Changing Sociocultural Context Sample Clauses

Changing Sociocultural Context. Many African societies are witnessing transformation of gender identities. In many contexts, men are struggling to fulfill their traditional roles as financial providers in changing social and economic environments (Xxxxx, et al., 2011; Xxxxxx, 2007; Xxxxxx, 2005). As a result, studies have recorded a transformation of ideas of gender identity within these changing social contexts. Researchers in the Kisii District of Kenya found that the migratory labor system constructed during the colonial period was associated with the reconstruction of gender norms. Men were forced to travel far from their place of origin in order to find stable employment to support their families. In the late 1980s with the absence of men in communities, women began to realize that they could not depend on their husbands for safety and food security and adapted to their new roles as both providers and caretakers of their family. As a result, men felt frustrated and devalued, which resulted in the adoption of destructive health behaviors, such as alcohol abuse (Silberschimidt, 1990). More recent studies echo similar connections to male disempowerment and more destructive health behaviors. The reconstruction of masculinity within an economically poor area where there are few employment opportunities has fostered social environments where multiple concurrent relationships are common. In Uganda in 2007, the increasing number of unmarried women was partially attributed to the lack of substantial employment for men. Since men’s incomes were not sufficient, they could not pay the full bride price and establish themselves within a community. This resulted in a the delay of marriage and normalcy of premarital relationships (Xxxxxx, 2007). In South Africa, the lack of employment has allowed men to avoid responsibility for the children that they father, leaving women with the burden of providing for and raising children (Xxxxxx, 2005; Xxxxxx, et al., 2009; Xxxxx, 2003). In 2001, less than 30% of men and women over the age of 15 years old were married among African populations in South Africa (Hunter, 2005). A couple of studies have found that women in urban settings are becoming more financially independent and asserting themselves in intimate relationships and becoming more financially independent (Xxxxxxx, et al., 2008; Xxxxxxxx, et al., 2012). It has been noted that the reconstruction of gender identities has the potential to increase healthcare seeking behaviors (XxxXxxxx, 2003). In South ...
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Related to Changing Sociocultural Context

  • Strategic Context This Agreement is informed by a wider strategic context related to the delivery of safe, quality, financially sustainable and accountable healthcare for all Western Australians. The delivery of health services within the following strategic context is the mutual responsibility of both Parties, whether with reference to supporting information and guidelines or mandatory policy requirements.

  • Operational Context The System Managers will be responsible for managing the Fleetmap information of the users they are representing. This information is also shared with the other system managers; the ID information also must be kept.

  • Cultural ceremonial leave may be taken as whole or part days off. Each day or part thereof, shall be deducted from:

  • DEFINITIONS & GRADUATE NURSES 2.01 A registered nurse is a nurse who holds a Certificate of Registration with the College of Nurses of Ontario in accordance with the Regulated Health Professions Act, and the Nursing Act.

  • Technical Proposals Technical proposal information will be streamlined, e.g., the Government anticipates written proposals consisting of thirty (30) pages or less stating compliance or exception to requirements, risks, assumptions and conflict of interest issues. Proposals shall not merely restate PWS/SOO requirements. Written technical proposals shall normally address: * Technical Approach and descriptive narrative of the contractor's understanding of the requested effort * PWS in response to a SOO * Integrated Master Plan (if applicable) * Integrated Master Schedule (if applicable) * Key Personnel Assigned * Quantities/Hours of Personnel by Labor Categories and narrative justification (if applicable) * Other Direct Costs (ODCs) (materials and supplies, travel, training, etc.(quantities and types only)) * Period of Performance * Government-Furnished Equipment (GFE)/Government-Furnished Information (GFI) * Security (including clearance level) * Teaming Arrangement (including subcontracting; identify new ACAs) * Small Business Plan (if a large business) * Other Pertinent Data, such as assumptions made.

  • Technical Proposal The technical proposal may be presented in free format. It shall not exceed ten pages, not counting the CVs. It shall respect the following page limit and structure: • Technical methodology (max. 7 pages) • Quality management (max. 1 page) • Project management (max. 1 page) • Resource management (proposal (max. 1 page) + CVs of experts)

  • Recruitment Through Jobcentre Plus 5.1 One of the key objectives of the Department for Work and Pensions is to move people from welfare into work. DWP has a Great Britain-wide network of Jobcentre Plus offices that provide job broking services for unemployed people. The Contractor is therefore required to notify Jobcentre Plus when recruiting staff for any entry-level job vacancies located within Great Britain, which may arise from the delivery of their contract to the Authority.

  • Cultural cooperation 1. The aims of cultural cooperation will be: (a) to build on existing agreements or arrangements already in place for cultural cooperation; and (b) to promote information and cultural exchanges between the Parties. 2. The Parties will encourage and facilitate, as appropriate, the following activities, including, but not limited to: (a) dialogue on cultural policies and promotion of local culture; (b) exchange of cultural events and promote awareness of artistic works; (c) exchange of experience in conservation and restoration of national heritage; (d) exchange of experience on management for the arts; (e) protecting archaeological monuments and cultural heritage; (f) having a consultation mechanism between the Parties' culture authorities; and (g) cooperation in the audio-visual field, mainly coproduction and training programs in this sector and means of communication, including training, development and distribution activities.

  • Cultural Competency 1. All program staff shall receive at least one (1) in-service training per year on some aspect of providing culturally and linguistically appropriate services. At least once per year and upon request, Contractor shall provide County with a schedule of in-service training(s) and a list of participants at each such training.

  • Cultural Competence A. The CONTRACTOR shall participate in the State's efforts to promote the delivery of services in a culturally competent manner to all beneficiaries, including those with limited English proficiency and diverse cultural and ethnic backgrounds, disabilities, and regardless of gender, sexual orientation or gender identity. (42 C.F.R. § 438.206(c)(2).)

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