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HRM Dissertation Topics

Published by Carmen Troy at January 6th, 2023 , Revised On August 15, 2023

Introduction

Human resource management studies stated that employees should be hired, retained and managed. It is an extensive field that requires an in-depth understanding of the underlying factors and concepts.

As a human resource management student, you will study many different concepts, frameworks, and theories related to employee management. However, before your graduation, you will be required to submit a dissertation on a human resource management research topic of your choice.

Even though several topics and concepts are yet to explore in the field of human resource management, you will want to make sure that your proposed topic has sufficient literature to support and justify the content of a theoretical framework , or else you might struggle with data collection .

This article provides you with a comprehensive list of HRM topics that are relevant to your field and identifies some interesting literature gaps.

Choosing from our list of topics will certainly improve your chances of submitting an outstanding dissertation. So, go ahead and choose an HRM dissertation topic of your interest. We can even customize these topics based on your project needs.

PhD qualified writers of our team have developed the proposed topics, so you can trust to use these topics for drafting your dissertation.

Note –

You may also want to start your dissertation by requesting a brief research proposal from our writers on any of these topics, which includes an introduction to the topic, research question , aim and objectives , literature review along with the proposed methodology of research to be conducted. Let us know if you need any help in getting started.

Check our dissertation examples to get an idea of how to structure your dissertation .

Review the full list of dissertation topics for 2022 here.

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2022 HRM Dissertation Topics

Topic 1: how human resources departments achieve equal employment opportunities.

Research Aim: The research will aim to investigate how HR departments achieve equal employment opportunity in organizations. EEO, or Equal Employment Opportunity, is the notion everybody has an equal chance to pursue a job on the basis of merit, regardless of skin color, gender, or gender identity. It is the duty of HR department to give every employee and equal right in the organization. The research will examine how HR department keep the organization environment friendly by controlling equal employment opportunities.

Topic 2: The effect of motivating strategies on employee performance

Research Aim: The research will aim to find the impact of motivating strategies on employee performance. Employee motivation plays a huge part on performance. Employee engagement cannot be substituted by anything else in order for any organisation to run efficiently and without interruption. It is critical that a company and its employees not only have a strong connection with the top management, but also have a good and healthy relationship with their colleagues. The study will also make recommendations on what further might be done to obtain optimal results utilising motivating methods for the benefit of both the company and the individual.

Topic 3: Organizational Conflicts as Antecedents of Staff Turnover: Evidence from the UK Food Sector

Research Aim: The research will aim to review recent available literature on employee turnover in order to determine organizational conflicts as antecedents of employee turnover in the UK food sector in order to close gaps in the literature and present a broader range of turnover factors and understanding of employee motivational factors in their job decision.

Topic 4: How does AI involvement in HRM provide Zara with a competitive advantage?

Research Aim: The research will aim to inspect the benefit of competitive advantage at Zara through the involvement of artificial intelligence in their HRM. AI assists the human resources department in identifying their personnel’ skill sets and recommending a training programme based on their work positions. It combines all of the data and assists the HR staff in making succinct decisions about what training to do in which sector to boost abilities. The study will also explain the importance of AI in organizations and organizations success. It will also look into strategies and policies Zara used to achieve competitive advantage.

Topic 5: The role of HR in creating a respected working environment that contributes in sustainable revenue growth

Research Aim: The research aims to examine the role of HR in creating a respected working environment and sustainable revenue growth. The study will identify current misunderstandings and disparities in understanding of topics such as sustainable development, corporate social responsibility, and the link between strategic human resource management and sustainable HRM through a comprehensive literature review. It will also identify and recognise the challenges that sustainable HRM encounters in reality, with a particular emphasis on the prevalent strategic HRM schema and the misunderstanding of corporate social responsibility.

Covid-19 HRM Research Topics

The role of managers during the pandemic.

Research Aim: In this study, the Human resource management techniques which HR managers will adopt for performing their operations during the COVID -19 will be discussed.

The management techniques for employees.

Research Aim: This study will focus on how the employees are trained during the Coronavirus pandemic.

The economic Crisis for HR Managers during Covid-19

Research Aim: This study will discuss how the economic crisis will disturb the payroll and how the managers will work.

The policies of HR for affected employees.

Research Aim: In this study, HR will design policies on how HR will manage when there is a gap between employees working. How will the ill patients be provided with support by companies through HR?

The employees' cooperation for HR

Research Aim: This study will highlight how well the employees support the decisions of the HR policymakers during the pandemic.

HRM Dissertation Topics for 2021

Topic 1: effect of employee engagement on customer loyalty in the service-based industry.

Research Aim: Employees engagement means that employees are passionate and committed to their work. In the service industry, where employees’ performance can greatly influence the quality of service, it is worth exploring employee engagement in customer loyalty in the service-based industry. Therefore, in this study, survey-based research will be conducted to identify employee engagement in customer loyalty.

Topic 2: Contingent workforce and its impact on organisation’s performance – Evaluating the IT Industry

Research Aim: Nowadays, companies hire freelancers and contractual workers, unlike permanent payroll employees. Various cost benefits can be obtained by hiring such a workforce. However, such a workforce may not have the required skills to do a job as effectively as a trained staff would have done. Thus, the present study focuses on identifying the impact of a contingent workforce on its performance in the IT industry.

Topic 3: Factors of growing mental health issues of employees at workplace in service-based industries

Research Aim: The wellness of employees at the workplace is necessary for their mental health and work performance. This study will identify the factors that can increase employees’ mental health issues at the workplace based on survey-based of employees and managers of service-based industries.

Topic 4: Analysing the importance and impact of training and development on an organisation’s sustainability during economic crises.

Research Aim: to achieve organizational objectives and milestones, leaders and business owners have realized the importance of training and developing their workforce to align with the organizational objectives. This research aims to analyze the importance and impact of employee training and development on the organization’s sustainability during economic downturns.

Topic 5: How online digital platforms have helped organisations in recruiting effectively and efficiently

Research Aim: With the advent of technology, firms have revolutionized their business operations. Under this revolution, many organizations have adopted different techniques and methods to recruit talented employees. Therefore, this research intends to determine how online digital platforms have helped organizations find employees more efficiently and effectively.

Topic 6: Analysing the factors which directly impact an employee's personal decision to leave employment

Research Aim: Employee turnover rate has always been a major concern for many organizations regardless of their size and nature. A valuable and talented employee is usually hard to find and retain. However, it has been found out that different factors motivate an employee to search for a new job. Keeping this phenomenon in mind, the current research will be analyzing the factors that directly impact the employee’s personal decision to leave employment.

Topic 7: Critically analysing the concept of workplace flexibility and how it impacts employee and organisational performance

Research Aim: In today’s modern era, the workplace environment has been transformed drastically from a strict and conventional style to a more flexible one. Therefore, this research aims to critically analyze the concept of workplace flexibility and how it impacts employee and organizational performance.

Topic 8: A comparative analysis of employees' job satisfaction and motivational factors in public versus private organisations.

Research Aim: Job satisfaction and employee motivation are regarded as the most important element of HR practices. The main aim of HR policies is to satisfy, retain, and motivate employees. Therefore, this research aims to conduct a comparative analysis of the employee’s job satisfaction and motivational factors in public versus private organizations.

Topic 9: The influence of COVID-19 on virtual employee management practices by organisations

Research Aim: This research is highly useful in the current context of COVID-19. Organisations all around the world are getting impacted by the COVID-19 and are closed at the moment. The current study will focus on using different virtual employee management practices that companies can use in the current context of COVID-19. These practices will be beneficial for organizations in almost all business sectors.

Topic 10: The role of using transformational leadership style in the improvement of organisational creativity at Morrisons

Research Aim: The aim of this research will be the benefits of using the transformational leadership style by Morrisons’ leaders to improve organizational creativity. This study will research how leaders can get the advantage of a transformational leadership style for increasing creativity at the organization.

Topic 11: The green HRM practices and their impacts on the corporate image of IKEA

Research Aim: This study will aim to study different green HRM practices and their role in improving IKEA’s corporate image and reputation. It will be researched how companies can improve their corporate image by focusing on green HRM practices and processes. The findings will be beneficial for the management, customers as well as employees.

Topic 12: Involving employees in the decision-making process and its influence on employee productivity at Subway

Research Aim: It will be researched in this study how Subway and other companies in this industry can involve the workers in the decision-making process to improve employee productivity. It will be studied that employee productivity is increased by involving the employees in the decision-making process. The findings will be useful in designing useful HR practices by Subway.

Topic 13: The impact of a flat organisational structure on the decision-making process

Research Aim: The main objective of this study is to evaluate the decision-making difficulties and issues faced by HR managers of companies with a flat organizational structure. This study will also investigate the benefits and challenges related to the flat organizational structures used by companies. A case study approach will be used.

Topic 14: The role of workforce diversity in improving organisational capability and innovation at Toyota Motors

Research Aim: To carry out this study, an innovative company named Toyota Motors will be selected. The main objective for carrying out this study will be to analyze how the organizational capability and innovation at Toyota Motors are improved due to workforce diversity. The main emphasis will be on studying the workforce diversity present at Toyota Motors and its significance in improving innovation and organizational capability. The success factors of Toyota Motors for HR will be studied.

Topic 15: The impact of digitalization on changing HRM practices at Aviva

Research Aim: The contemporary business world moves towards digitalization due to technological advancements. This research will study the different impacts of digitalization in changing various HRM practices at Aviva. Different HRM practices used by Aviva before and after the digitalization era will be discussed, and the changes will be analyzed. This study will show how digitalization has changed HRM practices in the contemporary business world.

Topic 16: The influence of employee learning and development opportunities on employee satisfaction at British Airways

Research Aim: It will be studied in this research that how employee satisfaction at British Airways is influenced by employee learning and development opportunities. Different employee learning and development opportunities at BA will be studied, along with their impact on workforce satisfaction.

Topic 17: The impact of recognizing employee contributions on employee retention at Shell

Research Aim: This study’s main objective is to analyse whether Shell can retain its employees by recognizing their contributions or not. Different strategies used by Shell for recognizing employee contributions will be studied that lead towards motivating the employees, which ultimately impact the retention of workers.

Topic 18: The role of green HR practices in employee engagement and retention

Research Aim: Green HR practices is a newly emerged concept in HRM. The study will aim to research the impact of green HR practices on employee engagement and retention. It will be studied how companies can improve employee engagement and retention by focusing on green HR practices.

Topic 19: The role of providing daycare facilities in increasing the productivity of female employees

Research Aim: This study will be focusing on the productivity of female workers. It will be studied how female workers’ productivity is increased by providing daycare facilities for their children. The impact on the satisfaction level of female employees due to the daycare facility will also be explored.

Topic 20: The impact of artificial intelligence on enhancing the human resource practices of Zara

Research Aim: For this study, the researcher will focus on the concept of artificial intelligence and use it in the HR context. It will be studied that either the HR practices at Zara can be enhanced by implementing AI. The benefits and implications of implementing AI in the HR context will also be part of this study.

Topic 21: The role of e-leadership in improving employee productivity and motivation.

Research Aim: The contemporary business world has become highly advanced due to technological capabilities. The concept of e-leadership has emerged due to advancements in technology. The purpose of this study will be to analyse the impact of e-leadership in improving the productivity and motivation level of the workforce.

Topic 22: The role of effective HR planning in a successful strategic alliance process.

Research Aim: This study will study the importance of effective HR planning for the strategic alliance process. It will be studied how HR management can mould the HR practices and focus on effective HR planning to make the strategic alliance process successful.

Topic 23: The impact of different personality traits on teamwork at Microsoft

Research Aim: The main focus of this research will be studying Microsoft’s teamwork. It will be further analyzed how Microsoft’s teamwork is influenced by the personality traits possessed by different team members. Different types of personality traits will be studied in this research that impacts teamwork positively and negatively.

Topic 24: The impact of career growth opportunities on employee loyalty at HSBC Holdings.

Research Aim: This study will aim to review different types of career growth opportunities offered by HBSC Holdings to its employees. Moreover, it will also be studied how employee loyalty is improved due to various career growth opportunities. The findings of this study will be beneficial for the banking sector.

Topic 25: The role of adapted HR practices in improving organisational performance at the international branch of DHL.

Research Aim: The study’s main objective will be to analyse companies’ changes in their HR practices for international branches. How and why the HR practices are adapted by HR management for improving the organisational performance at the company’s branch, which is located outside the country. For this, the DHL case study will be selected, and it will be assessed how and why DHL has used adapted HR practices across different countries.

HR Learning and Development Dissertation Topics

All organisational activities aimed at improving the productivity and performance of groups and individuals can be classified as HRM’s learning and development function elements. Learning and development encompass three pivotal activities, including education, training, and development.

As such, the training activities help to evaluate an employee based on his existing job responsibilities. Educational activities include those focusing on jobs that an employee can expect to carry out in the future.

Finally, the development activities are those that the employer may partake in the future. If you’re interested in exploring this human resource topic in-depth, we have some interesting dissertation topics for you:

Topic 1:The importance of appreciative inquiry with respect to organisational learning and development culture – A case study of ExxonMobil

Research Aim: This research will discuss the importance of appreciative inquiry and its impact on organisational learning and development culture with a specific focus on ExxonMobil.

Topic 2:To establish the correlation between organisation competency development and learning activities & programmes

Research Aim: This research will discuss how organisational competency development and organisational learning activities are correlated.

Topic 3:An examination of knowledge management and organisational learning for sustained firm performance. A case study of British Telecom

Research Aim: This research will examine how organisational learning and knowledge management helped British Telecom sustain their firm performance.

Topic 4:Investigating learning and development of human resources in the public sector in the UK

Research Aim: This dissertation will evaluate the different ways of achieving the learning and development of human resources in the UK’s public sector.

Topic 32:The importance of HR learning and development activities for SMEs

Research Aim: This research will focus on how SMEs utilize HR learning and developmental activities to improve their employees’ performance.

Topic 33:Human resource practices and employees’ decision to quit – Does Lack of Learning and Development play a Role.

Research Aim: This research will focus on whether or not lack of learning and development in an organization leads to employee turnover,

Topic 34:Developing organisational competitive advantage through strategic employee training in computer knowledge

Research Aim: This dissertation will explore how companies can gain a strategic advantage over their competitors through employee training.

Topic 35:The impact of various training and learning based activities on employees’ productivity

Research Aim: The main aim of this research will be to determine the impact of different pieces of training and learnings on employees’ productivity.

Topic 36: The role of HR analytics and metrics in improving organizational performance at Tesco

Research Aim: This study aims to research a new concept in human resource management, named HR analytics and metrics. Moreover, their impact on improving organizational performance will also be studied. This study will be beneficial for Tesco in using HR analytics and metrics in different HR practices that can lead to improved organizational performance.

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HR Performance Review Dissertation Topics

A performance review, also known as a career development discussion, performance evaluation and employee appraisal, can be defined as a method to evaluate an employee based on their job performance, mainly for appraisals. This might be an interesting area to focus your dissertation on. Here are some interesting topics in this area of HRM:

Topic 37:To understand the relationship between performance review and employee motivation in large and diversified business organisations

Research Aim: This research will understand the relationship between employee motivation and employee performance review. Large and diversified businesses will be the main focus of this study.

Topic 38:Effective performance appraisal – A study to establish a correlation between employer satisfaction and optimising business results

Research Aim: This research will analyse the impact of performance appraisal on employer satisfaction and how it optimises business results.

Topic 39: Investigating the efficacy of performance appraisal from the perception of employees in UK retail industry – A case study of Tesco

Research Aim: This research will analyse the efficacy of performance appraisal concerning employees, with a specific focus on Tesco.

Topic 40: Employee performance appraisal and the role of fairness and satisfaction

Research Aim: This dissertation will explore whether employees report satisfaction and fairness when performance appraisal is conducted.

Topic 41:Investigating performance review and appraisal methods employed by human resource department of any large oil and gas company

Research Aim: This research will study the human resource department of a large oil and gas company and will investigate how “performance review” and appraisals are conducted.

Topic 42: Job satisfaction and performance appraisals – Are they Interconnected?

Research Aim: This research will study in-depth whether job satisfaction and performance appraisals are interconnected or not.

Topic 43:Investigating the relationship between public sector appraisals and the spinal pay reward

Research Aim: This research will talk about the spinal pay reward system and evaluate its effectiveness in the public sector.

Topic 44:Analysing the impact of performance management on employee performance improvement

Research Aim: This research will investigate how performance management helps companies improve their employees’ performance.

Topic 45: Can HR performance drive employee engagement? Studying the UK banking industry

Research Aim: This research will talk about the different ways through which HR performance review helps in improving employee engagement. The UK banking industry will be in focus in this study.

Topic 46:The role of HR performance review in increasing employee retention and productivity

Research Aim: This research will investigate how organisations utilize performance reviews as a tool to improve employee retention and productivity.

HR Employee Motivation Dissertation Topics

Employees need objectives and goals to remain focused. The quality of work may significantly drop if they are not constantly motivated by their employers.

Business organizations employ various employee motivation methods and techniques to keep their employees motivated. Thus, this is an interesting topic to explore for your final year dissertation. Here are some HRM dissertation topics related to employee motivation.

Topic 47:To investigate the role of motivation in HRM – A study highlighting the most important motivation factors for future business leaders

Research Aim: This research will discuss the different motivation factors organisations should use to develop future leaders. In addition to this, the role of motivation throughout HRM will be discussed.

Topic 48:Employee satisfaction and work motivation – Are they both related?

Research Aim: This research will understand the relationship between motivation and employee satisfaction and the different motivation techniques companies can employ to increase employee satisfaction.

Topic 49: Evaluating the Role of Employee motivation in performance Enhancement

Research Aim: This study will discuss the role of employee motivation concerning employee performance, i.e. whether it enhances performance or not.

Topic 50:Human resource management – Motivation among workers in large and diversified business organisations

Research Aim: This dissertation will talk about motivation in large and diversified organisations and how these companies ensure that their employees are motivated at all times.

Topic 51:Effects of motivational programmes and activities on employee performance

Research Aim: This research will focus on the different motivational techniques and programs that impact employee performance.

Topic 52: Does motivation play a role in decreasing employee turnovers? A case study of British Airways

Research Aim: This research will discuss the role of motivation in decreasing employee turnover with a specific focus on British airways.

Topic 53:Motivation and performance reward – Are the two interrelated?

Research Aim: This research will talk about motivation and performance rewards and will assess whether the two are interrelated and directly related.

Topic 54: Work productivity and the role of employee motivation programmes and activities

Research Aim: This study will assess employee motivation programs’ impact on employee productivity, i.e. if it increases or decreases.

Topic 55:To discuss the role of employee motivation in relation to retention levels

Research Aim: This research will analyze employee motivation’s role to help companies retain employees.

Topic 56:Differences and similarities between traditional and contemporary theories

Research Aim: This research will discuss and compare traditional and contemporary motivation theories implemented by companies.

Topic 57: The role of employee empowerment in employee motivation and satisfaction at British Petroleum.

Research Aim: This study will aim to analyse different strategies of employee empowerment carried out by British Petroleum and their impact on workers’ motivation and satisfaction. The research will be studied that either different employee empowerment strategies improve employee motivation and satisfaction. The findings will be beneficial for companies working in the petroleum sector.

Topic 58: The impact of open communication in improving employee engagement at Zara

Research Aim: In this research, different modes of communication used by organisations will be studied and especially the impact of open communication in improving employee engagement at Zara will be analyzed. The importance of open communication for different organisations in the fashion and retail sectors will be discussed. Moreover, different communication strategies that can help improve employee engagement at Zara will be discussed based on past literature, theories, and framework.

HR Performance Management Dissertation Topics

All processes and activities to consistently meet organisational goals and objectives can be considered the HR performance management mechanism elements. Different organisations employ different performance management strategies to gain a competitive advantage. To explore this area of human resources, here are some intriguing topics for you:

Topic 59:Investigating different performance management techniques for retaining employees

Research Aim: This research will talk about companies’ various performance management techniques to retain employees.

Topic 60:The role of performance management activities in improving employees’ skills and abilities

Research Aim: This research will discuss how performance management helps employees improve their skills and abilities and how it ultimately helps companies.

Topic 61:Managing performance of workers through performance management techniques – A Case Study of Google

Research Aim: This research will explore how organisations use different performance management techniques to manage employees and their performance. A specific focus of this study will be Google Incorporation.

Topic 62:Employee performance and performance management systems – A qualitative study

Research Aim: This study will conduct a qualitative study to understand the different performance management systems for improving employee performance.

Topic 63:Performance management examinations in human resource management of profit-oriented organisations

Research Aim: This research will understand performance management in profit-oriented companies regarding how their human resource department ensures optimal performance.

Topic 64:Exploring the essentials elements of the performance management framework

Research Aim: This research will explore its vital features and performance management framework.

Topic 65:Human resource management practices and business performance – The role of environmental uncertainties and strategies

Research Aim: This research will explore whether environment uncertainties and strategies play a role in employee and business performance.

Topic 66:The efficacy of performance management systems in the UK’s retail industry

Research Aim: This research will explore the UK’s retail industry’s performance management efficacy.

Topic 67:Towards a framework for performance management in a higher education institution

Research Aim: This research will investigate performance management in the educational setting.

Topic 68:Should wages be capped through performance management – A qualitative study

Research Aim: This research will analyse whether wages should be adjusted and capped concerning performance management with a focus on its effects.

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Strategic Human Resource Management Dissertation Topics

Strategic human resource management is tying the human resource management objective to the company’s goals and objectives. This helps companies in innovating and staying ahead of their competitors by gaining a competitive advantage.

Being a relatively new concept, there are various aspects of strategic HRM that are left to be explored. Here are some interesting strategic HRM dissertation topics for you:

Topic 69:The efficacy of communication processes and employees’ involvement plans to improve employee commitment towards organisational goals – A case study of Sainsbury

Research Aim: This research will study the role and efficacy of the communication processes and employees’ involvement in order to improve employees’ commitment towards organisational goals.

Topic 70:To investigate SHRM theory and practice in a call centre – A case study of any UK call centre

Research Aim: This dissertation will discuss the various SHRM theories and how it is implemented. A UK-based call center will be focused on this study.

Topic 71: Differences and similarities between SHRM strategies and policies employed by German and Japanese automobile companies

Research Aim: This research will compare the different SHRM techniques and policies implemented by German and Japanese automobile companies.

Topic 72: A resource-based view assessment of strategic human resources quality management systems

Research Aim: This research will understand the resource-based view of strategic human resources quality management systems.

Topic 73: To understand and critically evaluate the HRM strategies employed by small and medium sized enterprises in the UK

Research Aim: This research will discuss and evaluate the different strategic HRM strategies employed by small and medium-sized enterprises in the UK.

Topic 74: Relating organisational performance to strategic human resource management – A study of small scale businesses in the UK

Research Aim: This study will analyse whether organisational performance and strategic human resource management are interconnected by assessing small scale businesses in the UK.

Topic 75: Investigating strategic human resource management in Singapore – A qualitative study

Research Aim: This research will analyse strategic human resource management in Singapore by undertaking a qualitative method.

Topic 76: The role of organisational support programmes to enhance work outcome and employees behaviour

Research Aim: This research will understand the organisational support program in order to enhance employee work outcome and their behaviour.

Topic 77: To establish the most important components of strategic HRM for SMEs in the UK to develop a competitive advantage

Research Aim: This research will talk about the relationship between the different SHRM components for SMEs in the UK in order to gain a competitive advantage.

Topic 78: To establish the significance of the relationship between organisational performance and strategic human resource management

Research Aim: This research will explore the relationship between organisational performance and strategic human resource management and how it helps companies achieve their objectives.

Human Resource Theory Dissertation Topics

The human resource theory framework consists of a soft and hard approach to human resources management. Various theories cover the different aspects of the soft and hard human resource approach.

Exploring this area of HRM will help in understanding more about the soft and hard HRM approaches. Here are some dissertation topics in this area that you can choose from.

Topic 79: A comparative analysis of various human resources theory approaches

Research Aim: This research will discuss various human resource theories and approaches and provide a comparative analysis.

Topic 80:To study human resources systems practiced by Multinationals in the UK

Research Aim: This research will discuss the various human resource systems as practised by multinational companies operating in the UK.

Topic 81:The role of human resources management (HRM) in regards to addressing workers’ concerns.

Research Aim: This research will discuss the importance of human resources in understanding and addressing worker’s concerns.

Topic 82: Can HRM have a negative influence on the performance of business organisations – A qualitative study?

Research Aim: This research will discuss a unique aspect of human resource management, i.e. whether it harms the company’s performance or not.

Topic 83: Is Human resources the only option for employees? An exploratory study

Research Aim: This study will analyze human resources’ role in solving employee issues and assess whether it is the only option for employees.

Topic 84:Exploring the contribution of human resource to the success of organisations

Research Aim: This research will aim to understand the role and contribution of the human resource department in companies’ success.

Topic 85:To investigate the most predominant human HRM and control strategies employed by business organisations

Research Aim: This research will discuss an interesting topic, i.e. the most predominant HRM strategies organisations implement.

Topic 86:To investigate the role of HR as a shared service.

Research Aim: This study will discuss human resources’ role as a shared service in the organisation.

Topic 87:Does a supervisor has a role to play in implementing HR practices – A critical study

Research Aim: This study will critically analyze supervisors’ role in implementing human resource practices in an organization.

Topic 88:The ethics of firing employees – Do companies really follow it?

Research Aim: This research will focus on how employees are fired at organizations and whether human resources follow the ethics of firing or not.

HR Organisational Culture Dissertation Topics

Organisational culture, also known as organisational climate, is defined as the process by which an organisation’s culture can be quantified. The properties of the work environment that are either considered positive or negative by the employees (and that may influence their behaviour) are the most important components of the organisational culture framework.

Studying this aspect of human resources will help you gain an in-depth knowledge of the role of culture in human resource management. Here are some interesting dissertation topics in this area:

Topic 89:The role of leadership, HRM and culture in vitalising management systems in firms

Research Aim: This research will understand the role of leadership and culture in human resource management and how it helps companies manage their systems.

Topic 90:Finding the right balance between differentiation and standardisation of HRM practices and policies – HRM of multinational companies operating within the European Union

Research Aim: There are certain human resource practices that are standardized throughout the world. This research will investigate the differences between such standard policies with respect to culture. Multinationals operating in the European Union will be focused.

Topic 91:Cross-cultural human resource management – The role it plays in the success of different organisations

Research Aim: This research will study the role of cross-cultural human resource management in the success of companies.

Topic 92:The impact of cross-cultural competencies in start-up companies

Research Aim: A lot of companies do not encourage cross-cultural human resources in the workplace. This research will analyse how cross-cultural competencies help startups grow and succeed.

Topic 93:The role of organisational cultural on HRM policies and practices – A case study of Cambridge University

Research Aim: This research will aim to understand the role of organisational culture on human resource policies and practices. The main focus of this study will be at Cambridge University.

Topic 94:The relationship between human resource management practices and organisational culture towards organisational commitment

Research Aim: This research will assess the relationship between different cultures and human resource practices with respect to organisational commitment.

Topic 95: Investigating cultural differences between the work values of employees and the implications for managers

Research Aim: This study will conduct an investigation related to the work values of employees based on their various cultural differences. It will then be concluded what this means for the managers.

Topic 96:To effectively manage cultural change without affecting work productivity

Research Aim: This research will discuss an interesting topic as to how managers should manage organisational cultural change without harming productivity.

Topic 97:Inducting new employees into the culture – Does it help organisations?

Research Aim: This research will discuss whether or not it is feasible for organisations to hire employees when the company is undergoing a cultural change.

Topic 98:Recruiting to change the culture – The Impact it has on the Profitability of the Company

Research Aim: This research will discuss whether companies should hire to lead change in the organisation, i.e. whether hiring should be done for this specific purpose, and what this new hiring means for the company in terms of profitability.

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HR Diversity Dissertation Topics

The changing corporate world has provoked organisations to develop and implement diversity management systems as part of their human resource management system. Although relatively new, diversity management is an important research area of human resource management that brings challenges and learning to employees.

With many areas unexplored and literature gaps in this subject, there are some extremely interesting dissertation topics you can select for your final year project. Some of them are listed here:

Topic 99: Investigating the difference between discrimination and diversity – How Do they Impact Organisations

Research Aim: This research will discuss the differences between the two concepts, diversity and discrimination and their impact on organisations.

Topic 100:Managing diversity through HRM: A conceptual framework and an international perspective

Research Aim: This study will discuss how the human resource department can manage diversity. The study will be conducted in an international setting.

Topic 101:Managing diversity in the public sector – How do companies manage to remain successful

Research Aim: This research will explore managing diversity in the public sector and how these companies can be successful even through diversity.

Topic 102:Managing cultural diversity in human resource management

Research Aim: As much as a human resource helps companies manage diversity, how will companies manage diversity in their main HR department. This research will answer this exact question.

Topic 103:The managerial tools, opportunities, challenges and benefits associated with diversity in the workplace

Research Aim: This research will focus on the tools available to human resources in managing diversity, and how they change it to opportunities and overcome diversity-related challenges.

Topic 104: Investigating the challenges of exclusion and inequality in organisations – Assessing HR’s role.

Research Aim: This research will first investigate the exclusion and inequality challenges that organisations face and how human resources overcome these challenges.

Topic 105:How does HRM Help in managing cultural differences and diversity

Research Aim: This research will discuss HR’s role in managing cultural differences and diversity in organisations.

Topic 106: Can HR eliminate diversity-related discrimination from workplaces? Assessing its role

Research Aim: This research will talk about HR’s role in eliminating diversity-related discrimination from organisations, and whether it will be successful in doing so or not.

Topic 107:Training managers for diversity – How difficult is it for companies and HR

Research Aim: This research will discuss and analyse the role of HR and companies in ensuring manager’s learning and development for diversity.

Topic 108:Training the newly hired staff for diversity in a large and diversified business organisation

Research Aim: This research will investigate the role of HR in training employees and staff to deal with, manage and coexist with diverse employees.

Important Notes:

As a human resource management student looking to get good grades, it is essential to develop new ideas and experiment with existing human resource management theories – i.e., to add value and interest to your research topic.

Human resource management is vast and interrelated to many other academic disciplines like management , operations management , project management , business , international business , MBA and more. That is why it is imperative to create a human resource management dissertation topic that is articular, sound, and actually solves a practical problem that may be rampant in the field.

We can’t stress how important it is to develop a logical research topic based on your entire research. There are several significant downfalls to getting your topic wrong; your supervisor may not be interested in working on it, the topic has no academic creditability, the research may not make logical sense, there is a possibility that the study is not viable.

This impacts your time and efforts in writing your dissertation , as you may end up in the cycle of rejection at the initial stage of the dissertation. That is why we recommend reviewing existing research to develop a topic, taking advice from your supervisor, and even asking for help in this particular stage of your dissertation.

While developing a research topic, keeping our advice in mind will allow you to pick one of the best human resource management dissertation topics that fulfil your requirement of writing a research paper and add to the body of knowledge.

Therefore, it is recommended that when finalizing your dissertation topic, you read recently published literature to identify gaps in the research that you may help fill.

Remember- dissertation topics need to be unique, solve an identified problem, be logical, and be practically implemented. Please look at some of our sample human resource management dissertation topics to get an idea for your own dissertation.

How to Structure your HRM Dissertation

A well-structured dissertation can help students to achieve a high overall academic grade.

A Title Page
Acknowledgements
Declaration
Abstract: A summary of the research completed
Table of Contents
Introduction : This chapter includes the project rationale, research background, key research aims and objectives, and the research problems. An outline of the structure of a dissertation can also be added to this chapter.
Literature Review : This chapter presents relevant theories and frameworks by analyzing published and unpublished literature on the chosen research topic to address research questions . The purpose is to highlight and discuss the selected research area’s relative weaknesses and strengths while identifying research gaps. Break down the topic and key terms that can positively impact your dissertation and your tutor.
Methodology : The data collection and analysis methods and techniques employed by the researcher are presented in the Methodology chapter, which usually includes research design , research philosophy, research limitations, code of conduct, ethical consideration, data collection methods, and data analysis strategy .
Findings and Analysis : Findings of the research are analysed in detail under the Findings and Analysis chapter. All key findings/results are outlined in this chapter without interpreting the data or drawing any conclusions. It can be useful to include graphs, charts, and tables in this chapter to identify meaningful trends and relationships.
Discussion and Conclusion : The researcher presents his interpretation of the results in this chapter and state whether the research hypothesis has been verified or not. An essential aspect of this section is establishing the link between the results and evidence from the literature. Recommendations with regards to the implications of the findings and directions for the future may also be provided. Finally, a summary of the overall research, along with final judgments, opinions, and comments, must be included in the form of suggestions for improvement.
References : Make sure to complete this following your University’s requirements
Bibliography
Appendices : Any additional information, diagrams, and graphs used to complete the dissertation but not part of the dissertation should be included in the Appendices chapter. Essentially, the purpose is to expand the information/data.

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137 Unemployment Essay Topics

🏆 best essay topics on unemployment, 🔎 easy unemployment research paper topics, 👍 good unemployment essay topics to write about, 🎓 most interesting unemployment research titles, 💡 simple unemployment essay ideas, ❓ unemployment research questions.

Causes of Youth Unemployment
Artificial Intelligence and Unemployment
Economics: Unemployment, Its Causes and Types
The Impact of Unemployment on Crime Rates
Unemployment Rates Among Young College Graduates
Unemployment’ Nature and Possible Causes
Social Problems and Policy: Youth Unemployment and Mental Health
AI Development, Unemployment, and Universal Basic Income The theme of AI-human relationships takes an important place in science fiction literature, movies, and video games, but it is not limited by them.
The Relationship Between Unemployment and Economic Growth Among the factors that define economic growth and development, human resources and unemployment are considered to be the most vital.
Unemployment, Its Types and Government Intervention Unemployment is among the most significant challenges that influence contemporary economies. Indeed, even global economic giants suffer from the problem.
Social and Economic Aspects of Unemployment in the UAE Despite the UAE having the lowest level of unemployment in the world, the number of foreign workers exceeds its native employees.
Domestic Violence in Melbourne: Impact of Unemployment Due to Pandemic Restrictions The purpose of this paper is to analyze to what extent does unemployment due to pandemic restrictions impact domestic violence against women in Melbourne.
2008 Great Recession, Unemployment and Stagnation This paper is looking into the case of the financial crisis, which results in an economic recession and the further sustained effects.
Unemployment and Its Macroeconomic Implications In the process of learning about macroeconomic trends, one obtains an opportunity to expand their knowledge about particular factors and their outcomes for the economy.
Counter-Terrorism and Unemployment Approaches A more novel approach to unemployment that considers the needs of a disenchanted youth is vital to reducing the draw towards terrorist activities.
The Long-Term Unemployment Positive Tendency The article argues that the level of long-term unemployment has fallen significantly compared to the previous years, reaching the lowest point in 9 years.
Building a Business to Address Youth Unemployment An opportunity to build a business based on the youth unemployment problem has both strengths and weaknesses, also opportunities for further development.
The Unemployment and Inflation Causes in Australia The change in the Australian 2021 indicator of unemployment is the representation of cyclical unemployment since it lasted less than a year.
Why the Unemployment Rate Needs Fixing in the US The article Latest Jobs Report Shows Why the Unemployment Rate Needs Fixing regards the issue of the inadequateness of the currently established formal indicator in the US.
Unemployment After the US Industrial Revolution Since the commencement of the industrial revolution, the process of automation, or more broadly the replacement of human employees by machines, has piqued widespread interest.
Unemployment and Political Regime Unemployment should be considered one of the critical factors influencing the economy of states and political stability. This paper discusses unemployment and political regime.
The Hispanic Unemployment Issue in the US A Hispanic person in the US is more likely to be unemployed than an average American. People of color have historically been one of the most discriminated groups.
The US Fiscal Policy and Unemployment Rate The problem to be discussed will be centered around the relationship between fiscal policies in regard to the unemployment rate in the United States.
Unemployment Rates in the State of Georgia In this essay, the author will present the current unemployment statistics and job outlook in the state of Georgia.
The High Unemployment Rate as a Most Serious Threat to Americans Although the United States has one of the highest economic indicators globally, thousands of Americans are unemployed across the country.
Unemployment Rates in the United States due to COVID-19 The increase in unemployment in the United States is associated with the country’s epidemiological situation and the tightening of quarantine measures taken by states.
Unemployment Rate During COVID-19 COVID-19 and subsequent lockdown measures significantly affected the civilian labor force participation and unemployment rates.
Homelessness Due to Unemployment During COVID-19 This paper is a research on how unemployment resulting from the Covid-19 pandemic has left many homeless in the United States.
An Article Review: “Metropolitan Area Employment and Unemployment” The U.S. Bureau of Labor Statistics published a short article that reports the results of the analysis of the changes in the “nonfarm payroll employment” in metropolitan areas.
The Effects of the Minimum Wage on Overall Unemployment The raised minimum wage would create more jobs for low-wage workers, as this rise would prompt the goods and services demand of such workers who would now be able to afford more.
Unemployment Rates in the United States Unemployment is unevenly distributed across the US population, with regards to race, age, gender, and education.
Inflation and Unemployment in Bavaria Considering the normal state of the economy and the existing level of employment close to full, the President of Bavaria is not recommended to pursue an expansionary fiscal policy.
Economic Issues: Factors of Production Growth and Unemployment Rates Assessing the factors such as the rates of production growth, the selected financial systems, and the rates of unemployment is essential for determining the threat to the state economy.
Federal Poverty, Welfare, and Unemployment Policies In the paper, the federal policies regarding the above mentioned areas of public interest will be scrutinized and discussed at length.
Unemployment: Types And Factors Unemployment is one of the greatest social evils in our society today. This is because of the unfriendly impacts it has on the economy.
Unemployment and Rosenberg’s Self-Esteem Scale The concept of self-esteem is derived from self–theory. A basic assumption of self-theory is the need to appreciate oneself and be appreciated by others.
“Unemployment Checks: Keep ‘Em Coming” by Owens and Stettner: Article Review In the article, Owens and Stettner underline that current unemployment affects both the economy and employers, the government financial resources, and the jobless population.
Youth Unemployment in the United Kingdom Over the years, there have been remarkable unemployment rates among the youths all across the globe as compared to the age brackets that are regarded as adults.
Economics for Management. Unemployment in Spain Spain has the potential to reduce the unemployment rate, especially since it has already decreased significantly from 2016.
Unemployment Rates in the US The state of the American economy is getting closer to full employment, whereas the unemployment rates (as of 2017) remain to be approximately 4.4%.
Natural Rate of Unemployment In determining the natural rate of unemployment, analysts focus on evaluating price and wage settings in the labour market.
“Unemployment and Terrorism” TED Talk by Mohamed Ali In this TED talk, Mohamed Ali explores the relationship between unemployment and terrorism. Ali incorporates stories from his native country to support his arguments.
Frictional Unemployment and Hyperinflation Frictional unemployment is also known as voluntary unemployment. It cannot be eliminated from the economy. There are some economic benefits associated with it.
Offshoring, Risks, and Unemployment The offshoring is fairly simple, yet this phenomenon has affected a range of companies across the globe, making it possible to enhance the quality of end products and services.
Youth Unemployment Rates in Canadian Society The problem under investigation is the fact that the unemployment rate among people in the 18-25 age group is higher than any other age group in Canadian society.
Unemployment and the Labour Market in Australia The paper studies forces of supply and demand in the Australian labor market, the labor force participation rate and the trends in labour force participation of older workers.
Reduced Unemployment in the UK In order to understand why there has been a decline in unemployment rate in the UK, it is essential to understand the reasons affecting UK unemployment.
Earnings-Related Unemployment Security, Employment and Lifetime Income
Employment, Unemployment and Real Economic Growth
Business Cycles and Compositional Variation in US Unemployment
Crime, Earnings Inequality, and Unemployment in England and Wales
European Unemployment: Cause and Cure
Demographic and Education Effects on Unemployment in Europe: Economic Factors and Labour Market Institutions
Centralized Wage Bargaining and Regional Unemployment
Capital Shortages and Asymmetries in UK Unemployment
Disarmament, Unemployment, Budgets, and Inflation
Demography, Capital Flows, and Unemployment
Duty-Free Zone, Unemployment, and Welfare a Note
Factors Affecting the Adjustments to Unemployment
Capital, Wages, and Structural Unemployment
Earnings, Unemployment, and Housing in Britain
Canada’s Interwar Unemployment From 1919 Until 1939
Aging and the Labor Market: Age Structure, Cohort Size, and Unemployment
Community Unemployment and Immigrants’ Health in Montreal
Employment, Unemployment, and Underemployment in Africa
Correlation Between Crime and Unemployment
Equilibrium Labor Turnover, Firm Growth and Unemployment
Changing Identity: Retiring From Unemployment
Equilibrium Unemployment and Retirement
Employment Turnover and Unemployment Insurance
Embodied Technical Change and the Fluctuations of Wages and Unemployment
Eligibility for Unemployment Benefits in Great Britain
Capital Immobility, Informal Sector, and Urban Unemployment
Age Structure and the UK Unemployment Rate
Economics Instability Increases the Unemployment Rate in Malaysia
Australian Unemployment, Inflation, and Economic Growth
Broadband Infrastructure and Unemployment – Evidence for Germany
Economic Recession, Skilled Unemployment, and Welfare
Construction Industry Growth Economic Unemployment
Agglomeration, Job Flows, and Unemployment
Entrepreneurship, Asymmetric Information, and Unemployment
Economic Freedom and Unemployment in Emerging Market Economies
Absenteeism, Unemployment and Employment Protection Legislation: Evidence From Italy
Environmental Policy, Efficient Taxation, and Unemployment
Dynamic Contracts and Equilibrium Unemployment
Agro-Manufactured Export Prices, Wages and Unemployment
Banking Crises, Labor Reforms, and Unemployment
Environmental Policy, Pollution, Unemployment, and Endogenous Growth
Demographic Evolutions and Unemployment: An Analysis of French Labour Market With Workers Generations
Employment and Unemployment Insurance Schemes
Disability, Unemployment, and Poverty
Business Volatility, Job Destruction, and Unemployment
Aggregate Demand, Productivity, and Disguised Unemployment in the Chinese Industrial Sector
Child Support and Involuntary Unemployment
Efficiency-Wage Unemployment and Endogenous Growth
Addressing Education, Inequality, and Unemployment in Uganda
Economic Freedom and Unemployment Around the World
Dual Labor Markets, Urban Unemployment, and Multicentric Cities
Employment, Unemployment, and Problem Drinking
Correlations Between Recessions and Unemployment
Employment and Unemployment Effects of Unions
Collective Bargaining, Firm Heterogeneity and Unemployment
Equilibrium Unemployment During Financial Crises
Capital, Heterogeneous Labour, Global Goods Markets and Unemployment
Economic Policy, Industrial Structure, and Unemployment in Russia’s Regions
Capital Stock, Unemployment and Wages in the UK and Germany
Environmental Fiscal Reform and Unemployment in Spain
Why Did Unemployment Persist Despite the New Deal?
Can More FDI Solve the Problem of Unemployment in the EU?
What Is the Current Rate of Unemployment in the UK 2022?
Who Can Get Unemployment Benefits in Germany?
What Are Relationships Between Short-Term Unemployment and Inflation?
Does Broadband Internet Reduce the Unemployment Rate?
Are Education Systems Modern as Well as Practical Enough to Eliminate Unemployment, and Thus Poverty?
What Us State Has the Lowest Unemployment Rate?
Does High Unemployment Rate Result in a High Divorce Rate?
Does Culture Affect Unemployment?
Why Unemployment Is a Problem?
What Is the Unemployment Rate in Canada?
Are Early Educational Choices Affected by Unemployment Benefits?
How Long Does Unemployment Take To Get Approved?
Which Country Has the Lowest Unemployment Rate?
What’s the Lowest You Can Get From Unemployment?
Why Is the Us Unemployment Rate So Low?
How Does Unemployment Rate Affect Everyone?
Are Interest Rates Responsible for Unemployment in the Eighties?
Does Employment Protection Lead To Unemployment?
Are Searching and Non-searching Unemployment Distinct States When Unemployment Is High?
What Are the Solutions to Unemployment?
Can Google Econometrics Predict Unemployment?
How Far Was Unemployment the Most Important Reason for the Rise of the Nazis in Germany Between 1918 and 1933?
Are Protective Labor Market Institutions at the Root of Unemployment?
What Is China’s Unemployment Rate?
What Are the Five Causes of Unemployment?
What Are the Main Causes of Unemployment in an Economy?
What City Has the Lowest Unemployment Rate?
Can Insider-Outsider Theories Explain the Persistence of Unemployment?

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These essay examples and topics on Unemployment were carefully selected by the StudyCorgi editorial team. They meet our highest standards in terms of grammar, punctuation, style, and fact accuracy. Please ensure you properly reference the materials if you’re using them to write your assignment.

This essay topic collection was updated on December 27, 2023 .

Home » Blog » Dissertation » Topics » Law » Employment Law » 99 Employment Law Dissertation Topics | Research Ideas

99 Employment Law Dissertation Topics | Research Ideas

By Liam Sep 3, 2023 in Employment Law , Law | No Comments

Employment law, also known as labor law or workplace law, is the dynamic legal landscape that defines the intricate relationship between employers and employees in today’s ever-evolving world of work. It encompasses the regulations and safeguards that govern the labor market, from hiring and contracts to workplace conditions, employee rights, and much more. For students aspiring to explore the depths of this multifaceted legal arena, employment law dissertation topics offer a rich tapestry of possibilities for their undergraduate, master’s, or doctoral theses. Whether you’re drawn to the complexities of workplace discrimination, the ethics of employee surveillance, the intricacies of labor union negotiations, or the impact of emerging technologies on the workforce, the realm of employment law holds a wealth of engaging subjects to investigate.

Employment law dissertation topics encompass various issues and challenges faced in employment, ranging from laws, working conditions, applicable wage rates, etc. With the increased incidence of globalization, current employment law topics for research papers usually focus on the international context of employment issues. Topics in employment law range in diversity based on the area and level of the academic program being followed. The following is a compilation of the most recent trending topics in employment law.

Download Employment Law Dissertation Sample

A list of employment law dissertation topics:

The following is a compilation of the most recent trending topics in employment law:

The intersection of employment law and artificial intelligence: ethical and regulatory challenges.

Gender pay equity and employment law: strategies for closing the wage gap.

The gig economy and employment law: examining the rights of independent contractors.

Whistleblower protections in corporate settings: legal frameworks and impact.

Legal implications of workplace substance abuse: addressing addiction and treatment.

Workplace cybersecurity and employee data protection: legal measures and accountability.

How secure is your job? A review of job security and employment contracts in the UK.

Mental health stigma in the workplace: legal strategies for promotion and support.

Employee non-compete agreements: legal validity and ethical considerations.

Ethical and legal considerations in employee microaggression training.

Race, cultural orientation, and employment- perspectives from across the globe.

Legal protections for employee financial wellness programs: ethical and regulatory concerns.

Flexible work arrangements and employee rights: legal frameworks and best practices.

Employee rights in AI-mediated performance appraisals: accountability and fairness.

Trade unions in the UK- an analysis of employment laws, reforms and enforcement challenges.

Legal aspects of employee mentorship programs: fostering professional development.

Disability accommodation in the workplace: legal frameworks and challenges.

The #metoo movement and workplace harassment: legal responses and cultural change.

Redundancy in the employment model- a view of nations with redundancy benefits.

The gig economy and employment rights: legal challenges in non-traditional work.

Sports agencies, employment contracts, and the UK- literature review. (Find more topics on sports law )

Workplace diversity and inclusion metrics: legal obligations and reporting practices.

Workplace bullying policies and employee rights: legal frameworks and implementation.

Workplace drug testing policies: legal boundaries and employee rights.

Ai in hiring and recruitment: legal implications for bias and discrimination.

A critical discussion of the salient elements of UK employment law.

Legal and ethical considerations in employee gamification programs.

Age-blind recruitment practices: legal approaches to combat age discrimination.

Employee wellness initiatives and legal obligations: promoting health and productivity.

The right to work from anywhere: legal aspects of remote work policies.

Legal implications of employee emotional intelligence assessments: validity and privacy.

The intersection of employment law and virtual reality in training and development.

A comparative review of employment laws in automated industries between the US and Europe.

Religion and employment laws in the UK- perspectives from academic literature.

The role of ethics in employee data analytics: balancing insight with privacy.

An analysis of employment laws in the context of gender- policies and practical implementation in the UK.

Legal implications of employee microchipping: privacy and ethical concerns.

Workplace bullying and legal remedies: promoting respectful work environments.

Remote work and employment contracts: legal aspects of telecommuting policies.

Workplace health promotion programs: legal compliance and employee wellness.

Employee surveillance technologies: legal and ethical considerations in the digital age.

Parental leave policies and gender equality in the workplace: legal and social impact.

Age discrimination in employment: legal strategies for promoting fair practices.

Workplace mental health programs: legal frameworks and employee well-being.

The future of work: legal implications of human-ai collaboration in the workplace.

The ethics of employee monitoring: legal and privacy implications.

Basis of discriminations in equal employment policies of UK firms- review of literature.

A comparative review of Islamic headscarves in the UK versus the EU workplace and employment law policies.

Non-discrimination policies and lgbtq+ employee rights: legal protections and challenges.

Religious discrimination in the workplace: legal protections and accommodation.

Covid-19 vaccination mandates in the workplace: legal compliance and employee rights.

Artificial intelligence in employee termination: legal and ethical considerations.

Ethical and legal aspects of employee mindfulness programs: well-being and performance.

Mandatory vaccination policies in the workplace: balancing health and rights.

Flexible work hours and legal rights: employee well-being and business needs.

Biometric timekeeping systems: legal and privacy implications in the workplace.

Navigating workplace wellness programs: legal implications and employee rights.

Employee selection criteria for a specific position- merit factors and other particular criteria for selection in the UK.

Ethical considerations in employee surveillance: balancing security and privacy.

Multinationals- employment law applicability and enforcement issues.

Workplace accessibility for persons with disabilities: legal obligations and accommodations.

Inclusive hiring practices: legal measures to promote diversity in the workforce.

Protecting employee privacy in the digital workplace: legal considerations and ethical boundaries.

Employee privacy rights and biometric data collection: legal and ethical concerns.

Ai-powered hiring algorithms and discrimination: legal and ethical challenges.

Legal dimensions of employee feedback platforms: confidentiality and accountability.

The law behind employee dismissal- perspectives from three countries.

Religious accommodation in the workplace: balancing beliefs and business needs.

Legal considerations of employee misclassification in the gig economy.

Genetic information discrimination in employment: legal protections and challenges.

Employment law and artificial intelligence in performance evaluation: implications for bias.

Workplace accommodation for mental health disabilities: legal protections and practices.

Regulation of employment laws in a global world- review of literature on policy formulation and agents for enforcement.

Legal dimensions of employee assistance programs: promoting mental health support.

Employment law compliance in multinational corporations: global standards and local practices.

Employment law and gig economy platforms: navigating independent contractor status.

Workplace diversity programs: legal strategies for effective implementation.

Legal aspects of employee mental health accommodations: promoting well-being.

The right to disconnect: legal considerations in employee off-hours communication.

Racial discrimination in hiring: legal strategies for eliminating bias.

Artificial intelligence and employee training: legal implications for skill development.

Social work employment- legal perspectives from the UK.

Workplace neurodiversity initiatives: legal strategies for inclusivity and support.

Immigrant workers and employment law: rights, protections, and challenges.

The right to disconnect in the digital workplace: legal protections for work-life balance.

Ethical leadership and employment law: fostering a culture of compliance and respect.

An analysis of the legality of UK’s employment tribunal fees.

Workplace discrimination based on gender identity: legal protections and challenges.

Employee benefits in the era of gig work: legal rights and compensation.

Ai-powered workplace chatbots: legal and ethical boundaries in employee interaction.

A historical comparative review of employment laws in the UK before and after leaving the EU.

Relocation policies and employee rights: legal considerations in job mobility.

Workplace dress codes and discrimination: legal considerations and gender equity.

Workplace religious discrimination: balancing beliefs and business interests.

COVID-19 and workplace safety: legal obligations and employee health rights.

Employment law and remote work arrangements: navigating compliance and rights.

Protecting employee rights in the face of technological disruption: legal strategies.

An analysis of employment discrimination laws in the UK.

Employee autonomy and legal boundaries in the digital workplace.

There you go. Use the list of employment law dissertation topics well and let us know if you have any comments or suggestions for our topics-related blog posts for the future or want help with dissertation writing; send us an email at [email protected] .

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210 Comprehensive Human Resources Thesis Topics To Look Into

Human resources thesis topics revolve around the different functions of human resource managers. This subject is a vast research area and the most crucial in any organization. Therefore, students have many topics from which they can pick the titles of their dissertations. Nevertheless, a good paper title in this subject should enable the student to focus on this field’s latest transformation and evolution.

Human resource is a business aspect that handles issues like employee recruitment, relations, training, and other workforce elements. An effective company’s human resource department plays a significant role in ensuring the success of a business.

Informative research papers on this subject can help a company improve this essential department and the overall welfare of the employees. They should also reflect in-depth research and present information in an organized and engaging manner. Here’s a brief outline from a professional thesis writer of an excellent human resource thesis.

Introduction: A good human resource paper introduction should describe the topic and provide a thesis statement. It should also tell the readers why the issue is relevant and include definitions of the used terms.
Literature review: This section highlights the implemented literature and studies. It provides the theoretical or conceptual framework for justifying the used materials.
Qualitative methodology: In this section, students should show the research design or methods and their scientific relevance while analyzing the setting, describing objects or participants of the study.
Quantitative research methods: This section follows the described research design, problem questions, descriptions, and hypotheses. The difference is that the student provides population statistics and samples related to the methodology.
Analysis: The student analyzes the gathered data, including references to different scientific journals and opinions in this section. A mixed approach can feature strategy patterns after a brief overview, focusing on goals and hypotheses.
Research outcomes: This chapter explains the study’s findings. The author can organize the results by research questions or hypotheses.
Conclusion: In this section, the student summarizes the findings while providing suggestions for further studies. Ideally, this chapter should wrap the work together while giving opinions or justifying the used style.

Your professor may not have the time to discuss these sections of an HR dissertation with you. The supervisor might also not have sufficient time to guide you through these chapters. Nevertheless, the internet has several resources you can use to write a paper that will earn you the top grade in your class.

Latest Human Resource Thesis Topics

Perhaps, you’re pursuing college or university studies and want to write a dissertation about the latest developments in this field. In that case, select any of the following ideas for your thesis topic.

The effects of the non-financial and financial aspect of employees’ rewards
The importance of risk management by the human resource department
Effective employee training strategies
Analyzing hard skills and soft skills
The scope of long-term employee training courses
How employee training helps a company in overcoming the economic crisis
Improving inefficient employee selection process through training
Employee training strategies that maximize productivity
Investigating harassment assessment at the workplace
Effective reward techniques for enhancing employee loyalty
The reward management process in human resource management
Why employee training matters
The responsibilities and roles of employee trainers and managers
Why reward is essential in improving performance
Different types of employee rewards that enhance performance
Analysis of reward management strategies
Investigation on performance management in different stages
The latest trends in employee performance improvement
Evaluating employee performance management styles
The importance of performance management in the retail industry
Ways to retrain employees based on performance analysis
Investigating the essence of a reward system for a start-up
Comparing the impact of rewards on the workforce motivation
Examining the reward system in developing economies
Performance management- What are the real-life objectives?
Employee performance management strategies that human resource managers should know
The effectiveness of employee performance management in the current world
Crucial elements of employee performance appraisal
Effectiveness of employee performance appraisal in multinational corporations
How effective is money as an employee’s motivation tool?
How employee motivation increases innovation and creativity
Why the human resource should motivate and inspire employees
The role of the HR department in motivating employees
How the human resource department can motivate employees
Analyzing the motivational level of workers in public and private companies
Unique ways a company can avoid wages and hours issues
How to maintain safety at the workplace
Problems that affect attendance and timekeeping among employees
Ways to resolve annual leaves’ disputes in an organization
How diversity management affects business growth
Comparing diversity and discrimination issues in an organization
Different diversity management skills for a human resource manager
Investigating diversity management in the human resource department
How does a positive corporate culture influence a company’s growth
Analyzing the organizational culture of an organization
Corporate culture strategy that every human resource manager should know
The organizational culture theory
An overview of management change and leadership
Qualitative research on the human resource manager’s role in appraisals
A step-by-step approach to employee appraisal in a company

These are fascinating topics to consider when writing a thesis on the latest issues in this study field. Nevertheless, you require sufficient time to research your subject to develop a high-quality paper.

MBA Human Resource Management Thesis Topics

Maybe you’re pursuing MBA studies and want to write a dissertation about a human resource management topic. If so, consider this list of the best HR topics for your thesis.

The effects of cross-cultural recruitment on organizational productivity
How burnout and depersonalization affects the job satisfaction
How fun affects training or learning value
A comparison of trends in labor wages in various industries
How managerial development strategies affect the sales persons’ performance
Investing the employees’ perception of performance appraisal and its effect on worker’s motivation
How managerial leadership styles and intelligence affect job satisfaction
How employees’ supervisor relations affect their performance and job stress
How job environment affects employee satisfaction
How human resource management strategies affect employee turnover and commitment
Investigating the perceptual between output and overtime
Employees awareness about compensation and its effect on motivation
Essential academic background of human resource managers- Why is education necessary?
Assessing the information technology impact on human resource and company performance
Verbal harassment and bullying of female workers- How do they affect performance?
Comparing supervisors and employees perception of the counseling outcome on performance
Is competency mapping a good tool for 360-degree appraisal?
How organization ownership affects the employees’ stress level
The role of communication skills during employee acquisition and recruitment
Factors that affect job satisfaction
How employees perceive fairness in an organization and how this affects their motivational level
What employers expect from an MBA graduate
Wage discrimination and gender stereotyping in modern organizations
Gender bias in employee selection and recruitment
How mentoring affects career success
How organizational climate affects the job satisfaction
How confluence and diversity affect performance
How gender affects the employee-supervisor relationship
How participating in corporate decision-making affects the job satisfaction
How organizational culture change affects employee motivation
How non-monetary factors affect employee retention
Job satisfaction and performance evaluation- What is the relationship?
How conceptual changes influence performance and productivity of human resources
Increasing usage of analytics tools and data by human resource managers in strategic management
The integrated system for workforce management and its advantages to medium, small, and micro businesses
Comparing the employee management laws in the United Kingdom and the United States
Ways to prioritize employee engagement to enhance performance in the manufacturing industry
How acquisition and merger decisions affect human resource practices in large companies
Investigating improvement in performance review over the years
The cloud computing concept emergence in the human resource management field
Why the SaaS approaches and cloud-based apps matter in human resource management
Why technological applications offer a competitive edge in HR management
3T leadership competency model evaluation in the HRM context
Investigating the current literature on human resource analytics
Examining HR innovation labs and their essence in organizational innovation
Comparing the employee contract laws in developing and developed countries
A phenomenological investigation of the psychological contracts’ importance in employee relations management
How social and psychological warranties in HRM differ- An inter-generational employees survey
How does an agile workforce model adoption offer a competitive edge to various economic sectors
Exploring the current human resource management practices in the US and the UK

These are good ideas to consider when writing an MBA thesis. But they also require extensive research and analysis to develop a winning paper.

Trendy Human Resource Research Paper Topics

Maybe you desire to write a research paper on a trendy topic. In that case, this list comprises some of the best ideas to explore.

Virtual versus in-person interviews- Which is the best option?
How to hire the most talented employees in the current global marketplace
Online and virtual on-boarding and employee orientation
The importance of big data to human resources
How to use artificial intelligence in human resource management
Effects tools for training employees in an organization
Defusing volatile and tense moments at the workplace
Why is the HR department important in a company?
How to handle overqualified job applicants and employees
How to enhance employee retention in an organization
Updating and analyzing the worth of a particular job
The best way to maintain the employees’ morale
Online recreational activities for developing teamwork when performing remote tasks
How to use AR and VR at the workplace
How to deal with celebrities and famous figures at the workplace

These are trendy ideas to explore when writing a research paper about human resources. However, they require careful investigation and analysis of the latest information sources to develop winning papers.

Interesting Human Resources Topics for Research Paper

Perhaps, you want to write an exciting paper that will impress the educator to give you the best grade. In that case, choose a paper title from this list.

Ways to increase productivity using team competitions
Employee overfilling versus the lack of adequate human resources
Things to include in employee training sessions
Ways to address risks and healthcare issues in the workplace
How to identify bullying at the workplace
Freelancers and in-office workers’ requirements
How human resource managers can establish effective communications when working remotely
How special training sessions can encourage diversity
Additional workplace motivation and bonuses
The position bias and equal payments problem
Ways to improve employee performance and company’s profile using social media
Factors that diversify the workplace environment
The challenges facing human resource managers in 2023
Ways to address the employee retention problem in the developed countries
How sexual and religious discrimination affect the workplace
What comprises job satisfaction for modern employees?
Calculating possible risks during the hiring process
Daily bonuses and childcare for single parent employees
Work progress and financial factor relation for current employees
Should ethical code be an aspect of the employment check?
How a company can enhance industrial harmony
How human resource managers can relieve stress when solving conflicts among employees
Investigating the leadership style of a top brand- Case study
Workplace safety methods and monitoring
How modern companies can address solve the inadequate human resource problem

Pick an idea in this category if looking for exciting human resources topics for discussion or research. However, allocate your idea sufficient time to gather and analyze data to compose a good paper.

Good Human Resource Management Research Paper Topics

Maybe you need an easy topic that you can turn into an awesome thesis. If so, consider these ideas for your dissertation.

Assessing the factors influencing an employee’s decision to leave a company
How short-term and long-term contracts affect employee behavior
How training and development affect job performance
Why performance-related pay matters in motivating employees
How employee motivation affects the organizational output
The challenges facing human resource managers when motivating employees
How performance management affects organizational success
HRM strategies for addressing skill shortages
Examining the effect of effective selection and recruitment practice on a company’s growth
Assessing the effectiveness of employee reward strategies
Investigating factors affecting workers’ productivity
The motivational challenges facing human resource managers
Can a company use a flexible work policy as a retention and recruitment tool?
Various methods of enhancing employee productivity
The relationship between sustainable employee performance and knowledge management
Investigating the human resource management practices that enhance a company’s success
Using the best HR practices to improve employee commitment and retention
Examining work commitment and self-esteem levels of employees
Exploring the opportunities for improving employees’ satisfaction and performance
Investigating the contribution and role of the human resource department
Work commitment- Part-time versus full-time workers
Why a flexible workplace is essential in a modern organization
Why job satisfaction matters in the call centers
Causes of workers’ dissatisfaction and satisfaction
Innovation and risk- Do they cause tension among employees?
Why the human resource matters in enhancing organizational success
Crucial factors that increase employee retention
Investigating the motivational needs of employees in multinational companies
The selection and recruitment methods that companies in developing and developed countries use
How the human resource department can create a flexible working environment
How does employees’ empowerment increase job satisfaction?
How part-time working affects the work-life balance of employees
Teamwork and staff motivation- An in-depth analysis
The role of human resources in acquisitions and mergers
Opportunities for implementing the e-HR systems

Pick any of these topics for your graduate, undergraduate, or post-graduate paper. Nevertheless, spend sufficient time investigating your title and writing to impress the educators.

Unique Human Resource Essay Topics

Do you want to write an essay about human resources? If yes, pick any of these ideas for your topic.

Why employers should ask advice from their employees
Why every employee should have unique roles
Why coaching improves employee engagement
How the boss approach kills employee engagements
Maximizing employee potential via strengths assessment
Can buying gifts motivate employees?
The impact of a good working environment on employees’ performance
How a flexible working environment boosts productivity
Fun activities that enhance employer-employee relations
Why employers should communicate their expectations from employees early
Ways to make a new employee feel included in the company’s team
Advantages and disadvantages of a one-size-fits-all approach to human resource management
Effective employee engagement- What does it entail?
How labor unions facilitate employee engagements
Why protests and strikes arise from lousy employee engagement
How managers can enhance employee engagement
Horizontal communication- What is its role at the workplace?
Evaluating various HR management methods
The essence of staff training in human resource management
Employee satisfaction and human resource management
How trade unions impact HRM policies’ development
How technology affects HRM strategies
Employee section and recruitment considerations
Using teamwork to make HRM a swift process
How college educations enhance human resource management
Why human resource management skills matter when starting a company
Compare HRM policies in liberal versus communist countries
Ways to manage diverse cross-cultural employees
Emerging Trends in the human resource management restructuring
Morals and ethics in human resource management
How government policies affect human resource management in an organization
How HRM practices differ between large and small companies
How to establish a good inter-organizational relationship as a human resource manager
How to assess the role and value of human resource management services
Who hires and fires human resource personnel in an organization?

This category might have controversial topics for HR students. Nevertheless, students can write unique papers that will impress educators to award them excellent grades.

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Labor Law Research Paper Topics

In this comprehensive guide on labor law research paper topics , we aim to assist law students in exploring the diverse and dynamic landscape of labor law research. As the field of labor law encompasses a wide array of topics, this page offers a valuable resource for students seeking inspiration and guidance for their research papers. Students will gain insights into how to select appropriate research paper topics, tips for writing an effective labor law research paper, and the benefits of availing iResearchNet’s custom writing services. By empowering students with essential knowledge and professional support, we aim to enhance the quality and depth of labor law research in the academic community.

100 Labor Law Research Paper Topics

Welcome to the world of labor law research paper topics, where the intricate tapestry of employment relationships and workers’ rights is unraveled and explored. Labor law stands at the intersection of law, economics, and social justice, encompassing a myriad of legal principles and regulations that govern the dynamic interactions between employers and employees. As students of law embarking on a journey into this fascinating realm, you are presented with a treasure trove of research opportunities. This comprehensive list of labor law research paper topics is designed to guide you through a diverse array of subjects, providing insights into the ever-changing landscape of labor relations and shedding light on the pressing issues faced by the modern workforce. By delving into these topics, you have the chance to contribute to the advancement of labor rights, shape policy reforms, and foster a more equitable and inclusive labor environment.

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Analyzing the Role of Labor Unions in Protecting Workers’ Rights
The Impact of Anti-Discrimination Laws on Workplace Equality
Addressing Gender Pay Gap through Labor Legislation
Disability Rights in the Workplace: Challenges and Solutions
Racial and Ethnic Discrimination in Hiring Practices: A Legal Perspective
Promoting LGBTQ+ Inclusivity in the Workplace: Legal Frameworks and Challenges
Age Discrimination in Employment: Legal Implications and Protections
Examining Religious Accommodation Laws in the Workplace
Combating Workplace Harassment: Legal Measures and Best Practices
Legal Remedies for Unfair Dismissal and Retaliation Claims
Labor Exploitation in Global Supply Chains: Legal Perspectives
Cross-Border Employment Contracts: Challenges and Legal Solutions
International Labor Standards and Corporate Social Responsibility
Free Trade Agreements and Labor Protections: Analyzing the Impact
The Role of International Organizations in Shaping Labor Laws
Comparative Analysis of Labor Laws in Different Countries
The Intersection of Labor Law and International Human Rights Law
Global Mobility of Labor and its Legal Implications
Protecting Migrant Workers: International Legal Frameworks
Challenges of Enforcing Labor Standards in Globalized Economies
The Gig Economy and the Future of Labor Law
Labor Law in the Era of Artificial Intelligence and Automation
Data Privacy and Employee Monitoring: Balancing Rights and Interests
Legal Considerations for Remote Work Arrangements
Digital Labor Platforms and Worker Classification: Legal Issues
The Right to Disconnect: Exploring Legal Protections for Work-Life Balance
Virtual Workplaces and Cross-Border Labor Law Challenges
Regulating Crowdsourced Labor: Legal Implications and Innovations
Blockchain Technology and Smart Contracts in Labor Relations
Online Labor Marketplaces: Labor Law Challenges and Opportunities
The Legal Framework of Employment Contracts: Rights and Obligations
Collective Bargaining and Employment Contract Negotiations
The Role of Employment Contracts in Protecting Intellectual Property
Non-Compete Agreements: Enforceability and Limitations
Zero-Hour Contracts: Legal and Ethical Considerations
Fixed-Term Employment Contracts: Benefits and Challenges
The Gig Economy and Independent Contractor Agreements
The Legal Implications of Employee Handbooks and Policies
Employment Termination Clauses: Legal Safeguards and Consequences
Legal Protections for Whistleblowers in Employment Contracts
Occupational Health and Safety Regulations: Compliance and Enforcement
Legal Liability for Workplace Accidents and Injuries
Work-Related Stress and Mental Health: Legal Duties and Rights
Ergonomics and Workplace Design: Legal Considerations
Workplace Substance Abuse Policies and Legal Implications
Discrimination Based on Health Conditions: Legal Perspectives
Safety Measures for High-Risk Occupations: Legal Frameworks
The Right to Refuse Unsafe Work: Legal Protections and Limitations
The Role of Labor Inspectors in Enforcing Workplace Safety
Legal Challenges in Addressing Emerging Occupational Hazards
Labor Market Regulations and Economic Growth: A Comparative Analysis
Labor Laws and Business Competitiveness: Balancing Interests
Labor Unions and Wage Bargaining: Economic Implications
Labor Law Reforms and Employment Generation: A Case Study
The Impact of Minimum Wage Laws on the Economy and Workers
Employment Protection Laws and Labor Market Flexibility
Labor Market Segmentation: Legal Challenges and Policy Responses
Labor Law and Income Inequality: Assessing the Connection
The Role of Labor Laws in Addressing Poverty and Social Welfare
Labor Mobility and Economic Integration: Legal Facilitation and Barriers
Armed Conflicts and Workers’ Rights: The Role of International Law
Protecting Civilian Workers in Conflict Zones: Legal Challenges
Child Labor in Conflict-Affected Areas: Legal Remedies and Rehabilitation
Labor Law and Refugee Rights: Legal Protections and Dilemmas
Employment Rights for Victims of Human Trafficking: Legal Approaches
The Role of International Courts and Tribunals in Enforcing Labor Rights
Labor Law and War Crimes: Holding Perpetrators Accountable
Gender-Based Violence and Labor Rights: Legal Responses and Redress
The Impact of Armed Conflicts on Labor Market Dynamics
The Role of International Humanitarian Organizations in Protecting Workers
The Legal Framework of Employment Discrimination Laws
Age Discrimination in Employment: Legal Protections and Challenges
Combating Gender Discrimination in the Workplace: Legal Strategies
The Impact of Race and Ethnicity on Hiring and Promotion: Legal Implications
Legal Protections for LGBTQ+ Employees: Advancements and Gaps
Addressing Religious Discrimination in Employment: Legal Rights and Accommodations
Disability Discrimination in the Workplace: Legal Remedies and Reasonable Accommodations
Pregnancy Discrimination in Employment: Legal Safeguards and Enforcement
Intersectionality and Employment Discrimination: Analyzing Multiple Identities
The Role of Affirmative Action in Promoting Workplace Diversity: Legal Debates
Artificial Intelligence in Labor Relations: Legal Implications and Ethical Concerns
Gig Workers and Employee Classification: Legal Challenges and Protections
Data Privacy and Labor Law: Balancing Employee Rights and Employer Interests
Remote Work and Digital Nomads: Adapting Labor Law to Modern Trends
The Future of Work and Labor Law: Preparing for Technological Advancements
Freelancers and the Gig Economy: Legal Protections and Vulnerabilities
Labor Law in the Era of COVID-19: Responses and Policy Considerations
Labor Rights for Platform Workers: Legal Frameworks and Enforcement
Climate Change and Labor Law: Environmental Responsibilities and Employment
The Role of Labor Law in Addressing Income Inequality and Social Justice
A Comparative Analysis of Labor Law Systems in Different Countries
Labor Law Reforms and Social Movements: Global Experiences
International Labor Standards and Conventions: Challenges and Implementation
The Influence of International Trade Agreements on Labor Laws
Human Rights and Labor Rights: Synergies and Conflicts
Employment Protection and Flexibility: Comparative Policy Approaches
The Role of Labor Unions in Shaping Labor Laws: Global Perspectives
Enforcement Mechanisms of Labor Laws: Lessons from Various Jurisdictions
Labor Law and Cross-Border Employment: Legal Complexities and Solutions

Exploring the Range of Labor Law Topics

The field of labor law offers an expansive and dynamic landscape that addresses various aspects of employment relationships, worker rights, and workplace regulations. As students delve into labor law research, they encounter a plethora of thought-provoking topics that delve into the intricacies of modern labor practices. This section explores the wide-ranging research paper topics in labor law, providing insights into the complex issues that shape the modern workforce and society at large.

Labor Unions and Collective Bargaining: Labor unions play a vital role in representing workers’ interests, negotiating collective bargaining agreements, and advocating for improved working conditions. Research topics may encompass the history of labor unions, the impact of collective bargaining on wages and benefits, the challenges faced by unions in the contemporary economy, and the evolving role of unions in shaping labor policy.
Employment Discrimination: Issues of employment discrimination based on race, gender, age, religion, or disability continue to be significant concerns in labor law. Research topics may explore the legal framework for combating discrimination, the effectiveness of anti-discrimination measures, and the role of employers in promoting diversity and inclusion in the workplace.
Workplace Health and Safety: Ensuring a safe and healthy work environment is a fundamental aspect of labor law. Research topics in this area may delve into occupational health and safety regulations, the impact of workplace injuries on workers and employers, and the role of employers in promoting employee well-being.
Employee Benefits and Compensation: Employee benefits and compensation packages are critical factors in attracting and retaining a skilled workforce. Research topics may investigate the legal requirements for employee benefits, the impact of compensation structures on job satisfaction and productivity, and the role of labor law in addressing wage disparities.
Globalization and Labor Law: The globalization of labor markets has brought about unique challenges and opportunities for labor law. Research topics in this area may explore the impact of international trade agreements on labor standards, the role of multinational corporations in shaping labor practices, and the potential for international cooperation in addressing labor rights violations.
Employment Contracts and At-Will Employment: The legal framework governing employment contracts and the concept of at-will employment are essential considerations in labor law. Research topics may encompass the enforceability of employment contracts, the rights and obligations of both employers and employees, and the implications of at-will employment on job security.
Whistleblower Protections: Whistleblower protections are crucial in encouraging employees to report misconduct and unethical behavior in the workplace. Research topics in this area may explore the legal safeguards for whistleblowers, the challenges they face in coming forward, and the impact of whistleblower protections on corporate accountability.
Labor Migration and Immigration Policies: Labor migration and immigration policies intersect with labor law, as they impact the rights and treatment of migrant workers. Research topics may examine the legal framework for labor migration, the exploitation of migrant workers, and the role of labor law in protecting the rights of this vulnerable population.
Emerging Technologies and Labor Law: Advancements in technology, such as artificial intelligence and automation, have far-reaching implications for the labor market. Research topics may investigate the legal and ethical considerations of deploying emerging technologies in the workplace, their impact on job displacement, and the need for workforce retraining and reskilling.
Employment Regulation in the Gig Economy: The gig economy has disrupted traditional employment relationships, leading to new challenges for labor law. Research topics in this area may explore the legal classification of gig workers, their access to labor protections and benefits, and the potential for policy reforms to address gig economy challenges.

As students explore these diverse research paper topics in labor law, they gain a deeper understanding of the complex issues that underpin modern labor practices and the legal measures designed to protect workers’ rights. From promoting workplace safety to addressing employment discrimination and adapting to the changing nature of work, the study of labor law offers an opportunity to contribute to the enhancement of labor rights and the establishment of a fair and equitable labor environment.

How to Choose a Labor Law Topic

Selecting a compelling and relevant research paper topic is a crucial step in the academic journey of law students focusing on labor law. The process of choosing the right topic requires thoughtful consideration of personal interests, academic goals, and the broader societal impact of the research. This section provides valuable insights and practical tips to help students navigate the process of choosing labor law research paper topics that are engaging, meaningful, and academically rewarding.

Identify Your Interests: Begin the topic selection process by exploring your personal interests within the field of labor law. Reflect on the topics and issues that resonate with you the most. Whether you are passionate about workers’ rights, employment discrimination, or workplace safety, aligning your research with your interests will keep you motivated throughout the writing process.
Conduct Background Research: Before finalizing your research paper topic, conduct thorough background research on potential subjects. Familiarize yourself with the existing literature, landmark cases, and recent developments in labor law. This exploration will not only provide you with valuable context but may also inspire fresh angles and research questions.
Stay Informed About Current Events: Keep abreast of current events and emerging trends in labor law. Issues such as the gig economy, workplace harassment, and data privacy are constantly evolving, providing excellent opportunities for timely and relevant research topics. Being aware of the latest developments in the field will help you choose topics that address contemporary challenges.
Consider the Scope and Feasibility: Assess the scope and feasibility of potential research paper topics. Ensure that your chosen topic is neither too broad nor too narrow, as striking the right balance is essential. A topic that is too vast may lack focus, while one that is too specific may limit your ability to find sufficient research material.
Identify Gaps in the Literature: Look for gaps in the existing literature that your research could address. Seek out topics that provide an opportunity to contribute original insights or propose innovative solutions to labor law challenges. Contributing to the advancement of knowledge in the field will make your research paper more impactful.
Consult with Professors and Peers: Seek guidance from professors, academic advisors, and fellow students when selecting your research paper topic. They can offer valuable perspectives, suggest relevant resources, and help refine your ideas. Collaborating with others in the field fosters a deeper understanding of labor law topics.
Brainstorm and Narrow Down Options: Engage in brainstorming sessions to generate a list of potential research paper topics. From this list, gradually narrow down your options by evaluating each topic’s merits, research potential, and alignment with your academic interests. You may also consider creating a shortlist of topics and discussing them with your professors for further feedback.
Consider the Practical Impact: Consider the practical implications and real-world impact of your research. Labor law is intricately linked to societal well-being, economic growth, and the protection of fundamental human rights. Choosing a topic that addresses practical challenges faced by workers and employers can enhance the relevance and significance of your research.
Be Open to Adaptation: Remain flexible and open to adapting your research paper topic as you delve deeper into the literature. As new insights and perspectives emerge, you may find it beneficial to modify your research question or approach. Embracing flexibility allows your research to evolve organically.
Seek Personal Connection: Lastly, choose a research paper topic that resonates with your personal values and aspirations. Labor law has a profound impact on the lives of individuals and communities. Selecting a topic that aligns with your values will foster a genuine sense of purpose and dedication to producing a meaningful and impactful research paper.

By following these practical tips, law students can navigate the process of selecting labor law research paper topics that are stimulating, relevant, and contribute to the broader discourse on labor rights and societal well-being. Embrace the journey of exploring the complexities of labor law, and let your research empower positive change in the realm of employment relationships and workplace regulations.

How to Write a Labor Law Research Paper

Writing a labor law research paper can be a rewarding experience that allows law students to delve deep into the intricacies of employment relationships and the legal framework governing workplaces. To create a compelling and well-structured labor law research paper, students should follow a systematic approach that incorporates thorough research, critical analysis, and effective writing. This section offers comprehensive guidance on how to navigate the process of writing a labor law research paper, from formulating a strong thesis statement to presenting a coherent argument.

Develop a Clear Thesis Statement: The foundation of any successful research paper lies in a clear and concise thesis statement. A thesis statement should outline the central argument or research question of your paper. In the context of labor law, your thesis may focus on a particular aspect of workers’ rights, employment discrimination, labor unions, or workplace regulations.
Conduct In-Depth Research: Effective research is the backbone of a well-informed labor law research paper. Utilize various reputable sources, including legal databases, academic journals, government publications, and scholarly books. Analyze landmark cases, statutory provisions, and relevant international treaties to support your arguments with authoritative evidence.
Organize Your Paper: A well-organized structure is essential for conveying your ideas coherently. Divide your labor law research paper into sections, including an introduction, literature review, methodology (if applicable), main body, and conclusion. Ensure that each section flows logically and contributes to the overall argument.
Address the Legal Framework: Incorporate a comprehensive analysis of the relevant legal framework into your research paper. Provide an overview of labor laws, regulations, and court decisions that pertain to your chosen topic. Analyze how these legal provisions impact workers’ rights, employer responsibilities, and labor practices.
Engage with Case Studies: Case studies can add depth and context to your labor law research paper. Select relevant case studies that exemplify the application of labor laws in real-world scenarios. Analyze the outcomes of these cases and draw connections to broader labor law principles.
Analyze the Historical Context: Consider the historical context of labor law to understand its evolution over time. Analyze key historical events, labor movements, and legislative changes that have shaped the current labor law landscape. Understanding the historical development of labor law will provide valuable context for your research.
Discuss International Perspectives: Explore labor law from an international perspective. Compare labor laws and practices in different countries and examine how international treaties and conventions influence domestic labor regulations. This global outlook will enrich your research and offer a broader perspective on labor rights.
Address Ethical Considerations: Labor law often intersects with ethical considerations. Address ethical dilemmas related to labor practices, workplace discrimination, and employer responsibilities. Reflect on the ethical implications of various labor law approaches and consider the impact on stakeholders.
Use Clear and Concise Language: Effective communication is vital for conveying complex legal concepts. Use clear and concise language throughout your labor law research paper. Avoid jargon whenever possible and define legal terms to ensure clarity for readers.
Edit and Revise Thoroughly: Once you have completed your labor law research paper, allocate ample time for editing and revision. Review your paper for coherence, clarity, and consistency. Check for grammatical errors, spelling mistakes, and proper citation of sources. Consider seeking feedback from peers or professors to refine your paper further.

By following these guidelines, law students can produce an insightful and well-structured labor law research paper that contributes to the understanding of labor rights and the legal framework governing the world of work. Embrace the opportunity to engage with labor law intricacies, and let your research paper be a testament to your dedication to promoting fair and just labor practices.

iResearchNet’s Custom Research Paper Writing Services

At iResearchNet, we understand the complexities of labor law and the challenges that law students face when tasked with writing research papers on this subject. Our custom labor law research paper writing services are designed to provide students with professional assistance in crafting high-quality, well-researched papers that meet academic standards and exceed expectations. With a team of expert writers who hold advanced degrees in law and have extensive knowledge of labor law, we are committed to helping students excel in their academic pursuits and achieve their goals.

Expert Degree-Holding Writers: One of the cornerstones of our custom labor law research paper writing services is our team of expert writers. Each writer is carefully selected based on their qualifications, experience, and expertise in labor law. Our writers hold advanced degrees in law, and many of them have practical experience in the legal field. This ensures that they have a deep understanding of labor law and are equipped to handle complex topics with confidence and precision.
Custom Written Works: At iResearchNet, we believe in providing personalized solutions to our clients. When you order a custom labor law research paper from us, we take the time to understand your specific requirements and preferences. Our writers will work closely with you to develop a research paper that aligns with your unique needs and academic goals.
In-Depth Research: Our writers are skilled researchers who know how to access and utilize reputable sources to gather relevant information for your labor law research paper. They have access to a wide range of legal databases, academic journals, and other authoritative sources to ensure that your paper is well-informed and backed by credible evidence.
Custom Formatting: Our writers are well-versed in various citation styles, including APA, MLA, Chicago/Turabian, and Harvard. They will format your labor law research paper according to the specified style to ensure consistency and professionalism.
Top Quality and Originality: We take pride in delivering research papers of the highest quality. Each paper is written from scratch, following your instructions and adhering to academic standards. We guarantee originality, and every paper is thoroughly checked for plagiarism before delivery.
Customized Solutions: Our writers are dedicated to providing custom solutions tailored to your research paper requirements. We understand that each topic and assignment is unique, and we ensure that your paper reflects your understanding of labor law and your specific research objectives.
Flexible Pricing: We understand that students may have budget constraints, which is why we offer flexible pricing options to accommodate your needs. Our pricing is competitive and transparent, with no hidden fees.
Short Deadlines: We are equipped to handle urgent orders and can deliver high-quality labor law research papers with short deadlines, providing you with the necessary support when you are pressed for time.
Timely Delivery: We understand the importance of meeting deadlines, and our team is committed to delivering your labor law research paper on time. Whether you have a short deadline or a more extended timeframe, you can rely on us to deliver your paper promptly.
24/7 Support: Our customer support team is available 24/7 to assist you with any queries or concerns you may have. Whether you need updates on your order or have questions about our services, our friendly and knowledgeable support staff are here to help.
Absolute Privacy: We prioritize the confidentiality and privacy of our clients. Your personal information and order details are kept secure and will never be shared with third parties.
Easy Order Tracking: With our user-friendly platform, you can easily track the progress of your labor law research paper and communicate with your assigned writer. This transparency allows you to stay informed and involved throughout the writing process.
Money Back Guarantee: We are confident in the quality of our services, and we offer a money-back guarantee to provide you with peace of mind. If you are not satisfied with the final paper, we will refund your payment.

With iResearchNet’s custom labor law research paper writing services, you can focus on mastering the concepts of labor law while leaving the research and writing to our skilled professionals. Let us help you achieve academic success and submit a labor law research paper that reflects your knowledge and dedication to the field of law. Place your order today and experience the difference of working with a trusted and reliable research paper writing service.

Empower Your Labor Law Research with iResearchNet

Are you struggling to find the right labor law research paper topic or feeling overwhelmed by the complexities of the subject? Look no further! iResearchNet is here to empower you on your academic journey and provide the support you need to excel in your labor law studies. Our comprehensive range of services is designed to make the research and writing process smooth, efficient, and successful. Whether you need assistance in choosing a captivating research topic, crafting a well-structured paper, or meeting tight deadlines, we’ve got you covered.

Let iResearchNet be your trusted partner in labor law research. Our custom research paper writing services are tailored to help you succeed in your academic journey and make a lasting impact in the field of labor law. Embrace the opportunity to deepen your understanding of labor rights, workplace justice, and legal principles with the support of our expert team.

Empower your labor law research today with iResearchNet’s custom writing services. Embrace the opportunity to excel in your academic pursuits and present a labor law research paper that reflects your dedication and expertise in this essential field. Place your order now and unlock the full potential of your labor law research with iResearchNet. Together, let’s make a difference in the realm of labor law!

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1000+ FREE Research Topics & Ideas

If you’re at the start of your research journey and are trying to figure out which research topic you want to focus on, you’ve come to the right place. Select your area of interest below to view a comprehensive collection of potential research ideas.

Research Topic FAQs

What (exactly) is a research topic.

A research topic is the subject of a research project or study – for example, a dissertation or thesis. A research topic typically takes the form of a problem to be solved, or a question to be answered.

A good research topic should be specific enough to allow for focused research and analysis. For example, if you are interested in studying the effects of climate change on agriculture, your research topic could focus on how rising temperatures have impacted crop yields in certain regions over time.

To learn more about the basics of developing a research topic, consider our free research topic ideation webinar.

What constitutes a good research topic?

A strong research topic comprises three important qualities : originality, value and feasibility.

Originality – a good topic explores an original area or takes a novel angle on an existing area of study.
Value – a strong research topic provides value and makes a contribution, either academically or practically.
Feasibility – a good research topic needs to be practical and manageable, given the resource constraints you face.

To learn more about what makes for a high-quality research topic, check out this post .

What's the difference between a research topic and research problem?

A research topic and a research problem are two distinct concepts that are often confused. A research topic is a broader label that indicates the focus of the study , while a research problem is an issue or gap in knowledge within the broader field that needs to be addressed.

To illustrate this distinction, consider a student who has chosen “teenage pregnancy in the United Kingdom” as their research topic. This research topic could encompass any number of issues related to teenage pregnancy such as causes, prevention strategies, health outcomes for mothers and babies, etc.

Within this broad category (the research topic) lies potential areas of inquiry that can be explored further – these become the research problems . For example:

What factors contribute to higher rates of teenage pregnancy in certain communities?
How do different types of parenting styles affect teen pregnancy rates?
What interventions have been successful in reducing teenage pregnancies?

Simply put, a key difference between a research topic and a research problem is scope ; the research topic provides an umbrella under which multiple questions can be asked, while the research problem focuses on one specific question or set of questions within that larger context.

How can I find potential research topics for my project?

There are many steps involved in the process of finding and choosing a high-quality research topic for a dissertation or thesis. We cover these steps in detail in this video (also accessible below).

How can I find quality sources for my research topic?

Finding quality sources is an essential step in the topic ideation process. To do this, you should start by researching scholarly journals, books, and other academic publications related to your topic. These sources can provide reliable information on a wide range of topics. Additionally, they may contain data or statistics that can help support your argument or conclusions.

Identifying Relevant Sources

When searching for relevant sources, it’s important to look beyond just published material; try using online databases such as Google Scholar or JSTOR to find articles from reputable journals that have been peer-reviewed by experts in the field.

You can also use search engines like Google or Bing to locate websites with useful information about your topic. However, be sure to evaluate any website before citing it as a source—look for evidence of authorship (such as an “About Us” page) and make sure the content is up-to-date and accurate before relying on it.

Evaluating Sources

Once you’ve identified potential sources for your research project, take some time to evaluate them thoroughly before deciding which ones will best serve your purpose. Consider factors such as author credibility (are they an expert in their field?), publication date (is the source current?), objectivity (does the author present both sides of an issue?) and relevance (how closely does this source relate to my specific topic?).

By researching the current literature on your topic, you can identify potential sources that will help to provide quality information. Once you’ve identified these sources, it’s time to look for a gap in the research and determine what new knowledge could be gained from further study.

How can I find a good research gap?

Finding a strong gap in the literature is an essential step when looking for potential research topics. We explain what research gaps are and how to find them in this post.

How should I evaluate potential research topics/ideas?

When evaluating potential research topics, it is important to consider the factors that make for a strong topic (we discussed these earlier). Specifically:

Originality
Feasibility

So, when you have a list of potential topics or ideas, assess each of them in terms of these three criteria. A good topic should take a unique angle, provide value (either to academia or practitioners), and be practical enough for you to pull off, given your limited resources.

Finally, you should also assess whether this project could lead to potential career opportunities such as internships or job offers down the line. Make sure that you are researching something that is relevant enough so that it can benefit your professional development in some way. Additionally, consider how each research topic aligns with your career goals and interests; researching something that you are passionate about can help keep motivation high throughout the process.

How can I assess the feasibility of a research topic?

When evaluating the feasibility and practicality of a research topic, it is important to consider several factors.

First, you should assess whether or not the research topic is within your area of competence. Of course, when you start out, you are not expected to be the world’s leading expert, but do should at least have some foundational knowledge.

Time commitment

When considering a research topic, you should think about how much time will be required for completion. Depending on your field of study, some topics may require more time than others due to their complexity or scope.

Additionally, if you plan on collaborating with other researchers or institutions in order to complete your project, additional considerations must be taken into account such as coordinating schedules and ensuring that all parties involved have adequate resources available.

Resources needed

It’s also critically important to consider what type of resources are necessary in order to conduct the research successfully. This includes physical materials such as lab equipment and chemicals but can also include intangible items like access to certain databases or software programs which may be necessary depending on the nature of your work. Additionally, if there are costs associated with obtaining these materials then this must also be factored into your evaluation process.

Potential risks

It’s important to consider the inherent potential risks for each potential research topic. These can include ethical risks (challenges getting ethical approval), data risks (not being able to access the data you’ll need), technical risks relating to the equipment you’ll use and funding risks (not securing the necessary financial back to undertake the research).

If you’re looking for more information about how to find, evaluate and select research topics for your dissertation or thesis, check out our free webinar here . Alternatively, if you’d like 1:1 help with the topic ideation process, consider our private coaching services .

Psst… there’s more (for free)

This post is part of our dissertation mini-course, which covers everything you need to get started with your dissertation, thesis or research project.

Reference management. Clean and simple.

How to come up with a topic for your thesis

Finding a thesis topic

The easiest method to choose a thesis topic, how to choose a thesis topic that will get you a job, ask your supervisor for help, found my thesis topic, now what, further tips on finding a thesis topic, frequently asked questions about coming up with a topic for your thesis, related articles.

Depending on the level of your studies, you will be required to come up with a topic for your thesis by yourself or to choose from a list of broad topics. In either case, you will need to:

Choose a specific scope
Narrow it down as much as you can.
Find a topic by considering specific debates or discussions that interest you.
Choose a topic based on phenomenon, point of view, and context.
Consider the relevance of your topic in relation to job market realities.
Ask your supervisor for help and guidance, as needed.

Tip: Balance your own interests with what can help you grow in your field..

In any case, you can start by asking yourself if you’ve attended any lecture where you were particularly interested in a certain subject and go from there. The following questions might help you shine a light on personal topics of interest:

What aspect of your studies holds a particular interest for you?
Was something mentioned in a discussion that you found intriguing?
Did you read about a theory or idea that spoke to you?

Ideas for a thesis can stem from many sources, so let your mind wander and see if anything tickles your curiosity. A thesis is a chance for you to spend some quality time with a certain aspect of your studies, so you better think of a topic that not only appeals to you but will also help you grow in your field.

Tip: Use phenomenon, point of view, and context to help you choose a balanced thesis topic.

We can all agree that choosing a topic for a thesis or any paper is one, if not the most, difficult steps in writing. However, according to Sahlman's How to Write a Master Thesis Fast , choosing a topic for your thesis is rather easy if you focus on the three following areas:

Point of view

Focus on a specific phenomenon as the center of your thesis. For example, "queer rights" or "climate change". Next, you choose a point of view. From what perspective do you see the phenomenon? For instance, “American culture” or “legally/ financially”. Finally, you narrow it down to a particular context, such as “from 2000 to 2010” or “small German enterprises in 2017”.

By combining the examples of these three areas, we come up with two potential thesis topics:

The development of queer rights in American culture from 2000 to 2010

Emerging climate change regulations of small German enterprises in 2017

The topic doesn't need to be perfect at first. The idea is to brainstorm with the topics that most interest you in the beginning and slowly come up with with a compelling topic you can brag about at friends’ dinner parties. Here is a list of the top 100 research paper topics for some inspiration.

Tip: Think about how your potential topic can make an intervention into your field of study.

If you will be writing extensively about a specific topic it does not only have to meet the requirements of the academia but it should also expand your professional horizons. According to the article how to pick a masters thesis topic , you should be thinking beyond the completion of your degree.

The author states "use your time as a student to make yourself as attractive to employers as possible." In order to achieve this, make sure that at least one of the three components (phenomenon, point of view and context) is of interest in your desired professional field.

For example, the thesis topics mentioned above would be of great help to people interested in working in the field of human rights and climate change. By choosing a thesis topic related to your professional future, your chances of landing your desired job will be higher, as you could bring fresh and valuable knowledge to your field.

Tip: Ask your supervisor for advice early in the process.

If your topic is still not fully shaped, then take advantage of the greater wisdom of your supervisor and ask for guidance. Arm yourself with enough possible topics and pay your supervisor a visit. Explain what’s your specific point of view and/or context of interest and, luckily, they will steer you in the right direction.

It is certainly not enough to find a topic for your thesis. You also need to make sure that it is a relevant topic and that you will be able to develop it.

5 Tips for selecting a thesis topic
How to come up with a thesis topic
How to pick a Masters thesis topic

Choosing a topic for your thesis is easy if you focus on the three following areas:

Focus on a specific phenomenon as the center of your thesis. From what perspective do you see the phenomenon? Finally, narrow it down to a particular context . By combining these three areas, you can come up with several possible thesis topics.

Here is a list of the top 100 research paper topics for some inspiration.

The amount of time you need to choose a thesis topic depends on you. If you use the method we explained above, it can take very short time. If you doubt yourself too much, you might end up spending many days choosing a topic.

Here's a YouTube tutorial on How To Choose A Research Topic For A Dissertation Or Thesis (7 Step Method + Examples) by the Grad Coach.

The first person to ask for help if you have trouble finding a thesis topic is your supervisor. Take advantage of their greater wisdom and ask for guidance. Explain them your interests, and, luckily, they will steer you in the right direction.

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Starting the research process

How to Choose a Dissertation Topic | 8 Steps to Follow

Published on November 11, 2022 by Shona McCombes and Tegan George. Revised on November 20, 2023.

Choosing your dissertation topic is the first step in making sure your research goes as smoothly as possible. When choosing a topic, it’s important to consider:

Your institution and department’s requirements
Your areas of knowledge and interest
The scientific, social, or practical relevance
The availability of data and resources
The timeframe of your dissertation
The relevance of your topic

You can follow these steps to begin narrowing down your ideas.

Step 1: check the requirements, step 2: choose a broad field of research, step 3: look for books and articles, step 4: find a niche, step 5: consider the type of research, step 6: determine the relevance, step 7: make sure it’s plausible, step 8: get your topic approved, other interesting articles, frequently asked questions about dissertation topics.

The very first step is to check your program’s requirements. This determines the scope of what it is possible for you to research.

Is there a minimum and maximum word count?
When is the deadline?
Should the research have an academic or a professional orientation?
Are there any methodological conditions? Do you have to conduct fieldwork, or use specific types of sources?

Some programs have stricter requirements than others. You might be given nothing more than a word count and a deadline, or you might have a restricted list of topics and approaches to choose from. If in doubt about what is expected of you, always ask your supervisor or department coordinator.

Start by thinking about your areas of interest within the subject you’re studying. Examples of broad ideas include:

Twentieth-century literature
Economic history
Health policy

To get a more specific sense of the current state of research on your potential topic, skim through a few recent issues of the top journals in your field. Be sure to check out their most-cited articles in particular. For inspiration, you can also search Google Scholar , subject-specific databases , and your university library’s resources.

As you read, note down any specific ideas that interest you and make a shortlist of possible topics. If you’ve written other papers, such as a 3rd-year paper or a conference paper, consider how those topics can be broadened into a dissertation.

After doing some initial reading, it’s time to start narrowing down options for your potential topic. This can be a gradual process, and should get more and more specific as you go. For example, from the ideas above, you might narrow it down like this:

Twentieth-century literature Twentieth-century Irish literature Post-war Irish poetry
Economic history European economic history German labor union history
Health policy Reproductive health policy Reproductive rights in South America

All of these topics are still broad enough that you’ll find a huge amount of books and articles about them. Try to find a specific niche where you can make your mark, such as: something not many people have researched yet, a question that’s still being debated, or a very current practical issue.

At this stage, make sure you have a few backup ideas — there’s still time to change your focus. If your topic doesn’t make it through the next few steps, you can try a different one. Later, you will narrow your focus down even more in your problem statement and research questions .

There are many different types of research , so at this stage, it’s a good idea to start thinking about what kind of approach you’ll take to your topic. Will you mainly focus on:

Collecting original data (e.g., experimental or field research)?
Analyzing existing data (e.g., national statistics, public records, or archives)?
Interpreting cultural objects (e.g., novels, films, or paintings)?
Comparing scholarly approaches (e.g., theories, methods, or interpretations)?

Many dissertations will combine more than one of these. Sometimes the type of research is obvious: if your topic is post-war Irish poetry, you will probably mainly be interpreting poems. But in other cases, there are several possible approaches. If your topic is reproductive rights in South America, you could analyze public policy documents and media coverage, or you could gather original data through interviews and surveys .

You don’t have to finalize your research design and methods yet, but the type of research will influence which aspects of the topic it’s possible to address, so it’s wise to consider this as you narrow down your ideas.

It’s important that your topic is interesting to you, but you’ll also have to make sure it’s academically, socially or practically relevant to your field.

Academic relevance means that the research can fill a gap in knowledge or contribute to a scholarly debate in your field.
Social relevance means that the research can advance our understanding of society and inform social change.
Practical relevance means that the research can be applied to solve concrete problems or improve real-life processes.

The easiest way to make sure your research is relevant is to choose a topic that is clearly connected to current issues or debates, either in society at large or in your academic discipline. The relevance must be clearly stated when you define your research problem .

Before you make a final decision on your topic, consider again the length of your dissertation, the timeframe in which you have to complete it, and the practicalities of conducting the research.

Will you have enough time to read all the most important academic literature on this topic? If there’s too much information to tackle, consider narrowing your focus even more.

Will you be able to find enough sources or gather enough data to fulfil the requirements of the dissertation? If you think you might struggle to find information, consider broadening or shifting your focus.

Do you have to go to a specific location to gather data on the topic? Make sure that you have enough funding and practical access.

Last but not least, will the topic hold your interest for the length of the research process? To stay motivated, it’s important to choose something you’re enthusiastic about!

Most programmes will require you to submit a brief description of your topic, called a research prospectus or proposal .

Remember, if you discover that your topic is not as strong as you thought it was, it’s usually acceptable to change your mind and switch focus early in the dissertation process. Just make sure you have enough time to start on a new topic, and always check with your supervisor or department.

If you want to know more about the research process , methodology , research bias , or statistics , make sure to check out some of our other articles with explanations and examples.

Methodology

Sampling methods
Simple random sampling
Stratified sampling
Cluster sampling
Likert scales
Reproducibility

Statistics

Null hypothesis
Statistical power
Probability distribution
Effect size
Poisson distribution

Research bias

Optimism bias
Cognitive bias
Implicit bias
Hawthorne effect
Anchoring bias
Explicit bias

Formulating a main research question can be a difficult task. Overall, your question should contribute to solving the problem that you have defined in your problem statement .

However, it should also fulfill criteria in three main areas:

Researchability
Feasibility and specificity
Relevance and originality

All research questions should be:

Focused on a single problem or issue
Researchable using primary and/or secondary sources
Feasible to answer within the timeframe and practical constraints
Specific enough to answer thoroughly
Complex enough to develop the answer over the space of a paper or thesis
Relevant to your field of study and/or society more broadly

You can assess information and arguments critically by asking certain questions about the source. You can use the CRAAP test , focusing on the currency , relevance , authority , accuracy , and purpose of a source of information.

Ask questions such as:

Who is the author? Are they an expert?
Why did the author publish it? What is their motivation?
How do they make their argument? Is it backed up by evidence?

A dissertation prospectus or proposal describes what or who you plan to research for your dissertation. It delves into why, when, where, and how you will do your research, as well as helps you choose a type of research to pursue. You should also determine whether you plan to pursue qualitative or quantitative methods and what your research design will look like.

It should outline all of the decisions you have taken about your project, from your dissertation topic to your hypotheses and research objectives , ready to be approved by your supervisor or committee.

Note that some departments require a defense component, where you present your prospectus to your committee orally.

The best way to remember the difference between a research plan and a research proposal is that they have fundamentally different audiences. A research plan helps you, the researcher, organize your thoughts. On the other hand, a dissertation proposal or research proposal aims to convince others (e.g., a supervisor, a funding body, or a dissertation committee) that your research topic is relevant and worthy of being conducted.

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McCombes, S. & George, T. (2023, November 20). How to Choose a Dissertation Topic | 8 Steps to Follow. Scribbr. Retrieved March 22, 2024, from https://www.scribbr.com/research-process/dissertation-topic/

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213 In Depth Law Thesis Topics For Perfect Score

Universities around the world require learners to complete papers on law thesis topics when pursuing advanced legal studies. Completing this task is both stressful and exciting because of the reward of writing a quality paper. However, selecting a title for your project, researching it, and writing is not easy.

For this reason, students should select interesting legal topics to enjoy working on their theses. What’s more, they should settle on issues that provide ample research scope. A thesis or dissertation is a lengthy academic paper. Therefore, learners should select topic ideas they can manage and work with comfortably over time. Here are sample topics for learners with difficulties selecting topics for their dissertations.

Interesting Law Topics for Theses

Perhaps, you’re looking for exciting topics to form the basis of your academic papers. In that case, consider these exciting law dissertation topics for inspiration.

Examining presumption validity resulting advancement and trusts have acquired defunct status requiring their abolishment
How Harison vs. Gibson decision changed the intention certainty law
Investment trustee powers: Examining the financial benefits considerations by the courts
Examining the courts’ attitude as shown in relevant rulings towards trusts with political purposes
How the prevailing media entities’ attitude and the first Amendment rights to speech freedom advance the public interest
Examining legal and moral issues surrounding abortion procedures on a long-term basis
The ramifications of Roe v Wade amendments to offer adequate protection to the father’s rights
Examining the conflict between public safety and civil liberties in the anti-terrorism legislation arena
Analyzing the judicial review process from the weak vs. strong perspective
Analyzing the law that governs the state authority to intervene in citizens’ private lives when a child’s welfare is in question
How the law responds to domestic violence effects on male victims
Examining the central trademark protection’s rationale as a way for businesses to protect brand value versus public interests
Can the copyright system respond to intellectual property digitalization and the internet challenges?
Comparing the U.K. and U.S. trademark and copyright law, including damages
How viable is benefit-sharing as a way to regulate intellectual property rights?
Examining the conflict between corporate trade secrets and business law
Analyzing the role of customs and cultural norms in international criminal law’s development
Examining the relationship between international law and national law
What are the legal ramifications of authoritative norms breaches in international law?
Analysis of the legal ramifications of a stem cell study to use human embryos for profits
Should governments restrict journalists’ expression freedom?
An investigation of the weak and strong points of the judicial review process?
How effective are anti-corruption laws in your state?
Abortion legalization- How the law treats abortion and the moral elements of the problem
Relocating with a child- Discussing the legal gaps in relocation
Assets division after divorce- How fair is the divorce law?
Child protection from abuse and neglect- Gaps in the current law
Child labor prevention- Legal mechanisms for detecting and preventing child labor
Mediation role in family law- Should it be mandatory?
Changes in the cohabitation law- Should cohabitating and married couples enjoy equal treatment?
Can copyright owners and authors protect their rights under the current copyright law?
Copyright law and modern art- Which contemporary artworks should enjoy copyright protection?
Trade secrets protection under business law- How to ease the existing conflict
National and international law- Which are the prevailing rules?
Peaceful international conflicts resolution- Discuss the current international dispute settlement mechanisms.
International law attitudes towards the self-determination concept- How to set a fair balance between the minorities and majorities interests
Organ retention legislation- How to regulate the existing problems and controversies
When should the international criminal court come into play?
How domestic violence accurate picture differs from statistics
Why does the law give severe punishment for some crimes?

A carefully selected example in this category can spark exciting research that will lead to a brilliant thesis. Nevertheless, pick an exciting idea to come up with a dissertation that will impress your educator.

Commercial or Business Law Thesis Topics

Maybe you’re looking for the best business or commercial law master’s thesis topics. That means you need titles that will allow you to focus on the legal aspects of the rights, conducts, and relations of organizations or individuals that engage in merchandising activities, trade, or commerce. Here are exciting business law topics to write about when working on your thesis.

Do the current commercial laws in the U.S. need any change?
How effective are the international business law programs in U.S. universities?
How effective is business law in supporting commercial transactions?
Does corporate social responsibility have a mediating role in companies’ performance?
What are the impacts of international commercial laws on U.S. business laws?
A review of the international business law use in new projects
An evaluation of commercial laws for dealing with dishonest business managers
Commercial partnerships- A closer look at the potential results and dangers
Regulations for stopping corruption- A UK case study
Analyzing pre-incorporation contracts- How they work
Evaluating arbitration under business law- Understanding the U.K. policy practices
What are the difficulties, significance, and essence of a commercial lease to business owners?
Regular versus commercial lease- Analyzing its advantages and disadvantages for businesses.
The role of the legislature in working and interpreting contracts
Commercial law’s role in business framework establishment in society
An evaluation of contract laws and their effects on businesses
Verbal and non-verbal agreements in the business law’s context
Analyzing business entity’s role concerning commercial law
Evaluating business laws for fighting corruption in companies
How effective is commercial law in prompting transactions?
Copyright infringement- How offline and online law enforcement differ.
Business partnerships- Understanding legal remedies, results, and threats
Commercial laws for guiding businesses in energy projects
How to work within the advertising law’s guidelines and framework when advertising online
Analyzing the significance, role, and application of wills within the business law
International vs. national commercial laws
Analyzing pre-incorporation contracts
Assessing the effectiveness of international commercial law
Why investing in a business’ trademark and copyright application matters
Commercial law arbitration- An in-depth evaluation and analysis of policy practice
An evaluation of anti-corruption business regulations using a relevant case study
Corporate social responsibility laws for businesses
Termination agreements- Significance, role, and application in business transactions
Contract law- Role and interpretations in business transactions
Director’s guarantee- Transaction structure and role within business law
Analyzing business entity’s role in commercial law
Exploring loopholes in international laws that allow business corruption
Consumer protection in Wales and England after the Brexit era
Investigating Wales and England’s insolvency laws for addressing insolvency instances
A legal assessment of the commercial law role in sustaining public-private partnerships, depending on what happened during the Carillion Collapse

These research topics in law can be the basis of a paper that will earn you the top grade. However, be ready to research your preferred idea and analyze information to write a high-quality essay.

International Law Thesis Topics for Research

Some learners find international law research topics quite interesting because they focus on legal aspects of businesses during global pandemics and wars. You can also focus on the economic trade aspect when writing a thesis on any of these ideas. Here are exciting topics for a law school thesis in this category.

Precedence importance during international court hearings
Internet and digital legislation- Future forecasts
How civil liberties and public safety relate within the context of international laws
Analyzing the principles of the international law
Challenges facing different parties during the application of the Vienna Convention on the international sale of good contracts
Assessing business implications of the future possibilities of the U.K. and U.S. military cooperation in fighting terror
When international law allows a country to intervene in another nations’ affairs
A closer look at the human rights gaps from the international law’s perspective
Analyzing the U.S. involvement in Iraq- Was it a violation of international law or a justified move?
How to enforce international law in third world countries
Analysis of international tribunals’ efficiency in addressing war crimes
International human rights hearings- Why precedence matters
Challenges facing parties in contracts relating to the international sale of goods and the application of the Vienna Convention
Why the international law matters for the digital laws and internet legislation
How effective are international tribunals in taking action for war crimes?
Analyzing conditions when the international law permits a country to intervene in trade matters
Assessing the international criminal laws’ principles and why change could be necessary
Analyzing the human rights law from an international perspective
Human rights and international law violations- A case study of U.S. involvement in Iraq
The impact of civil liberties as enshrined in the international law on public safety
International consumer protection during the post-Brexit era
International laws for protecting consumers against unlawful communication during the war
International laws for protecting and rescuing the refugees’ human rights at sea
Top five offenders facing the international law and their offenses
How the international law can protect child soldiers during the Israel-Palestine conflict
NATO ethics in Afghanistan and Iraq
Human rights violation in Africa- How the international law can address them
Describe the appeal process for the international criminal court
Analyzing the international tribunals
XYZ corporation’s transnational crimes- A detailed analysis

These are exciting thesis topics for law students interested in international law. Nevertheless, learners must invest time and effort in research and data analysis to develop quality papers.

Controversial Law Topics for Academic Research

Some law master thesis topics can trigger debates while encouraging learners to take a stance in support or against an idea. Such titles can include constitutional law paper topics and sensitive matters in different legal study fields. Here are exciting topics in this category.

Does the world need gun law review?
Analyzing human rights vis a vis the Islamic criminal law
Transgender rights- Solving injustice and discrimination arising from inequality.
Legal implications of blocking international students temporarily during the COVID-19 pandemic
Deportation protection and the Deferred Action for Childhood Arrivals program
Immigration reforms and restrictions- Change and improvement scope
Black lives matter- Analyzing the lack of legal or political repercussions of custody deaths.
Abortion- Legal angles for pro-life and pro-choice
Analysis of religious freedom in law and the choice freedom to deny person services depending on their religion
Addictive opioids prescription as legal painkillers- Justifications and the aftermath
The legal framework for animal research
Vaccine administration from the legal implications perspectives, non-compliance and compliance, parental and herd immunity’s duty
Privacy rights- Conflict between public safety versus individual privacy
Free market capitalization- Free trade versus government regulations
Analyzing government regulations, environmental support policies, and economic costs
Equal minimum wage system- Legal parameters, remedies, and controversies
Legalizing marijuana for recreational and medicinal usage
White supremacy- How this political ideology affects the economic and legal framework
The legal justification of capital punishment
Marriage equality act- Analyzing responsibilities and rights in a same-sex marriage.
The ethics of capital punishment
Law code and mental hospitals
Analyzing the legal implications of sniffer dog practices
College violence causes and legal implications
Legal code in different states in America
Crime propaganda and modern music culture- Using the law to address the emerging issues.
Is the law biased against African-Americans?
The limited rights for police officers
The importance of eyewitness evidence
How developing countries can improve business laws’ effectiveness
Does the world have more female lawyers than males?
Trade union role in championing for the workers’ rights
Effects of technology on business laws’ viability
Impact of coronavirus on business laws
Why employees deserve a role in business laws’ formulation
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The Participation of People with Disabilities in the Workplace Across the Employment Cycle: Employer Concerns and Research Evidence

Silvia bonaccio.

1 Telfer School of Management, University of Ottawa, 55 Laurier Avenue East, Ottawa, ON K1N 6N5 Canada

Catherine E. Connelly

2 DeGroote School of Business, McMaster University, Hamilton, Canada

Ian R. Gellatly

3 Alberta School of Business, University of Alberta, Edmonton, Canada

4 Institute for Work & Health, Toronto, Canada

5 Dalla Lana School of Public Health, University of Toronto, Toronto, Canada

Kathleen A. Martin Ginis

6 School of Health and Exercise Sciences, University of British Columbia, Vancouver, Canada

Despite legislation on diversity in the workplace, people with disabilities still do not experience the same access to work opportunities as do their counterparts without disabilities. Many employers have been shown to harbor sincere yet ill-founded views about the work-related abilities of people with disabilities; these negative views are often a result of interrelated concerns that permeate the entire employment cycle. In this paper, we provide evidence-based responses to 11 specific concerns that employers have about people with disabilities, from pre-employment and entry experiences to the final dissolution of the employment relationship. At each stage of the employment cycle, we summarize and evaluate the relevant empirical evidence and provide recommendations for organizations committed to creating more effective, equitable, and inclusive workplaces for all individuals. We also suggest avenues for future research.

For many people with disabilities, finding and sustaining work is a challenge. Indeed, it has been estimated that in the United States (US), only one in three (34.9%) individuals with disabilities are employed compared to 76% of their counterparts without disabilities, and this disparity appears to be increasing over time (Houtenville & Ruiz, 2012 ; Kraus, 2017 ; Lauer & Houtenville, 2017 ). Similar employment gaps have been observed in other industrialized countries. For instance, the employment rate among working-age Canadians living with a disability is 49%, while it is 79% for those without a disability (Turcotte, 2014 ), and in the European Union, these figures are 47.3 and 66.9%, respectively (Eurostat, 2017 ). While the World Health Organization (WHO, 2011 ) shows that employment rates vary across countries, “the bottom line is that, all over the world, a person with a disability is less likely to be employed than a person without a disability, often much less so” (Heymann, Stein, & de Elvira Moreno, 2014 , p. 4). Even when employed, workers with disabilities are more likely than their counterparts without disabilities to report underemployment, involuntary part-time or contingent employment, and lower than average salaries (Brault, 2012 ; Konrad, Moore, Ng, Doherty, & Breward, 2013 ; see also Baldridge, Beatty, Konrad, & Moore, 2016 ). Notwithstanding legislation specifically targeted at promoting and protecting the rights of people with disabilities (e.g., Americans with Disabilities Act [1990] of 1991 ), the employment participation of people with disabilities is still lagging when compared to their able-bodied, and comparably educated, counterparts (WHO, 2011 ; see also Colella & Bruyère, 2011 ; Kruse & Schur, 2003 ).

A primary reason for the lower participation rates and underemployment of individuals with disabilities is that employers often harbor pessimistic views about the work-related abilities of these individuals. We note that these pessimistic views have been well-documented in the literature (e.g., Gold, Oire, Fabian, & Wewiorksi, 2012 ; Hernandez et al., 2008 ; Kaye, Jans, & Jones, 2011 ; Lengnick-Hall, Gaunt, & Kulkarni, 2008 ; see also white papers by Domzal, Houtenville, & Sharma, 2008 ; Gaunt & Lengnick-Hall, 2014 ). What is missing is an in-depth analysis of where in the employment relationship employers’ pessimistic views appear, and whether these concerns are supported by empirical evidence.

In this article, we provide an organizing framework to understand where employers’ views are likely to have the greatest implications for persons with disabilities. We do so by mapping employer concerns onto the management practices associated with each stage of the employment cycle, which is described in the next section. For each employment cycle stage, we summarize and evaluate the relevant empirical evidence and provide recommendations for organizations committed to creating more effective, equitable, and inclusive workplaces for all.

To locate source material for our analyses, we conducted cited reference searches of key empirical papers documenting employers’ pessimistic views (Kaye et al., 2011 ; Lengnick-Hall et al., 2008 ) and a classic review paper (Stone & Colella, 1996 ) pertaining to workers with disabilities. We also reviewed more recent handbook chapters and review articles (e.g., Baldridge et al., 2016 ; Colella & Bruyère, 2011 ; Santuzzi & Waltz, 2016 ) to locate relevant primary research about each concern. Finally, given that research on workers with disabilities spans several fields, we used several databases: PsycINFO, Scopus, EBSCO, PubMed, and Medline, as well as Google Scholar, using keywords related to disability topics (i.e., accommodation, disability, participation barrier) along with keywords related to each employment cycle stage, in turn, to locate additional primary research. We integrated the current literature in human resources, management, and industrial/organizational psychology with research in other fields (e.g., rehabilitation sciences, public health).

The Employment Cycle

We have organized managers’ concerns about the suitability of people with disabilities by following the typical course of the employment relationship (e.g., recruitment, selection, social integration, performance management). Figure Figure1 1 illustrates the employment cycle, along with the relevant concerns that managers may have at each stage of the process. We assume that the employment relationship begins when both parties first become aware of each other’s existence, reflected in the goals of anticipatory socialization (from the prospective member’s perspective) and active recruitment (from the employer’s perspective). At this stage, the labor supply and the ease of reaching appropriate applicant pools may be of concern. Indeed, managers may wonder whether people with disabilities are even available, and, if so, whether recruiting from this labor pool is complicated. Managers may further ask whether people with disabilities would be interested in their job openings. From a selection perspective, managers may question whether applicants with disabilities would actually have the right qualifications. Managers may also be concerned that they would have to change their recruitment approach if they encounter an applicant with a disability. Underlying most HR processes, from encounter to separation, is the topic of accommodations, and we address this concern at the moment in which accommodations may first be discussed: during the selection stage. Once selected, the employee and employer move into the actual employment relationship, during which social integration and performance management are key elements. Here, managers may be unclear about the impact the newly hired employee may have on existing employees. Furthermore, managers may express concerns about workers with disabilities’ performance and safety behaviors. If performance problems do occur, managers may be unsure as to how to address them, or, in the event that they persist, how to terminate the employment relationship.

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The employment cycle and employers’ concerns about people with disabilities

Recruitment and Organizational Attraction

Concern 1: the number of qualified people with disabilities.

Past research has found that managers report that they “rarely see” workers with disabilities in their applicant pools (Kaye et al., 2011 , p. 528). We contend that managers may be underestimating how many workers with disabilities apply for their job openings. This contention is better understood when considering the prevalence of people with disabilities within the labor pool. For example, between 10 and 16% of working-age Americans report having a disability (Brault, 2012 ; Kraus, 2017 ; Lauer & Houtenville, 2017 ; Stevens et al., 2016 ). These figures are not unlike those in other Western countries. 1 For example, in Canada, about 11% of the working-age population reports living with a disability (Turcotte, 2014 ), 16% do so in the UK (Department for Work & Pensions, 2014 ), and 15% do so in the Netherlands and in Sweden (Statistics Netherlands, 2010 ; Statistics Sweden, 2017 ). While these figures represent all types of disabilities, physical disabilities are the most prominent type of disability among people of working age (Arim, 2015 ; Australian Bureau of Statistics, 2016 ; Kraus, 2017 ; Statistics Sweden, 2017 ).

Given the prevalence of disabilities, and irrespective of the type of disability, it is quite likely that applicant pools contain more people with disabilities than may be obvious to managers. There are at least three interrelated explanations why hiring managers may underestimate how many workers with disabilities are in their applicant pools. 2 First, many disabilities are not easily discernable and are effectively “invisible” to all but the affected party. Included in invisible disabilities are “a wide range of physical and psychological conditions that often have no visible manifestation or have visible features that are not clearly connected to a disability” (Santuzzi, Waltz, Finkelstein, & Rupp, 2014 , p. 204), such as diabetes, arthritis, and depression. In many instances, workers with invisible disabilities might be able to conceal their disabilities quite readily from interviewers, coworkers, and supervisors, as in the case of a person with hearing loss who relies on lip reading (e.g., Jans, Kaye, & Jones, 2012 ) and employees living with mental illnesses (Elraz, 2018 ). Many disabilities are also episodic such that individuals experience fluctuations in symptom severity. For example, individuals may report minor to severe fluctuations in well-being on daily (e.g., feeling worse at the end of the day), weekly (e.g., feeling worse as the week progresses), and monthly (e.g., feeling better as one recovers from treatments) cycles. Santuzzi et al. ( 2014 ) argue that estimates of the proportion of the workforce that has a disability are actually underestimates , in part because of invisible disabilities. If the prevalence of people with disabilities in the workforce recorded in systematic government surveys is underestimated, it is inevitable that individual managers will also underestimate the number of workers with disabilities in their own applicant pools.

Second, the issue of disclosure is related to the discussion of invisible disabilities, and it may help to explain why managers may be unaware of the actual number of workers with disabilities in their applicant pools. In some cases, people may choose to conceal their disabilities because they fear negative repercussions on their careers should they disclose them (Barclay & Markel, 2007 ; Jans et al., 2012 ; Santuzzi et al., 2014 ; see also Ragins, 2008 ). In other cases, they do not want to feel different from their peers (Jetha, Bowring, Tucker, et al., 2018 ). Because of these concerns, applicants with disabilities may forego disclosure unless an accommodation is necessary, although they may also forego disclosure even if it means withholding accommodation requests (Gignac, Cao, & McAlpine, 2015 ; Jans et al., 2012 ; Santuzzi et al., 2014 ). Employees’ concerns surrounding disclosure are valid; there is evidence that some managers discriminate against individuals with disabilities (Kaye et al., 2011 ) or make different employment decisions based on disability status (Premeaux, 2001 ; see also Hayes & Macan, 1997 ). However, managers may also react negatively to a late disclosure (Gold et al., 2012 ; Jans et al., 2012 ), even when “late” simply means noting one’s disability at the end of an employment interview instead of the beginning (Hebl & Skorinko, 2005 ). The decision whether to disclose, when to disclose, and to whom to disclose is deeply personal (Jans et al., 2012 ; Von Schrader, Malzer, & Bruyère, 2014 ), and it is more difficult if one’s condition is stigmatized (e.g., HIV/AIDS; Ragins, 2008 ). Thus, people with disabilities are often advised against disclosing in the early stages of the employment relationship (e.g., the interview) and to either disclose after an employment offer or not at all until accommodations are needed (e.g., Von Schrader et al., 2014 ). Finally, managers may underestimate the number of people with disabilities in their applicant pool because their recruitment practices inadvertently deter people with disabilities from applying in the first place (Bruyère, Erikson, & VanLooy, 2005 ). We turn to this point in the next section.

Practical Implications and Research Directions

In summary, managers may underestimate the number of people with disabilities in applicant pools. Many government organizations and community organizations have developed resources to counteract the lack of awareness that managers (and coworkers) display toward workers with disabilities. These resources are essential because both employers (Kaye et al., 2011 ) and employees with disabilities (Wilson-Kovacs, Ryan, Haslam, & Rabinovich, 2008 ) report employers’ lack of disability-related knowledge, which has implications for their behavior. These resources are intended to assist employers to increase their knowledge of disabilities, and improve their competence in interacting with people with disabilities in a work context. For example, the Job Accommodation Network (JAN), a free consulting service provided by the Office of Disability Employment Policy of the US Department of Labor, provides information and offers a webcast on language and etiquette. Another service provided by this office, the Employer Assistance and Resource Network on Disability Inclusion (EARN), also gives advice on language and especially the importance of inclusive and people-first language, something also noted by the Australian Network on Disability (AND). Both JAN and AND provide facts about disabilities. For example, AND provides a concise overview of disability types, and JAN offers information on more than 100 disabilities and functional limitations and suggested accommodations. For all 11 concerns, readers can find descriptions and hyperlinks for the resources mentioned in the “Practical Implications and Research Directions” sections along with additional resources in Table Table1 1 .

Online resources

As part of this awareness building, employers must appreciate the variable nature of disabilities. Many disabilities and their presentation (e.g., arthritis, diabetes) will change over a person’s lifespan and career, which means that the interaction between disability and work factors varies considerably (Jetha, Bowring, Tucker, et al., 2018 ). Furthermore, the likelihood of developing or acquiring a disability increases with age (Kraus, 2017 ; Lauer & Houtenville, 2017 ), so disability likelihood is positively related to career stage (Jetha, Besen, & Smith, 2016 ). Thus, an employee with no disabilities at the time of hire can develop a disability gradually (e.g., progressive hearing loss) or suddenly (e.g., impairments caused by work or nonwork trauma). Finally, the symptoms of some disabilities are episodic. Episodic disabilities may be particularly difficult for managers to recognize because their impact on workers’ activities may fluctuate significantly.

The invisible or variable nature of many disabilities often places the onus of disclosure on employees. Disclosure is a personal decision that can be difficult, and employers are often ill-prepared to participate in a disclosure discussion that will result in positive long-term outcomes for both parties involved. Because of this, some resources have been developed to support disclosure discussions, such as a factsheet and a report documenting organizational best practices on disclosure, both developed by EARN.

From a research perspective, more empirical work is needed to expand our understanding of when, how, and why employees disclose invisible disabilities. Studies of the disclosure of other invisible stigmatized identities have been informative (e.g., Chaudoir & Fisher, 2010 ; Ragins, 2008 ). Particularly useful has been the work that has focused more specifically on the disclosure of disabilities (e.g., Beatty & Kirby, 2006 ; Clair, Beatty, & MacLean, 2005 ). Still, more research is needed to better understand how and when individuals disclose disabilities over time. For instance, the level of interpersonal and organizational trust might be found to play a key role in determining when people feel comfortable enough to disclose sensitive information about themselves. Furthermore, the disclosure of disabilities is potentially different than the disclosure of other identities (e.g., sexual orientation: King, Reilly, & Hebl, 2008 ) given managers’ specific concerns surrounding the performance of workers with disabilities, a point we discuss in a later section. Thus, understanding with whom disclosure occurs (e.g., direct manager, colleagues, HR department personnel) and the discourse strategies employed by workers in each of these discussions are important. This work is crucial because there are differential outcomes for acknowledging or disclosing disabilities depending on the strategy employed or the type of disability discussed (Lyons et al., 2016 ; Lyons, Volpone, Wessel, & Alonso, 2017 ). As a result, managers at all levels play an important role in ensuring an organizational culture/climate that makes disclosure and acknowledgement discussions safe and constructive.

Concern 2: the Recruitment of Qualified Applicants with Disabilities

Managers, owners, and HR personnel who are tasked with selecting new employees understandably want to identify the best candidate for each job opening. One way to address this is by recruiting broadly, sourcing potential candidates from labor pools competitors have overlooked or ignored. Indeed, employees with disabilities compose “one of the largest underutilized labor pools” (Schur et al., 2014 , p. 594; see also Kruse, Schur, & Ali, 2010 ; Kulkarni & Kote, 2014 ; Lengnick-Hall et al., 2008 ). However, in spite of this potential, managers consistently report that they find it difficult to attract qualified applicants with disabilities (Domzal et al., 2008 ).

To ensure that qualified individuals with disabilities are in the applicant pool, the recruitment process itself should not create barriers (Stone & Williams, 1997 ). In reality, the application process itself often inadvertently discourages participation. Bruyère et al. ( 2005 ), for instance, found that many electronic job boards and company websites have poor accessibility features and are not perceived as particularly welcoming. We know from signaling theory (Connelly, Certo, Ireland, & Reutzel, 2011 ) that the chances of successful recruitment will be increased if employers advertise their position broadly and in a way that signals that the employer is diversity-friendly. For example, employers can specifically list disabilities along with other forms of diversity in their formal diversity policy statements and in recruitment materials. Interestingly, an analysis of the diversity statements at Fortune 500 companies revealed that fewer than half included people with disabilities in their description of diversity (Ball, Monaco, Schmeling, Schartz, & Blanck, 2005 ).

As noted by Kulkarni and Kote ( 2014 ), employers “adopt ‘inclusion’ as a guiding value, but they simultaneously need to signal what they mean by this inclusion” (p. 189). Indeed, managers’ hiring of people with disabilities is not predicted by managers’ own positive intentions and attitudes toward people with disabilities, but by the presence of formal disability hiring policies and training specifically focused on hiring and retaining workers with disabilities (Araten-Bergman, 2016 ). Moreover, signs of commitment to the employment of people with disabilities start with top management establishing policies and ensuring that they are adhered to (Schur, Kruse, & Blanck, 2005 ). Thus, organization-wide and disability-specific diversity policies send the right signals to applicants and to hiring managers. In turn, these signals help employers increase the probability that their applicant pools contain qualified applicants and that those applicants are actually selected.

In summary, adopting an inclusive approach begins before the hiring stage. Employers may wish to review their recruitment practices to ensure that they are not inadvertently dissuading applicants with disabilities from pursuing job openings. Managers should ensure that recruitment processes (e.g., online application portals) and messages do not act as barriers to possible applicants with disabilities. In this respect, employers can think about the implicit and explicit messages they send to potential applicants and whether those messages signal an inclusive climate (Connelly et al., 2011 ). Inclusive hiring practices also have positive implications for corporate reputation. Indeed, consumers evaluate organizations that hire people with disabilities more favorably than those that do not, and they prefer patronizing those organizations (Siperstein, Romano, Mohler, & Parker, 2006 ).

Recruitment efforts can be expanded if organizations proactively partner with vocational agencies and community-based organizations that specialize in supporting the employment needs of people with disabilities. These agencies play a key role in facilitating a successful employment relationship, by introducing hiring managers at the organization to the job applicant, assisting with the accommodation process, if needed, and troubleshooting post-hire challenges, if any (Hernandez et al., 2008 ). Although the assistance provided by these partners is often free, many employers are either unaware or do not make use of these and similar resources (Domzal et al., 2008 ).

In the US, services that address recruitment concerns include the aforementioned JAN and EARN. Of note, EARN provides employers with guidelines for building inclusive workplaces through their “Inclusion@Work” modules, which include advice on where and how to best recruit workers with disabilities, as well as free webinars on recruitment strategies. Advice on recruitment best practices is also typical assistance provided by nonprofit organizations, such as the National Organization on Disability. Importantly, resources for small businesses are also available from EARN. Finally, lists of recruitment support services are available to employers interested in broadening their searches to include people with disabilities; many of these services include the option of free job postings. Examples of these lists are available from EARN and in a Government of Canada publication about recruiting people with disabilities. These lists of recruitment support services may be particularly appealing to managers in smaller organizations or to those in organizations with smaller HR departments. We remind readers that the resources mentioned above are listed in Table Table1 1 .

More research is needed to understand the managerial and organizational barriers to effective recruitment of people with disabilities. For example, applying the theory of planned behavior (Ajzen, 1991 ) to study managers’ hiring intentions and decisions could help elucidate where some of these barriers reside. As Domzal et al. ( 2008 ) indicate, some managers report that recruiting applicants is difficult. This may be particularly true of small business owners, who have fewer organizational resources to recruit employees with disabilities (e.g., they may not have access to an HR department to support their recruitment efforts). These fewer resources would likely translate into lower perceived behavioral control, which would lead to lowered intent to proactively recruit applicants with disabilities, and a lowered probability of acting on these intentions, if they exist. Similarly, managers’ subjective norms can be influenced by competitors’ practices and industry norms. It would be useful to empirically assess how success stories of businesses that have recruited and hired inclusively affect other managers’ decisions to engage in similar practices. We return to the importance of success stories in concern 9.

Concern 3: the Attractiveness of Job Openings to People with Disabilities

It has been suggested that even if people with disabilities eventually make it into applicant pools, hiring managers might incorrectly assume that these applicants do not want challenging careers or assignments (Perry, Hendricks, & Broadbent, 2000 ; Wilson-Kovacs et al., 2008 ). Worse, one prejudice that continues to affect people with disabilities is that they are perceived to not want to work at all (Hemphill & Kulik, 2016 ). These biases permeate decisions in all phases of the employment cycle.

However, the belief that people with disabilities do not want to work is demonstrably false. As reported by the National Organization of Disability ( 2004 ), over 60% of working-age people with disabilities in the US not currently employed would prefer to be employed. More recently, based on a nationally representative survey, Ali, Schur, and Blanck ( 2011 ) reported that the proportion of unemployed Americans with disabilities who would like to work is actually closer to 80%. This figure is no different for unemployed individuals who do not have a disability. Furthermore, people with and without disabilities attach the same significance to work-related outcomes such as job security, income, promotion opportunities, having an interesting job, and having a job that contributes to society (Ali et al., 2011 ).

Overall, there are more similarities than differences in terms of the types of positions to which workers with and without disabilities are attracted. One difference, however, is that people with disabilities may evaluate the attributes of the job (such as hours promised, benefits provided) vis-à-vis regulations surrounding their government-provided disability benefits (Fabian, 2013 ). A further difference is that people with disabilities may prefer government positions to private organizations, possibly because such jobs are perceived to provide better health benefits, more accommodations, and lower likelihood of discriminatory employment practices (Ali et al., 2011 ; Jans et al., 2012 ). In the US, Section 503 of the Rehabilitation Act ( 1973 , as amended, 29 U.S.C. § 793) might also encourage employees with disabilities to look for positions with federal contractors or subcontractors.

Moreover, workers with disabilities often benefit from flexible work arrangements, especially if they face transportation barriers to get to work (Schur, 2003 ; Schmidt & Smith, 2007 ). Telework has been shown to be a facilitator of employment, a finding not limited to workers with mobility impairments (see Lidal, Huynh, & Biering-Sørensen, 2007 for a review; Jetha, Bowring, Furrie, Smith, & Breslin, 2018 ). Furthermore, workers with disabilities might be more likely to take part-time or contingent jobs: in Australia, there has been an upward trend in part-time employment for people with disabilities (Australian Bureau of Statistics, 2016 ), and in EU countries, people with disabilities are more likely than those without to be employed part-time (26 vs. 18%) except in Austria, where the rate is the same at 23% (Eurostat, 2017 ). While these figures show differences in employment type held , Ali et al. ( 2011 ) found that flextime is not a differentiating factor in the type of job sought in comparing people with and without disabilities in the US. Similarly, in Canada, the majority of people with disabilities seeking employment are able to work full-time (Till, Leonard, Yeung, & Nicholls, 2015 ). It is likely that many people with disabilities who are working part-time would have preferred full-time employment if it were available to them, which is also the case for workers without disabilities (Thorsteinson, 2003 ). Modified or flexible hours, are, however, one of the most common accommodations needed by both job seekers and employed workers (see, e.g., Till et al., 2015 for Canada, and Statistics Sweden, 2017 for Sweden; Jetha, Bowring, Furrie, et al., 2018 ).

What the above results suggest is that, just as for people without disabilities, what attracts an employee to an organization is a matter of personal preferences and perceived fit (Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005 ). Thus, workplaces offering supportive employment practices for all employees will be able to facilitate employment for people with disabilities (Kaletta, Binks, & Robinson, 2012 ; Schur, Kruse, Blasi, & Blanck, 2009 ), thereby attracting and retaining talented workers who might otherwise exit the workforce. For example, the EARN Inclusion@Work modules and webinars (see Table Table1) 1 ) offer advice on building inclusive work cultures, which can be departure points for discussion during organizational strategy meetings. In this vein, organizations could explicitly include disability in their diversity and inclusion statements. As noted above, disability is often left out of these statements (Ball et al., 2005 ; Colella & Bruyère, 2011 ). Explicitly including disability in formal diversity statements and policies, and day-to-day practices that implement them, can help organizations move beyond adopting a compliance-based perspective that simply seeks to meet legislative requirements (Lengnick-Hall et al., 2008 ). Communicating information about these practices to internal and external stakeholders is critical because they convey core values upon which the organization’s culture is built. This communication reinforces perceptions of positive organizational climates within organizations and promotes a positive organizational image to external observers, such as customers, investors, and future employees. Supporting these initiatives, EARN provides advice on how to express and communicate a commitment to the inclusion of people with disabilities across the organization, something that can be implemented regardless of organization size.

While these resources exist to help organizations become more attractive to employees, more research would be beneficial. For instance, does the finding that organizations are more attractive to minority applicants when they share the demographic characteristics (e.g., gender) of recruiters and interviewers (see Avery, McKay, & Volpone, 2012 , for a review) extend to applicants with disabilities? This is an important question given the invisible nature of many disabilities, as discussed in concern 1. Furthermore, it is important to determine when these initiatives lead to long-term employment. This research is necessary given that recruitment messages may not translate into long-term positive outcomes for applicants if the organizational practices are not supportive of workers with disabilities, a point argued by McKay and Avery ( 2005 ) in the context of recruiting members of racial minority groups.

Employee Selection

Concern 4: the qualifications of applicants with disabilities.

Once applicants are recruited, the next phase of the employment cycle is to process the applicant pool and make hiring decisions. At this stage, managers must assess the extent to which applicants’ personal characteristics (e.g., job-relevant knowledge, abilities, and skills) fit the qualities demanded by the job, and then use this information to make choices between applicants. A concern here is that managers sometimes believe that “people with disabilities can’t do the basic functions of the jobs they apply for” (Kaye et al., 2011 , p. 529; see also Kulkarni & Kote, 2014 ). The very nature of how workers with disabilities are labeled emphasizes a lack of ability, which is in contrast to the nature of the role that all workers are expected to fulfill in organizations (Jammaers, Zanoni, & Hardonk, 2016 ; Baldridge, Beatty, Böhm, Kulkarni, & Moore, 2018 ). We address two forms of this concern below.

In some cases, the concern is specific, such as a fear that disabilities would prevent applicants from performing physically demanding tasks if they were hired (Gröschl, 2013 ; Lengnick-Hall et al., 2008 ). This concern may reveal managers’ underappreciation of applicants’ abilities. For example, in a study on employees with spinal cord injuries, Sinden and Martin Ginis ( 2012 ) found that many employees were performing jobs that exceeded what would have been “typically” expected of a person with this injury. The concern surrounding whether applicants with disabilities can perform physically demanding tasks may also reveal a lack of appreciation of the diverse nature of disabilities (Baldridge et al., 2018 ). In any event, physical abilities should only be used to predict future job performance when a job analysis determines that these human abilities are, in fact, necessary to perform critical job tasks. Even in industries like hospitality and tourism, in which some positions require mobility (e.g., housekeeping), Gröschl ( 2013 ) finds that many types of disability have no impact on employees’ ability to complete long shifts. Indeed, he argues that “by using selection methods that provide strong predictive validity of future job performance and matching [an employee’s] competencies with the job requirements, managers can ensure that an employee’s disability has no effect on his or her performance” (p. 121). Accommodations can be important here, and we discuss this topic in concern 6.

In other cases, the concern is broader, such that managers stereotype applicants with disabilities as lacking skills in general (Dovidio, Pagotto, & Hebl, 2011 ; Gröschl, 2013 ; Kaye et al., 2011 ; Lengnick-Hall et al., 2008 ). This concern is in line with the stereotype content model (Cuddy et al., 2009 ; Fiske, Cuddy, Glick, & Xu, 2002 ), which shows that people with disabilities are viewed as having high warmth (e.g., friendly, good-natured) but low competence (e.g., incapable, unskilled). In other words, managers may like these individuals but would not necessarily see them as hirable. A similar concern regarding negatively biased performance expectations for people with disabilities has also been discussed in the literature (Colella, DeNisi, & Varma, 1998 ).

Evidence from large-scale government surveys about the labor market characteristics of people with disabilities addresses this concern. For example, Ali et al. ( 2011 ) used the US 2006 General Social Survey to compare unemployed adults with and without disabilities. Ali et al. ( 2011 ) found no difference across groups on important markers of employability, such as the likelihood of ever having had a job that lasted for more than 1 year, being currently unemployed because of dismissal, or reporting their last job as being at the managerial level. When average differences between people with and without disabilities emerged, they were related to levels of formal education. For instance, unemployed individuals without disabilities had, on average, less than one additional year of education than those with disabilities.

The 2015 American Community Survey (US Census Bureau, 2015 ) includes additional information on the levels of education of people with and without disabilities. While the proportion of individuals with some college or an associate’s degree is virtually identical across groups (27.3 vs. 29.4% for individuals with and without disabilities, respectively), the groups differ on earned Bachelor’s degrees or higher (16.2 vs. 33.9%). The 2012 Canadian Survey on Disability (Arim, 2015 ) reports similar figures. Educational attainment is similar when considering high school degrees (80 vs. 89% for individuals with and without disabilities, respectively), and a difference emerges when considering university certificates or Bachelor’s degrees (14 vs. 27%). Australian figures (Australian Bureau of Statistics, 2016 ) report a gap between groups when considering Year 12 diplomas (41.0 vs. 62.8% for individuals with and without disabilities, respectively) and Bachelor’s degrees (17.0 vs. 30.1%). In general, the gap in education appears to grow across education levels. However, although many jobs require a college education, many do not. Thus, the differences in educational attainment do not fully explain the differences in employment rate (and employability) in census data (see, e.g., Lauer & Houtenville, 2017 ).

Taken as a whole, these findings suggest that for many jobs, individuals with and without disabilities would likely present similar applicant profiles in terms of education; yet, these applicant groups fare differently. Employers concerned about qualifications may wish to proactively partner with local community colleges, vocational institutes, or universities, many of which offer partnership opportunities with, and assistance for, employers (see, e.g., the University of Guelph and the University of Washington, listed in Table Table1). 1 ). The advantage with such partnerships is that employers can first determine the educational program (e.g., degree type) that would supply the candidates with the right knowledge and skills, and, second, proactively recruit candidates with disabilities. Starting with internships, known as Co-Op placements in Canadian colleges and universities, might be appealing to employers who have no previous experience with employing graduates with disabilities, given that these programs have a built-in support system provided by the educational institution for all students. Heidkamp and Hilliard ( n.d. ) provide a comprehensive review of employer–educational institution partnership types and characteristics as well as a lengthy list of such partnerships in the US. An additional US-based service that has a mission to facilitate the employment of college graduates with disabilities and which provides support to both recent graduates and employers is the Workforce Recruitment Program.

Longitudinal research is required to track the experiences of students with disabilities as they enter the workforce. In particular, it would be useful to examine how being hired through a program specifically aimed at youth with disabilities affects new career entrants’ likelihood of requesting accommodations, and their eventual career trajectory within the organization (e.g., promotion opportunities). It has been established that workers at the beginning of their careers are less likely to request accommodations and face barriers related to the perceived cost of accommodations (Jetha et al., 2016 ; Jetha, Bowring, Furrie, et al., 2018 ). It would be important to establish if disclosure is facilitated if employers hire through the recruitment channels mentioned above, and, more importantly, if these new employees are protected from negative stereotypes (e.g., an accommodation for an invisible disability being perceived as entitlement) they may face.

Concern 5: the Selection Process for Applicants with Disabilities

Another concern that has been noted is that some managers privately feel that applicants with disabilities complicate the selection process, inasmuch as “they [managers] can’t ask about a job applicant’s disability, making it hard to assess whether the person can do the job” (Kaye et al., 2011 , p. 529), or managers may be worried about saying the wrong thing and being sued (Hernandez et al., 2008 ). Indeed, many employers acknowledge that they lack the necessary training at all stages of the employment relationship (Kaye et al., 2011 ; Wilson-Kovacs et al., 2008 ). More generally, managers may be unaware of selection best practices, even without considering disabilities (Rynes, Brown, & Colbert, 2002 ).

Interviews are the most common type of selection instrument (Poulakos, 2005 ), and employers might be anxious about ensuring that job candidates with disabilities have a positive interview experience. This intention is important, especially considering that only slightly over half of organizations taking part in a large Society for Human Resource Management (SHRM) survey report providing training to HR staff and supervisors on effective interviewing approaches for candidates with disabilities (Erickson, von Schrader, Bruyère, & VanLooy, 2014 ). It is therefore not surprising to find that interviewers negatively react to job candidates’ disabilities in an interview context (Hebl & Skorinko, 2005 ). There is also evidence that interviewers recall less information about interviewees who have a facial stigma (a scar or birthmark) and spend more time looking at the affected body part (Madera & Hebel, 2012 ). This effect is likely to be replicated for physical, cognitive, or sensory disability features, especially when those features are highly visible in an interview, such as a job candidate’s face, arms, and hands, and the use of a wheelchair, guide dog, or a white cane.

In general, unless it is done in the context of customized employment, 3 the selection process will not necessarily or automatically be different if someone with a disability applies for a job. In North American jurisdictions, employers are not entitled to ask applicants to list disabilities or health conditions, just as they are not allowed to ask about other protected information such as religion, national origin, or age (Canadian Human Rights Commission, 2007 ; U. S. Equal Employment Opportunity Commission, n.d.-b ). Furthermore, employers should be clear about any necessary abilities required to perform the job at the beginning of the application process, and the need for these abilities should be demonstrated by a job analysis. If specific abilities are required to perform the essential duties of the job (that is, they are considered Bona Fide Occupational Requirements or Qualifications), employers may ask all applicants about their ability to carry out these essential duties. The question should be phrased as “How would you perform this required task?” Of note, employers should not ask this question only of applicants they suspect of having a disability. Using a consistent approach to selection, such as structured interviews, is important. Indeed, structured interviews can help prevent biased decisions against candidates with a history of disabilities (Reilly, Bocketti, Maser, & Wennet, 2006 ). EARN provides advice on effective interviewing, the main theme being to focus on abilities rather than dis abilities. An interview toolkit developed by Hire for Talent focuses on ensuring that interviewers ask legal questions, language and communication style during interviews, and other relevant communicative information such as how to greet candidates with different types of disabilities (e.g., a mobility impairment or a visual impairment). Similar interview advice is available from AND in Australia (see Table Table1 1 ).

Overall, the selection process itself should not be a barrier to employment, so accommodations should be made available when necessary. In this case, the selection process will be different for candidates with disabilities. For instance, if the selection process called for a passing score on a “paper and pencil” test of safety rules and materials handling, then an easy way to accommodate candidates who have difficulty using a handwriting tool would be to ask the questions in a different testing format. The employer and the candidate might work together to determine whether using a keyboard, scribe, or dictation software would be most appropriate for this test. Employers are rightly concerned with the fairness, accuracy, and costs associated with any selection process, so they should be transparent with all applicants regarding the process and format of any employment tests required, choose tests with predictive validity for the target job, and minimize costs where possible. Medical assessments related to essential job duties should only be conducted after a conditional offer of employment has been made (U.S. Equal Employment Opportunity Commission, n.d.-a ).

While managers may be concerned about the inconvenience of having to accommodate applicants during the selection process, they may also wish to think about applicants’ reactions to the selection process. Indeed, applicants’ reactions to selection methods and processes influence organizationally relevant outcomes, such as their perceptions of (un)fairness of treatment, process, or decision; their intent to accept an eventual job offer; their perceptions of organizational reputation; and willingness to recommend the employer to others (see Hausknecht, Day, & Thomas, 2004 ; Truxillo & Bauer, 2011 ). Future research could focus on how applicant reactions are shaped specifically for applicants with disabilities. For example, it is likely that the employer’s willingness to engage in accommodation discussions influences perceptions of justice, but how and why is each type of justice (procedural, distributive, and interactional) affected?

Concern 6: the Cost of Accommodations 4

In many jurisdictions around the world, laws (e.g., the ADA in the US) specify that it is illegal to not provide reasonable accommodations, in particular if applicants or employees disclose a disability by requesting accommodations. However, managers often have reservations concerning the perceived value of accommodating employees with disabilities (Gold et al., 2012 ; Hernandez et al., 2008 ; Kaye et al., 2011 ; Lengnick-Hall et al., 2008 ; see also Domzal et al., 2008 ). In essence, the issue (and source of discomfort) is that productivity benefits might not be enough to justify costs to the business (Hernandez, Keys, & Balcazar, 2000 ; Hernandez et al., 2008 ; see also Gaunt & Lengnick-Hall, 2014 ). This apprehension is aptly summarized by a respondent in a study on barriers to career advancement for people with disabilities who said: “Unlike other diversity families [….] disabled people come with a price tag – to remove doors to let in a wheelchair costs money” (Wilson-Kovacs et al., 2008 , p. 711).

Managers’ beliefs and apprehensions around accommodation costs are frequently overstated. For example, JAN ( 2018 ) has tracked accommodation costs incurred by their clients since 2004. Accommodation costs of $0 (e.g., giving an employee access to park in more than one lot; Wilson-Kovacs et al., 2008 ) were reported by 59% of survey respondents. The majority of the other respondents reported a one-time cost less than $500. This figure is consistent with other reports on accommodation costs (e.g., Fredeen, Martin, Birch, & Wafer, 2013 ; Kaye, 2001 ; Lengnick-Hall, Gaunt, & Collison, 2003 ; Schur et al., 2014 ; Solovieva, Dowler, & Walls, 2011 ; Solovieva & Walls, 2013 ). Furthermore, the earlier the organization provides accommodations, the lower the costs; a lack of early attention to accommodation needs can lead to higher costs over time (Gardner & Johnson, 2004 ).

It is also worth noting that accommodations are frequently requested by workers without disabilities (Schur et al., 2014 ). This is important because the cost to accommodate employees with disabilities is no more than the cost to accommodate those without disabilities (Sabat et al., 2014 ; Schur et al., 2014 ). For example, from an organizational perspective, there would be no difference in cost in offering scheduling flexibility to an employee who travels via adapted transportation, to an employee with young children, or to an employee who is training for the Olympics, all of whom may require flexibility in the mornings or afternoons. Indeed, accommodations that would have been put in place for employees with disabilities (e.g., telework) benefit employees without disabilities as well; thus, not only are the accommodations less stigmatizing for one group of employees, but they may well help to foster a flexible and inclusive climate (cf. Connelly et al., 2011 ).

Importantly, accommodations are usually cost-effective. For example, Kaye ( 2001 ) estimates a $40 savings for every $1 invested in accommodation. Schur et al. ( 2014 ) found that the monetary benefits related to accommodation were “equal or exceed[ed] the costs in over two-thirds of cases, although it is difficult to quantify many of the benefits” (p. 614–615) especially in terms of positive spillover effects on coworkers’ and managers’ attitudes and overall organizational productivity. Similar benefits are reported by JAN ( 2018 ): 89% of the survey respondents indicated that the accommodations helped retain employees (see also Schmidt & Smith, 2007 ; Solovieva et al., 2011 ; Solovieva & Walls, 2013 ), 72% reported improved employee productivity, 56% noted increased employee attendance, and 38% reported observable saving in workers’ compensation and other insurance costs.

Often, the costs of accommodating are much lower than those incurred by not providing accommodations: the cost to hire a new employee (e.g., to replace an employee with a disability) typically exceeds $500 (O’Connell & Kung, 2007 ). The tax credits and financial incentives available in some jurisdictions (see Table Table1 1 for some examples) can also be used to offset costs associated with accommodating and retaining workers with disabilities (Domzal et al., 2008 ; Mik-Meyer, 2016 ). Finally, and perhaps more importantly, providing accommodations to all employees regardless of disability status can have clear benefits in terms of improved perceived organizational support, commitment, job satisfaction, employee morale, and decreased turnover; of course, the benefits are greatest when coworkers are supportive of accommodations (Schur et al., 2014 ; Solovieva et al., 2011 ; see also Fredeen et al., 2013 ; JAN, 2018 ).

Managers might find the accommodation process both uncomfortable and intimidating, especially if they are inexperienced. Complicating matters further is the fact that the accommodation process can require multiple attempts before the right accommodation is found. In an analysis of Canadian arbitration cases, Williams-Whitt and Taras ( 2010 ) found that almost half of workers with disabilities required more than four attempts to accommodate their disabilities, because the new tasks assigned were initially too difficult, there were unanticipated challenges to the workflow (i.e., impact on other employees), or the employee was re-injured. As noted earlier, accommodations are typically not expensive; however, they must be implemented appropriately and be tailored to the person.

Because of the central nature of accommodations to the successful hiring and employment of people with disabilities, interested employers may turn to JAN (see Table Table1). 1 ). One key resource offered by JAN is a searchable database of accommodation ideas, searchable by disability, limitation, occupation, and other features. JAN also offers free one-on-one consulting services for accommodation support for employers in the US. The no-cost and comprehensiveness of JAN’s resources can be particularly appealing to smaller businesses that do not have HR departments. The Equal Employment Opportunity Commission also has information on reasonable accommodation for small employers. Additional encouragement comes from reading success stories from businesses of all sizes provided by EARN and the US Chamber of Commerce. Often, industry-specific evidence can be more convincing to employers than research evidence.

As discussed earlier, both employers and employees with disabilities report a need for better training for managers and HR specialists to increase their knowledge of best practices relating to employees with disabilities. This is particularly important for accommodations, given that they are often the crux of successful long-term employment. This training would permit the focus to shift from legal compliance, to a focus on helping everyone learn to think more creatively and constructively about accommodations, and to see the many benefits of accommodations and inclusive workplace practices (Kaye et al., 2011 ; Schur et al., 2014 ; see Fredeen et al., 2013 , and Kaletta et al., 2012 , for useful suggestions). For example, the Canadian Human Rights Commission offers a series of five webinars on the accommodation process and a set of case studies to help employers think through complex accommodation cases.

More research is necessary on how to make the accommodation process more effective. For example, it is possible that an iterative, or “early and often” accommodation process, in which initial changes are made and then revisited regularly is actually more cost-effective in the long run, because employers would be able to meet employees’ immediate needs quickly and then employees could suggest modifications on an as-needed basis as duties change and new technologies emerge. In contrast, a centralized or more rigid process in which employees are expected to request all possible accommodations at the beginning of their employment (i.e., “one and done”) and provide extensive documentation may in fact be more unwieldy and expensive. A utility analysis would provide evidence of the best approach.

Social Integration

Concern 7: the impact of workers with disabilities on coworkers.

Once in the organization, the next overarching phase of the employment cycle concerns initial and ongoing adjustment to task and social realities. Thus far, our emphasis has been on the former. However, when it comes to workers with disabilities, some managers have expressed concerns about their ability to fit in socially and concerns that these individuals might adversely impact other coworkers (who presumably do not have a disability). Kaye et al. ( 2011 ) found that managers were “concerned about attitudes of co-workers toward the person with a disability” (p. 529; see also Domzal et al., 2008 ), while Lengnick-Hall et al. ( 2008 ) found that some managers were concerned about the negative impact on morale (see also Gaunt & Lengnick-Hall, 2014 ). In particular, managers may be concerned that employees with disabilities will be disruptive to team functioning, or that coworkers without disabilities will perceive accommodations as unjust (e.g., fewer responsibilities for the same pay, access to better equipment; Colella, 2001 ; Colella, Paetzold, & Belliveau, 2004 ; Gold et al., 2012 ; Schur et al., 2005 ; Travis, 2008 ). Similarly, managers may fear that coworkers will resent having to work more to compensate for the anticipated low productivity of the person with disabilities or that they will perceive the work as being unfairly redistributed if jobs are changed following accommodations (Kosny et al., 2013 ).

Fundamental to these assumptions is the notion that a worker who has a disability will (a) be identifiable as such and (b) have noticeably lower performance or ability than employees without disabilities. As discussed above, the nature of many disabilities is such that coworkers will be unaware of someone’s disability. Also, in countries that have laws regarding confidentiality, managers cannot disclose accommodations made to other employees or discuss an employee’s disability (Santuzzi et al., 2014 ), though some accommodations (like schedule flexibility) may be apparent to others.

Aside from these assumptions, what remains are the perceptions among some managers that employees without disabilities will resent accommodations that are provided to those who need them. The evidence suggests otherwise. Indeed, Solovieva et al. ( 2011 ) found that a benefit of making accommodations was improved interactions between employees with disabilities and their coworkers and increased overall company morale. Furthermore, because both employees with and without disabilities may require accommodation (Schur et al., 2014 ), accommodations will help productivity, increase commitment, decrease turnover, and can have positive effects on all coworkers’ attitudes. Indeed, accommodations send important and positive signals to employees by showing that the organization values the contributions of its employees and cares about their well-being. Signaling organizational support is not trivial, inasmuch as these perceptions lead to positive work experiences, such as affective commitment (e.g., Kurtessis et al., 2017 ). In turn, affectively committed employees are more likely to remain with their organization and more likely to exhibit a wide range of positive work outcomes, such as job performance and organizational citizenship behavior (Allen, 2016 ).

Providing reasonable accommodations is required by law in many countries. However, to the extent that the manager or organization is perceived to be proactive or providing assistance above and beyond what is legally required, employees are likely to respond positively. A parallel is found in the broader HR literature; employee attributions about the reasons for certain HR practices, such as the perceived authenticity of diversity initiatives (Smith, Morgan, King, Hebl, & Peddie, 2012 ), influence employee attitudes and behaviors (Nishii, Lepak, & Schneider, 2008 ). Thus, after observing how an accommodation greatly benefited a team member with a disability, others might come to interpret these practices as stemming from genuine managerial support for employees rather than mere legal compliance.

Rather than negatively affecting workplace morale (see Solovieva et al., 2011 ), there is evidence that employees with disabilities will have a positive effect on the organizational attitudes of their coworkers. This influence goes beyond any superficial stereotypes of individuals with disabilities being “inspirational” or interpersonally warm (Stone & Colella, 1996 ). Employees with disabilities exhibit stronger feelings of affective commitment to their organization relative to their counterparts without disabilities (Hernandez et al., 2008 ; Kulkarni & Gopakumar, 2014 ). This can further benefit organizations if emotions are transferred to others (Barsade, 2002 ). Finally, Nittrouer, Trump, O’Brien, and Hebl ( 2014 ) have argued that the act of voluntarily disclosing an invisible disability can have a beneficial effect on relationships with coworkers. Because disclosure increases personal risk and makes one more vulnerable, the message conveyed to coworkers is one of trust—effectively acting “as a catalyst to kick start social change” and evoking protective motives within the group (p. 237). To the extent that employees with disabilities are known in the workplace, their attitudes and day-to-day behaviors should provide a source of informational and social cues to other members, which should, in turn, influence the attitudes and behaviors of their coworkers.

In summary, while managers may believe that workers with disabilities will have a negative impact on their coworkers, the empirical evidence suggests otherwise. As discussed earlier, the concern may stem from a lack of knowledge. This unawareness can be remedied by training and development for managers and employees about working with people with disabilities, a service offered by many local organizations that support the employment of people with disabilities. For example, employers in Canada interested in finding local service providers can consult Hire for Talent, which lists providers by province. In the US, employers can consult EARN, which also lists service providers by state (see Table Table1 1 ).

Managers’ concerns that coworkers who do not require an accommodation might resent those who do might be assuaged by efforts to change the discourse around accommodations. Indeed, equating accommodations solely with disabilities in an organization may contribute to the view of workers with disabilities as “different” or “difficult” (Kaye et al., 2011 ). Instead, organizations that support the needs of all employees, regardless of disability status, may fare better (Goetzel et al., 2016 ; Travis, 2008 ; see also Schur et al., 2014 ). By adopting a broader perspective on accommodation, more as a core organizational value, adjustments will, over time, be viewed as instrumental in achieving person–job/person–organization fit. Moreover, accommodating the diverse needs of all employees (due to disability or not) should help to change a negative organizational discourse on disabilities to one that recognizes that everyone benefits from inclusive workplace practices. A positive approach to this discussion is exemplified by a leading law firm in a major Canadian city, in which hiring managers ask of all candidates “What do you need to make yourself more successful in our firm?” (Fredeen et al., 2013 , p. 13). This approach sets the stage for an employment relationship focused on respect, open communication, and success predicated on abilities (rather than dis abilities). Reflections on inclusive workplace policies focused on meeting the needs of all employees, including an example of a policy statement on accommodations for all employees, are available from Hire for Talent. Additional ideas on creating an inclusive workplace are offered by the aforementioned Canadian Human Rights Commission webinars.

Research specifically on the effects of including workers with disabilities in a team or work unit is necessary. For example, a recent meta-analysis on the impact of diversity on team performance (Bell, Villado, Lukasik, Belau, & Briggs, 2011 ) focused on age, sex, and race as demographic variables, but disability status was not considered. A relevant distinction made in this meta-analysis was that of teams focused in intellectual tasks (e.g., negotiation, design) versus those focused on physical tasks (e.g., production). It may be that the type of disability (visible, invisible, physical, intellectual) interacts with the type of team in question.

Concern 8: the Organizational Integration of Workers with Disabilities

Related to the previous concern, some managers report that they are uncertain how to approach social integration of employees with disabilities within the work unit and broader organization (Kaye et al., 2011 ). This is an important consideration. The successful adjustment of employees with disabilities is determined, in part, by organizational culture and the extent to which diversity and inclusive work practices are valued and enacted by both leaders and coworkers (Schur et al., 2009 ; Schur et al., 2005 ; Vornholt, Uitdewilligen, & Nijhuis, 2013 ).

However, employees with disabilities report greater experiences of subtle discrimination, such as being excluded from informal gatherings, or being ignored in meetings as compared to employees without disabilities (Naraine & Lindsay, 2011 ; Snyder, Carmichael, Blackwell, Cleveland, & Thornton, 2010 ). Often, fostering a climate of inclusion requires coworkers to be considerate (e.g., introducing oneself to a blind or low-vision coworker, confirming that events held at offsite locations are accessible). Ensuring that employees with disabilities do not experience subtle discrimination is critical given that subtle discrimination is as damaging to those who experience it as are more overt forms (Jones, Peddie, Gilrane, King, & Gray, 2016 ). Furthermore, having experienced discrimination in the past leads to anticipated future discrimination, which in turn leads to workers being more likely to engage in concealing (e.g., hiding symptoms) and compensatory behaviors (McGonagle & Hamblin, 2014 ).

Of course, this discussion assumes that the employee with a disability has been with the organization for some time. Indeed, it is not unusual for employees without disabilities to develop or acquire a disability later in their careers (Baldridge & Kulkarni, 2017 ). However, for new employees, ensuring that the socialization process provides the right opportunities for integration is important. Organizational leaders’ behavior vis-à-vis employees with disabilities will set the tone for coworkers’ own behaviors; if supervisors do not behave in ways that demonstrate acceptance of the newcomer, it is unlikely that colleagues will (Kulkarni & Lengnick-Hall, 2011 ; Schur et al., 2005 ). Coworkers also help in the socialization of employees with disabilities, by engaging in cooperative behaviors (e.g., introducing new employees to colleagues), helping them with task-related functions, and acting as mentors. The visible presence of other coworkers with disabilities also helps with socialization (Kulkarni & Lengnick-Hall, 2011 ). Further, Naraine and Lindsay ( 2011 ) suggest that socialization could also be devoted to meeting the individual needs of employees, such as allowing extra time for newcomers who are blind or have low vision to meet with sighted colleagues to get to know the colleague with a disability “as individuals” (p. 401). Thus, the spirit behind any activity should be to foster and cultivate social inclusion for all employees.

In summary, the organizational integration of workers with disabilities is an important part of developing an inclusive organizational culture. Organizations of all sizes that are interested in benchmarking their current practices can use the free and confidential “Disability Employment Tracker” offered by the National Organization on Disability (NOD; see Table Table1). 1 ). The survey and its associated resources help organizations reflect and develop action plans centered on several key business processes, including climate and culture. One way that inclusive organizations support workers with disabilities is through the creation of employee resource groups, a practice recommended by NOD and EARN. Employee resource groups are encouraged by EARN because they bring important business outcomes such as increased retention, performance, and commitment of workers, as well as help train those who do not take part in the group on disability-related issues, among other benefits. Of note, Von Schrader et al. ( 2014 ) found that the presence of employee resource groups was a facilitator of disclosure, especially among employees with less apparent disabilities. Because of the benefits associated with employee resources groups, EARN has developed practical guidelines to support organizations in establishing these groups. This source includes advice on all aspects of an employee resource group lifespan, from creating it to measuring its success. The important role of employee resource groups is also highlighted by EARN in its Inclusion@Work initiative, and specifically in the module on inclusive business cultures. To be sure, employee resource groups can be more easily established in large organizations that employ many workers with disabilities. However, some of their benefits can be reaped in smaller organizations as well, if employees are encouraged to participate in industry-specific groups that encompass several employers. Local Chambers of Commerce may be useful starting points to connect with other smaller organizations.

Despite the promise afforded by the creation of resource or affinity groups, research is needed to determine how they may be organized to provide the most benefit to employees. It is not yet clear if expanding the membership to include “allies” is useful because it enables employees to participate without disclosing their own status, or if it is counterproductive because it undermines the focus on providing a forum for the voices of people with disabilities. Furthermore, even workers whose disabilities are apparent may avoid situations in which they may be identified primarily as someone with a disability rather than as an industry professional or expert in their field. Indeed, not all workers wish to espouse a disability identity instead of, or in addition to, other relevant identities in the workplace (e.g., gender, race, occupational identity; see Santuzzi and Waltz ( 2016 ), for an excellent discussion of the topic of disability identity). The fear of being stigmatized may weigh heavily in reflections surrounding which identity(ies) to espouse in a work context. The issue of stigmatization has been studied comprehensively in the literature on affirmative action programs in employment contexts, in the US and in other countries that have similar policies (see Harrison, Kravitz, Mayer, Leslie, and Lev-Arey ( 2006 ), for a thorough review).

Research is also needed on how internal messaging, often from the HR department, affects how workers with disabilities are perceived and treated by their colleagues. Many companies publicize the hiring of workers with disabilities as part of corporate social responsibility programs. Although it is intended to be positive, this emphasis may have the unintended effect of suggesting that these employees were hired because of their disability, not because of their expertise or productivity. Similarly, it is not unusual for companies to emphasize in their materials that people with disabilities are “no different” from every other employee. Again, while well-intentioned, this emphasis may imply that (a) difference is problematic and (b) workers with disabilities are not different enough to actually require accommodations. Experimental studies that compare the effects of these types of internal messaging campaigns to those that provide specific information on employee rights and how to access accommodations would provide useful guidance to organizations that seek to create a more inclusive work environment. The work on multiculturalism versus color-blind approaches to diversity in the context of research on ethnic diversity would be particularly informative for this line of inquiry. Indeed, color-blind approaches, which downplay group differences, have been shown to be less effective than multicultural approaches, which suggest that we should consider membership to different groups as being important, and that differences should be celebrated rather than ignored (Richeson & Nussbaum, 2004 ). Similar dynamics may be at play in the context of disability-related diversity.

Performance Management

Concern 9: the job performance of workers with disabilities.

An often noted concern of employers surrounds the job performance of workers with disabilities; employees with disabilities are presumed to be less productive than employees without disabilities (Lengnick-Hall et al., 2008 ; Stone & Colella, 1996 ; see also Domzal et al., 2008 ; Fredeen et al., 2013 ). Relatedly, employees with disabilities are perceived as having other performance issues, such as slowing down work (Hernandez et al., 2008 ), higher absenteeism and lateness (Gröschl, 2013 ; Hernandez et al., 2008 ; Kaye et al., 2011 ), or simply being less dedicated or dependable (Kaye et al., 2011 ) than employees without disabilities. In other words, employees with disabilities are sometimes perceived by managers as “problem employees” (Kaye et al., 2011 , p. 529). These beliefs may be consistent with several negative stereotypes, such that workers with disabilities are perceived as weak, need assistance, need more supervision, or need too much training (Dovidio et al., 2011 ; Kaye et al., 2011 ). The persistence of these particular beliefs makes it difficult for managers who might otherwise encourage the proactive hiring of workers with disabilities; doing so is therefore presented as a charitable act that runs counter to organizational success or stakeholder value.

Dispelling the concern of low performance, Lee and Newman ( 1995 ) found that HR managers who had accommodated employees’ disabilities had rated the performance of 72% of these employees as average, above average, or excellent. More recently, Kaletta et al. ( 2012 ) analyzed productivity differences between employees with and without disabilities. They found that across 31 locations in three distribution centers, the difference in productivity for workers with and without disabilities was statistically insignificant in 18 locations. When there were productivity differences, employees with disabilities were more productive in 10 locations, while those without disabilities were more productive in three locations. Similarly, the industry report by Hernandez and McDonald ( 2007 ) found no differences in performance or need for supervision between employees with and without disabilities, the latter dispelling another concern expressed by managers (Kaye et al., 2011 ).

In instances in which workers with disclosed disabilities demonstrate lower performance than their counterparts without disabilities, it is important to ascertain the underlying reasons for this discrepancy. One possible reason for lower relative performance is that appropriate accommodation has not been provided or implemented (Gignac et al., 2015 ). For example, a data entry clerk with arthritis who does not have access to an ergonomic keyboard or mouse may require more time to complete tasks that involve typing; his or her performance would therefore be lower than it could be (and may be lower than that of employees without disabilities). As noted earlier, accommodations are typically not expensive; however, they must be implemented appropriately and be tailored to the person. Moreover, “as with any other employee, the failure of a person with a disability to meet certain performance standards can be caused by a wide range of factors that are not related to a person’s abilities, including motivation, unclear job requirements, and lack of organizational or managerial support” (Gröschl, 2013 , p. 121).

Absenteeism and lateness have been highlighted as being particular concerns for managers (Gröschl, 2013 ; Hernandez et al., 2008 ; Kaye et al., 2011 ). Just as for performance concerns, there is evidence that workers with disabilities do not experience higher levels of lateness or absence in comparison to employees without disabilities (Kaletta et al., 2012 ; see also Fredeen et al., 2013 ). Indeed, Hernandez and McDonald ( 2007 ) found better or equal attendance records for workers with disabilities, except in organizations that also reported fewer accommodations. Finally, Kaletta et al. ( 2012 ) found that workers with disabilities had significantly lower turnover rates than their counterparts who did not have disabilities. Similar findings are summarized in a Canadian government report (Fredeen et al., 2013 ), revealing substantially lower turnover in a large hotel chain for employees with disabilities versus those without (6 vs. 52%).

In summary, while managers may express concern that workers with disabilities would have lower job performance and greater incidence of lateness or absenteeism, the empirical evidence suggest otherwise. Not surprisingly, organizations that aim to increase the workforce participation of people with disabilities often rely on success stories when speaking with members of the business community. Interestingly, employers’ testimonials make it clear that their inclusive practices do not stem from charity but from business decisions (see Table Table1). 1 ). This perspective underscores that hiring and retaining workers with disabilities means that they, like all other employees, must be able to perform the job elements that a job analysis has demonstrated as essential. Thus, a person who uses a wheelchair would not be able to perform effectively as a lifeguard in a community center pool but could be hired and be successful in other roles in the center, depending on their training and interests, such as youth services coordinator or swim coach.

Business owners or managers who are new to employing workers with disabilities may find working with a specialized employment resource center to be helpful. Indeed, employment centers’ staff work with both the employer and the workers to ensure good performance and productivity and to find solutions if problems do arise. This strategy might be particularly appealing to owners of smaller businesses who have fewer resources (e.g., time) to devote to diagnosing the roots of performance difficulties (e.g., poor instructions, lack of proper resources, poor person–job fit). Often simple and inexpensive changes (e.g., written instructions) are required to remedy the performance difficulties, as discussed in the previous section on accommodations. Research is necessary to fully explore the role of these employment resource centers, and the instances in which they may be most useful to employers. It may be that organizations that proactively seek out the aforementioned support provided by these centers are more successful in avoiding the negative and ableist stereotype of lower productivity faced by employees with disabilities (Jammaers et al., 2016 ).

Concern 10: the Occupational Health and Safety Behaviors of Workers with Disabilities

Safety is an important work outcome when it comes to organizational effectiveness. Thus, it is interesting that some managers fear that workers with disabilities introduce the potential for safety problems and higher accident rates (Lengnick-Hall et al., 2008 ; see also Domzal et al., 2008 ; Gaunt & Lengnick-Hall, 2014 ). The evidence suggests these concerns are likely to be unfounded. An industry report (Du Pont, 1990 ) suggests that workers with disabilities have equal—if not better—safety awareness and records than those without disabilities and that their safety awareness positively influences other organizational members. Another industry report found that while some employers reported more claims for employees with disabilities, the authors indicate that these results are limited because not all employers surveyed reported these figures (Hernandez & McDonald, 2007 ). The divergent findings may be explained by a recent study which suggested that workers with disabilities are more likely to report all injuries, no matter how minor (i.e., they follow reporting guidelines exactly); when considering only more serious injuries, their numbers are much lower (Kaletta et al., 2012 ). Furthermore, employees with disabilities may be more vulnerable to work injury but not because of their specific behavior; rather, they may be more vulnerable to an unsafe environment around them (Breslin, Lay, Jetha, & Smith, 2018 ).

Unfortunately, when workers with disabilities incur a workplace injury, they may have a lengthier return to work process (Smith et al., 2014 ), though this process depends on several factors such as the nature of the injury, its interaction with the existing disability, employee age, and the supportiveness of the organizational climate. Indeed, Kaletta et al. ( 2012 ) report less time away from work due to accidents and lower workers’ compensation costs for workers with disabilities. Finally, accommodations and proactive management of disabilities can help reduce workers’ compensation and insurance costs (Gardner & Johnson, 2004 ; Solovieva & Walls, 2013 ).

In summary, employers may be concerned that workers with disabilities introduce safety hazards in the organization or are more prone to injury than workers without disabilities. The evidence reviewed above suggests these fears to be generally unfounded: workers with disabilities are not more likely to injure themselves or others than those without disabilities. One area in which safety considerations may come into play is emergency situations, and it is sound business practice to ensure that emergency preparedness considers all employees’ needs. This may require having an individualized emergency response plan for each worker with disabilities (e.g., determining how a worker with a visual impairment or one who uses a mobility device can safely evacuate a building in case of fire). Furthermore, individualized plans may rely, with the employee’s consent, on assistance from one or more coworkers. These plans should be updated when the worker’s job environment changes (e.g., new location, new coworkers) and revised regularly to ensure they are still appropriate. In some cases, an individualized emergency preparedness plan is a legal requirement, as it is in the Canadian province of Ontario (see Micheelsen & Williams, n.d. for information). Advice on inclusive emergency preparedness is also offered by the AND (see Table Table1 1 ).

As noted above, there is evidence that workers with disabilities are more conscientious about reporting even minor safety violations in the workplace (Kaletta et al., 2012 ). This is useful behavior that safety-conscious organizations generally seek to encourage. Research is necessary to determine why these individuals are more assiduous: possible factors include greater job insecurity, a greater appreciation for the consequences of unsafe behaviors, or greater exposure to complicated rules and protocols (e.g., from treatment or rehabilitation processes). In-depth surveys of matched samples of workers with and without disabilities would be important for this research.

Concern 11: Disciplinary Action and Termination of Workers with Disabilities

Finally, we note in our review that many managers report being uncertain of how to take disciplinary action or fire a worker with disabilities who does not meet performance expectations, and they may be worried about legal consequences for mishandling this process (Lengnick-Hall et al., 2008 ; Kaye et al., 2011 ; see also Gaunt & Lengnick-Hall, 2014 ). However, for all employees, regardless of disability status, organizations should be proactive in managing (and documenting, as necessary) performance issues, providing training or accommodations where relevant, and providing clear performance expectations. If performance difficulties do arise, regular and immediate feedback is important regardless of disability status. Gröschl ( 2013 ) shows the benefits of immediate feedback that made use of factual and objective examples when employees with disabilities exhibited low performance. Importantly, termination due to poor performance might be considered discriminatory if the proper training or accommodations have not been provided.

When legal action does occur in the context of the ADA, the decisions most often favor employers (Lee, 2001 ). Furthermore, employees with disabilities report that legal action occurs typically after other attempts at receiving reasonable accommodation have failed and that legal actions are a result of a lack of organizational-level knowledge on how to best support the careers of people with disabilities (Wilson-Kovacs et al., 2008 ). Legal action is a last resort that is perhaps affected by some managers’ adherence to false stereotypes that view people with disabilities as entitled or asking for special treatment (Kaye et al., 2011 ). Indeed, some have argued that the vagueness inherent in accommodation laws and requirements can contribute to this stereotype (Wilson-Kovacs et al., 2008 ). Furthermore, managers often report knowledge gaps on accommodation best practices and understanding of the disability experience (Kaye et al., 2011 ; Wilson-Kovacs et al., 2008 ). Therefore, it is important for managers and people with disabilities to work on accommodations as partners and allies. Accommodations are most effective when all parties work together as true partners, and when alternative strategies are pursued if initial attempts at accommodation are unsuccessful.

Employers are often fearful of litigation, something that might be particularly concerning for small organizations, which do not benefit from the support provided by a legal department. Employers who are proactive in terms of understanding the legal context such as by visiting websites that provide information on employment laws in their jurisdiction and, more importantly, completing training courses either in person or online demonstrate goodwill and ensure that managers are aware of proper practices (see Table Table1). 1 ). Furthermore, seeking confidential assistance, such as the one provided by the ADA National Network, when in doubt or as soon as issues arise will ensure that any problems do not escalate. Small business owners might also benefit from joining business networks or societies dedicated to the inclusion of workers with disabilities. SenseAbility is one such organization in Canada, and Disabiliy:IN is one in the US. Businesses can also find other local champions of inclusive practices through local Chambers of Commerce. The ability to learn from peer organizations (e.g., similar sizes, industries), share success stories, and learn from one another’s failures may be particularly reassuring to small business owners.

Legal research on the factors that make workers with disabilities more (or less) likely to sue their employer would provide useful guidance in terms of how to prevent lawsuits. Similar research in the medical field has found that physicians who apologize to patients (or their families) for their medical errors actually reduce the likelihood of medical malpractice lawsuits, even though they are admitting liability (Ho & Liu, 2011 ). In the employment context, it would be useful to determine if any aspects of managers’ or coworkers’ behaviors (e.g., derogatory language, exclusion) are disproportionately associated with civil suits. Archival research that examines legal decisions would be especially useful.

Workers with disabilities form one of the largest diversity groups in the workplace (Hyland & Rutigliano, 2013 ). Because of the high level of unemployment among people with disabilities, many have argued that they are insufficiently utilized as a labor pool and that employers will want to recruit from this pool to address the labor shortage caused by demographic shifts as the baby boomers retire and are replaced by fewer new entrants to the workforce (Lengnick-Hall et al., 2008 ; Kruse et al., 2010 ; Schur et al., 2014 ; see also Fredeen et al., 2013 ).

Yet, despite advances in diversity and inclusion practices in the workplace, the entry and progression of people with disabilities in the workforce remain problematic. Indeed, Lengnick-Hall et al. ( 2008 ) argue that “most employers hold stereotypical beliefs not supported by research evidence” (p. 255). Because these widely held beliefs are often fueled by a lack of information, we provided evidence-based answers to 11 concerns that managers express about employing people with disabilities. Our analysis, based on empirical evidence, supports inclusive employment practices that go beyond mere legal compliance. Indeed, the empirical literature reviewed in this paper reveals that across the employment cycle, workers with disabilities should not be cause for concern for employers. Rather, employers would be wise to make use of this underutilized labor pool, given the return on investments afforded by inclusive organizational practices.

In this paper, we have provided an overview of the concerns expressed by managers about hiring workers with disabilities, as well as used the current literature in management, human resources, industrial/organizational psychology, rehabilitation sciences, and public health to examine the validity of these concerns. In future work, the concerns along the employment cycle could be mirrored by focusing on the employees’ perspective. For example, the concerns expressed by managers surrounding accommodations are, from the perspective of employees with disabilities, concerns of appropriate provision of support. Similarly, concerns about performance go hand-in-hand with provision of accurate and timely feedback from the employees’ point of view. Managers’ concerns of organizational integration can be experienced by employees as a disjunction between attitudes and behaviors.

To be sure, some of the concerns expressed by managers, such as those surrounding organizational integration, may be relevant to other groups who are stigmatized in the workplace. Others, such as the concerns surrounding accommodation costs, or safety behaviors, are not. We have kept our focus on disabilities, which has provided us with a greater opportunity for an in-depth analysis. Thus, in addition to evidence-based responses to managers’ concerns, we have also provided managers with practical recommendations and additional resources that they may find useful if they seek to support workers with disabilities throughout the employment cycle. Finally, we have provided suggestions for additional research that further addresses these concerns. Our intention was to provide a starting point for a consideration of the experiences of workers with disabilities; given the considerable potential of this segment of the workforce, we should endeavor to leverage their abilities.

Acknowledgments

Special thanks to Anne St-Amand for her invaluable assistance in the preparation of this article.

Funding Information

The authors wish to acknowledge a grant from the Social Sciences and Humanities Research Council of Canada (#895-2013-1021).

1 Readers interested in international perspectives on disabilities may be interested in the World Bank World Report on Disability ( http://documents.worldbank.org/curated/en/665131468331271288/Main-report ) as well as the Disability Rights Education and Defense Fund list of relevant laws around the world ( https://dredf.org/legal-advocacy/international-disability-rights/international-laws/ ).

2 Given that managers underestimate the prevalence of workers with disabilities in applicant pools, it is not surprising that they also do so within their own organizations. For example, a recent survey comparing health benefits plan sponsors (organizations) and plan members (employees) found that employers underestimated how many of their employees lived with a chronic condition by almost 50% (Sanofi Canada, 2016 ).

3 Customized employment typically involves applicants with severe disabilities. This approach requires “individualizing the employment relationship between employees and employers in ways that meet the needs of both. […] Customized employment assumes the provision of reasonable accommodations and supports necessary for the individual to perform the functions of a job that is individually negotiated and developed” (Federal Register, 2002 , p. 43149–54).

4 While we discuss accommodations as the last concern in the selection portion of the employment cycle, it is important to point out that accommodation can take place throughout the employment cycle, from recruitment (e.g., providing an accessible application portal) to performance management (e.g., providing accommodation to address a possible performance issue). The relevance of accommodations to the entire employment cycle is reflected in our figure.

Publisher’s Note

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Americans with Disabilities

Americans with Disabilities Act Handbook by Henry H. Perritt Jr. Call Number: KF3469 .P47 2020 ISBN: 9781543816471 Publication Date: 2019-12-17 Americans with Disabilities Act Handbook Litigation involving the Americans with Disabilities Act (ADA) is one of the most significant fields of discrimination-based litigation facing business and government entities today. The Americans with Disabilities Act Handbook provides comprehensive coverage of the ADA's employment, commercial facilities, and public accommodations provisions as well as coverage of the transportation, communication, and federal, local, and state government requirements. In this comprehensive two-volume set, you'll get a complete analysis of the Act and all the forms and case law you'll need to prepare your case. Recognized ADA authority Henry H. Perritt, Jr., clearly defines statutory and regulatory requirements for public and private employers, commercial facilities and places of public accommodation. From in-depth analysis of the statutory definition of disability to practical guidance on all aspects of ADA litigation from complaint through jury instructions, Americans with Disabilities Act Handbook provides the full range of information you need to evaluate and litigate an ADA case successfully. The complete analysis of the rapidly expanding case law is organized by frequently litigated topics, like wheelchair access and AIDS discrimination. In-depth analysis is provided for the numerous federal and state cases and significant regulatory activity by the EEOC cropping up each year. You'll also get thorough analysis of how the Rehabilitation Act of 1973 relates to ADA. The statutory definition of disability and the concept of being "otherwise qualified" for a job are also discussed in-depth. And you'll see exactly what employers, business owners, and providers of governmental services must do to make "reasonable accommodation." Plus, a comprehensive section that organizes case law by type of physical and mental impairment and accommodation by type of job requirement is provided, making analysis easier. The Sixth Edition is significantly revised and recently updated coverage includes: New case law allowing parallel § 1983 claim for ADA violation Case law on being qualified when other employees can perform essential functions New case law on attendance as an essential function of jobs New case law discussion on proof of substantial limitation on daily life activities New case discussion on employees who fail to participate effectively in exploring reasonable accommodation Limitation on requirements to accommodate absenteeism Obligation to make accommodations to lessen pain Requirement to accommodate deafness by providing sign-language interpreter Requiring employee applicants to pay for diagnostic tests New case law on direct threat defense New case law on retaliation New case discussion on who is a prevailing party entitled to receive attorneys' fees New case law on class actions Judge and jury roles and sequencing when both legal and equitable claims are pleaded Preclusive effect of claim for Social Security disability benefits New case law holding that exhaustion of Equal Employment Opportunity Commission remedies is not jurisdictional Rule 11 sanctions New case law on availability of front pay Case law on plaintiff burden to resist summary judgment New case law on religious exception New case law discussion on the Younger doctrine

Collective Bargaining

Employment discrimination.

The Balance Gap : Working Mothers and the Limits of the Law by Hampson, Sarah Cote Call Number: Online resource In recent decades, laws and workplace policies have emerged that seek to address the "balance" between work and family. Millions of women in the U.S. take some time off when they give birth or adopt a child, making use of "family-friendly" laws and policies in order to spend time recuperating and to initiate a bond with their children. The Balance Gap traces the paths individual women take in understanding and invoking work/life balance laws and policies. Conducting in-depth interviews with women in two distinctive workplace settings-public universities and the U.S. military-Sarah Cote Hampson uncovers how women navigate the laws and the unspoken cultures of their institutions. Activists and policymakers hope that family-friendly law and policy changes will not only increase women's participation in the workplace, but also help women experience greater workplace equality. As Hampson shows, however, these policies and women's abilities to understand and utilize them have fallen short of fully alleviating the tensions that women across the nation are still grappling with as they try to reconcile their work and family responsibilities.

You can't change what you can't see : interrupting racial & gender bias in the legal profession by Joan Williams Call Number: KF318 .W5373 2018 Publication Date: 2018

Family & Medical Leave

Workers' compensation.

Workers’ Compensation Business Management Guide by Commerce Clearing House Call Number: Law Library Reference KF 3613.4 W67
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433 Career Topics for Presentations and Essays

🏆 best career talk topics, 👍 good titles for career essays, 💡 most interesting career related topics, ⭐ interesting topics for career talk, 📌 research titles about career choice, ✅ simple & easy career topics for students.

Michael Jackson: His Life and Career His father was a guitarist and he wanted his children to succeed in the music industry that served as an inspiration to the young Michael.
Sports as a Career Analysis Making a proper career out of sports is something that is new to the professional world, and it is a niche that is rapidly coming up as one of the most flourishing career openings because […] We will write a custom essay specifically for you by our professional experts 808 writers online Learn More
Architecture as a Career Field From this point, architecture as a career field includes the knowledge of the architecture history, modern tendencies and the practical realization of the knowledge in the processes of planning and constructing.
Social Sciences as a Career Field With the help of social science, I can conduct research and come up with a logical finding. With the knowledge I have in social science, I can research our political system and patterns of leadership.
Personal, Professional, and Career Development In this case, the mother had a misconceived perception that the chances of succeeding in an attempt to renovate and improve the school were minimal.
Arthur Cayley: Life, Career, and Achievements Arthur Cayley joined Trinity College in Cambridge at the age of seventeen and graduated in 1842 and in October of the same year, he became the youngest fellow in that college.
Dental Hygienist: Reasons for Choosing This Career As a dental hygienist, one is also expected to take and develop X-rays before a dentist analyzes the structure of teeth for other treatment procedures.
Career Paths and the Managerial Escalator Pattern In this paper, the researcher seeks to determine the extent to which the career paths of the two people interviewed in this study conform to the pattern of managerial escalator.
Career Plan: Business Management This means that a business manager should be able to relate well with owners of the organization in order to succeed in their career.
Nursing as a Profession and Career The main aspect of professionalism that is observed in nurses is the way they communicate with the patients and how they act towards them.
The Ideal Career Choice On the other hand, a person may want to choose a career that is rewarding in terms of finances, but this may force him or her to do something that he or she does not […]
Edgar Allan Poe, His Life and Literary Career Edgar died in Baltimore and the cause of his death was not clear. Edgar, in his element, overcame challenges and established a literary legacy that has stood the test of time.
Bill Gates: Life and Contributions To have a clear indication of what the other part of the world needed, the couple toured Africa in 1995, and they resolved to donate part of their wealth to help the poor Africans.
Choosing a Career The work description of a surgeon is complex and demanding due to the occupant’s engagement in daily operations of the hospital.
Thomas Green: Power, Office Politics and Career in Crisis The reason for this is that he appears to be independent and ambitious. From this analysis, it would be appropriate for Green to inform McDonald that Davis is unhappy with his current position at the […]
Family Nurse Practitioner Career Goals As I plan to deal with children, I will be involved with planning the care of children with their parents and treating childhood illnesses.
Mobile App Development Career Speech On the other hand, mobile app development might be a tedious task, which requires superior analytical skills and mastery of programming languages. In conclusion, mobile app development is a fascinating and rewarding career.
Peter Jackson’s Life and Professional Career He works as a film producer, director, and screenwriter, who came to global recognition through his films The Lord of the Rings and The Hobbit.
Young Generation’s Challenges in Life and Career The list of challenges facing the youth in the current generation is endless with most of them having great impacts on the entire globe.
Sylvester Stallone Life and Career When he was nine years old, his parents divorced and this was another rough episode in his life. This shows that he was not afraid of challenges and was devoted to his work.
My Desire to Pursue a Career in Pharmacy The fact that pursuing a career in pharmacy will be more of a hobby to me will make it possible for me to advance my advanced levels.
Civil Engineering as a Professional Career The reason why civil engineering is dominant over other engineering disciplines is that it is broad and deals with many things such as design, building, and refurbishment of corporeal and ordinary built environment.
Personal Career Plan: A Vision Statement As for the primary career goals, after I leave the university, I would like to start my own business related to the travel industry or the restaurant industry as I am interested in both business […]
Personality Disorders and Their Respective Best Job Career People with this disorder need ample time to create their environment and avoid distrust and suspicion of others. They need little space to close relationships since their rigid and manipulated structure of working limits interaction […]
Sales Manager’s Career Development Plan As a Sales Manager, a career development plan is important to help one achieve the set goals and objectives. The short-term goals and objectives include the following; To increase the sales revenue of the company […]
Environmental Autobiography: Cities and Career This was a completely new environment to me; although much of the norms and customs of the people were similar to those of Shenzhen, the architecture and general appearance of the city was strange to […]
Essay on the Career Goal: Nursing In the modern world, the nurse’s role is changing dramatically: From being a resident assistant to the treating physician, the registered nurse is becoming the critical link in the clinic.
Britney Spears’ Life and Career Her roles in music, acting, and writing created a formidable brigade of admirers and enthusiasts who looked up to her for inspiration and motivation. In that regard, the essay shall evaluate realities and circumstances with […]
Short and Long-Term Goals for Nursing Career For one to fulfill long-term goals, it takes him or her a lot of time while short-term goal is a part of the several steps involved in the long-term goal.
Career Path Analysis and Professional Development In making this plan then one has to consider the current lifestyle and the current job so that in making the plan then you will be sure of what you are to change so that […]
Michael Jackson’s Life and Career The joining of this band marked the start of his music career because although he joined as a backup singer, with time, he started to sing vocals and later on become a lead singer.
Determinant Factors in Choosing a Career For instance, a person may want to choose a career that he/she has a passion for, but the career may not be rewarding moneywise.
Human Resources Management and Future Career The main role of the human resource management is therefore ensuring that the organization receives maximum benefits from the human resources.
The Career Interest in Finance Upon my graduation, I was employed in the same dispensary working as the finance assistant. The training together with the work experience has become my strength to further my studies in finance.
Career Counselling: Case Scenario and Session Transcript P thinks that she indeed succeeds at data analysis and that her analytical skills are right for the position as she is considered for a significant promotion.
B.B. King: Life, Musical Background & Career His preacher taught him how to play the guitar and through his employer, he acquired his first guitar at the age of 12.
Personal Philosophy of Work and Career For instance, I am aware that my advantage is the ability to organize other people and motivate them. The sense of my unique gift is to help other people, performing my duties, and, for this […]
Aviation Management Career To achieve my dreams I have studied academic courses that are relevant in the career and I have interacted with several professionals to make myself acquainted with all the activities and requirements.
Electrical and Electronics Engineering Career The main aim of the report is to enable the career consultants who will be acting as career advisors to be able to understand my career field and in the process, they will be able […]
Arts Education and Its Benefits for Study & Career Arts develop different skills and it should be noted that children who are interested in arts are more successful at their study.
Career Guidance and Counseling Additionally, significant contributions in career guidance and counseling have helped develop career guidance and counseling. Davis introduced guidance and counseling in public schools in 1907.
Eminem’s Life and Music Career Without the father’s support, the relationship in the family was unstable, and the unfortunate financial situation led to conflicts with Mather’s relatives, thus leaving a psychological trauma in his mind.
How Will Your Chosen Field of Study Help You Advance in Your Career? In general, social studies refine student’s minds and essential ways of thinking that are used not only in careers that include engaging with customers or clients but in a wide variety of careers, as they […]
Challenges of Nursing Career Again, I would like to emphasize the idea that at this point the truthfulness of my words cannot be verified. As a student of baccalaureate program I will do my utmost to master the key […]
Military Career: Human Resource Certification Earning a professional human resource certification is one of the marvelous opportunities for improving professional development because the enhancement of civilian skills may be valuable for improving military career.
Personal Brand and Career Development The “I” brand concept suggests that the potential job candidate and career builders approach themselves as marketed goods and attempt to turn their own sets of skills and personalities into goods, wanted and attractive to […]
Electrical and Electronics Engineering Career Development Electronics engineering is the branch of electrical engineering, which deals with the uses of “the electromagnetic spectrum and with the application of such electronic devices as integrated circuits, transistors, and vacuum tubes”.
Globalization Impact on Life Career and Future The world in the recent past has witnessed fast flow of information, people and materials from one part of the globe to the other, thanks to globalization.
Endodontics as a Career Path The more knowledge in the field I get the more knowledge I want to acquire. With his limited knowledge of endodontics, I was initially pushed to do all the root canals in the office.
Choosing the Right Career Path: Biomedical and Civil Engineering Biomedical engineers join sound skills of engineering and biological science, and so tend to have a bachelor of science and superior degrees from major universities, who are now recovering their biomedical engineering program as interest […]
Personal Career Goals and Learning Plan This is my short term goal at the moment and I want to ensure that I complete it within a span of eighteen months.
Bandura’s and Holland’s Career Development Theories I believe that self-efficacy is a concept that can be used by anyone to change the way they view themselves and gain more confidence.
Career Development: From Accountant to Branch Manager My five-year career development plan is in the business field, where I am currently working as an accountant in a bank and am planning that in the next five years I will have been promoted […]
Professional Competencies in Education and Career Emotional influence on perceptions of legal issues and professional ethics is also an imperative component I use to assess my professional competence.
Surgical Technician Job and Career Opportunities They work under the authority and supervision of the operating room surgeon, unless the state law or healthcare facility states otherwise.
Julius Yego’s A Biography and Career Additionally, his participation in the javelin has not only led to celebrations in Kenya but also his incorporation in the Orange Commercial Program.
Career Planning and Career Management The mission of CIPD is to serve the interests of its professional members and to uphold the highest standards on the development and management of individuals.
Edward Johnson: His Life, Career, and the Influence on Typography Gill is the author of the chapter “Inscriptions in Stone” in Johnson’s book “Writing and Illuminating and Lettering”. The group, however, grew to become a big movement in Europe, and Johnson was one of the […]
Career Genogram Analysis The analysis allowed me to concretize ideas about my family’s attitudes and career patterns. Furthermore, to complete the assignment, I had to contact my parents and relatives since extensive knowledge of one’s family history was […]
Psychology in Graphic Design Career In the advent of a poor relationship between clients and the designers, the outcome can be a product that does not match client expectations.
Good Grades vs. Soft Skills for Future Career In this way, good grades and soft skills are essential, but soft skills are ultimately more critical for success in the workplace.
Aubrey Drake Graham’s Music Career Statement of Central Idea: To inform my audience about Aubrey Drake Graham’s, commonly known as Drake, background, how he became famous, and where he is right now in his career.
Career in Victimology But criminal victimologists continue to investigate the problems of victim-offender interactions, individual characteristics of victims within and outside of the context of a committed crime, relation of victims to latent criminality, etc.
Goals Achievement in the Teacher’s Career A set of personal goals in a teacher’s life is important because it acts as a guideline to ensure that it strengthens his or her career and also benefit the students.
Emergency Preparedness and Future Career It is necessary to note that my Leader Mentor has always stressed the importance of proper training and education as she claims novice nurses should be aware of a variety of emergency situations and be […]
Career Ladder Is Fading Corporate hierarchy is disappearing, and the evolving nature of employment is becoming harder to ignore. Despite all the arguments, there is an agreement that substantial and continuous changes are taking place in the structure of […]
Jack Smith: Career Launch at Toyota The main reason was to test Smith on different levels of competency, from grand strategic planning to the micromanagement level, concerning the workplace of every worker in the facility.
Lesson Plan: Career Goals and Development Commensurate with the ASCA national model, the development of this lesson for elementary, middle, and high school students will be enabled by the Hallway 5 software to enhance information management and accountability.
International Graduates, Digital Skills and Career This perception is due to the education’s effect of social and economic changes of a given country on the accomplishment of various individual goals.
Public Policy for Career Development Although this is the intention of the curriculum, it is evident that the current academic system is not training the pupils to nurture their careers as they continue to acquire skills.
The Career of a Physical Therapist Assistant The career of a physical therapist assistant is exciting, flexible, and highly rewarding, but students require necessary qualifications to join the profession.
Choice of Career Between Accounting Manager and Accounting Auditor On the other hand, auditors are tasked with the responsibility of revising the financial accounts prepared by financial accountants to ensure that they represent “a true and fair view of the company’s financial position”.
James Brown’s Career in Soul Music Southern soul became extremely popular towards the end of the 1960s, and Brown had his first success in 1956. James Brown was one of the performers who took control of their music, as he united […]
The Significance of Biostatistics as a Career The criterion behind the collection of the data as well as its representation and interpretation employs a good deal of statistics: a science that employs mathematical concepts and principles in data collection and processing.
Career Management Topics and Their Analysis Career management is a topic that is relevant and also carried out both at the individual and management levels. This is the first step that has to be taken in any career management process.
Psychology: Factors of Success in Life and Career One of the most researched elements about success is the factors that drive people to pursue it. Success is often associated with a positive mental attitude, which triggers the desire to be successful in whatever […]
Teaching Career: Setting Goals The goal that I want to set is that by the end of the year, more than eighty percent of the students in grade 7 should be above the grade level in English.
Career Planning and Development The components discussed in the paper include matching my skills and abilities with the preferred occupation of SGM, matching my work styles and values with the position of SGM, establishing the viability of remuneration package […]
Albert Einstein, His Life and Career Newton was one of the key pioneers in the transition from astrology to astronomy and he formulated scientific laws that assisted scientists and ordinary people to understand the intricacies of planetary motions and how objects […]
Raphael: A Renaissance Master Although the style that Rafael developed over the course of his evolution as an artist was influenced greatly by the works of Leonardo da Vinci in terms of composition and technical expression and Michelangelo in […]
A Career in Dentistry The manner in which the dentists go about their work with a lot of attention to detail and in a meticulous way just shows how dentistry, like the rest of the other field in medicine, […]
Career Path in Public Health: Informative Research Career paths in the discipline range from epidemiology and health programs to global health and healthcare management. The hiring of educators and public health professionals is likely to increase by 13% between 2019 and 2029.
LinkedIn Career Identity Among University Students in Cairo This article discusses the history and overall effectiveness of the LinkedIn social network in terms of career building. In this thesis, the master examines radical job search options and the effectiveness of these methods in […]
Alternative Dental Hygienist Career This paper examines the dental hygienist’s role in homecare, the scope, and feasibility of the career, retirement license, education, experience, and possible salary and benefits for the employed.
Nursing as My Career of Interest I have acquired most of the skills required to be a nurse, and thus increased demand for nurses and an upsurge in salaries will impact me and the profession positively by increasing morale.
Dental Hygienist Career and Job Setting One of the significant roles performed by a dental hygienist is periodontal charting, which is the recording of the gingival and overall health of a patient’s oral condition.
The Future Career in Cybersecurity During the interview, it is necessary to highlight the knowledge of working as a graph as a mathematical theory and the simple use of spanning trees in cybersecurity.
Dental Hygienist Career Path: Website Analysis The website’s front page includes a with the illustration of the dental room and the name of the essay in a large distinctive font.
The MRI (Magnetic Resonance Imaging) Technologist Career Due to the profession’s close association with computer imaging and software, the MRI field is prone to advancements. Despite being a small profession, the skill-set to become a technologist does the job in demand and […]
Closing the Gap Between College and Career Thesis; Closing the gap between college and careers demands providing students with equal access to education, informing them of current opportunities, preparing them to pursue technical careers, and working with employers to satisfy their needs.
Psychotherapist as a Dream Career The skills of a psychotherapist turn out to be associated with the consistency of behavior and the delicacy of communication skills, but at the same time, they require a certain emotionality inherent in a person.
Closing the Gap Between College and Career: Comparative Analysis It is difficult for students to start building a career because of their major or the lack of work experience in the field.
Effects of Individual Career Plan Program on Nursing Students’ Career Regarding work ethic, I have learned a lot about my classmates and myself, as well as the amount of knowledge acquired and how I can apply the knowledge and gain A lot of knowledge to […]
College Graduates’ Career Paths The thesis of the article is that there are many job openings that college graduates can fit in where the fields pay depending with the specialization.
Comprehensive Career Resource Library for Diverse Populations Therefore, tools in a resource library are intended to aid career development counselors who work with high school students, college students, or veterans of the military in their client relationships.
Career Theory: John Holland’s Interest in Typology In the subject of career counseling, John Holland’s typological theory of people and settings is often recognized as the most prominent.
Communication and Career In general, the majority of proposals that relate to real estate appraisal specify the communication with clients and the coordination of the process with other specialists.
Impact of Literature on Career and Personal Life The book helped me grow as a person, which I see as the most valuable contribution of literature in general, and our humanities course in particular.
Discussion: Career and Family Roles This information helped me realize that I value a career-centered system of work-family balance and will try to succeed at work despite many complicating factors. Besides, the information from the chapter will improve my understanding […]
Social Factors of Educational and Career Choices Instead, he stated that “family forms are shaped by the adaptations of family members to the social situations in which they are embedded,” reflecting on the changes in parental messages relative to life circumstances.
Career Choices: Registered Nurse, Engineer, and Database Administrator For this review, I have selected three of the most perspective career choices: a registered nurse, an engineer, and a database administrator.
The Registered Nurse Career Assessment The results converged in that they offered the admission of registered nurses and a high readiness level for the job. Regardless of how broad the responsibilities of a registered nurse may be, the following tasks […]
Jimi Hendrix’s Life and Career: A Podcast Today’s podcast is dedicated to the apotheosis of one of the most outstanding and memorable guitarists who pawed the way for improvisation in rock music.
Closing the Military-Civilian Career Gap A combination of the above-mentioned factors makes it harder for the ex-military people to work and interact with other employees. The inability to secure employment and the stigma from employers fuel the stress among the […]
How to Close the College-Career Gap As the primary stakeholders of higher education, employers anticipate that higher schooling institutions can provide working-ready graduates with essential employability skills. According to Kuykendall, students should be upgraded, aligned to, and ready for the long-term […]
Closing the College-Career Gap Despite the training and efforts made by various sectors, both public and private, to manage and support the education sector, students continue to leave high schools and universities without the necessary skills to succeed in […]
The College-to-Career Transition The article “The college-to-career transition in STEM” contains an 11-year longitudinal study investigating the effects of vocational interest fit. The college-to-career transition in STEM: An eleven-year longitudinal study of perceived and objective vocational interest fit.
Bridging the Military-Civilian Career Gap The US military has one of the largest armies in the world and is the largest professional standing force. Skills transferability and military identity go hand in hand the military frames individuals to act in […]
Nuclear Industry Career Analysis Due to the complexity of the mathematics and theoretical work involved in nuclear engineering, it is a somewhat challenging field to master.
Closing the Gap Between Military Service and Civilian Career The most important information in the article shows that the way veterans leave the military may affect their transition. This means that not all veterans have the same level of difficulty while transiting to the […]
Analysis for Skateboard Painting and Career Pursuit Proper planning is required to ensure that the financing and activities of the business will not affect Sky’s desire to pursue her career.
Developing a Psychology-Related Career Plan This stage involves self-awareness of the gap between the current and desired career options. In this stage, the individual formulates a plan for implementing the prioritized option and takes action to execute this plan.
Plan for Trucking Career Development According to Mazareanu, it accounts for the majority of land freight transportation in the United States, with a market valued at US$732.
Active Listening for Career Growth Active listening plays a significant role in a workplace environment in many ways that are likely to benefit both day-to-day work and one’s career in the long term.
Changes in the Concepts of Work and Career Therefore, major factors that have influenced changes in the concepts of work and career are the development of technology and increasing trends in remote working.
Career Services: Types and Options The significance of one’s resume is introduced in the service summary, noting the emphasis that employers place on the set of candidates’ qualifications.
Environmental Organizer: Sociological Career Generally, a career outlook for environmental organizers is aligned with my expectations because it emphasizes the importance of sustainability and ecological laws.
Searching for the Ideal Career Through O*NET The O*NET, due to the amount of information, and convenient and quick search, can be used in a number of cases.
Intersectionality and Career Advancement Barriers When applied in conjunction with barrier theories, intersectionality allows for the understanding of the limitations that individuals of a particular race, class, gender, sexual identity, ethnicity, or disability experience in their access to various opportunities.
Building a Career Based on Strengths However, having shown my leadership qualities and passion for technical innovation, I headed a mini-project on employee adaptation, which was entrusted to me by the leaders of the company themselves.
Family Nurse Practitioner and Infection Control Nurse Career So, I should get a Bachelor of Science in Nursing, and then pass the NCLEX-RN and work as a Registered Nurse.
The Economic and Career Effects of Sexual Harassment on Working Women However, it is important to acknowledge that there have been improved opportunities for Asian Americans compared to the widespread discrimination and labor markets drawbacks in the early twentieth century.
Astor Piazzolla: Biography, Career, and Legacy The great Astor, an outstanding Argentine composer of the twentieth century, went down in history as the “great transformer of tango,” a true exponent of the music of Buenos Aires and the creator of the […]
Humanistic Approach to Career Counseling A professional counselor can be helpful in choosing the right path to a job and when it is frustrating and disappointing. Faith: Well, it is a good day, and I decided to visit you.
Accounting Studies for a Career in Marketing The first undeniable connection between accounting and marketing lies in the financial terms of marketing. Moreover, according to Matsuoka, accounting and revenue accounting, in particular, contribute to the plan and control of marketing through the […]
Career Development Program for 30-Year-Old Population At the age of thirty, it might be a challenging task for the individual to decide to change one’s career and face particular risks and concerns regarding a new occupation.
Social Work Career, Professional Behavior and Accountability I have the desire to fight for human rights and social change, and I want to fight for justice in all corners to make society a better place.
Al Gore’s Career From Politics to Climate Advocacy However, Al Gore remains a champion of the struggle for human rights and the environment. However, Gore’s stance in favor of the death penalty and his vote for military intervention against Iraq during the Gulf […]
Career-Enhancing Techniques and Their Usefulness A career strategy is a way to build it in such a way that the method of promotion and organization of activities ensures the optimal use of all driving mechanisms.
Making Career Choices: Refinery I was convinced to choose my career by work experience in a refinery, the monetary benefits, and the rising demand that my career aspiration had.
The Dilemma of Career Criminals The case of Frank Uhyarek has invited discussion of the matter of career criminals. Nevertheless, the purpose of prisons is not only isolating criminals, but also giving them the chance to realize their mistakes and […]
Healthcare Managers’ Career Development Healthcare managers are expected to develop a detailed action plan to facilitate the achievement of the goals, provision of quality services to patients, and the accomplishment of the ultimate organizational goals.
Healthcare Administrators and Managers’ Career Development Healthcare managers and administrators are in increasing demand as the organizations become more cumbersome and complex. It refers to the processes of recording, interpreting, classifying, and reporting financial transactions and economic data of the company.
The Importance of Students’ Equity in College Career Centers In addition, the role of teachers and career advisors is to work collaboratively with students and use the FoK concepts to reshape the framework of immigrant and undocumented students’ needs.
Personal Career Experience: Leadership Not only would that be a hint at personal and professional growth, but it would also serve as an opportunity for me to overcome the delimitations of my comfort zone.
Career Development in Healthcare Administration The institution provides regular training to the members and updates the current trends that are witnessed in the healthcare sector. Second, The American Society for Healthcare Human Resources Administration is a website that helps in […]
Teacher Career: E-Learning E-learning is the use of networked information and communications technology in teaching and learning. A number of other terms are also used to describe this mode of teaching.
Career Development for Healthcare Administrators This, in turn, means that the government should allocate a more significant part of the budget to public healthcare, and the patients should pay more for medical services.
Professional Portfolio, Related Barriers, and Future Career Goals One of these barriers to portfolio development is the lack of time to draw up, review and assess the portfolio. It can be said that a professional portfolio is a summary of all the highlights […]
Criminal Justice Career An individual who wants to work in the criminal justice sphere should be ready to overcome different challenges and contribute to the increased efficiency of the legal system.
A Career in Counseling Psychology Therefore, the work of a counselor in psychology seems to be one of the most appealing options from the perspective of professional growth.
Long-Distance Runner as Career To endure running for a long-distance every athlete should recognize the importance of strength exercises and follow the stated plan. All the things considered; I am motivated to start the career of a long-distance runner.
Organization Development in Career Path Choice In other words, when choosing a profession, OD plays an important role, but the most important points in choosing a career path are the education received, interest in professional activity, the location of the office […]
Career Field in Psychology: Counselor Degree programs, for instance, in child abuse counseling teach graduates about protecting children from abuse, how to recognize signs of abuse, methods of counseling and expected challenges during counseling.
Evaluating Career Choice Arguments Selecting a career that you love and enjoy no matter the pay scale because if you love your work, you will be happy.
HFMA: Learning, and Career Development The Healthcare Financial Management Association is an organization that offers membership and professional development opportunities to businesses in the healthcare field and reviews complex issues affecting the industry to provide guidance and education.
Success in Major and Career To be successful in major and career of a computer engineer, it is necessary to master numerous skills and develop the habits of a successful person!
Letter for Graduation: Career as a Nurse I genuinely hope that the degree I have obtained significantly changed my knowledge and skills in a meaningful way to help me become a dedicated nurse and perform a transformative role as a healthcare provider.
Career Counseling for People With Disabilities To sufficiently research, the issue of career counseling for individuals with disabilities in the academic press, a list of journals that offer such information was developed.
Career Opportunities in Hancock Manufacturing The combination of technological changes and the employment of new advanced employees will lead to the organization acquiring synergy in the current advancement of technology.
Youths’ Career Choices in Individualist and Collectivist Societies To study the influence of the different types of societies on young adults’ career aspirations, it is important to establish the distinct features of individualistic and collectivistic approaches to the issue.
Business Networking for Graduate Career Success According to Moore, networking serves as the hidden job market, considering that meaningful relationships before launching a career can provide oneself with a valuable asset for the workplace in the future.
Immigration and Naturalization Service Officer Career For the present paper, I have selected to profile the careers of Custom Officer and Immigration and Naturalization Service Officer. However, the entry-level position for customs is often administrative assistant, who works mainly with documents […]
Individual Career Plan of the Client The client is not satisfied with his position, as his income depends on the sales and is unstable, and the work is very time-consuming.
Managing Your Career in the Nursing Field Under these conditions, career management implies the hard work on a number of various aspects that impact my professionalism, competence, experience and should be improved to guarantee the further rapid professional and personal growth.
Globalization Influence on Career and Cultural Competence There is also a need for the employees to interact well with the changes in the jobs and be able to change to the desired level academically and on skills acquisition so that they will […]
Role of Pennsylvania State University in Career Path I have also learned from media that Pennsylvania State University is one of the best in the field of my career interest.
Self-Efficacy and Career Development On the path to achieving the set goal, it is important that an individual realizes the fact that success or failure are possibilities, and that what will make one achieve either of the two is […]
Paralegal Career Development in Law Firms The company has a total of seven attorneys specializing in different fields of law. The company does the hiring of various employees as and when the opportunity arises.
Personal Injury Paralegal Career Field The demand for legal representation in personal injury is on the rise in commensuration with the increased level of accidents and injuries in the country.
Media Influence on Donald Trump’s Career
Building a Career in Criminal Justice
Public Health Nurse Career
Trends in Nursing, Leadership Styles, Career Plans
A Career in Acupuncture: Personal Motivation
Career Choices and Factors Influencing Those Choices
Choosing a Career in Teaching
Financial Services Career: Working in Institution
Career in Advanced Practice Nursing
Nursing Career: Quantitative and Qualitative Studies
Career and Education From Dentist’s Perspective
Future Leadership Program for Career Growth
Chartered Financial Analyst as a Career Goal
Electrical Engineering Career Development
Medical Specialties and Career Development
How You Could Make a Difference by Choosing CNA as a Career?
Career Options for a Computer Programmer
Engineer Career and Inspirations
Cardiovascular Technology and How the Career Relates to Physics
Why Structural Engineering Is an Appealing Career?
Acidosis and Alkalosis Role in Future Nursing Career
Facilitating Career Advancement of Highly Skilled Women
The Struggle for Equal Career Opportunities for Women in Contemporary Societies
Career Motivation of Youth Professional Activity: RAKBANK
Digital Technology and My Career Success
Student Learning in Traditional Setting vs. Career Academies
My Ideal Career: Personal Dream
The Accounting Profession Career Choice
Acquiring Expensive Assets at the Beginning of a Career
Studying Abroad and Improving the Outcomes of Students’ Career Development
How Woman’s Gender Identity Affects Her Career
The Impact Career Academies Have on Student Learning
A Degree in Social Work: Reasons for Seeking, Career Goals and Aspirations
Management Information Systems: Ethics and Career Path
Job Searching and Career Planning
Teacher Career: Professional Development Plan
Effectively Managing Individual Career Path
Lil Wayne’s Music Career and Social Life
Electronic Filing System for Teacher Career
The Jesus Factor in G. W. Bush’s Political Career
Josquin des Prez: Life, Career and Music
Social Entrepreneurship Propositions Impact on My Career Path Planning
Emirati Career Choice: Educational and Environmental Factors
Communication Skills for Career Development in Nursing
Dwight D. Eisenhower’s Military Career
Career in Saudi Arabia
Baseball Career Personal Experiences
Curriculum for Career Education
Ozzy Osbourne: A Career With a Class
Career Development Effect on Employees’ Commitment Project Proposal
Engineer Progress to Management. Career Prospects
How I Planning a Career and Life
A Day in the Career Field of Management
Time Management: How Developing Professional Knowledge and Abilities Impact Career Success
Herb Kelleher: Life and Career
Bob Bennett and His Career Motivation
Career Choice Reasoning and Decision-Making
Career Development Plan Summary
Career Development Plan – Compensation Planning
Career Management and Performance in Companies
Doctor of Nursing: The Career Path
Immunology as a Career Field That Intrigues Me
Career in Finance Analysis or Brand Management
Database Administrator as a Career Choice
Public Speaking for College and Career by D. Menton
Career Development: Definition and Stages
Contrasting Views of Career Choices Amid the State of American Culture
Winston Churchill’s Political Career
Ethical Dilemma in Teacher Career
Key Elements in a Successful Career Development in a School
Viktor Bout: Career in Illegal Arms Trafficking
Using Information Systems in Future Finance Career
No Pain, No Gain: Kevin Chen’s Racing Career
Career Development Compensation Plan
Significant Career of Bill Murray
Relation Between Adams’s Book and Condoleezza Rice’s Political Career
Jan Brett: Boigraphy, Career and Themes in Literature
Exploring the Boundaryless Career
Personal Career Opportunities: Military Officer, Financial Analyst and Marketing Manager
Military Career of Edgar Allan Poe
Beyoncé’s Career Retrospective and Recommendations
Ethical Dilemma in the Psychologists Career
Determinants of Individual to Choose a Teaching Career
A Veterinary Technician’s Career Prospects
Career Development & Employee Motivation Initiatives: Chipotle
College and Career Readiness Lesson Plans
Career Development and Employee Motivation Initiatives at Chipotle
Job Loss and Career Counseling Strategies
Cinematographer’s Career Path: Ten Years From Now
Online Education and Career in Healthcare
Clinical Psychology: Career Pathway
Architect, General Building Contractor and Civil Engineer
Fake News and Donald Trump’s Political Career
Social Media and Marie Kondo’s Career, Culture, and Business
Jerry Lewis’ Life, Career, and Comedic Style
Career Fair at the Canadian University in Dubai
Choosing a Registered Nursing Career
College Life and Career With Asperger’s Syndrome
Career Counseling Program for Disadvantaged Youth
Sexual Harassment and Its Impact on Career
Career Theories by John Holland
College and Career Readiness: Tips for Counselors
Social Media Marketing Strategies for Career Advancement
Career-Style Interview Questions and Reflection
Nursing as an Exemplary Career
Clinical and Counseling Psychology as Career Fields
Mentorship in Career: Research Design Questions
Career Profile: Tim Cook From Apple Inc.
Teacher Career in Middle School
Saint Leo University’s Career Planning Resources
Teacher Career: Working With Autistic Children
Teacher Career: Problem-Solving for Group Management
Interest Profiler and Career Development
Career and Internship Expo at the Field House
Activism and Career in the Self-Discovery Process
Government Career in Logistics and Electronics
Assessment Practices in the Teacher Career
Starting a Successful Political Career as a Woman
Police Officer’s Career Research
Career Plan for a Realtor Agent
Thomas Green: Power, Politics, and a Career in Crisis
Professional Development: Social Career
Career: Postsecondary Education Administrator
Personal Career Management
Skills Identification, Career Planning and Goal Setting
High School Social Studies Teacher Career
Electrical Engineering Career: History and Future
Sales Executive’s Career Exploration Activities
Teaching Philosophy in a Pedagogical Career
Pursuing Home Interior Design Career
Multiple Career Choices in Biosciences
Personal Career in Health Promotion
Education and Career of Norwegian-Pakistani Women
US-Qatar Business Council’s Internship and Career
Career Plan for Founding a Non-Profit Organization
Career Path Aligned With Personal Values
Biomedical Researcher Career at Immunobiology Ltd.
Career Paths and Choices in Industrial Engineering
Educational Experience for Future Career Goals
Career Exploration: Opportunities and Requirements
Cisco and General Electric Companies at Career Fair
Johnson & Johnson Career Web Site Analysis
Medical Career and Education Experience
American Psychological Association for Career
Microbiologist as a Career in Bioscience
A Career in the Helping Profession
Software Engineering Career Information
Career Investigation: Mathematics Teacher
Electrical and Electronics Engineering Profession
Human Rights and Relations in Education and Career
Ageism and Feminism in Career and Family Expectations
Career Institute of America Inc.’s Business Status
Marketing, Its History, Future, and Career Path
Career of Teaching Art
Career in Accounting: Important Aspects
Entrepreneurial Self-Analysis and Career Aspirations
Dentist Career and Professional Values
Career Opportunities for Financial Education
Zadie Smith’s Ambitions and Literary Career
Management Career Possibilities and Development
Career Counseling Program for High-School Students
Career Options Within Accounting Field
Steve Jobs’ Influence on Tech Education and Career
The Profession of Pharmacist: Career Image
Foreigners’ English Proficiency, Education, Career
Forensic Psychology and Career Opportunities
Finance Graduates’ Career Opportunities
Interior Designer’s Career Challenges and Ethics
Hospitality Management Education and Career
Financial Advisor’s Skills and Career Opportunities
Marketing and Career Opportunity Impact
The Project Manager’s Career
Failure and Success in Teacher Career
Marketing, Its Importance and Potential Career
Mechanical Engineering Education and Career
Social Worker Career and Responsibilities
Schein’s Career Anchor Theory in the 21st Century
Nursing Career Management and Its Steps
Welch’s Winning Culture in Business and Career
Career Intervention for Female Juvenile Offenders
Nursing Career, Scholarship and Practice
Career Growth, Skills, Behaviors, and Challenges
Career Development Theories
Multicultural Career Counseling Method
Ex-Offenders Struggle to Find Jobs
Regency Hotel: Career Center Designing
Career Development in Saudi Arabian Organizations
Senior Development Administrator Career
A Five-Year Career Development Plan
Burgundy Hotels’ Career Communication
“Her Brilliant Career” a Documentary by Jean Holland
Lack of Career Growth in the UAE Public Institutions
University Life Challenges and Skills for Career
Psychological Therapist Career: Theories and Influence
Glowork’s A Step Ahead Career Fair
Jack Ma’s Business Leadership and Career
Twitch.tv and Video Game Streaming Career
Mental Health Specialist Job and Career
Teacher Career: Family’s Involvement in Education
Nutrition and Sport: Career Requirements and Employment
Counseling Psychology: Career Choice
Society Power: Ending a Deviant Career
Paphitis’ Business Career Case
Engineering and Business Career in the UAE
Ulysses S. Grant’s Life and Career
Succession Management and Career Planning
Todd Russell Achievements, Failures and Career
Globalization Impacts on System’ Engineer Career
Teacher Career: Staff Development in Kindergartens
Jorge Alderete Life and Designer Career
Formalized Career Development System
Career Path in Industrial Contractors Company
Socialization and Career Development
Nursing as a Potential Career
Teacher Career: Office Hours’ Role in Quality Education
Teacher Career: Successful Study Activity
Damien Hirst’s Life and Works
Doris Day, Her Life and Career
Frank Sinatra’s Life and Career
Dwight Eisenhower: The 34th U.S. President
Frank Gehry’s Life and Career
Teacher Career: Caring Leadership
Teacher Career: Learning Preparation
Dual Career Management in Organizations
Employee Career Management Plan
Career Planning: Path to an Insured Future
Career and Technical Education
Working With Iraqi and Cuban Refugees as a Career Counselor
Reflections on Achieving Career Success and Personal Fulfillment
Pushing One’s Fortunes: Career Theory for Healthcare Leaders
Key Highlights of the Human Career
How Career Exploration Enhances People’s Ability to Further Themselves
How Hospitals Integrate Career and Continuous Training Programs
Career Mobility and Career Self-Management Skill
Health Care Career Trajectory
Education and Career Opportunities System Evaluation
Marketing Graduate Career Trends
Teacher Career: Kapplun State College
Career Profile of Piers Morgan
Leadership and Career Development Interventions
Work-Life Balance and Its Influences on Employee Development and Career Management
Career Development and Compensation
Abraham Maslow and the Start of His Career
What Career Transitions Are You Likely to Face in The Next Ten Years?
Harry Seidler’s Life and Architect Career
Work-Family Conflict and Career Satisfaction
The Importance of Effective Writing Skills in the Security Career
Emile Durkheim Life and Career
Career in Biomedical Sciences: Opportunities & Prospects
Career Management for IT Professionals
How the DTC Major Supports Your Career Goals
Career Exploration and Awareness Education
Andy Warhol: A Pop Art Icon
Portfolio Usage in Today’s Career
Reaching the Career Goals: In Search for a Place Under the Sun
The Role of Innovative Technologies in the Architecture Career
Career Path Paper in Public Relations
Good Career and Meaningful Life
Problem(s) Globalization Presents to Your Future Career
Career Development Activities
The Women’s Career Role in the Institution of Marriage
Critical Analysis: The Peter Principle as an Explanation of Problem of Career Development
Zac Posen’s Career and Life
Career Goals in Educational Technology
Book Report: Fun Is Good: How to Create Joy and Passion in Your Workplace and Career
John Leguizamo, His Life and Career
The Career of a Physical Therapist
Teacher Career: Special Education Programming
Loyalty Motivation in “Best Places to Launch a Career” by Tanaka
Inter-Cultural Communication Skills in Career Goal at the Contemporary Workplace
Career Planning and Succession Management
Marlene Dietrich: Life and Professional Career
Photography as a Career
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IvyPanda . "433 Career Topics for Presentations and Essays." February 23, 2024. https://ivypanda.com/essays/topic/career-essay-topics/.

Career Development Topics
Mentorship Topics
Profession Ideas
Hard Work Research Topics
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Kerstin Emily Frailey - “PRACTICAL DATA QUALITY FOR MODERN DATA & MODERN USES, WITH APPLICATIONS TO AMERICA’S COVID-19 DATA"

Dissertation Advisor: Martin Wells

Initial job placement: Co-Founder & CEO

David Kent - “Smoothness-Penalized Deconvolution: Rates of Convergence, Choice of Tuning Parameter, and Inference"

Dissertation Advisor: David Ruppert

Initial job placement: VISITING ASSISTANT PROFESSOR - Cornell University

Yuchen Xu - “Dynamic Atomic Column Detection in Transmission Electron Microscopy Videos via Ridge Estimation”

Dissertation Advisor: David Matteson

Initial job placement: Postdoctoral Fellow - UCLA

Siyi Deng - “Optimal and Safe Semi-supervised Estimation and Inference for High-dimensional Linear Regression"

Dissertation Advisor: Yang Ning

Initial job placement: Data Scientist - TikTok

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100s of Free HRM Dissertation Topics and Titles
Topic 2:To establish the correlation between organisation competency development and learning activities & programmes. Topic 3:An examination of knowledge management and organisational learning for sustained firm performance. A case study of British Telecom.
137 Unemployment Essay Topics & Research Titles at StudyCorgi
In this essay, the author will present the current unemployment statistics and job outlook in the state of Georgia. The High Unemployment Rate as a Most Serious Threat to Americans. Although the United States has one of the highest economic indicators globally, thousands of Americans are unemployed across the country.
97 Employment Law Essay Topic Ideas & Examples
UAE Employment Law and Reforms in 2016. The law of employment also referred to as the labor law is a field of law that governs relations between employees and employers. Employment Law in the UAE. As Article 3 of the Law states, all personnel working on the premises of the UAE are subject to these regulations.
223 Top Human Resource Topic Ideas
A human resource research paper comprises information about the findings of a study on a specific topic. And this includes: An answer to a question that a learner set out to investigate. Proof of a relevant theory. Practical and theoretical knowledge about the topic. Human capital is a crucial asset in any organization.
99 Employment Law Dissertation Topics
A list of employment law dissertation topics: The following is a compilation of the most recent trending topics in employment law: The intersection of employment law and artificial intelligence: ethical and regulatory challenges. Gender pay equity and employment law: strategies for closing the wage gap. The gig economy and employment law ...
200+ Unique Human Resources Thesis Topics
If so, consider this list of the best HR topics for your thesis. The effects of cross-cultural recruitment on organizational productivity. How burnout and depersonalization affects the job satisfaction. How fun affects training or learning value. A comparison of trends in labor wages in various industries.
PDF The Impact of Minimum Wage Increases on Employment in The U.s. Between
wage increases on employment. In this thesis, using panel data from the Current Population Survey (CPS) in a 23-year time series (1994-2016), I focus on the impact of state level minimum wage increases on state general employment, including employment rate, workings hours, weekly earnings, and duration of layoff. Also, I look into three sub-
Employment Law Dissertation Topics
1. Agency workers have created a significant and controversial problem in employment law. A discussion on the development of an agency worker's legal status and employment rights. This dissertation topic will explore whether the Agency Worker Regulations 2010 satisfactorily deal with the protections that are to be afforded to agency worker.
104 Employee Engagement Essay Topic Ideas & Examples
The first significant privilege of employee engagement is its ability to enhance the job satisfaction and productivity of the workforce, which was confirmed by a literature review by Barik and Kochar. The Impact of the Current Onboarding Process on Employee Engagement at the Hospital.
275 Recruitment Essay Topics & Examples
Recruitment and selection are the key factors in building a strong and effective team. In your recruitment essay, you might want to focus on the importance of this processes. Another option is to concentrate on their purposes. Whether you need recruitment topics for a thesis, research paper, presentation, discussion, essay, or a different ...
Labor Law Research Paper Topics
This comprehensive list of labor law research paper topics is designed to guide you through a diverse array of subjects, providing insights into the ever-changing landscape of labor relations and shedding light on the pressing issues faced by the modern workforce. By delving into these topics, you have the chance to contribute to the ...
Current Topics in Industrial and Labor Relations Research and Practice
Recent research on six current topics in industrial and labor relations is reviewed: (a) the decline in union membership in the United States, (b) concession bargaining, (c) unions and employee participation programs, (d) the effect of unions on productivity and profits, (e) dispute resolution, and (f) international industrial relations.
20 Most Captivating Thesis Topics About Job Satisfaction
Finding a dissertation topic related to job satisfaction is not a problem. Consider the following suggestions and feel free to pick any idea. ... Top 20 Most Interesting Dissertation Topics On Job Satisfaction. In choosing a dissertation topic the most effective approach towards crafting a great document begins with choosing an interesting ...
1000+ Research Topics For Your Dissertation Or Thesis
1000+ FREE Research Topics & Ideas. If you're at the start of your research journey and are trying to figure out which research topic you want to focus on, you've come to the right place. Select your area of interest below to view a comprehensive collection of potential research ideas. AI & Machine Learning. Blockchain & Cryptocurrency.
How to come up with a topic for your thesis
Thesis topic quick guide. Find a topic by considering specific debates or discussions that interest you. Choose a topic based on phenomenon, point of view, and context. Consider the relevance of your topic in relation to job market realities. Ask your supervisor for help and guidance, as needed.
How to Choose a Dissertation Topic
Step 2: Choose a broad field of research. Step 3: Look for books and articles. Step 4: Find a niche. Step 5: Consider the type of research. Step 6: Determine the relevance. Step 7: Make sure it's plausible. Step 8: Get your topic approved. Other interesting articles. Frequently asked questions about dissertation topics.
Exciting Law Thesis Topics
This category comprises titles relating to legal issues concerning kids that contravene the law by committing juvenile offenses. Nevertheless, they are exciting law enforcement topics to explore when pursuing masters or Ph.D. studies. Analysis of children's rights against economic exploitation and harmful work.
205 Unemployment Essay Topic Ideas & Examples
Unemployment Leads to Crime Essay. In the 1990s, the rate of unemployment was low and so was the rate of property crime. Crime rates increase steadily in society, and the rate of crime is connected to unemployment and low wages. Unemployment Causes and Effects Essay. Cyclical unemployment refers to a state in which claims in the economy fail to ...
The Participation of People with Disabilities in the Workplace Across
This article reviews the research evidence on the participation of people with disabilities in the workplace across the employment cycle, from recruitment to retention. It also addresses the concerns of employers regarding the costs and benefits of hiring and accommodating workers with disabilities, and the role of leadership in fostering an inclusive work environment.
Employment & Labor Law : Related Topics
ISBN: 9781137280053. Publication Date: 2016-03-08. The Balance Gap : Working Mothers and the Limits of the Law by Hampson, Sarah Cote. Call Number: Online resource. In recent decades, laws and workplace policies have emerged that seek to address the "balance" between work and family.
(PDF) Employment Challenges in Nepal: Trends, Characteristics and
and external, in search of jobs and employment opportunities. In 2008, 44 per centof all househo lds had at l e ast one absentee member in a family with about 29 per centbeing out-migrants.
2020
Yang Liu - "Nonparametric regression and density estimation on a network" Dissertation Advisor: David Ruppert and Peter Frazier Initial job placement: Research Analyst - Cubist Systematic Strategies Skyler Seto - "Learning from less : improving and understanding model selection in penalized machine learning problems" Dissertation Advisor: Martin Wells Initial job placement: Machine ...
2021
Wentian Huang - "Nonparametric and semiparametric approaches to functional data modeling" Dissertation Advisor: David Ruppert Initial job placement: Ernst & Young Binh Tang - "Deep probabilistic models for sequential prediction" Dissertation Advisor: David Matteson Initial job placement: Amazon Yi Su - "Off-policy evaluation and learning for interactive systems" Dissertation Advisor ...
433 Career Topic Ideas to Write about & Essay Samples
Career Management Topics and Their Analysis. Career management is a topic that is relevant and also carried out both at the individual and management levels. This is the first step that has to be taken in any career management process. Psychology: Factors of Success in Life and Career.
2022
Dissertation Advisor: Jim Dai. Initial job placement: Applied Scientist - Amazon. Seth Strimas-Mackey - "Latent structure in linear prediction and corpora comparison" Dissertation Advisor: Marten Wegkamp and Florentina Bunea. Initial job placement: Data Scientist at Google. Tao Zhang - "Topics in modern regression modeling"
Biden's Job Rating Steady at 40%; Middle East Approval at 27%
WASHINGTON, D.C. -- President Joe Biden's latest job approval rating is 40%, which aligns with the 37% to 42% ratings he has earned since July, including last month's 38%.Additionally, Biden's ratings for his handling of three pressing issues for the administration -- the economy (37%), foreign affairs (33%), and the situation in the Middle East between the Israelis and Palestinians (27% ...
2019
Praphruetpong (Ben) Athiwaratkun - "Density representations for words and hierarchical data" Dissertation Advisor: Andrew Wilson Initial job placement: AI Scientist - AWS AI Labs Yiming Sun - "High dimensional data analysis with dependency and under limited memory" Dissertation Advisor: Sumanta Basu and Madeleine Udell Initial job placement: Applied Scientist - Amazon Zi Ye - "Functional ...
2023
Kerstin Emily Frailey - "PRACTICAL DATA QUALITY FOR MODERN DATA & MODERN USES, WITH APPLICATIONS TO AMERICA'S COVID-19 DATA" Dissertation Advisor: Martin Wells Initial job placement: Co-Founder & CEO David Kent - "Smoothness-Penalized Deconvolution: Rates of Convergence, Choice of Tuning Parameter, and Inference" Dissertation Advisor: David Ruppert Initial job placement: VISITING ...