Search

Purpose: The purpose of this paper is to conduct a meta-analysis of existing research on gender discrimination/gender gap and women in Science, Technology, Engineering and Mathematics (STEM) in the UAE, specifically, and Middle East and North Africa (MENA) and Gulf Cooperation Council (GCC) countries in general because of very limited number of articles published on the subject. It will give future researchers insights into the topics, methodologies and findings of such research from 1999–2019. Design/methodology/approach: This study conducts a meta-analysis of 72 articles using the Wildcard operator search method and the Boolean operator to perform an integrative literature search related to gender discrimination studies done in relationship to or specific to the UAE. Findings: In total, 88 papers related to the UAE and gender gap and women were identified. The articles were narrowed down to the ones published in high-ranked or Scopus journals (72). The findings suggest a decreasing trend in gender discrimination, but the issue still persists, requiring efforts from policy-makers, society and government to ensure gender parity is achieved. Academic research on women in STEM/SET workplace, specific to the UAE and the region, continue to slowly advance, with very few articles published in the same. Practical implications: The study provides insights into gender gap research done in the past ten years specific to the UAE national women and gender gap in general and their career choices and prospects in the STEM/SET domain. Social implications: There is a need to focus research on Emirati women in STEM careers to develop more insights into gender gap perceptions of Emirati women and identify challenges and methods to close the gender gap in STEM careers. Originality/value: This paper brings a holistic perspective to the meta-analysis of research on the gender gap and women in the UAE's STEM domain. [ABSTRACT FROM AUTHOR]

Purpose: Throughout the years, many scholarly answers were given to the question regarding the gender bias in Wikipedia. However, the research literature seldom explores how different barriers are interconnected and rarely focuses on what prevents women who initially declared their interest from eventually participating in the website. The purpose of this paper is to deal with this lacuna and explore the gender bias in Wikipedia through examining how the different barriers are interlinked in a manner that deters women and prevents them from editing in the website. Design/methodology/approach: Based on action research with a mixed evaluation method and two rounds of interviews, the research followed the steps of 27 Israeli women activists who participated in editing workshops. Findings: The findings show that having the will to edit and the knowledge of how to edit are necessary but insufficient conditions for women to participate in Wikipedia. The finding reveals two categories: pre-editing barriers of negative reputation, lack of recognition, anonymity and fear of being erased; and post-editing barriers of experiences of rejection, alienation, lack of time and profit and ownership of knowledge. The research suggests a "Vicious Circle" model, displaying how the five layers of negative reputation, anonymity, fear, alienation and rejection – enhance each other, in a manner that deters women from contributing to the website. Practical implications: In order for more women to join Wikipedia, the research offers the implantation of a "Virtuous Circle" that consists of nonymity, connection to social media, inclusionist policy, soft deletion and red-flagging harassments. Originality/value: Throughout the years, many answers were given to the question regarding the gender bias in Wikipedia. However, research literature seldom explores how different barriers are interconnected and rarely focuses on what prevents women who initially declared their interest and who attended editing workshops from eventually participating in the website. The current research has taken upon itself to deal with this lacuna and explores the power-relations in Wikipedia through three questions: first, why an educational intervention did not increase participation? Second, how the different barriers described by research group members are interconnected and enhance each other in a manner that prevents women from editing on the website? and third how can the gap be narrowed? [ABSTRACT FROM AUTHOR]

Purpose – The construction and use of composite indicators has recently increased considerably because such indicators permit the comparison and ranking of countries with respect to complex phenomena of global importance. Together with the diffusion of these composite indicators, a major debate has emerged over their real capacity to produce objective and reliable results. The paper aims to discuss these issues. Design/methodology/approach – In this paper, an analysis of the results of the Gender Gap Labour Market Index (GGLMI) – an ad hoc composite indicator constructed by the authors to analyse the gender gap in European labour markets – is proposed, in order to identify the most appropriate choices in the construction of composite indicators, to obtain reliable results. This is a sensible approach, especially when various aspects (some of them controversial) have to be synthesised. Findings – In addition to highlighting the greater robustness of non-compensatory methods, this analysis confirms the variability of countries’ rankings on graded positional lists, and suggests the need to use a procedure based on a set of alternative methods conveniently combined in each step of the composite indicator construction. Research limitations/implications – The research identifies the weak steps in composite indicator construction and the data characteristics which increase the volatility. Only an approach based on various alternative paths can control for it. Practical implications – It offers some reflections on the extent to which gender disparities in labour market still persist in European countries and the different ways in which it manifests. Social implications – The analysis of characteristics and policies activated in countries at the top of the ranking can suggest initiatives to promote gender equality. Originality/value – Besides of testing the robustness of results, an effort in order to identify the best way to obtain a synthetic and reliable single rank is made. Further, the results produced by the GGLMI for the year 2011 are presented and discussed. [ABSTRACT FROM AUTHOR]

Purpose – The measurement and comparison across countries of female conditions in labour market and gender gap in employment is a very complex task, given both its multidimensional nature and the different scenarios in terms of economic, social and cultural characteristics. The paper aims to discuss these issues. Design/methodology/approach – At this aim, different information about presence and engagement of women in labour market, gender pay gap, segregation, discrimination and human capital characteristics was combined and a ranking of 26 European countries is proposed through the composite indicator methodology. It satisfies the need to benchmark national gender gaps, grouping together economic, political and educational dimensions. Findings – The results show that female conditions in labour market are the best in Scandinavian countries and Ireland while many Eastern and Southern European countries result at the bottom of classification. Research limitations/implications – In order to take into account the subjectivity of some choices in composite indicator construction and to test robustness of results, different aggregation techniques were applied. Practical implications – The authors hope that this new index will stimulate the release of a sort of best practices useful to close labour market gaps, starting from best countries’ scenarios, and the launching of pilot gender parity task forces, as it happened with the Global Gender Gap Index in some countries. Finally, relating gender gap indexes with country policies frameworks for gender inequalities and the connected policy outcomes, it is possible to evaluate their effectiveness and to identify the most adequate initiatives to undertake because policies reducing gender gaps can significantly improve economic growth and standard of living. Social implications – The analysis gives a contribution in the evaluation of the policies and regulations effectiveness at national level considering the existing welfare regimes and the associated gaps in labour market. It can help policy makers to understand the ramifications of gaps between women and men. The Gender Gap Labour Market Index is constrained by the need for international comparability, but limiting its analysis to European countries; it has been based on ad hoc indicators concerning developed economies and could be readily adapted for use at the national and local levels. Originality/value – In this paper the authors propose a new composite indicator index specifically focused on gender gap in labour market. Several papers analysed gender differences in wages, employment or segregation, but few of them consider them together, allowing to get a satisfactory informative picture on gender inequalities in labour market and studying in deep its multiple aspects, including discrimination indicators ad hoc calculated, giving to policy makers an useful tool to evaluate female employees conditions and put them in relation with the different input factors existing within each country. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to investigate the relationship between gender gap in school enrollment and the spread of information and communication technology in rural China. Design/methodology/approach – Using data from China Health and Nutrition Survey for the period of 1991-2009, the authors document gender patterns of school enrollments of children aged between 7 and 18 years. The authors estimate the impact of phone and internet access on school enrollments of children using a probit model. Findings – The results indicate that the spread of phone and internet access both contribute to an increase in enrollment of females. Naturally, the gender gap in enrollments is not simply shaped by technology, and social norms also play an important role. Consequently, the results also show that enrollment of females is lower in the communities where pro-son preference is stronger, holding technology and other factors constant. Originality/value – The authors conclude that promoting further development of telecommunications services may result in narrowing the school enrollment gender gap in rural China. This conclusion is valuable in setting governmental policies as well as guiding the actions of NGOs. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to provide a systematic literature review of available research evidence on marginal participation of women in ICT-related jobs (ICT – information and communication technology). In this study, it has been attempted to identify gaps in these literature studies according to the Global Index of Gender dimensions and briefly has been explained guidelines for policymakers to improve the participation of women in this area.Design/methodology/approach The authors follow from the method of (Tranfield et al., 2003) for conducting a systematic literature review (a systematic review means that the research has specific and systematic steps). Then key words were searched and appropriate resources with this study were evaluated. Accidentally, 55 articles in the period 2000 to 2014 were investigated, and articles were reviewed according to the Global Index of Gender dimensions.Findings A review of previous studies indicated that despite considerable attention given to open access to information and women’s skills, role of women in ICT has been underestimated. Results indicated that to keep pace with today’s information society, we would have to reinforce knowledge and abilities of women and provide them employment grounds in jobs that require new skills in ICT. To reinforce participation of women in the jobs, we need to invest in education and design policies to increase the number of women in educational courses related to ICTs. Also, we need to promote equal educational opportunities. Libraries are suitable platforms to create bold employment of women in jobs related to ICTs. Because it seems that majority of professionals are women in these places. In current information communities, we have to raise the level of individual development for reaching total development. Thus, women’s progress at professional jobs is needed to remove barriers of creativity and entrepreneurship for women. Also, development of strategies for providing contribution of women in ICT jobs should not be neglected.Originality/value This study is the first comprehensive study on the systematic review of the literature in the field of Gender Gap to show marginal participation of women in the ICT-related jobs. [ABSTRACT FROM AUTHOR]

Purpose: This study examines the gender gap in financial literacy in Ghana. Design/methodology/approach: This study employs primary data and probit models together with the Oaxaca-Blinder decomposition strategy. Findings: The authors found that males are generally more financially literate than females are. The results also show that much of the gender gap in financial literacy is explained by differences in coefficients or how literacy is produced and not by differences in the demographic and socio-economic characteristics of men and women. Thus, the gap may be attributable to unobserved behavioural and psychological traits, as well as cultural and social norms regarding gender roles in financial decision-making. Practical implications: It is evident that further action is needed to bridge the gap between men and women with regards to financial literacy. Effective interventions may include improving women's access to financial information and education, as well as encouraging their participation in household financial decision-making and planning. In particular, less educated women need to be targeted by policy initiatives in this regard. Originality/value: This study contributes to the scant literature on gender gap in financial literacy in developing countries. [ABSTRACT FROM AUTHOR]

Purpose – This study investigates the determinants of Chief Executive Officer (CEO) cash compensation in relation to corporate governance and performance in China's listed firms. This article also aims at analyzing gender earning differentials among CEOs. Design/methodology/approach – The empirical analysis is based on the panel data set which contains information on the CEOs of 1,701 firm-year observations over the period 2006-2010. A Oaxaca decomposition is also implemented to measure the gap between male and female CEO compensation. Findings – The paper observes that CEO compensation relies more on firm accounting performance than on stock market performance. This relationship is especially evident when accounting performance is measured as the return-on-assets. Dominant shareholders such as the state and block holders have a distinct impact on the use of incentive pay. The presence of a compensation committee in a Chinese listed firm is correlated with an excessive pay package for the Chief Executive Officer (CEO), even though there is evidence that pay-for-performance is more likely in the presence of a compensation committee. Furthermore, this context extends the international body of evidence on CEO compensation by offering a novel accounting of the gender gap in pay among China's listed firms. Examination of the dataset reveals that women represent approximately 6.8 percent of CEOs. In keeping with international norms, female CEOs are more senior and better educated than their male counterparts, yet they receive less favorable compensation. The Oaxaca decomposition shows a larger unexplained part of the pay-gap and suggests that the gender statistically explains a great deal of the gap in pay between male and female CEOs across China's listed firms. Originality/value – This article contributes to the international corporate governance literature and implications for the design of good corporate governance for China's listed firms. Moreover, this article also highlights the current gender gap among CEOs in compensation. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this research is to qualitatively investigate, through a literature review of past studies and an in-field case study, three different hypotheses regarding women working in the IT sector and their career and promotional aspirations.Design/methodology/approach – An online survey was used for data collection from female employees with varying professional specializations across several IT departments within the company. Questions for the survey were designed from the findings of the literature review.Findings – The results obtained have proven that married women who are intrinsically inspired to maintain their work-family balance face higher stress and more conflicts than those who do not. In addition, the glass ceiling was still evident in today's corporations, but mainly affecting the older generation of women professionals. Also, the results slightly hinted at a ten-year cut-off period, after which promotional aspiration is lost.Research limitations/implications – Owing to the limitations of the research conducted, further qualitative studies can be done to compare careers and promotional patterns between men and women in the IT departments, as well as those between women in IT departments and women working in other departments.Practical implications – Employers should strive to provide their female employees with practical solutions to allow for an easier balancing of work-family responsibilities, such as flexi-time and telecommuting. At the same time, the employers should place the female employees in more opportunity-enhancing positions within the corporation so that they can exploit or utilize their talents and increase the probability of climbing up the corporate ladder.Originality/value – With a generous response rate, this paper provides a realistic perspective of professional females working within the IT domain with regard to their career and promotional aspirations. [ABSTRACT FROM AUTHOR]

Purpose: The authors aim to explore the link between the gender composition of occupations and women's access to managerial positions in four societal contexts. Design/methodology/approach: Using EU-LFS data for 2015, the authors measure the relative gender equality performance of France, Sweden, Switzerland and the UK regarding women's access to managerial positions, defined as levels 1 and 2 of the 2008 ISCO classification coupled with the exercise of managerial responsibilities. Findings: While gender-mixed working environments offer the largest number of managerial positions, they are also where women are least likely to reach such a position. Overall, except in Switzerland, women fare best in male-dominated occupations. Women do not appear to fare worse than men in female-dominated occupations, except in France. Research limitations/implications: The findings question the relevance of policies aimed simply at reducing occupational gender segregation without providing safeguards against the deleterious effects that gender mixing may have on women's career advancement. Originality/value: The disparities between countries found here show that individual career advancement towards a managerial position may be driven by the social policies, gender ideology and institutions of the societal context. Examining how the societal dimensions involved in the poor performance of women in France and Switzerland are likely to differ sheds light on mechanisms behind the gender gap in management. [ABSTRACT FROM AUTHOR]

Several studies find that there is little sex gap in wages at labor market entry, and that the sex gap in wages emerges (and grows) with time in the labor market. This evidence is consistent with (i) there is little or no sex discrimination in wages at labor market entry, and (ii) the emergence of the sex gap in wages with time in the labor market reflects differences between women and men in human capital investment (and other decisions), with women investing less early in their careers. Indeed, some economists explicitly interpret the evidence this way. We show that this interpretation ignores two fundamental implications of the human capital model, and that differences in investment can complicate the interpretation of both the starting sex gap in wages (or absence of a gap), and the differences in "returns" to experience. We then estimate stylized structural models of human capital investment and wage growth to identify the effects of discrimination (or other sources of a starting pay gap) and differences in human capital investment. [ABSTRACT FROM AUTHOR]

This chapter uses a college-by-graduate degree fixed effects estimator to evaluate the returns to 19 different graduate degrees for men and women. We find substantial variation across degrees, and evidence that OLS overestimates the returns to degrees with the highest average earnings and underestimates the returns to degrees with the lowest average earnings. Second, we decompose the impacts on earnings into effects on wage rates and effects on hours. For most degrees, the earnings gains come from increased wage rates, though hours play an important role in some degrees, such as medicine, especially for women. Third, we estimate the net present value and internal rate of return for each degree, which account for the time and monetary costs of degrees. Finally, we provide descriptive evidence that satisfaction gains are large for some degrees with smaller economic returns, such as education and humanities degrees, especially for men. [ABSTRACT FROM AUTHOR]