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Examines the growing, and diverse, full‐text CD‐ROM marketplace. Draws heavily on material from the 10th and 12th editions of TFPL′s CD‐ROM Directory. Uses various parameters to discover the extent of fragmentation within the full‐text CD‐ROM marketplace. Full‐text CD‐ROMs are designed for end‐users and as such need an easy‐to‐use interface. However, the extent of proliferation and diversification of retrieval software brings into question ease of use of CD‐ROM generally, and full‐text products specifically. In spite of the diversification and complexity, areas of expansion in the full‐text marketplace are identified. They are seen to be within the home and schools′ markets, and also within specific subject areas; notably law, business and commerce and news information. As the market matures it will be interesting to note which interfaces survive, and why.

The purpose of this paper is to present the outcomes of digitisation of special collections: mapping, assessment, prioritisation (DiSCmap), a JISC and RIN‐funded project which studied users' priorities for the digitisation of special collections within the context of UK Higher Education Institutions (HEIs).

The project produced a list of 945 collections nominated for digitisation by intermediaries and end users and a user‐driven prioritisation framework. Data were gathered via web questionnaires. Focus groups and telephone interviews with end users provided additional insights on the views of those working within particular domains or disciplines. Over 1,000 intermediaries and end users contributed by nominating collections for the “long list” and providing opinions about digitisation priorities.

The long list of collections nominated for digitisation provides evidence of identified user interest and is not merely a “snapshot” but a significant outcome. A user‐driven framework for prioritising digitisation was also produced. The project suggests a flexible approach for prioritising collections for digitisation based on the use of the framework in combination with the long list of collections.

The project did not undertake a representative study; the participation of intermediaries and end users was a matter of goodwill. Yet 44 per cent of HEIs in the UK nominated special collections to the long list.

The paper provides new insights and evidence on user priorities for the digitisation of special collections. It also suggests a user‐driven digitisation prioritisation framework of benefit in future decision making, both locally and nationally.

The purpose of this paper is to examine human resource management (HRM) innovation programs in the early stages of employment for workers with an intellectual disability (WWID).

The first case study was carried out at a large national courier company where a film innovation programme was used to enhance the socialisation process of WWID. The second case study was at a five-star hotel situated in a large city where a buddy system innovation programme was used in the induction and training process of WWID.

The overarching “life theme” created through these innovation programs was one of enhanced and creative opportunities for social inclusion. The participants displayed more confidence and independence in their ability and exhibited aspirations to advance and succeed in their roles.

The study argues that HR professionals need to be more proactive in finding innovative ways to engage WWID in the early stages of employment.

The qualitative study is underpinned by socialisation and career construction theory which provides the framework to discuss the ways in which socialisation and socially inclusive HRM practices enable participants and other WWID achieve success on their career paths. The key message of our research is that early vocational socialisation innovation programs can make a positive difference to the work experiences of WWID.

The purpose of this paper is to examine how HRM practices enhance and/or impede the employment, participation, and well-being of workers with intellectual disabilities in three hotels located in Australia.

The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues.

The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through the altruistic motives of managers/supervisors and reciprocal relationships.

The findings lend support for the importance of both formal and informal HR practices, such as inclusive recruitment and selection, mentoring, and training and development, as well as individualised day-to-day support provided by supervisors and colleagues, to improve the participation and well-being of workers with an intellectual disability.

The purpose of this paper is to examine the social opportunities for Aboriginal and Torres Strait Islander men created through Men’s Groups/Sheds across urban, regional and remote areas of Australia. Men’s Sheds are a safe space, resembling a work-shop setting or backyard shed, where men are encouraged to socialise and participate in health promotion, informal learning and engage in meaningful tasks both individually and at the community level.

Explore five case study sites through Wenger’s (1998) active communities of practice (CoP). Qualitative methods are presented and analysed; methods comprise semi-structured interviews and yarning circles (focus groups). Five Indigenous leaders/coordinators participated in semi-structured interviews, as well as five yarning circles with a total of 61 Indigenous men.

In a societal context in which Indigenous men in Australia experience a number of social and health issues, impeding their quality of life and future opportunities, the central finding of the paper is that the effective development of social relations and socially designed programs through Men’s Groups, operating as CoP, may contribute to overcoming many social and health well-being concerns.

Contributions will provide a better understanding of how Indigenous men are engaging with Men’s Sheds, and through those interactions, are learning new skills and contributing to social change.

The purpose of this paper is to investigate the influence of charismatic leadership style and value congruence on the social connectedness of retired men in Australian Men’s Sheds. This study also explores the impact of social connectedness on well-being outcomes, such as employment and training, improved family relationships and access to health and welfare services.

The methodology is a qualitative approach using focus groups (yarning circles) and semi-structured interviews with Shed leaders, men members and healthcare workers.

The findings suggest that a charismatic leader enhances the value congruence between leaders and their members through empowering, envisioning and empathy, which also contributes to the social connectedness of members and enhances well-being of retired men.

The study provides insights into the factors that contribute to successful leadership, participatory and leadership practices in the Groups/Sheds, and addresses a gap in the literature in the area of leadership and Men’s Sheds.

This research aims to extend the traditional cultural divide between male and female lawyers by examining contradictory workplace policies that discriminate against the work and education of female auxiliary workers within general legal practice in Australia.

The study uses membership categorisation devices, an ethnomethodological approach, to analyse two policy statements which are in common use in Australian legal practice.

The research finds that the statements, which are a merge of policy and procedures, are fundamentally contradictory. Whilst one prohibits and represses any discrimination against women, the other does not provide educational opportunities for employees, predominantly women, at the auxiliary level of employment. As a result female auxiliary workers are marginalised and their career prospects are diminished.

Policies guiding work and education in Australian legal practice reinforce a culture of gender‐based discrimination. It is argued that espoused policies need to reflect policies in action by providing career opportunities for women auxiliary workers.

The research challenges the notion that espousing a policy of equal opportunity leads to women receiving the same educational opportunities as men in Australian legal practice. The research shows the importance of understanding how job category has cultural and gendered meanings.

A manager's role is to increase organizational knowledge creation. The concern is not that individuals with autism spectrum disorder (ASD) do not have the performance skills; the concern is they do not socialize well with others (McIntosh, 2016), and it is the social environment that impacts knowledge creation (Amabile, Conti, Coon, Lazenby, & Herron, 1996). According to Baron-Cohen (1988), cognitive theory is a better predictor for how we socially interact with each other than how we feel toward each other. Cognitive Style, according to Zhang and Sternberg (2005), “is one's preferred way of processing information and dealing with tasks.” The abilities and behaviors of individuals with autism are highly linked to their cognitive style (Grandin, 1995). According to Zhang and Sternberg (2005), cognitive styles are at least partially socialized, suggesting that styles can be cultivated and modified to fit the social and organizational environment. According to Downs and Smith (2004), individuals with ASD are capable of cooperative behavior, and the best news of all is that all individuals with ASD's cognitive styles are trainable to fit the social, organizational environment.