An essay in a special journal section on 'Fields of Global Governance: How Transnational Power Elites Can Make Global Governance Intelligible'. Adapted from the source document.
Professional labour markets in Ontario, Canada, are culturally regulated to the disadvantage of foreign‐born and foreign‐trained immigrant practitioners. In this paper we draw on Pierre Bourdieu's ...concepts of institutionalized cultural capital and habitus to examine processes of distinction between foreign and Canadian‐trained professionals. Based on fieldwork investigating Ontario's professional engineering regulatory system as a case study, we interpret institutionalized cultural familiarity in the licensing criteria enforced by regulatory bodies as processes of distinction that undermine immigrants' access to the engineering profession relative to Canadian‐born and Canadian‐trained applicants. In addition to assessing the value of non‐Canadian credentials, regulatory bodies attempt to reproduce the social and cultural integrity of the professional membership by requiring applicants to internalize cultural norms specific to the profession as it is practiced in Canada. Licensing procedures can thus facilitate the cultural exclusion of immigrant practitioners
Industrial relations scholarship has traditionally privileged union forms of employee participation. In more recent years there has been a shift to understand the role of participation in non-union ...firms. This article develops theory on employee participation through analysis of an Australian case study in the hotel sector. The authors find that formal participation mechanisms are useful and essential for both employees and managers, however formal participation leaves behind gaps which are partially filled with informal voice exchanges between employees and their managers.
...the first draft of this Article was accepted for publication by a law review journal in 2014;6 however, I could not publish it at that time because I was dealing with some of the unpleasant issues ...that some professional women endure at work. In her book Lean In, Sheryl Sandberg examined why more women are not breaking glass ceilings and why some women are opting out of the professional workforce and leadership positions.21 She identified some valid reasons, including the failure of workplaces to provide support as women try to achieve work-life balance.22 However, my current research points to a reason that Sandberg did not directly explore—the discrimination and hostility that professional women encounter in workplaces where women are still expected to conform to gendered views.23 Some professional women (in some professions more than in others) are leaving the workforce due to the barriers and disparate treatment they encounter simply because of their sex.24 Some professional women of color are being harassed out of their jobs.25 In an empirical study funded by the National Science Foundation (the “NSF Study”), sixty women of color in the field of science, technology, math, and engineering participated and provided insight about what happens to some women in fields dominated by men.26 I refer to this study throughout this Article. The end goal is for women (with all our complexities and intersectionalities) to achieve the same rights and results as men (with all their complexities and intersectionalities) and to be free from all forms of discrimination.29 One of my goals is to develop an academic body of work that identifies under-analyzed issues and also provides common sense solutions.30 I also seek to educate and inform through my writings, as law professors should do.31 Ultimately, we may need to test our scholarship in the courts.32 This is how the development of the legal theory of “sexual harassment” began.33 In Professional Women Silenced by Men-Made Norms, I explained why professional women like Professor Anita Hill, a lawyer, remain silent when targeted at work.34 I posited that workplace norms, including in the legal profession and the legal academy, are used to silence professional women in the same way as we are silenced in society.35 That article included a proposal in which I called on individuals to start a movement by the individual action of speaking up.36 I advocated that individual action may lead to collective action when others join and also speak up.37 My article was published two years before the #MeToo Movement began.38 The #MeToo Movement is exactly the type of action I envisioned and proposed. ...joining the legal profession may make women more open to attack.42 Anita Hill, Hillary Clinton, and Elizabeth Warren are all lawyers and former law professors.43 They all have been
The present study examines student perception of protagonist behavior in three case vignettes. One demographic group consists of professionally employed MBA students who show characteristics of ...Generation X. The second cohort consists of Generation Y business undergraduates. Differences emerge between the groups. Even when they propose similar action, their respective rationale differs. Generation Xers show themselves to be astute pragmatists whose focus is on self rather than society. Yet the younger cohort, in its quest to find fulfillment, may give short shrift to some seasoned tenets of corporate conduct, including organizational mission, organizational politics, and organizational loyalty.
We present evidence on the impact of revenue sharing and salary caps on both short-and long-run competitive balance based on a form of unique natural experiment--the abolition of Rugby Union's ban on ...professionalism and the different responses of the English (EPR) and French (T14) leagues to its removal. The EPR has operated revenue sharing and a binding salary cap for most of the professional era, but the T14 only introduced a non-binding salary cap much more recently. We use a dataset of net winning margins from 9,438 matches in both leagues over 27 seasons from 1987/88 to 2015/16 to measure short-run competitive balance. Our results indicate that short run competitive balance in both leagues declined following the move to professionalism, but subsequently improved in the EPR following the introduction of revenue-sharing and a binding salary cap. Play offs also improved short-run balance, as did reductions in the number of teams. We also find some evidence that long-run balance improved in the EPR at least initially following the move to professionalism and absent a binding salary cap professionalism reduced long-run balance in the T14.
•We draw on Current Population Survey data to analyze the spatial wage gap among women.•Metro women earn 17% more per hour than nonmetro women.•Nonmetro women earn less than women who live in both ...central cities and other metro areas.•As women’s education increases, the spatial wage gap increases.•Nonmetro women with college degrees are crowded into lower-paying occupations and industries.
Inequality between men and women has decreased over the past four decades in the US, but wage inequality among groups of women has increased. As metropolitan women’s earnings grew by 25% over the past four decades, nonmetropolitan women’s earnings only grew by 15%. In the current study we draw on data from the Current Population Survey to analyze the spatial wage gap among women. We explore differences in the spatial wage gap by education, occupation, and industry. Regression models that control for marriage, motherhood, race, education, region, age, and work hours indicate that metropolitan women earn 17% more per hour than nonmetropolitan women. Nonmetropolitan women earn less than metropolitan women who live in central cities and outside central cities. The gap in metropolitan-nonmetropolitan wages is higher for more educated women than for less educated women. The wage gap is only 5% for women without a high school degree, but it is 15% for women with a college degree and 26% for women with an advanced degree. Nonmetropolitan college graduates are overrepresented in lower-paying occupations and industries. Metropolitan college graduates, however, are overrepresented in higher-paying occupations and industries, such as professional services and finance.
