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The increase of women manager each year coexist with the low percentage compared to their male couneterparts caused by the challenges in their career development in the form of glass ceiling phenomenon, resulting in underrepresentative of women in strategic position in minings’s oil and gas company, which is a male dominated industry. This research explores the experiences of 6 women managers’s career advancement by conducting an in-depth interview. Using thematic analysis, this research found that women managers in oil and gas encounter challenges from their personal life and external matters, receive support from their partners and external side, and implement strategy relating to oneself and their external environment. This research also found the views regarding the figure of professional female workers in the mining industry are seen as the basis for female worker to compete in this industry. This research fills the gap in literature which discusses glass ceiling in male dominated industry, specifically in the perspective of women managers and their experience in career development process. The findings could serve as reference for employer in order to create gender-friendly and gender-neutral policy and to open many other possibilities for women in order to have an equal opportunity to serve in strategic positions.

This thesis analyzes the challenges faced by female and male leaders in implementing sustainable practices within the retail industry, with a specific focus on a case study involving leadership challenges at a Mexican retailer, referred to throughout as Retail-MX. It focuses on understanding gender-specific obstacles and the influence of organizational culture on sustainability efforts. The research questions guiding the analysis included the specific challenges experienced by female leaders, the role of organizational culture, and the differing perceptions of sustainability challenges between female and male leaders. To address these questions, a tentative theoretical model was developed that integrates gender, leadership, and organizational culture theories. Data collection included interviews with female and male leaders at Retail-MX. The responses were analyzed using the Gioia method, identifying seventeen first-order concepts which were then grouped into seven second-order themes. These themes were further organized into four aggregate dimensions and analyzed through the lens of gender and leadership and organizational culture. The findings were as follows: Female leaders at Retail-MX face unique challenges, including a lack of self-awareness, a preference for data-driven sustainability approaches, and a focus on long-term planning. The organizational culture supports a people-led, inclusive environment, but structural and cultural obstacles hinder women's career progression. Despite differing views on the urgency of sustainability—female leaders advocate for significant investments and immediate action. These findings led to revisions in the tentative theoretical model, resulting in the proposed theoretical model. This thesis concludes by highlighting practical, and theoretical, implications to provide actionable guidance for management at Retail-MX to assist in implementing sustainable practices within their teams.

Gender-segregated labor markets remain a barrier to economic equality, significantly con- tributing to the persistent income disparities between men and women. While extensive literature has documented the prevalent wage gaps, it often attributes these disparities to educational attainment, career tenure, and familial obligations. This thesis focuses on the Swedish Armed Forces, a predominantly male-dominated organization, providing unique insights into organizational structures not extensively documented in current lit- erature. Using individual-level data from Statistical Sweden, a linear regression analysis investigates the gender wage gap, followed by a quantile regression to further explore gender variations across the income distribution. The results reveal a significant gender wage gap, although it has decreased over time and can be explained by individual char- acteristics. Persistent wage disparities in the labor market can often be attributed to the ongoing gender segregation in certain professions, where women, as minorities, tend to earn less. This uneven distribution where men predominantly occupy higher-ranked and higher-paid positions, exacerbates the income inequality. This structural imbalance not only reflects existing societal norms but also highlights the economic impact of occupa- tional segregation, which continues to disadvantage women.

This study aimed at gender stereotypes and self-efficacy as determinants of the glass ceiling effect. Data was collected through questionnaires distributed to employees in the office. The linear regression analysis method is used to analyze the data. Office of the Ministry of Religious Affairs of Purwakarta District.  The results showed that Gender Streotypes  partially had a significant influence on Glass Ceiling, Self-Efficacy had a significant influence on Glass Ceiling. The implications of these findings are discussed in the context of the Importance of addressing Gender Stereotypes in the workplace: Organizations need to be aware of the impact of Gender Stereotypes on the Glass Ceiling and take steps to reduce or eliminate those stereotypes

Bakgrund och problemdiskussion: Prissättningen av revisionsarvodet är komplext och kan påverkas av faktorer såsom klientens storlek och risk eller vilken revisionsbyrå som har anlitats. Tidigare forskning har visat att könsskillnader bland revisorer kan påverka revisionsarvodets storlek, där kvinnliga revisorer kan associeras med högre arvoden på grund av bland annat deras egenskaper, personlighetsdrag alternativt externa krav på mångfald från klienternas sida. Det finns en föreställning om att Sverige är mer jämställt jämfört med andra länder i Europa. Trots detta tyder forskning på att andra länder, som inte har ett lika högt jämställdhetsindex, har kommit längre gällande jämställdhet inom revisionsbranschen. Frågan som kan ställas är: påverkar den kvinnliga påskrivande revisorn revisionsarvodets storlek i Sverige och finns det således en kvinnlig premie på revisionsarvodet? Syfte: Syftet med studien är att förklara den kvinnliga påskrivande revisorns eventuella effekt på revisionsarvodet, i svenska börsnoterade bolag. Metod: Denna studie utgår från en deduktiv forskningsansats där tidigare forskning om revisionsarvodet samt befintlig teori om genus har legat till grund för studiens teoretiska referensram. Den teoretiska referensramen har sedan använts för att skapa en teoretisk modell, där förväntade samband om kvinnans direkta och indirekta samt bestämningsfaktorernas påverkan på revisionsarvodet presenteras. Denna teoretiska modell har sedan testats genom en kvantitativ forskningsmetod med empiriska data från svenska börsnoterade bolag. Datainsamlingen kommer från databaser såsom Datastream, Holdings, Business Retriever men även årsredovisningar, med fokus på år 2022. Slutsats: Det kan konstateras att den ojämna fördelningen, mellan kvinnliga och manliga påskrivande börsbolagsrevisorer, fortsatt består i Sverige. Trots detta finner vi inga signifikanta samband för kvinnans direkta och indirekta påverkan på revisionsarvodet. Med andra ord kan det konstateras att, Background and problem: The pricing of audit fees is complex and can be influenced by factors such as client size and risk, or the choice of audit firm. Previous research has indicated that gender differences among auditors can impact the size of audit fees, where female auditors are associated with higher fees due to their attributes, personality traits, or external demands for diversity from clients. There is a perception that Sweden is more gender-equal compared to other European countries. However, research suggests that other countries, with lower gender equality indices, have made more progress in gender equality within the audit industry. The question that arises is: does the qualified female auditor affect the size of audit fees in Sweden, and thus, is there a female premium on audit fees? Purpose: The purpose of the study is to explain the potential effect of the qualified female auditor on the audit fee, in Swedish listed companies. Method: This study is based on a deductive research approach where previous research on audit fees and existing gender theory forms the theoretical framework of the study. The theoretical framework is then utilized to construct a theoretical model, presenting expected relations regarding the direct and indirect influence of women and determinant factors on audit fees. This theoretical model is subsequently tested using a quantitative research method with empirical data from Swedish listed companies. Data collection is sourced from databases such as Datastream, Holdings, Business Retriever, as well as annual reports, focusing on the year 2022. Conclusion: It can be noted that the uneven distribution, between female and male qualified auditors in listed companies, persists in Sweden. Despite this, we find no significant correlations for the direct and indirect influence of women on audit fees. In other words, it can be concluded that there is no difference in audit fees between women and men, and thus, there is no female audit pr

Bakgrund Sverige har numera en lång bakgrund med jämställdhetsfrämjande åtgärder, såväl inom lagar, politiken och arbetsmarknaden. I relation till chefspositioner har utvecklingen varit positiv, och andelen kvinnliga chefer börjar närma sig andelen manliga chefer. Trots denna positiva utveckling, kvarstår en tydlig skillnad på de högsta chefspositionerna där kvinnor enbart står för cirka 20 %. En vanlig förklaring till denna underrepresentation är att kvinnor vanligtvis möter olika hinder och motstånd som motverkar deras möjligheter till avancemang. Därtill har ledarskapsrollen historiskt sett tilldelats män, till följd av stereotypiska förväntningar på ideala egenskaper. Samtidigt finns det flera kvinnor som lyckats nå höga chefspositioner, och problematiken undersöks genom följande frågor; Vilka olika hinder upplever kvinnor, som befinner sig i höga chefspositioner, att de har varit med om under sin karriär? Vad är viktigt för kvinnor för att hantera de hinder som uppstår under deras karriärer? Syfte Denna studies primära syfte är att identifiera och förklara vilka hinder som kvinnor i höga chefspositioner upplever att de har varit med om under sin karriär. Genom denna grund kan studien även förklara när dessa hinder är mest framträdande. Därtill ämnar studien förklara vad som är viktigt för kvinnor för att hantera dessa hinder. Studien kan således ge en nyanserad bild av den svenska arbetsmarknaden, samt förklara hur olika egenskaper och andra faktorer kan främja kvinnligt avancemang. Metod Under denna studie har en kvalitativ forskningsmetod använts. Vid val av respondenter har ett kriteriebaserat urval tillämpats, där insamlade data grundar sig på semistrukturerade intervjuer med kvinnor i högt uppsatta chefspositioner. Resultat och Analys I relation till studiens område beskriver tidigare forskning hur kvinnor vanligtvis möter ett glastak mot de högsta chefspositionerna. Glastaksmetaforen används för att beskriva de strukturella hinder som motverkar kvinnligt, Background Sweden has a long history of implementing measures to promote gender equality, both within laws, politics, and the labor market. In relation to leadership positions, the progress has been positive, with the proportion of female leaders approaching that of male leaders. Despite this positive trend, there remains a clear disparity in the highest leadership positions, where women account for only about 20%. A common explanation for this underrepresentation is that women often encounter various obstacles and resistance that hinder their advancement opportunities. Additionally, the leadership role has historically been assigned to men due to stereotypical expectations of ideal characteristics. However, there are several women who have successfully reached high leadership positions, and the issue is thus examined through the following questions: What different obstacles do women in high-level executive positions experience during their careers? What is important for women to handle any obstacles that arise during their careers? Purpose The primary purpose of this study is to identify and explain the obstacles that women in high-level leadership positions have experienced throughout their careers. Through this foundation, the study can also elucidate when these obstacles are most prominent. Additionally, the study aims to explain what is important for women in managing these obstacles. Consequently, the study can provide a nuanced picture of the Swedish job market, while also explaining how various traits and other factors can promote female advancement. Method During this study, a qualitative research method has been employed. In the selection of respondents, a criterion-based sampling approach has been applied, where collected data is based on semi-structured interviews with women in high-level leadership positions. Result and analysis In relation to the study's area, previous research describes how women commonly encounter a "glass ceiling" regarding the hi

L’informe analitza de forma qualitativa els reptes i factors que afecten les carreres de les dones en l’àmbit de la història de la ciència en els territoris de parla catalana. Basat en la metodologia del grup de discussió, es va comptar amb la participació d’un grup representatiu d’historiadores en diferents etapes de la carrera, que treballen dins i fora de l’acadèmia, tenen diferents situacions familiars i representen la història de la salut, la ciència i la tècnica en la seva diversitat. A la introducció discutim el desenvolupament actual de la carrera científica de les dones a Espanya, marcada pels efectes tisores i pinça i pel sostre de vidre, i apuntem les polítiques públiques instaurades per redreçar la situació. Seguidament exposem la metodologia i els resultats del grup de discussió en quatre dominis: 1. Producció acadèmica: investigació, docència, administració; 2. Referents, xarxes de recolzament i formes de lideratge; 3. Conciliació de la vida personal i laboral; 4. Condicions laborals i alternatives fora de l’acadèmia. Concloem l’informe amb algunes recomanacions i accions que podem dur a terme des de la comunitat de la història de la ciència per evitar qüestions com el biaix de gènere i afavorir un desenvolupament igualitari de les carreres de les dones en el món universitari i de recerca., This report qualitatively analyzes the challenges and factors that affect women’s careers in the history of science in Catalan-speaking territories. Based on the method of the focus group, the participants were a representative group of female historians at different career stages, who work inside and outside academia, have different family situations and represent the history of medicine, science and technology in its diversity. In the introduction we discuss the current development of women’s scientific careers in Spain, marked by the scissors effect and the glass ceiling, and point out the public policies instituted to rectify the situation. We then present the methodology and results of the focus group in four domains: 1. Academic production: research, teaching, administration; 2. Role models, support networks and forms of leadership; 3. Work-life balance; 4. Working conditions and alternatives outside academia. We conclude the report with some recommendations and actions that the history of science  community can implement to avoid issues such as gender bias and to promote an equal development of women’s careers in the university and research system.

In Mexico, enter the National System of Researchers is an important achievement for any researcher. It represents an effort in the academic career of a man, and a major effort in the career of a woman. The present work aims to make visible the limitations and di-fficulties that the academics of a higher education institution in the southeast of Mexico have, to enter and stay in that system. Through a mixed strategy, quantitative informa-tion from various databases was collected and dialogue was made with the experiences of four researchers from a unit of that university. The results show the structural factors that are impeding the advancement of women, such as their exclusion from decision-ma-king positions, as well as in the basic academic nuclei of doctoral programs. The rhetoric of contempt was also very present. In the conclusions, the need for a paradigm shift in the National System of Researchers away from academic capitalism and the patriarchal perspective under which it was instituted is discussed., En México, el conseguir el ingreso al Sistema Nacional de Investigadores (hoy Sistema Nacional de Investigadoras e Investigadores, SNII) en un logro importante para cual-quier investigador. Representa un esfuerzo en la trayectoria académica de un hombre, y un esfuerzo mayúsculo en la trayectoria de una mujer. El presente trabajo tiene como objetivo el visibilizar la limitaciones y dificultades que tienen las académicas de una ins-titución de educación superior del sureste de México para ingresar y mantenerse en ese sistema. Mediante una estrategia mixta, se recogió información cuantitativa de diversas bases de datos y se puso en diálogo con las experiencias de cuatro investigadoras de una dependencia de esa universidad. Los resultados muestran los factores estructurales que están impidiendo el avance de las mujeres, como su exclusión en puestos para la toma de decisiones, así como en los núcleos académicos básicos de los programas doctorales. También se observó muy presente la retórica del menosprecio. En las conclusiones se comenta la necesidad de un cambio de paradigma en el Sistema Nacional de Investigadores lejos del capitalismo académico y de la perspectiva patriarcal bajo la cual fue instituido.

There are some sectors, such as higher education, that are associated with feminine qualities. In several Indonesian universities, the percentage of female lecturers far exceeds that of males, rendering higher education a sector predominantly led by women. Despite dominating the sector, women still face the glass ceiling phenomenon when reaching top management positions in universities. External factors, such as unsupportive organisations, have been recognised as the leading causes of this issue thus far. However, the role played by individual factors, such as self-esteem and self-confidence, in perpetuating the glass ceiling is hardly ever acknowledged. Using a qualitative method with a phenomenological approach, this study aims to investigate the experiences of female academics in Indonesia concerning the glass ceiling phenomenon in relation to individual factors. The data analysis findings confirm that individual factors are as significant as external factors in perpetuating the glass ceiling. The gender quota policy is inadequate in resolving the glass ceiling phenomenon. However, this policy may contribute to positive exposure for women, suggesting that women possess the same abilities as men and may ultimately enhance women's confidence in their abilities., QC 20240315

This study aims to explore strengths and challenges in an all-female executive team. The subject of female executive teams is relatively unexplored, why the study contributes with a new perspective on the dynamics and processes occurring in an all-female executive team. 45-minute interviews were conducted with each member of the group, which consists of five women between the age of 50 and 61. Together they constitute an executive team in a Swedish organization. A thematic analysis was conducted and four themes were identified, as follows: openness, respect, inefficient processes and homogeneity. In general, the group is perceived to be well-functioning, and they consistently emphasize positive qualities within their group. Among other things, they talk about an open climate, absence of prestige and express care for each other. To some extent, the group is homogeneous. This makes them at risk of groupthink and missing perspectives, although there is no indication in the interviews that this is occurring. They do however express a lack of time and strategic work, deficiencies in structure and to some extent a too large need for control. The study’s findings are discussed in relation to previous research on power structures, gender studies and group development. At last, suggestions are given for further studies to explore whether it is the gender composition or the women's personalities that make the group so well-functioning.

Näringslivet kantas av en stundande underrepresentation av kvinnor på toppositioner. Därav är syftet med studien att skapa en förståelse kring vad det innebär och hur det upplevs för kvinnor att nå toppositioner i mansdominerade branscher. Vi kommer också att belysa vilka möjligheter och utmaningar kvinnorna fått möta under sin karriärväg till den toppositionen de idag besitter. Vår ambition är att undersöka den kvinnliga närvaron i toppskiktets upplevelser och erfarenheter av att vara minoritet i en svensk kontext. Studien bygger på en kvalitativ forskningsmetod med det empiriska insamlade materialet bestående av 8 stycken intervjuer med kvinnor i ledande befattning i högt uppsatt position verksamma inom olika, till synes mansdominerade branscher, runt om i Skåne, Blekinge och Västra Götaland. För att till fullo förstå den sociala företeelse som studeras, har vi konstruerat en teoretisk referensram som inkluderar relevanta teorier för studien. Vår studie resulterade i att kvinnor till största del anställs till en topposition utav män för att ersätta en annan man då organisationen befinner sig under mindre stabila förutsättningar. Resultaten visar på att de faktorer som gynnat kvinnorna i deras karriärväg är personliga egenskaper, kompetens och nätverk. Kvinnorna upplever utmaningar i de höga toppositionerna genom olika strukturella hinder till följd av deras könstillhörighet som kvinnor i många avseenden skapar själva. En reflektion från resultatet är därför att en jämställdhet i toppskiktet och en jämnare maktfördelning skulle leda till nyansering och ökad lönsamhet men framförallt leda till en jämnare könsfördelning fördelaktigt utifrån moral och social rättvisa. Sammanfattningsvis har vi kunnat fastställa att jämställdhetsprocessen förändras långsamt i toppskiktet, till följd av ökade institutionella krav från omvärlden., *: Business life is edged by an imminent underrepresentation of women in top positions. Hence, the aim of the study is to create an understanding of what it means and how it has felt for women to reach top positions in male-dominated industries. We will also highlight the opportunities and challenges the women had to face during their career path to the top position they hold today. Our ambition is to investigate the female presence in the top layer's experiences and experiences of being a minority in a Swedish context. The study is based on a qualitative research method with the empirically collected material consisting of 8 interviews with women in senior positions in high-ranking positions active in various, seemingly male-dominated industries, around Skåne, Blekinge and Västra Götaland. To fully understand the social phenomenon that studies, we have constructed a theoretical frame of reference that includes relevant theories for study. Our study resulted in that women mostly being hired to a top position by men to replace a man when the organization is under less stable conditions. The results show that factors that have benefited women in their career path are personal characteristics, competence and networks. The women experience challenges in the high top positions through various structural obstacles as a result of their gender, which women in many respects create themselves. A reflection from the result is therefore that equality in the top layer and a more even distribution of power would lead to nuance and increased profitability, but above all lead to a more even gender distribution advantageously based on morality and social justice. In summary, we have been able to determine that the equality process is changing slowly in the top layer, as a result of increased institutional demands from the outside world. This thesis is written in Swedish.

The purpose of this study is to fill the gap identified in how women perceive their opportunities to advance in their careers as auditors in San José, Costa Rica. This study also seeks to get answers to what it is like to work as a woman in a male-dominated industry in the chosen country. Design/methodology/approach: This essay has been carried out using an abductive research approach. Three research questions have thereby been answered with the support of 11 semi- structured interviews with women in roles as auditors at various independent audit firms in San José, Costa Rica. 10 of the interviews were held at the respondent’s respective office and one of the interviews were held digitally. Findings: The study has resulted in women working as auditors in San José, Costa Rica, experiencing discrimination in the workplace. Various factors that underlie discrimination have been identified and these factors include culture and how the men see themselves in their professional role. A factor that has also been shown to have a large and almost decisive influence on the degree of discrimination and the opportunities for women to climb in their careers is the size of the audit firm. The bigger the audit firm, the more discrimination the women experience and the worse opportunities to climb in their career. Research implications: The leading implications are that women's opportunities to advance in their careers and be able to feel secure in their work as auditors in San José, Costa Rica, must be given further attention and be investigated further. This is because the situation that exists today is not sustainable and in order to develop the industry and to even out the skewness that exists between the genders in the country, this problem must be taken care of. This study can contribute as a basis for future research in the field to further investigate the factors that are causal factors for the reality for women in the industry that the study identified. Originality/value: T

Las mujeres han sido silenciadas siempre a lo largo de la historia. Más aún si nos fijamos en la esfera del poder político. No ha sido hasta muy entrada la Democracia y los diferentes gobiernos con sus políticas de igualdad, que esto no ha empezado a cambiar. Aún así en este proyecto se realiza una investigación de como se enfrentan las mujeres políticas a esta sociedad actual y a los medios de comunicación. La política sigue siendo un mundo muy controvertido, pese a que se existe una gran representación femenina, los comportamientos que se encuentran son patriarcales y soberbios. Se sigue creando un trato heterogéneo entre una mujer política y un hombre político. Este trato viene dado, sobre todo, por los medios de comunicación, más específicamente los medios escritos, debido a la imagen que promueven de las mujeres políticas., Women have always been silenced throughout history. Even more so if we look at the sphere of political power. It has not been until well into democracy and the different governments with their equality policies that this has begun to change. Even so, this project investigates how women politicians deal with today's society and the media. Politics is still a very controversial world, despite the fact that there is a large representation of women, the behaviours that are found are patriarchal and arrogant. There is still heterogeneous treatment between a female politician and a male politician. This treatment is given, above all, by the media, more specifically the written media, due to the image they promote of women politicians., Departamento de Historia Moderna, Contemporánea y de América, Periodismo y Comunicación Audiovisual y Publicidad, Grado en Periodismo

Producción Científica, We study the gender gap in the duration of sick leave in Spain by splitting this duration into two types of days – those which are related to biological characteristics and those derived from behavioral reasons. Using the Statistics of Accidents at Work for 2011–2019, we found that women presented longer standard durations (i.e., purely attached to physiological reasons) compared to men. However, when estimating individuals’ efficiency as the ratio between actual and standard durations, we found that women were more inefficient at lower levels of income, whereas in case of men, this occurred at higher levels of income. These results were reinforced when considering that men and women do not recover from the same injury at the same rate. Women were more efficient than men across all the compensation distribution, especially at higher income levels., Ministerio de Ciencia, Innovación y Universidades (project PID2020-112509GB-IOO and RTI2018-099666-B-100), Publicación en abierto financiada por el Consorcio de Bibliotecas Universitarias de Castilla y León (BUCLE), con cargo al Programa Operativo 2014ES16RFOP009 FEDER 2014-2020 DE CASTILLA Y LEÓN, Actuación:20007-CL - Apoyo Consorcio BUCLE

This study investigates the factors that impact female workers maintaining leading positions. The primary purpose of the search is to study the effect of the glass ceiling and leadership empowerment on women's work-life balance in the private sector in Saudi Arabia. A survey research design was employed, and a cross-sectional approach to data collection was used to achieve the primary objectives. Thus, data were collected from 54 selected female executives working in private enterprises in Saudi Arabia. Closed-ended questions-based Likert scales were employed to gather data from the research participants. The study uses Multiple regression to analyze the data collected using SPSS. Consequently, it was found that the empowerment of female leadership has a significant influence on the work-life balance of female leaders in the private sector of Saudi Arabia. On the other hand, the glass ceiling was not found to significantly impact the participants' work-life balance. Finally, it was concluded that attempts should be made to support female leaders as this will positively affect their work-life balance and consequently leads to better performance.

Glass ceiling is a phenomenon that describes an abstract barrier that hinders career progression and promotion to higher management positions. A majority of studies regarding this discrimination in workplaces have solely focused on women as victims. The purpose of this study is to investigate how the phenomenon is expressed in workplaces and how it could also be intersectionally conditioned by examining how experts perceive glass ceiling discrimination, which is related to several grounds of discrimination. A phenomenographic approach has been implemented to capture perceptions from experts through semi-constructed interviews along with an extraction and examination of several documents to strengthen their perspectives. The experts' contributions are evaluated through a social constructivist approach. The findings of glass ceiling are separated into different themes: individual, situational, and cultural as well as interpersonal relationship barriers. The glass ceiling discrimination has been shown to mostly affect women; however, intersectional factors have shown to create various power structures that strengthen discrimination for individuals who belong to multiple grounds of discrimination. The study contributes to an unique viewpoint of how discrimination and the glass ceiling can occur in workplaces today. The findings are useful when working with discrimination- and gender equality.

Introduction: This study examined the lived experiences of Female Entrepreneurs in Lagos State, Nigeria, who transitioned from traditional corporate employment settings to venture into uncharted entrepreneurial territory. In their transition from employee to entrepreneur, this study identified the existence of glass ceiling in both phases. Considering the perception of a woman’s identity in the Nigerian patriarchal system, practical attention and analysis have not been given to their experiences as employees and entrepreneurs. Seven (7) Nigerian Female Entrepreneurs with established businesses in Lagos, Nigeria, participated in this study. Method: A qualitative research method that builds upon the philosophy of social constructivism was used to decipher the transition. Storytelling theory assisted the interviewees in expressing themselves freely and facilitated this research. Also, Schlossberg's Transition Theory was the foundational theoretical framework for this study. Result: The result of the study identified the inherent glass ceiling in their transition. Some peculiarities of the glass ceiling within Nigerian context include financing barriers, gender discrimination, a good support system, and limited female mentors. This was framed as the “second glass ceiling”. They discussed their coping mechanisms to overcome challenges and build successful businesses during transition. Conclusion: The conclusion demonstrates helpful modifications that can aid groups, organizations, academic institutions, and policymakers understand Nigerian women’s situation in corporate and business domains. Such understanding could promote equality of opportunity within society and organizations, eliminate entrepreneurship barriers, and aid their long-term retention of corporate or entrepreneurial engagement. In the long run, this will benefit the Nigerian economy, corporate organizations, female entrepreneurs in Nigeria, and their communities.

El efecto del techo de cristal explica las barreras invisibles que afectan a la promoción laboral de las mujeres, asociadas a desigualdades de género. El objetivo del presente estudio cualitativo fue identificar las desigualdades en la promoción de las mujeres en la carrera académica e investigadora en el ámbito de la biomedicina en España. Se realizaron 22 entrevistas individuales a mujeres investigadoras en biomedicina en puestos de liderazgo en 2018 en Madrid. Las transcripciones se importaron al software informático Open Code y se analizaron de acuerdo con el método del análisis del discurso. Se identificaron 3 categorías: Reafirmación de la existencia del techo de cristal, Las barreras para la promoción de las mujeres y Necesidades para romper el Techo de cristal. Los resultados indicaron que las mujeres investigadoras sintieron seguir enfrentándose a dificultades adicionales a las de los hombres para progresar en sus carreras profesionales. Entre ellas, destacan la falta de corresponsabilidad en los hogares entre hombres y mujeres, debido a la asunción del rol tradicional de cuidadoras, y la falta de apoyo y medidas efectivas en las instituciones que favorezcan la conciliación, pese a que la legislación requiere que el sector público tome medidas proactivas para ello. Para romper el techo de cristal en las carreras de las mujeres investigadoras en biomedicina es necesario distribuir equitativamente el tiempo dedicado al ámbito laboral y personal de mujeres y hombres, y que las políticas de igualdad de género se implementen de manera efectiva, no sólo limitándose a establecer recomendaciones, sino concretarse mediante acciones y sancionando los incumplimientos., The glass ceiling effect explains the invisible barriers that affect the promotion of women, associated with gender inequalities. The aim of this qualitative study was to identify inequalities in the promotion of women in academic and research careers in the field of biomedicine in Spain. Twenty-two individual interviews were conducted with female biomedical researchers in leadership positions in 2018 in Madrid. The transcripts were imported into Open Code software and analysed according to the discourse analysis method. Three categories were identified: Reaffirmation of the existence of the glass ceiling, Barriers to women’s promotion, and Needs to break the glass ceiling. The results indicated that women researchers felt that they continued to face additional difficulties to those of men in advancing in their careers. These include the lack of co-responsibility in households between men and women, due to the traditional women’s role as caregivers, and the lack of support and effective institutional measures that favor work-life balance. Legislation requires the public sector to take proactive measures to this end. In order to break the glass ceiling in the careers of women researchers in biomedicine, it is necessary that women’s and men’s working and personal time is equally distributed, and that gender equality policies are effectively implemented, not just recommendations, but actions and sanctions for non-compliance.

The underrepresentation of women in academia at the top levels, the so-called “glass ceiling phenomenon”, is still an issue also in Italian universities. Women, in fact, remain significantly underrepresented especially in full professorships and leadership positions, with only slightly changes over the years. Using 46 semi-structured interviews with 31 female associate professors and 15 female members of the departmental governance working in 4 Italian universities, the article explores this phenomenon looking at two aspects. On one side, it explores the barriers to access to full professorships and managerial positions in Italian academy, in particular the motherhood penalty, the gendered allocations of activities and the gendered construction of leadership. On the other, the essay looks at the individual strategies implemented by women to overcome or to cope with them. The analysis shows the interdependence between structural and cultural barriers and the alleged individual self-selective strategies of women.

Purpose: This study intended to investigate the issues associated with the rise of women to senior leadership positions. There have been diverse metaphors or analogies used to describe these barriers. The purpose of the study was to review the major barriers that restricted the growth of woman at senior leadership positions. Theoretical framework: Women leadership has been an area of discussion since women started holding powerful positions in the corporate and to do so they face enormous challenges. There have been diverse metaphors used to describe these barriers. These metaphors viz. Glass ceiling, Glass cliff, Queen Bee and Sticky floor shall be considered as major barriers that restrict women to be at top position. (Smith, Caputi, & Crittenden, 2012) Design/Methodology/Approach: The study reviewed the different metaphors viz. Glass ceiling, Glass cliff, Queen Bee, Sticky floor and other analogies used to describe the women in power. The study also described various issues and challenges related to woman leadership. Findings: There is a lack of awareness amongst corporate leaders regarding the diverse metaphors used for women leadership and which also means that they are knowingly or unknowingly enhancing the hurdles for women at their workplaces. These challenges and situations exist around us, but people are not vigilant and are reluctant to take efforts to tackle or overcome these barriers for women. Research, Practical and Social implications: This research suggests that there is a strong urge to sensitize our corporate leaders regarding these widely used metaphors and reasons for using them, especially in a country like India. Here gender discrimination happens right from the birth of a child and continues throughout life. Originality/Value: The research contributed to describing the various issues and challenges related to women leadership. The study adds value by presenting the review of the major barriers that restricted the growth of women a

Purpose: "Where Are All the Women CEOs?" (Fuhrmans, 2020) is a corporate question describing the growing sense of gender diversity and women's discrimination in top leadership positions. Nowadays, gender equality is an important topic and plays a strategically important role in corporations. However, women remain underrepresented and are treated differently than men counterparts in top executive positions. Thus, this research aims to provide insights into the major themes and critically reflect on the literature regarding women/female CEOs of the past two decades. Design/methodology/approach: A Structured Literature Review (SLR) was conducted. All included articles stemmed from the ABS or ABDC journal rankings, resulting in 162 relevant articles. The time frame was 2000 through 2020 (20 years). Databases included in this review were: Scopus (Elsevier), ProQuest, Emerald Insight, JSTOR and ABI/Inform. All results were limited to English-only peer-reviewed scientific journal articles. Findings: The analysed literature on women/female CEOs addresses their personal and professional characteristics (outer appearance and leadership style), their appointment and hierarchical advancement, their effect on different business organizational aspects (such as firm performance and governance), the gender pay gap and the glass ceiling/cliff. Furthermore, the findings suggest that women are underrepresented in CEO positions, face various discrimination statuses, and bear with cultural and ethnic barriers to elevating hierarchy. Research limitations/implications: The coding process, in particular, the code grouping, could be influenced by the researchers’ subjectivity. In addition, not all collected data was analysed, as some codes and data were not considered beneficial for this research. Originality/value: To the best of the authors' knowledge, such research regarding female leadership, namely the CEO position, is limited, and no structured literature review within the AJG/ABDC r

[EN] This report qualitatively analyzes the challenges and factors that affect women’s careers in the history of science in Catalan-speaking territories. Based on the method of the focus group, the participants were a representative group of female historians at different career stages, who work inside and outside academia, have different family situations and represent the history of medicine, science and technology in its diversity. In the introduction we discuss the current development of women’s scientific careers in Spain, marked by the scissors effect and the glass ceiling, and point out the public policies instituted to rectify the situation. We then present the methodology and results of the focus group in four domains: 1. Academic production: research, teaching, administration; 2. Role models, support networks and forms of leadership; 3. Work-life balance; 4. Working conditions and alternatives outside academia. We conclude the report with some recommendations and actions that the history of science community can implement to avoid issues such as gender bias and to promote an equal development of women’s careers in the university and research system., [CAT] L'informe analitza de forma qualitativa els reptes i factors que afecten les carreres de les dones en l'àmbit de la història de la ciència en els territoris de parla catalana. Basat en la metodologia del grup de discussió, es va comptar amb la parti- cipació d¿un grup representatiu d¿historiadores en diferents etapes de la carrera, que treballen dins i fora de l'acadèmia, tenen diferents situacions familiars i representen la història de la salut, la ciència i la tècnica en la seva diversitat. A la introducció discutim el desenvolupament actual de la carrera científica de les dones a Espanya, marcada pels efectes tisores i pinça i pel sostre de vidre, i apuntem les polítiques públiques instaurades per redreçar la situació. Seguidament exposem la metodologia i els resultats del grup de discussió en quatre dominis: 1. Producció acadèmica: investigació, docència, administració; 2. Referents, xarxes de recolzament i formes de lideratge; 3. Conciliació de la vida personal i laboral; 4. Condicions laborals i alternatives fora de l'acadèmia. Concloem l'informe amb algunes recomanacions i accions que podem dur a terme des de la comunitat de la història de la ciència per evitar qüestions com el biaix de gènere i afavorir un desenvolupament igualitari de les carreres de les dones en el món universitari i de recerca.

In recent years there has been an increase in the presence of women in management positions. However, many studies have shown that women are treated stereotypically in the workplace. In particular, both the biological and the social sex as it is formed through stereotypes and prejudices, create obstacles, inhibiting the promotion of women to leadership positions. These obstacles are usually invisible and are the so-called Glass Ceiling phenomenon. As a result, women are under-represented in high-ranking positions as they are evaluated by different criteria than men. In the field of education, although the majority of teachers are women, the leadership of the educational units is presented to belong to men in a way that exudes "hegemonic masculinity" (Daraki, 2007), since it is governed by masculine values. Nevertheless, women have entered the field of work education dynamically, with the result that the 20th century is characterized as a century of women. Of course, the "weak sex" has given and gives many struggles in its effort to break the Glass Roof and strengthen its position in the labor and social sector.

[SPA] La creciente presencia de mujeres en el mercado laboral desde su incorporación masiva a finales del siglo XX no ha ido acompañada de un incremento proporcional de su representación en la más alta jerarquía empresarial. El techo de cristal alude a la existencia de determinados factores y variables que, aunque son aparentemente invisibles, dificultan el acceso de las mujeres a los más elevados cargos de las empresas, que siguen ocupados mayoritariamente por hombres. Se trata de una problemática que ha motivado la adopción de diferentes instrumentos normativos, con objeto de fomentar la representación paritaria de mujeres y hombres en todos los ámbitos de las empresas. Sin embargo, la infrarrepresentación de mujeres continúa presente en los Consejos de Administración y en la alta dirección de las empresas que cotizan en el IBEX 35, que revisten gran importancia y visibilidad tanto a nivel nacional como internacional., [ENG] The growing presence of women in the labour market since their massive incorporation at the end of the 20th century, has not been accompanied by a proportional increase of their representation in the highest business hierarchy. The glass ceiling refers to the existence of certain causes that, although they are invisible, complicate the access of women to the highest positions of companies, which remain mostly occupied by men. It is a problem which has motivated the adoption of different laws to encourage the equal representation of women and men in all areas of enterprises. However, the under-representation of women remains present in the Management Boards and in the senior management of the companies listed on the IBEX 35, which are of great importance and visibility at both national and international levels.

Las series de televisión constituyen interesantes objetos de estudio para observar la representación que se realiza sobre los diferentes sujetos sociales. En esta línea, es de interés conocer cómo las narrativas seriales representan a un movimiento tradicionalmente denostado por los mass media: el feminismo. Bajo esta premisa, este artículo analiza tres series de ficción anunciadas como feministas en la plataforma de consumo bajo demanda Amazon Prime. El universo de estudio se ha compuesto de las series emitidas en la plataforma durante el primer trimestre de 2020, siendo un total de tres series: Good Girls Revolt, Little Fires Everywhere y Dietland. Para el estudio se ha desarrollado una metodología que recoge conceptos de la narrativa audiovisual y del feminismo. Los resultados han evidenciado la preminencia de los valores feministas liberales, con un énfasis en la realización individual y la liberación sexual., Television series are interesting objects of study to observe the representation that is performed on different social subjects. In this sense, it is interesting to know how serial narratives represent a movement traditionally denigrated by mass media: feminism. Under this premise, this article analyzes three fiction series announced as feminists on the consumer on demand platform Amazon Prime. The study universe has been composed of the series broadcast on the platform during the first quarter of 2020, a total of three series: Good Girls Revolt, Little Fires Everywhere and Dietland. A methodology has been developed for the study that includes concepts of audiovisual narrative and feminism. The results have shown the prevalence of liberal feminist values, with an emphasis on individual fulfillment and sexual liberation.

Syfte: Uppsatsen syftar till att inventera upplevelser från kvinnliga och manliga cheferangående deras karriärer i en bransch där deras biologiska kön är underrepresenterat. Metod: För att besvara uppsatsens frågeställning och ge utrymme för subjektiva upplevelser från respondenterna har en deduktiv forskningsansats implementerats inom ramen för kvalitativ forskningsstrategi. Semistrukturerade intervjuer har upprättats med tio respondenter. Slutsats: Samtliga respondenter har krossat glastaket och åkt glashissen, dock upplever majoriteten av de kvinnliga cheferna fler utmaningar och hinder kopplat till deras biologiska kön. De manliga respondenterna har erhållit förtroende fort i sina respektive anställningar, medan kvinnorna upplever att de behövt hävda sig och påvisa sin kompetens innan de erhåller respekt från intressenter., Purpose: The purpose of this Bachelor Thesis is to do an inventory of male and female experiences in regards to making a career in an industry where their biological sex is underrepresented. Method: To be able to achieve the Bachelor Thesis purpose and simultaneously give room for the respondents subjective experiences we conducted a deductive research approach within a qualitative research strategy framework. Our ten respondents have contributed their knowledge through semi structured interviews. Conclusion: All respondents have broken the glass ceiling and ridden the glass escalator, however, the majority of the female managers experience more challenges and obstacles linked to their biological sex. The male respondents have gained confidence quickly in their respective employments, while the women feel that they need to assert themselves and demonstrate their skills before they gain respect.

Background - Women are underrepresented in top management positions all over the globe. This also applies to Sweden, despite the country's long progressive and high material prosperity. This situation is particularly evident in the banking sector, where women represent approximately half of the workforce. However, in the four largest banks in Sweden, women only occupy 33,25 percent in the highest management teams and 34,5 percent on the boards. This phenomenon is often referred to as “the glass ceiling,” a set of barriers that hinder women’s accessibility to top management positions. This underrepresentation is, in turn, likely to result in a loss of potential human resources due to organizations not searching for competent candidates in approximately half of the population. Further, banks are associated with a lot of power in the society, where they have a significant impact, with a critical role in the economy, contributing to financial growth. Initiatives by for instance the EU Commission to increase gender diversity are on the high agenda. Consequently, the subject of understanding and overcoming these barriers stands high on the agenda of both politicians and researchers. Purpose - The purpose of this study is to identify barriers among women toward reaching top management positions in the commercial banking sector, as well as how women in top management positions have overcome them. By investigating the barriers and how women overcome them, we will contribute with a deeper understanding and meaningful insights to political and managerial practitioners on how they can identify and help women overcome the barriers. The foundation of the theoretical framework in this study will be based on Becker’s (1957) theory of discrimination, Social role theory, and System justification theory will lay the foundation of the theoretical framework in this study. Method - This study is based on qualitative research with a multiple case study in the banking sector in Sweden. Con

According to data from the Spanish Association of Advertising Agencies, 90% of manage-ment positions in communication companies are occupied by men. However, the per-centage of women studying communication degrees in Spanish universities, and specifi-cally bachelor’s and master’s degrees in advertising and public relations, is higher than that of male students. This study evaluates the gender perspective taught in advertising and public relations degrees in Spain, to determine whether society demands this female vision of communication, PR, advertising and institutional and corporate activity. Fur-thermore, it gathers opinions on the role of women in the structure of communication companies. Based on triangulation, the methodology combines a content analysis of uni-versity syllabi, a questionnaire for students or graduates, and a panel of experts made up of academics teaching degree courses in advertising and public relations and communication practitioners. The results point to adequate and constantly (r)evolving training, in which skills and curricula meet the professional environment. Factors such as crisis, digital prog-ress, the expansion of new work formats and the new role of the consumer require multi-disciplinary teams with transversal skills – where women have a significant role to play., Segons dades facilitades per l’Associació Espanyola d’Agències de Publicitat, el 90% dels llocs directius de les empreses de comunicació estan ocupats per homes. No obstant això, el percentatge de dones que cursen graus de Comunicació i, concretament, graus i màs-ters de Publicitat i Relacions Públiques a les universitats espanyoles és superior al dels estudiants masculins. Aquest estudi avalua la perspectiva de gènere que es dona a les titu-lacions de Publicitat i Relacions Públiques a Espanya per determinar si la societat exigeix aquesta visió femenina de la comunicació, les relacions públiques, la publicitat i l’activitat institucional i corporativa. A més, recull l’opinió sobre el paper de la dona en l’estructura de les empreses de comunicació. A partir de la triangulació, la metodologia combina una anàlisi de contingut dels plans d’estudis, un qüestionari per a estudiants o titulats, i un panel d’experts format per acadèmics del Grau de Publicitat i Relacions Públiques i per professionals. Els resultats apunten a una formació adequada i en constant (r)evolució, en la qual les competències i els plans d’estudis s’ajusten a la realitat professional. Factors com la crisi, el progrés digital, l’expansió de nous formats de treball i el nou paper del consumidor requereixen equips multidisciplinaris amb competències transversals, on les dones tenen un paper important., Según datos de la Asociación Española de Agencias de Publicidad, el 90% de los puestos directivos de las empresas de comunicación están ocupados por hombres. Sin embargo, el porcentaje de mujeres que estudian carreras de Comunicación y, en concreto, grados y másteres de Publicidad y Relaciones Públicas en las universidades españolas es superior al de los estudiantes varones. Este estudio evalúa la perspectiva de género que se da en las titulaciones de Publicidad y Relaciones Públicas en España para determinar si la sociedad demanda esta visión femenina de la comunicación, las relaciones públicas, la publicidad y la actividad institucional y empresarial. Además, recoge la opinión sobre el papel de la mujer en la estructura de las empresas de comunicación. Basada en la triangulación, la metodo-logía combina un análisis de contenido de los planes de estudio, un cuestionario para estudiantes o graduados, y un panel de expertos formado por académicos pertenecientes al Grado de Publicidad y Relaciones Públicas y por profesionales. Los resultados apuntan a una formación adecuada y en constante (r)evolución, en la que las competencias y los planes de estudio responden a la realidad profesional. Factores como la crisis, el avance digital, la expansión de nuevos formatos de trabajo y el nuevo papel del consumidor exi-gen equipos multidisciplinares con competencias transversales, en los que la mujer tiene un papel relevante.

Although the inequalities known as the “glass ceiling” are not a recent phenomenon in society, research addressing their effects stillis. Studies show that scientists' interest in this type of inequality has been in evidence since the 1990s. Although research on maturewomen within organizations and the barriers posed by the “glass ceiling” effects are on the rise, there is still a theoretical gap aboutthe obstacles young women, between 21 and 30 years old face. Based on qualitative research, carried out through semi-structured interviews with this group, we show that the “glass ceiling” and “crystal wall” effects can be felt even at the beginning of the career. Professional barriers, such as lack of experience, intensify gender inequalities and age discrimination in the selection process for internship or hiring. We conclude that young women adopt credibility strategies to deal with these difficulties., Apesar de as desigualdades conhecidas como “teto de vidro” não serem um fenômeno recente na sociedade, as pesquisas abordando seus efeitos ainda o são. Estudos apontam que o interesse dos cientistas por esse tipo de desigualdade ganhou evidência a partir da década de 1990. Embora estejam em ascensão investigações sobre mulheres maduras nas organizações e entraves dos efeitos “teto de vidro”, ainda existe uma lacuna teórica sobre os obstáculos enfrentados por mulheres jovens, com idades entre 21 e 30 anos. A partir de uma pesquisa qualitativa, realizada por meio de entrevistas semiestruturadas com esse público, mostramos que os efeitos “teto de vidro” e "parede de cristal" podem ser sentidos ainda no início da carreira. As barreiras profissionais, como a falta de experiência, intensificam as desigualdades de gênero e discriminação por idade nos processos seletivos de estágio ou efetivação. Concluímos que as jovens adotam estratégias de credibilidade para lidar com essas dificuldades., Aunque las desigualdades conocidas como techo de cristal no son un fenómeno reciente en la sociedad, las investigaciones que abordan sus efectos aún lo son. Los estudios muestran que el interés de los científicos por este tipo de desigualdad adquirió evidencia a partir de la década de 1990. Si bien las investigaciones sobre mujeres maduras en las organizaciones y las barreras de los efectos del techo de cristal están en aumento, todavía existe una brecha teórica sobre los obstáculos enfrentados por mujeres jóvenes, de entre 21 y 30 años. A partir de una investigación cualitativa a través de entrevistas semiestructuradas a este público, mostramos que los efectos del techo de cristal y de la pared de cristal se pueden sentir al inicio de la carrera. Las barreras profesionales como la falta de experiencia intensifican las desigualdades de género y la discriminación por edad en el proceso de selección para pasantías o contrataciones permanentes. Concluimos que las mujeres jóvenes adoptan estrategias de credibilidad para hacer frente a estas dificultades.

Esta investigación analiza la situación profesional de las creativas en las agencias de publicidad españolas y las barreras que ponen freno al ascenso de las mujeres publicistas en los departamentos creativos, con foco en tres áreas: pink ghettos y promoción, sesgos inconscientes, y maternidad. Se aplicó un cuestionario que fue respondido por 252 creativas de edades entre 21 y 59 años. Se observa, dentro de los departamentos, una adjudicación sesgada de las cuentas, esto es, un reparto no equitativo de clientes y briefings que las condena a trabajar continuamente con cuentas altamente feminizadas. Los sesgos inconscientes quedaron resumidos en términos de rechazo y exclusión, autoconfianza y competencia. Con respecto a la maternidad, se sigue constatando la dificultad de las creativas por conciliar la vida en familia con el trabajo, lo que hace que se suela decantar la balanza en favor de la trayectoria profesional. Se evidencia, en definitiva, que la creatividad es una profesión masculinizada en la que se necesita acabar con los sesgos de género., This research addresses the professional situation of female creatives in Spanish advertising agencies and the barriers that hinder their promotion in creative departments, focusing on three main areas: pink ghettos and promotion, unconscious bias, and motherhood. A questionnaire was administered to 252 female creatives between 21 and 59 years. Within the departments, a biased allocation of accounts was observed, i.e., an unequal distribution of clients and briefings that condemns women to work continuously with highly feminised accounts. In terms of unconscious biases, these were summarised in terms of rejection and exclusion, self-confidence, and competition. Regarding motherhood, it is still difficult for creative women to reconcile family life with work, which means that the balance tends to be tipped in favor of the professional career. In short, creativity is evidently a masculinised profession in which gender biases need to be broken down., Esta pesquisa investiga a situação profissional das mulheres criativas nas agências de publicidade espanholas e as barreiras que freiam a ascensão das mulheres publicitárias nos departamentos criativos, concentrando-se em três áreas principais: guetos rosas e promoção, preconceitos inconscientes e maternidade. Foi realizado um questionário respondido por 252 mulheres criativas com idades entre 21 e 59 anos. Dentro dos departamentos, observou-se uma distribuição de contas enviesada, ou seja, uma distribuição desigual de clientes e briefings que condena as mulheres a trabalharem continuamente contas altamente feminizadas. Em termos de preconceitos inconscientes, estes foram resumidos em termos de rejeição e exclusão, autoconfiança e competição. No que diz respeito à maternidade, ainda é difícil para as mulheres criativas conciliar a vida familiar com a vida profissional, o que significa que o equilíbrio tende a ser inclinado a favor da carreira profissional. Em suma, é evidente que a criatividade é uma profissão masculinizada em que os preconceitos de gênero têm de ser eliminados.

This essay describes the behavior, over the last ten years, of the board of directors in Chilean indexed IGPA firms, with respect to the number of women on these boards, which have been historically dominated by men. We ask if the presence of women on these boards is due to cultural change, a consequence of social pressure, rule changes or the following of a trend in developed countries. From data analysis, an evolution in the number of women in the boardrooms of Chilean indexed IGPA firms, from Chile’s entry into the OCDE in 2010 and after the adoption of the CMF ́s NCG 385 in 2015, can be observed. This evolution stems from obligation or trend following rather than cultural change. We have observed that women have relatively little power on the boards where they have been allowed to participate, which clearly implies that there is still a long way to go in this regard, since only the minimum required by the standard is met, which shows the lack of conviction with which Chilean companies have acted, yielding rather to the pressure of a norm, than to a true conviction of the importance of the subject, for which the quota mechanism is recommended as a more effective tool rather than the passage of time with regards to including women on the boards, Este ensayo describe el comportamiento de los Directorios de las empresas IGPA chilenas respecto de la presencia de la mujer, en los últimos 10 años, instancias históricamente lideradas por hombres. En este tiempo, ¿Se ha actuado con convicción, presión social, normativa, o bien siguiendo la tendencia de países desarrollados en este sentido? Del análisis de los datos, se ha observado una evolución a partir de la incorporación a la OCDE en 2010, luego la aplicación de la NCG 385 de la CMF en 2015 y, por último, antes de la Ley de cuota promulgada durante 2021 para el sector público. Dicha evolución, se debe a una obligación o una tendencia a seguir, más que un cambio cultural. Se observa que existe escaso poder relativo de las mujeres en los directorios donde se les ha permitido participar, lo que claramente implica que aún hay mucho camino por recorrer al respecto, ya que sólo se cumple con el mínimo que se exige, lo que muestra la poca convicción con la que se ha actuado en las empresas chilenas, cediendo más bien a la presión de una norma, que por una verdadera convicción de la importancia del tema, por lo que se recomienda el mecanismo de cuotas como una herramienta más efectiva a la hora de incluir a las mujeres en los directorios

Sverige anses vara ett av Europeiska unionens mest jämställda länder där kvinnor och män ska ha lika möjligheter i arbetslivet. Jämställdhetslagen och diskrimineringslagen har stiftats i syfte att bland annat främja kvinnor och mäns lika rättigheter samt förhindra och motverka könsbaserade skillnader på arbetsmarknaden. Trots lagstiftning finns det tydliga skillnader i karriärutveckling mellan kvinnor och män. Syftet med studien är att studera hur kvinnor på olika arbetsplatser med en jämn intern könsfördelning upplever sina möjligheter till avancemang, kvinnornas antaganden av strategier för att hantera upplevd ojämlikhet samt hur kvinnornas självbild har kommit att påverkas till en följd av dessa upplevelser. Det empiriska materialet baseras på sju kvalitativa semistrukturerade intervjuer som analyserats genom Chodorows teori om mödrars roll i reproduktionen av könsnormer och Bergmans beskrivning av vertikal och intern segregering. Flera mekanismer samverkar och resulterar iatt kvinnorna upplever barriärer för avancemang och karriärutveckling på sina arbetsplatser på grund av deras könstillhörighet vilket vidare bidragit till antagandet av strategier för att få legitimitet. Dessa upplevelser har bidragit till ifrågasättandet av kvinnornas kompetens som vidare haft en negativ påverkan på deras självbild., Sweden is considered as one of the European Union's most equal countries where women and men should have equal opportunities at the labor market. The Gender Equality Act and the Discrimination Act have been enacted to promote equal rights for women and men and to prevent gender segregation at the labor market and in workplaces. Despite these laws, there are still differences in career development between women and men. The purpose of this study is to illustrate how women at different workplaces experience their opportunities for advancement, women's assumptions of strategies for dealing with inequality and how women's self-image has been affected as a result of their experiences. The empirical material is based on seven semi-structured interviews analyzed through Chodorow's theory the reproduction of mothering to analyze the reproduction of gender norms and Bergman's description of vertical and internal segregation. The results of the study show that women experience barriers to advancement and career development at their workplaces based on their gender, which has further contributed to the adoption of strategies to gain legitimacy. These experiences have contributed to a negative impact on women's self-image which has manifested in constant questioning of women's competence and capability at work based on traditional norms.

Este trabajo tiene por objetivo conocer la situación del profesorado en tecnología educativa de las universidades españolas y la visibilidad de su investigación tomando dos dimensiones básicas: la productividad y el reconocimiento. Es un estudio documental con análisis cuantitativo, focalizado en cuatro dimensiones: la presencia de mujeres en las universidades públicas españolas en el campo académico de la Tecnología Educativa; las categorías profesionales que desempeñan (a través de las webs institucionales); el H-Índex extraído de la red social académica Researchgate (analizados con IBM SPSS STADISTICS Versión 27) y la participación de las mujeres en dos de los congresos de Tecnología Educativa referentes en el ámbito español e internacional: EDUTEC el de la Iniciativa de la Asociación para el desarrollo de la Tecnología Educativa y de las Nuevas Tecnologías aplicadas a la educación (EDUTEC) y las Jornadas Educativas de Tecnología Educativa (JUTE) -a través de los programas publicados-. Los resultados dan cuenta de que las mujeres docentes del campo de la Tecnología Educativa en España representan más del 41% del total. Esa representación no se corresponde con la presencia visible en los diferentes ámbitos académicos que indican productividad y reconocimiento. La mirada de género del campo académico de la Tecnología Educativa en España no es muy optimista, en cuanto reproduce los esquemas que se visualizan en la mayoría de las áreas de conocimiento, The aim of this study is to find out the situation of teaching staff in educational technology at Spanish universities and the visibility of their research, taking two basic dimensions into account: productivity and recognition. It is a documentary study with quantitative analysis, focused on four dimensions: the presence of women in Spanish public universities in the academic field of Educational Technology; the professional categories they work in (through institutional websites); the H-Index extracted from the academic social network Researchgate (analysed with IBM SPSS STADISTICS Version 27) and the participation of women in two of the Spanish international conferences leading Educational Technology: the Initiative of the Association for the Development of Educational Technology and New Technologies applied to Education (EDUTEC) and the Educational Technology Conference for Education (JUTE) (through the programmes published). The results show that women teachers in the field of Educational Technology in Spain represent more than 41% of the total. This representation does not correspond to the visible presence in the different academic fields that indicate productivity and recognition. The gender perspective of the academic field of Educational Technology in Spain is not very optimistic, as it reproduces the patterns that are seen in most areas of knowledge

This work seeks to contribute to explaining the gender imbalance in the Spanish judiciary. Althoughwomen make up 54 % of the members of the judicial career, their presence is concentrated in single-person bodies and is scarce at the top of the judiciary. The work is articulated from the explanationsof the magistrates themselves about this gender imbalance. These explanations have been extrac-ted from an investigation based on biographical interviews with 20 magistrates, retired or active,with a minimum of 20 years of experience as professional judges. The explanations are treated asexplanatory hypotheses, which are contrasted with other data published by the General Council of the Judiciary (CGPJ), only with the aim of provisionally assessing their plausibility There are three ex-planations examined: the recent incorporation of women into the judicial career; the self-exclusionof women from freely appointed positions by the CGPJ and government positions; the exclusion ofwomen from discretionary positions through selective mechanisms. The review of the statistics andthe analysis of the professional trajectories of the magistrates allow us cast serious doubts on theargument that the late access of women to the judicial career explains their scarce presence in thehigh magistracy and discretionary positions. It seems more promising, however, to delve into thehypotheses based on self-exclusion and the existence of gender bias in the selection processes, aswell as their relationship, Este trabajo busca contribuir a explicar el desequilibrio de género en la judicatura española. Aunque las mujeres constituyen el 54% de los integrantes de la carrera judicial, su presencia se concentra en los órganos unipersonales y es escasa en la cúpula del poder judicial. El trabajo se articula a partir de las explicaciones de las propias magistradas sobre este desequilibrio, extraídas de una investigación basada en entrevistas biográficas a 20 magistradas, con un mínimo de 20 años de experiencia como jueces profesionales. Las explicaciones son tratadas como hipótesis explicativas que se contrastan con otros datos publicados por el Consejo General del Poder Judicial (CGPJ). Las explicaciones examinadas son tres: la reciente incorporación de las mujeres a la carrera judicial; la autoexclusión de las mujeres de puestos de libre designación por parte del CGPJ y puestos gubernativos; la exclusión de las mujeres de los puestos discrecionales a través de los mecanismos selectivos. La revisión de las estadísticas y el análisis de las trayectorias profesionales de las magistradas permiten descartar el argumento de que el acceso tardío de las mujeres a la carrera judicial explica su escasa presencia en la alta magistratura y los puestos discrecionales. Parece más prometedor, sin embargo, profundizar en las hipótesis basadas en la autoexclusión y la existencia de sesgos de género en los procesos selectivos, así como en su relación.

The following research is carried out at the Faculty of Social Sciences of the National University of Lomas de Zamora (Argentina) and is part of a broader project on "Transdisciplinary approaches in the Social Sciences in addressing gender issues", where eight (8) research teams worked articulately on lines that link different gender issues addressed from different disciplines of the Social Sciences. A transdisciplinary methodology was adopted to articulate and rethink from different points of view that provide diverse perspectives on the problems associated with gender issues, which do not admit simple or linear explanations. The beginning of this project is marked by a social and political context in the region that challenges society, and therefore the professional field of any discipline, and promotes analysis of the situation of women in the profession. Since there is no specific data about public relations in Argentina, it is hoped that the results of this research can provide information to understand the situation of women in this field in relation to the glass ceiling. The situation was analyzed from the concepts of the glass ceiling, understood as those invisible barriers that women face when they try to ascend in the hierarchical levels of the organization and strongly associated with these impediments in the growth of women, the concepts of : “Sticky Floor” -which explains how women, having to take care of their families; they put aside their continuous training outside of their working hours, they have more difficulties to attend events outside of work, etc. (Upegui Valencia and Cervera Delgado, 2009)- and "male brotherhoods" (Segato, 2010) -or those informal but exclusively masculine spaces that enable the formal promotion of men in organizations-. A qualitative and quantitative methodology has been used, in which more than 250 self-administered surveys (non-probabilistic randomized) and 17 in-depth interviews with leading PR professionals in Argentina, Esta investigación se desarrolla en la Facultad de Ciencias Sociales de la Universidad Nacional de Lomas de Zamora (Argentina) y forma parte de un proyecto más amplio sobre “Enfoques transdisciplinares en las Ciencias Sociales en el abordaje de cuestiones de géneros”, donde ocho equipos de investigación han trabajado articuladamente sobre líneas que vinculan diferentes problemáticas de género abordadas desde distintas disciplinas de las Ciencias Sociales. Se adoptó una metodología transdisciplinar, para articular y repensar desde diferentes puntos de vista las problemáticas asociadas a las cuestiones de géneros que, por definición, no admiten explicaciones simples ni lineales. Dado que no existen datos específicos sobre el ámbito de las relaciones públicas (RRPP) en Argentina, se espera que los resultados de esta investigación puedan aportar información para comprender cuál es la situación de las mujeres en este campo en relación al techo de cristal. Se ha utilizado una metodología mixta, donde se han analizado más de 250 encuestas autoadministradas(aleatoria no probabilística) y 17 entrevistas en profundidad a profesionales referentes de las relaciones públicas de Argentina, con el objetivo de indagar sobre las percepciones de las y los profesionales sobre el fenómeno del “techo de cristal”, sus orígenes, posibles explicaciones, y sus vivencias al respecto, brindando una mirada holística a esta problemática. Los resultados nos han permitido confirmar que hay fenómenos en la profesión que son recurrentes en distintas regiones del mundo (por ejemplo la feminización de la profesión, el techo de cristal, los estereotipos asociados al género o la existencia de las cofradías masculinas, entre otros) y sin embargo, en nuestro estudio aparecen otros fenómenos que contradicen algunas teorías y que nos permiten pensar en caminos alternativos para abordar esta problemática social.

Both academic literature and industry reports agree that female talent has made a major entrance into the professional field of communication, becoming a majority in specific disciplines such as public relations. However, in the same way, the dilemma remains that this pre-eminence in quantitative terms is not maintained when it comes to the composition of the top management of organizations dedicated to communication. This situation has been confirmed in journalism (Peña-Fernández et al., 2022), advertising (Alvarado-López y Martín-García, 2020) and public relations (Topić et al., 2020), although the latter has a higher proportion of women in its workforce (Smith, 2006; Tench y Topić, 2017). As Tench (2020) accurately points out, the problem could be found in the lack of power of women professionals within their organizations. This research has set out to analyze the interviews published by the specialized communication media Dircomfidencial from January 2018 to October 2022. The research applied content analysis as a technique because it allows the quantification of the characteristics of a message (Neuendorf, 2017) and has proven its effectiveness in media products (MacNamara, 2018). The variables collected through content analysis were the date of publication of the interview, the gender of the person interviewed (male/female) and the position held. The roles were taxonomized into four categories: CEO, Country or departmental manager, Journalist and Dircom. Moreover, automatic text analysis was applied to the interviews conducted with both male and female communication directors applying the ADELEX Analyser software. The content analysis has confirmed that in the positions of maximum responsibility most interviewees were men leaving only 28.5% of women interviewed. Worse results were obtained in the category of area or regional manager with only 13.3% of women interviewed. These data confirm, and even worsen, those obtained by the GENDERCOM (Moreno et al., 2018), Tanto la bibliografía académica como los informes sectoriales coinciden en que el talento femenino ha irrumpido con fuerza en el ámbito profesional de la comunicación, llegando a ser mayoría en disciplinas concretas como las relaciones públicas. Sin embargo, de la misma forma, pervive la disyuntiva sobre que esta preeminencia en términos cuantitativos no se mantiene cuando se trata de la composición de la cúpula directiva de las organizaciones dedicadas a la comunicación. Esta investigación se ha propuesto analizar las entrevistas publicadas por el medio especializado en comunicación Dircomfidencial desde enero de 2018 hasta octubre del 2022. El análisis de contenido ha permitido confirmar que en los puestos de máxima responsabilidad la mayoría de entrevistados fueron hombres, dejando solo un 28,5% de mujeres entrevistadas. Peores resultados se obtuvieron en la categoría de responsable de área o regional, con solo un 13,3% de mujeres entrevistadas. Estos datos confirman, e incluso empeoran, los obtenidos por el informe GENDERCOM (Moreno et al., 2018) según el cual existe un techo de cristal que se traduce en una proporción de 7 a 3 entre hombres y mujeres en puestos de dirección en organizaciones de comunicación. Sin embargo, un hallazgo relevante fue que en el cargo de dirección de comunicación hubo paridad en número de entrevistas entre hombres y mujeres, confirmando indirectamente datos de la web Topcomunicación. Este fenómeno daría cuenta no solo de la posición relevante de las profesionales en la cúspide de la dirección de comunicación, sino también de la significativa visibilidad de estas. Por otra parte, el análisis automático de textos señaló diferencias entre las entrevistas a directores y directoras de comunicación. En el caso de las directoras hubo mayor presencia de conceptos relacionados con aspectos sociales, mientras que en los directores aparecieron más conceptos relacionados con la dirección estratégica.

Television series are interesting objects of study to observe the representation that is performed on different social subjects. In this sense, it is interesting to know how serial narratives represent a movement traditionally denigrated by mass media: feminism. Under this premise, this article analyzes three fiction series announced as feminists on the consumer on demand platform Amazon Prime. The study universe has been composed of the series broadcast on the platform during the first quarter of 2020, a total of three series: Good Girls Revolt, Little Fires Everywhere and Dietland. A methodology has been developed for the study that includes concepts of audiovisual narrative and feminism. The results have shown the prevalence of liberal feminist values, with an emphasis on individual fulfillment and sexual liberation., Las series de televisión constituyen interesantes objetos de estudio para observar la representación que se realiza sobre los diferentes sujetos sociales. En esta línea, es de interés conocer cómo las narrativas seriales representan a un movimiento tradicionalmente denostado por los mass media: el feminismo. Bajo esta premisa, este artículo analiza tres series de ficción anunciadas como feministas en la plataforma de consumo bajo demanda Amazon Prime. El universo de estudio se ha compuesto de las series emitidas en la plataforma durante el primer trimestre de 2020, siendo un total de tres series: Good Girls Revolt, Little Fires Everywhere y Dietland. Para el estudio se ha desarrollado una metodología que recoge conceptos de la narrativa audiovisual y del feminismo. Los resultados han evidenciado la preminencia de los valores feministas liberales, con un énfasis en la realización individual y la liberación sexual.

The incorporation of people with disabilities into the workplace is challenging for both employers and employees. Some studies have analysed access to the workplace by people with disabilities, but only a scant amount of research has focused on the development and promotion of people with disabilities in the workplace. The aim of the study herein is to analyse the hidden barriers to the promotion of people with disabilities in the field of communication. To accomplish the objective, four focus groups composed of seven to ten workers in the field of communication with various positions in the company's hierarchy have been conducted, including workers with and without disabilities. The software known as Atlas.ti 9 has been used to process the data. The results indicate a disproportionate percentage of people with disabilities in positions of lesser authority. This differential is even greater for women and those with discernible non-physical disabilities. The study concludes that there is vertical segregation, and that in order to break this glass ceiling, the skills and competencies of people with disabilities in the communication sector should be more visible, mainstreamed, and valued., La incorporación de las personas con discapacidad en el entorno laboral es compleja tanto para los/as empleadores/as como para los/as trabajadores/as. Algunas investigaciones estudian el acceso de las personas con discapacidad al entorno laboral, pero son menos las que se preocupan por el desarrollo y la promoción de estos/as trabajadores/as en sus puestos de trabajo. Esta investigación tiene como objetivo analizar las barreras invisibles para la promoción de las personas con discapacidad en el ámbito de la comunicación. Para ello se realizaron cuatro grupos de discusión de entre siete y diez trabajadores/as, con y sin discapacidad, del ámbito de la comunicación que ocupaban diferentes posiciones jerárquicas. Para el procesamiento de los datos se utilizó el software Atlas.ti 9. Los resultados indican que existe una sobrerrepresentación de las personas con discapacidad en los puestos de menor responsabilidad. Esta diferencia es aún mayor en el caso de las mujeres y en aquellos/as que tienen discapacidades visibles que no son de tipo físico. Se concluye que existe una segregación vertical y que para romper este techo de cristal habría que visibilizar, normalizar y valorizar las capacidades y competencias de las personas con discapacidad en el sector de la comunicación.

Fifteen years ago, the British Journal of Social Psychology published a set of studies on male and female academics, documenting that female faculty members were more likely than male faculty members to express stereotyped views of women at the beginning of their academic careers (PhD candidates; Ellemers et al., 2004, Br. J. Soc. Psychol., 43, 3). At the same time, the self-descriptions of female faculty members were just as masculine as those of their male colleagues. Ellemers and colleagues (2004, Br. J. Soc. Psychol., 43, 3) referred to this combination of results as indicating the existence of a 'Queen Bee (QB) phenomenon' in academia. The present contribution investigates whether the QB phenomenon is also found among current generations of academics, investigating this in two recent samples of academic professionals (N = 462; N = 339). Our findings demonstrate that the phenomenon first documented in 2004 still exists: Advanced career female academics are more likely than their male counterparts to underestimate the career commitment of women at the beginning of their academic careers. At the same time, both male and female academics at advanced career stages describe themselves in more masculine terms than those at early career stages. We argue this indicates a response pattern in which successful women emulate the masculinity of the work environment. To indicate this, the term 'self-group distancing' might be more appropriate than 'Queen Bee effect'.

Women make up more than half of the population of every society and are seen as the creators and instructors of the next generation. They are potentially significant human resources in the scientific, social, and cultural development of most countries and, consequently, special attention needs to be paid to the form of their occupational promotion. This paper describes the evolution of research on glass ceiling until July 2020. We compiled a database of 823 articles focused on the field and published in academic journals in the ISI WoS database. Bibliometric methods and techniques were used to describe the evolution of scientific activity, countries, and active institutions, most productive authors, most relevant sources, most influential documents, trend topics, and social structure researched. This determined the state of the art and described the evolution of the literature in this field, and it will help scholars refine existing and initiate new research agendas. A total of 846 documents were identified, and the results showed an upward trend in glass ceiling scientific production. Based on these analyses, possible forms of future research are proposed to advance toward the consolidation of this scientific discipline.

[ES] La igualdad de género es una de las preocupaciones sociales que está a la orden del día, siendo uno de los 17 Objetivos de Desarrollo Sostenible que propone la ONU para conseguir en 2030. Mediante un exhaustivo análisis de los datos aportados por diez compañías pertenecientes al IBEX 35, se concluye si existe paridad representativa y salarial entre géneros en sus plantillas, específicamente en la alta dirección. De manera más concreta, se estudia qué representación tiene la mujer en los órganos directivos de las empresas seleccionadas, qué medidas toman las compañías para fomentar la igualdad de género tanto dentro como fuera de sus plantillas, y, qué porcentaje de brecha salarial reportan en sus Memorias de Sostenibilidad. En adición, se analiza hasta qué punto se cumplen las medidas que propone el Gobierno y la CNMV en esta materia, al igual que la transparencia de datos que proporcionan en sus informes no financieros. Cabe destacar que también es tratado el tema de la brecha salarial y del techo de cristal, íntimamente relacionados con la desigualdad de género existente en el mundo laboral., [EN] Gender equality is a current social concern, being one of the 17 Sustainable Development Goals that the ONU proposes to achieve in 2030. Through an exhaustive analysis of the data provided by ten companies belonging to the IBEX 35, it is concluded whether there is representative and salary parity between genders in their workforces, specifically in senior management. In particular, it is studied what representation women have in the governing bodies of the selected companies, what measures are taken to promote gender equality both within and outside their staff, and what percentage of salary gap they report in their Sustainability Reports. In addition, it is analysed to what extent the measures proposed by the Government and the CNMV in this matter are complied with, as well as the transparency of the data provided in their non-financial reports. It should be noted that the issue of the wage gap and the glass ceiling is also discussed, closely related to the existing gender inequality in the labour market., [CA] La igualtat de gènere és una de les preocupacions socials a l’ordre del dia, sent un dels 17 Objectius de Desenvolupament Sostenible que proposa l’ONU per aconseguir en 2030. Mitjançant un exhaustiu anàlisi de les dades aportades per deu companyies del IBEX 35, es conclou si existeix paritat representativa i salarial entre gèneres a les plantilles, específicament a l’alta direcció. De manera més concreta, s’estudia quina representació té la dona als òrgans directius de les empreses seleccionades, quines mesures prenen per fomentar la igualtat de gènere tant dintre com fora de les seves plantilles, i quin es el percentatge de bretxa salarial reportada a les seues Memòries de Sostenibilitat. Addicionalment, s’analitza fins a quin punt es compleixen les mesures proposades pel Govern i la CNMV en aquesta matèria, al mateix temps que la transparència de les dades proporcionades als seus informes no financers. Cal destacar que també son tractades la bretxa salarial i el sostre de vidre, íntimament relacionades amb la desigualtat de gènere existent al món laboral.

En este estudio se aborda el liderazgo de las mujeres en los medios de comunicación deportivos de prensa, radio y televisión, observando que el porcentaje ha crecido, pero sigue siendo insuficiente y descompensado. Las mujeres, en pleno siglo XXI, siguen teniendo que romper el techo de cristal que conceptualizara Loden hace más de 40 años. La dualidad existente en la asignación de roles en función del sexo implica una división sexual del trabajo que, aunque detectada por la mayoría, al día de hoy apenas es contestada de manera práctica y efectiva por mujeres. En este sentido, Caro et al. (2007a) y Núñez (2008) ponen de manifiesto la desigualdad existente entre el número de egresadas en Periodismo y el porcentaje de mujeres que ocupan cargos directivos en los medios de comunicación. En el ámbito del periodismo deportivo, como sostiene Pedraza Bucio (2012), esto se acentúa, pues el ejercicio de esta actividad se ha constituido desde una visión androcéntrica que, entre otras cuestiones, induce a que muchas mujeres reproduzcan este modelo masculino a partir de su labor periodística. Lo cierto es que, más allá del número de mujeres periodistas que llegan a trabajar en los medios deportivos, cuando se trata de escalar a los puestos de dirección, se les presenta un camino aún más difícil., In this paper, we look at women in management positions in print, radio, and television sports media. We found that, percentage-wise, their participation is certainly growing, but it remains insufficient and unbalanced. Women, even in the 21st century, are still breaking through the glass ceiling that Marilyn Loden identified over 40 years ago. Traditional gender roles continue to divide labor along sexual lines. Most people are aware of the fact, yet women are hardly able to oppose this duality in a practical and effective way. Caro et al. (2007a) and Núñez (2008) highlight such inequality by revealing the disparity between the number of women with Journalism degrees and the percentage of women in management positions in communications media. Within sports journalism, this disparity is even more pronounced, as Pedraza Bucio (2012) notes. e field took shape under an androcentric worldview, which leads many women to follow a masculine model in their journalistic work. e number of women in sports media is just one part of the discussion. Once they find their way into such organizations and attempt to grow professionally and reach leadership positions, the road becomes even steeper., Este estudo aborda a liderança das mulheres na imprensa, rádio e televisão, observando que a percentagem tem aumentado, mas continua a ser insuficiente e desequilibrada. As mulheres, em pleno século XXI, ainda têm de partir o teto de vidro que Loden conceptualizou há mais de 40 anos. A dualidade existente na atribuição de papéis em função do sexo implica uma divisão sexual do trabalho que, embora detectada pela maioria, dificilmente é respondida de forma prática e eficaz pelas mulheres de hoje. Neste sentido, Caro et al. (2007) e Núñez (2008) têm vindo a salientar a desigualdade que existe entre o número de mulheres bachareladas em jornalismo e a percentagem de mulheres que ocupam cargos de direcção nos meios de comunicação social. No campo do jornalismo desportivo, como defende Pedraza (2012), isto é acentuado, uma vez que a prática do jornalismo esportivo foi constituída a partir de uma visão androcêntrica que, entre outras questões, induz muitas mulheres a reproduzir este modelo masculino com base no seu trabalho jornalístico. A verdade é que, para além do número de mulheres jornalistas capazes de trabalhar nos meios de comunicação desportivos, quando se trata de subir a cargos de direcção, têm ainda mais dificuldades.

Academic librarianship is a heavily feminized profession, with women making up between 72-74% of the workforce based on statistics from Canada and the US (American Library Association, 2012; Canadian Association of University Teachers, 2017). As a result, gendered issues such as salary discrepancies and a glass ceiling phenomenon might be expected to be magnified in such an environment. The authors analyzed linked data from a 2018 census of academic librarians to uncover and examine the experience of motherhood and librarianship, specifically by looking at potential connections between gender, salary, number of dependents, and academic rank. Results demonstrate that women earn, on average, $10,000CDN/year less, are less likely to become a parent as their career progresses, and are overly represented at the lower ranks (e.g., Assistant Librarian) than their men counterparts. Drawing upon the literature on motherhood, salary differences, and career progression in academia, we demonstrate that issues long standing in the profession have yet to be resolved.

Master in Economics: Empirical Applications and Policies. Academic Year 2020-2021, The energy transition is at the heart of the current energy debate and its social dimension is becoming more relevant in the latest policy developments. This Master Thesis aims to develop the research on one of the socio-economic aspects of the energy transition by focusing on the gender dimension of human capital in the energy sector. It examines the size of the gender gap in the energy sector and explores its potential drivers using data from the Wage Structure Survey (2010, 2014, 2018). Stemming from the literature review and the descriptive information in our sample, we test the hypotheses on 1) the significance of firm size for the gender pay gap, 2) the impact of the position on the income distribution to determine wage ceiling and floor patterns, 3) the importance of salary supplements for the gender gap in the energy sector. To verify those claims, we compute linear and quantile regression models and provide additional robustness checks. This thorough analysis provides the evidence to support claims that the gender wage gap in the energy sector is mostly driven by differences in salary supplements. Furthermore, it is wider in large companies, which also exhibit ceiling patterns. The obtained results also highlight the complexity of trends in earnings gaps, revealing the differences between base salary and supplements and the pivotal role of company-related variables. Based on those conclusions, we offer policy recommendations for private and public entities.

The glass ceiling effect is a widely researched phenomenon that highlights the multi-layered barriers to women’s exclusion in senior management positions internationally. Traditionally, research has focused on evidence for the deficit in women’s promotion in predominately corporate spheres with minimal inclusion of service sectors. The following research will address a key literature gap in the context of New Zealand, with an analysis of the glass ceiling barriers for career women in the hospitality industry. The qualitative study utilised a postmodern feminist lens and included 13 semi-structured interviews with current female duty managers in the localised Wellington, NZ region. The study found that the glass ceiling effect was maintained for female managers through the production of misogynistic cultures, gender-stereotyping, and old boys’ networks that functioned on intersectional levels. Obstacles were produced through customers, industry norms, and organisational practices that minimised participants ability to perform general operations, garner promotions, or access support in detrimental circumstances. The research concludes that women’s professional development is hindered due to the interplay of workplace structures, broader socio-cultural beliefs, and resistance to female leadership. Based on the findings, recommendations for further emphasis on equitable and ethical industry practices are outlined to address the glass ceiling effect, thereby increasing employee investment and retention.