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This paper discusses the problems of gender equality in society, the workplace and the household in the specific context of India. It explicates the past and the present gender diversity initiatives by government machinery to bring gender equality through affirmative action.

The design, methodology and approach involve a general review.

Developed countries have taken initiatives for gender equality almost in the pre-20th century and were partially successful. Despite gender diversity and affirmative action and legislation, bias still prevails in varied forms. In the case of India, the movement for gender equality started post-independence (1947). Still, there is a high disparity between men and women in society as well as in various occupations, as it is evident through a huge difference in salary, responsibilities, perquisites, recognition and promotions offered to men and women. India needs more transformation in the culture, statutory bodies and the mindset of patriarchal societies, to achieve gender equality. The legislative changes have faced resistance in their implementation due to social, cultural and religious issues, and the expectations and perceptions toward females have not been changed by the patriarchal society.

This paper deciphers the gender equality movement in developing countries like India, and how the planning commission of India focuses on women’s development and government machinery tries to bring down the gender gap through affirmative action. Why, in spite of all these efforts, India is not able to minimize the gender gap and concludes with reasons and implications.

The purpose of this paper is to propose a conceptual framework associating globalization, workforce diversity, and deviance and suggest micro-macro HRM strategies to overcome challenges associated with the workforce diversity and workplace deviance.

A systematic review of literature of past 25 years was carried out with the key word “globalization, workforce diversity, and deviance” from several electronic databases.

Findings propose micro-macro HRM strategies to be adopted by HR practitioners in Association of Southeast Asian Nations (ASEAN) organizations to manage workforce diversity and deviance in the age of globalization.

The challenges due to workforce diversity may get worse because ASEAN is more incongruent in terms of phases of economic, social, cultural, and political advancement. Therefore, proposed model can be tested and compared in different ASEAN organizations.

There is a dearth of literature associating globalization, workforce diversity, and deviance. This paper bridges this gap by proposing a conceptual framework in the ASEAN context and suggests micro-macro HRM strategies to be adopted by HRM practitioners to overcome associated challenges with workforce diversity and deviance.

The purpose of this paper is to decipher the benefits of breaking the glass ceiling in the organization, providing strategies to overcome it, and discussing the benefits availed by the organization in bringing more participation from women in middle and senior level management.

This paper critically analyses the literature on women’s contribution to the organization’s success, their barriers to their advancement to corporate hierarchy, and breaking the glass ceiling, supported by appropriate theories.

Gender diversity initiatives are perquisite for an organization ' s success and performance because presence of more women in the organization increases firm’s productivity. It is because more participation of female employees offers organizations a wide range of resources, ideas, skills, and energy to the business, providing a competitive edge against the competitors.

With understanding the benefits of gender diversity initiatives, an organization will emphasize more on the development of female employees personally and professionally. This, in turn, will help organizations in terms of productivity.

Originality and value with understanding the benefits of gender diversity initiatives in an organization can focus more on growth and development aspects of female employees by breaking the glass ceiling and recognizing their competencies, qualifications, and achievement. This will lead to more participation of women in every echelon of management, resulting in firm performance.

The purpose of this paper is to understand the volatility in commodity futures and spot markets. The study starts with a few questions: first, the effect of seasonality on the volatility is studied. Thereafter, the presence of structural breaks in the variance is identified. At last the seasonality, structural shifts and spillover effects are examined together to find out their effects on volatility.

The methodology heavily employs econometric tools and techniques. The monthly seasonal dummies are incorporated to identify the effects of seasonality on volatility. Then, the presence of break in volatility is tested by cumulative sum of squares (CUSUM test), followed by generalized autoregressive conditional heteroscedastictity and EGARCH models are measured by including seasonal dummies, break dummies and the residuals of other market in the variance equation to determine spillover effects.

It is found that the effects of seasonality on volatility cannot be ignored as the effects are significant. The presence of asymmetry is detected in all the commodities. The presence of seasonality and structural breaks in the variance equation are statistically able to reduce the volatility but the magnitude is very negligible with an exception in cumin futures markets. Bi-directional volatility spillover between futures and spot markets is observed in all the commodities and the effect of spillover is more from spot markets to the futures markets.

This study is limited to a few agro commodities which are well traded. This study could have been extended to the other thinly traded commodities. This study has also taken only near month futures contracts as it contains more information but the same could have been studied by taking far month contracts also.

The present study attempted to understand the conjugated effects of seasonality, structural breaks and spillover on volatility of commodity markets which is not apparent in the previous studies. This study has also employed methodological rigor to identify the breaks in the variance equation. In addition to this it has also investigated whether Indian commodity futures markets are informationally more efficient than the spot markets.