When a panel discussion on women's leadership became a case study in its challenges.

Shchutska D.I., Zastavnyi A.R. GENDER QUOTAS IN THE LEADERSHIP OF INTERNATIONAL COMPANIES: GLOBAL EXPERIENCE AND CHALLENGES Purpose. The aim of the article is to determine the peculiarities of implementing gender quotas in international companies, analyse their effectiveness and assess the risks and benefits. The objectives of the article are: to study the main approaches to the implementation of gender quotas in different countries, to conduct a comparative analysis of the effectiveness of quotas in the context of organisational and financial sustainability of companies, and to assess the risks and benefits of quotas in the corporate sector. Methodology or research. The study employs an interdisciplinary approach, utilizing the following methods: comparative analysis – examining different models of gender quota implementation across various countries and their outcomes; statistical analysis – evaluating the representation of women in corporate leadership and the impact of quotas on corporate efficiency; content analysis – reviewing legislative initiatives, academic studies, and reports from international organizations on the effectiveness of gender quotas; case studies – analysing successful and problematic cases of quota implementation in countries such as Norway, France, Germany, and the United States. Findings. It is established that global statistics for 2024 show a significant disproportion in the representation of men and women in leadership positions, with women holding only 31% of such positions. It was found that in profitable industries, in particular in finance and IT, the share of women in leadership positions is significantly lower than the global average. It is proved that the introduction of gender quotas in countries with legal obligations, such as Norway and France, contributes to a significant increase in the representation of women in management to 42% and 45%, respectively. It is analysed that in countries with a voluntary approach to gender quotas, such as Japan, the share of women in management positions remains low at 10 %. It is proved that the legislative consolidation of gender quotas is an effective tool for overcoming gender inequality in the top management of international companies. It is emphasised that voluntary initiatives without legal obligations have a limited impact on improving the gender balance in management. Originality. It is substantiated that gender quotas affect not only the social sphere but also provide economic benefits, which, unlike the existing approach, allows for a comprehensive assessment of their contribution to corporate efficiency. The understanding of the relationship between gender diversity in management and economic performance has been further developed, which contributes to the formation of new management strategies in international organisations. It analyses how different quota models influence financial performance, corporate reputation, and innovation levels. The research proves that companies with gender-balanced leadership demonstrate higher profitability and lower financial volatility. Practical value. The study’s findings can be used to develop recommendations for implementing gender quotas in the corporate sector. The analysis of different quota models' effectiveness can assist governments, business associations, and corporate executives in forming strategies to address gender imbalances. The research also emphasizes the need for a comprehensive approach, including training programs, mentorship initiatives, and monitoring systems to ensure quota effectiveness. Key words: gender quotas, gender quota system, corporate governance, gender parity, company management, international experience.

Literature on women's leadership over the last three decades suggests that women's leadership perspectives have been predominantly influenced by either Euro-centric patriarchal views or those of women in economically developed countries. These are significantly different from an economically developing Pacific Island like the Solomon Islands, in particular, its Santa Isabel Island.The literature, therefore, overlooks the impacts women's indigenous culture may have in order to understand their leadership beliefs and practices. Bourdieu (1977b) argues that people's practices are embodied within their cultures, forming habitus through their past and present experiences, both consciously and unconsciously. I argue that women leaders' leadership beliefs and practices cannot be fully understood without considering these social and cultural norms operating in their specific cultures. My thesis explores the impact of the Santa Isabel matrilineal culture on women's formed leadership beliefs and practices. The main research question therefore is:How do women leaders' leadership beliefs and practices form in the Santa Isabel matrilineal culture? Sub questions arising from this are:In what ways does the Santa Isabel matrilineal culture influence women leaders' beliefs and practices?To what extent does the Santa Isabel matrilineal culture contribute to the formation of women leaders' cultural leadership beliefs and practices?How do women leaders practice leadership in the Santa Isabel matrilineal '¨culture?My research was undertaken using a case study methodology, linked with Bourdieu's (1977b) habitus as a lens for exploring women leaders' leadership practices in Santa Isabel in the Solomon Islands context through using interviews, informal observations and focus groups. The findings were generated through Bourdieu's (1977b) habitus theory for capturing an in-depth understanding of how women leaders' leadership beliefs and practices were formed. Key findings demonstrated that women leaders' leadership beliefs and practices were influenced by their matrilineal culture and early learning experiences in Santa Isabel. The study also revealed that these women leaders used leadership practices appropriate for their context. As a result, they formed leadership beliefs and practices that demonstrated a symbolic act of reproduction of their cultural habitus that reflected their existing leadership thinking.The study has contributed to the research field by recognising the impact of cultural embodiment, the habitus and social reproduction of the Santa Isabel matrilineal culture on women's leadership beliefs and practices. It fills a critical gap in understanding women's leadership as a symbolic act of reproduction of their cultural beliefs and practices which has been overlooked in women's leadership literature.

This research project embarked on an analysis of men's historical contributions to championing women's leadership in Nairobi County, with a specific focus on the Nairobi County Assembly. The thesis hypothesized that meaningful contributions and advocacy by men could pave the way for achieving gender parity in political leadership. The primary objective was to scrutinize the efficacy of men's contributions in fortifying and sustaining women's leadership, prompted by the persistently low representation of women in political offices despite constitutional mandates like the one-third gender rule in Kenya. Informed by Social Identity Theory and Telic Theory, which shed light on shared identity dynamics and deliberate decision-making in influence and leadership, the study aimed to enhance the understanding of variables shaping the research questions. Methodologically, a comprehensive approach that amalgamated qualitative and quantitative methods was employed, drawing insights from primary and secondary sources. The study focused primarily on county assembly ward committees in Nairobi, the county government executive wing, the county assembly, the national gender commission, and two non-governmental organizations fervently advocating for women's leadership in Nairobi. Respondent selection adhered to a non-probability sampling technique, specifically utilizing a purposive sampling method. Descriptive statistical methods were applied for data processing and analysis. The findings highlighted the multifaceted nature of men's contributions, indicating varied levels of impact across different sectors. While some men played a pivotal role in fostering women's leadership, challenges and disparities persisted. In light of these findings, recommendations have been formulated to inform strategies and interventions aimed at strengthening women's participation and leadership within the intricate political landscape of Nairobi County. This study aspires to contribute to the broader discourse on achieving gender parity in political leadership, building upon the historical contributions and evolving dynamics of men's involvement in championing women's leadership.

PurposeThis paper aims to consider what all‐women networks have, and might offer, in terms of support and development of women in educational leadership.Design/methodology/approachThe study draws on two case studies of such networks in education in England, the first, a regional network for women secondary school principals, and the other national, for women leaders in higher education. Network theories are employed to trace the type, origins, functions and evolution of networks for women in educational leadership. The two case studies, drawing on interviews, observation and documents, are part of a larger research project on the support and development of women leaders at work.FindingsTwo networks emerged at the beginning of the 1990s in the context of second wave feminism and the isolation experienced by women in leadership roles. The interview data show how strong the support function has been and continues to be, but despite this, these networks appear to be in terminal decline. Amongst reasons for the decline is the aging profile of the membership accompanied by lack of interest from younger women who may believe that gender issues are no longer relevant. Finally there is less support for the networks from universities and local authorities than was the case in the past. However, the strength of findings about the level of support has practical and social implications for women leaders.Research limitations/implicationsThe findings relate to only two case studies in one cultural setting.Originality/valueThe originality of the paper is in the application of network theory to the field of education.

The chapterpresents an overview of challenges facing women in school leadership. The study investigated the challenges faced by female school heads because of their gender in one rural district in Zimbabwe. Gender disparities in favour of men have become a norm among the challenges faced by female heads. These include negative attitude from some parents and teachers undermined because of their gender and lack of confidence. Also, multiple conflicts emanating from teachers resulted in women leaders being victims of gender discrimination in the schools. This study derived from a qualitative case study undertaken in Zimbabwe that was conducted to establish challenges faced by women in higher education leadership. Grounded in the qualitative paradigm and using the social realist theoretical analytical framework, the research findings indicated that cultural and social barriers continue to grow and pose a formidable barrier to women in leadership positions.

Despite the increasing visibility of women's sports in Australia, women continue to be underrepresented in leadership positions within sports organisations. Many sporting organisations have responded by developing strategies to improve the gender balance of their leadership, often focusing on quantifying the number of women in leadership roles. We examine this ‘counting women’ paradigm as an example of what anthropologist Sally Engle Merry has described as ‘indicator culture’, arguing that this paradigm constrains what can be known about gendered inequities and thus how they are addressed. This paradigm, with its emphasis on the number of individual women and ratios of men to women, extracts women as though they do not exist within highly gendered workplaces. Drawing on three case studies, we illustrate three thematic shortcomings that emerge from this approach, which fails to meaningfully attend to intersectionality; capture the gendered dynamics of the roles occupied by women in sports leadership; and document the experiences of women in sports organisations. We discuss how the counting women paradigm contributes to forms of ‘non-knowledge’ about women in sports organisations, flattening the ability to understand and address barriers to women's inclusion in sports leadership.

This study sought to assess the factors impacting women in senior leadership within the public sector in South Africa, using a particular Department as a case study. The study used a qualitative approach, where data was gathered using semi-structured interviews and analysed using thematic analysis. The main finding was that women in leadership have limited access to networks and mentorship opportunities, and unequal pay and compensation. These challenges were found to have various implications for women leaders as well as for the organisation and society.

Historically, vector control, including entomological monitoring, has been a field dominated by men. Each year, the U.S. President's Malaria Initiative (PMI) VectorLink project hires 50,000 to 70,000 seasonal workers across the countries in which it works to implement vector control activities, creating an economic opportunity for both men and women. Remaining barriers to women's employment in vector control include social and cultural norms regarding acceptability of formal employment for women, perceptions that women are not fit to serve as spray operators, and a historical context of male-dominated fields such as entomology. We use PMI VectorLink project data from Madagascar, Rwanda, and Zambia for 2019-2021 and key informant interviews with project staff in these countries to examine levels of female employment, effectiveness and efficiency of female versus male malaria spray operators, and strategies to expand the role of women in vector control. The percentage of female seasonal employees ranges from 25% in Madagascar to 32% in Rwanda and 45% in Zambia. The percentage of women in leadership positions ranges from 32% in Madagascar and Rwanda to 38% in Zambia. Men and women are equally effective and efficient as spray operators. Best practices for recruiting and retaining women in vector control include engaging community leaders in recruitment, implementing affirmative action hiring policies, mentoring women to progress to leadership positions, and ensuring equitable, safe, and attractive workplaces. As vector control programs transition away from donor funding and are increasingly government led, sustaining gains in female empowerment is critical. Country programs should work closely with national, regional, district, and local leaders to demonstrate the importance of hiring women in vector control-including leadership positions-and the impact on female economic empowerment, community well-being, and success of vector control programs.

Scarce knowledge on the status of Muslim women in Islam causes misinterpretations and distasteful opinions regarding it in Islamic leadership, and predominantly on the roles of women in societies. This contributes negatively in a direct way to the plight of Muslim women in many Muslim countries in the Middle East, West, Asia, Africa, and elsewhere. This is a serious social problem that requires immediate attention and scholarly remedies so that the core of this social problem will be solved, and its damaging effects to the Muslim women shall be addressed. Women in Islamic leadership, are often misunderstood by the Westerners; and more specifically by the Muslim communities themselves due to scarce knowledge on the nature of leadership in Islam. Broadly speaking in the Islamic world; and particularly in the Muslim localities of Philippines, as a case study, the Mёranao women had a special role in the traditional leadership in Lanao Sultanate. Both the sultan and sultanah (bai-a-labi) form a mutual leadership that is unique from the leadership of the rest of the Muslim world and societies. This study examines whether or not there is a sexism in Islamic leadership under the lens of the said sultanate. This research explores the participation of Muslim women in the Lanao Sultanate leadership, and the selection process in choosing a sultanah, her functions and personal qualities. This scholarly endeavor navigates the Islamic perspectives on Muslim women in leadership.
 Keywords: Islamic leadership, Lanao Sultanate, Mёranao women, qualifications, functions

Gender inequality is a pervasive global phenomenon, particularly in parliamentary representation and the political realm as a whole. Previous scholarship looked for explanations in the countries’ national development levels, political regimes and electoral systems. Some scholars searched for answers at the domestic level within societies’ religious and cultural value systems. This dissertation departs from prior research by looking beyond the national domestic level into individual party-level explanations for women’s political leadership, broadly defined to include their station within parties’ decision-making inner structures. A core assumption in this thesis is that political institutions, mainly political parties, are the main vehicles – forklifts -for women’s ascendance to political leadership. This dissertation attempts to identify what party-level characteristics enhance or impede women’s leadership in political parties, and how these characteristics vary across different parties. The theory advanced in this dissertation is that party-level characteristics, especially their religiosities and secularisms, influence women’s chances in assuming leadership positions within parties’ inner structures. I argue that the root of the problematic of women’s leadership lies in party variation in religiosity, which can explain variation in women’s shares in parties’ executive and legislative bodies. This is premised on a multivocal understanding of religions implying that there is a continuum of multiple religiosities and secularisms. Religiosity of political parties refers to the religious components on their political platforms or the extent to which religion penetrates their political agendas. The core argument in this dissertation is that as religiosity in party platforms increases women’s leadership is more likely to fall. This implies that in parties with more extensive religious goals women’s leadership is likely to prove stunted. It is my contention that parties with extremist religiosity are less accommodating to women’s demands for leadership than parties with more secular and civil platforms. The theory of party variation in religiosity and women’s leadership is explored indepth and tested in Lebanon as a single country case-study. Political parties are the unit of analysis and women’s leadership in political parties is the main dependent variable. Female nominations for national parliamentary and local municipal councils are other dependent variables. Other party-level characteristics are explored as explanatory variables besides religiosity, notably, institutionalization as indicated by democratic procedures in leadership transitions and decentralized decision-making, pluralism in religious affiliation of members, and the size of female membership.

Veterinary Women in Leadership is a collaborative project between XLVets and Veterinary Woman that brings together women from across the veterinary profession to inspire strong, healthy and representative leadership. Their first panel discussion looks at what women can learn from each other's experiences of success and failure to help guide their career pathways.

The discourse on women's leadership is still very doubtful in the lives of the people of Mandigu Hamlet, Suco Village, Mumbulsari District, Jember Regency. This can be concluded from the public response that is still very strong toward patriarchal culture and the lack of education. This study has two research focuses, first, what is the mindset of the community towards women's leadership in Darus Salam Islamic Boarding School? Second, is the decline in the number of students related to women's leadership at the Darus Salam Islamic Boarding School? In this study, the feminism method is used with a case study approach that clearly describes what has happened in the field. The purpose of this study, first, is to find out the mindset of the community towards women's leadership in Darus Salam Islamic Boarding School. Second, to find out the factors causing the decline in the number of students of the Darus Salam Islamic Boarding School. The results of this study indicate, firstly, that women's leadership is still not accepted by the surrounding community due to the low level of public education which creates a lack of understanding of the notion of feminism so that people think that women do not deserve to be leaders. Second, several factors that cause the decline in the number of students at Darus Salam Islamic Boarding School are the young age of the next generation of pesantren, there is no pesantren institutional structure, no formal school, and the large number of students who marry young.

This instrumental case study explores women's role in efforts to restore a liveable balance within a southern Ontario downtown neighbourhood, between 1989 and 1995. The nature of women's experiences and their ways of work was the embedded analytical feature of the case. Negatively impacted by the presence of crack houses and prostitution, the women who lived in the neighbourhood took leadership in ensuring their immediate environment was more liveable. The study participants included women active in the initiative, residents from the neighbourhood, municipal officials, and various police officers. Strategies used by women in this neighbourhood change initiative included: developing relationships and networks, mobilizing community residents to action, and implementing recreation and safety programmes. The study found values and relationship building were core elements to the women's volunteer leadership approaches, resulting in community building among residents and civic engagement within their neighbourhood. The emerging concept of social capital development is explored. The question emerging from the findings concerns women's leadership approaches in supporting social capital development.

This study aims to analyze the principal's strategy in overcoming obstacles such as gender stereotypes and patriarchal culture and its impact on the management of educational institutions into competitive integrated Islamic schools. The research method used is field research with a qualitative case study approach. Data were collected through interviews, observations, and documentation. Data were analyzed thematically to identify themes of women's leadership and patriarchal challenges and interpreted to understand their impact on school culture. The results of the study indicate that women's leadership in schools has shown extraordinary abilities in overcoming the obstacles faced, especially gender stereotypes and patriarchal culture. With an inclusive, participatory, and transformational leadership approach, the principal has proven her capability to manage educational institutions with solid vision, integrity, and commitment. This study contributes to the field of educational leadership by providing empirical evidence of the effectiveness of women's transformational leadership in the context of Islamic education, especially in overcoming gender-based challenges.

In the context of the Covid-19 meta-crisis, leadership styles have emerged as a key factor for determining a country’s ability to contain the contagion and recover. In what follows, we want to explore the features of such leadership styles by taking a gender perspective. This article argues that women leaders have successfully governed the crises originated by the pandemic not only because of their inherent ability to build relationships, enhance community bonds, and “tune” with the anxieties of citizens; the women leaders’ approach to science has proven to be decisive as well. Contrarily to common-sense expectations, when compared with men leaders, women have demonstrated to be more responsive and attentive to scientific advice, and to use their understanding of science as a factor of legitimacy. Our data are based on a wider research project granted by the Italian Ministry of Research and coordinated by prof. Saccà. We have analyzed the discourses of two case studies, Donald Trump and Jacinda Ardern, as they identify ideal-typical features of two opposing leadership styles as far as science is concerned. The analysis of rhetorical formulas and frames highlight the differences in their discourses and approaches and proves how the women leaders’ ability of listening to experts’ advice and the needs of specific sectors of the population has been decisive for the success of the measures of containment of the virus.