scholarly journals Top management diversity: A survey of Lebanese journalists in top media teams

2018 ◽  
Vol 16 (1) ◽  
pp. 40-49
Author(s):  
May Chidiac ◽  
Mireille Chidiac El Hajj
Keyword(s):  
Decision Making ◽  
Gender Discrimination ◽  
Social Issues ◽  
Gender Diversity ◽  
Field Studies ◽  
Top Management ◽  
Leadership Positions ◽  
Women Journalists ◽  
The Media ◽  
And Gender

The media community in Lebanon has currently recognized the importance of women journalists’ role; few papers, however, have sought to discuss why they are still underrepresented in governance positions. Despite making up a majority and being active in the media field, Lebanese women journalists are still excluded from top management positions. This paper studies the factors that hinder them from climbing the ladder to top levels. It examines the status of women journalists in leadership positions in the media field, studies the obstacles and the barriers, and explores the glass ceiling they face. It highlights the religious, the political beliefs, the social issues and the binary division between the soft and the hard news that affect women’s leadership positions in the media sector. It is a blend of qualitative and quantitative approaches, as we looked for consistency among knowledgeable informants, to ensure comprehensive explanations and in-depth understanding of the related issues. The findings of the paper investigate media journalists’ points-of-view in terms of gender diversity and gender discrimination. They shed the light on the main obstacles, women and men journalists interviewees felt about women lack of progress as well as their inability to assume a place in decision-making processes and policy-setting positions. However, this study is not without its limitations; therefore, it recommends further research in order to explicitly explore strategies that promote the active participation of women in decision making structures in media in Lebanon. It creates value not only for the media sector but benefits as well the Lebanese society at large.

scholarly journals Leadership Pathways in Academic Family Medicine: Focus on Underrepresented Minorities and Women

2020 ◽  
Vol 52 (2) ◽  
pp. 104-111 ◽  
Author(s):  
Catherine Coe ◽  
Cleveland Piggott ◽  
Ardis Davis ◽  
Mary N. Hall ◽  
Kristen Goodell ◽  
...  
Keyword(s):  
Leadership Development ◽  
Family Medicine ◽  
Department Chairs ◽  
Task Force ◽  
Gender Diversity ◽  
Medical Student Education ◽  
Underrepresented Minorities ◽  
Leadership Positions ◽  
Development Programming ◽  
And Gender

Background and Objectives: Leadership positions in academic medicine lack racial and gender diversity. In 2016, the Council of Academic Family Medicine (CAFM) established a Leadership Development Task Force to specifically address the lack of diversity among leadership in academic family medicine, particularly for underrepresented minorities and women. approach: The task force was formed in August 2016 with members from each of the CAFM organizations representing diversity of race, gender, and academic position. The group met from August 2016 to December 2017. The task force reviewed available leadership development programming, and through consensus identified common pathways toward key leadership positions in academic family medicine—department chairs, program directors, medical student education directors, and research directors. consensus development: The task force developed a model that describes possible pathways to several leadership positions within academic family medicine. Additionally, we identified the intentional use of a multidimensional mentoring team as critically important for successfully navigating the path to leadership. Conclusions: There are ample opportunities available for leadership development both within family medicine organizations and outside. That said, individuals may require assistance in identifying and accessing appropriate opportunities. The path to leadership is not linear and leaders will likely hold more than one position in each of the domains of family medicine. Development as a leader is greatly enhanced by forming a multidimensional team of mentors.

The Case for Group Heterogeneity

2017 ◽  
pp. 1852-1871
Author(s):  
Teigan Margetts ◽  
Elise Holland
Keyword(s):  
Decision Making ◽  
Group Decision Making ◽  
Gender Diversity ◽  
Top Management Teams ◽  
Decision Making Process ◽  
Gender Perspective ◽  
Dichotomous Variable ◽  
Group Heterogeneity ◽  
Overall Performance ◽  
And Gender

In this chapter, the case for group heterogeneity in organisations, from a gender perspective, will be put forward. The chapter will argue that diversity within top management teams (TMTs) and boards is necessary to ensure the proper functioning of the group decision-making process, and also to increase innovation across the firm. Whilst gender is not a dichotomous variable, females do bring a level of difference to any given group. For decision-making, this level of difference is critical to prevent groupthink, cascades and polarisation. The chapter will also argue that ‘diversity' cannot mean the ‘token' introduction of one female, rather, diversity is most valuable when equality is achieved. Given that incremental increases are associated with diversity for innovation, the chapter will also argue that equality leads to better innovation. Overall, the chapter will aim to demonstrate that group heterogeneity and gender diversity results in better decisions, better innovations, and better overall performance for organisations.

Sexism and Gender Discrimination in Pakistan's Mainstream News Media

2021 ◽  
pp. 60-89
Author(s):  
Erum Hafeez ◽  
Luavut Zahid
Keyword(s):  
Gender Gap ◽  
Gender Discrimination ◽  
News Media ◽  
Female Leadership ◽  
Media Industry ◽  
Pay Gap ◽  
Women Journalists ◽  
Female Journalists ◽  
And Gender ◽  
Method Approach

This research aims to examine how sexism and gender discrimination impacts women journalists in Pakistan. The International Federation of Journalists (2018-19) ranks Pakistan as the fourth most dangerous country for journalists. The Coalition for Women in Journalism declares Pakistan as the sixth-worst for female journalists (2019). In 2018, the Global Gender Gap Report highlighted Pakistan as second from bottom, ranking it 148 out of 149 countries. Given these numbers, the country is an ominous space for women in news media. This study collects the data from women journalists working in the three largest cities of Pakistan, that is, Karachi, Lahore, and Islamabad. The aim is to investigate the issues faced by female journalists due to discrimination at the workplace including glass ceiling, pay gap, and lack of female leadership. Following the mixed-method approach, around 102 women journalists were surveyed, and 10 were interviewed. Findings indicate the rampant existence of sexism in Pakistani media and its detrimental effects on the growth of a gender-balanced news media industry.

scholarly journals “If you don’t act, you are not going to get anything”: Professional identity and gender equality in Greek and Cypriot media organisations

2016 ◽  
Vol 32 (61) ◽  
Author(s):  
Angeliki Gazi ◽  
Dimitra Dimitrakopoulou
Keyword(s):  
Decision Making ◽  
Professional Identity ◽  
Gender Equality ◽  
Northern Europe ◽  
Primary Mechanism ◽  
The Family ◽  
The Media ◽  
And Gender ◽  
The Relationship ◽  
Professional Accomplishment

The research here focuses on the relationship between women and media organisations in Greece and Cyprus. Our aim is to study the professional identity of women in the context of media organisations as well as the progress toward gender equality in Greek and Cypriot media organisations compared to the rest of Europe. Greece and, to a greater extent, Cyprus are societies in which the preservation and reproduction of the structure of the family constitutes the primary mechanism for socialization and professional accomplishment, much more than in other countries of central and northern Europe. The reported results are part of a more broadly focused EIGE Report entitled “Advancing gender equality in decision-making in media organizations,” which reviews the implementation of the Beijing Platform for Action (BPfA) in Member States. The BPfA, in turn, introduces the first indicators for measuring the progress of gender equality for women in the media. The media sectors both in Greece and Cyprus continue to be male-dominated. Women occupy only a small percentage of decision-making posts in media organisations. Moreover, there is a significant lack of gender-related policies and monitoring mechanisms in the media organisations and the countries themselves.

Is There a Female Leadership Advantage?

2020 ◽  
Author(s):  
Lynn R. Offermann ◽  
Kira Foley
Keyword(s):  
Women Workers ◽  
Gender Discrimination ◽  
Female Leadership ◽  
Female Leaders ◽  
Leadership Positions ◽  
Diverse Workforce ◽  
Private And Public ◽  
Organizational Work ◽  
Gender Based ◽  
And Gender

Women have historically been underrepresented in leadership positions across private and public organizations around the globe. Gender inequality and gender discrimination remain very real challenges for women workers in general, and especially so for women striving for leadership positions. Yet organizational research suggests that female leaders may bring a unique constellation of leadership-related traits, attributes, and behaviors to the workplace that may provide advantages to their organizations. Specific cultural and organizational work contexts may facilitate or inhibit a female leadership advantage. Reaping the benefits of female leadership relies on an organization’s ability to combat the numerous barriers female leaders face that male leaders often do not, including gender-based discrimination, implicit bias, and unfair performance evaluations. Despite these challenges, the literature suggests that a reasoned consideration of the positive aspects of women’s leadership is not only warranted but is instructive for organizations hoping to reap the benefits of a diverse workforce.

China's MeToo movement challenges entrenched abuses

2018 ◽  
Keyword(s):  
Sexual Harassment ◽  
Gender Inequality ◽  
Gender Discrimination ◽  
Online Discussion ◽  
Legal Action ◽  
Content Type ◽  
Second Child ◽  
The Past ◽  
The Media ◽  
And Gender

Subject Gender inequality and the MeToo movement in China. Significance Over the past year, numerous women have filed complaints against powerful and influential men in the media, civil society and academia, and, in spite of intense censorship, online discussion of sexual harassment and gender inequality remains vibrant. Women are taking legal action against gender discrimination in the workplace and against employers who dismiss them for getting pregnant. Impacts Relaxation of family planning rules and government encouragement for having children will make employers even more reluctant to hire women. Professions that traditionally employ more women, such as education and healthcare, will attempt to prevent women having a second child. Courts and other institutions of redress are ill-prepared to tackle sexual harassment or gender discrimination in the workplace.

The Beijing World Conference on Women, ICT Policy, and Gender

2008 ◽  
pp. 480-487
Author(s):  
J. Ann Dumas
Keyword(s):  
Decision Making ◽  
United Nations ◽  
Gender Equality ◽  
Global Network ◽  
World Conference ◽  
Strategic Objectives ◽  
Promote Gender Equality ◽  
The Media ◽  
National Boundaries ◽  
And Gender

The 1995 Fourth World Conference on Women, Beijing, China, addressed gender equality issues in many areas of global society, including information, communication, and knowledge exchange and the associated technologies. The Beijing Declaration called for action to promote gender equality in human rights, economic autonomy, domestic responsibility sharing, participation in public life and decision making, access to health services and education, and the eradication of poverty and all forms of violence against women. The Beijing Platform for Action contained strategic objectives and actions for governments and others to implement to increase gender equality in 12 critical areas, including Section J, Women and the Media. Article 234 of the Beijing Platform Section J acknowledged the important need for gender equality in information and communication technology: advances in information technology have facilitated a global network of communications that transcends national boundaries and has an impact on public policy, private attitudes and behaviour, especially of children and young adults. Everywhere the potential exists for the media to make a far greater contribution to the advancement of women. (United Nations [UN], 1995, p. 133) Section J defined two strategic objectives that address issues of access to and participation in ICT and media development. J.1. Increase the participation and access of women to expression and decision making in and through the media and new technologies of communication. J.2. Promote a balanced and nonstereotyped portrayal of women in the media. (United Nations, 1995, pp. 133-136) Governments agreed to implement the Beijing Platform for Action and use gender-disaggregated data to report national progress on objectives during Beijing +5 United Nations General Assembly Special Session (UNGASS) in 2000 and Beijing +10 in 2005. This article reviews progress reported on ICT-related Section J strategic initiatives and trends for ICT and gender between 1995 and 2005.

Gender Diversity in Board of Directors

2018 ◽  
pp. 20-38
Author(s):  
Meltem Akca ◽  
Burcu Özge Özaslan Çalışkan
Keyword(s):  
Decision Making ◽  
Corporate Governance ◽  
Board Of Directors ◽  
Critical Mass ◽  
Gender Diversity ◽  
Annual Reports ◽  
Workforce Diversity ◽  
Top Management ◽  
Different Cultures

Gender diversity in corporate governance is a popular topic in management environment studies. One of the most significant components of this concept is women in boards. Due to the inequalities of women in boards there are a number of academic studies on women in top management. This chapter explains gender diversification problem in boards. Furthermore, reasons for workforce diversity in decision-making levels are determined. The role and critical mass of women members in different cultures are discussed. Finally, it introduces the representation levels of women in the boards of BIST 100 companies in Turkey. Data is obtained from annual reports, websites, and related documents of companies.

Gender Mainstreaming in the Media

2021 ◽  
pp. 194-210
Author(s):  
Laxman Datt Pant
Keyword(s):  
Decision Making ◽  
Sexual Harassment ◽  
Online News ◽  
The State ◽  
Gender Mainstreaming ◽  
Women Journalists ◽  
Radio Stations ◽  
The Media ◽  
Key Dimensions

Media sector, in Nepal, has been vibrant and it is flourishing across all media outlets with about 1,000 newspapers, 600 radio stations, about five dozen television channels and more than 2,200 online news portals currently in operation across the country. Despite such an impressive figure, the reluctance of media houses to spend on embracing the key dimensions of gender sensitivity including professional safety of women journalists at workplace has had a dropping effect on the entire sector. Women remain cut out of the key decision-making levels in media. Media houses do not have any comprehensive prevention, support, complaints, and redress system with regards to sexual harassment and bullying in the workplace. This chapter assesses the state of gender sensitivity in newsrooms of Nepal with reference to professional safety of women journalists. Observations indicate that media houses should give due priority to professional safety of women journalists.

scholarly journals LGBTQI+ Healthcare (in)Equalities in Portugal: What Can We Learn from Asexuality?

Healthcare ◽  
2021 ◽  
Vol 9 (5) ◽  
pp. 583
Author(s):  
Rita Alcaire
Keyword(s):  
Gender Diversity ◽  
Healthcare Providers ◽  
Sexual Diversity ◽  
Doctoral Research ◽  
Marginalised Groups ◽  
Formal And Informal Learning ◽  
The Media ◽  
The Subject ◽  
And Gender ◽  
Doctor's Office

The main purpose of this article is to analyse how healthcare providers in Portugal perceive asexuality. To do so, the author makes use of qualitative data from both the CILIA LGBTQI+ Lives project and The Asexual Revolution doctoral research on asexuality in Portugal, namely, a focus group conducted with healthcare providers, drawing from their assessment of interview excerpts with people identifying as asexual. The data were explored according to thematic analysis and revealed three major tendencies: (1) old tropes at the doctor’s office; (2) narratives of willingness to learn about the subject; and (3) constructive and encouraging views of asexuality. From this analysis, valuable lessons can be drawn concerning the respect for gender and sexual diversity. The author argues that both formal and informal learning play an important role in building cultural competence among healthcare providers. This could be achieved both by introducing sexual and gender diversity in curricula in HE and through media exposure on these subjects. Overall, it will lead to building knowledge and empathy about marginalised groups, and will help fight inequalities of LGBTQI+ people in healthcare. As such, LGTBQI+ activism that puts the topics of asexuality and LGBTQI+ in the media agenda, is a powerful strategy. Hence, because healthcare providers show willingness to learn, the media becomes a source for learning about asexual and LGTBQI+ experiences, which they can incorporate in their medical practice.

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