This article ties to SDG 3. In this review, the impact of war-related trauma on the incidence of PTSD in civilian and military populations as well as differences associated to gender in the incidence and recovery from PTSD is discussed. In addition, the mutually influencing role of inflammation, genetic, and sex hormones in modulating the consequences derived from exposure to traumatic events are discussed in light of current evidence.
Mental ill health is the third biggest cause of absence in the workplace. The mental health equivalent of a physical first-aid course provides participants with the skills and confidence to recognise the signs and symptoms of common mental health issues and effectively guide a person towards the right support. By adpating this course, more efforts can be made to meet SDG 3.4 by utilising preventive methods and treatment to promote mental health and well-being.
This chapter advances goals 3 and 5 by examining the biological and social reasons women are disporportionately affected by mental health issues. It advocates for a gender-based approach to mental health programs to help women with the unique set of challenges they face.
This article advances SDGs 3, 5, and 16 by providing a broad overview of global violence aginst women and highlighting the difference health professionals can make for women who experience violence in its multiple forms.
This article advances SDGs 3, 5, and 16 by demonstrating how gender power inequalities are at the root of sexual violence against women and outlining ways to prevent sexual violence and mitigate the mental and physical health impacts of rape.
Overtourism' is likely to become a commonplace term over the next few years as the travel industry grapples with sustainable tourism. Addressing the issues faced will help to advance SDG 8.9 to devise and implement policies to promote sustainable tourism that create jobs and promote local culture and products as well as SDG 11.4 to strengthen efforts to protect and safeguard the world’s cultural and natural heritage.
Low-cost by-products from agricultural, household and industrial sectors have been recognized as a sustainable solution for wastewater treatment. They allow achieving the removal of pollutants from wastewater and at same time to contribute to the waste minimization, recovery and reuse. Despite numerous reviews have been published in the last few years, a direct comparison of data obtained using different sorbents is difficult nowadays because of inconsistencies in the data presentation.
Granite Powder (GP) and Iron Powder (IP) are industrial byproducts generated from the granite polishing and milling industry in powder form respectively. These byproducts are left largely unused and are hazardous materials to human health because they are airborne and can be easily inhaled. An experimental investigation has been carried out to explore the possibility of using the granite powder and iron powder as a partial replacement of sand in concrete. Twenty cubes and ten beams of concrete with GP and twenty cubes and ten beams of concrete with IP were prepared and tested.
Most scholars would agree that the goal of business is to create value. Yet, can there be anything more valuable than peace? This article tackles the following research question: How can, or do, businesses advance peace? It explains why peace through commerce is a topic worthy of study and sets out an empirical approach to operationalize it. The implementation of that approach remains in the future, but in this article, I seek to examine the contours of a possible approach.
Despite a significant increase in research and practise linking corporate social responsibility (CSR) and human resource management (HRM), a comprehensive examination of the relationship between these two constructs has yet to be undertaken. Scholars associating CSR and HRM rarely explicate their understanding of the connection between CSR and HRM (CSR–HRM) or the assumptions they make when exploring this relationship. Thus, we argue that a comprehensive review of the literature of the CSR–HRM nexus is relevant and necessary.
