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Although precise numbers are unknown, it is generally acknowledged that between 5‐10% of the offending population are people with learning disabilities. While there are few provisions that explicitly target defendants with learning disabilities there is a general recognition in law that defendants must be able to understand and participate effectively in the criminal proceedings of which they are a part. The implications of the principle of effective participation are that criminal prosecution may be deemed inappropriate for certain defendants with learning disabilities, in which case they may be diverted away from criminal justice and into health care. There is scope for a variety of measures to be put into place to support defendants with learning disabilities to maximise their chances of participating effectively. However, in terms of statutory provision, there is a lack of parity between vulnerable witnesses and vulnerable defendants. Further, the absence of effective screening procedures to identify defendants' learning disabilities means that their support needs often go unrecognised and unmet.

The purpose of this paper is to describe the work between statutory sector partners in Staffordshire to establish a transformational rather than transactional health and well being board and its approach to resource allocation.

The paper describes the principles and process of achieving a shared ambition for Staffordshire, and the practical and strategic considerations of taking a broader and more ambitious approach than current guidance recommends.

Supporting individual organisations to achieve their statutory requirements within the context of the shared vision, and using customer insight intelligently to influence the decision‐making process, are critical to success. The challenge of moving resources in times of financial hardship and organisational flux should not be underestimated.

The process of moving resources into prevention and early intervention cannot be done in a “one size fits all” way and has to be considered as part of a differentiated approach. In addition, organisations must be willing to cede influence and resources to support the vision, thus challenging culture and traditional organisational boundaries and structures.

The process described in the paper is designed to improve health and well being for citizens in Staffordshire, tackling inequality in an integrated, targeted and proportionate way.

This is an emerging example of “whole system” integration.

Marks and Spencer, one of the UK's leading retailers, is often cited as an example of British enterprise at its best. Despite increasing competition in the high street, it is profitable, and it has an enviable reputation for the quality of its merchandise. It is also well known as a first class employer which demands high standards from its employees and in return offers unrivalled staff welfare facilities.

The purpose of this literature review is to provide an intervention model, which can be used by organisations to combat sexual harassment in the workplace. Sexual harassment has been somewhat ignored over recent years, with much of the academic literature focusing on harassment specifically on workplace bullying, or psychological harassment of a generic nature. For the purpose of this review, the authors have specifically reviewed individual and organisational antecedents, particularly focusing on the organisation's culture and training programmes.

A review of the sexual harassment literature has been conducted to examine primary, secondary and tertiary interventions to combat sexual harassment in the workplace.

There are a variety of antecedents of sexual harassment which can be examined; these cover three main categories: groups and individuals; organisational and situational; and societal. Sexual harassment should be seen as an issue which needs to be addressed by the organisation, rather than simply increasing and improving an individual's skills in order to deal with harassment (Fitzgerald and Shullman).

This paper provides an up‐to‐date review of the sexual harassment literature and from this provides a model, which organisations can utilise when attempting to tackle the problem of sexual harassment.

The purpose of this paper is to describe the Gender, Employment and Local Labour Market (GELLM) Programme of Research (2003‐2006), which is delivered through a partnership of academics, policy‐makers, trade unions and practitioners at national and local levels of the UK, directed by Professor Sue Yeandle of Sheffield Hallam University. It discusses the contractual and task‐based relationships, which are set up among the partners and the ways in which the research process is designed and executed collaboratively. The GELLM partnership is maintained without complicated information technology or customised training, relying instead on the commitment of the individuals involved and a very clear and well managed face‐to‐face report‐back structure. The paper concludes by analysing the criteria that made this partnership work successfully and the types of impact it is able to achieve locally and nationally on gender equality policy‐making.

The aims and objectives of the research programme included the production in partnership of gender‐disaggregated “Gender Profiles” of the labour market in 12 local authorities, awareness‐raising about gendered inequality in their local labour markets, and the exploration of specific issues in new, multi‐method local research studies whose focus is agreed with the project partners with a view to “gender mainstreaming” the research findings.

The GELLM research findings are not discussed as the focus is on the partnership arrangements.

Criteria for the successful working of the partnership, and the challenges faced are discussed in the paper.