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  1. K. Amirpur (2013). Women's Problems as a 'Women's Only' Problem? Debates on Gender and Democracy in Iran. Philosophy and Social Criticism 39 (4-5):407-415.
    In this article I will argue that in the last years the way of thinking about gender has undergone a change. I believe that in the Iranian public discourse, ‘the woman question’ has come to be viewed as part of the question of democracy. This is a recent development; until very recently, women’s legal discrimination was perceived in Iranian discourse as a ‘women’s only’ problem.
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  2. Speranta Dumitru (2014). From 'Brain Drain' to 'Care Drain': Women's Labor Migration, Methodological Sexism and Care Devaluation. Women's Studies International Forum:x-x.
    The metaphor of “care drain” has been created as a womanly parallel to the “brain drain” idea. Just as “brain drain” suggests that the skilled migrants are an economic loss for the sending country, “care drain” describes the migrant women hired as care workers as a loss of care for their children left behind. This paper criticizes the construction of migrant women as “care drain” for three reasons: 1) it is built on sexist stereotypes, 2) it misrepresents and devalues care (...)
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  3. C. E. Emmer (1998). Kitsch Against Modernity. Art Criticism 13 (1):53-80.
    "The writer discusses the concept of kitsch. Having reviewed a variety of approaches to kitsch, he posits an historical conception of it, connecting it to modernity and defining it as a coping-mechanism for modernity. He thus suggests that kitsch is best understood as a tool in the struggle against the particular stresses of the modern world and that it uses materials at hand, fashioning from them some sort of stability largely through projecting images of nature, stasis, and continuity. He discusses (...)
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  4. Gertrude Ezorsky (1977). Hiring Women Faculty. Philosophy and Public Affairs 7 (1):82-91.
  5. Pamela Courtenay Hall (1993). From Justified Discrimination to Responsive Hiring: The Role Model Argument and Female Equity Hiring in Philosophy. Journal of Social Philosophy 24 (1):23-45.
  6. Debra Jackson (2013). Sexual Harassment: An Introduction to the Conceptual and Ethical Issues, by Keith Dromm. [REVIEW] Teaching Philosophy 36 (1):85-88.
  7. Jean Keller (2008). Does Feminism Discriminate Against Men? Teaching Philosophy 31 (4):397-401.
  8. Carl Knight (2013). The Injustice of Discrimination. South African Journal of Philosophy 32 (1):47-59.
    Discrimination might be considered unjust on account of the comparative disadvantage it imposes, the absolute disadvantage it imposes, the disrespect it shows, or the prejudice it shows. This article argues that each of these accounts overlooks some cases of unjust discrimination. In response to this state of affairs we might combine two or more of these accounts. A promising approach combines the comparative disadvantage and absolute disadvantage accounts.
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  9. Janet Radcliffe Richards (2014). Only X%: The Problem of Sex Equality. Journal of Practical Ethics 2 (1):44-67.
    When Mill published The Subjection of Women in 1869 he wanted to replace the domination of one sex by the other laws based on ‘a principle of perfect equality’. It is widely complained, however, that even advanced countries have still failed to achieve equality between the sexes. Power and wealth and influence are still overwhelmingly in the hands of men. But equalities of these kinds are not the ones required by the principle of equality that Mill had in mind; and, (...)
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  10. Devora Shapiro & Marilea Bramer (2013). Gender Issues in Corporate Leadership. Handbook of the Philosophical Foundations of Business Ethics:1177-1189.
    Gender greatly impacts access to opportunities, potential, and success in corporate leadership roles. We begin with a general presentation of why such discussion is necessary for basic considerations of justice and fairness in gender equality and how the issues we raise must impact any ethical perspective on gender in the corporate workplace. We continue with a breakdown of the central categories affecting the success of women in corporate leadership roles. The first of these includes gender-influenced behavioral factors, such as the (...)
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