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For decades, pundits have argued about the values and dangers of offshoring. Recently, economist Alan S. Blinder weighed in with a paper examining the potential ramifications of the process. Dr.
Occupational inequality is the unequal treatment of people based on gender, sexuality, age, disability, socioeconomic status, religion, height, weight, accent, or ethnicity in the workplace. When researchers study trends in occupational inequality they usually focus on distribution or allocation pattern of groups across occupations, for example ...
In practice, the concepts can be intertwined, i.e offshore outsourcing, and can be individually or jointly, partially or completely reversed, as described by terms such as reshoring, inshoring, and insourcing. In-house offshoring is when the offshored work is done by means of an internal (captive) delivery model. [2] [3]
An unfair labor practice (ULP) in United States labor law refers to certain actions taken by employers or unions that violate the National Labor Relations Act of 1935 (49 Stat. 449) 29 U.S.C. § 151–169 (also known as the NLRA and the Wagner Act after NY Senator Robert F. Wagner [1]) and other legislation.
Offshoring – moving work to another country. If the offshore workplace is a foreign subsidiary, owned by the company, then the offshore operation is a § captive, [215] sometimes referred to as in-house offshore. [216] Offshore outsourcing – combines outsourcing and offshoring; is the practice of hiring an external organization that is in ...
The ILO defines workplace discrimination as “treating people differently because of certain characteristics, such as race, colour, or sex, which results in the impairment of equality and of opportunity and treatment.” [45] An overt example of workplace discrimination is unequal pay, especially between men and women.
The growing pool of global labor is accessed by employers in more advanced economies through various methods, including imports of goods, offshoring of production, and immigration. [4] Global labor arbitrage , the practice of accessing the lowest-cost workers from all parts of the world, is partly a result of this enormous growth in the workforce.
Causes included executive pay trends and the financialization of the economy. [5] For example, CEO pay expanded from around 30 times the typical worker pay in 1980 to nearly 350 times by 2007. From 1978 to 2018, CEO compensation grew 940% adjusted for inflation, versus 12% for the typical worker. [33]