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Article
Publication date: 3 September 2019

Nicolas de Guzman Chorny, Amy Raub, Alison Earle and Jody Heymann

Nearly every country has committed to protect children from work that could be harmful or interfere with their education by ratifying the International Labour Organization Minimum…

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Abstract

Purpose

Nearly every country has committed to protect children from work that could be harmful or interfere with their education by ratifying the International Labour Organization Minimum Age Convention (C138). Yet there is little transparency and accountability around whether countries have followed through on these commitments by passing legislation to protect children from work. The paper aims to discuss these issues.

Design/methodology/approach

This paper reports on analyses conducted of child labor legislation from all 193 United Nations member states to determine whether countries that have committed to ending child labor have taken the first step by passing legislation to protect children and youth from: work that is likely to be hazardous, work that is likely to interfere with their education and work that is harmful to their healthy development.

Findings

Findings show one in five ratifiers legally allow children to do hazardous work, and a similar number permit admission to employment at a young age. Moreover, legislative loopholes significantly undermine the protections that do exist in many countries.

Originality/value

Existing reporting mechanisms sometimes obscure whether central legal protections are in place, make cross-country comparisons difficult and impede the analysis of possible relationships between policies and outcomes across countries. This paper illustrates a novel approach to provide transparency and accountability on whether countries are meeting child labor commitments by using quantitative, globally comparable policy indicators.

Details

International Journal of Sociology and Social Policy, vol. 39 no. 7/8
Type: Research Article
ISSN: 0144-333X

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Article
Publication date: 23 October 2020

Aleta Sprague, Amy Raub and Jody Heymann

As coronavirus disease 2019 (COVID-19) spreads globally, the economic and health consequences are disproportionately affecting marginalized workers. However, countries' existing…

343

Abstract

Purpose

As coronavirus disease 2019 (COVID-19) spreads globally, the economic and health consequences are disproportionately affecting marginalized workers. However, countries' existing labor and social security laws often exclude the most vulnerable workers from coverage, exacerbating existing inequalities. Guaranteeing the rights to adequate income even when ill, decent working conditions and nondiscrimination in constitutions may provide a foundation for protecting rights universally, safeguarding against counterproductive austerity measures, and providing a normative foundation for equality and inclusion as economies recover. The purpose of this article is to examine the prevalence of these rights globally and assess some of their early impacts amid the pandemic.

Design/methodology/approach

The authors created and analyzed a database of constitutional rights for all 193 United Nations member states. All constitutions were double coded by an international multidisciplinary, multilingual team of researchers.

Findings

This study finds that 54% of countries take some approach to guaranteeing income security in their constitutions, including 23% that guarantee income security during illness. Thirty-one percent guarantee the right to safe working conditions. Only 36% of constitutions explicitly guarantee at least some aspect of nondiscrimination at work. With respect to equal rights broadly, constitutional protections are most common on the basis of sex (85%), followed by religion (78%), race/ethnicity (76%), socioeconomic status (59%), disability (27%), citizenship (22%), sexual orientation (5%) and gender identity (3%). Across almost all areas, protections for rights are far more common in constitutions adopted more recently.

Originality/value

This is the first study to systematically examine protections for income security and decent work, together with nondiscrimination, in the constitutions of all 193 UN member states.

Details

International Journal of Sociology and Social Policy, vol. 40 no. 9/10
Type: Research Article
ISSN: 0144-333X

Keywords

Available. Open Access. Open Access
Article
Publication date: 1 February 2023

Jody Heymann, Sheleana Varvaro-Toney, Amy Raub, Firooz Kabir and Aleta Sprague

While only one aspect of fulfilling equal rights, effectively addressing workplace discrimination is integral to creating economies, and countries, that allow for everyone's full…

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Abstract

Purpose

While only one aspect of fulfilling equal rights, effectively addressing workplace discrimination is integral to creating economies, and countries, that allow for everyone's full and equal participation.

Design/methodology/approach

Labor, anti-discrimination, and other relevant pieces of legislation were identified through the International Labor Organization's NATLEX database, supplemented with legislation identified through country websites. For each country, two researchers independently coded legislation and answered questions about key policy features. Systematic quality checks and outlier verifications were conducted.

Findings

More than 1 in 5 countries do not explicitly prohibit racial discrimination in employment. 54 countries fail to prohibit unequal pay based on race. 107 countries prohibit racial and/or ethnic discrimination but do not explicitly require employers to take preventive measures against discrimination. The gaps are even larger with respect to multiple and intersectional discrimination. 112 countries fail to prohibit discrimination based on both migration status and race and/or ethnicity; 103 fail to do so for foreign national origin and race and/or ethnicity.

Practical implications

Both recent and decades-old international treaties and agreements require every country globally to uphold equal rights regardless of race. However, specific national legislation that operationalizes these commitments and prohibits discrimination in the workplace is essential to their impact. This research highlights progress and gaps that must be addressed.

Originality/value

This is the first study to measure legal protections against employment discrimination based on race and ethnicity in all 193 UN countries. This study also examines protection in all countries from discrimination on the basis of characteristics that have been used in a number of settings as a proxy for racial/ethnic discrimination and exclusion, including SES, migration status, and religion.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 42 no. 9
Type: Research Article
ISSN: 2040-7149

Keywords

Available. Open Access. Open Access
Article
Publication date: 9 July 2020

Jody Heymann, Bijetri Bose, Willetta Waisath, Amy Raub and Michael McCormack

There is substantial evidence of discrimination at work across countries and powerful evidence that antidiscrimination laws can make a difference. This study examines the extent…

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Abstract

Purpose

There is substantial evidence of discrimination at work across countries and powerful evidence that antidiscrimination laws can make a difference. This study examines the extent of protections from discrimination at work in countries around the world and which groups were best covered.

Design/methodology/approach

This study assesses legal protections in hiring, pay, promotions/demotions, terminations and harassment for 13 different groups across 193 countries using a database the authors created based on analysis of labor codes, antidiscrimination legislation, equal opportunity legislation and penal codes. Differences in levels of protection were examined across social groups and areas of work, as well as by country income level using Chi-square tests.

Findings

Protection from gender and racial/ethnic discrimination at work was the most common, and protection across migrant status, foreign national origin, sexual orientation and gender identity was among the least. For all groups, discrimination was more often prohibited in hiring than in promotion/demotion. There was inconsistent protection from harassment and retaliation.

Research limitations/implications

Addressing discrimination at work will require a broad range of synergistic approaches including guaranteeing equal legal rights, implementation and enforcement of laws and norm change. This study highlights where legislative progress has been made and where major gaps remain.

Originality/value

This article presents findings from an original database containing the first data on laws to prevent discrimination in the workplace in all 193 countries around the world. The study analyzes legal protections for a wide range of groups and considers a full range of workplace protections.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 40 no. 3
Type: Research Article
ISSN: 2040-7149

Keywords

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Article
Publication date: 1 February 2001

Ken Lizotte

AT A PROMINENT FORTUNE 100 CORPORATION, a number of high‐level female managers had reached their boiling point. For some time, they had been requesting changes in their work…

117

Abstract

AT A PROMINENT FORTUNE 100 CORPORATION, a number of high‐level female managers had reached their boiling point. For some time, they had been requesting changes in their work lifestyle. All in the group were raising new families, yet the manager's role at their company demanded frequent travel, usually days at a time. Repeated requests, however, to cut back on business trips seemed to fall on deaf ears.

Details

Journal of Business Strategy, vol. 22 no. 2
Type: Research Article
ISSN: 0275-6668

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Article
Publication date: 1 October 2005

Risa L. Lieberwitz

The questions posed for the national reporters for this International Seminar demonstrate the wide range of issues that can be included as part of an analysis of corporate social…

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Abstract

The questions posed for the national reporters for this International Seminar demonstrate the wide range of issues that can be included as part of an analysis of corporate social responsibility. Even limiting the discussion of corporate social responsibility to employment issues covers a broad scope, represented by the three general questions posed for this Seminar: (1) hiring policy; (2) personnel management policy; and social protection policy. Before entering this discussion of the three questions, though, it may be useful to step back to an even broader question of the meaning of the term, “corporate social responsibility” (CSR). The term, itself, carries an underlying assumption of the legitimacy of a particular economic system and its central actors; that is, corporations are central, legitimate, and functional actors in social relations within a capitalist economic structure. The concept of CSR does not question the existence of corporations and their role in maintaining a system of private ownership and control over capital. The fundamental goal of capitalism and corporations to maximize market control and profits remains intact. Policies favoring CSR, rather, seek to shape the conduct of corporations to increase socially responsible corporate practices, but do not challenge the legitimacy of corporate power. Such social responsibility may range from curbing human rights violations by corporations, such as violence against union organizers, to influencing corporations to provide decent wages to employees, to pressuring corporations to carry out business with out harming the environment. The recent attention to CSR may be understood as an expression of concern over the reduced effectiveness of individual nations to maintain the integrity of social welfare policy within current conditions of global power exercised by transnational corporations (TNC).

Details

Managerial Law, vol. 47 no. 5
Type: Research Article
ISSN: 0309-0558

Keywords

Available. Open Access. Open Access
Article
Publication date: 16 July 2021

Maria Teresa Medeiros Garcia

600

Abstract

Details

European Journal of Management Studies, vol. 26 no. 1
Type: Research Article
ISSN: 2183-4172

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Article
Publication date: 19 July 2021

Bhawana Maheshwari, Jatin Pandey and Aditya Billore

The purpose of this study is to demonstrate the importance and influence of paternity leave on individual level organizational outcomes. Drawing on signaling theory, the study…

778

Abstract

Purpose

The purpose of this study is to demonstrate the importance and influence of paternity leave on individual level organizational outcomes. Drawing on signaling theory, the study examines the relationship between paid paternity leave entitlement (PPLE) and organizational attractiveness (OA) through a mediating path of anticipated organizational support (AOS). Furthermore, the study proposes that this mediated relationship would be conditional on traditional masculinity ideology (TMI) such that the relationship would be stronger for individuals who score low on TMI.

Design/methodology/approach

The study analyzed a moderated mediation model using the data from a survey experiment. Data were collected from 264 professionals enrolled in an executive education course and will soon be looking for employment.

Findings

The findings supported the mediating role of AOS between PPLE and OA. As predicted, the positive impact of PPLE on AOS and OA is stronger for individuals scoring low on TMI.

Originality/value

This study takes a multidisciplinary approach to understand the underlying mechanisms that impact decisions related to employers. It is one of the few studies that study paternity leave in the Indian context and makes important contributions to theory and practice.

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Article
Publication date: 31 August 2021

Jody Ralph, Laurie A. Freeman, A. Dana Ménard and Kendall Soucie

Nurses working during the coronavirus disease 2019 (COVID-19) pandemic have reported elevated levels of anxiety, burnout and sleep disruption. Hospital administrators are in a…

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Abstract

Purpose

Nurses working during the coronavirus disease 2019 (COVID-19) pandemic have reported elevated levels of anxiety, burnout and sleep disruption. Hospital administrators are in a unique position to mitigate or exacerbate stressful working conditions. The goal of this study was to capture the recommendations of nurses providing frontline care during the pandemic.

Design/methodology/approach

Semi-structured interviews were conducted during the first wave of the COVID-19 pandemic, with 36 nurses living in Canada and working in Canada or the United States.

Findings

The following recommendations were identified from reflexive thematic analysis of interview transcripts: (1) The nurses emphasized the need for a leadership style that embodied visibility, availability and careful planning. (2) Information overload contributed to stress, and participants appealed for clear, consistent and transparent communication. (3) A more resilient healthcare supply chain was required to safeguard the distribution of equipment, supplies and medications. (4) Clear communication of policies related to sick leave, pay equity and workload was necessary. (5) Equity should be considered, particularly with regard to redeployment. (6) Nurses wanted psychological support offered by trusted providers, managers and peers.

Practical implications

Over-reliance on employee assistance programmes and other individualized approaches to virtual care were not well-received. An integrative systems-based approach is needed to address the multifaceted mental health outcomes and reduce the deleterious impact of the COVID-19 pandemic on the nursing workforce.

Originality/value

Results of this study capture the recommendations made by nurses during in-depth interviews conducted early in the COVID-19 pandemic.

Details

Journal of Health Organization and Management, vol. 36 no. 2
Type: Research Article
ISSN: 1477-7266

Keywords

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Book part
Publication date: 8 July 2013

Shawne Miksa

This is an attempt to introduce proactive changes when creating and providing intellectual access in order to convince catalogers to become more social catalogers then they have…

Abstract

Purpose

This is an attempt to introduce proactive changes when creating and providing intellectual access in order to convince catalogers to become more social catalogers then they have ever been in the past.

Approach

Through a brief review and analysis of relevant literature a definition of social cataloging and social cataloger is given.

Findings

User contributed content to library catalogs affords informational professionals the opportunity to see directly the users’ perceptions of the usefulness and about-ness of information resources. This is a form of social cataloging especially from the perspective of the information professional seeking to organize information to support knowledge discovery and access.

Implications

The user and the cataloger exercise their voice as to what the information resources are about, which in essence is interpreting the intentions of the creator of the resources, how the resource is related to other resources, and perhaps even how the resources can be, or have been, used. Depending on the type of library and information environment, the weight of the work may or may not fall equally on both user and cataloger.

Originality/value

New definitions of social cataloging and social cataloguing are offered and are linked back to Jesse Shera’s idea of social epistemology.

Details

New Directions in Information Organization
Type: Book
ISBN: 978-1-78190-559-3

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