Employees with Long Term Illnesses or Disabilities in the UK Social Services Workforce

Between 6% and 16% of the working age population have a long term illness or disability. 'Disability' is not consistently defined, however, and neither the distribution of disabled employees nor the nature of their disabilities is well documented. This paper presents the findings of a study of statutory social services employees in the UK and for the first time provides an estimate of the proportion of workers with long term illnesses or disabilities. Over a fifth had a self-reported long term illness or disability, 8% a condition which affected daily life. The distribution and nature of these, and the effects of gender, age, occupational categories, and work experience such as job satisfaction, stress and sick leave, are examined. Changes in legislation and the profile of the working age population are likely to increase the number of people with disabilities in work. The paper concludes that at a time of difficulties with recruitment and retention, social services and other social care employers must develop a range of responses to support and retain the diversity of people with disabilities in work.     

Face-to-Face Interviews and Mailed Questionnaires: The Net Difference in Response Rate

Traditionally, as reflected in methodology textbook reviewsof the survey nonresponse literature, interviews have been thoughtto achieve substantially higher response rates than mailed questionnaires.The paper describes a correlational design for assessing thetypical response difference between these two forms of datacollection, after controls for other factors known to affectsurvey response. Attention is given to change over time in theresponse difference between interviews and questionnaires. Inthe primary data set, the net response due to data collectionamounts to some 7.5 percentage points, in the middle (30–70)range of survey response. The analysis quantifies the declineover time in interview response, and shows mailed questionnairesto be free from decline. A second data set reproduces the essentialfindings.     

IS THE PRICE ELASTICITY OF MONEY DEMAND ALWAYS UNITY?

Including both monetary gold and nonmonetary gold in a standard money‐in‐utility model, we establish a presumption that the price elasticity of money demand should be less than 1 under commodity standards. Applying cointegration methods to data of the world, the United Kingdom, and the United States, we find support for the new theory. (JEL E41, E42)     

SEX DISCRIMINATION AND AFFIRMATIVE ACTION IN FACULTY SALARIES

A counterfactual model is used to determine if sex discrimination in salaries existed at Illinois State University. The analysis makes use of detailed peer evaluations of each faculty members's productivity in scholarly productivity, teaching, and service. The model is extended to examine the effects of Affirmative Action salary increments given female faculty members. Evidence of sex discrimination in salaries against female faculty is found. The Affirmative Action salary program erased this discrimination and introduced statistically significant discrimination against male faculty.