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The researcher in this paper attempts to examine and analyze the factors of underdevelopment in women's employment in the Islamic Republic of Iran. The goal of this paper was to assess the implementation of women's employment deve...
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The researcher in this paper attempts to examine and analyze the factors of underdevelopment in women's employment in the Islamic Republic of Iran. The goal of this paper was to assess the implementation of women's employment development laws in the Islamic Republic of Iran from 1989 to 2017. This research paper examined the text of laws, policies, and interviews with key informants through the theories of occupational inequality, gender theories, and feminism. The results show that despite policies and planning for the development of women's employment, the necessary infrastructure to enhance women's employment is still lacking. Whereas the identity and personality of individuals in Iranian society are formed among the family; the role of the family is therefore significant, that adds to its importance in preserving and affecting it. In other words, Iranian society is confronted with a two-tiered structure of social policy and family-oriented discourse, and different governments apply different development policies with respect to their certain method to the family institution. During periods of supportive policies that lead to women being excluded from employment, and in other periods, focusing on the issue of gender rights and freedom, policies are being developed that encourage women to participate more economically. However, what stands out among them is the centrality and power of the family in society that raises such issues and challenges in the development of women's employment.
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This review paper, based on survey of literature in the field of women in management, presents a panoramic view of the geographic component of spatial themes that recur in research during the past about four decades. The field of ...
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This review paper, based on survey of literature in the field of women in management, presents a panoramic view of the geographic component of spatial themes that recur in research during the past about four decades. The field of women in management spans a variety of disciplines ranging from feminism to gender studies and the role of women in society, family and organisations. Coupled with the fact that women increasingly play an important role in all these areas, research in the field has traversed a number of themes and issues. This review article identifies broad geographic spaces in the literature and the issues related to women managers in those geographies. The geographic spaces are in terms of continents of Africa, Americas, Asia, Australasia, and Europe. While many studies reported may be confined to one geographic space yet there are a number of studies that transcend one specific space and incorporate elements of the other prevalent research themes in women in management such as behaviour and organisations. This results in a rich tapestry of research studies. In view of the abundance of studies reported in literature, this paper picks up some representative research studies to demonstrate the nature, content, and direction of research in this challenging field.
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Women faculty membership in the American Association for Agricultural Education was 14.6% in 2003 and is now 21.9%. With strategic goals to build a more inclusive and collaborative culture within the association, the need to recru...
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Women faculty membership in the American Association for Agricultural Education was 14.6% in 2003 and is now 21.9%. With strategic goals to build a more inclusive and collaborative culture within the association, the need to recruit and retain diversefaculty remains in agricultural and extension education (AEE). The purpose of this critical inquiry study was to provide an updated profile of women faculty in postsecondary AEE by describing the current organizational climate and mentoring experiences.Following the basic interpretive qualitative methodology, a census of women faculty in AEE was conducted. Four emergent themes described women faculty's perceptions of the unique challenges, opportunities, and mentoring experiences in AEE: (a) contributors to a positive work environment, (b) contributors to a toxic work environment, (c) mentoring experiences in the profession, and (d) work-life integration. Women faculty valued encouragement, collaboration, transparency, and mentorship within the profession. Sexism, marginalization, and unhealthy competition were identified as barriers. Women faculty held three conflicting perceptions of work-life integration. Opportunities to create a more inclusive organizational culture with intentional mentorshipfor women faculty in AEE should be considered. Continued critical research to promote the inclusion of diverse faculty in AEE is recommended.
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This article focuses on the progress and regress of African-American women since the publication in 1986 of the author’s Slipping through the Cracks: The Status of Black Women. Gaps between African-American women and other groups...
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This article focuses on the progress and regress of African-American women since the publication in 1986 of the author’s Slipping through the Cracks: The Status of Black Women. Gaps between African-American women and other groups (including African-American men and white women) are still reported in education, employment, income, health services, and incarceration. Some experts believe that racial equality has been achieved in the U.S., and affirmative action has slowed. However, the evidence demonstrates that disparity still exists, especially for African-American women at the bottom of income distribution. Their economic status lags behind white women’s. For example, according to the Insight Center for Community Economic Development, the average net worth of a single, middle-aged white woman is $42,600; the average net worth of a single, middle-aged Black woman is $5. This disparity affects not just the women but their children and their educational opportunities.
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? 2021 Elsevier Inc.Background: Women have been a minority in neurosurgery since the foundation of the specialty. Women who choose to pursue neurosurgery or advance in their career must overcome various obstacles. In this article,...
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? 2021 Elsevier Inc.Background: Women have been a minority in neurosurgery since the foundation of the specialty. Women who choose to pursue neurosurgery or advance in their career must overcome various obstacles. In this article, we discuss the proportion of women in neurosurgery globally and the obstacles they face, as well as the solutions being implemented. Methods: A systematic review of studies concerning international women in neurosurgery was conducted. Article inclusion was assessed based on relevance to women of neurosurgery, geographic region, date, and classification (rates/data, barriers, or solutions). Results: From the specified search, 127 articles were retrieved, and 27 met the inclusion criteria. Of the total, 25 countries were represented and discussed in the articles. Primary classification of articles resulted in 50 for data/rates, 22 for barriers, and 17 for possible solutions. Discussion: Despite cultural differences among unique regions of the globe, women face similar challenges when pursuing neurosurgery, such as difficulty advancing their careers, balancing duties at work and at home, meeting social and cultural expectations, and finding support and mentorship. Encouragingly, measures are already being implemented worldwide to allow women to fulfill their multiple other roles through maternity leave policies, increasing their access to mentors, and enabling promotions throughout their careers. Conclusions: With the shortage of neurosurgeons in many regions of the world, the recruitment of female neurosurgeons plays a vital role in meeting those demands. Our cultures and professional societies should celebrate their inclusion and promotion and accommodate the complex role of women as neurosurgeons, mothers, partners, scientists, and leaders.
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The economic impact of disability on employment, earnings, and education appears to be more devastating for women than for men. Women with disabilities who are making the transition either back into the workforce or into the workf...
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The economic impact of disability on employment, earnings, and education appears to be more devastating for women than for men. Women with disabilities who are making the transition either back into the workforce or into the workforce for the first time often face barriers that are unique to this population. Many researchers have described women with disabilities as having a ``double disadvantage'' that results in social and psychological barriers to their transition back to work. The purpose of this article is to help vocational and career development programs better address the psychosocial needs of women with disabilities by (a) describing key psychosocial barriers faced by women with disabilities in their transition back to work and (b) providing career development strategies designed to ease this transition process for women with disabilities and enhance their employment outcomes.
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Using data from the 1995 National Survey of Family Growth in the USA, this paper examines residential variation in cohabiting women's union outcomes. Prior work has shown that although there are no residential differences in cohab...
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Using data from the 1995 National Survey of Family Growth in the USA, this paper examines residential variation in cohabiting women's union outcomes. Prior work has shown that although there are no residential differences in cohabitation, nonmetro women are more likely than others to marry directly and hold more favourable attitudes toward marriage. Building on this work, residential differences in cohabiting women's union outcomes (i.e., marriage, separation, or remaining intact) were examined to test whether nonmetro cohabiting women's unions are more likely to "end" through marriage, and whether pregnancy has a larger positive effect on marriage entry among this group. The analytical sample consisted of 2748 women who have ever cohabited. The study finds that nonmetro women are less likely to remain in cohabiting unions and are more likely to either marry or separate during the first 24 months of the cohabiting union. Pregnancy during cohabitation encourages marriage and discourages separation, but these effects are not significantly larger for nonmetro women..
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The Problem The underrepresentation of people of color in science, technology, engineering, and mathematics (STEM) has become a crisis of significant proportion. The crisis is more pronounced when we examine participation by race ...
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The Problem The underrepresentation of people of color in science, technology, engineering, and mathematics (STEM) has become a crisis of significant proportion. The crisis is more pronounced when we examine participation by race and gender and explore how these two primary identity dimensions serve to marginalize women of color in STEM fields. These differential representations start during the early years and continue within institutions of higher education and the workplace. The Solution To address the absence of women of color in STEM, it is important to understand the forces that hinder and support their career development, beginning with early childhood experiences and throughout education and work environments. Interventions promoting diversity, equity, and inclusion must start in early and secondary education and continue through academia and the workplace. Stakeholders Addressing this crisis is the responsibility of leaders of public and higher education and those of business and industry.
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This paper examines Black Asian and Minority Ethnic (BAME) women’s experiences of sexual harassment in the UK workplace from the perspective of frequency and types of sexual harassment and characteristics of the harasser; ethnic ...
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This paper examines Black Asian and Minority Ethnic (BAME) women’s experiences of sexual harassment in the UK workplace from the perspective of frequency and types of sexual harassment and characteristics of the harasser; ethnic and cultural influences; power, fear of reprisals, and reporting behavior. Using a snowballing technique, in depth interviews with 17 BAME women who had experienced or witnessed BAME sexual harassment reported that they were frequently sexually harassed by men from the same ethnic background. The fear of job loss, reprisals from male family members and negative organizational consequences resulted in over three quarters of the women not reporting incidents. Key questions regarding the factors and influences that are inherent in racialized sexual harassment are integrated into a model. Keywords Sexual harassment - Black women - Asian women - Minority ethnic women - Racialized sexual harassment - Women of color
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