COVID-19 and the reimagining of working while sick

[...]there is great potential for attitudes and decision-making processes regarding working while sick to change, hopefully for the better. [...]what once was a largely private and personal decision based on a somewhat limited set of antecedents (see Miraglia & Johns, 2016) is now multifaceted, emotionally charged, and perhaps (hopefully?) more morally derived and other-focused than before. Research suggests that emphasizing harm to others, as compared with emphasizing harm to oneself, increases engagement in personal safety behaviors (e.g., Grant & Hoffman, 2011). [...]we suggest additional investigation as to whether considering other stakeholders in decision making can be leveraged for changing presenteeism beliefs and behaviors. An opportunity for lasting positive change At present, the many ways in which the COVID-19 pandemic has disrupted the world through premature loss of life, declining health, income and job insecurity, social tension, and more are clear.

The inequity of crisis: COVID-19 as a case for diversity management

COVID-19 as a case for diversity management In many ways, the emergence of a novel public health threat has both heightened and made more visible the inequities that have long existed in our society, and there is ample evidence of the unequal harmful effects of COVID-19 on minority populations. Organizations should correspondingly ensure that all employees are aware of employee assistance programs or other supportive resources and that such resources are equipped to respond to issues such as racial harassment, increased fatigue from trying to balance work and childcare, and other unique challenges minority employees may be experiencing. [...]perhaps most importantly, this is a time when organizations are making difficult financial decisions, as many are faced with the need to downsize, cut resources, or otherwise offset lost profits. Toward addressing the first question, specific research topics include documenting experiences of racial harassment among Asian American employees from both coworkers and customers and their consequences, satisfaction with technology-mediated forms of working and collaborating among employees with and without disabilities, anticipatory fears of physically returning to work among employees with chronic physical health