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Gender discrimination is a pressing issue in gender research across the globe. While the Government of Nepal has taken several measures to address gender discrimination it remains prevalent at all levels of society. This paper examines the prevalence of gender discrimination in Nepal and its variability based on socio-demographic status. It employs micro-level data generated by Nepal National Governance Survey 2017/18 was used and analyzed through a logistic regression model. The results showed that the experience of gender-based discrimination varies based on socio-demographic factors including: gender, age, urban/rural, education, and economic status. Women's experiences of discrimination or marginalization vary based on their intersectional identity. The deeply ingrained patriarchal gender ideology in Nepal, driven by traditional cultural values and practices, perpetuates discrimination along gender lines. Keywords: Discrimination, Gender, Patriarchal, Women, Nepal.

In November 1996, California voters passed the controversial California Civil Rights Initiative (Proposition 209) to abolish race- and gender-preference programs by amending the state constitution. Although the constitutionality of this initiative is being debated in court and the final outcome is still to be decided, the potential impact of such legislation is widespread within the public works agency administration. Historically, public works agencies have developed and defined their workplace protection policies by referencing laws or regulations that were designed to protect employees. However, in the face of initiatives such as Proposition 209, this type of referencing may facilitate gender and/or racial discrimination. This article examines the implications of "incorporation by reference" and alternative methods of effective policy development.

This study is the first to focus on gender discrimination of women journalists working in Korean newspapers. It tries to identify the extent and types of discrimination, and to identify factors associated with it. Virtually all respondents experienced gender discrimination and felt it is prevalent in the industry. In particular, women experienced discrimination for story and beat assignments, promotions, and training opportunities. They were excluded from receiving important information from managers within the newsroom and from sources. They also encountered verbal and physical sexual harassment and age discrimination. (Asian J Commun/NIAS)

Many countries have made real progress towards gender equality in recent decades. However, Australian women continue to earn less than men, are less likely to advance in their careers, and more likely to spend later life in poverty. Key gender inequality issues explored include sex discrimination, human rights and the law; women in leadership roles; and gender equality at work. What is Australia doing to close the gender gap? Also includes: worksheets and activities, fast facts, glossary, web links, index.

 Yesterday, I participated in a roundtable on gender discrimination in security studies at the annual conference of the European Initiative on Security Studies [EISS].  EISS is a relatively new network of European security scholars.  This is, I believe, my third time attending, as I have been seeking to build connections between the CDSN and Europe.  It doesn't hurt, of course, that the EISS conferences have been in Paris, Berlin, and now Barcelona.  I presented my very preliminary work on the next project--variations in what Defense Agencies (DoD, MoD, etc) do, receiving lots of very helpful comments during that panel and the lunch that preceded it.  A couple of months ago, Hugo Meijer, the Director of EISS, asked me if I would be willing to join a panel on gender discrimination.  I had some hesistancy as I am not an expert--as I told the room yesterday, I am a feminist but my work does not take feminist approach to international relations and I don't study gender.  That last bit is not as true as it used to be, as I am involved in a project that has surveyed Canadian security scholars about their experiences, focusing on gender discrimination.  But I agreed to speak since I have seen a lot of problems over the years and was going to be the most experienced (oldest) person on the panel.  Plus I was the only one to give a North American perspective.  I was joined by fellow civ-mil scholar and super kind Chiara Ruffa of Science Po as well as two feminist scholars who were online: Annick Wibben of Swedish Defence University, and Vanessa Newby, Leiden University. We were asked two questions: when did we first notice gender problems in the field and what is some advice we have for handling this stuff?  The first question was pretty easy: almost immediately as there was a case of sexual harassment in my grad program.  I then discussed that two of the places that I worked had toxic environments thanks to male profs preying upon grad students, as well as citation patterns and hiring stuff.  That men have often reported that women get all of the jobs, which is strange since there are still plenty of men in the discipline.  I didn't have time to get into the love of old boys networks by some senior scholars or how some post-doc funders tended to only give to men back in the day.  In short, lots of problems which I have discussed here from time to time.  Chiara, Annick, and Vanessa had much more to say on this, alas.  For the second question, I cautioned that I can't really tell women how to behave--not my role--but I had some ideas for making some improvements--building from my CDSN experience--to be deliberate about panel organization--no manels, deny platforms to those who are known to be predators or otherwise assholes, find or found organizations that seek to elevate and mentor women and work with them, as we have with WIIS-Canada, WCAPS-Canada, as well as Out in National Security such as WIIS Europe.  In the following Q&A, folks raised questions about the pace of change and what can we do in the face of structural problems.  I mentioned this meme:  But then I noted an earlier presentation that day invoked structuration theory (something I wrote about in my very first IR theory class in grad school, taught be the gone too soon John Ruggie)--that agent and structure shape each other.   So, we need to act individually and collectively to change the norms, the institutions, and the social structures that, well, maintain patriarchy.  I pointed out that when I started, the room would have been almost entirely male, and that EISS and CDSN are efforts to foster more diverse defence/security communities.  These folks have a right to be impatient, but we ought not be too pessimistic or deterred--we can make a difference and improve things.   It was a good and important conversation to have, and I hope it spurs further conversations.  It was strange to be discussing this stuff on a day where the US Supreme Court made things worse for women, for LGBTQ2S+, and for other historically excluded groups... but definitely much needed.

The article presents gender inequality in the sphere of work in Moscow city. The purpose of this work is to determine the acuteness of discrimination men and women in matters of employment, and to understand how the gender aspect is relevant in the Moscow labor market. People from other regions come to the capital to get a job, and therefore the city of Moscow is the center of employment of Russian citizens from all over the country. It is important to monitor how equal are the opportunities for men and women in the capital to find the desired job, what difficulties candidates face in finding and choosing a job with. I provide a legislative framework designed to ensure the equality of all citizens before the law, and show how the principle of equality is implemented in practice. For this I present the results of the author's survey of HR experts-managers who specialize in studying the labor market and the processes taking place on it, as well as research conducted by the Headhunter, Superjob job sites, the Hays recruitment agency. As a result, it has been determined that in the labor market both men and women experience discrimination, and this is connected with the opinion of the candidates, they define, where can more realize themselves, and what salary should be for them. At the same time, gender inequality loses its sharpness against the background of other problems, and experts predict a growing decrease in the difference between the positions of men and women in the labor market.

In the Middle Ages women in the Italian Alps had substantially more rights on collective properties than in the Modern Age. The documental evidence shows a progressive erosion of women's rights and a convergence toward gender-biased inheritance systems. We tracked the evolution of inheritance regulations on collective land in the peasant communities of Trentino over a period of six centuries (13th-19th). Considering a panel of hundreds of communities, we provide a long-term perspective of institutional change. When population pressure increased, a patrilineal system emerged as a protective measure to preserve the per-capita endowment of collective properties within a community. This study raises general issues about the role of local level versus centralized decision-making in delivering gender equality and about the long-term trade-off between the protection of common resources and a healthy genetic pool at the community level.