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Introduction: Recently, women have been taking leadership positions in the hope of reducing gender inequality. However, it is unclear whether these female leaders have made a significant contribution to closing the gender gap. Guided by social role theory, this research explored the roles of female principals in reducing gender inequality in primary schools. Methods: The study used a multisite case study design. Data were collected from 39 respondents: female directors, male and female students, and male and female teachers. Focus group discussions and interviews were the tools for gathering relevant data. The study utilized a six-staged thematic analysis approach with the help of NVivo 11 versions of qualitative analysis software. Results: The study revealed that, besides being role models and counselors to female students, the role of female directors in minimizing gender inequality was insufficient due to the deeply entrenched traditional discrimination against women. Discussion: Gender inequality in education stems from social roles, and female principals are assumed to help avoid or minimize gender disparity in a male-dominated world. However, achieving gender equality requires the collective efforts of parents, principals, society, and the government. Future quantitative or mixed-method research is important to determine the extent to which female principals have contributed to reducing gender inequality. [ABSTRACT FROM AUTHOR]

We use longitudinal data for the entire population of Norwegian PhD recipients over five decades to examine why only one-third of full professors in Norway are women, despite gender balance among current PhDs. We find that 90% of the lower female representation is due to lower female proportions in earlier PhD cohorts, increasing sizes of cohorts, and decreasing overall rates of promotion, which together we call ‘compositional/historical factors’. We find that the remaining imbalance is not caused by women dropping out, but rather by 14–18% slower average promotion rates calculated using hazard analysis. However, on average, women eventually catch up with men after about 20 years, although this differs by field. A similar hazard analysis for the US shows that women doctorates are less likely than men to enter tenure-track academia although more likely to enter non-tenure-track academia. This leads to larger US gender differences in advancement to full professorships and no eventual convergence. We suggest possible reasons for the differences between Norway and the US. [ABSTRACT FROM AUTHOR]

Copyright of Afyon Kocatepe University Journal of Social Sciences / Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi is the property of Afyon Kocatepe University (AKU) Sosyal Bilimler Enstitusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Worldwide, gender equality remains a barrier for women seeking career advancement in corporations. Despite the globalization of corporate social responsibility programs, women have not achieved positional parity with men within the managerial hierarchy. The purpose of this integrative review was to investigate the breadth of the gendered organization literature, summarize the evidence, and inform future research about the career advancement of women in privately owned and publicly traded corporations. Twelve databases were searched between January 1990 and December 2023 for published evidence. Of the 1914 documents screened, 55 articles were included in this review. The gendered organization literature is slowly evolving as a critical area for management research even though fully developed substantive and formal theories are lacking. However, gendered organizations can be conceptualized for theoretical development as a constellation of metaphors embedded in the corporate culture. These metaphors include firewalls, glass ceilings, glass cliffs, glass escalators, labyrinths, queen bees and beehives, and sticky floors. Notably, few intervention studies were reported in the literature. Corporate social responsibility programs had a surprisingly limited impact on eliminating deep-seated structural attributes contributing to gendered organizations. Therefore, management scholars need to engage in theoretical development and research to advance a comprehensive theory of the gendered organization, and studies should investigate why the identified metaphors continue to adversely impact the career advancement of women despite the presence of corporate social responsibility programs. Finally, existing evidence needs to be translated into intervention recommendations for policymakers and corporate leaders. [ABSTRACT FROM AUTHOR]

Purpose: Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events industry experience several barriers to leadership roles. The unique characteristics of the events industry exacerbate these barriers and have led to more women leaving the company or even the industry. This study aims to investigate the impact of leadership barriers, including the perception of a glass ceiling and the importance of leadership skills in promotion decisions on career satisfaction, work-family conflict and turnover intention of employees in the events industry. Design/methodology/approach: Data was collected from members of an international event association, and 427 responses were analyzed using partial least squares structural equation modeling. Findings: Findings suggested the perception of a glass ceiling and the importance of leadership skills in promotion can impact career satisfaction, work-family conflict and turnover intention of employees in the events industry. Originality/value: This study extends the scope of research on leadership barriers beyond assessing their causes by analyzing their outcomes in the event industry. To the best of the authors' knowledge, this study is one of the first in event research and the broader hospitality industry to consider the perceptions of male and female employees regarding leadership barriers by using a foundation of the social role theory. [ABSTRACT FROM AUTHOR]

The optimal contract theory posits that an effective compensation plan should be based on performance. Globally, legislators are concerned about the gender pay gap due to stereotypes against women in line with congruity theory. Despite the plethora of gender-related studies, empirical evidence on the gender pay gap at the upper-echelon management level is limited, especially in Africa. Hence, the study examines the effect of CEO gender on CEO compensation in the Nigerian deposit money banks using a longitudinal research design. The study employed the ordinary least square (OLS), fixed effect method, and random effect method to analyze the 144 firm-year observations collected from the Nigerian Exchange Group (NGX) factbooks and the financial reports of 12 banks during 2011–2022. The Hausman Test (chi sq = 3.623, P = 0.003) and Redundant Fixed Effect Test (chi sq = 8.159, P = 0.000) indicated that the appropriate method of reporting is the fixed effect method. The association between CEO gender and CEO compensation (coeff = –8.690 and t = –10.31) is statistically negatively related. The study concluded a gender pay gap in favor of men among Nigerian Nigerian deposit money banks’ CEOs. These findings align with the congruity theory. The study recommends a mandatory gender pay parity plan in line with the optimal contract theory to reduce gender pay inequality.

Despite the significant strides in diversity and inclusion initiatives, the stark underrepresentation of Asian American Pacific Islander (AAPI) women in leadership roles within major corporations is a pressing issue. Holding only 2.8 percent of vice president roles, 2.5 percent of senior vice president positions, and 1.8 percent of C-suite executive-level positions among four hundred large companies surveyed in 2021 (McKinsey & Company, 2022), this underrepresentation is a critical trend that demands immediate attention. It highlights systemic barriers that persist and continue to challenge the career advancement of AAPI women in the workplace. This study aims to address these challenges by employing an intersectionality framework to analyze the multifaceted issues contributing to the professional glass ceiling encountered by AAPI women. The originality of this research is underscored by its comprehensive application of the intersectionality framework. This framework, which integrates race, gender, and cultural dynamics, is crucial in exploring the layers of discrimination that AAPI women face in professional settings. The study also examines AAPI women's stereotypes and their exclusion from the equity and inclusion discourse, a facet that previous research has often overlooked. By highlighting the complex interplay of these factors, the study offers new insights into the obstacles that hinder the professional progression of AAPI women. This study, which is methodologically innovative, synthesizes various theoretical models to probe the root causes of inequity at the intersection of race and gender. This inquiry is pivotal as it addresses a significant gap in the current literature, setting the stage for future interventions aimed at fostering genuine inclusivity and equality in leadership representation. The potential impact of this research is immense, as it can inform policy changes and management practices that support the inclusion and advancement of AAPI women at all levels both in corporate and public sector hierarchies. Ultimately, it can enhance the diversity of leadership within the global workplace landscape, offering a hopeful prospect of change.

PT. Este texto aborda os desafios e dificuldades enfrentados pelas mulheres, que atuam como jornalistas nos Institutos Federais (IFs), e busca analisar a percepção tanto de jornalistas homens quanto de mulheres destas instituições, sobre essas questões. O estudo, que integra uma pesquisa de doutoramento, foi realizado através da aplicação de um survey online produzido na plataforma Google Docs e respondido por 173 jornalistas que atuam nos setores de comunicação dos IFs do país. Para este texto, recortamos uma parte do questionário, que diz respeito aos desafios enfrentados pelas mulheres na sociedade, especialmente no jornalismo e, por meio da Análise de Conteúdo (Bardin, 1977), elencamos seis categorias de análise. Em síntese, os resultados da nossa pesquisa apontam que as mulheres jornalistas dos IFs brasileiros convivem com situações de assédio moral o qual manifesta-se, por exemplo, nas atitudes de mansplaning e manterrupting no ambiente de trabalho, têm as carreiras negativamente impactadas em termos de visibilidade, status profissional, renda e hierarquia institucional (glass ceiling) e, adicionalmente, as jornalistas mulheres respondentes, manifestam uma narrativa de eufeminização e censura ao descreverem as situações de violência simbólica pelas quais passam nos IFs. A metáfora do glass ceiling representa a exclusão de mulheres das posições de liderança nas corporações assim como na economia, política e na cultura (Berheide, 2013). Tais barreiras verticais (glass ceiling/teto de vidro) e outras barreiras horizontais (as quais delimitam os tipos de profissões assim como reduzem os postos diversificados dentro de uma mesma profissão) têm sido identificadas também em estudos que realizamos de comparação internacional (Moura et al., 2018) acerca das barreiras verticais e horizontais nas carreiras de mulheres jornalistas. *** EN. This article examines the challenges and difficulties women working as journalists face in Brazil's Federal Institutes of Education, Science and Technology (IFs) by analyzing the perceptions women and men journalists have of these issues in these institutions. Our study, conducted as part of a doctorate research, is based on the responses of 173 journalists working in FIs’ Communication Departments to an online survey carried out with Google Docs. For the purposes of this article, portions of this questionnaire focusing on the challenges faced by women in society and in journalism in particular were selected. A content analysis (Bardin, 1977) enabled us to identify six categories of analysis. The results of our research show that women journalists in Brazilian IFs are confronted with situations of moral harassment, embodied by mansplaining and manterrupting behaviors in the workplace. Their careers are also hindered in terms of visibility, professional status, income and institutional hierarchy (glass ceiling). What's more, the women journalists who responded to the questionnaire expressed a narrative shaped by euphemism and censorship to describe the situations of symbolic violence experienced within the FIs. The glass ceiling metaphor illustrates the exclusion of women from positions of responsibility in business, politics and culture (Berheide, 2013). Such vertical barriers (glass ceiling) as well as horizontal ones (limiting the types of professions and reducing the diversity of positions within the same profession) have also been identified in the international comparative studies we have carried out (Moura et al., 2018) on barriers to the careers of women journalists. *** FR. Ce texte aborde les défis et difficultés rencontrés par les femmes qui travaillent comme journalistes dans les instituts fédéraux d'éducation, science et technologie (IF) brésiliens, en analysant la perception de ces enjeux par les femmes et les hommes journalistes de ces institutions. Notre étude, menée dans le cadre d'une recherche de doctorat, s’appuie sur une enquête en ligne réalisée sur la plateforme Google Docs, à laquelle ont répondu 173 journalistes exerçant dans les départements de communication des IF. Pour le présent article, nous avons sélectionné une partie de ce questionnaire, relative aux défis rencontrés par les femmes au sein de la société et en particulier dans le journalisme. Une analyse de contenu (Bardin, 1977) nous a permis d’identifier six catégories d’analyse. Les résultats de notre recherche montrent que les femmes journalistes des IF brésiliens sont confrontées à des situations de harcèlement moral, se manifestant notamment par des attitudes de mansplaning et de manterrupting sur le lieu de travail. Elles voient aussi leur carrière pénalisée en termes de visibilité, de statut professionnel, de revenus et de hiérarchie institutionnelle (plafond de verre). En outre, les femmes journalistes qui ont répondu au questionnaire ont formulé un récit marqué par l’euphémisation et la censure pour décrire les situations de violence symbolique vécues au sein des IF. La métaphore du plafond de verre illustre l'exclusion des femmes des postes à responsabilité, aussi bien en entreprises que dans l'économie, la politique et la culture (Berheide, 2013). De telles barrières verticales (plafond de verre) mais aussi horizontales (limitant les types de métiers et réduisant la diversité des postes au sein d'une même profession) ont également été identifiées dans les études comparatives internationales que nous avons menées (Moura et al., 2018) sur les entraves aux carrières des femmes journalistes. *** ES. El texto aborda los retos y dificultades que enfrentan las mujeres que trabajan como periodistas en los Institutos Federales (IF), y se propone analizar la percepción que tienen sobre estas cuestiones tanto los periodistas hombres como las periodistas mujeres de estas instituciones. El estudio, que forma parte de una investigación doctoral, se realizó mediante la aplicación de una encuesta en línea elaborada en la plataforma Google Docs y respondida por 173 periodistas que trabajan en los sectores de comunicación de los IF de Brasil. Para este texto, nos enfocamos en la parte del cuestionario que se refiere a los retos que enfrentan las mujeres en la sociedad, especialmente en el periodismo y, utilizando el análisis de contenido (Bardin, 1977), enumeramos seis categorías de análisis. En resumen, los resultados de nuestra investigación muestran que las mujeres periodistas en los IF brasileños conviven con situaciones de acoso moral que se manifiesta, por ejemplo, en actitudes de mansplaining y manterrupting en el lugar de trabajo; ven sus carreras impactadas negativamente en términos de visibilidad, estatus profesional, ingresos y jerarquía institucional (glass ceiling o techo de cristal); y además las mujeres periodistas que respondieron a la encuesta manifestaron una narrativa de eufeminización y censura al describir las situaciones de violencia simbólica que experimentan en las IF. La metáfora del techo de cristal representa la exclusión de las mujeres de los puestos de liderazgo en las empresas, así como en la economía, la política y la cultura (Berheide, 2013). Dichas barreras verticales (techo de cristal) y otras horizontales (que delimitan los tipos de profesiones y reducen los puestos diversificados dentro de una misma profesión) también han sido identificadas en nuestros estudios de comparación internacional (Moura et al., 2018) sobre las barreras verticales y horizontales en las carreras de las mujeres periodistas. ***

This study investigates the challenges posed by the glass ceiling and the implementation of meritocracy for female civil servants (in Palu City, aiming to identify strategies for enhancing career progression. Employing a constructivist research paradigm with a qualitative approach, data were gathered through interviews including the Mayor, City Secretary, BKPSDMD Head, and representatives from various departments within the Palu City Government. Analysis was conducted using triangulation techniques aided by NVIVO 14 software. Findings reveal that the glass ceiling manifests as conflicts in work-life balance, limited decision-making authority, and entrenched gender biases, hindering women's career advancements. Nonetheless, it also serves as motivation for female civil servants to assertively engage in career development. Overcoming these obstacles demands exceptional resilience, perseverance, and a composed demeanor in facing challenges. The glass ceiling can stimulate proactive measures toward career success among women. Conversely, a fair and transparent meritocracy system emerges as a viable solution to mitigate the glass ceiling's effects. This entails implementing mentoring, coaching, training, and educational initiatives addressing women-specific workplace challenges such as time management, salary negotiations, and work-life equilibrium.

Cooperatives and worker-owned companies, as representatives of the Social Economy, prioritize people over capital. This prioritization is reflected in more equitable and inclusive workforces. Comparative analyses of these types of enterprises compared to commercial enterprises show smaller gender gaps, both in employment participation and in working conditions. The purpose of this paper is to determine the probability of access to positions of greater responsibility in these enterprises and to see whether women have a greater probability of access in these social economy enterprises than in commercial enterprises, concluding that they face fewer obstacles and that the glass ceiling is more fragile. Based on a decade-long analysis of labor trajectories and social security registration data, estimates indicate that female employees in cooperatives and worker-owned companies have a higher probability of reaching the highest contribution group than men. During the analyzed period, these companies have prioritized the integration of women into decision-making roles and have not faced a glass ceiling. This trend is particularly evident among workers aged over 30. [ABSTRACT FROM AUTHOR]

Despite the significant strides in diversity and inclusion initiatives, the stark underrepresentation of Asian American Pacific Islander (AAPI) women in leadership roles within major corporations is a pressing issue. Holding only 2.8 percent of vice president roles, 2.5 percent of senior vice president positions, and 1.8 percent of C-suite executive-level positions among four hundred large companies surveyed in 2021 (McKinsey & Company, 2022), this underrepresentation is a critical trend that demands immediate attention. It highlights systemic barriers that persist and continue to challenge the career advancement of AAPI women in the workplace. This study aims to address these challenges by employing an intersectionality framework to analyze the multifaceted issues contributing to the professional glass ceiling encountered by AAPI women. The originality of this research is underscored by its comprehensive application of the intersectionality framework. This framework, which integrates race, gender, and cultural dynamics, is crucial in exploring the layers of discrimination that AAPI women face in professional settings. The study also examines AAPI women's stereotypes and their exclusion from the equity and inclusion discourse, a facet that previous research has often overlooked. By highlighting the complex interplay of these factors, the study offers new insights into the obstacles that hinder the professional progression of AAPI women. This study, which is methodologically innovative, synthesizes various theoretical models to probe the root causes of inequity at the intersection of race and gender. This inquiry is pivotal as it addresses a significant gap in the current literature, setting the stage for future interventions aimed at fostering genuine inclusivity and equality in leadership representation. The potential impact of this research is immense, as it can inform policy changes and management practices that support the inclusion and advancement of AAPI women at all levels both in corporate and public sector hierarchies. Ultimately, it can enhance the diversity of leadership within the global workplace landscape, offering a hopeful prospect of change. [ABSTRACT FROM AUTHOR]

Employees' perceived fairness of their pay is critical for their satisfaction, commitment and job engagement. Women comprise nearly 50 per cent of the modern workforce; therefore, their satisfaction with their pay is crucial for organizations. However, statistics show that the gender pay gap is still persistent all around the world, and has even widened post the Covid-19 pandemic. To move ahead, taking a few steps backwards sometimes becomes imperative. This paper is a stepping stone in that direction as it argues that the widening of the 'gender pay gap' is deeply rooted in the institutionalization of 'gendered notions' in organizations. To efficiently tackle gender-related power imbalance in organizations, it is important to understand how a 'gendered organization' came into being and its effects cascaded over the decades. Moreover, this area of research has numerous scholarly contributions that span more than a hundred years. This wide gamut of research not only intimidates new scholars but also makes it extremely difficult for them to extract relevant information. To bridge this gap, the main objective of this study is to present a crisp review on the evolution and institutionalization of 'Gendered Organizations' and discuss their impact on gender-related issues, particularly, the 'Gender Pay Gap'. Drawing on Institutional, Human Capital and Feminist Theories, this paper sheds light on the seminal work by gender scholars and illustrates how gender pay gap is a consequence of institutionalized gendered norms and occupational sex segregation. This review enhances the comprehensive contemplation of gender-related issues in organizations and encourages practitioners to devise concrete means to battle its social impact. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Academic Social Resources is the property of Journal of Academic Social Resources and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background/Aims: As part of a larger study on gender inequality in the NHS, this study examined the impact of the COVID-19 pandemic on gender equality in NHS leadership. The aim was to investigate whether the pandemic facilitated conditions that better enabled workplace promotions for female leaders. Methods: A qualitative modified grounded theory approach was used to study the perspectives of NHS leaders on issues impacting gender equality and career opportunities for women. The research sample consisted of 11 senior NHS managers. Data were collected using a questionnaire and in-depth interviews. Thematic analysis was used to identify key themes. Results: The immediacy of the pandemic created critical job assignments which enabled female leaders to demonstrate their ability to perform in complex operational situations. The pandemic promoted cultural changes that influenced new ways of working which were seen as more suited to the needs of female employees, such as remote working or working part time. Conclusions: The study challenges the ethos of presenteeism which exists in the NHS and highlights how the pandemic presented opportunities to overcome some of the barriers to advancement for female leaders. The normalisation of new ways of working, opportunities to gain operational experience and new methods of networking are all factors that could help aspiring female executives. [ABSTRACT FROM AUTHOR]

IntroductionRecently, women have been taking leadership positions in the hope of reducing gender inequality. However, it is unclear whether these female leaders have made a significant contribution to closing the gender gap. Guided by social role theory, this research explored the roles of female principals in reducing gender inequality in primary schools.MethodsThe study used a multisite case study design. Data were collected from 39 respondents: female directors, male and female students, and male and female teachers. Focus group discussions and interviews were the tools for gathering relevant data. The study utilized a six-staged thematic analysis approach with the help of NVivo 11 versions of qualitative analysis software.ResultsThe study revealed that, besides being role models and counselors to female students, the role of female directors in minimizing gender inequality was insufficient due to the deeply entrenched traditional discrimination against women.DiscussionGender inequality in education stems from social roles, and female principals are assumed to help avoid or minimize gender disparity in a male-dominated world. However, achieving gender equality requires the collective efforts of parents, principals, society, and the government. Future quantitative or mixed-method research is important to determine the extent to which female principals have contributed to reducing gender inequality.

Female minorities are represented scarcely in leadership positions within STEM. Previous research focused on increasing STEM education of minorities, not exploring the underlying issues affecting these groups in the workforce. It has driven the relevance of this study, which focuses on examining the intersectional experiences of cisgender, female minority leaders on their career paths, and examines the coping mechanisms which created resilience allowing these women to rise to high-level positions in STEM. The theoretical construct used is the 360-Degree Gender Sphere, which describes the barriers that prevent women from moving up the corporate ladder. The results of the study indicate that minority women who are leaders in STEM fields did indeed face a 360-Degree Gender Sphere, in particular challenges and obstacles from direct leaders, family, gender structures, themselves, peers and social norms. Further, they were encapsulated by a “360-degree intersectionality sphere” a peripheral and tangentially related outer layer of challenges and obstacles, including cultural stereotypes, cultural micro-attacks, cultural macro-aggressions, microaggressions from the H/R environment, cultural isolation, cultural doubts, cultural naivety, cultural micro-attacks, cultural stereotypical threats and geographical cultural macroaggression. The results also showed that women overcame these difficulties by creating resilience to these challenges that influenced their practice, education and leadership. The impact of this research can be useful in the process of initiating and shaping impulses for changes in society, women's communities, business, geopolitical formations and political systems in the world. The practical significance of this study is that it deepens the knowledge and equips minority females with information and skills for self-realization and successful career building in STEM fields.

Women’s participation in the tourism workforce is growing intensely in response to Saudi Vision 2030. Notwithstanding this, Saudi women still have limited access to senior management positions. This study explores the barriers that Saudi women face to reach top managerial positions in the tourism industry and explores how Saudi women could crack the glass ceiling. For these reasons, this study undertook a phenomenological approach using in-depth interviews with Saudi women who were able to reach senior management. The purpose of the interviews is to explore their lived experience and their accessibility to senior management positions. The results of a thematic analysis showed that there were four overlapped barriers for the glass ceiling among Saudi women: cultural and social barriers, regulatory barriers, organizational barriers, and personal barriers. These main barriers have sub-barriers that contribute to the glass ceiling and prevent many women from reaching senior positions. This study shows that overcoming these barriers, particularly cultural and social barriers, could help Saudi women to crack the glass ceiling and achieve their dream of leadership. This study discusses the implications for policy makers, academics, and practitioners on the effective contribution of Saudi women to the tourism labor market, which contributes to sustainable tourism development and, ultimately, to Saudi Vision 2030.

Past quantitative studies have shown that most media coverage is of men. Here we ask if the scarce coverage that women get is qualitatively different from that of men. We use computer-coded sentiment scores for 14 million person names covered in 1,323 newspapers to investigate the three-way relationship between gender, fame, and sentiment. Additional large-scale data on occupational categories allow us to compare women and men within the same profession and rank. We propose that as women's fame increases their media coverage becomes negative more quickly when compared to men (a "paper cut"), because their violation of gender hierarchies and social expectations about typical feminine behavior evokes disproportionate scrutiny. We find that while overall media coverage is much more positive for women than for men, this difference disappears and even reverses at higher levels of fame. In encyclopedic sentiment data we find no biographic basis for women's disproportionate decline in media coverage sentiment at high fame, consistent with the conjectured double standard in media discourse. [ABSTRACT FROM AUTHOR]

Copyright of Revista CES Derecho is the property of Universidad CES and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study documents the gender salary gap in the auditing profession and explains its development. Using Swedish administrative data from 2007 to 2015 for all Certified Public Accountants (CPAs), I find that the auditing profession's overall gender salary gap has substantially narrowed during this period, and more female auditors have moved up to the top earnings group, reducing the wide salary gap at the top of the income distribution. Further analysis shows that the increase in female auditors' client portfolio size accounts for approximately half of the decrease in the total salary gap. I also find evidence that the rise in female leadership in the Big Six firms is positively associated with the increase in female auditors' client portfolio size. This effect is more pronounced in the middle and bottom half of firms' hierarchy, suggesting that female representation at the top of a firm's hierarchy has spillover benefits for lower-ranked female auditors. The implications of this study may help audit firms narrow their gender gaps and cope better with the overall talent challenges of the auditing industry. [ABSTRACT FROM AUTHOR]

Although researchers actively study women’s experiences in STEM fields, few do so from women’s perspective. We thematically analyzed life narrative semi-structured interview data (46-item open-ended instrument, 90–120  Min) from eight STEM pioneering Saudi Arabian women careerists (mathematics, medicine, and biology) (convenience sample summer 2023). The objective was to glean their insights to discern self-reported influences (internal and external), struggles, and challenges in launching and advancing their careers. The extremely accomplished participants (all married, most with children) averaged age 65+, had 40+ years of experience and came from the three largest Saudi provinces. Important factors influencing choosing STEM included personality traits (e.g., deep desire to academically succeed; problem focused); secondary school peer/academic learning experiences; and male family member support, especially fathers. Struggles and challenges (often viewed as opportunities) included the mud (not glass) ceiling; male colleagues’ harsh, prejudiced treatment; and unsupportive administration. Participants were research driven and willing to relocate, re-educate, and change direction to establish and advance their careers. Implications for future research and policy initiatives are woven into the discussion and recommendations. [ABSTRACT FROM AUTHOR]

Objective The concept of the "glass cliff" refers to the observed trend of appointing women to leadership roles in contexts that are inherently risky or crisis-prone. This phenomenon posits that women are disproportionately likely to be placed in precarious management positions where the risk of failure is high. The exploration of the glass cliff can catalyze further scholarly inquiry and stimulate discussions concerning the specific challenges and obstacles that women encounter in leadership positions. The primary objective of this research is to meticulously design a detailed model of the glass cliff, focusing particularly on its antecedents and consequences, within the context of service organizations located in Golestan province. Methods The research is developmental in its intent and employs a mixed-methods sequential exploratory design, integrating both qualitative and quantitative approaches. Participants in the qualitative phase comprised both male and female managers working in various service organizations across Golestan province, alongside university professors. Upon reaching theoretical saturation, twenty individuals were selected through a combination of purposeful and snowball sampling methods. Insights gathered from the qualitative phase were subsequently transformed into a coherent set of propositions and hypotheses, which were rigorously tested in the quantitative phase. Through in-depth analysis of the interviews conducted, a comprehensive model outlining causal relationships was formulated. Subsequently, a structured questionnaire containing 39 items was developed from the qualitative data. This questionnaire was meticulously validated for reliability and validity before being distributed among female managers in service organizations through a carefully stratified random sampling method. Ultimately, 225 completed questionnaires were collected and their data subjected to analysis using structural equation modeling and confirmatory factor analysis, facilitated by the Smart PLS software. Results The developed model encompasses several elements: causal factors such as characteristics of women's leadership, criteria for meritocracy, women’s preferences, and organizational factors; the central phenomenon of the glass cliff; strategic responses including succession planning, personal development, and support networks; and outcomes, which are categorized as positive and negative consequences at both individual and organizational levels. The analysis of the data conclusively showed that factors such as women's leadership characteristics, meritocracy criteria, women’s preferences, and organizational dynamics have a significant impact on the glass cliff phenomenon. Moreover, the influence of the glass cliff on strategies such as succession planning, personal development, and support networks was robustly confirmed. Drawing from the qualitative aspect of the study, it is recommended that decision-makers and senior managers in service organizations diligently consider the origins of the glass cliff phenomenon and actively engage in managing the factors that contribute to the unique challenges faced by women in high-risk managerial positions Conclusion This investigation stands as one of the initial studies that, by leveraging a hybrid research methodology, provides a comprehensive framework to thoroughly understand the causal conditions, strategic responses, and consequences of the glass cliff phenomenon. [ABSTRACT FROM AUTHOR]

Copyright of Papers: Revista de Sociologia is the property of Universitat Autonoma de Barcelona and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Balikesir Health Sciences Journal / Balıkesir Sağlık Bilimleri Dergisi is the property of Balikesir Health Sciences Journal (BAUN Health Sci J) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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The banking and finance sector is a major employer in many countries, especially in emerging economies. Decisions made in the sector have significant implication on the economy. There is evidence that decisionmaking has significant implications for organisations (and, by extension, the economy) when their management teams are diverse in terms of gender. Yet only a few women are promoted to executive and managerial roles. This research qualitatively explores how senior male and female employees experience the glass ceiling in the Nigerian banking sector. We conducted 40 interviews, comprising 20 senior male executives and 20 senior female executives from 4 banks in Nigeria. Our study reveals that the glass ceiling is characterised by a male-dominated meritocratic organisational culture that is driven by the goal of profit maximisation, consistent with the meritocratic perspective of role congruity theory. We contribute to the extant literature on this topic by examining how women's strategies for navigating this landscape (namely, the self-directed actions women take in order to progress in their careers) diminish men's view of the glass ceiling, suggesting a paradox of meritocracy. This study contributes significantly to the debates on the future of women's progression in the banking sector in an emerging economy. [ABSTRACT FROM AUTHOR]

Objective: In many organizations, gender biases and stereotypes often occur, consciously or unconsciously, regardless of whether women assume leadership roles. In addition, women must overcome various challenges when assuming leadership roles or aspiring to be leaders. The present research has examined the management challenges of women managers in Khuzestan province from the perspective of experts. Materials and methods: The research is qualitative in terms of development results, in terms of practical goals and in terms of data. The approach of the present study was mixed. Based on this, the present study in two levels includes the identification of concepts that were extracted by interviewing 17 women managers of Khuzestan province using the phenomenological method and also grading the concepts using the fuzzy Delphi method, with 10 experts and experts in political fields. Social, cultural, economic of Khuzestan province, an in-depth interview was conducted. Findings: The prioritization of women's management challenges based on the lived experience of the participants are: lack of protective laws, allocation of the lowest management level to women, traditional view of women, attendance at non-working hours of the office, ineffective management training courses. pay discrimination between male and female managers, emotional mood, lack of family cooperation, patriarchal view in organizations, low self-confidence, unwillingness to go on work missions, interference of family life with work, confronting female colleagues. which was categorized into 5 main concepts of glass ceiling, historical dominance of men over women, low self-confidence of women, incompatibility of customary and religious frameworks for the presence of women, disobedience of female colleagues. Conclusion: The structural space and organizational culture with the influence of the dominance and influence of the cultural system of the society as the most important, the most effective and the closest interactive environment of the world of work and employment of women is effective in their reaching managerial levels. [ABSTRACT FROM AUTHOR]

Female entrepreneurs perform significantly better when guided by a female—as opposed to a male—mentor. Among the millions of entrepreneurs in developing economies, few are able to earn a decent livelihood. To help these entrepreneurs succeed, governmental and nongovernmental organizations invest billions of dollars every year in providing training programs. Many of these programs involve providing entrepreneurs with mentors. Unfortunately, the effects of these programs are often muted, or even null, for woman-owned firms. Against this backdrop, we tested whether gender matching, where female entrepreneurs are randomly paired with a female mentor, could help address the gender gap. Findings from a randomized controlled field experiment with 930 Ugandan entrepreneurs show that mentor gender has a powerful impact on female entrepreneurs. Firm sales and profits of female entrepreneurs guided by a female mentor increased by, on average, 32% and 31% compared with the control group, and these estimates are even larger for female entrepreneurs with high aspirations. In contrast, female entrepreneurs guided by a male mentor did not significantly improve performance compared with the control group. We provide suggestive mechanism evidence that female mentor-mentee arrangements were characterized by more positive engagements. History: Catherine Tucker served as the senior editor for this article. This paper has been accepted for the Marketing Science Special Section on DEI and through the Marketing Science: Frontiers review process. Conflict of Interest Statement: All authors certify that they have no affiliations with or involvement in any organization or entity with any financial interest or nonfinancial interest in the subject matter or materials discussed in this manuscript. Funding: This research was supported by grants from the UK Department for International Development (DFID) and Economic and Social Research Council's (ESRC) joint Growth Research Program, the Deloitte Institute for Innovation and Entrepreneurship (DIIE), and the universities the authors were affiliated with when the research was conducted. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mksc.2023.0108. [ABSTRACT FROM AUTHOR]

Women's participation in the tourism workforce is growing intensely in response to Saudi Vision 2030. Notwithstanding this, Saudi women still have limited access to senior management positions. This study explores the barriers that Saudi women face to reach top managerial positions in the tourism industry and explores how Saudi women could crack the glass ceiling. For these reasons, this study undertook a phenomenological approach using in-depth interviews with Saudi women who were able to reach senior management. The purpose of the interviews is to explore their lived experience and their accessibility to senior management positions. The results of a thematic analysis showed that there were four overlapped barriers for the glass ceiling among Saudi women: cultural and social barriers, regulatory barriers, organizational barriers, and personal barriers. These main barriers have sub-barriers that contribute to the glass ceiling and prevent many women from reaching senior positions. This study shows that overcoming these barriers, particularly cultural and social barriers, could help Saudi women to crack the glass ceiling and achieve their dream of leadership. This study discusses the implications for policy makers, academics, and practitioners on the effective contribution of Saudi women to the tourism labor market, which contributes to sustainable tourism development and, ultimately, to Saudi Vision 2030. [ABSTRACT FROM AUTHOR]

Mentoring is vital to developing talent. A critical puzzle in designing mentorship programs involves how mentors are matched to mentees: Would mentees benefit more from mentors with a similar or different demographic background? The article [Germann F, Andersen S, Chintagunta P, Vilcassim N (2024) Frontiers: Breaking the glass ceiling: Empowering female entrepreneurs through female mentors. Marketing Sci., 43(2):239–468] highlights that women entrepreneurs benefit more from having women as mentors relative to men as mentors. In this commentary, I highlight how the implications of this paper depend in part on our understanding of the potential mechanisms underlying the benefits of same-gender mentoring relationships for women. I posit that these benefits stem from differences not only in mentors' provision of psychosocial support but also in their coaching and sponsorship behaviors. By considering these different mechanisms, I propose an alternative implication that involves training mentors to engage in more appropriate coaching and sponsorship behaviors. Thus, I expand the implications of this article from mentor matching to mentor training. I propose that, by learning how effective mentors coach and sponsor women, mentors in cross-gender relationships can be better equipped to help their mentees. History: Catherine Tucker served as the senior editor for this article. [ABSTRACT FROM AUTHOR]

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.

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.

The authors evaluate a 2011 Italian law that installed a step-wise increase in gender quota that remains effective for three consecutive board renewals of listed limited liability firms. They link firm-level information on board membership and board election dates with detailed employment and earnings records from the Social Security registers. Exploiting the staggered introduction of the gender quota regulation and variation in board renewal years across firms, the authors evaluate the effect of the board gender composition on measures of gender diversity in top positions over a period of four years. While the reform substantially raised the female membership on corporate boards, results show only moderate and imprecisely estimated spillover effects on the representation of women in top executive or top earnings positions. [ABSTRACT FROM AUTHOR]