@RIIRUL I've been writing about this for a bit. Like this : https://t.co/kEHCPCwRtp and https://t.co/Bs2PVkONs0 and https://t.co/TMAp14pPNW for example
RT @CoProCare: QUESTION FIVE! Women often opt for part-time, informal work to suit their unpaid care responsibilities. Widening the #Gender…
QUESTION FIVE! Women often opt for part-time, informal work to suit their unpaid care responsibilities. Widening the #GenderPayGap & women’s under-representation. @HeejungChung’s research found #flexitime could be the solution #WomensWork #ActForCare 👏
@maxwellflitton @robbogibson @TheBMA From a UK perspective, this from the Understanding Society survey is quite a neat analysis, which taking account of multiple variables including parenthood and work factors shows no difference between gender/hours http
RT @HeejungChung: References our/@MariskavdHorst paper on #FlexibleWorking and #overtime & paper on #FlexibilityStigma from the @ESRC funde…
References our/@MariskavdHorst paper on #FlexibleWorking and #overtime & paper on #FlexibilityStigma from the @ESRC funded @WAFProject available here for free: https://t.co/TMAp14pPNW & https://t.co/1DgXcaZPu5
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @HeejungChung: New Press release of @WAFProject paper: w/@MariskavdHorst in @SpringerSocSci #SocialIndicatorsResearch - https://t.co/TM…
RT @HeejungChung: New Press release of @WAFProject paper: w/@MariskavdHorst in @SpringerSocSci #SocialIndicatorsResearch - https://t.co/TM…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
New Press release of @WAFProject paper: w/@MariskavdHorst in @SpringerSocSci #SocialIndicatorsResearch - https://t.co/TMAp14pPNW Flexible schedules cause part-time working mothers to work longer without pay - @UniKent https://t.co/OCy1ml7i6s
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
RT @usociety: Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung…
Part-time working mothers with flexible schedules end up doing more work without pay according to research from @HeejungChung @UniKent & Mariska van der Horst @VUamsterdam using @usociety data: https://t.co/hWKMdF2noF @fawcettsociety @923_jobs https://
@clairecampbellj @FlexNHS @Timewise_UK for some empirical evidence to show that flexible working/more control over your work does lead to overwork - see this! https://t.co/UnWUWp4dkB and this!https://t.co/1DvcQKsFwg
Fascinating detail in this: importance of not conflating results of different types of flexible working, and "...control over one’s work could have also been given to workers alongside ... increased workload". Lots to think about!
RT @jburton123: Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status, by @HeejungChung & Ma…
RT @jburton123: Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status, by @HeejungChung & Ma…
Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status, by @HeejungChung & Mariska van der Horst - uses @usociety https://t.co/JUhYzulhzX https://t.co/7xqIgBxLD4
4th: Performance driven #Flexibleworking can increase #genderwagegap by increasing #overtime gap between men & women while #FamilyFriendly flexible working = #Flexitime / #Teleworking do not @MariskavdHorst & myself @WAFProject (open access!) h
RT @HeejungChung: #ScheduleControl may increase #genderwagegap by increasing the gap in #overtime done by men & women *but flexitime/telew…
RT @HeejungChung: #ScheduleControl may increase #genderwagegap by increasing the gap in #overtime done by men & women *but flexitime/telew…
#ScheduleControl may increase #genderwagegap by increasing the gap in #overtime done by men & women *but flexitime/teleworking won't. by @MariskavdHorst & myself @WAFProject in the new SI #FlexibleWorking & #GenderEquality in Soc Ind. Res. @Sp