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D.S.I.R. Director Appointed. The appointment is announced of S. H. CLARKE, C.B.E., M.SC., HON.M.I.FIRE e., as director of the new Research Station, now being built for the D.S.I.R. at Stevenage, for fuel and process research. Mr. Clarke is the present director of the Fire Research Station at Boreham Wood, run jointly by the D.S.I.R. and the Fire Offices' Committee.

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 protection of spares and replacement parts for machinery and engineering equipment from the effects of corrosion and abrasion in transit and storage is a matter of the utmost importance to all manufacturers. This applies with equal force whether the original equipment is a motor‐car, a 50‐ton crane or a small machine tool. Moreover, it is equally vital for both home and export markets.

Visit to U.S.A. The theme for one of the Gordon Research Conferences is the electrode kinetics of dissolution processes. At least three members of the Corrosion Group of the Society of Chemical Industry, MR. J. B. COTTON and DRS. EDELEANU and HOAR, will be speaking at Colby Junior College, New Hampshire (July 18 to 22). The programme appears in a recent issue of J. Amer. Electrochem. Soc.

Literature highlights diversity to facilitate cognitive outcomes; nevertheless, there is limited scholarly attention on affective diversity effects. The purpose of this paper is to examine the impact of perceived diversity on employee well-being (EWB) and contend different types of diversity to yield differential impact. Further, the authors explore how nature of employee work can moderate these relationships.

With 311 full-time employees representing large manufacturing organizations in India, the authors test the hypothesized relationships using PROCESS macro.

Results indicate perception of surface and knowledge diversity having a significant positive impact on EWB. Further, the authors found nature of employee work to moderate the link between knowledge diversity and well-being such that perception of knowledge diversity under complex tasks enhanced well-being; no impact of work complexity was observed on the link between surface diversity and well-being.

Perceived diversity is malleable lending itself to longitudinal work in this field. Besides nature of work, future research may explore other key contextual factors in diversity dynamics.

Contrary to the longstanding theories such as social categorization/similarity attraction, the authors found surface diversity to positively influence EWB. This indicates firms’ effective diversity management strategies in creating inclusive workplace. Further, the authors draw implications around team design and workforce composition.

While the scholarly attention to perceived diversity is gradually growing, in a first, the authors empirically examine the impact of diversity perceptions on employee affect in the context of Indian manufacturing firms.

A NUMBER of major industrial fires which were fed in part by the petroleum oils used in the hydraulic systems have accelerated the trend towards the use of fire‐resistant fluids in systems located where a fire hazard exists and wherever heat or flame are in proximity to high pressure hydraulic equipment, a fractured pipe line or faulty fitting can result in the hydraulic oil being ejected considerable distances into open furnaces, melting pots, welding torches, etc. It is for all such cases where a true fire hazard exists that the fire‐resistant fluids are now in demand.

U.S.S.R. Scale removal at high temperatures. In pickling steels for scale removal, acid solution is now largely used with additions of acid corrosion inhibitors, but this often proves ineffective at temperatures of 50°C. or higher. Some of the literature is surveyed. In the present work the use of the (Russian) ChM as an additive in the pickling baths for different marks of Russian steels is described (the steels are in the U1A class—tabulated analyses). The identity of this material is not disclosed. Figures are tabulated showing time of removal of scale at temperatures of 15 to 70° using 15% sulphuric, and this with either 4 g./1. of ChM or 0.5 g./1. of stannous sulphate. There appears to be little difference: at 15° time is 82 min. for acid alone and 84 to 86 min. for the others; at 70° it is 9 min. for acid alone and 8 min. with additive. Other figures show that the protective action of ChM sharply declines e.g. from 87% at 15° to 12% at 70°; whereas with a metal sulphate there is little change. Further experiments are described and discussed, and it is generally concluded that tin is the most effective inhibitor. A film of this at 70° and over is much more effective than ChM at 35°; the carbon content of the steel is less important; at the higher temperatures there is less risk of damage to steel articles; and it is easier to control time of treatment in pickling bath through practically complete cessation of hydrogen separation when scale removal is finished. Twelve references.—(B. S. Krasikov, etc., Jnl. Appl. Chem., 1957, (7), 993–997.)

Although existing literature abounds with actual diversity research, there is scant work on perceived diversity. This research aims to investigate the impact of employees' perception of workplace diversity on job satisfaction and turnover intentions. Further, the research analyses the gender-moderating effect between the hypothesized connection.

Current research work uses a structural equation modeling (SEM) approach to analyze the hypothesized connection with 222 full-time employees working in the Indian service sector.

Study results showed that employees' perception of workplace diversity has a significant negative impact on job satisfaction, while having a significant positive effect on employees' turnover intentions. Moreover, employees' perception of workplace diversity does not vary across gender.

Though research work on perceived diversity is scant and growing at a slow pace, the current study adds to the diversity studies by assessing diversity through employees' perceptions instead of gleaning the actual diversity index.

Last month Dr. Parkins described the various types of pitting corrosion which may appear in steam boilers. In Part 2 corrosion associated with high concentrations of caustic soda (caustic cracking), corrosion fatigue and the deterioration due to local overheating are discussed.