Search

Introduction: Recently, women have been taking leadership positions in the hope of reducing gender inequality. However, it is unclear whether these female leaders have made a significant contribution to closing the gender gap. Guided by social role theory, this research explored the roles of female principals in reducing gender inequality in primary schools. Methods: The study used a multisite case study design. Data were collected from 39 respondents: female directors, male and female students, and male and female teachers. Focus group discussions and interviews were the tools for gathering relevant data. The study utilized a six-staged thematic analysis approach with the help of NVivo 11 versions of qualitative analysis software. Results: The study revealed that, besides being role models and counselors to female students, the role of female directors in minimizing gender inequality was insufficient due to the deeply entrenched traditional discrimination against women. Discussion: Gender inequality in education stems from social roles, and female principals are assumed to help avoid or minimize gender disparity in a male-dominated world. However, achieving gender equality requires the collective efforts of parents, principals, society, and the government. Future quantitative or mixed-method research is important to determine the extent to which female principals have contributed to reducing gender inequality. [ABSTRACT FROM AUTHOR]

Objectives: By studying Mainland Chinese immigrant women who married Hong Kong men, this study examined the association between their perceived discrimination and psychological distress after the 2019–2020 social movement in Hong Kong. Additionally, this study examined the indirect effects of individual coping strategies (tolerance of uncertainty) and couples' coping strategies (common dyadic coping), guided by the cultural and developmental psychopathology framework. Method: Ninety-nine Mainland Chinese immigrant women who married Hong Kong men participated in this cross-sectional survey. Results: We found a positive association between perceived discrimination and psychological distress (r =.50, p <.01). Reduced uncertainty tolerance and low levels of common dyadic coping both showed indirect effects on the discrimination–psychological distress association. Tolerance of uncertainty had a larger indirect effect than common dyadic coping. Conclusions: Focusing on the psychological adjustment of immigrant women facing discrimination, our findings underscore the importance of preserving individual- and couple-level resources. Public Significance Statement: Guided by the cultural and developmental psychopathology framework, this study identified two indirect effects (reduced tolerance of uncertainty and impaired common dyadic coping) on the discrimination–psychological distress association among Mainland Chinese immigrant women married to Hong Kong men. Our findings highlight the importance of both individual and couples' resources to facilitate these immigrant women's mental health, which can inform future intervention programs. [ABSTRACT FROM AUTHOR]

The gender gap in both employment and labour participation has narrowed markedly in recent decades in Spain. However, this decline seems to have slowed and shows a certain persistence. The solution to this problem can respond to different regulatory or non-regulatory policies. This article studies the evolution of the regulatory framework for the formulation of possible policy recommendations. We identify and quantify for the first time when, at what rate and in what regions, Spanish administrations have adopted regulations aimed at combating discrimination against women, achieving gender equality or approved measures related to the work-life balance. The study is based on a text analysis of 297,402 regulations adopted in the period 1996–2022. The indicators reveal the high degree of heterogeneity in terms of the legislation. Non-discrimination legislation was the most developed and frequent, with 11,228 regional regulations and 2590 central administration regulations adopted. We show that the volume of new regulations, mainly those related to discrimination and work-life balance, has contributed to the reduction in gender gaps. Policy actions by administrations should concentrate on these two modes of intervention. The general analysis of regulation in this area also allows for some recommendations in terms of "better regulation" policies, such as the introduction of gender equality assessments (specific regulatory impact reports). [ABSTRACT FROM AUTHOR]

While girls have better grades than boys in high school, this does not translate into better performance of young women, as compared to young men, in university. Due to the high signalling value of university grades for subsequent income and employment outcomes, this has important consequences for gender inequalities at labour market entry. However, previous studies have not yet examined the potential barriers that might limit women's ability to maintain their previous academic achievement at the university level. Drawing on the nation-wide Student Survey, this study addresses this shortcoming by investigating perceived discrimination against women and perceived competition among students as two potential correlates. Our findings first confirm that while girls have better grades in high school than boys, this has reversed at the university level. Further, high school grades are less strongly correlated with university grades for girls compared to boys. Our results highlight that young women perceive there to be more discrimination against women as well as higher levels of competition within their field of study, than do their male peers. The study further demonstrates that an increased level of perceived discrimination is strongly associated with lower university performance for young women, thereby plausibly hindering their ability to reach their full academic potential. [ABSTRACT FROM AUTHOR]

When people simultaneously occupy multiple social identities, ascriptions of disadvantage and advantage, as well as our reasoning with them, need to be handled with care. For instance, as various US-American courts have come to acknowledge, we cannot in general reason from the premise that someone has neither been discriminated against as a woman nor as a Black person to the conclusion that they have not been discriminated against as a Black woman. In this article, I show how, by systematising such qualified ascriptions of disadvantage (and advantage), as well as the patterns of reasoning involving them, we can articulate and defend central theses of intersectionality theory in remarkably general terms, and without having to commit to a particular metaphysics of intersectional identity. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this article is to identify the relationship between the wage gap and the educational level of men and women. Design/methodology/approach: Desk research was conducted using secondary data (Statistics Poland) on wages for men and women, as well as data on college graduates by groups of education majors. Findings: A large number of women achieve higher education; additionally, there are more female graduates than male graduates in many groups of education majors, nevertheless the wage gap mainly affects women. Research limitations/implications: Limitations are mainly due to the fact that not all female graduates of the groups of education majors identified in the article enter the workforce according to their education. For this reason, comparing the percentage of female graduates of specific groups of education majors to data on the amount of the wage gap in the corresponding (groups of education majors) groups of major occupations can only be a preview. Practical implications: The conclusions of the analysis may be an incentive to introduce measures to help equalize opportunities in the labor market, which will normalize the problem of lower wages for women in relation to men (assuming a comparable level of education). Social implications: Awareness of the existence of the problem of wage discrimination affecting women may have an impact on the quality of their lives as well as the work, since wages are one of the most important motivational factors. The analyses included in the article may increase awareness of the high level of education of women in Poland. Originality/value: The article holistically shows the problem of wage discrimination against women in the Polish labor market and the fact that it is not caused by differences in education between men and women. The article shows the magnitude of the problem and how lack of knowledge on this subject may lead the society to draw misleading conclusions, thereby exacerbating gender inequality in the labor market and reinforcing existing gender stereotypes. [ABSTRACT FROM AUTHOR]

Objective Background Methods Results Conclusion This paper assesses stress disparities among marginalized parents in 2020–21 during the COVID‐19 pandemic through the mechanism of healthcare discrimination.The pandemic upended the lives of American families and had particularly stark mental health consequences for women, racial and ethnic minority (REM), and sexual and gender minority (SGM) parents. Scholars have been called to understand these unequal experiences via marginalizing mechanisms rather than using race, gender, and sexual identities as proxies for racism, sexism, and cis‐heterosexism.Structural equation modeling was used to test associations between marginalized identities and parental stress about COVID among partnered parents using healthcare discrimination, a marginalizing mechanism, as a mediator. The data come from The National Couples' Health and Time Study, a population‐representative study of couples in the United States.Findings indicate that compared to nonmarginalized parents, Black parents, women, transgender and nonbinary parents, and gay, lesbian, and bisexual parents experienced higher levels of parental stress about COVID through heightened healthcare discrimination. When accounting for healthcare discrimination, only one marginalized identity–that of women–was directly associated with parental stress about COVID along with the indirect relationship through healthcare discrimination.These findings highlight healthcare discrimination as a process that puts marginalized parents at risk for heightened stress. Parental stress has the potential to accumulate across the life course and crossover to children and communities. [ABSTRACT FROM AUTHOR]

Copyright of Economic & Regional Studies/Studia Ekonomiczne i Regionalne is the property of Sciendo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: This scoping literature review examines: What literature exists about the sport and physical activity experiences of racialized cis and trans women, adolescents, and girls in Canada? Methods: English language peer-reviewed articles, book chapters, and gray literature published January 1, 2000, up to May 31, 2020, were examined. The databases used were SPORTDiscus via EBSCO, Sociological Abstracts, Sport Medicine and Education Index, and Google Scholar. The 42 studies and 15 gray literatures found included 1430 participants explicitly specified as racialized women/girl participants. Results: There was a paucity of literature on the topic overall with none (n = 0) focused on experiences of racialized trans women. The limited research notes some successful programs that address racialized women's needs. However, the research also shows widespread experiences of discrimination against women based on racial group and language and limited access to culturally relevant or welcoming sporting opportunities, such as women-only programs and spaces. Conclusions: Much more research should be done to disaggregate "immigrants" into specific racial and ethnic groups, attend to intersectional identities and barriers, understand a wide range of involvement (eg, including coaching, high performance sport, recreation, exercise, university sport, mentorship programs), document racism and White privilege, and describe the joys of participation in sport for racialized women. [ABSTRACT FROM AUTHOR]

Objectives: This study sought to test whether a discrimination recall task would elicit a significant parasympathetic response in multiracial undergraduate women. The study also investigated whether parasympathetic responsivity to the discrimination recall would be similar or different from that elicited by a widely used stress paradigm-the Trier Social Stress Test (TSST), and whether responses would differ for Black and White women.Method: Multiracial undergraduate women (n = 67; Mage = 19.4 years; 32% White, 22% Black) completed the TSST and a discrimination recall task. Parasympathetic activity was assessed using high-frequency heart rate variability (HF-HRV).Results: Women exhibited significant HF-HRV responsivity to the discrimination recall and showed smaller average decreases in HF-HRV to the discrimination recall than the TSST. However, whereas White women exhibited decreased HF-HRV in response to both tasks, Black women showed increased HF-HRV for the discrimination recall but decreased HF-HRV for the TSST.Conclusions: Findings complement a growing body of research suggestive that experiences of discrimination are psychophysiologically salient. Additionally, discriminatory experiences may elicit distinctive patterns of HF-HRV responsivity compared to generic social stressors. Efforts to elucidate the unique role of discrimination-specific HF-HRV responsivity may be critical for delineating discrimination-health linkages. (PsycInfo Database Record (c) 2022 APA, all rights reserved). [ABSTRACT FROM AUTHOR]

Organizations are using social media as part of their selection processes. However, little is known about whether bias or discrimination is problematic when using these sources. Therefore, we examined whether manipulating the name and photograph of two otherwise equivalent LinkedIn‐like profiles would influence evaluations of candidate qualifications and hireability as well as perceived similarity using an experimental design. To test our hypotheses based on bias/discrimination research and the similarity‐attraction paradigm, a total of 401 working adults were recruited through Mechanical Turk. No evidence was found for bias or discrimination against women or people of color. However, female candidates were viewed as more hireable than male candidates, and Black men were viewed as less qualified than Black women and White men. Furthermore, we found that perceived similarity increased when the participant's gender or race matched the candidate's gender or race, respectively, and also that perceived similarity was related to candidate ratings; however, neither gender nor race match was directly related to candidate ratings. When profiles were more detailed, participants rated candidates of the same race higher than candidates of other races, and perceived similarity fully indirectly mediated this relationship. Conversely, when less detail was provided, participants rated candidates of the same race lower. Thus, while bias/discrimination toward women and people of color is not inherent when using LinkedIn for selection, having a racially diverse set of selectors is important to ensure fairness. This reveals a nuanced view of diversity issues when using social media for selection. Practitioner points: No evidence was found for bias/discrimination toward women or people of color.Perceived similarity plays a significant role in the evaluation of candidates.When detailed profiles were provided, candidates of the same race as the evaluator were given relatively higher ratings. When less detailed profiles were provided, candidates of the same race as the evaluator were given relatively lower ratings.Practically, hiring committees should be diverse, as demographic matching and perceived similarity impact candidate ratings. [ABSTRACT FROM AUTHOR]

Lebanon's reservations in ratifying the Convention on the Elimination of all forms of Discrimination against Women (CEDAW) in 1997 left women at the mercy of the country's personal status codes derived from its 18 religious sects and its lenient, if not absent, laws on marital rape and domestic violence. It was only in August 2017 that article 522, which allows a rapist to escape punishment in case he marries his victim, was repealed by parliament. Rape, nonetheless, is still stigmatized and victims are often blamed and shamed. Using Bakhtin's heteroglossia and Foucault's moral principles of refusal, curiosity and innovation, this paper presents an in-depth analysis of women's advocacy campaigns to argue that these campaigns formulate heteroglossic discourses that consolidate the social field of women through their silence and visibility. Identifying heteroglossic disturbances as fundamental to the production of the discourse on gender and the propagation of its perception, the study also attempts to show how women's voice is generated through a particular staging of forces. The main case study for this paper is the campaign entitled Shame on Who?, launched in November 2018 by ABAAD, one of the most prominent non-profit associations advocating gender equality in the MENA region. [ABSTRACT FROM AUTHOR]

Sexual harassment is a form of gender-based violence as well as a complex social issue that every society faces today. The United Nations and other international and regional organizations have recognized sexual harassment as a form of discrimination and violence against women. By adopting international documents and delegating principles, they provided an important starting point in the drafting of legislation that, at the national level, prohibits sexual harassment. This paper aims to analyze international legal standards on sexual harassment, as well as through a comparative analysis of legal practices, to point out the fact that although the domestic legal framework, in general, is in line with international standards, inconsistencies can still be determined in several areas, but also to point out certain good examples of incrimination of this phenomenon. [ABSTRACT FROM AUTHOR]

In the case of refugee protection, it is important whether the state can protect the individual from persecution. Keywords: persecution; discrimination; membership; violence EN persecution discrimination membership violence 201 217 17 06/06/23 20230601 NES 230601 INTRODUCTION The fact that persecution is seriously wrong should be obvious. In the cases of Shah and Islam (1999) UKHL 20 and Khawar (2002) HCA 14, domestic violence was found to be grounds for refugee protection in part because the state failed to protect women from this form of gender-based violence. De facto state authorities can commit persecution, for instance, a militia or paramilitary group. In other words, the concept of persecution is distinct in that it describes rare circumstances of harassment and discrimination that are among the worst-case scenarios for those encountering them.[35] Persecution is therefore not "merely" violence or discrimination. [Extracted from the article]

Infertility is an apparent issue among women in Pakistan, observed across all aspects of life. Women face societal challenges, and their independent opinions are often disregarded, persisting against socio-cultural norms. Pakistan is a male-dominated society that blames women for infertility due to a lack of modern studies and biological factors. Discrimination against women is a significant issue that hinders progress in the nation. This qualitative study explores the effects of fertility on the social life and psychological health of infertile women in Faisalabad, considering economic conditions. A structured interview schedule collects information on demographics, household, locality, and other socio-cultural and psychological variables. The non-probability snowball sampling method selects 15 women of reproductive age (excluding widows) from Faisalabad, province of Punjab, Pakistan. Thematic analysis identifies significant challenges, including ignorance from loved ones and psychological distress such as anxiety and depression. Women face criticism and assault due to their dependency on in-laws, although on a small scale in Faisalabad. Many women lead happy lives due to support from their families, not just independence. The government should empower women by providing support and building their skills, acknowledging infertility as a natural phenomenon beyond human control. [ABSTRACT FROM AUTHOR]

Purpose: Appearance-based discrimination in workplaces based on an employee's physical appearance is a legal and ethical problem. This study provide important research findings concerning such discrimination in Estonia. Design/methodology/approach: A qualitative case study strategy and narrative inquiry were used. The information which was gathered for the research consists of three cases which concern appearance-based discrimination against young women. Information for two of the cases was gathered together by means of open interviews. Information for the third case is based on articles which were found in Estonian daily newspapers. Findings: Covert and overt discrimination based on an employee's physical appearance can occur in Estonian workplaces, even though discrimination and inequality are not tolerated in public and all forms of discrimination are illegal in Estonia. The appearance norms, which frame perceptions of attractiveness and unattractiveness, may at times be rather narrow and stereotypical in Estonian workplaces. The attempts by employees to resist such discrimination in an early phase of the employees' careers are generally not successful. Originality/value: Through real-life cases, this study makes empirically visible a problem at the workplace related to employees' physical appearance in Estonia. This study makes suggestions for preventing this kind of discrimination in organisations. Narrative inquiry offers a fruitful approach for how researchers can address a sensitive problem, such as the appearance-based discrimination against the employees discussed in this study. [ABSTRACT FROM AUTHOR]

Copyright of Revista Crítica de Relaciones de Trabajo, Laborum is the property of Ediciones Laborum S.L. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Civitas Hominibus is the property of Akademii Humanistyczno-Ekonomicznej and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

To the authors' knowledge, not much has been said or done in African philosophical circles with regard to providing a theoretical framework from which the discrimination against African women with disabilities can be addressed. In this article, the authors show how such a framework can be grounded in Innocent Asouzu's complementarism. Their contention, one grounded in this framework, is that this discrimination has its roots in an isolationist, elitist, and exclusivist mindset/metaphysics. The authors further argue that one way to overcome this problematic mindset is to replace it with one that views each individual human being as a missing link of reality, that is, a complementary philosophy. The hope is that with this replacement the gaze that subconsciously views women living with disability as a group that is distinguishable from other human beings will be summarily abandoned. [ABSTRACT FROM AUTHOR]

Copyright of Sakarya University Journal of Women's Studies (SAUJWS) / Sakarya Üniversitesi Kadın Araştırmaları Dergisi (SAUKAD) is the property of Sakarya Universitesi Kadin Arastirmalari Dergisi (SAUKAD) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Based on the systematization of studies on gender-based violence in the province of Santiago de Cuba between 2010-2020, the work provides a characterization of this problem in the territory to contribute to the improvement of local actions aimed at its prevention and attention. In its development, a qualitative methodology was used, and the research developed, directly and tangentially, from the Universidad de Oriente and the Casa de Orientación a la Mujer y la Familia on the subject is assumed as a unit of analysis. The results warn of the lack of an intersectional approach in the understanding of gender violence, although the most affected are women and members of the LGTBQ community of various groups, and the municipalities of Santiago de Cuba, Palma Soriano and Contramaestre. [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]

This article discusses the socioeconomic conditions of a farmer who owns a familyproducing agricultural unit (UAPF), and also analyzes characteristics of the rural household. It highlights the traditional culture of the rural household, specially the tradition of inheriting the land from parents to children. In Mexico, it was noted that some of the standards set out in the United Nations Declaration on the Rights of Peasants and Other People Working in Rural Areas are not met. Examples include occupational segregation and wage discrimination against women, and the absence of an effective policy of equal access to educational services. A public policy is proposed to promote access to Internet services, as well as the means for their use, as these services are considered an "enabling-good". The analysis used INEGI's Mexico Household Income and Expenditure Survey of 2018. [ABSTRACT FROM AUTHOR]

A clear discrimination against women has been verified in multiple areas, among which it is worth mentioning the prevention of occupational risks due to the use of asbestos. The absence of a gender perspective in the Law on the Prevention of Occupational Risks, the traditional regime of employer responsibilities, or the traditional Social Security protection system are fundamental elements to deal with. A truly relevant aspect in conducting this study has been the absence of scientific or informative doctrine in this regard, since, among other reasons, the construction of Law has been conducted from a reality corresponding to the masculine sphere. For this reason, among the bibliography and non-legal sources, scientific-medical articles, interviews, information provided by victims' associations and press releases predominate. [ABSTRACT FROM AUTHOR]

Introduction: the objective of this article is to contribute to the discussions about the hidden gender curriculum of the University and reveal the findings from the Gender, Human Rights and Diversity Commission of the Political Sciences Faculty from the University of Costa Rica. Objective: serve for discussions on the progressive elimination of the hidden gender curriculum and discrimination against women in the university community Method: its focus around the theoretical discussion and research done by other universities on how hidden gender curriculum affects women and men differently. Also, addresses the experience of both students and professors. The results: this article reveals how the Universities reproduce human behaviors and mindsets as it represents a social space that can legitimize inequality as well as minimize and hide inter and intra gender violence throughout the formal and informal educational system/process. It is essential to address the importance of universities in society and contribute to equality and the respect of human rights for everyone. Conclusions: building a true culture of gender equality at university level, requires implementing a coeducational model. That model proposes an integral formation, considers the environment of institutions as a space to learn new attitudes, coexistence, and equality. This also promotes methodologies for people to participate actively and teamwork, value all aspects of people's lives, accept differences, pay attention to the most discriminated people and groups, and make visible the contributions of women in all fields of knowledge. [ABSTRACT FROM AUTHOR]

Purpose: The study seeks to examine women's participation in Ghana's extractive growth-driven economy and the quality of this participation in terms of employment status and earnings relative to their male counterparts and establish whether these differences constitute discrimination for policy attention. Design/methodology/approach: The study adopts both quantitative and qualitative methodological approaches to assess the extent of gender inequality in employment and earnings in the Ghanaian extractive sector and the sources of these differences. It computes three segregation indices to ascertain the degree of unequal gender distribution of employment based on nationally representative labour force and living standards surveys followed by quantitative analysis of gender earnings differences using Oaxaca–Blinder decomposition technique. This is complemented by the results of Focus Group Discussion to go behind the numbers and examine the sources of the employment and earnings differences between men and women in extractive activities. Findings: The authors observe lower participation of women in the extractive sector, with a considerable degree of gender segregation and existence of gender earnings gap in favour of men due to differences in observable characteristics such as age, education and occupational skills. There is also evidence of existence of discrimination against women and indication of barriers that impede women's involvement in high-earning extractive activities in Ghana. The study suggests measures to remove these barriers and improve women's education particularly in science, technology, engineering and mathematics to address the gender imbalance in extractive activities in Ghana. Social implications: Women's low involvement in the strong extractive growth-driven process has implication for undermining the effort of empowering women economically. Originality/value: The study draws argument from the literature and adopts a combination of quantitative and qualitative techniques to establish gender in terms of employment distribution and earnings in favour of males in the Ghanaian extractive sector. This has the effect of undermining women's economic empowerment and exacerbating gender inequality in the country. [ABSTRACT FROM AUTHOR]

Copyright of Sociología del Trabajo is the property of Universidad Complutense de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Gender discrimination is a common experience for adolescent girls and has implications for their mental health and identity development. Guided by Phenomenological Variant of Ecological Systems Theory (PVEST; Spencer et al. 1997), this study examined the longitudinal and bidirectional associations between adolescent girls' experiences of gender discrimination, their internalizing symptoms, and gender identity. The sample was 161 adolescent girls (ages 14–17; Mage = 15.90) from across the United States (51% White; 17% African American, 11% Hispanic/Latina) who participated in a short-term longitudinal study of adolescent development. The results showed a reciprocal, longitudinal association between discrimination and internalizing symptoms. Discrimination also predicted longitudinal declines in gender identity, which was explained indirectly through internalizing symptoms. The findings implicate gender discrimination as a distinct risk factor during girls' developmental years, and underscore the importance of helping girls learn adaptive responses to sexism, while also reducing actual occurrence and exposure. [ABSTRACT FROM AUTHOR]

Copyright of Estudios Socio-Jurídicos is the property of Colegio Mayor de Nuestra Senora del Rosario and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The present study presents aspects related to discrimination and in particular to gender discrimination and its manifestation in the sports field. The most common forms of gender discrimination in sports are presented, the aspects regarding the ways women are discriminated in this field are analyzed, and finally there are listed some of the methods that the author considers to help in reducing or eliminating the manifestation forms of this type of discrimination encountered in sports. [ABSTRACT FROM AUTHOR]

Copyright of Mexican Journal of Economics & Finance / Revista Mexicana de Economia y Finanzas is the property of Instituto Mexicano de Ejecutivos de Finanzas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Anales de la Cátedra Francisco Suárez is the property of Anales de la Catedra Francisco Suarez and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Seafaring is a challenging working environment for women. For the last two decades, mainly in western countries, women have been showing their existence in the fleet, but as the chief marine, women officers such as captain, executives, or leader posts aboard are very poor with respect to other services. In practice, women continuously face many problems from working environments, and it may be very high in seafaring. The current article aims to determine the factors related to discrimination of women officers (DOWO) onboard based on a data set containing 149 female officers' responses from 18 different countries. The aimed response DOWO is marked as heteroscedastic. It is derived that the mean (or average) of DOWO is directly linked to women nationality (Spanish = 1; Others = 2) (P=0.0022), while it is reciprocally linked to her professional qualification (P=0.0290) and their male companion's support (P<0.0001). The DOWO's variance is reciprocally linked to women nationality (P= 0.0356), while it is directly and partially linked to their age (P=0.1343) and contract's type (P=0.0799). It is observed that women officers with Spanish nationality, higher qualifications and their male companion's support can reduce the degree of discrimination against women. [ABSTRACT FROM AUTHOR]

Copyright of IgualdadES is the property of Centro de Estudios Politicos y Constitucionales and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Might makes right: the "two-child limit" and justifiable discrimination against women and children In I SC and CB v Secretary of State for Work and Pensions i [2021] UKSC 26, the Court found that the two-child limit was a form of indirect discrimination against women and directly discriminatory against children in households with two or more children. Keywords: Discrimination; welfare reform; proportionality; human rights; two-child limit EN Discrimination welfare reform proportionality human rights two-child limit 467 470 4 03/15/22 20211201 NES 211201 In a decision which once again legitimates discriminatory welfare cuts, the UK Supreme Court has unanimously upheld the so-called "two-child limit" for eligibility for child tax credit. [Extracted from the article]

Copyright of Menoufia Journal of Agricultural Economic & Social Science is the property of Egyptian National Agricultural Library (ENAL) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Agricultural Economics & Social Sciences is the property of Egyptian National Agricultural Library (ENAL) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article aims to explore how the expansion of social media and information technologies changed the nature of surveillance and expanded the political discrimination against women and people of color by utilizing the concept of the Panopticon. First, it surveys and documents the evolution of the Panopticon from an architecture plan to participatory omniopticon. More precisely, starting from Jeremy Bentham's blueprints of the Panopticon, this article analyzes how the expansion of CCTVs and social media led to the evolution of the Panopticon and surveillance. Then, this article discusses how increasing political discrimination against women and people of color can be analyzed by Feminist International Relations Theory and post-colonialism. Last, it offers a road map to counter political discrimination due to the expansion of surveillance. This article argues that there is a two-step road map to encounter increasing political discrimination against women and people of color. The first step is raising awareness. To understand and then encounter these challenges, feminist and postcolonial scholars should actively engage race and gender issues by problematizing and deconstructing the virtual world's nature and the effects of the omniopticon that promotes these challenges. After raising the awareness, the second step is resisting. Unlike in the previous versions of the Panopticon, now a regular citizen can stand for fighting the challenges of the women and the people of color and can monitor masculinity or racism and can actively promote equality by using social media platforms. [ABSTRACT FROM AUTHOR]

Mass media, and especially television, are powerful discursive instruments, responsible for the construction of social imagery through ideologically determined content. For this reason, the creation of a regulatory body with authority over the audiovisual sector in countries without one was urged by the Committee of Ministers of the Council of Europe in 2000. Spain is the only EU country without an audiovisual council with authority at the state level. Currently, only the Audiovisual Council of Catalonia (CAC), created in 2000, and the Audiovisual Council of Andalusia (CAA), which dates from 2004, operate in Spain. Within an environment increasingly marked by hate speech, this research analyzes the proceedings of the Andalusian and Catalan Audiovisual Councils between 2004 and 2019 as it pertains to discrimination against vulnerable groups. Every pronouncement made by both councils on potentially discriminatory discourses was retrieved (n=156). These were content analyzed by codifying, among others, the following variables: type of action, the source that motivated it, the disseminating media outlet, the evaluated content, the type of discrimination alleged, the decision taken, and the type of sanction imposed by the councils, as the case may be. The results indicate that most of the actions concerned involve discrimination against women, originate from third-party complaints and target content broadcast on public television. [ABSTRACT FROM AUTHOR]

Previous research has shown that people care less about men than about women who are left behind. We show that this finding extends to the domain of labor market discrimination: In identical scenarios, people judge discrimination against women more morally bad than discrimination against men. This result holds in a representative sample of the US population and in a larger but not representative sample of Amazon Mechanical Turk (Mturk) respondents. We test if this gender gap is driven by statistical fairness discrimination, a process in which people use the gender of the victim to draw inferences about other characteristics which matter for their fairness judgments. We test this explanation with a survey experiment in which we explicitly hold information about the victim of discrimination constant. Our results provide only mixed support for the statistical fairness discrimination explanation. In our representative sample, we see no meaningful or significant effect of the information treatments. By contrast, in our Mturk sample, we see that providing additional information partly reduces the effect of the victim's gender on judgment of the discriminator. While people may engage in statistical fairness discrimination, this process is unlikely to be an exhaustive explanation for why discrimination against women is judged as worse. [ABSTRACT FROM AUTHOR]

Human rights discourses have significant relevance to contemporary understandings of heritage and its conservation, particularly in the context of the key international conventions for safeguarding the world's cultural heritage promulgated by UNESCO. The right to heritage is recognized as a human right falling under the right to culture or cultural identity. However, states are the primary bodies responsible for heritage identification and conservation, and may prefer to preserve the heritage of dominant social groups. Heritage identification and management by states, including the nomination of items for inclusion on the World Heritage List of the Convention Concerning the Protection of the World Cultural and Natural Heritage and the Representative List of the Convention for Safeguarding the Intangible Cultural Heritage, thus has the potential to compromise the cultural rights of marginalized social groups, including women. Existing research and original research discussed herein reveal a dearth of heritage associated with women on both Lists. However, the problematic gender dynamics of this discourse goes beyond simple representativeness to encompass the ways in which women and their heritage are portrayed. The Representative List typically seeks to maintain existing social relations, including gender relations, with negative implications for women's human rights set out in the UN Convention to Eliminate all Forms of Discrimination Against Women. [ABSTRACT FROM AUTHOR]

This review article analyzed the existing literature on employment discrimination of trans women. The technique of information gathering was used through documentary review by tracking scientific articles from different countries, languages and in different databases that talk about the topic in question. Articles made from 2015 to the present were taken as a reference. To study why trans women are rejected in the workplace, the phenomenon had to be approached from different areas such as: discrimination against women, gender equity, sexism and patriarchy culture, equality, violation of rights and transphobia. It was found that transphobia is one of the main causes of marginalization, repression, violation of rights and hatred, which leads to difficulties in accessing professional training and obstacles for entry into working market. [ABSTRACT FROM AUTHOR]

Although there is ample evidence of discrimination against women in the workplace, it can be difficult to understand what factors contribute to discriminatory behavior. We use an experiment to both document discrimination and unpack its sources. First, we show that, on average, employers prefer to hire male over female workers for male-typed tasks, even when the two workers have identical résumés. Second, and most critically, we use a control condition to identify that this discrimination is not specific to gender. Employers are simply less willing to hire a worker from a group that performs worse on average, even when this group is, instead, defined by a nonstereotypical characteristic. In this way, beliefs about average group differences are the key driver of discrimination against women in our setting. We also document some evidence for in-group preferences that contribute to the gender discrimination observed. Finally, our design allows us to understand and quantify the extent to which image concerns mitigate discriminatory behavior. This paper was accepted by Yan Chen, decision analysis. [ABSTRACT FROM AUTHOR]

This research paper presents a Shariah appraisal of the Convention on Elimination of All Forms of Discrimination against Women (CEDAW), 1979. A critical analysis of CEDAW in the light of Islamic laws is of great significance to measure the level of compatibility between the two. The article highlight the provisions that are in contravention to the spirit of Islamic law. This will help in identifying the provisions of the instruments that may be considered for reservations by Muslim states. Moreover, it would also assist the Muslim States to recognize the provisions which are in conformity to the Islamic laws, so that they could endeavour to ascertain its implementation in their respective domestic laws. Hence, the research at hand integrates a two-fold purpose of attempting to incorporate the compatible laws of CEDAW in the legal system of the Muslim States in an effective manner and striving to mitigate the discrepancies in the document by presenting harmonious recommendations to the International legislators. [ABSTRACT FROM AUTHOR]

The aim of this study was to analyze the current situation of trainees in OMFS in a nationwide survey at German universities and teaching hospitals. A questionnaire about their training in OMFS and discrimination, gender (in-)equality, and reconcilability of work and family life was sent to many OMFS residents in Germany. Seventy-five questionnaires were included. The average age of the participants was 32.15 years (± 0.75 years); 47 participants were male, 22 female, and 3 "diverse". The participants' overall satisfaction rate was good. Training concepts existed in most of the teaching hospitals (54.67%). 8.11% of the participants stated discrimination existed against men while, 24.32% agreed that discrimination existed against women. Stating that discrimination against women exists, it was associated with female gender (p < 0.001), being married (p = 0.042), and not aiming for further academic degrees (p = 0.009). Overall, the training situation in Germany seems structured in most teaching hospitals. Apart from the residents' general satisfaction with the training concepts, there seems to be a matter of concern regarding discrimination especially against women and the reconcilability of work and family life in OMFS training. Furthering the establishment of structured training concepts might be useful to overcome these issues in the course of training in OMFS. [ABSTRACT FROM AUTHOR]