2. The Europeanization of Gender Equality Policy and Domestic Structural Change

2019 ◽  
pp. 21-43 ◽  
Keyword(s):  
Structural Change ◽  
Gender Equality ◽  
Gender Equality Policy

scholarly journals WOMEN’S REPRESENTATION IN HEALTHCARE MANAGEMENT IN BULGARIA

2020 ◽  
Vol 5 (6(75)) ◽  
pp. 60-63
Author(s):  
G.I. Pavlova
Keyword(s):  
Gender Equality ◽  
Healthcare System ◽  
Healthcare Management ◽  
Middle Level ◽  
European Countries ◽  
Women's Representation ◽  
Women's Participation ◽  
Women’S Representation ◽  
Operational Management ◽  
Gender Equality Policy

The purpose of this article is to study the share of women involved in healthcare management at various levels. Results: The women engaged in top management are 28%. The share of women at the middle level of management is nearly twice larger (53.4%). In operational management such as the management of healthcare establishments, women’s participation is 36%. Conclusion: Women’s representation in the management of the healthcare system in Bulgaria (35.9%) falls behind European countries’ indicators (41%). Bulgaria is applying a gender equality policy but a lot remains to be done.

Gender Equality Policy, Elites and Women Empowerment in Higher Education Institutions

2018 ◽  
pp. 96-113
Author(s):  
Joshua Mugambwa ◽  
Susan Mwebaza ◽  
Bridget Namubiru
Keyword(s):  
Higher Education ◽  
Gender Equality ◽  
Cultural Beliefs ◽  
Women Empowerment ◽  
Structured Interviews ◽  
Group Discussions ◽  
Cross Sectional ◽  
Disaggregated Data ◽  
Policy Elites ◽  
Gender Equality Policy

Gender equality, and its resultant empowerment of women, is a recent phenomenon in Africa. This study examined two questions; 1) To what extent do the elites in Institutions of Higher Education practise gender equality to women empowerment? 2) What are the inhibitions of the contribution of higher education towards women empowerment? The study was qualitative and cross-sectional. Data was obtained from reports and semi-structured interviews, as well as 5 focus group discussions. Semi-structured interviews respondents included 20 academic and 20 support staff. Findings showed that there is still a gap to enable women participate on the same footing as men. Women empowerment in Education takes leadership interest, networks, meritocracy as well as women assertiveness. Limitations to gender equality policy implementation among elites in higher education are individual, social-cultural and economic. Higher education is characterised by stereotypes and retrogressive cultural beliefs which are subtly reproduced throughout the education system. The gender equality policy (2009) has been implemented in favour of men; therefore, the situation has to be improved with concerted efforts by the various stakeholders. Gender disaggregated data should be used in Higher Education to assess women empowerment as well as tracking both quantitative and qualitative women empowerment outcomes in higher education.

Conclusion

2021 ◽  
pp. 187-202
Author(s):  
Katie Lauve-Moon
Keyword(s):  
Structural Change ◽  
Gender Equality ◽  
Stained Glass ◽  
Leadership Positions ◽  
Organizational Processes ◽  
Men And Women ◽  
Women Pastors ◽  
Different Types ◽  
The Individual

This concluding chapter demonstrates the concept of the stained-glass labyrinth by providing an overview of gendered barriers identified in each chapter and ways different types of gendered organizational processes reinforce normative gender structure both within these organizations and in broader society. It illustrates how gendered processes on the individual, interactional, organizational, and societal levels are mutually reinforcing in ways that result in unequal outcomes between men and women. In particular, this chapter illustrates how normative gender structure within CBF congregations presents barriers for women pastors in these contexts thereby reinforcing their underrepresentation in leadership positions. Finally, this chapter reiterates previous chapters by emphasizing organizational (structural) change. Instead of exclusively expecting women pastors to adopt strategies to maneuver better through organizational gendered barriers and resist sexism, this work calls on organizations to change the gender structure itself so that women no longer have to clear unequal and sizeable hurdles on their paths to pastoral positions and in their positions as pastors. For it is only through structural change that gender equality can be fully realized.

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