Gender Equity

Rebecca Burton draws on her experience to construct a list of pros and cons with regard to working collaboratively within the realm of theatre as a means to bring about socio-political change. Burton concludes that the pros outweigh the cons, but patience is a necessity, as are clearly defined divisions of labour, while adaptability helps ensure success and sustainability.

The construction industry remains the most male dominated sector in Australia. Despite three several decades of formal gender equity initiatives by government and business, there is little understanding of why there has been little change to the hierarchical and numerical underrepresentation of women. Using a New Institutionalist perspective, more specifically concepts of robustness and revisability, the nature and intent of formal gender equity policies and practices are analysed through a single case study of a multinational construction firm. Through in-depth interviews with senior management and a documentary analysis of formal equity and diversity policies it is concluded that the robustness and revisability of policies and practices are critical to achieving lasting change in gender equity in the construction industry, as is a focus on men as well as women and gendered practices in policy design.

Australia is one of the few countries which has specific health policies for boys/men and girls/women as distinct groups. In this article I present an analysis of the discourses of gender, equity and disadvantage drawn upon in Australia’s men’s health policy. Through comparison with the women’s health policy, I show that a dual focus on the essential differences between men and women and the ways in which the health system has failed men contributes to an adversarial gender politics, positioning men and women as rivals with competing needs. Reflecting broader debates concerning the negative impact of societal change on boys/men, I argue that, in its current form, Australia’s health policy both taps into and, crucially, legitimises backlash politics, enabling it to ‘pass’ as sound public policy.

Structural prejudices and unconscious biases within the construction industry have negatively impacted the construction workforce. Workforce diversity, equity, and inclusion is a major concern in the construction industry. The goal of the present study is to enable assessing workforce diversity, equity, and inclusion in the construction industry by identifying and determining the level of influence of applicable indicators revealing diversity, equity, and inclusion at the workforce level. A two-round survey and a panel of 16 experts were utilized to achieve the research goal. After collecting and analyzing the responses, 10 indicators are found to be influential in terms of achieving a diverse, equitable, and inclusive work environment and were therefore considered measures of workforce diversity, equity, and inclusion. These indicators are (1) ethnic and racial diversity at the company level, (2) gender diversity and inclusion at the workforce level, (3) corporate policy statement on diversity and inclusion, (4) gender/ethnic diversity in leadership/ management positions, (5) knowledge and skill diversity, (6) equitable pay/compensation at industry level, (7) equality, social justice, and non-discrimination policy statement, (8) pay structure transparency, (9) equitable pay/compensation at the company level, and (10) merit-based

This research paper is an attempt to find out the gender inequality in the artistic creation of Myanmar literary works. In this paper, it is proved that gender inequality is a crucial problem that has to resolve straight away for upgrading the individual capacity of human resources in Myanmar society. The research finding is that gender inequality has been rooted in Myanmar tradition in several areas of the society such as family lives, workplace, social relationships, and religious communities while it may not be clarified as the influence of traditional beliefs. Consequently, the individual capacities of women are wasted despite the fact that they possess particular skills in their workplaces or community. This is the demerit of the effective application of human resources as the right person in right place in Myanmar society. Here, it is a noteworthy fact that eliminating gender discrimination and recognizing or reconsidering the crucial role of women not only as women, but individual human resources like that of men is the key to opening up the Myanmar society towards more progressive steps into the world. The literature survey and comparison was made to collect data of some significant Myanmar literary works especially focusing on Myanmar Novels. The Analytical method, descriptive method, and evaluative method were used for data analysis and recommending the functional way for resolving the gender issue, a barrier to development of Myanmar society.

Gender equality is an extremely important issue for all businesses, nevertheless the fast fashion industry, which targets mainly the female population, faces major challenges related to women wellbeing and labor rights, employees professional and personal development. The objective of
this paper is to analyse how three leading fast fashion companies include gender equality in their sustainability reports as part of their communication strategy and as a tool for legitimations. The main findings show that fast fashion industry focuses the communication based on gender equality issues explaining the improved working conditions and professional development opportunities for the female employees from all around the world along the entire Supply Chain Management.

En este trabajo producido para el Congreso Internacional de Derecho laboral resuelvo la pregunta acerca de si el fútbol femenino es un trabajo decente o no en América Latina y exploro las experiencias de otros países como Estados Unidos, Australia y Francia para aprender de estas.

Despite debate about the status of women faculty within U.S. universities, the discourse of gender equity often follows genderist and heterosexist logics (e.g., only two genders, oriented along heterosexual lines). In this qualitative study, I draw on the perspectives of trans* faculty to explore the ways that participants re-conceptualized gender equity, in what I call academic gender justice. Participants indicated that collecting data about trans* people is critically important, but there are potential challenges with this approach. Participants also indicated that unsettling existing logics of the family and expanding understanding about the unique forms of oppression that face trans* faculty are important in re-conceptualizing gender equity. Taken together, I bring participant’s disparate perspectives together under the concept of academic gender justice. In so doing, I argue that an intersectional approach to addressing gender-based oppression is an important mechanism to reduce the negative effects of such oppression.

Mengintegrasikan persepektif gender pada Rencana Pembangunan Jangka Panjang Nasional (RPJPN), Rencana Pembangunan Jangka Menengah Nasional (RPJMN) sampai dengan Rencana Pembangunan Jangka Panjang Daerah (RPJPD) dan Rencana Pembangunan Jangka Menengah Daerah (RPJMD) Provinsi Sulawesi Barat merupakan suatu keniscayaan untuk mencapai keadilan dan kesetaraan gender.

This article examines discourse in the United States used to socially construct an “underachieving boys” moral panic. Employing discourse analysis I examine the adversarial rhetoric of claims-makers and the frames they deploy to undermine alternative and conflicting accounts (of females as disadvantaged) and to forestall any challenges to the scientific authority of their own (biological essentialist) account of crisis. I illustrate how this discourse adapts the rhetorical frame of gender equity from the discourse it politically opposes, and uses it to legitimate its own goals. I find that the framing of innocent victimized boys as scientific “truth” is aligned with a broader masculinity politics that blames certain “folk devils”, and a synchronic moral panic about fearsome (black) male youth. I conclude by considering the success of this moral panic as evidenced by changes in educational policies and practices in the United States.

The chapter deals with the global issue of advancing women's role in higher education and research (HE&R) as a mechanism for reaching the Sustainable Development Goal 5 – gender equality. Gender analysis method is employed to identify historical and current differences between women and men relative to their participation in HE&R and access to decision-making and resources therein. The focus is on the global challenge of gender disparities, including horizontal and vertical segregation, the androcentric academic culture, and the gender pay gap. The authors warn of possible contamination of AI with human gender biases, which can be detrimental to academic hiring and assessment procedures. Summarizing gender-equality policies and practices available worldwide, the authors give recommendations on women's empowerment in HE&R on the global, national, and organizational levels.

This paper compares and contrasts the policies and practices outlined in equal employment opportunity (EEO) program reports from two different industries; namely transport and finance, both distinctly gendered, in order to identify programs predictive of increased numbers of women employed in management or non-traditional areas. Findings indicate the proportion of women in these areas has remained static for the past two decades, despite increasing numbers of women in these industries and legislative requirements of antidiscrimination and equal employment opportunity. Few organisations in either industry are developing proactive strategies in the areas of recruiting, promoting, and retaining women. In contrast, organisations displayed significant proactivity in the implementation of equal opportunity strategies for the addressing work and life requirements ensuring equality in participation but not in access, or movement into management or leadership roles. It is argued that this ta...

This paper aims to explore aspects of women's careers in higher education internationally. In so doing it considers research findings on gender equity in higher education specifically and more broadly on women in the professions. It also attempts to provide a range of theoretical frameworks to analyse gender inequalities. It considers inclusion and exclusion, gender and authority, gendered divisions of

Cada vez son más las mujeres que utilizan el sentido político del cuerpo en una doble
dirección: como encarnación de la violencia (herramienta de denuncia) y como territorio en
emancipación de las moralidades corporales y sexuales a las que se ha relegado lo femenino.
Este uso va desde la aberración a la tiranía que se ejerce sobre las mujeres hasta el cambio
de paradigma que ha propuesto que la sexualidad de las mujeres no puede seguir
“enclosetada” en la “Narnia moral” de quienes asumen el control de reglas eróticas, sexuales
y corporales para ellas. A la luz de estas dos paradigmáticas connotaciones difundidas con
furor en el siglo XX, se discutirán algunas estrategias del movimiento de mujeres del siglo
XXI para continuar posicionando la agenda por la igualdad en el marco del fenómeno de la
globalización y la era digital instaurados. En este sentido, de manera general, retomaremos
dos aspectos: la relación de sentidos políticos entre el cuerpo y el performance feminista y,
algunas ideas sobre la igualdad.
Palabras Clave: Cuerpo, performance, igualdad, feminismos, política.

Islamic Feminism has emerged around the 1920s as a concept and developed  rapidly as a global phenomenon in the mid‐1990s. While conservatives claim that  gender asymmetries are divinely ordained, Islamic feminists hold the contrary and  are working for complete equality between men and women. The purpose of this  research is to investigate the status of women in Islam according to the Quran and  the Sunnah to see whether Islamic feminism’s claims are founded.   This study reveals that although there are commonalities between Islamic feminism  and Islam itself, oftentimes Islamic feminism is fighting against practices that  emanate directly from the Quran and the Sunnah, such as polygamy, hijab, the  Islamic inheritance laws, the concept of male guardianship, etc. At the core of the  differences that exist between Muslim scholars and Islamic feminists are the  methodologies they use to investigate the sacred texts. 
Keywords: Islamic  feminism,  gender  equality,  gender  equity,  ijtihad,  social  justice, gender asymmetries, science of hadeeth 

Le féminisme islamique a vu le jour aux alentours des années 1920. Il a connu une  avancée fulgurante au milieu des années 1990, et est devenu depuis lors un  phénomène mondial. Alors que les conservateurs affirment que les inégalités qui  existent entre les genres sont un commandement divin, les féministes islamiques  soutiennent le contraire et revendiquent donc une égalité complète entre homme  et femme. Le but de cette recherche est d’enquêter sur le statut de la femme en  Islam en prenant appui sur le Coran et la Sunnah pour voir si les revendications du  féminisme islamique sont fondées ou pas.  Cette étude révèle que bien qu’il existe des points communs entre le féminisme  islamique et l’Islam en tant que tel, force est de constater que trop souvent le  féminisme islamique se dresse contre des pratiques qui émanent directement du  Coran et de la Sunnah telles que la polygamie, le hijab, les lois qui régissent  l’héritage en islam, la tutelle, etc. Au cœur des divergences qui existent entre les savants musulmans et les féministes islamiques se trouvent les méthodologies  qu’ils utilisent pour analyser les textes sacrés.   
Mots-clés: Féminisme islamique, égalité des genres, équité des genres, ijtihad,  justice sociale, asymétrie du genre, science du hadith 

This review examines empirical studies of educational equity in and through the arts with broad implications for urban education. It extends the literature by (a) describing the interrelated spaces of urban education and the arts, (b) integrating knowledge of arts education across formal and informal learning environments , and (c) examining the arts as a proximal measure of justice in education. The review pursued two questions: What is known about equity in arts education in the United States? And what role does arts education play in maintaining and challenging educational disparities? Findings suggest widespread macro-and micro-inequities produced in and through the arts. Additionally, arts equity research is scattered into silos, disconnected by methodological camps and sites of inquiry. This review brings greater coherence and recognition to an emerging knowledge base and models a multidimensional framework for research and evaluation of arts education policies and programs, particularly those targeting underserved urban communities.

Khufu, builder of the Giza pyramid, also built Hathor’s Dendera temple between 2613-2494 BCE. (BWA: 81.) The Ptolemaic temple is located north of Thebes on the west bank of the Nile. (For further location reference, the source of the Nag Hammadi codices is directly across the Nile riverbank from Dendera. (NHI: 372, n. 191.))

Hathor’s Dendera capital and temple site was considered a major pilgrimage –
healing center and from its onset, both women and men equally shared ritual appointments. As Hathor was the immortal tree –  of – life goddess and celebrated nurse to every pharaoh, * these appointments were highly respected.

Kamberidou, I., & Chroni, S. (2016). The Greek Experience: Outstanding Women in the Social Space of Sport. In Inspirational Women in Europe: making a difference in Physical Education, Sport and Dance (pp. 224–242). Juiz de Fora, Brazil.: Rosa Diketmüller (editor). Juiz de Fora : NGIME/UFJF, 2016. 254 p. (IAPESGW Continent Series). Publication of the International Association of Physical Education and Sport for Girls and Women (IAPESGW), ISBN 978-85-67380-55-1. Copy at http://www.tinyurl.com/zcxmakh

The Gender Equity Program sponsored desk study on the capacity of Pakistani organizations to carry out gender equity initiatives sought to identify the training and capacity building needs of organizations, identify capacity building programs for gender equity, identify institutions offering capacity building training and orientation, review available manuals, modules and materials, and map capacity building efforts by international organizations and donors. The review methodology included a web-search of academic, research, training and capacity building institutions, projects and programs working in the area of gender equity; search of trainee databases; contacting donors and NGOs working in the field of gender and capacity building, emailing of a questionnaire and follow-up phone calls to gather information directly from organizations. Thirty eight organizations (82% NGOs and 13% private companies) sent in filled questionnaires, but the response from international organizations and donors was limited.

The following conclusions emerge from the desk study:

1) There is a broad range of non-government organizations working for gender equity and women’s empowerment, from organizations for which gender is a cross-cutting theme, to organizations for which gender is their core work.  There is no relationship between the size of the organization and their focus on gender.
2) In general organizations tend to look at capacity building from a limited instrumentalist perspective, and are more focused on the means to develop capacity rather than the ends. Thus training and capacity building becomes an end in itself.  As an example most organizations tend to go for short-term one-off training programs, rather than a well designed long term capacity development program in which classroom training is a small though important part. Despite this they tend to give a good rating to these programs.
3) The demand for training from organizations is very high, and covers a wide range of topics, but most of it remains unmet, partly because of the unwillingness or inability of organizations to pay for capacity building. The gap between the demand and supply of training is likely to continue.
4) Most of the larger organizations are meeting their capacity building needs through in-house training, which is both cost-effective and is in keeping with the needs and context in which the organization is working.  This in-house capacity needs to be nurtured and supported, possibly through training of trainer programs.
5) Gender studies departments are operating in various universities in the federal and provincial capitals (except Balochistan), indicating the growing awareness of the importance of the subject, and a reflection of the growing development sector, which is becoming a major alternative source of employment, as government jobs shrink.  Some of the departments have highly evolved curricula covering gender issues in the developed and developing world, and cover topics like law, politics, etc. However, it was not possible to assess the quality of any of these programs through the present study.  Besides the universities a number of NGOs are also offering long term training programs, ranging from vocational skill training to a one year diploma in women’s leadership.
6) Most organizations are aware that training alone is not the panacea for all their problems, and have identified a range of strategies, policies and systems which they need to put in place or use more effectively.  However, the management consultancy / organizational development services provided by organizations in the survey did not cover most of the identified needs. Thus there remains a major gap in the demand and supply of management consultancy / organizational development services, though some of this is likely to be filled by service providers not included in the survey.
7) There is considerable material in English and Urdu, and to a lesser extent in Sindhi, produced by Pakistani organizations for building capacity in gender equity, quite a bit of which is of a fairly good quality. However, there is no system of assessing the use and impact of these materials. Possible areas of intervention include hands-on community training manuals and materials for non-literate populations. There is also no dearth of materials in the English language produced outdies Pakistan, most of which can be accessed through the internet.
8) Major donor initiatives for capacity building in gender include the USAID funded GEP, DFID support to reduce violence against women, a CIDA-ILO project to promote gender equality for decent employment, and Dutch government  support to government, private sector and NGOs for women’s rights and democratization.  The major portion of donor funding for capacity building in gender equity is focused on the government sector. 
9) Several studies have identified issues and challenges in citizen sector training, including a supply driven approach, fragmented approach to service provision, use of training to make up for lack of education, short duration, expensive, lack of a client service focus, low level of innovation, limited in-house training capacity, input-oriented rather than outcome-based learning, and weak evaluative and feedback systems.
10) A study of gender training in the public sector identified issues in the content of training, delivery methods, capacity of trainers, and institutionalization of gender training, and proposed a shift from integrationist to transformative gender training. This is equally applicable to the non-government sector.
11) The survey identified issues in capacity building, including those related to the organization itself, and those related to the provision of capacity building services.

Based on the findings and conclusions of the study the following recommendations are proposed:

1) Organizations need to be oriented regarding the various facets and levels of capacity and capacity development, so that they move from a focus on individual skills alone to a broader focus on development of organizations and systems as well. They also need to understand the incremental and slow process of capacity development, and be ready to invest the time and resources to make it happen on a sustainable basis. This would imply a greater effort at planning for training, and institutionalization after training.
2) In order to address the large gap between the supply and demand for training, management consultancy / organizational development, and training manuals / materials (particularly for non-literate clients), investments should be made to develop a core group of master trainers who can conduct transformative (as opposed to integrationist) gender training, management consultancy / organizational development, and training manuals / materials.  (There could be various combinations, with some opting for all three roles and others opting for one or two roles only, depending on their interest and capacity).  The master trainers should train in-house trainers in all the three areas, so that they can conduct similar training for organizational members, develop training manuals / materials, develop strategies, policies and procedures, and address organizational issues in a timely and effective manner. There are enough master trainers and material developers within the country to lead this process, provided resources are committed on a long-term basis. 
3) This process will require development of high quality training manuals and training standards, systems of assessments, and a rigorous process of monitoring of training delivery and assessment of impact. Existing research on gender conducted by various local organizations should be reviewed, and ideas gleaned from the research should be incorporated into training modules and manuals.  Additional research should be conducted where necessary. Indigenous concepts of gender (e.g. the concept of gender in Sufi poetry) should be explored and incorporated into the discourse and materials for capacity development. A mentoring process should be put in place from the highest to the lowest levels.
4) Minimum criteria for participation in various training programs should be established, so that participants are able to fully benefit from the course and use it after the training.
5) Organizations should be encouraged to form partnerships with other organizations, so that they can share training and consultancy resources in an inexpensive manner. Similarly organizations with similar mandates in the area of gender equity can collaborate in developing strategies, policies, systems and procedures.
6) There should be a greater engagement between university departments of gender studies, gender trainers, and gender focal persons in development NGOs.  University departments can benefit from the hands on and grass roots experience and links of NGOs, and the interactive teaching and training methodologies of transformative gender trainers, while NGOs can benefit from exposure to concepts, models, and experiences of other countries and programs, and obtain formal certification.  Students can also be involved in internships in NGOs and in conducting research/thesis work in areas of operation of NGOs. Larger NGOs can consider developing academic programs in collaboration with university departments. 
7) The capacity of organizations, which develop materials for gender equity but lack the capacity to assess the readership and impact of their materials, should be enhanced through training and the establishment of a system for getting feedback regarding the use and impact of the materials on users.
8) Donors should identify and support the non-government and private sector both in building their capacities as well as using their existing capacities in gender equity to support less able organizational members.  Training should be need-based rather than based on donor priorities

Since the 1990s, sexual rights, including marriage equality and LGBT education, have become the subject of global cultural conflicts. My research tracks the birth and growth of Christian conservative activism against the sexual citizenship of “tongzhi” (LGBT+) people in Taiwan. A young democracy, Taiwan is often viewed as “the beacon for Asian gays” because it is friendly to sexual minorities, recently becoming the first Asian society to legislate same-sex marriage. However, such images understate Western Christian conservatives’ global expansion into East Asia, and their influence upon the anti-gay agenda of Taiwanese pro-family activists.

In this dissertation, I analyze Taiwanese pro-family Christian activists’ mobilization, focusing upon their relationship with Euro-American conservative organizations, and examining the transnational networks they have developed. My research bridges sociological research on religion, sexualities, and transnationalism. It analyzes sexualities in relation to the growth of global Christianity, revealing transnational networks of moral conservatism, and critically examining the growth of global social inequalities.

The paper is focusing on the question of gender in extreme right-wing Slavic Neopaganism in Poland. My aim is to explore the position(s) of women within this movement. I investigate the rival views of the male-female relationship – subordination and partnership – by comparing two groups related on ideological and personal level, and yet organized according opposing priciples. The example of Zakon Zadrugi “Północny Wilk” exercising the principle “only for men”, and Zakon Krwi Aryjskiej (with a female section Bogini Wojny) exercising the principle “not only for men”, allow me to follow some changes occurring within Neopagan movement in Poland.

gender, men's studies, women's studies, Neopaganism, National Socialism, Native Faith, Zadruga, Poland