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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.

The literature on information technology outsourcing (ITO) prioritises monetary considerations and overlooks human aspects. This qualitative study adopts a contextualised approach to address a research gap in understanding agency workers’ intent to stay in the ITO sector.

In contrast to previous studies that focus on intra-organisational factors and use quantitative designs, this study takes a qualitative approach. It analyses data from 85 in-depth interviews with agency workers in the Chinese ITO supply chain and project managers of supplier and client firms.

The study constructs an integrated framework covering 15 factors at three levels and shows how they interact to influence Chinese agency workers’ intent to stay in the ITO supply chain. Variations in outsourcing management styles and practices among U.S., Japanese and Chinese client firms are presented to enrich the understanding of outsourcing dynamics in a global context.

This study contributes to the ITO literature by providing new insights into the retention of highly skilled agency workers and deepening the contextual understanding of this issue, throwing light on the human aspects often overshadowed by monetary considerations.

This paper investigates strategies for addressing the global challenge of food loss and waste (FLW) within the food industry. It examines the relationship between corporate social responsibility (CSR) initiatives and state regulatory interventions for reducing FLW.

This mixed method study utilizes a unique panel dataset which includes the 150 largest food industry companies in Italy, Norway and the UK. It combines quantitative data analysis with qualitative insights derived from corporate strategies and corporate communications.

The analysis reveals that food companies with an established CSR strategy and in particular companies whose CSR reports highlight their environmental and social achievements are more likely to achieve in effective FLW reduction. Additionally, national-level regulatory interventions guided by European Union waste strategies act as pivotal benchmarks and encourage stricter corporate food waste management policies.

This research underscores the significance of CSR strategies and effective state regulation in the fight against FLW and offers policymakers and businesses valuable insights enabling development of robust strategies.

By emphasizing the interplay between CSR and regulatory intervention, this research contributes to the achievement of a more sustainable and efficient global food system that addresses both economic and ethical concerns and could have far-reaching societal and environmental implications.

The paper sheds light on the interplay between CSR initiatives and regulatory interventions for tackling FLW and emphasizes their synergistic impact on sustainable practices within the food industry.

Arab Americans experience higher rates of mental illness and lower rates of treatment compared to the general population. While some factors leading to this disparity have been proposed, data in the literature remains lacking. This study aims to explore the mental health perspectives of Arab Americans living in Southeastern Michigan regarding barriers to mental health treatment, treatment resource preferences and telemental health preferences.

Responses were collected through an anonymous bilingual Qualtrics survey from both Arab and non-Arab participants (n = 294, ages 18+) in Southeastern Michigan. Participants’ perceptions regarding mental health barriers, resource preferences and telemental health were assessed. Comparisons were performed between Arabs and non-Arabs, and among Arabs.

Compared to non-Arabs, Arabs were less likely to seek mental health treatment from a therapist or a primary care provider and were more likely to not seek treatment. Arabs were more likely than non-Arabs to list fear of being called crazy by others and cultural barriers. With regards to preferences on telemental health utilization, no significant differences between Arab and non-Arab participants were found.

The results provide insights into Arab-American mental health perspectives, especially pertaining to mental health barriers, resources and telemental health preferences, adding a novel perspective on the mental health preferences of Arab-American subgroups, especially regarding gender and age differences. This study highlights the Arab-American population as a nuanced and diverse group, emphasizing the importance of future studies to show a more complete picture of Arab-American mental health.

The case and supporting teaching note were developed through the use of secondary sources such as company documents and archives, news articles and academic publications.

Jane Fraser, Citigroup CEO and the first woman to lead a major Wall Street bank, found herself at a crossroads. Weeks prior to the company’s 2022 annual shareholder meeting, Citigroup announced it would provide reproductive health-care benefits to employees traveling out of state for an abortion. Prompted by legal developments that hinted at the potential for a widespread ban on abortions, the announcement resulted in threats from Republican lawmakers to change course or suffer financial consequences. Through the case, students explore the role of business and corporate leadership in response to controversial political issues, including the potential opportunities and threats.

The case is best-suited for management or other business students at the undergraduate or graduate/MBA level. The learning objectives of the case would fit well within any of the following courses: Corporate Social Responsibility (CSR)/Business and Society; Business Ethics and Decision-Making; and Strategic Management. Instructors should position the case after students have been introduced to the topic of corporate social responsibility, ethical decision-making and/or CEO activism.

This qualitative study explores the career trajectories of women of color (WOC) leaders through the “From Assimilation to Alienation” framework, building upon Thomas et al.’s (2013) “Pet to Threat” work and incorporating intersectionality and the Stereotype Content Model. By examining 71 WOC leaders across various industries and racial groups (Black, East Asian, Latina and South Asian), this study aims to uncover the challenges, coping strategies they employ and the nuanced variations in their career experiences. The findings seek to inform organizational practices and DEI interventions in workplaces and leadership positions by considering the complex interplay of race, gender and stereotypes in corporate environments.

This qualitative study employs an interpretivist paradigm, featuring semi-structured interviews with 71 WOC leaders (18 Black, 18 East Asian, 17 Latina and 18 South Asian) from various industries, including Fortune 10 to 500 companies. Participants were purposively sampled based on leadership roles and racial backgrounds. Virtual interviews lasted approximately 60 min each. Data were analyzed using thematic analysis, focusing on predefined themes from the “From Assimilation to Alienation” framework while allowing for new themes to emerge. This approach enabled the exploration of participants' experiences, challenges and coping strategies within their corporate environments.

The findings reveal that WOC leaders experience a trajectory “From Assimilation to Alienation,” with nuanced variations across racial groups. Initially, they face tokenism, overlooked competencies and patronization. As they challenge the status quo, they encounter alienation, professional legitimacy challenges and insufficient recognition. Black women leaders face the most adverse experiences, followed by South Asian, Latina and East Asian leaders. Isolation emerges as a persistent theme across racial groups and career tenures. WOC leaders employ coping strategies such as demonstrating high work proficiency, relying on merit, utilizing diplomacy and setting boundaries when facing adversity.

This study’s limitations include a focus on specific racial groups (Black, East Asian, Latina and South Asian), excluding white women and other diverse groups. It also does not explore intersectionalities such as religion, sexual orientation and age. However, the “From Assimilation to Alienation” framework developed in this study provides a foundation for future research to examine how multiple intersectionalities impact work and leadership experiences across a broader range of diverse groups.

The findings of this study provide valuable insights into the unique challenges faced by WOC leaders, highlighting the need for organizations to develop targeted interventions that address the “From Assimilation to Alienation” trajectory. Leadership training programs should incorporate modules that raise awareness about the experiences of WOC leaders and provide tools to assess and mitigate the adverse effects of tokenism, isolation and professional legitimacy challenges. These modules should also emphasize the importance of recognizing and rewarding the contributions of WOC leaders. By fostering a deeper understanding of the experiences of this group and providing practical strategies for support and inclusion, organizations can create a more equitable and inclusive leadership landscape that harnesses the full potential of diverse talent.

This study extends the Pet to Threat theory (Thomas et al., 2013) by exploring the “From Assimilation to Alienation” experiences of women of color leaders in corporate environments, integrating intersectionality and the Stereotype Content Model. Examining leaders from four racial groups (Black, East Asian, Latina and South Asian) provides a nuanced understanding of their challenges and coping strategies. The findings offer insights for organizations promoting DEI in leadership, highlighting the need for targeted interventions. This research contributes to the limited literature on career trajectories of this underrepresented group and lays the foundation for future studies on intersectionality of race, gender and leadership in the workplace.

This study aims to develop an understanding of strategies used by two major banks in Australia to manage reputation risk after court proceedings were initiated by the government for serious breaches of the Anti-Money Laundering and Counter-Terrorism Financing Act 2006.

The study is grounded in the corporate social responsibility (CSR) and image restoration literature. Thematic analysis of court proceedings, banks’ annual report suites (which include sustainability reports) and media reports was undertaken using the conceptual framework of reputation risk management (RRM).

A major new strategy of image restoration – defiance – emerged. It is contended that the existing RRM framework needs to be refined. Similarly, in the reducing effectiveness strategy, two new sub-strategies need to be included: refusal to acknowledge an incident as reputational damage and acceptance of the statutory penalty without legally challenging it. The banks also used traditional strategies of the RRM framework, such as reducing effectiveness by minimisation, bolstering, corrective action and mortification.

Trustworthiness and confidence are at the core of modern banking. Banks use CSR disclosures as the principal means for image restoration. The present paper explores the link between extant CSR literature and RRM.

The purpose of this paper is to garner a deeper understanding of the site of influence of aspects of risk management for tax practitioners.

The research design is twofold. Phase one consisted of a wide-scale international survey with 1,061 tax experts across 59 jurisdictions. In phase two, the authors followed up with 68 semi-structured interviews with tax practitioners working in 11 different countries.

The findings recognise the importance of the firm as a significant “site of influence” for tax practitioners in shaping their risk appetite in their tax work. The firm eclipses other influences of risk such as professional body oversight, public interest and demographic markers such as gender and career stage. The authors show that firm is significant, irrespective of size of firm.

This work has practical implications as the findings highlight the importance of oversight of professional service firms by both the professional accountancy bodies and revenue authorities. The findings may have impact on the ethical training and guidance for trainee accountants in terms of an increased awareness on the employing firm as a site of influence for tax practitioners.

This research is important as it adds to the significant body of work on firm socialisation and highlights the important role that the firm holds in moderating (or exacerbating) the risk appetite of tax practitioners, which has significant implications in terms of pushing the boundaries of tax aggressive behaviours. The work aims to recognise the important role that tax practitioners can have in moderating aggressive tax practice, and, thus, reducing tax inequalities and shaping a better world of “Reduced Inequalities” (SDG10).

This study was conducted to assess the alignment of the strategic plans of the Cavendish banana grower cooperatives to business excellence models (BEMs) and to determine its financial impact to elucidate the performance of the respective cooperatives. This is anchored on the primary objectives of cooperative business sustainability, expansion and sustained competitiveness, all of which are significantly impacted by the strategic plans. The BEMS establish the parameters that are useful in determining how well the strategic plans correspond.

Qualitative and quantitative methods were used in this study. Strategic plans and audited financial statements (FS) for calendar year (CY) 2021 and 2022 of two Cavendish banana grower cooperatives in Region XI on the context of BEMs were evaluated and examined using the Malcolm Baldrige National Quality Award and Philippine Quality Award. Of the seven criteria, only five were considered as follows: organizational profile, leadership, strategy, workforce, process and result. The first four were taken from strategic plans, while result was from audited FS.

The strategic plans of the two cooperatives selectively satisfy some of the sub-criteria of each of the four criteria. Furthermore, the cooperatives followed the usual basic contents of and briefly presented in the strategic plans the strengths, weaknesses, opportunities and threats (SWOT) analysis, strategic objectives, plans, targets and timelines. This suggests that the cooperatives are not familiar with the BEMs which could be attributed to the educational qualifications of the directors and officers, or possibly not introduced by the Cooperative Development Authority (CDA). On the financial performance, one cooperative has impressive records but generally had lower performance in 2022 compared to 2021.

This study covers only Cavendish banana grower cooperatives particularly located in the Southeastern part of Mindanao (CDA, 2021) in the Philippines where people are mostly of similar culture. This does not represent much diverse culture; thus, this may work only in organizations with similar culture. In other industries or organizations where cultural diversity occurs, there may be a need to conduct study to determine the level of adoption of BEMs by the cooperatives. On the other note, the samples are very limited that generalizability cannot be made. Conducting a similar study involving many cooperatives is suggested.

This study explores the alignment of the Strategic Plans of the Cavendish banana grower cooperatives to BEMs which has long been neglected.