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This essay explores the reactions within police departments toward sexual harassment scandals. The study describes and analyzes reported cases of sexual harassment and misconduct in police departments to discern citizen narratives and political consequences for elected officials. This assessment hypothesizes that political leadership is an essential element in establishing organizational cultures that combat sexual harassment in local governments. The article contributes to the knowledge about possible gaps in agenda setting, especially for a policy area in which knowledge and problem definitions continue to evolve.

Outlines the barriers to efficient, strategic and future-proofed succession plans, centered on a case study example of Telefónica.

Draws on information provided by the company's UK and Europe talent manager.

Describes the journey taken by Telefónica to build a succession plan that is both relevant now and adaptable to future demands, including key advice for HR specialist and resourcing teams.

Shows that current succession plans are not working as effectively as they might. A fresh approach to the process can lead to HR developing a plan that is future proof, addresses the emerging talent market and is a true reflection of the current workforce.

Emphasizes the importance of effective talent management in a constantly evolving business world.

Provides a useful case-study example of successful talent management and the main issues that a future-proof plan ought to consider.

The purpose of this paper is to present research that analyses the energy performance and occupancy satisfaction in two very similar buildings that have been designed, constructed and are in use by one government department within the UK.

The work presented applies post occupancy evaluation (POE), metered data and benchmarking to evaluate the two case study buildings.

Findings are related to a (BRE environmental assessment method) BREEAM assessment that was undertaken for one building, but not for the other. Results show that these closely related cases have similar occupancy satisfaction levels, but rather different energy performance. This last aspect is thought to be due to differences in functions of the buildings. Surprisingly, the use of a BREEAM assessment during the design stage has not contributed to making the case involved more energy efficient.

This paper only compares two cases, with all inherent limitations. The methodology is limited to POE and metered data; no full monitoring or thermal simulation efforts have been conducted at this stage.

The project demonstrates that very similar buildings might perform differently. Findings raise some questions over the impact that can be expected from BREEAM ratings.

The study of two closely related buildings provides interesting information to practitioners on factors that might be underrated in current design methods and performance assessment ratings.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

This chapter reviews previous research on allyship: non-minority individuals who choose to support minorities while working to end discrimination and prejudice. In particular, the focus of this chapter is on how allyship applies to the workplace. We argue that allyship can be a diversity management tool to help reduce workplace discrimination.

To explore this topic, we conducted a literature review on allyship in the workplace and synthesized previous research together. We examined research from both organizational and non-organizational settings.

Our review of previous literature is divided into three sections. First, we discuss what all entails allyship, including knowledge, communication, and, in particular, action. Next, we discuss the many outcomes previous research suggests comes from allyship (including benefits to other individuals, benefits to the overall culture, and benefits to the ally him or herself). Finally, we conclude with a discussion of who is likely to become an ally as well as the journey a person goes through to become a true ally.

This chapter can be useful for practitioners who wish to promote allyship within his or her workplace. Organizations that want to strengthen their diversity and inclusion climate can consider developing ally training programs and promoting ally culture. Additionally, this chapter can be useful for researchers who wish to study the topic. Currently, there is a dearth of research on allyship specifically within the workplace; this chapter can help future researchers identify areas for empirical exploration.

Our legal system has a well-established set of laws and procedures for injured people to seek redress for their injuries. Over the years universalised legal injury narratives have developed. In other words, repeated applications of the law have generated standard, abstract, generalised versions of individual injury narratives. Accordingly, from any particular injury narrative, there can be distilled an “essential or abstract” legal injury narrative which is the same universal narrative that can be distilled from other like cases (Klinck, 1992). It seems likely that there are different versions of the legal injury narrative that have developed due to an accumulation of a large number of similar cases. For example, there is likely to be a version of the legal injury narrative for injuries arising out of each of motor vehicle accidents, workplace incidents, occupier’s liability, medical malpractice or defective products. However, this paper will demonstrate that underlying all of these versions is the generic legal injury narrative with particular and common characteristics. This paper develops the idea of the universal “legal injury narrative” – that is, a legally idealised narrative about injury, based on a number of implicit rules about the way injuries occur and their consequences. The legal injury narrative is the framework by which other injury narratives are judged.