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While place significantly influences entrepreneurial processes, it has received limited theoretical attention in entrepreneurship literature, particularly regarding its connections to enterprises and sustainability. This study addresses this gap through a longitudinal qualitative case study conducted in Birmingham, UK, examining how the multidimensional roles of place attachment shape the sustainable entrepreneurial journey of ethnic minority entrepreneurs through the lens of place attachment theory.

Utilising Scannell and Gifford’s (2010) three-dimensional person–process–place framework, this study undertook a rigorous four-year longitudinal qualitative study from 2020 to 2023 by conducting six interviews with an ethnic minority entrepreneur and observing entrepreneurial activities. The data were analysed using thematic analysis to interpret the themes and insights systematically.

The findings revealed that the interplay of individual place attachment, psychological processes and physical place characteristics drives sustainable entrepreneurial actions within ethnic minority contexts. The personal experiences of environmental deprivation and cultural constraints can paradoxically enhance environmental consciousness and catalyse sustainable innovation, while ethnic minority cultural values naturally align with and strengthen sustainable business practices. By leveraging both social and physical aspects of place, the entrepreneur has created a business model that is deeply rooted in and responsive to the local context, demonstrating the potential of place attachment to foster innovative and sustainable forms of ethnic minority entrepreneurship.

To enhance sustainable venture creation among ethnic minority entrepreneurs, this study recommends tailoring business support by considering both cognitive and behavioural factors. This tailored support can empower ethnic minority entrepreneurs, foster long-term business sustainability and inform a comprehensive policy framework.

This longitudinal qualitative study offers a nuanced understanding of the role of place attachment in sustainable entrepreneurship, particularly among ethnic minority entrepreneurs. It introduces a holistic approach by exploring both the cognitive and behavioural aspects of place attachment, enriching the current understanding of its influence on the entrepreneurial journey.

This chapter is partially based on an unpublished Organisation for Economic Co-operation and Development (OECD) background report, titled ‘OECD Research Project on Diversity in the Workplace: Country Report Germany’, which was written by the authors of this chapter. While the OECD country report illustrates how diversity policies and related diversity instruments targeting various diversity dimensions have developed in Germany over recent decades, this chapter focuses solely on the management of ethnic diversity and its related policies. Diversity policies are broadly understood as any policy that seeks to increase the representation of disadvantaged social groups such as migrants and ethnic minorities, women, disabled persons, older workers and lesbian, gay, bisexual, transgender/transsexual, intersex and queer/questioning (LGBTIQ) in the workplace, both in the public and in the private sector. The central idea of this chapter is to provide an overview of which policies and instruments have been implemented for migrants and ethnic minorities at the workplace and to evaluate their success or failure where possible. In doing so, this chapter also discusses obstacles, success factors and challenges for policy implementation for the past and for the future.

An overview of the impact of dementia that focuses on underdeveloped countries across the globe, and migrant and minority ethnic communities within the developed world. Increased longevity increases the risk of dementia and brings new challenges in terms of cultural perspectives and cultural obligations in the care of elders. The chapter examines these challenges in detail and their consequences in planning for support and care.

In this study, the authors investigated ways to cultivate resilience through a social justice lens among ethnic minorities against COVID-19 in Hong Kong.

A qualitative (case study) methodology was adopted to interview 15 social service providers from diverse ethnic backgrounds serving disadvantaged ethnic minority groups (South and Southeast Asian groups from low-income households, foreign domestic workers and asylum seekers/refugees).

Two major protective factors were identified, contributing to the development of resilience among diverse ethnic groups: (1) individual-based resilience (including being optimistic) and (2) socio-environmental factors (including ongoing support from strong family, peer and religious settings' support, consulates' support, on-going material and nonmaterial donations, support of young volunteers and importance of online connection and communication) using the integration of resilience and social justice frameworks.

This study showed that the protective factors were found to dynamically interact with each other and the environment. The present study recommends additional culturally sensitive service and policy implications for preventing the long-term impact of mass crises among Hong Kong's marginalized minorities.

The purpose of this paper is to explore the main barriers to employability skills development of ethnic minority students in the context of higher education (HE) in Greece and recommends strategies to help higher education institutions (HEIs) overcome those barriers.

The study draws on a series of in-depth interviews conducted with 20 ethnic minority students and ten “traditional” students studying at three institutions of HE in Greece.

The study shows that there are many barriers facing ethnic minority students in HE including: poor self-esteem; lack of good advice about HE courses; isolation once in HE; discrimination by staff in HE; and unresponsive curriculum to ethnic diversity in HE. In this context, it is argued that there is an immediate need for decision makers in HEIs to develop policies that target ethnic minority students in order to help them secure employment. It is suggested that HEIs should: provide opportunities for students to discuss concerns with teachers and counsellors; address issues of motivation, self-perception and self-efficacy; encourage teaching staff to adopt various teaching methods to accommodate different learning styles; decrease competitive, norm-referenced environments; use multicultural education and counselling techniques and strategies; and provide work placement opportunities.

The paper suggests ways that can help HEIs embrace diversity and promote graduate employability among ethnic minority students in the context of widening participation agenda.

The study fills a significant knowledge gap in the existing literature in relation to the measures that HEIs can take to enhance graduate employability among ethnic minority students particularly in less developed countries like Greece.

This paper seeks to complement earlier studies on ethnic minority underdevelopment in Vietnam by empirically examining the ethnic wage gap for the wage employed in the Vietnamese labour market, using data from a large‐scale household survey conducted in 2002.

The paper uses the “index number” decomposition method suggested by Oaxaca to decompose the ethnic wage gap into treatment and endowment effects at both the mean and selected quantiles of the conditional wage distribution.

The results confirm the existence of an ethnic wage gap in the labour market, though the gap is found to be substantially narrower than the ethnic gap detected using household living standard measures for Vietnam. Decomposition results reveal that the ethnic wage gap is largely attributable to differentials in the returns to endowments, a finding invariant whether the mean or selected quantiles of the conditional wage distribution are examined.

In the absence of feasible alternatives, the paper uses an ad hoc procedure to correct for selectivity into wage employment for the quantile regression models. In addition, due to data constraints with regard to earnings, the paper does not examine the ethnic wage gap for the self‐employed.

The paper is the first to analyse the ethnic wage gap in the Vietnam labour market and one of the few to examine ethnic pay differentials at selected points of the conditional wage distribution using quantile regression analysis.

More than six years have elapsed since the much‐heralded Race Relations (Amendment) Act 2000 (hereafter also referred to as the “Act”) came into force. The Act had been prompted by concern at the lack of progress made in the sphere of racial equality despite the existence of the 1976 Race Relations Act. There were accusations that the 1976 Act was outdated and lacked the political teeth to be effective. The new Act imposed for the first time specific requirements on public sector institutions to be more proactive in promoting race equality. The duties would apply to public bodies that were previously exempt such as the Police and the National Health Service. This paper aims to focus on Scottish local councils and to examine the progress made by these public sector organisations in the field of race equality since the new Act came into force.

The researchers carried out a postal survey of Scotland's 32 local authorities in order to assess the progress made in the area of race equality. Questions focused on examining the scale of progress in relation to both employment and service delivery.

The results revealed a mixed picture. On the positive side, most councils had initiated race awareness training programmes. The majority had also incorporated aspects of race equality into their equal opportunities policies and most had instituted measures to engage with ethnic minority communities. However, there are still areas where performance is unsatisfactory, including inadequacies in the ethnic monitoring of staff, failure to reflect the size of the ethnic minority community in the workforce, and the absence of a clear and distinctive policy on racial harassment in the workplace.

This research will be of great value to anyone who is interested in assessing whether the legislative duties imposed by the Act have been satisfied by Scotland's local authorities. It is the first study of its kind in Scotland and is likely to appeal to both practitioners in the public sector and to academics.

This article presents the key findings of an investigation into minority ethnic prisoners' knowledge and perceptions of the Probation and Prison Services in the east of England. The first part of the article puts this study into disciplinary context by examining relevant and topical research and debate about minority ethnic service users' experiences and treatment within the criminal justice system. Most notably perceptions and opinions of minority ethnic service users are limited. However accounts of discrimination and racism within elements of the criminal justice system provide a useful springboard to understand and collect much awaited data in this area. The final part of the article summarises the key findings of this investigation and goes on to make useful recommendations to the service providers in terms of developing and establishing effective race relations in the shape of policy development, consequent action and for further investigative studies of this nature.

The issue of recruiting ethnic minorities into Britain’s public sector institutions has become a highly political one in recent years. One of the institutions that has been at the forefront of the government’s initiatives has been the armed forces. Under the direction of the Ministry of Defence, the forces have made progress in courting ethnic minorities. However, the advances have been limited. In view of this, the forces have been very anxious to gauge the views of minority groups in order to identify and address current gaps in policy. This article reports the results of a survey which was aimed at eliciting the responses of ethnic minorities to issues such as: the desirability of a military career; the extent of a family tradition of military service; the degree of awareness of measures to attract minorities; and suggestions that would help to recruit more ethnic minorities. The responses generated will serve to indicate the extent to which a reassessment of current recruiting strategies is required.

This publication is based on a research thesis which examined self‐help ethnic minority organisations and their activities in order to construct an accurate picture of the library and information needs of their members. It identified the kinds of co‐operation that existed between self‐help ethnic minority organisations and public libraries and other relevant official agencies. A series of models for co‐operation that could take place between public libraries, other relevant agencies and self‐help organisations was constructed.