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In 2007, IUCN, UNDP, UNEP and WEDO recognized the need for a coordinated strategy among global institutions working on gender and climate change. The result was the establishment of the Global Gender and Climate Alliance (GGCA). The primary goal of the GGCA is to ensure that climate change policies, decision making, and initiatives at the global, regional and national levels are gender-responsive. The GGCA has developed this training manual to increase the capacity of policy and decision makers so that efforts to mitigate and adapt to climate change are gender-sensitive.

Digitalization, i.e. flexible work in space and time, will not automatically foster employees’ work-life balance, as is often proclaimed. Yvonne Lott (WSI) agues that flexible working has different impacts on women’s and men’s lives and risks aggravating traditional gender arrangements: With flexible working time, men often invest more time in work. Women, by contrast, use their time flexibility more for activities and duties outside work.

A number of high-profile concussion lawsuits in professional sports such as hockey and football have brought increased attention to the serious problem of traumatic brain injury (TBI). TBI is the leading cause of death for young men, who are more likely to sustain such an injury than women.1 As a result of this increased risk, researchers have tended to focus primarily on men’s experiences with TBI, or to ignore the influence of sex and gender entirely. Has the issue of TBI among women been overlooked? What do we know about the influence of sex and gender on TBI – and why does this matter for diagnosis, prevention and treatment?

Fewer women are present in science academe than in the workforce as a whole, and this is particularly true in the higher levels of academe, such as tenured jobs and full professorships at major research universities. This chapter begins from the point when scientists receive their Ph.D.s and investigates gender differences as they move up the academic career ladder through the stages of getting tenure-track jobs, being granted tenure, and being promoted to full professorships.

Our analysis of promotion uses data from the 1973 to 2001 waves of the Survey of Doctorate Recipients (SDR). The SDR is a biennial, longitudinal survey of doctorate recipients from U.S. institutions conducted by the National Research Council. The SDR collects detailed information on doctorate recipients including demographic characteristics, educational background, employer characteristics, academic rank, government support, primary work activity, productivity, and salary