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Research and anecdotal clinical work indicate that complex post-traumatic stress disorder (CPTSD) in families that have children and adults who have a learning disability and/or are autistic may be prevalent. This paper aims to provide a preliminary formulation of complex trauma in families.

This report is based on a review of clinical psychotherapeutic work with six families. The themes are derived from the assessment period through examining the assessment reports and clinical supervision notes for thematic patterns.

This report suggests that the prevalence of CPTSD in families of people who have a learning disability and/or are autistic needs to be researched across the family lifecycle and that there are specific factors that mediate complex trauma symptomatology.

CPTSD symptomatology in these families is inadequately conceptualised and this is one of the first papers suggesting this as a potentially helpful framework to consider the experiences of families.

In his editorial earlier this year, “Measuring the art of the long view”, Colin Blackman wondered how we might evaluate the effectiveness of futures research. But are there any reliable measures? There’s certainly a case for accreditation and certification of futurists, but in the end there’s no escaping the judgment of the market.

There is an established literature supporting the idea that families who have children and adults who have a learning disability and/or autism have a greater vulnerability to mental health problems or poor psychological health. There are shortcomings in this literature in that there is a little consideration of the impact the families interaction with services has on their well-being. It is argued that complex post-traumatic stress disorder (CPTSD), with its focus on prolonged chronic exposure to trauma experiences and the recognition that this can occur in adulthood, may well be an appropriate framework to enable a better understanding of the experiences of families.

A total of 214 family members completed a co-produced online survey in relation to potential traumatic events, impacts and support.

The experiences of family carers of children and adults with a learning disability and/or who are autistic would appear to be multi-layered and complex, with many experiencing a wide range of traumatic events with the associated emotional and personal sequela. The reported responses are consistent with CPTSD with 10% of having received a diagnosis of PTSD. Their experience was that the system failed not only to provide support but also created additional trauma.

A trauma-informed approach needs to be adopted by agencies and professionals that serve families to ensure they understand their potential contribution to the trauma families experience.

To the best of the authors’ knowledge, this is the first study that has attempted to examine the experience of families using the framework of CPTSD.

The purpose of this study is to demonstrate a relationship between learning organisation theory and the potential to retain knowledge workers. It emphasises that human resource (HR) managers must recognise specific relationships between learning organisation elements, job satisfaction facets and turnover intent as they emerge for their knowledge workers.

A survey was undertaken sampling knowledge workers in the information technology (IT) industry. Measured on a Likert scale, the instrument was designed to explore the impact of learning organisation disciplines upon job satisfaction and the importance of job satisfaction in determining turnover intent.

Analysis of the survey showed evidence of a relationship between learning organisation disciplines and turnover intent. All the learning organisation disciplines discussed in the paper correlated to at least one of the six job satisfaction dimensions, of which reward and challenge exerted the most significant influence upon turnover intent.

The results suggest that three initial strategies should be implemented by HR managers in order to reduce possible staff turnover. The strategies identified are first, linking shared vision, challenge and systems thinking together via personal mastery; second, being more critical of which mental models are developed and shared within the organisation; and finally, developing team learning systems throughout the organisation.

This study emphasises that HR managers should recognise specific career needs for their knowledge workers and that adopting appropriate strategies will increase retention.

This study aims to identify which actors play leadership and brokerage roles in voluntary environmental collaborations and how the corporate social responsibility (CSR) of actors is associated with such voluntary networking behaviours in Cambodia.

To achieve these purposes, this study mainly uses social network analysis to capture the properties of networking behaviours in the voluntary collaborative activities underlying three main environmental issues: waste disposal, energy and water pollution. The study focusses on the collaborative efforts undertaken by actors across multiple sectors: governmental organizations, for-profits and civil society organizations.

The results show that the government plays the leading role in voluntary environmental collaborations across environmental issues; however, the actual implementation is expanded to be undertaken by non-state actors. Moreover, CSR has positive associations with networking and brokerage roles; therefore, this study reveals the utility of various voluntary policy instruments.

This study demonstrates the role of governmental initiation and its influence on non-state actors, even for voluntary environmental tools. The CSR initiatives of private actors can also be supported and encouraged by the government, which will promote participation by private actors in voluntary collaborative networks and their leading role as network facilitators.

By understanding the positions and roles of each actor in the environmental collaborative networks, environmental policymakers can better understand the possibilities and the capabilities of each actor both to improve policy design and learning and to respond to policy changes effectively.

Voluntary collaboration and CSR are non-regulated policy tools; however, they can be promoted and introduced into society by governmental organizations, and they affect each other.