Schools Responding to the Special Needs of Girls.

Interactive effects of institutional, economic, social and environmental barriers on sustainable housing in a developing country

A web-based questionnaire survey of the opinions of SA quantity surveyors was undertaken to establish gender- and race-based differences in job satisfaction. Issues explored included demographic factors, issues of gender and race in the workplace, and gender and racial harassment and discrimination at work. ‘Significant’ differences on the basis of gender exist on a number of issues. Women, more than men, have strong positive feelings regarding their levels of job satisfaction, feel that their career expectations have been fulfilled, would choose the same career again, and would unequivocally recommend the career to others. Females see QS practices as male-dominated, see themselves as being blocked from advancement to managerial ranks, participating less in decision-making, and remunerated at a lower level than equivalent colleagues. Issues important to women include: gender representivity in the profession, flexible working hours and maternity leave above the statutory minimum. Although both gender groups report racial harassment and discrimination at work, women experience significantly more sexual and gender harassment and religious and gender discrimination than do males. ‘Significant’ differences on the basis of race are evident concerning: feelings of job satisfaction and views on maternity / paternity leave above statutory minima. ‘Highly significant’ differences on the basis of race arise over issues of: being subjected to greater supervision because of race, not being allowed to contribute meaningfully to the decision-making process, viewing PDI status as a valid basis for promotion, seeing race representivity in the profession as important in combating discrimination at work, having personally experienced racial harassment and discrimination at work, and seeing respect for individual diversity in the workplace as important - with ‘Whites’ viewing these issues less ‘empathically’ than their ‘Non-white’ counterparts. The results provide valuable indicators for how the quantity surveying firms can create a more conducive work environment for professional staff, particularly females.

The impact of the COVID-19 pandemic has changed family life, which has undergone adjustments in new routines and habits, especially for families with special needs children. This study investigates how family communication affects emotional, social, and household barriers and how family adaptation mediates the relationship between family communication and barriers that arise in families with blind and speech-impaired children during a pandemic. The sample came from 361 parents of blind and deaf children in five cities in Indonesia. Structural equation modeling (SEM) was used to analyze the data. The results showed that (1) family communication was significantly related to their family adaptation; (2) family communication did not directly affect emotional problems, social barriers, and household activities; and (3) family communication and adaptation were significantly related to emotional problems, social barriers and household problems in their families. Family communication did not directly eliminate social and emotional barriers and problems during the pandemic. Still, it takes the role of family adaptation that can provide dynamics to sharing messages in the family. The implications of this study regarding theory and practice, limitations, and future research directions are discussed.

Introduction: Access to financial credit is key for the survival of microenterprises, but global gender gaps persist, disproportionately affecting women entrepreneurs. In Ecuador, multiple social, institutional, and economic barriers limit this access for women leading microenterprises.Objective: To determine the main challenges faced by women micro-entrepreneurs in accessing financial credit in Ecuador, 2024.Methods: A quantitative, non-experimental, cross-sectional study was conducted. 153 women micro-entrepreneurs participated, selected through non-probabilistic quota sampling. A structured online questionnaire was applied, with high internal consistency (Cronbach's Alpha: 0.947).Results: 50.98% of participants were between 30-49 years old. 50.33% resided in Santo Domingo. 49.67% reported secondary education and 67.32% (n=103) reported monthly incomes below $1,000. 46.41% of the businesses had been operating for 1-2 years and 60.78% had previously applied for credit. Regarding the dimensions, for "Cultural and social barriers," the most frequent response was "Sometimes agree" (35.9%). For "Financial and institutional factors," disagreement (23.5%) and "Totally disagree" (22.9%) predominated. For "Business capacity and preparation" (29.4% "Agree") and "Personal experiences and expectations" (26.1% "Totally agree"), positive assessments predominated.Conclusions: The main barriers are a combination of social norms and gender biases, poorly adapted institutional requirements, and limitations in business management capacities.

In his study of Social and Environmental Empowerment for People with Special Needs, researchers reached several results, including: low status of people with special needs in Egyptian society, and their suffering from many social and psychological problems where it was noted that disabled did not obtain many rights and services compared their regular peers. Double examples of existence of sufficient job opportunities, even within framework of 5% of job opportunities, according what is stated in law. In event that they work in their jobs or jobs. It increases suffering of people with special needs. researchers presented a group of people with special needs, including: Supporting activities and societies of civil society in field of care and employment for people with special needs. Professional; provide people with special needs. Suffering from difficulty of social life in first place. study used a sample of (90( males and females who benefits from organisation and its services achieve social and environmental integration. idea of research is based, according introduction study, on process of integrating and activating role of people with special needs within their local community. researchers asked about roles that society in all its systems and institutions can play provide people with special needs with knowledge, attitudes, values and skills that enable them make such participation and accept society for them. research idea was based on fact that human development is development of action on one hand, and development of interaction on other hand; that is, human development must include development of human and social capital at same time. The study aimed integrate people with special needs within society, and change prevailing culture of disability, by identifying roles that members of society and its institutions can contribute achieving social normalization with this group and their acceptance, with aim of reaching policies and mechanisms that work integrate them in all development issues. The Study Problem: researchers intended concept of social empowerment as: to provide people with special needs with various knowledge, directions, values and skills that qualify them for active positive participation in various activities and events of human life maximum extent that qualifies them for their capabilities and capabilities, in addition changing culture of society towards disabled and disability from a culture of marginalization Empowerment culture. The concept of people with special needs was expanded include many social groups other than those with special needs (physical or mental). There is a disability (mental - political - legal - economic), indicating that people with special needs are disabled for reasons, some of them are genetic, and some are environmental due a car accident - injury Work - poor service before pregnancy and during childbirth - also includes culturally and politically disabled, and gifted, because they have a special need in dealing. He defined disability as: the loss, marginalization or limited participation in activities, activities and experiences of social life at a similar level for ordinary people, as a result of obstacles, and social and environmental barriers. The researchers posed several main and sub-questions in its study, most important of which are: roles that society in all its systems and institutions can play provide people with special needs knowledge, directions, values and skills that enable them integrate into activities of social life, along with several sub-questions about nature of awareness of community members For people with special needs, and perception of community members deal with people with special needs, possibility of developing a positive view of role of people with special needs, forms of social care provided for people with special needs, and ways enable and integrate people with special needs into society and take advantage of them.

The South Australian Dental Service's Special Needs Network was established to support oral health professionals working within their statewide government-funded dental service to treat patients with special needs. This study aimed to investigate how a structured network relationship with specialists in special needs dentistry influenced the willingness of dentists to treat this group of patients. Semi-structured interviews were used to explore the views of specialists and dentists involved in the South Australian Dental Service's Special Needs Network. Inductive thematic analysis identified emerging themes enabling completion of a SWOT (strengths, weaknesses, opportunities, threats) analysis. Dentists felt that a strength of the Network was a greater sense of collegiality, particularly for those working in rural areas. Although the inability to get immediate advice was seen as a weakness, dentists felt a more structured relationship with specialists improved communication pathways and resulted in more timely care. The aging workforce, systemic barriers in the public dental system, such as productivity pressures and infrastructure, and the lack of support from other health professionals were seen as ongoing barriers and threats. Regardless, dentists identified the use of telehealth and visiting specialists as future opportunities. Specialists felt that the Network was a valuable resource but were skeptical about its effectiveness, feeling that a limitation was the ability of dentists to recognize the complexity of cases. Ongoing support from and communication with specialists in special needs dentistry through a structured network improved the perceived ability and willingness of dentists to treat patients with special needs. This research suggests that providing support to dentists through a hub-and-spoke network that facilitates additional training, professional interaction, and improved communication with specialists in special needs dentistry may help overcome some of the current barriers to access to care experienced by individuals with special needs, particularly those associated with the willingness and capability of clinicians treat them.

A Prevention Approach to Reducing Gender-Based Harassment and Discrimination in Cardiovascular Medicine

A University-wide Survey of Female Faculty, Administrators, Staff, and Students Introduction Much of the existing research examining sexual harassment was conducted when awareness of sexual harassment was low and policies were uncommon. Several factors in recent years may have affected the prevalence of sexual harassment on university campuses. Title VII of the Civil Rights Act protected employees (including student employees) at academic institutions from sexual harassment, however, sex discrimination against students was not prohibited. In the late 1960s and early 1970s, the struggle against sex bias and discrimination in schools and universities intensified (see Shoop, 1997). This led to the passage of Title IX of the Education Amendments of 1972, which applied Title VII standards to Title IX. Specifically, Title IX of the Education Amendments of 1972 prohibited discrimination on the basis of sex in educational programs or activities that receive federal financial aid. Although Title IX law has evolved slowly and had Little early enforcement, it is now the primary tool against sexual harassment ( Shoop, 1997). Beginning in 1976 with students from Yale University, students have sued their institutions for failing to stop discriminatory behavior including sexual harassment (see McKinney & Maroules, 1991; Sandler, 1997; Shoop, 1997, Watts, 1996). More recently, in Franklin v. Gwinnett County Public Schools, the U.S. Supreme Court unanimously ruled that institutions could be sued for compensatory damages for intentional violation of Title IX. As a result of litigation and changes in the law, as well as recent events such as the Clarence Thomas confirmation hearings, the Navy Tailhook scandal, accusations of sexual harassment toward female military recruits, and sexual harassment allegations against President Clinton, academic institutions increasingly have responded by developing policies concerning sexual harassment. The purpose of the present research was to examine the experiences of women in academia in a university that has a publicized policy and procedures regarding sexual harassment. Prevalence of Sexual Harassment in Academia Most studies report that between 20% and 40% of undergraduate and graduate women experience some form of sexual harassment while a student (Benson & Thomson, 1982; Cammaert, 1985; Dziech & Weiner, 1984; Fitzgerald et al., 1988; Glaser & Thorpe, 1986; McKinney, Olson, & Satterfield, 1988; see Rubin & Borgers, 1990; Sandler, 1997). In her study of 356 graduate women at a major East Coast public university, Schneider (1987) reported that 60% of female graduate students surveyed reported having been sexually harassed by a male professor. Although the figures reported by Schneider are higher than found in most studies, this is not the only research to report higher percentages (e.g., Wilson & Krauss, 1983). Studies of both male and female faculty members report that anywhere between 6% and 50% experience behaviors that they consider sexual harassment at some point in their careers (Carroll & Ellis, 1989; Fitzgerald et al., 1988; Grauerholz, 1989, 1996; Gruber, 1990; McKinney, 1990; Seals, 1997). Combining the prevalence of male and female faculty members may be misleading, however, because women experience more sexual harassment than men, and women are more likely to consider gender harassment and sexual attention as harassment than are men (Adams, Kottke, & Padgitt, 1983; Carroll & Ellis, 1989; Fitzgerald & Ormerod, 1991; Lott, Reilly, & Howard, 1982; Malovich & Stake, 1990; Padgitt & Padgitt, 1986; Valentine-French & Radtke, 1989). Seals (1997) suggests that approximately 40% of female faculty at colleges or universities report experiencing sexual harassment by other faculty members or staff at some point in their tenure, whereas Fitzgerald and Shullman (1993) estimate that as many as one-half of all female f aculty experience sexual harassment during the course of their education or academic career. …

Medicolegal Sidebar: Avoiding Gender-based Inequities During Orthopaedic Training.

Women in medicine face distinct gender-related challenges during their training and professional development. Alarmingly, discrimination and sexual harassment—often underreported—create hostile environments, negatively impact personal wellbeing, and potentially compromise professional performance and patient care. This study explores the prevalence of gender discrimination and harassment experienced by women physicians in Mexico. Via social media communities of women physicians in Mexico, potential participants were invited to answer a multiple-choice survey. Demographic characteristics, gender discrimination, and sexual harassment experiences during medical training or practice, and reporting of these misconducts were assessed. Four hundred and twenty-eight women physicians completed the survey. Gender discrimination was reported by 82%, which affected professional performance for 50% of them. Similarly, 84% experienced sexual harassment, most frequently sexual comments (95%), lustful looks (88%), unwelcome sexual invitations (56%), and unwanted touching (50%). Sexual harassment was associated with experiencing gender discrimination ( OR 7.32, 95% CI [4.03, 13.32]). The harassers were most commonly higher-rank physicians (78%). These incidents were formally reported by a minority of participants (17%), mostly due to fear of retaliation (41%) and concern of a potential negative career impact (41%). This study highlighted alarmingly high rates of gender discrimination and harassment, which affected 8 of every 10 Mexican women over the course of their medical careers. Ultimately, these findings urge the development of strategies to ensure safe academic and work environments for female physicians and achieve equity throughout the medical field.

The last substantial description of gender discrimination and harassment described in the journal Pediatrics was in 2019. It is unclear whether the field has made progress toward its goal of equity. We aimed to describe: (1) the recent gender-equity climate according to women and men faculty in the department of pediatrics at a single, large academic center, and (2) institutional efforts to address persistent gender discrimination and harassment. In late 2020, we distributed an anonymous survey to all department faculty that included demographic data, a modified version of the Overt Gender Discrimination at Work Scale, questions about experiences/witnessed discriminatory treatment and sexual harassment, and if those experiences negatively affected career advancement. Of 524 pediatrics faculty, 290 (55%) responded. Compared with men, women more commonly reported gender discrimination (50% vs. 4%, P < .01) and that their gender negatively affected their career advancement (50% vs 9%, P < .01). More than 50% of women reported discriminatory treatment at least annually and 38% recognized specific sexist statements; only 4% and 17% of men reported the same (P < .01 for both). We concluded that a disproportionately low number of male faculty recognized the harassment female faculty experienced. In the 18 months since, our department and university have made efforts to improve salary equity and parity in leadership representation, created an anonymous bias-reporting portal, mandated bias training, and implemented new benchmarks of "professionalism" that focus on diversity. Although we acknowledge that culture change will take time, we hope our lessons learned help promote gender equity in pediatrics more broadly.

A small number of empirical studies are found in the literature which discuss entrepreneurship in comparative studies in the Gulf region, and which include Saudi Arabia. However, they tend to target entrepreneurship in general, but refer to male entrepreneurs specifically. The study presented in this thesis aims to develop research on women’s entrepreneurship in Saudi Arabia by understanding the effects of discrimination on entrepreneurial behaviour and investigating the influence of technology on entrepreneurship and gender discrimination. A total of 27 female entrepreneurs from the city of Jeddah, in Saudi Arabia, are interviewed and resources-based theory and institutional theory drawn on to investigate the topic. In addition, feminist theory and a feminist approach are applied throughout the research. Key findings suggest that Saudi women encounter cultural and institutional barriers that hinder entrepreneurial behaviour; cultural barriers having the greatest impact. Personal traits and characteristics possessed by these women greatly support their exploitation of opportunity. While different resources aid their entrepreneurial behaviour, technology has played a role not only in enhancing such behaviour, but also in helping Saudi women entrepreneurs overcome gender discrimination. Further, as research has shown, entrepreneurs have an influence on the economic development of many countries. Thus, it is expected that better understanding of the positive effect that Saudi women entrepreneurs have on the Saudi economy will encourage further research into this demographic and the impacts of gender discrimination on their success. Understanding the gender related barriers helps locate potential solutions that aim to minimise gender discrimination and enhance entrepreneurial behaviour and economic development. Finally, technology is found to be a positive factor for Saudi women and a major tool that has helped them overcome the challenges they face.

Recognizing and Mitigating Gender Bias in Medical Teaching Assessments.

The history of theatre, both as performance and academic discipline is also the history of gender exclusion. In Cameroon, though a good number of women have succeeded as playwrights and performers, the socio-political atmosphere and structural barriers have made it difficult for many to pursue a career in theatre practice or academia. This paper explores the conspicuous underrepresentation of women scientists, here defined as female scholars and researchers, in Cameroon’s theatre academia and institutional leadership. Drawing from the Social Cognitive Career Theory, the African Feminist Thought, and using a qualitative, theory-driven case study approach, the paper examines how women in Cameroon’s theatre landscape develop agency amidst cultural expectations, gender biases, and institutional barriers. It centres on the lived experiences of Emelda Ngufor Samba, the most prominent Cameroonian female theatre academic. Data were got through observation, interviews, analysis of Samba’s scientific works, published works about her, and review of her CV. These were analysed thematically and interpretively. The study found that resilience, self-empowerment, mentorship and networking, as exemplified by Samba, are some of the strategies needed to overcome systemic and gender and cultural barriers militating against women in theatre and theatre academia in Cameroon. These qualities are needed to emerge as distinguished practitioners, scholars, and leaders in Cameroon’s theatre industry. Also, to promote professionalism and encourage more women in academia, outstanding female Theatre students should be encouraged to pursue postgraduate studies, while experienced female academics should establish mentorship networks to guide and support them and junior practitioners towards success.

Looking beyond workforce parity: addressing gender inequity in pathology