Preventing social exclusion through illness or disability: Models of good practice

Wynne, Richard; McAnaney, Donal

doi:10.3233/wor-2009-0819

Cited by 9 publications

(6 citation statements)

References 2 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Research shows that when people who identify as black or African-American are rejected they are more likely to attribute their ostracism to their race and are slower at recovering their fundamental needs, both when being ostracized by a member of their race or someone outside their race. We also see people with visible disabilities and/or physical illnesses experience social rejections because of their conditions (Wynne and McAnaney, 2009). Additionally, race, sexual minority and disability status are often linked to lower socioeconomic status (American Psychological Association, 2006;Rodgers, 2008;US Department of Labor, 2017), which is important to consider as people of color, sexual minorities and those who are differently abled are often already more likely to be ostracized.…”

Section: Intersectionalitymentioning

confidence: 99%

Ostracizing targets of workplace sexual harassment before and after the #MeToo movement

Brown

Battle

2019

EDI

View full text Add to dashboard Cite

Purpose The purpose of this paper is to explore the connections between sexual harassment and ostracism both before and after the modern day #MeToo movement. It outlines how the birth of the #MeToo movement lessened the impact of ostracism, empowering victims to report their abusers. Design/methodology/approach This paper provides an overview of the ostracism literature, and discusses why ostracism has historically prevented individuals from disclosing workplace abuse. It also examines recent and historical cases of sexual harassment where ostracism has both inhibited targets of sexual harassment from reporting and harmed those who stood up for their right not to be harassed. Findings Both purposeful and non-purposeful ostracism have negative impacts on employees and organizations as a whole, and the fear of ostracism prevented many from disclosing harassment and abuse in the workplace. The #MeToo movement, by nature, is antithetical to ostracism by building community and freeing people to seek justice. This paper makes practical recommendations for organizations that wish to help prevent ostracism as a response to workplace sexual harassment disclosure. Research limitations/implications Both purposeful and non-purposeful ostracism have negative impacts on employees and organizations as a whole, and the fear of ostracism prevent many from disclosing harassment and abuse in the workplace. The #MeToo movement by nature is antithetical to ostracism, building community and freeing people to seek justice. This paper makes practical recommendations for organizations that wish to prevent ostracism as a response to workplace sexual harassment disclosure. Additionally, it provides future research directions to explore the empirical link between the disclosure of sexual harassment and ostracism. Originality/value This paper analyzes a crucial barrier to reporting sexual harassment. It both examines the consequences of ostracism and highlights how the threat of ostracism can be overcome through intentional organizational efforts.

show abstract

Section: Intersectionalitymentioning

confidence: 99%

Ostracizing targets of workplace sexual harassment before and after the #MeToo movement

Brown

Battle

2019

EDI

View full text Add to dashboard Cite

show abstract

“…It administers income support during sickness absence for one or two years (depending on social insurance contributions), after a waiting period of three days (OECD, 2008). There are no legal responsibilities for employers to compensate a sick employee’s loss of income, nor are they obliged to provide return-to-work measures (OECD, 2008; Wynne and McAnaney, 2004). Their only obligation is to provide the employee with a written statement of the terms and conditions relating to sickness absence, for example, wage payment, within two months of the start of employment (Conroy, n.d.).…”

Section: Sickness Absence Policies In the Netherlands Denmark And Irelandmentioning

confidence: 99%

“…However, these schemes focus on hiring unemployed or inactive disabled rather than retaining sick employees, or only target employees who are ill for more than six months, like the Partial Capacity Benefit Scheme. Moreover, some subsidy schemes are difficult to access or are infrequently used (IBEC, 2012; Wynne and McAnaney, 2004).…”

Section: Sickness Absence Policies In the Netherlands Denmark And Irelandmentioning

confidence: 99%

The activation logic in national sickness absence policies: Comparing the Netherlands, Denmark and Ireland

Vossen

Gestel

2014

European Journal of Industrial Relations

View full text Add to dashboard Cite

We compare sickness absence policies in the Netherlands, Denmark and Ireland, examining whether and how the institutional logic of 'activation' that is paramount in Europe is understood and given shape in each country. They differ in their support for the underlying ideas of 'activation', and especially vary in the design of their governance systems, as can be seen in the allocation of responsibilities, the description of return-to-work routines and the use of regulative instruments. We contribute to institutional theory by demonstrating the important but often neglected role of national governance systems in the macro-micro linkage between institutional logics and organizational and individual behaviour. Since sickness absence is a major cause of workforce inactivity, the practical relevance of this study is the comparative reflection on recent policy developments to improve sickness absence management.

show abstract

“…Individuals who differ in any way from group norms are in danger of being ignored or rejected. Workers who identify themselves as members of minority groups are often discriminated against, for example, African-Americans (Deitch et al, 2003), foreign-language speakers (Hitlan, Kelly, Schepman, Schneider, & Zarate, 2006) and people with visible disabilities, physical illnesses (Wynne & McAnaney, 2009) or mental illnesses (Marr, Thau, Aquino, & Barclay, 2012) have reported being excluded or rejected. Some personal traits have been shown to be correlated with being ostracized in the workplace, such as low self-esteem (Sommer, Williams, Ciarocco, & Baumeister, 2001), high neuroticism, low agreeableness and low extraversion (Wu, Wei, & Hui, 2011).…”

Section: Antecedents Of Workplace Ostracismmentioning

confidence: 99%

Ostracism in the Workplace

Gamian-Wilk

Madeja-Bień

2021

Special Topics and Particular Occupations, Professions and Sectors

View full text Add to dashboard Cite

This chapter provides a literature review on workplace ostracism in the context of workplace bullying. First, the context of ostracism in the workplace is conceptualized and distinguished from other phenomena (e.g. workplace deviance, incivility and bullying). A brief history of research on ostracism in the workplace and ways of measuring it are included. Second, a theoretical background is provided, and the most important models of ostracism as well as the outcomes of ostracizing and being ostracized (immediate responses, cognitive and behavioural strategies of coping, and the long-lasting outcomes of being rejected) are described. The M. Gamian-Wilk (*) Faculty in Wrocław,

show abstract

Preventing social exclusion through illness or disability: Models of good practice

Cited by 9 publications

References 2 publications

Ostracizing targets of workplace sexual harassment before and after the #MeToo movement

Ostracizing targets of workplace sexual harassment before and after the #MeToo movement

The activation logic in national sickness absence policies: Comparing the Netherlands, Denmark and Ireland

Ostracism in the Workplace

Contact Info

Product

Resources

About