All-female Teams Research Articles

Female creators, directors and screenwriters in TV fiction production in Spain (2000 to 2020): gender inequality and characteristics of the roles

ABSTRACT This study analyses gender inequality in TV fiction production in Spain regarding the three key positions of responsibility, namely creators, directors, and screenwriters, and the characteristics of these roles. Firstly, we recorded the gender of all the individuals identified in the sample, which consists of all television series (N = 546) broadcast from 2000 to 2020 on free-to-air television and streaming platforms. Secondly, the series in which women were involved were studied across years, channels, coverage, and genres. The results reveal that women are underrepresented in all three positions, averaging 31%. Although women creators have the highest rate of gender inequality, they have benefited the most from the arrival of streaming platforms in 2016. Furthermore, women predominantly work in mixed-gender teams with a male majority and rarely do they work solely or in all-female teams, especially among screenwriters.

Can managers’ characteristics explain European bond mutual fund performance?

This study aims to discover whether the characteristics of European bond fund managers affect mutual fund performance and risk. Based on 7,930 fund-year observations, gathered from the Morningstar database for the period 2005–2019, we have compared several performance and risk measures among team-managed and single-managed funds. We have also analysed the impact of gender diversity on fund performance and risk. Our results indicate that funds managed by teams do not exhibit statistically significant differences in performance or risk when compared to single-managed ones. Management teams with greater gender diversity do not significantly impact fund performance or risk in relation to all-male or all-female teams. Overall, our findings indicate that the underrepresentation of women in the fund industry, or gender bias, does not make economic sense.

Abstract B084: The Florez Lab at Dana-Farber Cancer Institute: Improving the care of vulnerable populations and supporting trainees from underrepresented groups in medicine

Abstract Background: Racial and ethnic minorities have well-established disparities in cancer prevention, detection, treatment, and survival. A diverse oncology workforce improves the gap in cancer care for vulnerable populations. However, physicians, researchers, and others who are Underrepresented in Medicine (UIM) face unique challenges in obtaining mentorship and sponsorship, and there is a lack of safe spaces for them to thrive, forcing many to leave medicine entirely. To further efforts in improving the care of vulnerable populations and to create a welcoming environment for UIM medical trainees, the Florez Lab (formerly known as the Duma Lab) was founded by Dr. Narjust Florez in 2019 at the University of Wisconsin. Subsequently, Dr. Florez moved to Dana-Farber Cancer Institute and expanded the lab’s reach. Here, we describe the history and legacy of our innovative group. Methods: The Florez Lab is composed of 39 members, mostly UIM from different backgrounds and locations; members range from college students to faculty. It began as an all-female team but now includes #HeforShe member allies. Several members joined as trainees, but are now junior faculty at NCI designated cancer centers and pay it forward by mentoring the next generation of the Florez Lab. We focus on social justice issues in medicine, including discrimination and gender bias in academic and clinical medicine, global oncology, and cancer health disparities, with a focus on thoracic oncology. Results: To date, the Florez Lab has secured research funding from several institutions and organizations, and has published 15 original articles, 11 editorials, 4 review articles, and 2 book chapters in addition to over 20 poster presentations at national and international conferences. Members have presented research findings at a wide array of national and international conferences, including the American Society of Clinical Oncology (ASCO) Annual Meeting and the World Conference on Lung Cancer, and the American Association for Cancer Research (AACR) Annual Meeting. The lab collaborates with multiple organizations, including the COVID-19 and Cancer Consortium (CCC19), ASCO Health Equity Committee, and the Lancet Commission: Women & Cancer. The lab is far-reaching; the #DumaLab and #FlorezLab hashtag is used on Twitter to amplify published work and advocacy efforts in improving the diversity of the oncology workforce and clinical trial enrollment. In 2021 the Florez Lab began a collaboration with Medscape and is the first lab to have a dedicated column, where we discuss issues related to social justice in medicine and cancer health disparities; the column has reached over 60,000 readers in less than one year. Conclusion: The success of the Florez Lab illustrates the importance of providing opportunities for, supporting, and amplifying the success of UIM trainees. Results indicate that the collaboration of UIM trainees is productive, meaningful, and necessary. Efforts should be made to continue supporting UIM trainees from all backgrounds and levels. Citation Format: Narjust Florez, Inas Abuali, Ana Velazquez, Coral Olazagasti, Idalid Franco, Shruti Patel, Cristiane Bergerot, Paulo Bergerot, Enrique Soto Pérez, Carolina Bernabe-Ramirez, Lauren Kiel. The Florez Lab at Dana-Farber Cancer Institute: Improving the care of vulnerable populations and supporting trainees from underrepresented groups in medicine [abstract]. In: Proceedings of the 15th AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2022 Sep 16-19; Philadelphia, PA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2022;31(1 Suppl):Abstract nr B084.

Who Cooperates with Whom in Diverse-Gender Teams: Paying to Cross the Gender Gap

Today, people are likelier than ever to work in gender-diverse teams, yet effective teamwork requires cooperation. In three experimental studies, we investigate the link between one’s gender, the gender of peers, expectations, behaviors, and performance: Do men and women cooperate differently in gender-mixed versus gender-segregated settings? Using a public goods game, we find that diverse-gender teams elicit lower contributions than all-male or all-female teams. In particular, males in diverse teams give much less than females, reciprocate less, and act unfairly. As a result, females in diverse-gender teams fare the worst. Gender segregation is one solution, but we propose another: We offer participants the option of paying for the right of selecting their peers’ gender. When men pay to choose their counterparts, most select women. A costly selection, we find, is indicative of a credible cooperative intent, mitigating the cooperation gender gap. Men who pay are more likely to contribute, reciprocate, and act fairly. We tie the findings to conversations about organizational and entrepreneurial teams.

African Equity [women - Africa

There are cultural as well as socio-economic barriers for African women who want to start their own business, but a number of projects are under way to change that. Start-ups founded by a single female or all-female teams received just 0.95 per cent and companies started by mixed teams received 18 per cent of the total funding raised, according to Briter Bridges' Africa Investment Report. There are many reasons why women are prevented from accessing this financial support, according to the manager of the African Development Bank's Affirmative Finance Action for Women in Africa (AFAWA) programme. The International Labour Office has identified digitisation and fair competition as "fundamental levellers" in the challenges facing women entrepreneurs in Africa. AFAWA also encourages women to be trained in developing a business plan, understanding finance and the importance of keeping proper financial records.

Does Physician Gender and Gender Composition of Clinical Teams Affect Guideline Concordance and Patient Outcomes in Out-of-Hospital Cardiac Arrest?

Objective: Prior literature has shown improved outcomes in morbidity and mortality for admitted patients cared for by female physicians. One theory is that female physicians adhere closely to guideline recommendations. We sought to determine whether patients who have out-of-hospital cardiac arrest (OHCA) experience more guideline-concordant postcardiac arrest care and potentially better outcomes based on the gender of their treating physician and gender distribution of the treatment teams. Methods: This study is a retrospective cohort study from the Colorado Cardiac Arrest Registry, local registry of OHCA patients treated at one academic urban tertiary care hospital. We analyzed adult OHCA patients who survived to hospital admission but were comatose. Patient demographic data and arrest characteristics were abstracted for subjects, and the gender of the provider was abstracted from the medical record. Results: Patients were admitted by a female attending in 28.5% of the cohort. The difference in guideline-concordant care between male and female providers was not significant. No statistical difference was found between all-male or mixed gender teams in adherence to guideline-concordant care. No patient was cared for by an all-female team. Neither gender of the admitting physician nor gender of the physician who led the family meeting to discuss prognosis was associated with a survival difference. Conclusions: Prior literature has described differences in outcome based on gender of the treating physician. Our analysis targeted a similar question in a cohort of OHCA patients with survival to hospital admission. We determined that there was no difference in postcardiac arrest guideline concordance and survival to hospital discharge based on treating physician gender. This finding differs from the prior literature and supports the importance of diverse clinical teams in medicine.

Gender-specific impact of age diversity on the performance of small teams: empirical evidence from professional biathlon relays

ABSTRACT Research question A growing strand of studies either analyzes the effects of age or gender diversity on team performance. We contribute to this literature by analyzing whether there is a gender-specific impact of age diversity on team performance. Based on the categorization-elaboration model, we first predict that age diversity in teams leads to better team performance. Second, we hypothesize that gender-mixed teams with age diversity perform significantly worse than single-sex teams with age diversity. Research methods Our research question is analyzed for biathlon relays of the seasons 2009/10–2016/17. We apply pooled OLS, Tobit and random effects regressions to explain the relay's shooting precision by the relay's age diversity and the gender composition including several controls. Results and findings The empirical analysis for male, female and gender-mixed professional biathlon relays supports our first hypothesis. Moreover, gender-mixed teams significantly outperform all-female teams. Implications Implications of this finding are that sport officials and coaches of professional athletes, should be aware of the positive effect of age diversity on team performance but consider that this link might depend on the gender composition of the respective team.

Impact of surgeon and anaesthesiologist sex on patient outcomes after cardiac surgery: a population-based study

BackgroundEffective teamwork between anaesthesiologists and surgeons is essential for optimising patient safety in the cardiac operating room. While many factors may influence the relationship between these two physicians, the role...

Power to the she: how gender homogeneity among nascent entrepreneurial teams influences innovation

Innovative entrepreneurship among female entrepreneurs is vital for sustainable economic growth and societal evolution, yet most of the research on innovation in entrepreneurship focuses on high-tech industries which are primarily dominated by heterogenous male-led top management teams. The primary purpose of this paper is to augment the existing literature by exploring how gender differences in the structure of new venture teams influences venture-level innovation through research and development. Our results submit that all-female top management teams and teams with females in general management positions are less likely to be focused on innovative activities, but that teams with females in technical or research positions within the top management team structure are more likely to be focused on innovative activities. Additionally, we investigate the relationships between top management team members to show that all-female teams focused on innovation tend to have more diverse ownership and closer relationships across team members. We apply the lens of upper echelons theory to conjecture that how female entrepreneurs structure their new ventures teams at the onset of venture creation has far-reaching and long-term impacts on innovation throughout the lifecycle of the venture.

A cut above: pair that developed CRISPR earns historic award.

Chemistry Nobel honors biology's powerful genome editor.

A pure meritocracy blind to identity: Exploring the Online Responses to All-Female Esports Teams in Reddit

Despite recent growth and popularity, esports as a scene is struggling with a number of problems ranging from payment problems and cheating to questionable treatment based on various factors such as race and gender. In this paper we seek to uncover how perceptions of women in esports are guided by stereotypes of all-female teams and ‘female professional players’. Our data consists of 952 Reddit comments on two announcements of all-female teams in League of Legends and Counter-Strike: Global Offensive. The nature of esports was perceived as a working meritocracy where only player skill matters. Especially all-female teams were seen to be a threat to this order, since they were considered to lack dedication and have ulterior motives for playing the game. Ultimately, getting to visibly exist as a woman in the scene was a reward for compliance in the esports meritocracy: exhibiting skill, playing in mixed teams, and tolerating harassment.

Female Tactical Members in Correctional Services: “No Room for Women”

This exploratory study examines the experiences of female correctional officers in one Canadian jurisdiction who have been members of tactical teams within correctional services and identifies social and systemic factors that affect female officers’ participation on tactical teams. Overall, masculine hegemony impacts organizational culture where the roles of female officers remain constrained within traditional gender stereotypes. Tactical members on all-female teams reported more positive experiences than those on integrated teams. This study represents the first known examination of female tactical officers in correctional services.

Bypassing traditional sports media? Why and how professional volleyball players use social networking sites

In recent years, social media platforms such as Facebook, Twitter, and Instagram have become major players in sports communication. In this study, we focus on the motives for athletes’ use of social media. Applying a mediatization approach, we conceptualize social media as a possible means to bypass traditional (sports) journalism. For sport disciplines that receive minor media coverage, social media provides the opportunity to increase public visibility. Consequently, our study focuses on indoor volleyball as such a marginalized sport. The online survey results from all players of the 24 either all-male or all-female teams of the German first volleyball leagues are combined with a quantitative content analysis of the players’ social media activities. Results indicate that athletes evaluate traditional media coverage of their sport as negative and social media as extremely influential. Still, their postings on social media seem neither to aim at bypassing sports journalism nor to address sports fans directly. Instead, they use social media primarily to connect with friends and family. In conclusion, volleyball players have so far not embraced social media as a tool to promote themselves as sportspersons. At the moment, they do not exploit social media’s potential as channels for professional sports communication.

Grenzen im Aufstieg. Berge als Transgressionsräume von Geschlechtergrenzen

ASCENTS WITH LIMITS: MOUNTAINS AS SPACES FOR GENDER TRANSGRESSIONMountains and Alpine spaces are historical places where determined national, economic and cultural norms as well as practices were and still are negotiated. The article focuses on the question of gender in the mountains as a social space, which the author explores, drawing on the example of the history of climbing expeditions to the highest mountains in the world, the Himalayas. Against this background she presents, from the point of view of gender history, the so-called female expeditions, i.e. mountain expeditions initiated, organised and conducted from the mid-1950s by all-female teams. They serve as analytical lenses to look into gender relations in mountaineering and their transformations in 1955–2014. Drawing on four social spaces the author raises questions about crossing gender boundaries due to socially-constructed gender norms as well as strategies for overcoming them.The first part of the article is devoted to female expeditions undertaken in 1955–1962 by British female climbers. These enterprises expanded the areas in which female mountaineers operated, without, however, questioning social gender stereotypes. The organisers of the expeditions deliberately presented themselves in accordance with social gender norms, and by choosing reasonable mountain goals, didn’t join the competition associated with the Himalayan eight-thousanders. The importance of gender based boundaries in high altitude mountaineering in the late 1950s is revealed in part two of the article when for the first time a female team set a famous eight-thousander as a goal for themselves. Press reports from before and after the expedition reflect prejudice and scepticism, presenting the female climbers in a manner that affronted them as overambitious and incompetent. It was not until the 1970s that a younger generation of female climbers openly and critically spoke against sexism and discrimination of women in high mountain climbing, as the author describes in part three. Female expeditions allowed women to avoid exclusion from male teams and attempt to climb the highest peaks on their own. The article ends with a presentation of the significance of female expeditions in the Himalayan state of Nepal, where since the 1990s such expeditions have provided Nepalese women with opportunities to made their mark on the tourist trade. On the other hand, female expeditions have been used by tourist and political institutions as an instrument of raising public awareness of issues like equality policy, climate protection or promotion of tourism.

Granice we wspinaniu. Góry jako przestrzenie transgresji granic płci

ASCENTS WITH LIMITS: MOUNTAINS AS SPACES FOR GENDER TRANSGRESSIONMountains and Alpine spaces are historical places where determined national, economic and cultural norms as well as practices were and still are negotiated. The article focuses on the question of gender in the mountains as a social space, which the author explores, drawing on the example of the history of climbing expeditions to the highest mountains in the world, the Himalayas. Against this background she presents, from the point of view of gender history, the so-called female expeditions, i.e. mountain expeditions initiated, organised and conducted from the mid-1950s by all-female teams. They serve as analytical lenses to look into gender relations in mountaineering and their transformations in 1955–2014. Drawing on four social spaces the author raises questions about crossing gender boundaries due to socially-constructed gender norms as well as strategies for overcoming them.The first part of the article is devoted to female expeditions undertaken in 1955–1962 by British female climbers. These enterprises expanded the areas in which female mountaineers operated, without, however, questioning social gender stereotypes. The organisers of the expeditions deliberately presented themselves in accordance with social gender norms, and by choosing reasonable mountain goals, didn’t join the competition associated with the Himalayan eight-thousanders. The importance of gender based boundaries in high altitude mountaineering in the late 1950s is revealed in part two of the article when for the first time a female team set a famous eight-thousander as a goal for themselves. Press reports from before and after the expedition reflect prejudice and scepticism, presenting the female climbers in a manner that affronted them as overambitious and incompetent. It was not until the 1970s that a younger generation of female climbers openly and critically spoke against sexism and discrimination of women in high mountain climbing, as the author describes in part three. Female expeditions allowed women to avoid exclusion from male teams and attempt to climb the highest peaks on their own. The article ends with a presentation of the significance of female expeditions in the Himalayan state of Nepal, where since the 1990s such expeditions have provided Nepalese women with opportunities to made their mark on the tourist trade. On the other hand, female expeditions have been used by tourist and political institutions as an instrument of raising public awareness of issues like equality policy, climate protection or promotion of tourism.

"Compassion Gave Us a Special Superpower": Vietnamese Women Leaders, Reeducation Camps, and the Politics of Family Reunification, 1977–1991

This article traces the history of the Families for Vietnamese Political Prisoners Association (FVPPA), a community organization formed and led by Vietnamese women in Virginia. Founded as a self-help group in 1977 to offer support for women whose male relatives were detained in reeducation camps after the Vietnam War, the FVPPA grew into a national organization boasting more than one thousand members. This article tells the story of how Khuc Minh Tho, president of the FVPPA, and her all-female team spearheaded a campaign to free reeducation camp prisoners and reunite their families. The FVPPA propelled the politically sensitive issue of reeducation camp prisoners onto the national stage by mobilizing community members, lobbying officials and humanitarian organizations, and politicizing family separation. In showing how Vietnamese women crafted social networks and fashioned their own political identities, this article reconsiders the role that Vietnamese women have played as community organizers, diplomats, and political leaders.

Negotiating with work friends: examining gender differences in team negotiations

PurposeThis study aims to investigate whether a team of females negotiates differently than a team of males, and whether (workplace) friendship moderates the relationship between single-gender team composition and negotiation outcomes.Design/methodology/approachThe authors used two laboratory studies and paired 216 MBA students into single-gender teams of friends and non-friends, and then engaged them in several dyadic multi-issue negotiations.FindingsThe results show that on average, male teams of non-friends reached significantly better outcomes than female teams of non-friends. However, and interestingly, female teams of friends perform equally to male teams of friends.Research limitations/implicationsThe authors contribute both to the negotiations and the workplace friendship literature because very little research has examined negotiation among friends at work and in particular team negotiations. In addition, the authors also contribute to the literature on gender differences in negotiations because existing research has rarely examined the differences between all-male and all-female teams and especially the relationship between same-sex teams and their effects on negotiation outcomes.Practical implicationsThis research has clear implications to managers with regard to team composition. Specifically, a winning all-female team should not be changed!Originality/valueThis is the first study to examine the relationship between workplace friendship, gender and negotiation outcomes.

Affective Technologies of War

This article analyzes the gendered performances of American military women during the US-led occupations of Iraq and Afghanistan. Through an examination of Lioness teams and female engagement teams—all-female teams used to navigate “cultural norms,” present the US military as humanitarian, and facilitate engagements with occupied civilian women—the article argues that the affective labor of women soldiers and marines was strategically instrumentalized for population-centric counterinsurgency warfare. In addition to the gendered labor women perform as counterinsurgents, the article also considers the emotional and often maternal labor military women perform among their comrades, as a means to develop relationships as well as to protect themselves from sexual violence. Ultimately, this article is invested in developing a conversation about women's military participation that considers how gender matters to war, how gendered subjectivities are constituted by, and instrumental in, US imperialism, and what potentially subversive subjects may emerge as a result.

The hidden gender effect in online collaboration: An experimental study of team performance under anonymity

It has been argued that the generally positive effect that female participation exerts on team performance ceases to exist under conditions of anonymity. We evaluate this thesis in the context of an online learning environment in which the gender of fellow student team members was not disclosed to subjects. To circumvent selection effects in the composition of teams we employed an experimental design in which female and male students were randomly assigned to teams of varying gender composition. Against expectations, we find that under anonymity gender composition continues to impact team performance, with all-female teams being most productive. Counter-intuitively, this team effect occurred in our study without female students individually being more productive than their male counterparts. These findings indicate that the presence of females on anonymous teams can have a hidden effect on the productivity of other team members. Our results underscore that despite face-to-face interaction in higher education increasingly being substituted by Internet-enabled communication, a student’s social environment continues to impact academic learning in important ways.

Strategy, team cohesion and team member satisfaction: The effects of gender and group composition

Gender differences in team cohesion, team member satisfaction and play style were examined in small, single-gender groups playing an online game simulating small scale farming in Africa. Six women and nine men formed seven self-selected teams, with three teams being all-female and four all-male teams. The teams played the game for three hours, after which they completed a survey on team cohesion and team member satisfaction before taking part in a debriefing session, which covered strategies used by the respective teams. The all-female teams exhibited a significantly higher rate of team cohesion and team member satisfaction, while the all-male teams were shown to pursue riskier and wider-ranging strategies.