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This chapter focuses on how alternative data can change the nature of financial forecasting through improved short-term forecasting techniques and decreased informativeness from longer term sources. Increased use of social media data leads the charge in transforming this transition. Alternative data are data not from standard financial statements or formal reports. This chapter looks at alternative data from new sources (e.g., social media, Internet of Things [IoT], and digital footprints) and alternative data from new collection methods like web scraping for textual analysis, image analysis, and vocal analysis). It first discusses standard data in financial forecasting. Next, this chapter examines alternative data in financial forecasting. Finally, it discusses alternative data used in studying finance more broadly.

This chapter explores genderwashing in the context of exclusive talent management (ETM) and defensive diversity management (DDM). It makes the counter intuitive argument that ETM is a misnomer in that it privileges maintenance of an organizational hierarchy based on social identity over the development of talent. Further, DDM is a genderwashing tool, enabling organizations to fend off criticism through symbolic diversity, equity, and inclusion (DEI) initiatives while enacting discourses that legitimate structures, practices, and norms that produce a status hierarchy based on social identities. A genderwashing perspective reveals this contradiction and spotlights the uncomfortable reality of workplace inequalities. It also shows that operating within boundaries set by the status quo renders DDM ineffective in removing the real career impediments faced by women and members of minoritized groups (MMG). A transformative diversity management (TDM) approach is needed to confront these realities and enable organizations to support the career aspirations of women and MMG.

Over decades, tourism has been over-valorized as a mechanism that leaves developing economies from poverty and pauperism. In fact, development theory has enthusiastically emphasized the nature of tourism as a sustainable activity that boosts local economies. Quite aside from this, some critical voices not only have questioned to what extent tourism alleviates local poverty but also the connection between tourism and poverty. An emerging field within tourism studies has plausibly discussed the conditions laying for poverty to become a commodity or a tourist attraction. In this context, the classic paradigm of tourism development has been radically shifted. There is a type of emerging morbid consumption (morbid taste) that makes the Other's pain a question of attraction. This chapter not only ignites a hot debate revolving around the nature of poverty tourism but also its main contradictions. These contradictions can be very well begged in a question: if we start from the premise poverty seems to be the main commodity to exchange for local culture, how can the industry of tourism eradicate poverty?

This paper aims to explore and conceptualize the emotional labor of racial minorities and women in the gig economy.

The paper draws on current research on gig workers' engagement in emotional labor and accounts of unfair practices in the gig economy. It calls out the presence of bias in algorithmic systems used within the gig economy as a means of control and gig worker management. The negative impact of such bias on a specific gig worker demographic is theorized.

Through a review of research on the nature of work in the gig economy, the paper suggests an unspoken mandate exists for gig workers to engage in emotional labor practices. Specifically, the nature of gig work in terms of algorithmic control, coupled with gig work dependence, often creates a need for gig workers to engage in emotional labor. This need is heightened for racial and ethnic minorities and women gig workers.

As gig platforms increasingly rely on algorithms for management and gig workers face biases, this paper offers valuable insights that contribute to a comprehensive understanding of the gig economy's impact on worker well-being. The paper discusses the need for more profound research into the nature of work in the gig economy and the life experiences of gig workers.

This paper has significant implications for organizations and gig workers. Understanding the relationships proposed in this paper can inform organizational strategies to enhance the well-being of gig workers and improve their overall work experiences, potentially leading to increased satisfaction and reduced turnover. Additionally, the paper recommends strategies gig workers can utilize to achieve positive outcomes.

The evolving work landscape, driven by the gig economy, necessitates a thorough understanding of new work dynamics. This paper sheds light on the often-overlooked diversity within the gig workforce, mainly focusing on the unique experiences of women and racial and ethnic minorities.