Equal Opportunities For Women Research Articles

Harnessing Artificial Intelligence for Women Empowerment and Work-Life Balance Enhancement in Management

This research article explores the potential of Artificial Intelligence (AI) in empowering women in various aspects of life, particularly in management and work-life balance. AI offers a plethora of opportunities to support women's empowerment, and this study highlights several ways in which AI can contribute to their advancement. By offering flexible and affordable learning opportunities, AI can empower women to acquire new skills and knowledge, enabling them to pursue fulfilling careers and leadership roles. In the healthcare sector, AI-powered solutions can improve access to healthcare for women in remote or disadvantaged regions. AI-driven diagnostics and virtual health aides enable early detection of health issues, facilitating prompt and effective treatment. In the workplace, AI can help identify trends in gender inequality, wage discrepancies, and other injustices. Armed with these insights, employers can take specific actions to promote a diverse and inclusive workplace, offering women equal opportunities to advance in their careers. Furthermore, AI-powered personal assistants can assist women in managing their daily responsibilities and schedules effectively, facilitating a better work-life balance. Additionally, AI-powered security and surveillance systems can enhance workplace and public safety, contributing to a safer environment for women to commute, work, and interact. AI can also play a vital role in promoting social change and advocacy for women's rights and gender equality. In times of crisis and humanitarian contexts, AI can offer support in disaster response, resource allocation, and medical aid, catering to the unique challenges women may face in such situations. This research article emphasizes the importance of women's empowerment in society and how AI can act as a catalyst for positive change. By leveraging AI's capabilities while prioritizing the well-being and equality of women, this study seeks to create a more inclusive and empowering environment for women in management and beyond

Towards a Sustainable Future: Gender Equality and Women Empowerment

Gender equality is not merely a basic human right; it serves as an essential cornerstone for fostering a harmonious, prosperous, and sustainable world. Encouraging gender equality initiatives is a method of helping women and improves their everyday lives, the existence of those they care for, and the interests of the community as a whole. Developing women additionally results in better commercial performance, social and economic safety, and more equitable society. In the context of India's patriarchal society, pervasive discrimination and male dominance persist in almost every sector, presenting a critical backdrop for this investigation. Equal opportunities for women in property and ownership, sexual and reproductive wellness, and access to innovation and the internet are critical. Women hold greater levels of office than at any point previously, but empowering more female leaders will allow us to accomplish a greater degree of equality. The concern has greater impact on Sustainable development goals. This paper delves into the progress made, challenges encountered, and strategies required to achieve these goals. By examining the multifaceted dimensions of gender disparities and highlighting successful interventions, this paper aims to contribute to a deeper understanding of the significance of gender equality and women's empowerment in fostering sustainable development.

Does Gender Based Representation Matters in Fostering Political Inclusion of Women in Local Governments? A Case of India

How does the legally established gender quota in local self-government bodies affect the level of representation of women in power? How does the representation of women in power increase effective political participation? Previous studies were devoted to studying the consequences of gender quotas in the authorities and management, but the issue of the model of gender political participation remained neglected. The introduction of gender quotas as a mechanism for ensuring equal rights and opportunities for women in politics and the decision-making process increases women’s political participation and political leadership. The success or failure of planning and decision-making largely depends on the level of political participation. The issues of this work correspond to Goal 5 of Sustainable Development, which provides equal opportunities for women’s leadership at all levels of decision-making in political, economic and public life. The paper analyzes the representation of women in the authorities and management in different regions of the world. The study’s main goal is to determine the relationship between the representation of women in rural local self-government bodies and the consequences of this representation. The data sources were the results of local elections, reports of government ministries and agencies, United Nations reports on gender equality and the empowerment of women, as well as surveys of women representatives of political power in three Indian states (Odisha, Andhra Pradesh, Maharashtra ) — state election data analyzed over the past three decades. The results of this study show that the level of female representation increases annually, although this is not entirely related to political participation. Women’s electoral participation indicates that despite growing women’s participation in local elections, the expression remains unchanged within the established gender quota of 33 to 50 percent. Addressing the gender imbalance in the political environment of three states in India is a result of the introduction and enforcement of gender quotas in politics. The results of this study have practical value for local self-government bodies when developing state gender policy.

Государственное регулирование занятости женщин и профессиональная сегрегация в российской сфере труда – 100 лет истории

This article investigates the dynamics of gender occupational segregation, a crucial parameter that reflects the position of men and women in the workforce and significantly influences gender disparities in pay and working conditions. Over the course of our country's history, efforts have been made to reduce such segregation, highlighting the importance of collecting information to assess the effectiveness of these initiatives. The study provides a comprehensive analysis of political documents and legislative acts from both the Soviet and post-Soviet eras, aimed at promoting equal rights and, in the past three decades, equal opportunities for women and men in the labor market, which have a significant impact on gender segregation in employment. It explores the transformation of perceptions regarding the strategies, methods, and conditions necessary to achieve gender equality. In the early Soviet period, the focus was on the ideological dogmatization of maximizing women's involvement in a wide range of professions and industries. This was accompanied by labor legislation restrictions on female employment in hazardous and demanding conditions (to safeguard health) and measures to protect women during childbirth and child-rearing. During the developed socialist period, an entire system of benefits and preferences was developed to create the most favorable conditions for working women to balance their professional and family responsibilities. This included expanding the list of prohibited professions and occupations for women. In the post-Soviet era, efforts shifted toward prohibiting gender discrimination in the workplace. Labor legislation was transformed to ensure that rights, benefits, and preferences related to child-rearing and care were assigned to both mothers and fathers with family responsibilities. Rights, benefits, and preferences related to childbirth and breastfeeding assigned solely to mothers. Restrictions on female employment in hazardous and strenuous conditions have been reduced, and in some cases, these restrictions have been seen as discriminatory. Additionally, the article analyzes the dynamics of gender differences in the occupational structure of employment for women and men, drawing on historical and contemporary statistics. It reveals that despite changes in the regulation of women's work, their distribution across sectors has consistently differed significantly from that of men. However, a period from the late 1920s to the post-war years stands out as a period of substantial reduction in gender occupational segregation. Subsequently, there was a gradual increase in the level of segregation, which continued with minor fluctuations in subsequent years. The empirical basis for this study relies on data from the Central Statistical Office of the Russian Soviet Federative Socialist Republic (RSFSR) and Rosstat. The statistical analysis of gender segregation dynamics in this study employed the Duncan index, which quantitatively assesses and compares differences between the distributions of women and men across sectors and types of economic activity.

The European Union оrganizational and legal mechanism for ensuring gender equality

The article analyzes the provisions of founding treaties of the European Union, in particular, the Treaty on the European Union, the Treaty on the Functioning of the European Union, the Charter of Fundamental Rights of the European Union, the European Social Charter regarding their consolidation of the principle of gender equality, which has been formed since the adoption of the UN Charter as a fundamental international universal act, contributed to the further development and adoption of norms at the international universal and regional levels based on gender principle. Attention is focused on the features of EU acts and it is stated that they have expanded the principle of equality between women and men, including working conditions, social security, access to goods and services, balance between work and private life, maternity protection, parental leave and equal treatment in the workplace and as self-employed persons.Attention is paid to EU strategic acts in this sphere, including: Strategic commitments to ensure gender equality, Gender equality strategies, Gender Action Plan – putting women and girls’ rights at the heart of the global recovery for a gender-equal world. The directions and obligations contained in the specified acts are disclosed; the EU measures adopted for their implementation (development of relevant recommendations, adoption of directives, preparation of annual reports) are outlined and attention is focused on perspective directions of the Union’s activities in this area.Attention is focused on the activities of specialized agencies, bodies and other structures whose competence include issues of protection of human rights and gender equality as their integral component, among which are indicated: the Advisory Committee on Equal Opportunities for Women and Men, European Ombudsman, European Institute for Gender Equality, EU Agency for Fundamental Rights, European Women’s Lobby, European Network of Legal Experts on Gender Equality and Non-Discrimination. Their powers, legal basis of activity, competence and contribution to ensuring human rights in general and, in particular, the principle of gender equality within the EU, are characterized.

The influence of the professional environment on women leadership: A Quantitative Investigation

Women's leadership positions in India have been significantly impacted by the country's historically male-dominated professional environment. Despite growing public awareness of the need for gender equality, women in leadership roles frequently encounter barriers like prejudice, discrimination, and a lack of support. The leadership potential of women in India is likewise constrained by societal norms. It can be difficult for women to advance in their jobs since they are expected to put their families' needs ahead of their own. However, there has been a shift in recent years towards building more welcoming workplaces that support diversity and equal opportunity for women. To assist women in advancing their careers, many organizations now provide mentoring programmes, leadership development opportunities, and flexible work schedules. In addition, there has been an increase in the number of projects and businesses run by women with the goal of empowering women in the workplace. These initiatives are gradually dismantling the old barriers that have kept women from reaching their full potential in leadership positions. Overall, even while there is still work to be done, the professional environment in India is increasingly improving its support for women in leadership roles.

The Creation of Tradition and the Alteration of Social Structure by the Mystic Baul Fakir Lalon Shah

Workplace diversity has become a common phenomenon in the companies. Organisations are looking at diverse work group as a way to enhance organizational effectiveness. Despite significant promotion of diversity in organization as well as legislations on equal opportunities for women and men, it has been observed that women still remain largely underrepresented in decision making positions. In corporate world, the percentage of women and men 60% and 40% or may be 70% and 30% but when it grow to the higher level like CEO and board of directors it become approximately 85% male and 15% female or may be less than this. In 2019, the Bureau of Labour Statistics reported that women’s wages were 18 percent lower than men’s, on average. This illustrates the metaphor of Glass ceiling – vertical discrimination of women within companies It’s a special form of discrimination that can take the form of : Earning less than man who does the same job ,being treated as incompetent ,missing out on important career opportunities ,feeling isolated , not receiving promotion , getting rejected from a job .Thus ,it includes norms/stereotypes revealed through practices, actions, facts, procedures, or attitudes that are frequently not directly observable . These are subtle, invisible but persistent barriers/obstacles, underpinned by discriminatory, conscious and unconscious practices, and attitudes that hinder access to top/senior management positions for qualified women. This paper is an attempt to better understand the phenomenon of Glass ceiling by considering the various organizational, interpersonal and situational variable attributing towards creating such hindrances for qualified women. More precisely, by considering one of of the most prominent theories of Motivation i.e Herzberg Two factor theory; the paper tries to find out the association between gender and Hygiene factor and Motivator as well.

Status of women leadership in the Indian higher education sector

PurposeIn the two consecutive surveys conducted by the authors in 2015 and 2018, it was found that out of a total of 810 and 1008 Indian higher educational institutions, only 54 and 63 institutions (6.67 and 6.25%) were led by women, 725 and 934 institutions (89.51 and 92.7%) were led by men and 31 and 11 (3.83 and 1.1%) were reported to either have no information about their leaders or those posts were vacant (Banker and Banker, 2017; EduShine Report, 2015 and 2018). The current study is a follow-up attempt so that the knowledge around the status of women academic leaders in Indian higher education (2021) can be upgraded. This paper aims to discuss the aforementioned issue.Design/methodology/approachThe qualitative exploratory research approach was followed for conducting the study.FindingsIt was found that out of the current total of 1151 Indian higher educational institutions, still only 110 (9.55%) are led by women, 1031 (89.57%) are led by men and for 10 institutions (0.86%) data on leadership is unavailable. Important contextual inferences have been made in the discussion section followed by the concentrated literature around the possible reasons for such low representation of women leaders in the global higher education sector.Research limitations/implicationsOne possible limitation of this study is that it does not provide an idea about why there is the highest women leadership in central institutions and the lowest in INIs. Taking the contextual factors into consideration, an extended exploration could have been made of different facilitators and barriers for each type of Indian HEI. The author invites future researchers to conduct this inquiry and come up with certain remedies, which is also one of the limitations of this study. Different enablers and disablers can be found through different primary and secondary research.Practical implicationsIncreased women leadership will bring diversity in the institutions' modus operandi and impact their culture in a great way. It is the prime responsibility of women to break the glass ceiling and come out of their shells. Family responsibilities contribute to their career stress in a great way, and women may balance their personal and professional lives by creating a sound support system in their family. Utilizing domestic help services will liberate them partially from their routine and unimportant duties. This will allow women to focus on more important work related to their careers. Trending nuclear families is also one of the major contributors to low women leadership; joint family pattern may benefit women to nurture and build their career keeping their sanity intact. Institutional decision makers and other stakeholders at work will be sensitized toward different barriers experienced by not only women leaders but also women in lower positions. Men at work across the levels are responsible for creating a more inclusive and conducive workplace for women. Inclusive workplace policies will render women equal opportunities and fair rewards. Ensuring unbiased and prejudice-free work culture will have a positive impact on the self-efficacy level of women which can be validated through their performance.Social implicationsSlow and steady efforts consciously made by both men and women in the workplace for the betterment of women may progressively help overcome the social preconditioning at a macro level.Originality/valueAll the studies reported in this paper have been sequentially conducted and are unique in the Indian higher education system.

Utility of the gender management system in the process of social development and modernization – in search of policy of gender equality and equal opportunities for women and men

Utility of the gender management system in the process of social development and modernization – in search of policy of gender equality and equal opportunities for women and men

Gender Issues in Sweden: Socio-Political and Historiographical Aspects

Gender equality in the political, legal, social, economic, and cultural spheres of modern Sweden is highly relevant to society. This issue affects all aspects of the country's life and is one of the most important points for understanding Swedish identity. The most equal opportunities for women and men are primarily manifested at the state and political levels. In the global media space of the last decade, great attention has been paid to the women's hashtag movement #metoo against cases of sexual harassment by men towards women. This phenomenon has had a significant impact on many aspects of life in Sweden. The susceptibility of Swedish society to gender inequality issues has also been influenced by the scientific achievements of humanities research. Scholars have made significant progress in developing gender issues. If the first works on women's topics were empirical studies that described events involving the weaker sex, then, from the second half of the 1970s historians began talking not about gender equality (jämlikhet), but about gender parity (jämställdhet). The emphasis was not on the biological difference between men and women, but on their social inequality. The new interest of scholars in studying the role of the state in different periods of the history of this country became a novelty in gender historiography in Sweden since the 1990s. It is in the field of studying gender issues in the last five decades that Swedish humanities have achieved the greatest success.

Exploring Feministic Dogmas in Pakistani Web Series: A Qualitative Content Analysis on “Churails”

Highlighting the feministic approach, the study analyzes gender roles along with three major categories i.e., self-realization, women characterization, and misogynistic approach. The study examines first-ever Pakistani web series in order to explore the representation of gender roles through dialogues that is being used to construct an image of socially constructed responsibilities of gender in Pakistani society. By employing liberal feminism as the theoretical framework, the study stresses the idea of individuality and self-realization by providing women equal opportunities in all spheres of life. The concept of self-realization specifically lightens the phenomenon of individuality as it is significant for women to know their value and self-worth in society as an individual. While analyzing the dialogues of web-series, the study conducts qualitative content analysis to interpret the contextual meanings of dialogues which shows that Pakistani web-series represent females as a source of objectification whereas male characters in the series show hate against females. On contrary, the study also discloses that Pakistani web-series are emphasizing the significance of self-realization as many dialogues show that females express their self-worth by raising their voices against crimes and fighting for their own rights

THE IAU-WOMEN IN ASTRONOMY WORKING GROUP AND INCLUSIVITY

The International Astronomical Union Women in Astronomy (IAU WiA) working group (WG) is a part of the IAU Executive Committee that supports the needs and endeavours of women astronomers and initiates actions to advance equality of opportunity for women and men in astronomy. The new organizing committee of the IAU WiA WG was set-up in August 2021 with a 4-point plan, to enhance (i) awareness & sustainability via surveys, (ii) training and skill building, (iii) fundraising & (iv) communication via dissemination of results in conferences, WG Magazines, newsletters, etc. to facilitate the career of women in astronomy. In this publication we provide an overview of IAU WiA WG activities with a special focus on the Training and Skill Building efforts that can be adapted for differently-abled and marginalised women researchers.

Comparative analysis regarding gender equality in decision-making positions in different domains

In recent decades, women have become increasingly present in management positions, and their opinions have begun to be taken into account in both sports and other domains. We believe that participation in decision-making is a significant indicator of gender equality in a society and we hope that our analysis will highlight the current situation in Romania regarding this important topic. The present paper aimed to analyse women’s participation in decision-making at national level by comparing sports with other domains. To achieve this, we retrieved and analysed data from statistics compiled by the European Institute for Gender Equality (EIGE) for seven life domains: sports, science and research, social dialogue, business and finance, judiciary, public administration and politics. We also aimed to compare the participation of women from Romania and the European Union in decision-making in the sports domain. We considered it necessary to conduct this analysis because participation in decision-making is one of the areas in which Romania’s scores are low in terms of equal opportunities for women and men (according to the data provided by the European Institute for Gender Equality, 2019). In the Strategic Engagement for Gender Equality 2016-2019, the European Commission (2015) claims that promoting equality between women and men in decision-making should be an EU priority.

Working Twice as Hard for Less Than Half as Much: A Sociolegal Critique of the Gendered Justifications Perpetuating Unequal Pay in Sports

“The difference is the total amount of revenue. It’s not a gender issue. It’s a revenue issue.” This was Mark Cuban’s response when called out about the pay gap between men’s and women’s professional basketball players by Women’s National Basketball Association (WNBA) player Skylar Diggins-Smith. So often when the question, “Why do male athletes get paid more than female athletes?” arises, the response is, “Because men’s sports generate more revenue.” While men’s sports typically do generate more revenue, people seldom consider why this is the case. Is it because men produce a higher quality product? Is it because men’s sports require more skill? Is it because men tend to win more international competitions? This Note argues that none of these explanations account for the differences in revenue and the subsequent pay gap, and contrary to the opinion expressed by Mark Cuban, the three are inseparable: The wage gap is both a revenue and gender issue. Through the lens of feminist theory and critical race theory, I argue that men’s sports generate more revenue than women’s sports in part because consumer preferences are rooted in internalized racism, sexism, and homophobia.
 A foundational assumption of feminist theory is that, because society organizes people based on stereotypical gender roles, women are expected to perform gender in ways that conform to hegemonic femininity. A key component of critical race theory is intersectionality, which puts forth idea that people experience discrimination because of multiple marginalized identities. Therefore, women who play sports, especially Black women and queer women, directly defy hegemonic femininity by exhibiting characteristics that do not conform to the way society expects women to look and behave. As a result, I argue that one reason why consumers do not want to watch women—let alone women who possess several marginalized identities—play sports, is that these women are not performing gender in the way that consumers expect of them.
 From Kathryn Johnston cutting off her hair in order to play Little League Baseball in 1950, to Katherine Switzer registering under a pseudonym in 1967 to participate in the (then men’s-only) Boston Marathon, women throughout history have fought for equality in the sports industry. With the passage of Title IX in 1972, the future looked promising for creating equal opportunities for women in sports. However, even after the passage of Title IX, we have seen female athletes threatening to boycott major sporting events, protesting unequal facilities, and, most recently, suing governing organizations for gender discrimination.
 Leagues and teams generate most of their revenue from three sources: media rights, gate receipts, and sponsorships. It is no coincidence that these main sources of revenue are largely dictated by consumer viewership and demand. Under the Equal Pay Act of 1963, it is generally illegal for employers to discriminate on the basis of sex regarding wages. Further, in Diaz v. Pan American World Airways, Inc., the Fifth Circuit held that employers cannot discriminate based on consumer preferences unless consumer preferences are essential to a company’s ability to perform its main function or service. This Note argues that because women in sports directly contradict notions of femininity, consumer’s desire to watch women play sports is adversely affected, thereby lowering their revenue-generating potential. As a result, by paying women lower wages based on revenue, leagues, teams, and governing organizations are discriminating against women athletes and coaches based on consumer preferences, thereby potentially violating the Equal Pay Act.
 Part I provides a historical and current look at the state of women in sports. Part II argues that the simple rationale that “men generate more revenue” quells the fight for equal pay because it fails to consider the reality of why men generate more revenue—which is in part attributable to consumer preferences that are rooted in sexism, homophobia, and racism. Part III analyzes sports examples in order to introduce the theoretical underpinnings of feminist theory and critical race theory and the application of these theories to legal doctrine. Lastly, Part IV proposes that the doctrine set forth in Diaz should be expanded and applied to the sports context. Doing so would allow women in sports to argue that an important reason why men generate more revenue is due to consumers internalized sexism, racism, and homophobia; therefore, basing compensation off revenue is discriminating based on consumer preferences.

Sports Diplomacy and Gender: Equal Opportunities for Women in Czech Basketball

Abstract The article focuses on the role of equal opportunities and gender in the sports environment, examining their impacts on the creation and functioning of sports diplomacy. Subsequently, in the form of a case study it first concentrates on the Czech sports environment and women’s representation in international and national sports federations. In the final part, it examines the basketball environment and analyses its individual structures. Women are not sufficiently represented as coaches, referees or officials. Several main challenges are mentioned: the perception of sport as a predominantly male phenomenon, the overall society setting fixed on traditional perceptions of the role of women and men in the Czech Republic, a small number of suitable female sports models, the time-consuming character of the activities, gender stereotypes at work, the absence of suitable conditions for reconciling family and work life and the low self-confidence of female candidates. The article concludes that the Czech sports environment (including basketball) is markedly masculine, and women face a number of barriers, which in practice are reflected in the Czech Republic’s representation in international sport organisations and the way in which sports diplomacy is used as a foreign policy tool.

With a different name, the rose is not a rose anymore: legislative quality and gender equality in the AKP's Turkey

ABSTRACT The 1982 Turkish Constitution established a legal system aimed at ensuring state efficiency and stability more than the full respect of the rule of law. In the last decade, the latter is undergoing a democratic decay. The currently dominant Islamic Populism is reinterpreting fundamental concepts of constitutional democracy to entrench a paternalistic majoritarian vision of the law-making process and of the society. This perspective undermines the principle of gender equality, confirming the denial of LGBTQIA+ rights and increasingly favouring the principle's interpretation in line with the Islamic conception of gender complementarity. Such a limitation in women's enjoyment of equality is quite striking for a country that started the process of women's emancipation and empowerment at the beginning of the twentieth century, coevally with the establishment of the Turkish Republic. Furthermore, this drift raises doubts as to the activity of the parliamentary committee on ‘Equal opportunity for women and men’, established in 2009 with the duty of ensuring the respect for gender equality throughout the law-making process. Does it effectively enhance gender equality in the legislation or is it a mere reputational tool? To answer this question, after having introduced the illiberal features of the current Turkish regime, the activity of the Committee is assessed against the European and Turkish standards on the quality of legislation. Finally, concluding remarks compare the Turkish case with other illiberal authoritarianisms’ discourse on gender equality, underscoring to what extent the Turkish authoritarian drift entails an anti-gender evolution in line with the conservative ideological vision of several other populisms.

Influence of the European Court of Human Rights Practice on the Implementation of the Principle of Gender Equality in Ukraine

The article analyses the modern court decisions of the European Court of Human Rights on the formation and implementation of the principle of gender equality in Ukraine. The research defines that the importance of ensuring equal rights and opportunities for women and men for Ukraine was because Ukraine is a member of all major international and European regional agreements in the field of human rights. The authors state that this is due both to Ukraine's general commitments to promoting respect for human rights and fundamental freedoms and their adherence, as well as the fact that its participation in European integration processes is important for Ukraine. The research stipulates that gender equality provides equal rights for women and men, as well as their same significance, opportunities, responsibilities and participation in all spheres of public and private life. The authors prove that the pioneering work of the Council of Europe in the field of human rights and gender equality contributed to the development of a comprehensive legal framework. Gender equality is one of the organization's priority areas of activity, and the Council of Europe continues to actively address current and emerging challenges and address barriers to achieving real and complete gender equality. The research investigates the provisions of the European Convention for the Protection of Human Rights and Fundamental Freedoms and Protocol No12 in terms of prohibition of discrimination and ensuring gender equality. It also determines that the conceptual principles of these documents are the protection of human rights, support for democracy and ensuring the principle of the rule of law. The article states that, in particular, the modern legal instrument in the field of gender equality is the Council of Europe's Gender Equality Strategy 2018–2023. The document provides for the achievement of the main six goals. These include combating gender stereotypes and gender discrimination; preventing and combating violence against women; ensuring equal access of women to justice; ensuring equal participation of women and men in political and public decision-making; implementation of the strategy for achieving gender equality in politics and all activities; protection of the rights of migrants, refugees, women and girls seeking asylum. The authors prove that the establishment of the European value of gender equality should be ensured both in society as a whole and in its various institutions, in particular. This is primarily to prevent gender discrimination, ensure equal participation of women and men in making socially important decisions, ensuring equal opportunities for women and men to combine professional and family responsibilities, prevent gender violence, etc. Keywords: Gender Equality, European Standards, Legal Mechanism, European Court of Human Rights, Discrimination, Equal Rights.

Career equity in medicine.

Understanding disparities between genders in career equity could help promote equal pay and equal opportunity for women in academia.

LEGAL PROBLEMS OF LEGAL ENTITIES 'LIABILITY FOR DAMAGES TO THE ENVIRONMENT REGULATION

The relevance of this study. Gender inequality in employment is a complex phenomenon that can be observed in organizational structures, work processes and practice. It should be noted that this is a global problem, as equal rights, and opportunities for both sexes have not been fully and comprehensively implemented either in Lithuania or in many other countries. It should be noted that in 1998 Lithuania was one of the first in Eastern and Central Europe to adopt the Law on Equal Opportunities for Women and Men. The analyzed topic is especially relevant, because in both Lithuania and Turkey there are more and more cases of violations of women's rights in labor relations. According to the Special Investigation Service, there is an increasing number of cases of such offenses with signs of discrimination. However, political confidence in Lithuania remains relatively low due to the democratic deficit: democracy is not yet rooted enough to give the public absolute confidence in state institutions, and state institutions themselves do not function in a way that promotes trust in them. All this creates a negative image of the Lithuanian work environment. Some employment authorities are passive in responding to this situation and are not looking for solutions to prevent this phenomenon. There is currently no system in place to reveal or recommend the most effective methods of combating discrimination in employment. The main problem. Analyzing the problematic situation regarding violations of women's rights in labor legal relations, the following main problems can be raised: firstly, it is more difficult for women, as weaker parties to the employment relationship, to protect themselves from guarantees that are not applied to them properly, for example by employers abusing their position by not giving workers raising their days of rest or by not respecting the statutory right to leave. While these violations appear to be of a general nature, they are considered violations of women’s rights. secondly, although discrimination is widely discussed in society, cases of discrimination are not always recognizable. Cases of sexual harassment, or open statements and actions of the employer against a person's gender, age, nationality, are usually imagined in terms of discrimination. Less emphasized types of discrimination remain unrecognized, with the result that the employee does not defend his or her violated rights. thirdly, distrust of state-provided remedies for violated rights still prevails in both Lithuania and Turkey. Often, a large proportion of women have experienced violations of equal rights and opportunities without recourse. The following tasks: 1. To clarify the concepts of women and labor rights. 2. To identify the problems of violations of women's rights in labor legal relations. 3. Examine the implementation of equal rights and opportunities in employment. 4. To present the results of the analysis of violations of women's rights based on the data of the conducted research. The aim of this work Analyse the legal acts ensuring women's rights and identify areas for improvement in the fight against violations of women's rights in labour relations. The paper concluded that discrimination against women in employment often has a negative impact on women's earnings and opportunities, as well as a significant shortage of women in management positions, and women need more time to pursue a career. Probably the main factor that causes women to experience discrimination and rights violations in employment is motherhood. Motherhood and the gender division of labour, for which women have the main responsibility for maintaining their homes and families, are important perpetrators of gender inequality and inequality between women. The novelty the analysis provided insight into today's problems in ensuring women's rights, which will help to draw conclusions and make proposals that could influence the improvement of legislation regulating women's rights. Given that existing research on equal rights is not sufficiently comprehensive and new, and that it focuses on equal rights in general, without excluding women as a subject, research material will be useful for both legal practitioners and researchers who will benefit from the results of this work and will continue the analysis of the issues on this topic. As the result proper implementation of equal rights and opportunities reduces violations of women's rights in employment. The used methodology. The following methods were used in the work: systematic analysis, document analysis, comparative, historical and generalization methods

Challenges of Gender Policy Implementation in the Security and Defense Sector

The authors of the article have studied the problems of ensuring the principles of gender equality in the free trade sector of the security and defense sector. Aspects of gender equality have a special role in ensuring the educational process, managing the free economic zone and overcoming stereotyping of society, especially in the security and defense sector. It is extremely important to ensure the implementation of the principles of gender equality for the formation of a gender-neutral environment in the power sector of the state. This situation is possible only with the use of an integrated approach to equal opportunities for women and men to realize equal rights. The analysis of gender approaches used in free economic education with specific learning conditions on the example of Kharkiv National University of Internal Affairs made it possible to recommend to use best practices of international experience to accelerate the pace and quality of gender implementation at the University. The authors analyze all the activities of the University, which are aimed at ensuring the implementation of the principles of gender equality: institutional change, personnel component, academic disciplines, scientific and educational work of staff, projects, involvement of the international component.
 It has been concluded that higher educational institutions with specific learning conditions launched a comprehensive approach to ensure the implementation of the principles of gender equality both by the University administration and in educational and research activities. However, summarizing the above, it is necessary to emphasize the need to gain international experience to accelerate the pace and quality of gender at the University. Information support from international experts ensures more successful implementation of the principle of gender equality and overcoming gender stereotypes, which are obstacles to building a gender-balanced society.