This research project aims to investigate gender dynamics and occupational segregation within the field of Human Resources (HR) in Shunde. The primary objective is to understand the barriers women encounter in their career advancement within the HR profession, particularly focusing on factors such as social norms, leadership dynamics, and educational backgrounds. Through a comprehensive literature review, the study will explore existing theories and empirical evidence related to gender inequality, feminization trends, and women's advancement in HR fields globally, with a specific emphasis on the Chinese context. The research seeks to uncover the underlying causes of vertical and horizontal occupational gender segregation within HR, shedding light on how these phenomena manifest in recruitment, promotion, and leadership opportunities for women.Using a mixedmethods approach, including surveys and interviews, the project aims to gather insights from both HR professionals and organizational leaders. Surveys will provide quantitative data on factors influencing promotion pathways and career trajectories for women in HR, while interviews will offer in-depth qualitative perspectives on lived 2 experiences, challenges, and perceptions of gender dynamics within the profession. By triangulating these findings, the study intends to offer a comprehensive understanding of the multifaceted nature of gender inequality in HR under a Chinese background.The findings of this study will have practical implications for HR practitioners, organizational leaders, and policymakers, offering insights into strategies for promoting gender diversity, fostering inclusive workplace cultures, and addressing systemic barriers to women's career advancement in HR. Ultimately, the research endeavours to advocate for gender equality and empower women within the HR profession, thereby promoting more equitable and sustainable organizational practices in China and beyond.

This research project aims to investigate gender dynamics and occupational segregation within the field of Human Resources (HR) in Shunde. The primary objective is to understand the barriers women encounter in their career advancement within the HR profession, particularly focusing on factors such as social norms, leadership dynamics, and educational backgrounds. Through a comprehensive literature review, the study will explore existing theories and empirical evidence related to gender inequality, feminization trends, and women's advancement in HR fields globally, with a specific emphasis on the Chinese context. The research seeks to uncover the underlying causes of vertical and horizontal occupational gender segregation within HR, shedding light on how these phenomena manifest in recruitment, promotion, and leadership opportunities for women.Using a mixed�methods approach, including surveys and interviews, the project aims to gather insights from both HR professionals and organizational leaders. Surveys will provide quantitative data on factors influencing promotion pathways and career trajectories for women in HR, while interviews will offer in-depth qualitative perspectives on lived 2 experiences, challenges, and perceptions of gender dynamics within the profession. By triangulating these findings, the study intends to offer a comprehensive understanding of the multifaceted nature of gender inequality in HR under a Chinese background.The findings of this study will have practical implications for HR practitioners, organizational leaders, and policymakers, offering insights into strategies for promoting gender diversity, fostering inclusive workplace cultures, and addressing systemic barriers to women's career advancement in HR. Ultimately, the research endeavours to advocate for gender equality and empower women within the HR profession, thereby promoting more equitable and sustainable organizational practices in China and beyond.

Low employment statistics of adults with autism spectrum disorder in the UK, the low number of academic studies about supporting autistic library staff in Library and Information Studies academic literature and the indication within the relevant literature that autistic library staff may face barriers to receiving support because of the lack of understanding and negative stigma associated with autism, has prompted this investigation into whether libraries in the UK are providing effective support for autistic library staff. A mixed methods approach was employed to gather quantitative and qualitive data to represent the thoughts and opinions of autistic library staff about the support offered in their workplace. Two surveys were sent out to various library staff listservs, networks and social media groups and a few survey respondents were invited to take part in follow-up interviews which were provided in different formats. Results from both surveys and the interviews indicated that there were issues with disclosure, masking/hiding autistic traits, discrimination due to lack of understanding about autism by some line managers and staff, barriers to requesting reasonable adjustments at work and during job interviews, lack of provision of support services in UK libraries and the lack of provision of autism awareness training. Results have also positively indicated that some autistic library staff have certain traits and skills which enable them to carry out their library work. Although some of the participants have indicated that they have some level of support and face less discrimination in their workplaces, there is still more that can be done in UK libraries to support autistic library staff. Further recommendations are made about different types of support and providing special training for library managers and non-autistic staff to improve understanding about adjustments that autistic library staff may need. Further studies would be useful to understand about prevalence of autism in different sectors and understand the needs of staff working in different library sectors.