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The purpose of this paper is to examine coverage of the Black Lives Matter (BLM) movement in seven US-based newspapers to determine whether the protest paradigm, “a pattern of news coverage that expresses disapproval toward protests and dissent,” and other marginalizing techniques are present, and racialized.

Relevant articles published during a six-month period of 2014 near the death of Michael Brown were retrieved from the selected outlets, including the New York Times, the Los Angeles Times, and the St Louis Post-Dispatch. Textual and content analyses were performed.

The articles heavily followed the paradigm. An additional characteristic, blame attribution, was also identified. Language of crime, lawlessness, violence, blame for nearby acts of violence, and inflammatory quotes from bystanders and official sources were often present. There was little discussion of key issues associated with the formation of BLM.

Mainstream outlets rather than social media or alternative outlets were examined. Future research should study coverage of BLM in other outlets.

Measures to avoid marginalizing protests and racialization of coverage, including increased diversity in the newsroom and monitoring for racialized language are suggested.

Racialization of news and coverage of BLM has widespread negative consequences, such as association of Blacks with criminality that may affect their quality of life. The protest paradigm has the ability to squelch participation in social movements, which have the possibility to bring about needed social change.

This interdisciplinary paper highlights the important role of mainstream media and news routines in affecting the BLM movement. It uses diversity research to make recommendations for media practitioners to avoid racialization of news.

The purpose of this paper is to propose that #MeToo is a social movement which has been more effective in changing norms around and increasing understanding about the prevalence and destructiveness of sexual harassment than decades of laws and organizational policies have been.

The paper uses communication, management and psychology literature on social media, public shaming and social movements to propose that #MeToo is a social movement that has changed perceptions of and knowledge about sexual harassment and assault. #MeToo provides voice to previously silenced targets and incentives for individuals to avoid perpetrating harassment and for organizations to deter sexual harassment at work and sanction it if it occurs.

The paper discusses individuals who have been publicly shamed and terminated for bigoted behavior outside of work, and organizational leaders who have been ousted after social media postings, as organizations attempt to distance themselves from the perpetrators of bigotry and sexual misconduct. Since #MeToo, some cities have passed laws prohibiting organizations from requiring sexual harassment targets to sign non-disclosure agreements.

Sexual harassment is associated with high individual costs and organizational costs, including costs of turnover, lost business and reputational damage. The #MeToo movement provides incentives for organizations to be more proactive and vigilant in their attempts to deter sexual harassment, and to appropriately address it when it occurs.

Sexual harassment has widespread effects on women’s daily lives and careers. #MeToo gives voice to harassment targets, changes norms of silencing them, and increases awareness of harassment as unacceptable, harmful behavior.

The paper positions #MeToo as a social movement, with the ability to change the seemingly intractable problem of sexual harassment in ways laws have not.

This paper discusses the author's perceptions of anti-blackness, her research on “surface-level” diversity and her recommendations for faculty, administrators and allies.

The paper is a personal account, drawn from the author's background and experiences teaching and studying diversity. It discusses research on American Blacks' unique experiences with police violence and discrimination in employment, housing, customer service, healthcare and education consistent with anti-blackness.

Anti-blackness pervades Blacks' everyday experiences, including in academic institutions.

This paper is a viewpoint paper. Researchers should study anti-blackness, looking specifically at Blacks' organizational and societal experiences.

The author provides suggestions for faculty regarding sharing their research findings, teaching about anti-blackness in diversity, human resources, organizational behavior, management and other courses along with mentoring doctoral students. Recommendations for administration to help ensure that Black faculty are hired, valued and supported are also provided.

Efforts to identify, acknowledge and dismantle anti-blackness are critical to Blacks and are important to improving diversity, inclusion and equity in society.

This paper provides the author's perspective on anti-blackness, using her personal perceptions and experiences, coupled with research evidence. The author provides suggestions for faculty and administrators based on decades of research and experience in the field and being Black in an anti-black society.

Plato and Aristotle would have found the modern effort to fuse ethics and ecology to be incomprehensible. Despite the fact that oikos—meaning house or household—is a Greek word, Greek science did not entertain a concept of ecology. Nor did Greek philosophy regard nature as morally considerable. Etymology aside, the word ecology in anything like its modern sense of “biospheric house” did not appear in European thought until 1873 when Ernst Heinrich Haeckel, a German biologist and philosopher, used it, with the spelling “Oekologie,” in his The History of Creation. Furthermore, the words “ecology” and “ecological” always had exclusive reference, until quite recently, to a scientific discipline and not to a branch of philosophy. As with the Classical Greek philosophers, so it was also with modern thinkers. Ethics, they held, were concerned solely with interpersonal relations. They could not, therefore, recognize a duty to nature. That we do owe a duty to nature, however, is the carefully considered conclusion of most of the environmental ethicists.

The purpose of this article is to examine the similarities between creative business leadership and successful artists and to illustrate how the label “outside artist” is a romantic myth.

Making use of four cases in classical music history, this study analyzes how a quartet of musical artists negotiated their space inside highly organized and changing environments.

Many qualities exhibited by musical artists are similar to those required of successful organizational managers. One of the reasons that insider artistry is a complex phenomenon is that socio-organizational conditions are not fixed, they change. Therefore, each new generation of artists has to invent new strategies to get the job done.

Understanding the nature of these similar qualities will help clarify the issue of making art work inside organizations and dispel erroneous assumptions about the role of artists in these organizations.

This article will contribute to the practical as well as the philosophical conversation about the place of artists inside successful organizations in society.

The chapter tries to understand how nuclear tests and the radiation fallouts in their aftermath can lead to cancer. It seeks to explore how our diseased ecological systems have resulted in silencing the birdsong and the spreading of cancer in the Anthropocene with reference to Terry Tempest Williams' (An environmentalist and Utah naturalist) two memoirs – “‘Refuge: An Unnatural History of Family and Place” and “When Women Were Birds: Fifty-Four Variations on Voice.” It would also try to factor in connections between climate change, pandemics like the COVID-19, and the onslaught of other terminal illnesses like cancer, all a result of mankind's anthropocentric hubris and domination of nature.

Mine would be a qualitative approach wherein I will refer to the original two texts mentioned for primary material and other sources for secondary references and analyze them from an ecofeminist perspective.

We need to establish the health of the Environment through reduced usage of nuclear weapons and by developing a language and an environmental praxis that doesn't separate the subject and the object and only then we can usher in biological egalitarianism, and restore the song of the whistling thrush again. We also need to revere our Mother Earth and see to it that she maintains her ecological balance through homeostasis.

An average person's memory of the last biology book he or she has read is likely one of a dry tome lugged back and forth to a high school or college biology class. “Good books” and “biology” are not naturally linked in people's minds. This is an unfortunate occurrence, but one that is easily remedied. For anyone with a little curiosity about biology and a penchant for good books, the following bibliography provides some guidance. All but one of the authors included are or were trained as scientists. They all have a couple of traits in common, namely a passion for their work and a desire to share this passion with anyone who will listen. It is our good fortune that they are also excellent writers.

Purpose. This chapter explored the effects of egalitarian gender attitudes and routine housework on subjective well-being among older adults in China.

Design/methodology/approach. Data were drawn from the Third Wave Survey on the Social Status of Women in China (2010). The sample included 1,260 older adults aged 63–95, consisted of 428 urban respondents and 832 rural respondents, among which included 638 men and 622 women. Stratified linear regression models were used to examine the effects of egalitarian gender attitudes and routine housework on subjective well-being among urban–rural and gender subsamples.

Findings. The results indicated that egalitarian gender attitudes were positively related to subjective well-being. Routine housework was still gendered work in both urban and rural places in China. Routine housework predicted better subjective well-being only among rural women. There were significant differences in egalitarian gender attitudes and the division of housework between urban and rural samples.

Originality/value. Gender egalitarian attitudes and the division of housework in China were patterned not only by genders but also by the urban–rural division. Different from previous studies, housework did not have influence on subjective well-beings, except a positive association among rural women in the sample.

This chapter critically examines the dynamics that exists between employee well-being, line management leadership and governance as experienced and perceived by employees in the public sector context. This chapter is based on research into employee well-being and line management leadership with a British Local Authority in northern England, focusing on employees’ verbal accounts of their own experiences and perceptions of well-being, line manager leadership and corporate social responsibility. Twenty-six interviews were conducted from a diverse range of employees with each interview lasting (45–60 minutes), tape recorded and transcribed verbatim. The research investigated the subjective perceptions of senior managers, managers, senior officers and clerical/secretarial staff regarding their views concerning line management leadership on employee well-being at work. Using the technique of Interpretative Phenomenological Analysis (IPA) provided insight into the life-world of participants, providing the opportunity for employees to share their personal experience of leadership and governance on the front line and its implication for employee well-being at work. The data revealed line management leadership and governance emerged as central to influencing and enabling well-being at work and were linked to individual, social and organisational factors (blame culture, rewards, trust in management, support and communication). Employees’ accounts of line management leadership, well-being and corporate social responsibility identified salient issues, thus providing a basis for broader research in this area. Thus organisations wishing to enhance employee well-being could focus efforts on creating organisational conditions and line management leadership to encourage well-being through the six identified factors. This research has relevance for the employment relationship, corporate social responsibility, service delivery, performance and for practitioners and academics alike.