Advancement Of Women Research Articles

THE 2019 ELECTIONS IN THE CONTEXT OF EVOLUTION OF THE WOMEN's AGENDA IN BRITISH POLITICAL PARTIES

The article attempts to determine the role of the women's agenda in the activities of political parties and the place of women in the parliamentary factions of the leading parties of Great Britain. Based on the analysis of the policies of Labour, Conservatives and Liberal Democrats to the problem of women's promotion in politics, the role of gender quotas as a tool for attracting the female electorate is analyzed. The 2019 General Elections and the tasks political parties were faced with in terms of women's agenda are described in the broad historical context of the evolution of women's politics of the Labour, Conservative and Liberal Democratic parties in the late 20th – early 21st centuries. The author analyzes the election manifestos of the parties in the 2019 elections and concludes about the differences in the approaches to solving women's problems by the right and left parties. In addition, the author reveals the relationship between the women's agenda in the manifestos, the participation of women in the parliamentary factions of parties and women's voting in General Elections.

Anomie, gender, and inequality: Developing sociological theory of singlehood from Japanese experiences

AbstractThe increase in the number of never‐married and not‐cohabiting singles, or “effective singles,” was first observed in Japan and Southern Europe. In Northern and Western Europe and North America, increased singlehood was due largely to increased cohabitation. Existing sociological theories of singlehood, however, are formulated based on the observations of the latter, and fall short in explaining why more individuals remain unpartnered. The wealth of data from singlehood research in Japan suggest that many singles desire marriage yet drift into singlehood, facing structural, cultural barriers in a rapidly changing social context. The impact of gender inequality is salient, but existing theories focus on women's advancement and egalitarianism. This paper proposes an alternative theoretical framework for explaining causes of singlehood, incorporating sociological and feminist perspectives and Emile Durkheim's theory of anomie, and calls for shifting the center to observations from non‐Western societies for better theorization.

Economic Analysis of Gender Discrimination in Labor Market Experienced by Women in China

In China's work sector, gender discrimination has been a severe problem for a very long time. Women's development in the marketplace is hindered by a variety of obstacles, including legislation, the implementation of a market economy, and conventional beliefs. These obstacles limit women's advancement in a variety of professions and even have an impact on the overall economic growth of the country. The author makes use of Becker's theory of discrimination to analyze the problem of the circumstance of employment difficulties encountered by female workers and is of the opinion that the severity of gender discrimination in the labor market in China is because of the conventional concepts and natural attachment costs of women. As a natural consequence of this, businesses will naturally avoid hiring female employees, even though doing so may cause them to forego some of their earnings. Based on the analysis, several suggestions could be given to better the circumstance of employment of women in China. First, policies could be enacted to protect both the employers’ and female workers’ interests. Second, fertility costs should be socialized. Finally, women should improve their inhere quality. Gender discrimination in the labor market in China could be therefore improved.

ADVANCEMENT EXPERIENCES OF WOMEN IN ACADEMIC SENIOR LEADERSHIP POSITIONS IN STEM DISCIPLINES: A DELPHI ANALYSIS

This article explores structural support systems that lead to women's advancement and hindrance factors that either catalyze or delay women's career acceleration in higher education, specifically within STEM-related and workforce education disciplines. Through a consensus-building approach, a four-round Delphi analysis explored the experiences and perceptions of 17 panelists who currently or formerly served in a senior-ranked position within a higher education setting at five institutions in the Southeast United States. The panel included women who met the eligibility criteria as subject matter experts and held positions as deans in a STEM discipline, principal investigators over federally funded STEM and workforce education programs, and assistant vice presidents. A consensus was reached on nine factors supporting advancement and three factors inhibiting advancement for a total of 12 factors that were considered relevant to the research questions based on the mean score of 3.50. The panelists identified the following factors as relevant for supporting advancement: support systems, personal attributes, willingness to advance, leadership skills, curiosity about new family obligations and lack of compensation were the leading hindrances experiences, role models, opportunities for leadership roles, experiences in undergraduate and graduate studies, and awareness of institutional environments; and those for inhibiting advancement: conflicting family obligations, lack of compensation, and personal concerns. Support systems and personal attributes were the top-rated factors contributing to advancement, while conflicting family obligations and lack of compensation were the leading hindrances.

Challenges to and Enablers of Women's Advancement in Academic Careers at a Selected South African University

The study was motivated by the question of what challenges and enablers women encounter as they progress in their academic careers. A qualitative research method was used. This participatory action research involved 19 members of a South African university’s permanent academic staff who shared their perspectives on women's academic advancement. A literature review was conducted to provide contextual insight. The four key themes that underpinned the data analysis are: factors hindering women's academic careers; challenges faced by women academics; advancing women’s academic careers; and advancing the employability of aspiring female academics. Unfair recruitment processes, intrinsic societal attitudes, low self-esteem and a lack of mentorship programmes were identified as critical factors impeding women's academic careers. Revised recruitment policies, promotion opportunities and support programmes for women are evidenced as critical to advancing women's academic careers. It is suggested that a concerted effort be made by women as individuals, universities and the government to advance women's academic careers.

Women in Working Life and Overview of Studies on This Theme with “Glass Ceiling” Concept

Although female employment rate in working life is high today, it is unfortunately not possible to see the same rate in managerial staff. Barriers to women's promotion to senior executive positions are based on gender, roles, stereotypes and prejudices, defined as invisible barriers in the glass ceiling concept. The fact that female workforce, has been more involved in working life in recent years necessitates to conduct a study on the concept of glass ceiling. The aim of this study is to examine the concept of "glass ceiling" by considering the theoretical information in this matter and the results of the studies conducted around the world. In this regard, this study aims to reveal can be done in the process of struggling with the glass ceiling, drawing attention to the gender-related stereotypes, prejudices, female workforce abroad and in Turkey, glass ceiling factors leading to these barriers, the measures that can be taken against the barriers and regulations. For this purpose, many studies conducted on this issue in different countries have been examined. These studies have shown that the ‘glass ceiling’ effect makes its presence felt in organizations that are actively present in professional working life all over the world. The results obtained from these studies also reveal that this situation negatively affects the careers of female employees and brings about important problems in their daily working lives.

A Bivariate Probit Model of Attitudes Toward the Preferential Hiring and Promotion of Women and Black People

A Bivariate Probit Model of Attitudes Toward the Preferential Hiring and Promotion of Women and Black People

Women Promotion in Formal Wage Employment and Improving GDP Per Capita in Africa

Over the past two decades, issues related to solid gender disparities have gained prominence in the labor market in developing countries. Previous studies have addressed the issue of women's discrimination in terms of the gender pay gap without addressing the real impact of women's promotion to formal employment on economic growth. This study examines the effect of women's advancement in formal jobs on GDP per capita.. To examine this relationship in sufficient depth, we used data from 40 African countries from 2000 to 2019 issued from the World Bank database, and we used Dumitrescu and Hurlin's (2012) Granger causality testing procedure and the GMM model. Results show a causal relationship between the labor force, investment, human development index, trade openness and the proportion of women in formal wage work, and the GDP per capita of African countries. Results of the GMM model show that investment, trade openness and the proportion of women in formal work have positive and significant effects on GDP per capita. Regarding policy implications, African countries should invest more, develop regional integration, and promote women's formal wage employment for sustainable and inclusive development.

To Make the Women’s Dignity Blossom

Sacrifice lamp women. Female pride, excellence, superiority, women's advancement, women's liberation, etc. are featured in this article. Surviving women are responsible for the success of men and their erection. Women are the cradles of civilization! Women are New chapters! Root-like woman. The woman who makes the world better. Knowledge is beauty for women! Women are equal to men. Man and woman must remain in love. Thanthai Periyar used to call women as “The Women Queen”. Women need to rise to the occasion about themselves. The rise of woman is life to earth. Thiru.vi.ka wishes that “To live world, Live feminine”. Beautiful Women’s, who makes the world blossom. He also mentioned that sovereignty shines in femininity.

WOMEN's POLITICAL REPRESENTATION: THEORETICAL AND HISTORICAL ASPECTS

The article raises theoretical questions about the importance of women's representation in national parliaments in the context of a strategy to achieve gender parity in politics. Based on the theory of representation by H. Pitkin, the authors reflect on the role of women’s representation in legislative bodies in the promotion of women-oriented politics, and draw attention to the cross-national features of women's advancement in politics. The historical outline of the evolution of women's representation in parliaments focuses on such countries as Great Britain, the USSR, Ireland, the USA, the United Arab Emirates, etc. The authors draw attention to the concept of a "women-friendly state", formulated in the Scandinavian countries, and extrapolate it to theoretical reflections on the importance of women's representation in the parliaments of other countries. The authors demonstrate the difference between descriptive and substantive types of representation using the representation of women as an example and analyze the theory of "critical mass" that is traditionally used by researchers when talking about the representation of minority groups in politics.

Beyond the New Deal Order: U.S. Politics from the Great Depression to the Great RecessionCapitalism Contested: The New Deal and Its Legacies

Beyond the New Deal Order: U.S. Politics from the Great Depression to the Great RecessionCapitalism Contested: The New Deal and Its Legacies

Corporate Board Quotas and Gender Equality Policies in the Workplace

AbstractDo corporate board gender quotas increase attention to gender equality in workplace policies? Existing research examines the link between quotas, financial performance, and women's promotion, but we lack an understanding of how quotas impact the structural determinants of gender imbalance in the workplace. We compare the case of Italy, which adopted a quota in 2011, to a counterfactual country with no quota: Greece. Using a difference‐in‐difference approach, we analyze the corporate reports of publicly listed companies in both countries over time. We find a 50% increase in post‐quota Italian companies' attention to gender equality issues, especially relating to leadership and family care. This increase is not exclusively driven by the share of women on boards, suggesting that quotas influence the importance that both women and men within firms give to gender equality. Qualitative analysis finds that observed changes are not window dressing: companies developed new equality initiatives after the quota.

Exercising positional power to advance and support women in leadership – conversations with men in higher education

The paper focuses on the South African Higher Education environment, engaging with men in leadership and their views on areas that have been identified as challenging in women's lived experiences and the advancement of women towards leadership. Men still dominate positions of leadership and as such, hold positional power and influence in transformation towards a more equitable and diverse leadership profile. Research in this area focuses predominantly on the voices of women, yet there is recognition that men should also exercise agency in this regard. Set within a framework of social justice, critical and social realism, the research considers whether men understand women's lived experiences and challenges of institutional culture, often described in gendered terms. It considers their perceptions of women as leaders, inclusive of their notions of leadership. It is an attempt to grapple with women's perpetual challenges in the Higher Education milieu and the globally persistent underlying barriers to women's advancement. A qualitative approach was adopted and six men in leadership positions were interviewed. Responses to open-ended questions, based on areas highlighted in the literature, were analysed using critical discourse analysis. The findings revealed that though men in leadership appeared to understand the challenges experienced by women, the deeper embedded (real) levels of patriarchy and institutional culture and the impact on women's lived experiences were not fully appreciated. The paper concludes that men's advocacy and agency, though not conclusively so, can be major game-changers in institutional culture and patriarchal practices. The appearance of a perpetual cycle of cultural and structural barriers, and a predominance of research on women's experiences of this cycle, led the researcher to engage with men in leadership to ascertain whether they recognise and comprehend this cycle and whether they exercise agency and advocacy in challenging the status quo.

Is There a Glass Cliff in Local Government Management? Examining the Hiring and Departure of Women

AbstractWomen are underrepresented in public sector leadership positions, including municipal management. We examine one explanation that may contribute to gender inequity in the profession—a “glass cliff” phenomenon whereby councils are more likely to hire women as managers during difficult times, increasing the likelihood for women to fail in the position. Using original observational data on municipal managers in Florida, we test whether municipalities are more likely to hire women during times of fiscal stress and whether women are more likely than men to leave the position if municipal finances do not improve. Our results show that increasing budget deficits are associated with municipalities hiring women as managers. Post‐appointment, a lack of improvement in the deficit condition is associated with a higher probability of women, but not men, leaving the position. A glass cliff in municipal management could be one factor that hinders women from advancing within the field.Evidence for Practice Municipalities are more likely to hire women as managers when faced with increasing budget deficits. When deficit conditions fail to improve post‐appointment, women have a higher probability than men of leaving the position. The glass cliff may be one barrier to women's advancement in the field of municipal management, as a woman who faces a glass cliff may find it more difficult to reach top leadership positions again due to harm to her professional reputation. Objective evaluation metrics that benchmark the assessment of managers to the organizational condition and trends at the time of hire may be useful for scholars and practitioners alike in mitigating gender biases in municipal personnel decisions.

The Effect of Glass Ceiling on Women Advancement: A Case Study of Financial Institutions in Bangladesh

Glass ceiling, a widely practiced but unrevealed obstacle for the development of women and minorities towards executive and upper level of managerial hierarchy in the organizations. At the present time this issue is drawing more attention from human resource practitioners around the globe. In developed and developing countries, women's empowerment is the burning issue as the economy can reach its peak through the participation of all genders. In Bangladesh also women are engaging more in jobs specifically in the financial sector and contributing to the economy at large volume. But the disparity between male and women participation at the decision-making level raises the question of the presence of a glass ceiling and the factors contributing to the glass ceiling in the financial sector of Bangladesh. Based on the survey by using structured questionnaires from the commercial banks of Dhaka City Corporation, this study explores organizational factors, explicitly the absence of human resource practices responsible for creating glass ceilings and its presence at the workplace. Using factor analysis and multiple regressions among the six factors, the study found five factors have a significant contribution to the presence of glass ceiling and thus creating barriers to women's advancement. The factors include recruitment practices, performance appraisal, promotion policy, maintenance issues and equal employment opportunities. Policy implications are discussed in light of the findings to minimize glass ceiling effect to contribute gender parity, women's advancement and reducing gender discrimination.

Novel, Low-Cost Intervention to Promote Women's Advancement in Global Health Research.

Women comprise 7 out of every 10 health care workers globally yet are significantly underrepresented in leadership positions. The COVID-19 pandemic has exacerbated underlying gender disparities, placing additional burdens on many female global health professionals. The authors describe the development of a novel, low-cost pilot program-the Female Global Scholars Program (Weill Cornell Medicine)-established in April 2018 to promote the advancement of female global health research professionals and prepare them for leadership positions in this field. Using a logic model, the program was informed by discussion with peers at scientific symposia, qualitative research examining the barriers women experience in global health, discussions with experts in the fields of global health and medical education, and a literature review of other initiatives focused on fostering female advancement. The program provides opportunities to learn leadership skills and peer mentoring to female junior investigators in global health research over the course of 2 years through attendance of a symposium and skill-building workshop, skill-building webinars, and the building of a peer mentor group. The inaugural cohort of the Female Global Scholars Program (April 2018-March 2020) included 10 female global health researchers from 6 countries (Haiti, India, Kenya, Tanzania, Uganda, and the United States) across 3 continents. By the end of year 1, 6 participants received academic promotions. Additionally, the inaugural 10 scholars collectively presented at 11 international conferences and submitted 22 abstracts and 19 manuscripts. The authors hope to provide additional support and guidance to scholars as they become leaders of their own versions of this program at their home sites and plan to expand the faculty group to further lessen the time burden, while enabling the program to provide additional research mentorship to scholars.

A Study on the Barriers to Promoting Women in Management Posts from the Viewpoints of Female Teachers in Qaemshahr City

In recent years, the presence of women in the community and working environments has increased. However, the process of promoting women to high levels of management is inconsistent with their academic achievement, and the presence of women at high levels of management in most countries, especially Iran, due to numerous barriers, is negligible. The aim of this study was to examine the obstacles to women's promotion in managerial positions from the viewpoint of Ms. Ghaemshahr's teachers. In terms of target, the data collection method is descriptive-survey. The statistical population of the study was all teachers of the city of Qaemshahr city who have 1930 people. To select a sample, the Cochran formula of the limited society was selected by Cluster random sampling. 320 individuals were selected. To analyze the data was used to T-test and Friedman test for ranking the variables of the research using SPSS software. The results showed that stereotypes of gender, gender discrimination, conflict between work and family, conflicts between culture and family, lack of manager and staffs support, lack of family support, The dominance of patriarchal culture, traditionalist norms and the presence of glass ceilings are obstacles to women's promotion to managerial positions

Indigenous Feminism and Black Women Leadership

For decades, feminism has been a concept associated with women's freedom from patriarchy, and this movement started in 1848 in Europe. Several political and social movements have fought on the side of women for gender equality over decades. In the 1960s, radical feminism grew because of the women's liberation movement, which continued well into the 1970s and 1980s. Over the years, feminism has given a voice to women wanting to unshackle themselves from patriarchy. This conceptual article examines indigenous feminism, which is an alternative to Eurocentric feminism. Amongst others, the indigenous feminists perceive their mandate as one of decolonizing feminism, thus looking beyond patriarchy as the sole problem women face in society. Indigenous feminists also recognize race, class and colonial history as among the major obstacles to women's advancement. Using theory synthesis, the article found that indigenous feminism embraced by womanism reflects how African women could contest for social justice and equality while utilizing certain values and principles. The conclusions demonstrate that women from the Global South will be empowered by African philosophies as they become strong leaders in society. Furthermore, the conclusions point out that empowered African women would be able to confront social injustices that stunt their growth as leaders in society.

Women in Urban Local Government in Bangladesh: A Study on Narayanganj City Corporation

Women's equal participation in politics is critical to women's advancement. This determination, however, is not to be made uniformly across the globe. Yet, in contemporary periods, it has witnessed a significant shift in women's political participation globally. The purpose of this paper is to gain a better understanding of women's overall participation, their socioeconomic status, and their valuable role in urban policy formulation and implementation in Bangladesh. In this analysis, primary and secondary data are integrated. Primary sources are referenced to substantiate theories and arguments asserted in the secondary literature, which are based on the case study of Narayanganj City Corporation. It is completed with the assistance of theories and contentions gleaned from secondary sources. Additionally, this study concludes with an examination of Bangladeshi women's position in the decision-making process. Another pressing need is to broaden the participation of women in political culture at the grassroots level. In urban areas, the City Corporation must interact with various government, autonomous, and semi-autonomous bodies. The situation of female ward councillors has deteriorated to the point where there is some ambiguity. Women's involvement in politics has been limited by a decline in financial capital and family support. Women can appeal to low-level politics thanks to a patriarchal viewpoint. In Bangladesh, women continue to struggle for equal rights and face political challenges. Societal norms enforce gender stereotypes. Religious restrictions are the most severe concern among Bangladesh's status issues, which have a complicated structure. Women are not politically socialized enough to participate in the political life of their country. The City Corporation's institutional rules and responsibilities are of little concern to women, and the existing regulations are insufficient. Therefore, the paper can reveal the actual scenario of women's representation and obstacles in the urban level of Bangladesh.

ЯНГИ ЎЗБЕКИСТОНДА АЁЛЛАР ИЖТИМОИЙ МАҚОМИНИНГ ТАРИХИЙ-ҲУҚУҚИЙ АСОСЛАРИ

The article considers an actual historical and legal task –understanding the problem of gender equality and identifying the main models of women's promotion to government and management bodies as an institution of political and legal science in the Republic of Uzbekistan. Itis argued that laws and legal norms can create a basis on which the policies necessary to achieve balanced political participation can be built. Women have an opportunity to improve their position in the case of a multi-party system, in which parties are interested in the votes of different groups and need new ideas for this, and also attract female candidates. Creating equal opportunities requires socially supportive networks, developing negotiation skills, training courses in management, improving budget analysis skills, acquiring knowledge and skills in politics and elections, as well as applying long-term strategies to attract the younger generation. For this, there is a rich history of Uzbekistan and a spiritual heritage, which the author draws conclusions based on historical and legal teachings about the need to provide an empirical justification for the gender perspective of women's political participation in government and administration, including a detailed description of all trends, trends and schools from antiquity, the Eastern Renaissance era, including the Timurid period to the present.