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This article explores the republican case for worker voice in economic enterprises based on the ideal of freedom as non-domination, and assesses its merits relative to two influential arguments for workplace democratization grounded on freedom understood as autonomy and self-determination. Two claims are advanced. The first is that the republican case for worker voice avoids difficulties associated with these two arguments. The second, however, is that the ideal of non-domination is insufficient, that an adequate understanding and defence of workplace democracy will also have to make significant reference to freedom understood as autonomy.

Argues that federalism, regionalism, constitutions, governmental and electoral systems are institutions through which minorities and the majority are accepted as equal parts of the state and feel represented and protected, with consensus-driven democracy promoting diversity. Citizens' rights can promote diversity through affirmative action, through the 'state-action doctrine', and through collective rights when an effective court system exists. The international community increasingly claims the right to enforce minority rights based on international law. However there is no known case where the international community has succeeded in upholding existing diversity by enforcement. (Original abstract - amended)

This book introduces the difference model of disability. Framed within an affect-based understanding of the relationships between those living with impairments and others, this new model offers a reconsideration of the construct of disability itself. Disability is flexible, relational, and perceived through an acognitive lens.

The earnings gap between male and female employees is substantial and lingering. Using linked data for Britain, in this paper we show that an important contribution to this gap is made by the workplace in which the employee works. Evidence for workplace and occupational segregation as partial explanations of the earnings gap is presented. Having allowed also for individual worker characteristics there remains a substantial within‐workplace and within‐occupation gender gap. The contribution of these factors, as well as the earnings gap itself, differ significantly across sectors of the labour market. The relative unimportance of occupational segregation and the large remaining gender gap suggest that stronger enforcement of equal pay legislation is likely to be the most appropriate policy response.