Senior Women Research Articles

“Our culture, how it is to be us” — Listening to Aboriginal women about on Country urban birthing

BackgroundBirth on Country is often assumed as relevant to Aboriginal women in rural/remote locations and not usually associated with urban environments. In Western Australia, one third of the Aboriginal population live in the greater metropolitan area. We wanted to know Aboriginal women’s experiences of on Country urban births. MethodsIndigenous qualitative data collection and analysis methods were used to learn about Aboriginal women’s stories of contemporary and past experiences of maternity care and cultural practices associated with Birth on Country. ResultsAboriginal Birthing, Senior and Elder women consistently reported ongoing cultural practices associated with childbirth including knowledge sharing across generations and family support, observance of extended family present at the time of or shortly after birth, and how their cultural security was improved when Aboriginal staff were present. Also noted, were the inflexibility of health systems to meet their needs and midwives lack of cultural awareness and understanding of the importance of Aboriginal kinship. ConclusionThe Birthing on Noongar Boodjar project Aboriginal women’s data represents four generations of women’s stories, experiences and expressions of childbearing, which highlighted that maternity care changes across time have failed to acknowledge and support Aboriginal women’s cultural needs during childbearing. In terms of on Country urban birth, the women collectively expressed a strong desire to maintain cultural practices associated with childbirth, including birthing close to home (on Country); having family acknowledged and included throughout the perinatal period; and, having access to Aboriginal midwives, nurses, doctors, and other health care workers to support their cultural security.

How Job Sharing Can Lead to More Women Achieving Senior Leadership Roles in Higher Education: A UK Study

This article explores the opportunity that job sharing offers as a way of encouraging more women into senior management roles in the higher education sector. There is a scarcity of female leadership representation in the higher education context, in particular a lack of female leadership pipeline. The article examines the underlying influences that limit the representation of women in leadership roles. To address these contextual limitations the process of job sharing is offered as a possible solution for harnessing the skills and talents of women in leadership positions in higher education and enabling the development of a leadership pipeline. To illustrate how such job sharing could occur the article provides a detailed vignette of a job share between two senior women leaders within a single UK university context and the positive impact this had on the organisation, the individuals and their leadership development. This article seeks to make a contribution by exploring how leadership job sharing can occur and sets out some recommendations for the adoption, negotiation and establishment of job share structures in the future.

Glass Slippers and Glass Cliffs: Fitting In and Falling Off

A glass ceiling effect exists for women in male-dominated professions. Recent studies also show a glass-cliff effect where senior women can more easily fall from positions of leadership. Transplantation remains a male-dominated specialty. This study investigated gender and the perception of adverse clinical incidents in transplantation. Prospective randomised web-based survey involving five clinical scenarios presenting two versions of episodes with errors or mistakes, with either a male or female as a randomly named protagonist (Set1 and Set2). To address unconscious bias, the study was described as examining actions following clinical adverse incidents in transplantation. Each scenario was followed by 2 closed questions: (1) clinical performance rating and (2) selection of action required. Reasoning was invited (open-text comments). Responses were analyzed using quantitative and qualitative methods. One hundred ninety-one invitees responded; 134 completed questionnaires. There were no statistically significant differences (P > 0.05) in responses between sets for performance ratings or recommended actions. However, for "first solo laparoscopic surgery" scenario, there was some indication that "No Action" was more likely if surgeon was male (P = 0.056). Male responses rated female performance as significantly worse (P = 0.035) for the laboratory-based scenario. One hundred two participants provided open-text comments. Thematic analysis identified 7 themes. Acceptable levels of risk theme demonstrated engendered leadership beliefs, that is, when clinical judgment proved incorrect, males described as forceful but females as needing support. In cases where things went wrong, respondents were more likely to comment females should not have decided to proceed. While gender may no longer be an overt issue in perceived performance of senior staff in transplantation, respondents' use of language and their choice of words display elements of unconscious (covert) engendered views.

Tubo-ovarian abscess with sepsis in a nonagenarian woman: a case report and literature review

BackgroundA complete infectious focus survey relies on a thorough physical examination as well as a pelvic examination. Tubo-ovarian abscess, though less likely to occur in senior women, may become a life-threatening disease requiring emergent surgery. Hence, clinical awareness and aggressive management are warranted to avoid delayed diagnosis and subsequent complications.Case presentationWe report a post-menopausal woman presented with sepsis of unknown origin, which turned out to be a huge tubo-ovarian abscess. Although tubo-ovarian abscess mostly occurs in women of fertile age, it is likely that the immune status of our post-menopausal patient was compromised because of old age and uremia. Moreover, due to underlying dementia, she could not express her discomfort in the early stage. Her sepsis resolved after a unilateral salpingo-oophorectomy surgery and antibiotic treatment. It is crucial to exclude pelvic inflammatory disease (PID) if no specific source of infection can be identified.ConclusionsRupture of the tubo-ovarian abscess is a condition of high mortality rate. Although tubo-ovarian abscess is more likely to develop in patients aged 15–25 years old, the tubo-ovarian abscess should be listed as a differential diagnosis in all post-menopausal women, especially those who are immunocompromised or with a palpable pelvic mass, to enable timely management and better prognosis.

The Association Between Father’s Power, Performance, and Mental Stress of First Wife in Monogamous and Polygamous Families: A Comparative Study in Iran

Background: Polygamy is a social reality that results from different sociocultural factors and can alter familial functional harmony and relations, leaving changes in the familial system. Objectives: The purpose of the present research was to compare polygamous and monogamous families in variables of the senior wife’s stress, father’s power and performance. It also determined the extent of relationships between father’s power, performance, and wife’s stress. Methods: The current research was a survey study. The statistical population of the study composed of 400 married females above the age of 16, including 150 senior woman from polygamous families and 250 from monogamous families in Zahedan, Iran in 2018. Participants were assessed using the Cohen, Kamarck, and Mermelstein’s perceived stress scale (PSS) and Mahdavi, Sabouri power scale (PS). Father’s performance scale used by combined McMaster’s functioning scale and Olson’s marital satisfaction scale. Results: Results of mean stress of senior women in polygamous marriages showed significantly more stress mean than their counterparts in monogamous marriages (P < 0.001). In addition, women from polygamous families had more problems than women belong to monogamous families (P < 0.001). The data, as shown, confirm that fathers in polygamous families are more powerful than fathers in monogamous families (P < 0:001). There was a correlation between father’s power and wife’s stress (0.56) and also father’s performance and wife’s stress (-0.67) with 99% confidence level. Conclusions: This study shows that polygamous families confront more problems than monogamous families. The article calls on public policy and social service personnel to increase public awareness of the significance of proper understanding of marital roles and interactions for families well being.

Cost-Effectiveness of the Screening for the Primary Prevention of Fragility Hip Fracture in Spain Using FRAX®.

To assess the cost-effectiveness of the primary prevention of fragility hip fractures through opportunistic risk-based screening using FRAX® among women aged 70 to 89years, and the subsequent treatment with alendronate in women at high-risk, from the Spanish national health system perspective. We performed a discrete-event simulation model. Women were categorized in low, intermediate and high-risk of fragility hip fracture through screening based on the FRAX® risk assessment tool score (Spanish version). Low-risk women received lifestyle recommendations whereas the high-risk group was assigned to alendronate treatment. For women at intermediate-risk, treatment decision was based on a recalculated score considering bone mineral density (BMD). The cost-effectiveness analysis tested six scenarios defined by different FRAX® cut-off values assessing the incremental costs per averted fracture in 20years. Deterministic sensitivity analysis was performed. We included a random sample of 5146 women obtained from a Spanish cohort of women referred for BMD. The most cost-effective intervention had an Incremental Cost-effectiveness Ratio (ICER) of 57,390 € per averted hip fracture and consisted of using the FRAX® score without BMD and treating women with a score higher than 5%. The ICER exceeded the acceptability threshold of 25,000 € in all the scenarios. Sensitivity analysis based on time to fracture, treatment efficacy, adherence to treatment and cost of dependence resulted in ICERs ranging from 39,216 € to 254,400 €. An ICER of 24,970 € was obtained when alendronate cost was reduced to 1.13 € per month. The use of FRAX® as screening tool followed by alendronate treatment is not cost-effective in senior women in Spain. Other primary preventions strategies are advisable.

리듬운동 중재가 노인여성의 혈중 지질과 HOMA-IR에 미치는 영향

The purpose of this study is to examine the influence of the rhythm exercise intervention for senior women on their blood lipid and HOMA-IR. For this purpose, 23 senior women who were participating in rhythm exercise programs provided by Community Service Centers located in Y province were selected and tested for their blood lipid and HOAR-IR variance after rhythm exercise interventions, of which the results were as follows; First, the blood lipid of the senior women who received the rhythm exercise intervention (TG, TC, HDL-C, LDL-C) had a statistically significant difference in terms of the time and the interaction effects between groups. Second, the HOMA-IR indicators of senior women after rhythm exercise intervention had a statistically significant difference in terms of the time and the interaction effects between groups. Based on the findings above, it is believed that the dance sports training intervention increases the physical activities of the body and reduces the body fat, while increasing the use of glucose in skeletal muscles and suppressing generation of glucose from the liver, improving the blood lipid and HOMA-IR. Therefore, it is believed that continued participation on physical activities would prevent and control regenerative diseases and enhance the quality of life. For this purpose, it would be necessary to develop and apply various dance sports routines that will allow the senior women to embrace the sports dance, become interested in the activity, and participate in physical activities voluntarily, which will eventually help the health management and enhancement of the quality of life in old age.

Can institutionalized workplace structures benefit senior women leaders?

Drawing on interviews conducted with a sample of 27 senior women leaders from across Australian industries, this study found that legitimate workplace structures disrupt and challenge the subliminal status effects of gender on perceived task or role performance. This related to structures such as increased opportunities for promotion into higher status roles and opportunities to participate in unstructured group-task roles. These findings were in stark contrast to traditional workplace structures where senior women leaders relied on their ability alone to reach the top. Our findings have significant implications for organizations wishing to legitimize and replicate HRM policy levers that help to formalize workplace structures of equality and counter prevailing gender stereotypes.

Identification of functional properties of non-timber forest produce and locally available food resources in promoting food security among Irula tribes of South India

This paper aims to understand the dietary diversity in the selected tribal population, identify and document the available non-timber forest products (NTFPs) and locally available food resources (LAFRs) in the selected tribal area, review the functional and nutritional properties of the food resources, and promote them as functional foods in achieving food and nutrition security. The selected Irula tribes were located at the base of the Western Ghats region of Southern India. Background information was collected using a pre-tested questionnaire and a direct interview schedule. A dietary survey was carried out using the 24-h recall method and a food frequency questionnaire for individuals in the 18–65 year age group (n = 400) in consultation with senior women in the families. A scientific review process was adopted to identify the functional properties and nutritional values of the NTFPs and LAFRs. The review process of the NTFPs and LAFRs revealed the presence of active compounds, including enzymes, pigments, and polyphenols, and anti-oxidant, anti-inflammatory, cardioprotective, immune-boosting, anti-cancer, anti-diabetic, gastroprotective, anti-anaemia, and anti-diarrheal functional properties. For the past few decades, a simultaneous reduction in tribal dietary diversity has been observed, with acute shortcomings in macro and micronutrients in the most vulnerable age groups. Efforts to document and promote the best utilization of NTFPs and LAFRs with functional food and nutritional value will help to achieve food and nutrition security in the selected population. Promotion of NTFPs and LAFRs through education and dietary interventions would be a possible solution.

Gender, political representation and symbolic capital: how some women politicians succeed

Increasing women’s representation in national legislatures has become a priority for international organisations and aid donors in recent decades. Existing studies emphasise structural barriers, whether economic, cultural or religious, that inhibit women’s participation in the public sphere. Little attention is paid to women who defy these barriers to win election in contexts that are hostile to their presence. This article addresses this gap. Using a Bourdieusian approach, it shows how three senior women leaders from the Pacific Islands translate symbolic capital into political capital. For donors and would-be reformers, the lesson is that institutional interventions must be implemented in ways which allow women’s symbolic capital to be deployed as political capital, or which enhance women’s control of various forms of capital. This message is particularly relevant for those interested in the capacity of quotas and other temporary measures to translate descriptive representation into substantive developmental gains.

Is a ‘new feminist visibility’ emerging in the UK PR industry? Senior women’s discourse and performativity within the neoliberal PR firm

Despite persistent gender inequalities, the public relations (PR) industry in the United Kingdom has historically reflected unease with feminism. However, indications of a ‘new feminist visibility’ raise significant questions. Do these feminist moves reflect a blossoming of feminist practice in the PR industry? Or rather, in an occupation that is strongly intertwined with neoliberalism and promotional culture, is the PR industry emblematic of a highly individualised ‘neoliberal feminism’ and a postfeminist sensibility in which ‘multiple and contradictory ideas’ coexist? Adopting Edley’s discourse analysis framework, data drawn from interviews with seven senior female practitioners, supported by observational data, were critically explored in relation to the literature in gender sociology, cultural studies and feminist literature in PR. While the online presence of women’s networks in PR provide evidence of a feminist visibility to address inequalities, the ‘subject positions’ and ‘interpretative repertoires’ in the data were characteristic of neoliberal feminist individualism that calls upon women to provide for their own needs and aspirations through ‘self help’ measures. Furthermore, while sex discrimination in the PR industry featured prominently within the discursive repertoires of some participants, inequalities in everyday agency practice were either left unchallenged in response to client expectations or tackled through individual actions. Contradictory repertoires, including the repudiation of sexism, were indicative of entrepreneurial discourse and a postfeminist sensibility. Senior PR women providing client services appear to have limited scope beyond individualised, performative strategies to challenge the structures that perpetuate inequalities in PR and bring about transformative change. Although findings are limited to a small-scale study, this article contributes a unique perspective of the intersections between neoliberalism, third wave feminism, postfeminism and performativity within the UK PR industry.

A Study on the CPTED Guidelines and Case of Netherlands, Austria for Crime Safety in Residential Area

본 연구는 국내 CPTED 가이드라인 중 대표성을 지니는 국토교통부의 CPTED 가이드라인을 대상으로 한계점을 제시하고 국외사례를 통해 실질적인 개선방향을 도출하였다. 연구방법으로는 국가별 CPTED 가이드라인의 전체적인 개요와 적용범위를 분석하고 국외 CPTED 가이드라인에 따른 적용요소를 도출한 뒤 현장사례를 실태조사 하였다. 분석결과 다음과 같은 결론을 제시한다. 첫째, 국내 노후화된 건축물들이 증가하고 있는 사회적 상황을 고려하여 네덜란드처럼 건축시기에 따른 적용방안과 최소한의 요구사항을 제시할 필요가 있다. 둘째, 국내에 노인, 어린이, 여성 등 범죄에 취약한 계층이 많은 상황을 고려하여 오스트리아처럼 여성에게 초점을 맞춘 CPTED 적용방안처럼 범죄에 취약한 계층을 대상으로 전략적인 CPTED 가이드라인을 모색할 필요가 있다. 셋째, 주로 어두운 공간이 형성되는 야간에 자연적 감시를 유도할 수 있도록 조명과 주변 조경과의 연계를 통한 CPTED 적용방안을 제시할 필요가 있다. 넷째, 주동주변, 보행로, 놀이터와 같은 어느 특정 공간에만 중점을 두기보다는 단지 전체에 자연적 감시를 확보하고 적극적인 적용을 유도하기 위해 교목의 최대 높이를 규정할 필요가 있다. 다섯째, 주로 외부에 자전거 보관함이 계획 되어 있는 국내 공동주택의 상황을 고려하여 1층 실내에 전면유리창으로 설치된 보관실을 계획하여 절도범죄를 효과적으로 예방하고 유지관리가 용이하도록 할 필요가 있다. 또한 야간에 소수의 경비원을 통한 주변 감시보다는 다수의 거주민들이 스스로 주변 감시를 유도하여 범죄를 예방할 수 있도록 국내에도 공용시설 이외에 주택내부에 추가적인 공용공간을 마련할 필요가 있다. 여섯째, 시설 주변에서 감시를 유도하기보다는 거주민들이 직접 단지시설에 참여하여 주변상황을 직접적으로 감시할 수 있도록 적극적인 참여를 유도할 수 있는 시설을 계획할 필요가 있다.The purpose of this study was to present limitations to the CPETD guidelines of the Ministry of Land, Infrastructure and Transport, which are representative among the domestic CPTED guidelines, and to draw improvements through the foreign cases. The method of this study is that the overall outline and scope of CPTED guidelines were analyzed. and then application factors derived from overseas CPTED guidelines was verified through cases. The results of this study are as follows. First, Considering the growing social situation of Deteriorated buidings in Korea, it is necessary to suggest improvements and minimum requirements in accordance with the period of construction, as in the Netherlands. Second, Considering people vulnerable to crimes such as senior citizens, children and women in Korea, it is necessary to suggest strategic CPTED guidelines for those who vulnerable to crimes, such as a CPTED application plan focused on women like Austria. Third, It is necessary to suggest plans for CPTED through connection with lamp and surrounding landscaping so that natural surveillance can be induced at night, when dark spaces are formed mainly. Fourth, It is necessary to define the maximum height of landscaping in order to secure natural surveillence throughout the complex and induce active application, rather than focusing only on specific space. Fifth, Considering the situation of domestic apartments where bicycle storage is planned outside, it is necessary to plan storage rooms installed with front window on the first floor to effectively prevent theft and facilitate maintenance. Also, It is necessary to plan additional public spaces in addition to public facilities so that a large number of residents can prevent crimes by natural surveillance rather than by a small number of security guards at night. Sixth, It is necessary to plan facilities that can induce active participation so that residents can participate in the complex themselves and directly monitor the surroundings

3차원 데이터를 활용하여 시니어를 대상으로 한 바디쉐이퍼의 보정기능성 평가

3차원 데이터를 활용하여 시니어를 대상으로 한 바디쉐이퍼의 보정기능성 평가

Barriers and enablers to women in fire and emergency leadership roles

Purpose The purpose of this paper is to understand what (if any) actual and perceived barriers exist for women to take on fire and emergency management leadership roles within the Department of Environment, Land, Water and Planning, Victoria, Australia. Design/methodology/approach An anonymous quantitative online survey was used to collect data about opinions and thoughts of staff. This informed the qualitative component of the research – in-depth, semi-structured interviews and a focus group. The combination of these techniques provides deeper insight into the nature of the barriers for women. Findings Respondents identified real barriers for women accessing leadership roles in fire and emergency. Reflecting the wider literature on barriers to women in executive roles, those identified related to sexism, career penalties not faced by men for family responsibilities, and assumptions of women helping other women’s careers. There were more men in senior roles, leaving senior women isolated and often overlooked. Women had fewer role models and sponsors than men and less developed networks, finding it harder to access training and deployments. The context was described by most as “a boys’ club”, where men were seen to dominate meetings and stereotype the abilities of women. Originality/value This paper analyses the barriers to women in fire and emergency leadership roles within a masculine workplace and is rare in including a qualitative aspect to the issue in the Australian context.

여성노인 수영참여자들의 사회적지지와 운동열정 및 운동지속 의도의 관계

여성노인 수영참여자들의 사회적지지와 운동열정 및 운동지속 의도의 관계

Women in senior management positions at South African universities

PurposeThe purpose of this paper is to present reasons for the mobility of women in senior management positions in South African higher education. Against the backdrop of women underrepresentation and retention challenges in institution of higher learning in this country, it is pertinent to share the experiences of senior women, with the aim of understanding institutional structures and cultures that make it difficult for women to survive in senior positions.Design/methodology/approachThe paper used a qualitative approach. The focus of this paper was on the women who had held or were still holding senior management positions in higher education in South Africa. The requirement for this paper was that these women should have moved out or across institutions while at a senior management position. This paper drew from five women from different institutions and involved them in in-depth interviews. The women who fitted the category of senior management in this paper included deputy vice chancellor, deans and heads of departments.FindingsThe findings indicated that the decisions to opt out of senior management positions for the women ranged from personal to institutional. The personal reasons that emerged from this paper pointed mainly to issues of salaries. The women opted to move out of their positions for better salaries which they believed they would get in the private sectors or in other institutions. Professional development also led women to move to more promising spaces that could afford them an opportunity to grow. Apart from these personal reasons, hostile institutional cultures were cited by all women as the most serious contributory factor to their turnover. Of these, they cited patriarchal practices that led to oppression and dominance, which made it difficult for them to cope in the senior positions they held.Originality/valueThis paper aimed to respond to a gap in research on senior management women’s mobility in higher education, specifically in South Africa. According to Samuel and Chipunza (2013), there is a serious concern that pertains to retention of senior management within African higher education. However, most studies do not provide a focused attention on women but offer a general interpretation of senior management turnover. There seems to be lack of research that aims at understanding the contextual reasons that lead to turnover of women senior management in South African higher education. Against the backdrop of low representation of women in senior positions in specifically South African higher education and calls for equity, the study looked at the reasons why higher education institutions at times fail to retain this most sought after group (women) in these positions of power. Understanding issues around this matter has the potential to contribute towards improved practices while adding a voice to discourses around gender equity and equality.

IDEAL: Institutions Developing Excellence in Academic Leadership

The goal of this project is to contribute to the development of a national science and engineering academic workforce that includes the full participation of women at all levels of faculty and academic leadership, particularly at the senior academic ranks, through the transformation of institutional practices, policies, climate, and culture. Case Western Reserve University (CWRU) proposes a multifaceted project called Academic Careers in Engineering and Science (ACES) to increase the number of women faculty in science and engineering at all academic ranks. The ACES project will operate on 3 levels: (1) At the highest levels of leadership of the University, including the President, Provost, and Deputy Provost. This leadership is committed to fundraising for 5 endowed chairs to attract senior women scientists and engineers and to annual evaluation of deans' progress toward transformational change. (2) At the school and departmental level with intensive coaching, mentoring, networking, and training and development of deans, chairs, faculty, and students in 4 test departments in Phase 1, and extension of the best practices to all science and engineering departments in Phase 2. (3) At the campus-wide level with distinguished lectureships for senior women in science and engineering, mentoring opportunities, a spousal hiring network, and a unique minority pipeline initiative including faculty exchanges with Fisk University and summer research internships. The outcome of the proposed institutional transformation will be increased transparency and accountability as well as more equitable practices, procedures, and structures. Throughout the ACES project, CWRU will self-study, evaluate, and disseminate the findings so that other private institutions can benefit from their work, building on a resource equity study begun two years ago. Case Western Reserve University is at a pivotal time in its history, and is poised to make transformational change at every level of the university.

Quality of life and functional capability of elderly Brazilian women.

Quality of life is important at all ages, but maintaining a high quality of life is especially crucial to improve the functional capabilities of elder populations. To investigate the relationship between quality of life and the functional capabilities of elderly Brazilian women participating in the Open University for senior citizens (UATI) in the state of Bahia, Brazil. A cross-sectional study involving 51 elderly women was performed along with the completion of sociodemographic, WHO Quality of life - BREF (WHOQOL-BREF) and WHO Quality of life - OLD (WHOQOL-OLD) questionnaires, and standardized functional capacity tests. The one-way ANOVA with a post hoc Tukey test showed interactions between functional capacity tests and the intimacy, autonomy, and death or dying domains of the WHOQOL-OLD. This study highlights the relationship between regular physical activity, improved functional capability, and quality of life, as demonstrated by better performances in the functional capacity tests resulting in a wider perception of quality of life for most of the senior women involved.

Motivation and perseverance of women in education leadership in the United States of America

This study examined executive women leaders in higher education administration in the United States of America. It examined factors influencing women to attain leadership positions. It also looked at the challenges facing female leaders and established strategies women use to overcome these challenges. A sample of 11 women leaders in higher education was selected purposively based on experience, seniority and roles. Multiple sources of data collection were utilised including interviewing, observation and document analysis, which served as a way of triangulation. The nature of the study was exploratory. The qualitative phenomenological method was utilised to organise and analyse the data. The researched data was collected from both primary and secondary sources such as journals, interviews and observations. Findings reveal that senior women leaders in higher education positions are intrinsically moved by a great desire to make a positive difference and a need to help others. External forces influencing women to leadership include mentoring, self-efficacy, networks, prior experience, leadership training, and career planning. The results indicated that the women desire is to achieve personal growth and development. The results are consistent with both leadership and motivation theories (Maslow, 1970; Burns, 1978; Bandura, 1997). The findings are limited to women leaders in the education sector; they cannot be generalised to other business sectors.

Women or Leaders? Practices of Narrating the United Nations as a Gendered Institution

AbstractThe United Nations has been an important forum for promoting women's rights, but women are still underrepresented at the most senior levels of its leadership. This points to persistent obstacles in reaching gender parity at the UN, despite the organization's overt commitment to this objective. Situated in feminist institutionalist insights, I argue that the institutionalization of gender inequality through practices in the UN as a gendered institution can account for continued barriers to women leadership. This makes contributions to feminist institutionalist literature in international relations by taking it to the individual microlevel. Gendered practices sustain, inform, and manifest themselves in four interconnected processes that reinforce gendered divisions of subordination: positional divides, symbols and imagery, everyday interactions, and individual identity (based on Acker 1990, 146–47; Scott 1986). These processes and their practices become accessible through the narrative analysis of semi-structured interviews conducted with senior women leaders at the UN. By recognizing their narratives as valid forms of insight into the study of the UN, this approach recognizes women leaders’ agency as opposed to portraying them as numbers only.