Contextualizing privilege and disadvantage: lessons from women expatriates in the Middle East

This article explores how the simultaneity of privilege and disadvantage shapes the experiences of women expatriates in the Middle East. The article problematizes the simultaneity of being an elite group (e.g. expatriates) and a disadvantaged group (e.g. women) within the context of Gulf Cooperation Council countries. Drawing on the literature about women and work expatriation, the article analyses the narratives of women expatriates to highlight the complexity and multidimensionality of their experiences, positioning the discussion within the framework of gendered institutions. The article concludes that privilege and disadvantage are inseparable to the way the experiences of women expatriates unfold in the Middle East, and that institutional settings articulate this inseparability in order to regulate and help to maintain the gender social order. The article contributes a nuanced understanding of the experiences of women expatriates, challenging dominant views that present this group as generally privileged by virtue of their skilled and mobile status

Gender Equality and Corporate Social Responsibility in the Middle East

This chapter focuses on corporate social responsibility (CSR) in relation to gender equality in the Arab Middle East. It examines the relationship between CSR and gender in the workplace whilst exploring the link between CSR and human resource management (HRM) policies and practices. The chapter first presents some seminal work on gender equality and diversity management, looking at the business case for gender equality within the CSR and HRM contexts, before engaging with relevant work on gender equality in the Arab Middle East. It concludes by offering recommendations on advancing the equality agenda at the macro- and meso-levels, within a framework which recognises the centrality of agency of women, as well as the potential of positive changes through corporations being seen as ‘agents of change’. The chapter advocates for organisational and governmental policies to promote gender equality in the Arab Middle East

Combustion Synthesis of High Density ZrN/ZrSi2 Composite: Influence of ZrO2 Addition on the Microstructure and Mechanical Properties

In this study, a high-density ZrN/ZrSi2 composite reinforced with ZrO2 as an inert phase was synthesized under vacuum starting with a Zr-Si4N3-ZrO2 blend using combustion-synthesis methodology accompanied by compaction. The effects of ZrO2 additions (10–30 wt%) and compression loads (117–327 MPa) on the microstructure, porosity and hardness of the samples were studied. The process was monitored using XRD, SEM, EDS, porosity, density and hardness measurements. Thermodynamic calculations of the effect of ZrO2 addition on the combustion reaction were performed including the calculation of the adiabatic temperatures and the estimation of the fractions of the liquid phase. The addition of up to 20 wt% ZrO2 improved the hardness and reduced the porosity of the samples. Using 20 wt% ZrO2, the sample porosity was reduced to 1.66 vol%, and the sample hardness was improved to 1165 ± 40.5 HV at 234 MPa

Ophthalmology workforce over a decade in the Kingdom of Saudi Arabia: demographics, distribution, and future challenges

Abstract Background The ophthalmology workforce is an integral component of any health care system. However, the demand for eye care has imposed a heavy burden on this system. Hence, this study aimed to estimate the trends, demographic characteristics, distribution, and variation between Saudi and non-Saudi ophthalmologists and the future challenges of the ophthalmology workforce in the Kingdom of Saudi Arabia (KSA). Methods This study was conducted in the KSA and included ophthalmologists practicing from 2010 to 2023. From the Saudi Commission for Health Specialties, we obtained the number, gender, nationality, and rank of ophthalmologists. The geographic distribution of ophthalmologists in the KSA was obtained from the Ministry of Health Statistical Yearbook 2021. Results As of January 2023, the KSA had a total of 2608 registered ophthalmologists, with approximately 81.06 ophthalmologists per 1,000,000 people. Only 38% of all ophthalmologists in the country were Saudis. The percentage of Saudi female graduates increased from 13.3% to 37.2% over 12 years [Sen’s estimator of slope for median increase per year = 1.33 (95% CI 1.22–1.57) graduates; trend test P < 0.001). Additionally, we found that the geographic distribution of ophthalmologists varied (test for homogeneity of rates, P < 0.0001), with the larger regions having a higher concentration of ophthalmologists than the smaller regions (75.6 in Riyadh versus 42.8 in Jazan per 1,000,000 people). However, the World Health Organization's target for the ophthalmologist-to-population ratio has been achieved in all 13 health regions of KSA. Conclusion The recommended ophthalmologist-to-population ratio has been achieved in the KSA, and the number of Saudi ophthalmologists has almost doubled over the past 8 years. However, the majority of ophthalmologists are still non-Saudi, as Saudi ophthalmologists constitute approximately one-third of the ophthalmology workforce in the KSA. The geographical distribution of ophthalmologists varies, which might affect access to care in peripheral regions. In response to the growing demand for eye care in the KSA, several more effective measures might need to be considered

Microdynamics in Diverse Teams: A Review and Integration of the Diversity and Stereotyping Literatures

Research on the consequences of diversity in teams continues to produce inconsistent results. We review the recent developments in diversity research and identify two shortcomings. First, an understanding of the microdynamics affecting processes and outcomes in diverse teams is lacking. Second, diversity research has tended to treat different social categories as equivalent and thus not considered how members’ experiences may be affected by their social category membership. We address these shortcomings by reviewing research on stereotypes, which indicates that stereotypes initiate reinforcing microdynamics among (a) attributions of a target team member’s warmth and competence, (b) perceiving members’ behavior toward the target team member, and (c) the target team member’s behavior. Our review suggests that perceivers’ impression formation motivation is the key determinant of the extent to which perceivers continue to treat a target based on categorization. On the basis of our review, we provide an integrative perspective and corresponding model that outlines these MIcrodynamics of Diversity and Stereotyping in Teams (MIDST) and indicates how stereotyping can benefit as well as harm team functioning. We discuss how this integrative perspective on the MIDST relates to the social categorization and the information/decision-making perspective, set a research agenda, and discuss the managerial implications