Introduction

III. Next on the agenda: gender

Women Authorship in Cardiovascular Science: A Call to Track and Report to Achieve Equity.

Diversity is one of the main characteristics of social groups, including work-teams. At the same time, gender is an important aspect of diversity in organizations, and gender diversity deals with the equal representation of men and women in the workplace. This article aims to analyze the issue of gender diversity in the academic sector and to evaluate the organizational maturity of particular universities in gender diversity management. To do so, the method of comparative case studies is used—Polish and Spanish higher education institutions are compared. First of all, the author describes the status of men and women in Poland and in Spain, in general (considering different socio-economic factors). In the next part of the article, the gender structure of employment in both the Polish and the Spanish academic sector is presented. Finally, the analysis of gender diversity in two universities is conducted. Additionally, the author introduces the model of organizational maturity in gender diversity management (OMDM), to evaluate organizational attitudes toward gender diversity and the type of gender diversity policy in universities. The findings reveal that, in both Polish and Spanish societies and economies, there still are barriers that cause inequalities between men and women in the labor market. Considering the situation in the academic sector, it can be said that the gender structure of employment is more balanced in Poland than in Spain. At the same time, the highest positions of full professors are mainly occupied by men both in Poland and in Spain. When analyzing the situation in the organizations, employment is more diverse in the Polish university, but both universities face the same problem—too little representation of women in top job positions. Consequently, both institutions are classified as those which are in the preliminary stage in the model of gender diversity management. This study contributes to a better understanding of the issue of gender diversity by comparing the status of men and women in the academic sector in two countries and in two universities. Additionally, the model of OMDM presented in this article can be a useful tool to assess the policy of gender diversity in different organizations.

If All the World’s a Stage, Then Where’s Our Microphone?

Don't Hold Your Breath—The Rise of Women on Journal Editorial Boards

PurposeThis study aims to update knowledge of women's representation on the boards of scholarly management journals with a longitudinal analysis of the same over two decades.Design/methodology/approachThis study extends the work of Metz and Harzing on women's representation in the editorial boards of 57 management journals from 1989 to 2004 by focusing on the development of gender diversity in editorial board membership over time. The authors first add another time period (2005‐2009) to Metz and Harzing's data. They then add empirical richness by conducting a more fine‐grained analysis of women's representation at the various editorial board levels over time. In addition, this study analyses the development of female editorial board memberships over time for five management fields, journals of four different ranks, and two geographic regions. As a result, this study examines women's representation in the editorial boards of 57 management journals over a period of 20 years (from 1989 to 2009).FindingsThe results showed an overall increase in women's representation in the editorial boards of these 57 management journals (at Board Member, Associate Editor and Editor in Chief levels) in the last five years (2004‐2009) to 22.4 per cent. Despite several positive trends identified in this follow‐up study, women's representation as editorial board members continues to be inconsistent across five management fields, across four journal rankings and across two geographic regions.Practical implicationsThis study's findings clearly indicate that there is still much that can be done to narrow the gender imbalance in most editorial boards of management journals. Monitoring women's representation in editorial boards of management journals is only one of the steps needed for successful change to occur.Social implicationsThis study's findings matter for our society because editorial board membership is a sign of one's scholarly recognition and valued in academic promotion processes. It is important, therefore, that this promotion criterion be evaluated in the context of up‐to‐date knowledge of the representation of women in editorial boards of management journals, otherwise its impact on women's promotion could exacerbate an already discriminatory system of academic scholarship.Originality/valueIt is important to monitor women's (under)representation on the boards of scholarly management journals regularly to raise awareness that might lead to or sustain positive change. This follow‐up study serves that purpose in the field of management, a largely neglected field until recently.

The present study attempts to examine the ‘on/off screen portrayal’ of women in mass media in particular in Kurdish television advertisements. As gender representation, stereotyping and objectification of women in Kurdish television advertisements have received little attention in academic filed. This research focuses on the issues of mis/representation of women in Kurdish Media advertisements. It also implements feminism and postfeminism literature on contemporary Kurdish advertisements to see if they are applicable. Therefore, this research, critically explores the role of women in advertisement in Kurdistan region media to understand the impact of advertisement on the changing role of women in the society. We employ qualitative methodology of questionnaire to collect the data from ads ‘directors’. 6 Kurdish advertisements selected in accordance of three themes, 2 videos for each theme. And for the questionnaire 8 Kurdish advertisement directors. In this regard, the research implements more than one tool to achieve triangulation to enhance validity and reliability of this study

: The U.S. Air Force values diversity as a military necessity (Air Force Instruction [AFI] 36-7001). Yet despite its efforts to create a force that mirrors the racial, ethnic, and gender differences of the nation s population, minority groups and women are underrepresented in the active-duty line officer population, especially at senior levels. In general, the representation of women and racial/ethnic minority men and women decreases as rank increases. Over the past 20 years, the representation of racial/ethnic minorities and women among Air Force officers has increased substantially, but the pattern is still a cause of concern to Air Force leaders. This report investigates eligibility, accessions1, retention, and promotions among racial/ethnic minorities and women, with the goal of identifying the factors that led to the current state of workforce diversity and potential policy options for leaders who seek to improve diversity at the most senior levels of the military. The Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs, Office of Strategic Diversity Integration (SAF/MRD), and the Air Force Deputy Chief of Staff for Manpower, Personnel and Services asked RAND to assist the Air Force in understanding some of the underlying causes for low representation of minorities and women among its officer ranks. We analyzed data from multiple sources on Air Force eligibility, accessions, retention, and promotion, and on youths intention to serve in the armed forces. We developed a conceptual framework based on each of the four career outcomes (eligibility, accessions, promotions, and retention), developed benchmarks, and used quantitative data to assess whether and where barriers to equal opportunity exist. We also developed recommendations to help the Air Force achieve a greater level of racial/ethnic and gender diversity among line officers.

Gender Representations on <em>YouTube</em>

This paper aims to investigate the representation of girl and women in the infant-juvenile work of Marina Colasanti. We will analyze two writer of fairy tales: Beyond the Rack and weaver girl, both published in the book Before turning Giant (2003). In these analyzes, we present the relationship between feminist criticism and the gender perspective, investigating how the author allows reflections on representation of women at different stages of life. These characters appear seeking new social roles based on their autonomy and independence. This shows a redefinition over traditional narratives that present the female characters well marked by submission and subordinated to male power. The theoretical contribution of this paper present the studies of Regina Zilberman and Marisa Lajolo, Nelly Novaes Coelho the important analysis around the historic character and theme that contribute to a more conscious and systematic view of children's narratives and youth from various eras. Also approaches Lucia Zolin, Cecil Zinani, Heloisa Buarque de Holanda, serve as a reference for a more specific view of feminist criticism and gender representations in literature. So show how Marina Colasanti builds his characters, resuming the origins of children's literature, yet allowing a (re) signification of the social roles that have been defined throughout history.

Historically, the armed forces and the military in general, have been perceived as male-dominated institutions. This is supported by various statistics, which indicate that women usually constitute up to 20% of the military personnel in a given country. As of May 2023, women comprised slightly more than 16% of members of the Canadian Regular Force. The number has been steadily increasing. What is Canada’s strategy for integrating gender equality into its armed forces? Is the objective solely to increase the numbers? Is it only about the women? The aim of this chapter is to present and examine gender inclusion efforts within the Canadian Armed Forces (CAF), as well as to assess how they align with the Canadian government’s broader feminist approach. The paper provides an overview of the current state of gender integration in CAF, including statistical data on the representation of women in various military roles and branches. It also examines CAF’s organizational culture and climate, including attitudes towards gender diversity, experiences of harassment and discrimination, and efforts to foster a more inclusive environment. Secondly, this chapter analyzes the policy framework and institutional mechanisms that are in place to promote gender equality within CAF, including the Gender-based Analysis Plus (GBA+) approach and the Women, Peace, and Security agenda. Furthermore, this paper discusses support services and resources available to military personnel, such as Gender Advisors, diversity and inclusion training, and policies addressing gender-based violence and harassment.

This essay recognizes that representations of the ‘Muslim woman’ as the Othered ‘object’ of the ‘Western’ gaze and the domesticated ‘object’ which the Islamic apologists strive hard to defend, are both constructions and false antitheses of each other. It seeks not the ‘truth’ regarding the Muslim women in the world of social reality but to examine how various representations of the women are constructed and to what effects and consequences these representations are mobilized. The essay proceeds in three stages. The first stage shows how the patriarchy mobilizes the Qur’an and the Hadith in order to construct the woman as the negative, the inessential and the abnormal of the man so as to exert complete subordination over her. However, the very act of attempting to mute the woman in Islam is the most strident proof that she is engaged in resistance against patriarchal control and the degree of resistance must be judged by the degree of patriarchal control. The second stage demonstrates how patriarchy operates in colonial and neo‐imperial landscape: it legitimizes the appropriation of Muslim woman ‘possessed’ by the Other (as exemplified by the orientalist seduction fantasy in William Dalrymple’s The White Mughals), but, haunted by the fear of rape and anxieties regarding the sexuality of the White woman possessed by the Self, it attempts to maintain strict control over her (as in the cases of Miss Wheeler in the ‘Mutiny’ of 1857 and Private Jessica Lynch in the Iraq War). This struggle over the feminine body is perfectly in line with Islam’s hyper‐anxiousness to hide the female body and rigorously ensure monopolic possession over her. The third stage shows how Taslima Nasreen, a late‐20th century feminist from Bangladesh, speaks the unspoken and thereby attempts to subvert the normative representation of the muted women in her autobiographical novella, entitled Āmār Meyebelā. In thus examining the representations of the Muslim women, this essay seeks an alternative ‘third space of enunciation’ and takes a distinct political stand located outside of the axis of the dichotomy of the ‘Western’ gaze and the construction of the Islamic theologians.

Gender representation in pediatric ophthalmology: an analysis of trends over a decade

Representation of women in vascular surgery science and societies

Despite an increase in the proportion of women entering the field of anesthesiology, women remain underrepresented in academic and leadership positions. Speaking at national and international conferences is an important component of academic visibility and promotion. To date, the gender representation of speakers at the Canadian Anesthesiologists' Society (CAS) annual meeting has not been examined. We conducted a retrospective analysis of the representation of women amongst speakers at the CAS annual meeting between 2007 and 2019, inclusively. We also examined the representation of women in different subspecialty subject area symposia at each CAS annual meeting, and the gender composition of meeting symposia panels (i.e., groups of two or more speakers in a session) at the meeting. Overall, 28.5% (358/1,256) of speaker slots included women, similar to their representation in Canadian clinical anesthesiology over the study period (26.7%), and increasing significantly over the study period. Women were more highly represented as obstetric anesthesia speakers at the CAS annual meetings, with lower representation in cardiothoracic anesthesia, transplant anesthesia, and critical care symposia. Of the 311 meeting symposia, 146 (46%) were composed of all men speakers. The representation of women speakers at the CAS annual meeting was similar to the representation of women in the anesthesiology workforce in Canada over the study period. Gender representation varied widely by subspecialty symposia, subject area, and women were absent from nearly half of all symposia at the CAS annual meetings, which are potential areas of future investigation and intervention.