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Using data collected through an online survey, this study examined employees' perceptions of their library's racial equity efforts and workplace experiences with racial equity and racism. Black and non-Black participants' perceptions are analyzed on hiring, retention, and promotion of Black, Indigenous, and people of color (BIPOC) employees. Our quantitative data reveals Black participants are more decisive about their experiences or perceptions than non-Black participants. Our qualitative data also reveals that libraries with no or few BIPOC employees, or organizational issues, or hostile work environments lead to a variety of negative experiences for BIPOC employees. [ABSTRACT FROM AUTHOR]

This is a mixed methods international survey of therapists (n = 89) belonging to Therapy First, an organization supporting the use of exploratory therapy, rather than gender affirmative therapy, with gender-questioning clients. The method used was an electronic questionnaire, producing a 33% response rate from members. Responses were analyzed using thematic analysis. This article reports qualitative responses relating to therapists' experiences of anxiety in working in a hostile professional environment, and their adoption of strategies to minimize risk of allegations of conversion therapy. Therapist strategies included refining existing marketing approaches to serve preferred client groups, and reliance on proven therapy models. [ABSTRACT FROM AUTHOR]

The authors' intention is to conduct an analysis utilizing a purely conceptual, literary content-based investigation of two hermeneutical dimensions associated with work motivation in the public service sector. Specifically, the study focuses on public school teachers in the Italian context due to the neglected way in which they matured in literary production and the hostile work environment brought about by the numerous reforms in a kind of heterogenesis of ends. Through the use of aphorisms and metaphors, after a literature review, gap identification and a content-based analysis, the authors aim to identify an approach that can anthropologically serve as a synthesis formula for workers who are emotionally and intensely invested in their professional practice. Specifically, this includes professions, including educational ones, that are subjected to high exposure to emotional labor (EL). The authors have identified two dimensions: one oriented towards the concept of gift and the other towards possession for integrating the demand–resource model (DRM). To support this analysis, the seminal research work of Belk will be utilized as a reference in the wide range of literary production on the give-and-take approach, according to Schaufeli and Grant. Furthermore, empirical data from previous research will be used to functionally explain how sense-making, when combined with the dynamics of gift–possession, can act as a factor of resilience for professions that hold significant emotional value. In this way, the authors shape a perspective on the theoretical paradigm toward the performance measurement and management system under the lens of New Public Management reform, considering the grand challenges inherent in the educational area by identifying organizational behavioral levers for justifying high motivation-driven actions in an underestimated job segment. In this way, the greatest contribution lies in the possibility of defining a reference framework to expand the DRM in application to the clarification of the foundations inherent in resilience behaviors implemented by educational professions in the specific reference context. The main result would precisely be the ability of the latter to cope with hostile contexts through the dynamics of gift and possession that promote work resilience through the attribution of meaning and identity to the job. These perspectives are useful for deepening the understanding of performance measurement and management approaches. [ABSTRACT FROM AUTHOR]

Using one sex worker-led collective as a case example, this paper explores how feminism, precarious work and entrepreneurialism coexist together in contradictory ways. I begin by highlighting how freelance work within UK strip clubs creates precarity and hostile work environments for sex workers when coupled with exploitative managerial practices; however, when similar, equally precarious gig work and promotional activities are combined with sex worker-led collectivist practices, they can instead be used to advance feminist politics. The paper then shifts to a discussion of how the transformative potential of the sex worker collective and their efforts to fight for labour rights and safer working conditions are continually and violently undermined by the feminism of those outside the stripping industry and with access to more privilege, power, and resources. While there are many different feminisms, the article ends by arguing for the ongoing need to seek some reconciliation within the movement to ensure that the voices and concerns of those most marginalised remain at the centre of politics and action. [ABSTRACT FROM AUTHOR]

Sexual harassment in the workplace is not a new phenomenon however, it has been established that there is an intricate link between sexual harassment and ill-health among employees. Section 2, Jamaica Sexual Harassment Act 2021 articulates that sexual harassment is the making of any unwelcome sexual advance towards a person by another person which (a) is regarded as offensive or humiliating by the person towards whom the sexual advance is made; or (b) has the effect of (i) interfering with the work performance of the person to whom the sexual advance is made; or (ii) creating an intimidating, offensive or a hostile work environment. Effects of sexual harassment include ill health, such as emotional distress, psychological effects, and physical effects, which have the potential to undermine an employee's job satisfaction, job engagement and, ultimately, productivity. Additional effects of a hostile work environment created by sexual harassment are behaviours such as inability to concentrate and absenteeism. By and large, effective management of health-related effects of sexual harassment must be mitigated through prevention strategies such as accessible channels for reporting and addressing complaints, strategies to empower victims and hold perpetrators accountable for their actions, offering comprehensive support services and zero tolerance for sexual harassment. This may be achieved through a multifaceted approach to address issues such as power dynamics and inequality in the workplace, raising consciousness, establishing training programs, and implementing robust policies and legal framework. [ABSTRACT FROM AUTHOR]

BACKGROUND: Examining workplace psychosocial risk factors for back pain becomes increasingly important because of the changing nature of work and rising healthcare costs. Some psychosocial risk factors for back pain, such as work and family imbalance, exposure to a hostile work environment, and job insecurity, are understudied for the working population in the United States. METHODS: Data used in this study came from the Quality of Work Life Survey (QWL), a supplementary module of the General Social Survey conducted in the United States. Data from the 2002, 2006, 2010, 2014, and 2018 QWL surveys were used in these analyses, giving a total sample size of 6661. Five domains of workplace psychosocial risk factors for back pain were examined, including job strain, low social support, work-family imbalance, exposure to a hostile work environment (harassment and discrimination), and job insecurity. The adjusted odds ratio (aOR) of each psychosocial risk factor for back pain with 95% confidence intervals (CI) was estimated using a multivariable logistic regression model after controlling for job physical factors, occupation, and demographic and socioeconomic characteristics. RESULTS: Significant associations were found between back pain and several psychosocial factors including job strain (aOR 1.19; CI 1.00,1.41), work-family imbalance (aOR,1.42; CI 1.22,1.64), harassment (aOR 1.40; CI 1.15,1.71), and discrimination (aOR 1.20 CI 1.00,1.44). CONCLUSION: This study contributes to the understanding of the relationship between a variety of workplace psychosocial factors and back pain. Our findings suggest directions in future longitudinal research to examine emerging workplace psychosocial factors for back pain.

The proper use of protective equipment is very important to avoid fatalities. One sector in which this has a great impact is that of construction sites, where a large number of workers die each year. In this sector as in others, employers are responsible for providing their employees with this equipment. In addition, employers must monitor and ensure its correct use. These tasks are usually performed using manual procedures. Existing tools to automate this process are unreliable and present scalability issues. In this paper, we research the benefits of using a cloud-edge computing architecture to automate the monitoring of protective equipment. The solution we propose successfully addresses all the problems that appear in hostile and unstructured work environments such as construction sites. Although these sites are used as a use case, the approach presented can also be deployed in other sectors with similar characteristics and restrictions. [ABSTRACT FROM AUTHOR]

Based on 34 in-depth interviews with women in the Israeli military, this article explores how the sexual vulnerability of women in power positions is used as both a disciplining power and a resource for agency that enables them to negotiate a hyper-masculine organizational culture. Juxtaposing theoretical insights from the CMS literature on sexuality within organizations with those arising from the Butlerian conceptualization of vulnerability, we offer an analytical framework for understanding women's sexual vulnerability in hyper-masculine environments, not exclusively as a victimization process but also as a significant survival practice designed for coping with their organizational exclusion. Accordingly, the theoretical contribution of this article allows for a nuanced examination of subjects experiencing exclusion and devaluation as they constitute their political subjectivity in hostile work environments. [ABSTRACT FROM AUTHOR]

In 2022, for the first time in American history, Congress enacted legislation criminalizing hostile work environment sexual harassment. More serious types of sexual harassment have long been criminal under the Uniform Code of Military Justice, but hostile work environment harassment is a civil wrong, not a crime, and should not have been made into one. Section 539D of the National Defense Authorization Act for Fiscal Year 2022 (now listed under Article 134, UCMJ (Sexual Harassment), is both unconstitutional and counterproductive. It violates the Fifth Amendment for vagueness by failing to provide fair notice of what is prohibited, and the First Amendment for overbreadth by punishing a substantial amount of protected free speech. The new punitive article will, perhaps counterintuitively, exacerbate the problem of sexual harassment by: (1) creating disproportionately severe punishment for the offender; (2) increasing antagonism between the offender and offended party; and (3) raising the evidentiary burden of proof for complaints. Treating sexual harassment as a crime rather than inappropriate workplace conduct raises the stakes beyond that which is conducive to actual learning, healing, and, ultimately in this context, effective warfighting. Accordingly, Congress should repeal Section 539D of the National Defense Authorization Act for Fiscal Year 2022 (Section 539D of the FY22 NDAA) and the President should cancel Executive Order 14062. The Services should also eliminate hostile work environment sexual harassment entirely from the criminal context by removing the punitive language from their regulations in favor of restorative justice, as well as administrative discipline and separation. This is the only way for the United States to make lasting progress toward reducing the problem of sexual harassment in the military. [ABSTRACT FROM AUTHOR]

In many parts of the world, journalists work in increasingly hostile environments. To better understand the characteristics and implications of hostility against the press in a hybrid regime, this study explores how journalists in Serbia perceive and experience anti-press hate speech. Based on 20 interviews with diverse reporters, we describe hate speech against journalists as an ad hominem attack triggered by the very nature of journalistic conduct. We discuss two identified mechanisms of hate speech propagation. The first, machinery of hate speech, refers to orchestrated attacks on independent journalists by ruling party officials, pro-government news outlets, and troll armies. In contrast, the lone-wolf-haters mechanism refers to authentic and sporadic expressions of hate by extreme partisan audiences to which all journalists are susceptible, regardless of their affiliation. Describing their personal experiences, the participants report various responses to encountering hate speech, ranging from immediate emotions to less immediate psychological reactions to physical health problems. To prevent hateful acts from interfering with their journalistic performance, they rely on a variety of coping strategies and mechanisms, including psychological and professional strategies, as well as social and institutional support. [ABSTRACT FROM AUTHOR]

This study aims to investigate the employment situation of trans people in the context of the Southern European welfare regime in Turkey. We observe that the welfare state has emerged as a product of the Industrial Revolution towards the end of eighteenth century. The Industrial Revolution led to a diversification of products in manufacturing along with technological change and reforms in this era brought many variations in social, economic, political, and cultural fields. Within this context, the Southern European welfare regime plays a critical role in establishing a patriarchal system, a gender-based division of labor, and sexual orientation and gender identity categories that are rejected in culture and the system. By looking at the previous studies that collected limited data, we aim to present the yearly changes in the employment rate and the situation of trans people in Turkey. Due to the hostile work environment, inadequate policies and actions, and the discrimination against trans people, the employment rate of both trans women and trans men working in the public sector is very low. Not surprisingly, the situation is not different for the trans individuals working in the private sector. [ABSTRACT FROM AUTHOR]

Billions in development aid is provided annually by international donors in the Majority World, much of which funds health equity. Yet, common neocolonial practices persist in development that compromise what is done in the name of well-intentioned policymaking and programming. Based on a qualitative analysis of fifteen case studies presented at a 2022 conference, this research examines trends involving unethical partnerships, policies, and practices in contemporary global health. The analysis identifies major modern-day issues of harmful policy and programming in international aid. Core issues include inequitable partnerships between and representation of international stakeholders and national actors, abuse of staff and unequal treatment, and new forms of microaggressive practices by Minority World entities on low-/middle-income nations (LMICs), made vulnerable by severe poverty and instability. When present, these issues often exacerbate institutionalized discrimination, hostile work environments, ethnocentrism, and poor sustainability in development. These unbalanced systems perpetuate a negative development culture and can place those willing to speak out at risk. At a time when the world faces increased threats including global warming and new health crises, development and global health policy and practice must evolve through inclusive dialogue and collaborative effort. [ABSTRACT FROM AUTHOR]

To understand one type of race trouble, this study examines a federal civil trial brought by a white employee suing her African American supervisor for creating a racially hostile work environment. After explaining race trouble and its connection to talk about racism, background is provided on civil trials and this particular trial. Events about which competing accounts were offered in the trial included assignment of office space, meeting conduct, and use of the N-word and African American language. For each event I show how anti-white racism was argued for and how that argument was resisted. In the conclusion, I consider what this trial illuminates about twenty-first century U.S. race relations. [ABSTRACT FROM AUTHOR]

Management scholars have examined various kinds of workplace mistreatment. These investigations and empirical summaries of the literature show that personal experience of mistreatment at work creates a variety of deleterious problems such as more negative job attitudes, lower performance, and poorer health. The bulk of the literature assumes that the key cause-effect relationship resides at the individual level. However, individuals do not experience mistreatment in a vacuum, but rather in a complex social environment that shapes interpretations of, and reactions to, individual mistreatment. In this integrative review, we depart from prior reviews that focus primarily on personal experiences of mistreatment and instead evaluate the literature on mistreatment in the context of others' negative experiences. Analyzing 64 empirical articles on own and others' mistreatment at work, we identify six key theoretical perspectives concerning how others' experiences shape individual reactions to mistreatment. We then develop a sensemaking and social information processing framework for understanding mistreatment in context. We conclude the article by discussing theoretical and methodological recommendations for future research. [ABSTRACT FROM AUTHOR]

Traffic flow analysis is essential to develop smart urban mobility solutions. Although numerous tools have been proposed, they employ only a small number of parameters. To overcome this limitation, an edge computing solution is proposed based on nine traffic parameters, namely, vehicle count, direction, speed, and type, flow, peak hour factor, density, time headway, and distance headway. The proposed low-cost solution is easy to deploy and maintain. The sensor node is comprised of a Raspberry Pi 4, Pi camera, Intel Movidius Neural Compute Stick 2, Xiaomi MI Power Bank, and Zong 4G Bolt+. Pre-trained models from the OpenVINO Toolkit are employed for vehicle detection and classification, and a centroid tracking algorithm is used to estimate vehicle speed. The measured traffic parameters are transmitted to the ThingSpeak cloud platform via 4G. The proposed solution was field-tested for one week (7 h/day), with approximately 10,000 vehicles per day. The count, classification, and speed accuracies obtained were 79.8%, 93.2%, and 82.9%, respectively. The sensor node can operate for approximately 8 h with a 10,000 mAh power bank and the required data bandwidth is 1.5 MB/h. The proposed edge computing solution overcomes the limitations of existing traffic monitoring systems and can work in hostile environments. [ABSTRACT FROM AUTHOR]

Background: This project aimed to assess compliance with evidence-based criteria' for the prevention and management of workplace violence against nursing staff in Shahid-Beheshti hospital, Maragheh, Iran. Workplace violence is a managerial and workplace occupational health and safety issue that can affect the performance of an institution. Further, it might turn the work environment into an insecure and hostile one which can influence the performance of employees and their professional relationships negatively. Nevertheless, staff have their own legal rights, and their organizations are legally and ethically in charge of providing them with safe work environments. Methods: Following the JBI Practical Application of Clinical Evidence System and Getting Research into Practice audit and feedback tool with three phases of activities, this project utilized an implementation framework incorporating quality improvement. Furthermore, the audit tool was used to establish the project and set up the measurement and evaluation of three evidence-based criteria. Results: The post-implementation audit results indicated a significant improvement in violence management and prevention. The compliance rate on the first criterion, i.e. aggression management training, increased from 49% at baseline to 81% at the end. The second criterion, i.e. timely support and assistance following an incident, exhibited greater increase from eight to 73%. Finally, an increased compliance was noted on the third criterion, i.e. policy for risk management and safe environment, from 22 to 77%. Conclusions: The current project successfully implements evidence-based violence management in Shahid-Beheshti hospital. It reveals significant results on compliance and the increasing knowledge of nurses on evidence-based stress management, communication skills and self-companion. [ABSTRACT FROM AUTHOR]

This study examined responses from more than one thousand employed adults across the United States to shed light on the causal directions and temporal dynamics between, on the one hand, the hostile social situations employees face at work (i.e., workplace mistreatment) and, on the other hand, the harmful behaviors that employees enact at work. Using autoregressive cross-lagged panel analyses on a 12-wave longitudinal dataset, we show that employees' bad behaviors at work (e.g., sabotage, theft, abuse of coworkers) are both a cause and a consequence of experiencing mistreatment from colleagues and supervisors (e.g., ostracism, everyday discrimination, abusive supervision). We investigate the temporal aspects of this reciprocal relationship and find that deviance-to-mistreatment and mistreatment-to-deviance effects both occur over a 1-week time horizon. Moreover, this reciprocal relationship continued across the 12 weeks of the study, and its magnitude neither intensified nor diminished over this time period. Finally, we investigated the role of moral character evaluations in the reciprocal mistreatment-deviance relationship. Our results revealed that individuals whose moral character is more positively regarded by coworkers (i.e., those evaluated as higher in honesty-humility) are less penalized by others in response to their deviance. We discuss theoretical and managerial implications of these results for mitigating deviance and mistreatment in organizations. [ABSTRACT FROM AUTHOR]

No industry has been immune to the #MeToo movement since its inception. The restaurant industry is especially susceptible to incidents of sexual harassing behaviors due to certain characteristics of the business itself. The purpose of this research paper is to evaluate restaurant employees' perceptions of sexual harassment and the effects of the #MeToo movement has had on those perceptions. By analyzing the responses of restaurant employees in Hawaii, significant differences in sexual harassment perceptions were found among different groups depending on age, generation and job position. Through quantitative and qualitative examinations, the influence of the #MeToo movement on restaurant employees' perceptions of sexual harassment is explored. This study will provide timely information when it comes to sexual harassment in the restaurant industry and suggest policies and implications for the field. [ABSTRACT FROM AUTHOR]

The central objective of the article was to investigate the challenges posed by work-associated sexual intimidation of female workers and whether there were binding legislative and policy frameworks to address the problem in Nigeria. To achieve the aim, the study adopted both doctrinal and comparative approaches by evaluating some available literature in the area and comparing Nigeria’s position with some selected foreign jurisdictions with legislative provisions barring harassment. The article also adopted some theoretical models to explain the possible reasons for sexual harassment. It was discovered that the menace of sexual harassment at workplace has received a robust attention domestically and globally from researchers and organizations with available data showing that the despicable practice occur both in public and private establishments and that it has considerable negative effects on employers as well as on the health and psychological welfare of employees. The work revealed that unlike some other countries, Nigeria lacked precise anti-sexual harassment legislation and that the extant national legislative frameworks on sexual-related offences are inadequate to effectively curb the problem. Thus, the article recommended that there is need for stringent legal and policy frameworks to be put in place in Nigeria in order to tackle the hydra-headed problem of job-related sexual harassment as are obtainable in the three foreign jurisdictions examined in the paper.

While activists and scholars have interrogated the problem of campus sexual assault, studies have yet to understand its effects on faculty labor. In this analytical essay, Stephanie R. Larson expands studies of campus sexual violence by addressing how ineffective reporting procedures and inadequate mechanisms of response have consequences for minoritized faculty that are not acknowledged by their institutions. Drawing on interview data with twenty humanities faculty members across a range of disciplines, ranks, and types of institutions, she analyzes how the invisible labor around reporting and responding to sexual violence creates a hostile work environment and ultimately exacerbates inequalities in higher education, illustrating how individuals who identify as women, people of color, and/or queer are especially subject to this additional labor. The essay concludes with implications for curriculum, policy, and advocacy. [ABSTRACT FROM AUTHOR]

Photovoltaic (PV) arrays are prone to various faults due to the hostile working environment. This paper presents the fault diagnosis algorithm based on support vector machine (SVM) to detect short circuit, open circuit, and lack of irradiation faults that occurred in PV arrays. By analyzing these faults and I–V characteristic curves of PV arrays, the short-circuit current, open-circuit voltage, maximum-power current, and maximum-power voltage are chosen as input parameters of SVM-based fault diagnosis algorithm. The data preprocessing methods are used to improve the quality of fault data set considering the effects of the quality on the performance of SVM-based fault diagnosis algorithm. The grid search and k-fold cross-validation methods are proposed to optimize the parameters of the SVM-based fault diagnosis algorithm. It gets test accuracy of 97% by testing the trained SVM-based fault diagnosis algorithm with 400 data. The experimental results indicate that the SVM-based fault diagnosis algorithm has higher accuracy and generalization ability than other algorithm for fault diagnosis of PV arrays. [ABSTRACT FROM AUTHOR]

Background: Examining workplace psychosocial risk factors for back pain becomes increasingly important because of the changing nature of work and rising healthcare costs. Some psychosocial risk factors for back pain, such as work and family imbalance, exposure to a hostile work environment, and job insecurity, are understudied for the working population in the United States. Methods: Data used in this study came from the Quality of Work Life Survey (QWL), a supplementary module of the General Social Survey conducted in the United States. Data from the 2002, 2006, 2010, 2014, and 2018 QWL surveys were used in these analyses, giving a total sample size of 6661. Five domains of workplace psychosocial risk factors for back pain were examined, including job strain, low social support, work‐family imbalance, exposure to a hostile work environment (harassment and discrimination), and job insecurity. The adjusted odds ratio (aOR) of each psychosocial risk factor for back pain with 95% confidence intervals (CI) was estimated using a multivariable logistic regression model after controlling for job physical factors, occupation, and demographic and socioeconomic characteristics. Results: Significant associations were found between back pain and several psychosocial factors including job strain (aOR 1.19; CI 1.00,1.41), work‐family imbalance (aOR,1.42; CI 1.22,1.64), harassment (aOR 1.40; CI 1.15,1.71), and discrimination (aOR 1.20 CI 1.00,1.44). Conclusion: This study contributes to the understanding of the relationship between a variety of workplace psychosocial factors and back pain. Our findings suggest directions in future longitudinal research to examine emerging workplace psychosocial factors for back pain. [ABSTRACT FROM AUTHOR]

A study of 3,200 scientists found that there is a "perception gap" in lab experiences where senior lab members had a more positive perception of lab experiences, which differed from that of junior lab members [[38]]. Rule 7: Foster connection outside of the lab Like Rule 6, fostering connection outside of the lab provides lab members a chance to learn more about each other and strengthen social ties within the lab community. Equity checks assess whether current lab practices are fair, whether any lab member needs some temporary assistance, or whether a particular lab member has been going "above and beyond" and would benefit from tasks being redistributed. Some labs create a lab website that has information about each lab member and provides an opportunity for individuals to carve out their unique contributions to the lab community. [Extracted from the article]

Global prevalence and impact of hostility, discrimination, and harassment in the cardiology workplace. Editorial Members of society, and physicians themselves, expect high standards of expertise in those who practice medicine. Discrimination based on gender was universal (98% of women) and was the most prevalent type of discrimination in women of any race and ethnicity.[10] In comparison, discrimination by race and ethnicity was reported by fewer individuals: 67% of Black and Hispanic women and 84% of Black and Hispanic men.[10] There are important implications of these findings. [Extracted from the article]

Results Mechanism 1: Creating a hostile work environment for female politicians A first way in which VAWIP impacts female politicians is by creating a hostile work environment. This was caused not only by the violent incidents female politicians themselves experienced - seeing how other female politicians are targeted has an impact as well: It is very terrifying that addresses, photos, and contact information of politicians are placed online. In particular, it uncovers the mechanisms behind VAWIP, namely "through what process" VAWIP affects female politicians and ultimately may lead them to consider leaving or actually leave politics ([19]). Keywords: VAWIP; violence against women; gender-based violence; politics; Belgium EN VAWIP violence against women gender-based violence politics Belgium 231 247 17 09/19/22 20220901 NES 220901 Recently, the issue of violence against women in politics (VAWIP) has been gaining more attention. [Extracted from the article]

Purpose: The purpose of this paper is to examine the processes associated with divorced female employees' experiences at workplaces in the context of a developing country, Pakistan. Specifically, this study analyzes divorced women's narratives to better understand the nature of discrimination, its outcomes and their coping strategies within the workplace environment. Design/methodology/approach: A qualitative methodology consisting of 25 semistructured interviews with women employees having divorce status was adopted. Findings: Findings demonstrate that divorced women experience a considerable amount of discrimination at their workplace from colleagues (victimized through gossiping). Moreover, they are also offered less training opportunities. This discrimination not only increases turnover intentions and stress but also decreases cognitive performance and disturbs work–life balance. The major coping strategies identified in the research include avoiding the situation and/or concealing their identity. Originality/value: First, this study undertakes an in-depth examination of experiences and consequences of stigma amongst female individuals with divorced identity from an understudied, yet highly relevant, context of Pakistan. In so doing, the authors respond to the call for more research that examines the role of context in shaping the psychological process. Second, contextualizing the concepts of discrimination and inclusion in the workplace setting, this work gives voice to females with divorce identity. Lastly, by examining the interaction between visible and invisible identities, the authors provide further evidence that individuals with multiple subordinate identities are more prone to greater stigma and other negative consequences. [ABSTRACT FROM AUTHOR]

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