Women in the Workplace:

This study examined the influence of employee sponsored child care service on employee stress level and job satisfaction. The findings revealed that women who used company sponsored child care services manifested significantly lower levels of stress and higher levels of job satisfaction than women who were not utilizing this service. In addition, a higher level of satisfaction with child care arrangements was associated with women involved in company sponsored child care service compared to women who had to make their own child care arrangements.     

Crisis Intervention in the Workplace

With the expanding breadth and number of employee assistance programs, the types of problems the E M counselor must deal with are ever-widening. One area has been that of crisis intervention. The authors present a program on how to apply general crisis intervention theory to the workplace setting. The training of social workers in systems theory makes them uniquely qualified for EAP work.     

Queering the Workplace

Despite many advances toward equity in society, gay, lesbian, and bisexual (GLB) individuals remain subjected to many stereotypes and experience negative consequences resulting from a dominant heterosexual environment, which includes significant obstacles that inhibit opportunities and participation in the workplace. As a start to addressing these issues, this conceptual article begins by providing an overview of the experiences of GLB people in the workplace, focusing on forms of discrimination, its impacts on GLB people, and coping mechanisms employed to mitigate stress. Though the literature supporting this endeavor is largely derived from the United States, an examination of extant literature suggests that experiences of GLB Canadians are similar. This paper concludes by encouraging employers to foster expansive learning environments as a means of promoting full participation for GLB individuals in the workplace.     

Chemical Sensitivity in the Workplace

Abstract

The debate continues to rage in the medical community and amongst policy makers. This debate centers on a new disease mechanism commonly known as Multiple Chemical Sensitivity (MCS). Magill and Suruda (1998) grouped the theories of etiology of MCS into four broad categories: physical, stress, misdiagnosis, and illness belief. A new name for this illness has recently been advanced as well, toxin-induced loss of tolerance (TILT). Problems with chemical sensitivity are especially troubling for workers and their employers. Employees seeking relief under the Americans With Disabilities Act of 1990 (ADA) are requesting accommodations based on their reactions to chemicals. Employers are beset with claims for accommodations in the workplace, disability claims, and worker's compensation claims. Courts are trying to make sense of chemical sensitivity with respect to accommodations in the workplace. Court decisions regarding MCS issues are varied and oftentimes highly controversial. Primary social problems and mental health issues associated with chemical sensitivities are economic costs and loss of enjoyment of life by MCS sufferers. Economic costs are spread throughout the system; however, their major manifestations are lost worker production, increased demands on services, and the long-term costs associated with supporting a growing disabled subset of the population comprised of chemically injured workers. Social and mental health costs are seen in escalating cases of depression, divorces, behavioral acting out, isolation, anxiety attacks, and chronic medical problems.

Social workers are particularly well suited to advocate for accommodations in the workplace and for social policy change on behalf of those suffering from chemical sensitivity. Their training in systems and ecosystems theory makes them well aware of the importance of the environment on the individual. That training includes knowledge of utilizing strengths based approach to problem solving, and clinical training in mental health, which leads to empowerment for the client.     

Drug Testing in the Workplace

No abstract available for this article.     

Social Monitoring as Social Control: The Case of Drug Testing in a Medical Workplace

While workplace drug testing has received considerable public and scholarly attention, little of this discussion has focused on the social context within which testing is likely to occur. This paper conceptualizes drug testing as social monitoring and examines testing within a framework suggested by Donald Black's theory of social control. The central idea is that the formality of social monitoring within a group is a function of its members' social status and the social distance among them. The paper evaluates this argument in one empirical setting. Analysis of data from U.S. departments of anesthesiology indicates that drug testing, an example of formal monitoring, most often emerges in a context marked by low normative respectability and a lack of intimate relationships. The paper concludes by suggesting how variations in monitoring procedures like drug testing may affect ensuing processes of social control.     

Violence Against Women in the Workplace

Although Employee Assistance Programs often incorporate workplace violence prevention and debriefings into their array of services, rarely has any attention been paid to the risks for workplace violence that female employees face. The prevalence in society of violence against women and the increase in violence at the work site could create a swific risk for women at work. An exploration of this risk was undertaken, using three apparent categories of workulace violence: random criminal (perpetrator unknown to victim). worker (perpetrator works at the same company as victim), and relationship or domestic (perpetrator is a family member or significant other of victim) violence. An analysis of the results of the 1991 Bureau of Labor Statistics Census of Fatal Occupational Injuries indicated that of all women who die on the job, 39% were the victims of assault, whereas only 18% of all male fatalities were murdered at work. Of the female homicides, over three-fourths were acts of random criminal violence. Worker violence and its potential for affecting female employees is discussed. Lastly, the effects of relationship violence entering the workplace are explored through the use of a case study. Information on assessment and prevention techniques useful to the EAP professional is included     

Multicultural Existence in the Workplace:

This essay will examine some of the issues that queer workers must deal with, with particular attention to the dynamics of multiple undervalued identities of individuals in the workplace. The interplay of racism, sexism and homophobia is explored focusing on three key areas: special challenges in the workplace; advancement concerns; and safety issues and survival strategies. It also examines the impact of internalized homophobia and horizontal hostility in each of these areas. While grounded in my personal standpoints, as a Latina and Lesbian in academia, the issues raised have broader applications for diverse indivualds across a variety of occupational settings.     

African-American Women in the Workplace:

This article looks at the perceptions and professional perspectives of African-American female EAPs who work with African-American women in various industries. It provides an exploration into the attitudes of African-American women about several workplace and personal issues including:

• sexual harassment and discrimination

• racial discrimination

• career opportunities

• work assignment disparity

• organization culture and sensitivity

• organizational supports

These concerns have been examined against a backdrop of actual demographic changes that have occurred for minority and all women over the last decade. The author has used her own experiences as an EAP professional for the last ten years, in addition to those of other African-American women EAPs, in order to highlight and identify the central issues of concern for Afiican-American female clients. The data were gathered through indepth, face-twface interviews with six African-American female Employee Assistance professionals. Their experiences illustrated the difficulty that EAPs are still having in effecting the problems of sexual discrimination and harassment, racial discrimination, and general career barriers that African-American women face in the workplace. As our current cadre of intervention strategies are not yet successful, new approaches are called for as we move toward ihe next century, especially if EAPs are to enhance our effectiveness in helping clients confront some of the most significant problems they face.     

Comparative Dispute Resolution in the Workplace

Workplace dispute resolution procedures vary considerably in structure and design, yet little is known concerning how these differences affect employees. We evaluate the efficacy of the leading dispute resolution procedures to provide employees with voice and workplace justice and then consider how outcomes may differ. Alternative dispute resolution can enhance workplace justice; however, justice can be denied when employers institute mandatory systems and require employees waive their right to pursue claims through the courts. Much of the variation in outcomes between these procedures is attributable to the decision-makers who, across these systems, emphasize different factors when evaluating a case. Critical questions remain however. We offer several recommendations for future research and encourage a more interdisciplinary approach to the many, as of yet, unanswered questions.

Sexual Harassment of Lesbians in the Workplace

Abstract

This article explores the literature addressing sexual harassment of lesbians and discusses the ways in which one form of prejudice, that against lesbians, contributes to this problem. The first section of the article discusses the lesbian experience of violence, harassment, and discrimination. In exploring the above experiences of lesbians it becomes apparent that lesbians are the victims of a specific form of prejudice–homophobia. Homophobia impacts lesbians in two ways: (1) in the form of negative attitudes and denigrating or destructive acts; and (2) by means of actual discrimination, whether overt or subtle. Unlike sexism and racism, homophobia has had little public discussion, and the article concludes with a discussion of the impact of homophobia on lesbians in the workplace.     

Confronting Gender Discrimination in the Mexican Workplace

Abstract

This article focuses on the issue of gender discrimination in Mexico, in light of NAFTA since passed in 1993. A model of transnational contention from social movement theories is modified and used to analyze the integration of actions by Mexican, US and Canadian women's and labor group's actions, as they fight for Mexican pregnant workers' rights. Data from interviews with labor leaders, female legislators, political parties and feminist NGOs in Mexico and tri-national government documents are processed in a typology of transnational contention, revealing a high degree of integrated transnational and domestic efforts-which I argue is the basis for a growing women's labor movement in the region.     

Perceptions of Relational Practices in the Workplace

We examined the intersection of gender and work through an investigation of relationally motivated behaviour in the workplace. Using Fletcher's ethnography of women's relational practices in a masculine work environment as a springboard, we examined Fletcher's typology of relational practice, participants' perceptions of employees who perform these forms of behaviour and whether these perceptions were related to gender. Working adults (N = 128) completed online surveys containing workplace scenarios and rated how effective and submissive they perceived the behaviour to be. Overall, participants rated relational practices as ineffective and submissive, regardless of whether a man or a woman had performed them. However, they reported that they would behave the same way as the target and they offered relationally oriented reasons for their choice. Relational practices remain paradoxical in the workplace, both necessary and devalued.     

Miscarriage in the Workplace: an Authoethnography

This paper is an extension of the literature on pregnancy and work, and it introduces miscarriage as an important topic of study in management. Miscarriage starts with a pregnancy, so a woman who has miscarried deals with many of the same workplace issues as women who carry to term. The experience of miscarriage, however, often leads to physical and emotional trauma and/or grief that many women hide from their co‐workers. In this paper we also explore how secrecy is an integral part of the miscarriage experience. The combination of secrecy and grief that is layered on top of a difficult physical experience makes miscarriage a unique experience that, to date, has mostly been ignored in management literature and practice. It is well documented that contemporary corporate structures have little room for addressing procreation, health and grief, it is perhaps unsurprising then that despite miscarriage being seen as a relatively common event it remains silenced.