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While scholarship has identified the bias that maternal women (Arena et al., 2023; Grandey et al., 2020) and racial minority employees (King et al., in press) endure, few have taken aim at understanding how these identity characteristics might combine to concomitantly shape work experiences. Drawing from stigma theory (Goffman, 1963), the primary purpose of our chapter is to examine how the stereotypes of maternity might interact with race-based stereotypes to shape the experiences of working women. In doing so, we will be able to identify which stereotypes of maternity (i.e., incompetence or disloyalty; Grandey et al., 2020) might be exacerbated or weakened when varying race-based stereotypes are considered. After reviewing the potential for intersecting stereotypes, we then argue that mothers might experience different work and health outcomes – both pre- and postpartum – based on their race. We close by providing insight for future scholars and identify additional identity characteristics that may shape mothers' workplace experiences.

Post-traumatic stress disorder (PTSD) affects both civilian and military populations following wartime experiences. However, despite an abundance of research investigating civilian and military populations separately, much less focus has been given to synthesizing and integrating findings to describe how civilian and military war survivors are comparatively affected by PTSD. This review is broken down into three sections covering (1) risk factors associated with PTSD, (2) relationships between PTSD and mental health outcomes, and (3) protective factors that can attenuate PTSD and its effects. Each section covers findings for civilians and military personnel and highlights similarities and differences between groups.

Organizational research on diversity, equity, and inclusion (DEI) is at times siloed; the experience of one minoritized or underrepresented group is treated as completely separate and different from the experience of another group and thus research separately. For example, there are terms that are studied only in the context of one group, and a different term is used to study a very similar (or identical) concept among a different group. Indeed, there are many unique experiences that specific minority groups encounter at work. Because of this end, minority groups should not be fully categorized together, and their individual should not be erased. However, there are shared experiences that many or all minorities experience at work, whether they are a gender minority, racial minority, or a member of any other minoritized group. Recognizing these shared experiences can help scholars develop a deeper understanding of what it's like to be minoritized or underrepresented at work, and therefore help to better serve these communities. To this end, our chapter highlights three such shared but unique minority experiences: three experiences that are common across all minority groups but operationalize slightly differently in different populations. The first experience we discuss is discrimination, as all minorities typically experience some form of negative differential treatment at work. The second experience we discuss is identity management, as many minorities need to actively think about how they present their minority identity to others (regardless of if their identity is “concealable” or not). Finally, we discuss strength through adversity, as many minorities argue that their minority identity is a source of strength and an area that benefits them at work. We conclude the chapter with a call toward intraminority solidarity, suggesting that recognizing shared experiences and working together can help build better workplaces for all minority employees.

The purpose of this paper is to explore Bryan Stevenson’s (2014, 2015) call to action from within two emergent schools of thought in criminology, “cultural criminology,” and “convict criminology”, which share a special concern with the contributions that criminological research makes to a climate of social control and punishment. The author’s central aim is to explore the capacity of what the author argues is a potentially under-leveraged tool of social change – the philosophies underlying and implemented in cultural and convict criminology.

To demonstrate the potential impact of this research, the author draws upon a purposive sample of qualitative studies that exemplify the particular emotive, moral, and aesthetic goals central to Stevenson’s call to action. The impact of the production of images of crime, crime control, and criminals that emerge in the development of the paradigms central to cultural and convict criminology is finally discussed in terms of Stevenson’s four prescriptions for social and criminal justice reform.

The underlying philosophies, theoretical assumptions, and methodological approaches dictated by convict and cultural criminology are uniquely equipped to make visible the forces linked to resistance to penal and social reform.

In synthesizing cultural criminology and the emergent convict criminology as guides to doing empirical research, and identifying each as embodying Stevenson’s call to action, the author hopes – maybe not to extract those easily ignitable, invisible forces away from reform efforts entirely, but at least – to provide those who are interested with a more nuanced map of where they are not likely to live and breathe them. Stimulating and widening the criminological imagination might not satisfy our need to quickly and concretely apply a solution to injustice, but it might be what the problem demands.

Stevenson (2014) argues that the extent of injustice in the US criminal justice system is so pervasive, extraordinary, and long standing, that everyone has a role to play in the course of our everyday lives in turning the tide of indifference and cruelty that feed mass injustice and incarceration. Applying his proposals to the on-the-ground working lives of empirical criminologists holds potential for effecting change from the top-down.

The idea of implementing supply chain management (SCM) principles for the construction industry was embraced by construction stakeholders to enhance the sector's performance. The analysis from the literature revealed that the implementation of SCM in the construction industry enhances the industry's value in terms of cost-saving, time savings, material management, risk management and others. The construction supply chain (CSC) can be managed using the pull or push system. This chapter also discusses the origin and proliferation of SCM into the construction industry. The chapter revealed that the concept of SCM has passed through five different eras: the creation era, the use of ERP, globalisation stage, specialisation stage and electronic stage. The findings from the literature revealed that we are presently in the fourth industrial revolution (4IR) era. At this stage, the SCM witnesses the adoption of technologies and principles driven by the 4IR. This chapter also revealed that the practice of SCM in the construction industry is centred around integration, collaboration, communication and the structure of the supply chain (SC). The forms and challenges hindering the adoption of these practices were also discussed extensively in this chapter.

Work environments, which are widely acknowledged to exert strong influences on employee attitudes and behavior, have been studied since the initiation of formal work entities. Over this time, scholars have identified myriad impactful internal and external factors. Absent though are investigations examining economic downturns despite their acknowledged pervasiveness and destructive effects on worker performance and well-being. To address this theoretical gap, a multistage model acknowledging the impact of recessions on workplace responses, response effects, and environmental considerations is proposed. Inherent in this discussion is the role of economic decline on reactive change processes, the nature of work, and the structure and design of organizations. These significant changes affect employee attitudes and behaviors in ways that increase the political nature of these work environments. Organizational factors and employee responses to heightened recession-driven politics are discussed. Additionally, theoretically relevant intervening variables capable of influencing work outcomes are described. The chapter is concluded by discussing the implications of this theoretical framework as well as directions for future research.

This paper reviews the evidence base for vertical integration in health care. We describe its impact on organisational structures, on how services are provided, and on such outcomes as cost, clinical outcomes and patient experience. We also outline conditions that support successful integration.

Scholarship on workplace diversity, equity, and inclusion (DEI) is voluminous. Nevertheless, there is relatively little work that examines DEI from an organization development and change (ODC) or systems perspective. As a result, there is no unified framework ODC practitioners can use for DEI diagnosis and intervention. The purpose of this chapter is to review the ODC literature with respect to DEI and propose a diagnostic Context-Levels-Culture (CLC) framework for understanding and addressing diversity-related challenges in organizations. We also present a case example of how this framework can be used in DEI consulting, including implications for future research and practice.

The purpose of this paper is to show that the microfinance industry practices can benefit from the culture and spiritual traditions of a country.

The authors use the Bhagavad Gita and the codes of Manu and Kautilya to describe the background of Hindu teaching and practical wisdom. The authors use a case study of a Hindu microfinance institution (MFI).

The authors find that Indian spirituality is a case-based application of learning through experience.

The case used in this study is one of a religious organization led MFI. It would be interesting to have follow up case studies of for-profit organizations and study their philosophy and links to spiritual traditions.

The authors find that business in general, and MFIs in particular, should adopt risk-based pricing. The specificities of each product, its delivery and price should be based on continuous learning from experience of helping customers. Thus a case-based approach to product development and pricing is required.

This paper is a response to the current criticism of microfinance and argues for more tolerance on the part of society and more sensitivity on the part of MFIs. The case study shows that with the right attitude, it is possible to balance societal interests, customer needs and the institution's growth.

This is the first paper on microfinance which looks at outsourcing from a spiritual viewpoint and launches a debate on whether “playing God” is useful.

Purpose – The chapter explores the methodological challenges in doing community-based participatory research (CBPR) in social science investigations with immigrant women experiencing intimate partner violence (IPV) in Canada.

Methodology/approach – The methodological comments, observations, and challenges discussed in this chapter result from research funded by the Social Science and Humanities Council, a branch of the Canadian Federal Tri-Council. The research that the authors conducted was both quantitative and qualitative in nature. The sample consisted of three groups of women: (1) immigrant women in Canada >10 years, (2) immigrant women in Canada <10 years, and (3) visible minority women born in Canada.

Findings – The chapter highlights some of the lessons learned in conducting CBPR research in the context of immigrant survivors of IPV. This discussion can be relevant to both academics and non-profit/advocacy agencies interested in pursuing community partnership research on interpersonal violence.

Originality/value – There is a paucity of writings on CBPR research in the social science and the challenges. This chapter reveals the methodological challenges that the researchers experienced in doing CBPR with racialized immigrant women who are survivors of IPV. This discussion can be relevant to both academics and non-profit/advocacy agencies interested in pursuing community partnership research on interpersonal violence.