an article by Maria Adamson (Middlesex University Business School, London, UK), Elisabeth K. Kelan (Cranfield School of Management, UK), Patricia Lewis (Kent Business School, Canterbury, UK), Nick Rumens (University of Portsmouth, UK) and Martyna Slíwa (University of Essex, Essex, UK) published in Human Resource Management International Digest Volume 24 Issue 7 (2016)
Abstract
Purpose
This paper aims to suggest a shift in thinking about how to improve gender inclusion in organizations, as well as offering a number of practical action points.
Design/methodology/approach
This paper takes a perspective based on the authors’ own ongoing research, as well as synthesis of existing insights into gender inclusion in organizations.
Findings
To retain top talent and improve organizational climate, the authors need to re-think how the authors measure the success of organizational inclusion policies. Specifically, the paper suggests moving from numbers and targets to looking at the quality of gender inclusion in the workplace. The paper explains why this shift in thinking is important and how to approach it in practice.
Practical implications
The paper provides strategic insights into and practical thinking about ways in which progressive organizations can continue to improve gender equality.
Originality/value
The paper makes a provocative call for a change of perspective on gender inclusion in organizations based on cutting-edge research and puts forward action points in an accessible format.
Showing posts with label equal_opportunities. Show all posts
Showing posts with label equal_opportunities. Show all posts
Thursday, 5 January 2017
Friday, 12 June 2015
Women at Work! Evaluating Equal Employment Policies and Outcomes in Construction
an article by Erica French (Queensland University of Technology, Brisbane) and Glenda Strachan (Griffith University, Brisbane) published in Equality, Diversity and Inclusion: An International Journal Volume 34 Issue 3 (March 2015)
Abstract
Purpose
The purpose of this paper is to examine equal employment policies in Australia’s male-dominated construction industry and categorise the types of activities undertaken against an equal employment typology to identify links to outcomes for women in the form of increased participation and management.
Design/methodology/approach
To explore the issue of low representation of women in construction through the content analysis of 83 construction organisations’ equal employment opportunity (EEO) reports.
Findings
This industry is not engaging with equal employment issues and the numbers of women working in the industry and/or management are based on individual decision rather than an institutional commitment to equality in diversity.
Research limitations/implications
Australian legislation mandates organisational reporting of relevant data and offers public access to this information offering a unique data set.
Practical implications
An ageing population means that the predominately older male workforce is leaving construction in greater numbers with fewer potential replacements making new labour markets a vital consideration.
Social implications
Legislation and organisational policies designed to promote EEO for women have existed in numerous countries for decades. One objective of this legislation was to reduce male domination in senior positions and industries/occupations where women were under-represented. Despite this, few women are employed in construction in operational or management roles worldwide.
Originality/value
This study offers a comprehensive analysis of a male-dominated industry in one jurisdiction rather than a few selected cases and uses a broader rigorous typology for analysis that acknowledges both equal and different treatment options.
Abstract
Purpose
The purpose of this paper is to examine equal employment policies in Australia’s male-dominated construction industry and categorise the types of activities undertaken against an equal employment typology to identify links to outcomes for women in the form of increased participation and management.
Design/methodology/approach
To explore the issue of low representation of women in construction through the content analysis of 83 construction organisations’ equal employment opportunity (EEO) reports.
Findings
This industry is not engaging with equal employment issues and the numbers of women working in the industry and/or management are based on individual decision rather than an institutional commitment to equality in diversity.
Research limitations/implications
Australian legislation mandates organisational reporting of relevant data and offers public access to this information offering a unique data set.
Practical implications
An ageing population means that the predominately older male workforce is leaving construction in greater numbers with fewer potential replacements making new labour markets a vital consideration.
Social implications
Legislation and organisational policies designed to promote EEO for women have existed in numerous countries for decades. One objective of this legislation was to reduce male domination in senior positions and industries/occupations where women were under-represented. Despite this, few women are employed in construction in operational or management roles worldwide.
Originality/value
This study offers a comprehensive analysis of a male-dominated industry in one jurisdiction rather than a few selected cases and uses a broader rigorous typology for analysis that acknowledges both equal and different treatment options.
Friday, 31 May 2013
Persons with Disabilities: Entitled to Beg, not to Work. The Argentine Case
an article by Eduardo Daniel Joly (Fundación Rumbos and REDI (Red por los Derechos de las Personas con Discapacidad), Argentina) and María Pía Venturiello (Universidad de Buenos Aires and CONICET (Consejo Nacional de Investigaciones Científicas y Técnicas), Argentina) published in Critical Sociology Volume 39 Number 3 (May 2013)
Abstract
The article analyses the structural unemployment that characterises persons with disabilities from a social, economic and political perspective.
As long as persons with disabilities continue to be defined as unable to perform productive work, they will remain condemned to poverty, begging, dependency and a life without projects to fulfill.
With reference to the history and struggles of the disability rights movement in Argentina, it focuses on understanding this struggle as a collective endeavour, aimed at establishing the right to earn a living by working, i.e. via paid productive employment.
It concludes by positing that in the long run, social inclusion can only be realised in a society that is organised so that each individual can contribute what he or she is capable of, with the necessary means put at his and her disposal; and that in return, his and her needs (as they may evolve over time) will be met.
Abstract
The article analyses the structural unemployment that characterises persons with disabilities from a social, economic and political perspective.
As long as persons with disabilities continue to be defined as unable to perform productive work, they will remain condemned to poverty, begging, dependency and a life without projects to fulfill.
With reference to the history and struggles of the disability rights movement in Argentina, it focuses on understanding this struggle as a collective endeavour, aimed at establishing the right to earn a living by working, i.e. via paid productive employment.
It concludes by positing that in the long run, social inclusion can only be realised in a society that is organised so that each individual can contribute what he or she is capable of, with the necessary means put at his and her disposal; and that in return, his and her needs (as they may evolve over time) will be met.
Tuesday, 8 January 2013
Ex Ante Versus Ex Post Equality of Opportunity
an article by Marc Fleurbaey (University of Princeton) and Vito Peragine (University of Bari) published in Economica Volume 80 Issue 317 (January 2013)
Abstract
We study the difference between the ex post and ex ante perspectives in equality of opportunity.
We show that the well documented conflicts between compensation and reward are but an aspect of a broader conflict between ex ante and ex post perspectives.
The literature that takes the goal of providing equal opportunities as the guiding principle generally considers that this is implemented only when, ex post, all individuals with the same effort obtain equal success.
It is easy to believe that ex ante compensation is another natural embodiment of the same idea. We show that this is not true.
Full text (HTML)
Hazel’s comment:
Intellectual and statistical but I found those bits I understood very interesting.
Abstract
We study the difference between the ex post and ex ante perspectives in equality of opportunity.
We show that the well documented conflicts between compensation and reward are but an aspect of a broader conflict between ex ante and ex post perspectives.
The literature that takes the goal of providing equal opportunities as the guiding principle generally considers that this is implemented only when, ex post, all individuals with the same effort obtain equal success.
It is easy to believe that ex ante compensation is another natural embodiment of the same idea. We show that this is not true.
Full text (HTML)
Hazel’s comment:
Intellectual and statistical but I found those bits I understood very interesting.
Tuesday, 17 July 2012
Organisational approaches to flexible working: Perspectives of equality and diversity managers in the UK
an article by Jean Gardiner and Jennifer Tomlinson (Leeds University Business School, University of Leeds) published in Cross Cultural Management: An International Journal Volume 28 Issue 8 (2012)
Abstract
Purpose
The purpose of this paper is to, first, explore flexible working as an important but under-researched dimension of equality and diversity (E&D) and, second, contribute to employment relations debates by exploring organisational perspectives on flexible working and how these connect with business strategies and the regulatory context.
Design/methodology/approach
In depth semi-structured interviews were conducted with 12 E&D managers in ten public and private sector organisations. Interviews explored the role of E&D managers in the construction of flexible working arrangements (FWAs) and drivers underpinning them.
Findings
Flexible working was most evident as a significant field of E&D practice where E&D was linked into business strategy and was well resourced. The key roles of E&D managers in relation to FWAs were policy innovation and monitoring. Four organisational rationales for FWAs were identified from the data. These were FWA constructed as: an individual employee benefit; a means of improving operational effectiveness; an integral part of organisational strategy; and as a means of addressing structural social inequalities.
Research limitations/implications
While the sample is small, the research is of value to both researchers and policy makers, offering insights on an under-researched area of E&D policy and practice.
Practical implications
This paper outlines different rationales for flexible working and shows how some organisations are able to develop flexible working policies that are more equitable and effective than other organisations.
Originality/value
The originality lies in the use of E&D managers as informants of organisational approaches to FWAs, which to date has been under-researched in terms of its connection with E&D policy and practice.
Abstract
Purpose
The purpose of this paper is to, first, explore flexible working as an important but under-researched dimension of equality and diversity (E&D) and, second, contribute to employment relations debates by exploring organisational perspectives on flexible working and how these connect with business strategies and the regulatory context.
Design/methodology/approach
In depth semi-structured interviews were conducted with 12 E&D managers in ten public and private sector organisations. Interviews explored the role of E&D managers in the construction of flexible working arrangements (FWAs) and drivers underpinning them.
Findings
Flexible working was most evident as a significant field of E&D practice where E&D was linked into business strategy and was well resourced. The key roles of E&D managers in relation to FWAs were policy innovation and monitoring. Four organisational rationales for FWAs were identified from the data. These were FWA constructed as: an individual employee benefit; a means of improving operational effectiveness; an integral part of organisational strategy; and as a means of addressing structural social inequalities.
Research limitations/implications
While the sample is small, the research is of value to both researchers and policy makers, offering insights on an under-researched area of E&D policy and practice.
Practical implications
This paper outlines different rationales for flexible working and shows how some organisations are able to develop flexible working policies that are more equitable and effective than other organisations.
Originality/value
The originality lies in the use of E&D managers as informants of organisational approaches to FWAs, which to date has been under-researched in terms of its connection with E&D policy and practice.
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