Gender and diversity in the workplace : Introduction to the special issue

Research on gender and diversity has taken longer than usual to develop in Portuguese academia. Different explanations can be provided for the apparent lack of interest in these matters. Comparative cultural studies have depicted Portuguese culture as scoring high on femininity (Hofstede, 1991). «Femininity pertains to societies in which social gender roles overlap» (p. 82) and it may have an influence on people’s attitudes towards ‘the other’ and the role of men and women in the organisation, and in shaping the individual’s behaviour and attitudes towards equality and diversity. On the other hand, Portuguese society likes to portray itself as a homogenous society (Cabral-Cardoso, 2002). Taken together, these factors may partly explain why gender and diversity issues have failed to make it to the top of research agendas in Portuguese academia. The limited number of papers included in this special issue and focusing on the Portuguese context still reflects that state of affairs.

Catch rates and demographics of loggerhead sea turtles (Caretta caretta) captured from the Charleston, South Carolina, shipping channel during the period of mandatory use of turtle excluder devices (TEDs)

Trawling was conducted in the Charleston, South Carolina, shipping channel between May and August during 2004–07 to evaluate loggerhead sea turtle (Caretta caretta) catch rates and demographic distributions. Two hundred and twenty individual loggerheads were captured in 432 trawling events during eight sampling periods lasting 2–10 days each. Catch was analyzed by using a generalized linear model. Data were fitted to a negative binomial distribution with the log of standardized sampling effort (i.e., an hour of sampling with a net head rope length standardized to 30.5 m) for each event treated as an offset term. Among 21 variables, factors, and interactions, five terms were significant in the final model, which accounted for 45% of model deviance. Highly significant differences in catch were noted among sampling periods and sampling locations within the channel, with greatest catch furthest seaward consistent with historical observations. Loggerhead sea turtle catch rates in 2004–07 were greater than in 1991–92 when mandatory use of turtle excluder devices was beginning to be phased in. Concurrent with increased catch rates, loggerheads captured in 2004–07 were larger than in 1991–92. Eighty-five percent of loggerheads captured were ≤75.0 cm straight-line carapace length (nuchal notch to tip of carapace) and there was a 3.9:1 female-to-male bias, consistent with limited data for this location two decades earlier. Only juvenile loggerheads ≤75.0 cm possessed haplotypes other than CC-A01 or CC-A02 that dominate in the region. Six rare and one un-described haplotype were predominantly found in June 2004.

Diversity in the fitness industry : a cross-case comparison /

This cross-case study explored the extent to which two fitness facilities were accommodating diversity with respect to age, ethnicity, gender, social class, sex-role socialization, and persons with a disability among both members and staflf. The sites were purposely chosen in a large city and a smaller city in order to provide as representative an example as possible of health clubs within a small sample population. The interview participants were selected by a combination of stratified, typical case, and snowball sampling strategies. . , .. , The intent of the exploration was a two-fold examination of diversity issues within both the membership and the staff of the organization. Data were collected and analysis was done using a triangulation method involving personal interviews, observations, and facility documentation. The results ofthe study showed that the members and staff at each facility were rather homogeneous in ethnicity, age, social class, physical ability, and physical appearance. From a membership standpoint, the environment of the sites presented the impression of being affordable only to the middle- and upper-middle classes, unwelcoming to the older, less fit, or overweight participant, economically exclusive for youth, and nonaccommodating for people with a disability. With respect to staff, the findings indicated that the fitness facilities purported to be team-oriented in theory, but were hierarchical in practice, with the major decision making being made by the male executives. The paper concludes with the recommendation that students must be given a practical toolkit for dealing with these issues in their postsecondary courses.

U.S. Postal Service : diversity in the Postal Career Executive Service : report to the Ranking Minority Member, Subcommittee on the Postal Service, Committee on Government Reform, House of Representatives /

"B-283761"--P. 1.

WORKFORCE DIVERSIFICATION

According to the State Human Resources Division, discrimination complaints are significant. In order to reduce the number of complaints within the South Carolina Department of Transportation, this project on workplace diversification was devised. Diversification has benefits in the workplace that include increased adaptability, broader service range, variety of viewpoints, and more effective execution . Increased adaptability allows employees from diverse backgrounds to bring individual talents and experience to the workplace. A broader service range allows employees with different skills and experience such as language to provide additional services. Improving the diversification will ultimately align this agency with an Affirmative Action Plan and decrease discrimination complaints.

Fishery methods and fish diversity in the Kilombero River in south-eastern Tanzania

Assessment of common fishery methods and of fish diversity was undertaken in two fishing camps on the Kilombero River in south-eastern Tanzania in surveys towards the end of the dry season, 1994. Fishermen identified 23 different types of fish that they caught on a regular basis. Only 19 species of fish, belonging to 17 genera and 11 families were, however, identified according to Linnean taxonomy. Hooks, nets, traps and spears were used to catch fish. Fish were either sold fresh. or preserved for storage and long-distance tranport by smoking or frying. based un frequency distributions of the numbers of fish landed over a 4 day period at one of the camps, a Shannon-diversity index of 1.95 was calculted. The fork (or total) length of 480 fish and the weight of 413 fish were measured and length frequency distributions as well as length-weight relationships determined for the six most common species. It is concluded that local fishing methods applied in the Kilombero River allow for sustainable fish production.

Chlorophyll and true-color maps of sediments from the intertidal zones in Winyah Bay, South Carolina, USA and List, Sylt, Germany

We used hyperspectral imaging to study short-term effects of bioturbation by lugworms (Arenicola marina) on the surficial biomass of microphytobenthos (MPB) in permeable marine sediments. Within days to weeks after the addition of a lugworm to a homogenized and recomposed sediment, the average surficial MPB biomass and its spatial heterogeneity were, respectively, 150 - 250% and 280% higher than in sediments without lugworms. The surficial sediment area impacted by a single medium-sized lugworm (~4 g wet weight) over this time-scale was at least 340 cm**2. While sediment reworking was the primary cause of the increased spatial heterogeneity, experiments with lugworm-mimics together with modeling showed that bioadvective porewater transport from depth to the sediment surface, as induced by the lugworm ventilating its burrow, was the main cause of the increased surficial MPB biomass. Although direct measurements of nutrient fluxes are lacking, our present data show that enhanced advective supply of nutrients from deeper sediment layers induced by faunal ventilation is an important mechanism that fuels high primary productivity at the surface of permeable sediments even though these systems are generally characterized by low standing stocks of nutrients and organic material.

Stigma, social relationship and HIV testing in the workplace : evidence from South Africa

This paper explores whether a worker's unwillingness to make his/her HIV-positive status or test-taking experience known by colleagues impedes his/her decision to test for HIV. After analyzing the new survey data provided by employees working for a large multinational enterprise in South Africa (2009-2010), this study finds that this unwillingness is negatively associated with test-taking (at the enterprise's on-site clinic) of workers who are extensively networked with close colleagues (i.e., know their phone numbers). It appears that the expected disutility associated with HIV/AIDS-related stigma prohibits test uptake. When introducing HIV counseling and testing programs into a corporate sector, providing all workers with an excuse to test in the workplace and/or inducing them to privately test outside the workplace may be effective in encouraging the uptake.

School desegregation in Williamsburg County, South Carolina : a staff report of the U.S. Commission on Civil Rights.

Includes bibliographical references.

Integrating LGBTIQ health personnel in the workplace: A literature review

Aim Lesbian, Gay, Bisexual, Transgender (LGBTIQ) issues have attracted attention in the popular media. The purpose of this study was to explore the workplace acceptance and experiences of LGBTIQ health and medical practitioners. Methods A systematic search of academic databases and reference lists from selected papers were the sources of the data. Inclusion criteria were research papers published in English, which focused on workplace acceptance and experiences of LGBTIQ health personnel. Both authors abstracted data from all eligible papers. Results Thirty-three papers were included in this review. Evidence indicated that LGBTIQ health personnel experienced discrimination from their patients, heterosexual colleagues and within the LGBTIQ community. Positive contribution of LGBTIQ health personnel include improved patient care and role models for LGBTIQ peers. Inclusive policy is required for LGBTIQ health personnel workforce retention. Conclusions There has been improvement in the acceptance and experiences of LGBTIQ health personnel in recent times. An inclusive workplace policy of LGBTIQ embraces and celebrates the value of diversity.