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The purpose of this paper is to examine demographic details, disclosure and reporting behaviour of older women Rape Crisis Centre (RCC) service users in Ireland.

Statistical analysis of 15 Irish RCC records was carried out, using the Rape Crisis Network Ireland (RCNI) statistical database. In addition, two illustrative case studies were examined.

Older women were under-represented as RCC service users in Ireland. They were more likely to be disabled, less likely to report an incident of sexual violence and more likely to delay disclosure than younger women. Older women also had poor knowledge about sexual violence and services available to older women survivors.

Data were drawn from RCCs. Therefore, results may not reflect the population of Ireland as a whole. Population-based studies should be carried out to gauge the prevalence and nature of sexual violence among older women and assess reporting and disclosing behaviours.

The paper provides important indications of barriers to accessing RCC services among older women. Health care providers should receive education and training in identifying survivors of sexual violence among older women and providing referral where needed. RCCs should ensure that services are fully accessible to the disabled.

This paper provides unique data about older women service users which will be of value to those working with older women or in the violence against women and health sectors.

The study aimed to understand the significance of how employee personhood and the act of speaking up is shaped by factors such as employees' professional status, length of employment within their hospital sites, age, gender and their ongoing exposure to unprofessional behaviours.

Responses to a survey by 4,851 staff across seven sites within a hospital network in Australia were analysed to interrogate whether speaking up by hospital employees is influenced by employees' symbolic capital and situated subjecthood (SS). The authors utilised a Bourdieusian lens to interrogate the relationship between the symbolic capital afforded to employees as a function of their professional, personal and psycho-social resources and their self-reported capacity to speak up.

The findings indicate that employee speaking up behaviours appear to be influenced profoundly by whether they feel empowered or disempowered by ongoing and pre-existing personal and interpersonal factors such as their functional roles, work-based peer and supervisory support and ongoing exposure to discriminatory behaviours.

The findings from this interdisciplinary study provide empirical insights around why culture change interventions within healthcare organisations may be successful in certain contexts for certain staff groups and fail within others.