Special Issue: “Gender Equality in the Workplace: Theory and Practice for Decent Work and a Climate of Inclusion”

1. Introduction

This Special Issue arose from the desire to explore, through a multidisciplinary and international approach, the complex dynamics—often invisible but deeply entrenched—that continue to hinder the achievement of gender equality in the workplace. In a global context marked by rapid economic, technological, and cultural transformations, the issue of gender equality not only has strategic importance from an ethical and social perspective but is also a determining factor for the innovation, productivity, and sustainability of organisations. The aim of this collection is twofold: on the one hand, to offer a platform for critical and rigorous reflection on the persistence of gender inequalities in contemporary work contexts; on the other, to promote theoretical and practical strategies that foster the construction of dignified, equitable, and inclusive working environments capable of valuing diversity and actively combating all forms of discrimination.

In line with the Sustainable Development Goals of the 2030 Agenda, particularly Goal 5 (Gender Equality) and Goal 8 (Decent Work and Economic Growth), this Special Issue aims to contribute to the creation of scientific knowledge oriented towards action, capable of engaging with institutions, businesses, educational systems, and civil society. Gender equality can no longer be considered an accessory or residual goal; it must be recognised as a structural component of any strategy aimed at collective well-being and social cohesion.

Gender equality in the workplace is, in fact, not only a matter of social justice, but also a fundamental lever for economic progress and the resilience of societies. International studies show that organisations that promote inclusive gender policies benefit from better performance, greater innovation, lower turnover, and more cohesive and motivating work environments. However, despite such evidence, concrete and widespread obstacles remain: pay gaps, horizontal and vertical segregation, discrimination in career paths, underrepresentation in decision-making roles, and gender-based violence phenomena that are still largely underestimated.

As such, it is necessary to adopt a multidimensional and intersectional perspective that captures the complexity of inequalities, going beyond a simple binary opposition between men and women. Gender inequalities often intersect with other factors of vulnerability, such as ethnic origin, sexual orientation, gender identity, disability, age, and socio-economic status, generating forms of multiple and cumulative exclusion.

2. Barriers and Inequalities: A Multidimensional Overview

Gender inequalities manifest in heterogeneous and multifaceted ways across different work contexts, emerging as both internal barriers—such as conflicts between family and professional roles, low self-esteem, internalised stereotypes, and fear of judgment or failure—and external barriers, linked to mechanisms of systemic discrimination, persistent gender stereotypes, excluding business practices, and a lack of formal and informal support networks. These obstacles have tangible and measurable effects not only on women’s careers and employment conditions but also on their psychological well-being, quality of life, and professional self-determination.

The 15 contributions published in this Special Issue offer a rich and articulated mosaic of perspectives, methodologies, and contexts. Through analyses based on qualitative, quantitative, and systematic review approaches, the presented research addresses gender inequalities across a variety of sectors and geographical areas (Latin America, Asia, Europe, the Middle East), highlighting how the issue of gender equality is neither uniform nor abstract but deeply situated in the socio-cultural and institutional contexts in which it manifests.

This glocal dimension—simultaneously global and local—is one of the strengths of the collection, aiming to move beyond generalising views to offer contextualised reading keys and intervention proposals that are sensitive to the specificities of the territories and communities involved. Experiences of discrimination, as well as practices of resistance and policies of inclusion, are never neutral or universal but take on different forms, intensities, and meanings depending on the structural and cultural conditions in which they are embedded. As Guest Editors, we were committed to assembling an interdisciplinary and intercultural portfolio of contributions. These studies employ diverse methodologies (quantitative, qualitative, mixed-methods) and draw upon theoretical frameworks spanning psychology, sociology, gender studies, anthropology, and organisational behaviour. The 15 articles offer a comprehensive examination of gender parity in professional settings, enriching current academic discourse with innovative perspectives and context-sensitive insights.

3. Overview of the Contributions

• Krambia Kapardis, Mavrikiou, & Symeou
  This article provides an in-depth analysis of gender disparities in academic leadership in Cyprus through a radical feminist lens. The authors clearly distinguish between external barriers, such as familial responsibilities disproportionately affecting women and institutional exclusion limiting their access to leadership roles, and internal impediments, including impostor syndrome, which causes many women to doubt their abilities and undervalue their achievements. The study highlights how both socially imposed and internalised constraints profoundly influence women’s career trajectories in academia. The authors advocate for systemic reforms at both the governance and organisational-culture levels to dismantle these barriers and foster a more equitable and inclusive environment in which women can access and thrive in leadership positions.
• Sandberg
  This qualitative study examines the presence and impact of Masculinity Contest Culture (MCC)—a work culture characterised by extreme competition, demonstrations of strength, and emotional suppression—within startup environments. Although MCC is not ubiquitous across all contexts, the research demonstrates that its intensity increases significantly in male-dominated teams. Such a culture may undermine employee well-being and hinder collaboration. Sandberg argues that shared and participative leadership models offer a viable alternative to these toxic dynamics, promoting more inclusive, emotionally healthier workplaces that value the contributions of all team members regardless of gender.
• Gonçalves, Trainor, & Ursini
  Applying the demand–constraint–choice framework, this qualitative paper explores the entrepreneurial ecosystem for women in Dublin, investigating the challenges and opportunities they face. The study identifies three key factors shaping women’s entrepreneurial decisions: temporal pressures associated with balancing work and personal responsibilities, limited access to financing often encountered by female entrepreneurs, and socio-cultural expectations that may constrain their perceived role as business owners. The authors emphasise the importance of multi-level support structures—including mentorship networks and flexible public policies—to create a more supportive environment for female entrepreneurship and help reduce gender disparities in the business sector.
• Albornoz-Arias, Rojas-Sanguino & Santafe-Rojas
  In this paper, the authors offer a highly valuable contribution by examining the everyday challenges faced by rural women involved in the cocoa production chain in Sardinata, Colombia. Through a robust qualitative approach, the study sheds light on entrenched structural inequalities that limit women’s access to economic resources, credit, training, and, crucially, decision-making processes within agricultural communities. The research highlights how the overlapping of caregiving responsibilities and agricultural labour is not merely a matter of physical burden, but a manifestation of systemic exclusion from spheres of power and recognition. Within this framework, female empowerment is framed not only as a moral imperative but also as a practical lever for economic and social transformation—one capable of fostering sustainable development and community resilience, while reshaping gender relations and advancing social justice.
• Cerqueira, Lamy & Loureiro
  Carla Cerqueira, Sónia Lamy, and Diana Choi Loureiro provide a critical analysis of the persistent barriers to women’s political participation in Portugal, revealing that gender inequality extends well beyond formal representation figures and is deeply embedded in enduring cultural and communicative structures. Their multidimensional study uncovers how gender stereotypes, distorted media portrayals, and internalised social norms collectively marginalise women within the political sphere, even in settings that outwardly appear democratic and egalitarian. The authors emphasise that mechanisms of exclusion are often implicit, operating subtly through language, imagery, and practices that undermine women’s competence and authority. This contribution calls for a rethinking of gender equality policies—not solely as a matter of formal access, but as a broader cultural shift aimed at transforming the symbolic codes that shape public life.
• Rana, Lee, Saher & Shabbir
  Muhammad Qasim Rana, Angela Lee, Noreen Saher, and Zeba Shabbir focus on a critical yet often underexplored phase in the trajectory of Pakistani women: the transition from higher education to the professional world. Drawing on quantitative data, their study reveals how deeply rooted socio-cultural and familial barriers continue to hinder women’s full integration into the workforce, despite increasing levels of educational attainment. These obstacles include gendered expectations regarding marriage, mobility restrictions, and the prioritisation of domestic roles, which collectively contribute to high attrition rates among educated women. The research underscores the need for policy interventions that are not only inclusive but also sensitive to local socio-cultural dynamics, aiming to dismantle structural barriers and promote a more enabling environment for female professional development.
• Sandoval-Martin & Martínez-Sanzo
  Teresa Sandoval-Martin and Ester Martínez-Sanzo offer a compelling and timely investigation into the gender biases embedded within generative artificial intelligence tools, such as DALL·E and Bing Image Creator. Their work sheds light on how these systems, despite being products of advanced technological innovation, continue to replicate and reinforce sexualised and stereotypical representations of women—even within professional contexts. This contribution raises critical concerns about the implications of such imagery, particularly in terms of educational exposure and the shaping of societal perceptions. The authors argue that the persistence of gender bias in AI-generated content risks normalising reductive portrayals of women and perpetuating systemic inequality. As such, they call for a critical re-evaluation of algorithmic design and training datasets, advocating for inclusive and ethically responsible AI development that actively resists the replication of discriminatory norms.
• Živković et al.
  Danijela Živković and her co-authors examine the relationship between physical activity and quality of life among secondary school teachers, revealing notable gender disparities across several domains of physical and psychological well-being. Their findings highlight how gendered expectations and workloads—both professional and domestic—shape teachers’ capacity to maintain a healthy lifestyle, impacting stress levels, emotional resilience, and overall life satisfaction. This study underscores the importance of gender-sensitive approaches to occupational health policies, particularly within the education sector, where the well-being of teaching staff directly influences educational outcomes. The authors call for institutional strategies that not only encourage physical activity but also address structural inequities that disproportionately affect women educators.
• Lee, Alsereidi & Ben Romdhane
  Sang Lee, Raya Hamad Alsereidi, and Samar Ben Romdhane explore the perceptions of gender equality among public relations professionals in the United Arab Emirates, offering a nuanced understanding of the intersection between workplace culture and broader societal norms. Their research presents a generally optimistic outlook among practitioners, who acknowledge growing awareness and formal commitments to equality within the sector. However, the study also identifies lingering issues related to gender bias, especially in relation to role expectations and cultural traditions that subtly influence organisational behaviour and career progression. This contribution is particularly valuable in highlighting the coexistence of progressive policy frameworks with deeply ingrained cultural attitudes, and it emphasises the importance of context-specific strategies to promote genuine inclusion in professional environments.
• Baptista, Costa & Gonçalves
  José Baptista, Dália Costa, and Sónia P. Gonçalves present a comparative analysis of employment conditions between trans- and cisgender individuals in Portugal, with a specific focus on job security and access to decent work. Their findings reveal stark disparities that disadvantage trans individuals, who face significantly higher levels of precarious employment, discrimination, and barriers to economic stability. The study powerfully underscores the systemic nature of trans exclusion in labour markets and calls for urgent, targeted policy interventions to foster workplace inclusivity and equity. This research contributes to the growing recognition that legal protections alone are insufficient, and that proactive, intersectional strategies are essential to ensuring genuine occupational justice for gender-diverse populations.
• Morando, Zehnter & Platania
  Martina Morando, Miriam Katharina Zehnter, and Silvia Platania investigate the concept of reverse sexism, a contemporary and often overlooked form of modern sexism, through the Italian validation of the “Belief in Sexism Shift” scale. Their research examines the growing belief that men are now the primary victims of gender-based discrimination, a perspective that challenges traditional understandings of sexism and its impact on both men and women in the workplace. This emerging form of sexism, often portrayed as a reaction to increasing gender equality movements, can subtly undermine workplace harmony by fostering a sense of resentment and division between the sexes. Through this contribution, the authors call for a more nuanced understanding of contemporary sexism that acknowledges the complexities of gender dynamics in the workplace.
• Silva Segovia, Salinas Meruane & Castillo Ravanal
  Jimena Silva Segovia, Paulina Salinas Meruane, and Estefany Castillo Ravanal investigate representations of masculinity among miners in Chile, offering a socio-cultural critique of the mining industry’s deeply ingrained gender norms. Their qualitative study reveals how a specific masculine habitus—rooted in extractivist logic and characterised by physical resilience, emotional restraint, and consumerist values—dominates the labour culture and extends into personal and familial relationships. The research highlights how this rigid model of masculinity reinforces hierarchies and limits emotional expression, with consequences for both workplace well-being and gender equality. The authors advocate for structural and cultural transformations that humanise mining labour and diversify masculine identities. Through ethnographic methods, they depict how Chilean miners construct masculinity via bodily control, emotional detachment, and efficiency imperatives. The study illustrates how hegemonic masculine norms persist within industrial labour contexts.
• Vara-Horna et al.
  Arístides A. Vara-Horna and co-authors analyse the implicit resistances of Peruvian managers in implementing gender violence prevention policies within corporate environments. Their findings uncover a disjuncture between formal declarations of commitment to gender equality and the persistence of unconscious biases that undermine real progress. These implicit resistances often manifest through passive attitudes, denial of responsibility, or minimal compliance with legal mandates. The study stresses the urgent need for more transformative training programmes that address these latent forms of resistance and foster deeper awareness of gender-based violence as a structural issue requiring organisational accountability. In particular, this research identifies pervasive managerial resistance to gender violence prevention. Cultural patriarchy, the authors argue, undermines policy effectiveness, calling for culturally sensitive leadership training.
• Meza-Mejia, Villarreal-García & Ortega-Barba
  Mónica del Carmen Meza-Mejía and her colleagues conduct a systematic review of the literature on women’s leadership in higher education, mapping out the complex and persistent inequalities that shape academic and managerial roles. The study identifies entrenched gender gaps in career advancement, institutional governance, and decision-making processes, despite the increasing visibility of women in academia. Through their synthesis of global evidence, the authors propose key avenues for action, including mentorship networks, leadership training, and structural policy reforms aimed at dismantling institutional barriers. This contribution is particularly timely in its call for inclusive leadership models that reflect and support gender diversity at all levels of academia.
• Mendes, Morgado & Leonido
  Liliana Mendes, Elsa Gabriel Morgado, and Levi Leonido present a comprehensive review of the participation of transgender individuals in collegiate sports, identifying major gaps in both the academic literature and institutional practice. Their work highlights the pervasive lack of inclusive policies and the marginalisation of trans athletes, who often face ambiguity, exclusion, or hostile environments in university-level sport. The authors argue that fostering transgender inclusion requires a reimagining of gender categories in athletic contexts and the development of affirming frameworks that prioritise safety, equity, and belonging. This contribution stands as a call to action for universities to take a leadership role in promoting gender justice through sport.

Employing a scoping review methodology, this study assesses the inclusion of transgender individuals in intercollegiate sports. By identifying institutional shortcomings, the authors propose guidelines to improve equity, access, and representation in academic athletic systems.

4. Conclusions

A recurring thread that runs through many of the contributions in this Special Issue is the persistence of gender stereotypes and cultural resistance—often subtle and implicit—which function as powerful yet invisible barriers. These forces continue to limit access to opportunities, hinder career advancement, and impact psychological well-being, particularly for women and gender-diverse individuals. The research presented here reveals how such barriers are embedded within institutional, communicative, and socio-cultural structures, making them all the more difficult to dismantle without targeted and nuanced intervention.

What clearly emerges is the necessity of adopting differentiated, context-specific, and intersectional strategies that recognise the complex interplay between gender and other axes of social vulnerability—such as ethnicity, class, geographical location, and gender identity. A one-size-fits-all approach to gender equality is insufficient; instead, we must develop inclusive frameworks that are attentive to diverse experiences and responsive to local realities.

This Special Issue thus offers a timely and substantial contribution to academic and public discourse on gender equity in the workplace. It serves not only to deepen theoretical understanding but also to inform practical and policy-oriented action. By foregrounding the lived experiences of individuals across a wide range of sectors and global contexts, the Issue advocates for systemic change—within organisations, educational institutions, and public policy—to foster more just and inclusive environments. Together, these fifteen contributions offer a robust and multifaceted examination of gender equality in the workplace. They demonstrate that meaningful change requires structural, cultural, and psychological transformations, integrating theory with empirically grounded practice. We extend profound thanks to all authors and reviewers, and to the Social Sciences editorial team, for their commitment. We hope this Special Issue inspires continued academic inquiry and tangible progress toward inclusive, dignified, and sustainable professional environments.