...Eugenia Bajet Mestre Purpose Men’s allyship is essential for sustainable progress toward gender equity. However, men often lack clarity on how to contribute effectively, leading to inaction. Design/methodology/approach To encourage men’s effective advocacy for gender equity, I co-developed...

... and program designers to promote gender equity and social impact, while ensuring long-term accessibility, scalability and accountability in entrepreneurship education. According to de Bruin and Swail (2024) , an intersectional perspective discloses the complex interplay of race, gender...

... equality despite existing national gender policies. Leadership opinions in Kenya are shaped by socio-cultural factors such as patriarchal attitudes, cultural norms and gender stereotypes. She concluded that gender equity is not a Kenyan social norm (Anaya, 2023). Persistent gender inequity in Canadian...

... should identify and address performance situational constraints that disproportionately affect women, using techniques like the critical incidents approach to design effective interventions. Social implications The study’s societal implications include fostering greater gender equity in academic...

... institutional change to advance gender equity in STEM. As Rosser (2004, 2010, 2017) traced, decades of experience at NSF had demonstrated that it was not enough to simply recruit women into the sciences and support their career development. Rather, women faced barriers intrinsic to institutional structures...

... an institutional learning community empowered to develop and leverage knowledge, skills, resources and networks to transform academic cultures and enhance gender equity, diversity and inclusion in science, technology, engineering and math (STEM) disciplines at six research universities in the northern Ohio region...

... and demoralized women; second, curtailed career opportunities, including a lack of gender equity in promotion and tenure; third, poor leadership; and fourth, break up of a critical mass of women. The factors then that might assist in female faculty retention are a critical mass of women, gender equity, inclusive...

..., as gender neutral and meritocratic in their staffing preferences (Acker, 1990). In studies of gender equity, it is often female participation which is problematised. For example, statistics relating to employment will often report “total” and “female” numbers, highlighting the female worker as unusual...