Women In Leadership Roles Research Articles

Reflections on Improving Women’s Experiences of Mentorship in Canadian Coaching

Despite recent advancements for women in leadership roles, women remain underrepresented in sport coaching contexts. Mentorship has been advocated as a potential avenue for advancing and sustaining the careers of women coaches. In line with this, national sporting bodies have implemented mentorship programs to pair new and aspiring women coaches with senior leaders. While recent evaluations show promising results, research is needed to understand how these programs are conceptualized, implemented, and experienced by program participants. The purpose of this study was to qualitatively explore stakeholders’ experiences in two Canadian women in coaching mentorship programs. Perspectives were gathered from 21 Canadian sport stakeholders that included program mentees, mentors, and staff. Data were analyzed using a reflexive thematic approach. Findings demonstrate the need for purposefully recruiting both mentor and mentee coaches to sustain meaningful partnerships. Additionally, participants highlighted the need for sport organizations to situate women in coaching as a priority and engage in sponsorship and long-term planning for sustaining women’s advancements in coaching. This study explores women in coaching mentorship programs from multiple perspectives, which may inform future formalized mentorship opportunities for women coaches by addressing identified challenges and barriers.

Military orders and powerful women in the Christian Levant

In the Christian East, religious military orders have obviously had interactions with women in leadership roles as queens, princesses and noble women. The relationship between military orders and aristocratic women varies in relation to the power these women actually had in Latin states in the East, the Armenian kingdom of Cilicia and the Latin Empire of Constantinople including Frankish Morea. As such, we must clearly distinguish between women who ran a state or governed a fiefdom by themselves and those under the guardianship of others. This difference influences the attitudes that representatives from the orders displayed towards these noble women. In this study, we are interested in these different types of situations, such as the relationship of the military orders with women in positions of power such as the Queens of Jerusalem Melisende and Sibylla, the Queen Joanna of Naples, who was also Princess of Morea, and other important women. We also examine the very delicate diplomatic intervention by the order of the Hospital concerning the Princess of Tyre, Zapel, sister of the Armenian King, Ochin I and wife to the Governor of Cyprus, Amaury of Tyre, in order to free the King of Cyprus, a prisoner in Armenia. For queens and princesses who were not independent, especially when they were young, we could determine in several cases the level of involvement of military orders in their marriage. The cases examined are representative of the wide range of types of relationships that military orders had with ladies of high social standing in the Christian East.

Gender Gap: A Call for Women Leaders.

An original clinical research report and accompanying editorial in this issue of Anesthesia & Analgesia directly address a reality that deserves our undivided attention: a stark disparity continues to exist between men and women in leadership roles in academic anesthesiology. Basile et al identified 26 women in our field who have successfully achieved leadership positions. These leaders participated in structured interviews to ascertain whether there were specific factors common to women in leadership in anesthesiology, and how they obtained these positions. Four themes related to career development for these women were identified. Personality traits such as perseverance and adaptability were common among these women. Many of these individuals completed leadership courses and received early mentorship. As well, a major obstacle for these women was overcoming workplace bias and competing family obligations. Finally, leadership acquisition required self-promotion and sponsorship. The attributes of the interviewees are illustrated above. The reader is strongly encouraged to review the cited article and editorial for an in-depth understanding of the concepts summarized in this infographic.

Being a Woman is not a Barrier to Achieving Successful Leadership in South African Higher Education

This research aims to examine and analyse some of the problems that women in leadership positions face in South African higher education. Women have been denied leadership positions in higher education. This became increasingly clear in developing countries such asSouth Africa. However, in recent years, there has been a great increase in the achievement of women in leadership roles in higher education.. South African higher education has undergone a gender stereotype reversal, largely due to an increase in women in leadership positionssuch as vice-chancellors, rectors, deans, and department heads. This study contends that being a female does not preclude successful leadership in South African higher education. A qualitative content analysis was utilised to guide this work when reviewing and analysing current scholarly literature such as articles, book chapters, and theses. To build a coding system and present the findings of this paper, the following themes were identified:(1) challenges women face in leadership positions in South African higher education; (2) the influence of patriarchy in leadership positions in higher education; (3) Influence of patriarchy in leadership positions in higher education; (4) Redressing the challenges faced by women in higher education. The findings of this paper revealed that being a woman is not a barrier to success in leadership, but they also highlighted that women continue to face basic problems in academic leadership. This article concludes by claiming that gender stereotypes, gender inequity, and discrimination against women in leadership roles are issues preventing women from achieving their career progression goals in academia.

Report on the SIGIR 2022 Session on Women in IR (WIR)

The SIGIR 2022 Women in IR event, organized by SIGIR WIR, 1 took place on July 12 in Madrid, Spain and was attended by close to 100 participants, mostly in-person. This year's theme was "Women in Leadership Roles" , motivated by an interest in our community. Four speakers, covering academia, industry, and entrepreneurship were invited, who shared their experiences. Date: 12 July, 2022. Website: https://sigir.org/women-in-ir/sigir2022.html.

Programmatic approaches to achieving equity for women in anesthesiology.

Programmatic approaches to achieving equity for women in anesthesiology.

Women participation in academic management positions. Evidence from Italian universities

Sustainable Development Goal 5 aims to achieve women's full and effective participation as well as equal opportunities for leadership at all levels of decision-making. Our research focuses on the higher education sector and aims to analyse the current gender gap in Italian universities. Specifically, this paper studies the effective presence of women in leadership role through the disclosure provided in gender reports. The research approach is based on a content analysis of the gender reports published by Italian universities, collecting information about the presence of women in academic leadership roles (such as rector, board of directors, school president, department director, etc.). This research has an exploratory nature as, to the best of our knowledge, previous studies have not analysed this topic in Italian higher institutions. It also represents a possible bridge between two different research areas: gender gap studies and social reporting. The results provide an instrument for evaluating the effectiveness of the gender policies in the university sector for national policymakers (such as the Ministry of Education and Italian Rectors Conference) and rectors and board members of higher institutions.

Paul's Perspective on the Role of Women in Leadership and its Relevance to the Church in Africa

Many African societies are androcentric. Evidence of gender inequality reflects in their education, economic, political, and religious systems. Some church denominations are struggling to establish women's roles in church leadership. The struggle is to what extent is it culturally acceptable and biblically justifiable to allow women to assume preeminent leadership positions? This paper examines women's roles as presented in Pauline epistles to discover Paul's view of women's ministries in the church within the purview of diverse cultural orientations of his days. It argues that Paul adopted a progressive and transformational approach to address the age-long controversial issue of women's roles in the church. In some areas, his approach is countercultural, and in others, it is conventional. The paper adopts an analytical approach to unravel Paul’s perspective of women's leadership roles from Pauline's literature and scholars' opinions. It ascertains that the Church in Africa should develop cultural sensitivity and appreciation, ensure the Husband-Wife relationship and mutual development, maintain orderliness in worship, campaign for gender equality, and safeguard against heresies. It is recommended that pastors in churches and theological educators should adopt Paul's position concerning women's ministry roles in the church and encourage women to take their place beyond cultural limitations.

The Invisible Women. Female Participation in Church Leadership in the Dutch Evangelical Movement

Summary The question discussed in this article is: To what extent does church policy and structure influence the transformative process to include women in governance and spiritual leadership in Evangelical churches in the Netherlands? Transformative processes are complicated and take time, as is the case with the inclusion of women in leadership roles in the Dutch Evangelical Movement. Although the congregational, grassroots structure of the local churches could be an advantage, this article argues that it can also complicate such a process of change. The current situation of the Dutch Evangelical Movement is described through the study of (policy) documents, websites and interviews concerning women in leadership. A comparison with a particular Reformed denomination enables a discussion of structural strengths and weaknesses. Although there are hardly any objections to female leadership at the denominational level, the interviews reveal possible reasons why the inclusion of women in the offices of the local churches is such a slow process. This topic should be the subject of further study.

Women of Colour and Black Women Leaders are Underrepresented in Architectural Firms Featured in Key Trade Publications

A Review of: Mathews, E. (2021). Representational belonging in collections: A comparative study of leading trade publications in architecture. Library Resources & Technical Services, 65(3). https://journals.ala.org/index.php/lrts/article/view/7486 Abstract Objective – To measure how well women are reflected, specifically women of colour, in architectural trade publications. Design – Quantitative diversity audit. Setting – Architecture field. Subjects – Architectural firms whose work appeared in four trade publications (Architectural Record, Architectural Review, l’Architecture d’Aujourd’hui, and Detail) in 2019. Methods – A diversity audit was selected to analyze the representation of various subsets of women within the architecture core collections. The Avery index was used to identify architectural firms featured in four trade publications. The quantitative study collected demographic data from 354 firms, featuring 726 women. Within these firms, the author sought to identify women leaders and how many of those were women of colour. The author then used four guiding questions to analyze the journals: (1) individual journals’ coverage; (2) size of the firm; (3) type of firm, and (4) firms which issued a statement in support of the Black Lives Matter Movement and the likelihood of a woman of colour being in a leadership role. Main Results – The key results for the studies guiding questions were: (1) the overall average of women leaders in the firms covered in the journals was 24% and for women of colour 6%. Architectural Record featured the highest proportion of firms with women in leadership roles (28%) and those with women of colour as leaders (9%); (2) women leadership was higher in smaller firms (large 24%; medium 20%; small 31%) as was women of colour in leadership (large 3%; medium 6%; small 9%); (3) insufficient data was found for meaningful analysis of the representation of women according to specialization within the architectural field; and (4) the firms that issued clear BLM statements were highest in the US (15%) overall. Architectural Record, a US publication, featured the highest percentage of firms that made clear BLM statements (27%). Conclusion – The study concluded that there was an underrepresentation of women, women of colour, and Black women in architectural trade publications. The author’s position is that collection development practices should adequately reflect the library users they serve with acquisition actions that increase a more equitable representation. The author stated that the practical implications for this study fall under the rubric of remediation in the following areas: (1) balance inequities in architectural programs by increasing enrollment of women; (2) identify collections which lack inclusivity, balance them with curated electronic resources; and (3) collection policies should reflect readership and encourage a sense of professional belonging. In future studies, the author acknowledges that a qualitative study based on responses from architects would complement the current study.

‘Demonstrable experience of being a Mammy or Crazy Black Bitch’ (essential). A critical race feminist approach to understanding Black women Headteachers’ experiences in English schools

ABSTRACT This paper builds on the emerging, but significant scholarship of Critical Race Feminism (CRF) in education. It adds to the literature in this area by applying the theoretical and methodological underpinnings to the British education context where such applications are vanishingly small in favour of broader critical race applications. Supported by racialised and gendered images of professional Black women in leadership roles as the analytical standpoint for understanding a Black woman Headteacher’s experiences in an English school, this paper argues that Black women’s tenure and trajectories are underpinned by the white racial colonial logics of the Mammy, Crazy Black Bitch, Superwoman and/or Feisty Sapphire. In so doing, institutional racism continues to underpin and undermine Black women Headteachers’ leadership potential, experiences and outcomes.

Glass Cliff and Brexit: Theresa May’s legacy as Prime Minister

Following the 2016 British referendum, Theresa May was officially appointed as PM. She was classed as a weak PM, and her legacy was considered a huge failure in Brexit negotiations. Yet, few analyses focus on how she became a PM in such a challenging moment for UK-EU relations. This article explores the paths that lead May to this position, based on the glass cliff literature. Then, May’s brinkmanship strategy on Brexit is analysed in light of Complex Adaptive Systems’ approach to crises. We apply the CDE model to understand May’s response to the Brexit vote. Finally, the concept of men glass cushion will be introduced to explain May’s replacement by Boris Johnson. This work joins efforts to employ perspectives from other areas, such as administration and psychology, to understand women in leadership roles and to bring light to the study of gender in politics.

Study details the underrepresentation of women in presidential positions

As more and more women have earned doctorates and entered the academy, it is reasonable to assume that there will soon be more women in leadership roles. A recently published study, The Women's Power Gap at Elite Universities: Scaling the Ivory Tower, shows that women, particularly women of color, are underrepresented in the presidential position at R1 institutions (universities with very high research activity, defined as R1 by the Carnegie Classification).

Women identity crisis in Northeast India

Women are essential to the advancement and development of society, and there is no development tool more effective than the empowerment of women. Despite this, the world continues to waste a precious resource due to the hysterical underrepresentation of women in leadership roles, which frequently results in the exclusion of women's talents and skills in political life. Even though they have made outstanding progress in many fields and are frequently considered to be more privileged than other Indian states, Nagaland, Meghalaya, and Mizoram are marginalized in the most crucial areas of life because their absence is considered in state-building processes like decision- and policy-making in government since the States' formation. Social identities and human rights violations are brought on by gender exclusion. The marginalized group, which includes minorities, women, and children, is largely excluded, which is regrettably a multifaceted phrase that encompasses social, economic, political, and cultural sectors.

Emotional Intelligence Amongst Millennials

The Millennial generation constitutes the majority of the present day workforce. As per the birth year and age group they presently belong to, many Millennial are already in managerial roles and many shall occupy key leadership roles in their respective organizations. Leadership being an emotion laden process requires the millennials to be adaptable so that they can motivate their team members or followers, understand their requirements and reduce their stress levels. Emotional Intelligence plays a crucial role in addressing these workplace issues and correlates positively with leadership. The study is focused on Indian Information Technology (IT) and ITES organizations as it is one of the biggest employers and contributes majorly towards the country’s economy. The present study tries to compare the level of emotional intelligence of millennials across gender, management levels, qualifications and years of experiences. Practical implications related to gender diversity and inclusion of women in leadership roles has also been discussed.

‘It was Bauhaus without realising we were Bauhaus:’ BBC women and Youth and Entertainment programming in the North

This working paper focuses on women in leadership roles in the Entertainment Department of BBC North, based at New Broadcasting House on Oxford Road, Manchester and subsequently at Media City UK. In so doing, it considers the role of the department’s founder, Janet Street-Porter, and her leadership of the then Youth Programmes department in the late 80s/early 90s. Drawing on interviews with six women professionals who worked either during or just after Street-Porter’s leadership and scholarship on women in the UK media industry, this paper considers some of the reasons why this environment proved so fertile for our interviewees. We also reflect on some of the key issues the interviews provoked: the issue of balancing motherhood with a career in the UK television industry, the importance of women’s networks, and the impact of class in terms of working in the BBC. In this sense, the BBC was formative for our interviewees, particularly through the leadership of an ‘outsider’ like Street-Porter despite structural issues of exclusion that remained present in the organisation.

Exploratory investigation of women leadership in developing economies with special reference of India

Gender, religion, and culture all come together in this research, which aims to find out what it's like for women in leadership roles. The study investigates the effect religion and cultural norms have in Pakistani women rising to positions of leadership based on an inductive-qualitative analysis. And the study investigates women’s leadership in India and how is the women’s increase the economies. Rather than holding liberal or socialist/Marxist feminist ideals, Pakistani women leaders, according to the study, have an Islamic feminist worldview instead. It looked as though women's leaders were attempting to recover their religious faith from those who supposedly hold it prisoner to monolithic theological views. For the last two decades, researchers have been looking at how women may lead in higher education. This review of 64 articles from throughout the world, with a particular emphasis on India, Pakistan, Sri Lanka, Indonesia, and Malaysia, was conducted.

Influential factors impacting leadership effectiveness: A case study at a public university

Orientation: As a result of increased globalisation and rapid changes in the technological, social, economic and political spheres, the environment in which businesses and organisations function has become increasingly volatile, uncertain, complex and ambiguous (VUCA). This has created a unique set of challenges for the leaders of these organisations, including higher education (HE) in South Africa.Research purpose: This study aimed to identify potential influential factors that have impact on leader effectiveness in a HE VUCA environment.Motivation for the study: Leadership effectiveness under VUCA conditions within the South African higher education sector no longer only depends on professional leadership training. A thorough understanding of crucial influential factors moderating leader effectiveness and a sober strategy to overcome potential negative impact is pivotal. This study seeks to contribute to this understanding and to leadership theory and practice.Research design, approach and method: A qualitative research approach was adopted to test research participants’ perceptions regarding the significance of influential factors impacting leadership effectiveness. Semi-structured interviews were conducted with 24 employees in leadership positions at a single public university. A rigorous 16-stepwise method was used to analyse the qualitative data that employed a directed qualitative content analysis.Main findings: The major findings of the study include theoretical and empirical support for four influential factors impacting leadership effectiveness, that is, organisational culture, the role of women in leadership, and the role of millennials in leadership and diversity.Practical/managerial implications: Recommendations for university leaders to create an enabling environment for effective leadership to navigate VUCA are provided.Contribution/value-add: The significance of this study lies in the potential contribution to leadership theory and insights for leaders in Higher Education Institutions (HEIs) to be effective in the face of VUCA.

267 AQualitative Exploration of Barriers and Recommendations from Women Leaders in Science and Agriculture

Abstract The purpose of the study was to conduct a qualitative exploration of barriers and recommendations from women leaders in science and agriculture. This study used a voluntary sample descriptive survey design that included 8 demographic, 11 importance/satisfaction, 7 negative/positive attribution, 11 barrier, and two open-ended questions. Responses were collected over a one-week period using social networking sites for women leaders in science and agriculture resulting in 60 respondents. The average respondents were all women in leadership roles in science and agriculture, 44years old, married, with no children, making between $60-120,000 per year, who were also highly educated with a Masters or Doctoral degree and traveled more than two-three times per month. This study focused on responses of the two open-ended questions. Comments to the questions: “If there was one piece of advice you could go back and give yourself when you began your career, what would you share?” and “Please let us know if there was something else you wanted to share related to women in leadership roles in science and agriculture” resulted in 72 individual responses analyzed using the constant comparative method. Peer debriefings and inter-coder reliability were used to ensure trustworthiness and credibility. The qualitative analysis resulted in the following emerging themes: Having it all, Personal Development and Education, Personal Advocacy, and Networking. Though the results of this study are limited to this group of respondents, it is an important step in understanding the nuanced issues women face in leadership roles. One participant summed it up by stating: “The "take this opportunity now because it might never happen again" advice Iwas given for my career, Iused too much... and sometimes…the opportunities DO happen again... your life doesn't though, and at the end of the day, it's your family and health that stick.”

Women in Leadership in State and Regional Orthopaedic Societies

Introduction:Female representation in orthopaedics remains low compared with other specialties. Recently, several studies have examined the membership composition and leadership roles of women in orthopaedic societies. However, there is a paucity of information on the possible connection between the number of women within state and regional orthopaedic societies and women who serve in leadership roles within these societies.Methods:Authors invited executive directors of 51 state and four regional orthopaedic societies to participate in an anonymous 14-question web-based survey about female members and women in leadership positions within these societies. The survey asked about female membership composition, the percentage of male and female practicing orthopaedic surgeons in the state/region (if available), and female representation on the Board of Directors of these societies. Data were analyzed for relationships between ordinal variables.Results:Forty-nine executive directors (89.1%) responded to the survey. Among respondents, there was a statistically significant positive correlation between the percentage of female members and women leaders (P = 0.015). Thirty-two executive directors (68.1%) reported between 1% and 10% female members, 7 (14.9%) had between 11% and 20% female members, and 2 (4.3%) had no female members. Twenty-five societies (52.1%) have never had a female president. Of 17 societies (32.7%) that had female presidents, 15 (75.0%) reported having just one female president. In addition, of these 17 societies, 12 (70.6%) reported having at least one acting female president within the past 10 years.Discussion:Our study demonstrates a positive correlation between female members and women on the Board of Directors in regional and state orthopaedic societies. Twelve societies had female presidents within the past 10 years. Female representation in leadership positions may help with the recruitment of female orthopaedic surgeons and improve diversity in orthopaedics. Future studies should evaluate different methods of increasing female membership and leadership positions in state and regional orthopaedic societies.