Equality is part of the European policy and legislation. However there are still evident signs of women being treated unequally in the labour market. The aim of the thesis is to answer the question if women are more vulnerable to economic shocks in terms of wage distribution. The focus will be on women in Spain in the context of the financial crisis of 2008. The thesis examines the evolution of the salary structure in the period 2002-2014 using the microdata of the Structural Earning Survey. The taste-based and the statistical discrimination theory are going to be described in order to explain the causes of gender wage discrimination. The methods applied in this paper are the Mincer method, which explains the human capital theory and the Oaxaca-Blinder decompositions, which separates the gender wage gap into explained and unexplained parts. The results from the study suggest that there is a decrease in the gender wage gap in Spain following the situation before and after the crisis. / <p>Correction: Spring semester 2019</p>

Equality is part of the European policy and legislation. However there are still evident signs of women being treated unequally in the labour market. The aim of the thesis is to answer the question if women are more vulnerable to economic shocks in terms of wage distribution. The focus will be on women in Spain in the context of the financial crisis of 2008. The thesis examines the evolution of the salary structure in the period 2002-2014 using the microdata of the Structural Earning Survey. The taste-based and the statistical discrimination theory are going to be described in order to explain the causes of gender wage discrimination. The methods applied in this paper are the Mincer method, which explains the human capital theory and the Oaxaca-Blinder decompositions, which separates the gender wage gap into explained and unexplained parts. The results from the study suggest that there is a decrease in the gender wage gap in Spain following the situation before and after the crisis.

<p>During the Fall of 2001 a survey created by Kathleen Cannings and sponsored by the Swedish Medical Association was sent out to a random sample of 1 out of every 12 medical doctors in Sweden. Using this data, linear regressions have been estimates to study the effects of variables such as age, gender, and unionization on the wages of Swedish doctors. The results indicate that variables such as age, tenure, and union bargaining all have a positive impact on wages. The relative wage advantage was around 7 percent for both age and union bargaining, while the effect of tenure was lower by about 5 percent. These three variables have more positive effects for male doctors, which suggest that gender discrimination is still a reality in the medical field. During 2001, male physicians could expect an almost 6 percent higher average wage than their female colleges.</p>

During the Fall of 2001 a survey created by Kathleen Cannings and sponsored by the Swedish Medical Association was sent out to a random sample of 1 out of every 12 medical doctors in Sweden. Using this data, linear regressions have been estimates to study the effects of variables such as age, gender, and unionization on the wages of Swedish doctors. The results indicate that variables such as age, tenure, and union bargaining all have a positive impact on wages. The relative wage advantage was around 7 percent for both age and union bargaining, while the effect of tenure was lower by about 5 percent. These three variables have more positive effects for male doctors, which suggest that gender discrimination is still a reality in the medical field. During 2001, male physicians could expect an almost 6 percent higher average wage than their female colleges.

Purpose: This paper is to investigate the impacts of education, law andfamily factors influence of the gender situation. And what factor hasmost impact to change the sex discrimination situation in China Design /method/approach: We did a survey at a Chinese university.In total, 96 student informants and 134 staff informants were surveyedin order to get the opinions of the gender discrimination. Finding: We find education, law and family factors all can influencethe opinion of gender situation. Conclusion: The relationship between education, family and lawshould be mutual promotion and mutual influence. But from thesurvey’s result, education has the largest influence on gender situation.The second one is family factor, and the law factor has lowest affect.The reason for these results is traditional family culture and the policyof government. Unbalanced policies and the culture of family, both ofthem lead to the differences of influence. Suggestion for future research: First, the research base only in auniversity, although the sample covers gender, education elements, thegeneralization of the conclusion is still limited due to the sample size.In the future, more informants should be covered to test the hypothesesproposed. Second, the authors only discussed education, law andfamily factors influence of the gender discrimination. Future studiesare encouraged to deeply explore what else factors can influencepeople’s opinions on gender discrimination. Contribution of the thesis: Owing the lack of empirical research onthe situation of gender discrimination in China, this thesis provides anempirical study on the factors influencing the gender discrimination.Our research results can help Chinese to develop better solution toreduce the gender discrimination. Paper type: Research paper

As the female workforce is increasing by year in the Taiwan labor market, it¡¦s visible that wage gap between male and female workers exists in the Taiwan labor market. No doubt that it is irony for people who strive for the gender equality in Taiwan. An empirical analysis of gender wage differential is presented by gaining labor force survey of 1981,1986,1991 and 1997, which has been conducted every year by Directorate-General of Budget, Accounting and Statistics Based on the concept and theory of human capital brought up mainly by Gary S. Becker (1975), several multiple regression functions are conducted in this research on purpose to understand how large the wage gap is, where the gap is stemmed from and what cause brings about this gap. The results of this research indicate that: 1. Femal wage is lower than male wage about 60%~70%. The gap is getting larger from 1981 to 1991; however, smaller after 1991. 2. Male workers get more wages by every year than female workers. 3. Except 1981, which female workers gain more wage by investing human capital by every year than male workers suggests that female workers hold larger invest-rate of education than male and invest-rate of education increases by time. 4. Female workers with more than high-school education degree have less wage differential compared with male workers than those who are with less than high-school education degree. This indicates that female workers investing more human capital have less wage gap compared with male workers in the labor market. 5. Wage gap stemmed from gender discrimination is ascending from 45% of 19981 to 69% of 1996; however, wage differential led from the characteristics of individual worker is descending by time. From the results of above, there is surely gender wage gap in Taiwan labor market, which is the outcome of interacting from diverse individual characteristic and subjective gender prejudice. It¡¦s very obvious that education enhances competitive advantage of female workers so as to decrease the wage differential, nevertheless, discrimination toward to female workers in the Taiwan labor market heavily wears down the endeavor of investing in human capital for them. How to motivate female workers to become more competitive and improve work place for female workers so as to make the best use of female human resources is the significant issue of Taiwan government in the near future.

Gender differences in salaries are prominent in most fields. Several laws exist to decrease the amount of pay discrimination and provide remedies for discriminatory organizational behaviors, yet these laws have proven insufficient to eradicate pay inequities. One source for such discrimination in pay stems from the evaluation of employee performance. Performance appraisal systems can be biased in very small ways that yield larger negative effects on later employment-related decisions, such as compensation. The goal of this study was to examine decision-making processes and conclusions raters make during the evaluation of employees. It was expected that the type of presentation and the content of the ratings of performance sub-dimensions would affect gender differences in composite ratings, salary increases, and merit bonuses. Specifically, women were expected to be rated lower when employee performance information was presented sequentially, where it would be harder to directly compare one employee with another and thus not mitigate sex bias. Comparatively, when employee performance information was presented in aggregate form, where comparisons among employees would be easier, no sex bias was expected. It was also hypothesized that in the sequential condition, participants would provide casuistry-based reasoning for their decisions such that explanations for men's better performance would be justified by their performance on the sub-dimension on which the male candidate was rated highly. No effect was found for target gender on any of the outcomes. There was a significant difference for participant gender in the amount of salary increases and merit bonuses assigned. Male participants assigned significantly higher raises and bonuses than female participants to employees. There was also a strong main effect for task-related skills across all outcomes. Employees who were higher in the task dimension were rated higher, awarded higher pay, and given larger bonuses. There were no gender differences in the task ratings. Qualitative data analyses support these conclusions. Although participants provided lengthy reasons for their decisions, none showed or explained a gender difference. Limitations and recommendations for future studies are discussed.

abstract: Overt forms of sexism have become less frequent (Swim Hyers, Cohen & Ferguson, 2001; Sue & Capodilupo, 2008). Nonetheless, scholars contend that sexism is still pervasive but often manifests as female microaggressions, which have been defined as often subtle, covert forms of gender discrimination (Capodilupo et al., 2010). Extant sexism scales fail to capture female microaggresions, limiting understanding of the correlates and consequences of women’s experiences of gender discrimination. Thus, the purpose of the current study was to develop the Female Microaggressions Scale (FeMS) based on an existing theoretical taxonomy and content analysis of social media data, which identifies diverse forms of sexism. Two separate studies were conducted for exploratory factor analysis (N = 582) and confirmatory factor analysis (N = 325). Exploratory factor analyses supported an eight-factor, correlated structure and confirmatory factor analyses supported a bifactor model, with eight specific factors and one general FeMS factor. Overall, reliability and validity of the FeMS (general FeMS and subscales) were mostly supported in the two present samples of diverse women. The FeMS’ subscales and body surveillance were significantly positively correlated. Results regarding correlations between the FeMS subscales and anxiety, depression, and life satisfaction were mixed. The FeMS (general FeMS) was significantly positively correlated with anxiety, body surveillance, and another measure of sexism but not depression or life satisfaction. Furthermore, the FeMS (general FeMS) explained variance in anxiety and body surveillance (but not depression, self-esteem, or life satisfaction) above and beyond that explained by an existing sexism measure and explained variance in anxiety and depression (but not self-esteem) above and beyond that explained by neuroticism. Implications for future research are discussed. / Dissertation/Thesis / Doctoral Dissertation Counseling Psychology 2018

Femotes is a project about brining awareness to sexism in gaming by creating emotes, a common way of expression on the streaming website Twitch.tv. The goal is to bring up a discussion in the gaming community to make minority groups of gamers more welcome in the community. The ten emotes made are a way to show support to streamers who must deal with toxic behavior and to show that we stand for equality.

SAMMANFATTNING Studiens syfte var att undersöka om det förekommer könsdiskriminering mot fäder i vårdnadstvister. Frågeställningar och syften som användes var: (1) Att undersöka om könsdiskriminering mot pappor i vårdnadstvister existerar. (2) Om och hur pappor upplever ett könsdiskriminerande bemötande på familjerättsenheter. För att besvara frågeställningarna användes en mixad design bestående av en kvantitativ vinjettstudie och en kvalitativ analys av texter. Vinjettstudien riktades mot familjerättssekreterare inom socialtjänsten som i sitt yrke arbetar med frågor som hanterar vårdnad, boende och umgänge i vårdnadstvister mellan två vårdnadshavare. Inom den kvalitativa delen, annonserade författarna till studien efter fäders egna upplevelser av en vårdnadstvist. Annonseringen skedde på ett pappaforum på internet. Resultaten analyserades i ett mångdimensionellt perspektiv. Resultaten i vinjettstudien visade inte på diskriminering när respondenterna skulle göra riskbedömningar efter kön. Däremot hittades diskriminering mot fäder när respondenterna skulle bedöma vårdnad, boende och umgänge. Här bedömdes modern som den bäst lämpade trots att vårdnadshavarna hade identiska bakgrunder. I den kvalitativa tolkningen av fäders texter var det mest framträdande att de var övertygade om att deras biologiska kön var en belastning i en vårdnadstvist. / Gender discrimination against fathers in custody disputes? Does gender discrimination against men exist in custody disputes and, if so, how do the fathers perceive the treatment from social services? ABSTRACT The objective of the study was to examine whether gender discrimination against fathers exists in custody disputes. The issues and aims used were: (1) To examine whether gender discrimination against fathers exists in custody disputes. (2) If and how fathers perceive a gender discriminating treatment from family law departments. In order to answer the issues a mixed design consisting of a quantitative vignette study and a qualitative analysis of texts was used. The vignette study was directed towards social workers working within family law departments who handle issues regarding custody, residency and access in custody disputes between two guardians. Within the qualitative part, the authors advertised for fathers' personal experiences of a custody dispute. The announcement was made on a forum on the internet, especially aimed at fathers. The results were analysed through a multidimensional perspective. The results of the vignette study showed no evidence of discrimination regarding the respondents risk assessments based on gender. However, the study revealed discrimination against fathers when the respondents were to assess matters regarding custody, residency and access. Here the mother was deemed as the most suitable, despite the fact that the guardians had identical backgrounds. In the qualitative interpretation of texts written by fathers the most prominent was that they were convinced that their gender was a encumbrance in a custody dispute.