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The purpose of this paper is to investigate the state of affairs in the Sultanate of Oman for the presence (or absence) of women in senior and managerial roles in private companies. The study also investigates where women are located within the organisations (e.g. as board members, chief officers, vice presidents, top management, division or unit heads).

This is a quantitative study that analysed gender in the largest 122 private and publicly listed organisations in Oman. The study is based on data available from the Zawya database that tracks information about companies in the Middle East and North Africa region.

Women are employed in Oman in small numbers when compared with the number of men. Women remain extremely underrepresented in senior roles in Omani organisations currently. Women are found slightly (but not significantly) more in departmental management roles (particularly in human resource management, marketing/communication, public relations, and project management) and in the transport and finance industries.

The Zawya database did not contain complete data on each company analysed. Hence, this is a descriptive study and lacked advanced statistical techniques for comparison and relationship analysis.

This study increases the academic knowledge on international issues in gender and management. The study also provides insights for government leaders, educators, and scholars who work to help prepare women for leadership in this region.

This is one of the first scholarly studies conducted on the presence of women in senior positions and management within Oman. It adds value as it is the first study to compare gender in management across roles, industrial classification, size of company, and ownership.

The aim of this study is to examine leadership development programs in the context of diversity and inclusion and from the perspective of their owners.

The core of the qualitative study was the 26 in-depth interviews that were conducted. The participants were selected purposefully. The data analysis was based on reflexive thematic analysis.

The analysis resulted in three themes. (1) “Policy” encompasses thoughts and an understanding of common diversity activities at the organizational level. Anti-discrimination, diversity, inclusion, tolerance, equality, cognition, acceptance and equal opportunity were factors in this narrative. (2) “Inclusion in the role” deals with the perception of diversity in terms of program recruitment. In this context, inclusion is defined by socially acceptable criteria of non-exclusion. (3) “Leadership development” represents the justification for addressing diversity and diversity activities. The findings suggest that the perception of an organization as homogeneous provides an argument for not addressing the diversity connoted with problems and inequities.

Qualitative research does not aim to generalize but to identify conceptual threads. Only the perspective of LDPs' managers was adopted. The selection of the purposive sample was guided by the criterion of active management of LDPs, to obtain as much information as possible about nurturing leaders.

The research findings expand knowledge on the perception of the role of diversity and indicate the benefits of diversity discussed in leadership training interventions. The study may become a starting point for capitalizing on leadership development in sustainable development.

From the early 1990s a number of papers advocating feminist analyses of marketing phenomena appeared in the marketing literature. Scholars working from feminist perspectives in other disciplines have examined marketing phenomena for some time. Provides a guide to this literature, highlighting the scope of the work and its diversity, and suggests areas where more research is needed.

The purpose of this paper is to research the state of affairs in the United Arab Emirates (UAE) for the presence (or absence) of women in senior business leadership positions, and to investigate where they are located within organizations (e.g. board members, chief officers, vice presidents, top management, division or unit heads).

This is a quantitative gender analysis of 954 organizations; based on data available from the Zawya database that tracks information about public and private companies in the Middle East and North Africa (MENA) region.

Women are still underrepresented in senior company and top department leadership positions, however, they are found slightly (but not significantly) more in departmental leadership, pseudo services and hospitality industries, and in smaller and public companies.

The database utilized did not contain completed company data; specifically any response variable; hence, the study was descriptive in nature and lacked advanced statistical techniques for comparison and relationship analysis.

This study provides helpful insights for government leaders, as well as educators, and scholars, who work to help prepare women for leadership in this region. For business practitioners, the presence and development of female business leaders extends choice and increases value in the human resource pool.

The authors believe that it is important that UAE females take up roles in both the public and private sector so they can become more effective role models to a rising generation of female workers.

This is one of the first scholarly studies conducted on the presence of women leaders in various sectors within the UAE.

The purpose of this study is to examine how technology overload (system feature, information, and communication overload) influences salespeople’s role stress (role conflict and role ambiguity), effort to use technology and performance. This research examines whether these relationships are linear or quadratic. It also examines the moderating effect of salespeople’s technology self-efficacy.

Salespeople at a national company providing services to small and medium companies were surveyed via an online instrument to measure key constructs and control variables. Over 200 usable responses resulted; structural equation model was used to analyze the data.

Results show that dimensions of technology overload had linear and/or quadratic relationships with role stress, effort to use technology and performance. Salesperson’s technology self-efficacy moderated the relationship between technology overload, effort to use the technology and performance.

The benefits from new technology are not always linear. Managers should regulate the timing of technology improvements, as well as the availability of information, communication and system features, to reduce role stress and enhance efforts to use technologies.

Drawing on the job demand and resource model, this research demonstrates that technology used as a job resource will aid the salesperson and company; however, when technology overload exists, it becomes a job demand with the potential to enhance role stress and decrease salesperson performance.

The purpose of this paper is to explore the causes, forms, extent, and consequences of sexual harassment and sexual violence at public sector workplaces in Tanzania.

A total of 1,593 civil servants participated in the survey, which was conducted in the Mtwara Region of Tanzania. The quantitative data were complemented with the results from eight focus group discussions.

The study revealed that 21 percent of women and 12 percent of men had experienced sexual harassment personally. Overall, rural-based public servants had less knowledge of relevant policies, and experienced more sexual harassment than their urban colleagues. The majority of perpetrators were identified as men in senior positions; the majority of victims were recognized to be young female employees. Frequently reported behaviors included sexual bribery with regard to resource allocation, promotions, allowances, and other benefits.

Despite the existence of conducive legal and policy frameworks aimed at protecting employees from sexual harassment and violence, their implementation and effects were found to be limited. Only half of the study population was aware of the existing regulations. The study found that the majority of public servants who had knowledge on the issue had learned about sexual harassment in the context of an HIV/AIDS workplace program. This finding indicates that well-designed workplace interventions can play an important role in creating awareness, addressing gender stereotypes, and informing employees about their personal rights and responsibilities.

Sexual harassment and gender-based violence at the workplace has never been studied before in Tanzania. The study provides practical recommendations for future preventive interventions.

This study aims to investigate gendered meanings of food and its relationship with identity management for Turkish university students’ food practices and beliefs.

Methodologically, both qualitative and quantitative approaches were used in this study as a complementary way. Data were collected from a total of 711 university students.

Taken together, the findings strongly support gender-based food stereotypes as consistent with previous literature with some cultural variations. As another important finding, gendered associations of foods are stronger than those of non-alcoholic beverages among Turkish university students.

In terms of original contribution, this study not only provides valuable information about young consumers’food beliefs and practices in terms of gender-based stereotypes and identity management, but also enriches the current literature, specifically focusing on Turkey, which has a completely different cultural background as compared to Europe, the USA and the Far East. To the best of authors’knowledge, this is the very first study on this subject specifically focusing on Turkish consumers’ gift-buying behaviors through the internet channel.

The public transport sector is known for high levels of violence, but women are particularly at risk of gender-based violence, including sexual harassment, from both passengers and fellow workers. Furthermore, women transport users face high rates of sexual harassment. This chapter provides evidence of the extent of gender-based violence and harassment in public transport, arguing that attention, though minimal, has been paid to the experiences of female passengers, but overlooks women workers’ experiences of gender-based violence. The chapter discusses the role of key actors in dealing with and preventing gender-based violence for both passengers and women workers. It draws on evidence from Kenya, collected as part of research for the International Transport Workers Federation on the future of work for women in public transport, and other published sources. It argues that the state (national and local), employers, trade unions and civil society actors all have a key role to play in preventing sexual harassment and gender-based violence at work, but need to do more, particularly through adopting and publicising a zero-tolerance approach to gender-based violence. It also highlights the importance of collaboration among key stakeholders for effective intervention and enforcement.

The International Labour Organisation Convention 190 on Violence and Harassment in the World of Work, with an accompanying Recommendation, came into force in June 2021. This represents a potentially powerful new framework for action on tackling and preventing violence and harassment at work that recognises the interrelated effects of gender-based violence and harassment, gender stereotypes and unequal gender power relations, which underpin occupational gender segregation. The transport sector was particularly mentioned in the Convention as an area where change is needed. The chapter briefly considers the Convention’s potential to tackle gender-based violence in the transport sector and how global trade unions are using this opportunity.

Existing research tends to conceptualize age- and gender-based discrimination as distinct and unrelated social phenomena. A growing body of scholarship, however, highlights the importance of conceptualizing ageism as potentially gendered, and gender discrimination as inherently shaped by age. Using an intersectional theoretical perspective, this chapter examines how gender and age combine to shape women’s and men’s experiences of workplace mistreatment.

The data are obtained from the U.S. General Social Survey. The analysis begins with descriptive statistics, showing how rates of perceived age and gender mistreatment vary for men and women of different age groups. Multivariate logistic regressions follow.

Experiences of workplace mistreatment are significantly shaped by both gender and age. Among both men and women, workers in their 30s and 40s report relatively low levels of perceived age-based discrimination, compared to older or younger workers. It is precisely during this interval of relatively low rates of perceived age-based discrimination that women’s (but not men’s) perceptions of gender-based mistreatment rises dramatically. At all ages, women are significantly more likely to face either gender- or age-based discrimination than men, but the gap is especially large among workers in their 40s.

Women tend to perceive age- and gender-based mistreatment at different times of life, but a concurrent examination of gender- and age-based mistreatment reveals that women’s working lives are characterized by high rates of mistreatment throughout their careers, in a way that men’s are not. The results highlight the importance of conceptualizing gender and age as intersecting systems of inequality.

This paper argues that intersectionality ought to be a vital tool to identify and recognise those who are refugees. It provides a useful way to distinguish refugees from migrants as well as making it possible to screen for asylum seekers who are at greater risk of experiencing specific vulnerable situations, such as sexual and gender-based violence. This study therefore argues that intersectionality is useful for risk assessment processes as well as for triggering special protection mechanisms.

This research article draws from a cross-cultural empirical study conducted in Greece, Uganda, and Israel on problems asylum seekers and refugees face in host countries.

It is argued that while it is important to identify and screen for asylum seekers who have survived or are at greater risk of experiencing sexual and gender-based violence to provide special protection, it may lead to what has been called a “categorical fetishism”, in this case, applied to vulnerability. Such stigmatising and disempowering perceptions of refugees and their experiences may lead to the view that there are “good” refugees and asylum seekers who are worthy of protection, as opposed to “others”.

This original empirical article provides a new way of examining issues of refugee status determination to ensure fairer ways of doing so.