Explore the vast range of titles available.

How female directors, producers, and writers navigate the challenges and barriers facing female-driven projects at each stage of filmmaking in contemporary Hollywood. Conversations about gender equity in the workplace accelerated in the 2010s, with debates inside Hollywood specifically pointing to broader systemic problems of employment disparities and exploitative labor practices. Compounded by the devastating #MeToo revelations, these problems led to a wide-scale call for change. The Value Gap traces female-driven filmmaking across development, financing, production, film festivals, marketing, and distribution, examining the realities facing women working in the industry during this transformative moment. Drawing from five years of extensive interviews with female producers, writers, and directors at different stages of their careers, Courtney Brannon Donoghue examines how Hollywood business cultures \"value\" female-driven projects as risky or not bankable. Industry claims that \"movies targeting female audiences don't make money\" or \"women can't direct big-budget blockbusters\" have long circulated to rationalize systemic gender inequities and have served to normalize studios prioritizing the white male-driven status quo. Through a critical media industry studies lens, The Value Gap challenges this pervasive logic with firsthand accounts of women actively navigating the male-dominated and conglomerate-owned industrial landscape.

In the public imagination, Silicon Valley embodies the newest of the new-the cutting edge, the forefront of our social networks and our globally interconnected lives. But the pressures exerted on many of today's communications tech workers mirror those of a much earlier generation of laborers in a very different space: the London workforce that helped launch and shape the massive telecommunications systems operating at the turn of the twentieth century. As the Victorian age ended, affluent Britons came to rely on information exchanged along telegraph and telephone wires for seamless communication: an efficient and impersonal mode of sharing thoughts, demands, and desires. This embrace of seemingly unmediated communication obscured the labor involved in the smooth operation of the network, much as our reliance on social media and app interfaces does today. Serving a Wired World is a history of information service work embedded in the daily maintenance of liberal Britain and the status quo in the early years of the twentieth century. As Katie Hindmarch-Watson shows, the administrators and engineers who crafted these telecommunications systems created networks according to conventional gender perceptions and social hierarchies, modeling the operation of the networks on the dynamic between master and servant. Despite attempts to render telegraphists and telephone operators invisible, these workers were quite aware of their crucial role in modern life, and they posed creative challenges to their marginalized status-from organizing labor strikes to participating in deviant sexual exchanges. In unexpected ways, these workers turned a flatly neutral telecommunications network into a revolutionary one, challenging the status quo in ways familiar today.

This article examines the desk items of female white‐collar workers in China, using items as an entry point to explore how they are selected and arranged to construct and convey gendered meanings. The research reveals how gendered significance is materially constructed in micro‐spaces within the workplace, highlighting the complex mechanisms by which “the desk” becomes an arena for gender political struggle. Adopting gender performativity theory from a social constructivist perspective and employing qualitative methods that combine multimodal ethnography and in‐depth interviews, I posit that desk items function not only as a reflection of compliance or resistance to gender norms but also as a means of reproducing workplace gender orders through spatial practices. This study emphasizes that, despite formal systems professing gender neutrality, material culture subtly perpetuates gender inequality through implicit symbols, compelling women to shoulder additional costs in pursuit of professional legitimacy. Moreover, the embedded resistance present within desk items affords women a micro‐narrative space where they can counteract prevailing discourses, thereby facilitating professional breakthroughs. The research also highlights the intersection of traditional and modern disciplinary mechanisms, such as the blending of Confucian ethics with the legacy of socialist women’s liberation, and the reinforcement of gender stereotypes by algorithmic recommendation systems, all of which influence the gender order in the workplace. This article offers a novel perspective on understanding gender politics in Chinese workplaces, providing both theoretical support and practical insights to promote gender equality.

Purpose The purpose of this study is to investigate, through the application of a decoupling conceptual framework, why seemingly appropriate workplace gender strategies may not yield the desired results. In doing so, the authors address two key questions: how and why have seemingly comprehensive gender equality–related strategies failed to eradicate workplace gender inequality, and how can implementing these strategies be more effective? Design/methodology/approach The authors use a qualitative approach to examine a case study organization within the public sector. This involves a combination of document analysis, semistructured interviews and focus groups. The authors use a unique data set to investigate the effectiveness of implementing a socially oriented strategy related to gender equality. Findings The findings highlight different approaches in the implementation of gender equality strategies compared to those aligned with core business objectives. This study also identifies techniques for bridging the gender equality strategy–practice gap, offering significant implications for both policy and practice. Research limitations/implications This research is subject to common limitations associated with case studies, interviews and focus groups. Originality/value Despite the growing awareness and increased focus on eliminating workplace gender inequality, it remains a “wicked problem” due to its global pervasiveness and the complexity of its causes, manifestations and implications. This issue continues to present itself in various forms across numerous sectors and organizations, despite decades of concerted efforts by multiple stakeholders, including governments, nongovernmental organizations, businesses and society at large. In this paper, the authors investigate the reasons for such slow progress and argue that this issue is less related to the appropriateness of existing gender strategies and more a result of the ineffective implementation of these strategies.

Introduction: This study aims to investigate the association between gender discrimination in the workplace and pregnancy planning/childbirth experiences among working women in South Korea. Methods: We analyzed data from the Korean Longitudinal Survey of Women and Families (KLoWF) for the years 2007 to 2016. The study population consisted of 7996 working women, between the ages of 19 and 45. Gender discrimination was measured through the 6-item Workplace Gender Discrimination Scale, evaluating discrimination in terms of recruitment, promotions, pay, deployment, training and lay-offs. Multiple logistic regression analysis was employed to measure the association between gender discrimination and the pregnancy planning/childbirth experience. Results: Compared to individuals experiencing no discrimination in the workplace, those experiencing low [odds ratio (OR): 0.78, 95% confidence interval (95% CI) 0.61–0.99] or medium (OR: 0.69, 95% CI: 0.54–0.89) levels of discrimination had decreased odds of pregnancy planning. Likewise, individuals scoring low (OR: 0.70, 95% CI 0.54–0.92), medium (OR: 0.68, 95% CI: 0.51–0.92), or high (OR: 0.47, 95% CI: 0.27–0.80) levels of discrimination also had decreased odds of childbirth experience when compared to the no-experience group. When stratified by income, compared to individuals experiencing no discrimination in the workplace, those experiencing gender discrimination had decreased odds of pregnancy planning for low income (low OR: 0.64, 95% CI: 0.45–0.92; medium OR: 0.55, 95% CI: 0.52–0.97; high OR: 0.45, 95% CI: 0.24–0.87), medium income (medium OR: 0.53, 95% CI: 0.37–0.77; high OR: 0.29, 95% CI: 0.14–0.63), and high income groups (low OR: 0.64, 95% CI: 0.49–0.84; medium OR: 0.69, 95% CI: 0.52–0.92). Conclusions: The present study finds that gender discrimination in the workplace is associated with decreased odds of pregnancy planning/childbirth experience among working South Korean women. Furthermore, low and medium income groups were especially more likely to be affected by the level of gender discrimination in the workplace when planning pregnancy.

Young, skilled and educated Italians have been emigrating in record numbers: About 160,000 Italians moved abroad in 2018 alone. While much of recent research focused on the economic drivers of this spatial mobility, this article explores highly skilled Italians’ mobile life projects from a gender perspective. Our study was guided by the following research questions: How do mobility and migration intersect with gender relations and career success in the lives of highly skilled Italians living abroad? What role does gender play in highly skilled Italians’ decisions about moving and staying abroad? Our research, which drew on semistructured in-depth interviews conducted with 51 university graduates, was part of a larger study of the determinants and trends in the new migration of the highly skilled from Tuscany, a region in Italy. Using Strauss and Corbin’s three-stage coding process to analyze the interviews, we identified four core themes of particular concern to participants when comparing Italy with the contexts they encountered abroad: gender-sensitive culture in the workplace, strategic and dialogic mobile life projects, impact of state and workplace policies and (subjective) age vis-à-vis temporariness. Our results both confirmed the findings of previous studies and prompted new questions in need of further investigation, such as experiences of gender (in)equality and their power to transform short-term mobility into mobile life projects or permanent migration, dual-career couples’ spatial mobility, and the impact of mobility on normative beliefs about key life events.

Employee job satisfaction is an important attitudinal variable for many reasons, and due to the current shortage of workers, it may be even more critical in today’s workplace. Job satisfaction is one of the most studied variables in the organizational behavior literature, mainly because researchers understand its impact on employee turnover and organizational effectiveness. The perception of workplace politics impacts job satisfaction. Most of the past research in the organizational behavior literature has found that employees generally perceive workplace politics negatively. However, there are differences in how employees view and react to organizational politics that are, at least partly, based on individual differences. The purpose of this study is to investigate the moderating effects of employee gender and age on the perceptions of organizational politics-job satisfaction relationship. A primary objective of this study is to provide further clarity on the effect of perceptions of politics in work reward decisions on specific job satisfaction facets for different age and gender groups. This study reports findings from a diverse group of 601 employees employed in more than a dozen organizations representing both the service and manufacturing sectors. We use hierarchical moderated regression analysis to test the study hypotheses to control for spurious variable contamination and isolate the study's main effects. The results support the hypothesis that employee perceptions of organizational politics have a different impact on job satisfaction for different gender and age groups. More specifically, results suggest that older employees are likely to be more negatively affected by perceptions of organizational politics than younger employees. Additionally, this study supports the notion that political decisions affect the job satisfaction of female employees more negatively than male employees in certain circumstances.

A ground-breaking ethnography of an export-orientated factory in Egypt. Examines the dynamic relationships between the emergent Mubarak-bizniz (business) elites and the local realities of the daily lives of their young, educated, and mixed-gender labor force. Power, resistance, individual identity and aspirations, are explored through the articulations of class, gender and religion in shop floor practices and management discourses.

A diversified workforce is a current trend in organizations today. The present paper illuminates the antecedents, consequences, and potential gender differences of a rather new concept salient to contemporary work life, namely, perceived inclusion. The hypothesized relationships were tested in a sample of academics and faculty staff at different higher education institutions in Norway (n = 12,170). Structural equation modeling analyses supported hypotheses that empowering leadership and social support from the leader (but not the fairness) are positively related to perceived inclusion. Further, perceived inclusion is positively related to organizational commitment, work engagement, and work–home facilitation and negatively related to work–home conflict. By utilizing multigroup analyses, we found support for the hypothesis that compared to women, men perceive their organization as more inclusive. However, in contrast to what was hypothesized, the proposed relationships in the model were stronger for men than women, suggesting that not only do men perceive their work environment as more inclusive, but their perception of inclusion is also more strongly related to beneficial outcomes for the organization. These results provide insight into the antecedents of and strategies for fostering an inclusive work environment, as a response to leveraging and integrating diversity in everyday work life.

This Article recounts the first history of sex in public accommodations law–a history essential to debates that rage today over gender and sexuality in public. Just fifty years ago, not only LGBTQ people but also cisgender women were the subject of discrimination in public. Restaurants and bars displayed \"men-only\" signs. Women held secondary status in civic organizations, such as Rotary and Jaycees, and were excluded altogether from many professional bodies, such as press clubs. Sports–from the Little League to the golf club–kept girls and women from achieving athletic excellence. Financial institutions subsumed married women's identities within those of their husbands. Over the course of the 1970s, the feminist movement protested and litigated against sex discrimination in public accommodations. They secured state laws opening up commerce and leisure for \"full and equal enjoyment\" by both sexes. When \"sex\" was added to state public accommodations laws, feminists, their opponents, and government actors understood sex equality in public to signify more than equal access to public spaces. It also implicated freedom from the regulation of sexuality and gender performance and held the potential to transform institutions central to dominant masculinity, like baseball fields and bathrooms. This history informs the interpretation of public accommodations laws in controversies from same-sex couples' wedding cakes to transgender people's restroom access.