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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.

This study explores the impact of transformational leadership on work engagement within remote work settings. More specifically, we investigate whether supervisor’s perceived digital communication skills moderate the relationship between perceived supervisor support and work engagement.

Moderated mediation model has been tested using a sample of 410 consultants in Italy who worked within a fully remote work setting during Covid-19 pandemic.

Drawing on construal level theory and social presence theory, our study provides insights into the dynamics of leadership and work engagement in remote work settings. We demonstrate that, despite the challenges posed by physical distance, transformational leaders can effectively stimulate the work engagement of remote collaborators. Moreover, our findings suggest that the perceived digital communication skills of supervisors play a crucial role in moderating the relationship between perceived supervisor support and work engagement. This underscores the importance of supervisors' adept use of digital tools in conveying psychological presence and fostering employee engagement in remote work environments.

Our study highlights the importance of developing supervisors' digital communication skills to support and stimulate employee engagement in remote work settings.

This study contributes to the literature by providing one of the first empirical tests of the relationship between transformational leadership, perceived supervisor support, supervisor’s digital communication skills and work engagement within a remote work setting. By challenging prior assumptions and offering novel insights, our research enhances understanding of leadership dynamics and provides practical guidance for organizations navigating the challenges of remote work.

This study aims to (1) examine corporate sustainability communication that promotes pro-environmental behaviour and (2) explore women’s experiences and expectations in relation to sustainability communication. Based on the findings, the study proposes a sustainability communication model that can facilitate the needs of both companies and women.

A case study was conducted to examine sustainability communication within the support waste management project of one company in Bali, Indonesia. Following the appreciative inquiry method, focus group discussions involving Balinese women and in-depth interviews were conducted to discover the best experiences and most appropriate ways to participate in waste management initiatives.

The findings show a gap between women’s understanding of sustainability issues and the information provided by the company. The company and women construct their own understandings of sustainability issues, and each has different capacities, needs, interests and values. This study contends sustainability communication as a process for co-creating meaning. It should begin by using the livelihoods and tangible impacts on women groups as the entry point.

The proposed framework suggests communication intervention that acknowledges the importance of community participation and empowerment as well as three levels of impact: for themselves, their environment, and their communities. This study also recommends further studies in different contexts, as this study was conducted in collectivist rural communities.

The proposed framework accentuates the value of communication processes and management as well as sustainability outcomes, and considers women as actors, rather than as objects.

This study aims to explore whether participation in employer-provided skills and learning programs can strengthen older workers’ abilities to carry out their work in a meaningful way so that it increases work attractiveness and a willingness to remain in the current job position.

A survey was distributed to assistance nurses, nurses and teachers, aged 55 years and older in a Swedish City (n = 1,342), analyzed descriptively and with structural equation modeling.

This paper showed positive relationships between active participation in organizational learning programs (OLPs) and autonomy, relatedness, competence and also attractive work. Associations are observed between participation in learning programs, e.g. mentorship, through the strengthened basic needs at work with work attractiveness and lower intention to leave, but not prolonged retirement preference.

The cross-sectional quantitative design restricts drawing causal conclusions about associations.

OLPs at work may be seen as potential measures to strengthen work conditions, fulfilling basic psychological needs at work and increase work attractiveness in strained welfare sectors.

There are some welfare sectors that – more than others – are strained by challenges to maintain, sustain and develop quality, knowledge and staff due to poor economic and social resources with regard to sustainability, e.g. in the educational and caring sectors. Strengthening organizational measures is needed to support sustainable development.

This study applies advanced statistical methods, in a large empirical sample, and shows the importance of skills and learning programs for job attractiveness among older workers in female-dominated, strained welfare sectors.