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Right to health, securitisation of migration and standards of immigration detention in South Africa and Australia.
Full text linkExtended abstract from the Faculty of Business and Law Research Day 202
Kindness at work: The impact on employee trust and belonging of working in a psychologically informed environment.
Full text linkExtended abstract from the Faculty of Business and Law Research Day 2024
Highflyers navigating potential turbulence ahead – a phenomenological study about airline pilot experiences of the menopause
Full text linkIntroduction, research question, aim and objectives
According to the Taylor Review (2017), work is a critical right and a force for good. Despite this, the Women and Equality Committee (2022) study found that 72% of UK workplaces have yet to implement reasonable adjustments to support and retain female employees during and beyond menopause. This study employs an interpretive phenomenological approach to explore the experiences of airline pilots in evaluating the effectiveness of menopause support in restrictive workspaces: dynamic work environments subject to unpredictable change (Claessen & de Lange, 2015). The study uses thematic analysis and listening theory (Gilligan et al., 2003) to analyse qualitative interview data. By exploring the intersection of two critical topics: menopause in the workplace (Bryson, et al., 2022; Steffan, 2020) and increasing female participation in the commercial airline industry (ICAO, 2023; McCarthy et al., 2015) opportunity exists to transform attitudes, workplace culture, menopause guidance and practice to address this business problem to find sustainable solutions. The research aims to uncover valuable insights to create an inclusive and enabling work culture that supports menopause and promotes collaboration among stakeholders.
1.1. Research questions
What are the lived experiences of airline pilots working through menopause, and can shared insights inform menopause policy and strategy to better serve employee needs?
Does work impact menopause, or does menopause impact work?
1.2. Aims and objectives
The research aims to develop a sustainable business model to shape workplace culture, policy, and design to attract, recruit and retain airline pilots during and beyond menopause. The research objectives will i) establish if restricted work environments contribute to the experience of those working through the menopause, ii) evaluate the effectiveness of workplace menopause support and guidance to establish if needs are being met, iii) capture co-worker reactions to menopause reasonable adjustment, iv) establish what workplace support pilots require to remain productive, connected and valid during the menopause.
Justification
With governments encouraging retention of older workers and the average retirement age rising, women can spend over a third of their working life in work (Carter, et al., 2021). This research explores how women’s menopausal health impacts work and how restrictive workplaces can impact menopause health, a circular debate yet to be determined (Atkinson, et al., 2020; Verdonk, et al., 2022). Given the growth in women pursuing careers in aviation, it is crucial to gain insights into attitudes to menopause and "how women pilots adapt to survive in the industry" (Gorlin & Bridges, 2021, pg. 2). A daunting prospect in an industry where gender based discrimination is prevalent (Gorlin & Bridges, 2021; ICAO, 2023). Mills (2006) argues that gendered practices ingrained in aviation culture offer unique opportunities for positive change. A more equitable and inclusive industry culture can be achieved by reframing and addressing pervasive norms and adopting measures to support recruitment, retention and the positive employment experience of all pilots, irrespective of gender.
Literature review
In 2022, the House of Commons Women and Equality Committee recommended employers provide personalised policies and training to support menopausal employees. Although guidance and training about menopause are more readily available, due to the taboo surrounding the topic (Grandey, et al., 2020), there is still a significant lack of strategic implementation (Hardy, et al., 2019). This has created a gap in effectively integrating menopause support within different workplace contexts (Verdonk, et al., 2022), with broad based blanket policies proving to have little impact at an organisational level (Steffan, 2020). Gibbon (2014) highlights the potential for tension and resentment among colleagues when gender policies lack diversity protocols, leading to perceptions of special treatment, which can create conflicts. This was evidenced by the UK Government rejecting calls to trial menopause leave, deeming it discriminatory towards men and counterproductive for women (The Conversation, 2023). Inclusive work environments enable employees to voice their concerns about how work impacts their health, engagement, motivation, performance, and relationships (Rees, et al., 2021). Promoting the benefits of an inclusive workforce, Riach and Jack (2021) suggest centralising menopause policy decisions to enhance workforce capability. A crucial point in policy decision-making is understanding the experiences of those going through menopause, which negatively impactsthree in five UK working women, with one in ten leaving jobs unsupported (Women and Equality Committee, 2022). Co-designed policies to reflect functional working environments in the specific context of implementation and evaluation can help to promote collaborative menopause support at work (Voorberg, et al., 2015).
Theoretical basis
A gender-related topic rooted in liberal feminist theory, the research uses a phenomenological interpretive lens of hermeneutical idealist philosophy to provide a ‘self’ experience of phenomena (Groenewald, 2004). To ensure the research output is reinforced, the principles of inclusive climate theory (Nishii, 2013) and social stigma theory (Link & Phelan, 2001) are utilised to provide a nuanced analysis of a gender-related issue.
Research design
This study uses a qualitative research design with purposive sampling via LinkedIn. Forty online, semi-structured, in-depth interviews using Microsoft Teams are planned. Data analysis uses thematic and listening guide methodology (Gilligan et al., 2003) to explore subjectivity and extract multiple voices within interview transcripts to compose I-poems. The research follows an anonymous approach, capturing female pilots\u27 and co-workers\u27 views and experiences to inform decision-making and future-proof policies.
References
Atkinson, C., Beck, V., Brewis, J., Davies, A. and Duberley, J., 2020. Menopause and the workplace: Human Resource Management Journal.
Bryson, A., Conti, G., Hardy, R., Peycheva, D. and Sullivan, A., 2022. The consequences of early menopause and menopause symptoms for labour market participation. Social Science & Medicine, 293, p.114676.
Carter, S, Ollie, J. and Black, K. (2021). "Talking about menopause in the workplace. Case Reports in Women\u27s Health.
Claessen, A., de Lange, P. (2016) Lessons for supporting policy influencing in restrictive environments. Development in Practice, 26:5, 544-554DOI,10.1080/09614524.2016.1188881
Gibbon, D., 2014. Unexpected turbulence: The barriers and challenges faced by women pilots in the Australian Defence Force (Doctoral dissertation, UNSW Sydney).
Gilligan, C., Spencer, R., Weinberg, M.K. and Bertsch, T., 2003. On the Listening Guide: A voice-centered relational method.
Godfrey, M. A., Goulis, D.G., Griffiths, A., (2021). Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement. Maturitas,151, pp.55-62.
Gorlin, I. and Bridges, D., 2021. Aviation culture: A ‘Glass Sky’ for women pilots-literature review. International Journal of Aviation, Aeronautics, and Aerospace, 8(2), p.13.
Grandey, A.A., Gabriel, A.S. and King, E.B., 2020. Tackling taboo topics: A review of the three M s in working women’s lives. Journal of Management, 46(1), pp.7-35.
Groenewald, T. (2004). A phenomenological research design illustrated. International journal of qualitative methods, 3(1), pp.42-55.
Hardy, C., Griffiths, A. and Hunter, M. S. (2017) ‘What do working menopausal women want? A qualitative investigation into women’s perspectives on employer and line manager support’, Maturitas. doi: 10.1016/j.maturitas.2017.04.011
ICAO. (2023) Global Aviation Gender Summit: A call to action.
Link, B.G. and Phelan, J.C., 2001. Conceptualizing stigma. Annual review of Sociology, 27(1)
McCarthy, F., Budd, L. and Ison, S., 2015. Gender on the flight deck: Experiences of women commercial airline pilots in the UK. Journal of air transport management, 47, pp.32-38.
Mills, A.J., 2006. The Gendering of Civil Aviation, 1919–24. (pp. 21-47). London: Palgrave Macmillan UK.
Nishii, L.H., 2013. The benefits of climate for inclusion for gender-diverse groups. Academy of Management journal, 56(6), pp.1754-1774.
Rees, M., Bitzer, J., Cano, A., Ceausu, I., Chedraui, P., Durmusoglu, F., Erkkola, R., Geukes,
Riach, K. and Jack, G. (2021) ‘Women’s health in/and work: Menopause as an intersectional
experience’, International Journal of Environmental Research and Public Health.
Steffan, B., 2021. Managing menopause at work: The contradictory nature of identity talk. Gender, Work & Organization, 28(1), pp.195-214.
Taylor, M., Marsh, G., Nicol, D. and Broadbent, P., 2017. Good work: The Taylor review of modern working practices (p. 11). London: Department for Business, Energy & Industry.
The Conversation (2023) The-uk-government-may-have-rejected-menopause-protectionsbut-workplaces-are-more-supportive-than-ever-198935
Verdonk, P., Bendien, E. and Appelman, Y., 2022. Menopause and work: A narrative literature review about menopause, work and health. Work, 72(2), pp.483-496.
Voorberg, W.H., Bekkers, V.J. and Tummers, L.G., 2015. A systematic review of co-creation and co-production: Embarking on the social innovation journey. Public management review, 17(9), pp.1333-1357.
Women and Equality Committee (2022) Menopause and the workplace survey. UK Parliamentary Report
A critical appraisal of the experiences, benefits, barriers and misconceptions which surround the recruitment and employment of prison leavers amongst UK Employers in the midst of a labour shortage
Full text linkIntroduction / Literature Review
The United Kingdom (UK) is in the midst of a recruitment crisis, with a large number of employees struggling to fill vacancies and fulfil production and service quotas in order to meet customer requirements. These recruitment challenges, if not overcome, can negatively impact an organisation’s brand and profitability and in the worst case, render them no longer able to operate. (CIPD, 2023).
According to the British Chamber of Commerce’s (2022) quarterly recruitment outlook, 82% of organisations reported recruitment difficulties in quarter 4, compared to 76% in quarter 3, which suggests the recruitment challenges are worsening for organisations.
There is a number of key reasons for the UK labour shortage, one of which being that the labour market has recovered faster and outstripped the available labour supply since the end of the pandemic in 2021, which has led to organisations throughout the UK competing for talent in a tight labour market (House of Commons Library, 2023).
In addition to the reason highlighted, there is a number of other causes that are having an impact and aiding the recruitment crisis.According to the ONS (2022), in quarter 3 of 2022, the number of economically inactive people with a long-term illness surpassed 2.5 million for the first time. One potential issue that could be supporting the rise in this number is the waiting lists within the National Health Service (NHS), meaning people have to wait longer to see a doctor or have surgery. Impacting, the overall length of time they are unavailable to work. Ironically, the waiting lists are partially caused by the recruitment crisis within the NHS, due to the service struggling to recruit enough doctors and nursing staff to meet the needs of their patients (Royal College of Nursing, 2022).
Early retirement is also cited by the Institute of Fiscal Studies (IFS, 2022) as a contributor to the recruitment crisis.Their research suggests, that there was an increase in retirement due to a large number of older workers suffering from ill-health, increasing their wealth due to the absence of spending opportunities during the pandemic, and the move to remote working which they suggest, did not suit older workers due to a lack of socialisation.
Brexit has also been highlighted as a main contributor to the labour shortages problem. The House of Commons Library (2023) suggest that new immigration rules post-Brexit may have exacerbated the situation.Brexit brought an end to the free movement laws that allowed labour to move freely between EU states. When the UK left the EU in 2019, this no longer applied and now means that an EU citizen wanting to work in the UK, would have to apply for a visa.
As a result of operating within a tight labour market, UK employers are having to adapt and change their approach to recruitment practices in order to remain competitive.One such approach is to recruit Prison Leavers (PLs), who have already left or are about to leave the Criminal Justice System (CJS).There are currently 86,602 individuals being held in 122 prisons spread throughout England and Wales as of the end of July 2023 (Gov.uk,2023).On average, there is 60000 PLs released each year from the CJS, and currently only 19.8% (11880) of these individuals will enter employment by the end of 6 months from their release (Gov.uk, Justice data, 2023).This means that 80.2% (48120) PLs are still without employment at the end of the first 6 months of leaving the CJS.Therefore, it could be suggested that the outlook for PLs gaining employment is rather bleak, However, with the current annual cost of re-offending in the UK being £18.1 Billion (UK Parliament, 2022) and the rate of re-offending amongst adult PLs standing at 25% (15000, based on 60000 leaving the CJS) (ONS,2023), it is evident that more work needs to be done to bring the HMPPS and employers closer together to provide successful outcomes for PLs attempting to gain employment upon or within 6 months of their release.
There is a host of benefits as a result of recruiting PLs and applying due diligence throughout the process and working closely with the HMPPS.According to Working Chance, (2023), 92% of organisations that currently employ PLs, have cited that this recruitment initiative has helped to enhance their reputation, helped them to win contracts, and even awards (Working Chance, 2023).
According to Working Chance (2023) in the last six years, the proportion of employers who would not hire someone with a conviction has reduced significantly, from half to just over a quarter. However, despite this, there is still a number of barriers present, with the most prevalent being; the PLs have a criminal conviction, the PLs will re-offend whilst in the workplace, it will damage the organisations brand / image, it will impact the organisations liability insurance, the nature of the offence that has been committed and that other employees will be fearful of the PLs in the workplace (Working Chance, 2022a).
Despite some organisations believing that a PL may re-offend whilst in the workplace, no such evidence exists, (Working Chance, 2022a), but there is lots of research that suggests that employment is one of the surest ways to prevent PLs from re-offending (Gov.co.uk, 2023).
Research Objectives
Recruiting PLs has a number of benefits for organisations (Working chance, 2023), but there still seems to be a number of misconceptions that exist for employers which is preventing them from tapping into this valuable resource, despite some of them struggling to recruit staff.
Therefore, the aims of the research are,
To explore UK employer’s experiences of recruiting and employing prison leavers. To examine the actual and perceived benefits and barriers amongst UK employers with regards to the recruitment and employment of prison leavers To critically engage with the misconceptions which surround the recruitment and employment of prison leavers, from the perspective of both, employers, and people with lived experience of the criminal justice system.
To create a framework / briefing paper, for employers, that can be utilised to inform the process of the recruitment and employment of Prison Leavers
Research Outcome
This research project will provide employers and the HMPPS with valuable information that will allow them to understand each other’s needs, when supporting PLs into gainful employment.The framework will allow organisations to follow a clear pathway, when recruiting PLs and help them to address any concerns or misconceptions that they may have in this area.
References
British Chamber of Commerce (2023), Quarterly recruitment outlook: Highest level of recruitment difficulties on record, Available at - https://www.britishchambers.org.uk/news/2023/02/quarterly-recruitment-outlook-highest-level-of-recruitment-difficulties-on-record [Online - Accessed 10th November 2023]
CIPD, (2023), Understanding the economy and labour market, Factsheet, May 2023, London: UK
Gov.uk, (2023) Prisons Strategy White Paper, Available at - https://www.gov.uk/government/publications/prisons-strategy-white-paper - [Online - Accessed 10th November 2023]
Gov.uk, Justice Data, (2023) Prison Population Statistics, Available at - https://www.gov.uk/government/collections/prison-population-statistics - [Online - Accessed 10th November 2023]
House of Commons Library, (2023), Skills and Labour Shortages, Available at - https://commonslibrary.parliament.uk/research-briefings/cdp-2023-0001/#:~:text=The%20causes%20of%20labour%20market%20shortages&text=Labour%20supply%20and%20employment%20are,%2Dterm%20illness%20(27%25).[Online - Accessed 10th November 2023]
IFS, (2022), Decisions to retire early are driving growing economic inactivity amongst people in their 50s and 60s, Available at - https://ifs.org.uk/news/decisions-retire-early-are-driving-growing-economic-inactivity-among-people-their-50s-and-60s [Online - Accessed 10th November 2023]
ONS, (2023), Vacancies and Jobs in the UK - October 2023, Available at - https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/jobsandvacanciesintheuk/latest#vacancies-for-march-to-may-2023[Online - Accessed 10th November 2023]
Royal College of Nursing (2022), Available at - https://www.rcn.org.uk/news-and-events/news/uk-severe-nursing-workforce-shortages-new-rcn-report-exposes-urgent-need-for-government-action041122#:~:text=Recent%20estimates%20show%20that%20without,in%20England%20by%202030%2F31 [Online - Accessed 10th November 2023]
Working Chance (2023), Hiring with Conviction, Available at - https://workingchance.org/about-us/our-policy-focus/hiring-with-conviction/[Online - Accessed 10th November 2023]
 
Integrated Care System Leadership: A Realist Evaluation
Full text linkIntroduction
Health and social care services in England have moved towards a system of partnership working known as Integrated Care Systems (ICSs) consisting of all NHS Provider Trusts, Primary Care Services including GP Practices, Local Authorities, Care Providers, and Voluntary, Community and Social Enterprise organisations involved in the provision of health and social care. As complex systems covering large geographical areas, ICSs are led by senior leaders to improve population health, reduce health inequities, and enhance value for money. Given their recent formation, little is known about their leadership. Available sources are either dated within the academic literature or are described in the grey literature with little reference to theoretical or empirical foundations. This research is intended to contribute to the gap in theoretical and practical knowledge by developing a framework to explain effective leadership in ICSs.
Aim, Research Questions, and Objectives
2.1 Aim
To evaluate leadership in Cheshire & Merseyside ICS and provide a framework on effective leadership in ICSs.
2.2 Research Question(s)
How does ICSs leadership work, for whom, and in what circumstances?
What are the activities and behaviour of leadership utilised by senior leaders within an ICS?
Which contextual factors influence these activities and behaviours?
Which Context-Mechanisms-Outcomes (CMO) configurations explain leadership within an ICS?
2.3 Objectives
To identify senior leaders\u27 leadership activities and behaviours in an ICS.
To identify the contextual factors that influence the activities and behaviours leaders utilise within an ICS.
To utilise context (C), mechanisms (M) and outcome (O) chains to explain what works (outcome), how (mechanisms) and under what conditions (context).
To develop a framework that explains effective leadership in ICSs
To provide recommendations for practice that support effective leadership of ICSs.
Justification & Literature Review
Within both the academic and grey literature there is a general agreement that leadership and leadership approaches are critical factors in the ability of organisations to implement, develop, and sustain integrated care; however, despite the whole-scale implementation of this approach to health and social care commissioning and delivery across England limited empirical studies have been conducted. Research in the wider field has focused on the skills, qualities, and abilities of leaders rather than the action and behaviour of leadership, tending to consider who a leader is rather than what they do (Sims et al., 2021, p.13), which limits the ability of ICSs to understand and utilise leadership practices that respond to the complex needs of partnership working across systems. Successful integration requires a combination of strong leadership and governance from senior leaders at the system level across health and social care (Asthana et al., 2020). Furthermore, research examining the functioning of integrated health systems has identified leadership ability as a key factor (Bhat et al., 2022). It has also been suggested that an ICS\u27s operation and sustainability are significantly influenced by a leader\u27s ability to move from an organisation-centred leadership style to one that focuses on leading across multiple organisations (Charles et al., 2018). However, there appears to be an implicit assumption within the literature that senior leaders can apply their existing leadership approach to the newly formed structures and governance of ICSs with limited guidance underpinning the actions or function of leadership styles.
Theoretical Foundation
Phase 1 (Realist Review) of this study will draw on theories of collective and systems leadership, the results of a realist review, and primary data collection to develop initial theories of effective leadership in ICSs; these will be refined and tested in Phase 2 (Realist Evaluation). The complexity of ICSs alongside an identified lack of theoretical foundations for understanding their leadership, supports the adoption of a realist evaluation (Greenhalgh et al., 2009). Furthermore, given the emerging nature of ICSs, a realist evaluation can go further than asking ‘does it work’ by asking ‘what works, how, in which conditions and for whom’ (Pawson and Tilley, 1997, p.210). Realist research is underpinned by a critical realist ontology; one that takes the position that there is a ‘real’ world that is independent of our experience or interpretation of it. Epistemologically, this research takes a position that focuses on causal explanations which assumes underlying causal processes, termed mechanisms, can have multiple outcomes and that different contexts can precipitate different actions or events. It is concerned with developing and testing \u27programme theories\u27; multiple causal chains describing the context, mechanisms, and outcomes of a particular phenomenon, in this case, leadership within an ICS.
Research Design
A case study strategy has been selected as it aligns with a realist approach to research and is ‘particularly suited to research questions which require a detailed understanding of the social or organisational processes because of the rich data collected in context’ (Hartley, 2004, p.323). In line with a theory-driven realist approach a multi-method qualitative approach to data collection has been adopted to allow for the richness of contexts and mechanisms to be examined; programme theories will be tested and refined through non-participant observations, document analysis of strategic publications, and interviews with key stakeholders within the ICS.
Initial Theories of Effective ICS Leadership (Phase 1 Findings)Table 1: Initial theories of effective ICS leadership utilising Doing Things Differently: Rethinking Leadership Behaviours as an organising framework for theories (NHS North West Leadership Academy, 2021).
Delivering
Effective Integrated Care System leaders hold themselves and others to account for improving outcomes for the local population. They utilise available intelligence to take actions that support targeting and prioritisation of local communities. Effective Integrated Care System leaders support and encourage learning, curiosity, and calculated risk-taking enabling innovative approaches that lead to service improvements.
Being
Effective Integrated Care System Leaders communicate a clear vision, fostering a sense of purpose across the system regarding the achievement of agreed Integrated Care System outcomes.
Leading & Visioning
Effective Integrated Care System leaders have a clear vision that promotes a sense of mutual accountability, providing opportunities for others to develop, make decisions, and take ownership of problem solving through the engagement of all partners in the reduction of health and social care inequalities
Relating & Communicating
Effective Integrated Care System leaders build relationships at all levels of the system, they promote partnership and collaboration. Leaders encourage a collective agreement about what needs to be achieved and communicate openly about how and why decisions are made
Relevance & Contribution
This study will provide valuable information to those who work within such systems to help them understand and support leadership development more effectively. Furthermore, this study is expected to contribute to closing the gap in the academic literature regarding the leadership of ICSs by using a novel approach to leadership evaluation; in doing so it will make explicit the underlying causal processes and influencing contexts that shape leadership in ICSs, providing a clear and accessible framework to explain effective leadership practice.
References
Asthana, S., Gradinger, F., Elston, J., Martin, S. and Byng, R., (2020) Capturing the Role of Context in Complex System Change: An Application of the Canadian Context and Capabilities for Integrating Care (CCIC) Framework to an Integrated Care Organisation in the UK. International Journal of Integrated Care, 201, p.4.
Bhat, K., Easwarathasan, R., Jacob, M., Poole, W., Sapaetharan, V., Sidhu, M. and Thomas, A., (2022) Identifying and understanding the factors that influence the functioning of integrated healthcare systems in the NHS: a systematic literature review. BMJ Open, [online] 124. Available at: https://bmjopen.bmj.com/lookup/doi/10.1136/bmjopen-2021-049296.
Charles, A., Wenzel, L., Kershaw, M., Ham, C. and Walsh, N., (2018) A year of integrated care systems: reviewing the journey so far. The Kings Fund.
Deffenbaugh, J., (2018) Becoming an integrated (accountable) care system. British Journal of Healthcare Management, 244, pp.175-180.
Erens, B., Wistow, G., Mounier-Jack, S., Douglas, N., Jones, L., Manacorda, T. and Mays, N., (2016) Early evaluation of the Integrated Care and Support Pioneers Programme. Policy Innovation Research Unit, p.183.
Evans, J.M., Daub, S., Goldhar, J., Wojtak, A. and Purbhoo, D., (2016) Leading Integrated Health and Social Care Systems: Perspectives from Research and Practice. Healthcare Quarterly, 184, pp.30-35.
González-Ortiz, L.G., Calciolari, S., Goodwin, N. and Stein, V., (2018) The Core Dimensions of Integrated Care: A Literature Review to Support the Development of a Comprehensive Framework for Implementing Integrated Care. International Journal of Integrated Care, 183, p.10.
Goodwin, N. and Smith, J., (2011) The evidence base for integrated care. [online] Available at: https://www.kingsfund.org.uk/audio-video/evidence-base-integrated-care [Accessed 16 Apr. 2022].
Greenhalgh, T., Humphrey, C., Hughes, J., Macfarlane, F., Butler, C. and Pawson, R., (2009) How Do You Modernize a Health Service? A Realist Evaluation of Whole-Scale Transformation in London: Modernizing a Health Service, in London. Milbank Quarterly, 872, pp.391-416.Ham, C., Smith, J. and Eastmure, E., (2011) Commissioning integrated care in a liberated NHS. The Nuffield Trust, p.68.
Hartley, J., (2004) Case study research. In: C. Cassell and G. Symon, eds. London: Sage Publications Ltd, pp.323-333.
Maruthappu, M., Hasan, A. and Zeltner, T., (2015) Enablers and Barriers in Implementing Integrated Care. Health Systems & Reform, 14, pp.250-256.
NHS North West Leadership Academy, (2021) Doing Things Differently: Rethinking Leadership Behaviours. [online] Available at: https://www.nwacademy.nhs.uk/sites/default/files/resource_files/System%20Leadership%20Behaviours_Indicators.pdf [Accessed 21 Nov. 2022].
Pawson, R. and Tilley, N., (1997) Realistic evaluation. London ; Thousand Oaks, Calif: Sage.
Sims, S., Fletcher, S., Brearley, S., Ross, F., Manthorpe, J. and Harris, R., (2021) What does Success Look Like for Leaders of Integrated Health and Social Care Systems? a Realist Review. International Journal of Integrated Care, 214, p.26.
Tweed, A., Singfield, A., Taylor, J.R.A., Gilbert, L. and Mount, P., (2018) Creating allegiance: leading transformational change within the NHS. BMJ Leader, 23, pp.110-114.
Wistow, G., Gaskins, M., Holder, H. and Smith, J., (2016) Why Implementing Integrated Care is so much harder than designing it: experience in North West London. England. International Journal of Integrated Care, 166, p.308.
 
Towards equitable access to justice: understanding access to justice and protecting human rights in the English legal system for vulnerable communities
Full text linkExtended abstract from the Faculty of Business and Law Research Day 202
The role of corporate social responsibility in poverty alleviation: Case study of Pakistan
Full text linkExtended abstract from the Faculty of Business and Law Research Day 202
Exploring Sustainable Strategies of Black women Leaders in the UK
Full text linkIntroduction
The existing body of theoretical and empirical research on Black women and intersectionality is predominantly centered in the United States, with a primary focus on the social dimensions of both physical and mental health outcomes. This research has often been sector-specific, looking into areas such as Education, Police, and Prison Service. Within this context, empirical evidence shows a large correlation between gendered racism and adverse mental health outcomes among Black women. Moradi and Subich\u27s (2003) investigation revealed a significant correlation between experiences of sexism and racism and heightened psychological distress among African American women. Notably, sexism emerged as a distinct factor contributing uniquely to psychological distress. Similarly, studies conducted by Thomas, Witherspoon, and Speight (2008) and Szymanski and Steward (2010) found that, among African American women, increased experiences of sexism correlated with raised levels of psychological distress. It is noteworthy, however, that these studies did not incorporate intersectional measures specifically addressing gendered racism.
As women increasingly take on leadership roles, there is a growing push for more inclusive leadership perspectives. However, the experiences of Black women leaders are often overlooked in broader feminist discussions (Rosser-Mims, 2010). Scholars like Booysen (2014) and Sims (2018) have highlighted this omission, leaving a gap where the leadership experiences of Black women lack visibility. This gap puts Black women leaders in a challenging position, forcing them to decide whether to conform to mainstream assumptions, therefore concealing their uniqueness, or reject these assumptions as inadequate representations of their experiences (Dickens et al., 2019; Nixon, 2017).
This research aims to fill this gap by exploring the intersection of racism and sexism and investigating the sustainable strategies adopted by Black women leaders in the United Kingdom.
Literature Review
Numerous metaphors such as the glass ceiling, glass cliff, maternal wall, glass escalator, and sticky floor illustrate the hurdles women encounter in advancing into leadership roles (Smith et al., 2012). These metaphors capture the diverse challenges women face at different stages of their careers. Eagly and Carli (2007) introduce the metaphor of the labyrinth, portraying a complex map of challenges that women navigate, with varying degrees of success, all leading toward the ultimate goal of achieving a leadership position. The labyrinth proposition is that though advancement is challenging, it is not insurmountable. Wyatt and Sylvester\u27s research in 2015 focused on Black Minority Ethnic (BME) employees, and their findings indicate that, according to Black women interviewed, ethnicity takes precedence over gender as an issue for BME managers.
According to Davidson and Davidson (1997), Black and Minority Ethnic (BME) employees are more likely to face a \u27concrete ceiling,\u27 a formidable barrier that is both denser and harder to break through. In a study by McDonald (2011), it is noted that the relationship networks or \u27ties\u27 of BME employees at work tend to be concentrated at lower organisational levels compared to their white colleagues. This concentration is explained by the concept of homophily, which is the tendency for people to form network ties with those who are ethnically similar at work (Ibarra et al., 2005). Researchers argue that BME employees face a disadvantage in reaching leadership positions partly because there are fewer ethnically similar individuals in powerful positions with whom they can establish homophilous ties.
Alongside homophilous ties, Moody and Lewis (2019), explored gendered racial microaggressions and traumatic stress amongst Black women and concluded that a greater frequency of gendered racial microaggressions was significantly associated with greater traumatic stress symptoms. According to Crenshaw (1989), Black women do not experience racism because they are Black and sexism because they are women, but they experience a unique form of oppression at the intersection of their identities as Black women. An intersectionality framework in research allows exploration of the ways that interlocking forms of oppression, discrimination and/or privilege influence intersectionality identifies.
In examining this landscape, it is crucial to acknowledge and address the nuances of gendered racism and racial microaggressions, as they intersect with and impact the experiences of Black women in unique ways.
Theoretical basis
Attribution Theory, based on Heider\u27s (1958) ideas, is central for understanding how people explain events. It involves two main types of attributions: dispositional (related to personal traits) and situational/environmental (related to external factors). For instance, if someone succeeds, a dispositional attribution might credit their skills, while a situational attribution might blame the task\u27s difficulty (Wyatt and Sylvester, 2015). This theory facilitates understanding in how individuals interpret and assign causes to events in their surroundings.
Boundary Theory, Langley et al (2019) explores the ways different groups, occupations, and organisations define and navigate their limits and interactions. It is like mapping the borders between these entities and understanding how they actively shape and manage those boundaries. "Boundary work" implies the deliberate efforts and processes involved in maintaining, negotiating, or challenging these borders, contributing to a better understanding of how various entities coexist and interact.
Research Design
The study adopts a qualitative research approach with specific methodological focuses, notably ethnography and narrative research. Ethnography involves a meticulous examination of the culture within a particular community group, emphasising observation as a primary data collection method Denzin and Lincoln (2011). Narrative research, on the other hand, focuses on the interpretation of stories told by individuals Reisman (2007).
The data collection process aims to describe and interpret the narratives, providing insights into the experiences and perspectives of the participants. The population for this study is identified using a non-probability sampling technique ‘snowball technique,’ a method where initial participants recommend others for inclusion, allowing for a more natural and contextually relevant selection of participants.
Data analysis employs thematic analysis, as outlined by Brown and Clarke (2006). Thematic analysis involves systematically coding and organising the data to identify key themes, providing a structured framework for interpreting the findings. Additionally, discourse analysis is employed to put the collected data into context. This approach involves analysing different levels of communication, including language, structure, and tone. Gillham (2005) suggests the use of open-ended questions and flexibility in allowing participants to elaborate, ensuring a rich and comprehensive exploration of the narratives.
References
CARLI, L.L. AND EAGLY, A.H. (2016), "Women face a labyrinth: an examination of metaphors for women leaders", Gender in Management, Vol. 31 No. 8, pp. 514-527.
COLLINS PH (2000) Black Feminist Thought (2nd edn). New York: Routledge.
CRENSHAW, K. (1991). Mapping the Margins: Intersectionality, Identity Politics, and Violence against Women of Color. Stanford Law Review, 43(6), 1241-1299. https://doi.org/10.2307/1229039 [accessed 30 sept 2023]
DAVIDSON, M., AND DAVIDSON, M. (1997) The Black and ethnic minority woman manager: cracking the concrete ceiling. London, Sage.
JOHNSON, N. N. (2023). Intersectionality in Leadership: Spotlighting the Experiences of Black Women DEI Leaders in Historically White Academic Institutions. In T. Johnson (Eds.), The Experiences of Black Women Diversity Practitioners in Historically White Institutions (pp. 213-238). IGI Global. https://doi.org/10.4018/978-1-6684-3564-9.ch01 [Accessed 01 October 2023]
LANGLEY, A ., LINDBERG, K., MØRK, B., DAVIDE, N., RAVIOLA, E., AND LARS, W. (2019). Boundary Work among Groups, Occupations and Organizations: From Cartography to Process. Academy of Management Annals. 13. 10.5465/annals.2017.0089 [Accessed 23 September 2023]
KLENKE, K 2016, Qualitative Research in the Study of Leadership, Emerald Publishing Limited, Bingley. Available from: ProQuest Ebook Central. 01 November 2023].
MCCOMBES, S. (2023). Research Design | Step-by-Step Guide with Examples https://www.scribbr.co.uk/research-methods/research-design/ [Accessed 10 November2023]
LANIER, D. A., TOSON, S. J., & WALLEY-JEAN, J. C. (2022). Black Women Leaders: Going High in a World of Lows. Advances in Developing Human Resources, 24(3), 193-207.
MOODY, A. T., & LEWIS, J. A. (2019). Gendered Racial Microaggressions and Traumatic Stress Symptoms Among Black Women. Psychology of Women Quarterly, 43(2), 201-214.
MORADI, B., & SUBICH, L. M. (2003). A concomitant examination of the relations of perceived racist and sexist events to psychological distress for African American women. The Counselling Psychologist, 31, 451-469.
SZYMANSKI, D. M., & STEWART, D. N. (2010). Racism and sexism as correlates of African American women’s psychological distress. https://link.springer.com/content/pdf/10.1007/s11199-010-9788-0.pdf [accessed 12 October 2023]
THOMAS, A.J., WITHERSPOON, K.M. and SPEIGHT, S.L., 2008. Gendered racism, psychological distress, and coping styles of African American women. Cultural Diversity and Ethnic Minority Psychology,14(4),pp.307-314.
WYATT, M. & SILVESTER, J. (2015). Reflections on the labyrinth: Investigating Black and Minority Ethnic leaders’ career experiences. Human Relations, 68(8), pp. 1243-1269
Why did it happen to me? Reflecting on overcoming the inevitable doctoral journey speed-bumps
Full text linkIntroduction
Whilst the main objective in undertaking a Doctorate in Business Administration (DBA) is to conduct research, another key component is to critically reflect on the journey the researcher has gone on. For a researcher enrolled onto a DBA, there is ample opportunity to write, present and conduct research, notably on the topic that is being researched. However, for critical reflection, it can often be seen as a challenge amongst peers (Fook and Gardner, 2007). It is sometimes seen as an end goal or a finalisation of the doctoral research process. Whilst it is encouraged to practice reflection throughout the experience whether writing a journal or note taking following supervision (Williams et al., 2012), it can be argued that there is no defined opportune time to demonstrate reflection, in a safe environment, within academia to practice the outcomes of reflection.
Using this conference as a time to take check on the journey so far, apply reflection and to present the findings, can put the researcher in a vulnerable position. However, it also ensures a safe place to prepare for the final part of the DBA whilst being able to apply and demonstrate the tools and techniques expected in the final chapter of the thesis.
This extended abstract provides a brief overview of how reflection is applied in research, considers two reflective models in Gibbs (1988) and Kolb (1984) and applies one based on the 18 months of the researchers DBA journey. However, the element of critical reflection, when considering the development of practice following reflection (Høyrup, 2004) will be omitted until the completion of the DBA research when the data analysis and discussion has been concluded.
The Application of reflection in research
The origins of reflective practice are often disputed due to its application in varying disciplines and a person’s perspective (Hickson, 2011). However, many academics appear to conclude that work from Dewey (1910) and later developed further by Schön (1983) is where reflection had cemented its place as a concept (Fook and Gardner, 2007; Johns, 2005). Although, it is argued Schön’s work has been seen to be only seminal work and that reflective practice is yet to be underpinned as a truly defined practice (Kinsella, 2009).
Irrespective of origin and definition, it can be concluded that, traditionally, reflective practice had been seen as a theoretical concept. Whilst it provided clarity on what it means, it could be argued that it provided little direction when it comes to application. As such, models have been developed to allow people to apply reflection from their learning. A model of note is Kolb’s Experiential Learning Cycle (1984). The cycle highlights the need of fully immersing oneself in new experiences, reflecting on them from many angles, drawing concepts and lessons from the reflections, and using these lessons to inform future experiences for meaningful learning to take place (McLeod, 2017).
Other models have evolved from Kolb’s input. Gibb’s Reflective Cycle (1988) sought to bring more structure to reflective practice following Kolb’s model with the introduction of more stages. It also permits introspection during an event (reflection-in-action) as well as following it (reflection-on-action) whereas Schön (1984) gave more attention to the latter. As such, this extended abstract adopts Gibbs’ Reflective Cycle (1988) and follows a first person perspective.
Applying Gibbs’ Reflective Cycle (1988)
3.1. Description
Undertaking the DBA is a new experience for me. It is the first time I have worked academically at Level 8 which is required should I wish to pursue career progression both as a researcher or in management. The scholarly-practitioner ethos of a DBA placed this opportunity well for the progression avenues available to me in the future.
3.2. Feelings
I was excited to do the DBA and the excitement is still there. However, having been fixated from my idea early on in my journey left room for frustrations should any barriers occur, that would derail or halt any progress towards my self-imposed deadline for completion. When progress was good, I didn’t, and still don’t, see this as a celebration but more if “I am doing this right”. Thoughts like this are regular for me and my reflective blog often has the theme of “imposter syndrome” in play. This did start to ease off but then challenges regarding my data analysis methods had brought this back and had me questioning my pace of completion and therefore again me thinking “am I doing this right?” coming back into my mind.
3.3. Evaluation
I consider myself an open person, often seeking for help should barriers occur, and I am no different in the DBA. I am often praised for my progress and topic idea, but I have never been one to take this praise on board and dismiss it as expected in my role of scholarly-practitioner and seeking what is next to be done for my progress. This can manifest into stress if a “speed-bump” appears in the journey. I talk down stress with humour as a coping mechanism and this is a key standout in my reflective blog though my attempt as being light-hearted in my narrative and use of meme to visualise my thoughts.
3.4. Analysis
The route cause to many of my frustrations at being “derailed” stem from my self-imposed deadline for completion. I have always been someone to get tasks completed early to allow time for revision and reflection. However, the latter rarely occurs. I require a clear structure and plan end to end and have been guilty as seeing my DBA as another project as opposed to a new venture into research. Framing this as, indeed a journey, and not another tick in the box will relieve any stresses of barriers and see them as lessons learnt and considerations for the future.
3.5. Conclusion
I need to reign in my own expectations but also appreciate that I am open to feedback that has started to allow me to re-frame the critical incidents that have occurred in my DBA so far. I also need to take this reflection as a critical incident in giving me a reality check into celebrating my progress and to remain excited about what is to come.
3.6. Action Plan
I will be taking the opportunity to reflect in more than just the DBA to form the habit as this experience has shown me the value in it, mostly for my mindset. As my data and analysis discussion develops, I need to start taking my reflection and evolving it to critical reflection and defining the impact my research is having on practice to remove the “imposter syndrome” and wear the label of Level 8 with pride and appreciation that I am at the level I expect to be at.
Reflecting on reflecting
Allowing the time to reflect has given me the opportunity to take a step back and evaluate the mid-way point of my DBA journey. I started a reflective blog at the start of my DBA but only seen it as a diary. It was only when I analysed the content that I started to see the pattern I was setting myself up for; being keen and excited, but rigid in my approach and stressing about any barriers that came my way and reverting to “I am not doing this right”. Yet, all the barriers so far have been overcome and resulted with better clarity of my research. Gibb’s Reflective Cycle (1988) provided me with the structural comfort I like but gave me the prompts to go further and provide me a mechanism that is starting to challenge my default negative view of barriers and see them as pieces being put together. These pieces form a cohesive reflection of where I am now and where I plan to get to with the occasional reminder that “speed-bumps” happen and overcoming them is only beneficial and doesn’t mean “I am wrong”.
References
Dewey, J., (1910), How we think, Boston: DC Heath
Fook, J., & Gardner, F., (2007), Practicing critical reflection: A resource handbook, London: Open University Press.
Ghaye, T., (2010), Teaching and learning through reflective practice: A practical guide for positive action, Routledge.
Gibbs, G., (1988), Learning by doing: A guide to teaching and learning methods, Oxford: Oxford Further Education Unit.
Hickson, H., (2011) Critical reflection: Reflecting on learning to be reflective, Reflective practice, 12(6), pp.829-839.
Høyrup, S., (2004), Reflection as a core process in organisational learning, Journal of workplace learning, 16(8), pp.442-454.
Johns, C., (2005), Balancing the winds, Reflective Practice, 6(1), pp.67-84.
Kinsella, E. A., (2009), Professional knowledge and the epistemology of professional practice, Nursing Philosophy, 11, pp.3-14.
Kolb, D. A., (1984), Experiential learning: Experience as the source of learning and development, Englewood Cliffs, NJ: Prentice Hall.
McLeod, S., (2017), Kolb\u27s learning styles and experiential learning cycle, (online), available at: https://www.simplypsychology.org/learning-kolb.html, Accessed: 02/11/2023.
Schön, D., (1983), The reflective practitioner - How professionals think in action, New York: Basic Books.
Williams, K., Woolliams, M. & Spiro, J., (2020), Reflective writing, Bloomsbury Publishing
Questions of Identity; Defining Peoplehood for the Purposes of Internal Self-Determination in Wales
Full text linkIntroduction
Self-determination is a human right, claimed by a ‘people’ to control their own destiny when they feel they have been unjustifiably excluded from the community of individuals recognised by international law. (Berman, 1988) It permits people to participate in the democratic process of governance and to influence one’s future politically, socially, and culturally within their state. (Barker, 2015) Although this inherent group right is applicable to all humans, an issue arises when a group of persons claim a right to self-determination, as it forms the question, does the said group constitute a ‘people’ for the purposes of self-determination, as the scope of the term a ‘people’ is not clear. (Suksi, 2005) Within international law, there are few other principles that the status, content, and scope of which are so uncertain and so frequently contested. It is deemed to be ‘Jekyll and Hyde’ in its character by the academic Sparks, who described the right to be a “dangerous and anarchic force” which is “simultaneously lauded as an essential principle of the legal system and one of the core purposes of the United Nations”. (Sparks, 2023) Despite the perplexity surrounding this topic, its importance was illustrated in the East Timor judgement, where it was stated “In the Court’s view, Portugal’s assertion that the right of peoples to self-determination, as it evolved from the Charter and from the United Nations practice has an erga omnes character, is irreproachable…it is one of the essential principles of contemporary international law.” (Portugal v Australia, 1995) When considering peoplehood and its application to suffice the requirements of self-determination, frequent reference is made to a ‘shared identity’ between a group of individuals, a shared identity that is so distinct it renders the group as vastly different from the others they share their State with. In the Cameroon case, identity was described as an innate characteristic within a people, where external people must recognise such existence and to not deny it. (Mgwanga Gunme v Cameroon, 2009) The notion of what a ‘people’ is, feels as though it should be an easy conversation, we know we exist, we have names, long histories, and shared cultures, but the open-ended questions of “what is a people?” invokes more confusion and debate than any other topic within customary international law. It is correct to speak of the right of a ‘people’ when such entities lack clarity as to their accurate meaning? If the denial of self-determination to a people within a State possesses the ability to trigger a possible right to remedial secession, there will first need to be greater clarity on the meaning of the term ‘peoplehood’. (Koskenniemi, 1994) Due to this clear lack of clarity, my research aims to identify the parameters of peoplehood, whilst considering the complexities as to why States remain reluctant to provide a universally agreed definition of peoplehood. I will be using Wales as a case study to assess whether the identified parameters of peoplehood can allow the Welsh community to be acknowledge by the international community as a separate ‘people’ for the purposes of satisfying internal self-determination.
Research Questions
What role does international legislation play in the recognition and protection of group identities?
What are the influencing reasons why self-determination groups desire internal self-determination?
What are the specified challenges international law faces when recognising and attempting to protect group identity?
What are the identified parameters of peoplehood for the purposes of internal self-determination?
Literature Review
The debate around peoplehood is not a contemporary topic. It is thought by some that Aristotle was the first to discuss the norm-based conception of what a ‘people’ is, as such discourse can be traced back to BCE. The concept was spoken about by Aristotle in Book III of the Politics, where he suggested to establish the true nature of a polity, and to form adequate governance of such polity, we must first consider who constitutes the people. In other attempts to form a shared understanding of peoplehood, the voice of the people has previously been likened to the voice of God, as Machiavelli suggested, inferring the importance of the people’s voice in a society. (Polansky, 2023)
The International Covenant on Civil and Political Rights (ICCPR) and the International Covenant on Economic, Social and Cultural Rights (ICESCR) are both international human rights treaties, with the aim of protecting individuals and groups against any actions or omissions that interfere with their fundamental freedoms, entitlements, and human dignity. (UN High Commissioner for Human Rights, 2006) Both the ICCPR and the ICESCR share an identical Article 1, which states “All peoples have the right of self-determination. By virtue of that right they freely determine their political status and freely pursue their economic, social and cultural development.”
Under the principle of self-determination, a group who share a common identity and have a link to a defined territory are allowed to decide their political future in a democratic fashion. For the group to exercise its entitlement to the collective right, it must qualify as a ‘people’. (Sterio, 2012) A two-part test has been established to evaluate the group determining if they classify as a people, with the first part being an objective test questioning to what extent its members share a common racial background, ethnicity, language, religion, history, and cultural heritage, as well as territorial integrity of the area which the group is claiming. The second part of the test is subjective, it examines the extent to which the individuals within the group self-consciously perceive themselves collectively as a distinct ‘people’ and the degree to which the group could form a viable political entity. (Crawford, 1999) Internal self-determination is known to encompass the governance of peoples within the State which they belong too, (Wilson, 2009) and it is generally understood to be the systematic involvement of all groups in their national democratic process, allowing the preservation of their cultural identity and their development to be on an equal footing with the majority population.
The notion of Welsh identity can be traced back to the 5th century, following the Roman withdrawal from Britain, but Wales has been far more closely assimilated into the English state than either Scotland or Northern Ireland has. It is hard to pinpoint when the rise of Welsh national consciousness truly began to happen, but the derogatory treatment of Welsh people throughout history is often considered pivotal to the ethnic divide. When considering potential causes that heighten a group identity that distinctly differs from the identity of the majority, Wales possesses a vast history of alienating treatment that has arguably contributed to their need for internal self-determination. In 1847, Brâd y Llyfrau Gleison (The Treachery of the Blue Books) occurred, in which a report about an inquiry into the condition of education throughout Wales was conducted. The infamous report was commissioned by Parliament in Westminster, with the aim to provide a reform of education in Wales, but this was overshadowed by the reports attitude towards the Welsh people and their language, Cymraeg. In their report, the Blue Books stated “The Welsh language is a vast drawback to Wales, and a manifold barrier to the moral progress and commercial prosperity of the people. It is not easy to over-estimate its evil effects. It is the language of the Cymri, and anterior to that of the ancient Britons. It dissevers the people from intercourse which would greatly advance their civilisation, and bars access of improving knowledge to their minds. As a proof of this, there is no Welsh literature worthy of the name.” (Commissioners of Inquiry, 1847) Consequently, after this report was published, there was a monumental shift in the way the Welsh language was perceived both within Wales, and by its neighbours. This was depicted in a report made by the Times of London in 1929, building upon the work of Matthew Arnold’s ‘Celtic Literature’ (Leerssen, 2006) where it was stated that “the Welsh language is the curse of Wales. Its prevalence and the ignorance of English have excluded, and even now exclude the Welsh people from the civilisation of their English neighbours…If it is desirable that the Welsh should talk English, it is monstrous folly to encourage them in a loving fondness for their old language…The sooner all Welsh specialities disappear from the face of the Earth the better.” (Welsh Outlook, 1929)
Aims and Objectives
My work aims to identify the parameters of peoplehood for the purposes of internal self-determination, through researching the challenges faced by law makers, such as ensuring the protection of group identity in self-determination claims. One objective of mine is to give recognition to the needs of minority groups and their claim for self-determination, acknowledging the reasons why they wish to identify outside their governing State, and if the international community can provide adequate protection to such groups. Another aim of my research is that it will have a beneficial impact on the legal community regarding minority and indigenous people’s rights, as it is clear such groups benefit from research into the unclear legislation surrounding legislation, offering a deeper understanding of the topic, and providing legislative clarity to smaller ethno-national groups. I also hope that my research can add to Liverpool John Moores University’s academic standing, as my project closely aligns with the University’s ambition to expand international and civic engagement through globally recognised research through placing societal diversity and minority groups at the centre of the analysis.
Justification for Research
I believe that my research is extremely relevant to domestic scenarios, such as post-Brexit United Kingdom, which has saw a continuing rise in the support for devolved independence in Wales, Scotland, and Northern Ireland, which will be discussed throughout my Welsh case study, questioning if people’s national identity is a large driving factor in the heightened support for their desired sovereignty. My project will offer a refreshing contribution to the current existing work in the self-determination field, by providing a focal point on Welsh group identity and conservation, and its direct relationship with internal self-determination. In identifying the parameters of peoplehood, the research I am conducting, additionally aims to provide to the contribution of acknowledging marginalised minority groups and indigenous people’s rights, offering a greater understanding of the needs of smaller communities and the protection of them. My work will advance the knowledge of socio-political and legal challenges that face those who desire self-determination, such as self-determination being enshrined in the United Nations Charter, ICCPR and ICESCR, yet States displaying clear reluctant to work on indigenous issues, illustrated by the slow development of the Draft Declaration on the Rights of Indigenous Peoples being approved by the General Assembly for adoption.
References
Barker, J. (2015) Self-Determination. Critical Ethnic Studies, 1 (1), pp.11-26.
Berman, N. (1988). Sovereignty in Abeyance: Self-Determination and International Law. Wisconsin International Law Journal, 7 (1), pp.51-105.
Commissioners of Inquiry. (1847) Reports of the Commissioners of Inquiry into the State of Education in Wales, Part 2: Brecknock, Cardigan, Radnor and Monmouth. London, William Clowes and Sons.
Crawford, J. (1999) State Practice and International Law in Relation to Secession. British Yearbook of International Law, 69 (1), pp.85-117.
Koskenniemi M. (1994) National Self-Determination Today: Problems of Legal Theory and Practice. International & Comparative Law Quarterly, 43, pp.241-269.
Leerssen, J. (2006) Englishness, Ethnicity and Matthew Arnold. European Journal of English Studies, 10 (1), pp.63-79.
Sparks, T. (2023) Self-Determination in the International Legal System. Oxford, Hart Publishing.
Sterio, M. (2012) The Right to Self-Determination under International Law: Selfistans, Secession, and the Rule of the Great Powers. Oxford, Taylor & Francis.
Suksi, M. (2006) Keeping the Lid on the Secession Kettle – a Review of Legal Interpretations concerning Claims of Self-Determination by Minority Populations. International Journal on Minority and Group Rights, 12, pp.189-226.
Office of the United Nations. (2006) Frequently Asked Questions on a Human-Rights Based Approach to Development Co-operation. New York and Geneva, United Nations. HR/PUB/06/8
Welsh Outlook. (1929) The Welsh Outlook: Where there is no vision the people perish, 16 (3), pp.67-98.
Wilson, G. (2009) Self-Determination, Recognition and Kosovo. Netherlands International Law Review, pp.455-481.
Cases
Kevin Mgwanga Gunme et al v Cameroon (2009) Communication No.266/03, Paragraph 179
East Timor (Portugal v Australia), Judgement (1995) ICJ Reports 90, Paragraph 2
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