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The purpose of this paper is to examine the state of sustainable tourism certification in developing countries and to present methodological and practical critiques and improvements.

The study uses methodological refinements of fuzzy logic and comparative analysis based on fieldwork in seven countries.

Sustainable tourism programs should be locally designed with local logos, largely performance‐based, and aggregation should be based on fuzzy logic concepts of necessary and jointly sufficient attributes of sustainable tourism.

The paper uses political science concepts of state capacity and methodological advances of fuzzy logic to provide keys for successful sustainable tourism certification programs in developing countries.

In this chapter, the authors discuss the process of embedding experiential learning in a required ethics and diversity course (ED200). The course is a model of humanistic education in which students develop disciplinary-based methodological expertise while also drawing on cross-disciplinary, inclusive, problem-solving skills. The authors suggest that in a course that challenges students to think about their lives in community, engagement with that community plays a critical role in humanizing the learning experience. This pedagogical emphasis on experiential learning, instantiated as community engagement, unites the foci of ethics and diversity through students’ practical application of and reflection on their experiences to enhance ethical and cultural self-awareness. In the process, it also fosters a desire for participatory and justice-oriented citizenship (Westheimer & Kahne, 2004). In what follows, the authors provide a history of the development of ED200. The authors then justify the inclusion of experiential learning in the course from theoretical and practical perspectives: Why is it valuable to include experiential learning in this course and how does it advance the goal of developing critically engaged citizens through improving ethical reasoning skills and actionable understanding of diversity? Last, the authors detail positive impacts and implementation challenges and indicate next steps for continued development.

The authors report on a study that examined how academics in two faculties (Business and Science) at a large, research-focused university use information about student diversity to inform their teaching. Ninety-nine Science academics completed an online survey regarding their knowledge of their student cohort’s demographic, cultural, language, and educational backgrounds at the beginning of semester. They then received a concise two-page, course-specific document, Knowing Your Students (KYS) report, summarizing aspects of their students’ diversity. At the end of the semester, 44 of the same staff completed a second survey with open-ended questions regarding how they used the report information in their teaching and curriculum design. The report was new to Science while Business academics had received the reports for three years. To compare Science with Business, Business academics also completed the second survey. Academics across both faculties had a very positive response to the reports and engaged with the information provided. Provision of the report to Science academics brought their self-assessed knowledge of their student cohort’s diversity to a level comparable with that of Business. This chapter shares how KYS reports improved academics’ knowledge of student diversity, and challenged them to respond with suitable curriculum and pedagogical changes.

This comparative and qualitative study-in-progress focuses on two early childhood teacher education (ECTE) programs in contexts where the participants are undergoing rapid social and personal change: a program in Namibia and a training program for immigrant childcare educators in Canada. The objective is to provide in-depth understanding of the ways in which differing ideas about ECTE are reflected in practice. It is important to ensure that ECTE programs prepare teachers to dovetail children’s preparation for school with meaningful connections to the culture and language of the home community, since more and more children spend their preschool years in early childhood (EC) centers that are becoming increasingly westernized in character. Without such connections, children in settings undergoing rapid change will continue to drop out of school before literacy and other skills are firmly established. The data will stem from analysis of early childhood care and education and ECTE curricula; policy and other documents; focused observations in ECTE classrooms and teaching practica; and interviews with teacher educators, education officers, teachers, parents, and community leaders. The results are expected to illuminate issues and strategies which are most likely to be effective for ECTE programs, with implications for teacher education in a range of settings in both the majority and minority worlds.

This chapter critically examines the dynamics that exists between employee well-being, line management leadership and governance as experienced and perceived by employees in the public sector context. This chapter is based on research into employee well-being and line management leadership with a British Local Authority in northern England, focusing on employees’ verbal accounts of their own experiences and perceptions of well-being, line manager leadership and corporate social responsibility. Twenty-six interviews were conducted from a diverse range of employees with each interview lasting (45–60 minutes), tape recorded and transcribed verbatim. The research investigated the subjective perceptions of senior managers, managers, senior officers and clerical/secretarial staff regarding their views concerning line management leadership on employee well-being at work. Using the technique of Interpretative Phenomenological Analysis (IPA) provided insight into the life-world of participants, providing the opportunity for employees to share their personal experience of leadership and governance on the front line and its implication for employee well-being at work. The data revealed line management leadership and governance emerged as central to influencing and enabling well-being at work and were linked to individual, social and organisational factors (blame culture, rewards, trust in management, support and communication). Employees’ accounts of line management leadership, well-being and corporate social responsibility identified salient issues, thus providing a basis for broader research in this area. Thus organisations wishing to enhance employee well-being could focus efforts on creating organisational conditions and line management leadership to encourage well-being through the six identified factors. This research has relevance for the employment relationship, corporate social responsibility, service delivery, performance and for practitioners and academics alike.