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This editorial explores the concept of intersectionality as a tool to understand inequalities in social and economic life. It emphasizes the need for further research on intersectional inequalities in the context of work and employment. The editorial introduces five papers, including one titled "It made me feel like a shit parent: an intersectional analysis of pandemic mothering" by Thorpe et al. This paper examines the experiences of Māori, Pacific, Asian, and migrant mothers in New Zealand during the COVID-19 pandemic. The findings suggest that these mothers faced challenges based on their diverse backgrounds, which were sometimes worsened by isolation, judgment, and discrimination. The paper highlights the importance of intersectional and gender-responsive policies to address the complex issues faced by mothers. [Extracted from the article]

I study hiring age discrimination under two different hiring procedures. In one, age is revealed simultaneously with other applicant information, and the job offer rates are much lower for older than for younger job applicants. In the second, interview selections are based on detailed, age-blind online applications, while subsequent interviews are not age-blind. In this case, older applicants are not underselected for interviews, but face a lower job offer rate after in-person interviews. The combined evidence is consistent with age discrimination. The smaller age difference in job offer rates under the second hiring procedure suggests that "blinding" part of the selection process may reduce discrimination. [ABSTRACT FROM AUTHOR]

Discrimination in the labor market hinders efficient labor allocation, impeding socio-economic health. With the rapid population aging in China, addressing multifaceted discrimination to enhance labor allocation efficiency emerges as a crucial area of research. To explore the relationship between five types of discrimination (age, gender, hukou, educational background, and occupation) and labor misallocation, this paper based on intersectionality theory, employs the fuzzy-set Qualitative Comparative Analysis (fsQCA) method to conduct a configurational analysis of data from China. The research findings indicate that none of the five forms of discrimination can be deemed a necessary condition for achieving high-level labor misallocation. The study identifies five distinct pathways of multiple discrimination to form high-level labor misallocation, which can be classified into four interaction modes: age-hukou, gender-hukou, gender-occupation, and age-gender-educational background. Meanwhile, there are four configuration paths for the absence of labor misallocation. This study reveals the intricate mechanisms by which multiple forms of discrimination contribute to labor misallocation in China's labor market, and provides valuable insights for addressing employment discrimination and improving the efficiency of labor allocation. [ABSTRACT FROM AUTHOR]

The need to understand the integration processes of trans individuals in the labor market is confirmed by the literature review in this paper, which supports the scarce existence of studies focused on their life experiences outside of pathological contexts or from perspectives of invisibility/violence (including in the professional dimension). This study aims to comprehend the professional experiences of the trans population and understand how mechanisms of discrimination operate in the labor market. Semi-structured interviews with representatives from Portuguese LGBTQ+ associations (n = 6) were conducted between 10 March and 26 April 2021 and analyzed with MAXQDA 2022. The results underscored the importance of the topic and the complex hurdles trans individuals encounter at work, emphasizing the vital support of LGBTQ+ associations in tackling these issues and stressing the urgency of comprehending the vulnerability and discrimination trans people face in employment. The implications of the study underscore the urgent need for concerted efforts from policymakers, employers, civil society organizations, and the broader community to address the systemic barriers faced by trans individuals in the workplace. Future research and advocacy efforts should continue to address the systemic barriers to workplace integration and strive toward creating more inclusive and supportive environments for the trans population. [ABSTRACT FROM AUTHOR]

Background: Healthcare workers (HCWs) in the United Kingdom (UK) have faced many challenges during the COVID-19 pandemic, some of these arising out of their social positions. Existing literature explicating these challenges (e.g., lack of appropriate PPE, redeployment, understaffing) have highlighted inequities in how these have been experienced by HCWs based on ethnicity, gender or, job role. In this paper, we move a step ahead and examine how the intersection of these social positions have impacted HCWs' experiences of challenges during the pandemic. Methods: We collected qualitative data, using interviews and focus groups, from 164 HCWs from different ethnicities, gender, job roles, migration statuses, and regions in the United Kingdom (UK) between December 2020 and July 2021. Interviews and focus groups were conducted online or by telephone, and recorded with participants' permission. Recordings were transcribed and a hybrid thematic analytical approach integrating inductive data-driven codes with deductive ones informed by an intersectional framework was adopted to analyse the transcripts. Results: Thematic analysis of transcripts identified disempowerment, disadvantage and, discrimination as the three main themes around which HCWs' experiences of challenges were centred, based on their intersecting identities (e.g., ethnicity gender, and/or migration status). Our analysis also acknowledges that disadvantages faced by HCWs were linked to systemic and structural factors at the micro, meso and macro ecosystemic levels. This merging of analysis which is grounded in intersectionality and considers the ecosystemic levels has been termed as 'intrasectionalism'. Discussion: Our research demonstrates how an intrasectional lens can help better understand how different forms of mutually reinforcing inequities exist at all levels within the healthcare workforce and how these impact HCWs from certain backgrounds who face greater disadvantage, discrimination and disempowerment, particularly during times of crisis like the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

This paper analyzes one of the causes of the current gender-unbalanced situation in the labor market: the discrimination that individuals face at work due to their commitment to unpaid care work. It aims at finding mechanisms that may induce a change from the current unbalanced situation to a world in which males and females are found in more equal shares in all professions and at all levels. I construct a formal model that includes the heterogeneity of individuals regarding their family commitments and I investigate how it affects the individual's optimal labor market participation. The welfare of individuals with commitment to family duties is reduced for two different reasons: for not being able to participate as much in the labor market and thus receive a lower labor income and for not being able to contribute as much to their family commitments. I compare the results for the female and male sections of the society and I illustrate the observed gender gaps in terms of labor market participation, income levels, and the overall utility obtained. I find that even though the gender wage gap may be alleviated with reductions in the cost associated to unpaid care work, the gender utility gap will persist. [ABSTRACT FROM AUTHOR]

Past research has provided important insights into discrimination against women in the workplace. However, researchers and practitioners have difficulties digesting this evidence due to its high volume. In this paper, we conducted a literature review on workplace discrimination against women. We focused on three common types of discrimination women face at work (i.e., gender bias, pregnancy and motherhood discrimination, and pay gap). Using a qualitative literature review method, we synthesized past knowledge to illuminate why, how, and when discrimination against women occurs more prevalently in the workplace. We also provided an overview of the intervention studies offered at different levels such as individual or organizational levels to prevent discrimination against women workers. Our findings show that women continue experiencing discrimination based on their gender, pregnancy or motherhood status, and compensation in the workplace. Organizational interventions such as policies and initiatives could offer some help depending on how they are implemented and communicated. This paper provides a practical, up-to-date literature review of gender discrimination in organizations and offers evidence-based recommendations for researchers and practitioners., INTRODUCTION Over the last couple of decades, there have been improvements in working conditions for women through advocacy, policy, and awareness. However, the cultural and social norms continue to pose [...]

This paper investigates the impact of discrimination publicity on employee opinion. The findings suggest that employees reduce their sentiments toward the firm and its leaders when discrimination becomes public via Equal Employment Opportunity Commission (EEOC) announcements. Following the stakeholder theory of capital structure, the effect clusters in firms with above‐average leverage. Additionally, discrimination announcements increase accruals and the E index, reinforcing a culture of negative management at the firm. These results suggest that human capital risk plays a vital role in employee reactions to discrimination announcements. [ABSTRACT FROM AUTHOR]

Extensive literature probes labor market discrimination through correspondence studies in which researchers send pairs of resumes to employers, which are closely matched except for social signals such as gender or ethnicity. Upon perceiving these signals, individuals quickly activate associated stereotypes. The Stereotype Content Model (SCM; Fiske 2002) categorizes these stereotypes into two dimensions: warmth and competence. Our research integrates findings from correspondence studies with theories of social psychology, asking: Can discrimination between social groups, measured through employer callback disparities, be predicted by warmth and competence perceptions of social signals? We collect callback rates from 21 published correspondence studies, varying for 592 social signals. On those social signals, we collected warmth and competence perceptions from an independent group of online raters. We found that social perception predicts callback disparities for studies varying race and gender, which are indirectly signaled by names on these resumes. Yet, for studies adjusting other categories like sexuality and disability, the influence of social perception on callbacks is inconsistent. For instance, a more favorable perception of signals like parenthood does not consistently lead to increased callbacks, underscoring the necessity for further research. Our research offers pivotal strategies to address labor market discrimination in practice. Leveraging the warmth and competence framework allows for the predictive identification of bias against specific groups without extensive correspondence studies. By distilling hiring discrimination into these two dimensions, we not only facilitate the development of decision support systems for hiring managers but also equip computer scientists with a foundational framework for debiasing Large Language Models and other methods that are increasingly employed in hiring processes. [ABSTRACT FROM AUTHOR]

Models of statistical discrimination typically assume that employers make rational inference from (education) signals. However, there is a large amount of evidence showing that most people do not update their beliefs rationally. We use a model and two experiments to show that employers who are conservative, in the sense of signal neglect, discriminate more against disadvantaged groups than Bayesian employers. We find that such non-Bayesian statistical discrimination deters high-ability workers from disadvantaged groups from pursuing education, further exacerbating initial group inequalities. Excess discrimination caused by employer conservatism is especially important when signals are very informative. Out of the overall hiring gap in our data, around 40% can be attributed to Bayesian statistical discrimination, a further 40% is due to non-Bayesian statistical discrimination, and the remaining 20% is unexplained or potentially taste-based. This paper was accepted by Marie Claire Villeval, behavioral economics and decision analysis. Funding: F. Mengel thanks the European Research Council for financial support [Starting Grant 805017]. P. Campos-Mercade acknowledges funding from the Danish National Research Foundation [Grant DNRF134 (CEBI)]. Supplemental Material: The online appendix and data are available at https://doi.org/10.1287/mnsc.2023.4824. [ABSTRACT FROM AUTHOR]

Across Europe, countries are reducing CO2 emissions and energy demand by lowering the temperature in public office buildings. These measures affect men and women unequally because the latter prefer and, indeed, perform better under higher temperatures than the standard temperature. Lowering the temperature thus further increases an already existing inequality. We show that the philosophical literature on discrimination provides an interesting theoretical approach to understanding such measures. On prominent understandings of what discrimination is, the policy would be considered direct discrimination against women if it could be shown to reflect a broader inattentiveness to the needs of women in society. Alternatively, and more straightforwardly, the policies can be considered indirect discrimination because of their disparate effects on men and women. The final part of the paper shows that the policies are also wrong for the reasons it is often argued that discrimination is wrong—to wit, that it harms or disrespects those who are discriminated against. The final section suggests a range of measures to offset the discriminatory aspects of the policy. [ABSTRACT FROM AUTHOR]

The need to resolve work–family conflict has long been considered a central motive for women's pursuit of entrepreneurship. In this paper, we propose and empirically uncover a novel mechanism driving female entrepreneurship: reduced earnings opportunities in wage employment due to motherhood status. Combining insights from career mobility research and the motherhood penalty literature, we propose that women who become mothers will disproportionately launch a new business to reduce the motherhood penalty they would otherwise incur in wage work due to employer discrimination. We further predict that this tendency to launch a new venture will be more pronounced for women who occupy high-paying or managerial positions, given the higher opportunity cost of staying in wage work and the higher potential payoffs from entrepreneurship that accrue mothers occupying such positions. Using matched employer–employee data from Sweden that distinguish new-venture founding from self-employment, we find support for our arguments. Overall, this study sheds light on the two antecedents of female entrepreneurship and contributes to a more thorough understanding of what motivates women to pursue irregular and atypical careers, such as entrepreneurship. Funding: This work was supported by the Ewing Marion Kauffman Foundation (Ewing Marion Kauffman Junior Faculty Fellowship) and the Wharton Dean's Research Fund. Supplemental Material: The e-companion is available at https://doi.org/10.1287/orsc.2023.1657. [ABSTRACT FROM AUTHOR]

The article summarizes recent judicial decisions in employment and labor law cases. It highlights rulings on wage payment claims, disability discrimination lawsuits, employment discrimination challenges, retaliation claims, and other related matters. It focuses on the legal issues addressed, such as the interpretation of statutory definitions, dismissal of claims for failure to state a cause of action, and the determination of discrimination or retaliation.

Despite the increasing efficacy of modern medicine in diagnosing and treating cancer, survivors often face discrimination in employment, economics, insurance, and society. Law no. 193/2023, also known as the "Oncological Oblivion Law", aims to provide an initial legislative response to discrimination against cancer survivors in Italy. After defining oncological oblivion in Article 1, the Law provides, in Articles 2, 3, and 4, directives to prevent discrimination against cancer survivors in the area of access to banking and insurance services, adoption procedures and access to or retention in employment. The aim of this work is to illustrate the content and the critical aspects of the recent Law 193/2023 in the landscape of European directives. The legislative process at the Chamber of Deputies and the Senate of the Italian Republic has been retraced through the consultation of preparatory works and bills registered on institutional databases. Law 193/2023 represents the first initiative in Italy aimed at the recognition of the right to oncological oblivion, not only in access to banking and insurance services as in other countries, but also in adoption, employment, and re-employment. Our opinion piece highlights the need for further clarification and expansion to prevent discrimination and protect the social–work–relational rights of people who have been affected by oncological diseases. [ABSTRACT FROM AUTHOR]

Aim: This study explored the relationship between language confidence and job satisfaction, the mediating role of workplace discrimination, and the moderating role of immigration duration among foreign-born nurses in Japan. Introduction: Job satisfaction is an important factor in preventing migrant nurses' turnover intentions; however, the relationships among language confidence, immigration duration, workplace discrimination, and job satisfaction among foreign-born nurses remain unclear. Methods: A cross-sectional study was conducted. Data were collected between June and August 2022 through an online survey of nurses who were born outside of Japan but were currently working as registered nurses in Japan. PROCESS v4.0 Macro for SPSS 28.0 was applied to analyze the effect of language confidence on job satisfaction, the mediator effect of workplace discrimination (model 4), and the moderator effect of immigration duration (model 15). Results: Data from 187 participants were analyzed. The results showed that 1) foreign-born nurses' language confidence was negatively correlated with workplace discrimination and positively correlated with job satisfaction; 2) workplace discrimination played a partially mediating role between language confidence and job satisfaction; and 3) immigration duration positively moderated the relationship between language confidence and job satisfaction. Conclusion: Foreign-born nurses with stronger confidence in their proficiency in Japanese perceived less workplace discrimination and higher job satisfaction. Workplace discrimination acted as a mediator in the relationship between language confidence and job satisfaction, and this relationship was strengthened with longer migration periods. Managers and policymakers should implement policies and strategies to combat workplace discrimination and provide tailored support to improve foreign-born nurses' job satisfaction, which may contribute to their retention in Japan. [ABSTRACT FROM AUTHOR]

Sexual and gender minorities (SGMs) are individuals with sexual orientations, gender identities, or expressions (or a combination of these) that differ from cultural norms. Sexual and gender minorities often face workplace discrimination and report decreased physical and emotional well-being from discrimination. To explore the workplace climate of SGM athletic trainers (ATs). Sequential mixed-methods study. Web-based survey and interviews. Criterion sampling of SGM ATs (117 survey participants and 12 interview participants). We modified the LGBTQ Inclusion Assessment and the Organizational Self-Assessment for the survey and developed a semistructured interview script (scale-level content validity index = 0.94). We used means ± SDs, frequencies (%), and the consensual qualitative research tradition to characterize participant responses. Trustworthiness was established through reflexivity (researchers checking bias throughout the research process), member-checking, multianalyst triangulation, and internal and external auditing. Participants indicated their workplace was inclusive (24 [20.5%]), somewhat inclusive (29 [24.8%]), or not inclusive (14 [12.0%]) or did not indicate at all (50 [42.7%]). Respondents most often noted they were unsure of which stage of change their organizations and organizational units were in addressing lesbian, gay, bisexual, transgender, queer, questioning, pansexual, intersex, asexual, 2-spirit, and all within the community of queer and transspectrum identities (LGBTQPIA+) concerns in the workplace as well as specific actions taken for inclusion. Two domains emerged from the interview data: safety and inclusion. The safety domain represented aspects of the workplace climate that made participants feel safe and includes organizational initiatives (12/12), patient-centered policies (7/12), local and federal regulations (7/12), and signaling (12/12). The inclusion domain represented how participants felt a sense of belonging to the organization through their own experience (12/12), through the experiences of their patients (9/12), and through an infrastructure designed for inclusion (12/12). Participants expressed both affirmative and negative feelings of safety and inclusion throughout their responses. Organizations must take both structural and cultural actions to address the concerns of exclusion and lack of safety. [ABSTRACT FROM AUTHOR]

Introduction: A large body of research has established a consensus that racial discrimination in CV screening occurs and persists. Nevertheless, we still know very little about how recruiters look at the CV and how this is connected to the discriminatory patterns. This article examines the way recruiters view and select CVs and how they reason about their CV selection choices, as a first step in unpacking the patterns of hiring discrimination. Specifically, we explore how race and ethnicity signaled through the CV matter, and how recruiters reason about the choices they make. Methods: We recorded data from 40 respondents (20 pairs) who are real-life recruiters with experiences in recruitment of diverse employees in three large Swedish-based firms in the finance and retail sector in two large cities. The participating firms all value diversity, equity and inclusion in their recruitment. Their task was to individually rate 10 fictious CVs where race (signaled by face image) and ethnicity (signaled by name) were systematically manipulated, select the top three candidates, and then discuss their choices in pairs to decide on a single top candidate. We examined whether respondents' choices were associated with the parts of the CV they looked at, and how they reasoned and justified their choices through dialog. Results: Our results show that non-White CVs were rated higher than White CVs. While we do not observe any statistically significant differences in the ratings between different racial groups, we see a statistically significant preference for Chinese over Iraqi names. There were no significant differences in time spent looking at the CV across different racial groups, but respondents looked longer at Polish names compared to Swedish names when presented next to a White face. The dialog data reveal how respondents assess different CVs by making assumptions about the candidates' job and organizational fit through limited information on the CVs, especially when the qualifications of the candidates are evaluated to be equal. [ABSTRACT FROM AUTHOR]

This research endeavors to bridge a vital gap in the study of transgender individuals' participation in the labor market within the Gulf Cooperation Council (GCC) region. It is driven by the question: "What are the underlying factors contributing to the reluctance of GCC employers to hire transgender individuals, and how does this impact the labor market participation of this group?" In pursuit of comprehensive insights, the study aligns with the Cochrane Handbook for systematic research design. The methodology used encompasses an extensive review of academic literature from 2012 to 2023, in-depth interviews with transgender individuals in the UAE and Saudi Arabia, and thematic analysis to identify critical factors. The findings reveal that transgender individuals face significant legal challenges and widespread cultural discrimination in the GCC. These issues lead to workplace biases, unequal pay, and hindered career progression. A key factor in the limited employment opportunities for transgender individuals in the GCC is the reluctance of employers, stemming from cultural stigma and legal shortcomings. This reluctance propagates employment discrimination and a hostile labor market environment for transgender individuals. The study found that employers' hesitancy to hire transgender individuals leads to higher unemployment rates within this group, perpetuating poverty, social exclusion, and hindering economic diversity and innovation in the GCC. The study underscores the urgent need for holistic strategies and policy reforms in the GCC to ensure workplace equality and full labor market integration for transgender individuals, addressing a crucial research gap and emphasizing the need for dedicated efforts in this field. [ABSTRACT FROM AUTHOR]

Building on research on discrimination, occupational segregation, and labor market inequalities that are rooted in sexual orientation, this study examines how previous negative experiences of discrimination and positive experiences of "safe havens"—workplaces that protect employees from discrimination—are associated with job attribute preferences of sexual minority people. Based on data from a German online convenience sample (N = 1197 sexual minority respondents), this study focuses on five job attribute preferences: high income, good promotion prospects, opportunities for further training, interesting work, and LGB-friendly work climate. The results suggest the high importance of an LGB-friendly work climate for sexual minority people. Furthermore, the results show that discriminatory experiences are positively associated with the importance of an LGB-friendly work climate for sexual minority people in an early career stage. However, safe havens are positively associated with the importance of an LGB-friendly work climate for sexual minority people. Finally, results suggest little evidence for an association between discrimination, safe havens, and general job attribute preferences. Differences between career stages highlight the importance of this variable in further research on the career trajectories of sexual minority people. [ABSTRACT FROM AUTHOR]

The study comprehensively reviews artificial intelligence (AI) techniques for addressing algorithmic bias in job hiring. More businesses are using AI in curriculum vitae (CV) screening. While the move improves efficiency in the recruitment process, it is vulnerable to biases, which have adverse effects on organizations and the broader society. This research aims to analyze case studies on AI hiring to demonstrate both successful implementations and instances of bias. It also seeks to evaluate the impact of algorithmic bias and the strategies to mitigate it. The basic design of the study entails undertaking a systematic review of existing literature and research studies that focus on artificial intelligence techniques employed to mitigate bias in hiring. The results demonstrate that the correction of the vector space and data augmentation are effective natural language processing (NLP) and deep learning techniques for mitigating algorithmic bias in hiring. The findings underscore the potential of artificial intelligence techniques in promoting fairness and diversity in the hiring process with the application of artificial intelligence techniques. The study contributes to human resource practice by enhancing hiring algorithms' fairness. It recommends the need for collaboration between machines and humans to enhance the fairness of the hiring process. The results can help AI developers make algorithmic changes needed to enhance fairness in AI-driven tools. This will enable the development of ethical hiring tools, contributing to fairness in society. [ABSTRACT FROM AUTHOR]

The article provides a comprehensive economic and legal analysis of the position of national minorities in the labour market. To do this, a comparative analysis of the socio-economic and legal status of national minorities is carried out and an analysis of the situation of national minorities in the labour market is conducted while taking into account real and declarative indicators of the level of employment, which were determined by the author's survey and field experiment. It has been proven that discrimination in the labour market is characteristic of certain, but not all, groups of national minorities, in particular, the Roma. It is believed that the efficiency of the labour market of national minorities also affects tax revenues and the distribution of social costs. Ensuring equal opportunities for these groups contributes to the creation of stable social conditions, reducing the costs of social assistance and increasing the efficiency of social capital. The study of the labour market of national minorities also takes into account the importance of socio-economic stability. The main causes of discrimination of representatives of ethno-national groups in the labour market are singled out, and economic and legal measures to stimulate inclusion in the labour market are defined. Through the author's survey and the field method of fictitious questionnaires, the discrimination of certain groups of national minorities in Ukraine, among them Moldovans and especially the Roma, was proven, and it was proved that the unemployment rate in the region provokes an almost proportional decrease in the number of responses from employers from representatives of national minorities. The field of employment was not a significant factor in indicating certain features of discrimination based on the field of the labour market. [ABSTRACT FROM AUTHOR]

The McDonnell Douglas framework is the most important analytical structure in employment discrimination law. Scholars and judges have regularly criticized the three-part burden-shifting test. Despite decades of criticism, a central feature of the framework remains unexamined—its second step is incompatible with the summary judgment standard. In employment discrimination cases courts often grant summary judgment in the employer’s favor. Scholars have offered various accounts of why this happens, including docket pressures and published case law that focuses on grants of summary judgment. The second step of the inquiry has largely escaped scrutiny because it appears to be a quirky, but somewhat harmless, part of the McDonnell Douglas framework. This Article demonstrates that the conventional view of the second step is wrong. When a defendant files a motion for summary judgment, a court must draw all reasonable inferences in favor of the plaintiff, the non-moving party. The second step of McDonnell Douglas requires courts to credit the employer’s reason for acting and give it a certain weight and legal effect in discrimination analysis. It also labels an employer’s reason for acting as legitimate and non-discriminatory even though the defendant is not required to establish either proposition. Even when a defendant’s reason does not respond to the plaintiff’s theory of the case, courts still credit the employer’s reason. The year 2023 marks the fiftieth anniversary of McDonnell Douglas. Yet, no one has recognized what has been hiding in plain sight for decades: the second step cannot be reconciled with the summary judgment standard. The second step alters discrimination analysis in ways that deny plaintiffs their right to have juries decide contested cases. [ABSTRACT FROM AUTHOR]

This article highlights the disparities between socially advantaged students and those who identify as equity deserving while accessing work-integrated learning (WIL) opportunities. While governmental investments have aimed to broaden WIL access, persistent inequities have emphasized the need for a critical examination of oppressive systems within WIL. Using an anti-oppressive pedagogical lens, this article proposes actionable strategies to enrich WIL programs, with a particular emphasis on students facing systemic oppression. WIL educators, as key change agents, are uniquely positioned to engage in critical action that disrupts deep-rooted inequities. As further presented in the article, disrupting oppressive WIL practices may include 1) discovering one’s positionality as a WIL educator; 2) exposing and addressing workplace discrimination; and 3) facilitating critical reflection in the classroom regarding students’ WIL experiences. Recognizing the intersection between WIL and anti-oppressive practices offers a path toward greater access for all students, thereby fostering enhanced programs within higher education institutions. [ABSTRACT FROM AUTHOR]

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BACKGROUND: Social health factors influence the well-being and continuation of jobs for workers. Factors such as familial support, their attitude, workplace cohesiveness, and social life play a major role in social health impacting all other dimensions of health also. OBJECTIVES: The aim of this study was. 1. To describe and analyze the individual viewpoints of workers or their family respondents about their social well-being. 2. To analyze the social determinants such as income, cohesiveness, discrimination, and recreation, that explain a worker's social health status even beyond work. METHODOLOGY: A cross-sectional survey of the sample size of 117 respondents, residing in the urban field practice area of the medical college. RESULTS: Discrimination at the workplace was found low. Workplace cohesiveness, recreation, and regularity of jobs affected quality of life (QoL). Job satisfaction was prevalent among 80.34% of families. DISCUSSION: Time for recreation with family and workers desiring job change was significantly affected by QoL scores also. Job satisfaction was more among skilled workers. The majority of the residents put up in the area for more than 10 years. This permanence influences the regularity of the job. Conclusion: Major social determinants of QoL among workers were cohesiveness, grounds of discrimination, regularity of job, residential permanence, family time, and desire to change the job. Job satisfaction was more among skilled workers. [ABSTRACT FROM AUTHOR]

This article summarizes three studies conducted by Speach and colleagues (2023) on the compensation of disabled employees. The first study found that initial salary rates offered to job applicants with disabilities were statistically similar to those without disabilities. However, the second study revealed that job candidates with disabilities negotiated lower final salaries than those without, and this was influenced by participants' perceptions of disability-related stereotypes. The third study showed that hiring managers were more likely to offer lower negotiated salaries to job applicants with disabilities, and this was mediated by their expectations of negotiation likelihood. The findings suggest that the salary disparity between job applicants with and without disabilities persists beyond the initial salary proposal and highlights the need for organizations to address biases and promote fair negotiations to combat salary disparities. [Extracted from the article]

Despite innumerable government policies to reduce youth unemployment in Sub-Saharan Africa, the problem persists. This study examines the extent to which the hysteresis effect exists in the youth unemployment rate in Sub-Saharan African countries during the period 1991 to 2021, disaggregated according to territorial delineation, income, and gender. First, we employ the univariate and panel unit root tests including the Augmented-Dickey-Fuller, Phillips-Perron, the Dickey-Fuller-Generalized Least Square by Elliott, Rothenberg, and Stock (1996), the ADFmax by Leybourne (1995), and the Kwiatkowski, et al. (1992) test, to enable comparison with previous studies. The Pesaran's (2007), test is then applied to account for cross-sectional dependence. Finally, the Zivot--Andrews single structural break by Zivot and Andrews (1992), Clemente--Montane--Reyes two structural breaks unit root tests by Clemente, Montanes, and Reyes (1998), as well as the Karavias-Tzavalis panel unit root test with structural breaks by Karavias and Tzavalis (2014) are employed. The univariate unit root tests generally support the hysteresis hypothesis (within a band of 60% to 97%) for almost all countries, and sub-regions in SSA. However, accounting for structural breaks, the hysteresis effect in total youth unemployment is only visible in 19 countries (40%), with evidence of gender disparities pointing to the hysteresis effect in females only in 16 countries (34%), and, in males only in 10 countries (21.3%). The lower-middle-income countries reject the natural rate hypothesis in total and both male and female youth unemployment rates. While only male youths suffer from the hysteresis in low-income countries, the total youth in upper-middle-income countries shares this effect. Accounting for cross-section dependence alters the finding of the hysteresis effect only in males in Southern Africa and upper-middle-income countries. A one-size-fits-all policy may not work. Instead, we recommend an integral approach aimed at the creation of employment opportunities for youth and females, including but not limited to diversification of economic activities in rural areas to reduce urbanization, skills training, political and economic stability, cultural transformation to remove unnecessary gender-related employment discrimination, as well as improved economic integration policies. For countries found to exhibit the natural rate hypothesis, it may not be necessary to engage in costly policies to return the youth unemployment rate to equilibrium since the shock is only temporary. JEL Classifications: E20, E24, J60, N17, R10, R23 Keywords: Structural break, Hysteresis, Unit root, Cross-section dependence, Youth unemployment rate, SSA., INTRODUCTION Persistent youth unemployment has unquestionably proved to be one of the biggest threats to many developing economies. Sub-Saharan Africa (SSA) in particular has suffered enormously from several labor market [...]