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Objective: The present study aimed to characterize the association of perceived gender discrimination and illicit drug use among a sample of African American (AA) and European American (EA) adolescent girls and young women. Method: Data were drawn from a high-risk family study of alcohol use disorder of mothers and their offspring (N = 735). Multinomial regressions were used to examine whether experience of offspring and maternal gender discrimination were associated with offspring illicit drug use (cannabis, cocaine, ecstasy, PCP, opiates, hallucinogens, solvents, sedatives, or inhalants). Outcomes included offspring age of drug use initiation (age ≤ 14) and lifetime heavy drug use (≥ 50 times) of 1 or more illicit substances. Interactions between race and offspring gender discrimination were modeled to assess for race differences. Results: Results revealed that gender discrimination was associated with a greater likelihood of offspring early initiation (relative risk ratio [RRR] = 2.57, 95% CI [1.31, 5.03]) versus later initiation (RRR = 1.33, 95% CI [0.80, 2.24]). Offspring gender discrimination was associated with offspring heavy drug use (RRR = 2.09, 95% CI [1.07, 4.06]) and not associated with moderate/light use (RRR = 1.44, 95% CI [0.86, 2.42]), but post hoc tests revealed no significant group differences. Conclusions: Findings suggest that perceived offspring gender discrimination is associated with early drug use initiation. Gender discrimination, particularly at an early age, has a potential to cause harm, including drug use. Implementation of policies that foster environments that eliminate gender bias and discrimination at an early age should be prioritized. Gender-responsive treatment merits consideration by substance use treatment providers. Public Significance Statement: This study indicates that adolescent females who experience gender discrimination, are more likely to initiate drugs at an earlier age. Targeting gender discrimination during adolescence may be important, before gender norms become rooted into one’s trajectory.

In the thesis the aim was to compare the EU legal system with the Swedish national legal system with specific focus on gender discrimination law. Findings showed Sweden applied discrimination law in accordance with EU directives but went further than what the Gender Recast Directive, and the EU law itself, required of it. Findings also revealed Sweden uses bi- and multilateral agreements to further EU discrimination law. If such agreements are in accordance with EU primary laws, to which Sweden as a member state has agreed to follow when it acceded to the Union, such agreements will be accepted by the Union. Other findings were related to the Union institutions themselves. These institutions are much more co-dependent than was originally thought and the democratic function of the institutions are treaty secured as far as voting in of representatives to the Parliament give EU citizens power to influence legislation of the EU, likewise the European Citizens’ Initiative giving each EU citizen a chance to propose new legislation. Regulations that are deemed, by member states, to be in breach of EU primary law can be tried and interpreted by the Court of Justice of the European Union and if said regulation is deemed being in breach of EU primary law it can be annulled.

The focus of this study is the assessment of the performance of the Nigerian retail banks on pay satisfaction through an examination of the sector's pay satisfaction levels. This has formed the basis of the literature review which focuses on pay, pay satisfaction determinants and gender inequality in the distribution of organisational wealth. Literature such as Adam's equity theory, Maslow's needs theory and Vroom's expectancy theory was reviewed. The work adjustment, organisational justice and Herzberg's dual-factor theories were also reviewed in order to form an opinion on what could determine pay satisfaction amongst the Nigerian retail banking sector's employees. The literature review findings conclude that pay satisfaction determinants could be based on the outcome of individual comparisons or referent others, and comparison between what they each earn and what they believe they each are worth to their respective organisations. The aims of this research are (a) to describe and analyse pay satisfaction levels amongst retail bank employees in Nigeria, (b) to identify whether or not pay satisfaction levels of this sector's employees are gendered, and (c) to establish whether or not male workers are more satisfied with their pay than female employees. The objectives are (a) to empirically explore their pay level satisfaction, (b) to test for similarities and differences in their pay satisfaction levels, and (c) to compare the pay satisfaction levels for any significant differences. The research was conducted using both primary and secondary methods with the aid of 600 self-delivered questionnaires within ten selected retail banking organisations based in Lagos and Abuja. The outcomes suggest low satisfaction levels with pay amongst the sector's employees, as just 60% of the 303 usable questionnaires from the 326 who responded indicated satisfaction with their pay. This indicates that male workers were more satisfied with their pay than their female counterparts. However, no significant variations in their satisfaction levels were noted. Finally, this study recommends that Nigerian retail banks implement equitable pay structures that recognise individual efforts whatever their gender. These banks should also establish equity and justice in the distribution of other wealth, and in their policy, process and administrative procedures rather than these being based on personality or culture.

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal.

The study is conducted in cooperation with a gender research group, at Mid Sweden University as a part of their larger study of gender equality within the organisation SCA. The purpose is to identify the challenges that females experience as leaders within male-dominated industries. The research approach is based on social constructivism philosophy and with an abductive reasoning approach. The empirical data were gathered with a qualitative method, usinginterviews as a research tool. The analysis was conducted with temple analysis method. The research’s findings showed that the organisation had a stereotype of a leader that connects the ideal leader to the male stereotype, that creates challenges for females in leading positions. It also indicated that the organisation had masculine structures and that it values employee’s that are being decisive, competitive, result-focused, etc. The research result also indicated that thestereotypes in the organisation are creating challenges for females in both operating abilities and challenges with advancing/get employment as a leader.

The purpose of the current study was to examine the effect of a blind selection process on gender discrimination. Due to persistent gender discrimination in selection processes, the intention of the current study was to investigate a blind selection process as a means to decrease gender discrimination against women. A total of 391 individuals were recruited through SONA and convenience sampling to participate in the current study. Materials included a selection scenario, three applicant résumés with applicant names and three with applicant ID numbers, a rank order form, and measures for procedural justice and fairness, modern sexism inventory, and the attitudes towards women scale. Participants were randomly assigned to one of three conditions; one with applicant names, one with applicant ID numbers with no explanation for the ID numbers, and one with applicant ID numbers without an explanation. Results illustrated partial support for hypothesis 1a (H1a) and H2a, such that there was a significant difference in rank orders (H1a) and job suitability scores (H2a) as a function of condition assignment, though in the opposite direction than hypothesized. There was support for H1b, H1c, H2b, and H2c such that in blind conditions, qualified applicants received similar rank orders (H1b) and job suitability scores (H2b), while the unqualified applicant received the lowest rank order (H1c) and job suitability scores (H2c). Procedural justice scores were similar between the two blind conditions, and as such, H3a and H3b was not supported. Participants with an explanation perceived blind conditions as fair and non-blind conditions as unfair, thus H3c was supported. However, H3d was not supported, as participants without an explanation still perceived a blind process as fair and a non-blind process as unfair. Neither H4a nor H4b were supported, as sexism did not serve as a covariate with rank orders as a function of condition assignment. Last, H5 was not supported, as participants across all three conditions were similarly confident in their rank order decisions. Limitations included an imbalanced sample of primarily female (N = 320) psychology students (N = 380). Possible explanations for results obtained include the effects of similarity bias, identification, sophistication and education, and experimenter effects. Results expand the current body of literature in personnel selection processes and create implications for blind selection processes and practical use in organizations to decrease gender discrimination.

<p>The Convention of the Elimination of all forms of Discrimination Against Women, CEDAW, was approved by the UN general assembly in 1979 and Sweden was the first country to ratify it in 1980. This thesis investigates, firstly, the importance of CEDAW on Swedish legislation and on sentences passed by Swedish courts, and secondly the significance of the fact that the influence from CEDAW has been based on an assertation of existing norms and not on a transformation or incorporation. Finally this thesis examines if CEDAW is followed. It is only the workplace that is analysed and the focus is on recruitment and wages. CEDAW has little or no importance for Swedish courts of law or their sentences. Since the incorporation of CEDAW is in agreement with earlier established norms it cannot be in force in Swedish courts or within public authorities but is only indirectly in force as a complement to national law. To be in force CEDAW must be implemented by incorporation or transformation. The Swedish court system does not violate CEDAW, but it does not follow the convention either and, even if the result may be the same, this should be considered a discrepancy.</p>

The Convention of the Elimination of all forms of Discrimination Against Women, CEDAW, was approved by the UN general assembly in 1979 and Sweden was the first country to ratify it in 1980. This thesis investigates, firstly, the importance of CEDAW on Swedish legislation and on sentences passed by Swedish courts, and secondly the significance of the fact that the influence from CEDAW has been based on an assertation of existing norms and not on a transformation or incorporation. Finally this thesis examines if CEDAW is followed. It is only the workplace that is analysed and the focus is on recruitment and wages. CEDAW has little or no importance for Swedish courts of law or their sentences. Since the incorporation of CEDAW is in agreement with earlier established norms it cannot be in force in Swedish courts or within public authorities but is only indirectly in force as a complement to national law. To be in force CEDAW must be implemented by incorporation or transformation. The Swedish court system does not violate CEDAW, but it does not follow the convention either and, even if the result may be the same, this should be considered a discrepancy.

ABSTRACT HAVING IT ALL? MOTHERS’ EXPERIENCES AS ASSISTANT PROFESSORS IN COUNSELING PSYCHOLOGY ACADEMIA by Caroline H. Leavitt For approximately the past 20 years, women have earned significantly more Ph.D.’s in the area of counseling psychology than men. However, women continue to lag with regard to rates of tenure and promotion in counseling psychology academia. Despite the significant amount of theoretical literature, there is limited empirical research on this gender disparity. The current study is designed to begin filling this gap in the literature. For this study, ten female assistant professors in counseling psychology were interviewed to elicit information about their experiences as academicians. All of the participants were mothers of minor children. A standardized interview protocol was used and interviews were audio-taped. The interviews were then transcribed and subject to a multi-step coding process. The coding process revealed six domains, each with multiple primary and secondary themes. The domains include: Culture, Mentorship, Work-Family Conflict, Gender Discrimination/Harassment, Intrapersonal dynamics, and Recommendations. All ten participants were represented in all of the domains except for gender discrimination which had an n=9. Generally, the participants’ experiences supported the literature’s explanations for the continuing gender gap in counseling psychology academia. If universities are committed to including women in all ranks of the academy, multi-faceted changes must be made to acknowledge, accommodate, and respect women’s priorities and values.