Work Disincentives and Barriers to Employment

2006 ◽  
pp. 51-83
Author(s):  
Keyword(s):  
Barriers To Employment ◽  
Work Disincentives

Perceived Barriers to Employment for Male and Female Drug-abusing Offenders in a Rural State

2003 ◽  
Author(s):  
J. Matthew Webster ◽  
Michele Staton ◽  
Allison Mateyoke-Scrivner ◽  
Matthew L. Hiller ◽  
Carl Leukefeld
Keyword(s):  
Perceived Barriers ◽  
Male And Female ◽  
Barriers To Employment ◽  
Rural State

scholarly journals Self-employment as a stepping stone to better labor market matching: a comparison between immigrants and natives

2020 ◽  
Vol 86 (4) ◽  
pp. 479-501
Author(s):  
Magdalena Ulceluse
Keyword(s):  
Labor Market ◽  
Comparative Analysis ◽  
Labour Force ◽  
Demographic Characteristics ◽  
Labour Force Survey ◽  
Self Employment ◽  
Barriers To Employment ◽  
Labor Market Matching ◽  
Shed Light ◽  
The Eu

AbstractThe paper investigates the relation between overeducation and self-employment, in a comparative analysis between immigrants and natives. Using the EU Labour Force Survey for the year 2012 and controlling for a list of demographic characteristics and general characteristics of 30 destination countries, it finds that the likelihood of being overeducated decreases for self-employed immigrants, with inconclusive results for self-employed natives. The results shed light on the extent to which immigrants adjust to labor market imperfections and barriers to employment and might help explain the higher incidence of self-employment that immigrants exhibit, when compared to natives. This is the first study to systematically study the nexus between overeducation and self-employment in a comparative framework. Moreover, the paper tests the robustness of the results by employing two different measures of overeducation, contributing to the literature of the measurement of overeducation.

Barriers to Employment: Personality and Cognitive Predictors of Employment Status

2006 ◽  
Vol 15 (1) ◽  
pp. 10-18 ◽  
Author(s):  
Carolyn McTurk ◽  
Jane Shakespeare-Finch
Keyword(s):  
Personality Traits ◽  
Employment Status ◽  
Thinking Styles ◽  
Individual Factors ◽  
Myers Briggs Type Indicator ◽  
Cognitive Differences ◽  
Cognitive Predictors ◽  
Direct Training ◽  
Type Indicator ◽  
Barriers To Employment

Barriers to employment are linked to individual factors such as thinking styles and personality traits. Personality and cognitive differences between employed ( n = 55) and unemployed ( n = 57) cohorts were analysed to quantify the association between these variables and employment status. Using the Myers-Briggs Type Indicator (MBTI) and the Thinking Styles Inventory, three hypothesised relationships were examined in terms of identifying predictors of employment status. Personality temperament was found to be a significant predictor (particularly Sensing Perceiving style: SP), and thinking type also accounted for variance in employment status. These findings may help direct training strategies adopted by employment agencies in assisting people who are unemployed, collaboratively targeting positive job access outcomes through their consultative partnerships.

scholarly journals Developing a digital health strategy for people who use drugs: Lessons from COVID-19

2021 ◽  
Vol 7 ◽  
pp. 205520762110284
Author(s):  
Melissa Perri ◽  
Adrian Guta ◽  
Marilou Gagnon ◽  
Matt Bonn ◽  
Pamela Leece ◽  
...  
Keyword(s):  
Digital Health ◽  
Health Conditions ◽  
People Who Use Drugs ◽  
Research Practice ◽  
Physical And Mental Health ◽  
Health Strategy ◽  
Human Service Delivery ◽  
Barriers To Employment ◽  
Future Program ◽  
The Continuum

COVID-19 has significantly exacerbated negative health and social outcomes for people who use drugs (PWUD) around the world. The closure of harm reduction services, ongoing barriers to employment and housing, and pre-existing physical and mental health conditions have increased harms for diverse communities of PWUD. Adapting current models of health and human service delivery to better meet the needs of PWUD is essential in minimizing not only COVID-19 but also drug-related morbidity and mortality. This article draws on research, practice, and advocacy experiences, and discusses the potential for digital health tools such as remote monitoring and telecare to improve the continuum of care for PWUD. We call for a digital health strategy for PWUD and provide recommendations for future program development and implementation.

Barriers to Employment: Individual and Organizational Perspectives

2017 ◽  
pp. 243-286
Author(s):  
Angela Hall ◽  
Stacy Hickox ◽  
Jennifer Kuan ◽  
Connie Sung
Keyword(s):  
Barriers To Employment

Barriers to Employment among TANF Applicants and Their Consequences for Self-Sufficiency

2007 ◽  
Vol 88 (3) ◽  
pp. 379-389 ◽  
Author(s):  
Amy Dworsky ◽  
Mark E. Courtney
Keyword(s):  
Longitudinal Study ◽  
Welfare Policy ◽  
Policy And Practice ◽  
Potential Barriers ◽  
Milwaukee County ◽  
Self Sufficiency ◽  
Barriers To Employment ◽  
Using Data

This article examines the prevalence of potential barriers to employment using data from a longitudinal study of 1,075 Milwaukee County parents who applied for assistance from Wisconsin's TANF program in 1999. It also examines whether those potential barriers were related to their subsequent employment and earnings. We find that many of these TANF applicants faced significant and often multiple barriers to employment. Moreover, these potential barriers were associated with both a reduction in their likelihood of being employed and lower earnings when they worked. The implications of these findings for welfare policy and practice are discussed.

How Judicial Myopia Is Jeopardizing the Protection of People with HIV/AIDS Under the ADA

2001 ◽  
Vol 27 (2-3) ◽  
pp. 301-327
Author(s):  
Tony R. Maida
Keyword(s):  
Civil Rights ◽  
Federal Government ◽  
Disabled People ◽  
Social Equality ◽  
Civil Rights Act ◽  
Barriers To Employment ◽  
The Disabled ◽  
Physical Barriers ◽  
The Government ◽  
Social Prejudice

The Americans with Disabilities Act of 1990 promised to be a “secondgeneration” civil rights statute, comparable in importance and scope to the Civil Rights Act of 1964. The breadth of the act reflected congressional and disability activists' desire to change society in order to enable the disabled to achieve economic autonomy and social equality. Historically, disabled individuals were characterized by their inability to normally function in society, either due to physical obstacles or social myths and stereotypes. Up until 1990, the federal government had taken baby steps to address these issues. Indeed, most federal activity was limited to assisting disabled people in overcoming physical barriers to employment. However, the government did little to change the structure of those barriers, and most certainly did not address the widespread social prejudice against the disabled.

3. Barriers to employment rights

2015 ◽  
pp. 57-95
Author(s):  
Stephen Taylor ◽  
Astra Emir
Keyword(s):  
Barriers To Employment ◽  
Employment Rights

3. Barriers to employment rights

2019 ◽  
pp. 46-82
Author(s):  
Stephen Taylor ◽  
Astra Emir
Keyword(s):  
Public Sector ◽  
Employment Law ◽  
Time Limit ◽  
Equal Protection ◽  
Private Firms ◽  
Continuous Service ◽  
Barriers To Employment ◽  
The Uk ◽  
Employment Rights

UK employment law does not give equal protection to everyone considered to be working for an employer. In fact, a substantial minority of people who work for private firms, companies and public sector organisations do not enjoy the protection of employment law in some significant respects. There are four types of situation that often deny people the opportunity to bring their claims to court: when a claimant is not considered to be an employee; when a claimant is not considered to be a worker; when a claimant (who is an employee) has not completed sufficient continuous service with their employer; and when a claimant is found not to be working legally in the UK. In addition, employment tribunals operate strict limits on how soon after someone is dismissed or suffers from an instance of unlawful discrimination they make a claim if they want it to be heard. For most tribunal jurisdictions this time limit is set at three months, meaning that after this period has passed a claim cannot be considered because it is ‘out of time’. In practice this rule can also act as a fifth type of barrier preventing people from accessing their employment rights. This chapter focuses on these five types of situations.

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