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This study investigates how federal and state-level laws designed to reduce workplace sexual harassment relate to the content of sexual harassment training programs in a sample of private U.S. companies. To gauge the effect of the law on the regulation of sexual harassment, we draw on unique data containing information on federal and state-level legal environments, formal discrimination charges filed with the federal Equal Employment Opportunity Commission, and establishment-level sexual harassment training initiatives. State-level legal regulation of sexual harassment at work is linked to more elaborate sexual harassment training programs, even when federal legal regulations are not. Our findings underscore the importance of state-level legal regimes in the workplace regulation of gender-based rights and provide an example for future studies of work inequality and the law.

In this paper, we develop a conceptual framework for understanding the impact of workforce diversity on labor market outcomes. We argue that to understand the impact of workforce diversity, we must consider the effects of power (the distribution of valued and scarce resources), status (the relationships among people and groups), and numbers (the compositional effects of the unit), whether in the work group, job, occupation, firm, or society. We then discuss the mechanisms that generate and reproduce these dimensions of inequality and explain how they contribute to everyday practices such as allocation decisions and evaluative processes and ultimately lead to sustained or durable inequality (e.g. labor force outcomes including attitudes, behaviors, and material and psychic rewards).

The purpose of this paper is to examine the intersections between the way women’s careers develop, the hierarchical relationships between women and the resulting implications for gender equity in the workplace.

While a considerable body of research exists on gender in the workplace, the intersection between the way in which women ' s careers develop and the influence hierarchical relationships between women in the workplace have on that career development are under-researched. This paper examines existing relevant research, discusses the implications of these intersecting areas and raises areas for future academic research, as well as the development of organizational practice.

The nature of the hierarchical relationships between women in the workplace is an important but under-researched factor when considering the career development of women. Delving into the experiences of women managers and employees, both good and bad, enables a deeper understanding of the role these relationships play in shaping the careers of women. From this, personal and organizational strategies can be developed that enhance workplace relationships and the career development of women.

This paper encourages academics and practitioners to critically consider the connections between hierarchical workplace relationships and career development as part of organizational practice and further gender equity research.

This paper aims to explore the position of women in the communication management sector in Spain from their own experiences. The study examines female communication and leadership styles, emphasising the cost of leadership in which they are leaders or led.

This study used a qualitative methodology based on in-depth interviews with 22 women actively working in top companies and agencies: female communication directors, female employees with a female leader and female employees with a male leader. Data were analysed through thematic analysis.

Results show mixed communication and leadership styles. In addition, the high level of self-demand of female communication managers stands out, making it challenging to achieve a work-life balance and the implementation of successful role models.

Exploring the factors of female leadership remains necessary to understand and make their situation in various industries and positions visible. It also helps remove barriers to leadership, guide organisations in addressing gender discrimination issues and develop mechanisms for the internal promotion of female professionals.

To the best of authors' knowledge, this is the first study exploring the leadership and communication styles of women in the Spanish Public Relations (PR) and communication management industries. It also highlights the aspects influencing the cost of leadership.