Women's Career Research Articles

Navigating the river: Experiences of women academic leaders in Vietnam

Gender inequities in leadership positions in academia persist globally. However, there are significant variations depending on country contexts, and devising strategies to overcome these will require a thorough understanding of the country-specific barriers. While the underrepresentation of women in senior leadership positions has become a burgeoning field of inquiry in recent years, few studies have been conducted to investigate this problem in Vietnam. This qualitative research uses photo elicitation interviews and interpretative phenomenological analysis (IPA) to bridge this gap. It examines six Vietnamese women’s lived experiences as academic leaders and argues that by analysing the metaphors they use, we can extend our understanding of the issues academic women face. In Vietnam, the metaphor of a river that constantly changes represents the careers of women in academia. The study highlights the need to equalise and progressively introduce developmental opportunities to set Vietnamese women up for success in academic leadership. JEL Classification: i2i23

Still Exhausted: The Role of Residual Caregiving Fatigue on Women in Medicine and Science Across the Pipeline.

Understanding the impact of caregiving responsibilities on women in medicine is crucial for ensuring a healthy and intact workforce, as caregiving responsibilities have the potential to affect the careers of women in health care along the entire pipeline, from students and trainees to physicians, physician-scientists, and biomedical researchers.

Patriarchy persists: Experiences of barriers to women's career progression in Italian accounting academia

There are fewer women in the upper echelons of accounting academia in Italy than in other European countries, and fewer female full professors than in other disciplines at Italian universities. The purpose of this research is to investigate the barriers experienced by Italian women in accounting academia and contributes withsuggestions to alleviate these. The paper adopts a phenomenographic approach to identify the ways in which a group of 24 Italian women, at different hierarchical levels, experienced barriers to their academic careers. The study identifies different categories of barriers that combine to prevent female perspectives and progression within accounting academia. Underpinning these barriers is a patriarchal culture that has a significant influence on women’s careers in academia. Thepatriarchal structure in both the workplace and society, engendersdifficulties in maintaining work-life balance, and shapesmale and female roles in the academic workplace.The paper contributes to the literature on gender in the academic accounting discipline, exploring women’s experiences of accounting academia, linkingfindings of a persistence of patriarchy, and arguing for a more feminist academic organisation. This is the first research in this area to use a phenomenographic method to investigate the barriers to career progression for Italian female academics in accounting and in examining the experience of women at different career levels, including those who have left accounting academia. The paper contributes to research on women’s barriers to career advancement, bringing new insights to the understanding of the gender gap in accounting academia and in making suggestions for structural change.

Women’s career advancement: review of literature and future research agenda

Purpose Despite the significance of a gender-diverse workforce, there is a lack of comprehensive review of gender diversity and women's career advancement literature. Moreover, past literature focuses on women-on-board and other subsets based on outcomes like firm financial and non-financial performance, corporate social performance and board interlocks. The purpose of this study is to examine the research on gender diversity and women's career advancement through an analysis of 143 articles published during past decade. Theoretical frameworks, contexts and constructs-based contribution to scholarship were reviewed. The authors attempt to highlight key theories, constructs and contexts and provide direction for future research. Design/methodology/approach A comprehensive systematic literature review of 143 articles spanning January 2008–March 2023 about gender diversity and women’s career advancement was conducted. Findings Majority of the past studies have focused on women on board and top management team, and most of them have been conducted in the context of the USA and China. There is no specific industry which has been covered extensively. Resource dependency, resource-based views and agency theories are the primary theoretical frameworks used in the past studies. Furthermore, these findings suggest the scope to further focus on women’s retention and career growth initiatives, especially at levels other than top levels, for a stronger leadership pipeline. Originality/value This study has been conducted with a focused analysis of the context, constructs and theoretical frameworks, enabling future researchers to decide how and where to focus, to now strengthen retention of women.

Restrictions and Challenges that Prevent Women from Moving up in Leadership and Management Positions: A Frequency Count

The number of women occupying senior management positions in Pakistani universities remains significantly low, with only 8.2% of women holding such positions in 2020, as reported by the Higher Education Commission of Pakistan (HEC, 2021). A recent report by the HEC also revealed that out of the 197 universities in Pakistan, only 16 have female vice-chancellors, indicating the underrepresentation of women in other senior management roles, such as pro-vice-chancellor, registrar, treasurer, and controller of examinations. In order to gain a comprehensive understanding of the factors affecting women's career progression in higher education management, this qualitative study conducted semi-structured interviews with 48 women in various management positions, alongside a focus group discussion. The data was subjected to thematic analysis, revealing the multifaceted challenges and limitations impeding women's advancement to senior management positions. The findings suggest that factors such as women's non-assertive behavior, preferentialism, Queen Bee syndrome, subtle discrimination, lack of professional ambition, and limited awareness of legal rights are the most significant barriers to women's advancement in senior positions. Interestingly, themes related to women's families were found to have the lowest frequency scores

The maze: Reflections on navigating intersectional identities in the workplace

AbstractMyriam's story is the story of a woman who has faced several intersectional barriers throughout her life and career journey, leading her into a “maze” of dead‐ends that has jointly prevented her motion. The telling of this story breaks the conventional masculine patterns of academic writing of recent years and represents a turning point in organizational thought. This piece contributes to the growing body of literature in organizational studies on “writing differently,” which advocates for alternative modes of writing and doing research, particularly feminist writing that incorporates storytelling, composite character, and arts‐based research. The approach taken is informed by the use of metaphor, which provides an additional means to convey nuanced understandings and insights that may not be easily expressed through conventional academic writing. The account illuminates the way social identities operate in tandem with power dynamics, social and national context, patriarchy, and relationality to shape individuals' experiences of oppression and privilege. The discourse emphasizes how these factors interrelate and reinforce one another, giving rise to multiple forms of inequality that have significant impacts on women's professional experiences and careers. It uses inventiveness and creativity to provide an immediate emotional and embodied connection between the reader and the lived experiences of Myriam. By offering an in‐depth written and visual representation that moves beyond “linguistic imperialism,” this paper intends to create a critically reflexive and inclusive space that makes the invisible embedded and insidious experience of oppression visible to a wider and more diverse audience.

Career development: A balance of opportunities and choices.

Career development: A balance of opportunities and choices.

Chilly climate perceived by female engineering undergraduates: an exploratory study using concept mapping.

Women still being a minority in engineering majors, they are reported to face discriminatory treatment in a collegiate environment. "Chilly climate," referring to such a sexist environment, may have a negative impact on women's mental health, academics, and careers. But, what exactly is it that female students in engineering perceive as chilly, and how chilly is it? This study aimed to explore the chilly campus climate perceived by female undergraduate engineering students in South Korea using the concept mapping method. Semi-structured interviews were conducted with 13 participants enrolled for more than four semesters at four-year coeducational universities. After extracting 52 representative statements, the participants were asked to classify them according to content similarity and rate the influence of each statement on their perception of the chilly climate. For concept mapping analysis, multidimensional scaling analysis (ALSCAL), hierarchical cluster analysis (Ward's method), and non-hierarchical cluster analysis (K-means method) were performed. Fifty-two statements were extracted under the following four clusters: (i) "Exclusion and alienation inherent in the culture (Cluster 1)," (ii) "Sexual objectification and lack of gender sensitivity (Cluster 2)," (iii) "Male-centered academic situations (Cluster 3)," and (iv) "Prejudice and generalization (Cluster 4)." A concept map was two-dimensional: an X-axis named "context dimension," with "task: academic" and "non-task: social" at both ends, and a Y-axis named "sexism dimension", having "explicit" and "implicit" at both ends. The order of higher scores in the influence rating is as follows: Cluster 2, Cluster 3, Cluster 1, and Cluster 4. This study is significant because it conceptualizes the subjective experience of minorities in a collegiate environment and provides influence rating results for prioritized measures. The findings will be helpful in formulating educational policies, psychological counseling, and social advocacy activities. Future research should target larger populations, and cover more diverse cultures, majors, and age groups.

Incomplete HPV vaccination among individuals aged 27-45 years in the United States: A mixed effect analysis of individual and contextual factors.

10546 Background: In the United States, the Human papillomavirus (HPV) vaccine is approved for use up to age 45. Incomplete HPV vaccination rates among those over age 26, however, remain high. The aim of this study was to examine the independent effects of individual- and neighborhood-level factors on incomplete HPV vaccine series in the United States (US) among those aged 27-45 years. Methods: This retrospective cohort study used administrative data from Optum’s Clinformatics DataMart Database to identify individuals aged 27-45 years who received 1 or more doses of HPV vaccine between July 2019 and June 2022. Multilevel multivariable logistic regression models were applied to the data on 7,662 individuals aged 27-45 years who were fully vaccinated against HPV or not, nested within 3839 neighborhoods across the US. Results: More than half of the participants in this study (52.93%) were not completely vaccinated against HPV. About 64% of the eligible participants aged 27-30 years did not complete their HPV vaccine series. After adjusting for all other covariates in the final model, being older than 30 years old decreased the odds of incomplete HPV vaccine series. Participants living in neighborhoods of South region of the US had enhanced odds of incomplete HPV vaccine series compared to those residing in Northeast region (aOR 1.21; 95% CrI 1.03–1.42). There was significant clustering of incomplete HPV vaccine series at the neighborhood level. Conclusions: This study revealed that individual- and neighborhood-level factors significantly influence HPV vaccination incompleteness in the US. Interventions to improve HPV vaccination uptake and completion should take into consideration both individual- and contextual-level characteristics during design, planning and implementation of policies and programs to improve HPV vaccination coverage and completion in the US and other similar countries. Acknowledgement Dr. Adekanmbi is supported by a research career development award (K12HD052023: Building Interdisciplinary Research Careers in Women’s Health Program-BIRCWH; Berenson, PI) from the National Institutes of Health/Office of the Director (OD), National Institute of Allergy and Infectious Diseases (NIAID), and Eunice Kennedy Shriver National Institute of Child Health & Human Development (NICHD). Dr. Guo is currently supported by an award (K07CA222343) from the National Institutes of Health, National Cancer Institute (NIH/NCI). Dr. Berenson is supported by an award (PP200048) from the Cancer Prevention and Research Institute of Texas (CPRIT). The content is solely the responsibility of the authors and does not necessarily represent the official views of the National Institutes of Health or CPRIT. Conflict of Interest: All authors report no conflicts of interest.

Burning Matches: Arguments for Improving the Match Process for Physician Trainee Couples.

Burning Matches: Arguments for Improving the Match Process for Physician Trainee Couples.

Women as Urologists in Saudi Arabia: Career Choice and Practice Challenges: A Comparative Cross-Sectional Study.

There is limited research on whether women choose urology as a future career. Therefore, we aimed in this study to assess the influencing and challenging factors among female physicians in Saudi Arabia. We approached552 female physicians, including 29 (5.2%) urologists and 523 (94.7%) non-urologists. A cross-sectional survey was carried out, which included five sections and 46 items to assess and compare the perspectives of (urologists and non-urologists regarding influencing factors to choose urology, challenges toward applying to urology, and challenges during and after urology residency. Statistical analysis was conducted using SPSS software. Responses were presented as frequencies and percentages, while associations were studied using the Chi-squared test/Fisher's exact test. A p-value of ≤ 0.05 was considered significant. Out of 552 female physicians, 466 completed the survey. The survey items compared urologists and non-urologists among female physicians. Among both cohorts, the most influencing factors in choosing urology were the diversity of practice and urological procedures (p =0.002, p<0.001). There were no social barriers or challenges when applying for urology residency (p<0.001). Overall, the majority of female urologists reported a high level of agreement that they have more time to work at the clinic (55.2%), they are satisfied as they are currently being urologists (75.8%), satisfied with their current lifestyle (72.6%). They would choose urology again as a future career (58.6%). Non-urologist female physicians 326 (74.6%) think they are more likely to have experienced gender discrimination than urologists 15 (51.7%) (p<0.001). Female urologists were less likely to face social barriers when applying for urology residency than non-urologists (p<0.001). As urologists, we must understand women's struggles, such as gender discrimination, a lack of academic advancement, and a lack of mentorship. To foster women's careers in urology, we must understand their unique needs, provide adequate mentorship, exterminate gender discrimination bias, and improve mentorship.

Diversity in the global coaching community: Exploring race, gender, identity and belonging

This paper examines data from a global survey of coaches (N=1380) undertaken by the research team in collaboration with EMCC Global, and with the support of a wide range of professional coaching providers, coaching schools and global coaching providers. This paper focuses on diversity within the global coach community, including race, gender and sexual orientation. There were seven hypotheses based on three broad topics: (a) Minorities and marginalised groups in the coaching community (gender, race, region) earn significantly different incomes. (b) Coaches of diversity (gender, race) have different preferences for digital coaching. (c) Coaches of diversity (gender, race) hold different perspectives on future trends in coaching. These were expressed in the seven hypotheses: (i) There will be a statistically different level of income generated by white coaches and coaches of colour. (ii) There will be a statistically different level of income generated by female and male coaches. (iii) There will be a statistically different level of income generated by coaches based within different regions. (iv) There will be a statistically different preference for digital coaching by white coaches and coaches of colour. (v) There will be a statistically different preference for digital coaching by female and male coaches. (vi) There will be a statistically different perspective on future trends in coaching by white coaches and coaches of colour. (vii) There will be a statistically different perspective on future trends in coaching by female and male coaches. The results indicated that region was a significant factor in explaining incomes, but that gender and race were not statistically significant factors. Secondly, there were gender differences in the use of digital coaching. Female coaches or coaches who did not identify as White were more likely to be engaged in digital coaching pre-Covid compared with other coaches, but this gap has narrowed since the global lockdown has drawn more coaches towards digital. Finally, the ‘future trends’ data highlights a number of differences based on gender and race, including the belief by female coaches that regular supervision is essential for professional coaches. The study has implications in terms of acknowledging the flexibility of coaching as a fair pay career for women and secondly the need to make coach training more available for coaches of colour through bursaries offered by providers and accrediting bodies.

The Role of Lifestyle as a Mediator of The Influence of Financial Knowledge on Career Women’s Financial Behavior

Women's financial knowledge is lower than men's paying attention because women control 80% of financial management. How well behaved in managing finances is determined by the level of financial knowledge. This study aims to understand how financial behavior is influenced by the level of financial knowledge and the role of lifestyle. The study focused on career women. Methods of quantitative approach and primary data were used in the study—data collection techniques by distributing questionnaires. A purposive sampling technique determined the total sample of 120 career women in Surabaya. Data analysis test with Structural Equation Modelling (SEM) technique using Smart PLS analyst tool Version 3.0. After the data analysis test was carried out, the results proved that financial knowledge affects financial behavior, lifestyle affects financial behavior and the existence of intermediaries from the lifestyle on the influence of financial knowledge on financial behavior. This research implies that the higher the financial knowledge career women have, the better their financial behavior, and they can improve their lifestyles to form appropriate and directed financial behaviors.&#x0D; Keywords: Financial Behavior, Financial Knowledge, Lifestyle.

A narrative inquiry into women's experiences of menstruation at the workplace in Namibia.

Menstruation's effects on workplace productivity and its impact on women's careers are rarely discussed in public discourse. This paper presents an analysis of thirteen women's accounts of their menstrual experiences at work. The study aimed to understand women's lived experiences of menstruation in the workplace in Namibia and to make recommendations for best practices and policy formulation to help female employees cope with menstruation at work in Namibia. The study adopted a qualitative, phenomenological narrative inquiry research design, and thirteen participants working in various institutions and companies in Namibia were selected through a snowball sampling procedure. Individuals who agreed to participate in the study were given a link to a Google document containing reflective questions. Thematic analysis was used to analyze the narratives. The study findings show that most participants experienced various menstrual-related symptoms ranging from unbearable physical pain or discomfort to heavy bleeding and psychological distress. Menstruating women face workplace challenges, such as a lack of emergency sanitary products and unsupportive superiors. Based on the narratives analyzed, we conclude that menstrual-related symptoms affect work productivity. Participants highlighted that they perform better and are considerably more productive on their non-menstrual days. Participants advocated for a shift in policy to allow flexibility to work from home or get menstrual leave when experiencing severe menstrual symptoms. Such a change will go a long way in making the workplace more accommodating to women.

Perceived 'Glass Ceiling' Dimensions of Women's Career Advancement at Higher Education Institutions: A Confirmatory Factor Analysis

Over the last few decades, the Indian higher education sector is witnessing a significant rise in the number of women in faculty positions. However, their career progression in the academic hierarchy appears to be slow. They tend to remain concentrated toward entry-level positions. The present study aims to identify the perceived 'Glass Ceiling' barriers hindering the career advancement of women faculty members at higher education institutions (HEIs). Secondly, this study attempts to find the impact of perceived 'Glass Ceiling' barriers on the career advancement of women faculty members at HEIs. Using a purposive sampling method, responses from 252 women faculty members designated as assistant professors, associate professors, and professors at HEIs of Jaipur City (Rajasthan, India) were collected through a structured questionnaire. Exploratory factor analysis has been applied to identify the 'Glass Ceiling' barriers, followed by a structural equation model using AMOS to study the impact of the barriers on career advancement. The findings of the study exhibit barriers recognized as gender stereotypes, attitudinal aversions, family and organizational factors which create a 'glass ceiling' effect for women and restrict them to rise in their career progression. The identification of multiple barriers offers a substantial contribution to the policymakers of Indian HEIs.

0142 Too tired to sleep: A social-ecological exploration of insomnia in Appalachian women

Abstract Introduction Appalachian Kentucky contains numerous “hotspots” of insufficient sleep where 25-58% of adults report insufficient sleep 15+/30 nights. Insomnia, a leading cause of insufficient sleep, is present at higher-than-average rates among the NIH-designed health disparity population of Appalachian adults. Given the strong, bi-directional relationship between sleep and health, a better understanding of insomnia in this population is critical. This study focuses on the gender (women) and age group (45+) at highest risk of insomnia and builds on previous qualitative work exploring the intersections of gender and sleep. Methods Participants (N=46) were Appalachian females ages 45+ who self-reported difficulty falling/staying asleep ≥3 nights a week for ≥3 months and used prescription or over-the-counter sleep aids ≥3 months. Semi-structured telephone interviews were recorded with permission and professionally transcribed. The social-ecological model of sleep served as an interpretive framework. We used a multi-stage, inductive coding process informed by grounded theory and aided by NVIVO 12.0 software. Results Participants most commonly cited social-level issues as insomnia-initiating and perpetuating factors. Caregiving, loss of loved ones, and trauma were prevalent, and often experienced simultaneously. For instance, the death of a child resulted in several participants raising their grandchildren. Caregiving stress, and bed-sharing with, grandchildren perpetuated insomnia. Regional and societal norms (e.g., kinship and gender norms) exacerbated participants’ stressors. Secondarily, women cited a combination of individual-level (e.g., menopause) and/or societal-level (e.g., using technology before bed) insomnia factors. Conclusion Our findings illuminate social processes, social structures, and individual-level factors that contribute to the initiation and perpetuation of insomnia among middle-aged Appalachian women. Our data support previous findings that women in this region are more likely than their non-Appalachian peers to raise their grandchildren, while highlighting this kinship arrangement’s insomnia contributions. These insights may aid health care providers and policy makers aiming to address sleep disparities among the health disparity population of rural Appalachian women. Support (if any) Building Interdisciplinary Research Careers in Women's Health Program (NIDA K12DA035150); Igniting Research Collaborations Grant (University of Kentucky [UK] College of Pharmacy); UK Center for Clinical and Translational Sciences (UL1TROO1998).

The Role of Gender-Responsive PTKIS in Women's Career Development

The Role of Gender-Responsive PTKIS in Women's Career Development

Endometriosis and Depression: A Double Agony for Women.

Endometriosis is defined as a condition in which a formation of abnormal endometrial tissue outside the uterus takes place. Irrespective of any ethnic and socioeconomic class, the prevalence of the diseases has been seen among women of reproductive age. Endometriosis has been seen adversely affect the physical, psychological, social, and career of women. This paper aims to identify and describe the experiences and outcomes of endometriosis healthcare by reviewing the existing literature on social and psychological effects of endometriosis. The study serves the purpose of providing insights on women's dual suffering (mental and social health) and critical comments on the present state of knowledge in order to make future recommendations for psycho-social research. The review included systematic search of the articles from various disciplines like, biology, psychology, sociology, anthropology, etc. A structured process of screening with specific inclusion and exclusion criteria was used to select the articles. The analysis of the articles resulted that woman diagnosed with endometriosis reported poor quality of life and the following symptoms such as anxiety, stress, Chronic Pelvic Pain (CPP), anxiety, dyspareunia, and dysmenorrhea. However, depression appears prominent among women diagnosed with endometriosis. There are few strategies mentioned that can be used to deal with endometriosis. The most promising causes of endometriosis include abnormality in immune functioning, atypical endometriotic growth, genetics, epigenetic, embryogenetic theory, and endocrine disruptors. The ill effects have been noted in the following domains of women's life such as work, close relationships, social well-being, and education, deteriorating their quality-of-life manifold. Psychological intervention is required to deal with the disorder as only medical treatment with pain may not be sufficient. Though, the condition can be improved by providing awareness regarding the severity of the disorder at the school and community levels.

Integrating 50 Years of Theory and Research: Suggestions for Directions on Women’s Career Development

This article reviews the methods, major findings, and conclusions of the Fouad et al. review of research on women's work and career development over the last 25 years. Following that, the paper addresses the question posed by Fouad et al. "Why arent we there yet"?, providing several examples of approaches to the development of separate theories of women's career development. The article concludes with counseling, training and societal implications.

Reconstruction of Iddah Career Women from the Perspective of Compilation of Islamic Law and Kyai Husain Muhammad

In the view of Islam, it does not prohibit women who want to play a role in the public space. In KHI, the iddah has been regulated, whereas in modern times it has become a problem for career women who must continue to be active even during the iddah period because these women have to provide for their family. From this this research will discuss the existing construction so that it can be relevant for women who are will run it especially for career women. And questions began to arise as to why the iddah provision greatly discriminated against women, especially career women and how this construction was discussed by KHI and what kind of feminist scholar KH Husain Muhammad was in interpreting women's role in the public world, and this is a type of normative legal research examining written law from historical aspects. which we will use in this journal, and this research. If we look at the data source used in this type of library research, the results obtained by the author are that some scholars are of the opinion that career women may leave the house, if in an emergency and what is meant by this emergency, ulama' ushul fiqh such as Wahbah al-Zuhaili which interprets the meaning of emergency as an urgent need that must be taken care of. a woman whose husband has died, then she has to feed her family, then she is allowed to leave the house, because she is in an emergency.&#x0D; Keywords: Reconstruction; Iddah; Career woman; Islamic Law Compilation; Kiyai Husain Muhammad.&#x0D;