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Journal articles on the topic "Workplace culture":
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TIMPKA, T., H. ERIKSSON, E. HOLM, M. STRÖMGREN, J. EKBERG, A. SPRECO, and Ö. DAHLSTRÖM. "Relevance of workplace social mixing during influenza pandemics: an experimental modelling study of workplace cultures." Epidemiology and Infection 144, no. 10 (February 5, 2016): 2031–42. http://dx.doi.org/10.1017/s0950268816000169.
SUMMARYWorkplaces are one of the most important regular meeting places in society. The aim of this study was to use simulation experiments to examine the impact of different workplace cultures on influenza dissemination during pandemics. The impact is investigated by experiments with defined social-mixing patterns at workplaces using semi-virtual models based on authentic sociodemographic and geographical data from a North European community (population 136 000). A simulated pandemic outbreak was found to affect 33% of the total population in the community with the reference academic-creative workplace culture; virus transmission at the workplace accounted for 10·6% of the cases. A model with a prevailing industrial-administrative workplace culture generated 11% lower incidence than the reference model, while the model with a self-employed workplace culture (also corresponding to a hypothetical scenario with all workplaces closed) produced 20% fewer cases. The model representing an academic-creative workplace culture with restricted workplace interaction generated 12% lower cumulative incidence compared to the reference model. The results display important theoretical associations between workplace social-mixing cultures and community-level incidence rates during influenza pandemics. Social interaction patterns at workplaces should be taken into consideration when analysing virus transmission patterns during influenza pandemics.
2
Kava, Christine M., Edith A. Parker, Barbara Baquero, Susan J. Curry, Paul A. Gilbert, Michael Sauder, and Daniel K. Sewell. "Associations Between Organizational Culture, Workplace Health Climate, and Employee Smoking at Smaller Workplaces." Tobacco Use Insights 12 (January 2019): 1179173X1983584. http://dx.doi.org/10.1177/1179173x19835842.
Background: Smaller workplaces frequently employ low-wage earners, who have higher smoking rates. Organizational culture and workplace health climate are two characteristics that could influence employee smoking. The purpose of this study was to examine the associations between organizational culture, workplace health climate, and smoking among employees at small (20-99 employees) and very small (<20 employees) workplaces. We proposed the following hypotheses: a stronger clan culture will be associated with a better workplace health climate (HP1); a better workplace health climate will be associated with lower odds of current smoking (HP2); and there will be an association between workplace health climate and smoking intensity (HP3) and between workplace health climate and quit intention (HP4). Methods: Executives and employees completed separate online questionnaires. Data collection occurred between June and October 2017. We used regression and Fisher’s exact tests to answer study hypotheses. Results: Workplaces with stronger clan cultures had a better workplace health climate (b = 0.27, P < .05), providing support for HP1. A better workplace health climate was associated with lower odds of being a current smoker (odds ratio [OR] = 0.08; 95% confidence interval [CI]: 0.01, 0.53), providing support for HP2. No significant relationship existed between workplace health climate and smoking intensity ( P = .50) or between workplace health climate and intention to quit smoking ( P = .32); therefore, HP3 and HP4 were not supported. Conclusion: Certain culture types may inform an organization’s health climate. Despite a lower likelihood of current smoking in workplaces with better health climates, a better health climate may not be sufficient to produce changes in smoking behavior and intentions.
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Shier, Micheal L., Aaron Turpin, David B. Nicholas, and John R. Graham. "Dynamics of a culture of workplace safety in human service organizations: A qualitative analysis." International Social Work 62, no. 6 (July 23, 2019): 1561–74. http://dx.doi.org/10.1177/0020872819858744.
Workplace cultures are an important component in creating safe work environments. In-depth qualitative interviews ( n = 85) were conducted with human service workers of a large publicly administered human service organization in Canada to learn more about the organizational and/or workplace conditions that contribute to a safety culture. Findings reveal that a safety culture within this human service workplace is defined by values or attitudes associated with safety and structured mechanisms that help promote workplace safety. Insights from respondents help to identify areas for workplace and organizational development to promote health and safety within human service workplaces.
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Walker, Louise, and Orla Flannery. "Office cake culture." International Journal of Workplace Health Management 13, no. 1 (January 6, 2020): 95–115. http://dx.doi.org/10.1108/ijwhm-03-2019-0039.
Purpose The purpose of this paper is to explore the characteristics of office cake (OC) consumption and the associated attitudes and behaviours among UK office workers to gain insight into the implications for workplace health. Design/methodology/approach A cross-sectional online questionnaire was completed by 940 respondents. Data were analysed using descriptive statistics and cross-tabulation with χ2 tests for between-group difference. Findings Respondents reported both positive social and negative health-related consequences of OC. OC influenced eating behaviour through increased salience and availability, and the effects of social influencing. Almost all (94.8 per cent) reported ideal OC frequency to be once/week or less. Gender and age significantly affected attitudes and behaviour. Research limitations/implications The questionnaire was not validated so data accuracy could have been diminished or biased. Portion size was not examined and consumption data were self-reported which could have resulted in under-reporting. Only office workers were investigated therefore results may not be applicable to other workplaces. Practical implications OC appears to influence both the workplace eating environment and employee eating behaviour. It could therefore affect employee health and workplace health promotion programme efficacy. However the findings suggest that nudge-based initiatives could reduce OC consumption to make workplaces healthier while retaining social benefits. Originality/value The present study provides the first data on OC culture and insights on how to address it sensitively. It also highlights that sweet treats used for celebration and employee recognition should be considered a relevant part of workplace food provision alongside canteens and vending.
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Orenic, Liesl Miller. "Rethinking Workplace Culture." Journal of Urban History 30, no. 3 (March 2004): 452–64. http://dx.doi.org/10.1177/0096144203262819.
Jury, Ceri, Hong Eng Goh, Shaney P. Olsen, Jan Elston, and Jan Phillips. "Actions and results from the Queensland Health "Better Workplaces" staff opinion survey." Australian Health Review 33, no. 3 (2009): 371. http://dx.doi.org/10.1071/ah090371.
In April 2006, the Workplace Culture and Leadership Centre (the Centre) from Queensland Health launched the ?Better Workplaces? initiative. The objective was to improve workplace culture and increase the capabilities of its leaders. A comprehensive program of leadership development complemented the workplace culture improvement strategy. As part of the initiative, the Centre launched a series of staff opinion surveys to monitor workplace culture improvement over time. To ensure the survey process was action oriented, the Workplace Culture Team developed a companion process ensuring the results were acted upon and tangible improvements were realised. This resulted in a comprehensive and robust process involving the development and implementation of action plans in every district and division in Queensland Health.
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Wagner, Anke, Ladina Schöne, and Monika A. Rieger. "Determinants of Occupational Safety Culture in Hospitals and other Workplaces—Results from an Integrative Literature Review." International Journal of Environmental Research and Public Health 17, no. 18 (September 10, 2020): 6588. http://dx.doi.org/10.3390/ijerph17186588.
Background: The aim of the present study was to obtain an overview of occupational safety culture by assessing and mapping determinants in different workplaces (hospital workplaces and workplaces in construction, manufacturing, and other industry sectors) using an already established theoretical framework with seven clusters developed by Cornelissen and colleagues. We further derived implications for further research on determinants of occupational safety culture for the hospital workplace by comparing the hospital workplace with other workplaces. Methods: We conducted an integrative literature review and searched systematically for studies in four research databases (PubMed, Web of Science, CINAHL, and PsycINFO). The search was undertaken in 2019, and updated in April 2020. Results of the included studies were analyzed and mapped to the seven clusters proposed by Cornelissen and colleagues. Results: After screening 5566 hits, 44 studies were included. Among these, 17 studies were conducted in hospital workplaces and 27 were performed in other workplaces. We identified various determinants of an occupational safety culture. Most studies in hospital and other workplaces included determinants referring to management and colleagues, to workplace characteristics and circumstances, and to employee characteristics. Only few determinants in the studies referred to other factors such as socio-economic factors or to content relating to climate and culture. Conclusions: The theoretical framework used was helpful in classifying various determinants from studies at different workplaces. By comparing and contrasting results of studies investigating determinants at the hospital workplace with those addressing other workplaces, it was possible to derive implications for further research, especially for the hospital sector. To date, many determinants for occupational safety culture known from workplaces outside of the healthcare system have not been addressed in studies covering hospital workplaces. For further studies in the hospital workplace, it may be promising to address determinants that have been less studied so far to gain a more comprehensive picture of important determinants of an occupational safety culture in the hospital sector.
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Collins, Jane L. "Deterritorialization and workplace culture." American Ethnologist 29, no. 1 (February 2002): 151–71. http://dx.doi.org/10.1525/ae.2002.29.1.151.
Mannix-McNamara, Patricia, Niamh Hickey, Sarah MacCurtain, and Nicolaas Blom. "The Dark Side of School Culture." Societies 11, no. 3 (July 29, 2021): 87. http://dx.doi.org/10.3390/soc11030087.
The extant literature evidences the link between incivility and workplace culture. Both have a symbiotic relationship whereby a change in one influences the other. When workplace cultures develop dysfunctional values and beliefs, negative traditions, and caustic ways of interacting, they have become “toxic cultures.” This study examined Irish post-primary school teachers’ experiences of incivility and toxic culture in the workplace through in-depth interviews with forty-two participants. Results show that toxic work culture had a negative impact on both the personal and professional lives of the participants. We conclude that antecedents in toxic school culture are linked to epistemological assumptions, group dynamics, and deficiencies in leadership, and we suggest that they act as causes and/or facilitators of workplace bullying.
The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
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Weyant, Jacob B. "Communicating organizational culture in the workplace through writing." Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3149.
Thesis (M.A.)--George Mason University, 2008. Vita: p. 83. Thesis director: Douglas Eyman. Submitted in partial fulfillment of the requirements for the degree of Master of Arts in English. Title from PDF t.p. (viewed July 8, 2008). Includes bibliographical references (p. 80-82). Also issued in print.
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Zeka, Luan. "Organizational Culture and Individuals' Experience of Workplace Bullying." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4699.
Workplace bullying is an epidemic in the United States. The purpose of this qualitative phenomenological study was to increase understanding of employees' lived experiences of bullying in an organizational culture. Schein's organizational cultural model provided the conceptual framework for the study. The research question addressed how individuals who were bullied or witnessed bullying in the New York State area perceived their experiences within the organizational culture. Data collection included a researcher's journal and in-depth interviews with 25 participants. Data were analyzed using Moustakas's modified van Kaam method of phenomenological analysis. From the data analysis process, three categories of bullying emerged and revealed nine themes that exposed the participants' experiences and perceptions of bullying and the organizational culture in the workplace. Findings indicated that witnesses and victims feel emotional, physical, and psychological effects from exposure to workplace bullying. Results also provided leaders with information that organizational culture, leadership, and management are related to workplace bullying. Organizational leaders and managers may use these findings to support positive social change by disclosing the effects that workplace bullying has on all members of the organization. Results may be used to develop interventions and anti-bullying policies to help employees address workplace bullying in their organizations, thereby ensuring a more positive work environment. Conducting additional research related to each of the themes may lead to a deeper understanding of how to address the many factors that facilitate bullying in the workplace.
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Турчина, Тамара Василівна, Тамара Васильевна Турчина, and Tamara Vasylivna Turchyna. "Intercultural Communication in the Global Workplace." Thesis, Ukrainian Academy Of Banking, 2009. http://essuir.sumdu.edu.ua/handle/123456789/50957.
The need for intercultural communication skill is obvious - we are all working in an interconnected global economy and it is important to build good relationships with people from other cultures. This leads to better business.
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Zhang, Dan. "Culture, workplace stress, and coping : a study of overseas Chinese." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0001/NQ39012.pdf.
Gulley, Tamala Lavelle. "Investigation into workplace culture for medication error reporting in pharmacy." [Tampa, Fla.] : University of South Florida, 2007. http://purl.fcla.edu/usf/dc/et/SFE0002118.
Ferroff, Constantin Viacheslavovich. "Culture and its Impact on Flight Deck Management." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/365932.
The mixing of culture in any work place brings a series of challenges; the aviation industry is no different. The major down side to these challenges is the risk to safety in an industry that prides itself on being considered one of the safest industries in the world.
The issue of culture on the flight deck is of particular interest because for some time there have been negative outcomes when crews of mixed cultural backgrounds have been forced to deal with adverse situations. These situations may have many root causes but have often been far less relevant to the outcome than the cockpit dynamics at play (Kanki & Palmer, 1993). Kanki & Palmer (1993) suggest that culture plays a significant role in flight deck management. The procedures developed by aircraft manufacturers (who are predominately Anglo-European) may not be appropriate for airlines whose pilots are predominately from non-Anglo-European backgrounds. There is however little quantifiable evidence to support this line of argument.
This study was performed to investigate the role that culture plays on the flight deck, in particular flight crew performance (flight deck management) as it impacts on both safety and efficiency. Previous studies have discussed flight crew performance, demonstrating the interrelated nature of technical and non-technical skills and the relationship between the flight crew skill set and operational outcomes. This study seeks to expand knowledge in the area of flight crew performance by exploring the impact of culture on procedures, training and crew interrelationships. Thesis (PhD Doctorate) Doctor of Philosophy (PhD) School of Natural Sciences Science, Environment, Engineering and Technology Full Text
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Klunk, Clare Dvoranchik. "Workplace Devaluation: Learning from Experience." Diss., Virginia Tech, 1999. http://hdl.handle.net/10919/27337.
Many successful professionals, recognized for their experience, knowledge, competence and commitment to their field, experience a contradiction when they realize that their contributions are no longer valued by decision-makers in their organizations. Professionals, regardless of gender, position, education, race or profession, who experience workplace devaluation agree that this experience devalues their contributions and demeans their sense of self.
This study illuminates the professionals' perspective of workplace devaluation through their experience. Within the framework of grounded theory methodology, this research examined three research questions: (a) What is the experience of professionals' workplace devaluation? (b) How did professionals learn from the experience? (c) What did professionals learn from the experience? The unit of analysis is the professional within an organization. Four participants were selected who (a) had several years experience with their organization; (b) were previously valued by the organization; (c) were current in their field; (d) had experienced workplace devaluation; and (e) were able to articulate insights, thoughts, and emotions on their experience. Multiple interviews with each participant provided the data.
A comparative, iterative analysis of the data yielded: (a) a seven-phase process of the experience; (b) six constructs embedded in the process, and (c) four categories of learning. The dialogic interview method facilitated the participants' apperception, reflection, and progress through the process. Three emotions--fear, powerlessness, anger--and their interaction with the other constructs (autonomy, communication, personalization, authority, and recognition) influenced coping strategies and actions taken by each participant. The four narratives explicate the interrelationships of the findings.
Three major conclusions are: (a) A rich description of the workplace devaluation experience offers a glimpse into the complexity of this topic and into the professionals' "lived world." (b) The learning process, grounded in the data, depicts how these four professionals used the power of their emotions to create balance within themselves as they attempted to explicate their situation of workplace devaluation. (c) The results indicate that greater learning occurred in organizational knowledge and intrapersonal knowledge for these professionals. Questions for further research are noted along with practical suggestions and recommendations for the praxis of adult educators, decision-makers, and professionals. Ph. D.
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Chen, Ziyuan, and Dong Hua. "Evaluation of impact of organizational culture in workplace : an empirical study of Handelsbanken." Thesis, University of Gävle, Department of Business Administration and Economics, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-757.
A well established organization culture is necessary for the success of a company. In this study, we choose Handelsbanken to demonstrate how an international company develops its culture, and find out what are the important characteristics of that culture.
It was concluded that a successful company must have a well established organization culture, which can not only adapt to different outside environment but also bring solidarities in organizations. Further more, there is no culture is better or worse, there is only the culture that is most appropriate and efficient for the company.
This thesis demonstrates how an international company develops its culture, therefore, it will be valuable for those who want to create or improve their organization cultures.
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Lakey, Eugene Pierre. "Spirituality in the workplace." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/820.
Thesis (MBA (Business Management))--University of Stellenbosch, 2007. ENGLISH ABSTRACT: This study project addresses the role spirituality in the workplace can play. The conclusion
is that although people are different, in the working environment in an organisation, much
time is spent together and creating an environment that is a joy to work in, will induce the
employees to work with energy and be highly productive.
A number of interviews were conducted and factual information was acquired to analyse
the effects of spirituality in the workplace. A conclusion is reached that underlines the fact
to counter low morale, low productivity and negative attitudes in the workplace it is
imperative that we should address the spirituality in the workplace thus ensuring that a
positive organisation culture is maintained within the organisation. AFRIKAANSE OPSOMMING: Hierdie studie projek behandel die rol wat geestelikheid in die werkplek kan speel. Die
gevolgtrekking wat gemaak kan word is dat alhoewel mense van mekaar verskil in die
werksomgewing binne die organisasie, hulle ‘n groot gedeelte van die dag met mekaar
spandeer en vir dié rede is dit van kardinale belang dat ‘n goeie werksklimaat geskep word
wat sal bydra dat die werknemer energiek werk en hoë produktiwiteit handhaaf.
‘n Aantal onderhoude was gevoer en feitlike inligting was verkry om die effek van
geestelikheid in die werksplek te ondersoek. ‘n Slotsom is bereik dat die feite van lae
moraal, lae produktiwiteit en negatiewe ingesteldheid in die werksplek belangrik is om
geadresseer te word ten einde te verseker dat geestelikheid in die werksplek toegepas
word en dat ‘n positiewe klimaat in die organisasie handhaaf word.
Joseph, Melling, ed. Managing the modern workplace: Productivity, politics, and workplace culture in postwar Britain. Aldershot, Hants, England: Ashgate, 2007.
Bloom, Daniel T. Reality, Perception, and Your Company’s Workplace Culture. New York, NY : Routledge, 2019.: Productivity Press, 2019. http://dx.doi.org/10.4324/9780429429118.
Adams-Robinson, Brenetia J. "Understand Workplace Culture." In Informal Leadership, Strategy and Organizational Change, 75–83. New York: Routledge, 2021. http://dx.doi.org/10.4324/9780429319969-7.
Camp, Robert B. "Finally, a Break." In Workplace Culture Matters, 169–73. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003336051-29.
Camp, Robert B. "Unraveling the Ball of Twine." In Workplace Culture Matters, 7–9. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003336051-4.
Camp, Robert B. "Tuesday: Take Two." In Workplace Culture Matters, 71–76. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003336051-15.
Camp, Robert B. "Friday: A Long, Long Day." In Workplace Culture Matters, 39–43. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003336051-11.
Camp, Robert B. "Objective Performance Evaluation." In Workplace Culture Matters, 277–83. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003336051-43.
Camp, Robert B. "Unkinking the Hose." In Workplace Culture Matters, 209–14. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003336051-33.
Conference papers on the topic "Workplace culture":
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"The Influence of Workplace Culture on Women Discrimination at the Workplace." In March 2017 Singapore International Conferences. EAP, 2017. http://dx.doi.org/10.17758/eap.eph317025.
Voskresenskaya, Maria S. "CEFR-Related Assessment Practices in Teaching L2 for Workplace Interaction." In Dialogue of Cultures - Culture of Dialogue: from Conflicting to Understanding. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.11.03.79.
Halim, Haslina. "Differentiation Workplace Relationships: One Nation-Three Culture Context." In ISSC 2016 International Conference on Soft Science. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.08.78.
DOLLIJA, Elda, and Manjola ÇOLLAKU. "FURXHI Gentisa HAPPINESS IN THE WORKPLACE." In Happiness And Contemporary Society : Conference Proceedings Volume. SPOLOM, 2021. http://dx.doi.org/10.31108/7.2021.19.
The nature of workplace has dramatically changed in the new area of economy. Nowadays employeers are investing for better workplace environment. The organizational culture and cimate must encourage the employees to flourish and be their best selves. The perfect workplace is supposted to make the employees happy by giving the people flexibility and autonomy as to where and how they work, built on a culture of growth and trust. That is because happines in the workplace is like a symbiotic relationship which offers mutual benefits to both employees and employers. Key words: employee happiness; workplace; productivity; well being
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Das Swain, Vedant, Koustuv Saha, Manikanta D. Reddy, Hemang Rajvanshy, Gregory D. Abowd, and Munmun De Choudhury. "Modeling Organizational Culture with Workplace Experiences Shared on Glassdoor." In CHI '20: CHI Conference on Human Factors in Computing Systems. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3313831.3376793.
Tararukhina, Olga. "WORKPLACE RELATIONSHIPS AS A SYMPTOM OF ORGANIZATIONAL CULTURE AND A LEVER FOR CULTURE TRANSFORMATION." In International Psychological Applications Conference and Trends. inScience Press, 2019. http://dx.doi.org/10.36315/2019inpact100.
Koyuncu, Kadife, Bekir Esitti, Ronald J. Burke, and Mustafa Koyuncu. "Workplace Learning Cultures, Learning Potential and Important Work Outcomes among Managerial Employees in Five-Star Turkish Hotels." In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01344.
This research investigated the relationship of perceived workplace learning culture, workplace learning potential, perceived employability, feelings of psychological empowerment, important work outcomes, and self-reported assessments of service quality among supervisors and managers in five star hotels in Turkey. Data were collected from 205 managers, an eighty-nine percent response rate, from twelve hotels, using anonymously completed questionnaires. Work outcomes included job satisfaction, perceptions of service quality and intent to quit. Managerial Self-efficacy was significantly related to perceptions of workplace learning culture, opportunities for learning, employability and all other work outcomes. In addition, stronger workplace learning cultures and more opportunities for learning also had positive effects of several work outcomes.
The present research has limitations which should be noted to better assess the results. First, all data were collected using self-report questionnaires with the possibility of response set tendencies and common method biases. Second, all data were collected at one point in time making it challenging to address issues of causality. Third, although the sample was relatively large, all respondents came from high quality properties in only one large city in Turkey (Istanbul), thus the extent to which our findings would apply to hotels in other regions or hotels of lower quality is indeterminate.
Practical implications include training supervisors on ways to develop and support a workplace learning culture, training all employees on the benefits of personal efficacy and ways to increase it, and training employees on the benefits of their own learning and ways to enhance this.
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Demir, Fatma. "Promoting Gender Equality in Education and the Workplace." In 7th International Conference on Gender Studies: Gender, Space, Place & Culture. Eastern Mediterranean University, 2019. http://dx.doi.org/10.33831/gspc19/443-467/29.
Fahim, AE. "1614a Safety culture: an avenue to a sustainable, safe workplace." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.852.
Edwards, H. "Challenging the blame culture: a case study of a mistakes workshop." In IEE Colloquium on `Stress and Mistake-Making in the Operational Workplace'. IEE, 1995. http://dx.doi.org/10.1049/ic:19951094.
Oosterom, Marjoke, Lopita Huq, Victoria Namuggala, Sohela Nazneen, Prosperous Nankindu, Maheen Sultan, Asifa Sultana, and Firdous Azim. Tackling Workplace Sexual Harassment. Institute of Development Studies, May 2022. http://dx.doi.org/10.19088/ids.2022.026.
Employment is believed to be a crucial avenue for women’s empowerment, yet widespread workplace sexual harassment undermines this in many countries. Young and unmarried women from poor backgrounds are particularly at risk, but workplace sexual harassment is often overlooked in debates on decent jobs for youth. Based on case study research with factory and domestic workers in Bangladesh and Uganda, this briefing explains how social and gender norms constrain young women’s voices and agency in response to sexual harassment. It offers recommendations towards developing the laws, mechanisms and culture needed to reduce workplace sexual harassment and empower young women in their work.
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Yaremchuk, Olesya. TRAVEL ANTHROPOLOGY IN JOURNALISM: HISTORY AND PRACTICAL METHODS. Ivan Franko National University of Lviv, February 2021. http://dx.doi.org/10.30970/vjo.2021.49.11069.
Our study’s main object is travel anthropology, the branch of science that studies the history and nature of man, socio-cultural space, social relations, and structures by gathering information during short and long journeys. The publication aims to research the theoretical foundations and genesis of travel anthropology, outline its fundamental principles, and highlight interaction with related sciences. The article’s defining objectives are the analysis of the synthesis of fundamental research approaches in travel anthropology and their implementation in journalism. When we analyze what methods are used by modern authors, also called «cultural observers», we can return to the localization strategy, namely the centering of the culture around a particular place, village, or another spatial object. It is about the participants-observers and how the workplace is limited in space and time and the broader concept of fieldwork. Some disciplinary practices are confused with today’s complex, interactive cultural conjunctures, leading us to think of a laboratory of controlled observations. Indeed, disciplinary approaches have changed since Malinowski’s time. Based on the experience of fieldwork of Svitlana Aleksievich, Katarzyna Kwiatkowska-Moskalewicz, or Malgorzata Reimer, we can conclude that in modern journalism, where the tools of travel anthropology are used, the practical methods of complexity, reflexivity, principles of openness, and semiotics are decisive. Their authors implement both for stable localization and for a prevailing transition.
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Thi Thanh, Vu, Le Thi Dan Dung, Jenny Yi-Chen Han, and Diane Archer. Viet Nam’s Craft Villages and Occupational Air Pollution: Socioeconomic Disparities and Gendered Exposures. Stockholm Environment Institute, October 2022. http://dx.doi.org/10.51414/sei2022.034.
This policy brief summarizes recent research on gender, age and other socioeconomic and cultural factors that lead to air pollution exposures in Viet Nam's workplaces. In addition to key findings, the authors make policy recommendations for local and national governments to address these issues at multiple scales.
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Diversity & Inclusion End of Year Progress Report 2020. Inter-American Development Bank, June 2021. http://dx.doi.org/10.18235/0003332.
As a development institution, the IDB Group is committed to improving the lives of all people in Latin America and the Caribbean by providing the most innovative and pragmatic solutions to our Regions most pressing development challenges. We also understand that our human capital is our greatest asset and therein lies the key to our success. We believe that our diversity and not just visible diversity but diversity in experiences, perspectives and working styles is not only a large part of who we are but is deeply intertwined with how we leverage the multitude of differences in our workforce. We therefore understand that to deliver on our commitment to our clients, our differences must not just be tolerated or accepted but valued and embraced. We aim to be the workplace where all employees are given an opportunity to succeed regardless of how they identify and we strive to create a workplace culture that values diversity, equity, and inclusion, is unafraid to tackle those tough conversations about the obstacles which may impede progress in our agenda such as racism, disrespect, or discrimination in any form, and is prepared to address these issues.
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The Global Health 50/50 Report 2018. Global Health 50/50, March 2018. http://dx.doi.org/10.56649/ebor9313.
The Global Health 50/50 Report, the first of its kind, provides a comprehensive review of the gender-related policies of more than 140 major organisations working in and/or influencing the field of global health. The initiative is focused at the intersection of several Sustainable Development Goals (SDGs), including on health (3), gender equality (5), inequalities (10) and inclusive societies and institutions (16). Gender equality has seemingly been embraced as a priority in global health. The report is inspired, however, by a growing concern that too few global health organisations walk the talk by defining, programming, resourcing or monitoring gender, either as a determinant of health, or as a driver of career equality in their own workplaces. The Global Health 50/50 Report provides a benchmark across the sector to catalyse shifts in organisational and management culture and practice, the adoption of gender-responsive policies, and ensuring adequate resources for programmes focusing on the gendered dynamics of global health. It seeks to provide evidence of where the gaps lie, while shining a light on ways forward.
