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The current study examined the self-reported working alliance of men attending a high intensity sexual offense treatment program and its associations with psychopathy, sexual violence risk, treatment change, and recidivism, in a Canadian sample of 317 incarcerated men followed up an average of approximately 10 years post release. Working Alliance Inventory (WAI; Horvath & Greenberg, 1989 ) self-reported total, Task, Bond, and Goal scores were positively correlated with treatment related changes in risk, and inversely associated with Psychopathy Checklist-Revised (PCL-R; Hare, 1991 ; Wang & Hare, 2003 ) scores. The Affective facet of the PCL-R, representing the callous-unemotional features of the syndrome, uniquely predicted lower Bond and Goal scores controlling for the other facets. Cox regression survival analyses demonstrated that sexual violence risk predicted increased sexual recidivism while change predicted decreased sexual recidivism controlling for PCL-R total score; however, WAI scores (particularly the Goal component) were also unexpectedly associated with increased sexual recidivism. For violent recidivism, psychopathy, risk, and change incremented the prediction of general violence, while the WAI was not significantly associated with this outcome. A set of parallel analyses, stratified by Indigenous ethnocultural heritage, demonstrated some continuity, but also potential areas of difference, in substantive findings. Risk, need, responsivity implications of the working alliance for the treatment of high psychopathy correctional clientele, and how this may intersect with Indigenous heritage, are discussed.

This book addresses the continued lack of the diversity in veterinary medicine, the least inclusive of all medical professions. Effective navigation of the complexity of diversity and inclusion in veterinary medicine requires clear enumeration, recognition, and understanding of key issues, challenges, and opportunities. In a nation with rapidly changing demographics, public needs and expectations of the veterinary profession will continue to evolve. A more diverse scientific workforce is required to feed the veterinary profession, not just for the purposed of equity, but as necessity for its sustainability and relevance. The book lays out the history of diversity in the veterinary profession, in the context of historical changes and actions within US society. An overview of selected strategies from dental, pharmacy, and (human) medical schools is then offered. The impact of social constructs on career interest development is explored using the examples of race, gender, sexual orientation, and gender identity. Practical strategies for attracting preschool through undergraduate students to careers in the veterinary profession are presented, as well as metrics and tools to assess the impact of diversity and inclusiveness strategies. A systems approach to diversity and inclusiveness in the veterinary profession is called for in a manner that frames barriers as opportunities for improvement and progress. There is much that needs to happen to achieve professional inclusiveness and cultural competency, but the path to achieving this is clear. System-wide commitment, planning, execution, and continuous assessment will position the profession to better suit the population of the nation and the world that will be served. This is book is a call to action for consistent championship and cohesive approaches, and it provides a road map to building a sustainably inclusive future.

Frontmatter -- Contents -- Preface to the 2013 Edition -- Preface to the 2009 Edition -- INTRODUCTION. Diversity Denied -- PART ONE. ANIMAL RAINBOWS -- PART TWO. HUMAN RAINBOWS -- PART THREE. CULTURAL RAINBOWS -- APPENDIX. Policy Recommendations -- Notes -- Index

The book aims to show that, in the 21st century, it is possible to live, love, form a family without sex, without children, without a shared home, without a partner, without a working husband, without a heterosexual orientation or without a biological sexual body.

El objetivo de la investigación fue analizar la capacidad de cambio del movimiento social por la diversidad sexual en Bogotá. Las categorías teóricas de análisis abordadas fueron dos: una: el movimiento social y dentro de ella, la organización y la ideología e identidad colectiva. Y dos: la sexualidad en su concepto y posicionamiento como un campo de lucha política. En cuanto a la metodología utilizada, se aplicaron 40 encuestas a 24 organizaciones, 6 entrevistas semiestructuradas a personas sexualmente diversas y se realizó una revisión de prensa de los principales medios de comunicación de Bogotá. Como principales conclusiones se identificaron tres: i) En términos organizativos, el movimiento se encuentra en un nivel medio (de acuerdo a la escala valorativa que se aplicó en el documento) pero la identidad colectiva es frágil; ii) Ha demostrado ser un movimiento social eficaz teniendo en cuenta su juventud y débil identidad y; iii) La contribución de este movimiento a la revolución sexual consiste en el reconocimiento de la diferencia y no necesariamente en la transformación de las relaciones de poder. ; Abstract. The objective of the research was to analyze the capacity for social change of the movement for sexual diversity in Bogotá. The addressed theoretical categories of analysis were two: one: the social movement; and the organization and ideology and collective identity within. And two: sexuality as a concept and as a field of political struggle. The methodological instruments were: 40 surveys to 24 organizations, 6 semi-structured interviews to sexually diverse people and, finally, a review of major news media in Bogotá. As main findings were identified three: i) In the organizational ground, the movement is at a medium level (according to the scale used in the document) but the collective identity is fragile; ii) It has proven to be an effective social movement considering its youth and weak identity. And iii) the contribution of this movement to the sexual revolution is the acknowledgement of differences and not necessarily the transformation of power relations. ; Maestría

This book aims to show that, in the twenty-first century, it is possible to live, love, and form a family without sex, without children, without a shared home, without a partner, without a working husband, without a heterosexual orientation or without a biological sexual body.

PurposeThe advent of the #MeToo movement has brought forth increased national and global attention to sexual assault, abuse, misconduct, discrimination and harassment in the workplace, especially by prominent executives against subordinate female employees. Accordingly, in this article, we are thoroughly analyzing one aspect of office romance and sexual conduct in the workplace, mainly sexual favoritism in the era of the #MeToo movement.Design/methodology/approachThis is a legal and case-based human resource policies paper. It reviews actual workplace romance cases, policies and court-based decisions to create practical recommendations that can be used by managers, entrepreneurs and corporations for their organizations. One delimitation of this paper is the fact that it focuses on the US context. Another is that, while organizational behavior researchers have empirically studied various workplace romance policies and practices, the paper is a case-by-case analysis of sexual favoritism. "Specifically, the legal research for this article was conducted on the law database, Nexis Uni Legal, in the Cases (both federal and state) and Law Reviews and Journals sub-databases, using the direct key words in quotations "workplace romance," "office romance," "sexual favoritism," and/or "paramour preference," as well as the indirect key words "appearance discrimination, "preferring the pretty," and/or "lookism." As the authors' intent was to examine the legal and practical consequences emanating from the #MeToo Movement, the authors concentrated their search on cases and law reviews from 2012 to February 2021.FindingsResearch shows that about 35–42% of women have experienced some form of sexual harassment or sex discrimination at work. Many of the high-profile sexual cases that generated the #MeToo movement involved powerful executives asserting that their romantic relationships with subordinates in the workplace were "merely" consensual office romance or sexual favoritism. As a result of the #MeToo movement, employers have been compelled to reconsider how they should respond to sexual discrimination, sexual harassment, office romance and sexual favoritism in the workplace. This article offers best practices for policymakers and human resources professionals.Research limitations/implicationsThis article's recommendations are limited to workplaces in the US and may not be relevant in other countries as the local laws might vary.Practical implicationsThere are policy and behavioral implications for companies, managers and employees regarding workplace romance and sexual favoritism. As such, we provide policy recommendations to human resources department and management on how to provide a healthy work environment for all employees and avoid liability for sexual harassment cases pursuant to Title VII of the Civil Rights Act.Social implicationsThe awareness of policies and laws regulating office romance can help educate managers and employees in local communities as to their rights regarding relationships with coworkers and those who report to them. When people are able to date whomever they desire outside of the workplace, employers can regulate some aspects of sexual relationships in the workplace.Originality/valueThis is an original paper by the authors.

PurposeSexual harassment is often the result of the abuse of power by perpetrators over victims. This study investigated the effects of customer reward power, customer coercive power, perceived behavioral control (PBC), and personal factors on full-time life insurance salespeople's intentions to report customer sexual harassment.Design/methodology/approachThis study collected quantitative data through questionnaire surveys. A total of 743 valid questionnaires were collected.FindingsTwo types of customer sexual harassment (quid pro quo and hostile work environment) were evaluated. PBC was found to be the most influential factor affecting whistleblowing intentions. Regression analysis indicated that customer reward power significantly affected whistleblowing intentions toward quid pro quo customer sexual harassment. The male salespeople experienced stronger customer coercive power than did the female salespeople.Originality/valueNot every society views customer power and customer sexual harassment in the same manner. By examining Taiwan's life insurance salespeople and including the concept of customer power, this study broadens the understanding of whistleblowing intentions toward the two types of customer sexual harassment.

There is wide interest in understanding how genetic diversity is generated and maintained in parthenogenetic lineages, as it will help clarify the debate of the evolution and maintenance of sexual reproduction. There are three mechanisms that can be responsible for the generation of genetic diversity of parthenogenetic lineages: contagious parthenogenesis, repeated hybridization and microorganism infections (e.g. Wolbachia). Brine shrimps of the genus Artemia (Crustacea, Branchiopoda, Anostraca) are a good model system to investigate evolutionary transitions between reproductive systems as they include sexual species and lineages of obligate parthenogenetic populations of different ploidy level, which often co-occur. Diploid parthenogenetic lineages produce occasional fully functional rare males, interspecific hybridization is known to occur, but the mechanisms of origin of asexual lineages are not completely understood. Here we sequenced and analysed fragments of one mitochondrial and two nuclear genes from an extensive set of populations of diploid parthenogenetic Artemia and sexual species from Central and East Asia to investigate the evolutionary origin of diploid parthenogenetic Artemia, and geographic origin of the parental taxa. Our results indicate that there are at least two, possibly three independent and recent maternal origins of parthenogenetic lineages, related to A. urmiana and Artemia sp. from Kazakhstan, but that the nuclear genes are very closely related in all the sexual species and parthenogegetic lineages except for A. sinica , who presumable took no part on the origin of diploid parthenogenetic strains. Our data cannot rule out either hybridization between any of the very closely related Asiatic sexual species or rare events of contagious parthenogenesis via rare males as the contributing mechanisms to the generation of genetic diversity in diploid parthenogenetic Artemia lineages. © 2013 Maccari et al. ; This study has been funded by the Plan Nacional CGL2008-03277 project to Francisco Amat, sponsored by Spanish Government MICIN. Africa Gomez was supported by a National Environment Research Council (NERC) Advanced Fellowship (NE/B501298/1). Marta Maccari was supported by a fellowship of the JAE Program from CSIC and European Social Fund. The funders had no role in study design, data collection and analysis, decision to publish, or preparation of the manuscript. ; Peer Reviewed