Family Notes D

• Physical Abuse: Any intentional use of force resulting in bodily harm or injury, such as hitting, slapping, kicking, or strangling.
• Emotional or Psychological Abuse: Inflicting emotional pain, anguish, or distress through verbal or non-verbal actions.
• Verbal Abuse: Using words to belittle, degrade, or control a partner.
• Sexual Abuse: Coercing or forcing a partner to engage in sexual activities against their will, including rape, unwanted sexual touching, or degradation based on sexual activities.
• Financial Abuse: Controlling or restricting a partner's access to financial resources, employment, or education.
• Digital or Cyber Abuse: Using technology to control, harass, or intimidate a partner.
• Isolation: Controlling or limiting a partner's social interactions by isolating them from friends, family, or support networks.
• Stalking: Repeated unwanted attention, communication, or any other behavior that causes fear or concern in the victim.
• Cultural or Religious Abuse: Exploiting a partner's cultural or religious background to exert control.
• Coercive Control: Establishing a pattern of intimidation, isolation, and control over time.
• Organizations that actively work to eliminate the glass ceiling can benefit from a more diverse and innovative workforce.
• Gender Pay Gap: When a female and a male have the same experience and level of education, work the same job but the male is paid more than the female.
• UK Gender Pay Gap: In 2016, the female average hourly wage was 18% less than males’, in 2003 it was 23% less, and in 1993 it was 28% less.
• World Economic Forum: More than a third of the gender pay gap is due to gender discrimination, according to the World Economic Forum.
• Gender Pay Gap in Malta: Women make an average of 88c for every 1 euro that a man makes per hour, resulting in a gender pay gap in Malta of 12%.
• Gender Pay Discrepancy: Males make more money than females because females tend to go for less-paying jobs or are not given the same opportunities that males get, this is known as the glass ceiling effect.
• Glass Ceiling Effect: The glass ceiling effect is a metaphor for explaining the inability for women to advance past a certain point in their occupation or profession regardless of their qualifications and achievements.
• Glass Ceiling Effect:Females face barriers that prevent them from getting promoted or accepted for managerial or executive level positions.
• The lack of diversity at the top can perpetuate stereotypes and make it difficult for others to break through.
• Stereotypes may affect hiring decisions, promotions, and opportunities for career advancement.
• Underrepresentation at the Top: Women and minorities are often underrepresented in leadership positions within companies and organizations.
• Stereotypes and Bias: Preconceived notions and biases about the capabilities of certain groups can play a role in the glass ceiling effect.
• Lack of Mentorship and Networking Opportunities: Access to mentors and professional networks is crucial for career advancement.
• Work-Life Balance Challenges: Women, in particular, may face challenges in balancing career and family responsibilities.
• Pay Disparities: Glass ceilings can contribute to gender and racial pay gaps.
• The glass ceiling effect may limit the ability of women and minorities to connect with influential individuals who can provide guidance and support.
• Limited access to higher-paying roles and leadership positions can result in unequal compensation for individuals from different demographic groups.
• Limited Advancement Opportunities: Individuals may find it challenging to move beyond a certain level in their careers, despite possessing the necessary skills and qualifications.
• Efforts to break the glass ceiling include promoting diversity and inclusion initiatives, implementing transparent and merit-based promotion processes, addressing unconscious biases, providing mentorship programs, and fostering a corporate culture that values diversity and equal opportunity.
• Organizational structures and expectations around work hours and availability can create barriers for women looking to advance in their careers.
• Radical Feminists argue that patriarchy is the main cause of domestic violence.
• Millet and Firestone argue that all societies have been founded on patriarchy, which is the key division in society between males and females.
• According to Radical Feminists, men are seen as the enemy and exploiters of women.
• Marriage and family life are key institutions for patriarchy and the main source of women’s oppression, according to Radical Feminists, where males dominate through domestic violence and threat.
• Domestic violence is an inevitable feature of a patriarchal society and serves to maintain the power that men have on women, according to Radical Feminists.
• The male domination of state institutions helps to explain the reluctance of the police and courts to deal effectively with cases of domestic violence, according to Radical Feminists.
• Elliot (1996) rejects the idea that all men benefit from domestic violence.
• Not all men are aggressive, and many oppose domestic violence, according to Radical Feminists, who fail to explain female violence including child abuse by women and violence against male partners and within lesbian relationships.
• CSEW (2013) – UK and Wales – 18% of men (2.9m) have experienced domestic violence since the age of 16.
• Not all women are equally at risk of domestic violence, according to the Office from National Statistics (2014), which found that women in certain social groups are at more risk than others, including young women, those in the lowest social classes and living deprived areas, low income or in financial difficulties, have long-term illness or disability.