Although advancements have been made in gender equality, women still occupy fewer senior academic positions, especially in semi-metropolitan universities. This research examines practical approaches to promote women's career advancement in universities, emphasising the institutional and systemic obstacles that impede their development, such as limited access to mentorship, bureaucratic funding procedures, and implicit gender biases. The research begins by framing the ongoing gender inequalities in academia, highlighting the necessity for targeted measures. The issue underscores the gradual progress of women in attaining leadership positions, even with current policies advocating for gender equality. An interpretivist research design was adopted for this study, employing a qualitative research approach with an explorative research design. The study was conducted at a selected university in Limpopo. Purposive and convenience sampling were used to select twenty female academics. Data were collected through in-depth interviews. Gender equity theory and feminist theories were applied in this study to challenge male-centric frameworks. Thematic analysis was employed to identify essential strategies for the advancement of women. offering workshops to improve leadership abilities, the significance of institutional support, the specific training necessary to prepare women for higher positions, and the relevance of gender-sensitive training in addressing implicit biases and workplace discrimination. The study's results carry important implications for university leaders and policymakers, highlighting the necessity for structured mentorship initiatives, policy changes, and resource allocation to enhance gender equity. By implementing these strategies, the university can help break the glass ceiling and foster a more inclusive environment in academic leadership.

ABSTRACT This study departs from feminist media studies to examine how gendered appearance pressures shape the professional practices of television news journalists during the COVID-19 pandemic and as a regular practice. Through in-depth, semi-structured interviews with male and female journalists, the research reveals persistent aesthetic expectations that disproportionately affect women. While male journalists generally face minimal scrutiny regarding their appearance, female journalists are subject to stringent aesthetic standards, which are not equally applied to their male counterparts. These pressures not only increase safety risks for women during the pandemic due to mask removal for make-up application, but also perpetuate gender biases within the newsroom. Additionally, findings highlight that these aesthetic expectations often impact women's career advancement, as some female journalists are chosen based on appearance rather than merit. By challenging the notion of meritocracy within journalism, this research advocates for inclusive standards that prioritise skills over appearance, fostering equitable work environments that value professional contributions regardless of gender.

This study examined how gender roles are portrayed in the Pakistani television commercials and analyzed ten selected commercials from different product categories such as household products, personal care, financial services, automobiles, technology, etc. This study utilizes qualitative content analysis to explore the misrelating to traditional gender roles, progressive representations, objectification, and empowerment. Television commercials are very significant in establishing norms of society and their representations of different sexes shape society and strengthen cultural ideologies. The findings revealed that the selected advertisement of Nido and Surf Excel aimed to specifically highlight the ambiguous stereotypes, traditional gender roles and how the women in the advertisement are mostly limited to the role of caregiver and homemaker. On the other hand, in Samsung and Sunsilk advertisements, women are embedded as decision-makers, professionals, and independent. Quintessentially masculine advertisements, like Gillette and Honda Civic, continue to re-postulate traditional perceptions of manhood, often portraying individuals as aggressors or powerful authorities. While certain commercials like Coca-Cola and HBL, represent a more balanced gender representation, others still marginalize women or place them in secondary roles. The study also notes that in advertisements for beauty products, physical appearance is often through the lens of objectification, consequently presenting it as a defining characteristic of women. Yet other narratives around empowerment stand, just taking their form in self-affirming advertisements that celebrate financial autonomy and career advancement for women. It suggests advertisers should pursue more balanced and forward-thinking depictions and remind media contents that reflect and promote gender equality instead of perpetuating tradition stereotypes.

The article explores the theoretical, methodological, and practical aspects of women's participation in the governance processes within the public administration system of the Republic of Kazakhstan. It analyzes key trends over the period from 2010 to 2025, identifying the main barriers that hinder women's career advancement and their access to senior leadership positions. Particular attention is given to assessing the qualitative dimension of women’s involvement through the use of the Women’s Leadership Effectiveness Index, which allows for evaluating not only quantitative participation indicators but also the impact of women on the quality of managerial decision-making. The analysis reveals that despite a relatively high representation of women in linear and support-level positions, their actual involvement in strategic management remains limited. The article emphasizes the need to move beyond a formal approach to gender balance and instead focus on creating an environment that enhances the effectiveness of female leadership. As a novel contribution and a recommendation for strengthening institutional mechanisms that support women in leadership, the article proposes the implementation of the “Gender Labs” model within government bodies. This model is designed to systematically promote women’s integration into management processes. By combining analytical tools with institutional measures, this approach enables more effective identification of barriers and the development of strategies to overcome them. Keywords: women's leadership, public administration, effectiveness, gender policy, Kazakhstan, discrimination

This study examines how upward social mobility shapes Chinese women’s workplace experiences by applying social comparison theory and asking which structural-related factors most strongly influence women’s perceptions of—and strategies for—occupational advancement in contemporary China. Employing Latent Dirichlet Allocation (LDA) topic modeling on 4,043 Zhihu comments under the “involution” discussion, we identify five operational dimensions—economic reward–value alignment, work burden, institutional environment, resource distribution, and individual agency—that collectively explain variation in perceived mobility opportunities. Our results show that misalignment between compensation and perceived professional worth, coupled with excessive instructional and emotional labor, constitutes a primary barrier, whereas supportive institutional policies and strong professional identity mitigate constraints. These findings offer actionable insights for policymakers and educational leaders to reform compensation structures and workload management, thereby fostering more equitable career advancement for women in China.

ABSTRACTThe paper examines the impact of the resumption of China's national college entrance exam (Gaokao) on the gender gap in higher education attainment and women's later career advancement. We find that the resumption of the Gaokao widened the higher education gender gap in affected cohorts in regions with stronger son preference. Moreover, this gap later extended to high‐skilled occupations, including directorships and executive positions in Chinese public firms. These outcomes are driven by local sex discrimination, which exacerbates gender‐biased resource allocation. Our findings highlight that entrenched gender norms can distort policies designed to nurture talent without explicit gender targeting, ultimately leading to persistent gender disparities in high‐skilled positions.

This study examined how work-life conflict (WLC) contributes to the underrepresentation of women in police supervision and leadership. Surveys ( N = 698) were analyzed for correlations between police women’s personal factors and career achievement, while the challenges and strategies of promoted women ( N = 38) were explored via interviews. There were few correlations between the quantitative variables; though qualitative findings showed promoted women experience substantial WLC. Interviewees overcame barriers through sacrifice – both personal and professional – and most said they received little organizational support. Integrated findings highlight the need for organizations to support WLB to facilitate women’s career advancement, recruitment, and retention. Contrasting findings between the study strands show the importance of mixed methods research for studying complex social problems.

Purpose This paper aims to explore the perspectives of Kenyan women in middle and senior management in a variety of health organizations to understand how women navigate organizational cultures and hierarchies with a view to addressing their underrepresentation in health leadership. Design/methodology/approach A qualitative methodology was adopted for the study to capture nuances and rich detail of the women’s experiences. Three focus group discussions comprising 43 participants from the nongovernmental organization, private and public sectors were held in three regions to capture a geographic and sectoral variety of women’s voices. Structured thematic analysis identified patterns, themes and insights on the role of individual, organizational and societal elements in women’s career advancement. Findings The findings revealed a strong socio-cultural influence on individual and organizational factors that shape women’s career advancement. Individual, organizational and societal factors are closely interrelated. A three-dimensional model was developed to explain the interaction of three categories of factors. Research limitations/implications The study sample was limited to available and willing participants of a national health sector network. The unique organizational contexts were obscured by the focus group approach. An intersectional lens is recommended to investigate how multiple dimensions of women’s identities shape their leadership trajectories. Practical implications Organizational policies need to promote inclusion, equity and accountability while organizational culture and leadership require transformative change. Originality/value This study presents a nuanced analysis of the organizational context to better inform organizational change efforts directed towards addressing the health leadership gender gap.

The glass ceiling phenomenon is an invisible barrier that limits women in achieving leadership positions, including in the accounting profession. Although women's participation in the workforce has increased, they still face gender bias, social stereotypes, discrimination based on preferences, and dual role pressures. This study aims to examine in more depth the causes and impacts of the glass ceiling phenomenon in the accounting profession through a cross-continental literature study approach. Using Gender Role Theory, it was found that social norms attached to women's traditional roles contribute greatly to negative perceptions of their leadership abilities. Meanwhile, the theory of Socialist Feminism explains that gender inequality in the workplace is the result of a system of capitalism and patriarchy that limits women's access to power and strategic positions. The discussion in this article shows that in various regions, including Africa, Asia, Europe, and America, patriarchal organizational structures and cultures are still the main barriers to women's career advancement. These results emphasize that the glass ceiling is not an individual obstacle, but a systemic phenomenon that needs to be addressed through inclusive policies, structural organizational reforms, and more gender-equitable social awareness.

BACKGROUND:The glass ceiling, a metaphorical barrier hindering women's career advancement, is prevalent across various sectors, including healthcare. Women have proved their competence as successful senior-level leaders. Despite this, there is still a striking under-representation of female prosthetists and orthotists in leadership positions as managers and business owners. This study investigated the “glass ceiling𠇜 phenomenon in the prosthetics and orthotics (P&O) field, where women, despite growing representation in the profession, are underrepresented in leadership roles.OBJECTIVE:This study aimed to examine the beliefs and expectations of female prosthetists and orthotists regarding career advancement and leadership opportunities.METHODOLOGY:This survey study had two sections; the first section was general demographic questions, and any gender could participate but the second section was the Career Pathways Survey (CPS), which assessed beliefs about the glass ceiling and only female practitioners could participate. The survey evaluated four factors: Denial, Resilience, Acceptance, and Resignation, to understand how women perceive their ability to break through the glass ceiling. All individuals with a professional qualification in prosthetics and/or orthotics were eligible to participate. The survey was distributed worldwide through the ISPO and other professional associations. The survey was opened in April 2021 and remained active for six months.FINDINGS:110 female participants completed the survey. The participants were mainly from North America, Europe and Australia. Findings revealed that factors like age, marital status, and salary were significant predictors of different belief scores, particularly with respect to career acceptance and denial. Results highlighted that women's beliefs about their career advancement were influenced by their personal life situations, such as having children, and the number of years of professional experience.CONCLUSION:The study calls for organizational reforms to address gender inequalities by implementing policies that support work-life balance, mentoring, and career development. It also emphasizes the importance of further research, particularly examining the intersectionality of gender, race, and other diversity factors, to provide a comprehensive understanding of barriers to leadership in P&O and other healthcare fields.

The hotel industry, characterized by its labor-intensive nature and dynamic operational environment, has witnessed increasing female participation in recent decades; however, women’s progression into leadership and executive positions remains disproportionately limited. This study investigates the factors influencing women's career advancement within the hotel sector, focusing on both structural barriers and enabling mechanisms. Utilizing a quantitative research design, data were collected in 2024 through a structured online questionnaire distributed via email and social media platforms to a purposive sample of hospitality professionals across multiple organizational levels. Key variables examined include organizational culture, work-life balance, mentorship access, gender bias, and professional development opportunities. Data analysis revealed significant constraints impeding women's career growth, notably systemic gender biases, limited access to strategic networking opportunities, and insufficient flexible work arrangements. In contrast, critical enablers identified include the presence of equitable workplace policies, access to mentorship and sponsorship programs, and the availability of structured leadership development initiatives. The study’s findings underscore the complex interplay of institutional and cultural dynamics that shape women's career trajectories in the hospitality industry. It highlights the urgent need for targeted policy reforms, inclusive human resource practices, and sustained organizational commitment to diversity and equity. These results offer actionable insights for hospitality leaders and policymakers aiming to foster more inclusive career progression frameworks and strengthen gender equity in leadership within the sector.

This article investigates the role of gender-sensitive corporate culture and psychological strategies in addressing gender discrimination in healthcare organizations. The objective is to analyze how gender bias affects human resource practices such as recruitment, promotion, and performance evaluation, and to identify solutions for creating an inclusive work environment. The study uses a qualitative approach based on the analysis of academic literature, institutional reports, and best international practices. Special attention is given to gender-specific barriers like the "glass ceiling" and "sticky floor" phenomena, which disproportionately hinder women's career advancement in the healthcare sector. The research highlights the persistence of gender stereotypes, unequal pay, and insufficient psychological support for employees experiencing discrimination. Key findings suggest that implementing fair recruitment procedures, ensuring equal access to training, and developing mentoring programs are effective strategies for fostering gender equality. The study concludes that overcoming gender-based challenges is essential not only for ethical reasons but also for enhancing institutional performance, staff motivation, and the quality of patient care. Promoting equal opportunities for both women and men leads to more cohesive teams and improved healthcare outcomes. The article emphasizes the necessity of systemic reforms in Ukraine, informed by successful global practices, to promote sustainable gender equality in healthcare settings.

Despite some progress, gender inequalities remain prevalent in many medical fields, including radiation oncology (RO). This study investigates gender parity in RO in Germany, with aparticular focus on the distribution of professional positions and academic qualifications. Using data from the German Society of Radiation Oncology (DEGRO), we analyzed gender representation in various roles including resident physicians, specialists, senior physicians, leading positions, and heads of university departments. Additionally, academic achievements such as doctoral degrees and professorships were examined. Temporal trends were assessed by comparing data from 2006, while interdisciplinary comparisons were made using current data from other medical specialties. An increase in the proportion of female members was found, rising by afactor of 1.85 (2006: 570 vs. 2024: 1055). However, significant gender disparities persist, particularly at higher professional levels. Leadership positions remain male dominated, with women holding only 18.9% of full professorships in 2024. In 2006, just 1 in 9 university chair positions and 1 in 40professorships were occupied by women. These figures had improved by 2024, with women holding 1 in 5 university chair positions and professorships. Despite progress in representation, significant gender disparities remain in leadership and academic positions within RO. Structural barriers continue to impede women's career advancement. This study identifies these obstacles and advocates for targeted initiatives to foster gender equity, including mentorship programs and family-friendly policies. The ultimate goal is to establish an equitable and appealing professional environment for future generations in RO.

Gender bias and workplace challenges continue to hinder the career advancement of women in leadership roles. As Saudi Arabia aligns with Vision 2030, empowering Saudi women leaders (SWLs) through innovative training methods has become a national priority. Virtual reality (VR) technology offers immersive, interactive environments that simulate workplace challenges, fostering skill development and bridging the gap between theory and practice, particularly beneficial for women leaders who can practice navigating leadership scenarios safely. This pilot study investigates the effectiveness of VR technology in enhancing the leadership competencies, digital communication skills, and workplace adaptability of SWLs. A total of 52 SWLs from public and private organizations in Riyadh participated in a two-week VR-based training program focused on real-life leadership scenarios and workplace challenges. Designed by Princess Nourah University's Women Leadership Center in collaboration with the Massachusetts Institute of Technology (MIT), which provided VR design expertise, the program addressed gender bias and leadership stereotypes. Data were collected using a System Usability Scale (SUS)-based questionnaire combined with leadership training evaluation items, which assessed both VR system usability and training effectiveness. Descriptive and inferential statistics (including Pearson correlation coefficients) were used to analyse the data. Participants reported high levels of satisfaction with the usability and immersive nature of VR training (mean scores ranging from 3.95 to 4.11 on a five-point scale). The VR system was rated as intuitive and engaging, with participants quickly adapting to its use (mean score: 4.11). The training facilitated interactive and stress-free learning experiences (mean score: 4.08), though some participants expressed uncertainty regarding applying VR skills to day-to-day leadership tasks such as conflict resolution and performance management (mean score: 3.05). VR technology, as indicated by mean usability scores around 4.0 on a five-point scale, is a promising tool for developing leadership competencies among SWLs. While participants demonstrated strong engagement and skill acquisition, further refinement is needed to align training scenarios with real-world tasks. Expanding carefully evaluated VR-based training programs can advance women's leadership development and support Saudi Vision 2030 objectives.

Despite women's increasing participation in the workforce, research consistently shows they continue to bear disproportionate responsibility for caregiving and emotional labor within families compared to men. This persistent imbalance creates significant challenges for women's career advancement and for organizations seeking to retain female talent. The article examines how this gendered division of domestic labor negatively impacts both individual employees and organizational outcomes, providing evidence that women spend substantially more time on childcare and housework than men, even when both partners work full-time. These disparities contribute to motherhood wage penalties, reduced career opportunities, and higher attrition rates for women in the workplace. The article concludes by offering practical recommendations for organizations to promote more equitable sharing of family responsibilities across genders, including flexible work arrangements, comprehensive family leave policies, manager training, and addressing implicit biases—strategies that can simultaneously improve work-life integration for employees and enhance organizational performance.

ABSTRACTAlthough women's outsized share of household labor and subsequent career disadvantages are well‐documented, the impact of income arrangements within dual‐earner couples has been underexplored in the context of the work–family dynamic. Drawing upon resource and gender construction theories, we examine how income dynamics within male–female dyads can differentially affect each partner's career success via unpaid home labor. Using multilevel polynomial regression on a longitudinal sample of 7252 dual‐earner couples over a 22‐year period from the Household, Income, and Labor Dynamics in Australia (HILDA) Survey, we demonstrate that the interplay of income within these dyads differentially shapes partners' household labor, ultimately influencing female (but not male) career promotion. Specifically, women face a lower likelihood of promotion when in male‐ and female‐breadwinning arrangements compared with dual‐breadwinning arrangements with minimal resource differentials, partly due to the increased household labor. Among dual‐breadwinning arrangements, we find that female partners have a higher chance of promotion when male partners have similarly high (versus low) income levels, due to reduced household labor. Our supplementary analysis uncovers that work centrality accounts for the gendered impact of household labor on promotion while also illustrating how the effect of income arrangements evolves over 22 years. Overall, our findings provide new revelations on how breadwinning arrangements within couples can reinforce or hinder women's career advancement, while largely leaving men's careers unaffected, through the gendered spillover effect of unpaid household labor.

This paper explores the role of technology as a catalyst for promoting gender equality in rural Uttar Pradesh's skill development programs. It highlights the persistent disparities in access to education and employment faced by women in these regions and examines how innovative technological solutions can empower them. By leveraging digital platforms, the paper discusses the potential for tailored training initiatives that enhance women's competencies, promote economic independence, and foster community engagement. The significance of gender equality in skill development is underscored, emphasizing its contribution to economic growth and social justice. Furthermore, the paper identifies key barriers to women's career advancement and evaluates the effectiveness of technological interventions aimed at bridging these gaps. Through a comprehensive literature review, case studies, and policy recommendations, this analysis offers actionable insights for stakeholders seeking to create equitable and inclusive environments that empower women in the digital age. Ultimately, the findings advocate for a collaborative approach among policymakers, organizations, and communities to harness technology in fostering a more inclusive and sustainable future for all.

A democratic South Africa assured equality to all individuals irrespective of gender, religion, beliefs, or race. Nonetheless, women’s representation in leadership roles remains unequal compared to men, particularly in the secondary school landscape. The study used a qualitative research approach, through semi-structured interviews, and respondents were selected through the purposive sampling technique. The study findings revealed that entrenched gender stereotypes, insufficient mentorship, and political and union biases significantly hinder women's career advancement in principalship positions. Despite possessing the necessary qualifications and skills, female principals often confront biases that question their competence and authority. This paper recommended that there is a need for systemic reforms to address these barriers, promote fair and merit-based selection processes, and establish supportive networks for female educators. The findings of this study contribute to the discourse on gender equality in educational leadership and inform initiatives aimed at promoting the advancement of women in South African secondary school leadership roles.

This study conducted theoretical analyses of the findings of a study on gender disparities in research productivity and leadership in medical and dental research institutions in Nigeria. The aim was to highlight the connectedness of the study findings, and to develop a conceptual framework that can inform future studies on gender equity in academia across West Africa. A content analysis of the research outputs was conducted using four theoretical frameworks to assess the alignment of the study findings with gender equality goals. The research examined policy effectiveness and institutional practices using the 2008 USAID Gender Equality Framework; analyzed how personal traits, societal expectations, and organizational practices intersect using Fagenson's Theory of Gender and Career Development; uncovered gendered power dynamics and inform strategies for institutional reform using the Feminist Institutionalism Analytical Lens; and shed light on disparities in mentorship, collaboration, and academic publishing using the Academic Literacies Theory. The key domains influencing gender inequality and requiring targeted actions are: first, the patriarchal societal, cultural, and religious values that shape gender roles, restricting women's career advancement. Second, institutional policies and organizational culture that limits female leadership and research productivity. Third, individual and generational perspectives influence advocacy, with younger individuals recognizing inequality more readily. Research productivity and leadership disparities can be addressed through mentorship and training programs for early-career researchers that foster the development of gender-sensitive advocates. The developed conceptual framework outlines three core research and action domains-societal, institutional, and individual factors-and their sub-factors, alongside targeted interventions influencing gender inequality, proposed targeted recommendations and expected outcomes. The findings emphasize the multifaceted nature of gender disparities. Strategic actions are needed to address the issues that foster gender equality in medical and dental research institutions, and to support female researchers in West Africa. These actions should focus on the younger generations to drive needed changes.

In recent years, the number of trained and qualified women in the labour market globally has steadily increased. However, despite this increase, the proportion of women in decision-making and leadership positions in organisations is still small. This observation echoes the glass ceiling phenomenon, a metaphor for invisible but prevalent barriers that impede women career advancement in organisations. While the glass ceiling phenomenon has generated research interest, several scholars argue that theoretical models have not adequately portrayed its implications on women career advancement. As such, this study is designed to examine the effect of the glass ceiling phenomenon on women career advancement in organisations. Six hundred female employees from mid-level management and above were surveyed for this study. It was found that the glass ceiling phenomenon has a significant negative effect on women career advancement in organisations.