I am pleased to introduce this Symposium Edition of The Journal of Law, Medicine & Ethics, which covers a wide variety of issues central to transgender health equity, including Dr. Jamison Green’s recent history of the impact of health policy on transgender communities, Dr. M. Killian Kinney, Ms. Taylor Pearson, and Prof. Julie Ralston Aoki’s transgender equity tool for legal policy analysis, and Prof. Elizabeth Kukura’s analysis of issues facing transgender, non-binary, and gender expansive people during pregnancy and childbirth.

Transgender and gender diverse (TGD), Black, and Latinx communities have long borne a disproportionate share of the U.S. HIV epidemic, yet these same key demographics are continually underrepresented in national PrEP prescriptions. Black, Latinx, and TGD individuals are also more likely to be uninsured, meaning that a proposed federal program to cover PrEP for people without insurance could provide significant benefit to potential PrEP users from these populations. However, coverage of PrEP costs alone will not end disparities in uptake. This commentary provides additional context and recommendations to maximize effectiveness of a national PrEP program for TGD, Black, and Latinx populations in the US.

This paper explores gender mainstreaming in the context of health policy and health variations between women and men. Despite the adoption of gender mainstreaming at international, regional and national scales since the Beijing Platform for Action in 1995, gender inequalities in health persist. The paper argues that the translation of gender mainstreaming as a global policy paradigm across and between policy scales has significance for health policies aiming to address gender. The paper suggests that while gender mainstreaming originated to address women's needs, the paradigm is founded on goals that do not translate in health policy; that the representation of the problem of gender in this global paradigm is problematic in a health context; and that the role of global networks in policy translation as part of this paradigm has led to the replacement of transformative ideals with technocratic solutions which shift the focus away from gender relations of power.

We explore the difficulty of achieving equity for women in two forest and livelihood restoration (FLR) pilot projects, one each in Papua New Guinea (PNG) and the Philippines. We use institutional bricolage as a framework to explain the context and background of stakeholders’ decision-making and the consequent impact on equity and benefit distribution. In the Philippines, material and institutional support was initially successful in assisting participants to establish small-scale tree plantations. A structured approach to institutional development has successfully evolved to meet the needs of women, even though corruption has re-emerged as a destabilizing influence. In PNG, despite success in establishing trees and crops, the participation of women was subjugated to traditional customs and norms that precluded them from engaging in land management decisions. The capacity-building and gender-equity principles of FLR consequently became compromised. We conclude that in some patriarchal societies achieving equity for women will be difficult and progress will be contingent on a detailed understanding of the effects of traditional customs and norms on participation and decision-making.

There has been an explosion of within-profession studies examining standings on gender representation in advancement, publication patterns, and conference presentations. However, industrial and organizational (I-O) psychology has yet to take such an introspective look and fully join these conversations. This manuscript aims to initiate and encourage such discussion. Through a brief review of relevant background information and the collection and analysis of recent archival data, we seek to examine where we have been with regard to gender representation, where we currently stand, and what steps are needed moving forward. We aim to stimulate continued examinations on this topic while recommending appropriate action items relevant to achieving equity in representation in our field.

Increasing the representation of women in science, technology, engineering, and mathematics (STEM) is one of our nation's most pressing imperatives. As such, there has been increased lay and scholarly attention given to understanding the causes of women's underrepresentation in such fields. These explanations tend to fall into two main groupings: individual-level (i.e., her) explanations and social-structural (i.e., our) explanations. These two perspectives offer different lenses for illuminating the causes of gender inequity in STEM and point to different mechanisms by which to gain gender parity in STEM fields. In this article, we describe these two lenses and provide three examples of how each lens may differentially explain gender inequity in STEM. We argue that the social-structural lens provides a clearer picture of the causes of gender inequity in STEM, including how gaining gender equity in STEM may best be achieved. We then make a call to industrial/organizational psychologists to take a lead in addressing the societal-level causes of gender inequality in STEM.

This paper addresses the theme of the special issue by drawing attention to ways in which gender scholarship can influence management and organizational studies in an analysis of the pathways to senior management. Based on an Australia-wide study of the experiences of women and men in senior management, it adds new empirical data to the body of knowledge on women's career advancement at senior levels of organizations. Many women interviewed expressed reticence and ambivalence about the advancement of their careers and their prospects for promotion, which was called ‘girl disease’ by one woman. Forms of ambivalence varied according to different age and sector cohorts; in particular difficulties were identified in reconciling family responsibilities with the demands of senior level appointments. We analyse expressions of ambivalence and reticence by exploring the tensions between women's gender identity and the organizational factors that shape their ‘managerial’ identity. We conclude by suggesting strategies to improve organizational practices in relation to women's career development and promotion.

Increasingly, social policies combine to intensify old risks and create new social risks with unequal consequences for men and women. These risks include those created by changing normative expectations and the resulting tensions between social policy, paid employment and family life. Policy reliance on highly aggregated standardised outcome data and generalised models of autonomous rational action result in policies that lack an understanding of the rationales that structure everyday life. Drawing on two Australian studies, we illustrate the importance of attending to the intersections and collisions of social change and normative policy frameworks from the perspective of individual ‘lived lives’.

Beyond competitive elections, democratisation should include a transformation of the institutions of state and civil society into spaces that recognise the rights of citizens and allow for their participation. This study explores the question of how Mexican labour unions are transformed into institutions with a commitment to the rights and participation of women workers. Drawing on evidence from five unions, the paper shows that compared to their corporatist counterparts, unions with a ‘democratic ethos’ provide a context within which gender equity rights are more readily recognised. However, recognition of gender equity is primarily dependent on feminist activism and union leadership. The paper argues that women's efforts to transform their unions into spaces that reflect and advocate for gender equity rights are critical to strengthening democratic citizenship in Mexico.