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Tire Imprint Evidence
In: Elsevier series in practical aspects of criminal and forensic investigations
CAPITAL–LABOUR SUBSTITUTION IN UK ARMED FORCES
In: Defence & peace economics, Band 17, Heft 2, S. 141-153
ISSN: 1476-8267
CAPITAL–LABOUR SUBSTITUTION IN UK ARMED FORCES
In: Defence and peace economics, Band 17, Heft 2, S. 141-154
ISSN: 1024-2694
Marriage in Australia: age at first marriage and proportions marrying, 1860 - 1971
In: Australian Family Formation Project Monograph 2
Giap: the victor in Vietnam
COUNTRY SURVEY XXI: THE UNITED KINGDOM
In: Defence & peace economics, Band 21, Heft 1, S. 43-63
ISSN: 1476-8267
COUNTRY SURVEY XXI: THE UNITED KINGDOM
In: Defence and peace economics, Band 21, Heft 1, S. 43-64
ISSN: 1024-2694
Giap: The Victor in Vietnam
In: Foreign affairs: an American quarterly review, Band 72, Heft 2, S. 185
ISSN: 2327-7793
Le pouvoir impérial : l'Empire britannique dans les dessins de Punch (1919 - 1939)
In: Matériaux pour l'histoire de notre temps, Band 28, Heft 1, S. 31-35
Which Skilled Temporary Migrants Become Permanent Residents and Why?
In: International migration review: IMR, Band 42, Heft 1, S. 193-226
ISSN: 1747-7379, 0197-9183
While most countries of destination of temporary migrants expect them to return home, it is likely that some temporary migration will become permanent if the migrants decide that they would like to remain longer or indefinitely for various reasons. This paper examines the factors associated with temporary migrants' decision to become or not become permanent residents and the reasons for their decision, using survey data on skilled temporary migrants in Australia. It also looks at whether temporary migration facilitates or substitutes for permanent migration and discusses the likely effectiveness of temporary migration programs that assume temporary migrants will return home.
Age discrimination in the UK labour market. Does race moderate ageism? An experimental investigation
Governments encourage people to work longer in order that pension promises are sustainable as populations age. This approach presupposes that older workers are welcome in the market. This study undertakes a correspondence test to investigate whether ageism is prevalent in the UK at the initial stage of the hiring process. This study adds to the literature by investigating whether race can moderate the relationship between age and labour market outcomes. The results suggest that older people are penalized in the labour market. They have lower access to vacancies and sorting in lower-paid jobs. A minority racial background exacerbates both penalties. These new results call for anti-ageism and anti-racial policy actions in the workplace.
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Age discrimination in the UK labour market: does race moderate ageism? An experimental investigation
In: Drydakis , N , MacDonald , P , Chiotis , V & Somers , L 2018 , ' Age discrimination in the UK labour market: does race moderate ageism? An experimental investigation ' , Applied Economics Letters , vol. 25 , no. 1 , pp. 1-4 . https://doi.org/10.1080/13504851.2017.1290763
Governments encourage people to work longer in order that pension promises are sustainable as populations age. This approach presupposes that older workers are welcome in the market. This study undertakes a correspondence test to investigate whether ageism is prevalent in the UK at the initial stage of the hiring process. This study adds to the literature by investigating whether race can moderate the relationship between age and labour market outcomes. The results suggest that older people are penalized in the labour market. They have lower access to vacancies and sorting in lower-paid jobs. A minority racial background exacerbates both penalties. These new results call for anti-ageism and anti-racial policy actions in the workplace.
BASE
Inclusive recruitment? Hiring discrimination against older workers
Addressing population ageing requires a rise in the activity rates of older workers. In this study, a field experiment for the period 2013-2015 in the UK, suggests that age discrimination persists at alarming levels. It shows that when two applicants engage in an identical job search, the older applicant would gain fewer invitations for interviews regardless of her/his experience or superiority for the appointment. The results also suggest that older applicants face higher occupational access constraints for blue-collar jobs than white-collar/pink-collar jobs, and that women face greater age discrimination than men. Worryingly, the outcomes suggest that older applicants gain poorer access to vacancies than younger applicants irrespective of written commitments to equal opportunities. The design of the study suggests that discrimination results from distaste for older applicants, which has not been eliminated by the introduction of anti-discrimination legislation. Eliminating ageism in recruitment requires organizations to adopt more inclusive HR policies at the earliest stages of the recruitment process. Social dialogue has a crucial role to play in shaping inclusive and discrimination free recruitment policies such that shared values and beliefs are not age-discriminatory but rather recognize the strengths and potential of workers from different age groups.
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