Evidence Of Gender Disparities Research Articles

Job insecurity and coworker support among U.S. Workers

The negative outcomes associated with job insecurity have been well established in the literature. Yet, scholars know very little about how job insecurity is related to coworker relationships in the workplace. Informed by the life stress perspective, this study examines the relationship between job insecurity and coworker support among U.S. workers. It also considers whether relationships diverge by gender. We use data from a nationally representative sample of U.S. workers (N = 2,822) to examine these relationships. The results showed that job insecurity was negatively related to coworker support among both men and women, with no evidence of gender disparities. Altogether, the findings suggest job insecurity is damaging to the workplace environment, creating barriers to supportive coworker relationships among both men and women.

Structural Disadvantage: Evidence of Gender Disparities in the Norwegian Pension System

Norway is a world leader in gender equality according to sustainable development performance indicators. This study goes beyond these indicators to investigate systemic economic disadvantages for women, focusing specifically on the Norwegian pension system. System dynamics modeling is used to understand how gender disparity is built into social systems. A significant contributor to the gender inequality in pensions is the difference in lifetime working hours due to childbearing/rearing. There are childcare policies in place to equalize lifetime working hours between the genders; however, these policies require women to conform to the pension system structure and outsource their childcare. The system dynamics modeling illustrates how social investment strategy requires women to conform to a masculine pension system if they want equivalent financial security when they reach retirement.

New evidence for gender disparities in cardiac interventions: ‘CREATE’-ing some clarity

Globally, the burden of cardiovascular disease, especially coronary artery disease (CAD), is increasing in lowand middle-income countries (LMICs). In addition, mortality from CAD in these nations in epidemiological transition strikes relatively younger people [1]. CAD has seen a disturbing rise in its incidence among women and has become the leading cause of mortality. The WHO states that nearly one-third of all deaths among women are caused by cardiovascular disease [2]. Despite this, women in even developed nations are treated less well than men [3]. There are no data from LMICs, from representative studies, on gender disparities in the treatment of CAD. This editorial focuses on gender disparities in treatments and outcomes following an acute coronary event based on findings from a multicenter hospital-based registry in India; the CREATE Registry [4]. Gender-based societal and health disparities have been reported [5]. This is illustrated by a skewed sex ratio (940 women per 1000 men) and by the country’s high maternal mortality rate (212 per 100,000 live births) [101,102]. The 2011 Global Gender Gap report used an index, introduced by the Global Economic Forum in 2006, to benchmark national gender gaps in four critical areas: economic parity, political empowerment, education and health. Even though India has seen an explosive economic growth and efforts are being made to increase women’s political participation, it is ranked below several sub-Saharan African countries. India ranked 105 overall among 135 countries. This low ranking is due to poor health indicators amongst women [103].

The neglected dimension of well-being: Analyzing the development of “conversion efficiency” in Great Britain

In Amartya Sen's capability approach, policy makers can focus on different levels to influence the well-being of a society. A dimension that is usually neglected is improving individuals’ “conversion efficiency”, i.e. the efficiency with which individual resources are converted into well-being. To examine effects of policies on (the development of) this measure we suggest an intertemporal index of conversion efficiency estimated via a nonparametric order- m approach. The approach is exemplified using data from the British Household Panel Survey (BHPS) from 1991 to 2006. We find that over this time horizon between 24% and 29% of individuals were efficient in their conversion of resources into well-being. Moreover, age and self-employment increase an individual's conversion efficiency, while living in London, being disabled and being separated, divorced or widowed all decrease conversion efficiency. Being married also decreases the conversion efficiency and we find few evidence of gender disparities in conversion efficiency.

Who gets the carrot and who gets the stick? Evidence of gender disparities in executive remuneration

AbstractThis paper offers a new explanation of the gender pay gap in leadership positions by examining the relationship between managerial bonuses and company performance. Drawing on findings of gender studies, agency theory, and the leadership literature, we argue that the gender pay gap is a context‐specific phenomenon that results partly from the fact that company performance has a moderating impact on pay inequalities. Employing a matched sample of 192 female and male executive directors of U.K.‐listed firms, we corroborate the existence of the gender pay disparities in corporate boardrooms. In line with our theoretical predictions, we find that bonuses awarded to men are not only larger than those allocated to women, but also that managerial compensation of male executive directors is much more performance‐sensitive than that of female executives. The contribution of attributional and expectancy‐related dynamics to these patterns is highlighted in line with previous work on gender stereotypes and implicit leadership theories such as the romance of leadership. Gender differences in risk taking and confidence are also considered as potential explanations for the observed pay disparities. The implications of organizations' indifference to women's performance are examined in relation to issues surrounding the recognition and retention of female talent. Copyright © 2010 John Wiley & Sons, Ltd.

Who Gets the Carrot and Who Gets the Stick? Evidence of Gender Disparities in Executive Remuneration

This paper offers a new explanation of the gender pay gap in leadership positions by examining the relationship between managerial bonuses and company performance. Drawing on fi ndings of gender studies, agency theory, and the leadership literature, we argue that the gender pay gap is a context-specifi c phenomenon which results partly from the fact that company performance has a moderating impact on pay inequalities. Employing a matched sample of 192 female and male executive directors of UK listed fi rms we corroborate the existence of the gender pay disparities in corporate boardrooms. In line with our theoretical predictions, we fi nd that bonuses awarded to men are not only larger than those allocated to women, but also that managerial compensation of male executive directors is much more performance-sensitive than that of female executives. The contribution of attributional and expectancy-related dynamics to these patterns is highlighted in line with previous work on gender stereotypes and implicit leadership theories such as the romance of leadership. Gender differences in risk-taking and confi dence are also considered as potential explanations for the observed pay disparities. The implications of organizations’ indifference to women’s performance are examined in relation to issues surrounding the recognition and retention of female talent.

La mujer colombiana en la ciencia y la tecnología ¿Se está cerrando la brecha?

This document presents quantitative and qualitative evidence of gender disparities in Colombia, in relation to access to higher education, and to the science and technology system. It shows the results of a project that collected the main statistical indicators, such as access to research resources, decision-making positions, salaries, scholarships, raises, and in general growing possibilities that women scientist have in their careers, vis-a-vis men. In addition to statistical data, the article analyzes ethnographic material gathered in relation to the personal trajectories, training, work development, and family issues affecting women, as a way to identify and eliminate the main obstacles they face in their careers as scientists. One of the findings of the project was that despite the fact that major bias and prejudice against women is almost gone from the science and technology system in Colombia, low level, micro discriminative practices are still very common.

Who Gets the Carrot and Who Gets the Stick? Evidence of Gender Disparities in Executive Remuneration

This paper offers a new explanation of the gender pay gap in leadership positions by examining the relationship between managerial bonuses and company performance. Drawing on findings of gender studies, agency theory, and the leadership literature, we argue that the gender pay gap is a context-specific phenomenon which results partly from the fact that company performance has a moderating impact on pay inequalities. Employing a matched sample of 192 female and male executive directors of UK listed firms we corroborate the existence of the gender pay disparities in corporate boardrooms. In line with our theoretical predictions, we find that bonuses awarded to men are not only larger than those allocated to women, but also that managerial compensation of male executive directors is much more performance-sensitive than that of female executives. The contribution of attributional and expectancy-related dynamics to these patterns is highlighted in line with previous work on gender stereotypes and implicit leadership theories such as the romance of leadership. Gender differences in risk-taking and confidence are also considered as potential explanations for the observed pay disparities. The implications of organizations’ indifference to women’s performance are examined in relation to issues surrounding the recognition and retention of female talent.