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This chapter reviews research on the segregation of women and men in the workplace. After examining ways to measure segregation, I summarize trends in sex segregation in the United States and cross-nationally. Occupational segregation has declined since 1970, but most workers remain in sex segregated jobs. I then evaluate the empirical support for explanations for segregation. Demand-side explanations include employers' preferences, the demand for workers, economic pressures, discrimination, and personnel practices. Supply-side explanations include the size of the labor supply, the neoclassical human-capital explanation, gender-role socialization, workers' values, and the opportunity structure. I conclude that a variety of social and economic forces operate both to perpetuate and to reduce segregation. However, workplace segregation is an important mechanism in sex stratification, and a stratification perspective stresses the importance of demand-side factors. I call for research on sex segregation that examines the behavior of all labor market actors.

Being the only conservative or liberal political voice at work can determine how long employees stick around. ; Based on the research of Sekou Bermiss ; Management

When I wrote an article on age discrimination last year, I couldn't believe the response: countless emails and at least five phone calls a week for several months. These communications weren't coming from researchers in the field but from workers across the country, male and female, semi-skilled, skilled, and professional. They shared stories of age discrimination that they, a spouse, or a parent had experienced or were currently living through, asked for information about their rights and what could be done, and thanked me for bringing light to an issue that "nobody talks about."

Intro -- Contents -- List of Figures -- List of Tables -- 1: Introduction to Absurdity and Hypernormalization in Contemporary Society and Workplaces -- Introduction -- Absurdity in Philosophy -- Literary-, Art-, and Fiction-Based Absurdity -- Complementary Perspectives on Absurdity and Its Normalization -- Outline of the Book -- References -- 2: Theoretical Foundation: A Multidisciplinary Review of Absurdity and Hypernormalization -- Introduction -- Absurdity -- Dimensions of the Absurd -- Foundations of Absurdity -- The 'Normal' -- The Abnormal -- The Hypernormal -- What Absurdity Is Not -- Absurdity Normalized: Introducing Hypernormalization -- Theoretical Background of Hypernormalization -- Hypernormalization in Contemporary Society -- Hypernormalization Moves Beyond Normalization -- Effects of Hypernormalization -- Dynamics of Hypernormalization at Collective Level -- References -- 3: Ideological Underpinnings of Absurdity and Hypernormalization -- Introduction -- A Psychology of the Absurd -- Hypernormalization of Absurdity at the Individual Level -- Advanced Stages of Hypernormalization -- References -- 4: From Hypernormalization of Workplace Inequality to Dehumanization: A Way Out for Human Resource Management -- Introduction -- Inequality Theory -- Inequality as a Hypernormalized Process -- Inequality as a Marginalization Process -- Inequality as a Sociological Process -- Inequality as an Organizing Process -- Contextualizing Inequality Within Autism and Employment Research -- Methodology: An Autistic Jobseekers' Peer Support Case in the UK -- Thematic Findings -- Theme 1: Access to Employment Framework -- Theme 2: From Economic Exclusion to Social Inclusion -- Theme 3: Overcoming Unemployment Barriers Through Community Belonging -- Theme 4: Developing Dynamic Resilience Capability -- Four Proposals: Way Out for HRM and Employment Studies.

For many decades, management in its research and practice has been in need of an alternative approach and paradigm to understanding human behaviours. Many studies and books have attempted to provide solutions to the individual, which ended up being a cultural dilemma with little success. This book provides a novel approach to address this dilemma by linking aspects from three knowledge domains; Psychology, Anthropology and Sociology. Cross-Cultural Leadership supports Cultural Intelligence (CQ) and makes it a practical construct and tool that both managers and researchers harness to understand what "cultural Chameleon" means. The book also renders support to Douglaisan Cultural Framework (DCF) by activating the role of the usually neglected fifth culture; the hermit by linking it to the metacognitive dimension of CQ. This link introduces for the first time the mechanism that individuals use to run through metacognitive processes to drive change. This book is a tool for individuals to help them work efficiently outside their homeland. Being an adaptive or culturally hybrid leader is among the most important competencies of the effective leaders in the 21st century. By focusing on comprehending the five cultures as elaborated in DCF, leaders and managers will be relieved from the dilemma of having to understand each and every national culture of their employees. This book will be of value to researchers, academics, managers, and students with an interest in leadership, management, organization studies, globalization, and innovation