Age and gender differences in the relationship between obesity and disability with self-perceived employment discrimination: Results from a retrospective study of an Australian national sample

Keramat, Syed Afroz; Alam, Khorshed; Rana, Rezwanul Hasan; Shuvo, Suvasish Das; Gow, Jeff; Biddle, Stuart J. H.; Keating, Byron

doi:10.1016/j.ssmph.2021.100923

Cited by 12 publications

(7 citation statements)

References 35 publications

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“…It is also noteworthy that in Australia (as in most developed countries), such protections do not extend to the self-employed, and it is generally harder to detect more indirect forms of discrimination [ 16 , 36 ]. For instance, selection bias in the allocation of business opportunities could also explain differences in satisfaction with pay and security for PWD and entrepreneurs without disability.…”

Section: Discussionmentioning

confidence: 99%

Job satisfaction dynamics: how do they impact employment mode choice for people with a disability?

Keating

Keramat

Waller

et al. 2022

Heliyon

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Section: Discussionmentioning

confidence: 99%

Job satisfaction dynamics: how do they impact employment mode choice for people with a disability?

Keating

Keramat

Waller

et al. 2022

Heliyon

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“…The prevalence of incivility can be higher for older workers, those with physical attributes such as obesity [35] and upto 3-5 times higher for workers with a recognised disability even after adjusting for all confounding characteristics [36] This impacts negatively on employee retention. [37] It is recognised that 1:5 people in the UK have a disability and that 80% of disabilities are hidden.…”

Section: Immigrant Statusmentioning

confidence: 99%

Dignity at Work Standards for the Healthservice

Chakravorty¹,

Nageswaran

2022

Sus

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BAPIO (British Association of Physicians of Indian Origin) as an organisation actively promotes the diversity, equality and inclusion of all healthcare professionals. As an organisation which encompasses a majority of ethnic minority members, we hear the unfortunate experiences of bullying, harassment and discrimination that takes place in numerous healthcare settings within the UK. In response to these lived experiences, a committee was appointed to establish a set of standards, to foster dignity within the workplace, using the large body of literature documents available. The ambition of this project is to advocate and advertise for an environment that is free from bullying and harassment and to adopt a zero tolerance policy towards bullying or harassment. We aim to do this by developing, implementing, and evaluating our Dignity@Work Standards. The Standards constitutes of 8 different domains for all healthcare professionals including managerial members to adopt in clinical practice. These domains include: Environment & Culture - ensuring the workplace environment remains a safe place for professionals to raise concerns, be treated fairly and one with dignity for all. Cultural Intelligence - acknowledging and raising awareness of the impacts of culture and diversity on dignity and accounting for intersectionality in the workplace. Organisational Interventions - highlighting the role of the organisation in accommodating the appropriate resources to eradicate behaviours of bullying and harassment. Communication & Interactions - encouraging respectful interactions between staff and creating a safe workplace to communicate any workplace issues. Monitoring & Accountability - adopting a collaborative approach to routinely monitor the standards of behaviour in the workplace and being held accountable for any failures Metrics - collection of data from the workforce to be able to understand the lived experiences of the workplace. Concerns & Grievances - having a transparent process to raise concerns and ensuring the same process is applied to all members of staff. Support - provision of the appropriate support for all staff that are a victim of bullying and harassment. Our preliminary vision of the Standards is to create a document that defines the gold standard for dignity in the workplace. The Standards incorporates the diversity of the workforce and ensures consideration is given to the intersectionality of already known determinants of bullying and harassment within the workplace. The COVID-19 pandemic has created increased pressure on the workforce of the National Health Service and with this pressure has come unacceptable working standards, inappropriate behaviour within staff, increasing reports of bullying and harassment and more staff leaving the NHS than ever before. It is therefore crucial to act now in order to eradicate bullying and harassment within the healthcare setting. We know and appreciate that collaboration is the cornerstone to progress and we encourage working with core leaders within the UK healthcare system to create this change. Together we will deliver.

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“…Additionally, evidence suggests that persons with disabilities are more likely to rate their physical and mental health as poor or fair [ 7 ]. Apart from the direct costs, disability has indirect costs in the form of increased absenteeism [ 8 ], rising presenteeism [ 9 ], low job satisfaction [ 10 ], and high workplace discrimination [ 11 ].…”

Section: Introductionmentioning

confidence: 99%

Disability, physical activity, and health-related quality of life in Australian adults: An investigation using 19 waves of a longitudinal cohort

et al. 2022

Self Cite

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Background Any form of long-term physical or mental impairment might negatively influence health-related quality of life (HRQoL). HRQoL, as an independent concept, covers a wide range of characteristics that includes physical, mental, social, and spiritual functions. People with disabilities are continuously exposed to multiple barriers that deteriorate their HRQoL. It also creates impairment in performing physical activities. However, experts opine regular physical exercise as an intervention to help disabled people. This research aims to investigate the association between disability and physical activity with HRQoL among the adult population in Australia. Design A retrospective cohort study. Methods This study utilized the most recent 19 waves of data (2002–2020) from the nationally representative Household, Income and Labour Dynamics in Australia (HILDA) survey. Component summary scores such as physical component summary (PCS) and mental component summary (MCS), and SF-6D utility scores were utilized to measure HRQoL. Random-effects GLS regression technique was fitted to estimate the association between disability and physical activity with HRQoL, after adjusting for a range of socio-demographic and health-related characteristics. Results Disability was negatively associated with the PCS (-5.95), MCS (-2.70) and SF-6D (-0.060) compared with non-disabled counterparts. However, respondents engaged in the recommended level of physical activity had substantial gain in PCS (b = 0.96), MCS (1.57), and SF-6D (0.021) scores. Besides, the results showed that performing the recommended level of physical activity in the presence of disability has lessen the negative effect of disability/ positive moderating effect of physical activity on PCS, MCS, and SF-6D scores by 1.84 points, 0.82 points, and 0.013 percentage points, respectively. Conclusion This study found an inverse association between disability and HRQoL among Australian adults. However, physical activity was associated with improved HRQoL. Therefore, public health interventions, such as the orientation of physical activities, have a higher potential to dwindle the burden regarding HRQoL.

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Age and gender differences in the relationship between obesity and disability with self-perceived employment discrimination: Results from a retrospective study of an Australian national sample

Cited by 12 publications

References 35 publications

Job satisfaction dynamics: how do they impact employment mode choice for people with a disability?

Job satisfaction dynamics: how do they impact employment mode choice for people with a disability?

Dignity at Work Standards for the Healthservice

Disability, physical activity, and health-related quality of life in Australian adults: An investigation using 19 waves of a longitudinal cohort

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