Gender Equality Policies Research Articles

Tensions, Challenges, and Opportunities: Internal Networks Supporting Gender Equality Policy Processes and Structural Change in Universities

Abstract This article examines the role of internal networks in supporting gender equality (GE) units and GE policy processes within universities, focusing on the tensions, challenges, and opportunities that can be encountered. Using two illustrative cases from Spain and employing a qualitative approach, it explores how these networks, bridging top-down and bottom-up approaches, navigate the balance between centralized and decentralized approaches in managing and implementing GE plans and the impact of institutionalization. Research has examined GE policy networks and women’s academic participation, but within-university GE networks are less studied. Tensions arise between institutionalization and feminist activism, coordinated action and idea generation, and local ownership and change agents’ limited authority. Challenges include obtaining institutional recognition while maintaining feminist sensibility, emphasizing the importance of nurturing networks. We highlight the productive power of resistance and the need to capitalize on context-specific opportunities for driving structural change in universities.

Evaluating didactic strategies for teaching mathematics: A Policy–Driven approach to gender equity in Panama’s education system

This article evaluates the Didactic Strategies for Teaching Mathematics (DSTM) program, designed to enhance the teaching of mathematical content in primary and secondary education in a hybrid modality. In alignment with SENACYT’s Gender-STEM-2040 Policy, which emphasizes gender equality as a foundational principle of education, this study aims to assess whether initial teacher training aligns with this policy through the use of mathematical strategies promoting gender equality. A descriptive-correlational approach was applied to a sample of 64 educators, selected based on their responses during the training, with the goal of improving teaching and data collection methodologies. Findings indicate that, although most teachers actively engage in training, an androcentric approach persists, with sexist language and a curriculum that renders girls invisible, hindering the fulfillment of the National Gender Equality Policy in Science, Technology, and Innovation of Panama (Gender-STEM Policy 2040). Additionally, through a serendipitous finding, a significant gap in student activity levels, especially in secondary school, was discovered. While in primary school, activity levels were similar between genders, a decline in active participation among girls in secondary school was observed. This discovery, not initially contemplated in the study’s objectives, provides valuable insights into gender differences in active participation, particularly in higher educational stages. The serendipity suggests the need for further exploration of social, environmental, and family factors that may influence this decrease in girls’ active participation. The article concludes with a preliminary diagnosis and a call to deepen gender equality training and the effective implementation of coeducation in Panama’s educational system.

Assessing Facility Readiness to Provide Equitable Birthing Care in New York State: A Baseline Survey.

Facility policies, practices, and culture contribute to inequities in maternal outcomes. In New York State (NYS), Black birthing people are 4 to 5 times more likely to experience maternal mortality than White birthing people. Understanding the racial, ethnic, linguistic, and gender equity policies at NYS birthing facilities can identify areas of improvement to impact care and outcomes. The design was a cross-sectional study. The setting was NYS birthing facilities, which included hospitals and birthing centers. Facility leadership completed self-reported surveys from December 2020 through June 2021. Facility equity data were obtained across 4 domains: (1) organizational commitment to equity, (2) staff equity training and evaluation, (3) leadership and staff composition, and (4) patient data, voice, and influence. Over half of NYS birthing facilities documented a public commitment to equity in their mission, but only 15% had a written equity plan with processes for monitoring progress. Less than one-third of facilities stated that staff from underrepresented racial, ethnic, and language, gender (REaLG) groups were proportionally represented in leadership and management positions. About half of the facilities reported their staff composition reflects their patient population, but only a quarter analyzed staff REaLG demographics to serve diverse patients. Twenty-eight percent of facilities assess diversity in their board of directors, facility leadership, medical leadership, medical staff, and administrative staff. One-third required staff implicit bias training; 17% collected and used data on patient satisfaction regarding racial equity; and 12% engaged affected communities. Facilities differed in their implementation of policies and practices that support equitable care. Survey data provide facilities with specific areas of improvement to focus their efforts. Equity assessments are an important step for facilities to evaluate their policies and practices and for statewide institutions to develop programming.

Kepemimpinan Perempuan dalam Lembaga Pendidikan Islam

Women's leadership in Islamic educational institutions is the primary focus of this research. This study aims to delve into the contributions, challenges, and policy implications of women's leadership in the context of Islamic education. Employing a qualitative approach and literature review method, this research analyzes various theories and related studies to compile a comprehensive overview of this issue. The findings indicate that women's leadership significantly contributes to the development of Islamic education, both academically and morally. However, challenges such as gender stereotypes, lack of institutional support, and societal perceptions remain obstacles that need to be overcome. A deep discussion on the factors influencing the success or failure of women in leadership positions provides insights into strategies that can be implemented to strengthen women's roles in Islamic educational institutions. Recommendations for educational institutions, governments, and society include enhancing inclusive leadership development programs, implementing gender equality policies, and educating the public about the importance of gender inclusion in education. The implications of this research for Islamic education policies and practices highlight the need for transformation to create a more representative and inclusive learning environment. Thus, this research has the potential to provide guidance for policymakers to enhance women's participation in Islamic educational leadership more broadly.

Montenegrin gender ‘protections’ and the limits of gender equality laws

Our basic argument is that Montenegro has an approach to gender equality law that appears and claims to be gender-progressive but actually (sometimes intentionally sometimes not) perpetuates gender subordination. What looks like a lack of effective enforcement of gender equality provisions is, we argue, actually much more complex. Gender equality laws can be deployed in ways that contravene real equality goals. We also argue that Montenegro it is not alone in the apparent internal contradiction of having high-quality gender laws ‘on the books’ and unexpectedly poor results. Instead, similar situations are widespread, and gender equality legal discourses often lack adequate tools to conceptualize and address their complexities. We propose, then, a different analytical approach to gender equality law that takes into account contradictions in, and regressions inherent in, (some) gender equality policies.

The Effect of Training Quality, Work Environment, and Gender Equality Policy on Loyalty of Female Workers in Ethnic Tourism in Yogyakarta

This study investigates the effects of Training Quality, Work Environment, and Gender Equality Policy on the loyalty of female workers in the ethnic tourism sector of Yogyakarta, Indonesia. Utilizing a quantitative approach, data were collected from 150 female employees through structured questionnaires, and analyzed using Structural Equation Modeling (SEM). The results reveal significant positive relationships between all three independent variables and employee loyalty. Training Quality exhibited the strongest influence (β = 0.663, p < 0.001), followed by Gender Equality Policy (β = 0.470, p < 0.001) and Work Environment (β = 0.335, p < 0.01). The findings underscore the importance of investing in effective training programs, fostering a supportive work environment, and implementing robust gender equality policies to enhance employee loyalty. This research contributes to the understanding of workforce dynamics in the tourism sector and offers practical implications for managers seeking to improve retention and performance.

Forgiveness and Reconciliation Rituals Practiced in North and Central Gondar Zones of Ethiopia

This study explored forgiveness and reconciliation rituals which are practiced in Central and North Gondar Zones of Ethiopia. Most people in these zones live in rural areas, and they practice a patriarchal family system. The study used qualitative interviews to collect data from 10 adults experienced in indigenous conflict resolution practices. The findings of the study identified common types of interpersonal and intergroup conflicts. Identified forgiveness and reconciliation rituals were performed by male adults. These rituals almost always consisted of three phases: pre-forgiveness, forgiveness, and post-forgiveness. The conflict intermediaries always suggested that warring parties create new social relationships such as inter-marriaige to sustain peace. It was evident that these rituals did not observe gender or age equity because female and youth were not included in the processes. This study highlights the implications of peacebuilding, gender equality, and inclusion policy and practices that these rituals hold.

When embracing gender equality endangers women: Experiences of public transport female conductors in Gweru Town, Zimbabwe

This article examines the experiences of female conductors in the public transport sector, particularly the parastatal, Zimbabwe United Passenger Company (ZUPCO) regarding gender equality and women empowerment using the case of Gweru town. It employs the concept of women empowerment as its analytical framework and is based on qualitative research methods involving in-depth interviews with 15 participants comprising female conductors and male drivers. The article argues that the implementation of gender equality policies in the public transport sector without addressing misogynistic attitudes driven by patriarchal norms endangers women rather than empowering them. It found that ZUPCO female conductors experienced humiliating informal initiation into the job, negative labelling, inability to reconcile work and family and sexual abuse and harassment, which undermined the noble goal of enhancing gender equality in the public transport sector. Regardless of these negative effects, female conductors also enjoyed some degree of empowerment through employment and monetary gain, which gave them economic independence. The article concludes that the negative outcomes of embracing gender equality through women’s employment in the public transport sector outweighed the benefits.

Unpaid Labor of Women in Barangay San Juan, Aliaga, Nueva Ecija Towards Sustainable Gender Equality Policy Reforms

Globally, women have been a critical part of every household and agricultural operation. Despite their major contributions in the care economy in maintaining a healthy and sustainable food system, they remain largely invisible because, for a long time, economists depart from valuing unpaid work because of its non-economic value and social constructs. Barangay San Juan is one of the 26 barangays representing 7.47% of the total population of the municipality categorized by PhilAtlas (n.d.) as landlocked, referring to an area that is entirely surrounded by land. Before the agricultural mechanization, farmwomen in the barangay devoted 35 hours a week of unpaid care and 49 hours a week of unpaid farm work assisting the family in farm activities. The mechanization displaced farmwomen and deprived them of income opportunity while continuously providing domestic care to the family. This research aims to investigate the impact of unpaid labor for women in Barangay San Juan, Aliaga, and Nueva Ecija are adhering to Sustainable Development Goal 5 (SDG-5) by recognizing the value of unpaid work. A triangulation approach was employed through a qualitative and descriptive design to assess the effects of unpaid work on gender equality, which revealed a significant amount of time devoted by women in the care economy, hence dismissing their economic opportunity in the labor market. The observed absence led to the proposal of operational gender education, governance in resource mobilization, and inclusion of gender perspectives in ordinances that are critical in achieving equality to increase value recognition of women's labor.

Gender Equality Policies “Confined”: Adopted Frames in the Prison System in Spain

Gender Equality Policies “Confined”: Adopted Frames in the Prison System in Spain

Influence of Parental Attitudes Towards Girls Regular School Attendance in Public Secondary Schools in Morogoro Municipality, Tanzania

The study was designed to examine the factors influencing parental attitudes towards girls' regular school attendance in public secondary schools in Morogoro Municipality, Tanzania. The study was guided by feminism theory based on the framework of gender relations. The study employed descriptive research design. Purposive sampling and simple random were used to determine the sample size from the target population for the study. The content validity of instruments was assured while reliability of the data collection tool was tested using Cronbach coefficient correlation for consistence. Internal consistence of items in the questionnaire was established at r=0.871. The quantitative data was analyzed by using descriptive statistical through Statistical Package for Social Sciences (SPSS) software version 25. While qualitative data was analyzed thematically. The study revealed that, lack of parental attention on their daughters’ education at home, early pregnancy and or marriages, cultural dance such as “vigodoro”, household chores and activities, tendencies of parents not to encourage girl-child education, poor parent’s education and security concern for girls were the major factors that hindered girls from attending school regularly. The study also found that, other factors apart from the socio-cultural factors included, level of the education of parents, parents’ occupation, missing parents, negative attitudes on girls’ education and long distance to school played a significant role in hindering girls from attending school regularly. The study proposed several remedial measures such as construct of girls’ hostel, establishment and or promoting gender equality policies and enhancing girls’ educational opportunities be put in place to facilitate girls’ regular school attendance. It was recommended that, advocating for the policy reforms to support gender equity in education, revising the current policy of fee-free education to be relevant with parent’s economic status and creating supportive school environments would support female students regular school attendance. Community engagement and the awareness campaigns could shift societal attitudes and foster parental support for girls' education. It was concluded that, addressing the socio-cultural factors and economic barriers is crucial for ensuring equitable access to education for girls in public secondary schools

Men in European Union’s gender equality policies

Gender mainstreaming is designed to address the social roles of both women and men. How are men included in gender equality policies? I conduct an analysis of all gender equality strategies and annual reports of the European Commission – a global leader in this field – since 1982. I find that, since the mid 1990s, the Commission has included men as contributors to gender equality (‘problem solvers’). Yet, men’s disadvantages in education and health were only addressed between 2006 and 2015. Later on, men’s problems have been ignored, as they have been increasingly portrayed as a uniformly privileged group, undeserving of European policies. This withdrawal from addressing men’s problems exposes the tension between legitimising policies for one group (women) and addressing the needs of a complementary group (men). A novel approach to gender equality policies should revive the global debate on their meaning and implications. My findings also raise new questions about the power of the European Commission to construct policy target populations.

Implementation of Gender Equality Policy at Village Community Empowerment Office, Population Control, Family Planning, Women's Empowerment and Child Protection (PMDPPKBPPPA) in Barru Regency

Gender inequality has long been a national issue whose handling requires awareness from various parties so that the government issued a gender equality policy contained in the Sustainable Development Goals (SDGs) program with the policy of Law Number 1 of 2017 concerning Gender Mainstreaming. With these problems, researchers will analyze the implementation of gender equality policies at the PMDPPKBPPPA Office of Barru Regency so that gender injustice can be minimized. The method used is a qualitative approach with a case study research type. The results showed that the implementation of gender equality policies has been well implemented supported by George Edward III's theory with indicators of Communication, Resources, Disposition and Bureaucratic Structure. Communication of policy implementers is well established, adequate resource readiness, highly dedicated disposition of implementers and non-overlapping bureaucratic structures. So it can be concluded that the implementation of gender equality policies at the PMDPPKBPPPA Office of Barru Regency has been well implemented even though there are still indicators that need to be improved by policy implementers located on communication indicators where socialization is not optimal.

An Analysis of Women's Roles and Positions in geopolitical organizations

Driven by the global movement for gender equality, women's participation in various fields has gradually increased. This paper describes the evolution of women's roles and status in geopolitical organizations and their current status, and analyzes women's participation in geopolitical organizations, their proportion and positions in leadership, and their influence in policy making. Although the status of women in these organizations has improved, they still face many challenges such as gender stereotypes and inequality. Strategies for promoting the development of women's roles and status in geopolitical organizations include four aspects: formulating and implementing gender equality policies, promoting gender-balanced recruitment and promotion mechanisms, enhancing women's participation in decision-making processes, and establishing women's networks and support systems. These strategies are intended to further promote gender equality in geopolitical organizations and enhance organizational diversity and decision-making quality.

Policy and implementation of gender equality in Indonesian mining companies as an approach to achieve the goals of Indonesian SDGS

Policy and implementation of gender equality in Indonesian mining companies as an approach to achieve the goals of Indonesian SDGS

Gender Affirmative Actions and Greater Participation Female in Politics: Overcoming “Inaptitudes” With Amartya Sen

Objective: The objective of this study is to investigate affirmative actions within the framework of John Rawls' and Amartya Sen's theories, with the aim of analyzing how these theories have influenced the strengthening of the idea of human dignity in contemporary times and the promotion of female political participation. Theoretical Framework: This section presents the main concepts and theories that underpin the research. The focus is on John Rawls' theories of justice and Amartya Sen's capabilities approach, providing a solid foundation for understanding the context of the investigation. Method: The methodology adopted for this research comprises a jurisprudential review and an analysis grounded in a dialectical perspective. Data collection was conducted through the analysis of judicial cases and legal documents, particularly within the Brazilian context of fictitious candidacies and the demand for the implementation of gender equality policies. Results and Discussion: The results revealed the necessity for decisions by national courts in cases of gender quota fraud to also be based on a gender perspective. In the discussion section, these results are contextualized in light of the theoretical framework, highlighting the implications and relationships identified. Possible discrepancies and limitations of the study are also considered in this section. Research Implications: The practical and theoretical implications of this research are discussed, providing insights on how the results can be applied or influence practices in the field of gender equality in politics. These implications may encompass the formulation of public policies and judicial actions in cases of electoral fraud. Originality/Value: This study contributes to the literature by proposing the maintenance of legitimately elected female candidates who did not participate in electoral fraud, and, from this number, the recalculation of the legal quota proportionality, as a means of strengthening the fundamental right to gender equality. The relevance and value of this research are evidenced by the potential application of its results in improving the effectiveness of affirmative actions in the political context.

Gender Equality in Cambodian Higher Education Institutions: A Case Study of the National University of Battambang

This study examines the gender distribution among students, faculty, and administrative staff at the National University of Battambang (NUBB). The research investigates the sociocultural, economic, and institutional barriers to gender equality at the university, assesses the effectiveness of existing gender equality policies and initiatives, and considers the role of university leadership in advancing gender equality and fostering an inclusive culture. A mixed-methods approach was used, combining quantitative surveys with qualitative interviews. The findings reveal that the number of female students significantly exceeds that of male students, yet women constitute less than 25% of the faculty and administrative staff. Despite this disparity, NUBB's commitment to implementing gender equality policies and initiatives is commendable. The university's leadership is dedicated to these efforts and actively supports advancing gender equality, which bodes well for the future. The researchers offer practical recommendations to enhance gender equality at NUBB, contributing to broader efforts to promote gender equity in Cambodian higher education institutions. The results underscore the ongoing need for policy revisions and sustained efforts to address gender imbalances and create a more equitable academic environment.

Maternity leave reform and women's labor supply: Evidence from China

China has extended maternity leave to encourage childbirth. This study specifically investigates the effects of China's maternity leave reform (MLR) on women's labor supply, utilizing a difference-in-difference analysis with data from the China Family Panel Studies. Our findings show that MLR leads to a notable decrease in women's working hours, with an average reduction of 2.6 h per week. However, no corresponding impacts are observed in men's labor supply. Mechanism analysis suggests that these effects may stem from women facing more disadvantaged positions in the labor market, having increased intentions for fertility, and experiencing heightened household responsibilities. These findings hold significant implications for the future design and implementation of childbirth promotion and gender equality policies.

Selling soldiering: Marketisation, gender complementarity and the promise of military femininity in 1990s Sweden

AbstractThis article examines the first large‐scale attempts to recruit women as soldiers and officers in 1990s Sweden, focusing on the techniques and promises employed by the Swedish Armed Forces (SAF). Building on a wide range of documents and audiovisual sources, we demonstrate how the SAF utilised various marketing techniques, including advertisements and sponsorships, to attract and ‘sell’ soldiering to young women. Analysing these efforts through scholarship on neoliberal governmentality and gendered military identity, we argue that these strategies marked the onset of military marketisation, reflecting broader neoliberal trends in 1990s Sweden. Moreover, we show how the SAF's marketing techniques promised women a narrowly defined, complementary, feminine military identity that reinforced existing gender stereotypes in the name of gender equality. Our findings shed new light on the instability of gender equality policies deemed progressive and pioneering and, in contrast, the stability of the global racialised hierarchies that inscribe some nations as gender equality forerunners.

Gender quotas are not enough: the need for multiple strategies to address gender equity in Australian universities

ABSTRACT The paper examines a ‘circulatory’ system of gender inequity in Australian universities where gender bias prevents women from accessing senior decision-making roles and stultifies their capacity to act as gender change agents. It has been mooted that equity quotas for senior roles can derail this circuit of male privilege in academia. Yet a plastic reading of the shape of gender equity policy and practice in Australian universities over the last 40 years reveals an increasing acceptance of individualism, which positions women’s liberation as being achievable through self-responsibilisation. If these discourses remain unchallenged, gender quotas for senior roles alone will likely only benefit those entrepreneurial women admitted to senior positions, rendering the causes of gender inequity hidden and exonerated. Using a novel methodology that combines a ‘plastic’ with a complex systems lens of policy manoeuvres, we suggest gender quotas, accompanied by strategy designed to develop leaders’ gender competency and change agency, are required to support more sustainably equitable work structure within the academy.