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Emphasizes that sexual harassment covers a wide range of unacceptable activities, can be committed by a wide range of people, and can happen to almost anybody, irrespective of gender and age. Stresses the need to prevent sexual harassment, setting out the steps that can be taken under US law. Sees training as a key to stopping sexual harassment, briefly indicating what this training could cover. Also looks at what employers should do upon receiving a complaint of sexual harassment. Points out that prompt, appropriate and effective action by the employer provides an effective defence, if a case is brought by the US Equal Employment Opportunities Commission.

"This book offers a clear, proven framework for how anyone-from the CEO to a frontline employee-can play a role in creating a diverse and welcoming workplace. Creating a diverse workplace needs to be an ongoing effort, not just the subject of an occasional training. What can you do to help? Celeste Warren, vice president for global diversity and inclusion at Merck, says you can become a diversity and inclusion ambassador. These people are committed to helping everyone see the importance of inclusive and equitable practices. Warren offers a straightforward three-stage model: 1. Become aware of your own conscious and unconscious biases; 2. Take an inventory of your surroundings: what is getting in the way of there being an inclusive environment in your organization?; 3. Develop a personal action plan. Depending on readers' positions, the actions they take can be as simple as consistently raising DEI-related issues in staff meetings or as far-reaching as leading an employee resource group or developing a new hiring policy. In separate chapters, Warren offers specific advice for chief diversity and inclusion officers, C-suite leaders, frontline managers, human resources practitioners, and individual contributors. Featuring tools, exercises, and examples, this book offers everyone the opportunity to help make diversity a workplace reality. Reading group discussion guide available in book"--

As demographic changes impact the workplace, governments, organizations and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This paper presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits. Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The paper ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.

Advances in technology raise new privacy issues in the area of public personnel. This article examines the implications for public managers of technological surveillance and genetic testing in public organizations. The basic principles from statutory and case law are presented as a guide for practitioners. The article concludes with a framework for protecting the privacy rights of employees.

Defines racial harassment and the forms in which it generally appears. Looks at the issue from the employer's perspective, advising liabilities. Continues by putting the employee's point of view. Expels some common myths and lists some useful recent case law.

Introduction -- Background and Study Approach -- Barriers to Air Force Civilian Advancement -- Barriers to Air Force Civilian Retention -- Conclusion and Recommendations -- Appendix A: The Civilian Personnel System -- Appendix B: Relevant Survey Results of Air Force Civilians -- Appendix C: Base Selection Methodology -- Appendix D: Full Race/Ethnicity and Gender Results on Entry Grade-Level Analysis -- Appendix E: Focus Group Background Questionnaires and Protocols -- Appendix F: Qualitative Coding Guide.

Existing evidence on peer effects in the productivity of coworkers stems from either laboratory experiments or real-world studies referring to a specific firm or occupation. In this paper, we aim at providing more generalizable results by investigating a large local labor market, with a focus on peer effects in wages rather than productivity. Our estimation strategy—which links the average permanent productivity of workers' peers to their wages—circumvents the reflection problem and accounts for endogenous sorting of workers into peer groups and firms. On average over all occupations, and in the type of high-skilled occupations investigated in studies on knowledge spillover, we find only small peer effects in wages. In the type of low-skilled occupations analyzed in extant studies on social pressure, in contrast, we find larger peer effects, about one-half the size of those identified in similar studies on productivity. (JEL J24, J31, J41, M12, M54)

Women's entrance into the labor market in large numbers has exacerbated incompatibilities between employer and family interests. Research reveals that conflict between paid work and family responsibilities has been linked to decreased employee productivity as well as decreased family functioning. In this review, we explore the nature of job/family incompatibility, organizational interests in family responsive policies, and the current prevalence of various policies within work organizations. We then review what is known about the effectiveness of particular family-responsive policies on organizational and family functioning. Finally, we consider barriers to further institutionalization of family responsive policy and suggest future research and policy directions.

Provides examples of discrimination suffered by Asians and outlines the different ways discrimination takes place. Proffers some suggestion which would remedy these problems.