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1
Gesso, Carla Del. "Gender Budgeting Implementation in Italian Regional Governments: Institutional Behavior for Gender Equality and Women’s Empowerment." International Business Research 12, no. 12 (November 28, 2019): 110. http://dx.doi.org/10.5539/ibr.v12n12p110.
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Gender budgeting has great potential to promote the United Nations 2030 Agenda concerning gender equality and women’s empowerment. This article shares some reflections on the need to implement and institutionalize gender budgeting at the regional level, both by embedding gender issues into the overall regional government budgetary process and by promoting gender equality disclosures. An empirical insight into the institutional behavior of Italian regional governments is provided. The study seeks to understand how the gender perspective is integrated into the governmental strategy that informs the entire budgetary cycle of Italian regional governments, by performing a thematic analysis of the key regional planning documents. The local promotion of gender budgeting implementation through institutional norms and the practice of gender performance reporting in Italian regional governments are also addressed. The results highlight that although there are differing degrees of commitment to gender equality and women’s advancement within the regions, the gender perspective is quite homogeneously integrated into the governmental strategy. Four gendered transversal thematic priorities are identified: the encouragement of women’s employment, the promotion of equal gender opportunities, the enhancement of social inclusion, and the combatting of gender-based violence. Furthermore, although nine regional laws establish gender performance reporting, additional reporting tools integrating non-financial information on gender issues are included solely in a small part of the regional government performance reporting systems. A greater organizational and cultural commitment to the institutionalization of the gender budgeting idea is needed in order to allow stakeholders to appreciate the government’s value outcomes in all their dimensions, including the gender-related social dimension.
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Bazinet, Lucie, Tamara Sequeira, and Julie Delahanty. "Promoting Institutional Change: CIDA's framework for assessing gender equality results." Development 49, no. 1 (March 2006): 104–7. http://dx.doi.org/10.1057/palgrave.development.1100234.
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Diogo, Sara Margarida, Carina Jordão, Teresa Carvalho, Hana Himi, Maya Ashkenazi, Veronika Mešková, Anita Thaler, and Jennifer Dahmen-Adkins. "Change in research and in higher education institutions." Investigaciones Feministas 12, no. 2 (June 18, 2021): 283–95. http://dx.doi.org/10.5209/infe.72054.
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Introduction. Funded under the Horizon 2020 programme, the CHANGE project –Challenging Gender (In)Equality in Science and Research– aims to create and implement tailor-made gender equality plans (GEPs) in research performing organisations (RPOs). To make GEPs more sustainable, efforts are being made to stimulate institutional cultural change towards gender equal work environments and foster the gender dimension and inclusive research and innovation programmes in research funding organisations (RFOs) as well. The promotion of a gender equality culture is thus a key requirement for RPOs to maximise their potential. The CHANGE consortium is composed of seven institutions from six countries –Austria, Germany, Portugal, Slovenia, Slovakia, and Israel– of which five are GEP implementing partners and two are experienced partners (one coordinator and one internal evaluator). Objectives and Methodology. This paper approaches the methodology of the project and the structural and cultural challenges faced by the implementing partners so far, looking more specifically to the similarities and differences in the different national and institutional contexts. Results and Discussion. In all the five implementing partners organisations, successful steps have been taken in the implementation of GEPs. Regardless of these first successes, even with increasing women’s representation in management and decision-making positions in some specific cases, implementing partners and coordinators fear that this change may be merely circumstantial or only due and during the project duration. Contribution. The challenges and barriers faced so far to stimulate institutional and cultural change towards gender equal work environments in RPOs are diverse. While there are important social, cultural, and institutional differences among the partner institutions, there is a great similarity in the difficulties faced in implementing GEPs. Resistances and challenges that emerge during processes of change when gender equality policies are implemented in RPOs are more transversal to different national and organisational contexts than one could expect.
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Chouari, Monia, Moncef Ghiss, and Anastasia Zabaniotou. "Academic promotion and leadership: ‘moving the needle’ for the enhancement of gender equality in Tunisian higher education institutional members of the RMEI network following the TARGET framework." Open Research Europe 1 (March 24, 2021): 14. http://dx.doi.org/10.12688/openreseurope.13217.1.
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Although job opportunities, recruitment criteria, health insurance and social welfare are equally available regardless of sex, academic promotion at higher education institutions has so far been a challenging issue for women more than men. Even though there are not legislative policies or political strategies proscribing gender discrimination, the under-representation of women in high profile positions is thought-provoking as it was found by this study on collecting segregating data at the Faculty of Arts and Human Sciences of Sousse (FAHSS) and to a lesser degree at the National Engineering School of Sousse (ENISO). Given insufficient research in the area under investigation, and despite the shortage of data needed for examination, this study makes use of and analyses the available data collected from Sousse University. Built upon the findings, this paper sets forth to examine impediments as challenges to progress which are encountered by women. Despite the belief that gender parity has been acquired, it is still a challenge to progress to endorse the culture of gender equality at higher education institutions. The study entails the activities of the gender equality committee created at Sousse University in 2018 with the support of the Mediterranean Network of Engineering Schools (RMEI) and under the framework of the EU TARGET project entitled ‘Taking a reflexive approach to gender equality at Institutional transformation’.
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Chouari, Monia, Moncef Ghiss, and Anastasia Zabaniotou. "Academic promotion and leadership: ‘moving the needle’ for the enhancement of gender equality in Tunisian higher education institutional members of the RMEI network following the TARGET framework." Open Research Europe 1 (May 13, 2021): 14. http://dx.doi.org/10.12688/openreseurope.13217.2.
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Although job opportunities, recruitment criteria, health insurance and social welfare are equally available regardless of sex, academic promotion at higher education institutions (HEIs) has so far been a challenging issue for women more than men. Even though there are not legislative policies or political strategies proscribing gender discrimination, the under-representation of women in high profile positions is thought-provoking as it was found by this study on collecting segregating data at the Faculty of Arts and Human Sciences of Sousse (FAHSS) and to a lesser degree at the National Engineering School of Sousse (ENISO). Given insufficient research in the area under investigation, and despite the shortage of data needed for examination, this study makes use of and analyses the available data collected from Sousse University. Built upon the findings, this paper sets forth to examine impediments as challenges to progress which are encountered by women. Despite the belief that gender parity has been acquired, it is still a challenge to progress to endorse the culture of gender equality at higher education institutions. The study entails the activities of the gender equality committee created at Sousse University in 2018 with the support of the Mediterranean Network of Engineering Schools (RMEI) and under the framework of the EU TARGET project entitled ‘Taking a reflexive approach to gender equality at Institutional transformation’.
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Vilhena, Fernanda Campanini, and Jon Pizarro Pérez. "Promoting gendered structural change in leadership in higher education." Investigaciones Feministas 12, no. 2 (June 18, 2021): 319–30. http://dx.doi.org/10.5209/infe.72334.
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Introduction and objectives. In the higher education and research sector, efforts have been employed in diverse countries to bring about gendered structural change, and most strategies pursue such a goal through the implementation of formal changes in its structures and policies. Leaning on the feminist institutionalism theory, the aim of this article is to discuss the importance of understanding how the formal and the informal institutional norms interact between each other in initiatives seeking gender equality in leadership and decision-making in the specific context of higher education institutions. Methodology. A qualitative approach has been followed. Interviews with members of the Board of Directors of a higher education and research institution in northern Spain have been conducted and analysed, aiming at identifying the barriers to the access of women to leadership positions and possible measures to overcome them. Results. The analysis confirmed the impact caused by the gendered dynamics present at both individual and institutional levels to GE initiatives. While the importance of formal institutional commitments to gender equality has been recognised, the analysis recalls the attention to the fact that informal settings shape the applicability of formal policies, with continuous references to the traditionally unequal distribution of power and attribution of value to women and men. Discussion and added value. Although much theoretical knowledge has been produced in the field of gender and institutions, especially concerning the gendered bases of institutions, the field still lacks within-process studies on the aspects influencing the obtained outcomes of developed initiatives pursuing gender equality in institutional leadership. The study developed in this paper allows for replication in different contexts, hence contributing to the refinement of the existing knowledge on the dynamics of change in gender-oriented initiatives
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Linkova, Marcela, and Lut Mergaert. "Negotiating change for gender equality: identifying leverages, overcoming barriers." Investigaciones Feministas 12, no. 2 (June 18, 2021): 297–308. http://dx.doi.org/10.5209/infe.72319.
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Introduction. Institutional change through gender equality plans is today the dominant approach to promoting gender equality in higher education and research. Building on our experiences as “technical support partners” in several EU-funded projects, we reflect on how change is negotiated in a variety of contexts. Objectives. Theoretically, using Feminist Institutionalism and the Science and Technology Studies concept of the trading zone, our objective is to analyse institutional negotiations among various, differently positioned actors with diverse backgrounds, value systems and negotiating power. From a practice-oriented perspective, our aim is to demonstrate typical challenges, suggest pathways towards solutions, and identify specific negotiation skills which underscore the capacity-building needs of change agents. Methodology. For our analysis, we have selected eight information-rich case studies through purposive theory-based sampling, illustrating the different transactions in the trading zones, based on our prior knowledge of the circumstances. The methods we draw on are primarily participant observation and textual analysis of project documents. Results. The selected theoretical combination allows us to identify leverages, ways to overcome barriers and the required skills and competences. Specifically, we underscore the use of participatory and co-creation techniques, strategic framing, spotting and using windows of opportunity, and wide mobilisation of stakeholders. We highlight key features of the change process, including its processual and incremental nature, the need for constant negotiation and the capacity-building needs of change agents. Contribution. With this analysis, we contribute, firstly, to the understanding of organisational change by identifying concrete barriers and opportunities as well as considering the ways in which a shared representation of gender equality is developed. The second, theoretical contribution lies in combining Feminist Institutionalism and the concept of the trading zone, which allows us to bring to productive dialogue issues of power, processuality and the need to address both material and discursive enactments of change processes.
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Blanco-González, Alicia, Giorgia Miotto, Francisco Díez-Martín, and Camilo Prado-Román. "Relationship Between Equality Policies and Moral Legitimacy According to Experts’ Perceptions." Tripodos, no. 48 (December 2, 2020): 103–16. http://dx.doi.org/10.51698/tripodos.2020.48p103-116.
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The gender equality topic is gaining momentum both in the organizational and in the institutional management field. In order to close the gender gap that is common in the business environment, governments are promoting full and effective inclusion of women in all business areas and levels, developing useful policies to reach equal career progress opportunities and access to the highest level of the decision-making stages in the political, economic and public context. Companies also apply and implement these kinds of policies. The design and application of gender equality policies generates multiple benefits for companies’ intangible assets, such as positive reputation and legitimacy. Companies who apply effective equality policies can expect an improvement in their internal and external social acceptance, and, therefore, an increase in their moral legitimacy perception. The objective of this study is to verify how gender equality policies influence the corporate moral legitimacy. To measure this relationship, a sample of 75 experts in social responsibility has been used and a model of a regression has been applied to measure the impact of gender equality policies on moral legitimacy.
Keywords: legitimacy, gender equality, corporate social responsibility, sustainability, ethics.
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Ellmer, Anna. "Caring for Equality? Administering Ambivalence in Kindergarten." Sociologus 70, no. 1 (January 1, 2020): 39–55. http://dx.doi.org/10.3790/soc.70.1.39.
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Abstract In recent years, kindergartens in Austria have increasingly become the target of an ambivalent politics of belonging and difference. Looking at institutional childcare practices as processes of doing and undoing differences, this article explores how kindergarten staff translate societal missions of promoting both ‘integration’ and ‘diversity’ into practice by reflecting particularly on the role of bureaucratic practices within this dynamic. Ethnographic studies on the organisational dimensions of institutional childcare have mostly focused on their normalising effects. Based on ethnographic material from two Viennese kindergartens, I show that universalist claims to childcare as a vehicle for belonging are important. Yet, care and administration in kindergarten hardly proceed in clear-cut ways. Pedagogical/bureaucratic practices unfold at the nexus of ‘formal’ and ‘informal’, as well as ‘private’ and ‘public’ spheres, mediated by an ambivalent normative universe and within limited institutional resources. Using a case of staff negotiating kinship practices in one family, the article traces their interplay and shows how bureaucratic practices become entangled with gendered constructions of cultural difference. Keywords: Bureaucracy, childcare, kinship, doing difference, gender
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McCarthy, Lauren, and Jeremy Moon. "Disrupting the Gender Institution: Consciousness-Raising in the Cocoa Value Chain." Organization Studies 39, no. 9 (July 11, 2018): 1153–77. http://dx.doi.org/10.1177/0170840618787358.
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Gender is one of the most taken-for-granted institutions. Inequality is a common by-product of this institution and questions arise as to how such inequalities can be addressed. We uncover the cognitive and emotional processes individuals experience that enable them to begin disrupting the gender institution, within our case context of a gender equality programme in the Ghanaian cocoa value chain. We identify four elements of institutional apprehension: theorizing, auditing, relating to others and exploring difference. These processes help individuals ‘see’ the dimensions of the gender institution: its order’s laws and rules, its organizational gender regimes, and its gendered practices in daily interactions. Furthermore, some individuals are able to appreciate the dynamic interplay between these dimensions, and the power relations that are inherent within them. We argue that this fifth element of institutional apprehension, consciousness-raising, is particularly important for achieving equality. Consciousness-raising involves connecting everyday practices with organizational and structural rules, thus making ‘the personal political’. It enables individuals to reconsider the way that power plays out in relational ways within value chains, promoting variously fatalism, resistance and the possibility of more multidimensional solutions to gender inequality.
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Bouliari, Aikaterini. "Advocating for vulnerable groups’ health promotion: development of institutional data." Hellenic Journal of Nursing Science 13, no. 3 (July 2, 2020): 15–19. http://dx.doi.org/10.24283/hjns.202033.
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Poor health cannot be attributed only to microbiological and genetical factors. It is a much more complex situation, involving both the conditions in which people live, such as access to health care, schools and education, as well as working conditions, recreation, homes, communities and cities, as well as cultural characteristics such as social status, gender, age, nationality, values and distinctions. All of these factors affect a person’s chances of leading a flourishing and healthy life. Chances of good health are not equally distributed within society causing health inequalities. Thus, organized societies and their institutions are called upon to set health protection frameworks as a social right for vulnerable population groups. The purpose of the article is to make a comprehensive reference to the term vulnerability, as well as the regulatory framework that is formed around it in the modern society. The social challenge is a framework based on inclusive human rights, justice and democracy.
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Soares, Benjamin F. "The Attempt to Reform Family Law in Mali." Die Welt des Islams 49, no. 3-4 (2009): 398–428. http://dx.doi.org/10.1163/004325309x12499944891284.
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AbstractIn this paper, I am concerned with understanding the recent efforts to reform the laws governing marriage and inheritance, the code de la famille or the Family Code in Mali. Since the advent of multiparty elections in the 1990s, prominent members of the Malian government and civil servants, Malian women's rights activists, secular NGOs, and international and bilateral donors have made efforts to promote various social reforms, including the advancement of women's rights and the promotion of gender equality, particularly through changes in the Family Code. While some observers have attributed the lack of reform to the increased influence of “Islamists” and/or to religiously conservative Muslims, I draw on historical research and ethnography to propose an alternative reading of the lack of institutional law reform. As I argue, the gap between Malian civil law relating to the family and the lived experiences and social practices of many Malians, who are overwhelmingly Muslim, has become even more apparent in this era of political liberalization and promotion of global human rights discourses. This has helped to make such proposed social reforms as the promotion of women's rights and family law reform more contentious and the ultimate outcome even more uncertain.
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Onishchyk, Yuriy, Oksana Pozhydaieva, and Tetyana Semigina. "Overcoming gender inequality in Ukraine: political, legal, social and educational dimensions." Scientific bulletin of South Ukrainian National Pedagogical University named after K. D. Ushynsky 2020, no. 4 (133) (December 24, 2020): 109–16. http://dx.doi.org/10.24195/2617-6688-2020-4-14.
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The issue of gender equality as an equal treatment of all, regardless of social or other circumstances, is important for the implementation of the Sustainable Development Goals by 2030 and the implementation of a number of international legal instruments to combat gender discrimination. The study aims to characterize the state of gender inequality in Ukraine and outline possible ways to overcome this phenomenon through the use of political, legal, socio-practical and educational measures. It is carried out using a systematic analysis of international and domestic indicators of gender inequality that constitute the methodological basis for establishing the level of gender inequality, as well as regulatory analysis of documents adopted by international and domestic organizations. The undertaken analysis demonstrates that Ukraine has an extensive legal framework designed to ensure equal rights and opportunities for men and women, address gender discrimination, and harmonize Ukrainian and international gender policies. At the same time, the gender equality indicators (Gender Inequality Index used by the UN; Gender Gap Index used by the World Economic Forum), the results of sociological research (World Values Survey; use of domestic work; leisure practices) evidence that the issues of gender inequality, gender asymmetry and gender stereotypes are unresolved and require the introduction of institutional mechanisms to ensure equality. Such mechanisms could include: legal expertise, gender quotas, gender budgeting, work with local communities and social service providers, ensuring gender sensitivity of services, including social ones, formation of gender-based competence, implementation of promotional work, introduction of gender approaches in educational institutions.
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Wittbom, Eva Elisabeth. "Management control for gender mainstreaming – a quest of transformative norm breaking." Journal of Accounting & Organizational Change 11, no. 4 (November 2, 2015): 527–45. http://dx.doi.org/10.1108/jaoc-08-2012-0069.
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Purpose – This paper aims to discuss the gendered dimensions of management control. Gender mainstreaming is a worldwide strategy for gender equality. The question raised in this paper is how a management control system functions under the pressure of mainstreaming gender into a core business. Design/methodology/approach – The evidence stems from a case study at two Swedish Governmental public transport administrations. Interviews, observations of meetings and close reading of documents furnish this paper with data over a five-year period regarding the management control of the policy goal of a gender-equal transport system. The practice of management control for gender mainstreaming is studied by adopting sociological institutional theory and a gender perspective. Findings – The management control system proves to hamper gender equality. In a technocratic core business, the control system fails to support gender mainstreaming. In this paper, the control of a gender-equal transport system results in a quantitative perspective on women and men instead of a qualitative gender perspective on the transport system. Practical implications – This paper has practical implications both for accountants being involved in management control for gender mainstreaming and for all persons involved in promoting gender mainstreaming. Originality/value – The paper contributes to the scarce literature from research with a gender perspective on management control systems. Being exposed to gender mainstreaming, the gender perspective discloses dysfunctional dimensions within the management control system.
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Strobl, Staci. "Towards a ‘Women-Oriented’ Approach to Post-Conflict Policing: Interpreting National Experience(s) and Intergovernmental Aspirations." International Journal for Crime, Justice and Social Democracy 9, no. 1 (February 25, 2020): 95–111. http://dx.doi.org/10.5204/ijcjsd.v9i1.1465.
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In regard to the United Nations’ (UN) framework for promoting gender equality in policing, including women in national police forces remains a global challenge. Even countries possessing a stable history of women’s involvement reveal that women are significantly under-represented in policing when compared to other professions—even though prior research has strongly suggested that women are important actors in establishing post-conflict democratic order. This article outlines the political, social and institutional challenges that are faced to achieve significant gender representation in national police forces. It also recommends countering these challenges by using a ‘women-oriented’ approach. Such an approach does not merely fulfil the aspirational UN goals of achieving greater gender balance, it also yields many practical advantages for improving policing, including 1) leveraging the unique skills that women offer in policing, 2) making better use of force decisions, 3) combatting police corruption and 4) increasing the gender responsiveness of police. Finally, several operational strategies for promoting more women into policing are suggested.
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Ilie, Camelia, Abel Monfort, Gaston Fornes, and Guillermo Cardoza. "Promoting Female Entrepreneurship: The Impact of Gender Gap Beliefs and Perceptions." SAGE Open 11, no. 2 (April 2021): 215824402110184. http://dx.doi.org/10.1177/21582440211018468.
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Perceptions and institutional frameworks can be barriers or facilitators to the development of female entrepreneurship policies. Institutions rely on factual data on the gender gap to evaluate their policies. However, the literature shows that the research and institutions should also analyze the impact of social beliefs on the success of these policies and initiatives. This study focuses on the impact of these perceptions in promoting female entrepreneurship. Data were collected from 287 responses to a questionnaire from Spanish women and men and were analyzed using multivariate regression analysis. The results show that the perception of lack of equality increases the gender gap even if there are specific and effective policies in a society that attempt to eliminate the gender gap in terms of the role of women in the home or positions of power. The main result is that these perceptions ultimately affect women’s entrepreneurial intentions. The results have policy implications for companies and public institutions willing to change the gender narrative about entrepreneurship and design policies and initiatives that help women overcome cultural barriers and effectively promote female entrepreneurship.
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Do, James J., and Steven M. Samuels. "I Am a Warrior: An Analysis of the Military Masculine-Warrior Narrative Among U.S. Air Force Officer Candidates." Armed Forces & Society 47, no. 1 (July 2, 2020): 25–47. http://dx.doi.org/10.1177/0095327x20931561.
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This qualitative study examines how cadets at the U.S. Air Force Academy make sense of their experiences, form attitudes and beliefs, construct identities, and how a vocal minority of men create and perpetuate a biased gender norm. Despite an institutional intention of egalitarianism, cadets construct a highly masculinized culture. Focus group and interview analyses show how cadets perpetuate the military masculine-warrior narrative in sensemaking and the construction of gender differences. We argue that the narratives become an acceptable way to express gender biases, overriding the actual reason for the existence of fitness testing. We conclude by addressing the contradiction between policies promoting the inclusion of women in the military and the sexism described above. Acknowledging the lived experience of military personnel would allow for better perceptions of gender equality and suggests potential directions for policy, practice, and future research.
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Sánchez Ruiz, Inmaculada Concepción, Manuela Áviles Hernández, and Juan José García Escribano. "La implantación de Planes de Igualdad de Oportunidades entre Mujeres y Hombres en los municipios de la Región de Murcia (España)." AZARBE, Revista Internacional de Trabajo Social y Bienestar, no. 9 (December 14, 2020): 83–92. http://dx.doi.org/10.6018/azarbe.436001.
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En el año 2007 se aprobó, a nivel nacional, la Ley Orgánica 3/2007 para la igualdad efectiva de mujeres y hombres. Ese mismo año, en la Región de Murcia, se aprobó la Ley 7/2007 para la igualdad entre mujeres y hombres y la protección contra la violencia de género. Ambas leyes establecen la obligatoriedad a las administraciones públicas de elaborar y ejecutar planes de igualdad. El objetivo del trabajo de investigación que se recoge en este artículo es identificar y analizar los planes de igualdad de oportunidades entre mujeres y hombres que se han aprobado en los Ayuntamientos de la Región de Murcia hasta el año 2017. Teniendo en cuenta el objeto de estudio, se ha recurrido a una metodología cualitativa, centrada en la revisión documental. En la investigación han participado 40 municipios de la Región de Murcia. Se ha podido trabajar con 28 planes de igualdad implantados a nivel local desde 1992 hasta 2017. Los resultados del análisis indican que no existe un desarrollo adecuado de planes de igualdad de oportunidades entre mujeres y hombres a nivel local en la Región de Murcia. Destaca el escaso progreso institucional y se aprecia una carencia respecto a medidas específicas para prevenir las desigualdades de género en todos los ámbitos de la realidad social. In 2007, Organic Law 3/2007 for the effective equality of women and men was approved at the national level. That same year, in the Region of Murcia, Law 7/2007 was approved for equality between women and men and protection against gender violence. Both laws establish the obligatory nature of public administrations to prepare and execute Equality Plans.
The objective of this research is to analyze the content of the Equal Opportunity Plans between women and men that have been approved by the City Councils of the Region of Murcia until the year 2017. Taking into account the object of study, a qualitative methodology, focused on documentary review. 40 municipalities in the Region of Murcia have participated in the research and it has been possible to work with 28 Equality Plans implemented locally from 1992 to 2017. The results of the analysis indicate that there is no adequate development of Equal Opportunity Plans among women. and men locally in the Region of Murcia. The low institutional progress stands out and there is a lack of specific measures to prevent gender inequalities in all areas of social reality. This research is a starting point towards a new approach to equality policies in the Region of Murcia, aimed at promoting, making visible and achieving real equality by eliminating gender-based social inequalities.
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Budhathoki, Pragya, Bipana Sapkota, Raj Maharjan, Shrijana Bista, and Aakash Gosain. "Empowerment of diversity in the Nepalese corporate sector." Quest Journal of Management and Social Sciences 1, no. 1 (October 18, 2019): 96–118. http://dx.doi.org/10.3126/qjmss.v1i1.25976.
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Background: There are numerous policy developments undergoing addressing the issue of gender empowerment and social inclusion (GESI) in the corporate sector with an aim to socio-economic mainstreaming of the backward groups but the government programs and the national youth policy may still be lacking the effective implementation for addressing the needs, rights and aspirations of the overall backward people. The present researchers perceived strong need for closer assessment of effectiveness of the policy framework to promote diversity, especially in the corporate sector.
For this, the paper, as a whole, discusses within the broader framework of equality and inclusivity, the theme of women in corporate governance with particular reference to Nepalese corporate sector.
Objectives: This study was aimed to explore the present scenario of empowerment of diversity in the Nepalese corporate sector.
Methods: Fully based on desk research crafted on qualitative paradigms of study. Secondary data were used to collect the information on the issues, trends, matters relating to Gender equality and social inclusion (GESI) and youth empowerment.
Results: Effective compliance of corporate governance (CG) has played the significant role in promoting GESI and youth empowerment in the Nepalese corporate sector under changing context of the country and beyond.
Conclusions:As a result of multi-dimensional transformation of national structural system, there has been increasing sensitivity and application of GESI sensitive planning and implementation in the Nepalese corporate sector. Such a practice would serve instrumental in empowering women, youth and other marginalized sections of the society.
Implications: GESI compliance and youth empowerment in corporate and other service sectors should be made a part of national strategic direction at all levels of institutional governance and disciplining.
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Dossani, Rimal H., Danielle Terrell, Jennifer A. Kosty, Robert C. Ross, Audrey Demand, Elizabeth Wild, Racheal Peterson, Laura B. Ngwenya, Deborah L. Benzil, and Christina Notarianni. "Gender disparities in academic rank achievement in neurosurgery: a critical assessment." Journal of Neurosurgery 133, no. 6 (December 2020): 1922–27. http://dx.doi.org/10.3171/2019.8.jns191219.
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OBJECTIVEThe objective of this study was to evaluate whether there are disparities in academic rank and promotion between men and women neurosurgeons.METHODSThe profiles of faculty members from 50 academic neurosurgery programs were reviewed to identify years in practice, number of PubMed-indexed publications, Doctor of Philosophy (PhD) attainment, and academic rank. The number of publications at each academic rank was compared between men and women after controlling for years in practice by using a negative binomial regression model. The relationship between gender and each academic rank was also determined after controlling for clustering at the institutional level, years in practice, and number of publications.RESULTSOf 841 faculty members identified, 761 (90%) were men (p = 0.0001). Women represented 12% of the assistant and associate professors but only 4% of the full professors. Men and women did not differ in terms of the percentage holding a PhD, years in practice, or number of publications at any academic rank. After controlling for years in practice and clustering at the facility level, the authors found that men were twice as likely as women to be named full professor (OR 2.2, 95% CI 1.09–4.44, p = 0.03). However, when institution, years in practice, PhD attainment, h-index, and number of publications were considered, men and women were equally likely to attain full professorship (OR 0.9, 95% CI 0.42–1.93).CONCLUSIONSData analysis of the top neurosurgery programs suggests that although there are fewer women than men holding positions in academic neurosurgery, faculty rank attainment does not seem to be influenced by gender.
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Itty, Sarin Sajan, Jose Rafael Garcia, Calvin Futterman, Sofia Garcia Aust, and Bahaudin G. Mujtaba. "Breaking the Glass Ceiling Philosophy and Reality: A Study of Gender Progress and Career Development in the Corporate World." Business Ethics and Leadership 3, no. 3 (2019): 6–18. http://dx.doi.org/10.21272/bel.3(3).6-18.2019.
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With the evolving nature of the business world, it has become a modern necessity to have a diverse workforce. As such, human resources professionals and managers must be prepared for the redesign of their organizations to be more inclusive throughout their formal hierarchies. Although the overall attitudes have become generally more feminist, the unfortunate reality is that women continue to face internal and external barriers which act as a ceiling to their career development and advancement. Rather than viewing the paucity of women in management positions as a problem because of public disdain towards gender disparities within the workplace, this paper emphasizes that organizations should view this as an opportunity to gain a competitive advantage, given that having more women in leadership positions is correlated to improved organizational performance. The main argument of this research is that gender diversity can lead to better outcomes for an organization; in addition to this, research demonstrates that the inclusion of more women within management positions may also encourage a transformational leadership style, which could potentially lead to sustainable growth for a company. Throughout this paper, using the methodology of reviewing recently published literature, this paper demonstrates the fact that the glass ceiling is detrimental to the economic development of both women and the companies as institutional barriers seem to persistently block them from equitable advancement opportunities. Using published data and expert analysis, we provide suggestions and recommendations for the creation of an inclusive work environment where all employees can have fair and transparent progress based on their goals and qualifications. The “glass ceiling” literature has empirically demonstrated that managers can reduce the negative gender-based stereotypes by empowering more qualified women to take on leadership responsibilities. At the meantime, professionals can serve as advocates in their local governments to create and change laws that are unfair and unjust. All local leaders, managers and employees must promote the benefits of diversity to build and encourage inclusion in the workplace. Furthermore, all organizations can improve their inclusion training so their employees can keep an open mind regarding diversity. With the application of the recommended skills and suggestions, coupled along with public awareness and advocacy for equity in hiring and promotion decisions, the “glass ceiling” can certainly be eliminated in all organizational settings. Keywords: glass ceiling, discrimination, wage gap, inclusion, gender equality, mentoring, and career development.
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Aswandi, Aswandi, and Cut Rizlani Kholibrina. "Empowering Women on Bamboo Utilization and Conservation in the Lake Toba Catchment Area of the North Sumatra Province of Indonesia." Environmental Sciences Proceedings 3, no. 1 (November 12, 2020): 47. http://dx.doi.org/10.3390/iecf2020-08026.
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Indonesia is blessed with the wonderful and beautiful Lake Toba catchment area where diverse bamboo species grow and provide socio economic benefits to the Bataknese community indigenous to the region. The bamboo resource, however, hasn’t been sustainably managed due mainly to over-cutting while cultivation has been insignificant. This study aims to investigate the relevant interventions for achieving sustainable bamboo resource in this region. Data were derived from questionnaire surveys of 154 women and in-depth interviews with 65 respondents in Simalungun and Karo districts. In order to identify the cause of problem and strategies for sustainable management, a problem tree analysis was conducted. Findings of the study show that strengthening institutional framework, utilizing efficiently, enhancing initiatives on bamboo conservation and development, and promoting local stakeholders are identified as strategies for sustainable management. The basic notions are that achieving sustainable management is feasible only with stakeholders’ support, and local communities must be provided with decent incomes by efficient utilization. Furthermore, bamboo management must be supported by promoting gender equality and empower women related to their control over bamboo plantation and harvesting, market access and other decision-making opportunities on income and expenditure. The study recognizes that there is a strong relationship between decision making authority and women empowerment.
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Fujimoto, Yuka, and Mohammad Jasim Uddin. "Poor-inclusive workplace model: A Relational Perspective." Equality, Diversity and Inclusion: An International Journal 39, no. 8 (June 24, 2020): 881–900. http://dx.doi.org/10.1108/edi-11-2019-0267.
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PurposeThe theory building of inclusive workplace is still in its early stages, particularly concerning the inclusion of the poor in the developing countries. Through the exploration of social entrepreneurial inclusion, this study extends the inclusive workplace theory by featuring the inclusive dynamism of organizations for the poor in developing countries.Design/methodology/approachA case study approach was selected, as the goal of this study is to build on the theory in an under-researched area. This qualitative study is described as theory elaboration as it expands upon theoretical links that have received little attention among workforce diversity scholars.FindingsWe have established a conceptual framework of social entrepreneurial inclusion, which encompasses the following normative themes: organizational perspective for promoting social equality, empowering relationships, a sense of inclusion, organizational access to valuable resources and empowered inclusion.Research limitations/implicationsAlthough we have taken an exploratory qualitative approach and made efforts to report our data neutrally, we acknowledge that the ethical and theoretical positions taken in analyzing the data may have influenced the outcome of this research and, therefore, our findings can never be truly objective. We also acknowledge that this study was conducted in developing countries, thus the poor inclusive workplace model is not generalizable for the poor in developed countries due to different institutional and ecological settings.Practical implicationsWe have illustrated the importance of business leaders leveraging the opportunities in the space between interdependency of individuals and organizations through doing well by doing good. Poor-inclusive workplaces need business leaders who can demonstrate the effective interpersonal skills to develop constructive and personalized relationships with the workers, the family and community members to encourage the idea that the poor be included in the workplace.Social implicationsThe findings from this study also infer how corporations may collaborate with SEs and humanitarian agencies for inclusive growth so they can simultaneously unleash economic value and social value to develop more effective poor-inclusive business models in both sectors. Social entrepreneurs (SEs) and humanistic agencies tend to have situated knowledge of the poor in terms of locally embedded needs and knowledge of the community that corporations do not have.Originality/valueThis paper promotes the integrative workplace models of inclusion where inclusion of poor is empowered through involvement of multiple parties inside and outside workplaces. The empowered inclusion outcomes are strengthened through organizational access to valuable resources at the institutional level.
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Edwards, D. Brent, Manca Sustarsic, Mina Chiba, Mark McCormick, Melissa Goo, and Sara Perriton. "Achieving and Monitoring Education for Sustainable Development and Global Citizenship: A Systematic Review of the Literature." Sustainability 12, no. 4 (February 13, 2020): 1383. http://dx.doi.org/10.3390/su12041383.
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This paper presents the results of a systematic review of literature (56 studies) related to Sustainable Development Goal 4.7. The goal of the research reported on here is to contribute to the discussion around strategies for working towards and monitoring SDG4.7 at the institutional level. Within this overarching focus, our review of the literature was designed to identify studies that have looked at both student learning and teacher education related to SDG4.7. This twin focus stems from the recognition that achieving the SDGs will be particularly difficult if policymakers are not attentive to both sides of the learning equation—that is, first, to the ways that teachers learn to teach about issues related to SDG4.7 and, then, the ways that students acquire this knowledge and are assessed. The five findings sections of this review correspond to the five areas of emphasis embedded in the language of SDG4.7, namely, education for (a) sustainable development, (b) human rights, (c) gender equality, (d) promoting of a culture of peace and non-violence, and (e) appreciation of cultural diversity. In accordance with the purpose of this review, the synthesis for each area of emphasis digs into the details of the educational interventions, monitoring and evaluation strategies, and results that are documented in the publications analyzed. Thus, this review can be useful for informing educational or pedagogical approaches related to SDG4.7, as well as for designing monitoring and evaluation tools for the SDGs.
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Gopalen, Priya, and Barry Pinsky. "African Housing Organisations Respond to The Hiv and Aids Crisis." Open House International 33, no. 4 (December 1, 2008): 8–15. http://dx.doi.org/10.1108/ohi-04-2008-b0002.
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HIV and AIDS is an urgent housing and human settlements issue, especially among women and children living in poverty and suffering from poor housing conditions in urban slums in the South. The link between poverty and HIV prevalence is well established, and the fact that inadequate shelter increases the vulnerability of the urban poor to HIV and AIDS is increasingly recognised. Since 2003, Rooftops Canada and their partners in Kenya, Tanzania, Cameroon, Zimbabwe, South Africa, and more recently Uganda, have been working on strategies and developing programmes to respond to the AIDS crisis in these countries. Related programmes link shelter to poverty reduction through sustainable economic and social development, environmental protection, respect for human rights, democratisation and gender equality. This paper compiles the experiences of the partner housing organisations and resource groups in Sub-Saharan Africa responding to HIV and AIDS among their constituent stakeholders. The community-based responses focus on promoting social sustainability, enhancing operational capacity and improving financial sustainability. Community-based responses relate to issues of stigma and discrimination, reducing the impact of housing rights violations and responding to the specific vulnerability of children, women and youth. Social sustainability deals with the impact of HIV and AIDS on the social viability of communities. Operational capacity analyses housing groups' responses to the organ-isational impact of HIV and AIDS - including loss of staff, leadership and institutional memory, decreased productivity and capacity - and the experience of including HIV and AIDS within the core organisational mandate. Financial sustainability explores the challenges of reconciling related financial and social goals.
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Aceijas, Carmen, Sabrina Waldhäusl, Nicky Lambert, Simon Cassar, and Rafael Bello-Corassa. "Determinants of health-related lifestyles among university students." Perspectives in Public Health 137, no. 4 (September 5, 2016): 227–36. http://dx.doi.org/10.1177/1757913916666875.
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Aims: The aim of this study was to investigate students’ health-related lifestyles and to identify barriers and social determinants of healthier lifestyles. Methods: An online survey, two focus groups and three in-depth interviews across 2014/2015. A stratified by school size and random sample ( n = 468) of university students answered a 67-item questionnaire comprising six scales: Rapid Assessment of Physical Activity, Rapid Eating and Activity Assessment for Patients–Short Version, CAGE, Fagerström Test for Nicotine Dependence, Warwick–Edinburgh Mental Wellbeing Scale short version, and ad hoc scale for drug use/misuse. Stratified by gender, χ2 tests were run to test associations/estimate risks and three multivariate Logistic Regression models were adjusted. A thematic approach guided the analysis of qualitative data. Results: A total of 60% of the respondents were insufficiently physically active, 47% had an unbalanced diet and 30% had low mental wellbeing. Alcohol drinkers versus abstinent were almost equally distributed. A total of 42% of alcohol drinkers reported getting drunk at least once a month. Smokers accounted for 16% of the respondents. Identified risk factors for suboptimal physical activity were as follows: being a woman, not using the university gym and smoking. Risk factors for unbalanced diet were low mental wellbeing and drug use. Poor mental wellbeing was predicted by unbalanced diet, not feeling like shopping and cooking frequently, and a lack of help-seeking behaviour in cases of distress. Qualitative analysis revealed seven thematic categories: transition to new life, university environment and systems, finances, academic pressure, health promotion on campus and recommendations. Conclusion: This study provides robust evidence that the health-related lifestyles of the student population are worrying and suggests that the trend in chronic diseases associated with unhealthy lifestyles sustained over years might be unlikely to change in future generations. University students’ health-related lifestyle is a concern. Nine out of the identified 10 predictors of problematic physical activity, nutrition and mental wellbeing, were environmental/societal or institutional barriers. Universities must expand corporate responsibilities to include the promotion of health as part of their core values.
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Waylen, Georgina. "Informal Institutions, Institutional Change, and Gender Equality." Political Research Quarterly 67, no. 1 (November 18, 2013): 212–23. http://dx.doi.org/10.1177/1065912913510360.
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Yeong-Ran Park and Jinwoo Choi. "Institutional Development of EU Gender Equality Policy." Journal of Contemporary European Studies 25, no. 1 (April 2007): 1–27. http://dx.doi.org/10.17052/jces.2007.25.1.1.
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Costa, Joana, and Mariana Pita. "Entrepreneurial initiative in Islamic economics – the role of gender. A multi-country analysis." Journal of Islamic Accounting and Business Research 12, no. 6 (July 29, 2021): 793–813. http://dx.doi.org/10.1108/jiabr-01-2020-0010.
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Purpose The entrepreneurial initiative is believed as being a prosperity engine. Islamic organizations are presently committed to promoting entrepreneurship to generate economic growth, provide job opportunities, reduce government centrality, enhance innovation and sustainable development. The purpose of this paper is to identify which factors affect Islamic entrepreneurial endeavors with particular emphasis on the role of gender. Additionally, how education, age, moral constraints, self-perception and social support will affect those entrepreneurial intentions based on Islamic principles. Once identified, policy actions will help to overcome extant gaps, reinforcing the entrepreneurial ecosystem. Design/methodology/approach Determinants of the entrepreneurial initiative will be appraised in the set Islamic countries present in the Global Entrepreneurship Monitor (GEM) data set from 2016. Following the Organization of Islamic Cooperation list, 14 countries were identified establishing a total sample of 36,407 individuals. Using a set of predictors included in the theoretical framework a statistical analysis was performed followed by logit estimations. The significance of explanatory variables such as gender, age and social context toward entrepreneurial propensity reinforced the importance of specific tools rather than broad policies. Findings An entrepreneurial propensity is affected by three branches of factors: individual characteristics, individual behavior and individual perceptions along with the economic environment. The analysis shows that holding equal conditions, Islamic women in the sample are less prone to start a business compared to their male counterparts. Knowing other entrepreneurial endeavors enhance the entrepreneurial initiative. Fearing failure unconstraint entrepreneurial projects, but the self-perception of skills strongly triggers these initiatives. Research limitations/implications The empirical analysis relates to the GEM database, and, as a consequence, only 14 countries were considered, but it covers 36,407 individuals whose representativeness cannot be statistically proved, however, due to sample dimension the robustness is granted. Second, the sample is sectional covering the 2016 year, as a consequence results may be classified as exceptional.Finally, other factors such as institutional and behavioral determinants were not considered, despite their theoretical importance, due to their absence in the database. Still, the empirical results reinforce the theoretical debate and offer robust evidence to build a policy package, adapted to the Islamic singularities. Practical implications Still, the empirical results reinforce the theoretical debate and offer robust evidence to build a policy package, adapted to the Islamic singularities. Originality/value The paper identifies gender differences in entrepreneurial propensity among Islamic economics. The potential enhancers of the entrepreneurial initiative are first put in theoretical terms followed by an empirical analysis, encompassing descriptive analysis and econometric estimations. The results allow identification of gender gaps, as well as other individual and context characteristics affecting entrepreneurial endeavors. Empirical evidence casts light on policymakers elaborating accurate policy packages fostering gender equality in entrepreneurship in Islamic economics, aiming to increase overall entrepreneurial activity and leveraging socio-economic development. Finally, the study addresses recommendations to overcome gender differences relating to entrepreneurial activity considering the singularities of the context.
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Abraham, Abena Yeboah, Fidelia Nana Akom Ohemeng, and Williams Ohemeng. "Female labour force participation: evidence from Ghana." International Journal of Social Economics 44, no. 11 (November 6, 2017): 1489–505. http://dx.doi.org/10.1108/ijse-06-2015-0159.
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Purpose The purpose of this paper is to examine female labour force participation (FLFP) and their employment choice between the formal and informal sectors after several institutional and social reforms such as Millennium Development Goal 3 aimed at promoting gender equality and empowerment of women by 2015, using data from Ghana’s 2010 Population and Housing Census. Design/methodology/approach In this paper, logit regression and multinomial logit techniques were employed. Findings The results show that FLFP has declined marginally from the 2005 figures; education remains the important factor in determining women’s participation in the formal sector. Strikingly 91 per cent of the FLFP is engaged in the informal sector of the Ghanaian economy, a sector with a very low contribution per head. Practical implications Interventions such as encouraging female education and retraining of self-employed females to improve upon their efficiency ought to be pursued vigorously; whiles developing rural areas for females to get equal labour opportunities and many others aimed at enhancing the efficiency and by inference earning per head of the informal sector is highly recommended. Originality/value The literature on the FLFP is thin in Ghana. The current study uses a census data unlike the previous studies and as such employed a huge sample size that reflects the reality in Ghana. The study contributed immensely to policy having established that 91 per cent of the female labour force is engaged in the informal sectors of the economy, and therefore any intervention targeting at reducing poverty and meeting the MDG 3 should be targeted at the informal sector of the Ghanaian economy.
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Majic, Samantha. "Teaching Equality? “John Schools,” Gender, and Institutional Reform." Polity 46, no. 1 (January 2014): 5–30. http://dx.doi.org/10.1057/pol.2013.37.
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Arnot, Madeleine. "Gender equality, pedagogy and citizenship." Theory and Research in Education 4, no. 2 (July 2006): 131–50. http://dx.doi.org/10.1177/1477878506064539.
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This article explores the relationship between gender equality, pedagogy and citizenship. It locates the analysis of education within the gender dilemmas associated with liberal democratic citizenship. Of particular concern is the tension between the promotion of equality and difference. Nancy Fraser's distinctions between redistribution and recognition and between affirmative and transformative remedies are used to explore two phases in the pedagogical debate around gender equality and difference in the UK since the 1970s.These phases demonstrate the contradictions associated with gender as a ‘bivalent collectivity’ – a collectivity defined through both economic and cultural/representational forms. The conclusion argues for a ‘critical pedagogy of difference’which promotes pedagogic democratic rights as well as critical gender identities.
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Cardona López, José Adán, Ole Bredesen Nordfjell, Firouz Gaini, and Mervi Heikkinen. "Promising Nordic practices in gender equality promotion: Developing teacher education dialogue, practice, and policy cycles on-line." Policy Futures in Education 16, no. 5 (July 27, 2017): 605–19. http://dx.doi.org/10.1177/1478210317722286.
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This case study examines a Nordic on-line course on gender equality promotion in education, in which principals, teachers, school staff and gender equality activists engaged in dialogue regarding contents and practices. The on-line course was designed with reference to promising practices identified in a previous Nordic network project. The article considers challenges appearing across localities in relation to diversity, in gender equality promotion practices, policies and pedagogies. Digitalisation enables educational collaboration among teacher education institutions between the distant Nordic countries and facilitates the dissemination of Nordic education and the gender equality model, but this raises questions about whether these forms of education and equality are globally ‘branded’; and whether an intersectional gender equality promotion approach can be contextually and locally specific. This paper focuses on the contradictions of gender/sex binary concepts impairing understandings of diversity, sexuality and identity, the consequences of the emergence of scepticism toward practice standardisation, discrepancies between norms of equal treatment and critical reflection, and the development of citizen-based actions initiating policy changes. It is shown that the results of the project will benefit Nordic collaboration on teacher education development.
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INABA, Kayo. "Advancement and Promotion of Gender Equality in Kyoto University." TRENDS IN THE SCIENCES 16, no. 8 (2011): 42–46. http://dx.doi.org/10.5363/tits.16.8_42.
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Pandey, Binda. "Nepal Trade Union Committee for Gender Equality and Promotion." Gender, Technology and Development 6, no. 3 (November 2002): 461–64. http://dx.doi.org/10.1177/097185240200600312.
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Green, Rosario. "The UN Role in the Promotion of Gender Equality." Proceedings of the ASIL Annual Meeting 90 (1996): 454–58. http://dx.doi.org/10.1017/s0272503700086821.
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Saxonberg, Steven. "Freedom of Choice through the Promotion of Gender Equality." Social Policy & Administration 43, no. 6 (December 2009): 666–79. http://dx.doi.org/10.1111/j.1467-9515.2009.00687.x.
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Pandey, Binda. "Nepal Trade Union Committee for Gender Equality and Promotion." Gender, Technology and Development 6, no. 3 (January 2002): 461–64. http://dx.doi.org/10.1080/09718524.2002.11910057.
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Alleyne, Mark DaCosta. "The global promotion of gender equality—A propaganda approach." Human Rights Review 5, no. 3 (April 2004): 103–16. http://dx.doi.org/10.1007/s12142-004-1012-6.
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Askola, Heli. "Wind from the North, don’t go forth? Gender equality and the rise of populist nationalism in Finland." European Journal of Women's Studies 26, no. 1 (December 19, 2017): 54–69. http://dx.doi.org/10.1177/1350506817748341.
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The article considers the future prospects of the struggle for gender equality in light of the growing appeal and electoral success of parties embracing populist nationalism and anti-immigration as their platform. Considering many such parties are known for viewing the promotion of gender equality as unnecessary or even harmful – except when they highlight immigration as a threat to female emancipation – it is important to explore what, if anything, the electoral success of populist-nationalist parties means for the direction of gender equality policies. The article examines this question in the Finnish context. Though the Finnish state’s commitment to gender equality is well-established, questions can be asked about the future prospects of gender equality policies in light of the electoral rise of the populist anti-immigration party Perussuomalaiset (or ‘True Finns’), especially since the party joined government in May 2015. The article scrutinises the recent record of PS in parliament and government, elucidating on the challenges that populist-nationalist parties create for gender equality in (allegedly) ‘women-friendly’ welfare states. The case study particularly focuses on gender equality in the context of balancing work and family and freedom from violence, discrimination and harassment. It raises questions that are of broader relevance to the future of gender equality in Europe, considering the Nordic states have been viewed as models for a gender egalitarian society and frontrunners in the promotion of gender equality within the EU.
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Pajvancic, Marijana, and Nevena Petrusic. "The importance of institutional mechanisms for exercising gender equality." Zbornik radova Pravnog fakulteta, Nis, no. 67 (2014): 25–44. http://dx.doi.org/10.5937/zrpfni1467025p.
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Estévez-Abe, Margarita. "An International Comparison of Institutional Requisites for Gender Equality." Japanese Economy 39, no. 3 (October 2012): 77–98. http://dx.doi.org/10.2753/jes1097-203x390305.
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Reddy, Raghunandan. "Liberal gender equality and social difference: an institutional ethnography." International Journal of Sociology and Social Policy 39, no. 9/10 (September 9, 2019): 680–94. http://dx.doi.org/10.1108/ijssp-06-2019-0114.
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Purpose The purpose of this paper is to examine the workplace experiences of women employees during maternity and post-maternity periods to reveal the institutional order that coordinated the social relations and shaped their experiences through local and extra-local texts. Design/methodology/approach The institutional ethnography research framework allowed for mapping of workplace experiences of women employees during their maternity and post-maternity periods in their local context, connecting them to the invisible extra-local social relations. Findings The research study explored the disjuncture between the gender diversity initiatives that aimed at the inclusion of women employees and the workplace experiences of women employees in terms of work disengagement and work role degradation, including career discontinuity. Practical implications The gender diversity and inclusion initiatives of an organization need to examine the local and extra-local institutional texts that govern their context and coordinate social relations, such that there is no inconsistency between the intentions, implementation and outcomes. Social implications The state needs to revisit the maternity benefit act to provide additional measures to protect the career continuity of women, who choose maternity at some point in their work lives. Originality/value The paper explored the institutional order that influences the career continuity of women employees during maternity and post-maternity periods using institutional ethnography research framework in an information technology services organization in India. No such research study has even been attempted.
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Spehar, Andrea. "This Far, but No Further?" East European Politics and Societies: and Cultures 26, no. 2 (December 22, 2011): 362–79. http://dx.doi.org/10.1177/0888325411429742.
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The European Union (EU) is one of the world’s most important policy promoters for gender equality. This article examines the benefits and limitations of EU gender equality policy making in two Western Balkan countries, Croatia and FYR Macedonia. Besides analyzing specific gender policy developments that can be attributed to the EU, particular focus is put on the women’s movement activists’ perceptions of the impact that accession may have on women and gender equality. The study demonstrates that while the Croatian and Macedonian EU accession processes have been beneficial to the introduction of new gender legislation and institutional mechanisms for the advancement of gender equality, the EU gender strategy has also shown serious limitations. Among these—and perhaps the most fundamental—is the strong contrast between stated goals and their actual implementation. I argue that unless profound institutional changes as well as changes in political culture take place in Croatia and Macedonia, the poor compliance with EU gender equality norms and policies will be hard to overcome.
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Salignac, Fanny, Natalie Galea, and Abigail Powell. "Institutional entrepreneurs driving change: The case of gender equality in the Australian construction industry." Australian Journal of Management 43, no. 1 (August 2, 2017): 152–69. http://dx.doi.org/10.1177/0312896217705179.
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Taken-for-granted rules are difficult to change. The Australian construction industry is one example, where despite considerable attempts at regulating gender equality by government and others, the industry remains steadfastly male dominated. This article investigates the drivers (i.e. why) and processes (i.e. how) of change with regard to gender equality in the workplace. Using institutional entrepreneurship, we provide insight into the change towards gender equality in the Australian construction industry. We collect data from two Australian construction companies and, drawing on interviews conducted with business leaders, look at how new meanings around gender equality and diversity are negotiated. We find that while gender equality is an important point of focus for both companies, discrepancies remain between perceptions and reality as well as people’s level of readiness. We conclude with implications for theory and future research.
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Zinchenko, Viktor. "Institutionalization of higher education and science in the strategy of sustainable social development: global and European levels." International Scientific Journal of Universities and Leadership, no. 1(9) (August 7, 2020): 32–61. http://dx.doi.org/10.31874/2520-6702-2020-9-1-32-61.
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The current education system is still «teaching» society the tasks and goals of sustainable development on a small and insufficient scale.
However, the official program document (Resolution) of the UN General Assembly formulates an appropriate global strategy «Transforming our world: the 2030 Agenda for Sustainable Development». Sustainable Development Goals (SDGs) are the key areas for implementing this global integrated multi-level strategy for social, governmental and institutional sustainable development.
Education is one of the crucial prerequisites for the implementation of the UN global strategy «Agenda 2030». Therefore, education has a key role to play in seeing a just, peaceful and sustainable society (both global, continental, regional and national).
International and European integrated strategy for sustainable social development «Transforming our world: the 2030 Agenda for Sustainable Development» – at the global level of education and science offers a mechanism for achieving and providing inclusive, equitable and quality education and training, promoting all opportunities for education and lifelong learning.
The strategy envisages providing and allowing everyone to receive and complete free, fair and quality primary, secondary and higher education, which will lead to appropriate and effective results of sustainable social development of both individual states and the global system.
It is also necessary to create preconditions for ensuring access of all, regardless of social, sexual, racial, ethnic origin to quality education at all levels, and to create appropriate conditions for this by 2030, which will allow them to successfully move to the next educational levels and carry out lifelong learning.
To do this, all levels, models and systems of education (through the model of «education for sustainable development») must be transformed - to acquire the knowledge and skills necessary for sustainable development: sustainable lifestyles, human rights, gender equality, promoting a culture of peace and non-violence, through global civic education and the recognition of cultural diversity and the contribution of culture to sustainable development.
Thus, Agenda 2030 sets practical challenges for governments to ensure, through the transformation of the education system («education for sustainable development»), the maximum conditions for all people to participate (through the acquisition of quality knowledge and skills through education) in society, state and economic and political development.
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Mrsevic, Zorica. "Gender equality and equal opportunity mechanisms in Italy." Temida 10, no. 3 (2007): 51–60. http://dx.doi.org/10.2298/tem0703051m.
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As a country of Southern European mentality Italy may be taken as the nearest-to-the-Balkans model of the gender equality mechanisms and necessity of their existence. Italy also might be taken as a model of domain and methods of functioning of the gender equality mechanisms as well as their connections with the EU development funds. Besides the Italian Ministry for Rights and Equal opportunities and the National Committee, the attention was paid to the whole range of local mechanisms and legal regulations dealing with advancement of women?s employment and counteracting discrimination on the labor market. In the text are analyzed through the five chapters the Italian mechanisms/institutions for gender equality as located within the European institutional environment but also within the context of Italian recent history of struggle against gender based discrimination. It was stressed that the essence of the accumulated European institutional wisdom is in diversity of the gender equality bodies rather then in their uniformity. Although the Italian mechanisms for gender equality are part of the European institutional environment their aim is to meet the internal needs for advancement of gender equality. Besides, the mechanisms also meet the demands of the international standards comprised in the documents issued by the UN and the EU. In European countries these mechanisms are frequently established and function in the domains of the labor and employment regulations, but also are located within the human rights portfolios while somewhere are connected with the minority rights and equal opportunity implementation.
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TSUJIMURA, Miyoko, and Mariko SAKURAI. "Toward the Promotion of Gender Equality in the Academic Sphere." TRENDS IN THE SCIENCES 14, no. 7 (2009): 9. http://dx.doi.org/10.5363/tits.14.7_9.
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Alemann, Annette von, and Birgit Riegraf. "UNU-GEST: Promotion of gender equality through research and education." Feministische Studien 36, no. 1 (May 1, 2018): 169–78. http://dx.doi.org/10.1515/fs-2018-0013.
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Yoon, Mi Yung, and Chungshik Moon. "Gender equality in politics at home and promotion of gender equality in politics abroad: The role of bilateral official development assistance." International Political Science Review 40, no. 2 (May 23, 2018): 161–80. http://dx.doi.org/10.1177/0192512118757127.
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Does gender equality in politics in donor countries affect the allocation to recipient countries of official development assistance in support of gender equality in politics? Since the 1995 Beijing Declaration and Platform for Action and the launch of the United Nations Millennium Development Goals in 2000, gender equality has been underscored as an important development goal for donors. We hypothesize that donors with higher levels of gender equality in politics are likely to allocate more aid to recipients with lower levels of gender equality in politics to promote the equality in politics in those countries. We expect this positive relationship to be even more significant after the launch of the Millennium Development Goals. Using a time-series cross-sectional design covering country dyads for the period, 1990–2012, we find evidence supporting our hypotheses.