“Having More Women Humanitarian Leaders Will Help Transform The Humanitarian System”: Challenges and Opportunities for Women Leaders in Conflict and Humanitarian Health

Patel, Preeti; Meagher, Kristen; Achi, Nassim El; Ekzayez, Abdulkarim; Sullivan, Richard; Bowsher, Gemma

doi:10.21203/rs.3.rs-26830/v1

Cited by 5 publications

(8 citation statements)

References 26 publications

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“…Therefore, introducing a gender lens to future HRCB programmes would be ideal since it helps in normalizing gender equity, particularly across conflict settings. It has been shown that empowering women can transform systems to better meet a populations' health needs, specifically within marginalized communities, and can provide broader understanding of the global health system which is urgently needed for the ongoing transfer in paradigm from short-termism to sustainable development of health systems in conflict [99][100][101].…”

Section: Discussionmentioning

confidence: 99%

Health research capacity building of health workers in fragile and conflict-affected settings: a scoping review of challenges, strengths, and recommendations

Mansour

Naal

Kishawi

et al. 2021

Health Res Policy Sys

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Background Fragile and conflict-affected settings (FCAS) have a strong need to improve the capacity of local health workers to conduct health research in order to improve health policy and health outcomes. Health research capacity building (HRCB) programmes are ideal to equip health workers with the needed skills and knowledge to design and lead health-related research initiatives. The study aimed to review the characteristics of HRCB studies in FCASs in order to identify their strengths and weaknesses, and to recommend future directions for the field. Methods We conducted a scoping review and searched four databases for peer-reviewed articles that reported an HRCB initiative targeting health workers in a FCAS and published after 2010. Commentaries and editorials, cross-sectional studies, presentations, and interventions that did not have a capacity building component were excluded. Data on bibliographies of the studies and HRCB interventions and their outcomes were extracted. A descriptive approach was used to report the data, and a thematic approach was used to analyse the qualitative data. Results Out of 8822 articles, a total of 20 were included based on the eligibility criteria. Most of the initiatives centred around topics of health research methodology (70%), targeted an individual-level capacity building angle (95%), and were delivered in university or hospital settings (75%). Ten themes were identified and grouped into three categories. Significant challenges revolved around the lack of local research culture, shortages in logistic capability, interpersonal difficulties, and limited assessment and evaluation of HRCB programmes. Strengths of HRCB interventions included being locally driven, incorporating interactive pedagogies, and promoting multidisciplinary and holistic training. Common recommendations covered by the studies included opportunities to improve the content, logistics, and overarching structural components of HRCB initiatives. Conclusion Our findings have important implications on health research policy and related capacity building efforts. Importantly, FCASs should prioritize (1) funding HRCB efforts, (2) strengthening equitable international, regional, and national partnerships, (3) delivering locally led HRCB programmes, (4) ensuring long-term evaluations and implementing programmes at multiple levels of the healthcare system, and (5) adopting engaging and interactive approaches.

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Section: Discussionmentioning

confidence: 99%

Health research capacity building of health workers in fragile and conflict-affected settings: a scoping review of challenges, strengths, and recommendations

Mansour

Naal

Kishawi

et al. 2021

Health Res Policy Sys

Self Cite

View full text Add to dashboard Cite

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“…For example, the gender-equity organization Catalyst, Inc. (2022) engages men in workshops aimed at increasing awareness of the harmful effects of rigid masculinity norms in the workplace through their initiative “Men Advocating Real Change.” By engaging men in this way, men are able to learn more inclusive or expansive definitions of what it means to be a “man” in the workplace, theoretically leading to less discrepancy or pressure surrounding masculinity expectations. At the systems or structural level, past research has shown that cultures become more gender inclusive and less rigid when more women are in positions of leadership (Handelsman et al, 2005; Ovseiko et al, 2019; Patel et al, 2020). According to the proposed model, if having more women in leadership mitigates rigid gender norms, then we would also expect men’s expectancy, discrepancy, and threat responsiveness to decrease—ultimately producing organizational cultures that benefit both women and men.…”

Section: Empirical Theoretical and Practical Implications And Conside...mentioning

confidence: 99%

When Is Masculinity “Fragile”? An Expectancy-Discrepancy-Threat Model of Masculine Identity

Stanaland

Gaither

Gassman‐Pines

2023

Pers Soc Psychol Rev

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Academic Abstract Manhood is a precarious social status. Under perceived gender identity threat, men are disproportionately likely to enact certain stereotype-consistent responses such as aggression to maintain their gender status. Yet less is known regarding individual variation in men’s threat responsiveness—that is, the psychological conditions under which one’s masculine identity is more or less “fragile.” We propose a novel model of masculine identity whereby masculine norm expectancy generates discrepancy within the self to the extent that rigid norms are internalized as obligational (actual-ought discrepancy) versus aspirational (actual-ideal discrepancy), which predict extrinsic versus intrinsic motivations to reduce these discrepancies, respectively. Under threat, then, extrinsic motivations predict externalized responses (e.g., aggression), and intrinsic motivations elicit internalized responses (e.g., anxiety, shame, self-harm). We also consider the conditions under which masculinity may be less fragile—for example, in contexts with less rigid expectations and among men who reject expectations—as pathways to mitigate adverse masculinity threat-related outcomes. Public Abstract In many cultures, men prove their manhood by engaging in behaviors that harm themselves and others (e.g., violence, sexism, homophobia), particularly people from marginalized groups. Yet less is known about why some men are more likely than others to enact these masculinity-proving behaviors. The goal of our model is to specify certain conditions under which masculinities become “fragile” and elicit these responses when under threat. We start by describing the rigid expectations men experience—for example, that they are strong and tough. We propose that these expectations cause men to experience different forms of discrepancy within themselves that produce corresponding motivations to reduce these discrepancies. Under threat, motivations driven by others’ expectations elicit outward attempts to restore masculine status (e.g., aggression), whereas motivations driven by self-ideals cause internalized responses (e.g., shame, self-harm). We conclude by discussing how to reduce these discrepancies, such as mitigating the rigidity of and encouraging men’s resistance to masculinity expectations.

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“…This emphasizes that women's career advancement can be shaped by psychological factors perpetuated by an individual's environment. Patriarchal sociocultural values, and the ways in which they perpetuate gendered ideas of leadership, can limit women's career choices and development (Patel et al, 2020). For example, a woman's performance could be affected by the societal stereotyping of women in leadership, and this limits their opportunities in accessing leadership positions or performing well in those positions.…”

Section: Literature Reviewmentioning

confidence: 99%

“…As discussed, Sudan's societal norms and conditions are engrained in legal and structural mechanisms, which operate alongside culture and tradition. As such, there is the existence of a male-cantered culture, that has the power to shape women's choices and access in the careers (Patel et al, 2020;Hameli et al, 2023). This male-cantered culture has the capacity to shape women's choices and access (Alqahtani, 2021) because stereotypes and negative perceptions about women's career advancement overshadow their potential and personal motivation.…”

Section: Societal Factors Personal Factors and Women's Career Motivat...mentioning

confidence: 99%

Women’s career motivation: social barriers and enablers in Sudan

Mohamed,

Abbashar,

Abushama

2023

Front. Psychol.

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IntroductionThis study presents an original contribution by examining an often-neglected country in the Middle East and Northeast Africa (MENA), with a specific focus on women’s career research. It identifies challenges that have created barriers for Sudanese women’s career progression, consequently limiting their opportunities for career and leadership growth. To conceptualize understand women’s career motivations on a global and regional scale, the study conducted an in-depth review and analysis of literature, benchmarked similar countries, and incorporated psychological and organizational behavior theories, alongside examples of women’s empowerment cases from the MENA region.MethodsThe study employs a multifaceted approach that involves exploring psychological and organizational theories, drawing insights from self-efficacy, stereotype, and implicit bias theories, as well as MENA empowerment cases. Additionally, an empirical investigation is conducted through an extensive three-round Delphi study involving 75 Sudanese women leaders from diverse sectors. The empirical findings are crucial for understanding obstacles faced by women and the impact of Sudan’s unique social context on their career paths.ResultsThe research findings shed light on the complex interplay of factors creating roadblocks for Sudanese women’s career advancement. Sudan’s distinctive social context significantly shapes and influences women’s career motivations in diverse and interconnected ways. Empirical evidence from the Delphi study underscores the broad impact of these roadblocks, highlighting the multiplicity of challenges faced by women in Sudan. This comprehensive analysis not only aids in comprehending workplace obstacles but also provides valuable insights into the diverse experiences and needs of female employees. The findings emphasize the broad impact of these barriers on women, underscoring their varied challenges.DiscussionThe research holds far-reaching implications. By contextually identifying barriers that impede Sudanese women’s career motivations, the study lays a foundation for targeted solutions. This understanding is grounded in historical, theoretical, and policy-making perspectives, enabling informed strategies to support women’s advancement. The study also offers actionable policy recommendations for governments, workplaces, and stakeholders, facilitating women’s career growth through policy reforms and capacity-building initiatives. Furthermore, its significance extends beyond Sudan, acting as a catalyst for developing gender-responsive policies in similar MENA countries and beyond.

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“Having More Women Humanitarian Leaders Will Help Transform The Humanitarian System”: Challenges and Opportunities for Women Leaders in Conflict and Humanitarian Health

Cited by 5 publications

References 26 publications

Health research capacity building of health workers in fragile and conflict-affected settings: a scoping review of challenges, strengths, and recommendations

Health research capacity building of health workers in fragile and conflict-affected settings: a scoping review of challenges, strengths, and recommendations

When Is Masculinity “Fragile”? An Expectancy-Discrepancy-Threat Model of Masculine Identity

Women’s career motivation: social barriers and enablers in Sudan

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