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Rationale and Objectives Our objectives were (1) to determine the extent to which gender discrimination and sexual harassment are experienced by female radiologists and trainees; (2) to examine whether experiencing harassment or discrimination influences perceptions of gender parity; and (3) to explore whether the existence of either formal institutional policies or the number of women in the workplace and/or in leadership positions influences perceptions of having achieved gender equity. Materials and Methods An online anonymous questionnaire, developed through an Association of University Radiologists (AUR) – affiliated 2019–2020 Task Force, was used to assess participant demographics, perceptions of gender parity, and experiences of gender discrimination and sexual harassment. Results A total of 375 complete responses were collected. All respondents were female with most practices consisting of fewer than 25% female radiologists. The majority of respondents reported having been a victim of sexual harassment (n = 226, 60.3%) and gender discrimination (n = 318, 84.8%) in the workplace. Approximately 87.5% of participants believed workplace gender parity would take longer than 10 years to achieve; 26.9% responded that it will never happen. Experiencing gender discrimination or harassment in the workplace was significantly associated with a negative outlook on achieving gender parity. Conversely, the presence and number of adequate formal institutional policies to address workplace gender equity and harassment were significantly associated with optimistic views on achieving gender parity. Higher percentages of women in one's practice as well as number of women in leadership positions were also significantly associated with more optimistic expectations. Conclusion Gender discrimination and sexual harassment are common in the field of radiology and influence victims’ outlook on achieving gender parity in the workplace. Perceptions can be improved by implementing adequate institutional training policies on harassment and increasing the representation of female radiologists.

By embodying movement vocabulary and physical culture drills drawn from a 1911 textbook of physical exercises, in this girl-centred research project we examined how Alberta girls (aged 7 to 22) during the COVID-19 pandemic challenged ideas about Alberta settler girls who lived 100 years ago. Using performance-based historiography as a methodology, participants explored what embodying physical culture movement vocabulary could reveal about archives, past girls, and themselves. Debriefing led to insights concerning relevant social issues, such as gender equity, and current experiences like a growing appreciation for pre-pandemic community-oriented life. In asking provocative questions about the past, these girls demonstrated their potential to shift perceptions of how historically located and contemporary girls are imagined.

Females are under-represented in surgery, including in leadership roles within academia. The Royal College of Surgeons of England and British Association of Oral and Maxillofacial Surgery (BAOMS) have both initiated programmes aiming to promote equality, diversity and inclusion in gender representation. This article quantifies the gender representation amongst editorial boards of oral and maxillofacial journals and further reinforces that there is more work to be done to promote gender parity.

Background Gender inequities in recognition, compensation, promotion, and leadership roles exist in emergency medicine. Formal recognition in the workplace and opportunities for advancement are vulnerable to bias. Objective To examine the gender distribution of national awards in emergency medicine, to analyze whether there is a gap, and to highlight notable trends. Methods Recipients of the major award categories between 2001 and 2020 were examined for the 3 main national emergency medicine organizations. The gender distribution of award winners by year was compared with the gender distribution of female faculty in emergency medicine departments using data from the Association of American Medical Colleges and a chi-squared analysis. Results The gender gap in award winners has decreased over time, but men are still disproportionately given national awards over women. In all 3 organizations, women represented a smaller proportion of award winners than men when compared with the national proportion of women in academic emergency medicine. Advocacy awards were the one category where women were more likely to be recognized. Women were notably least likely to receive clinical and leadership awards. Conclusions The gender gap in emergency medicine awards has narrowed in the last 20 years but still exists. This discrepancy is an example of how bias can compound over time to generate gaps in recognition, career advancement, and promotion. The pipeline to award nominations should be addressed at the individual, departmental, awards committee, and organizational levels. © 2021 Elsevier Inc.

This paper aims at exploring gender equality in career advancement. The literature suggests that family impedes females’ career progression as in Uzbekistan females mostly prioritize child-rearing over career building. However, there is no evidence that single female academics are more successful in their careers than those with families. Meanwhile, males are more likely to have career progression due to the culture-bound domination of men over women. To conduct the research, 76 non-randomly selected academic staff of Westminster International University in Tashkent (WIUT) were surveyed via a questionnaire. The analysis found no statistically significant difference between female and male career advancement. Due to the time constraints as one of the limitations of the study, the research cannot cover a big population to conclude county-wide; notwithstanding, the present research is a steppingstone for further investigation on such a thrilling and up-to-date topic as gender equality

Science in Australia Gender Equity (SAGE) began as a Pilot program in 2015. It was modelled on the UK’s Athena Swan Charter (Advance HE), a framework for improving gender equity and diversity in science, technology, engineering, mathematics and medicine (STEMM); specifically, within higher education and research.

PURPOSE The editorship of medical journals is a leadership role that can affect recognition and career advancement. We determine the gender representation of the editorial boards of oculoplastic surgery journals in comparison to the proportion of women in oculoplastics societies. METHODS The gender composition of the American, European and Asia-Pacific societies of oculoplastic and reconstructive surgery and the editorial boards of their respective society journals were determined with online searches in March 2021. Statistical tests for the equality of proportions were performed. RESULTS Excluding 44 individuals with missing gender data, the three combined oculoplastics societies comprised 1,230 distinct members, with 29% women. The editorial review boards of the three official society publications comprised 59 medical editors, 22% of which were women. There was no statistically significant difference in the proportion of women editors versus women OPRS members (p = .201) but the study is underpowered to detect a 7% difference. A sensitivity analysis with the missing data did not alter the conclusions. The mean h-index/m-quotient of the women editors was 20.50/0.87 and for the men 21.05/0.84, with no statistically significant difference (p = .903/0.851). CONCLUSION Women are underrepresented on the editorial boards of oculoplastic journals. Possible methods to improve gender balance include multicriteria objective decision-making criteria for editor nominations, mentoring peer reviewers that are women, and appointing a journal editor for equity, diversity and inclusion.

This study investigates the impediments that Australian, female, independent filmmakers face in bringing female-centred stories onto the screen. In 2016, the federal screen funding agency Screen Australia launched Gender Matters to better understand the many barriers facing women filmmakers and create opportunities for female screen creatives to gain equity in the screen industries. But how have this impacted and improved conditions for female filmmakers? The authors of this current study are female screenwriters, directors and producers who have experienced and witnessed the many difficulties women face in the Australian screen industry. The article comprises case studies of recent, successful, female, independent feature filmmakers, the AACTA Award nominated creators of Strange Colours, The Second and Hot Mess. The research explores emergent themes and recommendations based on interviews with the filmmakers. They observe that while some impediments in the low budget, independent sector continue, others have subsided and a considerable number of promising developments are emerging. Screen Australia’s Gender Matters and other initiatives by State-based screen agencies have encouraged this progress, but changes in the global socio-cultural discourse have also been influential.

Background To determine the perception of Spanish dentists about the situation of the profession nowadays and how the changes occurred in dental workforce (in number and gender of the past twenty years) have affected their personal and professional lives, under a gender-based approach. Material and Methods An online survey comprising of 51 opinion and socio-economic questions, divided into 9 sections of different topics, which was administered between the members of 13 professional associations. Chi-squared tests were calculated (p

Resumen Este ensayo plantea la discusión sobre la igualdad y la equidad de género en el sistema educativo de secundaria en Costa Rica. Ofrece una propuesta de criterios evaluativos por aplicar con respecto de las acciones de la Política de Equidad e Igualdad de Género promulgada en el Ministerio de Educación Pública. Se realiza una aproximación al contexto social y educativo para plantear el siguiente cuestionamiento general: ¿De qué manera puede contribuir la evaluación social de procesos educativos a develar, en los espacios, las normas y los discursos situados en la convivencia educativa, el binomio igualdad-desigualdad, así como la naturalización e invisibilización de condiciones desiguales desde el género? Desde la disciplina evaluativa, el ejercicio de reflexión se ampara en la perspectiva de evaluación pluralista, que resulta especialmente sensible a las desigualdades, discriminaciones, estereotipos y expresiones violentas relacionados con la condición de género. Este documento ofrece un diseño evaluativo que se elabora luego de la investigación documental y realiza una desagregación metodológica con preguntas, dimensiones, variables e indicadores de carácter evaluativo. Las conclusiones señalan que la evaluación puede y debe contribuir a potenciar ambientes de sana convivencia, libres de discriminación y violencias de género; además, destaca que la temática general de equidad e igualdad en el sistema educativo es responsabilidad de muchas personas y quedan todavía retos por enfrentar cotidianamente, pues todas las personas nos involucramos de distinta forma a los cambios que se requieren para eliminar la discriminación y la violencia por condición de género. Abstract This essay raises the discussion on gender equality and equity in the highschool education system in Costa Rica. It offers a proposal of evaluative criteria to be applied to the actions of the Gender Equity and Equality Public Policy promulgated by the Ministry of Public Education. Through an approach to the social and educational context a general question is posed: In what way can the social evaluation of educational processes contribute to unveiling, in the spaces, the norms and the discourses located in the educational coexistence, the equality- inequality, as well as the naturalization and invisibility of unequal conditions from gender? From the evaluative discipline, the reflection exercise is underpinned by the pluralistic evaluation perspective, which is especially sensitive to inequalities, discrimination, stereotypes and violent expressions related to gender. This document offers an evaluative design that is based upon documentary research and performs a methodological disaggregation with questions, dimensions, variables and indicators of an evaluative nature. The conclusions indicate that the evaluation can and should contribute to promoting environments of healthy coexistence, free of discrimination and gender violence. In addition, it highlights that the general issue of equity and equality in the educational system is the responsibility of many actors and there are still challenges to face on a daily basis, since all of us must be involved in one way or another in the transformations that are required to eradicate gender violence

This paper argues that New Zealand needs a coherent approach to gender equity and that the experiences of other countries provide some evidence of which policies work and in what circumstances. For this purpose, the Canadian and Swedish approaches to gender equity are compared. Swedish policy is found to be more effective than Canadian policy, but only in narrowing the gender pay gap. Furthermore, it is argued that the ideological incompatibilities of Swedish social democracy and Canadian liberalism would make it difficult for Canadians to emulate even this one dimension of Swedish success. The remainder of the paper examines the common failings of both Canadian and Swedish approaches to gender equity, and, on this basis, makes suggestions for future Canadian reforms which might also prove valuable to New Zealanders in establishing their own approach to gender equity.

What is the impact of the gender pay gap in academia over the course of a career and retirement? To quantify this impact, we used a Canadian post-secondary institution as a case study and simulated the effects of the reported difference in salary across multiple academic career trajectories. A starting wage gap of less than $9,000 resulted in a $300,000–$400,000 gender wage gap over the course of a career, and a further $148,000–$259,000 gender pension gap, for a total gender pension and wage gap of $454,000–$660,000, depending on the rank achieved. Thus, focusing on gender gaps in salary alone leads to a substantial underestimation of the long-term effects of the gender gap., Quel est l’impact de l’écart salarial entre les hommes et les femmes en milieu universitaire au cours d’une carrière et à la retraite? Pour quantifier cet impact, nous avons réalisé une étude de cas sur un établissement d’enseignement supérieur canadien et avons simulé les effets de la différence déclarée de salaire à travers de multiples trajectoires de carrière à l’université. Un écart salarial initial de moins de 9 000 $ a ainsi engendré un écart salarial entre les sexes de 300 000 $ à 400 000 $ au cours d’une carrière ainsi qu’un écart de 148 000 $ à 259 000 $ à la retraite, pour un écart total de 454 000 $ à 660 000 $ entre les sexes pour le salaire et la retraite combinés, selon le rang atteint. Ainsi, la considération des écarts entre les sexes sur la base du salaire seulement mène à une sous-estimation substantielle des effets à long terme de la disparité entre les sexes.

While Guatemala has made great strides towards gender equality, it remains a country with vast disparities. Gender sensitization and empowerment programs during adolescence when gender attitudes are formed have the potential to diminish gender inequities. The Girl Rising Pilot Program (GR) is a 24-week curriculum designed for adolescent girls living in the Sololá region where 95% of the total population is indigenous and Mayan. The present pilot study evaluated outcomes of the GR Guatemala pilot program. Specifically, the evaluation examined whether there were differences between baseline and follow-up on perceptions of gender equity, aspirations, and communication for adolescent girls who participated in the GR program. A quasi-experimental study design with a one group pre- and post-test was implemented. The pilot evaluation study included all 265 participants at baseline who participated in the GR program. after controlling for significant variables, it was found that the gender equitable attitudes score and communications scale still significantly increased between baseline and follow-up. The results of this evaluation prove that gender sensitization programs play a key role in forming and changing gender attitudes during adolescence, and have the potential to alter their short and long-term attitudes and beliefs.

At Title IX’s 50th anniversary we address the contradictions embedded in liberal state reform. This anniversary provides a juncture to consider the limitations of seeking gender liberation through the state. While US law is often credited with revolutionizing athletic access for girls and women, we trace how the state stymied greater transformation efforts. Using poststructuralist and Black feminist state critiques, we show how Title IX utilized an assimilation approach to equity by inviting state domination into women’s sports. This invitation expanded state power across four domains— definitional, protective, surveillance, and economic—which retained rather than disrupted heteropatriarchal, White, capitalist, dominance. We conclude with suggestions to reignite a movement for women's liberation that reimagines gender-equitable sports beyond the state's control for the forthcoming 50 years.

Implicit bias, microaggressions, and macroaggressions have a negative impact on physician and trainee wellness. In this article, we describe how structural racism, misogyny, and other social constructs have shaped the medical landscape. Increasing awareness in medical education, patient care, and research can help to dismantle the effects.

Vascular surgeons of all backgrounds play an important role in providing high quality vascular surgical care in their communities. In America, with our diverse population and communities, patients presenting with vascular disease are very common and could pattern the community demographic. Often faced with the challenges of community hospital politics and demand, the vascular surgical workforce has continued to be active members in their communities, focusing on their strengths to lead vascular surgery healthcare in an environment of high patient demand. Having a varied vascular surgery workforce provides all patients afflicted by vascular disease a comfortable opportunity for compassionate and empathic vascular care. This is a significant strength of vascular care when diversity, equity, and inclusion are supported by the leadership.

Many of the systemic practices in medicine that have alienated lesbian, gay, bisexual, transgender, and queer or questioning (LGBTQ) individuals persist today, undermining the optimal care for these patients and isolating LGBTQ medical providers from their colleagues. The 2020 Task Force on Diversity, Equity, and Inclusion Report recently published by the Society for Vascular Surgery marked the first publication advocating for the inclusion of sexual orientation and sexual identity in the development of initiatives promoting and protecting diversity across vascular surgery. Vascular providers should be aware that it is crucial to cultivate an environment that is inclusive for LGBTQ patients because a large proportion of these patients have reported not self-disclosing their status to medical providers, either out of concern over potential personal repercussions or failing to recognize the potential relevance of LGBTQ status to their medical care. Safe Zone training has provided a standard resource for providers and staff that can be integrated into onboarding and routine training. Clarifying the current terminology for sexual orientation and identity will ensure that vascular providers will recognize patients who could benefit from screening for additional vascular risk factors relevant to this population related to sexual health, social behavior, physical health, and medical therapies. The adoption of gender neutral language on intake forms and general correspondence with colleagues is key to reducing the unintended exclusion of those with LGBTQ identities in both inpatient and outpatient environments. In many locales across the United States, the professional and personal repercussions for openly reporting LGBTQ status persist, complicating efforts toward quantifying, recognizing, and supporting these patients, practitioners, and trainees. Contributing to an inclusive environment for patients and peers and acting as a professional ally are congruent with the ethos in vascular surgery to treat all patients and colleagues with respect and optimize the healthcare of every vascular patient.

Medical schools and surgical residencies have seen an increase in the proportion of female matriculants, with 30% of current vascular surgery trainees being women over the past decade. There is widespread focus on increasing diversity in medicine and surgery in an effort to provide optimal quality of patient care and the advancement of science. The presence of gender diversity and opportunities to identify with women in leadership positions positively correlates with women choosing to enter traditionally male-dominated fields. The purpose of this study was to evaluate the representation of women in regional and national vascular surgical societies over the last 20 years.A retrospective review of the meeting programs of vascular surgery societies was performed. Data were collected on abstract presenters, moderators, committee members and chairs, and officers (president, president-elect, vice president, secretary, and treasurer). The data were divided into early (1999-2009) and late (2010-2019) time periods.Five regional and five national societies' data were analyzed, including 139 meetings. The mean percentage of female abstract presenters increased significantly from 10.9% in the early period to 20.6% in the late period (P .001). Female senior authors increased slightly from 8.7% to 11.5%, but this change was not statistically significant (P = .22). Female meeting moderators increased significantly from 7.8% to 17.2% (P .001), as well as female committee members increased from 10.9% to 20.3% (P = .003). Female committee chairs increased slightly from 10.9% to 16.9%, but this difference was not statistically significant (P = .13). Female society officers increased considerably from 6.4% to 14.8%. (P = .002). Significant variation was noted between societies, with five societies (three regional and two national) having less than 10% women at the officer level in 2019. There was a wide variation noted between societies in the percentage of female abstract presenters (range, 7.6%-34.9%), senior authors (3.9%-17.9%), and meeting moderators (5.4%-40.7%).Over the past two decades, there has been a significant increase in the representation of women in vascular surgery societies among those presenting scientific work, serving as meeting moderators, and serving as committee members. However, the representation of women among committee chairs, senior authors, and society leadership has not kept up pace with the increase noted at other levels. Efforts to recruit women into the field of vascular surgery as well as to support the professional development of female vascular surgeons are facilitated by the presence of women in leadership roles. Increasing the representation of women in vascular society leadership positions may be a key strategy in promoting gender diversity in the vascular surgery field.

South Korea is the first country to shift from strong son preference to preferring daughters. This paper examines the factors associated with daughter preference, using data from the 2012 Korea Gen...

Women make up almost 50% of our global population ( World Bank, 2019 ); however, they comprise only 6% of elected nation leaders ( UN Women, 2020a ). Though small in number, when coronavirus disease 2019 (COVID-19) global pandemic impacted our societies in 2019, women leaders were featured for their skillful navigation of an unknown and invisible threat. An understanding of the history of work toward gender equity, the current state of female leadership, and the continued barriers facing female leadership are reviewed to gain increased appreciation for why this emphasis was placed on female leadership. Researches analyzing women leaders during COVID-19 during the early months of the pandemic are presented, showcasing the promising and significant findings. Global women leaders consistently demonstrated a trend of enacting prompt public health measures, resulting in low death rates.

International audience; Despite increased awareness of the lack of gender equity in academia and a growing number of initiatives to address issues of diversity, change is slow, and inequalities remain. A major source of inequity is gender bias, which has a substantial negative impact on the careers, work-life balance, and mental health of underrepresented groups in science. Here, we argue that gender bias is not a single problem but manifests as a collection of distinct issues that impact researchers’ lives. We disentangle these facets and propose concrete solutions that can be adopted by individuals, academic institutions, and society

Urban food policies are increasingly considered central instruments for the promotion of food systems sustainability. As for their social sustainability, justice and equity are expected to play a central role, but gender equity remains not fully developed. In order to explore how gender relations can be addressed in the context of urban food policies in global North settings, in this paper we analyze the drafting process of the Urban Food Strategy of Zaragoza (Spain), self-identified as agroecology-oriented and which aimed at introducing a gender-sensitive approach. Based on empirical insights from this case study, we show that a lack of reflection and empirical development exists on the food policy-gender equity nexus, while at the same time there is an emergent body of specific proposals to be obtained from feminist and agroecological reflections on urban lifestyles. Indeed, our paper shows that agroecological and feminist approaches converge in claiming for the visibilization of food-related care work, and in its de-privatization through community-based infrastructures. The paper also unveils limiting conditions which may hinder the transformative potential of agroecology and feminism in urban food policy co-production processes, such as top-down approaches to food policy production, weak participatory processes, and gender-blind decisions among city officers., This article has benefited from a Juan de la Cierva (2016) post-doctoral grant from the Spanish Ministry of Economy, Industry and Competitiveness, and from a grant from the Fund for the Third Sector from the Spanish Ministry of Ecological Transition and Demographic Challenge (2020 and 2021).

PURPOSE This study aims to evaluate the effects of the gender course (GC) on nursing students' gender equality perceptions, dating violence attitudes, and problem-solving behaviors in romantic relationships. DESIGN AND METHODS Using a sequential explanatory mixed-methods design, this study utilized Sociodemographic Form, Gender Equality Scale (GES), Dating Violence Attitudes Scale (DVAS), Problem-solving in Romantic Relationships Scale (PSRRS), and students' written accounts to collect data. FINDINGS GES and PSRRS scores demonstrated no differences between the experimental and control groups; DVAS scores indicated differences. The quantitative findings were supported through the qualitative findings. The GC increased students' awareness about gender equality and dating violence and had positive effects problem-solving skills in romantic relationships. PRACTICE IMPLICATIONS GC could be utilized to raise awareness about gender-based violence.

Gender balance in intensive care medicine (ICM) is a worthy goal for numerous reasons. However, despite reaching parity in medical school and a substantial rise in the proportion of female ICM trainees over the past decade, women remain under-represented in ICM in Australia and New Zealand. Women comprise 21% of fellows and are underrepresented in academia and positions of leadership.

In recent years, a great deal of attention has been paid to gender inequities in health. However, while we have a good body of evidence on the impact of gender on the health and vulnerability of women and men, we have not yet been able to generate sufficient evidence on effective interventions that can transform this situation or can influence public health policy making. Only a limited number of educational interventions on gender-sensitivity, gender bias in clinical practice and policies to tackle gender inequalities in health have been formulated, implemented and evaluated. Even in the current pandemic situation caused by SARS-CoV2, we have seen the lack of gender mainstreaming reflected in the global response. This happens even when we have tools that facilitate the formulation and implementation of actions to reduce gender inequities in health. We consider that the current initiatives organized to carry out advocacy activities on gender inequity in health to be very positive. In the same line of these initiatives, we propose that while academic and institutional research on gender and health remains essential, we need to shift the focus towards action. In order to move forward, we need public health researchers questioning what public health practice need to do to address gender inequities and shake structural and social power inequities in order to increase the gender equity in health. Resumen: En los últimos años se ha prestado mucha atención a las desigualdades de género en salud. Si bien hay abundante evidencia sobre el impacto del género en la salud y la vulnerabilidad de mujeres y hombres, aún no se ha podido generar evidencia suficiente sobre intervenciones efectivas que puedan transformar esta situación o que puedan influir en la formulación de políticas de salud pública. Solo se han formulado, implementado y evaluado un número limitado de intervenciones educativas sobre la sensibilidad de género, de intervenciones para reducir el sesgo de género en la práctica clínica y de políticas para abordar las desigualdades de género en la salud. Incluso en la actual situación de pandemia causada por el SARS-CoV2 se ha visto la falta de transversalización de género reflejada en la respuesta global. Esto sucede incluso cuando se cuenta con herramientas que facilitan la formulación y la implementación de acciones para reducir las inequidades de género en salud. Consideramos que las iniciativas actuales para realizar acciones con incidencia sobre la inequidad de género en salud son muy positivas. En esta línea, proponemos que, si bien la investigación académica e institucional sobre género y salud sigue siendo fundamental, hay que cambiar el enfoque hacia la acción. Para avanzar, es necesario que las personas que investigan en salud pública se cuestionen qué deben hacer las prácticas de salud pública para abordar las inequidades de género y hacer tambalear las inequidades estructurales y de poder social con el fin de aumentar la equidad de género en la salud.

COVID-19 is a worldwide pandemic, with frontlines that look drastically different than in past conflicts: that is, women now make up a sizeable majority of the health care workforce. American women have a long history of helping in times of hardship, filling positions on the home front vacated by men who enlisted as soldiers during World War I and similarly serving in crucial roles on U.S. military bases, on farms, and in factories during World War II. The COVID-19 pandemic has represented a novel battleground, as the first in which women have taken center stage, not only in their roles as physicians, respiratory therapists, nurses, and the like, but also by serving in leadership positions and facilitating innovations in science, technology, and policy. Yet, the pandemic has exacerbated multiple pain points that have disproportionally impacted women in health care, including shortages in correctly sized personal protective equipment and uniforms, inadequate support for pregnant and breastfeeding providers, and challenges associated with work-life balance and obtaining childcare. While the pandemic has facilitated several positive advancements in addressing these challenges, there is still much work to be done for women to achieve equity and optimal support in their roles on the frontlines.

The annual meeting of the Society for Epidemiologic Research (SER) is a major forum for sharing new research and promoting the career development of participants. Because of this, evaluating representation in key presentation formats is critical. For the 3,257 presentations identified at the 2015–2017 SER annual meetings, we evaluated presenter characteristics, including gender, affiliation, subject area, and h-index, and representation in 3 highlighted presentation formats: platform talks (n = 382), invited symposium talks (n = 273), and chairing a concurrent contributed session or symposium (n = 188). Data were abstracted from SER records, abstract booklets, and programs. Gender was assessed using GenderChecker software, and h-index was determined using the Scopus application programming interface. Log-binomial models were adjusted for participant characteristics and conference year. In adjusted models, women were less likely than men to present an invited symposium talk (relative risk = 0.60, 95% confidence interval: 0.45, 0.81) compared with all participants with accepted abstracts. Researchers from US public universities, US government institutions, and international institutions were less likely to present a symposium talk or to chair a concurrent contributed session or symposium than were researchers from US private institutions. The research areas that were most represented in platform talks were epidemiologic methods, social epidemiology, and cardiovascular epidemiology. Our findings suggest differences in representation by gender, affiliation, and subject area after accounting for h-index.

Considerable evidence has demonstrated that gender influences interactions during in-person meetings, most commonly, negatively impacting women and persons of color. Pervasive gender stereotypes about roles that were (and are) occupied by men and women lead to implicit assumptions about competency in said roles. For example, women may receive more negative verbal interruptions or nonverbal cues that undermine their authority as a leader, a stereotypically male-typed role. The coronavirus pandemic has led to the rapid rise in videoconferencing in professional interactions; however, little is known about videoconferencing etiquette and how gender bias permeates to this new setting. Although there are many benefits to the use of this technology, it has the potential to reinforce gender bias rooted in cultural and societal norms, gender stereotypes, and traditional gender roles. The well-documented implicit biases that have been shown to favor men over women during in-person meetings may translate to further gender gaps in leadership during virtual meetings. It is also possible that videoconferencing could be used to reduce gender bias, but until we have research to shine a light on this topic, this article provides 10 tips for promoting gender equity during virtual meetings.

This article is the first of a two-part series to analyze current research on harassment in archaeology. Harassment has shaped the discipline of archaeology since at least the late 1800s. Since the 1970s, harassment has been recognized as a significant factor impacting gender equity in archaeology. Recent qualitative and quantitative research has verified that harassment occurs at epidemic rates in archaeology. Archaeologists are primarily harassed by other archaeologists, and harassment occurs not only in field research settings but also in classrooms, laboratories, museums, office workplaces, and conferences. Although women in archaeology experience a higher frequency of harassment, both men and women report harassment at disturbingly high rates. Archaeologists of color, LGBTQIA+ archaeologists, nonbinary archaeologists, and archaeologists with disabilities are also disproportionately harassed. As reflected in the author's own career experiences, harassment creates a cognitive burden for survivors and reduces access to professional opportunities, directly impacting diversity within archaeology. Fortunately, there are evidence-based interventions and policies that can reduce harassment and support survivors. These are discussed in the second article, “Disrupting Cultures of Harassment in Archaeology.”

In this commentary, we describe historical and other influences that drive "double discrimination" in gynecologic surgery-lower pay in the area of surgery that boasts the largest proportion of female surgeons and is focused on female patients and explore how it results in potentially lower quality care. Insurers reimburse procedures for women at a lower rate than similar procedures for men, although there is no medically justifiable reason for this disparity. The wage gap created by lower reimbursement rates disproportionately affects female surgeons, who are disproportionately represented among gynecologic surgeons. This contributes to a large wage gap in surgery for women. Finally, poor reimbursement for gynecologic surgery pushes many obstetrics and gynecology surgeons to preferentially perform obstetric services, resulting in a high prevalence of low-volume gynecologic surgeons, a metric that is closely tied to higher complication rates. Creating equity in reimbursement for gynecologic surgery is one important and ethically required step forward to gender equity in medicine for patients and surgeons.

Gender equity in division of domestic labor and its positive effects on fertility have been well documented in Western countries. This research extends the classic gender equity theory to East Asia, a country with an extended family tradition that complicates gender roles. Using four waves of data from the China Family Panel Study (CFPS), we find that: (1) parents or parents-in-law serve as a major source of informal help for housework and childcare in China; (2) the domestic help from parents can significantly increase the likelihood of childbearing for Chinese women; (3) the help from husbands is less important and only significant when parental help is absent. While gender equity in the West has a profound influence on gender equity in the East, Confucian traditions that assign roles according to gender and to the relationships among grandparents, parents, and children are a force to be reckoned with in China.

Despite the achievement of gender equity in education in many developing countries, a gender gap still exists with respect to formal employment. Through inhibiting women's empowerment and reducing the supply and productivity of labour, this gap results in poorer development outcomes. This paper examines whether exogenous rainfall shocks experienced in early life explain variations in future formal sector employment outcomes. It does so for Vietnam, a country that is highly vulnerable to rainfall shocks. The paper employs data from the Vietnam Household Living Standards Survey and rainfall data from the Gridded Monthly Time Series Dataset. Findings suggest that rainfall shocks experienced early in life have a long temporal reach by reducing the probability of formal sector employment for women but not for men. Other findings indicate that the gendered impact of rainfall shocks operates through differential effects on educational attainment and that shocks occurring in the first and second year of life are most important.

The Sustainable Development Goals set a triple educational objective: improve access to, quality of, and gender equity in education. This paper documents the effectiveness of a multifaceted educational program, pursuing these three objectives simultaneously. Using an experiment in 229 schools in rural Rajasthan (India), the study measures the effects of the program on students’ school participation and academic performance over two years, while also examining heterogeneous impacts across gender and initial learning ability. It finds that the program increased student enrollment, with the largest effects among girls (7.2 percent in the first year, 12.8 percent in the second). There were large learning gains of 0.329 standard deviations (SDs) in the first year and 0.206 SDs at the end of the second year. The learning component of the intervention targeted both boys and girls – boys and girls benefited equally from the program in terms of test score gains.

The purpose of this systematic review is to identify the factors that influence school effectiveness in Latin America. This was carried out through the analysis of 41 original studies of Latin American authors published in indexed journals of SciELO and Scopus databases, between the years 2010 to 2020. After defining the search process and selecting the articles, the following criteria were analyzed: authorship of the articles, years of publication, countries of origin, research methodology, and educational actors considered as a sample. The results show that there is gender equity and a tendency to research collaborations. The subject matter has been addressed in a fluctuating manner, from 2015 to 2018 years during which the highest number of publications were concentrated (68.3%). Chile and Mexico are nations that lead the research, and the rest fourteen countries in the region do not have representation in this study. Quantitative methodology is the most used (46.3%), and the factors considered by the actors of effectiveness were students, teachers, principals, school, educational communities, classroom, and citizenship, the first three being the most frequently used.

Uno de los procesos de transformación social de los que no se ha sustraído la institucionalidad del Estado ha sido la posibilidad de integrar a la mujer en diferentes actividades. Actualmente, esto se considera como un factor de modernización organizacional, además de verse motivado por demandas sociales crecientes, en términos de igualdad de derechos, equidad de género y equiparación de estándares internacionales. En tal sentido, el presente artículo analiza la incorporación de las mujeres en el arma de Infantería del Ejército Nacional de Colombia. Para ello, realiza una descripción de tal incorporación en las Fuerzas Armadas de diferentes países y la compara posteriormente con la experiencia colombiana y, en especial, con la incorporación de la mujer en el arma mencionada, contemplando información en una línea de tiempo desde 1976 hasta 2021. Adicionalmente, se analizan los factores que han influido en esa transformación mediante el testimonio de las primeras mujeres que hoy en día hacen parte del arma de Infantería, con el fin de evidenciar tanto su capacidad para participar en todos los espacios de la institución como la que tiene el Ejército Nacional de Colombia para adaptarse e incluirlas dentro de sus filas.

PURPOSE: Despite efforts to increase the representation of women in the national scientific workforce, results still lag. While women’s representation in health-related sciences has increased substantially, women remain underrepresented in senior leadership roles. This study was conducted to elucidate influences at the individual, interpersonal, organizational, and societal levels that present as barriers to and facilitators for advancement in research careers for women, with the goal of promoting and retaining a more diverse leadership. METHOD: The authors conducted individual, 1-hour, in-depth, semistructured interviews with 15 female early stage investigators pursuing careers in health sciences research at a large minority-serving institution in Florida in 2018. Interview guides were designed by using a social ecological framework in order to understand the influence of multilevel systems. Employing a qualitative approach, drawing from a phenomenological orientation, 2 researchers independently coded transcripts and synthesized codes into broad themes. RESULTS: Barriers and facilitators were reported at all ecological levels explored. Illustrative quotations reflect the unequal distribution of familial responsibilities that compete with career advancement, family members’ lack of understanding of the demands of a research career, the importance of female mentors, perceived differences in the roles and expectations of female and male faculty at institutions, and normative upheld values that influence early career progression. CONCLUSIONS: Achieving pervasive and sustained changes that move toward gender equity in research requires solutions that address multilevel, explicit and implicit influences on women’s advancement in science. Suggestions include shifting familial and institutional norms, creating support systems for women with female mentors, and enforcing consistent policies regarding the roles and expectations of faculty. Findings shed light on the influence of gender on career progression by providing context for the experiences of women and underscore the importance of addressing pervasive societal and structural systems that maintain inequities hindering women’s progress in the scientific workforce.

With nearly 97% of incidents within the past 40 years committed by men, mass public shootings are a gendered social problem. Yet, empirical research on this phenomenon largely neglects gender hierarchy and cultural factors as predictors, in favor of individual- and event-level characteristics. Despite calls from scholars to place masculinity and threats to patriarchal hegemony at the center of analyses, no empirical studies to our knowledge have examined the role of gender inequality in mass public shootings. The findings indicate that gender inequality, structural and ideological, are important predictors of mass public shootings and that future research should continue to investigate such violence from a gendered lens.

BackgroundIndividuals exhibiting gender nonconforming behaviors experience low self-esteem and a number of other mental health conditions, including elevated suicide risk. Most of the relevant evidence is confined to US studies, however. Adopting a cross-national approach, we examined the pervasiveness of the psychological burden associated with gender nonconformity. Because self-esteem is sensitive to the fulfillment of societal expectations for gender conformity, we reasoned that the relationship between gender conformity and self-esteem ought to decrease as societies become less restrictive in their gender norms.MethodsTo test this proposition, we conducted two studies including 18 national samples from 15 countries varying in gender equality. Participants responded to an online survey that included measures of gender conformity and self-esteem (N = 4486).ResultsUsing multilevel analyses and meta-analytic statistics over the samples of both studies, we found that as gender equality increased, the association between gender conformity and self-esteem decreased.ConclusionsThe results suggest that rather than being inherently noxious, gender non-conformity becomes detrimental to self-esteem when it clashes with restrictive gender role norms that are enacted by the macrosocial context. We suggest that previous findings on psychological problems related to gender nonconformity be considered within a broader macrosocial context that may constrain people's freedom to move against gender role norms.

La presente investigación analiza las condiciones de equidad de género en las que se encuentran las docentes que ocupan posiciones de liderazgo en la Universidad Central del Ecuador (UCE) desde la perspectiva del Objetivo de Desarrollo Sostenible (ODS) 5 y su meta 5.5, para lo cual se utilizó una metodología mixta de carácter cuantitativo y cualitativo. Si bien la problemática de género en las universidades está identificada y presenta una serie de implicaciones y/o factores como la cultura androcéntrica, la falta de referentes históricos, la feminización de los espacios privados, los ámbitos organizativos mínimos para mujeres al interior de las universidades, la falta de conciencia de género, las diferencias de estilos de liderazgo (prototipos), la universidad como espacio reproductor de desigualdades, etc., ante lo cual se han establecido acuerdos, políticas y metas, aunque en la práctica los avances son lentos. En el caso ecuatoriano, el marco jurídico ha ejercido un rol fundamental, ya que ha presionado a las universidades a incorporar mujeres en puestos de liderazgo y dirección. Los hallazgos evidencian que el cumplimiento del ODS 5 y su meta 5.5 en la Central presenta avances, pero no suficientes. The present investigation analyses the conditions of gender equality in which the teachers who occupy leadership positions at the Central University of Ecuador (UCE) are found from the perspective of the Sustainable Development Goal (SDG) 5 and its goal 5.5, for which a mixed quantitative and qualitative methodology was used. Although the gender problem in universities is identified and presents a series of implications and/or factors such as the androcentric culture, the lack of historical references, the feminization of private spaces, the minimum organizational areas for women within the universities, lack of gender awareness, differences in leadership styles (prototypes), the university as a reproductive space for inequalities, etc., in response to which agreements, policies, goals, and more have been established; in practice progress is slow. In the Ecuadorian case, the legal framework has played a fundamental role since it has pressured universities to incorporate women into leadership and management positions. The findings show that compliance with SDG 5 and goal 5.5 at the Central University shows progress, but not enough. A presente pesquisa analisa as condições de equidade de gênero nas quais se encontram as docentes que ocupam posições de liderança na Universidad Central del Equador (UCE) a partir da perspectiva do Objetivo de Desenvolvimento Sustentável (ODS) 5 e sua meta 5.5. Para tanto, utilizou-se uma metodologia mista de caráter quantitativo e qualitativo. Embora a problemática de gênero nas universidades esteja identificada e apresente uma série de implicações e/ou fatores, como a cultura androcêntrica, a falta de referentes históricos, a feminização dos espaços privados, os âmbitos organizativos mínimos para as mulheres no interior das universidades, a falta de consciência de gênero, as diferenças de estilos de liderança (protótipos), a universidade como espaço reprodutor de desigualdades, etc., ante os quais foram estabelecidos acordos, políticas, metas, etc., na prática, os avanços são lentos. No caso equatoriano, o marco jurídico exerceu um papel fundamental ao pressionar as universidades a incorporar mulheres a cargos de liderança e direção. Os resultados evidenciam que o cumprimento do ODS e de sua meta 5.5 na Universidad Central apresenta avanços, porém não suficientes.

Sport is an equalizer is not always a reality as demonstrated by persistent gender inequality in Nigeria. Therefore, investigating gender inequalities in sports remains highly relevant. This study ...

As we write this commentary in the summer of 2020 in the midst of the coronavirus pandemic, we are observing a world of work (and of unemployment) vastly different than it was six short months ago In this commentary, we focus on the effects the coronavirus pandemic has had, and may continue to have, on gender equity issues in organizations and society

Background Understanding student motivational factors such as test anxiety and science confidence is important for increasing retention in science, technology, engineering, and math (STEM), especially for underrepresented students, such as women. We investigated motivational metrics in over 400 introductory biology students in Norway, a country lauded for its gender equality. Specifically, we measured test anxiety and science confidence and combined students’ survey responses with their performance in the class. Results We found that female students expressed more test anxiety than did their male counterparts, and the anxiety they experienced negatively predicted their performance in class. By contrast, the anxiety male students experienced did not predict their performance. Conversely, men had higher confidence than women, and confidence interacted with gender, so that the difference between its impact on men’s and women’s performance was marginally significant. Conclusions Our findings have implications for STEM instructors, in Norway and beyond: specifically, to counter gender-based performance gaps in STEM courses, minimize the effects of test anxiety.