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This paper aims to critically assess approaches to sex and gender in the Human Brain Project (HBP) as a large information and communication technology (ICT) project case study using intersectionality.

The strategy of the HBP is contextualised within the wider context of the representation of women in ICT, and critically reflected upon from an intersectional standpoint.

The policy underpinning the approach deployed by the HBP in response to these issues parallels Horizon 2020 wording and emphasises economic outcomes, productivity and value, which aligns with other “equality” initiatives influenced by neoliberalised versions of feminism.

Limitations include focussing on a single case study, the authors being funded as part of the Ethics and Society Subproject of the HBP, and the limited temporal period under consideration.

The frameworks underpinning the HBP approach to sex and gender issues present risks with regard to the further entrenchment of present disparities in the ICT sector, may fail to acknowledge systemic inequalities and biases and ignore the importance of intersectionality. Shortcomings of the approach employed by the HBP up to March, 2018 included aspects of each of these risks, and replicated problematic understandings of sex, gender and diversity.

This paper is the first to use an intersectional approach to issues of sex and gender in the context of large-scale ICT research. Its value lies in raising awareness, opening a discursive space and presenting opportunities to consider and reflect upon potential, contextualised intersectional solutions to such issues.

The market in trafficked children bought and sold for sexual exploitation is one of the most inhumane transnational crimes that appear to have been facilitated by globalisation and its many effects, such as growing disparity in wealth between North and South. Child sex trafficking (CST) in the Greater Mekong Subregion (GMS) is an extremely complex problem, deeply rooted in historical injustice, gender inequality and poverty. In addition to the complexities of the child trafficking issue, the organisations that seek to combat CST are themselves not always a united force and display their own internal and inter-agency complexities. The purpose of this paper is to examine some of the key complexities of responding to CST in Thailand and Cambodia.

The methodology for this research consisted of 22 semi-structured interviews with anti-child trafficking experts in Thailand and Cambodia, in addition to field observations in various child sex tourism hubs in Southeast Asia.

The complexities of the CST problem in Thailand and Cambodia are discussed as well as analysis of the internal and inter-agency barriers faced by the organisations that seek to combat CST. The research finds that, due to limitations in donor funding, anti-trafficking organisations face difficulties in effectively responding to all aspects of the CST problem. The recommendation is made for improved advocacy networking against this transnational crime. Recent success stories are highlighted.

The research for this paper involved semi-structured interviews with staff from non-government organisations and United Nations agencies, but not with government representatives. The lack of available data from Thai and Cambodian government representatives limits the ability of the researcher to evaluate the effectiveness of anti-trafficking organisations’ response to the child trafficking issue. Also lacking is the voice of child trafficking victims, the key beneficiaries of anti-trafficking organisations’ aid and advocacy efforts.

There is an abundance of literature on the subject of CST but a dearth in scholarly literature on the subject of advocacy and policy responses to CST in Southeast Asia. This paper provides a valuable contribution the knowledge base on child trafficking by analysing both the complexities of the CST issue and the complexities, for anti-trafficking organisations, of effectively combating CST in the GMS.

This research was designed in order to explore the gender differences in Chinese consumers’ responses to sex appeal advertising.

Experiments were conducted at a university in South China with a total of 157 commerce students. Four advertisements, designed for the same fictional brand but featuring different genders and different levels of sex appeal, were tested in the experiments. Data analyses were conducted using t‐tests and ANOVA tests.

When comparing the male and female differences in the responses to the ads, it was found that males and females only differed significantly when they were exposed to the ad featuring a male model with the low level of sex appeal. No significant differences were found between male and female consumers regarding the other three ads featuring the male model with the high level of sex appeal or featuring the female model with the low or high level of sex appeal. Further analyses on male or female consumers’ responses to the four ads found that females had significantly different attitudes towards the ads, whereas males did not.

Using a convenient sample and testing only one product category were two major limitations of this study. Future research should adopt a more representative sample and test different product categories.

The findings of this study suggest that international advertisers need to take careful consideration if they are going to use sex appeal in their advertising to the Chinese consumers. Particularly, they must first take into account whether an ad targets a male or female audience.

This article is the first empirical study on mainland Chinese consumers’ responses to sex appeal advertising. It provides significant insight into gender differences among Chinese consumers regarding different sex appeal advertising strategies.

The purpose of this paper is to explore the intersections of gender, development and globalization through an investigation of the ways in which a large‐scale, internationally financed multi‐dam development project, the Lesotho Highlands Water Project (LHWP), impacts gender relations through its physical presence in the highlands of Lesotho, Southern Africa.

Field research including interviews with men and women impacted by the Lesotho Highlands Water Project (LHWP) in Lesotho in 1997 and 2000‐2001.

The paper finds that, by positioning themselves as sex workers for foreign development workers, non‐elite women are able to access development monies indirectly. The devaluation of women's labor on farms and in the household excludes them as legitimate receivers of “development”, reproducing male ownership and patriarchal authority, and ultimately pushing some women into work that is precarious, low wage, risky, and often demeaning.

This research highlights the complicated and contradictory gendered gains and losses in the development context and how they mirror larger globalization processes and their effects on gender inequality. Further research with sex workers is needed.

Feminist inquiries into globalization, particularly those focused on militarization and economic restructuring, have revealed the gendered effects of globalizing processes as they take place in particular locales (military bases, industries, corporations, factories). The ways in which the presence of sites of development creates particular gendered dynamics have been understudied. Incorporating analysis of the presence of large‐scale development projects in local areas offers opportunities to link the investigation of development in a larger context of globalization, and reveals a more nuanced reading of the gendered politics of development.

The purpose of this paper is to examine the key issues involved in situations within the workplace when an employee goes through gender reassignment, in order to consider how such situations might be managed more effectively.

It analyses a case study from a national public sector organisation in the UK where a transsexual person went through male to female gender reassignment. The case was compiled via participant observation and one to one interviews with the key players in the process (managers, human resource staff and colleagues as well as the individual).

Key issues discussed include the effects on trust and relationships at work, harassment, the role of trade unions, training, and other support. It explores the difficulty of gaining acceptance for a transsexual, and links this to literature on managing diversity and change management.

The case study is in the public sector in the UK, but implications are valid for other organisations.

Makes suggestions for managing transsexual issues for management and for trade unions, whilst being cautious about the extent of acceptance that can be achieved.

Existing literature tends to focus on the transsexual individual's own viewpoint, and guidelines from transgender support groups. This study includes the roles and reactions of all the key people involved within a real organisational case, and offers insights into the issues involved when managing transsexual cases in the workplace.

Dress and appearance codes are often seen as trivial, both because they seem to fit within our notions of how people ought to behave, and because they appear to reflect legitimate employer concerns in running a business. But they are not constructed in a vacuum. They reflect and enshrine societal stereotypes and expectations of women and men and how they look – including assumptions about gender and sexuality and majoritarian norms. As such, they punish anyone who is an outlier by reason of gender, sexuality, race, religion, or culture. This paper seeks to identify the assumptions and effects on gender, sexuality, professionalism and class in appearance and behavior codes.

This is a conceptual paper exploring US case law on dress codes and employee appearance standards to examine issues of gender and sexual orientation identity on the job. By combining insights from sexual orientation identity theories and visibility, the paper seeks to uncover some of the interactions and effects of these appearance policies on women and LGBT persons in the workplace.

This paper shows that identity strategies and performances used by LGBT individuals and women in the workplace implicate sexuality and gender, but also professionalism and class. These dress and appearance codes carry with them consequences for both employers and employees.

The paper highlights the gender, sexuality and identity performance burdens on women and sexual minorities workplace controls over dress and appearance.

The paper discusses topics that are of interest to persons studying sexuality and gender identity issues in employment. It is based on an unpublished talk at the EDI conference in Vienna 2010.

To investigate the relationship between biological sex (male or female) and stereotypical sex‐roles (masculinity and femininity) and to determine which might be more appropriate to use when examining small to medium‐size (SME) owner characteristics such as: locus of control (internal, powerful others and chance); need for achievement; risk‐taking propensity; and preference for innovation.

Data for this study came from 673 usable responses (517 males, 156 females) to a survey of the attitudes and expectations of a random sample of SME owner‐operators in Western Australia.

It was found that femininity was significantly higher for women compared with men, but that there was no significant difference for masculinity. Results also indicate that, unlike femininity, masculinity is highly correlated with all of the “traditional” psychological traits. As a result, only one significant difference between men and women (based on their biological sex) was found; men had a higher risk‐taking propensity.

The results presented in this study confirm the belief that biological sex may not be an appropriate discriminator when examining differences in the psychological attributes of SME owners. Results suggest that the use of masculine and feminine traits might prove more useful in future research on this issue. Further, given the masculinity bias inherent in most of the psychological attributes typically found in the SME literature, it is suggested that Norman's Big Five (being more gender‐neutral) might be more appropriate in examining differences in SME owner characteristics.

This paper seeks to answer the practical question whether the institutionalisation level of same‐sex relationships can affect the social acceptance of lesbian women and gay men in Europe, and highlight some of the factors that can potentially determine the incidence of homophobia in 26 European countries.

The study contributes to the literature on acceptance of lesbian women and gay men in Europe by using the European Social Survey dataset, focusing especially on a key variable measuring the agreement level with the statement that gay men and lesbians should be free to live their own life as they wish. For data analyses, explanatory models were constructed by applying multilevel mixed‐effects linear regression.

The study presented empirically tested arguments that the introduction of same‐sex partnership legislation can lead to a decrease of anti‐gay/lesbian attitudes, as has happened in the European countries examined in this study.

Future research in more societies is needed to examine the long‐term effects of the introduction of same‐sex partnership legislation on homophobia.

A key policy implication of highlighting that the provision of equal rights for gay and lesbian citizens in the form of same‐sex marriage and registered partnership can positively influence attitudes, is to urge policy‐makers to introduce these legal frameworks in order to create a more inclusive society.

The content presented in this paper is based on the authors’ own original research.

Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need to know, about the career and workplace experiences of this understudied population. The construct of sexual identity is defined, followed by a review of the research on sexual orientation in the workplace. Then an analysis of the differences between LGB employees and other stigmatized groups is presented. Three unique challenges facing LGB employees are identified, and conceptual models are developed that explain underlying processes. Finally, career theories are critically analyzed, and an identity-based longitudinal theory of LGB careers is presented.