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The primary purpose of this study is to examine the relationship between ambivalent sexism (hostile and benevolent sexism) and managerial choice, considering organizational culture as a moderating variable. Additionally, the study addresses employees’ preference for working with same-sex managers as opposed to opposite-sex managers.

Data were collected from 245 white-collar employees working in a large-sized holding company in Ankara, Türkiye, using the survey method. PROCESS Macro was used to test the hypotheses.

Neither hostile nor benevolent sexism directly affected managerial choice. However, perceived gender equality within an organization was found to significantly affect the preference for working with female managers. Gender equality in organizational culture did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers. Furthermore, the participants reported a tendency to work with same-sex managers independent of their sexist attitudes and perceived organizational culture.

This study sheds light on the literature by examining the joint effects of sexism and perceived gender inequality on the desire of working women managers. In doing so, this study differs from previous studies focusing solely on individual variables such as personality and sexism or situational variables as hindering factors for women’s attainment of managerial positions.

Many everyday situations involve the performance of a task and the inference of competence from the results. Here, we focus on situations in which two or more persons who differ on status (e.g., sex category, skin tone) perform a valued task with equivalent, objectively judged results, and yet are not granted equal competence. We examine the conditions under which such a conclusion derives from the use of different standards for each status level.

We review and assess the findings of all the 17 social psychological experiments completed to date and designed to investigate the hypothesis that the lower a person’s social status is perceived to be, the stricter the competence standard applied to him or her.

We find substantial support for this hypothesis, but there are also factors that either moderate (e.g., qualifications level) or even reverse (e.g., participant’s sex category) such link. Of particular interest among those factors is whether competence is measured directly or indirectly. For example, we found overall that the specific question about competence often restrains the use of double standards, whereas the wider questions (e.g., about suitability) are more likely to allow that practice to emerge.

We also identify and expand interventions from three different research traditions designed to deter bias, and propose ways of applying them to block double standards in the assessment of equivalent performances. The interventions involve (1) increasing assessor’s accountability, (2) increasing similarity across the performers, and (3) disrupting the often taken-for-granted association between higher status and good performance – as well as the corresponding link between lower status and poor performance.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

A study in Turkey revealed that neither hostile nor benevolent sexism directly influenced workers’ choice between same-sex, or opposite-sex managers. Meanwhile, perceived gender equality did influence a preference for working with female managers. But gender equality did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this paper is to examine mentoring experiences and preferences aimed at creating equal mentoring opportunity for male and female employees in the Nigerian work setting.

Data were obtained from 140 randomly selected managers (70 males and 70 females).

Results revealed that mentoring occurrence is entirely informal and more males compared to females served as mentors. Respondents commonly reported and preferred career‐related benefits of mentoring. An examination of preferred mentor gender indicated a significant relationship between gender of respondent and that of preferred mentor and protégé. Concern for positive interaction reflects frequently mentioned reasons for this preference among men and women. The preferred qualities of a mentor often cited by respondents were those which enable a mentor to deliver career functions while reverence was the most mentioned protégé quality. The distribution of male and female respondents differed on some of the preferred qualities.

Though based on a self‐report instrument, findings imply that mentoring preferences of males differ from those of females.

A training and policy intervention should be considered to enhance delivery of mentoring and create equal opportunity for male and female employees.

Mentoring is currently being canvassed as a mandatory human resource tool in the Nigerian work setting. Empirical guidance on fostering the relationship in ways that create equal opportunities for male and female employees however, remains elusive due to a lack of research in this direction. This study narrows this gap in literature and contributes empirical information that equips management to better deal with the gender issue in mentoring. Beyond the Nigerian environment, it serves as a basis for advancing equal opportunities in mentoring, especially for Africans. This addresses shortcomings in the scholarly scope of reference journals which has a dearth of African empirical findings on mentoring.

Drawing upon Cabrera and Thomas-Hunt's (2006) theoretical framework for the advancement of executive women, we identify gender differences in social networks as an important determinant of the relative perceived credibility of men and women and the opportunities for hire and promotion available to them. A review of the existing research literature on gender and social networks is presented and several potentially fruitful avenues for future research in this area are discussed.

The article reviews the policy, legislation and literature on sex and relationships for people with learning disability, through a search of electronic databases, journals and other resources. It reviews the rights of people with learning disabilities to a sexual life and their views of service responses, sexual offences legislation and the link between sexual knowledge and practice. It also explores sexual orientation and preference among people with learning disabilities, differences between the genders and sexual offending, including consideration of ‘victimless’ offences. It concludes that the balance between empowering and protecting people with learning disabilities is challenging but important. Interventions to promote safer, healthier sexual behaviour need to address more than improving knowledge. We need to find out more about what people with learning disabilities think about their sexual experiences and how they are supported in this area.

We discuss adoption as a diverse family structure in America. Adoption has existed in some form throughout the history with the portrayal varying by historical epoch. Adoption has been both disparaged and idealized to perpetuate the interest of elite players. This chapter discusses adoption in terms of the changing demographic which 21st century families face. In this manuscript, we first discuss the history of adoption in the United States including its impact as social control of premarital sex. Then the three players in the adoption triad are discussed and analyzed. Finally, we highlight how demographics of race, class, gender, and sexuality impact the adoption experience by 21st century families. Specifically, we explore the recent National Survey of Adoptive Parents from the United States Center for Disease Control and look at the modern adoption experience

Sexual and reproductive health (SRH) incorporates prevention of unplanned pregnancies, unsafe abortions, and sexually transmitted infections (STIs). The sourcing, understanding and application of related information are important for health and this defines sexual and reproductive health literacy (SRHL). Health care utilization rates among Asylum Seekers and Refugees (ASRs) may not be high and they are unlikely to seek sufficient SRH information and care in their host countries, leaving some needs unmet. No SRHL research related to Scotland’s Asylum Seeking and Refugee Women (ASRW) exists. In this qualitative study, the purpose of this paper is to explore the SRHL-related views and experiences of adult ASRW living in Glasgow and their views on assistance required to improve their SRHL.

In total, 14 semi-structured interviews were audio-recorded and transcribed and qualitative thematic analysis employed.

Five themes and 13 sub-themes with four key findings highlighted: experience of unmet SRHL needs, similarities and differences in the source of SRH information, SRH views and behaviours influenced by cultural and religious factors, barriers and facilitators to accessing SRH information/care and developing SRHL.

This was a small scale qualitative study affording limited transferability. The work addressed a highly sensitive topic among women from conservative home country cultures.

Routine collection of sexual and reproductive health data by the NHS should be explored for this group. NHS staff should be aware of the rights of asylum seekers, Refugees and failed asylum seekers, to NHS healthcare free at the point of delivery in Scotland (National Health Service, 2019; Scottish Government, 2018), and be well trained in the likely religious and cultural norms of these groups. Host communities should consider improving access to SRH information and care in ASRWs first languages.

The study identified weaknesses in the opportunities for social integration afforded this group and the coordination of existing social opportunities. The stigmatization of immigrants in the UK is well understood and has repercussions for many individuals and societal organizations implicated in the promotion of this.

This paper addresses a very sensitive topic with women from conservative cultures. With few publications in this area, and none pertaining to Scotland, the paper makes a small but original contribution that might be considered a starting point for researchers and relevant services in Scotland.