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The importance of inclusive leadership has been recognized by scholars and practitioners alike. However, the ways in which inclusive leadership can be achieved and implemented in hospitality seem to be unclear. In order to answer how inclusive leadership can be put into practice in hospitality, this paper explores (1) employees' and managers' perceptions of inclusion and (2) diversity practices in hotel organizations.

By espousing a qualitative methodology, semi-structured interviews with management representatives, as well as local and foreign employees of 4- and 5-star hotel organizations, were utilized in order to identify what inclusive leadership looks like in theory and in practice. Data were analyzed via thematic analysis and the utilization of the NVivo software.

Findings suggest that an inclusive leader should be caring and respectful, pursue fair treatment, support employee development, express employee appreciation and recognize their role in social inclusion more widely.

This original work reduces the research-practice gap in the field of diversity management by providing succinct recommendations to hospitality managers in the form of an adaptable best practice framework. The diagrammatic framework includes the values related to inclusive leadership as they emerged, as well as the practices through which each theme could be enacted.

This paper aims to further our understanding of policy–practice gaps in organizations from an organizational learning perspective. The authors conceptualize and analyze policy–practice gaps in terms of what they label the dual challenge of organizational learning, i.e. the organizational tasks of both adapting ongoing practices to prescribed policy demands and adapting the policy itself to the needs of practice. Specifically, the authors address how this dual challenge can be understood in terms of organizational learning and how an organization can be managed to successfully resolve the dual learning challenge and, thereby, bridge policy–practice gaps in organizations.

This paper draws on existing literature to explore the gap between policy and practice. Through a synthesis of theories and an illustrative practical example, this paper highlights key conceptual underpinnings.

In the analysis of the dual challenge of organizational learning, this study provides a conceptual framework that emphasizes the important role of tensions and contradictions between policy and practice and their role as drivers of organizational learning. To bridge policy–practice gaps in organizations, this paper proposes five key principles that aim to resolve the dual challenge and accommodate both deployment and discovery in organizations.

Because this is a conceptual study, empirical research is called for to explore further and test the findings and conclusions of the study. Several avenues of possible future research are proposed.

This paper primarily contributes by introducing and elaborating on a conceptual framework that offers novel perspectives on the dual challenges of facilitating both discovery and deployment processes within organizations.

This research aims to answer the call for more empirical research on identity theory by exploring the role and impact of human resource management (HRM) policy, and the gap between HRM policy and practice, on organizations and their employees. It looks at the role that soft policy plays in obscuring hard practice and considers the impact of unions and HRM role on policy.

This study uses survey data collected from the senior members of the HRM function in 189 large Australian organisations.

The research found a gap between policy and practice with soft policy being used more often than soft practice. It found that a gap between policy and practice has a negative impact on outcomes. Strategic HRM (SHRM) positively impacts on the implementation of soft practices reducing the gap between policy and practice and impoverished HRM that lacks resources, power and time, has a larger gap between policy and practice. Unions did not improve outcomes by minimizing the gap between policy and practice.

This paper used survey data from HRM managers, who whilst being the best single source of information, may have distorted their responses. Further research is required to confirm these results using several data sources.

Managers and HR functions should increase both soft policy and soft practice and ensure there is no gap between policy and practice. To achieve this, organizations should ensure that the HRM function is both strategic and effectively resourced.

This research makes a theoretical and empirical contribution to debates on the role that HRM rhetoric plays in organizations. It also adds value to SHRM research and practice.

This chapter provides an overview of inclusive assessment and discusses some key challenges around the assessment policy-practice gap. It takes a broad perspective of inclusive assessment that includes all learners and focuses on children’s rights to as well as within education. The chapter reflects the research and policy development work on assessment being undertaken internationally, and it particularly draws on the relevant work of the European Agency for Special Needs and Inclusive Education (the Agency). It first sets out to discuss the concepts of high quality inclusive assessment at policy, local area and school levels. It then provides a detailed account of the main policy issues and challenges that countries commonly face in the implementation of inclusive assessment and suggests ways to address these challenges. The concluding section summarises the main elements of a coherent assessment system that supports the inclusion of all learners.

This chapter highlights aspects that are high on the agenda of the financing inclusive education debate: the need to re-think resource allocation mechanisms, the issue of empowerment, the way funding mechanisms support inclusive education, and the importance of appropriate governance and accountability mechanisms. It focuses on critical factors of financing that support the right to education, as outlined in Article 24 of the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) (United Nations, 2006), in a context of financial constraints and explores issues in the policy-practice gap in relation to both national- and European-level policy priorities and objectives. It draws on existing literature on modes of funding, on past research conducted by the European Agency and on the conceptual framework developed within a new European Agency study on current policy and practice in this field.

The purpose of this paper is to give a deeper understanding of public procurement for innovation and civil preparedness. The paper focuses on how the policy goals of innovation and preparedness are implemented in procurement practice, and explores the issues that affect innovation- and preparedness-oriented procurement.

The study is exploratory and based on empirical data from semi-structured interviews with 92 informants in the healthcare, energy and water services sectors in Finland. Interview data were analysed using a coding template, and further categorised to answer the research questions.

The study brings to light how procurers perceive the different but overlapping policy goals of innovation and preparedness, and whether and how the policy goals are turned into outcomes in the procurement process.

The data were collected from case sectors in Finland. However, considering the adoption of European Union legislation, some of the findings are generalisable in other sectors, organisations and countries.

The paper highlights aspects that can aid procurers, suppliers and policy-makers in understanding how public procurement can be an instrument linking innovation and civil preparedness.

It cannot be overemphasised that populations are exposed to more and, arguably, greater hazards. Public authorities can use innovative solutions and processes in meeting multiple objectives such as everyday societal needs as well as civil preparedness and planning.

Such research, purposely sampling case sectors providing critical services, has not been undertaken before in Finland. This work provides valuable information for organisations involved in public procurement, innovation and civil preparedness.