Women around the world face various kinds of discrimination, which vary from country to country and from culture to culture. Socio-economic crises and global emergencies can accentuate such gender inequalities being particularly detrimental to women. During Covid-19 pandemic women have experienced significant hardships, disproportionately affecting 740 million women worldwide (Rivera, Hsu, Esbry & Dugarova, 2020). According to the United Nations, “across the globe, women earn less, save less, hold less secure jobs, are more likely to be employed in the informal sector. They have less access to social protection and are the majority of single-parent households. Their capacity to absorb economic shocks is, therefore, less than that of men.” Furthermore, the unfair treatment of women is also reinforced by derogatory female stereotypes spread around the media, making it extremely difficult for women to rebound after a crisis (Milford, 2020).  In the case of Greece, the pandemic aggravated the economic inequalities faced by women, which could be traced only after one meticulously delves into some formal documents and statistics provided by Greek open data or governmental institutions. Furthermore, the Greek mass media continue to maintain a stiff discriminative stance against women, feeding the Greek mindset with gender stereotypes affecting negatively the way females are evolving within the society, and in particular as entrepreneurs or employees. The outburst of the Covid-19 pandemic added to this, as the immediate reflexes of the Greek power and authority agents was to ‘protect‘ the existing dominant system with all its weaknesses and distortions that it may bear. Under this notion, Greek mass media, did not project the real repercussions of the pandemic, but it kept projecting the same distorted gender representations, as if the pandemic has had exclusively health repercussions. In fact, there is a large gap, with no clear conclusions regarding research on the impact the produced stereotypes by the Greek media have on women’s ability to contribute to any form of development. So, I aim to investigate how Greek women perceive their position and the way they are treated within the society and the working sector, and how the Greek mass media represent the female figure, especially after the pandemic outburst. I interviewed eight women and included extracted information from two magazines, two newspapers, and four television advertisements. I also used statistical data from governmental and other official sources investigating related data before and after the pandemic.  Although recent Greek official satistical data indicate that women have been more by the Covid- 19 pandemic compared to men, results have shown that not all women have experienced gender discrimination in the workplace, nor have they been exclusively socio-economically afflicted from the Covid-19 pandemic; they have been negatively affected, though, as everybody else has. Moreover, all participants recognize the extensive stereotyped representation of women on the Greek mass media, which is also evident from the provided media extracts in this study. Furthermore, Greek mothers seem to struggle to balance between family and career, as they are not on the top choices of employers, although female entrepreneurship in Greece is steadily evolving. Finally, the place of residence appears to play a role in the way women are treated, as in large cities, people are more open-minded and less stuck with the old-fashioned gender roles of the Greek culture.

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Research suggests that participation in athletics provides adolescent females with a variety of positive mental and physical benefits. While Title IX paved the way for increased female participation in organized sports, female athletes, including adolescents, continue to face various forms of gender discrimination. Research also suggests that females with a strong feminist identity are more likely to identify and speak out against gender discrimination. Accordingly, this study seeks to examine the association between gender discrimination and sports participation and the potential moderating role of feminist identity and cognitive appraisals of discrimination on this relationship. Participants were 580 adolescent females (age 12-18 years old) from across the United States. Results found that gender discrimination is a positive, not negative predictor of sports participation, and feminist orientation moderates the association between gender discrimination and sports participation. Implications for this study are especially relevant to advocates of adolescent female athletes who need to know that girls who play sports are more likely to experience gender discrimination, and that a higher feminist orientation can help them recognize discrimination and process it in healthier ways.

The purpose of this study is to fill the gap identified in how women perceive their opportunities to advance in their careers as auditors in San José, Costa Rica. This study also seeks to get answers to what it is like to work as a woman in a male-dominated industry in the chosen country. Design/methodology/approach: This essay has been carried out using an abductive research approach. Three research questions have thereby been answered with the support of 11 semi- structured interviews with women in roles as auditors at various independent audit firms in San José, Costa Rica. 10 of the interviews were held at the respondent’s respective office and one of the interviews were held digitally. Findings: The study has resulted in women working as auditors in San José, Costa Rica, experiencing discrimination in the workplace. Various factors that underlie discrimination have been identified and these factors include culture and how the men see themselves in their professional role. A factor that has also been shown to have a large and almost decisive influence on the degree of discrimination and the opportunities for women to climb in their careers is the size of the audit firm. The bigger the audit firm, the more discrimination the women experience and the worse opportunities to climb in their career. Research implications: The leading implications are that women's opportunities to advance in their careers and be able to feel secure in their work as auditors in San José, Costa Rica, must be given further attention and be investigated further. This is because the situation that exists today is not sustainable and in order to develop the industry and to even out the skewness that exists between the genders in the country, this problem must be taken care of. This study can contribute as a basis for future research in the field to further investigate the factors that are causal factors for the reality for women in the industry that the study identified. Originality/value: This essay studies the topic of women's opportunities in the audit industry in Costa Rica, which has not been previously explored. Through unfiltered collected data from first-hand sources, the results generated are of high value and could be a good basis for future research within the area.

Counterproductive work behaviors are costly behaviors that individuals employ in retaliation to adverse stimuli in the workplace. This study specifically examined the relationship between perceived gender discrimination and counterproductive behaviors, using the variable of control as the mediator. This study also investigated the relationship between perceived gender discrimination and job turnover intentions as well as organizational commitment. Measures for perceived gender discrimination, control, counterproductive work behaviors, job turnover and organizational commitment were used to survey 97 participants on their workplace experiences and attitudes. It was found that perceived gender discrimination had a significant, positive correlation with counterproductive behaviors, as originally hypothesized. Perceived gender discrimination also had a significant negative correlation with organizational commitment. Control did not significantly correlate with counterproductive work behaviors, meaning it did not function as a mediator between counterproductive work behaviors and perceived gender discrimination, as hypothesized. The intent of this thesis was to examine perceived gender discrimination and control as antecedents of counterproductive behaviors. My findings suggest that perceived gender discrimination is correlated with these negative behaviors, thus promoting the importance of implementing programs to facilitate its reduction.

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This qualitative study explores the interrelationship between perceived gender discrimination and its antecedents and consequences while examining the concept of the glass ceiling that presents some barriers to the career advancement of Bahraini female workers in the banking sector. The study examines female bankers’ perception of the existence of both gender discrimination and the glass ceiling concept in this sector. It first examines the factors that cause such phenomena at three different levels namely societal, institutional and individual. The study then verifies the effects of some identified antecedents i.e. whether they foster or lower the perceived gender discrimination and how such effects happen. Furthermore, the study examines the same factors to ascertain if they are barriers that hinder women’s career advancement or enablers that support their advancement as there is a lack of empirical studies on the effect of the factors of the three mentioned levels to women’s career advancement especially in non-western context (Tlaiss, 2010; Hejase et al., 2013; Yokkongdi & Benson, 2005). The study also examines the consequences of perceived gender discrimination that occurs at the individual level. Some previous studies related to this research topic adopted the quantitative approach, hence; this is a qualitative based research that examines the perception of the respondents whose experiences and opinions expound the context. This led to understanding subjective areas such as respondents’ emotions and experiences that address the nature of perceived gender discrimination and the concept of glass ceiling in the Bahraini banking sector, focusing on “How” and “Why” type of questions instead of stressing on the quantities. The existing literature of gender discrimination especially about the area of underrepresentation of female workers in higher positions especially in financial services sector including banking is minimal. (Bruckmuller & Branscombe, 2010; Elumti et al., 2009; Durbin & Conley, 2010). This approach unveils the research questions by conducting in-depth semi-structured interviews with 26 Bahraini females as most of the previous studies examined both male and female perceptions while this research focusing at female only to make it more gender specific. The respondents hold managerial and non-managerial positions in both Islamic and conventional banks in the kingdom of Bahrain. The aim of the interview was to extract their perceptions on the factors and the consequences of gender discrimination as well as the barriers and challenges that hinder their advancement to higher managerial levels. The study captures the factors and the consequences of gender discrimination as well as the most common barriers that impede the Bahraini females’ career advancement within an Islamic and Arabic cultural context. The themes that emerged from the analysis are used to discuss the research issues in the light of previous research findings from different empirical studies. This study identifies different ways of finding factors of perceived gender discrimination and their effects as well as the challenges that may hinder the women’s career advancement in this sector. This study discovers that perceived gender discrimination exists in the Bahraini banking sector especially in areas such as hiring preference and receiving of benefits and compensations. This study also unearths the existence of glass ceiling, which is related to the gender inequality in the advancement opportunities to higher positions especially in the areas such as obtaining a promotion and holding managerial positions in the banks. The study finds out various factors that cause the perceived gender discrimination and the glass ceiling in the Bahraini banking sector which are classified at three levels as explained above.

Šiame darbe yra analizuojami darbo teisiniai santykiai ir teisės normos reguliuojančios diskriminacijos dėl lyties draudimą sudarant ar nutraukiant darbo santykius. Siekiant kuo išsamiau atskleisti šią temą pirmiausiai yra nagrinėjamas lygybės principas, iš kurio yra kildinamas diskriminacijos draudimo (nediskriminacinis) principas, kuris yra įtvirtintas tiek Lietuvos, tiek tarptautiniuose teisės aktuose. Lygybės ir diskriminacijos draudimo principais draudžiama taikyti skirtingus įdarbinimo kriterijus, skirtingas darbo sąlygas, atleidimo iš darbo pagrindus, tokius pat santykius vertinti skirtingai dėl aplinkybių, kurios nesusijusios su darbuotojo dalykinėmis savybėmis. Diskriminacija darbo teisinių santykių srityje yra suprantama kaip bet koks lygias darbo ir profesinės veiklos galimybes ir lygiateisius santykius pažeidžiantis arba panaikinantis išskyrimas, apribojimas ar pranašumo teikimas. Kitaip tariant, bet koks skirtingas darbuotojų traktavimas dėl jų lyties, kurio pasekmės – nelygios teisės darbo santykiuose, pvz. : tam tikros darbo sąlygos, paaukštinimas pareigose, kvalifikacijos kėlimas yra laikomas diskriminacija. Toliau aptariami nacionaliniai ir tarptautiniai antidiskriminaciniai įstatymai. Diskriminacijos dėl lyties draudimą Lietuvoje numato 1998 m. gruodžio 1 d. įsigaliojęs Moterų ir vyrų lygių galimybių įstatymas kuris buvo priimtas, siekiant įgyvendinti 2006 m. liepos 5 d. Europos Parlamento ir Tarybos direktyvą 2006/54/EB dėl... [toliau žr. visą tekstą] / This paper analyzes the legal labour relations and the laws, regulating the prohibition of gender discrimination in establishing or terminating the labour relations. In order to reveal this theme in as more details as possible, first the principle of equality is examined, where the prohibition of discrimination (discriminatory) principle is derived from. The latter is established in both Lithuanian and international law. The principles of equality and non-discrimination allows the application of different employment criteria, different working conditions, bases of dismissal from work, to treat the same relations differently due to the circumstances, unrelated with employee’s professional characteristics. Discrimination in the field of legal labour relations is understood as any exclusion, restriction or superiority, violating or voiding the equal employment and career opportunities, and the equal relations. In other words, any different treatment of employees because of their gender, the consequences of which include unequal rights in labour relations, for example, certain working conditions, promotion, training, is considered as discrimination. The paper also discusses a number of persons, who are subject to protection against gender discrimination, in legal labour relations. It should be noted that it includes all the persons, belonging to the following groups of labour relations category: employees, self-employed persons, persons, who wish to occupy a vacancy... [to full text]