Low Representation Of Women Research Articles

AFFIRMATIVE ACTION POLICY ON WOMEN'S REPRESENTATION IN THE HOUSE OF REPRESENTATIVES

Affirmative policies and the low representation of women in the House of Representatives (DPR) indicate obstacles within the design of the electoral and party systems. Therefore, this study aims to identify the challenges posed by the operation of technical variables in both indirect and direct electoral systems regarding women's representation in the DPR. To achieve this goal, the study employs the Rational Choice Neoinstitutionalism (RCN) approach. This approach seeks to understand how systems, structures, and institutions are designed and interact to achieve specific objectives. The purpose of political institutionalization is to make political institutions more accountable, transparent, controlled, responsive, participatory, and rooted in the rule of law. This study adopts a literature review method, summarizing and analyzing ideas from various sources to develop an understanding and theory about affirmative policies, followed by a review of the operationalization of technical electoral variables within electoral regulations. The findings reveal that affirmative policies in Indonesia's democratic electoral system do not guarantee women's representation in the DPR. This is because affirmative policies are focused solely on electoral formulas, while other technical variables are deemed disadvantageous. This is evident from the number of women in the DPR from the 2004 to 2024 elections, where women's representation has not yet reached the critical mass threshold

Women are awarded more team than solo grants and lead more gender-balanced teams than men

Abstract We modelled patterns of collaboration, team gender composition, and funding amounts across awarded Australian government-funded competitive team research grants from 2000 to 2020. The percentage of grants awarded to women at mid- and senior-career levels was higher for team grants than sole investigator grants compared to men at those levels. Teams led by women tended to have a greater percentage of women coinvestigators than teams led by men, but this was below gender parity regardless of team leader gender. Funding amounts per grant did not differ by the principal investigator’s gender and reached parity in 2020 across teams with both high and low representation of women. Since teams tend to be more gender-balanced when led by women, women’s grant leadership may be an important mechanism for shifting overall representation of women in research. We offer public policy measures to address gender inequities in the research sector.

The Political Representation of Women Politicians from Mass-Based Islamic Parties in Palembang City Regarding the Low Representation of Women in Legislative Bodies (A Study on the PAN and PKS Parties in Palembang City)

The background of this research provides an in-depth understanding of the representation of female politicians from Islamic mass-based parties in Palembang, highlighting the ongoing issue of insufficient female representation. Despite the implementation of a 30% quota, women's representation in parliament does not reach this threshold due to various obstacles to political participation. This research specifically examines the representation of female politicians in the PAN and PKS parties in Palembang to understand both the presence of female politicians in the city and the central-level policies supporting women in the region. In Palembang, the PAN party allocates a 38% quota for female politicians, while the PKS party allocates a 30% quota. This study employs descriptive qualitative methods and was conducted in Palembang. Data were collected through in-depth interviews using purposive sampling techniques. Primary data sources include interviews, while secondary data sources include literature reviews. The findings reveal that in the PAN party, women have a 38% quota, supported by an organization called National Mandate Women (PUAN) that handles recruitment. In the PKS party, the women's quota is 30%, with recruitment conducted through various channels, including assessments of cadres' abilities and expertise. The 2019 elections showed a shift, with women becoming more independent in their political decisions, previously influenced by men's political preferences.

Prolonged survival and novel prognostic factors in women with pleural mesothelioma treated with extended pleurectomy decortication.

Pleural mesothelioma (PM) is an uncommon and extremely aggressive malignancy associated with past exposure to asbestos. The low representation of women among PM patients is likely due to differences in occupational asbestos exposure. Due to the controversial role of female sex as a prognostic factor in PM, the study aims to evaluate the survival of females treated with lung-sparing surgery. We present a cohort of 114 consecutive female patients with PM who underwent intended extended pleurectomy decortication (ePD) over 11 years in a high-volume single institution. All women from 2007-2017 who underwent intended ePD were enrolled in the study. Data on clinical, operative, and outcome were collected. Kaplan-Meier estimators and log-rank tests were employed to assess the overall survival, and Cox regression models were utilized to analyze prognostic factors. During the study period, 454 patients underwent thoracotomy with intended ePD in a single institution. There were 114 females (25%), and macroscopic complete resection (MCR) was achieved in 97 (85.1%). The median age was 65 years, histology was epithelioid in 81 (71.0%), biphasic in 31 (27.2%), and sarcomatoid in 2 (1.8%). The 30- and 90-day mortality were 3.5% and 6.1%, respectively. Median survival in females was 38 months, and 5-year survival was 28.2%. The median survival and 5-year survival rate for patients with epithelioid histology and MCR were 44.4 months and 36.4%, respectively. In a univariate analysis, several factors were found to be associated with patient overall survival including MCR [hazard ratio (HR): 0.3, P<0.001], early T status (HR: 1.6, P=0.03), adjuvant therapy (HR: 0.5, P=0.006), intraoperative heated chemotherapy (IOHC) (HR: 0.8, P=0.03), age (HR: 1.02, P=0.03) and epithelioid histology (HR: 0.5, P=0.009). For women with epithelioid PM undergoing intended ePD within a multimodal setting, prolonged survival is anticipated.

The board gender diversity imitation game: Uncovering the resistant boards that refuse to play

AbstractResearch question/issueThis study examines the influence of group behavior on board gender diversity and identifies obstacles to its diffusion. It investigates whether boards are influenced by group behavior in determining their gender composition and explores barriers that impede the diffusion process.Research findings/insightsAnalyzing a network of over 18,000 US‐listed boards observed over 20 years, we find a pattern of mimetic behavior, whereby boards imitate the proportion of women on boards (WoB) among their directly tied boards. We also identify resistant firms with low representation of women on their boards. Our findings suggest that, among those boards, there are heavily male‐dominated boards resisting the appointment of women, even when surrounded by women directors among their tied boards. The diffusion of board gender diversity is slowed down by these resistant boards, hindering the overall progress in increasing gender diversity within the board network.Theoretical/academic implicationsThis research contributes insights into group behavior and resistance in board gender diversity. Adopting a network theory lens, our study sheds light on interactions between firms and their connected companies in terms of imitation practices. Drawing on social identity theory, we highlight the significance of the resistance to increasing women's representation exhibited by some boards.Practitioner/policy implicationsResistant boards, despite group pressure, slow down the diffusion of board gender diversity within the network, leading to overall stagnation. Understanding the sources of resistance allows an exploration of alternative measures to promote diversity without rigid mandates.

A qualitative study on the attitudes of women politicians toward their roles in politics: a case of Northern Cyprus.

Politics is a mechanism of cooperation for the common interest of society. In this mechanism, each individual is expected to participate equally in the leadership and decision-making mechanisms. Women's participation in politics is essential for the spread of good governance and democracy. Globally, political participation is disaggregated by gender, with men's participation greater than women's. A lower representation of women in politics is also observed in Northern Cyprus. The attitudes or views of society and politicians may determine the political participation of women in leadership positions. This study examines the obstacles and determining factors that make it difficult for women to reach leadership positions even though their political role is increasing. Semi-structured interviews were conducted with 21 female participants for this research. Eleven of them are female ministers in parliament and represent the three main political parties in the country. The remaining 10 female participants are also members of the central executive body of the three parties and the National Assembly. Women politicians believe that problems related to gender equality in politics prevent women from entering active politics and rising to leadership positions. Although there was no gender discrimination in Northern Cyprus means that women have gained equal rights with men in many areas, it was concluded that the traditional political culture keeps women out of politics.

Razões subjacentes à sub-representação das mulheres nos conselhos de administração de empresas brasileiras: Evidências empíricas

ABSTRACT Purpose: The paper aims to understand the reasons for women’s under-representation on Brazilian corporate boards by examining the experiences of independent female board members. Originality/value: The low representation of women on Boards of Directors (BD) is a growing research issue in current literature. Quantitative studies, primarily based on secondary data, generally show that gender diversity, while low, is associated with positive outcomes for organizations. Despite the findings on the role of gender diversity in BD, there is a lack of discussion about the causes of female underrepresentation on Brazilian Boards. The focus of this paper is to gain a deeper understanding of the reasons for the low representativeness. Design/methodology/approach: Qualitative research was conducted through face-to-face, in-depth interviews with eight independent female board members of Brazilian organizations selected by accessibility criteria from different sectors. The interviewees reported their experience in their executive careers, particularly as board members. The data were interpreted according to thematic analysis. Findings: The research identified an interconnected dynamic of psychological, personal, organizational, and cultural barriers that limit women’s representation in BD. This finding expands the current literature by empirically describing and explaining the reasons for low gender diversity in BD and the causes of the underrepresentation of independent female members in BD.

Evaluation of the Zipper System in Efforts to Increase Women’s Representation to 30 Percent in Parliament

The low representation of women in parliament is a global problem, especially in Indonesia. The status quo shows that the role and representation of women in parliament is still very low, which has implications for legislation products that are not inclusive. Women are vital in legislation, especially in micro-policy aspirations related to welfare, education, equality, and household issues. The affirmation policy with a minimum female candidacy quota of 30 percent in Indonesia is implemented through the zipper system. However, unfortunately, it is still ineffective because women's representation is still very low. This study uses a qualitative descriptive method to analyze the inequality of women's representation in the Indonesian parliament. The data used secondary data, which has been collected and processed by other parties. The result of this study is an evaluation of the zipper system, which is still ineffective because it depends on the placement of candidate sequence numbers and political party awareness. The placement of women in number 1 is only 19 percent, while in number three, it reaches 67 percent, and in number 6, 65 percent. It has a big impact on the probability of low electability. With women's representation, women's voices can be heard and fought for in government, thus realizing an equal and inclusive government. Revamping the zipper system by requiring the placement of female candidates at number 1 is an effective solution to increase women's representation in parliament in line with descriptive representation theory, which emphasizes the importance of proportional representation from various groups of society in government.

The Effect of Diversity Management on Employee Engagement in the Manufacturing Sector

In Indonesia's manufacturing industry, which employs the third-largest workforce in the country, employee engagement is a critical measure of labor's contribution. Despite the industry's importance, diversity management—a key driver of engagement—lags, with low representation of women and persons with disabilities and persistent ethnic and racial discrimination in a nation known for its multiculturalism. Additionally, ageism is prevalent, manifesting as discrimination across different age groups. This study investigates the influence of four principal dimensions of diversity management—ethnic, gender, disability, and age—on employee engagement within the sector. Conducted as a field study in a manufacturing industry in Cilegon with 218 participants, the research provides insightful findings. Notably, it identifies age diversity management as the sole dimension with a significant impact on employee engagement, while the other three—ethnic, gender, and disability diversity management—do not show a substantial effect.

Pro-Con Debate: Consideration of Race, Ethnicity, and Gender Is Detrimental to Successful Mentorship.

Anesthesiology remains a specialty with low representation of women or members of racial and ethnic groups considered underrepresented in medicine (UiM). In the United States, women account for 33% of anesthesiology residents, while physicians identifying as Black, African American, Latinx, American Indian, or Alaska Native account for approximately 10%. Underrepresentation of these groups is even more pronounced in academic anesthesiology, especially at the senior ranks and roles, such as department chairs. Leaders in the field have recently shared recommendations for how individual departments, medical schools, hospitals, and professional organizations can create and support a more diverse anesthesiology workforce. These commentaries have often stressed the importance of mentorship for supporting women and physicians from UiM groups, including mentorship of trainees and practicing anesthesiologists seeking to advance their careers. While the value of mentorship is undisputed, it remains a matter of controversy whether race, ethnicity, or gender should be explicitly considered by mentoring programs and individual mentors. In this article, we discuss whether and how race, ethnicity, and gender should be considered in the setting of mentorship programs and the formation of individual mentoring relationships, as well as some of the potential consequences that lie therein.

The Cost of Being a Woman in Academic Cardiothoracic Surgery: Joint Collaboration of The Society of Thoracic Surgeons Workforces on Diversity, Equity, and Inclusion and Cardiothoracic Surgery Practice Models

BackgroundGender disparity in the cardiothoracic surgery workforce is challenging to enumerate and quantify. The purpose of our work is to use the most current data to quantify the percentage of women in academic cardiothoracic surgery and salary disparity between women and men. MethodsWe performed a cross-sectional analysis of data collected by the Accreditation Council for Graduate Medical Education Data Resource Book 2021 and Association of American Medical Colleges Faculty Data for U.S. Medical School Faculty 2019, 2020, and 2021. We used descriptive analysis of the number of faculty and mean salaries of academic cardiothoracic surgeons according to academic rank and gender. Salary disparity in cardiothoracic surgery was compared with salary disparities seen among surgical specialties and academic clinicians. ResultsOver the past 3 years, women comprised 11.5% of the cardiothoracic workforce. In 2021, cardiothoracic surgeons who were women earned $0.71 to $0.86 for every $1.00 earned by cardiothoracic surgeons who were men. Ascending academic rank correlated with greater gender salary disparity; women professors earned less than men of equal and lower academic rank. From 2019 to 2021, women of the academic ranks of associate professor, professor, and chief of cardiothoracic surgery experienced a decrease in mean salaries, whereas men of equivalent academic ranks experienced an increase in mean salaries. ConclusionsGender disparity in cardiothoracic surgery persists, with low representation of women and salary disparity at every academic rank.

Women representation and organisational characteristics in sport governance: Implications for gender policy and practice

ABSTRACT Drawing on hegemonic masculinity and critical mass theory, this study investigates the representation of women board members in sport governing bodies (SGB) and the extent to which boards can be assigned to subgroups based on the number and share of women board members. The study examines the organisational characteristics of SGBs with low, medium, and high representation of women on the board. Data were gathered from the websites of German national and state sport associations and federations (n = 930), including information about the size and gender composition of the board and several organisational characteristics (e.g. type of sport, headquarter location, membership figures). On average, SGBs have 1.8 women on the board reflecting a share of 20.1%. Three groups of SGBs emerged from the cluster analysis: Organisations with low (0.08 women; share of women: 0.3%), medium (1.63; 18.4%), and high representation of women (3.87; 42.6%) on the board. These clusters differ significantly regarding organisational characteristics. Specifically, SGBs with low representation of women have on average smaller boards and represent non-Olympic sports or ‘typically masculine’ sports. Sport federations are more frequently represented in the clusters with medium and high representation of women on the board. SGBs in the third cluster represent ‘typically feminine’ sports like dancing or equestrian and have the most women and youth memberships. The findings help sport policy makers target respective groups of organisations with interventions to implement gender policies and explain the important role of such policies for attracting new women board members or gaining legitimacy from public institutions.

Editors in Chief of Public Health Reports, 1878-2022: Men and Women Who Shaped the Discussion of Public Health Practice From 1918 Influenza to COVID-19.

Public Health Reports (PHR), the official journal of the Office of the US Surgeon General and US Public Health Service, is the oldest public health journal in the United States. Considering its heritage through the eyes of its past editors in chief (EICs), many of whom have been influential public health figures, can provide a fresh point of view on US public health history, of which the journal has been an integral part. Here, we reconstruct the timeline of past PHR EICs and identify women among them. We reconstructed the PHR EIC timeline by reviewing the journal's previous mastheads and its articles describing leadership transitions. For each EIC, we identified dates in office, concurrent job titles, key contributions, and other important developments. PHR had 25 EIC transitions in 109 years of its history, during which a single individual in charge of the journal could be identified. Only 5 identifiable EICs were women, who served as EIC for approximately one-quarter of the journal's traceable history (28 of 109 years). PHR's longest-serving EIC was a woman named Marian P. Tebben (1974-1994). PHR history revealed frequent EIC transitions and a low representation of women among its EICs. Mapping the timeline of past EICs of a historic public health journal can yield valuable insights into the workings of US public health, especially in the area of building a research evidence base.

Characteristics of Peripheral Arterial Disease in Women

Objective: Peripheral arterial disease (PAD) affects more than 200 million people.1 With an estimated prevalence of 3 – 29% in women.2 Asymptomatic PAD is more common in women than in men.3 However, when symptomatic, women have a more complex and severe disease, affecting several arterial sectors (with chronic limb threatening ischaemia, CLTI) and with worse outcomes.3–6 Women present with symptoms, on average, 10 – 20 years later than men.4 There has been a low representation of women in PAD studies and clinical trials.7 This study aims to characterise PAD in hospitalised women. It is an objective to compare the cardiovascular risk factors, clinical presentation, therapeutic strategies, and outcomes between women and men.

Experiences of female higher education academics in Zimbabwe: A decolonial feminist perspective

abstract The low representation of women in leadership positions continues to characterise higher education institutions (HEIs) in Africa. Most senior positions, from Programme Coordinators, to Departmental Chairpersons, Deans of Faculties, Directorships and Vice-Chancellorships, remain occupied by men. Arguments for more representation of women in academic leadership positions have largely been shaped by neoliberal feminist thoughts which emphasise gender parity or numerical representation. While critical, the limitation of this approach is that it lacks engagement with the lived experiences of women academics in HEIs, which still carry colonial legacies, and patriarchal structures and processes. In the context of scholarly discussions on the need to decolonise HEIs, coupled with a rising critique of hegemonic western feminist influence, there are pertinent questions on how women academics respond to, and resist the gendered policies, structures and processes in universities, using alternative feminisms. This study offers a feminist interrogation of the experiences of black women occupying decision-making positions in two of Zimbabwe’s HEIs, presenting the results of qualitative empirical research. It explores the extent to which decolonial feminism and associated ethics of care have influenced women empowerment, shaping and improving experiences of female academics in leadership positions within HEIs in Zimbabwe.

Women in the World of Digital Games: The Case of Slovakia

This research paper aims to provide a picture of women’s participation in various positions in the field of digital games in Slovakia, such as creators of game content, women involved in eSports, the gaming industry, casual gamers as well as women working in the field of digital game education. Based on theoretical knowledge and qualitative in-depth interviews with seven women working in various positions in the gaming industry, the women’s positive and negative work experiences, and the problems and obstacles linked to their gender were identified. The research is specifically focused on the situation of women in the gaming industry in Slovakia. The results show that female gamers and streamers face negative behaviour from their fellow players and viewers which may result in an array of negative consequences. Findings also indicate that the low representation of women in some areas of the gaming industry is a consequence of prevailing gender roles in society. Furthermore, women’s participation in eSports and competitive gaming is limited due to toxic meritocracy, prevailing masculinity and sexism.

Scholarly Networks, Gender Sociology, and Knowledge Production in Aegean Survey and Eastern Mediterranean Archaeology

Scholarly Networks, Gender Sociology, and Knowledge Production in Aegean Survey and Eastern Mediterranean Archaeology

Youth attitude to entrepreneurship in Eastern and Central European countries: Gender aspect

Current business conditions pose new challenges to youth entrepreneurship, which is a significant component of countries’ economic growth. In addition, Generation Z differs from previous generations and requires new approaches. In this context, a comprehensive study of the peculiarities and various aspects of youth entrepreneurship development is highly-demanded and relevant. Furthermore, the lower representation of women among entrepreneurs prompts the study to seek answers about the causes of this phenomenon.This study aims to investigate the gender aspect of young people’s attitude (students who just started their university education) from Eastern and Central European countries to entrepreneurship. Notably, their entrepreneurial intentions, attitudes toward entrepreneurship, perceived threats of setting up the business, and determination to start/run a family business compared to working for a big corporation, from a gender perspective, are worth investigating. The study employed the survey with structured printed questionnaires spread in campuses among 3,636 first-year (bachelor) students of technical universities in Ukraine, Poland, Latvia, Lithuania, and Bulgaria. The results show that male students are more determined to set up firms; however, the difference compared to the females is only 3.3%. No gender differences were observed in the vision of the attractiveness of running own business or in the perception of threats in running a business. Students of both genders do not suppose that working in a corporation is more attractive than a family business. Nevertheless, respondents of both genders gave the maximum score for the statement that corporations provide more excellent opportunities to develop competencies.

Affirmative Action to Increase the Women Representation in Legislative: a Study in Sijunjung Regency, West Sumatera Province

This study aims to find an overview of the inhibiting factors that cause a low representation of women and the strategies needed to increase women's representation in the Sijunjung Regency. This semi-qualitative research design uses the Manual Data Analysis Procedure (MDAP). The conclusions are that the inhibiting factors come from internal and external factors. Meanwhile, the strategies to solve the inhibiting factors optimize affirmative action through several activities. Therefore, this research dramatically contributes to efforts to increase the representation of women in politics to realize various public policies that are friendly to women.

A phenomenological study to understand gender diversity and inclusion in the tech industry

Various researches have established that diversity with inclusion yields a competitive advantage and promotes innovation in workplaces. Gender diversity and retention of top women talent, however, remains a problem. This study explored the reasons leading to the lower representation of women in the tech industry and the impact of the diversity and inclusion initiatives on the lives of working women. Purposive sampling has been used to select four women and two men working in tech, and in-depth interviews over the telephone were conducted for a phenomenological study. Analysis of data was carried out by Interpretative Phenomenological Analysis (IPA). The results highlight common issues women face in the tech industry and compare it to their male counterparts’ experiences. Women highlight unconscious biases, internal and external obstacles, lack of women mentors at senior positions, and family restrictions. This paper gives a deeper understanding of the lived experience of entry-level men and women currently working in the tech industry, which will help identify gaps in our current approach towards inclusivity and the way forward for these practices for employees in STEM fields. The study is significant for organizations struggling to maintain gender balance in the tech industry despite implementing several diversity and inclusion practices. It will help the organizations understand a relatively new term, including inclusion and adopting specific measures to create an inclusive work environment.