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Relevant bibliographies by topics / Gender discrimination

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Academic literature on the topic 'Gender discrimination'

Author: Grafiati

Published: 4 June 2021

Last updated: 29 July 2024

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Journal articles on the topic "Gender discrimination"

1

Honig, Carlye. "Gender discrimination." Science and Public Policy 20, no. 1 (February 1993): 60–61. http://dx.doi.org/10.1093/spp/20.1.60.

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Marjit, Sugata, and Moushakhi Ray. "Gender Discrimination, Competition and Efficiency." Review of Development and Change 27, no. 2 (December 2022): 137–49. http://dx.doi.org/10.1177/09722661221136405.

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The standard literature on discrimination in labour market discusses discrimination-generated inefficiency at the firm level which cannot be sustained under competition. As competition gets intense, firms would be more disciplined and would be forced to refrain from practising discrimination. This forms the core of the pioneering works by Becker (1957) and Arrow (1973). In this article, we argue that when firms are heterogeneous in terms of productivity, some of the more efficient firms can easily survive practising discrimination and only relatively inefficient firms will quit the market. Thus, incentives to discriminate, if any, would be greater for more efficient firms. Once they survive, measured efficiency of the market would, in fact, increase. Thus ironically, discriminating industries would exhibit higher efficiency. This article shows that, in a model with heterogeneous firms, a competitive market system cannot eliminate the problem of discrimination. Thus, competition and discrimination may coexist.

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Mohapatra, Ashis. "Gender Discrimination in Odisha: an Overview." International Journal of Scientific Research 2, no. 5 (June 1, 2012): 569–70. http://dx.doi.org/10.15373/22778179/may2013/195.

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Foley, Sharon, Hang-yue Ngo, Raymond Loi, and Xiaoming Zheng. "Gender, gender identification and perceived gender discrimination." Equality, Diversity and Inclusion: An International Journal 34, no. 8 (November 16, 2015): 650–65. http://dx.doi.org/10.1108/edi-05-2015-0038.

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Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/approach – Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses. Findings – The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination. Practical implications – The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions. Originality/value – This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.

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Bhattacharyya, Moumita Ghosh. "Gender and Discrimination." Contemporary Voice of Dalit 4, no. 2 (July 2011): 227–44. http://dx.doi.org/10.1177/0974354520110208.

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Qiaozhen, Liao. "Critical Analysis on Gender Discrimination in Advertising." Scholars Journal of Arts, Humanities and Social Sciences 4, no. 7 (July 2016): 836–38. http://dx.doi.org/10.21276/sjahss.2016.4.7.13.

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ASHAPPA, DR CHINNA. "Gender Discrimination and Equal Rights of Women." Paripex - Indian Journal Of Research 3, no. 4 (January 15, 2012): 242–43. http://dx.doi.org/10.15373/22501991/apr2014/77.

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FARADILLA, ANDINTYA. "THE EFFORTS OF FEMALE CHARACTERS FIGHT AGAINST GENDER DISCRIMINATION REVEALED IN HIDDEN FIGURES MOVIE." Dinamika Bahasa dan Budaya 15, no. 2 (July 31, 2020): 1–14. http://dx.doi.org/10.35315/bb.v15i2.8182.

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ABSTRAK This study reveals kinds of gender discrimination experienced by female characters and their efforts against gender discrimination in Hidden Figures movie by Theodore Melfi. The purpose of this study is to find kinds of gender discrimination happen towards female characters and their effort to against gender discrimination based on power feminism which applied in this problem to show that they are strong female character. In analyzing the movie the researcher applied qualitative method and applies feminism approach especially liberal feminism theory by Naomi Wolf (1997). The data were collected by reading the movie script comprehensively and identify the utterances based on the problems. After that the data were analyzed by applying Wolf’s theory. The results show that the female characters experience gender discrimination in work and gender discrimination in education because their gender as woman. Meanwhile although the female characters experience gender discriminations, the female characters in Hidden Figures movie also shows their power to have equal rights such as rejecting the help of man and proving themselves to be capable of man’s work, making direct verbal objection and protest toward male character, explaining about the importance of woman in work place, and also taking legal solution to fight for the fairness in education. The efforts apply power feminism concepts as Wolf suggest. Key words: Gender discrimination, liberal feminism, power feminism

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Sharma, Indu. "Gender Discrimination and Status of Women in India." Contemporary Social Sciences 27, no. 1 (January 1, 2018): 105–14. http://dx.doi.org/10.29070/27/57220.

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Khorasani, Soheil Dastmalchian. "Gender Discrimination or Respect?" European Journal of Social Sciences Education and Research 10, no. 2 (May 19, 2017): 115. http://dx.doi.org/10.26417/ejser.v10i2.p115-118.

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In recent years, sociologists pay special attention to the challenging issue of sexual discrimination which has been converted to a hot topic nowadays. The main issue is why women are inhibited to attend in a special socio cultural events despite of presence law, rule and regulation in that area. So, in order to find out the answer of this question, the authors decided to conduct an analytic short communication using a search in the literature. As the main problem was emerged in Iran, besides reviewing International documents and conventions allocated to women, national – Iranian- literature such as academic papers, reports, newspapers and magazines were also searched. Comparing the written documents to real situations showed inconsistency; because although there was no limitation for participating women in such activities, the execution of laws has been failed. The barriers seem to be categorized in Macro and Micro levels which could be resolved by clarifying, defining and planning specific strategies in their related area. Obviously, in depth exploration of the major concept need qualitative studies.

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Dissertations / Theses on the topic "Gender discrimination"

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

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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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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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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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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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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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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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Books on the topic "Gender discrimination"

1

Toure, Issa. Girls and gender discrimination. Nairobi: Macmillan Kenya, 2007.

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Tobarak, Hossain Kazi, Imam Muhammad Hasan, Habib Shah Ehsan, Rajshahi University. Higher Education Link Programme., and Great Britain. Dept. for International Development, Bangladesh., eds. Women gender and discrimination. Rajshahi: Higher Education Link Programme, Dept. of Sociology, University of Rajshahi, 2004.

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Merino, Noël. Gender. Detroit: Greenhaven Press, 2010.

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Kirp, David L. Gender justice. Chicago: University of Chicago Press, 1986.

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Maharshi Dayanand University, Rohtak (India). Women's Studies Centre and Indian Council of Social Science Research. North-West Regional Centre, eds. Gender discrimination and development paradox. Jaipur: Rawat Publications, 2016.

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Prem, Chowdhry, ed. Gender discrimination in land ownership. New Delhi: Sage, 2009.

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United Nations. Office of the High Commissioner for Human Rights., ed. Gender dimensions of racial discrimination. Geneva: Office of the High Commissioner for Human Rights, 2001.

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Merino, Noël. Gender. Detroit: Greenhaven Press, 2010.

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Gender Discrimination & Women's Rights (1996 Dera Ismail Khan). Gender Discrimination & Women's Rights: Workshop report. Lahore: Democratic Commission for Human Development ; in collaboration with Swiss NGO Program Office, Pakistan, 1996.

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Federation of Organizations for Professional Women (U.S.), ed. Coping with sexual harassment & gender discrimination. Washington, D.C: Federation of Organizations for Professional Women, 1996.

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Book chapters on the topic "Gender discrimination"

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Salvini, Silvana. "Gender Discrimination." In Encyclopedia of Quality of Life and Well-Being Research, 2424–27. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_1126.

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Salvini, Silvana. "Gender Discrimination." In Encyclopedia of Quality of Life and Well-Being Research, 1–4. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-69909-7_1126-2.

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Shen, Kailing. "Gender Discrimination." In Handbook of Labor, Human Resources and Population Economics, 1–23. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-319-57365-6_304-1.

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Salvini, Silvana. "Gender Discrimination." In Encyclopedia of Quality of Life and Well-Being Research, 2667–71. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17299-1_1126.

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Obodo, Chimere Arinze. "Gender-Related Discrimination." In Encyclopedia of the UN Sustainable Development Goals, 1–11. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-71060-0_38-1.

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Schouten, Gina. "Discrimination and Gender." In The Routledge Handbook of the Ethics of Discrimination, 185–95. New York : Routledge, 2017. | Series: Routledge handbooks in applied ethics: Routledge, 2017. http://dx.doi.org/10.4324/9781315681634-19.

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Abadeer, Adel S. Z. "Measuring Gender Discrimination." In Norms and Gender Discrimination in the Arab World, 149–66. New York: Palgrave Macmillan US, 2015. http://dx.doi.org/10.1057/9781137395283_9.

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Obodo, Chimere Arinze. "Gender-Related Discrimination." In Encyclopedia of the UN Sustainable Development Goals, 289–99. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-95882-8_38.

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Kite, Mary E., Bernard E. Whitley, and Lisa S. Wagner. "Gender, Gender Identity, and Sexual Orientation." In Psychology of Prejudice and Discrimination, 489–546. 4th ed. New York: Routledge, 2022. http://dx.doi.org/10.4324/9780367809218-11.

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Dawson, Tricia. "Theories of Discrimination." In Gender, Class and Power, 19–54. London: Palgrave Macmillan UK, 2018. http://dx.doi.org/10.1057/978-1-137-58594-3_2.

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Conference papers on the topic "Gender discrimination"

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Liu, Hairong. "Gender Discrimination Inside Employment." In 2021 6th International Conference on Modern Management and Education Technology（MMET 2021）. Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211011.080.

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"Wage Discrimination against homosexuals: The role of skills." In Closing the Gender Gap. Purdue University, 2016. http://dx.doi.org/10.5703/1288284316084.

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Xiangfei Nie, Jun Guo, Zhen Yang, Chunguang Li, Jian Wang, and Weihong Deng. "EMD Based Face Gender Discrimination." In 2006 6th World Congress on Intelligent Control and Automation. IEEE, 2006. http://dx.doi.org/10.1109/wcica.2006.1713141.

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Romei, Andrea, Salvatore Ruggieri, and Franco Turini. "Discovering Gender Discrimination in Project Funding." In 2012 IEEE 12th International Conference on Data Mining Workshops. IEEE, 2012. http://dx.doi.org/10.1109/icdmw.2012.39.

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Andreeva, Galina, and Anna Matuszyk. "Gender discrimination in algorithmic decision-making." In CARMA 2018 - 2nd International Conference on Advanced Research Methods and Analytics. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/carma2018.2018.8312.

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Li, Xiaoran. "Gender Differences and Discrimination in Lexicon." In 2022 3rd International Conference on Language, Art and Cultural Exchange（ICLACE 2022). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220706.117.

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Lv, Zhuofei. "Reviewing Gender Discrimination in K12 Education." In 2021 International Conference on Public Relations and Social Sciences (ICPRSS 2021). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.211020.325.

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Robu, Mariana. "Understanding Gender-Based Wage Discrimination in the Republic of Moldova." In International Scientific Conference ”Development Through Research and Innovation - 2023”, 4nd Edition. Academy of Economic Studies of Moldova, 2024. http://dx.doi.org/10.53486/dri2023.02.

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This paper aims to analyse the legal framework surrounding gender-based wage discrimination in the Republic of Moldova. The Republic of Moldova has made significant progress in promoting gender equality and fighting discrimination, particularly through ratifying international conventions and adopting national legislation that mandates equal pay for equal work. However, despite these efforts, gender-based wage discrimination persists in various sectors and industries. This paper examines the legal instruments in place to address this issue, including the Constitution, labor laws, and international agreements. Furthermore, it explores the challenges in enforcing these laws and identifies potential gaps that hinder effective implementation. Through a comprehensive review of relevant legal provisions and case studies, this paper sheds light on the extent of gender-based wage discrimination in Moldova and provides recommendations to improve the legal framework and its enforcement mechanisms. Ultimately, understanding the legal framework is crucial for fostering gender equality and creating an inclusive society where all individuals can have access to fair and equitable employment opportunities.

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Koukiou, Georgia, and Vassilis Anastassopoulos. "Simple Face Thermal Features for Gender Discrimination." In International Conference on Soft Computing, Artificial Intelligence and Machine Learning (SAIM 2020). AIRCC Publishing Corporation, 2020. http://dx.doi.org/10.5121/csit.2020.100803.

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Peng, Aaron, Iris Yu, Judy Wang, and Cecilia Zhang. "Review About Gender Discrimination Within Working Place." In 2021 International Conference on Education, Language and Art (ICELA 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220131.042.

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Reports on the topic "Gender discrimination"

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Manzano Antón, R., G. Martínez Navarro, and D. Gavilán Bouzas. Gender Identity, Consumption and Price Discrimination. Revista Latina de Comunicación Social, February 2018. http://dx.doi.org/10.4185/rlcs-2018-1261en.

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Lepage, Louis-Pierre, Xiaomeng Li, and Basit Zafar. Anticipated Gender Discrimination and Grade Disclosure. Cambridge, MA: National Bureau of Economic Research, December 2022. http://dx.doi.org/10.3386/w30765.

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Barth, Erling, and Harald Dale-Olsen. Monopsonistic Discrimination and the Gender-Wage Gap. Cambridge, MA: National Bureau of Economic Research, June 1999. http://dx.doi.org/10.3386/w7197.

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Wolfers, Justin. Diagnosing Discrimination: Stock Returns and CEO Gender. Cambridge, MA: National Bureau of Economic Research, January 2006. http://dx.doi.org/10.3386/w11989.

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Ge, Yanbo, Christopher Knittel, Don MacKenzie, and Stephen Zoepf. Racial and Gender Discrimination in Transportation Network Companies. Cambridge, MA: National Bureau of Economic Research, October 2016. http://dx.doi.org/10.3386/w22776.

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Thomas, M. D., and P. J. Thomas. The Nature of Gender Discrimination in the Navy. Fort Belvoir, VA: Defense Technical Information Center, November 1997. http://dx.doi.org/10.21236/ada335230.

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Kuhn, Peter, and Kailing Shen. Gender Discrimination in Job Ads: Theory and Evidence. Cambridge, MA: National Bureau of Economic Research, September 2011. http://dx.doi.org/10.3386/w17453.

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Donald, Stephen, and Daniel Hamermesh. What is Discrimination? Gender in the American Economic Association. Cambridge, MA: National Bureau of Economic Research, August 2004. http://dx.doi.org/10.3386/w10684.

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Black, Sandra, and Elizabeth Brainerd. Importing Equality? The Impact of Globalization on Gender Discrimination. Cambridge, MA: National Bureau of Economic Research, August 2002. http://dx.doi.org/10.3386/w9110.

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Montoya, Ana María, Eric Parrado, Alex Solís, and Raimundo Undurraga. Bad Taste: Gender Discrimination in the Consumer Credit Market. Inter-American Development Bank, July 2020. http://dx.doi.org/10.18235/0001921.

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