Swethaa S. Ballakrishnen: Accidental Feminism: Gender Parity and Selective Mobility Among India’s Professional Elite

2022 ◽  
Author(s):  
Davina Cooper
Keyword(s):  
Gender Parity

Informal Institutions and Women’s Political Representation in Chile (1990–2015)

2018 ◽  
Author(s):  
Susan Franceschet
Keyword(s):  
Political Representation ◽  
Informal Institutions ◽  
Women's Ministry ◽  
Gender Parity ◽  
Formal And Informal Institutions ◽  
Electoral Reforms ◽  
National Congress ◽  
Gender Quota ◽  
Female President ◽  
Elected Office

Despite electing a female president, Michelle Bachelet, and at one point achieving gender parity in cabinet appointments, women’s presence in Chile’s national congress remains small, is only slightly higher at local levels, and is extremely limited among party and coalition leaders. In her gendered analysis of representation, Susan Franceschet argues this is because of the strong formal and informal institutions that limit the size of electoral districts, require large thresholds to win seats, and require coalition negotiation over candidates for elected office. Even though women have a mixed record of representation, their presence has had important policy consequences. A gender-focused presidency has been critical for passage of gender-attentive policies. Women in Chile’s legislative arenas have been more likely to bring gender issues to the agenda. Franceschet points out that Sernam, the women’s ministry, has played a critically important role in this. The electoral reforms approved by congress in 2015 include a gender quota, creating expectations that improvements will continue.

Moving from problems to solutions: A review of gender equality interventions at work using an ecological systems approach

2021 ◽  
Author(s):  
Vienne Wing-yan Lau ◽  
Veronica Scott ◽  
Meg Aum Warren ◽  
Michelle Bligh
Keyword(s):  
Gender Equality ◽  
Gender Inequality ◽  
Systems Approach ◽  
Ecological Systems ◽  
Turn Of The Century ◽  
Future Research ◽  
Research Directions ◽  
Feminist Literature ◽  
Gender Parity ◽  
Future Research Directions

Despite the mounting research on gender inequality in the workplace, progress toward gender parity in organizational practice has stalled. We suggest that one reason for the lack of progress is that empirical research has predominately focused on the antecedents and manifestations of gender inequality in the workplace, paying inadequate attention to the solutions that could potentially improve gender equality and women’s experiences at work. Indeed, we report here that less than 5% of the relevant studies published in preeminent management, psychology, and diversity journals since the turn of the century identify practical interventions for solving gender inequality in organizations. To advance gender equality at work, we argue that a paradigm shift from problem to solution is critical and urgent. Using ecological systems theory (EST; Bronfenbrenner, 1977) as our guiding framework, we present an integrative review of gender equality interventions spanning across the management, psychology, and feminist literature over the past two decades at the ontogenic system, interpersonal microsystem, and organizational microsystem levels of analysis. We subsequently provide an overview of domains not currently addressed in extant research – meso-, macro-, and chronosystems – and identify future research directions to spur progress towards workplace gender equality.

Bases de datos de mujeres expertas: escenario global y situación en España

2021 ◽  
Author(s):  
Marcela Campos-Rueda ◽  
Susana Herrera-Damas
Keyword(s):  
Weak Interaction ◽  
Gender Parity ◽  
The World ◽  
El Alto ◽  
The Media ◽  
Depth Interviews ◽  
Women Researchers

This paper examines databases of female experts as tools to promote gender parity in the sources consulted and cited by journalists. To do this, we conducted a search of databases available online (n = 88) and carried out in-depth interviews with people in charge of these databases (n = 4) as well as a survey among female scientific researchers included in the database of the Association of Women Researchers and Technologists of Spain (AMIT) (n = 919). The main results reflect the great potential of these tools but indicate that, to be effective, they require fluid communication with the media and a design that allows their incorporation into the regular routines of journalists. In Spain, their impact is still low and, as in the rest of the world, there is great fragmentation of resources accompanied by very weak interaction among the different initiatives. Resumen Se presenta un análisis de las bases de datos de mujeres expertas como herramientas para fomentar la paridad de género en las fuentes que consultan y citan los periodistas. Para informar nuestro trabajo, hemos llevado a cabo una búsqueda de las bases de datos disponibles online (n=88). En un segundo momento, la completamos con la realización de entrevistas en profundidad con las directivas al frente de estas bases (n=4) y con la realización de una encuesta a expertas científicas que participan de la base de datos de la Asociación de Mujeres Investigadoras y Tecnólogas de España (AMIT) (n=919). Los principales resultados reflejan el alto potencial de estas herramientas e indican que, para que resulten eficaces a la hora de sumar diversidad en la selección de fuentes expertas, requieren una comunicación fluida con los medios y un diseño que permita incorporarlas a las rutinas habituales de los periodistas. En España su impacto aún es bajo y, al igual que ocurre a nivel global, se aprecia una alta fragmentación de los recursos junto a un nivel casi nulo de interacción entre las distintas iniciativas.

scholarly journals Developing Leaders to Tackle “Our” Problem

2018 ◽  
Vol 11 (2) ◽  
pp. 341-345
Author(s):  
Cathleen Clerkin ◽  
Marian N. Ruderman
Keyword(s):  
Human Resource ◽  
Marked Change ◽  
Organizational Leaders ◽  
Stem Fields ◽  
Gender Inequity ◽  
Gender Parity ◽  
Theory To Practice ◽  
Social Structural ◽  
Implementation Plans ◽  
Practical Recommendations

Miner et al. (2018) make a compelling argument for the need to examine gender inequity in STEM from a social-structural lens. We completely agree. We also commend the authors for including practical recommendations for industrial and organizational (I-O) psychologists, as such implementation plans are vital if we are to move this issue from theory to practice. However, while the recommendations put forth by the authors are needed, we believe additional approaches are necessary to create marked change in gender parity in STEM. In particular, we propose that I-O psychologists (along with human resource [HR] professionals) need to actively engage organizational leaders if we want to successfully advance more women in STEM fields.

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