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"In the modern globalized world of work, society's capitalist and patriarchal norms perpetuate old and create new differences based on gender, class, ethnicity, age, and other social categorizations. This book proposes a novel conceptual framework offering theoretical and methodological insights for thinking through the present and future inequality challenges in the globalized world of work and working life issues in the context of spatio-temporal relations. Bringing together global feminist studies of intersectionality and transnationalism, work-life research, and studies of space, place, and identity, this edited collection responds to the growing interest in peripheries, rurality, and other spaces beyond the urban and business market centers. In crossing the theoretical boundaries between intersectionality and peripherality, this volume brings these concepts together to identify how racism, capitalism and heteropatriarchy operate on bodies in the name of work, particularly as expressed in precarious labour conditions. It also advocates for transnational solidarity as part of feminist ethics, while providing an opportunity to reflect on ways forward for feminist intersectional studies of work and working life, drawing on embodied relationality and a feminist ethics of care. Working Life and Gender Inequality explores the intersectional nature of gender, class, race and other inequalities from a global and spatial perspective. It will be of value to researchers, academics, students, managers, consultants, and policy makers in the fields of organizational studies, leadership, feminist and gender studies, working life, intersectionality and transnational feminism"--

Sex discrimination in employment

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SEX DISCRIMINATION IN EMPLOYMENT -- 331.6

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"Formalising employment is a desirable policy goal, but how it is done matters greatly, especially for women workers. Indeed, formalisation policies that do not recognise gendered realities and prevailing socio-economic conditions may be less effective and even counterproductive. This book examines the varying trajectories of formalisation and their impact on women workers in five developing countries in Asia and Africa: India, Thailand, South Africa, Ghana and Morocco. They range from low to middle income countries, which are integrated into global financial and goods markets to differing degrees and have varying labour market and macroeconomic conditions. The different case studies, using macro and survey data as well as in-depth analysis of particular sectors, provide interesting and sometimes surprising insights. Despite some limited successes in providing some social protection benefits to some informal workers, most formalisation policies have not really improved conditions, especially for women workers. In many cases, that is because the policies are gender-blind and insensitive to the specific needs of women workers. The impact of formalisation policies on women in developing countries is relatively under-researched. This book provides new evidence that will be applicable across a wide range of developing country contexts and will be of interest to policy makers, feminist economists and students of economics, labour, gender and development studies, public policy, politics and sociology"--

Women --- Informal sector (Economics) --- Sex discrimination in employment --- Employment

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Wages --- Sex discrimination in employment --- Diversity in the workplace

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Il faudra 500 ans, voire 1000 ans dans le pire des cas, pour atteindre une réelle égalité femmes-hommes. Ces dernières années, dans un contexte de renouveau féministe, les femmes sont incitées à prendre le pouvoir en entreprise, à briser le " plafond de verre ". D'autres luttent activement pour améliorer leurs conditions de travail, à l'instar des femmes de chambre de l'Ibis Batignolles. Mais ces initiatives ne suffisent pas si l'entreprise ne s'interroge pas sur ses pratiques sexistes : " boys club ", biais de recrutement, division genrée du travail, sexisme ordinaire, inégalités entre les femmes elles-mêmes.Il est donc urgent d'agir. Car le monde de l'entreprise et ses pratiques de management jouent un rôle majeur dans la perpétuation de l'oppression et l'exploitation des femmes. Alors, comment et pourquoi devenir un allié-e du féminisme dans son entreprise ? Comment agir, réagir, prévenir et gérer des pratiques sexistes ? Comment transformer l'environnement et la culture d'entreprise ? Loin du féminisme de marché, cet ouvrage défriche la critique féministe des entreprises en offrant une vision plus radicale des liens entre management et féminisme, et affirmant qu'il est possible et nécessaire de réinventer des modes d'organisation du travail véritablement féministes. Managers, dirigeant.e.s, RH, délégué.e.s du personnel et salarié.e.s, découvrez des pistes de réflexion et d'action pour transformer le monde du travail de façon à le rendre vivable pour toutes les femmes. Notre implication est fondamentale pour faire advenir un monde où le travail favorise l'émancipation de tou.te.s !.

Corporate culture. --- Feminism. --- Sex discrimination in employment. --- Sex role in the work environment. --- Women --- Employment.