Workshop on
Nursing Management of Cardio-thoracic and Vascular Surgeries from April 2-9, 2003

The overall purpose of the workshop is to update and improve upon the knowledge and skills of nurse practitioners of various levels concerning bio-technical advancement and challenges in the area of cardio-thoracic and vascular surgeries.


Policy & Position Statement > Gender Management System :
Policy > Strikes - Nursing Identity
Position Statement > Rights of Children - Safeguarding Environment - Substance Abuse/ Drug Abuse - Baby - Friendly Hospital Initiative - Nursing Education - HIV/AIDS - Population Stabilization - Disaster Preparedness - Women’s Health and Development - Nurses’ Role in Planning and Policy Making - Nurses’ Role in Care of the Elderly - Human Rights - Gender Management System - Safeguarding The Health Of Young People

Gender Management System

In Workplaces

The Trained Nurses’ Association of India endorses the general principles and broad policy of the Government of India on gender and health, recognising the differences that exist in the health care needs of women and men in their work place.

Despite the well conceived movement of women in development, there has not been much change in the actual status of women, similarly, nursing being predominantly a women’s occupation, is a victim of gender bias and not even considered or accorded key positions in the health system and have no say whatsoever in the policy and decision making bodies affecting their professional and personal lives.

Rules and regulations that govern Nurses, mainly respond to male employee pattern despite the fact that nursing personnel in majority are female. Issues that have impact on nursing personnel in general and as women in particular on their performance and health

General Issues: Non-strategic placement of Nursing personnel in the health-care system and no specific budgetary allocation for Nursing and nursing education, resulting in lopsided Nursing manpower development, over stretching nursing manpower, and consequent increase in workload.

  • Dearth of Continuing Educational facilities and promotional avenues, restricting career mobility and professional development causing heart burn and unrest among Nurses.
  • Despite equitable preparation and job responsibility with parallel professionals, Nurses’ remuneration and status remains inequitable and is much lower.
  • Poor working conditions in a majority of instances, besides preventing Nurses from working efficiently, invariably exposes them to occupational health hazards, which are well known and documented.
  • Inappropriate compensation for extra hours of work, inconvenient shifts, odd hours of duty, and working on public holidays, resulting in fatigue, and disgruntlement.

Specific Issues: As Women

  • Over exposure to physical and chemical agent may effect women’s reproductive functions and motherhood.
  • Malnutrition related health problems, such as anaemia, digestive disorders, infection etc. attributable to cultural norms like fasting, women to eat after everyone else, inconvenient meals/routine etc.
  • Work load and responsibility at home in addition to employment workload, causing physical, emotional, and mental stress and social stress.
  • Sexual harassment from employer, colleague, client and public at large, causing anger, fear, disgust shame and helplessness.

Specific Issues as Men

  • Equal opportunity for Nursing education at par with female Nurses.
  • Lack of fatherhood facilities.

The Trained Nurses’ Association of India as professional body believes that both men and women in health sector should have equal rights and opportunities for education and employment. Nurses are equally respected and valued as able partners at all levels of health care system, so that they can work in collaboration and partnership to their optimum potential.

Therefore, Association supports:

  • Evolvement of a culturally appropriate Gender and health programme which will comprehensively and equitably address the gender difference aimed at improving the status of men and women Nurses in their work places.
  • Irrespective of sex differences, the Gender Management system should provide for employee’s development on the job and for an appropriate placement at par with parallel professionals.
  • Gender sensitivity and gender integration should form integral part of all policies, programmes and activities in health sector.
  • Nurses should have balanced and appropriate representation of their colleague (men and women) on the policy and decision-making bodies that concern the Nurses.
  • Nurses as women should have flexible working hours, security provision for long leave of absence and resumption of duty after gap at certain levels, provision for Baby Friendly Work environment. Paternity leave provision for male Nurses etc.

There should be an appropriate compensation for odd, inconvenient, extra hours of work and occupational hazards confronted.

  • Nursing affairs should be managed by Nurses with necessary support to run nursing services effectively and efficiently.
  • Developing joint programmes for employees and management on Gender System management and strategic involvement of media for promoting Gender Management System.
  • Establishment of a Cell / Committee with balanced representation of Nurses for dealing with harassment issues in work place.
  • Nurses in their work places advocate for Gender related issues affecting health e.g. women literacy, women’s awareness about health and making choices for quality life.
© 2002, Trained Nurses' Association of India (TNAI), All Rights Reserved.
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