Revisiting the social construction of family in the context of work

Purpose of this paper: To demonstrate how traditional definitions of family, in the context of employment, have not kept pace with actual family formation in the U.S. and much of the rest of the world, and how this disadvantages individuals from atypical (i.e., non-nuclear), but increasingly common, families. Design/methodology/approach: A wide range of literature from disciplines spanning industrial relations, gerontology, management, and family studies is invoked to illustrate how employers’ definitions of “family” are often incompatible with actual contemporary family structures, and how this poses difficulties for employed individuals in non-traditional families. Findings: Many family structures are not accounted for by employment legislation and thus organizational work-family policies. These include same-sex couples, multi-generational and extended families (e.g., including parents or other elders; members from outside the bloodline or with grandparents providing primary care for grandchildren) and virtual families. Practical implications: We discuss a number of problems associated with current provision of work-family policy and practice among organizations, and recommend that governments and organizations expand upon the traditional definition of “family” to better enable employees in a variety of familial configurations to successfully balance their work and family demands. Value of paper: This paper identifies current failings in employment legislation and suggests improvements so that both governments and organizations can better facilitate employees’ work-life balance. As such, it will be of use researchers, practitioners, and policy-makers interested in the interface between work and family

Work-life, diversity and intersectionality: a critical review and research agenda

Work-life issues have important implications at both organizational and individual levels. This paper provides a critical review of the work-life literature from 1990 onwards through the lens of diversity, with particular focus on disparities of power induced by methodological and conceptual framings of work and life. Our review seeks to answer the following questions: What are the gaps and omissions in the work-life research? How may they be overcome? To answer these questions we scrutinize blind spots in treatment of life, diversity and power in work-life research both in positivist and critical scholarship. In order to transcend the blind spots in positivist and critical work-life research, we argue the case for an intersectional approach, which captures the changing realities of family and workforce through the lens of diversity and intersectionality. Our theoretical contribution is three fold: First, our review demonstrates that contemporary framing of life in the work-life literature should be expanded to cover aspects of life beyond domestic life. Second, our review explains why and how other strands of diversity than gender also manifest as salient causes of difference in experiences of the work-life interface. Third, our review reveals that social and historical context has more explanatory power on work-life dynamics than micro-individual level of explanations. Work-life literature should capture the dynamism in these contexts. We also provide a set of useful recommendations to capture and operationalize methodological and theoretical changes required in the work-life literature

Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees

Employee voice has been largely examined as a universal concept in unionized and non-unionized settings, with insuffi cient attention to diversity of workers (Rank, 2009). As invisible minorities, gay, lesbian, bisexual, and transgender (GLBT) employees provide a valuable focal point from which to examine employee voice mechanisms. Positing that GLBT employees are often silenced by what is perceived as “normal” in work organizations, this paper identifi es some of the negative consequences of this silencing and proposes ways in which the voices of GLBT employees and other invisible minorities can be heard. With its relevance to policies and practices in other organizations, the “Don’t ask; don’t tell” policy of the U.S. military is used as a lens through which to analyze voice, silence, and GLBT employees in other organizations. Heterosexist environments can foster organizational climates of silence, where the feeling that speaking up is futile or dangerous is widespread among employees. Specifi c recommendations are provided for HR managers to facilitate the expression of voice for GLBT employees in today’s increasingly diverse organizations

Editorial: equality, diversity and inclusion in accounting

Editoria

Questioning impact: interconnection between extra-organizational resources and agency of equality and diversity officers

This paper examines the change agency of equality and diversity (E&D) officers with a specific emphasis on the role of extra-organizational influences and resources. The paper is informed by qualitative material collected through interviews with E&D officers from 20 higher education institutions in the UK. The paper offers an evidence-based analysis of the utility of extra-organizational mechanisms and intervention programmes for organizational E&D agenda and for the agentic influence of E&D officers. The paper contributes to both academic literature and policy-making. We present original empirical insights into the change agency of E&D officers by exploring the impact of extra-organizational bodies as potential mechanisms for support and influence. At the policy level, the paper provides evidence on the value of extra-organizational resources and tools that are produced by policy bodies in promoting progressive E&D agendas in organizations

Worker silence in a turbulent neoliberal context: the case of mass privatisation of sugar factories in Turkey

Data Availability Statement: Due to the sensitive nature of the data, data set will be held by the authors.Copyright © 2023 The Authors. Silence in the context of work has different meanings across different settings. Turbulence induced by the privatisation of previously state-owned enterprises presents a curious setting to explore worker silence. Turning to worker silence in the process of mass privatisation of sugar factories in Turkey, we examine why workers remained silent while resenting privatisation. We reflect on the experiences and perceptions of workers in the privatisation of sugar factories in an unregulated neoliberal country, where macro-national and meso-institutional mechanisms enforce worker silence Drawing on 48 interviews with workers from sugar factories, we demonstrate that worker silence deepened in the process of privatisation. The study provides evidence that an unregulated form of neoliberalism worsens worker silence through three distinct mechanisms: dismissal of democratic demands, marketisation of everything and decline of solidarity. We extend these mechanisms with 13 different corresponding forms

Workforce Diversity, Diversity Charters and Collective Turnover: Long‐term Commitment Pays

Copyright © 2022 The Authors. Modern workplaces are becoming increasingly demographically diverse. However, the influence of workforce diversity on organizational outcomes is not fully understood. In this work, we study how and why workforce gender and racial diversity impacts collective turnover at the organizational level, and whether participation in and experience with diversity charters moderate this link. We particularly argue that greater workforce gender and racial diversity leads to greater collective turnover because it prompts social categorization and negative contagion in organizations. To mitigate these processes, organizations may participate in diversity charters, which are expected to provide support with managing workforce diversity and employee retention. We further argue that the influence of diversity charters follows a trajectory of maturity, so their benefits are magnified as an organization's experience with them increases. Drawing on a panel of UK universities, we find strong evidence that greater workforce racial diversity is associated with higher levels of collective turnover, but only weaker evidence for the positive link between workforce gender diversity and collective turnover. We further find that diversity charters may attenuate this link, but simply participating in them is not sufficient: instead, organizations must develop experience with charters over time

The high stakes use of language proficiency tests as illusio and pyramid scheme: An evaluation of their social aspects, validity, and reliability

There is a growing trend in using high stakes standardised test scores to evaluate individuals' academic and professional language proficiency. Although these tests determine the fates of millions of students and job seekers across the world, several aspects of these tests such as their design, ethical implementation, procedural fairness, and validity and reliability are questioned by many linguists. This chapter aims to evaluate the mostly criticised social and technical aspects of high stakes language tests from a pyramid scheme perspective. In order to achieve this aim, a number of empirical studies from the extant literature are reviewed, and some comments are provided in the conclusion section

Gendered Constructions of Luck at Work: The Case of Career Narratives of Female and Male Managers

There is a ubiquitous assumption that luck is a gender-neutral and equally distributed phenomenon. Drawing on 50 interviews with female and male managers, we examine their constructions of luck at work and demonstrate the gendered construction of luck in career narratives. Despite the dearth of attention to luck in the career literature, luck often features in the career narratives of professional workers. In line with the literature, we define the construct of luck as something outside the locus of control of individuals. Yet, we identify that luck is a gendered construct in career narratives. We demonstrate that while female managers define luck as receiving equality of opportunity in the process of their careers, male managers define luck as structures of support that offer them opportunities above and beyond their merit at work, which is a privilege that men appear to enjoy. The perception and interpretation of luck have far-reaching effects on addressing and comprehending gender disparities in career advancement, decision-making, negotiation and organisational leadership. Recognising the gender-specific impact of luck is vital in promoting gender equality and offering equitable chances for the career progression of women and non-privileged employees. It offers a persuasive option to challenge the dominant meritocratic assumptions on equality of chances, structures and the distribution of resources.No funding was received for conducting this study