Academic literature on the topic 'Gender discrimination'

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Dissertations / Theses on the topic "Gender discrimination"

1

Macklem, Timothy. "Where difference matters : understanding gender discrimination." Thesis, University of Oxford, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.296374.

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2

Chowdhury, Niloy Krittika, and Niloy Krittika Chowdhury. "Gender Discrimination: Evidence from Young Lawyers." Thesis, The University of Arizona, 2016. http://hdl.handle.net/10150/622860.

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This study explores gender discrimination among attorneys using Young Lawyers survey data from 2007. The survey included five questions about discrimination which are used as outcome measures. The survey asks respondents about receiving demeaning comments, missing out on desirable assignments, client requests for someone else to do work, colleague requests for someone else to work with, and the partner discounted hours. Results show gender gaps in two of the discrimination measures: experience in receiving demeaning comments and missed out desirable comments. Gaps persist even after controlling for performance, educational attainment and ability, individual characteristics, firm characteristics and areas of law. Data do not indicate gender gaps for the other measures. This suggests that gender discrimination persists in specific situations among young lawyers.
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3

Byron, Reginald Anthony. "Disposable Workers: Race, Gender, and Firing Discrimination." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1248449595.

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4

Kocak, Serap. "Gender discrimination in the Turkish labour market." Thesis, De Montfort University, 1999. http://hdl.handle.net/2086/5209.

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5

Hill, Sara Elizabeth. "Two-Year-Olds' Discrimination of Gender-Stereotyped Activities." Diss., CLICK HERE for online access, 2006. http://contentdm.lib.byu.edu/ETD/image/etd1226.pdf.

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6

Hisarciklilar, Mehtap. "Gender based discrimination in the Turkish labour market." Thesis, University of Nottingham, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.404036.

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7

Kandola, Jo-Anne. "Workplace gender discrimination and the implicit association test." Thesis, Aston University, 2015. http://publications.aston.ac.uk/27578/.

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Women are under-represented at senior levels within organisations. They also fare less well than their male counterparts in reward and career opportunities. Attitudes toward women in the workplace are thought to underpin these disparities and more and more organisations are introducing attitude measures into diversity and inclusion initiatives to: 1) raise awareness amongst employees of implicit attitudes, 2) educate employees on how these attitudes can influence behaviour and 3) re-measure the attitude after an intervention to assess whether the attitude has changed. The Implicit Association Test (IAT: Greenwald, et al., 1998) is the most popular tool used to assess attitudes. However, questions over the predictive validity of the measure have been raised and the evidence for the real world impact of the implicit attitudes is limited (Blanton et al., 2009; Landy, 2008; Tetlock & Mitchell, 2009; Wax, 2010). Whilst there is growing research in the area of race, little research has explored the ability of the IAT to predict gender discrimination. This thesis addresses this important gap in the literature. Three empirical studies were conducted. The first study explored whether gender IATs were predictive of personnel decisions that favour men and whether affect- and cognition-based gender IATs were equally predictive of behaviour. The second two studies explored the predictive validity of the IAT in comparison to an explicit measure of one type of gender attitude, benevolent sexism. The results revealed implicit gender attitudes were strongly held. However, they did not consistently predict behaviour across the studies. Overall, the results suggest that the IAT may only predict workplace gender discrimination in a very select set of circumstances. The attitude component that an IAT assesses, the personnel decision and participant demographics all impact the predictive validity of the tool. The interplay between the IAT and behaviour therefore appears to be more complex than is assumed.
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8

Phelps, Amy Louise. "Beyond auditions: gender discrimination in America's top orchestras." Diss., University of Iowa, 2010. https://ir.uiowa.edu/etd/874.

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Although women have slowly been accepted in America's top orchestras, they are still a minority. Certain instrument sections remain predominantly male in spite of the implementation of blind auditions. Inconsistency in the use of the screen in blind auditions is partially responsible for the lack of women in orchestras, but the problem is seeded in cultural constructions that act as barriers for female brass, percussion and string bass players. Gender constructions have dictated that women should not play instruments that are loud, heavy or require physical exertion. Nonetheless, many women have shown that they are capable of performing as well as men on these instruments. Brass players are often the highest paid in an orchestra, thus women musicians face economic discrimination when they face bias at the hiring level or in the workplace.
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9

Palmgren, Alexander. "Gender discrimination in the labour market : A meta-analysis of field experiments, researching gender discrimination in the labour markets hiring process." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105767.

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In this article, a meta-analysis was conducted using correspondence tests from 2004 and later, researching gender discrimination in the labour markets hiring process. A total of 19 correspondence tests were found from 12 different countries across the world. Comparisons of call-back rates for job applications between male and female applicants were made. I created a call-back ratio, dividing the female applicants’ call-back rate by the male applicants’ call-back rate for each study and regressed on two different variables, “equality score” and “work incentives rating”, meant to measure gender equality of countries. My hypothesis is that females are still discriminated against in the world’s labour markets. Statistical discrimination is my main theory of why discrimination of female applicants would occur in the labour market. The method of meta-analysis is useful for observing overall trends and drawing broad conclusions regarding a subject. The equality score is significantly correlated with higher call-back rates for both genders, bot it is not correlated with the call-back ratio, and therefore, does not seem to be correlated with gender discrimination. Providing more work incentives are correlated with lower call-back rates for both genders, but these findings are not significant at any level. The call-back ratio is unaffected by the work incentives rating, showing no correlation with discrimination. The main findings show no discrimination of female applicants, but rather points to discrimination of male applicants. This could be to a perceived image of men being more threatening.
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10

Henry, Richard S. "Discrimination, Mental Health, and Preparedness for Aging in Trans(gender)/Gender-Nonconforming Adults." VCU Scholars Compass, 2018. https://scholarscompass.vcu.edu/etd/5652.

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This cross-sectional study examined relationships among discrimination, mental health (i.e., depression and anxiety), preparation for aging (i.e., familiarity and planning), social support, death attitudes, and aging anxiety among TGNC adults (N = 154). Neither discrimination nor mental health predicted preparation for aging familiarity or planning. Discrimination did, however, predict both anxiety and depression, although only the non-affirmation subscale was a unique predictor of both. As discrimination and mental health were not a significant predictor of preparedness for aging in the previous regressions, the hypothesized mediation model and subsequent moderated mediation models were not conducted. Additional exploratory multiple regressions were run to identify patterns of connections among social support, death attitudes, aging anxiety (the proposed moderators) in relation to age preparation and planning. Social support predicted preparation for aging planning, but not familiarity. Death attitudes and aging anxiety predicted preparation for aging familiarity and planning. The current findings may inform mental health interventions for TGNC individuals around non-affirmation may positively influence mental health. Additionally, addressing aging concerns and increasing social support may promote age preparatory planning among TGNC individuals.
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