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Anti-racism has been practiced in various ways, with varying degrees of effectiveness. This chapter engages with the body of scholarship that focuses on approaches aimed at promoting anti-racist actions, policies and social change. It discusses some of the main anti-racism strategies that have been deployed across different countries and examines anti-racism practices in interpersonal, intergroup and community settings. These approaches encompass civil rights campaigns, legislative and policy interventions, affirmative action, diversity and inclusion training, prejudice reduction, intergroup contact, organisational development and holistic anti-racism approaches. Some anti-racism practices and policies, such as awareness campaigns, social marketing and diversity training, also extend to digital platforms, with social media and multimedia networks deployed to broaden the reach and impact of anti-racist endeavours. This chapter specifically engages with local anti-racism movements and draws principles for broader implementation of anti-racism policy and practice. It concludes with a brief discussion of the effectiveness of contemporary anti-racism approaches.

Little research is devoted to how salary allocation processes interfere with gender inequality in talent development in universities. Administrative data from a university indicated a substantial salary gap between men and women academics, which partially could be explained by the unequal distribution of men and women in the academic job levels after acquiring a PhD, from lecturer to full professor, with men being overrepresented in the higher job levels, as well as in the more senior positions within each job level. We demonstrated how a lack of transparency, consistency and accountability can disqualify apparent fair, merit-based salary decisions and result in biased gender differences in job and salary levels. This chapter reflects on how salary decisions matter for the recognition of talent and should be an integral part of talent management.

This chapter describes experiences of inclusion from the perspective of young adults with Down syndrome, participating in an intensive education to work (EtW) training programme. The programme, designed by a non-governmental organisation (NGO), was conducted within a private university in Australia working in partnership with the NGO.

Drawing from a broader formative evaluation of the programme, the case study investigated how inclusion was described and understood by the student participants and individuals involved in facilitating or supporting the programme. Data collection involved conducting a focus group interview with student participants and face-to-face interviews with their teachers, a student volunteer and two university lecturers who interacted with students in the programme. The findings have been used to improve the processes of the programme currently undergoing its third iteration.

Findings suggest the need to consider at least two levels of provision in the development of equitable education for individuals participating in this programme. These include considering their voices at the level of programme design, and secondly, deliberately facilitating disability confidence programs for university students and staff.

The study notes that embedding education to employment training programs for individuals with intellectual disabilities within university settings provide them with opportunities to experience and access higher education; however, more investigations are needed to ascertain what equitable higher education in practice means for them.

In this chapter, we discuss talent development in the context of higher education. After discussing the advantages and disadvantages of inclusive and exclusive approaches to talent development, we present empirical data that detail how the participants of a focus group study perceive talent development in higher education. Our data show the importance of a contextualized reading of talent development as the competitive context in academia hinders an inclusive focus on talent development. This context results in a performance-centred, instead of a development-centred approach to talent management, where outperforming others in narrowly defined areas (e.g. publication record) is the main goal. We show that in such a context the development of competitive talent is rewarded, and the development of communal talent is not. The focus on performance instead of (inclusive) development becomes more pronounced when employees move through their career and is believed to have several negative consequences. Mostly women perceived that such a non-inclusive approach to talent development hinders the development and deployment of their talents and obstructs their career progression.

Despite Bangladesh’s continued attempts, gender disparity in the workplace has long been a concern, and progress has been slow. Studies conducted earlier indicate that working women in Bangladesh experience an unwelcoming work environment, leading to unequal pay and limited opportunities for their career growth. Academic literature focuses little on the connection between gender and the physical work environment. This chapter focuses on the connection between the masculinist culture of organizations, how work is carried out, and workplaces are set up, illuminating the crucial role played by the built environment in maintaining gender equality. Infrastructure, spatial design, safety measures, amenities, and the biased culture often influence the obstacles to women’s long-term success in the workplace. This chapter investigates and comprehends the constraints female employees encounter in Bangladesh during their work by scrutinizing the influence of the physical space and the biased socio-psychological environment. As women’s long-term professional progress depends on how these elements are interrelated, improving the environment is the first step toward a fairer and more empowered work environment. A qualitative approach has been used in this study. Seventy-eight Bangladeshi graduate, working women have participated in this research. The results show that, regardless of efforts, the environment in Bangladeshi workplaces is inhospitable, directly affecting women’s careers. Building a welcoming workspace accommodating all genders is crucial for creating gender parity and promoting long-term professional growth. Therefore, this research suggests that the government should capitalize on successful efforts and investigate alternative techniques to improve this issue.

The purpose of this study is to highlight the need to develop and expand specialized support for people with ASD, examining the effect of these services on their families' quality of life. Despite efforts to promote diversity and equal opportunities for people with disabilities, Cyprus faces challenges in various levels such as in society, education, and employment. Unlike other countries, there is limited literature and data on adults with ASD in Cyprus, which prevents from forming an accurate assessment of their needs and the impact on their quality of life. Further, as a European Union Member State, Cyprus has restrictions on specialized programs and benefits, which makes it difficult to fully implement the UN Convention on the Rights of Persons with Disabilities (CRPD). This led to a lack of effective support services for adults with ASD and their families. Consequently, parents express concerns about the support that will be available for their adult children in the future. This study uses qualitative data obtained through the constant comparative method and is part of a larger project that includes both quantitative and qualitative research methods. The study presents important issues such as the positive impact of services on these adults and their families, families' concerns about specialized support and programs for people with ASD, and their relationships with their parents. The results are expected to raise awareness, promote social policy development, and improve the quality of life of people with ASD and their families in Cyprus.

Purpose: The purpose of this chapter is to identify various factors that may influence the adoption of online education by students in higher education institutions (HEIs) and contribute to the achievement of sustainable development goals (SDGs) post-COVID-19.

Need for the Study: The study addresses the need to ensure inclusive and equitable quality education, as emphasised by SDG4. It focuses on lifelong learning opportunities and aims to understand the impact of online education on students in HEIs. By identifying the factors that influence adoption, the study aims to contribute to the development of effective strategies for promoting online education.

Methodology: The study utilises a framework incorporating the use of Statistical Package for the Social Sciences (SPSS) and Analysis of Moment Structures (AMOS) software. The framework allows for the analysis of the collected data’s reliability, validity and adequacy.

Findings: The study’s findings indicate that providing students with affordable online higher education can facilitate skill enhancement and create job opportunities. These findings highlight the potential of online education in contributing to the achievement of SDGs, particularly SDG4.

Practical Implications: The practical implications of the study suggest that promoting affordable online higher Education can have a positive impact on students, enabling them to acquire new skills and access job opportunities. By embracing online education, institutions can contribute to the advancement of SDGs and ensure inclusive and equitable quality education for all.

This article studies a court case heard by the European Court of Justice in 2008 concerning employment discrimination faced by the mother of a disabled child. This case illustrates the search for a fair balance between informal care work and employment in a market economy is a fresh perspective. The very terms of social justice must be recast for the implementation of a more caring society wherein informal caregivers must be recognized as very often constituting a socially disadvantaged group. The development of a caring society requires a more comprehensive examination of power relations between informal caregivers and care recipients or resulting from care activities. Most analyses of care activities reveal a social reality involving structurally unequal agents. Among these are informal caregivers who face situations of inequality, which will not be overcome as long as care continues to be seen through the category of dependency, unilaterally assigned to those on the receiving end of care.

The struggle for racial justice has always faced significant challenges and controversies across interpersonal, intergroup and structural levels. As racism continues to evolve and adapt to new social, political and technological developments, researchers, activists and practitioners grapple with complex and intersecting issues. This chapter discusses some of the ongoing challenges anti-racist endeavours face today. It engages with contemporary global issues, such as international migration, globalisation and the digital revolution that have implications on the fight against racism. The chapter covers topics such as the recent backlashes against anti-racism, the emergence of the ‘colour-blind’ ideology and the challenges anti-racism faces in the realm of technological advance and digital spaces. Additionally, this chapter explores the discourse of decolonisation as a radical approach to anti-racism. It concludes with a critical discussion of the idea that mainstreaming and expanding anti-racism to include racial majorities may enhance its effectiveness.