Scandinavia is the best place to be a working woman worldwide, according to the 2021 glass-ceiling index. With a score of ** out of 100, Sweden was the best place for a woman to work in a global perspective. The glass-ceiling index measures the environment for working women combining data on higher education, labor-force participation, pay, child-care costs, maternity and paternity rights, business-school applications, and representation in senior jobs.

The research aim was to explore how to promote gender equality using Information and Communication Technologies (ICTs). The researcher conducted semi-structured interviews with a total of 19 respondents, both men and women. The researcher used the information that was collected from interviews and document analysis to evaluate the facts and findings of the study. The researcher used SPSS Version 21 to analyse the data in Section A for the respondents’ biographical data and perceived use of ICTs. The researcher then used NVIVO to transcribe and code data and then used Microsoft Excel to present the data set from which themes were generated to analyse data in Section B and C in order to answer the research questions.

This is the replication data set for "Breaking the Judicial Glass Ceiling." These files may be used to replicate Table 2 and the robustness checks. It includes (1) a Codebook, (2) a Stata data set, and (3) a Stata do file.

This article ties together research on gender, income inequality, and political ideology, by exploring the effect of gender-based earnings inequality on women's belief in a fundamental tenet of the "American Dream"—meritocracy. Focusing on gender-based earnings inequality in women's local residential context, and drawing upon relative deprivation theory, this article argues that variation across local areas in the relative economic status of women should influence the ideological outlook of resident women. In contrast to relative deprivation theory but consistent with rising expectations theory, I argue that ideological disillusionment should peak in contexts where women's earnings fall closely behind men, and that ideological optimism should rebound in contexts where women's earnings have achieved parity with men. Utilizing pooled survey data, I find strong evidence that individual women's belief in the American Dream varies according to whether local women's relative earnings indicate confrontation with, or breaking of, the "glass ceiling."

Abstract The case addresses the situation experienced by Gustavo, manager of a team of six analysts in the financial department of a large public bank. One of the team’s senior analysts had been promoted to manager in another area, and he was faced with the need to choose one of his team’s full analysts for the position. After analyzing the candidates’ skills and profile, Gustavo was convinced that Clarice was the most prepared to take the job. At the same time, he knew that Clarice could become pregnant in the near future and, if that happened, due to a special medical condition, she would be absent for a year, including sick and maternity leave. Gustavo is therefore faced with a dilemma. Should he take into account only the candidate’s skills, or would it also be necessary to consider the repercussion among the other colleagues and the impact on the work of the entire team if she became pregnant soon after the promotion?

816 Global import shipment records of Glass Ceiling with prices, volume & current Buyer's suppliers relationships based on actual Global export trade database.

13897 China export shipment records of Glass ceiling with prices, volume & current Buyer's suppliers relationships based on actual China export trade database.

Gender equality remains a key focus in research and innovation policies. However, the academic sector still exhibits significant under-representation of women in leadership roles and horizontal segregation affecting career trajectories. This study examines gender inequalities in top positions and career progression within Italy’s Medical Sciences sector (Area 06) from 2014 to 2023, through data from the Cineca portal, including details on academic roles, gender, region, and scientific-disciplinary sectors (SSDs). Gender disparity was evaluated using the Glass Ceiling Index (GCI) and the Glass Door Index (GDI). Data analysis up to 2023 shows a gender inversion in career progression: women dominate early career stages – accounted for 71.5% of research fellows and 57.1% of RTDA positions –, but men prevail in senior roles, with 61.8% associate professors and 71.8% full professors. This trend is consistent across most SSDs. Although temporal analysis indicates a reduction in gender disparities in top positions – with a GCI ranging from 2.3 in 2015 to 1.7 in 2023 – GCI values above one across all regions suggest persistent gender inequality. The GDI values, ranging from 1.3 in 2015 to 1.6 in 2023, exhibit considerable variability; however, overall, the disparities have worsened by 2023. These findings underscore the need for concrete measures to enhance equity and inclusivity in academia. Developing and implementing initiatives, programs, and policies that guarantee equal opportunities and resources for all researchers, irrespective of gender, is essential.

The GIST Impact DEI data offers a glimpse into the gender pay gap trends at top European companies and delves deeper into how these pay disparities materialize at different levels of the hierarchy.

By analysing labour force participation and pay gap data, we provide a picture of how well these businesses are performing in terms of Diversity, Equity, and Inclusion (DEI). The analysis also serves as a benchmark to help gauge corporate progress on DEI commitments, particularly related to gender diversity.

GIST Impact’s analysis delivers meaningful quantitative data insights concerning women's workforce participation and career progression, drawing upon publicly available and secondary data sources. This method provides a more nuanced depiction of the impact of gender-inclusive policies and practices than simply presenting gender equality scores based on qualitative data.

Our workplace diversity Data analysis also gives context to theoretical frameworks such as the "glass ceiling" effect that underscores the discrimination faced by women in the workplace. The glass ceiling effect can have a significant impact on an individual's professional development, and addressing it requires proactive efforts to promote diversity, equity, and inclusion in the workplace.

GIST Impact's DEI data can be used to: - Measure diversity and gender pay gap of companies and portfolios - Benchmark companies within their sector - Benchmark a portfolio against indices - Screen companies for risk and opportunity - Integrate sustainability into portfolio decision-making

We investigate whether female political empowerment is conducive to civil peace, drawing on global data on female political empowerment over a 200-year period, from the Varieties of Democracy database. We augment previous research by expanding the temporal scope, looking at a novel inventory of female political empowerment measures, attending to reverse-causality and omitted variable issues, and separating between relevant causal mechanisms. We find a strong link between female political empowerment and civil peace, which is particularly pronounced in the twentieth century. We find evidence that this relationship is driven both by women’s political participation—particularly the bottom-up political participation of women, e.g., in civil society—and the culture that conduces it. This is the strongest evidence to date that there is a robust link between female political empowerment and civil peace, stemming from both institutional and cultural mechanisms.

Replication data and do file for "Helping to Break the Glass Ceiling? Fathers, First Daughters, and Presidential Vote Choice in 2016"

This statistic shows the best performing countries on the glass-ceiling index which measures the extent to which a gender gap exists in regards to work in each country, as of March 2016. Iceland performed the best of all countries analyzed, obtaining an index score of 82.6.

This folder contains replication files for the paper "Between sticky floors and glass ceilings: Trade liberalization and wage inequality by gender and race in Brazil", by Laura Barros and Manuel Santos Silva.

837 Global export shipment records of Glass Ceiling And HSN Code 9405 with prices, volume & current Buyer's suppliers relationships based on actual Global export trade database.

Although there appears to be a general trend towards fewer challenges in the tech industry for women from 2018 to 2019, there still are a significant portion of women in tech who experience daily challenges. Sadly, over **** the women surveyed, felt that the biggest challenge for them in the tech industry was being taken seriously due to gender perceptions. Other challenges women in tech endure include the gender pay gap, the glass ceiling, the lack of female role models, and the list goes on.

The data files in this collection are associated with "Configurational entropy measurements in extremely supercooled liquids that break the glass ceiling", Berthier, Ludovic; Charbonneau, Patrick; Coslovich, Daniele; Ninarello, Andrea; Ozawa, Misaki; Yaida, Sho, Proc. Natl. Acad. Sci. U.S.A, 2017. They include .dat, .m, .gp, .eps, .opj, and .xmg files to allow for the replication of the figures. Figures were generated using the following programs - MatLab R2016b, Gnuplot version 5.0, OriginPro 2015J (academic), or Grace-5.1.23. Liquids relax extremely slowly on approaching the glass state. One explanation is that an entropy crisis, because of the rarefaction of available states, makes it increasingly arduous to reach equilibrium in that regime. Validating this scenario is challenging, because experiments offer limited resolution, while numerical studies lag more than eight orders of magnitude behind experimentally relevant timescales. In this work, we not only close the colossal gap between experiments and simulations but manage to create in silico configurations that have no experimental analog yet. Deploying a range of computational tools, we obtain four estimates of their configurational entropy. These measurements consistently confirm that the steep entropy decrease observed in experiments is also found in simulations, even beyond the experimental glass transition. Our numerical results thus extend the observational window into the physics of glasses and reinforce the relevance of an entropy crisis for understanding their formation. Updated title and abstract from "Data and scripts from: Breaking the glass ceiling: Configurational entropy measurements in extremely supercooled liquids" on 2017-11-03. ... [Read More]

How Does Gender Stereotype Affect Women’s Career Progression Toward Top-Leadership Positions in the Corporate Industries of Bangladesh?AbstractNotwithstanding the sharp rise in women’s engagement in the workforce, leadership positions in Bangladesh remain predominantly occupied by men, perpetuated by deep-rooted gender stereotypes and the belief that women lack managerial capabilities. Before commenting on women's leadership ability in Bangladesh, how often they receive the chance to lead compared to males, which consequences they encounter, and why they can't continue are matters of question. To answer this, we have leveraged the Leader-Member Exchange Theory and Career Curve to systematically explore overlooked facets and scrutinize the impact of gender preconceptions on women's leadership advancement. Our findings unveil that women play the out-group role due to the persistent adherence to the "think manager think male" paradigm, the male ego and fear of accepting women's leadership, critiques and prejudice, and double standards within the organization. Hence, women have longer mid-career crises than men and are marginalized in succession planning, which leads women to have self-doubt, moral dilemmas, and the propensity to step down from the lead role and to switch organizations even at inferior positions. The authors urge organizations to foster diversity, challenge biases, ensure equitable professional progression, and adopt think manager think contingent over the think manager think male paradigm.Data Collection and Analysis We have employed a qualitative research methodology, specifically utilizing in-depth interviews with 16 participants to conduct our investigation. The primary target population of this study was female employees who were employed in the mid-level to top-level. The reason behind targeting these populations is primarily to identify the barriers they are facing due to gender in their mid-career that is troubling them to secure the top position and to know the experience faced by the top-level female employees when they lead in the male-dominated corporate sector. Then this study secondarily targeted female employees who are working at the entry level to know their leadership aspirations in the top position. Furthermore, to validate the findings of the study, the authors found the importance of cross-verification. Hence, this study also targeted male employees from the mid-level to top-level to know their perception regarding the gender stereotype and female leadership in top management. The data analysis process was carried out using Nvivo 14 software for the in-depth interview transcripts. Upon importing the data into Nvivo, a systematic coding strategy was employed to identify recurring themes and patterns within the dataset. The process of thematic analysis involved the development of codes that aligned with the core concepts discovered in the interviews. Project and concept maps were generated using Nvivo to visually illustrate the connections, providing a comprehensive view of the findings.Discussion on findingsGender stereotype indeed affects women in Bangladesh not only to secure top leadership position as well as to sustain the leadership position. As per participant reports, networking emerges as a pivotal factor in shaping employees' professional development within the workplace. Regrettably, female professionals continue encountering challenges in establishing and benefiting from such essential networks. Most female employees face tight control from their boss as they play the “out-group”, whereas male employees are higher in the in-group. The interview findings reveal a discernible gender gap in learning opportunities, especially in predominantly male-dominated organizations. Male employees benefit from more inclusive and unrestricted communication with leaders, allowing them to have more opportunities to learn and improve their skills. In contrast, female employees face obstacles that prevent them from participating in leadership discussions. The limited access is ascribed to factors such as derogatory remarks, cases of sexual harassment, and omnipresent preconceptions that cast doubt on women's aptitude for strategic thinking. This study identifies a prevalent dichotomy in leadership dynamics, designating female employees to the "outgroup" and male counterparts to the "in-group." This outgroup positioning subjects female employees to heightened formal scrutiny and stringent control mechanisms from their leaders. The prevalence of the male ego of working under women and fear of losing control also pushes male-dominated organizations in Bangladesh to limit the learning opportunities for females. The awareness of male employees' performance, stemming from established in-group relationships, translates into a discernable bias favoring males in promotion considerations. The perceptible influence of in-group and outgroup dynamics significantly governs leaders' cognitive processes when designing succession planning strategies.Consistent with the observations made by Amakye et al. (2021), our study corroborates a discernible inclination among subordinates to display less compliance toward female leaders compared to their male counterparts, which raises concerns for organizational management, potentially influencing their reluctance to appoint females in managerial positions.In mid-career progression, female employees experience prolonged periods of crisis compared to their male counterparts, largely attributable to the dynamics of in-group/out-group politics. Despite having female representation in management, female participants observed biased evaluations, attributing it to stereotypical perceptions prevalent among male-dominated department heads. For women in Bangladesh, attaining and maintaining leadership positions poses considerable challenges. The continuous need to substantiate their leadership capabilities places them under perpetual scrutiny, where any mistake is met with immediate negative feedback, raising questions about their competence vis-à-vis their male counterparts. Biased perception and disparate treatment towards female leaders instigate self-doubt moral dilemmas and often compel them to transition to female-oriented organizations, albeit in lower positions. However, this challenge has enabled women to augment their skills, positioning them to showcase their value consistently. In Bangladesh, current findings highlight women's growing confidence, visionary mindset, adept navigating challenges, fostering strength, and acquiring diverse, adaptive leadership patterns. The persistent adherence to the "think manager, think male" mindset may inadvertently create a glass ceiling for male advancement in future leadership scenarios. It is imperative for our business culture to acknowledge and embrace the virtue of empathy exhibited by women, incorporating it as a fundamental value in leadership.ConclusionsIn conclusion, our study contributes to the existing literature on gender stereotypes and female leadership by delving into the association between stereotypes and women's leadership in Bangladesh's corporate sector. Unlike previous studies that predominantly focused on social role congruity theory and factors affecting women's leadership, our research incorporates leader-member exchange theory, contingent leadership theory and career trajectories to understand the effect of gender stereotype on women’s leadership sustainability. Despite performance and qualifications, we find that these stereotypes act as barriers, hindering women from attaining and exercising top leadership positions. Nevertheless, our study unveils resilience among effective female leaders who strategically navigate these barriers, viewing setbacks as opportunities for self-improvement. Female leaders, faced with gender stereotypes, adopt distinctive leadership behaviors, prompting a reevaluation of leadership paradigms traditionally associated with males. This challenges organizations to foster inclusive environments, promoting diversity and performance regardless of gender, and shifting from the entrenched "think manager, think male" paradigm to embracing a "think manager, think contingent and leader-made" approach. This research brings forth significant theoretical implications, urging a reevaluation of leadership paradigms. It highlights the importance of in-group and out-group dynamics, prompting a deeper exploration of their influence on learning opportunities, promotions, and leadership perceptions. Leveraging the Leader-Member Exchange (LMX) theory and mid-career crisis as theoretical lenses, the study elucidates the limited representation of women in top leadership positions in Bangladesh.Additionally, the study underscores the significance of emotional intelligence and empathy, challenging the conventional "think manager, think male" mindset.The research findings have important practical implications for organizations developing inclusive and fair leadership environments. This investigation illuminates the lack of attention given to the underutilized capabilities of women in leadership positions at various organizational levels. The study questions traditional measures of commitment, highlighting that assessing dedication only based on continuous accessibility and extended working hours is erroneous. Promoting diversity and inclusion while empowering female employees through skill enhancement is pivotal for dismantling current challenges and fostering gender equity

8290 Global import shipment records of Glass Door with prices, volume & current Buyer's suppliers relationships based on actual Global export trade database.

Abstract This article revisit the debates about school choice focusing on a group of university high schools in the capital of the Province of Buenos Aires, Argentina. From exploring the sociocultural composition of school fees, we are known to families who attend these prestigious schools and revise discussions on school choice regarding processes of social closure that persist beyond they are state high schools that have a public and open lottery as a method of admission. The methodological approach started from a multiple case study involving the combination of quantitative and qualitative data collection methodologies. Between 2012 and 2016 they were made observations, interviewed in depth 13 central actors to the institutions, made 67 structured interviews to teachers selected randomly and recovered a corpus composed of six institutional documents included information on sociodemographic chips of the students. It is concluded that it is the middle sectors that colonize this fragment of schools.