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Papers on “gender inequality workplace leadership representation”

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1. COVID-19 and the workplace: Implications, issues, and insights for future research and action.

   Kevin M. Kniffin, Jayanth Narayanan, Frederik Anseel, et al. · 2020 · American Psychologist · 1,627 cites

   The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate dis

2. Gender inequality in academia: Problems and solutions for women faculty in STEM

   Bettina J. Casad, Jillian E Franks, Christina E Garasky, et al. · 2020 · Journal of Neuroscience Research · 524 cites

   Recently there is widespread interest in women's underrepresentation in science, technology, engineering, and mathematics (STEM); however, progress toward gender equality in these fields is slow. More alarmingly, these gender disparities worsen when examining women's representation within STEM departments in academia. While the number of women receiving postgraduate degrees has increased in recent years, the number of women in STEM faculty positions remains largely unchanged. One explanation for this lack of progress toward gender parity is negative and pervasive gender stereotypes, which may facilitate hiring discrimination and reduce opportunities for women's career advancement. Women in S

3. The Organizational Reproduction of Inequality

   John Amis, Johanna Mair, Kamal A. Munir · 2019 · Academy of Management Annals · 483 cites

   With societal inequalities continuing to increase and organizations providing the vast majority of people with their income, we wanted to assess the ways in which organizational practices are implicated in the burgeoning of social and economic inequality. Following an integrative review of the literature drawn from across the social sciences, we found that the multiple ways in which five major organizational practices—hiring, role allocation, promotion, compensation, and structuring—are enacted emerged as being central to the reproduction of inequality. We also uncovered how the persistence of these practices, and the inequality they induce, can be largely attributed to a constellation of th

4. Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism

   Cailin S. Stamarski, Leanne S. Son Hing · 2015 · Frontiers in Psychology · 471 cites

   Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are enacted within human resources (HRs) practices. This is because HR practices (i.e., policies, decision-making, and their enactment) affect the hiring, training, pay, and promotion of women. We propose a model of gender discrimination in HR that emphasizes the reciprocal nature of gender inequalities within organizations. We suggest that gender discrimination in HR-related decision-making and in the enactment of HR practices stems from gender inequalities in broader organizational structures, processes,

5. Gender equality and gender norms: framing the opportunities for health

   Geeta Rao Gupta, Nandini Oomman, Caren Grown, et al. · 2019 · The Lancet · 313 cites

6. Gender inequalities during COVID-19

   Alexandra N. Fisher, Michelle K. Ryan · 2021 · Group Processes & Intergroup Relations · 191 cites

   The onset of the global COVID-19 pandemic put a halt to progress toward gender equality and, instead, exacerbated existing gender inequalities across domains—from gendered divisions of labour to economic stability. In this paper we document some of the most glaring gender inequalities that have arisen in the COVID-19 pandemic and discuss how social psychological theories and research—including work on gender stereotypes and roles, responses to threat, precarious masculinity, perceptions of risk, and backlash—can help to explain the roots of these inequalities. In doing so, we use a broad definition of gender and consider relevant intersections of identity. Finally, we present three key consi

7. The Roots of Gender Inequality in Developing Countries

   Seema Jayachandran · 2014 · National Bureau of Economic Research · 190 cites

   Is the high degree of gender inequality in developing countries-in education, personal autonomy, and more-explained by underdevelopment itself?Or do the societies that are poor today hold certain cultural views that lead to gender inequality?This article discusses several mechanisms through which, as countries grow, gender gaps narrow.I argue that while much of the GDP/gender-inequality relationship can be explained by the process of development, society-specific factors are also at play: Many countries that are poor today have cultural norms that exacerbate favoritism toward males.Norms such as patrilocality and concern for women's "purity" help explain the male-skewed sex ratio in India an

8. Time to address gender discrimination and inequality in the health workforce

   Constance Newman · 2014 · Human Resources for Health · 177 cites

   Gender is a key factor operating in the health workforce. Recent research evidence points to systemic gender discrimination and inequalities in health pre-service and in-service education and employment systems. Human resources for health (HRH) leaders' and researchers' lack of concerted attention to these inequalities is striking, given the recognition of other forms of discrimination in international labour rights and employment law discourse. If not acted upon, gender discrimination and inequalities result in systems inefficiencies that impede the development of the robust workforces needed to respond to today's critical health care needs.This commentary makes the case that there is a cle