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Relevant bibliographies by topics / Part-time employment

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Academic literature on the topic 'Part-time employment'

Author: Grafiati

Published: 4 June 2021

Last updated: 30 July 2024

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Journal articles on the topic "Part-time employment"

1

Shima, Satomi. "Reconceptualizing Part-Time Employment." Work, Employment & Society 12, no. 2 (June 1, 1998): 375–78. http://dx.doi.org/10.1177/0950017098012002009.

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Shima, Satomi. "Reconceptualizing Part-Time Employment." Work, Employment and Society 12, no. 2 (June 1998): 375–78. http://dx.doi.org/10.1177/0950017098122009.

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BEERS, LEE SAVIO. "Managing Part-Time Employment." Pediatric News 40, no. 11 (November 2006): 61. http://dx.doi.org/10.1016/s0031-398x(06)71505-3.

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Barron, Paul, and Constantia Anastasiadou. "Student part‐time employment." International Journal of Contemporary Hospitality Management 21, no. 2 (March 6, 2009): 140–53. http://dx.doi.org/10.1108/09596110910935642.

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Ratti, Ronald A. "Involuntary part-time employment." Economics Letters 35, no. 4 (April 1991): 461–64. http://dx.doi.org/10.1016/0165-1765(91)90020-l.

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Baeza, Jaime Yanini, and Carmen Agut García. "Part-Time Employment in Spain." International Journal of Comparative Labour Law and Industrial Relations 18, Issue 1 (March 1, 2002): 83–100. http://dx.doi.org/10.54648/405338.

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The need to adapt the length of the working day to meet the interests of both firms and workers is a reality that has imposed itself on work relationships throughout the whole of the European social space. The maximum number of work hours per day set out in the current labour regulations of the Member States is completed with part-time work. Faced with the need to bring the national legislations on this matter into line, the European Union issued the Council's Directive 1997/81, of 15 December 1997, concerning the framework agreement on part-time work drawn up by UNICE, CEEP and ETUC. Spain has adapted its regulations to the requirements and interests of both workers and employers by introducing corrections and modifications into each and every one of the labour reforms that have been brought in since the Workers' Statute was adopted in 1980. This study deals with the regulatory process and the legal system concerning part-time work currently applicable in Spain and came into force with the enactment of the Real Decreto-Ley 5/2001, of 2 March.

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Wojtkowiak, Grzegorz. "Reasons for part-time employment." Management Forum 7, no. 1 (2019): 21–26. http://dx.doi.org/10.15611/mf.2019.1.04.

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Larson, Tom, and Paul M. Ong. "Imbalance in Part-Time Employment." Journal of Economic Issues 28, no. 1 (March 1994): 187–96. http://dx.doi.org/10.1080/00213624.1994.11505525.

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TILLY, CHRIS. "Dualism in Part-Time Employment." Industrial Relations 31, no. 2 (March 1992): 330–47. http://dx.doi.org/10.1111/j.1468-232x.1992.tb00312.x.

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Feldman, Daniel C., and Helen I. Doerpinghaus. "Patterns of part-time employment." Journal of Vocational Behavior 41, no. 3 (December 1992): 282–94. http://dx.doi.org/10.1016/0001-8791(92)90030-4.

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Dissertations / Theses on the topic "Part-time employment"

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Williams, Mark A. "Part-time employment : "Get a job" /." Title page and contents only, 1995. http://web4.library.adelaide.edu.au/theses/09AR/09arw7244.pdf.

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Dahlman, Johanna, and Anna Engberg. "Part-time employment within the Swedish retail business : – A study of part-time employment from a management perspective." Thesis, Högskolan Dalarna, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:du-18682.

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Research question: How has the presence of PT employees affected the role of managers in the Swedish food retail business? Research purpose: The purpose of this paper was to describe the change that accompanies part-time employment from a management perspective, and particularly, describe how the presence of part-time employment has influenced the role of the manager within the Swedish food retail business. Conceptual framework: The main focused in this chapter is directed towards the role of managers. The basis of the conceptual framework consist of the model developed by Mintzberg including the ten managerial roles and Quinn's eight leadership roles and how the presence of PT employments might affect these roles. Methodology: In this paper, the authors adopted a qualitative design and used narrative inquiry as a research strategy in order to gain a deep understanding of the context. Semi- structured interviews have been collected through a self-selection sampling and the total number of participants was ten. Conclusions: Based on the findings of this paper the presence of PT employees have not influenced and changed the role of managers. The changes that have influenced and caused the change of the role of the managers constitutes of the increased workload, the delegations of tasks and responsibilities, changed positions, the change of the organisational structure of the individual store, and the increased workforce.

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Tam, Yeuk-mui. "Part-time employment in the 80s in Britain." Thesis, University of Oxford, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294189.

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DeAnda, Roberto M. "Determinants of Involuntary Part-Time Work Among Chicanos." University of Arizona, Mexican American Studies and Research Center, 1987. http://hdl.handle.net/10150/218652.

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Ransome, Myrna M. "Part-time employment in high school years: educational, social, and psychological effects." Diss., Virginia Tech, 2006. http://hdl.handle.net/10919/26371.

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This study focuses on the effects of part-time employment of high school students during the school year. While there are many benefits to be derived from part-time employment, many researchers have concluded that working intensely (over 20 hours per week) during the school year has deleterious academic, social, and psychological effects on high school students' achievement (Bachman & Schulenberg, 1983; Mortimer & Finch, 1986; Steinberg & Dornbusch, 1991; Wright, Cullen, & Williams, 2002). The study made reference to the theory of social embeddedness (Granovetter, 1985) and the primary orientation model (Warren, 2002) which suggested that high intensity work reduces time to focus on and become involved in other activities. There is also application to the ecological theory of human development (Bronfenbrenner, 1986) which stated that social contexts such as school, family, and work should all have connections to provide significant influences on adolescents’ development. In this study, it was hypothesized that intense work involvement would be related to less engagement in school and school activities. It was further hypothesized that intensity of work will be negatively related to family and peer relationships. The data for the study were obtained from three school divisions in southwest Virginia. A sample of N=1,402 high school students in grades 9-12 was used. Students completed the Work, School, and Social Experiences of High School Students Survey, which was adapted for the study. The data were analyzed using SPSS 14.0. The researcher employed descriptive and regression based analysis procedures to answer the research questions, and to determine the relationships among variables of interest. The results indicated that intense part-time employment by high school students has negative effects on grades, family relationships, and peer relationship and often contributes to increased stress in the lives of these students. Part-time employment affects all aspects of students' lives and is far nuanced and needs continued attention and supervision from parents, educators, and teachers. This research was supported by a 2005 Graduate Research Development Project grant from the Graduate Student Assembly at Virginia Polytechnic Institute and State University (Virginia Tech).
Ph. D.

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Perry, S. M. "Women, part-time work and the 'Women and Employment Survey'." Thesis, Keele University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372830.

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Warren, Tracy Bernadette. "Women's part-time employment : a comparison of Britain and Denmark." Thesis, University of Liverpool, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.367006.

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Tilly, Christopher Charles. "Half a job : how U.S. firms use part-time employment." Thesis, Massachusetts Institute of Technology, 1989. http://hdl.handle.net/1721.1/14438.

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Loughlin, Catherine A. "Toward a model of healthy work for full-time, part-time and contract employment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0010/NQ31939.pdf.

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Palmer, Beverley Lynn. "Patterns of student employment (14-18) : possible relation to attainment." Thesis, University of Newcastle Upon Tyne, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391318.

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Books on the topic "Part-time employment"

1

Edgell, Stephen. Part-time. [England]: Prime, 2007.

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Andersson, Pernilla. Other forms of employment: Temporary employment agencies and self-employment. Bonn, Germany: IZA, 2004.

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Morton, Liz. Part-time predicament: The rise of part-time employment in Britain. Birmingham: West Midlands Low Pay Unit, 1987.

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Rothberg, Diane S. Part-time professional. Washington, D.C: Acropolis Books, 1985.

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Parliament, Canada Library of. Part-time work. Ottawa: Library of Parliament, 1990.

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Wadensjö, Eskil. Part-time pensions and part-time work in Sweden. Bonn, Germany: IZA, 2006.

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Victoria, Industrial Relations, ed. Quality part-time work: Working better for everyone : a report from the Quality Part-Time Work Project. Melbourne: Industrial Relations, 2005.

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Sohn, Heike. Erwerbskombinationen in Haushalten mit Landbewirtschaftung in der Bundesrepublik Deutschland. Bonn: Forschungsgesellschaft für Agrarpolitik und Agrarsoziologie, 1989.

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Lettau, Michael K. Compensation in part-time jobs versus full-time jobs: What if the job is the same? Washington, D.C.]: U.S. Dept. of Labor, Bureau of Labor Statistics, Office of Research and Evaluation, 1994.

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Schüller, Frank. Geringfügige Beschäftigungen und Lebensformen: Eine Längsschnittanalyse auf der Basis des Sozio-ökonomischen Panels. Wiesbaden: Bundesinstitut für Bevölkerungsforschung, 1999.

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Book chapters on the topic "Part-time employment"

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Berg, Anne Marie. "Part-Time Employment." In The State and the Labor Market, 221–31. Boston, MA: Springer US, 1989. http://dx.doi.org/10.1007/978-1-4613-0801-0_12.

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Whiting, Edwin. "Fostering part-time employment." In A Guide to Unemployment Reduction Measures, 147–58. London: Palgrave Macmillan UK, 1987. http://dx.doi.org/10.1007/978-1-349-08621-4_14.

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Charles, Barrow, and Lyon Ann. "Part-time and fixed-term employees." In Modern Employment Law, 108–14. Abingdon, Oxon; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315713861-6.

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Depedri, Sara. "Does Part-Time Mean Part-Satisfaction?" In Non-Standard Employment and Quality of Work, 189–203. Heidelberg: Physica-Verlag HD, 2011. http://dx.doi.org/10.1007/978-3-7908-2106-2_10.

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Gallagher, Daniel G. "4. Part-Time Employment and the Worker." In Changing Work Relationships in Industrialized Economies, 59. Amsterdam: John Benjamins Publishing Company, 1999. http://dx.doi.org/10.1075/aios.1.07gal.

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Walsh, Tim. "Part-time Employment and Labour Market Policies." In Women and Social Policy, 72–84. London: Macmillan Education UK, 1997. http://dx.doi.org/10.1007/978-1-349-25908-3_5.

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Addabbo, Tindara, and Donata Favaro. "Part-Time and Temporary Employment: A Gender Perspective." In Non-Standard Employment and Quality of Work, 53–75. Heidelberg: Physica-Verlag HD, 2011. http://dx.doi.org/10.1007/978-3-7908-2106-2_4.

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Fialová, Kamila. "Part-time employment in Central and Eastern Europe." In Labour Market Institutions and Productivity, 116–40. 1 Edition. | New York : Routledge, 2020. | Series: Routledge studies in labour economics: Routledge, 2020. http://dx.doi.org/10.4324/9781003009658-7.

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Weiermair, Klaus. "Part-Time Labor: Causes and Consequences for Managerial Discretion." In Management Under Differing Labour Market and Employment Systems, edited by Günter Dlugos, Wolfgang Dorow, Klaus Weiermair, and Frank C. Danesy, 335–50. Berlin, Boston: De Gruyter, 1988. http://dx.doi.org/10.1515/9783110859379-030.

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Ermisch, John F., and Robert E. Wright. "Differential Returns to Human Capital in Full-time and Part-time Employment." In Women’s Work in the World Economy, 195–212. London: Palgrave Macmillan UK, 1992. http://dx.doi.org/10.1007/978-1-349-13188-4_11.

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Conference papers on the topic "Part-time employment"

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Akimova, Elena Sergeevna. "FREELANCE AS A KIND OF PART-TIME EMPLOYMENT." In РОССИЙСКАЯ НАУКА: АКТУАЛЬНЫЕ ИССЛЕДОВАНИЯ И РАЗРАБОТКИ. Самара: Самарский государственный экономический университет, 2021. http://dx.doi.org/10.46554/russian.science-2021.09-1-173/175.

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Vaivade, Agnese. "PART-TIME EMPLOYMENT CONTRIBUTION TO COMPASS LABOUR MARKET FLEXICURITY." In 2nd International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM2015. Stef92 Technology, 2015. http://dx.doi.org/10.5593/sgemsocial2015/b23/s7.081.

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Faďoš, Marina, and Mária Bohdalová. "DEVELOPMENT OF THE GENDER INEQUALITY IN FULL-TIME AND PART-TIME EMPLOYMENT." In 4th International Scientific – Business Conference LIMEN 2018 – Leadership & Management: Integrated Politics of Research and Innovations. Association of Economists and Managers of the Balkans, Belgrade, Serbia et all, 2018. http://dx.doi.org/10.31410/limen.2018.374.

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Lin, Hong-Zhen, and Yu Wang. "Study On The Countermeasures of Improving Part-Time Employment In China." In 3rd Annual International Conference on Social Science and Contemporary Humanity Development (SSCHD 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/sschd-17.2017.95.

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Ngoc Ha, Che, Nguyen Trang Thao, and Tran Dinh Son. "STUDENT PART-TIME EMPLOYMENT: CASE STUDY AT TON DUC THANG UNIVERSITY IN VIETNAM." In International Technology, Education and Development Conference. IATED, 2016. http://dx.doi.org/10.21125/iceri.2016.1725.

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Šobot, Ankica. "Employment, Gender Equality and Family Policies: A Comparative Analysis of Post-Yugoslav Countries and the European Union." In Population in Post-Yugoslav Countries: (Dis)Similarities and Perspectives. Institute of Social Sciences, 2024. http://dx.doi.org/10.59954/ppycdsp2024.5.

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The gender perspective of economic activity implies the observation and explanation of differences between women and men. According to feminist literature, gender economic differences are a result of cultural norms that shape the asymmetrical division of gender roles in the private sphere. On the one hand, part-time employment is a form that has contributed to economic activity and women's employment, but on the other hand, it is more common among women and therefore contributes to the gender pay gap. Besides, the gender-specific nature of temporary contract employment shows that employment uncertainty is more prevalent among women. We explore the employment of young and middle-aged women in some post-Yugoslav countries, using LFS indicators from the Eurostat database, in a comparative perspective. Over the last ten years, Slovenia has consistently ranked among the countries with a high rate of economic activity for women aged 25-54. In 2022, the rate is the highest in Europe, reaching 90.5%. Additionally, the employment of women aged 20-49 who had children under the age of six is one of the highest in Europe. In 2021, the rate was 82.7%, which is 12 percentage points lower than men, marking one of the lowest gender gaps in the EU. In Croatia and Serbia, the rates are lower, and gender disparities are greater compared to Slovenia. However, these disadvantages are particularly pronounced in Serbia, where economic activity is over 10 pp lower and employment is almost 20 pp lower than in Slovenia. Although part-time employment is more common in Slovenia than in the other two post-Yugoslav countries, the percentages are significantly lower than the EU(27) average. In Slovenia, part-time employment was present in 11.5% of employed women aged 20-49 who had one child under the age of six, in 19.7% who had two, and in 25.7% who had three children of this age. In Croatia and Serbia, the percentages were almost 5 to 7% for women who had one or two children and between 11 to 12% for those who had three children under the age of six. Regarding temporary contracts, the percentage of employed women aged 25-54 years is lower in Slovenia (in 2021 - 9.1%) than in EU(27) (11.6%). Temporary contract employment is more prevalent in Serbia (19.0%) compared to Croatia (13.0%). This topic is important due to the issues of gender equality and family policies aimed at optimal conditions for decisions regarding parenthood and childbirth. The high employment rate of women in Slovenia and the relatively less prevalent part-time employment suggest the need for work-family reconciliation policies that support the full-time employment of both parents. In the other two post-Yugoslav countries, there is a need to boost the economic activity and employment of young and middle-aged women, as well as decrease temporary employment. Less favourable indicators are more pronounced in Serbia than in Croatia. The achievement of gender equality implies not only equality in employment but also the absence of gender-specific forms of employment that contribute to gender economic inequality.

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Demiral, Ezgi. "Comparative Analysis of Female Poverty in Turkey with OECD Countries." In International Conference on Eurasian Economies. Eurasian Economists Association, 2021. http://dx.doi.org/10.36880/c13.02558.

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The significant a reason of female poverty is that in general, women aren't considered to be in the labour market. Women that are in the labour market either in lower status from men or perform informal jobs or get paid less money even when they're employed in the same jobs. Female employment rate or women's education level are indicator of female poverty. The aim of this paper is to analyse female poverty in Turkey and selected OECD countries. This study obtained the female employment rate and women's education level data from the Economic Co-operation and Development database for the years between 2008-2019. Graphic by these data were analyzed comparative data analysis. In addition, specifically for the analysis of structure of women's employment in Turkey was to get data related to part-time employment, informal jobs and unpaid family workers from Turkish Statistical Institute. The results show that both women in labour market and women's education levels are extremely low level in Turkey compared to selected OECD countries. Part-time employment, informal jobs and unpaid family workers have place in women's employment. When women's employment increases it's expected to see that women poverty decreases. But women in Turkey mostly works in informal jobs or flexible working hours. This situation isn't enough effective enough to struggle fight female poverty and this resulted working women poverty. Firstly, policies should be developed to improve women will have increased participation in the qualified workforce and to length of stay in education by governments.

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Vaskovi, Agnes, and Anna Horvath. "Women in atypical careers - labour market analysis in the cee countries." In 38th ECMS International Conference on Modelling and Simulation. ECMS, 2024. http://dx.doi.org/10.7148/2024-0118.

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In our study, we explore atypical forms of employment as a potential incentive for women's labour market participation. The main research question is, "How can women choosing atypical forms of employment be distinguished from their inactive counterparts?" In other words, we seek to identify specific personal characteristics of women opting for atypical forms of employment over inactivity. We utilize the EUROSTAT Labour Force Survey microdata for 10 Central and Eastern European (CEE) countries, focusing on a sample of approximately 54,000 female respondents aged 18-64 from the total dataset of around 220,000 individuals. We identify atypical workers as those engaged in temporary or part-time employment. Following detailed variable transformation preparation, our multivariate logistic regression model reveals that women with higher education living in greater cities are more likely to choose atypical employment. Regarding age, those in their forties (40-49 years old) are more inclined towards atypical employment as an alternative to inactive, stay-at-home roles.

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Hartikainen, Elli, Svetlana Solovieva, Eira Viikari-Juntura, and Taina Leinonen. "O-146 Associations of employment sector and occupational exposures with full and part-time sickness absence: random and fixed effects analyses on panel data." In 28th International Symposium on Epidemiology in Occupational Health (EPICOH 2021). BMJ Publishing Group Ltd, 2021. http://dx.doi.org/10.1136/oem-2021-epi.129.

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Rogers, Hugh K. "Student Exchange Program With Siemens-Westinghouse." In ASME 2001 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2001. http://dx.doi.org/10.1115/imece2001/met-25500.

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Abstract A Student Exchange Program began with four students from Germany visiting Siemens-Westinghouse and the University of Central Florida in Summer, 1999, as an initiative from Siemens training officials in Muelheim, Germany. In Summer 2000, a program with four German apprentices coming to the U.S. and four U.S. interns working and studying in Germany was very successful. The initial UCF students continued part-time work at Siemens during their senior year and were offered full-time employment upon graduation. Not only did the German students complete their work, but some of them returned for employment in the U.S. Siemens, as a multinational enterprise, is preparing technologists and engineers to understand product design and manufacturing for integrated systems in international markets. Students will benefit from an understanding of the systems, standards, and cultures involved. The internship model being developed uses the best from the German and U.S. systems and merits further study and implementation.

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Reports on the topic "Part-time employment"

1

Glauber, Rebecca. Involuntary Part-Time Employment: A Slow and Uneven Economic Recovery. University of New Hampshire Libraries, 2017. http://dx.doi.org/10.34051/p/2020.289.

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Farber, Henry. Alternative and Part-Time Employment Arrangements as a Response to Job Loss. Cambridge, MA: National Bureau of Economic Research, March 1999. http://dx.doi.org/10.3386/w7002.

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Glauber, Rebecca. Wanting more but working less: involuntary part-time employment and economic vulnerability. University of New Hampshire Libraries, 2013. http://dx.doi.org/10.34051/p/2020.199.

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Dillender, Marcus, Carolyn Heinrich, and Susan Houseman. Effects of the Affordable Care Act on Part-Time Employment: Early Evidence. W.E. Upjohn Institute, June 2016. http://dx.doi.org/10.17848/wp16-258.

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Arrington, Zoe. The effect of costs and constraints on the optimum employment combination of full-time and part-time faculty at urban community colleges. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.569.

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Schmitz, Wiebke. Gender still determines how, and how long, we work. Linköping University Electronic Press, December 2023. http://dx.doi.org/10.3384/asc.011.

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Female-coded family work keeps women away from late working life – but it makes a difference where in Europe they live because Nordic countries do not recognize this divide. Key Findings Childcare impacts upon late working life – women tend to be employed part time or outside paid labor if they engaged in childcare during earlier life stages; men with children are more likely to be in full-time employment. Women are more affected by early working life decisions – previous labor-market participation or a reduction in working hours due to childcare obligations have a greater impact on late working life. A North–South divide in Europe – it is mostly in southern and western Europe that women’s domestic work or part-time employment prevents full-time employment in late working life, but in northern Europe, female employment in late working life is barely affected by previous family obligations. This research on gendered late-working-life trajectories is part of the research programme EIWO. Schmitz, W., Naegele, L., Frerichs, F., & Ellwardt, L. (2023): Gendered late working life trajectories, family history and welfare regimes: Evidence from SHARELIFE. European Journal of Ageing, 20, 5. https://doi.org/10.1007/s10433-023-00752-3 (open access). The paper received the "Best Paper Award 2023 for Early Career Researchers" from the German Gerontological Association (see https://www.dggg-online.de/best-paper-award.html).

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Hinrichs, Peter L. State Appropriations and Employment at Higher Education Institutions. Federal Reserve Bank of Cleveland, November 2022. http://dx.doi.org/10.26509/frbc-wp-202232.

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This paper studies the impacts of state appropriations on staffing and salaries at public higher education institutions in the United States using employment and revenue data from the Integrated Postsecondary Education Data System, along with an instrumental variables strategy borrowed from Deming and Walters (2018) and Chakrabarti, Gorton, and Lovenheim (2020). The instrument sidesteps the potential endogeneity of state appropriations for a given institution in a given year by interacting an institution’s historical reliance on state appropriations with total state appropriations for all higher education institutions in a given year. The results suggest that higher state appropriations are associated with an increase in tenure-track assistant professors at four-year institutions. They are also associated with an increase in part-time instructional staff at both four-year and two-year institutions. However, they are not associated with a change in the number of tenured faculty. Appropriations are also positively related to salaries for a variety of employee groups, although notably not for instructional staff who are instructors, lecturers, or without an academic rank. Overall, the results show that public higher education institutions use state appropriations in a variety of ways, but I do not find evidence that they replace contingent faculty with tenured or tenure-track faculty when appropriations rise.

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Johnson, Eric M., Robert Urquhart, and Maggie O'Neil. The Importance of Geospatial Data to Labor Market Information. RTI Press, June 2018. http://dx.doi.org/10.3768/rtipress.2018.pb.0017.1806.

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School-to-work transition data are an important component of labor market information systems (LMIS). Policy makers, researchers, and education providers benefit from knowing how long it takes work-seekers to find employment, how and where they search for employment, the quality of employment obtained, and how steady it is over time. In less-developed countries, these data are poorly collected, or not collected at all, a situation the International Labour Organization and other donors have attempted to change. However, LMIS reform efforts typically miss a critical part of the picture—the geospatial aspects of these transitions. Few LMIS systems fully consider or integrate geospatial school-to-work transition information, ignoring data critical to understanding and supporting successful and sustainable employment: employer locations; transportation infrastructure; commute time, distance, and cost; location of employment services; and other geographic barriers to employment. We provide recently collected geospatial school-to-work transition data from South Africa and Kenya to demonstrate the importance of these data and their implications for labor market and urban development policy.

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Hughes, Ceri, Miguel Martinez Lucio, Stephen Mustchin, and Miriam Tenquist. Understanding whether local employment charters could support fairer employment practices: Research Briefing Note. University of Manchester Work and Equalities Institute, May 2024. http://dx.doi.org/10.3927/uom.5176698.

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Employment charters are voluntary initiatives that attempt to describe ‘good’ employment practices and to engage and recognise those employers that meet or aspire to meet these practices. They can operate at different spatial scales, ranging from international and national accreditation schemes to local charters that focus on engaging employers in specific regions or cities. The latter are the focus of this briefing paper. At least six city-regions in England had local employment charters at the time of our research. These areas alone account for over a fifth (21 per cent) of the resident working-age population (based on ONS 2022 population estimates), highlighting the potential reach and significance of these voluntary initiatives in terms of setting employment standards, although the number of employers directly accredited with local schemes is still relatively small. Despite their popularity with policymakers, there is only limited research on local employment charters. A few studies have explored issues relating to the design, implementation and evaluation of charters, reflecting demand from policymakers for toolkits and support to develop local policy initiatives (e.g. Crozier, 2022). But several years into the implementation of some of these charter initiatives, and as more areas look to develop their own, we argue that it is time to revisit some more foundational questions around what local charters are for, and how far they can support ‘good work’ agendas. It remains to be seen which employers can and will engage substantively with these initiatives, how employer commitments might be validated and the good employment criteria enforced, and how local charters will be integrated with local authority commissioning and procurement practices (TUC, 2022). The local charters that have emerged so far within the UK have been conceived predominantly as employer engagement tools, adopting language and approaches designed to appeal to employer interests and priorities and emphasising the value that employers can derive from being part of the initiative. This contrasts with approaches emphasising the engagement of other constituents, like citizens and employees, as a route to influencing employer engagement (Scott, Baylor and Spaulding, 2016; Johnson, Herman and Hughes, 2022). This briefing paper shares findings from a scoping study involving key informants in the North West of England (2022-2023) which explored how local charter initiatives could influence employers to improve their employment practices. Participants in the study shared their views on: 1) How voluntary local employment charters could influence employers to change their employment practices? 2) What types of employers local charters could engage and influence? Alongside this study, we have also developed a series of case studies of the charters that have been introduced across six city regions in England. These encompass the Fair Work Standard (London); Good Employment Charter (West of England); Good Work Pledge (North of Tyne Combined Authority); Fair Employment Charter (Liverpool City Region Combined Authority); Good Employment Charter (Greater Manchester) and the Fair Work Charter (West Yorkshire Combined Authority). The case studies are published separately. Our conversations with policymakers, union representatives and campaigners indicate that while there are some potential ‘win-win’ outcomes from promoting good employment practices, there are also some key tensions that should be more clearly acknowledged. In particular, one point of divergence relates to what would be the most effective and meaningful way to engage with employers in order to secure improvements in employment practices. On the one hand, employment charter initiatives could set consistent, clear and relatively high standards of practice that employers could be required to meet from the outset, creating a clear dividing line between those employers who were engaged in some way with the initiative and those who are not. On the other, these initiatives could prioritise engaging as many employers as possible with few or no specific red lines (e.g. around paying the living wage) so that the charter provides an opportunity to work with employers to secure hopefully more substantive commitments down the road. There are challenges and trade-offs associated with both of these viewpoints. One problem with the former strategy of setting a consistent standard is that the principles of employment that the charter promotes may not be particularly stretching in some sectors, or indeed may only describe a minimum set of commitments for certain types of work; whilst in other sectors they may be viewed as being too stringent. A more incremental, flexible strategy of engaging with employers and working with them to change their employment practices, in contrast, relies on sustained commitment from both policymakers and employers. Whether charters can simultaneously offer a ‘safe space’ to employers to share information and change their practices whilst also operating in a more regulatory way appears as a fundamental tension in existing visions for these initiatives. We return to these different views on how to engage employers and secure change in the conclusion to this paper.

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Tangka, Florence K. L., Sujha Subramanian, Madeleine Jones, Patrick Edwards, Sonja Hoover, Tim Flanigan, Jenya Kaganova, et al. Young Breast Cancer Survivors: Employment Experience and Financial Well-Being. RTI Press, July 2020. http://dx.doi.org/10.3768/rtipress.2020.rr.0041.2007.

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The economic burden of breast cancer for women under 50 in the United States remains largely unexplored, in part because young women make up a small proportion of breast cancer cases overall. To address this knowledge gap, we conducted a web-based survey to compare data from breast cancer survivors 18–39 years of age at first diagnosis and 40–49 years of age at first diagnosis. We administered a survey to a national convenience sample of 416 women who were 18–49 years of age at the time of their breast cancer diagnosis. We analyzed factors associated with financial decline using multivariate regression. Survivors 18–39 years of age at first diagnosis were more likely to report Stage II–IV breast cancer (P<0.01). They also quit their jobs more often (14.6%) than older survivors (4.4%; P<0.01) and faced more job performance issues (55.7% and 42.8%, respectively; P=0.02). For respondents in both groups, financial decline was more likely if the survivor had at least one comorbid condition (odds ratios: 2.36–3.21) or was diagnosed at Stage II–IV breast cancer (odds ratios: 2.04–3.51).

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