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Assessing women's role in the audiovisual industry provides us with negative data regarding the number of women in the industry, which are also confirmed when factors such as their prominence or leadership in these audiovisual projects are considered. A quantitative and qualitative analysis was thus undertaken based on the need to examine this problem in depth to determine what is happening in the documentary or nonfiction genre, which has exhibited significant growth thanks to the demand for content from subscription video-on-demand (SVoD) streaming platforms. This research analyzes data on the number, prominence, and leadership of women through a review of the 35 Spanish productions in this genre that were produced and/or distributed exclusively on the three leading platforms in Spain between 2016 and 2021. Accordingly, the 2,099 jobs created by these productions have been evaluated, providing data on the occupations and level of responsibility that women had. The research findings confirm the overall data. In addition, they allow us to determine why, although the documentary genre has been associated with greater opportunities for women, this has not held true within the streaming market, where this genre has achieved a greater impact. This underrepresentation of women is especially prominent in the area of leadership. [ABSTRACT FROM AUTHOR]

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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. [ABSTRACT FROM AUTHOR]

The communication field features a majority of female professionals; however, their professional situation is uneven. This inequality is against the development of values in society and the necessary legitimacy of companies and organizations. Gender discrepancies in the profession include differences in hiring, salaries, and promotions, as shown by recent quantitative and qualitative studies on the wage gap, the glass ceiling, low wages, and a lack of women in senior management, such as CEO and corporate management positions. This research aims to empirically analyze the gender differences in the communication management profession in Spain. Thus, we present four gender problems identified by previous works, which have never been systematically and globally studied in Spain: the so-called feminization of the profession, wage discrimination, the glass ceiling, and factors external to the organization where professionals work. Data based on two groups of professional surveys are statistically analyzed, observing that these problems also affect the profession in Spain. [ABSTRACT FROM AUTHOR]

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Tourism has become one of the most important industries nowadays, which has a great impact on the economy and job creation. Women are a key factor for this sector, since there is a greater number of them with higher education and, at the level of occupation, more than half of the staff is female. Access to formal education, the creation of policies focused on eradicating inequality in the labor market and the new generations, have entailed that more and more women are present in this sector, but also in management and key positions, but still to a lesser extent. [ABSTRACT FROM AUTHOR]

Copyright of Revista Española de Sociología is the property of Federacion Espanola de Sociologia 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.)

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., (© 2023. The Author(s).)

The Spanish judiciary is undergoing a major transformation, in which women have been gaining prominence, being majority in the latest promotions. However, women have been discriminated in their access to high responsibility positions, in which their representation is low, even though they meet all the requirements. Presumably, in the coming years, the presence of women indecision-making bodies and the judicature's management will substantially increase. As a result, justice could become more effective and efficient The methodology used was, on the one hand, descriptive and analytic, considering the increasing participation of women in the Spanish judiciary and analyzing the feminization of the judicature professionals; and, on the other, qualitative, collecting their views on this phenomenon and on the existing conditions of equality in the Spanish judicial system. [ABSTRACT FROM AUTHOR]

This paper presents the advantages of taking into account the distribution of the individual wage gap when analyzing female wage discrimination. Several limitations of previous approaches such as the classic Oaxaca-Blinder and the recent distributive proposals using quantile regressions or counterfactual functions are thoroughly discussed. The methodology presented here relies on Jenkins' (J Econom 61:81-102, ) work and supports the use of poverty and deprivation literature techniques that are directly applicable to the measurement of discrimination. In an empirical illustration, we quantify the relevance of the glass ceiling and sticky floor phenomena in the Spanish labor market. [ABSTRACT FROM AUTHOR]

Empirical This study seeks to find evidence of discrimination behind the scarce presence of women on Spanish boards of directors through factors within firms linked with different theories of discrimination. Using data on the boards of directors from the top 1,000 Spanish companies in 2005 and 2008, we identify some signals of discrimination. We find that women directors are scarcer in those sectors where there are fewer female managers or where the directors mainly draw on the firm's executive staff. There is also evidence of the dynamics of Becker's theory of discrimination, since time and competition seem to play in favor of a female presence on Spanish boards. We also find a contagion effect, implying a positive relationship between the number of women already on the board and the likelihood of adding a woman. This could signal some kind of underestimation of women's skills and preconceptions about their attitudes (such as risk-aversion) and hence their capacity to hold these positions. This study provides empirical support for the prediction of Becker's theory of discrimination. The study also furnishes evidence in favor of the existence of false preconceptions concerning the skills and risk attitudes of female managers. In order to reduce discrimination before reaching the board we propose to implement education and mentoring initiatives to improve the training of the female candidates, and to improve the work- and family-life balance. Once they are included in the pool of candidates the implementation of good corporate governance practices related to transparency and objectivity in selection procedures and/or even the establishment of a women's quota on boards may contribute to dismiss employers' negative beliefs about the capabilities of female candidates. [ABSTRACT FROM AUTHOR]

Up until now, no studies with a gender focus had been made in Spain on the structure and work processes in the advertising field, a sphere that, driven by technological and structural advances, has undergone an enormous growth in the last decade. This article aims to describe the advertising work structure with a gender focus, and to identify whether in the work system we can find both the phenomenon of the tacky floor and that of the glass ceiling. On the basis of empirical research at the national level carried out between October 2004 and December 2005 with the advertising companies grouped in the AEAP (Spanish Association of Advertising Agencies), with the participation of 23 firms and 819 employees, this article describes the high degree of feminisation of the sector. The tests of X², Odds ratio and logistical regressions show a vertical segregation by sex, in such a way that only 1% of female workers occupy management posts and, apart from conjunctural and structural factors, the probability of a man reaching management posts is eleven times higher than that of a woman. On the other hand, although age and training are factors with greater weight, sex also appears as a risk factor for remaining in lower level posts. The lack of formalisation and the weight of informal networks in access and promotion, together with the idiosyncrasies of the work routines and systems, appear to be the causes that make advertising a sector that is neither sexually nor generationally neutral. [ABSTRACT FROM AUTHOR]

Dentists in Spain reached equal gender representation in 2012 and the number of female dentists has continued to grow (until 57.3% in 2020). This study aims to increase evidence about the gender distribution on the high responsibility positions and opinion leaders of the dental profession and academia. Composition of the executive comities of the main dental institutions of Spain (regional professional associations, national dental association, and scientific societies), members of the Faculty of Dentistry of the University of Granada in 2020 and speakers of the main dental congresses of 2019 (due to the lack of congress in 2020) were recorded and analyzed by genders using chi-squared test ( P  < .05). Mean representation of female dentists in executive committees of professional associations was 35.6%. More than 70% of presidents and vice-presidents of professional colleges and more than 60% of these positions in scientific societies were occupied by male dentists. None of dental congresses of 2019 reached equal gender participation, being 81.3% of lecturers presenting on main auditoriums male dentists. Although dental workforce in Spain is slightly overrepresented by females, leadership positions and figures among Spanish dentists doesn't seem to reflect the gender distribution of the collective. There is a lack of women occupying high-level positions in dentistry that proves the existence of the so-called "glass ceiling effect" on the profession. Further studies about sociodemographic aspects of dental workforce are needed to develop evidence-based policies for the collective.