Comparison Between Students Admitted Through Regular Path and Affirmative Action Systems in a Brazilian Public Medical School

Biazotto, Marize Lima de Sousa Holanda; Bittencourt, Fernanda Viana; Araújo, Gilson Roberto de; Fernandes, Sérgio Eduardo Soares; Göttems, Leila Bernarda Donato; Rodrigues, Carlos Manoel Lopes; Neves, Francisco A. R.; Amorim, Fábio Ferreira

doi:10.2147/amep.s347387

Cited by 9 publications

(22 citation statements)

References 47 publications

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“…The above finding also coincides with Biazotto (2022), who argued that establishing training programmes (that may include on and off-the-job training), workshops and awareness meetings may ensure that everyone in the organisation contributes to the goal of the organisation. The author further elaborated that programmes such as yearly trainings, the reporting on the institutional structure and the decisions taken by those in positions of power are among the strategies proven to work well in implementing affirmative action (Biazotto, 2022).…”

Section: Discussion Of the Findingsmentioning

confidence: 99%

“…Another country is multi-ethnic Malaysia where the Malaysian government implemented the Affirmative Action policy by initiating programmes to promote equal rights, not only in the employment settings but in all institutions for all citizens, despite the country being multi-ethnic (Warikoo & Utaukwa, 2020). Programmes such as yearly trainings, reporting on the institutional structure and the justifications of those in positions of power are among the strategies proven to have worked well in implementing affirmative action (Biazotto, 2022). Consequently, helping in promoting equal job opportunities.…”

Section: Global Perspectivesmentioning

confidence: 99%

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Investigating the Implementation of the Affirmative Act as a Tool for Equal Employment Opportunities of a Selected Government Ministry in Namibia From 2016 to 2021

Shaalukeni¹,

Hakweenda²

2023

epra

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Motivation for the study: It has been observed that when affirmative action issues are not addressed then they impact service delivery. Secondly, there appears to be fewer studies in the area of affirmative action, particularly in the Namibian Government, especially in relation to affirmative action, particularly in the Directorate of General Services (DGS) head office in the Khomas region. Research approach: The study adopted a qualitative research approach with a case study research design. The data were collected through interviews and thematically analysed. Main results: Affirmative action is defined as measures premeditated in disregarding unlawful discrimination among employees. In investigating how the implementation of the Affirmative Action Policy is in performing, it was found out that the Affirmative Action Policy is only operational to a very limited extent. On assessing factors that hinder effective implementation of affirmative action, the study results show that lack of a monitoring policy, lack of training, lack of leadership interest, public perceptions and workplace discrimination contribute to the lack of the full realisation of affirmative practices in the DGS. In establishing measures that were put in place to implement and/or promote the Affirmative Action policy in DGS it was found that there were no attempts towards implementing affirmative action remedies. The study recommends mentoring and coaching programmes, initiating supervisory or monitoring boards, and conducting training and development programmes on affirmative action as essential strategies to promote ethical affirmative action practices. KEYWORDS: Affirmative action, effectiveness, employment opportunities, discrimination.

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Section: Discussion Of the Findingsmentioning

confidence: 99%

Section: Global Perspectivesmentioning

confidence: 99%

Investigating the Implementation of the Affirmative Act as a Tool for Equal Employment Opportunities of a Selected Government Ministry in Namibia From 2016 to 2021

Shaalukeni¹,

Hakweenda²

2023

epra

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“…2 Department of Pediatric Surgery, Hospital Universitário Antonio Pedro, UFF, Rio de Janeiro, Brazil. 3 Universidade Estadual do Rio de Janeiro, Rio de Janeiro, Brazil. 4 Pediatric Surgery, Hospital Federal dos Servidores do Estado, Ministry of Health, Rio de Janeiro, Brazil.…”

Section: Abbreviationsmentioning

confidence: 99%

“…The minimum requirements to be certified as a pediatric surgeon in Brazil require 12 years of training (6 years of medical school/internship, 3 years of general surgery, and 3 years of pediatric surgery). As the mean age for admission into medical school in Brazil is 20.3 years old [3], most Brazilian female pediatric surgeons (BFPS) are ≥ 30 years old at the end of their obligatory training. Brazilian laws for maternity leave (federal law 11770-9) allow for 6 months of maternity leave [4], but this does not apply to self-employed professionals, which are common among Brazilian physicians.…”

Section: Introductionmentioning

confidence: 99%

Family planning and parity among pediatric surgeons — it is time to confront a serious problem (a survey among Brazilian female pediatric surgeons)

et al. 2022

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Background Obstetric problems and infertility affect female surgeons. Family perspectives influence specialty choice and attrition rates. We aim to study parity, fertility, and family planning among female pediatric surgeons. A questionnaire was filled out by licensed BFPS to evaluate pregnancy/motherhood among Brazilian female pediatric surgeons (BFPS). The professionals were divided into two groups that were compared (< 40 and ≥ 40 years of age). Results Eighty-three < 40 and 91 ≥ 40-year-old BFPS were included, of which 2/3 were mothers. Most planned children after being hired as consultants. Almost a tenth (8.87%) reported marital conflicts secondary to the refusal to get pregnant. A fifth reported a high-risk pregnancy, and 12.73% had miscarriages. Half reported no adverse consequences of postponing pregnancy, but 6.9% stayed childless, 16.67% had fewer children than planned, and 10.92% needed infertility treatment. Professional problems related to pregnancy/motherhood were reported by 59.09%, and 86.36% of the women who were mothers had difficulties conciliating professional duties and motherhood. Conclusion BFPS parity was 1.38, lower than Brazilian women (mean 1.77 children/woman). Most BFPS start their families by late 30s or early 40s. Unfavorable consequences of postponing pregnancy affected a third of BFPS. Time off after pregnancy and protection during pregnancy remain problematic. A hostile environment and life-career conflicts may lead to the abandonment of the specialty.

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“…A política de cotas, vista como uma ação afirmativa, foi desenhada para expandir o acesso a universidades públicas de qualidade e de maior prestígio social a grupos historicamente sub-representados nesse nível de ensino (LOPES, 2016). Ela busca diminuir o hiato de escolaridade em nível superior de ensino entre negros e brancos brasileiros (DURYEA et al, 2019) e promover maior equidade e inclusão social (BIAZOTTO et al, 2022a). Por ter um formato que combina a cor/raça, a deficiência (para o caso de pessoas com deficiência), a condição socioeconômica e a origem escolar do estudante, a política de cotas surge como possibilidade para reduzir as fortes desigualdades socioeconômicas na sociedade brasileira (ANDREWS, 2014).…”

Section: Introductionunclassified

Mobilidade social e melhoria de vida de egressos cotistas das universidades federais brasileiras

Carvalho¹

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Após 10 anos da política de cotas das universidades federais brasileiras e apesar da sua relevância para o combate à histórica desigualdade social no acesso ao ensino superior de qualidade, pesquisas sobre a vida profissional e pessoal dos egressos cotistas são ainda escassas na literatura. Diante desse problema, o objetivo geral dessa tese foi verificar em que medida a política de cotas das universidades federais brasileiras contribui para a promoção da mobilidade social e melhoria de vida pessoal, familiar e comunitária dos egressos cotistas considerando simultaneamente um conjunto de possíveis barreiras condicionantes no mercado de trabalho para essa mobilidade social e melhoria de vida. Nossa pesquisa compreendeu tanto os egressos cotistas como os não cotistas para termos uma avaliação dos efeitos da política de cotas sobre seus grupos de controle e tratamento. Para tanto, utilizamos uma abordagem mista dos dados. Na parte quantitativa, aplicamos um questionário eletrônico, que foi respondido por uma expressiva amostra de 11.458 egressos, de 248 cursos de graduação, de todas as áreas do conhecimento, de 18 universidades federais e das cinco regiões do Brasil. Para a análise dos dados quantitativos, utilizamos os métodos Teste t de Student, Teste de Qui-Quadrado e Regressão Logística Multinomial. Na parte qualitativa, realizamos 10 Grupos Focais com 34 egressos, de diferentes cursos dentre as 18 universidades federais participantes da pesquisa. Para a análise dos dados qualitativos, utilizamos o método Análise de Conteúdo. Os resultados sugerem que a política de cotas promove a mobilidade social dos egressos cotistas, pois eles obtêm uma boa inserção no mercado de trabalho, trabalhando em cargos/empregos qualificados e recebendo boas remunerações, o que pode interromper o ciclo geracional de pobreza em suas famílias. Os resultados revelam a importância da política de cotas das universidades federais para inclusão sociocultural e socioeconômica dos egressos cotistas, justificando a sua continuidade e existência. Vindo de uma origem familiar desprivilegiada e crescendo em um meio social constantemente degradado, onde as oportunidades e perspectivas educacionais, culturais e profissionais são limitadas, os egressos cotistas parecem diminuir o peso negativo dessas barreiras sociais através do diploma universitário. Os resultados sugerem que os benefícios econômicos e não econômicos proporcionados pelo ensino superior são consideravelmente mais impactantes para os egressos cotistas em relação aos não cotistas. Porém, os resultados sugerem que características sociodemográficas (como gênero e cor/raça) e institucionais (como tipo e prestígio do curso realizado e regiões de localização da universidade) dos egressos ainda parecem impactar significativa e diferentemente os ganhos dos egressos no mercado de trabalho. Logo, nossos resultados sugerem que o entrelaçamento do machismo, do racismo, do clientelismo e da desigualdade social ainda gera desigualdade de ganhos no mercado de trabalho entre os egressos das universidades federais brasileiras. Palavras-chave: Cotas. Ação afirmativa. Ensino superior. Estudantes. Mercado de trabalho.

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Comparison Between Students Admitted Through Regular Path and Affirmative Action Systems in a Brazilian Public Medical School

Cited by 9 publications

References 47 publications

Investigating the Implementation of the Affirmative Act as a Tool for Equal Employment Opportunities of a Selected Government Ministry in Namibia From 2016 to 2021

Investigating the Implementation of the Affirmative Act as a Tool for Equal Employment Opportunities of a Selected Government Ministry in Namibia From 2016 to 2021

Family planning and parity among pediatric surgeons — it is time to confront a serious problem (a survey among Brazilian female pediatric surgeons)

Mobilidade social e melhoria de vida de egressos cotistas das universidades federais brasileiras

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