Titlebook: Inequality and Organizational Practice; Volume II: Employmen Stefanos Nachmias,Valerie Caven Book 2019 The Editor(s) (if applicable) and Th

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Hidden Care(e)rs: Supporting Informal Carers in the Workplace,ult social care (Petrie and Kirkup, Caring for carers: The lives of family carers in the UK. .. Accessed 6 May 2018; Grierson, 928 carers in England quit a day as social care system ‘starts to collapse’. .. Accessed 6 May 2018, 2017; Pickard, . Personal Social Services Research Unit (PRSSU), London.

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Identifying and Addressing Hidden Structural and Cultural Inequalities in the Workplace,ace, producing negative effects on gender equality, and underline the complexity in addressing hidden gender inequality in the workplace of research organisations. However, effectively addressing hidden, deeply rooted structural and cultural gender inequalities in scientific organisations remains an

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Employee Silence and Voice: Addressing Hidden Inequalities at Work,ee voice’ are used as they can facilitate an understanding of the way in which employees respond to workplace problems, as well as their capacity to respond (Good and Cooper, . 24: 302–316, 2014). In this chapter we examine when and how employees in organisational settings exercise voice and when an

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Informalisation in Work and Employment: A Permissive Visibility or Another (Hidden) Inequality?,gulation; accordingly it is necessary to extend the reach of HRM research to recognise this omission. Firstly, both compliant informalisation, frequently referred to as casualisation and non-compliant informalisation, centre on in-work exploitation, precariousness and vulnerability. Secondly, these

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Hidden Inequalities Amongst the International Workforce,he migrant literature which looks at people trying to remain in their new society and gain citizenship and ignored by the expatriation literature which is mainly concerned with high-status ‘top’ talent. These hidden expatriates are typically maids, drivers, security guards, and construction workers—

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Hidden Inequalities of Globally Mobile Workforce: A Cross-Cultural and Trust Perspective,considered an important part of the global talent pool, contributing to the competitive advantage of multinational organizations (Guo et al., . 26: 1287–1297, 2015). Despite the importance of international migrants for organizations and host countries, the challenges of inequality, both visible and