Work,Employment and Society

Construction work is physically demanding and often associated with bodily pain. This article presents a study of construction workers’ practices of using and relating to their bodies at work through an agential realist framework for analysing the (re)configuration of the workers’ embodied subjectivity. The analysis draws on interviews with 32 Danish construction workers as well as brief observations. The article shows how ‘trading health for money’ becomes a mode for maintaining positive social, occupational and masculine identity among construction workers. Furthermore, it shows how the agency of the body is overruled by the intra-acting agencies of productivity, collegiality, job security and masculine working-class identity. Finally, it shows an instability in this configuration of masculine working-class identity that leaves room for a focus on the body.

This article extends an understanding of how the embodied nature of work, in this case nursing work, is reformed by workplace technologies. It outlines how technological advancements helped to partially restore the physical and psychological perforations inflicted on those performing nursing work. However, the transitions to remote nursing analysed here also undermined the prospects for future professional advancement. By analysing how technologies can disrupt embodied practices within the occupational field of nursing, the article provides both an empirical and a theoretical contribution to existing research on embodiment and work.

Even as employment in the construction industry in India has grown in recent decades, economic insecurities of workers persist. The existing forms of work and labour control, embedded in capitalist and patriarchal relations, are significant for women’s ability to question or resist their conditions of work. To understand the relations among workers and between workers and contractors/employers, this study draws on Scott’s idea of the ‘moral economy’. I argue in this article that in the absence of formal or legal contracts between workers and contractors, women are led to mobilize on their social capital or their valued relations with contractors and co-workers. Women’s responses to their situation may not demonstrate a strong articulation of exploitation in class or feminist terms, but their political sense is informed by ideas of morality and reciprocity in relationships. Their resistance could be strengthened when they collectively act with workers in a similar situation.

The influence of language on social capital in low-skill and ethnically diverse workplaces has thus far received very limited attention within the sociology of work. As the ethnically diverse workplace is an important social space for the construction of social relations bridging different social groups, the sociology of work needs to develop a better understanding of the way in which linguistic diversity influences the formation of social capital (i.e. resources such as the trust and reciprocity inherent in social relations in such workplaces). Drawing on theories about intergroup contact and intercultural communication, this article analyses interviews with 31 employees from two highly ethnically diverse Danish workplaces. The article shows how linguistic barriers such as different levels of majority language competence and their consequent misunderstandings breed mistrust and hostility, while communication related to collaboration and ‘small talk’ may provide linguistic bridges to social capital formation.

When encountering problems and dissatisfaction in the workplace, employees may choose between three strategies: voice; exit; or silence. Using survey data and interview material from a study of employees in an elderly care organization in Sweden, this article investigates the workers’ perceptions of the eligibility and prospects of these strategies and which individual characteristics and situational factors might affect them. The focus is on racialized workers (operationalized through their region of birth) who, according to earlier studies, are less likely than other employees to choose voice behaviour. Contrary to some earlier studies, the results here attribute such a propensity to the importance of power differences across ‘racial hierarchies’ rather than to differences in cultural values. Individuals in this (racialized) category have a lower occupational status, earn less and experience less favourable relationships with their managers.

One of the solutions that could be used to resource the needs of ageing populations is the encouragement of individuals to extend working lives beyond retirement, often referred to as ‘bridge employment’. Although previous studies provide important insights into individual determinants of bridge employment, there is scant research on the extent to which differences across countries and between genders exist and how these might be explained by economic and societal differences in the pension context. The determinants of participation in bridge employment are investigated among male and female retirees in 16 European countries. Multilevel models are estimated based on data from the Survey of Health, Ageing and Retirement in Europe project. It was found that where there is high expenditure on pensions there is a lower likelihood of retirees participating in bridge jobs, while strong norms that support working past retirement are positively associated with bridge employment.

This article analyses the relationship between cultural difference, social connections and opportunity structures using interview evidence from low-paid workers and managers in local government, the health service, facilities management and housing. Exploring the operation of homosocial reproduction it reveals the double-edged nature of informality and the role of favouritism in particular in perpetuating ethnic advantage and privilege. While demonstrating that uses of homosocial reproduction need to be sensitive to intersections of identities or categories of difference, the article adds further evidence of the persistent gap between equal opportunities policies and practice for ethnic minorities in the United Kingdom labour market. The article concludes that stronger forms of positive action, and even positive discrimination, are needed to address the low pay traps and restricted opportunities of ethnic minority workers.

This article revisits contemporary union renewal/revival debates through comparison with the late 1930s resurgence of trade unionism in the UK’s engineering industry. It is argued that the 1930s union renewal arose from more favourable contextual conditions than those currently obtaining. It was led by political activists, with better-articulated organisation and greater resonance in the working class than their contemporary counterparts, who were assisted by state policy and pro-worker forces. Conclusions are drawn in relation to current debates.

This ‘on the front line’ account allows Shankar Veerta to voice out his concerns as an activist in Mauritius. Shankar’s account provides insights into the recent work of collective actors who, as institutional entrepreneurs, aim to bring social change in Mauritius and support vulnerable workers. Mauritius has achieved its heralded economic success by adjusting consistently to liberalized regimes of the global economy. As a former business process outsourcing (BPO) worker, however, Shankar casts a critical lens on challenges facing workers operating in the new BPO sector of Mauritius. He then explains how and why he joined a local political movement that supported non-unionized workers during major industrial disputes in the BPO sector in 2011. Finally, Shankar describes the movement’s attempts to initiate divergent change through enabling conditions that have allowed it to start raising awareness among Mauritian workers and citizens.

Work, employment and society 2017; 31(4): 586–604.

Suzan Lewis, Deirdre Anderson, Clare Lyonette, Nicola Payne and Stephen Wood

Public sector austerity cuts in Britain and the changing discourse of work–life balance

10.1177/0950017016638994

The Editors would like to note an update to the author biography of this article. Stephen Wood was a member of the first Editorial Board of Work, employment and society and helped found it.