Infrastructure development policies have been criticised for lacking a deliberate pro-gender and pro-informal sector orientation. Since African economies are dual enclaves, with the traditional and informal sectors female-dominated, failure to have gendered infrastructure development planning and investment exacerbates gender inequality. The paper examines the effect of the infrastructure development index, the size of the informal economy, and the level of economic development on gender inequality. The paper applies the panel autoregressive distributed lag method to data on the gender inequality index, infrastructure development index, GDP per capita, and size of the informal sector for the period 2005–2018. The sample consists of 44 African countries. The research established that the infrastructure development index, its sub-indices, GDP per capita, and the size of the informal sector are crucial dynamics that governments need to consider carefully when formulating development policies to reduce gender inequality. The research found that investment in infrastructure in general, transport infrastructure, and energy infrastructure reduces gender inequality. infrastructure development has gender inequality increasing effects in some countries and gender inequality reducing effects in others. The pattern suggests that at the continental level a Kuznets-type patten in the relationship between gender inequality and infrastructure development, gender inequality and size of informal sector, and gender inequality and GDP per capita exists. Some countries are in the region where changes in these covariates positively correlate with gender inequality, while others are in the region where further increases in the covariates reduce gender inequality.

This study examines how the framing of organizational gender-equity policies shapes support among Generation Z employees. Drawing on performativity (Butler, 1990) and intersectionality (Crenshaw, 1991), we conceptualize framing as mediating how Gen Z employees perceive equity initiatives. Using a mixed-methods design, we combine survey data from 4,861 Gen Z respondents in 30 countries with directed content analysis of four HR policy documents (coded for equity vs enforcement, identity recognition, and youth engagement). Results reveal a gender gap: Gen Z women strongly endorse inclusive equity measures, consistent with evidence that women show stronger support for equality policies, whereas Gen Z men are more skeptical of policies framed as exclusive or punitive – mirroring polls finding many Gen Z men say equality efforts have gone too far. These findings suggest that performative policy framing activates social identities differently by gender and that intersectional policy language affects reception. Practically, we recommend framing equity initiatives in terms of shared fairness and collective benefit, using transparent rationale and inclusive identity language. Gen Zers expect fair pay, inclusive policies, and transparency, so HR communications should emphasize fairness and allyship to enhance legitimacy and support among this cohort.

The study aimed to investigate the concept of workplace equality as experienced and perceived by female librarians of Punjab, Pakistan. Through this investigation, the study aimed to contribute to the broader discourse on creating equitable and inclusive workplaces for women in the field of library and information science. A qualitative research method based on semi-structured interviews was employed to meet the objectives of the study. The interview guide was used to collect data from female librarians working in the Higher Education Commission’s (HEC) recognized public and private sector universities of the Punjab, Pakistan. According to the results, female librarians shared that they have faced gender-based discrimination in job allocation as male librarians were favored for tasks with additional wages or representation at corporate events. Private sector candidates reported issues related to career development opportunities as managers often restrict participation in seminars, conferences, and higher education pursuits. The study also highlighted that inequalities or discriminations affect employees motivation and enthusiasm. This study highlights issues of inequality from a female perspective in the library and information science field, contributing to a deeper understanding of the key factors to ensure equitable workplaces. This study may be a useful contribution to the body of research literature, as well as the findings may help in sensitizing the management and authorities to control the work environment to facilitate females, and to make female-oriented policies.