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This paper aims to explore the barriers to accessing mental health support for people experiencing multiple disadvantage along with some potential solutions for attempting to overcome these. It draws on evidence and learning from 12 voluntary sector-led partnerships in England funded by the National Lottery Community Fund’s Fulfilling Lives programme.

Qualitative research was undertaken with frontline staff, senior leaders, volunteers, beneficiaries and stakeholders from Fulfilling Lives partnerships. This comprised focus groups (21 participants) and individual face-to-face interviews (41 participants), both of which explored barriers and local solutions to accessing statutory mental health services. Following a thematic analysis of transcripts, research participants and stakeholders were invited to a face-to-face workshop to review and validate emerging findings (34 participants).

People experiencing multiple disadvantage face significant barriers in accessing support for their mental health. These include a complex system that is difficult to navigate, long waiting lists, high eligibility thresholds and models of support that lack flexibility. Fulfilling Lives partnerships have had the funding and the flexibility to trial different approaches. Promising solutions to barriers include the use of navigators, person-centred support and multi-agency networks and training. However, overcoming systemic barriers remains the most difficult challenge.

Fulfilling Lives was a rare example of substantial and long-term (eight years) funding to work with people experiencing multiple disadvantage. This provided a unique opportunity to try different approaches and gather learning. The programme evaluation provides insights into the experiences of people facing multiple disadvantage and those who support them and offers evidence-based suggestions for policy and practice.

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The diversity literature has yet to investigate relationships between diversity and leader–member exchanges (LMX) at multiple levels of analysis. The purpose of this paper is to test a multilevel model of nationality diversity and LMX. In doing so, the authors investigate the role of surface- and deep-level diversity as related to leader–member exchange differentiation (LMXD) and relative LMX (RLMX), and hence to subordinate job performance.

The authors test a multilevel model of diversity and LMX using multisource survey data from subordinates nesting within supervisors. The authors do so in a context where diversity in nationality is pervasive and plays a key role in LMXs, i.e., a multinational organization in Dubai. The authors tested the cross-level moderated model using MPlus.

The results suggest surface-level similarity is more important to RLMX than deep-level similarity. The relationship between surface-level similarity and RLMX is moderated by workgroup nationality diversity. When workgroups are more diverse, there is a positive relationship between dyadic nationality similarity and RLMX; when workgroups are less diverse, similarity in nationality matters less. Moreover, LMXD at the workgroup level moderates the relationship between RLMX and performance at the individual level.

This study is one of very few to examine both diversity and LMX at multiple levels of analysis. This is the first study to test the workgroup diversity as a cross-level moderator of the relationship between deep-level similarity and LMX. The results challenge the prevailing notion that that deep-level similarity is more strongly related to LMX than surface-level diversity.

The purpose of this paper is to compare public health discourses on the importance of motherhood with organizational attitudes towards childbearing. It shows how pregnancy and the nurturing of infant children are valorized within public health discourses, which treat pregnancy and new maternity as a miraculous “project”, encouraging mothers to position maternity as central to their lives. By contrast, the paper shows how employers treat pregnancy and new motherhood as inconvenient and messy: as monstrous, at work.

The paper draws upon a database of qualitative netnographic (or internet-based) research. It analyses netnographic interactions between pregnant and newly maternal women. These virtual data are afforded the same validity as face-to-face research.

The paper demonstrates how maternal responsibilities for nurturing pregnancy and infant children, and the bio-medical properties of the maternal body, are central to public health discourses. By contrast, the maternal body is treated within organizations as alien, or monstrous.

The paper compares and contrasts public health valorizations of motherhood, with organizational tendencies to treat pregnancy/newly maternal bodies as monstrous. It highlights dichotomies faced by employed mothers. A continuing chasm between the social organization of maternity, and the attitudes of employers towards children and maternal bodies, is identified.

The purpose of this paper is to describe the use of Simone de Beauvoir's feminist existentialist philosophy in an empirical research study concerned with the career choices of women professional accountants.

A theoretical framework, based on de Beauvoir's philosophy, is developed. It is argued that her feminist philosophy provides an appropriate theoretical lens for the study of careers. The challenges encountered in developing this approach together with their resolution are described.

The theoretical framework informs the analysis and critique of the stories of career told by 13 women chartered accountants. Multiple meanings for the oft‐reported categories for leaving public accounting surface, extending the women‐in‐accounting literature.

The use of a structured tool may obscure certain aspects of career or unduly highlight other aspects. The framework should be used in future studies of the careers of women professionals, e.g. lawyers and minority groups, such as men of colour to assess its contribution beyond the current study.

The generated insights can be used by the accounting firms to develop alternative human resources policies and practices in an effort to retain women accountants and by the profession in assessing the nature of the work.

The development of a research methodology incorporating individual voices, the role of personal agency in career and feminist existentialism, all of which are often absent from the research concerned with women accountants provides a more in‐depth understanding of careers and a way forward for further research on the subject.

The purpose of this paper is to describe the University of Exeter Family Interventions (FIs) training programme for the South West region which was commissioned as part of the NHS England Access and Waiting Times standards (A&WTS) initiative for early psychosis. This programme (10 taught days and 6 months of supervised practice) is designed to maximise implementation in practice.

The programme introduces students to a flexible, widely applicable FI approach which integrates cognitive behavioural/psycho-educational and systemic approaches. It refreshes and develops CBT-based psycho-social intervention skills, so that clinicians feel confident to use them in family sessions and integrate these with foundation level family therapy skills. The approach facilitates engagement, and it is designed so that every session is a “mini intervention”. This enables clinicians to offer standard NICE-concordant FI or a briefer intervention if this is sufficient to meet the particular needs of a family.

This paper provides details of the regional training programme and evaluates the first four training courses delivered to nine early intervention in psychosis teams. It considers how a combination of training a critical mass of staff in each service, ongoing supervision, regional events to maintain skills and motivation to deliver FI, and the national and regional auditing of FI as part of the A&WTS all contribute to clinical implementation.

The unique design of this programme maximises implementation in practice by virtue of its widely applicable integrated FI approach, the focus on ongoing skills development and by embedding it within regional and local service support structures.

The purpose of this paper is to describe and critically evaluate the systems of accounting and accountability for the Constituency Development Fund (CDF) in Kenya. It suggests a new framework of accounting and accountability that places the goals and aspirations expressed in public discourse at the centre of accountability.

The theoretical insights of Bourdieu and Foucault are mobilized so as to tease out the nature of power relations between the various fields associated with the CDF in Kenya. The study analyses newspaper commentaries as text for identifying the main themes associated with the management of the CDF in Kenya.

The paper finds that the CDF's systems of accounting and accountability are skewed towards the needs of centralized national planning and development, contrary to its expressed aim of bringing about citizens' participation in development.

Use of newspaper commentaries and reports does not necessarily represent the views of the majority of the people of Kenya.

A new framework is suggested which places the goals and aspirations of public discourse at the centre of accounting with the various capitals suggested by these goals and aspirations forming the dimensions on which the CDF can be accounted for. Novel forms of accounting and accountability are suggested which include presentation of CDF implementation and results at public forums where the managers of CDF can be interrogated on the basis of the goals and aspirations expressed in public discourse.

Study of the CDF systems of accounting and accountability is a unique contribution to accounting for development in developing countries.