Additional Information

Available Through

Papers from the Institute of Archaeology (open access)

Language

English

Notes

Abstract: As Sue Hamilton brought out, a combination of personal and structural forces harm workers and areas of work. Those forces multiply inequity by channelling already disadvantaged workers into disadvantageous areas of work. For example, under a historic ‘domestic’ division of labour in archaeology, women have disproportionately performed invisible ‘dishwashing’ duties, which have not only been immediately financially under-rewarding and relatively insecure, but which have also undermined career progression by requiring under-recognised labour such as collection cataloguing (Dommasnes, Kleppe, Mandt and Næss, 1998: 119; see also Bolger, 2003: 207 – tables 8.2–8.3; Webb and Frankel, 1995: 101; Karouzou, 1984: 27, translated and cited by Nikolaidou and Kokkinidou, 1998: 248).

Taxonomies

RPA Codes & Standards

• Archaeologist's Responsibility to Colleagues, Employees, and Students
• Archaeologist's Responsibility to Employers and Clients

CIfA Codes

• Principle 5: Recognition of aspirations of employees, colleagues and helpers in all matters of employment

Keywords & Terms

• Equity and Representation; Discrimination and Harassment
• Funding, Employment, and/or Compensation for Work
• Professional Qualification
• Professional Relationships and Communication
• Professional Standards

Topics & Issues

• Careers in Archaeology
• Compensation for Work
• Equity, Representation, and Diversity
• Job Security, Unemployment, and Compensation
• Universities, Academia, and Student Training