Research

GIWL is a multi-disciplinary research institute that brings together world-leading expertise across academic disciplines and fields in the areas of workplace gender equality and women's leadership. Our research is driven by three key priorities:

1.Identifying the things that facilitate systemic change in workplace gender equality and women’s representation in leadership

2.Understanding the intersectional nature of workplace gender discrimination

3.Developing and testing evidence based solutions to increase women’s representation in leadership roles

 

A complete list of GIWL ANU publications can be found in the list below, or you can explore some of our recent projects by theme:

Gender Pay Gap

A Code of Conduct for Parliament House

Women in the Media

GIWL ANU has also established a network of Research Affiliates. Our affiliates make up a global network of accomplished research partners working towards the common goal of improving workplace gender equality and women’s leadership. You can find out more about the network and the cutting edge research being undertaken in women’s leadership and workplace gender equality here.

If you are interested in partnering with GIWL at ANU on research or other ways to accelerate change, we would love to hear from you. Please contact us.

 

Publications

Montage of key political party logos and the images of four male political leaders

Election 22 - Glass cliff candidates

Author/editor: Summerhayes, E. and Ryan, M.

Year published: 2022

Research policy brief - Women candidates running in unwinnable seats in the 2022 federal election As major political parties make up the vast majority of MPs in the House of Representatives, increasing the number of female candidates they put forward at each election is important in ensuring our...

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A woman at a desk looking at papers

Intersectional Invisibility in Women’s Diversity Interventions

Author/editor: Chuck Yan E Wong, Teri A Kirby, Floor Rink and Michelle K Ryan

Year published: 2022

Many diversity interventions for women are ineffective. One reason for this may be that the field that diversity interventions are usually based on, the social sciences, often do not consider intra-group differences among women. Specifically, differences by racialization may be excluded from such...

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Image of a man's arm with a watch on, the man is wearing green medical scrubs and has a stethoscope around his neck

Overestimating women’s representation in medicine: a survey of medical professionals’ estimates and their (un)willingness to support gender equality initiatives

Author/editor: Begeny, C., Grossman, R., Ryan, M.

Year published: 2022

ABSTRACT Objective Amidst growing numbers of women in certain areas of medicine (eg, general practice/primary care), yet their continued under-representation in others (eg, surgical specialties), this study examines (1) whether medical professionals mistakenly infer that women are now broadly well...

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Psychology of Women Quarterly - Read more

The Gendered Consequences of Risk-Taking at Work: Are Women Averse to Risk or to Poor Consequences?

Author/editor: Morgenroth, T., Ryan, M., Fine, C.

Year published: 2022

Women are seen as more risk-avoidant in the workplace, and some have argued that this contributes to occupational gender gaps. Across two correlational and three experimental studies (total N = 2280), we examined the role of consequences of workplace risk-taking in determining the likelihood of...

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Michelle Ryan standing in front of a bookshelf

To advance equality for women, use the evidence

Author/editor: Ryan, M.

Year published: 2022

These are three mistakes universities make when they attempt to improve gender equity.

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What Does it Mean to be a Woman? How the Content of Gender Identity May Facilitate Women’s Coping with Sexual Harassment

Author/editor: Kate A. B. Western, Associate Professor Tegan Cruwys, Professor Michelle K. Ryan

Year published: 2022

Sexual harassment and other forms of gendered discrimination are social psychological phenomena, yet the psychological impact of sexual harassment has rarely been examined through a model which considers the role of diverse content of gender identity (i.e. norms). The authors used an experimental...

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Women who challenge or defend the status quo: Ingroup identities as predictors of progressive and reactionary collective action

Author/editor: Dr Gosia Mikołajczak, Dr Julia C. Becker and Professor Aarti Iyer

Year published: 2022

Collective action (CA) research looking at gender has focused predominantly on feminist activism, overlooking activism of women who reinforce gender inequalities and traditional gender roles (such as women supporting men's rights or anti-abortion protesters). Authors address this oversight,...

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2021 Women for Media Report: ‘Take the Next Steps’

Author/editor: Dr Blair Williams and Dr Jenna Price

Year published: 2021

Key findings: What women write about is gendered. Topics most likely to be reported on by women include health (53%) and entertainment (44%). What men write about is also gendered, and the topics that are “men’s topics” include politics (65%) and sports (87%). Men are entitled to have an opinion...

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Essays on Equality 2021: Covid-19: the road to a gender equal recovery

Author/editor: Global Institute for Women's Leadership at King's College London

Year published: 2021

Produced by the Global Institute for Women's Leadership at King's College London, the latest edition of Essays on Equality focuses on the gendered impacts of Covid-19 and, crucially, how we can begin to undo the damage caused by the pandemic in order to acheive a feminist recovery. Download the...

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Gender inequalities during COVID-19

Author/editor: Dr Alexandra N. Fisher and Professor Michelle K. Ryan

Year published: 2021

The onset of the global COVID-19 pandemic put a halt to progress toward gender equality and, instead, exacerbated existing gender inequalities across domains—from gendered divisions of labour to economic stability. In this paper, the authors document some of the most glaring gender inequalities...

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Updated:  3 February 2021/Responsible Officer:  Director/Page Contact:  Website Administrator