Gender diversity and senior leadership in academic dentistry: Female representation at the dean position in the United States

2021 ◽  
Author(s):  
Despoina Bompolaki ◽  
Sai Vishnu Pokala ◽  
Sreenivas Koka
Keyword(s):  
United States ◽  
Gender Diversity ◽  
The United States ◽  
Senior Leadership ◽  
Female Representation

scholarly journals The Plight of Women in Positions of Corporate Leadership in the United States, the European Union, and Japan: Differing Laws and Cultures, Similar Issues

2020 ◽  
pp. 279
Author(s):  
Bettina Binder ◽  
Terry Morehead Dworkin ◽  
Niculina Nae ◽  
Cindy Schipani ◽  
Irina Averianova
Keyword(s):  
United States ◽  
European Union ◽  
Gender Gap ◽  
Gender Discrimination ◽  
Gender Diversity ◽  
The United States ◽  
Economic Benefits ◽  
Corporate Boards ◽  
The European Union ◽  
The Status

Gender diversity in corporate governance is a highly debated issue worldwide. National campaigns such as “2020 Women on Boards” in the United States and “Women on the Board Pledge for Europe” are examples of just two initiatives aimed at increasing female representation in the corporate boardroom. Several European countries have adopted board quotas as a means toward achieving gender diversity. Japan has passed an Act on Promotion of Women’s Participation and Advancement in the Workplace to lay a foundation for establishing targets for promoting women. This Article examines the status of women in positions of leadership in the United States, several major countries in the European Union, and Japan. We focus on the legal backdrop in each jurisdiction regarding gender discrimination and studies tending to demonstrate the economic benefits of gender diversity. We conclude that although important steps have been taken in the direction of narrowing the gender gap in all jurisdictions examined, progress has been slow and difficult across the board. The issue of too few women at the top will not be resolved until there is a wider acceptance that female leaders can benefit their organizations and contribute to social and economic progress. Moreover, the presence of women on corporate boards is valuable in and of itself and the status quo ought to be further challenged in international business.

scholarly journals The Vital Role of Gender Diversity on Corporate Outcomes: The Need for Empirical Studies Concerning Frontier Markets

2015 ◽  
Vol 7 (2) ◽  
pp. 183 ◽  
Author(s):  
Bazeet Olayemi Badru ◽  
Hauwa Daniyan Bagudu ◽  
Abdulmumini Baba Alfa ◽  
Abdulmumini Baba Alfa
Keyword(s):  
Career Planning ◽  
Empirical Studies ◽  
Critical Mass ◽  
Gender Diversity ◽  
Developed Countries ◽  
The United States ◽  
Vital Role ◽  
Women's Development ◽  
Female Representation

<p>The purpose of the study is to review empirical studies related to gender diversity on corporate outcomes and suggest the need for more empirical research on gender diversity in frontier markets. Several empirical studies have identified the need for a critical mass of female directors and executives in corporate firms. This review further justifies the clamour for more female representation on boards globally. Nigeria is a country that has very weak corporate governance compared to the United States (US) and other developed countries. Therefore, the present study suggests that more empirical studies in this area should be carried out and widely explored. It is hoped that capital market regulatory authority can consider the need for 35% women in public institutions and corporate settings. In other words, there is an urgent need for the implementation of this policy as this would have implications for women’s development and career planning.</p>

LGBTQ Issues and US Foreign Relations

2016 ◽  
Author(s):  
Phil Tiemeyer
Keyword(s):  
United States ◽  
Foreign Policy ◽  
19Th Century ◽  
Sexual Behaviors ◽  
Foreign Relations ◽  
Gender Diversity ◽  
The United States ◽  
Late 19Th Century ◽  
And Gender ◽  
The Impact

The impact of LGBTQ (lesbian, gay, bisexual, transgender, and queer) issues on U.S. foreign relations is an understudied area, and only a handful of historians have addressed these issues in articles and books. Encounters with unexpected and condemnable (to European eyes) sexual behaviors and gender comportment arose from the first European forays into North America. As such, subduing heterodox sexual and gender expression has always been part of the colonizing endeavor in the so-called New World, tied in with the mission of civilizing and Christianizing the indigenous peoples that was so central to the forging of the United States and pressing its territorial expansion across the continent. These same impulses accompanied the further U.S. accumulation of territory across the Pacific and the Caribbean in the late 19th century, and they persisted even longer and further afield in its citizens’ missionary endeavors across the globe. During the 20th century, as the state’s foreign policy apparatus grew in size and scope, so too did the notions of homosexuality and transgender identity solidify as widely recognizable identity categories in the United States. Thus, it is during the 20th and 21st centuries, with ever greater intensity as the decades progressed, that one finds important influences of homosexuality and gender diversity on U.S. foreign policy: in immigration policies dating back to the late 19th century, in the Lavender Scare that plagued the State Department during the Truman and Eisenhower presidencies, in more contemporary battles between religious conservatives and queer rights activists that have at times been exported to other countries, and in the increasing intersections of LGBTQ rights issues and the War on Terror that has been waged primarily in the Middle East since September 11, 2001.

Perceived TMT transformational leadership and a service recovery culture: the moderating role of gender diversity

2020 ◽  
Vol 41 (8) ◽  
pp. 1171-1186
Author(s):  
Jeremy Galbreath ◽  
Douglas Hoffman ◽  
Gabriel Gonzalez ◽  
Mohammed Quaddus
Keyword(s):  
United States ◽  
Transformational Leadership ◽  
Leadership Styles ◽  
Service Recovery ◽  
Gender Diversity ◽  
The United States ◽  
Content Type ◽  
Public Firms ◽  
Recovery Culture ◽  
The Relationship

PurposeThis is an exploratory study with the purpose of empirically testing and advancing knowledge on the relationship between top management team (TMT) leadership styles and a service recovery culture. A further test explores a contingency perspective, examining if gender diversity on the TMT shapes this relationship.Design/methodology/approachWe examine the perceived TMT transformational leadership style, as well as the moderating effect of TMT gender diversity. Relying on both survey and archival data, our hypotheses are tested with a sample of 234 public firms based in the United States. Moderated hierarchical regression analysis is used as the statistical approach.FindingsResults suggest that perceived TMT transformational leadership is positively associated with a service recovery culture. When accounting for TMT gender diversity, the relationship between perceived TMT transformational leadership and a service recovery culture is positively moderated.Research limitations/implicationsThe study represents a sample of for-profit public firms operating in the United States and should not be taken as a general population sample. The findings could vary relative to other countries, private companies and non-profit organizations.Originality/valueThis is the first known study to explore the relationship between TMT leadership styles, TMT gender diversity and a service recovery culture. The study extends findings with the respect to the impact of TMT leadership and gender diversity on organizational development, as well as offers new insights into the antecedents of a service recovery culture.

Gender Diversity in Academic Oncology Programs in the United States and Abroad

2020 ◽  
Vol 108 (3) ◽  
pp. e445-e446
Author(s):  
C. Seldon ◽  
A.A. Ahmed ◽  
R. Llorente ◽  
S.K. Yoo ◽  
E. Holliday ◽  
...  
Keyword(s):  
United States ◽  
Gender Diversity ◽  
The United States

Are Women Opting Out? A Mixed Methods Study of Women Patrol Officers’ Promotional Aspirations

2021 ◽  
pp. 155708512110047
Author(s):  
Natalie Todak ◽  
Lindsay Leban ◽  
Benjamin Hixon
Keyword(s):  
United States ◽  
Mixed Methods ◽  
Law Enforcement ◽  
Gender Diversity ◽  
The United States ◽  
Mixed Methods Study ◽  
Patrol Officers ◽  
Opting Out ◽  
Barriers To Promotion ◽  
Survey Sample

Using national survey and interview data from women patrol officers in the United States, we assess whether women are underrepresented in the upper ranks of policing because they are self-selecting out of promotions. With only 42% of the survey sample reporting a desire to promote, we indeed find evidence that many policewomen are either delaying or forgoing promotions. The most common reason given for waiting to promote was the desire to gain more experience. Based on our findings, we offer recommendations for reducing gendered barriers to promotion and increasing gender diversity in the upper ranks of law enforcement.

scholarly journals Politically Palatable Parity: What the United States Can Learn from France in Achieving a more Representative Democracy

2016 ◽  
Vol 16 (2) ◽  
pp. 29-47
Author(s):  
Nicholas J. D’Angelo
Keyword(s):  
United States ◽  
Political Representation ◽  
The United States ◽  
Representative Democracy ◽  
United States Congress ◽  
Political Involvement ◽  
Female Representation ◽  
Formal Equality

Summary The United States considers itself a world superpower in many realms, but equality in political representation is not one of them. Currently, female representation in the United States Congress hovers around nineteen-percent, placing the United States in league with nations that have historically oppressed women, including Kenya and Tajikistan. While other, more infant, democracies have utilized political quotas as a means to increase female political involvement, the United States’ maintains a tradition of formal equality and neutralism. Long-standing precedent remains suspicious of anything resembling a quota. However, France faced a similar dilemma, unable to increase female representation due to a tradition of universalism. Working within its constitutional confines, France adopted parity in an attempt to achieve “perfect equality.” This paper argues that the United States may be able to use France as an example, thus potentially increasing female representation through a parity system that respects the traditions of our Constitution.

scholarly journals A Descriptive Analysis of Chairs of Academic Neurology Departments in the United States

2021 ◽  
Author(s):  
Kajol K Patel ◽  
Parth A Patel
Keyword(s):  
United States ◽  
Clinical Neurophysiology ◽  
Medical Training ◽  
Department Chairs ◽  
Descriptive Analysis ◽  
The United States ◽  
Graduate Degree ◽  
Female Representation ◽  
Academic Leaders ◽  
Doctor Of Philosophy

There remains a limited understanding of the characteristics of academic leaders within neurology departments, despite similar research in other fields. This investigation characterized the demographics, academic background, and scholarly productivity of United States (U.S.) neurology department chairs. Here, 131 chairs at Accreditation Council for Graduate Medical Education (ACGME)-certified neurology programs were identified. Publicly accessible demographic and academic data available online were collected in March 2021. Among the 131 neurology chairs analyzed, 84.7% were male. On average, these faculty were 60.5 years old and were appointed at a mean age of 52.0 years. 74.8% of chairs graduated from an American medical school, although a notable proportion of department heads received medical training internationally. A substantial cohort also acquired an additional graduate degree, of which Doctor of Philosophy (PhD; 22.1%) and master's degree (21.4%) were most common. 82.4% completed a post-residency fellowship, which were most frequently in vascular neurology (24.1%) and clinical neurophysiology (17.6%). The mean h-index, m-quotient, and lifetime NIH grant funding received were 39.2 ± 29.4, 1.2 ± 0.8, and $20,021,594 ± $31,861,816, respectively. No between-gender differences were observed. Overall, neurology chairs are predominantly male, most often completing fellowships in vascular neurology or clinical neurophysiology. Research productivity is a notable component of these chairs' careers, although certain programs place less emphasis on these metrics. Finally, substantial effort remains to address disparities in female representation at this leadership position. These findings serve as a benchmark to evaluate demographic trends among neurology department chairs.

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