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In this paper, we show how capitalism and feudalism reinforce each other to enable the former's success in the higher education context. In this regard, Polish universities are an interesting case due to Poland's capitalist shock therapy in the 1990s, its Western European membership in the European Union in the 2000s and due to recent reforms intended to modernize Polish academia. Based on 36 interviews with Polish early career academics from urban universities with experience working in watchdogs of higher education, we examine respondents' perspectives on the current capitalist reforms. They treat ongoing changes as a solution for the problems experienced and defined as "feudal": political labeling, abuse of power and discrimination against women. Understanding capitalism and feudalism through their organizing principles, the main contribution of this study is that it demonstrates how capitalist organizing principles fix existing feudalist organizing principles to flourish in Polish university. Hence, it is difficult for early career academics to recognize that capitalist organizing principles are in fact reinforcing rather than eliminating (as the advocates of capitalist reforms often claim) feudal problems in Polish academia. [ABSTRACT FROM AUTHOR]

The present research investigated whether and (if so) how one's perception of gender discrimination would vary as a function of age and gender in Korea. Since gender-related conflicts have escalated in Korea especially among younger adults, we predicted that (1) there would be gender differences in one's perception of gender discrimination in Korea and (2) such differences would be particularly large among younger adults. Consistent with the predictions, we found that Korean men underestimated discrimination against women and overestimated discrimination against men, relative to Korean women. Also, such tendency was more pronounced among younger men than among older men without significant differences in sexism between them. Moreover, young men claimed that men were at least as discriminated against as women in Korea unlike other groups who believed that discrimination against women was larger than discrimination against men. Our data also suggest that such perception of gender discrimination among younger Korean men is possibly due to their beliefs that social atmosphere in Korea is disadvantageous to their gender. We further showed that gender differences in perception of gender discrimination were associated with corresponding differences in emotional reactions (i.e., anger) to gender discrimination. [ABSTRACT FROM AUTHOR]

This commentary sits within a context of growing cultural concern over brain damage that occurs in many of the Western world's most popular, profitable and prized sports. After laying out evidence demonstrating this point, we discuss the increasing inclusion of women within sports which involve regular and routinised brain injuries. We problematise this apparent 'progress' with the title of our commentary. In particular, rather than offering some simplified yes/no answer, we argue that in light of the five decades of social scientific scholarship documenting the various harms produced by performance impact sports, working towards gender equality in brain damage is a nonsensical outcome. So, while there is clear evidence from academic gender studies that progress has been made towards tackling issues of exclusion and various forms of discrimination against women and girls in performance sport spaces, there has not been concomitant progress made in tackling the ways bodies and brains are often broken down, damaged and sometimes destroyed during participation in such sports. We do not suggest that consenting adults should be prohibited from enjoying impact sports and our aim with this commentary is not driven by a paternalistic, patriarchal belief which reflects historical notions around sportswomen being the 'fairer' sex, nor that responses to sport-acquired brain injury should be sex- or gender-specific. Rather, we conclude by suggesting that the emerging science on sport-acquired brain injuries should serve as an important inflection point to those leaders, organisers, practitioners and scholars working in this area to reconsider how we imagine, promote and structure sport – for everyone. [ABSTRACT FROM AUTHOR]

Scholarly investigations have greatly advanced our understanding of gender stereotypes as they pertain to leadership roles. However, an examination of citizens' evaluations of the personal and political characteristics of ministers using an experimental design is still lacking. In this article, we aim to determine whether individuals exhibit discrimination against women occupying the position of finance minister (FM), which presents an opportunity to assess the impact of stereotypes within one of the most 'masculine' cabinet portfolios. We implement a conjoint analysis in Spain to isolate the influence of appointees' attributes on their selection. The results suggest that women are preferred for this post. In contrast to established knowledge derived from legislative studies, being single benefits female ministers more than it does their male counterparts in obtaining the position of FM, as agentic attributes can hold more value in these positions. [ABSTRACT FROM AUTHOR]

China's regulatory framework on assisted reproductive technologies (henceforth ARTs) has remained unchanged and unchallenged for over two decades, prohibiting unmarried women from accessing any form of ARTs. Section 1 Article 4(1) of the Ethical Principles for Human Reproductive Technologies and Human Sperm Banks explicitly stipulates that 'couples who do not comply with national population and family planning laws and regulations and single women' are prohibited from accessing ARTs. However, unmarried men are allowed to freeze sperm regardless of their marital status, constituting direct discrimination against women. Furthermore, significant legislative conflicts exist between local regulations and departmental rules in this area, hindering the consistent application of ART norms in China and substantially limiting the reproductive rights of Chinese women. Zaozao Xu's case is the first case in China directly challenging the current prohibitive regulations on egg freezing and may signify a crucial turning point in China's reform of ARTs legislation. This commentary provides an overview of the case and examines various issues associated with the existing regulatory framework, including the vagueness of the legislation and regulation, legislative conflicts in the current framework, deeply rooted discrimination against women, and the regulator's problematic conception of ARTs. This commentary emphasises the urgent need for China to re-evaluate and reform its ARTs regulatory framework to allow unmarried women to access ARTs, or at least egg-freezing services as the first step. [ABSTRACT FROM AUTHOR]

Ghana's efforts to end all forms of discrimination against women and ensure gender equity in school leadership appointments require a change in peoples' mindsets, habits and cultural beliefs. It is envisaged that evidence on the performance of the few women who have been appointed into leadership positions against their male counterparts would be quite instrumental in the change process. This study, therefore, assessed whether statistically significant differences exist in the extent to which male and female headteachers in two selected educational districts in Ghana enact instructional leadership practices in their schools. Utilizing a descriptive survey design and employing the teacher version of the principal instructional management rating scale, 263 teachers participated in the study. Findings from the study showed that there were no significant differences between male and female headteachers in none of the ten instructional leadership functions explored in the study. This meant that male headteachers in the selected educational districts did not significantly demonstrate any superior instructional leadership practices compared to their female counterparts. The study recommends that educational policymakers in Ghana initiate pragmatic policies to increase women's representation and participation in school leadership roles. [ABSTRACT FROM AUTHOR]

Within this article, we draw upon Kezar and Lester's three components of positionality theory to explore how multiple and overlapping aspects of esports leaders' identities influence their experiences and perceptions of working within esports organisations. We present findings collected through interviews with 11 leaders from nine Scandinavian esports organisations. Our findings show that the experiences of the esports leaders are strongly gendered. For example, all four women informants reported experiences of discrimination and marginalisation, whilst none of the men informants described incidents of this nature. The positionality of the women influenced the varied nature and extent to which they experienced discrimination and marginalisation, as well as their experiences of agency to resist and transform these practices. Meanwhile, the positionalities of both women and men influenced their recognition of privilege and the value they placed on inclusion and diversity. Furthermore, the gendered experiences of individual leaders were influenced by the specific esports context within which they work, including wider issues of discrimination and marginalisation across the esports community. Overall, our findings demonstrate that future strategies to make esports more gender inclusive need to appreciate how positionality influences the power that individuals have to access and influence esports organisations. [ABSTRACT FROM AUTHOR]

Primary mental healthcare nurses are an essential workforce that provide necessary inpatient psychiatric treatment. Continuity of care has become a significant aspect of the provision of mental health services. However, caring for South African healthcare users comes with challenges, including difficulties accompanying the provision of care for acutely ill patients with complex mental health problems. Therefore, this study explored the perceptions and experiences of primary mental healthcare nurses concerning the continuity of care required in post-inpatient psychiatric treatment for mental health users from low-income communities in the Western Cape. Through undertaking a study using a qualitative exploratory design and purposive sampling technique, and in which nine primary mental healthcare nurses from two psychiatric hospitals in the Western Cape were interviewed, the researchers were able to obtain a deeper understanding of the participants' experiences. Four themes were identified during the reflexive thematic analysis namely: the roles and responsibilities of primary mental healthcare nurses, the lack of support within the current continuity-of-care system, barriers to continuity of care for women patients, and suggested improvements for quality of mental healthcare. It was evident that both women patients and primary mental healthcare nurses experienced various forms of marginalisation, discrimination, and gendered oppression. This intersectionality accentuates systemic issues within the current public healthcare system and highlights the stigmatisation of mental illness, especially among women. Overall, primary mental healthcare nurses have a plethora of roles and responsibilities within the primary healthcare sector, which hinder their ability to provide mental health services to women patients. Their reports highlight the needs of a specific patient population that first need to translate into changes that will assist in improving their roles as primary mental healthcare nurses. Their shared experiences of a lack of support from South Africa's healthcare system were the focal points of this study. [ABSTRACT FROM AUTHOR]

While existing literature has established that women leaders are stereotyped as more likely to uphold the norms of democracy, the power of this effect in the non-democratic context is not established. We address this gap and argue that the context of regime transition cultivates a unique dynamic in which the stereotypes associated with women justices become especially valuable to both citizens and the state. However, we argue that this perception of women contributing to the health of democracy is not constant across all citizens equally; instead, those people with high levels of hostile bias against women are more likely to view women as the potential saviors of the democracy. To test our theories, we offer original survey data from Thailand and Poland, two countries in the midst of regime transition. We find evidence that suggests that the impact of women justices on assessments of democratic health is indeed dependent on hostile bias in Thailand, but that the relationship is not found in Poland. Our results suggest that bias can sometimes operate in unexpected ways, and that scholars should consider multiple measures of different types of bias when investigating its effects on behavior. [ABSTRACT FROM AUTHOR]

The underrepresentation of women in politics and factors that constrain their participation are core concerns for many scholars. This qualitative research goes beyond that to examine how women politicians negotiate those constraints in Nigeria. It provides a platform for women to articulate their experiences in a society where politics is masculinized and women's subordination to male authority is considered a virtue. The study outlines how women have strategized pathways through patriarchal structures by deploying their femininity. It makes valuable contributions to the literature by accentuating the resilience of women in contexts where electoral dynamics undermine their participation and make access to the political space a privilege. [ABSTRACT FROM AUTHOR]

If, as we suggest, masculine defaults that disadvantage women are present in academic STEM fields, why would [15] find no or minimal evidence of discrimination against women in several domains within academic STEM fields (e.g., faculty hiring, funding decisions)? One consequence of making feminine defaults widely known is that the stereotypically masculine image of academic STEM fields may change and more women may enter and persist in STEM careers. Masculine Defaults in Academic STEM Fields on Four Levels of Culture We organize our review of masculine defaults in academic STEM fields in accordance with the four levels of culture present in the culture cycle - ideas, institutions, interactions, and individuals ([32]). [Extracted from the article]

Is there a gender gap barrier against the career advancement of women researchers in Mexico? To explore possible answers to this question, we review the specialized literature, based on the "sticky floor" and "glass ceiling" conceptual framework, and then offer an empirical approach to test whether such a gap exists as well as some theoretical reasons that could explain it. We analyzed a massive dataset of 41,000 members of the National System of Researchers (SNI) under the National Council of Science and Technology (CONACyT) in Mexico from 1991 to 2017. To test determinants of advancement, we consider gender, areas of knowledge, states in which researchers reside, years in which initial applications and promotions took place, and universities to which researchers belong to. We found that there is a similar chance to advance from the lower levels of the system, following the sticky floor analogy, but women make a little progress after these initial levels when compared to men, in line with the glass ceiling idea. We also offer additional research avenues in this topic, due to another important finding, which reveals that 62% of researchers never make progress at the level in which they initially join. [ABSTRACT FROM AUTHOR]

National governments, especially in the UK and the US, adopted new programs intended to encourage and support slum clearance, public housing, urban renewal, and the construction of new high-speed motorways. Keywords: spatial planning; collective story; welfare state liberalism; neoliberalism; cities EN spatial planning collective story welfare state liberalism neoliberalism cities 123 127 5 01/20/23 20230201 NES 230201 Beatrix Haselsberger, (ed) Encounters in Planning Thought: 16 Autobiographical Essays from Key Thinkers in Spatial Planning. [Extracted from the article]

Maternity, a period of transition beginning with prenatal bodily changes and progressing through postnatal lactation, is experienced by up to 66% of working women. Over the past several decades, research on maternity in the workplace has grown exponentially to reveal salient maternity biases that plague women as they navigate their employee and motherhood identities. With the aim of providing information that aids scholars and practitioners in better understanding the experiences of working mothers, we conducted a systematic review of 239 papers on maternity bias (i.e., formal, interpersonal, and internalized). Our interdisciplinary review discusses these three forms of bias and how they might present across different career stages for working mothers. Additionally, we review the antecedents that may drive maternity bias and the outcomes that result for working mothers who perceive or anticipate bias at work. Finally, we discuss areas of previous research aimed at overcoming maternity bias from the perspective of working mothers, their colleagues, and their organization. We conclude by discussing the trends brought to light in our review, the collective strengths and weaknesses of commonly adopted theoretical perspectives of the research reviewed, implications for combating maternity bias for women and their organizations, and recommendations for future research. Our model of maternity bias comprehensively reviews past work to provide insights into the bias that working mothers endure at work but also provides a path forward, as better understanding these biases empower organizations, coworkers, and employees to remediate maternity bias. [ABSTRACT FROM AUTHOR]

This article examines parliaments as symbol-makers beyond the actions of individual Members of Parliament or parliamentary party groups. In doing so, it develops an analytical framework for studying how legislatures symbolically represent women and, more generally, how they stand for gender equality. The article identifies who are the symbol-makers on behalf of the institution and outlines several indicators that allow assessing how the symbolic may further the gender sensitivity of parliaments. The indicators are clustered into two domains: on one hand, physical spaces, and, on the other hand, communications and public outreach. Drawing on examples from parliaments around the world, the article documents the wide range of available repertoires aimed at eroding the association between politics and masculinity. It also discusses the expected impact of symbolic activity on the targeted audiences and pinpoints the ways in which descriptive, substantive and symbolic representation build onto each other. [ABSTRACT FROM AUTHOR]

Background: The UN Convention on the Elimination of all Forms of Discrimination Against Women (CEDAW) represents an international commitment to equality in the enjoyment of human rights. International human rights scholars posit that, in facilitating constructive dialogues between states and human rights experts, the near-universally ratified Convention is a powerful tool for achieving global health goals, such as the Sustainable Development Goals (SDGs). Yet, the performance of such rights-based approaches in achieving gender equality, and empowering all women, has not been systematically measured and evaluated on a global scale. This study seeks to address the urgent need to support data-driven analyses to hold governments to account through the development of a global dataset measuring state action on women's health and human rights. Methods: Standard systematic review methods will be used to review CEDAW periodic review reports produced by United Nations (UN) Member States, civil society organisations and the CEDAW Committee. Global participation with the review mechanism, the scope of health inequities covered by Committee recommendations, the nature of reported government action and the extent of implementation of each program will be extracted from each report. Only data from the two most recent reporting cycles will be analysed. Descriptive statistics will be used to analyse quantitative data, and all qualitative data will be analysed using policy mapping techniques. Discussion: Using these data, the study will navigate the nature and the extent of state action to address these issues including by increasing women's leadership and participation, data collection, strengthening health systems, governance and coordination and establishing new human rights infrastructure. It will use the diversity of health and human rights issues affecting women to reframe traditional conceptualisations of global women's health which have largely focussed on sexual and reproductive health, to the exclusion of other aspects of women's lives through the life course. In addition, the study will aid the development of authoritative guidance on how each of these areas of state action and inaction contribute to health inequities, and a framework for designing interventions to address discrimination against women as it relates to health. [ABSTRACT FROM AUTHOR]

In this article, we ask whether macro-level changes during the first year of the COVID-19 pandemic relate to changes in the levels of discrimination against women and Black job-seekers at the point of hire. We develop three main hypotheses: that discrimination against women and Black job-seekers increases due to a reduction in labor demand; that discrimination against women decreases due to the reduced supply of women employees and applicants; and that discrimination against Black job-seekers decreases due to increased attention toward racial inequities associated with the Black Lives Matter protests during the summer of 2020. We test these hypotheses using a correspondence audit study collected over two periods, before and during the early COVID-19 pandemic, for one professional occupation: accountants. We find that White women experience a positive change in callbacks during the pandemic, being preferred over White men, and this change is concentrated in geographic areas that experienced relatively larger decreases in women's labor supply. Black women experience discrimination pre-pandemic but receive similar callbacks to White men during the pandemic. In contrast to both White and Black women, discrimination against Black men is persistent before and during the pandemic. Our findings are consistent with the prediction of gender-specific changes in labor supply being associated with gender-specific changes in hiring discrimination during the COVID-19 pandemic. More broadly, our study shows how hiring decision-making is related to macro-level labor market processes. [ABSTRACT FROM AUTHOR]

Widely and slowly, discrimination against women based upon gender has become socially unacceptable. However, less is known about how sexist beliefs have progressed in the last years and if we are responding to this social antagonizing of a sexist discourse. Our goal was to verify the existence of differences in ambivalent sexism and neosexism over a ten-year gap in a Portuguese adult sample and to assess possible modifications in the relationship between the variables. A cross-sectional, correlational study was conducted using two independent groups, with measures taken in 2009 and then in 2019. Both groups were invariant in terms of average age and proportion of sexes. Our results show a decrease in hostile and benevolent forms of sexism, while neosexism remains constant. The relationships between variables suggest that sexist beliefs are changing to accommodate subtler and modernized forms of sexism, like neosexism, that deny the existence of discrimination against women, resent discrimination complaints, and maintain a paternalistic view of women. Neosexism also seems to have a stronger correlation with hostile sexism than with benevolent forms of sexism in the male subsample. This relationship is stronger for the 2019 sample. These relationships suggest that sexism is more deeply rooted than we would like to admit and adapts to social discourse. Despite our best efforts, it is yet to be overcome. [ABSTRACT FROM AUTHOR]

With few exceptions, studies have conceived of the glass ceiling as reflecting internal promotion biases. In this article, the authors argue that glass ceiling patterns can also be the result of external recruitment and hiring processes. Using data on people applying by means of the Internet for jobs at 441 small- and medium-sized hightech firms, they find evidence that the glass ceiling is produced by both internal and external hiring processes. On the supply side, females are sorted into lower-level job queues than males. On the demand side, screening biases against women also are evident, but a series of "what if" simulations suggest that demand-side screening processes play a comparatively minor role in producing the glass ceiling pattern. These results suggest that bias remediation policies designed to equalize gender differences in hiring chances are likely to be less effective than recruitment and outreach policies designed to improve gender disparities in candidate pools. [ABSTRACT FROM AUTHOR]

Although complying with and monitoring court-mandated changes in organizations' policies following employment discrimination lawsuits can be costly to both employers and taxpayers, little is known about the impact of such mandates on increasing sex and race managerial diversity in organizations. Using data on approximately 500 high-profile employment discrimination lawsuits resolved in U.S. federal courts between 1996 and 2008, the authors estimate the impact of court-mandated policy changes on shifts in the presence of white women, black women, and black men in managerial positions. Policies designed to reduce bias expand opportunities for white women but not for other demographic groups. By contrast, opportunities in management for all groups expand when policies are designed to increase organizational accountability by establishing specific recruitment, hiring, or promotion plans and monitoring arrangements. Policies designed to increase rights' awareness are associated with declines in managerial diversity. Notably, compared with verdicts and settlements with modest penalties, those with the most costly monetary payouts do not expand managerial diversity; and in fact, they can backfire. [ABSTRACT FROM AUTHOR]

Women lag men in their representation in management jobs, which negatively affects women's careers and company performance. Using data from 81 publicly traded firms with more than 2,000 establishments, the authors examine the impact of two management structures that may influence gender diversity in management positions. The authors find no association between the presence of an HR executive on the top management team--a structure envisioned in practice as enhancing diversity but which could, instead, operate merely symbolically--and the proportion of women in management. By contrast, the authors show a strong, positive association between a previously unexamined measure of commitment to diversity--the hierarchical rank of the individual certifying the company's required, confidential federal EEO-1 report--and women's representation in management. These findings counter the common perception that the Equal Employment Opportunity Commission (EEOC) regulations are too weak to affect gender diversity. The authors discuss the implications for diversity scholarship, as well as for management practice and public policy. [ABSTRACT FROM AUTHOR]

Despite rhetoric supporting the advancement of women on corporate boards, meager evidence supports significant progress over the past decade in the United States. The authors examine archival board data (for more than 3,000 U.S. publicly traded firms) from 2002 to 2011 and find that a female is most likely to be appointed to a corporate board when a woman has just exited the position. A similar propensity occurs to reappoint a male when a man leaves, although the effect is smaller than for women. The authors argue that this "gender-matching heuristic" can impede progress in attaining gender diversity, regardless of intention, because it emphasizes the replacement of existing women rather than changing board composition. The authors replicate this effect in follow-up laboratory studies and show that "what works" to increase the representation of women on boards, irrespective of gender matching, is to increase the number of women in the candidate pool. [ABSTRACT FROM AUTHOR]

Using a unique sample of 5,022 workers in 94 large German workplaces, the authors explore whether and how women's access to higher level positions, firms' human resources practices, and workers' qualification levels are associated with gender differences in earnings. First, they find that having more women in management reduces the gender earnings gap for jobs with low qualifications, but not those with high qualifications. Second, they find that while men's compensation is positively affected by having a male supervisor, women with a female supervisor do not receive such an advantage. Finally, they find that human resources practices and job-level qualifications moderate the association between gendered power and gender earnings inequalities. Integrating women into managerial and supervisory roles does not automatically reduce gender inequalities; its impacts are contingent on organizational context. [ABSTRACT FROM AUTHOR]

Confrontation is a good strategy for lowering discrimination. Given that victims who confront are evaluated negatively, the role of witnesses of discrimination is crucial. Therefore, the aim of this study was to analyse how women who confront discrimination not directed towards them are evaluated (versus those who don't confront), by examining the role of two factors: sexist attitudes and the characteristics of the woman. In one experimental study with a general population (N = 657), we found that women who confront a racist comment are perceived more positively than women who do not confront. However, women who do not confront are more positively evaluated by sexist participants (vs less sexist individuals). The characteristics of the women do not affect the participants' evaluation of them. These results show that even though women who confront may be positively evaluated in general, prejudice towards women is a key factor in the perception of women who choose not to confront. [ABSTRACT FROM AUTHOR]

In 1921, Britain legalized marriage between a widow and her deceased husband's brother. The Deceased Brother's Widow Act was not, however, an addendum to the 1907 Deceased Wife's Sister Act. It was passed in the aftermath of World War I to address administrative problems regarding war widows' pensions. Its significance lies in its role as a microcosm of a range of postwar debates around sex discrimination, women's access to state welfare, sexual morality, the family, and the declining birthrate, which provoked the British government to reinforce a family model predicated on a male breadwinner and his dependent wife and children. [ABSTRACT FROM AUTHOR]

This article examines current discourses on the role of the bridewealth in subordinating women and the implications of gender justice advocacy that privilege the undoing of this practice. In northern Ghana, to liberate women from oppression, some women's rights activists advocate the abolition of the marriage payment. Drawing on ethnographic data gathered in north-western Ghana, we argue that dismantling the institution of the bridewealth risks worsening women's subordination. Gender activism needs to be sensitive to contextual norms and respectful of the 'oppressed' subjects of 'liberation'. We propose a return to the traditional court as a site for negotiating women's emancipation. [ABSTRACT FROM AUTHOR]

As the many forms of intolerance are all interrelated, this paper extends previous research on multiple discrimination, its conceptualisation, perceptions, experiences and proposals for anti-discrimination policies. It provides the key results of a project aimed at developing a conceptual framework of multiple discrimination, plus some proposals for anti-discrimination policies. Several different research strategies were applied, combining the analysis of available data and materials produced by the research team itself. The first approach included the analysis of eurobarometers on discrimination in the European Union, along with nationwide surveys conducted in Spain. The primary data corresponded to both qualitative materials (gathered through focus groups and interviews with members of Spanish NGOs, policy makers and social experts), and quantitative data from a CAWI survey on teaching staff at Spanish universities. The diagnosis concluded with the proposal of several anti-discrimination policies to tackle multiple discrimination in societies where different experiences of discrimination converge. [ABSTRACT FROM AUTHOR]

Whereas overt forms of discrimination against women at work have decreased over time with the passage of formal antidiscrimination laws, implicit biases against women still plague organizations. To understand how implicit biases may appear in the workplace today, we examined how dissimilar outcomes may emerge for men and women leaders when their self-ratings differ from others' (e.g., subordinates, peers) ratings. Drawing upon role congruity theory of prejudice toward female leaders and the status incongruity hypothesis, we theorized and found that women who overrated their leadership behaviors received lower performance ratings and higher perceived risk of derailment scores from their supervisors than did women who underrated their leadership behaviors. Men, however, experienced fewer negative consequences (than women) when they overrated. Given these findings, especially in light of discovering that most self–other agreement (SOA) research does not explicitly address gender as a main variable of interest, we question some of the field's previous findings. We discuss the implications of our results for both practice and research regarding how SOA plays a role in the development of one's career, highlighting the potential importance of implicit gender biases. [ABSTRACT FROM AUTHOR]

Gender-typical educational choices and the "glass ceiling" are widely believed to explain why older women earn far less than observably similar men. Using large panels drawn from the National Science Foundation's (NSF) National Survey of College Graduates and other data representative of U.S. college graduates from the 1990s, the author documents the small role of personal choices and finds evidence contrary to the predictions of both human capital and discrimination models. Rather than the differential wage growth rates predicted by these models, she finds similar average rates of earnings growth for women and men across numerous specifications, which suggests that the gender gap in earnings is determined by factors already present early in the career. Her findings reveal slower earnings growth in only two subsets of women: young mothers, who experience slower earnings growth during the early career relative to men the same age, but then compensate with faster growth later in their careers; and women with exceptionally high earnings levels. The latter are under represented among workers winning the largest promotions, when compared to similarly successful men the same age, and face a glass ceiling at the very top of the career ladder. [ABSTRACT FROM AUTHOR]

Once educational attainment and other observable characteristics have been controlled for, studies show that the gender wage gap among adult full-time workers is about half the size it was in 1980. Using U.S. Census and Current Population Survey (CPS) data from 1959 through 1999, the authors investigate the extent to which the decline in this gap was associated with changes across cohorts in the relative rate of wage growth after labor market entry (slopes), versus changes in relative earnings levels at labor market entry (levels). They find that slope changes associated with post-schooling investments, including work experience, account for no more than one-third of the narrowing of the gender wage gap over the past 40 years. The majority of the narrowing can be attributed to factors present at the time that successive cohorts entered the labor market, such as a growing demand for women's unobserved skills or declining discrimination. [ABSTRACT FROM AUTHOR]

The Convention for the Elimination of All Forms of Discrimination Against Women is central in outlining the gendered dimensions of human rights. India ratified this treaty with the reservation that it would be complied with only in accordance with the religious personal law. This article will examine the ways in which the convention interfaces with religious personal law, and the efficacy of the convention in both top-down and bottom-up reform of religious personal laws, as well as secular laws. [ABSTRACT FROM AUTHOR]

In 1996, a Guatemalan woman named Rody Alvarado was granted asylum in the United States but the decision was revoked three years later, triggering a controversy over border control, domestic violence and the standards of refugee protection. Through an intersectional, geographical and historical excavation of Alvarado's case, I illustrate how adjudicators justified revoking asylum by initially framing her as a victim of unfortunate domestic abuse and then as a "scalar threat" to the spatial and legal order. By tracing the gendered and racialized discursive tactics and legal maneuvers deployed to prevent her from winning asylum, I demonstrate the raced, classed and gendered logics that structured legal decision-making and the pivotal role of intimate violence in processes of legal border control. Through a deep contextualization of Alvarado's case, the paper advances critical and feminist geopolitical scholarship on the mutual constitution of the global and the intimate. In particular, I seek to advance feminist legal archeology as a methodology in political geography to make visible the discursive tactics and legal maneuvers involved in the struggle to delineate juridical and territorial borders, specifically as they relate to gender violence. I conclude by discussing how Alvarado's case demonstrates the transcalar quality of the intimate in legal reasoning and the ways in which scale is differently constructed through the legal process to retain control over which bodies have access to political asylum. [ABSTRACT FROM AUTHOR]

Men have an important role as allies in reducing discrimination against women. Following the Social Identity Model of Collective Action (SIMCA), we examined whether men's identification with women would predict their allied collective action, alongside moral convictions, efficacy, and anger. We also examined whether identification with their own ingroup would decrease their willingness to improve women's situation. We tested the SIMCA, extended to consider ingroup identification among men, in Japan (N = 103) and the Philippines (N = 131). Consistent with the SIMCA, moral convictions and group efficacy predicted men's willingness to engage in collective action to fight discrimination against women. However, anger was not significant, and identification with the advantaged and disadvantaged groups played different roles in the two countries. We discuss the possible role of norms and legitimacy in society in explaining the pattern of results. [ABSTRACT FROM AUTHOR]

Gender bias in elections is both a source of debate in the political science literature and a prominent topic in U.S. political discourse. As a result, Americans are exposed to differing messages about the extent to which women face disadvantages in their campaigns for office. We argue that such messages can have differing effects—some of which benefit female candidates, but others that may perpetuate the gender gap in political ambition. Using a survey experiment administered on samples of the U.S. public, campaign donors, and college students, we show that messages portraying women as facing gender bias boosts female candidates' support and young people's willingness to engage in campaign activism on their behalf. Simultaneously, it does not affect female candidates' fundraising ability. But paradoxically, such messages also reduce young women's confidence in their own ability to run a political campaign. These results suggest important implications for women's underrepresentation. [ABSTRACT FROM AUTHOR]

This article offers an analysis of seven articles from the Review of Radical Political Economics' series "What 'Radical' Means in the 21st Century." Without reference to feminism, the authors' definitions of "radical" hinge critically on insight from feminist radical political economy. Instead of feminist radical political economy fitting under a broader body of political economy that coheres around radicalism, it is in feminist insight that radical political economy finds roots: according to the series' authors, it is what makes radical political economy radical. Yet although the Union for Radical Political Economics hosted the development of the building blocks of feminist theory in economics between 1968 and 1991, feminist contributions remain largely unacknowledged. I offer strategies for repositioning feminism not as a side project but as a critical source of insight for radical political economy.JEL Classification: B54, B51, B24 [ABSTRACT FROM AUTHOR]

Although the proportion of lawyers who are women has grown rapidly in recent years, this study presents evidence of discrimination against women in promotion to partnership in major U.S. law firms in 1969-73 and 1980. Using regression analysis and maximum likelihood estimates of a probabilistic model of production of legal services, the author finds that women were about one-half as likely as men to achieve partnership in those years, even though they did not significantly differ from men in academic distinction (selection for the law review or the Order of the Coif), the rank of their law schools, or productivity. [ABSTRACT FROM AUTHOR]

Previous research has suggested that intra-occupational earnings differences are the principal source of the long-standing earnings gap between men and women. Following that line of research, this study examines the extent of gender differences in the incidence of and returns to promotions. Drawing on the Quality of Employment Panel, the authors compare the earnings and promotion experience of men and women over the period 1973 - 1977. After controlling for unmeasured differences in job level and constant individual ability in a fixed-effect model, they conclude that the returns to promotion are comparable for men and women. Further analysis indicates, however, that women are held to higher promotion standards than men and therefore receive fewer promotions than men with equal measured abilities. Although the female/male wage ratio in this sample increased by nearly 6 percent over four years, the increase could have been as much as 9.2 percent if women and men had been held to the same promotion standards. [ABSTRACT FROM AUTHOR]

The article focuses on sex differences in union membership in the U.S. Statistics show that more male than female wage and salary workers are union members. Explanations to this differential include the employment of women in less-organized occupations and industries, variations in regional patterns, a greater tendency of women to work in part-time jobs and discrimination. An estimate suggests that if female workers are comparable to male workers in other measured dimensions, altering their occupational-industrial distribution to the male pattern would increase their unionization rate. Many researchers have put emphasis on the importance of occupational and industrial segmentation as a major factor accounting for the inferior economic status of female workers.

This article discusses a study which analyzed sex discrimination in a publishing firm. The findings revealed that the sex differential in earnings within clusters of similar jobs is greater if marriage and children variables are excluded: men receive a large payoff from being married and from having children, but women do not. On analyzing the difference, the researcher rejects a labor supply explanation and two variants of statistical discrimination, concluding that managers in the firm simply believe that married men deserve higher earnings than comparable women.

This article details a study which examines the impact of antidiscrimination programs and their effects on the relative economic position of minorities and women in the U.S. workforce. It also presents and examines assumptions held toward contract compliance programs within the U.S. labor market. Gender and racial differences in relative employment and wage shares are detailed and discussed in relation to market and social indicators. Finally, it presents the results of the study and discusses their reflection of attitudes toward women and minorities in the U.S. labor market.

This study examines reader responses to opinion editorials about women in combat and contributes to the literature on women in the military by explaining how contests over sex–gender essentialism and diversity underlie public debates about individual rights and military effectiveness. Comments in favor of women’s ground combat exclusion use a logic of averages to promote essentialist thinking about men and women. They categorize women as inferior soldiers and argue that desegregation puts individual soldiers and the nation at risk. Conversely, comments in favor of integration advance a view of sex–gender diversity that places men and women along a continuum with overlapping qualities, suggesting further that giving exceptional women the freedom to serve in ground combat will advance both equality and military readiness. We argue that public commentary about women in combat concerns more than the military, underlying this discourse are distinct conceptions and expectations of men and women. [ABSTRACT FROM AUTHOR]

Discrimination and violence against women in India often tend to be discussed, framed and explained in cultural terms alone. It is a commonplace assumption that Indian cultural norms are responsible for women’s oppression in India and that India’s moves to open up the economy to globalisation will usher in modernity and empower women. Another similar assumption is that gendered violence and patriarchal oppression are produced and located primarily in the (Indian traditional) family and community, and that women’s entry into the globalised workforce will empower and help them confront and overcome such violence and oppression. This paper attempts to challenge this false binary between ‘family/community/tradition/culture’ and ‘modern political economy’. It looks at the methods used across various sites—household/family, college/university and factory—to subject women’s labour and sexuality to a regime of surveillance and gendered discipline. It also looks at the ways in which this regime is disrupted and challenged repeatedly by women’s protests. [ABSTRACT FROM AUTHOR]

The article discusses the gender norms for women in criminal justice professions or working in male-dominated occupations.

This article explores how feminist phenomenology can add conceptual richness to gender and leadership theorizing. Although some leadership scholars engage with phenomenological and existential inquiry, feminist phenomenology receives far less attention. By addressing this critical gap in the scholarship, this article illustrates how feminist phenomenology can enrich gender and leadership scholarship. Specifically, by engaging with the work of four women existential phenomenologists – Hannah Arendt, Simone de Beauvoir, Iris Marion Young, and Sara Ahmed – the rich diversity of phenomenological inquiry is explored. First, Arendt shows the benefits of conceptualizing leadership as collective action, rather than as concentrated in one person, or organization. Second, Beauvoir highlights how women’s situation, and potential, is affected negatively by gender hierarchy. Third, Young builds on Beauvoir’s work by exploring the ways in which female modality is limited by the social construction of gender. Finally, Ahmed takes phenomenology in a queer direction, showing how normative ways of thinking about sexuality are limiting to those who do not fit the dominant, familiar pattern. As well, the merits and limitations of feminist phenomenology are explored as they relate to gender and leadership theorizing, and suggestions for future research are made. [ABSTRACT FROM AUTHOR]

Women in the sciences who earn PhDs are less likely than their male counterparts to pursue tenure-track positions at research universities. Moreover, among those who become STEM researchers, men have been found to publish more than women. These patterns raise questions about when sex differences in publication begin. Using data from a survey of doctoral students at one large institution, this study finds that men submitted and published more scholarly works than women across many fields, with differences largest in natural/biological sciences and engineering. Potential contributing factors are considered, including sex differences in faculty support, assistantships, family responsibilities, and career goals. [ABSTRACT FROM AUTHOR]

The article presents an interview with Lynn Gehl, who litigated for 22 years to be able to register as a status Indian under Canadian law. Topics discussed by Gehl include her allegations of sex-based discrimination against the government agency Indian and Northern Affairs Canada (INAC), how this discrimination can be addressed, and the avenues most successful for Canadian Indigenous women pursuing their rights.

The underrepresentation of women in academe has been the focus of both academic literature and European policy-makers. However, albeit the number of female scientists has increased, true gender equality has yet to be achieved. When examining the reasons for this, we have to consider the interconnection between the expectations surrounding gender and what it means to work in the scientific profession, operating at individual, interactional, and institutional levels. This paper presents the results (and methods) of a survey exploring work–life interfaces from a gender-sensitive perspective.Our survey focused on the researchers and professors working in the medicine and engineering departments of the University of Pisa, where the gradient of female exclusion is most pronounced. The results allow for an interpretation of the ‘leaky pipeline’ (macro level), through a gender-sensitive analysis of gender-based social obligations and those associated with the scientific profession (micro perspective), by integrating said reading through a description of the dynamics of continuous negotiation in private and public life (university) (meso level). Essentially, science is a greedy institution, as is family life, which is a problem for a woman’s career, unless she is willing to make considerable concessions at home. [ABSTRACT FROM AUTHOR]

Metaphors enable us to understand organisations in distinctive ways and explain the paucity of women in leadership positions, and yet, when gender discrimination is addressed via metaphor, women’s responses, resistance and agency are rarely included in such analyses. In this article, I employ a narrative writing practice inspired by the work of Hélène Cixous as a way of exploring how we might research and write differently in leadership studies. Cixous invites women to reclaim their sexuality and subjectivity through a feminine mode of women’s writing and what she defines as l'ecriture feminine can be interpreted as a liberating bodily practice that aims to release women’s repressed creative agency and transform phallogocentric structures. Using the Greek mythology of the Minotaur and the Labyrinth, this article weaves together these seemingly disparate concepts of myth, metaphor and feminist writing practices with leadership discourse to explore the ways in which academic women experience the university organisation as a labyrinth, how they navigate pathways to promotion and practice leadership. This creative analytic operates as a metanarrative that offers new ways of researching and writing leadership studies from the body, and reveals how myths continue to influence present experiences and structures in unexpected ways. [ABSTRACT FROM AUTHOR]