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Transgender and gender diverse (TGD) people represent a small percent of the population and yet, they experience sexual violence (SV) at disproportionately high rates compared to their cisgender counterparts. Little is known about how SV relates to TGD people’s gender identity and their ability to engage in posttraumatic growth (PTG). The purpose of the present study is to gain a nuanced understanding of the role that SV plays in the lives of TGD people. Semi-structured interviews were conducted with eight TGD participants, and an interpretative phenomenological analysis (IPA) revealed two superordinate (i.e. negative impacts of SV on self and factors that facilitated recovery from SV) and twelve subordinate (i.e. systemic oppression, mental health outcomes, gender dysphoria and transitioning, difficulties with disclosure, lack of resources, physical intimacy, advocacy, connection and support, strengths, posttraumatic growth, affirming resources, and hope) themes. Implications for practice include the use of gender-affirming interventions; understanding the potential interplay between gender dysphoria, oppression, and trauma; and exploration of strengths and avenues for growth. Directions for future research include the use of diverse samples and a mixed-method approach to studying this topic. [ABSTRACT FROM AUTHOR]

This article discusses the University of Global Health Equity (UGHE)'s use of a Gender Equity and Diversity Inclusion Audit as a tool to mainstream gender and minority groups' inclusion. The internal audit analysed gender and minority groups' inclusiveness, sensitivity and/or awareness in institutional programmes, projects, plans, practices and policies, and identified the gaps within. This article gives an overview on why and how UGHE (Rwanda) created a single tool for an internal audit covering both gender equity and minority inclusion, implemented by its Center for Gender Equity (CGE) with the participation of students, staff and faculty from both its Butaro campus, and Kigali headquarters, in Rwanda. The tool is based on a four-part methodology that includes a desk review of official university documents, self-assessment questionnaires for employees and students, in-depth interviews, and consultative meetings with selected staff and UGHE leaders. The data collected through this robust audit allowed for the identification of gaps in the mainstreaming of gender and minority inclusion – the main ones are briefly discussed in the article – and this will guide the design of UGHE's strategy to correct these. The gender mainstreaming strategy's ultimate objective is advancing institutional equity. [ABSTRACT FROM AUTHOR]

Even though academics are routinely engaged in care activities for their students, colleagues, institutions, and families, care is often overlooked in the culture of academia. This study focuses on how care work affects gender equity in academia, along with work and personal lives of women academics. Through female professors, the study explores the extent, variety, and lived experiences of care practices in academia. Utilizing care and gender theories in an organizational context, we analyzed qualitative interviews with twenty-two female academics from two Canadian universities, purposively selected to represent different disciplines and stages in the academic career trajectory. Regarding their life and health trajectories, our interviewees spontaneously utilized a vocabulary of care to describe their teaching, supervision, and administrative tasks. This acknowledgment of care as an important aspect of academic practice can be helpful in addressing gender inequalities in academia. Specifically, self-care remains a largely overlooked—yet important—category of care theory. Based on our fieldwork, we argue that self-care needs to be more closely and extensively studied to create a more supportive academic work culture. [ABSTRACT FROM AUTHOR]

We discuss common findings of the two most recent surveys on gender issues among anaesthesiologists. One survey was conducted in Europe and the other included respondents from 111 countries worldwide. With almost 15,000 combined respondents, these are the largest surveys to date in the field and the key overlapping findings must be pointed out. Women anaesthesiologists do aspire to leadership roles while facing multiple sources of gender discrimination present at their workplace. Yet, encouragingly, the discrimination towards women anaesthesiologists is perceived to be decreasing. One major feature is the difference in the lifestyles of women and men anaesthesiologists, in particular, when they consider starting a family. In Europe, anaesthesiologists who are men are twice as likely to have children than anaesthesiologists who are women. Globally the former group are 1.4 times more likely than the latter group to have children. While surveys do raise awareness of gender equity and help build the framework for interventions to establish equal opportunities, active approaches are needed in practice. The European Society of Anaesthesiology and Intensive Care recently established its Gender Equity Committee with the aim of fuelling activities that improve the gender gap in this profession. [ABSTRACT FROM AUTHOR]