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Table of Contents
Intro; Preface; References; Acknowledgements; Contents; Notes on Contributors; List of Tables; 1: Inequality and Organisational Practice: Work and Welfare; 1.1 Background and Introduction to Key Issues; 1.2 Aims and Objectives; 1.3 Volume Content; 1.4 Concluding Remarks; References; 2: The Legal Framework on Diversity and Equality; 2.1 Introduction; 2.2 The Legal Framework; 2.2.1 The British Legal System; 2.2.2 The EU Framework; 2.3 Discrimination, Harassment and Victimisation; 2.4 Impact of the Legal Framework in the Workplace; 2.4.1 Theory Versus Reality
2.4.2 Discrimination and Hidden Inequality2.4.3 Criticism on the Equality Act 2010; 2.5 Conclusion and Implications; References; 3: Expert Leadership and Hidden Inequalities in Community Projects; 3.1 Introduction; 3.2 Realist Evaluation Protocol; 3.3 Phase One: Exploring the Literature and Context; 3.3.1 What Is a Community of Heritage?; 3.3.2 The Politics of Identity and Leadership; 3.3.3 The Context: Case Study; 3.4 Phase Two: The Realist Review; 3.5 Theory Refinement; 3.6 Conclusion; References
4: Mentoring and the Older Worker in Contemporary Organisations: The Australian Case4.1 Introduction; 4.2 What Is Mentoring?; 4.3 Age, Mentoring and Contemporary Workplaces; 4.3.1 Developmental and Learning Theories; 4.4 Mentoring the Older Worker and Hidden Inequalities; 4.4.1 Societal Norms on Age; 4.4.2 The Matching Process and Age; 4.4.3 Generational Differences; 4.5 Implications for Practice and Research; 4.6 Recommendations for Practice; 4.7 Conclusion; References; 5: Non-binary Gender Identities in Legislation, Employment Practices and HRM Research; 5.1 Introduction
5.2 Constructs of Gender and Non-binary Identities5.3 Gender Identity as a Protected Characteristic? The Legislative Perspective; 5.3.1 New Law? Gender Identity (Protected Characteristic) Bill 2016-17; 5.4 Non-binary Identities in the Workplace; 5.4.1 Gendered Organisations; 5.5 Towards an Inclusive Organisation; 5.6 Researching Non-binary Identities; 5.7 Conclusion and Implications; References; 6: Gender-Based Favouritism in Workplace Training; 6.1 Introduction; 6.2 Gender Equality Movements in a Nutshell, and Key Facts on Gender Participation in the Labour Market Across the Globe
6.3 Theoretical Interpretations of Gender Segregation in Workplace Training6.4 Deterrents to Gender Equality in Workplace Training; 6.5 Evidence on Gender-Training Gap Across the Globe; 6.6 Concluding Remarks; References; 7: Transgender and Gender Non-conforming People in the Workplace: Direct and Invisible Discrimination; 7.1 Introduction and Purpose; 7.2 Some Statistics; 7.3 Methodological Note; 7.4 Reflections on Gender Identity in Organisations; 7.5 Findings and Discussion; 7.6 Relational and Practical Factors Related to TGNC Inclusion; 7.6.1 The Relational Factors
2.4.2 Discrimination and Hidden Inequality2.4.3 Criticism on the Equality Act 2010; 2.5 Conclusion and Implications; References; 3: Expert Leadership and Hidden Inequalities in Community Projects; 3.1 Introduction; 3.2 Realist Evaluation Protocol; 3.3 Phase One: Exploring the Literature and Context; 3.3.1 What Is a Community of Heritage?; 3.3.2 The Politics of Identity and Leadership; 3.3.3 The Context: Case Study; 3.4 Phase Two: The Realist Review; 3.5 Theory Refinement; 3.6 Conclusion; References
4: Mentoring and the Older Worker in Contemporary Organisations: The Australian Case4.1 Introduction; 4.2 What Is Mentoring?; 4.3 Age, Mentoring and Contemporary Workplaces; 4.3.1 Developmental and Learning Theories; 4.4 Mentoring the Older Worker and Hidden Inequalities; 4.4.1 Societal Norms on Age; 4.4.2 The Matching Process and Age; 4.4.3 Generational Differences; 4.5 Implications for Practice and Research; 4.6 Recommendations for Practice; 4.7 Conclusion; References; 5: Non-binary Gender Identities in Legislation, Employment Practices and HRM Research; 5.1 Introduction
5.2 Constructs of Gender and Non-binary Identities5.3 Gender Identity as a Protected Characteristic? The Legislative Perspective; 5.3.1 New Law? Gender Identity (Protected Characteristic) Bill 2016-17; 5.4 Non-binary Identities in the Workplace; 5.4.1 Gendered Organisations; 5.5 Towards an Inclusive Organisation; 5.6 Researching Non-binary Identities; 5.7 Conclusion and Implications; References; 6: Gender-Based Favouritism in Workplace Training; 6.1 Introduction; 6.2 Gender Equality Movements in a Nutshell, and Key Facts on Gender Participation in the Labour Market Across the Globe
6.3 Theoretical Interpretations of Gender Segregation in Workplace Training6.4 Deterrents to Gender Equality in Workplace Training; 6.5 Evidence on Gender-Training Gap Across the Globe; 6.6 Concluding Remarks; References; 7: Transgender and Gender Non-conforming People in the Workplace: Direct and Invisible Discrimination; 7.1 Introduction and Purpose; 7.2 Some Statistics; 7.3 Methodological Note; 7.4 Reflections on Gender Identity in Organisations; 7.5 Findings and Discussion; 7.6 Relational and Practical Factors Related to TGNC Inclusion; 7.6.1 The Relational Factors