‘Pretty in Pink’ and ‘Girl Power’: An analysis of the targeting and representation of women in alcohol brand marketing on Facebook and Instagram

2022 ◽  
Vol 101 ◽  
pp. 103547
Author(s):  
A.M. Atkinson ◽  
B.R. Meadows ◽  
C. Emslie ◽  
A. Lyons ◽  
H.R. Sumnall
Keyword(s):  
Girl Power ◽  
Representation Of Women ◽  
Brand Marketing

Another Step Forward for Girl Power

PsycCRITIQUES ◽  
2006 ◽  
Vol 51 (44) ◽  
Author(s):  
Michael Loftin
Keyword(s):  
Girl Power

Boards of directors in Russian publicly traded companies: the gender aspect

2018 ◽  
pp. 142-155 ◽  
Author(s):  
T. A. Garanina ◽  
A. A. Muravyev
Keyword(s):  
Boards Of Directors ◽  
Company Performance ◽  
Corporate Boards ◽  
Publicly Traded ◽  
Publicly Traded Companies ◽  
Representation Of Women ◽  
Female Directors ◽  
Female Director ◽  
Gender Aspect ◽  
Longitudinal Dataset

This article studies the gender composition of corporate boards of Russian companies, including its relation to company performance. The analysis is based on a unique longitudinal dataset of virtually all Russian companies whose shares were traded on the stock market in 1998-2014. It shows a relatively small representation of women, just 12% of all the seats, while about 40% of the companies did not have any female director. At the same time, both the share of companies that appoint female directors and the share of female directors on boards show a clear upward trend. The econometric analysis suggests a positive link between the presence of female directors on boards and company performance, especially when firms appoint several, rather than one, female directors.

THE STATE OF KNOWLEDGE ON LUXURY BRAND MARKETING: A REVIEW OF THE LITERATURE

2015 ◽  
Vol 1 (5) ◽  
pp. 91-96
Author(s):  
Charles R. Taylor ◽  
◽  
John Costello ◽  
Eunju Ko
Keyword(s):  
The State ◽  
Review Of The Literature ◽  
Luxury Brand ◽  
Brand Marketing

Critical Girls: Girl Power Revisited

2014 ◽  
Vol 7 (2) ◽  
Author(s):  
Jessalynn Keller
Keyword(s):  
Girl Power

Promoting gender equity in sport science

2020 ◽  
Keyword(s):  
Gender Equity ◽  
Good Practice ◽  
Quality Criteria ◽  
Gender Inequity ◽  
Sport Science ◽  
Representation Of Women ◽  
Exercise Medicine ◽  
Scientific Disciplines ◽  
Individual Ability ◽  
Scientific Awards

Gendered norms, stereotypes and biases implicitly influence our thoughts, attitudes and behaviours. These often lead to gender inequity, a phenomenon inherent in society and reflected in its various contexts. The increasing awareness of this inequity is leading to reflection and changes in society as a whole and its communities, organisations and institutions. In scientific disciplines, gender inequity has been, and still is, a point of discussion and consideration. In many cases, these discussions have led to positive and sustainable changes at both a structural as well as a policy level. This opinion piece discusses gender inequity in the context of sport science and, in particular, sport medicine in Switzerland. Specifically, academic position (professorships), first authorship of peer-reviewed publications in the SEMS-Journal as well as conference participation and scientific awards in two Swiss sport science organisations: Sportwissenschaftliche Gesellschaft der Schweiz (SGS) and Sport & Exercise Medicine Switzerland (SEMS) in terms of frequency are presented and discussed. An under-representation of women is observed in most categories. Finally, recommendations for promoting and supporting equity while maintaining an objective consideration of quality criteria and individual ability are put forward using examples of good practice.

Female Representation in Colombia

2018 ◽  
Author(s):  
Mónica Pachón ◽  
Santiago E. Lacouture
Keyword(s):  
Twentieth Century ◽  
Political Context ◽  
The Political ◽  
Political Rights ◽  
Female Representation ◽  
Political Arena ◽  
Substantive Representation ◽  
Representation Of Women ◽  
Electoral Democracy ◽  
Almost All

Mónica Pachón and Santiago E. Lacouture examine the case of Colombia and show that women’s representation has been low and remains low in most arenas of representation and across national and subnational levels of government. The authors identify institutions and the highly personalized Colombian political context as the primary reasons for this. Despite the fact that Colombia was an electoral democracy through almost all of the twentieth century, it was one of the last countries in the region to grant women political rights. Still, even given women’s small numbers, they do bring women’s issues to the political arena. Pachón and Lacoutre show that women are more likely to sponsor bills on women-focused topics, which may ultimately lead to greater substantive representation of women in Colombia.

scholarly journals Gender pay gap in salary bands among employees in the formal sector of South Africa

2018 ◽  
Vol 16 ◽  
Author(s):  
Adeboye M. Adelekan ◽  
Mark H.R. Bussin
Keyword(s):  
Top Management ◽  
Gender Pay Gap ◽  
Formal Sector ◽  
Pay Gap ◽  
Men And Women ◽  
Representation Of Women ◽  
Similar Work ◽  
The Status ◽  
Managerial Implications ◽  
Value Add

Orientation: The gender pay gap is a worldwide challenge that has persisted despite political will and interventions. Comparably qualified women performing similar work as men continue to earn less. There are conflicting views in the literature regarding the status of the gender pay gap.Research purpose: The purpose of the study was to determine status of the gender pay gap among employees in the same salary band and to establish whether men and women receive similar pay for similar work in the study population.Motivation for study: The status of the gender pay gap would establish the progress made towards closing the gap and guide necessary adjustments to interventions.Research approach/design and method: A quantitative analysis was conducted on the pay information of 217 902 employees collected in a survey from over 700 companies, across 10 job families and 6 industries.Main findings: Men’s pay was consistently higher than that of women in all salary bands except at the 75th and 95th percentile in sub-bands B-lower and B-upper and 25th percentile in sub-band E-upper. The gender pay gap ranged from 8% in band A to 27.1% in sub-band F-upper. The gaps observed in the salary bands were statistically significant (p < 0.0001) except in sub-band E-upper, F-lower and F-upper, indicating convergence towards similar pay for similar work at senior to top management levels. Women were under-represented in all salary bands with the lowest presence in band F, especially sub-band F-upper. Gender, race, job family and industry have a significant effect on income earned in the study sample.Practical/managerial implications: Government’s efforts seemed to have produced minimal results as women are represented in all job families, industries and salary bands. The pay of men and women in senior and top management levels was similar. However, more still needs to be done to achieve the 50% target representation of women in senior management and close the gap at all levels.Contribution/value-add: The number of women at management levels is still very low when compared to their male counterparts. However, the gender pay gap in senior to top management positions are converging towards similar pay for work of similar value.

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