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The integration of women into the armed forces of western democracies reveals a pattern of significant diversity: while some countries have integrated women, granting them real (and not only formal) access to a wide range of positions and occupations, other keep women in little more than symbolic spaces.

Among the variety of factors which account for different paths and integration levels – which range from global social-economic conditions, political factors, cultural and historical patterns, military organizational structure, or time effects – there are institutional policies. One rather common assumption is that explicit organizational policies are a crucial factor to promote integration at the organizational level. However, some studies have also reached disappointing conclusions regarding the power of institutional policies to help redress culturally entrenched stereotypes that often function as obstacles to integration.

This paper discusses the impact of organizational policies on gender integration using available empirical data from a comparative study conducted among NATO nations (Carreiras, 2006). It specifically addresses the following questions: what is the impact of organizational policies on gender integration? To what extent does the existence of explicit and active integration policies contribute to promote equality in military forces? Under which conditions are policies effective and under which conditions may their effects be blocked?

It concludes that polices may be a necessary but not sufficient condition for integration – that their impact, while positive on formal integration, may not always be so on social integration – and that conditions for change do not depend strictly on formal policies. A final suggestion is made regarding the need to analyze the specific conditions under which the efficacy of policies might vary.

Since women were first admitted to the United States Air Force Academy (USAFA) in 1976, gender integration has been an important issue. This chapter reviews the works of two social scientists that researched and documented the gender integration efforts of that time. It then summarizes more recent gender climate data, presents data from our study of correlates of cadet perceptions of females at USAFA, and discusses implications of these findings for gender climate and leadership development programs. In the early years of gender integration, male cadets had more traditional attitudes toward women in society than civilian males or female cadets; views that changed little by the time of graduation. Also, they often were vocally opposed to the integration of women at the Academy and in the military and viewed female cadets and officers as less capable leaders. In contrast, the females in the first cohort were less traditional in their attitudes and backgrounds and were very positively supportive of women in nontraditional roles. Nevertheless, they were “feminine” in their gender identities and, unexpectedly, became “more feminine” over the course of their Academy experience.

Despite vast improvements in the past 30 years or so, some gender integration issues remain; there continue to be gender-related jokes and comments, and a small but substantial portion of men do not believe that women belong at the Academy.

In the present study, we looked at what variables predicted men's and women's agreement with the statements: “female cadets can hack it (succeed) here” and “I have no trouble taking orders from a female officer.” We also looked at how cadets rated leadership scenarios featuring either male or female officers.

The findings revealed that different variables predict men's and women's attitudes toward females at USAFA.

Results are discussed in terms of continuing efforts to improve the gender climate at USAFA as well as to enhance leadership development programs.

I first met Charles C. Moskos back in 1983, at the first international conference in which I had the fortune to participate, and, since my history of relations with him parallels those of many colleagues and friends who study the military and who, like me, remember him, it seems worthwhile to introduce these studies in his honour with a personal recollection.

I first met Charles C. Moskos back in 1983, at the first international conference in which I had the fortune to participate, and, since my history of relations with him parallels those of many colleagues and friends who study the military and who, like me, remember him, it seems worthwhile to introduce these studies in his honour with a personal recollection.

All of these cases are evidence of violence committed against women, for the reason that they are women, i.e. because the status that society accords to their gender permits men (for the most part) to behave violently against women (for the most part). It is obvious that other groups of the population may be affected in a similar manner, but female victims of gender-based violence deserve special attention, not only because they represent the majority of victims, but also because, as opposed to children or the elderly, women can fight the violence both actively and effectively.² Gender-based violence is both of a physical and psychological nature and cuts through all cultures and societies. It is committed within the family (battering, sexual abuse of female children, dowry-related violence, marital rape, female genital circumcision, and other traditional practices that have proven to be harmful to women; non-spousal violence, and violence that accompanies various forms of female exploitation), in communities (sexual abuse, harassment, and intimidation in the workplace and educational institutions, trafficking in women, and forced prostitution), as well as in society at large (see Table 1).

Considering in one side, the differences between the non-profits and profits entities and, in other side, given the importance of governance to monitoring the protection of the interests of the different stakeholders, this literature review aims to identify the special features of the social economy entities and its effects in the principles and guidelines of an adequate governance model for these entities.

An important conclusion after the analysis of several frameworks is that the latest approaches place less importance on formal aspects such as the governing body roles or composition. Nowadays the concerns are increasingly focused in the best ways to adopt viable strategies and business models that will ensure survival and growth of non-profit entities.

In Portugal we identified the specificities of the Portuguese third sector that is limited to the fulfilment of the legally imposed requirements to these organizations. Regarding governance aspects, Portuguese organizations are not subject to codes of good practice or if they follow them, they are designed for the for-profit sector and do not address the main concerns of the non-profit sector.