Career Opportunities For Women Research Articles

How gender differences in informal networking result in unequal access to interorganizational R&D projects

Women are underrepresented in interorganizational research & development (R&D) projects. This affects the innovativeness of such projects, the representation of female perspectives in the design of innovations and the career opportunities of women. Such projects often emerge from preceding interorganizational R&D projects and are particularly successful when they do so. We argue that instrumental networking in ongoing projects is constitutive for the formation of such follow-up collaborations and, further, that stereotypical gender roles hinder women’s participation in instrumental interactions with their current project partners. Hence, we assume that unequal opportunities to participate in follow-up projects can be attributed to women’s lesser involvement in instrumental networks. Empirically, we test our argument using data on 2746 directed and weighted personal relationships across 24 interorganizational R&D projects. We show that instrumental interactions are crucial for who initiates follow-up projects with which current partner. Furthermore, we can show that the low participation of women in these activities can be better explained by gender roles than by gender homophily. In doing so, we reveal an important cause of women's under-representation in R&D.

Research on Female Fertility Discrimination in the Technology Industry

The technology industry has always been considered a male-dominated field and women face various challenges and discrimination in the industry. One of the major issues that women face in the tech industry is maternity discrimination, which not only hurts the tech industry such as brain drain, but also affects the image of this industry. Maternity discrimination refers to unfair treatment or discrimination against women because they are pregnant, giving birth, or raising children. This paper analyses the current situation of the tech industry, its characteristics, requirements for employees and case studies in order to propose solutions and implications for the tech industry, of this maternity discrimination. The significance of studying female fertility discrimination in the tech industry is to reveal the unfairness that this discrimination has caused to women's career opportunities, salary packages, and promotion opportunities, and to provide a basis for promoting a more inclusive and equal working environment in the tech industry.

The Recent Drop in Female Labour-Force Participation in Jammu and Kashmir

The J&K economy will not reach its full potential unless the government and employers remove barriers to women's full labour-force participation in the labour market. Failure to address structural labor market issues, employment policy does more than limit women's career opportunities and aspirations for a better life. In Jammu and Kashmir context overall labor force participation is reported to be considerably low and has been on consistent decline. It has decreased by 7% from 62.09% in 1999-00 to 55.68% in 2017-18. The overall decline in labor force has been mainly attributed to the sharp decline in female labor force participation rate, which has registered almost 8% decline from 39.86% to 31.61% during 1999-00 to 2017-18. This decline is puzzling some and against the gender development goals like inclusive development, women empowerment etc. Women's participation barriers also act as brakes on the national economy, stifling growth. By adopting gender friendly policies and removing barriers to women's participation we can narrow down gender gap in participation and achieve stronger economic growth

THE TRANSFORMATIVE INFLUENCE OF VOCATIONAL SKILLS TRAINING ON THE WOMEN'S EMPOWERMENT

This study examines how the women's economic prospects are affected by vocational training, with main focus on employment, entrepreneurship and income. The study examines 120 respondents' viewpoints of how vocational training affects these vital dimensions of women's economic empowerment. The majority of respondents strongly agreed, according to findings, that vocational training has beneficial impact on income. Likewise, vocational training has a positive effect on women's entrepreneurship, according to respondents, highlighting its significance in advancing gender equality and economic independence. Some participants agree that the vocational training improves the women's career opportunities. The results offered significant information in reaching conclusion. This study highlights the need for specialized vocational training programs that take into account the varied needs and experiences of women, with consequences for both researchers and policymakers. This study advances existing conversation on women's economic empowerment and function of vocational training in creating inclusive communities by tackling these issues and exploring the new research directions.

Gender Discrimination: A Long Moving Pace Towards Progress

Gender discrimination at the workplace remains a significant issue in India despite progress in gender equality. This paper provides an overview of gender discrimination at the workplace in India, including its prevalence, types, causes, and consequences. It analyses the legal framework and policies in place to address the issue, as well as the challenges faced in their implementation. The paper also examines the impact of gender discrimination on women's career opportunities, earnings, and mental health, as well as the broader economic and social implications of this issue. Finally, the paper concludes by suggesting ways to promote gender equality in the workplace and advocating for a cultural shift toward gender sensitivity and inclusivity. Keeping in mind, the study has focused on the analytical aspect and 285 women professionals were chosen to get to know their perception towards gender discrimination in various professions. The findings disclosed that still women face challenges and they are lagging behind in every possible manner. Therefore, there is a need to foster open thoughts and revolutionize the world in reducing the gender gap.

Impact of Advanced Maternal Age on Maternal and Neonatal Outcomes.

Due to better career opportunities for women and a shift in sex roles, as well as improved reproductive medicine, the age of women who conceive children is rising. A variety of maternal risks and complications that may occur during pregnancy or childbirth in women with advanced maternal age has been examined and reported controversial results. The present study focused on controversial and debatable conclusions regarding the impact of advanced maternal age on maternal and neonatal outcomes. Data from 8,523 patients, who gave singleton birth at the Women's University Hospital Cologne between 2014 and 2018, were subdivided into two groups: those with maternal age ≥40 years and those <40, and analyzed. A significantly higher rate of C-section, more preterm births, more low birth weight, and higher incidence of retained placenta were observed in women older than or equal to 40. There were no significant differences regarding postpartum hemorrhage and fetal position. Younger patients tend to have more birth injuries and use more epidural administration. The evaluation of neonatal outcomes using fetal base-excess, birth pH, and Apgar score showed no significant clinical differences. More antenatal complications could be identified in patients with advanced maternal age. Nonetheless, the neonatal outcomes were comparable and no severe complications in women with advanced maternal age were observed. These findings are due to a well standardized management system for women with risk pregnancies. This encourages better monitoring and care of pregnant women with risk factors.

Penyuluhan Dampak Pernikahan Dini Dan Kesehatan Reproduksi Bagi Anak Remaja Di Kabupaten Mojokerto

The impact of early marriage and reproductive health for adolescents is very influential on all factors, both economic, social, health and educational factors. And early marriage seems to still be happening, including in Indonesia. Especially in Mojokerto Regency, the numbers are very fantastic, the people still do this. Usually the causes of early marriage are cultural and socio-economic factors. Some parents still have the notion that children can be a "savior" of family finances when they get married. There are also those who consider unmarried children to be an economic burden on the family. Actually, the bride who is still in her teens is the most disadvantaged party in early marriage. Because this event will sacrifice the physical and mental development of women. Getting pregnant at a young age and dropping out of school will limit women's career opportunities. In addition, early marriage can increase the risk of domestic violence. Community service activities were held at the P2KBP2 Office Hall, Mojokerto Regency, Jln RA. Basuni No. 19 Sooko Mojokerto. The purpose of this activity is to find out what are the factors behind early marriage and reproductive health for adolescents and what impact this has on the household and the social, economic, educational and health environment of couples who marry early. Partners for community service activities are IIDI Mojokerto Branch and Puspa Majapahit, Mojokerto Regency. The participants of the activity are OSIS representatives for high school students or the equivalent in Mojokerto Regency. The methods in this community service are lectures, discussions, and questions and answers. The result of this drawing is the existence of counseling ambassadors representing 1 youth mass organization or 1 student council member in each high school or equivalent to be able to conduct counseling or socialization in every secondary school in each of these schools or the equivalent in all Mojokerto district.

Success Factor Negotiation: The Covid-19 Pandemic as an Opportunity Structure

This work-in-progress paper provides insight into the conception and the empirical procedure within the project "Success Factor Negotiation − The Covid-19 pandemic as an Opportunity Structure for (Re)Shaping the Negotiation Culture in Couple Relationships." The project analyses couple relationships in Germany with regard to techniques of negotiation established during the pandemic and their impact on participation and career opportunities for women. The crisis in the field of (institutional) childcare that accompanied the pandemic has created a special situation in which everyday practices, routines, and rituals that often prevailed in everyday life had to be radically changed or redesigned. This in turn created an "opportunity structure" for negotiation in the private sphere of couple relationships. The negotiation skills developed and negotiation strategies and techniques practiced during this period of upheaval can become a decisive lever for the "post-Corona period" in order to question existing role models and the social orders associated with them. Studies dealing with conflict of compatibility in the Covid-19 pandemic to date have been primarily based on quantitative methods and paint a contradictory picture of how couples have dealt with the tension between family work and employment. This is where the project comes in, using a qualitative approach to investigate the role that negotiations played in dealing with the changed conditions in the wake of the Covid-19 pandemic. In doing so, we add a new dimension to previous studies by not only examining the results of conflict of compatibility and role distribution, but also shedding light on how these conflicts have been resolved. Thereby, we identify negotiation patterns that influence the extent of egalitarian distribution of family work on the one hand and the assertion of career ambitions on the other hand.

Do Different Types of Households Use Outsourced Domestic Cleaning Services for Different Reasons? An Explorative Study in South Africa

In recent years, many households have shifted from employing a full-time or part-time domestic worker to using an outsourced domestic cleaning services company that specialises in professional household cleaning services. Few studies have focused on outsourced domestic cleaning services from clients’ perspectives. While there is limited research on the topic, a possible reason for the increase in outsourced domestic cleaning services might be that the domestic labour needs of the middle-class are changing. The decline in the stigma of voluntary childlessness and better educational and career opportunities for women have impacted household compositions. There has been a rise in one-person households and couples without children. These changes affect how domestic work is approached. Some women continue to perform domestic labour themselves, while others employ domestic workers or use outsourced domestic cleaning services. Against this background, this study sought to establish how changes in household compositions are linked to peoples’ preferences to use outsourced domestic cleaning services to take care of their domestic cleaning needs rather than employing a domestic worker on a full-time or part-time basis. This study draws on 18 qualitative interviews with clients of domestic cleaning services and shows that people who live alone, as a childless couple or in an empty-nest household, use outsourced domestic cleaning services for their convenience, efficiency, and flexibility. Couples with children tend to rely on personal help when it comes to care work but outsource less emotional domestic duties to domestic cleaning service companies. This study contributes to new insights by showing that domestic cleaning services are used by households who can afford and require flexible cleaning services offered by outsourced domestic cleaning services.

Right/Wrong: How Technology Transforms Our Ethics

Right/Wrong: How Technology Transforms Our Ethics

Global gender equality and career opportunities for women in regional policy in the Russian Federation members

Global gender equality and career opportunities for women in regional policy in the Russian Federation members

Female Education and Social Change: Changing Perceptions of Women's Roles in Society in the High Mountains of Northern Pakistan

This article investigates the emergence of female education and its social impacts in a remote and male-dominated mountain community through a case study of Nagar District in northern Pakistan. Drawing on qualitative interviews with 24 women from different educational backgrounds and 15 selected male informants, the study reveals a notable increase in educational opportunities for girls and young women within a relatively short time span, and shows how these changes have affected local perceptions of women's social roles. While there are mixed opinions about the usefulness of education for girls—some find that educated women are better housewives and mothers, while others highlight career opportunities for women—female education has clearly contributed to an increase in self-determination of women. Young women now marry later and have fewer children, parents give their daughters more freedom, and education has contributed to an increase in female mobility and to a more confident and visible role of women in community life. While other aspects of social change also play critical roles, this study shows that female education is one important element in the development of a more equitable society in mountains and elsewhere.

Career Advancement for Women in the British Hospitality Industry: The Enabling Factors

Women are historically under-represented in senior management positions in almost all industries. Despite the UK hospitality industry being a major employer of women, there is a clear lack of women in management positions. This research aims to gain insight into the factors enabling women to access senior positions in the UK hospitality industry. Using the gendered organizations perspective, the study analyses female managers’ perceptions about their career advancement within this sector. It identifies key enablers and strategies to facilitate women’s career advancement. The findings reveal that despite improvements in career opportunities for women within the UK hospitality organizations, there is still a long way to go in terms of employment policies and practices that enable women’s career progression, which includes family-friendly practices; proactive and transparent gender equality measures; support networks and mentors; and personal development plan.

Женский вопрос в России: ретроспектива и перспектива

The relevance of studying the question of women’s rights in Russia is determined by the persisting gender gap in the economic and career opportuni-ties of women, their education and health, political rights and opportunities. The question of women’s rights arose as an understanding of the women’s roles and their position in Russian society, identified the issues of social inequality associated with the subordination and discrimination of women. The author proposes approaches to solving the question of women’s rights in the pre-revolutionary, Soviet and post-Soviet periods. The main spheres of social life, the analysis of which requires an answer to the question of women’s rights are family, work, social and political activities of women. Currently, the question of women’s rights has transformed into a gender one, which in its content concerns the social status not only of women, but also of men, it be-comes important to smooth out inequality and bal-ance roles in the transformed social, political and economic reality.

Female in football

Purpose&#x0D; For centuries, men have dominated football organizations in all levels, and the imbalance in status between male and female football is unparalleled in the world of sports. This may affect female football by means of career opportunities, resource allocation and organizational performance. This study will explore managerial, organizational and cultural parameters that have an impact on women’s career possibilities in football organizations as players, coaches and leaders. The following research questions will be explored: In what way do governing mechanisms such as culture, attitudes and values have an impact on female positions in football organizations? How do organizational structures and cultures in football organizations affect women's career opportunities? How do power mechanisms, gender roles and stereotypes, unbalanced resource access, commercial investment impact female versus male football?&#x0D; Methodology&#x0D; Data will be collected among female football organizations in the two top football leagues in Norway. Qualitative data will be collected by interviews, field notes from facilitated face-to-face meetings with World Café dialogue technique and participant evaluations, whereas quantitative data will be collected by surveys and registry data.&#x0D; Implications&#x0D; Female football has received very little research attention, and as such, findings from the present project will give provide novel insight regarding the impact of organizational performance for women’s opportunity for a career in football. Directing attention towards female participation in football organizations may increase participation and positions of trust within the organizations.&#x0D; &#x0D;

The Impact of Colorism on the Career Aspirations and Career Opportunities of Women in India

The ProblemColorism is a preference for light skin tones and devaluing of dark skin. It is a genderized phenomenon, mostly affecting women, that creates social and workplace inequities and negatively affects women of color. In India, colorism is a customary practice perpetuated by cultural beliefs and values, social institutions, and the media. Although studies explore colorism among women of color within workplaces in the United States, qualitative research on the impact of colorism on career aspirations and opportunities of women of color abroad appears to be non-existent.The SolutionProviding education about the impact of colorism on Indian women to HRD professionals can assist with the empowerment of women and address workplace inequalities based on skin tone.The StakeholdersAs today’s global workforce is composed of people of color from various countries, and their cultural values affect their career aspirations and opportunities, human resource development professionals must understand the implications of colorism, particularly in countries where women are less empowered to challenge cultural beliefs and develop skills to address and prevent related workplace issues. The purpose of this article is to discuss how six India-born women experience colorism to increase awareness, fill the gap in the literature, and provide suggestions for engendering Indian women’s career empowerment.

Tackling the Tech Gap: Chang Helping Women Access Technology [Women to Watch

Ann Mei Chang, senior advisor for women and technology in the Secretary's Office of Global Women's Issues at the U.S. Department of State, serving as a Franklin fellow, has a big task on her hands. Her main focus is working on ways that technology can be leveraged to improve the lives of women and girls, particularly in the developing world. This includes three major areas: bridging the gender gap in access to technology, particularly mobile phones and the Internet in developing countries; finding effective ways to leverage technology solutions as a tool for social good and development, such as in health, education, agriculture, government, and entrepreneurship; and job and career opportunities for women in the technology sector.

Job Satisfaction and Advanced Career Opportunities for Women: An Empirical Investigation of Workers in Six Formerly Socialist Economies

Does gender equality in the workplace have consequences for job satisfaction? We use data collected from workers in six formerly socialist economies (Armenia, Azerbaijan, Kazakhstan, Kyrgyzstan, Russia, and Serbia) to investigate the link between the perceived chance that a woman would hold a senior-level position at the firm and job satisfaction. In several groups of survey participants, such a link exists and is positive. Although part of the effect is due to worker personality/attitudes and firm characteristics, the total effect cannot be explained by these factors. Indeed, our results indicate that workers often enjoy higher job satisfaction because they perceive the lack of glass ceiling as a signal of improved own career opportunities. Moreover, it appears that some survey participants enjoy working at the firms that promote gender balance at the top. Generally, the effects are larger and more often statistically significant among men. We talk about possible explanations for these findings. Cross-country differences and policy implications are also discussed.

Policies and Practices of Family Friendliness. Time and Employment Relations in Knowledge Work

In Norway an ideology of gender equality and the universal welfare state has created generous leave arrangements for parents, both mothers and fathers, to make the combination of work and family possible.To recruit competent women and men, knowledge work organisations have to accommodate to working hours that are compatible with the responsibility for a family. In the knowledge economy in Norway we therefore find women and men with higher education trying to act out the ideals of gen- der equality at work and at home. In this paper we explore how family-friendly policies in knowledge work organisations result in family-friendly practices.We do this by analysing two R&amp;D departments belonging to large Norwegian companies in the international market. Both had policies of gender equality and family friendly working time arrangements and career opportunities for women with reduced hours.We show how different employment relations and forms of organisation influenced the work and time practices of the research scientists. Using the concept of social contracts in em- ployment and a relational concept of time, we found that it was more difficult to realise the reduced hours in the organisation that took responsibility for the career and welfare of their employees in a long-term perspective because of the mutual trust and obligations in this relationship.The women in the organisation with more transactional relations where their employment was dependent upon the market and their short-term economic performance, were able to use their accounting system to reduce their hours.The young fathers in the same organisation who were not yet established as experts, could not use the accounting system to limit their hours like the senior women.They needed to work long hours on scientific publications to qualify as researchers to secure their employment. In Norway an ideology of gender equality and the universal welfare state has created generous leave arrangements for parents, both mothers and fathers, to make the combination of work and family possible.To recruit competent women and men, knowledge work organisations have to accommodate to working hours that are compatible with the responsibility for a family. In the knowledge economy in Norway we therefore find women and men with higher education trying to act out the ideals of gen- der equality at work and at home. In this paper we explore how family-friendly policies in knowledge work organisations result in family-friendly practices. We do this by analysing two R&amp;D departments belonging to large Norwegian companies in the international market. Both had policies of gender equality and family friendly working time arrangements and career opportunities for women with reduced hours.We show how different employment relations and forms of organisation influenced the work and time practices of the research scientists. Using the concept of social contracts in em- ployment and a relational concept of time, we found that it was more difficult to realise the reduced hours in the organisation that took responsibility for the career and welfare of their employees in a long-term perspective because of the mutual trust and obligations in this relationship.The women in the organisation with more transactional relations where their employment was dependent upon the market and their short-term economic performance, were able to use their accounting system to reduce their hours.The young fathers in the same organisation who were not yet established as experts, could not use the accounting system to limit their hours like the senior women.They needed to work long hours on scientific publications to qualify as researchers to secure their employment.

Valuing and empowering nurses

Valuing and empowering nurses