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Faculty hiring and retention determine the composition of the US academic workforce and directly shape educational outcomes 1 , careers 2 , the development and spread of ideas 3 and research priorities 4 , 5 . However, hiring and retention are dynamic, reflecting societal and academic priorities, generational turnover and efforts to diversify the professoriate along gender 6 – 8 , racial 9 and socioeconomic 10 lines. A comprehensive study of the structure and dynamics of the US professoriate would elucidate the effects of these efforts and the processes that shape scholarship more broadly. Here we analyse the academic employment and doctoral education of tenure-track faculty at all PhD-granting US universities over the decade 2011–2020, quantifying stark inequalities in faculty production, prestige, retention and gender. Our analyses show universal inequalities in which a small minority of universities supply a large majority of faculty across fields, exacerbated by patterns of attrition and reflecting steep hierarchies of prestige. We identify markedly higher attrition rates among faculty trained outside the United States or employed by their doctoral university. Our results indicate that gains in women’s representation over this decade result from demographic turnover and earlier changes made to hiring, and are unlikely to lead to long-term gender parity in most fields. These analyses quantify the dynamics of US faculty hiring and retention, and will support efforts to improve the organization, composition and scholarship of the US academic workforce. An analysis of the academic employment and doctoral education of faculty members at all PhD-granting US universities from 2011 to 2020 shows that a small minority of universities (20.4%) supply a large majority of faculty members (80.0%).

Pharmacy today is a highly remunerated female-majority profession with a small gender earnings gap and low earnings dispersion. Using extensive surveys of pharmacists, as well as the US Census, American Community Surveys, and Current Population Surveys, we explore the gender earnings gap, penalty to part-time work, demographics of pharmacists relative to other college graduates, and evolution of the profession during the last half-century. Technological changes increasing substitutability among pharmacists, growth of pharmacy employment in retail chains and hospitals, and related decline of independent pharmacies reduced the penalty to part-time work and contribute to the narrow gender earnings gap in pharmacy.

The present paper deals with the present-day relationship between the two official languages of Norway, Bokmål and Nynorsk (actually two variants of the same language, Norwegian), examining how their equal status functions in reality in the Norwegian society, in the administration, in the educational system, in the everyday life, in the digital world, etc.

Provides guidance on creating a sustainable, inclusive, equitable, and compassionate business model that will thrive in businesses globally Diversity, equity, and inclusion programs are a must for today’s corporations, yet many corporations worldwide have failed to establish real equality in an actionable, measurable way. Corporations Compassion Culture: Leading Your Business toward Diversity, Equity, and Inclusion takes a new and more effective approach to driving equity and inclusion in the corporate world, focusing on how a culture of compassion can lead to more vibrant, higher performing teams. You’ll learn how many standard corporate activities actually damage employees’ well-being and engagement—and how to dismantle those practices. You’ll also learn how to build a new and better corporate environment that responds to all employees’ needs and meets shareholders’ demands for stability and risk mitigation. Author Keesa Schreane delivers insight into what it takes for businesses to drive real social and corporate change toward inclusion and equity, while sharing her personal story about the challenges of being a woman of color in today’s corporate environment. Through hard work, talent, and—you guessed it—compassion, she has risen to become one of today’s luminaries in the area of responsible leadership in global corporations. Business executives, HR directors, diversity and inclusion professionals, and sustainability leaders will value her direct, no-nonsense approach. Learn to: Identify behaviors, practices, and activities that may be damaging your employees’ well-being, engagement, and productivity Measure and continuously evolve culture promoting risk mitigation, reputation preservation, employee retention, customer satisfaction, and profit generation.  Adopt new approaches to treat employees, customers, and shareholders compassionately and equally, and dismantle the old ways  Retain the best talent and survive new realities, all while creating tremendous loyalty, innovation, and financial payoff This book will enable you to create strategies and tactics for integrating racial, cultural and gender equity, inclusion, and compassion into businesses in a way that enriches society, employees, and the corporate entity itself. 

Mainstream research in political culture treats democracy in a gender-blind way. Building on the feminist argument that democracy and gender equality are co-constitutional, we introduce a concept of gendered political culture and explore its contemporary manifestations. To this aim, we develop a typology of integrated and fragmented political cultures based on four attitudinal combinations (support for/opposition to democracy/gender equality). Using Austria as a crucial case study and a mixed-methods research design, we also test it empirically. Our findings reveal both promise and concerns. Focus groups show Austrians support both democracy and gender equality. Yet democracy is mainly understood through a gender-blind lens that invisibilizes structural inequalities. At the same time, quantitative analysis reveals the co-existence of distinct gendered political cultures. We find that 32% of Austrians hold beliefs consistent with an integrated democratic political culture, strongly supporting both democracy and gender equality. However, 35% have beliefs in line with a fragmented democratic culture. They support democracy but are ambivalent toward gender equality. Among those with authoritarian-leaning attitudes, 21% support gender equality, while 12% do not, offering evidence of fragmented and integrated authoritarian political cultures. Men, FPÖ voters, younger individuals, and less educated respondents are significantly less likely to hold beliefs consistent with an integrated democratic political culture. The prevalence of a fragmented democratic culture reveals vulnerability to anti-gender equality campaigns that accompany democratic backsliding. Gender-blind frameworks in political culture research mask this risk. Measuring support for “androcracy” systematically overestimates democratic resilience. To understand why/how/with whom de-democratizing attacks on gender equality resonate, one needs to gender political culture research.

This paper defines guiding principles for OECD Economics Department’s country desks to incorporate a gender equality perspective systematically in periodic reviews of member and non-member economies, specifically to promote policies that are conducive to both equal opportunities and economic growth. In line with the mandate of the Economic and Development Review Committee to support countries in improving their economic performance, the paper focuses on policy areas most directly related to economic efficiency, notably policies that affect employment and skills. The proposed framework quantifies the economic benefits from enhanced gender equality, identifies gender gaps in the supply and allocation of talent, and assesses policy requirements in four key areas: family policy (childcare, parental leave, long-term care), tax and benefits systems (labour market entry, second earners), skills policy (education, adult training), and budgeting and regulation.

This paper presents a conceptual Kaleckian macroeconomic model and principal component analysis that link structures of economic growth and development with those of social reproduction and gender inequality. Employment, output and long-run prospects for growth are driven by class dynamics as well as social reproduction, defined as the time and money it takes to produce, maintain and invest in the labour force. How social reproduction is organised—the extent to which reproduction takes place in the household, public or market sectors, and the gender distribution of the labour in each—influences current aggregate demand and long-run productivity growth. Based on this model, and using data for a panel of 156 countries between 1991 and 2015, the paper presents empirical estimates of social reproduction regime by country and region, identifying under what circumstances systems of growth on the one hand and social reproduction on the other reinforce or contradict one another.