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Saudat O . Adeka PhD research Faculty of Health Studies University of Bradford

A review of gender equality in health, wellbeing and safety at work: a case study of an organisation in Nigeria. Saudat O . Adeka PhD research Faculty of Health Studies University of Bradford E-Mail: oluwatoyinsaidat@yahoo.com. by. Key Concepts. Key Concept. Presentation outline.

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Saudat O . Adeka PhD research Faculty of Health Studies University of Bradford

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  1. A review of gender equality in health, wellbeing and safety at work: a case study of an organisation in Nigeria Saudat O. Adeka PhD research Faculty of Health Studies University of Bradford E-Mail: oluwatoyinsaidat@yahoo.com by Making Diversity Intervention Count Conference 2016

  2. Key Concepts Making Diversity Intervention Count Conference 2016

  3. Key Concept Making Diversity Intervention Count Conference 2016

  4. Presentation outline Background Purpose of research Research question Method Research setting Findings Implication of study Conclusion References Making Diversity Intervention Count Conference 2016

  5. Background • Gender inequality remains a concern (Mooney et.al.,2013). • Increment in denial of fundamental human rights for women Sub-Saharan Africa and south Asia (Brouwers, 2014). • Nigeria exhibits high and worrying levels of both equality and equity between gender (UK Department for International Development, 2012). • Great disparities in health status among Nigerians (WHO, 2014). • No sustained political arrangement to achieve gender health equities in many societies including Nigeria. Making Diversity Intervention Count Conference 2016

  6. Background Making Diversity Intervention Count Conference 2016

  7. Background Making Diversity Intervention Count Conference 2016

  8. Background • organisations has failed to achieve gender equity including health (Brouwers, 2013 ). • Clamouring for suitable intervention (equity) (Archibong et.al.,2006) plus far reaching sensitisation programs (Archibong, 2011) at work . • Lack of organisations’ contribution to health slowed Millennium Development Goals (MDGs) achievement consequently affected economy and development. Making Diversity Intervention Count Conference 2016

  9. Research purpose • To review the practice of gender equality in health, wellbeing and safety (HWS) at work • To examine employees’ experience of gender equality in HWS at work. • To assess the workplace policy in relation to HWS. Research question • How has the case organisation contributes to gender equality in health, wellbeing and safety at work ? Making Diversity Intervention Count Conference 2016

  10. Method Research setting (a.) Nigerian nation (b.) Organisation of study Making Diversity Intervention Count Conference 2016

  11. Method-research setting (a.)Nigerian Nation • Largest and most populous nation in sub-Saharan Africa :162.5millions (UNFPA, 2011:119) • Nation with wealth of resources and great potential.  • Diverse with growing disparities: regional, ethnic, economic, religious groups and gender etc. • 389 ethnic groups, 36 states and federal capital territory. • Women:80.2million(49%),lacked equality of opportunity compared with their male counterparts (UK Department for International Development, 2012). Making Diversity Intervention Count Conference 2016

  12. Method-research setting a) Nigerian Nation • 118 of 134 countries in the Gender inequality index • 139 of 157 for Gender related development Index (GDI) • 21% of corporate (non-agricultural) paid labour force are women • One of lowest rates of female entrepreneurship in sub-Saharan Africa. • Only 15% of women with bank account (UK Department for International Development, 2012) . Making Diversity Intervention Count Conference 2016

  13. Method: Selection Criteria for the study organisation. Making Diversity Intervention Count Conference 2016

  14. Method-research setting (b).Organisation of study Total no. of staffs -2692 Male staffs-2027 Female staffs-665 Making Diversity Intervention Count Conference 2016

  15. Sample Making Diversity Intervention Count Conference 2016

  16. Method-Data source • Policy documents- Health, Safety & Environment and service book • Practice- Record of WHPP from occupational health and clinic attendance records • Participants-interview transcripts Making Diversity Intervention Count Conference 2016

  17. Findings Making Diversity Intervention Count Conference 2016

  18. Findings • Annual Sickness absence reports 2012 2013 2014 Male 9080 16,614 8056 Female 4079 6145 1890 • Annual Mortality 2012 2013 2014 Male 5 16 0 Female230 Making Diversity Intervention Count Conference 2016

  19. Findings from practice Making Diversity Intervention Count Conference 2016

  20. Findings from policy documents • Comprehensive, high level commitment to health, well-being and safety of all. • Extra support for pregnant and nursing staffs • No extra support for fathers (paternity leave). Making Diversity Intervention Count Conference 2016

  21. Findings from participants • “…..for instance, the other day they gather women to tell them about cervical cancer. At another time, they tell us about prostate cancer. These are useful and benefits to men and women (AP2)”. • “…..Most of the programs I participated were actually beneficial for both men and women. Hence, there is fairness in the programs (AP3)”.   • “I recently benefitted from a lecture organised by the OH on Prostate cancer and it was quite informative (AP5)”. Making Diversity Intervention Count Conference 2016

  22. Summary of findings • Equal access and opportunities for both genders on general HWS sensitisation and screening programs. • Programs and policy generally met both gender needs. • Policy is female gender friendly. • WHPP lacks harmonisation and time consistency • Year 2013 posed high level of morbidity and mortality for both gender. • 2014 showed improvement on sickness absence for both. Making Diversity Intervention Count Conference 2016

  23. Implication of findings Policy • Incorporation of paternity leave for work-family reconciliation measures. Practice • WHPP-Harmonisation and consistency required. • Gender role shifts to aid equity in health. Research and further development • Examine reason for high level of sickness absence in 2013. • Repetition of study required for best practices sharing. • Determine the impact of cultural demands on corporate working womens’ health. Making Diversity Intervention Count Conference 2016

  24. Conclusion • The review showed that gender health equity can be achieved in Nigerian organisation. Making Diversity Intervention Count Conference 2016

  25. REFERENCES Archibong, U. (2011) A comparative analysis of affirmative action in the United Kingdom and United States. . Journal of Psychological Issues in Organisational culture, 3, 27-49. Archibong U., Bucktrout, A., Giga, S., Ashraf, F., Baxter, C., Johnson, M., A and . (2006) Concept Analysis of Positive Action in Health and Education. Diversity in Health and Social Care 3(4), 223-243. Brouwers, R. (2014) Beyond repetitive evaluations of gender mainstreaming. Evaluation Matters, 29. Department for International Development , UK (2012) Evaluation of Policy and Practice in Support of Gender Equality and Women’s Empowerment. Evaluation;1-115. Vol.669 Mooney, A., Knox, D. and Schacht, C. (2013) Inequalities Among Gender | Social Inequalities. UNFPA ( 2011 ) State of world population. USA, United Nation publisher. WHO (2014) Nigeria- Country Cooperation Strategy (CCS) Brief. WHO. Making Diversity Intervention Count Conference 2016

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