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The purpose of this paper is to document reflections on experiences of stigma and discrimination as described by predominantly black and ethnic minority (BME) service users in a high security hospital via a slow‐open therapy group. Service users from BME are known to have higher drop‐out rates and poorer treatment outcomes in non‐forensic therapy settings (Rathod et al.). Further, they are over‐represented in forensic services and often disengage, because their views and feelings are poorly understood (Ndegwa).

Thematic analysis was applied to a sample of electronically stored running records of group sessions, in which experiences of care, discrimination, hope, despair, and recovery were shared.

Over a three‐year period, 18 forensic patients participated in the group. Group members' reflections on detention, offending and illness were collected. Themes relating to isolation and distance, other barriers to recovery and strategies for coping “against the odds”, are illustrated via anonymised material from the sessions.

Stigma and discrimination are difficult concepts to hold in mind, and are therefore difficult to access. Nevertheless, their effects can be so all encompassing for patients in high security that hope is hard to sustain. The extent to which the themes generated by this sample are representative of those pertinent to others in similar secure settings is inevitably beyond the scope of this paper.

Service users can, and do, share ideas about possibilities for surviving despite their past. Their comments shed light on barriers to engagement for this potentially marginalized population, and possibilities for improving the capacity of the clinical service to hear their voices on an issue of such importance to their potential for recovery.

Specific attention to the perspectives of all service recipients on the impact of illness and their recovery is required in a modern health service, where inclusion is a guiding principle.

Interventions for addressing stigma for the most marginalized are infrequently described, but are potentially relevant for all.

The purpose of this paper is to present historical research on marketing practices in department stores of the 1880-1930 period using primary source records from Australia.

The paper draws from primary records including retail trade journals, mass circulation newspapers, and other contemporary sources, but mainly from the archives of The Master Retailers' Association (MRA). The MRA was the dominant industry employers' organisation in Australia, and possibly the first retail association of its kind in the Western world. Secondary sources have also been used to supplement the primary records, and to provide context, and cross-cultural comparisons.

The findings demonstrate the antecedents of a range of marketing practices that today we presume are modern, including sales promotion, trade promotion, direct mail, destination retailing, advertising, and consumer segmentation. This supports other scholars' research into marketing's long history.

This paper contributes original knowledge to the neglected field of Australian marketing history and connects the pioneering practices of retailers to the broader field of marketing. While some outstanding retail histories exist for the USA, UK, and France, the Australian story has remained largely uncovered.

This column reviews reference works in all areas of science and technology, except medicine, and includes new publications as well as editions of previously published works. The intention is to provide informative, critical and evaluative reviews and to make comparisons with other similar works, if available. It is hoped that these reviews may be of use both in collection development and in providing reference services.

This paper presents recently published resources on library instruction and information literacy, providing an introductory overview and a selected annotated bibliography of publications covering various library types, study populations and research contexts.

This paper introduces and annotates English-language periodical articles, monographs, dissertations, reports and other materials on library instruction and information literacy published in 2020.

The paper provides a brief description of all 440 sources and highlights sources that contain unique or significant scholarly contributions.

The information may be used by librarians, researchers and anyone interested in a quick and comprehensive reference to literature on library instruction and information literacy.

Purpose–To provide a conference report on the annual Charleston Conference, a meeting that blends acquisitions, serials, collection development and general publishing trends. Design/methodology/approach–Describes the highlights of the conference. Findings–Many trends continue to evolve in the area of electronic publishing, scholarly communications practices and library/publisher/vendor relations. Originality/value–This conference however covered by the press, attracts a “straight shooters” sharing the latest ideas and implications from doing new things in the area of acquisitions, serials, collection development, publishing developments and increasingly user services.

The COVID-19 pandemic exacerbated the talent challenges faced by hospitality organisations. This paper aims to propose a new concept – industry talent branding – which, is argued, offers industry stakeholders the opportunity to reduce such issues through working more collaboratively and strategically to magnify the pool in which individual organisations compete for talent.

This paper proposes a conceptual framework of industry talent branding, based on brand equity theory, signalling theory and the employer branding literature.

Industry talent branding opens a potentially new stream of research on how talent attraction and retention issues may be addressed. The authors propose that there is merit in moving beyond the organisational-level phenomenon of employer branding to industry talent branding through articulating a broader collaborative and strategic agenda to increase and widen the talent pool available to organisations.

The proposed framework offers the hospitality industry and its encompassing stakeholders a means to adopt a more proactive, collective and strategic approach to address long-standing talent challenges.

This paper combines brand equity and signalling theories to develop the concept of industry talent branding, defined as a strategically curated, yet realistic impression of the employee value proposition (i.e. the benefits and rewards received by employees in return for their work performance) available within the industry, that by design will sustainably attract new employees into the industry and retain existing talent.

The purpose of this paper is to explore the labour market experiences of highly skilled migrants from developed countries who are not linguistic or visible minorities in the host country.

The results of the paper derive from interviews with 64 highly skilled British migrants in Vancouver. Participants were asked open‐end and closed‐ended questions and the data from the interviews were coded and analysed manually.

British migrants were divided with their labour market outcomes. Some cited positive experiences such as better responsibility, treatment and salary, while others cited negative experiences such as having to re‐accredit, unduly proving themselves to their employers and not having their international experience recognised.

The results are particular to a single case study, hence they cannot be generalised or taken to represent the experiences of all British skilled migrants in Vancouver.

Governments and organisations should ensure that they fulfil any promises they make to highly skilled migrants before the migration process and manage their expectations. Otherwise they face problems with brain waste and migrant retention in the short term and attracting foreign talent in the long term. They should also consider taking a more flexible approach to recognising foreign qualifications, skills and international experience.

The paper adds to our understanding of migrant groups from countries who share similar social and cultural characteristics to the host population. The paper shows that labour market integration challenges are not exclusive to low skilled visible minority migrants, but also to highly skilled migrants who speak the same first language and have the same skin colour as the majority of the host population.

During the last years, workplace fun has emerged as a potential indicator of a healthy workplace. Congruently, organisations have become interested in enhancing positive experiences at work, such as joy in the workplace. While such trends have resulted in a growing literature on fun in the workplace, humour and play, academics and practitioners are still uncertain as to the nature of fun and its antecedents. The purpose of this paper is to explore the concept of fun in the modern organisation and understand the underlying elements necessary for creating environments that valorise and promote fun.

The authors conducted semi-structured individual interviews with open-ended questions with 34 employed individuals from a variety of professions. The data were analysed using thematic analysis.

The analyses revealed organised fun as a distinct type of workplace fun that can have a significant impact through its social support function and psychological safety as the underlying element for promoting healthy positive fun interactions. The culture of the organisation and management attitudes towards fun emerged as key issues in promoting a fun workplace.

Organised fun emerged as a new type of workplace fun. The relational characteristic of fun and its function as a social support method are discussed. The study has delineated the contextual factors that should be addressed by researchers when studying workplace fun.

Workforce diversity has become an important issue in Australia. This study examined the extent to which human resource management practices were being used by organisations in Australia to manage workforce diversity. The study also assessed the perceived challenges and benefits of diversity in the workforce. The findings of this study indicated that overall, management of workforce diversity is only “mediocre”. In particular, inadequate diversity management practices were found in the areas of recruitment and selection and training and development. As migrant employees do not create any problems and are very compliant, the challenges that workforce diversity presents does not receive adequate attention by organisations in Australia. However, these organisations seek several benefits from their multicultural workforce. The implications of these findings are discussed.