Selection for reproduction under short photoperiods changes diapause-associated traits and induces widespread genomic divergence

Abstract The incidence of reproductive diapause is a critical aspect of life history in overwintering insects from temperate regions. Much has been learned about the timing, physiology and genetics of diapause in a range of insects, but how the multiple changes involved in this and other photoperiodically regulated traits are inter-related is not well understood. We performed quasinatural selection on reproduction under short photoperiods in a northern fly species, Drosophila montana, to trace the effects of photoperiodic selection on traits regulated by the photoperiodic timer and/or by a circadian clock system. Selection changed several traits associated with reproductive diapause, including the critical day length for diapause (CDL), the frequency of diapausing females under photoperiods that deviate from daily 24 h cycles and cold tolerance, towards the phenotypes typical of lower latitudes. However, selection had no effect on the period of free-running locomotor activity rhythm regulated by the circadian clock in fly brain. At a genomic level, selection induced extensive divergence from the control line in 16 gene clusters involved in signal transduction, membrane properties, immunologlobulins and development. These changes resembled those detected between latitudinally divergent D. montana populations in the wild and involved SNP divergence associated with several genes linked with diapause induction. Overall, our study shows that photoperiodic selection for reproduction under short photoperiods affects diapause-associated traits without disrupting the central clock network generating circadian rhythms in fly locomotor activity

Career, Care, and Time : Female Top Managers in the Intersections of Age, Gender, and Work-Family

Peer reviewe

Gendered leaderships and leaderships on gender policy: national context, corporate structures and chief human resources managers in transnational corporations

Although mainstream research on leadership, organizations and management generally continues to ignore gender relations, over recent years there has been major expansion of international research on gender relations in organizations. This article examines a key aspect of gender leadership (and indeed non-leadership), namely that on gender policy development in large transnational businesses. Three levels of analysis of gendered leaderships and non-leaderships are addressed: the national (Finnish) context, corporate structures, and chief Human Resources managers. These three levels are reviewed using secondary material; a questionnaire survey of the largest 100 Finnish companies on their gender organization and gender policy development; and interviews with chief HR managers, respectively. The interviews were conducted in seven corporations that are ‘relatively active’, ‘moderately active’ and ‘largely inactive’ in relation to gender equality policy. Chief HR managers’ accounts are focused upon in terms of the extent of positive leadership or non-leadership on gender policy, how this interlinks with other levels, and how they make sense of relations and tensions between levels