Women Veterans

Organizational culture, diversity, and employees’ health in social/human services: A systematic review

“…The organization's system of beliefs is constituted by the ethical norms, value stance, shared beliefs and cultural background, the social ideologies and expectations, the morality, traditions, and customs within the organization that also shape its climate and culture (Reynolds & Bennett, 2019). The actions and behaviors of leaders such as micro-aggressions (Sethi & Williams, 2016), stigma and stereotyping, favoritism, intolerance, among other behaviors, can be risk factors that nurture an unhealthy organizational culture (Collins & Callahan, 2012;Chenot et al, 2014;Harris et al, 2018;Mallinger et al, 2017;Quick et al, 2017;Fletcher & Barroso, 2019).…”

“…Female employees consistently earn less than men and have fewer leadership opportunities (Mallinger et al, 2017). Women, especially racialized women, are relegated to lower positions, with white males as decision-makers, which further reinforces their subordinate status in society and perpetuates gender workplace inequality (Harris et al, 2018). Moreover, they often experience gender and sexual harassment (Quick et al, 2017).…”

Embracing Diverse Women Veteran Narratives: Intersectionality and Women Veteran’s Identity

“…the collective narrative of violence against women, feminist theory, and antiracist politics. Since then, intersectionality has continued to evolve to become a framework for understanding how marginalized people and groups, with more than one identity and status, can be marginalized in multiple ways in societal structures based on those identities and statuses (Harris et al, 2018). These identities also cross over and are more complex than simple binary terms.…”