Every day, faculty, students, and alumni of the CIRHR are working on new and important contributions to the field of IRHR, but their impact doesn't stop there. Here are some recent highlights of research resonating beyond academia:
In a Globe and Mail opinion piece, Amanda Munday cites research by CIRHR professor Elizabeth Dhuey, Jessie Lamontagne, and CIRHR PhD alumna Tingting Zhang (Assistant Professor of Management at Western New England University), "The impact of full-day kindergarten on maternal labor supply."
A recent University of Toronto study showed that “mothers with only one child are 8 per cent more likely to work full-time following the implementation of the full-day kindergarten reform, and they work on average 2.6 more hours a week.”
A recent Globe and Mail editorial cites research by U of T economics professor David Foot and CIRHR PhD alumna Rosemary Venne (University of Saskatchewan), "The long goodbye: Age, demographics, and flexibility in retirement."
In a 2011 paper by professors David Foot of the University of Toronto and Rosemary Venne of the University of Saskatchewan, they noted research that showed “little dispute” that older workers “often desire transitional or partial retirement.” Those mostly likely to want to work longer are Canada’s most educated and productive – namely, people with university degrees.
Robert J. Bowman's recent discussion in SupplyChainBrain of how to prevent the mistreatment of workers in global supply chains featured comments from CIRHR professor Greg Distelhorst at a Stanford University Graduate School of Business conference as and discussion of "Does Lean Improve Labor Standards? Management and Social Performance in the Nike Supply Chain" with Jens Hainmueller and Richard M. Locke.
Neither technology nor traditional compliance measures will prevent the mistreatment of factory workers in the global supply chain.
So said Greg Distelhorst, assistant professor at the University of Toronto’s Centre for Industrial Relations and Human Resources.
Benefits Canada featured CIRHR professor Dionne Pohler's insights from a recent panel discussion as Martha Porado covers how #MeToo movement is changing way employment law views harassment.
In addition to upping the likelihood thatan outside firm will become involved when someone makes allegations of harassment or assault, the #MeToo movement is changing the overall environment in which an employee is coming forward with a claim, said Dianne Pohler, an assistant professor at the University of Toronto’s Centre for Industrial Relations and Human Resources.
“It will have a political element, a [public relations] element, when it comes to how HR and the firm and the senior executives are dealing with it,” said Pohler. “That may make it worse for everybody, in terms of trying to build the kind of culture the organization wants to build. Again, it depends on what you care about and what kind of outcomes you want to see.” It’s important to remember that a failure has already taken place if lawyers are getting involved, she added.
And finally, a recent Globe and Mail editorial cites research by U of T economics professor David Foot and CIRHR PhD alumna Rosemary Venne (Associate Professor, Edwards School of Business, University of Saskatchewan), "The long goodbye: Age, demographics, and flexibility in retirement"
In a 2011 paper by professors David Foot of the University of Toronto and Rosemary Venne of the University of Saskatchewan, they noted research that showed “little dispute” that older workers “often desire transitional or partial retirement.” Those mostly likely to want to work longer are Canada’s most educated and productive – namely, people with university degrees.