Reconsidering nationalism and feminism: the Kurdish political movement in Turkey

Feminist scholars have documented with reference to multiple empirical contexts that feminist claims within nationalist movements are often side‐lined, constructed as ‘inauthentic’ and frequently discredited for imitating supposedly western notions of gender‐based equality. Despite these historical precedents, some feminist scholars have pointed to the positive aspects of nationalist movements, which frequently open up spaces for gender‐based claims. Our research is based on the recognition that we cannot discuss and evaluate the fraught relationship in the abstract but that we need to look at the specific historical and empirical contexts and articulations of nationalism and feminism. The specific case study we draw from is the relationship between the Kurdish women's movement and the wider Kurdish political movement in Turkey. We are exploring the ways that the Kurdish movement in Turkey has politicised Kurdish women's rights activists and examine how Kurdish women activists have reacted to patriarchal tendencies within the Kurdish movement

A Review of Minority Stress Related to Employees' Demographics and the Development of an Intersectional Framework for Their Coping Strategies in the Workplace

Every employee embodies manifestations of every demographic that attach to him or her different minority and majority statuses at the same time. As these statuses are often related to organizational hierarchies, employees frequently hold positions of dominance and subordination at the same time. Thus, a given individual's coping strategies (or coping behavior) in terms of minority stress due to organizational processes of hierarchization, marginalization and discrimination, are very often a simultaneous coping in terms of more than one demographic. Research on minority stress mostly focuses on single demographics representing only single facets of workforce diversity. By integrating the demographics of age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one framework, the intersectional model proposed in this article broadens the perspective on minorities and related minority stress in the workplace. It is shown that coping with minority stress because of one demographic must always be interpreted in relation to the other demographics. The manifestation of one demographic can limit or broaden one's coping resources for coping with minority stress because of another dimension. Thus the manifestation of one demographic can determine the coping opportunities and coping behavior one applies to situations because of the minority status of another demographic. This coping behavior can include disclosure decisions about invisible demographics. Therefore organizational interventions aiming to create a supportive workplace environment and equal opportunities for every employee (e.g. diversity management approaches) should include more demographics instead of focusing only on few. (author's abstract