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The authors report on research with women managers, documenting their strategies in response to gendered and sexualised working life. The paper aims to offer a conceptual framework and suggest ways in which employing organisations and workers might recognise and address the myriad forms of discrimination.

A qualitative design was pursued with 15 one-to-one interviews and two focus groups involving 12 women managers aged from their 30s to 60s. Data were collected in Finland. Women were recruited through business networks. Participants worked in a range of private sector and voluntary sector organisations.

Finland is a country which enjoys an international reputation for gender equality, but across the data, women recounted numerous examples of how they navigate working life to manage sexualised and discriminatory encounters and comments. Women reported feeling under constant surveillance for their looks, dress and behaviours in and outside the workplace. Further, ageing brought with it challenges to remain energetic and youthful and enhance the image of the organisation.

Although a considerable body of research exists on (gendered) aesthetic labour at work in service and hospitality work, there are limited data on this in business and middle management. With an ageing workforce, and women continuing to encounter pressures with their physical appearance, behaviours and dress, they continually develop ways to negotiate their careers. The authors propose the concept of “MyManagement” as a self-technology to denote the ways how women manage workplace relationships, working life and career development as organisational practices remain gendered.

This article considers the work of an adult education project, second chance learning (SCL), in helping its clients not only to try to stop smoking, but also to examine the place of tobacco in their lives. SCL undertook this work as one of three projects funded by the Argyll and Clyde Health Board in response to the 1998 publication of Smoking Kills, by the Department of Health. SCL is based in a relatively deprived area and has a strong tradition of working with (rather than for) its users, within a clear and open management structure. The activities of the tobacco group were determined by its members, and the success of the group was marked not only by the fact that some members did manage to stop smoking, but also that members felt they had a better understanding of why they smoked. Higher levels of self confidence were evidenced by the increasing diversity of the activities undertaken by the group.

The perceived relationships between diet and health amongst a sample of working‐class women in North‐east England are examined, highlighting the impact of “food scares” current at the time of the research fieldwork on dietary beliefs and practice. Economic constraints are a major barrier to “healthier eating” in certain working‐class subcultures, but social conceptions of “good” food also often conflict with dietary advice. The findings of the research presented here demonstrate that this conflict may be heightened by the confusion and controversy attendant on “food scares”, causing anger and resentment amongst women, the principle recipients of dietary information.

Selected findings are presented from 152 semi‐structured interviews of people aged 75 and over on the theme of dietary beliefs and practices. Participants resided in urban and rural localities in Scotland and were interviewed in their own homes. Data are presented on the perceived importance of food, defining healthy eating, locality and financial constraints. In considering the implications of data for policy and practice the concepts of the enabling locality and “proper” food are considered. Maintaining independence was the priority for participants and food was perceived as a contributing factor to keeping bodies going and limiting the potential for dependence on others.

While many researchers have commented on the relationship between men and food, most empirical research has focused on men′s dietary beliefs and practices as perceived by women. Yet the consumption of food is a process instilled with cultural values and meanings that offers an insight into the workings of society, in particular household relations. In addition, research exploring the link between diet and health has emphasized the need to identify and work with the dietary beliefs of men in the design and implementation of health promotion programmes. Outlines the origins of a research project which seeks to identify and examine the dietary beliefs and practices of 30 men drawn from the service sector. The research will be conducted in both the workplace and the home of respondents, over the next two years.

Presents an analysis of data collected by questionnaire from 50 respondents on their sources of recipes. The questionnaires were completed by men and women who were members of various groups and communities located in the Edinburgh area. The data are analysed in respect of gender, class, age variations and variations according to family size. Concludes that the recipe possesses a social significance that merits greater attention, for it is the starting point of many culinary and related activities. The implications of such findings for the food industry are manifold. Many respondents identified the purchase and receipt of cookery books, the collection of recipes, and the exchange of recipes as related activities. As such, the cultural significance of the recipe and its importance in food marketing cannot be underestimated.

This paper aims to explore the SME managers' understanding of, and attitudes towards human capital (HC) and well-being as factors impacting on the business performance of their organisations.

The study from which this paper reports included qualitative data collected through 42 semi-structured interviews with senior managers of SMEs from growth industries in the service sector. Research was undertaken in three European Union countries: Scotland (UK), Finland and Bulgaria. These countries are considered to be at different stages in the development of a knowledge-based economy (KBE) and innovation.

It is evident that whilst SME managers are interested in knowledge, skills and experience as key elements of HC, peoples' soft skills and attributes, such as attitude, willingness and ability to learn and develop, and enthusiasm about the(ir) work are often considered more important. HC is seen as potentially an abundant resource, providing scope for competitive advantage at both personal and enterprise levels.

The key findings from this paper inform future policy and HRM practices in respect to the development of a KBE through highlighting positive impacts for SMEs' strategy management practice.

The key findings from this paper inform future policy and HRM practices in respect to the development of a KBE through highlighting positive impacts for SMEs' strategy management practice.

This paper indentifies SME managers recognition of individual's potential to gain new knowledge coupled with a willingness to learn as important – and often more so than formal knowledge and experience. It gives valuable insights about well-being viewed through the prism of SME management. It offers opportunities for personal development as well as the acquisition of new knowledge and skills. These can have a positive impact on potential employability and also the evaluation job content.

The purpose of this paper is to outline the development of a toolkit designed to assist UK small to medium enterprise businesses (SMEs) manage work‐life balance (WLB) policies and practice issues, across the life stages.

A multi‐method approach was adopted combining a literature review, limited empirical study and piloting of the toolkit.

Life stages pose complex work‐life challenges for employees and resource and workforce management issues for employers. Demographics, employment cultures and socio‐economic and labour market trends impact on the physical and psychological wellbeing of employees. In striving to fulfil multiple work‐life roles, workers constantly face challenges in terms of (un)paid work/non‐work commitments, caring responsibilities and changing family structures resulting in work/family tensions. This leads to workforce planning, recruitment and retention costs for businesses. Employers face challenges in working with the growing number of WLB policies and in monitoring and evaluating policies, practices and procedures. SMEs require support to adopt a comprehensive WLB approach, whilst meeting operational requirements within resource capabilities and ensuring business sustainability.

The toolkit is a source of WLB guidance for practitioners and those with an HR role in SMEs. The paper encourages reflection on research from business and social science research to better inform human resource (HR) practice.

The paper identifies the critical need for “WLB across the life‐stages” policy and practice guidance for UK SMEs.

Presents the debates conducted during themed workshops. Considers the implications of historical and consumption factors alongside research questions. The themes considered include dietary change, low income households, health education, food industry and government policies. Concludes that there is a need for a continuing and wide ranging debate to assess and evaluate structural, regional and local activities and policies.