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The paper analyses data from the British Health and Lifestyles Survey of 1984/5 and the follow‐up survey of 1992. It attempts to break down a large number of food consumption patterns into a smaller number of interpretable factors or tastes which are then used in statistical regression models to analyse the determinants and changes in the strengths of these tastes over time. The results show that the nature of change has been contradictory when looked at from a health‐based perspective. Some tastes are changing in a healthier direction, while others are not. Social class, age, and gender are all shown to be significant determinants of taste in both time periods.

Records an investigation of changing class variation in household expenditure on food in contemporary Britain. Based on secondary analysis of the Family Expenditure Survey, it documents the persistence of class differences between 1968 and 1988 showing that they cannot be reduced to levels of household income. Argues that obituaries for the concept of social class in the sociological and cultural studies literatures are premature.

Reports an analysis of class preferences for certain foodstuffs in the UK. Multivariate analysis of the UK Family Expenditure Survey is used to show that distinct factors operate in choice of food purchase dependent on a person′s social class. Relying on Bourdieu′s Distinction thesis as the theoretical basis, a scale of tastes for certain foods is arrived at using discriminant analysis. This builds on work already reported in the BFJ.

The purpose of this paper is to examine the effect of unemployment during the COVID-19 pandemic on mental health, quality of life and the labour market outcome across North and Southern Nigeria.

Data was obtained from staff laid off in selected tertiary institutions in North East and South West Nigeria using a self-administered questionnaire with a total sample size of 185. Findings are shown using the heteroscedastic linear regression and descriptive statistics.

The results showed a significant negative effect of unemployment during the pandemic on mental health and quality of life. Less than half of those laid off are reabsorbed into the labour market with the majority in the South than the Northern region and most are in self-employment.

The coronavirus pandemic negatively affected the human race, with a huge socio-economic impact linked to health and well-being. This reality calls for attention to the role it played on mental health and the quality of life as well as how it has influenced the labour market. Labour empowerment during a pandemic is key to cushion the effect of pandemics on health and the labour market. This can be in the form of skill empowerment and increased access to funds for business start-ups to enable self-employment that typifies the labour market after a pandemic. This in turn will reduce mental health challenges and low quality of life associated with pandemics.

To the best of the authors’ knowledge, this research is the first in the literature that provides empirical evidence of the effect of unemployment during the pandemic on well-being captured using mental health and the quality of life in Nigeria. Findings on labour market outcomes due to the pandemic and across regions in Nigeria are also scarce in the literature.

Much of the current research on women refugees and work focuses solely on settlement, neglecting the effects of displacement within this equation, despite its significant impact. Drawing from the wider literature of international development, migration, gender, work psychology and sociology, this paper provides a framework to guide informed research within this area.

This paper is a reflective and critical review of the intersection between gender, forced displacement and work. It addresses a blind spot in the current work literature, which fails to address the impact of displacement on refugee women and the consequences of displacement for vocational engagement during resettlement.

This paper contributes to the current literature in four ways. First, it adds forced displacement to the peripheral-intersections literature informing Acker's theory of “inequality regimes”. Secondly, it contributes to a deeper understanding of how pluralities and intersectionality develop during forced displacement, by introducing the theory of displacement-plurality (D-P). Thirdly, it contributes to human resource management (HRM) diversity practice by explaining the relationship between D-P and related constructs, such as work engagement (WE), economic empowerment (EE), work-related factors (WRFs) and psycho-social factors (PSFs) to help improve localised diversity practices in relation to refugee populations. Fourthly, it provides a detailed framework to guide research and practice in this area, supported by a critical evaluation of the current refugee work literature.

When we understand displacement-related factors, we can move towards a more emancipatory approach to intersectionality, allowing us to develop more sophisticated approaches to diversity in organisations. In turn, this helps us to understand people's lived experiences and their responses to organisational interventions more effectively.

The purpose of this paper is to report on a research day on the theme of diversity, held at the Centre for Employment Studies Research – formerly the Employment Studies Research Unit at the University of the West of England, Bristol, UK.

The report is based upon observations, notes and discussions of the papers presented that represented work in progress on a range of diversity issues, specifically ethnicity, gender, age and disability.

The presentations highlighted the mixed outcomes of anti‐discrimination legislation in the context of organisational objectives and practices and individual worker attitudes.

This report brings together a number of important themes, highlighting and synthesising the complex relationship between anti‐discrimination legislation and the role of organisations and employees.

Refugees’ inclusion at work is critical for the individual, for employers and for the receiving societies. Yet, refugees are often disadvantaged in working life or are being excluded from the labor market altogether. The purpose of this paper is to examine barriers and facilitators to refugees’ inclusion at work at the individual, organizational and country level, and pay particular attention to how the three levels relate to each other in shaping inclusion and exclusion of refugees at work.

The authors conducted 18 interviews with employed refugees, employers and experts from governmental and non-governmental institutions in the Netherlands.

Based on the theoretical structure, 13 themes emerged from the interview material – 5 themes at the individual level, 4 at the organizational level and 4 at the country level. The authors also found indicators for an interplay of barriers and facilitators across levels.

This is a small study conducted in the Netherlands, providing several starting points for future research.

The authors provide recommendations for refugees, employers and policy makers aimed at addressing barriers and leveraging facilitators of refugees’ inclusion at work.

The organizational level, which diversity research has shown to affect minority group members’ inclusion at work, is rarely taken into account in refugee research. Based on the cross-level analysis, the authors identify patterns of interplay between the three levels and provide a relational framework of refugees’ inclusion at work.

The paper aims to contribute to the discussion about how SIEs articulate narratives as cognitive efforts to expand, restrict or adapt their repertoire of identities in highly regulated environments.

Drawing from a social constructivist positioning, the paper explores situated social and relational practices using a qualitative framework that relied on primary data gathering through semi‐structured interviews. Qatar is a context of particular interest for exploring identity narratives of SIEs given the highly regulated environment and the large numbers of non‐nationals within the overall workforce. The study was conducted in an anonymous Qatari public shareholding company.

Findings suggest that narratives of self are framed in relation to structural constraints and patterns of adaptation. These reveal the interplay between identity, careers and self‐initiated expatriation at macro‐country and micro‐individual levels. As part of these themes, narratives of mobility and opportunity emerged in reference to career experiences and discussions about themselves (lives, identities, and expectations).

The paper contributes to our current understanding of SIEs and encourages us to consider the importance of context in shaping the SIE experience. Similarly, the scarcity of literature about SIEs in GCC countries makes this paper a timely contribution. These contributions have significant implications not only for theoretical discussions about SIEs, but also for discussions on the interplay between migration, identity and global careers.

This paper aims to investigate the interaction between the sustainability of the European social model and the European Union's revised Lisbon Strategy and its focus on jobs and growth. The success of this strategy – following its five‐year mid‐term review in 2005 – depends on attempts to renew European competitiveness through, for example, innovation and life‐long learning and well‐designed reforms of the European social model.

The paper reviews the evolution of the Lisbon Strategy and sets out the broader context for European policy on competitiveness. It provides the backdrop for discussions linking competitiveness to corporate responsibility.

The sustainability of the European social model depends on the success of the overall strategy for growth and jobs, in which innovation and life‐long learning are key. The concrete solutions to achieve a successful combination of those factors in each member state need to be found by countries themselves. That is why the preparation and implementation of Europe‐wide National Reform Programmes for growth and jobs opens an opportunity to drive competitiveness which should not be missed.

The paper addresses issues relevant for sustainable development, Europe's innovation potential and competitiveness and could open new areas for research. There is a need for a more forward‐looking approach to European citizens' aspirations that focuses on: sustaining their living conditions in a global economy; making Europe a stronger player in improving global governance; and creating a more democratic and effective political system.

The paper provides a new approach to renewing European competitiveness by fully exploiting the potential of Europe's own single and external market, as well sound macro‐economic management of its growth potential.

The aim of this paper is to explore the importance of individual learner differences and the effect differentiated instruction (DI) has on learners' levels of engagement.

The author carried out this research using a small-scale action research (AR) study.

The findings suggest that in acknowledging and responding to individual learner differences, especially interests, levels of learner engagement are positively affected.

This study’s key limitations were sample size, short-term study and potential teacher as researcher bias.

Recommendations were made for a further longitudinal study into the relationship between DI and language learner levels of engagement at University. An additional study into DI that looksbeyond language learning at HE, could add value to pedagogic approaches, which could make courses of greater intrinsic value to its students.

This research study aims to help fill a gap in the literature on the application of DI, as well as a unique perspective into its effect on learner engagement within a university context.