Academic literature on the topic 'Women professional employees – Canada'
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Journal articles on the topic "Women professional employees – Canada"
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Looker, E. Dianne. "Gender Issues in University: The University As Employer Of Academic And Nonacademic Women And Men." Canadian Journal of Higher Education 23, no. 2 (August 31, 1993): 19–43. http://dx.doi.org/10.47678/cjhe.v23i2.183160.
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This paper examines data from a small university in Atlantic Canada, focusing on the university as employer, in order to highlight one aspect of the impact of gender on universities. The data include official records on all employees, details from contracts and terms of employment, responses to questionnaires sent to all employees, and unstructured interviews conducted with university officials. Employees belong to one of six groups: faculty, librarians, professional and technical workers, secretarial-clerical workers, physical plant employees, and "non-classified". Working conditions and salaries vary across groups and within groups by step, rank or level. Women employees are concentrated in the secretarial-clerical group, one of two with restrictive working conditions. Women are more likely than men to be part-time employees, with few employee benefits. Men dominate the higher ranks of each group; women are concen- trated at the lower ranks. Regression analyses of salaries show that, even with controls for rank, seniority and education, women in each employee group tend to earn considerably less than their male colleagues. Responses to the questionnaire reveal that women report more gender discrimination and sexual harassment than do men. The analysis highlights the importance of developing structures to address issues of gender equity for all university employees.
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Marinelli, Melissa, and Kristy McGrath. "Female workforce participation in the Australian oil and gas industry—a global comparison." APPEA Journal 52, no. 2 (2012): 709. http://dx.doi.org/10.1071/aj11123.
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As the Australian oil and gas industry faces a continued shortage of skilled employees, increasing the representation of women in this industry is a business imperative. Economic success and competitive advantage may depend on attracting and retaining the skills of women. Research shows that a gender-diverse workforce can also be linked to improved business performance, innovation and corporate governance. While women make up 46% of the Australian workforce and more than 50% of university graduates, present statistics show that on average 13% of workers in the Australian oil and gas industry are women. This is a lower proportion than comparable industries in Canada and Norway: women make up 21% and 19% of workers, respectively. In Norwegian oil companies, this level is as high as 30% (4). This extended abstract briefly discusses the present research about women's retention and progression within the Australian resource sector. It outlines the initiatives being undertaken by government, industry bodies and organisations to increase the representation of women in the Australian sector, and comparable industries in Norway and Canada. This extended abstract concludes with a case study about the challenges and lessons learnt in establishing a corporate initiative to increase female participation at Clough Limited. Women@Clough is a professional forum established in April 2011 to improve the attraction, retention and progression of women in the Clough workforce. Strategies and key success factors in the establishment of the program are also examined.
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Adams, Tracey L. "Professional employees and professional managers: conflicting logics, hybridity, and restratification." Journal of Professions and Organization 7, no. 1 (February 27, 2020): 101–15. http://dx.doi.org/10.1093/jpo/joaa005.
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Abstract A plethora of studies have documented the changing nature of professional work and the organizations in which it takes place. Among the most documented trends are the emergence of managerial–professional hybrid workers and professional (re)stratification. Although the links between these two trends have been noted, their interconnections have not been fully explored. This article analyzes data from a mixed-methods study of professional engineers in Ontario, Canada, to explore the extent to which they experience conflicting logics, hybridity, resistance, and restratification. Findings indicate that many engineers could be classified as hybrid, as they see managerial roles as an extension of engineering. At the same time, many others see managers as oppositional to engineers, with different priorities. On the whole, there is evidence of restratification as the work experiences, professional attitudes, and responses to conflicting logics (hybridity or resistance) vary between managers and employees. This restratification has the potential to undermine professional unity.
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Babushko, Svitlana. "Comparative Analysis of Legislative Provision of Adult Education in the USA and Canada (Case Study: Professional Development of Tourism Employees)." Comparative Professional Pedagogy 4, no. 2 (June 1, 2014): 52–57. http://dx.doi.org/10.2478/rpp-2014-0019.
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Abstract Today Ukraine is in the process of establishing an integral base for adult education and the system of employees’ professional development. Hence, the research of the experience of the countries with a fixed, ramified, but integral system of normative and juridical documents in the above-mentioned fields can be of great use. Addressing to the USA and Canada is caused by the fact that in these countries the questions of vocational training and professional development of employees are juridically regulated. The article represents the results of the comparative analysis of legislative provision of professional development of employees in the USA and Canada in general, and tourism employees, in particular. Laws for analysis were taken from official sites of state and federal bodies. All of them have been systemized into 4 categories: laws on employment, on human resources, on vocational training and professional development, adult education. Common and different features of both countries have been defined. It has been determined that legislative bases of the USA and Canada are ramified and diverse, but at the same time they are integral and coherent. The analysis has shown that they have a lot of common features, similarity of normative and juridical documents, which is caused, mainly, by the geographical location of these countries, by the market economy which they both have, by similar social problems and common development trends. It has also been found out that Canada has a unique federal program EMERIT aimed at continuous learning of tourism employees and their professional development. The study of foreign experience allowed us to distinguish the progressive ideas to be applied to the development of Ukrainian legislative provision.
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Cranford, Cynthia J., Leah F. Vosko, and Nancy Zukewich. "The Gender of Precarious Employment in Canada." Articles 58, no. 3 (January 22, 2004): 454–82. http://dx.doi.org/10.7202/007495ar.
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Summary This article examines the relationship between gender, forms of employment and dimensions of precarious employment in Canada, using data from the Labour Force Survey and the General Social Survey. Full-time permanent wage work decreased for both women and men between 1989 and 2001, but women remain more likely to be employed in part-time and temporary wage work as compared to men. Layering forms of wage work with indicators of regulatory protection, control and income results in a continuum with full-time permanent employees as the least precarious followed by full-time temporary, part-time permanent and then part-time temporary employees as the most precarious. The continuum is gendered through both inequalities between full-time permanent women and men and convergence in precariousness among part-time and temporary women and men. These findings reflect a feminization of employment norms characterized by both continuity and change in the social relations of gender.
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Iram Parveen, Muhammad Uzair-ul-Hassan, and Humaira Zainib. "Professional and Social Adjustment of Women Employees in Higher Education Institutions: A Regional Perspective." Research Journal of Social Sciences and Economics Review (RJSSER) 2, no. 1 (March 18, 2021): 343–51. http://dx.doi.org/10.36902/rjsser-vol2-iss1-2021(343-351).
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To safeguard the rights of women for professional and social adjustment in a society, higher education institutions can play a vital role. This study was designed to find the factors that affect the professional and social adjustment of women employees concerning gender discriminating culture in higher education institutions. Women employees from 4 universities were conveniently taken as a sample of the study. The sample size was (n=160). Inferential statistics; t-test and one-way ANOVA were used. The study concluded that women employees were satisfied with: recruitment and selection process; assignment of wages; workload; leaves rules; promotion process; dealing of head and professional development practices, while, they were not satisfied with: duty hours; career development; decision-making process, existing co-working environment and social adjustment. No effect of age, qualification, designation except experience on professional as well as on social adjustment was significantly observed.
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Biese, Ingrid, and Marta Choroszewicz. "Opting out: professional women develop reflexive agency." Equality, Diversity and Inclusion: An International Journal 38, no. 6 (August 19, 2019): 619–33. http://dx.doi.org/10.1108/edi-06-2018-0097.
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PurposeWhile previous research on opting out has been mainly about women who leave their careers altogether, the purpose of this paper is to follow a broader definition of opting out to investigate the process and experience of women developing agency as they leave masculinist career patterns to adopt alternative career solutions.Design/methodology/approachBuilding on an interdisciplinary framework and a narrative approach, this paper analyses the opting out and in processes of women managers in Finland and the USA.FindingsThis paper demonstrates four micro-strategies that the women used to develop individual agency in their processes of opting out of masculinist career models and opting in to alternative solutions for work. These micro-strategies are redefining career success, transcending boundaries, renegotiating working conditions and keeping in touch with professional networks.Practical implicationsOrganisational leaders can use the knowledge of the strategies that empower women in their opting out processes when making decisions regarding working practices. In order to retain their employees, organisations should be supportive of employees’ individual agency and their participation in developing work structures, as well as providing more opportunities for two-way blurring between work and family instead of the current one-way blurring where work spills over to family life, increasing work-family conflict.Originality/valueThis paper develops a framework to better understand women’s agency during the process of opting out of corporate careers and opting in to solutions like part-time work and self-employment, deepening the current understanding of these solutions and presenting the micro-strategies they use to develop reflexive agency.
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N D, Sowmya, and Preetham D. "An Empirical Analysis of Work Life Balance: A study on women employees in Banking Sector." YMER Digital 21, no. 07 (July 18, 2022): 691–703. http://dx.doi.org/10.37896/ymer21.07/55.
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In the current world, women are working in almost all the type of jobs demonstrating that there is no gender difference in work. Work-life balance is one of the supreme challenging issues being encountered by the women employees in the 21st century. Work- life balance means the extent to which the employee feels contented and have his or her needs fulfilled in both professional and personal faces of life. In the recent time the issue of work-life balance has gained more concern due to the reason that an individual’s work life and personal life may present contradictory demands, while demand from both the spheres are equally important. This problem is more prominent among female employees. The research is made on the current issues of work-life balance of women bank employees to find the factors influencing their work life balance. The study is based on both the public and private sector bank employees positioned as clerk, cashier and officers. Bank employees deal with a wide variety of population daily at their working schedules. The study focuses on the causes and consequences of imbalance on the basis of demographics, Rewards, Career Development factors, family and HR factors to look at the challenges associated with managing professional and personal life of women employees of the banking sector. Keywords: Banking, Professional Life, Women Employees, Work-life balance
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Burke, Ronald J. "Sources of Job Satisfaction among Employees of a Professional Services Firm." Psychological Reports 78, no. 3_suppl (June 1996): 1231–34. http://dx.doi.org/10.2466/pr0.1996.78.3c.1231.
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Sources and levels of job satisfaction among employees of a large professional services firm were examined. Data were collected from 829 women and 766 men using anonymously completed questionnaires. The sample reported being only moderately satisfied. The men, who were at significantly higher organizational levels than the women, reported significantly greater job satisfaction. When hierarchical level was controlled, these differences disappeared. Women and men at higher organizational levels were more satisfied than those at lower levels. Implications for management and organizations based on the pattern of findings are drawn.
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Rathanaswami, Kiruthika, Enrique Garcia Bengoechea, and Paula Louise Bush. "Physical Activity in First Generation South Asian Women Living in Canada: Barriers and Facilitators to Participation." Women in Sport and Physical Activity Journal 24, no. 2 (October 2016): 110–19. http://dx.doi.org/10.1123/wspaj.2015-0019.
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The aim of this study was to understand the physical activity (PA) experiences of South Asian women employees and their perceptions of new immigrant South Asian women in regards to barriers and facilitators to participation. This was examined using an interpretive description approach where similarities and differences between South Asian Women’s Centre employees and their perception of new South Asian immigrants were explored. Eight South Asian women employees (Mean age = 45.57 years) working at a South Asian Women’s Centre in Canada participated in this study. Five South Asian women employees participated in a focus group, three in an individual interview and one participant from the focus group took part in a follow-up interview to better understand their PA experiences. Barriers found included: family responsibilities, upbringing, feeling guilty, immediate living environment, clothing, cost, and location of activity. PA facilitators found included: help at home, cultural sports events, group support, female only programs, design of PA facilities, health and self-image benefits, providing PA for children at the same time as adults and collaborations. The main differences found between South Asian Women’s Centre employees and their clients concerned time, language and their partners. For this population of women, programs need to be affordable, close to home, female only and allow their own choice of clothing. The results suggest the importance for those working with South Asian women to take into consideration the many factors between the individual and the environment that may inhibit or facilitate PA behavior change in this population.
Dissertations / Theses on the topic "Women professional employees – Canada"
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Nesbitt-Larking, Paul W. (Paul Wingfield) Carleton University Dissertation Political Science. "A structurationist analysis of the class character of state professional employees in Canada." Ottawa, 1991.
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Ross, Kathleen Annette. "The interaction of continuing professional development and identity : the experiences of women professional accountants in Canada." Thesis, University of Newcastle upon Tyne, 2016. http://hdl.handle.net/10443/3395.
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Continuing professional development (CPD) is a requirement for accountants to maintain their professional designation, ideally it may be used to assist in progression within the field; yet there is very little research on CPD for accountants and research that has focused on the interaction of experiences and identity is particularly scarce. This thesis, underpinned by a feminist view, undertook an interpretive analysis of oral history interviews provided by sixteen women in British Columbia. This study found that CPD, rather than assisting in building the professional identity and improving a professional’s standing, may work to maintain the status quo in the accounting field and retain the gendered hierarchy within the accounting profession. The study provides further support to indicate that professional identity both influences, and is influenced by, other identities and further explores the differences between identity, habitus and roles. Capitals available to women that should aid in their progression in the accounting field are dependent both on their place within the accounting field itself and their position in other fields; the need for capitals goes beyond what is necessary within the field itself as the interaction with other identities and other fields plays an important role in the quest for, as well as successful utilization of capitals. The need for capitals is also affected by an accounting field that is not homogenous and heterogeneous subfields are influential in identification of successful capitals. The manner in which CPD is used relates to a professional’s place within the field, with those already near the top of the field focusing more on social capitals and those nearer the middle or bottom of the field focusing on the cultural capitals provided. The structured and structuring aspects of CPD work within the professional accounting field to maintain the gendered and hierarchal nature of the field.
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Hill, Kathy Louise. "Communication competency/proficiency of the male and female professional : self-assessment versus supervisors' evaluation /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1990.
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He, Ming Fang. "Professional knowledge landscapes, three Chinese women teachers' enculturation and acculturation processes in China and Canada." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq35180.pdf.
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Desjarlais-deKlerk, Kristen Ann, and University of Lethbridge Faculty of Arts and Science. "The impact on religious involvement of women in the paid labour force, 1975-2005." Thesis, Lethbridge, Alta. : University of Lethbridge, Deptartment of Sociology, 2009, 2009. http://hdl.handle.net/10133/775.
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Canadians’ religious involvement has declined significantly over the last thirty years (Bibby 2004a), but explanations haven’t successfully determined the reasons for the decline. Women’s employment rate increased significantly during the same time period, which could account for the decline, particularly as Canadians have become increasingly pragmatic about time following the rise of the dual earner family. This thesis postulates that Canadians’ pragmatism dominates religious involvement, particularly as Canadians have less time to engage in those activities and tasks they deem necessary and worthwhile. It examines the costs and benefits of religious involvement—utilizing a rational choice framework—and insists that religious groups need to respond more effectively to affiliates’ needs and desires. The data demonstrates that Canadians’ perception of worth of their religious involvement (as measured through enjoyment) better predicts involvement than association.xiii, 131 leaves ; 29 cm.
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Trimble, Sheena. "Femmes et politiques d’immigration au Canada (1945-1967) : au-delà des assignations de genre ?" Thesis, Angers, 2015. http://www.theses.fr/2015ANGE0032/document.
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Entre 1945 et 1967, le Canada accueille une des plus importantes vagues d’immigration de son histoire : presque trois millions d'immigrants. À la même époque,la vie des femmes est souvent représentée comme immuable, jusqu'à leur éveil soudain à la fin des années1960. Il est pourtant difficile de croire qu'elles n'accordent aucune attention à l’arrivée de milliers d'immigrants chaque année. Leur vécu entre 1945 et 1967 est beaucoup plus complexe et nuancé que les représentations de leur apolitisme et de leurs préoccupations maternelles ne le laissent supposer.Cette thèse étudie le rôle de femmes – immigrantes,politiques, salariées, femmes au foyer, membres d'associations et de groupes minoritaires – dans l'évolution des politiques d'immigration entre 1945 et1967. Ces politiques offrent la possibilité de vérifier si,lorsqu'il s'agit d'un domaine considéré comme moins directement lié aux intérêts proprement dits des femmes, celles-ci s'y intéressent, trouvent des espaces pour en débattre, essaient de transmettre leurs avis aux décisionnaires et sont écoutées. Un engagement lié aux politiques d'immigration suggère un effort de la part des femmes pour sortir de la sphère privée, sphère assignée comme leur place principale et appropriée.Analyser le niveau d'implication des femmes dans les politiques d'immigration interroge les représentations et les assignations des femmes de l'époque ainsi que les tendances culturelles, les relations sociales et les jeux de pouvoir qui les produisent. Il permet d'autre part d’exposer les barrières érigées contre l'implication des femmes dans l'espace public politique et les discours qui les dirigent vers le foyerBetween 1945 and 1967, Canada received one of the largest waves of immigrants in its history: nearly three million people. In contrast to this intense activity, the lives of women during that same period are often represented as being immutable – until their awakening in the late 1960s. It is difficult to imagine, however, that they paid little attention to the arrival of thousands of immigrants each year. In reality, the lived experience of women between 1945 and 1967 is much more complexand nuanced than the representations of their apoliticism and maternal essentialism suggest. This thesis studies the role of women - immigrants,politicians, professionals, housewives, members o fassociations and minority groups - in shaping immigration policy between 1945 and 1967. Examining a domain considered as being somewhat outside of' women's interests' offers the possibility of determining the true range of their interests, the spaces available to women for discussing and debating different issues and their means of conveying their views to decisionmakers.An engagement with immigration policy wouldsuggest an effort on their part to go beyond what isconsidered to be women's appropriate sphere.Analyzing the level of their involvement in immigration policy provides a method for interrogating the representations and socially assigned roles of women of the period as well as the social relations, power hierarchies and cultural tendencies that produce them.This analysis also promises to expose the barriers to women's involvement in the political public sphere and to deconstruct the discourses that circumscribe their actions
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Roerick, Kyle. "Much Ado About Free Trade? Examining the Role of Discourse and Civil Society in Framing the Anti-Free Trade Debate, 1985-1988." Thèse, Université d'Ottawa / University of Ottawa, 2012. http://hdl.handle.net/10393/22757.
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The well-known outcome of the 1988 federal election – a Conservative Party majority in Parliament and an effective “yes” to the question of whether or not the Free Trade Agreement between Canada and the United States was desired – tends to obscure the importance of the process by which a large non-party based opposition movement sought to cultivate and organize the public’s understanding of the election’s central premise. While the opposition movement failed to have Prime Minister Brian Mulroney removed from power, the discursive process that the movement both created and was the driving force behind, is key to understanding the historical context of the debate over free trade itself. This thesis will illustrate that there existed a discursive process amongst the efforts of the anti-free trade movement from 1985-1988 to cultivate, organize, and mobilize public opposition to Mulroney’s neo-liberal economic policies, through re-framing those objections into a larger and more deeply-rooted Canadian historical narrative. A discourse analysis was conducted using the various public education materials produced by major anti-free trade civil society organizations in Canada. The examination of that discourse revealed three major stages in the overall process: First, organizations relied heavily on classic paradigms of an anti-continentalist narrative to reinforce what was different between the two countries creating an us and them paradigm and building a case for Canadian exceptionalism. Second, there was an intensification of the us and them language into a more defined us versus them, or them against us, dichotomy. Third, the anti-free trade movement sought to effectively translate the previously established civic opposition into pragmatic political action in preparation for a national election campaign. The results show that there was an evolution in the ways members of the civil society opposition framed and evolved their arguments in order to turn their “issues” into more of a “crisis.” By employing (and expanding on) discursive tools used within that public narrative to generate fear of the other to validate illusions of self, and to construct believable threats to the collective, the more “micro” discussion over the growing pervasiveness of neo-liberalism took on a hyper-nationalistic and symbolic routine, one that mirrored the iconic political and electoral debates in 1891 and 1911, both of which had also been based upon the potential for free trade with the United States. Most of all, the evidence points to a popular opposition movement against free trade, which not only significantly pre-dated the official political opposition, but in some respects created its message and focus.
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Harding, Nancy H. "On being at work: the social construction of the employee." 2013. http://hdl.handle.net/10454/5831.
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NoInspired by the work of the philosopher Judith Butler, influenced by Marx’s theory of alienation and intrigued by theories of death, this book develops an anti-methodological approach to studying working lives. Distinctions are drawn between labour (the tasks we do in our jobs) and work (self-making activities that are carried out at the workplace): between the less than human, zombie-like laborer and the working human self. Nancy Harding argues that the experience of being at work is one in which the insistence on practising one’s humanity always provides a counter-point to organisational demands.
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Ponnusamy, Marimutu. "The working conditions and careers of KwaZulu-Natal women teachers." Thesis, 2002. http://hdl.handle.net/10413/2028.
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Women activists in teacher unions such as Sadtu claimed that there was a disjuncture
between what the South African Constitution says about gender equity and what is
happening in reality. This study was undertaken to investigate this claim from the women
teachers' perspective.
This study explores how the social, cultural, political, historical, economic and educational
factors influence the conditions of work and careers of the women teachers in KwaZulu-Natal.
In this study, an historical outline of the contribution of various philosophies and
attitudes to the relative position of KZN women from 1845 to 2000 is given in an attempt
to seek solutions to the gender equity problem in education. The study also uses the racial
perspectives to investigate the feminists' claim that Black women suffer triple oppression -
that of gender, race and class.
An extensive exploratory study using a multiple method approach, incorporating data from
documentary research, surveys and interviews leads to the presentation of a well etched
picture of the KZN women teachers. A large sample of 339 educators participated in the
study. The major findings of the study include the following aspects:
About 64 percent of the teachers in KZN province are women. Despite their majority in
the teaching profession, their contribution to education is grossly undervalued. The most
visible sign of this discrimination is the under-representativity of the women educators in
managerial and decision-making positions in the education hierarchy. This stems from
patriarchy which is still prevalent. Women are excluded from male dominated areas
through socialisation and male resistance to change. Although about 98 percent of the
women are certificated teachers, the majority of them have only a matriculation certificate
as academic qualification. This stems from the historical under-investment in the girl
child's education by parents and the State.
About 67 percent of the women teachers are married and 68 percent have children. The
majority of them believe in the tradition of marriage and are very comfortable with the
multiple roles they perform. However, the majority of the Black women derive little
satisfaction from teaching at the moment because of the tough working conditions and the
lack of respect from learners, parents and KZNDEC officials. Presently the Govt's R & R
policies cause uncertainty and frustration for the teachers. The work environment at historically Black schools can be unsafe with robbery and muggings which happen in the school grounds.
Women teachers are presently on a par with the men in economic terms. The most
significant aspect of the empowerment is the ability to leave their pension benefits to their
husbands or dependents upon their death, this gives them a new identity, that of
benefactors. Through its affirmative action policies, the State is giving preference to
women when promoting personnel to managerial posts.
Overall, the women teachers are still overworked and, therefore, relatively underpaid.
Because of the role overload they are prone to ailments, frustration, stress etc. Therefore,
it is recommended that their retirement age be reduced; the calculation of pension benefits
for previously disadvantaged women teachers be corrected; women's health be given
priority attention; childcare be provided at the workplace. In addition, more research on
KZN women teachers' issues needs to be undertaken as this is only a baseline study.
This study confirms the women teachers' claim that thus far the new Govt has addressed
only the class issues and not the issues of race and gender.Thesis (Ph.D.) - University of Durban-Westville, 2002.
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Crocker, Jocelyn R. "The influence of adult upgrading on the possible selves of foreign-trained professional women." Master's thesis, 2010. http://hdl.handle.net/10048/1207.
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After immigrating to Canada, some foreign-trained professional women (FTPWs) enrol in adult high schoollevel upgrading to begin to reestablish their careers if their international credentials are unrecognized. To explore this phenomenon, the theoretical framework of possible selves was used as a mechanism to examine the effect of context (i.e., upgrading) on their personally relevant goals. Semistructured qualitative interviews were conducted with four FTPWs who attended two postsecondary institutes in central Alberta. The participants salient possible selves were related to familial duties and employment; they viewed upgrading as a mechanism to work toward these hoped-for selves. Upgrading was also found to increase the number of and clarify their hoped-for selves. Because of the significant impact of immigration on the participants possible selves, upgrading should also include referrals to immigration services and support for the credential assessment process, help to build confidence, and encourage the development of social networks for immigrants.
Books on the topic "Women professional employees – Canada"
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Bentley, Lorne William. Canadian forces transformation and the civilian public service defence professional. Ottawa: Canadian Forces Leadership Institute, Canadian Defence Academy, 2007.
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Kinnear, Mary. In subordination: Professional women, 1870-1970. Montreal: McGill-Queen's University Press, 1995.
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Women water professionals: Inspiring stories from South Asia. New Delhi: Zubaan, 2012.
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Griffith, Paulette Gerkorvich. Closing the gap: Women's advancement in corporate and professional Canada. Ottawa, Ont: Conference Board of Canada, 1997.
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Ben-Porat, Neḥamah Ben-Shakh. Yofi Neḥamah: Me-album ha-zikhronot ba-shanim 1928-1950. [Israel]: [Neḥamah Ben-Shakh Ben-Porat], 2012.
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1954-, Smyth Elizabeth M., ed. Challenging professions: Historical and contemporary perspectives on women's professional work. Toronto: University of Toronto Press, 1999.
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Brouwer, Ruth Compton. Modern women modernizing men: The changing missions of three professional women in Asia and Africa, 1902-69. Vancouver, B.C: UBC Press, 2002.
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Canada, Canada Health. The Health Canada scientific integrity policy. [Ottawa]: Health Canada, 2010.
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Paddison, Diane. Work, love, pray: Practical wisdom for young professional Christian women. Grand Rapids, Mich: Zondervan, 2011.
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Paddison, Diane. Work, love, pray: Practical wisdom for young professional Christian women. Grand Rapids, Mich: Zondervan, 2011.
Find full textBook chapters on the topic "Women professional employees – Canada"
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Padrón, Thais Guerrero, Ljubinka Kovačević, and Mª Isabel Ribes Moreno. "Labour Law and Gender." In Gender-Competent Legal Education, 583–630. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-14360-1_17.
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AbstractThe chapter presents an overview of key labour law institutions, aiming at discussing the importance of the gender perspective in labour law. Therefore, the introductory section of the chapter will put this issue into the context of historical and conceptual framework genesis of regulating employment relationships. These issues are connected with the legal subordination and economic dependence of employees, which produce the need to create and implement norms that protect employees, as a weaker party to the employment relationship. This includes the limitation of employers’ (managerial, normative and disciplinary) prerogatives, in order to create the conditions for effective enjoyment of the right of jobseekers and employees for protection against gender-based discrimination. The labour law is, in this regard, traditionally conceived according to the model of a male worker, who is employed on the basis of a standard employment contract (open-ended full time employment contract). This then results in a failure to recognise or provide sufficient consideration of the specific needs that women have as participants in the labour market. The use of the feminist method, which included the understanding of gender as an analytical category in the field of labour law, opened up a new set of labour law issues. For example, in easing the ban on women working in physically demanding jobs, and the conceptualisation of the need to reconcile the professional and family duties of employees.. On the other hand, contemporary labour law, when creating conditions for achieving gender equality, is aimed primarily at women’s empowerment in the world of work. Persisting with this approach can lead to an oversimplified understanding of the principle of gender equality, ignoring the special needs of men in the world of work, as well as ignoring the importance of their role for consistent implementation of the principle of gender equality and women’s empowerment. The second section of the chapter will provide analysis of gender-based discrimination during the hiring process. Other sections will cover the risk of gender-based discrimination regarding rights, obligations and duties deriving from employment relationship, labour law measures to encourage improvements in the occupational safety and health, work-life balance for parents and caregivers, sexual harassment at work and promotion of gender equality in collective labour law.
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"Chinese Immigrant Women In Canada: From Professional To Family Careers." In Sociology for Change, 73–106. BRILL, 2007. http://dx.doi.org/10.1163/ej.9789004157064.i-245.36.
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"Social and Organizational Identities." In Asian Women in Corporate America, 128–66. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4384-9.ch006.
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Identity refers to a sense of self. It is a complex notion that influences an individual's values, attitudes, and behaviors and can change over an individual's life span. In organizational settings, identity is a powerful force driving employees' motivations, decisions, and actions. Organizations recognize that employees have identities arising from personal and private parts of their lives. At the same time, organizations encourage their employees to develop a (strong) sense of identity as organizational members. Workplaces are thus intriguing environments in which individuals are required to manage and negotiate various identities, both social (personal) and organizational. In this chapter, the authors discuss theories that explain how individuals develop a sense of identity. They then discuss identities that are relevant to Asian American women in work environments. The social identities pertinent in this context include ethnic and racial identities and the model minority stereotype. Work identities, in contrast, include professional and organizational identities.
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"Complicating the entrepreneurial self: professional Chinese immigrant women negotiating occupations in Canada." In Work, Learning and Transnational Migration, 44–60. Routledge, 2018. http://dx.doi.org/10.4324/9781315683409-7.
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Sandoval-Lucero, Elena, Tamara D. White, and Judi Diaz Bonacquisti. "Mentoring and Supervision for Women of Color Leaders in North American Higher Education." In Research Anthology on Challenges for Women in Leadership Roles, 358–81. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-8592-4.ch021.
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Reflecting on their mentoring and supervision experiences as Latina and Black women leaders in higher education, this article proposes that Women of Color employees are more effective when supervisors give them space to draw upon their own rich histories and cultural wealth in their professional lives. Viewed through the lens of Relational Cultural Theory, which grew out of the work of Jean Baker Miller and colleagues providing culturally relevant, affirmative supervision is a growth-fostering experience for both employee and supervisor. The tenants of RCT include authenticity, growth-fostering relationships, mutual empathy, and mutual empowerment as aspects of supervision that are particularly effective for employees with multiple intersected identities working in higher education spaces. The authors make recommendations for supervisor training that would allow supervisors to draw upon the cultural capital of their diverse employees to provide healing from oppression and build resilience through validation of cultural assets and approaches to leadership.
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Potluri, Rajasekhara Mouly, and Sophia Johnson. "The Influence of Risks Associated With Organizational Factors on Women's Professional Growth During COVID-19 in the UAE." In Advances in Logistics, Operations, and Management Science, 224–43. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-5279-0.ch012.
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The core objective of this chapter is to explore the risks associated with organizational factors influencing the professional growth of women in the United Arab Emirates (UAE) during the pandemic. The collected data were summarized and coded using software R Studio, and the variables were encoded and reduced using the one-hot encoding method and principal component analysis (PCA). The researchers identified that organizational and situational factors have a high degree of impact on women's professional development, which creates a significant effect of discontent over the mindset of women employees even in uncertain conditions. The study covers women employees working only in two emirates, Dubai and Sharjah. It includes telecom, banking, education, and other governmental and non-governmental organizations. This chapter is valuable to all the policymakers of the entire corporate sector and government authorities to set the right things by observing diverse organizational factors that influence women employees.
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Man, Guida, and Elena Chou. "Migration, Gender Relations, and the Negotiation of Identity among Chinese Professional Immigrant Women in Canada." In The Transcultural Streams of Chinese Canadian Identities, 94–116. MQUP, 2019. http://dx.doi.org/10.2307/j.ctvqc6jtw.12.
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Birbaumer, Andrea, Marianne Tolar, and Ina Wagner. "Biographical Stories of European Women Working in ICT." In Information Communication Technologies, 472–79. IGI Global, 2008. http://dx.doi.org/10.4018/978-1-59904-949-6.ch031.
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There is a deep gender imbalance in information and communication technology (ICT) professions which are only about 17% female (compare Valenduc et al., 2004, p. 19) and, simultaneously, an unsatisfied demand for ICT professionals at intermediate and high levels. Although varying in different sectors and countries, a gender imbalance and a skills shortage are common features of the ICT labour market in Europe. This is an obstacle to the development of the knowledge economy and the achievement of social cohesion. The project WWW-ICT1 implements an integrated approach to the various aspects and dimensions of gender gaps in ICT professions, covering explicative factors linked to education and training, working and employment conditions, professional and technical culture. Most existing studies have limitations and gaps. They are often limited to classical computer professions, while WWW-ICT intends to encompass new professions linked to new communication technology, also taking into account the vocational training system. Studies of the shortage of ICT professionals are mostly centred on the demand/supply relation, while we focus more on the role of professional models and professional trajectories as a factor of integration or exclusion. In general terms, employment in the ICT sector has been growing very markedly across the EU in recent years. The sector is increasingly dominated by specialist firms, which have taken over the provision of computing services for client companies. Computer services in the EU are dominated by SMEs; the majority of computer services businesses are micro-businesses employing less than ten employees (Björnsson, 2001). Despite the predominance of micro-businesses, there is a huge concentration of employment in bigger companies. This is the context within which women are employed in ICT.
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Čolović, Milica, Vladimir Mitić, Milena Nikolić, and Danka Milojković. "Occupational Safety as One of the Important Factors of Professional Satisfaction and Stress in Regular Conditions and During the COVID-19 Pandemic." In Handbook of Research on Key Dimensions of Occupational Safety and Health Protection Management, 122–43. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8189-6.ch006.
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This chapter examines occupational safety as one of the factors of professional satisfaction and stress and in two studies – one conducted in regular conditions (sample of 320 respondents) and the other conducted during the COVID-19 pandemic (sample of 352 respondents). So, it was possible to compare the obtained results and conclude in what way the pandemic led to changes in those feelings among people employed in different sectors and different gender. The results show that the factor of occupational safety is the most important for persons employed in the private sector and those who own private business, while for the state employees it is in second place. The highest satisfaction is present in state employees, while the situation is completely opposite in persons employed in the private sector. Women generally have a lower sense of professional satisfaction, while differences in the level of stress after a pandemic disappeared.
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Mendes, Raquel. "Glass Ceilings in Portugal?" In Professional Advancements and Management Trends in the IT Sector, 46–63. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-0924-2.ch004.
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Despite the evidence of female progress with regard to women’s role in the labor market, gender inequality remains. Women are still less likely to be employed than men, occupational gender segregation continues, and females continue to earn less than males. The gender wage gap remains wide in several occupational sectors, among which is the information technology (IT) sector. This paper focuses the determinants of gender wage inequality. More precisely, it investigates for statistical evidence of a glass ceiling effect on women’s wages. Based on the quantile regression framework, the empirical analysis extends the decomposition of the average gender wage gap to other parts of the earnings distribution. The main objective is to empirically test whether gender-based wage discrimination is greater among high paid employees, in line with glass ceiling hypothesis. Larger unexplained gaps at the top of the wage distribution indicate the existence of a glass ceiling effect in Portugal.
Conference papers on the topic "Women professional employees – Canada"
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"Professional Life of Information System Graduates—Impressions and Experiences." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4325.
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Aim/Purpose: We explore impressions and experiences of Information Systems graduates during their first years of employment in the IT field. The results help to understand work satisfaction, career ambition, and motivation of junior employees. This way, the attractiveness of working in the field of IS can be increased and the shortage of junior employees reduced. Background: Currently IT professions are characterized by terms such as “shortage of professionals” and “shortage of junior employees”. To attract more people to work in IT detailed knowledge about experiences of junior employees is necessary. Methodology: Data from a large survey of 193 graduates of the degree program “Information Systems” at University od Applied Sciences and Arts Hannover (Germany) show characteristics of their professional life like work satisfaction, motivation, career ambition, satisfaction with opportunities, development and career advancement, satisfaction with work-life balance. It is also asked whether men and women gain the same experiences when entering the job market and have the same perceptions. Findings: The participants were highly satisfied with their work, but limitations or re-strictions due to gender are noteworthy. Recommendations for Practitioners: The results provide information on how human resource policies can make IT professions more attractive and thus convince graduates to seek jobs in the field. For instance, improving the balance between work and various areas of private life seems promising. Also, restrictions with respect to the work climate and improving communication along several dimensions need to be considered. Future Research: More detailed research on ambition and achievement is necessary to understand gender differences.
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Mutu, Miruna Angela, Camelia Elena Nichita (Vasile), and Iliana Maria Zanfir. "The Impact of the “Zoom Fatigue” Phenomenon and Ways of Managing It." In 2nd International Conference Global Ethics - Key of Sustainability (GEKoS). LUMEN Publishing House, 2021. http://dx.doi.org/10.18662/lumproc/gekos2021/16.
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The context of the COVID 19 pandemic has forced managers and entrepreneurs to review how they run their businesses and guide their employees. The new normality has brought with it a number of challenges and changes that have produced immediate and profound effects both in the way business is conducted, the online negotiations giving a formal and less human character, and in the way the employees perceive the work carried out exclusively online. Research has revealed a new phenomenon called "Zoom Fatigue" which is reflected in the human psyche through exhaustion and burnout, a phenomenon caused by the intensity and long duration of video calls and frequent online meetings. Additional cognitive processes required by video calls, the concentration required to absorb all the information transmitted, the lack of visual breaks, multitasking, as well as the merging of professional activity with the familiar environment from the comfort of our home, have led to psychological consequences, such as pronounced fatigue, exhaustion or irritation. All these effects are felt differently by men and women, the latter suffering more from videoconferencing and online work. At the same time, extroverts were found to be less tired than introverted people, feeling the effects of the "Zoom Fatigue" phenomenon differently. For the proper conduct of work and for the creation of a healthy organizational climate and an ethical organizational culture, the role of managers in knowing employees at a human level is of outmost importance, in order to best manage such situations and to identify appropriate measures for motivation and support aimed in particular at female and vulnerable personnel. Orientation towards setting a precise schedule for organizing video conferencing, recommending to avoid multitasking and reducing on-screen stimulus, setting visual breaks, avoiding the use of video calls in their spare time are some of the measures that managers can implement among their employees.
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Belyaeva, A. V., N. I. Latyshevskaya, and L. A. Davydenko. "GENDER CHARACTERISTICS OF THE LIFESTYLE AND HEALTH LEVEL OF TEACHERS OF THE MEDICAL UNIVERSITY OF PRE-RETIREMENT AND RETIREMENT AGE." In The 16th «OCCUPATION and HEALTH» Russian National Congress with International Participation (OHRNC-2021). FSBSI “IRIOH”, 2021. http://dx.doi.org/10.31089/978-5-6042929-2-1-2021-1-63-67.
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Abstract: Today, the older generation is the fastest growing population in the world. At the same time, older people represent a significant labor resource. With the increase in the retirement age, the question of developing measures to preserve and strengthen the professional health of workers is becoming acute. Objective of the study: to assess the gender characteristics of the level of health and the prevalence of behavioral risk factors for the lifestyle of teachers of a medical university of pre-retirement and retirement age in order to develop measures to preserve the working capacity and professional qualifications of this contingent of workers. The study involved 169 teachers of a medical university aged 55-70 years. A complex of anthropometric measurements, blood pressure assessment was carried out. With the help of the author's questionnaire, behavioral health risk factors were studied. The assessment of the incidence rate was carried out based on the results of periodic medical examination of employees. Significant differences were revealed in most indicators of morpho-functional status, representing the risk of developing diseases of the cardiovascular system in male teachers compared with female teachers. Male teachers are characterized by a high prevalence of behavioral risks and a low degree of implementation of the principles of a healthy lifestyle, which generally determines an increased risk of chronic non-communicable diseases. Analysis of the gender characteristics of chronic pathology showed that at the time of the medical examination, more chronic diseases were revealed among women. Among men, deviations in laboratory tests were significantly more often detected and at the same time they did not go to doctors with symptoms that were associated with these changes, in contrast to women who undergo the necessary therapy prescribed by a doctor.
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Štefančič, Eva, Maša Kovač, Klara Zalokar, Vito Milošević, and Marko Milanovski. "Prevention and Management of Stress Relating to Work." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.48.
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The main purpose of the paper is to examine stress in the workplace, with a focus on researching stress related to age and sex. 22% of employed people in the European Union face stress. The consequences of stress are manifested in forms of sick leave, the avoidance of certain work tasks, inefficiency and reduced productivity, dissatisfaction with work and with themselves. If a person does not face up to their problems, it can lead to deep frustration, exhaustion and even burnout syndrome, which is easily expressed on a physical level in the form of psychosomatic diseases. There are strategies for overcoming stress at the individual and organisational level, however sometimes, despite these strategies and techniques, stress appears in all its forms and causes health problems, therefore it is necessary to seek medical and other professional help (psychologist, psychotherapist). The authors of this paper found that the level of stress among employees in organisations is high, women are more likely to experience stress in an ‘emotional way’, while men are more likely to suffer physical illnesses because of stress, and secondary school/university students are the most stressed.
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Kamenevа, A. D. "MEDICAL AND SOCIAL INDICATORS OF VEGETABLE GROWERS OF ELDERLY WORKERS." In The 4th «OCCUPATION and HEALTH» International Youth Forum (OHIYF-2022). FSBSI «IRIOH», 2022. http://dx.doi.org/10.31089/978-5-6042929-6-9-2022-1-100-104.
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Introduction: The ability to work of elderly worker population is urgent problem due to population age structure changes and labor shortages in number of specialties. Also, one of the most important issues discussed among modern medical practice is the relationship between doctor and a patient. This is especially important under periodic medical examination (PME) to identifying professional and work-related diseases. The goal of study: Analysis of social, clinical and physiological indicators by comparing the results of medical examination with the results of survey using the Work ability index (WAI) questionnaire to determine the priority factors that are significant for decision-making by persons working in harmful occupational conditions about prolonging the length of work when reaching retirement age for protected ground workers. Materials and methods: 82 women working in the agricultural «Spring» (vegetable growers) of older age groups were surveyed within the framework of the PME and interviewed using a WAI questionnaire and sociological questionnaire. After that, the survey results were compared with the data of regulated periodic medical examination (PME). Conclusion: There is significant discrepancy between self-assessment of health by employees and the results of PME. The method of independent questioning can be used in combination with medical examinations, allowing to identify groups at risk of health disorders in the early stages.
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Nekrasova, M. M., I. V. Fedotova, and S. A. Polevaya. "THE USE OF HEART RATE TELEMETRY FOR DYNAMIC CONTROL OF THE FUNCTIONAL STATE DURING COMPUTER TESTING AND BIOFEEDBACK IN KNOWLEDGE WORKERS." In The 16th «OCCUPATION and HEALTH» Russian National Congress with International Participation (OHRNC-2021). FSBSI “IRIOH”, 2021. http://dx.doi.org/10.31089/978-5-6042929-2-1-2021-1-363-366.
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Abstract: Introduction. Increasing information loads can lead to the development of professional stress and work-related illnesses in knowledge workers. The development and implementation of modern methods of control and correction of the functional state of employees in the conditions of activity is relevant. The study aims – to explore the dynamics of the functional state of knowledge workers in the conditions of modeling the cognitive load on the computer and during the training on neurofeedback (NFB) based on the parameters of the electroencephalogram (EEG). Materials and methods. 17 researchers (4 men and 13 women aged 22-63 years (34.8±3.4), with an average work experience of 12.1±3.3 years) participated in the study on the basis of voluntary informed consent. Results. A significant increase in the index of the alpha rhythm was shown by 29.4% of the subjects. It was found that the total power of the spectrum of heart rate variability (HRV) is higher, the adaptive risk is lower in the group that successfully passed alpha training (p<0.05). According to the results of continuous personalized heart rate telemetry, the dynamics of the functional state (FS) during the examination was determined for each subject. Conclusion. A significant influence of the state of neurohumoral regulation systems and adaptive reserves of the body on the success of the biofeedback training was established, which is the basis for the development of methodological approaches to the correction of FS, taking into account individual optimal management strategies.
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Wardani, Arista Kusuma. "Interprofessional Collaboration on Mental Health: A Scoping Review." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.26.
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ABSTRACT Background: The increasing prevalence rate of mental illness due to demographic changes became the burden of disease in primary health care. Effective interprofessional collaboration strategies are required to improve professional welfare and quality of care. Interdisciplinary teamwork plays an important role in the treatment of chronic care, including mental illness. This scoping review aimed to investigate the benefit and barrier of interprofessional collaboration approach to mental health care. Subjects and Method: A scoping review method was conducted in eight stages including (1) Identification of study problems; (2) Determining priority problem and study question; (3) Determining framework; (4) Literature searching; (5) Article selection; (6) Critical appraisal; (7) Data extraction; and (8) Mapping. The search included PubMed, ScienceDirect, and Willey Online library databases. The inclusion criteria were English-language, full-text, and free access articles published between 2010 and 2020. The data were reported by the PRISMA flow chart. Results: A total of 316 articles obtained from the search databases, in which 263 articles unmet the inclusion criteria and 53 duplicates were excluded. Based on the selected seven articles, one article from a developed country (Malaysia), and six articles from developing countries (Australia, Canada, Belgium, Norway) with quantitative (cross-sectional, surveillance) and qualitative study designs. The reviewed findings were benefit and barrier of interprofessional collaboration on mental health. Benefits included improve quality of care, increase job satisfaction, improve patient health status, increase staff satisfaction, increase performance motivation among employees, as well as shorter duration of treatment and lower cost. Barriers included hierarchy culture, lack of resources, lack of time, poor communication, and inadequate training. Conclusion: Interprofessional teamwork and collaboration have been considered an essential solution for effective mental health care. Keywords: interprofessional collaboration, benefit, barrier, mental health Correspondence: Arista Kusuma Wardani. Universitas ‘Aisyiyah Yogyakarta. Jl. Siliwangi (Ring Road Barat) No. 63 Mlangi, Nogotirto, Gamping, Sleman, Yogyakarta, 55292. Email: wardanikusuma1313@gmail.com. Mobile: +6281805204773 DOI: https://doi.org/10.26911/the7thicph.04.26
Reports on the topic "Women professional employees – Canada"
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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.
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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.