Many UK employers have moved ahead of the government to make working life easier for menopausal employees.
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Articles on Gender equality at work
Displaying 1 - 20 of 26 articles
Men and women both offer unique, valuable contributions to company boards. To reap these benefits, organizations should continue to increase gender diversity.
The COVID-19 pandemic exacerbated social and economic inequality for women. Women have lost ground in the workforce and have been slower to return to work than men.
Despite gender equality progress being made in many male-dominated fields, some professions like longshoring are still difficult for women to break into.
A new French research collective, Orelig, set out to answer the question.
While women felt more included when they perceived male colleagues as allies, men who saw themselves that way reported more personal growth as a result.
Women are earning less in average than men, however there is a staggering 27.60% difference in salary for women who are under 30 years old.
The ruling suggests there is an enduring disregard for one of the most vulnerable groups in today’s society: older women.
Detailed analysis of 1,300 movies finds that women actors earn an average of US$1.1m or 25% less than their male colleagues.
There are at least eight different ways to view gender equality. And this helps us understand why one of the biggest challenges for workplace gender equality is defining and measuring success.
A culture of silence suggests for every headline about sexual harassment, many more cases go unreported.
The gender pay gap remains stubbornly high in the UK, but the new rules are shaming companies into action.
More women are on zero hours contracts but these do not feature in gender pay gap reporting.
Workplace reactions to #MeToo risk exacerbating the problem. What’s needed are more face-to-face conversations, no matter how awkward they may be.
We know from every previous wave of feminist activism that some men fear loss of status and power, two things manifest in work and pay.
Interventions designed to fix women also leave the status quo untouched. They ask women to adjust to workplaces that are primarily designed by, and for, men.
Nuns offer a unique insight into how work is divided between the sexes and rewarded accordingly.
Here’s how we can make families work better for women in the 21st century.
Australia needs to tackle the widespread belief that it’s fair or feasible for people to work long hours without compromising either their health or gender equality.
Women receive less pay than men, especially at a top management level, and are less represented on the board of organisations, a new study has found.
Top contributors
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Associate Professor of Organisation and HRM, Warwick Business School, University of Warwick
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Director, Centre for Ethical Leadership at Ormond College, and Professor, Melbourne Business School
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Professor of Law, The University of Melbourne
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Adjunct Associate Professor, Monash University
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Professor, Australian National University
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Adjunct Professor, Macquarie University
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Director, Bankwest Curtin Economics Centre, and Bankwest Research Chair in Economic Policy, Curtin University
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Professor in Management,, University of Glasgow
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ARC Future Fellow & Professor of Economics, Curtin University
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Associate Professor, Bankwest Curtin Economics Centre, Curtin University
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Associate Professor Leeds University Business School, University of Leeds
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Lecturer, The University of Melbourne
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Interim Pro Dean, Associate Dean of Research & Professor in Management, Macquarie Graduate School of Management
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Professor of Work and Organisation, University of Nottingham
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Reader in Leadership and Organisation Studies, University of Birmingham
