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Despite several concerted efforts and directives, Indian organizations have a long road to travel with respect to the inclusion of persons with disabilities in the workforce. Disability taking different forms often impacts organizational decisions on employment and inclusion of persons with disabilities. Acknowledging the role of employers in improving their employment prospects, the purpose of this paper is to examine key factors that direct the decisions regarding targeted recruitment of persons with various types of disabilities.

The exploratory study is based on thematic analysis of senior executives' accounts to examine the factors that direct their decisions pertaining to employment of persons with varied types of disabilities.

Findings highlight organizational determinants that enable/disable employment of persons with varied types of disabilities. The organizational determinants reported are: knowledge about type of disability; work characteristics; accommodations based on type of disability; accessibility of physical infrastructure and external pressures; whereas, persons with orthopedic, vision, hearing and intellectual disabilities are represented in the employee base.

The present study contributes to employer perspectives on workplace disability inclusion toward understanding the nuances of organizational dynamics and human perceptions. Future studies could explore perspectives of other key stakeholders and the conditions under which organizational determinants are perceived as enabling or disabling.

The present study highlights how disability type influences leaders' views on recruitment of persons with disabilities, in an under-researched study context of Indian organizations.

The purpose of this paper is to explore the extent to which perceived financial preparedness, social retirement anxieties, and level of income influence mature aged workers' preferences to enter different retirement employment options within the contingent and the flexible work arrangements (FWA) types of bridge employment.

Data for this study was collected in 2008 using a questionnaire with 31 items. A total of 144 mature aged workers from multiple firms, aged 50 years and over, working full‐time, in the construction industry participated in the study. The collected data was analysed using correlation and regression analyses.

The results indicate that the study variables have positive and negative influences on pre‐retirees' preference for the retirement employment options within the contingent and the FWA bridge employment. It was also found that while income failed to moderate, social retirement anxieties did significantly moderate the relationship between perceived financial preparedness and the different employment options within the contingent bridge employment.

This study clearly provides practitioners and career counsellors a new insight that the work and non‐work predictors for the retirement employment options within each of the contingent and the FWA bridge employments vary between factors of perceived financial preparedness, social retirement anxieties and level of income.

In contradiction to the existing literature that “comfortable” social retirement adjustment as a determinant for bridge employment, this study's findings revealed that if pre‐retirees perceive that they are not adequately financially prepared for retirement, they would opt for bridge employment irrespective of levels of social retirement anxieties.

This study empirically investigates the difference in employment status between marriage immigrants and native women in Taiwan based on a combined dataset from the 2003 Survey of Foreign and Mainland Spouses’ Life Status and 2003 Women’s Marriage, Fertility and Employment Survey. The conceptual framework is based on the family labor supply model, the human and social capital theories, and the immigrant assimilation theory. From the Probit model of the employment probability, our findings indicate that family background variables, including the presence of small children and husbands’ characteristics, play fairly significant roles in determining the employment probability of marriage immigrants. As for native women, human capital variables such as schooling and age are the most significant factors affecting their employment probability, while husbands’ characteristics play a less important role in this respect. The finding that the employment probability of foreign spouses rises rapidly with the number of years that have elapsed since migration may confirm the employment assimilation for marriage immigrants. This study further applies the nonlinear decomposition analysis developed in the work of Yun (2004) to examine the gap in employment probability between native women and foreign spouses in Taiwan. Our findings show that the employment probability differentials are mostly due to the difference in coefficients and that the effects of the two age variables play dominant roles. The difference in coefficients, in sum, contributes to increasing the gap of employment probability, while the difference in characteristics, in sum, tends to reduce the employment probability differentials.

The purpose of this paper is to explore the determinants of self‐employment among rural to urban migrants in China.

The analysis is based on a sample of migrant household heads from the 2008 Rural‐Urban Migration in China and Indonesia (RUMiCI) survey. An estimate of the wage differential between self‐employed and employed workers is obtained by means of an endogenous switching model and used to estimate the employment choice. The procedure is extended to account for migration selectivity bias, for alternative statuses before migration, and for different post‐migration employment histories.

Self‐employed migrants are positively selected with respect to their unobserved characteristics; their wages are substantially higher than what they would have obtained had they chosen paid work. Furthermore, even after accounting for the substantial heterogeneity across cities, industries, occupations, and after correcting for the migration selectivity bias, the wage differential is found to be an important determinant of self‐employment.

The finding that market imperfections do not constrain the self‐employment choice of migrants does not imply that reforms designed to eliminate institutional barriers are undesirable. Policy should target the reduction of gaps between urban residents and migrants (such as the household registration system – hukou), so that migrants can access new business opportunities which are currently a prerogative of urban residents.

The paper analyses the determinants of self‐employment using a recent survey based on a sample of rural‐to‐urban migrants in China. The key findings indicate that migrants who choose self‐employment are positively selected in terms of their unobservable characteristics. Moreover, the wage differential has a strong positive effect on the probability of choosing self‐employment. In the transition to a market economy, which is taking place in China, the identification of the determinants of self‐employment is crucial.

The authors' work aims to identify the employer-specific drivers of the college (or university) wage gap, which has been identified as one of the major determinants of the dynamics of overall wage and income inequality in the past decades. The authors focus on three employer-level features that can be associated with asymmetries in the employment relation orientation adopted for college and non-college-educated employees: (1) size, (2) the share of standard employment and (3) the pervasiveness of incentive pay schemes.

The authors' establishment-level analysis (data from the Basic Survey on Wage Structure (BSWS), 2005–2018) focusses on Japan, an economy characterised by many unique economic and institutional features relevant to the aims of the authors' analysis. The authors use an adjusted measure of firm-specific college wage premium, which is not biased by confounding individual and establishment-level factors and reflects unobservable characteristics of employees that determine the payment of a premium. The authors' empirical methods account for the complexity of the relationships they investigate, and the authors test their baseline outcomes with econometric approaches (propensity score methods) able to address crucial identification issues related to endogeneity and reverse causality.

The authors' findings indicate that larger establishment size, a larger share of regular workers and more pervasive implementation of IPSs for college workers tend to increase the college wage gap once all observable workers, job and establishment characteristics are controlled for. This evidence corroborates the authors' hypotheses that a larger establishment size, a higher share of regular workers and a more developed set-up of performance pay schemes for college workers are associated with a better capacity of employers to attract and keep highly educated employees with unobservable characteristics that justify a wage premium above average market levels. The authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

The authors' contribution to the existing knowledge is threefold. First, the authors combine the economics and management/organisation literature to develop new insights that underpin the authors' testable empirical hypotheses. This enables the authors to shed light on employer-level drivers of wage differentials (size, workforce composition, implementation of performance-pay schemes) related to many structural, institutional and strategic dimensions. The second contribution lies in the authors' measure of the “adjusted” college wage gap, which is calculated on the component of individual wages that differs between observationally identical workers in the same establishment. As such, the metric captures unobservable workers' characteristics that can generate a wage premium/penalty. Third, the authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

The purpose of this paper is to identify factors that affect how managers assess the importance of criminal history for job seekers with criminal records in Ban the Box states.

This study uses a phenomenological investigative approach to examine narrative interview data obtained from 18 human resource (HR) professionals in organizations in five Ban the Box states.

Contrary to previous research, the findings presented in this paper show that managers are inclined to hire applicants with a criminal history. However, study findings indicate that those hiring decisions are positively influenced by: perceived value of criminal history; concerns about safety and cost; characteristics of the offense; motivation to hire; and evidence of applicant growth. Furthermore, a lack of systematic evaluation processes among hiring managers may present a barrier to employment.

This paper explores a poorly understood area of the HR management and employment inclusion literatures – the identification of factors that influence evaluations of applicants with a criminal history.

This paper studies the behaviour of employment and real wages in Greek manufacturing 1954‐1993. Since employment dynamics are driven by trade union membership, wage aspirations and adjustment costs, the paper tries to identify the relative importance of these propagation mechanisms for the stylized fact of full (un)employment persistence. The empirical results suggest that adjustment costs in firms’ decision making, due to institutional and technological constraints, are the main reason for the slow response of (un)employment to changes in the economic environment.

The article aims to provide a discussion of societal norms concerning “attractiveness,” the existence of appearance discrimination in employment, the presence of “preferring the pretty”, and then the authors examine important civil rights laws that relate to such forms of discrimination. Finally, the authors apply ethical theories to determine whether such discrimination can be seen as moral or immoral.

It is a legal paper which covers all the laws related to discrimination based on look. Court cases and Americans laws related to this concept are reviewed and critically discussed.

The paper finds that appearance‐based discrimination is not illegal in the USA so long as it does not violate civil rights laws.

This research is limited to Federal and State laws in the USA and may not be relevant in other countries as the local laws might vary.

Managers and employees can protect themselves in the workplace from illegal discriminatory practices.

Employees know their rights and enhance their understanding of laws related to appearance, attractiveness, and why companies look to hire those who are considered “handsome”, “pretty” and “beautiful”.

This is an original and comprehensive paper by the authors.

To explore key legal issues surrounding sexual harassment claims made to employment tribunals and the courts.

This entails qualitative legal analysis of case decisions. This will involve an exposition of the reasoning behind legal decisions and a critical examination of the courts' or tribunals' interpretation of the law.

The research provides information about features and trends in sexual harassment litigation in Britain.

This paper outlines a set of preliminary results from an analysis of some sexual harassment cases heard in Britain.

Highlights key implications of legal decisions for human resource policy and practice in organizations. It will also identify deficiencies in management practice that lead to instances of sexual harassment taking place.

Scholars and policymakers in organizations should be interested in an integrated analysis of legal and organizational issues with respect to sexual harassment. The wider potential of the research is supported by the interest of the Equal Opportunities Commission and the willingness of the Commission to be named as an end user of the study.

In this paper, we use microdata on employment and earnings from a variety of industrialized countries to investigate the family gap in pay – the differential in hourly wages between women with children and women without children. We present results from seven countries: Australia, Canada, the United Kingdom, the United States, Germany, Finland, and Sweden. We find that there is a good deal of variation across our sample countries in the effects of children on women’s employment and in the effects of children on women’s hourly wages even after controlling for differences between women with and without children in characteristics such as age and education. We also find that the variation in the family gap in pay across countries is not primarily due to differential selection into employment or to differences in wage structure across countries. We suggest that future research should examine the impact of family policies such as maternity leave and child care on the family gap in pay.