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Migration, gender, and sexuality: the unequal production and circulation of knowledge in an epistemic community
No full textScholars of gender and sexuality within migration studies might be seen as constituting an epistemic community or “networks of scholars that have emerged around certain topics, concepts, approaches, or disciplines” that have emerged in the past 30 years or so in response to the critique of the previous absence of such considerations. However, as the epistemic community of gender, sexuality and migration expanded and consolidated, it has done so primarily in the Global North. This new epistemic community has tended to reproduce global inequalities in the production and circulation of knowledge. This chapter first addresses the unequal status of where knowledge is produced, namely the priority accorded to that generated in particular sites in the Global North and the limited perspectives of gendered mobilities in a heterogeneous Global South. Second, the chapter examines issues related to the difficulties of circulation of knowledge and institutional contexts. These include the language of teaching, research, and publishing with English as the hegemonic language; the place of education and research; and the political environment of research. Finally the chapter considers initiatives and the way forward in addressing inequalities in the production and circulation of knowledge in relation to gender, sexuality and migration
Organizational change in action
No full textThe authors bring to the fore the human aspect of change management: how you can learn to enact change in an ethical and empathetic way, taking into account psychological and cross-cultural perspectives, as well as business imperatives.
Today's volatile and uncertain business environment means that change initiatives occur with greater frequency than ever before. A focus on employability skills permeates the text, to ensure that you are prepared to lead change in your professional life. Exercises at the end of each chapter prompt you to reflect on learning and how it could be effectively applied in an interview context, while a realistic fictional case study runs through the textbook, challenging you to guide the senior management team following an acquisition.
Change programmes can flourish with the right approach, or flounder amidst struggles over power, culture, office politics and interpersonal relationships: Organizational Change in Action is a practical, contemporary guide to effective change leadership
Enhanced accountability? Assessing the amendments to gender pay gap reporting in the Employment Rights Bill
No full textIn the lead-up to the election, then Shadow Chancellor Rachel Reeves pledged that Labour would eliminate the gender pay gap (GPG) “once and for all”. This ambitious promise is to be achieved in part by amendments to the Gender Pay Gap Information Regulations (‘the Regulations’), which since 2017 have required employers with 250+ employees to annually report their GPG, gender proportions across pay quartiles, bonus pay gap and proportions of men and women receiving bonuses. This data was intended to help employers understand the causes of their GPG and, through public access to the data, incentivise action to address those causes. However, limitations in the Regulations’ design have undermined the impact of reporting. Notably, employers are not obliged to take remedial action on the basis of reported data, and the exclusion of outsourced workers from reporting enables employers to exploit cheaper labour while concealing the gendered impact of this practice.
Part 2 of the Employment Rights Bill 2024 introduces two key amendments aimed at addressing these shortcomings. First, it grants the power to mandate that employers develop and publish equality action plans, outlining the steps they are taking to address the GPG and to support employees experiencing the menopause. Second, it requires employers to include outsourced workers in their GPG reports.
This paper examines these amendments to assess their potential to enhance GPG reporting and drive meaningful change. It argues that, while these measures represent significant progress by closing loopholes that have allowed employers to evade accountability, critical challenges remain. Key questions include how to ensure employers genuinely identify the causes of their GPG and commit to evidence-based actions to target those causes, and whether the Equality and Human Rights Commission – hindered thus far in its enforcement efforts – can be equipped to provide effective oversight and hold noncompliant employers accountable
Neurodivergence acceptance - embedding cultural competence in midwifery education
No full textBackground:
The RCM is committed to promoting equality, diversity and inclusion within all aspects of maternity services. This starts with midwifery education.
With a growing awareness of neurodivergent students and healthcare professionals, education needs to be designed to be accessible and free from obstacles to support.
We have produced a unique toolkit to support midwifery educators to provide inclusive education, advocating for widespread neurodivergence acceptance.
By educators developing more inclusive midwifery curricula, we hope to contribute to more equitable and accessible maternity services that better serve diverse communities.
Methods:
The ‘neurodivergence acceptance toolkit’ aims to prompt midwifery educators to evaluate their processes, from recruitment to qualification, to create a learning environment in which neurodivergent students can thrive.
The RCM coproduced the toolkit in partnership with a range of stakeholders with lived experience and enabling educators to examine their midwifery programmes from diverse perspectives. Feedback has already shown improvements to the educational journey for midwifery students who face discrimination, ultimately improving experiences for midwives, women, birthing people and their babies.
Results:
Neurodivergence Acceptance Toolkit
Conclusion:
The toolkit advocates for accessible and inclusive education within universities and practice, ultimately improving the learning experience for all midwifery students and resulting in a more competent workforce.
Potential impact:
It is shown that neurodivergent people, often from intersecting identities, experience discrimination. This applies equally to childbearing women, midwives and midwifery students. If the maternity workforce is representative of the population it serves, outcomes will improve, as will the attrition rates of the neurodivergent healthcare workforce
Neurodiversity & midwifery: creating supportive learning/care environments
No full textMaternity & Midwifery Hour Series 15 - Episode 6: Neurodiversity & Midwifery: Creating supportive learning & care environments
This episode focusses on the needs of neurodivergent pregnant and childbearing women and student and qualified midwives.
We are joined by Nicolette Porter who will discuss supporting autistic women and birthing people in the perinatal period highlighting the unique challenges they face and the need for more inclusive, informed support. Nicolette will also discuss a current research project, recruiting midwives to explore their knowledge, confidence and attitudes in caring for autistic individuals, with the ultimate goal of improving maternity care experiences for this group.
Emilie Edwards, Senior Lecturer in Midwifery at Middlesex University, will then explore neurodivergence in midwifery and creating inclusive education and workspaces
Suicide in Asia and the Pacific
Get PDFSuicide is the second leading cause of death in 15–29-year-olds and, in many countries, the leading cause of death among young males and one of the leading causes among females. The burden of disease that is attributable to suicide is substantial. The impact of years of life lost on national economies is immense, and the impact of suicide on families and communities is profound and long-lasting. Almost 80% of suicides occur in low- and middle-income countries with limited resources for suicide prevention. Reducing the suicide rate is the only quantitative mental health-related target in the Sustainable Development Agenda. The papers that have been included in this Reprint were published in the IJERPH Special Issue on Suicide in Asia and the Pacific. They include diverse types of articles and methodologies exploring a variety of topics, including cultural, historical, and gendered contexts of suicide; determinants, risk, and protective factors; help-seeking behaviours; suicide prevention policies and strategies; and interventions, programs, and services
Book review: Nataša Lacković and Alin Olteanu, Relational and Multimodal Higher Education: Digital, Social and Environmental Perspectives
No full textBased on: Lacković Nataša and Olteanu Alin, Relational and Multimodal Higher Education: Digital, Social and Environmental Perspectives. London: Routledge (Routledge Studies in Multimodality), ISBN: 978-0-367-72536-5, 2024, xxxpp. £39.99 (ppb), £145 (hbk), £35.99 (ebook)
Pension risk: implications for banks' risk management (with emphasis on UK)
No full textThe proper functioning of occupational pension schemes is critically important for economies and the financial sector in which they operate. Financial institutions with meaningful pension exposures are obliged to undertake proper management of their pension responsibilities in order to mitigate untoward effects on the economy and society. This paper seeks to explore how banks in particular, with an emphasis on the UK environment, can and should mitigate their pension exposures. It reviews the main types of pension schemes and related regulation of these, examines the key drivers of pension risk on banks' balance sheets, and discovers the implications for bank liquidity risk, utilising a case study. Based on these practical observations, the paper goes on to recommend an appropriate pension risk framework, along with related capital management strategies. It concludes with consideration of the treatment of pension risk obligations in the Internal Capital Adequacy Assessment Process (ICAAP) of sponsoring banks
Adaptive market anomaly detection (AMAD): enhancing minimum spanning tree stability in financial networks
Get PDFThis paper introduces the adaptive market anomaly detection (AMAD) transformation, which enhances minimum-spanning tree stability in financial networks by adaptively dampening extreme market movements while preserving essential return information. Empirical validation across multiple market regimes demonstrates that AMAD-preprocessed MSTs exhibit greater edge persistence, improved structural consistency, and superior risk-adjusted portfolio performance compared to MSTs constructed using raw returns
Andrew Cooper’s special issue editorial
No full textSpecial Issue of the Journal of Social Work Practice, in memory of Andrew Cooper