Relevant bibliographies by topics / Workplace policies

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Workplace policies'

Author: Grafiati
Published: 19 February 2023

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Journal articles on the topic "Workplace policies"

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Knox, Emily Caitlin Lily, Hayley Musson, and Emma J. Adams. "Workplace policies and practices promoting physical activity across England." International Journal of Workplace Health Management 10, no. 5 (October 2, 2017): 391–403. http://dx.doi.org/10.1108/ijwhm-01-2017-0004.

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Purpose Many adults fail to achieve sufficient moderate-to-vigorous physical activity (MVPA). The purpose of this paper is to understand how workplaces most effectively promote physical activity for the benefit of public health. Design/methodology/approach Data were collected via two online surveys. First, 3,360 adults employed at 308 workplaces across England self-reported their MVPA, activity status at work and frequency of journeys made through active commuting. From this sample, 588 participants reported on the policies and practices used in their workplace to promote physical activity. Factor and cluster analysis identified common practice. Regression models examined the association between the workplace factors and engagement in physical activity behaviours. Findings Five factors emerged: targeting active travel, availability of information about physical activity outside the workplace, facilities and onsite opportunities, sedentary behaviour, and information about physical activity within the workplace. Further, five clusters were identified to illustrate how the factors are typically being utilised by workplaces across England. Commonly used practices related to promoting active travel, reducing sedentary behaviour and the provision of information but these practices were not associated with meeting MVPA guidelines. The provision of facilities and onsite exercise classes was associated with the most positive physical activity behaviour outcomes; however, these structures were rarely evident in workplaces. Originality/value Previous research has identified a number of efficacious actions for promoting physical activity in the workplace, however, research investigating which of these are likely to be acceptable to worksites is limited. The present study is the first to combine these two important aspects. Five common profiles of promoting physical activity in worksites across England were identified and related to physical activity outcomes. Guidance is given to workplace managers to enable them to maximise the resources they have for the greatest gains in employee health. Where feasible, facilities, and classes should be provided to achieve the most positive outcomes.
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Peters, Eileen, and Silvia Maja Melzer. "Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes." Work and Occupations 49, no. 1 (January 11, 2022): 79–129. http://dx.doi.org/10.1177/07308884211060765.

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We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce existing inequalities in the private sector. In public sector workplaces where natives hold higher relational positions, immigrants’ wages are lower. This group-related dynamic is not detectable in the private sector.
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Schillo, Barbara A., Megan C. Diaz, Jodie Briggs, Alexa R. Romberg, Basmah Rahman, Michael Liu, and Amanda L. Graham. "Vaping in the Workplace: Awareness and Support for E-cigarette Workplace Policies." American Journal of Health Behavior 45, no. 2 (March 1, 2021): 279–89. http://dx.doi.org/10.5993/ajhb.45.2.8.

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Objectives: Clean indoor air policies have been an important tool protecting the health of working adults. The purpose of this study was to examine awareness of and support for e-cigarette-free workplace policies among working adults in the United States. Methods: Employees of companies with at least 150 employees (N = 1607, ages 18-65 years) were recruited from an opt-in national panel for an online survey. Results: Nearly half of respondents (48.4%) reported that their employer had a written policy addressing e-cigarette use, 30.2% reported their employer did not have such a policy, and 21.4% reported that they did not know. Most respondents (73.5%) supported e-cigarette-free workplaces, including the majority of current e-cigarette users (53.5%). Multiple regression modeling found that odds of support for e-cigarette workplace policies was significantly higher among never (OR = 1.77, 95% CI: 1.19-2.64) and former e-cigarette users (OR = 1.71, 95% CI: 1.15-2.54) relative to current users. Policy support also varied by perceived harm and other perceptions of workplace vaping, and demographic and workplace characteristics. Conclusions: E-cigarette-free workplace policies have high levels of support among employees, including both current and former e-cigarette users. Policies restricting workplace vaping can improve the health of all employees.
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Hernández-Cordero, Sonia, Mireya Vilar-Compte, Kathrin Litwan, Vania Lara-Mejía, Natalia Rovelo-Velázquez, Mónica Ancira-Moreno, Matthias Sachse-Aguilera, and Fernanda Cobo-Armijo. "Implementation of Breastfeeding Policies at Workplace in Mexico: Analysis of Context Using a Realist Approach." International Journal of Environmental Research and Public Health 19, no. 4 (February 17, 2022): 2315. http://dx.doi.org/10.3390/ijerph19042315.

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Return to work is one of the most significant barriers to breastfeeding (BF). Family-friendly policies are critical to ensure that BF and maternal work are not mutually exclusive. This study aims to determine contextual factors and underlying mechanisms influencing the implementation of workplace policies in Mexico. Following a qualitative approach, the study was conducted in the following four cities in Mexico: Mérida, Chihuahua, Guadalajara, and Monterrey. Interviews were conducted in 14 workplaces, and included 49 (potential) beneficiaries, 41 male employees, and 21 managers and human resources personnel. The information collected was analyzed through a deductive thematic analysis and mapped against the Context-Mechanism-Outcome framework of Breastfeeding Interventions at the Workplace. Contextual factors influencing a BF-friendly environment in the workplace were as follows: work-schedule flexibility, provision of lactation services (i.e., BF counseling) other than a lactation room, women’s previous experience with BF and family-friendly environments in the workplace. The underlying mechanisms enabling/impeding a BF-friendly environment at the workplace were as follows: awareness of Mexican maternity protection legislation, usage of BF interventions in the workplace, culture, supervisor/co-worker support and BF-friendly physical space. To achieve a BF-friendly environment in the workplace, actions at the level of public policy and workplaces must accompany adherence to Mexican legislation.
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Mirza, Raza M., Lynn Mcdonald, and Laura Tamblyn-Watts. "It’s Time to Retire Ageism against Older Workers." University of Toronto Quarterly 90, no. 2 (June 2021): 155–68. http://dx.doi.org/10.3138/utq.90.2.07.

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Ageism in the workplace can have significant implications for older adults. While every individual should feel equal and have the right to employment free from discrimination due to age, many practices and policies do not appear to uphold this right in the labour market. Institutional practices and policies seem to perpetuate stereotypes about older people. A “pro-aging” campaign to raise awareness about ageism in the workplace was run in the City of Toronto in 2019. The campaign included posters and pop-up advertising of a fake aging cream and research on attitudes toward aging and understanding the “too old” narrative as part of inclusive workplace policies. Workplace diversity policies often do not include age considerations, and understanding the factors that lead to ageism may allow for the development of strategies to help combat it. Age-diverse workplaces may gain competitive advantage by learning to harness the power of intergenerational relationships.
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Pham, Cong Tuan, Chiachi Bonnie Lee, Thi Lien Huong Nguyen, Jin-Ding Lin, Shahmir Ali, and Cordia Chu. "Integrative settings approach to workplace health promotion to address contemporary challenges for worker health in the Asia-Pacific." Global Health Promotion 27, no. 2 (April 3, 2019): 82–90. http://dx.doi.org/10.1177/1757975918816691.

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Workplaces in the rapidly industrializing Asia-Pacific region face growing pressures from high-speed development driven by global competition, migration and the aging of the workforce. Apart from addressing work-related injuries, workplaces in the region also have to deal with increasing occupational stress, chronic diseases and their associated socio-economic burden. Meanwhile, interventions in workplace health are still dominated by a narrow behavioral change model. To this end, the integrative workplace health promotion model, initiated by the World Health Organization from successful post-1990 pilot projects, emerges as a timely, comprehensive and appropriate means to manage contemporary workplace health and safety issues in the region. In this paper, we highlight the key workplace health challenges in the Asia-Pacific region and the utility of the integrative workplace health promotion model in addressing them. We provide a brief overview of the pressing challenges confronting workplaces in the region, then explain the why, what and how of integrative workplace health promotion. We illustrate this model by reviewing successful examples of good practice and evidence of their achievements from workplace health promotion programs in Asia-Pacific from 2002 to date, with specific attention to government-led workplace health promotion programs in Shanghai, Singapore and Taiwan. Drawing from these successful examples, we recommend government policies and facilitating strategies needed to guide, support and sustain industries in implementing integrative workplace health promotion. We conclude that consistent supportive government policies, coupled with facilitation by international bodies towards capacity and professional network building, are crucial to developing and sustaining healthy workplaces in the region.
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Lambert, Susan J. "Workplace Policies as Social Policy." Social Service Review 67, no. 2 (June 1993): 237–60. http://dx.doi.org/10.1086/603980.

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Kochan, Thomas. "Education, Families, and Workplace Policies." Challenge 47, no. 6 (November 2004): 69–81. http://dx.doi.org/10.1080/05775132.2004.11034272.

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Hoyman, Michele, and Heidi Duer. "A Typology of Workplace Policies." Review of Public Personnel Administration 24, no. 2 (June 2004): 113–32. http://dx.doi.org/10.1177/0734371x03260845.

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Newman, Meredith, and Kay Mathews. "Federal Family-Friendly Workplace Policies." Review of Public Personnel Administration 19, no. 3 (July 1999): 34–48. http://dx.doi.org/10.1177/0734371x9901900303.

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Dissertations / Theses on the topic "Workplace policies"

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Grassman, Kelsey N. "Single and Working: A Content Analysis of Workplace Romance Policies." University of Dayton / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1430489925.

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Mackay, Hayley. "Critical analysis of employer’s workplace policies towards HIV positive employees." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/27261.

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The courts approach to HIV positive employees will be studied as they give a rough This dissertation takes its focus from the plight of millions of South Africans living with HIV/AIDS. HIV sufferers count for 11.2 percent of our entire population. It has furthermore been predicted that in the next 10 years to come, 40 to 50 percent of the current workforce will be lost to HIV/AIDS.1 Only certain people qualify for free government issued anti-retrovirals (HIV/AIDS medication), this leaves a large portion of people unable to afford their much needed medication. This ultimately leads to them becoming very ill and often unable to work. These statistics do not leave the South African employment situation with great confidence. Much legislation has been promulgated that prohibits the discrimination of those suffering from the disease and this legislation and its impact will be analyzed to see if it does meet the current needs of those suffering from HIV/AIDS. What will be discussed is how this legislation does not make available for the mechanism for employers to provide either the treatment or the access to a medical aid for their employees suffering from HIV. The cost of such a provision of treatment will be a great expense to any employer, especially those of a smaller nature. What will be dealt with is ways in which to encourage employers to implement such a scheme, through tax rebates and seeing the financial benefits of implementing such an arrangement. The provision of treatment encourages a better working relationship and reduces, amongst other things, the cost of staff replacement. The Labour Relations Act2 does offer employer’s guidelines as to how HIV positive employees should be handled at the workplace. However these are just guidelines. What will be examined is how such a policy can be implemented in any workplace, the contents of such a policy and benefits of it being a compulsory workplace addition. Successful workplace policies and legislative guidelines will be used to create an ideal HIV workplace policy model. The courts approach to HIV positive employees will be studied as they give a rough indication of whether HIV positive person’s rights are being affected at the workplace. This will dictate to us whether there is a need for improvement and to what extent. What will be seen is that there are large gaps in the South African employment arena. HIV positive employees are falling through these gaps with no protection and no one willing to take on the challenge of helping to improve their lives.
Dissertation (LLM)--University of Pretoria, 2013.
Public Law
unrestricted
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Fleming, Anthony. "Strategies for Implementing Workplace Violence Prevention Policies in Small Businesses." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7848.

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Workplace violence can produce adverse financial outcomes for organizational shareholders, harms employees, and might create long-lasting mental health issues for survivors. Leaders of small businesses might lack the tools available to larger organizations to effectively address the growing incidence of violence in the workplace. The purpose of this multiple case study was to explore strategies some leaders of small businesses used to prevent workplace violence. The targeted population consisted of 3 leaders of small businesses from 3 different organizations in the government consulting industry in northern Virginia who successfully implemented workplace violence prevention programs. The general systems theory was the conceptual framework for this research. Data were collected from applicable company documents and semistructured interviews. The data were analyzed through a 5-phase qualitative analysis cycle. Emergent themes included effective workplace violence prevention policies and procedures and leaders’ role in creating a positive working environment. The implications of this study for positive social change include the potential to reduce work-related stress so that employees are healthy members of society. Leaders of small business who promote a positive work environment and understand the importance of an effective workplace violence prevention policy might be able to increase the performance of their businesses, which could allow them to be more involved in their communities.
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Dimberio, Amy M. "Status of worksite smoking policies in Indiana manufacturing industries." Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/774760.

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The purpose of this study was to assess the status of worksite smoking policies in Indiana's manufacturing industries and to describe the relationship between policy, workforce size, and manufacturing type. Of the 493 questionnaires distributed, 181 (36.7%) were returned. Approximately 67% percent of the industries reported having some type of restrictive policy with the majority of those policies not allowing smoking at the worksite except in designated areas. Most policies were developed within the last five years and were implemented due to a concern for employee health. Workforce size was directly related to the prevalence of significant restrictions. Those companies employing greater then 100 employees were the most likely to have a policy whereas the employing less than 11 were the least likely to have a policy. Standard industrial classifications 34 (fabricated metal products) and 35 (machinery, except electrical) had less restrictive policies as compared to other S.I.C. classifications. A follow up on 10% (n=30) of the nonrespondents yielded similar results to those who did respond.
Department of Physiology and Health Science
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Brown, Tim. "A study of the relationship between workplace change and conflict and housing struggles in Coventry." Thesis, Birmingham City University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263385.

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Nthinya, Bojoalo Cynthia. "Implementation of workplace HIV/AIDS policies and programmes by small and medium enterprises in Masery." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/79922.

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Thesis (MPhil)--Stellenbosch University, 2013.
ENGLISH ABSTRACT: An alarming rate of HIV/AIDS in the country has compelled the Government of Lesotho to make changes in the labour act; to accommodate HIV/AIDS in the workplace. In order to assist businesses in complying with the labour Act requirements, the Government put in place guidelines, aimed at assisting businesses in the development and implementation of workplace HIV/AIDS policies and programmes. However, it has been observed SMEs have not been utilising these guidelines. The purpose of the study therefore is to establish the level of knowledge SMEs have about the Government guidelines; to determine whether they have existing workplace HIV/AIDS policies; and establish the challenges SMEs face in using the guidelines to implement workplace HIV/AIDS policies and programmes; with the purpose of providing guidelines for support in the implementation of workplace HIV/AIDS policies. The results show 46.7% and 46% of employers and employees respectively is not aware of the guidelines. There were only five managers who indicated they have policy in place. Only 21 employees were aware of the existence of HIV/AIDS workplace policies at their work. There were various challenges that were stipulated by the SMEs. Some businesses pointed out they did have the expertise and financial strength to develop and implement HIV/AIDS workplace policies. Further it was stated the guidelines were not clear, therefore could not be put in practice. It is therefore essential to ensure training is provided to SMEs and their employees; to ensure they do understand what is required of them. It is also imperative to make sure those who are in financial need are also assisted. The other important aspect that needs to be addressed during training is why HIV/AIDS should be treated as a workplace issue. This will enlighten SMEs on the importance of developing and implementing workplace policies and programmes. Thus they will understand the benefits of effective management of HIV/AIDS in the workplace; which can be brought about by effective HIV/AIDS policies and programmes.
AFRIKAANSE OPSOMMING: ‘n Kommerwekkende koers van MIV/VIGS in die land het die Lesotho regering gedwing om veranderinge in die Arbeids wet aan te bring, om sodoende MIV/VIGS in die werkplek te akkomodeer. Om besighede te help om die Arbeids wet se riglyne na te kom, het die regering sekere riglyne in plek gestel wat daarop gemik is om MIV/VIGS programme te ontwikkel en implementeer in die werkplek. Dit is egter opgemerk dat KMG ondernemings nie die riglyne toe pas nie. Die doel van die studie is dus om vas te stel wat die vlak van kennis die KMG’s het in verband met die regering se riglyne; of hulle enige bestaande MIV/VIGS beleide in plek het en om die eise wat die implementering van die riglyne om ‘n MIV/VIGS beleid in die werkplek stel. Die doel is dus om die riglyne te voorsien wat die implementering van werkplek MIV/VIGS beleid ondersteun. Die resultate toon dat 46.7% en 46% van werkgewers en werknemers onderskeidelik, nie bewus is van die riglyne nie. Daar was slegs 5 bestuurders wat aangedui het dat daar wel ‘n beleid in plek is. Net 21 werknemers was bewus van die MIV/VIGS beleid by hul werk. Verskeie uitdagings is deur die KMG’s uitgewys. Sommige besighede het aangedui dat hulle wel die kennis en finansies om die MIV/VIGS beleid te ontwikkel en te implementer. Verder is ook aangedui dat die riglyne nie duidelik is nie en daarom nie geimplementeer kon word nie. Dit is daarom noodsaaklik om te verseker dat opleiding verskaf word aan die KMG’s en hul werknemers, om te verseker dat hulle verstaan wat van hulle verwag word. Ook is dit noodsaaklik dat persone wat finansiele hulp benodig ondersteun moet word. ‘n Ander belangrike aspek wat aangespreek moet word tydens opleiding is hoe MIV/VIGS behandel moet word in die werkplek. Dit sal vir KMG’s verlig hoe belangrik die ontwikkeling en implementeering van werkplak beleid en programme is. Sodoende sal hulle die voordele van effektiewe bestuur van MIV/VIGS in die werkplek, wat deur effektiewe MIV/VIGS beleid en programme te weeg gebring kan word, beter verstaan.
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Foster, Scott. "An investigation into organisational commitment to spirituality in the workplace." Thesis, Liverpool John Moores University, 2014. http://researchonline.ljmu.ac.uk/4362/.

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This study examined the emerging debate on spirituality in the workplace. As spirituality gains impetus, organisations have proactively accommodated the needs of their multi-ethnic and multi-faith workforce and have started integrating spirituality into their policies. The study sought to gauge the employees and managers’ perceptions of the importance of spirituality in the workplace. Spirituality represents a complex phenomenon that embraces an awareness of others, coupled with a sense of fulfilment and values, which add meaning to life. Overall, a lack of clear policy and acknowledgment regarding spirituality within organisations is apparent. The extant literature suggests that spirituality as a research topic suffers from fragmentation, dearth, and confusion which sometimes makes it difficult to propose a comprehensive theory. The complexity and ambiguity of spirituality as a concept means it is often confused with religious rituals. Spirituality is not the same as religion, although religion can be the focus of an individual’s spirituality or the way in which an individual’s spirituality is recognised and expressed. Both spirituality and religion can operate independently from each other. As a result, many scholars have realised the need for a more unified interpretation of the term spirituality. Adopting a predominantly positivist stance, two organisations in England were surveyed. Using a purpose-designed questionnaire, a return of 628 was achieved, with a reliability of 0.87 (Cronbach Alpha). Analysis was undertaken as a data set using independent variables which related to biographical factors, including a person’s faith and their organisation. This was supported by qualitative data using semi-structured interviews with senior management in both organisations. Findings and analysis highlighted that employees did not feel comfortable discussing spirituality; nor did they feel it was appropriate to practise spirituality within the workplace. In their perceptions of spirituality policies, both organisations proffered initiatives that, in the absence of a coherent policy, employees struggled to accommodate employee spiritual needs. Overall, the findings revealed that the limited policies or procedures that were in place often left the employees ambivalent as to whether the organisation had any genuine interest in their spiritual well-being. Since employee spirituality is under-researched, this study investigated the nature of workplace spirituality to benefit academic research through expanding the knowledge in this area, to produce a model of spirituality. The study findings will led to new knowledge on spirituality that can assist in the formulation of suitable strategies to enhance employee spiritual well-being. This study is pertinent in the current economic recession, whereby employees of different ethnic backgrounds may feel vulnerable, with the possibility of spirituality manifesting itself in the workplace as a source of conflict. To address the issue of potential spiritual conflict, organisations will need to build high-trust relationships in the workplace.
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Cavanagh, Jillian Maria. "Women, Work and Learning." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/367916.

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Contemporary work is beset by changing laws, globalisation and technology. Such changes, together with the growing intensity of work, means work practices are constantly changing. Increasing numbers of women are entering into this work, often in contingent roles and many in administrative and service-related employment. Frequently, these contingent forms of work offer little in the way of career paths or support for ongoing learning and career development. This study investigates the work and learning experiences of a cohort of nine female auxiliary workers within the legal sector. These women are held to be illustrative of the growing ranks of contingent workers and their experiences in contemporary working life. The study examines the affordances for these women’s learning and levels of support available to them for participation in learning through their work.The study is informed by a critical ethnographic approach that recounted the work and learning practices of these women through a series of structured interviews, observations and reflective journals written by both the participants and the researcher. This is interwoven with an autoethnography of the researcher’s work experiences within the legal workplace. Having advanced the case for learning through auxiliary kinds of work, the study describes and discusses three legal practice managers’ purposes of, conceptions about and practices for the learning of auxiliary legal workers in their legal practices. Next, it elaborates and discuses these women’s experiences of, conceptions about and practices to learn through their work. The literature dealing with aspects of the changing nature of work and contemporary issues affecting women at work such as power relations, the impact of policy, gender equity and discrimination illuminates the problems for these women workers. It also elaborates the nature of learning through work, and the self-identity and social identity of women at work and the notion of workplace knowledge within organisational practice. How opportunities were afforded and maximised by these women was important as their learning was set within the structures of the workplace that served to inhibit their progress. Yet, these women needed to learn to perform effectively and to retain their employment, and perhaps to progress. The women worked within an environment characterised by change and the findings of the study positioned each of them as committed workers and continuous, self-directed learners; that is, learning was fundamental to their everyday work and they shared a strong resolve to find ways to learn. The study found strong and consistent evidence of personal epistemologies, reflexive practice and personal agency being exercised in the conduct of these women’s work and learning. Through these processes, the women developed a sense of their own identity at work as workers and learners and they enacted those identities. Yet, all this was found, to be necessitated by and in the face of low workplace affordance for their work and learning. That is, formal learning policies and programs were not readily accessible to auxiliary level women at work. However, the study suggests that if these women were offered opportunities to participate in formal learning programs at work they would probably do so. It was concluded that improvement in the workplace norms, values and practices associated with contingent workers, such as these nine auxiliary legal workers, was needed, firstly, for the legal practices to enact policies, procedures and opportunities for auxiliary level staff to participate in kinds of learning that promote professional and self development and, secondly, for auxiliary level women to be aware of, to learn and to participate in new ways to practice and to strive for professional and self development. Overall, this study illustrated how workplace policies and practices can work against the needs, learning and aspirations of workers, who perform essential support and service roles, yet are not seen as being central to workplace success. Interactive collaborations between workplace managers and contingent workers are needed to continually find new ways to help these workers change and grow at work within workplace environments that are invitational for them. In all, the study found that the agency and personal epistemologies of these auxiliary workers was essential in their negotiation of learning, the enactment of peer support and to necessarily cross boundaries of practice in learning and working. While such agency is commendable, it is held that this agency might be deployed more productively in workplaces, if it were not continually having to be exercised to overcome the low invitational qualities of the very workplaces in which they work and learn.
Thesis (PhD Doctorate)
Doctor of Education (EdD)
School of Education and Professional Studies
Faculty of Education
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Neal, Geraldine Mary. "Unequal Partners? Women Solicitors' Experiences of Workplace, Discrimination, Flexibility and Success in Queensland." Thesis, Griffith University, 2010. http://hdl.handle.net/10072/366535.

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This thesis explores issues of discrimination, flexibility, and success in the solicitors’ branch of the Queensland legal profession. It interrogates the discrimination and disadvantage practitioners report in their daily legal practice; whether they have access to achievable flexible workplace policies and practices; and whether they feel able to attain success, however that might be defined by individual lawyers. Although there have been numerous studies on the circumstances of women lawyers in other jurisdictions, no work had been carried out in Queensland at the inception of this doctoral research. There is no subsequent Queensland work that explores the specific circumstances of solicitors within the three key areas of discrimination, workplace flexibility and success. This thesis addresses this gap. The central research question in the thesis asks whether, and to what extent, prejudice and gender bias exist within the profession. Findings are analysed and set against the backdrop of extensive literature on women in the profession both within Australia and overseas. The research adopts a multi-method approach within an over-arching feminist framework. Qualitative and quantitative methods have been utilised, with the principal data being collected through a State-wide anonymous survey and a series of in-depth semi-structured interviews...
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Socio-Legal Research Centre
Faculty of Law
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Hiller, Sarah E. "The Parental Patriarchy: How U.S. Parental Leave and Child Care Policies Perpetuate Motherhood Inequality in the Workplace." Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/scripps_theses/665.

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This thesis looks at how parental leave and early child care policies in the U.S. can reshape our understanding of the role of government, parental responsibility, and gender within paid labor in order to dismantle the systems of oppression and domination that lead to motherhood inequality. The United States is the only developed economy without mandated paid parental leave, and privatized child care costs can be greater than tuition at public universities. As a result, mothers, still overwhelmingly the primary caregivers in families, are forced to juggle the responsibilities of paid and domestic labor in a way that leads to employment discrimination. Because policies have a unique power to incentivize behavior and change socially ingrained biases, I propose that Congress institute paid parental leave through the FAMILY Act and revives the Comprehensive Child Development Act of 1971 to establish public child care.
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Books on the topic "Workplace policies"

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G, Turner Joan, ed. AIDS: Policies and programs for the workplace. New York: Van Nostrand Reinhold, 1989.

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Rachel, Jenkins, Warman Dinah, and Great Britain. Dept. of Health., eds. Promoting mental health policies in the workplace. London: H.M.S.O., 1993.

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Thandi, Orleyn, Rycroft A. J, and Singlee Sufinnah, eds. Harassment in the workplace: Law, policies and processes. Durban: LexisNexis, 2010.

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National AIDS Council (Papua New Guinea). From workplace policies to community pa[r]ticipation. [Papua New Guinea: National AIDS Council Secretariat, 2005.

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Ladenson, Robert F. Ethics in the American workplace: Policies and decisions. Horsham, Pa: LRP Publications, 1995.

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Privacy in the workplace: Rights, procedures, and policies. Horsham, PA: LRP Publications, 1994.

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Michelle, Funk, and World Health Organization, eds. Mental health policies and programmes in the workplace. Geneva: World Health Organization, 2005.

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Thandi, Orleyn, and Rycroft Alan, eds. Sexual harassment in the workplace: Law, policies and processes. Durban: LexisNexis/Butterworths, 2005.

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Arthur, Diane. Workplace testing: An employer's guide to policies and practices. New York: AMACOM, 1994.

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Rhode, Deborah L. Sex-based harassment: Workplace policies for the legal profession. Chicago, Ill: American Bar Association Commission on Women in the Profession, 2002.

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Book chapters on the topic "Workplace policies"

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Pot, Frank, Peter Totterdill, and Steven Dhondt. "Developing Workplace Innovation Policies in the European Union." In The Palgrave Handbook of Workplace Innovation, 41–56. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-59916-4_3.

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Fisher, Raymond C. "Los Angeles Testing Policies." In Test Policy and the Politics of Opportunity Allocation: The Workplace and the Law, 293–97. Dordrecht: Springer Netherlands, 1989. http://dx.doi.org/10.1007/978-94-009-2502-1_13.

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Gheaus, Anca. "Gender-egalitarian policies in the workplace and the family." In The Routledge Handbook of Ethics and Public Policy, 293–305. Abingdon, Oxon ; New York, NY : Routledge, 2019. | Series: Routledge handbooks in applied ethics: Routledge, 2018. http://dx.doi.org/10.4324/9781315461731-24.

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Riach, Kathleen. "Aging Transitions at Work: The Embodied Experience of Becoming Older." In Life Course Research and Social Policies, 105–18. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-13512-5_7.

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AbstractThis chapter introduces the concept of “older workerhood” as the transitional space in which individuals experience the gradual and iterative move towards becoming an older worker. It locates this transition as one characterized by situated embodied experiences that operate within the context of the “older worker” being a site of inequality and discrimination. To illustrate how older workerhood manifests in a workplace setting, the chapter turns to illustrative examples from a study of growing up and older in the UK financial services sector. It documents the intensification of “body work” by employees and subsequent negotiation of their bodies within a competitive workplace context as features of older workerhood, and how “successful” transitional experiences are governed by organizational norms that are often gendered. The chapter closes by reflecting on the potential value of exploring older workerhood as a transitional space, pointing to its potential to explore the fecundity of ageing experiences at work more generally.
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Alasoini, Tuomo, Elise Ramstad, and Peter Totterdill. "National and Regional Policies to Promote and Sustain Workplace Innovation." In Aligning Perspectives on Health, Safety and Well-Being, 27–44. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-56333-6_3.

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Ferris, Patricia A., Ria Deakin, and Shayne Mathieson. "Workplace Bullying Policies: A Review of Best Practices and Research on Effectiveness." In Handbooks of Workplace Bullying, Emotional Abuse and Harassment, 59–84. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-13-0218-3_3.

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Ennals, Richard. "Policies for Occupational Health and Safety Management Systems and Workplace Change." In Work Life 2000 Yearbook 1 1999, 79–99. London: Springer London, 1999. http://dx.doi.org/10.1007/978-1-4471-0879-5_7.

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Fagnani, Jeanne. "Childcare Policies in France: The Influence of Organizational Changes in the Workplace." In From Child Welfare to Child Well-Being, 385–402. Dordrecht: Springer Netherlands, 2010. http://dx.doi.org/10.1007/978-90-481-3377-2_21.

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Ferris, Patricia A., Ria Deakin, and Shayne Mathieson. "Workplace Bullying Policies: A Review of Best Practices and Research on Effectiveness." In Precision Manufacturing, 1–26. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-10-5338-2_3-1.

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Levitt, Rachel B., and Jessica L. Barnack-Tavlaris. "Addressing Menstruation in the Workplace: The Menstrual Leave Debate." In The Palgrave Handbook of Critical Menstruation Studies, 561–75. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-0614-7_43.

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Abstract Levitt and Barnack-Tavlaris discuss the idea of menstrual leave, a policy option that provides employees with time off during menstruation. They counter the paucity of research surrounding the impacts of such policies on menstruators and the locations offering leave. Levitt and Barnack-Tavlaris argue that without addressing underlying sexist beliefs and attitudes as well as gender discrimination, menstrual leave could have negative effects on menstruators. The authors augment this research with findings from their previous study, which examines attitudes toward and perceptions of menstrual leave. Against this background, the chapter concludes with a discussion of alternative approaches to menstrual leave.
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Conference papers on the topic "Workplace policies"

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Van Eerd, D., K. Cullen, E. Irvin, and MLe Pouésard. "545 Workplace practices and policies to support workers with depression." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1660.

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Ivanova, Veneta. "PREVENTION OF WORKPLACE CONFLICTS THROUGH MEDIATION METHODS." In THE LAW AND THE BUSINESS IN THE CONTEMPORARY SOCIETY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/lbcs2020.195.

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This report considers the role of mediation, as the most effective method of alternative dispute resolution, in resolving conflicts in workplace relationships. The available evidence shows that mediation is most effective when applied for prevention and with the support of the organization through strategies, policies and processes, conducted by independent, experienced and qualified mediators.
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Van Eerd, D., E. Irvin, and K. Cullen. "603 Workplace practices and policies to prevent msd: developing an implementation guide." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.776.

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Olson Beal, Heather. "Exploring the Impact of Children in the Workplace Policies on Staff and Faculty." In 2021 AERA Annual Meeting. Washington DC: AERA, 2021. http://dx.doi.org/10.3102/1683295.

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Borg, Matthew, Peng Bi, Jianjun Xiang, and Olga Anikeeva. "3F.004 Occupational heat stress and economic burden: evidence for workplace heat management policies." In Virtual Pre-Conference Global Injury Prevention Showcase 2021 – Abstract Book. BMJ Publishing Group Ltd, 2021. http://dx.doi.org/10.1136/injuryprev-2021-safety.86.

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Cross, Chrissy. "Children in the Workplace Policies: Exploring Institutional Culture and Its Impact on Academic Mothers." In 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1884159.

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Sexton, Candice, and Jiansong Zhang. "Reducing Harassment for Women in the Professional Construction Workplace with Zero-Tolerance and Interventionist Policies." In Construction Research Congress 2022. Reston, VA: American Society of Civil Engineers, 2022. http://dx.doi.org/10.1061/9780784483985.038.

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Ophoff, Jacques, Thabiso Machaka, and Adrie Stander. "Exploring the Impact of Cyber Incivility in the Workplace." In InSITE 2015: Informing Science + IT Education Conferences: USA. Informing Science Institute, 2015. http://dx.doi.org/10.28945/2248.

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The world is an interconnected global village due to the increasing adoption and reliance on technology, but an ugly side of the increased usage of technology has come to light. The issue of harassment and abuse on the internet has led to relatively new issues such as cyber harassment, cyber incivility and cyberbullying. A case study was conducted within two faculties at the University of Cape Town (UCT). The research objectives were: to find out how staff members in a workplace have experienced cyber incivility, to find out what effects cyber incivility has on employees, to find out what the motivations are for staff participation in cyber incivility, and to find out what policies a workplace should have in place in order to deal with cyber incivility. The data collected shows that there have been occurrences of cyber harassment and cyber incivility among staff members at UCT. The following effects were found to be consistent with cyber harassment and cyber incivility: decrease in productivity and a toxic working environment. On an individual basis: anger, negative feelings and feelings of inferiority, feeling demotivated, feelings of fear and intimidation, feeling emotional and upset, irritation, loss of self-esteem, stress and wasted time.
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Gharrawi, Azhar M. "HR Planning Pharma Case Study." In 2020 International Conference on Resources Management. Koya University, 2021. http://dx.doi.org/10.14500/icrm2020.gen323.

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In a number of real-life situations, organisations are confronted with taking decisions to adopt different human resource management policies and practices in order to meet the challenges of dynamic business environment. In the case of Pharma, changing business environment and the associated challenges have necessitated the initiation of some HR-related actions. Some of the policies and decisions to meet the market dynamics are likely to affect the employment relationships in Pharma site, because the circumstances have forced the organisation to pursue employee head count reduction measures and implement flexible work designs. Pharma site considers introducing flexible work patterns which are expected to have serious implications like evolution of conflicts within the workplace affecting functional employment relations within the Pharma site. This is likely to lead to breach or violation of psychological contract in the organisation. In order to cope up with the change, Pharma site needs to consider implementation of HR strategies that would help in reducing workplace conflicts and bring back harmony in employment relationships by mitigating the adverse impact of any breach or violation in psychological contract. The work also evaluates possible implications of head count reduction and flexibility strategies on employment relationships and details the courses of action for restoring effective functional employment relationships in the Pharma site.
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Kouklou, Demetris. "HOW DOES INTERNET ADDICTION AFFECTS THE FUTURE OF TOURISM?" In Tourism International Scientific Conference Vrnjačka Banja - TISC. FACULTY OF HOTEL MANAGEMENT AND TOURISM IN VRNJAČKA BANJA UNIVERSITY OF KRAGUJEVAC, 2022. http://dx.doi.org/10.52370/tisc22213dk.

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The purpose of this study was to examine the kind and frequency of higher education students in Cyprus pathological behaviors related to internet addiction, as observed by higher education lecturers. A quantitative approach was used to analyze and understand in which level internet obsession ascends, the way in which it affects all aspects of higher education students’ life and their involvement at professional hospitality and tourism workplace and the kinds of programs and policies that could be used in schools to prevent internet compulsion. As a result, to affect the quality of service and the future of tourism in Cyprus. Corresponding to the results of this research, higher education teachers encounter very often the students with internet addiction in their theoretical and practical classes and they observe several symptoms such as distraction and mental absence from class. Thus, this research shows that students’ results are very influenced by internet addiction and their level of involvement in school. Last, according to the results of this research, prevention policies should focus on school policies and practices to understand the phenomenon of internet addiction.
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Reports on the topic "Workplace policies"

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Mehay, Stephen, and Rosalie Liccardo Pacula. The Effectiveness of Workplace Drug Prevention Policies: Does 'Zero Tolerance' Work? Cambridge, MA: National Bureau of Economic Research, October 1999. http://dx.doi.org/10.3386/w7383.

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Kleiner, Morris, and David Weil. Evaluating the Effectiveness of National Labor Relations Act Remedies: Analysis and Comparison with Other Workplace Penalty Policies. Cambridge, MA: National Bureau of Economic Research, December 2010. http://dx.doi.org/10.3386/w16626.

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Baker, Simon, Srisuman Sartsara, Patchara Rumakom, Philip Guest, Katie Schenk, Anthony Pramualratana, Suparat Suksakulwat, Surachai Panakitsuwan, and Sikarat Moonmeung. Using incentives to encourage AIDS programs and policies in the workplace: A study of feasibility and impact in Thailand. Population Council, 2004. http://dx.doi.org/10.31899/hiv2.1041.

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Cubelo, Floro, Anndra Dumo Parviainen, Hannele Turunen, and Krista Jokiniemi. Workplace Integration Strategies for Internationally Educated Nurses (IENs): Mixed-Method Systematic Review. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, November 2022. http://dx.doi.org/10.37766/inplasy2022.11.0075.

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Review question / Objective: a. Population: Internationally Educated Nurses (IENs) are those who have received their initial education and registration from their home countries and have migrated abroad to work as Registered Nurses); b. Intervention: Integration into a new workplace abroad; c. Comparison intervention: Impact of integration intervention; d. Outcome measures: Impact of Integration Intervention on work satisfaction and professional competencies in nursing. • Review Question: Does IEN who receive integration intervention have better work satisfaction and professional competencies compared to those who did not receive any integration program/intervention into a new workplace healthcare environment? • Objective: To explore and summarize the current evidence-based integration strategies as a guide to creating effective integration policies for IENs.
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Desikan, Anita, and Jacob Carter. Getting Science Back on Track: Voices of Scientists across Six Federal Agencies. Union of Concerned Scientists, February 2023. http://dx.doi.org/10.47923/2022.14771.

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To protect the public's safety and health, the US government should base policies on the best evidence—and that requires keeping the work of federal scientists free from political interference. Fortunately, the latest Union of Concerned Scientists survey of federal scientists shows the powerful, positive effects of strengthening scientific integrity policies under President Biden. While challenges remain, the survey found significant improvements in scientific integrity over previous administrations, and scientists say morale and working conditions are better. A majority of those surveyed feel that their agencies have protected scientific staff from COVID-19 in the workplace, and that the agencies frequently consider the impact of their work on historically marginalized communities. Scientists report feeling mostly positive about efforts to incorporate considerations of justice, equity, diversity, and inclusion into research and policy, although perceptions are mixed about the efforts’ long-lasting effectiveness.
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Thompson, Alison, Nathan M. Stall, Karen B. Born, Jennifer L. Gibson, Upton Allen, Jessica Hopkins, Audrey Laporte, et al. Benefits of Paid Sick Leave During the COVID-19 Pandemic. Ontario COVID-19 Science Advisory Table, April 2021. http://dx.doi.org/10.47326/ocsat.2021.02.25.1.0.

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Multiple jurisdictions have adopted or adapted paid sick leave policies to reduce the likelihood of employees infected with SARS-CoV-2 presenting to work, which can lead to the spread of infection in workplaces. During the COVID-19 pandemic, paid sick leave has been associated with an increased likelihood of workers staying at home when symptomatic. Paid sick leave can support essential workers in following public health measures. This includes paid time off for essential workers when they are sick, have been exposed, need to self-isolate, need time off to get tested, when it is their turn to get vaccinated, and when their workplace closes due to an outbreak. In the United States, the introduction of a temporary paid sick leave, resulted in an estimated 50% reduction in the number of COVID-19 cases per state per day. The existing Canada Recovery Sickness Benefit (CRSB) cannot financially protect essential workers in following all public health measures, places the administrative burden of applying for the benefit on essential workers, and neither provides sufficient, nor timely payments. Table 1 lists the characteristics of a model paid sick leave program as compared with the CRSB. Implementation of the model program should be done in a way that is easy to navigate and quick for employers.
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Sajjanhar, Anuradha, and Denzil Mohammed. Immigrant Essential Workers During the COVID-19 Pandemic. The Immigrant Learning Center Inc., December 2021. http://dx.doi.org/10.54843/dpe8f2.

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The COVID-19 pandemic affected everyone in the United States, and essential workers across industries like health care, agriculture, retail, transportation and food supply were key to our survival. Immigrants, overrepresented in essential industries but largely invisible in the public eye, were critical to our ability to weather the pandemic and recover from it. But who are they? How did they do the riskiest of jobs in the riskiest of times? And how were both U.S.-born and foreign-born residents affected? This report explores the crucial contributions of immigrant essential workers, their impact on the lives of those around them, and how they were affected by the pandemic, public sentiment and policies. It further explores the contradiction of immigrants being essential to all of our well-being yet denied benefits, protections and rights given to most others. The pandemic revealed the significant value of immigrant essential workers to the health of all Americans. This report places renewed emphasis on their importance to national well-being. The report first provides a demographic picture of foreign-born workers in key industries during the pandemic using U.S. Census Bureau American Community Survey (ACS) data. Part I then gives a detailed narrative of immigrants’ experiences and contributions to the country’s perseverance during the pandemic based on interviews with immigrant essential workers in California, Minnesota and Texas, as well as with policy experts and community organizers from across the country. Interviewees include: ■ A food packing worker from Mexico who saw posters thanking doctors and grocery workers but not those like her working in the fields. ■ A retail worker from Argentina who refused the vaccine due to mistrust of the government. ■ A worker in a check cashing store from Eritrea who felt a “responsibility to be able to take care of people” lining up to pay their bills. Part II examines how federal and state policies, as well as increased public recognition of the value of essential workers, failed to address the needs and concerns of immigrants and their families. Both foreign-born and U.S.-born people felt the consequences. Policies kept foreign-trained health care workers out of hospitals when intensive care units were full. They created food and household supply shortages resulting in empty grocery shelves. They denied workplace protections to those doing the riskiest jobs during a crisis. While legislation and programs made some COVID-19 relief money available, much of it failed to reach the immigrant essential workers most in need. Part II also offers several examples of local and state initiatives that stepped in to remedy this. By looking more deeply at the crucial role of immigrant essential workers and the policies that affect them, this report offers insight into how the nation can better respond to the next public health crisis.
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O’Brien, Tom, Deanna Matsumoto, Diana Sanchez, Caitlin Mace, Elizabeth Warren, Eleni Hala, and Tyler Reeb. Southern California Regional Workforce Development Needs Assessment for the Transportation and Supply Chain Industry Sectors. Mineta Transportation Institute, October 2020. http://dx.doi.org/10.31979/mti.2020.1921.

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COVID-19 brought the public’s attention to the critical value of transportation and supply chain workers as lifelines to access food and other supplies. This report examines essential job skills required of the middle-skill workforce (workers with more than a high school degree, but less than a four-year college degree). Many of these middle-skill transportation and supply chain jobs are what the Federal Reserve Bank defines as “opportunity occupations” -- jobs that pay above median wages and can be accessible to those without a four-year college degree. This report lays out the complex landscape of selected technological disruptions of the supply chain to understand the new workforce needs of these middle-skill workers, followed by competencies identified by industry. With workplace social distancing policies, logistics organizations now rely heavily on data management and analysis for their operations. All rungs of employees, including warehouse workers and truck drivers, require digital skills to use mobile devices, sensors, and dashboards, among other applications. Workforce training requires a focus on data, problem solving, connectivity, and collaboration. Industry partners identified key workforce competencies required in digital literacy, data management, front/back office jobs, and in operations and maintenance. Education and training providers identified strategies to effectively develop workforce development programs. This report concludes with an exploration of the role of Institutes of Higher Education in delivering effective workforce education and training programs that reimagine how to frame programs to be customizable, easily accessible, and relevant.
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Motel-Klingebiel, Andreas, and Gerhard Naegele. Exclusion and inequality in late working life in the political context of the EU. Linköping University Electronic Press, November 2022. http://dx.doi.org/10.3384/9789179293215.

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European societies need to increase the participation in work over the life course to support the provision of qualified labour and to meet the challenges for social security systems under the condition of their ageing populations. One of the key ambitions is to extend people’s working lives and to postpone labour market exit and retirement where possible. This requires informed policies, and the research programme EIWO – ‘Exclusion and Inequality in Late Working Life: Evidence for Policy Innovation towards Inclusive Extended Work and Sustainable Working Conditions in Sweden and Europe’ – aims to push the boundaries of knowledge about late working life and the potential of its inclusive and equal prolongation via a theoretically driven, gender-sensitive combination of multi-level perspectives. EIWO takes a life course approach on exclusion and inequality by security of tenure, quality of work, workplaces, and their consequences. It identifies life course policies, promoting lifelong learning processes and flexible adaptation to prolong working lives and to avoid increased exclusion and inequality. Moreover, it provides evidence for policies to ensure both individual, company and societal benefits from longer lives. To do so, EIWO orientates its analyses systematically to the macro-political contexts at the European Union level and to the policy goals expressed in the respective official statements, reports and plans. This report systematizes this ambitious approach. Relevant documents such as reports, green books and other publications of the European Commission (EC), the European Parliament (EP), the Organisation for Economic Co-operation and Development (OECD), as well as those of social partners and research institutions, have been systematically scanned and evaluated. In addition, relevant decisions of European summits have been considered. The selection of documents claims completeness regarding relevant and generally available publication, while relevance is defined from the point of view of EIWO’s interests. It is the aim of this report to provide a sound knowledge base for EIWO’s analyses and impact strategies and to contribute to the emerging research on the connection between population ageing and the European policies towards productivity, inclusiveness, equity, resilience and sustainability. This report aims to answer the following questions: How are EIWO’s conceptual classification and programme objectives reflected in the European Union’s policy programming? How can EIWO’s analyses and impact benefit from a reference to current EU policy considerations, and how does this focus support the outline of policy options and the formulating of possible proposals to Swedish and European stakeholders? The present report was written during early 2022; analyses were finalized in February 2022 and represent the status until this date.
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The role of incentives in encouraging workplace HIV/AIDS policies and programs. Population Council, 2004. http://dx.doi.org/10.31899/hiv15.1007.

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This brief examines the role of incentives in encouraging companies in Thailand to adopt workplace policies and programs that address AIDS-related stigma and discrimination and respond to the needs of workers for information and services. The research was a collaboration between the Horizons Program, American International Assurance (AIA), the Thailand Business Coalition on AIDS (TBCA), and AusAID. After the initiative was launched (known as the AIDS-response Standard Organization), TBCA staff built relationships with company managers to explain and promote the advantages of joining. Companies agreeing to implement at least three HIV/AIDS workplace policies would receive a reduction of 5–10 percent off group life insurance premiums from AIA, Thailand’s largest insurance provider, if they were AIA clients. As the initiative evolved, TBCA introduced the additional incentive of a certificate endorsed by the government and awarded at a high-profile public ceremony. For each company agreeing to participate, TBCA offered assistance to enhance their activities, including providing educational leaflets, videos, and a mobile exhibition, as well as condoms, peer education training, counseling and referrals to support groups for HIV-positive employees, and assistance with writing company HIV/AIDS policies.
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