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Higher education has a vital role to play in shaping the way in which future generations learn to cope with the complexities of sustainable development. Universities and higher education institutions educate highly qualified graduates and responsible citizens able to meet the needs of all sectors of human activity; they provide opportunities for higher learning and for learning throughout life; they advance, create and disseminate knowledge through research and provide, as part of their service to the community, relevant expertise to assist societies in cultural, social and economic development; they contribute to the development and improvement of education at all levels, including through the training of teachers. The objective of this study is to examine the relationship between higher education and economic growth in Iran.

First, a baseline survey analysis of Iran supported by tables and figures was conducted. Secondly, by using multivariable time series data on the variables: annual logarithmic gross domestic product, physical capital (K), human capital, research expenditures (R) and by using an autoregressive distributed lag (ARDL) model, the long‐ and short‐run relationship between the growth and higher education variable was investigated. The following steps were followed: test of a dynamic ARDL model, CUSUM and CUSUMQ test for stability, long‐run relationship and ECM test.

The results indicated that the higher education variable had a positive effect on the economic growth of Iran in both the short and long run.

The research in this paper has implications for government policy makers responsible for investment in higher education.

The purpose of this paper is to explore the work-life (WL) experiences of live-in women migrant domestic workers (MDWs), who represent a significant proportion of migrant workers globally. MDWs play a key role in enabling the work-life balance (WLB) of others, namely the middle-class households that employ them. Yet, their experiences have largely been invisible in mainstream WL literature. The authors draw on an intersectional approach to frame the WL experiences of this marginalized group of women at the intersection of being secondary labour segment workers, with significant legal and employment restrictions as migrant workers, who work and live in the same place as their employers.

Qualitative interviews were conducted with 13 women MDWs from Indonesia and the Philippines working in Malaysia. The women talked about the meaning of work as MDWs, how they maintain familial connections whilst working abroad, and how they negotiate their WLB as live-in workers. Thematic analysis of the interviews focused on the intersection of the women’s multiple dimensions of disadvantage, including gender, class and temporary migrant-foreigner status, in shaping their accounts of the WL interface.

Three thematic narratives highlight that any semblance of WLB in the MDWs’ lived experience has given way to the needs of their employers and to the imperative to earn an income for their families back home. The themes are: working as MDWs enables the women and their families back home to have a life; the co-existence of WL boundary segmentation and integration in relation to “real” and “temporary” families; and the notion of WLB being centred around the women’s ability to fulfil their multiple duties as MDWs and absent mothers/sisters/daughters.

The study is based on a small sample of live-in women MDWs in Malaysia, intended to promote typically excluded voices and not to provide generalizable findings. Accessing potential participants was a considerable challenge, given the vulnerable positions of women MDWs and the invisible nature of their work.

Future research should adopt a multi-stakeholder approach to studying the WL experiences of women MDWs. In particular, links with non-governmental organizations who work directly with women MDWs should be established as a way of improving future participant access.

The study underscores the existence of policies and regulations that tolerate and uphold social inequalities that benefit primary labour segment workers to the detriment of secondary labour segment workers, including women MDWs.

Extant WL literature is dominated by the experiences of “the ideal work-life balancers”, who tend to be white middle-class women, engaged in professional work. This study offers original contribution by giving voice to a taken-for-granted group of women migrant workers who make other people’s WLB possible. Moreover, the study challenges WL research by underscoring the power inequities that shape the participants’ marginal and disadvantaged lived experience of work, life, family and WLB.

The subject of invisible disabilities is becoming more prevalent in the workplace. Invisible disabilities (as defined by the Invisible Disabilities Association) refers to symptoms such as “debilitating pain, fatigue, dizziness, cognitive dysfunctions, brain injuries, learning differences and mental health disorders, as well as hearing and vision impairments.” There are times when employees are hesitant to disclose their invisible disability to their employer or coworkers, which means that accommodations for disabilities may not be requested or made. Accommodations made in the workplace for invisible disabilities can include flexible schedule, special software for assisting with scheduling or prioritizing tasks, or architectural changes such as a standing desk. The paper aims to discuss these issues.

For this literature review, articles on invisible disabilities and accommodations were researched and used to support the importance of accommodations in the workplace.

Invisible disabilities are affecting the workplace and must be addressed. Those struggling with invisible disabilities need to consider sharing information about their disability with their employer as well as requesting accommodation. The question of whether or not to inform coworkers should be left to individual employees and what they feel comfortable divulging. More research needs to be done on how to create learning opportunities and sensitivity in the workplace to those with invisible disabilities. Perhaps training should be offered at the time a new employee begins work.

This literature review is of value because it speaks to an important issue facing today’s workplaces – invisible disabilities and accommodations. Mental illnesses are an invisible disability and as more people are diagnosed and enter the workforce, employers are faced with an increasing demand to meet the needs of these workers. Educating employers and employees on the topic of invisible disabilities and accommodations paves the way to a greater and more productive workforce.

The purpose of this paper is to explore the harassment of vulnerable women whose lives and experiences remain largely unseen in the era of #MeToo.

The paper draws from the sparse empirical literature as well as the more informal accounts provided by social justice organizations, investigative journalists and legal commentary about four spheres that have largely remained invisible: women in low-income housing, agricultural workers, janitorial workers and restaurant workers. It also reviews the surprising success stories that some of these groups have achieved and invite us to ponder what we can learn from them.

Farm workers, sub-minimum wage restaurant workers, single mothers and janitorial workers are several groups that were not highlighted by the current movement.

Highlighting the experiences of those who remain largely hidden in and from academic discourse and, more largely, the public eye enlarges the scope of knowledge and encourages further scholarly inquiry.

Combining the perspectives of scholar and social justice activist illuminates the depth and breadth of largely invisible classes of harassment victims and the potentially novel remedies they have initiated.

The decision to disclose an illness is a difficult choice for many individuals. Despite national laws such Americans with Disabilities Act that protect workers with disabilities from discrimination in the workplace, the stigmas around certain illnesses, fears of being judged by others using different standards, and concerns about a lack of support regardless of legal requirements are all reasons why someone may hesitate to disclose a health condition in the workplace.

Using experimentally manipulated vignettes and a combination of theories on attribution and incivility, this study explores the dangers of not disclosing a disability/condition that can lead to behaviors that will engender judgments by coworkers.

The results of the study make clear that there are social benefits to disclosing a health condition rather than concealing. The findings clearly demonstrate that attributing an individual's negative behavior to their disposition will lead to more judgments of responsibility, and less sympathy and more anger compared to behaviors that can be explained by any health reason. Furthermore, more punishment, feelings of revenge and social distancing await individuals whose negative behavior cannot be explained by health issues.

This study combines issues of health, attributions, incivility in an experimental studies that illuminates issues surround disclosing a workplace disability that go beyond the typical focus of legal questions.

This photovoice study aims to explore how cleaners experience dirty and invisible work in the workplace.

This research is twofold. The authors first used the photovoice technique, which is one of the visual data collection techniques, to elaborate on the phenomena. The data were obtained with the participation of seven people (four women and three men) from building cleaners working at two public universities in Turkey. Three photographs were requested from each participant and selected nine photographs were described and analyzed among the collected 21 photographs. In addition to photovoice research, five interviews gave insight into the cleaners’ experiences in the second stage of the study.

This research revealed that participating cleaners experienced invisible dirty work and they felt undervalued, despised, treated as “second class/low-level people” and stigmatized.

This study recommends that university administrations defend the rights and dignity of cleaners at work, provide services to support their inclusion and increase staff awareness.

This study sheds light into an understudied area which is the building cleaners’ invisible and dirty work experiences and how that impacts their lives via a photovoice research.

The purpose of the study was to determine, first, whether both numeric diversity and racial climate impacted the psychological well-being and workplace experiences of faculty of color (FOC). But the authors also considered whether there was an “additive” effect when both diversity factors existed at the same time.

The authors used surveys of academics from various backgrounds in multiple US regions to test the effects of numeric diversity and racial climate on three dependent variables – invisible labor, stress from discrimination and dissatisfaction with co-workers. For the purposes of the study, FOC were defined as black, Latinx and Asian faculty.

The results showed significant support for the authors' prediction that there was more stress from discrimination, invisible labor, and co-worker dissatisfaction against FOC in institutions with low numeric diversity and poor racial climate compared with institutions with high numeric diversity and a positive racial climate. They also found that negative impacts were smaller in institutions with both high numeric diversity and a positive racial climate, compared to institutions with high numeric diversity, but a poor racial climate. However, similar results were not found for institutions with low numeric diversity and positive racial climate.

The authors concluded that the findings showed that “diversity climate may be the primary driver of mitigating psychological disparities between FOC and white faculty”. They said that education officials should take action to construct a positive racial climate, but neither should they ignore numeric representation.

The purpose of this paper is to discuss the invisibility of immigrants in diversity research in the management field.

Reasons for the paucity of immigrant research, focusing on discrimination, exploitation, and abuse of low‐skilled Hispanic immigrants in the USA, are examined. Considerations of what can be applied to the study of immigrants from extant diversity research are explored.

Experiences of Hispanic immigrants to the USA are largely absent from diversity literature even though immigrants are significant contributors to the diversity of the USA. There are clear differences in the employment experiences of native‐born Hispanic‐Americans and those who are immigrants, with the latter, both documented and undocumented, generally faring worse in wages, benefits, and interpersonal treatment when compared with those who are native‐born.

Suggestions for research are provided to increase the inclusion of immigrants in diversity research.

This paper focuses on integrating the experiences of discrimination of low‐skilled Hispanic immigrants, who comprise the bulk of newcomers to the USA, into the mainstream diversity literature in management studies and provides questions to stimulate research in the area.

Drawing upon notions of agency and the body, the purpose of this paper is to examine the nature of agency as a gendered concept through a consideration of women sex‐workers. Specifically, the paper analyses how far women sex‐workers may be regarded as social agents. It then considers how far notions of agency, in relation to sex‐workers' embodied boundaries, may be gendered.

The paper reviews existing literature on sex‐workers and sex‐work practices, looking at indoor sex‐work (massage parlours), outdoor sex‐work (street sex‐work) and trafficking. It considers these types of sex‐work in relation to agency, gender and the body.

The paper acknowledges the diversity of women's experience within different aspects of the sex trade. The paper recognizes claims that treating sex‐workers as “victims” could further jeopardize their social position. However, the paper finds that the “options” available to sex‐workers are severely constrained. Specifically, the lack of capacity among sex‐workers to set embodied “rules of engagement” with clients makes the notion of agency problematic. The paper contends that “agency” is itself a gendered concept not only in relation to sex‐work, but also in the context of women's work more broadly.

Through the idea of agency as a gendered concept, the paper offers alternative ways of exploring agency, the body and women's work.

The paper puts forward the notion of agency as a gendered concept. This opens up possibilities for further research on women's “choices”, and who “makes the rules” within different labour markets.

The study aims to focus on developing a methodology of technical calculation for fixation of piece rate for embroidery homeworkers of fashion industry to ensure an ethical livelihood standard. The standardised methodology for wage fixation will ensure better payments for homeworkers with clarity down the supply chain and sustainability of pay scales that will in turn improve the homeworkers’ impecunious living standards. The brands giving living wage will be benefitted in terms of savings on training costs, more stable work force, reliable services and enhancements to the reputation.

Interviews of subcontractors and agents down the supply chain in a target region were conducted to know current practice of wage fixation. The influential parameters were work content, basic living expenses and necessary benefits under government policies. Based on the aforementioned parameters, a formula has been generated. The present study is an attempt to develop a standard methodology to be used for piece rate calculation to ensure fair compensation for homeworkers. Impact of increased earnings of home workers on garment free on board cost has also been analysed.

As there is no uniformity in methodology used for piece rate calculation, and work content is not considered in calculating piece rate, the wage earned per month by homeworkers, minimum wage and living wage are INR 2,860, 6,998 and 8,007, respectively. Homeworkers receive 54-58 per cent of total embroidery labour cost incurred by suppliers. It can be increased up to 75 per cent, which would result in increasing the wage earned per month by homeworkers to INR 4,000.

The impact of implementing the outcome of the study will increase the earnings of embroidery homeworkers and reduce wage inequality in women’s favour, as there are more women than men in embroidery homeworking.