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The purpose of this paper is to investigate the ability of head-and-shoulder photos of CEOs appearing in a publicity item to influence reader regard for the corporation linked to the CEO.

Study 1 investigated three factors, face of a male CEO (trustworthy versus less trustworthy), headline framing of a corporate merger (tax-dodge vs specialization strategy) and respondent gender, whereas Study 2 explored two factors, face of a CEO (male vs female) and headline framing. The primary dependent variable was respondent regard for the firm.

Study 1 resulted in a significant three-way interaction. Face of a male CEO moderated a two-way interaction between the gender and the headline. Women, as compared with men, responded particularly unfavorably to the combination of an untrustworthy face and a tax-dodge headline. In Study 2, a firm headed by a male CEO and engaged in a tax-dodge action was poorly regarded, whereas a firm headed by a female CEO pursuing the same action did not suffer a loss of regard.

Only one framing device (headlines) was studied when there are multiple such devices. Also, overall regard for the firm is influenced by multiple factors.

Of the factors investigated (facial image, headline and reader gender), only one is controlled by the corporation – the image of the spokesperson presented to the media. Findings suggest less downside risk to reputation if the company uses only trustworthy-looking spokespersons. Also, a female CEO may be a reputational asset. Women reported significantly more positive feelings toward a corporation headed by a female CEO than a male CEO.

The purpose of this paper is to provide a view of gender discrimination in Vietnam via the lens of thê diên – the Vietnamese face concept.

The paper reports on results of a PhD exploratory study of the Vietnamese face concept thê diên. Semi-structured indepth interviews were conducted with 15 Vietnamese college teachers about the notion of thê diên in relation with several areas including gender.

There are two ways in which gender discrimination is reflected in the participants’ perceptions of thê diên. First, there is discrimination in terms of the different language used for men and women in terms of face. Second, there are different social expectations for men and women in terms of thê diên. Specifically, in order to maintain thê diên, men are expected to prove themselves as sources of the family income and social status. Meanwhile, women are only supposed to maintain their men’s face.

While the gender situation in Vietnam has been examined via various social, economical, and political perspectives, it has never been filtered through the lens of face, a cultural concept that deeply reflects living and behaving principles of a cultural community in a certain time.

The study aims to identify gender differences and similarities in the awareness of legal information resources and problems faced by legal professionals. Further, the study identifies the differences on the basis of gender, regarding the requirements in developing an online legal information system (OLIS) for the Indian environment.

The study was carried out in eight law libraries in Delhi using a structured questionnaire. Data were collected through the questionnaire having 27 questions including dichotomous (Yes/No), multiple-choice questions, rating and opinion questions. A need assessment survey was conducted using the structured questionnaire circulated among 750 respondents of eight institutions in Delhi. In total, 397 filled in questionnaires were received back. A total of 246 of the respondents were males and 151 females. The design and development of an OLIS went through five phases, i.e. preliminary preparation, designing and planning phase, development of OLIS covering preparation of software, data structures, metadata, search form, testing and implementation phase and maintenance.

The study found that 100 per cent of the female respondents were aware of online legal information resources. Maximum 28.4 per cent female respondents rated legal e-resources “very good”, whereas only 19.9 per cent male ranked them “very good”. Female respondents were found less aware about open access resources. In addition, of 246 male respondents, 213 (86.6 per cent) responded “Yes” about awareness of open access resources and 33 (13.4 per cent) marked “No”. In comparison, 116 (76.8 per cent) female respondents revealed they are aware of open access resources; 35 (23.2 per cent) were not aware of open access resources. Fifty-eight (23.6 per cent) male respondents were very dissatisfied, and 60 (24.4 per cent) completely dissatisfied. However, in contrast, 29 (19.2 per cent) female respondents were very dissatisfied and 24 (15.9 per cent) completely dissatisfied in using open access resources.

The study covers only eight institutions in Delhi, India. High courts and law universities in other parts of the country are not covered. In addition, OLIS contains a sample collection.

The study explores the inhibitions faced by female and male legal professionals. A suitable legal information system is developed to match the requirements of female legal professionals, research scholars and faculty members. The study is expected to address problems faced by female legal professionals in accessing the desired judicial and legislative information.

OLIS (www.olisindia.in) has been developed on the basis of a need assessment survey conducted on male and female legal professionals in India. No study has been conducted so far to compare the viewpoints of male and female legal professionals in India for developing an OLIS.

Women pursuing male-dominated careers face well-documented barriers to career success (e.g., stereotypes, sexual harassment, limited access to professional networks, and mentoring), which have the potential to be exacerbated or diminished by the increasing prevalence of work from home (WFH). In this chapter, the authors first review key career obstacles for women in male-dominated fields and analyse the impact of WFH on these barriers and, second, provide actionable strategies for organisations to implement WFH in a way that promotes rather than hampers the success of women in these fields. Both career obstacles and WFH remedies are considered through an overarching framework focussed on the significance of work–family boundary management, inclusion, and career advancement. Drawing on the extant research, the authors provide evidence-based, actionable guidance to help organisations and supervisors leverage WFH to support the career success of women in male-dominated careers.

Simultaneously drawing from DuBois’ timeless question, “How does it feel to be a problem?” (DuBois, 1990[1903], p. 7) and contemporary notions that Black males are the solution to solving social and educational troubles in the Black community such as gang violence, high school dropout rates, and fatherless homes (Duncan, 2011), we focus on the positioning of Black males in the discourse on teacher recruitment and retention. While acknowledging the need to recruit and retain Black male teachers, we explore the weightiness of viewing Black males as the panacea for educational and social issues in schools such as disproportionate dropout and expulsion rates for students of color and youth involvement in gangs. We identify both challenges and opportunities faced by Black males and capture the complex and sometimes contradictory discourses. Particular attention is given to deconstructing the “double-talk” (Black males as both a problem and a solution) which positions Black male teachers as both the crisis and the savior/superhero.

This chapter explores the complexity of issues surrounding Black males and athletics in higher education. Multiple studies over the past decade and a half have depicted an oppositional relationship between athletics and academic achievement. Research suggests that media imagery, stereotyping, and other non-academic influences on African American males who participate in intercollegiate athletics tend to result in an over-identification with professional athletes, sports, and perceptions of great value associated with physical performance activities and a simultaneous under-identification with academic performance, scholarly identity, and student development. These pressures ultimately limit career options outside of athletics. In an effort to combat these issues, Beyond the Game™ (BTG) Program, a program described in this chapter that was developed in Wisconsin’s Equity and Inclusion Laboratory (Wei LAB) and implemented at the University of Wisconsin-Madison, seeks to harness curricular, co-curricular, and on-the-field leadership training to strategically develop and support post-graduation options. This comprehensive, multi-faceted program directly confronts the challenges student-athletes face when they exhaust their eligibility status but have yet to identify viable career alternatives to professional sports. This chapter explores the main tenants of the program, established with a group of Division 1 NCAA-affiliated college athletes as participants.

The particular focus of this paper is female expatriates in Europe, which is a relatively under‐researched area. A total of 50 senior female expatriate managers were interviewed, representing a wide range of industry and service sectors. The aims of the paper are to highlight a number of critical factors which are necessary for successful female expatriate assignments. The results of the study show that female expatriates are disadvantaged in their careers because of the lack of organizational support which is readily available to their male counterparts. This lack of organizational support, together with the invisible barriers which constitute the glass ceiling, explain the relative scarcity of female expatriate managers.

Rural students encounter challenges such as the achievement gap; racial inequality; little or no college counseling; higher rates of poverty; limited accessibility to college preparatory courses; and recruitment and retention of quality teachers. Moreover, Black males tend to experience the same issues; however, there is a dearth of literature around this population in rural areas. The authors describe the implications of the unique intersection of Black males in rural settings and discuss the unique challenges and opportunities presented. Specifically, academic achievement, college and career readiness, and access to employment and higher education for Black males are highlighted in this chapter. The authors provide recommendations on research and practice for educators to best serve Black males in rural settings.

Most professional athletes are broke financially within a short few years after they stop playing. It is easy for outsiders to place the blame squarely on the athlete himself. This rush to judgment, however, is not entirely accurate. Black student-athletes who have the talent and ability to play professional sports are hyper-focused on getting to the next level, and the system around them is built to accommodate that focus. A lack of educational, financial, and legal structures creates a dynamic that sets the athlete up for failure. This chapter will focus on the legal and financial realities that Black males face when transitioning into and out of professional sports. In order to shift the current paradigm, this chapter will also provide solutions for both the athlete and the coaches, friends, family members, and agents who surround the athlete, in order to empower the athlete to positively impact himself, his family, and his community.

Despite the challenges Latino males face throughout their educational experience, promising practices exist to enhance their academic success (Sáenz & Ponjuan, 2011). This chapter addresses factors that commonly hinder the educational opportunities of Latino males, and it pinpoints those supportive factors that help advance their educational progress. Recommendations are provided to assist in increasing the identification of gifted Latino males and their participation in gifted education. Educational practice and policy recommendations are also offered.