Public discourse on current inequalities often invokes past injustice endured by minorities. This rhetoric also sometimes underlies contemporary equality policies. Drawing on social identity theory and the employment equity literature, we suggest that reminding people about past injustice against a disadvantaged group (e.g., women) can invoke social identity threat among advantaged group members (e.g., men) and undermine support for employment equity (EE) policies by fostering the belief that inequality no longer exists. We find support for our hypotheses in four studies examining Canadian (three studies) and American (one study) EE policies. Overall, we found that reminders of past injustice toward women undermined men’s support for an EE policy promoting women by heightening their denial of current gender discrimination. Supporting a social identity account, men’s responses were mediated by collective self-esteem, and were attenuated when threat was mitigated. Reminders of past injustice did not influence women’s support for the EE policy.
In this chapter, we explore ways in which affective experience and expression might moderate effects of gender on negotiation, particularly in masculine-stereotypic and male- dominated (MSMD) contexts. We argue that, in MSMD contexts (as compared to more gender- equitable situations), men are likely to have a more chronic experience of power than women and that such gender differences in actual, perceived, and felt power are likely to reinforce gender stereotypes favoring men in negotiation. We articulate a set of propositions about the potential effects of anger and anxiety—two power-linked affective states—on gender in negotiations in MSMD contexts. We consider implications for negotiators’ social and economic outcomes. In conclusion, we suggest practical considerations for managers in MSMD work environments.
We propose a conceptual framework for expanding the scope of future research on the role of gender in career negotiations. Extant research on gender in career negotiations emphasizes women’s disadvantages relative to men in compensation negotiations. We present an inductive study of what and how women negotiate for career advancement and the attainment of leadership positions in organizations, drawing on data from diverse samples of negotiation accounts by senior-executive, mid-level, and early-career professionals from the public, private, and non- profits sectors and six world regions. Integrating insights from six studies, we propose a more comprehensive perspective on what men and women negotiate for career advancement, including their role development and work-family conflicts, as well as compensation. We also identify three distinct negotiating strategies—asking, bending, and shaping—that vary in the extent to which the negotiator conforms to, deviates from, or attempts to redefine organization norms. Our analyses suggest that the choice of negotiating strategy has implications for men’s and women’s career progression, particularly for women’s navigation of nontraditional career paths and men’s and women’s leadership claiming. We suggest new directions for research on the role of negotiation in career advancement and in promoting and mitigating gender inequality in organizations.We propose a conceptual framework for expanding the scope of future research on the role of gender in career negotiations. Extant research on gender in career negotiations emphasizes women’s disadvantages relative to men in compensation negotiations. We present an inductive study of what and how women negotiate for career advancement and the attainment of leadership positions in organizations, drawing on data from diverse samples of negotiation accounts by senior-executive, mid-level, and early-career professionals from the public, private, and non- profits sectors and six world regions. Integrating insights from six studies, we propose a more comprehensive perspective on what men and women negotiate for career advancement, including their role development and work-family conflicts, as well as compensation. We also identify three distinct negotiating strategies—asking, bending, and shaping—that vary in the extent to which the negotiator conforms to, deviates from, or attempts to redefine organization norms. Our analyses suggest that the choice of negotiating strategy has implications for men’s and women’s career progression, particularly for women’s navigation of nontraditional career paths and men’s and women’s leadership claiming. We suggest new directions for research on the role of negotiation in career advancement and in promoting and mitigating gender inequality in organizations.
This article explores what behaviour change, with its associated methods, approaches and policy prescriptions, can offer gender and politics. After outlining the key elements of behaviour change, it considers the potential of its associated methods, primarily field experiments. The third section considers the potential contribution of behaviour change approaches by examining one area – social norms – that has recently become more salient for gender and politics. Finally, it examines behaviour change's gender equality policy implications ('nudges'). It concludes that despite significant problems, a critical, pluralist and problem-driven gender and politics scholarship should engage critically with behaviour change while remaining aware of its limitations.
All 193 member nations of the United Nations agreed in September 2015 to adopt a set of seventeen “Sustainable Development Goals,” to be achieved by 2030. Each of the goals—in such areas as education and health care —is laudable in and of itself, and governments and organizations are working hard on them. But so far there is no overall, positive agenda of what new things need to be done to ensure the goals are achieved across all nations.
In a search of fresh approaches to the longstanding problems targeted by the Sustainable Development Goals, the Japan International Cooperation Agency and the Global Economy and Development program at Brookings mounted a collaborative research effort to advance implementation of Agenda 2030. This edited volume is the product of that effort.
The book approaches the UN’s goals through three broad lenses.
The first considers new approaches to capturing value. Examples include Nigeria’s first green bonds, practical methods to expand women’s economic opportunities, benchmarking to reflect business contributions to achieving the goals, new incentives for investment in infrastructure, and educational systems that promote cross-sector problem solving.
The second lens entails new approaches to targeting places, including oceans, rural areas, fast-growing developing cities, and the interlocking challenge of data systems, including geospatial information generated by satellites.
The third lens focuses on updating governance, broadly defined. Issues include how civil society can align with the SDG challenge; how an advanced economy like Canada can approach the goals at home and abroad; what needs to be done to foster new approaches for managing the global commons; and how can multilateral institutions for health and development finance evolve.
Using Panel Study of Income Dynamics (PSID) microdata over the 1980-2010 period, we provide new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably during this time. By 2010, conventional human capital variables taken together explained little of the gender wage gap, while gender differences in occupation and industry continued to be important. Moreover, the gender pay gap declined much more slowly at the top of the wage distribution than at the middle or bottom and by 2010 was noticeably higher at the top. We then survey the literature to identify what has been learned about the explanations for the gap. We conclude that many of the traditional explanations continue to have salience. Although human-capital factors are now relatively unimportant in the aggregate, women's work force interruptions and shorter hours remain significant in high-skilled occupations, possibly due to compensating differentials. Gender differences in occupations and industries, as well as differences in gender roles and the gender division of labor remain important, and research based on experimental evidence strongly suggests that discrimination cannot be discounted. Psychological attributes or noncognitive skills comprise one of the newer explanations for gender differences in outcomes. Our effort to assess the quantitative evidence on the importance of these factors suggests that they account for a small to moderate portion of the gender pay gap, considerably smaller than, say, occupation and industry effects, though they appear to modestly contribute to these differences.
This study analyzes detailed minutes of board meetings of business companies in which the Israeli government holds a substantial equity interest. Boards with at least three directors of each gender are found to be at least 79% more active at board meetings than those without such representation. This phenomenon is driven by women directors in particular; they are more active when a critical mass of at least three women is in attendance. Gender-balanced boards are also more likely to replace underperforming CEOs and are particularly active during periods when CEOs are being replaced.
Scientific and engineering research is increasingly global, and international collaboration can be essential to academic success. Yet even as administrators and policymakers extol the benefits of global science, few recognize the diversity of international research collaborations and their participants, or take gendered inequalities into account. Women in Global Science is the first book to consider systematically the challenges and opportunities that the globalization of scientific work brings to U.S. academics, especially for women faculty.
Kathrin Zippel looks to the STEM fields as a case study, where gendered cultures and structures in academia have contributed to an underrepresentation of women. While some have approached underrepresentation as a national concern with a national solution, Zippel highlights how gender relations are reconfigured in global academia. For U.S. women in particular, international collaboration offers opportunities to step outside of exclusionary networks at home. International collaboration is not the panacea to gendered inequalities in academia, but, as Zippel argues, international considerations can be key to ending the steady attrition of women in STEM fields and developing a more inclusive academic world.
Neoliberalism has been discredited as a result of proliferating crises (financial, ecological, care) and mounting inequality. This paper examines the growing research on gender at the World Bank as a site for the construction of a new hegemonic consensus around neoliberalism. Drawing on a computer-assisted inductive analysis of thirty-four Bank publications on gender since 2001, the paper documents Bank efforts to establish a positive relationship between gender equality and growth; shows the expansion of the Bank’s definition of equality as equal opportunity; illustrates how the focus on institutions has enabled engagement with core feminist concerns, such as equality in the family; and traces how incorporating notions of women’s empowerment and agency has made possible a focus on domestic violence. The paper concludes by emphasizing the ambiguous effects of the Bank’s new neoliberalism, which continues to use the market as the arbiter of social values while providing openings for feminist agendas.
The lack of gender parity in the governance of business corporations has ignited a heated global debate leading policymakers to wrestle with difficult questions that lie at the intersection of market activity and social identity politics. Drawing on semi-structured interviews with corporate board directors in Norway and documentary content analysis of corporate securities filings in the United States, Challenging Boardroom Homogeneity empirically investigates two distinct regulatory models designed to address diversity in the boardroom: quotas and disclosure. The author's study of the Norwegian quota model demonstrates the important role diversity can play in enhancing the quality of corporate governance, while also revealing the challenges diversity mandates pose. His analysis of the U.S. regime shows how a disclosure model has led corporations to establish a vocabulary of “diversity.” At the same time, the analysis highlights the downsides of affording firms too much discretion in defining that concept. This book deepens ongoing policy conversations and offers new insights into the role law can play in reshaping the gendered dynamics of corporate governance cultures.
Rape is common during wartime, but even within the context of the same war, some armed groups perpetrate rape on a massive scale while others never do. In Rape during Civil War, Dara Kay Cohen examines variation in the severity and perpetrators of rape using an original dataset of reported rape during all major civil wars from 1980 to 2012. Cohen also conducted extensive fieldwork, including interviews with perpetrators of wartime rape, in three postconflict counties, finding that rape was widespread in the civil wars of the Sierra Leone and Timor-Leste but was far less common during El Salvador's civil war.
Cohen argues that armed groups that recruit their fighters through the random abduction of strangers use rape—and especially gang rape—to create bonds of loyalty and trust between soldiers. The statistical evidence confirms that armed groups that recruit using abduction are more likely to perpetrate rape than are groups that use voluntary methods, even controlling for other confounding factors. Important findings from the fieldwork—across cases—include that rape, even when it occurs on a massive scale, rarely seems to be directly ordered. Instead, former fighters describe participating in rape as a violent socialization practice that served to cut ties with fighters’ past lives and to signal their commitment to their new groups. Results from the book lay the groundwork for the systematic analysis of an understudied form of civilian abuse. The book will also be useful to policymakers and organizations seeking to understand and to mitigate the horrors of wartime rape.
Organizations traditionally have had a clear distinction between their policies on diversity and inclusion and their talent management. The main driving force behind diversity and inclusion has been being seen to be a good employer, to be able to make claims in the annual report and to feel as though a positive contribution is being made to society. On the other hand, talent management activities have been driven by a real business need to ensure that the organization has the right people with the right skills in the right place to drive operational success. Inclusive Talent Management aligns talent management and diversity and inclusion, offering a fresh perspective on why the current distinction between them needs to disappear.