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The purpose of this study is to highlight a paradox between inclusion/exclusion at the level of the organisation and classroom practices, as well as between general and disability/special educational needs (SEN)-specific approaches to diversity in the classroom. The authors recommend better alignment between school policies and teaching practices to offer all students an equal chance to benefit from inclusive pedagogies.

This study analyses a school that has gained public reputation as an innovative, inclusive school in Austria. Applying a case study with an ethnographic methodological approach, the authors explore what strategies are implemented to become more inclusive at the level of school organisation and classroom practices? What are the pedagogical beliefs and actions relating to diversity that drive inclusive efforts? How is this school's general approach to diversity enacted with students with SEN?

The findings show that context-specific circumstances shape inclusive school development, which comes with a set of affordances and challenges. The authors argue that in this case, striving for inclusion indicated two ways of “doing difference differently”. First, the school has built on many cornerstones of inclusion when relating and responding to student diversity, that was remarkably different than in other mainstream schools in Austria. On the contrary, while creating new educational and pedagogical norms, it also recycled conventional segregating tendencies, and as such, reproduced hierarchised difference, but in other ways than schools typically do in mainstream schooling.

This school and its pedagogical mission have never been analysed through the rich data that two researchers were able to gather and work through.

Considering the critical role of higher education institutions in the advancement of the 2030 Agenda, this paper aims to analyse the incorporation of the gender perspective (Sustainable Development Goal 5) in the University Cooperation for International Development.

Following a qualitative methodological strategy, this paper identifies the potentialities and challenges of this perspective from the point of view of the technical staff of the cooperation units of seven Spanish universities.

Results show a strong intention to incorporate gender principles, in accordance with the SDGs framework. However, the findings also point to certain divergences in the forms of understanding and implementing gender equality in practice. Finally, this paper uncovers a variety of strategies to navigate the resistances, still existing in the university community.

Spain is orienting the legal framework of its cooperation and international relations towards the ambitious horizon of a feminist foreign policy. Universities are key actors in international development cooperation and the implementation of the SDGs. This is an issue that has received little research attention, particularly from a gender perspective.

Institutional change (IC) programs in the public sector are often driven by sustainability and digitalisation as contextual factors, contributing to the development of digital and sustainable governance (DSG) systems. This study aims to explore the longitudinal impact of ICs on DSG advancements.

We collected and analysed data of 200 public sector organisations in two European countries and conducted a longitudinal analysis, focusing on the impact of European Union-funded IC programs.

Results show that steps towards digital governance (DG) are demonstrably linked to environmental efforts, and EU-funded IC programs could have a long-term positive impact on digital and environmentally sustainable governance in Europe. Findings, however, highlight the unbalanced nature of sustainability governance, as environmental and policy-related conditions and activities seem to be overemphasised.

Environmental policy seems to be established, but future DG initiatives should consider more environmental polity conditions and activities (e.g. dedicated departments), as well as economic and social sustainability to ensure well-balanced governance systems.

To the best of our knowledge, this is the first study that explores empirically how prior IC programs affect future DSG in the public sector.

Public scepticism is becoming more prevalent surrounding organizations' corporate social responsibility (CSR) implementation and communication. Management research has tended to over-fixate on the strategic paybacks of CSR, and less attention has been devoted to examining why CSR is under siege due to the pervasive issue of scepticism coming from a plethora of stakeholders. This study provides a scoping review to appraise the status quo of CSR vis-à-vis scepticism scholarship and examine how the two concepts have been contextualized in relation to one another in the extant literature in question. The findings illustrate that the process nature of CSR scepticism is complex, given that CSR can yield both a buffering and boomerang effect on CSR practitioners. The qualitative content analysis performed on 58 studies, published from 2007 to 2022, elaborates on CSR scepticism as a multidimensional construct with three distinctive typologies of research approaches identified, explicating how the CSR and scepticism topicalities have been cross-examined in relation to one another: “Typology 1: Dispositional Scepticism and the Buffering Effect of CSR on Scepticism”; “Typology 2: Situational Scepticism and the Boomerang Effect of CSR on Scepticism”; “Typology 3: Centrality of CSR Scepticism and CSR Scepticism Mitigation.” This study offers a conceptual insight into the prevalent issue of scepticism in the CSR context, while also informing marketing, communication, and public relations professionals about the necessity of mitigating CSR scepticism, which poses a barrier to effective CSR implementation and communication processes.

In 2020, former Major Junior hockey players filed a lawsuit against the Canadian Hockey League (CHL), its three regional affiliates and each of their teams. The statement of claim (Carcillo v. CHL, 2020) alleges rampant institutionalised and systemic abuse shaped by a toxic environment that enables abuse, discrimination and other harmful conduct to continue. In response, the CHL commissioned an independent review panel (Thériault et al., 2020) to investigate the abuse allegations. The panel concluded that the culture in the CHL has allowed abusive practices to become a cultural norm. The purpose of this chapter is to provide an understanding of player perceptions of hazing in the context of an environment that is typically understood as hypermasculine to the point of enabling abuse and the vitiation of consent. Drawing on a content analysis of affidavits from the Carcillo lawsuit as well as semi-structured qualitative interviews we conducted with former CHL players, we discuss the findings that suggest that CHL teams and leagues have often fostered a culture that can facilitate dangerous hazing practices for which consent is not always authentically obtained.

This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions.

The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country.

SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions.

Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being.

The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.

Using “on justification” theory, this article explores the rationality and justification of the West-African military migrants for joining the British Armed Forces.

We utilise an interpretive qualitative research methodology in this study. We undertook semi-structured interviews with 42 military migrants who joined the British Armed Forces between 1998 and 2013.

We identify various factors that influenced the participants’ decision to join the British Armed Forces, such as individual aspirations, the need to find a “path” at a crossroad in life (e.g. a career dilemma or the loss of a parent), economic opportunities and institutional incentives. Military migrants’ career motivations are shaped by their deep affection for the Crown and their desire to give back to the country with which they share a colonial history.

The UK’s Ministry of Defence, government and policymakers could gain valuable insights from this study. The findings could significantly shape their recruitment and retention policies, thereby enhancing the attractiveness of the military profession. This could be a crucial step in addressing the recruitment challenges and personnel deficit currently faced by the British Armed Forces.

This study provides a fresh perspective on the dynamics of the military service of foreign-born veterans. The article focuses on an underrepresented group (West-African military migrants) to enhance our understanding of their career motivations in the British Armed Forces. We identify and categorise the motivations and justifications for military migrants’ enlistment in the British Armed Forces according to seven justifications, each depicting a career pattern informing the participants’ motivations and justifications for their enlistment.