Perceptions Of Gender Bias Research Articles

Female Teachers’ Perceptions of Gender Bias in Pakistani English Textbooks

Female Teachers’ Perceptions of Gender Bias in Pakistani English Textbooks

Men and women differ in their perception of gender bias in research institutions.

There is extensive evidence of gender inequality in research leading to insufficient representation of women in leadership positions. Numbers revealing a gender gap in research are periodically reported by national and international institutions but data on perceptions of gender equality within the research community are scarce. In the present study, a questionnaire based on the British Athena Survey of Science, Engineering and Technology (ASSET 2016) was distributed among researchers working in Spain. Consistent with the original UK-based study, women in research perceived a greater degree of gender inequality than men. This difference was consistent from junior to senior positions, within public and private universities as well as research centres, and across all research disciplines. When responses were compared with the existing UK-based questionnaire, researchers in Spain felt that women and men are treated more equally in the workplace, yet they perceived their home departments to be less supportive regarding matters of gender equality. The results of this study provide clear evidence that men and women do not share the same perceptions of gender equality in science and that their differing perceptions are relatively consistent across two major European countries. The fact that men occupy the majority of senior positions while not perceiving the same inequality as women do, may be critical when it comes to ensuring the fair ascent of women to senior positions in an academic system. These data encourage the implementation of measures to ensure that both men and women are aware of gender biases in research.

Women Veterans' Experiences with Perceived Gender Bias in U.S. Department of Veterans Affairs Specialty Care.

In the past decade, the U.S. Department of Veterans Affairs (VA) has responded to a dramatic increase in women veterans seeking care by expanding Women's Health training to more than 5,000 women's health primary care providers and changing the culture of the VA to be more inclusive of women veterans. These initiatives have resulted in increased patient satisfaction and quality of care, but have focused mostly on primary care settings. Less is known about women's experiences in specialty care within VA. This qualitative study sought to examine women veterans' experiences with VA specialty care providers, with a focus on cardiovascular, musculoskeletal, and mental health care settings. Semistructured interviews were conducted with 80 women veterans who served during the Iraq and Afghanistan conflicts at four VA facilities nationwide. Interviews focused on understanding women veterans' experiences with VA specialty care providers, including their perceptions of gender bias. Four major themes emerged from interviews, including that 1) women did not feel that VA specialty care providers listened to them or took their symptoms seriously, 2) women were told their health conditions or symptoms were attributable to hormonal fluctuations, 3) women noted differences in care based on whether the VA specialty provider was male or female, and 4) women provided recommendations for how gender-sensitive specialty care might be improved. This study is the first to highlight the perceived gender bias experienced by women veterans in VA specialty care. Women felt that their symptoms were disregarded or diminished by their specialty care providers. Although women veterans report positive experiences within women's health clinics and the primary care setting, their negative experiences in VA specialty care suggest that some providers may harbor unintentional or unconscious gender biases.

Perception of Gender Bias in the Professional Sport Setting From the Female Athletic Trainer's Perspective

Perception of Gender Bias in the Professional Sport Setting From the Female Athletic Trainer's Perspective

Gender Bias and Women Entrepreneurs in Vietnam

This article analyses the factors influencing the entrepreneurial intentions of Vietnamese women. The research incorporates constructs from the Theory of Planned Behavior developed by Ajzen (1991) to explain entrepreneurial intentions of Vietnamese women. In addition to the variables attitude towards behaviour, subjective social norms, and perceived behavioural control used by Ajzen (1991), the researcher has added perceived gender bias and perceived environment conditions, as these are assumed to have an impact on startup intentions. The research was carried out on a sample of more than 1,700 women from five northern provinces of Vietnam. The findings reveal that two variables attitude towards behaviour and perceived behaviour control have a positive impact on entrepreneurship.

Gender Bias in LVAD Referral Patterns - A Survey of Patients and Providers

Purpose LVADs offer survival benefit to pts with advanced heart failure (HF). Though HF rates are higher in women, female (F) pts remain underrepresented as LVAD recipients and participants in clinical trials. We aimed to evaluate the role of gender bias in referral patterns for LVAD. Methods Separate questionnaires were administered to F and male (M) LVAD pts and to cardiologists. The pt questionnaire consisted of 7 questions about satisfaction with LVAD and perception of gender bias in LVAD referral. The physician questionnaire tested knowledge of gender specific outcomes after LVAD and individual referral practices. The Edmonton Symptom Assessment Score (ESAS) was measured in pts prior to LVAD to assess levels of pain, tiredness, nausea, depression, anxiety, drowsiness, appetite, well-being, and shortness of breath, with higher scores indicating greater symptom burden. Results 28 pts participated; 14 (50%) were F. Indication was bridge to transplant in 18 pts (64.3%), including 9 F and 9 M. Average time on support was 19.1±2.9 mo, which was similar between F and M. Average ESAS prior to LVAD was 16.5±2.9; 19.3±4.0 in F and 13.9±4.1 in M. The majority of F and M did not perceive a gender bias in LVAD referral. However, F overall were less satisfied with the LVAD and were less likely to recommend the procedure to others, with 64.3% reporting that they would recommend LVAD compared to 92.9% of M. F expressed greater improvement in relationships with their partners after LVAD: 36% vs. 25% respectively. Of the 7 cardiologists who participated in the study, none identified a gender difference in eligibility for or mortality after LVAD. However, more cardiologists were “unsure” about complication rates in F than in M (Fig). Conclusion Patients and cardiologists alike do not identify a gender bias in referral patterns for LVADs. However, gender differences exist in patient satisfaction with LVAD therapy and in physicians’ knowledge of complication rates after LVADs. Future studies should continue to explore gender differences in LVAD therapy.

Gender Equity in College Majors: Looking Beyond the STEM/Non-STEM Dichotomy for Answers Regarding Female Participation

Women are underrepresented in many science, technology, engineering, and mathematics (STEM) majors and in some non-STEM majors (e.g., philosophy). Combining newly gathered data on students’ perceptions of college major traits with data from the Education Longitudinal Study of 2002 (ELS:2002), we find that perceived gender bias against women emerges as the dominant predictor of the gender balance in college majors. The perception of the major being math or science oriented is less important. We replicate these findings using a separate sample to measure college major traits. Results suggest the need to incorporate major-level traits in research on gender gaps in college major choices and the need to recognize the impact of perceptions of potential gender discrimination on college major choices.

Recruitment and Perceptions of Gender Bias in Party Leader Support

Gender differences in who gets recruited by political party elites contribute to women’s underrepresentation on the ballot, but recent evidence suggests that even when women are recruited to the same extent as men, they are still less likely to be interested in seeking office. Why do men and women respond differently to invitations to seek office? We hypothesize that women view party recruitment as a weaker signal of informal support than men do. We use a survey experiment on a sample of 3,640 elected municipal officeholders—themselves prospective recruits for higher office—to test this. We find that female respondents generally believe party leaders will provide female recruits less strategic and financial support than male recruits. In other words, even when elites recruit women, women are skeptical that party leaders will use their political and social capital on their behalf. This difference may account for many women’s lukewarm responses to recruitment.

Gender, gender identification and perceived gender discrimination

Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/approach – Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses. Findings – The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination. Practical implications – The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions. Originality/value – This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.

Perceptions of Gender Bias in the Promotional Process of a Detention Staff

With growing numbers of female staff in correctional settings, issues relating to promotional fairness are certain to occur. Historically, female detention staff held perceptions of being discriminated against in the promotional process due to gender biases. However, there is almost no recent examination of these perceptions. The current study addresses this shortcoming in the literature by using a sample of 362 sworn detention deputies ranked Sergeant and below at a large southern-central United States jail. Contrary to the data from a generation ago, more male detention staff perceive gender biases in the promotional process than females, and report that promotional decisions are based on arbitrary and informal factors. Women are more likely to perceive promotions to be fair and based on merit. Results are discussed in relation to two theoretical perspectives: the importation-differential experiences model, and the work-role prisonization model.

Still a ‘blokes club’: The motherhood dilemma in journalism

The largest survey of female journalists working in the Australian news media was undertaken in 2012 and asked participants to respond to questions about perceived gender discrimination in working conditions. This article focuses on participant responses in relation to promotional opportunities. The keys themes that arose centred on the impact of childcare responsibilities and a masculine newsroom culture that worked to exclude them. A total of 577 female journalists working in broadcast, print and online platforms from all states and territories and in regional/rural, metropolitan and suburban news publications responded to the online survey. Most respondents articulated a perception of gender bias around the issue of promotional opportunities but often blamed themselves and/or their child-rearing responsibilities for their lack of opportunity. The responses indicate an ongoing and systemic gender bias that disadvantages women, particularly mothers, and has been largely left unacknowledged in Australian media debates.

Still a 'Blokes Club': The Motherhood Dilemma in Journalism

The largest survey of female journalists working in the Australian news media was undertaken in 2012 and asked participants to respond to questions about perceived gender discrimination in working conditions. This article focuses on participant responses in relation to promotional opportunities. The keys themes that arose centred on the impact of childcare responsibilities and a masculine newsroom culture that worked to exclude them. A total of 577 female journalists working in broadcast, print and online platforms from all states and territories and in regional/rural, metropolitan and suburban news publications responded to the online survey. Most respondents articulated a perception of gender bias around the issue of promotional opportunities but often blamed themselves and/or their child-rearing responsibilities for their lack of opportunity. The responses indicate an ongoing and systemic gender bias that disadvantages women, particularly mothers, and has been largely left unacknowledged in Australian media debates.

Gender typing in stereotypes and evaluations of actual managers

PurposeThe purpose of this paper is to examine gender‐related management stereotypes, perceived gender bias and evaluations of actual managers, and to directly compare stereotypes and ratings of actual managers.Design/methodology/approachQuestionnaires were distributed to employees in the bank and insurance sector, and 240 participants rated their actual managers and stereotypes of male and female managers.FindingsMen evaluated the female manager stereotype more positively on communal attributes, and the male manager stereotype more positively on agentic attributes. Women evaluated the female manager stereotype more positively on both communal and agentic attributes, but perceived a higher degree of gender bias in favor of male managers than men did. Actual male and female managers were rated similarly. Still, ratings of actual male managers corresponded more with stereotypes of male than female managers, and ratings of actual female managers corresponded more with stereotypes of female than male managers.Research limitations/implicationsFuture research needs to determine the direction of association between stereotypes and evaluations of actual managers, and the relative importance of agentic over communal attributes.Practical implicationsWhile women appeared biased in favor of their own gender, men may underestimate the difficulties that female managers encounter. Managers and human resource practitioners should notice these different views, and recognize that gender equality is not achieved in Sweden.Originality/valueThe present study contributes with data from an egalitarian society with a positive view of female managers, and a direct comparison of stereotypes and workplace evaluations.

Gender Bias and Demographics VIS-À-VIS Managing Turkish Hospitality Industry Personnel

Within the large and growing body of research on gender issues is a concern with gender bias in managerial decisions and actions. Unfortunately, mixed evidence exists as to whether men and women differ in how they enact their organizational roles and deal with their employees. Focusing on the perceptions of employees in Turkey's hospitality industry, this article reports on a study designed to ascertain the extent to which gender bias is perceived to exist in six managerial activities as they relate to managing human resources, and whether the perception of gender bias is affected by employees' demographic characteristics. Results demonstrate the existence of a gender bias for three of the six managerial activities, as well as the differential impact of the demographic characteristics on the managerial activities. Implications of the results for the Turkish hotel industry are explored.

Dramatic Improvements and Persistent Challenges for Women Ecologists

The underrepresentation of women in science has received significant attention. However, there have been few studies in which longitudinal data were used to assess changes over time. Here, we surveyed the Organization for Tropical Studies graduate database, because this database was also surveyed in 1988, to determine the challenges still faced by women ecologists. Certain aspects of women’s situations have shown substantial improvement since 1988, such as an increased number of female colleagues, more-equal sharing of childcare and household chores, and decreased perceptions of gender bias. However, women are still more likely to leave the field of science and have lower salaries, promotion rates, and productivity than do men. Women continue to have greater responsibility for childcare and housework and also experience challenges with childcare and safety while pursuing field-based research. These results indicate that although certain obstacles for women ecologists have substantially lessened, other issues of the family–work balance and of fieldwork still need to be addressed.

Leadership in the Museum: A Possible Shift in Gender Representation

Gender bias is a broad social issue, combining historical and current stereotypes that affect both the for-profit and non-profit workforce. Furthermore, phenomena such as the glass ceiling, the wage gap, and feminization develop the perception of gender bias in society, including that part involving the museum community. to determine the extent that gender bias exists in museum leadership positions, data of current museum leaders were obtained from 9,475 museums by using the directory of the American Association of Museums. Data were statistically analyzed according to geographical region, museum size, and museum type. From this research it is determined that there are a small number of cases of gender bias for both men and women in museum leadership. trends from the data, correlated with a historical context, indicate the possibility of an increasing feminization of the profession.

Sex, power and orthopaedics

Sex, power and orthopaedics

Antecedents and Consequences of Perceived Personal Gender Discrimination: A Study of Solicitors in Hong Kong

Informed by social identity theory, we developed a model to examine the antecedents and consequences of perceptions of personal gender discrimination. In the model, gender, gender identity, and perceived gender bias against women are considered as salient predictors of perceived personal gender discrimination, and organizational commitment and intentions to leave are considered as the outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of practicing solicitors in Hong Kong. We found that (a) women perceived more personal gender discrimination and gender bias against women than did men, (b) gender moderated the relationship between perceived gender bias against women and perceived personal gender discrimination, (c) the positive effect of gender bias against women on gender discrimination was more strongly positive for women than for men, and (d) perceived personal gender discrimination affected organizational commitment and intentions to leave. Theoretical and practical implications are discussed.

Parental investment in children's human capital in urban China

The present study tests the extent of parental forgone consumption used instead to invest in children's human capital by use of intrahousehold resource allocation models. Using an unusual, comprehensive data set for urban China, there is more spending on boys aged 13 to 15 but more on girls aged 16 to 18, suggesting that standard human capital theories and traditional perceptions of gender bias do not completely explain educational expenditure decisions. The evidence from urban China is consistent, though, with human capital models which consider parental intertemporal preferences. Also, the findings suggest that the perceived bias in favour of sons exists weakly in contemporary urban China.

The effects of cultural types on perceptions of justice and gender inequity in the workplace

This study uses the horizontal and vertical distinction within individualism and collectivism as a theoretical framework to predict differences in employee perceptions of organizational justice and gender inequity. In this study we survey 514 solicitors working in law firms in Hong Kong. Results of regression analysis indicated that horizontal-collectivism (HC) had a significant positive effect on procedural justice and vertical-individualism (VI) had a significant and positive effect on distributive justice. Vertical- and horizontal-individualism (VI and HI) had positive and significant effects on both perceived gender bias and perceived gender discrimination. We discuss the theoretical and practical implications of our findings and suggest future research directions.