scholarly journals Men and women differ in their perception of gender bias in research institutions

2019 ◽  
Author(s):  
Judit Garcia-Gonzalez ◽  
Patricia Forcen ◽  
Maria Jimenez-Sanchez
Keyword(s):  
Gender Equality ◽  
Gender Inequality ◽  
Gender Gap ◽  
Women In Leadership ◽  
Public And Private ◽  
Men And Women ◽  
Representation Of Women ◽  
Gender Biases ◽  
Academic System ◽  
Engineering And Technology

There is extensive evidence of gender inequality in research, leading to insufficient representation of women in leadership positions. Numbers revealing a gender gap in research are periodically reported by national and international institutions but data on perceptions of gender equality within the research community are scarce. In the present study, a questionnaire based on the British Athena Survey of Science, Engineering and Technology (ASSET 2016) was distributed among researchers working in Spain. Consistent with the original UK-based study, women in research perceived a greater degree of gender inequality than men. This difference was consistent from junior to senior positions, within public and private universities as well as research centres, and across all research disciplines. When responses were compared with the existing UK-based questionnaire, researchers in Spain felt that women and men are treated more equally in the workplace, yet they perceived their home departments to be less supportive regarding matters of gender equality. The results of this study provide clear evidence that men and women do not share the same perceptions of gender equality in science and that their differing perceptions are relatively consistent across two major European countries. The fact that men occupy the majority of senior positions while not perceiving the same inequality as women do, may be critical when it comes to ensuring the fair ascent of women to senior positions in an academic system. These data encourage the implementation of measures to ensure that both men and women are aware of gender biases in research.

Gender Inequality and Sustainable Development

2020 ◽  
pp. 132-145
Keyword(s):  
Sustainable Development ◽  
Gender Equality ◽  
Gender Inequality ◽  
Gender Gap ◽  
Sustainable Development Goals ◽  
Men And Women ◽  
The Sustainable Development ◽  
Agenda 2030 ◽  
Development Goals ◽  
Regional Performance

The chapter argues that inequality between men and women has led to the gap in income and poverty for women. Gender inequality and women's empowerment have, therefore, become one of the 17 pillars of the Sustainable Development Goals Agenda 2030. This chapter, therefore, examines the global performances on gender inequality index (GII) and the Sustainable Development Goals Agenda 2030, regional performance and the Sustainable Development Goals, the top best performers on gender gap parity versus the worst performers on gender gap parity, and sub-national performances and global rankings. Also, this chapter examines the challenges of achieving gender equality by 2030 along with policy options for achieving gender equality in the year 2030.

Women and Entrepreneurship – Albanian Case

2016 ◽  
Vol 1 (1) ◽  
pp. 249
Author(s):  
Anna Xheka
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Secondary Data ◽  
Special Focus ◽  
Full Time ◽  
Men And Women ◽  
Women’S Entrepreneurship ◽  
Part Time ◽  
Women's Entrepreneurship ◽  
The Difference

Women’s entrepreneurship is a powerful source, regarding to the women’s economic independence and empowerment, as well as regarding employment generation, economic growth and innovation, development and the reduction of poverty as well as one of the terms of gender equality. This poster presents the situation of women's entrepreneurship in Europe in comparative terms, with special focus in Albania. The paper has a descriptive nature. Describes three different plans in comparative terms; the representation of men and women in entrepreneurship, the representation of women in entrepreneurship in different countries of Europe and of Europe as a whole, as well as compare to gender quota. Through the processing of secondary data from various reports and studies, this poster concludes that although that the gender equality goal is the equal participation of men and women in all sectors, including the entrepreneurship, in this sector, gender gap it is still deep. Another significant comparative aspect, it is the difference between full and part –time women entrepreneurship. While in full time entrepreneurship in a convince way, men are those that dominate, in part time entrepreneurship clearly it’s evident the opposite trend, women's representation is much higher. It’s very interesting the fact, that the women’s entrepreneurship in Albania, presented in a significant optimistic situation, ranking in the second place, after Greece in the European level

scholarly journals Do Women Need Women Representatives?

2009 ◽  
Vol 40 (1) ◽  
pp. 171-194 ◽  
Author(s):  
Rosie Campbell ◽  
Sarah Childs ◽  
Joni Lovenduski
Keyword(s):  
Gender Equality ◽  
Empirical Research ◽  
Political Elites ◽  
Election Study ◽  
Substantive Representation ◽  
Men And Women ◽  
Representation Of Women ◽  
Mass Attitudes ◽  
The Relationship ◽  
Mass Level

This article analyses the relationship between the representatives and the represented by comparing elite and mass attitudes to gender equality and women’s representation in Britain. In so doing, the authors take up arguments in the recent theoretical literature on representation that question the value of empirical research of Pitkin’s distinction between substantive and descriptive representation. They argue that if men and women have different attitudes at the mass level, which are reproduced amongst political elites, then the numerical under-representation of women may have negative implications for women’s substantive representation. The analysis is conducted on the British Election Study (BES) and the British Representation Study (BRS) series.

scholarly journals The Career Length and Service of Female Policymakers in the US House of Representatives

2016 ◽  
Vol 53 (3) ◽  
pp. 437-460 ◽  
Author(s):  
Rodrigo Praino ◽  
Daniel Stockemer
Keyword(s):  
Gender Gap ◽  
House Of Representatives ◽  
Electoral System ◽  
The Political ◽  
Political Careers ◽  
Men And Women ◽  
Representation Of Women ◽  
Career Length ◽  
The Us ◽  
Using Data

Various studies have outlined the institutional (e.g. the existence of quota laws and the electoral system type of a country) and non-institutional factors (e.g. the political culture of a country) that account for variation in women’s representation, in general, and, in more detail, the low representation of women in the US Congress. However, no study has, so far, compared the Congressional career paths of men and women in order to understand whether this gender gap in representation stems from a difference in terms of the duration and importance of the careers of male and female policymakers. Using data on all US House elections between 1972 and 2012, we provide such an analysis, evaluating whether or not the political careers of women in the US House of Representatives are different from the political careers of their male counterparts. Our findings indicate that the congressional careers of men and women are alike and, if anything, women may even have a small edge over their male colleagues.

scholarly journals KEPRIBADIAN WANITA JAWA DALAM SERAT SULUK RESIDRIYA DAN SERAT WULANG PUTRI KARYA PAKU BUWONO IX

LITERA ◽  
2014 ◽  
Vol 13 (1) ◽  
Author(s):  
Sri Harti Widyastuti
Keyword(s):  
Qualitative Research ◽  
Gender Equality ◽  
Research Design ◽  
Gender Inequality ◽  
Equal Rights ◽  
Men And Women ◽  
Qualitative Research Design ◽  
And Gender

This study aims to describe Javanese women’s personality in the perspective of feminism and gender equality and inequality in Serat Suluk Residriya and Serat Wulang Putri. It employed the qualitative research design and modern philology. The findings are as follows. Javanese women’s personality in Serat Suluk Residriya includes their images. Gender inequality in Serat Suluk Residriya includes subordination, woman stereotype, rights to use but not to possess, women as sexual objects, and polygamy. Gender inequality in Serat Wulang Putri shows that women must have a lot of children. Gender equality in Sera Wulang Putrishows that men and women have equal rights to be ascetic, knowledgeable, skillful, brave and great, and wealthy.

Through the Eyes of the Beholder

2015 ◽  
pp. 195-215
Author(s):  
Nonofo Constance Losike-Sedimo
Keyword(s):  
Political Participation ◽  
Elderly Woman ◽  
Theoretical Perspective ◽  
Private Life ◽  
Child Rearing ◽  
Value System ◽  
Public And Private ◽  
Men And Women ◽  
Gender Biases ◽  
The Right

This chapter presents experiences of an elderly woman living in Africa from a Feminist theoretical perspective. Feminism is a theory that argues that men and women should be treated equally, politically, economically and socially. It includes sensitivity to all sorts of gender biases such as excluding voices of women in life debates. The aim of this chapter is to map the challenges and constraints posed by patriarchal value system, as it relates to the right to reproduction, child rearing practices and legal connotation, the discussion also includes opportunities in socio-cultural, Educational, economic and political participation. These experiences are situated in both public and private life. As the author wrote this narrative of her experiences, she went through major literature sources and could only locate a few relevant sources with similar narrations.

Closing the Gender Gap in Human Capital Formation for the Fourth Industrial Revolution

2020 ◽  
pp. 177-204
Author(s):  
Tinuke Fapohunda
Keyword(s):  
Human Capital ◽  
Gender Equality ◽  
Gender Inequality ◽  
Gender Gap ◽  
Industrial Revolution ◽  
Economic Cost ◽  
Capital Formation ◽  
Human Capital Formation ◽  
Clear Cut ◽  
Wealth Of Nations

Disparities in gender calculations in several nations have originated turbulence in multinational platforms in the recent past. The United Nations Sustainable Development Goals list gender equality and women empowerment as the fifth of the eight goals. This study scrutinizes the gender gaps in human capital formation. It demonstrated the economic cost of gender inequality in human capital formation (losses in human capital attributable to gender inequality are estimated at $160.2 trillion) and considered some clear-cut involvements that can ease the realization of greater equality. To boost women's human capital formation, investments throughout the life cycle are obligatory. Successful involvements can be affected to tackle time use restrictions, support access to productive assets, and resolve market and institutional disappointments that reprimand women. Spending on girls and women is indispensable not only to boosting gender equality and the changing wealth of nations but also allowing nations to grow in maintainable manners.

Interim Management Strategy as a Way of Empowering Women Leadership

2020 ◽  
pp. 328-345
Author(s):  
Nermin Kişi
Keyword(s):  
Decision Making ◽  
Gender Gap ◽  
Management Strategies ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Women Leadership ◽  
Representation Of Women ◽  
Interim Management ◽  
Decision Making Processes

Although major steps have been taken to increase inclusive representation of women in the workforce, there is a significant gender gap in achieving leadership roles in both developed and developing regions. In particular, many women around the world face serious challenges that prevent them from moving to leadership positions. Women's empowerment approaches are needed in order to have equal access to resources, to participate in decision-making processes, and to support career advancement. Within this context, interim management strategies can be considered as one of the empowering opportunities for women leadership. The purpose of this chapter is to explore the role of interim management on women leaders' empowerment. This is the first attempt that evaluates the notion of interim management as part of empowerment of women's leadership. It is expected to add value to literature on women in leadership positions and corporate decision-making.

The Call to Preach

2021 ◽  
pp. 1-48
Author(s):  
Donna Giver-Johnston
Keyword(s):  
Gender Inequality ◽  
Gender Gap ◽  
Significant Issue ◽  
Men And Women ◽  
Women Preachers ◽  
Ecclesiastical Authority ◽  
History Of Preaching ◽  
History Of ◽  
Feminist Hermeneutics

Chapter 1 defines the call to preach as containing two aspects, inward and outward, and identifies a gender gap or difference in how men and women can claim their call to preach. By identifying the central problem of gender inequality, this chapter establishes the fundamental concern of this book as a significant issue of patriarchy and ecclesiastical authority. Next, the chapter reviews relevant scholarship in homiletics and history of preaching to contextualize this issue. Drawing on social theorists, obstacles are identified and defined that have formed and maintained the dominant narrative limiting women preachers and their voice and agency. Utilizing feminist hermeneutics, this chapter argues that the historical women preachers of this work and their power of resistance still hold valuable lessons for people struggling to claim their call to preach today.

Interim Management Strategy as a Way of Empowering Women Leadership

2021 ◽  
pp. 640-657
Author(s):  
Nermin Kişi
Keyword(s):  
Decision Making ◽  
Gender Gap ◽  
Management Strategies ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Women Leadership ◽  
Representation Of Women ◽  
Interim Management ◽  
Decision Making Processes

Although major steps have been taken to increase inclusive representation of women in the workforce, there is a significant gender gap in achieving leadership roles in both developed and developing regions. In particular, many women around the world face serious challenges that prevent them from moving to leadership positions. Women's empowerment approaches are needed in order to have equal access to resources, to participate in decision-making processes, and to support career advancement. Within this context, interim management strategies can be considered as one of the empowering opportunities for women leadership. The purpose of this chapter is to explore the role of interim management on women leaders' empowerment. This is the first attempt that evaluates the notion of interim management as part of empowerment of women's leadership. It is expected to add value to literature on women in leadership positions and corporate decision-making.

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