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A significant decrease in the incidence of cervical cancer and mortality is expected when all eligible women have access to regular Screening tests. Factors that can influence participation rate include: acceptability, accessibility, screening interval, promotion of screening among others. This study is aimed at the assessment of the risk factors for cervical cancer, the knowledge and level of utilization of cervical cancer screening among female staff and female undergraduates of Niger Delta University. A standard questionnaire was used for data collection. The questions were made to capture the objectives of the study. 182 (50.6%) were aware of cervical cancer screening, 22 (12.1%) of the respondents have had at least one pap test in the past, the commonest reasons for uptake of screening were; When it is free or subsidized 6 (27.3%), as part of a general screening program 6 (27.3%), Doctor’s request 4 (18.2%) and self-conviction 4 (18.2%). Many 98 (41.4%) of the respondents, considered themselves healthy and did not see any reason to subject themselves to any form of cervical cancer screening. The reasons for uptake and non uptake of cervical cancer screening are statistically significant between the students and staff (x2 = 18.175, p = 0.001; x2 = 11.31, p = 0.046). The mean age for the initiation of penetrative sex among the respondents was 15.4 ± 2.7, 226 (71.1%) had more than one sexual partner and 184 (51.0%) had been treated for sexually transmitted infections in the past. The study shows that awareness of cervical cancer screening and Uptake was low amongst the respondents, this is despite the fact that a large proportion of the respondents had risk factors for cervical cancer.

Objective: Whereas employment has been shown to be beneficial for people with Major Depressive Disorder (MDD) across different cultures, employers’ attitudes have been shown to be negative towards workers with MDD. This may form an important barrier to work participation. Today, little is known about how stigma and discrimination affect work participation of workers with MDD, especially from their own perspective. We aimed to assess, in a working age population including respondents with MDD from 35 countries: (1) if people with MDD anticipate and experience discrimination when trying to find or keep paid employment; (2) if participants in high, middle and lower developed countries differ in these respects; and (3) if discrimination experiences are related to actual employment status (ie, having a paid job or not).Method: Participants in this cross-sectional study (N=834) had a diagnosis of MDD in the previous 12 months. They were interviewed using the Discrimination and Stigma Scale (DISC-12). Analysis of variance and generalised linear mixed models were used to analyse the data.Results: Overall, 62.5% had anticipated and/or experienced discrimination in the work setting. In very high developed countries, almost 60% of respondents had stopped themselves from applying for work, education or training because of anticipated discrimination. Having experienced workplace discrimination was independently related to unemployment.Conclusions: Across different countries and cultures, people with MDD very frequently reported discrimination in the work setting. Effective interventions are needed to enhance work participation in people with MDD, focusing simultaneously on decreasing stigma in the work environment and on decreasing self-discrimination by empowering workers with MDD.