Future of
work
An Emerald mission in support of the UN Sustainable Development Goals
Globalisation and digitalisation had already transformed our working lives, but with the 2020 pandemic we've seen seismic changes to employment levels, working patterns, and practices. Disturbing figures* are emerging around those who have been disproportionately impacted by the outbreak, with those from an ethnic minority group, women, young people, disabled people, and the low-paid paying the heaviest price. How might we address this imbalance and build a fairer working world going forward?
In our mission to embed fairness in whatever the future holds for our working lives, we ask: How might work change in step with advances in technology, and how can we ensure that fairness is embedded in those changes? How can we address current disparities in employment opportunity and fair pay for those from different backgrounds, ethnicity and abilities? Should employers prioritise the promotion of health in the workplace – and why is this so important?
If you have research in fields related to fairness in the workplace, we would love to hear from you, so please get in touch with us.
This mission is aligned with our Fairer society goal
Different routes to publication
If you would like to contribute to the discussion, take a look at our different routes to publication and contact us to get involved.
Additional information
Further insights
Despite the increasing public presence of transgender individuals in media settings, and growing protective legislation, the corporate sector has yet to pay greater attention to the needs of transgender employees. Researchers recommend six measures for creating all-inclusive organisations based on their recent study on transgender workplace experiences.
Read the blog: Six steps to ensure an all-inclusive workplace
Download the infographic (PDF)
What's in the infographic
A culture of inclusion: promoting workplace diversity and belonging
Transgender individuals account for a growing proportion of the US population... especially among the younger generations:
0.2% Baby Boomers (born 1946–1964)
1.8% Generation Z (born 1997–2002)
While the workforce reflects this growing population, transgender and gender non-conforming individuals often experience harsh injustices (2015 U.S. Transgender Survey)
27% missed career advancement opportunities
15% reported verbal/physical/sexual abuse at work
23% reported other types of mistreatments at work
40% attempted suicide
39% experienced psychological distress
12% experienced violence when accessing the restroom
How can we develop an all-inclusive work culture?
6 steps to building all-inclusive organisations
- Create an organisational culture of inclusion: Instill respect, safety, and agency for all workers, irrespective of their sex/gender identity
- Apply integrative diversity approach (Köllen, 2016): Career advancement should be based on individual need, capacity, and contribution, irrespective of sex/gender identity
- Improve understanding, visibility, and acceptance: Embrace the gender constellation as a whole, with all of its dimensions and manifestations
- Open up gender-centred social networks: Build inclusive positive shared experiences by opening up gender-centred networks to individuals outside those networks
- Proactively build integrative diversity environments: Address complex issues related to sex/gender identity in the workplace
- Support inclusion on a national scale: Promote equality and inclusivity by enacting comprehensive legislative acts
These steps will play a huge role in shifting the diversity needle and creating a truly sustainable inclusive society
References
Exploring workplace experiences of transgender individuals in the USA
Gender in Management: An International Journal | Goryunova et al. (2021) | 10.1108/GM-02-2020-0055
Sexual Orientation and Transgender Issues in Organizations: Global Perspectives on LGBT workplace diversity
Thomas Köllen (2016)
Future of work blogs & podcast series
The future of work is a key contemporary area of debate both in business and management research, but also in wider social, political and economic discourse. Take a look at how we are contributing to this debate and how you can join the conversation. Listen to our podcasts from a multi-disciplinary group of experts, discover our blogs, and read our related research.
Talk to us about your work
We really welcome insights not only from researchers but practitioners too about their work.
If you would like to contribute to the discussion, or you are working on research in areas related to the future of work, please let us know by filling in this form.
