Higher Representation Of Women Research Articles

The Impact of the District’s Magnitude on the Gender Composition of the Municipal Deputy Corps

The purpose of the study is to explain the difference in the proportion of women deputies in the representative bodies of different municipalities. The author assesses the impact of the electoral districts size on the gender composition of municipal legislative bodies (dumas). A review of theoretical and empirical works shows that more women are elected to Parliament under the proportional representation system than under the majority system with single-mandate constituencies. According to the author, the decisive factor is not the type of the electoral system, but the size of the electoral district. Two working hypotheses were formulated. According to the first, representative bodies of municipalities, whose elections are held according to a majority system with multi-member districts, will have a higher representation of women than local dumas which are formed on the basis of a majority system with single-member districts. According to the second hypothesis, higher representation of women in the deputy corps of settlements can be associated with the holding of elections under the majority system with multi-mandate districts. To test the proposed hypotheses in the context of municipalities, empirical material was collected. The study was carried out on the data from the Sverdlovsk region. The database of indicators of municipalities of Rosstat, as well as the official websites of local administrations were used as the source of information. The method of multiple linear regression is used as the main research method. The data was analyzed with the Gretl applied statistical program. Statistical calculations have revealed a positive and statistically significant impact of multi-mandate constituencies-based elections on the proportion of women in the deputy corps, which contributes to the study of gender aspects of politics. It is shown that the size of the electoral district is important for the representation of women in the city councils. The article notes that the transition to holding elections of deputies on the basis of a majority system with multi-mandate districts will help increase the proportion of women in municipal representative bodies.

Politics and Gender in the Executive Suite

Are the political preferences of CEOs associated with the representation and compensation of women in the executive suite? We find that Democratic CEOs (those who contribute more to Democratic candidates) are associated with higher representation of women in the executive suite. To explore causality, we use an event study approach and show that replacing a Republican with a Democratic CEO is associated with 20%-60% in more women in the executive suite. Finally, we show that Democratic CEOs associated with a significant reduction (or even disappearance) of the gender gap in the level and performance-sensitivity of executive pay.

Does Exposure to More Women in Male-Dominated Fields Render Female Students More Career-Oriented?

The underrepresentation of women in male-dominated fields of study can generate a lack of role models for female students, which may influence their career choices. This paper sheds light on this question, investigating the existence of impacts of the gender composition of instructors and peers in the Department of Economics from a selective Brazilian university. Specifically, we analyze whether having higher shares of female professors and classmates throughout undergraduate studies in Economics affects female students' labor market outcomes. We use comprehensive administrative data from the University of Sao Paulo, containing information on students' academic results and students', instructors', and course sections' characteristics. We merge these data with Brazilian labor market and firm ownership data to obtain a broad range of career outcomes, including labor force participation, occupational choices, career progression, and wages. To overcome endogeneity issues arising from students' self-selection into professors and peers, we exploit the random assignment of students in the first-semester classes and focus on mandatory courses. A higher representation of women in a male-dominated field, such as Economics, increases female students' labor force participation. Moreover, larger female faculty shares increase the probability that a female student becomes a top manager. These results suggest ways to counteract the highly discussed glass ceiling in high-earning occupations. We show that students' academic performance and elective course-choice are not driving the effects. Instead, we find suggestive evidence that higher shares of female classmates may increase the likelihood of working during undergraduate studies, leading to stronger labor market attachment.

Gender distribution beyond coarse measurements

UiT The Arctic University of Norway has built a strong tradition of promoting gender balance within the institution. After decades of research and systematic measures, the university has increased the share of women in professor positions from 9% in 2000 to almost 40% in 2020. Today, UiT leads the national ranking in that category, being the university with highest representation of women in professor positions among the comprehensive Higher Education institutions in Norway. While this is a great achievement for the institution, Prestige Project calls, in this report, for a cautious interpretation of these results. While almost 40% of women hold professor positions at the university level, great disparities remain within and across knowledge fields and disciplines. A more nuanced view on the data shows that as of January 2020, 82% of the professor positions in the STEM fields at UiT were still held by men (NT and IVT Faculties combined). In addition, the overrepresentation of women in the fields commonly associated with female activities such as social sciences, care, and education have inflated the overall results for the better.
 This report argues that the measurements of proportion of women and men in professor positions at the university level is a limited tool for a meaningful monitoring of gender balance in these positions at the university. This is because this metric does not allow for the monitoring of disparities within and across the different fields of knowledge and disciplines constituting the broad educational and research portfolio of the institution, neither for evaluating the effects of interventions at the units’ level. These limitations show that there is a need for more precise indicators for enabling the monitoring and evaluation of significant progress/deterioration in gender balance. In this perspective, a more precise metric can better serve as guidance for the generation of effective and more gender-aware management practices at the institution. Prestige Project proposes in this report an alternative metric that intends to better respond to this need: the scatterplot for gender balance in professor positions at UiT.

Abstract 14171: Association of Women Authors With Women Enrollment in the Clinical Trials of Atrial Fibrillation

Introduction: Women with atrial fibrillation (AF) are more symptomatic, have poorer quality of life and carry a higher risk of stroke than men. Despite this woman have been underrepresented in randomized controlled trials (RCTs) of AF. Hypothesis: Women representation in the author panel might influence enrollment of women in RCTs of AF. Methods: We performed a systematic literature search from 1989 through December 2019 to identify RCTs of AF with a follow-up duration of ≥3 months. The multivariate linear regression model was constructed with the proportion of women enrollment in the RCTs as the dependent variable and the proportion of women in the author panel as a key independent variable. The model was adjusted for publication year, region, sponsor, and type of RCTs (invasive or medical treatment). Results: A total of 134 RCTs (n=149,162) were included. The median number of participants per trial was 205 (IQR, 74-676). The median number of women per trial was 71 (IQR, 27-218). The overall representation of women was 35.1% (95% CI, 32.6-37.6%), which did not improve between 1989 to 2019 (from 27.3% to 29.6%; P=0.10). RCTs of AF were authored by 1,568 authors. The median number of authors per trial publication was 10 (IQR, 7-10). The median number of women authors was 1 (IQR, 0-3). First (93%) and senior (92%) authors were predominantly men. Only 13.3% (n=18) of publications had women as first or senior authors, which did not improve over time (P=0.07). Multivariate model showed that each 1% increase in women in the author panel was associated with 19% increase in women enrollment in RCTs (P=0.02) (Table). Conclusions: Women remained underrepresented both as participants and as authors of RCTs of AF. Higher representation of women in the author panel was associated with higher enrollment of women in RCTs of AF. Efforts to recruitment and retain women AF investigators may be a critical mechanism to help lessen the disparities in both areas.

Gender Representation in Otolaryngology-Head and Neck Surgery Recognition Awards.

The proportion of women in otolaryngology-head and neck surgery (OHNS) has steadily increased in recent years. This study examines gender representation in recognition awards given by OHNS societies between 2009 and 2019. Retrospective analysis of recognition awards given by 10 OHNS societies between 2009 and 2019. Retrospective review of web-based, public records. Data from 19 awards were analyzed for recipient gender ratio, society, subspecialty, award type (research, achievement, or humanitarian), and change over time. Of 184 awards given by societies in otolaryngology-head and neck surgery, 59 (28%) were given to women. Women received 49 (28%) research awards, 9 (31%) humanitarian awards, and 1 (2.8%) achievement award. Women represented 31% of award winners in rhinology/skull base, 30% of award winners in head and neck surgery, 8% in neurotology, and 6% in facial plastic surgery. The American Head and Neck Society Prevention and Early Detection award had the highest representation of women at 43%. Some awards had no female awardees over the past decade. No temporal trends were observed. From 2009 to 2019, women received recognition awards at a higher percentage than overall gender representation in OHNS. Comparison of research, humanitarian, and achievement awards revealed the disparity of women receiving fewer achievement awards relative to men. Gender representation of award recipients varied by subspecialty, which may be partially determined by gender distribution within the fields.

Restrictive and Supportive Mechanisms for Female Directors’ Risk-Averse Behavior: Evidence From South Asian Health Care Industry

This article aims to understand the impact of gender diversity on a firm’s equity volatility along with the moderating effect of chief executive officer (CEO) pay–performance sensitivity, institutional activism, and corporate social responsibility (CSR) activities. The sample consists of 200 South Asian health care firms over the period 2010 to 2018. After confirming the prevalence of endogeneity, we rely on the results of system generalized method of moments (GMM) rather than any static model. The results show that a higher representation of women on the board can mitigate the firm’s equity volatility. The findings of the study also purport that CEOs with higher pay–performance sensitivity exploit female directors to take the excessive risk, whereas institutional investors support the risk-averse behavior of these directors. However, we find no statistical evidence that CSR activities moderate the relationship between gender diversity and firm’s equity volatility. Our results theoretically support both stakeholder and agency perspectives that South Asian capital markets should enhance the representation of women on board to mitigate agency conflicts and to improve long-term firm’s sustainability.

What does it mean to be a feminist MP? A comparative analysis of the Swedish and Danish parliaments

The issue of whether political interests are gendered, and if so, how, has been a recurrent theme in research. While there have been several attempts recently to address gendered political interests theoretically, the central concept of feminism has not been explored in any depth in this context. This article uses unique data pertaining to self-identification as a “feminist” MP, and explores how it relates to gender, party and certain policy issues previously connected to women in Sweden and Denmark. The two neighboring countries both have a high representation of women, but while the Swedish government called itself “feminist,” this was unthinkable in the Danish case. Our main finding is that in both countries male feminist MPs deviate from their female counterparts by not supporting “acting for women” which indicates a separate and gendered understanding of what being a male feminist implies. However, no strong association addressing intrinsic feminist male concerns such as parental leave, was found. Another possibility could be that male feminists refrain from taking agency from females, which the “acting for” option could imply. We conclude that the concept of “acting for women” needs to be abducted from its central stance in feminism as a category of representation to mirror the multifaceted contemporary landscape.

How Power and Discretion Attenuate the Queen Bee Phenomenon in Top Management Teams

The Queen Bee (QB) phenomenon posits that senior women in male dominated work contexts (e.g., top management teams) strive for success by distancing themselves from junior female colleagues. This psychological distancing is theorized to be a response to longstanding gender discrimination. However, findings that have tested this phenomenon are mixed. We suggest that this may be due to institutional constraints, rather than female CEO preferences. We posit that female CEOs will have a higher representation of women on their TMT, and thus avoid the QB phenomenon, when not constrained by organizational factors. We find that female CEO presence does negatively relate to TMT female representation (as QB literature suggests), but that this relationship is weakened by CEO power, lack of board vigilance, and CEO confidence.

Not just good for her: A temporal analysis of the dynamic relationship between representation of women and collective employee turnover

Many organizations aim to increase the representation of women in their workforce, yet such efforts are often challenged by women’s relatively higher propensity to leave a job compared to men. Overlooked so far has been the temporal relationship between the representation of women and an organization’s collective employee turnover. We suggest that a substantive and rapid increase in the representation of women positively affects women and results in positive spillover effects for men, leading to a decrease in collective turnover. In our theoretical development, we explain how higher representation of women is associated with higher job embeddedness for all employees, which results in a subsequent decrease in collective employee turnover. We use latent curve model (LCM) analysis to examine a population of 499 organizations over a 14-year time span, and find support for our hypotheses. We suggest opportunities for future research and offer implications for practicing managers.

Women in Australian Politics: Maintaining the Rage against the Political Machine

Women in Australian Politics: Maintaining the Rage against the Political Machine

Arabic Mass Media and Women Gender Stereotype: Stability versus Change “The Dream of Women Empowerment”

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Primary care access for mental illness in Australia: Patterns of access to general practice from 2006 to 2016.

General practice has an important role within the Australian healthcare system to provide access to care and effective management of chronic health conditions. However, people with serious mental illness experience challenges associated with service access. The current paper seeks to examine drivers of access to general practice for people with common and serious mental disorders, compared with people who access care for type II diabetes, a common physical health problem managed in general practice. The Bettering the Evaluation and Care of Health (BEACH) programme provides the most comprehensive and objective measurement of general practitioner activity in Australia. Using BEACH data, this study compared general practice encounters for depression, anxiety, bipolar disorder, schizophrenia, and type II diabetes during a 10-year period between 2006 and 2016. Analysis revealed more frequent encounters for depression compared to anxiety, and a higher representation of women in encounters for bipolar disorder compared to men. The relationship between number of encounters and patient age was strongly associated with the life course and mortality characteristics associated with each disorder. The findings highlight specific challenges associated with access to primary care for people with serious mental illness, and suggest areas of focus to improve the ability of these patients to access and navigate the health system.

The Speaker Gender Gap at Critical Care Conferences.

To review women's participation as faculty at five critical care conferences over 7 years. Retrospective analysis of five scientific programs to identify the proportion of females and each speaker's profession based on conference conveners, program documents, or internet research. Three international (European Society of Intensive Care Medicine, International Symposium on Intensive Care and Emergency Medicine, Society of Critical Care Medicine) and two national (Critical Care Canada Forum, U.K. Intensive Care Society State of the Art Meeting) annual critical care conferences held between 2010 and 2016. Female faculty speakers. None. Male speakers outnumbered female speakers at all five conferences, in all 7 years. Overall, women represented 5-31% of speakers, and female physicians represented 5-26% of speakers. Nursing and allied health professional faculty represented 0-25% of speakers; in general, more than 50% of allied health professionals were women. Over the 7 years, Society of Critical Care Medicine had the highest representation of female (27% overall) and nursing/allied health professional (16-25%) speakers; notably, male physicians substantially outnumbered female physicians in all years (62-70% vs 10-19%, respectively). Women's representation on conference program committees ranged from 0% to 40%, with Society of Critical Care Medicine having the highest representation of women (26-40%). The female proportions of speakers, physician speakers, and program committee members increased significantly over time at the Society of Critical Care Medicine and U.K. Intensive Care Society State of the Art Meeting conferences (p < 0.05), but there was no temporal change at the other three conferences. There is a speaker gender gap at critical care conferences, with male faculty outnumbering female faculty. This gap is more marked among physician speakers than those speakers representing nursing and allied health professionals. Several organizational strategies can address this gender gap.

U.S. Science and Engineering Workforce: Underrepresentation of Women and Minorities

Increasingly, industrial leaders, governmental officials, and academic scholars have become concerned whether the United States can successfully compete in science and engineering (S&amp;E) fields. This is when employment in S&amp;E jobs has grown faster than employment in all occupations in the United States. It is proposed that the United States has not been able to build its S&amp;E human capital necessary for technological innovations and economic growth. Women and minorities are seen as essential to fill the perceived gap. There is a higher representation of women in S&amp;E education and occupations. Yet overall demographics of S&amp;E fields have remained unchanged. The U.S. technology industry has been progressively employing workers from foreign countries to meet their S&amp;E internal workforce needs. Many have been outsourcing the work to developing countries, namely China and India. This article shows that technology companies that embrace the United States’s changing demographics would gain the economic benefits from a diverse S&amp;E workforce.

Gender and Subspecialty of Urology Faculty in Department-based Leadership Roles

To characterize the current gender and subspecialty of those holding academic departmental administrative and educational leadership roles in urology. We conducted a cross-sectional observational study of U.S. Urology Residency Programs in 2016-2017. Inclusion criteria were participation in the Urology Residency Match Program and having a department of urology website. From June 1, 2016 to August 20, 2016, each department's website was queried. If information was missing or unclear, we reviewed faculty biographies and contacted residency program coordinators. We queried 124 urology residency programs. For administrative leadership roles, women comprised 3.3% of chairs, 4.5% of vice chairs, and 7.9% of division directors. For educational leadership roles, women comprised 9.4% of fellowship directors, 8.1% of residency directors, and 27.4% of medical student clerkship directors. The most common subspecialties for chairs included oncology (49.2%), endourology (16.4%), and female urology (7.4%). Among division directors, female urology had the highest representation of women (27.8%) followed by pediatric urology (9.8%), reconstruction (5%), endourology (4.3%), and andrology (4%). Overall, women are disproportionately underrepresented when it comes to educational and administrative positions of urology departmental leadership. There is also a wide yet narrowing gender gap as more women are pursuing careers in this field. Given this upward trend we may see more women in positions of leadership over time. Future efforts should be made to help promote the advancement of women to positions of leadership.

The Non-Sustainability of Rwanda’s Economic Miracle

Emerging out of the horrific spasm of genocide that claimed more than 800,000 of the minority Tutsi ethnic group in 1994, Rwanda has chalked up some spectacular economic performance. Its rate of economic growth has averaged 8% since 2001 and it is among the fastest growing economies in East Africa. Poverty rates have been halved and Rwanda is one of the very few African countries that was able to achieve the United Nations’ Millennium Development Goals (MDGs). It also has the highest representation of women in Parliament.This paper, however, argues that impressive though Rwanda’s economic performance might be, it is not sustainable. First, it is heavily dependent upon foreign aid, making it vulnerable to fluctuations in aid. Second, the Asian Tiger economic model Rwanda copied from Singapore-development under authoritarianism—has failed miserably in postcolonial Africa. No dictator—civilian, military nor rebel—has brought lasting prosperity to any African country. Third, the other types of reform Rwanda needs to sustain its economic achievement—intellectual, political, constitutional and institutional reforms—are petulantly missing. How these reforms are sequenced is also critically important. Focusing only on economic liberalization to the detriment of the other reforms amounts to putting the cart before the horse. Finally and most disconcerting of all, in his understandable zeal to prevent another genocide, Rwanda’s President Paul Kagame is unwittingly re-creating the very conditions that led to the 1994 genocide—a supreme irony.

Do Skirts on Board Impact Figures in Books?

After the financial crisis of 2007, a wave of discussion started that who sits on board is a critical factor in deciding the success and failure of a company. Research has found links between diverse boards and its positive effects on board inputs (Daniel Ferreira). Countries have rigorously passed laws and legislations without considering the fact there a complex relationship between women on board and performance and several other factors are needed to consider before making a strong assumption. The perceived importance of gender equality in board rooms (Nielson & Huse, 2010) do not points towards a clear opinion on whether gender equality in boardrooms will definitely yield better economic results (Hamdani & Buckley, 2010; Jonas Vob, 2015). A data for FTSE 100 companies was analyzed from 2006-2012 using Random Effects regression model. The results of this research does not support the business case of higher gender diversity for higher profits. This does not imply gender diversity should not be promoted. It is good to have gender diverse boards because of the positive behavioral impact they create on overall environment of an organization. Higher representation of women on board might not relate to the higher profits but diversified boards are critical in better decision making because of the benefit of diverse perspectives’. Equality should be promoted in work environment for ethical reasons and everyone should get a chance to make it to the top level if they are good enough.

Complementary relationship between female directors and financial literacy in deterring earnings management: The case of high-technology firms

We explore whether the presence of female directors on the boards of high-technology firms has an impact on the boards' monitoring and oversight of earnings management. Using difference-in-difference analyses, we utilize an exogenous change in Israel to examine the changes in, and the effects of, female director representation in constraining earnings management in a changing accounting environment that increased managers' ability to report earnings opportunistically. We find that a high representation of women on the board does not make an incremental contribution to the explanation of earnings management over and above the presence of a female director with financial literacy. However, the presence of one financially literate female director on the board does have a significant effect on restraining earnings management. Moreover, financially literate female directors are more effective than their financially literate male counterparts in deterring earnings management. Our results are robust to controlling for firm characteristics related to the selection of a woman to participate on the BOD as well as to the selection of a financially literate woman in particular. We conclude that financial literacy is complementary to female representation on the board in constraining earnings management. An important economic implication of our findings is that a regulatory move to increase the representation of women on corporate BODs should refer specifically to the inclusion of at least one woman with financial literacy on the board.

The Changing Demographics and Needs of Employed Versus Private Practice Plastic Surgeons

INTRODUCTION: As health care systems consolidate and more patients become insured, plastic surgeons face declining reimbursement for reconstructive procedures and increasing volatility in demand for aesthetic procedures. Administrative, regulatory, and legislative roadblocks have risen for providers, at a time when patients ironically have improved access to care. This study compares and contrasts the changing demographics and needs of employed versus private practice plastic surgeons, with the goal of identifying solutions to current/future challenges. METHODS: The entire membership of the American Society of Plastic Surgeons was surveyed regarding demographics, practice type/mix, benefits and problems of individual practices, potential needs and solutions, fulfillment, decisions to change practice structure, and time to retirement. Employed surgeons were compared to private practice surgeons, using Wilcoxon rank and chi-square, with statistical significance assigned to p values <0.05. RESULTS: 801 surgeons completed the survey, which was sent to all 4609 members of the ASPS (response rate: 17.4%). 226 respondents (28.2%) self-identified as “employed,” compared to 575 (71.8%) who were “private.” The largest subgroups were “academic” (50.7%) for the employed cohort, compared to “solo practice” (58.4%) for the private cohort. Surgeons from the employed cohort were younger, were in practice for a shorter period, had a higher representation of women, and performed more reconstructive surgery, compared to the private cohort. Both groups reported similar levels of fulfillment (almost 80% were significantly or somewhat fulfilled), hours worked/week (50–59), and target retirement ages (65–69). However, 25.8% of employed surgeons planned on a practice change, compared to only 17.2% in private practice. Perceived benefits were quite different: employed surgeons cited “mix of cases,” “teaching,” and “stability,” in contrast to private surgeons who valued “autonomy,” “income potential,” and “time management.” Regarding challenges, the employed group chose “decreased autonomy” and “increased regulatory/accreditation issues,” whereas the private group chose “increased overhead” and “decreased reimbursement.” Interestingly, both groups noted almost identical needs: assistance with improving practice efficiency, strategic marketing, tort reform, contract negotiation, and regulatory/accreditation issues (although in different order). CONCLUSION: Despite significant differences in the demographics, practice mix, and problems of employed versus private practice plastic surgeons, both cohorts reported very similar needs. This information could help guide strategic efforts by the ASPS to support its diverse membership, in terms of providing resources with high value and long-term impact.