The purpose of this study was to identify promising areas for improving the constitutionalization of the principle of gender equality in Kazakhstan, drawing on the practices of European countries. Using formal-logical, system-structural, comparative-legal and modelling methods, it analyses legal development, regulatory interaction and future directions. The study identified the specific features of constitutional regulation of equality of rights and freedoms of men and women in Kazakhstan and European countries, emphasizing that eliminating discrimination is a core value of democratic systems. Embedding such principles in constitutional law promotes progressive social change. The study highlights that achieving true gender equality requires transforming traditional views of men’s and women’s roles in society. Without this shift, imbalances and unclear expectations persist. Examining successful practices in the Czech Republic, Italy, Switzerland, Austria, Portugal and Lithuania, the study suggests practical ways to adapt these approaches to Kazakhstan’s legal framework. It recommends establishing a dedicated coordinating body to oversee gender equality and implementing targeted programmes with clear priorities and strategies to support gender mainstreaming.

StopAsianHate protests arose in the West during the COVID-19 pandemic, opposing a perceived increase in hate incidents directed against Asians in general and Chinese people in particular. These events raise a question: what is the nature of attitudinal biases about Chinese people in the English-speaking world today? Here, we seek answers with AI and big data. Using BERT language models pre-trained on massive English-language corpora (books, news articles, Wikipedia, Reddit and Twitter) and a new method for measuring natural-language propositions (the Fill-Mask Association Test, FMAT), we examined three components of attitudinal biases about Chinese people: stereotypes (cognitive beliefs), prejudice (emotional feelings) and discrimination (behavioural tendencies). The FMAT uncovered relative semantic associations between Chinese people and (1) cognitive stereotypes of low warmth (less moral/trustworthy and less sociable/friendly) and somewhat low competence (less assertive/dominant but equally capable/intelligent); (2) affective prejudice of contempt (vs admiration); and (3) behavioural discrimination of active/passive harm (vs help/cooperation). These findings advance our understanding of attitudinal biases towards Chinese people in the English-speaking world.

In this study, we conceptualize the thus far little explored relationship between expatriate and host country as a form of social exchange governed by the norm of reciprocity. Drawing from social exchange theory and our analysis of 451 self-initiated expatriates (SIEs) living and working in the United Arab Emirates, we examine whether the degree of SIEs’ career and community embeddedness explains their host country withdrawal intention via enhanced perceived institutional trust and a more tolerant attitude toward workplace discrimination. Our results provide general support for our theoretical model and most of our hypotheses. In this way, our article makes three contributions. First, it suggests a novel way to conceptualize the relationship between SIEs and host country as a form of social exchange. Second, it differentiates between two dimensions of embeddedness and explicates how the two contribute to SIEs’ intentions to stay in the host country. Finally, the analysis theorizes and empirically tests two previously little explored mechanisms of enhanced institutional trust and a more tolerant attitude toward workplace discrimination through which SIEs’ host country embeddedness influences their host country withdrawal intentions.

Violence against women in all its forms is the most shameful violation of human rights. It is a violation that continues to increase over the years despite the existence of international and national laws. Morocco is one of the countries in the world that suffers from this discrimination against women. To deal with this phenomenon, national texts intervene to establish a legal framework that respects the principle of equality between women and men such as the Constitution of 2011, The Family Code (“Moudawana”) of 2004, and the adoption in 2016 of Law No. 27-14 on the fight against human trafficking, etc. In 2018, Law No. 103-13 related to the fight against violence towards women was promulgated. It is a law which constitutes a real legislative innovation in Morocco since it will reduce or even stop a certain number of abuses experienced by women. This is what leads us to ask ourselves, is Law No. 103-13 really going to allow us to abolish the segregation between men and women? And would this law allow us to fight against all kinds of violations against women?

In the People's Republic of China, the 2015 (revised) Higher Education Law provides that citizens enjoy the right to receive higher education. That legal ideal, however, is not easy to implement in practice. One important issue in higher education is the extent to which in law and in practice the educational rights and interests of students with disabilities are realized. In anticipation of difficulties, the same law specifically requires Chinese higher education institutions to enrol disabled students who meet the relevant admission qualifications and it explicitly prohibits rejection on grounds of disability. Admission standards and processes, however, remain a problem, as do social attitudes to disability, and other difficulties persist in securing the rights and interests of disabled persons in higher education. The complications that arise remain significantly under researched and are not explicitly addressed in the Higher Education Law. Proposals for reform are not likely to succeed without substantial changes in societal and governmental attitudes.

While China's Constitution says everyone is treated equally before the law, employment discrimination continues to exist. This paper breaks new ground by analysing a quantitative survey of more than 10,000 lesbian, gay, bisexual, transgender and intersex (LGBTI) people, the largest dataset of its kind to date in China. Only 5.1 per cent of respondents were completely open about their gender and sexuality at work. More than one-fifth reported experiencing negative treatment in the workplace. Transgender and intersex people reported higher rates of negative treatment, as did respondents with lower educational levels and lower incomes and those residing in towns. Employer policies against discrimination were rare, but when in place, they were significantly associated with less negative treatment. These findings highlight an almost completely neglected segment of the workforce and document discriminatory experiences that could be addressed by changes in discrimination law and by employer policies and practices related to diversity and inclusion.