the concept of honor. We conclude by identifying possible ways to overcome the risk of essentialization in the antiviolence operators' practices, suggesting how to redefine them by incorporating the migrant-origin women's perspectives and stressing the significance of this study for a wider understanding of the women's empowerment in the advocacy work of the women's shelters.

scholarly journals Gender-based Barriers in the Advancement of Women Leaders in Emergency Medicine: A Multi-institutional Qualitative Study

2021 ◽  
Vol 22 (6) ◽  
pp. 1355-1359
Author(s):  
Emily Graham ◽  
Meganne Ferrel ◽  
Katie Wells ◽  
Daniel Egan ◽  
Casey MacVane ◽  
...  
Keyword(s):  
Emergency Medicine ◽  
Gender Discrimination ◽  
Response Rate ◽  
Women Faculty ◽  
Female Leadership ◽  
Research Experience ◽  
Career Support ◽  
Targeted Interventions ◽  
Work Related ◽  
Gender Based

Introduction: Leadership positions occupied by women within academic emergency medicine have remained stagnant despite increasing numbers of women with faculty appointments. We distributed a multi-institutional survey to women faculty and residents to evaluate categorical characteristics contributing to success and differences between the two groups. Methods: An institutional review board-approved electronic survey was distributed to women faculty and residents at eight institutions and were completed anonymously. We created survey questions to assess multiple categories: determination; resiliency; career support and obstacles; career aspiration; and gender discrimination. Most questions used a Likert five-point scale. Responses for each question and category were averaged and deemed significant if the average was greater than or equal to 4 in the affirmative, or less than or equal to 2 in the negative. We calculated proportions for binary questions. Results: The overall response rate was 55.23% (95/172). The faculty response rate was 54.1% (59/109) and residents’ response rate was 57.1% (36/63). Significant levels of resiliency were reported, with a mean score of 4.02. Childbearing and rearing were not significant barriers overall but were more commonly reported as barriers for faculty over residents (P <0.001). Obstacles reported included a lack of confidence during work-related negotiations and insufficient research experience. Notably, 68.4% (65/95) of respondents experienced gender discrimination and 9.5% (9/95) reported at least one encounter of sexual assault by a colleague or supervisor during their career. Conclusion: Targeted interventions to promote female leadership in academic emergency medicine include coaching on negotiation skills, improved resources and mentorship to support research, and enforcement of safe work environments. Female emergency physician resiliency is high and not a barrier to career advancement.

scholarly journals Nilai Responsif Gender dalam Pembelajaran Bahasa Arab

2018 ◽  
Vol 4 (2) ◽  
pp. 181-198
Author(s):  
Rizka Eliyana Maslihah
Keyword(s):  
Elementary School ◽  
Language Learning ◽  
Gender Stereotypes ◽  
Gender Discrimination ◽  
Language Teaching ◽  
Arabic Language ◽  
Gender Based Violence ◽  
Library Research ◽  
Gender Based ◽  
And Gender

The issue of gender responsiveness become a subject of study that is widely discussed. Discourse about the equality of men and women reap many pros and cons from various circles, as the result of social construction differences that affect the perspective of mindset. This article intends to describe the gender-responsive value contained in the material of Arabic language learning. Where the material presented includes the use of mudzakar and muannats vocabulary, where both have equal status without any stereotypes and subordinates of them. This article was written using library research; the author analyzed the use of mudzakar and muannats vocabulary in a balanced manner, as well as the use of various gender discriminations in the form of gender stereotypes and gender-based violence found in Arabic textbooks in grades IV and VI of Islamic Elementary School (MI). Based on the analysis result, the researcher concludes that gender-responsive emphasis has been appearing in Arabic language teaching materials, but it needs more. So, in the next, gender discrimination will not be found in the Arabic language teaching material of Islamic Elementary School (MI). ملخص أصبحت الإشاعة عن استجابة الجنس بحثا مرحوبا فى مجال المعارف. وحصد البحوث فى تكافؤ الرجال والنساء الموافقة والمعارضة من قبل الاجتماعية. حيث أن الاختلاف فى بنية الاجتماعية سيؤدي إلى الاختلاف فى ضوء العقليات. وكتبت هذه المقالة للكشف عن التصور الشامل للنتائج  من استجابة الجنس فى مادة تعليم اللغة العربية. حيث اشتملت المادة فى استخدام المفردات المذكّر والمؤنث. بالإضافة إلى ذلك، وجد تكافؤ الدرجة دون النمطية وثانوية النساء فى المجتمع. وكتبت هذه المقالة بمدخل البحث المكتبي للتحليل عن استخدام المفردات المذكّر والمؤنث بالتكافؤ، دون النمطية وثانوية النساء فى الكتب المدرسي للفصل الرابع إلى السادس لمستوى المدرسة الإبتدائية. وحصلت الكاتبة على النتيجة كما يلي: ظهرت التركيز من النتائج لاستجابة الجنس فى مادة تعليم اللغة العربية جيّدة، ولكن يحتاج التركيز إلى التقوية، للوصول إلى عدم تمييز الجنس فى مادة اللغة العربية لـهذا المستوى. الكلمات الرئيسية: النتيجة، استجابة الجنس، مادة التعليم، تمييز الجنس

scholarly journals Career aspirations among specialty residents: a gender-based comparison

2020 ◽  
Author(s):  
Alice Cathelain ◽  
Mercedes Jourdain ◽  
Charlotte Cordonnier ◽  
Sophie Catteau Jonard ◽  
Deborah Sebbane ◽  
...  
Keyword(s):  
Gender Differences ◽  
Gender Discrimination ◽  
Career Aspirations ◽  
University Hospital ◽  
Gender Analysis ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Gender Based ◽  
And Gender ◽  
Comparison Of The Results

Abstract Background - Two recent studies looked at the career choice of residents in obstetrics & gynecology. It seemed useful to us to broaden this questioning to other specialties, by proposing a study to all residents in the same Faculty. The objective of our study was to describe residents career aspirations and possible barriers according to gender.Methods – Declarative cross-sectional survey, using questionnaires sent by email to the specialty residents of the Faculty of Medicine of Lille (France). An analysis by specialty group (i.e. medicine, surgery, obstetrics & gynecology and anesthesia & resuscitation) and a comparison of the results according to gender were performed. Results – Of the 1,384 specialty residents currently in training, 462 answered the questionnaires (33.38%), among whom 289 women and 173 men (average age = 27.08 years +/- 0.091). 17 women (5.9%) were currently considering a university hospital career versus 37 men (21.4%) (p = 0.001). Gender analysis made it possible to identify obstacles to engaging in a university career: lacking female model, more frequent doubting in the ability to lead this type of career among women (61.6%) than men (35.3%) (p <0.001), and gender discrimination felt in the workplace for 51.6% of women (versus 7.5% of men, p <0.001). Subgroup analysis showed specificities related to each specialty. Conclusions – Few residents plan to embark upon a university hospital career, let alone female residents. There are specificities specific to each specialty and marked gender differences regarding career aspirations. Many obstacles have been identified as obstacles to access to university hospital positions for women. It is important to develop strategies to remove these barriers and enable women to pursue such university careers. Trial registration – Not applicable (no intervention)

Is There a Female Leadership Advantage?

2020 ◽  
Author(s):  
Lynn R. Offermann ◽  
Kira Foley
Keyword(s):  
Women Workers ◽  
Gender Discrimination ◽  
Female Leadership ◽  
Female Leaders ◽  
Leadership Positions ◽  
Diverse Workforce ◽  
Private And Public ◽  
Organizational Work ◽  
Gender Based ◽  
And Gender

Women have historically been underrepresented in leadership positions across private and public organizations around the globe. Gender inequality and gender discrimination remain very real challenges for women workers in general, and especially so for women striving for leadership positions. Yet organizational research suggests that female leaders may bring a unique constellation of leadership-related traits, attributes, and behaviors to the workplace that may provide advantages to their organizations. Specific cultural and organizational work contexts may facilitate or inhibit a female leadership advantage. Reaping the benefits of female leadership relies on an organization’s ability to combat the numerous barriers female leaders face that male leaders often do not, including gender-based discrimination, implicit bias, and unfair performance evaluations. Despite these challenges, the literature suggests that a reasoned consideration of the positive aspects of women’s leadership is not only warranted but is instructive for organizations hoping to reap the benefits of a diverse workforce.

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