This research attempts to identify factors that influence wage and gender-related wage differentials across organizations. Specifically, the purpose was to investigate the role of ability to pay, willingness to pay, and organizational characteristics in wage determination and the development of gender-related wage differentials at the organizational level. The sample chosen for the study included 160 doctoral-granting, public universities across the United States. Average wages at three levels of full, associate and assistant professor ranks were examined. Results of the study indicate that ability to pay and willingness have a significant positive impact on wages across organizations. The organizational characteristics of size, geographic location and unionization also have a significant impact on wage determination. Results also indicate that even after accounting for the influence of ability and willingness to pay and organizational characteristics on wages, the percentage of women in the organization still has a significant negative effect on wages at all ranks, and on the wages of both men and women. Findings further suggest that there is a significant differential between the average wages of men and women both within and across the universities that is not accounted for by the structural characteristics of the organization. / Ph. D.

The aim of the study was to investigate the impact of the intersection of race, gender and social class on women leaders’ work experience and career progression in order to come up with strategies for gender transformation at leadership level in corporate South Africa. The problem statement of this research study concerns the indication in the annual report of the Commission for Employment Equity (Department of Labour 2012) that there is under-representation of women, especially African and Coloured women, at top management level relative to the economically active population. The Women Empowerment and Gender Equality Bill was published in the Government Gazette No. 37005 of 6 November 2013. This Bill aims to enforce compliance with the stipulated minimum representation of women at senior levels in both the private and public sectors. This study, with its objective of reaching an understanding of the impact of the intersection of race, gender and social class on women’s career progression, is therefore timeous. Getting the perspective of woman CEOs across race and class on how to transform gender at leadership level could add an important voice to transformation and could be of benefit to decision makers in business and in government. Based on this problem statement the following research questions were formulated: - To what extent does the intersection of race, social class and gender impact on women CEOs’ experience in their work roles and career progression? - How might an understanding of women leaders’ experiences in their roles assist with strategies to transform gender at leadership level in corporate South Africa? Qualitative research methodology was chosen as the appropriate methodology and grounded theory was employed. Purposive, snowball and theoretical sampling methods were used to identify fourteen participants (13 CEOs and one chairman).The life story method was employed for in-depth semi-structured interviews from which rich descriptive data was collected and which was analysed using grounded theory. Findings confirmed that the intersection of race, gender, age and class does have an impact on women’s career progression and their life experiences. The dominant social identity was race for blacks and gender whites; class and age were the overlay. In terms of strategies for gender transformation, first-order constructs from the participants were related to abstract second-order constructs from the literature, which led to the formulation of the WHEEL Theoretical Model. The theoretical model is an integration of different elements required for the formulation of strategies for gender transformation at leadership level. The different elements were women themselves; domestic and family support; the organisation; society and government. Despite some limitations that were encountered, the aim of the study was achieved by making a contribution not only to the development of theory related to strategies for gender transformation at leadership level, which other scholars can build from, but also to the gaining of insights into the intersection of multiple social identities and their impact which can be used by business leaders and policymakers to address inequalities in organisations. In addition, this research study made various recommendations for future research / Business Management / DBL

by Kong Suet-Ming, Yu Wang-Pui, Kevin. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1996. / Includes bibliographical references (leaves 65-66). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / LIST OF TABLES --- p.vii / ACKNOWLEDGMENTS --- p.viii / Chapter / Chapter I --- WOMEN IN MANAGEMENT --- p.1 / Increasing Significance of Women in the Workplace --- p.1 / Increasing Importance of Women in Management --- p.2 / "The ""Glass Ceiling"" for Managerial Women" --- p.3 / International Scenario of Women in Management --- p.4 / The Case of Hong Kong --- p.6 / Objective of the Study --- p.7 / Chapter II --- ADVANTAGES OF HAVING MANAGERIAL AND PROFESSIONAL WOMEN --- p.8 / Locating the Best People at the Top --- p.8 / Minimizing the Costs of Not Recognizing the Importance of Women --- p.9 / Promoting Harmony in the Workplace --- p.9 / Enhancing the Morale of the Workforce --- p.10 / Providing a Diversity of Leadership Styles --- p.10 / Chapter III --- PROBLEMS FACING WOMEN IN MANAGEMENT --- p.11 / Perspective 1: Individual-level Differences between Women and Men --- p.11 / Men as the Norm --- p.11 / The Unplanned Nature of Many Women's Careers --- p.12 / Perspective 2: Organizational Context --- p.12 / Discrimination Against Women --- p.13 / Paying Lip Service --- p.13 / Constant Performance in Proving Themselves --- p.14 / Perspective 3: Institutionalized Discrimination --- p.15 / Women's Work --- p.15 / Stereotypes About Women --- p.15 / Over-Protection --- p.16 / Gender Blindness --- p.17 / Sexual Harassment and the Fear of it Happening --- p.18 / Perspective 4: Power's Influence in the Organization --- p.18 / The Sponsorship System --- p.18 / The Lack of Role Models and Peers --- p.19 / Exclusion from Informal Relationship Networks --- p.19 / Chapter IV --- STEREOTYPING --- p.20 / Sex-Role Stereotyping of Managerial Women --- p.22 / Three Types of Stereotyping --- p.23 / Autostereotyping --- p.24 / Heterostereotyping --- p.24 / Metastereotyping --- p.25 / Chapter V --- METHODOLOGY OF THE RESEARCH --- p.26 / Research Objectives --- p.26 / The Questionnaire --- p.27 / The Sample --- p.28 / The Analysis --- p.30 / Chapter VI --- RESULTS AND FINDINGS --- p.31 / "Factor Compositions of Auto stereotype of women, Heterostereotype of Men by Women, and Metastereotype of Women" --- p.32 / Autostereotype of Women Vs Heterostereotype of Men Among Women College Student --- p.33 / Autostereotype Vs Metastereotype of Women Among Women College Student --- p.33 / Autostereotype of Women Vs Heterostereotype of Men Among Working Women --- p.34 / Autostereotype Vs Metastereotype of Women Among Working Women --- p.35 / Discussion and Elaboration --- p.35 / Comparing the Results from Working Women and Women College Students --- p.38 / Chapter VII --- LIMITATIONS OF THE RESEARCH --- p.39 / Research Biases --- p.39 / Suggestions for Future Research --- p.40 / Chapter VIII --- DISCUSSIONS AND RECOMMENDATIONS --- p.41 / Masculinity as the Norm in Business World --- p.41 / Being Assertive --- p.42 / Communicating Your Goals --- p.43 / Being Visible and Letting your Accomplishments Known --- p.43 / Dressing Appropriately to Project a Professional Image --- p.44 / Blending of Masculinity and Femininity --- p.44 / Androgynous Approach to Management --- p.45 / Taking Advantage of the Feminine Characteristics --- p.46 / Complementing the Professional Image with Appropriate Accessories --- p.46 / Overcoming the Perspective of Power's Influence in the Organization --- p.47 / Penetrating Old Boys' Network --- p.47 / Finding a Mentor --- p.48 / Equity versus Complementary Contribution Approach to Women in Management --- p.49 / "The ""Melting Pot""" --- p.49 / "The “Salad Bowl""" --- p.49 / Managing Diversity in the Workplace --- p.50 / Chapter IX --- CONCLUSION --- p.51 / APPENDICES / Chapter 1 --- SAMPLE OF SURVEY QUESTIONNAIRE --- p.53 / Chapter 2 --- FACTOR COMPOSITION FOR AUTO STEREOTYPE OF WOMEN --- p.57 / Chapter 3 --- FACTOR COMPOSITION OF HETEROSTEREOTYPE OF MEN MANAGERS AMONG WOMEN --- p.58 / Chapter 4 --- FACTOR COMPOSITION FOR METASTEREOTYPE OF WOMEN --- p.59 / Chapter 5 --- T-TEST STATISTICS COMPARING MEAN SCORES FOR AUTOSTEREOTYPE OF WOMEN STUDENTS & HETERO STEREOTYPE OF MEN MANAGERS BY WOMEN STUDENTS --- p.60 / Chapter 6 --- T-TEST STATISTICS COMPARING MEAN SCORES FOR AUTOSTEREOTYPE OF WOMEN STUDENTS & METASTEREOTYPE OF WOMEN STUDENTS --- p.61 / Chapter 7 --- T-TEST STATISTICS COMPARING MEAN SCORES FOR AUTOSTEREOTYPE OF WOMEN WORKERS & HETERO STEREOTYPE OF MEN MANAGERS BY WOMEN WORKERS --- p.62 / Chapter 8 --- T-TEST STATISTICS COMPARING MEAN SCORES FOR AUTOSTEREOTYPE OF WOMEN WORKERS & METASTEREOTYPE OF WOMEN WORKERS --- p.63 / Chapter 9 --- NANCY ADLER'S TWO APPROACHES TO WOMEN IN MANAGEMENT --- p.64 / BIBLIOGRAPHY --- p.65

Kung Ching-yi. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2002. / Includes bibliographical references (leaves 187-191). / Abstracts in English and Chinese. / Abstract --- p.i / Acknowledgement --- p.iii / Table of Contents --- p.v / List of Figures --- p.vi / List of Tables --- p.vii / Chapter Chapter 1. --- Introduction --- p.1 / Chapter Chapter 2. --- Literature Review --- p.8 / Chapter Chapter 3. --- Data --- p.32 / Chapter Chapter 4. --- The Gender Wage Differential: A First Look --- p.49 / Chapter Chapter 5. --- Returns to Schooling --- p.89 / Chapter Chapter 6. --- Decomposition of Gender Wage Differential --- p.140 / Chapter Chapter 7. --- Change of the Gender Wage Differentials from 1988through1999 --- p.163 / Chapter Chapter 8. --- Conclusion --- p.178 / Appendix: Alternative Treatments of Schooling Years and Potential Experience --- p.181 / References --- p.187

Zugl.: Bamberg, Univ., Diss., 2006

Thesis (LL. M.)--York University, 2002. Graduate Programme in Law. / Typescript. Includes bibliographical references (leaves 336-361). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://wwwlib.umi.com/cr/yorku/fullcit?pMQ75408.

This study is a comparative analysis of how two forms of capitalist production intersect with gender to shape the labor process in apple packing houses of Virginia, United States and the VI Region, Chile. It illustrates how differences in growers' production systems, as well as traditional undervaluation of women's work, shape the organization of the apple-packing workplace. A theoretical framework based on the notion of labor processes was developed to study growers' farming systems and their use and management of labor. Production is conceptualized as a system based upon the relation of labor process and value-creating process. The study focused on two interrelated dimensions: 1) production as difference between exchange and use value and 2) the intersection of gender inequality and capital and its effects on the organization of the workplace and on women's ability to increase control and autonomy. Five apple farms were selected in each of two regions - one in Chile and the other in the United States. From these farms one hundred-twenty workers were chosen to be interviewed by stratified random sampling. In addition, the farm operator of each farm was interviewed. Labor in both regions is gendered and tightly controlled. However, the manner in which sample growers approach gender relations and the nature of labor control mechanisms differ from one region to the other. Such differences are associated with the type of production systems, the degree of articulation of farming systems with the modern economy, the type of ownership, the relation the owner had with the workers, and traditional undervaluing of women’s’ work expressed in wage differential according to gender and job segmentation. Explanations that propose an association between women’s income and autonomy are inadequate. First, women often worked because their family demanded that they do so, and, second, the type of work done by women in packing houses does not increase their economic power relative to men because a) the majority earn less than men, b) women’s packing-house work is commonly viewed as an extension of women’s housework, and c) women themselves think of their wage-work contribution as secondary and supplemental. Although women’s work choices are prediucpoan treeasdon s other than personal satisfaction, the majority value the possibility of meeting other women at work. Understandiwnhgy women enter packing-house employment needs to go beyond questioning women whether they do or do not need to work for wages. Explanations of how the contradictions in women’s roles and attitudes affect how labor power is reproduced within the workplace are needed when addressing gender and work. / Ph. D.

Look at the challenge of gender equity and global trends and its impact on Eskom / Women form 52 percent of the adult population in South Africa, the majority of the population, but their status in the workplace is marginalized. The Commission of Employment Equity 2003 report revealed that women represent only 37% of the total workforce and 21% of all senior management positions and only 14% of top management positions. The study firstly investigates if gender barriers are creating obstacles for the advancement of women to senior management positions. The evidence of the research indicates that barriers do exist and the most prominent of these barriers included organizational culture, men not supporting women in the organization, division of labour, lack of after care facilities and women not supporting each other. Organizations need to admit that barriers do exist before any meaningful change can be made to the working environment of women. Secondly the study investigates the impact of gender equity targets as some organizations are attempting to increase the number of women in their business. Although gender targets results in an increase of women in the workplace it has negatively impacted the morale of men. Lastly the effectiveness of some of the strategies like mentorship, training and development, networking, flexible work policies are examined. These strategies will only be effective if the organizations are committed in ensuring a balanced workforce. Organizations needs to realize that diversity should be seen as a great opportunity to be encouraged and nurtured. / Graduate School of Business Leadership / MBL

Thesis (MA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: Sexual harassment is an old problem for the women who are its victims but is relatively new as a social issue. Studies carried out in South Africa and internationally indicate that sexual harassment is a problem in virtually every organisation and that a substantial proportion of working women are the recipients of unwanted sexual attention in the workplace. A number of misconceptions, myths as well as stereotyping regarding sexual harassment in the workplace have added to the frustration female employees experience in trying to have their sexual harassment complaints recognised. Like many organisations, the South African Police Service (SAPS) knows the problem exists, but is unaware of its full extent or the destructive effects it has on employees and the workplace. As sexual harassment usually occurs in private, the women in the SAPS who are being harassed usually do not know how to react or how to handle the harassing situation and conseq uently suffer in silence. Most female employees despair of having the traditionally male dominated management component in the SAPS understand how much sexual harassment humiliates and frustrates them. They also despair of having the support of managers in addressing the problem of sexual harassment in the workplace. Even though the SAPS has a sexual harassment policy, the problem of sexual harassment continues to occur in the workplace. The only protection for the organisation and its employees, is prevention, or lacking that, immediate and appropriate action, following notification of a sexual harassment complaint. Prevention is only likely when the sexual harassment policy has been well communicated to all parties and enforced consistently and fairly. Inher capacity as a social worker in the SAPS, the researcher became aware that even though managers and employees are aware that this type of misconduct occurs, they avoid addressing this sensitive issue because of a lack of proper guidelines. Therefore, the aim of the study was to present guidelines for the composition of a training programme for the implementation of the existing policy document regarding the handling of sexual harassment in the SAPS. The purpose was to ensure that intervention and prevention of sexual harassment in the SAPS will be handled more effectively. Existing literature on the subject of sexual harassment was studied and presented in a theoretical framework. The history, legislation and dimensions of sexual harassment in the workplace i.e. internationally as well as in South Africa and the SAPS, were discussed. The development and consequences of sexual harassment for the organisation and all employees concerned were emphasized. Preventative measures and implementation guidelines for addressing sexual harassment in the SAPS, were explored. The prevalence of sexual harassment in the workplace and the subsequent experience(s) of and effects on female employees regarding such harassment (in the SAPS) is brought into focus. Exploratory - descriptive research was done with the aid of a questionnaire as an instrument for data-collection, at police stations in one area of the West Metropole in the SAPS (Western Cape) where social workers are rendering services. The opinions and attitudes of female employees with regard to their experience(s) or knowledge of the occurrence and the handling of sexual harassment in the SAPS, were determined. Information obtained from the questionnaire is presented in six categories, namely : demographic characteristics of respondents, behaviour of male employees toward female employees, the person(s) responsible for the sexual harassment incident, reactions to the sexual harassment incident, effects of sexual harassment experience(s) on women as well as on the workplace and the addressing of sexual harassment in the workplace. Conclusions and recommendations are made regarding the opinions, knowledge and sexual harassment experiences of female employees in the SAPS as well as how sexual harassment should be handled by various parties such as managers and social workers employed by the SAPS. The implementation of a sexual harassment training programme can be of great value to the South African Police Service and all its employees, provided the staff at management level, professional personnel (social workers, psychologists and personnel practitioners) and all other levels of employees commit themselves to working together on addressing and preventing sexual harassment in the workplace. Regular evaluations should be done by the social worker after the sexual harassment training programme has been implemented, in order to determine the effectiveness of the prevention training programme for addressing sexual harassment in the SAPS. Social workers in the SAPS should endeavour to clarify the extent of the problem of sexual harassment and should bring the seriousness of the problem to the attention of managers and all other employees. Social workers therefore have a crucial role in assisting with the implementation of the organisation's sexual harassment policy and in doing further research regarding sexual harassment in the workplace. / AFRIKAANSE OPSOMMING: Seksuele teistering is 'n ou probleem vir die vroue wie die slagoffers daarvan is, maar dit is relatief nuut as 'n sosiale kwessie. Studies wat in Suid-Afrika en internasionaal uitgevoer is, dui aan dat seksuele teistering 'n probleem in feitlik elke organisasie is en dat 'n aansienlike getal werkende vroue ongewensde seksuele aandag in die werkplek ervaar. Die bestaande wanopvattings, mites sowel as stereotiperings wat in die werkplek voorkom rakende seksuele teistering, dra by tot die frustrasie wat vroulike werknemers ervaar in hul poging om die bestuur hul klagtes oor seksuele teistering te laat insien. Soos baie organisasies, is die Suid-Afrikaanse Polisiediens (SAPD) bewus dat die probleem voorkom, maar onbewus van die omvang daarvan of die skadelike gevolge wat dit inhou vir werknemers en die werkplek. Aangesien seksuele teistering gewoonlik plaasvind in privaatheid, weet die vroue in die SAPD wat geteister word gewoonlik nie hoe om te reageer of hoe om die teisterende situasie te hanteer nie. Gevolglik ly hulle in stilte. Baie vroulike werknemers is in vertwyfeling oor hoe om die bestuurskomponent in die SAPD, wie tradisioneel oorheers word deur mans, te laat besef hoe vernederend en frustrerend seksuele teistering vir hulle is. Hulle is ook desperaat om die ondersteuning van bestuurders te kry ten einde die probleem van seksuele teistering in die werkplek aan te spreek. Alhoewel die SAPD oor 'n beleidsdokument vir seksuele teistering beskik, kom die probleem van seksuele teistering steeds voor in die werkplek. Die enigste beskerming vir die organisasie en die werknemers, is voorkoming of indien dit ontbreek, onmiddellike en gepaste optrede nadat 'n klagte van seksuele teistering aangemeld word. Voorkoming kan slegs geskied indien die beleid ten opsigte van seksuele teistering, goed bekend gemaak word aan alle partye en dit konsekwent en regverdig toegepas word. Die navorser het in haar kapasiteit as maatskaplike werker in die SAPD bevind dat alhoewel bestuurders en werknemers bewus is dat hierdie tipe misdryf voorkom, hulle die hantering van die sensitiewe probleem ontwyk as gevolg van 'n gebrek aan behoorlike riglyne. Die doel van die studie was gevolglik om riglyne daar te stel vir die samestelling van 'n opleidingsprogram vir die implementering van die bestaande beleidsdokument vir die hantering van seksuele teistering in die SAPD. Die doel was om te verseker dat intervensie en voorkoming van seksuele teistering meer effektief hanteer sal word in die SAPD. Bestaande literatuur ten opsigte van die onderwerp van seksuele teistering is bestudeer en aangebied in 'n teoretiese raamwerk. Die geskiedenis, wetgewing en omvang van seksuele teistering op internasionale vlak, sowel as in Suid-Afrika en die SAPD is bespreek. Die ontwikkeling en gevolge van seksuele teistering vir die organisasie en al die betrokke werknemers is beklemtoon. Voorkomingsmaatreëls en riglyne vir die implimentering van die bestaande beleidsdokument oor seksuele teistering in die SAPD is verken. Die voorkoms van seksuele teistering in die werkplek en die gevolglike ervaring(s) en effek daarvan op vroulike werknemers in die SAPD is in fokus gebring. 'n Verkennende-beskrywende studie is gedoen met behulp van 'n vraelys, as instrument vir data-versameling, by polisiestasies in een area van die Wes-Metropool in die SAPD (Wes- Kaap) waar maatskaplike werkers dienste lewer. Die opinies en houdings van vroulike werknemers met betrekking tot hul ervaring(s) of kennis is bepaal ten opsigte van die verskynsel en die hantering van seksuele teistering in die SAPD. Inligting verkry vanaf die vraelys, is aangebied in ses kategorieë naamlik: demografiese kenmerke van respondente, gedrag van manlike werknemers teenoor vroulike werknemers, die persoon verantwoordelik vir die seksuele teisterende insident, reaksies ten opsigte van die seksuele teisterende insident, effekte wat die seksuele teistering ervaring(s) vir die vroue en die werkplek inhou asook die aanspreek van seksuele teistering in die werkplek. Gevolgtrekkings en aanbevelings is gemaak rakende die opinies, kenmerke en ervarings van vroulike werknemers ten opsigte van seksuele teistering in die SAPD, asook ten opsigte van die hantering van seksuele teistering deur die verskeie partye soos, byvoorbeeld bestuurders en maatskaplike werkers in diens van die SAPD. Die implementering van 'n opleidingsprogram ten opsigte van seksuele teistering kan waardevol wees vir die Suid- Afrikaanse Polisiediens en al die werknemers mits die bestuurders, professionele personeel (maatskaplike werkers, sielkundiges en menslike hulpbronbestuur) hulself verbind tot samewerking ten opsigte van die aanspreek en voorkoming van seksuele teistering in die werkplek. Gereelde evaluerings deur die maatskaplike werker moet gedoen word na die implementering van die seksuele teistering opleidingsprogram, ten einde die effektiwiteit van die voorkomingsprogram te bepaal vir die aanspreek van seksuele teistering in die SAPD. Maatskaplike werkers in die SAPD moet hulself beywer om duidelikheid te verkry oor die omvang van die probleem van seksuele teistering en moet die erns van die probleem onder die aandag bring van bestuurders en alle ander werknemers. Maatskaplike werkers het dus 'n beslissende ondersteuningsrol om te vervul ten opsigte van die implimentering van die organisasie se beleid vir seksuele teistering, asook om verdere navorsing ten opsigte van seksuele teistering in die werkplek aan te moedig.

Thesis (MPhil)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Current literature reveals that men and women do not participate in the science, engineering and technology (SET) sector on equal grounds – not qualitatively (access) or qualitatively (ease of participation). It is important that women have access to and actively participate in science; they make up more than half of the world’s population and gender equality enhances a country’s economic growth and competitiveness. Furthermore, the focus should extend further than advocating for equal access to SET to actively promoting increased participation by women. Women bring a distinctive quality to SET precisely because of their gender. They are able to increase overall SET participation numbers and positively contribute to the quality and agenda of science. This study used the pipeline theory and lifecycle approach as theoretical bases to investigate the causes for unequal participation and reviewed initiatives aimed at increasing and facilitating the participation of women in SET. Identified causes include unequal access, male-dominated nature of science, tensions of reconciling professional and private life, differences in recognition and reward, and lack of female representation in leadership. The primary methodology used was a documentary analysis study design, consisting primarily of desktop literature searches and categorization. An initiative summary framework was used to summarise and code 123 identified initiatives into an initiatives summary database. Findings were both positive and negative. The study found that women in many cases are on equal footage with their male counterparts and can manage a healthy work-life balance if provided with the necessary support but many women still describe a male-dominated work environment that is exclusionary. Findings indicate that, although decreasing, there is still gender bias in recognition and reward and that female scientists underutilise financial rewards. Women in SET do not receive equal pay for equal work and there is a distinct lack of female representation in SET leadership bodies such as academies of sciences, scientific boards and publication boards of academic journals. The most common modes of intervention are policy interventions, gender mainstreaming, advocacy and interest groups, and provision of training and support. The majority of initiatives are aimed at bringing about change at a national/policy level and are driven primarily by government and academia with academia playing an important middleman role - assisting and guiding government in the design and roll-out of policies on the one hand and meeting the human resource needs of industry on the other. Although government and academia have done well in driving initiatives that increase the participation of women in SET at both school and tertiary level, more needs to be done by industry to drive the facilitation of participation. There are very few initiatives addressing the retention of women in SET; this is linked to the lack of attention to returners as a specific target group. The study concludes that the majority of countries are succeeding in closing the participation gap in terms of access or horizontal gender equality, but that vertical segregation (focusing on recognition, reward and advancement), although acknowledged, remains a mostly unaddressed challenge. / AFRIKAANSE OPSOMMING: Huidige literatuur dui daarop dat vroue en mans nie gelyke deelname geniet in die Wetenskap, Ingenieurswese en Tegnologie nie – nie kwantitatief (toegang) of kwalitatief (gemak van deelname) nie. Die belangrikheid van deelname word gesket teen die kennis dat vroue die helfte van die wêreld se bevolking verteenwoordig en dat lande wat geslagsgelykheid nastreef oor die algemeen hoër ekonomiese groei en mededingenheid toon. Die fokus in die debat gaan dus nie meer net oor die reg tot toegang nie maar ook oor aktiewe en gemaklike deelname wat vroue toelaat om juis hul unieke eienskappe na die wetenskap te bring. Die studie het die pyplynteorie en ‘n lewenssiklusbenadering as die teoretiese grondslag gebruik om die deelname van vroue in die terrein te bestudeer. Die navorsing het gepoog om die hoofoorsake vir die relatiewe ongelyke deelname van vroue in die Wetenskap, Ingenieurswese en Tegnologie te bepaal. Die hoofoorsake is geidentifiseer as ongelyke toegang, die manlik-gedomineerde aard van wetenskap, die spanning om professionele en persoonlike lewe te versoen, verskille in erkenning en beloning; en die gebrek aan vroulike verteenwoordiging in leierskap. Verder wou die studie bepaal watter inisiatiewe in gebruik is vir die uitbreiding en vergemakliking van vroue se deelname in die veld. Die hoof metodologie was ‘n dokumentêre analise studie ontwerp. ‘n Inisiatief opsommingsraamwerk is gebruik om die 123 geïdentifiseerde inisiatiewe op te som en te kodeer en is saamgevat in 'n inisiatiewe opsommingdatabasis. Bevindinge was beide positief en negatief. Die studie het bevind dat vroue in baie gevalle gelyke toegang geniet en 'n gesonde balans tussen hul persoonlike en professionele lewe kan bestuur indien die nodige ondersteuning gebied word. Baie vroue beskryf egter nog steeds 'n manlik-gedomineerde werksomgewing. Hoewel die neiging dalend is, is daar nog steeds geslagsvooroordele in erkenning en beloning en vroulike wetenskaplikes maak nie genoegsaam gebruik van finansiële belonings wat wel tot hul beskikking is nie. Vroue ontvang ook nie gelyke betaling vir gelyke werk nie. Daar is 'n duidelike gebrek aan vroulike verteenwoordiging in leierskap soos aangedui in die samestelling van akademies van die wetenskap en die bestuursrade van wetenskaplike rade en publikasie rade van wetenskaplike vaktydskrifte. Die mees algemene vorme van intervensies is beleidsintervensies, geslagshoofstroming, voorspraak en belangegroepe, en die verskaffing van opleiding en ondersteuning. Die meerherheid van inisiatiewe is daarop gemik om verandering teweeg te bring op nationale en beleidsvlak en word hoofsaaklik gedryf deur die staat en die akademie. Die akademie speel dan ook ‘n belangrike middelman rol deurdat hul aan die een kant die regering bystaan in die implementering van beleid en aan die anderkant ook die menslike hulpbron behoeftes van industrie moet voed. Daar is ‘n leemte by die meerderheid van inisiatiewe in die aanspreek van die behoeftes van vroue wat wil terugkeer na die veld na ‘n periode van afwesigheid en aan die retensie van vroulike wetenskaplikes. Die studie kom dus tot die gevolgtrekking dat die meerderheid van lande en inisiatiewe daarin slaag om meer gelyke deelname in terme van toegang of horisontale geslaggelykheid te bewerk, maar dat vertikale segregasie (met ‘n fokus op erkenning, belong en bevordering), nog heelwat aandag moet geniet.