A Case Study of a Hospital Workplace Culture of Injustice for Women Physicians

2020 ◽  
Vol 10 (1) ◽  
pp. 15-36
Author(s):  
Darrell Norman Burrell ◽  
Anton Shufutinsky ◽  
Shanta Bland ◽  
Cherise M. Cole ◽  
Jorja B Wright ◽  
...  
Keyword(s):  
Sexual Harassment ◽  
Organizational Development ◽  
Corporate Culture ◽  
Equal Employment Opportunity Commission ◽  
Female Physicians ◽  
Diversity And Inclusion ◽  
Medical Centers ◽  
And Gender ◽  
Survey Responses

Decades after the U.S. Equal Employment Opportunity Commission (EEOC) issued regulations surrounding sexual harassment, hospital medical centers still struggle to identify and implement policies and practices to proactively address and mitigate occurrences of sexual harassment and gender inequality. An organizational development intervention occurred in which all the female physicians completed a climate survey developed to evaluate the hospital's toxic corporate culture around equity and diversity. Survey responses highlight significant issues of concern around diversity and inclusion from the perspective of women in toxic workplace hospital settings, especially for female physicians.

scholarly journals ‘Women take care and men take charge’: The case of leadership and gender in the Public and Commercial Services Union

2020 ◽  
pp. 0143831X2094368
Author(s):  
Julie Prowse ◽  
Peter Prowse ◽  
Robert Perrett
Keyword(s):  
Leadership Style ◽  
Trade Unions ◽  
Union Leader ◽  
The Public ◽  
Union Leadership ◽  
Positive Attitudes ◽  
Union Leaders ◽  
And Gender ◽  
Survey Responses

This article presents the findings of a case study that aimed to understand the specific leadership styles that are valued by women and men lay representatives in the Public and Commercial Services Union (PCS) and to determine the gendered implications for increasing women’s leadership and representation in trade unions. Survey responses from PCS lay representatives (reps) show the majority of women and men agreed that the leadership style they value, and that makes a good union leader, is post-heroic (communal) leadership. This approach is associated with leadership characteristics such as being helpful, sensitive and kind and are generally practised by women. This contrasts with male union leaders who are associated with a traditional, heroic (agentic) leadership style characterised by confidence, self-reliance and decisiveness. Although some differences exist that highlight gender issues, both women and men lay reps have positive attitudes towards increasing women’s representation and participation in union leadership.

Leveraging Sports Events for LGBTQ2+ Inclusion: Supporting Innovation in Organizational Culture and Practices

2021 ◽  
Vol 10 (S1) ◽  
pp. S41-S45
Author(s):  
Emily K. Romano ◽  
Kyle A. Rich ◽  
Dennis Quesnel
Keyword(s):  
Sport Participation ◽  
National Level ◽  
Sport Organizations ◽  
Sports Events ◽  
Diversity And Inclusion ◽  
Sexuality And Gender ◽  
And Gender ◽  
Sport And Recreation ◽  
Recreation Organizations

In this case study, learners are introduced to Sloane, a diversity and inclusion officer who is working to create more inclusive sport and recreation opportunities in her community. A national-level sport event will be hosted in her community and provides an opportunity to elevate and accelerate the work she is already doing with sport and recreation organizations. Learners will develop an understanding of two key themes: LGBTQ2+ inclusion and event leveraging. Working through the case will require learners to think critically about sexuality and gender identity in the context of sport participation and organizations. Furthermore, learners will have the opportunity to think creatively about how they can support innovation in organizational cultures and practices with a view to fostering more inclusive, welcoming, and safe sport organizations.

Understanding the Value of Gender Equity in Healthcare and How to Pursue It

2020 ◽  
pp. 64-74
Author(s):  
Emma Adriana Gans
Keyword(s):  
Organizational Culture ◽  
Sexual Harassment ◽  
Gender Equity ◽  
Gender Diversity ◽  
Communication Styles ◽  
Preventative Care ◽  
Leadership Qualities ◽  
Female Physicians ◽  
Double Burden ◽  
And Gender

Female and male physicians practice medicine differently. Female physicians engage in different communication styles, allocate more time to preventative care, and show different leadership qualities. Because gender diversity is still lacking in the top academic and clinical positions, medical organizations are not fully benefiting from these strengths. This chapter will identify three barriers that prevent women from advancing to these positions: the double burden syndrome, sexism and sexual harassment, and gender bias. This chapter will take a critical look at organizational culture and propose changes that can contribute to the pursuit of gender equity.

scholarly journals The Impact of Diversity and Conclusion on Employees’ Engagement Scores in The Laboratory

2021 ◽  
Vol 156 (Supplement_1) ◽  
pp. S120-S120
Author(s):  
M Abdelmonem ◽  
H Wasim ◽  
M Abdelmonem
Keyword(s):  
Employee Engagement ◽  
Underrepresented Groups ◽  
Critical Elements ◽  
Diversity And Inclusion ◽  
Sexual Orientations ◽  
Before And After ◽  
And Gender ◽  
The Impact ◽  
Production Employees

Abstract Introduction/Objective Employee engagement is one of the most critical elements for the success of any organization. Proper engagement of the employees often leads to the success of an organization, while poor employee engagement often leads to the failure of an organization. Diversity is the presence of differences within an organization, such as differences in race, ethnicity, gender, sexual orientation, disability, or any other number of things. Inclusion is the practice of ensuring that people feel a sense of belonging and support from the organization. Methods/Case Report A retrospective study was performed at a mid-size hospital in California. The overall employee engagement score was recorded twelve months before and after founding a diversity and inclusion council. The diversity and inclusion council consisted of 12 members from all different races and gender, sexual orientations, disabilities, and socioeconomic status includes clinicians, administrators, and employees from all different hospital departments. On top of the 12 councils, nine Employee Resources Groups (ERG) represent minorities and underrepresented groups. Results (if a Case Study enter NA) The employee engagement score for 12 months (January 2019 to December 2019) for fully engaged employees was 29.5%, while the employee engagement score for 12 months (January 2020 to December 2020) for fully engaged employees was 49.3. The diversity and inclusion council was founded at the end of 2019. The data was obtained from the annual employee engagement survey. Conclusion There was a significant improvement (59.8%) in employee engagement score after launching the diversity and inclusion council. Diversity and inclusion promote the development and advancement of underrepresented groups in the laboratory through professional development courses and training. It actively creates a productive work environment within the laboratory that is free of harassment and bullying. Diversity and inclusion are vital for the laboratory to improve employee engagement scores, production, employees retentions, and laboratory financial performance.

scholarly journals An Exploratory Case Study of Transgender and Gender Nonconforming Inclusion at a Metropolitan Library in the Southeastern U.S.

2018 ◽  
Vol 2 (4) ◽  
Author(s):  
Liz Movius
Keyword(s):  
Staff Training ◽  
Action Plan ◽  
Public Library ◽  
Service Needs ◽  
Gender Nonconforming ◽  
Name Change ◽  
Diversity And Inclusion ◽  
And Gender ◽  
Name Changes

This article examines the existing diversity and inclusion responses to transgender and gender nonconforming patrons at a large, metropolitan public library in the southeastern U.S. Research shows that transgender and gender nonconforming individuals face unique challenges when navigating libraries. These challenges include inadequate collections, microaggressions from reference staff, a lack of gender-neutral bathrooms, and circulation policies preventing remote name changes. To compensate for these difficulties and increase accessibility for transgender and gender nonconforming patrons, libraries should incorporate diversity and inclusion initiatives into their functions. The author evaluated current collections, programs, services, policies, and resources for inclusivity, equity, and accessibility and created a strategic diversity action plan for the institution. The strategic diversity action plan identified six steps the library should take to foster inclusion and increase accessibility for its transgender and gender nonconforming patrons. These six steps include: 1) create an official, transgender-friendly bathroom policy; 2) develop a diversity and inclusion statement that includes gender identity in its language; 3) invest in staff training and continuing education about gender, sexuality, and transgender issues and service needs; 4) conduct a needs assessment of the transgender and gender nonconforming community; 5) establish programming based on the needs and wants expressed by the transgender and gender nonconforming community; and 6) implement a remote name-change or preferred name-change process.

scholarly journals Social Progress and Corporate Culture

2021 ◽  
Author(s):  
Alexander Zentefis ◽  
Gary Gorton
Keyword(s):  
Sexual Harassment ◽  
Cultural Differences ◽  
Corporate Culture ◽  
Minority Groups ◽  
Wage Gap ◽  
Social Progress ◽  
Wage Gaps ◽  
Prevailing Wage ◽  
And Gender

Abstract Social progress through improved treatment of minority groups (e.g., forbidding racial or sexual harassment) may or may not spread to corporate cultures through competition. We provide a theory of corporate culture, and we show that emergent, progressive corporate cultures can displace existing, regressive ones only when the prevailing wage gap is large between majority and minority groups. Wider cultural differences between groups make progress less likely. The model provides testable predictions on racial and gender wage gaps across firms.

scholarly journals Advancing Science Through Diversity and Inclusion in the Editorial Process: A Case Study

2019 ◽  
Vol 34 (7) ◽  
pp. 1286-1286
Author(s):  
C Crook ◽  
M Rivera Mindt ◽  
R Hilsabeck ◽  
J Olsen ◽  
M Savin ◽  
...  
Keyword(s):  
Culturally Diverse ◽  
Annual Conference ◽  
Editorial Process ◽  
Special Issue ◽  
Clinical Neuropsychology ◽  
Call To Action ◽  
Diversity And Inclusion ◽  
Diverse Backgrounds ◽  
And Gender

Abstract Objective In the U.S., women and culturally/linguistically diverse persons are underrepresented in research and editorial boards. This case study details how one journal, The Clinical Neuropsychologist (TCN), created and implemented a strategic plan to advance diversity and inclusion in its editorial board and process. Case Description In 2015, Dr. Yana Suchy became TCN’s first female Editor-in-Chief; and in 2016, she created the Culture and Gender in Neuropsychology Department (CGND). The CGND’s Editors are Drs. Rivera Mindt and Hilsabeck, and their mission is to diversify science and empirically-based practice within neuropsychology by (1) increasing representation of editors/reviewers from diverse backgrounds; (2) soliciting articles related to gender/culture; (3) providing resources addressing diversity issues; and (4) demonstrating editorial leadership via editorial content. Diagnostic Impressions and Outcomes In 2015, only 23% of TCN editors were women and only 2% were from diverse backgrounds. By 2018, representation of these groups increased to 50% and 13%, respectively. Also, in 2018 TCN published its first special issue on gender, numerous articles on culturally diverse populations, and the first guideline for evaluation of transgender persons. An upcoming special issue will focus on normative data for Spanish-speakers. Resources available include a Publication Guidelines Checklist, formal presentations, and informal communications (social media) to educate and engage stakeholders and consultors. These accomplishments were recently highlighted in the inaugural CGND editorial (2018). Discussion Over the last three years, TCN has taken steps to increase representation of gender- and culturally/linguistically-relevant content, editorial leadership, and professional development; thereby demonstrating that this is a tangible goal. This case study serves as a call to action for other journals to follow suit and further diversify science. References Rivera Mindt, M., Hilsabeck, R. C., Olsen, J. P., Savin, M. J., Crook, C. L., & Suchy, Y. Advancing science through diversity and inclusion in the editorial process: A case study. Science Editor, 41(3), 93-96. Rivera Mindt, M. & Hilsabeck, R. C. (2018) TCN culture and gender in Neuropsychology Department: inaugural editorial. The Clinical Neuropsychologist, 32(8), 1353-1355, DOI: 10.1080/13854046.2018.1525110. Hilsabeck, R. C. (2018) Editorial: Raising awareness about gender bias and disparity in clinical neuropsychology and a call to action. ClinNeuropsychol, 32,183–185. https://doi.org/10.1080/13854046.2018.1525110. Fujii, D. E. M. (2018) Developing a cultural context for conducting a neuropsychological evaluation with a culturally diverse client: The ECLECTIC framework. The Clinical Neuropsychologist, 32(8), 1356-1392, DOI: 10.1080/13854046.2018.1435826. Trittschuh, E. H., Parmenter, B. A., Clausell, E. R., Mariano, M. J. & Reger, M. A. (2018) Conducting neuropsychological assessment with transgender individuals. The Clinical Neuropsychologist, 32(8), 1393-1410, DOI: 10.1080/13854046.2018.1440632. Nielsen, T. R., Segers, K., Vanderaspoilden, V., Bekkhus-Wetterberg, P., Minthon, L., Pissiota, A., Bjørkløf, G. H., Beinhoff, U., Tsolaki, M., Gkioka, M., & Waldemar G. (2018) Performance of middle-aged and elderly European minority and majority populations on a Cross-Cultural Neuropsychological Test Battery (CNTB). The Clinical Neuropsychologist, 32(8), 1411-1430, DOI: 10.1080/13854046.2018.1430256. Suhr J. A., Ready R., Rosen W. G., Hilsabeck, R. C., & Ploetz, D. M. The changing face of neuropsychology: gender disparities and strategies for addressing them. CE workshop presented at the 37th annual conference of the National Academy of Neuropsychology, Boston, MA, 2017. Hilsabeck, R. C., Sweet J., Forrest B., Sachs B., & Kubu, C. Gender and the profession of neuropsychology: where we’ve been and where we need to go. CE workshop presented at the 15th Annual Conference of the American Academy of Clinical Neuropsychology, Boston, MA, 2017. Rivera Mindt, M. 2018. The Clinical Neuropsychologist: increasing diversity & inclusion. Council of Science Editors, TechnicaEditorial Services Webinar: The Peer Review Ecosystem: Where Does Diversity & Inclusion Fit In? [accessed 2018 Oct 9]. https://www.youtube.com/watch?v=7cixedlVR0o&feature=youtu.be.

Exploring Organizational Development Intervention Around Sexual Harassment in Technical Firms

2020 ◽  
Vol 4 (1) ◽  
pp. 29-42 ◽  
Author(s):  
Cherise M. Cole ◽  
Darrell Norman Burrell ◽  
Delores Springs
Keyword(s):  
Information Technology ◽  
Information Security ◽  
Sexual Harassment ◽  
Organizational Development ◽  
Significant Problem ◽  
Organizational Intervention ◽  
Development Intervention ◽  
Management Positions ◽  
Technical Organizations

Significant labor shortages in fields like information technology and information security has created a critical need to recruit, hire, develop, and retain more woman. The challenge remains how to make these technical organizations more welcoming and inclusive for women. Sexual harassment continues to be a significant problem in all workplaces. Research shows that harassment blossoms in careers and organizations where men dominate the majority of all management positions and women have such limited representation within the organization. This case study explores an actual organizational intervention in a technical organization.

The Category Is . . . Opulence!

2020 ◽  
Vol 7 (1) ◽  
Author(s):  
Joseph Plaster
Keyword(s):  
Performance Studies ◽  
Knowledge Creation ◽  
People Of Color ◽  
Gender Nonconforming ◽  
Johns Hopkins University ◽  
The Cross ◽  
And Gender ◽  
A Performance

In recent years there has been a strong “public turn” within universities that is renewing interest in collaborative approaches to knowledge creation. This article draws on performance studies literature to explore the cross-disciplinary collaborations made possible when the academy broadens our scope of inquiry to include knowledge produced through performance. It takes as a case study the “Peabody Ballroom Experience,” an ongoing collaboration between the Johns Hopkins University Sheridan Libraries, the Peabody Institute BFA Dance program, and Baltimore’s ballroom community—a performance-based arts culture comprising gay, lesbian, queer, transgender, and gender-nonconforming people of color.

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