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1
Bertone, Santina, and Gerard Griffin. "Immigrant Female Workers and Australian Trade Unions." Articles 50, no. 1 (April 12, 2005): 117–46. http://dx.doi.org/10.7202/050994ar.
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One of the main goals of employment equity programmes is to increase the occupational mobility of women so that they may enter non traditional jobs. Although on-the-job training has always been considered a major tool for increasing occupational mobility, it has received very little consideration in employment equity programmes. This article identifies the major aspects of women's participation in on-the-job training programmes and proposes ways to bridge the gap between these programmes and employment equity. The first section of the article examines the current situation of women in the labour market. According to the most recent statistics, occupational segregation as well as the wage gap between males and females are still quite significant. Studies of employment equity programmes show that progress has, in general, been slow. Among the reasons given for these results are a lack of integration of employment equity programmes and employers' human resource management strategies, particularly as regards on-the-job training. In the second section we examine data depicting different aspects of women workers' participation in on-the-job training. The data originate from a wide variety of sources and show that women are disadvantaged relative to men along several dimensions, including: participation rates; duration and intensity of training; and financing. Explanations for these discrepancies are discussed in the following two sections which deal respectively with access to and outcomes of on-the-job training for women workers. An initial factor that may explain the lower participation rate of women is the fact that employers tend to offer on-the-job training to workers in qualified jobs. In this context, women's jobs are usually considered as less qualified and studies show that there is an under-investment in human capital in jobs such as clerical work where women are concentrated. Another factor that comes into play is the relation between on-the-job training and an employee's real or anticipated stability in the enterprise. Although women's periods of absence from the labour market for family reasons are much shorter now than before, they are still perceived as less attached to their jobs. It has been shown, for instance, that women with young children are less likely to be offered training by their employers. Another characteristic of women's jobs that negatively affects their participation in training is the fact that they are over-represented in areas of marginal employment such as part-time work. Employers tend to offer less training to these employees because they are considered less motivated and less productive. Finally, the positive relation that has been shown to exist between size of firm and the incidence of training may equally have an adverse impact since women are over-represented in small and mediumsized firms. Even if employers modify their practices in order to give women access to training for non-traditional jobs, some barriers can still limit positive outcomes. These barriers may exist during or after training. For instance, for reasons arising from education or the traditional nature of their job experience, women are less familiar with basic technical skills. Studies have shown that the chances of women remaining in and successfully completing these programmes are improved if, prior to training, they receive some technical or scientific instruction in areas such as refresher mathematics or technical vocabulary. Positive attitudes and awareness on the part of trainers are also important factors in avoiding discouragement and withdrawal from the programme by women workers. Finally, once training is over, occupational mobility may not necessarily follow for various reasons such as bias of supervisors against women entrants in non traditional jobs or a lack of seniority. The analysis presented in this article proposes a comprehensive framework for studying women's participation in on-the-job training programmes. One of the main features of the analysis is to demonstrate the interactions between a large number of variables. The next step is to improve our knowledge of this situation through use of a more comprehensive statistical data base, and through case studies. Given the fact that hiring has considerably slowed down for cyclical as well as structural reasons, promotions into non-traditional jobs will probably become the main avenue for employment equity, hence the importance of on-the-job training for women workers.
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Sanders, Don, and Jim Maguire. "Promoting increased diversity in the oil and gas industry workforce." APPEA Journal 50, no. 2 (2010): 743. http://dx.doi.org/10.1071/aj09107.
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Changes in employment practices in the Australian upstream oil and gas industry are undoubtedly creating a more diverse workplace. Further anticipated skill shortages have caused a shift from dependency on traditional skilled labour supply sources to an increase in under-represented groups, including women and Indigenous Australians. This presentation is focussed on the current situation in relation to recruitment, training and employment within the industry. It outlines the imperatives that are driving the move to consider pro-actively engaging under-represented groups in the oil and gas workforce of the future. The presentation includes: a review of the regional demographics that make a compelling business case for a move towards a more diversified workforce in the industry; coverage of two recent case studies involving companies that have made the decision to move away from conventional recruiting and employment practices; the business benefits that have accrued to these companies as a result of this re-configured workforce development planning model; a focus on the specific strategies employed to engage applicants from the under-represented groups to ensure a successful orientation, induction, recruitment and retention into the industry; and, an outline of the importance of implementing a formal, highly structured and monitored mentoring arrangement to complement this innovative approach.
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Richardson, Paul G., Andrew Spencer, Paul Cannell, Simon J. Harrison, Laurence Catley, Craig Underhill, Todd M. Zimmerman, et al. "Phase 1 Clinical Evaluation of Twice-Weekly Marizomib (NPI-0052), a Novel Proteasome Inhibitor, in Patients with Relapsed/Refractory Multiple Myeloma (MM)." Blood 118, no. 21 (November 18, 2011): 302. http://dx.doi.org/10.1182/blood.v118.21.302.302.
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Abstract Abstract 302 Background: Marizomib has a novel, non-peptide based, bicyclic structure and compared to other proteasome inhibitors, unique properties of clinical relevance. Specifically, marizomib produces rapid, broad and prolonged inhibition of all 3 20S proteasome catalytic activities, and markedly different safety and efficacy profiles, including activity against MM resistant to bortezomib (BZ) both in vitro and in vivo. Materials and Methods: Marizomib was given IV over 1–120 minutes on days 1, 4, 8 and 11 of 21-day cycles in 2 separate and parallel dose escalation studies performed in Australia and the United States in patients with relapsed and refractory MM. In addition to standard safety and efficacy monitoring, pharmacokinetics (PK) and proteasome inhibition as part of pharmacodynamics (PD) were assessed. Dexamethasone (20 mg) was given the day prior to and day of treatment in one study and could be added for patients who did not achieve a minimal response (MR) or better after 2 cycles in the other study. Toxicity evaluation was performed using CTCAE v3.0 and response was assessed by modified European Group for Blood and Marrow Transplantation (EBMT) and Uniform Criteria (UC). Results: 34 patients (16 men and 18 women) have been treated at doses of 0.075 to 0.6 mg/m2/dose BIW with a median age of 62.5 years, in both studies. Patients received a median of 6 prior regimens; 30 patients (88%) had been exposed to prior BZ, including 24 (71%) who were BZ -refractory. The maximum tolerated dose of marizomib was found to be 0.4 mg/m2 over a 60 minute infusion time and 0.5 mg/m2 over a 120 minute infusion. Dose limiting toxicities included transient hallucinations, cognitive changes and loss of balance, all of which proved reversible. The most common drug-related adverse events were fatigue, nausea, vomiting, dizziness, headache, diarrhea, constipation, insomnia, anorexia, and dyspnea, which proved manageable with supportive care and/or dose reduction. Importantly, marizomib did not appear to induce myelosuppression, peripheral neuropathy (PN) or thrombocytopenia. PK analysis demonstrated a rapid elimination half-life (< 20 minutes) and large volume of distribution, with PD analyses of packed whole blood (PWB) and peripheral blood mononuclear cells (PBMC) confirming dose dependent proteasome inhibition. At interim analysis, of 22 patients with evaluable disease for best response to marizomib +/− dexamethasone, 3 had achieved partial response (PR) by EBMT/UC (14%). In the active dose range of 0.4–0.6 mg/m2, 15 pts were evaluable with PR in 3 pts (20%), all of whom were refractory to prior BZ. Median time on treatment was 1.5 months, with stable disease or better documented in 16 pts (73%). Conclusions: The safety profile of marizomib clearly differs from BZ, without significant treatment–emergent PN or myelosuppression described. Preliminary results suggest anti-myeloma activity, with responses seen in patients in whom BZ had previously failed, as well as interesting PK/PD characteristics and tissue distribution supporting a possible role in patients with different disease characteristics (such as extramedullary spread). The efficacy and safety of 0.5 mg/m2 of marizomib given twice weekly, alone or with low dose dexamethasone, warrants further study, and continues to be investigated. Future directions will include combination approaches with lenalidomide and dexamethasone. Disclosures: Richardson: Bristol Myers Squibb: Membership on an entity's Board of Directors or advisory committees; Novartis: Membership on an entity's Board of Directors or advisory committees; Johnson & Johnson: Membership on an entity's Board of Directors or advisory committees; Celgene: Membership on an entity's Board of Directors or advisory committees; Millennium: Membership on an entity's Board of Directors or advisory committees. Cannell:Nereus Pharmaceuticals: Investigator. Harrison:Nereus Pharmaceuticals: Research Funding. Jakubowiak:Ortho Biotech: Consultancy, Honoraria, Speakers Bureau; Celgene: Consultancy, Honoraria, Speakers Bureau; Millennium Pharmaceuticals: Consultancy, Honoraria, Membership on an entity's Board of Directors or advisory committees, Speakers Bureau; Onyx Pharmaceuticals: Consultancy, Membership on an entity's Board of Directors or advisory committees; Bristol-Myers Squibb: Consultancy, Honoraria, Membership on an entity's Board of Directors or advisory committees; Exelixis: Consultancy, Honoraria. Palladino:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Longenecker:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Lay:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Lloyd:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Hannah:Nereus Pharmaceuticals, Inc.: Consultancy. Reich:Nereus Pharmaceuticals: Consultancy. Spear:Nereus Pharmaceuticals, Inc: Employment, Equity Ownership. Anderson:Onyx: Consultancy; Merck: Consultancy; Bristol Myers Squibb: Consultancy; Novartis: Consultancy, Membership on an entity's Board of Directors or advisory committees; Acetylon: Founder; Nereus Pharmaceuticals, Inc: Consultancy; Millennium: Consultancy; Celgene: Consultancy.
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Redmond, Janice, Elizabeth Anne Walker, and Jacquie Hutchinson. "Self-employment: is it a long-term financial strategy for women?" Equality, Diversity and Inclusion: An International Journal 36, no. 4 (May 15, 2017): 362–75. http://dx.doi.org/10.1108/edi-10-2016-0078.
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Purpose Becoming self-employed has appeal to both genders. For many women, balancing work and family is a key motivator. However, businesses owned and operated by women are often very small, with limited turnover. This potentially can have disastrous consequences when these women come to retire, unless a solid retirement savings strategy has been considered. The purpose of this paper is to outline many of the issues and implications of a lack of research in this area. Design/methodology/approach Data were collected from 201 small business owners via a convenience sample derived from various databases. The survey was completed on-line and analysed using SPSS. Findings Many self-employed women in Australia have neither enough savings for their retirement, or an actual retirement plan. This is exacerbated by the lack of regulation requiring mandatory contributions into a superannuation (personal pension) fund by small business owners, unlike pay as you go employees, whose employers must contribute a certain about on their behalf. Social implications Middle-to-older aged women are the biggest cohort of homeless people in Australia. This is likely to grow as self-employed Baby Boomers stop working and find they do not have sufficient personal financial resources to fund their retirement. Originality/value Whereas there is much written about gender and small business ownership, as well as retirement and savings planning, these two areas have not been researched before in Australia. Yet it is an issue for the majority of small business owners, particularly women.
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Newman, Andrew. "The Legal In/Security of Temporary Migrant Agricultural Work: Case Studies from Canada and Australia." Deakin Law Review 18, no. 2 (December 1, 2013): 361. http://dx.doi.org/10.21153/dlr2013vol18no2art43.
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Despite differing labour law systems and program structures, temporary migrant agricultural workers under the Canadian Seasonal Agricultural Worker Program and Australian Seasonal Worker Program often possess minimal security of employment rights and protections, despite potentially lengthy periods of consecutive seasonal service to the same employer. Such lesser rights and protections are partly due to the central role played by continuity of service in determining the length of reasonable notice periods and the strength of unfair dismissal protections and stand-down/recall rights. Although it is often presumed that the temporary duration of the seasonal work visa necessarily severs the legal continuity of the employment relationship, such is not the case. This article argues that security of employment rights and protections can be re-conceptualised to recognise non-continuous seasonal service within the current parameters of a fixed-term work visa. In both Canada and Australia this could be accomplished through contractual or collective agreement terms or through the amendment of labour law legislation. Such reforms would recognise a form of unpaid ‘migrant worker leave’, whereby the legal continuity of employment would be preserved despite periods of mandatory repatriation, thus allowing accrual of security of employment rights and protections.
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Laß, Inga, and Mark Wooden. "Temporary employment and work‐life balance in Australia." Journal of Family Research 32, no. 2 (September 9, 2020): 214–48. http://dx.doi.org/10.20377/jfr-357.
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While it is often believed that temporary forms of employment, such as fixed-term contracts, casual work and temporary agency work, provide workers with more flexibility to balance work and private commitments, convincing empirical evidence on this issue is still scarce. This paper investigates the association between temporary employment and work-life balance in Australia, using longitudinal data from the Household, Income and Labour Dynamics in Australia Survey for the period 2001 to 2017. In contrast to previous studies, we compare results from pooled cross-sectional and fixed-effects regressions to investigate the role of time-constant unobserved worker characteristics in linking temporary employment and work-life outcomes. The results show that, after accounting for job characteristics and person-specific fixed-effects, among women only casual employment is unequivocally associated with better work-life outcomes than permanent employment. For men, we mostly find negative associations between all forms of temporary employment and work-life outcomes, but the magnitudes of these associations are much smaller and mostly insignificant in fixed-effects models. This result suggests that male temporary employees have stable unobserved traits that are connected to poorer work-life balance.
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Dantas, Jaya A. R., Penelope Strauss, Roslyn Cameron, and Claire Rogers. "Women Migrants in Western Australia: Case Studies of Resilience and Empowerment." Social Change 50, no. 1 (March 2020): 77–94. http://dx.doi.org/10.1177/0049085719901074.
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This article presents findings from an exploratory research using descriptive case studies of 12 migrant women in Western Australia. The purposive sample represents the government, academia, the private sector, community, civil society and not-for-profit organisations and is ranged in age from the late 20s to the 70s. Underpinned by theoretical frameworks of resilience and empowerment, women have shared their personal case narratives, and five case studies are presented in this paper. Our findings resonate with the vital and uncontested importance of education, the desire to be empowered, the capacity to be resilient and adaptive and the importance of giving back to the community. Key recommendations include the need for migrant women’s continued access to avenues of empowerment and furthering education. The provision of adaptive structures builds resilience and grows strong communities where women feel empowered. We propose that women migrants, through alliances and collaboration, cross borders of learning and work towards generating change and transformation.
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Darian-Smith, Kate. "The ‘girls’: women press photographers and the representation of women in Australian newspapers." Media International Australia 161, no. 1 (September 26, 2016): 48–58. http://dx.doi.org/10.1177/1329878x16665002.
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In 1975, Fairfax News commemorated International Women’s Year by appointing Lorrie Graham as its first female cadet photographer. Women only joined the photographic staff of newspapers in significant numbers from the 1980s and were more likely to be employed on regional newspapers than the metropolitan dailies. This article draws on interviews with male and female press photographers collected for the National Library of Australia’s oral history programme. It provides an overview of the history of women press photographers in Australia, situating their working lives within an overtly masculine newspaper culture where gender inequity was entrenched. It also examines the gendered and evolving photographic representations of women in the Australian press, including those of women in positions of social and political leadership. Although women press photographers have achieved greater recognition in the 2000s, the transformation of the media industry has impacted the working practices and employment of press photographers.
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Foroutan, Yaghoob. "Gender, Religion and Work." Fieldwork in Religion 3, no. 1 (July 19, 2009): 29–50. http://dx.doi.org/10.1558/firn.v3i1.29.
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This article explains the work patterns and determinants of the South Asian female Muslim migrants in the multiethnic and multicultural setting of Australia. The paper also compares the work differentials of this group of female migrants with non Muslim female migrants from the same region of birth, Muslim women from other regions of birth, other groups of female migrants, and native-born women. Accordingly, the multivariate results of this comparative analysis provide the opportunity to examine appropriately the influence of religion on the employment status of Muslim women from the South Asian region in both intra region and worldwide comparisons.
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Newton, Kathy, and Kate Huppatz. "Policewomen’s Perceptions of Gender Equity Policies and Initiatives in Australia." Feminist Criminology 15, no. 5 (June 24, 2020): 593–610. http://dx.doi.org/10.1177/1557085120937060.
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This paper explores policewomen’s perceptions of Equal Employment Opportunity (EEO) initiatives including breastfeeding rooms, part-time and flexible work arrangements, and gender quotas. Drawing on interviews with 18 Australian policewomen, our analysis reveals that while policewomen recognize that good initiatives and policies exist, when workers attempt to access them, they are often met with resistance and resentment. Policewomen express concerns about quotas, fearing that they might translate to a loss of respect and credibility for women workers. Our research aims to create a more nuanced understanding of how EEO policies are practiced within policing and considers possibilities for future policies.
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Bevelander, Pieter. "The Employment Status of Immigrant Women: The Case of Sweden." International Migration Review 39, no. 1 (March 2005): 173–202. http://dx.doi.org/10.1111/j.1747-7379.2005.tb00259.x.
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This article presents an exploration of the employment status of various groups of immigrant women in the Swedish labor market in the period 1970–1995. Since employment is one of the key components for the integration of immigrants, it is interesting to study what factors determine whether or not immigrants become employed after entering Sweden. Numerous studies have analyzed the labor market integration of immigrant men, whereas the integration of women still has received less attention (Ekberg, 1983, 1991; Hammarstedt, 2001; Scott, 1999). This study can be seen as a contribution to an increase in the knowledge of the labor market integration of female immigrants in Sweden.
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Sheen, Veronica. "The implications of Australian women’s precarious employment for the later pension age." Economic and Labour Relations Review 28, no. 1 (February 6, 2017): 3–19. http://dx.doi.org/10.1177/1035304617690095.
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The increase in pension eligibility ages in Australia, as elsewhere, throws into relief the consequences of gender inequality in employment. Because of career histories in lower paid and more insecure employment, a higher percentage of women than men are dependent on the age pension rather than on superannuation or savings and investments, and so will be disproportionately affected by deferred access. Yet, fewer women than men hold the types of ‘good jobs’ that will sustain them into an older age. Women are more likely to be sequestered in precarious employment, with reduced job quality and a greater potential for premature workforce exit. This article counterposes macro-level data drawn from national cross-sectional labour force statistics and the longitudinal Household Income and Labour Dynamics Australia survey, with case study analysis, based on interviews with 38 women in midlife insecure jobs, in order to identify the types of life course and labour market barriers that contribute to women’s reliance on the pension and the systemic disadvantage that will render them particularly vulnerable to any further erosion of this safety net. The analysis moves between this empirical evidence and a discussion, drawing on the theoretical literature, of the failure in equal opportunity endeavours over recent decades and what this means for later life workforce participation for women. JEL Codes: D91, J16, J71, J88
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Fahad, Montasir. "Is Employment Empowering Women an Analysis of Selected Case Studies of Internal Migrated Women in Dhaka City." International Journal of Trend in Scientific Research and Development Volume-2, Issue-6 (October 31, 2018): 778–82. http://dx.doi.org/10.31142/ijtsrd18685.
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Samaratunge, Ramanie, Rowena Barrett, and Tissa Rajapakse. "Sri Lankan entrepreneurs in Australia: chance or choice?" Journal of Small Business and Enterprise Development 22, no. 4 (November 16, 2015): 782–96. http://dx.doi.org/10.1108/jsbed-09-2013-0127.
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Purpose – Ethnic entrepreneurship is, and always has been, a means of survival. However, there is limited literature on ethnic entrepreneurship in Australia and therefore, an understanding of ethnic entrepreneurs’ motivations to become self-employed. The purpose of this paper is to report the influential factors in the decision to engage in self-employment through case studies of members of Melbourne’s Sri Lankan community informed by the mixed embeddedness approach. Design/methodology/approach – The mixed embeddedness approach frames the study where the authors examine the motivations for business of five Sri Lankan entrepreneurs. Narratives are used to construct individual case studies, which are then analyzed in terms of the motivations for, resources used and challenges faced on the entrepreneurial journey. Findings – For these ethnic entrepreneurs, their entrepreneurial activity results from a dynamic match between local market opportunities and the specific ethnic resources available to them at the time of founding. The self-employment decision was not prompted by a lack of human capital but an inability to use that human capital in alternative means of employment at specific points in time. Moreover the authors highlight the importance of social and cultural capital as resources used to overcome challenges on the entrepreneurial journey. Originality/value – In this community, entrepreneurship was not a result of a lack of human capital but how it was utilized in combination with social and cultural capitals in the given opportunity structure. The mixed embeddedness approach enables the uncovering of how ethnic network ties were used in light of the opportunities available to build entrepreneurial activity.
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Lindstrom, Lauren E., and Michael R. Benz. "Phases of Career Development: Case Studies of Young Women with Learning Disabilities." Exceptional Children 69, no. 1 (October 2002): 67–83. http://dx.doi.org/10.1177/001440290206900105.
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This study investigates the career development process for young women with learning disabilities. Case study methodology was utilized to understand the key elements influencing career choices for young women with learning disabilities who had graduated from high school and entered the workforce. Case study findings revealed three distinct phases of career development that were labeled (a) unsettled, (b) exploratory, and (c) focused. Phases of career development varied along two dimensions—stability of employment and clarity of career goals. Key elements that seemed to influence the phases of career development included individual motivation and personal determination, family support and advocacy, opportunities for career exploration, on-the-job or postsecondary vocational training, and supportive work environments.
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Lambert, Rob, and Edward Webster. "Searching for Security: Case Studies of the Impact of Work Restructuring on Households in South Korea, South Africa and Australia." Journal of Industrial Relations 52, no. 5 (November 2010): 595–611. http://dx.doi.org/10.1177/0022185610381672.
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The reconfiguration of the employment relationship — through the growing intensification, informalization and casualization of work, downsizing and retrenchments — impacts directly on workers’ households and the communities within which they are embedded. To understand these responses, we need to rethink the way we study the changing employment relationship. Employment relations should not only analyse the workplace: we need to research workers in the totality of their lives. To comprehend these processes we surveyed and interviewed workers in the workplace and in their households and communities. Through following workers into their homes and communities in South Africa, Australia and South Korea, the differential impact of the global restructuring of one industry, the white goods industry, on the non-working life of working people emerged. Two types of responses were identified: on the one hand, a retreat from, or an adaptation to, rapid market liberalization; on the other, mobilization to challenge the market. All three research sites evidenced innovative attempts at the local level to search for security. However, these responses lacked an overall vision of alternative possibilities to the realities of the free market paradigm of globalization.
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Strüder, Inge. "Self-Employed Turkish-Speaking Women in London." International Journal of Entrepreneurship and Innovation 4, no. 3 (August 2003): 185–95. http://dx.doi.org/10.5367/000000003101299555.
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Women from minorities are self-employed in many countries. Yet policies as well as research on ethnic businesses have paid little attention to them. This article discusses self-employment among Turkish-speaking women in London and evaluates the significance of their contribution within and beyond the ethnic economy. It argues that there is a need to reflect upon the construct of the ethnic economy in order to integrate women's entrepreneurial activities. Three business types categorize women's business activities, differentiated by the customers the women intend to serve. Finally, this paper questions whether self-employment always increases women's bargaining position. The empirical basis is an ongoing ethnographic study of self-employment in the Turkish-speaking communities in London, including 11 case studies of self-employed women.
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Ward, Aiyana, and Tim Prenzler. "Good practice case studies in the advancement of women in policing." International Journal of Police Science & Management 18, no. 4 (September 21, 2016): 242–50. http://dx.doi.org/10.1177/1461355716666847.
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Research shows that increasing the number of female officers is beneficial to policing. However, women remain a minority in police departments throughout the world, and the better performing departments have, on the whole, achieved female representation at only 25%, with senior women at 10%. There is also very little research on effective strategies for making large improvements. Consequently, this study aimed to identify and explain above average achievements in the status of women in policing. Following a worldwide search, five cases were identified: one involved female recruits (North Wales), two involved officer numbers (Cumbria and Surrey), and two involved women in senior ranks (Hertfordshire and South Africa). Efforts to identify possible influences were limited by a lack of information about strategies, including in response to requests for information. However, there were indicators that outcomes were related to senior management commitment, explicit targets, monitoring, flexible employment and a range of support mechanisms such as mentoring and leadership programmes. The findings emphasize the need for more research on what works in optimizing women’s participation in police work.
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Burgess, John, Lindy Henderson, and Glenda Strachan. "Women Workers in Male Dominated Industrial Manufacturing Organisations: Contrasting Workplace Case Studies from Australia." management revu 16, no. 4 (2005): 458–74. http://dx.doi.org/10.5771/0935-9915-2005-4-458.
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Orido, Charles. "Attracting and retaining female chefs." Hospitality Insights 1, no. 1 (October 20, 2017): 9–10. http://dx.doi.org/10.24135/hi.v1i1.8.
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The chef profession is considered a challenging career, with female chefs seeming to be most affected. As such, it is rare to find female chefs occupying the coveted executive chef positions. The aim of this research was to establish if female chefs in Kenya encounter similar challenges to those experienced by female chefs elsewhere.
Previous research shows that female chefs encounter career challenges in hospitality organisations and hence they struggle to make it as chefs; for example, studies by Druckman [1] and Harris and Giuffre [2,3] in the United States, Murray-Gibbons and Gibbons [4] in the United Kingdom, as well as Zengeni et al. [5] in Zimbabwe. This article poses the important question: how can these challenges be overcome?
The study sought to make sense of the lived work experiences of Kenyan female chefs. Baum [6] recommends contextualised research methodologies to explore hospitality issues in non-Western countries. Moreover, Adelowo [7] asserts that lived experiences are better expressed through stories. Therefore, a qualitative approach was employed in this study where 15 chefs working in the Kenyan hospitality industry were interviewed [8]. Ten female chefs told stories of their workplace experiences while five male executive chefs recounted their experiences of working with female chefs.
Despite the different geographical, socio-cultural and economic factors between Kenya and other countries previously studied, female chefs expressed common challenges such as sexual harassment, gender discrimination, unsupportive attitudes towards pregnancy and an unhealthy work environment, as well as hierarchical kitchen structures that they believed discriminated against them. There was an indication of engrained patriarchal attitudes that limit the professional success of potential female chefs. Unfortunately, hospitality employers appeared to support the status quo; that is, a gendering of the chef’s profession that privileges men and penalises women.
These findings suggest a trend that must worry hospitality employers. The highly competitive career structures and the male domination that discourages women from making a long-term career in the kitchen [2], coupled with stiff competition for scarce hospitality human resources, support the need to retain female chefs. Christensen and Rog [9] stress that employee retention strategies will only work if human resource managers are fully committed to creating a positive workplace culture that treats all employees equally, regardless of their gender or any other dimension of diversity.
In his study, Orido [8] suggests that the following measures may help to attract and retain female chefs. Firstly, employers should introduce personalised career development plans. For instance, a female chef who has attained postgraduate qualifications ought to be promoted and remunerated accordingly. This will not only retain female chefs but also enable them to further their career aspirations within the hospitality industry. Secondly, female chefs should be given the opportunity to fully participate at all levels of the kitchen hierarchy, thereby acquiring the necessary skills for promotion in the future to executive chef’s positions. Additionally, it will encourage a clear career progression path within the kitchen hierarchy.
Hospitality employers must ensure that employment opportunities as well as employment terms and career progression are not dependant on a chef’s gender, but on their qualifications and competencies. By investing in female chefs and, most importantly, keeping them safe from bullying at work, the hospitality industry will not only attract, but retain, these talented professionals in satisfying culinary careers.
If you would like to read the PhD thesis this research is based on you can access it here: http://hdl.handle.net/10292/10626
Corresponding author
Charles is a chef and lecturer at Kenya Utalii College, Nairobi, Kenya. His research interests include inhospitable hospitality, culinary arts, human behaviour in the hospitality industry, and indigenous research. He holds a Certificate in Food Production (currently Culinary Arts) from Kenya Utalii College, a BA degree in Hospitality Management from the University of Nairobi, Kenya, and a Master of International Hospitality Management (MIHM) from Auckland University of Technology, New Zealand.
Charles Orido can be contacted at: chaloridoh@gmail.com or corido@utalii.ac.ke
References
(1) Druckman, C. Why Are There No Great Women Chefs? Gastronomica 2010, 10, 24–31. https://doi.org/10.1525/gfc.2010.10.1.24
(2) Harris, D. A.; Giuffre, P. “The Price You Pay”: How Female Professional Chefs Negotiate Work and Family. Gender Issues 2010, 27, 27–52.
(3) Harris, D. A.; Giuffre, P. Taking the Heat: Women Chefs and Gender Inequality in the Professional Kitchen; Rutgers University Press: New Brunswick, NJ, 2015. https://books.google.co.nz/books?id=qTaACgAAQBAJ
(4) Murray-Gibbons, R.; Gibbons, C. Occupational Stress in the Chef Profession. International Journal of Contemporary Hospitality Management 2007, 19, 32–42. https://doi.org/10.1108/09596110710724143
(5) Zengeni, D. M. F.; Tendani, E.; Zengeni, N. The Absence of Females in Executive Chef Position in Zimbabwean Hotels: Case of Rainbow Tourism Group (RTG). Australian Journal of Business and Management Research 2013, 3, 1–18.
(6) Baum, T. Human Resources in Tourism: Still Waiting for Change? – A 2015 Reprise. Tourism Management 2015, 50, 204–212.
(7) Adelowo, A. The Adjustment of African Women Living in New Zealand: A Narrative Study; Ph.D. Thesis, Auckland University of Technology, 2012. http://aut.researchgateway.ac.nz/handle/10292/4601
(8) Orido, C. O. Challenges Faced by Female Chefs in the Kenyan Hospitality Industry: A Study through an African Oral Tradition of Storytelling; Ph.D. Thesis, Auckland University of Technology, 2017. http://hdl.handle.net/10292/10626
(9) Christensen, J.; Rog, E. Talent Management: A Strategy for Improving Employee Recruitment, Retention and Engagement within Hospitality Organizations. International Journal of Contemporary Hospitality Management 2008, 20, 743–757.
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Xheka, Anna. "Women and Entrepreneurship – Albanian Case." European Journal of Multidisciplinary Studies 1, no. 1 (April 30, 2016): 249. http://dx.doi.org/10.26417/ejms.v1i1.p249-253.
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Women’s entrepreneurship is a powerful source, regarding to the women’s economic independence and empowerment, as well as regarding employment generation, economic growth and innovation, development and the reduction of poverty as well as one of the terms of gender equality. This poster presents the situation of women's entrepreneurship in Europe in comparative terms, with special focus in Albania. The paper has a descriptive nature. Describes three different plans in comparative terms; the representation of men and women in entrepreneurship, the representation of women in entrepreneurship in different countries of Europe and of Europe as a whole, as well as compare to gender quota. Through the processing of secondary data from various reports and studies, this poster concludes that although that the gender equality goal is the equal participation of men and women in all sectors, including the entrepreneurship, in this sector, gender gap it is still deep. Another significant comparative aspect, it is the difference between full and part –time women entrepreneurship. While in full time entrepreneurship in a convince way, men are those that dominate, in part time entrepreneurship clearly it’s evident the opposite trend, women's representation is much higher. It’s very interesting the fact, that the women’s entrepreneurship in Albania, presented in a significant optimistic situation, ranking in the second place, after Greece in the European level
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Mody, Fallon. "Migrant medical women: a case study of British medical graduates in twentieth-century Australia." Women's History Review 28, no. 4 (September 2018): 645–67. http://dx.doi.org/10.1080/09612025.2018.1513828.
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Biswajit Nath, Sarat Kumar Nath,. "SOCIO-ECONOMIC STATUS OF WOMEN – A CASE STUDY." International Journal of Modern Agriculture 9, no. 3 (November 28, 2020): 337–41. http://dx.doi.org/10.17762/ijma.v9i3.153.
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Women play a key role in supporting their household and communities, in achieving food and nutrition security, generating income and improving livelihood and overall well-being of the society. If women get access to land leadership, opportunities and choices economies grow, food security is enhanced and prospects are improved for both current generation and future generations. But gender discrimination is a real phenomenon in India. Women in rural area do not having proper facilities and education for their development. Most of the rural women have less access to healthcare, education and other aspects of the society. This paper studies the status of women in the field of education, income and employment. 15 villages of Morigaon Revenue Circle (Morigaon district) are purposively selected by the author for this study.
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Scott, Gai, and Majella Franzmann. "Religious identity and ‘secular’ employment: a case study of young Muslim women graduates in the Sydney workforce." Contemporary Islam 1, no. 3 (September 21, 2007): 275–88. http://dx.doi.org/10.1007/s11562-007-0026-7.
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Francis, Ben, Tyron Venn, Tom Lewis, and Jeremy Brawner. "Case Studies of the Financial Performance of Silvopastoral Systems in Southern Queensland, Australia." Forests 13, no. 2 (January 26, 2022): 186. http://dx.doi.org/10.3390/f13020186.
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There is considerable uncertainty surrounding the future availability of hardwood timber from state-owned native forests in southern Queensland. The timber industry is becoming increasingly reliant on private native forests, where much is on properties primarily managed for beef cattle grazing. Historically, these forests have been periodically high-grade harvested without silvicultural treatment or cleared to increase pasture production where landholders have the right to do so. This study compares these traditional forest management practices at four case study properties against silvopastoral system alternatives. Merchantable timber, pasture and cattle production was estimated for each management scenario with a native forest silvicultural treatment response model. The net present value of each scenario was estimated over a 20-year management period. For all case study properties, the worst-performing forest management scenario was to clear forest for grazing. Investment in silvopastoral systems in southern Queensland was found to be financially attractive, particularly when silvicultural treatments were implemented in year zero to increase timber production. Silvicultural treatments increased the mean annual increment of merchantable timber over 20 years by an average of 1.3 m3/ha/year relative to the scenario where no management was performed in year zero. Forest management scenarios with silvicultural treatments had better financial performance than scenarios without silvicultural treatment. However, long payback periods and sovereign risk are serious impediments to silvopastoral system adoption in southern Queensland. If these concerns can be overcome, private native forests have the potential to be sustainably managed to improve the financial performance of farms, improve regional employment and income generation, supply Queensland’s future hardwood timber needs, and increase carbon sequestration and biodiversity conservation on private land.
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Haslam McKenzie, Fiona. "Case Studies of Rural Business Women in Western Australia and their Contribution to the Region." Rural Society 8, no. 3 (January 1998): 257–68. http://dx.doi.org/10.5172/rsj.8.3.257.
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Rahman, Tabassum, Parivash Eftekhari, Michelle Bovill, Amanda L. Baker, and Gillian S. Gould. "Socioecological Mapping of Barriers and Enablers to Smoking Cessation in Indigenous Australian Women During Pregnancy and Postpartum: A Systematic Review." Nicotine & Tobacco Research 23, no. 6 (January 11, 2021): 888–99. http://dx.doi.org/10.1093/ntr/ntab003.
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Abstract Background With a high prevalence of smoking during pregnancy and limited Indigenous-specific evidence for treatment, we used socioecological mapping to identify multilevel barriers and enablers to smoking cessation related to Indigenous Australian pregnant and postpartum women. Methods Nine electronic databases were searched. Original studies except interventions and trials, published in English, up to February 29, 2020 were included. Studies were appraised using the QualSyst tool. Evidence was narratively synthesized. The review protocol was registered with PROSPERO (CRD42019135543). Results A total of 15 studies (10 quantitative, 5 qualitative) were included, covering 1306 women, 3 partners/family members, 234 health professionals (HP), and 2755 patient records. Complex and overlapping barriers were identified at individual, family, community, societal, and system levels. Socioeconomic disadvantages, inequality, and pervasive racism as legacies of colonization, combined with personal, family, and community circumstances intensified individual experiences of stress, which may be heightened during pregnancy. Inadequate smoking cessation care (SCC), inconsistent antitobacco messages, and ineffectual HP interventions underscore a need for service enhancement and further evidence to develop culturally relevant messages. High motivation of pregnant women to quit, resilience, and supports available in the family and community are strengths that warrant attention in future interventions. Conclusions SCC without ameliorating the social disadvantages and the disparities in health determinants between Indigenous and non-Indigenous Australian women may limit the effectiveness of SCC. A comprehensive approach is required that includes policy changes for addressing external stressors the women experience, engagement of family and community, and better training of HP and provision of free pharmacotherapy. Implications To systematically address barriers to smoking cessation at multiple levels, initiatives to ameliorate social disadvantages and discrepancies in social determinants of health between Indigenous and non-Indigenous Australians are required to be taken in tandem with SCC. Initiatives may include making relevant policy changes and allocating more resources for education, employment, housing, and community development. Enhancement of knowledge, skills, and confidence of HP regarding the provision of high-quality SCC for Indigenous women and their families is warranted. Future interventions may build on high motivation, resilience, and strengths of individual women, and incorporate support strategies engaging family and community.
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SILVA, RICARDO, JOCILENE MOREIRA, ANA GARCEZ, FERNANDO CHARRUA, MÁRIO FRANCO, and MARGARIDA RODRIGUES. "FEMALE RURAL ENTREPRENEURSHIP: FOCUS ON THE SUCCESSFUL CASE OF “DOCES TAMBABA”." International Journal of Social Sciences and Management Review 05, no. 03 (2022): 105–22. http://dx.doi.org/10.37602/ijssmr.2022.5310.
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Women with an entrepreneurial spirit and passion are able to stimulate economic activity in rural regions, even when driven by need. In this context, Brazil is a country where being an entrepreneur through need has gained increasing relevance in the economy of rural communities, where women crucially become empowered to contribute to wealth creation by creating their own job. This study focuses on a successful business led by two black women in Brazil. Given the characteristics of the business here studied, netnography was used as the scientific methodology, something that has been used to study and observe elements of rural communities. The results obtained show that women are beginning to become empowered in their rural communities, managing attractive, successful businesses, sustaining their families and contributing to their community’s economic growth. The business studied here underlines that the contact with tourists was very motivating, and what is more, the entrepreneurial process brought a number of benefits to the rural settlement. There were gains in the fields of health, leisure, income, family life, employment, education and self-esteem, and benefits understood by the local inhabitants.
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Pitman, Julia. "Feminist Public Theology in the Uniting Church in Australia." International Journal of Public Theology 5, no. 2 (2011): 143–64. http://dx.doi.org/10.1163/156973211x562741.
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AbstractThis article considers the expression of Protestant feminist public theology by the first women to gain access to leading positions in the Uniting Church in Australia, which was inaugurated in 1977. Roman Catholic and Protestant feminist theologians have started to provide theories of feminist public theology. The case studies of Lilian Wells, first Moderator of the Synod of New South Wales, and Jill Tabart, first woman President of the Assembly of the Uniting Church, provide evidence for the revision of these theories. The article argues that both the desire for and the expression by women of feminist public theology has a history that is longer than might be assumed. It also argues that such history confirms but also challenges aspects of received theories of feminist public theology, and that the two cases outlined below provide insight into the constraints inherent in the expression of feminist public theology in Protestant denominations such as the Uniting Church in Australia.
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Hammond, M., and D. C. Sanders. "MAXIMISING INDIGENOUS EMPLOYMENT IN THE OIL AND GAS INDUSTRY IN WESTERN AUSTRALIA." APPEA Journal 46, no. 1 (2006): 595. http://dx.doi.org/10.1071/aj05040.
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The skilled labour shortage facing the upstream oil and gas industry is encouraging companies who have already begun to examine ways of increasing the number of indigenous people in their workforce.It is common practice for companies to use fly-in flyout solutions to build a stable workforce in remote areas. While this suits many workers and operations, a simpler solution arguably would be to have a skilled workforce who works in their home region. Many resource companies are now placing a renewed emphasis on training indigenous people to take on roles in the oil and gas industry. A highly skilled local workforce will have benefits for industry with a reduction in logistical costs and an increase in retention rates.This paper describes the challenges facing companies which elect to develop those skills in a largely technically unskilled indigenous community. The paper uses a range of case studies drawn from company experience. It further showcases some success stories and describes where the industry might need to focus its efforts in order to achieve a more equitable training and employment outcome for Australia’s indigenous communities.
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Greulich, Angela, and Aurélien Dasré. "The association between women’s economic participation and physical and/or sexual domestic violence against women: A case study for Turkey." PLOS ONE 17, no. 11 (November 16, 2022): e0273440. http://dx.doi.org/10.1371/journal.pone.0273440.
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We test in how far women’s economic participation can be associated with physical and/or sexual domestic violence against women in Turkey, by mobilizing the Survey “National Research on Domestic Violence against Women in Turkey” (wave 2014). Several studies found that economically active women have a similar, if not a higher risk of experiencing domestic violence than inactive women in Turkey, as well as in other emerging countries. We challenge these findings for Turkey by distinguishing between formal and informal labor market activities as well as between women who do not work because their partner does not allow them to and women who are inactive for other reasons. To increase the control for endogeneity in this cross-sectional setting, we apply an IV-approach based on cluster averages. We find that, while overall employment for women cannot be associated with a lower risk of experiencing domestic violence for women in Turkey, those women who participate in the formal labor market and those women who contribute at least the same as their partner to household income are less exposed to physical and/or sexual domestic violence than their counterparts. Distinguishing between formal and informal employment is thus important when it comes to investigate the association between women’s economic activity and domestic violence. This is especially the case in a country like Turkey, which currently undergoes important socio-economic changes and where women in formal and informal employment have therefore very different socioeconomic backgrounds.
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Dibaji, Sayyed Meysam, Sayyed Hamid Reza Oreyzi, and Mohammad Reza Abedi. "Occupation or Home: Comparison Housewives and Working Women in the Variables of Stress, Depression and Perception of Quantitative, Mental and Emotional Home Demands." Review of European Studies 9, no. 2 (May 14, 2017): 268. http://dx.doi.org/10.5539/res.v9n2p268.
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In recent years, the employment rate of women, particularly in the service sector has been increasing and at the same time, researchers interested on the psycho-social consequences of women’s employment especially on health. This study compared housewives and working women in terms of stress, depression and perception quantitative, mental and emotional home demands. For this purpose, a sample consists of 94 working women and 94 housewives among Isfahan women selected via convenience sampling and completed warttig et al. perceived stress questionnaire, Beck Depression II and peters et al. home demands questionnaire. Results revealed that working women perceived more depression and quantitative and mental home demands, but no differences between working women and housewives in terms of stress and emotional home demands. According to effort-recovery model, it seems that the pressures of work and family role, especially time pressure means that despite the positive role of work in working women, they were psychologically vulnerable because of the multiplicity of tasks. The results highlight the importance of culture in terms of the role of men in the house, especially in the case of families who identify working women.
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Feldman, Anat. "Education and Employment Among Ultra-Orthodox Women in Israel: Modernity and Conservatism—The Case of the Shas Party." Contemporary Jewry 39, no. 3-4 (November 30, 2019): 451–72. http://dx.doi.org/10.1007/s12397-019-09304-3.
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Gilbertson, Greta A. "Women's Labor and Enclave Employment: The Case of Dominican and Colombian Women in New York City." International Migration Review 29, no. 3 (September 1995): 657–70. http://dx.doi.org/10.1177/019791839502900302.
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The enclave hypothesis holds that obligations stemming from a common ethnicity not only permit utilization of past investments in human capital, but help to create opportunities for mobility. This implies that both men and women benefit from a broader reward structure involving more than just wages. Yet few studies examine whether immigrants in co-ethnic-owned firms, particularly women, benefit from these other forms of compensation, such as advancement opportunities. Using data from a survey of Colombian and Dominican immigrants in New York City, this research examines whether Dominican and Colombian women working in Hispanic-owned firms in New York City are advantaged relative to women in other labor market sectors in earnings-returns to human capital, opportunities for skill acquisition, and fringe benefits. The results indicate that enclave employment provides women with low wages, minimal benefits, and few opportunities for advancement.
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TSUJI, Yuki. "Explaining the Increase in Female Mayors: Gender-Segregated Employment and Pathways to Local Political Leadership." Social Science Japan Journal 20, no. 1 (February 1, 2017): 37–57. http://dx.doi.org/10.1093/ssjj/jyw054.
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AbstractInternationally, Japan ranks very low in the number of women in political leadership roles. Since the 1990s, the number of women serving in the national and local legislative assemblies has increased, and since 2000, the number of women serving as governors or mayors has also gradually increased. In particular, the number of female mayors has grown significantly in recent years. This article attempts to clarify the reasons for the increase in female mayors by examining the careers of women elected since the early 21st century and four case studies that illuminate various pathways to power for female mayors. We suggest that Japan’s gender-segregated employment practices have inadvertently created a new pathway to local power for women, from housewife to civil society leaders, and ultimately to local politician. We consider issues such as supply and demand, and other background environmental factors that affect women’s candidacy within mayoral elections. Furthermore, through four case studies, we show that three of four women capitalized on their ‘outsider’ profiles in their mayoral elections through critiques of the previous mayors’ management. Moreover, all of the women made campaign promises on the expansion of care services and the realization of local fiscal responsibility.
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Young, Nicole Carrie Jones, and Kemi Salawu Anazodo. "Exploring the overlooked: women, work and criminal history." Gender in Management: An International Journal 35, no. 6 (May 8, 2020): 505–28. http://dx.doi.org/10.1108/gm-05-2019-0072.
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Purpose This paper aims to explore how incarcerated women prepare to manage the stigma of a criminal history as they look to re-enter the workforce after release from incarceration. Design/methodology/approach This paper uses a qualitative, case study research design including interviews and observations to explore the experiences and self-perceptions of incarcerated women within the context of employment. Findings Five themes that emerged and influenced the perception of stigma as these incarcerated women prepared for release into the labor market were career self-efficacy, the intersection of identity (women and criminal history), self-perceptions of prison identity, stigma disclosure and social support for employment. Research limitations/implications As the management literature expands to include more diverse and marginalized populations, current understanding of theories and concepts, such as multiple identities and stigma disclosure, may operate differently as compared to traditional management samples. Practical implications Organizations can collaborate with correctional facilities to ensure that individuals with a criminal history are trained and prepared to re-enter the workplace upon release. Social implications As employment is one of the biggest determinants of recidivism (i.e. return to incarceration) for individuals with a criminal history, organizations have the unique ability to assist in substantially decreasing the incarcerated population. Originality/value This study explores criminal history and highlights some of the nuances to consider when exploring an understudied and marginalized population, such as women with a criminal history.
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Rung, Daile, and Elizabeth Adamson. "Renegotiating Roles as Fathers and Workers." International Journal of Mens Social and Community Health 5, SP2 (November 3, 2022): e1-e14. http://dx.doi.org/10.22374/ijmsch.v5isp2.77.
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Migrants represent a significant and growing proportion of Australia’s population. While there has been a surge of academic literature about the experiences of migrant women, and families more generally, less attention has been given to migrant men and their roles as fathers. As fathers have a significant impact upon their children and families’ wellbeing, it is important to understand the factors influencing their wellbeing and caregiving practices within their family units. To better understand the factors contributing to migrant men’s fathering experiences and wellbeing, the authors undertook semi-structured, in-depth interviews and one focus group discussion with 10 migrant and refugee fathers living in Darwin, Australia. We define migrant fathers as those who were born outside of Australia and had children. This exploratory study aims to explore the challenges the fathers faced securing stable employment, providing caregiving, and renegotiating their identities as fathers and workers in a new country and culture. The findings demonstrate that demographic characteristics (such as education and language), structural constraints (such as access to childcare and flexible work), and cultural expectations (such as being the breadwinner and provider) defined the way many of the fathers experienced and rationalised their role as workers and fathers. These findings confirm the importance of employment in promoting and sustaining migrant and refugee men’s wellbeing as they resettle with their families. We offer a preliminary sketch for policy makers and service providers to support migrant and refugee men’s roles and identities as fathers and workers in Australia.
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Wieczorek-Szymańska, Anna. "Gender Diversity in Academic Sector—Case Study." Administrative Sciences 10, no. 3 (July 10, 2020): 41. http://dx.doi.org/10.3390/admsci10030041.
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Diversity is one of the main characteristics of social groups, including work-teams. At the same time, gender is an important aspect of diversity in organizations, and gender diversity deals with the equal representation of men and women in the workplace. This article aims to analyze the issue of gender diversity in the academic sector and to evaluate the organizational maturity of particular universities in gender diversity management. To do so, the method of comparative case studies is used—Polish and Spanish higher education institutions are compared. First of all, the author describes the status of men and women in Poland and in Spain, in general (considering different socio-economic factors). In the next part of the article, the gender structure of employment in both the Polish and the Spanish academic sector is presented. Finally, the analysis of gender diversity in two universities is conducted. Additionally, the author introduces the model of organizational maturity in gender diversity management (OMDM), to evaluate organizational attitudes toward gender diversity and the type of gender diversity policy in universities. The findings reveal that, in both Polish and Spanish societies and economies, there still are barriers that cause inequalities between men and women in the labor market. Considering the situation in the academic sector, it can be said that the gender structure of employment is more balanced in Poland than in Spain. At the same time, the highest positions of full professors are mainly occupied by men both in Poland and in Spain. When analyzing the situation in the organizations, employment is more diverse in the Polish university, but both universities face the same problem—too little representation of women in top job positions. Consequently, both institutions are classified as those which are in the preliminary stage in the model of gender diversity management. This study contributes to a better understanding of the issue of gender diversity by comparing the status of men and women in the academic sector in two countries and in two universities. Additionally, the model of OMDM presented in this article can be a useful tool to assess the policy of gender diversity in different organizations.
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McKnight, Alanna. "Dressmakers and Seamstresses in Toronto, 1834–1861." Costume 52, no. 1 (March 2018): 48–73. http://dx.doi.org/10.3366/cost.2018.0047.
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The young colonial city of Toronto was a landing place for many newcomers to Canada, and was a city of opportunity. The steady growth in population between 1834 and 1861 afforded women employment outside of the home, notably in the needle-trades (i.e. the roles involved in the manufacture of clothing). This article argues that the needle-trades were a significant source of employment for women in pre-industrial period Toronto and explores the social and professional distinctions between ‘dressmakers’ and ‘seamstresses’, by enumerating and aggregating women from the City Directories and 1861 census. Several biographical case studies are included to demonstrate the variety of women employed in the needle-trades, based on information from the primary source data.
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Manzoor, Khaleda. "An Attempt to Measure Female Status in Pakistan and its Impact on Reproductive Behaviour." Pakistan Development Review 32, no. 4II (December 1, 1993): 917–30. http://dx.doi.org/10.30541/v32i4iipp.917-930.
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Growing concern about increase in female literacy and improvement in their socio-economic conditions is an offshoot of the growing awareness and concern about the population problem among planners and policy-makers. The explosive rate of population growth is a major obstacle to achieving a better quality of life for the majority of the populace in Pakistan. An uplift in the status of females through increased educational and employment opportunities lead to fertility decline. Several studies have been conducted in past decades to study the indicators of female status and its impact on fertility in Pakistan. Female education has been conventionally considered as an indicator of female status. There is a consensus in terms of the inverse relationship between female education and fertility that education, even upto primary level, does lead to fertility decline. Most population programmes in developing countries advocate in favour offemale literacy. The impact of female employment on fertility is however, not very clear in case of Pakistan [Sathar (1989)]. The findings of her study indicate that employment influenced fertility negatively in the case of women in higher status and positively in the case of lower status occupations. In the case of poorer women, the lack of a negative association between employment and fertility may be due to the fact that these women already had a large number of children before starting work.
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Stevens, Catriona. "Temporary work, permanent visas and circular dreams: Temporal disjunctures and precarity among Chinese migrants to Australia." Current Sociology 67, no. 2 (September 13, 2018): 294–314. http://dx.doi.org/10.1177/0011392118792926.
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This article considers the disjunctures that exist between the temporalities of legal status and those of migrants’ lived experiences, and explores the relationship between precarity and temporality. Ethnographic research conducted among recent migrants from China living in Perth, Western Australia with a focus on migrants who have been sponsored by employers to work and remain in Australia, demonstrates that while migrants may hold temporary or permanent visas, their migration objectives and settlement processes do not necessarily accord with their formal status. Many individuals who arrived in Australia with the intention of quickly attaining permanent residency find their plans are stymied by shifting circumstances and changes to migration legislation. They instead continue to experience the precarious employment, liminality and family disruption that come with a prolonged and indeterminate temporariness. Meanwhile others have become permanent residents despite arriving as self-imagined sojourners, employment in Australia very often only the next step in a series of temporary labour migrations. Even after many years of permanent status, however, these migrants commonly experience a limited sense of belonging and imagine futures that entail circular patterns of on-migration. The case studies presented disrupt the sense of permanence that is implied in secure legal statuses, and provide evidence of the lasting impact of precarious temporalities.
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Harris, Steve. "Industrial Symbiosis in the Kwinana Industrial Area (Western Australia)." Measurement and Control 40, no. 8 (October 2007): 239–44. http://dx.doi.org/10.1177/002029400704000802.
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The Kwinana Industrial Area of Western Australia has emerged as a world leading example of industrial symbiosis. This involves businesses in close proximity exchanging by-product material, water and energy. Utilisation of a previously discarded resource as an alternative input to another company can help improve both business and sustainability performance of the participating companies. For example, the exchange can reduce disposal costs and provide a cheaper input for the receiving company. The environmental benefits can include reduced collective resource consumption and waste generation, whilst the social benefits may include new employment opportunities and reduction of emission (e.g. water or traffic) to the local community. This article presents the integrated research programme undertaken at the Centre of Excellence in Cleaner Production, Curtin University of Technology which seeks to enhance the uptake of industrial symbiosis in Australian heavy industrial areas. The case of Kwinana is discussed with illustrative case studies of industrial symbiosis exchanges. International interest in the creation of industrial symbiosis continues to grow and the article concludes with a discussion on the emerging role of measurement and control technolo
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Howell, Jayne. "Women’s Cityward Migration, Domestic Service and Schooling in Southern Mexico." MIGRATION LETTERS 3, no. 2 (October 28, 2006): 125–35. http://dx.doi.org/10.33182/ml.v3i2.64.
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That 40,000 women work as household workers in Oaxaca City (population 450,000) is deemed “very high for a country as developed as Mexico” (Selby, Murphy and Lorenzon 1991:48; INEGI 2001). Ethnographic data collected among women currently and at one time working as either full-time or daily/hourly domestic workers shed light on the realities faced by unskilled women cityward migrants who find employment in the lowest paid, least prestigious jobs in the urban economy. Two case studies are presented to illustrate ways that women's paid household labor can finance their own or their children's acquisition of the schooling requisite for more gainful, higher paid forms of urban formal sector employment.
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Vázquez Vicente, Guillermo, Victor Martín Barroso, and Francisco José Blanco Jiménez. "Sustainable Tourism, Economic Growth and Employment—The Case of the Wine Routes of Spain." Sustainability 13, no. 13 (June 25, 2021): 7164. http://dx.doi.org/10.3390/su13137164.
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Tourism has become a priority in national and regional development policies and is considered a source of economic growth, particularly in rural areas. Nowadays, wine tourism is an important form of tourism and has become a local development tool for rural areas. Regional tourism development studies based on wine tourism have a long history in several countries such as the US and Australia, but are more recent in Europe. Although Spain is a leading country in the tourism industry, with an enormous wine-growing tradition, the literature examining the economic impact of wine tourism in Spanish economy is scarce. In an attempt to fill this gap, the main objective of this paper is to analyze the impact of wine tourism on economic growth and employment in Spain. More specifically, by applying panel data techniques, we study the economic impact of tourism in nine Spanish wine routes in the period from 2008 to 2018. Our results suggest that tourism in these wine routes had a positive effect on economic growth. However, we do not find clear evidence of a positive effect on employment generation.
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Socratous, Maria, Laura Galloway, and Nicolina Kamenou-Aigbekaen. "Motherhood: an impediment to workplace progression? The case of Cyprus." Equality, Diversity and Inclusion: An International Journal 35, no. 5/6 (June 20, 2016): 364–82. http://dx.doi.org/10.1108/edi-02-2016-0019.
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Purpose The purpose of this paper is to identify potential explanations on why motherhood affects the non-progression of women, in Cyprus, to the top of the organisational ladder. Design/methodology/approach For the purposes of the study a qualitative approach was taken and semi-structured interviews were used. The interviews were conducted with specific, preselected employment groups. These were chartered accountants from the Big Four (PWC, Deloitte, Ernst & Young, KPMG) companies in Cyprus and academics working at the University of Cyprus. Findings It has been identified through the interviews that women in Cyprus are faced with impediments on their way to the upper levels of the organisational ladder. The reasons for this vary and one of the most important is the motherhood effect. In particular, the research suggests that cultural norms and perceptions that women should be the primary caregiver are a barrier to advancement for women and there is a lack of family friendly policies and childcare facilities at least in the organisations included in this study. Originality/value This paper sheds light into a previously under-researched area; gender equality in Cyprus. The author also denotes the problems a mother is faced with on her way to the top of the organisational ladder and that culture is of utmost importance with regards to the role of women in the society and the workplace in Cyprus and elsewhere.
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Goebel, Allison, and Marc Epprecht. "Women and Employment in Sub-Saharan Africa: Testing the World Bank and WID Models with a Lesotho Case Study." African Studies Review 38, no. 1 (April 1995): 1. http://dx.doi.org/10.2307/525471.
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Matenda, Sophia. "Experiences of women students in Engineering studies at a TVET college in South Africa." Journal of Vocational, Adult and Continuing Education and Training 3, no. 1 (October 22, 2020): 17. http://dx.doi.org/10.14426/jovacet.v3i1.128.
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This article explores the experiences of women students in an Engineering programme at a South African technical and vocational education and training (TVET) college. Drawing on the capabilities approach as the study’s theoretical framework, the author interprets what women go through as they navigate college and transition into the labour market. While there is a growing literature on post-school education, particularly on TVET, few studies focus on the experiences of women students in traditionally male-dominated programmes such as Engineering. Furthermore, South African education and training policies since 1994 make reference to a commitment to resolving the inequalities under the previous apartheid government, specifically with regard to gender inequality. Through a case study approach, the research reported on in this article sought to understand how the democratic government’s commitment to social justice was being implemented and experienced on the ground, and, more particularly, whether it is improving the position of women students. Qualitative data obtained through in-depth interviews were collected in two phases from 14 women in their final trimester of the National Accredited Technical Education Diploma (NATED) programme and about six months after that. The findings show that the students face various challenges while they persist with their education, and also in obtaining either internships or employment. By highlighting the experiences of women in TVET, it is hoped thatthis understanding will help to persuade the government to embrace social justice in the postschool sector so as to enhance the study and employment opportunities of women who enrol in Engineering.
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NORDÅS, HILDEGUNN KYVIK. "The impact of trade liberalization on women's job opportunities and earnings in developing countries." World Trade Review 2, no. 2 (July 2003): 221–31. http://dx.doi.org/10.1017/s1474745603001381.
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This paper analyses how trade affects women's job opportunities and earnings through five case studies: Mauritius, Mexico, Peru, the Philippines and Sri Lanka. Women's share of the labour force has increased over time and the wage gap between men and women has narrowed. A positive and statistically significant correlation between exports and women's share of employment is found while there is a statistically significant and negative correlation between women's share in employment and imports. The correlations stem from variation between sectors rather than within sectors over time, indicating that export-competing industries tend to employ women while import-competing industries tend to employ men. Trade liberalization is likely to create jobs for women and over time increase their relative wages.
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Andall, Jacqueline. "Cape Verdean Women on the Move: ‘Immigration Shopping’ in Italy and Europe." Modern Italy 4, no. 2 (November 1999): 241–57. http://dx.doi.org/10.1080/13532949908454832.
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SummaryThe central theme of this article is the notion that migrants ‘shop’ for opportunities of work, income and social advantages in different countries. Taking the case of Cape Verdean women migrants, the research is based on 25 in-depth interviews carried out with domestic workers in Rome and Rotterdam. I explore ways in which these women have negotiated mobility, employment and family and household responsibilities within the context of a largely independent female migration which is well established from Cape Verde. Italy has a nodal role in channelling mobility from Cape Verde to various destinations in the global Cape Verdean diaspora. But while opportunities for stable employment as domestic workers in Italy have been a constant factor encouraging Cape Verdean women to migrate to Italy, difficulties over pay, working conditions, welfare and family reunion have led to much onward movement to the Netherlands and elsewhere.
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Cohn, Samuel. "The Determinants of the Division of Labor between Men and Women in Paid Employment in the Global North and South." Sociology of Development 3, no. 1 (2017): 1–23. http://dx.doi.org/10.1525/sod.2017.3.1.1.
Full textAbstract:
This essay attempts to contribute to the study of gender and development by developing a systematic theory of the division of work between men and women in the global North and the global South. There is an extensive literature on women's work and development; this literature consists of rich case studies that do not attempt to identify general principles that apply to women's work as a whole. In formal employment settings, women are most likely to be excluded from settings where employers are buffered from labor costs and do not have to utilize cheap labor. In the global North, this means settings that are capital-intensive, where raw material and machinery costs reduce the importance of wage costs in total budgets. In the global South, petroleum lowers the importance of wage costs, promoting male employment, while export orientation increases the importance of cheap labor, promoting female employment. Family firms and female self-employment have their own dynamics, which are discussed.