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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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Nzeukou, Marcel. "Detecting Gender Salary Inequity in the Presence of within Gender Inequities." Diss., The University of Arizona, 2005. http://hdl.handle.net/10150/194208.
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In this dissertation, I explore the systematic failure of the current state of the art statistical techniques to detect gender salary inequity in a special case to propose a more appropriate quantitative method for analyzing gender salary discrimination. This research contributes in three key areas for the development of the quantitative analysis of salary inequity detection. I uncovered salary inequities within gender groups that can mask the salary discrimination between these groups. I then proposed the Two-stage Classification Regression as an appropriate novel statistical method. Finally, the additional propositions made can enhance future salary inequity research.Regardless of the outcome of any gender salary inequity study, we can often find a subgroup of females that is discriminated against when compared to the rest of females. Likewise, a subgroup of males may also be victim of salary inequity when compared to other males. In this context, the first main discovery is that the existence of salary inequities within gender groups can prevent regular statistical techniques from detecting salary inequity between males and females. Detecting this form of salary inequity will increase the sensitivity of the statistical test and hedge its potentially higher risk to the institution.Facing such a statistical problem, the second main contribution was devising a novel statistical approach that can not only succeed where other techniques systematically fail, but also provide a new framework for a more informative statistical analysis. In addition, a more comprehensive definition of salary inequity that goes beyond the simple measure of gender salary gap was derived.The third significant contribution is a set of propositions aiming at framing the agenda for future research on salary inequity studies. A statistical test was proposed to determine when the outcomes of these the linear regression and reverse regression techniques can be expected to be the same. Also, the probability model which is not estimable, but the most robust model was shown to be equivalent to the logistic regression model which is easily estimable, but somewhat difficult to interpret. The goal is to create theoretical supports for better statistical and econometric analyses.
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Aps, William John Steven. "Indirect discrimination, the individual and the gender equality duty." Thesis, University of Leeds, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.550435.
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This aim of this thesis is to establish a conceptual link between the Gender Equality Duty (GED) and the mechanism of indirect discrimination. The method employed in this exercise is to reconceptualise the Gender Equality Duty as a technique of government that further reconfigures power relations in decision-making. By encouraging, rather than requiring, a gendered approach to decision-making that involves empirical analyses of target populations, and in making this a requirement of uncertain application, the principle effect of the GED is to create indeterminacy in the public sphere. Moreover, this uncertainty surrounds the operation not simply as a negative duty, but as a positive duty to act. This work looks at the relationship between the two methods of addressing discrimination, based upon the locating the individual within the UK equalities framework. The method is to subject the GED to a Foucaultian analysis of govemmentality and power relations. It is suggested that this methodology opens up the possibilities for a new conception of the GED which, further, has implications for indirect discrimination law. The main implication of the interaction between indirect discrimination and the GED is their mutual support based upon the indeterminacy of the GED's extent of application. Further, the interplay between the two legislative provisions gives rise to questions of the conceptualisation of indirect discrimination as a mechanism of impact.
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Yueh, Linda Yi-Chuang. "Gender, discrimination and inequality in China : some economic aspects." Thesis, University of Oxford, 2001. http://ora.ox.ac.uk/objects/uuid:3e1a0432-9a88-4893-9959-5dc376f78698.
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With the move to a more market-oriented economy in China, there is evidence of increased inequality in the incomes earned by men and women. To explore this outcome, we turn to an aspect of Chinese society that is pervasive in both economic and social contexts, namely, the Chinese variant of social capital, guanxi. It appears that in an imperfect labour market characterised by frictions, such as restricted mobility, costly job search, and limited employment alternatives, the cultivation of guanxi is important in reducing these transaction costs. The notion that investing in social capital can enhance an individual's opportunities leads to the development of a theory of discrimination that may explain the gender inequalities accompanying marketisation in China, and might be more generally relevant. The model of earnings discrimination is premised on imperfect product and labour markets. Under these conditions, we show that differential wages for similarly productive workers is a profit maximising outcome for firms. We apply this theory in an attempt to explain the trend of increasing gender inequality in earned income in urban China during the current reform period. First, pre-labour market gender inequality is investigated through developing a model of parental investment in children's human capital to discern whether there are productive differences between men and women prior to entering employment. In 1995, household expenditure on children's education is affected by perceived future earnings differentials and support of parents in retirement. Regarding labour markets, an original survey designed to test our model of social capital was administered in urban China in early 2000 and pertained to 1999. We find that there are differences between men and women in their investment in guanxi that correspond to gender inequalities in earned income and rates of re-employment. Both empirical chapters provide evidence in accordance with the predictions of the theory.
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Sugihashi, Yayoi. "Gender wage differentials and 'discrimination' in Britain and Japan." Thesis, University of Manchester, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488083.
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The observed gender pay gap seemingly constitutes evidence of inequality in the labour market. The persistence of this gap has generated considerable debate over the extent to which it reflects discrimination and the extent which it can be explained by productivity-related characteristics. However, measurement of wage `discrimination' seems inadequate because it implicitly requires an assumption that the wage gap arising from differences in individual characteristics are distinct from those arising from differential remuneration of those characteristics. Therefore the purpose of this dissertation is to explore male-female wage differentials, with particular concern to measuring wage `discrimination'. This dissertation sets out to compare the earnings differentials between full-time working women and men in Britain and Japan and the reasons for those differences. These two countries make an interesting contrast. In both countries, women have continued to earn considerably less than men, but the wage gap among full-time workers is much bigger in Japan than in the Britain. In Japan seniority and personal appraisals are much more important than job content in determining wages, whereas in Britain earnings are more closely related to the content of the job. Because in Japan there are limited microdata available, the focus was made on using UK data - Labour Force Survey (LFS) and National Child Development Studies (NCDS) to highlight inequalities and identify where these inequalities are located. I had to rely on the published study of Nakata (1997) and made comparisons with Britain by constructing a model which is as similar as possible to that used by Nakata (1997), based on data from the British LFS. The main findings are that: (1) More than half of the Japanese female-male wage gap (48% of male wages) is explained by differences in individual characteristics (27%) rather than differences in labour market return (21%). By contrast, almost all the gender pay gap in Britain is due to differential rewards between men and women. (2) Wage `discrimination' is responsible for about 12% to 23% of male wages in Britain and 21% in Japan. In both countries, the unexplained gap is mainly due to gender differences in reward for age (or total work experience in the UK context). (3) Occupation-related factors including occupational segregation are also the main factors in unequal pay in Britain. The thesis draws out the value of analysis based on nationally representative microdata and makes some progress in measuring wage `discrimination' for analyses of British gender wage differentials. However, detailed analysis for Japan was not carried out because of the paucity of microdata in Japan. This dissertation emphasizes the importance of the release of microdata and the need for detailed information in surveys, to enable scholars to conduct detailed investigations of gender inequalities in Japan.
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DAI, WENZE, and Donya Azizi Babani. "Intersectionality, gender identity and ethnicity discrimination in resume evaluations." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-88864.
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The current thesis aims to identify the presence of discrimination effecting intersectional women, focusing on the intersection of gender identity (cisgender versus transgender) and ethnicity (Swedish versus Arabic) in the recruitment process, in relation to two job positions of kindergarten teacher and kindergarten principal. Additionally, we aim to investigate the social cognition stereotypes regarding warmth and competence associating with that intersection. Furthermore, Intersectionality is adopted as a conceptual framework for deciphering discrimination targeting intersectional women. In order to investigate the proposed research questions, a mixed-design quantitative experiment was conducted. The results indicate the presence of significant discrimination against transgender women in comparison with cisgender women with respect to perceived employability for the kindergarten teacher position. Results further indicate the lack of significant interactive effect of gender identity and ethnicity on both job positions. Lastly, there was no significant evidence of group difference in stereotypes of warmth and competence. Practical implications of the current results will be further discussed.
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Chen, Liwei. "Impact of gender discrimination on workplace gender inequalities in China in the last decade." Thesis, Linnéuniversitetet, Institutionen för samhällsstudier (SS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-80855.
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China is confronted with serious issue of gender inequality and discrimination in workplace. There are some key factors leading to gender inequality, such as the lack of laws and regulations and organizations’ goal of maximizing profit. Gender discrimination has serious and negative impact on employers, employees and investment of human capital. More seriously, gender inequality and discrimination have changed in the last decade. Gender discrimination has become more comprehensive and serious, motivating a more detailed investigation. This research investigates gender inequality issue in workplaces in China during the last decade, using interviews as the methodology. Recent changes and the current situation of gender inequality and discrimination in the workplace in China are analyzed in the research. The key findings of the research are as follows. Gender discrimination is found comprehensively in workplaces in China, and results in serious gender inequalities. Causal factors include as well as Employees who suffer from gender inequality, may get fewer working opportunities, unequal treatment, and lower salary. The trend of gender inequality and discrimination has become more general. In conclusion, the thesis proposes measures to address the gender inequality and discrimination in workplace in China. The first is to form and implement rules and regulations in the legal and organizational system to strengthen the management of gender inequality issue. Secondly, the organizational cultures should be improved. Finally, professional training is proposed for organizational leadership as well as employees.
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Fredin, Louise. "Protection from Discrimination - a Gender Mainstreaming Issue? : The case of Gender Mainstreaming in Sweden." Thesis, Malmö universitet, Institutionen för globala politiska studier (GPS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-44992.
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A common critique from scholars towards gender mainstreaming (GM) strategy is that the integration of a gender perspective can sometimes be seen as too narrow in its outcome as secure discrimination protection. Sweden is a veteran when it comes to both GM strategy and equality. But as in many other places, discrimination based on other grounds than gender is present within Swedish society too. Hence, this thesis’s concern is to examine how the Swedish Gender Equality Authorities construct gender equality. This, with the intent to gain an understanding of what the joint assumptions of gender equality look like. The material was analysed by using the ‘What's the Problem Represented to Be’ method and to operationalize and deepen the understanding further the theoretical concept of intersectionality was applied. As expected when concerning GM strategy, the findings established that the construction is predominantly centred around women and men. Other dimensions of identity such as for example faith, socioeconomic belonging, ethnicity, skin colour often end up in the periphery of the construction. The findings also showed that the wording, articulation, exclusion and inclusion of certain groups of people, plays a vital role in how the construction can be perceived.
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Bamberry, Larissa. "Globalisation, gender and teachers' employment." Connect to full text, 2005. http://hdl.handle.net/2123/1956.
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Thesis (Ph. D.)--University of Sydney, 2006.<br>Title from title screen (viewed 10th October, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the School of Policy and Practice, Faculty of Education and Social Work, University of Sydney. Degree awarded 2006; thesis submitted 2005. Includes bibliographical references. Also issued in print.
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Tester, Griff M. "The relational and status foundation of gender discrimination in housing." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1184660136.
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Tam, Pui-kam. "Empirical analysis of the gender earnings gap in Macau." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B15967438.
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Weatherall, Ann. "Dis-covering gender differentiation and discrimination in the English language." Thesis, Lancaster University, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320205.
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Brookes, Michael. "Gender wage differentials and discrimination in the UK and Europe." Thesis, Middlesex University, 2006. http://eprints.mdx.ac.uk/6533/.
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Gender wage differentials and discrimination are issues of primary significance both in terms of equity and efficiency. Current policy debate emphasises the importance of labour market efficiency with various HM Treasury reports highlighting productivity as the key determinant of economic growth. Consequently a deeper understanding of where the labour market allocates its scare human resource inefficiently, as a result of discrimination, is always desirable. The vast majority of the existing literature is based upon single country studies using cross-sectional data. This has led to weaknesses in our understanding of the inter-temporal processes generating changes to the wage gap, as well as the impact of national differences to relative cross-country gender differentials. Using the UK as the major focus, and other European countries for comparison, this thesis improves upon both of these. Paying particular attention to the roles played by inequality and sample selection. Blau and Kahn (1992) initially highlighted the importance of wage inequality to cross-country wage gaps. This is built upon by applying the techniques they pioneered and making use of the higher levels of comparability and compatibility inherent within the Panel Comparability Project (PACO) and European Community Household Panel (ECHP) data sets. With the analysis revealing that the gender wage gap would be narrower in the UK if the level of inequality was reduced to those in the rest of Europe. Thus supporting the view that a compression of the overall wage distribution leads to smaller gender wage gaps. The issue of sample selection is always present when empirical work is based upon earnings functions. Since Heckman (1979) it has become the norm to correct for possible bias using his two-stage procedure. However this is generally treated as a technical exercise and rarely warrants any meaningful discussion. Unfortunately selectivity is not merely a source of potential bias it also reflects relationships that have a significant effect upon the gender wage gap, most importantly its inter-temporal path. Consequently there is a clear need for a deeper understanding of this issue. It is revealed to be important, especially in the UK, where changes to the skill levels of those employed, relative to the overall population, are shown to be crucial to the narrowing of the wage gap. With this improvement resulting from more favourable skill endowments for those women entering or re-entering paid employment. This indicates that policies addressing human capital accumulation prior to labour market entry have already been successful in narrowing the differential. However there is still evidence that women are receiving inequitable returns from their human capital, hence more effective legislation addressing this is a matter of priority
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Edwards, Larry Guy. "Dimensions of gender discrimination in Oklahoma's system of higher education : case studies /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1989.
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Montes, Jose L. "Evolution of gender wage gap in Peru, 1997-2000." Thesis, [College Station, Tex. : Texas A&M University, 2007. http://hdl.handle.net/1969.1/ETD-TAMU-1629.
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Cornejo, Jessica M. "An Examination of the Relationships among Perceived Gender Discrimination, Work Motivation, and Performance." Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2090.
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Gender discrimination and work motivation are two important constructs for employers to consider. Changing workforce trends towards a more diverse workforce make understanding discrimination in the workplace more important than ever. And, established direct relationships between motivation and performance make understanding motivation key to organizational success. The purpose of this study was to examine the relationships among perceived gender discrimination at work, work motivation, and performance. Although much theory and research exists regarding motivation and performance, this study uses a new measure of motivation based on the Pritchard and Ashwood (2007) theory of work motivation. It was hypothesized that perceived gender discrimination would be negatively related to motivation, and that motivation would be positively related to performance. It was further hypothesized that motivation would mediate the relationship between perceived discrimination and performance. Consistent with social identity and attribution theory, gender identification was examined as a moderator of the relationship between perceived discrimination and motivation. Additionally, race and locus of control were examined as moderators of this same relationship. Measures of study variables were surveys administered on-line to 170 female undergraduate students. Upon completion of this part of the study, participants were emailed a link for their supervisors to complete on-line measures of participants' overall motivation and performance at work. Results indicated that both overall motivation and action-to-result motivation connections were negatively related to perceived gender discrimination. However, other motivation connections were not related to this discrimination. Furthermore, overall motivation and the motivation connections had strong relationships with performance. Despite the practical significance of these relationships, they did not reach statistical significance because of the small sample size of supervisor performance ratings (n = 37). Neither race, work locus of control, or gender identification significantly moderated hypothesized relationships. Additionally, there was no significant relationship between discrimination and performance, and so work motivation could not mediate this relationship. Reasons for non-significant results are discussed, as are implications for theory and practice. Although moderator hypotheses were not supported, this research represents an important step in discrimination research because it examines the possible influence of perceived discrimination on those who are impacted by it. This study also reaffirms the relationship between motivation and performance using Pritchard and Ashwood's (2007) theory of motivation.<br>Ph.D.<br>Department of Psychology<br>Sciences<br>Psychology PhD
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Kosmerl, Katherine M. "Teachers' perceptions of gender bias in the classroom." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003kosmerlk.pdf.
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Kivelä, A. (Anna). "Investigating gender equality and gender-based discrimination in software development:case study in a Finnish IT company." Master's thesis, University of Oulu, 2019. http://jultika.oulu.fi/Record/nbnfioulu-201904051431.
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Abstract. The underrepresentation of women in the IT field has been a constant global challenge for decades. IT companies are struggling to achieve a better gender diversity situation, since the number of women studying the STEM fields remains low. Recruiting is not the only challenge for the companies in the gender diversity issue, as also many women working in IT decide to leave for a work on another field. Gender-based discrimination has been suggested as one possible reason for the low retention of women.
This thesis study focuses on the discrimination by investigating the experiences and perceptions of software development employees with survey and interview methods. The aim in this qualitative study was to provide more information about the actual existence and nature of the gender-based discrimination. The topics related to discrimination were divided into two groups in the analysis, the ones which are related to formal discrimination and the other to informal discrimination. Formal referring to topics which affect pay and career advancement, and informal referring to the social environment at the workplace.
The findings suggested that both the formal and informal types of gender-based discrimination towards women do still exist in software development. They both seemed to affect the experience of gender equality and possibly also the retention of women. The active roles of scholars and practitioners are important in order to make a change; therefore, this study provides also suggestions for action based on the current literature.
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COREKCIOGLU, Gozde. "Gender and political economy." Doctoral thesis, European University Institute, 2019. http://hdl.handle.net/1814/60675.
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Defence date: 28 January 2019<br>Examining Board: Prof. Andrea Ichino, EUI, Supervisor; Prof. Andrea Mattozzi, EUI; Prof. Selim Güleşçi, Università Bocconi; Prof. Stefano Gagliarducci, Università di Roma Tor Vergata.<br>This thesis is a collection of independent empirical essays on gender and political economy. The first chapter investigates the effect of a pro-Islamist local government on female employment, using a unique dataset of civil servants in Turkish municipalities. Exploiting quasirandom variation in contested local elections and the time variation in the repeal of the headscarf ban, I establish two results. First, an Islamist mayor employs a lower share of females when religious women are denied jobs. Second, an Islamist mayor does not recruit females differently than a secular mayor, when institutions allow religious females to work. The proposed mechanism is the Islamist mayors’ preference for religious female employees, rather than intrinsic gender bias. The second chapter, co-authored with Marco Francesconi and Astrid Kunze, investigates labor demand effects of the extension of parental leave duration in Norway. We focus on whether and how firms adjust the gender composition of their workforce when the opportunity costs of certain types of workers rise. Using rich employer-employee data, we uncover that firms substitute potential mothers and fathers with older workers. Our results demonstrate potentially undesirable consequences of parental leave for women, even when some leave is provided for men. In the third chapter, co-authored with Fatih Serkant Adıg¨uzel and Aslı Cansunar, we consider the extent to which the geography of healthcare provision is effective in buying electoral votes. We construct a unique database of free primary healthcare clinics in Istanbul, Turkey. We estimate that a ten-minute decrease in walking time to the nearest clinic increases support for the incumbent party by 6 percentage points in local elections. While low-educated voters only care about visibility, highly-educated voters only value quality of healthcare. We argue that the spatial distribution of public service provision captures the information available to voters, which in turn, influences political outcomes.<br>--1 Headscarves and Female Employment --2 Parental Leave from the Firm’s Perspective (Chapter 2: co-authored Marco Francesconi and Astrid Kunze) --3 Out of Sight, Out of Mind? Proximity to Health Care and Electoral Outcomes (Chapter 3: co-authored Serkant Adıgüzel and Aslı Cansunar) --A Appendix
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Simmons, Joseph Paull. "Gender issues and equity within Canadian high school sport." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0021/MQ56203.pdf.
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Jackson, Lynne Marie. "The regard heuristic and gender discrimination, an analysis of contemporary sexism." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0005/NQ32315.pdf.
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Saxena, Vibhor. "Essays on inequality and discrimination : caste, religion and gender in India." Thesis, Heriot-Watt University, 2014. http://hdl.handle.net/10399/2835.
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This thesis estimates the inequality on the basis of caste and religion, and analyses the socio-economic structural factors in determining sex ratios in India. In the first part of the thesis, the inequality spaces are determined by average household income and access to clean energy sources at the household level. The regression estimates suggest that the scheduled caste, scheduled tribes and Muslims are significantly worse off in comparison to the upper caste Hindu households (others) in the sample. However, the summary of the results in the first part is that the Muslim households appear to be either significantly better off or indifferent to the scheduled caste and scheduled tribe households. Post regression, Oxaca-Blinder methodology is also employed to measure the proportion of discrimination among the predicted outcomes in the first part of thesis. The results in the second part of the thesis, which distinguishes the discussion of child sex ratios (0-6 age group) from juvenile sex ratios (0-14 age group), show that the cultural factors play a major role in determining the child sex ratios, rather than women’s agency and economic development. However, the regression results of the juvenile sex ratios indicate the positive impact of economic development and women’s agency variables. The separate regression analysis of the tribal population in the second part suggests similarities between the regression results of the tribal population and the total population. However, the important deduction is that the scheduled tribes of India are emulating the culture of gender inequality with the increasing proximity of ‘Hindu population’. Failure of the previous policies and new suggestions are considered.
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Jemberie, Mulugeta A. "ESTIMATING THE CAUSES AND CONSEQUENCES OF GENDER WAGE DISCRIMINATION IN ETHIOPIA." OpenSIUC, 2017. https://opensiuc.lib.siu.edu/dissertations/1469.
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This dissertation assesses the causes and consequences of gender wage discrimination in Ethiopia. In the first chapter, we estimate the distribution of Gender Wage Discrimination in the Ethiopian urban labor market using quantile counterfactual decompositions. The literature generally finds a u-shaped distribution suggesting the presence of both a sticky floor effect and a glass ceiling effect. Using repeated cross-section data for the years 2006, 2010 and 2014, we find a strong evidence of a sticky floor effect but not a glass ceiling effect in the Ethiopian urban labor market. Our paper also provides evidence that there is substantial difference in the extent of discrimination between working in private and public jobs. Public jobs are less discriminatory for women relative to the private jobs. In the second chapter, we investigate the determinants of the gender wage gap in the Ethiopian manufacturing sector between the years 1996 and 2010 with a particular focus on the impact of the export orientation. This is done both at the intensive and extensive margin. Accordingly, we find that more export orientation helps reduce the firm level gender wage gap regardless of whether it is at the intensive or extensive margin. Our results also provide evidence on the presence of sectoral variation on the association between export orientation and gender wage gap. Export orientation doesn’t have a significant impact on the gender wage gap in the construction and housing goods sector. Segmenting the data in to two we also find that the impact of export orientation in reducing gender wage gap is much stronger for the period 2003-2010 relative to the 1996-2002 period. Finally, we estimate the impact of gender earnings differentials on the technical efficiency of the firm in the Ethiopian manufacturing sector for the period 1996 through 2010. We adopt a two-step time-variant panel stochastic frontier model using a translog production function. Our results provide fresh evidence on the existence of a significant negative association between gender wage gap and predicted technical efficiencies of firms. Further subdividing the manufacturing sector into four different industries, we find that the negative association is consistent in most industries. Our results are also robust to the inclusion of other firm level explanatory variables at the sectoral level.
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Sovernigo, Maddalena <1997>. "Gender discrimination on access to credit: comparison between Sweden and Italy." Master's Degree Thesis, Università Ca' Foscari Venezia, 2022. http://hdl.handle.net/10579/21756.
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This research aims at finding the constraints that women face when they want to start an own activity, usually these are more than the ones faced by men. I will focus, especially, on the financial and economic difficulties. There is also a study on women as directors or members of the boardrooms. The most empirical part will focus on the comparison between two opposite European situations on this issue, Sweden (positive) and Italy (negative).
Entrepreneurship is a tough environment. Reaching gender equality in the financial aspect is fundamental on the journey of guaranteeing empowerment and growth to women, one way to achieve this is increasing access to economic opportunity for a higher number of people.
Women find difficulties on access to credit at the first stages of their business, but what is interesting are the reasons behind this problematic, in fact many aspects must be considered and with them, many consequences that affect the start of the activity.
The businesses run by women use less external finance and draw it from less diversified sources than male businesses. Descriptive statistics highlight difficulties in accessing bank credit for female businesses: on the demand side, they resort to it less, anticipating a refusal more often; on the supply side, they have a higher probability of being refused a loan. Econometric analysis shows that these differences largely depend on characteristics - such as size, age or sector of activity - that make female enterprises structurally different from male ones, excluding a significant gender effect. (BCE n.176, 2013).
The situation regarding this issue changes by countries, status of the economy of that country and government policies. The context that has been chosen for this research is the European one, more in depth it will be analyzed a comparison between two states that are in opposite situations regarding this issue, Italy and Sweden. The first country is a growing economy, and it is trying to increase policies to reach same opportunities between women and men on access to credit, while the second is a well-established economy and the equality between gender is almost reached in this sector.
There is a vast potential for untapped entrepreneurial talent among women and banks and other financial institutions have an important role to play in helping these resources contribute to economic growth, while at the same time fostering the growth of their balance sheets.
Women and business, there is still a lot to do to enhance female entrepreneurship. The world workforce is made up of more men than women, and female workers earn less than workers for the same job.
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Flanagan, Annette F. "Gender, Jobs and Geographic Origin of Australian Immigrants." Thesis, University of North Texas, 1999. https://digital.library.unt.edu/ark:/67531/metadc935699/.
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This thesis examines access to managerial jobs in the Australian labor market by immigrant women and men from five continents and five individual countries. Comparisons were not made only among both continent and country groups, but also between the women and men within each group, as a measure of occupational gender inequality. An index of managerial representation in the Australian labor market (MORI) was computed and nine independent variables were applied to measure immigrant representation in managerial occupations. Rank order correlates were used to calculate relationships between variables. Results indicate that women (with the exception of Vietnamese) from all countries were disproportionately underrepresented in managerial jobs and that the more dissimilar immigrant men are to native born Australians, the less likely they are to hold managerial jobs.
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Leung, Hang-san Steven. "Gender bias in policing." Click to view the E-thesis via HKUTO, 2002. http://sunzi.lib.hku.hk/hkuto/record/B42576702.
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Osmani, Lutfun N. Khan. "Credit and women's well-being : a case study of the Grameen Bank, Bangladesh." Thesis, Queen's University Belfast, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.268271.
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Quinn, Mary. "The process and outcomes of equality officer investigation under the Employment Equality Act,1977." Thesis, Keele University, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.268328.
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Huang, Belinda. "Gender, race, and power : the Chinese in Canada, 1920-1950." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0002/MQ43885.pdf.
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Snellman, Alexandra. "Social Hierarchies, Prejudice, and Discrimination." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis ; Uppsala universitet, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8282.
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Pedersen, Anna, and Adam Wrede. "Gender and Hiring patterns : A field experiment on gender bias in the Swedish labour market." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-12038.
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The object of this study was to examine the extent of gender discrimination in the Swedish labour market by using a randomized correspondence testing procedure. To gather the data we utilized a field experiment where fictitious job applications where conducted and sent to real employers. The applications were carefully matched and differed only in gender which was signaled by a traditional Swedish male name or female name. The responses were then analyzed and were the basis in our tests for discrimination. We found only minor evidence of discrimination. Statistically significant discrimination was only found against males in the restaurant business and discrimination against females in full time positions.
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Helmy, Nora, and Maria Tomljanovic. "Future Recruiters’ Attitudes Toward Gender Dysphoric Individuals." Thesis, Stockholms universitet, Psykologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-119802.
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Gender dysphoric individuals are a growing number in society and like other minority groups they are at risk of falling victim to discrimination. In an attempt to understand how attitudes affect discriminatory behaviour in a recruitment situation, future recruiters’ implicit and explicit attitudes toward gender dysphoric individuals were measured in relation to a résumé choice task. Implicit attitudes were measured with an Implicit Association Test and explicit attitudes with a transphobia scale. An independent sample t-test was conducted (N = 42), to measure if implicit attitudes differed between participants who chose a résumé of a gender dysphoric individual and participants that chose a résumé of a non-gender dysphoric individual. Although no significant differences in attitudes between the two groups were found, the results indicate other noteworthy differences in that a vast majority of participants had negative implicit attitudes toward gender dysphoric individuals in contrast to their positive explicit attitudes.
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Molin, Karin. "Gender discrimination in Japanese jobhunting : Listening to the voices of future workers." Thesis, Stockholms universitet, Avdelningen för japanska, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-119048.
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Shariff, Aneesa. "Acculturation, perceived discrimination, gender, and psychological distress among South Asian young adults." Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/28976.
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Acculturation theories have recently been updated; perceived discrimination
is now thought to moderate the relationship between acculturation style and psychological distress (Berry, 2003). This study tested this hypothesis, along with gender differences in acculturation, perceived discrimination, and perceived discrimination as a
moderator in the acculturation-distress relationship. It was thought that differences in gender role expectations for South Asian males and females would suggest possible differences in acculturation style. It was also predicted that differential gender based cultural stereotypes would suggest differences in perceived discrimination and its role in the acculturation-distress relationship for South Asian males versus females.
Two hundred twenty second generation South Asian young adults completed an online set of questionnaires assessing acculturation, perceived discrimination, and psychological distress. Contrary to the study hypotheses, there were no significant gender differences in acculturation or perceived discrimination. Additionally, results of structural equation modelling found perceived discrimination did not moderate the relationship between acculturation and psychological distress for the sample overall or for males and females separately. Contrary to existing acculturation research, there was also no significant link found between acculturation preferences and psychological distress. However, there was a moderate and statistically significant direct relationship between perceived discrimination and psychological distress. Current acculturation theories may need revision in light of these findings. Additionally, counsellors should consider the possibility that second generation South Asian clients’ therapeutic issues may be tied to racial discrimination as opposed to acculturation or bicultural identity formation.
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Lazarou, Loucia. "Women conductors : a qualitative study of gender, family, 'the body' and discrimination." Thesis, Durham University, 2017. http://etheses.dur.ac.uk/11965/.
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The purpose of this study is to develop a broader appreciation of women’s experiences of conducting, focusing on issues concerning embodiment, body language, clothing and so forth in order to place emphasis on their life experiences. The research is based upon thematic analysis (TA) of qualitative interviews conducted with women conductors living in the UK (N=8) alongside detailed Media Content Analysis (MCA) of data derived from online magazines, online newspapers, online blogs and Internet articles. The results reveal prevalent gender discrimination, bias, sexism and misogyny against women in the conducting profession. Specifically, six broad themes emerged through the data analysis. These are: 1) gender discrimination (TA and MCA suggest that gender bias, discrimination, sexist and misogynist comments and attitudes still occur within the conducting profession); 2) factors that influence women conductors’ career development (TA suggests that families as well as a musical background of women conductors have motivated them to pursue and develop a musical career); 3) achieving balance (TA and MCA support that a balance between professional and personal life can be difficult to achieve); 4) clothing (TA and MCA suggest that clothing choices are very important for women conductors, affecting them personally in terms of how they are perceived by other musicians and/or audiences); 5) the conducting body (TA and MCA conclude that gender is not a factor affecting women’s bodily communication; however, their gestures may be perceived differently by people); and 6) conducting and leadership (TA and MCA suggest that the concept of the male ‘tradition’ is the main factor that has prevented women conductors from being seen as great leaders, therefore, women lack the experience and practice to develop their leadership abilities). Taken together, these factors highlight the continuing struggle that women experience in conducting today and provide an insight of how they cope with their profession.
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Mebrahtu, Hagos. "Measuring the gender-wage differential and discrimination in the Eritrean labour market." Master's thesis, University of Cape Town, 2003. http://hdl.handle.net/11427/6908.
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Bibliography: leaves 84-87.<br>The objective of the study is to measure and investigate the sources of gender-wage differentials in the Eritrean labour market. The study uses primary data drawn from the Income and Expenditure Household Survey collected by National Statistics Eritrea in 1997. Three separate standard wage functions for males, females and a pooled one for both sexes are estimated, in which, the dependent variable (semi-log monthly wage) is a linear function of years of schooling, experience, experience squared, and hours worked, and dummy variables capturing, occupations, ethnicity, industry, employer, marital status, fighters (represents whether the individual employee belong to the group who participated in the army struggle for independence or not). The decomposition exercise involved subtracting the female wage equation from the male wage equation, and then the wage differential that is found is in tum decomposed using the standard Oaxaca -Blinder (1973) procedure. The econometric result showed that women earned about 66 % of what men earned. The wage differentials are decomposed into two components, the differential due to the measurable variables and that due to discrimination. The results from the decompositions of the gender-wage differentials show that 18 % of the wage differentials result from discrimination, while 82 % is accounted for by the measurable variables. These results signal that gender-wage differentials emanate both from human capital differences and unequal treatment in the labour market. The results from the wage equation of female workers showed that human capital followed by the variable fighters, hours worked per a week, marital status, industrial sectors, and type of employer were important determinant of female wages. Place of work and occupations were the least important, and ethnicity was insignificant in the wage determination process of the female employees. Likewise, the human capital followed by the variable fighter, place of work and occupations were important variables in determining the male wages. Ethnicity, industrial sectors, employer and marital status were least important in the wage determination process of the male employees in Eritrea in 1997.
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Peterle, Emmanuel. "Gender differences and discrimination in the labor market : experimental and econometric analysis." Thesis, Rennes 1, 2013. http://www.theses.fr/2013REN1G011/document.
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Malgré une amélioration significative de la place des femmes sur le marché du travail depuis les années 60, des inégalités femmes-hommes en termes de salaire et de position dans l’emploi subsistent toujours. Dans cette thèse, nous utilisons à la fois des données d’enquête et des données expérimentales afin d’étudier ce problème. Nous réalisons tout d’abord une étude empirique sur données d’enquête afin d’identifier les déterminants structurels de ces différences femmes-hommes. Nos résultats indiquent qu’une part significative de ces inégalités ne peut être expliquée par des écarts en termes de caractéristiques observables. Nous faisons ensuite appel à l’économie expérimentale afin d’explorer deux facteurs potentiels de cet écart résiduel : la discrimination et les différences femmes-hommes en termes de préférences. Nous nous intéressons à la discrimination en réalisant une première expérience contrôlée en laboratoire. Nous observons une discrimination à l’embauche à l’encontre des femmes dans un cadre d’information imparfaite. Cette discrimination semble provenir du manque d’information à disposition de l’employeur, plutôt que de ses préférences. Dans une seconde expérience en laboratoire, nous mettons en avant les différences entre femmes et hommes en termes d’attitude face à la compétition. Nos résultats suggèrent que les femmes sont moins enclines à entrer en compétition, notamment car elles ont moins confiance en leurs aptitudes que les hommes. Si la discrimination est un facteur potentiel des inégalités femmes-hommes sur le marché du travail, nous montrons dans ces travaux que les différences en termes de préférences sont aussi à considérer<br>Despite a substantial evolution in the participation of women in the labor market since the 60s, there still subsist significant gender inequalities in earnings and occupations. In this dissertation, we use both survey and experimental data to address this issue. We first undertake an empirical study using survey data to isolate the structural determinants of these gender differences. Our findings indicate that a significant part of these inequalities could not be explained by gender differences in observed characteristics. Then, we appeal to experimental economics in order to explore two potential factors of this residual gap: employer discrimination and gender differences in preferences. We first implement a controlled experiment in laboratory to address the issue of discrimination. We find evidence of hiring discrimination against women when information is imperfect. This discrimination seems to arise from the lack of information available to the employer, rather than from her preferences. In a second laboratory experiment, we shed light on gender differences in attitude toward competition. Our results suggest that women are less inclined to enter competition, especially since they are less self-confident than men. Although discrimination consists in a potential factor of gender inequalities in the labor market, we show in this dissertation that gender differences in preferences have also to be considered
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Chiu, Chi-san Angela. "A study of gender inequality in housing attainment of women in Hong Kong." Click to view the E-thesis via HKUTO, 2002. http://sunzi.lib.hku.hk/hkuto/record/B31969094.
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Lane, Tasha Ann. "Gender and the Voir Dire Process." PDXScholar, 2019. https://pdxscholar.library.pdx.edu/open_access_etds/5068.
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The jury selection process (also known as voir dire) has been examined previously in many ways, including racial impacts. Previous research suggests the need for more examination of how and if gender impacts the voir dire process. The lack of knowledge about how gender impacts voir dire might also have implications for public respect and trust in the court system. For example, theories of procedural justice suggest that individual experiences with the legal system affect whether they view the entire legal system as being legitimate. This is important because this perception then impacts how the public interact with the system. This research examines one main research question, how is gender salient in the voir dire process? To understand how gender impacts voir dire, including how attorneys and potential jurors communicate with each other, courtroom observations of the voir dire process were conducted. During these observations coding sheets were used focusing on types of questions asked by attorneys and reactions of the potential jurors and how gender affected this process. Over 150 interactions with potential jurors were examined. The results of these interactions focus on the use and misuse of gendered titles, gendered expectations, and repetition. It was found that gender is salient throughout the process and may impact how attorneys present the questions they ask and the information they give. The results of this research are applicable to jury selection/voir dire research and are important to better understanding how gender is seen and acted out in the courtroom.
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Schroering, Joan B. "Gender bias among mental health professionals." Huntington, WV : [Marshall University Libraries], 2003. http://www.marshall.edu/etd/descript.asp?ref=376.
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Collins, Laura Jane. "Locating Sex: the Rhetorical Contours of Transgender Anti-Discrimination Law." Diss., Virginia Tech, 2017. http://hdl.handle.net/10919/85364.
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Legislation and litigation aimed at ending discrimination against transgender people has been both critiqued as eliding the structural roots of discrimination and celebrated as an important visibility project that helps to highlight the struggles trans people face. Approaching law as an ongoing interaction where meaning unfolds, I investigate what is being made visible through transgender anti-discrimination law and how it might variously impact trans and gender justice movements in the future. I analyze three different articulations of transgender anti-discrimination law, attending to the rhetorical configurations of sex, identity, and discrimination that emerge in them and the political and ethical implications of those configurations. Ultimately, I argue that this rhetorical mapping complicates how we understand identity to function within anti-discrimination law and, more importantly, that it highlights the ethical possibilities that lurk beneath simple understandings of anti-discrimination law.<br>Ph. D.