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

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

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

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

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

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

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

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

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

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

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

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

Copyright of Business Administration Quarterly / Kwartalnik Nauk o Przedsiebiorstwie is the property of SGH Warsaw School of Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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

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

AbstractThe glass ceiling still exists in the workplace, where women face barriers to achieving a higher career path. One of the obstacles comes from the organizational environment in the form of gender stereotypes, which make it increasingly difficult for women to occupy managerial positions. In this case, leaders play an important role in building relationships with subordinates to overcome the glass ceiling issue. Not many studies analyze gender discrimination in the workplace from the perspective of social exchange between leaders and subordinates. This study aimed to analyze the effect of leader-member exchange on career satisfaction and work engagement through the glass ceiling. Data were collected from 469 female employees working in various companies in Indonesia. Convergent and discriminant validity were conducted to validate the measurement of variables, and the partial least squares were used to test the hypotheses. Leader-member exchange has been shown to have a negative effect on the glass ceiling. Similarly, the glass ceiling has a negative effect on career satisfaction and work engagement. In addition, the glass ceiling mediates the effect of leader-member exchange on career satisfaction and work engagement. Given these results, leaders need to build high quality relationships with employees to prevent a glass ceiling in the workplace.

AbstractThe article proposes a conceptual framework to explain how organizational justice can mitigate the negative effects of glass ceiling on women’s career advancement and consequently create an equal ground for women to advance their careers just like their male counterparts. The article uses the Social Role theory and the Rawlsian theory of justice to propose a conceptual model with hypotheses that are backed by logical and theoretical arguments. This conceptual paper proposes that personal, societal, and organizational barriers would have a negative effect on women’s career advancement but organizational justice could positively moderate such a relationship by eliminating the negative effects of glass ceiling and thereby creating equal competitive grounds for both women and men to advance in their career. The paper offers practical suggestions on the need for managers to give the needed attention and importance to the three main dimensions of organizational justice as this has the possibility of ensuring that glass ceiling is reduced to the barest minimum in order to create a conducive environment will be created for both men and women to progress in their career. Thus the paper argues that organizational justice can moderate the negative relationship between glass ceiling and women’s career advancement.

AbstractThis study aims at analyzing the gender gap in salaries observed in Spanish public universities. It focuses on the glass ceiling problem and quantifies its importance in the gender earnings gap. This article shows that most of the gender earnings gap observed among the faculty of the University of Murcia is due to a glass ceiling problem in accessing the rank of Full Professor, and it includes a measure of research productivity in the analysis. Despite increases in the number of women promoted to the level of Full Professor has increased in recent years, women still comprise less than 30% of the total faculty at this academic rank. The second most important variable that explains most of the earnings gap is research productivity.

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

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

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

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

Politics and political process across the world has generated a debate that how to create an inclusive democracy in which vulnerable segments of the society has to be provided a sense of equality and justice. Pakistan since 1947 and onward has undergone a systemic change to address multiple issue and problems that needed to refurbish its social and political system to accommodate the justified concerns of the subjected parts of the polity. Women quota was increased in political representation which helped them to break the glass ceiling effect and gave a sense of self-construction. In the parliament, they automated the concept 'personal is political' to dispel the social taboos which were working under the auspices of patriarchy and religiosity. In the above given time span of the government, women parliamentarians raised their voices over all kinds of issues and abridged the gulf between public and private. Despite toeing party lines of which they are nominee, they were successful in creating niche for them in the domain of politics. They developed their own caucus to make their identity meaningful in the politics of Pakistan. Parliamentary debates from archives of the parliament were consulted for this research. [ABSTRACT FROM AUTHOR]

Different social groups functioning as authorities for the masses do not fulfil their roles; they represent wrong, often illegal roles and through manipulation, endeavour to attract others to their side. The ones who reveal these activities are seen as independent media and journalists, however, when confronted by the authorities, are revealed not to always have the desired effect of punishing the guilty. A particular case is a scientific environment that does not implement its worthy cause and even renounces it because of pressure from the authorities and/or work environment or simply to pursue its own ambitions, contrary to the very idea of science it claims to represent. Thus, the independence of a researcher and the objectivity of research results are at stake. Some researchers prove their incompetence in areas that should form the basis of their work, such as the English language, the lack of which makes it impossible to promote results internationally and to further the latest developments outside one's own language area. The elite structures are also often closed, thereby preventing the development of other researchers who could become competitors or alternative opinion holders. The criteria for the evaluation of achievements by being inconsistent becomes hard to question; the key to entering this closed structure thereby seems to be the submissiveness of a researcher, as institutional violence, because of subjective and trivial reasons, puts the skids under development opportunities. The blocking of development and other pathologies in the scientific community are also common in the local communities that still function in spite of their incompetence. [ABSTRACT FROM AUTHOR]

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

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

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

There are some sectors, such as higher education, that are associated with feminine qualities. In several Indonesian universities, the percentage of female lecturers far exceeds that of males, rendering higher education a sector predominantly led by women. Despite dominating the sector, women still face the glass ceiling phenomenon when reaching top management positions in universities. External factors, such as unsupportive organisations, have been recognised as the leading causes of this issue thus far. However, the role played by individual factors, such as self-esteem and self-confidence, in perpetuating the glass ceiling is hardly ever acknowledged. Using a qualitative method with a phenomenological approach, this study aims to investigate the experiences of female academics in Indonesia concerning the glass ceiling phenomenon in relation to individual factors. The data analysis findings confirm that individual factors are as significant as external factors in perpetuating the glass ceiling. The gender quota policy is inadequate in resolving the glass ceiling phenomenon. However, this policy may contribute to positive exposure for women, suggesting that women possess the same abilities as men and may ultimately enhance women's confidence in their abilities.

The underrepresentation of women in academia at the top levels, the so-called “glass ceiling phenomenon”, is still an issue also in Italian universities. Women, in fact, remain significantly underrepresented especially in full professorships and leadership positions, with only slightly changes over the years. Using 46 semi-structured interviews with 31 female associate professors and 15 female members of the departmental governance working in 4 Italian universities, the article explores this phenomenon looking at two aspects. On one side, it explores the barriers to access to full professorships and managerial positions in Italian academy, in particular the motherhood penalty, the gendered allocations of activities and the gendered construction of leadership. On the other, the essay looks at the individual strategies implemented by women to overcome or to cope with them. The analysis shows the interdependence between structural and cultural barriers and the alleged individual self-selective strategies of women.

Motherhood penalty has often been considered the base for the wage gap and the glass ceiling phenomena. It represents a delicate topic in gender equality since its effects tend to persist over medium to long time periods and its validity holds in most countries. The study has been designed to investigate the specific contribution of employer discrimination to the overall motherhood penalty in socioeconomic contexts characterized by the archetype of the “male breadwinner model”, which has been further exacerbated by the recent Covid-19 pandemic.

The underrepresentation of women in sports leadership positions raises significant concerns regarding equality and diversity. This study aims to explore the relationship between sports leadership and gender. The objective is to understand and highlight the individual, organizational, and societal factors hindering women’s progress in sports leadership roles. This paper identified 32 publications out of 157 selected references through the systematic literature review (SLR) method. The results of this meta-analysis reveal that despite their active involvement in sports, women remain inadequately represented in leadership roles. In fact, women face several challenges, including sexism, underestimation of their skills, and associating them with family constraints. Consequently, it becomes imperative to take concrete measures to promote gender equality and an equal professional development environment for both genders. Several areas for future studies could deepen the understanding of sports leadership and gender, including cross-linguistic comparisons, intersectional perspectives, longitudinal analyses, a study of male dynamics, technological impact, the evaluation of organizational policies and practices, as well as cultural comparisons.

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

Given that female auditors' representation in the audit market has averagely caught up to that of males, yet remains insufficient at the partner level, it is imperative to investigate gender discrimination in public accounting firms. Using data from the Chinese audit market, this paper analyzes the glass ceiling phenomenon faced by females as they aspire to promotion to partner positions. It also explores the professional barriers that may impede their career progression post-promotion. The findings illuminate that the opportunities for female promotion to partner positions are notably lower than for males. Furthermore, after their elevation to partner roles, females are more likely to be allocated to clients grappling with financial distress and high-risk situations. In contrast, opportunities to engage with auditing important clients are diminished, particularly within maledominated audit firms. Additionally, the study reveals that female promotion to partner positions heightens their prospects for assuming the lead auditor role in audit projects. However, this phenomenon predominantly materializes within audit firms characterized by a higher proportion of female auditors. Instead, females face more significant challenges in garnering recognition within maledominated audit firms. Lastly, the research examines investor reactions to female promotion to partner, revealing a generally negative response. In summary, this study contributes to a comprehensive exploration of gender discrimination within the public accounting firms, shedding light on women's career development challenges after breaking the glass ceiling. [ABSTRACT FROM AUTHOR]

For the past 100 years, Turkishwomen have had the opportunity to obtain an education and enter the labor force due to the democratic regime established in 1923. Despite some economic and social barriers, they have taken advantage of these opportunities and advanced in their careers to some extent. However, as with all women around the world, they face barriers in their career paths. This study aims to analyze the scientific research studies on the glass ceiling syndrome conducted in Türkiye to gain detailed insights into people's perception of the glass ceiling and capture their perspectives on the factors that contribute to it. This is a meta-synthesis study aimed at conducting a systematic review of selected qualitative studies and integrating their findings. A systematic search was conducted across local academic databases, namely, Dergipark and Tubitak Ulakbim-Equal. MAXQDA 2022 software was used to code and analyze the articles. The factors forming glass ceiling defined by the studies were renamed as 18 subthemes in total and classified under three themes: (1) personal factors, (2) sociocultural factors and (3) organizational factors. Although the role of motherhood and work life balance was found to be the most frequently referred factor, some current research revealed that not only women but also men experience this syndrome in Türkiye, despite the patriarchal culture of the country. The study's limitations are noted, and the implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]

This paper investigates the gender wage gap at a regional level for NUTS 1 in Turkey and the factors contributing to this gap through an analysis of 2019 TURKSAT Household Labor Force Survey data and a Machado-Mata decomposition analysis. The paper reveals variations in the wage gap between men and women in different regions, and also in the contributing factors and finds further that the direction and dimensions of the gender wage gap change across the wage distribution. In some regions, among lower wage groups, the gender wage gap and one particular component of this gap discrimination favors women. In every region, however, women in the higher wage groups are subject to wage discrimination, and this is intensified in many regions towards the distribution's upper tail, creating a glass ceiling. In the regional labor market, therefore, the experiences of women at different socioeconomic levels can vary. [ABSTRACT FROM AUTHOR]