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This study aims to provide an example of how higher education institutions (HEIs) can use a successful campus infrastructure project to fund a student- and faculty-led, community-success platform that advances the sustainable development goals (SDGs).

The authors applied conceptual models for systems thinking and creating virtuous cycles to analyze Millersville University’s work to establish a community-impact, micro-grant fund using cost savings and utility rebates associated with a new campus zero-energy building. The analysis provides a case study that other HEIs can implement to create university and community virtuous cycles that advance the SDGs.

The case study suggests that as HEIs face increasing financial challenges, opportunities exist to capitalize on philanthropic giving and other funding sources to support community prosperity and increase university vitality through a shared responsibility paradigm centered on the SDGs.

This case study identifies specific funding sources that HEIs can use to fund campus and community sustainability projects using the SDG framework, mechanisms for establishing shared purpose around that impact and a conceptual model for thinking about opportunities to leverage philanthropic giving to create a virtuous cycle that increases university vitality through community impact.

Constructing a campus zero energy building funded in part through philanthropic giving provided a unique opportunity to explore how a project’s success can be leveraged to create additional community successes. This case study offers an example for how to convert one success into a platform that funds projects that have direct community impact in one or more of the SDG goal areas.

This paper aims at bridging the gap between theoretical frameworks for community sustainable development and descriptive-only case studies by using a case study to demonstrate a conceptual model or framework for advancing community sustainability (Karatzoglou, 2013). The case study provides a unique model for using utility rebates associated with an infrastructure project that was funded through philanthropic giving to establish a fund for projects that support the community. Utility rebates associated with campus energy efficiency projects are often otherwise overlooked, used to fund additional energy efficiency projects or simply returned to a university’s operating budget. For some HEIs, this model may connect the work of facilities staff to student success in ways that have not previously been explored. For others, this alternative use of utility rebates may offer an opportunity to increase the investment value of utility rebate dollars by creating virtuous cycles within their communities that contribute to university vitality.

This research examines the employability challenges faced by skilled female migrants in the Australian construction industry, focusing on barriers to employment and their negative impacts on confidence, health and well-being. The paper concludes with recommendations for construction firms and policymakers to improve the employability of these women, offering insights that are applicable internationally.

Using employability theory, the study draws on semi-structured interviews with 16 skilled female migrants seeking employment in the Australian construction industry. The interviews captured the lived experiences of these women, and thematic analysis was applied to identify key barriers and inform recommendations for construction firms and policymakers.

The findings provide new conceptual insights into the multiple barriers which female skilled migrants have to overcome in improving their employability in the construction industry. It is also found that these experiences of seeking employment in construction align with the theoretical concept of “contextualized employability” and have potentially profound negative impacts on skilled female migrants’ confidence, hope, health, well-being and family and community relationships. This is despite the Australian construction industry facing a serious labour and skills shortage and being the most gender segregated industry in Australia. The study highlights the need for tailored support, improved industry practices and collaborative efforts from government and private sectors to enhance the employability and integration of skilled female migrants in the construction industry.

The research is limited by its focus on the Australian context, which may not be generalisable to other countries with different institutional systems, policies and cultural attitudes towards migrants. The sample size of 16 participants, while providing in-depth insights, may not capture the full diversity of experiences among female skilled migrants. Further research is needed in other countries to compare findings and develop more comprehensive strategies. Despite these limitations, the study’s implications highlight the urgent need for better support systems and industry reforms to improve the employability of skilled female migrants in the construction sector.

Improving the employability of skilled female migrants promotes social integration, mental health and stronger community ties. It challenges gender stereotypes and reduces discrimination in the construction industry, contributing to a more diverse and inclusive workforce. Practical recommendations include mentorship programs, inclusive recruitment and tailored training. Social procurement policies could set hiring targets for female migrants in the construction industry, while streamlined qualification recognition and tax incentives can encourage hiring. Non-profits and community organisations can support these efforts through mentorship, networking and internships, helping these women build sustainable careers and strengthen workforce diversity. The recommendations aim at enhancing the job prospects and overall well-being of these women while addressing labour shortages in the construction industry.

This study contributes original insights into the under-researched area of skilled female migrants’ employability in the construction industry. It expands employability theory by highlighting the impact of intersecting factors such as gender, migration status and industry-specific barriers on employment outcomes. Its practical recommendations offer pathways for policymakers and industry leaders to improve the integration and employment outcomes of this untapped talent pool.

Some women who left situations of exploitation falling under the umbrella term of modern slavery in the United Kingdom (UK) are mothers whom I calls survivor mothers in this chapter. Some are determined agents driven to provide better lives for their children. In their journeys after exploitation, they may draw resilience from various resources such as children and survivor communities. The findings in this chapter are based on data collected as part of a broader research project focussing on women’s journeys after exiting exploitation in the UK. Through decolonial feminist methods using a narrative analysis of semi-structured interviews with survivor mothers, I have examined children and survivor communities as resources of resilience in tandem with the structural violence that harms survivor mothers’ capabilities of remodelling life after exploitation. At the same time, I recognise that vulnerability caused by structural violence can drive resistance. By way of resistance, some survivor mothers assert agency. Additionally, I criticise the reductive use of resilience as it often ignores complex structural factors. I conclude that it is impossible to employ resilience uncritically in life after exploitation.

This study examines whether learning climate relates to employability competences through social informal learning (i.e. feedback, help and information seeking).

Multiple regression analyses and structural equation modeling were used to test direct and indirect effects in a sample of 372 employees working in two Dutch governmental institutes.

The analyses confirmed that learning climate has an indirect effect on employability competences through feedback, help and information seeking. More specifically, the findings suggest that learning climate is important for employees' engagement in proactive social informal learning activities. Engaging in these learning activities, in turn, relates to a higher level of employability.

This study employs an integrative approach to understanding employability by including the organization's learning climate and employees' social informal learning behavior. It contributes to the extant literature on professional development by unraveling how proactive social informal learning relates to employability competences. It also provides new insights on learning climate as a determinant for social informal learning and employability.

Mr D. G. Collingwood, M.A. (Cantab.), CEng., M.I.Mech.E., F.R.Ae.S., has joined English Electric Co. Ltd. as Manager of the hydraulic equipment division at Netherton, Lanes.

“WHAT a place to be in, is an old library! It seems as though all the souls of all the writers, that have bequeathed their labours to these Bodleians, were reposing here, as in some dormitory or middle state. I do not want to handle, to profane the leaves, their winding sheets… I seem to inhale learning, walking amid their foliage.” Thus wrote Charles Lamb, of the Bodleian Library, which is the largest library to bear the name of a private benefactor, and amongst British libraries, is second only in importance to the British Museum.

The purpose of this paper is to conceptually articulate the differing needs of graduates and graduate employers, which can be competing or complementary in nature. Drawing from theoretical frameworks of career ecosystems and the new psychological contract, a set of propositions are presented using three themes: career management, development of talent and technological change.

A conceptual design offering a conceptual model through adopting the career ecosystem and new psychological contract as a framework.

These propositions offer a new conceptual model, which provides a practical contribution by articulating sustainability of graduates’ careers through employability at the graduate level and competitive advantage at the employer level.

The paper offers important contributions to theory by connecting career management and vocational career literature through acknowledging shared constructs of life-long learning and sustainable employability for graduates. These two streams are often developed in parallel, thus this paper helps to bridge the gaps in respective research agendas. This paper therefore has the originality of helping to advance the fields of career theory and sustainable human resource management.

This paper aims to elucidate the geochemical characteristics of the hydrothermally altered rocks with gold mineralization and the elemental transfers in hydrothermal alteration hosted in alkaline complex in Hongshan area, Taihang Orogen, North China, and preliminarily discuss the relationship between the gold mineralization and the hydrothermal alteration.

Based on detailed field investigation, sampling and petrographical observation, major oxides and trace elements of nine rock samples are analyzed, and the method of mass balance equation is used in calculation of the elemental transfer.

Three alteration stages in the Hongshan area are identified, which are the early, main and late alterations. The early one is characteristic of extensive pyritization in the complex, which is related to the mantle-derived magmas and occurs before gold mineralization. The main one is characterized by developing a great deal of altered rock in fracture zones with the gain of many elements and the loss of a few elements. The late one is dominated by limonitization, that is limonite replacing the early pyrite or Fe₂O₃ replacing FeO in rocks. In the main alteration, the altered rocks obviously gain fluid component (LOI, i.e. loss on ignition) and elements such as V, As, Rb, Au, La, Ce and Nd and total rare earth elements (REEs). Elements such as K, Fe, Cu, Zn, Y, Mo, Sb, W, Re and U are gained in some altered rocks. Na and Sr are lost in all altered rocks, and Th and Bi are lost in some ones in the meantime. The following elements: Si, Mg, Mn, Ca, Li, Sc, Cr, Co, Ni, Zr, Ag, Ba and Hg show either gain or loss in different altered rocks. Au is notably enriched in the hydrothermal alteration. The elemental gain or loss in the altered rocks indicates that the main mineralization develops extensive de-alkalinization, local potassic metasomatism, silicification or desilicification.

Some facts about the deaf;

The purpose of this paper is to demonstrate how tensions and challenges associated with the implementation of integrated communications in practice have intensified in recent years under the impact of two conflicting trends: new social and organizational “drivers” towards integration; and the appearance of savvy and sophisticated audiences.

Taking the point of departure in now classical discussions of structural “barriers” to integration, today more fundamental difficulties limit the implementation of integrated communications – difficulties rooted in epistemological issues of organization and communication are argued.

Integrated communications present a paradox to contemporary communication management. On the one hand, integration seems to be the most logical and sensible way of managing communications in a complex world of multiple and critical audiences. On the other hand, its prescriptions are essentially at odds with what is known today about organization and human communication. While representing a significant communication ideal, integration in communications is simultaneously beyond reach – at least if the full process of communication is taken into proper consideration.

The paper usefully makes the claim that it needs to adapt the ideals of what integrated communications is to what integration can possibly do to an organization and its communications.