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Gender equality in the UK - the legal frameworkGuth, Jessica January 2008 (has links)
Yes / We have come along way in terms of equality law since Lord Davey made his statement. Not only was he unable or unwill-ing to see the law as a vehicle for protecting individuals from discrimination in employment, he was also very definitely talking about a ¿workman` and the fact that this might be a woman had probably not occurred to him. Times and contexts have changed and the law now has a clear role to play in protecting individuals from dis-crimination on a number of grounds. This Law in Brief summarises the legal framework relevant to gender equality in the employment sphere. This Law in Brief also acts as a background paper for a pilot research project looking at women`s progression in the academic sector.1
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Employment in host regions and foreign direct investmentMcDonald, Frank, Heise, A., Tüselmann, H-J., Williams, D. January 2003 (has links)
No / This paper examines the relationship between foreign direct investment inflows and employment using international business strategy literature to identify the factors influencing the development of subsidiaries that might affect employment growth in host regions. A survey of German subsidiaries in North West England is used to test the significance of the variables that are identified as likely to affect employment. The results of logit regression indicate that entry mode, technology transfer, and firm age affect the growth of employment. The study also highlights that other factors, such as sector, organisational structure, the level of diversification of operations by subsidiaries in the local economy, and range of markets supplied may have important affects on employment. The research indicates that further conceptual and empirical work is required to clarify our understanding of how the organisational, operational, and diversification characteristics of subsidiaries affect employment.
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Arbeitsbeziehungsmodelle im Vergleich: Deutsche und amerikanische Tochterunternehmen in Großbritannien. / Working relationship models in comparison: German and American subsidiaries in BritainMcDonald, Frank, Heise, A., Tüselmann, H-J., Allen, M. January 2009 (has links)
No / Das hoch regulierte deutsche Arbeitsbeziehungsmodell steht immer wieder in der Kritik. Gelegentlich wird es als Grund für die Abwanderung deutscher Unternehmen ins weniger regulierte, mitbestimmungsfreie Ausland genannt, gelegentlich als mitverantwortlich für die angeblich geringen ausländischen Direktinvestitionen in Deutschland oder eine Unterbewertung deutscher Aktiengesellschaften angesehen ¿ das deutsche Modell sei eben international nicht anschlussfähig. Der Beitrag untersucht deutsche und amerikanische Tochterunternehmen in Gro¿britannien, weil einerseits das permissive Umfeld im Vereinten Königreich alle denkbaren Arbeitsbeziehungsstrukturen ¿ kollektive, direkte, Mischformen oder reines Managementprärogativ ¿ zulässt, andererseits mit den US-Tochtergesellschaften das internationale Benchmark-Modell Multinationaler Unternehmen als Vergleichsgruppe dient. Es wird danach gefragt, ob sich spezifische Arbeitsbeziehungsmodelle finden lassen und ob diese signifikante Einflüsse auf die betriebliche Performanz haben. / Hans Blocker Foundation
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Metal signals and labour market disadvantage: Empirical evidence on visible body piercings and gay men in the UKCameron, Samuel, Collins, A., Hickson, F. January 2009 (has links)
No / Purpose
– The purpose of this paper is to explore the role of visible body piercings (VBP) in explaining the extent of self‐reported workplace sexual orientation discrimination.
Design/methodology/approach
– Using the 2002 wave of the UK Gay Mens’ Sex Survey, OLS and logit equations are estimated to analyse the extent of self‐reported denial of job opportunities.
Findings
– The possession of visible body piercings is shown to increase the level of discriminatory activity. There is evidence that tongue piercings are the major contributory type of body decoration. The overall effect is seemingly ameliorated for those gay men who engage in more extensive concealment effort with regard to their sexual orientation.
Research limitations/implications
– The sample is to some extent self‐selecting, which may affect the results. Further studies using alternative methodologies would be required to explore this issue.
Practical implications
– This paper sheds light on the importance, or otherwise, of presumed visual clues such as body piercing in triggering discriminatory behaviour towards gay men.
Originality/value
– This is the first study to examine the self‐reported experience of post‐entry discrimination by gay men using a major national survey comprising over 15,000 observations.
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Union Recognition in Britain: The End of Legally Induced Voluntarism?Gall, Gregor January 2012 (has links)
No / The enactment of a third statutory union recognition procedure in Britain in 2000 led to a sharp rise and then fall in the number of new, largely voluntary, union recognition agreements being signed. This article examines and explains this trajectory, finding that the interaction of a weak procedure with its wider environment has led to a situation where the outcome of a reflexive law is heavily determined by the external balance of power in employment relations.
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Recruiting the Acquiescent Worker: a comparative analysis of McDonald’s in Germany and the UKRoyle, Tony January 1999 (has links)
No / This article focuses on the workforce characteristics of the German and UK operations of McDonald’s Corporation. The UK workforce is characterised by predominantly young workers with very limited work experience, the German workforce is much older and mostly foreign workers. The analysis suggests that despite these differences and differences in labour market regulation, there is a key similarity between the workforces. The corporation is able to draw on similarly “weak” and marginalised segments of the labour market and these segments are likely to be particularly acquiescent to managerial prerogative. National institutional arrangements can still constrain the employment relations policies of multinational enterprises (MNEs). However, this analysis supports the notion that there is a growing diversity within national systems increasingly explained by MNE policies and practices. This does not necessarily mean that national systems are becoming redundant, but that there is a dynamic relationship between such systems and the needs of MNEs. / This paper was awarded the Literati Prize.
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The Reluctant Bargainers: McDonald’s, Unions and Pay Determination in Germany and the UKRoyle, Tony January 1999 (has links)
No / There is growing evidence that multinational enterprises (MNEs) increasingly develop organisation-based employment strategies, which promote the transmission of employee relations practices across national borders. This article provides an analysis of one MNE’s employee relations practice and what appears to be its preference for operating, where possible, independently of national industrial relations systems. The findings, which draw on a UK/German comparison, raise a number of questions about the adequacy of even highly juridifed national systems to protect workers rights in practice.
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Avoidance Strategies and the German System of Co-determinationRoyle, Tony January 1998 (has links)
No / This paper is based on a comparative study of the UK and German operations of the McDonald’s Corporation. The main focus of the paper is the interaction between multinational enterprises (MNEs) and the German system of co-determination. Commentators have suggested that industrial relations practices in host countries are particularly difficult for MNE’s to avoid because they are so deeply embedded in societal frameworks. However, there are also opposing global pressures for MNEs to impose their industrial relations practices across national borders in order to transmit ‘best practice’ to their subsidiaries. Ferner and Edwards (1995) suggest that Germany is something of a ‘test case’ for MNEs because of the strength of its legislative underpinning and institutional arrangements. Most analysis on the German system of co-determination has suggested that it is only small and medium-sized firms which avoid or undermine the German system (Lane, 1989). However, evidence brought together in this study suggests that along with other large companies and MNEs of different origins and across different industries, McDonald’s have been able to take advantage of weaknesses in regulation in the German system of co-determination. The paper puts forward a typology of possible ‘avoidance strategies’ within the German system.
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The road less travelled: Gender identity discrimination in the US and UKPattison, P., Guth, Jessica January 2015 (has links)
Yes
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Where do they go? Destination Unknown: An exploratory study of the disposal of transdermal drug patches in the private healthcare sector (UK)Breen, Liz, Zaman, Hadar, Mahmood, A., Nabib, W., Mansoorali, F., Patel, Z., Amin, M., Nasim, A. 04 1900 (has links)
Yes / The effective disposal of medication and more specifically accidental exposure to fentanyl via transdermal patches has recently been highlighted in two key documents [1, 2]. Whilst the volume of unused medicines cost the NHS over £300 million every year [1], the volume of transdermal patch waste is unknown. There is a need for greater pharmacy intervention in the effective disposal of medicines to resolve issues such as hospital (re)-admissions, stockpiling leading to patient self–prescribing/dosing, and land and water pollution. The aim of this study was to examine transdermal patch disposal systems and practice amongst private sector care providers in the UK. This was part of a larger study focusing on transdermal patch application. / The full text will be available on permission from the publisher.
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