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Jessiman-Perreault G, Gignac MAM, Thompson A, Smith PM. Understanding the Unmet Accommodation Needs of People Working with Mental or Cognitive Conditions: The Importance of Gender, Gendered Work, and Employment Factors. JOURNAL OF OCCUPATIONAL REHABILITATION 2024; 34:251-264. [PMID: 37878157 PMCID: PMC10899322 DOI: 10.1007/s10926-023-10132-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 07/20/2023] [Indexed: 10/26/2023]
Abstract
PURPOSE Workplace support needs for women and men living with mental health conditions are not well understood. This study examined workplace accommodation and support needs among women and men with and without mental health or cognitive conditions and individual and workplace factors associated with having unmet needs. METHODS A cross-sectional survey of 3068 Canadian workers collected information on disability, gender, gendered occupations, job conditions, work contexts, and workplace accommodations. Multivariable logistic regression analyses examined gender- and disability-based differences in unmet needs for workplace flexibility, work modifications, and health benefits, and the association of work context (i.e., work schedule, job sector) and job conditions (i.e., precarious work) on the likelihood of unmet accommodation needs. The additive (i.e., super- or sub-additive) and multiplicative effects of disability, gender, and occupational gender distribution on the probability of unmet accommodation needs were also assessed. RESULTS The most common unmet workplace accommodation was work modifications reported by 35.9% of respondents with mental/cognitive disability and workplace flexibility reported by 19.6% of individuals without a mental/cognitive disability. Women, employees in female dominant occupations, and participants with mental/cognitive disabilities were more likely to report unmet needs compared with men, employees in non-female dominant occupations, and participants without disabilities but these findings were largely explained by differences in job conditions and work contexts. No interacting effects on the likelihood of reporting unmet needs for workplace accommodations were observed. CONCLUSIONS To support employee mental health, attention is needed to address work contexts and job conditions, especially for people working with mental/cognitive disabilities, women, and workers in female-dominated occupations where unmet accommodation needs are greatest.
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Affiliation(s)
- Geneviève Jessiman-Perreault
- Institute for Work and Health, 400 University Ave Suite 1800, Toronto, ON, M5G 1S5, Canada.
- Dalla Lana School of Public Health, University of Toronto, 155 College St Room 500, Toronto, ON, M5T 3M7, Canada.
| | - Monique A M Gignac
- Institute for Work and Health, 400 University Ave Suite 1800, Toronto, ON, M5G 1S5, Canada
- Dalla Lana School of Public Health, University of Toronto, 155 College St Room 500, Toronto, ON, M5T 3M7, Canada
| | - Aaron Thompson
- Dalla Lana School of Public Health, University of Toronto, 155 College St Room 500, Toronto, ON, M5T 3M7, Canada
- Workplace Safety and Insurance Board, 200 Front Street West, Toronto, ON, M5V 3J1, Canada
- Faculty of Medicine, University of Toronto, 1 King's College Cir, Toronto, ON, M5S 1A8, Canada
| | - Peter M Smith
- Institute for Work and Health, 400 University Ave Suite 1800, Toronto, ON, M5G 1S5, Canada
- Dalla Lana School of Public Health, University of Toronto, 155 College St Room 500, Toronto, ON, M5T 3M7, Canada
- School of Public Health and Preventive Medicine, Monash University, Wellington Rd, Clayton, VIC, 3800, Australia
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Ameri M. From Classroom to Boardroom: Self-Advocacy and Navigating the Transition for Students with Disabilities. JOURNAL OF OCCUPATIONAL REHABILITATION 2023:10.1007/s10926-023-10144-0. [PMID: 37955743 DOI: 10.1007/s10926-023-10144-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 10/03/2023] [Indexed: 11/14/2023]
Abstract
PURPOSE This article evaluates the effectiveness of Career Services in supporting college students with disabilities to self-advocate for their accommodation rights during the job search. METHOD A qualitative case study was conducted at one university to examine how their Career Services unit educates, trains, and supports students with disabilities in their professional development. Two rounds of interviews were conducted: one with university staff responsible for such services to assess policies and practices in providing support, and one with students and alumni with disabilities to gather feedback on their experiences with career planning and employment. RESULTS Three key themes emerged from the data: (1) Disability stigma negatively impacts a willingness to self-advocate among participants (this is especially true among those belonging to multiple marginalized groups); (2) the lack of transition support by the university further entrenches this stigma; and (3) participants report subsequent challenges in the crossover to employment. CONCLUSION These identified barriers discouraged participants from planning for and seeking workplace accommodations and highlighted the need for universities to provide more comprehensive support for their professional development.
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Gambaro L, Wilhelm J, Schober PS. Gender typicality of occupational aspirations among immigrant and native youth: the role of gender ideology, educational aspirations, and work values. FRONTIERS IN SOCIOLOGY 2023; 8:1161131. [PMID: 37440776 PMCID: PMC10335811 DOI: 10.3389/fsoc.2023.1161131] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 02/07/2023] [Accepted: 06/05/2023] [Indexed: 07/15/2023]
Abstract
The gender typicality of adolescents' occupational aspirations helps sustain occupational segregation, ultimately contributing to maintain gender stratification. According to sociological and psychological perspectives, adolescents develop occupational aspirations by drawing on their gender beliefs and work-related values. Yet few empirical studies have examined the contribution of these value orientations specifically to the gender typicality of occupational aspirations. Moreover, although children from immigrant backgrounds make up an ever-increasing share of school-age students, there is scant evidence on the gender typicality of their occupational aspirations relative to those of their majority peers. This study investigates variations in the gender typicality of occupational aspirations among adolescents from immigrant and non-immigrant backgrounds at around age 16. It also explores how the gender typicality of different groups' aspired occupations relates to differences in gender ideologies, in educational aspirations, and in the importance attributed to three work values: the possibility to earn high income, to help others, and to think and solve problems. Drawing on a harmonized survey from England, Germany, the Netherlands and Sweden, the analysis uses a sample of 8,574 adolescents, including 1,510 girls and 1,336 boys from immigrant backgrounds. Multinomial logistic regressions estimated the associations with aspired occupations, classified as masculine, integrated, feminine or ultrafeminine based on the proportion of women working in them. Results indicate that boys and girls of immigrant origin aspired to somewhat less gender-typical occupations than their majority peers. Among girls, these differences would be even larger if they were not suppressed by the more traditional gender ideologies held by girls from immigrant backgrounds. In terms of mediating mechanisms, our findings suggest that more ambitious educational aspirations may partly explain these differences. These findings indicate that distinguishing between multiple dimensions of adolescents' work-related values hint at different underlying mechanisms in the formation of adolescents' occupational aspirations.
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Affiliation(s)
- Ludovica Gambaro
- Department of Sociology, University of Tübingen, Tübingen, Germany
- Federal Institute for Population Research, Wiesbaden, Germany
| | - Janna Wilhelm
- Department of Sociology, University of Tübingen, Tübingen, Germany
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The Use of Flexible Work Arrangements: Examining Experiences of Perceived Backlash Through the Lens of Diversity. GROUP & ORGANIZATION MANAGEMENT 2023. [DOI: 10.1177/10596011221150025] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/11/2023]
Abstract
As more businesses have newly adopted or expanded flexible work arrangements (FWA) due to the COVID-19 pandemic, the current study aimed to investigate whether flexibility backlash (e.g., workers’ negative perceptions of promotion opportunities and work-to-life conflict) occurs in response to the use of FWA. Moreover, we tested if perceptions of flexibility backlash vary across subgroups of employees (i.e., as a function of gender, family responsibilities, and race), as well as their intersection. Using a lagged dataset of N = 414 currently employed U.S. workers collected at three-time points during the early stages of the COVID-19 pandemic, we found that FWA use was not significantly associated with the subsequent perception of career opportunities, and no group differences were found in this relationship. Similarly, no main effect of FWA use on work-to-life conflict was found. However, among workers with more family care responsibilities, greater FWA usage was associated with more work-to-life conflict. Further, intersectionality analyses revealed men with greater family responsibilities and men who are racial minorities perceived more work-to-life conflict as they used more FWA than their counterparts. We discuss these findings through the lens of diversity in light of the ongoing need to reduce the backlash associated with the use of FWA.
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Tomprou M, Simosi M, Rousseau DM. Managerial Pay Raise and Promotion Decisions for Workers with I-deals. GROUP & ORGANIZATION MANAGEMENT 2022. [DOI: 10.1177/10596011221086108] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Managers use idiosyncratic deals (i-deals) to motivate and retain employees. Yet we know little about the subsequent effects i-deals have on decisions about pay raises and promotions. Two studies investigate how managers make pay raise and promotion decisions for workers with i-deals. Using a policy-capturing design, managers ( N = 116) made pay raise and promotion allocations for workers presented as good performers, based on information provided regarding whether and what type of i-deal workers had and the extent to which they helped peers. Developmental i-deal recipients tend to be recommended for both pay raises and promotions, while such recommendations are less likely for employees with flextime i-deals (for promotions) or reduced workload i-deals (for promotions and pay raises). In addition, workers with i-deals who help their peers are viewed more favorably in both decisions. The second study surveyed managers ( N = 174) regarding their actual subordinates ( N = 806), both controlled for the manager’s rating of subordinate performance. It supports the positive effect of developmental i-deals on pay and promotion decisions, but not the negative effects of flextime and reduced workload i-deals. Helping effects depend on the i-deal: Managers report that unhelpful recipients of developmental i-deals are less likely to be promoted than those with such i-deals who help their peers; unhelpful recipients of reduced workload i-deals are less likely to get pay raises than those with such deals who help. We discuss the implications of our findings for future research and career management.
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Affiliation(s)
- Maria Tomprou
- Tepper School of Business, Carnegie Mellon University, Pittsburgh, PA, USA
| | - Maria Simosi
- Department of HRM & Organisational Studies, School of Business & Management, Royal Holloway, University of London, Egham, Surrey, UK
| | - Denise M. Rousseau
- Heinz College and Tepper School of Business, Carnegie Mellon University, Pittsburgh, PA, USA
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Bächmann AC, Gatermann D, Kleinert C, Leuze K. Why do some occupations offer more part-time work than others? Reciprocal dynamics in occupational gender segregation and occupational part-time work in West Germany, 1976-2010. SOCIAL SCIENCE RESEARCH 2022; 104:102685. [PMID: 35400390 DOI: 10.1016/j.ssresearch.2021.102685] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/03/2020] [Revised: 11/25/2021] [Accepted: 12/13/2021] [Indexed: 06/14/2023]
Abstract
This paper analyzes the reciprocal relationship between occupational gender segregation and occupational part-time work in West Germany over time. Based on a unique occupational panel dataset covering 254 occupations between 1976 and 2010, we apply static, dynamic, and Arellano-Bond panel models to account for reverse causality and endogeneity. Results indicate that trends in occupational part-time rates and gender ratios mutually reinforce each other but not in the same manner. Part-time work in occupations increases once more women start working in these occupations. Occupational part-time ratios are mainly driven by married women and mothers; women's education level only plays a minor role. Vice versa, the gender composition of occupations is likewise affected by changing working-time arrangements, at least in the short run, but it is mainly driven by previous levels of occupational gender segregation.
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Affiliation(s)
| | - Dörthe Gatermann
- German Association for Public and Private Welfare Berlin, Germany.
| | - Corinna Kleinert
- Leibniz Institute for Educational Trajectories and Otto-Friedrich University Bamberg, Wilhelmsplatz 3, 96047, Bamberg, Germany.
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Albors Garrigos J, Haddaji M, Garcia Segovia P, Peiro Signes A. Gender Differences in the Evolution of Haute Cuisine Chef´s Career. JOURNAL OF CULINARY SCIENCE & TECHNOLOGY 2019. [DOI: 10.1080/15428052.2019.1640156] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Jose Albors Garrigos
- Departamento de Organización de Empresas, Universitat Politécnica de Valencia, Valencia, Spain
| | - Majd Haddaji
- Departamento de Organización de Empresas, Universitat Politécnica de Valencia, Valencia, Spain
| | | | - Angel Peiro Signes
- Departamento de Organización de Empresas, Universitat Politécnica de Valencia, Valencia, Spain
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Grönlund A, Öun I. The gender-job satisfaction paradox and the dual-earner society: Are women (still) making work-family trade-offs? Work 2018; 59:535-545. [PMID: 29733051 DOI: 10.3233/wor-182708] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Despite their disadvantaged labour market position, women consistently report higher levels of job satisfaction than men. Researchers have attributed women's higher job satisfaction to their lower expectations, arguing that gender differences will fade away as women's labour market prospects improve. Others, however, argue that women are more contented than men because their jobs satisfy a need for family adaptions. OBJECTIVE In this article, we put the hypotheses of transitions and trade-offs to a strong test, by comparing men and women with comparable human capital investments living in a country where women's employment is strongly supported by policies, practices and social norms. METHODS The relationship between gender and job satisfaction is analysed with stepwise OLS regressions. The analysis is based on a survey to newly graduated highly educated men and women in five occupations in Sweden (n ≈ 2 450). RESULTS First, we show that, after controlling for a range of job characteristics, women report a higher level of job satisfaction than men. Second, although the paradox appears to be surprisingly persistent, it cannot be attributed to work-family trade-offs. CONCLUSIONS Future research should consider job satisfaction more broadly in the light of gender role socialization and persistent gender inequalities.
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Affiliation(s)
- Anne Grönlund
- Department of Social Work, Umeå University, Umeå, Sweden
| | - Ida Öun
- Department of Sociology, Umeå University, Umeå, Sweden
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Boye K, Halldén K, Magnusson C. Stagnation only on the surface? The implications of skill and family responsibilities for the gender wage gap in Sweden, 1974-2010. THE BRITISH JOURNAL OF SOCIOLOGY 2017; 68:595-619. [PMID: 28369726 DOI: 10.1111/1468-4446.12252] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/07/2023]
Abstract
The wage differential between women and men persists in advanced economies despite the inflow of women into qualified occupations in recent years. Using five waves of the Swedish Level-of-Living Survey (LNU), this paper explores the gender wage gap in Sweden during the 1974-2010 period overall and by skill level. The empirical analyses showed that the general gender wage gap has been nearly unchanged for the past 30 years. However, the gender difference in wage in less qualified occupations fell considerably, whereas the gender pay gap remained stable for men and women in qualified occupations. The larger significance of family responsibilities for wages in qualified occupations is one likely explanation for this result.
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Affiliation(s)
- Katarina Boye
- Swedish Institute for Social Research, Stockholm University
| | - Karin Halldén
- Swedish Institute for Social Research, Stockholm University
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Haddaji M, Albors-Garrigós J, García-Segovia P. Women chefs’ experience: Kitchen barriers and success factors. Int J Gastron Food Sci 2017. [DOI: 10.1016/j.ijgfs.2017.06.004] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Bustreel A, Cornuau F, Pernod-Lemattre M. Concilier vie familiale et vie professionnelle en France : les disparités d’horaires de travail. ACTA ACUST UNITED AC 2012. [DOI: 10.7202/1013200ar] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Résumé
La France se caractérise aujourd’hui par une forte proportion de salariés ayant des contraintes familiales et par un nombre élevé d’entreprises qui flexibilisent la durée et les horaires de travail : comment la diffusion de ces nouvelles contraintes temporelles affectent-elles les femmes, et plus particulièrement les mères ? Une typologie des conditions temporelles d’emploi des salariés français intégrant la durée du travail, la souplesse horaire dont bénéficie le salarié et la « localisation » de son temps de travail, construite à partir de l’enquête « Familles et employeurs » (Ined-Insee, 2004-2005), fait apparaître une surreprésentation des femmes dans les emplois les plus souples, mais aussi les plus contraignants temporellement, alors que l’effet de la présence d’enfant semble assez mineur.
Trois hypothèses sont testées pour expliquer les conditions temporelles d’emploi : la préférence des salariés pour des horaires de travail commodes, les caractéristiques productives des emplois et le rapport de force salarié-employeur. Les résultats montrent que le fait d’avoir de jeunes enfants n’est pas corrélé aux conditions temporelles d’emploi. Être une femme accroît la probabilité d’avoir des horaires hyper-souples (plutôt que standards contraints) et diminue la probabilité d’avoir des horaires longs souples et non standards contraints. L’hypothèse d’une sélection en fonction des préférences n’est pas confirmée par l’analyse alors que les exigences productives des emplois et des employeurs ainsi que le pouvoir de négociation des salariés exercent des effets significatifs et expliquent la surreprésentation des femmes dans les horaires fragmentés contraints.
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Affiliation(s)
- Anne Bustreel
- Maître de conférences en sciences économiques, Clersé – Université Lille 1, Villeneuve d’Ascq, France
| | - Frédérique Cornuau
- Maître de conférences en démographie, Clersé – Université Lille 1, Villeneuve d’Ascq, France
| | - Martine Pernod-Lemattre
- Maître de conférences en sciences économiques, Clersé – Université Lille 1, Villeneuve d’Ascq, France
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