Gotowe bibliografie tematyczne / Workplace Inequality

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Gotowa bibliografia na temat „Workplace Inequality”

Autor: Grafiati

Data publikacji: 5 czerwca 2025

Data aktualizacji: 2 sierpnia 2025

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Artykuły w czasopismach na temat "Workplace Inequality"

Wilmers, Nathan, and Clem Aeppli. "Consolidated Advantage: New Organizational Dynamics of Wage Inequality." American Sociological Review 86, no. 6 (2021): 1100–1130. http://dx.doi.org/10.1177/00031224211049205.

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The two main axes of inequality in the U.S. labor market—occupation and workplace—have increasingly consolidated. In 1999, the largest share of employment at high-paying workplaces was blue-collar production workers, but by 2017 it was managers and professionals. As such, workers benefiting from a high-paying workplace are increasingly those who already benefit from membership in a high-paying occupation. Drawing on occupation-by-workplace data, we show that up to two-thirds of the rise in wage inequality since 1999 can be accounted for not by occupation or workplace inequality alone, but by t

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Tomaskovic-Devey, Donald, Anthony Rainey, Dustin Avent-Holt, et al. "Rising between-workplace inequalities in high-income countries." Proceedings of the National Academy of Sciences 117, no. 17 (2020): 9277–83. http://dx.doi.org/10.1073/pnas.1918249117.

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It is well documented that earnings inequalities have risen in many high-income countries. Less clear are the linkages between rising income inequality and workplace dynamics, how within- and between-workplace inequality varies across countries, and to what extent these inequalities are moderated by national labor market institutions. In order to describe changes in the initial between- and within-firm market income distribution we analyze administrative records for 2,000,000,000+ job years nested within 50,000,000+ workplace years for 14 high-income countries in North America, Scandinavia, Co

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Sana Mukhtar and Muhammad Ibrahim. "The Impact Of Workplace Inequality On Job Crafting: Moderating Role Of Work Social Support And Workplace Resilience In Mitigating The Effect Of Psychological Stress: An Analysis Of Academia." Administrative and Management Sciences Journal 3, no. 1 (2024): 144–56. https://doi.org/10.59365/amsj.3(1).2024.136.

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This study aims to examine how workplace inequality effect job crafting of Academia of South Punjab, Pakistan: exploring the mediation role of psychological stress and moderating role of work social support and workplace resilience. The primary method for gathering data in this study was a survey questionnaire, utilizing a quantitative research approach. The targeted population for this research comprised the 470 employees (faculty) in the academia of South Punjab, Pakistan. As per the research, workplace inequality effects job crafting. Moreover, the study has revealed that psychological stre

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Kristal, Tali, Yinon Cohen, and Edo Navot. "Workplace Compensation Practices and the Rise in Benefit Inequality." American Sociological Review 85, no. 2 (2020): 271–97. http://dx.doi.org/10.1177/0003122420912505.

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This article aims to explain why inequality in fringe benefits has grown faster than wage inequality over the past four decades. We depart from previous income inequality research by studying benefits in addition to wages, but also by focusing on workplaces as the main drivers of benefit determination. We advance the argument that benefits determination is more organizationally embedded than wages mainly because workplaces have greater ability and incentive to alter benefits. Consequently, workplace compensation practices, including type of employment relations, are more important for benefits

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Hu, Ruoxi. "Uncovering Factors and Solutions to Gender Inequity in the Workplace." Journal of Education, Humanities and Social Sciences 27 (March 5, 2024): 123–27. http://dx.doi.org/10.54097/trrtyn74.

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With differences in income, promotion, and opportunity continuing to impede progress toward workplace equality, persistent gender inequality in the workplace remains a major concern. The study examines at the complex interplay of factors that cause gender inequality, from cultural standards to organizational biases. A qualitative methodology is used to assess the data from various workplaces. The survey found significant gender differences in pay, representation in leadership roles, and access to professional development opportunities. Additionally, it shows how biases and cultural norms suppo

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Pulignano, Valeria. "Workplace inequality, trade unions and the transnational regulation of the employment relationships." Employee Relations 39, no. 3 (2017): 351–64. http://dx.doi.org/10.1108/er-07-2016-0144.

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Purpose The purpose of this paper is to report on research on the strategies of inequality at the workplace level of multinational corporations within the context characterized by the weakening of traditional bargaining and representation structures. Through which specific strategies multinational corporations foster inequality across different workplaces across borders and how do trade unions in Europe respond to it? Design/methodology/approach This paper is a conceptual one and it is based on existing qualitative comparative research developed by the author. Findings The regulatory regime of

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Pro. Ajay Kumar attri and Abhay Veer Singh. "Impact of gender inequality on teacher's Psychological well-being at the workplace." Knowledgeable Research: A Multidisciplinary Journal 2, no. 09 (2024): 40–49. http://dx.doi.org/10.57067/w5fh1464.

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Gender inequality is certainly a matter of concern in the workplace. Gender inequality has existed in India for centuries. Gender inequality means inequality with women on the basis of gender. Traditionally, women are seen as a weaker section in our society. Inequality in the workplace is analyzed by discrimination in decisions regarding wages, termination, promotion, hiring, leave, benefits etc. The presented research paper is an attempt to investigate the impact of gender inequality in the workplace on the psychological well-being of teachers. In the study, data has been collected using the

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Abraham, Mabel, Daphné Baldassari, JoAnne Delfino Wehner, Sanaz Mobasseri, and Alison Tracy Wynn. "Organizational Narratives to Workplace Inequality." Academy of Management Proceedings 2021, no. 1 (2021): 13340. http://dx.doi.org/10.5465/ambpp.2021.13340symposium.

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Sana Mukhtar and Dr. Muhammad Ibrahim. "The Impact of Workplace Inequality on Employee Performance: Moderating Role of Work Social Support and Workplace Resilience in Mitigating the Effect of Perceived Discrimination." Administrative and Management Sciences Journal 3, no. 1 (2024): 119–33. https://doi.org/10.59365/amsj.3(1).2024.133.

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This paper aims to examine how workplace inequality effect employee performance of Academia of South Punjab, Pakistan; exploring the mediation role of perceived discrimination and moderating role of work social support and workplace resilience. The targeted population for this research comprised the 470 employees (faculty) in the academia of South Punjab in Pakistan. These participants included a diverse range of faculty members from numerous academic fields, offering a complete view of the impact of workplace inequality in the academic sector. As per the research, workplace inequality effects

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Peters, Eileen, and Silvia Maja Melzer. "Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes." Work and Occupations 49, no. 1 (2022): 79–129. http://dx.doi.org/10.1177/07308884211060765.

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We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce ex

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Rozprawy doktorskie na temat "Workplace Inequality"

Rodriguez, Omar. "The Connective Inequality." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2104.

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This thesis is purposed to understand and mathematically formulate a model for testing the functional value of self-expression in the workplace. Starting from “pure self-expression”, this paper develops “functional self-expression” in given contexts. This development is through the lens of an idealized workplace context whose intrinsic value is profit-maximizing. This perspective is dominating and fills the entire surface to which the self can express too. The logical foundations of this paper begin anecdotal and transcend to holistic visualizations and a concluding model. In the end, we di

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Sehgal, Reena. "Gender Inequality and Habitus at the Indian Workplace." Doctoral thesis, Humboldt-Universität zu Berlin, 2020. http://dx.doi.org/10.18452/21238.

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Diese Arbeit beleuchtet die wichtigen Komponenten des Habitus indischer Arbeitsplätze von Organisationen des privaten und öffentlichen Sektors in Delhi und zeigt auf, wie tief die in beiden Arbeitssektoren vorherrschenden geschlechtsspezifischen Ungleichheiten in ihren Habitus eingebettet sind. Der Zusammenhang zwischen Habitus und geschlechtsspezifischen Ungleichheiten wird durch im Rahmen dieses Projekts durchgeführte Forschungen und Feldstudien aufgezeigt, die zeigen, wie sich das Ausmaß, die Wahrnehmung, die Reaktion und der allgemeine Ansatz zur sexuellen Belästigung am Arbeitsplatz zwisc

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Johnson, Jessica N. "Gender Inequality in the Workplace| The Experience of Female Administrators." Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10751250.

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Gender inequality continues to impose limitations on the progress of women in a number of ways. The purpose of this qualitative study was to examine how female administrators have experienced gender inequality in the workplace in order to gain a better understanding of the barriers they have encountered. This study explored participants’ administrative background, experiences as an administrator, challenges encountered related to gender inequality, and what was learned (i.e., coping, strategies to address gender inequality). The findings revealed the main challenges participants&rsqu

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Amin, Sohaib. "Gender inequality in the workplace : Banks from Sweden and Pakistan." Thesis, Högskolan i Gävle, Institutionen för ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-19845.

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The aim of the study is to investigate the glass ceiling and the gender wage gap and reasons behind gender inequality in the banking sector of Sweden and Pakistan. Please find the attached master thesis pdf file.

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Bassett, Sasha Mae. "Inequality, Position, and Perception| Understanding and Addressing Workplace Harassment in Oregon's Construction Trades." Thesis, Portland State University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10143612.

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Does our status impact the way we interpret change? This study proposes that one's level of power within their workplace, as granted by their role within the organization, shapes the way in which people interpret adjustments to the norms of that organization. Drawing on qualitative focus groups with forty-four members of Oregon's construction trades, this study examines the relationship between participants' position within the industry’s structure and their opinions about the changing jobsite norms brought on by recent waves of diversification in the workforce. Findings suggest that

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Purcell, David A. "Race, gender, and class at work examining cultural capital and inequality in a corporate workplace /." Cincinnati, Ohio : University of Cincinnati, 2007. http://www.ohiolink.edu/etd/view.cgi?acc%5Fnum=ucin1186439336.

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Thesis (Ph. D.)--University of Cincinnati, 2007. Title from electronic thesis title page (viewed Oct. 8, 2007). Includes abstract. Keywords: cultural capital, gender, race, work, inequality, social class. Includes bibliographical references.

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PURCELL, DAVID A. "RACE, GENDER, AND CLASS AT WORK: EXAMINING CULTURAL CAPITAL AND INEQUALITY IN A CORPORATE WORKPLACE." University of Cincinnati / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1186439336.

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Sehgal, Reena [Verfasser], Boike [Gutachter] Rehbein, and Maitrayee [Gutachter] Choudhuri. "Gender Inequality and Habitus at the Indian Workplace / Reena Sehgal ; Gutachter: Boike Rehbein, Maitrayee Choudhuri." Berlin : Humboldt-Universität zu Berlin, 2020. http://d-nb.info/1206587776/34.

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Carapinha, Rene. "Gender Differences in Perceived Organizational Exclusion-Inclusion: the Importance of Status Closure and Role Investments." Thesis, Boston College, 2013. http://hdl.handle.net/2345/3899.

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Thesis advisor: Ruth McRoy Creating gender equality in situations of perceived organization exclusion-inclusion (OEI-the degree to which individuals feel a part of critical organizational processes such as access to information and influencing decision making processes) is a critical social and organizational justice concern (Mor Barak, 2011). Given the lack of understanding about gender differences in OEI, this study investigated this issue, as well as, the determinants of OEI, and the sources of gender differences in OEI across multiple worksites in different countries. Job status, work-

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Hiller, Sarah E. "The Parental Patriarchy: How U.S. Parental Leave and Child Care Policies Perpetuate Motherhood Inequality in the Workplace." Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/scripps_theses/665.

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This thesis looks at how parental leave and early child care policies in the U.S. can reshape our understanding of the role of government, parental responsibility, and gender within paid labor in order to dismantle the systems of oppression and domination that lead to motherhood inequality. The United States is the only developed economy without mandated paid parental leave, and privatized child care costs can be greater than tuition at public universities. As a result, mothers, still overwhelmingly the primary caregivers in families, are forced to juggle the responsibilities of paid and domes

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Książki na temat "Workplace Inequality"

Hamermesh, Daniel S. Changing inequality in markets for workplace amenities. National Bureau of Economic Research, 1998.

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Jovanovic, Boyan. Vintage capital and inequality. National Bureau of Economic Research, 1998.

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M. Soltero, José. Inequality in the Workplace. Routledge, 2018. http://dx.doi.org/10.4324/9780429399893.

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Soltero, José M. Inequality in the Workplace. Taylor & Francis Group, 2020.

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Song, Jiyeoun. Inequality in the Workplace. Cornell University Press, 2014.

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Illusions of opportunity: Employee expectations and workplace inequality. Cornell University Press, 1996.

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Nielsen, Laura Beth, Ellen Berrey, and Robert L. Nelson. Rights on Trial: How Workplace Discrimination Law Perpetuates Inequality. University of Chicago Press, 2017.

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Nielsen, Laura Beth, Ellen Berrey, and Robert L. Nelson. Rights on Trial: How Workplace Discrimination Law Perpetuates Inequality. University of Chicago Press, 2017.

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The Diversity Advantage: Fixing Gender Inequality In The Workplace. CreateSpace Independent Publishing Platform, 2016.

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Office, International Labour. Global Wage Report 2016/17: Wages Inequality in the Workplace. International Labour Organisation (ILO), 2016.

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Części książek na temat "Workplace Inequality"

Mitsakis, Fotios. "Gender-Based Favouritism in Workplace Training." In Inequality and Organizational Practice. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-11644-6_6.

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Skorin-Kapov, Jadranka. "Workplace Harassment, Violence, Inequity, and Inequality." In Professional and Business Ethics Through Film. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-89333-4_5.

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Pološki Vokić, Nina, Alka Obadić, and Dubravka Sinčić Ćorić. "Gender Inequality: General Areas of Gender Segregation." In Gender Equality in the Workplace. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-18861-0_2.

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Pološki Vokić, Nina, Alka Obadić, and Dubravka Sinčić Ćorić. "Gender Inequality: Specific Areas of Gender Segregation." In Gender Equality in the Workplace. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-18861-0_3.

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Webster, Edward. "Building counter power in the workplace." In Inequality Studies from the Global South. Routledge, 2020. http://dx.doi.org/10.4324/9780429282447-17.

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Cockayne, Anne. "Managing Asperger Syndrome in the Workplace: Considerations for Line Managers." In Inequality and Organizational Practice. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-11644-6_9.

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Oldridge, Louise. "Hidden Care(e)rs: Supporting Informal Carers in the Workplace." In Inequality and Organizational Practice. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-11647-7_5.

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Bal, Matthijs, Andy Brookes, Dieu Hack-Polay, Maria Kordowicz, and John Mendy. "From Hypernormalization of Workplace Inequality to Dehumanization: A Way Out for Human Resource Management." In The Absurd Workplace. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-17887-0_4.

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Kalpazidou Schmidt, Evanthia. "Identifying and Addressing Hidden Structural and Cultural Inequalities in the Workplace." In Inequality and Organizational Practice. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-11647-7_7.

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Izelmaden, Mouna. "Gender Inequality in the Workplace: Concepts and Perspectives." In Understanding Women’s Career Experiences in Moroccan Businesses. Springer Fachmedien Wiesbaden, 2024. http://dx.doi.org/10.1007/978-3-658-44870-7_2.

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Streszczenia konferencji na temat "Workplace Inequality"

Natsvlishvili, Ia. "DIRECTIONS FOR OVERCOMING GENDER INEQUALITY IN THE LABOR MARKET (EVIDANCE FROM GEORGIA)." In 11th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2024. SGEM WORLD SCIENCE, 2024. https://doi.org/10.35603/sws.iscss.2024/vs06/34.

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The paper discusses the global trends of gender inequality in the labor market and gender discrimination in the Georgian labor market; the importance of approaches to eliminate gender inequality and promote inclusiveness. The world�s best practices for promoting gender equality in the labor market are discussed. The research aimed to reveal the directions for overcoming the main challenges that hinder gender equality in the labor market. Mixed research methods were used: combination of quantitative and qualitative data to provide an analysis. Research methodology included desk research (review

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"Social media, gender inequality and the workplace." In Closing the Gender Gap. Purdue University, 2016. http://dx.doi.org/10.5703/1288284316093.

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Zhu, Zhuolin. "The Causes and Solutions of Gender Inequality in the Workplace." In 2021 4th International Conference on Humanities Education and Social Sciences (ICHESS 2021). Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.211220.118.

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Johnson, Arianna. "Abenomics' Effect on Gender Inequality in Japanese Society and the Workplace." In GS4 Student Scholars Symposium 2021. Georgia Southern University, 2021. https://doi.org/10.20429/gs4.2021.004.

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Gunathilake, Sasankaa. "The Workplace Challenges Encountered by Female Academics in Sri Lanka." In SLIIT International Conference on Advancements in Sciences and Humanities 2023. Faculty of Humanities and Sciences, SLIIT, 2023. http://dx.doi.org/10.54389/vwes5011.

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Gender equality in academia is a challenge endured globally with the under-representation of females in leadership and decision-making positions. Despite the numerous and diverse efforts taken by the universities to encourage gender equality, women in academia struggle to overcome the challenge of inequality. Around the world, the gendered academic organizational climate as well as the day-to-day interactions cause a major impact not only on female participation within academia but also on how they perceive their future in academic institutions. This research presents the results of a survey c

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Oh, Natalie Y., and Grace M. Gardiner. "When Does it start? The gender gap and the university-work transition." In Eleventh International Conference on Higher Education Advances. Editorial Universitat Politècnica de València (edUPV), 2025. https://doi.org/10.4995/head25.2025.20040.

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Gender inequality persists globally, evident in the gender pay gap and women’s underrepresentation in leadership roles. While much research exists on workplace equality, there is limited understanding of when and where these gaps emerge. Many economists cite human capital theory to explain these disparities, but this approach faces significant criticism. This study analyzes early indicators of gender pay and leadership gaps among students, challenging human capital explanations and offering a more nuanced view of how these gaps develop. Focusing on the university-to-work transition, it examine

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Tešanović, Sreten, Sanja Tešanović, and Sara Tešanović. "Obstacles of women managers in their careers: The glass ceiling phenomenon." In XIX International May Conference on Strategic Management – IMCSM24 Proceedings. University of Belgrade, Technical Faculty in Bor, 2024. http://dx.doi.org/10.5937/imcsm24038t.

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With equal level of education and competency, both men and women should theoretically have equal opportunities for employment and career advancement. However, reality is quite different. Existence of an invisible barrier, known as a glass ceiling or glass labyrinth, has been recognized long ago. It is terminology used to describe obstacles women face when advancing to leadership positions and in their managerial careers in general. This barrier is rooted in and reflects socio-economic inequality, workplace dynamics, unresolved patriarchal culture, and legacies from the past. This research aims

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Hak, Kimlong. "The Impact of COVID-19 on Education: From Students’ Perspectives." In International Research Symposium on How did a Health Crisis Translate to an Economic Crisis? The Impact of the COVID-19 Pandemic. ALLIED PUBLISHERS PVT. LTD., 2021. http://dx.doi.org/10.62458/camed/oar/symposium/2021/167-180.

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INTRODUCTION The spread of the novel Coronavirus or COVID-19 has severely disrupted international peace and security and posed a serious concern to the global politics and socio-economic aspects. Escalated in Wuhan, China at the end of 2019, the New Coronavirus has been officially declared as a Pandemic by the World Health Organization (WHO) in March 2020, during which 118,000 cases were confirmed (Ducharme, 2020). The Outbreak of COVID-19 has been widespread globally, now affecting more than 200 countries, and roughly 52 million confirmed cases with approximately 1.2 million death tolls (Worl

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Raporty organizacyjne na temat "Workplace Inequality"

Hamermesh, Daniel. Changing Inequality in Markets for Workplace Amenities. National Bureau of Economic Research, 1998. http://dx.doi.org/10.3386/w6515.

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Carlsson, Magnus, and Henning Finseraas. Workplace Peer Effects in Turnout. Department of Economics and Statistics, Linnaeus University, 2024. http://dx.doi.org/10.15626/ns.wp.2024.11.

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The potential for peer pressure at the workplace is high since social interactions are frequent and we care about our social standing at work. Peer effects in politics at the workplace are important to understand since workplaces are becoming more sorted according to human capital, which implies that workplace peer effects can increase social inequalities in turnout. To quantify peer effects we use population-wide administrative data from Sweden that covers several general elections and allows us to measure the turnout of colleagues. To identify peer effects we use the turnout of colleagues’ f

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Card, David, Jörg Heining, and Patrick Kline. Workplace Heterogeneity and the Rise of West German Wage Inequality. National Bureau of Economic Research, 2012. http://dx.doi.org/10.3386/w18522.

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Wingfield, Adia. How Work Sustains Racial Inequality (Free Seminar). Instats Inc., 2025. https://doi.org/10.61700/dwi00ugfx866i1856.

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This seminar provides a comprehensive exploration of the subtle workplace dynamics, or "gray areas," that perpetuate racial inequality, drawing on real-world examples from various sectors. Participants will gain valuable insights and analytical tools to assess and address systemic biases, enhancing their ability to contribute to more inclusive organizational cultures through informed research and policy development.

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Bassett, Sasha. Inequality, Position, and Perception: Understanding and Addressing Workplace Harassment in Oregon's Construction Trades. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.3038.

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Williams, Janine, Maria Hameed Khan, Robyn Mayes, Trish Obst, and Benjamin Lowe. Getting on at Work: Progression and Promotion of Women with Disability in the Victorian Public Service. Queensland University of Technology, 2023. http://dx.doi.org/10.5204/rep.eprints.241144.

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Overview of the Project Gender inclusivity and equal employment opportunities are key priorities for the Victorian Government. The Gender Equality Act 2020 (the Act) commenced in March 2021 and laid the foundation to improve workplace gender equality in the Victorian public sector. The legislation requires Victorian public sector entities to explicitly address intersecting forms of inequality and disadvantage. The research project aimed to centre the voices of women with disability to provide evidence-based insights into the enablers, barriers and inclusive practices shaping their career progr

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Motel-Klingebiel, Andreas, and Gerhard Naegele. Exclusion and inequality in late working life in the political context of the EU. Linköping University Electronic Press, 2022. http://dx.doi.org/10.3384/9789179293215.

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European societies need to increase the participation in work over the life course to support the provision of qualified labour and to meet the challenges for social security systems under the condition of their ageing populations. One of the key ambitions is to extend people’s working lives and to postpone labour market exit and retirement where possible. This requires informed policies, and the research programme EIWO – ‘Exclusion and Inequality in Late Working Life: Evidence for Policy Innovation towards Inclusive Extended Work and Sustainable Working Conditions in Sweden and Europe’ – aims

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Fostik, Ana. COVID-19 IMPACTS: Couple Relationships in Canada. The Vanier Institute of the Family, 2020. https://doi.org/10.61959/vfpd1261e.

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When workplaces and schools closed in March 2020 to mitigate the spread of COVID-19, family life across Canada was profoundly affected. These unique circumstances increased pressure on couples, many of whom found themselves together 24/7 – sometimes with children – while quickly adapting their homes into shared workspaces and/or learning environments. In addition to ongoing uncertainties and anxieties related to the coronavirus itself, these sudden and major adjustments in work and family life led some to wonder whether the impacts of COVID-19 might lead to increased rates of separation and di

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Global Food 50/50: Hungry for gender equality. Global Health 50/50, 2022. http://dx.doi.org/10.56649/wiqe2012.

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Across the world, populations are facing severe threats and rising inequalities due to a combination of climate change, environmental degradation, COVID-19 and conflict. Food systems, as a result, are in crisis and people are increasingly feeling the impact on their everyday lives. For women, globally and across regions, the impact of the food systems crisis is more severe than for men, and women are more food insecure than men. Women, historically and now, have less access to healthy food, land ownership and resources for food production than men. Gender inequalities are woven through food sy

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The space between: Analysis of gender and ethnicity pay gaps in UK-based organisations active in global health. Global Health 50/50, 2023. http://dx.doi.org/10.56649/zhpp4836.

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Inequalities in opportunities, power and privilege are evident in our working lives. Historical structures shape opportunities in the career pipelines of different groups of people, including access to education, recruitment and promotion, occupational segregation and the so-called ‘motherhood penalty’. Often these dynamics result in certain groups, particularly men and traditionally privileged ethnic groups, occupying higher status and better paid positions, than other groups – resulting in what are called ‘pay gaps’. Increasing transparency on pay gaps helps to ensure that employers are bein

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