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Whether to use equality or equity as the standard to hire and evaluate employees is one of today's most contentious issues and has multiple implications for library management. The article contends that equality increases when irrelevant non-job-related advantages are reduced and thus fosters equity by creating a fairer basis for hiring decisions based upon the job description. In addition, applying equity should give credit to the person's achievements in overcome disadvantages rather than being based upon belonging to any race, class, ethnicity, or other such grouping. While the recommended changes will not completely resolve these issues, the goal is to change the debate to focus on the individual rather than membership in any "group" and thus lead to a more workable solution that is both equal and equitable. Libraries have often been in the forefront of cultural change and could lead the way to foster a healthier society where all Americans belong to the same tribe. [ABSTRACT FROM AUTHOR]

There is an increasing number of works on the gendered nature of Turkish academia. However, most of the research is focused on experiences of female academics. There is a gap in the literature on perceptions of male researchers. This article aims to fill the void in the literature by examining perceptions of male scholars based on interviews with 80 male scholars. Research questions of the study are (1) what is the perception of male scholars toward gender in/equality at workplace?; and (2) how do they interpret the academic promotion and the managerial positions? The main contribution of the study is that in the Turkish case different inequalities feed into each other and the conservative political climate seems have an impact as well. This article aims to contribute to the masculinities literature through analyzing the main characteristics of sustainable patriarchy and exploring the gendered order of academia in a Muslim-majority society. [ABSTRACT FROM AUTHOR]

This article explores the relationship between economic inactivity and religiosity. The aim of the analysis of qualitative data presented here is to examine whether, and how, religious beliefs impact on decisions British-Pakistani Muslim women make about economic activity. Analysis of interview data reveals that none of the interviewees held the belief that economic activity was impermissible (haram) for women in Islam. However, some interviewees held religiously-informed beliefs that paid employment was undesirable, with marked differences in attitudes to economic activity by both age and migrant generation. Alongside this, interviewees described structural constraints to economic activity, for example, limited opportunities for well-paid, local, part-time work. Overall, religious beliefs emerge as significant in the lives of Muslim women because they allow them to make sense of, and find value in, their marginalised positions in relation to the labour market rather than as drivers of economic inactivity. [ABSTRACT FROM AUTHOR]

This research investigated the relation between the need for cognitive closure (i.e., a desire for epistemic certainty) and attitudes toward women as managers among men and women. In a cross-sectional study (total N = 241) collected in Italy, we found that need for cognitive closure, controlling for participants' gender, was related to having more prejudice toward women leaders. Furthermore, the results revealed that the positive relation between the need for cognitive closure and negative attitudes toward women as managers was sequentially mediated by belief in a just world (i.e., the belief that people get what they deserve and deserve what they get and other people do not) and gender essentialism (i.e., the belief that women and men are distinctly, immutably, and naturally different, and thus have complementary skills to bring to the workplace). We suggest that men and women who are characterized by a need for cognitive closure are more sensitive to stereotypes of women as being incompatible with leadership roles. Either priming a low need for cognitive closure or providing contrary stereotypes could obviate the effect on beliefs in a just world and in gender essentialism that impedes progress towards greater gender equality in the workplace. [ABSTRACT FROM AUTHOR]

A wealth of research documents disparities in workplace outcomes between cisgender heterosexual employees and LGBTQ+ employees. However, few studies have examined how workplace wellbeing may differ among different subgroups within the LGBTQ+ umbrella – that is, the notion of 'diversity within diversity'. The current study fills this gap in knowledge by theorising and testing differences in workplace wellbeing across nuanced sexual- and gender-identity groups. To accomplish this, we use unique survey data from the 2020 Australian Workplace Equality Index (AWEI) Employee Survey (n = 5270 respondents and 146 organisations) and random-intercept multilevel regression models. Our results reveal significant differences in workplace wellbeing between different diversity groups. For example, LGBTQ+ employees identifying as gay/lesbian and as cisgender men generally report better outcomes than employees identifying with other minority identities. Overall, our findings call for workplace equity policies that target stigma towards plurisexual, gender non-conforming, and smaller and more invisible diversity groups. [ABSTRACT FROM AUTHOR]

The #MeToo movement radically altered the way that people think about workplace sexual harassment. For decades, women were expected to tolerate a broad range ofsexualized conduct at work. However, the revelation ofHarvey Weinstein's misdeeds in late 2017, followed by the exposure of countless other bad actors, dramatically shiftedthe socialnarrative regarding appropriate workplace behavior. Conduct that employees once ignored or overlooked suddenly became the basis for vociferous objection; the perfunctory responses to harassment that many employers once adopted suddenly stood out as glaringly deficient. While society has undergone great shifts jn its understanding ofand response to workplace harassment, the courts have been slow to respond to these changing views. Various academics and other commentators have argued that sexual harassment law must evolve to catch up to these social changes, but few courts have embraced (or even acknowledged) this new reality. More importantly, virtually no one has addressed how courts should treat cases that span the progression ofthese norm shifts-cases that may have arisen prior to the upheaval caused by the #MeToo movement, but which are being litigated in the aftermath of these new social standards. This seems particularly striking given the extent to which the legal framework for resolving harassment claims explicitly involves an understanding of broader norms. In an area of the law that turns so significantly on "reasonableness"-whether a "reasonable" plaintiffwould have perceived a sexually hostile environment; how a "reasonable" employer or employee should respond in such circumstances-what happens when reasonableness becomes a moving target, even within the duration ofa single case? This Article examines the extent to which current, more stringent social standards regarding workplace sexual harassment should be applied retroactively to cases that may have arisen before those standards came into being. Specifically, it examines what should happen when a court is faced with workplace behavior that would not have constituted actionable harassment at the time that such conduct occurred, but which likely would create liability for the employer under today's expectations. Should courts "backdate" the new norms created by the #MeToo movement? This Article discusses the ramifications for women-and for society at large-ofengaging in such a retroactive application ofthese evolving standards. [ABSTRACT FROM AUTHOR]

Emotions in online collaboration have been largely neglected or considered as a static phenomenon. Therefore, the present study aims to explore dynamics of emotional reactions in online collaboration of Communities of Learners (CoL) based on the Emotions as Social Information (EASI) Theory. In addition, relationships between emotional reactions and the learning outcomes of CoL are investigated. Data of 11 CoL with a total of 87 learners are collected in an online training programme. Qualitative content analysis was used to explore dynamics of emotional reactions and quantitative analysis was used to investigate relationships. Results showed that various positive and negative emotional reactions could be identified in the data. Further, by using a newly developed method displaying Emotional Reaction Threads (ERT) it was shown that emotional reactions unfold dynamically during online collaboration. Beyond that, results revealed relationships between the learning outcomes [(i) participation, (ii) exam grade] of CoL and positive [(i) p <.01] and negative emotional reactions [(i) p <.01, (ii) p <.05]. Based on the results of the qualitative content analysis explanations for the identified relationships are provided. Instructors of the online training programme can positively influence the learning outcomes of the CoL through expressing positive emotional reactions during online collaboration. [ABSTRACT FROM AUTHOR]

"From Spinster to Career Women: Middle-Class Women and Work in Victorian England" by Arlene Young is a comprehensive exploration of women's labor and professionalization in Victorian England, both in reality and in fiction. The book examines the history of women advocating for the right to work and the representation of their work in literature. Young focuses on the professionalization of pink-collar careers like nursing and typewriting, highlighting their significance in the context of advancements in medicine and technology. The book sheds light on the challenges faced by women in these professions, including class and gender conflicts. It also analyzes fictional portrayals of nursing and typewriting, showcasing the evolving nature of these depictions and their impact on societal perceptions. Overall, "From Spinster to Career Women" contributes to the understanding of women's labor movements and provides valuable insights into the experiences of Victorian women in the workforce. [Extracted from the article]

Previous evidence suggests that interventions that raise awareness of gender inequality might have the potential to challenge and undo well-anchored biases but, at the same time, might be threatening and provoke reactance against them. The effects of such interventions might also have a differential impact on women and men and vary depending on their level of neosexism and feminist identification. Extending previous research, two pre-registered studies (N = 1,895) were conducted to explore the differential effects of interventions that raise awareness of gender (in)equality with two frames (i.e., gender equality achievement vs. gender inequality persistence) on women's and men's attitudes toward women and gender equality. We also examined whether participants' gender ideology moderates these effects via different psychological mechanisms (identity threat and cognitive unfreezing). Results indicated that for women, the gender inequality persistence framing is more effective (increases cognitive unfreezing) but potentially riskier (enhances identity threat) than the gender equality achievement framing. For men, the gender equality achievement framing seems especially effective as it reduced identity threat, although such effect is contingent on their gender ideology (feminist identification or/and neosexism). These findings have implications for the discourse of practitioners, politicians, and activists who might capitalize on the power of combining gender equality with gender inequality frames to improve attitudes toward women and gender equality depending on the specific goals, the context, and the target of the interventions. [ABSTRACT FROM AUTHOR]

This article reports the results of a study investigating the impact of family orientation, the number of years spent working, and their interaction on childbearing age among women who have recently completed their childbearing. We find that a traditional family orientation and a higher number of working years contribute to delaying the childbearing age. People with a traditional family orientation can delay childbearing because they want to make elaborate material preparations for raising their children. Women who have worked many years are more aware of gender inequality in the domestic sphere (having been exposed to gender equality in the workplace). This is especially the case for women with a modern family orientation. However, this does not necessarily lead people with a modern family orientation to delay childbearing. They may advance their childbearing in an effort to escape an oppressive domestic environment in their families of origin. [ABSTRACT FROM AUTHOR]

This paper explores the relationship between the EU's current re-imagining as a global security actor and its stance as a global promoter of progressive gender norms. For this purpose, we analyse how gender and race are constitutive of the meanings of security and Europe in major EU security strategies, and how this relates to the way gender (equality) is addressed as a policy issue. We find that, in the context of waning liberal world order and manifold internal and external crises, EU security actorness is constructed through narratives of masculinisation that entail feminisation of the EU's own past as a "peace project" and "soft power"; Othering of non-EU spaces and subjects; colonial perspectives on the EU's role in the world as "White Man's burden" and the reconstruction of whiteness through notions of "neutral" masculinities associated with technocratic professionalism, superior knowledge production, and market rationality. This intersectional gendering of EU security limits the emancipatory potential of gender policy through the racialisation of Other women and the simultaneous invisibilisation of postcolonial structures of inequality. Our analysis provides the groundwork for addressing how and why the EUropean security project continues to reproduce intersectional power relations and insecurities, despite commitments to gender equality and non-discrimination. [ABSTRACT FROM AUTHOR]

Beyond simply passing laws, the authors highlight an array of legal strategies individuals and civil society organizations have used to improve enforcement of existing laws, as well as the complementary laws that allow legal action to be effective (Who is able to sue? There is always a tension between focusing on the inherent value of an objective (gender equality is good) and the instrumental value, whether economic (gender equality will generate more global income) or otherwise (gender equality will make both women and men healthier). Equality Within Our Lifetimes: How Laws and Policies Can Close - or Widen - Gender Gaps in Economies Worldwide. [Extracted from the article]

The article focuses on the ethical implications of the duty of care portrayed through the character of Stevens, the butler in Kazuo Ishiguro's "The Remains of the Day." Topics include Stevens' commitment to fostering conviviality in his workplace, the conflicts between his professional duty and personal emotions, and the perpetuation of social inequities through his adherence to workplace ethics.

In response to the growing standardization and impersonalization of the market—side effects of new technology and business automation—consumers increasingly seek more personized purchase experiences, such as buying products directly from the producer. While extant literature has documented the positive effects of personizing market offerings, there is surprisingly little insight about whether knowing who made a product influences consumers' product preferences. We aim to fill this gap by focusing on the critical role of the producer's gender. In 13 studies, including field and online experiments (ntotal = 2978), we observe a general preference for products made by women over products made by men, with female consumers consistently showing a strong preference for products made by women and male consumers showing no systematic preference for either product. We find that this difference between female and male consumers' product preferences occurs because female consumers, in relation to male consumers, hold stronger action efficacy beliefs—beliefs that their individual purchase choices can contribute to restoring gender equalities in business. [ABSTRACT FROM AUTHOR]

This paper examines the socio-legal condition of the woman in the work environment in Cameroon to determine the extent to which it plays in favor of her empowerment. An extensive review of the laws and the literature relating to Labour law in Cameroon has revealed that several Women's Empowerment Principles (WEPs) launched by the United Nations in 2010 (WEP-Booklet, 2010) have been incorporated by the lawmaker. The principle of equality that drives all those principles is very present in the regulation as issues of discrimination in employment are a constant preoccupation of the lawmaker. Unfortunately, it is observed that the cultural context that keeps imprisoning the woman in Africa in general to the role of mother and wife has not eased her empowerment although she has even been given the opportunity to act in the political field. A more effective legislation that neutralises discriminations in employment and provide for a good sanction system against the violation of the principle of equality at work is unavoidable to empower women. But this is not enough as political awareness is the key that will boost their empowerment and thereof contribute to development. [ABSTRACT FROM AUTHOR]

Malaysia's diverse and multicultural society poses unique challenges in achieving a balanced and inclusive employment landscape that upholds both the rights and needs of individuals. In this regard, constitutional principles of equality serve as the cornerstone for promoting non-discrimination in employment across the public and private sectors. The concept of equality embedded in the constitution today, on the other hand, is anchored in a complicated historical context that has greatly shaped the nation’s path. Hence, guaranteeing the effective application of the principle while taking into account the individual rights and needs of every community remains a difficult challenge. This is because affirmative action policy is also embedded in the constitution that aims at protecting the Bumiputera. Hence, understanding the historical context behind the establishment of the constitution is of utmost importance as it allows Malaysians to appreciate its unique features that seek to strike a delicate balance between the rights and needs of the people. This study which is doctrinal in nature, attempts to examine Malaysia's constitutional equality principles, with a special emphasis on understanding how to strike a balance between individual's rights and needs in the context of employment. This study tries to uncover the issues and challenges that impede the equitable implementation of the equality principle in the employment sector by evaluating historical events, existing legal frameworks, policies, and practices. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has had adverse global impacts not only from a health perspective but also, and especially, in the work sphere. Drawing on the literature on gender inequality at work, this study developed four poetic inquiries to investigate how women's working lives were affected by the pandemic in Italy. In particular, we focused on how women's work experience has changed in their relationships with their organizations and with other workers. The findings of the study suggest that pinkwashing (i.e. a profit-driven hypocritical captatio benevolentiae adopted by companies) and mansplaining (i.e. the patronizing attitude of some men in explaining something obvious to a woman) are two critical phenomena that fuel gender inequality in organizations. Furthermore, this study provides pragmatic implications for management and policymakers by recommending a series of actions aimed at enhancing gender equality in the workplace. [ABSTRACT FROM AUTHOR]

In this study, I examine inequality divergence , or the inequality of inequalities across local labor markets. While divergence trends of central tendencies such as per capita income have been well documented, less is known about the descriptive trends or contributing mechanisms for inequality itself. In this study, I construct wage inequality measures in 722 commuting zones covering the entire contiguous United States across 22 waves of Census and American Community Survey data from 1940 to 2019 to assess the historical trends of inequality divergence. I synthesize counterfactual and variance decomposition techniques to develop main conclusions. Results show two eras, one of convergence between 1950 and 1990, and divergence between 1990 and 2019, resulting in rates of divergence today as high as any time in the past 80 years. With a brief exception from 1990 to 2007, most changes occurred through the geographical mobility of wages across labor markets. In the 1950–1990 period, this primarily occurred through equalization of wages across regions and within the US South, while the takeoff of highly urban and unequal labor markets made a novel contribution to the 1990–2019 era. In total, results point to the fundamental importance of what I term the topography of inequality, or the contours of inequality levels across spatial locations and the change in the size and location of peaks and valleys across time, for understanding the full nature of long run inequality change. [ABSTRACT FROM AUTHOR]

The rise in women's labor force participation is fundamentally changing the nature and intensity of domestic labor and increasing concerns about the prospects for fertility, particularly in gender-inegalitarian societies. To keep pace with these changes, the gender revolution perspective argues that increasing men's involvement in the family will reduce burdens on women and facilitate fertility recuperation. This paper investigates the effect of labor sharing on fertility. Using ten waves of data from the Taiwanese Panel Study of Family Dynamics (8,863 couple-wave observations, 1,969 couples), latent class analysis was first used to define a division of labor typology, and mixed-effects models were subsequently estimated to investigate the associations between the division of labor arrangements and fertility behavior. Although the male-breadwinner model prevailed as the most conducive to childbearing, there is an urgent imperative to improve gender equality in domestic labor given the growing trend of dual-earner families. The results highlight the importance of considering couples' paid and unpaid labor in relation to each other and suggest that gendered divisions of domestic labor have different implications on fertility depending on employment arrangements. [ABSTRACT FROM AUTHOR]

In this article we analyze images of sportswomen from four media outlets over the course of the 2018 Gold Coast Commonwealth Games in Australia. Through visual discourse analysis we find that despite structural changes to increase gender equality at the Commonwealth Games—which for the first time ensured equal opportunities for men and women to win medals—sportswomen were still depicted in a very narrow way, and intersectional representations were mainly excluded. Though the quantity of images of women had increased, the 'quality' of these images was poor in terms of representing sportswomen in their diversity. We still have far to go if we are to embrace women in their multiplicity—and to recognize that women can be strong, capable, butch, femme, and varied in their range of expressions of gender, sexuality, race, and ethnicity. [ABSTRACT FROM AUTHOR]

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]

At workplaces gender is an issue with complex dynamics that has long been studied and discussed. Despite the increasing equality in workplaces, it is very difficult to say that equality is still fully achieved. The underrepresentation of women at workplaces, especially in senior positions, is still a noteworthy problem. Identifying the underlying causes of this underrepresentation is essential to break the barriers. The aim of this study is to uncover the factors leading the main gender biases in workplaces. For this aim, Conceptual Framework of Arksey & O'Malley (2005) on scoping review methodology was used. In this study, papers indexed in Web of Science and Scopus databases between 2010 and 2022 were examined. Eligible papers were identified and selected with PRISMA guidelines. The results of the study show that at workplaces predominantly women are exposed to biases and factors leading these biases can be grouped under seven headings. These are motherhood/caring, work/family balance, skill/ competence, wage, sensitiveness/ emotionality, culture, and physical appearance/ clothing. The findings of this study revealed the underlying factors leading the gender biases observed at workplaces, and provided to illuminate the implicit biases that hinder women's career development. [ABSTRACT FROM AUTHOR]

Remote work displays the flexibility of labor relations and expands the possibilities of conducting professional activities balanced with fulfilling personal needs. Simultaneously, when implementing the telework mode of labor relations, the problems of ensuring the equality and confidentiality of employees require special attention. Given the current global and internal threats, the effective organization of teleworking is an issue to the fore, even in countries where it was not previously given the attention it deserves. This study aims to explore the labor legislation norms of the Republic of Kazakhstan as far as remote work is concerned from the viewpoint of effectiveness. This paper includes a sociological survey among Kazakhstani organizations to determine the conditions of employees working remotely and to use it for conclusions about the effectiveness of the legislation in preventing violations of workers' rights. The study proposes mechanisms and rules aimed at the effective regulation of remote work to address the problems of confidentiality and the equal treatment of the employee, regardless of the mode of conducting his/her professional activities. This research advances knowledge in the field of legal and ethical aspects of the regulation of remote work, demonstrating the experience of developing countries with the study of the experience of Kazakhstan. [ABSTRACT FROM AUTHOR]

In today’s technological environment, it is essential to make technological advancements. This requires both men and women to have equal information, communication, and technology opportunities. Various efforts have been made to address the issue of gender equality in the workplace. It can be noted that even though equal opportunities between men and women may exist, discrimination against women is still immanent in the workplace, for example, gender bias, inequalities, and underrepresentation. Thus, the object of research is the role of information and communication technologies (ICTs) on gender equality in the workplace in today’s digital age. An empirical investigation was carried out at a selected higher education institution in South Africa. Purposive sampling was used, and 19 participants were interviewed. Mixed methods were used for this study, with the qualitative findings used in the preliminary discussions. The collected data were transcribed, coded, and analyzed using Microsoft Excel and NVIVO. The study’s findings show that ICTs play an important role in promoting gender equality. ICTs enable women to be empowered, educated, independent, and autonomous, enabling them to acquire top positions as men in the workplace. This study adds to the body of knowledge on how ICTs have been proven to be a valuable tool in promoting gender equality by giving a voice to the voiceless and empowering women. This study also informs stakeholders about how women bring diversity to the workplace and why it is essential to give them equal opportunities with men. [ABSTRACT FROM AUTHOR]

In Spain, regional policies on gender equality in the workplace must be coordinated with other policies at the European and national levels, in a multi-level governance framework. With this approach, this paper analyses, transversally and with a power distribution perspective, the areas of action and the powers of the autonomous communities in terms of making policies that achieve real equality between women and men in the workplace. The main premise of this paper is that in the field of labour relations, although autonomous communities do not have regulatory powers, they do have a wide range of action in the design and strategies of socio-labour policies and in their implementation. It is concluded that in Catalonia, the Statute of Autonomy of 2006 — which extensively recognises the rights linked to gender equality in the workplace — orders the creation of its own Catalan labour relations space where progress can be made in this direction through agreements and collective bargaining. Likewise, the approval of the Catalan Equality Law, although late, regulates a series of policies, objectives and instruments that allow for progress in greater gender equity in the field of labour relations. [ABSTRACT FROM AUTHOR]

This paper seeks to analyse the potential for change in the gender quota law on corporate boards in Portugal. This is achieved by incorporating concepts and insights drawn from political science and the study of quotas in politics and adjusting these to the boardroom context. It adds to the literature on women on boards by shedding light on the importance of looking at descriptive representation, substantive representation, substantive equality and transformative institutional change, in order to understand a quota law's potential for eliciting gender balance in the boardroom, as well as greater gender equality in directorship positions, in board dynamics and at the workplace level. This study uses multi-strategy research methods. Evidence provided by the quantitative analysis of survey data, combined with the qualitative analysis of interviews undertaken with female and male board members and the contents of Gender Equality Action Plans (GEAPs), shows that there have been some changes in terms of descriptive representation, but fewer in relation to substantive equality, as men are still largely over-represented in positions associated with effective power and influence over decision-making. Moreover, although the promotion of gender equality at the workplace is valued by both groups, and particularly so by women, weaknesses have been found in the materialisation of such a commitment (substantive representation) through the adoption of GEAPs designed to tackle gendered patterns at the workplace (transformative institutional change). [ABSTRACT FROM AUTHOR]

Globally, women continue to have less economic decision-making power and face gender-unequal norms at work. Little is known about the impact of national public policies on norms surrounding equality. We examined the impact of extending paid maternity leave policy on decision making in the household and gender norms in the workplace, specifically whether women have sole or joint decision-making power with respect to large household purchases and whether women are perceived as having an equal right to jobs when jobs are scarce. We used difference-in-differences models to analyze the impact of increasing paid maternity leave on outcomes measured in the Demographic Health Surveys and World Values Surveys collected in 31 low- and middle-income countries. A one-month increase in the legislated duration of paid maternity leave increased the odds that women and their partners/spouses reported that women had more decision-making power by 40% (95% CI 1.14, 1.70) and 66% (95% CI 1.36, 2.03), respectively. A one-month increase in the legislated duration of paid maternity leave was associated with 41.5 percentage-point increase in the prevalence of individuals disagreeing with the statement that "when jobs are scarce, men should have more right to a job than women." More generous maternity leave increases gender equality in economic decision making in the household and improves gender norms related to work. Future studies should examine the impact of paternity leave and non-discrimination policy, as well as other large-scale policies aiming to improve gender equality at work and at home. [ABSTRACT FROM AUTHOR]

How could queer activism for social change be possible in an authoritarian but neoliberal environment? What does neoliberalism imply for queer struggles in non-Western contexts where liberal democracy is absent or non-existent? This article introduces the concept of 'quiet politics' to establish a new theoretical lens for understanding queer organizing under global capitalism. Drawing on ethnographic fieldwork and interview data on the rise of corporate diversity activism in Singapore, it analyzes how queer employees navigate the contradictions of neoliberal capitalism in multinational corporations. The concept of quiet politics helps us understand the nuanced ways in which queer subjects 'quietly' mobilize themselves through a negotiation of neoliberalism, queer politics, and the authoritarian government that persecutes homosexuality. In doing so, this article challenges the Western notion of queer liberalism and sheds new light on the complex entanglement of neoliberal capitalism, corporate diversity, contentious politics, and queer activism from a global perspective. [ABSTRACT FROM AUTHOR]

This article deals with the academic and professional experience of the female lecturers who teach public relations subjects in Spanish universities. Specifically, it analyses the case of universities in Andalusia, both public and private, to assess their affinity and relevance to the contents of the curricula, and their work situation, an issue that has been little explored until now. The case of Andalusia represents the most populated region in Spain and concentrates a large part of the national offer of degree courses. In this context we pose the following questions: What is the academic-research profile of women lecturers teaching public relations in Andalusian universities? What is the situation of women compared to men in the academic field of public relations in Andalusia? We want to focus on the actors in the public relations teaching process and learn about the current situation in academia. From the theoretical point of view, this work proposes a triangulation of contents focused on public relations studies in the European Higher Education Area (EHEA), teaching practice and the situation of the teaching staff, with an emphasis on the role of women. From the methodological point of view, we want to achieve two specific objectives: to study the employment situation of public relations teachers in Andalusia, investigating the situation of women; and to determine how the teaching of public relations subjects is structured in the region. Using a descriptive methodology and through content analysis, three parameters were studied: lecturing, research, academic and professional experience. An analysis form has been designed to provide a description of the profile of each lecturer and of the public relations subjects selected, specifically we have reviewed: - Teaching: review of the modules guides of the public relations subjects taught in the selected degrees. We analysed: teaching team, coordination and number of teachers, gender, contractual relationship, number of subjects taught per teacher, type of subject (compulsory, core, optional), credit load and year. - Experience: professional and academic career, training, possession or not of a doctorate and speciality. - Research activity: research production of each subject, lines of research and publications related to the teaching given. The main sources of information have been the universities websites, ORCID, Google Scholar, LinkedIn, Academia and ResearchGate. This study is geographically limited to the Autonomous Community of Andalusia in Spain and to universities (public and private), that offer communication degrees with public relations subjects. Results show many temporary staff and very fragmented subjects, the majority are female lecturers, but with relevant PR teaching and research experience, although with little professional experience in the sector. Furthermore, there is an unequal teaching load in the area between the different universities. Most public relations teaching staff are women, but it is women who fill the most unstable positions (and suffer the consequences of holding such positions), while men in permanent positions are in the majority. To conclude, we consider that the establishment of criteria that would allow for the consolidation of (female) lecturers in their jobs and in the stable choice of public relations subjects would facilitate the work-life balance, improvement and relevance of the teaching and research quality of Andalusian university teaching staff. More needs to be done to improve women's equality in the workplace and their access to academic careers on the same terms as their peers. [ABSTRACT FROM AUTHOR]

Banyumas is an important area in Central Java that has a unique and distinctive culture, especially in terms of human relations. The uniqueness of Banyumas culture is recorded in literary texts and novels by Ahmad Tohari. The focus of this study is to reveal the egalitarian concept in human relations with fellow humans in the cultural treasures of Banyumas which is presented in the novels by Ahmad Tohari from the perspective of prophetic philosophy. This study was conducted to extract and conserve the values of local cultural wisdom. The method used is descriptive qualitative content analysis. The theory is literary anthropology and prophetic philosophy. As a result, in the case of human-human relations, Banyumas culture bequeathed the egalitarian concept as noble values that became the philosophy in social life. Egalitarian values are noble character values that need to be preserved. According to Banyumas culture, the egalitarian concept in horizontal relations is based on awareness and insight into the equality of human degrees before Allah SWT. Interaction between individuals takes place egalitarian by prioritizing transcendental humanism as the embodiment of prophetic philosophy simultaneously. [ABSTRACT FROM AUTHOR]

Work-family policies—such as parental leave and flextime—can help to facilitate gender equality in workplaces and in families. But policy use is typically low, varies significantly from one workplace to another, and is often more prevalent among women than men. Extant research suggests that flexibility stigma—workplace norms that penalize workers for utilizing policies that facilitate non-work demands—as well as the financial costs associated with policy use, contribute to this pattern. However, previous studies have been largely correlational in nature, and have had difficulty assessing how these factors may interact with one another to shape gendered patterns of policy use. In this study, we offer novel causal traction on this set of issues. Using an original, population-based survey experiment, we examine how the salience of flexibility stigma and financial costs affect men's and women's intentions to use work-family policies. We find that these factors exert a large direct effect on men's and women's intentions to use work-family policies. Moreover, the gender gap in parental leave use intentions is large in workplace contexts with high flexibility stigma and high financial costs, but this gap narrows significantly under more favorable conditions. Findings point to the importance of organizational contexts and policy design in shaping work-family policy use and, in turn, gender inequality. [ABSTRACT FROM AUTHOR]

This article contends that Axel Honneth's critical social theory provides a compelling general framework with which to map out the political sociology of social equality in a way that takes due account of class-based inequalities, social identity differences, and ecological challenges of contemporary globalized societies. Honneth joins an emphasis on equal respect for all--a core aspect of equality in modern democratic societies--with an account of social esteem recognition--which establishes evaluative distinctions among people--in a way that illuminates the interplay of equality and difference. This is so, I argue, even though Honneth himself has focused on struggles for recognition and social freedom rather than equality, and despite some notable limitations of his political sociology. [ABSTRACT FROM AUTHOR]

This study attempts to find out the challenges faced by the Bangladeshi women serving in the national security institutions from three broad spheres. Furthermore, it explains the challenges based on the liberal feminist theory, which talks about gender equality in the workplace and society. This paper critically analyzes the masculine nature of the security institutions and the existing gender power disparities within these institutions in Bangladesh. [ABSTRACT FROM AUTHOR]

Religiously affiliated schools employ a substantial portion of the Australian educational workforce. These religiously affiliated schools are exempt from Australian state‐based anti‐discrimination legislation in varying degrees. This can have a devastating effect on LGBT+ employees. While NSW has broad exemptions to anti‐discrimination legislation, in contrast Tasmanian anti‐discrimination legislation provides very limited exemptions. This paper examines and compares the experiences of ten LGBT+ teachers employed in religiously affiliated schools in Tasmania and New South Wales. The aim of this paper is to document the differing experiences of these LGBT+ teachers, examining whether the distinctive state‐based legislation has an impact on their lives. The small number of cases examined here suggests that the state difference in anti‐discrimination legislation has a significant impact on LGBT+ peoples' job security and career development. [ABSTRACT FROM AUTHOR]

This article addresses the work of Jeanne M. Stellman, a major figure in women's occupational health during the 1970s and 1980s, when women's labor force participation, demands for workplace equality, and exposure to occupational risk changed the political landscape of the United States. Using a range of archival and published sources, it shows how Stellman played an important role in the larger movement of women's health activism by expanding our definition of occupational risk to include psychological stress but also the impact of new technologies, such as video display terminals (VDT). An occupational health and safety expert, Stellman questioned the gender bias of medical science, especially its perception of women's special vulnerability to reproductive health hazards. With the introduction of fetal protection policies, Stellman joined a cohort of health activists asserting women's right to both workplace protection and workplace equality, and established a Women's Occupational Health Resource Center to further the work. [ABSTRACT FROM AUTHOR]

Beneath Turkish TV dramas' global glamor lie workplace accidents, systemic injuries on workers' bodies, and deaths. In response, workers seek to impose restraints on what can be done to their bodies by resorting to law and evoking ideals of equality as they struggle for workplace safety, healthcare, and dignity. Drawing on ethnographic research across production sets, industry summits, union meetings and more than fifty interviews since 2015, this article documents drama workers' bodily vulnerabilities, arguing that precarity in this global media industry is a bodily phenomenon legally sanctioned by the state. I dewesternize the notion of precarity in creative industries by foregrounding the materiality of the body and the regulative power of law as centers of exploitation and resistance. Critical scholars of media production could learn from non-Western contexts in identifying how creative workers do not only demand stable incomes but also legal recognition and protection of their bodies. [ABSTRACT FROM AUTHOR]

The article presents the discussion on youth unemployment and Skills for Every Young Person. Topics include making wider recommendations for apprenticeships, careers guidance, and inequality in the labour market; and measuring and addressing skills gaps and shortages focusing on the needs of the digital and green economy.

The aim of this paper is to encourage liberals to reconsider whether liberalism needs to be compatible with naturalism—as is demanded by public reason liberalism—by showing the comparative cost of that and the advantages of grounding liberalism in theism, which is the main alternative to naturalism. The reason why theism provides better grounds for defending liberalism than naturalism does, is that justifying human freedom and equality—which are core values of liberalism—in a robust way, requires metaphysical assumptions that cohere better within a theistic rather than naturalistic framework. More specifically, I argue that liberals should adopt agent-causal libertarianism (ACL) and favor what I will call an endowment account of equality (EAE). Both ACL and EAE are best supported by postulating theistic and theistic-friendly assumptions about the human nature. [ABSTRACT FROM AUTHOR]

Senior leaders are usually understood to be ideally positioned to drive the organizational changes needed to promote workplace gender equality. Yet seniority also influences leaders' values and attitudes, and how they interpret evidence of inequalities, determine organizational priorities, and design and implement remedies. This article examines leaders' perceptions of workplace gender equality using system justification theory to explain survey data from Australia's public sector (n = 2292). Multivariate analysis indicates that male and female leaders more positively rate the gender equality climate in their agencies, compared with lower‐level staff, and that male leaders show most propensity to defend the status quo. Findings call into question the effectiveness of change strategies that rely on leadership and buy‐in of those whose privilege is embedded in existing arrangements, and problematize dominant organizational approaches casting senior leaders as effective change agents for gender equality. The article helps to explain gendered power dynamics, which produce and sustain organizational inequalities and make workplace equality so hard to achieve, and points to ways to strengthen practical approaches to promote equality in organizations. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editors discuss the changes in magazine's editorial team, a decline in manuscripts submitted in 2021 and the magazine's support and development of equitable practices in the editorial field, particularly in their roles in managing peer review.

The two main axes of inequality in the U.S. labor market—occupation and workplace—have increasingly consolidated. In 1999, the largest share of employment at high-paying workplaces was blue-collar production workers, but by 2017 it was managers and professionals. As such, workers benefiting from a high-paying workplace are increasingly those who already benefit from membership in a high-paying occupation. Drawing on occupation-by-workplace data, we show that up to two-thirds of the rise in wage inequality since 1999 can be accounted for not by occupation or workplace inequality alone, but by this increased consolidation. Consolidation is not primarily due to outsourcing or to occupations shifting across a fixed set of workplaces. Instead, consolidation has resulted from new bases of workplace pay premiums. Workplace premiums associated with teams of professionals have increased, while premiums for previously high-paid blue-collar workers have been cut. Yet the largest source of consolidation is bifurcation in the social sector, whereby some previously low-paying but high-professional share workplaces, like hospitals and schools, have deskilled their jobs, while others have raised pay. Broadly, the results demonstrate an understudied way that organizations affect wage inequality: not by directly increasing variability in workplace or occupation premiums, but by consolidating these two sources of inequality. [ABSTRACT FROM AUTHOR]

The article looks at the work of African American law professor Benjamin G. Davis in fast-track international commercial arbitration. Topics discussed include the role of diversity, inclusion and equality at the International Chamber of Commerce (ICC) in the creation and replicability of the fast-track international commercial arbitration, elements of a viable fast-track procedure according to Davis, and the possible role of diversity in the development of the procedure.

Historically Black colleges and universities (HBCUs) have trained Black librarians and strengthened the library profession since 1927 when the first HBCU-based library school was founded at Hampton University. However, HBCU professors, library directors, and alumni are often overlooked in conversations on librarian professionalization. In this article, four distinguished HBCU-affiliated library leaders provide critical perspectives on LIS practice. Their collective insight illustrates the value of HBCUs in LIS and demonstrates opportunities for new directions. [ABSTRACT FROM AUTHOR]