Ohio Alliance to End Sexual Violence Seeking Community Safety

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Introduction

In times of crisis, inequality, insecurity, and the risk of social exclusion are reinforced by direct or indirect discrimination. Different countries and sectors of the economy have been affected in different ways. Frequently, there are many women in underprivileged positions who are at a higher risk (OAESV, n.d.-a). Since the crisis has impacted many nations, womens employment and general positions have been badly affected (Bovill & Podpadec, 2022). Nevertheless, the crisis has not had a disproportionately negative impact on womens employment that may be linked to discrimination in many established economic systems. As the states coalition, OAESV advocates for thorough solutions, rape crisis support for victims, and community empowerment to stop sexual violence via an anti-oppression focus (OAESV, n.d.-b). Their goals are to reduce the isolation of survivors and the organizations who advocate for them, to enhance the services and answers provided to survivors and everyone else affected by sexual assault, and to raise public awareness of this issue (OAESV, n.d.-b). Thus, OAESV plays an integral part in reducing discrimination in local communities of OHIO and ensuring more extensive security for the public.

Current Performance

Measures that have been taken to alleviate the effects of the crisis have indirectly enhanced discrimination against specific groups of employees. In short-term economic and employment initiatives or budgetary choices that influence both private and public anti-discrimination organizations, issues of growth and unemployment are obviously essential, and concerns connected to inequality can easily fall behind (Houge & Lohne, 2017). In many developing countries, non-reimbursable social transfer programs that target the poor provide cash benefits on the condition that children attend school and that they and their parents attend healthcare facilities. However, unless they also address economic weaknesses, including racial, ethnic, and gender discrimination, these policies can only have a limited influence on poverty alleviation (Bovill & Podpadec, 2022). To attain more sustained development and more equal societies, the basic right of all women and men to non-discrimination in work and employment must be at the center of recovery strategies and efforts to eradicate poverty (OAESV, n.d.). Meaningful reform, awareness-raising, volunteer social collaborator action, and attitude change via education are examples of responses.

Key Issue Identification

The Ohio Alliance to End Sexual Violence (OAESV) likely identifies key issues related to sexual violence in Ohio through a variety of means, such as:

Gathering data on the prevalence and impact of sexual violence in Ohio.
Consulting with experts in the field, such as researchers, healthcare providers, and law enforcement.
Engaging with survivors of sexual violence and their families to understand their experiences and needs.
Monitoring and analyzing state and national policies and laws related to sexual violence.

Based on this information, OAESV may identify key issues related to sexual violence in Ohio, such as:

Lack of accessible and comprehensive services for survivors of sexual violence, such as counselling and medical care.
Limited understanding of sexual violence and its impact in Ohio communities which makes it difficult to prevent and address.
Insufficient funding for programs and services that support survivors and prevent sexual violence.
Inadequate laws and policies at the state and national level to address sexual violence and support survivors.

It should be noted that these are just examples of possible key issues, and the specific issues identified by OAESV may differ. Additionally, this information may have changed since my knowledge cut off.

Mission, Vision, and Objectives

OAESV generally has a mission to end sexual violence in their state or region. Their vision is often a society in which sexual violence is no longer tolerated and survivors are supported and respected. Some objectives that organizations like OAESV may have to include the following:

Providing support and resources to survivors of sexual violence, such as crisis counseling and advocacy
Educating communities about sexual violence and how to prevent it
Advocating for policy changes at the state and national level to address sexual violence
Collaborating with other organizations and agencies to address sexual violence

SWOT

A SWOT analysis of the Ohio Alliance to End Sexual Violence (OAESV) would likely include the following:

Strengths:

OAESV has a wide network of member organizations that provide support and services to survivors of sexual violence.
They have a strong reputation and history of advocacy and education efforts in the state of Ohio.
They are well-connected with other organizations and agencies working to address sexual violence.

Weaknesses:

OAESV may not have enough resources to fully meet the needs of survivors of sexual violence in Ohio.
They may face challenges in effectively communicating their message and educating the public about sexual violence.
There may be a lack of understanding about the nature of sexual violence, which can make it difficult to raise awareness and gain support for their cause.

Opportunities:

OAESV can leverage its network to expand its reach and impact in Ohio.
They can work with other organizations and agencies to develop and implement effective prevention strategies.
They can use the momentum of the #MeToo movement to raise awareness and support for their cause.

Threats:

OAESV may face opposition from those who deny the existence or prevalence of sexual violence.
They may struggle to secure funding to support their programs and services.
They may also face resistance from individuals and organizations that are not willing to take necessary actions to address sexual violence.

Corporate-Level Strategies

During economic downturns and specific timelines, there is a tendency not to prioritize and create measures that aim to combat discrimination and make workers aware of their rights and duties. The capacity of current institutions to halt the financial recession from causing more exclusion and rising inequality could be seriously harmed by austerity programs and cuts to the funding levels of employment regulatory authorities, quality inspection, and extra funds to specialized centers for non-discrimination and equality (Bovill & Podpadec, 2022). Because various nations define workplace discrimination differently, the value of the data that is currently accessible is frequently constrained (Schwartzman, 2022). Data are usually collected through ad hoc surveys or situation analyses, but rarely in a systematic way. The lack of reliable data makes it challenging to monitor and evaluate the impact of measures that have been taken. Taking this essential but difficult first step will go a long way toward identifying the problems and the measures needed to address them.

Business-Level Strategies

The Ohio Alliance to End Sexual Violence (OAESV) likely employs a variety of business-level strategies to achieve its mission of ending sexual violence in Ohio. These strategies may include diversifying their funding sources by seeking grants, donations and fundraising campaigns to support their programs and services. Another strategy could be focusing on building partnerships with other organizations and agencies to expand their reach and impact in the state. Furthermore, they might develop a variety of programs and services to meet the diverse needs of survivors of sexual violence, such as crisis counselling, medical care, and legal advocacy. OAESV could also invest in public education and awareness campaigns to educate communities about sexual violence and how to prevent it. Finally, they might advocate for policy changes at the state and national level to address sexual violence and support survivors. All these strategies are focused on addressing the key issues related to sexual violence in Ohio, and ensuring that survivors of sexual violence have access to the support and resources they need to heal and rebuild their lives.

Justification

The Ohio Alliance to End Sexual Violence (OAESV) is a vital organization in the state of Ohio because it addresses the serious issue of sexual violence and its impact on individuals, families, and communities. Sexual violence is a pervasive problem that affects people of all ages, genders, and backgrounds, and it can have long-term physical and emotional consequences for survivors. OAESV works to address this issue by providing resources and support to survivors, working with communities and organizations to prevent sexual violence, and advocating for policy changes at the state and national levels to address sexual violence.

By providing resources and support to survivors, OAESV helps individuals heal and rebuild their lives after experiencing sexual violence. This support can include crisis counseling, medical care, and legal advocacy, which can be critical for survivors as they navigate the aftermath of a traumatic event.

Additionally, OAESV works to prevent sexual violence by educating communities about the issue and how to prevent it. This education can include information on consent, healthy relationships, and bystander intervention, which can empower individuals to take action to prevent sexual violence in their communities.

Furthermore, OAESV advocates for policy changes at the state and national levels to address sexual violence. This can include pushing for laws and policies that support survivors, such as increasing funding for programs.

Structure

Sexual harassment occurs on all continents and in different types and categories of occupations. According to surveys, it is a significant problem in the workplace. Women who are young, monetarily reliant, unmarried or separated, and migrating are more susceptible to sexual harassment (Houge & Lohne, 2017). Young men, homosexuals, and ethnic or racial minorities are in the most vulnerable categories. Legislation, as well as national and company policies, may play a significant role in overcoming stereotypes about older workers. Many countries have conducted large-scale government-funded foundations and campaigns to overcome employers reluctance as well as to retain and hire older workers.

Analysis of Strategic Alternatives

For young people, their awareness and struggle in the labor market cannot all be attributed to discrimination or other cultural reasons. However, they do face barriers to employment at various steps. As recent events have shown, the situation can become particularly explosive when young people cannot find suitable work after completing their education or vocational training (Schwartzman, 2022).

Violence, harassment, discrimination at work, exclusion, stigma, and prejudice are sometimes faced by lesbian, gay, bisexual, and transgender persons in their workplace or when seeking employment. Homosexuality is still illegal in some countries; according to some studies, wage differences between homosexual and non-homosexual workers range from 3 to 30 percent (OAESV, n.d.). Same-sex partners do not always enjoy the same benefits and entitlements as married couples, and they may not be guaranteed the right to include their partners in health insurance plans and receive other work-related benefits.

Culture

At the national scale, discrimination must be fought and eliminated. Political, legal, administrative, and social actions are needed to promote workplace equality. Additionally, action is needed at the organizational level with social partners active participation. Numerous businesses have successfully embraced diversity (Houge & Lohne, 2017). Many employers have successfully transformed variety into an asset, both through productivity growth and innovation, and human resource development policies are increasingly integrating non-discrimination considerations.

Preventing discrimination in practice helps to maintain a competent and highly productive workforce. It is also essential for the reputation of the company or institution. A non-discrimination policy sends a clear signal that hiring decisions are based on the professional skills needed to do the job (Bovill & Podpadec, 2022). It is a sound business decision that is also for the benefit of employees. Institutions representing employers and employees should discuss their experiences and look into the knowledge of best practices that are accessible.

Marketing

The Ohio Alliance to End Sexual Violence (OAESV) likely employs a variety of marketing strategies to raise awareness about sexual violence and promote its programs and services. Some examples of marketing strategies they may use include:

Social media campaigns: OAESV may use social media platforms such as Facebook, Twitter, and Instagram to share information about sexual violence, promote their programs and services, and engage with their audience.
Public education campaigns: OAESV may develop and implement public education campaigns to educate communities about sexual violence, its impact, and how to prevent it. These campaigns may include billboards, posters, brochures, and public service announcements.
Events and outreach: OAESV may organize events such as rallies, walk/run events, and educational workshops to raise awareness about sexual violence and promote their programs and services. They may also participate in community events and fairs to engage with potential clients, donors, and supporters.
Marketing materials: OAESV may develop marketing materials such as brochures, flyers, and fact sheets to promote their programs and services and educate the public about sexual violence.
Media relations: OAESV may work with local and national media to share information about sexual violence, promote their programs and services, and raise awareness about the issue.

Women continue to suffer from discrimination in almost all aspects of employment, including the jobs they can get, their pay, benefits, and working conditions, as well as access to management positions. Research shows that gendered wage differentials, occupational and vertical segregation, difficulties in reconciling work and family responsibilities, womens disproportionate participation in part-time, informal temporary employment, sexual harassment, and discrimination due to maternity or marital status persist, despite legislative and policy initiatives (Houge & Lohne, 2017). In many cases, womens access to certain types of work is limited due to their reproductive roles or the fact that women still have primary responsibility for caring for children and other dependents. This does not mean that progress has not been made, but rather that women still have a long way to go to achieve gender equality in the labor market.

Control

Often, statistics on gender-differentiated wage differentials do not cover a large number of women worldwide (nearly 25 percent of the total workforce) who are not directly paid for their participation in domestic work (Olsen et al., 2017). If these women, and many others in other types of informal work, were included in the statistics, their relative disadvantage in the labor market would be even more severe, and their lack of opportunity to take advantage of labor market regulations, including the development of more explicit anti-discrimination and equal pay provisions, would be even more evident (Bovill & Podpadec, 2022). At the 2017 session of the International Labor Conference, it was estimated that the cost of unpaid care work (also called outstanding domestic work) could be equivalent to half a countrys GDP.

Financial Analysis

Some nations continue to lack detailed compensation, which may render some job markets inaccessible or undesirable to employees with social duties. This lack requires workers to choose between working and caring for their children or those in their care. Eligibility for paid leave is also tied to income. According to a 2020 Bureau of Labor Statistics survey, 54% of the highest-paid workers in the United States have access to paid personal leave, while only 17% of the lowest-paid workers have the same key (Houge & Lohne, 2017). Human rights violations against lesbian, gay, bisexual, and transgender (LGBT) persons include violence, harassment, discrimination, social exclusion, stigmatization, and prejudice. This is especially true in countries where homosexuality is considered a crime. Meanwhile, in most countries, LGBT persons face barriers to employment or the workplace (Bovill & Podpadec, 2022). Some studies have shown that discrimination can result in wage gaps of 3 to 30 percent between homosexual and non-homosexual employees. A study in the United Kingdom using data from a labor force survey found that gay men, on average, earned about 5 percent less than their non-gay counterparts.

This may have a negative impact on the health and well-being of LGBT workers, who remain isolated for fear of discrimination, which will translate into lower productivity for LGBT workers. Businesses that dismiss employees on the basis of their perceived or actual sexual orientation may lose skilled workers and have to spend money to hire and train new replacements (Houge & Lohne, 2017). LGBT workers are more likely to perceive their workplace as a means of inclusion if management prioritizes equal treatment and diversity policies in the workplace (OAESV, n.d.). Current employment legislation with anti-discrimination provisions has been reported as potentially empowering LGBT workers to file complaints of discrimination or mistreatment in the workplace formally.

Recognizing that discrimination is a significant obstacle to achieving decent work for all, the ILO has undertaken a wide range of activities and developed various instruments to help combat discrimination in employment and occupation. To meet new challenges, including those posed by the global crisis, the ILO has worked to intensify efforts to combat all grounds of discrimination.

Oral Presentation Plan

The ILO Strategic Policy Framework, which is the result of the application of results-based management principles, identifies a number of expected outcomes to guide the work of the ILO in the coming years. The elimination of discrimination in employment and occupation has been adopted as one of these outcomes (Sosialita, 2019). The ILO program and budget documents for the current and coming biennia, therefore, include a strategy and a separate indicator to measure the achievement of the objectives associated with this result.

Despite the high level of ratification of the two main equality conventions, there are still concerns about the overall level of implementation. As part of efforts to address this problem, technical cooperation projects were developed to help the tripartite parties effectively implement the Equality Conventions, and a series of national tripartite seminars on more general issues, including Implementing Fundamental Principles and Rights at Work (Houge & Lohne, 2017). To assist in the development of effective legislation, the ILO provides advice to governments and social partners in the form of technical notes on proposed draft labor laws. It also promotes good practices through its guidelines on labor law (Olsen et al., 2017).10 Together with the ILO International Training Centre, the ILO provides annual training on participation in labor law development, with a particular focus on discrimination. To support these valuable services, the ILO has an active research program.

R&D

These materials are used for national training, not only in the countries currently covered by the two projects but also in others, such as Albania, the former Yugoslav Republic of Macedonia, Oman, Lebanon, and Yemen (Bovill & Podpadec, 2022). In addition, guidelines on the role of labor inspection and gender aspects in the workplace are currently being developed. Within the framework of these two projects, 100 labor inspectors have been trained on discrimination issues so far (Houge & Lohne, 2017). In Oman and Bahrain, a total of 200 labor inspectors were trained in a U.S. Government-funded project on Promoting Fundamental Principles and Rights at Work and Social Dialogue. (Olsen et al., 2017) The project focused on building capacity and skills to better comply with national legislation, inspection techniques, and dispute resolution (OAESV, n.d.). One of its goals was to eliminate workplace discrimination against migrant workers through regular labor inspection bodies.

Phase III of the Womens Entrepreneurship Development and Gender Phase III of the Women Entrepreneurship Development and Gender Equality Project in Cambodia, Ethiopia, Kenya, the Lao Peoples Democratic Republic, Uganda, the United Republic of Tanzania, Viet Nam and Zambia remains focused on promoting women entrepreneurship, supporting women entrepreneurs to create decent work and empowering women, gender equality and reducing poverty (Houge & Lohne, 2017). The program aims to remove sociocultural, legal, and policy barriers and to create an enabling environment for business development and gender equality, recognizing that gender equality itself is not only an important goal but also a business opportunity that is essential to economic growth and the well-being of families and communities.

Through its partnership with the International Finance Corporation, the Better Work Program aims to promote economic development through labor standards at both the global and national levels, with operational activities primarily in Haiti, Jordan, Lesotho, and Vietnam. Each Better Work project document includes a gender equality and anti-discrimination plan that outlines policies, procedures, and targets for recruitment, training, information resources, compliance analysis, monitoring, and evaluation to ensure equality and anti-discrimination.

Operations

With funding from the U.S. government, Morocco has developed a pilot program aimed at promoting equality in the workplace. It is based on a bottom-up approach, in which six private and semi-public companies in the tourism, pharmaceutical, and food industries were engaged in a baseline study comparing the impact of employment policies and practices on women and men. In addition to training activities, a Good Practices Handbook for Promoting Equality of Rights and Opportunity in Employment and the Workplace was developed and published in Arabic and French in 2021 (Houge & Lohne, 2017). In 2021, the ILO published a Step-by-Step Guide on Gender-Neutral Job Evaluation for Equal Pay. It was translated into Albanian, Arabic, Chinese, English, French, Portuguese, Spanish, and Ukrainian and has been distributed and used in training seminars.

A number of governments have recognized the need to bring their federal legislation into line with the provisions of ILO Conventions. Judges are increasingly referring to ILO Conventions when dealing with cases, tripartite actors have become more aware and informed of their role in addressing these issues, and ILO instruments and guidelines are being consulted on a more regular basis (Bovill & Podpadec, 2022). However, it is also clear that the implementation of the principle of non-discrimination remains a challenge. Sustained commitment and investment of resources will be required to ensure long-term impact and sustainability of achievements.

In view of the critical place of anti-discrimination in the ILO mandate, the lessons learned from past work, and the continuing challenges identified in this report, this part sets the stage for the future work of the ILO and its tripartite constituents. A combination of measures will be required (Houge & Lohne, 2017). The ILO should assist in improving and enforcing legislation, creating advisory and supervisory bodies, adopting appropriate national policies and administrative actions, and building capacity for situation analysis. Improved communication and advocacy methods, sex-disaggregated data collection and research, and assistance to workers and employers organizations in promoting anti-discrimination should also be an integral part of ILOs work.

Human Resources

The Ohio Alliance to End Sexual Violence (OAESV) likely has a dedicated human resources (HR) department or staff member responsible for managing the organizations employees and volunteers. The specific responsibilities of the HR department may include:

Recruiting and hiring staff and volunteers to work at OAESV.
Developing and implementing policies and procedures to ensure the well-being and safety of staff and volunteers.
Providing training and professional development opportunities for staff and volunteers.
Managing employee benefits, such as health insurance and retirement plans.
Handling employee relations issues, such as performance evaluations and disciplinary actions.

Its important to note that the HR department plays a crucial role in ensuring that OAESV has the staff and volunteers needed to achieve its mission and goals. OAESV may have a diverse staff and volunteers that might include advocates, counsellors, educators, and administrative professionals, each with specific skills and experience to support survivors of sexual violence and to bring awareness to the community.

Information Systems

OAESV likely uses a variety of information systems to support their programs and services. These systems may include a database to track and manage client information, such as contact information and service history, as well as case management tools to help staff coordinate services for clients. They may also have a website and social media presence to provide information and resources to the public, as well as a way to connect with survivors and their families. OAESV may also use data analysis tools to track and evaluate the impact of its programs and services. Additionally, they may use geographic information systems (GIS) to identify areas of high need and target their efforts accordingly. All these information systems are designed to help OAESV effectively manage its operations and to ensure that survivors of sexual violence have access to the support and resources they need.

Internal Factor Evaluation Matrix

With more representation, better outcomes are achieved. When it comes to education, there has been significant progress made in closing the gender gap in a number of important categories, such as school enrolment rates and literacy levels. In terms of health care, far fewer mothers die during childbirth, and the average life expectancy of women has risen significantly. With few exceptions, women now live longer than men in almost every country (Houge & Lohne, 2017). From the perspective of labor force participation, more women are pursuing economic employment outside of non-market household labor in nations with varying income levels (Bovill & Podpadec, 2022). Numerous governmental changes have been implemented recently around the globe to advance womens standing in the workforce, in marriage, and, most importantly, to safeguard women from abuse (OAESV, n.d.). Despite this significant progress, significant gender gaps remain.

External Factor Evaluation Matrix

When it comes to external factors of OAESV that define its strengths, opportunities, and weaknesses, the first aspect to mention is external initiatives. The organization collaborated with partners on programs at the national, regional, and municipal levels in order to advance its goals and enhance the overall ability to react to sexual abuse (OAESV, 2022). The Ohio Attorney Generals Two Days in May forum, the semiannual conferences for the victim assistance initiative, visits to community programs, discussion forums for underserved areas, and many other initiatives were among the projects that OAESV staff organized and joined.

Moreover, OAESV worked assiduously and vigorously in the midst of the trials and was rewarded with more financing for the rape issue. A larger funding for the Ohio Rape Crisis Centers budget item was adopted by the Ohio House of Representatives in April (OAESV, 2022). It increased the amount from $4.75 million per financial year in 2019 to $10 million per financial year in 2020 and $7.3 million per financial year in 2021 (OAESV, 2022). Therefore, the external factors of monetary support and public initiatives define the strong points and opportunities for growth for OAESV. However, it is crucial to keep in mind that many initiatives were only just able to maintain personnel and programming as a result of VOCA reduction in 2020 and 2021 (OAESV, 2022). Although the financing for the rape crisis assisted in containing the consequences of VOCA cutbacks, this frequently prevented the program from serving its stated goal of expanding.

Critical Success Factors and Competitor Analysis

Unfortunately, the risk of exposure to violence increases during disasters such as the COVID-19 outbreak. According to Dubravka Simonovic, the Special Rapporteur for the United Nations on Violence Against Women, the incidence of domestic abuse is expected to grow, as previously predicted in preliminary police and helpline assessments (Olsen et al., 2017). Inequalities in the opportunity to fully engage in economic life are another way that gender inequality expresses itself. U.N. Women discovered that women are more likely to be jobless and to engage in the employment market less frequently than males (Houge & Lohne, 2017). Women are primarily accountable for unpaid domestic labor and home tasks, performing 76 percent of all outstanding care work globally, yet are compensated less than men, receiving 77 cents for every $1 earned by males (Bovill & Podpadec, 2022). According to research conducted in six countries, the value of womens unpaid labor ranges from 10 to 39 percent of the GDP (Bovill & Podpadec, 2022). Therefore, conditions in which women have to work are much more underprivileged.

These disparities in capability raise the possibility that women may be disproportionately affected by the COVID-19 pandemic. Women make up a large share of the health and welfare workforce worldwide: 70 percent in 104 countries (Olsen et al., 2017). Additionally, preliminary research from the World Bank indicates that following closing schools, women in childcare jobs may have a work overload, with working mothers considering it even harder than normal to balance working from home, educating their children, childcare, and housekeeping (Houge & Lohne, 2017). Inequality of access is also a concern. Globally, it is estimated that nearly 40 percent of women in paid employment do not have access to social security (Bovill & Podpadec, 2022). Women are less likely than males to have access to banks or other financial organizations.

Recommendation

In 1978, a law was passed forbidding discrimination against pregnant women in the workplace. It made it illegal not only to fire or refuse to hire a woman because she was pregnant but also to force her to take maternity leave if she did not want to. In 1986, in ruling on a particular case, the U.S. Supreme Court ruled for the first time that sexual harassment is a form of unlawful discrimination in the workplace (Office on Violence Against Women, 2017). To this day, however, the problem of the notorious glass ceiling has not been solved in the States. According to Catalyst consulting firm, women occupy only 15.7 percent of all top management positions in large U.S. businesses, and the figure is even lower among the Top 500 (five hundred largest U.S. companies) 5.2 percent of the highest-paid employees (Bovill & Podpadec, 2022). The situation is especially egregious in finance, where only 12 percent of top managers are women, even though they make up the vast majority of employees, and in media and telecommunications, where women hold only 3 percent of top positions. On the other hand, according to the same study, companies with women at the highest levels of management perform better financially than those with exclusively male senior managers.

Implementation

However, the situation is changing for the better before our eyes. According to recent data from the American Bureau of Labor Statistics, women accounted for more than half (52.5%) of all new jobs created in the first five years of the new century, and more importantly, they outpaced men in the number of high-paying new jobs. The gender imbalance in wages, however, is still in force: at the end of 2005, the average female salary was only 73% of the average male wage (Houge & Lohne, 2017). In studying the history of the struggle for gender equality in the United States, it is impossible not to notice a constant plot, repeated in different variations and occurring in three acts (OAESV, n.d.). First, a Person appears in the historical arena a woman or a small group of women who draw attention to the unjust social structure and, unlike most, are not going to put up with it, starting, as they say, to swing rights by means of measures accepted in a democratic society to influence the authorities: statements in the press, Organization of meetings, demonstrations, pickets and other forms of civil disobedience, lobbying laws (Houge & Lohne, 2017). Along the way, they not only have to break with tradition and social norms that prescribe keeping a low profile, but they also have to overcome their own personal complexes, such as shyness or a fear of public speaking.

Conclusion

As one can see, the U.S. struggle for equality between men and women has already achieved a great deal. Their success is awe-inspiring when you move from history and theory to everyday practice, and you also have a chance to compare the American status quo with post-Soviet realities. The rejection of the 28th Amendment is more of a legal mishap than an indicator of true disadvantage. Nevertheless, achieving genuine equality of rights and opportunities for people regardless of their gender remains an urgent task in this country, requiring the care and attention of both societies as a whole and its individual caring and conscientious representatives.

As the Ohio Declaration says: All persons, regardless of race, creed or sex, have the right to pursue their material well-being and spiritual development in freedom and dignity, in economic sustainability and with equal opportunities. Throughout its nearly century-long history, the ILO has shown itself to be a leading force in combating discrimination and promoting equality. The ILO must continue to be a recognized leader in this area. In the current context of crisis and policies to overcome it, discrimination and exclusion, combined with growing poverty and social inequalities, require increasing action. The ILO must, through the collective commitment and will of its tripartite constituents, join forces with governments, social partners, and international organizations to meet the challenges and ensure the universal right to freedom from discrimination in employment and occupation.

References

Bovill, H., & Podpadec, T. (2022). What is currently understood about the impact of sexual violence activism for higher education student sexual violence survivors?Trauma, Violence, & Abuse, 152483802210936. Web.

Houge, A. B., & Lohne, K. (2017). End impunity! Reducing conflict-related sexual violence to a problem of law. Law & Society Review, 51(4), 755789. Web.

OAESV. (n.d.-a). Ohio alliance to end sexual violence. Ohio Alliance to End Sexual Violence. Web.

OAESV. (n.d.-b). Mission and values. Ohio Alliance to End Sexual Violence. Web.

OAESV. (2022). 2021 annual report. Web.

Office on Violence Against Women. (2017). There is power and strength in a collective. WeAreOAESV.

Olsen, E. O., Vivolo-Kantor, A., & Kann, L. (2017). Physical and sexual teen dating violence victimization and sexual identity among U.S. high school students. Journal of Interpersonal Violence, 088626051770875. Web.

Schwartzman, N. (2022). Roll Red Roll (1^st ed.). Hachette Books.

Sosialita, T. D. (2019). Sexual violence towards men: Sexual violence judging from individual factors of victims. Psikodimensia, 18(1), 60. Web.

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