Katerina Sidiropoulou, Nick Drydakis, Benjamin Harvey and Anna Paraskevopoulou
The purpose of this paper is to examine associations between: family support during the school-age period, and school-age bullying (short-term associations); and family support…
Abstract
Purpose
The purpose of this paper is to examine associations between: family support during the school-age period, and school-age bullying (short-term associations); and family support during the school-age period and workplace bullying (long-term associations) for lesbian, gay and bisexual (LGB) adults in Britain.
Design/methodology/approach
The authors employ retrospective questions regarding family support for LGB children and school-age bullying and questions regarding workplace bullying in the respondents’ present jobs. A 2016 data set was utilized which was created by attending events during the UK LGBT History Month.
Findings
The empirical investigation demonstrates that supportive family environments toward LGB children reduce both school-age and workplace bullying.
Practical implications
Given the increasing number of people self-identifying as LGB, the significant percentages of school and workplace bullying incidents and the corresponding negative effects on people’s lives, it is important to examine the benefits of family support with regards to reducing school and workplace victimization. This study also reports that family support could have an enduring influence on the experiences of LGB children and adults.
Originality/value
No known research has considered the possible developmental benefits of family support on reducing future workplace bullying for LGB children. In addition, this might be the first study which simultaneously examines family support toward LGB children, school-age and workplace bullying.
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Nick Drydakis, Anna Paraskevopoulou and Vasiliki Bozani
The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting.
Abstract
Purpose
The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting.
Design/methodology/approach
In order to answer the research question, the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector.
Findings
The results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than those do for men.
Practical implications
If prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adopt inclusive human resources (HR) policies at the earliest stages of the recruitment process.
Originality/value
This research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to the employees' motivation, productivity, and health, such prejudices against older individuals may be considered taste-based discrimination.
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Vasiliki Bozani, Nick Drydakis, Katerina Sidiropoulou, Benjamin Harvey and Anna Paraskevopoulou
The purpose of this paper is to provide empirical patterns regarding trans people’s self-esteem-oriented evaluations during observations of positive workplace actions. The case of…
Abstract
Purpose
The purpose of this paper is to provide empirical patterns regarding trans people’s self-esteem-oriented evaluations during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil the aims. The guide provides suggestions to employers for recruiting and retaining trans people.
Design/methodology/approach
A new questionnaire is created which forms a 20-item scale capturing a variety of self-evaluations. Trans people provided their responses in a 2018–2019 survey and the study’s patterns were captured.
Findings
The outcomes suggest that trans people’s self-esteem and self-respect are enhanced by policy makers’ positive actions to promote inclusivity in the workplace. In addition, due to these actions trans people feel more accepted, valued and trusted by the government. The authors suggest that a lack of positive workplace actions may be detrimental to trans people’s self-esteem. However, if a workplace policy is perceived to be a recognition of trans people’s worth this may be internalized, resulting in positive self-evaluations. The authors suggest that the 2015 workplace guide aims to ensure that trans people’s self-expressions are not constrained in ways that could cause them self-esteem difficulties.
Practical implications
The study also finds that firms which have implemented the workplace guide have informed human resources strategies, affected corporate profiles and staff organizational behaviours, created a more inclusive workplace culture, and addressed LGBT business and trans staff members’ needs. The authors suggest that when employers utilize policy makers’ positive workplace policies they may be able to realize positive organizational outcomes in their firms.
Social implications
The World Health Organization perceives self-esteem as a public matter and this study suggests that inclusive workplace strategies can positively affect the psychological states of a highly marginalized population group.
Originality/value
To the best of the authors’ knowledge this is the first attempt to quantify how a workplace guide impacts on self-esteem-oriented evaluations among trans people. Each one of the 20 items in the scale brings new insights into the subject matter.
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The purpose of this paper is to discuss family migration through the findings of the undocumented worker transitions (UWT) European Union funded, sixth framework project, which…
Abstract
Purpose
The purpose of this paper is to discuss family migration through the findings of the undocumented worker transitions (UWT) European Union funded, sixth framework project, which was completed in February 2009.
Design/methodology/approach
Focusing on results from 211 interviews across seven European countries, together with the current literature on the subject, the paper identifies types of family migration and examines the implications of migration policies and measures in relation to family life and the position of individuals within it, such as women, children or the older people. The paper argues that family‐related reasons often play a central role in the decision to migrate and shape employment experiences.
Findings
Independent of restrictions imposed by various states to control migration, family‐related migration does occur in destinations considered to provide economic prosperity (or survival) with the help of social networks and often with the intention of settling permanently/semi‐permanently in the host state. Status shift towards irregularity often translates to a more vulnerable position in the labour market, inviting exploitation and worsening of the working conditions as a result of precarious employment conditions.
Social implications
The paper concludes that greater protection (in terms of status) and encouragement (in terms of involvement in the civic society) is needed for migrant families in order to enable integration and combat future disadvantage and discrimination that might be experienced by this group.
Originality/value
The paper places emphasis on irregular migrants, as research in this area is limited. The work is also original as it is based on primary research on the experiences of undocumented migrants in seven European countries.
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Madjid Tavana, Akram Shaabani and Naser Valaei
Delivering premium services and quality products are critical strategies for success in manufacturing. Continuous improvement (CI), as an underlying foundation for quality…
Abstract
Purpose
Delivering premium services and quality products are critical strategies for success in manufacturing. Continuous improvement (CI), as an underlying foundation for quality management, is an ongoing effort allowing manufacturing companies to see beyond the present to create a bright future. We propose a novel integrated fuzzy framework for analyzing the barriers to the implementation of CI in manufacturing companies.
Design/methodology/approach
We use the fuzzy failure mode and effect analysis (FMEA) and a fuzzy Shannon's entropy to identify and weigh the most significant barriers. We then use fuzzy multi-objective optimization based on ratio analysis (MOORA), the fuzzy technique for order of preference by similarity to ideal solution (TOPSIS) and fuzzy simple additive weighting (SAW) methods for prioritizing and ranking the barriers with each method. Finally, we aggregate these results with Copeland's method and extract the main CI implementation barriers in manufacturing.
Findings
We show “low cooperation and integration of the team in CI activities” is the most important barrier in CI implementation. Other important barriers are “limited management support in CI activities,” “low employee involvement in CI activities,” “weak communication system in the organization,” and “lack of knowledge in the organization to implement CI projects.”
Originality/value
We initially identify the barriers to the implementation of CI through rigorous literature review and then apply a unique integrated fuzzy approach to identify the most important barriers based on the opinions of industry experts and academics.
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The purpose of this paper is to analyze the prejudice and discrimination constructs through the lens of a transcendent knowledge concept.
Abstract
Purpose
The purpose of this paper is to analyze the prejudice and discrimination constructs through the lens of a transcendent knowledge concept.
Design/methodology/approach
The paper seeks to demonstrate that Spiritism or Spiritist Doctrine (SD) – regarded here as a source of transcendent knowledge – offers compelling arguments and provides suitable explanations (i.e. transcendent ontology) in relation to the issue of discrimination
Findings
Overall, this paper contributes to a better understanding of diversity and inclusive perspectives by examining the antecedents and consequences of discrimination through the insightful lens of SD tenets. In this sense, the findings suggest that the discriminators and prejudiced people may ironically pass through – as a result of the law of cause and effect – the same hard situations (i.e. ordeals or nightmares) – even though in their future lives – that they impose in their current victims to forcefully open their minds, support universal values, enhance their own feelings and spiritual intelligence.
Practical implications
Evidence presented here (although conceptually in nature) could be somewhat integrated into training sections of diversity management. At a minimum, it may encourage the shift of attitudes, revision of embedded values and reflections about the spiritual consequences to the perpetrators of discrimination against minorities.
Originality/value
Taken as a whole, the SD tenets prompt us to understand that the acts of prejudice, stereotyping and discrimination engender suffering for their perpetrators, even in their future lives (i.e. reincarnations). Broadly speaking, the SD principles compel us to consider transcendent knowledge even in the context of organizational life.