Thematische Bibliographien / Barriers for women

Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Barriers for women“

Autor: Grafiati
Veröffentlicht am 4. Juni 2021
Zuletzt aktualisiert am 1. Februar 2022

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Zeitschriftenartikel zum Thema "Barriers for women"

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Kochar, Indu, und Venkateswaran Dr. C. „Women Glass Ceiling: Barriers and strategies“. International Journal of Psychosocial Rehabilitation 24, Nr. 04 (28.02.2020): 1611–21. http://dx.doi.org/10.37200/ijpr/v24i4/pr201269.

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KORDAKI, Maria, und Ioannis BERDOUSIS. „IDENTIFYING BARRIERS FOR WOMEN PARTICIPATION IN COMPUTER SCIENCE“. Pro Edu. International Journal of Educational Sciences 2, Nr. 2 (26.01.2020): 5–20. http://dx.doi.org/10.26520/peijes.2020.2.2.5-20.

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Modarresi, Meisam, Zahra Arasti, Kambiz Talebi und Maghsoud Farasatkhah. „Growth barriers of women-owned home-based businesses in Iran: an exploratory study“. Gender in Management: An International Journal 32, Nr. 4 (05.06.2017): 244–67. http://dx.doi.org/10.1108/gm-03-2016-0069.

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Purpose The purpose of this paper is to identify the growth barriers of women’s home-based businesses (HBBs) in Iran. Design/methodology/approach The qualitative approach was used by 22 in-depth interviews with Iranian female HBBs owners/mangers. Findings Business growth barriers of women were categorized in a multi-level framework of individual barriers (micro), business-related barriers (medium) and environmental barriers (macro). The most important micro-level barrier is lack of skills and experience, while the financial barriers identified as the most business-related one and, finally, the problems of having work interactions with men is the most important environmental barrier women-owned HBBs mentioned. Research limitations/implications The results of this paper can help policy-makers better understand growth barriers for women-owned HBB and attenuate these barriers by developing purposeful supportive growth policies that are commensurate with the barriers. Also, HBB women owners themselves could better concentrate on removing barriers by deepening their understanding of their business growth barriers. Originality/value The paper contributes to the scarce knowledge about women-owned HBBs in Iran, a rapidly growing, developing country, which can provide better insights from a less explored context. Moreover, as there is only a limited understanding of HBB growth, especially in relation to women business owners, the paper results can prove helpful for researchers in the domain of female entrepreneurs.
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Sytsma, Terin T., Kate P. Zimmerman, Jennifer B. Manning, Sarah M. Jenkins, Nancy C. Nelson, Matthew M. Clark, Kristi Boldt und Kristi S. Borowski. „Perceived Barriers to Exercise in the First Trimester of Pregnancy“. Journal of Perinatal Education 27, Nr. 4 (Oktober 2018): 198–206. http://dx.doi.org/10.1891/1058-1243.27.4.198.

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Regular physical activity has been shown to improve pregnancy outcomes. We sought to identify barriers to exercise during the first trimester of pregnancy. Five hundred forty-nine pregnant women in their first trimester rated barriers to exercise on a scale of 1 (not a barrier) to 5 (a huge barrier) and recorded physical activity (minutes/week). Women were placed into one of three classifications, nonexercisers (zero exercise), infrequent exercisers (<150 minutes/week), or exercisers (≥150 minutes/week). The greatest barriers (mean) were nausea/fatigue (3.0) and lack of time (2.6). Exercisers reported significantly lower barrier levels. Nausea/fatigue was a greater barrier for nonexercisers compared to exercisers (3.6 vs 2.8, p < .001). Focusing education and interventions on these barriers may help pregnant women achieve healthy exercise levels.
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Giacaman, Rita, und Penny Johnson. „Palestinian women; Breaking barriers“. Peace Review 2, Nr. 4 (September 1990): 39–42. http://dx.doi.org/10.1080/10402659008425574.

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Cotton, P. „Women physicians target barriers“. JAMA: The Journal of the American Medical Association 269, Nr. 8 (24.02.1993): 965. http://dx.doi.org/10.1001/jama.269.8.965.

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Cotton, Paul. „Women Physicians Target Barriers“. JAMA: The Journal of the American Medical Association 269, Nr. 8 (24.02.1993): 965. http://dx.doi.org/10.1001/jama.1993.03500080013003.

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Logan, TK, Erin Stevenson, Lucy Evans und Carl Leukefeld. „Rural and Urban Women’s Perceptions of Barriers to Health, Mental Health, and Criminal Justice Services: Implications for Victim Services“. Violence and Victims 19, Nr. 1 (Februar 2004): 37–62. http://dx.doi.org/10.1891/vivi.19.1.37.33234.

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The purpose of this study was to examine rural and urban women’s perceptions of barriers to health and mental health services as well as barriers to criminal justice system services. Eight focus groups were conducted, two in a selected urban county (n= 30 women) and two in each of three selected rural counties (n= 98 women). Results were classified into a barrier framework developed in the health service utilization literature which suggests there are four main dimensions of barriers: affordability, availability, accessibility, and acceptability. Results indicate that: (1) women face many barriers to service use including affordability, availability, accessibility, and acceptability barriers; (2) it takes an inordinate level of effort to obtain all kinds of services; however, women with victimization histories may face additional barriers over and above women without victimization histories; (3) barriers to health and mental health service utilization overlap with barriers to utilizing the criminal justice system; and (4) there are many similarities in barriers to service use among rural and urban women; however, there are some important differences suggesting barriers are contextual. Future research is needed to further clarify barriers to service use for women with victimization histories in general, and specifically for rural and urban women. In addition, future research is needed to better understand how women cope with victimization in the context of the specific barriers they face in their communities.
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Maddock, Su. „Barriers to women are barriers to local government“. Local Government Studies 19, Nr. 3 (September 1993): 341–50. http://dx.doi.org/10.1080/03003939308433685.

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Schuler, Petra B., Jane L. P. Roy, Debra Vinci, Steven F. Philipp und Samantha J. Cohen. „Barriers and Motivations to Exercise in Older African American and European American Women“. Californian Journal of Health Promotion 4, Nr. 3 (01.09.2006): 128–34. http://dx.doi.org/10.32398/cjhp.v4i3.1964.

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Older adults, women, and minorities are the least active segments of the US population. The purpose of this study was to identify barriers and motivations to exercise associated with older African American and European American women. Eighty-nine European American and 115 African American women (mean age 72 years) completed a pencil-and-paper questionnaire composed of general demographic information and a list of 10 motivations and six barriers to exercise; participants were asked to check all barriers and motivations that applied to them. Significant ethnic differences were found for one barrier (too expensive) and one motivation (doctor’s orders). Significantly more European American women perceived expenses to be a barrier to exercise (χ 2 = 3.94, p
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Dissertationen zum Thema "Barriers for women"

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Miller, Claire Michael. „Overcoming Barriers: Women in the Superintendency“. Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/eps_diss/49.

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ABSTRACT OVERCOMING BARRIERS: WOMEN IN THE SUPERINTENDENCY by Claire M. Miller Women currently represent the largest number of teachers in the United States but remain underrepresented in the superintendent position. This suggests that the superintendency has been influenced by patriarchy. If women are to break through the barriers that prevent them from attaining a superintendency, we will need to understand the social construction of the position and women superintendents’ experiences with barriers. What do women in the superintendency think about what it means to be one of a few women in a male-dominated occupation? How does gender consciousness play a role in the ability to examine and understand barriers? How do characteristics of the position interacting with gender? Literature is reviewed surrounding these questions and includes barriers with feminine expectations, career mobility, good old boy network, mentors, family obligations, and the selection process. A qualitative approach was used to examine the experiences of five female superintendents. Additionally, race was masked to protect the identities of the women. Patriarchy was identified as the central structure for understanding the women’s experiences with barriers. This study also sought to draw on the theoretical model of sociocultural explanations for the underrepresentation of women in the superintendency. This model analyzes gender differences and focuses on sex role stereotyping, career socialization, and women’s culture to describe women’s experiences. The findings indicate that women are beginning to overcome some of the barriers; however, many of them are still present. This inquiry is important because it allows us to examine the barriers within the superintendency in order to provide a new perspective to the body of literature that has historically been grounded in almost exclusively white, male, and heterosexist epistemologies. This new perspective includes methods to overcome the barriers rather than navigate them.
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Geddes, Jean. „Women in management : barriers to career progress“. Thesis, London Metropolitan University, 2002. http://repository.londonmet.ac.uk/1428/.

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This study of women in management was initiated to explore, through women managers themselves, the barriers they thought were hindering their progress up the management hierarchies in BT. To facilitate this study the first former utility organisation to be privatised was approached to be the case study. At the time the organisation, which was undergoing a major organisational change programme aimed at taking it from the utility provider it had been to the dynamic private company it wanted to be, was gaining a reputation for enlightened equal opportunity policies. It had a vigorous gender champion and an equal opportunities department that had ensured circulation of the organisation's equal opportunities policies to all members of staff. BT employed a large number of women managers in different functions, working in different locations throughout the UK and in a number of positions in the management hierarchy short of the most senior management or director levels. It therefore presented a unique opportunity to study women in the management pipeline from across a broad spectrum of jobs and backgrounds, women who were not being promoted in the same proportions as their male counterparts. To examine their circumstances a mixed methodology was used drawing on aspects of feminist, positivist and pragmatic models because each offered an essential element of the mix needed to satisfy the requirements for undertaking the study. As the researcher was both a manager employed by the case study organisation and a woman there were elements of feminist methodology that guided involvement and personal interest in the study. The culture of the case study organisation was such that it was driven by the quantitative measures offered by positivism. An implicit element of the agreement between researcher and case study organisation was therefore that elements of the findings should reflect this requirement. Finally, a pragmatic approach to undertaking the study underpinned the dialogue between researcher and case study organisation as ways were explored for carrying out the investigation. While it cannot be assumed that the same barriers to progress for women managers found in the case study organisation exist for women managers in other organisations, the findings of this study have nevertheless highlighted issues beyond the borders of the organisation. Firstly, they confirm the conclusions of previous research that women have been both horizontally and vertically segregated in areas of organisations from which progress into top management positions is more difficult to achieve. Secondly, the study casts new light on the pressures that women face when trying to reconcile the needs of work and caring responsibilities. Women's ambitions are still tempered by their place in the home as carer and partner and many are prepared to subordinate their career opportunities to the needs of their family. Most crucially, the study highlights the extent to which women's aspirations are bounded by their work experiences. It has been assumed that organisational cultures have been becoming more sympathetic towards the inclusion of women managers and more prepared to encourage women to progress but the evidence of this study is that this operates at the level of rhetoric instead of action. The organisational structures and management styles presented barriers that flattened the ambition of women and exposed them to bullying, intimidation and harassment. Nurtured by an uncompromisingly macho company culture underpinned by an old boys' network, the barriers that women encountered served to suppress initiative and detain them at lower levels of management. Many women felt that because of this they were stifled, inhibited from improving their own or the organisation's performance. Furthermore, this study demonstrates that the nebulous nature of these insidious discriminatory practices renders them almost impenetrable. Just as BT shares a history and culture similar to several other former utility organisations so it is probable that these practices are mirrored in other organisations. Finally, the assumptive base of some recent analysts question the ways in which women are likely to progress in management. It has been assumed that the excellent educational achievements of women in recent years will automatically translate into increased opportunities for high office in organisations. However the findings of this study show that the organisational climate in which women find themselves has a larger impact on their progress. In this study the women with the highest qualifications were clustered in the lowest ranks in the division of the organisation that showed most resistance to gender diversity. Therefore while education may enhance a woman's opportunities, it does not automatically position her for higher office. The other assumption that women are increasingly limiting their own career opportunities by making positive decisions to remain at the lowest positions in the management pipeline, through positive lifestyle choices, are challenged by the findings here. It was only when women found themselves hampered and unlikely to progress or thought that the harmony of their home lives was threatened that they decided to limit their options. Otherwise, many of them stated, they would have relished the challenge of higher office. As this study shows, it would clearly be a disservice to these women managers to confuse their forfeiture of ambition because of the prevailing hostile organisational climate or for family reasons, with their positively deciding to limit their careers.
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Cain, Latasha Denise. „Barriers Encountered by African American Women Executives“. ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/571.

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In 2014, less than 16% of executive leaders in U.S. corporations were women and less than 5.3% of executive leaders in U.S. corporations were African American women. The purpose of this phenomenological study was to explore the experiences of 20 African American women in senior executive positions in the Southeastern region of the United States. The goal of this study was to provide business leaders with information to recognize the value of diversity and equality in the workplace. Participants were recruited using snowball sampling. The conceptual framework incorporated general systems theory, which highlights the bidirectionality between an individual and his or her environment. Data were gathered from audio-recorded semistructured interviews that were transcribed and coded for emergent themes. The findings revealed several strategies for success among African American women, such as tolerating opposition in a male-dominated work environment, and overcoming barriers such as race and gender discrimination. These findings have implications of positive social change by increasing awareness among business leaders of racial inequalities in the workplace. Such awareness may, in turn, decrease workplace discrimination to foster a more conducive environment to promote African American women into executive leadership positions. By making the issues of inequalities for African American women more visible, this research opens the opportunity to discuss the topic and seek resolutions across all organizations.
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Chabalala, Lucky W. „What do women teachers identify as barriers to promotion?“ Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-12182006-132225.

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McFarlane, Hazel. „Disabled women and socio-spatial 'barriers' to motherhood“. Thesis, University of Glasgow, 2004. http://theses.gla.ac.uk/1289/.

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Disabled women’s social history of institutionalisation and spatial segregation has, over time and space, set them apart from mainstream society and rendered them invisible in the spaces and places of everyday life. In more contemporary times, when disabled women ‘invade’ reproductive spaces, their presence as prospective parents, ‘becoming mothers’ or mothers, is often regarded as ‘out of place’. This study hence incorporates a historical review that traces the spatial realities of disabled women’s and girl’s lives between 1796-1910 in Glasgow and Edinburgh. This reveals the development of social stereotypes and misunderstandings of disabled women’s lives and bodies, particularly their assumed asexuality and inappropriateness for undertaking reproductive or mothering roles. Disabled women’s ‘voices’ are to the fore in the contemporary chapters of the thesis, reflecting the reproductive and non-reproductive experiences of 27 disabled women resident in the Glasgow and Edinburgh areas. These narratives offer an insight into the embodied experiences of ‘disability’ in private and public space. Being placed sexually ‘off limits’, and rendered ‘out of place’ in and by reproductive or mothering environments, constitute some of the social and spatial barriers to motherhood encountered by disabled women. It is hoped that this study contributes to the process of recovering the forgotten histories and neglected experiences of disabled women, particularly in terms of their social exclusion, infantilisation and desexualisation that have reduced disabled women’s participation in child-rearing and motherhood across time and space. The chronological framework of this study reveals slow but positive changes in social attitudes towards disabled women expressing reproductive choices, raising children and creating a ‘place’ for themselves as mothers in contemporary society.
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Nkomo, Faith Dineo. „HIV testing barriers pregnant women - a case study /“. Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-09232008-150105.

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Askren, Edgehouse Melissa A. „Characteristics and Career Path Barriers of Women Superintendents in Ohio“. Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1218138547.

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Sarmiento, Andrea, und Julie Sassus. „Women, are we our own barriers when making careers?“ Thesis, University of Kalmar, Baltic Business School, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-464.

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The scarcity of female leaders rise curiosity to explore the reasons of the phenomenon. Many attempts have been done to explain the scarcity but somehow it seems that investigations explore the same factors and not what has been seen as a taboo; women’s feelings and thoughts towards each other as obstacles in making careers. Therefore is the aim of this study: to gain knowledge about women’s feelings and thoughts about other women in a corporate environment to be able to draw conclusions whether this matter can be a contribution to the debate concerning obstacles for women to climb in their career.

This research is conducted through an inductive approach with eight qualitative interviews choosing both women leaders and non-leaders. Jealousy and envy between women were discovered, which do not seem to restrain or create obstacles for other women but only or mostly, to women having these feelings and thoughts. Jealousy and envy are just a symptom of the real problem which is poor selfconfidence in the corporate environment. We discovered a vicious circle which shows us the connection between jealousy, self-confidence, competition and success. The vicious circle could be an input to the debate to explain obstacles that women could meet in their path to leading positions.

Women have to start believing in themselves with help of society where she is not directly or indirectly restrained for the fact of being a woman.

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Hogg, Marilynne Audrey. „Women living with coronary heart disease, barriers to care“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape4/PQDD_0024/MQ51753.pdf.

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Chabalala, William Lucky. „What do women teachers identify as barriers to promotion?“ Diss., Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-12182006-132225/.

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Bücher zum Thema "Barriers for women"

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Women clergy: Breaking through gender barriers. New Brunswick, U.S.A: Transaction Books, 1985.

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Stroila, Iulia. Drivers and Barriers of Women Entrepreneurs. Wiesbaden: Springer Fachmedien Wiesbaden, 2020. http://dx.doi.org/10.1007/978-3-658-31514-6.

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Brown, Sue. Women in politics: Issues and barriers. Northmapton: Nene College, 1994.

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Ekpo, Margaret. Breaking barriers: An autobiography. Herausgegeben von Abam Kammonke. Calabar, Nigeria: Profiles & Biographies, 2003.

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Commission on California State Government Organization and Economy. Breaking the barriers for women on parole. Sacramento, CA: Little Hoover Commission, 2004.

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Sperling, Liz. Barriers to women participating in higher education. Salford: University of Salford Department of Politics and Contemporary History, 1990.

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Hale, Sandra L. Barriers to prenatal care for Montana women. Helena, Montana: Montana Department of Health & Environmental Sciences, Family/Maternal & Child Health Bureau, Montana Perinatal Program, 1991.

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Licuanan, Victoria S. Breaking barriers: Businesswomen of Southeast Asia. Makati, Metro Manila, Philippines: Asian Institute of Management with the assistance of the Canadian International Development Agency, 1994.

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), Society for Human Resource Management (U S. Barriers to advancement survey. Alexandria, Va. (1800 Duke St., Alexandria 22314-3499): Society for Human Resource Management, 1999.

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V, Still Leonie. Career barriers and the older woman manager. Perth, WA: Edith Cowan University, 1997.

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Buchteile zum Thema "Barriers for women"

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Holton, Viki, und Fiona Elsa Dent. „Career Barriers“. In Women in Business, 66–77. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137008398_5.

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Frangou, Sophia. „Internal Barriers“. In Women in Academic Psychiatry, 125–27. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32177-6_19.

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Rossetti, Linda. „Barriers to Transition“. In Women and Transition, 131–45. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1007/978-1-137-47655-5_8.

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Bagilhole, Barbara. „Structural Barriers“. In Women in Non-Traditional Occupations, 96–113. London: Palgrave Macmillan UK, 2002. http://dx.doi.org/10.1057/9780230501102_7.

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Frangou, Sophia. „External Barriers: Societal Attitudes“. In Women in Academic Psychiatry, 121–23. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-32177-6_18.

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Janjuha-Jivraj, Shaheena, und Kitty Chisholm. „Barriers to Progress: Confidence and Bias“. In Championing Women Leaders, 36–54. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137478955_4.

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Smith, Rogers M. „The Distinctive Barriers to Gender Equality“. In Has Liberalism Failed Women?, 185–99. New York: Palgrave Macmillan US, 2001. http://dx.doi.org/10.1057/9780230107502_12.

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Smith, Rogers M. „The Distinctive Barriers to Gender Equality“. In Has Liberalism Failed Women?, 185–99. New York: Palgrave Macmillan US, 2001. http://dx.doi.org/10.1007/978-1-349-38607-9_12.

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Norris, Pippa. „Breaking the Barriers: Positive Discrimination Policies for Women“. In Has Liberalism Failed Women?, 89–110. New York: Palgrave Macmillan US, 2001. http://dx.doi.org/10.1057/9780230107502_6.

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Norris, Pippa. „Breaking the Barriers: Positive Discrimination Policies for Women“. In Has Liberalism Failed Women?, 89–110. New York: Palgrave Macmillan US, 2001. http://dx.doi.org/10.1007/978-1-349-38607-9_6.

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Konferenzberichte zum Thema "Barriers for women"

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Roopaei, Mehdi, Justine Horst, Emilee Klaas, Gwen Foster, Tammy J. Salmon-Stephens und Jodean Grunow. „Women in AI: Barriers and Solutions“. In 2021 IEEE World AI IoT Congress (AIIoT). IEEE, 2021. http://dx.doi.org/10.1109/aiiot52608.2021.9454202.

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Czerwosz, Elzbieta, Aleksandra Leliwa-Kopystynska, Malgorzata Suchanska, Beverly Karplus Hartline, Renee K. Horton und Catherine M. Kaicher. „Barriers and Factors Affecting the Scientific Careers of Women Physicists in Poland“. In WOMEN IN PHYSICS: Third IUPAP International Conference on Women in Physics. AIP, 2009. http://dx.doi.org/10.1063/1.3137752.

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Kemmet, Elena. „BARRIERS FOR WOMEN IN THE ACADEMIC CAREER“. In 10th International Conference on Education and New Learning Technologies. IATED, 2018. http://dx.doi.org/10.21125/edulearn.2018.1028.

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Bui, Hoa Thi Thanh. „BARRIERS FOR VIETNAMESE WOMEN IN PURSUING ACADEMIC CAREERS“. In International Conference on Education and New Learning Technologies. IATED, 2016. http://dx.doi.org/10.21125/edulearn.2016.1993.

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„Barriers to Advancement of Mid-Career Women in India: Implications for Women Leadership“. In 3rd International Conference on Gender Research. ACPI, 2020. http://dx.doi.org/10.34190/igr.20.049.

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Armstrong, Deborah J., Cynthia K. Riemenschneider, Margaret F. Reid und Jason E. Nelms. „Challenges and barriers facing women in the IS workforce“. In the 49th SIGMIS annual conference. New York, New York, USA: ACM Press, 2011. http://dx.doi.org/10.1145/1982143.1982184.

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Armstrong, Deborah J., und Cindy K. Riemenschneider. „The barriers facing women in the information technology profession“. In the 52nd ACM conference. New York, New York, USA: ACM Press, 2014. http://dx.doi.org/10.1145/2599990.2600006.

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NWACHUKWU, Chijioke, Olatunji FADEYI, Njoku PAUL und Hieu VU. „Women Entrepreneurship In Nigeria Drivers, Barriers And Coping Strategies“. In Proceedings of the First International Conference on Computing, Communication and Control System, I3CAC 2021, 7-8 June 2021, Bharath University, Chennai, India. EAI, 2021. http://dx.doi.org/10.4108/eai.7-6-2021.2308607.

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Ilumoka, Abby. „Strategies for overcoming barriers to women and minorities in STEM“. In 2012 IEEE 2nd Integrated STEM Education Conference (ISEC). IEEE, 2012. http://dx.doi.org/10.1109/isecon.2012.6204171.

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Chowdhury Bonhi, Tasmeem. „ACCESS TO EYE HEALTH CARE: BARRIERS WOMEN FACE IN BANGLADESH“. In Global Public Health Conference. The International Institute of Knowledge Management, 2019. http://dx.doi.org/10.17501/26138417.2019.2201.

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Berichte der Organisationen zum Thema "Barriers for women"

1

Brunish, Wendee M. Women in Stem: Barriers, Milestones, Challenges, & Solutions. Office of Scientific and Technical Information (OSTI), Januar 2014. http://dx.doi.org/10.2172/1113786.

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Zhao, Sophia. Overcoming Barriers to Women’s Leadership. Center for Creative Leadership, 2020. http://dx.doi.org/10.35613/ccl.2020.2041.

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Diprose, Rachael, Amalinda Savirani, Annisa Sabrina Hartoto und Ken M. P. Setiawan. Pathways of Change through Women’s Collective Action: How Women are Overcoming Barriers and Bucking Trends to Influence Rural Development in Indonesia. University of Melbourne with Universitas Gadjah Mada and MAMPU, 2020. http://dx.doi.org/10.46580/124329.

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This overview to the edited volume is structured to briefly explore the following key points that emerge in the case analysis of how women’s collective action has created changes for both women’s well-being and the implementation of the Village Law, as well as how such change has been supported by a wide range of CSOs across different contexts and sectors. First, we identify variation in the diversity of priorities and initiatives that villages have introduced as a result of women’s influence on the implementation of the Law. Such initiatives go beyond infrastructure and economic development projects (although women have also prioritised these kinds of initiatives) and traverse multiple sectoral issues in seeking to address challenges for villagers, particularly women, through village development. Second, we identify the different types of changes that are evident in the case studies that have implications for women’s everyday wellbeing, as well as their influence on structures of power, decision making and village development at the individual and institutional levels, and in broader contexts. Third, we discuss how changes have come about for rural village women and what factors have contributed to the changes that are illustrated through the case studies. This includes a discussion of how context dynamics constrain or enable women’s influence, variation in core challenges (or sectoral issues) for women, and how collective action has contributed to forging these changes as is illustrated by the case studies. Fourth, we explore the temporal dimensions of change. And finally, we explore some of the pathways by which such changes have occurred in the research areas, that being different contexts.
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Diprose, Rachael, Amalinda Savirani, Annisa Sabrina Hartoto und Ken M. P. Setiawan. Pathways of Change through Women’s Collective Action: How Women are Overcoming Barriers and Bucking Trends to Influence Rural Development in Indonesia. University of Melbourne with Universitas Gadjah Mada and MAMPU, 2020. http://dx.doi.org/10.46580/124329.

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This overview to the edited volume is structured to briefly explore the following key points that emerge in the case analysis of how women’s collective action has created changes for both women’s well-being and the implementation of the Village Law, as well as how such change has been supported by a wide range of CSOs across different contexts and sectors. First, we identify variation in the diversity of priorities and initiatives that villages have introduced as a result of women’s influence on the implementation of the Law. Such initiatives go beyond infrastructure and economic development projects (although women have also prioritised these kinds of initiatives) and traverse multiple sectoral issues in seeking to address challenges for villagers, particularly women, through village development. Second, we identify the different types of changes that are evident in the case studies that have implications for women’s everyday wellbeing, as well as their influence on structures of power, decision making and village development at the individual and institutional levels, and in broader contexts. Third, we discuss how changes have come about for rural village women and what factors have contributed to the changes that are illustrated through the case studies. This includes a discussion of how context dynamics constrain or enable women’s influence, variation in core challenges (or sectoral issues) for women, and how collective action has contributed to forging these changes as is illustrated by the case studies. Fourth, we explore the temporal dimensions of change. And finally, we explore some of the pathways by which such changes have occurred in the research areas, that being different contexts.
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5

Mangubhai, S., M. Naleba, V. Berdejo und E. Arnett. Barriers and constraints to the economic empowerment of women seafood vendors in the Labasa municipal market, Fiji Report No. 01 of 19. Wildlife Conservarion Society, 2019. http://dx.doi.org/10.19121/2019.report.36490.

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Mangubhai, S., V. Berdejo, M. Naleba und E. Arnett. Barriers and constraints to the economic empowerment of women seafood vendors in the Labasa municipal market, Fiji Report No. 02 of 19. Wildlife Conservarion Society, 2019. http://dx.doi.org/10.19121/2019.report.36493.

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Mangubhai, S., V. Berdejo, B. Vitukawalu und M. Naleba. Barriers and constraints to the economic empowerment of women seafood vendors in the Labasa municipal market, Fiji Report No. 03 of 19. Wildlife Conservarion Society, 2019. http://dx.doi.org/10.19121/2019.report.36496.

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Price, Roz. Access to Climate Finance by Women and Marginalised Groups in the Global South. Institute of Development Studies (IDS), Mai 2021. http://dx.doi.org/10.19088/k4d.2021.083.

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This paper examines the issue of management of climate finance in the Global South. It acknowledges the efforts made by the various stakeholders so far but seeks to advance a clarion call for a more inclusive and targeted approach in dealing with climate change. The authors highlight the limited role played by least developed countries and small island developing states in contributing to the conversation on climate change. The authors emphasize the need for enhancing the role of the most vulnerable countries, marginalized groups, and indigenous peoples in the management of climate change. This rapid review focusses on the access to the Green Climate Fund by local civil society organisations (CSOs), indigenous peoples, and women organizations within the Global South. The authors observe that there still exist barriers to climate finance by local actors in the Global South. The authors note the need for more significant engagement of all local actors and the need to devolve climate finance to the lowest level possible to the most vulnerable groups. Particularly, climate finance should take into consideration gender equality in any mitigation measures. The paper also highlights the benefits of engaging CSOs in the engagement of climate finance. The paper argues that local actors have the potential to deliver more targeted, context-relevant, and appropriate climate adaptation outcomes. This can be attributed to the growing movement for locally-led adaptation, a new paradigm where decisions over how, when, and where to adapt are led by communities and local actors. There is also a need to build capacities and strengthen institutions and organisations. Further, it is important to ensure transparency and equitable use and allocation of climate finance by all players.
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Dietrich, Luisa, Zorica Skakun, Rohlat Khaleel und Tim Peute. Social Norms Structuring Masculinities, Gender Roles, and Stereotypes: Iraqi men and boys’ common misconceptions about women and girls’ participation and empowerment. Oxfam, August 2021. http://dx.doi.org/10.21201/2021.8014.

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The limited participation of Iraqi women in community decision-making in Kirkuk and Diyala is the result of various intertwined factors. This study explores emerging opportunities for social transformation in the context of sedimented layers of male privilege and the questioning of restrictive gender norms in the two governorates. With this report, Oxfam and its partners aim to dismantle barriers to women’s active participation, which is currently constrained by stereotypes and restrictive ideas about gender. Among the promising pathways for change are awareness-raising activities with male allies, alongside other longer-term efforts advancing transformative change in attitudes, practices, and behaviors.
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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM und Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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