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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]

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]

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]

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]

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]

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]

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]

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]

Employees often engage in collective grassroots efforts to bring about gender equity in the workplace. Such coalition-based advocacy is largely driven by women, which has led to debate about whether men's involvement as allies can help. Integrating literatures on signaling and legitimacy, we propose that the demographic composition of a gender equity advocacy coalition matters: men-only groups lack "coalition legitimacy," or the perception that they are the "right" spokespersons for gender equity issues, whereas women-only groups struggle to convey "issue legitimacy," or the perception that gender equity is of strategic importance within business organizations. By contrast, mixed-gender coalitions signal both forms of legitimacy, and are thus uniquely effective. We demonstrate these effects over three studies: managers reporting on advocacy coalitions comprising their colleagues (Study 1), an audio-based study showing that the proposed effects are unique for gender equity issues (Study 2), and a stimulus sampling study involving multiple policy proposals (Study 3). Our findings highlight the different forms of legitimacy that women and men bring to the table when selling gender equity issues. We discuss implications for who should be recruited to gender equity advocacy coalitions, and why. [ABSTRACT FROM AUTHOR]

This paper describes the gender disparities in the potential creation of Regional Comprehensive Economic Partnership Agreement (RCEP) for China. Using the latest available data, social accounting matrix for 149 sectors, combined with employment satellite accounts based on China's seventh census published in 2022, we analyse gender disparities in the potential job creation from the RCEP. The results show that the RCEP will potentially create more than 4.08 million jobs in China, with a particularly large increase in low-value-added sectors such as agriculture, light industry and low-end manufacturing. Imports are likely to create more jobs than exports. The potential job creation for females is more than 1.58 million, which is still 910,000 less than for males. While the RCEP may create jobs for females, it may expand the gender and skills disparities. The increased rate of tertiary education for Chinese females has not resulted in significant gains in current female employment. Therefore, measures to reduce taxes on imports and exports, share the cost of childbirth between employer and husband, and upgrade industries to create more high-skilled jobs are important to address the gender disparity in employment in China. [ABSTRACT FROM AUTHOR]

The circular economy (CE) challenges the traditional linear economic model by emphasizing the importance of resource efficiency, recycling, and regeneration in society. However, the role of gender in CE practices remains underexplored. This article presents a systematic literature review on how gender dynamics intersect with CE, highlighting the implications of gendered labor distribution, access to resources, and decision‐making processes. Women, often pivotal in household and community resource management, are underrepresented in policy and research. Gender perspectives are therefore crucial for addressing social, environmental, and justice dimensions within CE. The study employs the lens of care labor to reveal power imbalances and the exclusion of marginalized groups, advocating for inclusive policies to achieve socially sustainable and equitable CE futures. The review identifies the overrepresentation of women in undervalued, informal activities and the dominance of men in highly valued, technologically advanced CE roles. It also underscores the benefits of gender diversity in corporate governance, which enhances sustainability practices. The article calls for a deeper examination of gender's impact on CE, suggesting a research agenda to integrate gender perspectives, enhance CE effectiveness, and promote equity. The findings indicate that addressing gender inequalities in CE is essential to prevent replicating the shortcomings of the linear economy and to foster innovative, inclusive, and sustainable development. [ABSTRACT FROM AUTHOR]

Background: Female physicians with children often work fewer hours and take fewer shifts due to additional family responsibilities. This can contribute to a gender pay gap in the medical profession. However, limited research in Japan has quantitatively examined the factors contributing to this gap. This study aims to address this gap in the literature. Methods: We analyzed the alumni data from a medical school in Hokkaido, Japan, for 260 physicians (198 males and 62 females). We used multivariable regression models to identify factors influencing earnings from medical practice, with a focus on gender, work schedules, parenthood, and any career interruptions related to childcare. Results: Our analysis revealed a 25.0% earnings gap between male and female physicians. Nearly all female physicians with children experienced career interruptions due to childcare, while this was uncommon for male physicians. When these childcare-related interruptions were factored in, the gender pay gap narrowed by 9.7%. After adjusting for work schedules and specialty choices, female physicians with children still earned 37.2% less than male physicians, while those without children earned only 4.4% less. This suggests that motherhood is a significant driver of the gender pay gap among physicians. Conclusions: These findings highlight the negative impact of motherhood on female physicians' earnings. This emphasizes the need for policy measures to mitigate the disadvantages faced by mothers in the medical profession. [ABSTRACT FROM AUTHOR]

Introduction: Women's sport has been experiencing continuous growth, yet the low levels of women coaches in the United Kingdom (UK) suggests that the sport is missing out on potential talent. Guided by empirical research, a women-only leadership development programme was designed and implemented by UK Sport to a cohort of 20 coaches from January to June 2021. The main characteristics of the programme included raising awareness of gender bias while at the same time focusing on women coaches' leadership purpose and skills within a safe environment that supports coaches to build their leader identity. Methods: Kirkpatrick's (1998) four-level model was employed to guide the evaluation of programme effectiveness: reactions, learnings, applications and results. Interviews were conducted with 17 participating coaches. Results: Content analysis of the qualitative data revealed five general categories (a) evaluations were mainly positive highlighting the aspects of the programme they liked, enjoyed and made most impression onto them; (b) learnings that impacted their work directly and immediately emerged as was the importance of on-going development; and (c) the majority of the women desired progression and transitioning to senior coach leadership positions was felt within their grasp; nonetheless, (d) challenges emerged and were described as organisational (e.g., recruitment, remuneration) and personal (e.g., work-life balance, childcare). Discussion: Overall, the effectiveness of the programme was captured in its capacity to raise awareness, develop knowledge, build connections, and inspire so much so that its effects translated to many of these women moving to more senior leadership positions post-programme. Practically, this evaluation highlights that investment in individual coaches is part of the systemic change required to bring about gender balance in the coach workforce. [ABSTRACT FROM AUTHOR]

The Universal Declaration of Human Rights (UDHR) approved by the United Nations (UN) in 1948 includes the most widely accepted list of individual rights all over the world. Although it has been a catalyst in the pursuit of a universal ethic for human rights, it has not been updated for over 75 years during which significant progress has been made in the recognition of more human rights. It is time to examine whether the current global society aspires for more/other human rights that are not reflected in previous declarations. We offer a review of literature on the potential areas that human rights may be extended to in the current sociocultural atmosphere and share the results of a survey at an international university in Japan which examines the views of 232 young Asian students from Japan, Korea, Vietnam, Thailand, China, Indonesia, etc. regarding the human rights declaration items and their implications, as well as new hypothetical items that they would like to see recognized as human rights. The results demonstrate stronger support for 15 out of the 21 surveyed items by all respondents, as well as stronger support for 10 out of the 21 items by female respondents. These results suggest a variable expansion in the breadth of the human rights concept which is worthy of further research. Also, gender inequality may be the basis for the stronger support of certain human rights by female respondents. [ABSTRACT FROM AUTHOR]

Exploring what modulates people's trust in evidence of hiring discrimination is crucial to the deployment of corrective policies. Here, we explore one powerful source of variation in such judgments: moral commitment to gender equality (MCGE), that is, perceptions of the issue as a moral imperative and as identity‐defining. Across seven experiments (N = 3579), we examined folk evaluations of scientific reports of hiring discrimination in academia. Participants who were more morally committed to gender equality were more likely to trust rigorous, experimental evidence of gender discrimination against women. This association between moral commitment and research evaluations was not reducible to prior beliefs, and largely explained a sex difference in people's evaluations on the issue. On a darker note, however, MCGE was associated with increased chances of fallaciously inferring discrimination against women from contradictory evidence. Overall, our results suggest that moral convictions amplify people's myside bias, bringing about both benefits and costs in the public consumption of science. [ABSTRACT FROM AUTHOR]

Background: Gender disparity has long been noted in nursing, a predominantly female-dominated profession. However, recently the increase in the number of male nurses disproves the existing belief that nursing is exclusively a female profession. Even though the studies have reported changing gender trends in nursing, the information is not sufficient and the effects of the changing trend on professional practice and professional development have not been explored. Therefore this study aims to assess the influence of gender in nursing on professional practice and development in Tanzania. Methods: This was an analytical Hospital-Based Cross-sectional Study Design, conducted at four hospitals in Dar es Salaam, with 580 nurses between 20th May and 20th June 2024. Proportionate sampling was used to determine the required number of participants from each of the four facilities. Moreover, systematic random sampling was used to recruit participants from each facility. The validated questionnaire was used to obtain data, which were analyzed through descriptive and inferential statistics. Results: Among seventy items that measured professional practices, sixty three items indicated good professional practices among female nurses compared with their male counterparts male. On the association of gender in nursing to professional practice and development, the findings revealed no significant association between gender in nursing and professional practice (χ2 = 1.384; P = 0.239). Moreover, the item analysis revealed that male nurses have professional development in three items similar to female nurse who had shown professional development on other three items. Through binary logistic regression, male nurses were 0.528 (OR) times less likely to have good professional development than their female counterpart (P < 0.001; 95% CI: 0.379, 0.737). Several social demographic factors were found to be associated with professional practice and development. Conclusion: It was found that professional practice does not depend on gender in nursing, because the practice was optimal across both genders. Nurse's self-image of nursing, facility factors, and professional development influence their professional practice. Moreover, gender in nursing is associated with professional development, indicating the existence of gender stereotypes in the distribution of opportunities between male and female nurses. The study recommends extending this cross-sectional study to nonclinical settings such as training institutions. [ABSTRACT FROM AUTHOR]

The return to work is a key reason for breastfeeding cessation worldwide. Where workplace breastfeeding support is available, it is shaped by universal policies that overlook local realities and needs. Our collaborative research, involving an academic team and government partners, sought context-specific solutions for supporting breastfeeding in a provincial government in South Africa. Using a participatory approach, we conducted qualitative interviews with 12 government-employed mothers and senior managers. We identified three key challenges to workplace breastfeeding support: (1) Lack of awareness and communicating of reliable information on maternity and breastfeeding rights, (2) Workplace cultures pressurising mothers into silence, secrecy, and supra-performance that perpetuate breastfeeding as ‘taboo’ at work, and (3) Inadequate context-sensitive and practicable interventions for supporting maternity and breastfeeding at work. Based on these findings, we co-created tailored, practical interventions with the interviewees and refined them iteratively to enhance support for workplace breastfeeding. This research informed updates to a provincial government department policy document on workplace breastfeeding support, moving beyond national legislation to create a breastfeeding-friendly workplace. Our study highlights the value of participatory approaches for the development of context-sensitive solutions for workplace breastfeeding support with implications for organizations, social policy, and future research. [ABSTRACT FROM AUTHOR]

Women living with HIV often face intersecting challenges of stigma and gender inequality. In Vietnam, this issue is potentially exacerbated by the patriarchal culture. From December 2021 to March 2022, we conducted in-depth interviews with 30 women living with HIV in Hanoi to better understand their experiences and the coping mechanisms to navigate HIV stigma, cultural beliefs and gender norms. The interviews explored various topics including women's social and family roles in Vietnam, HIV-related beliefs, stigma and its impact on one's health and coping strategies. Participants reported stereotypes that assumed that women living with HIV had either engaged in sex work or behaved promiscuously. These stereotypes render them vulnerable to judgement and discrimination owing to widespread expectations of female virtue. As a result, women living with HIV often enacted non-disclosure and self-isolation to avoid stigma. This self-stigmatisation negatively impacted their healthcare-seeking, employment opportunities and ability to fulfil traditional family-caring roles. Conversely, many participants exhibited resilience with the support of family and peers. Overall, the complex interplay between gender, culture and HIV stigma underscores the importance of developing culturally appropriate, multifaceted approaches to engaging family and peers, modifying gender-based discriminatory social practices and enhancing women's self-efficacy and empowerment in Vietnam. [ABSTRACT FROM AUTHOR]

Gender inequalities in health-related quality of life (QoL) are generally few and small, even in large surveys. Many generic measures limit assessment to QoL overall and its physical and psychological dimensions, while overlooking internationally important environmental, social, and spiritual QoL domains. Unique cross-cultural legacy data was collected using four WHOQOL-100 surveys of adults living in 43 cultures world-wide (17,608 adults; ages 15–101). It was first used to examined gender profiles of its five QoL international domains, and their component facets. Few significant gender differences (p <.001) were found. Women reported higher spiritual QoL than men on faith, and spiritual connection facets specifically. Men reported higher physical and psychological QoL domains than women. We aimed to identify those QoL dimensions that contribute to women's overall QoL in health, as this information could inform gender inequalities interventions in health. Environmental QoL explained a substantial 46% of women's overall QoL and health (n = 5,017; 17 cultures) (stepwise multiple regression adjusted for age, education, and marital status covariates). Five environmental QoL facets contributed significantly to this result; home environment offered most explanation. Age band analysis was conducted to understand when interventions might be best timed in the lifespan to improve women's QoL. Younger women (< 45 years) reported the poorest QoL across the lifetime, and on every domain. After 45, all domains except physical QoL increased to very good at about 60, and high levels were sustained beyond 75, especially environmental QoL. Global findings show that assessing environmental, social, and spiritual QoL domains are key to fully understanding women's QoL and health. These assessments should be prioritized in surveys that aim to improve international conservation, and public health policies. [ABSTRACT FROM AUTHOR]

The article summarizes the book "Haciendo malabares. Conciliación y corresponsabilidad de las parejas trabajadoras españolas" by Livia García Faroldi, which analyzes the strategies for work-life balance and the division of household chores in couples where both spouses work full-time. Statistical data, opinion surveys, and interviews with couples from Andalusia are examined to understand this complex reality. The analysis reveals an unequal distribution of tasks, with a gender bias, where women assume the majority of domestic and caregiving responsibilities. Although there is a trend towards a more equitable division, gender inequalities persist in the distribution of tasks. The text also highlights the importance of support networks for balancing work and family, and mentions the impact of the pandemic on family life, especially for mothers. The book concludes that labor and social policies designed to achieve real work-life balance and shared responsibility are needed. [Extracted from the article]