According to a study by the ILO (2001), women's share of the labour force is increasing worldwide. Today, women's participation rate in the labour force is over 40 per cent of the global workforce. .Higher educational levels and falling fertility rates have contributed to this increased participation. There is also some evidence that women in some Asian countries may be less marginalised in their advancement into top managerial positions than their counterparts elsewhere. .As women become more educated and qualified for managerial positions, the number of Asian women managers and executives is predicted to rise over the next decade. This book examines the opportunities and barriers for women managers in Asia and presents an update on their progress in management.
Does gender make a difference to the way the judiciary works and should work? Or, is gender blindness a built-in prerequisite of judicial objectivity? If gender does make a difference, how might this be defined? These are the key questions posed in this collection of essays. The book's pressing topicality is underlined by the fact that male opposition to women's admission to, and progress within, the judicial profession has been largely based on the argument that, because of their gender, women are naturally programmed to show empathy, partiality, and gendered prejudice - in short, essential qualities running directly counter to the need for judicial bjectivity. There remains a more or less pronounced glass ceiling to women's judicial careers.