THE CHALLENGES FACED BY AFRICAN FEMALES IN THE CONSTRUCTION INDUSTRY. EVIDENCE FROM A SELECTED METROPOLIS OF THE EASTERN CAPE

The South African construction industry has successfully held a positive role in the transformation of the country over the years through economic development, infrastructure, and job creation. The purpose of the study was to probe the challenges that hinder the progress of black female professionals to become successful entrepreneurs in the construction industry. The study pursued a quantitative research approach. A questionnaire-based survey was utilized to gather data from participants at the selected location of the Buffalo City Metropole, Eastern Cape. The research findings revealed that although there are still challenges faced by African females, there is still considerable growth of women-owned SMME’s and the retention of African female professionals within the construction industry has significantly improved. It was also concluded that the many Government initiatives have also played a key role in these successes, though participants have also noted that there are some areas for improvement on these programs.

Perception of social variables related to allophones of taps and trills

This work presents preliminary research into determining value judgments of socioeconomic class and educational level of speakers based on the allophones of the alveolar tap /ɾ/ and trill /r/ in found in Costa Rican Spanish speech. The population of speakers is male and female professionals living in the Greater Metropolitan Area (GAM) [23-46 years]. Data was collected through written questionnaires and recordings. Speakers were asked about their linguistic attitude to their own variant. Speakers were also asked if they had had any negative experiences regarding their individual speech. Each speaker was also asked to evaluate the variant in a series of guises read by another speaker in the study population. All speakers performed the tap as vibrant in most positions; vibrant and retroflex realizations of the tap were observed before nasal. Vibrant, fricative, and retroflex variants were observed as allophones of the trill. Most speakers maintained a single variant for the alveolar tap and trill, although the variants used differed among the individual speakers. All speakers showed allophonic realizations to the alveolar tap and alveolar trills consistent with those found in Costa Rican middle or upper class. It was not possible to determine if the perception of a lower educational level could be related to a perception of the voice as that of a younger person. The main limitation of this study is that the sample of speakers is small, and that the speakers belong to similar socioeconomic backgrounds.

Women-friendly HR management practices and organisational commitment among female professionals: Evidence from Zimbabwe

Orientation: Despite the growing feminisation of the global labour market, discrimination against women in the workplace remains entrenched. Such discrimination of women is largely attributed to human resources management (HRM) policies and management practices which are inherently masculine, designed by men for men.Research purpose: The aim of this study was to explore the influence of human resources management practices on the organisational commitment among female professionals in Zimbabwe.Motivation for the study: Notwithstanding the growing scholarly interest in the factors which can help retain women in the workplaces, there remains a paucity of studies from developing countries on how HRM practices influence female professionals’ organisational commitment in the workplace. Dearth in empirical literature is pronounced in Africa, particularly in a society such as Zimbabwe punctuated by patriarchy and an economy that has been depressed for over two decades.Research design, approach and method: The study adopted a quantitative research approach and employed a cross-sectional survey of 210 female professionals employed in the private and public sectors in Zimbabwe. Structural equation modelling was employed for data analysis using AMOS 25.0.Main findings: The results of the study revealed positive and significant relationships between women-friendly HR management practices and organisational commitment of female employees.Practical/managerial implications: Premised on these findings, the study recommended that it is imperative for HR management to implement non-discriminatory rewards systems, increase family-friendly policies, prioritise continuous training and charter clear progressive career development programs for the female employees.Contribution/value-add: This study provides managers with a better perspective of the predictors of organisational commitment among female professionals in an African context.

The Silent Discrimination against Headscarved Professionals in the Turkish Labor Market: The Case of Women in the Banking Sector

This study addresses the widespread discriminatory policies against headscarved professionals in the Turkish job market, by focusing on the female-intensive banking sector. Although the number of professionals wearing headscarves has increased since 2013 with the removal of the ban on headscarves for workers in the public sector, we argue that significant ideological discriminatory practices and bias against these women still exist. To expose this hidden reality and uncover its dynamics, we undertook exploratory in-depth interviews with 30 professionals from the Turkish banking sector, including both men and women. Our findings verify a severe underrepresentation of headscarved professionals in the commercial banking sector. Whereas, after 2013, state-owned banks began, to some extent, to recruit women wearing the headscarf, private commercial banks have not amended their exclusionist policy towards headscarved white-collar employees. Research findings confirm that in the Turkish banking sector, policies regarding the headscarf are still shaped by ideological corporate values. This study suggests that the appointment and promotion of female professionals in the Turkish banking sector are blocked by long-established stereotypes and prejudices, which stand in the way of inclusive practices supporting social equity, as well as diversity and the equality of women in the workplace.

The invisible stigmatisation of female practitioners in international arbitration

The paper is a study of the gender-based stigmatisation process of elite professionals in an international legal field. It uses commercial arbitration as an example of an international profession and adds to the prevalent understanding of gender inequality by developing a framework called ‘invisible stigmatisation’. The main theoretical framework is supported by twenty-two semi-structured interviews conducted across five international arbitration jurisdictions and two original datasets. These data have helped to contextualise the nuances of gender-based stigmatisation in prestigious arbitral appointments and at the echelons of international arbitration law firms. The paper establishes that the stigmatising experiences drive elite female professionals and their gender-equality consciousness. These experiences also lead to them devise innovative strategies to minimise the effects of gender inequality on their professional lives.

Factors Which Promoted The Interest Of The Selected Professionals In Jolo In Obtaining A Master’s Degree

This research studied the factors which promoted the interest of the selected professionals in Jolo, Sulu in obtaining a master’s degree. The theory and explanation on interest of Silvia, Kashdan, and Berlyne were used to support the study.The study sought to answer the following questions: 1. What is the profile of the respondents in terms of age, gender, educational attainment, and occupation? 2. What are the factors which promoted the interest of the selected professionals in Jolo in obtaining a master’s degree? 3. What is the level of interest of the professionals in obtaining a master’s degree? 4. Is there significant difference among the factors which promoted the interest of the professionals in obtaining a master’s degree? 5. Is there any significant difference in the interest of the professionals according to their profile?The samples used in this study were the selected professionals in Jolo. They were thirty (30) respondents.The researcher used the following statistical treatment for the hypotheses:Percentage was used in the first question. Weighted mean was employed to treat the second and the third questions. The fourth question used the Friedman Test using the chi-square. The fifth question was analysed with the Kruskal-Wallis Test using chi-square.After the thorough analysis and interpretation of the data, these were the following results:The factors which promoted the interest of the selected professionals in Jolo were prospective rank and promotion, financial condition, aspiring for leadership, staying marketable, community, and a ladder to doctorate.There were ten (10) identified concepts of interest. These were the following: concentration to the lectures, awareness of new-found knowledge, curiosity to further learning, attention to oral reports, readiness in attending classes, willingness to comprehend lectures, eagerness to accomplish researches, enthusiasm to expand skills, keenness to explore broader education, and achievement of wisdom.The level of interest of the selected professionals in Jolo in obtaining a master’s degree in relation to the ten concepts of interest and the factors mentioned was high. In addition to this, their levels of interest in relation to the ten concepts of interest do not differ with each other in terms of their age, civil status, degree obtained, position, length of service, and income. However, in terms of gender, the male and female professionals differ only in their interests as to readiness in attending classes and keenness to broader education.

Is Freezing the Future? Investigating Interest of Elective Oocyte Freezing Amongst Singaporean Women

A novel technological innovation called Elective Oocyte Freezing (EOF) has emerged as a solution for women who wish to preserve their fertility to delay childbearing for non-medical reasons. This technology has grown in popularity as women have undertaken a greater role in the workforce and faced the dilemma of balancing work and family. In spite of the rising trend of Singaporean women postponing childbearing to advance their careers, EOF is currently prohibited in Singapore. Many Singaporean individuals have declared this policy to be both outdated and a threat to women’s reproductive rights. However, prior to this survey, no research, to my knowledge, has analyzed Singaporean female professionals' interests in EOF, if made available. Through this quantitative, cross-sectional, 4-part survey, I conclude that if EOF was permitted, encouraged, and subsidised by the Singaporean government, Singaporean women possess a strong interest in freezing their eggs for social purposes This paper further demonstrates an existing positive relationship between 48 Singaporean female professionals’ interest in EOF prior to and following reading an information leaflet. Specifically, after being informed of the social benefits presented by EOF, participants were significantly more inclined to freeze their eggs if such practice was permitted in Singapore. This conclusion suggests that the Singaporean government should re-evaluate their position on EOF in order to facilitate childbearing dilemmas faced by the increasing number of women entering the country’s workforce each year. Additionally, as this policy is currently a subject of debate in Singapore, the implications of this research, revealing Singaporean female professionals’ interest in EOF, create a foundation for both future research and the possible evaluation of this policy. If this conclusion is corroborated with subsequent research, further evidence may substantiate my findings regarding the desires of Singaporean women and possibly result in a change of legislation.

Prevalence and risk factors of burnout among female oncology professionals from the Middle East and North Africa (MENA).

11016 Background: Burnout (BO) is a recognized challenge among oncology workforce. It affects both genders with a higher frequency among women. This study examined the factors contributing to the development of burnout among women in oncology from the Middle East and North Africa (MENA). Methods: An online cross-sectional survey was distributed to oncology professionals from different countries in the MENA region. The validated Maslach Burnout Inventory (MBI) of emotional exhaustion (EE), Depersonalization (DE), and Personal Achievement (PA) plus questions about demography/work-related factors and attitudes toward oncology were included. Data were analyzed to measure BO prevalence and related factors. Results: Between February 10 and March 15, 2020, 545 responses were submitted by female professionals. The responses pre-dated the COVID-19 pandemic emergence in the region. BO prevalence was 71% among female professionals. Women aged < 44 years represented 85% of the cohort. Sixty-two percent were married, 52% with children and one-third practiced a hobby. Two-thirds worked in medical oncology, worked for < 10 years and 35% worked in academia. The majority (73%) spent > 25% on administrative work daily. Nearly half of the respondents (49%) expressed a recurring thought of quitting oncology and 70% had no burnout support or education. Inability to deliver optimal care was reported as distressing for career development in 82%. Factors significantly influencing the BO risk are listed in Table. Marital status, having children, academia and years in practice did not impact the risk of BO among female oncologists form MENA. Conclusions: High BO prevalence was reported among female oncology professionals from MENA. The majority of women oncology workforce were young and early- to mid-career in this cohort. Younger age, practicing in North African countries, high administrative load and the recurring thought of quitting were associated with increased risk of burnout. Whereas, practicing a hobby and enjoying oncology communication decreased the BO risk. Burnout support and education specifically for women in oncology is needed.[Table: see text]

Neurologe of liever neuroloog? : Het effect van vrouwelijke functiebenamingen op de geloofwaardigheid van medisch specialisten

The effect of female job titles on the credibility of medical specialistsSpeakers of Dutch as spoken in the Netherlands often use masculine job titles for female professionals. We tested the influence of gender(in)congruent job titles on the credibility of medical specialists in Dutch as spoken in the Netherlands. More specifically, we investigated whether the credibility of female medical specialists is boosted by referring to them with a masculine job title (e.g., neuroloog ‘neurologist (masc.)’) as opposed to a feminine job title (e.g., neurologe ‘neurologist (fem.)’). We also tested if this effect is moderated by participant gender.We constructed three news articles in which a medical specialist ‐ either a neurologist, oncologist or a surgeon ‐ shared their opinion on a health topic. The medical specialist was referred to by either the masculine or the feminine job title, thereby being incongruent or congruent with the female medical specialist’s actual gender, respectively. After having read the article, participants had to rate the medical specialist on several dimensions, based on which we calculated the health professional’s perceived credibility.The results of this study showed a significant difference between female and male participants regarding the influence of gender(in)congruent job titles on the credibility of medical specialists. Women perceived male and female medical specialists as equally credible, regardless of their job titles. Men, on the other hand, evaluated the credibility of female medical specialists to be lower when they were referred to with a masculine job title. Gender congruent job titles thus increase female medical specialists’ credibility from the perspective of men.