scholarly journals Strategies for Overcoming the Gender Gap by Working Women (Case Study of Russian Organizations)

2021 ◽  
pp. 79-88
Author(s):  
S. D. Gurieva ◽  
U. A. Udavikhina
Keyword(s):  
Gender Gap ◽  
Organizational Context ◽  
Working Women ◽  
Political Life ◽  
Wage Distribution ◽  
Gender Inequalities ◽  
Healthy Working ◽  
Managerial Positions ◽  
Gender Strategies

In the context of the global economic crisis associated with the pandemic, the gender gap index has increased, indicating increasing gender inequalities and, consequently, gender assimilation in society. Despite the fact that in Russia the total number of educated, qualified, healthy, working women is significantly higher than that of men, women face unequal wage distribution and feel the income gap, rarely reach managerial positions, are not represented at high managerial levels, and are excluded from political life. The aim of the study was to identify and examine the specifics of gendered career-building strategies by Russian women as a way of narrowing the gender gap. The following methodological approaches were used to consider gender inequalities in the organizational context: Gender in organization, Gendered organization, Doing & Undoing Gender Strategies. Key results: confirming the existence of gender strategies as a way to bridge the gender gap within an organization; identifying and describing how Russian women apply gender strategies in their career development. The “Doing Gender” strategy was used more frequently than the “Undoing Gender” strategy. However, the scope of Undoing Gender was much wider and more variable. Those women who used a combination of gender strategies (“Doing & Undoing Gender”) rated themselves as “strong players”, emphasized high subjective satisfaction with their lives (having a family and children), and noted a successful career path, unlike those who used only one of the strategies. A combination of gender strategies can help to promote women’s careers in the best possible way and bridge the gender gap in the organization.

Working role of women in a pandemic world: a poetic inquiry

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Davide de Gennaro ◽  
Francesca Loia ◽  
Gabriella Piscopo
Keyword(s):  
Gender Gap ◽  
Working Women ◽  
Diversity Management ◽  
Gender Inequalities ◽  
Remote Work ◽  
Content Type ◽  
Poetic Inquiry ◽  
Women’S Perceptions ◽  
Practical Implications

Purpose The sudden outbreak of the COVID-19 pandemic has affected millions of people globally, and it has exacerbated the existing gender inequalities that have affected women. The purpose of this study is to understand the perceptions of women concerning gender inequality in the workplace during the current pandemic. The goal is to give women a voice so they can explain their feelings regarding the problems they face in a pandemic world. Design/methodology/approach In this study, four poetic inquiries were developed to investigate how the lives of working women were changed during the pandemic in Italy. Poetic methodology is a creative and aesthetic representation of qualitative research that is capable of reporting data with more fluidity and freedom. Findings The results suggest that the gender gap is increasing and is embodied in a series of relational and economic problems related to remote work, in difficulty in reconciling private and work life and in a series of new telematic violence against women. Practical implications This study offers practical implications for policymakers by suggesting the application of diversity management initiatives to remove barriers to gender equality. Originality/value This study, through a poetic approach, is the first to investigate women's perceptions during the pandemic related to difficulties experienced in the work sphere.

“The Job Is Yours!” Deconstructing the Gender Gap in Higher Education

2020 ◽  
Vol 23 (3) ◽  
pp. 85-91
Author(s):  
Angelina M. Gomez
Keyword(s):  
Higher Education ◽  
Gender Gap ◽  
Higher Education Administration ◽  
The United States ◽  
Education Administration ◽  
Gender Inequalities ◽  
Female Administrators ◽  
Mentoring Practices ◽  
Ambiguous Case

The underrepresentation of female Administrators in higher education is not decreasing even though education continues to be a field dominated by women. The overall percentage of women leading colleges and universities in the United States remains disproportionately low at 26%. This ambiguous case study examines whether or not the Higher Education Administration continues to perpetuate gender inequalities through simplistic and, often times, unconscious hiring and mentoring practices scaffolding upon good intentions.

scholarly journals Analysing global professional gender gaps using LinkedIn advertising data

2021 ◽  
Vol 10 (1) ◽  
Author(s):  
Ridhi Kashyap ◽  
Florianne C. J. Verkroost
Keyword(s):  
Gender Gap ◽  
Tertiary Education ◽  
Labour Force ◽  
Ground Truth ◽  
Gender Inequalities ◽  
High Status ◽  
Older Individuals ◽  
Gender Gaps ◽  
Managerial Positions ◽  
And Mathematics

AbstractAlthough women’s participation in tertiary education and the labour force has expanded over the past decades, women continue to be underrepresented in technical and managerial occupations. We analyse if gender inequalities also manifest themselves in online populations of professionals by leveraging audience estimates from LinkedIn’s advertisement platform to explore gender gaps among LinkedIn users across countries, ages, industries and seniorities. We further validate LinkedIn gender gaps against ground truth professional gender gap indicators derived from the International Labour Organization’s (ILO) Statistical Database, and examine the feasibility and biases of predicting global professional gender gap indicators using gender gaps computed from LinkedIn’s online population. We find that women are significantly underrepresented relative to men on LinkedIn in countries in Africa, the Middle East and South Asia, among older individuals, in Science, Technology, Engineering and Mathematics (STEM) fields and higher-level managerial positions. Furthermore, a simple, aggregate indicator of the female-to-male ratio of LinkedIn users, which we term the LinkedIn Gender Gap Index (GGI), shows strong positive correlations with ILO ground truth professional gender gaps. A parsimonious regression model using the LinkedIn GGI to predict ILO professional gender gaps enables us to expand country coverage of different ILO indicators, albeit with better performance for general professional gender gaps than managerial gender gaps. Nevertheless, predictions generated using the LinkedIn population show some distinctive biases. Notably, we find that in countries where there is greater gender inequality in internet access, LinkedIn data predict greater gender equality than the ground truth, indicating an overrepresentation of high status women online in these settings. Our work contributes to a growing literature seeking to harness the ‘data revolution’ for global sustainable development by evaluating the potential of a novel data source for filling gender data gaps and monitoring key indicators linked to women’s economic empowerment.

Is culture change a fad? Driving business results at Penna, ten years on

2014 ◽  
Vol 13 (3) ◽  
pp. 123-126
Author(s):  
Bev White ◽  
Gary Browning ◽  
Javier Bajer
Keyword(s):  
Culture Change ◽  
Design Methodology ◽  
Organizational Context ◽  
Longitudinal Case Study ◽  
Content Type ◽  
Business Results ◽  
Sustainable Culture ◽  
Systemic Interventions ◽  
Successful Business

Purpose – Ten years ago Penna, the global HR services group, needed a radical business and culture re-invention if it was to survive. This article aims to tell the story behind Penna's journey and describe how a sustainable culture change intervention became the cornerstone of a successful business. Design/methodology/approach – This case study is the result of an initial ethnographical research followed by concrete and systemic interventions. Findings – The case study identifies four elements that sustained the business impact of a culture change program over a significant period of time. Originality/value – This longitudinal case study follows a culture change program in an organizational context over a period of ten years.

Moving On Up? Effects of Leadership Training and Intersectoral Mobility on Women’s Advancement in Danish Public Administration Management

2021 ◽  
pp. 0734371X2110548
Author(s):  
Müge Kökten Finkel ◽  
Caroline Howard Grøn ◽  
Melanie M. Hughes
Keyword(s):  
Public Sector ◽  
Public Administration ◽  
Gender Gap ◽  
Leadership Training ◽  
Career Advancement ◽  
Gender Inequalities ◽  
Upper Management ◽  
The Public ◽  
Playing Field ◽  
Public Managers

Women’s underrepresentation in middle and upper management is a well-documented feature of the public sector that threatens performance and legitimacy. Yet, we know far less about the factors most likely to reduce these gender inequalities. In this article, we focus on two well-understood drivers of career advancement in public administration: leadership training and intersectoral mobility. In theory, training in leadership and experience across government levels and policy areas should help both women and men to climb management ranks. We use logistic regression to test this proposition using a representative sample of 1,819 Danish public managers. We find that leadership training disproportionately benefits women, and this helps to level the playing field. However, our analyses show that differences in intersectoral mobility do not explain the gender gap in public sector management.

Equal pay, equal access

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Social Representations ◽  
Gender Inequalities ◽  
Equal Pay ◽  
Life Balance ◽  
Content Type ◽  
Pertinent Information ◽  
Different Dimensions ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Global workforces are still impacted by gender inequalities – there remains a gender gap in pay, in access to roles of responsibility and in terms of work-life balance. A challenge facing gender equality in the workplace is an agreed definition – organizations, managers and employees have different social representations of gender equality and place differing levels of importance on different dimensions. This can affect implementation of gender equality policies in the workplace, which rely on the goodwill of individuals to put policy into practice. Organizations need to recognize which dimensions are most important to their workplace in order to successfully implement equality. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The gender gap in sport event attendance in Europe: The impact of macro-level gender equality

2016 ◽  
Vol 53 (5) ◽  
pp. 533-549 ◽  
Author(s):  
Susan Lagaert ◽  
Henk Roose
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Macro Level ◽  
Comparative Approach ◽  
Gender Inequalities ◽  
Gender Gaps ◽  
Sport Event ◽  
Individual Level ◽  
Eu Countries ◽  
The Impact

This paper studies the gender gap in sport event attendance – characterized by higher male and lower female participation – using a macro-sociological and cross-national comparative approach. We argue that because gender is produced and justified in the realm of sport, gender gaps in sport event attendance may be more pronounced in some societies than others, depending on the position women and men have in the particular context in which someone ‘does’ his/her gender. So, in addition to individual attributes, one has to consider the societal, macro-level gender equality in order to understand the individual-level gender inequalities in sport event attendance. Using multilevel analyses on Eurobarometer data (2007), we evaluate whether the size of the gender gap in sport event attendance varies across European Union (EU) countries and how this variation relates to societal gender equality, as measured by the Gender Equality Index of the European Institute for Gender Equality. We find higher male than female attendance in all EU countries, but also conclude that higher levels of macro-level gender equality are associated with smaller gender gaps in sport event attendance.

Sign in / Sign up

Export Citation Format

Share Document