Equal Opportunities InternationalTable of Contents for Equal Opportunities International. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/0261-0159/vol/28/iss/8?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestEqual Opportunities InternationalEmerald Publishing LimitedEqual Opportunities InternationalEqual Opportunities Internationalhttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/cf4b2d0f78964523b93231a1c8d93c39/UNKNOWNhttps://www.emerald.com/insight/publication/issn/0261-0159/vol/28/iss/8?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestAge discrimination, sexual orientation and gender identity: UK/US perspectiveshttps://www.emerald.com/insight/content/doi/10.1108/02610150911001670/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to show that lesbian, gay, bisexual and transgender (LGBT) elders suffer from particular discrimination when compared to that suffered by elders in general and heterosexual elders in particular, and to argue for specific consideration for those who suffer from discrimination based upon a combination of their age and sexual orientation or gender identity. The paper is the result of a desk study of US and UK material plus some interviews in the USA with LGBT organisations. It is found that LGBT elders do suffer from particular discrimination when compared to that suffered by elders in general and heterosexual elders in particular. This research needs to be placed in a wider context of dealing with discrimination on intersectional grounds and is an example of how such an approach is needed. This paper is a contribution to the debate around the newly published Equality Bill in the UK. The paper contains no new empirical data, but existing material is brought together and is subject to analysis.Age discrimination, sexual orientation and gender identity: UK/US perspectives
Malcolm Sargeant
Equal Opportunities International, Vol. 28, No. 8, pp.634-645

The purpose of this paper is to show that lesbian, gay, bisexual and transgender (LGBT) elders suffer from particular discrimination when compared to that suffered by elders in general and heterosexual elders in particular, and to argue for specific consideration for those who suffer from discrimination based upon a combination of their age and sexual orientation or gender identity.

The paper is the result of a desk study of US and UK material plus some interviews in the USA with LGBT organisations.

It is found that LGBT elders do suffer from particular discrimination when compared to that suffered by elders in general and heterosexual elders in particular.

This research needs to be placed in a wider context of dealing with discrimination on intersectional grounds and is an example of how such an approach is needed.

This paper is a contribution to the debate around the newly published Equality Bill in the UK.

The paper contains no new empirical data, but existing material is brought together and is subject to analysis.

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Age discrimination, sexual orientation and gender identity: UK/US perspectives10.1108/02610150911001670Equal Opportunities International2009-11-06© 2009 Malcolm SargeantEqual Opportunities International2882009-11-0610.1108/02610150911001670https://www.emerald.com/insight/content/doi/10.1108/02610150911001670/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2009
Metal signals and labour market disadvantagehttps://www.emerald.com/insight/content/doi/10.1108/02610150911001689/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe 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. 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. 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. 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. This paper sheds light on the importance, or otherwise, of presumed visual clues such as body piercing in triggering discriminatory behaviour towards gay men. 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.Metal signals and labour market disadvantage
Samuel Cameron, Alan Collins, Ford Hickson
Equal Opportunities International, Vol. 28, No. 8, pp.646-659

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.

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.

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.

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.

This paper sheds light on the importance, or otherwise, of presumed visual clues such as body piercing in triggering discriminatory behaviour towards gay men.

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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Metal signals and labour market disadvantage10.1108/02610150911001689Equal Opportunities International2009-11-06© 2009 Samuel CameronAlan CollinsFord HicksonEqual Opportunities International2882009-11-0610.1108/02610150911001689https://www.emerald.com/insight/content/doi/10.1108/02610150911001689/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2009
Supply‐side effect of non‐standard work options on elderly people employment in Japanhttps://www.emerald.com/insight/content/doi/10.1108/02610150911001698/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestHow to get people working longer and retiring later is a new research topic for contemporary social policy. Flexible work options could be one possibility, but are special shorter‐working‐hours‐for‐elderly workplaces really important in order to increase employment among the 65+ age group? The purpose of this paper is to argue, in the case of Japan, that increased availability of non‐standard work formats would not improve labour force participation among the elderly when it is driven by corporate objectives to reduce labour costs. On the contrary, supply‐driven increase in flexible work formats sends a signal of unfavourable labour market conditions and causes the elderly to stay out of labour. The paper utilizes the Labour Force Survey, a nationally representative data set showing labour force participation and employment formats across all age groups. It is true that non‐standard work formats are being progressively more used among elderly workers. However labour force participation rate has increased only in cases where the increase in flexible work formats was demand driven, meaning only to the point where both standard and non‐standard work options were equally available to the whole population. When economic conditions force companies to offer more non‐standard work options, increase in supply side takes place. This sends a signal of unfavourable labour market conditions to the elderly population, who are more elastic to labour market changes and by using a pension can easily withdraw from the workforce. This analysis suggests that policy objectives to create flexible‐elderly work formats in order to increase the employment rate and reduce costs for the retirement system will not bring expected the results. Although policy objective is to increase the employment rate among the elderly, focusing only on elderly will provide moderate results. Elderly population would come along, but only with the working age population. The first point of reform should be placed on the overall labour market, by diminishing major differences between standard and non‐standard work formats. One way could be the act of applying social security and company benefits to non‐standard work formats. Or opposite to that, the act of diminishing social security and company benefits to standard work formats. This paper contributes to the literature by broadening understanding of elderly population behaviour in the labour market. With the increasing number of elderly people, retirement systems are looking for methods to postpone full‐retirement. Through analysis, the paper seeks to understand if and when flexible employment formats among the elderly are demand or supply driven.Supply‐side effect of non‐standard work options on elderly people employment in Japan
Janika Bachmann
Equal Opportunities International, Vol. 28, No. 8, pp.660-670

How to get people working longer and retiring later is a new research topic for contemporary social policy. Flexible work options could be one possibility, but are special shorter‐working‐hours‐for‐elderly workplaces really important in order to increase employment among the 65+ age group? The purpose of this paper is to argue, in the case of Japan, that increased availability of non‐standard work formats would not improve labour force participation among the elderly when it is driven by corporate objectives to reduce labour costs. On the contrary, supply‐driven increase in flexible work formats sends a signal of unfavourable labour market conditions and causes the elderly to stay out of labour.

The paper utilizes the Labour Force Survey, a nationally representative data set showing labour force participation and employment formats across all age groups.

It is true that non‐standard work formats are being progressively more used among elderly workers. However labour force participation rate has increased only in cases where the increase in flexible work formats was demand driven, meaning only to the point where both standard and non‐standard work options were equally available to the whole population. When economic conditions force companies to offer more non‐standard work options, increase in supply side takes place. This sends a signal of unfavourable labour market conditions to the elderly population, who are more elastic to labour market changes and by using a pension can easily withdraw from the workforce.

This analysis suggests that policy objectives to create flexible‐elderly work formats in order to increase the employment rate and reduce costs for the retirement system will not bring expected the results.

Although policy objective is to increase the employment rate among the elderly, focusing only on elderly will provide moderate results. Elderly population would come along, but only with the working age population. The first point of reform should be placed on the overall labour market, by diminishing major differences between standard and non‐standard work formats. One way could be the act of applying social security and company benefits to non‐standard work formats. Or opposite to that, the act of diminishing social security and company benefits to standard work formats.

This paper contributes to the literature by broadening understanding of elderly population behaviour in the labour market. With the increasing number of elderly people, retirement systems are looking for methods to postpone full‐retirement. Through analysis, the paper seeks to understand if and when flexible employment formats among the elderly are demand or supply driven.

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Supply‐side effect of non‐standard work options on elderly people employment in Japan10.1108/02610150911001698Equal Opportunities International2009-11-06© 2009 Janika BachmannEqual Opportunities International2882009-11-0610.1108/02610150911001698https://www.emerald.com/insight/content/doi/10.1108/02610150911001698/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2009
Organisational approaches to flexible workinghttps://www.emerald.com/insight/content/doi/10.1108/02610150911001706/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to, first, explore flexible working as an important but under‐researched dimension of equality and diversity (E&D) and, second, contribute to employment relations debates by exploring organisational perspectives on flexible working and how these connect with business strategies and the regulatory context. In depth semi‐structured interviews were conducted with 12 E&D managers in ten public and private sector organisations. Interviews explored the role of E&D managers in the construction of flexible working arrangements (FWAs) and drivers underpinning them. Flexible working was most evident as a significant field of E&D practice where E&D was linked into business strategy and was well resourced. The key roles of E&D managers in relation to FWAs were policy innovation and monitoring. Four organisational rationales for FWAs were identified from the data. These were FWA constructed as: an individual employee benefit; a means of improving operational effectiveness; an integral part of organisational strategy; and as a means of addressing structural social inequalities. While the sample is small, the research is of value to both researchers and policy makers, offering insights on an under‐researched area of E&D policy and practice. This paper outlines different rationales for flexible working and shows how some organisation are able to develop flexible working policies that are more equitable and effective than other organisations. The originality lies in the use of E&D managers as informants of organisational approaches to FWAs, which to date has been under‐researched in terms of its connection with E&D policy and practice.Organisational approaches to flexible working
Jean Gardiner, Jennifer Tomlinson
Equal Opportunities International, Vol. 28, No. 8, pp.671-686

The purpose of this paper is to, first, explore flexible working as an important but under‐researched dimension of equality and diversity (E&D) and, second, contribute to employment relations debates by exploring organisational perspectives on flexible working and how these connect with business strategies and the regulatory context.

In depth semi‐structured interviews were conducted with 12 E&D managers in ten public and private sector organisations. Interviews explored the role of E&D managers in the construction of flexible working arrangements (FWAs) and drivers underpinning them.

Flexible working was most evident as a significant field of E&D practice where E&D was linked into business strategy and was well resourced. The key roles of E&D managers in relation to FWAs were policy innovation and monitoring. Four organisational rationales for FWAs were identified from the data. These were FWA constructed as: an individual employee benefit; a means of improving operational effectiveness; an integral part of organisational strategy; and as a means of addressing structural social inequalities.

While the sample is small, the research is of value to both researchers and policy makers, offering insights on an under‐researched area of E&D policy and practice.

This paper outlines different rationales for flexible working and shows how some organisation are able to develop flexible working policies that are more equitable and effective than other organisations.

The originality lies in the use of E&D managers as informants of organisational approaches to FWAs, which to date has been under‐researched in terms of its connection with E&D policy and practice.

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Organisational approaches to flexible working10.1108/02610150911001706Equal Opportunities International2009-11-06© 2009 Jean GardinerJennifer TomlinsonEqual Opportunities International2882009-11-0610.1108/02610150911001706https://www.emerald.com/insight/content/doi/10.1108/02610150911001706/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2009
Conference report: Gender inequalities in the twenty‐first centuryhttps://www.emerald.com/insight/content/doi/10.1108/02610150911001715/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to review the conference on “Gender inequalities in the 21st century” held 26‐27 March 2009 at Queens’ College, Cambridge, UK. The conference included four plenary talks and 18 papers presented in themed sessions. The report is based on the presentations and papers. This report summarizes research on gender inequalities in the twenty‐first century, including gender differences in individual pathways; the gender division of paid and unpaid labor, including time use and income; and policy responses to gender inequalities. The papers presented at the conference included original qualitative and quantitative research by researchers from several social science disciplines.Conference report: Gender inequalities in the twenty‐first century
Anke C. Plagnol, Jacqueline Scott
Equal Opportunities International, Vol. 28, No. 8, pp.687-692

The purpose of this paper is to review the conference on “Gender inequalities in the 21st century” held 26‐27 March 2009 at Queens’ College, Cambridge, UK.

The conference included four plenary talks and 18 papers presented in themed sessions. The report is based on the presentations and papers.

This report summarizes research on gender inequalities in the twenty‐first century, including gender differences in individual pathways; the gender division of paid and unpaid labor, including time use and income; and policy responses to gender inequalities.

The papers presented at the conference included original qualitative and quantitative research by researchers from several social science disciplines.

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Conference report: Gender inequalities in the twenty‐first century10.1108/02610150911001715Equal Opportunities International2009-11-06© 2009 Anke C. PlagnolJacqueline ScottEqual Opportunities International2882009-11-0610.1108/02610150911001715https://www.emerald.com/insight/content/doi/10.1108/02610150911001715/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2009