Factors influencing physical distancing compliance among young adults during COVID-19 pandemic in Indonesia: A photovoice mixed methods study

The spreading of the coronavirus disease (COVID-19) is growing out of control in Indonesia since the first two confirmed cases were announced in March 2020. Physical distancing measures are key to slowing down COVID-19 transmission. This study investigated factors associated with physical distancing compliance among young adults in the Jakarta Metropolitan Area, Indonesia. A convergent photovoice mixed methods design was used. Quantitatively, using data from 330 young adults in Jakarta Metropolitan Area, Indonesia, physical distancing compliance scores and its associated factors were analyzed with hierarchical linear regression. Responses from 18 young adults in online focus group discussions and 29 young adults in photovoice were analyzed with thematic analysis. Then, the findings were integrated using joint displays. The mean compliance score of young adults was 23.2 out of 27.0. The physical distancing compliance score was higher among those who worked or studied from home (β = 0.14, p <0.05), compared with those who resumed work at an office or study at school. Celebrating religious days (β = −0.15, p <0.05) and having hometown in the Jakarta Metropolitan Area (β = −0.12, p <0.05) were negatively associated with higher physical distancing compliance scores. Joint displays expanded the reasons for workplace policy, awareness, and social pressure as facilitators and barriers to compliance. Young adults’ physical distancing compliance scores were high, but they are at risk of not complying due to religious events and changes in workplace policies. Beyond individual efforts, external factors, such as workplace policies and social pressure, play a major role to influence their physical distancing compliance.

Issues with Romance in the Workplace Environment

Due to the increased interaction between coworkers on a daily basis, studies show there is a direct correlation with romance that stems from the workplace. While there can be benefits, this paper will show how romances in the workplace can result in negative effects on the workplace environments through a multitude of ways. Workplace Romances deal with issues originating from hierarchal relationships, including sexual harassment and favouritism, which further impacts job productivity and morale. The existence of these forms of relationships may be unavoidable, yet they can also be damaging to a company when relationships become unsuccessful. Workplace Romances can have a major effect on coworkers, including tension and conflict. Workplace policies are a divided subject, as they could perhaps prevent issues, while at the same time, they may create further issues.

Differential Treatment of Older Workers Due to COVID-19: Potential for Ageism and Age Discrimination at Work

This paper examines the implications of employers' current COVID-19 protective workplace attendance policies toward older workers, potentially creating the outcomes of increased numbers of involuntary retirees and the discouraged older worker syndrome among otherwise qualified older workforce participants. How potential ageist assumptions and age discrimination under COVID-19 affect workplace decisions in reflection on the Age Discrimination in Employment Act (1967) guidelines is discussed. Older workers may remain in the workforce longer than ever before due to having healthier life expectancies. Workplace policies need to be increasingly sensitive to older employees’ rights to sustain their workplace engagement (Cummins, 2014; Cummins, Harootyan, & Kunkel, 2015). The author reviewed current unemployment trends in 2020 and emerging litigation in reflection upon general issues of COVID-19 related age discrimination in the older workers' workplace attendance decisions by employers and the historical framework of the Age Discrimination in Employment Act (1967, with significant amendments in 1978 and 1986). The policy analysis paper presents the implications of employers' COVID-19 protective policies on older workers and how it may affect the “health” of the workplace and older adults and the economy beyond the pandemic. Lastly, strategies to address an "age-friendly" workplace during a pandemic and post-pandemic are discussed.

Gender Diversity and Corporate Governance

Gender diversity in the workplace has been an issue receiving a tremendous amount of attention both in academia and in the popular press. The research to date has tended to focus on the obstacles to promotion of women at lower and middle management levels, often referred to as a glass ceiling effect. However, most research on the subject has been mainly restricted to the definition of gender, by biological determination, that is, male and female, rather than by social construction. This chapter addresses the impact of gender diversity leadership and firms’ performance. In addition, it offers a synopsis of selected research examining the LGBT-supportive workplace policies and firms’ outcomes. Further, the chapter identifies priorities for future research that can advance our understanding on this research area, and the broader field of financial studies, encompassing the growing interest in the boundaries between the economic, the psychological and the social areas.

Differential Treatment of Older Workers Due to COVID-19 Accommodations: Potential Issues of Ageism and Age Discrimination

This paper examines the implications of employers’ current COVID-19 protective workplace attendance policies toward older workers, potentially creating the outcomes of increased numbers of involuntary retirees and the discouraged older worker syndrome among otherwise qualified older workforce participants. How potential ageist assumptions and age discrimination under COVID-19 affect workplace decisions in reflection on the Age Discrimination in Employment Act (1967) guidelines is discussed. Older workers may remain in the workforce longer than ever before due to having extended life expectancies. Workplace policies need to be increasingly sensitive to older employees’ rights to sustain their workplace engagement (Cummins, 2014; Cummins, Harootyan, & Kunkel, 2015). The author reviewed current unemployment trends in 2020 and emerging litigation in reflection upon general issues of COVID-19 related age discrimination. Specifically, older workers’ workplace attendance decisions by employers were analyzed within the historical framework of the Age Discrimination in Employment Act (1967 significant amendments in 1978 and 1986). The policy analysis paper presents the implications of employers’ COVID-19 protective policies on older workers and how it may affect the “health” of the workplace and older adults and the economy beyond the pandemic. Lastly, strategies to address an “age-friendly” workplace during a pandemic and post-pandemic are discussed.

Gender

This chapter explores the way that gender influences and blocks ambition. Despite recent progress, women still are grossly underrepresented at the top and overrepresented at the bottom in measures of power and economic reward. In explaining these disparities, research suggests that while women may be more ambivalent about ambition than men and ambitious for somewhat different things, the primary explanation for their different achievements lies elsewhere: in gender bias, stereotypes, and socialization patterns; and in inequalities in family responsibilities and inadequacies in workplace policies. Discussion focuses on the special obstacles to ambition for women of color, women leaders, and women politicians. Gender differences in mentors, sponsors, and allies and in the incidence of sexual harassment and online abuse compound the problems. These inequalities are not only unjust for individuals, but they also impair organizational performance. The chapter closes with strategies for ambitious women and for organizations seeking greater equity, diversity, and inclusion.

NOT FAR ENOUGH: HOW WORKPLACE HARASSMENT POLICIES FAIL TO PROTECT SCHOLARS FROM ONLINE ABUSE

Over the last decade online spaces and digital tools have become a central part of scholarly work and research mobilization (Carrigan, 2016). However, the integration and reliance on these technologies into scholars’ work lives have heightened their online visibility, which has opened the door to new experiences of online abuse. Previous research shows that online abuse has negative impacts on scholars’ work, and that they are left to deal with the consequences of online abuse primarily on their own, with little support from their institution (Authors, 2018a; 2018b). Given the importance of online spaces/tools in scholars' lives and the detrimental impacts of harassment, colleges and universities must recognize the risks associated with online visibility and have policies in place that address those risks. In this paper we analyze 41 workplace policies that deal with harassment and discrimination from Canadian Universities and Colleges to understand what these institutions propose to do about online abuse. We use Bacchi’s (2012) ‘What’s the problem represented to be?’ (WPR) approach. This approach encourages examination of the assumptions and conceptual logics within the framing of a problem in order to understand implicit problem representations. Early analysis identified two problems common across the 41 policies that limit their ability to offer protection and/or support in many cases of online abuse: the first limitation focuses on who the policies apply to, and the second on where the policies apply.

COVID-19 symptoms, patient contacts, PCR-positivity and seropositivity among healthcare personnel in a Maryland healthcare system

In a large system-wide healthcare personnel (HCP) testing experience using SARS-CoV-2 PCR and serologic testing early in the COVID-19 pandemic, we did not find increased infection risk related to COVID-19 patient contact. Our findings support workplace policies for HCP protection and underscore the role of community exposure and asymptomatic infection.

Comprehensive Workplace Policies and Practices Regarding Employee Opioid Use

The workplace is a key environment to impact employees, families, and communities to prevent further opioid and substance misuse, addiction, and overdose. However, it is often overlooked as an ideal location to launch a prevention intervention or support strategy. Employees in recovery, seeking treatment, and dealing with mental distress require employer support. Supports should consider the diversity of the work force and be culturally appropriate. Several data sources, tools, and other resources exist to aid employers in supporting their employees and addressing the opioid epidemic; a few from the National Safety Council are discussed. As well as suitable strategies to strengthen workplace prevention interventions and treatment access, in light of the opioid epidemic, coronavirus pandemic, and workplace disparities.

Paving the Way for a Gender Diverse Future: Small and Mid-size Corporates

Understanding and accepting gender bias especially at the workplace is crucial to ensure more participation not only of women but also men in diversified roles irrespective of their genders. This will bridge the gap between talent and opportunities, increase productivity, widen the talent pool and encourage personal and professional growth. Gender equality is not a women issue but a human issue that affects everyone. The women were more susceptible to the pandemic-induced challenges due to already existing gender and economical inequalities. Most of them were negatively hit and their financial, social and financial status became vulnerable due to loss of livelihood, family condition and mental and physical health challenges. The Maternity Act is undoubtedly a great step towards empowering women but more needs to be done to make the ecosystem more conducive for their overall well-being. Flexible workplace policies, more benefits and special provisions will be instrumental to ease the burden on them. The need is not only to draft favourable work policies but also to make key stakeholders aware of the unconscious biases and prejudices that exist. The target of equitable development can only be achieved through a sensible, collaborative, and responsible approach.