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Jill Rubery - One of the best experts on this subject based on the ideXlab platform.
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advancing gender equality through european Employment Policy the impact of the uk s eu membership and the risks of brexit
Social Policy and Society, 2017Co-Authors: Colette Fagan, Jill RuberyAbstract:This article examines the development of the EU's gender equality framework of ‘hard’ and ‘soft’ law, including the incomplete gender mainstreaming of the European Employment Strategy. It highlights contradictions, rooted in political tensions between the social democratic principles which underpin the European Social Model, and the promotion of neo-liberal economic policies. It assesses the UK's role in shaping this European framework, and the framework's impact on the UK's Employment Policy. It concludes that Brexit will harm the pursuit of gender equality in the UK due to decoupling from the EU's equality framework and Policy pathway. An additional risk is greater insularity in UK Policy making through reduced exposure to the Open Method of Coordination. Brexit may, however, help progress gender equality in the rest of the EU if the outcome is greater unity focussed on an inclusive Employment Policy without the UK dragging its heels in favour of deregulated flexibility.
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the triumph of instrumental over equality Policy in european Employment Policy
Canadian Journal of Development Studies, 2017Co-Authors: Jill RuberyAbstract:This article presents an overview of shifts in European Union (EU) gender equality policies since the 1990s. It shows that attention to gender equality was increasingly justified on instrumental gr...
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reflections on gender mainstreaming an example of feminist economics in action
Feminist Economics, 2005Co-Authors: Jill RuberyAbstract:Abstract This article reviews the experience of gender mainstreaming within the European Employment Strategy – an experience that merits evaluation not only for what it has and has not done for fostering equal opportunities in Europe, but also for the implicit lessons it provides in applying feminist economics in practice. The experience has been mixed: though the argument that increasing women's Employment is critical to the achievement of Europe's aspirations for a higher Employment rate has been widely accepted, there is a much weaker and more fragile commitment to improving the quality of work available to women. In part, this limited impact reflects the continuing gender blindness of most Employment Policy analysis and development; there is a clear need for continued parallel development of feminist theory and analysis and more practical experiments in integrating a gender perspective into Policy programs.
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human resource management and the permeable organization the case of the multi client call centre
Journal of Management Studies, 2004Co-Authors: Jill Rubery, Marilyn Carroll, Fang Lee Cooke, Irena Grugulis, Jill EarnshawAbstract:ABSTRACT Despite the interest over recent years in the fragmentation of organizations and the development of contracting, little attention has been paid to the impact of the associated inter‐organizational relationships on the internal organization of Employment. Inter‐organizational relations have been introduced primarily as a means of externalizing – and potentially rendering invisible – Employment issues and Employment relations. In a context where inter‐organizational relationships appear to be growing in volume and diversity, this constitutes a significant gap in the literature that this paper in part aims to fill. The purpose of the paper is two‐fold: to develop a framework for considering the internal and external organizational influences on Employment and to apply this framework within a case study of a multi‐client outsourcing call centre. We explore the interactions between internal objectives, client demands and the use of external contracting in relation to three dimensions of Employment Policy: managing the wage‐effort bargain, managing flexibility and managing commitment and performance. It is the interplay between these factors in a dynamic context that provides, we suggest, the basis for a more general framework for considering human resource Policy in permeable organizations.
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equal opportunity for women and men and the Employment Policy of the eu a critical review of the european union s approach
Transfer: European Review of Labour and Research, 1995Co-Authors: Jill Rubery, Friederike MaierAbstract:At the Essen Summit the promotion of equality of opportunity for men and women was identified alongside the fight against unEmployment as the paramount tasks of the European Union and its member states. According equal priority to equal treatment and combating unEmployment should in principle do much to raise awareness of equality issues in discussions of labour market policies and labour market analysis. Higher Employment rates and reduced unEmployment, the objectives reaffirmed by the Essen summit, are essential for progress to be made towards equal treatment. However, equality of priority also implies recognising the potential contradictions between specific policies which may be advocated in the name of reducing unEmployment on the one hand, with the objective of increasing gender equality on the other. Our article is organised as follows: in the first section we discuss the analysis of the Employment problems faced by the EU and develop the argument, why the White Paper on Growth, Competitiveness and...
J Buchan - One of the best experts on this subject based on the ideXlab platform.
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the greying of the united kingdom nursing workforce implications for Employment Policy and practice
Journal of Advanced Nursing, 1999Co-Authors: J BuchanAbstract:The ‘greying’ of the United Kingdom nursing workforce: implications for Employment Policy and practice One in five nurses on the United Kingdom (UK) professional register is aged 50 years or older. Over the next few years, the profession will lose, through retirement, many of its most experienced practitioners. The significance for Policy makers and for employers of this age-shift is two-fold. Firstly it is clear that greater numbers of nurses and midwives are reaching, or soon will reach, potential retirement age. Secondly many more nurses are now reaching their middle years and they are likely to have different requirements and attitudes to nursing work. This paper examines the Employment Policy and practice of the ageing of the UK nursing population. The paper examines data from official sources, and information from attitudinal surveys and case studies with employing organizations to assess the major effects of the ageing of the nursing workforce. Key findings are that the age profile of those nurses working in the National Health Service appears to be ‘younger’ than that of the total population, with the age profile of nurses working in nursing homes and as practice nurses being older than that of the NHS nursing workforce. However, the overall age profile of NHS nurses masks considerable variation between specialties and trusts, and the ‘pool’ of potential nurse returners from which the NHS and other employers attempts to recruit, is declining in numbers, as it too ages. Other major issues requiring Policy attention are the provision of appropriate flexible hours to older nurses who have caring responsibilities, improving access to continuing professional development, and reducing pension provision inflexibility.
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The 'greying' of the United Kingdom nursing workforce: Implications for Employment Policy and practice
Journal of Advanced Nursing, 1999Co-Authors: J BuchanAbstract:One in five nurses on the United Kingdom (UK) professional register is aged 50 years or older. Over the next few years, the profession will lose, through retirement, many of its most experienced practitioners. The significance for Policy makers and for employers of this age-shift is two-fold. Firstly it is clear that greater numbers of nurses and midwives are reaching, or soon will reach, potential retirement age. Secondly many more nurses are now reaching their middle years and they are likely to have different requirements and attitudes to nursing work. This paper examines the Employment Policy and practice of the ageing of the UK nursing population. The paper examines data from official sources, and information from attitudinal surveys and case studies with employing organizations to assess the major effects of the ageing of the nursing workforce. Key findings are that the age profile of those nurses working in the National Health Service appears to be 'younger' than that of the total population, with the age profile of nurses working in nursing homes and as practice nurses being older than that of the NHS nursing workforce. However, the overall age profile of NHS nurses masks considerable variation between specialties and trusts, and the 'pool' of potential nurse returners from which the NHS and other employers attempts to recruit, is declining in numbers, as it too ages. Other major issues requiring Policy attention are the provision of appropriate flexible hours to older nurses who have caring responsibilities, improving access to continuing professional development, and reducing pension provision inflexibility.
Mark T Nance - One of the best experts on this subject based on the ideXlab platform.
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soft law hard law and european integration toward a theory of hybridity
2005Co-Authors: David M Trubek, Patrick M Cottrell, Mark T NanceAbstract:Abstract: This paper develops a conceptual framework for the analysis of hard and soft law that is drawn in part from recent work in the field of international relations. We examine the literature on the role of soft law, noting that scholars have approached this phenomenon in very different ways. We seek to unite insights from constructivist and rationalist theories of integration and apply them to the understanding of the role law and other normative orders and governance processes may play in European integration. We deploy this synthesis to analyze the two case studies, Employment Policy and fiscal Policy coordination, exploring the roles that law plays and paying special attention to the operation of hybrid constellations where hard and soft operate in the same Policy domain.
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soft law hard law and european integration toward a theory of hybridity
Social Science Research Network, 2005Co-Authors: David M Trubek, Patrick M Cottrell, Mark T NanceAbstract:This paper develops a conceptual framework for the analysis of hard and soft law that is drawn in part from recent work in the field of international relations. We examine the literature on the role of soft law, noting that scholars have approached this phenomenon in very different ways. We seek to unite insights from constructivist and rationalist theories of integration and apply them to the understanding of the role law and other normative orders and governance processes may play in European integration. We deploy this synthesis to analyze the two case studies, Employment Policy and fiscal Policy coordination, exploring the roles that law plays and paying special attention to the operation of hybrid constellations where hard and soft operate in the same Policy domain.
Mary Creaarsenio - One of the best experts on this subject based on the ideXlab platform.
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workforce integration of new graduate nurses evaluation of a health human resources Employment Policy
Health Policy, 2011Co-Authors: Andrea Baumann, Mabel Hunsberger, Mary CreaarsenioAbstract:Nurses constitute the largest healthcare profession in Canada, with over 340,000 registered nurses (RNs) and licensed practical nurses nationwide (CIHI 2010). In Ontario, licensed practical nurses are called registered practical nurses (RPNs). The nursing workforce has been vulnerable to economic fluctuations over the past 30 years. Healthcare restructuring during the late 1990s resulted in a decrease in the supply of nurses and a trend towards part-time (PT) Employment (Blythe et al. 2001). Early studies tracked Employment patterns of new graduate nurses in Ontario and demonstrated an increase in PT and casual Employment (Alameddine et al. 2006; Baumann et al. 2006a; Grinspun 2007). The severe acute respiratory syndrome (SARS) outbreak in 2003 showed the province had little surge capacity to respond to the epidemic and highlighted the issue of PT and casual nursing staff throughout Ontario (Naylor 2003; Walker 2004; Baumann et al. 2006b). In response to the PT trend, Policy makers created the Nursing Graduate Guarantee (NGG) to stimulate full-time (FT) Employment opportunities for new graduate nurses in Ontario. This paper presents the results of a study conducted over a three-year period to evaluate the NGG. The historical context for the development of the initiative is provided in a companion paper, “Policy to Practice: Collaboration in the Evolution of a Nursing Health Human Resources Policy” (Burkoski et al. 2011). The purpose of the current paper is to present facilitators and barriers to Policy implementation and to assess the impact of the NGG on FT Employment and workforce integration of new graduate nurses. Data were compared over time and summarized in annual reports (Baumann et al. 2008, 2009, 2010). Workforce integration is the process by which new graduates enter the workforce efficiently, effectively and with productive Employment. It includes the opportunity for FT Employment, being prepared for independent practice (skills and knowledge), adapting to the culture of an organization and integrating into the organizational system.
Colette Fagan - One of the best experts on this subject based on the ideXlab platform.
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advancing gender equality through european Employment Policy the impact of the uk s eu membership and the risks of brexit
Social Policy and Society, 2017Co-Authors: Colette Fagan, Jill RuberyAbstract:This article examines the development of the EU's gender equality framework of ‘hard’ and ‘soft’ law, including the incomplete gender mainstreaming of the European Employment Strategy. It highlights contradictions, rooted in political tensions between the social democratic principles which underpin the European Social Model, and the promotion of neo-liberal economic policies. It assesses the UK's role in shaping this European framework, and the framework's impact on the UK's Employment Policy. It concludes that Brexit will harm the pursuit of gender equality in the UK due to decoupling from the EU's equality framework and Policy pathway. An additional risk is greater insularity in UK Policy making through reduced exposure to the Open Method of Coordination. Brexit may, however, help progress gender equality in the rest of the EU if the outcome is greater unity focussed on an inclusive Employment Policy without the UK dragging its heels in favour of deregulated flexibility.