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Despite the absence of federal legislation prohibiting discrimination on the basis of gender identity and expression, many companies have adopted such policies in recent years. We examine the impact of several contextual factors thought to influence gender identity and expression nondiscrimination policy adoption among Fortune 500 firms from 1997 to 2007. Our findings suggest that city and state laws likely influence policy adoption, as do federal case rulings regarding gender nonconformity and the adoption of similar policies by companies in the same industry. We found little evidence that companies respond to state or city executive orders or to media coverage of gender identity issues in the workplace.

This paper aims to highlight how an interpretative approach to law as posited by Dworkin may be used to remedy the tension between employment protection and corporate rescue laws.

This paper adopts a doctrinal and theoretical approach to law.

The tension between corporate rescue and employment protection laws affects both employees’ and business owners’ policy objectives on corporate insolvency. The theoretical perspectives of both the traditionalists and proceduralists have so far failed to provide a clear approach on how this tension may be balanced or remedied. This paper proposes that this tension may be remedied through interpretation, that is, by adopting Dworkin’s Interpretative Approach to Law.

Most researchers and academics have written extensively about the tension between corporate rescue and employment protection, but this paper is the first of its kind to propose a remedy to this tension through interpretation.

The purpose of this paper is to explore the relationship between managerial values and preference for hiring of low caste and female job candidates in the context of the six decades of affirmative action in India.

A sample of managers from India filled in a questionnaire indicating their beliefs and values concerning the Indian reservation system, social activism and minority employment. Subjects also made hiring choices in a simulated decision environment.

Findings indicate that managers were marginally in favour of hiring minority candidates and that their values and beliefs concerning minority employment of low caste and female job candidates were mixed.

The study used self‐reported questionnaires, and the sample size was small. Future studies are recommended to overcome the limitations.

Managers responsible for making hiring decisions should be trained and educated in the need for equity, justice and diversity in the workplace.

This investigation provides empirical evidence linking managerial beliefs and values to hiring preferences of minority job candidates.

The purpose of this paper is to examine the nature of the legal relationship tying workers to employers. It explores how the individual who is categorised as an employee is distinguished from a self-employed or independent contractor or a worker. The common law tests for classifying employment status are analysed against a backdrop of emerging research literature. Recommendations for reform are provided, drawing from the work of prominent scholars such as Mark Freedland and Simon Deakin.

The paper reviews court decisions and examines arguments raised in relation to the binary divide between employed and self-employed. The paper is largely conceptual.

This paper has shown that divergence between law and realities of employment still puzzle modern law reformers and judges alike. The common law test have proved to be inadequate and new solutions have been recommended. One of the suggest solutions is to import the doctrine of good faith into the tests.

The paper makes recommendations that will further refine and clarify the employment relationship in a bid to create a more inclusive “labour law” capable of protecting a wider range of atypical and vulnerable work relations. This paper will inform managers on the challenges in relation to classification of employment status brought about by the growth in atypical work.

The importance of employment as part of the recovery process for problem drug users has been increasingly recognised and the UK government is developing policies to encourage drug users on out‐of‐work benefits to engage with treatment and find work. There is slim evidence to support the use of welfare benefit sanctions for this group, although the government is committed to piloting such programmes and fully evaluating before any national roll‐out. However, more attention needs to be given to addressing employers' concerns about risks associated with hiring recovering drug users and challenging negative stereotypes and stigma if ambitions to get this group back to work are to be realised.

To be denied the status of formal worker is to be denied the rights and protections of the formal sector. Such classification is a source of insecurity and uncertainty for many. When employers privilege disembedded employment arrangements, workers in precarious semi-formal settings face many financial and relational challenges, yet receive limited support. In hostile economic, social, and legal contexts, what practices and discourses do these workers draw on to respond to their work situations? When, and against whom, do they struggle for labor embeddedness? Analyses of ethnographic and interview data from two fieldwork projects studying semi-formal work – one study of inmate labor in a US prison and one of a local independent culture industry – reveal that workers engage in collective and independent classification struggles in search of formal and symbolic reclassification. A typology of such struggles is presented. By viewing these practices through this lens, this chapter aims to reveal parallels in the experiences of workers in seemingly disconnected fields and advance our understanding of worker action and embeddedness in contemporary capitalism.

The goal of this study is to propose and test a model of the effect of the socio-cultural context on the disability inclusion climate of organizations. The model has implications of hiring people with disabilities.

To test the model, we conducted a cross-sectional study across four countries with very different socio-cultural contexts. Data were gathered from 266 managers with hiring responsibilities in Canada, China, Norway and France. Participants responded to an online survey that measured the effect of societal based variables on the disability inclusion climate of organizations.

Results indicated support for the theoretical model, which proposed that the socio-cultural context influenced the disability inclusion climate of organizations through two distinct but related paths; manager’s value orientations and their perception of the legitimacy of legislation regarding people with disabilities.

The vast majority of research regarding employment of people with disabilities has focused on supply side factors that involve characteristics of the people with disabilities. In contrast, this research focuses on the less researched demand side issue of the socio-cultural context. In addition, it responds to the “limited systematic research examining and comparing how country-related factors shape the treatment of persons with disability” (Beatty et al., 2019, p. 122).

The purpose of this chapter was to explore how the values of higher education institutions, and ultimately society, are conveyed through the curriculum of an institution. The arguments for focusing on a liberal education grounded in critical thinking are highlighted and then compared to the growing trend of occupational education being the central focus of a college education. The need to understand populist thinking in particular is aligned with the social responsibility that educational institutions carry in their charters. This means that the students and parents who pay tuition for their education want something to show for their investment, namely a level of compensation and employment that is perceived to be correlated with the expense of the degree. The competing views of education and training are then considered in a global context, noting the interconnectedness of the intellectual and business community around the globe. This chapter concludes by highlighting the importance of education and its impact on cultural understanding and engagement as a value, especially calling upon public policymakers to keep higher education leaders in check as they develop plans and expectations for their institutions.

Stigmatization of lesbian, gay, and bisexual (LGB) people at work is an enduring social problem, yet little is known about how those experiences differ. The purpose of this paper is to discuss the above issue.

Using a framework of modified labeling, this conceptual paper addresses that gap by reviewing the literature on differences in LGB worker stigmatization by type of sexual orientation identity, outness, sex and gender identity, and education and social class.

Findings in the literature were that LGB workers are labeled as outsiders, and treated differently in many workplaces. However, there are other distinctions, based upon type of sexual orientation identity (i.e. whether someone is lesbian, gay, or bisexual), sex and gender identity, outness at work, and education and social classes.

Moreover, the paper proposes additional aspects of LGB worker stigmatization needing further empirical study.

The purpose of this study was to examine how identity covering techniques can influence raters' perceptions of job candidates who have a socially stigmatized identity. Specifically, the authors explore how raters respond to two types of candidates: one who does not mention his gay identity during the interview process, and one who openly discusses their gay identity during the interview process. The authors also investigate whether job type (sport operations vs business operations) and the rater's views toward social equality influence perceptions of job fit and subsequent hiring recommendations.

The authors conducted an experiment to examine whether an applicant's level of stigma covering, type of job posting and rater's views toward social equality influenced perceptions of job fit. The authors then tested whether perceptions of job fit mediated hiring recommendations. Adults in the USA (n = 237) who were employed and had served on a hiring committees participated in the survey.

When applying for sport operations jobs, as opposed to business operations jobs, gay male applicants are viewed more favorably if they engage in high levels of identity covering. Further, the applicant's level of stigma covering influenced raters who reported high or moderate social dominance orientation but did not impact raters with low social dominance orientation. Overall, the findings reveal that identity covering techniques do have relevance for studying the dynamics of hiring gay men who apply for jobs in the sport industry.

The study advances the understanding of identity management techniques by examining the nuances of how applicants can choose to disclose their stigmatized identity, and how those decision influence the hiring process.