Participation Of Women In Workforce Research Articles

Gender Inequality in the Workplace in Japan

Purpose: The aim of the study was to analyze the gender inequality in the workplace in Japan. 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: Gender inequality in Japan's workplace persists despite initiatives to promote equality, with women facing challenges in accessing leadership roles and equal pay. Traditional gender norms and demanding work cultures contribute to limited career advancement opportunities for women, resulting in a significant gender gap in senior positions. Despite efforts to address these issues through policies promoting women's workforce participation and equal employment opportunities, progress remains slow. Unique Contribution to Theory, Practice and Policy: Gender stratification theory, intersectionality theory & social role theory may be used to anchor future studies on analyze the gender inequality in the workplace in Japan. Implement targeted interventions, such as mentorship programs, leadership development initiatives, and diversity quotas, to increase the representation of women in senior management positions, fostering a more inclusive organizational culture and challenging traditional gender roles. Advocate for policy reforms that mandate gender diversity quotas on corporate boards and executive leadership teams, drawing on successful practices from other countries to promote greater transparency and accountability in corporate governance.

Women's Representation in Canadian Municipalities

This research note uses a new and comprehensive data set of 22,333 municipal elected positions in 3,363 municipalities across Canada to provide a systematic analysis of women's presence in municipal office. Drawing on findings from cross-national research about women's representation in local governments, we examine whether district type, council size, urban setting, women's workforce participation, and degree of conservatism among voters account for variation in the proportion of women elected as councillors and mayors. We find support for most, but not all, of the relevant factors in previous studies. Urban municipalities and municipalities with at-large and hybrid elections are associated with larger proportions of women mayors and councillors. Ideology also matters: the proportion of women in municipal office is smaller in conservative municipalities. Finally, we find no evidence that council size or women's labor force participation is related to women's representation among mayors or councillors.

Influence of women empowerment on childhood (12–23 months) immunization coverage: Recent evidence from 17 sub-Saharan African countries

BackgroundThere is a global consensus that child immunization plays an important role in promoting the health and well-being of children. Despite the quintessential role of immunization, not all children receive full immunization coverage. We examined the association between women empowerment and childhood immunization coverage in sub-Saharan Africa (SSA).MethodsThe most recent Demographic and Health Survey data of 17 SSA countries were used for the analysis, with a sample of 19,223. The outcome and exposure variables were full immunization coverage and women empowerment, respectively. Full immunization was computed from percentage of children between the ages of 12 and 23 months who had received the following vaccines at any point in time: one dose of Bacille Calmette–Guérin, three doses of the vaccine protecting against diphtheria, pertussis, and tetanus or the tetravalent/pentavalent vaccine, three doses of the polio vaccine, and one dose of the measles vaccine (either as a standalone measles vaccine or as part of a combination with other immunogens). Women’s empowerment was an index of labour participation, acceptance towards spousal violence, decision-making capacity and general knowledge level. Descriptive analysis and multilevel logistic regression were performed. Results were reported in adjusted odds ratio with a corresponding 95% confidence interval.ResultsThe study found that 56.6% of children were fully immunized. Children of employed mothers were 1.16 times more likely to be fully immunized. Children of mothers with higher acceptance toward violence were less likely to be fully immunized [aOR = 0.90, CI 0.81, 0.99]. The odds of full immunization were higher among children born to mothers with high [aOR = 1.11, CI 1.01, 1.22] decision-making capacity. Higher odds of full immunization were found among children born to mothers with medium [aOR = 1.24, CI 1.13, 1.36] to high [aOR = 1.44, CI 1.27, 1.63] general knowledge level.ConclusionsWe conclude that empowering women through livelihood empowerment interventions can increase their decision-making capacity and foster their resolve to ensure the full immunization of their children. This can be achieved by consciously investing in initiatives such as vocational training programs, job placement services, or support for entrepreneurship initiatives to encourage and support women's workforce participation.

GENDER EQUALITY IN SPAIN AND PORTUGAL 2006-2022; ECONOMY AND COMPETITIVENESS

Economic gender differences persist. Patriarchy theory assumes political power for women will bring economic equality. We evaluated Global Gender Gap for Spain and Portugal (2006-2022). We found women Ministers or in Parliament do not correlate with economic equality, women participation in workforce, same salary for men and women nor same income. Patriarchy theory does not seem useful to reduce gender economic inequality. We found no significant differences between PSOE and PP Governments nor positive correlation of economic equality with country GDP nor competitiveness. We recommend measuring power, not parity, fiscal redistribution policies and promoting providing-caring social role gender interchange.

How Comparable are India's Labour Market Surveys?

The Centre for Monitoring Indian Economy’s (CMIE) Consumer Pyramid Household surveys have emerged as an important source of regular labour market data for India. Given the differences in methods in data collection between the CMIE and official employment sources, it becomes exceedingly important to establish some comparability between the government and the CMIE datasets. With the release of the official Periodic Labour Force Surveys for 2017–18, we now have an overlap between the official datasets and CMIE datasets. In this paper, we examine the extent of comparability of labour force estimates from these two datasets. We find that employment estimates for men are broadly comparable. However, for women, there is a consistent divergence, with CMIE estimates of women’s workforce participation lower than that of NSS-PLFS. We find that irrespective of the reference period used in the PLFS estimation of employment statuses, there is no convergence with the CMIE employment estimate for women’s employment. Moreover, the mismatch in CMIE-PLFS estimates occurs across all types of women’s employment and irrespective of what reference period of employment (in official data) is used.

The Labor Force Trajectories of Immigrant Women in the United States: Intersecting Individual and Gendered Cohort Characteristics

Research on immigrant women's labor market incorporation has increased in recent years, yet systematic comparisons of employment trajectories by national origin and over time remain rare. Likewise, the literature on immigrant assimilation remains dominated by attention to men, with little focus on larger gendered migration dynamics. Using US Census and ACS data from 1990 to 2016, we construct synthetic migration cohorts by national/regional origin, period, and age at arrival to track immigrant women's labor force participation (LFP) over time. We propose and model a typology of workforce incorporation, adjusting for individual characteristics and gendered migration-cohort characteristics (i.e., the gender ratio, share of women arriving single, and share of men arriving with a college education). Results indicate that immigrant women gradually join the workforce over time, though with significant variation in starting employment levels and growth rates. We classify the observed patterns into a five-group typology: Gradual incorporation (cohorts from Europe, Canada, Africa, China, and Vietnam), delayed incorporation with low entry LFP level (cohorts from Mexico), delayed incorporation with moderate entry LFP level (cohorts from Central America, South America, and Cuba), accelerated incorporation (cohorts from India, Korea, and other Asian countries), and continuous intensive employment (cohorts from the Philippines and the Caribbean). We show that gendered migration cohort characteristics explain a substantial share of national/regional origin variation in immigrant women's workforce participation, highlighting the importance of broader cultural and structural forces shaping gendered patterns of immigrant labor market incorporation.

Spatial disparity in gender pay gap and female workforce participation: a sub-national level study in Indian manufacturing sector

PurposeThe paper intends to identify the factors that determine the variations in the gender pay gap and female workforce participation at low-skill manufacturing job across Indian states over the time period 2006–2014.Design/methodology/approachGender pay gap is measured in two ways: one is scale insensitive and second one is scale sensitive. To construct scale-sensitive gender pay gap measure wage discrimination index is used. For main analysis, a panel framework is used. Fixed effect model and random effect model are estimated along with all relevant diagnostic tests.FindingsEmpirical analysis elucidates that male literacy rate, female literacy rate and gender parity index are important factors in explaining the variation in gender pay gap and women workforce participation at sub-national level in India. Female literacy rate significantly reduces the crude pay gap; however, it has insignificant effect on scale-sensitive gender pay gap in low-skill manufacturing sector. Educational enrolment widens up the crude wage gap but narrows down the other one. In case of workforce participation educational attainment and school enrolment both reduce women workforce participation in low-skill manufacturing job.Research limitations/implicationsThe present research suffers from two major limitations. Due to lack of information, the paper is unable to study the impacts of female representation in trade unions, availability of supporting infrastructure like day-care facilities for working mothers, etc. in explaining the variation in gender pay gap and women workforce participation. The second limitation is that the research fails to address the issue related to selection into employment. The present paper uses the macro-level state-specific statistics instead of micro-level data; hence the imputed wage for unemployed but potential workers cannot be calculated.Originality/valueThe paper is unique in the sense that it highlights gender pay gap and female workforce participation issue in low-skill manufacturing sector at Indian sub-national level. There are no such papers that highlight these issues in the context of Indian manufacturing sector. Another contribution is that the present paper considers the scale-sensitive gender pay gap, whose determinants are different than crude gender pay gap.

Diversity Climate, Salutogenic Theory, and the Occupational Health of College-Educated Women from Conservative Communities.

Over the past four decades, there have been significant changes in workplaces around the world, including a workforce that has become more diverse as the relative proportion of women in the workforce has increased. This trend has included the increased workforce participation of women from conservative minority groups. This article discusses the significance of the integration of college-educated women from conservative minority groups into the workforce in terms of their own personal health and well-being. This work focuses on two groups of college-educated women from conservative minority groups that have joined the Israeli workforce: Ultra-Orthodox women and Bedouin Arab women. This qualitative study was based on five focus groups, which included 16 women from the two examined groups. The main themes raised in those focus groups were categorized and analyzed. The data analysis was guided by the diversity-climate approach and salutogenic theory. The research findings indicate that a diversity climate that included most of the different aspects of this approach was present in the participants’ statements regarding their workplaces. In practice, diversity climate supported sense of coherence, such that both diversity climate and a sense of coherence led directly to the occupational health of these college-educated, minority women.

Work force participation of women in India: A factor that needs reform

Work force participation of women in India: A factor that needs reform

Women’s Participation in The Corporate Sector

Our country has made considerable progress in terms of women’s education and health care over the past decades. Despite the government’s initiatives to promote the development of girl children and women belonging to rural, economically backward and minority communities, we still lag in terms of workforce participation of women. The efforts seem to be inadequate and there is an urgent need for concerted and result-driven efforts by organisations and government. This article seeks to identify factors that hinder women’s participation and suggest practical tips for organisations to pick up their pace.

Women, Violence and Work: Threat of Sexual Violence and Women's Decision to Work

The stagnancy of women's workforce participation in urban India is alarming and puzzling, considering the pace of economic development experienced in the previous decade. We investigate the extent to which the low workforce participation of women can be explained by growing instances of officially reported crimes against women. We employ a fixed effects strategy using district-level panel data between 2004-2012. To address additional concerns of endogeneity, we exploit state-level regulations in alcohol sale and consumption and provide estimates from two different strategies – an instrumental variable approach and a border-analysis. Our findings indicate that a one standard deviation increase in sexual crimes per 1000 women reduces the probability that a woman is employed outside her home by 9.4%. While we find some evidence of heterogeneity across regions and religions, overall, the deterrent effect seems to affect women equally across all economic, demographic and social groups.

The #MeToo Movement, Sexual Violence, and the Law in Sweden

The #MeToo Movement, Sexual Violence, and the Law in Sweden Caitlin P. Carroll (bio) Introduction In the fall of 2017, the international #MeToo movement engulfed Sweden, a country known for its progressive politics and institutionalized commitment to gender equality. As in many other countries, women publicly disclosed experiences of sexual harassment and violence. The mass disclosures of sexual violence were seen as a "shame" for Swedish society, a country that has shaped an international image as a country committed to gender equality (TV4Nyheterna 2017; see also Martinsson et al. 2016). The #MeToo movement challenged the dominant perception of Swedish gender exceptionalism and clearly illuminated that "yes, it happens in Sweden, #too" (Nordberg 2017). I will analyze how the #MeToo movement unfolded in Sweden, particularly how the movement illuminated the paradox between gender equality and the continued vulnerability and sexual victimization of women. The high number of sexual violence incidents unearthed during the #MeToo movement in Sweden was framed as a stark contrast to the international image of Sweden (and its Nordic neighbors) as a "gender-equal utopia" (Fiig 2008). While a positive and active response to the movement from the government reveals the power of feminist activism in Sweden to influence legislating and policymaking, the use of defamation law against women who named individual offenders literally and symbolically silences survivors of sexual violence. The criticism directed towards anti-violence feminist activist movements like #MeToo—especially these legal consequences of speaking out against individual perpetrators—highlights a tension in Sweden between feminist activism and the law. I argue that the #MeToo movement and its aftermath in Sweden reveals how collective action against sexual violence can overcome strong resistance to feminist legal and social change, but fundamental barriers to speaking out against sexual violence remain. [End Page 281] The data in this article come from forty-eight in-depth interviews I conducted with feminist anti-violence activists and rape crisis advocates, criminal justice professionals, political elites, and state bureaucrats during fifteen months of fieldwork from 2017–2019, in addition to a discourse analysis of parliamentary documents and news media sources focused on the #MeToo movement and political debates around sexual violence and the law. All translations from the original Swedish to English are my own. Saying #MeToo in Sweden The #MeToo movement came to Sweden in October 2017. Like the United States, powerful men were accused of sexual violence they had been perpetrating for years with impunity. In one of the most prominent examples, the husband of a member of the Swedish Academy was accused—and ultimately convicted—of sexual assault1. As a result of the scandal and the evidence that the institution of the Swedish Academy itself enabled Jean-Claude Arnault to commit this abuse, several members of the Academy resigned from their lifetime posts (Anderson 2018). Although high-profile cases were reported widely in the media, much of the Swedish #MeToo movement focused on organizational patterns of abuse and harassment in the workplace rather than on individual men (Pollack 2019). The first widespread movement came from women in the theatre and film industry. The women shared stories under the hashtag #tystnadtagning, or "silent shoot," to emphasize the institutional silencing of victim-survivors of sexual violence. The movement caught on rapidly, as organizers in industries and occupations throughout Sweden—from the legal profession to the medical fields to the media—collected and distributed stories of sexual harassment and violence women experienced within their workplaces. In addition to the individual stories, organizers wrote petitions against sexual harassment and collected thousands of signatures to accompany each petition (Hansson et al. 2020; Pollack 2019). In the end, over 100,000 Swedish women shared a story or signed on to a petition (Hansson et al. 2020). The petitions were printed in the most popular Swedish newspapers, calling on the government and influential leaders within their industries to address sexual harassment in the workplace (Askanius and Møller Hartley 2019). The focus on the workplace as a site of sexual harassment and violence is particularly revealing in the Swedish context. Policy initiatives have focused for decades on women's workforce participation as the main driver of gender equality (Tollin 2011). Through policies like mandatory parental...

Mining and Social Capital: A Micro-analysis from Odisha, India

The Sustainable Livelihood Framework has identified social capital as one of the means upon which sustainable livelihoods are built. Hence an attempt was made in this study to determine whether mining improves the social capital of a local community in the primary mineral producing state of Odisha, India. A comparative approach utilizing various statistical techniques with mining and non-mining areas was used. It was found that mining is having a significantly adverse impact on the social capital of the mineral-rich region of Odisha in the preference for the nuclear family rather than the larger family size; social tensions due to massive unemployment, migration, or non-payment of compensation for land acquisition; a higher level of alcohol consumption; and, low workforce participation of women in mining villages than in non-mining villages. Even less involvement in associations and groups and weak social networks have been found among people in the mining region. Thus, mining activity in the region has deteriorated, instead of improving, the area's social capital. This depreciation raises the issue of mining as being a truly sustainable source of livelihood. This issue makes it necessary for the administrative machinery to design a strategy appropriate for augmentation of the social capital in India's mineral abundant regions.

ACKNOWLEDGING GENDER DIVERSITY AND INCLUSION AS KEY TO ORGANIZATIONAL GROWTH: A REVIEW AND TRENDS

Diversity refers to the existence of human differences on the grounds of colour, race, ethnicity, gender, identity, age, physical attributes, ethical values, nationality, education, personality, experiences and knowledge base. Inclusion, on the other hand, is the collaborative environment that enhances belongingness, participation and contribution as it provides respect to people across varying parameters of difference. Over the past few decades, workforce diversity and inclusive work practices have acquired the core position in several small, medium and large sized organizations whether national or international. Historical and current status of women workforce participation in Indian organizations reveals that a huge gap exists between the proportion of female labor force and their male counterparts. Presently, as companies have initiated to acknowledge that women constitute a significant source of human capital, it becomes essential to create female friendly workplaces to encourage gender diversity in organizations. The present scenario identifies gender diversity and inclusion of workforce as the key to business success and growth. This piece of research investigates the nuances of gender diversity and inclusion that bring out their true essence in terms of creativity and innovation, organizational reputation, productivity, decision-making, problem-solving and organizational performance as its several advantages. Additionally, the present research throws light upon the status of gender diversity in Indian organizations and the present global trends in the domain of gender diversity and inclusion as a key competitive advantage. It also attempts to bring out the reasons for acknowledging gender diversity and inclusion as a core of every organizations’ policy.

The Determinants of Women Workforce Participation among the Rabha women in Rabha Hasong Autonomous Council Area of Assam

Workforce participation of women is considered as a major factor in the progression of their economic independence and usually it has been considered as an indicator of their overall wellbeing status in the society. Higher participation of women in workforce is symbolised for their autonomy status and social and economic empowerment. But there are many determinants related to women entering into the workforce. The purpose of this study is to examine the main determinants of women workforce participation among the Rabha women in Rabha Hasong Autonomous Council (RHAC) area of Assam. The data from the socio-economic survey of Rabha women undertaken in four blocks of RHAC area during January to March 2019, are analysed by the logistic regression model. A number of potential variables are used in the model as independent variables. The results suggest that Marital status of Women, Education of Women, Age of Women, Number of earning members of the family and Number of existing children between the age group 0-6 affect significantly; and Occupation of Head of the household, Types of family, Age of Head of the household and Household income (in Rs. 1000) does not significantly affect the Rabha women entering into the workforce. It is suggested that in order to improve the working condition of female labor force, the economy will need to create more appealing working opportunities and government policies will have to create higher quality jobs which will encourage the women to enter into the job market.

Impact of Socio Economic Factors on Women Work force Participation in Informal Sector of Assam

Informal sector has played a very important role in the labour market of most of the development countries like India. Informal employment has been widespread and continues to be an emerging phenomenon. An overwhelmingly large percentage of workers (about 92 per cent) are engaged in informal informal sector of India and a large majority of them have low earnings with limited or no social protection. Assam is one of the relatively backward states in India. In Assam, the labour force participation rate (LFPR) and work force participation rate (WFPR) shows a dark picture of the labour market of the state. As similar to National level, in this state also, more than 90% of total workforce is engaged in informal sector. Informal sector provides a better scope for women to engage in various activities like small tea shop, street vendor, beauty parlour, rag picker etc. Generally, women in the informal sector in India are disadvantaged in the field of labour market. Their low productivity, low income, insecure jobs, as well as low share in overall employment in the unorganised and informal sectors shows a gloomy picture The inequalities and disparities that exist in access to employment across regions and social groups remain a huge competition in India. In this study an attempt is made to analyze the issues and challenges faced by the women informal workers in different sectors in Assam

Women Workforce Participation: An Analysis of North Eastern Region of India

Women Workforce Participation: An Analysis of North Eastern Region of India

Culture and Child Attachment Patterns: a Behavioral Systems Synthesis.

We propose that the two dominant culture institutions (individualist and collectivist) are neither learned nor cognitively represented by the people who practice them. Instead, they exist as group-level payoff structures that reflect differential distributions of child attachment patterns within a society. Individualist societies reflect an overrepresentation of insecure-avoidant attachments and collectivist societies reflect an overrepresentation of insecure-anxious attachments. Moreover, attachment patterns are embodied rather than representational-schedule-induced rather than incrementally shaped or verbally learned. If attachment patterns are schedule-induced, the prospects are poorer for effecting cultural change through economic incentives or informational campaigns (top-down). Rather, cultural practices will be responsive to changes in family practices-to the extent they affect attachment patterns (bottom-up). For example, if breastfeeding rates decline or the workforce participation of women increases, a society will become more individualist and less collectivist. That is because those practices increase avoidant as compared to anxious attachments. Moreover, because insecurely attached children are behaviorally less flexible than are securely attached children, the former have a greater impact on cultural practices than do the latter.

Women’s Work in Response to Urbanization: Evidence from Odisha

This article examines the impact of urbanization as a vehicle of modernization on a variable like women workforce participation rate (WFPR), which is highly sensitive to social and cultural factors. Based on district level data, urbanization and women work participation are seen to have a negative association both in the rural and urban areas, although, ideally speaking, urbanization is expected to raise work opportunities. Owing to compulsions, women from poor households participate in the labour market which may result in a positive relationship between poverty and female work participation rate. Further, economic growth and WFPR unravel a negative association which is indicative of either a backward sloping supply curve of women at higher levels of per capita income or growth being non-inclusive and unable to create work opportunities. The lack of jobs of desirable status for a long time in turn leads to the phenomenon of ‘discouraged dropouts’. It is important to counter such distortions through policy interventions so that women are able to access higher levels of skill and education and subsequently participate in the job market instead of withdrawing.

Women, work and industrial relations in Australia in 2018

This year's annual review of women, work and industrial relations marks an important milestone. Nearly 10 years have elapsed since the introduction of the Fair Work Act 2009, which enshrined important new rights for the progression of gender equality. It is also 10 years since the Journal of Industrial Relations commenced this annual review. In addition to focusing on developments affecting women and work in 2018, this review provides a broad summary of key events over the past decade. We explore trends in women's workforce participation, union membership, economic security and pay equity, as well as major changes pertaining to work–family policy settings, workplace sexual harassment, and family and domestic violence leave. We conclude that although policy and employment frameworks have created a foundation on which to build gender equality, policy development has been sporadic and the context for women in Australian workplaces remains far from equal.