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This paper seeks to analyse the content and implications of resolution 52/1 of the Commission on Narcotic Drugs of the United Nations (UN) titled “Promoting international cooperation in addressing the involvement of women and girls in drug trafficking, especially as couriers”.

Drawing on socio‐legal analysis and an extensive search of UN databases, the resolution is contextualised and the findings of the resulting report which examines the scale of women's participation in the global drug trade is summarised.

The article demonstrates that the data produced are unreliable as a measure of women's participation in the international drug trade.

It is argued that this resolution is weakened by lack of clarity about how gender ought to be mainstreamed in global drug control.

As the first resolution on women and girls' participation in the international drug trade, Resolution 52/1 is a significant step towards raising awareness and systematically accounting for their participation.

The purpose of this paper is to explore the employment trajectories, aspirations, work‐life balance and career mobility of women working as part‐time managers.

In‐depth, semi‐structured interviews were conducted with 16 female part‐time managers and four of their line managers in public and private‐sector organizations. Interviews explored women's career trajectories before and after the transition to part‐time work and focused on career mobility, aspirations and work‐life balance.

The part‐time managers in this sample held varied careers while working full‐time but careers stalled once a transition to part‐time work was made. The majority were career focused, worked intensively and felt frustrated with their lack of mobility and career progression while working part‐time. The majority worked in excess of their contracted hours and did not experience an appropriate reallocation of work when they reduced hours.

This paper is of value to both researchers and policy makers. Policy implications point to the limitations of the current UK legislation on the right to request flexible working. The paper states that further research would be beneficial on the ways in which managers employed on part‐time and other flexible contracts, operate successfully in organizations, with the aim of championing alternative working patterns and breaking down traditional long hours cultures which act as a barrier to women and part‐time workers.

This paper explores the employment profiles and experiences of a little studied and rare group of female workers.

The purpose of this paper is to explore the potential for personal and community transformation through storytelling within a therapeutic community (TC) through the analysis of one narrative case study.

The paper uses a narrative research design to describe and theorise the individual narrative of a TC client member, “Emily”, who self-identified areas of therapeutic change. Emily’s story is a single case of personal and community transformation. Analysis focussed on story of her weight loss to understand her changing role to herself and the community.

Emily’s story reveals the social complexities underpinning individual transformations within a community context. This complexity is particularly evident as Emily experienced visible weight loss but identified that the meaningful change is her changed relationship with herself and others. Using theories on symbolic interactionism, analysis of Emily’s narrative indicates the TC played a role in facilitating personal change and that through sharing her story with the wider TC, the community shifted its perspective on food and weight loss.

The paper expands the discussion on how storytelling practices within a TC contribute to therapeutic change. It is argued that community relationships play a key role in facilitating a changed relationship with self and others, and that stories themselves play an active role in shaping community meanings.

The purpose of this paper is to, first, explore flexible working as an important but under‐researched dimension of equality and diversity (E&D) and, second, contribute to employment relations debates by exploring organisational perspectives on flexible working and how these connect with business strategies and the regulatory context.

In depth semi‐structured interviews were conducted with 12 E&D managers in ten public and private sector organisations. Interviews explored the role of E&D managers in the construction of flexible working arrangements (FWAs) and drivers underpinning them.

Flexible working was most evident as a significant field of E&D practice where E&D was linked into business strategy and was well resourced. The key roles of E&D managers in relation to FWAs were policy innovation and monitoring. Four organisational rationales for FWAs were identified from the data. These were FWA constructed as: an individual employee benefit; a means of improving operational effectiveness; an integral part of organisational strategy; and as a means of addressing structural social inequalities.

While the sample is small, the research is of value to both researchers and policy makers, offering insights on an under‐researched area of E&D policy and practice.

This paper outlines different rationales for flexible working and shows how some organisation are able to develop flexible working policies that are more equitable and effective than other organisations.

The originality lies in the use of E&D managers as informants of organisational approaches to FWAs, which to date has been under‐researched in terms of its connection with E&D policy and practice.

THE proposition that British library schools should examine their own students is not a new one. As long ago as 1954, Roy Stokes put the question bluntly to the profession. In those days his was a voice crying in the wilderness. The profession at large was not ready for such a development, and continued to adhere to its long held view that the Library Association should examine the products of the schools, while the schools confined themselves to teaching.