Women and gender equality: justice or civilization?
Autor/in:
Alhaji Ali, Mustapha; Buratai, Halima Ali
Quelle: Journal of Liberty and International Affairs, 5 (2020) 3, S 55-68
Inhalt: The issue of gender justice has drawn the attention of gender scholars as does gender equality a justice or civilization. Because of this, the paper examined women and gender equality justice or civilization. In discussing these gender issues, several documents, reports, newspapers, magazines, archives, articles, journals, among others, were systematically reviewed to support the argument. Two theories were used in supporting the argument. These are Islamic Feminist and Liberal Feminist theories. The assumptions of these theories centered on gender equality and gender justice in society. The study found that gender equality is not civilization but justice. This is of the fact that both men and women are born equal and need equal justice for the development of the nation. The paper recommended that men and women should be given equal opportunity in all aspects of life in order to ensure gender justice. Parents and religious leaders should adhere to the principles of gender equality for the betterment of society.
Executive Search Consultants' Biases Against Women (or Men?)
Autor/in:
Siegel, Rudolf; König, Cornelius J.; Zobel, Yannik
Quelle: Frontiers in Psychology, 11 (2020) , S 1-6
Inhalt: Women remain under-represented in leadership positions in many countries. Since executive search consultants (also known as headhunters) act as gatekeepers in the hiring process, headhunters' biases might influence the female under-representation. There is preliminary evidence that suggests headhunters favor men, but direct evidence is missing. Thus, this study directly tested this assumption using implicit and explicit measures (an implicit association test and a gender role attitudes survey), completed by 123 German executive search consultants. Although neither measure showed an anti-women bias (with the explicit measure being compared to a match sample from a representative survey using propensity score matching), the implicit association test showed an in-group bias (i.e., male headhunter had a stronger association of men and competence than of women and competence). The latter is worrisome because the majority of consultants in this business are men. Thus, organizations interested in more female managers need to carefully consider who they hire as their executive search consultants.
Inhalt: In this article, we draw a parallel between equality of opportunity in educational transitions and equality of opportunity in academic careers. In both cases, many methodological problems can be ameliorated by the use of longitudinal rather than cross-sectional data. We illustrate this point by using Finnish full-population register data to follow the educational and academic careers of the 1964-1966 birth cohorts from birth to the present day. We show how the Finnish professoriate is highly selected both in terms of parental background and in terms of gender. Individuals of different backgrounds differ greatly in the likelihood of completing different educational and academic transitions, but much less in the age at which they make these transitions. By contrast, women’s academic careers differ from those of men both in terms of timing and in terms of rates, with women’s PhDs and full professorships seemingly delayed compared to those of men. We additionally show with the help of a 2015 cross-section of Finnish professors how such differences are easily overlooked in cross-sectional data.
Schlagwörter:Bildung; academic (female); gender; Akademikerin; education; Chancengleichheit; Hochschulbildung; academy; Gender; equality of rights; Akademie; Karriere; Finland; woman; Gleichberechtigung; Akademiker; equal opportunity; Finnland; career; university level of education; academic
SSOAR Kategorie:Wissenschaftssoziologie, Wissenschaftsforschung, Technikforschung, Techniksoziologie, Berufsforschung, Berufssoziologie, Frauen- und Geschlechterforschung
Ausschluss trotz Einschluss: Ungleiche Handlungsressourcen von Bürgermeisterinnen und Bürgermeistern
Titelübersetzung:Exclusion and Inclusion - Unequal Resources of Women Mayors and Their Male Counterparts
Autor/in:
Kletzing, Uta
Quelle: Femina Politica - Zeitschrift für feministische Politikwissenschaft, 27 (2018) 2, S 95-110
Inhalt: Frauen in der Politik sind nicht mehr die Ausnahme, aber noch längst nicht die Regel. Auch nach 100 Jahren Frauenwahlrecht dominieren unverändert Männer und 'Männlichkeit' den politischen Raum. Gender bahnt sich in Gestalt von Geschlechternorm, Geschlechterordnung und Geschlechterstruktur (Pimminger 2012) unverändert Wege, Ausschlüsse für Frauen zu erzeugen. Politikerinnen unterliegen daher gegenwärtig einer paradoxen Situation gleichzeitiger Einschlüsse und Ausschlüsse. Der auf einer empirisch-analytischen Untersuchung basierende Beitrag geht diesen Einschlüssen und Ausschlüssen am Beispiel hauptamtlicher Bürgermeisterinnen nach, indem er die Verteilung von Handlungsressourcen auf Kandidatinnen (Wahlsituation) bzw. Bürgermeisterinnen (Regierungssituation) und auf ihre männlichen Amtskollegen miteinander vergleicht. Die Verteilung der Handlungsressourcen ergibt für die Kandidatinnen bzw. Bürgermeisterinnen nachteilige Ausgangslagen. Diese geringeren Chancen auf Erfolg können jedoch dem tatsächlichen Erfolg der Kandidatinnen bzw. Bürgermeisterinnen nichts anhaben. Damit wird den 'männlichen'‘ Standards, die der Verteilung der Handlungsressourcen zugrunde liegen, einmal mehr ihre Legitimationsgrundlage entzogen.
Schlagwörter:woman; Politikerin; ; Bürgermeister; mayor; gender-specific factors; Chancengleichheit; equal opportunity; Bundestag; Bundestag; Kommunalpolitik; local politics; Frauenanteil; proportion of women; Federal Republic of Germany
Education, Work, and Motherhood in Low and Middle Income Countries: A Review of Equality Challenges and Opportunities for Women with Disabilities
Autor/in:
Tefera, Belaynesh; Schippers, Alice; Eide, Arne H.; Kersten, Amber; Engen, Marloes L. van; Klink, Jac van der
Quelle: Social Inclusion, 6 (2018) 1, S 82-93
Inhalt: This study looks at the equality challenges and opportunities for women with disabilities in low and middle income countries (LMICs) to participate and succeed in education, employment and motherhood. It is based on a systematic review of the literature from academic and non-governmental organization databases. The search of these databases yielded 24 articles, which were subsequently passed through open, axial, and selective coding. The resulting review found that women with disabilities in LMICs have severe difficulty participating and succeeding in education, employment and motherhood due to a number of interrelated factors: (i) hampered access to education, employment, intimacy and marriage, (ii) stigma and cultural practices resulting in discrimination and prejudice, and (iii) lack of support from family, teachers and institutions - all of which are exacerbated by poverty. Support from families, communities, the government, and non-governmental organizations improves women’s ability to fulfil their social roles (as students, employees and mothers), resulting in a better quality of life. Strategies that create awareness, minimize poverty and facilitate justice may improve the opportunities for women with disabilities in LMICs to participate in education, employment and motherhood, as well as their ability to succeed in these domains.
Schlagwörter:woman; Behinderung; disability; Chancengleichheit; equal opportunity; Mutterschaft; motherhood; Erwerbsbeteiligung; labor force participation; Bildungschance; educational opportunity; Diskriminierung; discrimination; Armut; poverty; Rolle; role; soziale Unterstützung; social support; soziale Integration; social integration; capability; low and middle income countries
SSOAR Kategorie:Frauen- und Geschlechterforschung, soziale Probleme
A New Service Class in the Public Sector? The Role of Femonationalism in Unemployment Policies
Autor/in:
Mulinari, Paula
Quelle: Social Inclusion, 6 (2018) 4, S 36-47
Inhalt: This article aims to explore the content embedded in the figuration of ‘foreign-born unemployed women’ and how discourses of gender equality are used to create an emerging racialised service class within the Swedish public sector. Influenced by the concept of femonationalism, the article explores how the introduction of the Extra Services unemployment reforms facilitates the creation of a service class whose purpose is to make it possible for the regular workforce to continue to function despite cutbacks and the neoliberal management of professional care work in the public sector. The study identifies a shift in the discourse, where, while migrant women continue to be represented as victims in public discourses concerning unemployment, they are also represented as being lazy and unwilling to work, qualities that legitimate the need for more repressive interventions towards the group, often described as feminist interventions that will rescue migrant women and their children.
Ist die gläserne Decke noch aktuell? Untersuchung wahrgenommener Aspekte der Unternehmenskultur und der geschlechtsspezifischen Unterschiede in Karrierechancen
Titelübersetzung:Is the glass ceiling still there? A study of perceived aspects of corporate culture and gender-specific differences in career prospects
Quelle: GENDER - Zeitschrift für Geschlecht, Kultur und Gesellschaft, 9 (2017) 1, S 115-132
Inhalt: "Das Thema der geschlechtsspezifischen Unterschiede in den Karrierechancen ist aktuell und wird nach wie vor kontrovers diskutiert. Verschiedene Studien belegen, dass im europäischen Vergleich in Deutschland das Potenzial, insbesondere bei gut ausgebildeten Frauen, nicht signifikant ausgeschöpft wird. Die vorgestellte Studie gibt Aufschluss darüber, wie Frauen und Männer unternehmenskulturelle Aspekte - Beziehungen und Netzwerke, MitarbeiterInnenförderung, Stellenbesetzung und Rekrutierung sowie Präsenz am Arbeitsplatz - in Bezug auf ihre Karriereperspektiven wahrnehmen. Die Studie basiert auf einer Online-Befragung von Personen in Führungspositionen oder mit Führungspotenzial eines deutschen Großunternehmens." (Autorenreferat)
Inhalt: "The issue of gender-specific differences as regards career opportunities is still relevant and a matter for controversial debate. Various studies confirm that, in a European comparison, well-educated women's potential in Germany is still not being fully exploited. The study presented here provides an insight into how women and men perceive corporate cultural aspects such as relationships and networks, employee development, staffing and recruitment as well as the presence of women in the workplace with regard to their career prospects. The study is based on an online survey of (potential) managers in a large German company." (author's abstract)
Barriers to women's representation in academic excellence and positions of power
Autor/in:
Yousaf, Rizwana; Schmiede, Rudi
Quelle: Asian Journal of German and European Studies, 2 (2017) , S 1-13
Inhalt: "Nearly for half a century women's advancement in the workplace has been in a debate. Women’s under-represented in higher education institutions and universities across the globe, and especially in the most powerful or influential posts, is well established. Despite gender equality commitments and women's educational attainment, still, they are underrepresented. Regions and countries may vary in term of culture, achievements and development, but barriers for women's representation in academia are surprisingly similar in many regions. It is found that there are several barriers which women might be experiencing in academia ranging from personal, organizational to societal." (author's abstract)
Quelle: Industrielle Beziehungen : Zeitschrift für Arbeit, Organisation und Management, 24 (2017) 2, S 196-217
Inhalt: Der Beitrag geht der Frage nach, welche betrieblichen Faktoren die Präsenz von Frauen in Führungspositionen beeinflussen. Hierbei interessiert uns auch die Rolle des Betriebsrats. Für unsere multivariate Analyse nutzen wir das IAB-Betriebspanel 2014 und verwenden Zähldatenmodelle mit der Anzahl Frauen im Führungsteam als abhängiger Variablen. Wir schätzen sowohl Modelle für die erste als auch für die zweite Führungsebene. Für die erste Führungsebene lassen sich Hinweise auf die in der Literatur beschriebenen Barrieren finden, die als gläserne Klippen und Böden bzw. Etagen, auf denen Frauen kleben bleiben, umschrieben werden. Insgesamt vermitteln die Ergebnisse aber vor allem den Eindruck, dass Frauen in "unattraktiven" Betrieben eher in Führungspositionen zu finden sind.
Schlagwörter:woman; Führungsposition; executive position; Vorstand; board of directors; Management; management; Frauenanteil; proportion of women; beruflicher Aufstieg; career advancement; Mobilitätsbarriere; mobility barrier; Chancengleichheit; equal opportunity; Gleichberechtigung; equality of rights; Organisationskultur; organizational culture; Federal Republic of Germany
SSOAR Kategorie:Frauen- und Geschlechterforschung, Arbeitsmarktforschung