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Nature sports have been touted for their value "as ways of pursuing excellence and relating to the environment" (Krein 2014, 207). This value, however, is not widely available, in large part due to structural features that create barriers to access for all but able-bodied white men possessing substantial disposable income. In this paper, we will analyse four 'isms' that are prominent in nature sport: ableism, classism/elitism, racism, and sexism/heterosexism. Through an examination of nature sports like surfing, skiing, snowboarding, and climbing, we argue that the current culture of nature sports contains institutionalized isms. If we are to create spaces for inclusion and authentic participation and experiences in nature sports, then change needs to occur. To that end, we will address counterculture(s) and programs that challenge the ism-saturated established norms of nature sports, removing barriers to access and opening value-laden opportunities for all. [ABSTRACT FROM AUTHOR]

Women are more likely than men to be targets of incivility in the workplace. Scholars have referred to this pattern as selective incivility and suggest that incivility directed toward women—that is, selective incivility—is a form of modern sexism in the workplace. However, it remains unclear whether women themselves make sense of incivility from men as a form of gender bias, and when such perceptions shape whether women engage in unique responses to incivility perceived as selective. Drawing on social identity theory, we develop a conceptual model to better understand these relationships. Across two studies with working women, we show that women perceive male‐instigated incivility as selective. Further, our findings show that women are more likely to engage in problem‐focused‐responses (i.e., direct confrontation and formal reporting), rather than emotion‐focused responses (i.e., avoidance) in response to incivility perceived as selective and that these coping responses are, at times, moderated by the frequency of incivility. Overall, our research advances the literature on incivility, selective incivility, and gender bias at work, offers practical implications for managers seeking to foster workplace inclusion, and suggests novel directions for future research. [ABSTRACT FROM AUTHOR]

Abstract: Ambivalent sexism (hostile and benevolent sexism) maintains gender inequalities and has been applied to investigate violence against women (VAW). We conducted a comprehensive three-level meta-analytic review testing ambivalent sexism as predictors of VAW-supportive attitudes and behaviors regarding sexual harassment, sexual assault, and intimate partner violence. Relevant articles published between 1996 and April 2022 were retrieved from the PsycINFO, Pro Quest Dissertations and Theses, Cochrane Database Reviews, ERIC, and Web of Science online databases. A total of 141 reports (with 912 unique effect sizes) met our inclusion criteria (e.g., assessed Glick and Fiske’s 1996 ASI and at least one self-reported measure of VAW-supportive attitudes or men's VAW perpetration and/or proclivity; VAW was limited to violence against women perpetrated by men). Our review revealed hostile and benevolent sexism, respectively, were associated with greater VAW-supportive attitudes across genders (r = .47, 95% CI [.43–.50]; r = .26, 95% CI [.23–.29]) and to greater VAW behaviors among men (r = .23, 95% CI [.19–.27]; r = .08, 95% CI [.04–.12]). Our review also highlighted participant gender, VAW type, and domain of VAW as important moderators. Notably, benevolent sexism was more strongly tied to VAW-supportive attitudes among women (r = .31, 95% CI [.27–.35]) than men (r = .22, 95% CI [.18–.26]). Overall, the results underscore the importance of addressing hostile and benevolent sexism in future research and interventions on VAW.

During the summer of 2022, Hockey Canada faced a reckoning regarding its outright denial of the ways in which gender-based violence is a part of hockey culture. This paper shares data from a study that involved qualitative interviews with semi/professional men's ice hockey players regarding their resistance to the expectations of hypermasculinity in hockey culture. Hypermasculinity is the elevated status of traits that promote violence, stoicism, and aggression and that privileges the locker-room code of silence. Participants spoke about the dangers of playing through pain as well as the precarity of their roles on their teams due to policing strategies that put the team before anything else. The participants were less direct about the ways sexism and misogyny are used as a means to improve team bonding and performance, yet stories of sexism and misogyny were riddled throughout the data. Our analysis brings together Bourdieu's concept of misrecognition to gain understanding as to why sexism remains/ed silent and Freire's conscientization to promote more dialogic encounters to clear the air of sexism in men's ice hockey. [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 Womens 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.

BACKGROUND: Despite similar numbers of women and men in internal medicine (IM) residency, women face unique challenges. Stereotype threat is hypothesized to contribute to underrepresentation of women in academic leadership, and exploring how it manifests in residency may provide insight into forces that perpetuate gender disparities. OBJECTIVE: To quantify the prevalence of stereotype threat in IM residency and explore experiences contributing to that stereotype threat. DESIGN: We used a mixed methods study design. First, we surveyed IM residents using the Stereotype Vulnerability Scale (SVS) to screen for stereotype threat. Second, we conducted focus groups with women who scored high on the SVS to understand experiences that led to stereotype threat. PARTICIPANTS: The survey was sent to all IM residents at University of California, San Francisco (UCSF), in September-November 2019. Focus groups were conducted at UCSF in Spring 2020. APPROACH: The survey included an adapted version of the SVS. For focus groups, we developed a focus group guide informed by literature on stereotype threat. We used a thematic approach to data analysis. The mixed methods design enabled us to draw metainferences by integrating the two data sources. KEY RESULTS: Survey response rate was 61% (110/181). Women were significantly more likely than men to have a score indicating stereotype threat vulnerability (77% vs 0%, p

Each year, people spend less time reading and more time viewing images1, which are proliferating online2-4. Images from platforms such as Google and Wikipedia are downloaded by millions every day2,5,6, and millions more are interacting through social media, such as Instagram and TikTok, that primarily consist of exchanging visual content. In parallel, news agencies and digital advertisers are increasingly capturing attention online through the use of images7,8, which people process more quickly, implicitly and memorably than text9-12. Here we show that the rise of images online significantly exacerbates gender bias, both in its statistical prevalence and its psychological impact. We examine the gender associations of 3,495 social categories (such as 'nurse' or 'banker') in more than one million images from Google, Wikipedia and Internet Movie Database (IMDb), and in billions of words from these platforms. We find that gender bias is consistently more prevalent in images than text for both female- and male-typed categories. We also show that the documented underrepresentation of women online13-18 is substantially worse in images than in text, public opinion and US census data. Finally, we conducted a nationally representative, preregistered experiment that shows that googling for images rather than textual descriptions of occupations amplifies gender bias in participants' beliefs. Addressing the societal effect of this large-scale shift towards visual communication will be essential for developing a fair and inclusive future for the internet.

Businesses often attempt to demonstrate their commitment to diversity, equity, and inclusion (DEI) by showcasing women in their leadership ranks, most of whom are white. Yet research has shown that organizations confer status and power to women who engage in sexist behavior, which undermines DEI efforts. We sought to examine whether women who engage in racist behavior are also conferred relative status at work. Drawing on theory and research on organizational culture and intersectionality, we predicted that a white woman who expresses anti-Black racism is conferred more status in the workplace than a white woman who does not. A pilot study (N = 30) confirmed that making an anti-Black racist comment at work was judged to be more offensive than making no comment, but only for a white man, not a white woman. Study 1 (N = 330) found that a white woman who made an anti-Black racist comment at work was conferred higher status than a white woman who did not, whereas the opposite held true for a white man, with perceived offensiveness mediating these effects. Study 2 (N = 235) revealed that a white woman who made an anti-racist/pro-Black Lives Matter comment was conferred lower status than a white woman who did not, whereas the opposite held true for a white man. Finally, Study 3 (N = 295) showed that people who endorse racist and sexist beliefs confer more status to a white man than to a white woman regardless of speech, but that people low in racism and sexism confer the highest status to a white woman who engages in anti-Black racist speech. These studies suggest that white women are rewarded for expressing support for beliefs that mirror systemic inequality in the corporate world. We discuss implications for business ethics and directions for future research. [ABSTRACT FROM AUTHOR]

In this paper, we argue that the system of student debt functions as one of the most egregious and yet poorly understood mechanisms by which structural racism is reproduced in the U.S. today. We present evidence that student debt is unevenly distributed across race and gender, show that this pattern arises from policy choices made over time, and demonstrate that these disparities play a significant role in maintaining and exacerbating racial and gender wealth gaps. Our paper contends that the student debt crisis not only erodes the core principles of higher education but also perpetuates a cycle of racial and gender inequality and given the crucial role played by business corporations, urges scholars of business ethics to pay attention to this issue. [ABSTRACT FROM AUTHOR]

Video games remain a male-dominated environment where sexism persists. Although women make up almost half of the gamer community, they encounter gender discrimination, anti-feminist themes, and sexist attitudes within the community, especially when participating in online games. As a result, both sexism against women within online video games and how women's participation is perceived by other gamers have become relevant for investigation. We conducted two experiments to examine how a woman gamer's ostensible adherence to a feminist identity and the type of collective action for gender equality she participates in would influence perceptions of a sexist incident in an online video game. In Study 1 (145 women and 146 men), we randomly assigned participants to read a vignette about a woman gamer described as feminist or a regular gamer. In both vignettes the woman was subjected to sexist comments and we measured the extent to which participants blamed the woman for these comments. In Study 2 (168 women and 232 men), we manipulated the type of collective action for gender equality (normative vs. non normative vs. control) performed by a woman gamer who was described as a feminist and measured victim blame. In both studies we measured participants' level of sexism toward women gamers. Results showed that participants who more strongly endorsed sexist attitudes against women gamers attributed more blame to the feminist woman gamer who was a victim of a sexist incident (vs. the regular woman gamer) and to a woman gamer who performed non–normative collective actions (vs. control). Both studies confirm the relevance of the interaction between sexist attitudes and gender-relevant characteristics of women gamers for victim blaming in sexist incidents. These findings are an important step towards understanding and addressing sexist experiences for women in online gaming. [ABSTRACT FROM AUTHOR]

Street harassment is a widespread problem that affects women from all backgrounds, often leading to negative psychological consequences such as anxiety, depression, and reduced self-worth. Despite the pioneering development of laws protecting women's rights, Spanish culture often normalizes this type of violence against women, and research on this context remains limited. To address this gap, we conducted a cross-sectional study with 245 women in Spain to investigate the occurrence and impact of street harassment on psychological well-being. We used the Street Harassment Assessment Scale, a self-report measure designed to evaluate the prevalence and frequency of street harassment, and explored its association with anxiety, fear of rape, avoidance behavior, self-esteem, and adherence to sexist beliefs. The results showed that 98% of women experienced street harassment, with 80% reporting monthly occurrences. The frequency of street harassment was correlated with increased anxiety, fear of rape and avoidance behavior, and lower self-esteem. Additionally, the results supported the link between the endorsement of sexist ideology and lower identification of events. Collectively, the results underscore the negative impact of street harassment on women's well-being and freedom, highlighting its role as a patriarchal tool that perpetuates female objectification and subordination. An integrative feminist perspective involving various fields, including psychology, public policy, and education, among others, is necessary to create safer environments for women. [ABSTRACT FROM AUTHOR]

This paper explores how Black women entrepreneurs in Cali, Colombia confront racism and sexism, as they engage in the expanding neoliberal beauty market. We argue that anti-racist entrepreneurial experiences in Cali are shaped by four interconnected processes: First, changes in gender and development policies, aligned with inclusive neoliberal development projects. Second, the limitations of state neoliberal multicultural policies, which has made activists aware of the need to address racism and sexism. Third, activist's appropriation of the intersectional turn, allowing them to recognize articulations between racism, classism and sexism. Fourth, the adoption of anti-neoliberal discourses supporting distributive and solidarity practices. Our analysis suggests that while entrepreneurial anti-racist actions do not generate radical or permanent changes in the beauty industry, they do have material and symbolic effects in Black women's experiences of racial justice. [ABSTRACT FROM AUTHOR]

Aims: This review aims to synthesise the best available evidence exploring the lived experiences of males in the nursing profession on gender discrimination encounters. Background: The underrepresentation of males within the nursing profession could potentially cause discrimination and stereotypes against them, causing barriers to entry into, and retention within, the profession. With a shortage in manpower, the deterrence of males to nursing might exacerbate the existing manpower shortage. This review consolidates and highlights the lived experiences of males in the profession. Methods: The review was synthesised according to the Preferred Reporting Items for Systematic Reviews and Meta‐Analyses (PRISMA) checklist. Employing the meta‐synthesis approach, two independent reviewers conducted critical appraisal and data extraction of included studies, using the standard Joanna Briggs Institute (JBI) Critical Appraisal Instrument for Qualitative Research and a standardised data extraction form, respectively. Results: Twenty‐three studies were included. Extracted findings were aggregated into 14 categories and synthesised into three themes: stereotypes, discrimination and challenges faced by males. Discussion: The synthesised findings showed that male nurses faced gender discrimination in multiple facets. These caused them to have difficulty in carrying out their nursing duties, missing out of clinical opportunities and causing them multiple social and mental stressors. Conclusion: This review informed the discriminatory experiences faced by males within the nursing profession. With males already underrepresented within this profession, it is imperative for interventions, policies and research to be made to address this issue to improve experiences of male nurses, thereby limiting the deterrence of males into the profession. Implications: Findings of this study showed that males are being stereotyped and discriminated, resulting in challenges faced solely because of their gender. Effective interventions and policies could be implemented to alleviate the negative experiences. [ABSTRACT FROM AUTHOR]

Research on the backlash effect predominantly investigated penalties men and women incurred when they violate gender norms in the domain of achievement‐oriented aggressiveness. We investigated backlash reactions towards female versus male leaders' attempts to manage follower emotions using one of two gender‐stereotypic interpersonal emotion management strategies, cognitive change or expression suppression, in a 2×2 vignette experiment in which undergraduate students as participants acted as followers (N = 206). We hypothesized that followers high in explicit or implicit prejudice towards female leadership would be motivated to show backlash in the form of negative attitudes and anger when female leaders use an expression suppression strategy and when male leaders use a cognitive change strategy, violating gender norms. We also explored the role of followers' gender as a boundary condition of backlash reactions towards leaders of the same versus opposite sex. Male participants with negative explicit attitudes towards women leaders in general expressed higher levels of anger towards a female leader who utilized a suppression strategy. Female participants holding implicit stereotypes reported negative attitudes for both female and male leaders who utilized a gender‐incongruent emotion management strategy. We discuss the implications of our findings for theory and research on the backlash effect. [ABSTRACT FROM AUTHOR]

Do workers speak their mind about sexism and about diversity, equity, and inclusion (DEI) policies in the workplace? We measure social desirability bias regarding sexism and DEI policies using a list experiment survey among workers from five male-dominated industries in France and in the US. In both countries and, remarkably, among both men and women, we document substantial social desirability bias. Managers exhibit a larger bias than non-managerial employees. This difference between voiced and real attitudes may make organizations overestimate support for DEI policies in their workforce, rendering such policies less effective. [ABSTRACT FROM AUTHOR]

Although women make up nearly half of the U.S. workforce, gender role stereotypes persist, and gender roles may relate to how men and women manage work–home boundaries. In this study, we explore gender differences in how employee values (tradition, achievement) translate into role identity salience, and in turn, boundary management preferences and behaviour. With data collected in two waves from 200 employees, we examined how the personal values of tradition and achievement relate differently by gender to role identity salience and in turn, boundary management. We found that men who more strongly value tradition have higher levels of work identity salience and both prefer and create an impermeable boundary around work to prevent intrusion from home. Men who valued tradition more also preferred and crafted a permeable home boundary to allow work intrusion. In contrast, women with higher tradition values reported higher home identity salience, which was associated with preferring segmentation in both work‐to‐home and home‐to‐work directions, and to behaviorally protecting home from work. Contrary to expectations, achievement values did not relate to a boundary management process via role identity salience for either gender. We discuss implications for a more nuanced, values‐driven, and gendered perspective on boundary management. [ABSTRACT FROM AUTHOR]

Narratives of racialized sexual violence—specifically, where a dominant-group woman faces harm by a man outside the dominant group—have long been a staple of American political communication. Past scholarship has examined how these threats prime racial resentment among White Americans; less is known about their gendered effects. I present an original survey experiment comparing racialized sexual threats with racialized threats that are not gendered or sexual. Both evoke racial resentment. Compared with solely racial threats, however, racialized sexual threats also make benevolent sexism salient for a range of democratic outcomes. Moreover, I find distinct effects by respondent race and gender, as men and women of different racial identities are situated differently vis a vis racialized sexual threats. To demonstrate that the gendered/sexualized impact of these appeals extends to real-world campaigns, I conclude with an analysis of candidate support in the 1988 presidential election. The 1988 race saw one of the most notorious examples of racialized sexual threat in modern American politics in the "Willie Horton" ad, aired on behalf of the Bush campaign. Even with the limited measures available in that year, I find that sexism played an important role in shaping Americans' political views. [ABSTRACT FROM AUTHOR]

Chile had a violent military coup (1973–1990) that resulted in 3,000 victims declared detained, missing or killed; many are still missing and unidentified. Currently, the Human Rights Unit of the Forensic Medical Service in Chile applies globally recognised forensic anthropological approaches, but many of these methods have not been validated in a Chilean sample. As current research has demonstrated population-specificity with extant methods, the present study aims to validate sex estimation methods in a Chilean population and thereafter establish population-specific equations. A sample of 265 os coxae of known age and sex of adult Chileans from the Santiago Subactual Osteology Collection were analysed. Visual assessment and scoring of the pelvic traits were performed in accordance with the Phenice (1969) and Klales et al. (2012) methods. The accuracy of Phenice (1969) in the Chilean sample was 96.98%, with a sex bias of 7.68%. Klales et al. (2012) achieved 87.17% accuracy with a sex bias of -15.39%. Although both methods showed acceptable classification accuracy, the associated sex bias values are unacceptable in forensic practice. Therefore, six univariate and eight multivariate predictive models were formulated for the Chilean population. The most accurate univariate model was the ventral arc at 96.6%, with a sex bias of 5.2%. Classification accuracy using all traits was 97.0%, with a sex bias of 7.7%. This study provides Chilean practitioners a population-specific morphoscopic standard with associated classification probabilities acceptable to accomplish legal admissibility requirements in human rights and criminal cases specific to the second half of the 20th century. [ABSTRACT FROM AUTHOR]

In this study we tested classification performance of a sex estimation method from the mandible originally developed by Sella-Tunis et al. (2017) on a heterogeneous Israeli population. Mandibular linear dimensions were measured on 60 CT scans derived from the Czech living population. Classification performance of Israeli discriminant functions (DFs-IL) was analyzed in comparison with calculated Czech discriminant functions (DFs-CZ) while different posterior probability thresholds (currently discussed in the forensic literature) were employed. Our results comprehensively illustrate sensitivity of different discriminant functions to population differences in body size and degree of sexual dimorphism. We demonstrate that the error rate may be biased when presented per posterior probability threshold. DF-IL 1 showed least sensitivity to population origin and fulfilled criteria of sufficient classification performance when applied on the Czech sample with a minimum posterior probability threshold of 0.88 reaching overall accuracy ≥ 95%, zero sex bias, and 80% of classified individuals. The last parameter was higher in DF-CZ 1 which was the main difference between those two DFs suggesting relatively low dependance on population origin. As the use of population-specific methods is often prevented by complicated assessment of population origin, DF-IL 1 is a candidate for a sufficiently robust method that could be reliably applied outside the reference sample, and thus, its classification performance deserves further testing on more population samples. [ABSTRACT FROM AUTHOR]

A popular form of neoliberal feminism seeks to advance gender equality in leadership and beyond by encouraging women to be resilient as individuals. By locating career advancement as within an individual's control, recent research has shown that this focus subtly shifts the blame for gender inequality onto women and reduces support for needed structural changes to tackle gender discrimination. We extend research into neoliberal feminism by examining anticipated negative effects on women's protest motivation. Across four studies in the United Kingdom (total N = 1,168), undergraduate women students and employed women with university degrees in both the control and resilience conditions first read about gender inequality. Participants in the neoliberal feminist conditions then read messages promoting individual resilience as key to women's advancement (Study 1–3) or participated in activities designed to build their own resilience as individuals to help them advance (Study 4). In Studies 1, 3, and 4, participants in the neoliberal feminist conditions compared to the control had lower collective action intentions – a negative effect that was either indirect, via reduced perceptions of gender discrimination (Studies 1 and 4) and reduced anger over inequality (Study 1), or direct (Study 3). Together, these studies provided partial support for our hypothesis that neoliberal feminism can undermine women's protest motivation. Future research can help establish how contextual and other factors contribute to the strength of these effects and explore how feminists can better harness messages of resilience. To advance gender equality, our findings suggest that advocates should focus less on individualistic solutions and more on addressing structural barriers, laying the groundwork for effective protest action and social change. Additional online materials for this article are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/03616843241238176. [ABSTRACT FROM AUTHOR]

This article examines the issue of sexism in business schools and universities, emphasizing that it is deeply ingrained within these institutions. It discusses the various forms of sexism, from everyday micro-aggressions to more severe acts of violence, and how it intersects with other forms of oppression. The article presents research studies and personal accounts that shed light on the prevalence of sexism and the challenges faced by women and marginalized groups in academia. It concludes by calling for resistance against sexism and the implementation of policies and practices that promote diversity, equity, and inclusion in business schools and universities. Additionally, the article discusses papers that explore the experiences of women academics in highly masculinized and patriarchal spaces, highlighting micro-coercive control, sexism, and fear of repercussions. It also examines different types of sexism in business schools, the normalization of sexist organizational norms, and the perpetuation of gender stereotypes in entrepreneurship education. The authors stress the need for activism and collective action to challenge and eradicate sexism in academic environments, and advocate for the creation of inclusive and equitable conditions in business education and research. [Extracted from the article]

How is it possible to survive as a woman senior leader in the gendered managerial academy? In this autoethnographical article, I illustrate the lived reality, insecurity, and struggle of academic leadership. Drawing from three vignettes, I discuss decision‐making processes, blatant sexist aggressions, and the problematic negation of affect and personal life. Their critical contribution is to expose the consequences of gendered managerialism in the neo‐liberal academy and the false promise of 'leadership', in which women continue to experience gender challenges, sexism, and the risk of burnout in their everyday experiences. However, I also show how it is possible to counter the detrimental effects of gendered managerialism through four forms of resistance: resistance through embodied affective authenticity; resistance through solidarities, and social relations with others; resistance through feminist activism; and resistance by stepping back. [ABSTRACT FROM AUTHOR]

Drawing on narrative accounts of French business school staff and faculty about their experiences and observations of actions taken by different organizational actors in response to a trigger event, we theorize the intricate connections between organizational practices conducive to sexism and the persistence of silence around such practices. Specifically, empirical investigation demonstrates how managerial practices such as the allocation of organizational tasks and valorization of individual contributions prompt organizational members to assume a variety of stances toward gender issues. The enactment of these stances in various interactions provokes organizational counteraction in the form of sanctions, the establishment of a hermetic and formulaic communication regime, and public reinforcement of meritocratic narratives. This results in silence around organizational sexism manifesting as a collective and individual inability and unwillingness to react. This study contributes to a broader and rapidly developing literature on sexism in academic settings and the phenomenon of silencing in organizations by shedding light on the mechanisms of its persistence. [ABSTRACT FROM AUTHOR]

Unsilencing sexism‐related silence is not a new need, particularly in academic institutions heavily imbued with patriarchy, where sexist events are often ignored or denigrated. In this paper, we draw on a sexist cyberbullying attack unleashed against part of our academic work to extend a critique to the silence culture surrounding business school sexism. Through an embodied discussion of the various faces and phases of silence, silencing, and unsilencing that we experienced following this sexist event, we show the behind‐the‐scenes relational process that led us from silence to activism in regaining our voices and speaking out against academic sexism. We discuss the emancipating potential of feminist "wor(l)ds," relationality, and communal support in unsilencing sexism‐related silence and articulate possible ways of unsilencing silence at the individual, community, and institutional levels. [ABSTRACT FROM AUTHOR]

In this paper, we advance knowledge and theorization on the sexism experienced by faculty not only inside but also outside the physical boundaries of business schools. We enrich existing knowledge of gender and sexism by applying Gender Structure Theory (GST) to provide a more multi‐dimensional analysis of the role of individuals, interactions, and institutions in shaping gender structures. Engaging with this theoretical framework, we use mixed‐methods and data, integrating statistical data on gender in UK business schools with qualitative data from interviews with 52 academics from 15 schools to provide a nuanced insight into sexism at business schools. The framework developed from the findings extends GST by adding a specific "organizational" dimension, which is needed to examine interorganizational differences and how cultural and material organizational processes are influenced by wider national/international processes. We also identify three key interactional tensions cutting across the dimensions examined: organizational versus interorganizational relations, agency versus dependency, and employment relationships versus stakeholder relationships. The findings generate pressing implications for policy and practice in business schools and academia more broadly. [ABSTRACT FROM AUTHOR]

Unequal distribution of child rearing and domestic responsibilities between parents contributes to gender inequity, a wicked problem in Australia. Inequitable parental leave policies at Australian public Universities place the burden of care squarely on the mother, diminishing or absenting the father. We examine how the gendered nature of the existing policies are constructed in ways that create inequities and discourage their uptake. A post‐structural feminist lens provides us with a theoretical vantage point from which this wicked problem can be problematized. We present three recommendations for enabling more equitable outcomes for parents. The first is to eradicate the punitive approach and support flexibility; second, the policies must be parental leave in name, provision and practice; and finally we recommend a minimum parental leave standard for Australian universities nationally. These findings have policy‐level significance for redressing parental leave inequity within the Australian university context. The paper concludes with theoretical contributions, practical implications, and suggestions for future research. [ABSTRACT FROM AUTHOR]

Studies of sexual harassment in professional contexts, including academia, provide detailed explanations of the predominance and pervasiveness of sexist organizational norms that enable harassing behavior—and offer a thorough critique of the structures and practices that support and reproduce these norms. When sexist organizational norms are linked to acts of sexual harassment, it becomes clear that harassment is systemic, and that organizations tend to justify and excuse the very norms and behaviors that propagate harassment. Focusing on the context of Danish universities, we do not ask whether sexism exists in Danish society generally and in academia specifically, but rather, why issues of systemic sexism and normalized sexual harassment have been ignored for so long and how sexist organizational norms have been maintained. Based on an investigation of prevalent rhetorical strategies for legitimating sexual harassment and gendered discrimination, we discuss how recognizing these strategies may translate into concerted action against them. Introducing queer organization studies as a lever for such translation, we suggest that a norm‐critical approach may, first, explain how currently dominant norms offer sexist excuses for continued harassment and, consequently, delegitimize and change these unjust norms and the untenable practices they support. [ABSTRACT FROM AUTHOR]

This paper examines the establishment of a feminist academic organization, GENMAC (Gender, Markets, and Consumers; genmac.co), serving gender scholars in business schools and related fields. In so doing, it builds on the emerging literature of feminist academic organizations, as situated within feminist organizational studies (FOS). Through a feminist case study and by assessing the reflections of GENMAC's board members, we tell the story of the emergence of GENMAC and detail the tensions the organization encountered as it formally established itself as a feminist organization within the confines of a business school setting, a patriarchal system, and a neoliberal university paradigm. We build on the FOS literature by considering how our organization counters cultures of heightened individualism and builds collective action to challenge sexism through the nexus of research, support, and advocacy pillars of our organization. We demonstrate how, through these actions, our organization challenges hierarchies of knowledge, prioritizes the care and support needed for the day‐to‐day survival of gender scholars in business schools, and spotlights and challenges structural inequalities and injustices in the academy. [ABSTRACT FROM AUTHOR]

The legitimacy of business schools is based on rankings, revenues, branding, and opportunities to support staff and students "to make a difference in the world". Yet sexism in business schools is endemic. Drawing on Acker's inequality regimes framework and a thematic analysis of reports in Poets&Quants, EFMD's Global Focus and AACSB International's BizEd/AACSB Insights over a decade, this study explores how business schools are dealing (or not) with sexism. We propose a typology of four categories of sexism in business schools: belligerent, benevolent, ambivalent, and oblivious sexism. Our findings contribute to understandings of institutional theory and the institutional development of business schools as important sites of (sexist and gendered) knowledge production and dissemination and entrenched inequalities. We posit that media constructions of sexism may better inform individual decisions, organizational development, and governance about the imperative to eliminate sexist behaviors and discrimination. We argue that business schools need to gain substantive legitimacy as effective role models by reforming themselves. They must actively tackle institutional and cultural sexism from within. Implications for practice include the effective inclusion of mandatory sexism reporting in international business school accreditation standards and rankings criteria as well as requirements for research funding. [ABSTRACT FROM AUTHOR]

In this paper, my purpose is to explore the issue of sexism in businesses and business schools from a subjectivist and experiential perspective. In order to do that, I used autobiographic narratives of events that have happened to me throughout my life as a method of data generation, providing critical accounts of my lived experience, in the light of the theoretical lens by which I address the topic. Considering gender as a performative act that is fundamental to the process of our subjectivation, I argue that being a black queer man results in the impossibility of performing an intelligible gender in the realms of businesses and business schools in three fashions: first, by the impossibility of performing hegemonic (white) masculinity; second, by the impossibility of performing a subordinated tough masculinity; and third, by the prohibition of performing femininity, considering the prevailing misogyny in societies. I suggest that this impossibility of gendering myself and, hence, becoming a subject could be challenged by a coalition with white, cis, heterosexual, and in positions of power, allies, and potential alliances, which connect individual and collective resistance acts. [ABSTRACT FROM AUTHOR]

This paper draws from our own experiences of sexism within Business Schools to bring attention to the effects of the operation of a highly masculinized, white, cis‐gendered, and patriarchal culture, whether enacted by men or women, and to how we come to be silenced within it. Our work reflects on intersectional issues of race, health (mental and physical), and care‐work, using faction built from six paired interviews to tell a truth we feel unable to tell individually. This piece highlights the real fear of repercussions that still persist for female academics, and uses the acts of collecting data and writing differently to offer the authors a safe space in which to resist both overt and structural sexism in Business Schools. It highlights the need to take seriously those subtleties of sexism that we are often expected to put up with, those difficult‐to‐name aspects of our working lives that leave us feeling it would be "silly" to complain and act as a form of micro‐coercive control over our lives. We operationalize our collective voice as a form of activism in the academy that is situated within our individual silences. [ABSTRACT FROM AUTHOR]

Play is a highly valued pedagogy in early learning settings around the world. Supporters of play have emphasised the benefits of this approach in promoting children's development and learning and their alleged freedom to choose, explore, and follow their interests. Feminist research, however, has shown that play contexts can be key sites that perpetuate gender inequalities. Building on this scholarship, I apply a critical feminist lens to examine the gendered effects of a recent shift in a Canadian province towards full-day play-based learning in kindergarten. Analysis of ethnographic data collected in two classrooms reveals that not all children may benefit from play-based learning. Instead, the findings show that the play settings in this study implicitly propagated patriarchal values that upheld hierarchal gender divisions and legitimized sexist practices among children in play. Specifically, in this paper I examine the subordination of girls through role allocations in the big blocks center. Given these findings, I discuss the need for critical gender literacy and transformative action among early education stakeholders. [ABSTRACT FROM AUTHOR]

Chronic pain affects at least one in five individuals. Hence, adequate pain judgement is a vital interpersonal skill. Nonetheless, women often face treatment disparities due to biased assessments. Priorly, sex and gender (i.e., biological category vs. cultural representation) have not been investigated separately. Our study was thus designed to disentangle their distinct influence on pain judgments. In an online study, N = 679 participants (73.8% female) were presented with a novel vignettes paradigm including descriptions of fictional gender-stereotypical and counter-stereotypical women and men. Participants were instructed to rate the characters’ pain sensitivity before completing inventories measuring gender ontological beliefs and ambivalent sexism. We found significant interaction effects of observer and character sex, in that higher pain sensitivity was attributed to opposite-sex characters. Men showed a higher sex bias, which was partially mediated by lower social constructionism and higher hostile sexism. We further uncovered a gender bias across observers, in that feminine characters were assumed to be more pain sensitive, irrespective of their sex. Our research underscores the presence of sex and gender biases in pain judgments, even in scenarios with minimal contextual cues. Despite limitations, the findings offer insights for the development of intervention strategies, which might reduce treatment disparities. [ABSTRACT FROM AUTHOR]

In recent years there has been substantial growth of women playing in and competing at the top levels of traditionally male-dominated sports, including Australian Football. By comparison, the number of women officials have not increased at the same rate, raising multiple questions about retention, participation and sustainability. This paper reports the experiences of girls and women Australian Football officials. 27 umpires who identified as girls, women or as non-binary participated in interviews or focus groups which were then analysed thematically. Findings indicate that regardless of their location, level of experience, or seniority, girls and women faced overt and covert exclusion and discrimination in umpiring due to their gender. These included microaggressions delivered through the framing of their appointments to games, change room practices and gendered and sexual harassment. Discursive constructions often positioned the participants as 'different' and 'lesser' in their abilities and belonging, impacting their desire to continue umpiring. We argue that the current cultural context of umpiring is at best marginalising to girls and women, and at worst hostile and dangerous. To improve these environments, commitment to and strategy for reform is needed at a broad, institutional level, and at a local, interactional level, including specific education and inclusion initiatives, targeted development pathways, investment in infrastructure and policy, and ongoing analysis of change. [ABSTRACT FROM AUTHOR]

The purpose of this manuscript is to examine the implications of the current ideological underpinnings of sport education programs (SEPs) in the United States (U.S.) and present a new equity-minded and anti-ism sport education (EASE) framework that reflects a paradigm shift towards equity-mindedness, anti-ism, cultural responsiveness, inclusive excellence, and transformational leadership. The sport industry has transformed from modest recreational activities for leisure entertainment at the local levels into a multi-billion-dollar global corporatized industry with far-reaching economic, political and sociocultural impacts. Despite the growth in popularity of SEPs, a major area of concern is the lack of critical reflection on their sociopolitical and cultural origins of the curriculum and corresponding metrics of success. Thus, we argue current SEPs (e.g. sport management, sport administration, sport leadership, sport business, parks and recreation, and sport entertainment, hospitality, and tourism) perpetuate colorblind racism, sexism, and classism based on their philosophical foundations. In an effort to reflect a responsiveness to an increasingly global and multicultural sport industry, we present a new EASE framework for preparing professionals to ignite transformational change in and through sport in the twenty-first century. [ABSTRACT FROM AUTHOR]

This editorial from the NORA: Nordic Journal of Women's Studies discusses the presence and significance of sex hormones in the Nordic region. It explores how sex hormones are used to regulate, optimize, and disrupt gendered bodies, and how their value and emotional impact vary across different contexts. The editorial also highlights the role of the Nordic welfare states in regulating hormonal distribution and disciplining hormonal bodies. The special issue aims to contribute to the feminist interdisciplinary dialogue on sex hormones and their impact on gender, age, race, ethnicity, health, and sexuality. The issue includes articles on topics such as hormonal and genetic testing, news stories about transgender and intersex athletes, the hormonalization of sports, and the cultural logics of testosterone in men's health. The editorial concludes by expressing gratitude to the contributing authors, reviewers, and the journal team. [Extracted from the article]

Through the lens of Feminist STS, we explore Danish newspaper stories about sex hormones. We build on Haraway'sconcept of the material-semiotic and Roberts' understanding of sexhormones as bio-social messengers of sex to explore how the borders of binary sex/gender are policed in stories about intersex and transgender athletes. We combine these Feminist STS concepts with theconcept of benevolent sexism from social psychology to investigate stories about how women are understood or defined in elite sports. We show that stories about sex hormones often are narrated as stories about protecting ciswomen, and that the argument for hormonal interventions often is entangled in a form of benevolent sexism,implying that stereotypical ciswomen need protection. However, the people who the stereotypical ciswomen are narrated as needing protection from, are not; (a) cismen, (b) a science which upholds a bio-essentialist definition of women, or (c) the cultural norms in organizations dominated by men, but rather intersex and transgender people who challenge (or embody a challenge to) the binary sex/gender hierarchy. In these sports stories, science about sex hormones isused to reproduce a benevolent sexist narrative that reiterates ciswomen as vulnerable and narrates intersex and transwomen as the primary threat. [ABSTRACT FROM AUTHOR]

This study aimed to analyze the association between internalized homophobia and its domains and depression in homosexual and bisexual individuals and to quantify its results in depression. This is a cross-sectional online and anonymous study based on the LGBT+ health study conducted in Brazil from August to November, 2020, summing 926 respondents. Depression was self-reported. Internalized Homophobia was measured by the Brazilian Internalized Homophobia Scale for Gays and Lesbians, using 80% percentile to classify elevated total and by domain scores. Statistical analysis was based on Poisson Regression models with robust variance. Depression prevalence was 23.7%. The results revealed that internalized homophobia was positively associated with depression only among homosexuals (Prevalence Ratio (RP) = 1.80; 95% confidence interval (95%CI) 1.12-2.90). We found no statistical association for stigma and oppression domains. Population attributable fraction of depression was 2.3% (95%CI 0.1-4.5) in relation to internalized homophobia. Our findings highlight the need of controlling internalized homophobia to decrease the prevalence of depression among homosexuals. [ABSTRACT FROM AUTHOR]

Existing research converges on the finding that females are attributed less agency than males, with one of the consequences being that they are allotted less challenging tasks than their male counterparts. We hypothesized that benevolent sexism accounts for this tendency. Hence, we predicted that parents advocate for the allotment of less challenging tasks to girls than to boys at school as a function of their endorsement of benevolent sexism. We tested for the effect using a sample of 153 Zimbabwean parents (103 female and 50 male; mean age of 34 years, SD = 3.23), whose female child was beginning form one. However, we also tested for other "control" variables—parents' gender and their female child's performance. Results indicated that benevolent sexism and the female child's grade at grade 7 predicted the difference in scale of allotment of challenging tasks to boys versus girls. Taken together, these results suggest that benevolent sexism is the underlying sexist ideology that may limit girls' exposure to challenging tasks and subjects at school, which may limit their chances of success and leadership later in their educational trajectories, and also in the occupations they would take in adulthood. Recommendations for changes in educational policy and related interventions are made in line with the present findings and existing literature. [ABSTRACT FROM AUTHOR]

A commitment to diversity, equity, inclusion, and belonging in medical education requires addressing both explicit and implicit biases based on sexual orientation, gender identity and expression, and sex characteristics and the intersectionality with other identities. Heterosexism and heteronormative attitudes contribute to health and healthcare disparities for lesbian, gay, bisexual, transgender and queer or questioning, intersex, asexual individuals. Student, trainee, and faculty competencies in medical education curricula regarding the care of lesbian, gay, bisexual, transgender and queer or questioning, intersex, asexual patients and those who are gender nonconforming or born with differences of sex development allow for better understanding and belonging within the clinical learning environment of lesbian, gay, bisexual, transgender and queer/questioning, intersex, asexual learners and educators. The Association of Professors of Gynecology and Obstetrics issued a call to action to achieve a future free from racism and bias through inclusivity in obstetrics and gynecology education and healthcare, which led to the creation of the Association of Professors of Gynecology and Obstetrics Diversity, Equity, and Inclusion Guidelines Task Force. The task force initially addressed racism, racial- and ethnicity-based bias, and discrimination in medical education and additionally identified other groups that are subject to bias and discrimination, including sexual orientation, gender identity and expression, and sex characteristic identities, persons with disabilities, and individuals with various religious and spiritual practices. In this scholarly perspective, the authors expand on previously developed guidelines to address sexual orientation, gender identity and expression, and sex characteristics bias, heterosexism, and heteronormative attitudes in obstetrics and gynecology educational products, materials, and clinical learning environments to improve access and equitable care to vulnerable individuals of the lesbian, gay, bisexual, transgender and queer or questioning, intersex, asexual community. [Display omitted] [ABSTRACT FROM AUTHOR]

Introduction: People who belong to a sexual and gender minority often face prejudices that have their roots in heterosexism, a sociocultural system that can manifest itself in different ways and sometimes in a seemingly benevolent fashion. The present study examined the psychometric properties of the Multidimensional Heterosexism Inventory (MHI), a scale assessing aversive, amnestic, paternalistic, and positive stereotypic heterosexism, in an Italian sample. Methods: Two hundred one cisgender and heterosexual individuals (129 women and 72 men) aged 18 to 81 years (M = 36.42, SD = 12.56) were recruited online between May and October 2022 and answered questions about social dominance orientation, right-wing authoritarianism, ambivalent sexism, and attitudes toward lesbians and gay men. Results: Confirmatory factor analysis showed that the original 4-factor model of the scale fit the data well. Predictive and convergent validity of the Italian version of the MHI was adequate, whereas discriminant validity was not fully achieved due to overlap of multidimensional heterosexism with hostile and benevolent sexism and authoritarianism. Scores were higher for aversive and amnesic heterosexism in men than in women, but not for paternalistic and positive stereotypic heterosexism. Finally, less educated participants, those with no LGBTQI + friends, and religious participants were higher in all MHI subscales than their counterparts. Conclusions: This study provides the first evidence for the validity and reliability of an Italian version of the MHI. Policy Implications: Using the MHI can help to make visible not only the explicit but also the subtle forms of heterosexism, thus recognizing the multidimensional nature of heterosexism produced in social institutions. [ABSTRACT FROM AUTHOR]

For the past thirty years, Critical Discourse Studies has been consolidating as a form of linguistically-oriented, critical social research which is characterized by a deep interest in actual social issues and forms of inequality, such as racism, xenophobia, anti-Semitism and sexism, both in terms of the asymmetries between participants in discourse events and their unequal capacity to control how texts are produced, distributed and consumed. In parallel, since its coinage in Kimberlé Crenshaw's African American feminist critique of race and sex discrimination, intersectionality has been increasingly taken up on a global scale by scholars and practitioners alike, becoming a major feminist way of conceptualizing the relation between several forms of discrimination and oppression, to be analysed as simultaneous and multiplicative experiences. This Special Issue aims to enquire into the potential convergence between the critical discursive and intersectional approaches as theory, method and practice for the exploration of the crossroads of inequalities and oppression. This may contribute to the development of a critical research framework that enables the acknowledgment of the profound ways in which discursively, institutionally and/or structurally constructed sociocultural categorizations interact and produce different kinds of societal inequalities and unjust social relations. These, in turn, can be analysed in terms of the mutual and intertwined processes of resistance and transformation that arise out of them. Bringing together diverse contributions with a shared critical discursive and intersectional outlook, this Special Issue hopes to offer new theoretical and methodological insights for thinking through diversity in the light of present and future dynamics of inclusion, exclusion, and inequality. The six contributions operationalize the intersectional approach as theory, method and/or practice and incorporate it with a CDS perspective, providing a flavour of what a critical and intersectional discursive engagement with different and dynamic identity and power configurations on a global scale can achieve. [ABSTRACT FROM AUTHOR]

Bureaucratic neutrality norms render emotions problematic in the workplace largely due to presumptions that emotions cloud reasoning. This article traces the origins of bureaucratic neutrality to 17th-century Cartesian mind/body dualism. However, in Descartes's correspondence with contemporary philosopher Elisabeth of Bohemia, he retreats from strict dualism in reaction to her argument that emotions may actually inform decision making. Elisabeth's critique stays lost to history due in part to the epistemological sexism underpinning bureaucratic neutrality and public administration. Structural Topic Modeling reveals embodied reasoning and interpersonal interdependence in Elisabeth's critique, undermining the strict mind/body dualism that lurks in both bureaucratic neutrality and public administration. [ABSTRACT FROM AUTHOR]

The present study examined the roles of sexual victimization history, sexism toward women, and sexism toward men in the gender difference in rape myth acceptance. The data were obtained from 2,011 male and female college students who completed an online survey. The results suggested that gender had a significant indirect effect on rape myth acceptance via sexual assault history and several forms of sexist beliefs. The findings supported the importance of considering additional antecedents of rape myths in research, as well as in programming geared toward preventing sexual assault and improving support for survivors. [ABSTRACT FROM AUTHOR]

This study explored the experiences of lesbian, bisexual, and queer (LBQ) students' (N = 9, aged 19–24) of sexual harassment via semistructured interviews. Data were analysed using a thematic analysis. Three overarching themes emerged: (a) the paradox of men's unwanted sexual attention, (b) the negative impact on relationships, and (c) the LGBTQ* community as a refuge. The women reported enduring unwanted heteronormative sexual attention, and heterosexist and homophobic harassment which forced some to conceal their sexuality. Support for the LGBTQ* community was central in developing confidence to call-out harassment. The findings call for the inclusion of LBQ-specific messages in sexual violence awareness and prevention interventions. [ABSTRACT FROM AUTHOR]

Past research has shown there is a relationship between body image, sexual behavior, and pleasure. However, the majority of this research has centered on heterosexual participants. In this analysis, the author considers how this relationship between body image, sexual behavior, and pleasure may look within women and genderqueer individuals who are all AFAB (assigned female at birth) with 26 out of 30 participants identifying as LGBTQIA+. The author examines perceptions of body size, body hair, and genitals to consider how intersections of social structures - specifically internalized sexism, racism, and misogyny - influence the participants' experience of sexual interactions. Both resistance and embodiment of traditional gender norms, even as queer women and genderqueer individuals, were examined in these narratives. The majority of the moments where traditional gender norms are examined describe situations when the participants were sexually interacting with cis-gendered men. [ABSTRACT FROM AUTHOR]

Sexual differences in pathogen prevalence in wildlife often arise from varying susceptibility influenced by factors such as sex hormones and exposure to pathogens. In the case of vector‐borne pathogens, host selection by insect vectors determines the exposure of hosts to infections, largely affecting the transmission of these infectious diseases. We identify the blood‐feeding patterns of insect vectors in Blue Tit (Cyanistes caeruleus) nestlings in a 3‐year study. Blood from both nestlings and insect vectors (Culicoides spp. and Simuliidae) captured inside nest‐boxes were used to molecularly determine the sex of the host. We then compared the sex‐ratios of the nestlings that had been bitten and those of the complete brood in each nest. We found that males were bitten more frequently than females in 2021, when males weighed less in comparison to other years. Additionally, we molecularly identified bitten nestlings individually by genotyping the DNA of blood obtained from both, the vector's abdomen and nestlings of each brood in 2022. Nestlings more frequently bitten by vectors were males, weighed less and were closest to the nest entrance. To our knowledge this is the first study identifying the nestling selection by insect vectors in bird nests under natural conditions. These results contribute to understanding the mechanisms of host selection by insect vectors, shedding light on pathogen transmission and offering insights into the observed sex‐biased infections in wildlife populations. [ABSTRACT FROM AUTHOR]

People in one's close circle are very meaningful to them. That is why people could defend their loved ones even if they committed a transgression as serious as gender-based harassment. The purpose of this research was to determine if people judged and justified a sexual harassment behavior differently depending on the closeness they had toward the aggressor. In the first study (N = 233), we evidenced that people perceived the aggression and the aggressor more benevolently and justified it more when he was a relative or friend rather than a stranger. Moreover, we found the participant's gender was a highly relevant factor in assessing harassment, with men exhibiting more leniency as compared to women. In the second study (N = 225), we replicated these results, and found that, while closeness to the aggressor plays a very important role in the reaction toward harassment, closeness to the victim has no relevance. Furthermore, we evidenced that gender differences disappeared while controlling for sexism. These findings highlight the role of closeness and its implications for perception and justification of gender-based harassment. At the same time, they provide an insight into the importance of gender and sexism in the response to harassment. [ABSTRACT FROM AUTHOR]