Introduction

Sex Discrimination Commissioner, Elizabeth Broderick, has been actively promoting the importance of womens representation in decision-making roles in the community, government and business sectors. First and foremost, in virtually all sectors of the paid workforce, women are underrepresented in leadership positions. Public sector At June 2011, women comprised 57.5% of all Commonwealth Public Service employees. As at 30 June 2011, women held 35.3 per cent of Government board appointments, with four Government portfolios meeting the gender balance target. [2] Federal Parliament In 2012, women make up 24.7% of elected positions in the House of Representatives and 38.2% of the Senate.[3] Academia Women account for over half of all academic staff in Australia[4], and make up 42% of senior lecturing staff and 27% of staff above senior lecturer.[5] Law 61.4% of all law graduates are female.[6] Women hold only about 22% of the most senior positions in law firms (as partners, principals, directors or in sole practice).[7] In the Federal Court of Australia, women make up only 16% of the bench.[8] Sports Only about 22% of board directors in National Sports Organisations (NSOs) are women, and nearly one in five NSOs have no women directors[9] The statistics in corporate Australia are even more concerning. The EOWA 2010 Australian Census of Women in Leadership shows that only 8.4% of Board Directorships are held by women. Further, 54% of ASX200 companies had no women Board Directors in 2010 a number which has steadily increased from 49.7% since 2004.[10] Alarmingly, the number of women board directors has increased only 0.2% since 2002. The Equal Opportunity for Women in the Workplace Agency (EOWA) has been collecting workplace leadership data since 2002. Through their work, it becomes evident that there has been minimal improvement in gender disparity in ASX companies.

Summary
The international context of women in leadership is another compelling reason for reform in Australia. Currently, when compared with New Zealand, the US, Canada and South Africa, Australia has the lowest percentage of women on boards. When compared with the UK, US, Canada and South Africa Australia the lowest percentage of Executive Key Management Staff Personnel.[8] This lag behind comparable nations is concerning. Internationally, there have been significant developments in the area of women on boards, with promising reforms being implemented to strengthen the representation of women at decision

making levels. In countries such as Norway and Spain governments have introduced mandatory quotas that require a specific percentage of women to sit on boards and in other leadership roles. Other European countries such as France are also considering implementing a mandatory quota system. How we shape up next to our neighbours Overall, Australia is ranked third in the Asia-Pacific Region, behind New Zealand and the Philippines. New Zealand, a country often seen as very similar to Australia, sits significantly higher in the rankings, placing 6th overall. Australia substantially lags behind the top 2 Asia-Pacific countries in the area of political empowerment. Australia ranks 38th overall in this area, compared to New Zealand (8th) and the Philippines (16th). The Global Gender Gap Index shows Australia dropped eight rankings in the Global Gender Gap Index rankings between 2006 and 2011, from 15th to 23rd. This indicates that improvements in the gender gap in Australia are not progressing at the same rate as other nations. Australia has a slow rate of progress, despite being ranked equal first in 2011 for educational attainment. This indicates that there are significant deficits in other examined areas.[12] Areas that negatively affected Australias ranking include women in ministerial positions, where Australia ranked 41st, and wage equality for similar work, where Australia ranked. Commissioner Broderick has been working closely with the ASX Corporate Governance Council towards her recommendation of 40% representation of each gender on the boards of publicly listed companies in Australia. Significantly, as of 1 January 2011, the ASX Corporate Governance Council has implemented a diversity policy that requires all publicly listed companies in Australia to set gender diversity targets. These companies will be required to report on their targets and provide explanations if they are not in place. Anticipation of ASX reforms resulted in a 600% increase in female board appointments in the corporate sector. Despite the ASX policy only formally coming into effect in January 2011, anticipation of the reforms had a positive impact on women in ASX leadership in 2010. By the end of 2010, women comprised 27% of all new board appointments, compared with 5% in 2009 a 600% increase.[17]This took the number of female appointments to 59 in 2010, eclipsing the 10 female appointments in 2009.[18] 61 women were appointed to ASX200 boards in 2011. As at April 2012, 14% of directors in the ASX 200 are women, compared with 13.4% in 2011

Literature Review
Higher education system has important roles and responsibilities for answering to society's needs and it acts as economical-cultural-social development agents, meanwhile it acts as knowledge transformation, training of humankind for obtaining different jobs in society and for being a favorable citizen and the most important things which it acts as a social mobility factor and it can reduce inequality in social problems.The main goals of higher education system in each country can be divided to 4main axis: A)Helping to realizing of social principles, through the getting of equal occasions in higher education system. B)Calculating of social's requests for higher education system according to characterization, motivation, goals and educations of people in that society, growing of potential abilities and providing of continuously learning. C) & D) Growing of specialists which are necessary for development of favorable country and finally helping to solving of social problems; enhancement of education, growing of new knowledge. (Dehnavi, 2008) Nowadays all of humans are living in a century which upheavals have been occurred time by time can't concept as compare as last. Increasing of expectancies and necessarily pressures, forces mankind to know further than last, and get the best solutions for whole life problems laboring matters, familiar problems and public healthy and finally the best life for himself and his society. In new world women in research centers and organizations and universities can benefit from new data and these women can information in different problems, too. (Hammidian, 2007) In the other view higher education system can consider as a growth and development factor which with obtaining and using that growing and progressing process will be reached. Achievement to higher education can promote obtaining of knowledge and trains and these products can prepare deciding force in upper levels. Higher education institution in each country can consider a field that scientific geniuses can grow as social leaders, political leaders and other expert specialists. Increasing of women's requirements for obtaining to higher education levels and increasing of their studying in universities, as a view, can show this realistic mind in the other hand, these sorts of requests can design their new claims for expanded attendance and further participation in managerial levels and leadership of society. (Iran Science & Technology Ministery, 2002) Society mutations, specially changing of women's rules in societies have caused which their participant in public claims for higher education be effected traditional model which says "man must work alone and solve family economical problems" is changing and direct portion of women in familiar economy has been increase as compare as last. (Mohamadi Rouzbahani & Taromi, 2006) While women have been increased as quantity in higher education system, economical vocational system can't reply to this quantity of women and in the next time we will front with a critical position as jobless for young women which have higher educations. (Elmi, 2005) In other hand, one of the most important factors that realize development ratio in each country is according to women's participation in different contexts consistency of economical, social, political contexts. Women's employment as, one of the factors for economical development can be considered and that can show as brilliant sight for future.(Pishgahifard & Poolab, 2010) That is worth mentioning which individual development as getting a job or social enforcement and its growing in cultural problems, all of them are resulting of investment over educational systems. Therefore, based upon human development factor which can be based for measurement of human abilities, designs of educational skillfulness in complementary educations must be considered, at least government must pay attention to girls in higher education system for enhancing its economical section.

(Women, Employment and Higher education schoolings Alireza Yousefya ,Maryam Baratali)
women have special capabilities and poss. soft" skills in human sources management which are more needed currently than before in organizations. In fact, nowadays what is much accepted by organizations is the democratic leadership and sensitivity to the needs of individuals. Furthermore, the presence of women in organizations results in the development of a healthy and moral culture. Moreover, their presence in governmental positions facilitates the organization inter communication improvements and innovation promotion. Besides, the information technology paved the ground for the women presence in the social affairs (Babaee Zekliki, 2005; Gopal,2008). Attaining key position is very difficult for the women and involves many challenges. Identification and recognition of outdoor and indoor variables which affect women in attaining key position is very vital and important (White,2003; Adingar , 2004; Chugh & Sahgal,2007).On the other hand, women have special capabilities and poss.

"soft" skills in human sources management which are more needed currently than before in organizations. In fact, nowadays what is much accepted by organizations is the democratic leadership and sensitivity to the needs. Recent years more and more women have appeared on the international arena as successful leaders. This Trend is a good sign for leadership in the world which can be interpreted as a great step towards equal opportunities and the ability of public to overcome prejudices against women abilities to lead and rule (Sandon, 2006). Women leadership abilities are formed under the influence of individual characteristics, internal and external environment. It is concerned with why they choose a particular course of action in preference to others, and why they continue with a chosen action, often over a long period, and in the face of difficulties and problems (Sandon,2006). Chugh & Sahgal (2007) believe in the role of sex, sexual behavior, and the women leadership in management as the main barriers of women development. The clich understandings and prejudgments which exist about their behavioral and emotional characteristics do not allow them to level up in the hierarchy of an organization. (Jackson,2000;Sfidani,2002;Gopal,2008).

(Womens success factors from leadership in higher education Somaye Shahtalebia, Mohammad Hossein Yarmohammadian*b, Sima Ajamic)
we conduct firm-level analysis of the impact of women in the boardroom on corporate philanthropic disaster response (CPDR). We propose that CPDR contains agency costs and that female directors are more likely to restrain the associated agency costs of CPDR. We predict a negative relationship between the ratio of women on boards of directors (WoBs) and philanthropic contribution, which is weaker in firms with political connections and stronger in firms with better-developed institutional environments. Data was collected from the philanthropic responses to the Wenchuan earthquake on May 12, 2008 of privately-owned listed Chinese firms. The results support the hypothesized negative relationship, which is found to be weaker in firms with political connections. However, marketization-related factors do not significantly moderate this relationship. These results indicate that CPDR contains agency costs and that female directors do not facilitate the corporate donation process, but rather evaluate the benefits and restrain the associated agency costs.

Women on boards of directors and corporate philanthropic disaster response M. Jia, Z. Zhang / China Journal of Accounting Research 5 (2012) 8399

The place of women as high performance coaches has come under increasing scrutiny over the past 30 years. During that time, Acosta and Carpenter (2008) have resolutely described increases in funding and participation in womens sport within the post-Title IX American college system, while articulating the simultaneous irony of the decline in numbers of women in senior coaching positions within that system. Powerful gendered assumptions regarding womens suitability for grass roots and junior coaching over high performance roles have also been examined (Shaw & Hoeber, 2003). The sheer commitment and determination of women coaches to deal with work/family balance within a work environment that demands high hours, long distance travel, and constant reassurance of young athletes, have also been analysed (Bruening & Dixon, 2007, 2008; Dixon & Bruening, 2007). Despite this interest, high performance women coaches still face what the editors of this special issue have neatly termed the perennial issues relating to equity for women within the international context of sport management in the call for papers. Specifically, within coaching, these issues include the under-representation and consistent undermining of female high performance coaches. These trends have led to programmes such as Sport Englands (2008) Women into Coaching, The Australian Sport Commissions Sport Leadership Grants for Women (2008), and the Coaching Association of Canadas Women in Coaching (2002). Whether these programmes have been or will be successful is debatable in light of other attempts to address womens positions within sport organisations through programmes (Shaw, 2007). Indeed some have argued that the perennial issues are possibly even a long-term effect of programmes that ostensibly target the promotion of women

(Fielding-Lloyd & Mean, 2008; Shaw, 2007).

The experiences of high performance women coaches: A case study of two Regional Sport Organisations
Sally Shaw *, Justine B. Allen
School of Physical Education, University of Otago, PO Box 56, Dunedin 9054, New Zealand

The number of women in executive, administrative, and managerial occupations has increased considerably since 1970, but the proportion of women employed as top level managers is still small (Billing and Alvesson, 1989; Blum and Smith, 1988; Morrison, White and van Velsor, 1992). Yet women compose nearly half the workforce (Morrison et al., 1992), and demographic estimates in the U.S. indicate that in the next decade, more than 60% of all net additions to the workforce will be women (Cox and Harquail, 1991). Other countries will likely see the sametrend. It is therefore important to understand why women are underrepresented in top management positions, and how to successfully integrate more women into managerial ranks of organizations. Gender inequalities at the management level of organizations have been explained in various ways. Some researchers have focused on differences between women and men, suggesting that women have less education, seniority, training, and experience (Cox and Harquail, 1991; Morrison and von Glinow, 1990). Others have focused on sex-role socialization which may lead to feminine personality traits that are at odds with corporate values and accepted management styles (Blum and Smith, 1988; Childress, 1986). WORK EXPERIENCES AND CAREER AND JOB SATISFACTION AMONG PROFESSIONAL AND MANAGERIAL WOMEN IN NORWAY ASTRID M. RICHARDSEN,* ASLAUG MIKKELSEN# and RONALD J. BURKE

During the past two decades, the interest in factors related to womens health has grown. Studies have shown that women usually have poorer self-rated health than men, as measured by the number of reported symptoms (Krantz & O. stergren, 2000). Interestingly, the sources of stress seem to vary between women and men (Hendrix, Spencer, & Gibson, 1994). Women seem to have less coping resources in stressful situations due to their various role demands (see Jenkins, 1991; Kushnir & Kasan, 1992/93), and this seems to affect their health (Dixon, Dixon, & Spinner, 1991). Some researchers have suggested that there are basic structural differences underlying health differences between the genders, and that they are partly psychosocial (Van den Heuvel & Wooden, 1995). Separate models for both genders

should therefore be created, or the genders should be investigated separately, in order to study the psychosocial construction of health adequately (Hendrix et al., 1994; Luz & Green, 1997). The gender-specific approach has been adopted when investigating the effects of psychosocial factors on absenteeismin a few large-scale follow-up studies in the public sector (e.g., Kivim.aki et al., 1997; Niedhammer et al., 1998; North et al., 1993, 1996; Vahtera et al., 1996). The findings on gender differences have nevertheless been partly contradictory (North et al., 1993; Vahtera et al., 1996). In the Whitehall Study II among civil servants in London, a low level of work control, work demands and social support was associated with higher rates of long sick leaves, especially among men (North et al., 1993; Rael et al., 1995). In line with these results, a French study showed that a low level of coworkers support increased the number of sick leaves only in men (Niedhammer et al., 1998). It has also been reported that supervisors support is a strong protector mainly against womens absenteeism in some service sector occupations (Schokking-Siegrist, 1981). The results of the Finnish study (Vahtera et al., 1996) among municipal employees indicated that the connections were more complex, depending on the demand-control interaction, gender, and other psychosocial factors at work. Finally, many cross-sectional studies have pointed out that different sources of social support may moderate the association between stress and self-rated health differently in men and in women (Abdalla, 1991; Wolgemuth & Betz, 1991). These previous results have been contradictory to some extent, but particularly interesting fromthe point of view of our study. We therefore separated male and female employees in the analyses in order to find out common and genderspecific features in their predictors of sickness absence. Thus, the research question on gender was: Do the variables of interest affect sickness absence in men and in women? Our hypotheses was that psychosocial factors predict sickness absence in both genders, but some

work-related predictors have a stronger effect on male employees, and the sources of social support may function differently in men and women.

Job characteristics, physical and psychological symptoms, and social support as antecedents of sickness absence among men and women in the private industrial sector Ari V.a.an.anena,b,*, Salla Toppinen-Tannera, Raija Kalimoa, Pertti Mutanenc, Jussi Vahterad, Jos!e M. Peir !oe

Few aspects of corporate board diversity have generated the focused attention that the participation, position, and promise of womens service on the board has generated, especially in recent years. Of particular note is the extent to which women serve on large firm boards of directors (e.g., Fortune 500 firms). Increases in levels of participation have been described as glacial. While critics decry the level of participation of women on large-scale corporate boards, careful scrutiny suggests substantial progress. Concurrent with steady increases in the overall participation of women on corporate boards are increases in their presence on key board committees. Importantly, womens leadership of key board committees and their service as lead directors has improved in parallel with increases in their board memberships. These increases are particularly noteworthy in the post Sarbanes-Oxley (SOX) period. Such trends suggest the continued progress of women in assuming prominent positions in the corporate governance landscape, and provide evidence that the increasingly challenging environment in the post-SOX era has not attenuated the gains noted in the pre-SOX period.

Women and corporate boards of directors: The promise of increased, and substantive, participation in the post Sarbanes-Oxley era Dan R. Dalton *, Catherine M. Dalton

Topic:
The Role of Women appointment on key post in organizations

Problem definition:

Are the women effective for key posts

SCHEMATIC DIAGRAM
Independent variables

Experienced Sincerity Absenteeism Hardworking Mentally prepare

Dependent variable Are women effective?

Intervening

Sexual harassment

Moderating variable Willingness of women to do job

Theoretical frame work

The dependent variable is women effectiveness in organization on key posts and the independent variables are experienced, hardworking, absenteeism, mentally prepare and sincerity. Form these variables the absenteeism has negative relation with dependent variable and the other four has positive relationship. The moderate variable is willingness to do job and the mediating variable is sexual harassment.

HYPOTHESIS
H1=If there is more loyalty then there is willingness to do job P>0 H2=if there is more sincerity then there is more willingness to do job P>0 H3=more absenteeism discourage willingness to do job P>0 H4=The use of social media sites is a source to communicate with qualified people over the world P>0 Ho=There is no relationship between the sincerity and willingness to do job P=0 HA=There is relationship between the sincerity and willingness to do job P=0

DIMENSIONS
D1=Experienced E1-Perform given task E2-Familiar emerging with technologies E3- completion of task

D2=Sincerity E1-honest with job E2- Opinions from expert E3-Extra work activities

D3=Absenteeism E1-not satisfy with job E2-less ability to perform task E3-Less responsible

Hardworking E1-proper health E2-efficiency of doing work E3-less age

Mentally prepare E1-free from tension E2-job according to demand E3-desired salary

The Role of women appointment on key posts in organization

D1=Experienced
E1-Perform given task E2-Familiar emerging with technologies E3- completion of task

D2=Sincerity E1-honest with job E2- Opinions from expert E3-Extra work activities

D3=Absenteeism E1-not satisfy with job E2-less ability to perform task E3-Less responsibility

Hardworking E1-proper health E2-efficiency of doing work E3-less age

Mentally prepare E1-free from tension E2-job according to demand E3-desired salary

NAME

AGE

GENDER

EDUCATION

LIKERT SCALE ELE ME NT E1 E2 E3 E4 E5 E6 E7 E8 E9 QUESTION Strongly AGREE 1 DIS NETURAL AGREE 3 4 Strongly DIS AGREE 5

AGREE 2

Experienced person perform given task Is experienced familiar with emerging technology Can experienced perform given task Is sincere person do job well Is sincere get opinion from expert Is sincere get involved in extra activities Not satisfy individual remain absent from job Less ability to perform task also cause the absenteeism from job An irresponsible person also absent from job

E10 If there is no proper health then, person remain absent E11 Efficient person are hardworking E12 Are less age individuals hardworking E13 A mentally prepare person is free from tension E14 If the job is according to demand then the person is mentally prepare E15 The person receiving desired salary then the person is mentally prepare

REFERENCES
(Women, Employment and Higher education schoolings Alireza Yousefya ,Maryam Baratali) (Womens success factors from leadership in higher education Somaye Shahtalebia, Mohammad Hossein Yarmohammadian*b, Sima Ajamic) Women on boards of directors and corporate philanthropic disaster response M. Jia, Z. Zhang / China Journal of Accounting Research 5 (2012) 8399 The experiences of high performance women coaches: A case study of two Regional Sport Organisations Sally Shaw *, Justine B. Allen School of Physical Education, University of Otago, PO Box 56, Dunedin 9054, New Zealand WORK EXPERIENCES AND CAREER AND JOB SATISFACTION AMONG PROFESSIONAL AND MANAGERIAL WOMEN IN NORWAY ASTRID M. RICHARDSEN,* ASLAUG MIKKELSEN# and RONALD J. BURKE Job characteristics, physical and psychological symptoms, and social support as antecedents of sickness absence among men and women in the private industrial sector Ari V.a.an.anena,b,*, Salla Toppinen-Tannera, Raija Kalimoa, Pertti Mutanenc, Jussi Vahterad, Jos!e M. Peir !oe Women and corporate boards of directors: The promise of increased, and substantive, participation in the post Sarbanes-Oxley era Dan R. Dalton *, Catherine M. Dalton