Abstract
This paper attempts to establish empirically the link between workplace gender diversity and employee job-related well-being in Britain. Using nationally representative linked employer–employee data and accounting for unobserved workplace heterogeneity the paper finds gender diversity to be associated with lower employee well-being for women. Workplace gender equality policies and practices are not found to ameliorate this finding.
Highlights
The labour market participation of women has increased significantly in the industrialised world in recent years
This paper attempted to establish empirically the link between WGD and EJW using the WERS2004 data. It uses an index measure of WGD and two different measures of EJW obtained from the eight facets job satisfaction and the six measures of affective well-being monitored in WERS2004
The paper made extensive review of the relevant theoretical and empirical literatures before setting up four testable hypotheses regarding: (i) the link between WGD and EJW, (ii) whether the link is gender specific, (iii) if the size of a gender group may have influences on the WGD and EJW link, and (iv) whether workplace HRM policy and practice has any bearing on the link between WGD and EJW
Summary
The labour market participation of women has increased significantly in the industrialised world in recent years. This paper attempts to establish empirically the link between WGD and EJW. It explores whether workplace HRM policy and practices have any bearing on the gender-wellbeing link. The paper aims to fill gaps in the existing literature and has several strengths It uses the WERS2004 data, the nationally representative linked employer–employee data, with large number of demographically varied workplaces located across Britain. The data have extensive sets of measures on EJW that include eight facets of job satisfaction and six affective well-being measures. This allows investigating links between WGD and aspects of EJW hitherto unexplored.
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