A discourse analysis study of traditional health practitioners’ role in the treatment of female sexual violence and its mental health sequelae in KwaZulu-Natal
- Authors: Muthwa, Nqobile
- Date: 2024-04
- Subjects: Women -- Violence against -- South Africa , Sex discrimination against women -- South Africa , Physicians -- South Africa
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10948/63904 , vital:73625
- Description: South Africa is considered the epicentre of rape, leading to its reputation as the ‘rape capital of the world’. As a way of mitigating the risk of re-victimisation to individuals who have experienced rape, hospital-based post-rape centres were developed to offer services and support to rape victims. The uptake of these services remains scant as issues such as rape stigma, limited knowledge on their availability and alternative health systems limits their usage. In South Africa, there exists medical pluralism, which refers to multiple ways of making sense of illness and treatment seeking methods. It is estimated that around 80% of South Africans utilise the services of traditional health practitioners in conjunction with biomedical health practices or as a standalone service to get alternative solutions for their health needs. Victims of rape need to access a wide range of services such as post-exposure prophylaxis (PEP), medical examinations, and emergency contraception. There has been a paucity in research looking into the alternative treatments accessed by rape victims who do not access services in the formal healthcare system. It is against this backdrop that this study explored the construction and treatment formulation of rape by traditional health practitioners. The study focused on the use of language and how it becomes action that influences the services rendered to rape victims. Thematic analysis, discourse and conversational analytical approaches were used to analyse data that emerges from the one-on-one interviews. 15 traditional healers who identified as abathandazi, Izangoma and izinyanga were selected to participate in the present study. The healthworlds framework and social constructionism were used to make sense of how traditional health practitioners construct rape and how the dominant discourses surrounding rape influence how they understand their position as healthcare providers. The main findings of the study illustrated that in the healthworld of traditional healers’ understanding of rape was constructed as ukungcola nobumnyama / impurity and darkness. These discourses spoke to the perception of rape as an aberration as one’s ancestors should prevent traumas and catastrophes from befalling on the individual. When rape occurs, it signalled spiritual problems resulting into a phenomenon where ancestors cannot safeguard the living. Under these discourse rape was also constructed as something that taints, impurifies and contaminates not just the raped individual but their entire bloodline and ancestors. As a result of the discourse surrounding rape, cleansing and purification rituals played a huge role in post-rape care. In addition, traditional health practitioners viewed their role as facilitators in reestablishing the relationship between the raped individual and their ancestors. The study observed that rape victims who share the same healthworld are likely to experience spiritual transgressions following rape which will have long-lasting effects on the psychological health outcomes of victims. The present study recommends a post-rape care model that advocates for collaborative opportunities between biomedical and traditional healthcare practitioners. This model can be integrated into existing post-rape care systems to provide holistic and comprehensive healthcare that addresses biopsychosocial as well as the spiritual and cultural influences of rape. , Thesis (DPhil) -- Faculty of Health Science, School of Behavioural & Lifestyle Sciences, 2024
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- Date Issued: 2024-04
How has the South African government conceptualised gender?: an evaluation of the draft strategic framework on gender and women's empowerment
- Authors: Ndlovu, Innocencia Sithandazile
- Date: 2011
- Subjects: Sex discrimination against women -- South Africa , Women in development -- South Africa , Equality -- South Africa
- Language: English
- Type: Thesis , Masters , MA
- Identifier: vital:9097 , http://hdl.handle.net/10948/d1011856 , Sex discrimination against women -- South Africa , Women in development -- South Africa , Equality -- South Africa
- Description: The research seeks to evaluate how the South African government has conceptualised gender through the use of the concepts of WID and GAD. This research has been conducted through the analysis of the Draft Strategic Framework on Gender and Women's Empowerment a document of the Department of Trade and Industry that was formulated to address and redress the issues of gender equality. It has some sound suggestions that seek to identify strategies to improve women empowerment through financial independence. As a result they have used various approaches in order to provide strategies that are mindful of the „needs‟ of the women. Accordingly they have formulated a policy that understands who these women are and have made recommendations of strategies that different groups of women can identify with. They have included the marginalised rural and disabled women and even gone as far as catering for younger women still at school. However there has been concern at the impact that the exclusion of men has contributed, therefore it is important to find ways in which to make men more involved.
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- Date Issued: 2011
A study of the barriers to career progress of women in an organisation
- Authors: Pillay, Sadeshini Shunmugan
- Date: 2005
- Subjects: Glass ceiling (Employment discrimination) -- South Africa , Sex discrimination against women -- South Africa , Sex discrimination in employment -- South Africa , Women employees -- Promotions -- South Africa , Sex role in the work environment -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8731 , http://hdl.handle.net/10948/822 , Glass ceiling (Employment discrimination) -- South Africa , Sex discrimination against women -- South Africa , Sex discrimination in employment -- South Africa , Women employees -- Promotions -- South Africa , Sex role in the work environment -- South Africa
- Description: Due to the continual constant battle women have to face in order to progress in the workplace, it has become necessary to assess the degree of transformational change within the workplace within South Africa to try to establish just what these barriers are and how it can be overcome. To examine the main problem, three sub-problems were identified. The first sub-problem that had been identified dealt with what the women’s rights in the new South Africa. It was investigated by evaluating the situation in the New South Africa and what has changed from the past. Is there more gender equality or not. The second sub-problem looked at the barriers that women face in the workplace. It is evident that sexual harassment, male chauvinism, trying to balance work and family as well as organisational structure and culture were among the top barriers that are a hindrance to women’s advancement in the workplace. Finally, the third sub-problem investigated what the glass ceiling effect is and the effect that this has on women in the workplace. The investigation evaluated, and emphasised the difficulties that women face in order to progress in the hierarchy of not only management but other occupations as well. Results have shown that most females and males believe that the glass ceiling is prevalent in the workplace. Most people believe that women can however break through the glass ceiling but now there is a new phenomenon, “The Glass Cliff” which allows women to break through the glass ceiling but only of organisations that are already in trouble.
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- Date Issued: 2005
An investigation into strategies which enable South African women to break through the glass ceiling
- Authors: Peens, Maritha
- Date: 2003
- Subjects: Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:10898 , http://hdl.handle.net/10948/135 , Women executives -- South Africa , Women employees -- Promotions -- South Africa , Sex discrimination in employement -- South Africa , Sex discrimination against women -- South Africa
- Description: The objective of this study was to identify the strategies (personal and organisational) that would enable South African women to break through the glass ceiling. A questionaire was designed based on the strategies found in a literature study on the topic and used to gather inputs from executive women in South Africa. A combination of snowball and self-selection sampling was used. The questionaire was sent to 138 potential respondents, mostly by means of electronic mail. Of the 47 completed questionairs returned, 44 could be used. These were processed and anaylsed using Microsoft Excel spreadsheets and the STATISTICA Version 6 software. In generaL, support was found for personal strategies pertaining to career management, networking (especially the relationship building activities), the reconciliation of home and work responsibilities with the emphasis on building a support system, education, business and organisational insught, skills development and increased input, but not for the assimilation of masculine attributes. Networking opportunities and education, training and development activities were regarded as the organisational strategies with the strongest impact on career progress. The literature was confirmed regarding top management support, an organisational culture conducive to women's advancement, mentorship programmes and a few career development initiatives. Although more than half of the respondents had been exposed to employment equity and affirmative action programmes, they were perceived to have only little to moderate impact on career progress. This was also the case with diversity management programmes. Flexible work arrangements, career adaptation schemes and childcare facilities and programmes were seen as having had little impact on the respondents' career advancement. Only a few of the organisational practices to support women balancing family and work responsibilities were utilised by the respondents' employers. Respondents perceived personal strategies as having greater value than organisational strategies in their progress to executive levels.
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- Date Issued: 2003