A balancing act: managing your personal and professional life--Part II

Managing your personal and professional life is a lifelong balancing act due to situations that arise in the course of expected and unexpected normal life events. Identifying and dealing with these issues in your own life will likely make you a stronger leader in the eyes of your employees who often struggle with similar issues. Acknowledging these struggles among your employees can help create community in work teams, which ultimately translates into retention. Advocating for work life policies in your organization will transform personal compassion into organizational culture and, ultimately, into corporate policy.     

Do employers discriminate by gender? A field experiment in female-dominated occupations

We test for gender discrimination by sending fake CVs to apply for entry-level jobs. Female candidates are more likely to receive a callback, with the difference being largest in occupations that are more female-dominated.     

The Compatibility of EU Biofuel Policies with Global Sustainability and the WTO

The EU’s Renewable Energy Directive (2009/28) requires that by 2020, biofuels should account for at least 10 per cent of transport fuel consumption. EU legislation sets out sustainability criteria for biofuels to qualify for this target and procedures for verifying that they are met. Using the AGLINK‐COSIMO model, we investigate the impacts of the biofuel target on global trade flows and land use, both under the current biofuel tariff regime and assuming zero EU tariffs for biofuels. The EU’s 2020 transport fuel target increases the global area of agricultural crops by 0.9 per cent. With zero tariffs, the extra global land requirement is 21 per cent smaller, but a larger share of it falls outside the EU. This outcome sharpens the issue of how the EU’s unilateral sustainability criteria can be implemented given current international trade rules.     

Is Australia Really a World Leader in Closing the Gender Gap?

Abstract

In the World Economic Forum (WEF) 2006 Global Gender Gap report, Australia was highlighted as a world leader in closing the gender gap. With reference to the Economic Participation and Opportunity Index (one of four components in the WEF Gender Gap Index (GGI)), this article assesses whether or not Australia is deserving of this recognition. Closer analysis shows that convergence in the participation gap flowed from increased participation in part-time, low-paid, and precarious jobs. Research also shows that women's entry into professional jobs has led to the feminization of some positions and that vertical segregation remains an ongoing problem. In highlighting these disparities, this article questions the capacity of the GGI to provide an adequate understanding of women's labor market participation and economic attainment.     

Union coverage and non-standard work in Britain

Using representative data from the British Household Panel Surveyfor the period 1991–97, we document the extent of unioncoverage across standard and non-standard workers in Britain.Non-standard employment—defined in terms of contracts,places, times, and hours of work—involves approximately60% of the employed population. Most workers in non-standardemployment are less likely to be union covered than otherwiseidentical workers in standard employment. In particular, womenacross nearly all types of non-standard jobs are significantlyless likely to be covered than women in regular employment.For men, this negative relationship is only found for thoseworking on fixed term contracts or short hours. Gender differencesare therefore large and significant. We cannot detect an expansionof union coverage towards any type of non-standard employmentover our sample period. Finally, we find significant differencesin the relationship between non-standard work and union coveragein the private and public sectors.