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This study aims to explore gender equality in school textbooks in Georgia.

The research had the following questions: To what extent are women and men visible and represented equally in school textbooks? How do school textbooks promote gender socialization of boys and girls to be treated equally in terms of power and privileges, superiority and inferiority? Do school textbooks promote critical thinking and analysis of gender issues and problems? The content analysis of the qualitative research method was used to answer the research questions.

The research revealed that males remain more visible in school textbooks; however, the authors mainly attempt to balance the gender representation in textbooks quantitatively. The textbooks do not socialize girls and boys as equals in power, privileges, superiority and inferiority. The textbooks do not provide room for discussing gender and social justice issues.

The study is an original work. The study contributes to the development of the field of multicultural education, as it develops the three levels model of gender socialization based on the empirical research data. The first, detection level, implies the visibility of both boys and girls equally in school textbooks. The second, the recognition level of gender socialization, acknowledges gender equality in occupations, activities and power and privileges. The third, the affirmation level, develops a critical understanding of gender issues and gender equality in society.

This chapter presents the findings of a Gender and Leadership study on promoting gender responsiveness and equality in Ghanaian Colleges of Education (CoEs) conducted in 2017. Specifically, this chapter explores CoEs actors’ perspectives on and experiences with using predetermined gender-responsive scorecard (GRS) as a strategy for promoting gender equality within the CoEs. Multiple-case study involving 10 CoEs selected purposively was used to explore the GRS implementation. Data collection and analysis methods included semi-structured interviews and “processual” analysis. The findings revealed a general contradiction among respondents regarding which gender actions/strategies had been implemented in the case study CoEs. Nonetheless, amid reported implementation challenges, there was general acknowledgment of the importance of the GRS in running gender-responsive CoEs in Ghana. The study concludes that the effective use and implementation of the GRS strategies appear imperative in promoting female success in CoEs, not only in Ghana but also in contexts where gender gap is an issue in teacher education.

The aim of the study is to evaluate the perceptions of participants on the sensitivity training in conducting online context.

The researchers focus on the knowledge and attitudes of digital citizens as well as their perceptions on sensitivity training taking into consideration the technological aspects. In this qualitative approach, the available data were collected from 25 students from both graduate and undergraduate levels from different fields via an open-ended questionnaire in order to get their perceptions about creating a sensitivity training in the online context. In the questionnaire, metaphors were also used.

The themes derived from these metaphors and additional themes formed by narratives about technology and sensitivity equality feeding digital citizens allow ways to be examined and emphasize the importance of sensitivity training in technology and communication areas.

Both direct and indirect thoughts of the participants are limitations of the study.

Preparing students adequately for sensitivity in the workplace is a constant teaching and learning challenges in higher education.

This study focuses on universal values in a digital society in order to shed a light on sensitivity training in preventing conflicts in the global world.

The study focuses on the capacity of fostering digital citizens in e-society based on universal values and sensitivity training.

This chapter illustrates how human-centered design (HCD) principals can activate Fe+Male leadership synergy inside an organization. We explore how it is possible to: foster a favorable environment and culture that values gender inclusivity; ends blatant discriminatory practices to which many organizations are blind; fortify the confidence of highly capable women and men; and reconcile the divergence of views, communication, and unique leadership styles between men and women leaders. We look at the experiences of women inside organizations along with the beliefs, aspirations, challenges, and needs of women. The chapter provides an HCD guideline for the reader to align the current modus operandi in their own organization for better gender synergy.

We know that complementary male and female styles of leadership create invaluable synergy, and that organizations with more women on board and senior management positions will, on average, outperform organizations without women at top positions. However, women, especially at the top echelon, are sorely lacking in numbers. Without more women around – real synergy is impossible. Increasing transparency, policies such as “disclosure of the gender pay gap” and advocacy by senior leaders will continue to break down some of the barriers and biases, but statistics across all industries and countries show that we are a very long way off and need a new approach to end this dilemma.

How can HCD increase the percentage of female leaders at the table and the chance for gender synergy? In this chapter, you learn facts to fight fiction and influence mindsets that are limited by biases. This chapter introduces four specific target areas to advance Fe+Male synergy. Although most men (based in democracies) intellectually agree that men and women are equal and are highly offended when their sanction for equality is brought into question, most are completely blind to how daily actions (many unintentionally) perpetuate the state of inequity. The biggest leadership issue is getting the whole organization aligned with the principle as well as a visible manifestation of gender synergy.

This chapter provides a comprehensive exploration of the pivotal role of family planning in advancing sustainable development goals (SDGs). It elucidates the intrinsic connection between family planning and sustainable development, scrutinizes the harmonization of family planning initiatives with SDG targets and indicators, gleans insights from global approaches, and identifies formidable challenges, with a particular focus on marginalized communities. This chapter culminates with a set of substantial recommendations aimed at surmounting these challenges and propelling SDG attainment through the prism of family planning.

The purpose of this paper is to assess whether the gender composition of the board of directors affects the sensitivity to gender issues in defining university strategies and therefore strategic plans.

The authors conducted an ordinary least square regression to test the relationship between gender sensitivity approach and board composition in Italian state universities (ISUs). The authors measured the gender sensitivity approach of each university by an index (gender sensitivity approach index) determined based on content analysis. Gender board composition is, instead, analyzed by heterogeneity (homogeneity) index (Herfindahl–Hirschman Index) of the board.

The finding suggests that, if the board has a certain level of heterogeneity, then university strategic plan (USP) is a more gender-sensitive approach.

The study analyses only the 2018 USPs of ISUs and considers the presence of women within the board, and not their actual role and their position in the university hierarchy.

The practical implication of this study is that if universities want to guarantee gender equality, they should open their boards more widely to women.

To the best of the authors’ knowledge, this is the first work that analyzes the relationships between board composition and sensitivity to gender issues within the USPs. The paper therefore contributes to the literature on governance in the public sector, particularly in universities. Moreover, it stimulates the accounting debate on gender issue and highlights that gender issues cannot be taken up by decision-making bodies that are not heterogeneous enough.

This study explores the relationship between economic freedom and gender ideologies on the allocation of women’s opportunity-to-necessity entrepreneurship across countries. Opportunity entrepreneurship is typically understood as one’s best option for work, whereas necessity entrepreneurship describes the choice as driven by no better option for work. Specifically, we examine how economic freedom (i.e. each country’s policies that facilitate voluntary exchange) and gender ideologies (i.e. each country’s propensity for gendered separate spheres) affect the distribution of women’s opportunity-to-necessity entrepreneurship across countries.

We construct our sample by matching data from the following country-level sources: the Global Entrepreneurship Monitor’s Adult Population Survey (APS), the Fraser Institute’s Economic Freedom Index (EFI), the European/World Value Survey’s Integrated Values Survey (IVS) gender equality index, and other covariates from the IVS, Varieties of Democracy (V-dem) World Bank (WB) databases. Our final sample consists of 729 observations from 109 countries between 2006 and 2018. Entrepreneurial activity motivations are measured by the ratio of the percentage of women’s opportunity-driven total nascent and early-stage entrepreneurship to the percentage of female necessity-driven total nascent and early-stage entrepreneurship at the country level. Due to a first-order autoregressive process and heteroskedastic cross-sectional dependence in our panel, we estimate a fixed-effect regression with robust standard errors clustered by country.

After controlling for multiple macro-level factors, we find two interesting findings. First, economic freedom positively affects the ratio of women’s opportunity-to-necessity entrepreneurship. We find that the size of government, sound money, and business and credit regulations play the most important role in shaping the distribution of contextual motivations over time and between countries. However, this effect appears to benefit efficiency and innovation economies more than factor economies in our sub-sample analysis. Second, gender ideologies of political equality positively affect the ratio of women’s opportunity-to-necessity entrepreneurship, and this effect is most pronounced for efficiency economies.

This study offers one critical contribution to the entrepreneurship literature by demonstrating how economic freedom and gender ideologies shape the distribution of contextual motivation for women’s entrepreneurship cross-culturally. We answer calls to better understand the variation within women’s entrepreneurship instead of comparing women’s and men’s entrepreneurial activity. As a result, our study sheds light on how structural aspects of societies shape the allocation of women’s entrepreneurial motivations through their institutional arrangements.

This study aims to examine the effect of gender equality on financial stability and financial inclusion for 14 developing countries using yearly data from 2005 to 2021.

The two-stage least squares regression estimation and the generalized linear model regression estimation were used to investigate the effect of gender equality on financial stability and financial inclusion.

Gender equality has a significant positive effect on financial stability and financial inclusion in developing countries. Gender equality has a significant positive effect on financial stability and financial inclusion in African countries. Gender equality has a significant positive effect on financial stability but not on financial inclusion in non-African countries.

Little attention has been paid to the role of gender equality in promoting financial stability and financial inclusion. The authors address this issue in this study.