Humanitarian response and stress in Kenya: gendered problems and their implications

ABSTRACT

Stress-related conditions such as burnout and post-traumatic stress disorder are a growing concern in the humanitarian sector. Aid workers themselves report not only that mental health problems are common, but that the support they receive from their employers is insufficient. Problematically, the experience of the international aid worker – particularly those who are white and from the global North – is often foregrounded in explaining what constitutes stress and related mental health problems. This indicates a wider problem of what is required of ‘the perfect humanitarian’ – a personality that is gendered and racialised – and how this influences the different experiences and treatment of national and international staff from aid agencies. This article explores the organisational culture and working conditions of humanitarian settings and their impact on the mental health and well-being of staff. It argues that there is a structural dimension to stress that is less to do with external security threats and more to do with the specific infrastructure, policies, and practices of humanitarian operations, with implications for aid workers which cut across dimensions of race, gender, and nationality.     

Overcoming the ‘tyranny of the urgent’: integrating gender into disease outbreak preparedness and response

ABSTRACT

This article contributes to discussions on the gender dimensions of disease outbreaks, and preparedness policies and responses, by providing a multi-level analysis of gender-related gaps, particularly illustrating how the failure to challenge gender assumptions and incorporate gender as a priority at the global level has national and local impacts. The implications of neglecting gender dynamics, as well as the potential of equity-based approaches to disease outbreak responses, is illustrated through a case study of the Social Enterprise Network for Development (SEND) Sierra Leone, a non-government organisation (NGO) based in Kailahun, during the Ebola outbreak.     

证券分析师性别、盈余预测偏差与纠偏能力

证券分析师个人特征是其能力的重要表征.文章选取2007-2014年我国资本市场相关数据,研究了证券分析师的性别对盈余预测偏差的影响,以及盈余预测偏差的时间序列特征,实证结果显示:第一,整体上男性分析师的盈余预测偏差大于女性分析师;第二,男性分析师对于盈余预测偏差的纠正能力高于女性分析师;第三,随着对公司跟踪时间的增加,男性分析师的盈余预测偏差下降速度更快.研究结果说明,对于分析师跟踪时间较短的公司,女性分析师的盈余预测偏差较小,而对于受分析师长期跟踪的公司,男性分析师的盈余预测结果更准确.研究结论对投资者依据分析师性别判定其盈利预测准确性具有重要意义.     

论语言性别差异与社会文化的互构

社会文化在人们的实践活动中建构语言性别差异,同时语言性别差异诱导和暗示社会文化的变化和发展,语言性别差异和社会文化处于互构的关系中.在语言性别差异和社会文化的互构关系中,后者的作用具有决定和主导的作用,不能夸大前者对后者的建构影响.     

Connecting the gendered door: women, violence and doorwork

This paper explores the emerging role of women who work as 'bouncers', or doorstaff, in the night-time economy and examines how the cultural capital of the female bouncer is connected to the methods utilized to control licensed premises. It is drawn from a study that combined ethnographic observations and interviews in five major UK cities which explored a diverse range of issues such as gendered bodies, femininities and violence; the changing needs of the night-time economy in the UK and the experiences of women engaged in 'non-traditional' occupations. In this paper, we draw on interview data with one particular category of female door staff; women who share similar histories of exposure to violence and violent cultures, and we examine how their experiential knowledge of violence equips them with the resources to 'work the doors'. Our attention focuses on this group of women, who we refer to as 'The Connected', and examine how they are 'doing gender' when they negotiate violence 'on the door'     

Continuity and change in work-life balance choices

This paper explores the ways in which the work-life balance choices made by heterosexual couples differ in different generations, how such choices are gendered, and the extent to which 'individualization' provides an adequate conceptualization of the effects of social change on heterosexual couples. It argues that processes of individualization need to be seen in the context of changing social institutions, and that it is the de-institutionalization of 'the family' and the life course that is leading to a de-gendering of work-life balance choices. The paper draws on findings from a restudy of the family and social change and a study of the gender dimensions of job insecurity both of which were carried out in the same geographical location. The studies provide evidence of generational change in work-life balance choices and increasing occupational differentiation between heterosexual partners. This leads to a situation where increasingly choices are made which blur gendered boundaries and which has been made possible by a process of de-institutionalization of the male breadwinner family. Our findings support the contention that processes of individualization are more apparent amongst younger than older generations and that, because of changes external to the family, there is more negotiation and pragmatism amongst younger generations about work-life choices.     

Towards a performative understanding of deservingness: Merit,gender and the BBC pay dispute

Drawing largely on a high‐profile case of unequal pay at the BBC (British Broadcasting Corporation) as an illustrative example, this conceptual article considers differences and interrelationships between merit and deservingness, where the latter captures how, through appropriate performances, merit is given recognition and value. We propose a performative understanding of deservingness that highlights its gendered and embodied dimensions. Informed by Judith Butler's account of gender performativity, we show that, while merit is conventionally conceptualized as a relatively fixed set of attributes (qualifications, skill) 'attached' to the individual, deservingness captures how, in gendered terms, value and recognition are both claimed and conferred. As we argue, a gendered, deserving subject does not pre‐exist but is performatively constituted through embodied practices and performances of what is seen as worthy in a particular time and place.     

Identity work in female‐led creative businesses

This study explores the identity work carried out by three female owner‐managers in creative industry businesses, identified in Government reports as a discriminatory industrial sector for women in the UK. Through the development of narratives by the owners and other participants, observation of practice and review of online and offline materials, three cases emerged. These showed overlapping, different identities developed and performed through identity work. Each presented rational and logical persona as business leaders despite observation showing extensive use of intuition and gut feeling in both creative and entrepreneurial aspects of the business. Intuition and gut feeling were seen as inappropriate at work as they belonged to the home sphere, emotionally based and therefore automatically unreliable. While occupying male stereotypes and avoiding the female realm of emotion at work, these women expressed femininity through their emphasis on the maternal, ‘being a good mother' as a desired ideal being embedded in work as well as home practice.