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This paper attempts to establish empirically the link between workplace gender diversity and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ econometric techniques that account for unobserved workplace heterogeneity. I find that gender diversity is associated with lower employee well-being among women in several of the equations estimated. The magnitudes of the estimated effects also tend to increase with (women's) group size. Workplace equality policies do not appear to ameliorate these effects.

The article examines the link between workplace disability (WD) and workplace job satisfaction (JS) using data from WERS2011. Controlling for a rich set of workplace characteristics including organisational culture, the study finds a significant negative relationship between JS and the share of disabled respondents within workplaces. Notably, Seemingly Unrelated Regression (SUR)-based analysis distinguishing between disabled and non-disabled respondents reveals that the negative relationship found is specific to non-disabled respondents. Moreover, disability equality policies are found to be significantly positively related with disabled respondents' JS while they are negatively related with the JS of their non-disabled counterparts. The article ponders if there is a co-worker aspect to the WD–JS link and whether HR policies may need to take heed of co-worker dynamics in this respect.

AbstractUsing data from two comprehensive national Labour Force Surveys and monetary and non‐monetary outcomes, we examine the extent of intergenerational mobility in Ethiopia. Results from ordinary least squares and quantile regression suggest moderate to high levels of earnings persistence. Generalised ordered logit‐based results suggest significant mobility educationally, which may be linked to the significant widening of educational opportunities over the last two decades, but hardly any evidence of mobility occupationally. Sons are found to be more mobile than daughters in all cases. Public policy may have to foster the equality of opportunities generally and along gender lines in order to enhance mobility. Copyright © 2018 John Wiley & Sons, Ltd.

AbstractThe paper examines if workplace gender diversity offers some explanation for the decline of unions in Britain. Using the WERS2004 linked employer–employee data and alternative econometric estimators it reports an inverse relationship between workplace union density and gender diversity. Gender and ownership status based sub‐group analyses suggest the inverse relationship to be stronger for male union members and those in the private sector. Gender group size‐based analysis reveals a positive link between workplace union density and gender diversity in workplaces with a female majority. The findings in this paper may mean that unions may need to embrace the changing workplace demography genuinely to improve their fate.