Academic literature on the topic 'Women public officers'

In some countries, obesity rates among police officers are higher than the general public, despite physically demanding jobs. Obesity rates based on body mass index (BMI) may lack accuracy as BMI does not directly address body composition. Since data are lacking for obesity rates among Russian police officers, this study documented and compared officer obesity rates to the adult Russian population and compared the accuracy of body mass index (BMI) for obesity classification to two direct measures of body composition. Moscow region police officers (N = 182, 84% men) underwent height, weight, waist circumference (WC), and body fat percentage (BF%) bioelectrical impedance measurements during annual medical examinations. BMI-defined obesity rates were 4.6% for men and 17.2% for women, which were >3 and >1.8 times lower than Russian adults, respectively. WC-defined obesity rates were similar to BMI (3.3% for men and 10.3% for women), but BF%-defined obesity rates were much higher (22.2% for men and 55.2% for women). Although obesity rates were lower than those found among police officers in other countries, BMI alone was not a particularly accurate method for classifying weight status among Russian police officers.

The Citizen’s Militia and security apparatus functioned under a single ministry – the Ministry of Public Security. They had a different remit but worked together on many occasions. The article talks about the officers of the two institutions in a comparative perspective. The text is based on statistical summaries compiled by the Ministry of Public Security in the 1940s and 1950s. The Ministry of Public Security’s own studies have shown little difference between the statistical militiaman and officer of the Security Office. In the 1950s, militiamen were characterized by much poorer education and a higher percentage of those declaring religious practices. There were also far fewer women in their ranks. Despite this, the security apparatus officers treated the militiamen as someone inferior, and regarded the transition to the Citizen’s Militia as a demotion.

Women police officers report elevated symptoms of mental disorders when compared to men police officers. Researchers have indicated that the occupational experience of policing differs greatly among men and women. Indeed, police culture is characterized by hegemonic masculinity, which appears to negatively impact both men and women. The current study examined the contrast between the experiences of men and women police officers. Police officers (n = 17; 9 women) in Saskatchewan participated in semi-structured interviews. Thematic network analysis identified themes related to the experience of policing for both men and women police officers. There were six organizing themes identified in relation to the global theme of Gendered Experiences: (1) Discrimination; (2) Sexual Harassment; (3) Motherhood and Parental Leave; (4) Identity; (5) Stereotypically Feminine Attributes; and (6) Hegemonic Masculinity. Pervasive gender norms appear detrimental for both men and women police officers, as well as the communities they serve. The current results, coupled with the emerging disposition for progress expressed by police services, offer opportunities to develop tailored and focused interventions and policies to support police officers.

We performed an empirical analysis based on data from a questionnaire survey that Korean government officers participated in about the effects of worklife balance (WLB) on job satisfaction in order to whether unpaid labor such as housework had a moderating effect on job satisfaction. The subjective balance of an individual’s time input in work and life was used to measure WLB. We find that WLB has a positive and significant effect on job satisfaction and that there is no statistically significant gender difference. However, the WLB effect on married female officers is smaller than that on single female officers, while it is not significant for male public officers. Child-rearing has a negative moderating effect on women’s job satisfaction, although this was not statistically significant. This result suggests that the effect of the household work burden that marriage as well as child care brings is a variable that policy makers should be keep in mind in developing WLB policies.

Purpose – The purpose of this paper is to examine the factors that influence police officers’ decision making when dealing with young women considered violent. Design/methodology/approach – Semi-structured interviews were carried out with frontline police officers in Scotland on their experiences of responding to incidents where young women displayed violence. Findings – The police officers clearly distinguished encounters with women using violence from those with young men, portraying young women as irrational, unpredictable and uncontrollable. The research found that while gender alone was not a determining factor for arrest, police officers did stereotype young women according to gender norms and these norms could have a bearing on decision making. The findings show that police officers prefer to respond to situations with male perpetrators due to their own difficulties effectively communicating with young women, who are often under the influence of alcohol. Research limitations/implications – The research indicates that police officers, regardless of their gender, have difficulties handling violent incidents that involve young women. This provides scope for further analysis of police training to ascertain whether sufficient guidance is provided to fully equip police officers when faced with aggressive young women. This study focused on police officers’ own views and experiences but future research could consider a more ethnographic approach to observe police decision making in practice to determine whether the stereotypes portrayed were a true reflection of their experiences. Originality/value – This is one of only a very few studies that has explored the relation between gender and arrest decision making. It enhances the understanding of how young women come to be arrested and indicates how police officers are currently ill equipped to effectively respond to young women considered violent.

The role of police officers in dealing with the problem of domestic assaults against women is critical, since the police are usually the first service providers involved in such situations. In the study reported in this paper, one sample of police officers was asked about how they view and react to spouse abuse: its causes, their role, what works, and what should be done differently. Since this research replicates an earlier study of three Iowa communities, a comparison of samples of officers from rather different contexts is included among the reported findings.

Census data indicate that women are grossly underrepresented in federal law enforcement. As all agencies must compete to attract quality candidates to reflect the diversity of the communities they serve, recruiting and hiring more women should be a priority for all agency leaders. This descriptive and exploratory analysis seeks to understand the recruitment process in federal law enforcement using both qualitative and quantitative data generated from surveys collected from 201 new federal law enforcement officers working in 32 federal law enforcement agencies. The study finds that although recruitment usually precedes hiring, federal law enforcement agencies do not appear to actively recruit their officers. The study further highlights proactive efforts to recruit more women into federal law enforcement.

The job of the police is to prevent crime and, when a crime occurs, quickly initiate an investigation and apprehend the criminal. Recently, the attitude of female police officers in responding to criminals has been socially criticized. However, the police not only responds to crime but also provides security services to the public, so while the role of male police officers is becoming more important, the role of female police officers is also becoming more important. In previous research on the police, research is being conducted focusing on various research topics such as police organization and job satisfaction of police officers. However, research on female police officers' discrimination against women or female police officers' job satisfaction is somewhat limited. In addition, the police profession is an occupation with a strong sense of professional ethics, which means protecting the country and its citizens, and its sense of duty is considered important. Accordingly, this study sought to verify what moderating effect professional consciousness has on work satisfaction among female police officers in terms of discrimination against women. As a result of the study, discrimination against women was found to have an effect on work satisfaction, but the interaction term between discrimination against women and work consciousness did not show statistically significant results. However, it was confirmed that work consciousness affects work satisfaction. In other words, it was confirmed that female police officers have an effect on work satisfaction due to their work consciousness, but that discrimination against women does not affect work satisfaction no matter how excellent their work consciousness is. Based on these research results, discrimination against women, work satisfaction, and professional consciousness of female police officers were discussed.

Most public organizations share values and beliefs and socially constructed patterns of action that guide the behavior of their employees, resulting in their unique organizational culture. Existing literature on police organizations describes an unmistakable culture that celebrates masculine values and a social structure that exists purposely and specifically to repress female officers. Using a survey data set of 1,114 female federal law enforcement officers, this research employs coarsened exact matching to examine perceived inclusion and its effects on women experiencing disrespect by male colleagues and incidences of sexual harassment and sexual discrimination. In addition, reporting behavior is captured for female officers who experience wrongful conduct. The study finds that women who report working in an inclusive organizational culture are less likely to experience pervasive negative attitudes from their male colleagues or occurrences of sexual harassment and sexual discrimination. However, the existence of an inclusive organizational culture did not show a significant difference in reporting sexual harassment or sexual discrimination if women experienced such wrongful behavior.

This study examines differences in turnover intent between men and women with the aim of building a better understanding of factors that contribute to disparities between the sexes and creating more useful recruitment and retention strategies. The study proposes a theoretical framework where personal, human capital, organizational, and structural/community factors contribute to the desire to change jobs. The focus here is on procurement officers as their role is critical in public sector organizations from the local to the federal level. They also are unique in that their skill set is transferable from one organization to another and procurement officers have relatively high opportunities to move both within and between organizations. The study finds that there are important differences in the drivers of turnover intent between men and women and that most differences lie in the personal, human capital, and organizational categories.

This thesis examines women sanitary inspectors, health visitors and tuberculosis visitors (referred to collectively as women public health officers) in London from the 1890s to the 1920s. It uncovers who these women were, what they did, and their views and attitudes in certain key areas. Women employed in public health have often been implicated in historical accounts critical of the 'social control' of the state, and its failure to tackle structural social and economic reasons for poor health. This thesis challenges the assumption that these middle-class women were only, or merely, conduits through which an ideology of personal responsibility for health was imposed on the poor. Drawing on fresh source material about these particular women also provides new perspectives on the entry of women into the paid professions, and on the women's movement in general. Introductory chapters analyse the historiography, and outline the nineteenth century background: women's involvement in sanitary reform, voluntary visiting and elected local office; and the structures and male staffs of local health administration. An overview of patterns of employment and the gender division of labour follows. The required social and educational background, age, experience, and personal qualities of the women are explored. Their integration into existing structures, and the reaction of male colleagues, are examined through debates over 'official' titles, powers, attitudes and uniforms; and salaries and conditions of service. Systems of training and qualification are analysed, from the advent of women sanitary inspectors in the 1890s, to the gradual evolution of separate health-visitor training in the early twentieth-century. The organisational and campaigning activity of the women is placed within the context of the wider women's and labour movements. Finally, the thesis looks forward to the later inter-war period, confirming the continued complexity of middle-class female health activism in the 1920s and 1930s.

O objetivo deste estudo foi analisar se o Programa Pró-Equidade de Gênero e Raça da Prefeitura Municipal de Curitiba (PMC) alterou a percepção de servidoras(es) sobre a concepção de divisão sexual do trabalho. A divisão sexual do trabalho é o conceito que permitiu identificar e compreender as relações hierárquicas (princípio da hierarquização) baseado na atribuição de um valor social e econômico maior às ocupações masculinas em relação às femininas, além disso, considera o trabalho da mulher secundário e o seu salário complementar à renda familiar. E o princípio da separação identificando os lugares ocupados por homens e mulheres na instituição (trabalho produtivo) e no trabalho reprodutivo e doméstico concordando com a construção histórica e social que associa as mulheres a setores ocupacionais como o magistério, a saúde e assistência social, consideradas uma extensão das funções do cuidado na família, da afetividade e os homens às engenharias, à tecnologia da informação, ocupações relacionadas às ciências exatas associadas à razão, criando um viés de gênero nas relações de trabalho. Para identificar possíveis desigualdades de gênero no ambiente laboral comparou-se os vencimentos básicos iniciais de algumas carreiras, o processo de ascensão a cargos de chefia e a faixa salarial em que se encontravam servidoras e servidores na Prefeitura Municipal de Curitiba. Investigou-se também, a percepção de implementadoras e beneficiárias(os) do Programa, sobre a divisão sexual do trabalho. A metodologia empregada para a condução da investigação foi a pesquisa qualitativa de caráter interpretativo utilizando a entrevista estruturada e semiestruturada como instrumentos para coleta dos dados. As entrevistas foram divididas em dois grupos, a seguir: a) implementadoras do Programa Pró-Equidade de Gênero e Raça e b) professoras(es) e engenheiras(os) beneficiárias(os). A análise dos documentos disponibilizados pela Secretaria de Políticas para as Mulheres da Presidência da República e pela Prefeitura Municipal de Curitiba complementou o caminho investigativo desta pesquisa. Traz como resultado a percepção das(os) servidores(as) beneficiários(as) e das implementadoras sobre uma política que prevê mudanças culturais na instituição e na gestão de pessoas. Cabe salientar que o programa prevê nos seus objetivos identificar as relações discriminatórias de raça, orientação sexual, geracional e da pessoa com deficiência que não foram analisados nesta pesquisa. Fator que possibilita a continuidade do processo investigativo e fica como sugestão para pesquisas futuras.
The objective of this study was to analyze if the pro equity program of gender and race in the PMC, changed the perception of the servants on the conception of sexual division of labor. The sexual division of labor is the concept that allows identifying and understanding the hierarchical relations (principal of hierarchization) based on the attribution of social and economic value most male occupations in relation female, besides that, considerers the female work‟s secondary and her salary supplement to the family income. And the principle of separation identifying the places occupies by man and woman in the institution (productive, reproductive, and domestic work) agreeing with the historical and social construction that associates woman to occupational sectors like “mastertship”, nursering and social assistance, considered an extension of the family functions like taking care and family affections. And the man is associate to engineer, technology information and occupations related to exact science all professions associate to reason, creating a bias of gender in labor relations. To identify possible inequalities of gender in the work ambiance, I have compared the initial basic duration of some careers, the ascension process to higher positions and the salary that both servants and servers in the PMC. Was also investigated the perception of implements and beneficiaries of the program, over the sexual labor division. The methodology used for conduct the investigation was the qualitative research interpretive character using the structured and semi structured interviewed as instruments of data collect. The interview was divided in two groups, to follow: a) implements of pro-equity program of gender and race and b) professors and engineers beneficiaries. The analyzes of documents provided by the Secretaria de Politícas para as Mulheres da Presidência da República and by the PMC complemented the investigative path of this research. Bring as result a perception of beneficiaries servants and implementing on a policy which provides for cultural changes in the institution and in the management of people. It should be noted that the program foresees that in its objectives identify the discriminatory relations of race, sexual orientation, generation and disable person who were not examined in this study. Factor that enables the continuation of the investigation process and is a suggestion for a future research.

"Issues of gender have always, and continue to, inhibit women from access to public office. With the increase of gender mainstreaming and struggle for equality, the internntional community has become increasingly aware of the absence of women in politics. The aims of this dissertation is not only, however, to be conscious of women's absence in politics, but to also take steps to redefine sound strategies to implement gender equality in terms of the political participation of women on the part of governments. This dissertation will focus on the place accorded to South African women in relation to the consolidation of a fairly new democracy, compared and contrasted to the struggle of their Cameroonian counterparts within the context of a much older democracy. Moreover, ratified conventional instruments as well as domestic constitutional dispositions currently in force in Cameroon dictate gender equality, thus calling for the implementation of special measures to enhance the participation of women. Yet, there have been no serious efforts on the part of Cameroon to revise or abrogate numerous coexisting discriminatory provisions and practices that perpetrate systematic discrimination against women in various ways within existing institutions. ... Chapter one sets out the scope of the study through the identification of the research problem and outlines the chosen methodology. This chapter also states the aims and objectives of the paper as well as its limitations. Chapter two considers the international and regional provisions governing women's rights. The main aim of this chapter is to recoup dispositions in human rights instruments with specific reference to gender equality and the participation of women in public life. Chapter three gives a historical backdrop of the participation of women in politics in both countries and sets out the domestic and constitutional provisions that relate to the status of women in politics in both Cameroon and South Africa. It also contains case studies to elucidate the particular challenges faced by women in these two countries. Chapter four analyses the extent to which Cameroon and South Africa have complied with international, regional as well as national human rights standards pertaining to women's political participation rights. The final chapter will contain conclusions and recommendations." -- Introduction.
Thesis (LLM (Human Rights and Democratisation in Africa)) -- University of Pretoria, 2004.
Prepared under the supervision of Dr. Letitia van der Poll, Faculty of Law of the University of the Western Cape, South Africa
http://www.chr.up.ac.za/academic_pro/llm1/dissertations.html
Centre for Human Rights
LLM

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This doctoral thesis focuses on gender-based violence against women and the work of the Mato Grosso do Sul Public Prosecutor’s Office to fight it from an ethnic-racial perspective. The objective is to analyze why gender-based violence against black women grows, according to official data. To do so, the context of racism in Brazil is studied; the notion of intersectionality – occurrence of multiple factors of discrimination (racism, sexism and classism) – is explored, demonstrating why black women are in a situation of greater vulnerability. The theoretical support is based on Pierre Bourdieu’s teachings and on Joan Wallach Scott and Judith Butler’s definitions, regarding the relations of power and domination. Heleieth Saffioti’s writings, contextualizing the trajectory of women in time, have also been considered, as well as Ana Lúcia Sabadell’s work and Hugo Nigro Mazzilli’s teachings, especially regarding the performance of the Public Prosecutor’s Office. The historical-philosophical approach addresses the issue in a general manner, seeking elements to understand the process that has made women the object of this kind of violence. Another aspect studied is the prevention of and struggle against gender-based violence against women both at international level, analyzing the regulatory documents for the confrontation, and at national level, focusing on an analysis of the impacts arising from the enactment of Law 11,340 / 2006 (Maria da Penha Law), especially examining the procedural nature of crimes committed in situations of domestic violence, which remain the majority in statistics. Empirically, the focus falls on local initiatives of Mato Grosso do Sul Public Prosecutor’s Office and the situation of gender-based violence against black women, analyzing several sources of information, such as classics of philosophy and feminism history, international conventions on relevant legislation – especially the abovementioned law –, and quantitative data on the subject. With this study, gender-based violence against women in Mato Grosso do Sul and the strategies undertaken to confront it were outlined
Esta tese de Doutoramento tem como tema a violência de gênero contra a mulher e a atuação do Ministério Público de Mato Grosso do Sul para combatê-la, com recorte de sua perspectiva étnico-racial. Seu objetivo é problematizar a razão pela qual cresce a violência de gênero contra a mulher negra, conforme dados oficiais. Para tanto, analisa-se o contexto do racismo no país; conceitua-se a interseccionalidade – concorrência de múltiplos fatores de discriminação (racismo, sexismo e classismo) –, que deixa a mulher negra em uma situação de maior vulnerabilidade. Quanto ao suporte teórico, apoia-se nos ensinamentos de Pierre Bourdieu, e nas definições de Joan Wallach Scott e Judith Butler, no que tange às relações de poder e dominação, bem como se utiliza da escrita de Heleieth Saffioti, contextualizando-se a trajetória da mulher no tempo. Vale-se, ainda, das digressões de Ana Lúcia Sabadell e dos ensinamentos de Hugo Nigro Mazzilli, em especial no que se refere à atuação do Ministério Púbico. A abordagem histórico-filosófica trata a questão em linhas gerais, buscando elementos para compreender o processo que transformou a mulher em objeto dessa violência. Outra vertente abordada é a prevenção e o combate contra a violência de gênero contra a mulher tanto no âmbito internacional, analisando os documentos regulatórios para o seu enfrentamento, quanto no plano nacional, privilegiando-se aqui a análise dos impactos decorrentes da Lei nº 11.340/2006, Lei Maria da Penha; com relevo para exame da processualística própria dos delitos cometidos em situação de violência doméstica, os quais permanecem majoritários nas estatísticas. Empiricamente, enfocam-se iniciativas locais de Mato Grosso do Sul, a atuação do Ministério Público e a situação de violência de gênero contra a mulher negra, analisando-se diversificadas fontes de informação, como clássicos da filosofia, da história do feminismo, convenções internacionais sobre a matéria e legislação brasileira pertinente, sobretudo a supracitada lei, e dados quantitativos referentes ao tema. Com esse estudo, delineou-se a violência de gênero contra a mulher em Mato Grosso do Sul e as estratégias empreendidas para o seu enfrentamento

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Conselho Nacional de Pesquisa e Desenvolvimento Científico e Tecnológico - CNPq
This research is the result of inquiries relating to the many and cruel improsoned women`s rights violation in the prison system in the state of São Paulo. In order to carry out this study, the capitalist society`s path has been outlined considering this system as a way to underestimate women`s rights in this system. Furthermore, a prison system`s research was carried out in regards to mothers who are imprisoned as well as interviews with experts that work on this field in order to analyze how the Institutional policies in regards to the Public Deffender`s Office named “Mães em Cárcere“ [imprisoned mothers] as well as its performance and challenges. The policies for “Mães em Cárcere” were established in 2011 through dialogues involving Pastoral of Prisoners (Pastoral Carcerária), Land, Work and Citizenship Institute, Public Defender’s Office (Defensoria Pública) among other public institutions that aim at supporting this group. Given the fact that in the state of São Paulo is the place where an increase of criminality levels is observed, the research suggests there is a focus on criminalizing poor suburban work-class layers based on capital. This research finally aims at showing how our society violates these women`s rights leaving ever-lasting wounds in themselves and their families
A pesquisa que ora é apresentada é fruto de indagações referentes às diversas violações de direitos sofridas por mulheres mães encarceradas no sistema penitenciário do Estado de São Paulo. Para elaboração desta pesquisa, foi realizado um levantamento do percurso do sistema prisional em especial, no que tange as mulheres mães nessas instituições, como também, entrevistas com profissionais que atual nesse segmento. Ainda traz, conhecimento sobre a existência e de como se desenvolve a Política “Mães em Cárcere”, bem como sua atuação e seus principais desafios. A Política “Mães em Cárcere” foi constituída em 2011, através de diálogos entre a Pastoral Carcerária, Instituto Terra Trabalho e Cidadania (ITTC), Defensoria Pública e outros órgãos públicos, com objetivo de garantir os direitos das mulheres mães encarceradas, demarcando principalmente o Estado de São Paulo. Ademais, deu enfoque ao aumento abusivo do encarceramento em massa, com o discurso de atuar na chamada criminalidade, mas que demonstra uma clara intenção de criminalizar uma camada da classe trabalhadora que vive nos espaços mais segregados da sociedade, buscou-se nesta pesquisa, ressaltar as situações vivenciadas pelas mulheres mães encarceradas, sendo possível, constatar entre as diversas violações de direitos, que essas acontecem de formas brutais e perversas, deixando sequelas irreparáveis nas mulheres e suas famílias

Women make up a majority of those employed in higher education, yet they are still a minority in leadership positions. Completing a doctoral degree, relocating for career advancement, and working in demanding, high time commitment roles are typically required to achieve the chief student affairs officer (CSAO) position, as well as contributors to burnout and attrition in the field. This study sought to gain a deeper understanding of the intersection of career progression (work), balance (nonwork) and relationships (network) of women chief student affairs officers, specifically, how gender is an influence, understanding life roles and whether there is a cost of achievement in the field. The literature in the field suggests the achievement and constant maintenance of balance, which is viewed through a male construct, is the norm. It is evident that the need to understand the particular phenomenon of work and nonwork intersections of women, particularly in the chief role, gives voice to an issue for women that have been rarely heard in the field. This study utilized the naturalistic inquiry paradigm of research. The author conducted in-depth interviews of nine women CSAOs at colleges and universities across the United States. Data were analyzed using a constant comparative method which allowed the findings to emerge. The results show that women CSAOs felt that gender had a clear impact on their career both in their choices and how they were treated by others. The impact of gender has been felt at all stages in their careers including in their roles as CSAOs on issues of discrimination, leadership style, spousal expectations, and choices regarding if and when - or whether - to have children. Respondents also articulated the different domains of their life in terms of roles, but did not seem them as distinctly separate in the manner in which they manage their lives. Additionally, all of the respondents felt their public and private lives intersected and that keeping them in separate domains was not only impossible, but unnecessary. Lastly, there were significant and ongoing costs of achievement in the field, mostly notably lack of friends and short and/or long term health problems.

Thesis (Ph.D.)--York University, 2008. Graduate Programme in Political Science.
Typescript. Includes bibliographical references (leaves 378-413). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:NR39007

Improving the implementation of family planning through integration with HIV services is vital to reduce maternal and child morbidity and mortality that has been a concern especially in developing countries like Ethiopia (UNFPA 2016). The aim of this study was to develop a strategic plan that could facilitate the implementation of an integrated family planning and HIV services at the public health centre level. The researcher utilized an explanatory sequential mixed method design with quantitative data collected in the first phase and qualitative data collected in the second phase. Data were collected from 403 clients in face-to-face structured interviews and from 305 service providers by means of a self-administered questionnaire. Descriptive analysis was applied to describe the findings of the study. Significance testing between variables was computed by odds ratio, p-value and 95% confidence interval. Bivariate and multi-variate logistic regressions were used for the analysis. In Phase 1, awareness of family planning methods, male involvement, marital status, client satisfaction, family income, waiting time, training, awareness of policies/guideline and transport availability were statistically significant challenges identified by clients and service providers. The client and service provider respondents identified previous use of family planning, men’s involvement, client satisfaction, availability of behavioural change communication materials, accessibility, budget, infrastructure and medical resources as opportunities. In phase 2, the researcher utilized the nominal group technique (NGT) to collect qualitative data from programme officers. Twenty-four programme officers from 10 sub city health offices, city and national level participated in two nominal groups, consisting of 12 participants each. Multiple group analysis was used to analyse the data from the nominal groups. The five strategies ranked as the most important were leadership and management; capacity building; implementation of policies and guidelines; advocacy/awareness, and infrastructure. The findings in phase 1 and phase 2 formed the basis for the development of a strategic plan using the process planning model. The strategic plan was developed and validated with the active participation and involvement of programme officers. The plan is intended to be implemented by service providers and programme officers to facilitate the implementation of integrated family planning and HIV services at the public health centre level.
Health Studies
D. Litt et. Phil. (Health Studies)

AbstractDespite achieving the right to stand for parliament, women’s role as wife and mother was expected to largely preclude political ambitions. Parliaments resisted the presence of women, even as Hansard reporters, although out of public view they filled administrative roles in the offices of parliamentarians and ministers. Politics remained a ‘two-person career’, with wives expected to contribute unpaid political support for their husbands, as well as managing family and household. The eventual inflow of younger women into parliament in the 1990s (in Australia, after the adoption of party quotas) led to a struggle to convert a masculine institution into a family-friendly one. Babies in the chamber could no longer be treated as ‘strangers’ and parental leave and childcare were needed. Women took on prominent roles in ministers’ offices, though such positions of influence could be perilous. This chapter tracks changing perspectives on the social expectations, organisational practices and institutional norms that served to exclude women from political careers or to constrain their contribution once they had arrived in parliament.

AbstractAs we saw in Chap. 10.1007/978-3-030-91971-9_1, the gendered transfer of labour globally and within Europe has been the focus of attention and the core of the discourse concerning the feminization of migration. Whilst gendered labour migrations are not new, their composition, extent, and how we analyse them, theoretically and methodologically, have evolved. As data show, migrants and especially females, are heavily concentrated within certain sectors producing not just a migrant division of labour (Wills et al., 2010) but a gendered migrant division of labour. Some sectors such as household services (domestic work and care) or social reproductive labour are not only predominantly female but, especially in Southern Europe, overwhelmingly filled by migrant women. Although this type of work has attracted much attention in studies of female labour migration, other sectors, both lesser skilled and more skilled, have also relied heavily on female migrant labour but have been much less studied. Mirjana Morokvasic (2011) questioned the basis of our preoccupation about migrant women as subaltern and victims, exclusively filling low skilled sectors. Thus domestic and care workers have become the emblematic figures of globalised migrations in stark contrast to the easily mobile male IT worker (Kofman, 2013). This is not to deny that domestic and care work globally employ more migrant women than any other sector, and that demand has not grown in response to the inadequacies of public provision across different welfare regimes, leading to the search for cheap solutions to fulfil reproductive needs by using migrant workers, including men. However it does raise issues around our lack of attention to other low skilled sectors such as hospitality and contract and commercial cleaning in hospitals, offices and public spaces, which also employ large numbers of migrants. Skilled labour, especially in welfare sectors, such as education, health and social work is also sourced globally to make good shortfalls in professional reproductive labour (Kofman & Raghuram, 2015). Thus at all skill levels migrant women are employed disproportionately in diverse sectors of social reproduction in sustaining the wellbeing of the household and of society more generally.

The extraordinary partnership that Beatrice and Sydney Webb embarked on when they married in 1892 spanned almost fifty years and left a lasting mark on British sociology, social welfare policy, and public administration. Groomed to make a Society marriage, Beatrice Potter (1858-1943) grew up believing that love and career were incompatible goals for a woman. Her disastrous relationship with the prominent, domineering politician Joseph Chamberlain reinforced that conviction. After it became clear that they would not marry, Beatrice made a name for herself as a social investigator, studying London’s poor in the late 1880s. But she could not shake off her obsessive love for Chamberlain. When Sidney Webb (1859-1947), a Fabian Socialist and a clerk in the Colonial Office, fell in love with Beatrice in 1890, he assured her that she could enjoy love and work. After a year of agonizing doubt, she agreed to marry him because she believed he would be the ideal partner for her work. But she was not passionately in love with him, as she had been with Chamberlain. She did not find Sydney physically attractive and was embarrassed by his lower class origins. It took Beatrice ten years to be fully happy with Sidney and a marriage that was focused almost entirely on work. Instead of having children, they wrote books together. They investigated social and economic issues, campaigned for sweeping changes in education and social policy, sat on government commissions, and were instrumental in founding the London School of Economics. When they married, Sidney vowed they would show the world what a marriage of true equals looked like. Beatrice agreed, but always recoiled from any suggestion that she was the dominant partner in the relationship. Their collaboration, in sharp contrast to the Youngs’ partnership, was fundamentally egalitarian: it acknowledged Beatrice’s contributions as much as Sidney’s and allowed each to play a variety of public roles. Beatrice headed a public campaign to rewrite Britain’s Poor Law legislation, and sat on several government commissions during World War I. Sidney was elected to Parliament and held two Cabinet posts. They are buried together in Westminster Abbey, the only non-royal couple to be so honored. But their seemingly idyllic union was marred for many years by Beatrice’s yearning for a more romantically compelling partner than Sydney and her sublimated passion for the dominating Chamberlain.

Abstract In 1910 Alice Stebbins Wells was hired by the Los Angeles Police Department in the USA; in late 1915 Edith Smith was sworn in and given arrest powers in Grantham in England. There are other claims to both titles, but these two women are generally agreed to have been the first proper policewomen in their respective countries (Horne 1975; Lock 1979). Notable parallels exist between developments in both countries: women organized and campaigned in the USA and England for women police, women themselves actively sought office. For much of the twentieth century, women were a tiny minority of officers in both nations, confined to specialist roles, and this was, on the whole, what the campaigning pioneers had sought. As we shall see in later chapters, many of the problems faced are shared by female officers in both countries as are the policy issues concerning women on patrol, in public order situations, in handling violence, or in equal opportunities.

Although extant literature on chief diversity officers in higher education has provided insight into their roles, priorities, and standards of practice, few studies have exclusively explored the perspectives and experiences of Black women CDOs. This qualitative study draws on theories of organizational change, critical race theory, and critical race feminism to make meaning of and interpret the experience as an inaugural Black woman chief diversity officer at a public regional institution in the South, with a focus on the author's experience leading the strategic planning process. This study advances the research on Black women in higher education, spotlighting the distinctive, layered, and intersectional journey of one Black woman CDO working in a predominately White institution in the South.

Abstract Need I tell you that the women were always ready to press into these places of horror, going to them in torrents of rain, groping their way by dim lantern-light, at all hours of night, carrying spirits and ice-water; calling back to life those in despair from utter exhaustion, or again and again catching for mother or wife the last faint whispers of the dying? That women were deeply involved with the conduct of the American Civil War was not new. Women have always accompanied armies, perhaps as officers’ wives but more likely as laundresses and/or camp followers. In the latter capacity they have, of course, been “public women.” What was new about the Civil War was the fact that a few women were presuming to suggest to various generals how best to conduct the war. In addition, in both North and South, women nursed with devotion-without sacrificing their respectability-and saved lives. In the North they organized for relief on a completely unprecedented scale. A smaller group organized the Women’s National Loyal League to pressure Congress to pass the Thirteenth Amendment. Inspired by Stowe’s great novel Uncle Tom’s Cabin, northern soldiers marched off to battle singing Julia Ward Howe’s “The Battle Hymn of the Republic.” In other words, women’s writing was central to the culture during this period. And when the war ended, a plethora of books appeared, celebrating the heroic efforts of all these remarkable women.

Abstract Thirteen years after Tocqueville proclaimed the superiority of self-sacrificing American wives, a group of women met in Seneca Falls, New York, to consider the “social, civic and religious conditions and rights of woman” and reject their domestic martyrdom. This first official gathering of what would become the women’s rights movement resulted from the refusal of powerful men within abolitionist organizations to recognize female delegates and officers or to allow women to make speeches in public. The meeting at Seneca Falls made history, not least for being the first public demand for the vote by an organized group of women in America.

In the late nineteenth century, bodies, race, and gender expression determined who would make a good police officer. The need for police to be good fighters made Irish officers necessary because of, and not despite, their alleged ability to brawl. The masculinity of police was also hotly debated by an anxious public due to concerns over their ability to police white women in a respectful way. Informed by racial science, early eugenics, and anti-vice and corruption investigations of the era, NYPD commissioner Theodore Roosevelt articulated a scientific vision of a hierarchy of races based on how well they could serve as police officers.

The article covers the issue of the personal psychological safety of police officers. A theoretical analysis of the scientific literature was conducted, which resulted in a definition of the psychological safety of the individual police officer. PhIlosophical interpretations of the term ‘Safety’, in the ancient World, New Age, and the contemporary world have been considered (Platon, T. Gobbs, J.J. Russo, G.V. Gegel, N.A. Berdyaev). The psychological definitions of the term ‘Psychological Safety’ have been analysed (A. Maslow, A. Adler, Sullivan, M.A. Kotik, T. S. Kabachenko, I.A. Baeva, O.Y. Zotova, E.E. Pronina). The article describes specific traits of the professional activity of police officers, e.g., the operational environment, sudden job changes, permanent interaction with criminals, physical and psychological fatigue, high-level responsibility, the lack of sleep and recreation, etc. The study of the specificity of the personal psychological safety of police officers was divided into several phases. The first phase consisted in enquiring, upon which 47% of respondents were found out to feel psychologically unsafe, which proves the relevancy of studying this phenomenon. Furthermore, the technique ‘Motivation Diagnostics’ suggested by A.A. Akindinova was used, which has allowed the dominant needs of police officers to be determined: the need for safety, and the need for self-fulfillment. At the final phase, the authors employed the ‘Free Association Technique’, and have thereby found that 69% of respondents associate their safety with serenity, 62% - with protectiveness, 31% - with confidence, and 23% - with comfort/reliability. Moreover, here are differences in the subjective perception of safety in women (protectiveness), and in men (serenity).

The study aims to explore the various facets of victimization of women and girls in public urban areas and perception of security of spaces they use in everyday life. For this purpose, 776 girls and women aged 10 to 65 from the area of Novi Pazar was surveyed. Research results indicate that women and girls greatly fear for their safety in public spaces and are daily exposed to different forms of violence and harassment. Unlit streets, lack of video surveillance, absence of police officers, lack of adequate night public transportation, presence of male persons abusing PAS are some of the occurring factors that make women and girls uncomfortable when using urban public spaces. Although respondents fear physical violence, especially sexual harassment, rape, being followed or stalked, the types of victimization they frequently experience are related to verbal violence such as intrusive and offensive questions about private life, insults, sexually suggestive jokes, comments about their appearance, inappropriate looking etc. Bearing in mind that these experiences greatly influence their daily lives, mobility, social activity, and overall quality of life, it is important to create urban security policies and strategies which will take into consideration women`s and girls` experience of victimization in urban areas.

Abstract: Rajasthan pioneered the Panchayati Raj (council of five elected members) Act by providing 50% quota to the women belonging to the marginalized sections under the Rajasthan Panchayati Raj (Second Amendment) Bill, 2008 to improve the political participation of women in the rural local self-government. In this paper, I have analyzed the effects of holding positions in the private and public domains of the elected women representatives (EWRs) and the subtle but powerful practice of caste and gender intersectionalities. Under the constructivist paradigm, the data collected through the semi-structured interview of 22 EWRs and 9 appointed women officials were thematically analyzed. It was found that women are still used as ‘seat warmers’ or ‘proxy’ leaders which highlights the ineffective role of the state. The patriarchal practices perpetrated through caste and gender intersectionalities make women vulnerable to silent violence by recognizing their primary role as domestic workers and caregivers and their veiled faces with silent mouths as ‘present’ in the village office. The instrumental value of the male representatives (MRs) makes the state a perpetrator of this violence. The improved training and accountability of the elected women members in the office and working beyond implementing the government schemes will enable holistic women empowerment. Keywords: Panchayat, elected women representatives, private and public spheres, caste and gender intersectionalities

This study explores the acute problem of personal safety, particularly when walking alone at night, a concern that resonates globally across various demographics. The core of this issue lies in the alarming statistics indicating that in the UK, every second woman and every seventh man do not feel safe in such circumstances, with two out of three women experiencing public sexual harassment annually (Office for National Statistics, 2022). This widespread fear not only impacts mental and physical well-being but also the fundamental freedom of movement, contributing to broader societal and gender inequalities. In this paper, a smart wearable badge is presented to be worn by users walking at night, but more specifically women, children, students, and late-night workers. Unlike conventional safety gadgets, the badge operates on the principles of 'Prevent, Protect, and Provide' with a particular emphasis on prevention.The technology is not merely a reactive tool but a proactive deterrent, visibly indicating protection and thus potentially preventing incidents. Furthermore, its integration with cloud technology for evidence storage and its capacity to trigger an immediate response in crisis situations set it apart from existing solutions.This paper aims to dissect the effectiveness of such a badge in mitigating the fear and reality of walking alone at night. By examining its technological framework, user needs, and real-world applicability, the badge stands as a significant advancement in personal safety technology and clearly shows a positive potential impact on societal norms and individual well-being.

Psychosocial risks at work can be defined as a set of risks resulting from the employee's interaction with the work environment, the nature and organization of work and interpersonal relationships both inside and outside the workplace. Data collection was provided through an online questionnaire survey in December 2021 in 5 selected Labour Offices in the Czech Republic. A special questionnaire was prepared and tailored to the needs of workers exposed to demanding communication with clients. This questionnaire survey was done after the pilot study to ensure the adequacy of the questions, comprehensiveness of the contents, and clearness of instructions. The questionnaire was divided into the mandatory part with Demographic data (7 questions), Work with the client (10 questions) and Resilience (10 questions). Optional areas of the questionnaire covered Communication with superior and team (9 questions), Nature of the work (8 questions), Work organization (9 questions), Job evaluation (5 questions), and Job change, digitalization and unexpected crises (4 questions). A total number of 1168 questionnaires were included for further analysis. The study group consisted of 93% women and 7% men. The biggest age group of respondents was between 50 to 64 years (33%). The results showed the highest satisfaction of employees in the area of communication at the workplace, whereas employees were most dissatisfied with work changes. For 58% of respondents, communication with the work team and superior impacted their job satisfaction. If there was a conflict or escalation of communication when dealing with a client at the counter at the Labour Office, only 1.7% of respondents stated that they had equipment at the workplace place to signalize and monitor the potentially dangerous clients. Our results demonstrated several very problematic areas of psychosocial risks at the workplaces of Labour Offices.Acknowledgements:This result was financially supported by institutional support for the long-term conceptual development of the research organization for the years 2018–2022 and it is a part of the research task 10-S4-2021-VÚBP “Possibilities for intervention measures for employees exposed to demanding communication with clients in public administration with a focus on employment offices”, solved by the Occupational Safety Research Institute in cooperation with the National Institute of Public Health in the years 2021–2023.This research was supported by the Ministry of Health of the Czech Republic - RVO(National Institute of Public Health - NIPH, 75010330)

INTRODUCTION The crowded conditions within camps for refugees and internally displaced people create risk environments for unmitigated transmission of SARS-CoV-2. Within one such setting, Cox’s Bazar, Bangladesh, MSF distributed face masks in July-August 2020 for use by people living in eight camps to reduce transmission risks. However, uptake of face masks within camp populations and the factors influencing use are not well understood. METHODS We conducted a multi-level triangulation mixed-methods study in March 2021 in Cox’s Bazar. Field observations were undertaken in public spaces in four camps, noting individuals’ facemask use (appropriate versus not), use of other types of face covering (e.g., headscarf), and gender. We also analysed photographs posted on Twitter during March 2021 that were geotagged in the Cox’s Bazar area, posted with a specific keyword, or posted by connected accounts and tweets. Photographs were also categorised by facemask/headscarf use and gender. Finally, we conducted 32 in-depth interviews to understand perceptions and barriers around mask use. Qualitative data were analysed thematically using NVivo. ETHICS This study was approved by the Office of the Civil Surgeon, Cox’s Bazar, Bangladesh and by the MSF Ethics Review Board. RESULTS We made 3,152 public observations. Only 190/3,152 (6%) were using a mask appropriately. Men were more likely to be seen using any visible standard facemask appropriately than women (odds ratio, OR, 1.5, 95% confidence interval 1.1-2.2, p-value 0.037). Most women were observed wearing headscarves that precluded observing if masks were worn underneath. The content of 20 tweets were analysed. One photograph showed one person wearing a mask correctly; in 17 photographs individuals wore no face covering and in 2 wore scarves. Qualitative data suggested participants were aware of the importance of mask use but highlighted several reasons for not wearing them, including the fear of being insulted for wearing a mask due to the association between mask use and having Covid-19; a view that they were unnecessary because there was little Covid-19 in the camps; experiences of physical difficulties or discomfort whilst wearing masks; and a belief that wearing facemasks was unnecessary because “life or death is up to Allah”. Participants highlighted the current shortage of masks in the camps as well as adverse consequences of insufficient masks, and requested further distribution. CONCLUSION These findings suggest low adherence to recommendations around mask use in this camp setting. Multiple strategies need to be considered, including better distribution strategies and improved messaging and engagement with religious and community leaders to increase facemask use in settings such as Cox’s Bazar. CONFLICTS OF INTEREST None declared.

Objective: The objective of the study was to link Swiss food consumption data with demographic data and 30 years of Swiss health data and apply data mining to discover critical food consumption patterns linked with 4 selected chronical diseases like alcohol abuse, blood pressure, cholesterol, and diabetes. Design: Food consumption databases from a Swiss national survey menu CH were gathered along with data of large surveys of demographics and health data collected over 30 years from Swiss population conducted by Swiss Federal Office of Public Health (FOPH). These databases were integrated and Frequent Pattern Growth (FP-Growth) for the association rule mining was applied to the integrated database. Results: This study applied data mining algorithm FP-Growth for association rule analysis. 36 association rules for the 4 investigated chronic diseases were found. Conclusions: FP-Growth was successfully applied to gain promising rules showing food consumption patterns lined with lifestyle diseases and people’s demographics such as gender, age group and Body Mass Index (BMI). The rules show that men over 50 years consume more alcohol than women and are more at risk of high blood pressure consequently. Cholesterol and type 2 diabetes is found frequently in people older than 50 years with an unhealthy lifestyle like no exercise, no consumption of vegetables and hot meals and eating irregularly daily. The intake of supplementary food seems not to affect these 4 investigated chronic diseases.

"Sandwich generation" is a term that denotes a generation whose members, at one stage of their life, take care of their descendants and their aging parents at the same time. The combination of the parental role and the informal care of elderly family members represents the squeeze of the life cycle, i.e. pressure from both younger and older family members, and has its own sociological, cultural, economic, demographic and numerous other dimensions. The goal of the research in this paper was to identify the "sandwich generation" in Serbia from a demographic perspective, using quantitative methods. In the absence of longitudinal and qualitative research, as the most reliable sources of data for the study of this social phenomenon, the examining whether the existing social statistics have data that can support research of this type, was the first step approaching the work. As the most suitable source of data, the European Health Interview Survey (EHIS) was chosen, which was carried out in 2019 in the organization of the Statistical Office of the Republic of Serbia and the Institute for Public Health "Dr Milan Jovanovic Batut". For the purposes of this work, a secondary analysis of data from EHIS was performed, and thus the research capacities of EHIS in this issue were examined and, at the same time, some methodological solutions were offered. The research was conducted on the basis of 975 cases from a sample of 13,178 respondents. The group of respondents was selected on the basis of questions about the provision of informal care, analysis of the structure of households to which they belong and the kinship relationship of household members, from which the parental role was also detected. Defining the demographic profile of this contingent of persons included determining the age-sex structure, marital and work status, level of education, but also the description of accompanying information - the frequency and duration of care provision. Statistical analysis of the data showed that a typical representative of the "sandwich generation" is a woman, aged 45-59, married, employed, with a medium level of education, and that she provides help to an older family member at least 10 hours a week.

Attention to safety and health are of ever-increasing priority to industrial organizations. Good Safety is demanded by stockholders, employees, and the community while increasing injury costs provide additional motivation for safety and health excellence. Safety has always been a strong corporate value of DuPont and a vital part of its culture. As a result, DuPont has become a benchmark in safety and health performance. Since 1990, DuPont has re-engineered itself to meet global competition and address future vision. In the new re-engineered organizational structures, DuPont has also had to re-engineer its safety management systems. A special Discovery Team was chartered by DuPont senior management to determine the “best practices’ for safety and health being used in DuPont best-performing sites. A summary of the findings is presented, and five of the practices are discussed. Excellence in safety and health management is more important today than ever. Public awareness, federal and state regulations, and enlightened management have resulted in a widespread conviction that all employees have the right to work in an environment that will not adversely affect their safety and health. In DuPont, we believe that excellence in safety and health is necessary to achieve global competitiveness, maintain employee loyalty, and be an accepted member of the communities in which we make, handle, use, and transport products. Safety can also be the “catalyst” to achieving excellence in other important business parameters. The organizational and communication skills developed by management, individuals, and teams in safety can be directly applied to other company initiatives. As we look into the 21st Century, we must also recognize that new organizational structures (flatter with empowered teams) will require new safety management techniques and systems in order to maintain continuous improvement in safety performance. Injury costs, which have risen dramatically in the past twenty years, provide another incentive for safety and health excellence. Shown in the Figure 1, injury costs have increased even after correcting for inflation. Many companies have found these costs to be an “invisible drain” on earnings and profitability. In some organizations, significant initiatives have been launched to better manage the workers’ compensation systems. We have found that the ultimate solution is to prevent injuries and incidents before they occur. A globally-respected company, DuPont is regarded as a well-managed, extremely ethical firm that is the benchmark in industrial safety performance. Like many other companies, DuPont has re-engineered itself and downsized its operations since 1985. Through these changes, we have maintained dedication to our principles and developed new techniques to manage in these organizational environments. As a diversified company, our operations involve chemical process facilities, production line operations, field activities, and sales and distribution of materials. Our customer base is almost entirely industrial and yet we still maintain a high level of consumer awareness and positive perception. The DuPont concern for safety dates back to the early 1800s and the first days of the company. In 1802 E.I. DuPont, a Frenchman, began manufacturing quality grade explosives to fill America’s growing need to build roads, clear fields, increase mining output, and protect its recently won independence. Because explosives production is such a hazardous industry, DuPont recognized and accepted the need for an effective safety effort. The building walls of the first powder mill near Wilmington, Delaware, were built three stones thick on three sides. The back remained open to the Brandywine River to direct any explosive forces away from other buildings and employees. To set the safety example, DuPont also built his home and the homes of his managers next to the powder yard. An effective safety program was a necessity. It represented the first defense against instant corporate liquidation. Safety needs more than a well-designed plant, however. In 1811, work rules were posted in the mill to guide employee work habits. Though not nearly as sophisticated as the safety standards of today, they did introduce an important basic concept — that safety must be a line management responsibility. Later, DuPont introduced an employee health program and hired a company doctor. An early step taken in 1912 was the keeping of safety statistics, approximately 60 years before the federal requirement to do so. We had a visible measure of our safety performance and were determined that we were going to improve it. When the nation entered World War I, the DuPont Company supplied 40 percent of the explosives used by the Allied Forces, more than 1.5 billion pounds. To accomplish this task, over 30,000 new employees were hired and trained to build and operate many plants. Among these facilities was the largest smokeless powder plant the world had ever seen. The new plant was producing granulated powder in a record 116 days after ground breaking. The trends on the safety performance chart reflect the problems that a large new work force can pose until the employees fully accept the company’s safety philosophy. The first arrow reflects the World War I scale-up, and the second arrow represents rapid diversification into new businesses during the 1920s. These instances of significant deterioration in safety performance reinforced DuPont’s commitment to reduce the unsafe acts that were causing 96 percent of our injuries. Only 4 percent of injuries result from unsafe conditions or equipment — the remainder result from the unsafe acts of people. This is an important concept if we are to focus our attention on reducing injuries and incidents within the work environment. World War II brought on a similar set of demands. The story was similar to World War I but the numbers were even more astonishing: one billion dollars in capital expenditures, 54 new plants, 75,000 additional employees, and 4.5 billion pounds of explosives produced — 20 percent of the volume used by the Allied Forces. Yet, the performance during the war years showed no significant deviation from the pre-war years. In 1941, the DuPont Company was 10 times safer than all industry and 9 times safer than the Chemical Industry. Management and the line organization were finally working as they should to control the real causes of injuries. Today, DuPont is about 50 times safer than US industrial safety performance averages. Comparing performance to other industries, it is interesting to note that seemingly “hazard-free” industries seem to have extraordinarily high injury rates. This is because, as DuPont has found out, performance is a function of injury prevention and safety management systems, not hazard exposure. Our success in safety results from a sound safety management philosophy. Each of the 125 DuPont facilities is responsible for its own safety program, progress, and performance. However, management at each of these facilities approaches safety from the same fundamental and sound philosophy. This philosophy can be expressed in eleven straightforward principles. The first principle is that all injuries can be prevented. That statement may seem a bit optimistic. In fact, we believe that this is a realistic goal and not just a theoretical objective. Our safety performance proves that the objective is achievable. We have plants with over 2,000 employees that have operated for over 10 years without a lost time injury. As injuries and incidents are investigated, we can always identify actions that could have prevented that incident. If we manage safety in a proactive — rather than reactive — manner, we will eliminate injuries by reducing the acts and conditions that cause them. The second principle is that management, which includes all levels through first-line supervisors, is responsible and accountable for preventing injuries. Only when senior management exerts sustained and consistent leadership in establishing safety goals, demanding accountability for safety performance and providing the necessary resources, can a safety program be effective in an industrial environment. The third principle states that, while recognizing management responsibility, it takes the combined energy of the entire organization to reach sustained, continuous improvement in safety and health performance. Creating an environment in which employees feel ownership for the safety effort and make significant contributions is an essential task for management, and one that needs deliberate and ongoing attention. The fourth principle is a corollary to the first principle that all injuries are preventable. It holds that all operating exposures that may result in injuries or illnesses can be controlled. No matter what the exposure, an effective safeguard can be provided. It is preferable, of course, to eliminate sources of danger, but when this is not reasonable or practical, supervision must specify measures such as special training, safety devices, and protective clothing. Our fifth safety principle states that safety is a condition of employment. Conscientious assumption of safety responsibility is required from all employees from their first day on the job. Each employee must be convinced that he or she has a responsibility for working safely. The sixth safety principle: Employees must be trained to work safely. We have found that an awareness for safety does not come naturally and that people have to be trained to work safely. With effective training programs to teach, motivate, and sustain safety knowledge, all injuries and illnesses can be eliminated. Our seventh principle holds that management must audit performance on the workplace to assess safety program success. Comprehensive inspections of both facilities and programs not only confirm their effectiveness in achieving the desired performance, but also detect specific problems and help to identify weaknesses in the safety effort. The Company’s eighth principle states that all deficiencies must be corrected promptly. Without prompt action, risk of injuries will increase and, even more important, the credibility of management’s safety efforts will suffer. Our ninth principle is a statement that off-the-job safety is an important part of the overall safety effort. We do not expect nor want employees to “turn safety on” as they come to work and “turn it off” when they go home. The company safety culture truly becomes of the individual employee’s way of thinking. The tenth principle recognizes that it’s good business to prevent injuries. Injuries cost money. However, hidden or indirect costs usually exceed the direct cost. Our last principle is the most important. Safety must be integrated as core business and personal value. There are two reasons for this. First, we’ve learned from almost 200 years of experience that 96 percent of safety incidents are directly caused by the action of people, not by faulty equipment or inadequate safety standards. But conversely, it is our people who provide the solutions to our safety problems. They are the one essential ingredient in the recipe for a safe workplace. Intelligent, trained, and motivated employees are any company’s greatest resource. Our success in safety depends upon the men and women in our plants following procedures, participating actively in training, and identifying and alerting each other and management to potential hazards. By demonstrating a real concern for each employee, management helps establish a mutual respect, and the foundation is laid for a solid safety program. This, of course, is also the foundation for good employee relations. An important lesson learned in DuPont is that the majority of injuries are caused by unsafe acts and at-risk behaviors rather than unsafe equipment or conditions. In fact, in several DuPont studies it was estimated that 96 percent of injuries are caused by unsafe acts. This was particularly revealing when considering safety audits — if audits were only focused on conditions, at best we could only prevent four percent of our injuries. By establishing management systems for safety auditing that focus on people, including audit training, techniques, and plans, all incidents are preventable. Of course, employee contribution and involvement in auditing leads to sustainability through stakeholdership in the system. Management safety audits help to make manage the “behavioral balance.” Every job and task performed at a site can do be done at-risk or safely. The essence of a good safety system ensures that safe behavior is the accepted norm amongst employees, and that it is the expected and respected way of doing things. Shifting employees norms contributes mightily to changing culture. The management safety audit provides a way to quantify these norms. DuPont safety performance has continued to improve since we began keeping records in 1911 until about 1990. In the 1990–1994 time frame, performance deteriorated as shown in the chart that follows: This increase in injuries caused great concern to senior DuPont management as well as employees. It occurred while the corporation was undergoing changes in organization. In order to sustain our technological, competitive, and business leadership positions, DuPont began re-engineering itself beginning in about 1990. New streamlined organizational structures and collaborative work processes eliminated many positions and levels of management and supervision. The total employment of the company was reduced about 25 percent during these four years. In our traditional hierarchical organization structures, every level of supervision and management knew exactly what they were expected to do with safety, and all had important roles. As many of these levels were eliminated, new systems needed to be identified for these new organizations. In early 1995, Edgar S. Woolard, DuPont Chairman, chartered a Corporate Discovery Team to look for processes that will put DuPont on a consistent path toward a goal of zero injuries and occupational illnesses. The cross-functional team used a mode of “discovery through learning” from as many DuPont employees and sites around the world. The Discovery Team fostered the rapid sharing and leveraging of “best practices” and innovative approaches being pursued at DuPont’s plants, field sites, laboratories, and office locations. In short, the team examined the company’s current state, described the future state, identified barriers between the two, and recommended key ways to overcome these barriers. After reporting back to executive management in April, 1995, the Discovery Team was realigned to help organizations implement their recommendations. The Discovery Team reconfirmed key values in DuPont — in short, that all injuries, incidents, and occupational illnesses are preventable and that safety is a source of competitive advantage. As such, the steps taken to improve safety performance also improve overall competitiveness. Senior management made this belief clear: “We will strengthen our business by making safety excellence an integral part of all business activities.” One of the key findings of the Discovery Team was the identification of the best practices used within the company, which are listed below: ▪ Felt Leadership – Management Commitment ▪ Business Integration ▪ Responsibility and Accountability ▪ Individual/Team Involvement and Influence ▪ Contractor Safety ▪ Metrics and Measurements ▪ Communications ▪ Rewards and Recognition ▪ Caring Interdependent Culture; Team-Based Work Process and Systems ▪ Performance Standards and Operating Discipline ▪ Training/Capability ▪ Technology ▪ Safety and Health Resources ▪ Management and Team Audits ▪ Deviation Investigation ▪ Risk Management and Emergency Response ▪ Process Safety ▪ Off-the-Job Safety and Health Education Attention to each of these best practices is essential to achieve sustained improvements in safety and health. The Discovery Implementation in conjunction with DuPont Safety and Environmental Management Services has developed a Safety Self-Assessment around these systems. In this presentation, we will discuss a few of these practices and learn what they mean. Paper published with permission.

The Covid-19 pandemic and policy responses to contain its spread had severe impacts on people’s livelihoods and food security. It exposed weaknesses and inequities in social protection systems, food production and distribution, job security, and economic policies, with those already marginalised and vulnerable most affected (Bolton and Georgalakis 2022; Thompson et al. 2021; Rohwerder 2020). Lockdowns, the closure of borders, and the shutting or scaling down of businesses and public offices led to economic recessions, loss of livelihoods, and pushed millions of people to the brink of poverty and destitution (Thompson et al. 2021). The pandemic majorly impacted on households’ production and access to quality, nutritious food due to losses of income combined with increasing food prices and restrictions to movements of people, inputs and products (ibid.). Women and those working in informal economies were hardest hit in both rural and urban areas as a result of deep-rooted inequalities (ibid.; Bolton and Georgalakis 2022; Juárez Padilla, Machorro and Pira 2021). These effects continue four years on with the Global Report on Food Crises 2023 identifying the lingering socioeconomic impacts of the pandemic as one of the key factors in driving up acute food insecurity (FSIN and Global Network Against Food Crises 2023). The socioeconomic impacts of the pandemic have negatively affected poor people’s resilience, resulting in longer recovery periods and an inability to cope with future shocks (ibid.). Drawing on research supported by the Covid-19 Responses for Equity (CORE) Programme – which is supported by the International Development Research Centre (IDRC) – this guide highlights key lessons and priority actions that need to be taken to respond to food and livelihood security challenges for food systems to become equitable and resilient. This includes supporting immediate needs; building flexibility, resilience and inclusion into food systems and social protection, and developing economic policies that are equitable and gender responsive (Bolton and Georgalakis 2022).

In most states in Mexico, abortion is excluded as a crime in pregnancies resulting from rape. However, legislation does not specify the norms by which women can obtain a legal abortion, which makes it difficult to choose this alternative. A partial solution to unwanted pregnancies from rape would be to provide emergency contraception (EC). Psychologists were trained to provide information on EC to women who reported a rape at four public ministry agencies specialized in sexual crime. In addition, 11 medical backup referral centers were established. To scale up the strategy, workshops were provided to representatives from State Attorney General Offices and NGOs. The project’s main objective was to test the use of EC as an element in the care of rape victims in Mexico City. As noted in this report, objectives included testing the feasibility, acceptability, and effectiveness of providing information on EC to rape victims, and scaling up the strategy for providing EC as an element in the care of rape victims among Attorney General Offices of the different states of Mexico.