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Fierce competition in the airline industry compels airline companies to offer various services. Yet, while companies strive to become preferable, customers confront numerous airline selection indicators, and as such causes vagueness in human thinking that needs to be systematically and normatively resolved. Accordingly, the purpose of this paper is initially to establish a strategic decision model that incorporates key selection indicators, among hundreds of criteria, through a systematic approach. Subsequently, it also aims to investigate the relative importance of these indicators for passengers.

This research first utilises a comprehensive literature review to uncover key indicators used in airline selection. Afterwards, the outcome obtained from the first phase initiated the phase of determining the prioritisation of these key selection indicators, through the analytic hierarchy process (AHP) method, based on passengers’ judgments.

The outcome of structuring a strategic decision model reveals 32 key selection indicators to be mainly considered by passengers and these indicators are grouped under five dimensions in this paper. Then, the prioritisation results given by the AHP indicate that “price-related factors” and “customer satisfaction-related factors”, respectively, are more important dimensions for passengers while selecting the best airline company.

The proposed approach provides a novel way to identify and prioritise key airline selection indicators for different passengers, through using the AHP, as a response to the need of adopting a systematic and comprehensive manner with the inclusion of general industry norms. Within this scope, the established model and the prioritisation results can be used as a reference by both airline passengers during their decision-making processes and airline companies which aim for becoming more competitive.

The interplay between gender and dynamic managerial capabilities is not well studied in the extant literature. This paper aims to explore how dynamic managerial capabilities, as prized qualities in the job market, are framed in gendered ways and how the gendering process disadvantages female and male workers for different reasons and harms the organisations, which use the managerial capabilities approach without proofing it for gender biases.

An extensive literature review was conducted and a framework that offers a new gender perspective was offered.

A number of ways dynamic managerial capabilities may be proofed for gender biases and how a gender-balanced framing of dynamic managerial capabilities may be achieved are identified.

This paper contributes to the development of a new gender perspective, which is called regendering of dynamic managerial capabilities, which frees the concept from its binary frames of gender, assumptions of gender neutrality, with a view to capture gender diversity in a way which is closer to its nature in theory and practice of dynamic managerial capabilities.

The purpose of this paper is to offer a consolidative approach in exploring the potential contribution of digital technologies in sustainable supply chain management (SSCM) for the sustainable performance of food supply chain business, through the circular economy concepts.

As a single case study, this qualitative, interpretivist research was based on one of the largest food producers in the United Kingdom. The research utilises semi-structured interviews and applies thematic analysis to offer rich insights into SSCM challenges and their relationship with the business performance, through ten in-depth interviews.

Findings derived from thematic analysis of the interview transcripts suggest four main critical success factors underpinning SSCM practices and businesses performance – i.e. business continuity, waste reduction, performance measurement approach, and organisational learning, which could use the help of digital technologies to improve. This led to seven propositions to be addressed in the future research.

This research offers real, practical insights into SSCM challenges, within the context of food supply chain and explores the potential of digital technologies in overcoming them. Accordingly, the primary contribution of this work is grounded in the identification of critical success factors in SSCM for food supply chains (FSC). Hence, this work contributes further to the literature on SSCM, as well as circular economy, by providing a study of a business in the context of the highly pertinent and valuable food industry.

There is a growing interest in the use of HR-based Industry 4.0 technologies for equality, diversity, and inclusion (EDI) issues yet the emerging trends of Industry 4.0 in EDI implementations and interventions are not fully covered. This chapter investigates the emerging themes regarding EDI and Industry 4.0 interaction through Google-based big data that show the actual interest in Industry 4.0 and EDI. Drawing on a web analytics method that tracks the real click behaviours of web users through querying combined sets of keywords, the study explores the trends and interactions between Industry 4.0 technologies and EDI-related HR practices. Our search engine results page (SERP) analyses find a high volume of queries and a significant interest between EDI elements and artificial intelligence (AI) only. In contrast to the suggestions of the extant literature, no significant user interest in other Industry 4.0 applications for EDI implementations was observed. The authors suggest that other Industry 4.0 technologies such as machine learning (ML) and natural language processing (NLP) for EDI implementations are in their early stages.

With the rising concern for employment equity, accompanied by the potential for social media backlash and boycotts of company brands, products, and services, organisations are focussing on equality, diversity, and inclusion (EDI) in the workplace. They develop programmes and initiatives and allocate resources to these efforts. While there has been some progress, companies have also faced challenges that stymied the effectiveness of those programmes and the intended outcomes for their organisations. Based on in-depth interviews with 28 employees of organisations in various industries, this chapter identifies challenges at three levels based on employee perceptions. The findings categorise these challenges at the individual employee (micro) level, the organisational (meso) level and the national (macro) level. Furthermore, the findings suggest steps to remove some of those challenges, or at least minimise their negative impact on organisational EDI policies and practices.

Managing differences is a difficult undertaking, especially considering the difficulties arising from the unconscious functions of our brains. Organisations should strive to counteract the potentially harmful effects of unconscious bias by implementing policies that support bias-aware management and decision-making. Although it is obvious that bias cannot be completely eliminated, there is enough data, as discussed in this work, to demonstrate that unconscious bias and stereotypes can be addressed and decreased with mindfulness-based interventions (MBIs) to some extent. Mindfulness involves the process of bringing non-judgemental awareness to experience by striving for full attention in the present moment. In this context, including mindfulness practises into training programmes for equality, diversity, and inclusion may serve as an accelerator for recognising hidden biases, reducing stereotypes, eliminating discrimination, and encouraging cognitive changes. This chapter explains the ways in which MBIs can be used to promote cognitive changes and comprehend the automatic and unconscious nature of emotions and thoughts in order to remove barriers between all differences in the workplace.

This chapter explores the impact of equality, diversity, and inclusivity (EDI) on internal change agents’ (ICAs) personal and professional development. We have surveyed 117 ICAs that undergo a four-year digital development programme at Edinburgh Business School (EBS). Our survey design draws from expectancy, surprise, sensemaking, and attribution theories to test four hypotheses using Spearman’s rank. We found that diversity features such as gender, age, sector affiliation, work experience, management responsibility, and programme stage do not strongly impact ICAs’ experience of personal and professional development. Surprisingly, some diversity features had a modest or moderate impact on ICAs’ experience of personal and professional development. This disconfirmed our basic assumption about the effectiveness of inclusivity practices in the digital development programme at EBS. We conclude that future research should further investigate the impact of evaluation on ICAs’ personal and professional development and how we can secure it in a digital Business School context.