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There is an increasing interest in how organisations of all sizes and sectors can practically address and embrace “diversity issues” both internally within their workforce and externally in relation to their customer base. There are many differing definitions of diversity, however it is generally accepted that organisations who manage diversity effectively go beyond recognising and accommodating the uniqueness of each member of its team by celebrating, valuing and actively encouraging the diversity of the workforce, thus fully enabling each individual to maximise their contribution to achieving organisational goals. “The diversity driver” is a practical diversity performance management tool that has been developed by The Back to Work Company, BQC Performance Management Ltd and the Fair Play Partnership, with support from Yorkshire Forward. The driver is based upon the business excellence model and provides a structured self‐assessment tool that enables organisations to identify their current strengths in addressing diversity in addition to prioritising areas where further improvements could be made. This article provides an outline of why diversity is being taken seriously, how the diversity driver can be utilised within organisations of all sizes and the benefits of adopting this very practical approach to diversity.

The focus of this paper is to centre the lived experiences and perceptions of western education held by Aboriginal people who lived at Moola Bulla Native Cattle Station (Moola Bulla) in Western Australia, between 1910 and 1955. Of interest is an investigation into how government legislations and policies influenced these experiences and perceptions. The purpose of this paper is to promote the powerful narrative that simultaneously acknowledges injustice and honours Aboriginal agency.

The research from which this paper is drawn moves away from colonial, paternalistic and racist interpretations of history; it is designed to decolonise the narrative of Aboriginal education in remote Western Australia. The research uses the wide and deep angle lens of qualitative historical research, filtered by decolonising methodologies and standpoint theory. Simultaneously, the paper valorises the contributions Indigenous academics are making to the decolonisation of historical research.

Preliminary findings suggest the narrative told by the residents who were educated at Moola Bulla support a reframing of previous deficit misrepresentations of indigeneity into strength-based narratives. These narratives, or “counter stories”, articulate resistance to colonial master narratives.

This paper argues that listening to Aboriginal lived experiences and perceptions of western education from the past will better inform our engagement with the delivery of equitable educational opportunities for Aboriginal students in remote contexts in the future.

This paper will contribute to the wider academic community by addressing accountability in Aboriginal education. Most important to the study is the honouring of the participants and families of those who once lived on Moola Bulla, many who are speaking back through the telling of their story.

This paper aims to examine the demographic diversity at top-level management and its impact on the performance of Malaysian-listed companies. In addition, Muslim diversity on corporate boards is examined.

Although many organisations aspire to be socially diverse, diversity’s consequences for organisational performance remain unclear. This study specifies the whole distinct mechanism and measures it independently, bridging as the demographic diversity among the board of directors (BODs) and bonding as the firm’s financial performance. To maintain the homogeneity factor, the empirical analysis has been confined to 12 fully fledged sectors and 529 Malaysian listed firms out of 798 firms selected on the basis of judgmental sampling during the period of 2013. The paper applies the correlation matrix and linear regression model to justify this phenomenon.

The empirical findings suggest that gender diversity (Muslim and Non-Muslim women) is positively significant with firm performance with regards to management, shareholders and market perspectives. It means that both Muslim and non-Muslim women are contributing to firm performance. Ethnic diversity (minority) and Muslim diversity (majority) have no impact on firm performance. On the other hand, interaction variables are positively significant with firm performance. It means that majority and minorities are essential for corporate boards to produce a greater performance.

Future research could include more variables such as director’s age profile and foreign participation as well as other types of diversities, such as cognitive diversity and corporate diversity. In addition, another possible extension could be the investigation of diversity issues between small scale and large or high and low-profit firms. The findings provide insightful information to firms, as this study suggests that the diverse corporate boards can enhance firm performance.

In recent years, diversity issues have been examined with regard to firm performance of the listed companies. Whilst extensive literature exists on diversity issues, this issue is still under debate and has had inconsistent results. The paper attempts to fill the gap in the existing literature, discuss the empirically diverse corporate boards with the interaction approach and impact on the firm performance.

This paper aims to describe the development of WorkOut, an Internet-based program designed to help young men overcome the barriers towards help-seeking and to build the skills they need to understand and manage their own mental health. Information and communication technologies (ICT) hold great potential to significantly improve mental health outcomes for hard-to-reach and traditionally underserved groups. Internet-based programs and mobile phone applications may be particularly appealing to young men due to their convenience, accessibility and privacy and they also address the strong desire for independence and autonomy held by most men.

In this paper, we describe the design process itself, and the strategies used for multi-disciplinary collaboration. The initial evaluation process and results are also described which consisted of three distinct phases: website statistics; one-on-one user testing; and pilot interviews.

The results suggest that WorkOut has the potential to attract young men. However, further work is needed to ensure that users remain engaged with the program.

The difficulties encountered and lessons learned provide an insight into the factors that should be considered in the design and evaluation of future ICT-based strategies within the mental health domain, as well as their potential applicability to clinical and educational settings.

The most obvious symptom of the most obvious trend in the building of new libraries is the fact that, as yet, no spade has entered the ground of the site on Euston Road, London, upon which the new building for the British Library Reference Division has to be erected. Some twenty years of continued negotiation and discussion finally resulted in the choice of this site. The UK and much more of the world awaits with anticipation what could and should be the major building library of the twentieth century. The planning and design of a library building, however large or small, is, relatively speaking, a major operation, and deserves time, care and patience if the best results are to be produced.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

It is apparently becoming the fashion among certain types of self‐sufficient persons in this country to endeavour to bring discredit upon the scientific expert, and—whenever the practice can be indulged in with impunity—to snub and to insult him as far as possible. While this course of procedure is particularly to be observed when the expert is called upon to give evidence in a Court of Law, or to explain technical points before some highly inexpert body, it is not only in these circumstances that he is subjected to misrepresentation, discourtesy, and downright insult. Whenever a case occurs which appears to afford pabulum capable of being twisted into shape for the purpose, certain newspapers— generally, we are glad to say, of the lower class—are invariably ready to publish cheap sneers at science and scientific men, frequently accompanied by insulting suggestions. Other journals of a better class do not indulge in abuse and insulting suggestions, but confine themselves to lecturing the expert or experts with all that assurance which is characteristic of blatant ignorance. Accusations of incompetence and of culpable negligence are common in the gutter Press and in some so‐called Courts of Justice. Even suggestions of bad faith and of failure to honourably discharge duties undertaken are sometimes to be met with. It cannot be supposed that the reason for all this is to be found in the conduct of some very few persons who, in the eyes of all right‐thinking people, have brought discredit on themselves by appearing as “ advocate‐witnesses ” to defend the indefensible. At any rate, the conduct of such individuals affords no justification for tarring everybody with the same brush. The hostile, acidly‐cantankerous, and frequently grossly insolent attitude adopted by certain persons and in certain quarters towards those experts whose duties are of a public character and connected with legal or semi‐legal proceedings, is due to a reason which is not far to seek. It is due, in the first place, to the disgraceful ignorance in regard to scientific matters, even of the most elementary kind, which unhappily pervades all classes of the community;' and, secondly, to that form of jealousy peculiar to the small and mean mind which detests and kicks at anything and everything beyond its power of comprehension. When apparently contradictory evidence is given by scientific witnesses—appearing on opposite sides in a case—it is obviously far more easy and satisfactory to shriek about the “ differing of doctors ” than to admit that one's own miserable ignorance prevents one from seeing the points and from ascertaining whether there is any real contradiction or not. It is far more convenient to suggest that the public analyst, for instance, does not know what he is about, has made some absurd mistake, or has been guilty of scandalous negligence, than to admit that one does not understand his certificate owing to one's own defective education or inferior intellectual capacity.

The purpose of this paper is to determine whether greenhouse gas (GHG) tradeable instruments will be classified as financial products within the scope of the World Trade Organization (WTO) law and to explore the implications of this finding.

This purpose is achieved through examination of the units of the Australian carbon pricing mechanism (the CPM), namely eligible emissions units. These units are analysed through the lens of the definition of financial products provided in the General Agreement for Trade in Services (the GATS).

This paper finds that eligible emissions units will be classified as financial instruments, and therefore the provisions that govern their trade will be regulated by the GATS. Considering this, this paper explores the limitations that are introduced by the Australian legislation on the trade of eligible emissions units.

This paper is limited in its analysis to the Australian CPM. In order to draw conclusions on the issues raised by this analysis, it is necessary to consider the WTO requirements against an operating emissions trading scheme. The Australian CPM presents a contemporary model of an appropriate scheme.

The findings in this paper are crucial in a GHG-constrained society. This is because emissions trading schemes (ETSs) are becoming popular measures for pricing GHG emissions, and for this reason the units that are traded and surrendered for emissions liabilities must be classified appropriately on a global scale. Failing to do this could result in differential treatment that may be contrary to the intentions of important global agreements, such as the WTO-covered agreements.

The learning objectives are intended to stimulate the students’ comprehension of the various challenges faced by Indian startups in the digital ecosystem. With the changing working dynamics in organizations around the globe, managers are expected to explore unconventional business models to facilitate operational growth. The case study is a valuable resource for graduate students to enhance and evolve their critical thinking and solution-oriented skills as forthcoming managers of digital businesses. Students should be able to analyze the case, respond to the questions and evaluate the consequences of workplace flexibility, moonlighting and its applicability in an organizational context. With the Indian Government introducing schemes such as the Digital India initiative and Startup India, it is predicted that numerous startups will opt for digital business standards and a remote work approach. The case bridges classroom theories and a real-life digital company to help students connect with emerging market scenarios.

During the digital era, India witnessed a shift in companies’ work culture, which amplified when COVID-19 hit the country. Organizations started to work remotely and experienced the numerous benefits it brought. The comfort of working from home was greater for digital businesses whose significant operations could be performed online. However, is it really that productive for digital companies to telecommute? The case illustrates how a digital company, Career Pandit, formed in 2018, unfurls and expands its business and further highlights the challenges the pandemic raised concerning people management. In addition to the discussion, the purpose of the case is to determine the implication of workplace flexibility and moonlighting and how Indian startups cope with the uncertain future challenges it brings.

Under graduate and postgraduate students.

Teaching notes are available for educators only.

CSS 6: Human Resource Management.