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Article
Publication date: 11 October 2021

Ragna Kemp Haraldsdottir and Johanna Gunnlaugsdottir

Many organizations are challenged by different and, perhaps, opposite, registration and protection obligations of information regarding their employees. The purpose of this paper…

Abstract

Purpose

Many organizations are challenged by different and, perhaps, opposite, registration and protection obligations of information regarding their employees. The purpose of this paper is to explore how organizations balance the registration obligations of the Icelandic equal pay standard (EPS) and the protection requirements of the general data protection regulation (GDPR). It aims to raise awareness of how information professionals can ensure that documentation on the education and skills of employees is authentic, traceable and secure.

Design/methodology/approach

The analytical framework covered multiple-cases and semi-structured interviews with various professionals and comprehensive documentary analysis.

Findings

The findings indicate that the organizations were not properly prepared for the implementation of the EPS and were hesitant regarding further registration of personal information due to GDPR. Documentary analysis also revealed critical attitudes towards the legal endorsement of the standard and its potential success.

Originality/value

There is a lack of studies explaining the juxtaposition of information and records management and the legal and regulatory environment. This paper provides a unique description of how information and recordkeeping practices function with the requirements of the EPS whilst complying with GDPR. The results could bring valuable opportunities for the information profession regarding the development, implementation, administration and maintenance of documentary evidence regarding the requirements of international and national standards and legislations and advance their collaboration with other professionals in the management of information.

Article
Publication date: 1 May 1988

Joyce McNally and Sylvia Shimmin

How useful is the procedure used to identify work of equal value between the jobs of men and women?

Abstract

How useful is the procedure used to identify work of equal value between the jobs of men and women?

Details

Management Decision, vol. 26 no. 5
Type: Research Article
ISSN: 0025-1747

Article
Publication date: 6 August 2018

Xuan Pham, Laura Fitzpatrick and Richard Wagner

The purpose of this paper is to examine why the gender pay gap (GPG) – with its significant social costs generated through disadvantaging half of the population – persists in the…

4456

Abstract

Purpose

The purpose of this paper is to examine why the gender pay gap (GPG) – with its significant social costs generated through disadvantaging half of the population – persists in the USA despite decades-long efforts toward eradication.

Design/methodology/approach

A social provisioning approach, rooted in heterodox economics, is used to examine institutions that create and maintain the US GPG. The GPG is not a natural phenomenon, and, thus, must be examined within a specific social and historical context.

Findings

The analysis finds that the institutions of capitalism and patriarchy have created and perpetuated the GPG; however, mainstream economic theory does not consider these institutions and goes as far as explaining away the problem. Current US policies are formulated from this mainstream economic perspective, and, thus, are inherently flawed. The authors propose a reorientation toward a social provisioning theoretical perspective to analyze the GPG, which provides a more meaningful and practical foundation for policy formulation.

Originality/value

This paper provides a comprehensive examination of effective and ineffective theories and policies for addressing the GPG. Additionally, the authors provide concrete policy recommendations to eradicate the GPG.

Details

International Journal of Sociology and Social Policy, vol. 38 no. 9/10
Type: Research Article
ISSN: 0144-333X

Keywords

Article
Publication date: 1 March 1977

W.S. Siebert and J.T. Addison

In this article we consider the question of discrimination against black workers and female workers. We do not discuss the issue of discrimination as it applies within the ranks…

244

Abstract

In this article we consider the question of discrimination against black workers and female workers. We do not discuss the issue of discrimination as it applies within the ranks of white males. Analysis of the relationship between earnings and schooling would suggest that discrimination against this latter group mainly takes the form of unequal opportunity in the acquisition of schooling—that is, it occurs prior to labour market entry rather than within the market. Our focus upon blacks and female workers may be justified on the grounds that discrimination against such groups is said to be considerably more widespread. Our analysis is also restricted, for reasons of space, to a consideration of differences in earnings and occupations, omitting questions of unemployment.

Details

International Journal of Social Economics, vol. 4 no. 3
Type: Research Article
ISSN: 0306-8293

Book part
Publication date: 10 November 2023

Mustafa F. Özbilgin and Cihat Erbil

Introducing the concepts of equality, diversity, and inclusion (EDI), the chapter provides an overview of frameworks and approaches used to manage workforce diversity. First, the…

Abstract

Introducing the concepts of equality, diversity, and inclusion (EDI), the chapter provides an overview of frameworks and approaches used to manage workforce diversity. First, the authors introduce the notion of the old deal based on the uneven relationship between human diversity, nature, and technological innovation. The chapter then explores the new deal between humans, nature, and technology. The authors are providing cases from the EU, Ecuador, Bolivia, and Iceland to show the emergence of the new deal in managing diversity.

Details

Contemporary Approaches in Equality, Diversity and Inclusion: Strategic and Technological Perspectives
Type: Book
ISBN: 978-1-80455-089-2

Keywords

Article
Publication date: 1 June 1988

Employment Characteristics of Older Women. This is the title of an article by Diane E. Herz in the September 1988 issue of Monthly Labor Review. It examines the employment…

Abstract

Employment Characteristics of Older Women. This is the title of an article by Diane E. Herz in the September 1988 issue of Monthly Labor Review. It examines the employment characteristics of older women in America in 1987.

Details

Equal Opportunities International, vol. 7 no. 6
Type: Research Article
ISSN: 0261-0159

Content available
Book part
Publication date: 10 November 2023

Abstract

Details

Contemporary Approaches in Equality, Diversity and Inclusion: Strategic and Technological Perspectives
Type: Book
ISBN: 978-1-80455-089-2

Article
Publication date: 5 November 2018

Ólöf Júlíusdóttir, Guðbjörg Linda Rafnsdóttir and Þorgerður Einarsdóttir

Iceland, along with the other Nordic countries, is seen as an international frontrunner in gender equality and equal sharing of responsibility for paid and unpaid work is part of…

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Abstract

Purpose

Iceland, along with the other Nordic countries, is seen as an international frontrunner in gender equality and equal sharing of responsibility for paid and unpaid work is part of the official ideology. Nevertheless, the number of women in leadership positions remains low. The purpose of this study is to analyse the practices that (re)produce power imbalances between women and men in business leadership both at the macro and the micro levels. This is done by using two theoretical explanations: gendered organizational practices and the interplay of organizations and family life.

Design/methodology/approach

The mixed methods are applied by analysing 51, semi-structured interviews with female and male business leaders and survey data from CEOs and executives from the 250 largest companies in Iceland.

Findings

The analyses reveal gender differences and asymmetries in work life as well as within the family. Men have longer working hours than women, higher salaries and more job-related travelling. Women carry the dual burden of work and family to a higher degree than do men. By questioning and attempting to resist the organizational culture women risk further disadvantage. The situation of male and female leaders is therefore incomparable. This is a paradox and does not fit with the idea of the Nordic gender equality of a dual breadwinner society.

Originality/value

It is shown that lack of gender diversity in business leadership is based on gendered organizational practices as well as on power relations within families. These two aspects are mutually reinforcing and the originality of the study is to explore the interplay between them. The authors conclude that despite being the country at the forefront of gender equality in the world, neither organizational practices nor family relations recognize the different life experiences of women and men in Iceland. This is expressed in organizational practices and different access to time and support, which may hinder gaining gender equality in top leadership.

Details

Gender in Management: An International Journal, vol. 33 no. 8
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 1 July 2000

Siu‐Ki Henty To and Brian H. Kleiner

Emphasizes the importance of effective hiring. Discusses the factors influencing hiring including the legal aspects and the best sources for recruitment. Outlines characteristics…

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Abstract

Emphasizes the importance of effective hiring. Discusses the factors influencing hiring including the legal aspects and the best sources for recruitment. Outlines characteristics that are common to successful companies. Provides brief case studies of corporate application procedures. Attempts to evaluate the success of hiring through the comparison of various different statistics. Concludes that whilst all companies have different needs, the ability to keep up to date with legislation and evaluate present procedures is essential.

Details

Management Research News, vol. 23 no. 7/8
Type: Research Article
ISSN: 0140-9174

Keywords

Book part
Publication date: 31 July 2020

Donna L. Ogle, Ramkrishnan (Ram) V. Tenkasi and William (Bart) B. Brock

Organization development is often mourned as stagnant or perhaps dead, but most of these declarations seem to be insular, being supported primarily by anecdotal or survey research…

Abstract

Organization development is often mourned as stagnant or perhaps dead, but most of these declarations seem to be insular, being supported primarily by anecdotal or survey research among organization development scholars and practitioners. This exploratory study seeks a more objective understanding of the state of organization development by examining big data from the social media platform Twitter. Drawn from over 5.7 million tweets extracted through Twitter's Application Program Interface (API) during 2 months in 2018, this research approaches the state of organization development through a quantitative, abductive study utilizing social network analyses. Organization development is examined through its characteristics as a social network on Twitter and how it relates to and interacts with other familial networks from management and organization studies. Findings show that organization development is relatively inactive as a social network on Twitter, as compared to other familial networks, and the relationships between the organization development network and these familial networks tend to be ones of inequality. Organization development references familial networks much more than any of the familial networks reference organization development. This inequality in social media presence is particularly surprising since several of these familial networks were founded from the field and principles of organization development. We locate organization development's generalist status, as compared to familial networks' specialist status, as generating this interaction disparity drawing on recent research that suggests specialized fields fare better in times of rapid change compared to generalist fields. We discuss the potential for greater specialization of organization development with a reemphasis on its process philosophy and focus.

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