3 research outputs found
Experiences and identity constructions of sexual and gender ānon-normativeāemployees in corporate workplaces in KwaZulu-Natal.
Doctoral Degree. University of KwaZulu-Natal, Durban.This thesis explores the workplace experiences of sexual and gender ānon-normativeā
employees in post-apartheid South Africa. Work is an important facet of oneās life. Not only
is it necessary for economic reasons, the workplace is also a critical social space where people
with different backgrounds, traits and abilities interact with each other. Social norms and
values are applied and often reproduced, and one of these is heteronormativity. Whilst there
has been increasing focus on diversity as far as gender, race and disability are concerned in the
fields of Human Resource Management, there has been silences around issues of sexuality and
gender identity in corporate workplaces in South Africa. Drawing from three theoretical
frameworks, i.e., Ackerās (1990) gendered organisations, Crenshawās (1991) intersectionality
and queer theory (Butler, 1990), this study aims to understand the complex ways in which
employees construct, negotiate and manage their personal (sexual and gendered) and
professional identities. Through grounded conversations, informed by narrative methodology,
data was gathered from twenty-five (25) participants who self-identify as sexual and gender
ānon-normativeā (āqueerā according to Western gender and sexual subjectivity labelling). The
participants reflected a wide range of occupations, ages and employment corporate workplaces
in KwaZulu-Natal. They also reflected wide-ranging sexual (gay, lesbian and bisexual) and
gender (cisgender and transgender) identities. The findings suggest that, despite the South
Africanās progressive anti-discriminatory legislative framework, sexual and gender ānonnormativeā
employees experience discrimination in corporate workplaces. Such
discrimination was found to be covert and included verbal intentional or unintentional
microaggressions. This thus influenced how gender and gender ānon-normativeā employees
managed their identities at work. The study also found that, fundamentally, workplace diversity
management policies are sluggish in prioritizing aspects of sexuality and gender identities,
which exacerbates microaggressions. The study suggests that workplace culture is influenced
by regimes of inequality based on the intersectional relations between sexuality, race and
gender. This was seen in workplace policies, processes and practices that privilege
heterosexuality.
Theoretically, this study uncovered new perspectives in terms of the intersecting identities of
participants within the context of the workplace. Here, the use of multiple theories has
highlighted that the experiences of each sexual and gender ānon-normativeā employee are
different. The theories also helped draw attention to the underlying major structures of power
and the dynamics thereof within the organisation that render sexual and gender ānonnormativeā
employees as invisible. Furthermore, such power relations reproduce
heteronormativity in terms of leadership, workplace friendships and administration of policy
and practice.
This work calls for more work to be conducted in the area of sexuality, with a deliberate
inclusion of gender ānon-normativeā identities within the field of Human Resource
Management, as a crucial component of workplace culture. It also appeals for the development
of African-based theories that reflect the experiences of African realities, including African
sexualities. An advantage of conceptualizing theory is the development of terminologies. Thus,
we can move from using foreign words to describe South African experiences
Project Masihambisane: a cluster randomised controlled trial with peer mentors to improve outcomes for pregnant mothers living with HIV
Abstract Background Pregnant women living with HIV (WLH) face daily challenges maintaining their own and their babies' health and mental health. Standard Prevention of Maternal to Child Transmission (PMTCT) programs are not designed to address these challenges. Methods/Design As part of a cluster randomized controlled trial, WLH are invited to attend four antenatal and four postnatal small group sessions led by a peer WLH (a Peer Mentor). The WLH and their babies are assessed during pregnancy and at one week, six months, and twelve months post-birth. Mobile phones are used to collect routine information, complete questionnaires and remain in contact with participants over time. Pregnant WLH (N = 1200) are randomly assigned by clinic (N = 8 clinics) to an intervention program, called Masihambisane (n = 4 clinics, n = 600 WLH) or a standard care PMTCT control condition (n = 4 clinics; n = 600 WLH). Discussion Data collection with cellular phones are innovative and effective in low-resource settings. Standard PMTCT programs are not designed to address the daily challenges faced by WLH; Peer Mentors may be useful in supporting WLH to cope with these challenges. Trial registration ClinicalTrials.gov registration # NCT0097269
Project Masihambisane : a cluster randomised controlled trial with peer mentors to improve outcomes for pregnant mothers living with HIV
Please cite as follows:Rotheram-Borus, M-J. et al. 2011. Project Masihambisane : a cluster randomised controlled trial with peer mentors to improve outcomes for pregnant mothers living with HIV. Trials, 12(1):2, doi:10.1186/1745-6215-12-2.The original publication is available at http://www.trialsjournal.com/content/12/1/2Background: Pregnant women living with HIV (WLH) face daily challenges maintaining their own and their babies' health and mental health. Standard Prevention of Maternal to Child Transmission (PMTCT) programs are not designed to address these challenges. Methods/Design: As part of a cluster randomized controlled trial, WLH are invited to attend four antenatal and four postnatal small group sessions led by a peer WLH (a Peer Mentor). The WLH and their babies are assessed during pregnancy and at one week, six months, and twelve months post-birth. Mobile phones are used to collect routine information, complete questionnaires and remain in contact with participants over time. Pregnant WLH (N = 1200) are randomly assigned by clinic (N = 8 clinics) to an intervention program, called Masihambisane (n = 4 clinics, n = 600 WLH) or a standard care PMTCT control condition (n = 4 clinics; n = 600 WLH). Discussion: Data collection with cellular phones are innovative and effective in low-resource settings. Standard PMTCT programs are not designed to address the daily challenges faced by WLH; Peer Mentors may be useful in supporting WLH to cope with these challenges. Trial registration: ClinicalTrials.gov registration # NCT00972699Publishers' Versio