Professional Development Of Women Research Articles

Women's professional development programs for emergency physicians: A scoping review.

Gender disparities in emergency medicine (EM) persist, with women underrepresented in leadership positions and faced with unique challenges, such as gender discrimination and harassment. To address these issues, professional development programs for women have been recommended. The purpose of this scoping review was to examine current women's professional development programs for EM and develop a collection of program characteristics, meeting topics, and tips for success that can be useful to new or existing women's professional development programs. The authors systematically searched research databases for literature detailing current women's professional development programs for EM physicians. Studies detailing professional development programs for female physicians in EM were included. After 149 unique articles were screened, 11 studies met inclusion criteria, describing 10 professional development programs for women in EM. The most commonly cited program objectives included providing mentors and role models (n = 9, 90%), offering career advice and promoting professional advancement and leadership skills (n = 5, 50%), increasing academic recognition for women (n = 4, 40%), and promoting work-life balance and integration (n = 2, 20%). The most common topics covered in program sessions included mentorship and coaching, compensation and/or negotiation, leadership skills, and career advancement and promotion. Challenges and barriers to the success of these programs included a lack of funding and support, difficulty in recruiting participants, lack of institutional recognition and support, lack of time, and difficulty in sustaining the program over time. The study's findings can inform the development of programs that promote gender equity and support the advancement of women in EM.

Exploring the Influence of Organizational Culture, Organisational Structure and Pay Structure on Career Progression for Women in the Tech Industry

Women's career progression in the tech industry is stagnant, which causes concern about the opportunities for women in this sector. This study explores the complex relationship between organisational culture, structure, and pay in shaping the progression of women's careers. The proposed conceptual framework illustrates the significant factors in promoting inclusive environments to facilitate women's professional development. The glass ceiling theory explains the systemic organisational obstacles that prevent women from advancing inside organisations. The results emphasise that organisations and policymakers need to tackle these barriers to promoting gender equality and establishing conditions that support women's success and economic empowerment.

Professional Digital Competence: Definition, Frameworks, Measurement, and Gender Differences: A Systematic Literature Review

In the current context of increasing digitization, professionals need to be digitally competent. In addition, women’s low participation in the technology field indicates the persistence of a digital gender gap in the economic and social spheres. A key aspect to help reducing digital inequality is the role that the digital competence (DC) plays in the professional development of women, allowing them to enter to a job market still coped by men. The current systematic literature review, following the PRISMA protocol, analyzes the existing definitions of professional DC, the frameworks used to develop it at the workplace, and the gender differences observed. Four main ideas emerge from the review of the 41 selected articles: (1) the need of an enabling professional DC definition to help understand how it operates specifically in professional environments; (2) the expanding role of the DigComp framework to carry out initiatives for assessing, training, developing, advising, or certifying digital competence in professional environments; (3) the identification of seven key dimensions of professional DC; and (4) the need of future studies that go further in the measurement of women’s professional DC, as a response of the lack of data about gender differences in this field. Although the limitations of a systematic literature review, such as publications and database bias, these results are aimed at fostering a shared definition and framework of professional DC that standardizes the measurement and development of this competence, allowing workers, and women in particular, to adapt to the digital transformation, assuring equal access to qualified jobs.

Women's Career Challenges and Opportunities (A Study of Career and Job Satisfaction among Bangladeshi Women)

The purpose of this research is to learn more about women in Bangladesh and their perceptions of career options and job satisfaction. Women's labor force participation has increased dramatically in Bangladesh, as it has in many other developing countries. But despite these improvements, women still face several roadblocks in the workplace. Women's professional development and job happiness can be aided by policies and environments that take into account the unique obstacles they confront. The study uses a Univariate, Bivariate, and multivariate method, collecting information through both quantitative surveys and qualitative interviews. Participants are professional women from a wide range of fields in Bangladesh. Quantitative surveys analyze issues including work-life balance, gender bias, education status, women's violence in the job sector, support from family members, promotion prospects, and job satisfaction. The qualitative interviews dive more deeply into the women's lived experiences, shedding light on the difficulties they face and the strategies they use to overcome them. The study has both theoretical and practical significance. For practical purposes, this research will improve our understanding of the most significant obstacles to women's careers and participation in development processes and the most effective ways to overcome them. This paper will also be useful as a source of information for feminist groups and other organizations with the goal to advance women's rights and equality.

Professional Development of Women in Information and Communication Technologies (ICTS) Centres in Universities in Rivers State

Professional development of women in ICT is very crucial for sustainable development of a nation. However, the gender divide in terms of digital technologies has always been a problem. The aim of this study is to determine if women who work in University ICT centres in Rivers State are given the opportunity to develop themselves professionally. The study adopts the descriptive survey research design. The sample size constitutes twenty women from the three Universities in River State namely: University of Port Harcourt, River State University (RSU), and Ignatius Ajuru University of Education (IAUOE). The instrument for data collection was a questionnaire that assessed the professional development of women in ICT in terms of trainings attended, age and educational qualifications. The face and content validity of the questionnaire was determined by experts in ICT and the field of measurement and evaluation. The reliability of the questionnaire was analysed using the Cronbach alpha technique with an overall reliability of 0.83. The research questions were answered using simple percentages, mean and standard deviation. While the hypotheses were analysed using Chi square. Findings revealed that more of middle-aged women attend ICT training (ages 36-45), followed by younger women (ages 25 – 35) and then 46 above, gender does not significantly influence attendance to ICT trainings, but males and females attending ICT training is dependent on age. It is thus recommended that all women who work in ICT centres in Universities should be given equal opportunities to attend trainings for professional development irrespective of their age and educational qualifications.

Professional Development of Women in STEM Careers: Evidence from a Latin American Country

During the last decades, there have been important changes in the entry and participation of women in public life, especially in the workforce. However, this positive evolution of women is not reflected in their participation in the STEM fields, where we identified a significant gender gap. Thus, this phenomenological study analyses the factors that affect the career advancement of women in STEM, identifying the individual, family, social and economic/labour factors that, according to the experiences of these women, make an impact. The sample was made up of fifteen professional women (not in academia) in STEM careers in Perú. Data were collected, encoded, categorised and analysed according to the stages suggested by Moustakas (1994) . The findings of the study were related to the gender roles and stereotypes that affect women within the STEM professional context. The study proposes a conceptual framework that shows 12 elements that affect the professional development of women in STEM. The originality of this research lies in the fact that it analyses this phenomenon in Peru, where women’s labour force participation rate is the highest in the region and the majority of students who graduate from undergraduate programmes are women. The results will help academic authorities and policymakers to identify the barriers that affect this population and develop policies to improve the situation of professional women in the STEM workforce.

Женщины на службе в ведомстве Министерства народного просвещения

The article considers the formation of the teaching in the gender aspect. It is noted that the reforms of the mid-19th century contributed to the socialization of women. The establishment and development of women’s education has had a significant impact on the professional development of women in the educational institutions of the Ministry of National Education. It was noted that the Ministry of National Education was one of the first departments to admit women to public and administrative service. With the increase in the number of female graduates of gymnasiums, the gender composition of the pedagogical community in the educational institutions of the Ministry of National Education has changed. Legislative consolidation of a woman's right of teaching entailed a change in the social status of a woman. Having received the recognition of the authorities at the beginning of the twentieth in women firmly occupied a place in the pedagogical professional sphere, gradually pushing men from the school.

Motherhood as a factor differentiating women’s careers

Purpose: The aim of this study is to demonstrate the differences in the professional careers of women with and without children. Design/methodology/approach: The quantitative study was conducted using the survey method (CAWI) using an online questionnaire on a sample of 517 women. The survey included single- and multiple-choice and open-ended questions. The study lasted 9 months (February- October 2022) and included professionally active women working in medium-sized or large enterprises in south-eastern Poland. Findings: The obtained results indicate emerging significant differences between the surveyed women with children and women without children, in the context of professional career, preferences and activities undertaken for professional development. Professional career covers various spheres of life, including family, which means that motherhood has a significant impact on women's professional development. The higher education and age of women with children suggest the dominance of a conventional or dual career path. The age differences between the groups coincide with the trend of younger women giving up motherhood. Childless women are more likely to work in prestigious industries, while mothers value performing a prestigious profession. The average earnings of mothers are lower than those without children, but mothers are more likely to earn top wages. Childless women value continuous learning in their careers more. Women with children show a higher level of career satisfaction, which may reflect the modern approach to combining motherhood with professional work. Research limitations/implications: The research has limitations and the results cannot be generalized to the entire population. They only focus on certain aspects related to motherhood and women's careers, which could be expanded in future research. It is also suggested to study the differences between Polish regions and a longer analysis of the development of women's careers in various phases of professional life, especially those related to motherhood. Originality/value: Due to the very diverse approach to the topic of motherhood and careers, there are few studies relating to the differences in women's careers resulting from motherhood, and even fewer studies in this area are based in selected regions of Poland. Therefore, it seems justified to take up the topic of motherhood discussed in the article as a factor differentiating women's careers. Keywords: career, women's career, maternity, motherhood, work-life balance. Category of the paper: Research paper.

Women in public cultural organizations and their professional paths strategies: A rhizomatic approach

AbstractThe aim of this article is to explore the rhizomatic nature of the professional development strategies used by the female workforce of public cultural organizations. The research problem of this study are (1) the challenges of women who work in public cultural organizations and (2) ways of dealing with them by women. The empirical material was collected between January 2021 and January 2022 through 20 in‐depth interviews with female managers of public cultural organizations in Poland. The findings are presented in three sections: (1) specificity of work in culture, (2) twists and configurations on the way to grow, and (3) communities. In this way, it was possible to capture the specific strategies used by the female workforce for the development of their professional paths. To illustrate the complexity of these strategies, the concept of Rhizome—a root structure that grows in unpredictable and manifold directions—developed by Deleuze and Guattari was used. It also highlighted the fact that the professional development strategies used by women develop in a strong relationship with their environment and constantly evolve according to the needs of the women who decide to undertake them. The results of the research illustrate the impact of the far‐reaching gendered nature of work in cultural organizations on the professional development of women in this sector. Moreover, this reveals that to achieve their professional ambitions, women in cultural organizations co‐create complex informal organizational constructs, rhizome‐like in structure, which help women cope with the challenges that arise along their professional paths. These findings contribute to the theory of gendered organizations and the knowledge of gender inequality in cultural organizations.

The Polish Towards Political Participation and Professional Development of Women in the Context of Ideological Divisions

<p>Zbadano opinię na temat zaangażowania kobiet w politykę. Mężczyźni i zwolennicy prawicy częściej niż kobiety i zwolennicy lewicy uznawali mniejsze zaangażowanie kobiet w politykę za naturalne. Lewicowcy częściej zwracali uwagę na nierówności w rozwoju zawodowym kobiet i mężczyzn. Różnice w przekonaniach o większej skuteczności mężczyzn niż kobiet w polityce wiązały się z płcią badanych.</p>

Virtual Vessels of Empowerment: Exploring Everyday Resilience Building Tactics in Online Forums Focused on Nurturing Professional Development of Women in Technical Domains

ABSTRACTWork and learning are essential facets of our existence, yet socio‐cultural barriers may limit access and opportunity in such contexts. Women historically have faced several restrictions that have hindered their entry into professional ventures. Such constraints also manifest in technical domains, due to the sociocultural barriers in these fields which have placed such voices at the margins. These barriers have been associated with strife, turmoil, and emotional strain for those affected. Hence, it is important to investigate how women can subvert such structural limitations and can find channels through which they can seek support and guidance to navigate their careers. Motivated by this aim, this work through mixed inferences drawn from content and emotion analysis of 1,062 conversational threads embarks on a preliminary investigation of a subreddit (r/girlsgonewired) to understand the ways in which community practices may emerge in such channels to provide various dimensions of support and resilience‐building to help manage the struggles and travails of everyday life. The long‐term goal for this work is to address the way in which such channels can be designed, maintained, and curated to offer spaces for enrichment, empowerment, and advocacy with a focus on professional development for women in technical domains.

Women in leadership positions in universities: are they really queen bees?

PurposeThe purpose of this paper is to assess the adherence to the traits of the queen bee phenomenon (QBP) for women who hold leadership positions in Brazilian higher education institutions (HEIs) and to compare their responses with those of women without leadership positions and of men on the same dimensions.Design/methodology/approachA total of 703 academics from 88 HEIs participated in this study. The data were analyzed using a statistical package to calculate descriptive and inferential statistics. For these, 2 × 2 analysis of variance tests were performed to compare leader women vs nonleader women and leader women vs leader men.FindingsThe results indicate that leader women do not fit to all dimensions of the QBP. They report high averages to commitment, agency traits and personal sacrifices to career (Male self-description) and to meritocratic discourse. However, leader women assess their junior counterparts with higher averages to commitment and agency traits than women without leadership positions and leader men assess their junior counterparts. Women in leadership positions report superior identification with same gender colleagues and declare to be more supportive with affirmative policies for women's professional development than nonleader women and leader men.Practical implicationsThis study reinforces that same gender conflict in the work environment is not a female characteristic and also promotes reflections on the influence of organizational culture, men hostility toward quotas and gender stereotypes for female progression in the academic context.Originality/valueThis study provides an empirical analysis of the QBP to academic women in Brazilian HEIs and compares its dimensions to nonleader women and leader men. The analysis of a sexist culture enabled original results, as nondistancing of the self-group, even if leader women presented some QB traits.

SOCIOECONOMIC FACTORS AFFECTING WOMEN CAREER ADVANCEMENT IN THE GHANAIAN CONTEXTUAL SETTING

Women's career advancement has still been a topic of interest in Sub-Sahara Africa. To meet women's professional development requirements and remain competitive, organisations must pay attention to what makes them thrive. Career development involves a series of stages that occur over time, characterised by diverse concerns, themes, and tasks. There is, therefore, the need to document efforts to develop women managers and professionals and get a better understanding of the factors that positively influence women's progress in organisations. This paper reviewed the socioeconomic factors that influence women's career advancement by analysing existing literature to identify factors that facilitate or hinder the advancement of women’s careers. These factors, including stereotyping, biases, preference for family and work-life balance, male-dominant cultures in firms, the glass ceiling effect, lack of training and development opportunities, and their exclusion from networking, are significant impediments to career advancement claimed by women. Other factors such as organisational and government policies, supportive work environment, top management commitment, organisational support system, mentoring, networking, training and development, and organisational culture contribute to women's career advancement. In addition, interventions such as women-specific counselling sessions are held to address work-life balance. Interventions that would contribute to women-specific career advance theories were also identified. The critical issues that emerge from the review about hurdles to women's career advancement and variables that promote their advancement have been highlighted in this study. It is clear that many women who advance to senior positions acknowledge the obstacles posed by attitudes, and stereotypes and tactics have to be put in place to overcome them.

Employment opportunities for personal and professional development for women in Science and University Education - some Bulgarian experience.

La medición y el seguimiento del trabajo decente ocupan un lugar destacado en la agenda de la Organización Internacional del Trabajo (OIT). “Oportunidades de empleo para el desarrollo personal y profesional” es un indicador con un alto rango dentro del conjunto emergente aceptado de indicadores de Trabajo Decente. El equipo de investigación comienza a explorar este indicador en el ámbito de la educación científica y universitaria y la participación de las mujeres. Se ofrecen algunos ejemplos de la contribución de las mujeres a la educación de niñas y mujeres y al desarrollo del sistema educativo en Bulgaria en periodos históricos. El documento presenta datos sobre la proporción de mujeres en el moderno sistema búlgaro de enseñanza superior. Se prevé que en el futuro la red de Trabajo Decente recopile, analice y compare los datos de las universidades asociadas.

No room at the top? A system dynamics view of the recursive consequences of women's underrepresentation in international assignments

PurposeThe expatriation literature has developed an insightful body of research on the reasons why women are not assigned abroad as frequently as men. However, the authors know very little about the systemic and recursive consequences of women's underrepresentation in international assignments (IAs), which are examined in this conceptual paper.Design/methodology/approachDrawing upon expatriation research and a system dynamics perspective, the authors propose a conceptual model to explain both women's underrepresentation in IAs and its recursive consequences.FindingsThe authors highlight how women's underrepresentation in IAs results from a complex system of recursive effects that jeopardizes women's professional development and undermines both their own career progression to top management and firms' competitive advantage and international growth. The authors argue that organizations make decisions that contravene their own interest in a competitive global context. First is that they are limiting their talent pool by not considering female candidates. Second is that they are missing the opportunity to use IAs to advance women's careers.Research limitations/implicationsThe model provides a solid grounding for future research on selecting the most effective organizational actions and designing supportive measures to disrupt the persistent dynamics contributing to women's underrepresentation in IAs. Future research could also expand our study by incorporating individual differences and the proactive role that women may take.Practical implicationsThe model points to specific managerial interventions (e.g. increased access to job training and specific training ahead of the assignment, dual-career support, women's mentoring and affirmative action) which have the potential to reduce women's underrepresentation in IAs and in top management.Originality/valueThe system dynamics approach enables a broader understanding of why women are underrepresented in IAs, how this underrepresentation further exacerbates gender segregation in international business, and how these recursive outcomes can be averted to the advantage of firms' sustainable growth.

Negotiating a transnational career around borders: Women's stories in boundaryless academia

The study aimed to give voice to two women sport scientists' life stories to centralize the challenges and ways of coping their career journeys entailed, and enlighten our understanding of the lived experience and meaning of academic migrating. They shared transnational career stories through interviews and ongoing conversations which we re-story in a creative non-fiction story where we blended the two. Our data collection, analysis and representation were informed by theoretical, methodological and interpretive bricolage. As the creative non-fiction story shows, the academic entrepreneur ideal was somewhat disrupted in the women's lives, as migration experiences, aside from thrills, also involved rough and complex negotiations and challenges. However, the experiences and lessons learned from migration experiences informed subsequent decisions and relocations while work and home became a state of mind and a sense of comfort for the two women who relentlessly swapped priorities between home and work. We identified three strategies – negotiating, redirecting, and accepting – that the women applied to their home and work life while trying to stay true to themselves and their values. The literature on transnationalism and academics as mobilised professionals helped us bring to light ‘silenced’ elements of the academic narrative as forms of women's professional development in sport sciences that are not part of ‘official’ narratives of career-building were uncovered.

Career orientations of women in Russia: The kaleidoscope career model

The gender composition of the labor force has changed significantly due to the emergence of a number of new social and economic trends in most countries. Russia is no exception. Nowadays women constitute almost half of the workforce in Russia what emphasizes the importance of understanding their career expectations and professional development paths. Historically, career research was based on investigation of professional activities of men, which did not provide opportunities to objectively assess gender-specific factors affecting the career path of women significantly. The purpose of the study is to identify the characteristics of women's career paths and the features of career orientations, to assess the impact of gender-specific barriers, and to analyze the existing practices used by organizations in Russia to support working women. The kaleidoscope career model is applied as an evaluation tool. The results of the study show that there is a high level of orientation to challenge and authenticity among working women in Russia, a low level of influence of gender-specific stereotypes, as well as an insufficient development of practices directed towards professional development of women in the Russian companies. The conclusions made in the paper present an important addition to the knowledge about the contextual specificity of women's careers and can be employed in the development of effective women-oriented human resource management systems.

Women and Perceived Influencing Factors of Career Advancement in Bangladesh Corporate Job Sectors

The study aimed to investigate the perceived influential factors of women career advancement according to gender, company types and different levels of position in the current workplace. Cross-sectional Survey Research Design was used for the study. 257 adult male and female employees were selected as participants following convenient sampling technique. They were from four districts of Bangladesh working in banks, multinational companies, private firms and telecommunication sectors. The mean of means was used to compare the perceptual differences and the results revealed that family support was the most influential factor for women professional development following career focused, attitude toward organization and pleasant appearance according to types of company and different levels of position. But a gender difference was found regarding this issue. Most of the women gave emphasis on being career focused for reaching the career ladder whereas men found family support as the most leading factor for women career progression.

Championing women working in health across regional and rural Australia \u2013 a new dual-mentorship model

BackgroundMentoring is a critical component of career development and job satisfaction leading to a healthier workforce and more productive outputs. However, there are limited data on mentorship models in regional areas and in particular for women aspiring to leadership positions. Mentorship programs that leverage off experienced mentors from diverse disciplines have the potential to foster the transfer of knowledge and to positively influence job satisfaction and build capacity within the context of workforce shortage.MethodsThis study describes a dual-mentorship model of professional development for women working in health in regional and rural Australia. We present the framework and describe the evaluation findings from a 12-month pilot program.ResultsBoth academic and corporate mentors provided diverse perspectives to the mentees during the 12-month period. On average, corporate mentors met with mentees more often, and focused these discussions on strategy and leadership skills whilst academic mentors provided more technical advice regarding academic growth. Mentees reported an improvement in workplace interconnectedness and confidence at the completion of the program.ConclusionWe developed a framework for establishing a professional mentorship program that matches women working in regional health with mentors from diverse sectors including business, government, philanthropy and health, to provide a holistic approach to improving career satisfaction, institutional productivity and supporting a diverse workforce in regional or resource-poor settings.

STEREOTYPES AND PERCEPTIONS OF GENDER EQUALITY IN GLOBAL CORPORATIONS IN EUROPE AND THE USA – SUMMARY OF RESULTS FROM EUROPEAN COMPANIES

AbstractWhile women are underrepresented in leadership across the industrial western world, there is a dearth of empirical evidence on how these stereotypes play out across cultural contexts, and their relative strengths. Our goal was to launch an ambitious comparative survey study of global corporations to increase knowledge on how gender stereotypes operate across cultures, and employee perceptions of gender equality in the workplace. The results provide a better understanding of the obstacles to women's professional development and identify levers for promoting gender diversity in large groups.