Promote Gender Diversity Research Articles

Mind the Gap: The Journey of Skull Base Specialties Toward Gender Parity

Abstract Background There are increased efforts to promote gender diversity in skull base specialties. Aims/Objectives This study seeks to evaluate changes within neurotology, rhinology, and skull base neurosurgery (SBNS) over the past decade. Methods Information regarding fellows training in the past 10 years, current faculty members and fellowship directors, and grants and awards were extracted from the American Neurotology Society, American Rhinologic Society, and North American Skull Base Society Web sites, tabulated, and summarized. Chi-square analysis compared the proportional makeup of female fellows within related fields. Results In the past decade in neurotology, men constituted 89 of 128 (69.53%) fellows, 132 of 170 (77.64%) faculty members, and 25 of 29 (86.2%) fellowship directors. Within rhinology, men constituted 211 of 279 (75.63%) fellows, 113 of 141 (80.14%) faculty members, and 32 of 35 (91.4%) fellowship directors. In SBNS programs, men constituted 94 of 105 (90%) fellows, 120 of 133 (90%) faculty members, and 43 of 44 (97.73%) fellowship directors. In neurotology fellowships, the proportion of women increased (12%, p = 0.06) from 2012–2017 to 2018–2022. Similarly, SBNS and rhinology had statistically insignificant increases of 4.28% (p = 0.86) and 8.70% (p = 0.87). Conclusion The representation of women is consistent across all three skull base specialties. Although the overall number of women in each field is increasing, it changes slowly. Significance The gender makeup across all three skull base specialties is similar.

Working for Jessica or Michael? Implications of gender stereotypes for job application intentions at technology startups

AbstractResearch SummaryWe examine a critical yet underexplored aspect of human resource management in nascent technology ventures: employee recruitment. Applying theories of gender stereotyping, we contend that female‐led technology startups face greater obstacles in attracting job applicants than their male counterparts. Evidence from a randomized online experiment conducted in 2020/2021 with 777 US job seekers substantiates this barrier, indicating that the disparities are partly rooted in gender‐stereotypical perceptions of female technology entrepreneurs as less competent, agentic, and warm, which contribute to less favorable assessments of their ventures' economic potential and employee empowerment potential. Startups with gender‐diverse leadership teams appear to overcome these biases. Confirmatory evidence comes from a 2024 replication study with 455 US job seekers, underscoring the need to address gender biases in the technological ecosystem.Managerial SummaryIn the competitive landscape of technology startups, attracting talent is key. Our study reveals that startups with female leaders face gender biases during recruitment, with job candidates perceiving female technology entrepreneurs as less competent, agentic, and warm—and their startup ventures as less likely to have what it takes to grow and to empower employees. Analysis from a randomized online experiment involving 777 US job seekers in 2020/2021 and a follow‐up study with 455 US job seekers in 2024 confirm such biases. Crucially, a gender‐balanced leadership team significantly counters such biases, enhancing the venture's appeal to potential hires. These insights highlight the need for technology startups to promote gender diversity within their leadership to dismantle stereotypes and attract a broader talent pool.

Diverse perspectives on entrepreneurship: Analyzing gender and age-related differences in perceptions

Entrepreneurship is a key driver of economic growth, innovation, and social development, yet perceptions of entrepreneurship can vary significantly across different demographic groups. Understanding these variations is crucial for developing effective education and support systems. This study investigates the differences in perceptions of entrepreneurship among various gender and age groups, focusing on aspects such as career opportunities, financial readiness, the attractiveness of entrepreneurial ventures, skill requirements, economic impact, educational effectiveness, and gender-specific views on entrepreneurship. Using a quantitative research design, the study analyzed data collected from 300 entrepreneurs in Greater Noida through a structured questionnaire. Independent samples t-tests and ANOVA were employed to identify significant differences in perceptions across genders and age groups. The findings reveal notable differences in perceptions related to the effectiveness of entrepreneurship education and the role of women in entrepreneurship. Specifically, females demonstrated greater confidence in the ability of the education system to prepare individuals for entrepreneurial careers than males did. Additionally, significant differences in perceptions of entrepreneurial opportunities and support were observed between different age groups. These results highlight the need for tailored education programs and support systems that address the unique needs of diverse demographic segments. The study underscores the importance of promoting gender diversity and inclusivity in entrepreneurship to foster a more dynamic and innovative entrepreneurial ecosystem. By addressing the specific challenges and opportunities identified, policymakers and educators can develop more effective and inclusive strategies to support aspiring entrepreneurs. Future research should further explore the sociocultural and institutional factors influencing entrepreneurial perceptions to enhance the overall effectiveness of entrepreneurship initiatives.

Impact of Institutional Isomorphism on Gender Diversity on the Boards of Sport Organizations in Japan

This study utilized institutional theory to examine how the Governance Code implemented in Japan in 2019 increased the number of female board members in national sport federations (NF) recognized by the Japanese Olympic Committee (JOC). Using the three mechanisms of antecedents that lead to changes in institutional isomorphism as a framework (coercive isomorphism, mimetic processes, and normative pressures), we conducted semi-structured interviews with board members of sport organizations and analyzed the obtained data using thematic analysis. The results revealed institutional isomorphism influenced gender diversity on NF boards and identified the mechanisms that promote gender diversity on the boards of sport organizations.

Board Gender Diversity and Workplace Safety: Evidence From Quasi‐Natural Experiments

ABSTRACTResearch Questions/IssueThis paper examines the impact of board gender diversity on workplace safety in an international setting from 2002 to 2019. Utilizing gender quotas on corporate boards as a quasi‐natural experiment, we explore the causal effects of gender diversity on workplace safety, highlighting the significant influence of corporate board gender quotas on corporate policies.Research Findings/ResultsUsing a sample of 13,124 firm‐year observations from 48 countries, our findings reveal that gender quotas on corporate boards are linked to higher rates of work‐related injuries. The association is particularly strong in financially constrained firms, as well as in those with high workloads and low investments in workplace safety. In contrast, this effect is mitigated in firms located in countries with strong institutional frameworks and high union representation. The results hold across various regression specifications and remain robust when considering different measures of workplace injuries, board gender diversity, and additional control variables.Theoretical ImplicationsOur study draws on gender behavior theory, social role theory, and gender socialization theory, with findings particularly aligning with gender behavior theory. It advances understanding of how changes in corporate governance structures related to board diversity influence workplace safety. This research underscores the importance of further empirical work to expand this area of study, suggesting valuable directions for future research through cross‐sectional and longitudinal analyses.Practical ImplicationsThe findings provide critical insights for policymakers considering the implementation of gender quotas in boardrooms. Additionally, this research highlights the need for further exploration of unexamined aspects within governance studies, which will significantly influence future policy debates, legislative processes, and corporate practices in promoting gender diversity and enhancing workplace safety.

You Can't Be What You Can't See: The Progression of Women in Otolaryngology-Head and Neck Surgery.

Objective: To examine trends in the gender composition of residents and faculty in Otolaryngology-Head and Neck Surgery residency programs in the United States and to investigate the correlation between women's representation in leadership positions and the proportion of women faculty and residents. Methods: A literature review was first performed to analyze trends in the gender composition of residents and faculty in Otolaryngology-Head and Neck Surgery (OHNS) residency programs. Current residency programs were then identified using the Electronic Residency Application Service 2023 Participating Specialties and Programs website. The following data was collected from each program website: gender of associated medical school dean, gender of department chair, gender of residency program director, and total number and gender of fellowship directors, faculty, and residents. Wilcoxon rank sum test and Fischer's exact test were used to analyze relationships between the number of women in leadership positions and the proportion of women faculty and residents. Results: An increase in the number of women chairs, residency program directors, residents, and faculty over the past decade is documented across published literature. One hundred twenty-three current academic residency programs were identified. Women accounted for 42%, 30%, 27%, and 8% of current residents, residency program directors, faculty, and department chairs, respectively. Department chair gender was significantly correlated with number of women faculty (P = .01). Any women in a leadership position were correlated with a statistically significant increase in median percent of women faculty (P = .006). Conclusion: Further understanding of how the mentorship of women promotes gender equity is necessary to promote gender diversity in OHNS.

Parents’ views on gay male teachers in early childhood education

ABSTRACT The stigma surrounding men’s sexuality in Early Childhood Education (ECE) is complex and part of a sexuality hierarchy within which homophobic, emasculating and disparaging undertones are often used to label male teachers in ECE as gay. In this paper the authors demonstrate the complex and gendered ways in which this stigma unfolds in a South African context and offer a decolonising gender perspective to highlight how the country’s socio-political context impacts on how parents respond to gay men in ECE. The parents in this study expressed tolerance and acceptance of gay men’s involvement in ECE. Notwithstanding, these diverse views, many parents’ tolerance and acceptance of gay men in ECE was found to be powerfully structured along a discriminatory heterosexist culture. Despite this, some parent’s acceptance of gay male teachers in ECE were underpinned by gender-progressive attitudes to focus on curtailing gender discrimination and promoting gender diversity and inclusivity at school.

Positive inclusive experiences of a same-sex desiring male Foundation Phase teacher

Background: Much work has been done to realise the discourse of diversity and gender equality in the perceived feminised Foundation Phase (FP) of teaching and learning. Part of the work was done through the inclusion of males in FP teaching to provide learners and teachers alike with diverse learning experiences. In South Africa, most research focuses on why FP teaching remains a feminised space, the marginalisation of few male FP teachers. However, less is known about male FP teachers’ positive inclusive experiences.Objectives: To contribute to the discussion by presenting Camagu’s case study, a same-sex desiring male FP teacher, and his positive inclusive experiences in a conservative context in the Eastern Cape province, South Africa.Methods: A qualitative single case study methodology employing photovoice to elicit Camagu’s positive inclusive experiences in FP teaching.Results: Findings revealed positive inclusive practices implemented by the school, discussed under two themes: Finding a sense of belonging through school structures and ‘It’s nice to have someone as different as you in the school …’ - Learners’ perspective.Conclusion: The study suggests a need for increased support for school leadership and teachers to promote inclusive policies and practices affirming diverse identities of all learners and teachers.Contribution: Camagu’s experiences offer new research dimension by sharing best practices for fostering inclusive school environments. The study challenges deeply rooted gender norms in South African education, particularly in FP teaching. It advocates for inclusion and acceptance of male teachers, regardless of their diverse gender and sexual orientations, promoting gender diversity.

Evaluation of the Potential of AI to Foster Gender Diversity in Leadership Positions in Germany

Women remain underrepresented in leadership positions in Germany. This article explores whether AI could support gender diversity in leadership. After analyzing current diversity data, we identified hurdles for women in leadership from literature. We evaluated AI’s potential to promote gender diversity through examples of AI tools from professional and private life. Four potential areas for AI assistance were identified: i) recruitment, ii) personalized time-management, iii) career development, and iv) networking and mentoring. These AI tools could particularly benefit women by addressing identified obstacles. The literature on this specific topic is limited, making this article a valuable foundation for further research.

THE INFLUENCE OF PRESENCE OF FEMALE IN BOARD OF DIRECTORS AND AUDIT COMMITTEE TOWARDS FINANCIAL PERFORMANCE: EVIDENCE FROM INDONESIAN PUBLIC COMPANIES

<p><strong>Background: </strong> Diversity on corporate boards and strong audit committees are essential for good corporate governance, and promoting gender diversity, particularly increasing the number of women on boards, has been proven to enhance overall business performance.</p><p><strong>Objective</strong>: This study aims to investigate whether the presence of women in the board of directors and audit committee affects the financial performance of Indonesian public companies listed on the Indonesia Stock Exchange (IDX). The study uses a purposive sampling method to select 670 companies from financial statements listed on IDX from 2019 to 2021, excluding the financial industry.</p><p><strong>Research Method</strong>: The study employed multiple linear regression analysis with a fixed effect model and an ordinary least square (OLS) model to assess ROA and PER. Recognizing the presence of heteroskedasticity and autocorrelation issues, the regression was adjusted using Robust Standard Error for standardization.</p><p><strong>Research Result</strong>: This study shows that having women on the board of directors positively influences Return on Assets (ROA) and negatively influences Price-to-Earnings Ratio (PER). Although the study did not find a significant influence of women on the audit committee, it suggests that the presence of women on boards of directors can potentially improve companies' financial performance.</p><p><strong>Research Originality/Novelty</strong>: The authors emphasize that their study fills a gap in the literature by examining the impact of female presence in board of directors and audit committees on financial performance in Indonesian public companies.</p>

What are the drivers of sustainable development web-reporting in Portuguese local governments?

Purpose Local governments (LGs) play a crucial role as policymakers and catalysts for change at the local level, making them well-positioned to connect the United Nations’ 2030 Agenda goals with local communities. Therefore, LGs should collect and analyze data to monitor progress toward the sustainable development goals (SDGs) and report on the outcomes. In this regard, webpages on the internet stand out as a valuable tool to enhance accountability in LGs and to promote stakeholder engagement with the community. Thus, this paper aims to analyze whether Portuguese municipalities disclose information regarding the SDGs on their websites, and to identify the main drivers of SDG web-reporting. Design/methodology/approach Drawing on the theoretical foundation of legitimacy theory, this study examines the relationship between SDG reporting and the characteristics of several municipalities (such as geographical location, municipality size, financial performance, political ideology and gender), as well as adherence to some programs/networks/platforms (such as CESOP_Local and ODSLocal). The websites of 306 Portuguese municipalities were analyzed using the content analysis technique. A bivariate and multivariate statistical analysis was applied. Findings Bivariate analysis shows that coastal, larger and financially efficient municipalities are more likely to disclose SDG information on their websites due to visibility and stakeholder pressure. Contrary to extant literature, left-wing municipalities are not necessarily more inclined to embrace the 2030 Agenda. However, the presence of women in decision-making bodies and adherence to networks and sustainable programs positively influence SDG disclosure. In multivariate analysis, logistic regression identifies two significant factors impacting online SDG disclosure: the representation of women in municipal plenaries; and adherence to the CESOP_local network. Other factors show no significant influence, highlighting these two variables as the main drivers for SDG information disclosure. Practical implications The findings are in line with the literature review and lead us to conclude that SDG reporting in LGs is still in its infancy. Therefore, policymakers and regulators need to work together to implement and standardize sustainability reporting within LGs. Social implications Considering the significance of the gender variable, the findings could have implications for policy formulation, promoting gender diversity and its impact on the quality of SDG reporting. Originality/value Empirical research on SDG reporting remains limited, particularly within the context of LGs. To the best of the authors’ knowledge, no previous studies have delved into the reporting of SDGs specifically in this Portuguese context.

The influence of board gender diversity and ownership structure on integrated reporting: Evidence from Malaysia

This study examines the influence of board gender diversity and ownership structure on integrated reporting. Integrated reporting is widely regarded as a report providing the most comprehensive and valuable information regarding an organization's performance and value creation, offering significant benefits in improving stakeholder relations. This type of reporting is expected to accurately represent existing relationships between organizations and their stakeholders by focusing on investors and other stakeholders. Therefore, the purpose of this study is to examine the influence of gender diversity and the role of ownership structure in an integrated reporting context. In order to elucidate the relationships among the variables in this study, the agency theory was utilized. The sample of the study was derived from the top 100 Malaysian companies based on market capitalization for the years 2018 to 2020. The content analysis approach was employed to hand-collect the data from the annual reports. The findings of this study show a positive and significant relationship between board gender diversity and government ownership with integrated reporting. However, this study found a negative and significant relationship between family and foreign ownership with integrated reporting. This study could assist company owners and management in improving their company's information disclosure practices. Also, companies might consider adopting policies and practices that promote gender diversity in leadership roles and optimize ownership structures to enhance their integrated reporting practices. Additionally, regulatory authorities might find the results of this study valuable in formulating effective policies aimed at advancing integrated reporting.

Anti-corruption policy and earnings management: do women in monitoring roles matter?

PurposeThe inadequate enforcement of anti-corruption policies in the private sector in Association of Southeast Asian Nations (ASEAN) countries is the motivation for this study to investigate how a company’s anti-corruption disclosure (ACD) affects earnings management. Moreover, the underrepresentation of women in supervisory roles makes this aspect of particular interest. Hence, this study highlights the question of whether their participation in audit committees can impact the organization's policies.Design/methodology/approachThis research employs archival methods to examine 30 of the largest non-financial companies from each of the ASEAN-5 countries (Indonesia, Malaysia, Singapore, Thailand and the Philippines) from 2016 to 2018. Lastly, the authors also utilize a robustness test.FindingsAs expected, the results indicate that the low willingness to disclose anti-corruption activities encourages earnings management practices. This relationship is significantly more potent in firms with fewer women on their audit committees. The findings remain robust after assessing alternative measurements.Practical implicationsThe findings of this study imply that a company’s anti-corruption policies and the role of women in supervisory activity influence rent-seeking behavior. Thus, investors should consider elements that promote transparency in companies. Additionally, regulators must evaluate regulations to promote gender diversity and eradicate corruption by establishing exact policies, providing whistleblowing protection and simplifying indicators for effective disclosure.Originality/valueThe consequences of the anti-corruption policy in the ASEAN-5 countries are relatively under-researched and still focus on a single country. Furthermore, while examining the connection between ACD and earnings management, this study also considered how addressing the supervisory factor is urgent in terms of corporate transparency.

Assessing the impact of women’s underrepresentation on public service delivery in Afghanistan

ABSTRACT In the wake of the political upheaval witnessed in Afghanistan in August 2021, there has been a noticeable curtailment of women’s involvement in the public sector. This quantitative cross-sectional study, grounded in representative bureaucracy theory, examines the perceived effects of this underrepresentation through a diverse and representative sample of 349 employees from various government departments. Employing a 21-item questionnaire with 5-point Likert scales, the survey assessed service accessibility, quality, responsiveness, accountability, and innovation dimensions. Snowball sampling was utilized due to access limitations post-August 2021, with a minimum one-year work experience as the inclusion criterion. Data analysis involved descriptive statistics, index creation for service dimensions, correlation analysis, and ANOVA to examine differences based on participant characteristics like grade, education, and age. The findings indicate that the lack of female representation significantly impairs service delivery across dimensions like accessibility, quality, innovation, and accountability, particularly concerning women. The study underscores the detrimental consequences of gender homogeneity on formulating gender-sensitive policies and maintaining inclusive, high-quality public services. These results emphasize the necessity of promoting gender diversity within the Afghan public sector to ensure responsive and equitable service delivery aligning with the needs of all societal segments.

Torture and blessing: the impostor phenomenon among Spanish female executives

PurposeThis research explores the impostor phenomenon (IP) within the context of gender and leadership, aiming to transform impostor feelings into catalysts for leadership empowerment and positive career outcomes.Design/methodology/approachUtilizing grounded theory, this study conducts in-depth interviews with 34 female Spanish senior executives to analyze their experiences with IP.FindingsThe research reveals that top executive women are not only affected by IP but can also harness it to foster personal and professional growth. It identifies key strategies – such as self-reflection, effective communication and cultivating positive habits – that enable women to transform IP into a lever for enhancing their careers. This approach leads to a proposed virtuous cycle model that empowers women to overcome the negative impacts of IP and advance their leadership capabilities.Originality/valueThis study contributes to the literature on gender and leadership by offering insights into the gendered nuances of IP. By framing IP as a potential catalyst for growth rather than a barrier, the study provides practical tools for human resource (HR) departments to promote gender diversity at senior levels. It also advocates for HR practices to dismantle internal barriers to women’s career progression and address conscious and unconscious gender biases.

Knowledge and Attitude Associated with Use of Performance Enhancing Substances and Methods among Mixed Martial Arts Athletes in Kenya

The use of performance-enhancing substances (PES) among Mixed Martial Arts (MMA) athletes has been a growing concern in Kenya, driven by the desire to gain a competitive edge. This study explores the knowledge and attitudes associated with the use of PES, traditional herbs, and food supplements among Kenyan MMA athletes. The cross-sectional survey research design allowed for the collection of quantitative data to understand the athletes' perspectives. Participants in the study included MMA athletes from various regions across Kenya, with a target population of 4,000 athletes and a sample of 800 selected through Population Proportionate to Sample (PPS) technique. The research instruments used were questionnaires divided into two sections: Anti-Doping education and beliefs about PES, traditional herbs, and food supplements. Pre-testing ensured the reliability of the questionnaires. Data analysis utilized SPSS version 22, applying descriptive statistics and One and Two-Way Analysis of Variance to examine mean score differences at a 0.05 significance level. Results indicated that the majority of MMA athletes in Kenya are male (79.9%), with an age range of 18 to 54 years and a mean age of 26.8±4.1. Experience in years varied, with Wrestlers having the most years and Taekwondo athletes the least. Knowledge levels were generally low, with Bodybuilders scoring the lowest in a set of 16 Likert scale questions. Misconceptions about the safety of over-the-counter supplements were prevalent, with only 14.8% of athletes believing they were safe. Attitude scores showed that Bodybuilders and Weightlifters had a more favorable view of doping, while female athletes exhibited a significantly higher attitude score compared to males. The study concludes that there is a need for enhanced Anti-Doping education and awareness programs, particularly focusing on athletes with lower knowledge and attitude scores. Recommendations include implementing gender-specific education, promoting gender diversity in MMA, and strengthening collaboration with sports authorities and Anti-Doping agencies.

The French approach to promoting gender diversity in corporate governance

An increasing number of countries are adopting policies on gender diversity in corporate governance. Some regulators believe that non-binding recommendations, or ‘soft law’, are sufficient and that stakeholder social pressure will promote diversity. Others argue that ‘hard law’ is needed, including mandatory quotas with sanctions for non-compliance. Both sides believe that increasing gender diversity on boards of directors is necessary to promote diversity in executive committees and other top management positions. Empirical evidence from France sheds light on this debate. Initially, the country supported the ‘soft law’ approach. However, following the Norwegian example, France passed the Copé-Zimmermann law in 2011, which imposed a mandatory quota of 40% gender diversity on boards of directors by 2017. In 2021, the French parliament passed the Rixain law, recognising the limited progress of the previous law and setting a mandatory quota of 40% on boards by 2029. This law was the first of its kind in Western countries.

Yes We Can: Promoting Gender Equality from University to Primary Education Teaching through the Design of Knowledge Models

Gender equality and women’s empowerment are important issues that still need to be addressed, despite some progress in recent years. The United Nations 2030 Agenda for Sustainable Development includes 17 Sustainable Development Goals (SDGs) which aim to tackle various global challenges, including the 4th (Quality Education) and 5th (Gender Equality) goals that were used to frame an activity in a science education subject in a primary education teaching degree. Previous research has found a decrease in girls’ interest in STEM and STEM-related jobs in primary and secondary education. To encourage girls in primary education towards STEM-related professions, an activity was organized in a science subject at a university in Navarre, Spain. The goal of this activity was to identify inspiring women scientists who could serve as role models for university and primary school students. A knowledge model, which is a concise and graphical representation of knowledge through concept maps, was created using the methodology of knowledge model design (Cañas et al. Revista De Informática Educativa 13:145–158, 2000) to showcase all the women scientists selected by the students. This final model is publicly accessible and can be shared with any educational center interested in promoting gender diversity in STEM fields. The results showed that the students learned meaningfully as they inquired about women scientists in professions that are typically considered more suitable for men. As these students are trainee primary school teachers, they can become part of an educational network that empowers girls by developing STEM-related activities that promote gender equality.

Gender differences in executive compensation in Spain

PurposeIn the context of sustainable development goal 5 of the United Nations 2030 Agenda: “Achieve gender equality and women’s empowerment”, where gender equality is not only a matter of justice but also essential to achieve sustainable development, this paper aims to examine the gender pay gap in executive director compensation and the influence of female board representation and participation in nomination and remuneration committee (NRC) on this gap in Spanish listed firms over the period 2012–2022.Design/methodology/approachThe analysis is conducted using a data set created by the authors, which includes executive director compensation data for 164 unique firms. This data set comprises 128 distinct observations for a given firm and year for women, and 2,333 observations for men. The authors estimate ordinary least squares models, clustering standard errors by executive. The authors use Oaxaca-Blinder decomposition to decompose gender differences in compensation into differences in the characteristics of men and women and differences in the return on the same characteristics.FindingsThe authors find evidence of pay penalty for female executive directors compared to male counterparts. After controlling for firm, board and executive characteristics, the authors find that women earn 27% less than comparable men. The penalty is lower in companies with a higher share of women on the compensation committee, suggesting that women’s participation plays a role in setting a more equal remuneration policy. The gender gap in executive compensation narrows over time due to a substantial reduction of the differences between men and women in both characteristics and the return on these characteristics.Originality/valueThis study is one of the few analysing the gender gap in executive director compensation and its evolution in Spain. It specifically explores how gender diversity on both the board and the NRC impacts this gap. The analysis is focused on the most recent period characterized by important efforts to promote gender diversity.

Artificial Intelligence, Big Data, and Cloud Infrastructures: Policy Recommendations for Enhancing Women's Participation in the Tech-Driven Economy

This study investigates the underrepresentation of women in Artificial Intelligence (AI), Big Data, and Cloud Infrastructures, exploring the barriers and challenges they face and assessing the effectiveness of current policies and initiatives to promote gender diversity within the tech industry. Employing quantitative research methods, the study used a survey distributed to 572 female professionals in tech-related roles across various industries, achieving a 67.9% response rate. Multiple regression analysis was utilized to test four main hypotheses concerning barriers to entry and advancement, the inclusivity of educational programs, the impact of diverse teams on innovation and performance, and the effectiveness of gender-inclusive policies. Key findings indicate that the type of organization and specific tech sectors significantly influence the barriers experienced by women. Notably, gender diversity within teams correlates strongly with improved innovation and performance. However, educational and training programs often fail to be sufficiently inclusive, underscoring the need for programs better tailored to women's needs in tech fields. Moreover, the study confirms that implementing gender-inclusive policies substantially increases women's participation in tech roles, especially when these policies are applied long-term. Based on the findings, recommendations are made for adopting comprehensive, inclusive practices at organizational and educational levels, promoting diversity in team composition and leadership, committing long-term to effective policy implementation, and developing supportive networks through mentorship and sponsorship programs. These measures are aimed at reducing gender disparities and enhancing the integration of women into the high-tech economy. The study underscores the critical role that strategic policy-making and organizational change play in fostering an inclusive tech environment that not only addresses gender disparities but also enhances overall industry innovation and performance.