Breaking the Glass Ceiling in Haute Cuisine: The Role of Entrepreneurship on the Career Expectations of Female Chefs

2021 ◽  
Vol 27 (3) ◽  
pp. 605-628
Author(s):  
Jose Albors-Garrigos ◽  
Angel Peiro Signes ◽  
Marival Segarra-Oña ◽  
Purificacion Garcia-Segovia
Keyword(s):  
Glass Ceiling ◽  
Gender Discrimination ◽  
Hospitality Industry ◽  
Career Advancement ◽  
Qualitative Comparative Analysis ◽  
Barriers To Advancement ◽  
Career Expectations ◽  
Gender Barriers ◽  
Entrepreneurial Attitude ◽  
The Status

Purpose – This paper aims to examine the critical elements for female chefs in overcoming the glass ceiling in a relevant sector of the hospitality industry: haute cuisine. Design – It is based on an empirical study. We surveyed 202 cooks and chefs from France, the US and Spain. Methodology – The data were analysed using fuzzy set qualitative comparative analysis (fsQCA). The fsQCA identifies patterns or combinations of causal conditions that lead to an outcome to evaluate the variety of conditions that produce high career expectations among female professional chefs. Approach – Although the status of women in the hospitality industry has received academic attention, there is still a gap in research on gender discrimination in haute cuisine, specifically regarding the factors that enable for women’s advancement to chef. Findings – Six variables were identified that impact female chefs’ career advancement (entrepreneurial attitude, mentoring, career expectations, workplace environment, skills learned on the job, and their perception of a glass ceiling). The results show that entrepreneurial attitude is a critical enabler for the career advancement of female chefs. This factor is moderated by incumbents’ skills acquired in the workplace, combined with adequate mentoring, which facilitates the absence of a harsh environment perception by female chefs. Originality of the research – The theoretical framework developed for this study contributes to the literature on female entrepreneurship in haute cuisine and its contribution to overcoming gender barriers to advancement in the sector.

scholarly journals Breaking the glass ceiling − a case of Durban corporate women

2015 ◽  
Vol 12 (4) ◽  
pp. 200-216 ◽  
Author(s):  
Siphosenkosi Zanoxolo Makaula ◽  
Alec Bozas ◽  
Elias Munapo ◽  
Vannie Naidoo
Keyword(s):  
Glass Ceiling ◽  
Career Advancement ◽  
Barriers To Advancement ◽  
Employment Equity ◽  
Non Profit ◽  
Government Education ◽  
Subsequent Loss ◽  
Convenience Sampling ◽  
Upper Level ◽  
High Level

The glass ceiling is a concept that most frequently refers to barriers faced by women who attempt, or aspire, to attain senior positions as well as higher salary levels in corporations, government, education and non-profit organisations. It can also refer to racial and ethnic minorities and men when they experience barriers to advancement. A glass ceiling appears to exist in many organisations and also maybe a glass cliff, in which women are promoted into risky upper-level positions in which failure and subsequent loss of the high-level position is likely. This research investigated perceptions that Durban corporate women have towards the notion of glass ceiling barriers at work. A sample was chosen on a non-probability basis using convenience sampling of corporate women within Durban. Ninety participants completed the questionnaire. The data collected was analysed using descriptive and inferential statistics. The findings revealed that women do not experience glass ceiling barriers to career advancement. Women also feel confident and respected by colleagues, subordinates and leadership and are capable of executing their designated duties. Respondents also showed confidence in the Employment Equity Act which suggests that the transformation charter is followed at their organisations.

46 The Hidden Truth About Gender Bias in Surgery. A Systematic Review

2021 ◽  
Vol 108 (Supplement_2) ◽  
Author(s):  
C Wong ◽  
W H Lim ◽  
S R Jain ◽  
C H Ng ◽  
C H Tai ◽  
...  
Keyword(s):  
Gender Equality ◽  
Gender Discrimination ◽  
Work Conditions ◽  
Working Environment ◽  
Data Synthesis ◽  
Gender Barriers ◽  
Retention Factors ◽  
Full Text Review ◽  
Female Surgeons ◽  
Male Dominated

Abstract Introduction Gender discrimination remains pervasive in surgery, significantly impacting current and future surgeons and population health. This study analyses the gender barriers and critical retention factors for female surgeons and trainees in surgery. Method Five electronic databases were searched till May 2020. Titles and abstracts were sieved, followed by a full text review. Data synthesis and inductive thematic analysis were conducted using the Thomas and Harden methodology. Result 14 articles were included, involving 528 participants. Four themes were generated–unfavourable working environment, male-dominated culture, societal pressures and progress towards gender equality. Females in surgery often faced harassment, disrespect and perceptions of incompetence, resulting in hostile work conditions, which were aggravated by the inadequate support and mentorship. The persistence of male-dominated cultures was observed, with females facing prejudice and exclusion from professional and social circles. Differential treatment and higher expectations of female surgeons also arose from entrenched societal pressures. Despite these, increased acceptance of motherhood and greater recognition of contributions by female surgeons were reported, indicating some progress in gendered culture. Conclusions There is a need to increase female surgical leadership and allocate resources to address the deep-rooted causes of biased surgical culture and ingrained perceptions, to achieve greater gender equality in surgery.

Shattering the Glass Podium: Successes and Setbacks of Women in Collegiate Choral Conducting

2021 ◽  
pp. 875512332110183
Author(s):  
Melissa Baughman
Keyword(s):  
Gender Discrimination ◽  
Online Survey ◽  
Response Rate ◽  
The United States ◽  
Choral Conducting ◽  
Demographic Information ◽  
Choral Conductors ◽  
The Status ◽  
Study Participants ◽  
Experiences Of Women

The purpose of this study was to explore the status and experiences of women in collegiate choral conducting positions. Out of all collegiate choral conductors ( N = 992) at institutions accredited by the National Association of Schools of Music in the United States, 68.65% ( n = 681) were men and 31.35% ( n = 311) were women at the time of this study; I invited the women collegiate choral conductors to serve as study participants. Ninety-six respondents completed an online survey, resulting in a response rate of 30.86%. I collected data through a researcher-designed survey. First, I asked respondents to provide demographic information and respond to Likert-type and open-ended prompts related to three domains: gaining entry into the profession, navigating the profession, and issues surrounding gender. I analyzed data through descriptive statistics and qualitative methods of assigning codes, combining codes into themes, and displaying the data. I addressed general discrepancies in the self-reported attitudes of respondents. Although women reported an overall attitude of satisfaction as choral conductors in their Likert-type responses, many respondents detailed several instances of gender discrimination and other challenges in their open-ended responses. Implications for the music profession, including specific strategies to help empower women in collegiate choral conducting settings, are discussed.

Women Practicing Anthropology: Perspectives Across the Discipline

1983 ◽  
Vol 6 (1) ◽  
pp. 4-7
Author(s):  
Carole Browner
Keyword(s):  
Annual Meeting ◽  
Career Advancement ◽  
Academic Career ◽  
American Anthropological Association ◽  
Special Issue ◽  
Public And Private ◽  
The Public ◽  
The Status ◽  
Status Of Women

The articles in this special issue of Practicing Anthropology grew out of a symposium on "Women Anthropologists in the Public and Private Sectors: Opportunities for Non-Academic Career Advancement" sponsored by the Committee on the Status of Women (COSWA) at the 1981 Annual Meeting of the American Anthropological Association. As organizers of the panel, Donald Lindburg and I sought participants from each subfield of anthropology working in both the public and private sectors. In the first regard we were successful, with presentations by social, linguistic and physical anthropologists and two archeologists. In the second regard we were less successful, with four of the five panelists—Sibley, Wynn, Wildesen, and Brockman—employed by private concerns.

scholarly journals "Glass Ceiling and its Effect on Women's Career Advancement in Multinational Corporations: An Exploratory Study "

2007 ◽  
Vol 6 (2) ◽  
pp. 22
Author(s):  
Harold Andrew Patrick
Keyword(s):  
Multinational Corporations ◽  
Glass Ceiling ◽  
Exploratory Study ◽  
Career Advancement ◽  
Women's Career Advancement

"Glass Ceiling and its Effect on Women's Career Advancement in Multinational Corporations: An Exploratory Study "

scholarly journals The Plight of Women in Positions of Corporate Leadership in the United States, the European Union, and Japan: Differing Laws and Cultures, Similar Issues

2020 ◽  
pp. 279
Author(s):  
Bettina Binder ◽  
Terry Morehead Dworkin ◽  
Niculina Nae ◽  
Cindy Schipani ◽  
Irina Averianova
Keyword(s):  
United States ◽  
European Union ◽  
Gender Gap ◽  
Gender Discrimination ◽  
Gender Diversity ◽  
The United States ◽  
Economic Benefits ◽  
Corporate Boards ◽  
The European Union ◽  
The Status

Gender diversity in corporate governance is a highly debated issue worldwide. National campaigns such as “2020 Women on Boards” in the United States and “Women on the Board Pledge for Europe” are examples of just two initiatives aimed at increasing female representation in the corporate boardroom. Several European countries have adopted board quotas as a means toward achieving gender diversity. Japan has passed an Act on Promotion of Women’s Participation and Advancement in the Workplace to lay a foundation for establishing targets for promoting women. This Article examines the status of women in positions of leadership in the United States, several major countries in the European Union, and Japan. We focus on the legal backdrop in each jurisdiction regarding gender discrimination and studies tending to demonstrate the economic benefits of gender diversity. We conclude that although important steps have been taken in the direction of narrowing the gender gap in all jurisdictions examined, progress has been slow and difficult across the board. The issue of too few women at the top will not be resolved until there is a wider acceptance that female leaders can benefit their organizations and contribute to social and economic progress. Moreover, the presence of women on corporate boards is valuable in and of itself and the status quo ought to be further challenged in international business.

E-Business Adoption Framework in the Hospitality Industry

2013 ◽  
pp. 225-243
Author(s):  
Kennedy O. Ondimu ◽  
Geoffrey M. Muketha ◽  
Collins O. Ondago
Keyword(s):  
Hospitality Industry ◽  
Small And Medium Enterprises ◽  
Graduate Degree ◽  
Firm Level ◽  
The Status ◽  
Kenyan Coast ◽  
Information And Communication ◽  
Internal Operations ◽  
Medium Enterprises ◽  
And Control

While the hospitality industry in the Kenyan Coast has adopted Information and Communication Technology (ICT), application of the same is limited to internal operations and control. The industry’s e-business adoption lags behind similar industries such as tours and travel. Earlier research in e-business adoption does not suggest intervention for improvement of Small and Medium Enterprises’ (SMEs) status and lacks focus on any specific industries. The aim of this chapter is to address this gap by analyzing the Kenya Association of Hotelkeepers & Caterers’ (KAHC) e-business readiness using a three-interrelated-level framework; namely, firm level, market and industry, and institutional and regulatory levels. This chapter presents results of an ongoing project that we are currently working on, related to one of the authors’ graduate degree research program that began in 2008. In this research, we adopt a survey approach that is supplemented by case studies of other countries’ implementations from literature. Findings show that the hospitality industry at the Kenyan coast is not ready for e-business adoption and we develop a framework to help facilitate readiness. The findings imply that as a competitive strategy, establishments which have been competitors need to become collaborators; and KAHC and its membership need to adopt e-business to not only remain competitive, but also to survive. The findings are beneficial to KAHC and the Kenyan government in evaluating the status of e-business readiness as well as adoption in similar industries. Other developing countries can also adopt the framework.

Understanding Career Barriers of Women Executives

2019 ◽  
pp. 200-217
Author(s):  
Nermin Kişi
Keyword(s):  
Glass Ceiling ◽  
Women Executives ◽  
Career Advancement ◽  
Business Environment ◽  
Women's Leadership ◽  
Career Barriers ◽  
Women's Career Advancement ◽  
Glass Cliff ◽  
And Gender ◽  
Day By Day

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.

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