Women’s Promotion to Management and Unfairness Perceptions—A Challenge to the Social Sustainability of the Organizations and Beyond

Inequality between women and men in top management positions is still a current reality where women are underrepresented. Gender discrimination against women in managerial positions violates the Sustainable Development Goal of gender equality. Gender discrimination affects women but also has negative consequences for employee output. Our aim is analyzing how the role of gender moderates the relationship between gender barriers to managerial positions and performance, mediated by organizational justice and commitment, and whether this relationship is stronger in women than in men. This study was carried out with 1278 employees (45.2% women and 54.8% men) of a Spanish financial group consisting of three different organizations. We performed a moderated mediation path analysis with Mplus. Results show that some gender barriers are associated with lower perceptions of organizational justice, which in turn are associated with lower organizational commitment, thus reducing performance. Moreover, this relationship is significant in men and women for work–family balance and barriers to accessing influential networks, but for unfair HR policies and practices, it is only significant in women. Removing gender barriers and unfairness perceptions is the goal that will contribute to organizational sustainability from the gender perspective.

Evaluation Algorithm of Labor Legal Effectiveness for Affirmative Action against Gender Discrimination

Aiming at the problems of large evaluation error and low accuracy of determining the key degree of evaluation indicators in the existing evaluation of labor legal effectiveness, this paper designs a labor legal effectiveness evaluation algorithm for affirmative action against gender discrimination. Firstly, using hits degree, the degree of gender discrimination, and social influence, enterprise practice and government supervision and management are determined as the evaluation indexes of labor legal effectiveness in this paper, and on this basis, the labor legal effectiveness evaluation system against gender discrimination is designed. Then, the judgment matrix of the evaluation index of labor legal effectiveness against gender discrimination is constructed. After normalization, the weight of the evaluation index is calculated by entropy method, which lays a foundation for subsequent research. Finally, the tree enhanced Bayesian network is used to classify the labor legal effectiveness evaluation indicators, and the correlation between the indicators is determined through the Spearman rank correlation coefficient. Finally, the labor legal effectiveness evaluation model against gender discrimination is designed through the clustering algorithm, and the labor legal effectiveness evaluation indicators against gender discrimination are input to complete the effective evaluation. The experimental results show that the error of the evaluation algorithm is small, and the accuracy of determining the key degree of the evaluation index is high.

Authorship Correction: Effect of Door-to-Door Screening and Awareness Generation Activities in the Catchment Areas of Vision Centers on Service Use: Protocol for a Randomized Experimental Study (Preprint)

UNSTRUCTURED A vision center (VC) is a significant eye care service model to strengthen primary eye care services. VCs have been set up at the block level, covering a population of 150,000-250,000 in rural areas in North India. Inadequate use by rural communities is a major challenge to sustainability of these VCs. This not only reduces the community’s vision improvement potential but also impacts self-sustainability and limits expansion of services in rural areas. The current literature reports a lack of awareness regarding eye diseases and the need for care, social stigmas, low priority being given to eye problems, prevailing gender discrimination, cost, and dependence on caregivers as factors preventing the use of primary eye care. Our organization is planning an awareness-cum-engagement intervention—door-to-door basic eye checkup and visual acuity screening in VCs coverage areas—to connect with the community and improve the rational use of VCs. In this randomized, parallel-group experimental study, we will select 2 VCs each for the intervention arm and the control arm from among poor, low-performing VCs (ie, walk-in of ≤10 patients/day) in our 2 operational regions (Vrindavan, Mathura District, and Mohammadi, Kheri District) of Uttar Pradesh. Intervention will include door-to-door screening and awareness generation in 8-12 villages surrounding the VCs, and control VCs will follow existing practices of awareness generation through community activities and health talks. Data will be collected from each VC for 4 months of intervention. Primary outcomes will be an increase in the number of walk-in patients, spectacle advise and uptake, referral and uptake for cataract and specialty surgery, and operational expenses. Secondary outcomes will be uptake of refraction correction and referrals for cataract and other eye conditions. Differences in the number of walk-in patients, referrals, uptake of services, and cost involved will be analyzed. Background work involved planning of interventions and selection of VCs has been completed. Participant recruitment has begun and is currently in progress. Through this study, we will analyze whether our door-to-door intervention is effective in increasing the number of visits to a VC and, thus, overall sustainability. We will also study the cost-effectiveness of this intervention to recommend its scalability. ClinicalTrials.gov NCT04800718; https://clinicaltrials.gov/ct2/show/NCT04800718

How do we measure gender discrimination? Proposing a construct of gender discrimination through a systematic scoping review

Background Gender discrimination (GD) has been frequently linked to mental health. The heterogeneity of how GD is defined has led to variation around the analysis of GD. This might affect the study of the association between GD and health outcomes. The main goal of this systematic scoping review is to operationalize the definition of the GD construct. Methods Three search strategies were set in Pubmed, CINAHL and PsycINFO. The first strategy obtained results mainly about women, while the second focused on men. The third strategy focused on the identification of GD questionnaires. The prevalence of GD, factors and consequences associated with GD perception, and forms of discrimination were the principal variables collected. Risk of bias was assessed (PROSPERO:CRD42019120719). Results Of the 925 studies obtained, 84 were finally included. 60 GD questionnaires were identified. GD prevalence varied between 3.4 and 67 %. Female gender and a younger age were the factors most frequently related to GD. Poorer mental health was the most frequent consequence. Two components of the GD construct were identified: undervaluation (different recognition, opportunities in access, evaluation standards and expectations) and different treatment (verbal abuse and behaviour). Conclusions Two-component GD definition can add order and precision to the measurement, increase response rates and reported GD.

Gender Discrimination in Tourism Industry

Compared to the past, business life has considerably developed in any area in the last century. All of the goods and services producing enterprises have made very important developments by taking advantage of science and technology at every stage of consumption and post-consumption processes starting from production. However, it can be said that the most important of these developments is the entry of the female workforce into the business life in the twenty-first century. The involvement of women in business life has not only changed the forms of production and presentation of the enterprises but also led businesses to achieve a completely different perspective.

Digital Accounting and Gender Discrimination

Digital technologies can process data much faster and more reliably than humans. Therefore, businesses must ensure a radical transformation in their infrastructure in order to keep up with the competitive environment. When establishing an accounting information system in enterprises, it should be ensured that the system can produce complete and uninterrupted information. However, one consequence of the digitalization process in accounting information systems is that the need for accounting personnel tends to decrease day by day. The aim of this study is to examine the digital developments in accounting and financial consultancy services and to emphasize the need for accounting engineering, which can contribute the most to these developments In this context, the structure and consequences of gender differences of individuals working in the accounting profession were examined.

The Contribution of Female Creativity to the Development of Gastronomic Tourism in Greece

Gastronomy as an important part of the culture, morals, customs, and traditions of the countries meets the needs of visitors and at the same time contributes to tourism development through the rich gastronomic heritage. Gastronomic tourism offers the possibility of increasing the income criteria of a population, increasing jobs, and developing the national economy. The purpose of this study is to highlight the role of female creativity in the development of a gastronomic destination with a case study of Naxos in the South Aegean in Greece. At the same time, it aims to highlight the great challenges and opportunities brought about by gastronomic tourism with the contribution of women's entrepreneurship. Women's creativity and entrepreneurship create new job opportunities. The dynamic presence and activity of the women of Naxos highlights the tourism destination of Naxos as a destination of high gastronomy. Secondary sources present gender discrimination in entrepreneurship, women's entrepreneurship in tourism, and the connection of tourism with gastronomic heritage.

Invisible Barriers, Undeclared Wars

Despite the indisputable progress of gender equality in academia in recent decades, the relative stagnancy of women's participation in decision making and resource distribution remains a global issue. There is growing evidence that a large part of gender inequality in higher education and research cannot be explained by explicit measurable factors. Male bias is encoded in societal and academic culture and to a significant extent determines subconscious choices and decisions benefiting men. This chapter analyses cultural reasons behind gender inequality and typifies them in a form of a matrix based on gendered attitudes to women's leadership in academia. The analysis of typical resistances reveals psychological and social mechanisms of subtle gender discrimination and is followed by a set of proposed preventive measures.