Work and Identity

Frontmatter

Chapter 1. Introducing Concepts of Workforce Diversity

Abstract

The introduction to the book highlights the challenges relating to identity and stigma which are faced by a broad range of diversity groups in the workplace, specifically those relating to various types of disability, youth and ageing workers, gender and migrant work. The book also examines the influence of unions and acting collectively has had on the workforce outcomes of diversity groups generally.

Shalene Werth, Charlotte Brownlow, Jodie Gunders

Chapter 2. Chronic Health Conditions and Work Identity from a Lifespan Development Frame

Abstract

In the workplace, chronic health conditions bring significant challenges to both individuals and organisations. For individuals, chronic health conditions are a ‘biographical disruption’ (Bury in Sociol Health Illn 4:167–182, 1982) that can prompt identity change. In this chapter, we apply concepts from lifespan psychology and identity process theory to explore how individuals respond and adapt their identities to chronic health conditions. The goals of adult development models are growth, resilience, and regulation of loss. We propose processes of identity assimilation, a resilience response in which individuals are able to incorporate their health condition into their existing self-schemata, and identity accommodation, which requires a more significant shift to regulate their loss. We discuss the implications and directions for future research.

Joy E. Beatty, Alyssa K. McGonagle

Chapter 3. Autism Spectrum Disorder: Emotion Work in the Workplace

Abstract

Employees with Autism Spectrum Disorder (ASD) are vulnerable in the workplace due to the stigma associated with their condition. Negative attitudes of colleagues can compound misunderstandings of the identity of the individual related to their condition; thus, there are risks associated with revealing such a condition. Employees with stigmatised identities perform emotion work in order to cover any difficulties or symptoms that they experience so that they might be considered to be workers with “normal” identities in the workplace. This chapter examines the influences of identity and factors which impact the apparent identity of workers with ASD, and these include stigma management, peer support and level of disability and required supports.

Charlotte Brownlow, Shalene Werth, Kathleen Keefe

Chapter 4. The Ageing Population in Australia: Implications for the Workforce

Abstract

The ageing population creates ongoing opportunities and challenges to engage an older workforce in Australia. This chapter discusses some of these opportunities and challenges by providing a demographic overview of the ageing population and ageing workforce before discussing generational differences, and age diversity practices that may be implemented to respond to this social challenge. Following this, the chapter then discusses strategies that could be used to attract and retain an age-diverse workforce before concluding that a multitude of approaches is needed to respond more effectively to population ageing and to capture the full benefits of a diverse workforce.

Katrina Radford, Geoffrey Chapman, Hugh T. J. Bainbridge, Beni Halvorsen

Chapter 5. Recognising Young People as ‘Real’ Workers and the Employment Implications of Framing Young Workers as Deficient

Abstract

This chapter explores the impact of deficit discourses on the developing occupational identity of young workers and how this shapes assessments of their capacity to be a ‘good’ worker. Drawing from studies of young workers’ experiences of paid and unpaid work, we explore the ways that employers characterise the employability and work performance of young workers and find that employers characterise young workers as deficient in terms of their skills profile, work ethic and personal attributes. Although young workers often do not challenge these characterisations of themselves, these framings shape young workers’ understanding of their value as a worker.

Robin Price, Deanna Grant-Smith

Chapter 6. Work-Life Juggle! Insights into the Experiences of Indian Information Technology (IT) Women Who Undertook International Assignments

Abstract

Increased flexibility has enabled highly skilled, aspirational, Indian women to undertake international assignments in the demanding IT sector. While previous research has focused on barriers to success faced by expatriate women, including lack of motivation, organisational and family support and host nationals’ attitudes, the current qualitative study explored holistic experiences of 23 Indian IT women repatriates, including the salience of their various role identities. Our study noted that although most women lacked support from their organisations and in some instances from families, their motivation and the need for independence facilitated their assignment positively. While their decisions were based on factors including social support networks, and assignment length, some women were conscious of challenging traditional norms of Indian society in relation to women and work.

Dhara Shah, Michelle Barker

Chapter 7. How Women Executives Survive the Isolated Echelons of the Corporate Ladder

Abstract

Drawing upon status characteristics theory (SCT), we provide insights and advice to aspiring executives, based on the experiences of women who have achieved either executive-level positions or Board memberships in Australia. The low numbers of women working at these levels means that these women do not benefit from the male camaraderie found in highly active boys’ clubs. In their relative solitude, they develop strategies and behaviours to contend with unpalatable issues of enigmatic organisational policies, excessive performance scrutiny, as well as both overt and unconscious discrimination. Limited research exists on the experience of Australian executive women, although it is anticipated that their advice is ultimately relevant to women (and men) working at any level, in any type of organisation, worldwide.

Ainslie Waldron, Kim Southey, Peter A. Murray

Chapter 8. The Health Systems Workforce in an Era of Globalised Superdiversity—Exploring the Global Care Chain Landscape in Ireland

Abstract

Globally, in advanced economies, there has been an increase in “superdiversity” which is associated with person’s immigration status and associated rights and entitlements. There is a relative paucity of the literature on the internal impacts of globalisation on core welfare services such as education and health. On review, you can clearly see the internal impacts of globalisation and superdiversity within a central component of the welfare state such as the health system. This chapter explores these impacts by reflecting on the global workforce within the Irish health system workforce via the lens of a global care chain framework. The chapter argues for new thinking to retain health workers and notes that the lessons being learned slowly in Ireland can assist other international health workforce planners.

Éidín Ní Shé, Regina Joye

Chapter 9. Belonging, Temporariness and Seasonal Labour: Working Holidaymakers’ Experiences in Regional Australia

Abstract

Seasonal labour connects temporary migrants to regional Australian communities through the specific conditions attached to temporary visas. Regional areas and temporary migrants are mutually interdependent; regional areas often depend on seasonal labour to sustain the agriculture industry, and unskilled labour allows seasonal workers (typically temporary migrants and holiday workers) to satisfy visa requirements. In these contexts, length of stay positions temporary workers as being permanently in-between places. Temporariness in this sense is marked as a “condition” or “status” that contributes to the marginalisation of transient groups such as working holidaymakers, who typically maintain far less claim over space than more long-term residents.

Esther Anderson

Chapter 10. Work, Identity and Trade Union Responses and Strategies

Abstract

Trade unions have often grappled with organising workers who differ from the ‘typical’ worker, assumed to be male, white, straight, able-bodied, of indeterminate age. While the union renewal literature generally highlights the benefits of such organising, Australian research is quite uneven. Most attention has been on women and young workers, with sporadic research on Indigeneity and sexual orientation. Older workers and workers with a disability are rarely studied. This chapter explores historical interactions between unions and these workers and examines contemporary strategies addressing the often complex issues confronting these ‘workers with difference’.

Cathy Brigden

Chapter 11. Are Collective Identity and Action Being Squashed by Individualism?

Abstract

This chapter addresses a core aspect of the question: “is the collectivism of labour in fundamental decline?” with particular attention to the attitudinal dimension of collectivism, including collective identities, using national and cross-national data on trends in dimensions of collectivism over periods of up to two decades. The data indicate that collective values and identities are broadly as strong (or weak) as they were two or three decades ago. If individualisation is the problem, then we should not look at individualisation of attitudes but individualisation in the employment relationship through the decisions of specific actors. Union organising strategies need to reinforce union values and build solidarities across groups with more complex, heterogeneous identities than in the past.

David Peetz

Chapter 12. Issues of Power and Disclosure for Women with Chronic Illness in Their Places of Work

Abstract

The disclosure decisions of women with chronic illness at work are influenced by a number of factors including: stigma, available flexibilities and the individual’s power within their workplace. The topic of power as it relates to women with chronic illness is largely unexplored. This research found that disclosure provides the key to accessing power for these employees. Power combined with resource dependency theory (RDT) helps to explain the importance of having the skills and knowledge, or access to other sources of power such as union membership, in order for these women to obtain the accommodations that they need for their illness.

Shalene Werth, David Peetz, Kaye Broadbent

Chapter 13. Reflections and Conclusions

Abstract

This book has drawn together research from a variety of fields within the diversity and work context. Key themes relate to the roles of employers and unions in order to continue to advance the interests of these groups of workers as workplaces endeavour to become more inclusive. The influence of power structures and existing workplace culture has been shown to be critical in the integration of diversity groups.

Shalene Werth, Charlotte Brownlow

Backmatter