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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.

Using the Employment in Britain dataset (a representative sample of employees in Britain in 1992) we analyse the determinants of learning within organizations at employee level. Questions were asked about the role of learning new skills in the respondent’s job. Various determinants of learning are explored such as human resource management practices, career patterns etc. These results are set within the context of a “competence building system” and related to current debates within the national systems of innovation literature.

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 aim of this book is to contribute to the understanding of product innovation – how it takes place and how it affects the economy. Our analysis of product innovation links it to interactive learning and to the performance of firms. On the basis of unique data sets and detailed case studies we study the interconnections between these three elements from different angles. We believe that the book will prove helpful for managers, employees and policy makers as well as for all those in academia who wants to understand the role of product innovation in the economy.

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.