Gender Inclusion Research Articles

Practice resource-focused revision: Standardized pedigree nomenclature update centered on sex and gender inclusivity: A practice resource of the National Society of Genetic Counselors.

This focused revision builds on the expert opinions from the original publications of 'Recommendations for human standardized pedigree nomenclature' published in 1995 and updated in 2008. Our review of medical publications since 2008 did not identify any fundamental systematic alternative pedigree nomenclature. These findings attest to the relevance of most of the nomenclature with the critical exception of the nomenclature used to denote sex assigned at birth and gender. While we are not recommending the creation of any new pedigree symbols, a major focus of this publication is clarification of the use of symbols and language in the description of the distinction between sex and gender, with a view to ensuring safe and inclusive practice for people who are gender-diverse or transgender. In addition, we recommend modifications to the way that carrier status is depicted. Our goal is to respect individual differences and identities while maintaining biologically, clinically, and genetically meaningful information.

Towards gender-inclusive job postings: A data-driven comparison of augmented writing technologies.

Job advertisements are often worded in ways that might pose discrimination risks leading to the exclusion of certain groups of applicants, particularly in relation to their gender. Especially in male-dominated professions or leadership roles, the specific linguistic formulation of job postings acquires relevance if more women are to be attracted to apply. Various technologies have emerged that offer automated text screening, some of them even suggesting alternative formulations to increase gender inclusivity. In this study we analyze four software providers on the German market using a corpus of ∼160, 000 job ads from three different platforms. We identify the relevant social psychological research on gender and language that is at the scientific core of these technologies. We show that, despite sharing a common foundation, the four tools assess the potential for exclusion in job postings in a considerably divergent way on multiple levels of comparison. We discuss the levers in the software pipeline of all four technologies, as well as the potential effect of certain implementation decisions, such as string-based vs. semantic approaches to computational processing of natural language. We argue that the ‘technological translation’ of research is extremely involved and further studies of its use in practice are needed to assess the potential for more gender equality.

Testing a model to assess women’s inclusion and participation in community-based resource management in Solomon Islands

Community-based fisheries management (CBFM) is a standard management framework in Melanesia. Yet, there is increasing evidence that women, among other marginalised groups, experience barriers to inclusion in decision-making processes. Through a case study in three communities in Marovo Lagoon, Solomon Islands, we adapted Agarwal’s 2001 participation typology for a Melanesian CBFM context to present a participation model for assessing gender inclusivity in CBFM. We defined six levels of women’s participation, including, (1) no participation, (2) nominal, (3) passive, (4) consultive, (5) active, and (6) interactive (empowering) participation, defined as actively participating in all aspects of the decision-making process, and holding leadership roles that increase women’s influence and power across the community. The model should be broadly useful throughout Melanesia across many different cultural contexts, though we anticipate that aspects will need adaptation in different contexts, both within and beyond Solomon Islands. We found that the three study communities respectively fell within the passive, consultive, and active levels. Our results show that gender parity, that is equal representation of women and men, is not a reliable indicator of gender equity. The utility of the model lies in its implementation, which requires engagement with gender power structures. This work contributes to the gender, small-scale fisheries, and community-based management literature by assessing women’s participation in CBFM decision-making processes through use of a participation model, and providing recommendations to fisheries practitioners on implementation of the model to assess gender equity in a community’s CBFM structures.

The Social Impacts of Circular Strategies in the Apparel Value Chain; a Comparative Study Between Three Countries

The apparel value chain is essential for the livelihood of millions of workers around the globe. However, human rights violations and the lack of a sustained income by apparel workers demonstrate the poor working conditions present in this sector. Circular economy (CE) has been used by incumbent businesses and startups as a framework to achieve sustainability, thus contributing to its economic, environmental and social dimensions. However, there is a lack of knowledge on its social impact. Most of the literature assesses CE’s social impacts by focusing only on the number of jobs created. However, the majority of studies agree on the need to analyse further the quality and inclusivity aspects. This paper explores the social impact of the different circular strategies implemented in three countries. It assesses social impacts related to the quality of jobs, workers’ sustainable livelihood and gender equality and inclusion. Results corroborate that CE social ambition is low, and that current circular strategies follow the same feminisation and precariousness of working conditions found in the linear apparel value chain. Thus, policymakers and businesses alike need to strengthen their CE social ambition; coordinate policy and strategies with different countries stakeholders of the apparel value chain to minimise trade-offs; and safeguard a just circular transition. This research contributes to the body of literature on CE by introducing a social impact assessment framework for circularity called SIAF-CE⚥. Additionally, it provides evidence on the current CE social impact implemented by startups and incumbents in regional and global contexts.

The Status of Women in Emergency Ultrasound Fellowships: A Potential Light for the Future of Gender Inclusion in Academic Medicine.

Background: The objective of this study is to investigate gender differences in the percentage of men and women who have completed an Emergency Ultrasound (EUS) fellowship over a four-year period. Secondary objectives of this study include evaluation of the career paths and accomplishments of women who have recently completed an EUS fellowship. We will also be assessing program characteristics as reported by the program directors.Methods: This was an online survey of all EUS fellowship programs in the United States. Programs were excluded if they were not in existence before July 2020. The survey took place between September 16, 2021, and December 5, 2021. The study was approved by the appropriate institutional review board. Emergency Ultrasound fellowship programs and their respective program directors were identified from a list of participating programs created by the Society of Clinical Ultrasound Fellowships. The survey questions were divided into the following categories: program demographics, questions regarding the program's recent fellowship classes, and questions relating to the program director’s perspective on gender and fellowship.Results: This study utilized a convenience sample, from a roster of 109 programs, with a response rate of 67% by program directors. There was no significant difference in the percentage of men and women who have completed an EUS fellowship over a four-year period. No graduates who identified as transgender or non-binary/gender non-conform were reported. The majority of female fellows (65%) completed a research/scholarly project during their fellowship year (65%) and have held or currently hold a leadership position at their institution (60.3%). When program directors were asked if they felt women were equally represented in EUS fellowship programs, 24 (34.3%) respondents said yes, 18 (25.7%) said no, and 28 (40%) were not sure. When asked if they felt there were barriers that specifically prevented women from pursuing a fellowship, 28 (40%) said yes, 24 (34.3%) said no, and 18 (25.7%) were not sure.Conclusion: There does not exist a significant difference in the percentage of males and females who have completed an EUS fellowship over a four-year period. Completion of an EUS fellowship may provide women the opportunity to participate in research and receive awards for their accomplishments. It may also serve as a pipeline to academic medicine and leadership roles.

Including Everyone, Everywhere: Understanding Opportunities and Challenges of Geographic Gender-Inclusion in OSS

The gender gap is a significant concern facing the software industry as the development becomes more geographically distributed. Widely shared reports indicate that gender differences may be specific to each region. However, how complete can these reports be with little to no research reflective of the Open Source Software (OSS) process and communities software is now commonly developed in? Our study presents a multi-region geographical analysis of gender inclusion on GitHub. This mixed-methods approach includes quantitatively investigating differences in gender inclusion in projects across geographic regions and investigate these trends over time using data from contributions to 21,456 project repositories. We also qualitatively understand the unique experiences of developers contributing to these projects through a survey that is strategically targeted to developers in various regions worldwide. Our findings indicate that gender diversity is low across all parts of the world, with no substantial difference across regions. However, there has been statistically significant improvement in diversity worldwide since 2014, with certain regions such as Africa improving at faster pace. We also find that most motivations and barriers to contributions (e.g., lack of resources to contribute and poor working environment) were shared across regions, however, some insightful differences, such as how to make projects more inclusive, did arise. From these findings, we derive and present implications for tools that can foster inclusion in open source software communities and empower contributions from everyone, everywhere.

Mind the Gap: Reporting and Analysis of Sex and Gender in Health Research in Australia, a Cross-Sectional Study.

Introduction:Historically, medical studies have underrepresented female participants and most research data have been collected from males and generalized to other genders. This article aims to determine if there is a sex and/or gender gap in recent Australian health research.Methods:This descriptive cross-sectional study of the published literature examines recent Australian-based clinical trials for inclusion of sex and gender. Medians and interquartile ranges (IQRs) were calculated for study sample sizes and female:male representation. Proportion of sex and/or gender was analyzed by the clinical specialty of the trials. t-Tests were used to ascertain significance of any difference in recruitment of female and males.Results:A total of 88 articles were included in the analysis. Most studies (n = 63) were randomized clinical controlled trials. Overall women constituted 55% (IQR 30% of all participants). Of the 71 mixed-sex studies, only 8.9% (n = 7) analyzed the data by sex. Women were significantly underrepresented in cardiology and nephrology studies and overrepresented in psychiatry, care of the elderly, and orthopedic studies.Conclusions:When analyzed by specialty, women are overrepresented in specialties considered to be female patient dominated, such as psychiatry and care of the elderly, and underrepresented in specialties such as cardiology and nephrology. The overrepresentation of women in some specialties can reinforce gender stereotypes, potentially harming women. In addition, exclusion of males from these areas of research may be of disservice to men's health.

Gender, wheat trait preferences, and innovation uptake: Lessons from Ethiopia and India

During the post-Green Revolution era, numerous improved wheat varieties were released and disseminated to enhance tolerance to biotic and abiotic stresses and increase productivity. Still, in the wheat-based farming systems of the Global South, gender-based and other social inequalities continue to undermine equitable access to improved varieties, especially for women, poor, and marginalized farmers. Here, we present a case for gender-sensitive technology development, dissemination, and evaluation as part of wheat varietal improvement programs. We take stock of the various challenges that persist in the uptake of modern wheat varieties by male and female smallholders. We focus on Ethiopia and India, two geographies with substantive wheat economies, widespread poverty, and gender inequalities. The socio-economic literature on wheat is relatively thin with limited and dated gender-sensitive evaluation studies on varietal technologies in these countries. Varietal technology evaluations could ideally cover gender differences in relation to wheat varietal trait preferences, technology adoption, and associated decision-making and labor-use changes related to new varieties and complementary technologies, as well as nutritional and economic benefits. The paper calls for a need to change the institutional arrangements in wheat research-and-development (R&D) programs to understand and pursue better paths for wheat improvement to proactively contribute toward gender equity and inclusivity.

“And Then People Are Surprised That Disasters Befall Us From All Directions”: Sport Fans’ Responses to Israel’s First Transgender Soccer Referee Sapir Berman

The current study focuses on sport fans’ attitudes toward the presence of the first transgender soccer referee in an elite league in Israel, and largely reflects the broader discourse on gender diversity and inclusion in general. Soccer referee Sapir Berman’s announcement of her gender transition may have been exceptional, but it joins the broad debate on the role of transgender individuals in sport. Research findings indicate that fans expressed ambivalent reactions to the announcement. Although many responses reflected impressive open-mindedness and support for the referee and her decision, a wide range of opposition strategies was also identified, including disgust, ridicule, violence, and concerns of an existential threat caused by changes in the traditional gender order. The fact that the announcement was made during the COVID-19 pandemic also affected the nature and the contents of fans’ responses.

Civil War Peace Agreements and Gender Inclusion

ABSTRACT In 2000, The United Nations Security Council Resolution 1325 actively promoted the inclusion of women and their perspectives in peace processes, as well as promoted a gender perspective in post-conflict recovery and institution building. The number of gender provisions in civil war peace agreements has increased since 2001 as a result, but not all such provisions serve the same purpose. In this study, we present a provision typology that divides gender provisions into those that seek to empower women and compare them to those that address conflict victimization. We suggest that the context under which the peace agreement takes place, and conditions of the conflict itself, should influence where empowerment and victimization provisions are employed if they are to have the type of impact sought by the UNSC and improve post-conflict outcomes. We test our propositions on all civil war peace agreements occurring between 1990-2018. Findings indicate that gender provisions designed to empower women are unlikely to emerge in societies where they are perhaps most needed. Comparatively, it appears there is less resistance to gender provisions aimed at addressing conflict-related victimization.

814 Evaluating the Impact of Neurosurgical Rotation Experience in Africa on the Interest and Perception of Medical Students Towards a Career in Neurosurgery: A Continental, Multi-Centre, Cross-Sectional Study

Abstract Introduction Africa has the second-highest neurosurgical workforce deficit globally, and many medical students in Africa lack exposure to the field. This study aims to assess the impact of a neurosurgical rotation during medical school in shaping the perception and interest of students towards a career in neurosurgery. Method This is a continental, multi-centre, cross-sectional study. A Google form e-survey was disseminated to African clinical medical students between February 21st and March 20th, 2021. Data was analysed using descriptive statistics and adjusted logistic regression modelling. Results Data was received from 539 students in 30 African countries (n=30/54, 55.6%). The majority of participants were male (n=289/539, 53.6%) and were from Kenya (n=83/539, 15.4%). Most students had undertaken a clinical neurosurgery rotation (n=278/539, 51.6%); the majority reported a rotation length of four weeks or less (n=181/278, 65.1%). Students with clinical experience were less likely to pursue the specialty (p=0.02) and had a stronger perception that it is more difficult for women to pursue neurosurgery (p=0.0001) when compared to those without clinical experience. However, after adjusting for other factors, students with greater than four weeks of neurosurgical exposure were more likely to express a career interest in neurosurgery (odds ratio [OR]=1.75, p<0.04) and men were more likely to express interest in a neurosurgical career compared to women (OR=3.22, p<0.001). Conclusions Our findings support standardised, continent-wide, curriculum development, and advocacy supporting improved gender inclusivity in education and policymaking to improve the quality of neurosurgical exposure during medical school and help tackle the neurosurgical workforce deficit across Africa.

Gender Inclusion and Fit in STEM.

Despite progress made toward increasing women's interest and involvement in science, technology, engineering, and math (STEM), women continue to be underrepresented and experience less equity and inclusion in some STEM fields. In this article, I review the psychological literature relevant to understanding and mitigating women's lower fit and inclusion in STEM. Person-level explanations concerning women's abilities, interests, and self-efficacy are insufficient for explaining these persistent gaps. Rather, women's relatively lower interest in male-dominated STEM careers such as computer science and engineering is likely to be constrained by gender stereotypes. These gender stereotypes erode women's ability to experience self-concept fit, goal fit, and/or social fit. Such effects occur independently of intentional interpersonal biases and discrimination, and yet they create systemic barriers to women's attraction to, integration in, and advancement in STEM. Dismantling these systemic barriers requires a multifaceted approach to changing organizational and educational cultures at the institutional, interpersonal, and individual level.

Influence of Gender in Diabetes Mellitus and Its Complication.

In medicine, there is growing evidence that gender differences are important and lead to variations in the pathophysiology and treatment of many diseases with traits that appear to be particularly relevant in influencing the outcomes of many morbid forms. Today, the inclusion of gender in biomedical research, to improve the scientific quality and scientific relevance of knowledge, of technology is an increasingly present element precisely due to the practical implications that derive from it. Gender differences describe the biological variability between women and men, which is, in turn, related to differences in the information contained in sex chromosomes, the specific gene expression of autosomes linked to sex, the different number and quality of sex hormones, and their different effects on systems and organs, without neglecting the fact that each of the sexes has different target organs on which these hormones act. Additionally, both genders undergo metabolic changes throughout their lives, and this is especially true for women who show more dramatic changes due to their role in reproduction. Gender differences are not only the result of our genetic makeup but are also mixed with socio-cultural habits, behaviors, and lifestyles, differences between women and men, exposure to specific environmental influences, different food and lifestyle styles or stress, or different attitude in compliance with treatments and disease prevention campaigns. Gender differences also affect behavior throughout life, and physical changes can have implications for lifestyle, social roles, and mental health. Therefore, determinism and therapeutic outcome in chronic diseases are influenced by a complex combination of biological and environmental factors, not forgetting that there are many interactions of social and biological factors in women and men. This review will address the role of gender differences in the management of various forms of diabetes and its complications considering the different biological functions of hormones, the difference in body composition, physiological differences in glucose and fat metabolism, also considering the role of the microbiota. intestinal, as well as the description of gestational diabetes linked to possible pathophysiological events typical of reproduction.

SP5.2.6 The Challenges Experienced by Female Surgeons in Africa- A Review of the Existing Literature

Abstract Aims There has not been any comprehensive analysis of the challenges faced by female surgeons in Africa on a continental scale. These challenges, when brought to the forefront, can be tackled by the necessary stakeholders to increase the participation of women in surgery. This article will review the existing literature, across the African continent, to highlight the challenges experienced by female surgeons. Methods We conducted a search using keywords ‘Challenges' ‘Female’ ‘Surgeon’ ‘Africa’ and ‘Bias' on PubMed, Google Scholar, and AJOL from inception till 21st of January 2022. We then searched these keywords on Google in addition to the names of each of the individual countries. 10 papers satisfied the eligibility criteria by discussing the specific challenges that female surgeons faced in practice. Results There was a paucity of data from most of the individual African countries, highlighting the need for more research in this aspect. Out of the 10 published papers that were eligible, problems with work-life balance was the most common challenge with underrepresentation being second. Harassment, insufficient support, disrespect from colleagues, exclusion from activities, and stereotypes were also part of the challenges identified. Conclusion Despite the increasing participation, female surgeons continue to face different challenges ranging from the unfavorable work environment to the pressures put on them by society. This narrative review serves as a stimulant for major health stakeholders in Global surgery to promote gender inclusivity in the African surgical workforce; a feat that will ultimately benefit the people who need access to quality surgical care.

Perceptions of succession planning in family-owned businesses

ABSTRACT India has the third highest number of family-owned businesses (FoBs) globally, yet their intergenerational survival is at risk. The country faces a steep decline in female labor force participation and a “youth bulge,” with 54 percent of the population below the age of 25. The postpandemic era has necessitated the need for small and medium-sized enterprises to reinvent themselves to adapt to the fast-paced digital landscape. The perceptions of human capital and the inclusion of women in family business succession planning are often ignored. The aim of this study is to investigate the relationship of nonfamily employees and gender inclusivity on the survival of family-owned businesses. The authors propose a more inclusive culture in the FoB landscape as they undertake an ethnographic study to review literature between 2017 and 2022 while highlighting the impact of organizational culture to achieve gender egalitarianism and aid the United Nations Sustainable Development Goals.

Embedding ethics of care into sustainable human resource management to foster gender inclusive work culture in engineering

As the social and environmental demands evolve, business organizations specializing in engineering are required to reconsider their gender policies and practices to retain competitive advantage. This conceptual article highlights that the movement towards sustainability could encourage organisations to achieve critical constructs of workplace gender inclusion. This article uses the Sustainable Human Resource Management (HRM) framework and Ethics of Care approach as the theoretical foundation to create a conceptual model on inclusion. The model specifically helps to understand how the assumptions and beliefs of internal organizational stakeholders contribute toward adopting care-based values to promote gender inclusivity in engineering workplaces. In conclusion, the article highlights the need for more empirical research on the Sustainable HRM approach and how it can help to foster an inclusive workplace.

Repressive Equality Regimes: Theorizing the Disconnections in Organizational Equity Practices

For decades Western organizations have been subject to equal opportunity and anti-discrimination laws, gender equality policies, and diversity and inclusion strategies. Still, this paper suggests that there has been little fundamental change to the structure of outcomes for the workforce labelled diverse. This paper draws on data from three Australian organizations with advanced gender diversity and inclusion (GDI) programs to explore why this is the case. Our research found: 1) dominant managerial GDI practices co-exist with multiple, unacknowledged, local discourses and competing interests; 2) managerial GDI practices operate in a system that segregates ‘diverse’ employees and the performance of ‘equity’ work; and 3) GDI strategies inadvertently legitimize dominant western forms of leadership associated with white masculinity. We explain our findings through the concept of ‘repressive equality regimes’: organizational diversity and inclusion practices and policies that confirm an organization’s positive engagement with equality but remain wedded to the structural conditions that perpetuate legitimize unequal social and organizational hierarchies.

Faculty as Catalysts for New Inventors: Differential Outcomes for Male and Female PhD Students

STEM PhDs are a critical source of human capital in the innovation economy. However, their training may not have kept pace with expectations of their contributions, upon graduation, to commercial as well as academic science. We examine whether STEM PhDs engage in patenting as students, becoming new inventors (file their first patent) during doctoral training at leading U.S. universities. Overall, we find that 4% of STEM PhDs become new inventors while training. However, for advisees of faculty who are themselves top (prolific) inventors, this rises to 23%. Indeed, top inventor faculty train over 45% of new inventor PhDs by co-patenting with their advisees. Given concerns over gender inclusion, we also explore whether new inventors are equally distributed by gender. We find that in our sample, the share of female new inventors in patents is 9 percentage points lower than the share of female STEM PhDs. Various mechanisms explain this gap. First, female PhDs are less likely to be trained by top inventor faculty advisors than male PhDs (and more likely to be trained by the smaller number of female top inventors). Second, female PhDs (with either top inventor or other faculty advisors) have a lower probability of becoming a new inventor relative to male counterparts. Importantly, we find that male and female top inventors have similar rates of transforming their female advisees into new inventors at about 8 percentage points lower than for male advisees.

Improving Gender Equality in GVCs: A Comparative Analysis of Interventions in Three Countries

Global value chain (GVC) governance has become an essential part of the international development agenda to promote the inclusion and integration of all GVC's participants at all levels that benefit from the upgrading process. Ensuring gender equality and inclusion at the community level has been overlooked in this agenda, despite the recognition and adaptation of SDG 5 gender equality by governments and businesses worldwide. Previous literature indicates community governance as a supplement GVC governance structure to private, social, and public governance can facilitate livelihood upgrading for rural communities. However, it remains unclear under which conditions both women and men can equally benefit from the livelihood upgrading. To address this gap, this study that draws from GVC governance literature, feminist theory, and institutional theory empirically examined the effect of third-party interventions launched in artisanal mining communities on gender equality and women’s empowerment, particularly the furthest reaches of a GVC when local institutions are weak—using a novel dataset collected from local miners in the Democratic Republic of Congo, Uganda and Zimbabwe. We adopted ten indicators that reflect SDG 5 to investigate the pre-intervention conditions of five mining associations in three countries. Our study offers insights based on evidence-based recommendations for policymakers and practitioners who integrate SDG 5 into their global sustainability strategies. In the form of collective efforts from social and community actors, women and girls can benefit from integrating into the global economy, especially in the first mile of the GVC.

Feminist Perspektiften Klasik Tabakalaşma Teorilerine Bakış

The understanding of traditional science in social sciences has been the focus of feminist criticism in terms of theory, methodology and epistemology after the 1970s. With the feminist paradigm that challenges the male-centered positivist understanding of the science of modernity, that deals with all spheres where women are subordinated and their experiences are rendered invisible; an opportunity has arisen for a transition to a scientific understanding that asks questions that have never been seen before and aim to empower women. However, today it is still not possible to see gender as a central and analytical category in all sub-fields of social sciences. The inclusion of gender in stratification theories, which is one of the most important of these areas, poses serious problems both at the theoretical and empirical levels. In this context, in this article, the place of gender in traditional class and stratification theories and the contributions of dual system analysis developed in feminist thought to this field will be discussed.