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Across different research fields, it is increasingly acknowledged that gender is not a binary variable and goes beyond the male–female dichotomy. At the same time, gender is a prominent social cue that affects evaluations and interactions among individuals. Thus, gender can impact social processes on many levels in complex ways. Meetings provide arenas where key social processes unfold that are relevant to the organization. Understanding which role gender takes in this context is therefore central to organizations as well as meeting research. This chapter provides a critical review of research to date on social influence in meetings, specifically zooming in on the role of gender. The authors conducted a multi-step systematic literature review and identified 43 studies across a wide area of disciplines (e.g., psychology, communication, and management). The authors put special emphasis on the methodologies employed across this work since a comprehensive understanding of the applied methods is core for a synthesis of research results. Through the analysis, the authors pinpoint six variables – individual gender, sex role orientation, gender composition, gender salience, contextual factors such as task type and organizational settings, and the construction of gender as a social concept – that are directly related to gender and which represent factors that are critical for the role of gender in the meeting context. Thereby, this chapter aims to provide a roadmap for researchers and practitioners interested in the role of gender during workplace meetings. The authors conclude by highlighting methodological and managerial recommendations and suggest avenues for future research.

We empirically study gender segregation in privately owned Swedish establishments, and the correlation between gender segregation, survival and growth of establishments. We find that the overall inter-establishment gender segregation in Sweden has been constant between 1987 and 1995 and at the same level as that found in US manufacturing. Our results show that establishments dominated by males or females have a higher probability of exiting the market than more integrated establishments and that establishments dominated by females grow more slowly than other establishments. An important additional finding is that establishments with a skewed workforce in terms of educational background have lower survival probabilities. Furthermore, establishments with skewed age distributions have both lower survival probabilities and grow less compared with other establishments. These findings are consistent with theories suggesting that workers with different demographic characteristics contribute to a creative working environment as a result of their different experiences, a greater variety of information sources and different ‘thinking’.

We enjoin stakeholder theory, radical-cultural feminist theory, and critical race theory with critical intersectionality to critique findings which suggest that there still are significantly more men than women on nearly every Fortune 500 board of directors, with only six corporations featuring (50-50%) gender equity in 2017. Also, only 4.1% board members are women of color and 9% are men of color. Sixty-five people of color on corporate boards serve on more than one board. This means there are even fewer people of color filling top corporate leadership positions than meets the eye. The proposed alternative course of action is for boards of directors to follow the example of the small handful of peer Fortune 500 corporations that have achieved greater levels of board diversity, equity, and inclusion.

This paper examines the relationship between the gender wage gap and occupational gender segregation in Sweden. The results show that the gender wage gap varies substantially across occupations. It is small in male-dominated occupations and relatively large in female-dominated occupations. Further, as much as 30% of the overall gender wage gap in Sweden can be attributed to occupational segregation by gender. Finally, the return to work experience for women is substantially higher in male-dominated occupations than in female-dominated occupations, suggesting that the cost for work interruptions are lower in female-dominated occupations than in male-dominated occupations. This finding is consistent with the hypothesis that women choose occupations in which the penalty for work interruptions is low. Thus, occupational segregation may arise because of gender differences in preferences for occupational characteristics and not necessarily because of discriminatory practices by employers.

This chapter reports how accounting professionals and students perceive the proficiency of their communication skills. We find that professionals perceive themselves as having higher interpersonal skills, writing skills, and speaking skills than do students. Despite decades of accounting curricula’s focus on communication skills, there remains a perception gap between students and professionals on the importance of these skills. Professionals not only perceive that they have stronger communication skills, but they also consider these skills as more important for career success than do students. Furthermore, we find that, even after controlling for the difference in perceived communication skill levels, this perception gap continues to exist between accounting professionals and students.

The implications arising from the underrepresentation of women and inequality of female participation in leadership and senior management positions continues to challenge many sectors of the economy and transportation, including commercial aviation. Although concerted efforts have been made to introduce initiatives encouraging women into senior leadership roles, change is slow and women remain underrepresented on Senior Management Teams (SMTs) and the Executive Committees of commercial airlines and airports. Globally, and prior to the COVID pandemic, only 3 per cent of airline CEOs were women whilst women held 8 per cent of airline CFO posts and 3 per cent of COO posts (Silk, 2019).

Air transport’s apparent inability to recruit and retain women in top leadership positions poses a serious challenge to the sector and the global economy as a whole. This chapter argues that lack of gender diversity will inevitably hinder the expansion of the sector and pose a significant challenge by failing to capitalise on the skill set of women. The aim of this chapter is to examine women’s representation and progression within the UK aviation sector with a particular focus on airports.

The nature of immigration to the United States has varied tremendously over the course of the last 100 years. While the rate of immigrants in comparison to the total population was as high as 14% in the early 1900s, it steadily declined due to regulations passed at the beginning of the First World War reaching its lowest point in 1970 at less than 5% (Bernard, 1998). Yet, ever since the early 1970s, in response to the Immigration and Nationality Act Amendments that replaced national-origin quotas with a single annual worldwide ceiling for all other immigrants while eliminating any numerical limitations for immediate relatives of U.S. citizens, the number of immigrants has been continuously on the rise. In 1996, about 1 of every 10 residents in the United States was foreign born. This is exemplified by the fact that more than one fourth of the present foreign-born population of the United States arrived after 1990 (U.S. Department of Homeland Security, 2004).