International Conference on Gender Research

Exploring Financial Inclusion and Gender: A Structured Literature Review

2025-01-30T15:33:23+00:00

In recent years, female entrepreneurship and women-led businesses have experienced significant growth. However, these ventures often face challenges in securing financial resources, limiting their potential and performance. This research aims to analyze the development of literature on financial inclusion and gender gaps, uncovering their implications for female entrepreneurship and identifying emerging trends and patterns. Through the implementation of a Systematic Literature Review (SLR) methodology, this study examines 352 sources. Despite notable progress, critical challenges remain for women in accessing financing and formal financial services. These barriers are influenced by geographic, socioeconomic, and cultural factors that vary across regions. Key strategies identified in the reviewed literature include leveraging digital tools, microfinance, technological innovations, and financial education. The findings highlight that promoting financial inclusion is crucial for reducing gender gaps and encouraging female entrepreneurship. This review offers valuable insights into the factors that impact financial inclusion from a business perspective, emphasizing its transformative role in increasing women's economic participation. Limitations of this study include the manual analysis of SLR results and reliance on a single database, which may constrain the breadth of the findings. Future research should focus on overcoming barriers to financial access through innovative products, digital services, and technological tools. Analyzing both demand and supply factors is essential for developing effective policies. Financial inclusion should be considered an integral component of financial development, as providing more efficient and innovative services to vulnerable groups is essential.

Women on the Range: Gendered Adaptation Strategies for Resilience in Kenyan Pastoralism

2025-02-20T14:16:20+00:00

This study delves into the gendered dimensions of climate adaptation in Kenyan pastoralist communities, focusing on the experiences of women in Kajiado County. Through twelve gender-disaggregated focus group discussions, this research explores how gendered social differentiation shapes women's adaptation strategies. The findings reveal that despite facing significant challenges due to cultural norms, limited access to resources, and climate-induced shocks, women play a crucial role in household and community resilience. By understanding the complex interplay between gender, culture, and climate change, this study aims to contribute to the development of more effective and equitable climate adaptation strategies that enhance the agency and well-being of pastoralist women and build resilient communities.

Perception of Engineering Among Girls in India: Implications on Career Decisions

2025-03-20T01:17:58+00:00

India is witnessing a steady growth in the enrolment of girls into engineering education. There has been a change in the enrolment status from 9% in 2012 to almost 20% in 2023. This positive movement may be attributed to the affirmative actions taken by the Indian government in promoting engineering education among girls. These actions were conceived with a hope to reach critical mass to maintain the momentum. The vision thus is to facilitate participation of girls in technical domain as an organic movement. Taking this development into cognizance, this study examines the current perception of engineering among female science students (those opted for Physics, Mathematics, Chemistry in senior secondary classes) and their intended direction of higher education. Senior high school female science students from seven different high schools (n=150) were administered an open-ended question seeking their understanding on engineers and engineering. 137 students responded. The responses were analysed using content analysis. The analysis resulted in four categories viz., ‘Impression of engineers’, ‘Impression of engineering career’, ‘Association of utilitarian value, and ‘Association of income’. The theme which ran across these categories was ‘relate, recognize and requirement’. The study revealed that largely female students have expressed their intention of higher education, without exploring or seeking more clarity on the image which they hold to be correct. It could also be seen that there was no explicit mention of the gendered nature of engineering although it was implicit in their perception. We, thus propose interventions aiming at providing a comprehensive view on engineering field making it as an attractive and possible career option for female science students.

Representation of “Women” in Science and Field

2025-01-03T12:09:53+00:00

Women's studies continue in various fields within the framework of the 2030 Sustainable Development Goals, following the Millennium Development Goals. Assessing women's participation in innovation and creative activities reveals their underrepresentation in these domains. Studies in the literature predominantly focus on either the outcomes or the processes of this issue. The aim of this study, however, is to shed light on the root causes of the problem. This study utilized bibliometric methods to analyze 1,995 articles retrieved from the Web of Science (WOS) database, selecting "women" or "woman" as the research area, based on the concepts of socially constructed scientific knowledge and language's fundamental role in institutional reality. We adopted both a linguistic and theoretical perspective in this context, and utilized secondary data from WIPO statistics that indicated patent application numbers in the sector. The analysis results underline the need for a shift in institutional logic, and this institutional perspective offers a new dimension to the limited research in this field.

Gender, Race, and Class in International Development: Exploring the Counternarratives of Women of Colour

2024-12-31T13:41:02+00:00

This paper examines the power dynamics and hierarchies in international development that systematically exclude and minoritise women of colour (WOC) in the workplace, particularly as these dynamics relate to gender, race, and class. Narrative interviews were conducted with 24 women of colour who work in the energy and health sub-sectors in US donor and implementing agencies to generate ‘counternarratives’ or stories of minoritised individuals that challenge master narratives. Master narratives are dominant cultural, political, or historical stories used by the majority to legitimate their power and position and normalise oppression. The interviews were analysed using intersectionality and critical race theory as theoretical lenses. The counternarratives were classified according to the four domains of power – structural, disciplinary, homogeneous, and interpersonal – to show how oppression and privilege manifest and interact in different settings. Prior work in this space has highlighted the experiences of WOC in the workplace in sectors like education, but there is limited scholarly work in international development. The present research contributes to knowledge by examining an industry with colonial roots. By articulating the counternarratives of women of colour who work in international development, this study lessens their invisibility as a minority and aids others who experience similar obstacles. The study provides evidence-based support for the critical role of intersectional leadership and a comparative lens between two sub-sectors in development – energy and health – which contrast in many ways. More broadly, by exploring the lived experiences and social contexts of individuals, it also contributes to qualitative gender research.

Adapting Psychosocial Scales to Measure Career Exit Factors in Colombian Women Engineers

2024-12-07T14:03:33+00:00

Despite ongoing efforts to promote gender equality, women remain underrepresented in STEM fields such as engineering. This underrepresentation is evident not only in early career choices but also among professional women engineers who face significant barriers in their work environments, leading to higher rates of leaving the profession. While this issue has been extensively studied in various regions worldwide, there is a notable gap in research on the experiences and career exit intentions of women engineers in Latin America. Furthermore, a lack of Spanish-language scales with strong validity evidence measuring key psychosocial factors associated with the decision to leave engineering hinders progress in understanding and addressing these challenges. Purpose: This study aimed to develop and implement a robust protocol for adapting and translating five scales that measure engineering identity, career commitment, career satisfaction, observed hostility toward women in the workplace, and the likelihood of leaving the engineering profession. The research sought to answer the question: How do respondents perceive these adapted scales' clarity, relevance, and representation in capturing the intended constructs? Methods: The protocol was guided by recommendations of the International Test Commission and the American Educational Research Association. A forward translation design was selected, focusing on achieving functional equivalence between cultures. The protocol involved multiple stages, including expert translation, cultural adaptation, and reconciliation processes. Additionally, an expert panel reviewed the scales, and a qualitative phase using cognitive interviews with a sample of Colombian women engineers provided further validity evidence and refinement. Results: The study contributes both theoretically and practically. From a theoretical standpoint, it presents a comprehensive, evidence-based protocol for scale adaptation, offering a model that can be replicated in other contexts. Practically, the adapted scales provide essential tools for researchers and practitioners working with Spanish-speaking populations, addressing a significant gap in the literature. By enabling more inclusive and accurate research on women engineers’ experiences in Latin America, these tools can inform policies and interventions aimed at reducing career exits and promoting gender equity in engineering.

Feminists in Democratization: A Comparison of Three Asian Countries

2025-03-16T05:46:47+00:00

Japan, South Korea, and Taiwan are three Asian countries that share historical connections and similar cultural contexts but have demonstrated different levels of achievement in gender equality. South Korea and Taiwan were once under Japanese colonization and experienced radical democratic transitions in the 1970s and 1980s. Both countries witnessed the rise of their women’s movements during their democratic transitions. On the other hand, Japan became a democratic country after receiving a new constitution by the U.S. following its defeat in World War II. Japan experienced its women’s movement earlier than South Korea and Taiwan because it did not undergo the political turmoil associated with the democratic transitions. However, in 2023, Japan had a lower ranking than South Korea and Taiwan on the Gender Inequality Index. Therefore, this research examines the relationship between democratic transition and women’s movements in Japan, South Korea, and Taiwan after World War II to understand whether the interaction between democratization and women’s movements influences progress on gender equality. Various theories and assumptions have been developed to explain why women’s movements can achieve better progress in some newly democratized countries while others struggle. However, previous research may not fully explain the cases of these three Asian countries due to cultural and political differences. With a careful examination of the democratization and women’s movements in these three countries, we find that they heavily rely on the political power, networks, and strategies that feminist activists and women’s groups acquired during the democratization process. Feminist activists in South Korea and Taiwan acquired political power, built networks, and developed strategies during their countries’ democratic transitions, which helped them engage with the government in a new political environment after democratization. On the other hand, feminist activists and women’s groups in Japan developed fewer resources and strategies to advance the women’s movement since Japan did not undergo a radical democratic transition.

Recruiting Leaders: Headhunters' Role in Addressing Gender Bias and Board Expectations

2025-02-18T12:35:10+00:00

Although women remain significantly underrepresented in business leadership roles, limited attention has been given to how headhunters influence the selection of candidates for these positions. This study examines gender biases in the CEO recruitment process in Iceland, focusing on the role of headhunters and their interactions with corporate boards. Semi-structured interviews were conducted with eight headhunters and 44 board members of all listed companies in Iceland. The findings revealed gender differences in perceptions of headhunters' methods. Female board members were more critical of the narrow pool of candidates and more likely to question headhunters' practices. In contrast, male board members exhibited greater trust in headhunters, relying heavily on their expertise. While some headhunters demonstrate a clear agenda to address gender disparities, expending considerable effort to find qualified women for their candidate lists, others focus primarily on meeting the boards’ requests for candidates with extensive CEO experience, often favoring traditional, male-dominated profiles. Headhunters identify the need to address biases and the boards’ constructions of merit. They experience a dilemma in their roles where they either align their goals with the broader objectives of promoting diversity or focus on delivering candidates that meet the specific, often experience-based, demands of boards. This study contributes to the literature on executive recruitment and gender by highlighting how headhunters’ methods can significantly influence the gender balance of CEO candidate pools and selection. It offers practical recommendations for aligning headhunters’ practices and board objectives to foster greater gender diversity in leadership roles.

Transforming Gender Equality and Inclusion in Higher Education in Ireland

2025-03-05T22:54:15+00:00

Today, Ireland is recognised as a leader among European countries in advancing gender equality (GE) in higher education. The remarkable characteristic of this profile, though, is the speed at which the higher education (HE) sector has embedded GE as a distinctive and integral feature of the system. Although there were efforts to advance gender equality in the Irish higher education sector, the importance of the topic did not take hold until 2015-2016. At that point, two events of enduring significance occurred. One was consensus in the higher education institutions (HEIs), supported by the Higher Education Authority (HEA), to adopt the Athena Swan framework for gender equality plans (GEPs). The other was publication by the HEA of an investigative report, with recommendations, by a committee led by former European Commissioner for Research and Innovation, Maire Geoghegan-Quinn.

Little is known about advancing change across a higher education system in one country as a national priority. This paper explores the changes within the Irish HE landscape to unearth lessons learned and to address how Ireland as a case study, with government focus and support, has transformed the EDI agenda in the context of GE. The paper is based on, and draws from, a recent publication on this subject to which change leaders have contributed reflections to embed an EDI landscape. It discusses the methods by which collaboration on this book project was developed and supported, and the value of this reflective approach in making sense of the fast-paced change of the last decade. The paper highlights challenges and well as opportunities encountered along the way and briefly reflects on the maturation of the gender equality agenda in the current context.

Exploring Gendered Effect Of Perceived Organization Support On Self-Efficacy

2025-03-03T22:29:47+00:00

To compete in an increasingly diverse and rapidly changing marketplace, organizations are attempting to bring in varied perspectives and experiences to every management challenge by ensuring diverse representation at all levels of management. Women however continue to be under-represented in managerial positions. Recent studies have suggest that Perceived Organization Support (POS) enhances psychological empowerment amongst employees that helps them to grow in their careers. Self efficacy, a correlate of psychological empowerment that involves one’s professional competence, is thus likely to play a significant role in career advancement of qualified women in organizations. Following Joan Acker (1990)’s Theory of Gendered Organizations, this research explores whether and how gender bias may still be embedded within organizational support practices like POS with respect to their impact on self efficacy amongst the managerial employees.Employing a sequential mixed methodology, data was collected in two waves. In the first phase of the study data was obtained using quantitative methods from a sample of managers (N = 294), followed by a qualitative study using in-depth interviews with 19 women professionals. The quantitative study reveals that POS impacts self efficacy of men and women in significantly different ways. Findings from the qualitative analyses draws interconnections among the intrinsic as well as socially constructed factors to make the internal mechanisms more explicit. It suggests that POS when filtered through the lens of gender identity leads to unintended effects on self efficacy and thereby lowers the sense of empowerment amongst female managerial employees. Implications of the research for both theory as well as practice are discussed.

Pull Factors Driving Female immigrant Entrepreneurship in Italy

2025-03-20T07:40:04+00:00

Over the past two decades, the relationship between migration and entrepreneurship has gained prominence in Western economies. The increasing number of businesses led by foreign nationals has reshaped the entrepreneurial landscape in many countries, including Italy. In Italy, regulatory flexibility, shifting migration patterns, and market demand—combined with an economy dominated by small enterprises—have fostered a favorable environment for entrepreneurship.

Grounded in micro and small businesses, the Italian economy supports self-employment and small-scale enterprises, making it particularly welcoming for immigrant entrepreneurship. Micro and small enterprises have historically driven national economic growth. Within this framework, female immigrant entrepreneurship has become a significant and growing component, reflecting broader trends in women-led and migrant-owned businesses.

Female immigrant entrepreneurship in Italy today represents a dynamic phenomenon shaped by territorial factors and relational capital. These elements enable immigrant women to overcome barriers and seize opportunities in the Italian market. The concept of territory includes resources within local contexts, such as infrastructure, economic frameworks, and institutional support. Immigrant women often identify market gaps, especially in ethnic products and services, gaining a competitive edge.

Relational capital, comprising networks built through family, community, and professional connections, is equally crucial. These networks provide access to financing, partnerships, mentorship, and market insights, helping immigrant women navigate socio-economic challenges.

Together, territorial factors and relational capital drive female immigrant entrepreneurship in Italy, promoting social inclusion and economic diversification. This study examines how these elements support the emergence and growth of female immigrant businesses.

Towards the Journey of Women Empowerment: The Development of a Digital Platform for Women Entrepreneurs

2025-01-02T05:37:36+00:00

Women, representing nearly half of the global population (approximately 3.97 billion), often face marginalisation in their families, communities, and regions due to various reasons. Like any other, every woman has the right to make her own choices in life, leading to an empowered life. Entrepreneurship serves as a crucial tool for empowerment, yet women entrepreneurs encounter numerous challenges along the way. Digitalisation, especially in modern and developed societies, has significantly improved lives, including those of women. Digital platforms can play a key role in supporting women entrepreneurs, providing them with the resources and networks they need to thrive. In countries like Sri Lanka, which is evolving from a patriarchal to an egalitarian society, there is a growing need to develop comprehensive ecosystems to support women entrepreneurs. This study introduces and evaluates a digital platform prototype named "Empower Her," designed to facilitate the entrepreneurial journeys of women entrepreneurs in Sri Lanka. Using a mixed method approach, the study evaluates how effective this digital platform is and explores what improvements are required. The research was looked at through the lenses of empowerment, digital empowerment, feminist theories and capability approach. In the quantitative approach, the User Experience Questionnaire (UEQ) was shared with 30 women entrepreneurs, along with the link for the “Empower Her” app to evaluate. The data were analysed using the UEQ analysis version 10.0. The analysis showed that “Empower Her” is an extremely good app to use. It was appealing and attractive, and the task-related qualities, such as perspicuity, efficiency, and dependability, were scaled at high levels. Attribute-wise evaluation indicated that the app is understandable, motivating, friendly and clear but does not have a leading edge. In the qualitative approach, five women entrepreneurs were interviewed on effectiveness and to take feedback on further developments. User friendliness, a motivator, a supporting hand, a learning platform and connectivity and collaboration were the themes for user effectiveness. On further developments, tailor-made education programmes, access to funding and financial tools, e-commerce integration, wellness and well-being, and social empowerment were suggested. Empowerment is a challenging journey, and entrepreneurship facilitated by digital technologies could enhance women's capabilities, letting them achieve the lives they aspire to.

Gender Dimension in Research: Bridging Gender and Science

2025-03-04T16:34:49+00:00

The European Commission (EC) has become a global leader in setting policy for integrating the gender dimension into research and innovation (R&I) content. It is a priority for ERA and, for Horizon Europe, an award criterion that becomes a requirement by default. Thus, after the impetus that the Gender Equality Plans (GEPs) have given to advancing gender equality, integrating the sex and gender dimension in research is now an unavoidable step for RPOs. A large body of literature has highlighted that ignoring sex/gender as key variables in R&I leads to incomplete and flawed results that perpetuate significant gender biases and gaps in knowledge. In parallel, there is strong evidence that integrating sex/gender analysis enhances the quality and impact of scientific results and adds value in terms of excellence and social relevance. However, sex/gender dimensions are still absent from several STEM research. There are at least two main constraints to their incorporation: the limited knowledge of gender issues among researchers, compounded by the shortage of gender experts in many Research Performing Organizations (RPOs), and the lack of adequate tools to support and streamline this process. Following EC guidelines, the Institut de Ciències del Mar (ICM) integrated into its GEP a measure aimed at promoting the inclusion of sex/gender dimension in research as a factor for improving quality. In this framework, we have developed a toolkit to provide practical tools for researchers, covering all phases of the research cycle (from formulating research questions to dissemination) and different research scenarios: research that deals with biological material (animals, cell cultures, etc.), research in which there are differentiated relationships between women and men with the research topic, or basic science research. The toolkit double approach aims to assist researchers in integrating sex/gender analysis into research content while improving equal opportunities for women and men in research teams. The toolkit also proposes indicators that both guide actions and allow the subsequent measurement of achievements. The toolkit has been designed considering previous experiences and best practices from different EU-driven projects and initiatives. ICM wants to share its experience in producing and implementing this toolkit.

Remote work, Job Quality and Work-life Balance: A Comparative Study of European Men and Women

2025-01-30T14:29:40+00:00

The rapid growth of remote work, accelerated by the COVID-19 pandemic, has sparked increased interest in its effects on job quality and work-life balance. This study examines the role of job quality for work-life balance of European men and women when working remotely. While remote work offers benefits such as enhanced flexibility and autonomy, it also presents challenges including social isolation and stress management. Research indicates that these effects are not gender-neutral, with women often experiencing disproportionate challenges despite potential improvements in work-life balance. This study employs a quantitative approach, utilizing data from the 2021 European Working Conditions Survey, with a sample of over 70,000 European workers. Through multi-group analysis and Partial Least Square method, the research investigates gender differences in job quality and work-life balance in remote work settings. The study aims to contribute to the understanding of how remote work influences job quality and work-life balance, with a particular focus on gender disparities. Findings will provide insights for developing equitable remote work policies and practices.

Understanding Gender Pay Inequalities: A Comparative Analysis of Women and Male Salaries

2025-02-11T09:34:39+00:00

Gender equality is enshrined in the Italian Constitution, particularly in Article 3, which emphasizes both formal and substantive equality between genders. However, recent data from the Istituto Nazionale per la Previdenza Sociale (INPS, 2024) reveal that gender equality in Italy’s labor market remains elusive, especially regarding employment and pay. The employment rate for women is just 57%, significantly lower than the European average by thirteen percentage points. Moreover, while the gender pay gap appears modest, equal to 4.3%, this statistic can misleadingly suggest minimal wage disparity (INAPP, 2022). A more comprehensive measure—the gender overall earnings gap, which accounts for multiple factors—places the pay gap at a striking 43% (INAPP, 2022). In response to these persistent inequalities, Italy introduced Legislative Decree 198/2006, mandating gender reporting for companies with over 50 employees (Rapporti biennali sulla situazione del personale maschile e femminile). Our research uses these reports and adopts a cross-sectional approach to analyze the gender pay gap in Brescia (a province in Lombardy, Italy), through three different levels of analysis: the company's size, the sector to which the company belongs, and the type of contract implemented in the company, we offer an in-depth analysis of the firm factors influencing the existence of discriminatory practices. The results provide an up-to-date snapshot of gender inequality in one of Italy’s most economically advanced provinces and offer insights into potential compensatory measures and policies to address these imbalances.

Leadership Mentoring Programme for Women: Framing Leader Identity through Dialoguing and Relating

2025-02-13T22:41:35+00:00

This paper restores the focus on the essence of human beings as fundamentally relational. It underlines a concern for genuine relatedness (Pope and Nicolaides, 2021) between mentee and mentor, as foundational to leader identity formation for women in a leadership mentoring programme. Expressions of the centrality of connection, the relational self, have been extended by feminist scholars, in particular, across the twentieth and twenty-first centuries. Fletcher (2001) pointed to the “disappearing” of the very behaviour needed to be successful in the workplace. The capacity of human beings to connect and care, Gilligan (2014) argues, is lessened when living the values of patriarchy (Fishbane, 2023). Positioned at the intersection of mentoring at work (Kram, 1983, 1985/1988) and relational science (Berscheid, 1999), this multiperspectival qualitative study explored the research question: How do women mentees experience leadership mentoring in an Irish Higher Education context? Interpretative Phenomenological Analysis, (IPA) underpinned by three major areas of the philosophy of knowledge, namely, phenomenology, hermeneutics and idiography, offered a pathway to illuminating the intersubjectivity between mentees and mentor within their dyads. The mentoring dyads comprised of women mentees who participated in a leadership mentoring programme and their matched mentors. Semi-structured interviews followed by three levels of analysis were conducted with mentees, mentors and the dyads. Energised by close attention to participant accounts, consistent with the principles of IPA, exploring the experience of participants in their own terms, required setting aside pre-existing assumptions and ideas (Smith, Flowers and Larkin, 2022). Conducting multiple iterations of analysis and interpretation, the findings underscored the importance of a focus on both the quality of the Developmental Relational Mentoring Space (DRMS) (Ganly, 2024) and the relational orientation within each dyad, for meaningful and effective mentoring experiences. This study developed the innovative DRMS construct to describe the relational dynamics in mentoring dyads, thus significantly enhancing insights into mentoring relationships. The DRMS is the mentoring space between mentee and mentor, co-created through dialogue influenced by both. A novel conceptual model, a feminist perspective, is presented emphasising the importance of intentionally attending to dialogue as a catalyst for reframing leader identity in mentoring dyads.

Gender Diversity in Internal Auditing: A Catalyst for Sustainability

2025-02-20T08:49:56+00:00

Concepts such as environmental, social, governance, sustainable development, and responsibility towards the environment are not new concepts. They appeared and were defined a long time ago, but more recently their importance has increased significantly. Governments, companies, regulatory institutions, non-profit organizations, and even educational institutions have emphasized the activities carried out from the perspective of the notion of sustainable development. Thus, the number of problems related to sustainability, the risks that may arise in this process, and the need to find the most effective solutions, have also increased. The purpose of this study is to analyze whether the gender of internal auditors influences their involvement in ESG reporting. Our study was carried out by applying a questionnaire to internal auditors and/or coordinators of the internal audit function in Romania. Following the application of the questionnaire the final sample size employed in this analysis is 93 with a gender structure that allows a differentiated analysis (29.18 men, 63.53 women, 7.29 unspecified). Our interest was directed towards internal auditors because the specific activities of insurance and advisory have to work to create a sustainability management system in the first phase and audit the system in the second phase. The analysis of the received results was done by clustering also, we considered it appropriate to statistically test the correlations between the variables using nonparametric correlation analysis (Kendall). The main findings show a strong and directly significant link between the gender of the internal auditor and the way the entity can contribute to achieving sustainable development goals. The limits of the study are found in the size and category of the sample of respondents. The category of respondents is limited to internal auditors from Romania and their number can be expanded.

Crisis Management in the Hospitality Industry Analyzed Through a Social Sustainability Focus on Male and Female Leadership Styles

2025-01-28T08:44:52+00:00

During a crisis, human capital management's managerial practices ensure the achievement of main strategic objectives and result in long-term values, such as organizational learning, resilience, innovation, and business flexibility. Therefore, this study considers the social sustainability perspective in the hospitality industry as a critical aspect of crisis management. It discusses differences and similarities between males' and females' leadership styles during the COVID-19 pandemic, adopting Goll and Zięba's (2025) Hospitality Human Capital Process Model in Crisis Management as the guiding framework. The value of the given qualitative view is a more in-depth understanding of how gender can determine a leader's focus in stressful events such as a crisis. The results indicated that female leaders adopt a more relationship-oriented leadership style during crises, utilizing emotional intelligence to determine effective ways to ensure the team's and the business's safety. In contrast, male leaders take a more strategic approach, focusing on organizational adaptation, finances, and morale. Additionally, the findings revealed that female leaders prioritize social capital, which is evident in their emotional support for employees and a strong emphasis on health, safety, and overall well-being through team and company bonding. Male leaders placed greater focus on structural capital. Despite their differing priorities, male and female leaders shared the goal of enduring extreme situations. Ultimately, the practical conclusion is that gender-diverse boards will likely be more efficient in ensuring long-term survival in the hospitality industry. Unlike previous studies focused on HR professionals in large hospitality enterprises, this research targeted small restaurant owners and managers in a distinct hospitality sector to offer a typically neglected perspective. It provides food for thought not only for academics but also for small business owners/managers.

AI and Gender Equality: One Step Forward or Two Steps Back?

2025-03-19T15:39:10+00:00

This research focuses on potential gender biases in AI algorithms and their implications for gender equality. The recent sudden and unexpected growth in the artificial intelligence (AI) user base has attracted significant attention. It has raised public concerns about AI's impact on jobs becoming redundant in the future, and about the accuracy of AI’s content and its power to influence and manipulate users. However, the AI-driven transformation began earlier and yielded several ongoing changes in organizations – for example, enhancing service quality, reducing costs in routine tasks, and improving access to existing information. Nevertheless, from the gender perspective (one of the UN’s sustainable development goals), there is a risk that this AI-driven transformation could negatively impact the complex journey toward equality between men and women. This may occur either from women’s reduced involvement in the technology development processes (which can lead to developer biases being reflected in the technologies) or because the historical data used to inform and develop AI algorithms may reinforce existing gender biases. We address the challenge proposed by Manasi et al. (2023) to test AI algorithms in this context. Using an experimental approach, our research examines how three popular AI tools (ChatGPT, CoPilot, and Gemini) behave in relation to sensitive gender-related topics and scenarios. This study aims to clarify the associated risks and assist stakeholders, particularly policymakers, in defining guidelines to prevent the replication of gender-biased content. Nonetheless, we believe that AI can serve as a resource to advance the field of gender equality. Given the recent massification of AI use and the recent challenges to progress on gender equality (including the asymmetric impact of COVID-19 and recent armed conflicts), this research is timely and carries direct implications for organizations’ managers, policymakers, and the research community. We position it as exploratory research and propose avenues for future research, and we highlight the need to monitor the evolution of AI by regularly conducting similar analyses.

Uncovering Female Academics’ Unmet Needs in Starting Their Journey Towards Entrepreneurship Through a Participatory Workshop

2025-02-10T12:54:55+00:00

Globally, there are gender inequalities in research, entrepreneurship and innovation (E&I), with fewer women led startups and long-term successful businesses, and gender inequalities in funding and support for new businesses. In STEM (Science, Technology, Engineering and Mathematics) research, fewer women hold patents, receive large grants to support their work, or develop successful spinouts. This may be attributed to many reasons – both professional and personal – such as fewer women in STEM, gender discrimination in research cultures, career breaks and systematic undervaluing of women’s research. For the EU, this uneven playing field creates a significant waste of talent and resources. Greater diversity is needed if we are to collectively solve global problems. The Horizon Europe funded GILL project (https://gi-ll.eu) aims to address such gender inequalities by providing actionable strategies to foster gender sensitive changes at all stages of the E&I lifecycle. With a goal of better addressing the needs of female researchers who want to develop spin outs out of their research, a literature review, phenomenological interviews and an exploratory workshop were used to understand women’s entrepreneurial journeys, their needs and the barriers they had faced, with a view to designing better support. The paper briefly reviews the results from the literature and interviews before concentrating on the workshop and emergent needs of a group of previously unrecognised staff wishing to set up their own businesses. Workshop participants, mostly from minority, ethnic backgrounds generously shared their ideas and challenges in starting their business journeys, e.g. focussing on business creation as part of their life journey and a route to self-fulfilment set against their roles, and cultural expectations placed on them as daughters, wives and mothers. The results generated from the small workshop has opened up a new research direction and clearly revealed an unmet need in Higher Education Institutions, and elsewhere, to support for women’s entrepreneurial journeys.

Obstetric Violence: inequalities and Vulnerabilities of Being a Racialised Brazilian Woman During Pregnancy in Portugal

2025-01-08T22:20:43+00:00

This article presents issues related to obstetric violence (OV) during pregnancy, which affects women all over the world. This form of gender-based violence results in the subordination of women's access to sexual and reproductive health. OV can be defined as disrespect for women's rights during the pregnancy-puerperium cycle, manifesting itself in various ways, such as omission, neglect, physical and psychological violence, sexual abuse, the use of interventions and medications without scientific proof, and the deprivation of basic needs that generate suffering for women. It is a multifaceted practice, present in health institutions and rooted in power relations, which materialises through the manipulation of women's bodies, disrespectful forms of communication, inadequate provision of services and systematic violations of fundamental rights. This practice is often perpetuated by health professionals who exercise power over pregnant women, reflecting the inequality rooted in a patriarchal, monogamous and sexist society. It is thus an example of oppression and control over women, revealing a regime of domination and exploitation. In Portugal, this reality not only affects national women but also accentuates inequalities, especially among racialised Brazilian women. This topic is still invisibilized in the academic and social environment, and this exploratory qualitative study aims to fill this gap. Based on an intersectional feminist epistemology and the approach of social constructionism, the research examines the experiences of OV during pregnancy of these women in the Portuguese National Health System (NHS). The aim is to understand the reality of obstetric violence and its consequences for women, with attention to the intersections of migration and race that heighten their vulnerability. These women often have no social ties or support, and when they cross borders, they face realities marked by discrimination, which intensifies their vulnerability and makes it difficult for them to express their desires and intuitions in an environment that often makes their bodies invisible. This paper seeks to discuss the interrelationships between gender equality, race, and nationality, gathering information that can contribute to the formulation of health management strategies, especially in the care of migrant women during pregnancy in Portugal.

Gender Justice and Food Security in Cape Town, South Africa

2025-02-11T07:59:19+00:00

The food and nutrition challenges in Cape Town are complex and reflect historical legacies of colonialism and apartheid as well as the impact of contemporary neoliberal policy leading to extremes in socio-economic status. The right to food is enshrined in the South African constitution, yet there is an intersection between food, gender and injustice that prevails in marginalised communities in Cape Town, which is regarded to be one of the most unequal cities in the world and facing great social vulnerability. Rapid urbanisation, climate change, intensity of droughts and flooding, land speculation and shrinking quotas for small-scale fishing put pressure on the city´s food system and reduce citizens access to nutritious food. A survey of 1 060 township households from 2011 showed that 80% of low-income households in Cape Town experience food insecurity. It is now acknowledged that COVID-19 exacerbated food insecurity, and that the city has high levels of poverty induced hunger and a lack of effective response from politicians. In the post-COVID period, and with the ongoing global crisis, food prices have escalated sharply, affecting those that are the most vulnerable. At the tail end of unjust food systems are women and children, and furthermore, women-headed households are in general more food insecure than male-headed. This paper contributes to an important issue in gender research, namely the intersection between gender justice and food security. The case study is carried out in a coastal community on the Cape Peninsula of the Western Cape, South Africa where a majority of the population experience food insecurity and frequent hunger. We explore how women in the community engage in activities that can contribute to improving food security, their motivation for taking action and for advocating for just and inclusive food systems. The study draws on a methodology of co-creation of knowledge, which is embedded in a critical feminist research tradition and that addresses the lived experiences of people in the community.

Why Aren't Women Interested in Entrepreneurship? Exploring the Impact of Social Support and Perceived Entrepreneurship Competence

2024-11-12T10:17:39+00:00

Previous research has demonstrated that female students exhibit lower entrepreneurial intentions compared to their male counterparts, with these intentions also developing less significantly over the course of their studies (Joensuu et al, 2013). However, the precise reasons for this disparity remain unclear. This study examines the issue from two perspectives: entrepreneurship competence and support from one's immediate social circle. The aim of the research is to investigate gender differences in entrepreneurial intentions, entrepreneurship competence, and the perception of social support. Additionally, the study explores the influence of gender, entrepreneurship competence, and social support (subjective norm) on entrepreneurial intentions. The data for this study were collected in Finland over four different years (2019, 2020, 2021, and 2023) from first-year higher education students. The dataset includes a total of 2,795 respondents, with 1,430 men and 1,339 women. The results indicate that women consistently have lower entrepreneurial intentions, entrepreneurship competence, and subjective norm scores than men in every year of data collection. Moreover, linear regression analysis reveals that gender, entrepreneurial competence, and subjective norm explain 51% of the variance in entrepreneurial intentions, with subjective norm being the most significant factor in explaining these intentions. Furthermore, the regression analysis shows that gender moderates the effect of entrepreneurship competence—this effect is stronger for men than for women. For women, subjective norm is particularly significant. The experience of support for entrepreneurship is lower among women, which negatively impacts their entrepreneurial intentions. The findings suggest that societal support for entrepreneurship still favours men, which in turn influences entrepreneurial outcomes. It is possible that families continue to raise children differently based on gender, with entrepreneurship being perceived as more masculine and therefore more suitable for men than for women.

Reframing Women Entrepreneurship: Unpacking Gender Roles, Balance, and Empowerment

2024-12-09T12:38:01+00:00

Entrepreneurship is inherently shaped by gender, with norms and expectations influencing how women experience their roles as entrepreneurs. Traditionally, entrepreneurship has been aligned with masculine traits such as assertiveness and risk-taking, perpetuating stereotypes that often conflict with societal perceptions of femininity. This disconnect frequently gives rise to biases and structural barriers, including significant disadvantages in securing financing. Beyond financial challenges, women entrepreneurs also contend with gender discrimination and issues related to work-life balance. While there is evidence of a gradual shift toward a more inclusive entrepreneurial image, entrenched gender biases continue to shape the experiences of women in this field. Nevertheless, some scholars argue that entrepreneurship can offer women a means to navigate and counteract gender discrimination. It provides a degree of flexibility and autonomy, enabling a more favorable work-family balance. For many women, entrepreneurship not only serves as an escape from workplace biases but also creates opportunities to assert greater agency and independence in their professional lives. This study seeks to explore how gender influences women’s experiences as entrepreneurs. Using a qualitative approach, interviews with 12 growth-oriented women entrepreneurs reveal complex gendered discourses that both reflect and challenge the dominant, traditionally masculine narrative of entrepreneurship. Through discourse analysis, three distinct discourses were constructed, highlighting how deeply embedded gender norms shape women’s entrepreneurial journeys. These findings provide valuable insights into the unique challenges women encounter and highlight the potential of entrepreneurship as a strategic avenue for achieving work-life balance and personal agency. By examining these gendered discourses, the study contributes to a broader understanding of how entrepreneurship can evolve to be more inclusive, recognizing and addressing the distinct obstacles women face. This research thus underscores the importance of shifting away from a monolithic entrepreneurial model to a more diverse, inclusive one that respects and supports varied gendered experiences in the entrepreneurial landscape.

Gendered Barriers and Opportunities in Entrepreneurship and Innovation

2025-01-16T10:55:58+00:00

Understanding the gendered barriers and opportunities to entrepreneurship and innovation is crucial to developing effective solutions and strategies to overcome existing barriers. The theory of gendered innovation and the three strategic approaches to gender equality are used to investigate gendered barriers, opportunities and good practices for gender equality in entrepreneurship and innovation in EU countries. A total of 36 semi-structured interviews were conducted and analysed in 10 European countries with experts from the quadruple helix (academia, citizens, industry and government). Our findings suggest that the main barriers are related to the cultural and social environment in which men and women are gender stereotyped which is in line with existing research on the male norm in entrepreneurship and the important role of the cultural context. Building on the theory of three strategic approaches to gender equality we suggest focusing on culture in further theoretical development, research and policy recommendations to effectively reduce barriers and promote inclusive entrepreneurship and innovation ecosystems.

Agile Mindset, Technological vs. Non-technological Mindset, and Gender. Are They Related?

2025-01-08T12:46:59+00:00

This study examined the impact of gender on the relationship between employees' agile and non-agile mindsets and organizational agility. It also considers the tech and non-tech focus as a potential moderator. The initial sample of 209 knowledge workers and the replication sample of 401 knowledge workers were applied to analyze the above relations using OLS regression by SPSS PROCESS. The results showed that the most critical factor influencing organizational agility is the agile mindset of employees. Furthermore, the female effect is much stronger than that observed for men in the specialists' group. For the managers group, only the men's impact is significant, and this effect is substantial. Furthermore, results show that while an agile mindset supports organizational agility, a non-agile mindset jeopardizes it. The negative impact of a non-agile mindset on organizational agility is confirmed for men with tech and non-tech-oriented mindsets. However, this effect is stronger for non-technological ones. This means that technology works as a kind of mind stimulus. The technological focus is the agility driver, but it does not determine an agile mindset. The direct implication of this research for organizations aiming to be agile is to hire agile-mindset staff, care about agile-minded staff, and avoid employing people with a non-agile mindset. Regarding gender, this study revealed that female IT specialists are more agile than their male counterparts. However, male managers profoundly impact organizational agility. We still do not know how female managers impact agility in the IT sector. To find out, we need to employ a purposive sample. It is because neither a random nor a convenient sample reflecting the IT employee population would work for this purpose.

Silent Harm: Evidence-Informed Training for Stakeholders Working in Interpreter-Mediated Gender-based Violence Settings

2025-01-21T16:37:33+00:00

Discussion and disclosure of domestic, sexual and gender-based violence (DSGBV) remains taboo for many. DSGBV was spotlighted as a ‘shadow pandemic’ across the Covid-19 pandemic with significant increases in instances of abuse recorded across the period. Concurrently, lack of access to any information around DSGBV in non-dominant languages including signed languages, along with limited organised opportunities to discuss DSGBV has left many speakers/signers experiencing DSGBV in a vacuum (Napier, Clark, Leeson, & Quigley, 2024; Opsahl & Pick, 2017). There is robust consensus that migrants, refugees and members of deaf communities who experience DSGBV should have timely access to interpretation by competent and specially trained professionals in a respectful framework of practice based upon integrity, which upholds their human rights. This, in turn, facilitates equitable engagement with the legal system and relevant support services (e.g. Admire & Ramirez, 2021). The literature also reveals a need for further research on interpreter preparedness towards enhanced understanding of its impact on DSGBV disclosures. Vicarious trauma for interpreters and gaps in understanding amongst law enforcement and support agencies about what constitutes positive interpreting experiences for all parties, are among the areas most urgently requiring further research, We tackled these challenges with the multidisciplinary Justisigns 2 project team (2020-23), developing evidence-informed resources for key stakeholders who engage with deaf, refugee, and migrant women and girls who experience GBV and use a language other than that of their host community. Follow on work (Royal Society of Edinburgh/ Royal Irish Academy) facilitated roll-out with police, interpreters and other stakeholders in rural Scotland and Ireland. Significant work with deaf women across the project raised consciousness around DSGBV and led to the co-creation of glossaries of DSGBV terms in Irish Sign Language (ISL) and British Sign Language (BSL). In this paper, we present results of a survey of key stakeholders from Ireland, the UK and Spain and outline our development of specialist training. We discuss how legislative frameworks and national policies around DSGBV and equality need further co-enmeshment, and we consider how minority community women who do not speak the host language, can be better included in informing and guiding development of processes that impact them.

Assessing Support for Gender Equality Certification in Italian Lombard Companies

2024-12-17T08:13:32+00:00

This study examines the firm's factors influencing the likelihood of participating in the Lombardy Region's call for support for gender equality certification. The sample under study consists of 12,694 micro, small, and medium-sized firms in Lombardy, of which 575 firms participated in the Lombardy region's call for tenders to support gender equality certification. The research analyses the impact of the presence of women on boards of directors and in executive positions, firm age, profitability, and financial constraints. The results show that firms with a higher percentage of women on boards of directors and in executive roles, listed, and with high revenues are more likely to seek certification support. In contrast, firm profitability, liquidity, and age do not appear to influence the decision to participate significantly. These findings offer important implications for both management and policy: firms interested in gender equality certification could benefit from the access to the support, while more targeted regional policies could also encourage the participation of less profitable and younger firms.

Co-creative and Co-participatory Methods to Promote Equality, Diversity and Inclusion: A Case Study in the Open Labs of the Italian Institute of Technology

2024-12-17T15:39:54+00:00

This paper explores the application of co-creative and co-participatory methods in research performing organisations (RPOs), focusing on a case study at the Italian Institute of Technology (IIT) during its Open Labs initiative under the EU-funded NEXUS project of the Horizon Europe Framework Programme. The main objective is to assess the effectiveness of these methods in fostering an inclusive and collaborative research environment, particularly in approaching themes such as gender equality, diversity and inclusion in the workplace. We present an in-depth analysis of the process, highlighting the challenges encountered and the strategies used to overcome them. Through this case study, we assess both the short-term benefits of using co-creative methods — such as improved collaboration, knowledge sharing and increased awareness of different perspectives — and the ongoing challenges, that persist, including navigating institutional inertia and other barriers in an approach focussed on gender equality, diversity and inclusion lens. The paper outlines how these methods have been tailored to the specific context of IIT’s Open Labs and offers insights into the adaptability of co-participatory approaches in different RPO environments when addressing pervasive and cross-cutting issues such as gender, equality, diversity and inclusion. This analysis will be of relevance to those working to implement gender-sensitive and inclusive policies and practises in research organisations. The findings suggest that co-creative and co-participatory methods offer a viable framework for addressing 'inclusion gaps' in research spaces, although their long-term effectiveness requires further research. Ultimately, this work contributes to the growing discourse on inclusion in research settings and provides both theoretical and practical insights into the benefits and limitations of participatory methods.

Gender and Performance in Computer Science Curriculum Courses

2024-12-02T15:16:38+00:00

Despite numerous initiatives and research efforts dedicated to increasing female representation in computer science, the overall percentage of women in this field continues to remain low. Over time, research has shown the existence of negative stereotypes and "myths" regarding the cognitive abilities and academic skills of women in computer science, which discourage them from pursuing careers in the field. The aim of the research is to examine these stereotypes by exploring gender differences in student performance across undergraduate courses within a Computer Science (CS) curriculum at the University of Tartu. The final grades of six compulsory courses of the CS curriculum were analysed, two courses of which are mathematical, "Calculus" and "Discrete Mathematics"; two involve programming, "Object-Oriented Programming" and "Algorithms and Data Structures"; and two courses teach basic knowledge of the CS field, "Databases" and "Operating Systems". To get a better overview, the period of five years (2018-2023) was selected, and three different types of analyses were performed: general (covering all the courses), module-based and course-based analysis. Mann-Whitney U-test was used to compare grades. The results showed that the academic performance of women and men in CS is very similar. Only very few statistically significant differences were found between the genders. Many of the statistically significant differences favoured women (in courses like Calculus, Object-Oriented Programming, and Databases), except in one course: Operating Systems. Based on the results, it can be argued that women perform equally well or, in some instances, even better than men in CS studies. The analysis confirms that supporting women's participation in computer science is warranted, as there are no significant gender differences in cognitive abilities and academic skills in CS.

Learning in a Database Course: The Same Regardless of Gender?

2024-11-25T09:42:07+00:00

Despite male and female students' equal performance in computer science courses that are gender-balanced in their design, gender differences can still appear in satisfaction, engagement and in academic help-seeking. Therefore, this paper aims to detect gender differences in behavioural engagement, academic help-seeking, satisfaction and attitudes in an introductory database course. The course is one of the introductory courses at the Institute of Computer Science of the University of Tartu, providing an overview of the theory of relational databases and SQL query language. A total of 239 students of 336 who participated in this course in 2024 filled in the questionnaire. The questionnaire consisted of three main parts: satisfaction and attitudes, behavioural engagement with the course, and getting academic help. Among these respondents, 104 were female, 131 were male, and four students did not want to specify their gender. The Mann-Whitney U-test and the chi-square test were used with SPSS. The results indicate no statistically significant gender differences in satisfaction with the course and the attitudes toward databases. However, differences were observed in behavioural engagement with the course and in the use of academic help. As the differences emerged in these two areas, the results of the study might be helpful for course designers to provide different tools, which correspond to both male and female students’ needs.

The Impact of Gender in the Context of Performance Feedback and Business Risk

2025-03-24T12:54:34+00:00

Performance feedback provides information about the company's achieved performance compared to the aspiration level. Undoubtedly such feedback influences the decisions that business leaders make for the future, primarily with regard to business risk. However, business risk is a very general term. Since research and development is one of the riskiest investments within a company, many studies have focused on the influence of performance feedback on this variable. Admittedly, this led to mixed results. Subsequent studies have therefore proposed moderator factors that can influence the relationship between performance above or below the aspiration level and research and development. As such, the importance of the size and age of the company and the organizational reserve in this relationship was confirmed. However, environmental factors and characteristics of the CEO have not yet been examined. This research focuses on the importance of CEO gender. More specifically, since literature shows that men are generally riskier than women, male CEOs are expected to positively influence the impact of performance below or above aspiration levels on the measure of corporate risk. As a dependent variable, however, this study does not focus on research and development, as this variable is not available in the Belgian annual accounts, but on the internal cash flow of a company, which has a positive relationship with investments in research and development. The data were obtained from public financial databases on the one hand and from a cross-sectional survey completed by 448 Flemish entrepreneurs on the other. The analyses show that there is a positive effect on the dependent variable when performance is above the aspiration level, and a negative effect when performance is below the aspiration level. However, CEO gender did not appear to have a significant influence on these relationships.

Empowering Girls in CS: The Impact of Digital Girls Outreach Camp

2025-03-31T12:51:03+00:00

In recent years, despite the growth of initiatives aimed at improving the gender gap in STEM disciplines, the number
of girls choosing academic and professional paths in fields such as computer science (CS) remains limited. To counteract this
phenomenon, initiatives like the Digital Girls Summer Camp, which has been running for over ten years for girls about to
make university choices, offer practical and engaging experiences designed to spark interest in technological subjects.
Through activities such as programming and video game design on advanced platforms like Unreal Engine, participants
acquire technical skills and confidence in their abilities, supported by female educators and mentors who serve as role
models. The camp follows a gradual learning approach, starting with simple concepts and progressing to complex projects,
thus stimulating the participants’ interest. This study aims to analyze the effectiveness of the most recent editions of the
initiative by using a qualitative and quantitative approach to evaluate how the girls change their perception of their
technological abilities and interest in CS. Through the submission of pre- and post-camp questionnaires, it is possible to assess
the increase in interest in STEM careers, as well as analyze the perception of the figure of the computer scientist before and
after the camp experience. The work describes how participation in the camp has significantly contributed to shifting
perceptions toward computer science, showcasing how hands-on experience and exposure to positive role models can
transform the image of the computer scientist, inspiring participants to view it as an inclusive and dynamic profession.

The Most Relevant Factors in the Gender Gap in European Countries

2025-01-02T23:08:39+00:00

Gender equality is essential for the sustainable development of all countries. It brings economic growth, improved education and health for the entire population, poverty reduction, and social and political stability as democracy is strengthened and more peaceful communities are generated. However, its study is complex and includes various dimensions. This research aims to analyze the most relevant factors of the gender gap in European countries. The methodological strategy is based on machine learning techniques applied to the Gender Equality Index, which includes the EU27 countries and was developed by EIGE. These machine-learning techniques are methods computers use to learn from data and make predictions without being explicitly programmed. This index has 31 relevant indicators that are grouped into 14 subdimensions, which are, in turn, divided into six dimensions. The relevant dimensions in the study of gender equality are I. work (5 indicators), II. Money (4 indicators), III. Knowledge (3 indicators), IV. Time (4 indicators), V. power (8 indicators), and VI. Health (7 indicators). The results show a women's gap. Three of the most relevant dimensions from this research inhibit gender equity: I. Power in its three economic, political, and social dimensions; II. Knowledge in its two dimensions of attainment, participation, and segregation, and III. Time in its dimension of social activities. Women's most significant factors for the gender gap are power, knowledge, and time.

Theoretical Framework of Measures of Resilience: A Gender-focused Critical Review

2025-01-27T04:03:10+00:00

Assessing the resilience of rural women amidst the COVID-19 pandemic is crucial for understanding how they navigated the additional challenges brought by the crisis. This study emphasizes the importance of gender-specific and culturally sensitive measures in evaluating the resilience of Indian rural women, considering their diverse regional and cultural backgrounds. The authors propose examining rural women's resilience through the theoretical frameworks of the positive cognitive triad and psychological capital. A qualitative analysis of resilience measures sourced from Google Scholar, PubMed, and SCOPUS databases reveals the absence of a gender-specific resilience scale tailored to rural Indian women, with limited incorporation of the proposed theoretical frameworks. The findings underscore the need for systematic evaluation of community psychological needs, especially in times of crisis, to address gender disparities and effectively support vulnerable populations. Recommendations include developing a tailored resilience measure for Indian rural women to inform targeted developmental programs in similar contexts.

Obstacles to Accessing Healthcare and Safety Services for Minority Women and Girls in Vietnam in Relation to Sustainable Development Goals

2025-03-23T05:28:54+00:00

Vietnam, as a developing country, is actively striving to achieve the Millennium Development Goals (MDGs) by
2030. Despite notable progress, particularly in promoting gender equality, significant challenges remain,
especially in access to healthcare and safety services for women and girls. This study is based on
comprehensive survey data from a national gender equality research project conducted between 2018 and
2021, encompassing 2,894 household questionnaires across six mountainous provinces with a high population
of ethnic minorities. The research findings indicate that ethnic minority women and girls in Vietnam continue
to be among the most vulnerable groups, facing numerous challenges due to cultural traditions, gender biases,
and socio-economic conditions prevalent in mountainous regions. Many ethnic minority women and girls
remain illiterate, and some are unable to speak or understand the national language, severely restricting their
access to healthcare services, particularly reproductive healthcare. Language barriers also hinder effective
communication with healthcare providers, often leading to inadequate or delayed medical treatment.
Traditional customs further exacerbate these issues, as many ethnic minority women are required to give birth
at home, often in unsanitary conditions. In some cases, women are forced to deliver their babies in tents or
huts outside their homes without any assistance from trained medical professionals. These practices pose
significant risks to both maternal and infant health, contributing to higher maternal and neonatal mortality
rates in these areas. Cultural and logistical barriers, along with deeply ingrained gender norms that limit
women's autonomy, continue to obstruct Vietnam’s progress in achieving gender equality. These findings
suggest that while Vietnam is committed to implementing the MDGs, especially in promoting gender equality
and improving healthcare services, substantial challenges persist for ethnic minority women and girls in
remote areas, particularly regarding reproductive health and safety.

Embedding Inclusive Gender Equality in an Academic Institution Over Time: A Case Study

2025-02-01T12:31:14+00:00

This case study outlines and explores how we have leveraged a gender equality charter framework (Athena Swan) to progress and sustain culture and organisational change within a university context in Ireland. Addressing and progressing gender equality (GE) in higher education institutions (HEIs) and research performing organisations has been a focus at European Commission and Union levels and manifests through a range of reports, research funding eligibility requirements and awards. At a national or European Union Member State level a range of stimulants and requirements have been instigated to further develop this agenda, and state targets have been put in place that all Irish HEIs must meet, including, for example, a target of 40% female full professors by 2024, gender balance on key decision-making committees, and obligations to report annually on our Gender Pay Gap. This case study on Trinity College Dublin, an inaugural European Commission Sustainable Gender Equality Award recipient (2023) and an Athena Swan Institutional Silver Award holder (2023), outlines the experiences, results, challenges and impacts of implementing our Gender Equality Plan (GEP) at both institutional level and across our distributed university (3 Faculties, 24 Schools, and across all professional services). It adopts a national and European policy into practice approach where the macro-level drivers are unpacked at local/university level to clarify the operationalisation approach required and implemented and the subsequent ramifications, both positive and negative. We emphasise how alignment of school-level Athena Swan work with institutional strategies is key to progress (e.g. moving from 12% female full professors in 2008 to 37% in 2024, and the election of the first female Provost and President in 2021). This is explored alongside the adoption of internal review processes to further support quality control, involving the Equality, Diversity and Inclusion (EDI) Office, Human Resources (HR) and external reviewers, as part of the charter award application process. We introduce the Trinity Athena Swan Champions Network, which serves as a critical peer learning and support source and a community of practice with multiplier effects across the university. In addition, intersectional considerations and changing legislative and funder requirements during this time have required dynamic and creative responses to addressing gender equality within the university.

Succession Planning to Address the Gender Gap in Executive Positions: Insights from Iceland

2025-02-20T15:42:43+00:00

The World Bank Report on Women, Business, and the Law 2024 highlights that the global gender gap in the workplace remains a persistent challenge, with no country yet offering women equal opportunities in the labour market. Closing this gap could potentially boost global GDP by over 20% (The World Bank, 2024). Iceland, often regarded as a global leader in gender equality, has achieved notable progress, including a historic milestone in November 2024 when women secured the majority of government ministerial positions. However, a significant gender disparity persists within Iceland’s corporate leadership. Men currently hold 79% of CEO positions and occupy 75% of corporate board seats, with only four women serving as CEOs of companies listed on Nasdaq Iceland as of January 2025 (Creditinfo, 2024). Icelandic businesswomen and female board members have identified succession planning (SP) as a critical yet underutilized tool for addressing this gap. This qualitative study, based on in-depth interviews with male board members of all 23 listed companies in Iceland, explores their experiences and attitudes toward succession planning as a means to reduce gender disparities in executive positions. The study addresses the research question: What are the experiences and attitudes of male board members of listed companies toward implementing succession planning to close the gender gap in top management positions in Iceland? Findings indicate a general lack of awareness and understanding of succession planning among male board members. However, those with experience in SP acknowledge its potential to facilitate smoother leadership transitions and promote diversity when strategically implemented. A key contribution of this research is its unique focus on male perspectives within Icelandic corporate governance—providing insights into their perceived barriers and opportunities in utilizing succession planning to foster gender balance. The study also highlights the structural and cultural challenges specific to Iceland, particularly the influence of informal recruitment networks, which may unintentionally hinder formalized succession initiatives. Furthermore, the paper situates the persistent gender imbalance in business leadership within the broader context of Iceland’s political advancements in gender equality. While Icelandic politics has made significant strides—exemplified by the recent ministerial milestone—corporate leadership lags behind. This discrepancy may be attributed to factors such as legal frameworks, public accountability, and political quotas, which have driven progress in politics but are largely absent in corporate governance. Additionally, the research considers sectoral variations, as the companies analyzed span industries such as finance, energy, retail, and technology, which may have differing levels of gender representation and approaches to succession planning. These findings contribute to the growing body of literature by emphasizing the importance of strategic commitment and cultural adaptation in the successful implementation of SP as a diversity tool. They also underscore the need for targeted policy interventions and corporate governance reforms to bridge the persistent gender gap in business leadership.

Gender Equality: Recent Reactions From the CJEU in the Context of the Right to Asylum - Afghan Women’s Case law and the new Taliban Regime

2025-03-06T17:03:01+00:00

Asylum seekers present their cases in words, but within those words lie the human stories of suffering. Forced to flee, they seek a common space of protection, values, and solidarity in the European Union. To be granted an international protection they must meet legal requirements, demonstrating a causal link between their claimed reasons and the persecution they have suffered or fear suffering. In a Europe where equality is a fundamental value and part of the European soul, it is worth asking whether this gender-based discrimination could be a reason for persecution and justify the right to asylum. This study examines the Court of Justice of the European Union's (CJEU) response to pressing issue concerning Afghan women seeking refuge.

Media Representation of Women in Science: A Storytelling Case Against Gender Stereotypes

2025-02-18T22:22:58+00:00

Gender stereotypes affect not only the way people perceive others but also their image of themselves. Those stereotypes’ effect, both external and internal, is often limiting. In today’s post-digital society, the media can play a key role in representing genders equitably, curbing the harmful inertia of stereotypes. This research focuses on gender stereotypes related to the representation of women in science disseminated by the media. In the 21st century, when significant social and media revolutions have already occurred, it seems more than desirable that the media exercise their responsibility by granting women the space for intellectual, professional, and public projection that should never have been denied to them. The research aims to study and interpret Women of Science, a documentary series co-produced by public broadcasters in Austria, Belgium, Germany, Italy, Lithuania, and the United Kingdom, which portrays several female STEM scientists’ daily, professional, and personal lives. The methodological approach is qualitative. After a literature review, a global discourse analysis is conducted. The results show that this documentary series portrays women scientists differently from traditional stereotypes in previous film productions. They are represented positively and diversely, not as an exception in the science community. The study confirms, among other conclusions, that Women of Science contributes to eliminating the stereotypical barriers that made women invisible in science, based on the didactic capacity of storytelling as a strategy for raising awareness and transforming beliefs shared by society. It can be considered a good practice that serves as an example for governments and organizations that seek to eliminate gender stereotypes and build a more equalitarian science in which all genders are represented. New lines of research will examine more cases of storytelling in the intricate post-digital media scenario and reflect on gender stereotypes in science from the perspective of non-binary gender representation.

The Role of Relational Capital in the Innovativeness of Women-Led Startups: Case Studies from Italian Food & Beverage Sector

2025-03-21T07:28:39+00:00

This research explores the challenges small businesses face, such as limited resources and competitive pressures, emphasizing how intellectual capital (IC) plays a key role in fostering innovation. Intellectual capital is divided into human, structural, and relational capital (RC), with RC being particularly crucial for women-led startups. Open Innovation (OI) plays a vital role in helping small businesses manage external relationships and develop new business models. The Italian government has introduced legislation to promote innovative startups, but women still remain underrepresented in sectors like agri-food, which is deeply traditional and innovation-resistant. The research focuses on women-led innovative startups, highlighting the educational and financial gaps they face compared to male-led businesses. In particular, it explores three key questions: RQ1: Can RC help fill an educational and financial gap in WIS? RQ2: What kind of relationships mainly support WIS ? RQ3: How do these relationships affect their innovation process? The study uses a qualitative methodology and multiple case studies, applying the C.A.O.S model, which investigates the influence of personal, environmental, organizational, and startup motivations on entrepreneurial success. By focusing on women in the agri-food sector, the research provides new insights into the role of relational capital and formal relationships in female entrepreneurship. This study’s findings highlight the importance of family ties, education, and professional networks in overcoming gender-specific challenges in the entrepreneurial ecosystem. The study fills a gap in existing research by analyzing the qualitative aspects of relational capital in women’s innovative startups. It examines how women entrepreneurs leverage networks to navigate challenges and drive innovation, despite systemic barriers. The research can contribute to identify strategies to foster innovation among female entrepreneurs, contributing to economic growth and gender equality.

The Evolution of Young Women's Career Priorities: An Educational Perspective

2025-01-28T21:09:08+00:00

Modern society presents young women with many challenges that require them not only to have high professional competencies, but also adaptive and entrepreneurial skills. The transition from school to higher education is one of the key moments in young women's lives. It involves a revision of previous plans and aspirations. It is a time when reflection on one's career aspirations and how to achieve them takes place. The study is part of a strand of research on factors supporting and inhibiting women's careers. Its main objective is to verify to what extent young women's attitudes towards careers change in two successive stages of their education (secondary school and university). Particular attention was paid to the changes that occur in respondents' expectations of the level to which work satisfies their basic needs (such as, inter alia, job stability, good pay, good interpersonal relations or opportunities for development). Furthermore, the study examined how the self-assessment of the surveyed women evolves in areas such as life activity, motivation, openness to change and willingness to take risks. Surveys conducted among female secondary school and university students revealed significant differences in the perception of one's own capabilities and career preferences between the groups studied. At the same time, they demonstrate that young women’s life priorities change with age. The results indicate that young women, as they enter adulthood and enter university, begin to focus more on their need for professional stability at the expense of their previously perceived needs for independence and challenge-seeking. As they gain academic experience, their professional expectations change, which can have far-reaching consequences for their entrepreneurship and future careers. The findings generate further areas of research that would aim to verify the factors influencing the change in attitudes. The results of the research may serve the developers of the core curriculum in secondary schools, study programmes, as well as employers interested in attracting young women into the workforce

Challenges for Women Entrepreneurs in Times of Crisis and Tools for Overcoming Them

2024-12-20T12:50:36+00:00

Crises like the COVID-19 pandemic have significantly impacted women entrepreneurs. Policies designed to support entrepreneurs have often followed a one-size-fits-all approach, overlooking men's and women's unique needs and unequal access to state support. Recognizing these gender disparities, our analysis centres on the perspectives of policy-makers (both during and beyond the pandemic) as well as on the experiences of those the policies aim to support. The study is based on 17 in-depth, semi-structured interviews with low-income women entrepreneurs in the Czech Republic, along with three group discussions with policy-makers during and after the pandemic. We explore the level of policy-making through the views of policy-makers and compare these with the perspectives of women entrepreneurs affected by these policies. The findings reveal notable differences in how problems and solutions for women’s entrepreneurship are viewed, not just between policy-makers and those impacted but also within these groups. Our paper highlights fundamental issues in policy-making, including the neglect of structural barriers affecting women entrepreneurs, the neglect of necessity-driven entrepreneurship, and non-systematic state support.

A Critique of Normative Play Constructs and Their Impact on Gender Diverse Children

2024-11-26T13:37:03+00:00

The paper examines how play in the early years contexts continues to be informed and governed by parents and professionals through normative gender play constructs. It explores how psychologies of development read play in particular ways that can impact how children learn about gender especially when their movements and interests are corrected by adults in their lives. Play through a dominant developmental psychology approach is a mechanism for assessment where diversions of play outside normative gender play expectations can be questioned and lead to intervention. With play at the centre of practice in the field of early childhood education, it is critical to examine how normative pedagogical structures of play informs children’s gender expression. This research aims to examine what happens when children’s play is viewed predominantly through a traditional developmental psychology approach and how these perspectives are detrimental to young children’s sense of self. The data is derived from a qualitative research study that used semi-structured focus groups with 15 early childhood educators (ECEs) who work with young children, ages 3-5 years, at licensed early childhood centres in Nova Scotia, Canada. ECEs play an important role in shaping young children’s understandings of gender, therefore it is necessary to learn more from their lived experiences. The findings show that when play is structured predominantly through heteronormative forms of gender categorization it can stifle children’s diverse gender expression. This research concludes by arguing that diverse forms of play that support gender fluidity for young children is crucial to liberate children from traditional gender normative play paradigms.

Gender Inequality in the Financial Sector in Portugal

2024-11-30T17:33:49+00:00

Despite the positive developments that have taken place over the last century, women are still under-represented in certain sectors of activity and in management positions that have traditionally been more male dominated. In recent years, some of the literature has sought to understand the reasons for this imbalance, including factors such as the lack of role models, gender stereotypes, lack of confidence and the work-life balance. Gender equality has been recognised as relevant and capable of contributing to value creation, even in areas where there has historically been a higher degree of masculinisation. The same applies to the financial sector. Indeed, access to finance is recognised as one of the main barriers to entrepreneurship, particularly for women. The low participation of women in the financial sector is also recognised as exacerbating the difficulties that women entrepreneurs face in accessing finance. With the main objective of understanding the extent to which gender inequality exists in the financial sector in Portugal, this research aims to examine the motivations for entering the financial sector, the perceived benefits of working within it, the main constraints and the career potential. It also aims to investigate the extent to which these perceptions are influenced by gender. The methodology used in the study is quantitative. Primary data was collected through a questionnaire specifically targeted at professionals working in the financial sector in Portugal. The study suggests that the financial sector is characterised by a predominance of the male gender, both in technical functions and in managerial positions. The results also show some differences in the way men and women perceive employment in the sector. When analysing the motivations for entering the profession, it can be seen that women value the impact that the sector can have on society, even if they consider the conditions offered at the time of entry to be inferior. The female gender values the constraints associated with working in the profession more than the male gender, while the opposite is observed with regard to the perceived opportunities for career progression.

Making Virtue out of a Necessity: Women’s Entrepreneurial Motivation in Disadvantaged Areas. An Investigation Based on Generations

2025-02-12T11:27:44+00:00

The study of entrepreneurial motivation has undergone a remarkable development in recent decades. Entrepreneurship scholars have shown a particular interest in understanding of the reasons that lead to entrepreneurial action in contexts characterised by considerable resource constraints. In relation to these contexts, many studies have drawn on push-pull theory to argue that necessity (push) or opportunity (pull) related motivations explain how entrepreneurial intention is formed. As part of the debate on entrepreneurial motivations in disadvantaged contexts and adopting a gender perspective, this paper aims to explore the motivations of women entrepreneurs leading young ventures. Their entrepreneurial action is not only subject to the vulnerabilities generally ascribed to young ventures and to the resource constraints of the territory in which they operate, but is also hampered by an additional obstacle in the form of gender roles, which involve behaviours not typically attributable to entrepreneurship. In particular, on the basis of a sample of 74 women entrepreneurs, we investigate the varying intensity of entrepreneurial motivations with reference to different groups defined on the basis of generations. For this purpose, a Multivariate Analysis of Variance (MANOVA) was carried out. The results showed that younger women entrepreneurs generally had higher values for the entrepreneurial motivations considered. Looking at individual items, significant differences were found in several cases, which can be traced to both necessity and opportunity motivations. Thus, we cannot claim that generational diversity alone implies a different intensity of necessity or opportunity motivations. Rather, we believe that younger women are generally more entrepreneurially motivated, and if well educated, they are able to proactively seek out opportunities, even if they decide to start a business out of necessity, as a way of escaping precarious work or the risk of having to emigrate from their home country.

Gender Gap in IT and Computer Science ─ Nip the Evil in the Bud

2025-02-24T00:17:47+00:00

Science, Technology, Engineering, and Mathematics (STEM) describes a broad interdisciplinary approach to education and careers that enclose these four fields. STEM fields are highly influential in driving innovation, technological advancements, and economic growth. For decades, women have faced judgment when pursuing careers beyond their household duties. As the world continues to evolve, it is becoming increasingly evident that greater female participation is essential in addressing a better future. However, in the era of the internet and artificial intelligence, the biggest gender gap can be seen in the fields of Information Technology (IT) and Computer Science. This article aims to closely examine the representation of women in STEM areas, in general, and IT and Computer Science, in particular, while examining the underlying causes of the pronounced gender gap. It will also investigate the factors contributing to this separation to provide strategies and actions that can successfully help close the gap.

Navigating Law and Vulnerability: African Women, Legal Consciousness and Intimate Partner Violence in the UK.

2025-03-05T09:24:41+00:00

Feminist migratory research has highlighted the gendered dimensions of migration, drawing attention to the compounded challenges migrant women face due to both gender and exclusionism in the migration process. Drawing on research that conceptualises legal consciousness and understanding of the law as both cognitive and behavioural, this study examines the gendered relationship between UK immigration regulations and African migrant women’s experiences of intimate partner violence (IPV) in the UK. Through qualitative interviews focusing on Nigerian migrant women on spouse visas, it explores survivors' informal understandings of their rights, duties, and justice in the face of violence and abuse. This paper identifies two key dynamics: first, the patriarchal inheritance of the law and its intersection with existing social contexts through its hegemonic and institutional power, shaping the women’s experiences; and second, the ways survivors exercise agency and show resistance by using the law to reduce or mitigate their vulnerabilities. It is argued that the UK immigration law within this context operates simultaneously both as a tool of oppression and as a legal pathway to safety and empowerment, with the women’s legal consciousness emerging at the intersection of these socio-legal structures.

Unveiling the Life Journeys of Newly Arrived Immigrant Women in Porto

2025-01-13T10:44:25+00:00

With the rising number of women relocating to Portugal over recent years, this paper focuses on the lived experiences of newly arrived migrant women, employing an intersectional lens to examine their integration process. In this qualitative exploratory study, we conducted semi-structured interviews with 28 Central and South American women who migrated to the North of Portugal, analysing their perceptions about their migration and integration experience. Data were analysed using Braun and Clarke’s Thematic Analysis proposal. The findings reveal that these women faced numerous challenges during the integration process, including cultural adaptation difficulties, economic disadvantages, and bureaucratic hurdles. These issues are exacerbated by class, ethnicity, and administrative status, significantly affecting their access to essential services such as housing, employment, healthcare, and social support networks. Participants often navigate the expectations of their new community and those they left behind, illustrating the complex interplay of multiple identities. They often encounter various forms of social discrimination, but despite their increasing presence, they remain underrepresented in national and regional statistics and academic discourse, with their specific needs frequently overlooked in policies and practice.

Reimagining the Cyborg – How Queer-feminist STS can Contribute to Prostheses Research

2025-02-28T09:44:52+00:00

Queer-feminist science and technology studies (STS) critically inquire science and technology and their promises enable new possibilities and challenging their manifestations, which are often seen as reproducing and increasing inequalities on local and global levels (Cipolla et al. 2017). The transdisciplinary technology development project PROTEA (2022-2025) has received funding to integrate a gender dimension into the human-centred technology design of 3D-printed prostheses with integrated sensor technology (Thaler et al. 2024). The gender research is adding an intersectional perspective to the participatory technology design itself, and raising gender awareness and knowledge within the research team. This paper demonstrates how a queer-feminist STS lens can intervene with the aim of challenging existing norms and standards in human-centred design through using the cyborg narrative (Haraway 1991, 2016) to analyse data. The queer-feminist lens challenges potential defaults by the research funders, and led to new research questions beyond prostheses improvement.

Female Academics' Perception of Gender Roles in Working Life: A Qualitative Research Example in Türkiye

2025-03-18T09:20:09+00:00

This study examines the perceptions of female academics working in Türkiye towards gender roles in working life. The main purpose of the research is to understand the experiences of female academics in business life, the difficulties they face, if any, and their perceptions shaped in line with gender roles. For the research, a semi-structured interview form was used and 18 female academics working in Türkiye were interviewed. Content analysis was used for the analyses. According to the findings, gender role perception for female academics refers to the roles attributed to females and men. On the other hand, it has been revealed that being a mother and wife as a female is the most prominent gender role. The negative situations they face in terms of gender roles are work-life balance, glass ceiling syndrome in career and the emotional pressure of not having time for children. The positive situations, on the other hand, are the pride of having a respectable job, the support received from spouses and family (solidarity behaviours of the Turkish family structure, grandmother, grandmother and grandfather taking care of the children, one of the parents of one of the spouses helping with housework and cooking during busy times, etc.), the comfort of having partially flexible working hours and being able to catch up with housework, positive discrimination towards female and especially mothers in the workplace. As a result, this study will be a guide to the effects of gender roles perceptions of female academics on their working lives and for further research to be conducted in this field. It is important to develop policies to support female academics and to ensure gender equality.

Barriers Contributing to the Underrepresentation of Women in the Construction Industry

2025-01-27T10:29:47+00:00

In recent years, the representation of women in the working population has improved. However, despite significant efforts in both academia and industry, the construction sector is still a male-dominated industry both numerically and hierarchically. This is a global issue, and the UK is not an exception. The gender imbalance in the UK construction industry starts with construction education and worsens as women progress in their careers. That is why the concept of the “leaky pipeline” is used in the literature to describe the problem of recruitment and retention of women in the industry. To investigate the barriers contributing to the underrepresentation of women in the UK construction industry, this research systematically reviews the literature from four databases from 1993 to 2023. Industry perception, motivation, environment, skill gap, role models, well-being, organisational support, satisfaction, career development, family responsibilities, and institutionalised inequality were identified as the main barriers for women in joining and progressing in the construction sector. This paper draws upon social cognitive career theory to discuss these barriers, the identified barriers were categorised into four dimensions: contextual influence, self-efficacy, outcome expectations, and goal orientation. In addition, the Super’s career development model was used to map these barriers to the leaky pipeline of women in the construction industry in four stages: exploring (pre-career), establishing (early career), mid-career, and late career. The research finds that industry perception and environment were barriers that prevented women from progressing in pre-career and early career, while family responsibilities were barriers that prevented women from progressing in mid-career and late career. The research provides an overview of the existing studies on barriers contributing to the underrepresentation of women in the construction industry. Also, this study shows that women face different barriers in their career development in the UK construction industry. This suggests that a combination of solutions should be considered to tackle the problem.

Addressing Rape and Femicide: The South African Gender-based Violence Legal Framework

2024-12-01T04:28:55+00:00

Although gender-based violence and femicide (GBVF) are a global phenomena, the extent and severity thereof vary amongst countries. In the last quarter of 2023, more than 12,200 rapes were reported to the South African Police Services (SAPS) and the femicide rate in South Africa is more than five times the global average. The South African Constitution, and specifically the Bill of Rights, protects various human rights, such as the right to equality, dignity, and life. The protection of human rights are given practical effect in specific legislation and over the years various pieces of human rights centred legislation have been implemented to protect the safety and security of women against GVBF. South Africa has also aligned its domestic laws governing GBVF to give effect to its obligations in terms of the international law. Unfortunately, the high levels of gender-based violence continue to impede the full attainment of human rights for women. The South African government is committed to reduce and ultimately eradicate GBVF. In 2020 the South African government adopted a National Strategic Plan (NSP) in this regard. Many multi-disciplinary interventions across various sectors have been made since the NSP adoption. The discussion will show that there has been a disconnect between the different interventions. To address the absence of a unified multidisciplinary and multisectoral approach, legislation was passed in 2024 providing for the implementation of a National Council for GBVF that will bring together all the stakeholders that are involved in the elimination of GBVF. The discussion focusses on specific forms of GBVF, namely rape and intimate partner femicide. It explores how and why the laws dealing with rape and intimate partner femicide have evolved over the years. It will show that despite the 2020 NSP, the interventions post NSP and the human rights-centred laws implemented over the years, the amount of rape and intimate partner femicide are still very high. Rape and intimate partner femicide present many challenges and solutions to the challenges must be found on many levels. The discussion explores the possible solutions to address the different challenges experienced in the eradication of GBVF.

Creating Organisational Changes to Support Gender-Responsive Innovation: Implementing GILL Tools for Organisational Change

2025-03-04T15:46:20+00:00

Gender inequality in entrepreneurship and innovation (E&I) persists as a significant barrier to harnessing the full
potential of diverse talent across Europe. The Gendered Innovation Living Labs (GILL) project seeks to tackle these barriers
by providing over 40 practical tools and methods aimed at fostering gender-sensitive changes throughout the organisational
and E&I lifecycle. These tools, which have been tested in 15 case studies across Europe, focus on addressing systemic biases
that often go unnoticed but significantly impact gender equality, particularly in key decision-making spaces. This paper
focuses on two case studies from the GILL project, highlighting how gender-responsive tools and methods have been
successfully implemented to change organisational practices and foster inclusive cultures of innovation. The
Experimentarium, a Danish science centre, which has adapted its programs, exhibits, and practices to create a more inclusive
environment for both employees and visitors, demonstrating how inclusivity can shift the culture of an entire organisation
and The NIHR HealthTech Research Centre in long term Conditions (Devices for Dignity) in the UK, which has interrogated its
own practices to explore gender biases in new and developing heath technology innovation. A central theme emerging from
these case studies is the critical role of change agents in driving gender equality initiatives within organisations. Change
agents, particularly women in male-dominated sectors, face unique challenges such as lack of authority, confidence, and
resistance from colleagues. Their success relies on strong support networks, mentorship, and organisational buy-in. This
paper argues that gender inequality should not be framed as a “women’s problem” but as a broader societal issue that affects
everyone in the workplace). By integrating gender-responsive practices into organisational processes and leadership,
organisations can foster a more inclusive, innovative, and productive environment. Ultimately, the findings demonstrate that
fostering gender inclusion is not just an ethical imperative but also a strategic advantage, enhancing organisational
performance and driving societal change. The paper is organised as follows: it begins with the theoretical framing, followed
by the methodology, then presents the results, and concludes with a discussion on the implications for both practice and
research.

Challenging the Discourse: Scoping Survey on the Needs and Motivations of Female Silver Entrepreneurs

2025-03-01T18:22:02+00:00

The population of older people (aged over 65) in the EU-27 is expected to reach 129.8 million by 2050, while at the same time there will be 13.5% fewer people aged less than 55 years (Eurostat, 2020). The ratio of older women to men is expected to decline from 1.33 to 1.24 in this time frame. Given the shrinking size of the working-age population and the growing number of ‘able and healthy’ older people, one of the most pressing concerns for policymakers is to support and encourage this group to remain economically active, not simply to reduce the strains on social security and pension systems, but to enhance the quality of later life. Self-employment in later life may increase and support active engagement and Maslow's (1943) higher order needs (e.g. self-realisation, belonging) as well as providing financial security. Entrepreneurship has youthful and masculine tropes. Healthy older people have the skills, financial resources and time available to contribute to economic activity through extending their working lives. However, few are involved in entrepreneurship, particularly women. Additionally, their enterprises tend to be less growth oriented than those of younger entrepreneurs which may suggest they have different needs, motivations and interests from the more stereotypical entrepreneur. In terms of gender, whilst ageing and retirement may threaten masculinity, it can be a time of liberation for women who may be freed from care and family related duties enabling them to pursue second careers or work in the informal economy. A key question is how can such women be supported in this journey. How can we reduce the risk, the jargon and biases to make entrepreneurship more attractive to older female entrepreneurs and change the discourse and narratives around passive retirement? The paper presents a literature review of the research and grey literature on older, especially female entrepreneurs with a view to discovering their needs and motivations. It has been conducted as part of the Horizon Europe funded Gender and Innovation Living Laboratory (GILL) project which aims to reduce inequalities in the Entrepreneurial and Innovation (E&I) Ecosystem, to find out more about the motivations and support needs of this group. In so doing, we hope to remove intersectional biases which predominate the literature and signal the need for greater attention to be given to this group of entrepreneurs.

Women and Relationship Conflict: Effect of Leadership Preferences, LMX, and Organizational Justice

2025-01-31T11:16:07+00:00

The 2018 report from the Indian Labor Organization (ILO) highlighted the serious issue of slow progression and underrepresentation of women in the global workforce. Several reasons for such underrepresentation have been documented in the literature, including lack of family support, low autonomy over career-related decisions, relationship conflict with superiors, gender discrimination, harassment during work, etc. For the career progression of women, social support not just from the family members, but also from the superiors and colleagues is important. Since there is a substantial difference in the expectations of men and women in the workplace, which often leads to role conflict and relationship conflict, it is significant to understand and align these expectations to develop harmonious work relationships between superiors and their women subordinates to ensure optimum performance. The present study therefore focuses on identifying the leadership behaviour preferences of Indian women employees. The study also aims to determine the effect of Leader-Member Exchange (LMX) and the perception of Organizational Justice on the Relationship Conflict experienced by women employees vis-à-vis their superiors. The study follows an empirical approach and quantitative research methodology. Purposive and snowball sampling methods were deployed for data collection. Data were collected from 512 Indian women working across various sectors and at various levels in the organizational hierarchy. Descriptive statistics and Structural Equation Modelling were used for analyzing the data. Results of the study provide valuable insights into the leadership behaviour preferences of Indian women employees and the relationship between LMX, Organizational Justice, and Relationship Conflict. It is identified that Indian women prefer their superior to possess the attributes of ‘respect’, ‘ethics’ and ‘communication skills’. The results also indicate that organizational justice mediates between LMX and relationship conflict. The study findings will be useful for managers, HR professionals, and researchers to better understand the concerns of women in the workplace. The insights from the study will aid in gaining a comprehensive understanding of women's preferences at work, which will further help nurture superior-subordinate relationships and address relationship conflict more effectively.

Diversity, Endowments and Inclusion: Pay-for-Performance and Gender Differences in University Presidents Base Salaries

2025-03-29T13:16:47+00:00

This study investigates gender disparities in base salaries among university presidents, focusing on how endowment levels affect gender-based pay-for-performance differences. Pay-for-performance links compensation to performance outcomes. Using ordinary least-squares, quantile regression, and the Generalized Linear Model, we analyze data from 422 colleges and universities. Results show that while endowment sizes for male and female presidents are similar, an additional $1 billion increases female presidents' average base salary by 10%, with little to no impact on male presidents' salaries. This financial sensitivity may lead female presidents to avoid financial risks and suggests they may face different financial expectations than their male counterparts. Control variables allow for examining gender pay disparities across six institutional categories, linking president salaries to institutional diversity, high-potential women pay premiums, operational scale economies, teaching and research trade-offs, and wage optimization.

Lived Experience of Victims of Human Trafficking for Sex Work in India: Liminality Within Rehabilitation Process

2025-03-30T13:23:19+00:00

The paper focuses on the lived experience of female victims of human trafficking in the sex industry in India, analysing the phenomenon through the lens of liminality. The research combines the obtained data together with the theoretical concepts of liminality through which the daily reality of survivors living in Rehabilitation centre with focus on their transformative period and liminality is depicted. The study is based on field research conducted in 2022 and 2023 in Mumbai and Delhi in selected NGOs and its rehabilitation centres and adjacent RLAs. The submitted contribution is based on research for a dissertation within the framework of doctoral studies.

Art and Activism… Challenging the Manosphere: Changing Perspectives on Relationships From a Boys and Young Men’s Perspective

2025-04-02T10:25:24+00:00

Teaching relationship education (RSE) can be a challenge in schools, and teachers in England are being encouraged to challenge “incel” culture and misogyny through the relationship, sex and health education (RSHE) curriculum within schools (Adams et al 2023). One in six boys aged six to 15 in the UK have heard of Andrew Tate, a social media influencer and self-styled "king of toxic masculinity", and 23% of boys aged 13-15 have a positive image of him (YouGov, 2023). Educational policy recommendations around Prevent and surveillance are designed to counteract boys’ and young men being radicalised into the ‘manosphere’. However, there’s limited research how effective this is (Stahl, et al 2022), and how able teachers are to raise questions about toxic masculinity within a school environment. Between 2012 -2020 we delivered relationship education in schools in Greater Merseyside, UK. This paper presents findings from three all boys schools, working with 72 boys aged 14-15 on a domestic violence and abuse (DVA) prevention project, after the project the boys delivered school assemblies on health and unhealthy relationships to 550 of their peers. The paper presents a case study based on our experiences of using arts and drama to deliver workshop sessions that challenged negative gendered perspectives of relationships. We gathered rich qualitative data during the project which enabled us to explore and understand how the boys’ perceived gender and relationships. We argue arts-based methods can be an effective form of activism to engage boys and young men in discussions of masculinities, relationships, consent and gendered violence. Art enabled the boys and young men to express themselves through creative methods, and workshops explored issues around consent, clothing, and victim blaming, domestic abuse, football related violence, and male rape. We explored the role social media plays in reinforcing, and challenging, negative gender stereotypes and future relationships. It demonstrates the value of the arts as a tool for exploring the social world, especially sensitive topics such as domestic abuse and relationship education.

Exploring Gender-Specific Spatial Dynamics in Philippine Higher-Education Classrooms

2025-04-01T03:03:23+00:00

Over the past 50 years, higher education in the Philippines has seen many changes, from gender mainstreaming in policymaking to improving room setups and teaching methods. While governing bodies establish standards on school design, it mostly satisfies the physiological and safety needs of the student. Hence, despite the advancements from the changes, issues like the reversal of the gender gap and rising costs in higher education have emerged. These issues are mostly addressed separately due to the limited research intersecting gender, and architecture, specifically the basic spaces in higher education-built environment. The main objective of this exploratory study is to research the gender and space dynamics in higher education-built environments in the Philippines. Data were collected through an exploratory approach, beginning with semi-structured interviews and generalized using ANOVA and frequency on the survey result. The analysis revealed that males are much more comfortable than females in occupying space and that they have preconceived notions on how to situate themselves in a room, whereas females situate themselves based on the information they have gathered in the room. Furthermore, the study revealed that a more apparent spatial placement develops when the category expands from sex to gender-specific which affects design consideration factors such as sightlines and proxemics. For instance, males tend to sit on the edge and towards the back of the room, females tend to sit in the middle and towards the front, and gay tends to occupy the centre of the room. The findings suggest that sex, as a categorical variable, highlights biological differences in design requirements. However, gender, in the social context, disrupts stereotypes, as expressions and preferences may not align with norms. Therefore, design should consider these dimensional differences and varying expectations to develop a learning environment that supports users' psychological safety and enhances learning capacity.

Eyes Open: Black Women’s fight against (in)visibilities

2025-03-16T19:42:54+00:00

This paper explores Black women's professional journeys, focusing on the subtle racism they face, termed "sophisticated and everyday racism" and highlighting the significant impact of these experiences on their wellbeing. The study is grounded in critical Black feminism, which centres on the experiences of Black women and analyses their position in relation to broader social and political identities. The narratives reveal periods of anxiety, resistance, and the fear of invisibility, voicelessness, and rejection. By engaging with these stories, the paper aims to shed light on the systemic barriers that Black women face and the resilience they exhibit in navigating these challenges.

At the Frontline of Climate Activism: An Ethnographic Exploration of the Gendered Dynamics Within Contemporary Climate Activist Movements in Ireland

2024-12-18T12:42:43+00:00

Utilising a gender lens, this research explores the dynamics of contemporary climate activism in Ireland. A gendered analysis of climate activism can aid the development of novel understandings of how gender identity and relations inform approaches to tackling the climate crisis. Climate related disasters are increasing in severity and frequency at an alarming rate, resulting in the emergence of new climate movements on a global scale. Broadly, contemporary climate movements aim to hold governments and corporations accountable for climate catastrophe and have played a substantial role in the public push for governments globally to declare a climate emergency. Ethnographic observations followed by semi-structured interviews with members of contemporary climate movements are used to gain insight into how gender is embedded in climate movement identity, participation, and tactics. An ethnographic research approach aligns with previous research studies that commonly deploy ethnographic methods for the in-depth exploration of how gender informs environmental movement activism (Krauss, 1993; Kurtz, 2007; Bell and Braun, 2010; Willow and Keefer, 2015). This research incorporates visual ethnography through photo documentation of the props and banners used during demonstrations. Props and banners can be used by activists as a tool to frame the movements’ identity, motivations and demands and therefore visual documentation and analysis enriches data collection and findings. The theoretical underpinning of this research is informed by feminist interpretations of social movement research, providing a systematic analysis of how social movements are gendered (Kuumba, 2001; Einwohner et al.,2000). This theoretical synthesis combines new social movement theory with ecofeminist theory to develop a distinct gendered analysis of contemporary climate activism.

AI Biases in Marketing Practice: Perception and Action Strategies

2024-12-04T17:28:30+00:00

While the integration of artificial intelligence (AI) into marketing practices can improve efficiency and personalization, there are concerns about inherent biases that might produce unfair outcomes. Inherent biases refer to systematic, unintended preferences or exclusions embedded within AI algorithms, often originating from training data or design choices. Through qualitative interviews, this study examines how marketing professionals manage AI bias, offering actionable recommendations and best practices. Initial findings indicate a spectrum of attitudes towards AI bias in marketing, ranging from proactive engagement with the issue to avoidance.

It’s NOT “Only a Game”! Strategies Against Sexual Harassment in Immersive VR Environments

2024-11-28T18:29:23+00:00

Sexual harassment and cyber grooming have been happening in all digital media since their beginning. Recently, more users are experiencing 3D worlds in Virtual reality (VR), and immersive multiplayer environments allow talking and interacting with other users’ avatars or even “touching” each other’s virtual body. This can lead to sexual harassment situations. Especially female and queer VR users are frequently “contacted” in inappropriate ways. Since the identity of a user is often not revealed, the barriers for offence up to virtual rapes are relatively low. There is no clear jurisdiction against the offenders if no physical contact has been made, but the victims can severely suffer from this experience. This research describes different forms of virtual abuses and discusses what counter measures software companies have already taken and whether these are effective. It then discusses the necessity of digital house rules and different technical measures against offenders.

Intersectional Gender Budgeting

2024-12-18T08:46:04+00:00

This study explores intersectional gender budgeting (GB), originating from feminist economics, along with its implementation opportunities and challenges. Using a methodology of triangulation, the research emphasizes the importance of intersectional GB by considering factors such as gender, mobility, and (un)employment. Despite its potential, intersectional GB faces challenges, including complexity and diminished political power. The research question addressed is: How can intersectionality be integrated into gender budgeting without reinforcing existing inequality? By focusing on the development of intersectional indicators for municipal budgets from a practice-theoretical perspective, the study positions itself within Germany's evolving landscape of GB.

Gender Bias in Generative Artificial Intelligence: A Literature Review on Perspectives and Implications

2025-03-06T17:28:24+00:00

This article examines how generative artificial intelligence (GenAI) systems reflect pre-existing gender biases and explores their implications in social and technological contexts. While GenAI holds transformative potential in healthcare, employment, and finance, it also poses considerable risks concerning diversity in training data, development teams, and other factors that can reinforce stereotypical representations and discriminatory decisions, highlighting the need for a comprehensive approach to mitigate these issues. The study employs a systematic literature review following PRISMA guidelines, complemented by thematic analysis to identify key patterns. Articles published between 2020 and 2024 were reviewed, focusing on the nature, origins, and implications of gender biases in GenAI. The thematic analysis enabled the identification of emerging trends and proposed solutions, providing a comprehensive view of current limitations and priority areas for future research. The findings reveal that gender biases in GenAI manifest at various levels, ranging from algorithms reinforcing stereotypes to underrepresentation in generated images. The implications include the reinforcement of social inequalities and the erosion of user trust in GenAI systems. However, strategies such as diversifying development teams, using representative datasets, designing equity-aware algorithms, and establishing robust regulations are highlighted as ways to address these challenges. This article contributes to academic and professional fields by offering a detailed analysis of gender biases in GenAI, identifying practices and strategies to build unbiased systems. Furthermore, it emphasizes the importance of raising public awareness and fostering education on gender biases in GenAI to create more critical and informed users.

Exploring Workplace Mental Health: Burnout, Self-Efficacy, and Organizational Commitment Among Female Executives in Financial Sector

2025-02-20T02:12:09+00:00

This study investigates the critical interplay between mental health challenges and job performance among women in executive roles within financial sector in 2024. Focusing on burnout, professional self-efficacy, and life satisfaction, the research explores how these factors influence job performance, with organizational commitment as a mediation variable. Female executives face distinctive challenges, including gender-related barriers and the pressure of managing multiple roles, which can hinder their productivity and career progression. Employing a quantitative, non-experimental cross-sectional design, data were collected from a representative sample of peruvian female executives using validated instruments: the Burnout Unique Item (IUB), Professional Self-Efficacy Questionnaire (IWPQ), and Utrecht Work Engagement Scale (UWES-9). Partial Least Squares Structural Equation Modeling (PLS-SEM) was utilized to analyse the mediating effects of organizational commitment on psychological factors and job performance. The findings emphasize the importance of organizational policies fostering supportive environments that address mental health concerns, improve well-being, and enhance job performance. This study offers valuable insights for stakeholders in the financial sector, where demands for productivity and leadership performance are particularly high. The results contribute to the broader understanding of workplace dynamics, providing practical recommendations for creating equitable and supportive workspaces.

PHANTOMATRIX: Explainability for Detecting Gender Bias in Affective Computing

2024-11-23T11:26:32+00:00

The PHANTOMATRIX project is a research incubator running at the International University of Applied Sciences and aims to advance the field of Human-Machine Interaction by integrating machine learning (ML) techniques to predict emotional states using physiological and facial expression data within Virtual Reality environments. A major focus of the PHANTOMATRIX project is on employing trustworthy ML models by using explainable AI (XAI) methods that allow to rank features according to their predictive power, which aids in understanding the most influential factors in emotional state predictions. In addition, a comparative analysis of XAI techniques to emotion prediction models allows us to assess and correct for the effect of gender on the predictive performance. As affective computing is a highly sensitive research arena, it is of outmost importance to ensure bias free models. Key XAI methods such as Deep Taylor Decomposition (DTD), and SHapley Additive exPlanations (SHAP) are employed to clarify the contributions of features towards model predictions, providing insights into how specific signals influence emotion detection across individuals. This allows for a comprehensive comparison of different XAI approaches and their utility in gender bias detection and mitigation. To further our understanding of gender dynamics within emotional predictions, we develop intuitive visualizations that graphically represent the link between multimodal input data and the resulting emotional predictions to support the interpretation of complex model outputs and to make them more accessible not only to researchers but also to novice users of the system. Our background research demonstrates the effectiveness of XAI methods in identifying and mitigating gender bias in emotion prediction models. By applying XAI, the project reduces the influence of gender-based disparities in affective computing, leading to more equitable model performance across demographics. This research not only highlights the importance of transparent, bias-free AI-affect models but also sets a foundation for future developments in responsible affective computing. The findings contribute to advancing trust in AI-driven emotion analysis, promoting fairer and more inclusive applications of this highly relevant technology.