Introduction to Health Promotion for Working Women: A Methodology

Karnaki, Pania; Polychronakis, Ioannis; Linos, Athena; Kotsioni, Ioanna

doi:10.1007/978-0-387-73038-7_1

Cited by 3 publications

(5 citation statements)

References 42 publications

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“…However, worksite health promotion is less offered to loweducated and multi-ethnic workers (Barbeau et al 2004). Moreover, little has been done to promote health at female-dominated worksites (Karnaki et al 2008).…”

Section: Introductionmentioning

confidence: 99%

Participation of Danish and immigrant cleaners in a 1-year worksite intervention preventing physical deterioration

et al. 2011

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This study provides insight about participation of Danish and immigrant cleaners in a worksite health promotion intervention in a predominantly female occupation. For attaining high participation and low dropout in future worksite health promotion interventions among cleaners, the intervention ought to not only target the ethnic background of the workers, but also to be specifically tailored to the job group.

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Section: Introductionmentioning

confidence: 99%

Participation of Danish and immigrant cleaners in a 1-year worksite intervention preventing physical deterioration

et al. 2011

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“…Female workers are known to be concentrated in specific sectors of the labor market, and in specific occupations within these specific sectors, mainly in health care and education [ 5 ]. Female workers are often confronted with unfavorable working conditions, such as a low degree of autonomy and high emotional demands, as well as workplace violence [ 6 , 7 ]. Moreover, women’s lower work ability compared to men’s has been explained by a gender imbalance in domestic work [ 8 ].…”

Section: Introductionmentioning

confidence: 99%

“…Moreover, women’s lower work ability compared to men’s has been explained by a gender imbalance in domestic work [ 8 ]. Women in general are known to be absent due to sickness more frequently than men [ 7 , 9 , 10 ]. Apart from the negative consequences for women themselves when they call in sick, this has economic consequences for the employer and the specific sectors in which women work.…”

Section: Introductionmentioning

confidence: 99%

“I Get That Spirit in Me”—Mentally Empowering Workplace Health Promotion for Female Workers in Low-Paid Jobs during Menopause and Midlife

Verburgh

Verdonk

Appelman

et al. 2020

IJERPH

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During menopause and midlife, female workers, particularly those in low-paid jobs, experience more occupational health problems than other groups of workers. Workplace interventions are often lacking, however. In the Netherlands, a workplace health promotion intervention—the work–life program (WLP)—has been developed to support female workers. Here, we tailored the WLP to the needs of female workers in low-paid jobs working at Amsterdam University Medical Center. In an exploratory mixed-methods study with a convergent design, among 56 participants, we used questionnaires before and after the intervention and semi-structured, in-depth interviews to address the following research question: What is the impact of the WLP on the women’s health and work functioning? Our quantitative data showed that menopausal symptoms improved significantly after the WLP. Our qualitative data, derived from 12 participants, showed that the WLP initiated a process of mental empowerment that initiated positive changes in four domains: behavior, physical health, mental wellbeing, and in the workplace. Taken with caution, our findings suggest that the WLP mentally empowers female workers to make choices that enhance their health and wellbeing, both at work and in their private lives, as summarized in the quote of one participant: “I get that spirit in me!”.

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“…WHP can be defined as the combined efforts at the level of employer, worker, and society to improve health and well-being in the workplace ( Robroek et al, 2012 ). Despite women’s different needs and problems in the workplace compared with men, little is known about reaching and engaging women ( Karnaki et al, 2008 ). Women have not been addressed as a separate group, and interventions do not take gender-related factors into account ( Collins et al, 1997 ; Karnaki et al, 2008 ).…”

mentioning

confidence: 99%

“…Despite women’s different needs and problems in the workplace compared with men, little is known about reaching and engaging women ( Karnaki et al, 2008 ). Women have not been addressed as a separate group, and interventions do not take gender-related factors into account ( Collins et al, 1997 ; Karnaki et al, 2008 ). For instance, barriers to participation in WHP experienced by women include lack of time or multiple roles and responsibilities ( Campbell et al, 2002 ).…”

mentioning

confidence: 99%

Workplace Health Promotion Among Ethnically Diverse Women in Midlife With a Low Socioeconomic Position

et al. 2022

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Workplace health promotion (WHP) may be an appropriate way to support women with a low socioeconomic position (SEP) during midlife. Little is known about reaching and engaging women in WHP, particularly not at the intersection of midlife, low SEP, and ethnicity. We initiated the ProudWoman project, in which we implemented a WHP intervention aimed at supporting midlife women as a pilot in an academic hospital. We qualitatively evaluated the implementation using the RE-AIM framework. The pilot comprised multiple steps: tailoring the intervention to the needs of ethnically diverse group of midlife women with a low SEP, developing an implementation protocol, implementing the tailored intervention, and evaluating the implementation process. The main findings of our study are: (1) due to a wide range of recruitment activities that were actively deployed, we were able to reach an ethnically diverse group of midlife women with a low SEP; (2) regarding adoption, awareness of the relevance of this topic as an occupational health challenge was not self-evident at the organizational level; (3) according to our participants, various facilitators and barriers should be taken into account in the implementation of the work–life program; and (4) our focus group discussion revealed as maintenance is relevant to these levels in different ways, awareness of midlife and menopause as an occupational health challenge should be raised at four professional levels. We conclude that elements, such as an active and personal recruitment approach, are important in the implementation of WHP for ethnically diverse midlife women with an SEP.

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Introduction to Health Promotion for Working Women: A Methodology

Cited by 3 publications

References 42 publications

Participation of Danish and immigrant cleaners in a 1-year worksite intervention preventing physical deterioration

Participation of Danish and immigrant cleaners in a 1-year worksite intervention preventing physical deterioration

“I Get That Spirit in Me”—Mentally Empowering Workplace Health Promotion for Female Workers in Low-Paid Jobs during Menopause and Midlife

Workplace Health Promotion Among Ethnically Diverse Women in Midlife With a Low Socioeconomic Position

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