Courageous Conversations Report: Theme 2 Part 2

APRIL 2021

COURAGEOUS CONVERSATIONS FUTURE OF WORK AND WELL-BEING THEME 2 / PART 2

Presented by the Purdue Policy Research Institute (PPRI) in partnership with the Susan Bulkeley Butler Center for Leadership Excellence

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01 ABOUT COURAGEOUS CONVERSATIONS The two pandemics of our time—COVID-19 and racial injustices—have exacerbated stress and anxieties related to work and well-being and the balance individuals are all striving to attain. The Purdue Policy Research Institute (PPRI) and the Susan Bulkeley Butler Center for Leadership Excellence (Butler Center) have teamed up to host a two-part series called “Courageous Conversations” to stimulate open dialogue about a wicked problem (Part 1), and then move to discussion of approaches to addressing that wicked problem and consider its policy implications (Part 2). This series is intended as an opportunity for all on campus to engage in discussions on difficult issues, learn, and explore actionable solutions.

ABOUT THE PANEL THEME The second theme in this series focused on the future of work and well-being.

In Part 1 of this thematic discussion, panelists and participants explored questions like what aspects of well-being are most pressing? How is the nature of work and the balance of life and work affecting you and/or others around you? What will the future be like if nothing changes? What do you see as your responsibility in this issue? What is the one thing we cannot fail to do about this issue to make things better for us? Panelists and participants discussed ideas around well-being ranging from the mental health epidemic; to loss of connectedness through technology; the well-being of individuals contextualized within organizational power and influence (e.g. varying levels of support or empowerment given by supervisors to employees); and lack of access to equitable resources and authority to be capable to meet the demands of a global market.

Part 2 was an action-focused session aimed to build on the ideas and questions raised in Part 1. The panelists were asked to consider policies on the future of work force and well-being and frame the discussion accordingly. Each of the panelists spoke to their expertise on the future of work, drawing on their expertise and research in the area.

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02 ABOUT THE PANELISTS Secretary Blair Milo State of Indiana’s first Secretary for Career Connections and Talent

Ms. Claudia Cummings President and CEO Indiana Philanthropy Alliance

Dr. Gary Bertoline Senior Vice President for Purdue Online and Learning Innovation

Dr. Joseph Grzywacz Associate Dean, College of Human Sciences Florida State University

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03 PROVOST JAY AKRIDGE EXECUTIVE VICE PRESIDENT FOR ACADEMIC AFFAIRS AND DIVERSITY AND PROVOST, PURDUE UNIVERSITY

OPENING REMARKS

During the pandemic, the lines between work and home have become blurred.

Provost Akridge opened his remarks by stressing the importance of this Courageous Conversation given the workplace challenges across the United States that have been created by COVID-19 and the civil unrest that was experienced across the nation. He reiterated some of the tremendous stresses these challenges have placed on an already difficult work-family environment.

Provost Akridge highlighted that during the pandemic, the lines between work and home have blurred or disappeared; the challenges of child care and elder care and other personal issues have become more complex; and equity and academic service loads and expectations are now a major concern. He indicated that after the pandemic, how and where people across sectors work will likely be redefined.

Action items for a healthy work-life balance for women From the American Psychological Association (APA)

Adapt your attitude Engage in selfcare

Become more organized

Stay more connected If you have children, involve them in your planning

Read more details here https://www.apa.org/topics/covid-19/working-women-balance

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04 SECRETARY BLAIR MILO INDIANA SECRETARY FOR CAREER CONNECTIONS AND TALENT*

OPENING REMARKS Secretary Blair Milo currently serves as the State of Indiana’s first Secretary for Career Connections and Talent. She is the state’s Chief Talent Officer—working to help Indiana fill an estimated one million job openings over the next ten years. She also serves on the Governor’s Workforce Cabinet, a body dedicated to shaping education and workforce training for a 21st Century workforce.

During her opening remarks, Secretary Milo stressed that conversations around the future of work and the different types of industry transitions, particularly as a result of technology, are an essential way to address contemporary workforce issues. She highlighted the necessity for developing different types of engineering capabilities and skillsets.

She also emphasized understanding how people are connecting with technology, different types of career opportunities, and how we are ensuring that we're helping Hoosiers be successful. Secretary Milo discussed the importance of individual success, which she emphasized, begets collective team success and community success as well as Indiana state success overall.

In addition to the technical, technological, and other advancements being made at very fast rates, Secretary Milo also stressed the importance of understanding the individual and collective trauma that people have experienced during the pandemic. She discussed how addressing these varying kinds of trauma has opened us to new opportunities, particularly by using technology to find solutions to mitigate them. She affirmed the importance of empathy and perspective taking as being critical to addressing workforce challenges. Secretary Milo discussed the Indy Autonomous Challenge, a first of its kind race among autonomous cars at the Indianapolis Motor Speedway. This event showcased the application of advanced manufacturing, agriculture, health sciences, life sciences, and bio sciences to a field like motor sports. * In June 2021, Secretary Milo started her new position as Founding Director, Center for Talent and Opportunity at Sagamore Institute.

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05 MS. CLAUDIA CUMMINGS PRESIDENT AND CEO OF INDIANA PHILANTHROPY ALLIANCE

In 10 years, 1 in 10 jobs will be different from what we have now. Therefore, we need to invest in skill training, apprenticeships, and workforce development, because they are going to be critical drivers of the next few decades.

As president and CEO of one of the largest state-wide networks in the country created to boost the impact of philanthropy throughout the state, Claudia Cummings brought invaluable perspective to the discussion.

She discussed her prior experience of being deeply engaged in workforce and education initiatives through a statewide organization called Conexus Indiana, where she helped to build the advanced manufacturing and logistics workforce necessary to fuel Indiana’s economy. She reiterated that Indiana is the most manufacturing intensive state in the US, which means the state relies heavily on manufacturing revenues and jobs to keep the state’s economy robust.

Indiana is also the 13th largest port utilizer or port traffic in the country because of Indiana’s unique positioning along the Ohio River and the Great Lakes. In combination with manufacturing strength, this makes Indiana a prime driver of technological advances with regard to the workforce.

Ms. Cummings discussed ‘industry 4.0’, a reference to the 4th Industrial Revolution; the first three revolutions involved evolution from hand tools to machinery to connectivity tools like telegraph and rail, all the way up to the contemporary digital experience. The 4th Industrial Revolution, or industry 4.0, refers to interconnectedness through information, AI, big data—the internet of things. These digital information and communication tools are everywhere that we look today. And what does that mean for the future of work?

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Ms. Cummings emphasized how industry 4.0 is having an impact across many sectors: in autonomous vehicles as Secretary Milo discussed; in the trucking industry and transportation industry; in manufacturing and beyond. She explained how roads today contain sensors to allow for departments of transportation to collect data on road conditions, safety, traffic, commuting patterns, and so on. Thus, it is important to understand how these sectors are being transformed by industry 4.0 in order to take advantage of the opportunities they present for workforce development. Some of these opportunities came to light during the pandemic. In 2020, during a massive PPE shortage, industry 4.0 stepped in—universities and hospitals with 3D printers were printing important and much needed PPE, quickly and affordably adapting to meet pressing pandemic challenges.

Ms. Cummings indicated that 74% of manufacturing firms were already planning on increasing their adoption of automation prior to the pandemic.

Additionally, it is estimated that 1 in 10 jobs that may exist in 2030 likely do not currently exist in 2021. This means that in 2030, 10% of all jobs will be different from what we know now. A third of those jobs are going to require skills that are not common today—that we likely cannot anticipate right now. According to Ms. Cummings, the evolution of these workforce sectors has been fast— accelerated further by the COVID-19 pandemic.

Recent trends have shown that many advanced manufacturing jobs have worker shortages—these employment opportunities are in places that are highly technical, pointing to a dire need for highly skilled workers and training programs to prepare them for this workforce of the future. Therefore, skill training, apprenticeships, and workforce development are going to be critical drivers of the next few decades, and teaching and training need to evolve to ensure that workers can evolve too.

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07 DR. GARY BERTOLINE SENIOR VICE PRESIDENT FOR PURDUE ONLINE AND LEARNING INNOVATION

Dr. Bertoline, professor in the Department of Computer and Information Technology (CIT), and former Dean of the Purdue Polytechnic Institute, cofounded the Indiana Next Generation Competitiveness Center (INMAC) and leads the Purdue Polytechnic High School program that opened in Fall 2017. In his remarks, Dr. Bertoline stressed the importance of preparing students for the changing world of industry 4.0 and beyond. He talked about skill-sets that revolve around creativity and teamwork and gaining insight into artificial intelligence outputs. With average lifespans now increasing, the length of time a person works is going to be much longer and he discussed having to start thinking about not only preparing graduates for changing jobs, but changing professions as well. But this can be challenging: how can we prepare them, especially for jobs that do not exist?

Dr. Bertoline explained how skills-based hiring has been gaining traction in recent years—currently there are up to 30 million people in the United States without college degrees that have the skills for these kinds of jobs. He argued that with a small amount of additional training these skilled workers could earn 70% more than what they would otherwise earn. He stressed that it is important to address the issue of redefining skilled work and how skilled work is measured and evaluated—current systems and definitions are outdated. Dr. Bertoline argued that the current credit-hour system in higher education needs to be re-evaluated—competency-based education can be a good replacement or alternative, especially in sectors where the skill is more important than the degree. In industry 4.0, this is the kind of change needed because some of the highest paid workers today without college degrees include those that work in areas with computing. Additionally, highly technical or some management types of jobs do not always require a college education. Even companies like Google are recognizing talent and skill achieved through means other than higher education.

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Both public and private sectors can play a role in changing how we approach hiring habits and career development programs to increase opportunities for workers that have the required skills but no college degree. Currently, 74% of new jobs in the US go to those with four-year degrees, which ends up excluding roughly two-thirds of all US workers. This is even more pronounced among minorities; the current inclination to require a four-year degree eliminates 76% of the Black and 83% of the Latino workforce, which is a major issue that needs to be addressed.

Work-family balance is also an issue. Many workers often are afraid to seek a more appropriate job based on their skills because they do not want to lose what they have. Dr. Bertoline stressed the importance of teaching and preparing graduates for life as adults, giving the example of his course titled ‘Living with purpose’ which explores broadly, the concept of happiness, and how important a job is to a human. The course also explores mental, physical, and spiritual health, and how mental or physical health can sometimes be challenged because of where or how humans work. The course also explores an individual’s purpose in life—for many folks, that is wrapped around their work or job. Therefore, understanding the connection between happiness, mental and physical health, and an individual’s job can lead to healthier and happier workers.

Currently, while 74% of jobs go to those with fouryear degrees, they leave out the majority of US workers, especially Black and Latino workers. Thus, employment needs to focus on skill rather than education.

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09 DR. JOSEPH GRZYWACZ PROFESSOR AND ASSOCIATE DEAN IN THE COLLEGE OF HUMAN SCIENCES, FLORIDA STATE UNIVERSITY

Dr. Grzywacz’s work has been dedicated to eliminating social injustices borne by adults in poverty. He specifically looks at the everyday work and family experiences of adults and how those experiences contribute to poor health for both adults and children. He discussed aspects of work and employment and how they are typically examined in a very positive way, not only at the individual but also at the societal level. He examined the concept that by and large, working is a good thing: the fundamentals of basic economics require individuals to convert raw materials or transform raw materials into consumable products in some way, shape, or form; for building an economy, and then correspondingly at the individual level research suggests that that individuals who are employed generally tend to have better physical and mental health than the unemployed individuals.

The digital tsunami that we are in has had a massive impact on the employment sector; the share of jobs that are now virtual or digital is steadily increasing. While jobs in sectors like education, social services, and hospitality will always remain, other kinds of jobs are raising complex questions and changing the status quo. Some of these changes are structural; how many jobs now actually require a workplace? For the jobs that do have a workplace, what does it now look like? From high-rise office towers to slaughterhouses to farms, workers are now working in various kinds of environments. The temporal structure of work is very different as well: full time versus part time; permanent or temporary; or a non-traditional job like in a gig economy.

Low unemployment rates do not equal a just society or an equitable society. We need investment in good jobs that pay the proposed minimum wages to be able to make a difference.

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These classifications of work are important because the World Health Organization has classified night shift work as a Class 3 carcinogen. Dr. Grzywacz stressed that employment as a universal good requires a little bit more of a nuanced conversation. Research has shown that jobs without a contract often lead workers to have poor health and well-being outcomes.

Work is fundamentally related to health in at least five different ways: first, it gives people an opportunity for social contact. Second, workers on a contract can have better health outcomes; third, better health outcomes mean more productivity, leading to a thriving economy. Fourth, people who are able to make their own decisions on the job tend to have better outcomes, including better cognitive function later in life. Fifth, individuals that have the opportunity to make some decisions over their schedules can have a better work-life balance, and thus are more likely to engage in physical activity, less likely to smoke, and so on.

Dr. Grzywacz indicated that work-related policies and decisions made at federal, state, and local levels can have an enormous adverse impact on the health outcomes or workers; economic decisions about jobs can sometimes be working at cross purposes with the health and well-being of individual workers. Immigrants are a vulnerable population in this sector, and often marginalized in fields like agriculture, construction, food production factories etc. And those individuals are oftentimes harvesting or working under the least protections available, in part because that brings production costs down.

These positions are usually ones making minimum wage. Therefore, he stressed that raising the minimum wage is also an essential work-related issue that needs to be addressed. There is enough data to show that in the service sector and service work, the value of the commodity that's being produced is not matched by the value of the service that is provided.

Thus, according to Dr. Grzywacz, there are three main take-aways in the connection between work and well-being. First, work is complex. Simply

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thinking about being employed versus unemployed does not help. Low unemployment rates do not mean that everything else is great. Instead, we need to think about a low unemployment rate and a high employment rate in good jobs. And good jobs mean at least being attentive to the pay structure.

For example, Dr. Grzywacz mentioned that graduates from FSU College of Human Sciences, often with Master’s degrees, get employed at childcare centers and social service agencies, but often are not counted in many metrics because they make less than $30,000 a year.

Second, Dr. Grzywacz discussed that the effects of work on well-being are always context specific. The pandemic has shown that while some have survived and perhaps thrived during the COVID-19 pandemic, others have suffered negative impacts. Those who have been negatively impacted are often those on the margins of the economy and most vulnerable. Policy design ought to be attentive to this vulnerable population and consider the 80-20 rule, which means that a policy or program may work for 80% of the people, but the 20% of the individuals who it is not benefiting are typically exacting the greatest cost. Thus, we need to be very aware of the contexts of a problem in terms of designing policy related solutions as the particular contexts pertain to the future of work.

Third, he stressed that we have to be attentive to the reality that policy discussions about work and well-being often have inherent biases that recreate systems of inequality. The protections that are put in place for groups of people may not always reach them. Who by and large benefits from those initiatives? For example, it is not the hourly workers because they frequently have to show up no matter what the conditions. But if we are not attentive to our inherent biases as we craft policies and develop programs, then we will just simply recreate the inequalities that we are currently trying to address through courageous conversations.

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12 INSPIRATIONS FROM COURAGEOUS CONVERSATIONS: POLICY CONSIDERATIONS The following policy considerations are inspired by the collective expertise shared by the panel and event participants. This is not intended to be an exhaustive list, but a summary of ideas discussed and points of deliberative steps forward.

POLICY CONSIDERATION 1: RAISE THE MINIMUM WAGE IN INDIANA Currently, Indiana’s minimum wage is $7.25 per hour, which is the same as the federal minimum wage and has not increased since 2009. However, in order for Indiana to be competitive, to attract and retain skilled workers, and allow workers to balance work and family, policymakers would need to change the minimum wage laws. A proposed bill SB334 from Senator Eddie Melton in January 2021 proposes to phase Indiana’s minimum wage to $15 an hour, with the initial increase to $10 an hour by December 2021 (Staff 2021). This bill is currently still under committee consideration. If passed, this would be administered by the Indiana Department of Labor. Currently, the Indiana Minimum Wage Law typically requires employers to pay employees at least the minimum wage for all hours worked and 1.5 times their regular pay rate for overtime when they work more than 40 hours per week. A minimum wage increase in the state can have significant positive impacts on low-income families in particular, which can in turn lead to better health and economic outcomes across the state (Card and Krueger 2015). Higher minimum wages can also have a positive impact on social security and retirement (Borgschulte and Cho 2020). It can also reduce the number of families that depend on public assistance, therefore reducing state expenditures on those programs (Dube 2019; Zipperer, Cooper, and Bivens 2021; Reich and West 2015). They also cut child poverty significantly, and help retain employees, particularly in local governments which account for about 10% of the nation’s workforce (Parrott 2019). Currently, as shown in Table 1, over 16 US states have a minimum wage of at least $10 an hour (Staff 2020). This puts Indiana at a distinct disadvantage —and reduces the state’s competitiveness.

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Table 1: List of minimum wage policies by state for states with at least $10 minimum wage. Source: National Conference of State Legislatures https://www.ncsl.org/research/labor-andemployment/state-minimum-wage-chart.aspx

Policy action suggestions: Consider raising Indiana’s minimum wage to at least $10 per hour.

Private sector companies and local governments can begin to implement this on their own, even without state legislation.

Purdue Policy Research Institute, in partnership with Purdue University faculty and researchers, can pilot a 3-5 year, 3-part study in the state. Part 1 of the study would examine the impact of increased minimum wages. It would need to be determined which organization, public or private, would be willing to increase their minimum wage to $10 or $15 an hour and how we could partner with them to study worker happiness, worker retention, company’s economic growth, the economic growth in the larger community. The study would also measure if poverty in the community is reduced, and if there is a reduction in dependence on public assistance programs. All of these metrics can provide a rationale for larger entities across the state implementing similar strategies.

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POLICY CONSIDERATION 2: SUPPORT SKILLS-BASED EMPLOYMENT AND HIRING Recent studies have shown that employers are now increasingly emphasizing skills-based or competency-based hiring and de-emphasizing degrees (Gallagher 2018). This effort can be more widespread with the support of local and state governments in hiring practices; piloting or highlighting skills-based hiring in public sector jobs can attract more talent, and can also push private businesses and organizations to do the same. Across many sectors, jobs require a bachelor’s degree but skills-based hiring can be equally effective—in fact it can expand the talent base available to hiring managers (Field et al.

2020). Currently, Indiana has a skills enhancement fund available to business owners “to support training and upgrading skills of employees required to support new capital investment” (Indiana Economic Development Corporation n.d.). However, across the board, including in institutions of higher education, there has to be a shift in thinking to encourage skills-development and enhancement which can make students more competitive and employable irrespective of their degree from a 4-year or a 2-year college.

Policy action suggestions: Amend hiring practices across state, county, and local governments to begin emphasizing skills-based hiring.

Develop a toolkit to support these best practices.

Disseminate this toolkit among public and private sector agencies to encourage best practices.

As Part 2 of the study proposed earlier, PPRI and its partner teams would undertake a study to examine a few case studies in Indiana where these best practices have been implemented to understand their impact on worker happiness, retention, and satisfaction, as well as qualitatively examine the impact of these practices on the organization and its employees.

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POLICY CONSIDERATION 3: REDUCE HIRING INEQUITY AND BIASES In conjunction with increased minimum wages and skills-based hiring, unconscious/implicit/explicit biases need to be addressed in the hiring and promotion processes in order to reduce inequities based on race, ethnicity, gender, identity, class, or any other vector of exclusion. While increasing the minimum wage and incorporating skills-based hiring will particularly help lowincome families, single-earner families, and single-parent households, there are other barriers that need to be addressed. Structural inequalities, systemic barriers, and unconscious biases can all lead to unequal employment opportunities, particularly for women and minorities. Thus objective assessment of skills for employment can help mitigate some of these barriers (Field et al. 2020). Training to recognize and combat biases in hiring processes have had past successes. One study suggests that when hiring managers and others are made aware of their biases, most often, there is an effort to correct those biases and self-reflect (Girod et al. 2016). Racial biases have been documented as well; for example, a study found that the same resume with Black-sounding names received half as many interview calls as when presented with White-sounding names (Bertrand and Mullainathan 2003).

Racial biases toward workplace colleagues can similarly create impediments to promotion and advancement opportunities (Correll and Benard 2006). Thus, implicit and explicit biases related to race can cause huge obstructions to an equitable hiring process. Gender related bias is even more pervasive and widespread across all employment sectors—and women, particularly pregnant women, face significant bias (Nandigama and Shyamsunder 2021; Krivkovich et al. 2017; Bragger et al. 2002) Policy action suggestions: Provide training to public sector employees to strengthen their ability to hire and retain a diverse workforce, and instill the skill of self-reflection among hiring managers and organization leaders to allow for continued growth.

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Make these training tools available for public sector use through workforce development offices and otherwise.

As Part 3 of the proposed study, PPRI would examine 3 organizations in Indiana where these best practices have been implemented to understand their impact on worker happiness, retention, and satisfaction, as well as qualitatively examine the impact of these practices on the organization and its employees.

POLICY CONSIDERATION 4: DEVELOP AND ENHANCE INDUSTRY 4.0 DATA MANAGEMENT As we consider skills- and competency-based hiring, it is important to understand how various sectors are being transformed by industry 4.0. As mentioned by Ms. Cummings, some of these opportunities came to light during the pandemic. During a massive PPE shortage, universities and hospitals with 3D printers were printing important PPE, quickly and affordably adapting to meet pressing pandemic challenges. There are currently studies in the area of transportation that can begin forecasting technological trajectory and possibilities. Support for these types of studies for various sectors along with appropriate data management, organization, and analysis will be key to informing approaches to skills- and competency-based hiring and impactful investments as needed.

Policy action suggestions: Provide training and support to analyze appropriate data management among various employment sectors in the state Provide funding for various employment sectors in the state to adapt to industry 4.0 through equipment and technology Provide funding for programs and training for employees in sectors looking to adapt to industry 4.0.

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17 REFERENCES Bertrand, Marianne, and Sendhil Mullainathan. 2003. “Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination.” Working Paper 9873. NBER Working Paper Series. Cambridge, MA. https://doi.org/10.4324/9781003071709-20.

Borgschulte, Mark, and Heepyung Cho. 2020. “Minimum Wages and Retirement.” ILR Review 73 (1): 153–77. https://doi.org/10.1177/0019793919845861.

Bragger, Jennifer De Nicolis, Eugene Kutcher, John Morgan, and Patricia Firth. 2002. “The Effects of the Structured Interview on Reducing Biases against Pregnant Job Applicants.” Sex Roles. Springer. https://doi.org/10.1023/A:1019967231059.

Card, David, and Alan B. Krueger. 2015. Myth and Measurement: The New Economics of the Minimum Wage. Myth and Measurement: The New Economics of the Minimum Wage.

Princeton University Press. https://doi.org/10.2307/2234949.

Correll, Shelley J, and Stephen Benard. 2006. “Gender and Racial Bias in Hiring: Memorandum Report for University of Pennsylvania.” https://math.illinois.edu/system/files/inlinefiles/gender-racial-bias.pdf.

Dube, Arindrajit. 2019. “Minimum Wages and the Distribution of Family Incomes.” American Economic Journal: Applied Economics 11 (4): 268–304. https://doi.org/10.1257/app.20170085.

Field, Emily, Shreya Majumder, Cristina Pereira, and Bill Schaninger. 2020. “Hire More For Skills, Less For Industry Experience.” McKinsey. 2020. https://www.mckinsey.com/businessfunctions/organization/our-insights/the-organization-blog/hire-more-for-skills-less-forindustry-experience.

Gallagher, Sean R. 2018. “Educational Credentials Come of Age: A Survey on the Use and Value of Educational Credentials in Hiring.” https://www.northeastern.edu/cfhets/wpcontent/uploads/2018/12/Educational_Credentials_Come_of_Age_2018.pdf.

Girod, Sabine, Magali Fassiotto, Daisy Grewal, Manwai Candy Ku, Natarajan Sriram, Brian A. Nosek, and Hannah Valantine. 2016. “Reducing Implicit Gender Leadership Bias in Academic Medicine with an Educational Intervention.” Academic Medicine 91 (8): 1143–50. https://doi.org/10.1097/ACM.0000000000001099.

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Indiana Economic Development Corporation. n.d. “Skills Enhancement Fund (SEF) Workforce Training Grant.” Accessed July 30, 2021. https://iedc.in.gov/indianaadvantages/incentives/skills-enhancement-fund-sef/home.

Krivkovich, Alexis, Kelsey Robinson, Irina Starikova, Rachel Valentio, and Lareina Yee. 2017. “Women in the Workplace 2017.” https://www.mckinsey.com/globalthemes/gender-equality/women-in-the-workplace-2017.

Nandigama, Dhanisha, and Aarti Shyamsunder. 2021. “Eeny, Meeny, Miny, Moe: Hire Him and Let Her Go? Using Science to Reduce Hiring Bias.” NHRD Network Journal 14 (2): 259–73. https://doi.org/10.1177/2631454120987343.

Parrott, James. 2019. “The Impact of Increased Minimum Wages on Local Governments.” The Century Foundation. 2019. https://tcf.org/content/report/impactincreased-minimum-wages-local-governments/?session=1.

Reich, Michael, and Rachel West. 2015. “The Effects of Minimum Wages on Food Stamp Enrollment and Expenditures.” Industrial Relations 54 (4): 668–94. https://doi.org/10.1111/irel.12110.

Staff. 2020. “Minimum Wage in Arizona Increases to $12.15 an Hour on Jan. 1.” FOX 10 Phoenix, December 29, 2020. https://www.fox10phoenix.com/news/minimum-wagein-arizona-increases-to-12-15-an-hour-on-jan-1.

———. 2021. “Indiana Could See an Increase in Minimum Wage with New Bill from Democratic Senator.” Wane.Com, January 12, 2021. https://www.wane.com/news/indiana/indiana-could-see-anincrease-in-minimum-wage-with-new-bill-from-democratic-senator/.

Zipperer, Ben, David Cooper, and Josh Bivens. 2021. “A $15 Minimum Wage Would Have Significant and Direct Effects on the Federal Budget.” Economic Policy Institute.

2021. https://www.epi.org/publication/a-15-minimum-wage-would-have-significantand-direct-effects-on-the-federal-budget/.

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19 FURTHER READING Bianchi, Suzanne M., Lynne M. Casper, and Rosalind Berkowitz King, eds. 2005.

Work, Family, Health, and Well-Being. Work, Family, Health, and Well-Being.

Taylor & Francis Group. https://doi.org/10.4324/9781410613523.

This book articulates issues raised at a 2003 conference organized by NICHD and the Alfred P. Sloan Foundation, among others titled ‘Workplace-Workforce Mismatch: Work, Family, Health, and Well-being.’ There is now an emerging belief that the ‘workfamily’ problem cannot be the sole responsibility of an individual; in fact, it is more than “any one occupation, profession, or industry.” The dichotomy between increasing workloads and home care duties (child care, elder care etc), and the relative rigidity of work environments has been a cause for concern in the last few years. This book examines all these mismatched environments through the lenses of health (physical, psychological, emotional) and well-being and their impact on employees, their spouses, children, and the larger community.

Cotofan, Maria, Jan-Emmanuel De Neve, Marta Golin, Micah Kaats, and George Ward. 2021. “Work and Well-Being during COVID-19: Impact, Inequalities, Resilience, and the Future of Work.” World Happiness Report 2021, Chapter 7. http://happiness-report.s3.amazonaws.com/2021/WHR+21_Ch7.pdf.

This report takes a comprehensive look at the impact of the COVID-19 pandemic on work and well-being. The report discusses the global labor market and the impact of closures and lockdowns on unemployment and inactivity. This also resulted in major losses in income. Unemployment, underemployment, and inactivity have all had an adverse impact on health and well-being. The report also outlines how these impacts have been disproportionately felt in developing countries, among women, and among low-income and low-skilled workers. Workers employed in sectors like hospitality, food, and other industries that cannot be worked from home were particularly impacted. The report also compares the policy responses to the labor market impacts among various countries including Germany, the UK, and the US. The report also analyzed well-being for those who remained employed during this time—they found that on an average, worker’s happiness continued to erode as the pandemic went on.

The report also analyzes and discusses the factors of happiness during the pandemic, and discusses the vectors for worker resilience.

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Codagnone, Cristiano, Federico Biagi, and Fabienne Abadie. 2016. “The Future of Work in the ‘Sharing Economy’. Market Efficiency and Equitable Opportunities or Unfair Precarisation?” Seville. https://doi.org/10.2791/431485.

This report examines the digital labor market and its impact on the future of work. An increasing digitized and globalized labor market has had tremendous impacts on workers, and the introduction of digital platforms that now enable electronic transmission of services that were traditionally physical or labor-intensive. Literature has called this the ‘sharing economy’, ‘collaborative economy’, ‘on-demand economy’ and so on. This report empirically examines the debates around the sharing economy phenomenon. The report raises policy questions around the implications of new digital markets on both employment and wages, examining if they have adverse impacts or lead to growth. The report also raises concerns about the impact of regulations: what those would look like, and what kinds of areas would they work in?

Grzywacz, Joseph G., and Evangelia Demerouti, eds. 2013. New Frontiers in Work and Family Research. New Frontiers in Work and Family Research. New York and Sussex: Routledge. https://doi.org/10.4324/9780203586563.

This book looks at the theoretical and methodological implications of the work and family research and addresses key gaps. The chapters in this book apply Positive Organization Scholarship (POS), systems theory, social exchange theory, and others to the work-family interface; explore alternative measurement strategies and data collection techniques; and use the spillover-crossover model; challenge the theory that home and family are the avenues for rest and recovery but the workplace is not. Chapters also focus on methodological approaches that analyze how sampling can impact results in different ways; propose new ways of utilizing event chains; investigate the use of biomarkers to determine health outcomes; and the importance of direct observation in collecting data related to work-family research.

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Johnson, Sheena, Ivan Robertson, and Cary Cooper. 2018. Well-Being: Productivity and Happiness at Work. Well-Being: Productivity and Happiness at Work. Second. Palgrave Macmillan. https://doi.org/https://doi.org/10.1007/9783-319-62548-5.

This book examines the various dimensions of well-being at work through the lens of both individuals and organizations. The book also examines the psychological dimensions of well-being and creating a health workplace. There are several instructive case studies provided in the book, including Rolls-Royce, the Civil Service, Tesco Bank, and others. Articulating why well-being matters is also an important aspect of this book, making the connection between healthy and well employees and its benefits to an organization.

World Economic Forum. 2020. “Diversity, Equity and Inclusion 4.0: A Toolkit for Leaders to Accelerate Social Progress in the Future of Work,” no. June. https://www.weforum.org/reports/diversity-equity-and-inclusion-4-0-a-toolkitfor-leaders-to-accelerate-social-progress-in-the-future-of-work.

This World Economic Forum report highlights the tools needed for entities to focus on and implement diversity, equity, and inclusion strategies as the Fourth Industrial Revolution continues to transform the way in which work is carried out. The report highlights 12 different vectors that can be used for exclusion, and argues that all are equally important when ensuring that all employees are made to feel equal and included. Additionally, the report argues that diversity, equity, and inclusion are moral, legal, and economic imperatives, and thus are of great benefit to employers. The report explores the various ways in which technology can help organizations and companies advance their diversity, equity, and inclusion mission.

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