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Background: South African narratives of and by early childhood development (ECD) practitioners often focus on policies, practices and perspectives in research. While these are important for the development of the field, the voices of ECD practitioners, in this marginalised space, are silent. Aim: This article aims to understand: Who are the ECD practitioners? What are the conditions of their lives and livelihoods? How do they negotiate opportunities for employment, socioeconomic growth and further education and training? Setting: The study describes the marginality of ECD practitioners by narrating the lived experience of work and post-school education and training of one mature woman in the Western Cape. By narrating a single story, the stories of others unfold; working in similar circumstances and negotiating the same opportunities in the harsh reality of poverty and oppression. Employing a narrative methodology is a commitment to decolonising the practice of research, where voices of the 'Other' are centralised and amplified. Methods: An intersectional lens forms the theoretical grounding for this article with life history interviews as its primary form of data collection. Results: Adult women ECD practitioners are mainly poor, black and female. They pursue access into higher education to improve their lives and livelihoods. Conclusion: The intersections that shape their lives limit their opportunities for access and success. Contribution: The power of narrative research, displayed in this article, ensures that voice is used to move the lived experiences of black women ECD practitioners from the margins to the centre.

This qualitative case study explores the perceptions of school leadership that future school counselors have regarding leadership roles for women in rural Appalachia. Using a feminist-geographical lens, several cultural, economic, geographic, and identity-based themes were found. Participants' definitions of ideal school leadership included strong community collaboration, advocacy, and leading by example. Some aspects of participants' rural hometowns supported these ideals, such as a community culture offering high levels of cohesion and familial support, leading to them wanting to live there again. However, other characteristics of the community culture, such as being closed to change, sexism against women in leadership, and a lack of women role models, were perceived barriers. In addition, participants' leadership identity was nascent and context based. These factors, combined with poor perceptions of schools in the community, led to participants not to want to live and work in their hometowns. Overall, these participants appear to experience a complex push and pull between pursuing their careers in educational leadership and their desire to take on school leadership roles in rural communities.

This paper examines how male preservice teachers pursuing an elementary or middle level education certification perceive barriers and supports in their chosen major and future profession. To answer this question, the authors used a convenience sample of male undergraduate students at a mid-sized, private, liberal arts college. Sixteen male students completed an online 24-question Likert scale survey and nine of these students participated in a semi-structured focus group. Our results support current literature findings showing male preservice teachers experience barriers to the field related to gender identity. Additionally, findings highlight the significant role teacher preparation programs, cooperating teachers, and peer support systems play in the resiliency and success of male preservice teachers. Implications from this research include the need for teacher preparation programs to address these barriers and provide systems of support of this underserved population.

The COVID-19 pandemic has impacted academic labour, with women being disproportionately negatively affected. This scoping review provides an exploratory snapshot into the corpus of literature investigating the impact of the pandemic on academic labour. We used a set of criteria to first identify the 86 titles from which we selected 45 as the data set. We analyzed the data on characteristics of location, investigative methods, publication information, and discipline. The findings showed that most of the data were global in context; used primarily qualitative methodologies; published in a wide variety of journals; and spanned diverse disciplines, including science and health, education, business, sociology, and political sciences. We then analyzed the data thematically. The themes we identified were gender inequity, identities and intersectionality, performing work-home binaries, and invisible labour. We added a fifth theme, lived experiences, consisting of women academics' firsthand accounts. We consider this theme unique, despite its overlap with the other themes, because it is evidence of women academics telling their personal stories. We discuss how our findings show that pandemic conditions worsened existing inequities. The solutions most often cited in the data place emphasis and responsibility on the individual, but we argue that institutions should instead be responsible to redress inequities through improving workplace labour processes. Our research can aid future research on how policy theory can inform socially just policies and practices in the post-pandemic university.

The purpose of this qualitative participatory research study was to explore what happens when English language arts (ELA) preservice teachers collaborate to develop multimodal, intersectional, and critical feminist empowerment literacy curricula. This study centered on the following research question: How do ELA preservice teachers make sense of how pop-cultural, multimodal texts such as VSCO stickers frame girlhood and womanhood? Multiple data were collected: audio and video recording transcripts of monthly Saturday workshops, artifacts, such as curriculum writing and workshop photographs, researcher journals, analytic memos, and a shared Google Drive of written student thinking. The constant comparative method was used to analyze and triangulate the data. Analyses of data revealed that preservice teachers were able to critically analyze consumerism relating to VSCO stickers and girlhood and were able to notice how stickers typecast and reify individualism while also navigating authenticity during self-selection and categorizing stickers. Additionally, data analysis demonstrated how critical literacies played a role in the preservice teachers' understanding of how several groups, communities, and individual voices were not recognized in the marketing and consumption of VSCO sticker packaging as well as providing additional gender biases in society.

Despite the implementation of equality interventions within higher education, progress towards gender parity in science, technology, engineering, and mathematics (STEM) remains slow. Male educators often exhibit poorer engagement with diversity initiatives, potentially contributing to persisting gender disparities in STEM given men's longstanding dominance in these programs. Two experiments investigate how equality interventions should be designed to maximize support from male educators. Experiment 1 (N = 72; M[subscript age] = 39.72, SD[subscript age] = 12.33) used virtual reality to manipulate 2 factors among male academics: (1) exposure to gender inequality and (2) virtually taking the perspective of a female scientist. Using self-report and behavioral measures, viewing an empirical presentation outlining the prevalence of gender issues in STEM yielded the greatest support for equality initiatives following successful perspective-taking. Experiment 2 (N = 120; M[subscript age] = 32.48, SD[subscript age] = 10.36) varied two additional factors among male academics: (1) evidence-based methods to reduce gender biases in STEM (i.e., promoting self-efficacy) and (2) blaming male academics for gender inequalities. Promoting self-efficacy and blaming men for disparities led to greater confidence in male academics' ability to address gender inequalities in their field. Notably, higher self-efficacy accounted for greater support for equality initiatives and internal motives to engage with diversity programs. Findings provide an empirical framework and high-tech training tools for promoting engagement with diversity initiatives among male educators, informing development of interventions within higher education to improve student and faculty experiences in STEM.

Considerable research has demonstrated the presence of masculine norms in outdoor adventure education. The resulting values and practices function to ostracize or devalue women leaders, a dynamic that often goes unnoticed by men in the field. Although women's and men's perspectives on their experiences have been studied, to date no research identified by the authors has compared the perspectives of a man and woman leader on the same outdoor excursion. The current research aims to address this gap. Two leaders on a university-sponsored excursion used a comparative autoethnography approach, each journaling about their experiences on a 13-day flat water backcountry canoe trip. The two leaders subsequently performed analysis collaboratively to consider themes arising from the comparison of the two journals. Despite awareness and desire to actively combat gender norms, both leaders performed their gender in ways that adhered to stereotypes. Multiple hegemonic masculine norms were evident in the man's performance, possibly affected by the group composition. Greater critical self-reflection or training is required, particularly for men in outdoor adventure education contexts, to avoid reproducing harmful masculine norms. These results come despite participants' awareness of such norms and professed efforts toward gender equity.

Universities are expected to strive for excellence but also for gender balance. Narrow interpretations of excellence in universities hinder women's advancement in academia. In this paper, we ask if there are ways that these policies may be reconciled. Excellence is an "empty signifier" that must be filled with meaning. We have investigated how Heads of Departments enact "excellence" and gender balance in hiring processes in four Norwegian universities. Many HoD argued for broadening excellence criteria and framed excellence as a "collective" rather than an individual concern. This allows for reconciling top-down institutional demands for excellence and diversity while catering to local needs. Thus, our paper suggests that in a context where increased diversity among faculty is called for, this may open up a space for critical reflection about the criteria for assessing academic quality.

This study contributes to the substantial body of studies on the relationships between family socioeconomic status (SES), gender inequality, and higher education selection. It does so by 1) examining the association between SES and gender inequality in higher education, and 2) comparing changes in socioeconomic and gender inequality before and after the 1999 higher education expansion using eight waves of China General Social Survey (CGSS) data (2008-2018), which comprised a total sample of 57,067. The results of this study revealed that gender inequality in higher education selection in China is driven by SES, and that higher education expansion in China has not reduced socioeconomic and gender inequality in terms of higher education selection. The established inequality persists for low SES students, especially low SES females. This study not only underscores the importance of SES and gender but also expands the conceptual validity of SES (effects of SES on gender inequality) in higher education selection.

With a focus on Culturally and Linguistically Diverse (CaLD) women, this article will discuss the underlying gender inequalities and stereotypes these women experience in Australian tertiary institutions through reflections of translingual discrimination. Translingual discrimination refers to the ideologies and practices that produce unequal linguistic power relationships between CaLD communities and dominant communities of the host society, focusing on the central role that language plays in the enduring relevance of discrimination disparity. Because of CaLD women's translingual identities, these groups experience such aspects of translingual discrimination as accentism, naming practices, linguistic subordination, deskilling, and stereotyping, which eventually affect their well-being and economic security. CaLD women need a linguistically and culturally "safe space" where they will be supported and appreciated based on their capabilities and skills and not subjected to objectification, femininity evaluations, and derogatory actions. Opportunities for women should persist because, unfortunately, in men-dominated fields, these opportunities are still necessary to support and include women.

While a strong literature base exists around undergraduate experiences in Science, Technology, Engineering, and Math (STEM), few studies examine how students approach the question of "what's next" after graduation. This study examines the impact of social ties on STEM college seniors' plans to enter the STEM workforce, and how race/ethnicity and gender impact postgraduation planning in STEM. We interviewed a racially diverse sample of 39 STEM college seniors at a predominantly White research institution. Analysis showed that students relied on weak and strong social ties in obtaining job leads and valued diversity in the workplace. Some students of color and women experienced negative social ties (via racism and sexism) during internship experiences, which shaped their thinking around postgraduate opportunities. We discuss implications for equity, as well as recommendations for research and practice.

The purpose of this study was to explore female and feminine-presenting band directors' experiences with gender microaggressions in their work. Data consisted of survey responses (N = 974) from current, former, and aspiring band directors living and/or teaching in the United States. The most frequently experienced types of gender microaggressions were second-class citizenship, restrictive gender roles, and environmental microaggressions. Younger individuals, college instructors, and those in the South tended to experience certain microaggression types more frequently than did other directors. Open-ended descriptions indicated a variety of common experiences within each of the nine types of gender microaggression, the most frequent of which was being called a demeaning name (e.g., sweetie, honey, and young lady). The most stressful/bothersome types were second-class citizenship, assumptions of inferiority, and restrictive gender roles, and correlations between frequency and stressfulness were strongest for leaving gender at the door, denial of individual sexism, and denial of the reality of sexism. Implications include the need to develop awareness of, combat, and prevent gender microaggressions in the secondary band profession and to provide opportunities for teachers of all genders to be recognized and valued for their work.

This qualitative study explored a targeted recruitment initiative that was designed to attract and recruit female academic staff in STEM disciplines at an Australian University. Semi-structured, one-on-one interviews were conducted with female and male key informants: 16 Panel Members and six Applicants. Codebook Thematic Analysis was applied using a feminist methodological lens. Results showed several themes (categorised as barriers and facilitators) impacting the implementation and success of targeted recruitment. The majority of themes were associated with Panel Members, underpinning the importance of panels' support for targeted recruitment. Nearly all barriers were gender-related, disadvantaging female applicants and emphasising a need to address gender inequity broadly. Key recommendations for future improvement were strategies to improve the support of panels (e.g., gender bias training, improved communication of responsibilities in targeted recruitment and ensuring an equity and diversity 'champion') and efforts to strengthen the positive diversity reputation of the University.

Despite the gendered rebalancing of enrolments in higher education (HE) in the West, the underrepresentation of women in science, technology, engineering and mathematics (STEM) disciplines persists. Gendered selectivity of field of study influences higher education student migration (HESM) and in turn sheds light on HE participation. Framed by gender intersectionality theories both in HE studies and migration scholarship, this paper uses innovative data to analyse the intersectional effect of gender and field of study on HESM in Canada. Based on Statistics Canada's postsecondary student information system for the 2019/20 academic year, Canadian interregional flow matrixes structured by gender, field and level of study are constructed and analysed. The results show compelling evidence of the influence of gendered differences in HESM when intersected with field and level of study. Notably, women pursuing STEM studies migrate significantly more than any other grouping (i.e. gender, field and level of study groupings). The paper concludes with a discussion of policy implications for the influence of HESM on community demographic make-up and local labour markets, as well as future research including the need to understand gendered dimensions of migration intentions and motivations.

Tackling gender-based violence and harassment (GBVH) is an essential step for addressing gender inequality. This article applies theories of student/survivor 'voice' to accounts from interviewees (n = 35), analysing their perspectives on how higher education institutions (HEIs) should address this issue. Interviewees were current or former students in the United Kingdom who had disclosed or reported GBVH to their HEIs. The most urgent step that interviewees called for is open discussion of GBVH and how HEIs are handling it. They also want more education, prevention and early intervention, and changes in how reports are handled. These findings are contextualised within a critical discussion of how reporting parties' voices are, or could be, heard within higher education. It argues that institutional mechanisms for hearing survivors' voice in relation to GBVH may need to differ from approaches for engaging with students on other issues, most notably by taking into account how power relations shape voices.

The purpose of this study is to provide an insight view about the challenges to female government college principals and vice principals in Chitral, Pakistan. The study uses in-depth interviews for data collection and on the basis of predetermined criteria, the study participants were selected. The findings of the study explain that in district Chitral female government college principals and vice principals face socio-cultural, religious, and political challenges in their work place and remain under tremendous pressure that leads to limit their efficiency and restrict their professional growth. However, very few principals and vice principals are satisfied with their jobs because of supportive families. Therefore, the study recommends that these aspects be placed before forums for consideration to rightly empower the female principalship/education leadership for assurance of quality female education in Chitral and Pakistan, through real delegation of power with a conducive environment to female government college principals and vice principals.

In this paper, I discuss the gendered-racialised interactional and contextual dynamics hindering the socialisation of ethnic minoritised women (EMW) within Belgian higher education. Based on in-depth interviews, I develop the concept of 'socialisation climates' to explain the key aspects that determine EMW's socialisation process. Three socialisation climates are identified: integration, negotiation and interrogation. Findings show that insiders play a crucial role in hindering or facilitating EMW's socialisation. Developmental relationships are gendered-racialised relations in which EMW's identity impacts supervisor and peer support. The departmental context in terms of hierarchy, an Equality, Diversity, and Inclusion culture, and team composition is relevant to their socialisation process. EMW are able to socialise rapidly only in a context that is (radically) inclusive which is still rare in academia. This paper informs higher education institutions to be aware of the gendered-racialised climate and interactions that influence EMW's socialisation and increase the risk of pushing them out.

Implicit prejudice can be simply understood as any negative feelings or beliefs people hold towards a particular outgroup without being aware of it. One such form is microaggression, which can be defined as everyday verbal or nonverbal subtle, unconscious putdowns, slights, or negative remarks towards members of an outgroup. One of the most common and harmful forms is gender-based microaggression. Gender microaggression is defined as subtle, unconscious, everyday putdowns, slights, remarks, or insults, whether intentional or unintentional, directed at a particular gender, notably women. Despite a plethora of literature and research on gender microaggression, the focus has predominantly been on understanding microaggressions faced by women in various domains, largely neglecting the experiences of men as victims of microaggression. One such overlooked experience is that of Afghan male students studying in universities in Delhi. Each year, thousands of students from Afghanistan travel to Delhi to pursue higher education, often unaware of the prejudices they may encounter due to associations with terms like 'terrorism' or 'terrorist.' Therefore, this paper aims to understand and study the microaggression faced by Afghan male students by employing the Gender Implicit Association Test on a sample of 103 Indian students studying in universities in Delhi, selected using a snowball sampling technique. This study adapts and modifies the Weapon-based Implicit Association Test. The goal is to uncover the implicit biases of Indian students towards Afghan male students by examining the association (reaction time) between images of weapons and harmless objects, in conjunction with adjectives related to Afghan males and Afghan females. In other words, words or images that are congruent in our minds should result in shorter reaction times and fewer errors compared to words and images that are incongruent. The results indicate that Indian students were quicker in associating weapon images with Afghan male adjectives (D = -0.64) compared to Afghan female adjectives (D = 0.89).

Most universities are working committedly towards achieving the Sustainable Development Goals (SDG). The University of Alicante (UA) (Spain) has designed a series of strategies to help crystallize its aims within these goals, including those related to gender equality (SDG 5). Given the context, the aims of this study are (1) to find out whether teachers integrate SDG 5 into their teaching and, if so, what strategies they use, (2) to analyse how they perceive the effects of this and what factors help or hinder the process, and (3) to check for possible differences in these perceptions according to sex and faculty. Some 310 teachers from all the UA faculties participated. A descriptive and comparative analysis was performed, as was a content analysis. Half of the participants were found to be implementing these strategies, with women in general and teachers from the Faculty of Humanities in particular appearing to be most aware of the subject. However, only a minority applied them on a mainstream basis. The most used strategy was inclusive language. Other strategies, such as reflecting on equality, promoting equal participation, visibilizing women in different areas of knowledge, equal treatment of students and gender research, were also present in their narratives but to only a very small degree. Improved professional development for teachers and greater student awareness of gender issues were identified as positive effects of incorporating these strategies. Participants also felt that low awareness and a lack of time and training were obstacles to the process. Universities should therefore establish specific institutional policies aimed at integrating SDG 5 as a quality indicator. Training programmes should be redesigned to take into account a more practical approach, the type of learning (classroom, online or mixed), and subsequent follow-up in the classroom to guarantee effective integration.

Engineering lacks quantitative measures of racism and sexism in engineering graduate education. Racial and gendered disparities in participation, persistence, and experience combined with qualitative evidence indicate that discrimination interferes with marginalized students' well-being and degree completion. The Discrimination in Engineering Graduate Education (DEGrE) scale helps researchers identify environmental gender and race/ethnicity-based discrimination in engineering graduate education. The scale development and initial assessments reported here demonstrate the validity, internal reliability, and utility of the DEGrE subscales. The DEGrE scale will assist engineering colleges and departments evaluate their graduate students' experiences to guide decision makers in identifying changes needed in their graduate programs to improve equity and inclusion of marginalized students.

The term Latinx has received increasing levels of pushback from different entities outside and within higher education. Despite the term's wide popularity in academic spaces, higher education practitioners often utilize it without understanding whom it simultaneously includes and excludes, and whom the term refers to. Such practice perpetuates the exclusion of many students, often rendered invisible. This case study provides a glimpse into how some students experience exclusion through practitioners' use of the term Latinx. We offer reflection questions for practitioners to consider in their work to create inclusive spaces for Latin* students on college campuses.

Women's persistence in science, technology, engineering, and mathematics (STEM) has been widely researched in educational settings, whereas less is known about their STEM persistence after graduation. Drawing on social cognitive career theory and in-depth semi-structured interviews with twenty women graduates majoring in STEM fields, this article explores women's persistence in STEM fields in Kazakhstan within four years after university graduation. The findings of the study are mapped around four themes - STEM self-efficacy beliefs, STEM career outcome expectations, organizational factors, and socio-structural factors - that are found important in shaping STEM women's post-graduation career choices. The study also reveals factors accounting for disparities in women's STEM persistence across different STEM fields. Implications highlight the need for more work at organizational and socio-structural levels to develop favorable conditions motivating and enabling women to persist in STEM careers within a patriarchal context.

Cisheteronormative ideologies are infused into every aspect of society, including undergraduate science. We set out to identify the extent to which students can identify cisheteronormative language in biology textbooks by posing several hypothetical textbook questions and asking students to modify them to make the language more accurate (defined as "correct; precise; using language that applies to all people"). First, we confirmed that textbooks commonly use language that conflates or confuses sex and gender. We used this information to design two sample questions that used similar language. We examined what parts of the questions students modified, and the changes they recommended. When asked to modify sample textbook questions, we found the most common terms or words that students identified as inaccurate were related to infant gender identity. The most common modifications that students made were changing gender terms to sex terms. Students' decisions in this exercise differed little across three large biology courses or by exam performance. As the science community strives to promote inclusive classrooms and embrace the complexity of human gender identities, we provide foundational information about students' ability to notice and correct inaccurate language related to sex and gender in biology.

How individuals come to perceive themselves in STEM is predicated on their understanding of what it means to be a member of the STEM community. This association is consequential when considering the perpetuation of white male ownership of STEM knowledge and power that forces learners identifying with groups systemically marginalized by racial and gender discrimination to adopt particular norms, values, and behaviors to gain recognition. In effect, these expectations help to maintain masculinized Discourses as STEM professionals are encultured to apply the same recognition criteria to which they were judged themselves. We examine how these Discourses are maintained even as learners who identify with groups that carry histories of systemic marginalization by racist, sexist, and elitist practices gain access to STEM communities. Specifically, we explore how university STEM students attending a Hispanic Serving Institution in the United States articulate gendered expectations of STEM membership through their characterization of themselves and others as (not) STEM people. Drawing from theories in Discourse, social identity, and feminist critiques of science, we describe how students implicitly recognize STEM identity in gendered ways. We discuss how our findings illuminate the mechanisms by which STEM recognition is afforded by pointing to its dependence on masculinized displays of STEM performances, competence, and interests, leading to a cycle of marginalization as learners are encultured to perpetuate existing STEM Discourses in their recognition of others. We discuss research implications for measurements of STEM identity that do not account for gendered Discourses and offer practical implications for the design of learning experiences that co-opt existing Discourses to inoculate gendered perceptions of a STEM person prototype. Lastly, we present a case for elevating the role of maternal caregivers and family immigration histories in STEM identity construction.

Although Eastern Canadian liberal arts universities are portrayed as progressive work environments that cultivate inclusivity and diversity, the corporatisation of these public spaces has transformed them from institutions that once encouraged pluralism and acceptance among all social groups to spaces that unevenly distribute privileges among faculty and students based on ascribed characteristics, social class, and adherence to cisnormative and heteronormative expectations. Under neoliberal reforms, universities and unions adopt their own policies and procedures that legitimate institutional power abuse over marginalised women Contract Limited Term (CLT) assistant professors. Using material evidence from complaints filed with a province's Human Rights Commission and Labour Board, this critical autoethnographic case study explores the institutionalised responses to a disenfranchised woman CLT's discrimination and harassment by a student, departmental chair, faculty and university staff. A theory of genocidal mobbing is developed to conceptualise the organisational processes and practices that maintain the status quo of white heteropatriarchy and disentitle women CLTs to safety, equality and fair representation by their unions. Genocidal mobbing is efficient, because misogynistic administrators only require weaponising one disgruntled student, and effective, because administrators utilise the most fatal and insidious of gendered narcissistic abuse: "gaslighting." The current neoliberal climate within academia puts marginalised women faculty at increased risk of genocidal mobbing from those with institutional power and from students with ethnic/racial and/or economic privilege. This article illuminates the union's culpability in the genocidal mobbing of women CLTs disenfranchised by multiple marginalised intersectional identities. Implications for future research and on policy are presented.

[This paper is part of the "Focused Collection on Instructional Labs: Improving Traditions and New Directions."] Recent studies provide evidence that social constructivist pedagogical methods such as active learning, interactive engagement, and inquiry-based learning, while pedagogically more effective, can enable inequities in the classroom. By conducting a quantitative empirical examination of gender-inequitable group dynamics in two inquiry-based physics labs, we extend results of previous work. Using a survey on group work preferences and video recordings of lab sessions, we find similar patterns of gendered role taking noted in prior studies. These results are not reducible to differences in students' preferences. We find that an intervention which employed partner agreement forms, with the goal of reducing inequities, had a positive impact on students' engagement with equipment during a first-semester lab course. Our work will inform implementation of more effective interventions in the future and emphasizes challenges faced by instructors who are dedicated to both research-based pedagogical practices and efforts to promote diversity, equity, and inclusion in their classrooms.

The primary aim of this study was to investigate pedagogical mechanisms that promote student understanding of diversity and intersectionality in national and global childhood experiences in order to foster openness, acceptance of diversity, and civic engagement. In this mixed-methods study, participants included 127 undergraduate students in a child development diversity (CDD) course and a control group of 63 undergraduate students in a research methods psychology (RMP) course. Students in both groups self-rated their knowledge of 18 diversity topics, their Openness to diversity, Acceptance of cultural differences, Awareness of racism and sexism, and Plans to advocate for others (OAAP variables). Quantitative results showed significant increases in CDD course groups' knowledge of all topics from beginning to semester-end and greater knowledge compared with the RMP course control group. For CDD course students, diversity knowledge was positively and more strongly correlated with their OAAP scores. Qualitative written responses from CDD course students illustrate their perceptions of the importance of intercultural awareness and knowledge of childhood intersectionality and diversity, the effectiveness of specific content delivery methods, and how they relate to their advocacy and volunteer plans.

Recent data shows a continuing trend of gender disparity in leadership positions in tertiary education in New Zealand with men dominating higher levels of employment and advancing at faster rates than women. This study explored the experiences of six academic women who have advanced to leadership roles in New Zealand to examine the role that gender plays in their career progression. It found a range of gendered experiences including negative incidents of sexism and obstacles to advancing. There were also stories of positive experiences of supportive work environments and initiatives such as mentoring that have aided them to gain leadership positions. Participants recognised the complexity of gender issues acknowledging the range of factors and perceptions that influence their experiences in academia.

Teen dating violence (TDV) is an ongoing epidemic in the United States. Subsequently, gender symmetry regarding the experience and perpetration of violence continues to be a prevalent debate in American society. TDV is a clinical concern that can impact clients' safety; therefore, counselors must be adequately trained and cognizant of any biases that may influence the assessment and treatment of survivors of abuse. We conducted a qualitative research study using case vignettes to explore how counseling students conceptualize and propose treatment of TDV with male and female clients. Six overarching categories and 19 corresponding themes emerged, with gender bias as the most notable finding of the study. We conclude by discussing the implications for counseling and providing recommendations for educational standards and best practices to reduce gender bias and promote more inclusive treatment.

This article provides a rationale and resources for teaching climate justice and civic engagement across the STEM curriculum in K-12 and higher education. It presents a culturally responsive approach to STEM teaching and learning that centers social justice issues arising from climate impacts, and energy extraction and development activities, with a focus on participatory and equitable solutions and actions. This approach promotes STEM curricula that introduce social justice issues into the classroom as an entry point for investigating the issues using STEM. A social justice approach allows students to make meaning of abstract and disparate STEM knowledge and skills through real-world issues aligned with their interests, experiences, identities, and communities. In this article, we provide resources for teaching STEM through climate justice and civic engagement that are being collectively developed by groups in Washington (WA) State, led by Deb Morrison at the University of Washington (K-12); Sonya Remington Doucette and Heather Price at local community colleges (Bellevue College and North Seattle College); and Irene Shaver at the WA State Board of Community and Technical Colleges.

This study examines data from a participatory research action study on the experiences of underrepresented students in Science, Technology, Engineering, and Mathematics (STEM) fields at a small liberal arts college in the United States. Our analysis aims to move away from the framework that students needed to be taught how to cope with and overcome the challenges they faced in their STEM experiences, including racism and sexism. Instead, we propose a stronger focus on how to end racist, sexist, and other forms of discrimination. We draw on the concept of "cultural humility" as a concrete framework that professors, departments, and institutions can use to approach their work of changing practices, policies, and systems. Results discuss specific strategies that educators and institutions can use to promote a cultural humility framework as one way to create anti-oppressive and equitable classrooms, departments, and institutions.

Introduction. Sexuality and equality education are considered areas of relevant pedagogical research and intervention within current educational contexts in view of the violence and inequalities derived from the patriarchal system. Aims. This paper presents the main results of a research study that seeks to analyze the competence in sexuality and equality of university students during teacher training in Spain (Castilla la Mancha University). Method. For this, the study used a quantitative methodology and administered a nine-dimension questionnaire to 371 students. Results. The study revealed the weak acquisition of competence in sexuality and equality and the persistence of stereotyped images of sexualities. Furthermore, these findings show that future teachers have a weak equality-based professional practice due to an educational approach that lacks a gender perspective. Conclusions. The main conclusions highlight the evident formative needs in sexuality and equality and the absence of transforming feminist knowledge. All this can affect the development of quality education in sexuality and equality in students' future educational practices.

Current diversity and sexual harassment trainings often take an informative approach that results in a gap between theoretical knowledge and practical resolutions of ethical dilemmas. Available research suggests that diversity training programs often elicit the greatest amount of change among people with a minority identity and can result in hostility from majority group members. To better prepare all engineering students for modern-day organizations, it's imperative that universities develop effective approaches at the student level to mitigate these discrepancies. We propose that our novel ethics-based training will elicit positive diversity-related outcomes overall. We inductively explore the differential impact of diversity training across majority and minority identities. Longitudinal quantitative data were collected to examine changes in participant attitudes and behaviors in response to the diversity module. Undergraduate engineering students enrolled in an introductory engineering ethics course at a large Southwestern university were presented with a week-long teaching module on diversity. Survey results were evaluated to measure differences in effectiveness among majority and minority students. The diversity training successfully decreased levels of sexism, acceptance of sexual harassment myths, and increased intentions to confront discrimination. Differences in outcome variables between majority and minority members were found with regard to political orientation, race, and physical and mental disability status. Overall, this study presents a promising new avenue for diversity training scholarship. Specifically, we find that an ethics-based approach to diversity training may be particularly effective for majority group students.

Women are underrepresented in senior leadership positions across global higher education and there are different reasons for this. This study examines barriers to women's leadership development in Ethiopian higher education, with particular attention to the role of national and institutional policies and practices. The study used a phenomenological research design to better understand barriers to women's leadership development in higher education from the views and experiences of women leaders. Data were generated from 12 women vice presidents and official documents. The participants were drawn from each type and generation of universities that exist in Ethiopian higher education. The findings reveal that although there is an improvement in women's leadership development in Ethiopian higher education, many glass ceilings remain unbroken. The result also reveals that institutional barriers are considered the greatest, as they also exacerbate sociocultural and personal barriers to women's leadership development. Although ethnicity is one of the major challenges facing higher education institutions (HEIs) in Ethiopia, it is not identified as a barrier to women's leadership development. The barriers to women's leadership are multifaced and addressing these challenges requires a holistic approach and concerted efforts from major stakeholders, especially policymakers. Unless there is a systemic response, women in higher education will continue to struggle in pursuing senior leadership positions.

Female faculty remain a minority in academic research and women are often perceived to lack the qualities needed to be successful scientists, which may contribute to discrimination and prejudice against female researchers. Research administrators play a pivotal role in the development of strategic, catalytic, and capacity-building activities designed to encourage faculty in attracting extramural research funding. The purpose of this investigation was to explore whether research administrators evaluate extramural grant applicants differently based on gender and different career ranks. Contrary to previous research examining faculty gender biases and stereotypes, our study showed that applicants were rated similarly in researcher competence across both male and female applicants by research administrators (Hypothesis 1). Our research also showed that female candidates were generally seen as more likeable (researcher collegiality) and were rated higher for mentoring potential than male candidates (Hypothesis 2). Furthermore, consistent with prior research, findings suggest that those in the senior career rank were more highly rated for research competence and skill (Hypothesis 3). Although we did not list a formal hypothesis, our findings did support the notion that senior career rank applicants are more highly rated for biosketch design and comprehension, most likely due to their perceived competence and advanced experience. These findings, while preliminary, suggest that traditional barriers related to perceived female researcher competence are not experienced as they interact with research administrators. The main implication of this study is that research administrators do not appear to significantly contribute to the previously reported discrimination and prejudice against the competence of female researchers.

Women academics face unparalleled challenges such as underrepresentation and marginalization in Chinese higher education. A review of the literature revealed a tendency in the scholarly discussions that separates gender from the social and organizational processes, which is a missed opportunity to better understand how gender interacts with the broader social, cultural, and political contexts. Using three major organizational theory perspectives, this conceptual paper addresses the issue of academic gender disparity through analyzing organizational culture, organizational management, and the way higher education institutions interact with the external environments. Higher education institutions are gendered organizations that create, fortify, and reproduce gender inequalities. This essay will provide various methodological, epistemological, and ontological possibilities of interventions for transformative organizational change.

The study investigated the issue of sexual harassment myths among the students of higher institutions of learning in Southeast Nigeria region, focusing on the male and female undergraduates from these institutions as the study population. While the study was guided by Structuration Theory, survey design with questionnaire instrument was applied to manage the study and data collection procedure. Appropriate classification and statistics were applied to check the relationship of the substantive variables to the study. From the findings, there is a prevalence of acceptance of sexual harassment myths (72.3%/55.6%) among the students; gender explained 4.9%/10.4% variance of sexual harassment myths[superscript 1&2], sexual harassment myths[superscript 1&2] explained about 0.98%/0.22% variance of ability to report sexual harassment experience among the students. The study concludes that sexual harassment myths acceptance has been embedded in the consciousness of the youths through the overarching patriarchal structures in the system with gender-based violence and sustainable development implications. [Note: The publication year for v14 n1 (2024) may be incorrect. The correct publication year for this article is 2023.]

This study documents how hegemonic masculinity is experienced through the lens of five female students registered in an engineering course using a single instrumental case study research contextualised in a national university in Mauritius. It analyses how these relations and interactions are interpreted and integrated in the ways the participants are choosing to 'do gender' reflecting critically on what this reveals about acceptance of and resistance to these gendered cultural norms by aspiring women engineers. Interpreted from the lens of gender regimes (Connell 2002), the findings indicate how male students legitimised their power by foregrounding the physical inadequacy of their female classmates, the cultural barriers associated with the rough vocabulary of builders which are certain to cause discomfort to female engineers, and the physically strenuous working environments, all of which are designed to assert a male reading of what engineering work is about. What is, however, also evident is the acceptance of these views by some female participants who feel compelled, to accept 'male help' designed to enforce some form of control and superiority. 'Beating the boys' on their own preferred terrain of abstract thinking appears to be a way for some participants to level the field despite against attempts to represent engineering knowledge as 'male', and only allowing privileged female students to access such understandings is a common gatekeeping exercise endorsed by male classmates. Contribution: This study shows the deep transformations that need to be brought about in higher education settings, particularly in small island contexts where the dominant culture is often silently resistant to progressive equality agenda.

Close reading has long been heralded as a humanities-specific methodology with significant potential for SoTL. This essay fills a gap in SoTL literature with a full case study demonstrating what, exactly, close reading shows us about our data that social science-based quantitative and qualitative analyses may not. Close reading-based analysis of first-year writing students' pre-surveys on gender-inclusive language entails attention to the interrelated form and content of students' self-reflections. This analysis reveals nuances and complexities that, if overlooked, would result in inadvertent misrepresentation of the data. This case study responds not only to calls for humanities-specific SoTL methodologies but also to related calls for greater legitimation of diverse forms for SoTL dissemination, some of which originate in the humanities. It is therefore cast as a reflective essay based on its author's scholarly personal narrative (SPN) as a new, humanities-based SoTL researcher. Finally, this case study demonstrates the value of flexible, deliberately unscientific study designs that are responsive to emergent conditions but foreign to SoTL's dominant social science paradigm. As guides to instruction, pre-surveys are necessary complements to pre-quizzes: learning what students think they know about a concept or skill, their attitudes towards it, and their contexts of prior learning about it--not just their knowledge of it, which is all pre-quizzes can tell us--is an important precursor to effective instruction. But maximizing pre-surveys' potential to guide instruction requires flexible study designs so we can change our pedagogy, including our study's "intervention," if necessary, on the fly.

In this study, gender equality does not imply complete equivalence between men and women, but rather ensures opportunities are independent of gender. Both genders have equal opportunities to fulfill their rights and potential, particularly in education. Unfortunately, not all Betawi women have the opportunity and access to advance their education. A prevailing societal stigma suggests that higher education is unnecessary for them, as their primary role is deemed to be household care. This study aims to examine the relationship between communication patterns within Betawi ethnic families and women's attitudes toward pursuing higher education. This study employs a quantitative methodology, collecting data through surveys. The study participants consisted of 254 women from Betawi ethnic families, both current higher education students and graduates. Spearman's rank analysis was conducted for data analysis, yielding Spearman's rank with a p-value of 0.737. There was a relationship between the communication patterns of Betawi ethnic families and women's attitudes toward continuing higher education, considering the perspective of gender equality in education. This study suggests that education plays a pivotal role in achieving gender justice, facilitating the transmission of norms, knowledge, and skills.

Education in the correctional environment is endorsed as an effective rehabilitative tool linked to reducing recidivism and improving reintegration. Unfortunately, while researchers from the Global North are particularly active on the subject of the accessibility of digital education in corrections, the same cannot be said for the Global South. Of further concern is that few of the studies conducted have focused specifically on incarcerated women's access to education. As discussed in the literature review to follow, research regarding higher education in corrections has the potential for expanding academics, stakeholders, and policy makers understanding of incarcerated students' pathways towards education attainment. Using an intersectional feminist framework, I argue that there is a need for further research on Global South and gender responsive perspectives on carceral education. Research on the topic can identify opportunities offered and challenges faced, as well as the possible implications for students broader societal functioning post-release.

This article describes minoritized college students' encounters with faculty-generated or -condoned racial and gender microaggressions in college classrooms. The Racial Microaggressions Model (Pérez Huber & Solorzano, 2015) and the Taxonomy of Gender Microaggressions (Capodilupo et al., 2010) were used to inform the experiences of microaggressions of 88 college students with minoritized identities at seven institutions around the U.S. Based on the findings, the authors delivered recommendations for teaching and learning in four areas: faculty awareness and training; classroom management; policy, assessment, and evaluation of teaching; and improved mechanisms for student feedback.

In this article, we examine the course "Women and Leadership Discourse" as research in practice. As Craig and Tracy have argued (1995; 2021), practical theory examines data from everyday practices and is consequential to social life. The course centers on women's leadership, issues of leadership dynamics, and women's roles in organizations. As scholars and instructors, we move to transform research into embodied awareness, teaching students of all genders to be poised for career satisfaction because they understand how critical encounters in organizations work, and how to navigate them. In discussing course design, we describe the pedagogical ways which facilitate collaboration, engagement, and critical thinking while using a constructive learning framework. In addition, we offer an outline of course practices and assignments that combine research, action, interest, and awareness. This model framework is an understanding of leadership as discursive construction (Fairhurst, 2007), thus providing students with the tools to manage organizational life.

In this article we examine students' attitudes towards participation in higher education in Cameroon and consider the role of personal and socioeconomic factors in their post-school educational trajectories. The data were drawn from a questionnaire survey of 1,860 final-year secondary school students from Yaoundé, Cameroon, as well as supplementary interviews with 16 students. The findings show that the majority of respondents indicated a preference to continue their education after the end of secondary school and participate in some form of higher education. However, contrary to previous studies that identify gender or SES segregation in higher education participation, the findings in this study suggest that the influence of SES and gender on students' attitudes was minimised in the later stage of secondary schooling. Among the relatively minor external influences, institutional factors surpass family influence, and fathers' influence is stronger than that of mothers, echoing the patriarchal cultural background in Cameroon. Considering the positive attitudes revealed in this study, it is suggested that more external efforts could be made to respond to students' optimistic attitudes and smooth their transition processes. Higher education institutions should improve their capability to enrol and accommodate more students and patriarchal culture should also be challenged to boost women's educational opportunities.