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The purpose of this paper is to empirically investigate the factors that make tourism a particularly attractive industry for new minority entrepreneurs. Moreover, the paper aims to consider the interrelationships of this occupational strategy with the establishment of relations of new minorities with the rest of society.

A theory building qualitative approach was followed. Data were gathered by conducting five semi‐structured interviews in the Alpine tourism regions of Tyrol, South Tyrol and Trentino. A GABEK analysis was performed.

The findings suggest that the tourism sector is suitable for new minority entrepreneurship because of the relatively low entry barriers and because it values the competitive strengths of new minority members (international ties and trans‐cultural skills).

The value of this paper lies in its contribution to understanding better the reasons for new minority members to become entrepreneurs in tourism, considering also the socio‐cultural implications of this professional development. Particularly, the paper adds to the existing literature by showing that tourism is not only attractive because of a relatively easy entry but also because its key success factors suit the human capital of new minorities well.

The purpose of this paper is to look at perspectives of new minority entrepreneurs towards entrepreneurship, either as a facilitator or as a barrier to the integration of minorities. The research objective is to explore the role of hospitality and tourism entrepreneurship in the integration process of new minorities. It is attempted to explore the perspectives of new minority entrepreneurs about the concept of integration, the possibility of integration through self‐employment in hospitality and the relationship between entrepreneurship and integration.

This research adopts a subjective perspective and a social constructionist approach to understand what the new minorities perceive as their reality. An in‐depth qualitative methodology is adopted for this research as it tries to understand inductively the phenomenon of hospitality entrepreneurship and ethnic minority integration.

The findings suggest hospitality entrepreneurship can act both as a facilitator and as a barrier to integration of the new minorities. Although it facilitates economic integration of the new minorities into the host society by providing wealth for them, at the same time it acts as a barrier to their social and cultural integration. It was revealed that ultimate integration is not possible because of high cultural differences between the host and their original cultures.

The paper proposes that integration is a continuum rather than a predefined point to achieve. Integration happens between two extreme points of complete isolation of migrants to their complete assimilation. The respondents of this research did not locate themselves in either ends of this continuum.

There is growing interest in diversity in the environmental field. The issue has become more pertinent as country undergoes noticeable demographic changes. Researchers have been interested in diversity for sometime too. This chapter traces the evolution of research on diversity and the environment. It discusses the results of new studies examining students' attitudes toward their work in environmental organizations as well as their salary expectations. The chapter also analyzes the demographic characteristics of the leadership of environmental institutions as well as their hiring and recruiting practices.

The purpose of this paper is to offer a Bourdieu-oriented study that investigates race discrimination when graduates of diverse ethnicities aspire to enter the accounting profession. This study illustrates the benefits of a careful and fine-grained operationalization of ethnicity for such a research project.

The cohort interviewed comprises 45 participants of 20 different ethnicities.

From this interview data, it appears that employers mostly favour “Pakeha” New Zealanders (the non-Maori ethnic majority group, mostly of British origin); those who migrated from China and East Asia are the most disfavoured; between them are those of ethnic minorities brought up in New Zealand and those who migrated from the Indian subcontinent and South Asia. Underneath the experience of discrimination is the operationalization of ten subtle factors, and a range of strategies adopted to overcome such factors, as further described in this study.

The findings may permit stakeholders, including professional bodies, employers, aspirant accountants, vocational counsellors, and those who have interests in promoting equality and meritocracy in the accounting profession, to formulate effective rules and structures to combat discrimination. It may also inform those in other professions seeking to lessen ethnic discrimination, and wider society.

The study fills a gap in the accounting literature by elaborating on the mechanisms of how ethnic minorities are discriminated against. It confirms that discrimination is suffered not only by the most salient ethnic groups, but by graduates of “Western” universities, of many and diverse ethnicities, all of whom suffer being perceived as “outsiders”.

This paper explores the labour‐market status and experience of racial minorities in Canada, and examines and criticises labour‐market policy which ignores the employment and socio‐economic disadvantage of this group. The main argument of this discussion is that racial minorities as a whole encounter racial discrimination in the Canadian labour market, and new racial minority immigrants face compounded obstacles. This is due to the lack of adequate policy initiatives to combat the racism they experience in the attempt to find suitable employment, and to labour‐market policies which exclude services to immigrants. Examples of such obstacles are evident in the Canadian Job Strategy to be discussed below.

Purpose – Police violence involving minority citizens is a significant problem in the United States. Efforts to explain the disparate treatment of minorities have often relied on structural-level racial threat hypotheses. However, research framed by this macro-level approach fails to consider meso-level characteristics of spatially specified places within cities. The place hypothesis maintains that police see disadvantaged minority neighborhoods as especially threatening and, therefore, use more violence in them. Reconceptualizing the racial threat model to include meso-level characteristics of place is essential to better explain police violence.

Design/methodology/approach – The argument is investigated using literature drawn from quantitative analyses of structural predictors of police violence and qualitative/quantitative studies of the police subculture and police behavior within disadvantaged neighborhoods.

Findings – Research on the effects of city-level racial segregation on police violence supports the place hypothesis that the incidence of police violence is higher in segregated minority neighborhoods. City-level segregation is, however, only a proxy for the degree of concentrated minority disadvantage existing at the meso-level. Community-level studies suggest that the police do see disadvantaged places as especially threatening and use more violence in them. Plausibly, meso-level neighborhood characteristics of cities may prove to be better predictors of the incidence of police violence than are structural-level characteristics in cross-city comparisons.

Originality/value – This analysis builds on structural-level racial threat theories by demonstrating that meso-level characteristics of cities are central to explaining disparities in the use of police violence. A multilevel approach to studying police violence using this analytic framework is proposed.

Through content analysis, the study traces the relative prominence of “biomedical” and “public health” approaches in congressional bills aimed at improving the health of racial and ethnic minorities over a 28-year period. It documents a surge of interest in minority health during the late 1980s and early 1990s and highlights the dominance of biomedical initiatives during this period. Drawing on historical methods and interviews with key informants, the paper explains these patterns by detailing the ways in which policy legacies shaped the interests, opportunities, and ideas of interest groups and policy-makers.

The purpose of this paper is to examine how diversity of cultural minority newcomers and transformational leadership affect the socialization process of cultural minorities in organizations.

A conceptual model is developed based on diversity theory and past research studies.

The authors highlight the roles of transformational leadership and diversity mindsets in facilitating their socialization process.

Using quantitative studies, future research should attempt to test the propositions presented in this paper by conducting employee-level studies.

The focus of diversity training needs to be changed from preventing unfairness and discrimination to viewing diversity as an important informational resource. Leaders of cultural minority newcomers should be trained to lead in a more transformational manner.

Scholars suggest that research on cultural minorities is lacking and their integration in organizations is examined less extensively. In this paper, the authors fill this gap and present a conceptual model examining the socialization process of cultural minorities.

The purpose of the paper is to examine the phrase “just and equitable”, and associated terminology, within New Zealand’s strata law, to inform other jurisdictions. In particular, this paper temporarily suspends the notion of a statutory hendiadys to consider what kind of justice is reflected in judicial consideration of the phrase.

This paper takes a mixed-methods approach, drawing on a combination of black-letter law, property law theory and insights from literary and philosophical analysis.

While justice is often considered as “treating like cases alike”, this is not apparent from this study. The analysis shows that different kinds of justice outcomes emerge, with some emphasis on justice as economic efficiency. In addition, the paper highlights the inherent uncertainty in what is “just and equitable” and how associated disjunctive phrases, such as “unjust or inequitable” are still treated as hendiadys, but are no more clear.

The research is limited to consideration of a single jurisdiction (New Zealand), though the useful degree of case law from this jurisdiction provides broad insight.

Among other things, the paper argues for further consideration of the usefulness of the “just and equitable” test in light of the kind of justice we want to achieve. The addition of mandatory considerations to existing statutory tests may allow more of a focus, beyond the exigencies of individual cases or narrow outcomes of economic efficiency.

While there is existing literature on the “just and equitable” phrase within strata law, the paper is the first, to the best of the authors’ knowledge, to provide an analysis focused on how suspending the statutory hendiadys normally inherent in “just and equitable” provides insight into the kind of justice that emerges from the application of this test within a single strata jurisdiction. As such, the paper provides lessons for other jurisdictions on how to improve relevant statute and case law outcomes.

In June 2016, a clear majority of English voters chose to unilaterally take the United Kingdom out of the European Union (EU). According to many of the post-Brexit vote analyses, the single strongest motivating factor driving this vote was “immigration” in Britain, an issue which had long been the central mobilizing force of the United Kingdom Independence Party. The chapter focuses on how – following the bitter demise of multiculturalism – these Brexit related developments may now signal the end of Britain's postcolonial settlement on migration and race, the other parts of a progressive philosophy which had long been marked out as a proud British distinction from its neighbors. In successfully racializing, lumping together, and relabeling as “immigrants” three anomalous non-“immigrant” groups – asylum seekers, EU nationals, and British Muslims – UKIP leader Nigel Farage made explicit an insidious recasting of ideas of “immigration” and “integration,” emergent since the year 2000, which exhumed the ideas of Enoch Powell and threatened the status of even the most settled British minority ethnic populations – as has been seen in the Windrush scandal. Central to this has been the rejection of the postnational principle of non-discrimination by nationality, which had seen its fullest European expression in Britain during the 1990s and 2000s. The referendum on Brexit enabled an extraordinary democratic vote on the notion of “national” population and membership, in which “the People” might openly roll back the various diasporic, multinational, cosmopolitan, or human rights–based conceptions of global society which had taken root during those decades. This chapter unpacks the toxic cocktail that lays behind the forces propelling Boris Johnson to power. It also raises the question of whether Britain will provide a negative examplar to the rest of Europe on issues concerning the future of multiethnic societies.