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New trends in global trade including rise in services, global value chains, and the digital economy are opening up important economic opportunities for women. Trade has the potential to expand women's role in the economy, decrease inequality, and expand women's access to skills and education. Trade can dramatically improve women's lives, creating new jobs, enhancing consumer choice, and increasing women's bargaining power in society. In Bangladesh economy, the women led micro, small, and medium enterprises (MSMEs) play a noteworthy role by providing services and goods, creating employment generation particularly for women (UN Women, 2020). According to an ILO report, the majority of female-owned SMEs in Bangladesh are involved in the trading sector, followed by the manufacturing and service sectors (Fatima, 2023). This chapter is based on the case studies on 50 women entrepreneurs in various levels in Bangladesh and 10 key informant interviews of government officials, business associations, academics, researcher, microcredit organizations. This is encouraging that due to government's women friendly policies and organizational supports along with better networking through social media in Bangladesh, more and more women of various backgrounds in Bangladesh are coming to business though still concentrated on few traditional areas but they are making space for themselves and creating employment for poorest segment of women and educated young women.

This chapter is focussed on the macro context of higher education and describes the historical developments in higher education and how these developments affect academic jobs and academic work. When we sketch the development of higher education with a few broad strokes of the pen, we see (1) a development from a small-scale elite institution to broad training (and research) institutes; (2) a struggle over control of higher education; and (3) a movement in which higher education is professionalized and increasingly assigned a societal task, with a series of consequences for education, research and impact. These developments contribute to a field of tension in which old traditions of academic behaviour must be reconciled with demands that are placed on higher education by society. This makes talent management, both on an individual and collective level, no easy task.

Introduction: In the modern period, environmental degradation has had negative effects on people’s health as well as the regular business environment. As a result, embracing a ‘Go Green’ philosophy has gained widespread acceptance among individuals and corporations worldwide. Going green is referred to as promoting eco-friendly ways and banks are essential in protecting the environment to improve our quality of life.

Purpose: This study will focus on the correlation between green banking practices (GBP), employee green behaviour (EGB), and banks’ sustainability performance and how this relationship will give a competitive edge in terms of sustainability to the banks adopting these GBP.

Methodology: EGB between GBP and bank sustainability occurrence is clarified by this study. The current study is descriptive and finds the relationship through previous literature reviews.

Findings: Employees are expected to be crucial in this transformation as the modern banking system adopts green banking initiatives and updates traditional banking processes. Employees help banks perform more sustainably by encouraging environmentally friendly banking practices.

Practical Implications: By understanding the mechanism, between GBP and bank sustainability, banks can adopt more effective strategies to enhance their sustainability performance while promoting environmentally friendly practices.

The context of sustainable development dwells, quite significantly, upon the one of gender parity in a society and nation. This is so because the issue of gender equality is key to distributive justice, which is in turn much essential for creating a good amount of precondition for sustainable development. Academic inquests into the problem into the gender disparity are indicative of how gender disparity on economic and social parameter triggers a negative productivity change over time and space. Thus, the current chapter brings forth an analytical approach to contemplating into the above-mentioned narratives in both theoretical and empirical terms. The tack of our analysis is as follows. To begin with, this chapter develops an index to determine the extent of gender disparity in health, education and participation in workforce (namely, Gender Gap Index or GGI). Moving on, the study extends to looking at India changing dynamics on gender gap vis-à-vis developing and less-developed countries. Besides, a general equilibrium model has been developed to unfurl the fallout of gender disparity in terms of the wage gap between male and female workers in the labour force, extant and conditioned further by demographic and sociopolitical factors.

Peer work would previously have been associated with having a lived experience of mental health conditions and working with people in a relatable way to model that context. However, peer support work has since embraced a wider composition from the generic context, seeing that ethnic minorities face many health, social and psychological challenges, especially those deemed Refugees/Asylum Seekers (International Protection Applicants) on their journey to resettlement in host countries. The Health Service Executive's Social Inclusion office plays a crucial role in responding to the health needs of service users from underserved communities. The health and care needs of people from diverse ethnic, cultural and religious communities fall within the remit of the Health Service Executive Social Inclusion office nationally. The context for peer work in ethnic minority communities is that it is a pilot programme evaluated and endorsed as a national programme by the National Intercultural Health Group. It is evidence-based and aligned with national strategy/policy, with training options available to peer support workers. In the Southeast region of Ireland, communities vulnerable to health inequality targeted by the Social Inclusion team would range from Roma to Refugees and International Protection Applicants – formally known as Asylum Seekers. This chapter will focus on these ethnic populations and how peer support work is delivered in these contexts.

This chapter will provide an overview of the lived experience and peer support context and draws on the origins of peer work in mental health arenas. The recovery movement will be discussed and peer support will be put in context as an alternative/adjunct/complimentary role to the predominant biomedical model. What is the role of peer support in mental health settings? What is it that a peer does on a day-to-day basis? What are the principles and practices that a person with lived experiences engages in to operationalise peer support? What are the outcomes associated with peer support working and what does peer work look like when it works well? What type of settings does the peer work in and what teams are they a part of? This chapter explores some of the challenges peers face when integrating into teams and organisations. The dominance of the biomedical model will be discussed and how this can potentially impact on the peer's role in these settings.

Purpose: This chapter investigates the moderating impact of personality and demographic factors on the association between work–life balance (WLB) and the well-being (WB) of Ayurveda doctors in Sri Lanka.

Need for the Study: WB is necessary for everyone’s life. Individuals must meet proper WLB between their private and career life scenarios. On the other hand, employee WB and WLB are considered under the sustainable development goals. Hence, it is required to investigate the effect of WLB on WB.

Methodology: This quantitative, cross-sectional study was conducted with minimal researcher interference. The primary data were collected using structured questionnaires from Ayurvedic Doctors in Sri Lanka. The correlation, regression, and hierarchical regression analyses with multivariate assumptions were conducted using SPSS.

Findings: The findings reveal a robust positive association between the WLB and WB, indicating the same association between the WLB and personality. Moreover, there is a strong positive association between personality and WB. The results of the moderator analysis presented that there is a marginal moderator impact from the personality towards the association between WLB and WB.

Practical Implications: Ayurveda Practitioners and policymakers can use the generated knowledge in decision-making. The results of this study can be used as a reference by all industrial practitioners to improve their business practices. They can do this by raising employee WLB to enhance WB, which will help them keep the best employees within the company.

This chapter is born out of concern about the perception of the physical and symbolic place of the live-in housekeeper, both in socioeconomic, and historical terms, as well as the architectural and social dynamics of the home. An intersectional and teleological analysis of the intrinsic devaluation of paid social reproduction work is carried out, based mainly on gender, race, and class inequalities. Ultimately, the chapter tries to locate the position in which the maid finds herself in the domestic environment, both in family relationships and in the symbolism inherent to the concept of the maid’s room. Based on sociological, philosophical, and anthropological analysis, the ambiguous place of domestic workers becomes clearer, promoting a reflection on the very concept of family and household. Thus, the chapter proposes to achieve a hermeneutic dive into the experience of this working class, revealing a hierarchical system beyond the socioeconomic, but above all, of their subjectivities.