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This paper explores the scope and impact of gender in the process of starting new businesses, with a particular focus on understanding how participation, motivations and outcomes differ between men and women entrepreneurs.

This paper utilizes data from the Global Entrepreneurship Monitor (GEM) and the Panel Studies of Entrepreneurial Dynamics (PSED). The GEM data provide a global overview, drawing from representative national samples across over 100 countries to assess the extent of business creation activity and gender participation globally. The longitudinal PSED data set provides information on the business creation process and outcomes.

Over the last 20 years, the presence of women in the early stages of starting a business in the United States of America has seen a notable increase, doubling their representation among entrepreneurs and nearing parity with men, who also saw growth but at a slower rate. This shift marks a significant move towards greater gender balance in the entrepreneurial landscape.

The originality of this paper lies in its comprehensive analysis of the evolving landscape of gender dynamics within entrepreneurship over two decades, particularly highlighting the significant increase in women's participation in business creation.

Despite the plethora of scholarship outputs on masculinity showing it as a fertile research domain, there are noteworthy lacunae on the topic especially in relation to its dynamics among ethnic minority groups. Accordingly, this paper aims to address masculinity and symbolic consumption among Black African consumers in the UK.

The study is interpretive in nature with the use of in-depth interviews conducted with 20 participants in London and the data analysis follows the grounded theory orientation.

It shows masculinity-oriented categorisations of market offerings but with an incidence of cultural tension. It suggests the prevalence of symbolic consumption among participants as demonstrated in their quest for admiration and commendation about their consumption and how masculinity is communicated. A new masculinity typology emerged from the study which depicts men in this context as falling into four categories of gay, conservative, contemporary and men on acme.

The study unpacks issues around masculinity, and multiculturalism, and proposes a novel typology on the topic vis-à-vis the discourse on segmentation, targeting and positioning strategy.

Employability skills have transformed from the acquisition of university degrees to possessions of cognate skills other than only degrees that can help employees secure employment in contemporary work environments. This study evaluates essential skills that will prepare millennia of youths and graduates for employment in the present job market. The study investigated four major hypotheses to underscore the employability opportunities of graduates in challenging 21st-century work environments.

To clearly gain an understanding of women’s disparity in society, the study employed a qualitative approach to evaluate the incidence of gender prejudice in a men’s dominant world. The study utilised two distinguished sampling strategies, purposive and snowballing sampling techniques, which were deemed suitable and useful due to the nature of the study. The study recruited 42 participants by conducting semi-structured interview sessions for the study. The study employed a deductive approach to analyse the data obtained from participants. A thematic content analysis was used to take away prejudice and establish an overarching impression of the interviewed data. Atlas.ti was used to analyse the transcribed interview data from the participants to establish common themes from the surveyed informants.

The results of this investigation indicated that there is a deep-rooted trend of institutionalised men’s dominance in politics and religious leadership. Women perceived less representation and men dominated the two domains of existence in their local environment. The study established that women are optimistic about a turnaround narrative on gender equality in politics and religious leadership. They expressed their concern about strengthened public debate and campaigns on women’s representation, and against gender discrimination. The study further shows that women are influencing the ethical and moral sense for change against women’s neglect in society. They expressed their concerns against the selection of people into political offices for elected political posts and observed the peculiarity of political godfathers fixing their favourite men into those offices.

The study discovered that women are leading campaigns for their representation in politics as well as church leadership today. The novelty of this study bothering around two domains of women’s lives – politics and religion, in particular, church leadership. These have not been evidence before in a study.

Men are faced with major new challenges in both their work environments and their personal lives. As such, more and more men are looking for places to explore the prominent issues in their lives. This article speaks to the experience of four Men's Groups and examines how the groups operated and what came out of them. It reflects on the process of personal change for these men and its implications for leadership development. Certain key ingredients for creating a change environment are identified: support, good listening, challenge, taking risks and making close, genuine connections with each other. It suggests that men can and do change, particularly if they make a strong commitment to their own development and learning. The importance of personal counselling and therapy work to this change process is outlined in some detail.

The recently published Home Office strategy document, A co‐ordinated prostitution strategy and a summary of responses to Paying the price (Home Office, 2006), focuses on the role of men in prostitution. However, this focus is centred on men being the abusers of women and children involved in the sex industry, and vilifies men as the perpetrators that drive the sex market. This article traces the implications of the strategy for men involved in prostitution.

The present longitudinal study examines the effect of 105 different human resource practices, grouped into four domains (staffing, human resource development, hygiene factors, supportive climate) on trends in the increase or decrease of the number of men and women working at different hierarchical levels. In addition to the four HR domains, the effect of initial gender ratio at the start of the program was analyzed. Results show that intitial gender ratio had the largest effect on the advancement of men and women. Surprisingly, both women and men benefited from a larger female gender ratio in the highest job levels. If the effect of gender ratio is omitted, it appears that the advancement of men and women in the highest job levels is negatively affected by hygiene practices and not influenced by staffing, development or supportive practices.

Programmes to create equal opportunities for women have taken place in many organisations. The ensuing need, however, to find ways to enlist male managers as allies for such programmes, has prompted many people to begin to think about the specific training needs of men from a fresh viewpoint. The need for men to understand ways in which they are conditioned to behave is described. Such ways are both less effective and inhibiting for women colleagues. Processes used by the author in training men to recognise and overcome problems are set out.

Men occupy the great majority of key leadership positions in the world; in national government, in local government, in business, in trades unions and in local organisations. Although women have made very considerable advances, men are still chosen in the greatest number for leadership; for example, in business, men still comprise 77 per cent of all managers and 98 per cent of top managers.

Questions whether organizational well-being strategies always recognize the differences between men and women when it comes to mental health.

Shows why men’s mental health is an area of concern and reveals how to ensure that an organization’s well-being strategy looks after men, as well as women.

Describes how the limited research that exists regarding the mental health of men paints a picture of men experiencing mental ill health in a different way from women. This makes it less likely that it will be identified, recognized or addressed using the current “female model” of mental health.

Advises organizations to: train their managers to recognize the different symptoms of reduced mental health that men present with, so that they can identify when male staff are experiencing mental ill health; raise awareness of the fact that men experience mental ill health and that it is alright to talk about feelings; and remember that men may be very reluctant to talk to someone in the workplace about how they feel and may not want to talk to their doctor for the same reasons.

Advises organizations to: train their managers to recognize the different symptoms of reduced mental health that men present with, so that they can identify when male staff are experiencing mental ill health; raise awareness of the fact that men experience mental ill health and that it is alright to talk about feelings; and remember that men may be very reluctant to talk to someone in the workplace about how they feel and may not want to talk to their doctor for the same reasons.

Considers that there has been a wealth of research into the mental health of women but still relatively little into the mental health of men.

Provides a set of practical recommendations for organizations to ensure that they are taking account of the mental health of their male employees.