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The purpose of this paper is to report a qualitative study with British women managers, which explored the career competencies accrued from undertaking an Executive MBA (EMBA).

The research drew on in‐depth interviews with a sample of 18 female alumni from three British business schools. Data were analyzed using NVivo 8.0. within the career‐competencies framework of Knowing‐how, Knowing‐why and Knowing‐whom.

Women aged between 30 and 34 years emphasized the importance of gaining confidence (Knowing‐why) and skills (Knowing‐how) while those aged between 35 and 45 years focused on developing networks (Knowing‐whom). This study suggests that age and career stage may have considerable impact on perceptions of acquired career competencies.

This is an exploratory piece with limited generalisability; however, it exposes the need to clarify the concept of career stage for women.

Business schools have historically stressed the career benefits of MBA programmes in terms of improved capital and of changing career directions. This research indicates that an EMBA may offer a more level playing field for women with respect to networking activities. In the competitive global environment, business schools may benefit from more fully exploring career competencies, such as networking skills, for increasing the appeal of EMBA programmes. The paper also draws attention to the need for HR managers to increase efforts for improving women's career competencies.

Findings extend previous research on the development of career competencies from an EMBA, indicating the importance of developing networks, particularly at mid‐career. The paper highlights the need to redefine women's mid‐career stage.

“Dirty work” is an embodied, emotional activity, and may best be expressed through narrative thick description. The purpose of this paper is to employ creative analytic techniques through a “messy text” for better understanding the tacit knowledge and emotionality of dirty work and dirty research. The vignettes, based upon ethnographic fieldwork with US Border Patrol agents, viscerally reveal the embodied emotions of dirty work and doing dirty research.

The research draws on a two and a half year ethnography of the US Border Patrol in which the first author engaged in participant observation, shadowing, and interviews. Based upon the iterative data analysis and narrative writing techniques using verbatim quotations and field data, the essay provides a series of vignettes that explore the multi-faceted feelings of dirty work.

Tacit knowledge about dirty work is unmasked and known through experiences of the body as well as emotional reactions to the scene. A table listing the emotions that emerged in these stories supplements the narrative text. The analysis shows how communication about emotions provides a sense-making tool that, in turn, elucidates both the challenges and the potential highlights of doing dirty work. In particular, findings suggest that emotional ambiguity the “moral emotions” of guilt and shame may serve as sense-making tools that can help in ethical decision making and a re-framing of challenging situations.

A field immersion alongside dirty workers, coupled with a creative writing approach, provides access to the fleeting, embodied, and fragmented nature of tacit knowledge – answering the questions of what dirty work feels like. The essay provides a behind the scenes exploration of US Border Patrol agents – a profession that is alternately stigmatized or hidden from public view. Finally, the piece provides a self-reflexive account of the messy realities of conducting “dirty research” in a way that is open ended and embodied.

This paper mains to bring attention to the potential impact COVID-19 could have on suicide risk among individuals who are incarcerated and those reentering the community after incarceration (i.e. reentry), with particular emphasis on the USA, as well as provide possible solutions to mitigate suicide risk.

This paper provides an overview of the association between the COVID-19 pandemic policies and suicide, the vulnerabilities specific to prisoners during the COVID-19 pandemic, relevant suicide risk factors among prisoners, the possible impact of COVID-19 on suicide risk during reentry and proposed solutions for moving forward to mitigate both risks for COVID-19 and suicide.

This paper highlights that prisoners and individuals reentering the community are particularly vulnerable to COVID-19 and suicide risk and COVID-19-related stressors may further exacerbate known suicide risk factors (e.g. psychiatric symptoms, lack of positive social ties, low feelings of belonging, feelings of burden, economic problems) and suicidal thoughts and behaviors. This paper also discusses barriers (e.g. lack of funds, access to health and mental health care, COVID-19 testing and personal protective equipment) to managing COVID-19 and suicide risk within prisons and during reentry.

This paper provides a review of scalable solutions that could mitigate the impact of COVID-19 and suicide risk during this pandemic among prisoners and those reentering the community, such as psychoeducation, self-help stress management, telehealth services, increased access and reduced cost of phone calls, reduced or eliminated cost of soap and sanitization supplies in prisons and early release programs.

This chapter outlines an audit process that led to a group of non-Aboriginal academics, and professional staff embarking on a journey to explore insights into Aboriginal knowledge and culture. It presents a compelling account of the benefits of a project devised by a creative Aboriginal teacher and community arts practitioner, The Embedding Diversity: Towards a Culturally Inclusive Pedagogy.

The Embedding Diversity project allowed a reflective and process-based deep learning to occur which enabled practical and meaningful Reconciliation to transpire between Aboriginal and non-Aboriginal staff at an Australian University. Within the Faculty of Education and Social Work, staff collaborated with, listened to, and were taught by Aboriginal people in a range of contexts. Through this partnership, training, engagement, and conversations were had that shifted perspectives and changed thinking.

The outcome of this project was a commitment to change and advocacy for cultural competence to embedding stronger and more informed Aboriginal education, Aboriginal Studies Units of Study (subjects), and perspectives in teacher education curriculum. We present this project as it is reflective of the meaningful Reconciliation and educational reform which may be possible in other learning communities.

The purpose of this paper is to examine the expectations women have of their women managers and/or women employees and to suggest personal and organizational strategies to strengthen those relationships.

Building on a first phase of research using narrative inquiry into the lived experiences of women managing and/or being managed by women, workshops were held with 13 participants to explore their relationship expectations of women managers and/or employees.

While the participants initially believed they expected the same things of a manager or employee irrespective of gender, a closer examination revealed gender-based expectations. Women expect a higher degree of emotional understanding and support from a woman manager, than they would from a man. They also expect a woman manager to see them as an equal, take a holistic view of them as people, understand the complexities of their lives and provide flexibility to accommodate those complexities.

This is an exploratory study in an under-researched area. Extensive further research is warranted.

Understanding the expectations women have of their women managers enables the development of both personal and organizational strategies aimed at strengthening those relationships.

These findings begin a dialogue on the often-unspoken and unrecognized gender-based expectations women have of their relationships with women managers and/or women employees. Although considerable research exists on gender stereotypes in the workplace, little research exists on these gender-based relational expectations.

The purpose of this paper is to explore professionals’ perceptions of the barriers to help-seeking for victim-survivors of domestic abuse aged 60 years and over. Help-seeking as defined by Anderson and Saunders (2003) is not a single act or decision, but a complex and continuous process, victims engage in when seeking support.

A total of 50 qualitative semi-structured interviews were conducted with statutory practitioners and managers from 21 out of 22 local authorities in Wales. The research team worked collaboratively to produce a coding scheme which was subjected to a systematic coding exercise using the software package NVivo.

Professionals believed that older people’s “interconnectedness” with family, social embeddedness in the community and “meanings of the home” influenced help-seeking. The research suggests that for older victim-survivors of domestic abuse, age discrimination by practitioners, compounds older people’s experiences of help-seeking, restricting the range, quality and type of support provided. The paper demonstrates that a significant shift is required in practice to ensure that older people are in a position to make informed choices and their wishes are central in the decision-making process.

Further qualitative research is needed to explore what older people themselves believe are the factors that impact on statutory service engagement.

This study is the first in the UK to conduct Pan-Wales research on professionals’ views on help-seeking behaviours of older people. One of the key findings from the study is that professionals from the statutory sector feel that connections to the home and social networks strongly influence help-seeking for older victim-survivors of domestic abuse.

Research has shown that for young adults, marital attitudes (e.g., desire, importance, and expectation) are associated with relationship quality. However, how this association plays out for young adults of color is less known. Additionally, the influence of skin tone perception on the relationship between marital attitudes and relationship quality remains understudied. To explore these associations, the authors examined African American and Latinx young adults (N = 57, M_age = 20.71 years, SD = 1.28; 75.4% female) attending a Midwestern university. Exploratory results indicated that marital expectations were positively associated with relationship quality in that young adults who expected to marry one day, reported greater relationship satisfaction, commitment, and intimacy in their current relationships. Additionally, skin tone perception moderated the association between marital attitudes and relationship quality in two ways (i.e., between expectations and satisfaction and between importance and intimacy). Collectively, findings suggest that differing levels of marital attitudes and skin tone perception contributes to young adults’ perceptions of relationship quality. Considering these psychological factors of attitudes, skin tone perception, and relationship quality, together with systemic racial/ethnic discrimination, the authors discuss future research and practice considerations.

Entrepreneurial identity is a complex concept. It has been recognised as a subjective and dynamic socio-cognitive factor which is not stable over time and is part of an iterative formation process. This chapter explores the journey of adopting, implementing and reviewing visual methods, in order to examine entrepreneurial identity, from the researchers’ perspectives. A critical standpoint is offered which explores both the benefits and challenges that presented themselves in the search for rich data.

The Milk (Amendment) Order, 1917, which came into force on December 31st, provides that milk shall be sold retail only by Imperial measure; that no colouring matter shall be added to milk or cream intended for sale; that no milk to which any water has been added shall knowingly be sold or offered for sale; that no person may use for the purpose of his trade any milk can or milk bottle which bears the name, trade name, trade mark, or trade device of some person other than himself or his employer, except with the consent of such person. The Order contains a new clause, in substitution for Clauses 4 and 6 of the Milk Order, 1917 (which are revoked), providing that where milk is sold wholesale by or on behalf of any person other than the producer the maximum prices chargeable shall, unless otherwise determined, pursuant to the Order, be as follows:—

Plots the quality journey of BT Northern Ireland (BTNI), which spans the past decade and embraces Total Quality Management, company‐wide registration to ISO 9000 and the all‐encompassing European Quality Model. Emphasizes the opportunities afforded by the internal audit function in achieving such an advanced state of quality development. Seeks to mirror maturing attitudes in the company’s approach to quality management with progressive roles of the internal audit function. Discusses three specific phases of audit and attitudinal development.