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This chapter provides an overview of the policies that taxi and ridesourcing regulators in the USA and around the world have adopted in response to the COVID-19 pandemic and the recovery from it, including regulatory actions and measures to protect driver and passenger safety and health, as well as various efforts intended to provide economic relief and assistance. This chapter raises the issue of guidance versus regulatory mandates by transportation officials, and what issues need to be further researched and evaluated for permanent implementation and/or to prepare for any resurgence of this or other pandemics.

The objective of this chapter is to identify the key characteristics of Global Services businesses that will thrive and achieve success in the future. These factors are integrated into three main pillars, which we refer to as the Triple-Win. The first and most obvious pillar is technology as a tool. The second pillar is the design and sustainability of the business model, without which the previous factor would be merely a cost and not an investment. And last but not the least, there is the purpose which gives meaning to the proposal, focusing on the human being and their environment. The DIDPAGA business model sits at the intersection of these three elements.

The ‘Australian workplace’ has been used as a study ground in this book to explore the integration process of immigrant Indian professionals in Australia, as well as the link between exclusion after inclusion and its influence on these professionals’ emotional labour. This chapter will examine how exclusionary inclusion impacts immigrant Indian professionals and how they try to hide or repress parts of their cultural identity to be accepted equally in Australian workplaces. Inclusion is defined as ‘the degree to which an employee thinks he or she is a valued member of the organisation’ (Shore et al., 2011). When they are excluded, they are disappointed and fear losing their cultural identity (Aydemir & Skuterud, 2008). Inclusion in the workplace is closely related to higher commitment and better performance (Cho & Mor Barak, 2008). When ethnic workers feel supported in the job, where they spend a significant amount of their life, they perform better. Skilled immigrants come to a country with hopes and dreams of experiencing equality and finding employment. According to Roberts et al. (2009), when an individual’s internal experiences and external displays are in alignment, they will have no identity conflict and will feel appreciated at work.

Purpose: The purpose of the chapter is to analyze the impact of COVID-19 on the social sustainability of tourism in Uttarakhand, which is located in the Himalayan region in the developing country of India. The chapter also throws light on the state's governmental level interventions amidst the pandemic to restore social sustainability in the tourist destinations and debates on how social sustainability can be restored in the region.

Design/Methodology/Approach: The chapter is conceptual in nature and based upon secondary sources.

Findings: The finding highlights how the current pandemic has exacerbated the social sustainability in tourist destinations in several ways and how government steps to restore social sustainability are appreciable in the short term, but much more needs to be done in the long run.

Research Limitations/Implications: As the chapter is based on secondary literature, the study based on primary work is suggested to give a much clearer picture of the prevailing ground reality.

Practical Implications: The chapter highlights the possibilities of bringing new sustainability ideas and initiating well-being programmes for the local community during and after a pandemic that the government can adopt.

Social Implications: The chapter identifies critical social implications in terms of inequities and challenges in restoring social sustainability in tourist places amidst the pandemic.

Originality/Value: This study provides novel insight into the change in social sustainability in tourism amidst the coronavirus pandemic, which has been overlooked in tourism studies.

This chapter relies on descriptive case studies from various regions around the world to better explain critical elements for the effective marketing of destinations. The authors put forward a theoretical framework, entitled the destination marketing triangle (DMT), that sheds light on the complex relationships and on the interconnectedness of three dimensions of destination marketing. Their model suggests that destination leaders ought to work closely with tourism service providers and to continuously engage with tourists through traditional and digital media. This way, they can improve the experiences of their visitors and prospects. At the same time, they could build a solid brand identity for their destination.

The racial diversity of the Caribbean stemmed directly from the historical processes of colonialism, imperialism, slavery, and indentureship. Since the early 17th century, slaves have been imported from Africa to work in the Caribbean. In the British West Indies, slavery was abolished in 1834 but these African slaves worked on the sugar estates until the apprenticeship was abolished on August 1, 1838. Even before 1838, planters frequently complained of labor shortages and appealed to Britain for the approval of imported labor. Thus, there were attempts by the planters in colonies, such as Trinidad, to introduce Chinese labor to the plantations. As early as 1806, there was the importation of 192 Chinese from Macao and Penang into Trinidad. However, this experiment soon failed. In 1834 and 1839, laborers from Portugal were imported into Trinidad. This soon ended as Portuguese workers could not withstand the rigorous conditions of the contract labor system.