Equality, diversity and inclusion : an international journal最新文献_第9页

Resistance to gender education: a case study of a kindergarten in Italy 对性别教育的抗拒:以意大利某幼儿园为例

Equality, diversity and inclusion : an international journal

Pub Date : 2022-06-21 DOI: 10.1108/edi-01-2021-0027

S. De Simone, Jessica Pileri

PurposeDespite repeated attempts to implement gender education in schools, numerous forms of resistance still persist, maintaining the current gender order, especially in Italy. Thus, in this paper, the authors focus on the practices of resistance opposed to gender education in kindergarten.Design/methodology/approachThis study takes a qualitative approach, and data collection was conducted using ethnographic observations, a focus group and an in-depth interview. The authors used critical discourse analysis (cf: Fairclough's three-dimensional model).FindingsAs per our findings, teachers' resistance is attributed to “hegemonic masculinity” and “essentialism”. In the case of “hegemonic masculinity”, the discourses emphasise that male feminisation is a threat and female masculinisation is harmless. On the “essentialist” side, teachers' discourses focus on the segregation of genders that justify naturalised gender differences.Practical implicationsThis study emphasises the need for specific training for figures as important and authoritative as teachers. In addition to the training of teachers who currently work in kindergarten, it is also necessary to address the issue at the institutional level, adding to the university courses the teaching of specific subjects related to gender.Social implicationsThis paper offers causes for reflection on a profession that has profound implications in our society and about the power of resistance to implementing gender education. The implications are discussed.Originality/valueDifferent data sources are used simultaneously to disclose discursive practices of resistance to gender education in Italy.

尽管多次尝试在学校实施性别教育，但仍然存在多种形式的抵制，维持了目前的性别秩序，特别是在意大利。因此，在本文中，作者将重点放在幼儿园反对性别教育的抵抗实践上。设计/方法/方法本研究采用定性方法，数据收集采用民族志观察、焦点小组和深度访谈。作者使用了批评话语分析(参见费尔克劳的三维模型)。根据我们的研究，教师的抵抗被归因于“霸权男性主义”和“本质主义”。在“霸权男性化”的情况下，话语强调男性女性化是一种威胁，女性男性化是无害的。在“本质主义”方面，教师的话语集中在性别隔离上，为自然的性别差异辩护。实际意义本研究强调了对教师等重要权威人物进行特殊培训的必要性。除了培训目前在幼儿园工作的教师外，还必须在机构一级解决这个问题，在大学课程中增加与性别有关的具体科目的教学。社会影响这篇文章为我们提供了一个反思的理由，这个职业在我们的社会中有着深远的影响，以及抵制实施性别教育的力量。讨论了其含义。原创性/价值同时使用不同的数据来源来揭示意大利抵抗性别教育的话语实践。

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引用次数: 0

Revisiting congruence effects in diversity research: views of diversity initiatives and experiences of belonging in a New Zealand healthcare organization 重新审视多样性研究中的一致性效应:新西兰医疗保健组织的多样性倡议和归属感经验的观点

Equality, diversity and inclusion : an international journal

Pub Date : 2022-06-17 DOI: 10.1108/edi-12-2021-0310

J. Kuntz, Shalini Pandaram

PurposeThis study drew on person-organization fit and ideological psychological contract theories to test whether inclusiveness, operationalized as sense of belonging, could be explained by congruence/discrepancy between employees' personal value of diversity, equity and inclusion (DEI) initiatives and employees' views of perceived organizational commitment to these initiatives. The study also examined whether sense of belonging, and perspectives of DEI initiatives, differed between majority [New Zealand European (NZE)] and minority [Māori/Pasifika (MP)] workers.Design/methodology/approachA total of 771 employees from a New Zealand healthcare organization completed an online survey. Further to mean difference tests to contrast majority and minority group experiences, polynomial regressions with response surface methodology were conducted to examine congruence effects on sense of belonging.FindingsWhile MP workers attributed greater personal value to DEI initiatives and viewed the organization as prioritizing these initiatives compared to NZ European (NZE) workers, MP workers experienced a lower sense of belonging. Further, the authors' results show that congruence at higher levels of personal and organizational importance ascribed to DEI initiatives was associated with greater sense of belonging. Contrary to the deficiency-based discrepancy effect proposed, the lowest levels of belonging were experienced at low levels of organizational commitment to DEI, regardless of personal diversity value. Additionally, MP were more susceptible to ideological psychological contract breach than NZE workers.Practical implicationsThe authors' study highlights that while positive diversity climate perceptions are closely linked to perceptions of inclusion, organizations will discern the factors that contribute to or undermine inclusiveness by also gaging personal value DEI initiatives and the unique experiences of minority and majority groups.Originality/valueThis study is the first to examine the effect of diversity-related value congruence on employees' sense of belonging, and to uncover racioethnic differences in these effects.

目的本研究运用人-组织契合和意识形态心理契约理论，检验员工对多样性、公平和包容(DEI)计划的个人价值与员工对这些计划的感知组织承诺之间的一致性/差异是否可以解释包容性，并将其运作为归属感。该研究还调查了大多数[新西兰欧洲人(NZE)]和少数[Māori/Pasifika (MP)]工人之间的归属感和DEI倡议的观点是否不同。设计/方法/方法来自新西兰一家医疗保健组织的771名员工完成了一项在线调查。此外，本研究采用响应面法进行多项式回归，以检验一致性对归属感的影响。与新西兰欧洲(NZE)员工相比，MP员工将更多的个人价值归因于DEI计划，并认为组织优先考虑这些计划，但MP员工的归属感较低。此外，作者的研究结果表明，在较高的个人和组织重要性水平上，DEI举措的一致性与更大的归属感有关。与提出的基于缺陷的差异效应相反，无论个人多样性价值如何，归属感水平最低的组织对DEI的承诺水平较低。此外，中小企业员工比中小企业员工更容易发生意识形态心理契约违约。实际意义作者的研究强调，虽然积极的多样性气候观念与包容性观念密切相关，但组织将通过衡量个人价值DEI倡议以及少数群体和多数群体的独特经历来辨别促进或破坏包容性的因素。原创性/价值本研究首次考察了与多样性相关的价值一致性对员工归属感的影响，并揭示了这些影响的种族差异。

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引用次数: 0

“You can call me Susan!” Doing gendered class work in luxury service encounters “你可以叫我苏珊!”在豪华服务中做性别课堂作业

Equality, diversity and inclusion : an international journal

Pub Date : 2022-06-03 DOI: 10.1108/edi-10-2021-0272

V. Bernauer, Barbara Sieben, Axel Haunschild

PurposeWith a focus on service encounters in the luxury segment of hospitality and tourism, the authors analyse how inherent social class distinctions and status differences are (re-)produced and which role gender plays in this process of “doing class”.Design/methodology/approachThe authors combine concepts of class work and inequality regimes with a focus on intersections of class and gender. The empirical study is based on interviews in Germany with first-class flight attendants, five-star hotel employees, and luxury customers on how they perceive and legitimize luxury services, working conditions and status differences.FindingsThe authors identify perceptions and practices of status enhancement and status dissonance among luxury service workers, as well as gender practices and meanings such as specific feminized roles service workers take on. The authors also conceptualize these intersecting patterns of inequality reproduction as “gendered class work”.Originality/valueThe study broadens empirical accounts of labour relations in the service industries. The concept of organizational class work is extended towards worker–customer interactions. With the concept of gendered class work, the authors contribute to research on the intersectionality of class and gender and the reproduction of inequalities.

目的:以酒店和旅游业奢侈品领域的服务遭遇为重点，作者分析了固有的社会阶级差异和地位差异是如何(重新)产生的，以及性别在这一“做阶级”过程中扮演的角色。设计/方法论/方法作者将阶级工作和不平等制度的概念与阶级和性别的交叉点结合起来。实证研究基于对德国头等舱乘务员、五星级酒店员工和奢侈品客户的访谈，调查他们如何看待和合法化奢侈品服务、工作条件和地位差异。研究结果:作者确定了奢侈品服务工作者对地位提升和地位失调的认知和实践，以及性别实践和意义，如服务工作者所承担的特定女性化角色。作者还将这些不平等再生产的交叉模式概念化为“性别阶级工作”。独创性/价值该研究拓宽了服务业劳资关系的实证分析。组织类工作的概念扩展到工人-客户交互。在性别阶级工作的概念下，作者对阶级和性别的交叉性以及不平等的再生产进行了研究。

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引用次数: 0

Organizational interventions towards achieving gender equality at the corporate top: a multiple case study approach 实现公司高层性别平等的组织干预:多案例研究方法

Equality, diversity and inclusion : an international journal

Pub Date : 2022-06-02 DOI: 10.1108/edi-08-2021-0216

Rosalien A. van ‘t Foort-Diepeveen

PurposeThe aim of this article is twofold: (1) to identify gender equality organizational interventions implemented by a selected number of Dutch companies to increase the number of women at the corporate top and (2) to identify how these interventions overcome barriers to women's advancement and contribute to more women at the corporate top.Design/methodology/approachA comparative case study method was applied through conducting qualitative research. The research was conducted at four large Dutch companies.FindingsThe research identified 23 organizational interventions that were classified in four categories. The cross-case analysis focuses on specific themes, such as the type of interventions, the identified barriers, the successfulness of the interventions and factors contributing to increasing the number of women at the corporate top. The research shows that top-level commitment to this topic is important for the success of interventions and for increasing the number of women at the corporate top and throughout the rest of the organization. Some of the barriers could be overcome by the interventions identified.Practical implicationsThis research provides companies with better insight into the quality and quantity of gender equality organizational interventions implemented by Dutch companies to increase the number of women at the corporate top. It can assist them in deciding which interventions could be implemented in order to achieve gender equality at their corporate top.Originality/valueThe research provides in-depth insight into the types and number of implemented gender equality organizational interventions for women at the corporate top and into the results and perceived effectiveness of such interventions.

本文的目的有两个:(1)确定由选定数量的荷兰公司实施的性别平等组织干预措施，以增加公司高层的女性人数;(2)确定这些干预措施如何克服女性晋升的障碍，并有助于更多女性进入公司高层。设计/方法/方法通过进行定性研究，采用比较案例研究法。这项研究是在四家荷兰大公司进行的。该研究确定了23项组织干预措施，分为四类。跨案例分析侧重于具体主题，例如干预措施的类型、确定的障碍、干预措施的成功程度以及有助于增加公司高层女性人数的因素。研究表明，高层对这一主题的承诺对于干预措施的成功以及增加公司高层和整个组织其他部门的女性人数至关重要。有些障碍可以通过确定的干预措施加以克服。实践意义本研究让公司更好地了解荷兰公司为增加公司高层女性人数而实施的性别平等组织干预措施的质量和数量。它可以帮助她们决定可以实施哪些干预措施，以便在公司高层实现性别平等。原创性/价值本研究深入研究了针对公司高层女性实施的性别平等组织干预措施的类型和数量，以及此类干预措施的结果和感知有效性。

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引用次数: 0

Customer power, perceived behavioral control, and life insurance salespeople's reactions to customer sexual harassment 顾客权力、感知行为控制与寿险销售人员对顾客性骚扰的反应

Equality, diversity and inclusion : an international journal

Pub Date : 2022-05-24 DOI: 10.1108/edi-03-2021-0061

Yi-Ling Lin, Lu-Ming Tseng

PurposeSexual harassment is often the result of the abuse of power by perpetrators over victims. This study investigated the effects of customer reward power, customer coercive power, perceived behavioral control (PBC), and personal factors on full-time life insurance salespeople's intentions to report customer sexual harassment.Design/methodology/approachThis study collected quantitative data through questionnaire surveys. A total of 743 valid questionnaires were collected.FindingsTwo types of customer sexual harassment (quid pro quo and hostile work environment) were evaluated. PBC was found to be the most influential factor affecting whistleblowing intentions. Regression analysis indicated that customer reward power significantly affected whistleblowing intentions toward quid pro quo customer sexual harassment. The male salespeople experienced stronger customer coercive power than did the female salespeople.Originality/valueNot every society views customer power and customer sexual harassment in the same manner. By examining Taiwan's life insurance salespeople and including the concept of customer power, this study broadens the understanding of whistleblowing intentions toward the two types of customer sexual harassment.

性骚扰通常是犯罪者对受害者滥用权力的结果。本研究探讨了顾客奖励权力、顾客强制权力、知觉行为控制(PBC)和个人因素对全职寿险销售人员举报顾客性骚扰意向的影响。设计/方法/方法本研究通过问卷调查收集定量数据。共回收有效问卷743份。两种类型的客户性骚扰(交换条件和敌对的工作环境)进行了评估。PBC是影响检举意图的最主要因素。回归分析显示，顾客奖励权力显著影响顾客性骚扰的检举意愿。男性销售人员比女性销售人员感受到更强的顾客强制力。独创性/价值并非每个社会都以同样的方式看待客户权力和客户性骚扰。本研究以台湾寿险业务员为研究对象，并纳入顾客权力的概念，扩大举报意图对两类顾客性骚扰的理解。

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引用次数: 1

Invited to the party but not allowed to dance? Examining strategic decision-making inclusion of top female executives 受邀参加派对却不允许跳舞?考察女性高管参与战略决策的情况

Equality, diversity and inclusion : an international journal

Pub Date : 2022-05-10 DOI: 10.1108/edi-07-2021-0184

Ann Mooney

PurposeThe gender diversity of top management teams (TMTs) is slowly increasing. Research shows that top executives influence firms through their role in strategic decision-making but that executives are not equally engaged in it. The purpose of this paper is to understand whether gender affects the likelihood of inclusion in strategic decision-making.Design/methodology/approachDrawing on surveys completed by chief executive officers (CEOs) and using expectation states and gender roles theories, the author examines the relationship between gender and inclusion in strategic decision-making for 266 top executives of global public firms.FindingsAfter controlling for a myriad of factors, results indicate that female executives are less likely than male executives to be included in strategic decision-making. Firm tenure moderates this effect such that it leads to a greater likelihood of inclusion for female executives but not male executives.Originality/valueThis study provides a unique consideration of strategic decision-making in TMTs. The findings suggest that diversity and inclusion do not always go hand in hand and that female executives may need to prove themselves more than male executives to be given an equal voice in the strategic direction of the firm.

目的高层管理团队的性别多样性正在缓慢增加。研究表明，高层管理人员通过他们在战略决策中的角色影响公司，但高管们并不是平等地参与其中。本文的目的是了解性别是否影响纳入战略决策的可能性。设计/方法/方法根据首席执行官(ceo)完成的调查，作者利用期望状态和性别角色理论，对全球上市公司266名高管的战略决策中性别与包容性之间的关系进行了研究。在控制了无数因素之后，结果表明，女性高管比男性高管更不可能参与战略决策。公司终身制缓和了这种影响，使得女性高管被纳入的可能性更大，而男性高管则不然。原创性/价值本研究为tmt的战略决策提供了一个独特的视角。研究结果表明，多元化和包容性并不总是相辅相成的，女性高管可能需要比男性高管更多地证明自己，才能在公司的战略方向上获得平等的发言权。

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引用次数: 1

A systematic review of job-related diversity and future research directions 工作相关多样性研究综述及未来研究方向

Equality, diversity and inclusion : an international journal

Pub Date : 2022-05-09 DOI: 10.1108/edi-12-2021-0324

Shatrughan Yadav, Usha Lenka

PurposeJob-related diversity is significantly different from demographic diversity, referring to diverse skills, knowledge, and perspectives. Despite the significant relevance of diversity literature, researchers have paid relatively less attention to job-related diversity dimensions like functional, educational, and tenure diversity. This study aims to analyze the scattered job-related diversity literature and identify mediating, moderating, and outcome variables, including dominant theories, methodological practices, and statistical techniques that affect performance outcomes.Design/methodology/approachThis paper consolidates the job-related diversity literature and conducts a systematic review to fill the research gap. This study undertook a systematic review of 101 articles on job-related diversity published between 1991 and 2020 in academic management journals.FindingsThis study has synthesized several theoretical frameworks and proposed an integrative framework of job-related diversity for future research and theory development. Conclusively, this study has highlighted the gaps, advanced the knowledge in job-related diversity, and suggested future research avenues and implications.Originality/valueThis study is the first systematic review of job-related diversity, which acknowledges the importance of job-related diversity literature. Job-related diversity has received significant attention in the crisis-like situation during COVID-19 to develop innovative ideas and decision-making from different perspectives.

工作相关的多样性与人口统计学的多样性有很大的不同，工作相关的多样性是指不同的技能、知识和观点。尽管多样性文献具有重要的相关性，但研究人员对与工作相关的多样性维度(如功能、教育和任期多样性)的关注相对较少。本研究旨在分析分散的与工作相关的多样性文献，并确定影响绩效结果的中介、调节和结果变量，包括主导理论、方法实践和统计技术。设计/方法/途径本文整合了与工作多样性相关的文献，并进行了系统的回顾，以填补研究空白。本研究对1991年至2020年间发表在学术管理期刊上的101篇关于工作相关多样性的文章进行了系统回顾。研究结果本研究综合了多个理论框架，为未来的研究和理论发展提出了一个综合性的工作相关多样性框架。最后，本研究突出了差距，促进了对工作相关多样性的认识，并提出了未来的研究途径和启示。原创性/价值本研究首次对工作相关多样性进行系统综述，承认了工作相关多样性文献的重要性。在COVID-19危机的情况下，与工作相关的多样性受到了极大的关注，以从不同的角度发展创新的想法和决策。

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引用次数: 1

To disclose or not disclose a workplace disability to coworkers: attributions and invisible health conditions in the workplace 向同事透露或不透露工作场所的残疾:归因和工作场所的无形健康状况

Equality, diversity and inclusion : an international journal

Pub Date : 2022-05-06 DOI: 10.1108/edi-09-2021-0228

E. Patton

PurposeThe decision to disclose an illness is a difficult choice for many individuals. Despite national laws such Americans with Disabilities Act that protect workers with disabilities from discrimination in the workplace, the stigmas around certain illnesses, fears of being judged by others using different standards, and concerns about a lack of support regardless of legal requirements are all reasons why someone may hesitate to disclose a health condition in the workplace.Design/methodology/approachUsing experimentally manipulated vignettes and a combination of theories on attribution and incivility, this study explores the dangers of not disclosing a disability/condition that can lead to behaviors that will engender judgments by coworkers.FindingsThe results of the study make clear that there are social benefits to disclosing a health condition rather than concealing. The findings clearly demonstrate that attributing an individual's negative behavior to their disposition will lead to more judgments of responsibility, and less sympathy and more anger compared to behaviors that can be explained by any health reason. Furthermore, more punishment, feelings of revenge and social distancing await individuals whose negative behavior cannot be explained by health issues.Originality/valueThis study combines issues of health, attributions, incivility in an experimental studies that illuminates issues surround disclosing a workplace disability that go beyond the typical focus of legal questions.

目的对许多人来说，决定透露自己的病情是一个艰难的选择。尽管《美国残疾人法》(Americans with Disabilities Act)等国家法律保护残疾工人在工作场所不受歧视，但某些疾病带来的耻辱、害怕别人用不同的标准来评判、以及担心不顾法律要求得不到支持，都是一些人不愿在工作场所披露健康状况的原因。设计/方法/方法本研究利用实验操纵的小插曲，结合归因和不礼貌的理论，探讨了不披露可能导致同事判断的行为的残疾/状况的危险。研究结果表明，公开健康状况比隐瞒健康状况对社会有好处。研究结果清楚地表明，将一个人的消极行为归因于他们的性格，会导致更多的责任判断，更少的同情和更多的愤怒，而这些行为可以用任何健康原因来解释。此外，更多的惩罚、报复感和社会疏远等着那些负面行为无法用健康问题来解释的人。原创性/价值本研究将健康、归因、不文明等问题结合在一起，在一项实验研究中阐明了围绕披露工作场所残疾的问题，而这些问题超出了法律问题的典型焦点。

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引用次数: 2

Institutional Ethnoracial Discrimination and Microaggressions among a Diverse Sample of Undergraduates at a Minority-Serving University: A Gendered Racism Approach. 一所少数民族大学不同样本大学生的制度性种族歧视和微侵犯:性别种族主义的视角。

Equality, diversity and inclusion : an international journal

Pub Date : 2022-04-26 DOI: 10.1108/edi-06-2021-0149

Florence Lui, Deidre M Anglin

Purpose: Ethnoracial minorities report a variety of discriminatory experiences due to systemic racism. Yet, few studies have examined whether gender and race/ethnicity interact to predict institutional discrimination and racial microaggressions through an intersectional approach.

Design/methodology/approach: A predominantly female (60%), ethnoracial minority (20.8% Black, 31.6% Asian, 30.8% Latina/o, 8.2% White, 6.6% Middle Eastern) sample of 895 undergraduates attending a minority-serving public university in an urban setting completed self-report measures of sociodemographic characteristics, experiences of racial microaggressions, and institutional discrimination.

Findings: Significant (p<.05) gender × race/ethnicity interaction effects were found in several institutional discrimination domains: Males reported more police/court discrimination overall, but gender differences in police/court discrimination were less pronounced for non-Black vs. Black students. While males tended to report more institutional discrimination than females, the reverse was true for the Middle Eastern group: Middle Eastern females reported institutional discrimination in more domains and more discrimination getting hired than their male counterparts. There was a significant race/ethnicity × gender interaction effect for environmental microaggressions: White males reported more environmental microaggressions than White females, but gender differences were not found in the overall sample.

Originality: This study is the first to our knowledge to assess the interactive effects of gender and ethnicity on the type of microaggressions experienced in a diverse sample that includes individuals of Middle Eastern descent. The authors highlight the range of discriminatory events that ethnoracially minoritized undergraduates experience, even at a minority-serving institution.

目的:少数民族报告了由于系统性种族主义造成的各种歧视经历。然而，很少有研究通过交叉方法检验性别和种族/民族是否相互作用以预测制度歧视和种族微侵犯。设计/方法/方法:在城市环境中，在一所少数民族公立大学就读的895名本科生中，以女性(60%)为主，少数民族(黑人20.8%，亚洲人31.6%，拉丁裔30.8%，白人8.2%，中东6.6%)，完成了社会人口学特征、种族微侵犯经历和制度歧视的自我报告测量。重大(原创性):据我们所知，这项研究首次评估了性别和种族对包括中东血统的个体在内的不同样本中所经历的微侵犯类型的互动影响。作者强调了少数民族本科生所经历的一系列歧视性事件，即使在少数民族服务的机构中也是如此。

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引用次数: 1

Coping with sexual harassment in the Egyptian context: a study on female academics 在埃及背景下应对性骚扰:对女性学者的研究

Equality, diversity and inclusion : an international journal

Pub Date : 2022-04-20 DOI: 10.1108/edi-10-2021-0281

Mohamed Mousa, Hala A. Abdelgaffar

PurposeTo understand the position of female academics in public universities in Egypt, the authors of this paper aim to answer the question of what comes between victims breaking their silence about workplace sexual harassment (WSH).Design/methodology/approachA qualitative research method is employed, and semi-structured interviews were conducted with 40 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was used to extract main ideas from the transcripts.FindingsAt the macro level in Egypt, stipulating an anti-harassment law and harsher penalties were found to be a motivator for female academics to speak up against WSH. At the meso organizational level, establishing anti-harassment units in universities is perceived as an effective mechanism for empowering female academics to respond to, expose and seek punitive action against WSH perpetrators. What was found to be a real challenge to reporting perpetrators is the assumption of some female academics that they will never be heard because of socio-cultural norms that hold university professors as honourable and impeccable. Another challenge is that female academics are poorly represented at both professorial levels and in senior administrative positions in Egyptian academic contexts. Sadly, challenges faced by women in academic contexts, such as WSH, are not being prioritized on the agenda of their universities. Although organizational behaviours and country-specific culture challenge female academics' proactive stance against WSH, new anti-harassment laws and university policies are changing this scenario.Originality/valueThis paper contributes by filling a gap in human resource (HR) management, higher education and public administration in which empirical studies of WSH in academic contexts have been limited so far.

为了了解埃及公立大学女性学者的地位，本文的作者旨在回答一个问题，即受害者打破工作场所性骚扰(WSH)的沉默之间存在什么关系。设计/方法/方法采用定性研究方法，对从埃及26所公立高等教育机构中选出的4所公立大学的40名女学者进行了半结构化访谈。专题分析用于从文本中提取主要思想。在埃及的宏观层面上，制定反骚扰法和更严厉的惩罚措施被发现是女性学者公开反对WSH的动力。在中观组织层面，在大学建立反骚扰单位被认为是一种有效的机制，使女学者有能力回应、揭露和寻求对妇女暴力犯罪者采取惩罚行动。报告肇事者的真正挑战是，一些女性学者认为，由于社会文化规范认为大学教授是可敬和无可挑剔的，她们永远不会被听到。另一个挑战是，在埃及的学术环境中，女性学者在教授级别和高级行政职位上的比例都很低。可悲的是，女性在学术环境中面临的挑战，如妇女卫生，并没有被列入她们大学的优先议程。尽管组织行为和特定国家的文化挑战了女性学者对WSH的积极态度，但新的反骚扰法律和大学政策正在改变这种情况。原创性/价值本文填补了人力资源管理、高等教育和公共管理领域的空白，这些空白目前在学术背景下对妇女健康的实证研究有限。

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引用次数: 5