Hale, L. (2013). A critical analysis of women in manufacturing. Race, Gender & Class, 20(1/2), 281–293. http://www.jstor.org/stable/43496919 “This research is a critical analysis of women working within the manufacturing sector. Women’s work within factories has been ignored and the main focus of analysis with regards to the manufacturing sector has been on men. This critical […]

Griffith, E. (2020). Group seeking equality for women in tech raises $11 million. The New York Times. https://www.nytimes.com/2020/11/30/technology/women-tech-allraise.html All Raise is a nonprofit formed by female venture capitalists in response to harassment and discrimination in Sillicon Valley. Griffith reports shocking statistics about women in tech: “Forty-four percent of female founders said they had been harassed.

“From Inclusion to Support: How to Build a Better Workplace” (2019). The New York Times. https://www.nytimes.com/2019/06/17/business/recommendations-diverse-workplace-new-rules.html The New York Times catalogs changes that would create equitable workplace environments for women as proposed by participants at the New Rules Summit. Culture has a significant impact on the recruitment and retention of female workers; adjustments need to

Barriers to the professional development of qualified women in the Peruvian construction industry Barreto, U.; Pellicer, E.; Carrión, A.; Torres-Machí, C. (2017). Barriers to the professional development of qualified women in the Peruvian construction industry. Journal of Professional Issues in Engineering Education and Practice. https://core.ac.uk/display/275639279?source=2 “The construction industry frequently offers an unwelcoming environment for women,

Aulin, R., & Jingmond, M. (2011). Issues confronting women participation in the construction industry. In J. Mwakali, & H. Alinaitwe (Eds.), [Host publication title missing] (pp. 312-318). Makere University, Uganda. https://portal.research.lu.se/en/publications/issues-confronting-women-participation-in-the-construction-indust “This paper raises the issues confronting the minority cohort’s participation in the construction industry. Women in construction are seen as the wrong gender to

Armaratunga, et al. (2006). Construction industry and women: a review of the barriers. 3rd International SCRI Research Symposium.  University of Salford Manchester. http://www.disaster-resilience.salford.ac.uk “The UK construction industry has a particularly low participation rate for women. Currently there are over 11 million women employed in the UK, accounting for almost 50% of the workforce. However, despite

Marie-Élène Roberge, Rolf van Dick, Human Resource Management Review, Volume 20, Issue 4, 2010, Pages 295-308. https://doi.org/10.1016/j.hrmr.2009.09.002. Abstract: Answers to research questions such as how and when diversity influences performance at work are still limited. This paper provides theoretical answers to these questions by proposing a model of managing diversity which draws on social psychology

Cottrill, K., Denise Lopez, P. and C. Hoffman, C. (2014), Equality, Diversity and Inclusion, Vol. 33 No. 3, pp. 275-292. https://doi.org/10.1108/EDI-05-2012-0041 Abstract: This paper examines perceptions of inclusion and related factors, to understand how organizations can encourage and facilitate the full participation of employees. The research explored authentic leadership (AL) as an antecedent of inclusion,

Morley, T. (2018), Strategic HR Review, Vol. 17 No. 1, pp. 58-60. https://doi.org/10.1108/SHR-10-2017-0068 Abstract: Becoming a diverse and inclusive workplace requires a commitment of time, energy, and resources on behalf of the employer. Securing approval for those resources requires making a compelling business case demonstrating that the business results are greater than the resources needed

Harvard Business Review https://hbr.org/2021/11/achieving-gender-balance-at-all-levels-of-your-company Summary: It’s common for organizations to have gender parity or close to it in entry-level roles, only to see the percentage of women employees decrease as you get closer to the top. A deeper dive into the data reveals that the drop-off of women is primarily driven by gender disparities in promotion