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The current era of the fourth industrial revolution has attracted significant research on the use of digital technologies in improving construction project delivery. However, less emphasis has been placed on how these digital tools will influence the management of the construction workforce. To this end, using a review of existing works, this chapter explores the fourth industrial revolution and its associated technologies that can positively impact the management of the construction workforce when implemented. Also, the possible challenges that might truncate the successful deployment of digital technologies for effective workforce management were explored. The chapter submitted that implementing workforce management-specific digital platforms and other digital technologies designed for project delivery can aid effective workforce management within construction organisations. Technologies such as cloud computing, the Internet of Things, big data analytics, robotics and automation, and artificial intelligence, among others, offer significant benefits to the effective workforce management of construction organisations. However, several challenges, such as resistance to change due to fear of job loss, cost of investment in digital tools, organisational structure and culture, must be carefully considered as they might affect the successful use of digital tools and by extension, impact the success of workforce management in the organisations.

In the quest for better construction workforce management, this chapter explored the background of workforce management and related theories, models, and practices. Through a review, the chapter provided meaning to the concept of construction and workforce management. The chapter concluded that while the construction industry worldwide is important to the economic growth of the countries where it operates, the industry’s management of its workforce is challenged by several problems. These problems include the nature of the industry, skill shortage, unhealthy working environment, and poor image of the industry, among others. Also, while the construction industry is rich in diversity, this has been a major source of problems for workforce management. The chapter further revealed that to improve workforce management and attain better-performing construction organisations, careful recruitment, effective training, providing a safe working environment, putting policies to promote diversity, and ensuring innovativeness, among others, are essential.

Target 16.7 of the Sustainable Development Goals (SDG) refers to the need for ‘responsive, inclusive, participatory and representative decision-making’ to facilitate just, peaceful and inclusive societies. This chapter discusses why it is important that security and justice institutions, and decision-making therein, are responsive, inclusive, participatory and representative; how to develop such institutions; and how to measure success in this regard. It is argued that the limited scope of the official SDG indicators used to measure progress risks action being taken on less tangible and less measurable but often more meaningful aspects of building just, peaceful and inclusive societies. The chapter argues that facilitating more inclusive decision-making, especially in the security and justice sector (redistributing power), and evaluating progress in this regard (determining what success looks like) are both highly political undertakings. These undertakings are thus, fraught with practical difficulties and likely to generate resistance from those who have a vested interest in retaining the status quo. Retaining focus on the Target and overarching Goal, however, can help avoid implementation being derailed by being distracted by a huge data gathering exercise to respond to a narrow set of quantifiable indicators. It can also ultimately help facilitate transformational change towards just, peaceful and inclusive societies.

This chapter critically evaluates opportunities and challenges associated with developing diversity and embracing inclusion of cyber security talent in a multinational consultancy firm and offers recommendations on how to optimize inclusion of young talent in this sensitive business area within a multinational company. Drawing on one of the author's experience as a young cyber security professional with a non-technical background, entering the profession through a consultancy graduate development programme, this paper offers a unique perspective on how to enhance cohesion in diversity across linear and non-linear routes into cyber security.

While the scope is limited to cyber security talent in early careers, the competency-based approach means that recommendations around developing diversity and embracing inclusion can be applied to young talent in other business competence areas. Each recommendation can be used as a building block to influence and shape future equality, diversity and inclusion (ED&I) strategy in consultancy.

This research explores the implications for risk management of “People Risk.” In particular how online digital behaviors, particularly from young people entering the workplace for the first time, might impact on the work setting and how risk management might mitigate impact on the employee and organization.

A mixed methods approach was used to consider these implications and draws from a number of data sources in the United Kingdom including a database of self-review data around online safety policy and practice from over 2000 schools, a survey of over 1000 14–16 year olds and their attitudes toward sexting, and a survey of over 500 undergraduate students. In addition the work considers existing risk management approaches and the models therein and how they might be applied to people risk.

The dataset analyzed in this exploration show an education system in the United Kingdom that is not adequately preparing young people with an awareness of the implications of digital behavior in their lives and the survey data shows distorted social norms that might have serious consequences in the workplace.

This research should raise concerns for managers in the workplace who need to be aware of the changes in “normal” behavior and how these potentially harmful practices may be mitigated in the workplace.

The research provides a strong evidence base for a change in “acceptable” social behavior by children and young people alongside an education system not promoting effective awareness. These two datasets combined highlight potential new risks to the workplace.

Purpose: The study is designed to investigate internal audit functions in banks’ cyber security governance processes by assessing the pros and cons of blockchain technology through swot analysis.

Need of the Study: The study is needed to clarify the complexities in internal audit fields integrated into cyber security governance and explore the blockchain application opportunities.

Methodology: Blockchain technology is explored from the point of technical concepts and policy framework by swot analysis to propose a set of solutions for continuous audit methods in cyber security governance.

Limitations: The sample of this study is limited to the personal ideas and evaluations of academicians, experts in the banking sector and legal regulators of Türkiye, with the data received between March and December 2021.

Findings: Blockchain technology can be applied as an alternative to conventional risk control methods as a mechanism of continuous audit methods to reduce human mistakes and special causes.

Practical Implications: The control of risk management operations for cyber security processes should be performed with the support of audit units of the banks. Therefore, innovations are being implemented to cyber-risk controls to drop the defects that cause technical and ethical issues with blockchain technology as a way of using automation. So, this advancement can be applied in audit operations practically for unanticipated events which can emerge in cyberspace to mitigate inherent risk to residual levels. However, there is ample room to adapt this technology for cyber security management and audit practices from the point of view of the labour force, regulations and environmental issues.