Implementation Of Gender Equality Research Articles

The Perception of Educators on Gender Equality: A Study in Ecuador

Gender equality is a prerequisite for people-centered human development. This exploratory and descriptive study was conducted to investigate the perception of gender among Ecuadorian primary school teachers. Quantitative data were obtained from teachers in public and urban educational establishments. In order to collect the data, an online survey-type opinion questionnaire was applied with the aim of finding out teachers’ perception of gender equality within their institutions in educational establishments in the Republic of Ecuador, considering the dimensions of personal perceptions of the subject, the organizational culture, and the implementation of gender equality in the internal management of the educational organizations where they work. The results of the questionnaire show that teachers perceive that there is currently more receptiveness to gender issues than in the past. From the answers received, it can be concluded that people identify with gender issues, even though there is a need for elements and support to enable them to be expressed effectively, on a daily basis and sustained over time.

Digitalisation, Growth Vision and Gender Equality Practices in the Machines and Equipment Sector – Does Gender Matter?

This paper explores the nuanced relationship between gender diversity in senior management and key aspects of organizational dynamics in the machines and equipment sector in the Republic of Serbia. The aim is to uncover differences in digitalization, growth strategies and gender equality measures between companies led by women and men. Employing field research methods, specifically utilizing Computer Assisted Telephone Interviewing, the results show that companies led by women have a higher propensity to adopt information and communication technologies, a more optimistic view of their future development over the next five years, greater gender diversity among employees and more robust implementation of gender equality policies compared to companies led exclusively by men. The research findings highlight the significant impact of gender diversity in leadership on business outcomes and show that women-led companies are proactively embracing digitalization, promoting growth optimism and implementing gender equality initiatives. These findings offer valuable insights for business leaders, policymakers and researchers working on initiatives to promote diversity, equality, and technological progress.

Reducing Gender Stereotypes and Promoting Gender Equality in the Physical Education Lesson – A Systematic Review Analysis

Introduction: The teacher has a very important role in making students aware of the importance of physical education and sports classes and has a decisive role in building the fundamental bases of gender equality. For this reason, teachers must support and encourage the reduction of gender stereotypes developed over the years in Romania, as well as implement diversified methods and techniques to homogenize the group from an early age. The purpose of this study is to analyse how gender inequalities were removed in other countries by specialists and what measures were taken by them. Identifying the methods and strategies applicable to the class in order to implement gender equality. Method: Using the systematic review method, a number of 420 articles were initially identified. After establishing the inclusion and exclusion criteria, a number of 20 articles were retained for analysis. Discussions: Gender differences are found in all fields, but they are more pronounced in physical education lessons. Gender stereotypes in the physical education lesson have a close connection with the attitude of the students, with the strategies and perceptions of the teachers and last but not least, with the prejudices of the parents. Conclusions: The following studies regarding gender differences should target the attitudes and conceptions of parents and teachers, but also the way in which they are reflected in the students’ actions later in the lessons. Keywords: gender, stereotype, physical education.

Experience of the selected European countries in implementing gender equality and preventing discrimination in the public service

Experience of the selected European countries in implementing gender equality and preventing discrimination in the public service

Maintaining Sustainable Development through Gender Equality in Village Savings and Loans Associations Partners of FVS-Amie des Enfants in Makamba, Burundi

Today, gender inequality persists everywhere and stagnates social progress. Women and girls represent half of the world’s population and half its potential. Inequalities faced by girls can begin right at birth and follow them all their lives. In some countries, girls are deprived of access to health care or proper nutrition, leading to a higher mortality rate. Thus, this study was about maintaining sustainable development through gender equality in village savings and loan associations’ partners of FVS-Amie des enfants in Makamba. The purpose of the study was to investigate the effect of gender equality on sustainable development to promote poverty reduction, family welfare, education of children, and access to health services. The study employed a correlational research design and opted for the quantitative methods. The study used a sample size of 130 subjects and used survey techniques to gather primary data. The results indicate a strong positive and significant relationship between gender equality and sustainable development. The study concludes that implementing gender equality contributes to effective, sustainable development. Therefore, gender equality should be emphasized to improve sustainable development.

‘Theory is beautiful’: Resistance and counter‐resistance to gender equality in teacher training

AbstractThe European Union has made a firm commitment to quality education for active citizenship taking up the demands of international movements and organisations, making gender equality a fundamental part of it. As previous research has shown a precarious implementation of these demands in Spain, in this study, we conduct 24 semi‐structured interviews with key informant university professors who provide clues about the existing resistance and counter‐resistance in the implementation of gender equality in initial teacher training. The results show how agents and their discourses impact on training, both positively and negatively, as well as the institutions in relation to their own organisational culture, resources and material elements, and influences. The information they supply provides insight into the limitations and possibilities for changing the culture and practice of higher education organisations at the international level in order to enhance gender mainstreaming in universiti.

Kesetaraan Gender Mendorong Wanita Sebagai Pemimpin Yang Berpengaruh Dan Berdaya Saing

Gender equality is an important human rights principle to be realized in Indonesia. Although there has been significant progress in achieving gender equality, major challenges remain, especially in overcoming discrimination against women. One solution to achieving gender equality is to encourage women to become influential and competitive leaders. This research describes the method of implementing gender equality socialization, its results and achievements, as well as the importance of women in leadership. This effort involves outreach targets such as women's groups, teenagers and the general public through materials that emphasize that women also have rights in various fields, including politics and economics. In this socialization process, the presenters who are legislative candidates become resource persons to provide inspiration to the participants. Evaluation is carried out to measure participants' understanding of the socialization material. The results show that women have great potential as influential leaders if given equal opportunities and support.

Urban Millennial Men's Perceptions of Justice and Gender Equality

Gender equality in Indonesia began to be programmed when the Presidential Instruction of the Republic of Indonesia Number 9 of 2000 was issued regarding gender mainstreaming, meaning that understanding of gender equality in society began to be developed in the 2000s. However, not all people understand the meaning of gender equality so that the implementation of gender equality in the family is still far from expectations. Gender studies pay more attention to aspects of a person's masculinity or femininity. The specific objectives of this research are; to find out how millennial men perceive gender justice and equality. The research method uses a qualitative research design with a case study approach. The research results show that millennial men do not understand the term Gender Mainstreaming. However, they understand the terms gender equality and justice, they even have the perception that this is considered normal when women work in the public area and men work in the domestic area.

Strategy Change Cycle as Organizational Strategic Planning to Implement Gender Mainstreaming in Women in Tourism Indonesian

This research aims to determine and analyze the cycle of strategy change as an organizational strategic planning to implement gender equality for women. The method used by this research is a qualitative approach, the type of research to be carried out is Participatory Action Research (PAR). The result of this study is that organizations consider gender mainstreaming indicators such as gender analysis, gender goals, gender integration in policies and programs, monitoring and evaluation mechanisms, and stakeholder engagement. These indicators ensure women's active participation, equal employment opportunities, and the integration of gender perspectives in organizational policies and programs. By implementing a roadmap and considering gender mainstreaming, WTID aims to create a more sustainable and impactful organization that promotes gender equality in the tourism industry. The implications of this research can provide solutions to the challenges WTID faces and enable it to effectively encourage gender mainstreaming in Indonesia's tourism development while still being able to adapt in a dynamic environment.

Implementation of Gender Equality in the Workplace in Companies Dominated by Men

This study aims to be able to deepen and analyze related to gender equality and its impact on sustainability in companies dominated by male workers. Gender equality faces challenges in its implementation. In 2023, Indonesia is recorded to rise to rank 87 in the world ranking of gender equality. The acquisition of this ranking was not very good because behind the ranking, the value of Indonesia's gender implementation turned out to be stagnant at 0.697 points. Indonesia is fortunate because of the decline in the value of gender equality implementation around the world. One of the challenges in implementing gender equality is the opportunity for women to be able to get the opportunity to work and at the same time develop careers. In the world of work, there are two industry groups based on data donated by men. The two industries are mining and manufacturing. Realizing this, several companies in both industries began to implement their gender equality programs. As for being able to achieve the objectives of the research, the research method used is qualitative. Data collection techniques include in-depth interviews, observations, and documentation studies. The results of this study state that gender equality in the company can be reviewed in several parts such as policies, governance, challenges in implementation, employee perceptions, and of course employee commitment to attitudes to implement gender equality. This research also includes suggestions for seeking program development in the company and opens up further research related to gender equality in the future.

Organizational resistance through organizing principles: the case of gender equality in the military

PurposePrevious studies show that the implementation of gender equality encounters resistance in military organizations, but it is often invisible or seen as confined to anonymous structures or troubled individuals. This paper aims to show how the Swedish Armed Forces (SAF) use organizational principles to resist implementing gender equality measures.Design/methodology/approachThe study is a qualitative analysis of discursive strategies in the SAF’s 2013–2018 annual reports to government.FindingsThe organizing principles of instrumentality and distance, while existing in parallel with gender equality efforts, actually pursue logics that prevents the SAF from implementing gender equality. The principle of instrumentality in this context means that gender equality in the SAF is of secondary interest to organizational members. The principle of distancing from the problem includes strategies that alienate female from male officers.Originality/valueThe contribution of this paper is the finding that the use of organizing principles represents conscious organizational resistance to gender equality efforts. This kind of use needs to be revealed and criticized to change military organizations.

Terpaan Lingkungan terhadap Kesetaraan Gender dalam Keluarga

Gender socialization in the family is intended for children to learn about gender roles. It is the family that begins to teach a boy to adhere to masculine traits and a daughter to adhere to feminine traits. This gender learning process is often influenced by factors outside the family which then have an impact on gender equality. Therefore, research was conducted to examine how the environment influences the implementation of gender equality in the family. This study used a combined approach to collect and analyze quantitative and qualitative data because researchers wanted to see trends in data regarding the influence of the environment on gender equality in the family. The results of the study showed that the environment has a significant influence on the implementation of gender equality in the family. The higher the environmental exposure, the higher tendency of respondents not to implement gender equality. This means that there are still differences between boys and girls related to the type of task, type of toys, type of character, pride, and type of color. Every boy or girl already has their own references that have been determined by the family and influenced by the environment. The neighboring factor becomes the dominant factor, in which respondents are aware of these differences, compared to the mass media, friends, and parents. This implies that neighbors are a factor that has a significant influence on respondents in applying differentiation.

The Equality Policy Paradox: Gender Differences in How Managers Implement Gender Equality–Related Policies

Drawing on data from an ethnographic study of the introduction and implementation of a flexible work policy intended in part to improve gender equality at a STEM professional organization, I develop grounded theory on how managers’ gender shapes their implementation of such initiatives. I identify an equality policy paradox in which women managers, who openly support gender equality, are more likely than men managers to limit the policy. This apparent contradiction between intentions and actions is reconciled through an interactional role-based mechanism. Specifically, in this setting women managers encounter barriers to developing technical expertise, client relations, and respected authority. They respond by engaging extensively with subordinates, which allows them to effectively manage by brokering information (as an alternative to technical and client-facing tasks) and cultivating cooperation (as an alternative to formal authority). The policy undermines these interdependent activities; reflecting this, women managers generally oppose it. Men managers tend not to experience these constraints, and they focus on technical and client-related tasks that are largely independent of subordinates. The policy maintains these activities; reflecting this, they implement it. By identifying the equality policy paradox and the mechanism underlying it, this study advances theory on managers’ implementation of equality-related practices and policies as well as theory on gender and management.

The impact of the COVID-19 pandemic on institutional change processes and the collective capabilities of higher education and research institutions

The COVID-19 pandemic and the public policies adopted to cope with the ensuing crisis had a significant impact on higher education and research institutions, and this captured the attention of numerous scholars. However, most of the analyses, especially those adopting a gender perspective, have focused on the impact of the pandemic on women as individuals (individual capabilities), while little attention has been paid to the impact on institutions and processes of structural change (collective capabilities). The capabilities approach (CA) is useful for analysing gender inequalities in higher education, and has also been used to examine the impact of the crisis on certain groups and situations. Based on the adaptation of this approach by Robeyns (2003) and Baser and Morgan (2008) to emphasise the importance of collective capabilities for individuals, institutions and society at large, this paper examines the institutional impact of the pandemic by drawing from the experiences of the six institutions in the GEARING-Roles project implementing gender equality plans (GEPs). To this end, we combine desk research of secondary sources with qualitative analysis of in-depth interviews with representatives of the GEP implementers and observations of project meetings carried out between April 2020 and June 2022. Our findings indicate a considerable impact on the collective capabilities of the change agents in the participating institutions, which stem mainly from a lack of institutional commitment to the gender equality agenda, mobility restrictions and limited social relations. However, some positive elements also emerge, such as the teams’ exceptional capacity to adapt to adverse circumstances.

It’s all about Priorities: Tips for Successfully Implementing Gender Equality Actions

The adoption of an inclusive Gender Equality Plan (iGEP) in Research Performing Organisations (RPO) and Research Funding Organisations (RFO) is a dynamic process that mobilises knowledge and skills, and at the same time creates challenges in each step. The Horizon 2020 CALIPER project supports seven RPOs and two RFOs across Europe in implementing iGEPs, focusing on the STEM fields. At this stage, CALIPER partners completed the first iteration phase of their iGEP implementation lasting 12 months. This work-in-progress paper presents practical examples from their GEP experience so far, focusing on the activities/steps an institution can put in place to adopt an inclusive approach to the GEP process. The “tips” are grounded in the formative evaluation reports, drafted by the CALIPER RPOs/RFOs after the end of the first implementation iteration. This action-oriented paper targets practitioners, active in Gender Equality (GE) in Research and Innovation (R&I).

A pedagogy of freedom as a viable basis for implementing gender equality in Ukraine’s educational institutions

In the state policies of European Union (EU) member countries, gender issues have become one of the main priorities since the 1990s, and independent Ukraine and Ukrainian non-governmental organisations have also gradually joined this agenda. Over the past three decades, Ukraine has engaged in efforts to restructure its educational institutions and processes on the basis of democratic principles free from any form of discrimination, including gender-related discrimination. These efforts have been promoted through joint projects with UN Women and other international organisations. While gender equality improvement strategies are now reflected in Ukrainian legislation, they are not yet fully implemented on the ground. In the context of presenting their concept of a pedagogy of freedom as a viable basis for the implementation of gender equality in Ukraine’s educational institutions, the authors analyse research literature devoted to addressing freedom and gender equality in educational policies. They conclude that individual learners’ free self-determination, self-development and self-realisation can only be an effective factor in realising gender equality if pedagogical activity and learning spaces are designed to support the development of learners’ full potential.

Gender Equality Challenges and Raising Awareness in the Patriarchal Cultural in Indonesia

Conventionally the social construction of a gender equality society can increase awareness of education in a patriarchal culture in Indonesia. The construction of gender equality and gender justice is carried out by people who have concerns about the role and work of women in particular and society in education. Top-down affirmations are carried out in various actions and gender equality movements. Women are the object of the equality movement to raise awareness and gender justice in the field of education. Along with the development of the times and in the era of digitalization as it is today, it can transform the paradigm of women's thinking. They actively participate in development through education. Although through various challenges and obstacles due to being in a patriarchal culture, the level of women is lower than men. This paper shows Gender Equality in Patriarchal Education and Culture, real theoretical challenges in improving gender equality, efforts to raise women's awareness of the importance of education, and the implementation of gender equality in education in the social context of society. This paper suggests the need for access and opportunity for women and public policies that are gender bias-oriented, involving women's participation and providing equitable benefits for women.

РОЗВИТОК БАГАТОСТОРОННЬОГО МІЖДЕРЖАВНОГО СПІВРОБІТНИЦТВА ЩОДО ГЕНДЕРНИХ ПИТАНЬ НА БЛИЗЬКОМУ СХОДІ (КІНЕЦЬ ХХ – ПОЧАТОК ХХІ СТ.)

The article attempts to analyze the development of forms and manifestations of multilateral intergovernmental cooperation on gender issues in the Middle East at the end of the 20th - beginning of the 21st century. The Middle East region, in religious and civilizational dimensions, is quite specific in terms of the comprehensive implementation of the ideas of feminism and overcoming gender gaps. However, as a result of the study, the effectiveness of the region’s involvement in both global initiatives on gender issues and the formation of its own mechanisms and tools for the protection of women was revealed, which is implemented in the following practical acts. Firstly, the involvement of the Middle East region as an object of activity of the United Nations Structure for Gender Equality and Empowerment of Women (“UN-Women”) aimed at protecting women in conflicts and granting equal rights to women alongside men. Secondly, the formation of a regulatory framework and programs on gender issues in the activities of the regional organization  the League of Arab States (LAD). It was found that the existing mechanism of intergovernmental cooperation in the LAD regarding the implementation of gender equality and the role of women in Arab society is not sufficiently effective, given the advisory nature of the organization’s decisions, and it is not sufficiently implemented in practice by all Middle Eastern states. It should be stressed on the positive and fruitful activity of the Arab Women Organization, which has a number of programs for the protection of Arab women and their rights. Thirdly, the dialogue between the Middle East and North Africa in the format of the MENA region is quite developed – the holding of African-Arab summits between the African Union and the League of Arab States, launched in 1977, which are aimed at jointly solving gender issues. The authors concluded that the Middle East region still has to overcome a number of barriers and domestic policy changes to protect women’s rights, but the initiation and development of dialogue on a multilateral basis is a positive step in achieving global trends in ensuring gender equality and feminism in general.

ПРОБЛЕМАТИКА ГЕНДЕРНОГО БАЛАНСУ В КОТНЕКСТІ УПРАВЛІННЯ ЕФЕКТИВНІСТЮ ЗАКЛАДІВ ВИЩОЇ ОСВІТИ

In the context of the social performance of higher education institutions, gender balance is an important aspect, because it ensures equality. The initial goal of gender parity in the management process of higher education institutions is equal access to the management decision-making process between men and women. The article examines the issue of gender balance as one of the aspects of the social performance of higher education institutions (HEI’s). In addition, the article analyzes the state of gender balance among PhD students of higher education, and determines the index of gender balance for some higher education institutions of Odesa. At the moment of writing this article, there is a greater number of men in managerial positions among technical specialties, and vice versa, in humanitarian specialties, a greater number of managerial positions are held by women. In general, among the studied higher education institutions, the average indicator of gender parity is equal, although the gender parity index is significantly lower than one in technical departments. It is important to note that when ensuring such gender parity, other qualities of a person should also be taken into account, first of all, his competence and ability to fulfill the requirements imposed on him by these duties. That is why the author of the article proposes to ensure this gender parity precisely by popularizing traditionally "male" specialties among women, and vice versa. Overcoming such gender stereotypes will allow building gender equality in the field of higher education. Based on the analyzed data, the implementation of gender equality with the use of "soft power" is proposed, and the case with the use of "hard power" is predicted. The author of the article believes that the policy of implementing gender equality among all participants in the educational process should be implemented as an aspect of the autonomy of higher education institutions. According to the author, this will be able to create a significant competitive advantage for the institution in the market of providing educational services. In addition, author emphasizes that the process of building a gender equality policy should be gradual, since this approach allows you to assess the performance of various measures and make adjustments to improve their implementation.

Gender Barriers in Academia: Perceptions of Inequality in Professional Development among Female Academics in the Faculty of Education, University of Alicante, Spain

Spanish universities have been implementing gender equality policies for over a decade. The research presented here aims to determine the barriers and challenges perceived by female academics in the Faculty of Education at the University of Alicante. The study used a seven-point Likert-type scale survey consisting of 10 items, which were validated by specialists from different universities. One of the key findings was that often barriers have ceased to be seen as such and are understood instead as a normalized reality. Nevertheless, participants stress that women face greater barriers than men when it comes to reaching top-level positions; highlighting issues such as a lack of mentorship, delayed motherhood, experiencing sexist behavior and comments from male colleagues; and a lack of consensus around measures, such as reconciling work–life balance, as a means of largely eliminating the barriers they face in the university.