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關於 gender, leadership ，我們在網路上蒐集到這些相關的討論、資訊與評價

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在gender, leadership這個產品中，有45篇Facebook貼文，粉絲數超過31萬的網紅Scholarship for Vietnamese students，也在其Facebook貼文中提到， PHỤ NỮ & MBA, LEADERSHIP Châu Á hiện dẫn đầu thế giới về tỉ lệ phụ nữ làm CEO, trong đó tỉ lệ nữ CEO của Việt Nam cao nhất trong khu vực Châu Á – Th...
　同時也有1部Youtube影片，追蹤數超過1,930的網紅Indrani Kopal，也在其Youtube影片中提到，The tale of three women's struggle for justice and equalityby Indrani Kopal | 12:05PM May 24, 2012 Guppy Union was started by women workers who worke...

gender, leadership 在 Scholarship for Vietnamese students Facebook 的最佳貼文

Scholarship for Vietnamese students By Scholarship for Vietnamese students

2021-05-25 22:11:09 有 453 人按讚
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PHỤ NỮ & MBA, LEADERSHIP

Châu Á hiện dẫn đầu thế giới về tỉ lệ phụ nữ làm CEO, trong đó tỉ lệ nữ CEO của Việt Nam cao nhất trong khu vực Châu Á – Thái Bình Dương với mức xấp xỉ 25%, cao hơn khá nhiều so với mức bình quân 10% của thế giới. Tuy vậy, hiện vẫn còn các rào cản gây ảnh hưởng đến vị thế của phụ nữ trong công tác lãnh đạo như định kiến về vai trò của phụ nữ, kỳ vọng về vai trò của phụ nữ, sự khó khăn trong cân bằng cuộc sống và công việc, môi trường làm việc kém hỗ trợ…

Bàn về câu chuyện nữ giới trong kinh doanh, mình thấy có một sự kiện cực hay, online nên sẽ qui tụ các bạn nữ cả ở châu Âu và châu Á để thảo luận vô số chủ đề hay từ việc học Kinh doanh, Giáo dục tới việc xây dựng các kĩ năng mềm như Lãnh đạo và các vấn đề nổi cộm như bình đẳng giới:
- Gender Balance on the MBA, and Beyond – Why It
Matters
- Women are Less Likely to Invest in Themselves?
- Building Confidence in Female Leaders
- Unlocking Your Leadership Potential

Các anh chị em bỏ xíu thời gian nghe sự kiện online nhé. Không có livestream trên Youtube như CEO nữ Phương Hằng nhưng cả nhà vào nghe Workshop riêng đăng ký ha 🙂
Miễn phí luôn & đăng ký chỉ vài phút thôi nè.
Link đăng ký và toàn bộ nội dung của sự kiện, cả nhà nghía qua xem có topic gì mình thích không nha: https://www.accesseventsonline.com/register/brands/mba/women-and-mba-europe-and-asia-online-event-jun-2021
❤ Like và rủ bạn bè tham gia nhé ❤
#HannahEd #HannahEdEvent #scholarshipforVietnamesestudents #womenleadership #CEO #CEOPhuongHang

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gender, leadership 在 Facebook 的最讚貼文

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2021-03-19 21:00:00 有 1,961 人按讚
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(English below)
Nhiều nghiên cứu chỉ ra rằng trong khi cả phụ nữ lẫn nam giới đều được hưởng lợi từ việc có một mạng lưới bạn đồng cấp mạnh mẽ, những phụ nữ có vòng tròn thân thiết với nhóm phụ nữ khác có nhiều khả năng được đề bạt vào các vị trí điều hành với quyền hạn cao hơn và được trả lương hậu hĩnh hơn. Trong khi đó, dường như không có mối liên hệ rõ ràng nào giữa yếu tố giới tính của vòng tròn thân thiết và thành công của nhóm nam giới.

Tại sao lại như vậy? Phụ nữ phải đối mặt với những rào cản về văn hóa và hệ thống tại nơi làm việc khiến họ khó được thăng chức hơn, chẳng hạn như sự thiên vị vô thức. Một cách để vượt qua những rào cản này là tạo dựng mối quan hệ thân thiết với những người phụ nữ khác. Và khi làm như vậy, chúng ta có thể chia sẻ và học hỏi kinh nghiệm lẫn nhau.

Linh rất vinh dự trở thành thành viên của Ủy ban Lãnh đạo Phụ nữ AmCham (AmCham Women in Leadership Committee). Cái tên nghe có vẻ to lớn, nhưng nói một cách dễ hiểu, chúng tôi là một nhóm phụ nữ đang cố gắng làm mọi thứ dễ dàng hơn cho tất cả những phụ nữ khác ngoài kia - những người chỉ đơn giản là đang cố gắng hoàn thành xuất sắc công việc của mình. Linh chọn đi đầu trong sáng kiến ​​về việc tạo cơ hội cho phụ nữ ở các vị trí lãnh đạo cấp cao vì ngay cả những người ở các vị trí này cũng cần có bạn bè. Linh hi vọng sẽ được gặp gỡ mọi người tại các sự kiện sắp tới của nhóm!

--
Studies have shown that while both women and men benefit from having a strong network of peers, women who also have an inner circle of close female contacts are more likely to be put into executive positions with greater authority and higher pay, while there was no link found for the success of men in terms of the gender composition of their inner circles.

Why is this? Women face cultural and systemic hurdles in the workplace that make it harder for them to be promoted, such as unconscious bias. One way to overcome some of these hurdles is to form close relationships with other women. And in doing so, we can share and learn from each other’s experiences.

I am so honored to be part of the AmCham Vietnam Women in Leadership Committee. The name sounds a bit intimidating, but we’re just a bunch of women trying to make things easier for all the other women out there who are simply trying to do a great job at work. I chose to lead the initiative on creating opportunities for women in senior leadership positions because even people in senior positions need friends. Looking forward to meeting everyone at our upcoming events!

#linhthaiofficial #amchamvietnam #womeninleadership #makingadifference

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gender, leadership 在 Ainie Haziqah Facebook 的最佳貼文

Ainie Haziqah By Ainie Haziqah

2021-03-18 17:03:13 有 31 人按讚
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WELCOMING FEMALE LEADERSHIP :
IT’S NOW OR NEVER

In celebration of Women’s Month, the theme for 2021 is #ChooseToChallenge, where we are given the choice to empower, support and encourage both men and women to challenge gender discrimination to achieve equality. Gender equality is after all a mission for both men and women. Women in Malaysia are starting to change equality for themselves and their futures. Many countries around the world have also started to place heavy importance on gender equality, and Malaysia is one of them. Societies are finally realising the importance of taking a stand to demand equality for Malaysian women.

Malaysia is a country that has accomplished outstanding economic success, becoming the 6th largest economy in Southeast Asia and 39th largest in the world. However, the country’s women leaders are still considered underrepresented because only a small number of women take leadership positions in almost every corner of the board. Gender inequality poses significant challenges to women in Malaysia because it takes away opportunities from deserving talented women. Given that Malaysia has vast natural resources and human capital have been the driving engine of its economic development, gender inequality is still a serious hurdle Malaysia needs to overcome in order for a positive growth for the nation in the economic and political/leadership spheres. To address this gender discrimination in employment, members of society need to break away from gender biases. The perception that men are naturally fit for public places and women for private areas makes women seem only suitable to “assist” men in the work place. This practice has to be put to stop.

First and foremost, the idea of women representation has to be understood and acknowledged by everyone. It is very important to address this pressing problem because women make up 48.6% of the entire population and we need more of them to become leaders to ensure that the voices of Malaysian women are heard. Who would understand us better if it is not from our own kind?

For example, with only 33 female representation from both the government and opposition (out of 222 seats) in the Malaysia’s House of Parliament, the inclusion and participation of more women representative is actually very important for us to come up with excellent policies and laws that will tackle gender discrimination, crimes against women and the implementation of women-friendly policies to safeguard women’s issue and rights.

What can female leaders do to empower and inspire future female leaders? Actively engage potential leaders by identifying and investing in women with skills and capacity to lead and give them the confidence to do so. It is crucial in any sort of leadership practice to build confidence at home, in the educational institution and even at their workplace. By creating this “safe space”, we will be able to see more young women coming to the front without hesitation and with full confidence. When the younger generation of ladies/women sees the boldness of a leading women, it will give them the sense of hope and inspiration to embrace their potential and be committed to move forward as a leader. Female leaders should utilize these qualities such as perseverance, empathy and passion.

Rome was not built in a day. Likewise, the hope of hitting and having 30% of women parliamentarians is not going to be immediate. Providing platforms and opportunities are important but it is more important to create awareness and exposure as to why we should embrace and welcome female leadership into the picture. It is not only the young girls and women that should be educated but this has to reach their family members, acquaintances and their community in order for them to help these potential future leaders to nurture and grow to be a productive, compassionate and empathetic leaders in future. A new season is approaching and one can look with optimism on the impact it will have on women’s empowerment and leadership in Malaysia. Be brave, be bold and shatter that glass ceiling because our time is now or never.

AINIE HAZIQAH
Ketua Wanita Muda Negara

#InternationalWomensMonth
#empoweringwomen

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Ainie Haziqah | Social advocate | Managing Partner Nurainie Haziqah & Co | Ketua Wanita Muda Negara
Ketua Wanita Muda Negara Pusat Pengerusi Penggerak Komuniti Negara Setiawangsa
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gender, leadership 在 Indrani Kopal Youtube 的最讚貼文

Indrani Kopal By Indrani Kopal

2012-05-24 14:54:50 有 575 人看過 有 2 人喜歡
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The tale of three women's struggle for justice and equalityby Indrani Kopal | 12:05PM May 24, 2012

Guppy Union was started by women workers who worked in a plastics factory in Balakong, Cheras.

Their struggle and desire to start a union started 14 years ago, when they were frustrated with their bosses for increasing their wages by a mere 10 sen.

The workers then decided to get organised to protect their interests.

The first meeting to establish a pro-tem committee was held on Nov 16, 1997.

After much hassle, the government approved the Guppy Industries Workers Union on April 2, 1998, led by a seven-member committee with Koyil Vani Saminathan as chairperson.

However, Guppy refused to recognise the union unless three-quarters of the workers joined the union, including those in the branch in Prai, Penang.

The union committee and members were left frustrated as they had not been aware of the Prai operations.

Still, the three main office-bearers - Koyil Vani Saminathan, secretary Roshamiza Muhamamd and treasurer Kanniamah Annasamy - headed for Prai to recruit members.

In spite of numerous threats, negative propaganda and dirty tricks by the factory owners to deter union activities, they were able to slowly add to the membership.

On May 30, 1998, however, the management suspended all the committee members and then sacked Koyil Vani, Roshamiza, who had worked for the company since April 1993, and Kanniamah, an employee since July 1991.

However, the 200 union members re-elected Koyil Vani as their chairperson up to 2008.

The union continued to function under the able leadership of vice-chairperson Rahiman Mansor and assistant treasurer S Visaletchumy. But on Aug 25, 2001, they were suspended and eventually sacked.

Guppy Plastic Industries rejected all attempts by Industrial Relations officers to reinstate the workers or to agree to resolve any of the disputes referred by the union.

In September 1998, the matter was referred to the Industrial Court. In May 2006, the union lost the case, but took it to the High Court two months later. In 2009, victory was theirs.

However, the unhappy company appealed in October 2011, leading to a verdict in its favour on Feb 21, 2012.

Under Koyil Vani, the union had also championed a gender discrimination case for 11 years against the management. --

In June 2001, 30 women workers above the age of 50 were forced to retire after a new handbook of employment regulations was introduced by the company, in which the retirement age was stipulated.

Eight of them filed a complaint with the Industrial Court. In 2008, it decided in their favour, finding that the difference in retirement age constitutes gender discrimination.

Guppy Plastic Industries sought a review and in 2010, the High Court overturned the decision.

The eight then filed an appeal, but this was dismissed by the Court of Appeal on March 21, 2012 in a unanimous decision by a three-member bench.

Justice KN Segara said the company was merely following its own employment regulations and that it is the industry norm to have different retirement ages.

For 14 years, these women had battled double oppression, for being women and for being a union member, in a country that is signatory to the UN Convention on the Elimination of all Forms of Discrimination Against Women.

This is their story.

Cameraworks by Navin Kumar Perianen
Edited by Indrani Kopal

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Indrani Kopal

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Malaysian, very brown (very), like Kamalaa Das, I speak three languages, write in two, and dream in one. But I'm not a poet though, Im a documentary filmmaker. https://vimeo.com/indranikopal
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gender, leadership 在 Gender, Leadership and Organization - BBVA Openmind 的相關結果

It comes as no surprise that gendered modes of leadership are described as either “agentic” or “communal” (Eagly and Carli 2007, 68). Women's concern for ... ... <看更多>

gender, leadership 在 Running Head: EFFECTS OF GENDER ON LEADERSHIP 的相關結果

Gender plays a significant role in defining leadership roles and determining the quality of services in organizations. Gender refers to social traits of men and ... ... <看更多>

gender, leadership 在 Gender and leadership? Leadership and gender? A journey ... 的相關結果

Women tend to be higher on people‐oriented leadership skills, men on business‐oriented leadership skills. Overall, bosses see men and women as equally effective ... ... <看更多>

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... students and researchers who are interested in women's leadership, gender and organization. It will be of interest to all women in leadership positions.

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#68. Leadership & Gender Training - WOCAN

The courses are offered to organizations and individuals, both men and women, to support gender equality and strengthen leadership development at all levels.

#69. Gender Bias in Leadership Starts at Day One - DDI

How to recognize gender bias in leadership at your company so you can be sure your women leaders have an equal chance of success.

#70. Bridging the IT leadership gender gap - CIO

Women remain underrepresented in IT leadership, but initiatives to address 'broken rungs' and to create more opportunities for advancement ...

#71. Gender & Leadership - SlideShare

Leadership and Gender Presented by: Crystal Gordon Jennifer Jantz Jessica Mendez University of Southern California School of Social Work Professor Eva Reina ...

#72. How leaders can advance gender equality and enhance ...

How can leaders advance gender equality? Five ways leaders can support gender parity and equality and at the same time be more gender-sensitive.

#73. Gender and Leadership - The Eisenhower Institute at ...

Become the leader you see in your future. Gender Leadership. The Gender and Leadership Study Trip (formerly Women and Leadership) explores how men and women ...

#74. Gender, Leadership and Representative Democracy in

Why should the lack of gender equality in political leadership matter to democratic theory? There are two significant reasons. The first relates to the ...

#75. The Women's Leadership Gap - Center for American Progress

In the 1990s and 2000s, the narrowing of the gender wage gap decelerated, and the percentage of women in management jobs stagnated. 53 And in ...

#76. How to Close the Gender Leadership Gap - Startup Savant

What Is the Gender Leadership Gap? Essentially, men are more likely to hold leadership positions than women. This is evident when it comes to ...

#77. Women are still less likely to aspire to leadership in business ...

Research shows gender diverse organisations perform better, but this will require businesses to fix gender balance initiatives.

#78. Gender Equality Challenges in Leadership and How to ...

Why to this day do we find gender equality challenges, especially in leadership roles? Read on to gain more insight into this challenges.

#79. Global Institute for Women's Leadership

Julia Gillard AC, GIWL brings together rigorous research, practice and advocacy to better understand and address the causes of workplace gender inequality, ...

#80. Can more role models for girls now resolve the gender ...

Michele Paule Senior Lecturer in Culture, Media, and Education The way to resolve the gender leadership gap, according to popular wisdom, is to provide ...

#81. Leadership Is Male-centric | 7 | Gender Issues in the Study of ...

The chapter addresses stereotypes and provides discussions of scientific evidence that debunks several myths associated with gender and leadership, ...

#82. Gender-Responsive Leadership in UN Peace Operations

Gender -responsive leadership is thus essential to the UN's efforts to promote gender equality in UN missions and the countries where these ...

#83. Gender inequality persists in leadership positions - Unesco

Having female leaders influences the extent of emphasis placed on gender equality in policy and practice (Clots-Figueras, 2012; Smith, 2014).

#84. Servant-Leadership as Gender-Integrative Leadership

Leadership can generally be understood as a process and relationship that facilitates human organization by exercising various forms of influence towards the ...

#85. Where Are We in Bridging the Gender Leadership Gap in ...

Herein, I report the current status of gender representation among U.S. medical school department chairs as a pivotal benchmark of academic leadership, and I ...

#86. Gender and leadership emergence - University at Buffalo

However, societal role expectations for both women and leaders have changed in the decades since the last empirical review of the gender gap in leader emergence ...

#87. Gender Equity Executive Leadership Program | Basic Page

Gender Equity Executive Leadership Program. Developed by USAID and Georgetown University McDonough School of Business, the program delivers ...

#88. When it comes to leadership, does gender matter?

female leadership styles to analysis the similarities and differences among gender leadership. Findings – These pressures toward similarity of male and ...

#89. How Japan can develop more women leaders | East Asia Forum

Gender inequality and the underutilisation of women's labour continues to be a significant issue in Japanese society. Japan ranked 139 among 156 ...

#90. Gender Power, Leadership, and Governance

Gender Power, Leadership, and Governance. Georgia Duerst-Lahti and Rita Mae Kelly, Editors. Investigates how notions of masculinity and femininity inform ...

#91. Time to end the gender leadership imbalance at COP

Climate & Capital will be reporting on efforts by organizations and women leaders working to end the gender imbalance at the next COP meeting in ...

#92. Public leadership for gender equality: a framework and ...

It must embrace the potential for all public health leaders, of all genders, to become agents of change who challenge gender injustices and ...

#93. Gender and Leadership - Sites at Penn State

Gender and Leadership ... Historically, women and men have been regarded to play different roles in society and when those roles are challenged ...

#94. How leaders in gender equality think differently - I by IMD

But it's not all bad news: the data also uncovered a group of 'gender equality leaders' – companies that are giving women equal ...

#95. Gender and Leadership (Ch. 15) - Blogs @ Baylor University

Explain research results on gender and leadership effectiveness. Comparing the effectiveness of female and male leaders, men and women were ...

#96. The role of gender inclusive leadership during the COVID-19 ...

Intentionally cultivating and amplifying female leadership is paramount to creating effective leadership models and gender inclusive responses to improve ...