关于工作场所性别平等的干预措施:范围审查
Andrea C Tricco1, Amanda Parker2, Paul A Khan2
1Li Ka Shing Knowledge Institute, St. Michael's Hospital, Unity Health Toronto, 209 Victoria Street, 7th Floor, East Building, Toronto, ON, M5B 1T8, Canada. Andrea.Tricco@unityhealth.to.
BMC medicine
|April 5, 2024
概括
这次审查发现,关于工作场所性别平等干预措施的研究很少,大多数研究显示出积极的结果,但缺乏交叉分析. 需要对多样化的性别认同和标准化的结果进行更多的研究.
科学领域:
- 社会科学 社会科学 社会科学
- 卫生科学 卫生科学 卫生科学
- 性别研究是性别研究.
背景情况:
- 工作场所的性别差异已被充分记录,需要有针对性的干预措施.
- 本研究侧重于工作场所性别平等随机对照试验 (RCT) 的证据.
- 另一个目标是检查考虑性别与其他变量交叉的干预措施,例如PROGRESS-Plus公平指标.
研究的目的:
- 识别和检查RCT关于促进工作场所或志愿者环境中的性别平等干预措施的证据.
- 确定干预是否考虑了性别与其他变量 (例如种族,种族) 的交叉点.
主要方法:
- 使用JBI指南进行了范围审查,从创立到2022年10月搜索多个数据库.
- 干预措施被分为以下主题:量化性别影响,行为/系统变化,职业灵活性,可见性/认可,发展机会和财政支持.
- 数据分析是描述性的,使用高级内容分析来分类干预措施.
主要成果:
- 24个独特的RCT符合纳入标准;91.7%未能报告性别或性别是如何确定的.
- 大多数研究 (95.8%) 报告了至少一个 PROGRESS-Plus 变量,通常是性别,性别或职业.
- 确定了24项干预措施,其中83.3%显示出积极的初级结果,尽管很少有人考虑非二元身份或交叉性.
结论:
- 关于工作场所性别平等干预措施的文献很少.
- 需要考虑背景和文化的标准化结果措施.
- 未来的研究必须提供一致的性别和性别定义,充分考虑非二元身份和交叉性.
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