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Presents results of focus group discussions held with 300 nine‐to‐11‐year old UK children. Questions were asked about whether it matters if someone is fat or thin; whether a fat child should take any action; what problems they might have; and the relationship between fatness, thinness and health. Considerable complexity emerged; children divided fat children into those for whom it was natural and those for whom it was self‐inflicted. They showed a great deal of sympathy for “naturally” fat children. However, they also felt that fat children would be bullied. Girls seemed less able than boys to resist the pressures to be thin, but also showed considerable ability to distance themselves from media images of thin women. Although children had learned the orthodoxy surrounding health, fat and overweight, they did not believe that “thin is good, fat is bad” and did not tend to link weight control with exercise.

This article describes the practical example and experience of setting up from scratch an organisation called Support Line for Kent Social Services Department. It covers briefly the type of service, the marketing of it and organisational context and evaluation.

Describes the way in which one UK organization has responded to the problem of stress at work through the establishment of an in‐house counselling service available without charge to all employees. Describes the structure and mode of operation of the service, including the monitoring and evaluation process. Presents broad outcomes of the monitoring and evaluation and draws out some implications for good practice.

The purpose of this paper is to consider youth gangs and county lines with reference to the current drive for a public health response to these issues.

This viewpoint paper traces the development of gang and serious youth violence responses in England, exploring the shift from a punitive to safeguarding response to young people affected by these issues.

Drawing on the learning from both Scotland and the USA, this paper considers the relevance of a public health model to responding to youth gangs and county lines, highlighting the key facets of such an approach.

This paper provides a historical context to the issues surrounding previous responses to youth gangs and goes on to consider the practicalities and relevance of a public health model response.

Currently, in the education data use literature, there is a lack of research and examples that consider the early steps of filtering, organizing and visualizing data to inform decision-making. The purpose of this study is to describe how school leaders and researchers visualized and jointly made sense of data from a common learning management system (LMS) used by students across multiple schools and grades in a charter management organization operating in the USA. To make sense of LMS data, researchers and practitioners formed a partnership to organize complex data sets, create data visualizations and engage in joint sensemaking around data visualizations to begin to launch continuous improvement cycles.

The authors analyzed LMS data for n = 476 students in Algebra I using hierarchical cluster analysis heatmaps. The authors also engaged in a qualitative case study that examined the ways in which school leaders made sense of the data visualization to inform improvement efforts.

The outcome of this study is a framework for informing evidence-based improvement cycles using large, complex data sets. Central to moving through the various steps in the proposed framework are collaborations between researchers and practitioners who each bring expertise that is necessary for organizing, filtering and visualizing data from digital learning environments and administrative data systems.

The authors propose an integrated cycle of data use in schools that builds on collaborations between researchers and school leaders to inform evidence-based improvement cycles.

Hiring managers commonly rely on system-justifying motives and attitudes during résumé screening. Given the prevalent use of modern résumé formats (e.g. LinkedIn) that include not only an applicant's credentials but also headshot photographs, visible sources of information such as an applicant's race are also revealed while a hiring manager simultaneously evaluates a candidate's suitability. As a result, such screening is likely to activate evaluation bias. The purpose of this paper is to examine the role of a hiring manager's perceptions of race-system justification, that is, support for the status quo in relations between Black and White job candidates in reinforcing or mitigating hiring bias related to in-group and out-group membership during résumé screening.

Drawing from system justification theory (SJT) in a pre-selection context, in an experimental study involving 174 human resource managers, the authors tested two boundary conditions of the expected relationship between hiring manager and job candidate race on candidate ratings: (1) a hiring manager's affirmative action (AA) attitudes and system-justifying attitudes and (2) a job candidate's manipulated suitability for a position. This approach enabled us to juxtapose the racial composition of hiring manager–job candidate dyads under conditions in which the job candidate's race and competency for a posted position were manipulated to examine the conditions under which White and Black hiring managers are likely to make biased evaluations. The authors largely replicated these findings in two follow-up studies with 261 students and 361 online raters.

The authors found that information on a candidate's objective suitability for a job resulted in opposite-race positive bias among Black evaluators and same-race positive bias among White evaluators in study 1 alone. Conversely, positive attitudes toward AA policies resulted in in-group favoritism and strengthened a positive same-race bias for Black evaluators (study 1 and 2). We replicated this finding with a third sample to directly test system-justifying attitudes (study 3). The way in which White raters rated White candidates reflected the same attitudes against systems (AA attitudes) that Black raters rating Black candidates exhibited in the authors’ first two studies. Positive system-justifying attitudes or positive attitudes toward AA did not, however, translate into the elevation of same-race candidate ratings of suitability above those of opposite-race candidates.

Although the size of the sample is on par with the percentage of Blacks nationwide in private-sector managerial-level positions ideally, the authors would have preferred to oversample Black HR managers. Given the scarcity of focus on Black HR managers, future researchers, using diverse samples of evaluators should also consider not only managers' and candidates' race but also their social dominance orientation. Moreover, it is important that future researchers use more racially diverse samples from other industries to more fully identify the ways in which the dynamics of system-justifying processes can emerge to influence evaluation bias during résumé screening.

Advances in technology pose new challenges to HR hiring practices. This study attempts to fill a void regarding the unintended effects of bias during digital résumé screening. These trends have important HR implications. Initial screening of a job applicant's credentials while concurrently viewing the individual's photograph is likely to activate subconscious evaluation bias, produces inaccurate applicant ratings. This study's findings should caution hiring managers about the potential for bias to arise when viewing job candidates' digital résumés and encourage them to carefully examine various boundary conditions on racial similarity bias effects on applicant pre-screening and subsequent hiring decisions.

The study’s results suggest that bias might be attenuated as organizational leaders engage in efforts to understand their system-justifying motives and examine perceptions of the workplace social hierarchy (i.e. responses to status hierarchies) linked to perceptions of the status quo. For example, understanding how system justifying motives influence evaluation bias will inform how best to design training and other interventions that link discussions of workforce diversity to the relationships among groups within the organization's social hierarchy. This line of research should be further explored to better understand the complex forces at work when hiring managers adopt system-justifying motives during hiring evaluations.

The authors address the limitations of prior research by examining interactions between boundary conditions in a real-world context using real human resources hiring managers and more contemporary personnel-screening practices to test changes in the direction and strength of the relationship between hiring manager–job candidate race and hiring manager evaluations. Thus, the authors’ findings have implications for hiring bias and understanding of system-justification processes, particularly regarding how, when and why hiring managers support the status quo (i.e. perpetuate inequity) even if they are disadvantaged as a result.

The growing proportion of older people in the United Kingdom requires policies that are cost‐effective and responsive to their needs. Both these factors have led to growing emphasis on policies which enable older people to remain in homes of their own. Older people are becoming more vociferous in expressing their views and are being encouraged to do this. This article reports on three pieces of research funded by the Engineering and Physical Science Research Council (EPSRC) which have attempted to draw on the views of older people about assistive technology and its role in staying at home policies.

This study aims to explore the stories of two young refugee women, Sue Mar and Amora, and how their adolescent identities, experiences, and beliefs, partially shaped by their English teacher, helped pave their paths to higher education.

This study is guided by the lens of critical literacy as “a way of being and doing” (Vasquez et al., 2019). The authors chose portraiture, a participant-centered methodology, as a response to the historical marginalization of refugees, to bring their voices to the forefront (Lawrence-Lightfoot and Davis, 1997). They draw from interviews conducted with Sue Mar and Amora, document analysis, and an interview with the English teacher.

In Sue Mar and Amora’s portraits, aspiration and determination are seen as primary factors in their college-going. In addition, Sue Mar and Amora were propelled by their English teacher’s support through the cultivation of a loving relationship, high expectations, and critical pedagogical practices. Their family and community fostered beliefs about the power and potential of education, and other refugees served as important role models.

Researchers should explore refugee students’ experiences accessing higher education.

English educators should connect literature to the lived experiences of their students to show that they value their students’ knowledge and past experiences.

Policymakers should consider the role that community colleges play in the lives of refugee students and should support programs including tuition reduction for refugee students.

As only 6% of refugees currently attend college (UNHCR, 2023), it is essential to understand factors that contributed to students’ college-going.

The purpose of this paper is to examine how residualisation is experienced across a supported housing provider in an English county. The analysis is in three parts: firstly, it focuses on organisational provision, including impacts of change on decisions on market entry and exit; secondly, it reviews evidence on service provision and the adaptations services are making to reflect the changing pressures of the sector; finally, it considers the impacts on service delivery and the experiences of those that rely on the provision.

The analysis uses interview data across the organisation, together with material from the UK Government department consultation (2017) and a UK Parliamentary Select Committee inquiry (2017) to examine the impacts across the different tiers of service, including the day-to-day experience of residualised services for those that deliver and receive that support.

The paper concludes that residualisation is a direct outcome of the neoliberalisation of welfare states, introducing limits to state involvement and funding, a greater emphasis on quasi-market involvement in the sector and a shifting of responsibility from government to individuals.

It not only demonstrates the impacts of reducing state support on the supported housing sector but also emphasises the importance of residualisation as a conceptual framework applicable to the wider implications of austerity and neoliberal ideology.

This paper demonstrates the way that the burden of responsibility is being shifted away from the public provision of support and onto the individuals. This can be problematic for the individuals who are vulnerable as a result of their economic medical or social circumstances.

The retreat of the state from supported housing is both a political change and an austerity-led change. This article provides insight from a single-supported housing provider. In so doing, it illustrates the pressure such an organisation is under.

This paper provides a unique insight from the perspective of all levels of a supported housing service provider, combined with the analysis of government consultation and parliamentary inquiry.

Literature seldom admits the importance of historical contingency and politics in the creation of hybrid organisations. Nevertheless, the circumstances of their creation play a pivotal role in the subsequent operation, priorities and success of these prolific organisations. Through a single case study, this paper aims to explore the connection between the multiple and concurrent crises that created London Transport and the subsequent balance of its institutional logics.

This case study uses in-depth data collection from multiple archival and public sources to offer quantitative and qualitative analysis of the priorities, logics and services offered by London Transport before and after its transition from a private to a hybrid organisation.

Providing London’s transport via a quasi-autonomous non-governmental monopoly was justified as being more efficient than competition. However, by applying accounting ratios to the archival records from London Transport, the authors find that there were few decisive efficiencies gained from amalgamation. Instead, the authors argue that the balance of institutional logics within the new, unified organisation showed a political response outwardly addressing market failure but primarily concerned with marginalising democratic control. This reality was obscured behind the rhetoric of rationality and efficiency as politically neutral justifications for creating a public service monopoly.

This paper challenges supposedly objective systems for judging the effectiveness of “hybrid” organisations and offers an alternative political and historical perspective of the reasons for their creation. The authors suggest that London Transport’s success in obscuring its enduring market-based institutional logics has wider resonance in the development of municipal capitalism.