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The purpose of this paper is to raise awareness of a variety of influences on sensory accessibility.

It is a reflective piece on the workings of The Sensory Projects.

The paper shares insights gained through the running of various Sensory Projects all relating to sensory accessibility.

The Sensory Projects show the unique abilities of people with profound disabilities and exemplify how these can be shared when the author create sensorially accessible environments and activities.

This paper aims to identify the characteristics practitioners consider essential to effective multisensory rooms and the barriers they experience when trying to realise the potential of such rooms.

The paper presents semi-structured interviews with 27 multisensory room practitioners from a range of backgrounds followed by analysis to identify key characteristics and barriers.

Eleven positive room characteristics were identified. The three deemed most significant were that the rooms are dark, activity associated and uninterrupted spaces. Two negative room characteristics were identified: inaccessible design and broken equipment. Ten barriers to effective multisensory room practice were identified and grouped according to themes of logistics, suboptimal usage and practitioner capabilities.

The research focuses on a small self-selecting sample, coded by one person acting independently of any institution. This is an under researched area which would benefit from further more rigorous investigation.

This research enables practitioners to remove barriers to effective multisensory room practice and to focus on the characteristics most significant in generating benefits for room users. Understanding of the essential characteristics and potential barriers to effective practice will allow practitioners to better exploit limited resources of time, money and staffing.

Past research into multisensory rooms has focused on specific user groups or specific multisensory environments. This research examined multisensory room practice across both a range of environments and a range of users, giving an original overview of current multisensory room usage in the UK.

This case was developed from both secondary and primary sources. The secondary sources include journal and newspaper articles. Primary sources include court proceedings, industry reports and EEOC recommendations regarding disparate impact for major retailers. This case has been classroom tested with undergraduate BBA students in an introductory undergraduate Human Resources course.

In August 2019, Ms Ramos applied for an entry-level position at Stockworld; however, despite receiving an initial offer, Ms Ramos was notified soon after beginning the position that her job offer was being rescinded as a result of a completed background check. The Fair Chances Act for employment has challenged employers to “Ban the Box” that asks about criminal past acts before conditional employment offers. With increased demand for qualified applicants following and amid current labor shortages, proponents of “Ban the Box” challenge that including background checks before and even following conditional offers lead to disparate impact with Title VII protected classifications of employees. Can employers Ban the Box to prevent Disparate Impact for entry-level positions? What are the implications for eliminating criminal background checks?

This case was written for use in an undergraduate introductory human resource management course or general business law course. The focus of the case supports classroom discussion for online and face-to-face instruction regarding equal employment opportunity and employment decisions. The case also has strong application in course content regarding discrimination and strategic plans for organizational success. Educators who use critical thinking methods to apply hiring strategies or talent pipeline assessment can use this case to explore additional avenues for external recruitment and talent development.

The development of inclusive education, characterised by both universal momentum and geopolitical differences, has largely omitted children and young people with profound intellectual and multiple disabilities. For this group, access to educational opportunities at all has been slow to be won, and separation for ‘special care’ for their very high support needs is the norm. There have been advances in recognising the human rights and indeed humanity of people with the most profound intellectual disabilities, but the focus of educationalists has often been on how to foster and document fine-grained learning gains and on the specialist nature of the teaching they need. In this chapter, in contrast, the emphasis is on how the spirit of ‘Nothing about us without us’ can extend to children and young people with profound intellectual disabilities such that they are at the heart rather than periphery of the education and research process. The potential for belonging in education and research is illustrated through exploratory work on doing research inclusively with children with profound intellectual and multiple disabilities in two English special school classes. The starting point is seeking to know them from being with them in a particular way. The knowledge shared in the chapter is a mix of big picture state of the art overview and deep intersubjective knowledge/feeling created together with children with profound intellectual and multiple disabilities. The implications for future research in inclusion include the need to start from a different mindset in which belonging and reciprocity inform an asset-based approach.

Protecting society from sex offenders has presented a challenge for state legislatures. Recent decades have seen a significant increase in sexually motivated crimes, especially sex trafficking. Effectively combatting sexual exploitation demands a range of legal strategies. As of 2012, 20 states have passed sexually violent predators (SVP) legislation. Human traffickers may exhibit the same deplorable characteristics as SVPs and should be subject to civil commitments. Traffickers are extremely skilled at exploiting their victim’s psychological pressure-points; knowing which cultural or personal experiences they can prey upon to extract compliance. The purpose of this paper is to discuss the overlapping predatory nature of sex traffickers and SVPs; the creation and purpose of sexual predator civil commitment statutes; and to dissect two cases which could give grounds for civil commitment.

Legal research and analysis.

Repeated human sex traffickers may suffer from an underlying mental illness which would render them a continued danger to society when released from jail. They should be evaluated and civility committed if medically appropriate.

A potential increase in civil commits.

Keep society safe from repeat sexual predators.

The authors have vast experience in the field of human trafficking and this topic will be a pioneering initial discussion.

The purpose of this paper is to describe the industry panel session hosted by Bond University Library at the Australian Library and Information Association's Information Online 2013 Conference. The panel was held to discuss the use and implications of professional Instagram profiles. The panel included a professional photographer, an internet marketing expert, a social media expert, a librarian and a social media‐savvy student. The inclusion of a range of perspectives from outside the library aimed to provide a holistic approach to the institutional use of Instagram and to provide inspiration. The panel took place on Wednesday 13 February 2013 in Brisbane, Queensland, Australia.

The panel discussion covered three broad topic areas: the popularity of Instagram and listening to your audience. The risks, limitations and disadvantages of using Instagram. Engagement with followers and measuring the value of Instagram. Throughout the panel session live mobile polling was used to gather feedback and responses from the audience in regards to their photo‐sharing practices. Real examples from Instagram profiles were shared to stimulate discussion. The session concluded with a Q&A session from the audience.

The session was attended by approximately 80 delegates. The results of the mobile polling will be included in the body of the article. Based on feedback from delegates on Twitter and Facebook (which was collated via Storify) the session was perceived as a useful introduction to a professional exploration of Instagram and photo sharing.

The session was an opportunity for conference delegates to hear about Instagram use from professionals in other fields. Each panel member contributed a unique perspective on the use of Instagram. In particular, the inclusion of a current Bond University student on the panel allowed for a customer's perspective on the library's use of Instagram. This discussion and the feedback gathered from the audience has formed the basis for further evidence‐based research.

To date, few libraries are using Instagram. This discussion on the professional use of Instagram contributes to the body of knowledge about library social media use. It also extends the conversation to include mobile photo sharing, an area which has not been well addressed in the literature. This panel was unique in that it brought together professionals from other environments to reflect on library use of Instagram.

The purpose of this paper is to understand the relation between the dimensions of employer brand (EB) attractiveness and the intention to submit a job application to the organisation. An increase of competitiveness in the business world has resulted in an increased effort by organisations to improve the processes of recruitment and retention of talented professionals, as the human capital of organisations is extremely important for their growth and sustainability. Regardless of an organisation’s size, the difficulties faced in recruiting and retaining highly qualified human capital are tangible. In this sense, the research problem identifies EB as being a strategic element for attracting future employees to work for an organisation.

This study used both quantitative (a questionnaire survey) and qualitative (in-depth interviews) data to investigate the perceptions of future and current employees.

Evidence from 281 respondents (of which almost 60 per cent belong to the millennial generation) who participated in the quantitative study supports the multi-dimensionality of EB attractiveness, highlighting the importance of economic factors, such as an above-average salary or opportunities for promotion, which are seen to be less important to millennials when considering future job prospects. Interestingly, the results of the qualitative research for current employees show slightly different concerns, in that career progression appears to be crucial.

The study findings not only offer a basis for research on the dimensions of employer attractiveness, but also, they serve as a managerial guide towards enhancing companies’ ability to attract, retain and motivate talented individuals.

Existing research has established that women drop out of engineering careers in part because of a dissatisfaction with their career development, but women's understanding of career development in engineering has been as yet largely unexplored. This paper aims to explore female engineers' experiences of navigating their careers and their perceptions of barriers to career development, through the lens of the intelligent career framework (ICF).

The in-depth interviews of this study were conducted with female engineers in the UK and analysed using template analysis.

The authors identified three structural barriers that participants felt hinder women's career development in engineering: (1) promotions are more likely to be given to people who are widely known – more often men; (2) promotions are more likely to be given to people on whom high status is conferred in this context – more often men and (3) promotions are more likely to be given to people who conform to the ideal worker ideology – more often men. The women also offered a series of counter-narratives in which they reframed the behaviour they witnessed as something other than sexism.

The findings highlight the significant and systemic bias against women's career development through gender stereotypes in workplaces and an implicitly gendered organisation that hinders the development of the three competencies needed for career advancement. The authors describe a range of counter-narratives that the participants use to help them to make sense of their experiences. Finally, the authors illustrate the application of the intelligent career framework (ICF) as a lens to view the career development culture of an organisation.

The claimant, Mr Fleurose had been employed by JP Morgan Securities Ltd, a member of the Securities and Futures Authority (SFA), as a senior cash arbitrage trader. The London Stock Exchange (LSE) carried out an investigation into allegations that, on 28th November, 1997 he had, acting with his immediate superior, manipulated the FTSE 100 index in order to ensure that JP Morgan Ltd did not have to make a payment under a binary option. Under the terms of the option JP Morgan Ltd would have had to pay out if both the FTSE 100 Index and the Standard & Poors (S&P) Index were higher at the end of the month than at the beginning. On 28th November, the final day of trading, the S&P Index was significantly higher than its opening level but the FTSE 100 index was near the critical level at or below which JP Morgan Ltd would be relieved of its obligation to pay approximately £475,000 under the option. The applicant entered a wave of automated ‘sell’ orders in stocks in the leading five companies of the FTSE 100 list in the final eight minutes of trading of 28th November. The total value of those orders amounted to £11,247,525 and the ‘sell’ orders entered in the final six seconds of trading were at stated prices well below the market levels at the time. The FTSE 100 Index reacted by falling below the critical level. An immediate investigation into the sudden late fall in the Index was launched by the London Stock Exchange which attributed it to trading activity by JP Morgan Ltd. The firm conducted its own investigation and acknowledged that it had, through the activities of the Equity Derivatives Trading group (Mr Fleurose's group) breached Rule 2.10 of the London Stock Exchange Rules which prohibited member firms from doing an act or engaging in a course of conduct with the sole intention of moving the Index value. The firm was fined £350,000 by the London Stock Exchange. Mr Fleurose himself was not subject to the disciplinary jurisdiction of the London Stock Exchange but he was to that of the Securities and Futures Authority (SFA) as one of its Registered Representatives, along with his immediate superior.