Gender Role Theory Research Articles

Gender Sensitivity and Interest of Grade 7 Technology and Livelihood Education Students

This study was anchored on Gender Role Theory and Cognitive Development Theory. It investigated the relationship between the gender sensitivity and interest of grade 7 students in their technology and livelihood education exploratory courses. The study adopted the descriptive research design and utilized a researcher-made, expert validated research instrument. A total of 120 students were purposively sampled. Results of the study showed that the composition of the respondents is almost evenly participated by male and female. It was also discovered that a vast majority of the respondents’ parents were supportive of their gender preferences and majority of them were at the average or can manage socio-economic status. The findings also showed that the teacher has very high level of gender sensitivity in terms of academic support, emotional support, and socio-relational support. Similarly, data on the status of the seventh-grade students’ interest in TLE exploratory courses indicated very high results. The null hypothesis that there is no significant relationship between the profile of the seventh-grade students and the status of their interest in TLE exploratory courses was accepted. On the other hand, null hypothesis that there is no significant relationship between the teacher’s gender sensitivity and the status of interest in TLE exploratory courses was partially rejected. The results for the teacher’s gender sensitivity in terms of socio-relational support and the status of their interest in TLE exploratory courses with regards to studying with group or partner and eliminating distractions showed significant relationship. It was recommended for the teacher to sustain the practice of ensuring gender sensitivity in terms of academic support, emotional support, and socio-relational support to promote a sense of safety and security among learners particularly to those who are experiencing fear due to their gender preferences. Students are advised to motivate themselves further in their TLE courses. School and other officials should also promote the inclusion of gender sensitivity in offering TLE exploratory courses. Finally, future researchers may conduct studies on the lived experiences of students particularly those who belong to lesbian, gay, bisexual, transgender and queer or questioning (LGBTQQ). This would allow to create a better picture of their deeper thoughts and feelings on their daily experiences.

Review: Theory of Women in Religions, by Catherine Wessinger

One could do sufficient justice to Catherine Wessinger’s Theory of Women in Religions by approaching it primarily as a textbook that offers a wide-ranging introduction to the subject at hand. It is an excellent one—multi-disciplinary, informative about basics and subtleties, evocative, and provocative. I contend that its appeal extends also to those of us who have been involved with this subject matter for decades. It offers numerous entry points to both beginner and veteran for understanding the persistence of various forms of women’s perceived “otherness” in their religious communities and multiple efforts to combat that status. To the longtime student of these patterns and issues, Wessinger’s book offers the additional gift of countering the feelings of ennui (at best) that accompany the existential concern that, in regard to the status of women, the more things change the more they stay the same. Wessinger’s advice in the first chapter is compelling for scholars at varying levels of engagement: “always expect diversity in practice and belief within any given religious tradition” and, “there is always more that can be learned to enhance understanding” (21, italics in Wessinger).Wessinger opens the Introduction with the pivotal question, “Why study women in religions?” She responds to this query through eight extended examples of how women from different traditions and cultures experience limitations on their desires and capacities for ritual and institutional leadership and for the exercise of theological creativity. These limitations, she argues, are grounded in a relentlessly restrictive binary view of gender that holds that women and men are essentially and significantly different in their very humanity. Chapter 1 then discusses methodologies and key terms, delineating the multidisciplinary nature of this work (and this book), grounded in the history of religions approach. It is an approach that casts a wide net and includes the study and translations of texts, history, theology, anthropology, psychology, sociology, and archaeology. I would argue that it includes literary studies, as well.In chapter 2, Wessinger elaborates on the “theory” of the chapter title: that patriarchal societies emerge and develop over time when gendered division of labor takes shape in ways that exclude women from control over the major “products” of their culture, whether agricultural, industrial or intellectual. This exclusion is typically reinforced in complex ways by the religious values of the society, giving rise to a variety of simultaneous and ongoing responses: acquiescence, often coupled with efforts to exercise authority indirectly; efforts at transformation; creation of new religious traditions; departure from a given tradition and, perhaps, from the arena of religion altogether. These strategies are not discrete but typically overlap within a given culture and, different as they are from each other, nonetheless draw strategically from the religious traditions themselves. The chapter puts forth a compelling and complex argument that emphasizes a long view and incorporates many variables of time and place. It relies on examples from the paleolithic to the contemporary and its arguments are grounded, particularly, in archaeology and anthropology. Further, this chapter includes a case against the “invasion theory” once held by Maria Gjmbutas and others that argues for the existence of once-peaceful matriarchal societies.Chapter 3 briefly explores psychological theories of gender roles and women’s self-esteem. In it Wessinger lays out the significance of the “inner work” that must accompany broad social and institutional changes if women are to be considered—and to consider themselves—fully and profoundly human and endowed with the capacities required to participate equally in all aspects of societies. Chapter 4 elaborates on eleven issues for women in religions, ranging from the theoretical to the practical. They include images of the divine, gender roles (including gender identity and fluidity), property rights, marriage and divorce, women as religious specialists, religious leadership, and ritual. The final category of the chapter addresses the concern of “women in religion today.” Wessinger refers to the paradoxical and simultaneous realities of the “gradual” decline of patriarchy in societies and religions as well as observable regressions in women’s status.In a conclusion that sums up the major themes and arguments of the book, Wessinger argues that we are living in a transitional age in regard to patriarchy’s decay and that this upending will require a long process. For those of us engaged in this transitional work, beginners or long-time participants, Wessinger’s work calls to mind a reflection attributed to Oscar Romero (but written by Ken Untener). It begins, “It helps, now and then, to step back and take a long view” and concludes with the reminder that, “We are prophets of a future that is not our own.” In Theory of Women in Religions, Catherine Wessinger offers a framework of interpretation that demands we take a long view, cognizant of the reality that we are on a long journey. In doing so, she makes available multiple interpretive tools to use along the way.

Childcare and housework during the first lockdown in Austria: Traditional division or new roles?

Objective: This study analyses how much time mothers and fathers spent on childcare and housework during and after the first COVID-19 lockdown in Austria (starting in mid-March 2020) and how they distributed that time between themselves.
 Background: Parents needed to reallocate care work between themselves as, on the one hand, kindergartens and schools closed for two months and, on the other hand, employment-related changes arose, e.g., working from home. The results are discussed in light of major theories that address the division of care work: the time availability approach and gender role theory.
 Method: This study employs data from the Austrian Corona Panel Project 2020/21, a web-based survey using quota sampling, which started in the second week of the first lockdown (n=372 for respondents in couples with children below age 15). Altogether, seven waves contain information about time spent on childcare and housework; three were conducted during or right after the first lockdown (April and May 2020) and four between June 2020 and February 2021. Linear and logistic regression models were used.
 Results: Within the whole study period, parents’ total workload (care work and employment) was highest during the first lockdown. The workload was greatest—an average of 15 hours on weekdays—among mothers with children below age six. While mothers shouldered more care work in most families, partners shared tasks equally in around one third of them. Care time depended on employment hours, especially for fathers. Yet, it was higher for mothers with the same level of employment as fathers.
 Conclusion: The COVID-19-related employment changes led to a rise in arrangements that rarely existed before in Austria, e.g., fathers working part-time. Consequently, some fathers took on new roles, especially when they worked from home (mostly among the higher educated), were non-employed (mostly among the lower educated) or worked part-time. The paper concludes by discussing whether those experiences may permanently result in more egalitarian gender roles.

Multimodal Analysis of Man/Husband and Woman/Wife Representations in Two Indonesian Seasoning Television Commercials

Television occupies widespread popularity and is the best and most effective medium for commercials. With the rapid business growth, television commercial (TVC) has been more and more creatively made. TVC producers usually use semiotic resources to represent a certain character. Through this study, we aim to discover the way the man/husband and woman/wife characters are represented in Royco’s The Best Gift is Homemade TVC and Kecap ABC’s Kecap ABC Bantu Suami Sejati Hargai Istri TVC using visual, gestural, and linguistic modes, and whether the representations challenge or support the traditional roles of man/husband and woman/wife and the reason using traditional gender role theory. Our findings show that, in both TVCs, the man/husband and woman/wife are represented modern roles of man/husband and woman/wife. By doing so, the TVCs persuade the target audience, regardless of their roles as man/husband or woman/wife, to cook with Royco and Kecap ABC.Keywords: Multimodality, Representations, Television Commercial (TVC)

The effect of female board representation on the level of ownership in foreign acquisitions

AbstractResearch Question/IssueHow female representation on corporate boards affects firm outcomes that have significant implications for stakeholders is a major corporate governance issue in the 21st century. We examine the effect of female director representation on acquirers' boards on the level of ownership in foreign acquisitions. We further test how the relationship is moderated by institutional distance, that is, the dissimilarities between host and home countries' institutional environments.Research Findings/InsightsUsing a sample of 1118 firm‐year observations in 48 countries from 1997 to 2016, we find that greater female representation on acquiring firms' boards is associated with lower levels of ownership in foreign acquisitions. In addition, we find that only firms with a critical mass of 30% or more women on the board prefer low ownership. We also find that institutional distance, measured as the Mahalanobis distance between countries based on the extracted factor of the regulative institutional profile for each country, magnifies the relationship.Theoretical/Academic ImplicationsUsing the information economics perspective, we decompose acquisition risks into ex ante and ex post hazards. Then by integrating this perspective with gender role theory, we challenge the assumption of unidimensional risk attitudes of female directors. Thus, we contribute to the debate about how female directors affect firms' strategic choices. Further, our findings provide unique insights to international corporate governance research that focuses on how female representation on boards affects firm‐level outcomes. In addition, our finding that institutional difference moderates the effect of female directors highlights that institutional context should be considered for understanding boards' strategic roles.Practitioner/Policy ImplicationsBoard nominating committees should match a firm's board composition to the desired acquisition strategy with respect to the types of risk they wish to undertake. The study also highlights the dilemma that female directors may face in balancing their managerial and gender roles and may assist firms in better addressing these concerns.

Why do Women Volunteer More than Men? Gender and its Role in Voluntary Citizen Reporting Applications Usage and Adoption

By researching why citizens are eager to participate in citizen reporting applications, this study contributes to the understanding of citizen-government interaction in open government. Self-determination theory, gender role theory, and social role theory were employed to evaluate the impact of various motivational factors on individual behavioural intentions to participate in citizen reporting applications, as well as the role of gender in moderating their effects. The model was quantitatively tested by collecting 499 responses through a questionnaire from citizens who had previously utilized citizen reporting applications. The model was validated using partial least squares. The findings reveal that social responsibility, output quality, self-concern, and revenge are the motivational antecedents that have the most influence on individuals' motivation to participate in citizen reporting applications managing to explain 65.9% of behavioural intention variances. Social responsibility is the most significant driver when compared to the others. The study also revealed that gender differences moderate the impact of social responsibility and revenge on user involvement in citizen reporting apps. The current study adds to the existing literature on citizen reporting adoption and usage by examining the motivational factors that affect citizens' engagement across multiple contexts and evaluating the effect of gender in moderating the influence of social responsibility and revenge. Government institutions need to consider gender differences when designing their citizen reporting applications and their associated marketing campaigns.

Gender Roles in the Millennium: Who Pays and Is Expected to Pay for Romantic Dates?

Research on monetary decisions and behaviors in dating relationships is very limited. The purpose of this study was to examine college students' current practice and expectations for date payment for first and subsequent romantic dates in the framework of gender role theory. A sample of 552 heterosexual college students took an online survey that included questions about their actual and expected payment for their first and subsequent dates. Participants also completed several measures regarding their gender roles. The findings indicated that traditional gender norms in dating continue to be popular in the new millennium because in actual practice, men almost always paid the whole bill of the first dates and paid more for subsequent dates. When asked who should pay for the dates, participants also expected men to pay more for first and subsequent dates. Women did show some willingness to share date expenses, although nowhere close to be completely even. The findings also indicated that gender role attitudes played little role in actual practice but had a stronger role in date payment expectations, showing that individuals subscribing to traditional gender inequality views tended to believe that men should pay more for dates.

Family supportive supervisor behavior and promotive voice: When and why are there gender differences in work–family?

PurposeThe purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, the authors’ knowledge about how and when family factors affect employee voice remains underdeveloped.Design/methodology/approachAccording to the resource conservation theory and gender role theory, the authors constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice and tested their research model using a paired data of 332 married employees and their direct supervisors of enterprises in China.FindingsThe findings suggest that family supportive supervisor behavior has a positive effect on employee promotive voice. Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work–family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. Furthermore, family supportive supervisor behavior is more likely to improve female employee work–family enrichment and assuage male employee work–family conflict and thus enhance employee promotive voice.Originality/valueThis study sheds light on the different influential paths of family supportive supervisor behavior on promotive voice of employees of different genders and provides references for enterprises to motivate employees’ promotive voice.

Kesetaraan Gender pada Penyuluh Agama Islam dalam Melakukan Penguatan Komunikasi Pembangunan Agama di Kabupaten Simalungun Sumatera Utara

This research is entitled ‘Gender Equality in Islamic Religious councelors in strengthening Religious Development Communication in Simalungun Regency’. The theory use in this research is the Gender Role Theory proposed by Prof. Alice Eagly in 1987. The object of this research is a female Islamic religious instructor who strengthens communication on religious development in Simalungun Regency, North Sumatera. The method used in this research is descriptive analysiswith a qualitative approach. The analytical technique used in this research is using qualitative descriptive with data analysis by means of in-depth interviews. The result show that in Simalungun Regency, North Sumatera, Female religious instructors had the same important role as male religious instructor, that’s mean there is gender equality.

Does gender diversity matter to hotel financial performance?

This study examines the effects of executive gender diversity (EGD) and board gender diversity (BGD) on hotel financial performance in China based on the framework of the gender role, agency, and resource dependence theories. This research documents a negative effect of EGD and no significant effect of BGD on hotel financial performance. Moreover, the effect of EGD on hotel financial performance captured by return on equity (ROE) exhibits a U-shaped curve, with the profitability measure bottoming out at 21%. Our analysis also shows that a critical mass of 40% of EGD serves as a positive moderator for the EGD-ROE relationship. Beyond this point, gender-balanced executive groups evade negatives rooted in the gender role theory, enjoy positives drawn in the agency and resource dependence theories, and generate superior financial performance compared to all-male executive groups. This research offers important implications for human resource management and policy and regulation formulation.

Family Supportive Supervisor Behavior and Promotive Voice

While employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, our knowledge about how family factors affect employee voice remains underdeveloped. According to the resource conservation theory and gender role theory, we constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice, and tested our research model using a paired data of 332 married employees and their direct supervisors of enterprises in China. Findings suggest that: (1) Family supportive supervisor behavior has a positive effect on employee promotive voice. (2) Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work-family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. (3) Furthermore, family supportive supervisor behavior is more likely to improve female employee work-family enrichment and assuage male employee work-family conflict, and thus enhance employee promotive voice. These findings have insightful theoretical as well as practical implications for managing employee voice.

The Differential Impact of Risk Preferences of Board on Ownership Decisions in Foreign Acquisitions

Drawing on gender role theory and the information economics perspective, we aid in contributing to the ongoing debate of the risk preferences of female directors. Thus we distinguish between types of risk and take the position that the concept of risk is not a monolithic one. By decomposing acquisition risk into ex-ante and ex-post hazards, this cross-national study investigates how female representation on acquirers’ boards affects the level of ownership in foreign acquisitions. We further test how the relationship is moderated by institutional distance. Using a sample of 1,118 firm-year observations in 48 countries from 1997-2016, we find that greater female representation is associated with lower levels of ownership. We also find that institutional distance between home and host countries magnifies this relationship. Our findings support our arguments that female directors prefer different types of risk than their male counterparts, which drives choices about the appropriate level of ownership. We challenge the assumption of rational-risk assessment and unidimensional risk attitudes of female directors, offering unique theoretical implications. Recognizing that the presence of female directors influences the type of preferred risk in acquisitions provides insights that may help match board composition to the optimal risk profile of a firm.

“Maybe baby?” The employment risk of potential parenthood

AbstractResearch grounded in gender role theories has shown that women face numerous employment disadvantages relative to men, with mothers often facing the greatest obstacles. We extend this literature by proposing that motherhood is not a necessary condition for women to face motherhood penalties. Instead, managers' expectations that an applicant will have a child in the near future (i.e., “maybe baby” expectations) increases their perceptions of risk associated with employing childfree, childbearing‐aged women—but not men. Investigating the intersection of gender and age, and integrating economic theories of discrimination, we conceptualize hiring as a risk assessment process, proposing that managers' risk perceptions drive more precarious employment conditions for this group of women. Results from a field study with early career employees (Study 1) and a randomized experiment with hiring managers (Study 2) support our predictions across attitudinal (e.g., desire to offer a temporary job contract; Study 2) and objective indicators (e.g., having a temporary job contract; Study 1); female applicants can also mitigate this “maybe baby” risk by signaling a lack of interest in having children or by emphasizing their commitment and work ethic (Study 2). Our findings suggest that the perceived risks of parenthood can be hazardous for child‐bearing‐aged, childfree working women who simply may become parents (vs. men and mothers; vs. childfree women who are significantly younger or older than the average age of the first childbearing in the local context).

What’s It Like Inside the Hive? Managerial Discretion Drives TMT Gender Diversity of Women-Led Firms

Do women promote other women? We investigate this question through the lens of gender role theory and managerial discretion. While the trickle-down effect suggests that women in positions of power are likely to promote other women, the queen bee phenomenon indicates that senior women distance themselves from other women. We argue these two conflicting perspectives have developed because (a) much of the literature has considered the influence of board gender representation on top management team (TMT) gender representation, ignoring the role of the CEO, and (b) an important tenet of the queen bee phenomenon has been overlooked in that women who perceive an ability to challenge traditional gender norms are less likely to engage in queen bee behavior. Thus, we suggest women CEOs, who are in a unique position of both importance and isolation, are less likely to promote other women to the TMT due to the gendered context in which they are employed, but as the CEO’s capacity to enact change (i.e., managerial discretion) increases, so too does their ability to challenge traditional gender norms. More specifically, we hypothesize and find that while the presence of women CEOs negatively relates to the proportion of women on the TMT, this relationship is weakened by CEO power, lack of board vigilance, and environmental munificence. Post hoc analyses demonstrated that while a trickle-down effect occurs from the board to the TMT, these mechanisms may not exist at the CEO-TMT interface, highlighting the importance of considering the role of CEO discretion in enhancing executive gender diversity.

Conditioned to care: Gender differences in entrepreneurs’ socially responsible behaviors

ABSTRACT Relatively little research examines the microfoundations of social responsibility in the small business setting, despite the demonstrated importance of entrepreneurs’ socially responsible behavior to their communities. Prior research suggests that although men and women are similar in their propensities to engage in helping behaviors, gender remains an important consideration. We integrate the sorting model from the civic engagement literature and enlightened self-interest with gender role theory to examine why and how entrepreneurs vary in socially responsible behaviors. Our results demonstrate that male and female entrepreneurs are similarly motivated by enlightened self-interest, but the sorting model of education better explains male entrepreneurs’ social responsibility.

MARKETIZATION OF RESEARCH ACHIEVEMENTS OF UNIVERSITIES AND THE STARTUPS OF FEMALE SCHOLARS IN COASTAL CHINA

There are more and more researches on academic entrepreneurship in coastal China, but the research on female scholars’ entrepreneurship is very rare. At present, female scholars occupy one-third of the total number of scholars, so it is a profound and valuable question how to promote female scholars to take part in the marketization of research achievements and to start up business. From the perspective of human capital and social gender role theory, the paper makes the double-case research to find some problems in the process of transformation from female scholars to female entrepreneurs. For example, the influencing factors are more and complex, the entrepreneurial process is more difficult. The paper’s research conclusion can enrich the academic entrepreneurship theory and provide the important reference value for the role transformation of female scholars in the startups. At the same time, it can also help universities and governments to establish the relevant scientific and technological entrepreneurship policies.

Women on board, firm size and cash holding: Empirical evidence from the developing country

Effective corporate board supervision might be a viable solution to the agency problem of excessive cash holdings (Fama & Jensen, 1983). Thus, this study aims to examine how the participation of women on corporate boards affects cash management. The study looks at how the size of a company affects the relationship between female board members and cash holdings, especially at high and low cash holding levels. A total of 373 publicly-listed companies in seven industries from 2008 to 2017 were chosen as research samples using purposeful sampling. Furthermore, static panel data processing was also used. The results showed that women on boards had a favorable and important impact. This study discovered a positive and significant WOB (women on board) coefficient, implying that companies with women on board had relatively more cash on hand. This result supports the trade-off and gender role theory predictions. However, the relationship between firm size and cash keeping is negative, but insignificant for all models. Different impacts were discovered by separating a sub-sample of companies with high and low cash holding rates. Women on the board of companies with large cash holding have a significant negative effect on cash holding. The partnership between women on boards and cash holding yielded negligible results. These findings have implications for regulators and corporate decision-makers in terms of board gender equality.

The relationship between mentor support experiences and STEM graduate student career optimism

PurposeUsing social cognitive career theory in tandem with gender role theory, the current research examines how instrumental and socioemotional mentor support experiences are linked to mentee career optimism among a sample of STEM graduate students. More specifically, this study examines how self-efficacy and school satisfaction mediate the relationship dependent on the gender of the student as well as the gender of the mentor.Design/methodology/approachA total of N = 828 (n = 408 women, n = 420 men) graduate students enrolled in one of 119 public STEM graduate programs in the USA participated in an online survey.FindingsResults suggest that student gender did not moderate the proposed mediation model. However, the instrumental support experiences → self-efficacy → career optimism mediation relationship was moderated by mentor gender with female mentors strengthening the relationship between mentor support experiences and optimism. Finally, same-gender mentor–student dyads experience consistency of school satisfaction regardless of instrumental mentor support experiences compared to the heterogeneous gender mentor–student dyads where school satisfaction is positively associated with mentor instrumental support.Originality/valueThis study expands Lent et al.'s (2015) social cognitive career model by providing an analysis of independent parallel mediation paths to examine the direct link between mentor support experiences and career optimism through self-efficacy and school satisfaction. Based on the findings, graduate programs should emphasize the importance of mentor support experiences and help graduate faculty explore how they can best provide mentor experiences to their mentees.

How gender stereotypes shape venture growth expectations

Drawing on gender role theories and related evidence of the influence of stereotypes on individual judgments and behaviors, this study examines how masculine stereotyping of entrepreneurs might affect business owners’ expectations of their firms’ growth. In particular, it explores several moderating effects: individual-level factors, such as the gender traits that business owners ascribe to other entrepreneurs and their own gender identity, as a psychological construct, as well as the industrial context in which the businesses operate. An empirical analysis of business owners in 10 countries reveals that women entrepreneurs who identify with feminine traits and ascribe strongly masculine characteristics to entrepreneurship expect their businesses to grow at a lower rate. The influence of stereotypes is relevant only in industries in which the representation of women entrepreneurs is low though, presumably because gender salience, as amplified by women’s minority status condition in the industry, triggers stereotype threats.

Gender in Medical Education in Turkey: The Intern Perspective.

Introdution: Gender insensitivity (lack of gender awareness) in the physician’s professional role and practice can lead to outcomes such as gender discrimination and gender-based harassment in various areas, such as medical education, career opportunities, and specialty selection. The purpose of this study was to reveal the place that the concept of gender occupies in medical education in Turkey by canvassing the opinions of final-year medical students regarding theories of gender roles and socialization, academic capitalism, and liberal feminism.Methods: This study was a Cross-sectional survey. The study population consisted of 1739 interns in six medical faculties in four different geographical regions of Turkey. The reason behind the selection is having different socio-economic factors. Students were selected by simple random sampling technique. For determining it is jumped five students from the lists in faculties. For the validity and reliability of the 14 survey questions, 5 expert opinions were examined and the preliminary instrument was applied to 10 students. Chi-square test was used for comparative analysis.Results: The students who stated that their gender had not affected their educational lives during clinical training reported that it had adversely impacted their internships (p<0.001). More male students than female ones stated that male physicians were more confidence-inspiring and more industrious, that they managed better, and that they were more likely to recommend a male surgeon. A high number of students reported being undecided on the subjects of concepts or behaviors concerning gender/gender inequality.Conclusion: We recommend greater focus on role modeling and purposeful teaching of gender concepts from the earliest stages of medical education, with particular concentration on gender culture within a process of change involving all hospital personnel in order to prevent gender discrimination.