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This paper studies the effects of policies aimed at mitigating discrimination against women in the marketplace on the gender wage gap, decisions to invest in skills, the composition of employment and unemployment, and long-run growth. The analysis uses a gender-based overlapping generations model with labor market rigidities. Gender bias in the workplace varies inversely with the presence of skilled women (as agents of change) in the labor market and has a direct impact on their bargaining power in the family. The model is calibrated for Morocco. Experiments show that although the benefits of policies aimed at mitigating gender bias in the workplace can promote growth and be significantly magnified through a stronger presence of skilled women in the labor market, a trade-off may emerge with respect to female unemployment when anti-discrimination policies are combined with policies aimed at subsidizing women's training. To internalize this trade-off, anti-discrimination policies in the marketplace may need to be complemented by measures aimed at reducing labor costs and raising productivity.

Sex discrimination against women.

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"This international collection examines Violence and Abuse In and Around Organizations. The collection documents the causes, specifically from the perspective of human relations and of the workplace conditions. It also highlights the specific risks associated with high-risk professions or working environments.The first section considers types of violence and abuse, their relative frequencies, potential individual and workplace antecedents, costs to individuals, family's organizations and societies, the fact both are increasing in frequency with new types (e.g., terrorism) appearing, and why addressing these has become increasingly import for individuals and organizations. The second section considers violence in interpersonal relationships such as bullying, incivility, bias and harassment, and toxic leadership. The third section examines unsafe workplaces, accidents, injuries, and deaths. The fourth section considers exploitive work conditions and arrangements such as precarious employment, the exploitation of immigrants, and human slavery. The final section offers suggestions on ways to address violence and abuse in and around organizations. These include aggression preventative supervisor behaviours in health care, suicide prevention in the workplace, dealing with disgruntled employees and former employees, and workplace interventions that address stress reduction more broadly.As with other titles in the Psychological and Behavioural Aspects of Risk Series, this research-based collection is firmly grounded in the boundary between work and society and offers important insights into how social and cultural problems are manifest in the workplace and how poor and abusive workplace practice, in turn, spills out into wider life."--Provided by publisher.

Violence in the workplace. --- Sex discrimination against women. --- Industrial safety.

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Through consideration of Laser Consulting (not the company's real name), this case study explores the relationship between a company's stated values and its behaviour. If this relationship is not harmonious in practice, senior leadership should work to assure a fit between stated values and actual company practices.

Organizational effectiveness. --- Sex discrimination against women. --- Corporate culture. --- Organizational behavior. --- Sex discrimination against women --- Sex discrimination in employment --- Success in business --- Women employees. --- Women executives. --- Sex differences.

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Feminism --- Women --- Sexual harassment --- Sexual abuse victims --- Sex crimes --- Sexual harassment --- Feminism --- Sex discrimination against women

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Consumer protection --- Price discrimination --- Sex discrimination against women --- Consumers --- Law and legislation