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Background: Worldwide, women are found to suffer from depression significantly more than men. This has puzzled the scientists since no biological explanation can completely resolve the matter. Method: Extant empirical work has been conducted to solve the mystery of the issue. However, most of the research has pivoted their attention to biology. Therefore, based on the previous literature from the disciplines of medicine, psychology and sociology, the author aimed at looking and reviewing the matter critically. Specifically, the present critical review aims at conceptualising the psychological, social and cultural factors in the context of gender difference in depression. Discussion: The work reveals that psychological variables such as women's unique attachment patterns, relational self-construal, as well as a macro-level issue like power dynamics based on gender, and the skewed division of labour play an important role in gender difference in depression. The work also suggests that focusing solely on biological underpinnings may result in losing the entire scenario; therefore, social and cultural issues that place women in a socially disadvantaged position are equally important.

In the present qualitative study, we explored to what extent gender has been an integral part of workplace experience and career growth among female software engineers in Indian Information and Technology sector. Following a purposive sampling strategy, data were drawn from twenty-one female software engineers. Semi-structured, in-depth interviews were conducted. A hybrid of theoretical and inductive thematic analysis was done to answer the research questions. For analyzing the data through theoretical thematic analysis, Acker's (1990) "Hierarchies, Jobs, Bodies: A Theory of Gendered Organizations" was used as the theoretical lens. The result revealed that four features of gendered processes in the organization, that is, the gendered division of labour, gendered symbols and images, gendered interactions, and gendered effects on individual identity are experienced by female technology professionals. The impacts of these gendered processes in the career-growth and job-experience has been discussed. Moreover, gender-based stereotype, discrimination, the gendered division of labour inside the family, and self-silencing inside organization are found to be the gender-related aspects which function as inhibitors of women's growth in career.

Self-silencing has been extensively studied in the context of the relational aspect of the female psyche. The previous research on self-silencing mostly emphasized on intimate partner relationships and not much is explored in the context of workplace relationships, that is, relationships with colleagues, team managers etc. The present study aims to explore the self-silencing phenomenon in workplace relationships among a sample of female software engineers (N=21) in India. A purposive sampling strategy was used to select the participants of the study. Semi-structured, in-depth interviews were conducted to collect the data for the thematic analysis. At first, theoretical thematic analysis was done where Dana C. Jack's (1991) self-silencing theory has been used as the theoretical lens. Then, inductive thematic analysis has been used for unravelling the mechanisms, antecedents, consequences involved in self-silencing inside the organization. The result revealed that the need to maintain relationships, need to conform to the traditional feminine roles, a sense of powerlessness, and some factors inherent to the culture of the organization functioned as the antecedents of self-silencing in the organizational setting. Self-silencing inside an organization is also found to affect the female software engineers' psychological wellbeing and their growth in career. Moreover, it hampers the growth of the organization since negative experiences inside organizations go unreported and women self-silence their views and opinions in group meetings leading to organizational ignorance.

The connection between gender and health has intrigued health professionals in the last few decades. Silencing-the-self theory has brought a considerable clarity in this matter. After around three decades of the theory, the literature related to the theory has immensely flourished and has covered different branches of psychology. The aim of the present work is to provide a comprehensive picture of the qualitative and quantitative research findings that have connected self-silencing to health and well-being of women. This article presents a critical review of relevant articles. These articles have used the self-silencing theory as an explanation of women's higher vulnerability to certain diseases as well as their experience with them. Self-silencing has been found to explain the gender gap in psychiatric disorders like depression, eating disorders and so on. It also influences the resilience and therapeutic effects among female patients with chronic conditions such as cancer, AIDS and so on. Moreover, self-silencing has also been found to be associated with women's health issues such as pre-menstrual dysphoric disorder. The present study discusses the existing literature in a narrative manner along with suggesting some relevant research gaps that can be worth exploring in the future.

PurposeThe inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.Design/methodology/approachFor systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.FindingsThe result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.Originality/valueThe paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.