Damaske, Sarah. For the Family? How Class and Gender Shape Women’s Work. Oxford University Press, 2011.
This book is authored by Damaske Sarah, who is not only a scholar of unemployment, work-family, and gender but also a professor of sociology, labor and employment relations at Pennsylvania State University. Damaske examines women from various social groups and races, offering a contrast that is uncommon in current work-family studies. Furthermore, the study aligns with the title as it discusses how class determines whether women should go to work.
Marcus, Bonnie R. The Politics of Promotion: How High-Achieving Women Get Ahead and Stay Ahead. John Wiley & Sons, 2019.
The Author of this book is the founder and president of Women’s Success Coaching, a company whose mission is to help women advance in their careers. The article is appropriate for the study because it is current and contains the most recent research on women and work.
Annabi, Hala, and Sarah Lebovitz. “Improving the Retention of Women in the IT Workforce: An Investigation of Gender Diversity Interventions in the USA.” Information Systems Journal, vol. 28, no. 6, 2018, pp. 1049–1081. Web.
This source believes that organizations must improve their ability to recruit and keep women to fulfil the rising demand for IT experts. This study developed a thorough framework based on comparative case studies of 9 firms to comprehend these organizational initiatives better. The framework incorporates the characteristics of the intervention, the challenges faced by women, and the coping mechanisms they employ to overcome them.
Naff, Katherine C. To look like America: Dismantling barriers for women and minorities in government. Routledge, 2018. Web.
This source is intended to provide a unique viewpoint to those interested in the challenges that an increasingly diverse workforce presents to public sector organizations. It is relevant to the topic because it compels employers to address real and perceived barriers to the participation and advancement of women and minorities in their workplaces. The book used empirical measures to determine the extent of the impediments.
Kim, Young Hwa, and Karen M. O’Brien. “Assessing Women’s Career Barriers across Racial/Ethnic Groups: The Perception of Barriers Scale.” Journal of Counseling Psychology, vol. 65, no. 2, 2018, pp. 226–238. Web.
This source utilized a popular measure of perceived career impediments and examined its element form, computation invariance, and psychometric qualities. The findings indicated a 9-factor system for the insight of hurdle Scale; Asian, African American, Latina, and White college ladies showed configurable, metric, and scalar invariance for the 9-factors.
Gatrell, Caroline. “Shattering the Stained Glass Ceiling: Women Leaders in the Church of England.” Women, Business and Leadership, 2019, pp. 299–314. Web.
This research study aimed to examine how African American women’s lived experiences of becoming leaders intersected with issues of race and gender. The purpose of this qualitative source was to investigate the effects of race and gender on African American women who work in academia. A phenomenological research methodology was used to fully comprehend the participants’ shared experiences and adequately capture their stories. Results indicate those female participants agreed that their experiences with race and gender influenced how they became academic leaders.