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The ethnic minority population in Britain is sizeable and represents a viable and untapped market segment. In today’s fragmented and increasingly turbulent markets, ethnic marketing offers a new strategic focus for product/market development and, in many respects, companies which ignore this do so at their own competitive peril. Companies wishing to do business with ethnic minority groups will fundamentally have to review the basic premisses of their marketing plans to take account of the growing market pluralism and the multi‐ethnic reality of modern Britain. Accordingly, this paper provides a literature over‐view of the crucial issues which are likely to become the important determinants of success in developing ethnic marketing programmes. It is hoped that this paper will stimulate thought towards detailed examination of good practices, critical success factors and associated principles which might help to improve marketing practices aimed at the ethnic minority population.

From a distinctiveness theory and elaboration likelihood model (ELM) perspective, this study aims to investigate the determinants, the direct and indirect effects of ethnic identification on brand attachment, brand love and behavioral outcomes. The authors examine two types of products (high- vs low-involvement).

In a survey, participants were randomly assigned to four conditions consisting of two high-involvement (i.e. a smart watch and a car) and two low-involvement (i.e. a soda/soft drink and a shampoo) stimuli. A total of 192 respondents participated in this study; 39% were male, 61% were female and 90% were 18-22 years old.

In line with ELM, the authors offer evidence that ethnic advertising is more effective for low-involvement products targeted at African American consumers. Results also showed that brand attachment partially mediates the effect of ethnic identification with the ad (EthIdenAD) and brand love. In summary, the structural equation modeling (SEM) results support the efficacy of ethnic-targeted ads for developing brand attachment, brand love and behavioral outcomes.

Using ethnically targeted ads to target minority groups may not be sufficient to increase the efficacy of ads. According to distinctiveness theory, African Americans with different levels of ethnic identification will respond differently to ad attitudes, brand attachment, brand love, identification with the model in the ad and varying degrees of belief that the ad was targeted toward them.

This study examines the effect of ethnically targeted advertising on brand love, and behavioral outcomes with the mediation effect of brand attachment and moderation effect of product involvement. The results of this study suggest several theoretical and practical implications for marketing and brand management, including directions for advertising strategy and consumer–brand relationships.

This paper includes a proposed model for working with diverse students both in the classroom and as faculty mentors. This paper aims to provide guidelines on creating a collaborative learning community, helping students engage in cultural self-awareness and mentoring minority students.

As a conceptual piece, this manuscript is a working model which has been implemented in instructor pedagogy for the past five years.

Support for this model primarily comes from student evaluations and feedback.

This manuscript will provide valuable teaching tools and insight into multicultural pedagogy.

Bringing renewed attention to the anemic representation of Black women within the teaching profession, this chapter begins by chronicling the history of Black women in teacher education – from the Reconstruction Era to the 21st century – in an effort to highlight the causes of their conspicuous demographic decline. Next, it is argued that increasing the number of Black women in the teaching profession is a worthwhile endeavor although the rationales for such targeted efforts may not be obvious or appreciated by the casual observer. It is, therefore, important to illuminate the multiple justifications as to why it is essential to improve the underrepresentation of Black women in America’s classrooms. Lastly, it is asserted that serious attention is required to reverse the dramatic exodus of Black women from the teaching profession. In conveying this issue, the author shares special emphasis recruiting tactics, for the national, programmatic, and local school district levels, as promising proposals to enlist and retain more Black women in the teaching profession.

The purpose of this paper is to explore the effect of Public Private Dialogues (PPD) on cronyism accounting for various cultural and governance institutions.

It proposes a number of hypotheses on: whether PPD characterized by high official representation and business representation, through mainly building trust, succeed in minimizing cronyism; whether certain cultural and governance institutions help PPD in achieving this; and in cultural settings which are originally inducing cronyism whether PPD help in minimizing cronyism. These are tested empirically using an ordinary least squares multivariate panel regression.

High official representation and high business people’s participation in PPD were found to help in minimizing cronyism in different cultures. This is arguably attributed to building trust in cultures characterized by having low general trust and low trust in governments. Accountability and transparency are significantly assisting PPD in this regard. Yet, PPD do not always succeed in taming cronyism, and in particular in ethnic fractionalized societies and societies having high collective cultures.

The biggest challenge this research faced was estimating a proxy for PPD. Better data on business associations’ participation worldwide are needed to construct a more developed proxy.

PPD with high business participation and government representation should be encouraged. The same is true for reform leading to higher levels of transparency and accountability.

Constructing a proxy for PPD that allowed meta-analysis; and investigating theoretically and empirically the effect of the interaction of PPD with various institutions on cronyism.

‘Black Africans’ in England are disproportionately and highly affected by the heterosexually contracted HIV epidemic. Policy and practice frameworks have advocated ethnic matching in HIV prevention. We explore how self‐identifying ‘black African’ workers in London were co‐producers of ‘black African’ identities to target in preventative HIV interventions. Drawing on a focused literature review and 12 in‐depth interviews with workers, the paper identifies themes associated with co‐production of an African identify by workers. The historical inclusion of the category ‘black African’ in the 1991 census coincided with the emergence of Africans as at higher HIV ‘risk’. In co‐producing an African public, the workers projected their heterosexual and Christian affiliations on to the targeted population, perceiving themselves as ‘insiders’ knowledgeable about rumours that had historically co‐produced African identities. Fear of those in authority galvanised the formation of African‐led agencies, offering entry points for HIV prevention to Africans. By projecting aspects of their complex ‘selves’ on to the ‘other’, encounters in public spaces were deemed ‘opportunities’ for outreach interventions. The ethics of ‘cold calling’, confidentiality and informed consent were taken as ‘given’ in these socially produced ‘private’ spaces located in ‘public’ venues. In following HIV prevention frameworks as advocated by Pulle et al (2004), the workers endorsed yet problematised the notion of ethnic matching.

Interviewing minority ethnic older people can seem daunting. It is easy for stereotypical views of minority ethnic groups and of older people to lead to pathologising approaches being adopted unwittingly. This article attempts to illuminate several key aspects of conducting interviews with such population groups by drawing partially on the experience of working on a Growing Older project funded by the Economic and Social Research Council of Britain. This project looked at the social network and social support of older people from different ethnic groups in Britain and the relationship between these and their quality of life. The research instrument comprised both structured and unstructured components. Interviews were conducted by a multi‐ethnic team of interviewers speaking a range of community languages. By focussing attention on the interactional nature of interviewing, this article explicates the process of conducting research. Issues pertaining to the choice of language, the use of interpreters, ethnic matching of interviewers and interviewees, the use of standardised instruments and the interview itself as a tool for data‐generation are examined. This article contends that a reflexive approach to methodology can lead to a more robust approach to data by confronting the practical, methodological and ethical issues encountered in doing research with such population groups. The issues raised are not merely in terms of ‘white’ researchers working with ‘non‐white’ respondents, but relate to the improvement of research practice in general regardless of the ethnic background of researcher and respondent.

Should enterprise support for ethnic minority firms be configured along ethnic lines? This question has confronted many officers engaged in the “enterprise industry”, as they grapple with the task of supporting the increasingly significant phenomenon of ethnic minority entrepreneurship. The situation is complicated by the markedly different experiences of ethnic minority groups in business; the apparently low take‐up of existing services; and wider debates in the policy world encouraging the “integration” of business support activities. Policy initiatives to support ethnic minority businesses have had to engage with such issues; but rarely have they been documented. This paper assesses the experience in a Midlands city of AsCo, a Pakistani‐dominated business group that is attempting to “bridge the gap” between South Asians in the retail sector and the providers of business services. The paper is distinctive in a number of respects: The issue of practical enterprise support provision for South Asian firms has rarely been subject to academic scrutiny. Hence, the paper provides a rare case study of this process in action; The design of the initiative was a genuinely collaborative endeavour involving the researchers, policy makers (the local Training and Enterprise Council) and small businesses in AsCo. Indeed, the research was commissioned by the local Training and Enterprise Council (TEC) and AsCo; A methodologically heterogeneous approach is adopted. This involved in‐depth qualitative interviews with 25 member businesses of AsCo (out of a total membership of 80); ten interviews with non‐members; observations of a number of AsCo executive committee meetings; interviews with key TEC officers; and an insider’s view (the second author) of how the research has actually informed TEC policy.

Several Flemish social scientists argue for the existence of a dual Flemish labour market as a result of ethnic stratification. Flanders is the Northern, Dutch speaking region of Belgium, which inhabits around six million people. The poor educational level of ethnic minority youngsters is generally considered to be one of the main explaining factors. The purpose of this paper is to find out whether ethnic minority graduates, who have successfully completed their higher education, also face ethnic stratification in the labour market, even though the educational argument does not apply. Therefore, the paper examines differences in labour market positions of the third (Italian) and the second (Turkish and Moroccan) generation immigrants, and a matching Flemish ethnic majority control group.

The study is essentially of a quantitative nature. A postal survey was used to ask recently graduated ethnic minority and majority students from two schools of higher education and one university in Flanders about their career on the labour market after graduation. Universities provide education leading to master diplomas whereas schools of higher education train professional bachelors.

The waiting period between leaving school and entering the labour market is longer for ethnic majority graduates than for ethnic minority graduates. However, once on the labour market the differences in labour market position tend to disappear. Differences in first job wage, contract modalities, labour regime or the executive character of the job were small and non‐significant. Yet 61 per cent of the graduates of Turkish and Moroccan origin feel they have to try harder both in gaining access to the labour market and once in employment.

Further studies will need to confirm these findings, perhaps even with ethnic minorities of other educational levels, in other locations.

The results suggest that closer attention should be paid to the psychological dimension of the school‐to‐work transition of ethnic minority graduates as their psychological contract is under pressure. As they feel their efforts are not sufficiently rewarded – since they feel they have to try harder than others and are rewarded the same – chances are they will reduce their efforts.

The paper focuses on the under‐researched area of ethnic stratification among higher educated graduates. Moreover, it is not limited to factual labour market positions. The inclusion of subjective variables such as opportunity perception and self‐confidence allows additional insight in existing differences and similarities.

The purpose of this study is to examine the role of ethnic similarity in the audit partner–client manager relationship and its impact on auditor selection and retention decisions.

The authors use name matching analysis to infer ethnicity of audit partners and client managers in the US nonprofit reporting environment. The authors examine the degree of ethnic similarity (co-ethnicity) between the two parties and model auditor selection and retention decisions as a function of co-ethnicity. The authors also model reporting attributes as a function of co-ethnicity.

The authors find that the ethnic similarity between the client manager and their external audit partner is a significant determinant of auditor-client alignment. Specifically, the authors find that clients are more likely to select and retain an audit partner who is ethnically similar to the client manager. The authors find that co-ethnicity is associated with a lowered propensity to issue a going concern opinion to a financially distressed client and an increased occurrence of underreporting of fundraising and administrative expenses.

Taken together, the evidence suggests that ethnic diversity (the opposite of co-ethnicity) in the auditor-client relationship is associated with higher audit quality. These findings are relevant to client managers, audit committees and public accounting firms as they make auditor selection and reporting decisions.

Prior studies have found that co-ethnicity influences the formation and future success of various business partnerships. The auditor-client relationship is a unique setting within the business environment where the two parties must balance their desire to maintain a close relationship with their need to maintain independence. The study is the first to examine the role of ethnicity in the auditor-client relationship.