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Gender can be seen not only as a binary category but also as a performance or doing that is shaped by, and shapes organizational processes and structures that are deeply embedded in (sport) organizations in multiple and complex ways. The purpose of this paper is to explore strategies for addressing the undoing of gender in sport organizations with the use of an overarching or meta-approach. Strategies that aim to undo gender require a recognition of the complexity of regimes of inequality and the need to use incremental steps in the form of small wins while acknowledging change is not linear. The complexity and multiplicity of the gendering of sport organizations should, therefore, be considered a wicked problem. The naming of heterotopias can provide directions or goals for small wins and for addressing the wicked problem of the doing of gender in sport organizations. [ABSTRACT FROM AUTHOR]

In this paper, we explore the lived experiences of mother-coaches who, while coaching, navigate policy and programs aimed at promoting gender equity. Specifically, this study took place within the context of an amateur national, 10-day multisport games event in Canada. Using critical feminist narrative inquiry, 14 mother-coaches (apprentice, assistant, or head coach), representing eight different provinces, and 10 different sports, participated in this study. Three themes were constructed that call attention to the Canadian sport system broadly, as well as the 10-day multisport games event specifically: (a) performative policies and gendered assumptions, (b) programs that are band-aids for a "shitty culture," and (c) a pathway to nowhere for mother-coaches. The findings complicate the hegemonic work–family conflict narrative, suggesting that mother-coaches' advancement, opportunities, and quality experiences are impacted by the current heteropatriarchal culture and structure of sport that these programs and policy are rooted in. [ABSTRACT FROM AUTHOR]

Boosting board representation of women redresses structural unfairness and improves corporate governance and performance. The Change Our Game initiative, running over 3 years statewide in Victoria, Australia, mandated 40% representation of women on state sport boards. At the start, only 44% of state sport boards had 40% women representation; by the mandate deadline, this had increased to 93%. Using an institutional theory lens, the authors qualitatively analyzed four stakeholder groups: mandators, policy champions, operationalists, and mandate targets. Stakeholder sentiments were analyzed pre- and postmandate deadline over 3 years. Sentiments ranged from positive to equivocation to denigration. The mandate's coercive pressure, supported by institutional legitimacy and work to accelerate changes, led to institutional change and achieved a significant increase in women board members. Change was grounded in strong ethical and cognitive support from mandate champions. Microsocial expressions of denigration and change resistance did not prevent successful change. [ABSTRACT FROM AUTHOR]

There is a plethora of recent examples from the sport industry that situate sport organizations as contributing to sexual violence against women (e.g., Phoenix Suns, Nike). Though research has shown that these issues exist in sport, little work has focused on the impacts of gender-based violence and sexual harassment. Therefore, utilizing gender regimes as our conceptual framework, we explored how experiences of gender-based violence and sexual harassment within sport organizations work to perpetuate the gender inequality in sport workplaces. Findings illustrate the influence of a multilevel relationship to the gender-based violence and sexual harassment experienced by women is impacted by the presence of gender regimes and use of containment strategies to conceal this abuse. Thus, we argue that institutional-level failures to protect women represent organizational success, which reinforces gender regimes and the purposeful containment of these incidents maintains the gender/power hierarchy. [ABSTRACT FROM AUTHOR]

Drawing on gender role and gender queuing theories, we employ a multi‐stage process model to investigate demand‐ and supply‐side drivers of gender promotion gaps and to explore variations in these gaps across different business units within an organization. Analyzing 9 years of personnel records from a multiunit European bank, we find that the gender promotion gap is influenced by both supply‐side and demand‐side factors. Specifically, women are less likely than men to express a motivation to change to a new job or move to a different unit within the bank. Those who do express such motivation are as likely as men to be reassigned to new roles, but their moves are less likely to constitute promotions than are men's moves. Furthermore, gender promotion gaps vary significantly within the organization itself. Business units with the most significant gaps are in regions that have fewer available organizational positions to move into, diminishing women's motivation to seek such moves, and have jobs with numerous incumbents, decreasing women's chances to get a new job or secure a promotion upon doing so. This study extends gender role theory by creating a unified theoretical model that incorporates both employee and employer gender role perceptions as drivers of promotions. It contributes to gender queuing theory by demonstrating the theory's relevance to promotion outcomes. [ABSTRACT FROM AUTHOR]

This article is the first to examine experiences of women with leadership roles in the U.K. Higher Education sport sector. We carried out detailed interviews with women leaders. We utilized Bourdieu's model of habitus, capital, and field; Acker's concept of "gendered organizations;" and Shilling's concept of physical capital. Our findings show Higher Education operates more inclusively than the wider sport sector, which has the potential to advance gender equality. However, gendered practices remain with women working harder to accumulate and convert capital. Motherhood negatively impacts conversion of capital and respondents without children felt this benefitted their career. Finally, we discuss the impact of menopause on the careers of women and suggest this can impact self-perception. [ABSTRACT FROM AUTHOR]

A substantial body of research examines the relevance of hiring as a source of gender disparities in organizations. However, there is limited evidence on how different sets of key organizational decision makers contribute to gender disparities in hiring outcomes. To address this research gap, we exploit the staggered adoption of a new hiring process in a multinational corporation, which transferred from hiring managers to HR departments the task of shortlisting: narrowing a large pool of candidates to a more manageable set before final decision making. Using a difference-in-differences design, we find that the transfer of shortlisting responsibility increased the share of newly hired women. Additional tests based on quantitative and qualitative data are largely consistent with our finding that the transfer of shortlisting from hiring managers to HR departments led to fewer gender disparities in hiring outcomes given the increased expert knowledge in evaluating candidates and reduced opportunity costs for conducting such evaluations. Our setting offers a unique opportunity to help isolate key organizational decision makers' role in contributing to gender disparities in hiring outcomes, and our findings have implications for how to alleviate gender disparities in employment. [ABSTRACT FROM AUTHOR]

This article explores how policies that reduce barriers to entrepreneurship impact underrepresented groups differently depending on local norms and cultural beliefs. While prior studies suggest that underrepresented groups should benefit more than other groups do from policies lowering entry barriers, the empirical evidence is mixed. We argue that the absence of normative and cognitive support can undermine the effectiveness of these policies for underrepresented groups. To explore this, we leveraged the staggered rollout of a policy that reduced entry barriers to entrepreneurship in Mexico. The results show that while the policy increased the number of businesses founded by men, it had a small and statistically insignificant impact for women, thus exacerbating the gender gap in entrepreneurship. Further analyses suggest that while women were not more likely to become involved in entrepreneurship as founders, they did become engaged in alternative roles within new ventures, often leaving other forms of employment to enter unpaid work in businesses founded by men in their household. The effects of the policy on the gender gap in entrepreneurship and unpaid work were more pronounced in areas with a strong patriarchy logic and among married individuals. This research highlights the need to consider context in the design of policies intended to encourage entrepreneurship. [ABSTRACT FROM AUTHOR]

Scholars studying team-licensed fan apparel have begun to surface the meanings communicated through fan clothing, particularly focusing on its gendered nature. This study extends upon this previous research by examining children's sport fan apparel via a social semiotics theoretical framework. The authors collected 377 items from 14 teams in seven major leagues in the United States. Merging a feminist lens with multimodal critical discourse analysis methodology, they uncovered how discourses and meanings in the marketing of these materials communicate organizational practices and structures. The study determined that the marketing presented discourses of gender segregation and (false) gender neutrality, as well as discourses of good parenting that legitimized the consumption of merchandise as a reflection of parenting ideologies. Organizations must address internal gendered practices to produce marketing materials and artifacts supporting gender equity and inclusivity. [ABSTRACT FROM AUTHOR]

An extensive literature base has investigated women's underrepresentation in decision-making positions with sport organizations, yet women's access to these positions remains limited. Diversification strategies, based on distributive justice, have failed to create further opportunities. A new approach is needed to address this latent issue. The concept of gender allyship is presented to address the limitations of distributive justice paradigms that involves men and women to work as members of a coalition to improve gender equity in sport organizations. Utilizing grounded theory, this paper presents the core category of awareness and related subcategories self-awareness, organizational awareness, and industry awareness, as a means of informing the performance of gender allyship. The findings provide interesting theoretical and empirical implications for understanding the development of awareness, its subcategories, and how it contributes to change. [ABSTRACT FROM AUTHOR]

Recognizing the importance of timing in efforts to drive institutional change, this study examined how actors engage in "temporal institutional work" in their attempts to disrupt inequitable institutions in sport. A qualitative case study was conducted on football (soccer) in Australia wherein significant gender equity reforms have been enacted. The findings revealed how the temporal activities of entraining (e.g., capitalizing on external interventions), constructing urgency (e.g., through advocacy), and enacting momentum (e.g., through consensus-based leadership) allowed actors to exploit a time-sensitive window of opportunity for change, quickly foster a perception of irreversibility that structural change would occur, and generate synchronicity with broader reforms. Inspired by the breakthroughs in Australian football, this research highlights temporal-based strategies for combating gender inequity in sport. Theoretically, this study extends research on institutional work in sport by illuminating the key role that timing norms play during institutional change. [ABSTRACT FROM AUTHOR]

The trickle‐down effect has been proposed as one means to address women's continued underrepresentation in leadership positions globally. While earlier research supported the trickle‐down effect's prediction that increasing women's representation at higher managerial levels will positively impact women's careers at lower managerial levels, recent studies provide inconsistent evidence, leading to claims that it may be spurious. Due to data limitation, most prior trickle‐down research has explored just two managerial levels—board and executives—making it difficult to separate a trickle‐down effect from external pressures (e.g., shareholders, law) or internal factors (e.g., organizational culture) that may cause it. Furthermore, prior research does not adequately account for women's representation in managerial pipelines, a crucial source of potential managerial talent. To address these concerns, we analyze Australian workplace panel data (2014–2020) that allow for a more robust test of the trickle‐down effect than previously examined. Our results support the trickle‐down effect across multiple managerial levels below the board level, independent of managerial pipeline effects. The trickle‐down and pipeline effects were only observed for positions immediately above and below each managerial level. This highlights the proximity of positions within management hierarchies where the in‐group preference and women's direct advocacy for other women are most likely to occur. Our study suggests that simply appointing more women to top positions, such as boards, while beneficial, is not enough to address gender inequality in management meaningfully. We recommend that rather than focusing on gender representation at the top, organizations should set gender diversity goals and monitor progress at all managerial levels. We conclude with implications for theory, practice, and future research. [ABSTRACT FROM AUTHOR]

To inform the development of culturally and socially appropriate interventions, this study examined the lived experiences of Black female college athletes (BFCAs) and identified sources that increase their vulnerability to anxiety. Black Feminist Thought, with sub-tenets of intersectionality and outsider within status, was used as the theoretical foundation to examine the lives of the BFCAs. Using an interpretative phenomenological approach, this qualitative study addressed the question: What sociocultural factors affect anxiety in Black female college athletes? Nine Black female college athletes from an NCAA Division I program agreed to participate in this study. Regarding the sources of anxiety, four themes emerged: regimented schedule (subthemes: lack of freedom, decreased choices, and external locus), forced community (subthemes: isolation and team conflict), emphasis on athletics (subthemes: coaching pressures, training pressures, and academic pressures) and navigating marginalization (subthemes: gender and racial stereotypes and gender and racial inequality). Two unexpected themes also materialized: family support and suggested solutions (subthemes: representation and communication). The findings and analysis were based on the data collected and the theoretical lens. The results suggest the need for culturally appropriate interventions to support this specific college athlete population. [ABSTRACT FROM AUTHOR]

This paper investigates how investments in automation affect the gender pay gap. The evidence of the effects of automation on the labor market is growing; however, little is known about the implications of automation for the gender pay gap. The data used in this paper are from a matched employer–employee dataset incorporating detailed information on firms, their imports, and employee–level data for Estonian manufacturing and service employers for the period of 2006–2018. Through the use of the imports of automation goods as a proxy for the introduction of automation at the firm level, this paper estimates the effect of automation using simple Mincerian wage equations. The causality of the effect is further validated using propensity score matching (PSM). We find that introducing automation enlarges the gender pay gap, and PSM confirms that this also has a higher causal effect on the wages of male employees than female employees. The results imply that a higher representation of women in higher-paid positions does not guarantee a reduction in the gender pay gap in the presence of automation, and appropriate measures in education and retraining are needed to tackle the effect of automation on gender inequality. [ABSTRACT FROM AUTHOR]

Management scholars have long examined gender disparities in leaders' communication and followers' reactions. There is, however, a paucity of research that takes an intersectional perspective. This article takes that step, using an intersectional lens to examine women leaders' use of dominant language and how others receive it. Leveraging advances in natural-language processing, I analyzed the stereotype content of more than 250,000 Congressional remarks (Study 1) and almost one million tweets (Study 2) by leaders. Women leaders referenced dominance more than men did (using more words like "powerful"), violating stereotypes that depict women as submissive. However, as theory on racialized gender stereotypes suggests, this effect was unique to White leaders. Two additional studies revealed backlash to women leaders' use of dominant language. Analyzing almost 18,000 editorials revealed the more that women leaders referenced dominance, the more they were portrayed as dominant but also cold. Effects were strongest for Black and Latina women (Study 3). Finally, an experiment using simulated social media profiles found the more that Black women (but not men) leaders referenced dominance, the more voters rated them as less likeable, a result that was unique to Black leaders (Study 4). The article demonstrates the critical importance of intersectionality for understanding gender inequality in leaders' communication and its reception by the media and the public. [ABSTRACT FROM AUTHOR]

Brokerage in intra-organizational networks is critical to performance, but women exhibit less brokerage in their social networks and receive lower performance returns to the brokerage they exhibit than men do. We uncover a condition under which the gender gaps in network advantage are entirely negated: mobility. When women move between units of the organization, they increase their brokerage more than mobile men do. Further, such mobility eliminates the gender gap in returns to brokerage. Using a rich dataset including the personnel records, monthly performance, and email communications of thousands of employees in a large financial institution, we find support for our arguments by comparing the networks and objective performance of those who changed jobs with matched non-movers prior to and following each job change. In probing why this might be the case, we find that women movers are more likely to maintain communication ties to colleagues from their previous roles and that these persistent ties give them a discernible and gender-role-congruent explanation for connecting otherwise disconnected units and benefiting from network brokerage. Our results illuminate important mechanisms by which social network dynamics and mobility affect gender inequality and performance in organizations. [ABSTRACT FROM AUTHOR]

This article examines the history of Canada Olympic Park (COP) as it transitioned from the Paskapoo Slopes to a venue for the Calgary 1988 Winter Olympic Games and how the site framed the fight for gender equality in the sport by women ski jumpers in Canada. Ski jumping is a sport that can be considered a "nature sport" as it is practiced in the open air while simultaneously relying on built environments. Understanding the COP ski jumping venue as a "sportscape" and a gendered landscape provides a unique opportunity to explore the tensions between land, air, and the body in this nature sport. Historical analysis of the XV Winter Olympic Games inventories held at the City of Calgary Archives is combined with autoethnographic reflections of my past experiences as a ski jumping athlete who trained at the COP ski jumping venue and plaintiff in the court case to get a women's ski jumping event added to the 2010 Winter Olympic Games to frame my analysis. This paper argues that women ski jumpers at COP carved out spaces of resistance for themselves, shifted the gendered landscape of the ski jumps, and effected change across generations of women ski jumpers on and off the hill. [ABSTRACT FROM AUTHOR]

Objective: To describe the evolution of physical activity (PA) research in Africa, examine income and gender inequalities, and discuss future possibilities. Methods: A secondary analyses of the Global Observatory for Physical Activity data on PA research in Africa (1950–2019). Results: We identified 514 PA articles from 47 African countries in the past 70 years. Majority (83.1%) of the articles were published between 2012 and 2019. Fifteen countries had no publications. Six countries (South Africa [n = 156], Nigeria [n = 85], Ethiopia [n = 44], Ghana [n = 41], Kenya [n = 39], and Cameroon [n = 20]) accounted for about 75% of the publications. Most articles were observational (92.4%), single-country studies (78.4%), with male first (58.4%) and last authors (68%), and were classified as surveillance studies (45.1%). Few studies addressed interventions (5.8%) and policy (3.5%) or used device-based PA measurement (14.0%). The number of articles per country was positively related to human population level (r =.552, P =.000) and gross domestic product % spent on research and development (r =.301, P =.040). The publication rate per 100,000 people was positively related with the human development index (r =.349, P =.016) and negatively with the gender inequality index (r = −.360, P =.019). Conclusions: Our results provide an overview and status of PA research in Africa, highlighting country differences and gender inequalities in authorship. The findings may be used to benchmark the evolution of research in the region and to inform areas for improvement. There is an urgent need for more PA interventions and policy studies in Africa. [ABSTRACT FROM AUTHOR]

Background: The objective of this study was to investigate gender differences in authorship in physical activity and health research. Methods: A bibliometric study including 23,399 articles from 105 countries was conducted to estimate the participation of female researchers in physical activity publications from 1950 to 2019. The frequency of female researchers was analyzed and classified by first and last authors and the overall percentage of female authors by region and country. Results: The proportion of female first authors increased from <10% in the 50s and 80s to 55% in the last decade. On the other hand, the proportion of last authors increased from 8.7% to 41.1% in the same period. Most publications with female researchers were from the United States, Canada, Australia, Brazil, the Netherlands, Spain, England, Germany, Sweden, and China. Nine of these countries had over 50% of the articles published by female first authors. However, in all 10 countries, <50% of the articles were published by female last authors. Conclusions: The proportion of female researchers increased over time. However, regional differences exist and should be addressed in gender equity policies. There is a gap in the participation of female researchers as last authors. By actively addressing the gender gap in research, the global society can harness the full potential of all talented individuals, regardless of gender, leading to more inclusive and impactful scientific advancements. [ABSTRACT FROM AUTHOR]

We test for gender bias in promotions at financial institutions using two central predictions of Becker's (1957 , 1993) model: firms with bias will (1) raise the promotion bar for marginally promoted female workers, and (2) incur costs from forgoing efficient employment practices. We find support for both of these predictions using a new nationwide panel of mortgage loan officers and their managers encompassing approximately 72,000 workers from over 1,000 shadow banks from 2014 to 2019. Overall, our findings provide evidence that gender bias is an important factor in gender gaps at financial institutions. [ABSTRACT FROM AUTHOR]

Although the Paralympic Games have been around for over 60 years, women remain underrepresented in almost all aspects of the Paralympic Movement. It has been suggested that a way to increase women's involvement is through the implementation of mixed-gender events. On paper, this approach makes sense. However, when it comes to the implementation of mixed-gender opportunities for women, it is less clear how effective these events are in increasing participation by women in Para sport. Through document analysis and interviews with athletes and organizers of mixed-gender Paralympic sport, we explore the various strategies that four mixed-gender sports have used to address the issue of gender parity. Using critical feminist theories, we illustrate how larger social, political, and cultural ideas about gender influence women's experiences within these events and discuss the potential of using mixed-gender initiatives to address gender parity within the Paralympic Movement. [ABSTRACT FROM AUTHOR]

This article offers an original contribution by examining both the quantity and quality of English print media coverage of the 2019 FIFA Women's World Cup and how fans perceive and respond to this coverage. It is the first longitudinal analysis of media coverage of women's football in the United Kingdom and compares print media coverage between the 2015 and 2019 FIFA Women's World Cups. We draw on a content analysis of five English national newspapers and 49 semistructured interviews with fans. We develop new theoretical insights through the development of our framework of the "next stage" of the "new age." Our findings show media coverage of women's football has substantially increased, with respectful coverage sustained. The new theme of gender equality made visible several types of inequality, but the media industry failed to acknowledge its own role in reinforcing gender inequalities. Interviewees were critical of the time-limited "revolution" whereby coverage was limited to the duration of the World Cup. To advance gender equality, future media coverage must be sustained, meaningful, and prominent. [ABSTRACT FROM AUTHOR]

High-pay, high-status jobs are competitive and male-dominated and typically demand long work hours. The authors study the role of competition in producing the latter two outcomes using two field experiments. In the first, they find that paying tournament prizes for performance induces both men and women to work longer, but that men respond more than women to the high-prize tournament. In the second, men are more likely than women to choose tournament-based compensation over a wage rate for larger prizes. These results demonstrate that high-stakes workplace competition can fuel gender inequality both directly, because men are more likely to enter and win tournaments, and indirectly, by raising work hours, which hurts women who face greater time demands in household production. [ABSTRACT FROM AUTHOR]

The success of diversity initiatives depends on the support of those in positions of structural power—that is, managers. However, managers often resist such initiatives. Existing academic and practitioner conversations point to managers' demographics or ideology as the source of resistance to diversity initiatives. We propose that such resistance may originate from the managerial position itself. We argue that positions of structural power induce organizational identification, which motivates a view that one's workplace is equitable. Seven archival studies of government employees (Studies 1a–1 g) and three surveys of working adults (Studies 2a, 2b, and 3) suggest those higher in structural power perceive less inequity in their workplace due to higher organizational identification, resulting in lower support for diversity initiatives. Asking managers to deliberate on inequities within their own organization, thus challenging their default positive view, helps managers overcome their identification barrier (Study 4). This research helps shift the foci of resistance toward diversity initiatives from demographics or ideology to one's managerial position and provides practical implications for organizations seeking to support their diversity initiatives. [ABSTRACT FROM AUTHOR]

In this integrative review we analyze research from multiple fields of study in regards to gender equality, gender equity, and sport participation over the past twenty years (2000–2020). Key findings highlight a) women and girls' socialization into sport and the performance of femininity and heteronormativity, b) the psychological benefits, negative effects, and participant retention, c) a lack of transformative critique of sport structures and barriers to access, and d) critique of sport policy that enhances equity and equality. Embedded throughout the presentation of these four interrelated areas of interest, we offer a critique about the state of research so that others might draw insight for future research directions. We conclude by outlining potential intersectional and transformational frameworks that connect research to social and political action. We also provide commentary on knowledge creation, databases, and the politicization of knowledge. [ABSTRACT FROM AUTHOR]

Does providing nontransferable months of parental leave earmarked for fathers, as mandated by the European Union to its member countries since 2019, increase their participation? To answer that question, the authors investigate the consequences of a 2015 French reform that designated up to 12 months of paid leave for fathers while simultaneously reducing the maximum paid leave for mothers by the same number of months. Although the benefits were low, parental leave could be taken on a part-time basis, which can be more attractive to fathers. Using administrative data and comparing parents of children born before and after the reform, the authors find that in response to a 25 percentage point (pp) decline in mothers' participation rate triggered by the reform, fathers' participation increased by less than 1 pp, primarily through part-time leave. The reform increased mothers' labor earnings, but it had no significant impact on fathers' earnings. Overall, the substitutability of parental leave between parents appears to be low and, as a result, earmarking alone does not substantially increase fathers' participation. [ABSTRACT FROM AUTHOR]

The academic library is an institution in continual flux, with ever-growing demands and challenges for its leadership. Many leadership development texts focus on implementing selected styles or techniques in order to deal with these challenges. However, this article explores how developing reflexivity is an essential component of leadership development for academic library leaders. In order to develop this reflexivity, leaders must become disembedded via relational practices such as engaging within interstitial spaces. Discussion of the topic yields three suggested relational practices for leaders to become disembedded in their quest for reflexivity: (1) participating in regular strategic assessment; (2) cultivating faculty relationships; and (3) engaging in student outreach and embedded librarianship. [ABSTRACT FROM AUTHOR]

Women are underrepresented in startups, but research on "joiners"—nonfounder employees attracted to startup work—offers limited explanations for why such underrepresentation occurs and how it persists. We argue that, even among joiners, women are less interested than men in applying for startup jobs and that this gender gap is associated with differential reactions to information about the gender composition of prospective employers. We analyze unique field data obtained from a job-matching mobile-application platform for startups, finding the hypothesized gender gap and showing that women, but not men, are sensitive to information about organizational gender composition, especially for startups signaling "diversity debt"—that is, no or only a token representation of women. A preregistered experiment further reveals that women's identity threat concerns mediate these effects. Gender disparities in startups are reproduced in a vicious cycle as existing underrepresentation deters women from applying. Our findings have implications for research and practice concerning joiners, the underrepresentation of women in entrepreneurship, and startups' ability to shape the gender composition of their applicant pools. [ABSTRACT FROM AUTHOR]

This article argues that counter-hegemony, which is at the heart of sports activism, is not just an action but also the construction of alternative institutional structures. For this purpose, it investigates the practices of an amateur football club and discusses the structural problems of the Turkish amateur football league. The data, collected during a 6-month field study, were interpreted from a critical perspective, using a dialectical dialogue method to apply the theory of hegemony in sports by applying Antonio Gramsci's concept of the "organic intellectual." Consequently, this sports club has provided socialization and free football training for children while creating an alternative football culture with local characteristics that are opposed to class and gender inequalities and to homophobic attitudes common in sport. [ABSTRACT FROM AUTHOR]

Focusing on the Australian Football League and its development of a national competition for women, this article contributes toward broader debates around the inclusion and incorporation of women in professional sport. It traces the particular logics and desires (such as corporate expansion) that drove the Australian Football League to develop a women's competition in the name of equality. We map the organizational tensions and affects that produce (the doing of) gender equality through different desires. Drawing on feminist new materialist conceptions of assemblage, we work to identify the material (numbers of women and girls participating, revenue, and expenses) and discursive (attitudes toward girls and women, meanings attached to sport, and gender) entanglements that contribute to the (de)valuing of women in male-dominated sporting organizations and how this might be disrupted both now and in the future. [ABSTRACT FROM AUTHOR]

Gender inequality in the workplace remains a pressing issue in many industries, and the security and defense sector is no exception. The security and defense sector encompasses a system of state authorities, the Armed Forces of Ukraine, other military formations established in accordance with Ukrainian law, law enforcement and intelligence agencies, state bodies with law enforcement functions, civil protection forces, and the defense-industrial complex of Ukraine, which has historically been male-dominated, creating unique challenges for women seeking to serve in these bodies. Research indicates that gender inequality manifests in various forms, including gender-based discrimination, sexual harassment, and limited career advancement opportunities. Considering the psychological and organizational foundations that affect the interaction between men and women in a professional environment contributes to the enhancement of professional ethics, reduction of conflicts, improvement of the moral and psychological climate, and overall increase in the efficiency of work in the security and defense sector. The aim of the article is to reveal the main aspects of gender-based service relations, highlight their significance, and emphasize the need for consideration to achieve harmonious and productive functioning of the security and defense sector. The main objectives of the research were to identify the problems faced by gender equality in this field, to justify solutions, and to outline development prospects. The study employed empirical methods, comparison, and analysis. Results: it was found that gender inequality issues in the workplace within the security and defense sector include the low representation of women in leadership positions, gender-based discrimination, and insufficient attention to issues affecting women working in these bodies. The practical significance of the study lies in developing recommendations for public and private organizations to implement effective policies and practices aimed at reducing gender inequality and improving the work environment. The theoretical significance lies in deepening the scientific understanding of gender discrimination mechanisms and the consequences of gender-based violence in the specific context of the security and defense sector. [ABSTRACT FROM AUTHOR]

This study examined workplace inclusivity experiences of lesbian, gay, bisexual, transgender, and others (LGBT) using the Self-affirmation Theory, Workplace Belongingness, and Motivation. With Interpretative Phenomenological Analysis, LGBT from diverse industries in Batangas were questioned utilizing a semi-structured interview. This study aimed to explore the inclusivity experience of LGBT members in their workplace and proposed comprehensive activities that can help promote an inclusive workplace effectively. To do this, the researcher examined the responses of the LGBT members. It was found that Self-affirmation Attributes; Conditional Positive Self-View; Self-affirmation Strategies for Self-esteem; Workplace Inclusivity, and Belonging; Diverse Spectrum of Workplace Facilities and Treatment for LGBT Groups; Sustainable Approaches to Inclusivity and Gender Equality Efforts; Dualistic Workplace Experiences; Innate Motivation Perform; Diverse External Motivators and Demotivators; and Fulfillment and Motivation in Assigned roles existed as part of their workplace experience. This study also recommended a Comprehensive Diversity, Equity, and Inclusion Value Proposition to be adopted in the workplace. [ABSTRACT FROM AUTHOR]

The article considers women’s access to justice as an invisible problem, the existence of which is overlooked or denied. Cases where women in similar situations experience more adverse legal consequences are not perceived as linked to gender inequality. The reasons for the invisibility of the problem are rooted in the Soviet past, in the patriarchal traditions of Ukrainian society, as well as in the reluctance to abandon myths and stereotypes, the lack of proper reflection on the past and the lack of a culture of public discussion of important social problems, the marginalization of “women’s” topics. To illustrate the invisibility of the problem, results of the questioning of training participants (judges, court staff and law enforcement officers) has been used, i.e. the discussion regarding manifestations of gender inequality, acknowledged in the Concept Paper of the State Programme for Ensuring Equal Rights and Opportunities of Women and Men, approved by the order of the Cabinet of Ministers of Ukraine dated November 21, 2012, No. 1002. The author noted, that during many years of delivering gender equality trainings only those participants who de facto contribute to caregiving/family responsibilities admitted that inadequate level of providing conditions for “a harmonious combination of family and professional responsibilities” is an actual problem; the same is observed in relation to other manifestations of inequality between women and men, which confirms the opinion that the perception of relevance or irrelevance of specific manifestations of gender inequality is determined by the individual’s own experience. The trend of reducing gender gap is perceived as the irrelevance of a certain manifestation of gender inequality, since “the situation has been improved significantly”, even if the gap remains large. In addition to the experience of delivering trainings, “stories from life” were also used to demonstrate the invisibility of the problem, particularly cases that illustrate the superior, prejudiced and sexist attitude towards women in high level (deputy minister) positions, especially when compared with the attitude towards men of the same age and status. Since a problem that is invisible has no chance of being solved, the ability to “notice”, “see”, “make visible”, “name”, “qualify”, etc. are the first steps towards its solution. [ABSTRACT FROM AUTHOR]

Due to the current state of gender inequality, it is typical for both boys and girls to experience physical, sexual, or psychological harm based solely on their sex in both public and educational settings. This study aims to determine the students of Saint Mary's University Senior High School (SMU SHS) of their perception of gender equity. Additionally, this study seeks to determine the attitudes toward gender roles. The researchers used both qualitative and quantitative design and determined its research locale in Saint Mary's University Senior High School, Bayombong, Nueva Vizcaya, and the SMU SHS student population, both Grade 11 and Grade 12 as research participants. Furthermore, the researchers made use of Stratified Random Sampling as the sampling method used in the Senior High School Department. The study used a mixed-method design and used various statistical tools to analyze data specifically, thematic analysis for qualitative data and inferential statistics. Results have shown that the respondents have a positive perception of gender equity, while a negative attitude toward gender roles. For the perception of the respondents towards gender equity when they were grouped according to their profile variable there is a significant difference in their perception, except for family type. For attitudes toward gender roles, there is a significant difference in attitude. Lastly, for relationships, there is a high positive correlation between a respondent's perception of gender equity and their attitudes towards gender roles. These findings may imply the urgency of promoting gender equity awareness and challenging restrictive gender roles in education. The findings also emphasize the need for proactive engagement with religious communities to foster a more inclusive understanding of gender, advocating for a delicate balance in restricting students' freedom while promoting awareness through educational initiatives and online promotion to create a more inclusive school culture help understand the influence of religious sects on respondents' attitudes towards gender roles and the administration of the school should advocate restricting students' freedom to express themselves, promoting awareness about gender roles and their negative impact, and highlighting the importance of inclusivity through online promotion and advertisement. [ABSTRACT FROM AUTHOR]

Refugee women face significant challenges when seeking employment in Western host countries. To advance gender-sensitive perspectives within migration and refugee research, this study examines differences in employment outcomes between refugee women and men. Specifically, this study provides a nuanced picture of six indicators of employment outcomes, including pay, fixed-term versus permanent employment contract, overqualification, career prospects, an at-home feeling in the workplace and the ability to talk to colleagues about personal problems. The study also shows that individuals' occupational status plays a role in gender disparities. Our findings, based on a recent survey of refugees working in Austria, reveal several gender gaps, with an especially significant gap regarding fixed-term employment contracts. Refugee women, who are more likely to be disadvantaged in employment outcomes, benefit disproportionately from working in high-skill jobs. The findings underscore the complex nature of gendered patterns in labour market integration of refugees and imply specific policies addressing gender inequality in this setting. [ABSTRACT FROM AUTHOR]

This paper takes Chinese A-share listed companies from 2011 to 2019 to study the impact of ESG performance on labour investment efficiency under the new demographic trend. The results show that good ESG performance improves labour investment efficiency in China. Fast population ageing, the gradual balance of gender structure, and the improvement of education levels in the Chinese workforce have promoted the positive impact of ESG performance on labour investment efficiency in the past decade. We further find ESG significantly impacts both labour over investment and under investment. Good ESG performance can not only alleviate the waste of human capital but also mitigate the problem of labour shortage. [ABSTRACT FROM AUTHOR]

The concept of hospitality encompasses a range of interactions between hosts and guests, grounded in sociocultural norms and practices. To look into hospitality from a different sociocultural viewpoint, this paper explores how Generation Z understand and interpret “hospitality” through the lens of gender. Using semi-structured interviews, it reveals that females link hospitality to customer service and host-guest relationships, while males emphasiseemphasize commercial elements, such as food and payment. These insights underscore the complex interplay between gender disparities and hospitality perceptions. The research highlights the importance of implementing industry policies and training that address gender disparities and encourage inclusivity. For broader relevance, future research should encompass diverse demographics and assess the influence of temporal and regional factors on these perceptions. [ABSTRACT FROM AUTHOR]

Background: Urolithiasis is a prevalent urological ailment characterized by increasing prevalence and recurrence rates, resulting in substantial social and economic burden. While men exhibit an incidence rate nearly twice that of women, this gender disparity is gradually diminishing. Nevertheless, the mechanisms underlying this condition remain incompletely elucidated. The identification of the urinary microbiome (urobiome) has provided a fresh perspective on urolithiasis. This study aimed to analyze the urobiome of unilateral stone formers in the renal pelvis and evaluate the variations in microbial diversity and community composition between males and females. Methods: Renal pelvis urine samples were obtained from a cohort of 21 male and 9 female patients and subsequently subjected to taxonomic and functional analysis using 2bRAD sequencing for Microbiome (2bRAD-M). The collected samples were categorized into four distinct groups, namely the stone side of males (SM), stone side of females (SF), non-stone side of males (NSM), and non-stone side of females (NSF). Results: Through the application of beta diversity analysis, dissimilarity was observed between NSM and NSF. Additionally, NSF exhibited a higher abundance of microbial populations, and a total of 29 distinct species were identified as differentially present between NSM and NSF using LEfSe. Lactobacillus iners, Atopobium deltae, Lawsonella clevelandensis, and Meyerozyma guilliermondii exhibited enrichment in the SF group compared to the SM group. Furthermore, we identified distinct species that differed between the SM and NSM groups, as well as the SF and NSF groups. Besides, we conducted COG annotation and KEGG pathway predictions, revealing significant differences in urobiome function across the different groups. Conclusion: Variations in microbial community composition and predicted functions were observed among the various groups. Future research could potentially leverage the urobiome to personalize urolithiasis treatment based on individual microbial characteristics, taking into account gender-specific differences. [ABSTRACT FROM AUTHOR]

The article discusses the gendered politics of "getting it wrong" on social media, focusing on the persistent critique of women being labeled as "fake." It explores how young women face hyper-scrutiny on platforms like Instagram and TikTok, leading to anxieties about meeting beauty standards and projecting authenticity. The text highlights the societal pressures and risks faced by women, especially those from marginalized communities, in navigating online spaces where authenticity policing is rampant. The author calls for a deeper understanding of gendered and sexualized disinformation as a form of digitally networked online abuse that aims to deter women from participating in the public sphere. [Extracted from the article]

The article examines substantive and conceptual aspects of gender equality. It has been established that gender equality is the fundamental principle of ensuring human rights, as well as the basis of the democratic development of an individual state and the world community as a whole. It is emphasized that the further development of the institution of gender equality necessitates its determination to modern realities, proper legal support and a comprehensive doctrinal rethinking. The main characteristics of gender equality are singled out, namely: 1) enshrining gender equality in normative legal acts, which is a prerequisite for the creation of an extensive system of acts that comprehensively regulate the sphere of ensuring the equality of the rights of men and women; 2) definition of equal legal opportunities for men and women, taking into account the individual needs of each gender; 3) implementation of gender equality in social relations takes place through ensuring the lawful behavior of men and women, in particular regarding the exercise of rights, performance of duties, observance of prohibitions, etc.; 4) provision of opportunities for men and women to bear equal types and measures of responsibility for similar misdemeanors, without nullifying the principle of individualization of responsibility. The definition of the concept of state gender policy as a direction of state policy is provided in state activity aimed at affirming and ensuring equal rights and opportunities of women and men by providing appropriate guarantees of their equal participation in all spheres of public life. The specifics of gender equality in the civil service have been established, under which it is proposed to understand the implementation of state gender policy in this area, in particular through: 1) inclusion of the needs, experience and potential of men and women who are civil servants in programs, plans, strategic documents that regulate civil service in Ukraine; 2) ensuring the implementation of the principle of gender equality in the organizational culture in the field of public service; 3) conducting a gender audit of the civil service, etc. [ABSTRACT FROM AUTHOR]