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Research projects involving traditional knowledge are finding new ways of dealing with intellectual property rights and commercialisation. Influenced by calls for fair and equitable protocols involving access and benefit sharing regimes, researchers are developing new standards of practice. Here this paper aims to explore the process by which the CIHR Team in Aboriginal Antidiabetic Medicine (TAAM) came to address these issues within the scope of participatory action research.

A case study method is applied in order to highlight key events and topics. The legally binding research agreement developed for this project is used to illustrate examples of how the needs of First Nations stakeholders and of researchers are met.

The paper finds that strong research partnerships are characterized by accountability, adaptability, transparency, good and frequent communication and ultimately, trust. Researchers should be prepared to take a more “human” approach in their studies as the establishment of personal relationships are as important as the research itself. Proposals should include both monetary and intangible outcomes where possible, which reflect aboriginal culture and decision.

This paper can help others to understand the needs of aboriginal peoples with regard to research. It also provides links to protocols and the legal research agreement used by TAAM that can serve as an adaptable template for future work.

Publicising the research agreement and experiences herein is meant to contribute to a body of knowledge that will one day lead to new research norms when dealing with aboriginal peoples and traditional knowledge.

This research aims to explain, in the secular French context, the intention of managers to accommodate religious expression at work (REW) when they are not obliged to do so. This paper seeks to understand the determinants of managerial positions on REW. Building on previous studies on how organisations and managers deal with religious expression, this research seeks to extend the evidence on this important aspect of managerial behaviour in relation to accommodating REW.

The hypotheses were tested using a structural equation model based on the theory of planned behaviour (TPB) in diversity management (N = 151 French managers). This method highlights attitudinal and organisational determinants favourable to the intent to accommodate.

The present research provides new insight by identifying two main direct factors affecting managers' accommodation, namely, organisational flexibility (flexible hours, autonomy) and perceived consequences (advantages, disadvantages) and one indirect factor, religiosity. In line with the contradictions within diversity management, the perceived consequences are ambivalent and highly context dependent. One issue to explore is that managers seek to deal with religious expression by making it invisible.

In the French context, the explanatory social norm might not be “religiosity” but rather “perceived secularity”. The authors recommend that future studies use qualitative methods with interviews and photo elicitation to extend this first study. Indeed, the complexity of the managerial position requires an in-depth understanding of managers' attitudes and behaviours with regard to religion. How do managers apply a common ground strategy and create unity despite differences? Is the desire to make arrangements invisible with a view to inclusive neutrality specific to France, or can it be generalised to managers in other countries? Does the intention to accommodate not essentially depend on the manager-employee relationship dynamic? This research raises questions for scholars about the relationship with the other and ethical managerial conduct.

France is a secular country where a debate is emerging on cases of discrimination due to REW. The results contribute to approaches to drafting company guidelines for managers and may help organisations anticipate the risks associated with REW. The discussion of the results reveals the importance of social norms in the sense of hypernorms (religiosity) and undoubtedly of secularism, nondiscrimination and gender equality in the decision-making process on accommodation. These inclusive norms should therefore be handled with care in the various guidelines that have been developed.

REW is increasing but is a neglected dimension of diversity management. This study helps explore this new field by promoting an understanding of managers' intention to accommodate in a specific secular context.