Academic literature on the topic 'Women Employment Australia Case studies'
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Journal articles on the topic "Women Employment Australia Case studies"
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Bertone, Santina, and Gerard Griffin. "Immigrant Female Workers and Australian Trade Unions." Articles 50, no. 1 (April 12, 2005): 117–46. http://dx.doi.org/10.7202/050994ar.
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One of the main goals of employment equity programmes is to increase the occupational mobility of women so that they may enter non traditional jobs. Although on-the-job training has always been considered a major tool for increasing occupational mobility, it has received very little consideration in employment equity programmes. This article identifies the major aspects of women's participation in on-the-job training programmes and proposes ways to bridge the gap between these programmes and employment equity. The first section of the article examines the current situation of women in the labour market. According to the most recent statistics, occupational segregation as well as the wage gap between males and females are still quite significant. Studies of employment equity programmes show that progress has, in general, been slow. Among the reasons given for these results are a lack of integration of employment equity programmes and employers' human resource management strategies, particularly as regards on-the-job training. In the second section we examine data depicting different aspects of women workers' participation in on-the-job training. The data originate from a wide variety of sources and show that women are disadvantaged relative to men along several dimensions, including: participation rates; duration and intensity of training; and financing. Explanations for these discrepancies are discussed in the following two sections which deal respectively with access to and outcomes of on-the-job training for women workers. An initial factor that may explain the lower participation rate of women is the fact that employers tend to offer on-the-job training to workers in qualified jobs. In this context, women's jobs are usually considered as less qualified and studies show that there is an under-investment in human capital in jobs such as clerical work where women are concentrated. Another factor that comes into play is the relation between on-the-job training and an employee's real or anticipated stability in the enterprise. Although women's periods of absence from the labour market for family reasons are much shorter now than before, they are still perceived as less attached to their jobs. It has been shown, for instance, that women with young children are less likely to be offered training by their employers. Another characteristic of women's jobs that negatively affects their participation in training is the fact that they are over-represented in areas of marginal employment such as part-time work. Employers tend to offer less training to these employees because they are considered less motivated and less productive. Finally, the positive relation that has been shown to exist between size of firm and the incidence of training may equally have an adverse impact since women are over-represented in small and mediumsized firms. Even if employers modify their practices in order to give women access to training for non-traditional jobs, some barriers can still limit positive outcomes. These barriers may exist during or after training. For instance, for reasons arising from education or the traditional nature of their job experience, women are less familiar with basic technical skills. Studies have shown that the chances of women remaining in and successfully completing these programmes are improved if, prior to training, they receive some technical or scientific instruction in areas such as refresher mathematics or technical vocabulary. Positive attitudes and awareness on the part of trainers are also important factors in avoiding discouragement and withdrawal from the programme by women workers. Finally, once training is over, occupational mobility may not necessarily follow for various reasons such as bias of supervisors against women entrants in non traditional jobs or a lack of seniority. The analysis presented in this article proposes a comprehensive framework for studying women's participation in on-the-job training programmes. One of the main features of the analysis is to demonstrate the interactions between a large number of variables. The next step is to improve our knowledge of this situation through use of a more comprehensive statistical data base, and through case studies. Given the fact that hiring has considerably slowed down for cyclical as well as structural reasons, promotions into non-traditional jobs will probably become the main avenue for employment equity, hence the importance of on-the-job training for women workers.
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Sanders, Don, and Jim Maguire. "Promoting increased diversity in the oil and gas industry workforce." APPEA Journal 50, no. 2 (2010): 743. http://dx.doi.org/10.1071/aj09107.
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Changes in employment practices in the Australian upstream oil and gas industry are undoubtedly creating a more diverse workplace. Further anticipated skill shortages have caused a shift from dependency on traditional skilled labour supply sources to an increase in under-represented groups, including women and Indigenous Australians. This presentation is focussed on the current situation in relation to recruitment, training and employment within the industry. It outlines the imperatives that are driving the move to consider pro-actively engaging under-represented groups in the oil and gas workforce of the future. The presentation includes: a review of the regional demographics that make a compelling business case for a move towards a more diversified workforce in the industry; coverage of two recent case studies involving companies that have made the decision to move away from conventional recruiting and employment practices; the business benefits that have accrued to these companies as a result of this re-configured workforce development planning model; a focus on the specific strategies employed to engage applicants from the under-represented groups to ensure a successful orientation, induction, recruitment and retention into the industry; and, an outline of the importance of implementing a formal, highly structured and monitored mentoring arrangement to complement this innovative approach.
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Richardson, Paul G., Andrew Spencer, Paul Cannell, Simon J. Harrison, Laurence Catley, Craig Underhill, Todd M. Zimmerman, et al. "Phase 1 Clinical Evaluation of Twice-Weekly Marizomib (NPI-0052), a Novel Proteasome Inhibitor, in Patients with Relapsed/Refractory Multiple Myeloma (MM)." Blood 118, no. 21 (November 18, 2011): 302. http://dx.doi.org/10.1182/blood.v118.21.302.302.
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Abstract Abstract 302 Background: Marizomib has a novel, non-peptide based, bicyclic structure and compared to other proteasome inhibitors, unique properties of clinical relevance. Specifically, marizomib produces rapid, broad and prolonged inhibition of all 3 20S proteasome catalytic activities, and markedly different safety and efficacy profiles, including activity against MM resistant to bortezomib (BZ) both in vitro and in vivo. Materials and Methods: Marizomib was given IV over 1–120 minutes on days 1, 4, 8 and 11 of 21-day cycles in 2 separate and parallel dose escalation studies performed in Australia and the United States in patients with relapsed and refractory MM. In addition to standard safety and efficacy monitoring, pharmacokinetics (PK) and proteasome inhibition as part of pharmacodynamics (PD) were assessed. Dexamethasone (20 mg) was given the day prior to and day of treatment in one study and could be added for patients who did not achieve a minimal response (MR) or better after 2 cycles in the other study. Toxicity evaluation was performed using CTCAE v3.0 and response was assessed by modified European Group for Blood and Marrow Transplantation (EBMT) and Uniform Criteria (UC). Results: 34 patients (16 men and 18 women) have been treated at doses of 0.075 to 0.6 mg/m2/dose BIW with a median age of 62.5 years, in both studies. Patients received a median of 6 prior regimens; 30 patients (88%) had been exposed to prior BZ, including 24 (71%) who were BZ -refractory. The maximum tolerated dose of marizomib was found to be 0.4 mg/m2 over a 60 minute infusion time and 0.5 mg/m2 over a 120 minute infusion. Dose limiting toxicities included transient hallucinations, cognitive changes and loss of balance, all of which proved reversible. The most common drug-related adverse events were fatigue, nausea, vomiting, dizziness, headache, diarrhea, constipation, insomnia, anorexia, and dyspnea, which proved manageable with supportive care and/or dose reduction. Importantly, marizomib did not appear to induce myelosuppression, peripheral neuropathy (PN) or thrombocytopenia. PK analysis demonstrated a rapid elimination half-life (< 20 minutes) and large volume of distribution, with PD analyses of packed whole blood (PWB) and peripheral blood mononuclear cells (PBMC) confirming dose dependent proteasome inhibition. At interim analysis, of 22 patients with evaluable disease for best response to marizomib +/− dexamethasone, 3 had achieved partial response (PR) by EBMT/UC (14%). In the active dose range of 0.4–0.6 mg/m2, 15 pts were evaluable with PR in 3 pts (20%), all of whom were refractory to prior BZ. Median time on treatment was 1.5 months, with stable disease or better documented in 16 pts (73%). Conclusions: The safety profile of marizomib clearly differs from BZ, without significant treatment–emergent PN or myelosuppression described. Preliminary results suggest anti-myeloma activity, with responses seen in patients in whom BZ had previously failed, as well as interesting PK/PD characteristics and tissue distribution supporting a possible role in patients with different disease characteristics (such as extramedullary spread). The efficacy and safety of 0.5 mg/m2 of marizomib given twice weekly, alone or with low dose dexamethasone, warrants further study, and continues to be investigated. Future directions will include combination approaches with lenalidomide and dexamethasone. Disclosures: Richardson: Bristol Myers Squibb: Membership on an entity's Board of Directors or advisory committees; Novartis: Membership on an entity's Board of Directors or advisory committees; Johnson & Johnson: Membership on an entity's Board of Directors or advisory committees; Celgene: Membership on an entity's Board of Directors or advisory committees; Millennium: Membership on an entity's Board of Directors or advisory committees. Cannell:Nereus Pharmaceuticals: Investigator. Harrison:Nereus Pharmaceuticals: Research Funding. Jakubowiak:Ortho Biotech: Consultancy, Honoraria, Speakers Bureau; Celgene: Consultancy, Honoraria, Speakers Bureau; Millennium Pharmaceuticals: Consultancy, Honoraria, Membership on an entity's Board of Directors or advisory committees, Speakers Bureau; Onyx Pharmaceuticals: Consultancy, Membership on an entity's Board of Directors or advisory committees; Bristol-Myers Squibb: Consultancy, Honoraria, Membership on an entity's Board of Directors or advisory committees; Exelixis: Consultancy, Honoraria. Palladino:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Longenecker:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Lay:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Lloyd:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Hannah:Nereus Pharmaceuticals, Inc.: Consultancy. Reich:Nereus Pharmaceuticals: Consultancy. Spear:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Anderson:Onyx: Consultancy; Merck: Consultancy; Bristol Myers Squibb: Consultancy; Novartis: Consultancy, Membership on an entity's Board of Directors or advisory committees; Acetylon: Founder; Nereus Pharmaceuticals, Inc: Consultancy; Millennium: Consultancy; Celgene: Consultancy.
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Redmond, Janice, Elizabeth Anne Walker, and Jacquie Hutchinson. "Self-employment: is it a long-term financial strategy for women?" Equality, Diversity and Inclusion: An International Journal 36, no. 4 (May 15, 2017): 362–75. http://dx.doi.org/10.1108/edi-10-2016-0078.
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Purpose Becoming self-employed has appeal to both genders. For many women, balancing work and family is a key motivator. However, businesses owned and operated by women are often very small, with limited turnover. This potentially can have disastrous consequences when these women come to retire, unless a solid retirement savings strategy has been considered. The purpose of this paper is to outline many of the issues and implications of a lack of research in this area. Design/methodology/approach Data were collected from 201 small business owners via a convenience sample derived from various databases. The survey was completed on-line and analysed using SPSS. Findings Many self-employed women in Australia have neither enough savings for their retirement, or an actual retirement plan. This is exacerbated by the lack of regulation requiring mandatory contributions into a superannuation (personal pension) fund by small business owners, unlike pay as you go employees, whose employers must contribute a certain about on their behalf. Social implications Middle-to-older aged women are the biggest cohort of homeless people in Australia. This is likely to grow as self-employed Baby Boomers stop working and find they do not have sufficient personal financial resources to fund their retirement. Originality/value Whereas there is much written about gender and small business ownership, as well as retirement and savings planning, these two areas have not been researched before in Australia. Yet it is an issue for the majority of small business owners, particularly women.
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Newman, Andrew. "The Legal In/Security of Temporary Migrant Agricultural Work: Case Studies from Canada and Australia." Deakin Law Review 18, no. 2 (December 1, 2013): 361. http://dx.doi.org/10.21153/dlr2013vol18no2art43.
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Despite differing labour law systems and program structures, temporary migrant agricultural workers under the Canadian Seasonal Agricultural Worker Program and Australian Seasonal Worker Program often possess minimal security of employment rights and protections, despite potentially lengthy periods of consecutive seasonal service to the same employer. Such lesser rights and protections are partly due to the central role played by continuity of service in determining the length of reasonable notice periods and the strength of unfair dismissal protections and stand-down/recall rights. Although it is often presumed that the temporary duration of the seasonal work visa necessarily severs the legal continuity of the employment relationship, such is not the case. This article argues that security of employment rights and protections can be re-conceptualised to recognise non-continuous seasonal service within the current parameters of a fixed-term work visa. In both Canada and Australia this could be accomplished through contractual or collective agreement terms or through the amendment of labour law legislation. Such reforms would recognise a form of unpaid ‘migrant worker leave’, whereby the legal continuity of employment would be preserved despite periods of mandatory repatriation, thus allowing accrual of security of employment rights and protections.
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Laß, Inga, and Mark Wooden. "Temporary employment and work‐life balance in Australia." Journal of Family Research 32, no. 2 (September 9, 2020): 214–48. http://dx.doi.org/10.20377/jfr-357.
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While it is often believed that temporary forms of employment, such as fixed-term contracts, casual work and temporary agency work, provide workers with more flexibility to balance work and private commitments, convincing empirical evidence on this issue is still scarce. This paper investigates the association between temporary employment and work-life balance in Australia, using longitudinal data from the Household, Income and Labour Dynamics in Australia Survey for the period 2001 to 2017. In contrast to previous studies, we compare results from pooled cross-sectional and fixed-effects regressions to investigate the role of time-constant unobserved worker characteristics in linking temporary employment and work-life outcomes. The results show that, after accounting for job characteristics and person-specific fixed-effects, among women only casual employment is unequivocally associated with better work-life outcomes than permanent employment. For men, we mostly find negative associations between all forms of temporary employment and work-life outcomes, but the magnitudes of these associations are much smaller and mostly insignificant in fixed-effects models. This result suggests that male temporary employees have stable unobserved traits that are connected to poorer work-life balance.
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Dantas, Jaya A. R., Penelope Strauss, Roslyn Cameron, and Claire Rogers. "Women Migrants in Western Australia: Case Studies of Resilience and Empowerment." Social Change 50, no. 1 (March 2020): 77–94. http://dx.doi.org/10.1177/0049085719901074.
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This article presents findings from an exploratory research using descriptive case studies of 12 migrant women in Western Australia. The purposive sample represents the government, academia, the private sector, community, civil society and not-for-profit organisations and is ranged in age from the late 20s to the 70s. Underpinned by theoretical frameworks of resilience and empowerment, women have shared their personal case narratives, and five case studies are presented in this paper. Our findings resonate with the vital and uncontested importance of education, the desire to be empowered, the capacity to be resilient and adaptive and the importance of giving back to the community. Key recommendations include the need for migrant women’s continued access to avenues of empowerment and furthering education. The provision of adaptive structures builds resilience and grows strong communities where women feel empowered. We propose that women migrants, through alliances and collaboration, cross borders of learning and work towards generating change and transformation.
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Darian-Smith, Kate. "The ‘girls’: women press photographers and the representation of women in Australian newspapers." Media International Australia 161, no. 1 (September 26, 2016): 48–58. http://dx.doi.org/10.1177/1329878x16665002.
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In 1975, Fairfax News commemorated International Women’s Year by appointing Lorrie Graham as its first female cadet photographer. Women only joined the photographic staff of newspapers in significant numbers from the 1980s and were more likely to be employed on regional newspapers than the metropolitan dailies. This article draws on interviews with male and female press photographers collected for the National Library of Australia’s oral history programme. It provides an overview of the history of women press photographers in Australia, situating their working lives within an overtly masculine newspaper culture where gender inequity was entrenched. It also examines the gendered and evolving photographic representations of women in the Australian press, including those of women in positions of social and political leadership. Although women press photographers have achieved greater recognition in the 2000s, the transformation of the media industry has impacted the working practices and employment of press photographers.
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Foroutan, Yaghoob. "Gender, Religion and Work." Fieldwork in Religion 3, no. 1 (July 19, 2009): 29–50. http://dx.doi.org/10.1558/firn.v3i1.29.
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This article explains the work patterns and determinants of the South Asian female Muslim migrants in the multiethnic and multicultural setting of Australia. The paper also compares the work differentials of this group of female migrants with non Muslim female migrants from the same region of birth, Muslim women from other regions of birth, other groups of female migrants, and native-born women. Accordingly, the multivariate results of this comparative analysis provide the opportunity to examine appropriately the influence of religion on the employment status of Muslim women from the South Asian region in both intra region and worldwide comparisons.
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Newton, Kathy, and Kate Huppatz. "Policewomen’s Perceptions of Gender Equity Policies and Initiatives in Australia." Feminist Criminology 15, no. 5 (June 24, 2020): 593–610. http://dx.doi.org/10.1177/1557085120937060.
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This paper explores policewomen’s perceptions of Equal Employment Opportunity (EEO) initiatives including breastfeeding rooms, part-time and flexible work arrangements, and gender quotas. Drawing on interviews with 18 Australian policewomen, our analysis reveals that while policewomen recognize that good initiatives and policies exist, when workers attempt to access them, they are often met with resistance and resentment. Policewomen express concerns about quotas, fearing that they might translate to a loss of respect and credibility for women workers. Our research aims to create a more nuanced understanding of how EEO policies are practiced within policing and considers possibilities for future policies.
Dissertations / Theses on the topic "Women Employment Australia Case studies"
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Edwards, Larry Guy. "Dimensions of gender discrimination in Oklahoma's system of higher education : case studies /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1989.
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Tubbeh, Taghrid Khuri. "The Determinants of Women's Work: A Case Study from Three Urban Low-income Communities in Amman, Jordan." PDXScholar, 1994. https://pdxscholar.library.pdx.edu/open_access_etds/1208.
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This study addresses the determinants of women's economic activity in three low income communities in Amman, the capital of Jordan. These communities represent what is typically referred to as "pockets of urban poverty." Besides addressing the demographic and socio-economic variables, the study identifies and includes cultural variables in a model of female labor force participation. Modern economic systems developed definitions and measurements of productivity that render the majority of women's work as non-productive. Activities within the domestic sphere that do not earn monetary returns are not measured as productive economic activities, and hence are dropped from the calculations of gross national and domestic products of most if not all developing nations. In the Arab Middle East, where women's work outside the home is relatively a recent phenomenon, labor statistics are measuring only female labor force in the "formal sector" of the labor market. The scope and magnitude of women's economic activity within the domestic sphere, or in what is termed the informal sector, is neglected, or at best, underestimated, by labor force statistics. In such cultural contexts where women's economic activity outside the home is still considered secondary to the array of their reproductive and home-related activities, the underlying thesis is that cultural factors play an important role in shaping the outcomes of women's decisions regarding labor force participation. A field survey covered the sample of adult women, aged 15 years and over. To achieve a 95% level of significance, 435 women were interviewed. Three field surveyors were trained to thoroughly probe and depict all types of economic activity for the purpose of raising cash, be it in the formal or the informal sectors of the labor market. A nested logit model assesses the effects of demographic and socio-economic variables on women's employment status. Employment status is defined as a dichotomous dependent variable indicating whether a woman does or does not work. The second step of the logit model incorporates cultural variables in addition to the demographic and socio-economic variables. Each logit run segregates women by marital status, and one run addresses the pooled sample of women, with marital status included as a predictor variable. The results indicate that age and marital status (in the pooled sample) are important variables in determining the employment status of women. The presence of a resource person to help the ever-married woman in child-care also had a significant effect on women's employment decisions. Household income, which represents the need for the woman's income, is also a significant variable. In the second step of the nested logit model, education significantly influences women's work outside the home. Segregation (a cultural variable that represented a constraint to women's work in a mixed environment) is also a significant variable in influencing women's work inside the home. This study shows that when addressing the determinants of female labor force participation, it is important to include cultural variables and assess their effect on influencing the outcome of women's decisions to undertake economic activity. Policies that seek to increase female employment need to be aware of the cultural and demographic (fertility related) considerations. Consequently, employment creation and enhancement programs need to be formulated and designed with this consideration in focus. For example, child-care facilities could be established within communities. This will free sometime of mothers with children to work outside the home, and will create child-care jobs within the community. Realizing that, due to cultural barriers, some women will still desire to only work at home, agencies providing marketing channels for such activities need to be established.
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Chung, Wai-hong, and 鍾偉航. "The white-blouse worker and industrial order: a study of female clerical workforce in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31220745.
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Eachells, Mandy Johlene. "Women and decision-making in the print media : a study to establish whether newspaper content has been transformed by employing more black women in decision-making positions." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50230.
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Thesis (MPhil)--University of Stellenbosch, 2004.ENGLISH ABSTRACT: This study investigates whether black women in senior management positions with decision-making authority have had an impact on the newsrooms of the Cape Town newspapers Die Burger, the supplement Jip, community newspaper MetroBurger, the Cape Times, the Cape Argus, the Weekend Argus and the Southern Mail, one title of the Cape Community Newspapers. Labour legislation promulgated in South Africa in 1994 means companies have to employ human resources equitably in keeping with the racial demographics of each province. Given the historical background of the South African media and the fact that it is almost 10 years after the first democratic elections in this country, what new paths have black South African women journalists forged for new journalists? This study focuses on the role of black women with regard to decisionmaking at the aforementioned newspapers. During the course of this study, 5 of the 6 women respondents have resigned from their positions. Other findings are that the editors generally have limited knowledge of the responsibilities of the women in this study. The editors have also indicated that no changes have been made or will be made to the job descriptions of the women, while the women have indicated that there have, indeed, been changes to their job descriptions. These changes have related to editorial and non-editorial responsibilities. While no training plans have been set out specifically for the women respondents, most of them have indicated they wanted more training opportunities. Most of the women respondents have indicated higher remuneration and job satisfaction as being the main reasons for resigning.
AFRIKAANSE OPSOMMING: Die studie ondersoek die impak wat swart vroue in senior bestuursposisies met besluitnemingsgesag gehad het op die nuuskantore van die volgende Kaapse koerante: Die Burger, die Jip bylae, die MetroBurger gemeenskapskoerant, die Cape Times, die Cape Argus, die Weekend Argus en die Southern Mail, een titel in die Cape Community Newspapers-stal. Arbeidswetgewing wat in 1994 in Suid-Afrika gepromulgeer is, beteken maatskappye moet menslike hulpbronne in diens neem op 'n regverdige basis en in oorenstemming met die rasse-demografie van elke provinsie. Gegewe die historiese agtergrond van die Suid-Afrikaanse media en die feit dat dit bykans 10 jaar is ná die eerste demokratiese verkiesing, watter nuwe paaie het Suid-Afrikaanse vrouejoernaliste gebaan vir nuwe joernaliste? Die studie fokus op die rol van swart vroue met betrekking tot die besluitnemingsproses in die genoemde koerante. Gedurende die studie het vyf van die ses respondente bedank. Ander bevindinge is dat redakteurs in die algemeen 'n beperkte kennis het van die verantwoordelikhede van die vroue wat deelgeneem het aan die studie. Die redakteurs het ook aangedui dat geen veranderings gemaak is of gemaak gaan word aan die posbeskrywings van die vroue nie, terwyl die vroue aangedui het dat daar wel veranderings aan hul posbeskrywings gemaak is. Hierdie veranderings was verwant aan redaksionele en nie-redaksionele verantwoordelikhede. Terwyl geen opleiding spesifiek uitgewys is vir respondente in hierdie studie nie, het die meeste van hulle aangedui dat hulle meer opleidingsgeleenthede sou wou hê. Die meeste respondente het ook aangedui dat die hoofredes vir hul bedanking beter salarisse en werksbevredeging is.
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Ross-Smith, Anne. "Women who manage women's experience as managers in contemporary Australian organisations : implications for the discourse of management and organisation(s) /." Phd thesis, Australia : Macquarie University, 1999. http://hdl.handle.net/1959.14/26116.
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Thesis (PhD)--Macquarie University, Graduate School of Management, 1999.Bibliography: leaves 353-372.
Introduction and thesis overview -- A clarification of how common terms and key concepts within managerial and organisational discourse are interpreted within the thesis -- Theoretical and philosophical concerns: gender and the discourse of management and organisation(s) -- Contextualising the research: an overview of social, political, economic/business organisational conditions in contemporary Australia and review of literature germane to the empirical research studies -- Research methodology, judgement criteria and framework for analysis and representation -- Women managers: day to day managerial work and behaviour: ethnographic/participant observation studies -- Women's perceptions of their experience as managers: the interview studies -- Conclusions and thesis summary.
This thesis investigates the managerial experience of senior women in contemporary Australian public and private sector organisations and explores the implications this investigation has in relation to the discourse of management and organisation(s). -- The thesis proposes that although women have gained a presence in the ranks of senior management in the last twenty years, they continue to remain marginal to the discourse of management and organisation(s). The reason for this, it is argued, is because of the preoccupation this discourse has with conceptions of rationality and masculinity. This proposition is elaborated in the thesis by tracing the philosophical and sociological interpretations of reason and rationality from ancient Greek philosophy to its embodiment in the contemporary discourse of management and organisation(s). -- Whether for biological, social or psychological reasons, it can be argued that men and women are 'different'. A further proposition, therefore, is that they will have a 'different' experience as managers. On the basis of this proposal, the thesis evaluates contemporary theories of gender and sexual difference, but stops short of defining 'difference' specifically with regard to women's experience as managers. Instead, it allows the empirical research to determine what it is that constitutes 'difference' in such a context. -- The empirical component of the thesis seeks to develop an understanding of how senior women managers in contemporary Australian organisations both experience and interpret their experience in management. This is achieved by the use of two different, but complementary studies. Using an ethnographic/participant observation case study approach, the first of these investigates the day to day managerial activities, over time, of two senior women managers, one from the private and one from the public sector. The second component of the empirical research involves as series of in depth interviews with forty senior women managers in Australian public and private sector organisations, together with a small number of interviews with their immediate superiors and subordinates, and observation, by the researcher, of their workplaces. The location of the empirical research in the late 20th century, some twenty years or so after women started to enter the ranks of management in Australia, allows for a reflection on women's progress in management in this country during this period. It also allows for contemporary social and organisational conditions in Australia to be a consideration in evaluating the research participant's managerial experience. The thesis, therefore, links the empirical research findings to Australian literature and research on women and management, current social trends in this country, characteristics of the Australian business culture, Australian managementand the Australian manager.
The research framework utilised in the thesis is informed by critical, feminist and postmodern approaches to organisational analysis. For this reason the Deetz (1994) schema, which defines organisational reserch from the perspective of four differing discursive spaces - dialog, critical, interpretive and normative is utilised to locate the research orientation of the empirical studies. This schema recognises that overlap between the four discursive spaces is possible and thus can accommodate insights from each of the above mentioned approaches, as well as areas of overlap between them. -- The principal research findings suggest, in summary, that women in senior management in Australia largely conform to the traditional (masculine) norms that are deeply embedded in the discourse of management and organisation(s) and in managerial practice, yet at the same time, they consider themselves to be 'different'. A feminist interpretation of Social Contract theory, together with a feminist analysis of Foucault's (1988) notion of an 'ethics' of the self and the link between this notion and non essentialist feminist theory are used in the discussion of the empirical research findings to construct an interpretation of 'difference' as it applies to women's managerial experience. -- The contribution to knowledge in the field of organisational analysis that the thesis seeks to make includes: adding new grounded empirical research whcih uses alternative approaches to organisational understanding; providing a comprehensive analysis of the philosophical and sociological underpinnings of the relationship between management, rationality and masculinity; providing a platform for future policy development and organisational practice, and adding a perspective on contemporary managerial practice and organisation conditions against which to gauge classical studies of managerial work and behaviour. -- Finally, the thesis can also be seen to provide additional insights into recent critiques of essentialist feminsit theory and the 'feminisation of management'/female advantage literature.
Mode of access: World Wide Web.
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Merkes, Monika, and monika@melbpc org au. "A longer working life for Australian women of the baby boom generation? � Women�s voices and the social policy implications of an ageing female workforce." La Trobe University. School of Public Health, 2003. http://www.lib.latrobe.edu.au./thesis/public/adt-LTU20051103.104704.
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With an increasing proportion of older people in the Australian population and increasing health and longevity, paid work after the age of 65 years may become an option or a necessity in the future. The focus of this research is on Australian women of the baby boom generation, their working futures, and the work-retirement decision. This is explored both from the viewpoint of women and from a social policy perspective. The research draws on Considine�s model of public policy, futures studies, and Beck�s concept of risk society. The research comprises three studies. Using focus group research, Study 1 explored the views of Australian women of the baby boom generation on work after the age of 65 years. Study 2 aimed to explore current thinking on the research topic in Australia and overseas. Computer-mediated communication involving an Internet website and four scenarios for the year 2020 were used for this study. Study 3 consists of the analysis of quantitative data from the Healthy Retirement Project, focusing on attitudes towards retirement, retirement plans, and the preferred and expected age of retirement. The importance of choice and a work � life balance emerged throughout the research. Women in high-status occupations were found to be more likely to be open to the option of continuing paid work beyond age 65 than women in low-status jobs. However, the women were equally likely to embrace future volunteering. The research findings suggest that policies for an ageing female workforce should be based on the values of inclusiveness, fairness, self-determination, and social justice, and address issues of workplace flexibility, equality in the workplace, recognition for unpaid community and caring work, opportunities for life-long learning, complexity and inequities of the superannuation system, and planning for retirement. Further, providing a guaranteed minimum income for all Australians should be explored as a viable alternative to the current social security system.
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Middleton, Susan Clare. "Towards a gender analysis of women and development: a case study of the gender division of labour in a rural black community in South Africa." Thesis, Rhodes University, 1994. http://hdl.handle.net/10962/d1003114.
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This thesis examines the topic of the position of women in rural development. This topic has become the focus of extensive international debate at theoretical and policy levels, but for historical reasons remains relatively undeveloped in South Africa. After reviewing a number of contemporary approaches, the thesis argues in favour of the "Gender and Development" approach, and applies this to a case study of the gender division of labour in a rural black community in South Africa. Chapter one reviews the variants of the "Women in Development" (WID) approaches, as well as the claims of "Global Feminism". It is argued that, although Global Feminism began as a critique of WID approaches, it is in fact similar in many respects to the contemporary "empowerment" focus within the WID tradition. Although useful, these approaches are not sufficiently explicit in their theorizing of gender relations in the context of development. Chapter 2 sets out the key elements of the "Gender and Development" approach, which emphasises the complexity of the issue of women's interests, and warns against assuming a commonality of interests amongst all women. Instead, the GAD approach demands a detailed investigation of socially constructed gender relations in specific communities, with a special focus on the gender division of labour. For GAD theorists such analysis is a requirement of development planning which seeks to advance the position of women. Chapter 3 spells out the methodological implications of the GAD approach, and develops a specific research design, influenced by GAD as well as feminist methodology, for the investigation of the gender-specific needs of women in Merino Walk, a rural black community. Chapter 4 presents a brief overview of the general context of rural women in Southern Africa, and a specific history of the Merino Walk community. Chapter 5 presents the results of the research. In the context of this thesis, the results are presented essentially as an illustration of the application of the GAD principles to a specific South African example. The conclusion draws out some of the issues which emerge from the research.
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王莉靜. "非政府組織與女性就業創業 : 以楊浦區婦聯的實踐為例." Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636918.
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Nolan, Melanie. "Uniformity and diversity : a case study of female shop and office workers in Victoria, 1880 to 1939." Phd thesis, 1989. http://hdl.handle.net/1885/131302.
Full textAbstract:
Paid shop and office work in Victoria feminized between 1880 and 1939. The
majority of workers were men in 1880 while the majority were women by
1939. But female labour did not simply replace male labour. There were
changes within the sexual divisions as much as between them. While gender
did divide the labour market, it was not the only division. As various groups of
women were progressively employed in the shop and office sector, the jobs
they performed were recast. At the same time, different groups of men were
recruited and the nature of the jobs they filled changed. The feminization
process involved transformations in work and workers.
The theories usually employed to describe and explain feminization cannot
adequately account for these developments in Victoria. They emphasize the
uniformity of female labour. This thesis questions such homogenization
theories as proletarianization, patriarchal state structuralism, reserve army of
labour, and scientific management. It points to differentiation along many
axes as changes in recruits' marital status, age and socio-educational
backgrounds are examined. At the same time, I argue that while
transformation in workers has been overlooked, transformation in work has
been exaggerated. Most shop and office workers in Victoria in 1939 worked
in small workplaces not dissimilar to the 1880s. The polarization of
workplaces is another aspect of diversity. In brief, I have studied the
processes which segmented, not unified, the retail and clerical workforces.
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Tyler, Diane. "The women-in-development efficiency approach : a case study of programming income generation in a Chinese village." Thesis, 2002. http://hdl.handle.net/2429/13612.
Full textAbstract:
In the 1970s, international development planners began to recognize women's
important roles in their communities. A variety of approaches to include women have
since evolved, and their merits are debated. They have been described in the literature
as "welfare," "Women-in-Development" (WID), and "Gender and Development"
(GAD). The welfare approach focuses on basic needs while strengthening women's
homemaker and reproductive roles. The WID approach is based on increasing women's
incomes as a means toward empowerment. The Gender and Development (GAD)
addresses systemic gender discrimination. There is need for research in development
planning. Development programs track results during the project, but seldom look at
long term impacts and sustainability.
This thesis reports the results of research on a 1991 WID efficiency approach,
women's income generation project in Shaanxi Province, China, by examining the
impact seven years later. My methodology involved interviews with twenty-one
women project participants, eight husbands, village leaders and informal lunch-hour
focus group discussions with villagers. The project involved transition from grain to
orchards. The orchards dramatically increased women's incomes and improved the
quality of village life. The women took full control of orchard management, pushing
men out of the orchards saying that they were "incapable" of the monotonous orchard
tasks. Most husbands found off-farm jobs, diversifying household incomes. Women
gained marketing skills, self-confidence, and financial independence, but remained
vulnerable as primary producers to income fluctuations. Most women stayed outside
village politics, and traditional gender role socialization was maintained. The project
fulfilled women's needs and interests, however, long term results for women are mixed.
The Shaanxi field project was one of sixty-six field projects under the Canada-
China Women-in-Development Project (1990-1995) implemented in partnership by the
Canadian International Development Agency (CIDA) and the All-China Women's
Federation. The project had two components: poverty reduction and institutional
strengthening of the Women's Federation. I was the Canadian co-manager of the
Canada-China WID Project, and have since completed more than thirty contracts
(fifteen projects) plus a two-year contract as co-manager of the Canada-China Women's
Law Project (one year of which was full-time in China). My research is intended to
assist and improve my future work in the development field, and to inform those
interested in women's development program planning and gender equality policy.
Good planning was key to the strength of the Canada-China WID Project.
Partners shared a common goal. CIDA's efficiency approach supported the Women's
Federation policy to bring women into production as a means of achieving equality.
Participatory planning and decision-making involved Federation project officers across
China. Delegation in management and clear, commonly set guidelines increased
partners' involvement and accountability. Power in planning gradually, and tacitly,
transferred to the Women's Federation as they assumed ownership and responsibility
for results.
Strong donor/recipient partnership and participatory planning processes
strengthen potential for sustainable results. Suggestions to improve women's
development planning include: increasing gender awareness, strengthening women's
interest and capacity in political participation, developing risk mitigation strategies to
lessen income insecurity, blending WID/GAD projects, and further research on project
impacts.
Books on the topic "Women Employment Australia Case studies"
1
Women, Centre for Research on European. Local employment initiatives. Luxembourg: Office for Official Publications of the European Communities, 1985.
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2
Kasturi, Leela. Women workers in India: Studies in employment and status. Delhi: Chanakya Publications, 1990.
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3
Women in business: Theory, case studies, and legal challenges. New York, NY: Routledge, 2010.
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4
Reeves, Martha E. Women in business: Theory, case studies, and legal challenges. New York, NY: Routledge, 2010.
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5
Lutege, Paschal. Women in business: A study on women enterprise development in four districts in Tanzania. [Arusha, Tanzania]: FAIDA, 2002.
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6
George, Psacharopoulos, Tzannatos Zafiris 1953, and World Bank, eds. Case studies on women's employment and pay in Latin America. Washington, D.C: World Bank, 1992.
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7
Reeves, Martha E. Women in business: Theory, case studies, and legal challenges. New York, NY: Routledge, 2010.
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8
Assmuth, Laura. Naisten ansiotyö ja kulttuurinen muutos: Eteläitalialaisessa kaupunkiyhteisössä. Helsinki: Sosiaali- ja terveysministeriö, 1993.
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9
Elena, Valenzuela María, Reinecke Gerhard, and International Labour Office, eds. Más y mejores empleos para las mujeres?: La experiencia de los países del Mercosur y Chile. [Santiago]: Oficina Internacional del Trabajo, 2000.
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10
Cusulos, Anastasia. The case of Vanessa. Yarmouth, Me: Intercultural Press, 1999.
Find full textBook chapters on the topic "Women Employment Australia Case studies"
1
Steele, Linda, and Beth Goldblatt. "The Human Rights of Women and Girls with Disabilities: Sterilization and Other Coercive Responses to Menstruation." In The Palgrave Handbook of Critical Menstruation Studies, 77–91. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-0614-7_8.
Full textAbstract:
Abstract Steele and Goldblatt argue that menstruation is a key site for discrimination and violence against women and girls with disabilities and that the law has been complicit in sustaining these injustices. The authors make this argument by exploring the law as it relates to sterilization and provide an overview of some of the legal dimensions of menstruation in relation to women and girls with disabilities. The authors offer Australia as a case study of the human rights challenges for this population. The study concludes with a call for critical menstruation studies scholarship to engage with the legal dimensions of menstruation in relation to women and girls with disabilities and consider how mainstream menstruation activism can address this population’s experiences and needs.
2
Alston, M. "Gendered livelihood adjustments in the context of climate-induced disasters." In Gender, climate change and livelihoods: vulnerabilities and adaptations, 174–84. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781789247053.0013.
Full textAbstract:
Abstract This chapter focuses on the impact of climate-induced disasters on gendered livelihood adaptations in three contrasting countries: Lao PDR, Bangladesh, and Australia. At first glance there appears little commonality between these countries and their responses. The focus of this chapter is on the women in agricultural communities in these countries, where families are now adjusting to the reality of ongoing climate-induced disasters by seeking new ways of supporting themselves. Where disasters have eroded communities and critical local resources (such as agricultural land, animals, and productive capacity), families face the need to restructure income generation. Universally these agricultural livelihood adaptations involve complex gender rearrangements as people reconfigure how best to adapt. The case studies presented here illustrate the significant restructuring in both developed and developing countries and the remarkably similar although complex gendered livelihood adaptations under way.
3
Blackham, Alysia. "Hearing and Judgment." In Reforming Age Discrimination Law, 210—C6.N287. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780198859284.003.0006.
Full textAbstract:
Abstract This chapter critically analyses the hearing and judgment stage of the individual enforcement of age discrimination law. Focusing on empirical case studies of enforcement in the United Kingdom (UK) and Australia, it draws on qualitative and quantitative content analysis of Australian case law and UK tribunal decisions on age discrimination in employment; statistics from tribunals and courts; qualitative expert interviews; and a survey of advocates, to consider doctrinal and jurisdictional hurdles to individual enforcement. It interrogates who is able to pursue a claim to hearing and judgment, and the issues that arise in advancing a claim to court. The chapter shows that age discrimination complaints are significantly less likely than all claims to be successful at hearing, and more likely to be withdrawn. It argues that barriers to claiming in a court or tribunal are disproportionately affecting women, young people, and claims that do not relate to dismissal. The chapter maps how the costs of claiming, barriers to success, and fear of adverse costs orders have undermined the individual enforcement of age discrimination law. It offers targeted reforms to address these barriers, focusing on the burden of proof, intersectionality, and the objective justification of direct age discrimination.
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O'Shea, Michelle, Hazel Maxwell, Sarah Duffy, and Nicole Peel. "One Step Forward and Two Steps Back?" In Impacts and Implications for the Sports Industry in the Post-COVID-19 Era, 209–31. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6780-7.ch014.
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Over the last decade, professional sport for women in Australia has experienced significant growth. However, the disruption caused by the COVID-19 pandemic to all facets of life including sport has slowed momentum towards equity, diversity, and inclusion. This chapter considers the complex and contested growth of sport for women in Australia during this period. It starts with Australia and New Zealand's bid win for the 2023 FIFA Women's World Cup. Then two Australian women's sport leagues are presented as illustrative case studies: the Australian Rules Football League for Women (AFLW) and the Super Netball League. A study of grassroots women's sports in 2020 highlights the challenges access and engagement can present for women and girls during this period. In summary, an exploration of the response of Australian women's sport to the COVID-19 pandemic provides opportunities for sports organisations to reassess and recalibrate the ways they could benefit both professional and grassroots sport for all.
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Bala, Shashi, and Nimra Khan. "Gender, Leadership, and ICT." In Gender Perspectives on Industry 4.0 and the Impact of Technology on Mainstreaming Female Employment, 149–73. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8594-8.ch008.
Full textAbstract:
Mainstreaming women has been an agenda of the policymakers for long. The Beijing platform for action initiated this in 1995. Still, across the world, women have been denied expressing their potential in various forums. Though the glass ceiling has been crossed in many developing countries, we don't know at what social cost that glass ceiling has been crossed. Technology has played a vital role in effective communication to reach out to target groups, but it has also created a digital divide among the users for men and women. In this chapter, the authors analyze the significance of positive leadership in motivating inclusive growth and sustainable development. They present various case studies on leadership styles being adopted in various organizations that motivated women to be a part of the active labour market without facing any discrimination on the grounds of sex. They explore flexible working hours and the provision of institutes and infrastructure for a conducive working environment in this chapter.
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Roces, Mina. "Advocacy and Its Impacts, 1970s to circa 2000." In The Filipino Migration Experience, 114–47. Cornell University Press, 2021. http://dx.doi.org/10.7591/cornell/9781501760402.003.0007.
Full textAbstract:
This chapter discusses the struggles of Filipino when it comes to their status as an ethnic minority group. Case studies reveal how Filipino migrant advocates understood intersectionality and were able to transcend their own class positions to address the issues faced by youth and women of Filipino ethnicities. The chapter references Operation Manong in Hawaii and the Filipino Women’s Working Party in Australia as examples. It includes how Filipina activism impacted domestic violence cases in Australia. Data from the migrant archives illustrate the diversity, scope, and serious nature of the trials faced by Filipino migrants.
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Blackham, Alysia. "Claiming." In Reforming Age Discrimination Law, 115—C4.N456. Oxford University PressOxford, 2022. http://dx.doi.org/10.1093/oso/9780198859284.003.0004.
Full textAbstract:
Abstract This chapter critically considers the process of claiming using empirical mixed method case studies of the enforcement of age discrimination law in the United Kingdom and Australia. Drawing on enquiry and claim statistics from statutory agencies and community legal centres, qualitative expert interviews, and a survey of advocates, the chapter considers why age discrimination claims are so infrequent, given the reported prevalence of age discrimination in employment. The chapter argues that the perceived costs of claiming far outweigh the perceived benefits. The chapter highlights the fundamental limits of relying on individual claims to address age discrimination, even at this preliminary stage of enforcement, and identifies clear gaps in enforcement, especially for younger workers.
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Hammerton, A. James. "Migration, cosmopolitanism and ‘global citizenship’ from the 1990s." In Migrants of the British Diaspora Since the 1960s. Manchester University Press, 2017. http://dx.doi.org/10.7228/manchester/9781526116574.003.0005.
Full textAbstract:
This chapter concludes the chronological section by examining testimony of migrants from the 1990s, pointing to intensification of cosmopolitan mentalities and motivations like lifestyle enhancement. It focuses in some depth on stories of two generations of women through the separate but connected mobilities of mother and daughter, both global in outlook but deeply loyal to adopted localities. Noting that scholarship on globalisation has done little to relate the macro trends to mentalities of ordinary people, it suggests that modern migrant story-telling might shed light on how the globalising world has impacted upon wider populations as well as migrants themselves. It scrutinizes politically motivated mobility, particularly inspired by hostility to British politics and class, involving both expatriate employment, transnational marriage and serial migration; this is juxtaposed against family migration and travel seemingly devoid of political motivations but imbued with a virtual lifetime of adventure motivations. The chapter concludes with a case of a woman’s serial migration from Britain to Europe to South Africa to Australia, highlighting experiences of the ‘trailing spouse’ of an expatriate husband, of their later migration, and the impact of frequent mobility on marriage and family as well as on shifting identities.
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Annesley, Claire, Karen Beckwith, and Susan Franceschet. "Gendered Representational Criteria." In Cabinets, Ministers, and Gender, 237–48. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190069018.003.0010.
Full textAbstract:
Chapter 10 addresses the gendered consequences of representational criteria. It shows that in all seven country cases, representational criteria have been gendered to include women, and these have in turn become a powerful predictor of women’s inclusion in cabinet. The presence of strong prescriptive rules requiring women’s inclusion shapes selectors’ choices of ministers, often reducing their capacity to appoint ministers on the basis of affiliational criteria. A key finding of the chapter is that all-male cabinets are clearly a thing of the past, having disappeared as early as 1957 in Germany but as late as 1993 in Australia. Among the book’s case studies, women’s inclusion in cabinet is required. The chapter finds, however, that the timing and strength of the institutionalization of gender as a representational criterion vary cross-nationally.
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"Endocrine Disrupters." In Environmental Toxicology, edited by Sigmund F. Zakrzewski. Oxford University Press, 2002. http://dx.doi.org/10.1093/oso/9780195148114.003.0011.
Full textAbstract:
The first indications that hormonal imbalance during pregnancy may result in abnormal development of the fetus goes back to the 1930s. In 1939 researchers at Northwestern University Medical School reported that when pregnant rats were given an extra dose of external estrogen, the offspring suffered structural defects in their sex organs, both females and males (1) For years, this phenomenon was considered by the scientific and medical community as specifically related to rodents and thus did not concern humans. Furthermore, it had been generally believed that human placenta represented a barrier impenetrable by chemicals to which a pregnant woman was exposed. The myth of the placental barrier was shattered by the thalidomide tragedy. Thalidomide was developed in 1957 and found extensive use in Europe and Australia as a prescription drug to be used in pregnancy as a tranquilizer and against nausea. Soon, however, it had to be withdrawn from the market because some babies of women who took thalidomide were born highly deformed, lacking whole limbs or having underdeveloped limbs. Not all babies of women taking thalidomide suffered deformities There was no relationship between the total dose of the drug and the effect. Rather the effect depended on timing—on the time during the pregnancy during which the drug was taken. The deformities occurred only when thalidomide was taken during the organ-forming period—between the fifth and eighth week. Diethylstilbestrol (DES) was first synthesized as a synthetic estrogen-analog in 1943. In decades to follow it was widely prescribed to pregnant women for prevention of miscarriages. However, in 1952 an epidemiological study conducted at the University of Chicago indicated that there was no difference in the frequency of miscarriages between women who did not take DES and those that did take it. Despite this finding many physicians kept prescribing the drug through the 1960s. In 1971 two independent case-control epidemiological studies had shown that among girls born to women who took DES there was a high frequency of vaginal cancer occurring at unusually young age of 15 to 22 (2,3).
Reports on the topic "Women Employment Australia Case studies"
1
Hodey, Louis S., and Fred M. Dzanku. Agricultural Commercialisation in South-Western Ghana. Institute of Development Studies (IDS), October 2021. http://dx.doi.org/10.19088/apra.2021.032.
Full textAbstract:
The Agricultural Policy Research in Africa study in Ghana consists of three work streams. This report contains results of the analyses of Work Stream 1 (WS1) baseline and endline survey datasets for Ghana. Oil palm commercialisation arrangements and outcomes are the focus of WS1 in Ghana. Case studies have been carried out in two districts – Ahanta West and Mpohor – in Western Region. This report highlights the changes between 2017 and 2019 for five APRA indicators, including agricultural commercialisation (input and output), employment, poverty (income, subjective poverty and household asset ownership), food security and women empowerment.
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Muhoza, Cassilde, Wikman Anna, and Rocio Diaz-Chavez. Mainstreaming gender in urban public transport: lessons from Nairobi, Kampala and Dar es Salaam. Stockholm Environment Institute, May 2021. http://dx.doi.org/10.51414/sei2021.006.
Full textAbstract:
The urban population of Africa, the fastest urbanizing continent, has increased from 19% to 39% in the past 50 years, and the number of urban dwellers is projected to reach 770 million by 2030. However, while rapid urbanization has increased mobility and created a subsequent growth in demand for public transport in cities, this has not been met by the provision of adequate and sustainable infrastructure and services. The majority of low-income residents and the urban poor still lack access to adequate transport services and rely on non-motorized and public transport, which is often informal and characterized by poor service delivery. Lack of access to transport services limits access to opportunities that aren’t in the proximity of residential areas, such as education, healthcare, and employment. The urban public transport sector not only faces the challenge of poor service provision, but also of gender inequality. Research shows that, in the existing urban transport systems, there are significant differences in the travel patterns of and modes of transport used by women and men, and that these differences are associated with their roles and responsibilities in society. Moreover, the differences in travel patterns are characterized by unequal access to transport facilities and services. Women are generally underrepresented in the sector, in both its operation and decision-making. Women’s mobility needs and patterns are rarely integrated into transport infrastructure design and services and female users are often victims of harassment and assault. As cities rapidly expand, meeting the transport needs of their growing populations while paying attention to gender-differentiated mobility patterns is a prerequisite to achieving sustainability, livability and inclusivity. Gender mainstreaming in urban public transport is therefore a critical issue, but one which is under-researched in East Africa. This research explores gender issues in public transport in East Africa, focusing in particular on women’s inclusion in both public transport systems and transport policy decision-making processes and using case studies from three cities: Nairobi, Kampala and Dar es Salaam.
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Rethinking risk in times of COVID-19. United Nations University - Institute for Environment and Human Security (UNU-EHS), May 2022. http://dx.doi.org/10.53324/wskw1341.
Full textAbstract:
The COVID-19 pandemic has been tremendously difficult for many people across the globe. What was initially viewed as a health crisis affected societies to their core, many of which were already grappling with the devastating effects of climate change, as well as other challenges such as political instability and conflict. While each of these crises has its own identifiable causes, the increasingly interconnected nature of our world means that these shocks or hazards and the knock-on effects from them cannot be viewed in isolation. Indeed, the number of record-breaking disasters witnessed over the past years and their cascading effects across sectors and borders have illuminated those interconnections as never before. Similarly, interconnections became very visible whenCOVID-19 started to spread around the globe. The unfolding pandemic prompted a range of policy measures to limit the spread of the virus and avoid health systems becoming overwhelmed. Yet the effects of these measures, including stay-at-ho-me orders and shutdown of public life, while highly important to prevent health system collapse and reduce COVID-19 fatalities, hit the most vulnerable the hardest. Underlying vulnerabilities such as poverty, precarious jobs in the informal economy, lack of access to education and, structural gender biases were exacerbated by the pandemic. This report sheds light on the complexity of risks in a highly interconnected world, and present lessons for risk management. Focusing on COVID-19, it shows how, through the interconnectedness of societies and the underlying vulnerabilities within them, the direct and indirect impacts of the pandemic have revealed the systemic nature of risk. Through a case study approach, it demonstrates how the pandemic triggered a multitude of impacts far beyond the direct health crisis, including joblessness, debt, civil and domestic violence and the derailment of their children’s education, among many others. In many locations, women suffered disproportionately, whether as a result of bias in employment patterns or other pre-existing gender biases in society. Drawing on insights from different case studies across the world, this report also offers lessons from the pandemic for understanding risk more systemically, and presents recommendations for risk management moving forward.