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Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Prostate cancer is the most common cancer diagnosed in men in the UK. Black men are in a higher prostate cancer risk group possibly due to inherent genetic factors. The purpose of this paper is to introduce PROstate Cancer Evaluation and Education (PROCEE), an innovative serious game aimed at providing prostate cancer information and risk evaluation to black African-Caribbean men.

PROCEE has been carefully co-designed with prostate cancer experts, prostate cancer patients and members of the black African-Caribbean community in order to ensure that it meets the real needs and expectations of the target audience.

During the co-design process, the users defined an easy to use and entertaining game which can effectively raise awareness, inform users about prostate cancer and their risk, and encourage symptomatic men to seek medical attention in a timely manner.

During focus group evaluations, users embraced the game and emphasised that it can potentially have a positive impact on changing user behaviour among high risk men who are experiencing symptoms and who are reluctant to visit their doctor.

Experiential education is key if the authors as scholar-educators are to empower the next generation of students to recognize opportunities, exploit them and succeed in entrepreneurship. Experiences facilitate the bridge between theory and practice; experiencing something serves as the linking process between action and thought. Capitalizing on technological advances of the last two decades, this paper depicts how film can be (and why it should be) incorporated into entrepreneurship classrooms.

The authors analyze the learning literature, broadly defined, to assess and articulate the experiential nature of film. More specifically, this paper establishes a framework for film as an experiential pedagogical approach, offering theoretical connections and best practice recommendations. In doing so, this paper assesses two feature films and provide educators with a guide for their use in the classroom.

This paper establishes a framework for film as an experiential pedagogical approach, offering theoretical connections and best practice recommendations. It concludes with two actionable case examples, broad enough they are deployable in almost any entrepreneurship classroom, assuming English is the primary language.

This paper brings to life a concept some have long assumed is effective, but the literature often neglects: the use of film as an experiential medium. In doing so, two new case examples are developed and available for immediate deployment into classrooms.

The history, successes, failures and future needs that relate to the allocation of functions to humans and/ or machines in manufacturing environments are presented. The various methodologies that have been proposed for performing function allocation are discussed. The basic process involves matching the capabilities and limitations of the particular human or automated system with the requirements imposed by the manufacturing operation. This process can range from a global, systems approach down to the delineation of specific capabilities of humans and automated systems. Both recent advances and obstacles to the effective allocation of tasks to humans or machines based on the capabilities of each are presented. The current status and the areas where future research and development are needed are discussed.

This chapter briefly summaries research over the past four decades (and prior) associated with black men and mental health in the UK. The chapter also examines some responses to the research. This is because we unfortunately remain in a situation where black men in Britain are 17 times more likely than white counterparts to be diagnosed with a psychotic illness. Research into the mental health needs of black men has been conducted repeatedly in the UK, with each new generation hopeful for change. By briefly exploring some policies that have emerged to address this inequality, this chapter highlights the barriers to change.

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.

The purpose of this paper is to examine students’ attitudes toward sustainable dining. It aims to identify the level of importance that students place on specific on-campus sustainable dining initiatives and the factors that affect their attitudes and behaviors.

A random sample of 197 undergraduate students completed an online survey in the spring semester of 2020. The survey was divided into four sections: demographic and background information; familiarity with on-campus dining, specifically with sustainable on-campus dining initiatives; the level of importance placed on these sustainable practices; and practiced sustainable behaviors.

Many students placed a high level of importance on common sustainable dining behaviors and practices such as recycling, waste reduction techniques and the use of eco-friendly utensils. Sex was found to be a significant factor in determining students’ attitudes and behaviors. While men had a higher level of knowledge of on-campus sustainable practices at the dining facilities, women consistently placed a higher level of importance on almost all sustainable dining practices. Additionally, the study also found that signage was not an effective method of influencing behavior.

Previous studies that have explored this topic have been limited. Additional research is needed to ascertain if better knowledge of on-campus sustainable dining initiatives can influence students’ inclinations to act more sustainably.

We critique existing literature on the rise of precarious work because of its inattention to the historical organization of work by race and gender. We use intersectional theory to develop a racial–gender lens on precarious work, asking how do race, gender, and educational attainment shape exposure to insecure work. Historically, Blacks pursued education to mitigate against labor market discrimination with uneven success. Education has traditionally protected against exposure to precarious employment, but this association has weakened in recent years and the persistence of differential returns to human capital suggests that the relationship between education and insecure work may be racially contingent. We assess risk of exposure to precarious nonstandard work for racial and gender groups from 1979 to 2015 using data drawn from the CPS-MORG. We find that education is not equally protective across demographic groups and over time, contributing to inequality in access to stable, standard employment.

Suggests that the entrenched cultural norms affect the progress of women into and through the ranks of management. Uses culturally disparate, economically similar societies to seek an insight into female progression up the corporate ladder. Employs a social‐structural framework for analysis to explore comparative statistics. Conclude that cultural differences substantially influence the social, organisational and legal mechanisms that encourage or discourage discrimination.