Gender Cause Research Articles

GENDER PAY-GAP: UTILISING MULTIVARIATE APPROACH TO UNDERSTAND THE CAUSES OF UNEQUAL PAY BETWEEN MEN AND WOMEN IN SOUTH AFRICA

Purpose: The gender pay gap in South Africa has greatly reduced since the implementation of the Employment Equity Act in 1998. However, there is still a pay gap that cannot be sufficiently explained and addressed by government leaders and scholars. Scholars, policymakers, the radical left, and feminists have carefully highlighted and addressed what is considered to be the major causes, such as segregation of women, women's stereotypes, marginalization of women, wage penalties due to time away from work, child nurturing responsibilities given to women, and inequality in salaries and remunerations. However, the World Bank reported that from 2007 on, the gender pay gap in South Africa was no longer showing any sign of reduction. It was stagnant and thereafter oscillating. As such the purpose of this research is to investigate the causes of the stagnation and the oscillation, and to provide recommendations. Theoretical Framework: This research used multivariate analysis theory to make further contributions on the causes of gender pay inequality in South Africa in order to address the stagnation and oscillation of the existing pay gap. Design/Methodology/Approach: The research method used is qualitative approach. The research design comprises men and women who are already in the work industry in both private and public sector. Findings: This research found that gender pay gap in South Africa is caused by women’s family-career crisis as a main contributor, followed by interests and personality traits, equality of opportunity and career selection. Research Implications: This research paper gives light to further research in Women’s family-career crisis as it seems to be the major contributor to gender pay gap in South Africa. The assessment of how impactful family-career crisis is on gender pay gap is also essential in order to understand the magnitude of it on gender pay gap in South Africa. Originality/Value: This research paper found significant causes of gender pay gap such as ‘family career-crisis’ that shows to heavily contribute to the gender pay in South Africa. This might further give clarity to the governments on the existence of gender pay gap. Moreover this research may help in redefining the government policies on the approach of gender pay gap.

Nourishing the Nexus: A Feminist Analysis of Gender, Nutrition and Agri-food Development Policies and Practices.

This article applies feminist critiques to investigate how agri-food and nutritional development policy and interventions address gender inequality. Based on the analysis presented of global policies and examples of project experiences from Haiti, Benin, Ghana, and Tanzania, we find that the widespread emphasis on gender equality in policy and practice generally ascribes to a gender narrative that includes static, homogenized conceptualizations of food provisioning and marketing. These narratives tend to translate to interventions that instrumentalize women's labor by funding their income generating activities and care responsibilities for other benefits like household food and nutrition security without addressing underlying structures that cause their vulnerability, such as disproportionate work burdens, land access challenges, among many others. We argue that policy and interventions must prioritize locally contextualized social norms and environmental conditions, and consider further the way wider policies and development assistance shape social dynamics to address the structural causes of gender and intersecting inequalities.

Etiological Exploration of Gender-Based Violence against Male Survivors in Chongwe District, Zambia

Gender-based violence has for a long time been considered as a women’s issue. For over three decades now, the 16 days of activism against Gender based violence which is commemorated worldwide has been on ending violence against women and girls. Recent studies, however, reveal that men too are victims of Gender based violence and they have continued to suffer in silence. Studies have further revealed that men usually do not report cases of Gender based violence which makes the statistics to be very low and attract little or no attention from stakeholders. GBV against men is largely overlooked and trivialized. It is not an issue that is talked about, yet men continue to suffer from multiple forms of GBV which are physical, sexual, psychological and emotional abuses. These forms of GBV have long lasting effects on male survivors yet very little attention has been directed towards establishing the causes of these abuses against men. Thus, the objective of this study was to establish the causes of Gender based violence against male survivors in Chongwe District. The study used a Phenomenological approach with a sample of 9 male survivors. Data was generated through individual interviews, observations, and focused group discussions. The study findings revealed the following causes: Failing to provide for the family, alcohol abuse, infidelity, and desire for women to dominate. It is therefore, recommended that stakeholders mandated to deal with issues of Gender based Violence adequately respond to male violence and abuse as opposed to trivializing their reports.

Merit Sticks to Men: Gender Pay Gaps and (In)equality at UK Russell Group Universities

Academic studies of gender pay gaps within higher education institutions have consistently found pay differences. However, theory on how organisation-level factors contribute to pay gaps is underdeveloped. Using a framework of relational inequalities and advanced quantitative analysis, this paper makes a case that gender pay gaps are based on organisation-level interpretations and associated management practices to reward ‘merit’ that perpetuate inequalities. Payroll data of academic staff within two UK Russell Group universities (N = 1,998 and 1,789) with seeming best-practice formal pay systems are analysed to determine causes of gender pay gaps. We find marked similarities between universities. Most of the variability is attributed to factors of job segregation and human capital, however we also delineate a set of demographic characteristics that, when combined, are highly rewarded without explanation. Based on our analysis of the recognition of ‘merit,’ we extend theoretical explanations of gender pay gap causes to incorporate organisation-level practices.

Gender-Based Pay Discrimination in Otolaryngology.

Male and female otolaryngologists all attend the same accredited medical schools, complete the same accredited residency programs, and take the same board certification exams; however, female otolaryngologist are paid 77 cents on the dollar compared to their male colleagues. Even after accounting for age, experience, faculty rank, research productivity, and clinical revenue, significant gender pay gaps exist across all professor levels. The goal of this review is to improve our understanding of how and why the gender pay gap and discrimination exists, the harm caused by tolerance of policies that perpetuate gender pay inequity, and what is and can be done to correct gender-based pay gaps and discrimination. The review presents the current status of gender pay inequity in the United States and reports on how otolaryngology compares to other professions both within and outside of healthcare. The gender pay gap is shown to have a negative impact on economic growth, institutional reputation and financial success, retention and recruitment of faculty, and patient care. Many historically incorrect reasons used to explain the causes of the gender pay gap, including that women work less, have less research productivity, or produce lower-quality care, have been be disproved by evaluation of current research. Potential causes of gender pay inequities, such as gender bias, organization culture, fear of retaliation, promotions inequalities, lack of transparency, and senior leadership not being held accountable for equity and diversity concerns, will be explored. Finally, examples of best practices to achieve pay equity will be presented. Laryngoscope, 131:989-995, 2021.

EP1.16-06 Real World Diagnosis and Treatment Outcomes in Patients with EGFR-Mutant Metastatic Lung Cancer

We recently showed that lung cancer incidence and mortality rates have steadily decreased in California between 1990 and 2014. Improvements in overall and yearly survivals were most pronounced for Asian and female patients, and for patients with adenocarcinoma after 2004, when molecularly targeted therapy was introduced (Pan et al., ASCO 2018). The objective of this study was to determine the impact of molecular diagnosis and targeted therapy on survival by time interval, gender, race/ethnicity, and smoking status in patients with EGFR-mutant metastatic lung cancer. This retrospective study included consecutive cases from patients with locally advanced or metastatic EGFR-mutant NSCLC seen at an academic clinic between 2009 and January 2018 with follow up through February 2019. Allele-specific PCR was used before 2014 (Cohort 1, N=94)) and FoundationOne® was used after 2014 (Cohort 2, N=101). Kaplan-Meier curves were estimated for overall survival and stratified by smoking status, gender, and race/ethnicity. Relative survival rates were calculated for 1 year, 2 years and 5 years. A total of 83 and 88 patients with metastatic lung cancer who received ≥1 EGFR TKI were identified in Cohort 1 and 2, respectively. Table below summarizes demographic characteristics, median overall, 1-year, 2-year and 5-year survivals for each cohort. Relative to cohort 1, all cohort 2 subgroups saw improvements in survival. Improvement was most pronounced for never smoker, female, asian and white patients. Survival rates among both cohorts were significantly higher than that of all patients in California during the same periods.Tabled 1EGFR TKI-Treated PatientsCohort 1 (N=83)Cohort 2 (N=88)HR (95% CI)Age (mean ± SD) (years)58.7 ± 11.767.2 ± 14.3Median Overall Survival (months)33.545.30.6 (0.39-0.80)1-year survival rate (%)91.5%93.9%2-year survival rate (%)64.3%79.5%5-year survival rate (%)16.1%43.2%Never smoker: No. Patient (%)52 (62.7%)54 (61.4%)Median survival (months)32.560.20.4 (0.27-0.71)Female: No. Patient (%)51 (61%)54 (61%)Median survival (months)31.678.80.4 (0.27-0.71)Male: No. Patient (%)32 (39%)34 (39%)Median survival (months)31.678.80.8 (0.27-1.39)White: No. Patient (%)59 (71.1%)52 (59.1%)Median survival (months)37.945.30.55 (0.35-0.87)Asian: No. Patient (%)21 (25.3%)26 (29.5%)Median survival (months)34.480.00.50 (0.22-1.06) Open table in a new tab Advances in the diagnosis and treatment for patients with EGFR-mutant lung cancer have increased patient survival times. Further study is needed to determine the causes of gender and ethnicity differences.

Women in Leadership in Latin American Regionalism

Desafíos es una publicación electrónica semestral (publicada en enero y junio de cada año) y editada desde 1999. El propósito de la revista es divulgar entre la comunidad académica y profesional artículos inéditos, relevantes y de alta calidad relacionados con investigaciones en Ciencia Política y Relaciones Internacionales. Los artículos publicados en la revista son arbitrados por pares académicos de reconocida trayectoria en la modalidad de doble ciego.

El papel de la Inspección de Trabajo y Seguridad Social ante la discriminación retributiva por razón de sexo: un análisis a la luz del principio de transparencia = The role of Labour Inspection to the retributive gender discrimination: an study through tr

The purpose of this study was to evaluate the persistence of the causes of gender pay gap in all the Member States of European Union, despite of the efforts to pursue the implementation of the equal pay principle. The analysis es made on the basis of the role played in this regard by Labour Inspection, whose experience shows the need of implementing more effective corrective actions in order to combat pay discrimination, which may be based on improving transparency in pay sistems.

An assessment of the effectiveness of interventions against gender based violence in Zimbabwe: A case Study of Gweru Urban District (1986-2011)

This research has been informed by the ever increasing cases of gender based violence (GBV) globally and specifically in Zimbabwe. There is an acknowledgement that both males and females suffer from gender based violence, however, studies show that women, especially young women, and children of both sexes are most often the victims. Gender based violence comes in different forms which include rape and sexual assault, violence between intimate partners as well as violence associated with war or political instability. As a response to the devastating effects of gender based violence, there are strategies that have been instituted to try to address the causes and effects of gender based violence. However, these strategies have not been effective enough as gender based violence remain high in Zimbabwe. One major drawback in the studies of gender based violence is the lack of agreed standard in the collection and presentation of data on gender based violence. To effectively curb gender based violence there is need for implementation of laws that have been put in place to curb gender based violence as laws on paper without implementation are just as good as having no laws. There is also need to have strategies that address the underlying causes of gender based violence. This can be achieved through the concept of changing the rivers flow which deals with addressing the underlying causes of gender based violence.

The Gender Pay Gap in Nigeria: Causes and Remedies

Pay gap between males and females is a major policy concern in national developmental discourse. The paper examines the causes of gender pay gap in Nigeria. The theories proposed in literature suggest three principal causes: differences in human capital, crowding discrimination, and other forms of discrimination. This paper reviews studies on the pay disparities and examines the many explanations for the disparities. It employs both primary and secondary data sources from the Federal Office of Statistics (FOS) and the survey conducted by the researcher. The population for the study comprised teachers, medical doctors and journalists in three local government areas in Lagos Nigeria. Respondents were randomly selected from each of the three professional bodies. 240 questionnaires were administered across of which 185(77 %) made up of 82 (44.3%) females and 103 (55.7%) males were returned in usable condition. Mean comparisons were used to determine significance of differences between the pay of male and female respondents. To reduce the disparities in pay it recommends actions like legislative measures, general recommendations, monitoring procedures and support for low-paid occupations. DOI: 10.5901/mjss.2013.v4n2p211

Experiences with Queen Bees: A South African study exploring the reluctance of women executives to promote other women in the workplace

This study explores the experiences of women executives and senior managers in South Africa in respect of the Queen Bee syndrome. Queen Bee behaviour is a term used to describe women executives that, after reaching senior positions, alienate other women and hence prevent more junior women from advancing through the ranks. Such behaviour has in the past specifically been observed in corporate environments with a tradition of male domination. This study specifically focussed on the banking sector as an example of a previously male-dominate environment.Twenty-five women executives and senior managers from South Africa’s five national retail banks were interviewed to obtain data on their unique personal experiences and perceptions of Queen Bee behaviour. The qualitative data were then content-analysed.This study is one of the first studies that reports on Queen Bee behaviour in South Africa, and confirms the existence of Queen Bee behaviour in South Africa, despite the efforts in the corporate world to advance the gender cause. While this paper does not provide evidence that women’s advancement and growth in corporate organisations are solely reliant on the support and assistance of other women it, however, indicates the constraints of a hierarchical and male lead work culture in most organisations that could be a block to the promotion of professional women.Future studies are required to investigate the other sectors and to develop tools to detect and discourage Queen Bee behaviour.

Can a Basic Income Lead to a More Gender Equal Society?

To assess whether basic income (BI) can address the multiple causes of gender inequalities the author reviews debates about choices of care and the concept of dependency. She evaluates complementary policies that encourage a combination of care and employment. It is not empirically clear what type of gender equality BI would result in, and whether advocates are expecting too much from one policy tool.