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The aim of this paper is to find out why women artisans in Peru avoid the sole ownership of their enterprises while preferring to work in associations.

The data were collected through semi-structured interviews with 28 women artisans in Peru during their participation in a fair organized by the Peruvian Ministry of Culture in Lima (Peru). Thematic analysis was subsequently used to develop the main themes and sub-themes of the study.

The authors of the present study have found that women artisans in Peru choose to work in associations instead of via the sole ownership of their enterprises because of the following three categories of motives: contextual (low operational cost of family-owned associations, more compliance with the surrounding institutional context), cultural (commitment to parenting, experiencing less marginalization, zero responsibility, and greater work flexibility) and marketing-related motives (eliciting more social support, guaranteeing more invitations to participate in artisanal fairs).

This paper contributes by filling a gap in the literature on artisan entrepreneurship in which studies on women artisans in Latin American contexts and why they choose to work in associations have been limited so far.

This study examines how the representation of women and people of color on nonprofit boards relates to CEO gender and race.

This study uses the 2020 data of 501(c)(3) nonprofit organizations in a Southeastern U.S. state. It employs the seemingly unrelated bivariate probit regression to simultaneously estimate the two equations for CEO gender and race.

The findings show that the proportion of board members of color is positively associated with having a CEO of color and a female CEO. The proportion of female board members is positively associated with having a female CEO, but not with having a CEO of color.

The lack of a positive connection between women’s representation on the board and having a CEO of color may be attributable to the pervasive and systematic Whiteness in nonprofit leadership. The findings suggest that nonprofit boards reflect on the current executive hiring policies and practices to address existing racial biases or barriers.

This study’s findings reveal that the descriptive representation of women and people of color in the governing board is closely linked to their substantive representation in the form of selecting a woman or a person of color as the CEO. The findings also suggest an interconnection between the representation of people of color on the board and having a female CEO. However, women’s representation on the board is not related to having a CEO of color.

Gender inequality and age discrimination persist in the Higher Education (HE) sectors. The significance of gendered health at middlescence, including peri/menopause, is often negated. This article explores women’s lived experiences of gendered health issues at middlescence in the neoliberal academy through an intersectional lens.

Two female academics engaged in dialogic narrative using duoethnography addressing their experiences of gendered health issues in a UK Higher Education Institution (HEI). They recorded intentional written reflections and met to explore their experiences over a four month period. Thematic analysis was applied to analyse their responses.

Both women considered how they self-advocated for their own care at the stage of middlescence whilst seeking health support and in accessing accommodations in the HE workplace. This process impacted on the construction of their professional identity and on their self-concept as social work academics at the dynamic intersection of age, gender, ethnic, social and professional status.

This article uniquely foregrounds two female academics’ lived experiences of middlescence in a UK HEI conceptualised through an intersectional lens. Their experiences are explored in the context of gendered age discrimination in HE sectors that are perpetuated through masculinized forms of career progression and management. The concept of the ideal academic, a white male, unencumbered by domestic responsibilities, is contested through consideration of care ethics. We acknowledge that forms of epistemic injustice silence women’s narratives in the neoliberal academy but highlight recommendations to enable their stories of gendered health discrimination to be heard.

This study aims to explore the factors that influence job satisfaction among women in Jordan and contribute to the growing interest in women’s workplace happiness in the context of the Middle East.

The authors used an explanatory sequential mixed-method approach. During the first phase, 250 female respondents were surveyed from the private sector in Jordan. The authors analyzed the impact of various employment-related attributes and other variables, including educational level, position, work experience, daily work hours, income level, relationships with colleagues and supervisors and internal career opportunities on job satisfaction. During the second stage, the authors interviewed 23 supervisor female respondents and conducted a thematic analysis to explore in more depth the determinants of job satisfaction of females working in the private sector in Jordan.

The quantitative findings of this study indicate that job satisfaction is positively influenced by education level and income, while notably, it was negatively impacted by work experience and daily work hours. Relationships with colleagues and supervisors, as well as internal career opportunities, positively affect job satisfaction. The qualitative findings of the study indicate that positive corporate culture, developing subordinates, financial independence, self-worthiness, work-life balance, internal career opportunities and factors that spillover from the personal life domain contributed highly to job satisfaction.

The findings of this study can help employers in gaining a deeper understanding of the needs and behaviors of female workers in the Middle East, potentially resulting in decreased job turnover and heightened productivity.

This study offers valuable insights into the cultural dynamics at play and sheds light on the psychology of the Arab female workforce. Given the limited research on job satisfaction among women in the Middle East and the Arab world, this study holds significant importance for practitioners.

The objectives of this study are twofold: (1) to investigate whether the increase in FLFP enriches women's inclusive rights (economic, social, and political), (2) whether the effect of FLFP on inclusive rights is different across different economics (developed vs developing).

The study utilizes panel data encompassing 188 countries spanning the years 1981–2011. Discrete choice models, namely ordered probit and ordered logit, are employed, while also controlling for observable heterogeneity across countries, including factors such as inflation, income inequality, education, and human rights.

We find a positive association between FLFP and all aspects of women's rights (economic, social, and political). The results related to developed and underdeveloped countries are robust for women's political rights; however, the effect of FLFP on women's social and economic rights is insignificant for developing countries.

The need for continuous policy commitment to gender equality may be needed to bring about equality of inclusive rights (economic, social, and political rights) and to fulfill the sustainable development goals (SDGs). Therefore, the current study particularly adds value in existing research by investigating (empirically) the link between FLFP and different dimensions of women's inclusive rights.

This study aims to determine the effect of board gender diversity on cyber security disclosure (CSD) in the banking sector of Indonesia as a developing country that adheres to a two-tier system.

This study uses a panel data of 47 banks listed on the Indonesia Stock Exchange from 2014 to 2021. The board gender diversity is measured by three proxies, the proportion of women on the board, BLAU Index value and the critical mass of women. The authors used generalized method of moments estimation to eliminate the simultaneous equation bias.

The results show that the women board of commissioners increases CSD, and the women of board of directors/top management team were significantly negative for CSD.

First, this research was only conducted in the banking sector. The results cannot be generalized to non-financial companies. Second, there is no measurement of the quality of the board from the level of education, experience, expertise and other characteristics of diversity such as age, nationality and religion.

The study has revealed the need for the government’s role in providing oversight of the presence of women on the board so that banks fully comply with Indonesia Financial Services Authority regulations. Banks should also actively launch policies regarding the presence of women on the board to give a positive effect to stakeholders that women play an important role in decision making. Banks must also adjust the composition of female commissioners with a threshold of two people to maximize their function as supervisors.

This is the first research conducted on the banking sector in Indonesia as a developing country that adheres to a two-tier system. The results of this study provide evidence that patriarchal culture is still dominant in Indonesia.

Imprisonment impacts women’s childbearing and mothering experiences. Using sociological concepts of total institutions, pains of imprisonment and gendered pains of imprisonment, this study aims to explore the childbearing experiences of 18 Filipino incarcerated women.

A qualitative, inductive approach was undertaken to explore imprisoned women’s pregnancy experiences. This research project used reflexive thematic analysis to examine the data from semi-structured interviews with 18 Filipino pregnant prisoners.

The participants’ experiences of childbearing in prison were reflected in three overarching themes: lack of autonomy over pregnancy; reduced capacity to manage discomforts and needs; and coping with prison deprivations. These themes embody women’s experiences of how imprisonment disrupts Filipino women’s childbearing and mothering experiences. Furthermore, the results illustrated how the women navigated the prison regime to address their needs and cope with the pains of imprisonment.

Although there is a small but growing body of research specifically focusing on mothering and imprisonment, little consideration has been given to analyzing Filipino women’s pregnancy experiences in custody. This paper highlights an urgent need to reform correctional policies and practices to address incarcerated women’s distinct needs.

The purpose of this study is to analyse the gender wage gap (GWG) in Spain adopting a labour market segmentation approach. Once we obtain the different labour segments (or idiosyncratic labour markets), we are able to decompose the GWG into its observed and unobserved heterogeneity components.

We use the data from the Continuous Sample of Working Lives for the year 2021 (matched employer–employee [EE] data). Contingency tables and clustering techniques are applied to employment data to identify idiosyncratic labour markets where men and/or women of different ages tend to match/associate with different sectors of activity and occupation groups. Once this “heatmap” of labour associations is known, we can analyse its hottest areas (the idiosyncratic labour markets) from the perspective of wage discrimination by gender (Oaxaca-Blinder model).

In Spain, in general, men are paid more than women, and this is not always justified by their respective attributes. Among our results, the fact stands out that women tend to move to those idiosyncratic markets (biclusters) where the GWG (in favour of men) is smaller.

It has not been possible to obtain remuneration data by job-placement, but an annual EE relationship is used. Future research should attempt to analyse the GWG across the wage distribution in the different idiosyncratic markets.

Our combination of methodologies can be adapted to other economies and variables and provides detailed information on the labour-matching process and gender wage discrimination in segmented labour markets.

Our contribution is very important for labour market policies, trying to reduce unfair inequalities.

The study of the GWG from a novel labour segmentation perspective can be interesting for other researchers, institutions and policy makers.

The study aims to investigate how pregnant and nursing mothers’ stories have been neglected in writing about gender, security and spaces.

The study chronicles Agogo Traditional Area’s pregnant and nursing mothers’ resistance and survival in this conflicted environment. The author used photo voices in a participatory photography design to give conflict-area women a voice. Interviews and observations supported this. Pregnant and nursing mothers were sampled using the purposive and snowball sampling techniques. The data analysis considered narrative analysis, photographic and inductive approaches.

The findings highlighted how these mothers in vicious settings experienced healthcare access and problems, societal issues including gender dynamics, food insecurity, and emotional and psychological well-being.

The findings in this study expand the socio-cultural narratives of pregnant and nursing mothers in violent spaces.

This author reflects on her academic career spanning three decades as a Black woman in higher education. Ironically, the elders' sayings she heard and detested as a child resonated throughout her career. While in eighth grade, her grandmother admonished her for being deceptive and trying “to pull one over” on her and said that this author would need “to get up ‘fore day in the mornin’” to accomplish that feat. “Fore day in the mornin” must have been the time before her grandmother was fully alert, astute, and had the most clarity. For Black women to succeed in the academy, we must remain alert and recognize when faculty, administrators, and students attempt to pull one over with microaggressions and other forms of resistance. Microaggressions and resistance were perpetrated across race and gender lines, and occasionally by those who look like her. Having been reared in urban and low-income communities, the author acknowledged the investments she received throughout her schooling and career from both members of the academy and from Black communities. Consequently, her mission to improve outcomes in schools and communities, much like those in which she grew up, has not changed in 33 years. Understanding race and culture in self-definition and identity are discussed, followed by embracing opportunities and return on investments. There are increased calls for reciprocal and culturally responsive mentor–protégé relationships and successful strategies for tenure and promotion. The author makes meaning of both successful and challenging critical incidents in the academy.