Pub Date : 2022-04-20DOI: 10.1108/edi-10-2021-0281
Mohamed Mousa, Hala A. Abdelgaffar
PurposeTo understand the position of female academics in public universities in Egypt, the authors of this paper aim to answer the question of what comes between victims breaking their silence about workplace sexual harassment (WSH).Design/methodology/approachA qualitative research method is employed, and semi-structured interviews were conducted with 40 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was used to extract main ideas from the transcripts.FindingsAt the macro level in Egypt, stipulating an anti-harassment law and harsher penalties were found to be a motivator for female academics to speak up against WSH. At the meso organizational level, establishing anti-harassment units in universities is perceived as an effective mechanism for empowering female academics to respond to, expose and seek punitive action against WSH perpetrators. What was found to be a real challenge to reporting perpetrators is the assumption of some female academics that they will never be heard because of socio-cultural norms that hold university professors as honourable and impeccable. Another challenge is that female academics are poorly represented at both professorial levels and in senior administrative positions in Egyptian academic contexts. Sadly, challenges faced by women in academic contexts, such as WSH, are not being prioritized on the agenda of their universities. Although organizational behaviours and country-specific culture challenge female academics' proactive stance against WSH, new anti-harassment laws and university policies are changing this scenario.Originality/valueThis paper contributes by filling a gap in human resource (HR) management, higher education and public administration in which empirical studies of WSH in academic contexts have been limited so far.
{"title":"Coping with sexual harassment in the Egyptian context: a study on female academics","authors":"Mohamed Mousa, Hala A. Abdelgaffar","doi":"10.1108/edi-10-2021-0281","DOIUrl":"https://doi.org/10.1108/edi-10-2021-0281","url":null,"abstract":"PurposeTo understand the position of female academics in public universities in Egypt, the authors of this paper aim to answer the question of what comes between victims breaking their silence about workplace sexual harassment (WSH).Design/methodology/approachA qualitative research method is employed, and semi-structured interviews were conducted with 40 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was used to extract main ideas from the transcripts.FindingsAt the macro level in Egypt, stipulating an anti-harassment law and harsher penalties were found to be a motivator for female academics to speak up against WSH. At the meso organizational level, establishing anti-harassment units in universities is perceived as an effective mechanism for empowering female academics to respond to, expose and seek punitive action against WSH perpetrators. What was found to be a real challenge to reporting perpetrators is the assumption of some female academics that they will never be heard because of socio-cultural norms that hold university professors as honourable and impeccable. Another challenge is that female academics are poorly represented at both professorial levels and in senior administrative positions in Egyptian academic contexts. Sadly, challenges faced by women in academic contexts, such as WSH, are not being prioritized on the agenda of their universities. Although organizational behaviours and country-specific culture challenge female academics' proactive stance against WSH, new anti-harassment laws and university policies are changing this scenario.Originality/valueThis paper contributes by filling a gap in human resource (HR) management, higher education and public administration in which empirical studies of WSH in academic contexts have been limited so far.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84368139","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
(2002) explains that the human rights paradigm for persons with disabilities is inspired by the values of dignity, autonomy, self-determination and equality. [...]the human rights paradigm considers that “each individual is deemed to be of inestimable value, and nobody is insignificant. [...]the onus is on all actors in society to create a new normal that ensures accessibility, inclusion and belonging for all people regardless of their abilities. Disabled World notes “a disability confident organization is a company that puts policies into practice to ensure people with disabilities are included […] thinks about the needs of people with disability when designing products and services […] knows what people with a disability can do and has identified ways to address barriers to employment or promotion for persons with disabilities” (Disabled World, 2014). An innovative approach, known as demand-side capacity building, switches the focus to increasing workplace accessibility and employer capacity to leverage the full potential of persons with disabilities through more inclusive hiring, mentorship and career advancement opportunities;responsive and inclusive management and effective strategies for sustainable employment relationships for all individuals who can and want to work.
{"title":"Guest editorial The benefits of inclusion: disability and work in the 21st century","authors":"E. Tompa, Daniel Samosh, Alecia M. Santuzzi","doi":"10.1108/edi-04-2022-376","DOIUrl":"https://doi.org/10.1108/edi-04-2022-376","url":null,"abstract":"(2002) explains that the human rights paradigm for persons with disabilities is inspired by the values of dignity, autonomy, self-determination and equality. [...]the human rights paradigm considers that “each individual is deemed to be of inestimable value, and nobody is insignificant. [...]the onus is on all actors in society to create a new normal that ensures accessibility, inclusion and belonging for all people regardless of their abilities. Disabled World notes “a disability confident organization is a company that puts policies into practice to ensure people with disabilities are included […] thinks about the needs of people with disability when designing products and services […] knows what people with a disability can do and has identified ways to address barriers to employment or promotion for persons with disabilities” (Disabled World, 2014). An innovative approach, known as demand-side capacity building, switches the focus to increasing workplace accessibility and employer capacity to leverage the full potential of persons with disabilities through more inclusive hiring, mentorship and career advancement opportunities;responsive and inclusive management and effective strategies for sustainable employment relationships for all individuals who can and want to work.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79105950","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-14DOI: 10.1108/edi-07-2021-0178
Hanen Khemakhem, M. Maalej, Richard Fontaine
PurposePrior research shows that a board of directors' gender diversity positively influences organizations. However, little is known about how and why gender diversity influences the board of directors' functioning and decisions. The objective of this paper is to investigate the differences between women and men when fulfilling their role as directors.Design/methodology/approachThis research uses a qualitative approach based on 29 in-depth semi-structured interviews with female and male board members.FindingsThe authors’ findings reveal that women are as involved as men in the board tasks and responsibilities. Also, women have the same understanding as men of their role and of the skills needed to be board members. However, women fulfil their role differently than men. Women come to board meetings more prepared, take more notes and do more follow-up, and they also dare to ask tough questions to top management. Women directors bring a different point of view — representing different interests — to board discussions, have a different communication style, are not a part of the boys' club and have a social upbringing that might explain gender differences in the boardroom.Research limitations/implicationsThis study could help boards and policymakers introduce diversity measures and provide ways to better integrate women into top decision-making groups such as board of directors.Practical implicationsThis study's findings can help organizations include females in key decision-making groups such as board of directors.Social implicationsThis study reveals that in the same social setting, with the same role and expectations, and the same understanding of their role, both genders continue to perform differently.Originality/valueBased on direct evidence from board members, this study highlights how and why women do their role in the boardroom differently.
{"title":"Inside the black box: How can gender diversity make a difference in the boardroom?","authors":"Hanen Khemakhem, M. Maalej, Richard Fontaine","doi":"10.1108/edi-07-2021-0178","DOIUrl":"https://doi.org/10.1108/edi-07-2021-0178","url":null,"abstract":"PurposePrior research shows that a board of directors' gender diversity positively influences organizations. However, little is known about how and why gender diversity influences the board of directors' functioning and decisions. The objective of this paper is to investigate the differences between women and men when fulfilling their role as directors.Design/methodology/approachThis research uses a qualitative approach based on 29 in-depth semi-structured interviews with female and male board members.FindingsThe authors’ findings reveal that women are as involved as men in the board tasks and responsibilities. Also, women have the same understanding as men of their role and of the skills needed to be board members. However, women fulfil their role differently than men. Women come to board meetings more prepared, take more notes and do more follow-up, and they also dare to ask tough questions to top management. Women directors bring a different point of view — representing different interests — to board discussions, have a different communication style, are not a part of the boys' club and have a social upbringing that might explain gender differences in the boardroom.Research limitations/implicationsThis study could help boards and policymakers introduce diversity measures and provide ways to better integrate women into top decision-making groups such as board of directors.Practical implicationsThis study's findings can help organizations include females in key decision-making groups such as board of directors.Social implicationsThis study reveals that in the same social setting, with the same role and expectations, and the same understanding of their role, both genders continue to perform differently.Originality/valueBased on direct evidence from board members, this study highlights how and why women do their role in the boardroom differently.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-04-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81171097","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-12DOI: 10.1108/edi-09-2021-0237
V. Bernauer
PurposeThe aim of this paper is to provide insights on Albert J. Mills' and Jean Helms Mills' lifelong methodological journey in the airline culture. The interview offers a retrospective and reflective insight of their research into organizational culture and the airline industry, reasons for this research, their methodological journey, challenges they faced and ways forward.Design/methodology/approachThis article is based on an interview with Albert J. Mills and Jean Helms Mills, which was virtually conducted for a professional development workshop (PDW) at the 2020 Academy of Management Meeting.FindingsAlbert J. Mills and Jean Helms Mills provide insights and reflections on their lifelong methodological journey, focusing organizational culture, discriminatory practices, and the impact of this on what constitutes men and women's work.Originality/valueThis paper draws from Albert J. Mills' and Jean Helms Mills' lifelong experience in studying gender, intersectionality and historiography in airline cultures. Scholars will be encouraged by their insights on how to start a long-term study, potential challenges, impacts of current trends and how to deal with them.
本文的目的是提供阿尔伯特·米尔斯和吉恩·赫尔姆斯·米尔斯在航空文化中的终身方法论之旅的见解。访谈提供了他们对组织文化和航空业的研究的回顾和反思的见解，这项研究的原因，他们的方法论之旅，他们面临的挑战和前进的方向。设计/方法/方法本文基于对Albert J. Mills和Jean Helms Mills的采访，该采访是在2020年管理学会会议的专业发展研讨会(PDW)上进行的。salbert J. Mills和Jean Helms Mills提供了他们毕生的方法论之旅的见解和思考，重点关注组织文化、歧视性做法，以及这些对男性和女性工作构成的影响。原创性/价值本文借鉴了Albert J. Mills和Jean Helms Mills毕生研究航空文化中的性别、交叉性和史学的经验。学者们对如何开始长期研究、潜在挑战、当前趋势的影响以及如何应对这些问题的见解将受到鼓励。
{"title":"Reflections on the evolution of a long-term study of airline cultures: an interview with Albert J. Mills and Jean Helms Mills","authors":"V. Bernauer","doi":"10.1108/edi-09-2021-0237","DOIUrl":"https://doi.org/10.1108/edi-09-2021-0237","url":null,"abstract":"PurposeThe aim of this paper is to provide insights on Albert J. Mills' and Jean Helms Mills' lifelong methodological journey in the airline culture. The interview offers a retrospective and reflective insight of their research into organizational culture and the airline industry, reasons for this research, their methodological journey, challenges they faced and ways forward.Design/methodology/approachThis article is based on an interview with Albert J. Mills and Jean Helms Mills, which was virtually conducted for a professional development workshop (PDW) at the 2020 Academy of Management Meeting.FindingsAlbert J. Mills and Jean Helms Mills provide insights and reflections on their lifelong methodological journey, focusing organizational culture, discriminatory practices, and the impact of this on what constitutes men and women's work.Originality/valueThis paper draws from Albert J. Mills' and Jean Helms Mills' lifelong experience in studying gender, intersectionality and historiography in airline cultures. Scholars will be encouraged by their insights on how to start a long-term study, potential challenges, impacts of current trends and how to deal with them.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80741206","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-07DOI: 10.1108/edi-10-2021-0279
A. Cloutier, J. Barling
PurposeGiven the role leaders play in organizational effectiveness, there is growing interest in understanding the antecedents of leader emergence. The authors consider parental influence by examining how witnessing interparental violence during adolescence indirectly affects adult leader role occupancy. Drawing on the work–home resources (W-HR) model, the authors hypothesize that witnessing interparental violence serves as a distal, chronic contextual demand that hinders leader role occupancy through its effects on constructive personal resources, operationalized as insecure attachment. Based on role congruity theory, the authors also predict that the relationship between attachment style and leader role occupancy will differ for women and men.Design/methodology/approachTo test the hypotheses, the authors used data from the National Comorbidity Survey Replication (NCS-R) (n = 1,665 full-time employees).FindingsAfter controlling for age, education, childhood socioeconomic status and experienced violence, results showed that the negative indirect effects of witnessing interparental violence on leader role occupancy through avoidant attachment was significant for females only, while the negative effects of anxious attachment hindered leader role occupancy across sexes.Originality/valueResults identify novel distal (interparental violence) and proximal (attachment style) barriers to leader role occupancy, showing empirical support for the life-span approach to leadership and the persistent effects of home demands on work.
{"title":"Witnessing interparental violence and leader role occupancy: the roles of insecure attachment and gender","authors":"A. Cloutier, J. Barling","doi":"10.1108/edi-10-2021-0279","DOIUrl":"https://doi.org/10.1108/edi-10-2021-0279","url":null,"abstract":"PurposeGiven the role leaders play in organizational effectiveness, there is growing interest in understanding the antecedents of leader emergence. The authors consider parental influence by examining how witnessing interparental violence during adolescence indirectly affects adult leader role occupancy. Drawing on the work–home resources (W-HR) model, the authors hypothesize that witnessing interparental violence serves as a distal, chronic contextual demand that hinders leader role occupancy through its effects on constructive personal resources, operationalized as insecure attachment. Based on role congruity theory, the authors also predict that the relationship between attachment style and leader role occupancy will differ for women and men.Design/methodology/approachTo test the hypotheses, the authors used data from the National Comorbidity Survey Replication (NCS-R) (n = 1,665 full-time employees).FindingsAfter controlling for age, education, childhood socioeconomic status and experienced violence, results showed that the negative indirect effects of witnessing interparental violence on leader role occupancy through avoidant attachment was significant for females only, while the negative effects of anxious attachment hindered leader role occupancy across sexes.Originality/valueResults identify novel distal (interparental violence) and proximal (attachment style) barriers to leader role occupancy, showing empirical support for the life-span approach to leadership and the persistent effects of home demands on work.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-04-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89189447","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-28DOI: 10.1108/edi-04-2021-0108
Emil Erdtman, K. Rassmus-Gröhn, P. Hedvall
PurposeUniversal design (UD) is defined in the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) and adopted in Sweden as a guiding principle for the design of new products, facilities, services, etc. This study aims to contribute to knowledge about UD in practice – how it is conceived, experienced and discussed in Sweden, especially regarding education, working life and housing.Design/methodology/approachA group interview and a workshop (immersion into personas and scenarios) with 14 practitioners of inclusion and accessibility from academia, civil society, business and the public sector were analyzed with qualitative content analysis.FindingsThe participating practitioners related UD to a cluster of terms for inclusion and wanted to communicate the reason for UD rather than battling about words. Flexibility was considered openness to the diversity of human conditions and situations combined with individualization capacity including assistance. Short-term demands for access and compliance to minimum standards must be balanced with long-term learning processes. Evaluation, relation-building and dialogs must update and contextualize UD, for example, in relation to categorization.Originality/valueThis study yields an in-depth picture of how the practice of UD is conceived, experienced and discussed among Swedish practitioners of inclusion and accessibility. It elucidates dissonances between experiences and ideals, standardized and flexible design, and the interests of users and institutions. It enhances knowledge of the dilemmas in inclusive and diversity-based practices, as well as the implementation and promotion of UD.
{"title":"Let us move beyond word battles and separatism: strategies and concerns regarding universal design in Sweden","authors":"Emil Erdtman, K. Rassmus-Gröhn, P. Hedvall","doi":"10.1108/edi-04-2021-0108","DOIUrl":"https://doi.org/10.1108/edi-04-2021-0108","url":null,"abstract":"PurposeUniversal design (UD) is defined in the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) and adopted in Sweden as a guiding principle for the design of new products, facilities, services, etc. This study aims to contribute to knowledge about UD in practice – how it is conceived, experienced and discussed in Sweden, especially regarding education, working life and housing.Design/methodology/approachA group interview and a workshop (immersion into personas and scenarios) with 14 practitioners of inclusion and accessibility from academia, civil society, business and the public sector were analyzed with qualitative content analysis.FindingsThe participating practitioners related UD to a cluster of terms for inclusion and wanted to communicate the reason for UD rather than battling about words. Flexibility was considered openness to the diversity of human conditions and situations combined with individualization capacity including assistance. Short-term demands for access and compliance to minimum standards must be balanced with long-term learning processes. Evaluation, relation-building and dialogs must update and contextualize UD, for example, in relation to categorization.Originality/valueThis study yields an in-depth picture of how the practice of UD is conceived, experienced and discussed among Swedish practitioners of inclusion and accessibility. It elucidates dissonances between experiences and ideals, standardized and flexible design, and the interests of users and institutions. It enhances knowledge of the dilemmas in inclusive and diversity-based practices, as well as the implementation and promotion of UD.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87231239","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-22DOI: 10.1108/edi-09-2021-0239
Yang Yang, Mukta Kulkarni, David C. Baldridge, A. Konrad
PurposePersons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.Design/methodology/approachThe authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship literature to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. The authors then conduct analyses on the nationally representative sample of the Canadian Survey on Disability (CSD) by including all PWD engaged in entrepreneurial pursuit, and matching each to an organizationally employed counterpart of the same gender and race and of similar age and disability severity (n ≈ 810).FindingsEntrepreneurial pursuit has a stronger negative association with the earnings of PWD who experience earlier disability onset ages, those who report more unmet accommodation needs, and those who are female.Originality/valueFirst, this study applies SCCT to help bridge the literature on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend the understanding of entrepreneurial earnings among PWD by examining understudied disability attributes and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.
{"title":"Earnings of persons with disabilities: Who earns more (less) from entrepreneurial pursuit?","authors":"Yang Yang, Mukta Kulkarni, David C. Baldridge, A. Konrad","doi":"10.1108/edi-09-2021-0239","DOIUrl":"https://doi.org/10.1108/edi-09-2021-0239","url":null,"abstract":"PurposePersons with disabilities (PWD) are among the largest and most diverse minority groups and among the most disadvantaged in terms of employment. Entrepreneurial pursuit is often advocated as a path toward employment, inclusion, and equality, yet few studies have investigated earning variation among PWD.Design/methodology/approachThe authors draw on social cognitive career theory (SCCT), and the disability employment and entrepreneurship literature to develop hypotheses about who among PWD are likely to earn more (less) from entrepreneurial pursuits. The authors then conduct analyses on the nationally representative sample of the Canadian Survey on Disability (CSD) by including all PWD engaged in entrepreneurial pursuit, and matching each to an organizationally employed counterpart of the same gender and race and of similar age and disability severity (n ≈ 810).FindingsEntrepreneurial pursuit has a stronger negative association with the earnings of PWD who experience earlier disability onset ages, those who report more unmet accommodation needs, and those who are female.Originality/valueFirst, this study applies SCCT to help bridge the literature on organizational employment barriers for PWD and entrepreneurs with disabilities. Second, we call into question the logic of neoliberalism about entrepreneurship by showing that barriers to organizational employment impact entrepreneurial pursuit decisions and thereby earnings. Third, we extend the understanding of entrepreneurial earnings among PWD by examining understudied disability attributes and demographic attributes. Lastly, this study is among the first to use a matched sample to empirically test the impact of entrepreneurial pursuit on the earnings of PWD.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77726822","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-18DOI: 10.1108/edi-06-2021-0146
D. Goswami, Sandeep Kumar Kujur
PurposeThe coronavirus disease 2019 (COVID-19)-induced response policies initiated by the Indian states disproportionately impact the employment of different groups in terms of gender, caste and religion. This study analyses the impact of the COVID-19-induced labor policies on employment inequality across different groups in India.Design/methodology/approachThe authors identify different exogenous COVID-19-induced labor policies initiated by the Indian states, and synthesize them into direct and indirect labor policies. The authors employ a panel model to examine the impact of COVID-19-induced labor policies on employment inequality.FindingsThe authors find that the direct and indirect labor policies induce a decline in the employment rate, and create employment inequality among gendered and religious sub-groups. Females and Muslims have not significantly benefited from the COVID-19-induced labor policies. However, disadvantaged caste groups have benefited from direct and indirect labor policies.Research limitations/implicationsThe time period during which this research was conducted was quite brief, and the qualitative impact of labor policies on employment inequality has not been accounted for.Practical implicationsThis study unravels the distributive impact of the COVID-19-induced direct and indirect labor policies on the well-being of vulnerable laborers.Social implicationsThe study provides novel empirical evidence of the beneficial role of a proactive government. This study’s findings suggest the need for specific distributive labor policies to address employment inequality among gender and religious groups in India.Originality/valueThe study employs new data sources and synthesizes the COVID-19-induced labor policies into direct and indirect labor policies. In addition, the study contributes to understanding the impact of COVID-19 induced direct and indirect labor policies on employment inequality across gender, caste and religious sub-groups in India.
{"title":"Employment inequality in India during the pandemic","authors":"D. Goswami, Sandeep Kumar Kujur","doi":"10.1108/edi-06-2021-0146","DOIUrl":"https://doi.org/10.1108/edi-06-2021-0146","url":null,"abstract":"PurposeThe coronavirus disease 2019 (COVID-19)-induced response policies initiated by the Indian states disproportionately impact the employment of different groups in terms of gender, caste and religion. This study analyses the impact of the COVID-19-induced labor policies on employment inequality across different groups in India.Design/methodology/approachThe authors identify different exogenous COVID-19-induced labor policies initiated by the Indian states, and synthesize them into direct and indirect labor policies. The authors employ a panel model to examine the impact of COVID-19-induced labor policies on employment inequality.FindingsThe authors find that the direct and indirect labor policies induce a decline in the employment rate, and create employment inequality among gendered and religious sub-groups. Females and Muslims have not significantly benefited from the COVID-19-induced labor policies. However, disadvantaged caste groups have benefited from direct and indirect labor policies.Research limitations/implicationsThe time period during which this research was conducted was quite brief, and the qualitative impact of labor policies on employment inequality has not been accounted for.Practical implicationsThis study unravels the distributive impact of the COVID-19-induced direct and indirect labor policies on the well-being of vulnerable laborers.Social implicationsThe study provides novel empirical evidence of the beneficial role of a proactive government. This study’s findings suggest the need for specific distributive labor policies to address employment inequality among gender and religious groups in India.Originality/valueThe study employs new data sources and synthesizes the COVID-19-induced labor policies into direct and indirect labor policies. In addition, the study contributes to understanding the impact of COVID-19 induced direct and indirect labor policies on employment inequality across gender, caste and religious sub-groups in India.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89967033","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-15DOI: 10.1108/edi-08-2021-0188
Sneha Bhardwaj
PurposeThe author provides an insider view of women directors' selections on corporate boards from the empirical setting of India and find if the recruitment practices in this space discriminate against women.Design/methodology/approachThe study collected data from a diverse cohort of 27 directors through semi-structured interviews. The data were analysed by applying an interpretative inductive approach and using the software NVivo's 12-plus version.FindingsThe author’s findings show that board recruiters present different selection criteria and processes to women candidates depending upon heterogeneity among candidates' professional standing. Recruiters view women directors as a diverse cohort and value resourceful and experienced women when making recruitment decisions; these women directors are also found influencing directors' selection processes.Originality/valueThe results question the underlying assumptions of prejudice against women as posited by the feminist and social identity theorists without accounting for the heterogeneity among women and situations. By proposing the female-gender stereotyping deactivation theory in top leadership matters, such as board selections, the author argues that stereotyping becomes irrelevant in the strategic decisions of board selections. This new theorisation about women's access to leadership roles will help the cause of women empowerment both at a cognitive and practical level. Future researchers can test the gender deactivation theory among women leaders in diverse cultural contexts by looking at the intra-cohort differences among women leaders.
{"title":"Decision-making in the recruitment of women on corporate boards: does gender matter?","authors":"Sneha Bhardwaj","doi":"10.1108/edi-08-2021-0188","DOIUrl":"https://doi.org/10.1108/edi-08-2021-0188","url":null,"abstract":"PurposeThe author provides an insider view of women directors' selections on corporate boards from the empirical setting of India and find if the recruitment practices in this space discriminate against women.Design/methodology/approachThe study collected data from a diverse cohort of 27 directors through semi-structured interviews. The data were analysed by applying an interpretative inductive approach and using the software NVivo's 12-plus version.FindingsThe author’s findings show that board recruiters present different selection criteria and processes to women candidates depending upon heterogeneity among candidates' professional standing. Recruiters view women directors as a diverse cohort and value resourceful and experienced women when making recruitment decisions; these women directors are also found influencing directors' selection processes.Originality/valueThe results question the underlying assumptions of prejudice against women as posited by the feminist and social identity theorists without accounting for the heterogeneity among women and situations. By proposing the female-gender stereotyping deactivation theory in top leadership matters, such as board selections, the author argues that stereotyping becomes irrelevant in the strategic decisions of board selections. This new theorisation about women's access to leadership roles will help the cause of women empowerment both at a cognitive and practical level. Future researchers can test the gender deactivation theory among women leaders in diverse cultural contexts by looking at the intra-cohort differences among women leaders.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-03-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81473282","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-02-28DOI: 10.1108/edi-06-2021-0155
A. Bilal, Syed Harris Laeeque, M. Saeed, Mohsin Mumtaz
PurposeThis study examines the effects of teacher-perpetrated sexual harassment on graduate students' academic and extracurricular performance using conservation of resources theory as a framework. Further, it looks into the moderating role of trait neuroticism on the indirect relationship between sexual harassment and student performance via emotional exhaustion.Design/methodology/approachLongitudinal data were collected in three waves from 218 Pakistani students over a period of three months during the fall 2019 semester. PROCESS Macro (v. 4) model 7 was used on SPSS (v. 21) to analyze the data for testing the moderated-mediation hypotheses.FindingsThe results show that as a source of toxic stress, teacher-perpetrated sexual harassment is negatively related to both academic performance and extracurricular performance, and that emotional exhaustion is a mediator in this inverse relationship. In addition, trait neuroticism strengthens the negative effect of teacher-to-student sexual harassment on student performance through emotional exhaustion.Originality/valueThis study addresses an unexplored moderated-mediation mechanism, and thus makes valuable contributions to education management research and practice. More specifically, it contributes by examining emotional exhaustion as a mediating variable in the relationship of teacher-perpetrated sexual harassment and student performance and, perhaps for the first time, establishes the moderating role of neuroticism in increasing the strength of the aforementioned relationship.
{"title":"Teacher-perpetrated sexual harassment and student performance: roles of emotional exhaustion and neuroticism","authors":"A. Bilal, Syed Harris Laeeque, M. Saeed, Mohsin Mumtaz","doi":"10.1108/edi-06-2021-0155","DOIUrl":"https://doi.org/10.1108/edi-06-2021-0155","url":null,"abstract":"PurposeThis study examines the effects of teacher-perpetrated sexual harassment on graduate students' academic and extracurricular performance using conservation of resources theory as a framework. Further, it looks into the moderating role of trait neuroticism on the indirect relationship between sexual harassment and student performance via emotional exhaustion.Design/methodology/approachLongitudinal data were collected in three waves from 218 Pakistani students over a period of three months during the fall 2019 semester. PROCESS Macro (v. 4) model 7 was used on SPSS (v. 21) to analyze the data for testing the moderated-mediation hypotheses.FindingsThe results show that as a source of toxic stress, teacher-perpetrated sexual harassment is negatively related to both academic performance and extracurricular performance, and that emotional exhaustion is a mediator in this inverse relationship. In addition, trait neuroticism strengthens the negative effect of teacher-to-student sexual harassment on student performance through emotional exhaustion.Originality/valueThis study addresses an unexplored moderated-mediation mechanism, and thus makes valuable contributions to education management research and practice. More specifically, it contributes by examining emotional exhaustion as a mediating variable in the relationship of teacher-perpetrated sexual harassment and student performance and, perhaps for the first time, establishes the moderating role of neuroticism in increasing the strength of the aforementioned relationship.","PeriodicalId":72949,"journal":{"name":"Equality, diversity and inclusion : an international journal","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85611099","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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