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Employees often engage in collective grassroots efforts to bring about gender equity in the workplace. Such coalition-based advocacy is largely driven by women, which has led to debate about whether men's involvement as allies can help. Integrating literatures on signaling and legitimacy, we propose that the demographic composition of a gender equity advocacy coalition matters: men-only groups lack "coalition legitimacy," or the perception that they are the "right" spokespersons for gender equity issues, whereas women-only groups struggle to convey "issue legitimacy," or the perception that gender equity is of strategic importance within business organizations. By contrast, mixed-gender coalitions signal both forms of legitimacy, and are thus uniquely effective. We demonstrate these effects over three studies: managers reporting on advocacy coalitions comprising their colleagues (Study 1), an audio-based study showing that the proposed effects are unique for gender equity issues (Study 2), and a stimulus sampling study involving multiple policy proposals (Study 3). Our findings highlight the different forms of legitimacy that women and men bring to the table when selling gender equity issues. We discuss implications for who should be recruited to gender equity advocacy coalitions, and why. [ABSTRACT FROM AUTHOR]

Sexual harassment is a social problem facing women at work and is a barrier to their career advancement. The United Nations recognises sexual harassment as a form of violence against women and is committed to eliminating it through the enactment of laws to punish and redress the wrongs. Nigeria, a Member State of the United Nations, has ratified international and regional instruments which advocate for the protection and promotion of the rights of women and girls. This study shows that laws in Nigeria are not adequate to protect workers from sexual harassment and that laws are needed to curb the societal menace. The study examined international and regional provisions on sexual harassment at work as well as carried out a thorough review of the applicable laws in the UK with a view to recommending changes to Nigerian laws. The study also examined the perception of sexual harassment and found that perception of sexual harassment and what people considered to be sexual harassment can vary from one society to another. In light of this, the study proposes that any enactment of laws in Nigeria to eliminate sexual harassment should take account of the patriarchal nature of Nigerian society that encourages males to outwardly express sexual interest in women which may alter a woman's perception of what is an acceptable expression of sexual interest. Alongside this, the study also recommends that boys and men should be educated to understand that a woman's 'no' means 'no.' [ABSTRACT FROM AUTHOR]

Gender equality is equality between men and women in fulfilling their rights and obligations. Gender equality should be applied in every sphere between men and women. The implementation of gender equality is still rarely implemented in household life, especially between mothers and fathers. One way to implement gender equality is by helping wives before and after giving birth. However, in practice it is still difficult to realize because a father's main duty is as the backbone of the family. Fathers work to meet the family's needs, but in implementing this to fulfill equal rights, there are obstacles in implementing leave. The obstacle in implementing leave lies in the differences in obtaining leave rights between male workers. Differences in income from leave rights occur between private employees and Civil Servants (PNS). The right to maternity leave for fathers, also known as paternity leave, also applies in other countries. This right to leave is considered important because the father's role in his child has a big influence on growth and development and minimizes the mother's exposure to baby blues after giving birth. The aim of this writing is to find out how important the role of fathers is for children and wives and the realization of gender equality in the household. So, the father's role can be realized in accordance with the obligations that should be implemented in the household and his leadership. The research method used in this research is normative juridical using a statutory approach and a conceptual approach. The existence of the right to paternity leave for fathers makes it a relevant policy in every company or place of work for every male worker to obtain this right. [ABSTRACT FROM AUTHOR]

The purpose of this article is to conduct a comparative analysis of remote work regulation in the EU, Poland and Kosovo, also with consideration of issues related to the processing of personal data during remote work. The authors aim to assess the specificities, strengths and weaknesses of both regulatory models, from the point of view of actual and future legal developments. Additionally, given the early stage of regulation, they seek to explore the applicability of EU experiences to Kosovo and to identify potential vulnerabilities that may arise under EU regulation. In this context, they aim to determine whether EU solutions should be considered as models for implementation in both Poland and Kosovo, as well as to analyse the risk of overregulation, which could impede certain employees from exercising their rights to remote work and potentially lead to inequalities in employment. The objective of the regulation should be to strike a balance between protecting personal data and ensuring equality in the workplace. Therefore, the authors try to answer the question of whether the protection of personal data could be subject to an abuse of rights by employers, who might use it as a pretext to deny certain groups of employees the opportunity to work remotely, which is particularly pertinent for individuals with special needs. [ABSTRACT FROM AUTHOR]

The inclusion of transgender women teachers as human beings with rights and privileges deserves respect and equality in their workplace and the community they belong. In the literature, limited studies explore the lives of transgender women in the workplace as this requires careful exploration of their encounters due to their sensitive disposition. This study aspires to deeply understand the personal experiences of the participants on a certain phenomenon such as the inclusion of Transgender women teachers in the Department of Education (DepEd) Guihulngan City Division. This study utilized Heideggerian phenomenology as a research design anchoring the Interpretative Phenomenological Analysis (IPA) popularized by Moustakas and modified by Van Kaam. Three (3) participants saturated the data in the research environment. Inclusive and Exclusive Criteria were established in the study using a snowball-purposive sampling technique. After the analysis, the emerging themes were generated such as the darkest reality, Towards complete acceptance, Favorable Professional Reception, and Women that Matter. These themes provide a clear picture of how transgender women are living their lives in the department. The main issue faced by Transgender women teachers is the question of labeling. Thus, Transgender women teachers must carry on their duties and responsibilities and improve their personal and professional growth to enhance learners' capability in learning amidst the issue regarding their preferences. [ABSTRACT FROM AUTHOR]

The wage gap between people with disabilities (PWD) and people without disabilities (PWOD), which discourages PWD from entering the labor market, is attributed to two factors: productivity differences and discrimination effects. To determine whether PWD in China face wage discrimination in the labor market and which factor contributes more to the disability-related wage gap in China, this study uses Chinese Household Income Project data (years 2007 and 2013) to estimate disability-related wage discrimination, decomposing the wage gap between PWD and PWOD using the Oaxaca-Blinder and Neumark approach. The findings demonstrate the presence of disability-related discrimination in China, accounting for approximately 38.9%-52.4% of the wage gap between PWD and PWOD. Unobservable productivity effects contribute more to the wage gap than does disability-related discrimination. Male PWD living in rural areas and less educated people are more likely to experience wage discrimination in China. Moreover, individuals with disabilities in rural areas experience significant disability-related discrimination, whereas no such phenomenon is observed in urban or migrant populations. Future human resource management policies should consider antidiscrimination measures and improve the productivity of PWD, including providing reasonable accommodation for PWD in the workplace and ensuring equality in job searches and employment. [ABSTRACT FROM AUTHOR]

This research endeavors to bridge a vital gap in the study of transgender individuals' participation in the labor market within the Gulf Cooperation Council (GCC) region. It is driven by the question: "What are the underlying factors contributing to the reluctance of GCC employers to hire transgender individuals, and how does this impact the labor market participation of this group?" In pursuit of comprehensive insights, the study aligns with the Cochrane Handbook for systematic research design. The methodology used encompasses an extensive review of academic literature from 2012 to 2023, in-depth interviews with transgender individuals in the UAE and Saudi Arabia, and thematic analysis to identify critical factors. The findings reveal that transgender individuals face significant legal challenges and widespread cultural discrimination in the GCC. These issues lead to workplace biases, unequal pay, and hindered career progression. A key factor in the limited employment opportunities for transgender individuals in the GCC is the reluctance of employers, stemming from cultural stigma and legal shortcomings. This reluctance propagates employment discrimination and a hostile labor market environment for transgender individuals. The study found that employers' hesitancy to hire transgender individuals leads to higher unemployment rates within this group, perpetuating poverty, social exclusion, and hindering economic diversity and innovation in the GCC. The study underscores the urgent need for holistic strategies and policy reforms in the GCC to ensure workplace equality and full labor market integration for transgender individuals, addressing a crucial research gap and emphasizing the need for dedicated efforts in this field. [ABSTRACT FROM AUTHOR]

Copyright of Central Asian Economic Review is the property of Narxoz University 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.)

There is an increasing number of works on the gendered nature of Turkish academia. However, most of the research is focused on experiences of female academics. There is a gap in the literature on perceptions of male researchers. This article aims to fill the void in the literature by examining perceptions of male scholars based on interviews with 80 male scholars. Research questions of the study are (1) what is the perception of male scholars toward gender in/equality at workplace?; and (2) how do they interpret the academic promotion and the managerial positions? The main contribution of the study is that in the Turkish case different inequalities feed into each other and the conservative political climate seems have an impact as well. This article aims to contribute to the masculinities literature through analyzing the main characteristics of sustainable patriarchy and exploring the gendered order of academia in a Muslim-majority society. [ABSTRACT FROM AUTHOR]

Discourses on social inequalities and the processes that sustain, reproduce, and reify them have been a long-standing area of scholarship. This paper focuses its attention on intersecting inequalities at workplaces and the organizational processes that support and enable their invisibilization. Building on this idea of invisibilization, we take a critical look at the active and conscious work done to keep inequalities hidden within organizations. In doing so, we understand and advance invisibilization as a twin concept that is primarily framed as a power equation but also acts as a visual illusion that obfuscates inequalities. We discuss this obfuscation by exploring intersectional inequalities within the Indian beauty and wellness services (BWS), a majorly unorganized sector that has a visible workforce of women migrants belonging to indigenous communities from the northeast region of the country. Using frameworks of Intersectionality, New Racism, and Othering, we argue that hiring within the BWS normalizes a heteropatriarchal-savarna gaze of the indigenous other, where women are routinely racialized and sexualized to be inducted within the industry. Further, this case study exemplifies how visible frames of gender inequalities invisibilize other ethno-racial, and regional inequalities within workplaces. Building on these findings, we suggest that organizations invisibilize inequalities by (a) co-opting a progressive vocabulary; (b) performing a normalizing function; (c) creating obfuscation; and (d) building a visual facade. Finally, this study contributes by broadening our theoretical understanding of invisibilization, especially in the context of intersectional inequalities, wherein inequalities are normalized through everyday practices within organizational hiring and training, among others. [ABSTRACT FROM AUTHOR]

Although diversity initiatives are considered prominent vessels for addressing inequality and despite massive investments in them, inequality inside organizations persists. Assessments of diversity initiatives often center on economic inequality and view organizations as closed systems to explain why they fail. Building on a 19-month field-level ethnography of the diversity field in Israel targeting Palestinian employment, we examine political inequality and show how it is perpetuated even as economic inequality is dealt with. Our findings reveal that the field is complicit in creating a chasm between the economic and political spheres by positioning diversity initiatives as a means to tackle economic inequality. The field's infrastructure and dominant discourse reinforce this chasm and thereby make political inequality invisible, generating false consciousness. Our study challenges the preoccupation of diversity scholarship with universal best practices, suggests avenues for assessing and managing diversity initiatives while taking stock of political inequality, and directs future research to delve into the relationship between the economic and the political in organizations and our societies. [ABSTRACT FROM AUTHOR]

Adopting a practice lens, this study contributes to debates on the reproduction of religious inequalities in the workplace by going beyond the literature's dominant focus on the role of discourse in the regulation of employees' religion. Drawing on interviews with Muslim employees in Belgium, this study offers a practice-based theorization of religious inequality at work, focusing on the role of the rhythms, objects, spaces, and bodies of work practice in the regulation of religion and on religious employees' different performances directly negotiating these aspects of work practice. Based on this practice-based understanding, we identify contributions to several debates on religion at work. First, we show the role of work practice in imposing a secular order that selectively embraces cultural and religious practices that have historically dominated the Global North. Second, we add to studies on Muslim employees by showing how solely focusing on Islamophobic discourses and discursive practices overlooks the interplay between these discourses and work practice in the regulation of religion and Muslim employees' negotiation of the rhythms, objects, spaces, and bodies of work practice. Third, contributing to debates on (in)visibility, we expose that the (in)visibility of religion is shaped by its relation to work practice and that religious employees can negotiate work practice through invisibly performing religious practice. Fourth, adding to our understanding of the inclusion of religious employees, we emphasize the importance of the flexibility of work practice and the role of other employees in enabling religious employees to better align work and religious practice. [ABSTRACT FROM AUTHOR]

This research investigated the relation between the need for cognitive closure (i.e., a desire for epistemic certainty) and attitudes toward women as managers among men and women. In a cross-sectional study (total N = 241) collected in Italy, we found that need for cognitive closure, controlling for participants' gender, was related to having more prejudice toward women leaders. Furthermore, the results revealed that the positive relation between the need for cognitive closure and negative attitudes toward women as managers was sequentially mediated by belief in a just world (i.e., the belief that people get what they deserve and deserve what they get and other people do not) and gender essentialism (i.e., the belief that women and men are distinctly, immutably, and naturally different, and thus have complementary skills to bring to the workplace). We suggest that men and women who are characterized by a need for cognitive closure are more sensitive to stereotypes of women as being incompatible with leadership roles. Either priming a low need for cognitive closure or providing contrary stereotypes could obviate the effect on beliefs in a just world and in gender essentialism that impedes progress towards greater gender equality in the workplace. [ABSTRACT FROM AUTHOR]

A wealth of research documents disparities in workplace outcomes between cisgender heterosexual employees and LGBTQ+ employees. However, few studies have examined how workplace wellbeing may differ among different subgroups within the LGBTQ+ umbrella – that is, the notion of 'diversity within diversity'. The current study fills this gap in knowledge by theorising and testing differences in workplace wellbeing across nuanced sexual- and gender-identity groups. To accomplish this, we use unique survey data from the 2020 Australian Workplace Equality Index (AWEI) Employee Survey (n = 5270 respondents and 146 organisations) and random-intercept multilevel regression models. Our results reveal significant differences in workplace wellbeing between different diversity groups. For example, LGBTQ+ employees identifying as gay/lesbian and as cisgender men generally report better outcomes than employees identifying with other minority identities. Overall, our findings call for workplace equity policies that target stigma towards plurisexual, gender non-conforming, and smaller and more invisible diversity groups. [ABSTRACT FROM AUTHOR]

This article explores the relationship between economic inactivity and religiosity. The aim of the analysis of qualitative data presented here is to examine whether, and how, religious beliefs impact on decisions British-Pakistani Muslim women make about economic activity. Analysis of interview data reveals that none of the interviewees held the belief that economic activity was impermissible (haram) for women in Islam. However, some interviewees held religiously-informed beliefs that paid employment was undesirable, with marked differences in attitudes to economic activity by both age and migrant generation. Alongside this, interviewees described structural constraints to economic activity, for example, limited opportunities for well-paid, local, part-time work. Overall, religious beliefs emerge as significant in the lives of Muslim women because they allow them to make sense of, and find value in, their marginalised positions in relation to the labour market rather than as drivers of economic inactivity. [ABSTRACT FROM AUTHOR]

Whether to use equality or equity as the standard to hire and evaluate employees is one of today's most contentious issues and has multiple implications for library management. The article contends that equality increases when irrelevant non-job-related advantages are reduced and thus fosters equity by creating a fairer basis for hiring decisions based upon the job description. In addition, applying equity should give credit to the person's achievements in overcome disadvantages rather than being based upon belonging to any race, class, ethnicity, or other such grouping. While the recommended changes will not completely resolve these issues, the goal is to change the debate to focus on the individual rather than membership in any "group" and thus lead to a more workable solution that is both equal and equitable. Libraries have often been in the forefront of cultural change and could lead the way to foster a healthier society where all Americans belong to the same tribe. [ABSTRACT FROM AUTHOR]

Emotions in online collaboration have been largely neglected or considered as a static phenomenon. Therefore, the present study aims to explore dynamics of emotional reactions in online collaboration of Communities of Learners (CoL) based on the Emotions as Social Information (EASI) Theory. In addition, relationships between emotional reactions and the learning outcomes of CoL are investigated. Data of 11 CoL with a total of 87 learners are collected in an online training programme. Qualitative content analysis was used to explore dynamics of emotional reactions and quantitative analysis was used to investigate relationships. Results showed that various positive and negative emotional reactions could be identified in the data. Further, by using a newly developed method displaying Emotional Reaction Threads (ERT) it was shown that emotional reactions unfold dynamically during online collaboration. Beyond that, results revealed relationships between the learning outcomes [(i) participation, (ii) exam grade] of CoL and positive [(i) p <.01] and negative emotional reactions [(i) p <.01, (ii) p <.05]. Based on the results of the qualitative content analysis explanations for the identified relationships are provided. Instructors of the online training programme can positively influence the learning outcomes of the CoL through expressing positive emotional reactions during online collaboration. [ABSTRACT FROM AUTHOR]

The gender pay gap continues to exist in Estonia, irrespective of its economic and social development, since the country's inception. Addressing the prevalence of the gender pay gap is significant in the social and economic development of Estonia, as it reflects equal opportunities and social justice in a given society. Reducing the gender pay gap helps ensure that individuals, irrespective of their gender differences, receive equitable pay for their contributions, which can result in increasing their financial security and quality of life while developing an inclusive society. This study examines the gender wage gap and sexism in Estonia and compares sexism in Estonia with Sweden, in order to understand its antecedents. The findings indicate that Estonia has the highest gender wage gap in the European Union. The findings also highlight a significant level of sexism based on societal beliefs associating women's higher earnings with marital issues and the inability to care for their children. The study further identifies education and income and significant factors influencing the prevalence of sexism in Estonia and Sweden, providing implications for increasing education and employment opportunities for women, implementing fair pay practices, and promoting workplace equality to ensure an inclusive and empowered society in Estonia. [ABSTRACT FROM AUTHOR]

Copyright of Textile Industry / Tekstilna Industrija is the property of Union of Textile Engineers & Technicians of Serbia 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 Lan Harremanak - Revista Relaciones Laborales is the property of Lan Harremanak 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.)

"From Spinster to Career Women: Middle-Class Women and Work in Victorian England" by Arlene Young is a comprehensive exploration of women's labor and professionalization in Victorian England, both in reality and in fiction. The book examines the history of women advocating for the right to work and the representation of their work in literature. Young focuses on the professionalization of pink-collar careers like nursing and typewriting, highlighting their significance in the context of advancements in medicine and technology. The book sheds light on the challenges faced by women in these professions, including class and gender conflicts. It also analyzes fictional portrayals of nursing and typewriting, showcasing the evolving nature of these depictions and their impact on societal perceptions. Overall, "From Spinster to Career Women" contributes to the understanding of women's labor movements and provides valuable insights into the experiences of Victorian women in the workforce. [Extracted from the article]

Previous evidence suggests that interventions that raise awareness of gender inequality might have the potential to challenge and undo well-anchored biases but, at the same time, might be threatening and provoke reactance against them. The effects of such interventions might also have a differential impact on women and men and vary depending on their level of neosexism and feminist identification. Extending previous research, two pre-registered studies (N = 1,895) were conducted to explore the differential effects of interventions that raise awareness of gender (in)equality with two frames (i.e., gender equality achievement vs. gender inequality persistence) on women's and men's attitudes toward women and gender equality. We also examined whether participants' gender ideology moderates these effects via different psychological mechanisms (identity threat and cognitive unfreezing). Results indicated that for women, the gender inequality persistence framing is more effective (increases cognitive unfreezing) but potentially riskier (enhances identity threat) than the gender equality achievement framing. For men, the gender equality achievement framing seems especially effective as it reduced identity threat, although such effect is contingent on their gender ideology (feminist identification or/and neosexism). These findings have implications for the discourse of practitioners, politicians, and activists who might capitalize on the power of combining gender equality with gender inequality frames to improve attitudes toward women and gender equality depending on the specific goals, the context, and the target of the interventions. [ABSTRACT FROM AUTHOR]

With a detailed historical analysis of postwar Japanese female employment, this article presents three underlying policy perspectives that shape the fact that women have less chance for high-quality employment despite the rising labor force participation rate. The three assumptions of women's role in policy-making are as follows: (1) women as housewives—dependent on males, do not earn a living salary and are thus marginalized in the labor market; (2) women as individuals pursuing gender equality should be treated without discrimination in the workplace; and (3) women as key drivers for economic growth can contribute to the solution to labor shortages. The postwar history of Japanese female employment is full of interaction among these three policy perspectives. Generally, it passes through phases of the dominance of the housewife perspective, the reformation from the equality perspective and the counterattack from the housewife perspective, as well as the mainstreaming of the economic actor perspective. [ABSTRACT FROM AUTHOR]

Equality is the basic principle that all rights and freedoms are based on at present. It prevents every discrimination of any kind, which is sought by national and international trade laws alike, and this is to create opportunities to enable women to establish their legal presence in the labor market by Providing a work environment that preserves women's rights and is supportive and stimulating for them while being keen to demonstrate the difficulties faced by this on the one hand, and facilitating the exercise of their business and commercial activities on the other hand. This is what the Algerian constitution expressly calls for by devoting the principle of freedom of trade and competition, in addition to opening the way for the time being to commercial investments, which do not differentiate between a man and a woman. [ABSTRACT FROM AUTHOR]

The article argues on the importance of the codification of Bostock v. Clayton County, Georgia to maintaining lesbian, gay, bisexual and transgender (LGBT) nondiscrimination prohibitions, preventing U.S. presidential administrations from withdrawing LGBT protections, and ensuring reliable LGBT rights. Topics discussed include Title VII LGBT discrimination protections, equal employment and opportunities, impact of the case on employment law, and presidential treatment of the LGBT community.

This article adopts a marketing perspective to examine how wage inequality between top managers and their employees may have customer-related consequences (i.e., customer-directed effort, customer-directed opportunism, and customer-oriented culture) that affect customer satisfaction and firm performance. Surprisingly, marketing scholars and practitioners have largely neglected this pressing societal issue. The authors collect a cross-industry, multisource data set, including responses by top-level managers and objective data on wage inequality and firm performance from 106 business-to-business-focused firms (Study 1). In addition, they analyze multisource longitudinal panel data covering 521 firm-year observations for business-to-consumer-focused firms (Study 2). The results consistently reveal that wage inequality harms customer satisfaction. This relationship is mediated by customer-directed opportunism and customer-oriented culture but not customer-directed effort. Moreover, while wage inequality has a positive direct effect on short-term firm profitability, this effect is dampened by the negative indirect effect through customer-related consequences and customer satisfaction. Importantly, the positive direct effect of wage inequality on short-term profitability vanishes in the long run, whereas the adverse effect through customer satisfaction persists, leading to a nonsignificant total effect on long-term profitability. These findings may guide researchers, managers, shareholders, and policy makers in addressing the challenge of rising wage inequality. [ABSTRACT FROM AUTHOR]

This paper highlights the phenomenon of gender equality in Albania. It examines the importance of gender equality and the empowerment of women and girls in reducing poverty. This research is based and is conducted on the basis of 100 randomly selected respondents with the most reliable answers regarding gender equality. The interviews were done face-to-face with the individuals and the data were then processed through the SPSS statistical program. We hope that this research will serve in the future for young researchers as an effective and positive study for today's society in the world. Going beyond the literature documenting the impact of women's education on fertility, this document presents facts on the role of women in labor markets, wages, and pensions. This paper also summarizes the function of supportive policies from the government in the framework of gender equality and the World Bank's support for its expansion. The paper ends by analyzing the current situation of equality through a case study. [ABSTRACT FROM AUTHOR]

Social and economic inequalities are both significant and important issues in the study of globalization, while global forces have widened their consequences such as unleashing poverty and gender imbalances in terms of equality. The reasons lie in the reformulation of economic power associated with burgeoning free-market economies and accompanying diffusion of instrumental rationality, commoditization, and secularism. In contrast to the economic downturn and global softening of labor markets, which call for greater social protection, the welfare state has been replaced by a "non-sovereign power" wary of its global positioning but less powerful in shaping daily lives of its populace among social forces including the role of nongovernmental organizations (NGOs). However, nation-states still serve important functions in a globe dominated by transnational corporate interests. With few options and having to make controversial choices, welfare provision has seen trends towards the commodification of social welfare whilst globalization is affecting social contracts across nation-states. This paper critically engages in these challenges to governance and development, and assesses how social welfare has been redefined and extended while many populations become embedded in greater forms of poverty creating unevenness across nation-states. [ABSTRACT FROM AUTHOR]

Exploring how gender impacts ethical decision-making and behavior within organizations can contribute to creating inclusive workplaces and empowering women in leadership roles. Additionally, examining gender-based differences offers valuable insights into implementing business ethics, a vital aspect associated with equality in the workplace and broader communities. This study aims to compare business ethics in Slovak companies led by male and female CEOs, identifying statistically significant differences. By exploring these distinctions, the research seeks to enhance our understanding of how gender influences the implementation of business ethics, contributing to existing knowledge in this field. The study surveyed 179 Slovak subsidiaries of foreign mother companies, led by male and female CEOs, using an online questionnaire. It analyzed ten variables related to business ethics implementation through statistical methods, employing the non-parametric Mann–Whitney U test due to data distribution deviations from normality. The research reveals no statistically significant differences between male and female CEOs in Slovak subsidiaries of foreign multinationals regarding business ethics. This implies that gender does not notably impact ethical practices in this context, underscoring the significance of individual characteristics and leadership qualities over gender in evaluating business ethics implementation. The findings contribute valuable insights into distinctions in business ethics characteristics under male and female leadership, informing organizational practices, leadership development, and policy formulation to promote gender equality and ethical decision-making. [ABSTRACT FROM AUTHOR]

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

Beyond simply passing laws, the authors highlight an array of legal strategies individuals and civil society organizations have used to improve enforcement of existing laws, as well as the complementary laws that allow legal action to be effective (Who is able to sue? There is always a tension between focusing on the inherent value of an objective (gender equality is good) and the instrumental value, whether economic (gender equality will generate more global income) or otherwise (gender equality will make both women and men healthier). Equality Within Our Lifetimes: How Laws and Policies Can Close - or Widen - Gender Gaps in Economies Worldwide. [Extracted from the article]

This paper explores the relationship between the EU's current re-imagining as a global security actor and its stance as a global promoter of progressive gender norms. For this purpose, we analyse how gender and race are constitutive of the meanings of security and Europe in major EU security strategies, and how this relates to the way gender (equality) is addressed as a policy issue. We find that, in the context of waning liberal world order and manifold internal and external crises, EU security actorness is constructed through narratives of masculinisation that entail feminisation of the EU's own past as a "peace project" and "soft power"; Othering of non-EU spaces and subjects; colonial perspectives on the EU's role in the world as "White Man's burden" and the reconstruction of whiteness through notions of "neutral" masculinities associated with technocratic professionalism, superior knowledge production, and market rationality. This intersectional gendering of EU security limits the emancipatory potential of gender policy through the racialisation of Other women and the simultaneous invisibilisation of postcolonial structures of inequality. Our analysis provides the groundwork for addressing how and why the EUropean security project continues to reproduce intersectional power relations and insecurities, despite commitments to gender equality and non-discrimination. [ABSTRACT FROM AUTHOR]

The Supreme Court has repeatedly affirmed the existence of the so-called "ministerial exception"--religious organizations' constitutionally based immunity from employment discrimination suits brought by their ministers--but declined to provide a clear test for which employees count as "ministers." The Court's reticence is frustrating but understandable. A narrow definition might wrongfully burden or interfere with religion generally, privilege some religions over others, or increase friction in a society riven by ethical disagreements. A broad definition might privilege religious over non-religious employers or facilitate evasion of generally applicable law, contrary to compelling public policies and the vital interests of many individual employees. Drawing on employment-law scholarship, this Article recommends a legal strategy often adopted in secular contexts to reconcile desirable employer autonomy with competing individual interests and public goals: targeted disclosure. The Article proposes that courts adopt this "informationforcing" rule: When a religious organization gives a purported "minister" adequate pre-hire notice of her ministerial status, that notice should create a legal presumption of ministerial status. The plaintiff then bears the burden of showing that she is not a minister. This approach incentivizes religious employers to inform employees of the risks they bear in accepting employment and creates an occasion for stakeholders to contest the religious organization's governance practices. Such contestation might, without unconstitutional overreach by the government, promote selfdirected reform that narrows the gap between the religious employer's self-governance and the goals of public policy. [ABSTRACT FROM AUTHOR]

Copyright of Stanovništvo is the property of Demographic Research Center of Institute of Social Sciences 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 Middle East Journal of Legal & Jurisprudence Studies / Mağallaẗ al-Šarq al-Awsaṭ li-l-ʿulūm al-Qānūniyyaẗ wa-al-Fiqhiyyaẗ is the property of Manar Elsharq for Studies & Research 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 article focuses on the ethical implications of the duty of care portrayed through the character of Stevens, the butler in Kazuo Ishiguro's "The Remains of the Day." Topics include Stevens' commitment to fostering conviviality in his workplace, the conflicts between his professional duty and personal emotions, and the perpetuation of social inequities through his adherence to workplace ethics.

Purpose: This article focuses on research carried out on gender discrimination and biasness in the workplace in order to understand how gender discrimination can have far reaching consequences on the careers of working women. It looks at five aspects of this issue, namely workplace harassment, hiring, maternity leave, women in leadership roles, and the experience of marginalised women. Although a global issue, this article looks at gender discrimination from Indian Context. Design/methodology/approach: This article is descriptive in nature, that studied the arguments of other researchers and elaborated understanding from those articles considering gender discrimination and gender bias at the workplace. Findings: It was found that despite an intense and growing call for gender equality at the workplace, to provide its female workforce with adequate freedom to work and protection from conservative opinions and biases that keep women out of the workforce. Several women have taken over top positions in companies; regardless, a lot more work remains to be done. Bringing in legislative changes is of utmost importance, as it will ensure that women have legal routes to protect their rights. There also needs to be more research undertaken in the field of gender discrimination to understand how structural changes can be established in companies. Originality/value: The current study is unique, every industry faces this challenge, which is considered one of the critical challenges. Practitioners, experts, strategists, also fall into the game of gender discrimination and biasness. [ABSTRACT FROM AUTHOR]

Chapter four One of the more enjoyable aspects of Groeger's book is the way she traces the role that demographic changes had on both Boston public schools and on the worlds of work. As Groeger notes, "half of college graduates have not experienced wage growth since 2000, and a college degree is not a guarantee of a stable well paying job" (p. 255). (hardcover), $19.25 (Kindle ebook), ISBN 9780674249110 Where vocational education for craft work failed to gain a foothold in public schools, commercial or business education cemented itself into the traditional high school model as an important means of preparing young and upwardly mobile Bostonians for a new world of work. [Extracted from the article]

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Malaysia's diverse and multicultural society poses unique challenges in achieving a balanced and inclusive employment landscape that upholds both the rights and needs of individuals. In this regard, constitutional principles of equality serve as the cornerstone for promoting non-discrimination in employment across the public and private sectors. The concept of equality embedded in the constitution today, on the other hand, is anchored in a complicated historical context that has greatly shaped the nation’s path. Hence, guaranteeing the effective application of the principle while taking into account the individual rights and needs of every community remains a difficult challenge. This is because affirmative action policy is also embedded in the constitution that aims at protecting the Bumiputera. Hence, understanding the historical context behind the establishment of the constitution is of utmost importance as it allows Malaysians to appreciate its unique features that seek to strike a delicate balance between the rights and needs of the people. This study which is doctrinal in nature, attempts to examine Malaysia's constitutional equality principles, with a special emphasis on understanding how to strike a balance between individual's rights and needs in the context of employment. This study tries to uncover the issues and challenges that impede the equitable implementation of the equality principle in the employment sector by evaluating historical events, existing legal frameworks, policies, and practices. [ABSTRACT FROM AUTHOR]