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The purpose of this paper is to examine female leaders' attitudes toward demand-side strategies to close the gender-leadership gap and discuss implications for organizations.

This article describes the process of knowledge co-creation that took place using an engaged scholarship epistemology over 23 interviews with North American women in senior leadership roles.

Five key themes related to women leaders' attitudes toward demand-side strategies are discussed. Some felt uncertain or opposed toward these strategies, whereas others supported them. Support for these strategies was dependent on perceptions of backlash regarding the implementation of these strategies and the participants' career stage. Finally, participants acknowledged that demand-side strategies are insufficient in isolation and require additional organizational supports.

These findings enhance our understanding and provide theoretical refinement of the mechanisms that drive female leaders' reactions to demand-side strategies to close the gender-leadership gap.

Participants advocated for certain practices to be considered when organizations contemplate the adoption of demand-side strategies. Importantly, participants advocated that the implementation of demand-side strategies would be insufficient unless organizations encourage greater dialogue regarding the gender-leadership gap, that top management support more gender inclusive leadership, and that male colleagues act as allies for women in leadership.

This article extends past research and theory by integrating the pragmatic perspectives of successful female leaders with previous empirical evidence to illustrate different reactions to demand-side strategies and ways for organizations to manage those in their efforts to close the gender-leadership gap.

This paper aims to investigate cross-gender effects of gender stereotypes in advertising. More specifically, it proposes that the negative effects found in studies of women’s reactions to stereotyped female portrayals should hold across gender portrayal and target audience gender.

In two experimental studies, the effects of stereotyped portrayals (vs non-stereotyped portrayals) across gender are compared.

The results show that advertising portrayals of women and men have a presumed negative influence on others, leading to higher levels of ad reactance, which has a negative impact on brand-related effects across model and participant gender, and for gender stereotypes in terms of physical characteristics and roles.

Whereas previous studies have focused on reactions of women to female stereotypes, the current paper suggests that women and men alike react negatively to stereotyped portrayals of other genders.

The results indicate that marketers can benefit from adapting a more mindful approach to the portrayals of gender used in advertising.

The addition of a cross-gender perspective to the literature on gender stereotypes in advertising is a key contribution to this literature.

The purpose of this paper is to investigate the effect of response bias and target gender on detecting deception.

Participants were randomly assigned to one of three experimental conditions: a stereotype condition (bogus training group), a tell-signs condition (empirically tested cues), and a control condition. Participants were required to decide whether eight targets were lying or telling the truth, based upon the information they had been given. Accuracy was measured via a correct or incorrect response to the stimuli. The data were then analyzed using a 2×2×3 mixed analysis of variance (ANOVA) to determine whether any main or interactional effects were present.

Results revealed training condition had no significant effect on accuracy, nor was there a within-subject effect of gender. However, there was a significant main effect of accuracy in detecting truth or lies, and a significant interaction between target gender and detecting truth or lies.

Future research should seek a larger sample of participants with a more extensive training aspect developed into the study, as the brief training offered here may not be fully reflective of the extent and intensity of training which could be offered to professionals.

Within the criminal justice system, the need for increased accuracy in detecting deception is of critical importance; not only to detect whether a guilty individual is being deceitful, but also whether someone is making a false confession, both to improve community safety by detaining the correct perpetrator for the crime but also to maintain public trust in the justice system. The present research provides a fresh insight into the importance of training effects in detecting deception.

The purpose of this paper is to extend the “think manager, think male” research paradigm by examining managerial stereotypes as a function of both gender and sexual orientation, thus comparing the similarity of managerial stereotypes against the stereotypes of male (heterosexual and gay) and female (heterosexual and lesbian) managers.

In total, 163 heterosexual participants used the 92-item Descriptive Index attribute inventory to rate one of five target groups: successful managers, heterosexual male managers, heterosexual female managers, gay male managers, and lesbian female managers. Intraclass correlation coefficients were calculated to assess the degree of correspondence between ratings of the target groups.

The findings showed a higher correspondence between the descriptions of heterosexual male or female managers and the successful manager prototype than between the descriptions of gay male managers and the successful manager prototype. Additionally, results showed that the stereotypes of lesbian female managers were seen as having a moderate level of fit with the successful manager prototype.

The results of this study suggest that heterosexuals’ beliefs about gay male and lesbian female managers’ abilities are important. In particular, heterosexuals’ stereotypes that gay males lack the qualities of being a successful manager can limit gay men’s access to positions with managerial responsibilities and impede their progress into leadership positions.

This study addresses a critical gap in the management literature as it is the first empirical investigation to assess whether the “think manager, think male” phenomenon holds for managers who are members of sexual minority groups.

The purpose of this paper is to provide an overview of gender and social inequality in the agricultural sector of South Asia with a focus on wheat as a major staple crop, which underpins the breadbasket of the Indo-Gangetic Plains (IGP). It provides new insights, as examined through a climate justice lens, into the status of women and socially excluded groups in the region and, based on this, calls for re-thinking both politically and practically on how to shape future initiatives to be more gender and socially inclusive, thereby supporting the rights of the neediest.

An overview of research and evidence is conducted on how gender and social inequality is currently being addressed in the agricultural sector through an analysis of peer reviewed and grey literature. This is followed by a synthesis which is presented as directions and recommendations for future initiatives developed through a climate justice lens.

Gender and social inequality issues are rife across the IGP. This may be for many reasons including poor targeting, little capacity, lack of strategic positioning in programme and project design – all of which have enormous implications for the poorest and most marginalised communities and, especially, women. The need to conduct more gender-inclusive and socially inclusive research to enhance gender equity and equal opportunities for women and men is highlighted. The need to include a human rights-based approach to safeguarding the rights of the most vulnerable affected by climate change is indicated through the gender analysis; the finding provides some guiding principles in moving towards the new 2015 climate agreement and Post 2015 Development Goals.

The results provide a foundation which stimulates thinking around climate justice, and the contribution this approach can make to better inform future agricultural initiatives/policies to be more gender-inclusive and socially inclusive.

The purpose of this paper is to provide a first impact assessment of the Italian quota law in order to explore whether “gender equality by law” contributes to redefining, albeit in part, consolidating and establishing positions of power and decision making. The paper analyses these dynamics by focusing on a specific economic sector, the banking sector. The analysis strives to determine: whether binding quotas are giving rise to an apparent enforcement by building up new distortionary equilibria (such as new forms of horizontal segregation); what extent the financial crisis has impacted on the rhetoric of female representation, and whether it has pushed towards a “regenerative” organizational change aimed at achieving a more inclusive and egalitarian image.

The paper is organized as follows. Section 2 reviews the theoretical and empirical debate on gender diversity and quota impact. Section 3 reports macro and micro data on the italian system; Section 4 describes the Italian banking system and gives a first impact assessment on Italian banks of the mandatory gender quotas in Italy (the so-called “Golfo-Mosca law,” named after MPs who proposed the law); some qualitative considerations are carried out on the reactions of Italian banks to the financial crisis in terms of “bridge policies” aimed at corresponding to a higher demand of customer satisfaction and fairness. Section 5 concludes and summarizes the finding of the study.

The Italian banking system is not so dramatically ranked among the EU countries as in the recent past. The gender rebalance in management bodies could be considered rather satisfying. If we compare ten-year-old findings, the number of women on board of directors has tripled. But data clearly show a dichotomy due to significant differences between listed and non-listed banks. In non-listed banks, women are still relegated to an under-represented position, reaching only 13 percent on boards of directors (as against 33 percent in listed banks). The data confirm the results found in non-financial sector that women are significantly better represented on audit boards. In accordance with all previous studies, no relevant changes can be noticed on key-decision roles: no CEOs or Directors general are women in listed banks, and women are always more represented in non-executive functions.

The paper analyses the law experience in Italy as a significant case study by proving that rules such as temporary binding gender quotas (introduced by law in 2011) can be useful, but not always enough to remove blocking or distortive factors in organizational ladders.

Despite organizational policies aimed at harassment prevention, harassment based on gender and ethnicity remains pervasive in places of work. Although previous research has identified other antecedents such as harassment climate, the purpose of this paper is to consider whether a climate of respect leads to reductions in identity-based harassment.

In a military sample of active duty men and women (Study 1) and a sample of working adults (Study 2), the authors use survey methods to test whether a climate of respect predicts the occurrence of two forms of identity-based abuse: sexual harassment (Study 1) and ethnic harassment (Study 2).

The authors find that a climate of respect uniquely predicts harassment based on sex and ethnicity, above and beyond effects of climate for harassment.

These results suggest that, while traditional harassment prevention efforts remain important for deterring identity-based harassment, promotion of a respectful work environment is also an effective tool.

Marketers often assume that functional, hedonic and socially conspicuous utilities in choosing a brand differ for men and women, thus different marketing strategies are required for each gender. To date, most of the research studies have used self-reported measures when shopping in general or in regard to a single product. The purpose of this research is to examine this question using two different contexts of brand choice: single choice evaluation (SCE) and brand selection context (BSC). This assessment will clarify whether male and female utilities when choosing a brand are indeed inherent and consistent.

Data were collected using surveys in three studies (N = 923). Conjoint analysis and ICLV (integrated choice and latent variables) models were examined.

BSC analysis that more closely mimics real-life contexts revealed that the consideration of these utilities is generally similar for men and women, while the SCE analysis showed significant gender differences.

In the context of choosing between brands, stereotypical gender targeting may be ineffective and might not be the best allocation of resources for marketers.

Gender stereotypes in advertising seem to reconstruct differences that are not significant in a realistic brand selection context.

The context of choice was found to be a condition boundary for gender differences in brand choice considerations. Gender differences are not evolutionary or inherent.

The critical incident technique (CIT) wherein informants describe their experiences and feelings attendant to a specific occasion is an attractive qualitative technique because it is easy to administer in a group setting, computer textual analysis is readily available, and it provides insight into marketplace phenomena. However, self‐disclosure theory predicts and studies have found that the informant’s gender, the target of the disclosure, and similarity between informant and target affect the quality of the informant’s narrative text. Using hypotheses from this knowledge base and adding the consumer construct of involvement, the authors conduct an experiment using CIT. Three hypotheses are supported: females disclose more than males, more is disclosed to friends than to strangers, and a high involvement topic produces more disclosure than does a low involvement one. Qualitative marketing researchers are warned that subtle biases exist in narrative text generated by the use of CIT, and precautions are suggested.