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The purpose of this paper is to explore the perceptions of near‐misses and mistakes among new graduate occupational therapists from Australia and Aotearoa/New Zealand (NZ), and their knowledge of current incident reporting systems.

New graduate occupational therapists in Australia and Aotearoa/NZ in their first year of practice (n=228) participated in an online electronic survey that examined five areas of work preparedness. Near‐misses and mistakes was one focus area.

The occurrence and disclosure of practice errors among new graduate occupational therapists are similar between Australian and Aotearoa/NZ participants. Rural location, structured supervision and registration status significantly influenced the perceptions and reporting of practice errors. Structured supervision significantly impacted on reporting procedure knowledge. Current registration status was strongly correlated with perceptions that the workplace encouraged event reporting.

Areas for further investigation include investigating the perceptions and knowledge of practice errors within a broader profession and the need to explore definitional aspects and contextual factors of adverse events that occur in allied health settings. Selection bias may be a factor in this study.

Findings have implications for university and workplace structures, such as clinical management, supervision, training about practice errors and reporting mechanisms in allied health.

Findings may enable the development of better strategies for detecting, managing and preventing practice errors in the allied health professions.

This chapter outlines an audit process that led to a group of non-Aboriginal academics, and professional staff embarking on a journey to explore insights into Aboriginal knowledge and culture. It presents a compelling account of the benefits of a project devised by a creative Aboriginal teacher and community arts practitioner, The Embedding Diversity: Towards a Culturally Inclusive Pedagogy.

The Embedding Diversity project allowed a reflective and process-based deep learning to occur which enabled practical and meaningful Reconciliation to transpire between Aboriginal and non-Aboriginal staff at an Australian University. Within the Faculty of Education and Social Work, staff collaborated with, listened to, and were taught by Aboriginal people in a range of contexts. Through this partnership, training, engagement, and conversations were had that shifted perspectives and changed thinking.

The outcome of this project was a commitment to change and advocacy for cultural competence to embedding stronger and more informed Aboriginal education, Aboriginal Studies Units of Study (subjects), and perspectives in teacher education curriculum. We present this project as it is reflective of the meaningful Reconciliation and educational reform which may be possible in other learning communities.

Ascientific consensus has emerged indicating that the global climate is changing due to anthropogenic (i.e., human induced) driving forces. Our previous research reformulated the well‐known I=PAT (environmental Impacts equal the multiplicative product of Population, Affluence, and Technology) model into stochastic form, named it the STIRPAT model, and used it to assess the effects of population and affluence on carbon dioxide loads. Here we extend those findings by examining the impacts of population, affluence and other factors on the emissions of the greenhouse gases (GHGs) methane (CH₄) and carbon dioxide (CO₂), as well as the combined global warming potential of these two gases. We also assess the potential for “ecological modernization” or an “environmental Kuznets curve” (EKC) effect to curb GHG emissions. Our findings suggest that population is a consistent force behind GHG emissions, that affluence also drives emissions, that urbanization and industrialization increase emissions, and that tropical nations have lower emissions than non‐tropical nations, controlling for other factors. Contrary to what ecological modernization and EKC theorists predict, we find that to date there is no compelling evidence of a decline in emissions with modernization. These results support both the “treadmill of production” thesis and the “metabolic rift” thesis.

While the commons problem and the issues related to the negative externalities of harvesting have been studied extensively, there remains a need to bridge these two streams of studies to comprehensively investigate the implications of the strategic interactions among resource harvesters in the presence of such negative externalities. This paper aims to fill this gap.

The authors study a common-pool harvest problem when the extractive activities leave behind negative externalities which affect the resource growth rate and reduce the stock beyond the extracted levels. Markov perfect noncooperative and optimal solutions are presented under different scenarios regarding considerations of negative externalities into harvest decisions.

Results of the study suggest that, in the presence of such externalities, all parties must scale down their extraction in accordance with their externalities. The resource can be preserved by implementation of such harvest rule. However, failure to incorporate the externalities exacerbates the commons problem and can even lead to exhaustion of the biomass even if countries manage to cooperate and coordinate their harvest. Suggesting that if such externalities are large enough – which empirical literature suggests they are – then recognition and consideration of these externalities in the harvest decisions is as crucial as cooperation.

This paper provides a framework that is capable of incorporating the negative externalities of harvest activities into a bioeconomic game theoretic model and thereby providing a more real-world representation of the state of the common-pool resource management. While, the authors extend a well-known simple model, the model of this research study has the capacity to explain the widespread incidences of resource collapses. Therefore, the important policy implication is that agents should rigorously work together to understand the extent of the negative externalities of their harvests on the resources.

The aim of this paper is to explore the nature and power of the academic boys club. In many organisations, the political significance of the boys club goes largely unremarked and unacknowledged. Yet, the way that male colleagues intimately relate to each other, sometimes called homosocial desire, is crucial to their success at gaining and retaining power at work.

Feminist, poststructuralist, ethnographic, qualitative, and longitudinal data were collected over a five-year period from male and female academics in a British university.

The boys club is still a powerful feature of British universities. Their apparent invisibility shrouds the manner in which they can and do promote and maintain male interests in a myriad of ways, including selection and promotion. These findings have resonances for all organisations.

Researching the intimacies between male colleagues requires time-intensive field work and insider access to men interacting with each other.

Meaningful gender equality will not be achieved unless and until the more sophisticated forms of female exclusion are revealed and deconstructed.

This research makes an unusual and crucial contribution to the study of gender, men and masculinities by providing longitudinal, rich, detailed data, observing men at the closest of quarters and then analysed by a feminist and poststructuralist gaze.

The literature on precarious and insecure work rarely examines how workers with jobs in large bureaucratic firms experience insecurity. Current theories suggest two approaches. First, workers might focus on their individual occupation and detach their commitment from firms that no longer reciprocate long-term commitments. Second, employees might respond with increased organizational commitment because leaving an employer creates risks of uncertainty. Based on in-depth interviews with 22 financial services professionals, this paper refines our understanding of when workers focus on intra-organizational career development. This happens when large firms offer opportunities for advancement and foster loyalty. I develop the terms spiral staircase and serial monogamy career. A spiral staircase career results when workers take entrepreneurial approaches to advancement that include lateral job changes and vertical promotions within a firm. When the local labor market has multiple firms in their sector, career advancement may take an intermediate form, in which workers spend medium-to-long-term stints with multiple organizations. I call this the serial monogamy career. My research shows how sector characteristics and geography can impact worker commitment and mobility in insecure environments.

This paper aims to examine some of the broader social consequences of enabling digital rights management. The authors suggest that the current, mainstream orientation of digital rights management systems could have the effect of shifting certain public powers into the invisible hands of private control. Focusing on two central features of digital rights management ‐ their surveillance function and their ability to unbundle copyrights into discrete and custom‐made products ‐ the authors conclude that a promulgation of the current use of digital rights management has the potential to seriously undermine our fundamental public commitments to personal privacy and freedom of expression.