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Despite Bangladesh’s continued attempts, gender disparity in the workplace has long been a concern, and progress has been slow. Studies conducted earlier indicate that working women in Bangladesh experience an unwelcoming work environment, leading to unequal pay and limited opportunities for their career growth. Academic literature focuses little on the connection between gender and the physical work environment. This chapter focuses on the connection between the masculinist culture of organizations, how work is carried out, and workplaces are set up, illuminating the crucial role played by the built environment in maintaining gender equality. Infrastructure, spatial design, safety measures, amenities, and the biased culture often influence the obstacles to women’s long-term success in the workplace. This chapter investigates and comprehends the constraints female employees encounter in Bangladesh during their work by scrutinizing the influence of the physical space and the biased socio-psychological environment. As women’s long-term professional progress depends on how these elements are interrelated, improving the environment is the first step toward a fairer and more empowered work environment. A qualitative approach has been used in this study. Seventy-eight Bangladeshi graduate, working women have participated in this research. The results show that, regardless of efforts, the environment in Bangladeshi workplaces is inhospitable, directly affecting women’s careers. Building a welcoming workspace accommodating all genders is crucial for creating gender parity and promoting long-term professional growth. Therefore, this research suggests that the government should capitalize on successful efforts and investigate alternative techniques to improve this issue.

The current research provides an overview of the intersection between female entrepreneurship and development, with a specific focus on the catalyzing role of gender equality. The study delves into the manifold implications of empowering women in entrepreneurship and its contributions to socio-economic development. It emphasizes the importance of gender-inclusive policies, access to resources, and equitable opportunities as catalysts for fostering female entrepreneurship and driving sustainable development. By shedding light on the interplay between these critical factors, this research seeks to inform policies and strategies that can promote gender equality, female entrepreneurship, and economic growth.

Fertility aspirations shape family planning behavior of a couple. Desire to have certain number of children is linked with various micro- and macro-level factors such as individuals’ characteristics, sociocultural contexts and unconscious personal motivations. Fertility aspirations are an important component of fertility decision-making and a major predictor of childbearing. In India, Uttar Pradesh (UP) is the most populated state with historically high levels of fertility rates as compared to national average. This research is a qualitative exploration of the perspectives and practices of women with respect to their fertility aspirations and family planning behavior in an urban setting. A cross-sectional study was conducted between August 2017 and July 2018 among married women and men of the reproductive age group of 17–49 years using qualitative methods. The study was done in Pakbara, a Census Town (has a minimum population of 5,000) in the district of Moradabad, situated in western UP. It was found that along with personal motivations of having a quality life change in objective circumstances has led to changes in the fertility aspirations of the participants, particularly women. Increasing education, more mobility in public spaces, aspirations for a quality life, exposure to mass media and new job opportunities generate revision of parental aspirations. Couples, particularly from middle and upper-middle classes, limit their family size to attain upward social mobility. Couples from lower economic class have realized that rise of household income has not been commensurate with rise in prices. Thus, restricted childbearing is one way to cope with the situation.

The concept of “Workplace Spirituality (WPS)” in the field of management has gained great interest in the last decade, especially due to its connection with profitability. There has been a rapid increase in research related to the topic. It is assumed that employees who spend a significant part of their time at work are willing to satisfy their spiritual needs at the workplace. Such unprecedented challenges as the COVID-19 pandemic have posed many difficulties for organizations to remain agile, develop and grow, and innovate to survive. At this very moment, the importance and meaning of WPS for managers appear to have increased even more. Workplace spirituality is related to motivation, belongingness, and loyalty, and the pandemic seems to have created significant issues concerning these topics with employees. Employees have been forced to work from home due to prolonged restrictions and have faced difficulties in returning to work post-pandemic. Workplace spirituality has the potential to help employees stay motivated in their work, increase their job performance, enhance job satisfaction, and improve their mental health during this difficult period. Organizations can support their employees by implementing different practices to develop workplace spirituality. In this article, approaches to satisfy the spiritual needs of employees post-pandemic, and the efforts of workplaces to meet these needs, are examined with insights from theoretical and practical life.

Anyone who has recently watched television or movies can tell you that transgender, gender nonbinary or gender expansive people are becoming more visible in these media. This trend reflects the reality that younger generations are increasingly identifying with more fluid and nonbinary gender and sexual identities and are progressively expressing those identities in a more flexible and changing manner (Herman et al., 2022; Wilson & Meyer, 2021). Unsurprisingly then, those individuals are also more visible at work, including in workplaces with employer-mandated dress codes. Indeed, in 2020 the US Supreme Court decided a case involving a transgender woman, Aimee Stephens, who was fired because her employer, a funeral home, required her to conform to its gender-binary dress policy and wear clothing mandatory for people assigned male at birth, rather than appropriate for her female gender identity ( Bostock v. Clayton County, 2020).

However, as the description of Aimee Stephens's own experience illustrates, often these employer appearance codes are based on a binary and fixed conception of gender and gender identity and expression at odds with the increasing number of workers who do not identify within those rigid parameters. Moreover, even when an employee, like Aimee Stephens herself, could have fit within her employer's dress code, the improper application of that policy to her, or employer concerns about customer or co-worker discomfort with an employee's appearance under the policy may mean that a worker's identity and expression may still conflict with a workplace appearance code. For gender nonbinary or nonconforming individuals, these complications are magnified.

This chapter explores the practical problems and barriers that employer dress codes have on employees whose gender identity and/or presentation move beyond the traditional male/female binary. Using insights from queer theory, gender expansive employees serve to interrogate fundamental assumptions behind workplace dress policies and the formal and informal ways in which these policies are policed. The chapter will explore that discordance, examine possible employer resolutions, and evaluate the strengths and weaknesses of those responses.

In this study, workplace spirituality is discussed in the context of remote work and the COVID-19 pandemic. First, the focus is on the changes in the meaning and function of employees in the organization during the evolutionary process of industrialization and management paradigms. Afterward, conceptual frameworks for spirituality and workplace spirituality are presented, and in the last section, academic studies that deal with workplace spirituality with distance or hybrid work arrangements are included. Early studies offer insights and recommendations on conceptualizing, developing, and managing workplace spirituality. They all emphasize that spirituality is necessary for remote work as a tool to overcome stress and mental health problems and increase employee well-being. Unfortunately, the remote work and workplace spirituality literature is relatively narrow and needs to be expanded.

In this chapter, we discuss menopause transition in the workplace and its implications for workplace well-being. This is an important work-life interface topic, given the increasing number of women who will work during transition. It is also a topic that we currently know relatively little about, particularly in relation to well-being. We present findings that demonstrate both that many women experience symptoms that are bothersome at work and that these frequently have negative effects for two elements of workplace well-being, job satisfaction and health well-being. We evidence that individual/job characteristics and workplace context can either improve or worsen experiences of transition symptoms and make recommendations on how organization and HR practice can be designed to support women in menopause transition. We argue that working with line managers to create a more supportive context is one of the most important strategies to implement. Our research is situated in the UK police service and has wider relevance across the Global North, where similar demographic patterns are experienced, and in other male-dominated organizations and sectors.

As Industry 4.0 revolutionizes workplaces with unprecedented technological advancements, this chapter underscores the paramount importance of prioritizing human well-being and engagement. It navigates through a comprehensive array of strategies and practices that empower organizations to forge a work environment that is not only technologically advanced but also profoundly supportive, gratifying and motivating for employees (Froschauer et al., 2021). By elucidating how organizations can empower employees with autonomy while fostering collaborative endeavours, it uncovers a pathway to empowerment and job satisfaction (Caldarola et al., 2019; Kadir & Broberg, 2021). This chapter illustrates how organizations can harness these technologies to provide tailored growth experiences, thereby contributing to a thriving workforce. Navigating the ethical landscape of the digital workplace, this chapter examines the profound implications of Industry 4.0 on employee well-being. Delving into issues of privacy, transparency and equitable treatment, it imparts essential considerations for organizations seeking to align their practices with ethical imperatives. The methodology will incorporate case studies specific to the UAE market, providing a localized lens through which to analyze and implement human-centred workplace strategies (Mütze-Niewöhner et al., 2022; Urrutia Pereira et al., 2022). This chapter presents a holistic guide for organizations seeking to infuse human-centred principles into their Industry 4.0 workplaces (Caldarola et al., 2019; Longo et al., 2022). By championing well-being, job satisfaction and fulfilment, it equips leaders and decision-makers with actionable strategies to cultivate a work culture that thrives amid the rapid march of technological progress (Aromaa et al., 2019; Froschauer et al., 2021).

This comparative book review is concerned with two recent studies of essential workers in Germany: Jana Costas’ Dramas of Dignity and Peter Birke’s Grenzen aus Glas [literally ‘borders made from glass’]. While Costas is interested in studying how individual cleaners preserve their sense of dignity despite their widely believed stigmatizing work roles, Birke is interested in the power resources migrant workers can potentially mobilize for improving their working conditions despite the multi-dimensional (inter-sectional) precarity they confront in their life situation. In the context of German industrial and organizational sociology, both studies represent comparatively rare exemplars of detailed qualitative and ethnographic work that illuminate the labour process from taking a workers’ perspective. Using different approaches to fieldwork, both studies reveal the precarious nature of being an essential worker in areas such as meat packing, warehouse work, and cleaning. This general observation gives rise to some concluding speculations about the emancipatory potential of ethnographic research, in labour studies and beyond.