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In this account of a day in her life Rosemary Wilson describes some of the difficulties in bringing the strands of her life together and her own personal ‘strategies for living’. Her observations concerning the barriers faced by users who want to be involved in service development should be read and digested by all professionals wanting to work with users as partners.

This article describes the National Social Inclusion Programme's Communities of Influence workstream, the premises on which it was founded, the innovative social inclusion practice it proposed, what was learned and how the work will be taken forwards in the future.

FROM conversations it is clear that many of us are not familiar with the sources of help to which we can turn for salary advice.

Please note that the Software Program entitled ‘MicroDisclosure’ mentioned in the ‘Microcomputer Software for Libraries: A Survey’ (Vol. 1, No. 4, October 1983, p. 277) by Dr. Jeanne M. Nolan was mistakenly attributed to Information Access. MicroDisclosure™ is actually produced by Disclosure Partners, 5161 River Road, Bethesda, Maryland 20816. Telephone: (301) 951–1300 for more information.

The growth of women in management has been argued to offer a route to reduce organizational and social inequality. The purpose of this paper is to explore the careers and experiences of female managers from a variety of organizations operating in the West Midlands region of the UK.

This study is based on 56 interviews conducted with women managers within various sectors. The interviewees also completed pictorial careers maps, which along with interview recordings were analyzed.

The key themes to emerge from this research centre upon the factors that draw women into management (which we term seductive elements) as well as some of the hindering practices that prevent women from progressing. Significantly, we find that managerial careers are associated with gendered assumptions and practices (e.g. facilitating and developing people) which contribute to construct management (done by women) as bounded‐up characteristically with “feminized” behaviours.

The research is based upon a relatively small sample that is multi‐sectorial. Wider studies that increase population size, together with deeper studies that hold sectorial variables constant would further add weight to the findings presented here.

The paper draws attention to the “lived reality” of doing management, which, we argue often, for women in particular involves the reconciliation of contradictions and conflicting pressures. We draw attention to the lack of “alternative models” of organization and highlight the potential for gender‐focus mentoring and management education.

The paper is of value in giving voice to a selection of women managers by allowing them to reflect upon and explore their experience of management. The paper also documents the day‐to‐day reality of women's managerial careers that require the re‐enactment and reproduction of stereotypical gender norms.

This paper, taking a participatory perspective of learning, seeks to look at the interaction between individuals and their workplace, focusing on the perceptions of workplaces and self by beginning teachers in terms of support for their learning.

The study presents an analysis of 37 interviews from 17 beginning teachers across 18 workplaces. Analysis used an adapted version of Evans and colleagues' expansive‐restrictive framework for evaluating workplaces, focusing on relational aspects. A matrix of congruence between individuals and their workplace is presented, highlighting the significance of personal networking.

Although beginning teachers concluded that their workplaces were largely expansive, they also identified concerns regarding perceptions of support availability. Formal and informal support was recognized and the significance of outside school support, such as through the University Faculty, was noted even for teachers in post. Good “matches”, differential engagement with the same workplace and similar agency in different workplaces were identified.

The matrix of congruence is offered as a tool to researchers and teacher educators interested in understanding how support is experienced by novice professionals. The study highlights the utility of taking a personal network perspective to conceiving workplaces as not necessarily bounded by locality or normative practices. This could offer opportunities for discourse leading to greater engagement by professionals in their own learning.

The paper responds to calls that personal‐social processes in the workplace need further attention. The consideration of network perspectives, attending to informal aspects of social engagement, offers new understandings.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Research has shown that Indigenous people suffer significant health inequalities in comparison to dominant colonising cultures. Evidence shows that these inequalities can be addressed by gaining a deeper understanding of the social and cultural determinants of health, applying Indigenous views of health and developing better definitions of the term wellbeing. The following chapter draws on research exploring the relationship between Indigenous culture, the landscape and the connection with health and wellbeing. In Aotearoa/New Zealand, consideration of Indigenous Māori is a national imperative, enshrined in the Te Tiriti o Waitangi (Treaty of Waitangi) which establishes it as a bicultural country. Exploring three Māori health models, the chapter examines the factors that play a significant role in shaping Māori people's health. It relates how landscape is a foundational therapeutic aspect of Māori wellbeing using the models to express the forces that impact both positively and negatively on this relationship. The chapter concludes that all three concepts, culture, health and landscape, are interconnected and must be balanced to reduce Māori health inequalities and to provide a more sustainable model for health and wellbeing for all New Zealanders.

The burgeoning practice of peer-to-peer breastmilk sharing in the United States conflicts with public health concerns about the safety of the milk. In-depth interviews with 58 breastmilk sharers highlight the ways in which these respondents counter widespread risk narratives. These caregivers deploy existing social values such as self-reliance, good citizenship, and “crunchy,” or natural, mothering to validate their milk-sharing practices. However, because of stratified reproduction, in which society encourages White motherhood while it disparages motherhood among poor women and women of color, these discourses are more accessible to milk sharers who are White and from middle-class. Black and Latinx milk donors and recipients offer additional rationale for milk sharing that includes reclaiming their legacies as worthy mothers and elevating milk sharing to justice work. In rejecting and reframing risk, all of these milk sharers work toward flattening the good mother/bad mother binary.