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Human rights figure largely in both rhetoric and practice, and government policy seeks to value and enhance individual equality and quality of life. This paper draws on recent work, some funded by the Judith Trust, to illustrate gaps in the achievement of these ideals. The proposed new single body, a Commission on Equality and Human Rights (CEHR), may offer an improved framework for implementation of policy goals and more fulfilled lives. The Judith Trust aims to improve the lives of people with both learning disabilities and mental health needs.

Governments mediate, through their architecture of machinery and policy, access to rights and, by extension, to services. There is limited but growing recognition in both the UK and other European governments that individuals' power to negotiate this access is limited by the structural inequality of groups in certain named categories of disadvantage (inter alia, people with disabilities), and they are adapting their machinery to provide the support they require to ‘level the playing field’. However, intersectionality (identities which cut across these recognised categories of disadvantage) prevents those affected from using such mechanisms effectively. Those whose disability impairs their mental awareness and understanding face an additional barrier. The paper explores how this limits the rights of those with both learning disabilities and mental illness, and looks at some of the ways in which this problem is being addressed.

This study examined the personal characteristics and social context of two groups of women with learning disabilities and psychiatric disorders who resided in some form of community residential facility. One group of women had been admitted to hospital in the past 12 months (N = 20) and the other had been maintained in the community without any admissions (N = 33). A prospective natural group comparison design was employed over a 12‐month period to study any differences between the groups. Data was collected from the women's key workers using a pro forma and three standardised instruments: Index of Social Competence, Aberrant Behaviour Checklist and the PAS‐ADD Checklist. The groups were matched on age and level of learning disabilities. Differences were found between the groups' behavioural and psychiatric profiles. Anti‐psychotic medication was the first line of treatment. A non‐significant trend was found on negative life experiences, and a binary logistic regression analysis confirmed that high levels of challenging behaviour and having behavioural/mental health management strategies in place predicted hospital admission. The findings of this study are discussed and improvements are explored.

Women in UK retail management are well represented at the recruitment stage and at middle‐management level, but in spite of the provision of equal opportunities policies, are not well represented at senior levels (the so‐called “glass ceiling” effect). Reports recent research findings about the experience of female managers in the UK retail industry. Researchers sought to explore possible reasons for women′s under‐representation at senior management levels, including: varying emphasis on commitment; equal opportunities practices; and factors influencing career progression. Questionnaires were distributed to a sample of 34 female managers awaiting promotion to the senior position of store/general manager and data yielded significant results. The majority of female managers in the sample were highly committed and ambitious for promotion; criteria for promotion may not always reflect equal opportunities policies; and results suggest that women are disadvantaged by different career planning, a lack of political awareness and support.

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

This study sought to understand how having a calling influenced engagement, work–life balance and career satisfaction for Professional Golfers Association of America (PGA) and Golf Course Superintendent of America (GCSA) professionals.

A conceptual model was used to examine callings among golf course supervisors and its impact on their engagement, work–life balance and career satisfaction. This study also explored the moderation effect of employees’ generalized or specialized role on the calling–engagement relationship. Surveys were collected from a single golf management company and partial least squares structural equation modeling (PLS-SEM) was used for data analysis.

The results revealed significant relationships among all of the variables, with the exception of the impact of having a calling on work–life balance. Additionally, the more having a calling increased, the more important it was for supervisors to have specialized roles to increase their engagement.

This study identifies important differences in factors that promote career satisfaction for golf course supervisors and extends current understanding of role theory.

The following is an annotated list of materials dealing with information literacy including instruction in the use of information resources, research, and computer skills related to retrieving, using, and evaluating information. This review, the seventeenth to be published in Reference Services Review, includes items, in English published in 1990. A few are not annotated because the compiler could not obtain copies of them for this review.