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Articoli di riviste sul tema "Diverse Women for Diversity"
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Gupta, Soumya, Naveen Sunder e Prabhu L. Pingali. "Are Women in Rural India Really Consuming a Less Diverse Diet?" Food and Nutrition Bulletin 41, n. 3 (3 agosto 2020): 318–31. http://dx.doi.org/10.1177/0379572120943780.
Testo completoAbstract (sommario):
Background: It is widely considered that women have less diverse diets than other household members. However, it has been challenging to establish this empirically since women’s diet diversity is measured differently from that of other household members. Objective: In this article, we compare women’s dietary diversity with that of their respective households and thereby generate a measure of “dietary gap.” Methods: We measure women’s “dietary gap” by using the difference of homogenized household and woman dietary scores (using the same scales). This is done using primary data on 3600 households from 4 districts in India. Additionally, we show the robustness of our results to variations in scale and recall periods used to construct the diet diversity scores. Results: Mean difference tests indicate that women consistently consume 0.1 to 0.5 fewer food groups relative to other household members, with the results being statistically significant at the 1% level. The food groups driving this dietary gap are nonstaples like Vitamin A-rich fruits and vegetables, meat/fish/poultry, and dairy. Conclusions: Results point toward the discrimination faced by women in the variety of the food consumed, the importance of considering comparability in creating indices of diet diversity, and the need to collect more detailed information on diets. To our knowledge, this is one of the first studies to examine dietary discrimination faced by women using common scales.
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Vandenberghe, Hanne, Leen d’Haenens e Baldwin Van Gorp. "Women, ethnic minorities and newsworthiness: Journalists’ perceptions". Journalism 21, n. 2 (15 agosto 2017): 227–43. http://dx.doi.org/10.1177/1464884917724300.
Testo completoAbstract (sommario):
This study seeks to determine the extent to which the Flemish press gives voice to gender and ethnic diversity. A total of 16 in-depth interviews with print journalists outlined five key arguments about diversity in the newsroom. Two of these view the portrayal of diversity as conceptually irrelevant or inconsistent with a notion of universal equality. The third argument defines diverse representation as an active search process that is part and parcel of a journalist’s mission. Two additional arguments blame the lack of diversity in news reporting on practical obstacles – professional practices that make it difficult to aim for a diverse source selection, or the less prominent role of women and ethnic minorities in society which leads to a less diverse set of news sources. This study seeks to find explanations in the news production process as to why gender and ethnic diversity in the news continues to be consistently scarce.
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Ravaonorohanta, Nivo. "Gender-diverse boards get better performance on mergers and acquisitions". Corporate Ownership and Control 17, n. 4, Special Issue (2020): 222–33. http://dx.doi.org/10.22495/cocv17i4siart1.
Testo completoAbstract (sommario):
In recent years, the composition of boards, particularly the appointment of female directors to the boardroom has attracted significant political and social debate. Despite several studies that have examined links between the representation of women on boards and the corporate performance, research on the board gender diversity in merger contexts is limited. We assess whether the presence of women on corporate boards affects merger and acquisition (M&A) performance. Using acquisition bids by public Canadian companies during 2012-2017, we find that an increasing number of female directors in acquiring companies is associated with an enhanced merger performance and a reduced bid premium. After controlling for gender diversity on executive teams, the value added by having women on boards is particularly noticeable when acquiring firms have few women in the executive teams, and where overconfidence is prevalent. Thus, there is a substitutive relation between gender diversity on the board and gender diversity on the executive team.
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Taylor, Tracy, e Kristine Toohey. "Sport, Gender, and Cultural Diversity: Exploring the Nexus". Journal of Sport Management 13, n. 1 (gennaio 1999): 1–17. http://dx.doi.org/10.1123/jsm.13.1.1.
Testo completoAbstract (sommario):
Our research investigated the sporting experiences of women from culturally and linguistically diverse backgrounds, a subpopulation excluded from most mainstream sport scholarship in Australia. The information was collected via surveys, focus groups, and individual interviews with women. Sporting, local government, community, and ethnic organizations were also surveyed about their current policies and practices regarding sport for women from culturally and linguistically diverse backgrounds. The interviews resonate with a strong sense of frustration about current sport policy and provision. For many sport providers, the low levels of sport participation of women from culturally and linguistically diverse backgrounds is a perplexing issue. The comments of many of the women interviewed reflect extreme dissatisfaction with the current lack of consideration given to them by sports providers, but a hope that the situation will improve for the better if the two groups can work together to improve their understanding of the issues.
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Triki Damak, Sana. "Gender diverse board and earnings management: evidence from French listed companies". Sustainability Accounting, Management and Policy Journal 9, n. 3 (2 luglio 2018): 289–312. http://dx.doi.org/10.1108/sampj-08-2017-0088.
Testo completoAbstract (sommario):
Purpose The purpose of this paper is to investigate the influence of board gender diversity on earnings management level and strategy. Design/methodology/approach This study is conducted in the French context where firms are pressured since 2010 to appoint more women on boards. More specifically, this research is based on a sample of 85 companies listed in the SBF120 over 2010-2014. A number of econometric techniques are used including generalized least squares to test the panel regressions. Findings The results suggest that women on boards are effective in their monitoring role. Indeed, the findings show a significant negative effect of board women presence on earnings management practices level. However, there is no empirical evidence that board gender diversity affects the earnings management strategy. Moreover, the results reveal that some control variables influence significantly the earnings management level and strategy. Practical implications The findings support the efforts made by French political bodies to increase gender diversity on corporate boards, and might inspire political actors of other countries to take initiatives to regulate the promotion of women’s appointment on boards of directors. Social implications This paper contributes to the issue of discrimination against women in law and in practice. Indeed, the findings highlight the beneficial effects of women participation in power and decision-making positions. Originality/value This research contributes to the debate around gender diversity on boards. Most prior studies that have analyzed the relationship between gender diversity and earnings management were conducted in a voluntary context of appointing women on boards. This paper extends prior research by addressing this issue differently and in a regulated context: where the government set mandatory quotas for female board representation.
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Sánchez, Nelson F., Norma Poll-Hunter, Dennis J. Spencer, Elizabeth Lee-Rey, Andreia Alexander, Louisa Holaday, Maria Soto-Greene e John P. Sánchez. "Attracting Diverse Talent to Academia". Journal of Career Development 45, n. 5 (24 maggio 2017): 440–57. http://dx.doi.org/10.1177/0894845317709997.
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Women and underrepresented racial/ethnic minority faculty (URM) are critical to developing inclusive learning environments. Career counselors can benefit from understanding the factors influencing women’s and URMs’ interest in academic careers, as this population remains markedly underrepresented in academic medicine. A mixed methods study was conducted among medical students and residents yielding 643 survey and 121 focus group participants. Participants were diverse by gender and race/ethnicity. Themes included (a) factors influencing career interest, (b) influential others, (c) timing of career interest, and (d) career expectations. Findings show differences among women, URM, and dominant-identity groups. Implications include how career development programs and institutional diversity policies and practices should consider developing and offering activities that support (a) mentoring—especially for women trainees, (b) learning how to align academia and community engagement and scholarship—especially for URM trainees, and (c) senior leadership development support for women and URM trainees.
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Grossholtz, Jean. "The Cotton Campaign brought to you by Diverse Women for Diversity". Capitalism Nature Socialism 15, n. 4 (dicembre 2004): 81–87. http://dx.doi.org/10.1080/1045575042000287343.
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Talegawkar, Sameera, Yichen Jin, Erica Sedlander, Rohini Ganjoo, Satyaranjan Behera, Loretta DiPietro e Rajiv Rimal. "A Social Norms-Based Intervention Improves Diet Diversity Among Women of Reproductive Age in Rural Odisha, India: The RANI Project". Current Developments in Nutrition 5, Supplement_2 (giugno 2021): 691. http://dx.doi.org/10.1093/cdn/nzab045_073.
Testo completoAbstract (sommario):
Abstract Objectives To investigate the effect of a social norms-based intervention on diet diversity among women of reproductive age. Methods Data from the Reduction in Anemia through Normative Innovations (RANI) Project were used. Up to three contiguous villages in Odisha, India were assigned to clusters, which were then randomized into treatment or control arm. Within each cluster, homes were randomly chosen in proportion to cluster size and one woman of reproductive age was randomly chosen from each selected home (N = 3797). The RANI intervention is based on the theory of normative social behavior and includes: participatory learning modules coupled with games; short videos shown to participating women and their families; and monthly hemoglobin testing followed by community discussion. Exposure to the intervention was assessed by the frequency of viewing images from the participatory learning modules, number of videos seen, and number of hemoglobin tests taken. Diet diversity was assessed by the Food and Agriculture Organization's Minimum Dietary Diversity for Women (MDD-W, score ranging 0–10 with MDD-W score ≥ 5 considered to represent a diverse diet). Multiple logistic regression examined the effect of exposure to the intervention on diet diversity. Results Compared to baseline, diet diversity score increased in both treatment and control groups by 13% and 8%, respectively. The odds of having a diet diversity score ≥ 5 was 47% higher in treatment group than the control group (P < .001). Higher exposure to participatory learning modules was associated with higher odds of having a diet diversity score ≥ 5 (P < .001), and participation in learning module games was associated with 40% higher odds of having a diverse diet (P < .001). Watching short health communication videos increased the odds of having a diverse diet (P < .001), and women who took more hemoglobin tests as part of the RANI intervention had higher odds of having a diverse diet (P < .001). Conclusions Being in the RANI intervention improved women's diet diversity scores, indicating that the social norms-based intervention, albeit without food or iron supplementation, was effective in improving diet quality among women of reproductive age living in rural India. Funding Sources This study was supported by a grant from The Bill and Melinda Gates Foundation.
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Oyotode-Adebile, Renee M., e Zubair Ali Raja. "Board gender diversity and US corporate bonds". International Journal of Managerial Finance 15, n. 5 (9 maggio 2019): 771–91. http://dx.doi.org/10.1108/ijmf-10-2018-0290.
Testo completoAbstract (sommario):
Purpose The purpose of this paper is to examine the impact of board gender diversity on bond terms and bondholders’ returns. Design/methodology/approach The authors perform pooled OLS regression, simultaneous regressions and propensity score matching to a panel data set of bond data for 319 US firms from 2007 to 2014. Findings The authors find that firms with gender-diverse boards have lower yields, higher ratings, larger issue size and shorter maturity. They also find that bondholders require fewer returns from firms with gender-diverse boards. However, the effect is more pronounced when women, constitutes at least 29.67 percent of the board. Originality/value This analysis supplements the findings that board gender diversity is essential for bondholders. It shows that bondholders should look at board gender diversity as a criterion to invest because bonds issued by firms with gender-diverse board have less risk. For practitioners, this study shows that more women participation on boards leads to a reduction in borrowing costs.
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Wilton, Leigh S., Diana T. Sanchez, Miguel M. Unzueta, Cheryl Kaiser e Nava Caluori. "In Good Company: When Gender Diversity Boosts a Company’s Reputation". Psychology of Women Quarterly 43, n. 1 (1 ottobre 2018): 59–72. http://dx.doi.org/10.1177/0361684318800264.
Testo completoAbstract (sommario):
Many companies highlight their gender diversity, in part to signal positive attributes about the organization. We explored whether or not advertising gender diversity improves White men’s beliefs about an organization. In four studies, we found that White men expected a company to have a more broadminded and tolerant climate when the company noted it was gender diverse––and the gender diversity was described as including White women––as compared to when it did not address its gender diversity. In Studies 1 ( n = 105), 2 ( n = 101), and 3 ( n = 151), a White gender-diverse organization was also viewed as more prestigious than an organization that did not address its gender diversity. In Studies 3 and 4 ( n = 183), a gender-diverse company that highlighted a Black woman employee did not receive the same overall reputation boosts as the White gender-diverse company did. Our research indicates that companies that advertise their gender diversity may receive a boost to their reputation. We suggest that this research can inform organizational efforts to address gender diversity by encouraging companies to consider the intersection of gender and race in shaping both prejudicial attitudes and the experiences of minority groups. Additional online materials for this article are available on PWQ’s website at http://journals.sagepub.com/doi/suppl/10.1177/0361684318800264
Tesi sul tema "Diverse Women for Diversity"
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Rosok, Jill C. "Diversity and Innovation: The Effects of Diverse Creator Teams on Video Game Characteristics and Sales". Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/cmc_theses/1399.
Testo completoAbstract (sommario):
I analyze the effects of gender diversity on video game production teams. I hypothesize teams with greater gender diversity produce more games with uncommon characteristics than less diverse teams, and the games these teams develop generate higher revenue and unit sales compared to games developed by less diverse teams. I find teams with more women disproportionately develop games that are non-violent and have playable female leads. I examine whether there is an optimal ratio of women to hire for each game genre in order to maximize revenue by analyzing the relationship between the percentage of women on a team in each genre and total revenue. While I do see evidence of firms over- or under-hiring women in some genres before 2001, it appears for the most part firms have optimized their hiring practices in regards to gender diversity from 2001 onward.
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McKinney, Sheila Y. "Exploring Breast Health Perceptions, Behaviors, and Social Cohesion among Ethnically Diverse Black Women". FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3368.
Testo completoAbstract (sommario):
Purpose
Study explored the relationships of ethnic identity, culture, and social cohesion to mammography, cancer screening, and preventive medical visits among African-American and Afro-Caribbean women in Broward County, FL. Purpose was to understand non-compliance to screening recommendations for breast cancer among disadvantaged Black women in an area of high prevalence.
Methods
A bounded convenience sample of 117 women (49% African-American and 51% Afro-Caribbean) completed a cross-sectional survey and a subset (n=87) participated in semi-structured discussion groups. Both measured perceptions related to breast cancer, defined ethnic identity or culture, and suggested social and cultural factors influence of ethnic identity, culture, and social cohesion on participation with mammograms and preventive medical care visits. Survey included the Multi-Group Ethnic Identity Measure (MEIM) and Other-Group Orientation Scale (OGO) for ethnic identity and the Risk Behavior Diagnosis Scale for cancer perceptions. Methods were bivariate, Mann-Whitney U, linear, and logistic regression.
Results
Half of participants (51%) self-identified as Caribbean. OGO was positively associated with overall attitudes (p< 0.01), perceived urgency (p = 0.05), and perceived benefit related to breast cancer. Linear regression indicated that Afro-Caribbean women (referent) would perceive less urgency to screen (p = 0.05) and lower risk for breast cancer (p = 0.03) than African-American women. Participants explained that personal and neighborhood cultural norms along with health perceptions along with structural factors connected to access and use of medical services influence Black women’s participation in preventive medical services and cancer screening.
Conclusions
Ethnic identity was associated with women’s perceptions of risk, urgency, and benefit for breast cancer screenings. These perceptions may have had a greater influence on the decisions of Afro-Caribbean women not to comply with screening recommendations or participate in preventive medical care actives than for African-American women. Compliance was also mediated by cultural perceptions of fear, relevance, motivation, and sense of support along with other structural factors. All had contributed to the varying degrees that Black women had sought medical care in this community. Thus, tailoring health interventions to account for variations in within-group characteristics is warranted.
[This research was supported in part by NIH/NIGMS R25 GM061347.]
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Booker-Drew, Froswa'. "From Bonding to Bridging: Using the Immunity to Change (ITC) Process to Build Social Capital and Create Change". Antioch University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1410806690.
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Jackson, Ruth, e Scottie Misner. "Diabetes and Diverse Audiences". College of Agriculture and Life Sciences, University of Arizona (Tucson, AZ), 2006. http://hdl.handle.net/10150/146652.
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Grenier, Amanda. "Diverse older women : narratives negotiating frailty". Thesis, McGill University, 2002. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=82884.
Testo completoAbstract (sommario):
This study explores women's narratives from within and outside of the frail/non-frail binary of public home care services. It focuses on the stories that are commonly told about older women's needs and bodies and the regulatory potential of these accounts. Considering power, language, diversity and change, this study focuses on the way that twelve diverse older women at various social locations (e.g., ability, age, culture, ethnicity, 'race', sexual orientation, and socio-economic status) understand, make meaning, and negotiate the concept of frailty in relation to their everyday lives. The sample includes six women considered 'frail' in relation to service (i.e., according to clinical judgement & home care eligibility guidelines), as well as women not considered 'frail' (i.e., non-service recipients).The twelve older women's storied responses, illustrations and experiences challenge the various stories that are told about them. Their complex accounts both reflect and reject dominant notions, blur the boundary between the frail and non-frail classifications, expose frailty as contextual, temporal and relative, as well as illustrate the connections between medical and social needs. Their individual accounts highlight how they make meaning of their life events in relation to their diverse experiences and identities, as well as how these identities and interpretations are key to their negotiations of life and needs. The variations between the imposed stories about frailty and women's self-perceptions highlight the research, policy and practice relevance of a narrative approach focused on in-depth local accounts, raise questions about the current priorities within home care services, as well as the future of social work practice with older women considered frail.
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Wu, Kathryn K. "Designing diverse neighborhoods". Thesis, Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/42757.
Testo completoAbstract (sommario):
This thesis argues for diversity as an important element for urban neighborhoods. This argument is framed by three questions. First, what are the recent findings from urban design, planning and architecture research and practice about achieving neighborhood diversity? Second, what are the physical ingredients of traditional, diverse urban neighborhoods that enable diverse populations, lifestyles and incomes? Third, what design strategies can be formulated, based on the evidence above, to design and implement diverse neighborhoods?
Three neighborhoods in Atlanta are the focus of the detailed analysis of diversity. These are: Inman Park, Ansley Park and Virginia-Highland. These three neighborhoods were chosen because of their similarities. They all appear to be single family detached neighborhoods but are actually diverse in terms of housing type and owner/renter occupancy; they are perceived to have unique identities in architectural styles, but actually have a diversity of styles and ages of buildings. They all are perceived to be fully gentrified but in fact, house diverse populations in terms of age, income, race and lifestyle.
The conclusions of this thesis include written recommendations, based on current neighborhood design ideas as supported by the analysis of Atlanta neighborhoods.
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Al-Junaibi, Talal. "Management of the diverse workforce : job satisfaction among culturally diverse workforce in the United Arab Emirates". Thesis, Northumbria University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342840.
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Sions, Hannah. "TEACHING ABOUT RACIALLY DIVERSE ARTISTS AND CULTURES". VCU Scholars Compass, 2019. https://scholarscompass.vcu.edu/etd/5795.
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Art education scholars have redefined multicultural teaching practices to include a need for addressing social inequities. To understand art educators’ multicultural teaching practices, it is important to measure the extent to which they present cultural diversity in the classroom and present a racially diverse pool of artists. The purpose of this this quantitative, nonexperimental study was to measure the extent to which practicing K–12 art educators who are members of the National Art Education Association (NAEA) engage students with racially diverse artists and cultures within their curricula. The study aimed to measure the extent that educators address racial and cultural diversity in their classrooms. The study also gathered data on which resources participants indicated would help create and implement curricula that addresses racially diverse artists and cultures. Finally, the study explored the relationships between seven different teachers’ self-reported attributes and the extent that they taught about and valued racial/cultural diversity. The findings show that educators taught about racial and cultural diversity to regularly in their classroom practices and they also voiced a need for more resources to teach more about racially diverse artists and cultures, specifically visual resources and education/training regarding racially/culturally diverse content. Findings also indicated that educators who taught 21+ years, taught predominantly students of color, and those who were more comfortable with conversations pertaining to racial/cultural diversity were more likely to value the importance of racial/cultural diversity in their curricula. The results suggest that resources, such as education, training, or professional development, should be offered to educators in the field so that they may continue learning new language concerning diversity as perceptions and understandings continue to shift.
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Petriwskyj, Elizabeth Anne. "Transition to school of diverse learners". Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/34410/1/Elizabeth_Petriwskyj_Thesis.pdf.
Testo completoAbstract (sommario):
This thesis examines the approaches taken by early years teachers in supporting the inclusive school transition of diverse learners. A Thesis by Publication format has been employed, where instead of traditional thesis chapters, scholarly journal articles are presented in an ordered sequence in two sections. The first set of journal articles establishes a synthesis of approaches to diversity and inclusion and to transition to school, in order to set a clear theoretical position arising from the literature. The second set of journal articles reports empirical evidence from three school sites on diversity, inclusion and transition to school, discussed in relation to both the first set of papers and to additional literature. The relationship between these articles, and the methodology used for the theoretical papers, is outlined in linking summaries of the challenges the papers seek to address.
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Pérez, Juliana, e Magnus Ohlin. "Diversity Maturity : How are managers in Sweden facing today’s diverse workforce?" Thesis, Blekinge Tekniska Högskola, Sektionen för management, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-1176.
Testo completoAbstract (sommario):
Purpose The purpose with this research is to explore what management is doing in order to successfully manage the diversity needs in their workplace and to put up a conceptual model of the initiatives needed in order to reach a successful diversity strategy implementation. The questions are aimed at finding the barriers for managers to implement a successful diversity strategy. Our goal is to understand where the real practitioners of workplace diversity stand in the subject and which areas they wish could be taken a closer look by the researchers. We would also like to explore how mature the companies really are regarding the subject of diversity. Method The method for our thesis was to begin with an exploratory approach in order to gain a better knowledge of the subject and to learn where the literature stands today. To this we have added the collection of qualitative data through interviews made in eight different companies with a total of eleven managers in different levels of the organizations. Once all the data was collected and reviewed we ranked each manager and the company they work for to produce a picture of the diversity maturity present in these companies. Conclusions We have come to the following conclusions - Diversity is a strength and value for companies acting on a global market. - Diversity within a team make the team more productive, solutions are better since the input are from various angles. - To successfully maintain a diverse team puts more demands on the manager to realize that everyone is different and not to handle everyone the same. - There is a high level of maturity found in Swedish managers when it comes to diversity, but areas like training and recruitment policies need to be improved. - Swedish managers have a vast knowledge of what diversity means to their organizational process.
Libri sul tema "Diverse Women for Diversity"
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Justice Institute of British Columbia. Facing diversity: Responding to violence against women from diverse cultures, instructor's guide. Seattle, WA: Intermedia, 2000.
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Jakarta, Indonesia) Women Playwrights International (7th 2006. Cultural liberty in a diverse world: Affirmation of diversity through women playwrights : program book. Jakarta, Indonesia: Dewan Kesenian Jakarta, 2006.
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Simmons, Wilson. A diverse guide for a diverse workplace: Inside corporate America. Los Angeles, CA: Mae Jacquet Pub., 2005.
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Nunziata, Nunzia, e Antonietta Panella. Aversa: Notai diversi, 1423-1487. Napoli: Athena, 2005.
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Ingram, Linda J., Klára Tarkó e Susan L. Slocum, a cura di. Women, leisure and tourism: self-actualization and empowerment through the production and consumption of experience. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781789247985.0000.
Testo completoAbstract (sommario):
Abstract This book provides a comprehensive discussion of women, leisure, and tourism through the lens of leisure production and consumption, both by women and for women. Specifically, this text includes a multicultural perspective highlighting the unique attributes leisure brings to women, the role of women in leisure entrepreneurship, and the creation of supportive, inclusive environments to enhance female well-being through the examination of these activities in often overlooked populations. The diversity of women's leisure and tourism practices is best perceived through the links between various leisure practices (e.g., sport, outdoor recreation, travel and tourism, learning, crafts, events, and family leisure), as well as an understanding of leisure production and consumption across cultures and life stages. Chapters bring to the forefront many of the challenges inherent in providing and experiencing leisure and tourism that support the diverse needs of women, as well as a look at female innovation that is also often overlooked in leisure research. This multi-disciplinary book includes examples of both applied and conceptual chapters from global perspectives in academic studies, which will be useful for academics and graduate students of tourism, leisure and gender studies.
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Orey, Maureen C. Successful staffing in a diverse workplace: A practical guide to building an effective and diverse staff. Irvine, Calif: Richard Chang Associates, 1996.
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Junko, Takagi, a cura di. Diversity quotas, diverse perspectives: The case of gender. Burlington, VT: Gower Pub., 2011.
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Frank, Ballentine Susan, e Inclan Jessica Barksdale, a cura di. Diverse voices of women. Mountain View, Calif: Mayfield, 1995.
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Wessendorf, Susanne. Commonplace Diversity: Social Relations in a Super-Diverse Context. London: Palgrave Macmillan UK, 2014. http://dx.doi.org/10.1057/9781137033314.
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Ann, Turney Mary, a cura di. Tapping diverse talent in aviation: Culture, gender, and diversity. Aldershot, Hampshire, England: Ashgate, 2004.
Cerca il testo completoCapitoli di libri sul tema "Diverse Women for Diversity"
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Enns, Carolyn Zerbe, Joy K. Rice e Roberta L. Nutt. "Working with diverse women: Tools for assessment and conceptualization." In Psychological practice with women: Guidelines, diversity, empowerment., 31–51. Washington: American Psychological Association, 2015. http://dx.doi.org/10.1037/14460-002.
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Tan, Jessica, e Anne Le. "The Heterogeneity of Breast Cancer Metabolism". In The Heterogeneity of Cancer Metabolism, 89–101. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-65768-0_6.
Testo completoAbstract (sommario):
AbstractDespite advances in screening, therapy, and surveillance that have improved patient survival rates, breast cancer is still the most commonly diagnosed cancer and the second leading cause of cancer mortality among women [1]. Breast cancer is a highly heterogeneous disease rooted in a genetic basis, influenced by extrinsic stimuli, and reflected in clinical behavior. The diversity of breast cancer hormone receptor status and the expression of surface molecules have guided therapy decisions for decades; however, subtype-specific treatment often yields diverse responses due to varying tumor evolution and malignant potential. Although the mechanisms behind breast cancer heterogeneity is not well understood, available evidence suggests that studying breast cancer metabolism has the potential to provide valuable insights into the causes of these variations as well as viable targets for intervention.
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Eriksen, Thomas Hylland, e Martina Visentin. "Threats to Diversity in a Overheated World". In Acceleration and Cultural Change, 27–45. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-33099-5_3.
Testo completoAbstract (sommario):
AbstractMost of Eriksen’s research over the years has somehow or other dealt with the local implications of globalization. He has looked at ethnic dynamics, the challenges of forging national identities, creolization and cosmopolitanism, the legacies of plantation societies and, more recently, climate change in the era of ‘accelerated acceleration’. Here we want to talk not just about cultural diversity and not just look at biological diversity, but both, because he believes that there are some important pattern resemblances between biological and cultural diversity. And many of the same forces militate against that and threaten to create a flattened world with less diversity, less difference. And, obviously, there is a concern for the future. We need to have an open ended future with different options, maximum flexibility and the current situation with more homogenization. We live in a time when there are important events taking place, too, from climate change to environmental destruction, and we need to do something about that. In order to show options and possibilities for the future, we have to focus on diversity because complex problems need diverse answers.Martina: I would like to start with a passion of mine to get into one of your main research themes: diversity. I’m a Marvel fan and, what is emerging, is a reduction of what Marvel has always been about: diversity in comics. There seems to be a standardization that reduces the specificity of each superhero and so it seems that everyone is the same in a kind of indifference of difference. So in this hyper-diversity, I think there is also a reduction of diversity. Do you see something similar in your studies as well?Thomas: It’s a great example, and it could be useful to look briefly at the history of thought about diversity and the way in which it’s suddenly come onto the agenda in a huge way. If you take a look at the number of journal articles about diversity and related concepts, the result is stunning. Before 1990, the concept was not much used. In the last 30 years or so, it’s positively exploded. You now find massive research on biodiversity, cultural diversity, agro-biodiversity, biocultural diversity, indigenous diversity and so on. You’ll also notice that the growth curve has this ‘overheating shape’ indicating exponential growth in the use of the terms. And why is this? Well, I think this has something to do with what Hegel described when he said that ‘the owl of Minerva flies at dusk,’ which is to say that it is only when a phenomenon is being threatened or even gone that it catches widespread attention. Regarding diversity, we may be witnessing this mechanism. The extreme interest in diversity talk since around 1990 is largely a result of its loss which became increasingly noticeable since the beginning of the overheating years in the early 1990s. So many things happened at the same time, more or less. I was just reminded yesterday of the fact that Nelson Mandela was released almost exactly a year after the fall of the Berlin Wall. There were many major events taking place, seemingly independently of each other, in different parts of the world. This has something to do with what you’re talking about, because yes, I think you’re right, there has been a reduction of many kinds of diversity.So when we speak of superdiversity, which we do sometimes in migration studies (Vertovec, 2023), we’re really mainly talking about people who are diverse in the same ways, or rather people who are diverse in compatible ways. They all fit into the template of modernity. So the big paradox here of identity politics is that it expresses similarity more than difference. It’s not really about cultural difference because they rely on a shared language for talking about cultural difference. So in other words, in order to show how different you are from everybody else, you first have to become quite similar. Otherwise, there is a real risk that we’d end up like Ludwig Wittgenstein’s lion. In Philosophical Investigations (Wittgenstein, 1983), he remarks that if a lion could talk, we wouldn’t understand what it was saying. Lévi-Strauss actually says something similar in Tristes Tropiques (Lévi-Strauss, 1976) where he describes meeting an Amazonian people, I think it was the Nambikwara, who are so close that he could touch them, and yet it is as though there were a glass wall between them. That’s real diversity. It’s different in a way that makes translation difficult. And it’s another world. It’s a different ontology.These days, I’m reading a book by Leslie Bank and Nellie Sharpley about the Coronavirus pandemic in South Africa (Bank & Sharpley, 2022), and there are rural communities in the Eastern Cape which don’t trust biomedicine, so many refuse vaccinations. They resist it. They don’t trust it. Perhaps they trust traditional remedies slightly more. This was and is the situation with HIV-AIDS as well. This is a kind of diversity which is understandable and translateable, yet fundamental. You know, there are really different ways in which we see the Cosmos and the universe. So if you take the Marvel films, they’ve really sort of renovated and renewed the superhero phenomenon, which was almost dead when they began to revive it. As a kid around 1970, I was an avid reader of Superman and Batman. I also read a lot of Donald Duck and incidentally, a passion for i paperi and the Donald/Paperino universe is one curious commonality between Italy and Norway. Anyway, with the superheroes, everybody was very white. They represented a the white, conservative version of America. In the renewed Marvel universe, there are lots of literally very strong women, who are independent agents and not just pretty appendages to the men as they had often been in the past. You also had people with different cultural and racial identities. The Black Panther of Wakanda and all the mythology which went with it are very popular in many African countries. It’s huge in Nigeria, for example, and seems to add to the existing diversity. But then again, as we were saying and as you observed, these characters are diverse in comparable within a uniform framework, a pretty rigid cultural grammar which presupposes individualism: there are no very deep cultural differences in the way they see the world. So that’s the new kind of diversity, which really consists more of talking about diversity than being diverse. I should add that the superdiversity perspective is very useful, and I have often drawn on it myself in research on cultural complexity. But it remains framed within the language of modernity.Martina: What you just said makes me think of contradictory dimensions that are, however, held together by the same gaze. How is it that your approach helps hold together processes that nevertheless tell us the same thing about the concept of diversity?Thomas: When we talk about diversity, it may be fruitful to look at it from a different angle. We could look at traditional knowledge and bodily skills among indigenous peoples, for example, and ideas about nature and the afterlife. Typically, some would immediately object that this is wrong and we are right and they should learn science and should go to school, period. But that’s not the point when we approach them as scholars, because then we try to understand their worlds from within and you realize that this world is experienced and perceived in ways which are quite different from ours. One of the big debates in anthropology for a number of years now has concerned the relationship between culture and nature after Lévi-Strauss, the greatest anthropological theorist of the last century. His view was that all cultures have a clear distinction between culture and nature, which is allegedly a universal way of creating order. This view has been challenged by people who have done serious ethnographic work on the issue, from my Oslo colleague Signe Howell’s work in Malaysia to studies in Melanesia, but perhaps mainly in the Amazon, where anthropologists argue that there are many ways of conceptualising the relationship between humans and everything else. Many of these world-views are quite ecological in character. They see us as participants in the same universe as other animals, plants and even rocks and rivers, and might point out that ‘the land does not belong to us – we belong to the land’. That makes for a very different relationship to nature than the predatory, exploitative form typical of capitalist modernity. In other words, in these cultural worlds, there is no clear boundary between us humans and non-humans. If you go in that direction, you will discover that in fact, cultural diversity is about much more than giving rights to minorities and celebrating National Day in different ethnic costumes, or even establishing religious tolerance. That way of talking about diversity is useful, but it should not detract attention from deeper and older forms of diversity.
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April, Kurt, e Marylou Shockley. "Introduction: A Diverse Future". In Diversity, 1–8. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230627529_1.
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Metykova, Monika. "Diverse Societies, Diverse Contents". In Diversity and the Media, 123–44. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1057/978-1-137-28600-0_7.
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Greasley, Alinka. "Diverse Music Listening Experiences". In Aural Diversity, 134–42. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003183624-16.
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Wiedenhof, Jeroen. "Diverse Language, Diverse Grammars". In Language Diversity in the Sinophone World, 291–305. New York, NY : Routledge, 2021. |: Routledge, 2020. http://dx.doi.org/10.4324/9781003049890-18.
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Rainey, Fred A., e Naomi Ward-Rainey. "Prokaryotic Diversity". In Journey to Diverse Microbial Worlds, 29–42. Dordrecht: Springer Netherlands, 2000. http://dx.doi.org/10.1007/978-94-011-4269-4_3.
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Dore, Elizabeth D., e Deborah H. McMurtrie. "Social Diversity". In Our Diverse Middle School Students, 79–85. New York, NY : Routledge, 2021.: Eye on Education, 2020. http://dx.doi.org/10.4324/9781003052371-10.
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Dore, Elizabeth D., e Deborah H. McMurtrie. "Geographical Diversity". In Our Diverse Middle School Students, 86–88. New York, NY : Routledge, 2021.: Eye on Education, 2020. http://dx.doi.org/10.4324/9781003052371-11.
Testo completoAtti di convegni sul tema "Diverse Women for Diversity"
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Lakahal, S., M. Allam, R. Issa e D. Issentayeva. "Bringing Diversity to Our Leadership". In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/215964-ms.
Testo completoAbstract (sommario):
Abstract Introduction Driven by the ambition to accelerate women readiness to take on leadership roles, we created a homegrown mentoring program named WISE (Women Inspiring, Supporting, and Empowering each other). WISE fosters engagement, collaboration, and networking among women within our organization. This paper outlines the reasons why we created WISE four (4) years ago, highlights how our program is keeping strong and demonstrates how WISE serves as an effective engagement strategy, enabling gender partnership in advancing female talent in our organization. Methods, Procedures, Process We have designed our program around discussions on habits that are usually holding women back in their career development. We are using a book entitled "How Women Rise" (by Sally Helgesen and Marshall Goldsmith) to foster self-awareness and discussions in the sessions. We have added practical sessions such as building and practicing an elevator speech, reflecting on habit change using the "Atomic Habits" book from James Clear and engagement with external inspirational female leaders. We have onboarded more than 80 mentors and 800 mentees globally. The mentees are all female employees, and the mentors are senior and esteemed leaders (both male and female). We have developed an online training program for the mentors and the core team of WISE holds monthly sessions with the mentors to debrief on their experience and share lessons learned. Mentees enroll in mentoring circles, via a digital platform, based on a preferred time zone and topic. These sessions are a safe space for women to share experiences and access resources related to one of the 12 habits discussed in the book mentioned above. Through these sessions mentees widen their perspective and leave with a sense of action on a small change they can practice helping to grow beyond the habit. These sessions also create a wide opportunity for networking and visibility. These one-hour virtual sessions, along with other networking events, help them to enhance their emotional intelligence; increase their confidence; and accelerate their personal and professional growth. The mentoring circles are facilitated by diverse, experienced, and qualified mentors, within the company. Continuous improvement surveys provide feedback for mentors on monthly basis. Certainly, WISE success is a result of the passion felt by the women carrying this initiative. This success is resting on the shoulder of the women designing, running, and maintaining the program behind the scenes and on the commitment and quality of the mentors leading the sessions. Results, Observations, Conclusions Promoting opportunities for women to succeed in the workplace is essential in today's industry. Programs like WISE play a key role in advancing female talent and empowering women to reach their full potential. At SLB, we are proud of our commitment to diversity and the impact that WISE has had on over 800 women from all functions and operations in 60+ locations, making our workforce stronger than ever. We would love to discuss this exciting initiative further with you at the upcoming ADIPEC event and explore potential partnerships to expand this program.
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Williams, LaShawn. "Diverse Women Faculty Experiences Using Identity and Relational Concepts to teach Cultural Competence". In Fourth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/head18.2018.8238.
Testo completoAbstract (sommario):
This article reviews and engages a qualitative section of Williams’ 2017 research study that aimed to explore faculty experiences using relational teaching concepts when delivering cultural competence content. Multiple experiences were common to respondents from the results obtained at completion of the survey. Implications for social work education, faculty mentorship and support are discussed. It was concluded that there is an express need for early intervention on behalf of doctoral students being mentored for junior faculty teaching appointments, the use of identity is a healthy and connecting touchstone in social work education classrooms and ongoing work is needed to further engage the work of deconstructing privilege by using professional and personal identities to connect students to content for effective knowledge transfer. Keywords: Social Work; Diversity; Relational-Cultural Theory; Cultural Competence; Relational Teaching.
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Bhagat, Mrs Neha. "Gender Diversity in Indian Oil & Gas Sector". In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/215994-ms.
Testo completoAbstract (sommario):
Abstract The objective of this paper is to highlight the importance of gender diversity in the evolving energy landscape in India, with a focus on the benefits that can be derived from increased gender diversity in decision-making positions and technical roles. The paper is based on a review of existing literature and data related to gender diversity in the oil & gas sector in India, including government policies, reports, and academic articles. The paper includes an analysis of the current state of gender diversity in the Indian oil & gas sector, the benefits of increased gender diversity, the challenges and barriers that need to be addressed. The paper highlights that gender diversity in the energy sector can lead to better decision-making, improved performance, increased social and environmental benefits and empowerment of women. Women make up only 22% of the workforce in the oil and gas industry and this figure is unchanged since 2017, despite strong evidence that more diverse and inclusive workforces drive profit and innovation in the sector. Women are still underrepresented in decision-making positions and technical roles in the energy sector, and there are several barriers that need to be addressed to increase gender diversity. In this paper we will discuss all such barriers/issues and try to provide solutions/alternatives for the same. The paper also emphasizes the need for more research on the specific challenges faced by women in the energy sector in India and the strategies that can be implemented to address these challenges. The paper adds to the growing body of literature on the importance of gender diversity in the energy sector and provides insights that can be used to form policies and practices in India and other developing countries.
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Al Arkoubi, Khadija, e Fadoua Tahari. "Bridging the gender gap in Morocco’s corporate boardrooms". In New outlooks for the scholarly research in corporate governance. Virtus Interpress, 2023. http://dx.doi.org/10.22495/nosrcgp1.
Testo completoAbstract (sommario):
The underrepresentation of women on corporate boards worldwide has prompted researchers to examine the benefits associated with gender diversity and its potential impact on board effectiveness. The results consistently demonstrate that companies with more women in leadership positions tend to experience enhanced financial performance, and better decision-making processes, and improved corporate governance. Additionally, gender-diverse boards bring a variety of perspectives, skills, and experiences, leading to more robust discussions and increased innovation.
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Marinelli, Melissa Jane, Linley Lord e Sally Male. "Early career patterns, experiences, and influences: reflections from women engineers in senior roles". In SEFI 50th Annual conference of The European Society for Engineering Education. Barcelona: Universitat Politècnica de Catalunya, 2022. http://dx.doi.org/10.5821/conference-9788412322262.1361.
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Early career experiences provide the foundation for career progression and inform career choices and decisions. For women in the engineering profession, positive early career experiences have been linked to persistence and retention within the profession A recent focus on early careers within engineering has provided insight into early career role types and related competencies, competency and capability gaps experienced by novice engineers, and their perceptions of meaningful engineering work. There is opportunity to diversify and contextualise this understanding by exploring early career experiences of women working within the engineering profession, and by considering the influence of gender on early career experiences and decisions. This paper reports on an empirical investigation of the career experiences of 22 women engineers in senior roles within engineering organisations in the Australian context. Phenomenological and temporal analysis of their career reflections provides evidence of three early career patterns of varied sequence and focus. The influences shaping these career paths are described. By making explicit possible, diverse early career paths, determinants and outcomes, this paper aims to continue to bridge the engineering education-practice gap and to contribute to greater equality, diversity, and inclusion within the profession.
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Silva Mota, Jhemeson, Marcio Vinicius Okimoto, Edna Dias Canedo e Jhonatan Silva Mota. "Google Summer of Code Gender Diversity: An analysis of the last 4 editions". In Computer on the Beach. São José: Universidade do Vale do Itajaí, 2021. http://dx.doi.org/10.14210/cotb.v12.p117-124.
Testo completoAbstract (sommario):
This work presents a comprehensive research about the participationof men and women in the area of Information and CommunicationsTechnology (ICT) through data extracted from the last foureditions of Google Summer of Code (GSoC). The goal of this workis to find Association Rules between gender characteristics andcoding using the Apriori Algorithm. A total of 61 association ruleswere generated through the aforementioned algorithm, being 22 ofthem found only in the data set with the women, 24 found only withthe men, and 15 applicable to both sets. We can cite as one of themain findings of this work the fact that the representativeness ofwomen in GSoC is decreasing in the last few years. Despite this, therepresentativeness of women in GSoC is above average, accordingto what has been reported in other studies in the literature in whichwomen are underrepresented. When it comes to the most utilizedtechnologies, we have “Python", “Java", “C++", “C" and “JavaScript"in the top. Analyzing technologies, it’s possible to realize that themain utilized technologies for men and women are similar, but, ingeneral, men are more likely linked to programming languages.The most common project topics are: “Event Management", “Web",“Web Development", “Data Science" and “Cloud" in the top. Thiscan represent how diverse the project topics of the database are,but not necessarily has something related to gender.
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Grella, Catrina, e Prof dr christoph Meinel. "MOOCS AS A PROMOTER OF GENDER DIVERSITY IN STEM?" In eLSE 2016. Carol I National Defence University Publishing House, 2016. http://dx.doi.org/10.12753/2066-026x-16-164.
Testo completoAbstract (sommario):
A very high number of learners take part in Massive Open Online Courses (MOOCs) anywhere and at any time. Some researchers give a broad overview about typical learners in MOOCs, but many questions about social, cultural and ethical dimensions of eLearning are not answered yet. Notwithstanding the above, there are a lot of worldwide initiatives for supporting girls and women in Science, Technology, Engineering and Mathematics (STEM). Nevertheless in some countries, especially in Western Europe, we are still far away from gender parity in STEM. In line with these two aspects this paper focuses on 100.000 learners from more than 190 countries (data collected since 2012 and enhanced with survey data) who take part in MOOCs on computer sciences offered by the online learning platform "openHPI". Our primary interest concerns to the following research questions from a sociological point of view: Who takes part in STEM-MOOCs (selectivity)? Which factors influence the successful participation of men and women in STEM-MOOCs and under which conditions are MOOCs able to promote gender diversity in STEM (e. g. second-chance education and re-entry into the labour market)? The aim of this paper is to raise the potential of MOOCs to educate underrepresented groups in specific fields like women in STEM by analyzing the learning behavior of different kinds of people and giving recommendations for further MOOC offers. Therefore we analyze eLearning in MOOCs in regard of the following social, cultural and ethical dimensions: o age, gender, socio-demographic background, subject field, working experience, social interaction among students (in the forum and in learning groups) and between students and teachers/tutors; o country of residence, values, gender roles; o fairness (e. g. in behalf of peer assessment) and conformity with regulations (e.g. concerning the communication via the forum). We report new results of our multivariate statistics and give recommendations for attracting more women to take part in STEM-MOOCs, e. g. with regard to the role of teachers, course design, learning materials, examples and speech geared to a diverse target group and a suitable learning environment for a very heterogeneous group of learners.
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Bao, Xinyin, e Wen Tao Zhu. "Exploring Visual Design Strategies for Gender Diversity Representation through a Design Game Workshop". In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002049.
Testo completoAbstract (sommario):
Everyday objects are usually visually designed to imply that they belong to men or women. They are, thereby, tools for people to represent their gender identities. However, even though gendered design is a common topic in academic research, the representation of gender diversity remains relatively marginal. This study aims to organize people's life experiences with different gender identities to explore visual design strategies that change the original gender implication of everyday objects, thus representing gender diversity and promoting social inclusion of sexual minorities. To do so, a participatory design game workshop has been created and conducted. Three game characters with diverse gender identities were developed, and design materials that implied gender binary or diversity were provided, such as everyday objects and visual elements. During the workshop, six participants imagined themselves as admirers of the game characters and used the prepared materials to design gifts for them that fit their gender identities. The results of the workshop show that the gender implication of objects can be changed through reorganizing visual elements of color, shape, decoration, and cultural symbols. In addition, cisgender heterosexual participants preferred to represent diverse gender identities through innovative arrangements of gender-stereotypical visual elements, while participants that belong to sexual minorities preferred to adopt personalized design strategies to "de-genderize" everyday objects. This variation may be caused by the tendency of cisgender heterosexual people to confirm their gender identity through gender stereotypes, while sexual minority people escape the binary gender system through individualized representation. Therefore, the study concludes that design process representing gender diversity not only needs critique and innovation, but that de-genderdizing strategies cultivated by sexual minorities from their practices are also essential design resources.
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Gustave, N. W., e K. G. Chapa. "Ex Factor: Is Leveraging Mentoring & Sponsorship to Fast Track Diverse Leadership Pipelines Underestimated in Employee Experience (EX)?" In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216183-ms.
Testo completoAbstract (sommario):
Abstract Ever heard of the term, "glass ceiling"? It refers to barriers women and minorities face in the workplace. Corporations around the world have tried to find solutions, to diminish advancement barriers, yet for many women, people with disabilities and young employees it seems the glass ceiling has hardened to concrete. Research shows that having a diverse workforce and leaders increases revenue and innovation. Therefore businesses must leverage an employee centric mindset to understand from their employees how to create positive employee experiences and an inclusive work environment to remain competitive in the marketplace. This paradigm shift in organisations’ people management practices, benefits the whole business ecosystem. By focusing on the whole person, you are then able to create a powerful employee experience. "Employee Experience is about creating a great work environment for people. It involves understanding the role that trust plays in the employment relationship and making sure people are listened to and have a voice in issues that impact" (CIPD, 2020). Employees are becoming "the consumers of the workplace," (Balasubramanian M, 2022) which means to unlock business performance, organisations must study the uniqueness of being human, and purposefully design work experiences from the viewpoint of employees to create a truly engaged workforce. It is well documented that minorities experience a more difficult time building support networks inside their firm, have fewer mentors, and are neglected by high-status groups, which impact their chances of moving up the leadership ladder (Ely & Thomas 2020). This article addresses diversity from the perspective of how mentoring and sponsorship facilitates psychological safety, and can be tailored to promoting more minorities in leadership positions, and at the same time enhancing the employee experience. Opening the line of communication between talented minorities and power holders through strategic partnerships is imperative for companies to thrive in the future.
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Banihammad, B. A., K. M. Al Shehhi e A. A. Ashraf. "Breaking Gender Stereotypes: Advancing Women’s Careers in the Oil and Gas Industry". In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216050-ms.
Testo completoAbstract (sommario):
Abstract The oil and gas industry has historically been male-dominated, and women on site faced several challenges and obstacles. These include stereotypes and biases, safety concerns, physical demands, lack of support, and work-life balance issues. However, organizations can promote diversity and inclusion, provide education and training opportunities, create support systems, address safety concerns, offer flexibility, and challenge gender stereotypes to overcome these challenges. ADNOC, the national oil company of the United Arab Emirates, has implemented successful strategies to promote women on site. These include creating a gender-balanced work environment, investing in education and training, providing mentorship and leadership programs, addressing safety concerns, and celebrating success. Overall, these efforts have led to a more diverse and inclusive work environment, increased female representation and leadership, and improved safety and well-being for women in the industry. Women’s contribution to field life is an essential aspect of sustainable development objectives for gender equality. Women have made significant strides in traditionally male-dominated fields such as engineering, operations, and production management. They have proven to be just as capable as men in handling the challenges of working in harsh and demanding environments. Their presence as front-liners has provided a new perspective and approach to problem-solving, leading to increased efficiency and productivity. Women in field life have also paved the way for future generations of female workers, demonstrating that gender is not a barrier to success. Their dedication to health, safety, and the environment has contributed to creating a more sustainable and responsible industry. Overall, women’s contribution to field life is a testament to their resilience, competence, and commitment to making a difference in the world.
Rapporti di organizzazioni sul tema "Diverse Women for Diversity"
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Álvarez, Isabel, e Yury Castillo. Gender Diversity, Innovation, and Open Innovation in the Caribbean Region. Inter-American Development Bank, aprile 2023. http://dx.doi.org/10.18235/0004853.
Testo completoAbstract (sommario):
The Caribbean economies are well-ranked in terms of womens participation in the labor market, but less so in terms of innovation, suggesting the relevance of an analysis of gender diversitys impact on innovation. This paper examines how gender diversity in Caribbean firm affects the formation of external partnerships and agreements for innovation, and also how the effects of that diversity on innovative outcomes are influenced by the presence of women in diverse positions within a firm. Using information for 13 Caribbean countries from the Innovation, Firm Productivity and Gender (IFPG) database, this study confirms gender diversity as a factor which both improves the likelihood of innovation, as well as spurring the decision to collaborate with other firms and organizations. However, impacts will depend on the areas within a firm in which women are present. Gender diversity in the total workforce and in production and non-production activities is more effective than when women are present in areas solely related to management. These findings prompt a reflection on policy implications around the definition or improvement of measures oriented to the closing of innovation-related gender gaps.
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Mosha, Devotha B., John Jeckoniah, Aida Isinika e Gideon Boniface. The Influence of Sunflower Commercialisation and Diversity on Women's Empowerment: The Case of Iramba and Mkalama Districts, Singida Region. Institute of Development Studies (IDS), giugno 2021. http://dx.doi.org/10.19088/apra.2021.014.
Testo completoAbstract (sommario):
There is a growing body of literature that argues that normally women derive little benefit from cash crops. Some of the barriers leading to women having less benefit from cash crop value chains include cultural norms and power differences in access to, and control over, resources among actors in value chains. It is also argued that women’s participation in different forms of collective action help women to increase benefits to them through their increased agency, hence enabling them to utilise existing and diverse options for their empowerment. This paper explores how women have benefited from their engagement in sunflower commercialisation and how culture has influenced changes in access to, and control over, resources, including land, for their empowerment.
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Mohebbi, Mehri, Sumita Raghuram e Ahoura Zandiatashbar. Pathway to Promote Diversity within Public Transit Workforce. Mineta Transportation Institute, agosto 2022. http://dx.doi.org/10.31979/mti.2022.2135.
Testo completoAbstract (sommario):
There are many aspects of the transportation industry that can be focused on, but the lack of resiliency is one of the most urgent. Enhancing resiliency and creative problem-solving is essential to the industry’s growth and survival. But it cannot happen without building a more diverse workforce. Women still make up a small fraction of transportation workers, and African American and Hispanic employees are even less represented. These disparities are increasingly pronounced in many senior positions, particularly in STEM fields. Meanwhile, the public transportation industry is experiencing a severe and worsening workforce shortage and many agencies have reported substantial difficulty recruiting, retaining, and developing skilled workers. Considering the transit industry’s existing diversity and inclusion toolkits and guidelines, this project emphasizes lessons from in-depth interviews with leaders from 18 transit agencies across the country. The interviews illuminate the existing challenges and creative solutions around transit workforce diversity and inclusion. From the interviews, we discovered: 1) the critical factors that impact the current level of diversity and career mobility within transit agencies; 2) how diversity efforts help explore resources and provide opportunities for effective and robust employee engagement; and 3) the significance of evaluation systems in creating a more transparent recruitment process that initiates structural shifts, resulting in better recruiting. Moving towards inclusive and equitable workforce environments is a healing process that starts with understanding these gaps. We call this effort Healing the Workforce through Diversification.
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McMillan, Caitilin, Anna Tonelli e Kristina Mader. "Do Our Voices Matter?": An analysis of women civil society representatives’ meaningful participation at the UN Security Council. Oxfam, NGO Working Group on Women, Peace and Security (NGOWG), dicembre 2020. http://dx.doi.org/10.21201/2020.7116.
Testo completoAbstract (sommario):
Peace is made at home, in the streets, in our communities – and on the world stage. In all these spaces, women in all their diversity work to forge the conditions that make peace possible. Perhaps nowhere is this clearer than in conflict-affected countries, where diverse women’s organizations draw attention to human rights violations happening in wars, and offer alternative paths to peace. While women in civil society often lead the way in preventing and bringing an end to violence, they are not included meaningfully in peace and security decision-making, even at the UN Security Council (UNSC) – the guardian of the Women, Peace and Security agenda. This report, jointly published by Oxfam and the NGOWG, explores the practice of inviting women civil society representatives to brief the UNSC. It intends to push beyond the idea of participation as a checkbox exercise and analyzes the extent to which women’s voices form part of UNSC deliberations, and which conditions mean their participation has the most impact.
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Donnelly, Phoebe, e Boglarka Bozsogi. Agitators and Pacifiers: Women in Community-based Armed Groups in Kenya. RESOLVE Network, novembre 2022. http://dx.doi.org/10.37805/cbags2022.4.
Testo completoAbstract (sommario):
This research report is a case study of women’s participation in community-based armed groups (CBAGs) in Kenya. It examines: the diversity of women’s motivations to participate in community-based armed groups in Kenya; women’s roles and agency within community-based armed groups, communal conflicts, as well as community security and peacebuilding structures; and gender dynamics in conflict ecosystems, including social perceptions about women’s engagement in conflict. This case study contributes to the literature on women and CBAGs by examining the variations in their engagement across a single country, based on diverse local contexts. Data collection sites for the study included 1) the capital city, Nairobi; 2) Isiolo County; 3) Marsabit County; 4) Mombasa County; and 5) Bungoma County. Together, these sites provide insight into local conflict dynamics in rural and urban areas; on country borders and on the coast; and in communities with ethnic polarization, land conflicts, criminal gangs, and histories of violent extremism and secessionist movements. The Kenyan research team employed a qualitative approach to data collection through key informant interviews (KIIs), focus group discussions (FGDs), and the use of secondary source data. The findings show that there is no single template for understanding women’s engagement with CBAGs; instead, women’s motivations and roles within these groups are varied and highly contextual, just as with the motivations and roles of men. This study demonstrates the utility of context-specific analyses at the sub-national level to capture the range of women’s participation in and engagement with CBAGs and their greater contributions to the local security landscape.
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Clark, Louise, Jo Carpenter e Joe Taylor. Insights for Influence: Understanding Impact Pathways in Crisis Response. Institute of Development Studies, novembre 2023. http://dx.doi.org/10.19088/core.2023.016.
Testo completoAbstract (sommario):
The Covid-19 Responses for Equity (CORE) programme was a three-year initiative funded by the Canadian International Development Research Centre (IDRC) that brought together 20 projects from across the global South to understand the socioeconomic impacts of the Covid-19 pandemic, improve existing responses, and generate better policy options for recovery. The research covered 42 countries across Africa, Asia, Latin America, and the Middle East to understand the ways in which the pandemic affected the most vulnerable people and regions, and deepened existing vulnerabilities. Research projects covered a broad range of themes, including macroeconomic policies for support and recovery; supporting essential economic activity and protecting informal businesses, small producers, and women workers; and promoting democratic governance to strengthen accountability, social inclusion, and civil engagement. The Institute of Development Studies (IDS) provided knowledge translation (KT) support to CORE research partners to maximise the learning generated across the research portfolio and deepen engagement with governments, civil society, and the scientific community. As part of this support, the IDS KT team worked with CORE project teams to reconstruct and reflect on their impact pathways to facilitate South-South knowledge exchange on effective strategies for research impact, and share learning on how the CORE cohort has influenced policy and delivered change. This report presents an overview of these impact pathways and the lessons learnt from a selection of the projects chosen to represent the diversity of approaches to engage policymakers, civil society, and the media to generate and share evidence of the effect of the pandemic on diverse vulnerable groups.
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Bradley, Steven, James Garven, Wilson Law e James West. The Impact of Chief Diversity Officers on Diverse Faculty Hiring. Cambridge, MA: National Bureau of Economic Research, agosto 2018. http://dx.doi.org/10.3386/w24969.
Testo completo
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Trijsburg, Ika. The disinformation deluge targeting women and gender-diverse people. A cura di Reece Hooker. Monash University, novembre 2023. http://dx.doi.org/10.54377/61a1-e90f.
Testo completo
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Martino, W., J. Kassen, K. Omercajic e L. Dare. Supporting transgender and gender diverse students in Ontario schools: Educators’ responses. University of Western Ontario, 2022. http://dx.doi.org/10.5206/qxvt8368.
Testo completoAbstract (sommario):
This report details the findings of an Ontario-wide survey of 1194 school educators which is part of a larger study funded by funded by the Social Sciences Humanities Research Council of Canada (SSHRC). The survey was developed in consultation with trans educators, school board officials, and community members and included a mix of qualitative and quantitative questions. The report is structured according to educators’ responses to questions about trans-inclusive policies, self-rated knowledge, and understanding of trans inclusion and gender diversity, training received, use of resources and the barriers to fostering gender diversity in schools. Educators’ recommendations and advice on improving education about trans inclusivity in schools are also reported. Key findings revealed that there continue to be systemic and structural impediments to supporting trans inclusion and gender diversity in schools, in terms of both the failure to enact policy and to provide adequate support, education, and resourcing for educators. Recommendations are outlined which relate to the need for further development of policies that identify the allocation of resources for both professional development and curriculum development as central to the necessary provision of support for trans students and creating gender-affirming schools. The report also stipulates the necessity for sustained accountability measures to be established by governing bodies, such as the Ontario Ministry of Education, for supporting gender diversity and trans inclusion with the explicit objective of supporting school boards fiscally in the provision of professional development and development of resources. Teacher Education faculties also need to be committed to ensuring that teacher candidates are provided with the knowledge and understanding of trans inclusion and what trans affirmative education entails.
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Anthony, Gavin. Gender Diversity in Investment Management: The Challenge and a Solution. CFA Institute, giugno 2024. http://dx.doi.org/10.56227/24.1.13.
Testo completoAbstract (sommario):
Gender inequality in finance persists, with women significantly underrepresented. We offer a framework for improvement. Our Young Women in Investment Program provides an alternative entry route for women, offering training, mentorship, and internships.