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Gupta, Soumya, Naveen Sunder, and Prabhu L. Pingali. "Are Women in Rural India Really Consuming a Less Diverse Diet?" Food and Nutrition Bulletin 41, no. 3 (August 3, 2020): 318–31. http://dx.doi.org/10.1177/0379572120943780.
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Background: It is widely considered that women have less diverse diets than other household members. However, it has been challenging to establish this empirically since women’s diet diversity is measured differently from that of other household members. Objective: In this article, we compare women’s dietary diversity with that of their respective households and thereby generate a measure of “dietary gap.” Methods: We measure women’s “dietary gap” by using the difference of homogenized household and woman dietary scores (using the same scales). This is done using primary data on 3600 households from 4 districts in India. Additionally, we show the robustness of our results to variations in scale and recall periods used to construct the diet diversity scores. Results: Mean difference tests indicate that women consistently consume 0.1 to 0.5 fewer food groups relative to other household members, with the results being statistically significant at the 1% level. The food groups driving this dietary gap are nonstaples like Vitamin A-rich fruits and vegetables, meat/fish/poultry, and dairy. Conclusions: Results point toward the discrimination faced by women in the variety of the food consumed, the importance of considering comparability in creating indices of diet diversity, and the need to collect more detailed information on diets. To our knowledge, this is one of the first studies to examine dietary discrimination faced by women using common scales.
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Vandenberghe, Hanne, Leen d’Haenens, and Baldwin Van Gorp. "Women, ethnic minorities and newsworthiness: Journalists’ perceptions." Journalism 21, no. 2 (August 15, 2017): 227–43. http://dx.doi.org/10.1177/1464884917724300.
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This study seeks to determine the extent to which the Flemish press gives voice to gender and ethnic diversity. A total of 16 in-depth interviews with print journalists outlined five key arguments about diversity in the newsroom. Two of these view the portrayal of diversity as conceptually irrelevant or inconsistent with a notion of universal equality. The third argument defines diverse representation as an active search process that is part and parcel of a journalist’s mission. Two additional arguments blame the lack of diversity in news reporting on practical obstacles – professional practices that make it difficult to aim for a diverse source selection, or the less prominent role of women and ethnic minorities in society which leads to a less diverse set of news sources. This study seeks to find explanations in the news production process as to why gender and ethnic diversity in the news continues to be consistently scarce.
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Ravaonorohanta, Nivo. "Gender-diverse boards get better performance on mergers and acquisitions." Corporate Ownership and Control 17, no. 4, Special Issue (2020): 222–33. http://dx.doi.org/10.22495/cocv17i4siart1.
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In recent years, the composition of boards, particularly the appointment of female directors to the boardroom has attracted significant political and social debate. Despite several studies that have examined links between the representation of women on boards and the corporate performance, research on the board gender diversity in merger contexts is limited. We assess whether the presence of women on corporate boards affects merger and acquisition (M&A) performance. Using acquisition bids by public Canadian companies during 2012-2017, we find that an increasing number of female directors in acquiring companies is associated with an enhanced merger performance and a reduced bid premium. After controlling for gender diversity on executive teams, the value added by having women on boards is particularly noticeable when acquiring firms have few women in the executive teams, and where overconfidence is prevalent. Thus, there is a substitutive relation between gender diversity on the board and gender diversity on the executive team.
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Taylor, Tracy, and Kristine Toohey. "Sport, Gender, and Cultural Diversity: Exploring the Nexus." Journal of Sport Management 13, no. 1 (January 1999): 1–17. http://dx.doi.org/10.1123/jsm.13.1.1.
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Our research investigated the sporting experiences of women from culturally and linguistically diverse backgrounds, a subpopulation excluded from most mainstream sport scholarship in Australia. The information was collected via surveys, focus groups, and individual interviews with women. Sporting, local government, community, and ethnic organizations were also surveyed about their current policies and practices regarding sport for women from culturally and linguistically diverse backgrounds. The interviews resonate with a strong sense of frustration about current sport policy and provision. For many sport providers, the low levels of sport participation of women from culturally and linguistically diverse backgrounds is a perplexing issue. The comments of many of the women interviewed reflect extreme dissatisfaction with the current lack of consideration given to them by sports providers, but a hope that the situation will improve for the better if the two groups can work together to improve their understanding of the issues.
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Triki Damak, Sana. "Gender diverse board and earnings management: evidence from French listed companies." Sustainability Accounting, Management and Policy Journal 9, no. 3 (July 2, 2018): 289–312. http://dx.doi.org/10.1108/sampj-08-2017-0088.
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Purpose The purpose of this paper is to investigate the influence of board gender diversity on earnings management level and strategy. Design/methodology/approach This study is conducted in the French context where firms are pressured since 2010 to appoint more women on boards. More specifically, this research is based on a sample of 85 companies listed in the SBF120 over 2010-2014. A number of econometric techniques are used including generalized least squares to test the panel regressions. Findings The results suggest that women on boards are effective in their monitoring role. Indeed, the findings show a significant negative effect of board women presence on earnings management practices level. However, there is no empirical evidence that board gender diversity affects the earnings management strategy. Moreover, the results reveal that some control variables influence significantly the earnings management level and strategy. Practical implications The findings support the efforts made by French political bodies to increase gender diversity on corporate boards, and might inspire political actors of other countries to take initiatives to regulate the promotion of women’s appointment on boards of directors. Social implications This paper contributes to the issue of discrimination against women in law and in practice. Indeed, the findings highlight the beneficial effects of women participation in power and decision-making positions. Originality/value This research contributes to the debate around gender diversity on boards. Most prior studies that have analyzed the relationship between gender diversity and earnings management were conducted in a voluntary context of appointing women on boards. This paper extends prior research by addressing this issue differently and in a regulated context: where the government set mandatory quotas for female board representation.
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Sánchez, Nelson F., Norma Poll-Hunter, Dennis J. Spencer, Elizabeth Lee-Rey, Andreia Alexander, Louisa Holaday, Maria Soto-Greene, and John P. Sánchez. "Attracting Diverse Talent to Academia." Journal of Career Development 45, no. 5 (May 24, 2017): 440–57. http://dx.doi.org/10.1177/0894845317709997.
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Women and underrepresented racial/ethnic minority faculty (URM) are critical to developing inclusive learning environments. Career counselors can benefit from understanding the factors influencing women’s and URMs’ interest in academic careers, as this population remains markedly underrepresented in academic medicine. A mixed methods study was conducted among medical students and residents yielding 643 survey and 121 focus group participants. Participants were diverse by gender and race/ethnicity. Themes included (a) factors influencing career interest, (b) influential others, (c) timing of career interest, and (d) career expectations. Findings show differences among women, URM, and dominant-identity groups. Implications include how career development programs and institutional diversity policies and practices should consider developing and offering activities that support (a) mentoring—especially for women trainees, (b) learning how to align academia and community engagement and scholarship—especially for URM trainees, and (c) senior leadership development support for women and URM trainees.
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Grossholtz, Jean. "The Cotton Campaign brought to you by Diverse Women for Diversity." Capitalism Nature Socialism 15, no. 4 (December 2004): 81–87. http://dx.doi.org/10.1080/1045575042000287343.
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Talegawkar, Sameera, Yichen Jin, Erica Sedlander, Rohini Ganjoo, Satyaranjan Behera, Loretta DiPietro, and Rajiv Rimal. "A Social Norms-Based Intervention Improves Diet Diversity Among Women of Reproductive Age in Rural Odisha, India: The RANI Project." Current Developments in Nutrition 5, Supplement_2 (June 2021): 691. http://dx.doi.org/10.1093/cdn/nzab045_073.
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Abstract Objectives To investigate the effect of a social norms-based intervention on diet diversity among women of reproductive age. Methods Data from the Reduction in Anemia through Normative Innovations (RANI) Project were used. Up to three contiguous villages in Odisha, India were assigned to clusters, which were then randomized into treatment or control arm. Within each cluster, homes were randomly chosen in proportion to cluster size and one woman of reproductive age was randomly chosen from each selected home (N = 3797). The RANI intervention is based on the theory of normative social behavior and includes: participatory learning modules coupled with games; short videos shown to participating women and their families; and monthly hemoglobin testing followed by community discussion. Exposure to the intervention was assessed by the frequency of viewing images from the participatory learning modules, number of videos seen, and number of hemoglobin tests taken. Diet diversity was assessed by the Food and Agriculture Organization's Minimum Dietary Diversity for Women (MDD-W, score ranging 0–10 with MDD-W score ≥ 5 considered to represent a diverse diet). Multiple logistic regression examined the effect of exposure to the intervention on diet diversity. Results Compared to baseline, diet diversity score increased in both treatment and control groups by 13% and 8%, respectively. The odds of having a diet diversity score ≥ 5 was 47% higher in treatment group than the control group (P < .001). Higher exposure to participatory learning modules was associated with higher odds of having a diet diversity score ≥ 5 (P < .001), and participation in learning module games was associated with 40% higher odds of having a diverse diet (P < .001). Watching short health communication videos increased the odds of having a diverse diet (P < .001), and women who took more hemoglobin tests as part of the RANI intervention had higher odds of having a diverse diet (P < .001). Conclusions Being in the RANI intervention improved women's diet diversity scores, indicating that the social norms-based intervention, albeit without food or iron supplementation, was effective in improving diet quality among women of reproductive age living in rural India. Funding Sources This study was supported by a grant from The Bill and Melinda Gates Foundation.
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Oyotode-Adebile, Renee M., and Zubair Ali Raja. "Board gender diversity and US corporate bonds." International Journal of Managerial Finance 15, no. 5 (May 9, 2019): 771–91. http://dx.doi.org/10.1108/ijmf-10-2018-0290.
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Purpose The purpose of this paper is to examine the impact of board gender diversity on bond terms and bondholders’ returns. Design/methodology/approach The authors perform pooled OLS regression, simultaneous regressions and propensity score matching to a panel data set of bond data for 319 US firms from 2007 to 2014. Findings The authors find that firms with gender-diverse boards have lower yields, higher ratings, larger issue size and shorter maturity. They also find that bondholders require fewer returns from firms with gender-diverse boards. However, the effect is more pronounced when women, constitutes at least 29.67 percent of the board. Originality/value This analysis supplements the findings that board gender diversity is essential for bondholders. It shows that bondholders should look at board gender diversity as a criterion to invest because bonds issued by firms with gender-diverse board have less risk. For practitioners, this study shows that more women participation on boards leads to a reduction in borrowing costs.
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Wilton, Leigh S., Diana T. Sanchez, Miguel M. Unzueta, Cheryl Kaiser, and Nava Caluori. "In Good Company: When Gender Diversity Boosts a Company’s Reputation." Psychology of Women Quarterly 43, no. 1 (October 1, 2018): 59–72. http://dx.doi.org/10.1177/0361684318800264.
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Many companies highlight their gender diversity, in part to signal positive attributes about the organization. We explored whether or not advertising gender diversity improves White men’s beliefs about an organization. In four studies, we found that White men expected a company to have a more broadminded and tolerant climate when the company noted it was gender diverse––and the gender diversity was described as including White women––as compared to when it did not address its gender diversity. In Studies 1 ( n = 105), 2 ( n = 101), and 3 ( n = 151), a White gender-diverse organization was also viewed as more prestigious than an organization that did not address its gender diversity. In Studies 3 and 4 ( n = 183), a gender-diverse company that highlighted a Black woman employee did not receive the same overall reputation boosts as the White gender-diverse company did. Our research indicates that companies that advertise their gender diversity may receive a boost to their reputation. We suggest that this research can inform organizational efforts to address gender diversity by encouraging companies to consider the intersection of gender and race in shaping both prejudicial attitudes and the experiences of minority groups. Additional online materials for this article are available on PWQ’s website at http://journals.sagepub.com/doi/suppl/10.1177/0361684318800264
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Syahradesi T, Yessy, Fika Lestari, and Yusnaini Yusnaini. "Perbandingan Keberagaman Makanan Berdasarkan Minimum Dietary Diversity For Women (MDDW) bagi Kesehatan Reproduksi Wanita." Journal of Telenursing (JOTING) 5, no. 2 (August 20, 2023): 1719–25. http://dx.doi.org/10.31539/joting.v5i2.6992.
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This study aims to analyze the comparison of food diversity based on the Minimum Dietary Diversity for Women (MDDW) for women's reproductive health. The method used is quantitative with a cross-sectional study approach. The results showed differences in food diversity among women of childbearing age in Kutacane City and Lawe Loning Aman Village, Southeast Aceh District. In conclusion, women of childbearing age in Kutacane City consume a variety of foods from more than five food groups compared to women of childbearing age in Lawe Loning Aman Village, who are less diverse in achieving minimum food intake. Therefore, it is hoped that health workers will provide education regarding food diversity in realizing women's reproductive health.
Keywords: Diversity of Food, Reproductive Health, Women
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Stites, Shana. "Patterns Among Same-Sex Spousal Couples: Diverse Sociocultural Representation in Alzheimer’s Research." Innovation in Aging 5, Supplement_1 (December 1, 2021): 403. http://dx.doi.org/10.1093/geroni/igab046.1564.
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Abstract Emerging evidence shows that understanding characteristic patterns between study partners (SP) and subjects can inform initiatives to diversify representation of sociocultural groups in ADRD research. This study examined same-sex spousal dyads with the goal of identifying bellwethers of opportunities to build diversity in ADRD research. Descriptive analysis of The Aging, Demographics and Memory Study (ADAMS), which enrolled a subset of subjects from the Health and Retirement Study and a SP for each subject. Eight same-sex spousal couples were among 718 SP-subject dyads (1.1%). Gay men were 3 times as likely to be spousal SPs (n=6) than lesbians (n=2), even though women far outnumber men overall. Patterns in caregiving and other characteristics also differed. Same-sex couples are underrepresented in ADRD research. Patterns among those enrolled suggest masculine and feminine norms may drive research engagement. This is discussed in the context of increasing sociocultural diversity in ADRD research across key social groups.
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Zhong, Wuxian, Ai Zhao, Hanglian Lan, Shuai Mao, Pin Li, Hua Jiang, Peiyu Wang, Ignatius Man-Yau Szeto, and Yumei Zhang. "Dietary Diversity, Micronutrient Adequacy and Bone Status during Pregnancy: A Study in Urban China from 2019 to 2020." Nutrients 14, no. 21 (November 5, 2022): 4690. http://dx.doi.org/10.3390/nu14214690.
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Diet quality during reproduction is crucial to maternal and infant health. However, the association between dietary diversity and bone health of pregnant women remains unclear. We aimed to evaluate the dietary quality of Chinese urban gravidas using the dietary diversity score (DDS), and to explore the relationship of the DDS with micronutrient adequacy and bone health. In this cross-sectional study, we analyzed data from 775 pregnant women aged 18 years or older in urban China. Dietary diversity was assessed using the Minimum Dietary Diversity for Women (MDD-W) indicator. A 24-h dietary recall was used to collect diet data and to calculate the MDD-W and the nutrient intake. Bone health was measured using quantitative ultrasound and assessed by the speed of sound (SOS). Pearson’s correlation coefficients between the DDS and the nutrient adequacy ratio (NAR) were calculated. A multivariable linear regression model was used to estimate the effect size of the DDS on the SOS. The mean DDS was 6.61 ± 1.53 points and 91.0% of participants reported the consumption of five or more food groups. Women in the diverse diet subgroup (DDS ≥ 7 points) were more likely to consume all kinds of food except starchy staples and had higher NARs. Pearson’s correlation coefficients between the DDS and the NAR ranged from 0.161 to 0.484. For participants in the second trimester, those with a diverse diet had a higher SOS. A multivariable linear regression analysis showed that the DDS was positively and significantly associated with the SOS (β = 17.18, 95% CI = 5.97–28.39, p = 0.003), but this was not the case for women in the first and third trimesters. Urban Chinese women had good dietary diversity during pregnancy. A higher dietary diversity was associated with a higher NAR. From the point of view of bone, a diverse diet was positively correlated with better bone status, suggesting the importance of improving diet diversity for pregnant women, especially from mid-pregnancy.
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Pande, Sharon. "Diversity powers performance at Catalyst Energy." Human Resource Management International Digest 22, no. 6 (August 5, 2014): 10–11. http://dx.doi.org/10.1108/hrmid-08-2014-0113.
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Purpose – This paper aims to observe how the Catalyst Energy college of engineering for women has played a significant role in helping to train women in fields such as mechanical engineering, electrical engineering and power production and so overcome a shortage of qualified women in these fields. Design/methodology/approach – The paper examines what gave rise to the diversity initiative at Catalyst Energy’s Ahmedabad plant, India, and the success that it has achieved. Findings – This paper reveals that, of the first batch of 30 students, in 1995, eight made it to Catalyst Energy. The number has grown every year since then. Practical implications – It explains that Catalyst is working towards having women make up half its workforce, as it moves away from being dominated by Gujarati males. Social implications – It touches on some of the reasons that women are under-represented in Indian companies. Originality/value – It reveals that globalization is a key pressure in encouraging Catalyst to make its workforce more diverse.
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Hayashi, Yuko. "Diversity and Innovation: Empowering Women Fosters Innovation." Journal on Innovation and Sustainability. RISUS ISSN 2179-3565 6, no. 1 (March 30, 2015): 3. http://dx.doi.org/10.24212/2179-3565.2015v6i1p3-12.
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Women’s participation in labor market is required to utilize diverse variety of talent.In Japan, females are not participating in the labor market yet, especially in policy/decisionmaking positions although the legislation has progressed slowly. There are many potentials thatmight achieve a remarkable improvement in terms of innovation growth and productivity byincorporating the female labor force in the Japanese economy.Women’s active participation to economy is one of the pivotal economic growth strategies ofJapanese government in 2013. The government is aiming to attain the target of 30% of women’sparticipation in policy/decision making process by year 2020. However, only two categoriesattained that target number, pharmacists and member of the councils for national government.In order to win the objective in seven years, more positive actions will be needed.This paper explorers why females are needed in the Japanese labor market, how extent womenimprove corporate performance and economy, and how women’s diversity fosters productinnovation and process innovation. Materials used for analysis are related government papers,books, and journals. Some interviews with business executives were conducted.
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Hassan, Rohail, and Maran Marimuthu. "Contextualizing comprehensive board diversity and firm financial performance: Integrating market, management and shareholder’s perspective." Journal of Management & Organization 24, no. 5 (April 6, 2018): 634–78. http://dx.doi.org/10.1017/jmo.2018.10.
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AbstractThe study investigates demographic diversity, cognitive diversity and internal diversity within Islam among top-level management of firms and their impacts on the financial performance of Malaysian-listed companies. In addition, Muslim and non-Muslim women and Islamic religious diversity on corporate boards are investigated. Even though numerous organisations desire to be socially diverse, the significance of diversity for organisational performance remains uncertain. Are profitable companies inclined to improve board diversity or do other characteristics of the company contribute to firm performance? Does the participation of Muslim and non-Muslim women on corporate boards affect firm performance? Does internal diversity within Islam affect firm performance? Data from 330 Malaysian-listed companies in eleven full fledged sectors were used for the period from 2009 to 2013. This study employed econometrics methodology from panel data analysis to fill the research gap in the current management literature. This study used the interaction approach to examine empirically diverse corporate boards and their impacts on firm performance. This discussion included: (1) a combination of gender diversity and ethnic diversity and (2) a combination of gender diversity and foreign participation. The findings suggest that demographic, cognitive and internal diversity within Islam are significant predictors of a firm’s financial performance. Ethnic women on boards have a significant and negative impact on firm performance. Hence, companies having high profits are more accountable for encouraging diversity among top-level management.
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Flory, Jeffrey, Andreas Leibbrandt, Olga Shurchkov, Olga Stoddard, and Alva Taylor. "Perceptions of Gender Diversity in Occupations." AEA Papers and Proceedings 113 (May 1, 2023): 436–39. http://dx.doi.org/10.1257/pandp.20231062.
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We design a survey experiment to investigate the effect of intervention with diversity on preferences for diverse outcomes. First, subjects report their perceptions of the archetypical occupations boss, professor, nurse, and clerk, rating boss/professor as higher status than nurse/clerk. Importantly, while respondents expect overrepresentation of women among nurses and clerks, they expect a relatively equal gender distribution among bosses and professors. We then randomize participants to view either diverse or nondiverse images for each occupation. Diversifying the image sets significantly increases the likelihood of underrepresented individuals being selected in both domains, but correctness of preexisting beliefs only matters in female-typed domains.
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Armstrong, Lynzi. "Diverse risks, diverse perpetrators: perceptions of risk and experiences of violence amongst street-based sex workers in New Zealand." International Journal for Crime, Justice and Social Democracy 3, no. 3 (December 1, 2014): 40–54. http://dx.doi.org/10.5204/ijcjsd.v3i3.146.
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The management of violence-related risks on the street invariably relates to individual perceptions of violence amongst street-based sex workers. This paper explores perceptions and experiences of violence amongst street-based sex workers in Wellington and Christchurch. This paper begins with an overview of how risks of violence have been conceptualised and how the diversity of these risks is reflected in the perceptions and experiences of the women interviewed. Some complexities in how these risks were constructed and managed by the women are then explored, including perceptions of the street as a work environment. To conclude, I discuss the significance of these findings in the context of debates on sex worker safety.
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Stewart, Carol. "How diverse is your pipeline? Developing the talent pipeline for women and black and ethnic minority employees." Industrial and Commercial Training 48, no. 2 (February 1, 2016): 61–66. http://dx.doi.org/10.1108/ict-09-2015-0059.
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Purpose – Research shows that companies with a diverse leadership perform better financially. Having a diverse board encourages constructive and challenging dialogue which is key to the effective functioning of any board. However, in the UK, women and black and minority ethnic (BAME) employees still lag behind when it comes to representation at senior management and board level. The purpose of this paper is to highlight the importance of having a diverse talent pipeline of women and BAMEs and offer practical solutions on how this can be achieved. Design/methodology/approach – A mixture of data, analysis, experience and practice forms the basis of the paper, drawing from research on diversity, leadership development, executive boards and developing the talent pipeline. It looks at current initiatives being used in organisations to develop aspiring leaders. Findings – Executive boards are ill representative of the diversity of the working population. Having diversity in the boardroom allows for rich dialogue and better business decisions. In order to address the issue, organisations need to develop a talent pipeline that includes women and BAMEs. There are practical solutions that can be applied to achieve this. Not only does this make good business sense from an economical perspective, it also helps to maintain empowered, motivated and engaged employees. Originality/value – This paper outlines initiatives that organisations can apply to develop the talent pipeline for women and BAME employees and in doing so, retain high performing, aspiring leaders, whilst supporting action to increase diversity and inclusion in the boardroom.
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Maginnis, Cathy, and Lyn Croxon. "Diversity in Rural Students." Australian and International Journal of Rural Education 15, no. 2 (July 1, 2005): 3–9. http://dx.doi.org/10.47381/aijre.v15i2.513.
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Diverse university student cohorts are becoming the norm in rural universities. As universities reach out to an increasingly diverse group of students in rural areas it has become evident that traditional support structures are inadequate to meet the needs ofstudents who tend to be mature aged women and first generation students. Studies have shown thot students from rural and geographically isolated areas and particularly socioeconomicaily disadvantaged groups are more at risk of failure. Several reportshave shown that rural areas have major shortages of professionals such as nurses. As a result of this the need for universities to examine their support structures, so that this diverse group of students is given every opportunity to succeed, is vitaily important(Howells, 2003; McInnis, 2001 & Tinto 1993). This article reports on a project that was conducted with a group of rural nursing students that identifies the types of support structures relevant to the new student profile described above. The project strives to identify university students' learning needs and expectations and evaluate resources and strategies utilised to facilitate their learning experience from the students' perspective.The results of this research reinjorce a change in the student cohort to refiect a female dominant, mature aged cohort in a rural campus. Many of these students are first generation and more educated than there parents. This project has identified that theirlearning needs are diverse and thot further research needs to be undertaken to develop an understanding of their learning needs and how best to meet these.
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Ayala, Erin E., Alison Riley-Schmida, Kathryn P. A. Faulkner, and Kelsey Maleski. "Microaggressions Experienced by Women and Gender Diverse Athletes in Competitive Cycling." Women in Sport and Physical Activity Journal 29, no. 1 (April 1, 2021): 59–67. http://dx.doi.org/10.1123/wspaj.2020-0020.
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Competitive cycling is a sport with limited levels of diversity, particularly concerning gender. Women and gender diverse cyclists are likely to experience actions from others that reveal underlying assumptions based on their gender, race, or other cultural identities. This mixed-methods investigation used feminist theory and a transformative paradigm to highlight the experiences of women and gender diverse cyclists in a male-dominated sport. The authors explored the nature of microaggressions, perceived underlying messages, responses to such actions, and the feelings provoked. Two hundred and seventy-nine cyclists responded to the survey. Over three-quarters of participants reported being bothered by one or more microaggressions that they experienced in the competitive cycling community. Three primary themes emerged for types of microaggressions: assumptions based on gender, inequitable treatment, and harassment. A small percentage of participants noted an absence of microaggressions in competitive cycling environments. Although participants responded to microaggressions in several ways and experienced a range of emotions, the most common response to microaggressions was to not engage. Over half of the participants reported feelings of anger or frustration due to the microaggressions, followed by feelings of sadness. The results from this study complement what researchers have previously reported regarding female athletes and microaggressions in other sports. Implications and findings are discussed in the context of community norms and the need for a paradigm shift to promote inclusivity and diversity in the sport.
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Alharbi, Ameen, and Aminu Mamman. "Diverse Human Resource And Organizational Productivity: Towards An Analytical Framework." International Journal of Human Resource Studies 5, no. 4 (November 28, 2015): 50. http://dx.doi.org/10.5296/ijhrs.v5i4.8638.
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Experts generally agree that workforce diversity can produce positive outcome such as novel and diverse ideas. However, research evidence indicates that workforce diversity can lead to undesirable outcomes as well. For example, research indicates that performance of a sample of managers was lower when assigned to a diverse group. Another study found that, while performance of some women is higher in a mix-sex group than in same-sex group, men's performance is higher in an all-male group. The main purpose of this paper is to put forward an analytical framework that can help to explain why diverse employees do not always produce desirable outcomes. Using Social Exchange, Organizational Citizenship Behavior, and Organizational Commitment theories the paper explains why and how diverse employees respond to the treatment they receive from the organization and its members. The framework yields research and practical implications for managing diversity.
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Saggu, Sofia Rani, Ranu Prasad, and Anisha Verma. "Minimum Dietary Diversity-Women Score, a Key Indicator of Micronutrient Adequacy and its Association with Iron Status among Pregnant Women: Evidence from a Hospital-Based Cross-Sectional Study." Asian Pacific Journal of Health Sciences 9, no. 4 (June 20, 2022): 150–53. http://dx.doi.org/10.21276/apjhs.2022.9.4.29.
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A diversified diet is crucial for micronutrient adequacy in a pregnant woman. Iron deficiency Anemia (IDA) is linked to a lack of diversity in diets. The Minimum Dietary Diversity-Women (MDD-W) is a global indicator developed by the FAO to assess diet quality among women of reproductive age. The study seeks to determine the prevalence of MDD scores and its association with sociodemographic factors and iron status among pregnant women. Hospital-based cross-sectional study was conducted among pregnant women at the women’s hospital, Prayagraj, Uttar Pradesh using systematic sampling frame. An enumerator-administered semi-structured interview schedule was used. Hemoglobin levels were assessed and IDA categorized. The prevalence of anemia was 47.4%, of which only 18.1% of women consumed a diverse diet and 81.89% had low MDD-W scores. The mean hemoglobin was 10.82 g/dl, Standard deviation 1.58. Socioeconomic status showed significant correlation to anemia (P = 0.001), and an OR of 1.099 at 95% confidence interval. The high prevalence of IDA and low MDD-W scores proves the need for increased awareness on dietary diversity rates among pregnant women so that micronutrient adequacy can be achieved.
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Mayer, Claude-Hélène, Sabie Surtee, and Jasmin Mahadevan. "South African women leaders, transformation and diversity conflict intersections." Journal of Organizational Change Management 31, no. 4 (July 2, 2018): 877–94. http://dx.doi.org/10.1108/jocm-10-2016-0196.
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Purpose The purpose of this paper is to investigate diversity conflict intersections and how the meanings of diversity markers such as gender and race might be transformed. It highlights the resources of South African women leaders in higher education institutions for doing so. Design/methodology/approach This study proceeds from a social constructivist perspective, seeking to uncover narrated conflict experiences via a hermeneutical approach. Findings Women leaders in South Africa experience diversity conflict across multiple intersecting diversity markers, such as gender, race, ethnicity and class. They are united by inner resources which, if utilized, might bring about transformation. Research limitations/implications Intersectional approach to diversity conflict is a viable means for uncovering positive resources for transformation across intersecting diversity markers. Practical implications Practitioners wishing to overcome diversity conflict should identify positive resources across intersecting diversity markers. This way, organizations and individuals might bring about transformation. Social implications In societal environment wherein one diversity marker is institutionalized on a structural level, such as race in South Africa, diversity conflict might be enlarged beyond its actual scope, thereby becoming insurmountable. This needs to be prevented. Originality/value This paper studies diversity conflict intersections in a highly diverse societal environment in organizations facing transformational challenges and from the perspective of women leaders.
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Jayden Glover, Mahala Walker, Japsimran Kaur, Megan Roche, Abby McIntyre, and Emily Kraus. "Female Representation in Orthopaedic Surgery and Primary Care Sports Medicine Subspecialties: Where We Were, Where We Are, and Where We Are Going." Journal of Women's Sports Medicine 2, no. 2 (December 22, 2022): 127–35. http://dx.doi.org/10.53646/jwsm.v2i2.30.
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Since the United States’ first woman began medical school less than two centuries ago, medicine has become increasingly gender diverse. Women now make up the current majority of medical students and are predominant in fields such as pediatrics, obstetrics and gynecology, child and adolescent psychiatry and neonatal-perinatal medicine. Despite this progress, representation of women in many medical subspecialties, such as orthopaedic surgery sports medicine and primary care sports medicine is still consistent with historic origins of gender inequality. In 2018, women made up only 5.3% of orthopaedic surgeons and 12.1% of orthopaedic surgery sports medicine residents and fellows. Similarly, data from 2019 suggest 27.2% of family medicine sports medicine physicians are women. Female representation in positions of leadership within these subspecialties highlight further inequalities. Through current initiatives to provide early exposure and mentorship to prospective residency applicants, there have been small advances in diversifying these fields. However, these advances have been largely inadequate for women of minority and marginalized groups. Adequate female representation is paramount to gain the benefits field diversification presents, including accessible representation, provider advocacy, prioritization of women’s health, mentorship, and diverse thought and innovation. By simultaneously analyzing the historic barriers facing women in operative and nonoperative fields of sports medicine, and the benefits of gender diversity for patient care, we can recommend actions necessary in promoting gender diversity moving forward.
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Nurasih, Rr, and Agustini Dyah Respati. "Identifikasi Faktor-Faktor Diskriminasi Gender yang Mempengarrhi Karir Karyawan Wanita di Kota Yogyakarta." Jurnal Riset Manajemen dan Bisnis 2, no. 2 (December 1, 2007): 139. http://dx.doi.org/10.21460/jrmb.2007.22.197.
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Statistically, the number of women who works outside household is getting increase. As a part of worfforce, woman not only takes a position as general employee but they are also employed as a manager. It indicates that woman plays an important role in organization. In other words it can be said that the globol labor force has changed. Change in labor force involved an aging worfforce and a diverse worffirce. Furthermore diversity exists within labor force. As a result organizations cannot afford to ignore or discount the potential contributions of wornen. At the same time work opportunity for women is also more available. Women, howqer find dfficulties that hinder them in pursuing a success in career. This hindrances result fro* the social and culture concept that the nature of a woman is a houssvyife. In fact women who hold a dual career hme a more responsibility either to their emplolters or to their household. Being a dual career people, women show a high work motivation and good performance. This paper examines the affecting factorson wornen coreer in term of sex discrimination that is discrimination on grounds of gender. The result shows that there are five gender discrimination factors affecting woman career.Kqtwords : woman car e er, gender, divers ity, culture, dis crimination.
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Fleming, Eleanor, Qoot Alkhubaizi, Joana Cunha‐Cruz, and Wei Ming Dariotis. "Building a workforce of diverse women leaders: Understanding intersectional identities." Journal of Dental Education 88, S1 (April 2024): 685–89. http://dx.doi.org/10.1002/jdd.13480.
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AbstractBackgroundWomen have made significant advancements in the dentist workforce, growing from 20% of dentists in 2005 to 34.5% in 2020. Women have also made inroads in academic dentistry. While much scholarship has documented a growing feminization in dentistry and efforts to promote gender equity in the profession, there has been less exploration of the intersectional identities of these women. This manuscript explores how academic dentistry can support diverse women's leadership focusing on intersectional identities.MethodsApplying the theoretical framework of intersectionality, we assess publicly available data to explore the percentages of faculty and deans who are women of color. Drawing upon best practices in higher education and our personal experiences, we explore opportunities to increase participation and support the advancement of women of color in academia.ResultsIn the academic year 2018–2019, of the 5066 full‐time faculty members, 40.5% were women. Minoritized women comprised 13.4% of full‐time faculty members, compared to White women who were 20.6% of full‐time faculty. Minoritized women comprised 7.3% of dental school deans, compared to White women who were 17.6% of deans.ConclusionIntersectionality allows for a deeper examination of women in academic dentistry. Women of color are often erased in discussions about women in academic dentistry, even as the profession celebrates the progress made by women. Embracing the intersectional identities of women and by extension, people who identify as gender non‐confirming may help dental schools to become humanistic environments where faculty and leadership represent the growing diversity in the profession and in the world.
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Kim, Daehyun, and Laura T. Starks. "Gender Diversity on Corporate Boards: Do Women Contribute Unique Skills?" American Economic Review 106, no. 5 (May 1, 2016): 267–71. http://dx.doi.org/10.1257/aer.p20161032.
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We show that gender diversity in corporate boards could improve firm value because of the contributions that women make to the board. Prior studies examine valuation effects of gender-diverse boards and reach mixed conclusions. To help resolve this conundrum, we consider how gender diversity could affect firm value, that is, what mechanisms could explain how female directors benefit corporate board performance. We hypothesize and provide evidence that women directors contribute to boards by offering specific functional expertise, often missing from corporate boards. The additional expertise increases board heterogeneity which Kim and Starks (2015) show can increase firm value.
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Shrestha, Vintuna, Rajan Paudel, Dev Ram Sunuwar, Andrew L. Thorne Lyman, Swetha Manohar, and Archana Amatya. "Factors associated with dietary diversity among pregnant women in the western hill region of Nepal: A community based cross-sectional study." PLOS ONE 16, no. 4 (April 8, 2021): e0247085. http://dx.doi.org/10.1371/journal.pone.0247085.
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Background Dietary diversity can play an important role in providing essential nutrients for both mother and fetus during pregnancy. This study aimed to assess the factors associated with dietary diversity during pregnancy in the western hill region of Nepal. Methods A cross-sectional study of 327 pregnant women was conducted in an urban municipality of Baglung district in the western hill region of Nepal. A semi-structured questionnaire was used to collect information on household demographic and socioeconomic status, food taboos, household food security status, nutrition-related knowledge in pregnancy, and women’s empowerment. Women consuming ≥5 of 10 food groups in the past 24 hours were defined as consuming a diverse diet using the Minimum Dietary Diversity Score for Women (MDD-W) tool. Bivariate and multivariate logistic regression was used to estimate crude odds ratio (cOR) and adjusted odds ratios (aOR) and 95% confidence intervals (CIs) to understand factors associated with dietary diversity. Results Almost 45% (95% CI: 39.6–50.4) of the participants did not consume a diverse diet and the mean dietary diversity score was 4.76 ± 1.23. Multivariable analysis revealed that women with greater empowerment (aOR = 4.3, 95% CI: 1.9–9.9), from wealthier households (aOR = 5.1, 95% CI: 2.7–9.3), joint families (aOR = 2.7, 95% CI: 1.4–5.1), employment (aOR = 2.2, 95% CI: 1.2–4.1), and had adequate nutrition knowledge (aOR: 1.9, 95% CI 1.1–3.4) had higher odds of dietary diversity. Conclusion Along with socioeconomic status, women’s empowerment and nutrition knowledge were modifiable risk factors that should be considered as targets for programs to improve women’s health during pregnancy.
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Ivory, Kimberley D., Paul Dwyer, and Georgina Luscombe. "Reactions to Diversity: Using Theater to Teach Medical Students about Cultural Diversity." Journal of Medical Education and Curricular Development 3 (January 2016): JMECD.S37986. http://dx.doi.org/10.4137/jmecd.s37986.
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Training medical students to understand the effects of culture and marginalization on health outcomes is important to the future health of increasingly diverse populations. We devised and evaluated a short training module on working with diversity to challenge students’ thinking about the role of both patient and practitioner culture in health outcomes. The workshop combined didactic teaching about culture as a social determinant of health using the cultural humility model, interactive exercises, and applied theater techniques. We evaluated changes in the students’ perceptions and attitudes over time using the Reaction to Diversity Inventory. There was initial significant improvement. Women and students with no past diversity training responded best. However, scores largely reverted to baseline over 12 months.
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Runciman, Brian. "The Experience of Black Women in IT." ITNOW 64, no. 4 (November 21, 2022): 8–9. http://dx.doi.org/10.1093/combul/bwac107.
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Abstract The number of black women in the IT workforce is around two and a half times lower than in the workforce as a whole. At a time when the concerns over data bias and the value of creating widely usable products through diverse teams are well–known, this is a situation that requires attention. Brian Runciman MBCS introduces the Coding Black Females takeover of the BCS Diversity report 2022
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Holbrook, Jarita C. "ASTROMOVES: Astrophysics, Diversity, Mobility." Proceedings of the International Astronomical Union 15, S367 (December 2019): 286–92. http://dx.doi.org/10.1017/s1743921321000909.
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AbstractThe US astronomy/astrophysics community comes together to create a decadal report that summarizes grant funding priorities, observatory & instrumental priorities as well as community accomplishments and community goals such as increasing the number of women and the number of people from underrepresented groups. In the 2010 US National Academies Decadal Survey of Astronomy (NRC10), it was suggested that having to move so frequently which is a career necessity may be unattractive to people wanting to start a family, especially impacting women. Whether in Europe or elsewhere, as postdocs, astrophysicists will relocate every two to three years, until they secure a permanent position or leave research altogether. Astrophysicists do perceive working abroad as important and positive for their careers (Parenti02); however, it was found that the men at equal rank had not had to spend as much time abroad to further their careers (Fohl12). By implication, women need to work abroad longer or have more positions abroad to achieve the same rank as men. Astrophysicists living in the United Kingdom prefer to work in their country of origin, but many did not do so because of worse working conditions or difficultly finding a job for their spouse (Fohl14). In sum, mobility and moving is necessary for a career in astrophysics, and even more necessary for women, but astrophysicists prefer not to move as frequently as needed to maintain a research career. To gather more data on these issues and to broaden the discourse beyond male/female to include the gender diverse as well as to include other forms of diversity, the ASTROMOVES project was created which is funded through a Marie Curie Individual Fellowship. Though slowed down by COVID-19, several interviews have been conducted and some preliminary results will be presented.
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Swati and Kavita Dua. "Diversity & Economic Dynamics Impact on Women in the Workforce: A Literature Review." Asian Journal of Agricultural Extension, Economics & Sociology 42, no. 6 (May 24, 2024): 173–78. http://dx.doi.org/10.9734/ajaees/2024/v42i62475.
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The discussion revolves around understanding the interplay between diversity, especially regarding gender, and the economic forces affecting women in the workforce. It aims to analyze how the complexities of a diverse workforce interact with economic dynamics, shaping women's roles, opportunities, and impacts within organizations. The focus is on managing diversity effectively while navigating the economic environment to foster inclusivity, innovation, and success in professional settings. This review paper delves into the complexities of balancing work and personal life, addressing disparities in workforce participation, highlighting the transformative potential of diversity, and examining the evolving economic landscape. Through a comprehensive analysis of scholarly research, empirical studies, and real-world examples, the paper aims to provide valuable insights into the interplay between gender, diversity, and economic dynamics in contemporary workplaces.
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Nagarjuna, P., and Dr K. Rekha. "Women Identity: The Study of Characterization of Women in the select works of Manohar Malgonkar." International Journal of English Literature and Social Sciences 9, no. 1 (2024): 293–97. http://dx.doi.org/10.22161/ijels.91.39.
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The portrayal of women in Indian English novels is a complicated and changing component of literature that has changed with time. It is critical to remember that Indian English literature is immensely diverse and that women are not portrayed uniformly throughout. The portrayal of women in Indian English literature does share certain common themes. The portrayal of women frequently reflects India’s immense cultural diversity. The depiction of female characters varies depending on the cultures, groups and customs present. Traditional roles for women in the novels of Manohar Malgonkar include wives; mothers and daughters frequently take on the role of carers and are required to respect traditional family and social norms. Women characters were neglected and men played an important role in his novels. The present study will concentrate on comprehensive portrayal of man-woman relationship in his selected novels. It also depicts the characterization of women in his selected novels.
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Gómez, Georgina, Ágatha Nogueira Previdelli, Regina Mara Fisberg, Irina Kovalskys, Mauro Fisberg, Marianella Herrera-Cuenca, Lilia Yadira Cortés Sanabria, et al. "Dietary Diversity and Micronutrients Adequacy in Women of Childbearing Age: Results from ELANS Study." Nutrients 12, no. 7 (July 4, 2020): 1994. http://dx.doi.org/10.3390/nu12071994.
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Dietary diversity, an important component of diet quality, is associated with an increased probability of adequate micronutrient intake. Women of childbearing age (WCA) are particularly vulnerable to micronutrient inadequacy. The Minimum Dietary Diversity for Women (MDD-W) has been used widely as a proxy measurement of micronutrient adequacy. This study aimed to assess the association between MDD-W and nutrients adequacy among WCA of eight Latin American countries. Nutrient intakes from 3704 WCA were analyzed with two 24-hour dietary recalls. Dietary diversity was calculated based on ten food groups with a cut-off point of intake ≥5 groups. The mean dietary diversity score was 4.72 points, and 57.7% of WCA achieved MDD-W. Vitamin D and E showed a mean Nutrient Adequacy Ratio (NAR) of 0.03 and 0.38, respectively. WCA with a diverse diet (MDD-W > 5) reported a significantly higher intake of most micronutrients and healthy food groups with less consumption of red and processed meats and sugar-sweetened beverages. MDD-W was significantly associated with the mean adequacy ratio (MAR) of 18 micronutrients evaluated. Nevertheless, even those women with a diverse diet fell short of meeting the Estimated Average Requirements (EAR) for vitamins D and E. MDD-W is an appropriate tool to evaluate micronutrients adequacy in WCA from Latin America, showing that women who achieved the MDD-W reported higher adequacy ratios for most micronutrients and an overall healthier diet.
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Merritt, Brandon, Tessa Bent, Rowan Kilgore, and Cameron Eads. "Auditory free classification of gender diverse speakers." Journal of the Acoustical Society of America 155, no. 2 (February 1, 2024): 1422–36. http://dx.doi.org/10.1121/10.0024521.
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Auditory attribution of speaker gender has historically been assumed to operate within a binary framework. The prevalence of gender diversity and its associated sociophonetic variability motivates an examination of how listeners perceptually represent these diverse voices. Utterances from 30 transgender (1 agender individual, 15 non-binary individuals, 7 transgender men, and 7 transgender women) and 30 cisgender (15 men and 15 women) speakers were used in an auditory free classification paradigm, in which cisgender listeners classified the speakers on perceived general similarity and gender identity. Multidimensional scaling of listeners' classifications revealed two-dimensional solutions as the best fit for general similarity classifications. The first dimension was interpreted as masculinity/femininity, where listeners organized speakers from high to low fundamental frequency and first formant frequency. The second was interpreted as gender prototypicality, where listeners separated speakers with fundamental frequency and first formant frequency at upper and lower extreme values from more intermediate values. Listeners' classifications for gender identity collapsed into a one-dimensional space interpreted as masculinity/femininity. Results suggest that listeners engage in fine-grained analysis of speaker gender that cannot be adequately captured by a gender dichotomy. Further, varying terminology used in instructions may bias listeners' gender judgements.
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Fine, Marlene G., Fern L. Johnson, and M. Sallyanne Ryan. "Cultural Diversity in the Workplace." Public Personnel Management 19, no. 3 (September 1990): 305–20. http://dx.doi.org/10.1177/009102609001900307.
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This article reports on a study of gender and race issues in the regional office of a federal agency. After setting their own research agenda of salient issues, employees completed a long, closed-ended questionnaire; a smaller sample also responded to ten open-ended questions. The results suggest that men, women, and people of color in the agency do not share a common culture of organizational life; instead, each group organizes its experience in the agency in different ways. The authors suggest that a theoretical perspective in which gender and race are viewed as cultures provides a useful framework for understanding cultural diversity in the workplace and a necessary starting point for managing a diverse workforce.
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Darmawan, Kadek Agus. "The Effect of Board Gender Diversity on the Company: A Literature Review." Journal La Sociale 5, no. 2 (March 21, 2024): 437–49. http://dx.doi.org/10.37899/journal-la-sociale.v5i2.1122.
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This study explores the influence of gender diversity in boards of directors on various aspects of corporate performance. Through the literature review method, this research gathers empirical evidence to assess how gender diversity affects risk-taking, social responsibility, and decision-making processes within the firm. The results show that the presence of women on boards can contribute positively to corporate performance, innovation, investment, and ESG issues, while bringing diverse perspectives, experiences, and expertise that support more effective decision-making and risk management. On the other hand, the study also recognizes that underrepresentation of women may reduce the benefits of gender diversity. Furthermore, the presence of women on boards is associated with reduced agency problems, increased dividend payouts and more responsible tax avoidance practices. However, there are mixed views regarding the impact of gender diversity, emphasizing the importance of considering the firm-specific context in evaluating the impact of gender diversity on firm performance. This study contributes to future research by providing a broader and deeper knowledge base on the topic of gender diversity in the context of business and management.
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Kalagy, Tehila, Sarah Abu-Kaf, Nirit Portughies, and Orna Braun-Lewensohn. "Diversity Climate, Salutogenic Theory, and the Occupational Health of College-Educated Women from Conservative Communities." International Journal of Environmental Research and Public Health 19, no. 4 (February 18, 2022): 2356. http://dx.doi.org/10.3390/ijerph19042356.
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Over the past four decades, there have been significant changes in workplaces around the world, including a workforce that has become more diverse as the relative proportion of women in the workforce has increased. This trend has included the increased workforce participation of women from conservative minority groups. This article discusses the significance of the integration of college-educated women from conservative minority groups into the workforce in terms of their own personal health and well-being. This work focuses on two groups of college-educated women from conservative minority groups that have joined the Israeli workforce: Ultra-Orthodox women and Bedouin Arab women. This qualitative study was based on five focus groups, which included 16 women from the two examined groups. The main themes raised in those focus groups were categorized and analyzed. The data analysis was guided by the diversity-climate approach and salutogenic theory. The research findings indicate that a diversity climate that included most of the different aspects of this approach was present in the participants’ statements regarding their workplaces. In practice, diversity climate supported sense of coherence, such that both diversity climate and a sense of coherence led directly to the occupational health of these college-educated, minority women.
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Minor, Tameika D., Dalia Chowdhury, and Carl R. Flowers. "Recruitment, Retention, and Mentoring for Diversity Among Rehabilitation Counselor Educators." Rehabilitation Research, Policy, and Education 31, no. 2 (2017): 105–20. http://dx.doi.org/10.1891/2168-6653.31.2.105.
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Purpose:In this article, the authors discuss best strategies for recruitment and retention among faculty of color, international faculty, and women to diversify rehabilitation counselor education faculty.Method:Based on a comprehensive literature review, we have provided the reader with a brief review of the status of faculty of color, international faculty, and women in academia, issues in recruitment and retention, and strategies that may be beneficial in diversifying rehabilitation counselor education faculty.Results:Researchers in higher education have shown that a diverse faculty is not only beneficial to academia, but to communities as well. The authors have provided recruitment and retention strategies that have been used in other disciplines. Coupled with a sincere commitment by university administrators, faculty, students, and communities, these strategies may be beneficial in increasing diversity among the faculty ranks in rehabilitation counselor education programs.Conclusion:In order to increase diversity in our training and education programs, it is imperative that recruitment and retention plans are created and implemented. Various recruitment and retention strategies were discussed in this article that have been shown to be effective in other disciplines. Future research should explore the presence and use of recruitment and retention plans in rehabilitation counselor education programs. In addition, qualitative research is warranted to explore the experiences of faculty of color, international faculty, and women.
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Hampton, Sal Avery, and Kelsey Hollis Bryan. "Exploring the Relationship Between Women’s Empowerment and the Diversity and Positive Representation of Female Images in Fashion Advertising." Journal of Linguistics and Communication Studies 3, no. 1 (March 2024): 116–21. http://dx.doi.org/10.56397/jlcs.2024.03.16.
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This paper investigates the relationship between women’s empowerment and the diversity and positive representation of female images in fashion advertising. Using a qualitative content analysis approach, the study examines a selection of fashion advertisements from various magazines and online platforms over the past two years. The analysis focuses on the portrayal of women in terms of diversity, body positivity, and empowerment. The findings reveal a gradual increase in the diversity and positive representation of female images, with more advertisements showcasing a broader range of body types, ethnicities, and ages. There is also a notable trend towards portraying women in more empowered and active roles. However, persistent gaps remain, with limited representation of certain groups, such as older women and plus-size individuals, and some advertisements continue to perpetuate unrealistic beauty standards and objectification. The paper concludes with recommendations for the fashion industry to further promote diversity and positive representation as a means to empower women. Future research should explore the long-term effects of exposure to diverse and empowering representations on women’s self-perception and societal roles.
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Merritt, Brandon, and Tessa Bent. "Auditory free classification of gender diverse speakers." Journal of the Acoustical Society of America 152, no. 4 (October 2022): A172. http://dx.doi.org/10.1121/10.0015926.
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A central issue in speech perception is how listeners resolve variability. Gender diversity presents an opportunity to examine how listeners learn and represent one dimension of sociophonetic variability arising from an evolving social category, speaker gender. To assess listeners’ perceptual organization of speaker gender, recordings were obtained from 30 cisgender (15 men, 15 women) and 30 transgender (1 agender, 15 non-binary, 7 transgender men, 7 transgender women) speakers. In an auditory free classification paradigm, listeners categorized speakers reading the same or unique sentences by perceived general similarity and gender identity. Multidimensional scaling revealed gradient organization of speaker gender with masculinity/femininity and gender prototypicality as the two most salient dimensions. Cluster analyses showed fewer perceptual speaker groups and attention to fewer indexical speech features when speakers produced unique sentences. Instructions to explicitly categorize speakers by perceived gender identity substantially simplified the hierarchical structure of speakers and shifted listeners’ attention towards masculinity/femininity over gender prototypicality. Results suggest that listeners engage in fine-grained, multivalent analysis of speaker gender that cannot be adequately captured by a “male” vs “female” dichotomy. Assumptions of a gender binary in speech communication research may require a critical re-examination to accommodate multidimensional and gradient representation of speaker gender.
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Mears, Derrick. "High School Physical Education and Physical Activity in Young Women." Perceptual and Motor Skills 104, no. 3 (June 2007): 844–54. http://dx.doi.org/10.2466/pms.104.3.844-854.
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This study assessed if high school physical education experiences were related to physical activity behaviors of young women in college. Undergraduate women from three universities ( N = 949) were surveyed concerning their experiences in high school physical education and their physical activity in six areas, aquatics, individual activities, physical conditioning, outdoor adventure, rhythmic activities, and team activities. Analysis indicated that women who completed courses with a diverse curriculum containing content from four of the six categories investigated reported significantly more cardiovascular endurance activities and individual/team sports participation than respondents who completed courses with low curriculum diversity. Results indicate that providing diverse curricular experiences for girls in high school physical education is associated with higher physical activity as young adults.
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Erden, Yasemin J., and Hannah M. Altorf. "Difficult Women in Philosophy." Symposion 7, no. 2 (2020): 239–59. http://dx.doi.org/10.5840/symposion20207217.
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In this paper we connect diversity with being on the margins of philosophy. We do this by reflecting on the programme that we, as diverse philosophers, designed and taught in a small university. Recently, the programme was closed. We examine some of the circumstances for the closure, in particular the impact of league tables. We argue that an idea (or ideal?) of objectivity, as a method in both science and philosophy, plays a role in establishing and maintaining the outsider status of the philosopher at the margins of the discipline. As a counterpoint to objectivity, we offer concrete examples of our experiences to illustrate what it is like to be at the margins of philosophy. We end with an examination of topics that are common to academics, i.e. issues of time and resources, that are compounded at the margins. Our paper seeks to show what is lost by the closure of our programme, and what philosophy loses when marginalised philosophers are silenced and/or excluded from key academic discourse. We argue that the particular contribution of the philosopher at the margin offers an important and irreplaceable contribution to discourses on the identity of philosophy and on the value of diversity.
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García Reyes, Liza. "Mujeres diversas: implicaciones en su desarrollo." La Manzana de la Discordia 4, no. 1 (March 15, 2016): 27. http://dx.doi.org/10.25100/lamanzanadeladiscordia.v4i1.1471.
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Resumen: Partiendo del reconocimiento de unmodelo cultural de mujer basado en la heterosexualidadobligatoria, esta ponencia plantea la necesidad deconstruir una política pública para el sector LGBTI1fundada en un enfoque de derechos humanos. Con baseen la experiencia de la administración distrital deBogotá, que condujo a la creación de la Dirección deDiversidad Sexual, de la Subsecretaría Mujer, Géneros yDiversidad sexual, de la Secretaría de PlaneaciónDistrital de Bogotá, se plantean los siguientes pasospara la construcción de dicha política: adecuacióninstitucional; construcción de lineamientos que reconozcanlas diversas orientaciones sexuales e identidadesde género; construcción participativa de un plan deacción; visibilización de los intereses de las diferentesmujeres; desarrollo de acciones intersectoriales ointerinstitucionales para el desarrollo de la políticapública; acciones específicas para las mujeres encondiciones de mayor vulnerabilidad (las mujeres trans);y desarrollo de acciones específicas para lograr laciudadanía plena de las mujeres, donde juegue unimportante papel la reflexión y acción sobre laheterosexualidad obligatoria y los modelos de mujernaturalizantes.Palabras clave: políticas públicas, mujeres, sectorLGBTI, diversidad sexual, heterosexualidad obligatoriaAbstract: Based on the recognition of a culturalmodel of woman based on compulsory heterosexuality,this presentation affirms the need to build a public policyfor the LGBTI sector grounded on a human rightsapproach. On the grounds of the experience of theadministration for the city of Bogotá, which led to thecreation of the Sexual Diversity Directorate for the UndersecretariatWoman, Gender an Sexual Diversity of theCity Planning Secretariat for Bogotá, the following stepsfor the creation of the policy are detailed: institutionalization;creation of guidelines for therecognition of sexual diversity and gender identities; aparticipatory process for establishing the plan of action;visibilization of the interests of diverse women;development of inter-sectorial actions for the publicpolicy; specific actions for women in situations of extremevulnerability (trans women); and development of actionsto achieve women’s full enjoyment of citizenship, with animportant role for the reflection on compulsoryheterosexuality an naturalizing models of women.Key words: public policy, women, LGBTI, sexualdiversity, compulsory heterosexuality
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Talegawkar, Sameera A., Yichen Jin, Erica Sedlander, Rohini Ganjoo, Satyaranjan Behera, Loretta DiPietro, and Rajiv Rimal. "A Social Norms-Based Intervention Improves Dietary Diversity among Women in Rural India: The Reduction in Anemia through Normative Innovations (RANI) Project." Nutrients 13, no. 8 (August 17, 2021): 2822. http://dx.doi.org/10.3390/nu13082822.
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Diet diversity has an important role in the prevention and treatment of anemia. Based on formative research in the community and the theory of normative social behavior, we designed an intervention to improve diet diversity among women of reproductive age. Our study, the Reduction in Anemia through Normative Innovations (RANI) Project, investigated the effect of a social norms-based intervention on diet diversity among women of reproductive age. We randomized villages in Odisha, India, into treatment or control arms, with a minimum of one village buffer between them. We assessed exposure to the intervention by frequency of self-reported images seen from the participatory learning modules, videos watched, and number of hemoglobin tests administered. We assessed diet diversity with the Food and Agriculture Organization’s Minimum Dietary Diversity for Women (MDD-W) questionnaire. We used multiple logistic regression to examine the associations between intervention and diet diversity, adjusting for covariates. Compared with baseline, diet diversity score increased in both treatment and control groups. The odds of having a diverse diet was 47% higher in the treatment group. Higher level of exposure to the RANI intervention was associated with a better diet diversity score, indicating that the intervention was effective in improving diet quality.
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Couch, Stephanie, Audra Skukauskaite, and Leigh B. Estabrooks. "Telling Cases That Inform an Understanding of Factors Impacting the Development of Inventors From Diverse Backgrounds." Technology & Innovation 21, no. 2 (March 15, 2020): 133–42. http://dx.doi.org/10.21300/21.2.2020.133.
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The lack of diversity among patent holders in the United States (1-3) is a topic that is being discussed by federal policymakers. Available data suggests that prolific patent holders and leading technology innovators are 88.3% male and nearly 94.3% Asian, Pacific Islander, or White, and half of the diversity that does exist is among those who are foreign born (3). The data shows that there is a need for greater diversity among patent holders. Few studies, however, are available to guide the work of educators creating learning opportunities to help young people from diverse backgrounds learn to invent. Educators must navigate issues that have complex sociocultural and historical dimensions (4), which shape the ideas of those surrounding them regarding who can invent, with whom, under what conditions, and for what purposes. In this paper, we report the results of an ongoing multimethod study of an invention education pro- gram that has worked with teachers and students in Grades 6 through 12 for the past 16 years. Findings stem from an analysis of end-of-year experience surveys and interview transcripts of six students (three young men and three young women) who participated in high school InvenTeams®. The data were used to investigate three topics: 1) ways high school students who have participated on an InvenTeam conceptualize the term "failure" and what it means to "learn from failure," 2) what supported and constrained the work of the three young women during their InvenTeams experience and the implications for policy makers concerned about the gender gap in patenting, and 3) ways the young men and young women took up (or didn't take up) the identity of "inventor" after working on a team that developed a working prototype of an invention during the previous school year.
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Lee, Becky R. "The treatment of women in the historiography of late medieval popular religion." Method & Theory in the Study of Religion 8, no. 4 (1996): 345–60. http://dx.doi.org/10.1163/157006896x00233.
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AbstractThe study of medieval European popular religion is broad and diverse, drawing upon a variety of sources and addressing a multiplicity of questions. Underlying that diversity, however, is a single quest: to unearth and analyze religion as it was experienced and practiced by the "common folk".1 For the past twenty years women have been explicitly and deliberately included in that analysis. Evident in the literature, however, are diverse and divergent opinions concerning both the ways by which to ascertain and interpret women's practices and beliefs, and their significance for the study of popular religion. This article explores those opinions and some of their implications.
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Hassan, Rohail, and Maran Marimuthu. "Bridging and bonding: having a Muslim diversity on corporate boards and firm performance." Journal of Islamic Accounting and Business Research 9, no. 3 (May 8, 2018): 457–78. http://dx.doi.org/10.1108/jiabr-02-2016-0022.
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PurposeThis paper aims to examine the demographic diversity at top-level management and its impact on the performance of Malaysian-listed companies. In addition, Muslim diversity on corporate boards is examined. Design/methodology/approachAlthough many organisations aspire to be socially diverse, diversity’s consequences for organisational performance remain unclear. This study specifies the whole distinct mechanism and measures it independently, bridging as the demographic diversity among the board of directors (BODs) and bonding as the firm’s financial performance. To maintain the homogeneity factor, the empirical analysis has been confined to 12 fully fledged sectors and 529 Malaysian listed firms out of 798 firms selected on the basis of judgmental sampling during the period of 2013. The paper applies the correlation matrix and linear regression model to justify this phenomenon. FindingsThe empirical findings suggest that gender diversity (Muslim and Non-Muslim women) is positively significant with firm performance with regards to management, shareholders and market perspectives. It means that both Muslim and non-Muslim women are contributing to firm performance. Ethnic diversity (minority) and Muslim diversity (majority) have no impact on firm performance. On the other hand, interaction variables are positively significant with firm performance. It means that majority and minorities are essential for corporate boards to produce a greater performance. Research limitations/implicationsFuture research could include more variables such as director’s age profile and foreign participation as well as other types of diversities, such as cognitive diversity and corporate diversity. In addition, another possible extension could be the investigation of diversity issues between small scale and large or high and low-profit firms. The findings provide insightful information to firms, as this study suggests that the diverse corporate boards can enhance firm performance. Originality/valueIn recent years, diversity issues have been examined with regard to firm performance of the listed companies. Whilst extensive literature exists on diversity issues, this issue is still under debate and has had inconsistent results. The paper attempts to fill the gap in the existing literature, discuss the empirically diverse corporate boards with the interaction approach and impact on the firm performance.
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Tasnim, Tasmia, and Kazi Muhammad Rezaul Karim. "Impact of COVID-19 on Micronutrient Adequacy and Dietary Diversity among Women of Reproductive Age from Selected Households in Bangladesh." Nutrients 15, no. 14 (July 19, 2023): 3202. http://dx.doi.org/10.3390/nu15143202.
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Women of reproductive age (WRA) are recognized as a nutritionally sensitive demographic that is vulnerable to micronutrient deficiencies. The purpose of this study is to determine the situation and influencing factors of diet diversity and micronutrient adequacy during the pandemic-induced economic lockdown period among women living in a selected area of Bangladesh. Twenty-four-hour dietary recall was used to measure the nutrient intake and also used for constructing the Minimum Dietary Diversity for Women (MDD-W) and nutrient adequacy ratio (NAR). Household food insecurity and coping strategies were also measured. Multivariate logistic regression was carried out to identify the link between potential risk factors and MDD-W. About two-thirds (59.9%) of the study subjects did not meet the MDD-W threshold. The women’s total energy and protein consumptions were 1475.1 kcal and 46.3 g, respectively, with the diversified diet group consuming more than the non-diverse diet group. Except for vitamin C, vitamin A, and vitamin D, all micronutrients evaluated in the diversified diet group had significantly higher NAR values than the non-diverse diet group. The mean adequacy ratio (MAR) of the overall reproductive women was 0.468 ± 0.096, and it was significantly associated with MDD-W. Another notable finding is that attainment of minimal diversity was not sufficient to achieve acceptable nutrient adequacy for women, pertaining to their low-quantity intake. In addition to this, household size, women’s education, coping strategy, and the MAR were found to be significant determinants of MDD-W in the multivariate logistic regression analysis. The findings of the present study therefore highlight the impending need for interventions that ensure good dietary quality for women even during crisis periods.