Gender

Nicol, S. (2022). Gender budgeting: The economic and fiscal rationale. OECD Journal on Budgeting, 22(3), 1–16. https://research.ebsco.com/c/4ax45t/viewer/pdf/ji65wvxicr

The article "Gender Budgeting: The Economic and Fiscal Rationale" published in the OECD Journal on Budgeting discusses the importance of gender budgeting as a tool for achieving economic growth, fiscal sustainability, and gender equality. Here's a summary of the key points covered in the article:

1. Employment Gender Gap: Across several countries, including Canada, the US, Luxembourg, France, Germany, South Korea, and the Netherlands, women are less likely to be employed compared to men. Closing the gender employment gap is essential for achieving positive GDP and productivity gains, as well as improving fiscal sustainability, especially in the context of shrinking labor forces.

2. Objectives of Gender Budgeting: Gender budgeting aims to mobilize policy-making efforts to close gender gaps in the labor market and realize economic and fiscal gains. It enables women's full representation and participation in public life, addressing social injustices while also highlighting the economic and fiscal costs of gender disparities.

3. Approaches to Gender Budgeting: Gender budgeting utilizes tools such as distributional assessment of tax and welfare measures and gender impact assessment to identify expected gender equality outcomes. Decision-makers can then reassess budget measures or introduce new proposals to promote gender equality goals, such as childcare subsidies or changes to taxation for second earners.

4. Gender Equality and Economic Growth: Greater gender equality in the labor market leads to increased employment and GDP, positively impacting productivity and fiscal sustainability. Gender budgeting serves as a key tool for gender mainstreaming, integrating gender considerations into government decisions and prioritizing budget measures that support both gender equality and economic growth.

5. Implementation of Gender Budgeting: Many countries have adopted gender budgeting to support decision-making processes. Gender impact assessments of budget measures, distributional assessments, gender dimension spending reviews, and gender budgeting statements are among the tools used to identify budget measures that promote gender equality and economic growth.

In conclusion, gender budgeting is essential for addressing gender disparities in the labor market and achieving economic and fiscal objectives. By integrating gender considerations into budgetary policies and decision-making processes, governments can work towards closing the gender employment gap and realizing the benefits of greater gender equality for society as a whole.

Momani, B., Dreher, E., & Williams, K. (2019). More than a pipeline problem: Evaluating the gender pay gap in Canadian academia from 1996 to 2016. The Canadian Journal of Higher Education, 49(1), 1–21. https://search-proquest-com.libraryservices.yorkvilleu.ca/docview/2220142379/fulltextPDF/AD0DEBD598514810PQ/1 ?

The article "More than a Pipeline Problem: Evaluating the Gender Pay Gap in Canadian Academia from 1996 to 2016" published in The Canadian Journal of Higher Education examines the gender pay gap in Ontario's post-secondary education sector from 1996 to 2016, using public sector salary disclosure data. Here's a summary of the key findings and points discussed in the article:

1. Gender Pay Gap Widening: The study finds that the gender pay gap is widening among all faculty ranks in Ontario's academia. Men are paid 2 to 5% more than their female colleagues across all employee categories, including teaching staff and deans. Furthermore, the pay gap appears to increase as women faculty members move up the ranks within the university system.

2. Limited Impact of Legislation: Despite the passage of the Employment Equity Act in 1987, gender pay gaps remain prevalent in academia. In Ontario, the Quebec Pay Equity Act was more successful in addressing pay disparities compared to Ontario's legislation. Institutions in Ontario often classified faculty as a male job class, leading to limited obligations to adjust the salaries of female professors.

3. Persistence of Gender Discrimination: Discrimination based on gender continues to be a major factor contributing to the gender pay gap in academia. Women are often clustered in lower-ranking positions and face challenges in career progression compared to men. Factors such as variations in education, experience, role, and collective agreements may partially account for the pay gap, but discrimination remains a significant issue.

4. Pipeline Problem: The article highlights the "pipeline problem," wherein women tend to leave academia earlier than men due to systemic barriers related to parenting, mobility, and male-dominated environments. Despite existing measures of faculty productivity and experience, women's lack of career progression cannot be justified solely by these factors.

5. Role of Academic Publications and Grants: Gender disparities in academic publications, grant funding, and awards contribute to the gender pay gap. Women often take on more teaching and service roles, which are less valued compared to research performance. This disparity in workload inhibits productivity and can lead to denial of tenure and promotion for women.

6. Findings and Trends: The study confirms significant positive gender pay gaps in the Canadian academia, with the gender pay gap increasing over time. Positive average gender pay gaps were found in various disciplines, with the largest gaps observed in psychiatry, law, economics, accounting, and chemistry.

Overall, the article underscores the persistence of gender pay disparities in Canadian academia and highlights the need for continued efforts to address systemic barriers and discrimination faced by women in higher education.

Martínez, M. M., Molina-López, M. M., & de Cabo, R. M. (2020). Explaining the gender gap in school principalship: A tale of two sides. Educational Management Administration & Leadership, 1. https://journals.sagepub.com/doi/pdf/10.1177/1741143220918258

The article "Explaining the Gender Gap in School Principalship: A Tale of Two Sides" examines the gender disparity in school principal positions through two main perspectives: the organizational model and the individual model.

1. Organizational Model (Demand Side): This perspective focuses on external factors within the organizational structure that contribute to the underrepresentation of women in school principal roles. It suggests the presence of double standards and higher evaluation criteria for women compared to men. Studies have indicated that men are more likely to become principals at a faster rate than women, possibly due to systemic gender biases embedded in educational practices and policies. Organizational cultures perceived as heavily masculine may also serve as barriers for women aspiring to leadership roles.

2. Individual Model (Supply Side): This perspective examines internal barriers faced by women that may hinder their pursuit of school principal positions. These barriers include gender differences in values and attitudes, societal expectations regarding gender roles, and family conflicts that affect career choices. Women may have lower self-esteem and self-confidence, as well as a lower inclination towards power-oriented behavior compared to men. These individual-level factors may contribute to women's self-exclusion from managerial positions.

The study finds that the demand-side factors, such as organizational structures and cultural norms, play a more significant role in explaining the gender gap in school principalship compared to individual-level barriers. In Spain, for example, a heavily masculine management culture is perceived as a barrier for women aspiring to leadership roles, while in the UK, women's interrupted career patterns are viewed as abnormal, departing from the dominant linear career trajectory expected in masculine-oriented environments.

To address the gender gap in school principalship, the article suggests implementing strategies and policies to support women's advancement and education. These measures include:

• Implementing training programs to increase awareness of gender issues among decision-makers involved in hiring and promotion processes.

• Adopting blind selection processes to eliminate gender bias in recruitment and promotion.

• Conducting awareness campaigns to challenge gender stereotypes and biases.

• Setting explicit gender targets to increase the representation of women in leadership positions.

• Encouraging the inclusion of multiple women in the finalist pool for principal positions to challenge the status quo and increase the likelihood of hiring a woman candidate.

Overall, the article highlights the importance of addressing both organizational and individual-level barriers to achieve gender equality in school leadership roles.

Lau, V. W., Scott, V. L., Warren, M. A., & Bligh, M. C. (2023). Moving from problems to solutions: A review of gender equality interventions at work using an ecological systems approach. Journal of Organizational Behavior (John Wiley & Sons, Inc.), 44(2), 399–419. https://research.ebsco.com/c/4ax45t/viewer/pdf/d2k24iyfez

The article "Moving from Problems to Solutions: A Review of Gender Equality Interventions at Work Using an Ecological Systems Approach" addresses the issue of gender inequality in the workplace and examines interventions aimed at promoting gender equality. Here's a summary of the key points and intervention approaches discussed in the article:

1. Current Status of Gender Equality Interventions: Despite extensive research on the barriers and challenges faced by women in the workplace, practical interventions to address gender inequality have been limited, with less than 5% of studies focusing on solutions.

2. Ecological Systems Approach: The article proposes an ecological systems approach to understanding gender equality interventions, emphasizing the dynamic interactions between individuals and their environments. This approach considers interventions at multiple levels, including the ontogenic (individual), interpersonal, organizational, macro (political, cultural), and chronosystem (historical events).

3. Intervention Approaches:

   • Ontogenic System: Interventions focus on individual behaviors, dispositions, and identities. Examples include training to enhance awareness of gendered practices, developing proactive agents of change, and identifying tactics for career advancement.

   • Interpersonal Microsystem: Interventions target immediate social environments such as mentoring, allyship, and increasing women's representation in leadership positions. Mentoring, for example, has been associated with higher confidence, networking skills, and career planning among mentees.

   • Organizational Microsystem: Interventions address organizational culture, practices, and policies. Examples include eliminating bias in decision-making, implementing work-life policies, providing training on diversity and inclusion, and increasing women's representation through gender quotas.

   • Macro and Chronosystem: Interventions consider broader societal factors and historical events that influence gender equality. Transparency and accountability measures, gender framing, and increased representation of women are highlighted as effective strategies.

4. Challenges and Future Directions: The article acknowledges challenges in implementing gender equality interventions, including resistance, biases, and contextual factors. Future research directions include integrating micromanagement and micromanagement studies, addressing gaps in theoretical testing and development, and considering environmental factors such as cross-cultural influences and cohort effects.

Overall, the article underscores the need for a comprehensive approach to gender equality interventions that considers individual, interpersonal, organizational, and societal factors. By addressing these multiple levels of influence, organizations can work towards creating more equitable and inclusive workplaces.

Gupta, N., Balcom, S. A., & Singh, P. (2022). Gender composition and wage gaps in the Canadian health policy research workforce in comparative perspective. Human Resources for Health, 20(1), 1–14. https://research.ebsco.com/c/4ax45t/viewer/pdf/tbb7g7dliz

Sheds light on the gender challenges within healthcare policy research, highlighting issues such as occupational segregation, wage gaps, and the feminization of certain professions. Here's a breakdown of the key findings and implications:

1. Gender Composition and Wage Gaps:

   • Healthcare policy research is predominantly female, while economics policy research is male-dominated.

   • Despite similar job duties and working conditions, women in healthcare policy research earn 9% less than men.

   • Across eight areas of policy research, women consistently earn lower annual wages compared to men, with the widest gender wage gap observed in business policy research.

   • Even after adjusting for labor, social, and residential characteristics, women still make 5% less than men in healthcare policy research.

2. Factors Contributing to Wage Disparities:

   • The study identifies various factors contributing to gender wage disparities, including occupational segregation, historical idealizations of professional men, and expectations of authority and commitment.

   • Women's earnings are influenced by their presence in historically female-dominated professions, which may be internally devalued or less rewarding.

   • The feminization of the health labor market may exacerbate wage disparities, with evidence suggesting widening gender gaps as the sector becomes more female-dominated.

3. Policy Implications:

   • Addressing gender and wage differentials in healthcare policy research is crucial for promoting equity and inclusiveness in the workforce.

   • Efforts to improve and sustain work conditions should align with labor market approaches that prioritize efficiency, effectiveness, and gender equality.

   • Investment in female health workers is essential, particularly in light of post-COVID shortages in the healthcare workforce. Recruiting and retaining women in the sector is vital for its sustainability.

4. Areas for Further Research:

   • Further research is needed to explore the root causes of gender wage gaps and identify strategies for addressing them effectively.

   • Understanding the impact of factors such as educational attainment, immigration status, and other predictors on wage differentials can inform targeted interventions.

   • Analyzing the evaluation of women's work in different policy research fields can provide insights into systemic biases and inequities that need to be addressed.

Overall, the study highlights the importance of recognizing and addressing gender disparities in healthcare policy research to ensure a more equitable and inclusive workforce. Efforts to promote gender equality and fair wages in the sector can contribute to improved outcomes for both workers and the populations they serve.