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This paper aims to analyse the differing views on and needs of librarians and their managers for continuing professional development (CPD).

This article draws on the findings of a survey conducted by the authors in 2005. The survey was an assessment of the CPD needs of New Zealand's librarians and library assistants.

There is a significant gap between the CPD that individuals want, and that which their managers think they should have. Organisations overall need a greater strategic focus on CPD to ensure that budgets are spent well, staff are appropriately skilled, and the impact of CPD on both individuals and the organisation is tangible. Individuals need to take more responsibility for ensuring their needs are met.

Highlights a dual focus on CPD across the profession, in the light of the decision by the Library and Information Association of New Zealand Aotearoa to adopt professional registration.

Content‐analyses the academic entries in the WHATT‐CD International Hospitality and Tourism Research Register using four broad categories ‐ general management issues hospitality, tourism, and current or “hot” research issues. Identifies clusters of research interest within these categories and identifies “gaps” in the form of relatively unexplored research topic areas.

THE NEW REFORMATION SOCIETY, founded apparently at the end of 1860, finds no place in Greenwood's Free Public Libraries (1886), and from its title appears to deserve no such place. But Greenwood was an Englishman and a Liberal, and the Society owes both its character and its relevance to libraries to its founder, the Scots‐born businessman, Alexander Alison. Since in Britain authoritarian politics are never taken seriously, the man and the body deserve some attention.

The purpose of this paper is to challenge service researchers to design for service inclusion, with an overall goal of achieving inclusion by 2050. The authors present service inclusion as an egalitarian system that provides customers with fair access to a service, fair treatment during a service and fair opportunity to exit a service.

Building on transformative service research, a transformative, human-centered approach to service design is proposed to foster service inclusion and to provide a platform for managerial action. This conceptual study explores the history of service exclusion and examines contemporary demographic trends that suggest the possibility of worsening service exclusion for consumers worldwide.

Service inclusion represents a paradigm shift to higher levels of understanding of service systems and their fundamental role in human well-being. The authors argue that focused design for service inclusion is necessary to make service systems more egalitarian.

The authors propose four pillars of service inclusion: enabling opportunity, offering choice, relieving suffering and fostering happiness.

Service organizations are encouraged to design their offerings in a manner that promotes inclusion and permits customers to realize value.

This comprehensive research agenda challenges service scholars to use design to create inclusive service systems worldwide by the year 2050. The authors establish the moral imperative of design for service inclusion.

This paper aims to review Ruth Simpson’s contribution to the field of gender and management.

This paper looks at Ruth Simpson’s body of work over her career through a conversation that took place between Pullen and Ross-Smith.

Ruth Simpson’s contribution to gender, class, work and organizations is discussed.

This piece remembers Ruth Simpson’s feminist scholarship to the field of gender and management.