Gender stereotyping and its impact on human capital development in contemporary Russia

Zavyalova, Elenа K.; Kosheleva, Sofia

doi:10.1080/13678868.2010.483823

Cited by 18 publications

(14 citation statements)

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“…For instance, they may still be concerned if in some way EMNEs may transfer the business practices that are not protected by law to the local subsidiaries. They may associate Russian companies with bad career enhancement and a lesser appreciation of female employees, since these companies still have crucial gender-based salary differences and women seem to be confronted with socio-political barriers when developing a career in Russian companies (Zavyalova & Kosheleva, 2010). However, due to regulations such as concerning maternity leave or vacation days, they may also perceive US companies as less attractive.…”

Section: The Role Of Gendermentioning

confidence: 99%

The influence of images on organizational attractiveness: comparing Chinese, Russian and US companies in Germany

Held

Bader

2016

The International Journal of Human Resource Management

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In developed markets, Emerging Market Multinational Enterprises' (EMNEs) organizational attractiveness may crucially depend on applicants' country and corporate character images. Applying image and signaling theory, this study compares the influence of these images on the organizational attractiveness of Chinese, Russian, and US companies in Germany. Employing data from 287 German business students, findings show that applicants prefer US over Chinese and Russian companies as future employers, confirming the existence of the liability of emergingness. Moreover, findings indicate gender differences in applicants' attraction towards EMNEs. In particular, female applicants are less attracted to EMNEs with a bad corporate character image than male applicants are.

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Section: The Role Of Gendermentioning

confidence: 99%

The influence of images on organizational attractiveness: comparing Chinese, Russian and US companies in Germany

Held

Bader

2016

The International Journal of Human Resource Management

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“…In Russia, necessity to take on challenges related to inclusion of employees with childcare commitments has been in existence for more than 100 years, since 1917. In 1928, women already accounted for 24% of workers and employees in the national economy [Zavyalova, Kosheleva, 2010]. In 2018, women accounted for 56% of employees, despite the fact that in 2018 53.2% of women above 14 years were not employed [Federal State Statistics Service, 2019].…”

Section: Role Of the Governmentmentioning

confidence: 99%

“…Nevertheless, dis-tribution of social roles is still framed by discourses, motivating women to "lean in" into work conditions hardly compatible with childcare commitments; while men struggle in search of how to "lean out" of them in order to devote more time to their children [Gutsell, Remedios, 2016]. Thus, women in Russia still face non-favourable stereotypes, most of each are denied even by women themselves [Zavyalova, Kosheleva, 2010].…”

Section: Role Of the Governmentmentioning

confidence: 99%

“…The second intervention followed assumption that the government might ease the problem of combining work and childcare commitments by forcing employers to grant equal rights and provide young parents with additional support. However, past researches gave opposing results [Zavyalova, Kosheleva, 2010]. For example, in Russia, managers did not consider women as candidates for "male" positions, even though these positions were not mentioned in the legal list of the 456 forbidden positions for women [Fedorenko, 2019]; and firms provided up to 40% less salary compared to men with the same qualifications and amount of work performed [Zavyalova, Kosheleva, 2010].…”

Section: Role Of the Governmentmentioning

confidence: 99%

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Determinants of return to work after maternity leave in Russia: A logistic regression approach

Aleksandra

Sofia

Anna

2020

RMJ

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This paper aims to identify the determinants of return to work after maternity leave in Russia. Can an organisation influence employees’ decision about withdrawal from the market after leave arrangement, or does it fully depend on the contextual and personal characteristics of the employee, as assumed by the discourses of merit and choice? Logistic regression analysis helps to answer the raised questions, referring to responses of 721 mothers with previous working experience. The research revealed that employers indeed can improve inclusion of employees with childcare commitments, fostering their return after the maternity leave. Despite high regional diversity of Russian population, contextual specificity barely influences the decision of employees regarding their returning to work with the same employer, similarly to their level of education, firms’ equity or amount of children. Among personal characteristics, income was found to play an important role in return decisions, as well as the age of the smallest child. The paper contributes to the debates on the fluidity of gender and work identity as well as organizational control over the identity work.

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“…This was largely attributed to fewer desirable positions and a preference for hiring men (Zavyalova and Kosheleva, 2010). Further, the labor market not only discriminated based on gender, but also on age, with hiring practices favoring younger women (Kay, 2002).…”

Section: Gender Discrimination In Russia Since the 1990smentioning

confidence: 99%

Gender violence and discrimination in Russia: Learning from an American–Russian partnership

Hawkins

Knox

2014

International Social Work

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Russian social services and the social work profession have experienced dramatic growth since the 1990s due to numerous political, societal, and economic changes. This article discusses gender violence and discrimination against women, perhaps the most pressing problem confronting Russia today. The authors conduct a literature review and describe a collaborative engagement between a social work graduate education program in Russia (Vologda) and the United States (Texas) that involved curriculum development, classroom teaching, professional training, and agency consultation. It recommends policy, practice, and research needed to continue improving social services for Russian women, their families, and the community that also informs social work practice in the United States, with particular emphasis on domestic violence. KeywordsAlcoholism, domestic violence, gender discrimination, gender violence Women in Russia have experienced gender violence and discrimination historically, yet there are dramatic changes currently occurring in the political and social responses to these problems that offer unique opportunities for social workers to improve services for women. The extent of gender violence and other types of discrimination against women and the current needs and obstacles for Russian social service and legal systems can be better understood through knowledge of the historical and cultural contexts of these problems. The Soviet Union failed to respond to the problems of domestic violence and did not provide services or shelters for victims, and since Perestroika,

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Gender stereotyping and its impact on human capital development in contemporary Russia

Cited by 18 publications

References 1 publication

The influence of images on organizational attractiveness: comparing Chinese, Russian and US companies in Germany

The influence of images on organizational attractiveness: comparing Chinese, Russian and US companies in Germany

Determinants of return to work after maternity leave in Russia: A logistic regression approach

Gender violence and discrimination in Russia: Learning from an American–Russian partnership

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