School as a hostile institution: How Black and Immigrant Girls of Color Experience the Classroom

The paradox of girls’ academic gains over boys, across race and class, has perplexed scholars for the last few decades. Through a 3-year longitudinal ethnography of two predominantly economically marginalized and racially minoritized schools, I contend that while racially marginalized girls may have made academic gains, school is nevertheless a hostile institution for them. Focusing on the case of Black girls and recent immigrant girls of color, I identify three specific ways in which school functions as hostile institution for them: (1) gendered racial harassment from teachers, (2) erasure of intellect, and (3) estrangement within their communities. Furthermore, the denigration of immigrant girls becomes the conduit for misogynoir. I find that the gains of some racially marginalized girls in school often justify hostility against all of them. Bringing into conversation a feminist analysis of schooling that rejects girls’ educational gains as ubiquitous evidence of a gender revolution with a Black-colonial education framework that emphasizes schooling as a technology of oppression, I explore the current role of school as a hostile institution for Black girls and immigrant girls of color.

“Prevalence and Source of Various Types of Workplace Violence among Healthcare Professionals in the Public Hospitals of Karachi” A Cross-Sectional Survey

Objectives: To determine the prevalence of violence among medical doctors in public sector hospitals of Karachi relating to physical violence, psychological violence (verbal and bullying/mobbing), sexual harassment and racial harassment). Methods: A cross-sectional study was carried out in three public sector hospitals in Karachi (JPMC, Civil Hospital and Sindh Government Lyari General Hospital Karachi). Medical doctors of any age and gender who worked in outpatient departments, wards, and emergency departments were eligible to participate in the study. A validated WHO-designed questionnaire was used, with questions about exposure to violence, the source and types of violence, and socio-demographic information. In descriptive statistics, frequencies and percentages were reported for all categorical variables. The Chi-square and Fisher's exact tests were used to investigate the relationship between workplace violence and other types of violence. Results: 350 questionnaires were distributed to qualified medical doctors in total. Only 300 of them responded, for an 85.7 percent response rate. The majority of respondents were under the age of 40, and male gender was slightly more exposed to violence. The majority of the doctors were subjected to verbal abuse as well as bullying and mobbing. Conclusion: It was then concluded that any type of violence was common in doctors aged >35 years and male gender was more exposed to any violence as compare to female gander. The main type of violence was verbal violence in our study, whereas racial harassment and sexual harassment was also seen.

REVISITING RHS'S ‘RACE, ETHNICITY & EQUALITY IN UK HISTORY: A REPORT AND RESOURCE FOR CHANGE’

This paper considers the Royal Historical Society (RHS)'s ‘Race, Ethnicity & Equality in UK History’ report published in 2018. The report contained the findings of a survey sent to staff and students working or studying in History higher education in the United Kingdom. In this paper, I reflect on the various findings of the report related to staff and student numbers, the attainment gap between white and Black and Ethnic Minority students, the curriculum, and racial harassment in History within universities. The RHS report emerged out of the work done by a number of organisations championing race and equality in the sector over decades. By connecting the work of RHS to these earlier initiatives it is possible to map a broader societal change in the historical sector to address historic inequalities, racialised disadvantage and structural exclusion. The RHS and institutions such as Runnymede Trust, the Institute of Historical Research, and Leading Routes are championing greater racial and ethnic equality which reflects broader political, economic and cultural transformations taking place in Britain. In this paper, I show how the RHS is part of an important conversation in foregrounding racial and ethnic equality in the historical profession to the inevitable benefit of History higher education.

Perceived workplace violence reported by nurses enrolled in B.Sc Nursing degree programme at KIU, Sri Lanka

Background: Workplace violence (WPV) can be defined as a violent act directed towards workers, including physical assault, threat of assault and verbal abuse and it is widely recognized as having far-reaching consequences for workers’ health and safety. Nurses are the most vulnerable group for WPV. In recent years WPV against nurses has significantly increased, becoming a nationwide phenomenon across the hospital settings. Furthermore, it can impact the quality of patient care and reduce the efficiency and quality of the entire health system. Therefore, this study aimed to determine the perceived workplace violence reported by nurses enrolled in the B.Sc Nursing degree programme at KIU, Sri Lanka. Methods: A descriptive cross-sectional study was conducted among 306 undergraduate nurses in KIU. A pretested self-administered questionnaire was used to collect data which consisted of demographic information, the prevalence of WPV and factors associated with WPV. Data analysis was done with descriptive statistics and chi-square test using SPSS version 23. Ethical approval was obtained from the Ethics Review Committee of KIU (KIU/ERC/20/05). Results: The majority of participants were females (97.4%, n=298), aged between 20-30 years (61.4%, n=188) and had working experience of <5 years (63.7%, n=195). The prevalence of workplace violence was 75.5%, n=231. The commonest type of reported violence was verbal violence (87.8%, n=203) followed by emotional violence (65%, n=150), physical violence (15%, n=35), sexual violence (3.8%, n=9) and racial harassment (2.1%, n=5). Medical and Surgical wards (39.6%, n=91) were the most frequent working areas where nurses faced violent behavior. The perpetrators were found to be supervisors (73.1%, n=168), patients’ relatives (53.2%, n=122), and patients (52.3%, n=120). The working unit of the nurses (p< 0.001), designation (p<0.001), number of night duties per month (p=0.019), and ability to access the ward without permission (p=0.042) were significantly associated with WPV among nurses. Conclusion: The study concluded that the prevalence of WPV was high among nurses while verbal violence from nursing supervisors was the most common WPV. Therefore, it is mandatory to place appropriate measures to prevent the WPV among nurses.

Workplace Violence Against Healthcare Professionals in Thai Tertiary Hospitals

Background: Thailand lacks evidence of the current prevalence of workplace violence (WPV) at tertiary hospitals. This study aimed to examine the prevalence of, perpetrators of, and factors associated with WPV against healthcare workers in excellent tertiary hospitals in Thailand.Methods: This was a mixed-methods study. A questionnaire was individually administered by an interviewer to 220 healthcare workers using a tablet with an online platforms, and the completion rate was 100%. The study was conducted from July 2018 to March 2019. Pearson’s chi-square test was used to examine the variables related to any violence according to individual and work data. Odds ratios with 95% confidence intervals were used to assess risk factors for exposure to violence using a logistic regression model. Thirty participants provided additional qualitative data that were used for thematic analysis.Results: The findings revealed that in the past 12 months, 63.6% of the participants experienced violence at their workplaces. The most common type of violence reported was verbal violence (56.4%), followed by physical violence (24.1%), bullying (16.4%), sexual harassment (4.1%), and racial harassment (3.6%). Multivariable logistic regression revealed that the correlates of violence at hospitals included being male (OR = 4.28, 95% CI 1.50–12.19), working in an outpatient department (OR = 2.55, 95% CI 1.42–4.58), and having direct contact with clients (OR = 3.12, 95% CI 1.25–7.73). The qualitative data revealed 5 major themes.Conclusion: There is a high prevalence of violence against all healthcare workers at excellent tertiary hospitals in Thailand. Policymakers need to be aware of the roots and risk factors for all types of WPV. The results could also contribute to the development of appropriate policies, interventions for conflicts based on intergenerational gaps, reporting, investigation processes, preventive measures, and zero-tolerance protocols for all healthcare workers.

Race-Based Stress Reactions and Recovery: Pilot Testing a Racial Trauma Meditation

Twenty-six Black collegians were exposed to a vicarious racial harassment stimulus (VRHS) then randomized into a Black Lives Matter Meditation for Healing Racial Trauma condition or a silence control condition. Heart rate (HR) was recorded throughout the experiment. Semi-structured interviews were then conducted to elicit participants’ appraisal of the VRHS and meditation. Using a Qual:Quan mixed methods experimental design, this pilot study qualitatively categorized how participants (1) described their reactions to the VRHS and (2) appraised the meditation. Participants described three types of race-based stress reactions and reported mostly positive appraisal of the meditation, although some indicated that it would not be a preferred coping strategy. To triangulate the quantitative findings, we found a significant increase in HR during VRHS. The meditation group displayed statistically significant reductions in HR from stimulus to the end of meditation; however, there were no statistically significant differences between the control and meditation groups. Results have implications for understanding and facilitating race-based stress recovery.

The EU Referendum and Experiences and Fear of Ethnic and Racial Harassment: Variation Across Individuals and Communities in England

This paper uses nationally representative, longitudinal data to examine experiences and fear of ethnic and racial harassment in public spaces among minorities in the UK, comparing levels of both before and after the 2016 EU Referendum. We do not find an increase in the prevalence of ethnic and racial harassment, but we do find higher levels of fear of ethnic and racial harassment in the period after the Referendum. The increase in fear following the vote was concentrated among more privileged individuals: those with higher levels of education, and those living in less socioeconomically deprived areas with lower levels of previous right-wing party support. We conclude that the Referendum exacerbated already higher levels of perceived discrimination among higher educated minorities while reducing the buffering effect of residence in “safe areas.”

Violence in Martin McDonagh's The Pillowman

The 1990s have been of utmost importance for Ireland and the Irish as this decade is characterised by a great diversity of problems: economic problems, unemployment and migration which came as a result of these problems, racial harassment experienced abroad, psychological problems, the Troubles whose serious impact was felt not only in Northern Ireland but also in the Republic of Ireland, which emerged as a consequence of the conflict between the Catholics and the Protestants because of the political status of Northern Ireland and which began at the end of the 1960s and ended in 1998 with Belfast Agreement; self-centeredness emerging as a repercussion of the Celtic Tiger period which was witnessed between 1995 and 2000 and which means economic development in Ireland, and, lastly, the problem of violence. Martin McDonagh, an Anglo-Irish playwright represents these problems emphasising the problem of violence encountered in this decade in a satirical but grotesque way particularly in The Pillowman.

37. Protection from Harassment

Family lawyers may be consulted by those who are being harassed or stalked by someone who is not an associated person. This chapter examines the law on harassment and the remedies available to clients not protected by the Family Law Act 1996. It explains the relevance of this area in relation to family law and details the Protection from Harassment Act 1997. This was enacted to assist those suffering harassment through stalking, antisocial behaviour, or racial harassment. Criminal liability for harassment, civil remedy for harassment, and restraining orders are also discussed, as well as how these all relate in family practice.