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... Among Norway's disabled workforce, for example, the percentage of part-time workers is greater than that of non-disabled workers, at 41 percent vs. 24 percent (AKU, 2017). An OECD report from 2010, in addition to studies from Europe and the US (Jones, 2007;Kruse & Schur, 2003;Pagan, 2007), reveals corresponding differences: although part-time work offers lower income and has more disadvantages than full-time work, a UK study found that part-time positions create opportunities for those with disabilities to enter into employment (Jones, 2007). Similarly, findings from a US study show "that the high rate of part-time employment among people with disabilities is driven primarily by the preference of many people with disabilities for part-time work" (Schur, Kruse, & Blanck, 2013: 53). ...
... Among Norway's disabled workforce, for example, the percentage of part-time workers is greater than that of non-disabled workers, at 41 percent vs. 24 percent (AKU, 2017). An OECD report from 2010, in addition to studies from Europe and the US (Jones, 2007;Kruse & Schur, 2003;Pagan, 2007), reveals corresponding differences: although part-time work offers lower income and has more disadvantages than full-time work, a UK study found that part-time positions create opportunities for those with disabilities to enter into employment (Jones, 2007). Similarly, findings from a US study show "that the high rate of part-time employment among people with disabilities is driven primarily by the preference of many people with disabilities for part-time work" (Schur, Kruse, & Blanck, 2013: 53). ...
... The informants' stories demonstrate that reduced work schedules and flexible working hours and conditions are crucial for people with disabilities and who may also have additional health issues to continue working. Working part-time is in itself a form of workplace adaptation (Jones, 2007). The combination of gainful employment and social security ensure both income and social participation. ...
Among the disabled workforce, many are engaged in part-time work. However, research regarding the relationship between disability and part-time work has only partially elucidated how people with disabilities who are in receipt of partial or graded disability pensions perceive and handle the combination of part-time work with their pension payments. This article addresses the narrated strategies employed by people with disabilities in managing part-time employment, drawing on interview data from 10 Norwegian citizens who worked part-time in addition to receiving a graded disability pension. The findings illustrate that flexibility and visibility are specific strategies that our informants implement when health issues and reduced working hours result in weakened connections to the workplace. The article demonstrates how the discourses around paid employment facilitate these strategies. By providing insight into people's narrated experiences of engaging in part-time work with disabilities, the article offers significant recommendations into the conditions necessary for people with disabilities to remain employed while also in receipt of graded disability pensions.
... To date, much of the literature on the disadvantage faced by people with disability has employed cross-sectional analysis (see for example, DeLeire 2000; Kidd et al. 2000;Wilkins 2004;Jones 2007). Cross-sectional analysis, however, says nothing about how the impacts of onset change over time and whether some individuals are better able to adapt to onset than others. ...
... A second contribution is in examining whether the high rate of part-time work among people with disability is causally linked to disability onset and whether, by conducting separate analysis by pre-onset employment status, it is due to down-shifting (movements from fulltime to part-time work). A common finding in the literature is that people with disability are much more likely than those without disability to be employed part-time (Schur 2003;Hotchkiss 2004;Wilkins 2004;Jones 2007). Studies by Schur (2003); Jones et al. (2006); and Jones (2007) on the reasons for the high prevalence of part-time work among people with disability find that it is due to a preference for part-time work and not due to discrimination. ...
... A common finding in the literature is that people with disability are much more likely than those without disability to be employed part-time (Schur 2003;Hotchkiss 2004;Wilkins 2004;Jones 2007). Studies by Schur (2003); Jones et al. (2006); and Jones (2007) on the reasons for the high prevalence of part-time work among people with disability find that it is due to a preference for part-time work and not due to discrimination. ...
... In addition, workers with disabilities are less likely to access employer-provided benefits like health insurance, retirement plans, and employer-provided training (e.g., Lustig & Strauser, 2004). More often, they are also likely to be in part-time, temporary, and other non-standard jobs that pay low wages and provide few benefits (e.g., Jones, 2007;Schur, 2003). Given these disparities in job outcomes, workers with disabilities commonly report lower levels of job satisfaction than workers without disabilities (e.g., ...
... Under such conditions, there is a lower chance a person would take the job offer (French & Song, 2014). Another possible labor market explanation for workplace disparities among people with disabilities is that they may have different job preferences like a desire for flexible work arrangements and part time work compared to workers without disabilities (e.g., Jones, 2007). Under such circumstances, ...
BACKGROUND: More than 1 in 4 adult Americans have a disability limiting their daily functioning to earn living wages. Meanwhile, the shortage of U.S. professionals in STEM fields persists because of underrepresentation of specific groups, such as racial and ethnic minorities, women, and people with disabilities. OBJECTIVE: The study investigates the determinants of wages among Americans with disabilities in non-STEM and STEM occupations to explore the feasibility of broadening their participation in STEM careers where they may earn higher wages and thereby, close the wage-gap with their non-disabled peers. METHODS: The study used a research design based on Mincer’s earnings regression model to analyze select variables as wage determinants based on data from the 2018 American Community Survey (ACS). RESULTS: While the findings suggest that within the Americans with disabilities group, working in a STEM occupation with a college degree in a STEM field was the best route to attain maximum wages, significant wage disparities exist compared to Americans without disabilities. CONCLUSION: Implications of the findings for Vocational Rehabilitation providers are discussed.
... In addition, they are less likely to receive employer-provided benefits such as health insurance, pension plans [24,25], and employer-provided training, and they are less likely to participate in workplace decisions, although they report similar access to promotion opportunities [14]. They are more likely to be in part-time, temporary, and other non-standard jobs that often provide low pay and few benefits [3,6,[26][27][28], although they are not more likely to work in jobs with flexible hours [3,29]. Reflecting these disparities in job outcomes, workers with disabilities generally report lower levels of job satisfaction than workers without disabilities [14,[30][31][32]. ...
... Another non-discrimination theory applicable to workplace disparities is that employees with disabilities may have systematically different job preferences than employees without disabilities-for example, due to medical concerns they may have a greater need and desire for flexible work arrangements and part-time work [26,27]. One consequence may be that many people with disabilities accept some disparities as a compensating differential for other desired job characteristics, such as lower pay in exchange for greater flexibility. ...
Purpose This article presents new evidence on employment barriers and workplace disparities facing employees with disabilities, linking the disparities to employee attitudes. Methods Analyses use the 2006 General Social Survey to connect disability to workplace disparities and attitudes in a structural equation model. Results Compared to employees without disabilities, those with disabilities report: lower pay levels, job security, and flexibility; more negative treatment by management; and, lower job satisfaction but similar organizational commitment and turnover intention. The lower satisfaction is mediated by lower job security, less job flexibility, and more negative views of management and co-worker relations. Conclusion Prior research and the present findings show that people with disabilities experience employment disparities that limit their income, security, and overall quality of work life. Technology plays an increasingly important role in decreasing employment disparities. However, there also should be increased targeted efforts by government, employers, insurers, occupational rehabilitation providers, and disability groups to address workplace barriers faced by employees with disabilities, and by those with disabilities seeking to return to work.
... Those with a health problem have higher rates of part-time employment, which itself tends to attract lower wages than full-time work. Jones (2007) has suggested that part-time work offers a means for disabled people to participate in employment in a way that accommodates them more effectively. Thus, given the major wage deficit associated with part-time jobs (Manning and Petrongolo 2008), greater access to employment by these means might actually serve to increase disabled people's wage gaps. ...
... 4d) might self-select themselves in occupations that most suit their conditions and where they do not suffer a decrease in productivity. This implies that, as withJones's (2007) argument relating to part-time work, there may be trade-offs between participating in the labor market at all, and participating without productivity deficits through concentration into lower paid occupations. ...
Using the UK Labour Force Survey, we study wage gaps for disabled men after the introduction of the Disability Discrimination Act. We estimate wage gaps at the mean and at different quantiles of the wage distribution and decompose them into a part explained by differences in workers' and job characteristics, a part that can be ascribed to health-related reduced productivity, and a residual part. The large original wage gaps reduce substantially when we control for differences in education and occupation, although significant residuals remain. However, when we isolate productivity differences between disabled and nondisabled workers, the residual wage gap becomes insignificant in most cases.
... This stems primarily from working zero hours (sickness leave) and not from working fewer hours. As previously shown, working fewer hours can help accommodate a work-limiting disability [47] and therefore this finding may suggest a lack of accommodation by employers of Long COVID at work. ...
Background
The COVID-19 pandemic has had enormous implications for the world of work. However, there has been relatively little focus on the employment and workforce challenges of the virus in relation to workforce health, beyond the immediate management of the spread of the disease. There is an important gap in understanding the ongoing workforce issues created by the significant incidence of Long COVID in the population.
Aim
This paper examines the effects of Long COVID on employment and workers’ mental health to contribute to understanding of work-limiting health conditions and to offer policy implications for COVID-19 and similar health conditions on employment and the workforce.
Methods
A large national panel study for the UK is used to estimate the likelihood of exiting employment as well as on changes in working hours and general mental health and happiness of those who remain in work. The sample includes individuals 16 years and older who were in employment in January/February 2020 and followed during the pandemic 2020–2021. Long COVID is self-reported in the data. Informed by conceptual consideration of employment protection in the UK, two groups of individuals with Long COVID are defined based on the duration of symptoms. Group 1 has Long COVID 5–28 weeks after an infection with COVID-19, which is up to the maximum length of Statutory Sick Pay in the UK. Group 2 has symptoms for 29+ weeks, which is beyond the statutory entitlement to sickness pay. Panel regression models are fitted both with fixed-effects and random-effects. Individual and job characteristics are used as controls Those with no COVID-19 symptoms are the reference group.
Results
In between-person comparison, Group 2 is at higher risk of exiting employment compared to those with no COVID-19 symptoms. Between-person estimates of mental health and well-being show negative effects of Long COVID for both groups but these are greatest in Group 2. Within-person estimates suggest that factors associated with earnings mediate the negative Long COVID effects on mental health in Group 1 and that Group 2 adapts to working with Long COVID. Group 1 is at risk of working zero hours (i.e. being on sick leave) but neither Group 1 nor Group 2 have a higher probability of working fewer hours compared to those with no COVID-19 symptoms. The negative impact of Long COVID on working hours stems primarily from working zero hours (sickness leave) rather than working fewer hours, suggesting a lack of accommodation by employers of Long COVID at work.
Policy implications
The extension of Statutory Sickness Pay and greater flexibility to manage partial (returns to) work would help preserve employment and mental health. Those with Long COVID for 12 months are likely to meet the definition of disability and so have a right to receive reasonable workplace adjustments.
... The fact that a higher proportion of people with disabilities have full-time and permanent contracts, which are usually considered quality contracts, could be seen as a positive result. However, given the special needs of many people with disabilities, having a temporary or part-time job, far from being discriminatory, can promote their labour market integration, as they provide a way to accommodate their disabilities (Schur 2003;Hotchkiss 2004;Jones 2007;Pagan 2007). Considering the low employment rate of people with disabilities in Spain, their lower rates of temporary and part-time employment may indicate that temporary and part-time contracts among graduates with disabilities are not sufficiently promoted. ...
... Firstly, the consequences will be influenced by the extent of segregation and segmentation. Some sectors are more cyclically vulnerable (a feature that was particularly relevant for the COVID-19 lockdowns) so, to the extent that MH disabled people are more concentrated in these sectors, they will suffer more job losses ( Gore and Parcker, 2009;Jones, 2007;Kaye, 2010 ). However, the over-representation of MH disabled workers in public sector jobs, especially in health and education, may also have protected them because these jobs continued to operate throughout the pandemic, and even saw increased demand for labour. ...
People with long-term mental health problems that affect their daily activities are a growing proportion of the UK working population and they have a particularly low employment rate. We analyse gaps in labour market outcomes between mental health disabled and non-disabled people during the COVID-19 pandemic in the UK. We also decompose the outcome gaps in order to explore the relative importance of different factors in explaining these gaps. Our results suggest that the employment effects of the pandemic for mental health disabled people may have been temporary. However, they were more likely to be away from work and/or working reduced hours than people without a disability. Workers with mental health disability were over-represented in part-time work and in caring, leisure and other service occupations, which were disproportionately affected by COVID-19 and the economic response. This is important new evidence on the contribution of segmentation and segregation in explaining the labour market position of people with mental health disability. The longer term effects of the pandemic were still not apparent at the end of our analysis period (2021:Q3), but the concentration of disabled workers into cyclically sensitive sectors and part-time work means that they will always be particularly vulnerable to economic downturns.
... Academic and policy attention has focused on the DEG, the percentage point difference in the employment rate between disabled and non-disabled people, which at about 30 percentage points is both large and enduring (see, for example, Baumberg et al., 2015). Conditional on employment, disabled workers have also been found to be more likely to work part-time (Jones, 2007) and in self-employment (Jones and Latreille, 2011) with these differences potentially leading to greater susceptibility to COVID-19-related labour market consequences (see, Blundell et al., 2020 for evidence on the disproportionate impact on the self-employed). Further, there is evidence of a sizeable DPG (Longhi et al., 2012) likely to reinforce this sensitivity given evidence of a disproportionate COVID-19 impact on the low paid (see, Blundell et al., 2020). ...
The economic impact of COVID-19 has exacerbated inequalities in society, but disability has been neglected. This paper contributes to this knowledge gap by providing a comprehensive analysis of the differential labour market impact of COVID-19 by disability in the UK. Using data from the Labour Force Survey before and during the pandemic it estimates disability gaps in pre-pandemic risk factors, as well as changes in labour market inequality nearly one year on. Disabled workers are found to face higher COVID-19-related economic and health risks, including being more likely to work in ‘shutdown’ industries, and in occupations with greater proximity to others and exposure to disease. However, established measures of inequality, including the disability employment and pay gap suggest limited impact of COVID-19 in 2020. Nevertheless, the increase in the probability of being temporarily away from work, even among otherwise comparable workers, is 40% higher for disabled workers and consistent with disproportionate use of the government's job retention scheme. While the reasons for this are likely to be complex, there is a risk that it will contribute to future disability-related labour market inequality.
... From a financial capital perspective, the fact that those with disabilities are more likely than those without to live in poverty (ILO, 2019) lends credibility to the expectation that resource deficit may also blight some disabled people's enterprises (Cooney, 2008;Jones and Latreille, 2011). This is consistent with research that has found that a greater share of enterprises created and operated by disabled people tend to be self-employment based or micro-firms than enterprises operated by non-disabled people (EMDA, 2009), and that they are more likely to operate from home (Cooney, 2008), and be part-time (Jones, 2007;Larsson, 2006). Despite these, there is parallel assertion that enterprise is a particularly appropriate work context for those disabled or otherwise limited by ill health (Jones and Latreille, 2011). ...
Purpose
This paper aims to explore experiences of poverty in the enterprise amongst people with a disability or long-term health challenges. This paper departs somewhat from established wisdom about economic or financial drivers of enterprise by exploring why a disabled individual would start and continue to operate in a business where that business is providing income-poverty. In so doing, it subscribes to the idea that the enterprise involves reflexive engagement of an agent in context where value(s) of the enterprise other than financial may be prioritised.
Design/methodology/approach
The research draws from a larger qualitative study of self-employment and poverty in which half the sample (21 individuals) identified as experiencing disability or poor health. Semi-structured interviews were conducted these participants and a thematic analysis with specific reference to Theory of Venturing, which proposes that the value of enterprise is reflexively and idiosyncratically understood and morphogenetic, was used to explore itinerant issues, experiences and challenges.
Findings
In line with the theory, findings include that disability and poor health are observed to be both prompters and shapers of an enterprise and that the value of enterprise is not always primarily associated with financial wealth for the participants in the sample. Flexibility and autonomy are attractive features of self-employment for some in the face of an inflexible and sometimes hostile labour market.
Originality/value
This paper demonstrates that engaging in enterprise is motivated by an agent's reflexive evaluation of value(s) and how that enables them to navigate their structural condition(s); this contribution enhances theoretical approaches to enterprise and business creation by illuminating some of its diversity. This paper also contributes some much needed data about a group who are under-represented in the enterprise literature despite being over-represented in practice. There are implications and recommendations for policy and practice in the exposure and analysis of the issues emerging.
... Exploring the effect of disability on labor-market outcomes has involved objective features, such as employment rate [30], type of employment [35], hours of work [36], and wages [26,31]. On the other hand, we observe less research on the subjective well-being of workers with disabilities, such as job satisfaction. ...
This paper explores the association between job satisfaction and gender for workers with disabilities, using data from the Panel Survey of Employment for the Disabled, which interviews officially registered persons with disabilities in Korea. To take full advantage of the longitudinal data, we apply random-effects ordered probit models to investigate the underlying factors that affect gender differentials in job satisfaction. Our findings reveal that merely different work values between women and men do not account for the significantly higher job satisfaction among women. We suggest that workers’ expectations play a role in explaining why female workers are happier in the workplace than their male counterparts; that is, holding other factors constant, women’s expectations from jobs are lower than men’s. This hypothesis is partially supported by the empirical analyses that gender differentials diminish among the highly educated workers, for whom there is less likely to be a gender gap in terms of job expectations.
... It has been shown that people with disabilities report high job insecurity, are less likely to receive employer-based benefits, and are more likely to be laid off (Harih and Vujica-Herzog 2019;Mitra and Kruse 2016;Schur et al. 2009). Studies have shown that workers with disabilities are more likely to work in part-time jobs, which often provides low paid work, and also does not allow flexible hours (Jones 2007;Presser and Altman 2002). All this leads to low job satisfaction among workers with disabilities (Jones 2016). ...
Workers with disabilities are still lagging in employment rates compared to the healthy workforce. Those workers are also more sensitive for stress at work and possible injuries that are usually connected with non-adequate workplace design. Generally, absenteeism presents high costs for companies and costs can be even higher if injuries at work occur. Therefore, companies face the problem of identifying a suitable workplace for workers with disabilities, and supplying the needed requirements.
The purpose of our research was to develop a decision support system that would aid in the process of identifying and categorizing disabilities of workers, and assigning the most suitable workplace with needed requirements in an integrated work environment to ensure high safety, productivity and satisfaction. Developed decision support system is also a step toward prevention of injuries at work. The usefulness of the system has been shown in a case study of a large sized production company.
Practitioner Summary: The purpose of our research was to develop a decision support system that would aid companies to identify a suitable workplace for workers with disabilities with needed requirements in an integrated work environment to ensure high safety, productivity and satisfaction with lower costs.
... It has been shown that people with disabilities report high job insecurity, are less likely to receive employer-based benefits and are more likely to be laid off [5,6]. Studies have shown that workers with disabilities are more likely to work in part-time jobs, which often provides low paid work and also does not allow flexible hours [7]. All this leads to low job satisfaction among workers with disabilities [8]. ...
Data shows that workers with disabilities are still lagging in employment rates compared to healthy workforce. They report high job insecurity, are less likely to receive employer-based benefits, are more likely to be laid off and are also more likely to work in part-time jobs. Since many companies do not employ ergonomists, employers have a problem to identify a suitable workplace, yet alone to propose the needed accommodations. To mitigate these problems, we developed a decision support system that aids in the whole process of categorizing and identifying disabilities of workers and assigns a suitable workplace in an integrated work environment inside the company to ensure high safety, productivity and satisfaction of workers and employers.
... In an effort to obtain stronger identification of Equations (1) and (2), we employ exclusion criteria. Jones (2007), to identify the FT/PT equation in her study of part-time employment among disabled persons in the United Kingdom, argues that such a variable is whether the respondent changed residences in the past 12 months. The conceptual argument for including this variable in the WK/NW equation but not in the FT/PT equation is that a change in residence is likely to affect participation due to the move, but unlikely to affect the preferences for working full-time. ...
We estimate the labor force participation and the full‐time and part‐time work decisions of female registered nurses (RNs) and find higher wages are not a significant factor to (a) increase the likelihood of working nor (b) to encourage full‐time work. Another key factor is age which, given the aging of the RN population, foreshadows dwindling labor supply. This, while demand for RNs is predicted to continue to rise, will exacerbate labor shortages in the market for RNs. The results also offer insight to explain the reduction in labor supply wage elasticities for female workers in general in the United States. (JEL I11, J22, J44)
... Among those who do work, 31% of carers work part-time compared to 18% of non-carers, suggesting that for many, this type of work is chosen so as to allow them to (continue to) work. Part-time work has previously been found to be an important 'accommodating device' among the disabled themselves (Jones, 2008), and the WHS suggests this is mirrored for carers. A similar logic has also been proposed for the higher incidence of self-employment among the disabled , and this too receives some support from the data. ...
A Picture of the Work and Well-Being of Working Age Carers in Wales: Evidence from the Welsh Health Survey
... People with disabilities tend to be employed for fewer hours than peers without disabilities (Bruyère, Erickson and VanLooy, 2000), and are over-represented in entry-level and part-time jobs (Kaye, 2009;Schur et al., 2009). Furthermore, underemployment, where an individual's skills and education are underutilized (Feldman, Leana and Bolino, 2002), is more prevalent among workers with disabilities (Jones, 2007;Kaye, 2009). ...
Workers with disabilities are understudied compared with other groups covered by equal employment legislation and diversity management. Among limited research, little attention has been devoted to these people’s experiences with utilizing their knowledge and skills at the workplace. This study addresses this gap by exploring contributors to underutilization of workers with disabilities. Based on analysis of a nationally representative sample, we find that work disruptions are positively associated with underutilization and the effects are stronger for people with childhood disability onset than for those with adult disability onset. We also find that number of friends is negatively related to underutilization and the effect is stronger for people with adult disability onset than for those with childhood disability onset. These findings contribute to research on disability and underemployment.
... For the bivariate probit model with selection, due to non-linearity of the model, the parameters are identified in cases where both equations have the same independent variables. However, such models can present estimation difficulties and weak identification (Hotchkiss, 2004;Jones, 2007). As such, this model is fully identified if one variable is included in the selection equation (AI) that is not in the ETSS equation. ...
Adoption and associated profitability of advanced breeding technologies are analyzed for US dairy farms. We account for correlation and selection associated with breeding technology adoption decisions. The bivariate probit model with selection is used to model adoption decisions and least squares with extended correction terms is used for profit, productivity, and cost equations. Results show that more specialized farms with younger, more educated operators having longer planning horizons are more likely to adopt advanced breeding technologies. Artificial insemination positively impacted farm profit and negatively impacted cost of milk production, while advanced breeding technologies positively impacted milk produced per cow.
... One option for such workers may be shortening their hours of work. Jones (2007) poses an interesting question: does part-time employment provide a way of accommodating a disability, rather than reflecting marginalisation of disabled people by their employers? Evidence from the Labour Force Survey revealed that 11 per cent of disabled male employees work part time, compared with five per cent of non-disabled male employees; and 49 per cent of disabled female employees, compared with 39 per cent of non-disabled female employees. ...
... People with disabilities tend to be employed for fewer hours than peers without disabilities (Bruyère, Erickson and VanLooy, 2000), and are over-represented in entry-level and part-time jobs (Kaye, 2009;Schur et al., 2009). Furthermore, underemployment, where an individual's skills and education are underutilized (Feldman, Leana and Bolino, 2002), is more prevalent among workers with disabilities (Jones, 2007;Kaye, 2009). ...
This study examines whether employment status and workplace accommodations are associated with perceived well-being among workers with disabilities. Data from the 2006 Participation and Activity Limitation Survey conducted by Statistics Canada were used to test the relationship between employment status, receipt of workplace accommodations and well-being. Findings indicated that fully utilized permanent employees showed greater life satisfaction and less perceived disability-related discrimination than either temporary workers or permanent workers who were underemployed. These findings support the theory that inadequate employment is associated with deleterious effects on employee well-being due to inferior need fulfilment and reduced social status. Workplace accommodations were associated with higher levels of well-being for all workers with disabilities and helped to mitigate the negative effects of temporary status and underemployment. These findings supported the theoretical extension of main effect and buffering models of workplace stress to the prediction of perceived workplace discrimination.
... For the bivariate probit model with selection, due to non-linearity of the model, the parameters are identified in cases where both equations have the same independent variables. However, such models can present estimation difficulties and weak identification (Hotchkiss, 2004;Jones, 2007). As such, this model is fully identified if one variable is included in the selection equation (AI) that is not in the ETSS equation. ...
... The employment and earnings of workers with disabilities has received significant attention from contemporary scholars (Burns and Gordon, 2010;Bruyère et al., 2006;Bučiūnienę and Kazlauskaitę, 2010;Burkhauser et al., 1995;Campolieti and Krashinsky, 2006;Hum and Simpson, 1996;Jones, 2007;Loprest and Maag, 2007;Mok et al., 2008;Moore et al., 2010;Randolph, 2004;Schur, 2002Schur, , 2003. However, relatively little research has focused on the relationship between employment status and the psychological well-being of individuals with disabilities. ...
Purpose
The purpose of this paper is to examine whether the different employment statuses of under‐employment, temporary employment, unemployment and non‐participation in the labor force are associated with perceived well‐being among persons with disabilities.
Design/methodology/approach
The authors used data from the 2006 Participation and Activity Limitation Survey (PALS) conducted by Statistics Canada to develop six categories of employment status. OLS regression analysis was used for hypothesis testing.
Findings
Findings indicated that fully utilized permanent employees show the highest level of life satisfaction while unemployed persons searching for work have the lowest levels of life satisfaction and the highest levels of perceived workplace discrimination. Permanent employees whose skills are greatly underutilized show the second‐lowest level of life satisfaction and equally high perceived workplace discrimination as unemployed persons. Non‐participants in the labor force show life satisfaction levels similar to those of permanent moderately underutilized employees as well as temporary employees, but report relatively little workplace discrimination.
Originality/value
The study links vocational status to the psychological well‐being of persons with disabilities in a large representative sample covering the full spectrum of disability types and occupational statuses. As such, it validates conclusions from smaller studies examining single organizations or focusing on workers with specific types of disabilities.
... Those with a health problem have higher rates of part-time employment, which itself tends to attract lower wages than full-time work. Jones (2007) has suggested that part-time work offers a means for disabled people to participate in employment in a way that accommodates them more effectively. Thus, given the major wage deficit associated with part-time jobs (Manning and Petrongolo 2008), greater access to employment by these means might actually serve to increase disabled people's wage gaps. ...
Using the UK Labour Force Survey, we study wage gaps for disabled men after the introduction of the Disability Discrimination Act. We estimate wage gaps at the mean and at different quantiles of the wage distribution, and decompose them into the part explained by differences in workersÂ’ and job characteristics, the part that can be ascribed to health-related reduced productivity, and a residual part which we can more confidently interpret as discrimination. For physically disabled workers, most of the wage gap can be attributed to differences in productivity, while for mentally disabled people we find evidence of wage discrimination.
... Jones (2005b) identifies a significantly higher concentration of disabled workers in part-time employment and Boylan and Burchardt (2002) and Jones and Latreille (2006) find disabled workers are also concentrated in self-employment. As Boylan and Burchardt (2002) note, this is partly a result of differences in characteristics, but Jones (2005b) and Jones and Latreille (2006) find that a significant gap is unexplained in both cases. They argue that the concentration is predominately a result of accommodating features of these non-standard forms of employment rather than employer discrimination. ...
By international standards, rates of disability in Britain are high, and employment rates for the disabled are low. This paper reviews the impact of disability on labour market outcomes in Britain. The British situation is firstly set in a legislative and policy context. The paper then highlights key themes in the growing evidence focusing on the relationships between disability and labour market outcomes. Finally, important areas for future research are highlighted.
While it is well‐known that employees with disabilities have significantly more negative work experiences compared to other employees, research geared towards understanding how employers could improve some of these experiences is still underdeveloped. To advance this research agenda, this study investigates links between five distinct types of discretionary arrangements (work discretion, scheduling discretion, part‐timing, homeworking and pay for individual performance), and outcomes related to work experiences and the wellbeing of employees with disabilities (job satisfaction, perception of fairness, recognition, motivation, engagement, work stress and work‐life interference). To explore these links, we use data from the European Working Conditions Survey (2015). We find that not all work arrangements that increase discretion at the workplace have a positive impact on employees with disabilities and that some can be especially detrimental. By unpacking the multiple ways in which various types of discretion at the workplace affect employees with disabilities, this study not only makes a theoretical contribution but also provides employers who aim to improve the working experiences of employees with disabilities with some empirical evidence to help them take more inclusive actions.
The Handbook for the Future of Work offers a timely and critical analysis of the transformative forces shaping work and employment in the twenty-first century. Focusing on the past two decades, the handbook explores how technological advancements, automation and a shifting capitalist landscape have fundamentally reshaped work practices and labour relations. Beyond simply outlining the challenges and opportunities of automation, the handbook integrates these emerging realities with established discussions of work. Importantly, it moves beyond dominant technology-centric narratives, probing into broader questions about the nature of capitalism in a time of crisis and the contestation for alternative economic models. With contributions from established and emerging authors, based in institutions around the world, the handbook offers a systematic overview of the developments that have sparked radical shifts in how we live and work, and their multifaceted impacts upon social relations and identities, practices and sectors, politics and environments. The handbook is unique in its exploration of the potential for economic transformations to reshape the centrality of work in our social and political imaginaries. A useful resource for students and researchers, the handbook serves as an essential guide to this new intellectual landscape.
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As in the field of assistive technologies, the eye-tracking devices have occupied a major role, the next chapter proposes a model of implementation of such technologies, as an everyday tool, used by people with severe physical impairments, while analyzing their overall life satisfaction, in order to provide insights of how eye-tracking technologies can enhance life perception and satisfaction. Types of eye-tracking technologies are presented, along with their operational models, advantages, disadvantages and user recommendations. One of the models was used to analyze life satisfaction of physically disabled adults, in a before and after study. In general, physically disabled people, with a severe degree of their disabilities, do not have access to many ways in which they can communicate with their caregivers. This is why, the eye-tracking technology may become an indispensable tool, that comes as a replacement of their ability to speak. Although the possibility to communicate through assistive technology may sound good, it may request assistance and help in order to set, learn and master the assistive technology. This may be the main obstacle that the families or caregivers may encounter. Thus, the entire process of setting the technology, providing assistance and learning to master an eye-gaze technology is analyzed and presented in detail. The chapter ends with overall recommendations on how to implement an eye-gaze technology, in order to enhance life satisfaction of physically disabled persons.
Objectives:
This paper investigates the relationship between part-time and full-time employment and mental health for people with and without disability, as well as differences in the relationship by age and sex.
Methods:
Using data from 13,219 working-aged people (15-64 years) in the labour force who participated in five annual waves of a longitudinal cohort study in Australia, the analysis used fixed effect regression models to examine within-person changes in mental health associated with changes in employment status (full-time; part-time; unemployed). Differences in the relationship between employment status and mental health by disability, sex, and age were assessed.
Results:
Among people with disability, there was evidence that working part-time and full-time were associated with a 4.2-point (95% CI 2.6, 5.7) and 6.0-point (95% CI 4.4, 7.6) increase in mental health scores compared with when they were unemployed. For people without disability, there were much smaller differences in mental health associated with working part-time (β = 1.0, 95% CI 0.2, 1.9) and full-time (β = 1.4, 95% CI 0.5, 2.2) compared with when they were unemployed. The positive effects of both part-time and full-time employment were of greater magnitude for people with disability aged younger than 45 years compared to those aged 45 years and older.
Conclusions:
The results of this study suggest that both part-time and full-time employment may have beneficial effects on the mental health of people with disability, particularly for younger people. The findings underscore the value of employment for people with disability, given we found much larger beneficial mental health effects in comparison to people without disability.
The transition to adulthood is an important process with implications for inequality. Both those with disabilities and those who age of out of foster care are vulnerable during this transition. This project examines the intersection of these groups, exploring employment, education, and disability benefit receipt, the supports these youth receive, and how these supports may mitigate risk in this transition. Findings suggest that those with emotional or mental disabilities face employment risks in the transition to adulthood, and that services may mitigate some of this risk and present unique benefits for youth with disabilities. For example, the odds of employment are greater and the odds of receiving disability benefits are lower among those who receive academic supports (orFTE=1.3, orSSI/SSDI=0.7), post-secondary supports (orFTE=1.3, orSSI/SSDI=0.8), education financial assistance (orPTE=1.3, orSSI/SSDI=0.7), and career services (orPTE=1.3, orSSI/SSDI=0.7). These services should be prioritized for funding, especially education financial assistance as a lower proportion of youth with disabilities receive than their non-disabled peers.
Poor health in the workforce is costly to employers and the economy. This is partly due to health problems causing people to spend less time at work but is also due to people being less productive while at work. In this paper, we investigate the causes of dysfunctional presenteeism, defined as reduced productivity at work due to health problems. We find that both physical and mental health significantly predict the probability of dysfunctional presenteeism, and the effects of mental health problems seem to be worse than physical health. In comparison, changes to most other characteristics have little or no effect.
This paper assesses disabled employees’ likelihood of working from home relative to non‐disabled employees, and the implications of doing so for their experiences of work. Analysing British nationally representative data, the findings suggest that disabled employees are less likely to work from home than non‐disabled employees, given they are disproportionately excluded from the higher‐paying and/or managerial roles in which working from home is more widely available. In addition, organizations in which working from home is more commonplace do not employ a higher proportion of disabled people. The results also confirm disabled employees report poorer experiences of work than non‐disabled employees regarding job control, job‐related mental health, job satisfaction and work–life balance. Although working from home is positively associated with these outcomes (except for work–life balance) for both disabled and non‐disabled employees, there is very little evidence it is associated with smaller disability gaps in these outcomes. Therefore, our analysis questions the potential for working from home to reduce disability disadvantage within organizations, and highlights the need for more substantial action to address the barriers to employment that disabled people encounter.
Este tomo presta atención y profundiza en la situación de diversos grupos que requieren especial protección de cara a la garantía real y sustantiva de los derechos sociales, poniendo a disposición de quienes leen, una serie de elementos, argumentos y herramientas para incluir estos grupos dentro de la discusión sobre derechos sociales. Comenzando con la exploración de las formas que las constituciones de diferentes países utilizan para fomentar la igualdad de derechos en sus países, este tomo presenta reflexiones en torno al rol de la Constitución en la garantía de los derechos sociales de pueblos indígenas, mujeres; niños, niñas y adolescentes; personas con discapacidad y personas adultas mayores.
The article examines the link between workplace disability (WD) and workplace job satisfaction (JS) using data from WERS2011. Controlling for a rich set of workplace characteristics including organisational culture, the study finds a significant negative relationship between JS and the share of disabled respondents within workplaces. Notably, Seemingly Unrelated Regression (SUR)-based analysis distinguishing between disabled and non-disabled respondents reveals that the negative relationship found is specific to non-disabled respondents. Moreover, disability equality policies are found to be significantly positively related with disabled respondents’ JS while they are negatively related with the JS of their non-disabled counterparts. The article ponders if there is a co-worker aspect to the WD–JS link and whether HR policies may need to take heed of co-worker dynamics in this respect.
Using unique questions introduced into the 2011 British Workplace Employment Relations Study, a detailed matched employee–employer survey, this article compares disabled and non‐disabled employees’ experience of the 2008–2009 recession to contribute a cyclical perspective on disability‐related disadvantage at work. We find that disabled employees are more likely to report recession‐induced changes to workload, work organization, wages and access to training, even after controlling for personal, job and workplace characteristics. There is limited evidence that workplace equality characteristics moderate these relationships to protect disabled employees. These findings have particular resonance in the context of the COVID‐19 recession.
This chapter presents an overview of some of the most important topics arising from the confluence between labour economics and ageing, and focuses on the labour market participation of older people. It sets out the scope of labour economics with respect to individual ageing and alternative views and definition of ‘older’ workers. The chapter also raises aspects of supply and demand, paid employment, unemployment, job search and scarring effects, voluntary work, and inactivity—including a focus on retirement.
On 31st October, 2016 the UK Government published Improving Lives – The Work, Health and Disability
Green Paper and began a national consultation on work and health. This report summarises work done by
social and economic researchers at Cardiff University which we think will be helpful for policy-makers and
practitioners who wish to contribute to the consultation and to wider debate about the ways in which the
lives of disabled people might improve. In particular, it provides data and analysis which help us to understand
how the Government’s aim of halving the disability employment gap can be achieved where past and existing
polices and approaches have failed.
This paper examines the dynamic relationship between work-limiting disability and labour market outcomes using longitudinal data created by matching individuals in the Local Labour Force Survey (2004–10). By applying event-study methods, changes in employment are traced through the onset of, and exit from, disability. These relationships are examined between subgroups of the population, including those defined by the nature and severity of disability. For most groups we find evidence of asymmetry in the impact of onset and exit: employment is significantly reduced at onset and continues to decline post-onset whereas, after controlling for unobserved heterogeneity, exiting disability has a limited effect.
A large and enduring employment gap attaches to impairment and disability. Nevertheless, disability remains a neglected area of research in both labour economics and sociology of work when compared to other protected groups. The government has looked to health professionals (Dame Carol Black, and Sir Michael Marmot), rather than to social scientists, for policy advice, including in relation to the workplace. The Black Review charts an improvement in employment prospects for those reporting disability (1998–2007), a reversal of a prior trend. The purpose of this study is to uncover and disentangle the drivers of employment growth for those reporting disability. The effects of changes in group characteristics, some of which may be linked to an increase in the rate of ill health reporting, are considered; and also the effects of changes in the employment structure towards flexible working, the public sector and non-manual jobs. The analysis extends to 2011 to capture the effects of the recession.
Lipoprotein(a)-hyperlipoproteinemia (Lp(a)-HLP) is a major risk factor for cardiovascular disease (CVD), which is not affected by treatment of other cardiovascular risk factors. This study sought to assess effect of chronic lipoprotein apheresis (LA) on the incidence of cardiovascular events in patients with progressive CVD receiving maximally tolerated lipid lowering treatment.
In a prospective observational multicenter study 170 patients were investigated, who commenced LA due to Lp(a)-HLP and progressive CVD. Patients were characterized regarding plasma lipid status, lipid lowering drug treatment, and variants at the LPA gene locus. Incidence rate of cardiovascular events 2 years before (y-2 and y-1) and prospectively 2 years during LA treatment (y+1, y+2) were compared. Mean age of patients was 51 years at the first cardiovascular event and 57 years at the first LA. Before LA mean LDL-C and Lp(a) were 2.56±1.04 mmol*l(-1) (99.0±40.1 mg*dl(-1)) and Lp(a) 3.74±1.63 µmol*l(-1) (104.9±45.7 mg*dl(-1)), respectively. Mean annual rates for major adverse coronary events (MACE) declined from 0.41 for 2 years before LA to 0.09 for 2 years during LA (p<0.0001). Event rates including all vascular beds declined from 0.61 to 0.16 (p<0.0001). Analysis of single years revealed increasing MACE-rates from 0.30 to 0.54 (p=0.001) for y-2 to y-1 before LA, decline to 0.14 from y-1 to y+1 (p<0.0001) and to 0.05 from y+1 to y+2 (p=0.014).
In patients with Lp(a)-HLP, progressive CVD and maximally tolerated lipid lowering medication LA effectively lowered the incidence rate of cardiovascular events.
www.germanctr.de; Identifier: DRKS00003119.
Matched employee–employer data from the 2004 Workplace Employment Relations Survey are used to examine differences in work-related perceptions between disabled and non-disabled employees. Even after accounting for differences in personal, job and workplace characteristics, disabled employees are found to hold more negative views on the treatment of workers by managers and, consistent with this, they express less job satisfaction and commitment towards their organization. The influence of disability is also examined across workplaces defined by sector, the presence of disability-related policies and practices, and employee views of management to explore the role of corporate culture.
This article utilizes the panel element of the UK Labour Force Survey (LFS) to identify for individual regions total inflows and outflows and hazards for those individuals paid at or below the National Minimum Wage (NMW). In particular, it examines the extent and direction of the correlation between low-pay inflows and outflows and the economic cycle. Further, it examines the impact of regional variations in the bite of the NMW on regional flows into and out of the NMW.
This article examines the self-employment decision for disabled and nondisabled workers in the UK. Using Labour Force Survey (LFS) data, it is found that self-employment may provide an important means by which those with work-limiting disabilities can accommodate their impairment.
This study uses data from the Welsh Health Survey to examine issues of disability/health measurement and its impact on labour market outcomes. The data suggest that self-reported disability, general health and summary composite measures of physical and mental health are broadly consistent both in measurement and predictions for labour market outcomes. This consistency in measurement is also demonstrated at the local level but the employment disadvantage associated with disability is found to vary considerably within Wales.
This paper examines the recorded incidence of disability across European countries and draws attention to the considerable
measurement problems involved in the economic analysis of the phenomenon. However, the distinction between work-limited and
non-work-limited disability turns out to be particularly helpful in understanding labour market outcomes. Finally, policy
alternatives for increasing the degree of social inclusion of the disabled population are evaluated.
KeywordsDisability-Measurement-Work-limitations-Government policy
JEL CodesI1-J2-J7
Though the British and Dutch approaches to disability in the construction sector exhibit common features, Britain tends towards a capabilities model compared with the Netherlands which is closer to a social model. The construction sector is considerably more regulated in the Netherlands but is in both countries highly disabling and exclusive. Sector-specific disabling and enabling factors and policy measures were investigated in the two countries with a view to identifying which policies might facilitate labour market participation. The investigation was based on interviews using similar questionnaires with key stakeholders, firms and disabled employees and a focus group. Policy in each country addresses the nature of exclusion in different ways. The conclusion drawn is that a sector-specific approach is needed if disability policy in Britain is to be more in tune with the social model—as apparent from the comparison with the Netherlands.
This paper provides a contemporary account of inequalities in pay of disabled people and those from selected minority ethno-religious groups. We aim to understand the causes for differences in pay by ethno-religious group and disability status and type. We investigate whether pay gaps are a consequence of individual earning potential as represented, for example, by educational qualifications, or whether they appear to stem from the particular occupations or types of occupation that the minority groups are concentrated into; or whether they are largely unaccounted for. In the case of remaining unexplained gaps in pay, we consider how far they might provide evidence of employer discrimination.
Purpose
This paper aims to identify and draw together key themes in the literature relating to the impact of disability on labour market outcomes. In doing so it provides an overview of issues in estimation in empirical work relating to disability.
Design/methodology/approach
This paper reviews the existing international evidence relating to the impact of disability on labour market outcomes.
Findings
Regardless of country, data source or time period disability serves to reduce labour market prospects. Understanding the reasons for this requires consideration of issues such as separating discrimination from unobserved differences in productivity and preferences, the influence of heterogeneity within the disabled group and the dynamic effects of disability.
Practical implications
The paper also reviews recent evidence concerning the labour market impact of significant changes in legislation affecting the disabled, particularly the introduction of the Americans with Disabilities Act in the USA. This evidence is particularly useful to policymakers.
Originality/value
The paper provides a comprehensive review of the empirical evidence relating to the labour market impact of disability and the influence of recent changes in legislation.
Introduction This study used data from the General Household Survey (GHS) and the Labour Force Survey (LFS), pooled over a number of years, to explore the effect of disability on earnings and employment opportunities. While it is too early to assess how the implementation of the Disability Discrimination Act (DDA) 1995 will affect the labour market position of disabled people, it provides a helpful benchmark against which future developments can be compared and a framework for measuring the extent of labour market disadvantage currently faced by disabled people. Key findings • The earnings disadvantage associated with poor health is much larger than that associated with a long-term illness or disability which limits an individual's activities. • After controlling for differences in individual characteristics which have been found to be rewarded in the labour market, such as qualifications, the unexplained non-disabled/disabled earnings differential is much smaller for women than for men. • Unexplained non-disabled/disabled employment and earnings differentials are found to vary significantly across categories of disability. For men, the group with the lowest probability of employment are those reporting mental illness, while for women it is those reporting chest or breathing problems. The biggest earnings differentials are found for men reporting 'other health problems or disabilities' and for women reporting epilepsy. • The share of employment accounted for by disabled people can be characterised by fairly large year-on-year fluctuations. However, as reductions in one year tend to be offset by increases in others, no long-term trend is clearly identified. • On balance, the evidence suggests that earnings of disabled people have deteriorated relative to those of other employees over the period of 1979 to 1991.
Purpose
This paper aims to identify and draw together key themes in the literature relating to the impact of disability on labour market outcomes. In doing so it provides an overview of issues in estimation in empirical work relating to disability.
Design/methodology/approach
This paper reviews the existing international evidence relating to the impact of disability on labour market outcomes.
Findings
Regardless of country, data source or time period disability serves to reduce labour market prospects. Understanding the reasons for this requires consideration of issues such as separating discrimination from unobserved differences in productivity and preferences, the influence of heterogeneity within the disabled group and the dynamic effects of disability.
Practical implications
The paper also reviews recent evidence concerning the labour market impact of significant changes in legislation affecting the disabled, particularly the introduction of the Americans with Disabilities Act in the USA. This evidence is particularly useful to policymakers.
Originality/value
The paper provides a comprehensive review of the empirical evidence relating to the labour market impact of disability and the influence of recent changes in legislation.
Using UK LFS data, we examine the impact of disability on labour market outcomes by gender since the Disability Discrimination Act. Substantial differences in employment incidence and earnings continue to exist, especially for those with mental health problems. Distinguishing between work-limiting and non-work-limiting disability, the unobserved productivity effect of disability can be separated from discrimination. Limited evidence of wage discrimination against the disabled exists, but the 'penalty' for work-limiting disability, while falling for men, has increased for women. The improvement for disabled males is largely 'unexplained', possibly reflecting the impact of the legislation; this is not the case for females. Copyright 2006, Oxford University Press.
Even though part-time jobs offer lower pay, fewer benefits, and less stability, voluntary part-time employment among disabled workers has increased over the past twenty years even as part-time work has declined among nondisabled workers. Does this trend signal that part-time work has become more attractive to disabled workers, or does it mean that disabled workers are being pushed to the fringe in the workforce? ; This article attempts to answer these questions by looking at the part-time employment experience of disabled workers since 1984. Using data from the Current Population Survey, the author first examines how the incidence and nature of part-time jobs among workers with disabilities have changed over time compared with the experiences of nondisabled workers. Second, she analyzes U.S. Labor Department job descriptions for a broad range of occupations to see how the qualitative nature of jobs has changed over time. ; Her analysis indicates that disabled workers are not being marginalized and are finding part-time employment more attractive. One explanation for the latter finding is that employers are increasingly accommodating the needs of disabled workers, offering them part-time jobs that would be available only on a full-time basis to nondisabled workers. Since the data show that the quality of part-time jobs held by disabled workers has not become relatively more attractive, a second, more likely explanation is that policy changes such as extended Medicaid and more generous Social Security Disability Insurance benefits have made part-time employment more financially attractive to disabled workers.
Despite many approaches of neoclassical and endogenous growth theory, economists still face problems in explaining the reasons for income differences between countries. Institutional economics and the deep determinants of growth literature try to depart from pure economic facts to examine economic development. Therefore, this article analyzes the impact of institutions, geography, and integration on per capita income. Concerning theoretical reasoning, emphasis is on the emergence of institutions and their effect on economic growth. However, institutions can appear in different shapes since political, legal, and economic restrictions are not the only constraints on human behaviour. Norms and values also limit possible actions. Therefore, a differentiation between formal and informal institutions is made. Informal institutions are defined as beliefs, attitudes, moral, conventions, and codes of conduct. Property rights are assumed to be the basic formal institutional feature for economic success. Despite their direct impact on growth through individual utility maximization, property rights also make a statement concerning the political and legal environment of a country. Regarding the regression analysis, different religious affiliations are used as instrumental variables for formal and informal institutions. The regression results affirm a crucial role of informal and formal institutions concerning economic development. However, a high proportion of Protestant citizens encourage informal institutions that support economic growth, while a high Muslim proportion of the population is negatively correlated with growth-supporting formal institutions. --
The economic position of disabled people is often summarised by comparing their overall employment rate with that of non-disabled people. But the average figure masks a very wide range of variation in the prospects faced by individual disabled people - immensely wider than the range for the population as a whole. The severity of their impairments is a crucial influence, but the Labour Force Survey makes no attempt to measure it. Disabled people are also sensitive to other disadvantaging factors such as age and poor qualifications. More detailed consideration needs to be given to what distinguishes between those disabled people who are, and are not, in work.
This paper provides a new estimator for selection models with dichotomous depen-dent variables when identical factors affect the selection equation and the equation of interest. Such situations arise naturally in game-theoretic models where selection is typically nonrandom and identical explanatory variables influence all decisions under investigation. When its own identifying assumption is reasonable, the estimator allows the researcher to avoid the painful choice among identifying from functional form alone (using a Heckman-type estimator), adding a theoretically unjustified variable to the selection equation in a mistaken attempt to "boost" identification, or giving upon esti-mation entirely. The paper compares the small-sample properties of the estimator with those of the Heckman-type estimator and ordinary probit using Monte Carlo methods. A brief analysis of the causes of enduring rivalries and war, following Lemke and Reed (2001), demonstrates that the estimator affects the interpretation of real data.
Why are workers with disabilities about twice as likely as nondisabled workers to be in contingent and part-time jobs? This study finds that disability income program earnings limits and employer discrimination play relatively minor roles, whereas the primary explanation is health problems that make traditional full-time jobs difficult or impossible for many people with disabilities. Despite the lower pay and other drawbacks of many nonstandard jobs, they enable many people with disabilities to work who otherwise would not be employed. Policy implications are discussed.
A group of health-impaired workers who self-report in the Survey of Income and Program Participation that their productivity is not affected by their impairment is used to separately measure the effects of discrimination from the effects of poor health on earnings in 1984 and 1993. The results indicate that, in 1984, only 3.7 percentage points of the earnings gap is due to discrimination and the amount of discrimination did not decrease by 1993. Although discrimination did not change over the 1984 to 1993 period, the negative effects of poor health on the earnings of people with disabilities fell substantially.
Labor supply models are sensitive to the measures of health used. When self-reported measures are used, health seems to play a larger role and economic factors a smaller one than when more objective measures are used. While this may indicate biases inherent in using self-reported measures, there are reasons to be suspicious of more objective measures as well. A statistical model incorporating both self-reported and objective measures of health shows the potential biases involved in using either measure or in using one to instrument the other. The model is initially unidentified, but incorporating outside information on the validity of self-reported measures confirms fears about both the self-reported and objective measures available on such data sets as the Retirement History Survey or the National Longitudinal Survey of Older Men.
Following a bivariate probit approach and using the 1990 Public Use Microdata Samples (PUMS) for Los Angeles County, this study shows that the employment of teenage workers depends on both the worker's participation decision as well as the employer's hiring decision. Omission of the role of participation decision from the estimation of employment probability yields misleading evidence of hiring discrimination against Blacks. This evidence, however, disappears when the participation and hiring equations are estimated jointly in a bivariate framework. The study finds no evidence of discrimination against females and Latinos. In addition, the study shows that family, household and neighbourhood characteristics play significant roles in the determination of teen employment. Copyright 2002 by Taylor and Francis Group
We explore alternative measures of unobserved health status in order to identify effects of mental and physical capacity for work on older men's retirement. Traditional self-ratings of poor health are tested against more objectively measured instruments. Using the Health and Retirement Study (HRS), we find that health problems influence retirement plans more strongly than do economic variables. Specifically, men in poor overall health expected to retire one to two years earlier, an effect that persists after correcting for potential endogeneity of self-rated health problems. The effects of detailed health problems are also examined in depth.
This paper attempts, using data from the British Labour Force Survey 1996, to examine to what extent differences in labour market outcomes between able-bodied and disabled men may be attributed to differences in endowments of human capital and associated productivity differences. Both labour force participation and selectivity corrected human capital equations are estimated and decomposition techniques applied to them. Using the methodology of Baldwin and Johnson [Baldwin, M., Johnson, W.G., 1994. Labor market discrimination against men with disabilities. Journal of Human Resources, XXIX(1), Winter, 1-19], the employment effects of wage discrimination against the disabled are also estimated. Evidence of both substantial wage and participation rate differences between able-bodied and disabled men are found, which have implications for the operation of the 1995 Disability Discrimination Act.
A measure of "true" disability is constructed as a continuous index of unobserved work limitation using information from the Health and Retirement Study. Estimates from a simultaneous model of work participation, disability, and income flows suggest that nonworkers tend to substantially overreport limitation, with overreporting most prevalent among nonworking women, high school dropouts, nonwhites, and former blue collar workers. Former white collar workers are found unlikely to overreport limitation. Use of a "biased" disability measure in the model leads to an upward-biased estimate of the effect of limitation on nonwork and to a downward-biased estimate of the effect of income.
The extent to which discrimination against people with disabilities has changed from 1984 to 1993 is estimated in this paper. A novel data source—a set of health-impaired workers who self-report that their productivity is not affected by their impairment—is used to separately identify the effects of discrimination on wages from those of poor health. The results indicate that for this group in 1984 only 3.7 percentage points of the earnings gap can be attributed to discrimination. Assuming that work limited people with disabilities face an identical amount of discrimination allows one to separately identify the effects of health from the effects of wage discrimination on the earnings of people with disabilities and implies that the effects of discrimination are small. Moreover, the analysis indicates that the amount of discrimination did not decrease by 1993, despite the passage of the Americans with Disabilities Act of 1990 (ADA). While discrimination did not change over this period, the negative effects of poor health on the earnings of people with disabilities fell substantially; this suggests that without either improvements in technology or the accommodation provisions of the ADA, the earnings gaps faced by people with disabilities would have been even higher in 1993.
In 2003, women working part-time in the UK earned, on average, 22% less than women working full-time. Compared to women who work FT, PT women are more likely to have low levels of education, to be in a couple, to have young and numerous children, to work in small establishments in distribution, hotels and restaurants and in low-level occupations. Taking account of these differences, the PT penalty for identical women doing the same job is estimated to be about 10% if one does not take account of differences in the occupations of FT and PT women and 3% if one does. The occupational segregation of PT and FT women can explain most of the aggregate PT pay penalty. In particular, women who move from FT to PT work are much more likely to change employer and/or occupation than those who maintain their hours status. And, when making this transition, they tend to make a downward occupational move, evidence that many women working PT are not making full use of their skills and experience. Women working PT in the other EU countries have similar problems to the UK but the UK has the highest PT pay penalty and one of the worst problems in enabling women to move between FT and PT work without occupational demotions. At the same time, PT work in the UK carries a higher job satisfaction premium (or a lower job satisfaction penalty) than in most other countries. Policy initiatives in recent years like the National Minimum Wage, the Part-Time Workers Regulations and the Right to Request Flexible Working appear to have had little impact on the PT pay penalty as yet although it is too early to make a definitive assessment of the full impact of some of these regulations. The most effective way to reduce the PT pay penalty would be to strengthen rights for women to move between FT and PT work without losing their current job.
Evidence relating unemployment to health is found at every level of social science analysis from national population rates to individual psychophysiological stress response. At the population level of analysis, increase in the unemployment rate indicates recession and/or structural economic decline. At the individual level, unemployment is interpreted as a stressful life event. In both cases, inverse associations are found between measures of unemployment and indicators of health. We identify social science literatures associating health indicators with each of the following: economic growth, socioeconomic status, sociocultural change, economic instability, the status of being unemployed, social stress and work stress. Outstanding research issues include the requirements to identify and measure the effects of conditional factors and control variables in multivariate analysis and to examine a broader range of both severity of unemployment and severity of health outcomes. A research agenda proposes studies at the macro, meso and micro levels of analysis. We urge such research for its potential contribution both to analytic social science and to economic and social policy.
The Czech Republic is facing a population ageing phenomenon. In addition, its demographic structure is expected to change dramatically over the next 50 years. We apply a stylised overlapping generation model in order to analyse the potential effects of the expected demographic changes on aggregate economic performance taking into account alternative fiscal policy set-ups. We provide a rough estimate of the amendments necessary on the revenue and expenditure sides in order to keep the current system financially balanced. We also discuss the implications for the development of other economic variables. In particular, we separately simulate future developments in the cases of adjustment in either the contribution rate or the value of public benefit. In addition, we demonstrate that parametric changes, such as an increase in the statutory retirement age, cannot eliminate the impact of the deterioration in the demographic structure on the course of the economy.
The proportion of married women in employment in the United Kingdom grew rapidly during the 1970s, rising from around 50 to 60 percent. The paper investigates this change using a time series of cross sections from the Family Expenditure Survey. An attempt is made to assess how much of the change was due to trends in the observable characteristics of the population and what part was played by changes in behavioral and other factors reflected in the coefficients of the model. A technique of growth accounting is proposed and used to this purpose. Copyright 1990 by The London School of Economics and Political Science.
‘The Part-time Pay Penalty’ Paper prepared for the Women and Equality Unit at the Department of Trade and Industry
A Manning
Manning, A. and Petrongolo, B. (2004). 'The Part-time Pay Penalty', Paper prepared for the Women and Equality Unit at the Department of Trade and Industry.
Earnings and Employment Opportunities of Disabled People', Depart-ment for Education and EmploymentSelf-reported versus Objective Measures of Health in Retirement Models
Jan 1991
106-138
D Blackaby
K Clark
S Drinkwater
D Leslie
P Murphy
O Leary
Blackaby, D., Clark, K., Drinkwater, S., Leslie, D., Murphy, P. and O'Leary, N. (1999). 'Earnings and Employment Opportunities of Disabled People', Depart-ment for Education and Employment, Research Report No. 133, Nottingham. Bound, J. (1991). 'Self-reported versus Objective Measures of Health in Retirement Models', Journal of Human Resources, Vol. 26, No. 1, pp. 106–138.