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Aim: The objective of this study is to explore the relationship between sex and jaw function and to test whether anxiety mediates the causal relationship between sex and jaw function in temporomandibular disorders (TMDs) patients. Methods: A total of 488 participants with TMD were included in the analysis. Demographic data were collected. Generalized anxiety symptoms and anxiety severity were initially assessed using the GAD-7 questionnaire. And jaw function limitation was measured using the JFLS-8 scale. A directed acyclic graph (DAG) was used in this study to evaluate the hypotheses. Mediation analysis was conducted to explore causality and to calculate the total effect, natural direct effect (NDE) and natural indirect effect (NIE). Results: In TMD patients, there was a significant association between female and jaw function (r = 0.17, p < 0.001), female and anxiety (r = 0.15, p = 0.002), anxiety and jaw function (r = 0.35, p < 0.001). In addition, sex can directly lead to differences in impaired jaw function (NDE: 3.719, 95% CI: 1.619-5.828, p < 0.001), and can also be causally related to jaw function through anxiety (NIE: 1.146, 95% CI: 0.267-2.024, p = 0.011). And the total effect was 4.865 (95% CI, 2.709-7.029, p < 0.001). Conclusion: A causal mechanism was found that anxiety acts as a mediator of sex effects on jaw function. Therefore, psychological factors need to be taken into account in the treatment of female TMD patients. Further clinical trials are needed to explore whether psychotherapy is more beneficial to improve jaw function in female TMD patients. [ABSTRACT FROM AUTHOR]

Gender inequity is an ongoing issue that organizations and society have failed to address fully. The (stalled) gender revolution is multidimensional and complex, and the ‘ideal worker myth’ – the outdated belief that the ‘ideal worker’ can put work above all else in their life – is one such factor that perpetuates gender inequity at work. We use this article as a space to contribute to the conversation around gender equity and the myth of the ideal worker, especially in response to challenges highlighted during and since the COVID-19 pandemic. This is a crucial time at which the ideal worker should be subverted, as women’s participation in the paid workforce was undermined by pandemic-related issues, perhaps even moving the gender revolution backward. Here, we provide an overview of these topics to orient our readers, and we recommend remedying these issues using an intersectional feminist approach in both research and practice. Our actionable recommendations are the crux of this article and are designed to promote gender equity and end the myth of the ideal worker once and for all. [ABSTRACT FROM AUTHOR]

This study applies a panel data stochastic frontier analysis to country data towards examining the effect of gender equity in labour market opportunities upon efficiency in the production of GDP. It finds that aggregate technical efficiency is improved by a widening of women's labour market opportunities as indicated by a rise in their share of employment, but that this effect is dampened by patriarchal cultural norms whose strength is measured by the proportion of the population tracing its ancestry to ethnic groups who adopted the plough as an agricultural implement. That aggregate technical efficiency rises in women's share of employment is consistent with improvement in the average quality of the workforce when talented women's entry to it is eased. That this effect is dampened by patriarchal cultural norms is consistent with them promoting a misallocation of employed women. Additionally, aggregate technical efficiency appears improved by democracy, the control of corruption, and trade-openness. [ABSTRACT FROM AUTHOR]

Within the growing literature about allyship in the workplace, few studies have specifically addressed faculty allyship for faculty colleagues. Previous studies on faculty allyship for inclusive academic environments address only men's contributions as allies. Using an expansive definition of faculty allyship and including any faculty members with membership in at least one dominant social group, we sought to better understand how faculty members perceive allyship, their concerns about allyship, and how those perceptions vary by gender, race, and rank. We examined the responses of faculty who participated in an allyship training program that was offered at a university in Ohio, USA as part of a National Science Foundation ADVANCE grant intended to reduce gender inequity among science, technology, engineering, and mathematics faculty. We framed this study by employing Hardiman et al.'s (2007) three‐dimensional matrix of oppression and used a mixed‐method research design. Participants' primary concerns about engaging in allyship related to their academic rank. We offer several implications for policies, practices, and future research on faculty allyship for faculty colleagues by considering positional power and rank as well as race and gender. [ABSTRACT FROM AUTHOR]

HIV infections disproportionately impact Latinx populations in the United States, yet oral pre-exposure prophylaxis (PrEP) uptake is low. This study was a secondary gendered analysis of interviews with Latina cisgender women (n = 20) recruited from an urban safety net hospital inNew York City between August 2019 and October 2022. All women were indicated for PrEP by the provider. In-depth interviews were conducted with participants in English and Spanish and asked about social determinants of health, sexual partnerships and behaviors, and PrEP-specific enablers and barriers. Secondary thematic content analysis was conducted to identify gender-related factors influencing PrEP uptake. The following themes emerged from the data:structural factors (e.g., employment), partner-related factors, low sexual health knowledge, and resilience and empowerment. Partner-related factors were the most salient; partner infidelity served as reasons for initiating PrEP. Despite being constrained by low power in relationships, women made empowered choices to initiate PrEP and protect themselves. Findings indicated that the impact of gender inequity was an important factor in Latina women's PrEP decision making, pointing to a need to address partner-driven HIV risk, imbalance of power in relationships, and gender norms. [ABSTRACT FROM AUTHOR]

Women are underrepresented in orthopaedic surgery, especially in Japan. Authorship is associated with representation and career advancement, but the academic representation of women in Japanese orthopaedic surgery has not been elucidated. This study aimed to elucidate the proportion of female first authorship and its associating factors, as well as trends in the Journal of Orthopaedic Science (JOS), the official journal of the Japanese Orthopaedic Association. The study reviewed original articles published in JOS from 2002 to 2021 using data from PubMed on March 16, 2022. The gender of the first and last authors was determined using genderize. io, an online gender detection tool and manual search. The study used multivariable logistic regression to identify the factors associated with female first authorship and visualized the trend of predicted probability using restricted cubic spline curve. Among 2272 original articles, 148 (6.5%) and 79 (3.5%) had female first and last authors, respectively. Compared with 2002–2006, female first authorship significantly increased in 2012–2016 (adjusted odds ratio [aOR], 2.04; 95% confidence interval [CI], 1.09–4.05; p = 0.03) and 2017–2021 (aOR, 2.72; 95% CI, 1.46–5.276; p = 0.002). Affiliation with an institution in Japan (aOR, 0.51; 95% CI, 0.35–0.74; p < 0.001) and affiliation in orthopaedics (aOR, 0.16; 95% CI, 0.11–0.23; p < 0.001) were negatively associated with female first authorship. Around 2020, the trend showed a gradual then rapid increase in women with non-orthopaedic affiliations. Only a very small increase was observed in women with an orthopaedic affiliation. Female first authorship in JOS has been increasing. However, the proportion of female authors remains low. Authors outside of Japan and not affiliated with orthopaedics largely affect female authorship statistics. The results indicate the persistent gender gap in the academic representation of women in Japanese orthopaedic publications. [ABSTRACT FROM AUTHOR]

Equity within homes and relationships has been and continues to be a contemporary topic within today's culture. This media review of the documentary, Fair Play, produced by Jennifer Siebel Newsom, furthers this discussion by observing three families, who are followed within the series. In this review, the coauthors discuss the content of the documentary itself, as well as, reflect on the thoughts and feelings the documentary evokes around our own understandings of household labor practices and how gender relates to the equity within heteronormative relationships. The review concludes with a brief overview of some of the clinical implications as tied to the documentary. [ABSTRACT FROM AUTHOR]

The gender imbalance in computer science (CS) is one of the most challenging issues in American education. CS is the only science, technology, engineering, and mathematics (STEM) field in which women's representation has steadily declined in recent decades. In this study, we explored one potential approach that could be effective in increasing college women's participation in CS: participation in Women‐in‐Computing (WiC) groups. Through participant observation and individual interviews in a WiC group at a major research university, we investigated how students engage in WiC, the impacts of the WiC on identity and belonging, and the challenge of sustainability. The results were coded using a hybrid of grounded and deductive coding and indicate that WiC groups offer various programs and events that enable women in CS to fully participate, learn, and grow. WiC represents an identity, a community, a safe space, and a journey. The results also suggest that the WiC has had positive impacts on students' identity and belonging, as evidenced by increased self‐efficacy, reduced imposter syndrome, and enhanced sense of belonging and community. Furthermore, we outline three strategies employed by the WiC to ensure the group's sustainability. Our study sheds light on how WiC can encourage women to enter and persist in CS, and on some of the characteristics of a successful WiC. We demonstrate that WiC may be potentially effective in diversifying CS through identity‐based participation. Moreover, student leaders design both the structure of the group and the leadership continuity process to ensure sustainability. [ABSTRACT FROM AUTHOR]

Women lag men in positions held at senior levels in US corporations. McKinsey and Company reported in 2023 that only 28% of positions were held by women. The discrepancy is especially glaring in the field of professional dance. Dance has been a female dominated field (Elsesser, 2019), but Dance Data Project has been reporting that this is not reflected in the composition of their corporate leadership. The present study involved the analysis of the impact of gender diversity in leadership positions at major U.S. based ballet companies. Leadership data were collected from Dance Data Project and LinkedIn. Financial transparency data were collected from Charity Navigator. Philanthropic contribution gifts information was collected from U.S. Internal Revenue Service. Based on FY 2020 expenditures as reported to the IRS the ballet companies were categorized into 3 tiers. The analysis based on One-Way ANOVA and Kruskal-Wallis test suggests that at the top-tier companies, having women as artistic and executive directors is correlated with higher philanthropic contributions/gifts at 95.0% confidence levels. No significant relation emerges when other tiers are included. Anecdotally, 4 hypotheses could explain this discrepancy. These include leaders' compensation, experience, and responsibilities. Additionally, discrepancy could also be explained larger organizations' seemingly higher financial transparency. Further research is needed to test these hypotheses. [ABSTRACT FROM AUTHOR]

Issues surrounding gender equality are—and should be—front and centre in the water resources community, and other science, technology, engineering and mathematics (STEM) fields. Very necessarily, the focus tends to be on recruitment, offering support for students and early career academics. The leaky pipeline concept used to describe the incremental loss of women from STEM fields with career duration describes a disproportionate loss of senior women, creating a parallel problem where highly qualified, top tier academics are lost from the system after significant financial and personnel investment by institutions. Ultimately, the leaky pipeline undermines the extensive investment of the hydrology and other STEM communities in equity, diversity, inclusion and accessibility (EDIA) recruitment and retention programmes by cutting short career ambitions and the trajectories of diverse top performing individuals, resulting in no net benefit of EDIA policy investments and a lack of diversity with seniority. Addressing this critical gender gap requires the attention and support of the hydrology community of practice with specific focus on generating opportunities for advancement, confronting systemic and structural biases and improving education around allyship. Institutions and professional organizations need to consciously grow diversity in leadership and recognize and outwardly manage the perception of academic excellence around slow research and education that attracts increased diversity. Supporting allyship, reducing competitiveness among community members and reinforcing collaboration will not only attract, but retain, a higher proportion of diversity in the hydrology community, academia and STEM professions in general. It is time for the water resources (and other STEM) communities to demand broader accountability and recognition of the barriers to women, implement and reward more diverse definitions of research excellence, and offer allyship training to the community of practice at large. [ABSTRACT FROM AUTHOR]

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

Background: In Colombia, health care for people with trans life experiences is characterised by countless barriers to health services and care. Commonly, trans people have experienced stigma and discrimination among health professionals, a lack of services and professionals specialized to guarantee affirmative processes from non-hegemonic gender perspectives, and there exists a marked pathologization and medicalization of services. Therefore, it is necessary to provide affirmative health services to improve health and well-being from the recognition of their needs and experiences. The article describes life narratives about health care for the gender transitions of trans women in Colombia. Methods: A qualitative narrative study was conducted with 139 trans women in seven cities in Colombia. In-depth interviews and discussion groups were conducted between June 2019 and March 2020. Data were analyzed using thematic analysis and the Atlas Ti cloud program. National and international ethical guidelines were followed in the development of the research. Results: This research provided an overview of the health experiences of Colombian trans women. They reported their experiences of pathologizing approaches to transgender healthcare, stigma, discrimination, and barriers to accessing preventive, specialized, and regular healthcare services. For this reason, they opted for self-medicated gender transition processes and self-management of health care. An important aspect to consider within healthcare is that not all women want binary gender transition processes. Conclusion: Participants felt that in Colombia there is a lack of affirmative health care for transgender women and that there are many limitations to care related to the gender transition processes. This exposes them to more situations that violate their rights and influences their lack of confidence and their search for professional health care. In Colombia, it is important to develop strategies for education, information, and communication, as well as a handbook for health workers on specialized healthcare for trans women. [ABSTRACT FROM AUTHOR]

Introduction: Although the demand for graduates with Science, Technology, Engineering, and Mathematics (STEM) credentials continues to climb, women remain underrepresented as both students and faculty in STEM higher education. Compounding social forces can hinder organizational change for gender equity in STEM, constraining institutions and individuals within them. This study advances macrostructural theory to examine the impact of gender composition (including group size and heterogeneity) of women faculty on structural change, as measured by gender desegregation of STEM degree earners. We advance this theory by incorporating faculty rank, rather than treating group composition as a static category. Method: This study draws on a federal repository of data to assess institutional change in the share of STEM women faculty in the U.S. We employ quasiexperimental methods to explore the following research questions: (1) does hiring more women onto an institution's faculty roster shrink the gender gap among STEM degree earners? and (2) does segregation of faculty by gender within institutions shape the gender gap among STEM degree earners? Findings: While institutional efforts herald their efforts of hiring more women faculty, our findings indicate that gender desegregation of STEM degree earners partially depends on the promotion of women faculty to tenure. Discussion: Implications for theory, policy, and practice are discussed, with a focus on institutional-level change. [ABSTRACT FROM AUTHOR]

Understanding what factors influence women’s participation in forest co-management is vital for effective policy planning and women’s empowerment. The views of women and men from four villages in the Chandpai forest range on what influences women’s participation in forest co-management were gathered qualitatively. Data were collected through focus group discussions (n = 16) and in-depth interviews with key informants (n = 29), and thematically analyzed. The participation of women in forest co-management was mostly influenced by family expectations, then religious and societal norms. Women stated that these expectations constrained their participation, whereas men suggested it was less influential. Men reported that women’s participation was motivated by a sense of responsibility to protect the forest, while women reported that participation was mainly focused on economic security for the family. Activities to increase women’s participation could include training (e.g. forest protection, leadership), awareness campaigns regarding women’s roles, and gender-balanced involvement in household activities. [ABSTRACT FROM AUTHOR]

We sought to identify trends in the number of female neurosurgeons across each state and identify state characteristics that affect such values. The Physician Compare National Downloadable File was queried from the Center for Medicare & Medicaid Services for 2017 and 2023. Physicians indicating "neurosurgery" as their primary specialty were extracted and duplicates were removed. States were ranked based on the number of female neurosurgeons. The percent growth in the number of female neurosurgeons from 2017 to 2023 was calculated for each state. Univariable and multivariable regressions were used to identify the association between state characteristics and the number of female neurosurgeons. The number of female neurosurgeons was higher in urban states while rural states saw a greater increase compared to five years ago. Univariable regression showed significant differences in the number of neurosurgery residency programs, neurosurgery hospitals ranked in U.S. News & World Report, paid parental leave law, number and percentage of female physicians, and diversity index score (P < 0.05). The diversity index score independently affected the number of female neurosurgeons (P < 0.05). States with more training programs, female physicians, and paid parental leave policies saw a large number of female neurosurgeons. Diversity in the general population is also crucial to improving the equity in gender representation of neurosurgeons in each state. The increase in female neurosurgery representation in rural states shows that the shortage of neurosurgeons in underserved areas is creating a unique niche for female neurosurgeons to excel. [ABSTRACT FROM AUTHOR]

Issue Addressed: Social support is positively correlated with physical activity (PA), especially amongst girls, but is underexplored in male‐dominated action sports (e.g., mountain biking, skateboarding and surfing). This study explored family level social support needs and experiences of girls and boys in three action sports. Method: Aspiring, current or former Australian adolescent (12–18 years; girls n = 25; boys n = 17) mountain bikers, skateboarders and/or surfers were individually interviewed (telephone/Skype) in 2018/2020. A socio‐ecological framework guided the semi‐structured interview schedule. Audio‐recordings were transcribed verbatim and data analysed thematically using a constant comparative approach. Results: Family level social support was highly influential in young people's participation in action sports, with its absence a common reason for no or discontinued engagement amongst girls. Parents and siblings were the main social support providers with extended family (e.g., grandparents, aunts/uncles, cousins) also notable. Participation (current/past/co‐) was the main social support type followed by emotional (e.g., encouragement), instrumental (e.g., transport, equipment/funding) and informational (e.g., coaching) support. Girls were inspired/encouraged by brothers but boys were not inspired/encouraged by sisters; boys and girls co‐participated with both parents but co‐participating and being inspired by fathers was most common, especially amongst girls; fathers were more commonly the main transport provider if they co‐participated with their child; fathers mostly provided initial coaching; only boys were taught equipment maintenance by parents. Conclusions and So What: Sport‐related organisations/groups have numerous opportunities to improve girls' representation in action sports by fostering family level social support through various means. Intervention strategies should be tailored to account for gendered participation differences. [ABSTRACT FROM AUTHOR]

The purpose of this study was to explore women physical education teacher education faculty's experiences in Japan and the United States, using an exploratory descriptive case study design. The conceptual framework of the faculty's job satisfaction underpinned the study. A criterion sampling approach was employed to recruit participants. In total, seven Japanese and eight U.S. women faculty members took part in the study. Data were collected from a survey and a semistructured interview. The semistructured interviews served as the primary source of data. The survey data were analyzed using descriptive statistics, and the frequency of the responses was calculated. An inductive thematic analysis was employed to analyze the interview responses. Triangulation, member checking, and peer debriefing ensured the trustworthiness of the data. Relative to overall job satisfaction, the U.S. faculty tend to have higher satisfaction levels in teaching achievement, research expectations, and research productivity compared to Japanese faculty. Four themes were identified from the interview responses: (a) persisting social norms and stereotypes toward women, (b) women's representation matters, (c) juggling dual roles of being faculty and a mother, and (d) lack of support for mothers at work. This study provided the first evidence of women faculty members' experiences and perspectives in the field of physical education teacher education in Japan and the United States. Continuous discussion and effort are crucial to creating a more inclusive and supportive environment for all. [ABSTRACT FROM AUTHOR]

In the modern world, communication through media and digital channels has become increasingly prevalent. It is imperative to consider how these channels influence social perceptions and constructs. Gender equity is a critical topic in educational contexts. A comprehensive study was conducted to analyze the portrayal of gender constructs in media narratives and their impact on gender equity in Islamic PERSIS educational environments. The study utilized qualitative research, including content analysis of media narratives and interviews with members of Islamic PERSIS organizations. The study brings to light the positive and negative roles of media narratives in shaping attitudes and perceptions about gender roles. Therefore, the study emphasizes the need to examine media representations to promote gender equity critically. The research has significant implications for contemporary media and digital communication in advancing gender equity in educational settings related to Islamic PERSIS organizations. It encourages a more responsible approach to media content creation by acknowledging the power of media narratives to shape perceptions. This contributes to a broader conversation about gender equity and the role of contemporary media in promoting social change and inclusivity. [ABSTRACT FROM AUTHOR]

This study explores how women employees perceive gender discrimination in the workplace and how data can be used to predict perceived workplace gender discrimination (PWGD). The research team modelled the decision tree that predicted PWGD in South Korea using the Classification and Regression Trees (CART) algorithm and the data from the 7th Korean Women Manage Panel (KWMP). Three types of PWGD trees – wage, promotion, and evaluation – and one synthesised PWGD tree were built to predict and classify PWGD by discrimination type. The research findings suggest that the chief executive officer's (CEO) fairness is the cardinal factor in predicting synthesised PWGD, followed by an employee's exposure to sexual harassment. Whereas the CEO's fairness is the principal factor in predicting PWGD in promotion, the direct supervisor's fairness is the most significant factor in predicting PWGD in evaluation. Perceived disparities in pay between women managers and similarly positioned men colleagues are the critical factor in predicting wage PWGD. Lastly, this paper elaborates on important considerations in PWGD and recommendations for continued inquiry. [ABSTRACT FROM AUTHOR]

Copyright of Balikesir Health Sciences Journal / Balıkesir Sağlık Bilimleri Dergisi is the property of Balikesir Health Sciences Journal (BAUN Health Sci J) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Bulletin of Legal Medicine / Adli Tıp Bülteni is the property of Galenos Yayinevi Tic. LTD. STI and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The teaching of science in K‐12 schools has long been criticized as a process that propagates oppression for students who do not conform to entrenched norms of gender, sex, and sexuality. Academic standards, curriculum, and textbooks are rife with rhetoric that reinforces any deviation from cisheterosexuality as aberrant, unusual, or abnormal. However, these often‐over‐simplified conceptions discount the historic social and scientific intricacies of gender and sexual diversity as well as students' own lived experiences. While there have been advancements in LGBTQ+ and gender‐inclusive science education reform, these movements have been stymied by a lack of cohesive guidelines for pedagogy and practice, particularly for trans, nonbinary, and gender‐creative youth. Situated within trans‐created conceptual frameworks for critical education, this study explored the pedagogical practices of 10 transgender science teachers with the purpose of learning from their experiences creating gender inclusive curriculum. From the data (in‐depth interviews, instructional materials samples, and reflective teaching statements) emerged the TRANS (Trans and Research‐informed Approaches for Nonbinary and gender‐inclusive Science education) Framework for gender inclusive science education pedagogy. This framework is anchored in three domains for teaching science through a trans‐informed lens:interrogating and accessing power, resisting essentialism, and embracing experiential knowledge and personal epistemologies. The findings of this study contribute to our growing understanding of gender‐inclusive science learning environments. Importantly, this study amplified the experiential knowledge of teachers whose voices are critically absent from research surrounding gender and LGBTQ+‐inclusive science education practice. Moreover, the framework derived from teachers' experiences can be used to guide educators in making their science classrooms safer and more gender inclusive. [ABSTRACT FROM AUTHOR]

Background: Ice hockey is played by women and men but the arena they play in may differ substantially. Potential differences in general conditions to play the sport may be associated to perceived stress, which has shown to be related to athletic injury in other sports. Therefore, this study aimed to describe and compare general conditions for playing ice hockey, stress levels, and the association between perceived stress and injury occurrence among elite female and male players. Methods: Prior to the 2022–2023 season all female and male players from the top ice hockey leagues in Sweden were invited to an online survey. Players provided information about their general conditions for playing ice hockey and reported perceived stress during the previous season on the Perceived Stress Scale (PSS-10; sum score range 0–40) and current stress on the Single Item Stress Question (SISQ; scale range 1–5). Injuries during the previous season were self-reported on a modified version of the Oslo Sports Trauma Research Center – Overuse Injury Questionnaire. Results: We received responses from 360 players (170 females and 190 males). Female players more frequently reported additional occupations besides ice hockey and less medical support during games and practices than male players (p <.001). General stress levels were significantly higher among female players (mean PSS score [SD]: 17.4 [5.6] vs 14.1 [5.6], p < 0.001; SISQ median [IQR]: 3 [2–3] vs 2 [1–3], p < 0.001). There was a statistically significant but weak correlation between past season injury and perceived stress (PSS score: rho 0.29; SISQ: rho 0.24). This correlation was stronger among males than females (PSS score: 0.38 vs 0.162; SISQ: 0.29 vs 0.16, p's < 0.05). Players with substantial injuries during previous season had higher previous and current stress levels than players without injury, a difference that was largest and statistically significant only among male players. Conclusions: General conditions for playing elite ice hockey are inequal for female and male athletes. Stress levels of elite ice hockey players were comparable to the general population. Experience of severe injuries during the previous season was associated to higher levels of perceived stress. This association is stronger among male players, which may be due to greater economic dependency. [ABSTRACT FROM AUTHOR]

As the field of ophthalmology has evolved in the last several decades, so has the gender distribution of ophthalmologists. We conducted a narrative review to further characterise the status of women in the realm of publication, presentations, editorial positions, grants, academic promotion, and financial compensation. While the proportion of women publishing, presenting, and filling academic and editorial roles has increased over time, it still does not match that of men. Women are more likely to be first authors instead of senior authors, have lower average h‐indices, and are awarded fewer grants. The magnitude of some of these differences is smaller when adjusted for women's shorter career duration on average. Despite increased representation of women in ophthalmology, women continue to receive less compensation for the same work. This review highlights that more can be done to improve gender parity in ophthalmology. [ABSTRACT FROM AUTHOR]

A survey sent to fellows of the Australian and New Zealand College of Anaesthetists (ANZCA) aimed to document issues affecting gender equity in the anaesthesia workplace. A response rate of 38% was achieved, with women representing a greater proportion of respondents (64.2%). On average women worked fewer hours than men and spent a larger percentage of time in public practice; however, satisfaction rates were similar between genders. There was a gender pay gap which could not be explained by the number of hours worked or years since achieving fellowship. The rates of bullying and harassment were high among all genders and have not changed in 20 years since the first gender equity survey by Strange Khursandi in 1998. Women perceived that they were more likely to be discriminated against particularly in the presence of other sources of discrimination, and highlighted the importance of the need for diversity and inclusion in anaesthetic workplaces. Furthermore, women reported higher rates of caregiving and unpaid domestic responsibilities, confirming that anaesthetists are not immune to the factors affecting broader society despite our professional status. The overall effect was summarised by half of female respondents reporting that they felt their gender was a barrier to a career in anaesthesia. While unable to be included in statistics due to low numbers, non-binary gendered anaesthetists responded and must be included in all future work. The inequities documented here are evidence that ANZCA's gender equity subcommittee must continue promoting and implementing policies in workplaces across Australia and New Zealand. [ABSTRACT FROM AUTHOR]

The "A Randomized Trial of Induction Versus Expectant Management" trial (ARRIVE trial) published in 2018 suggested that induction of labor can be considered a "reasonable option" for low-risk nulliparous women at ≥39 weeks of gestation. The study results led some professional societies to endorse the option for elective induction of labor at 39 weeks of gestation in low-risk nulliparas, and this has begun to change obstetrical practice. The ARRIVE trial provided valuable information supporting the benefits of induction of labor; however, the trial is insufficient to serve as the primary justification for widespread elective induction of labor at 39 weeks of gestation in low-risk nulliparas because of concerns about external validity. Thus, the French ARRIVE trial was designed to test the hypothesis in a different setting that elective induction of labor at 39 weeks of gestation in low-risk nulliparas leads to a lower cesarean delivery rate than expectant management. This ongoing trial has been criticized as "pseudoscientific" and telling "women where, when, and how to give birth." We reject these allegations and extensively examine the ethical framework that should govern clinical and research interventions, including elective induction of labor at 39 weeks of gestation in low-risk nulliparas. This study aimed to discuss the ethical issues that emerge from randomized trials of elective induction of labor at 39 weeks of gestation in low-risk nulliparas and the ethics of the clinical practice itself. The analysis of existing evidence shows the importance of further research on induction of labor at 39 weeks of gestation in low-risk women. Certain aspects of research ethics in this area, particularly the consent of pregnant women in a context where autonomy remains fragile, call for vigilance. In addition, we emphasize that childbirth is not only a medical object but also a social phenomenon that cannot be regarded only from the perspective of a health risk to be managed by clinical research. Further research on this issue is needed to allow pregnant women to make informed decisions, and the results should be integrated with social issues. The perspective of women is required in constructing, evaluating, and implementing medical interventions in childbirth, such as induction of labor at 39 weeks of gestation. [ABSTRACT FROM AUTHOR]

Purpose: This study explored the factors influencing the health-related life satisfaction of people with disabilities who engaged in physical activity, by age and gender. Methods: A secondary analysis was conducted of the 2020 Third Disability and Life Dynamics Panel (2021). The participants were 2,796 people who performed regular physical activity at least once a week. The variables selected were disability-related factors (degree of disability, multiple disabilities, and type of disability), sociodemographic factors (age, gender, living alone, and mean monthly family income), and health-related factors (amount of physical activity, self-esteem, depression, chronic disease, subjective health, and health-related life satisfaction). Descriptive statistics, the chi-square test, the t-test, two-way analysis of variance, and multiple regression analysis were conducted. Results: In total, 58.0% of participants were male, and 42.0% were female. For age groups, 14.4% were children/adolescents (0--19 years), 42.6% were adults (20--59 years), and 43.0% were seniors (≥60 years). The mean score for health-related life satisfaction was 5.0±2.15 out of 10. Adults and seniors whose level of physical activity met or exceeded recommendations had higher subjective health. Moreover, men had better subjective health than women in seniors. Health-related life satisfaction was higher among those who had higher self-esteem, were not depressed, did not have chronic diseases, and had better subjective health. Conclusion: Gender significantly influenced health-related life satisfaction in children/ adolescents and seniors. Disability-related factors were significant in adults, and health-related factors were significant in all age groups. Therefore, these factors should be considered when designing interventions to promote subjective health and health-related life satisfaction of people with disabilities. [ABSTRACT FROM AUTHOR]

Women-led startups are evaluated less favorably than men-led startups, but the reasons for this require further investigation. Drawing on ambivalent sexism theory, we posit that benevolent sexism undermines gender equity in startup evaluation. We initially expected benevolent sexism to be negatively related to evaluations of women-led startups. Surprisingly, we found that benevolent sexism is unrelated to evaluations of women-led startups but is positively related to those of men-led startups—a finding that was replicated in two additional studies. Our work demonstrates benevolent sexism as an advantaging mechanism of inequity in entrepreneurship that boosts men's outcomes without directly harming women's outcomes. [ABSTRACT FROM AUTHOR]

Participatory fisheries monitoring can create many benefits, such as increasing community engagement in marine management, generating data for data-poor fisheries, and empowerment of fishing communities. Although most participatory monitoring studies have focused on men monitoring their own fishing activities, evidence from studies examining women’s increased participation in broader fisheries management suggests that monitoring programmes should also incorporate gender-inclusive approaches. Furthermore, the data collectors’ perspectives regarding the effects that participating has on themselves or their community are often not included in reporting or evaluating monitoring processes and methodologies. Such gaps in participatory monitoring approaches may overlook different people’s participation and experiences of fisheries and their management, and so disregard the general consensus that community-based fisheries are deeply socially embedded. Using the participatory photography methodology, photovoice, this paper explores women’s participation in fisheries management, and how this links with various forms of empowerment, as represented by stories and images shared by the participants of a fisheries monitoring programme in Timor-Leste. Their resulting photo stories explore motivations for participating in the monitoring programme, the enabling or constraining conditions which influence participation, and the implications for broader marine management. The participants’ photo stories demonstrate the importance of relationships in creating an enabling environment for participatory processes, and how monitoring can be relationship-building, creating a positive feedback loop that leads to awareness-raising, empowerment, advocacy and collective action. This study contributes to the growing body of literature around participatory monitoring as an empowering process by amplifying the voices of women through unpacking their experiences and aspirations. [ABSTRACT FROM AUTHOR]

Introduction The primary objective of this study was to determine whether workplace culture in academic oncology differed by gender, during the COVID-19 pandemic. Materials and Methods We used the Culture Conducive to Women's Academic Success (CCWAS), a validated survey tool, to investigate the academic climate at an NCI-designated Cancer Center. We adapted the CCWAS to be applicable to people of all genders. The full membership of the Cancer Center was surveyed (total faculty = 429). The questions in each of 4 CCWAS domains (equal access to opportunities, work-life balance, freedom from gender bias, and leadership support) were scored using a 5-point Likert scale. Median score and interquartile ranges for each domain were calculated. Results A total of 168 respondents (men = 58, women = 106, n = 4 not disclosed) submitted survey responses. The response rate was 39% overall and 70% among women faculty. We found significant differences in perceptions of workplace culture by gender, both in responses to individual questions and in the overall score in the following domains: equal access to opportunities, work-life balance, and leader support, and in the total score for the CCWAS. Conclusions Our survey is the first of its kind completed during the COVID-19 pandemic at an NCI-designated Cancer Center, in which myriad factors contributed to burnout and workplace challenges. These results point to specific issues that detract from the success of women pursuing careers in academic oncology. Identifying these issues can be used to design and implement solutions to improve workforce culture, mitigate gender bias, and retain faculty. [ABSTRACT FROM AUTHOR]

Title IX of the Education Amendments of 1972 prohibits discrimination in all educational institutions which receive federal grants. More than 50 years after passage of the law, the gender and salary composition of athletes and coaches has remained relatively uninvestigated. In this paper, we analyze the Equity in Athletics Disclosure Act (EADA) with a goal to promoting Title IX compliance in the Men's top ten basketball program and the women's top ten basketball program. Our analysis reveals statistically significant differences in both salary and revenue compositions of the two programs. [ABSTRACT FROM AUTHOR]

Background The association between gender equality and higher life expectancies has been described. Yet, little is known about its association with healthy life expectancy (HLE), or which domains are consistently associated with longer and healthier lives. We aimed to study the association between country-level gender equality, its domains and subdomains, with life expectancy and HLE in Europe, from 2013 to 2019. Methods We combined life and HLE estimates from Eurostat with the Gender Equality Index and its 'work', 'knowledge', 'money', 'time' and 'power' domains and respective subdomains, for 27 European countries. Associations were estimated using panel data regression analyses adjusted for Gross Domestic Product, healthcare expenditure and Gini coefficient. Results Higher life and healthy life expectancies were found in country years with higher gender equality, both for men and women. Associations were particularly consistent for the 'work' (βHLE-men = 0.59; βHLE-women = 0.59; P  < 0.05) and 'power' domains (βHLE-men = 0.09; βHLE-women = 0.12, P  < 0.01), especially for the 'work participation', 'political' and 'economic power' subdomains. Conclusion These results point to a country-level association between gender equality and life and healthy life expectancies, suggesting that gender disparities in 'work participation' and 'political' and 'economic power' play a role in the health of women and men through their aging course. [ABSTRACT FROM AUTHOR]

IntroductionGender-transformative approaches (GTAs) have been successfully carried out to address harmful gender norms and power imbalances to promote more gender equitability. However, to improve the health and wellbeing of young people, it is necessary to involve household heads by positively transforming their beliefs on gender equity and norms.MethodsThis study was cross-sectional quantitative research undertaken in six local government areas in Ebonyi State, Nigeria. The study population consisted of household heads in households with young people aged 15–24 years. Data were collected for 15 days using paper and electronic copies of the questionnaire. Descriptive, bivariate, and logistic regression analyses were performed using Stata.ResultsThe results showed that 46.32% of male and 62.81% of female heads of households disagreed with the statement “a good woman never questions her husband’s opinions, even if she is not sure she agrees with them.” Female heads of households aged 50 years and below with an odds ratio of 0.47 (p-value = 0.02) suggest they were 0.47 times more likely to have a positive attitude toward the rights and privileges of young girls. Male heads of households aged 50 years and below with an odds ratio of 1.05 (p-value = 0.84) suggest that they were 1.05 times more likely to have a positive attitude toward the rights and privileges of young girls.ConclusionThis paper provides new knowledge on the gender norm attitude of male and female heads of households on the rights, privileges, and equity promotion of young boys and young girls, as well as its associated factors.

Abstract A recent comment by Boivin et al. urges academia and governments to address sexism and fight bias at higher education and research institutions as losing female academics is costing science and society too much. Herein, I discuss further underlying reasons of sexism in academia and the importance of a deep dive into the causes of inequity at individual faculty and school levels to develop bespoke and enforceable gender equity plans, the importance of not using basic statistic as the only tool to measure equity/inequity as well as how key performance indicators could be better used to advance gender equity and end sexism in academia.

Implicit bias has been linked to gender disparities in medical careers, impacting not only access to leadership positions but also early career opportunities. We aimed to evaluate if there were differences in the assessment of Neurology residents according to gender. We collected publicly available grades and rankings of two major evaluations that residents are submitted to, one at the beginning and another at the end of the neurology residency program, the National Board Exam and neurology examination, respectively. The National Board Examination is a multiple-choice gender-blinded evaluation, while the neurology examination is an oral gender-unblinded evaluation. We found that 36.5% of women and 21.6% of men were in the first quartile of the National Board Examination ranking, which reflects a similar representation among top classifications when assessed through a gender-blinded examination. On the other hand, the percentage of men who were in the top classification of NE, a gender-unblinded evaluation, was more than twice as high compared to women (37.8% vs 18.3%, p < 0.05). The findings of the present study may imply that there could be a disparity in women’s career progression among neurology residents in Portugal, although the recruitment seems balanced between genders.

Introduction: In the dynamic landscape of healthcare, pharmacists play a critical role in ensuring the well-being of communities, and having solid professional organisations to support pharmacists is essential in crucial activities, including continuing education, advocacy and establishing service standards. Eight pharmacy organisations play vital roles in representing pharmacists in various sectors and collectively contribute to developing, regulating, and promoting the pharmacy profession in Australia. However, a notable lack of female representation in these organisations' leadership roles has led to an increased focus on gender balance and equity. Objective: To determine if the gender distribution in pharmacy leadership aligns with the pharmacy workforce in Australia (64% women) and how it has changed in the five years since our last study on the issue. Setting: Australia. Method: Eight key Australian pharmacy organisations were identified. The website for each organisation was accessed, and data were recorded for their 2023 boards/committees/councils based on annual reports. Data recorded include name, number of males, number of females, and the gender of the president/chair of each board/committee/council. Results: Data were obtained for 340 separate professional committee members from the eight organisations (including state/territory branches) in 2023. Gender balance in pharmacy organisations has increased significantly since 2018, with women's representation in leadership positions now at 58% (47% 2018). Conclusion: Gender equity within Australian pharmacy professional organisations has significantly progressed.

The article introduces the work that is being carried out by the national community on equal leadership issues. This is part of a survey that was commissioned by the European Commission’s Directorate-General for Justice and Consumer Affairs. The preparatory phase of the European study consists of a desk analysis aimed at investigating practices, interventions, and actions that promote opportunities for women to play roles in decision-making processes within the political, economic, and social spheres. In parallel, workshops have been initiated to analyse the demands from business and civil society, with the goal of building a work plan. The research methods used over the two-year period included individual and group interviews, focus groups, and workshops. One of the outcomes achieved is the establishment of a national network of stakeholders and organisational actors. The networks has been actively involved in expressing the social demand related to equal leadership and in defining short- and medium-term actions to be implemented to foster equitable conditions for having women represented in the production, government, and associationism settings. The paper aims to present the results that the national network is developing, as an expression of social actions organised to initiate formative processes. Equal Leadership in Italia: esperienza di uno studio per l’iniziativa diffusa. L’articolo introduce i lavori che la community nazionale sta svolgendo sui temi della equal leadership, nel quadro dello studio commissionato dalla Direzione Generale Justice and Consumer della Commissione europea. La fase propedeutica dello studio europeo è rappresentata da una analisi desk, finalizzata ad approfondire pratiche, interventi, azioni che promuovono opportunità per le donne di ricoprire ruoli nei processi decisionali in ambito politico, economico e sociale. In parallelo sono stati attivati seminari di studio per analizzare la domanda di imprese e società civile su cui provare a costruire un piano di lavoro. I metodi di rilevazione utilizzati nel corso di due anni sono rappresentati da interviste individuali e di gruppo, focus group, workshop. Uno dei risultati raggiunti è rappresentato dalla costituzione di una rete nazionale di stakeholder e attori organizzativi, che si è impegnata nella espressione della domanda sociale legata al tema della equal leadership e nella definizione di azioni di breve e medio periodo da realizzare per lo sviluppo di eque condizioni di sviluppo delle donne nei contesti produttivi, di governo e dell’associazionismo. Il contributo intende presentare i risultati che la rete nazionale sta costruendo, come espressione di azioni sociali organizzate per attivare processi formativi.

Background Workplace gender-based mistreatment (GBM) refers to negative or harmful behaviors directed towards employees. In healthcare settings, this can lead to job dissatisfaction and underperformance and potentially compromise patient outcomes. The aim of this study was to examine workplace GBM among European anesthesiologists and produce the first European GBM Rank in Anesthesiology. Methods We conducted a secondary analysis from a worldwide cross-sectional survey database consisting of a 46-item questionnaire exploring, among other outcomes, gender bias attributable to workplace attitudes. The survey completion rate was 80.8%. All respondents were selected from European countries. Associations between mistreatment and the remaining variables were analyzed using univariate and multivariable logistic regression analyses. A generalized linear mixed model was then used to quantify the impact of mistreatment in each European country. Statistical significance was set at P < 0.05. Results This study included 5,795 respondents from 43 European countries. The independent predictors of GBM were as follows: female gender, younger age, perceiving gender as a disadvantage for leadership, and perceiving gender as a disadvantage for research. The full model was statistically significant, indicating an ability to distinguish between those who experienced GBM and those who did not (P < 0.001). Thus, 26 European countries were ranked based on the prevalence of mistreatment, with Italy showing the best performance (lowest prevalence). Conclusions The aim of our study was to provide preliminary insight into GBM in anesthesiology in Europe, function as a key benchmark for gender equity, and chart the evolution of disparities over time.

Purpose The evolving landscape of nursing research emphasizes inclusive representation. The International Committee of Medical Journal Editors (ICMJE) has established guidelines to ensure the fair representation of various demographic variables, including age, sex, and ethnicity. This study aimed to evaluate the adherence of nursing journals indexed in MEDLINE or PubMed Central to the ICMJE’s directives on gender equity, given that journals indexed in MEDLINE and PubMed Central typically adhere to the ICMJE’s guidelines. Methods A descriptive literature review methodology was employed to analyze 160 nursing journals listed in two databases as of July 28, 2023. The website of each journal was searched, and the most recent original article from each was selected. These articles were then evaluated for their alignment with the ICMJE guidelines on gender equity. Descriptive statistics were applied to categorize and enumerate the cases. Results Of the articles reviewed from 160 journals, 115 dealt with human populations. Of these, 93 required a description of gender equity. Within this subset, 83 articles distinguished between the genders of human subjects. Gender-based interpretations were provided in 15 articles, while another 68 did not offer an interpretation of differences by gender. Among the 10 articles that did not delineate gender, only two provided a rationale for this omission. Conclusion Among recent articles published in the nursing journals indexed in MEDLINE and PubMed Central, only 16.1% presented clear gender analyses. These findings highlight the need for editors to strengthen their dedication to gender equity within their editorial policies.

Gender is an important component of Diversity, Equity, and Inclusion (DEI) pedagogy in public affairs, yet gender remains largely absent from public affairs education in three central ways: how courses are structured, the content of courses, and the practice of pedagogy. This article explains the value and need for gender equitable pedagogy in public affairs curricula. We conduct a descriptive analysis of scholarship and best practices from leading think tanks and public advocacy research organizations. Ultimately, this work provides recommendations to strengthen gender equity pedagogy both inside the classroom and in public sector workplaces.