gender inequity
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2022 ◽  
pp. 089124322110679
Author(s):  
Sadaf Ahmad

Scholarship on gender and policing has frequently applied gendered organizational theory to understand how this type of organization and the men who run it produce gendered difference and inequity at the workplace. In this article, I draw on ethnographic research on lower ranked policewomen in Pakistan and contend that to fully fathom women’s marginalization at work, an analysis must not limit itself to the organization or the men who create the inequity but must also focus on women’s workplace behavior. My research sheds light on women’s anxieties about working with a large number of men and about people questioning their morality and character because they do so. I also demonstrate how their subsequent coping strategies can impede their professional development and reproduce their marginalization at their workplace. This woman-centric approach, which examines how policewomen navigate gendered landscapes in different patriarchal social spaces, therefore shows that workplace inequity is the collective result of the interplay between different actors and social structures, and leads to a more complex understanding of this phenomenon.


2022 ◽  
Vol 40 (1) ◽  
pp. 29-57
Author(s):  
Soribel Genao ◽  
Angie Beeman ◽  
Tsedale M. Melaku

Intersectionality reminds us that women of color face a particular kind of marginalization due to both gendered and racial oppression and underrepresentation. As such, they are more often “presumed incompetent” and may not feel as innately supported in social and professional structures as their white male and female counterparts. Additionally, the silencing effect of being one of very few women of color in academic departments puts us at risk for further marginalization, requiring that we engage in significant invisible labor that is neither recognized nor compensated. Grounded on our intersectionalities, we discuss our respective trajectories within our own fields and research, beginning with research that emphatically perpetuates the cycle of gender inequity in the academy. The discussion is then supported by analyzing the theoretical research on the salience of race, gender, and other axes of identity for the experiences of women of color. As authors, we present these narratives in an attempt to engage with ways of reflexivity that are, especially for women of color in academia, not usually discussed.


Author(s):  
Yasmin Grant

Communication is one of the most essential skills of the medical profession, however, it is a tool through which sexism and gender discrimination are promoted and reproduced. There is often the perception in medicine and surgery that gender inequity centres on lifestyle, family responsibilities, and childcare issues. However, this chapter highlights that deeply engrained biases in medical communication still exist, and are perpetrated by institutions and individuals, women included. Awareness of gendered language must be raised and highlighted in order to make a change. It is achievable to speak in gender-neutral ways that are inclusive and precise as to not conjure biased attitudes towards women in medicine. Social change must be pursued at the level of the institution, the cultural structure, and at the interactional level of gender.


2021 ◽  
Vol 9 ◽  
Author(s):  
Zhihan Zhou ◽  
Meng Shi ◽  
Mengzhu Liu ◽  
Jianqin Gu ◽  
Clifford Silver Tarimo ◽  
...  

Objective: China and many developing countries has placed high expectations on the general practice healthcare system in terms of lowering medical costs and improving the health status of the multimorbid population in recent years. However, the prevalence of multimorbidity among inpatients attending the general practice department of hospitals and its policy implications are largely unknown. The current study aimed to analyze the prevalence of comorbidities among inpatients attending the general practice department of the tertiary Grade-A Hospitals in China, and put forward evidence-based policy recommendations.Methods: Between December 2016 and November 2020, 351 registered general practitioners from 27 tertiary hospitals were selected, and their direct admissions were evaluated. The rate and composition ratio were used for descriptive analysis of the clinical and epidemiological characteristics of multimorbidity. A backward stepwise algorithm was used to explore independent variables. The absence of multicollinearity and plausible interactions among variables were tested to ensure the robustness of the logistic regression model. The pyramid diagram was used to show the link between gender and the involved human body system in multimorbidity.Results: Multimorbidity was present in 93.1% of the 64, 395 patients who were admitted directly. Multimorbidity was significantly more prevalent in patients aged 45–59 years (OR=3.018, 95% CI=1.945–4.683), 60–74 years (OR = 4.349, 95% CI = 2.574–7.349), ≥75 years (OR = 7.804, 95% CI = 3.665–16.616), and those with body mass index (BMI) ≥ 28 kg/m2 (OR = 3.770, 95% CI = 1.453–9.785). The circulatory system was found to be the most commonly involved human body system in multimorbidity, accounting for 79.2% (95% CI = 78.8–79.5%) of all cases. Significant gender inequity was further observed in the involved human body system in multimorbidity.Conclusion: Multimorbidity is likely common among the inpatients attending the general practice department of hospitals in China and many developing countries, with significant gender inequity in the involved human body systems. Effective countermeasures include establishing a GP-PCIC multimorbidity prevention and control model and enhancing the multimorbidity of elderly and obese patients at both the clinical and healthy lifestyle levels. The diagnosis and treatment capabilities of GPs on the circulatory, endocrine, metabolic, digestive, and respiratory systems should be prioritized.


Author(s):  
Jacinda C Abdul-Mutakabbir ◽  
Vibhuti Arya ◽  
Lakesha Butler

Disclaimer In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time.


Author(s):  
Alessandra M. York ◽  
Angela Fink ◽  
Siera M. Stoen ◽  
Elise M. Walck-Shannon ◽  
Christopher M. Wally ◽  
...  

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Thomas Parkinson ◽  
Stefano Schiavon ◽  
Richard de Dear ◽  
Gail Brager

AbstractGrowth in energy use for indoor cooling tripled between 1990 and 2016 to outpace any other end use in buildings. Part of this energy demand is wasted on excessive cooling of offices, a practice known as overcooling. Overcooling has been attributed to poorly designed or managed air-conditioning systems with thermostats that are often set below recommended comfort temperatures. Prior research has reported lower thermal comfort for women in office buildings, but there is insufficient evidence to explain the reasons for this disparity. We use two large and independent datasets from US buildings to show that office temperatures are less comfortable for women largely due to overcooling. Survey responses show that uncomfortable temperatures are more likely to be cold than hot regardless of season. Crowdsourced data suggests that overcooling is a common problem in warm weather in offices across the US. The associated impacts of this pervasive overcooling on well-being and performance are borne predominantly by women. The problem is likely to increase in the future due to growing demand for cooling in increasingly extreme climates. There is a need to rethink the approach to air-conditioning office buildings in light of this gender inequity caused by overcooling.


2021 ◽  
Vol 13 (6) ◽  
pp. 814-821
Author(s):  
Robert M. Stern ◽  
Mary W. Montgomery ◽  
Nora Y. Osman ◽  
Joel T. Katz ◽  
Maria A. Yialamas

ABSTRACT Background Gender inequity is widespread in academic medicine, including in the promotion, academic recognition, and compensation of female faculty. Objective To assess whether these inequities extend to the GME intern selection process, this study examines differences in the interview scores assigned to male and female applicants at one large internal medicine residency program. Methods Subjects include 1399 applicants who completed 3099 interviews for internship positions for the Brigham and Women's Hospital internal medicine residency in Electronic Residency Application Service (ERAS) cycles 2015–2016, 2017–2018, 2018–2019, and 2019–2020. Unadjusted and multivariable linear regressions were used to assess the simultaneous effect of applicant gender, interviewer gender, and applicant academic characteristics on pre-interview, post-interview, and change in interview scores. Results Our analysis included 3027 interviews (97.7%) of 1359 applicants (97.1%). There were no statistically significant differences in the interview scores assigned to female versus male applicants. This was true across pre-interview scores (difference = 0.03, P = .61), post-interview scores (difference = 0.00, P = .98), and change in interview scores (difference = 0.01, P = .24) as well as when adjusting for the baseline academic characteristics of both male and female applicants. This was also true when analyzing individual application years, individual residency tracks, and accounting for the gender of the faculty interviewers. Conclusions The findings do not support the presence of gender inequity in the interview scores assigned to male and female applicants included in this study.


2021 ◽  
pp. 100879
Author(s):  
Christina Hunter Chapman ◽  
Kyoko Nomura ◽  
Ayesha Kotharia ◽  
Namratha Atluria ◽  
Anneyuko I. Saito

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