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Marissa Mayer has been asked to think about factors that were impacting Google's ability to innovate and adjust its strategy so that the organization could remain one of the world's foremost leaders in technology. In an industry (and at a company) that was changing and growing exponentially, it would be difficult to pinpoint specific variables and trends. But Mayer knew that one element crucial to Google's ongoing success would be its ability to recruit the best talent available and foster an environment that would encourage that talent to generate the best ideas. As Mayer contemplated how to ensure this, she considered that women currently represented only a small fraction of Google's engineers, suggesting a missed opportunity.

Branching Out is a 12‐week ecotherapy programme for clients who use mental health services within the Greater Glasgow and Clyde area. Over the course of a year 110 clients attended the programme, of whom 77 (70%) completed the course. In order to ascertain the outcomes of the programme and the elements that appeared to facilitate change, semi‐structured interviews with clients (n=28) and two focus groups with clinicians (n=5 and n=3) from the referring services were conducted.The data gathered therein was analysed using interpretive phenomenological analysis (IPA). From the results, five themes emerged as client outcomes. These were: improvements to mental well‐being, improvements to physical health, provision of daily structure and routine, transferable knowledge and skill acquisition, and increased social networking and social skills development. Three themes pertaining to the service logistics (team building and social inclusion, contrast of environments and work and recognition) emerged as potential explanations for the client outcomes. There was a perception among clients and clinicians that Branching Out represented a ‘stepping stone to further community engagement’. The results reflect a recovery‐oriented approach to health care. The limitations of the evaluation and implications for the future are discussed.

The purpose of this paper is to explore what organizations can do to facilitate the retention and advancement of women professionals into top leadership positions. A social exchange framework is applied to examine ways organizations can signal support for and investment in the careers of women professionals, and ultimately the long-term work relationship.

This paper employed a qualitative methodology; specifically, semi-structured interviews with 20 women executives, in primarily the US hospitality industry, were conducted. The interviews were recorded, transcribed, and content analyzed.

Organizations are likely to strengthen the retention of their female professionals if they signal support through purposeful, long-term career development that provides a sightline to the top, and ultimately creates more female role models in senior-level positions. Organizations can also signal support through offering autonomy over how work is completed, and designing infrastructures of support to sustain professionals during mid-career stages. Findings are used to present a work-exchange model of career development.

This research is an exploratory study that is limited in its scope and generalizability.

The proposed work-exchange model can be used to comprehensively structures initiatives that would signal organizational support to – and long-term investment in – female professionals and enable them to develop their career paths within their organizations.

Through offering a work-exchange model of career development, this paper identifies components of organizational support from a careers perspective, and highlights the factors that could potentially contribute to long-term growth and retention of women professionals.

Women make up approximately 47% of the workforce and 51% of hospitality employees but account for 70% of travel buying decisions. Even with these high statistics, women are still underrepresented in many high-level positions. This paper aims to evaluate the financial effects of diversity in top paying management positions within US hospitality companies from 2006 to 2018 and also evaluate the change in female representation from the Great Recession and the #metoo scandal.

Firm performance and diversity were studied using fixed effect and random effect models due to the panel nature of the data. ANOVAs and t-tests were conducted to determine the change in female representation.

On average, companies report 5.55 top paying executives and only 0.75 of them are female. Results show that earnings before interest and taxes, and earnings before interest, taxes, depreciation and amortization are both significantly higher with 15–30% diversity and even higher with 30–50% diversity. After the Great Recession, hospitality companies significantly increased the percentage of females in top positions from 11.5 to 14.1%, while resorts increased female representation from 7.5 to 12.2% after the #metoo scandal.

To the best of the author’s knowledge, this is the first known study to evaluate gender diversity in top hospitality executives and not just female representation. This is also the first paper to evaluate the effect of the #metoo scandal on hospitality firms’ percentage of females in top executive positions.

This chapter aims to discuss the changes that are happening in the heart of the James Bond films especially with how women are described and treated in the newest versions of the movie franchise. For that, this chapter focusses on Miss Moneypenny, a recurrent presence since the very first movie, Dr. No (1962), and one that also appeared in Ian Fleming’s novels. Fleming based Moneypenny on four different women he knew, and she can be described as an intelligent, brave and beautiful person. Unfortunately, the original movie Moneypenny was painted as almost a comic relief, but since she was portrayed by the actress Naomie Harris in Skyfall (2012) and Spectre (2015), Eve Moneypenny (as she was not called) had an upgrade, becoming an action-oriented woman who provided a new base for the so-called ‘Bond Girls’ of the films.

As technology enables the rapid spread of mis- and disinformation, a critical challenge for scholars and practitioners involves building student’s news media literacy (NML), a subset of media literacy education centered around journalism. This paper aims to offer a case study of secondary civics classrooms that use NML lessons and current events in their curricula, providing an empirical account of teaching techniques being used to support students' dispositions and practices.

This multiple case study investigates three secondary classes taught by two teachers. Data collection methods included observations, field notes and interviews with the teachers. Discourse and actions were analyzed by probing the participant structures and means of classroom management.

The findings highlight instructional techniques used by both teachers which consisted of instructionist and constructivist approaches, with informative shifts observed between the two. The teachers used instructionist methods when transmitting declarative knowledge (such as key definitions), and constructivist methods when working with students to consider more abstract concepts and developing news stories.

The demand for NML and associated pedagogy is increasing given awareness of the rapid spread and problematic influence of mis-and disinformation. There is a critical need for describing teachers’ implementations of these pedagogies, given calls for enacting NML into public policy despite limited awareness of the ways they actually unfold in classrooms. The current project shows how instructionist and constructivist frames prove helpful for understanding instructional practices, and for contemplating anticipated designs of NML pedagogy in classrooms.

I RECEIVED a most unusual publication through the post the other day which may not strictly come within the scope of this column, since it won't answer any particular problem except that of where to go for your holidays. It's called The North: a feminist local history and holiday guide by Susan Evasdaughter and is one of a series of similar booklets that includes London, Home Counties, West Country, Wales, and Central England. The books are not intended to be comprehensive holiday guides listing the best places to stay, the most interesting walks etc, but rather set out by area some of the most important things of specific interest to women. Information ranges from ‘pre‐historic matriarchal times’ to present day feminist activities. There is information on women castle builders, famous lesbians, local women heroes, artists, queens and witches, suffragettes, politicians, discoverers etc. Where possible information is given about places for women to stay although there aren't many specifically for women. The quality of printing is fairly basic; I expect the booklets were produced on a shoestring, so don't expect tourist board glossies. However, a lot of work has obviously gone into them, each has a name index, and they would be useful additions not only for local studies collections but also for any libraries who have a community information section on women's studies. The booklets cost £1.00 from 47 Ladysmith Avenue, Newbury Park, Ilford, Essex.

TOP TITLES, measured by the number of loans from Dumbarton District Libraries last year, were newish books by the following ten authors: Wilbur Smith, Jeffrey Archer, Catherine Cookson, Virginia Andrews, Danielle Steel, C McCullough, Susan Howatch, Desmond Bagley, Belva Plain, Douglas Reeman. (How can anyone be willing to go through life called ‘Belva Plain’?) The most popular non‐fiction writer was James Herriot, and for children (can you guess?), Enid Blyton.

The purpose of this paper is to explore leadership succession in families in business. Although there is a vast amount of research on leadership succession, no attempt has been made to understand this phenomenon by using an intergenerational learning approach. By applying the Double ABC–X model, the authors discuss how resilience is developed through intergenerational learning during family leadership succession in business.

Based on a single case, the authors define pre- and post-event parameters of the business family under study and use the Double ABC–X Model as an analytical framework. Individual and pair interviews, as well as a family firm workshop, were undertaken following an action research approach using multiple interventions. The qualitative data were collected by reflective journals, field notes and observation protocols. Finally, the authors analyze the data according to a circular deconstruction strategy.

The authors find specific pre-event stressor parameters related to mutual mistrust, independent decision making and non-strategic transmission of power, knowledge and responsibility from predecessor to successor. The intervention based on the intergenerational approach during the post-crisis phase focuses on problem solving and coping within the new situation of co-habitation among the two generations. The intergenerational learning approach based on pile-up of demands, adaptive resources and perception is the source of family adaptation. Additionally, the power of the narrative to reflect past events and project the future seems to the point where the family starts developing resilience.

The way family businesses deal with critical and stressful events during leadership succession may lead to intergenerational learning, which is a source of resilient families. The authors apply the Double ABC–X model to understand family leadership succession in business and further develop it to explain how families develop resilience.