In All I Want Is a Job!, Mary Gatta puts a human face on workforce development policy. An ethnographic sociologist, Gatta went undercover, posing as a client in a New Jersey One-Stop Career Center. ...One-Stop Centers, developed as part of the federal Workforce Investment Act, are supposed to be an unemployed worker's go-to resource on the way to re-employment. But, how well do these centers function? With swarms of new clients coming through their doors, are they fit for the task of pairing America's workforce with new jobs? Weaving together her own account with interviews of jobless women and caseworkers, Gatta offers a revealing glimpse of the toll that unemployment takes and the realities of social policy. Women—both educated and unskilled—are particularly vulnerable in the current economy. Since they are routinely paid less than their male counterparts, economic security is even harder for them to grasp. And, women are more easily tracked into available, low-wage work in sectors such as retail or food service. Originally designed to pair job-ready workers with available openings, the current system is ill fitted for diverse clients who are seeking gainful employment. Even if One-Stops were better suited to the needs of these workers, good jobs are scarce in the wake of the Great Recession. In spite of these pitfalls, Gatta saw hope and a sense of empowerment in clients who got intensive career counseling, new jobs, and social support. Drawing together tales from the frontlines, she highlights the promise and weaknesses of One-Stop Career Centers, recommending key shifts in workforce policy. America deserves a system that is less discriminatory, more human, and better able to assist women and their families in particular. The employed and unemployed alike would be better served by such a system—one that would meaningfully contribute to our economic recovery and future prosperity.
It is a fact that owing to the increased life expectancy and a simultaneous increase in the incidence of lifestyle diseases in developed & middle income nations, the number of females employed as a ...labor force for discharging health care is significantly increasing 1-2. In-fact, across the world, a large number of women have entered the workforce and a major proportion of them are immigrants 1. These women more often than not are working in private & informal settings without having any access to social protection or legal rights 3. This indeed is a paradoxical situation, wherein the migrant women are supporting the shortfalls in health care delivery (viz. child care, long-term care, etc.) while their own rights to health & other welfare measures are compromised 2.
The purpose of this research is to find out 1)the reasons why womenworkers work in melinjo chips, 2)the average allocation of women's work hours in melinjo chips, 3)the contribution of women workers ...to melinjo chips businesses on family income and, 4)factors that influence women's income contribution to the melinjo chips business. Respondents were taken by purposive sampling with the number of respondents as many as 45 women workers in 3 business ventures in Plumbon Village, Limpung District, Batang Regency. The results showed that the reason of women work in the business seen from dominant economic factors to help husbands find additional household income. While social factors, namely to fill spare time. The average working hours of women workers in melinjo business is 8 hours/day. The contribution of women workers in the emping melinjo business to family income was 33,68 percent. R2 value obtained using multiple linear regression models of 0.686 shows that the proportion of the influence of independent variables (women's income, husband's income and the number of family dependents) on the dependent variable in the form of women's income contribution to the melinjo chips business was 68.6% while the remaining 31.4% is influenced by other variables not found in the linear regression model in this study. The results of the F-test and t-test showed that the variance in women's income, husband's income and the number offamily dependents had a significant effect on women's income contribution.
The purpose of this paper is to analyze irregularities and responses deployed by women workers recruited at origin in Morocco and workers from other African countries during the soft fruit season. ...The growth of an intensive, globalized, and delocalized food production model is giving rise to a growing population inhabiting a fourth world. The southern border of Europe and Africa make up one of the largest soft fruit producing and exporting regions. This region is the province of Huelva, where in 2020, the soft fruit season coincided with the first wave of COVID-19. A qualitative methodology based on ethnographic interviews, observation, and specialized literature allowed us to analyze the shortcomings of those who managed to safeguard production and how their essential status, granted to them for the first time, does not guarantee them their fundamental rights.
The dramatic expansion of scholarly interest and activity in the field of women's entrepreneurship within recent years has done much to correct the historical inattention paid to female entrepreneurs ...and their initiatives. Yet, as the field continues to develop and mature, there are increasingly strong calls for scholars to take their research in new directions. Within this introduction to the special issue, we expand upon the reasons for this call, describe who responded, and summarize the new frontiers explored within the work appearing in this and another related collection. We conclude by delineating new territories for researchers to explore, arguing that such endeavors will join those in this volume in not only addressing the criticisms raised to date, but also in generating a richer and more robust understanding of women's entrepreneurship.
The Indonesian government issued Regulation in Lieu of Law (Perppu) Number 2 Year 2022 on Job Creation by amending several contents of the regulation. After the issuance of the regulation, attention ...has been focused on the regulation of the protection of women in law. Therefore, this study aimed to determine the effect of Government Regulation on Job Creation regarding the welfare of women workers in the review of contemporary Islamic law through siyāsah dusturiyāh. The analysis was conducted through library study, using data sources acquired from the literature pertaining to the Government Regulation in Lieu of Law on Job Creation. The results showed that in contemporary Islamic legal study, the concept of siyāsah dusturiyāh emphasized policy formation to achieve benefits measured through Maqasid Shari'ah. According to Perppu, every citizen was able to secure employment and receive fair as well as dignified compensation and treatment in labor relations, including the protection of women workers. However, several aspects did not work in accordance with the objectives and had a negative impact on women workers. These included the threat of low wages, the expansion of the outsourcing system, and the obligation of prolonged leave, which no longer persisted. In this context, Perpu was not consistent with the purpose of the benefit of women workers.
In 2003, a new law required that 40% of Norwegian firms' directors be women—at the time only 9% of directors were women. We use the prequota crosssectional variation in female board representation to ...instrument for exogenous changes to corporate boards following the quota. We find that the constraint imposed by the quota caused a significant drop in the stock price at the announcement of the law and a large decline in Tobin's Q over the following years, consistent with the idea that firms choose boards to maximize value. The quota led to younger and less experienced boards, increases in leverage and acquisitions, and deterioration in operating performance.
This study contributes to the literature on women and minorities in corporate leadership by developing theory that can help to explain the persistent underrepresentation of women and minorities among ...those who are seen as members of the "corporate elite" because they hold multiple corporate board seats. Our conceptual framework suggests how disadvantages in the receipt of mentoring regarding prevailing norms in the corporate elite are negatively affecting the ability of women and minorities to secure multiple board appointments. Our theory explains why women and minority first-time directors receive comparatively less mentoring regarding a core norm in the corporate elite that outside directors should avoid exercising independent control over firm strategy. Our theory also explains why lower levels of mentoring result in women and racial minority first-time directors receiving relatively fewer appointments to other boards. This study also contributes to the corporate leadership literature by explaining how fundamental intergroup biases are negatively impacting the demographic diversity of the corporate elite. This article further highlights a specific social mechanism that undermines efforts to move toward more meritocratic outcomes in corporate leadership whereby those who are relatively qualified will have greater success in rising to the highest-level positions in the corporate world.
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