The experience of sole mothers balancing paid work with care for a child with a disability

There are increasing numbers of families in Australia headed by sole parents, but little is known about the experiences of those who also care for a child with a disability. Additional caring responsibilities have previously been shown to impact on the work participation of parents. This study involved qualitative analyses of interview data conducted with sole mothers with school‐aged children with disability (N = 11). Thematic analysis revealed four themes that enabled and supported participation in the workforce: social support; managing appointments; characteristics of the workplace; and the role of the school. Results suggest the importance of practical help from family and friends in facilitating participation in paid employment. Additionally, the importance of flexible appointment scheduling on the part of service providers was highlighted, as well as the importance of workplace flexibility and supportive workplace cultures. Such factors were important in supporting sole mothers to balance work with care, with important implications for personal and family wellbeing.     

Global employment and decent jobs, 2010–2030: The forces of demography and automation

Globally, an estimated 734 million jobs will be required between 2010 and 2030 to accommodate recent and ongoing demographic shifts, account for plausible changes in labour force participation rates, and achieve target unemployment rates of at or below 4 per cent for adults and at or below 8 per cent for youth. The facts that most new jobs will be required in countries where “decent” jobs are less prevalent and workers in many occupations are increasingly subject to risks of automation further compound the challenge of job creation, which is already quite sizable in historical perspective. Failure to create the jobs that are needed through 2030 would put currently operative social security systems under pressure and undermine efforts to guarantee the national social protection floors enshrined in the Sustainable Development Goals (SDGs).     

Mothers' work patterns and Children's cognitive achievement: Evidence from the India Human Development survey

As female labor force participation increases globally, the relationship between maternal employment and children's development remains unclear. Using data from the India Human Development Survey (2005), we investigate the link between maternal employment and children's arithmetic and reading achievement. We develop a work pattern typology that goes beyond standard measures of employment and captures work intensity and its compatibility with child-rearing in a transitional economy. We find that the relationship between maternal employment and children's outcomes is not unidimensional. For example, children of self-employed mothers are not disadvantaged compared to those with stay-at-home mothers, but maternal employment in salaried jobs or wage work outside the home is negatively associated with cognitive skills in children. However, this negative association is reversed at higher levels of maternal education, suggesting greater access to resources and flexibility associated with better jobs mitigate the negative aspects of maternal employment posed by time constraints. Additionally, maternal employment is associated with maternal involvement in schoolwork and financial investment in academic activities, providing evidence that both time and resources devoted to children's education are significant.     

Expediting youth's entry into employment whilst overlooking precariousness: Flexi‐employability and disciplinary activation in Hong Kong

With an emphasis placed on supply‐side interventions such as skills training and incentives enhancement, active labor market polices (ALMPs) are strongly promoted by international organizations and widely adopted across different welfare regimes to boost employment rates. This article first presents the under‐examined relationship between ALMPs and employment precariousness, which has posed a challenge to the neoliberal notion of employability and activation. Youth‐focused employment policies tend to speed up employment entry whilst downplaying the risk of precariousness and the importance of job quality, and thus further reinforcing the belief that engaging in precarious employment is tolerable if not inevitable. The article then examines the case of Hong Kong, which illustrates that its relatively low rate of youth unemployment may conceal the unfavorable employment conditions confronted by youth. It is argued that the service‐led employment policies and short‐term vocational training define the employability of young workers in terms of labor flexibilities. The coined phase of “flexi‐employability” is characterized by promoting youth's readiness for, and adaptability to, the volatilities and changing demands of the labor market. Arguably, the disciplinary approach to youth activation would only strengthen the work‐first principle by enforcing young people to take up jobs available and leave welfare as soon as possible, but without thoroughly addressing the risks and insecurities generated by the labor market in undermining their well‐being.     

Cisgendered Organizations: Trans Women and Inequality in the Workplace

This article responds to calls to better understand how intersecting “inequality regimes” operate in organizations. Through in‐depth interviews with 25 white trans women about their workplace experiences, my analyses highlight how trans women navigate relational practices that are simultaneously gendered and cisgendered—that is, practices that maintain cultural connections between sex and gender and maintain gender as immutable. Findings demarcate three distinct mechanisms by which cisgenderism, a system that devalues women and trans people, operates and strengthens hierarchical privileges at work: (1) double‐bind constraints; (2) fluid biases of cissexism and sexism; and (3) group practices of privilege and subordination. In the first regard, analyses reveal unique double binds that trans women face—binds that dictate contradictory feminine and masculine ideal worker expectations but also expectations of gender authenticity. Second, I find that trans women often hover between two subordinate statuses (i.e., gender and transgender status) in a given workday, a fact that prods a more fluid conception of cisgenderism. Finally, this study highlights how cis men collectively mobilize through group practices to repair cisgender system breaches. All three dimensions are critical for understanding the production of workplace inequality between not only trans women and cis men, but all feminine‐identified workers.     

竞业限制条款法律适用及其完善

企业基于商业秘密之保护和维持永续竞争力,通常要求员工签订竞业限制协议或条款,其中涉及商业秘密保护权和员工劳动就业权的冲突。因我国目前相关法律规定零散而不成体系,因此应合理构建竞业限制条款的具体制度,规定一般员工的法定竞业限制义务,明确竞业限制的主体、适用范围、经济补偿、违约责任、期限等,准确理解违反竞业限制义务的责任构成及其责任形式是实现权利冲突的合理解决和劳资双方共赢的最佳途径。     

井壁稳定性分析在靖边气田水平井钻井设计中的应用简

井壁稳定性问题（即井壁坍塌破裂）会引起系列严重的井下卡钻井漏等事故。靖边气田在钻井过程中,钻遇的地层当中存在多煤层,井壁稳定性问题十分突出,在该地区水平井钻井设计当中进行井壁稳定性分析有着重要的意义。分析了井壁围岩应力分布规律并建立地层坍塌（破裂）压力计算模式,根据库仑-摩尔强度准则和最大拉应力破裂准则,计算井壁坍塌（破裂）压力与钻井液安全密度窗口。通过实验研究分析煤层坍塌压力和破裂压力随井斜角、方位角变化规律,提出合理的方位角优选方案,指导水平井钻井方案设计。     

民主改革以来西藏就业发展历程

作为民生之本的就业是反映一个地区社会经济发展水平的重要标志。民主改革60年来，西藏人口增长，劳动力数量持续增加，就业规模不断扩大，就业结构日臻优化，劳动力的流动性不断提高。劳动力市场机制从无到有，并逐渐完善，城镇失业率保持低位。大学生就业从“统包统分”到“双向选择、自主择业”，通过多种措施并举和多种渠道并行的就业引导，实现了高比率的大学生就业。通过免费职业技能培训、打造劳务品牌、提高转移就业的组织化程度和优化进城务工环境等措施有效实现了农村富余劳动力向城镇的转移。西藏就业60年的发展历程反映了西藏社会的不断进步，也承载着西藏发展的巨大动力。     

服务型制造网络的Holon协同需求评价方法

依据复杂网络理论分析服务型制造网络Holon协同需求问题，给出一种考虑以直觉正态模糊数表示且多Holon协同的服务型制造网络协同需求评价方法。首先，在区分Holon复合协同和递归协同基础上构建服务型制造网络协同需求评价指标体系；其次，考虑基于网络结构特征的Holon相似稳定性，根据服务型制造网络节点相似性测度分析Holon协同需求特征，并测算不同相似性测度修正的Holon网络结构熵；再次，建立面向服务型制造网络和Holon的有专家信息双向触动反馈机制，反馈包括评价指标和网络协同状况，反馈Holon信息包括基于服务型制造网络演化方向的Holon间协同需求建议和基于服务型制造网络现有状态的网络连通性Holon协同需求建议；最后由INFCWA（INFCWA_R）算子或INFCWG（INFCWG_R）算子分别对复合协同和递归协同评价信息集结并得出评价结论。方法设计过程通过例证分析说明根据服务型制造网络目标控制的Holon协同需求评价改进了群组评价效率。     

宗教事务依法管理的路径及基础——以四川藏区依法治理为视角

Under the situation that traditional beliefs have remained basically unchanged while the social economy has developed and population mobility has increased, with the trend of an in-creasing diversity in beliefs, and an increasing number of religious followers and temples, the management of religious affairs has become more difficult. In ethnic areas, the speed of moderniza-tion has accelerated, ethnic interactions are fre-quent, and the beneficial conflict or cultural con-flict among various ethnic groups has become nor-mal; the impact of modernity, ways of life, the value and ideals of the temples’ traditional culture and educational model brings new social pressure for the monks who are adapting to modernization, and making a leap in development while safeguard-ing traditional rituals, culture, religious education and development. The number of criminal cases involving monks has increased, which brings a strong negative influence to the religious followers in Tibetan areas. All these factors are directly in-fluencing the stability and harmonious development of the Tibetan areas. As the second-largest Tibetan area, the geo-graphical location of Sichuan’s Tibetan areas is u-nique. In ancient times, the policy of “keeping the Tibetan areas stable means keeping Kham sta-ble at first” had been an important measure for the central government to manage all of the Tibetan ar-eas. From the Qing dynasty to the present times, it still has a practical use, and even has special val-ue in the process of safeguarding the “long-term stability of Sichuan”, especially when the people have but a hazy understanding of the relationship between the freedom of faith and managing reli-gious affairs according to the law in Tibetan areas, and one needs to have a legal response to it. Hence, “keeping Kham stable” needs to depend on the law, and legal means should be taken to safeguard the harmony and stability of the Tibetan areas in Sichuan. Management of the religious affairs according to the law is an inevitable requirement for China to promote the goal of ruling the country by law, com-prehensively deepen reform, and promote the mod-ernization of the country’s governance system and capability. Based on an active response to the guidance principle of strengthening the manage-ment of religious affairs according to the law pro-posed by the Central Government, and the Sichuan Provincial Government, we should standardize reli-gious activities and affairs, insist on a combination of legal management and policy guidance, adopt various measures, search for a practicable path to realize the significant goal of managing the religious affairs according to the law in Tibetan areas of Si-chuan. This article proposes some methods of man-aging the religious affairs according to the law as follows:1 ) To insist on the CPC’s leadership in reli-gious work and management of religious affairs;2 ) to actively and reliably promote the systematic con-
struction of the legalization of religious affairs;3 ) to insist on the combination of legal management and policy guidance;4 ) to encourage the public to manage religious affairs according to law; 5 ) to standardize the scale and number of monks by u-sing new methods of management;6 ) to strengthen the role of the “four troops” ( Party and Govern-ment leading cadres,ethnic religious work cadres, ethnic minority cadres and talents, and religious believers ) , especially religious believers; 7 ) to make full use of the regulatory framework of the Buddhist community; 8 ) to create conditions for those monks who wish to return to secular life;9 ) to distinguish the boundary between normal and il-legal religious activities, between folk custom and extreme religious concepts; 10 ) to identify and distinguish between “monks and lay people”, and“ordinary cases and religious cases”. At present, there are four foundations for managing religious affairs according to the law:1 ) the idea that freedom of faith is not only one’s right, but also one’s duty has gradually enjoyed popular support;2 ) there is a good policy base for managing religious affairs according to the law;3 ) there is a relatively strong theoretical basis for managing religious affairs according to the law;4 ) there exists good legal support for managing reli-gious affairs according to the law.