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Making contextual gender analysis helps to design strong evidence-based institutional strategies for reversing stereotypes that are embedded in the organizational culture. Hence, an institutional-based cross-sectional study was conducted on 401 participants to assess gender equality and workplace harassment among staff members of Haramaya University, College of Health and Medical Sciences, and Hiwot Fana Comprehensive Specialized Hospital, Eastern Ethiopia from November 1 to 30, 2021. Data were collected through a self-administered semi-structured questionnaire. We measured gender equality perception by indicators as a latent variable. To identify predictors of gender equality, a structural equation model fit and a coefficient of regression with 95% CI were used to report the association. Of the total participants, more than 85.5% were female, 36.7% had a bachelor’s degree, and about 56.6% were administrative staff. Only 0.5% had a managerial role. The perception of gender equality was predicted positively by political (β = .21, 95% CI: [0.10, 0.31]), institutional (β = .32, 95% CI: [0.09, 0.55]), and sociocultural (β = .18, 95% CI: [0.11, 0.26]) factors. The proportion of workplace harassment in one form of violence ranged from 15.2% to 39%. Preferring dialog to get a solution (9.7%) and the unavailability of a gender office at the hospital (7.5%) were the main reasons for not reporting acts of violence. The findings of this study fortify gender inequality in the health and medical institute of Haramaya university but these disparities were not reported by the participants. A decent workplace, free from harassment and discrimination, has to be set up by implementing the existing gender policies and by designing contextualized strategies. Plain language summary Gender Equality and Work Place Harassment in Health Institutions Gender refers to culturally specific arrangements and presumptions on the nature and character of men and women. These are manifested in several ideas and practices, which influence the identity, social opportunities, and life experiences of human actors. As a result, institutional cultures, mission statements, strategies, leadership styles, coordination, and staff profile are often gendered and dominated by patriarchal beliefs and attitudes to different degrees. Therefore, gender equity and equality can be ensured with the consideration of the gendered consequences of all actions, the gendered social relation, and power relations. Moreover, Gender-Based Violence is highly prevalent among health professionals, health sciences students, and patients. However, the health sector is lacking conceptual clarity and practical tools to address key challenges to gender mainstreaming. Therefore, this study aimed to assess gender equality and workplace harassment among staff members at health institutions in eastern Ethiopia. The result of this study showed the perception of gender equality was predicted by political, institutional, and sociocultural factors. The proportion of workplace harassment in one form of violence ranged from 15.2% to 39%. Preferring dialog to get a solution and the unavailability of a gender office at the hospital were the main reasons for not reporting acts of violence. The findings of this study fortify gender inequality in the health and medical institute of Haramaya university but these disparities were not reported by the participants. A decent workplace, free from harassment and discrimination, has to be set up by implementing the existing gender policies and by designing contextualized strategies. This survey was strong in presenting gendered analysis and gender-based violence in health and medical institutions in higher education sectors. However, the impacts of gender equality determinants could not be seen in this short study period.

Micronutrient deficiency is one of the biggest public health concerns in Bangladesh. As per World Health Organisation (WHO) in the 2016 report, 40% women of reproductive age suffer from anaemia. According to the National Micronutrient Survey 2011-2012, 57% women suffer from zinc deficiency. The objective of the present study was to determine the effectiveness of fortified rice (FFR in addressing anaemia and zinc deficiency among vulnerable women. Baseline and endline surveys were conducted among female Vulnerable Group Development (VDG) beneficiaries in five districts in Bangladesh before and after 12 months of FFR distribution. The intervention group received 30 kg FFR; the control group received 30 kg non-FFR for every month from January 2013 to December 2013. The sample sizes were 870 women (435/group) at baseline and 800 (400/group) at endline. Difference-in-difference (DID) was estimated to measure the effect of FFR on anaemia and serum zinc. In the baseline survey, 39% of the FFR group and 34% of the non-FFR group had anaemia. At endline, 34% of women in the FFR group were anaemic compared to 40.7% in the non-FFR group. At endline, prevalence of anaemia was reduced in the FFR group by 4.8% but increased in the non-FFR group by 6.7%. The DID estimation showed the reduction in anaemia after 12 months of FFR consumption was significant (p = 0.035). The DID in mean haemoglobin level after 12 months of FFR consumption was also statistically significant (p = 0.002). Zinc deficiency decreased by 6% in the FFR group at endline, though the DID was not significant. Most of the respondents of the FFR group reported that they received their entitled rice on a regular basis however only half of the non-FFR respondents received every month in 12 months. Anaemia was significantly associated with not consuming fortified rice, geographical region, older age and heavy menstrual bleeding (P<0.05). FFR reduced anaemia and zinc deficiency prevalence. Replacement of regular rice with FFR in the VGD programme is recommended to reduce anaemia among vulnerable groups.