Archive

Commentary

SOURCE: Public Domain Pictures

Searching for that perfect Mother’s Day gift this year?  My suggestion is some reading material, all of which you can find here.  So go ahead and share this with loved ones this weekend.

Gift Idea #1:  Workplace Tips for Mom-to-Be

There’s the study “Professional Image Maintenance: How Women Navigate Pregnancy in the Workplace.” By Laura M. Little, Virginia Smith Major, Amanda S. Hinojosa, and Debra L. Nelson recently published in the Academy of Management Journal.

The authors were interested in understanding professional image maintenance at work. More specifically, they asked how employees sought to managing others’ perceptions of them, the better to maintain a viable professional image. In one of their three studies presented in the paper, they interviewed a sample of 35 mostly white, pregnant or recently pregnant working women employed in a range of jobs. The question they posed was this:  How does pregnancy affect working women’s professional experiences?

By and large, interviews revealed that pregnant women actively engage in “image maintenance.”  They actively attempt to manage others’ perceptions and reactions to their pregnancy in order to preserve the professional image they had before revealing their pregnancy.  Interviewees felt this image maintenance was necessary in order to avoid being stereotyped as “delicate” or “cute” or “irresponsible”—all of which have negative implications for their professional image and careers. Others cited the need to ensure that others did not see them as more likely to quit (which would have reduced their changes of winning good job assignments, promotions, etc.). How did these women do this?

Read More

stokes_image1by Allyson Stokes

Fashion design is an occupation where women far outnumber men, yet there is a widespread perception that gay men are the most successful. Scholars, journalists, and industry insiders have all commented on how gay men (e.g. Tom Ford, Marc Jacobs) are “media darlings,” win more awards, and have more prestigious jobs. Why is this the case?

On the one hand, gay men’s successes in fashion design are cause for celebration. LGBTQ people have historically faced discrimination and disadvantages in the broader labor market, but fashion is one of a few creative fields considered more or less “gay friendly,” and it employs large numbers of gay men. However, recent research finds that even “gay friendly” workplaces can reproduce old stereotypes and inequalities between gay and straight, men and women. And since fashion design is numerically dominated by women, the success of men designers is suggestive of gender inequality.

Read More

Image credit: Vitor Lima, via Flickr, CC BY 2.0

Image credit: Vitor Lima, via Flickr, CC BY 2.0

The topic of workplace surveillance made The New York Times last summer with evidence of benevolent kinds of monitoring, that is, surveillance technologies that will – by some interpretations – benefit workers and managers alike. Some of these systems monitor employees in their every movement around the firm, even on breaks. A Bank of America call center, for instance, used these monitoring techniques and found that workers who communicate more closely when off the desk, are more effective when they return. Managers implemented a 15-minute coffee break for workers to talk with each other – and voila! Call-handling productivity increased 10 percent, and employee turnover fell by 70 percent. Happy workers, happy employers, right?

I was struck that the article mentions research from my campus, Washington University, Saint Louis. Lamar Pierce, a faculty member in the Business School (along with colleagues elsewhere), analyzed data from a surveillance program adopted in casual restaurants (i.e., places like Chili’s, Applebee’s, and the Olive Garden). This program algorithmically observes the way wait staff input sales into the computer, to address potential theft (particularly, under-documenting items on the bill, so that servers can pocket more of the cash left on the table). Results of this monitoring were favorable for employers, as employee theft reduced slightly when they were monitored. In addition, and perhaps as an added bonus, sales went up (because waiters were working harder to sell more food and raise the total charges). Even more, this meant gains for workers too, as their tips increased due to the increase in sales. Another case of good times all around.

But all of this makes me wonder: might this euphoria about surveillance be missing the bigger picture of what happens with technological monitoring in the workplace?

Read More

Image: pixabay.com

Image: pixabay.com

by Michael L. Rosino, Devon R. Goss, and Matthew W. Hughey

One only need picture the typical American corporate boss (white, male, and wealthy) in order to conjure up the history of discrimination and inequality within the business realm. Over the past few decades, business leaders have attempted to address these problems through efforts oriented at increasing diversity. For instance, in 2014, major tech companies including Google, Apple, Twitter, and Facebook released their diversity statistics in reports to the media under pressure from journalists and activists. While the reports revealed the overwhelming white masculinity of the modern corporation, the companies still framed their statistics as reflecting their commitment to diversity.

The release of these reports garnered media speculation about the causes of this lack of racial and gender diversity and the implications for the future of race and gender inequalities. Alongside news publications such as the New York Times and Washington Post, articles in business media outlets such as Forbes, Businessweek, and The Wall Street Journal also weighed in on “Silicon Valley’s Diversity Problem” as these elements of the 4th estate have long discussed diversity initiatives in the business world.

Despite the active discussion on the wide spectrum of abstract issues around diversity, business media outlets generally present business diversity in highly specific terms. Activists and scholars might argue that diversity—especially along the lines of race, gender, and sexuality in the business sphere—matters due to concerns about macroeconomic stability, ethical fairness, and/or social justice. However, articles published in business media outlets often discuss the merits of business diversity efforts solely in terms of the “business case” for diversity.

Read More

Waitress_taking_an_order

Image: Wikimedia Commons.

by Patti Giuffre

The customer is always right. I found out about this idea soon after I started working as a hostess, and then moved up to be a cocktail waitress, bartender, and food server. I did this work because the managers offered me the job on the spot, and, I took home quite a bit of tip money as a teenager and during my twenties. During most of the shifts that I worked, men customers engaged in sexist or sexual comments or innuendos. Not once in over 8 years in three different restaurants and bars did I say, “You’re making me uncomfortable.” I wanted a big tip! I also didn’t know what to say, and I certainly didn’t want to tell my managers because I thought it would make them uncomfortable and make me (the employee) look bad. I once mentioned a customer who was touching me too much and my manager said, while rolling his eyes, “What do you want me to do about it?” We received the message that the customer is always right in many ways when management sided with customers, no matter how obnoxious their behaviors.

Read More

Image: Lestatdelc, via Wikipedia, Creative Commons 3.0

by Linda Grant

A recent report by a steering committee at University of California-Berkeley, praised for its methodological rigor, provides gratifying news that gender gaps in faculty salaries appear to be diminishing on that campus. At the same time, the report underscores the complexity of the issue as one looks across disciplines and highlights the difficulties in devising effective strategies to eliminate lingering inequalities.  

An article about the report appearing in Inside Higher Education suggests strong administrative commitment to gender pay equity. Vice-Provost for Faculty, Janet Broughton, commented that UCB sought to create a “richly inclusive culture” and a “ salary program that can let us progress toward our equity ideals.” I find it heartening that her comments acknowledge that salary equity and supportive institutional climates are properly the responsibility of administrators and not, as too often has been the case, problems that must be addressed by the victims of inequities.

Read More

Race_Together_2-201x300

Image via Starbucks Newsroom.

by Ellen Berrey

Corporate executives and university presidents are, yet again, calling for public discussion on race and racial inequality. Revelations about the tech industry’s diversity problem have company officials convening panels on workplace barriers, and, at the University of Oklahoma spokespeople and students are organizing town-hall sessions in response to a fraternity’s racist chant.

The most provocative of the efforts was Starbucks’ failed Race Together program. In March, the company announced that it would ask baristas to initiate dialogues with customers about America’s most vexing dilemma. Although public outcry shut down those conversations before they even got to “Hello,” Starbucks said it would nonetheless carry on Race Together with forums and special USA Today discussion guides. As someone who has done sociological research on diversity initiatives for the past 15 years, I was intrigued.

Read More

busy-600x600Before you continue reading, I want you to do an experiment.  Go to the first person you see and ask them, “How are you?”

My guess is that a lot of people you asked (especially if you are at work) said, “Busy.” (I suspect the runner-up responses are “Tired” or “Stressed” which are related to being busy.).

If you are wondering what happened to the response “I’m fine” or “I’m OK,” read on.

In her new book, Overwhelmed: Work, Love, and Play When No One Has the TimeBrigid Schulte draws on research from psychology, sociology, management, economics, medicine, and personal experience to talk about being “time poor” or simply  being busy.  The book has generated a great deal of interest, been reviewed in the NY Times, the Washington Post, and was named a top book of 2014. Read More

5058063788_3313b8a46f_z

Image: Francisco Martins CC BY-NC 2.0

The news in 2014 was regularly punctuated with stories of care home residents suffering abuse. As a result, care workers have been prosecuted and sentenced and homes have been closed, yet hidden camera exposes produced by residents’ relatives and by documentary film makers continue to highlight further incidents. The picture is grim. So it’s perhaps unsurprising that we have heard resurgent calls, from politicians, professional bodies and journalists, for a return to ‘compassionate care’. These calls usually emphasise the need for care workers to be re-trained so that they can learn (or re-learn) empathy. Sometimes this is juxtaposed to an emphasis on professional qualifications. For instance, UK Prime Minister, David Cameron suggested that ‘nurses should be hired and promoted on the basis of having compassion as a vocation not just academic qualifications’.

Yet, this widespread interpretation of recent crises in the care sector misunderstands the logic of care work. Simply put, it ignores the fact that care work is a type of what scholars have termed ‘body work‘: paid work that requires workers to touch, manipulate or otherwise work on, and in direct contact with, the bodies of others. For various reasons, summarized below, body work is extremely difficult to standardize or make profitable. Yet a privatized care regime is premised on companies’ ability to do precisely this: realize profit through standardization and capital-labor savings. In this context, one in which private care companies attempt to achieve largely unachievable goals, there is no reason to believe we have seen the last harm to residents nor a shift away from care practices that systematically undermine the dignity of those being cared for. Meanwhile, care workers employed by private companies have become residual casualties; unable to compensate for the structural problems endemic to privatized body work and demonized by the media when things go wrong. Read More

all i want is a jobJobs policy in the US has evolved over the years as its focus has changed from job creation to job training to job placement. Placement however only works if there are jobs for the unemployed to be placed in.

With few jobs available in recent years due to the economic crisis, the weakness of the current focus has been exposed. What America needs, Mary Gatta argues in her new book, is a new jobs policy. ‘All I want is a Job!‘ should be ‘required reading for anyone interested in low wage work, labor markets, social welfare policy and economic development’ says Stephanie Luce reviewing the book for Gender & Society.