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This brief reviews how the Capacity Project addressed gender discrimination and inequality in human resources for health (HRH) through its institutional mechanisms, approaches and tools as well as in country-level implementation. The public health workforce in developing countries is predominantly female. Addressing gender discrimination and inequality in human resources for health (HRH) policy and planning, workforce development and workplace support is essential in tackling the complex challenges of improving access to services, by positively influencing HRH recruitment, retention and productivity

"Traditionally, faith-based health organisations have been important health care providers in many remote and other under-serviced areas. Currently, these facilities bear the brunt of the competition for scarce human resources. It is important for faith-based organisations to learn from recent experiences and from the creative ways in which colleagues seek to retain their health workers and improve quality of human resource management. [As part of a]"...linking and learning programme, some faith-based umbrella organisations in Tanzania, Ghana, Uganda, and Malawi have joined forces to share their experiences in confronting the human resources crisis: by developing retention schemes, offering in-service training, task shifting, developing the planning and management skills of their staff, better coordination of salary and incentive structures with the public systems, and the development of lobbying instruments for national and international use"

This guide provides practical guidance for planning and implementing an evaluation of psychosocial programs in emergencies

These guidelines and 22 recommendations are designed to support for countries that face a high HIV burden and acute shortages within the health workforce. Task shifting involves the rational redistribution of tasks among health workforce teams. Specific tasks are moved, where appropriate, from highly qualified health workers to health workers with shorter training and fewer qualifications in order to make more efficient use of the available human resources for health. The key elements that must be in place if the approach is to prove safe, efficient, effective, equitable and sustainable, cover the need for consultation, situation analysis and national endorsement, and for an enabling regulatory framework. They specify the quality assurance mechanisms, including standardised training, supportive supervision, and certification and assessment, that will be important to ensure quality of care

These guidelines provide information to organisations and individuals on how to respond during humanitarian emergencies by highlighting eleven specific action sheets that offer practical guidance on mental health and psychosocial support. The guidelines include a matrix of interventions with guidance for emergency planning, actions to be taken in the early stages of an emergency, and comprehensive responses needed in the recovery and rehabilitation phases. This resource is gives humanitarian actors useful inter-agency, inter-sectoral guidance and tools for responding effectively in the midst of emergencies

"These practice standards are intended to guide the practice of staff working to support children’s participation. Each standard is accompanied by a set of criteria that can be used as indicators to see whether or not the standard is being met"