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There is a dearth of studies exploring the intersection of gender and disability within entrepreneurship research. This is despite women’s entrepreneurship research encouraging an expansion of the research questions asked and approaches taken. As a contribution to this debate, the purpose of this paper is to develop an understanding of gender and disability as social categorizations which can shape entrepreneurial opportunities and experiences for disabled women entrepreneurs.

The paper offers an intersectional conceptual lens for the study of disabled women entrepreneurs to explore a concern for a particular social group – women – at a neglected point of intersection – disability – within the social setting of entrepreneurship. Guided by the research question (how can gender and feminist disability theory contribute to the development of an intersectional theoretical lens for future entrepreneurship research?), the potential for new theoretical insights to emerge in the entrepreneurship field is identified.

Through a gender and disability intersectional lens for entrepreneurship research, four theoretical synergies between gender and disability research are identified: the economic rationale; flexibility, individualism and meritocracy; and social and human capital. In addition to the theoretical synergies, the paper highlights three theoretical variances: the anomalous body and bodily variation; sexuality, beauty and appearance; and multiple experiences of care as potentially generative areas for women’s entrepreneurship research. The paper identifies new directions for future gender, disability and entrepreneurship research by outlining research questions for each synergy and variance which draw attention to disabled women entrepreneurs’ experiences of choice and control within and across different spaces and processes of entrepreneuring.

The conceptual intersectional lens offered to study disabled women’s entrepreneurship highlights new directions for exploring experiences of entrepreneuring at the intersection of disability and gender. The paper brings disability into view as a social category that should be of concern to feminist entrepreneurship researchers by surfacing different dimensions of experience to those currently explored. Through the new directions outlined, future research can further disrupt the prevailing discourse of individualism and meritocracy that perpetuates success as an individual’s responsibility, and instead offer the potential for richer understandings of entrepreneuring which has a gender and disability consciousness.

This paper examines the impact of lived experiences and attitudinal blueprints on researchers within the context of masculinities research. It explores the negotiation of gendered roles, exploring how personal narratives shape our engagement in gender research and the collaborative process of meaning-making. It discusses the methodological tensions surrounding narrative research and naturalistic inquiry when investigating masculinities.

Adopting a feminist post-structuralist lens, this paper analyses the discursive nature of masculinities and its theoretical and historical construction, alongside the use of narrative research methodologies in research practices.

The paper reinforces the importance of feminist frameworks in deconstructing gender norms and challenging implicit assumptions. The role of reflexivity in the research process and the potential for researcher subjectivity as a resource is emphasised. Drawing on existing scholarship and the authors' empirical research experiences, the importance of researcher reflexivity in recognising the potential for gender performativity in the research setting is emphasised, especially in gendered research spaces and when engaging with methodologies tacitly understood through gendered ideological lenses.

The paper contributes to ongoing scholarly discussions exploring the intersection of gender, theory and practice.

The paper's theoretical exploration contributes to understandings of gender dynamics in research and offers insights into the complexities of conducting masculinities research from a critical perspective. The paper contributes to ongoing scholarly discussions exploring the intersection of gender, theory and practice.

This study aims to explore the individual lived crucible experiences of women leaders in higher education (HE) and business as the catalyst to investigate organisational inequality regimes that prevent women leaders from fully participating, contributing and flourishing at work. Drawing upon Bolman and Deal’s four-frame theoretical organisational model, this study analyses women’s lived crucible leadership experiences to better understand the organising processes and practices that render intersectionality invisible that reinforce and perpetuate inequality regimes.

A collaborative autoethnographic research method was selected for data collection. The research team members each selected one significant crucible moment from their professional career and used the Gibb’s six-part reflective cycle to document their narrative and reflect on their leadership experience. A reflexive thematic analysis was used based on Braun and Clarke’s six phases.

The study features the importance of creating a climate in organisations that acknowledges the need for greater equity, diversity and inclusion (EDI) to support women leaders. Four global themes emerged from the analysis of the leadership narratives: organisation, power dynamics, emotional distress and perseverance and intersectionality. These themes illuminate a greater understanding of organisational life for women and confirm the presence of inequality regimes of gender and race.

This is the first study to explore the impact of women leaders’ crucible experiences through the lens of the Bolman and Deal’s model that highlights the need to consider an EDI lens as the fifth frame.

The purpose of this paper is to report on the reflective identity work of a white female chartered accountant, scholar and academic manager, regarding the intersectional transformations of gender and race as well as leadership within the South African accounting profession over four decades.

The theoretical lens of intersectionality is applied through an autoethnographic approach. Multiple layers of personal experiences and observations are interpreted through identity work of leadership provided and received. Autoethnographic data are substantiated and contextualised through the researchers’ sense-making, official and scholarly sources.

Sustainable transformation of the accounting profession requires a deepened understanding of the interconnections of the personal, structural and systemic areas within unique contexts. Leadership, as provided and received, must be included within the intersectional orientations. Intersectional orientations become then more significant for understanding progressive changes of the demographic profile of the accounting profession not only in South Africa but also in other countries. The transformation interventions aimed at affirming high-quality black African, coloured and female candidates to the South African accounting profession are founded on the principles of social justice. A sustained reframing of the demographic profile of a profession is possible through accelerated and well-funded collaborative transformation interventions enhancing intentional structural changes of the membership pipeline.

The possible limitations of this study lie in the contextual nature of the material and findings and the lens of the specific theory.

The understanding of the practice of interventions aiming at transforming the country-specific demographic profile of a scarce skills profession such as the accountancy profession.

The originality of this paper lies in the application of an intersectional theoretical lens that argues for leadership as a dimension alongside age, gender and race in an autoethnographic sense making of the transformation of the South African accounting profession.

This chapter explores the influences of Vietnamese culture coupled with national policies on gender equality on academic women’s advancement into senior leadership positions.

In-depth interviews with 20 mid-level women leaders and five top-level leaders were conducted at four different higher education institutions in the Mekong Delta (MD) in southern Vietnam. In addition, document analysis and participant observations contributed to the overall analysis, which allowed for the cross-check of data from multiple sources to investigate the participants’ understanding, perception, conceptualization, and interpretation of their experiences of advancing in their careers.

Findings show that there is a large gap between the policies and gender practices. Gender equality does not exist in reality, regardless of tremendous efforts from the Vietnamese government and policy makers to ensure it in all spheres of life. Additionally, patriarchal hierarchy remains dominant in the institutional administrative system, and Vietnamese Confucian ideology continues to confine and adversely affect both men’s and women’s perceptions of women’s social roles, status, and forms of social participation. Nevertheless, academic women still develop professionally and find their own ways to advance to a few key leadership positions at their institutions.

The sample of this study is limited to academic women in the MD in Vietnam. Future research should include more women and universities and colleges, from not only the southern part but also other regions of Vietnam. Further, international and comparative studies should be conducted to see differences in experiences of academic women from several Southeast Asian countries as they move up their career ladder.

Because there have not been any empirical studies about women and leadership in academia in the MD, this study serves as a resource and foundation for improving gender policies and practices as well as future research on this topic and gender issues of colleges and universities in Vietnam.

Although women have advanced in the economic sphere, the gender pay gap (GPG) remains a persisting problem for gender equality. Using Acker's theory of gendered organisations, this study strives to gain a better understanding from a macro and micro approach, how family and work-related policies, especially family-friendly measures (FFMs), and their uptake, contribute and maintain the GPG in Malta and specifically within the Financial and Insurance sector.

Two research instruments were used. National policy documents were analysed through the gender lens, followed by structured interviews with HR managerial participants within this sector.

Findings suggest that at a macro level, family and work-related policies could be divided into two broad categories: A set of family-friendly policies that contribute to the GPG because of their gendered nature, or because the uptake is mostly taken by women. These include make-work pay policies, which initially appear to be gender neutral, but which attracted lower educated inactive women to the Maltese labour market at low pay, contributing to an increase in the GPG. Second, a set of policies that take on a gender-neutral approach and help reduce the GPG. These include policies like the free childcare and after school care scheme that allow mothers to have a better adherence to the labour market. At the micro level within organisations, pay discrepancies between women and men were largely negated and awareness about the issue was low. Here, “ideal worker” values based on masculine norms seemed to lead to covert biases towards mothers who shoulder heavier care responsibilities in the families and make a bigger use of FFMs. Because men are better able to conform to these gendered values and norms, the GPG persists through vertical segregation and glass ceilings, among others.

Since not all the companies in the Eurostat NACE code list participated in this research, results could not be generalised but were indicative to future large-scale studies..

At the macro and policy level, some FFMs take on a clear gendered approach. For example, the disparity in length between maternity (18 weeks) and paternity leave (1 day) reinforces gender roles and stereotypes, which contribute to the GPG in the long run. While some FFMs like parental leave, career breaks, urgent family leave, telework, flexible and reduced hours seem to take on a more gender-neutral approach, the uptake of FFMs (except childcare) seems to generate discriminatory behaviour that may affect the GPG. When considering the make-work pay policies such as the “in-work benefit” and the “tapering of benefits”, this study showed that these policies attracted lower educated and low-skilled women into the labour market, which in turn may have further contributed to the increasing GPGs. On the other hand, the childcare and after school policies relieve working mothers from caregiving duties, minimising career interruptions, discriminatory behaviour and overall GPGs.

This study confirmed that organisations within the Financial and Insurance sector are gendered and give value to full-time commitment and long working hours, especially in managerial roles. Managerial positions remain associated with men because mothers tend to make more use of FFMs such as parental leave, reduced, flexible hours and teleworking. Mothers are indirectly penalised for doing so, because in gendered organisations, the uptake of FFMs conflict with the demands of work and ideal worker values (Acker, 1990). This maintains the vertical segregation and widens the GPG within the Financial and Insurance sector.

By using the gender lens and taking a wider and more holistic approach from the macro and micro level, this study highlights how interlinking factors lead to and sustain the GPG in the Financial and Insurance sector in Malta.

This research aims to shed light on the utilization of open spaces at Effat University through a gender lens. By eliminating gender segregation, the study seeks to examine how these spaces are equitably shared between genders, while also delving into the realm of gender sensitive urban design (GSUD). Furthermore, the research strives to gain valuable insights into the experiences of female students in open spaces to propose a framework for the design of fair shared open spaces.

To achieve these objectives, a multi-faceted approach was adopted. First, the research started by reviewing the literature about gender sensitive urban design and inclusive urban design to conclude the indicators examine how open spaces are shared fairly between both genders; second, an online questionnaire was administered to gather comprehensive data. Third, meticulous observations were conducted, involving the study, analysis and mapping of students' activities using maps and photos. Lastly, a walk shop was organized, with a focus group comprising of female participants. The collected data was then analyzed using SPSS descriptive statistics and the Pearson product-moment correlation coefficient, enabling the identification of key patterns and evaluating female students' satisfaction levels.

The findings unearth a distinctive perspective on the perception and needs of females within a unique subset of open spaces, referred to as “campus open spaces,” in the context of a gender sensitive urban design. This exploration provides valuable insights into the intricacies of gender dynamics within public spaces, contributing to a more inclusive and equitable environment for all individuals at Effat University, framework shows some of significant indicators that effect on other indicators strongly as sense of safety and security and the diversity of activities that increase visiting rates, sense of belonging.

This research presents a framework aimed at improving the concept of equitable and inclusive, open spaces, particularly on campuses within significant communities like KSA. The focus is on creating fair shared places that facilitate interaction and cater to the social and cultural needs of students, with a particular emphasis on supporting female students. By enhancing their sense of belonging and addressing their unique requirements, this framework aims to positively impact their academic performance while fostering an inclusive and engaging campus environment.

The purpose of this paper is to present a degendered organizational resilience model challenging current and dominant conceptualizations of organizational resilience by exploring how gendered organizational power structures, language and practices of everyday organizational life interplay and limit inclusive constructions of organizational resilience.

The degendered organizational resilience model was developed using Acker’s (1990) model of gendered organizations, Martin’s (2003) gendering practices, Lorber’s (2000) degendering and other feminist research on gendered organizations. The purpose of the model is to explore power structures, practices and language within the organizational context during conditions requiring organizational resilience.

A conceptual model for analyzing the theoretical development of organizational resilience is presented. The model analyzes the following three different aspects of organizations: power structure, to identify which resilient practices receive status based on established gendered organizational hierarchies and roles; actions, to identify how resilience is enacted through practices and practicing of gender; and language, to identify how and what people speak reinforces collective practices of gendering that become embedded in the organization’s story and culture.

The degendered organizational resilience model offers a process for researchers, managers and organizational leaders to analyze and reveal power imbalances that hinder inclusive theoretical development and practices of organizational resilience.

The degendered organizational resilience model can be used to reveal power structures, gendered practices and language favoring normative masculine organizational practices, which restrict the systemic implementation of inclusive democratic practices that incorporate and benefit women, men and other groups subject to organizational subordination.

This paper offers an original perspective on the theoretical development of organizational resilience by proposing a degendering model for analysis. A feminist perspective is used to reveal the gendered power structures, practices and language suppressing the full range of resilient qualities by restricting what is valued and who gives voice to resilient processes that lead to resilient organizations.

Guided by feminist perspectives, we critique existing approaches to the study of womenʼs entrepreneurship on epistemological grounds and suggest that the entrepreneurship field needs to recognize gendered assumptions in theorizing. Deploying a feminist framework, we suggest that understanding the “gender gap” in entrepreneurship requires focus on institutional and structural barriers women entrepreneurs face. Existing studies of women entrepreneurs often compare women with men without considering how gender and gender relations impact the very concepts and ideas of entrepreneurship. We propose, therefore, a conceptualization of entrepreneurship that illuminates gender bias and calls attention to the interrelated individual, institutional, and structural barriers in the entrepreneurial process that arrive out of societal and cultural gender norms. Through praxis or engaged practice, we redirect scholarship in the entrepreneurship field, while proposing ways that can promote gender equality in entrepreneurial activities. In all, our gender integrative conceptualization of entrepreneurship contributes to the entrepreneurship field by recognizing and addressing a more expansive realm of influential factors within the entrepreneurial ecosystem that have previously been researched separately.

This paper aims to explore synergies between feminist, first nations and queer theories and social, circular and climate entrepreneurship, to build a framework for supporting climate just entrepreneurship.

This paper draws on an extensive qualitative review of the literature on gender justice, equality, social entrepreneurship, the circular economy, climate entrepreneurship and climate action, as well as theorising feminist, first nations and queer approaches to climate action through entrepreneurship.

Whilst climate change is a “threat multiplier” for existing gender (and other) inequalities, gaps remain in engraining gender equality and gender justice principles in social, circular and climate entrepreneurship. Through analysing the literature for critical gaps and theorising at the intersection of climate entrepreneurship and feminist, first nations and queer theories, the authors advocate that a framework for climate just entrepreneurship could play a pivotal role in combining proactive climate action and gender equality measures through entrepreneurship. It could also be a significant step towards ensuring entrenched, systemic inequalities are not perpetuated in nascent and rapidly evolving fields such as the circular economy, social enterprise and climate entrepreneurship.

The literature on climate entrepreneurship is burgeoning, yet key entrepreneurial concepts lack an explicitly feminist or gender lens approach, even whilst being inextricably linked to effective climate action. This paper seeks to rectify this gap by promoting climate just entrepreneurship as a model for effective climate action.