Mohammed Ishaq and Asifa Maaria Hussain
The research was aimed at gauging the experiences of Black, Asian and minority ethnic (BAME) staff working in academic and research libraries across the UK, part of the higher…
Abstract
Purpose
The research was aimed at gauging the experiences of Black, Asian and minority ethnic (BAME) staff working in academic and research libraries across the UK, part of the higher education and public sector significantly under researched.
Design/methodology/approach
Using an essentially qualitative approach involving a focus group and in-depth interviews, the research design aimed to capture the lived experiences of BAME library employees.
Findings
BAME employees are very conscious of their ethnicity due to a feeling of being monitored and under pressure to perform to a higher standard. BAME staff are subjected to verbal racism including microaggression from co-workers. There is no adequate mechanism in place to address the concerns of BAME staff and represent their interests. BAME employees are overrepresented at lower ends of the profession and are not encouraged by line managers to pursue promotion opportunities leading to a distinct lack of diversity at the top level of academic libraries.
Research limitations/implications
There are implications for the work experience and career development of BAME library staff, for the leadership and management of libraries and the wider higher education sector to reflect upon.
Originality/value
Based on real life experiences of BAME staff, this research plugs a gap in a neglected area of the public and higher education sector and provides an opportunity for managers of academic libraries to reflect on the issues raised and consider interventions.
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Mohammed Ishaq and Asifa Maaria Hussain
Focusing on some of the key strands of equality and diversity (E&D), the purpose of this paper is to highlight the progress made by armed forces in implementing the E&D agenda…
Abstract
Purpose
Focusing on some of the key strands of equality and diversity (E&D), the purpose of this paper is to highlight the progress made by armed forces in implementing the E&D agenda, with specific focus on Anglophone countries and their allies. The research also looks at the obstacles encountered by managers and policymakers in attempting to establish effective diversity management in a traditionally highly conservative public sector institution.
Design/methodology/approach
Using an approach known as secondary analysis, there is an in-depth review of a wide range of data sources.
Findings
The analysis reveals that E&D issues in armed forces have been under researched and there is also unbalanced coverage and reporting of E&D across nations. There is also evidence of greater progress on diversity management in the armed forces of some countries but a distinct lack of progress in others. A combination of political, legal, economic and social influences are impinging on the culture of militaries. Whilst in the long-term these pressures are likely to result in armed forces becoming more reflective of developments in wider society, the road to achieving this is still fraught with uncertainty.
Originality/value
To increase the understanding of diversity management in public institutions characterised by an mono culture and traditionally associated with resistance to change, and establish the extent to which the legal, social justice and business cases for promoting E&D are wholly applicable to the armed forces.
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Mohammed Ishaq and Asifa Hussain
The issue of recruiting ethnic minorities into Britain’s public sector institutions has become a highly political one in recent years. One of the institutions that has been at the…
Abstract
The issue of recruiting ethnic minorities into Britain’s public sector institutions has become a highly political one in recent years. One of the institutions that has been at the forefront of the government’s initiatives has been the armed forces. Under the direction of the Ministry of Defence, the forces have made progress in courting ethnic minorities. However, the advances have been limited. In view of this, the forces have been very anxious to gauge the views of minority groups in order to identify and address current gaps in policy. This article reports the results of a survey which was aimed at eliciting the responses of ethnic minorities to issues such as: the desirability of a military career; the extent of a family tradition of military service; the degree of awareness of measures to attract minorities; and suggestions that would help to recruit more ethnic minorities. The responses generated will serve to indicate the extent to which a reassessment of current recruiting strategies is required.
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James Sheffield, Asifa Hussain and Paul Coleshill
The NHS faces a crisis in terms of staffing and recruitment. Many of the ethnic minority GPs in inner city areas throughout the UK are coming up to retirement age, and there is an…
Abstract
The NHS faces a crisis in terms of staffing and recruitment. Many of the ethnic minority GPs in inner city areas throughout the UK are coming up to retirement age, and there is an insufficient supply of trainees to fill estimated vacancies. Over 2,000 nursing vacancies exist across the UK, and recruitment to the profession and retention within the profession are poor. Nurses have been recruited from overseas for the past 40 years, and are currently being recruited from Finland, Malaysia, and the West Indies, whilst doctors are being sought in India, Pakistan and Africa. Overseas recruitment is not a new phenomenon, and numerous studies have been carried out to examine equal opportunities and racial discrimination within the NHS. The aim of this paper was to examine ethnicity and equal opportunities within the Scottish NHS and record the levels of organisational awareness of ethnicity and equal opportunities’ issues. The paper also examines the link between health service delivery to ethnic minorities and internal cultural attitudes to staff.
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Asifa Hussain and Mohammed Ishaq
More than six years have elapsed since the much‐heralded Race Relations (Amendment) Act 2000 (hereafter also referred to as the “Act”) came into force. The Act had been prompted…
Abstract
Purpose
More than six years have elapsed since the much‐heralded Race Relations (Amendment) Act 2000 (hereafter also referred to as the “Act”) came into force. The Act had been prompted by concern at the lack of progress made in the sphere of racial equality despite the existence of the 1976 Race Relations Act. There were accusations that the 1976 Act was outdated and lacked the political teeth to be effective. The new Act imposed for the first time specific requirements on public sector institutions to be more proactive in promoting race equality. The duties would apply to public bodies that were previously exempt such as the Police and the National Health Service. This paper aims to focus on Scottish local councils and to examine the progress made by these public sector organisations in the field of race equality since the new Act came into force.
Design/methodology/approach
The researchers carried out a postal survey of Scotland's 32 local authorities in order to assess the progress made in the area of race equality. Questions focused on examining the scale of progress in relation to both employment and service delivery.
Findings
The results revealed a mixed picture. On the positive side, most councils had initiated race awareness training programmes. The majority had also incorporated aspects of race equality into their equal opportunities policies and most had instituted measures to engage with ethnic minority communities. However, there are still areas where performance is unsatisfactory, including inadequacies in the ethnic monitoring of staff, failure to reflect the size of the ethnic minority community in the workforce, and the absence of a clear and distinctive policy on racial harassment in the workplace.
Originality/value
This research will be of great value to anyone who is interested in assessing whether the legislative duties imposed by the Act have been satisfied by Scotland's local authorities. It is the first study of its kind in Scotland and is likely to appeal to both practitioners in the public sector and to academics.
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Asifa Ilyas and Muhammad Kashif Zaman
The high dropout rate among online learning students is a serious issue. Using the theory of planned behavior as a framework, this study investigates what effect attitude, opinion…
Abstract
Purpose
The high dropout rate among online learning students is a serious issue. Using the theory of planned behavior as a framework, this study investigates what effect attitude, opinion of others and perceived ease of online learning technologies leave on Pakistani online students' persistence intentions.
Design/methodology/approach
The sample of this study comprises 320 students enrolled at a distance learning university in Pakistan. Online questionnaires are used to gather data for the study. Correlations and regression analysis are run to figure out the effect of independent variables on the dependent variable of the study.
Findings
The findings of the study show that 51% variance in online students’ persistence intentions can be explained by personal attitude, subjective norms and perceived behavioral control.
Research limitations/implications
The use of a non-random sampling technique along with a cross-sectional design form the major limitations of the study.
Practical implications
The outcome of the study may help online education providers as well as policymakers to design programs and initiatives to improve students’ retention in online study programs.
Originality/value
The study contributed to the extant literature by finding out Pakistani online students’ persistence behavior is affected by their attitude, subjective norms and perceived ease of online learning. The study also found that the opinion of people closely related to students influences their study persistence decisions.
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Ali Ahmadi Azar, Payam Jalili, Bahram Jalili and D.D. Ganji
This study examines fluid flow within a rectangular porous medium bounded by walls capable of expansion or contraction. It focuses on a non-Newtonian fluid with Casson…
Abstract
Purpose
This study examines fluid flow within a rectangular porous medium bounded by walls capable of expansion or contraction. It focuses on a non-Newtonian fluid with Casson characteristics, incompressibility, and electrical conductivity, demonstrating temperature-dependent impacts on viscosity.
Design/methodology/approach
The flow is two-dimensional, unsteady, and laminar, influenced by a small electromagnetic force and electrical conductivity. The Hybrid Analytical and Numerical Method (HAN method) resolves the constitutive differential equations.
Findings
The fluid’s velocity is influenced by the Casson parameter, viscosity variation parameter, and resistive force, while the fluid’s temperature is affected by the radiation parameter, Prandtl number, and power-law index. Increasing the Casson parameter from 0.1 to 50 results in a 4.699% increase in maximum fluid velocity and a 0.123% increase in average velocity. Viscosity variation from 0 to 15 decreases average velocity by 1.42%. Wall expansion (a from −4 to 4) increases maximum velocity by 19.07% and average velocity by 1.09%. The average fluid temperature increases by 100.92% with wall expansion and decreases by 51.47% with a Prandtl number change from 0 to 7.
Originality/value
Understanding fluid dynamics in various environments is crucial for engineering and natural systems. This research emphasizes the critical role of wall movements in fluid dynamics and offers valuable insights for designing systems requiring fluid flow and heat transfer. The study presents new findings on heat transfer and fluid flow in a rectangular channel with two parallel, porous walls capable of expansion and contraction, which have not been previously reported.