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Both entrepreneurship and technology are significantly gendered, and when combined in technology entrepreneurship, they make up a fundamentally masculine field. This article investigates men tech entrepreneurs' negotiations of gender and gender (in)equality. The purpose is to gain knowledge on masculinity in tech entrepreneurship and to explore what role this might play in any change towards more gender-equal entrepreneurship.

Semi-structured interviews were conducted with ten Swedish and Norwegian male tech entrepreneurs in tech incubators. The interviews dealt with gender (in)equality and masculinity in tech entrepreneurship. The data were coded in NVivo and inductively analysed using thematic analysis. We apply a social constructivist understanding of gender.

We categorise the male entrepreneurs' views of gender equality along “privileged”, “paradoxical” and “potential” articulations of gender (in)equality. Building on these articulations, we discuss the potential entrepreneurial men and masculinities could have for changing gender inequality in the Scandinavian tech entrepreneurship context. The findings are applicable to several entrepreneurial contexts.

The study contributes to further the theoretical understanding of tech entrepreneurship as a gendered phenomenon, its dynamics and its potential for change, particularly in promoting gender equality in tech entrepreneurship. Empirically, it investigates the perceptions about gender (in)equality and gender as negotiated concepts amongst male tech entrepreneurs.

Consumer well-being in health-care settings is often undermined by information asymmetries, uncertainty and complex choices. Men are generally less motivated to adopt support tools designed to facilitate shared decision-making (SDM) and increase involvement in health service delivery. This study aims to examine the effects of sports team metaphors in a male-centered decision aid on empowerment and preparedness within a sleep apnea treatment context, a common disease among men. Individual-level factors that influence the decision aid experience are also considered.

An online panel sample of 296 US men was randomly assigned to a generic or gender targeted decision aid. The scenario-based method was used to simulate the decision aid experience. A one-way MANOVA tested the effects of gender targeting on SDM-related outcomes. Structural equation modeling was then undertaken to analyze relationships between self-construal and these outcomes.

Participants who experienced the gender-targeted decision aid reported higher levels of empowerment and preparedness. The positive relationship between collective interdependence and empowerment was stronger among those who received the targeted decision aid. The positive relationship between empowerment and preparedness was also significantly stronger in the targeted group. Empowerment mediated the effect of self-construal on preparedness.

Little to no research has evaluated the effectiveness of sports team metaphors in improving SDM and facilitating health-care value cocreation. Results provide insight into how to enhance service design and delivery for men facing medical decisions.

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.

Men are faced with major new challenges in both their work environments and their personal lives. As such, more and more men are looking for places to explore the prominent issues in their lives. This article speaks to the experience of four Men's Groups and examines how the groups operated and what came out of them. It reflects on the process of personal change for these men and its implications for leadership development. Certain key ingredients for creating a change environment are identified: support, good listening, challenge, taking risks and making close, genuine connections with each other. It suggests that men can and do change, particularly if they make a strong commitment to their own development and learning. The importance of personal counselling and therapy work to this change process is outlined in some detail.

The recently published Home Office strategy document, A co‐ordinated prostitution strategy and a summary of responses to Paying the price (Home Office, 2006), focuses on the role of men in prostitution. However, this focus is centred on men being the abusers of women and children involved in the sex industry, and vilifies men as the perpetrators that drive the sex market. This article traces the implications of the strategy for men involved in prostitution.

The present longitudinal study examines the effect of 105 different human resource practices, grouped into four domains (staffing, human resource development, hygiene factors, supportive climate) on trends in the increase or decrease of the number of men and women working at different hierarchical levels. In addition to the four HR domains, the effect of initial gender ratio at the start of the program was analyzed. Results show that intitial gender ratio had the largest effect on the advancement of men and women. Surprisingly, both women and men benefited from a larger female gender ratio in the highest job levels. If the effect of gender ratio is omitted, it appears that the advancement of men and women in the highest job levels is negatively affected by hygiene practices and not influenced by staffing, development or supportive practices.

Programmes to create equal opportunities for women have taken place in many organisations. The ensuing need, however, to find ways to enlist male managers as allies for such programmes, has prompted many people to begin to think about the specific training needs of men from a fresh viewpoint. The need for men to understand ways in which they are conditioned to behave is described. Such ways are both less effective and inhibiting for women colleagues. Processes used by the author in training men to recognise and overcome problems are set out.

Men occupy the great majority of key leadership positions in the world; in national government, in local government, in business, in trades unions and in local organisations. Although women have made very considerable advances, men are still chosen in the greatest number for leadership; for example, in business, men still comprise 77 per cent of all managers and 98 per cent of top managers.

Questions whether organizational well-being strategies always recognize the differences between men and women when it comes to mental health.

Shows why men’s mental health is an area of concern and reveals how to ensure that an organization’s well-being strategy looks after men, as well as women.

Describes how the limited research that exists regarding the mental health of men paints a picture of men experiencing mental ill health in a different way from women. This makes it less likely that it will be identified, recognized or addressed using the current “female model” of mental health.

Advises organizations to: train their managers to recognize the different symptoms of reduced mental health that men present with, so that they can identify when male staff are experiencing mental ill health; raise awareness of the fact that men experience mental ill health and that it is alright to talk about feelings; and remember that men may be very reluctant to talk to someone in the workplace about how they feel and may not want to talk to their doctor for the same reasons.

Advises organizations to: train their managers to recognize the different symptoms of reduced mental health that men present with, so that they can identify when male staff are experiencing mental ill health; raise awareness of the fact that men experience mental ill health and that it is alright to talk about feelings; and remember that men may be very reluctant to talk to someone in the workplace about how they feel and may not want to talk to their doctor for the same reasons.

Considers that there has been a wealth of research into the mental health of women but still relatively little into the mental health of men.

Provides a set of practical recommendations for organizations to ensure that they are taking account of the mental health of their male employees.