Hidden Inequalities in the Workplace : A Guide to the Current Challenges, Issues and Business Solutions.

Intro -- Preface -- References -- Acknowledgements -- Contents -- Editors and Contributors -- About the Editors -- About the Contributors -- List of Figures -- List of Tables -- 1: Introduction to 'Hidden' Inequalities in the Workplace -- 1.1 Background to the Book -- 1.2 Aims and Objectives -- 1.3 Equal or Diverse? -- 1.4 The Legal Framework and Expectations -- 1.5 Book Context -- References -- 2: The Challenges and Social Impact of Coeliac Disease in the Workplace -- 2.1 Identifying, Stating and Justifying the 'Problem' -- 2.2 The Impact of CD on Working Life -- 2.3 Socialising, Catering and Marginalisation -- 2.4 Blurring of the Boundaries Between 'Public' and 'Private' -- 2.5 The Need to Acknowledge Social Stigmas and Exclusion -- 2.6 Methodological Considerations -- 2.7 The Public Realm of Eating Versus the Private Domain of Digestion -- 2.8 Conclusion and Implications -- References -- 3: The 'A' Word in Employment: Considerations of Asperger's Syndrome for HR Specialists -- 3.1 Introduction -- 3.2 Duality -- 3.3 Academic and Methodological Considerations -- 3.4 Findings and Discussion -- 3.4.1 Disclosing -- 3.4.2 Working Hard: Better, Different or Exploitative? -- 3.4.3 'Hidden' Talents: Amazing, Gifted and Exceptional Employees -- 3.4.4 Hypersensitivities -- 3.4.5 Being 'Social': Team Working or Team Contribution? -- 3.5 Conclusions and Implications -- References -- 4: Conflicts and Challenges of Gender in the Workplace: The Police Service in England, Wales and Northern Ireland -- 4.1 Introduction -- 4.2 Methodology -- 4.3 Women in Male-Dominated Environments -- 4.4 Gender Neutral or Gender Blind? -- 4.5 Culture -- 4.6 Challenges to Progressing Careers -- 4.7 Networks and Mentors -- 4.8 Conclusion and Implications -- Notes -- References -- 5: The Quality of Work Among Older Workers -- 5.1 Introduction.

5.2 Extending Working Lives: The Policy Context -- 5.3 Employment Options Among Older Workers -- 5.4 Older Workers: Preconceptions, Skills and Knowledge Stock -- 5.5 Decisions to Leave or Remain in Paid Work: Economic Necessity, Health and the Quality of Work -- 5.6 Patterns of Employment Among Older Workers in the UK -- 5.6.1 Two-Step Cluster Analysis -- 5.7 Discussion and Summary -- Notes -- References -- 6: Flexible Working: Are We Ready for This? -- 6.1 Introduction -- 6.2 Gender Stereotypes -- 6.3 Class Status -- 6.4 Social and Economic Penalties -- 6.5 Family Status -- 6.6 Methodological Considerations -- 6.7 Findings and Discussion -- 6.8 Conclusion and Implications -- References -- 7: LGBT+ Participation in Sports: 'Invisible' Participants, 'Hidden' Spaces of Exclusion -- 7.1 Introduction -- 7.2 The Visible Organisation of Sport -- 7.3 'Hidden' Participants: The Exclusion and Invisibility of LGBT+ Athletes -- 7.4 From 'Hidden' Cultures to Spatial Gendered Performances -- 7.5 LGBT+ Sports Groups -- 7.6 Conclusion and Reflections -- Notes -- References -- 8: Gender Differences in Paid and Unpaid Work -- 8.1 Introduction -- 8.2 Work and the Life Course -- 8.3 Paid and Unpaid Work as a Site of Inequity -- 8.4 Paid and Unpaid Work in a Flexibilised Labour Market -- 8.5 Patterns of Paid and Unpaid Work Among UK Men and Women -- 8.5.1 Gendered Patterns of Paid Work -- 8.5.2 Patterns of Unpaid Work Throughout the Life Course -- 8.6 Discussion and Summary -- Note -- References -- 9: Cognitive Biases in Recruitment, Selection, and Promotion: The Risk of Subconscious Discrimination -- 9.1 Introduction -- 9.2 What Are Implicit Biases and How Might They Lead to Discrimination? -- 9.3 How Do Implicit Biases Typically Manifest in Recruitment, Selection, Promotion, and Reward Decisions? -- 9.3.1 Stereotyping.

9.3.2 Stereotype Threat -- 9.3.3 Selective Attention and Confirmation Bias -- 9.3.4 In-group Bias -- 9.3.5 Promotions and Reward Decisions -- 9.4 Recommendations for Practice -- 9.4.1 The Decision-Making Process -- 9.4.2 The Environment and Organisational Culture -- 9.5 Conclusion -- References -- 10: Men and Gay Identity in the Workplace -- 10.1 Introduction -- 10.2 First-Wave Literature -- 10.3 Academic and Methodological Considerations -- 10.4 Findings and Discussion -- 10.4.1 Normalising a Gay Identity -- 10.4.2 Confrontational Approach -- 10.4.3 Conformity -- 10.5 Discussion and Evaluation -- 10.6 Conclusion -- 10.7 Limitations and Implications -- Notes -- References -- 11: Examining the Relationship Between Discrimination and Disengagement -- 11.1 Introduction -- 11.2 Defining Employee Engagement -- 11.3 Theoretical Background to Employee Engagement -- 11.4 Employee Disengagement -- 11.5 The Role of the Line Manager in Fostering (or Impairing) Employee Engagement -- 11.6 Conclusion and Implications -- References -- 12: Hidden Inequalities of the Expatriate Workforce -- 12.1 Introduction -- 12.2 Academic Considerations -- 12.2.1 Age -- 12.2.2 Disability -- 12.2.3 Gender Reassignment -- 12.2.4 Marriage and Civil Partnership -- 12.2.5 Pregnancy and Maternity -- 12.2.6 Race -- 12.2.7 Religion or Belief -- 12.2.8 Sex -- 12.2.9 Sexual Orientation -- 12.3 Conclusion and Implications -- References -- 13: Concluding Assessment to Address 'Hidden' Inequalities in the Workplace -- 13.1 Concluding Remarks -- 13.2 Future Implications -- Index.

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Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2024. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries.