Women In Leadership Positions Research Articles

(035) WOMEN IN PROSTHETIC UROLOGY: MENTORSHIP, SPONSORSHIP, AND CAREER ADVANCEMENT

Abstract Introduction Mentorship is a dynamic, reciprocal personal relationship in which a more experienced member of the organization (mentor), acts as a guide, role model, teacher, and sponsor of a less experienced person (mentee). Sponsorship involves the mentor making a personal investment in the advancement of the mentee. Women currently in and looking to enter prosthetic urology are not afforded the same quality or quantity of these dynamic relationships compared to men. Objective The goals of this manuscript are to discuss obstacles and barriers faced by women in prosthetic urology, highlight the benefits of mentorship and sponsorship in advancing the careers of women in this field, and provide recommendations for creating a more inclusive and supportive environment for women to excel in prosthetic urology. Methods Six authors carefully reviewed full-text, published articles related to the climate of [women in urology], [prosthetic urology], and available [mentorship], [sponsorship], and [leadership], and data from the 2022 American Urologic Association (AUA) census. Thirty-two sources were included. Results Urology and specifically, prosthetic urology, has a long history of being male-prominent. Several factors play into this truth, including gender roles, societal influences, implicit biases, medical history, and a lack of early exposure, mentorship, and sponsorship. Despite strides made in gender equity in medicine, women remain underrepresented in urology making up only 11.6% of practicing urologists in the United States. In subspecialties such as prosthetic urology, women make up even less of the pool. These factors also contribute to the lack of women in leadership positions. As of 2023, women occupy just 3 of the 13 board member positions and 7 of the 29 committee chair positions in the SMSNA. Conclusions Implementing successful mentorship involves recognizing the gender disparities that exist in prosthetic urology, having male mentors and sponsors, and breaking the traditional mentor-mentee hierarchies. Additionally, mentees can foster effective mentorship by establishing SMART goals and getting involved in women affinity groups. By creating an inclusive, diverse environment that not only welcomes, but mentors, and sponsors women, prosthetic urology can harness its full potential. Disclosure No.

Women’s Representation in Employment Categories in U.S. School Districts, 2002 to 2014: Are School Districts Achieving Parity?

We examine U.S. Equal Employment Opportunity Commission data (2002–2014) to assess the representation of women at different occupational levels in U.S. public school districts. As of 2014, we find women (a) approach representational parity in administrative and principal positions, (b) are underrepresented in assistant principal positions, and (c) are overrepresented among classroom teachers. We expand the analysis to include district size and find underrepresentation of women in small districts and overrepresentation in large districts across leadership positions (administrators, principals, and assistant principals). While progress has occurred, limitations persist, including: (1) a prevalence of districts with no women in leadership roles; (2) a continuing imbalance of women in leadership positions across districts; and (3) on average, large gender-based leadership inequities in smaller districts. Gender-related barriers to career entry and advancement persist. We discuss why gender gaps continue to exist in leadership positions and provide suggestions for employment policy reform.

Coaching to support work-life balance of women in leadership positions

Orientation: Women leaders face significant challenges because of the multifaceted nature of their lives. They need support to maintain a healthy work-life balance.Research purpose: This study aimed to explore the role of leadership coaching to support women in leadership positions with work-life balance.Motivation for the study: Leadership coaching is an effective and powerful individual support and development intervention; however, the link between coaching and work-life balance for woman leaders has not been studied sufficiently.Research approach/design and method: Data were collected via in-depth interviews from (n = 10) women in leadership positions who experienced at least six leadership coaching sessions in the last 18 months. An interpretative phenomenological paradigm was utilised and thematic analysis was used to analyse collected data.Main findings: Coaching supported women leaders on four fronts: increased self-awareness, designing work-life balance strategies, coping with gender-specific challenges and highlights the importance of organisational commitment to the coaching and support processes.Practical/managerial implications: Coaches should ensure that coaching programmes integrate strategies and techniques to help women leaders manage emotional, labour and domestic responsibilities. Organisations should take steps to create an inclusive workplace that actively promotes the professional development and well-being of women leaders by recognising and addressing their challenges and providing support through coaching.Contribution/value-add: This study provides empirical evidence that leadership coaching is a viable strategy to support women leaders with work-life balance.

Insights From Large Language Model Analysis on Black Women in Accounting Leadership in the U.S.

This study explores the challenges and opportunities for Black women in leadership positions within the accounting industry in the United States. To analyze a comprehensive dataset of professional publications, social media discourse, and organizational reports, the research utilizes a cutting-edge large language model (LLM). By utilizing this advanced technology, the study aims to uncover patterns, and narratives that are often overlooked or inaccessible through traditional qualitative methods. The LLM’s capacity to process vast amounts of text-based information provides a unique perspective on Black women’s experiences, obstacles, and accomplishments in accounting leadership. The study sheds light on persistent challenges related to racial and gender bias, but also highlights a growing recognition of the value of diversity in leadership. The research identifies crucial factors that contribute to the success and advancement of Black women in accounting leadership, including mentorship, organizational culture, and policy-driven initiatives. The insights gained from this analysis offer valuable implications for policy makers, educators, and corporate leaders who aim to create a more inclusive and equitable professional environment in accounting and other fields.

Exploring Gender Dynamics and Environmental Sustainability in Family Firms

In an ever-changing landscape, family businesses, characterized by their unique blend of tradition, familial bonds, and entrepreneurial spirit, stand as bastions of resilience and continuity, playing a pivotal role in economic growth and societal development. Indeed, family businesses account for 80 percent of all business enterprises worldwide, making them the prevalent form of conducting business. As these entities grapple with the imperative to remain economically viable while navigating the intricacies of the contemporary business landscape, the incorporation of sustainable practices into the organizational fabric takes centre stage. By actively seeking a harmonious and reciprocal relationship between financial objectives, social responsibility, and environmental accountability, family businesses can not only secure their own longevity but also contribute to a more equitable and sustainable global environment. This narrative becomes especially compelling at the intersection with gender. Exploring the intersection between gender and sustainability provides insights into how gender dynamics influence and are influenced by efforts to achieve sustainable development. Moreover, understanding and addressing this interplay is essential for devising holistic and effective strategies that promote social equity, economic prosperity, and environmental stewardship. It underscores the need for inclusive and gender-sensitive approaches in all aspects of sustainable development. Acknowledging the significance of this ongoing dialogue, this study delves into the intricate relationship between gender dynamics and the environmental dimension of sustainability within family businesses. Through a systematic literature review of empirical research, this work specifically aims to uncover the linkage between board gender diversity and corporate environmental performance. The findings indicate that gender-diverse boards improve environmental value creation, and women in leadership positions correlate positively with environmental disclosure in family-controlled businesses. Overall, a strong positive correlation emerges between the proportion of women directors on the board and the level of environmental sustainability. The findings of this study hold implications not only for family business practitioners but also for policymakers and academics interested in propelling gender equality and sustainability agendas, notably within the framework of the 2030 Agenda for Sustainable Development.

Is Program Director Gender Associated With Gender Diversity Among Orthopaedic Surgery Residency Programs?

Women remain underrepresented in leadership roles, faculty roles, and among residents in orthopaedic surgery. It has been suggested that having women in leadership positions in orthopaedic surgery may help to increase the gender diversity of residency programs. However, to our knowledge, no study has explored the relationship, if any, between the gender of the residency program director and the percentage of women in the residency program. (1) Is the program director's gender associated with differences in the percentage of women orthopaedic surgery residents? (2) Do women and men differ in the time to appointment of program director? A list of 207 orthopaedic surgery residencies was obtained from the Accreditation Council for Graduate Medical Education (ACGME) website for the academic year 2021 to 2022. The study excluded 6% (13) of programs; 4% (8) were those without ACGME accreditation and those with initial accreditation, and 2% (5) did not have updated 2021 to 2022 resident lists. Descriptive information on 194 programs was obtained from publicly accessible resources from July 2021 through July 2022. The institution's website and the American Medical Association's (AMA) Fellowship and Residency Electronic Interactive Database (FREIDA) was used to collect residency program characteristics and resident demographics [ 2 ]. Doximity, Healthgrades, and LinkedIn were used to further collect current orthopaedic surgery residency program director demographics, including gender, age, and education/training history. To determine gender, photographs and pronouns (she/her/hers or he/him/hers) used in their biographies were used first. To confirm this, secondary sources were used including their NPI profile, which lists gender; Doximity; and their LinkedIn profile. Scopus was used to analyze research output by the program directors-using the Hirsch index (h-index) as the primary bibliometric metric. A total of 194 program directors were identified, of whom of 12% (23) were women and 88% (171) were men. Of the 4421 total residents among these programs, 20% (887) were women and 80% (3534) were men. A univariate analysis comparing program directors was conducted, with continuous variables analyzed using an independent-sample t-test and categorical variables analyzed using a Pearson chi-square test. With the numbers available, a post hoc statistical power calculation indicated that we could detect an 32% difference in the percentage of women in a program as significant with 80% power at the p < 0.05 level, whereas we might have been underpowered to discern smaller differences than that. With the numbers available, we found no difference in the percentage of women in residency programs run by women program directors than in programs in which the program director was a man (22% [125 of 558] versus 20% [762 of 3863], mean difference 2% [95% CI -1.24% to 7.58%]; p = 0.08). Comparing women to men program directors, women had fewer years between residency completion and appointment to the position of program director (8 ± 2 years versus 12 ± 7 years, mean difference 4 years [95% CI 2.01 to 7.93 years]; p = 0.02) and had a lower mean h-index (7 ± 4 versus 11 ± 11, mean difference 4 [95% CI 1.70 to 6.56]; p = 0.03) and number of publications (24 ± 23 versus 41 ± 62, mean difference 17 [95% CI 3.98 to 31.05]; p = 0.01), although they did not differ in terms of their advanced degrees, duration of training, or likelihood of having taken a fellowship. Orthopaedic residency programs that were run by women did not contain a higher percentage of women residents, suggesting that the gender of the individual in that role may not be as important as has been speculated by others. Future studies should investigate the intersectionality of gender, race, and ethnicity of residents, program directors, and current faculty. The fact that women were placed in program director roles earlier in career may also carry special jeopardy for them. Those roles are difficult and can impair a faculty member's ability to conduct individual research, which often is key to further academic promotions. Given that and the fact that the gender of the program director was not associated with differences in gender composition of residency programs, we believe that increasing mentorship and access to pipeline programs will help promote diversity in residency programs.

EMPOWERMENT OF SAUDI WOMEN FOR LEADERSHIP POSITION: IMPACTS AND CHALLENGES

When women are empowered, that means empowering an entire nation. The Kingdom of Saudi Arabia realized that empowering Saudi women to leadership roles is a societal, economic, and cultural necessity, which prompted officials in the Kingdom of Saudi Arabia to develop actual plans to empower women to lead. The purpose of this paper is to understand the importance of empowering Saudi women in leadership positions in organizations and the impact of this empowerment on organizational and societal performance. Also, this paper aims to review the challenges facing Saudi women when assuming leadership positions and to suggest some solutions to them. Moreover, this study highlights the role of Saudi Arabia's Vision 2030 in achieving women's empowerment.

Women in leadership matters: Achieving diversity in radiology residency recruitment

Rationale and objectivesTo assess whether academic radiology departments and residency programs with efforts toward supporting and augmenting Diversity, Equity, and Inclusion (DEI) are associated with a higher proportion of residents from diverse backgrounds. Materials and methodsProgram Directors within the Radiology Residency Education Research Alliance were surveyed to gather information about program characteristics, incorporation of diversity in resident recruitment, the sponsoring department's commitment to efforts at expanding diversity, and a summary of their current and past residents, staff and faculty members (academic years 2020 and 2023) with respect to a list of diversity characteristics. ResultsSurvey response rate was 51 %. Sixty-three percent (15/24) of participating programs have departmental committees dedicated to DEI work; 46 % (11/24) of programs' departments have a Vice Chair for DEI. Sixty percent (15/24) of programs use their social media accounts to advertise their DEI programming efforts. Ninety-six percent (23/24) of programs participating in the survey use diversity factors to select candidates for their program. Women Leadership was associated with above-median diversity of residents and faculty. ConclusionThis study of radiology residency programs encourages a more prominent role for women in leadership positions within academic radiology departments to drive diversity and inclusion efforts.

Black Women in Leadership Positions in Rural Nonprofit Organizations: Shifting Toward Intentional Intergenerational Leadership and Mentorship Model Centered on Black Women’s Collective Identity

ABSTRACT Black women overcome various social and structural obstacles while advancing to leadership positions. The purpose of this study is to understand the lived experiences of Black women leaders as they rose to the leadership position. We used the grounded theory method to analyze the lived experiences of n = 12 Black women leaders working in nonprofit organizations, from a broader sampled study from 2017–2018, using semi-structured interviews, in rural East Texas. Based on our analyses, Black women's leadership trajectory centered around intergenerational leadership development, leadership values, and other’s perception of Black woman in leadership. The themes generated show that Black women have remarkable resilience in a service-driven leadership ideology grounded in faith, family, community support, and the collective identity of being a Black woman. Generating intentional leadership pathways for strong and compassionate next-generation of Black women leaders and mentors is essential for development and sustainability of nonprofit human service organizations.

The demographic analysis of women physicians in the leadership of medical societies in South Korea

Background: As female social participation increases, the importance of femininity in leadership also increases. In Korea in 2021, 26.8% of 132,013 doctors and 35.1% of 3,099 medical students were female. However, no research has been conducted on the gender demographics of medical leaders. This study aims to define Korean medical leadership, investigate the gender ratio, and determine whether the proportion of women leaders differs in the academic and non-academic worlds.Methods: Korean medical leaders were defined as those in director or higher-level positions in organizations affiliated with the Korean Medical Association, 34 organizing societies under the Korean Academy of Medical Sciences (KAMS), and those who held dean and vice dean positions in 40 medical schools. Academic societies comprised KAMS, KAMS-affiliated societies, and medical schools; the rest were classified as non-academic organizations. Data were collected through website, e-mail, or telephonic surveys. Differences in the number of women leaders between academics and non-academics were analyzed using the chi-square test.Results: In total, 1,863 medical leaders were evaluated, with females accounting for 12.6%. The difference in the ratio of female leaders between academic and non-academic societies was not statistically significant (13.1% academic vs. 11.8% non-academic; &lt;i&gt;P&lt;/i&gt;=0.445).Conclusion: The proportion of women leaders in the Korean medical field is relatively low compared with that of female doctors and medical students. The number of women in leadership positions and their effect on medical society will be observed periodically.

Challenges of empowering gender equality in the small and medium enterprises of the Republic of Kazakhstan

This article explores the multifaceted challenges of fostering gender equality within Small and Medium Enterprises (SMEs) in Kazakhstan, with a detailed examination across the insurance, IT, marketing, and automotive sectors. Employing regression analysis, the study meticulously investigates the influence of gender on several professional dimensions: leadership roles, salary disparities, and marital status. The findings reveal distinct patterns of gender inequality across the industries. In the insurance sector, female leaders are notably compensated less than their male counterparts, highlighting a direct salary gap influenced by gender. The IT industry is characterized by a pronounced shortage of female professionals, attributed to prevailing stereotypes regarding gender suitability for technical roles. Although the marketing industry exhibits a comparatively smaller wage gap, it still struggles with underrepresentation of women in leadership positions. The most stark inequality is observed in the automotive industry, where women not only receive lower salaries but are also subjected to diminished professional privileges, underpinned by perceptions questioning their capabilities. The study underscores the critical need for targeted interventions by both the government and corporate sectors to mitigate these disparities. It advocates for the implementation of comprehensive measures, including specialized training programs for female leaders, alongside policies that ensure equitable pay and opportunities. This research contributes to the broader discourse on gender equality, urging for a strategic and collaborative approach to dismantle the systemic barriers that women face in Kazakhstan's SME landscape.

Anthropometric Analysis of the Faces of Chinese Women in Leadership Roles.

The aim of this study was to investigate the appearance of the faces of Chinese women in leadership positions through an anthropometric analysis of Women of China from 1949 to 2022. Photographs of cover women of Women of China were gathered and a total of 380 frontal and 101 lateral photographs were collected. The photographs were divided into 3 time phases: phase I (1949-1978): from the launch of Women of China magazine, up until the time of reform and opening; phase II (1978-2010): from the time of reform and opening until when Google China was blocked; and phase III (2010-2022): to the present. The horizontal corneal diameter (11.52mm) was set as the reference value for the frontal face. The anthropometric results showed the width of the face, midface, and lower face decreased over time. The women at phase I had larger and round faces, smaller and narrower eyes, wider noses, and thicker lips; relatively masculine and hard-working woman image, as the occupations of women were mainly described as workers, farmers, and civil servants. Phase II showed smaller but still round faces, relatively wide-set round eyes, narrower noses, and smaller lips than in phase I; neutral features as skilled workers, engineers, entrepreneurs, civil servants, and researchers. Phase III showed oval faces, almond eyes, narrower noses, smaller full lips, and wider chins, reflecting a process of feminization; working in entertainment, sports, and science. The data from this study might serve as the recommended aesthetic proportions when performing plastic surgical procedures for talented woman.

Factors Impacting Women Gaining Leadership Roles in the Jordanian Construction Sector: Architects and Civil Engineers

The persistent underrepresentation of women in leadership positions within the construction industry remains a global concern. In Jordan, despite comprising 60.45% and 22.4% of the total workforce of architects and civil engineers, respectively, women’s contribution to management roles is significantly low. Therefore, there is an urgent necessity to examine the factors hindering women’s advancement in the construction sector and their ability to attain leadership positions. This research aims to provide an overview of the current situation in Jordan, focusing specifically on the architectural and civil engineering professions. It presents findings from a desktop study, a survey questionnaire, and focus groups. The Severity Index (SI) formula is utilised to identify critical barriers in the Jordanian context, derived from both the literature review and questionnaire responses. Additionally, the Interpretive Structural Modelling (ISM) technique is employed to establish a hierarchy of critical barriers and analyse their interrelationships. The study reveals that the obstacles impeding women from assuming leadership roles in the Jordanian construction sector primarily stem from 20 critical barriers categorised across 11 levels in ISM. Notably, the lack of childcare programmes is identified as a fundamental barrier at the lower level, while informal networks formed by men emerge as the highest-rated barrier at level 11. Addressing and mitigating these challenges is crucial to facilitating women’s progression into leadership positions within the sector and is anticipated to contribute significantly to addressing the growing complexity of modern construction projects.

Leaders’ desires to lead: progressive ambition and norms around gender balance in the Swedish parliament

ABSTRACT While women citizens have less political ambition than similarly situated men across a wide range of contexts, we know less about gender differences in progressive ambition – elected politicians’ desire to achieve political leadership positions. This study analyzes leadership ambition among Swedish legislators. To understand the relationship between progressive ambition and the proportion of men and women in leadership positions, the political-institutional context is paramount. The gender-equal context of the Swedish Parliament allows us to investigate the relationship between progressive political ambition and informal rules, norms, and practices that promote the presence of women in political leadership. Drawing on interviews with nearly all top parliamentary leaders and party gatekeepers as well as a survey with MPs, we find that women leaders and MPs are less interested in political leadership in comparison to men. We describe the rules, norms, and practices that stipulate gender balance in decision-making in this context and show how gender-equitable informal institutions have contributed to creating gender balance in leadership. While such institutions have not closed the gender ambition gap at the individual level, they mitigate its consequences by incentivizing less ambitious women to accept leadership positions and prompting gatekeepers to search for and persuade competent women.

Influence of Gender Representation in Leadership on Organizational Performance in the Ministry of Gender, Family, and Children, Democratic Republic of Congo

Aim: the purpose of this study was to analyze the influence of gender representation on organizational performance in the ministry of gender, family and children in the Democratic Republic of Congo. Methods: The target population was the staff administrative officers of the ministry of gender, family, and children. A sample size of 140 respondents was achieved comprising of the ministry of gender, family, and children’s staff. A simple random method was used to give an equal chance to every member of the organization to be selected. Organizational theory, transformational theory and stratification theory were applied for this research, data was amassed using semi-structured questionnaires and scrutinized applying descriptive and partial correlation analysis. Results: The finding of the study show that both males and females are well represented, work together to raise awareness about gender issues and both contribute to the service delivery in the ministry of gender, family, and children. It was also found that democratic leadership style was practiced in the ministry of gender family, family, and children. Additionally, laissez-faire, transactional, transformational leadership style were also practiced. The study also found that specific educational qualifications and expertise related to gender studies, social work, law, sociology, public administration, or other relevant fields are required for allocation of position in the ministry of gender, family, and children. Conclusion: The study conclude that participation of males and females, leadership style and distribution of position positive significant impacted the performance of ministry of gender, family and children. Recommendations: The government of the Democratic Republic of Congo, especially the police maker should develop and implement gender-responsive policies and programs that specifically target increasing the representation of women in leadership positions within the ministry. They should also consider implementing temporary quota systems that reserve a certain percentage of leadership positions for women.

Relationship between Gender Diversity in Leadership and Corporate Social Responsibility Practices

Purpose: The aim of the study was to assess the relationship between gender diversity in leadership and corporate social responsibility practices. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Research examining the relationship between gender diversity in leadership and corporate social responsibility (CSR) practices suggests a significant correlation between the two variables. Numerous studies indicate that companies with greater gender diversity at the leadership level tend to exhibit stronger commitments to CSR initiatives. This correlation can be attributed to various factors, including enhanced decision-making processes, broader perspectives, and increased sensitivity to social and environmental concerns within diverse leadership teams. Additionally, gender-diverse leadership may foster a more inclusive organizational culture that values social responsibility and ethical conduct. Moreover, companies with women in leadership roles often prioritize issues such as diversity, employee well-being, community engagement, and environmental sustainability, which are integral aspects of CSR. Consequently, fostering gender diversity in leadership positions not only promotes gender equality but also contributes to the advancement of CSR objectives, ultimately enhancing organizational reputation, stakeholder trust, and long-term sustainability. Implications to Theory, Practice and Policy: Social identity theory, stakeholder theory and institutional theory may be use to anchor future studies on assessing the relationship between gender diversity in leadership and corporate social responsibility practices. Implement diversity and inclusion programs aimed at increasing the representation of women in leadership positions. Advocate for regulatory frameworks that promote gender diversity in corporate leadership, such as quotas or disclosure requirements.

Does she belong here? Women in leadership positions and organizational performance in gendered institutions

AbstractGender diversity in leadership positions may not always bring desirable outcomes for an organization as diversity researchers have argued. Female leaders are less likely to contribute to effectiveness of their organization when it is male‐dominated and has strong masculine culture. We tested a nonlinear relationship between gender diversity at the top and organizational performance and the moderating effect of a female critical mass in an organization. Time‐series data were collected from state‐owned enterprises and quasi‐governmental organizations affiliated with the Korean government and were analyzed through fixed‐effects panel regressions. The results show that gender diversity on executive boards has an inverted U‐shaped relationship with organizational performance. The positive effect of gender diversity on executive boards on organizational performance increases up to a certain level, beyond which the diversity effect turns negative. Curvilinear relationships were found to be flatter in more gender‐balanced organizational settings, suggesting that the negative effect of gender diversity at the top is likely to increase to a lesser extent than in male‐skewed settings.

Men's experience in masculine contest cultures

AbstractResearch clearly shows that increasing the number of women in leadership positions yields financial benefits for the organization. Despite this, there has been limited upward movement in the percentage of women in senior leadership positions. Few studies have examined the linkage between masculine culture and the implications for men. Using a mixed methods approach with two studies, this research focused on four aspects of masculine contest cultural norms and how they impact male identity and perceptions of career advancement. Study 1 used a qualitative interview study of 10 male executives and found that masculine contest culture norms were evident but were being perpetuated and reinforced by organizational culture instead of individual masculine identities. In addition, Study 1 demonstrated a shift in masculine contest culture norms reducing the emphasis on the strong male archetype. Study 2 examines the relationship between masculine contest culture attributes impacting perceived opportunities for career development and promotion. We evaluated these relationships through a large‐scale survey study and found that at higher levels of masculine contest culture norms, men's perceptions of procedural justice for career development and promotion were lower compared with women. Broadly, the findings suggest that masculine archetypes of leadership negatively affect men and women.

Political Leadership of Women in Nepal: A Critical Observation from the Local Elections 2022

Women's representation in political leadership is crucial for liberal democracies. However, the persistent global gender gap in political participation raises important questions. This paper focuses on the state of women's political leadership in Nepal, using the 2022 local elections as a case study. It takes an epistemological critical approach and integrates quantitative and qualitative information from various secondary sources. The study reveals an increase in the number of women in leadership positions after the election, which can be attributed to the constitutional provisions of Nepal that aim to ensure inclusion, representation, and participation. However, these provisions do not guarantee the quality, competence, and empowerment of women in leadership roles, as they still face obstacles such as patriarchal structures, elitist-centric inclusive practices, and a lack of institutional support at the local level. This paper is valuable for those interested in political science, gender studies, or development studies.

Tackling Gender Inequality in Community-Based Organizations: The Contribution of Cacao Cooperatives to Environmental Justice for Women in Peru

Persistent gender inequalities challenge theory and praxis of community-based collective action. Here we adopt an innovative approach which integrates environmental justice, value chain inclusion and collective action theory to diagnose inequalities in community-based organizations (CBOs) and identify strategies to address them. Drawing on the findings of case studies conducted at six CBOs in Peru’s cacao sector, this article aims to make three contributions. Empirically, we analyze the current situation of, barriers to and strategies for environmental justice for women in the six selected CBOs. Theoretically, we contribute to theory on community-based collective action through an analysis of environmental justice and value chain inclusion. Methodologically, we propose a framework that analysts may use to assess environmental justice for women in community-based collective action. Results show that overall, women participate less and benefit less from cacao CBOs. Furthermore, recognition of women’s contributions and capabilities for cacao value creation tend to remain limited. We discuss 18 strategies and recommendations through which CBOs can address gender inequality for their female stakeholders on a cooperative, community, household and individual level. Most salient recommendations include workshops, generating income opportunities for women, increasing the rights of partners of official cooperative members, and introducing quotas for women in leadership positions. If such efforts are reinforced and better theorized, and gender strategies continuously implemented, CBOs such as cacao cooperatives have the potential to improve the environmental justice outcomes for women within their organizations, families, and communities at large.