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This study intends to unveil the imbalance in gender portrayal, reflected in English textbooks, used at the primary level in the four provinces of Pakistan.

Within the framework of feminist critical discourse analysis (FCDA), this paper aims to explore the ways in which gender stereotypes and ideologies are inculcated through the discursive schemes in the selected textbooks. The methodology adopted is to connect the linguistic features in the texts (the Micro) to the social factors (the Macro). The analysis has been done on two levels: on the first level, the content analysis was employed to quantify the gender representation in the textbook. On the second level, the discourse analysis was carried out to view gender stereotypes in the wide spectrum of social norms.

The results of this study reveal a significant disproportion and imbalance in gender representation in the four books. They clearly show that the textbooks in Pakistan contribute to the socialization of children in a very traditional and stereotypical way. The findings of the study recommend extensive awareness at societal level in general, and particular reforms in the education sector for a step toward a progressive and prosperous society.

The current paper is innovative as it demystifies how gendered ideologies are ingrained in the curriculum, used for English language teaching in a developing country like Pakistan. It fosters the value addition in existing research since it investigated the gender disparity systematically by employing quantitative content and qualitative FCDA.

The aim of this paper is to describe senior lecturers' experiences of and reflections on the influence of gender on their work and career possibilities.

Eight informants, four female and four male university teachers, representing different schools at a Swedish university college were interviewed. A qualitative content method was used for analysis.

The findings revealed that the lecturers at the university college had an experience of academic gender neutrality. The findings also pointed to experiences of gendered practice that had been internalized and made normal. It also revealed that the lecturers did not consider or reflect on the gap between experiences of and reflections on gender neutrality and gendered practice.

Even if the number of informants is small, the findings have something important to tell about the gap between gender‐neutral academia and practice in academia.

The findings imply that although the Swedish model of equality work has been successful in many ways, a confrontation on the micro‐political level is required to achieve a gender equality workplace environment and to increase women's career possibilities.

Men founders raise almost 50× more venture capital (VC) than women. As 93 per cent of VCs are men, because of the significant gender imbalance in gatekeepers and investment decision-makers for early-stage capital, there may be critical outcomes for women entrepreneurs who are being caused from men having overweighed in decision-making roles. Outcomes include biases against women by VCs that prevent their ventures from being considered for funding from the pitch as well as obtaining opportunities to pitch VCs in consideration for funding from biases in the evaluations of the businesses themselves.

This paper is a consolidation of several studies the author has conducted in VC decision-making and gender bias to understand the drivers of the enormous gender gap in VC funding. The author presented it as a talk at the University of Regina and was asked to submit a paper about it here.

The findings reveal how the 93 per cent male context of the VC industry is in itself a significant cause of the gender gap in funding. If there were more women VCs, more women entrepreneurs would be funded.

The author showcases how the gender gap in decision-making roles in VC has important implications for women entrepreneurs to obtain funding.

This paper is the first to use the individual level, longitudinal catch-up growth of boys and girls in a historical population to measure their relative deprivation. The data is drawn from two government schools, the Marcella Street Home (MSH) in Boston, MA (1889–1898), and the Ashford School of the West London School District (1908–1917). The paper provides an extensive discussion of the two schools including the characteristics of the children, their representativeness, selection bias and the conditions in each school. It also provides a methodological introduction to measuring children’s longitudinal catch-up growth. After analysing the catch-up growth of boys and girls in the schools, it finds that there were no substantial differences between the catch-up growth by gender. Thus, these data suggest that there were not major health disparities between boys and girls in late-nineteenth-century America and early-twentieth-century Britain.

Embracing the theories of gender role and career socialization, this study focuses on young adults and explores gender differences in entrepreneurial intentions and entrepreneurship education.

Based on 203 young adults, this study employs a logistic regression model to test hypothesis 1 regarding differences in gender. In addition, it performs an analysis of variance using the two groups of young adults with and without academic entrepreneurship education to detect differences in entrepreneurial intentions between men (hypothesis 2) and women (hypothesis 3).

The empirical findings from a European country trailing in university-level entrepreneurship education confirm the dominant evidence that young women have lower entrepreneurial intentions than young men. In addition, women's proclivity toward entrepreneurship is lower with academic entrepreneurship education than without.

This study provides new evidence from Greece, which has few studies on entrepreneurship education at the tertiary level. Scholars are advised to keep track of the new pathway exploring linkages between gender, entrepreneurial intentions and entrepreneurship education. Policymakers in Europe are encouraged to establish an approach of tailoring university courses to their students. Currently, society will benefit from entrepreneurship education curricula targeting young women based on their particular needs and interests, while nurturing their entrepreneurial intentions.

The purpose of this paper is to export the role of professional bodies within the property industry in Australia in bringing about gender equality. In particular the policy objectives of the various professional bodies is analysed and contrasted with the level of genres equality demonstrated within the governance structures of the organisations at national and regional level.

The paper analyses the annual reports of the leading property professional bodies in Australia to identify any gender equity policy objectives and to identify the balance between male and female representation in the governing boards of the associations.

The research shows that while a few organisations have made some statements regarding the need for change to a more inclusive property industry these objectives are not reflected within the governance structure of the organisations. It is therefore evident that significant attitudinal and structural change will be required to bring about equality within the property industry.

The research is limited to the Australian property and construction industry and the relevant boards at national and state level.

The paper highlights the need to address gender inequality at the senior management level within the professional associations that govern the property profession. The professional associations are uniquely placed to show leadership in promoting gender equality and should be adopting policy within the organisations charter to being about a shift in attitudes to women within management roles in the property industry.

The issue of gender equity is highly topical and this paper adds to the research in this area. It highlights the important role that professional associations could take in bringing about change, but reveals that many professional bodies have a worse gender balance at the governance level than many of their member firms.

The paper is the first to analyse the gender mix within the professional bodies in Australia which govern and advise the property and construction industries. As such it reveals that little progress has been made in bringing about gender equality in the profession.

Gender inequity at senior ranks in Australian public sector universities has long been recognised as a major problem. Universities are attempting to address the problem, through policies for recruitment and retention of senior women. This paper describes what happened in one faculty in a large university that has such gender equity policies when three women were appointed to head departments. At the end of a year, all three were gone. The women experienced a masculine‐oriented management culture, with little experience of feminine management values. The women and the men had different perceptions of management roles and different perceptions of alternative job opportunities. Gender issues became more visible to these senior women, but remained invisible to the men. Suggestions to improve the retention of senior women include nominating a change agent to provide support and encouragement for senior women, more transparent organisational processes and structures, and changes in hiring practices.

The construction industry is famous for gender imbalance and reluctance in initiating change. In recent years, construction is becoming an attractive career choice for women. However, this change has been gradual. The purpose of this research was to understand the challenges women are facing in construction sector after a decade of implementation of the Equality Act 2010 in the UK and how women in the sector feel the industry could be further improved. This research investigated real-life experiences to identify where the industry needs to make viable improvements.

A qualitative research methodology was adopted. In total, 31 semi-structured interviews were conducted to collect data, which was then analysed using content analysis for inference and conclusion.

This research revealed that women still experience adversity forcing them to work harder than usual to prove their belonging in construction sector. The “man’s world” culture is still widespread. However, women have seen improvements over recent years but believe more can be done from an intersectionality perspective. This is pertinent due to the Brexit and Covid-19 situation.

The study contributes to the field of equality and diversity in the construction sector. Women believe that factors such as bespoke initiatives, equal pay, flexible working hours (considering childcare and caring responsibilities), mental health and well-being support, and equality and diversity policies will enable the construction sector to create conducive environment for women now and in the future.

As women increasingly enter leadership roles that traditionally have been occupied by men, and with the increasing diffusion of transformational leadership theory, there is growing interest in the relationship between gender and transformational leadership. A wide array of feminist theories that have emerged in the last decades offer conceptual lenses, which can enrich an understanding of the role of gender in the organizational context and the study of leadership. This paper explores how various approaches in feminist thought intersect with the study of gender and transformational/charismatic leadership. I reviewed earlier studies with reference to the different feminist approaches, demonstrating how each reveals a different facet in the understanding of gender and transformational leadership. Finally, I point to the perspectives that have been neglected in this stream of research and offer directions for future research.