Social media, misogyny, and gender critical speech: a human rights approach to hate in the UK

Aims/Objectives •       A critical evaluation of the impact gender critical speech has on freedom of expression 1.  To recommend legislative changes in terms of human rights as the right to expression is being narrowed 2.  A proposed definition of hate speech which can be solidified into legislation 3.  An evaluation of the impact hate crime has on freedom of expression 4.  An evaluation of the impact speech has as a manifestation of a belief Overview “Gender-critical beliefs refer to the view that someone’s sex – whether they are male or female – is biological and immutable and cannot be conflated with someone’s gender identity, whether they identify as a man or a woman.”[1] A growing number of people have been more vocal about this view with varying results. Maya Forstater lost paid work because she shared her views online,[2] Harry Miller[3] was arrested for tweets he shared in response to government plans to change the Gender Recognition Act,[4] Kate Scottow was arrested for referring to a transwoman as ‘he’ on social media,[5] Professor Jo Phoenix was cancelled from speaking at Essex University because of her ‘gender critical’ views,[6] and JK Rowling received death threats for sharing her ‘gender-critical’ views online.[7] In all cases, the theme which connects them is their shared gender-critical views being determined as hateful yet each one saw either a person discriminated, criminalised, censored or on the receiving end of hate themselves. Gender critical speech is becoming ever more a divisive, political, and toxic form of speech. Nancy Kelley, the chief executive of Stonewall has likened gender-critical beliefs to anti-semitism because of the extreme nature of the views and the insistence that the viewpoint is targeting a protected characteristic such as sexuality, gender identity, and race.[8] Yet, people have the right to freedom of expression, a right which is considered the cornerstone of democracy. A right, which allows all viewpoints to be shared and considered without fear of legal sanction or censorship. A right which is at the essence of what it means to be human in the way we communicate. The right which permits words which shock and offend…. Such are the demands of pluralism and tolerance… without which there is no democratic society.[9] It accepts the “the irritating, the contentious, the eccentric, the heretical, the unwelcome and the provocative”[10] however, increasingly, opinions and views are being labelled as hate speech without their being a universal definition of ‘hate speech’ which raises concerns.     A further concern rests in the abuse which stems from people’s expression, Laud notes “more and more people have moved online, individuals inclined toward racism, misogyny, or homophobia have found niches that can reinforce their views and goad them to violence.”[11] Amnesty International attest that women are more susceptible to receiving hate online which flows through to offline abuse.[12] Yet women are not afforded the same level of protection comparative to transgender people.[13] This creates further division and produces more hate. Limited monitoring of social media means unpopular or distasteful views can spread instantly, furthermore, content removal on social media means people face the risk of arrest for expressing unpopular opinions, or they are self-censoring, suggesting the basic right to freedom of “expression is being reduced. This research will evaluate the relationship between hate speech and the basic right to freedom of expression and whether it represents hate in the realm of gender. Lit Review There is no universal definition of hate speech, simply broad guidance at national, European, and international levels. It includes protecting a person/group from the incitement of violence or hate based on an immutable characteristic.[14] However, the Universal Declaration of Human Rights includes gender as a ‘characteristic’ worthy of protection whereas Europe do not. Gender is argued as both an immutable characteristic and one that is not. In England, the legal framework includes a collective of statutes used to criminalise speech, these include Public Order Act[15], Communications Act[16], and Malicious Communications Act[17]. All of which align with the notion that there is an action associated with the speech. Yet, alongside these statutes is the Human Rights Act[18] which affords a person the right to freedom of expression. The collection of various treaties and national laws covering human rights, equality and crime are adding to the confusion of whether an opinion is hateful because dependent on how a view is expressed and perceived will alter the avenue of legal recourse. The ‘opinion’ however, may be the same. Terms such as ‘stirring up’, ‘menacing’ and ‘grossly offensive’ are applied objectively to expression but the way we communicate is subjective and how we understand information is based upon perception, therefore, when cases are decided it is based upon looking at the context. For example, Connolly[19] drew upon the actions of posting photographs of aborted fœtus’s to three pharmacists. The action of posting the photos was enough to satisfy the threshold of causing anxiety and distress even though that was not the intention. Whereas a conviction was quashed in Karsten[20] as no threat or menace was deemed to exist in withheld phone calls which the respondent felt threatened by. Where gender has become a problem in the arena of ‘speech’ links to hate crime and equality principles. Hate crime, for example, has five protected characteristics, race, religion, sexual orientation, disability, and transgender. Women, however, are not afforded protection as a characteristic, yet, looking at the broad and ambiguous concepts of hate speech, it could be argued that women sit within the heading of ‘immutable characteristic’. Very few statutes assist with defining ‘gender’ or ‘sex’ which adds the confusion as to what is acceptable in terms of speech under the subheading ‘gender’. Theory Freedom of expression is a long-established principle which has been present in societies around the world for over the importance of expression however, founding theory surrounding expression dates back to Ancient Greece where Socrates devised a way of questioning called Elenchus[21] which focused on people challenging each other’s arguments or statements as a way of determining ‘truth’. It influenced legal systems as it is the foundation for cross-examination of witnesses, the importance of this technique being that by accepting all viewpoints you allow for greater understanding within the sphere of knowledge. Another movement which saw a transition to the importance of expression was censorship. John Milton discussed this in his work Areopagitica where he addressed parliament over the proposed reinstatement of licensing of books and pamphlets where he recognised that while censorship may come from the pretense of good it opens the door to he misuse of government and oppression of people.[22] This fear has continued through to modern day where the EU has been discussing the ‘chilling effect’ censorship has people in so far as the negative effect legal sanctions can have in suppressing what people say, it goes against the grain of the natural/legal person. Finally, another key figure to discuss is that of John Stuart Mill who wrote ‘on liberty’[23], Mill’s focus was of tolerance towards each other in order to develop societies and was of the mindset that by allowing all ideas into the arena, collectively, people work together towards a shared agreement. The only time Mill supports the suppression of expression is when the truth is thought to be harmful towards another and this is where the legitimate restrictions can counter the right fully. However, where there is ambiguity is in the definition of the principle itself as there is no indicator on what specifically harm is, meaning when states interfere with this right and in some instances, excessively.   Reference List Article | ‘Online abuse of women widespread in the UK’ (20th September 2023) <Online abuse of women widespread in UK | Amnesty International UK> accessed 20th September 2023 B Morrow | ‘J.K. Rowling’s transphobia controversy: A complete timeline’ (13th Feb 2023) <J.K. Rowling's transphobia controversy: A complete timeline | The Week UK> accessed 1st November 2023 COE | ‘Framework Decision on combating certain forms and expressions of racism and xenophobia by means of criminal law’ (15th June 2014) <EUR-Lex - l33178 - EN - EUR-Lex (europa.eu)> accessed 25th June 2023 Editorial | ‘The Observer view on the right to free expression’ (The Guardian) (27th June 2021) < The Observer view on the right to free expression | Observer editorial | The Guardian> accessed 9th November 2023 J Parker, and E Lawrie | ‘Stonewall boss defends new strategy amid criticism’ (BBC) (29th May 2021) <Stonewall boss defends new strategy amid criticism - BBC News> accessed 9th November 2023 JS Mills, ‘On Liberty – Dover Thrift Edition’ (1st edn, Dover Publications 2002) M Evans, International Law (5th Edn, OUP 2018) News | ‘University of Essex apologises to professor over trans-rights cancellation’ (BBC) (19th May 2021) <University of Essex apologises to professor over trans-rights cancellation - BBC News> accessed 10th November 2023 V.A.Blasi, ‘A Reader’s Guide to John Milton’s Areopagitica, the Foundational Essay of the First Amendment Tradition’ (2018) SUP. CT. REV. 273 Z Laub | ‘Hate Speech on Social Media: Global Comparisons’ (7th June 2019)  <Hate Speech on Social Media: Global Comparisons | Council on Foreign Relations (cfr.org)> accessed 25th February 2023       [1] Editorial | ‘The Observer view on the right to free expression’ (The Guardian) (27th June 2021) < The Observer view on the right to free expression | Observer editorial | The Guardian> accessed 9th November 2023. [2] Maya Firstater v CGD Europe, Center for Global Development [2021] UKEAT/0105/20/JOJ. [3] R (Harry Miller) v The College of Policing [2021] EWCA Civ 1926. [4] Gender Recognition Act 2004; The reform included removing the requirement for a medical practitioner to confirm a trans person has gender dysphoria and thus making the process easier for a trans person to gain legal status as the gender they identified. [5] Katherine Elizabth Scottow v Crown Prosecution Service [2020] EWHC 3421 (Admin). [6] News | ‘University of Essex apologises to professor over trans-rights cancellation’ (BBC) (19th May 2021) <University of Essex apologises to professor over trans-rights cancellation - BBC News> accessed 10th November 2023. [7] B Morrow | ‘J.K. Rowling;s transphobia controversy: A complete timeline’ (13th Feb 2023) <J.K. Rowling's transphobia controversy: A complete timeline | The Week UK> accessed 1st November 2023. [8] J Parker, and E Lawrie | ‘Stonewall boss defends new strategy amid criticism’ (BBC) (29th May 2021) <Stonewall boss defends new strategy amid criticism - BBC News> accessed 9th November 2023. [9] Handyside v UK, [10] Redmond-Bate v Director of Public Prosecutions (1999) 7 BHRC 375. Sedley LJ [20]. [11] Z Laub | ‘Hate Speech on Social Media: Global Comparisons’ (7th June 2019)  <Hate Speech on Social Media: Global Comparisons | Council on Foreign Relations (cfr.org)> accessed 25th February 2023. [12] Article | ‘Online abuse of women widespread in the UK’ (20th September 2023) <Online abuse of women widespread in UK | Amnesty International UK> accessed 20th September 2023. [13] By way of protected characteristics or in the realm of hate crime. [14] COE | ‘Framework Decision on combating certain forms and expressions of racism and xenophobia by means of criminal law’ (15th June 2014) <EUR-Lex - l33178 - EN - EUR-Lex (europa.eu)> accessed 25th June 2023. [15] Public Order Act 1986. [16] Communications Act 2003; S.127. [17] Malicious Communications Act 1988. [18] Human Rights Act 1998. [19] Connolly v Director of Public Prosecutions [2007] EWHC 237 (Admin) [20] Karsten v Wood Green Crown Court [2014] EWHC 2900 [21] M Evans, International Law (5th Edn, OUP 2018) 54. [22] V.A.Blasi, ‘A Reader’s Guide to John Milton’s Areopagitica, the Foundational Essay of the First Amendment Tradition’ (2018) SUP. CT. REV. 273 [23] JS Mills, ‘On Liberty – Dover Thrift Edition’ (1st edn, Dover Publications 2002

Exploring employee wellbeing and remote work. Developing an organisational framework for healthy hybrid work.

Introduction Following the Covid-19 pandemic and subsequent demand for ongoing remote work (Alexander et al, 2021; Taneja et al, 2021; Chung et al, 2020) hybrid forms of work are predicted to become a core feature of the global labour market (Microsoft, 2022; Bloom et al 2021).  In January 2023, 28% of UK employees were working in a hybrid way (ONS, 2023); a CIPD (2023) report found 83% of organisations were offering hybrid work. In contrast, prior to the pandemic, less than 5% of UK employees worked mainly from home; in the 40 years prior to 2020 remote work had grown by only three percentage points (Felstead and Reuschke (2021). The outcomes of hybrid work, on both organisations and employees, are unknown.  The extant literature on remote work draws predominantly from a time when remote work was undertaken by the minority, limited to specific job roles and industries, or from during the pandemic when homeworking was involuntary. Existing research has been described as ‘fragmented and variable’ (Athanasiadou and Theriou, 2021).  To date, studies have not been undertaken at a scale that would enable extrapolation to generally applicable conclusions, limiting the potential for the provision of practical advice for employees or managers (Messenger, 2019). Wellbeing outcomes of remote work, including the impact on physical and mental health (Lundberg and Lindfords, 2002; Mann and Holdsworth, 2003), the impact of remote work technologies (Gualano et al, 2023) and the demands of remote work and their impact (Ter Hoeven and Van Zoonen, 2015), are acknowledged research gaps. Literature Four out of five organisations who intend to offer opportunities for hybrid work post pandemic include the potential to improve employee wellbeing as a key consideration (ONS, 2022).  However, the relationship between remote work and wellbeing is complex and the extant evidence contradictory. It is not possible to state conclusively whether employee wellbeing is positively or negatively influenced by remote work.  Research has established remote work has the potential to have both positive and negative effects (Wohrman and Ebner, 2021); for example, remote work has been found to reduce stress levels (Gajendran and Harrison, 2007) as well as increase them (Arvola and Kristjuhan, 2015).  Overall, it is suggested remote work does have a net benefit on employee health, improving it more than damaging it (Crawford, 2022), attributed in part to its capacity to provide increased autonomy and control (Taveres, 2017). Remote work is generally considered ‘more good than bad for individuals’ (Gajendran and Harrison, 2007), however it cannot be inferred that it will result in wellbeing benefits for all remote workers (Anderson and Kaplan, 2014). Research Objectives There is a lack of knowledge about the health and wellbeing outcomes of hybrid work as well as the factors which might influence such outcomes.   Furthermore, there is a lack of evidence-based guidance for organisations in respect of supporting wellbeing in hybrid work. This study therefore aims to: Develop a detailed understanding of the positive and negative impacts of hybrid forms of remote work on employee wellbeing as identified by previous research. Explore the perspectives of employees undertaking hybrid work and its influence on their subjective wellbeing, determining the factors that influence hybrid worker wellbeing outcomes. Develop an understanding of how organisations are supporting the wellbeing of hybrid workers and the effectiveness of these approaches. Create a framework that can be utilised by organisations to ensure that hybrid work is healthy. Research Methods This study will adopt a pragmatic philosophy, utilising a mixed-method approach.  Phase one will consist of a qualitative and quantitative survey of hybrid workers which will be analysed thematically.  Phase two will consist of semi-structured interviews with senior HR professionals whose organisations undertake hybrid work.  Results will be triangulated to test the efficacy and usability of the framework, a validation of which will take place with a group of senior HR leaders. Practical importance of the study This study will advance knowledge on the issue of employee wellbeing and hybrid work in a future of work where remote work is taking place at scale.  The development of the framework will enable organisations to both manage and mitigate the potential for negative impacts upon employee wellbeing, providing both insight and opportunities for action. References Alexander, A., De Smet, A., Langstaff, M. and Ravid, D., 2021. What employees are saying about the future of remote work. McKinsey & Company. Almarcha, M., Balagué, N. and Torrents, C., 2021. Healthy teleworking: towards personalized exercise recommendations. Sustainability, 13(6), p.3192. Anderson, A.J., Kaplan, S.A. and Vega, R.P. (2015) The impact of telework on emotional experience: When, and for whom, does telework improve daily affective well-being?, European Journal of Work and Organizational Psychology, 24(6), pp.882-897. Arvola, R. and Kristjuhan, Ü. (2015) Workload and health of older academic personnel using telework, Agronomy Research, 13(3), pp.741-749. Athanasiadou, C. and Theriou, G. (2021) Telework: Systematic literature review and future research agenda. Heliyon, 7(10), p.e08165.Bloom, N., Han, R. and Liang, J., 2022. How hybrid working from home works out (No. w30292). National Bureau of Economic Research. CIPD (2023) Flexible and hybrid working practices in 2023, employer and employee perspectives,  Available at: https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/2023-pdfs/2023-flexible-hybrid-working-practices-report-8392.pdf [Accessed 24th August 2023] Chung, H., Seo, H., Forbes, S. and Birkett, H., 2020. Working from home during the COVID-19 lockdown: Changing preferences and the future of work. Crawford, J. (2022) Working from home, telework, and psychological wellbeing? A systematic review, Sustainability, 14(19), p.11874. Felstead, A. and Reuschke, D., 2021. A flash in the pan or a permanent change? The growth of homeworking during the pandemic and its effect on employee productivity in the UK. Information Technology & People. Gajendran, R.S. and Harrison, D.A. (2007) The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences, Journal of applied psychology, 92(6), p.1524. Gualano, M.R., Santoro, P.E., Borrelli, I., Rossi, M.F., Amantea, C., Daniele, A. and Moscato, U. (2023) TElewoRk-RelAted stress (TERRA), psychological and physical strain of working from home during the COVID-19 pandemic: a systematic review, Workplace Health & Safety, 71(2), pp.58-67. Lundberg, U. and Lindfors, P. (2002) Psychophysiological reactions to telework in female and male white-collar workers, Journal of Occupational Health Psychology, 7(4), p.354. Mann, S. and Holdsworth, L., 2003. The psychological impact of teleworking: stress, emotions and health. New Technology, Work and Employment, 18(3), pp.196-211. Messenger, J., 2019. Telework in the 21st Century, Edward Elgar Publishing, Cheltenham Microsoft (2022) ‘Hybrid work is just work. Are we doing it wrong? Work Trend Index: Pulse Report’.  Microsoft, Available at: https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work-is-just-work?utm_source=pocket_mylist  [Accessed 29 September 2022] Office of National Statistics (2022), Is hybrid working here to stay? Available at: https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/ishybridworkingheretostay/2022-05-23 [Accessed 28th August 2023] Office of National Statistics (203), Characteristics of homeworkers Great Britain: September 2022-January 2023 Available at: Characteristics of homeworkers, Great Britain - Office for National Statistics (ons.gov.uk)  Accessed 28th August 2023 Taneja, S., Mizen, P. and Bloom, N., 2021. Working from home is revolutionising the UK labour market. Tavares, A.I. (2017) Telework and health effects review, International Journal of Healthcare, 3(2), pp.30-36. Ter Hoeven, C.L. and Van Zoonen, W. (2015) Flexible work designs and employee well‐being: Examining the effects of resources and demands, New Technology, Work and Employment, 30(3),pp.237-255. Wöhrmann, A.M. and Ebner, C. (2021) Understanding the bright side and the dark side of telework: An empirical analysis of working conditions and psychosomatic health complaints, New Technology, Work and Employment, 36(3), pp.348-370

Editorial

Doctoral research within the faculty is world leading. This is evidenced in the latest Postgraduate Research Experience Survey (2023), where 90 percent of our doctoral researchers, both PhD and DBA, said they are satisfied overall with their doctoral programme, far exceeding national averages.   We are passionate about developing a supportive research community, creating a culture for critical thinking and opening opportunities for discussing your research. Through this we hope to enable our candidates to network with others and disseminate their research at successful research conferences. Engaging with this opportunity for candidates is crucial to their doctoral journey as it encourages you to gain a greater clarity on the main argument, or story, you are trying to communicate in your research. To effectively communicate your research to others requires you articulate your research in a focused and engaging manner, which takes practice and critical friends.   Our Faculty Doctoral Conferences integrates candidates from across the Faculty of Business and Law and from the DBA and PhD programmes. The opportunity to share your research to a room full of diverse thinkers makes you must really think about how you can best tell your story to people who might not be from your primary research community. However, as this is a doctoral conference, you could say, ‘we are all in it together’, everyone is currently going through the doctoral journey of testing out ideas and practicing how best to communicate ideas. Therefore, this is a supportive community to test out what does and does not work.   For this reason, this year our keynote speaker was Dr. Mollie Evens-Bryde, a recent Liverpool Business School PhD graduate. Mollie shared her experience of completing the PhD, the opportunities and challenges that can come with completing a doctorate. Mollie, discussed explicitly about the PhD journey and how it presented numerous challenges, from navigating complex research methodologies to managing time effectively. The conversation from Mollie highlighted the demands sustained in maintaining  motivation amidst setbacks and failures; balancing the doctorate and personal life which  can be daunting including  the pressure to publish and present findings adds to the stress. However, Mollie was delighted with the programme and wished she had spent longer on the programme.   Thank you to everyone involved: our doctoral researchers, supervisors, cross-faculty attendees, friends of LJMU, and our doctoral administrators who have worked extremely hard to ensure the day runs as successfully as it possibly can

What do HR practitioners do to enhance adoption of digital transformation in their organisation?

Context Digital transformation is reshaping the business landscape and organizations are increasingly relying on technology to drive innovation and improve performance. Human Resource Management (HRM) has a crucial role in facilitating this transformation (Van Den Berg et al., 2020). HR practices are essential in fostering innovative behaviour and facilitating the digital transformation process (Nicolás-Agustín et al., 2022). By adopting these practices, organizations can create a culture that encourages employees to embrace digital transformation and actively participate in the change process (Çelebi and Demir, 2022). As digital transformation imposes new requirements and demands on organisations, HR needs to evolve its services to meet these challenges. This involves recruiting and developing digital talent with the necessary skills and capabilities to drive digital transformation initiatives (Gilch and Sieweke, 2021). HR contributes to digital transformation by ensuring that employees adopt a digital business culture, embrace change, and effectively utilize digital tools (Çelebi and Demir, 2022).  In addition, HR needs to support organizational innovation to adapt to digital transformation. This involves creating an environment that encourages creativity and innovation, as well as providing training and development opportunities to enhance employees' digital skills (Parsehyan, 2020). HR also plays a role in digital transformation by reengineering HR processes to support redesigning business efficiency and processes. This includes re-evaluating job roles, skills requirements, and performance management systems to align with the digital transformation goals of the organization (Hu and Zhu, 2021). Aim: This research investigation is conducted to support HR practitioner in developing their impact in the implementation of digital transformation in the workplace. Research Question: What do HR practitioners do to enhance the adoption of digital transformation in their organisation? Research Objectives Analyse Human Resource Management’s role in digital transformation. Examine how the Human Resources Management function will evolve to support digital transformation. Explore HRP’s strategies and approaches to the adoption of DT in their organisation Develop a practice framework that supports HR practitioner in developing their impact in the implementation of digital transformation in the workplace. Literature Review The Chartered Institute of Personnel Development (CIPD)  defines digital transformation as the organisation and its people’s ability to adopt to rapid change caused by technology and to continue to do so as technology evolves (CIPD and Personio, 2021). The term Digital Maturity refers to the alignment of an organisation's people, culture, structure, and tasks to become fully fluid in its ability to take advantage of technological opportunities. Kane stresses the importance of the relationship between digital transformation and digital maturity as digital disruption will not end anytime soon as many more waves are coming (Kane et al., 2019). Digital transformation can only be considered a success when employees are fully engaged and committed to the organisation’s transformation and strategic direction, not when new digital technologies have been implemented (Florek-Paszkowska et al., 2021), still, digital transformation initiatives have a high tendency to fail (Pacolli, 2022). In order to increase the likelihood of success, transformation must focus on the people involved, this focus has been a blind spot for digital transformation efforts. Attention to organisational culture, the technologies, employees’ resistance to adaptation, and the overall integration processes is not a straightforward change management initiative. (Pacolli, 2022). It is more important than ever that HRM is involved in the implementation of digital transformation and organisational transformation as it is becoming more important that employees are aligned with the change and the strategic needs of the organisation in this new digital era (Fenech et al., 2019). According to the CIPD’s report ‘Digital transformation in organisations and people functions’, regarding the future of work, HR’s ability to support and implement digital transformation is critical for organisational success. For the HR professional, digital transformation is more about helping employees adopt and accept the coming changes in the world of work then it is about the technology itself. It is about helping to shape strategy and culture whilst helping reduce anxiety and resistance to change (CIPD and Personio, 2021). Digital transformation will require both a change in human behaviours and how organisations restructure themselves as they adopt to change. Regarding this change, Jabil (an American global manufacturing company) found that 74% of organisations felt that the biggest challenge will be culturally related and 26% were concerned about the technological change (Genzorova et al., 2019). Digital transformation will directly impact three areas of organisational life, the transformation of customer service, operational processes and overall business models. HR practitioners have a unique opportunity to help managers and employees adapt to new digital technologies and changes, whilst transforming their role and impact in both the day-to-day adaptation and engagement in strategic priorities of their organisation (Mitrofanova et al., 2019). Change management approaches that focus on positive support for employees and intentional management of the transformation process are crucial for successful implementation (Dudezert et al., 2023). This highlights the importance of considering the impact of digital workplace transformations on employees' task, social, and well-being perceptions. In a digitally transformed organization, HR practitioners need to possess key competencies to effectively navigate the changes brought about by digital transformation (Van Den Berg et al., 2020). HR managers need to develop digital flexibility to adapt to the rapid development of technologies and the new digital reality in HRM (Kapitanov et al., 2021). Aligned HR competencies are essential in the context of digital transformation As organizations undergo digital transformation, HR practitioners need to develop competencies that align with the changing needs of the organization. This includes skills in areas such as data analytics, digital HR tools, and change management (Van Den Berg et al., 2020). Philosophical Approach The research project is being undertaken to explore what Human Resource Practitioners do to enhance adoption of digital technologies for digital transformation. It is therefore concerned with how practitioners understand and interpret their experiences. What the practitioner believes works and why that is so, is critical to understanding their behaviours in their contribution in the implementation of digital transformation. As the research is exploring individual meaning and contribution (Alharahsheh and Pius 2020) the research is adopting an Interpretive philosophy. Methods A qualitative approach incorporating semi-structured interviews will explore the research question through the eyes of practitioners who have successfully implemented digital ‘transformation’. It is hoped that their experiences will help other HR practitioners by contributing good practice whilst building a persuasive argument for the utilisation of the profession expertise in this area.     References                                           Alharahsheh, H.H. and Pius, A., (2020). A review of key paradigms: Positivism VS interpretivism. Global Academic Journal of Humanities and Social Sciences, 2(3), pp.39-43. Çelebi, H. and Demir, M., (2022) Effect Of Digital Transformation On Human Resources Planning In Hotel Businesses. InterConf, 16(121), pp.26-37. CIPD and Personio, (2021) CIPD | Digital transformation in organisations and people functions. [online] CIPD. Available at: https://www.cipd.org/uk/views-and-insights/thought-leadership/the-world-of-work/organisations-people/ [Accessed 10 Jul. 2023]. Dudezert, A., Laval, F., Shirish, A. and Mitev, N., (2023) When Companies Make Your Day: Happiness Management and Digital Workplace Transformation. Journal of Global Information Management, 315, pp.1-35. Fenech, D.R., Baguant, D.P. and Ivanov, D.D., (2019) The Changing Role Of Human Resource Management In An Era Of Digital Transformation. 232. Florek-Paszkowska, A., Ujwary-Gil, A. and Godlewska-Dzioboń, B., (2021) Business innovation and critical success factors in the era of digital transformation and turbulent times. Journal of Entrepreneurship, Management and Innovation, 174, pp.7-28. Genzorova, T., Corejova, T. and Stalmasekova, N., (2019) How digital transformation can influence business model, Case study for transport industry. Transportation Research Procedia, 40, pp.1053-1058. Gilch, P.M. and Sieweke, J., (2021) Recruiting digital talent: The strategic role of recruitment in organisations’ digital transformation. German Journal of Human Resource Management: Zeitschrift für Personalforschung, 351, pp.53-82. Hu, H. H., & Zhu, Y. (2021). Talent Value Creation during Digital Transformation: A Inductive Model of HR Reengineering. Journal of Business Administration Research, 4(4). Kane, G.C., Phillips, A.N., Copulsky, J.R. and Andrus, G.R., (2019) The Technology Fallacy: How People Are the Real Key to Digital Transformation. The MIT Press. Kapitanov, V.A., Osipova, O.S. and Chikileva, L.S., (2021) Promising Areas for Developing HR Managers’ Competencies in the Digital Age. SHS Web of Conferences, 91, p.01016. Mitrofanova, E.A., Konovalova, V.G. and Mitrofanova, A.E., (2019) Opportunities, Problems And Limitations Of Digital Transformation Of Hr Management. European Proceedings of Social and Behavioural Sciences, [online] Global Challenges and Prospects of the Modern Economic Development. Available at: https://www.europeanproceedings.com/article/10.15405/epsbs.2019.03.174 [Accessed 15 Jul. 2023]. Nicolás-Agustín, Á., Jiménez-Jiménez, D. and Maeso-Fernandez, F., (2022) The role of human resource practices in the implementation of digital transformation. International Journal of Manpower, 432, pp.395-410. Pacolli, M., (2022) Importance of Change Management in Digital Transformation Sustainability. IFAC-PapersOnLine, 5539, pp.276-280. Parsehyan, B.G., (2020) Digital Transformation in Human Resources Management: HR 4.0. Turkish Studies-Information Technologies and Applied Sciences, Volume 15 Issue 2Volume 15 Issue 2, pp.211-224. van den Berg, M. J., Stander, M. W., & van der Vaart, L. (2020). An exploration of key human resource practitioner competencies in a digitally transformed organisation. SA Journal of Human Resource Management, 18, 13

Highflyers navigating potential turbulence ahead – a phenomenological study about airline pilot experiences of the menopause

Introduction, research question, aim and objectives According to the Taylor Review (2017), work is a critical right and a force for good. Despite this, the Women and Equality Committee (2022) study found that 72% of UK workplaces have yet to implement reasonable adjustments to support and retain female employees during and beyond menopause. This study employs an interpretive phenomenological approach to explore the experiences of airline pilots in evaluating the effectiveness of menopause support in restrictive workspaces: dynamic work environments subject to unpredictable change (Claessen & de Lange, 2015). The study uses thematic analysis and listening theory (Gilligan et al., 2003) to analyse qualitative interview data. By exploring the intersection of two critical topics: menopause in the workplace (Bryson, et al., 2022; Steffan, 2020) and increasing female participation in the commercial airline industry (ICAO, 2023; McCarthy et al., 2015) opportunity exists to transform attitudes, workplace culture, menopause guidance and practice to address this business problem to find sustainable solutions. The research aims to uncover valuable insights to create an inclusive and enabling work culture that supports menopause and promotes collaboration among stakeholders. 1.1. Research questions What are the lived experiences of airline pilots working through menopause, and can shared insights inform menopause policy and strategy to better serve employee needs? Does work impact menopause, or does menopause impact work? 1.2. Aims and objectives The research aims to develop a sustainable business model to shape workplace culture, policy, and design to attract, recruit and retain airline pilots during and beyond menopause. The research objectives will i) establish if restricted work environments contribute to the experience of those working through the menopause, ii) evaluate the effectiveness of workplace menopause support and guidance to establish if needs are being met, iii) capture co-worker reactions to menopause reasonable adjustment, iv) establish what workplace support pilots require to remain productive, connected and valid during the menopause. Justification With governments encouraging retention of older workers and the average retirement age rising, women can spend over a third of their working life in work (Carter, et al., 2021). This research explores how women’s menopausal health impacts work and how restrictive workplaces can impact menopause health, a circular debate yet to be determined (Atkinson, et al., 2020; Verdonk, et al., 2022). Given the growth in women pursuing careers in aviation, it is crucial to gain insights into attitudes to menopause and "how women pilots adapt to survive in the industry" (Gorlin & Bridges, 2021, pg. 2). A daunting prospect in an industry where gender based discrimination is prevalent (Gorlin & Bridges, 2021; ICAO, 2023). Mills (2006) argues that gendered practices ingrained in aviation culture offer unique opportunities for positive change. A more equitable and inclusive industry culture can be achieved by reframing and addressing pervasive norms and adopting measures to support recruitment, retention and the positive employment experience of all pilots, irrespective of gender. Literature review In 2022, the House of Commons Women and Equality Committee recommended employers provide personalised policies and training to support menopausal employees. Although guidance and training about menopause are more readily available, due to the taboo surrounding the topic (Grandey, et al., 2020), there is still a significant lack of strategic implementation (Hardy, et al., 2019). This has created a gap in effectively integrating menopause support within different workplace contexts (Verdonk, et al., 2022), with broad based blanket policies proving to have little impact at an organisational level (Steffan, 2020). Gibbon (2014) highlights the potential for tension and resentment among colleagues when gender policies lack diversity protocols, leading to perceptions of special treatment, which can create conflicts. This was evidenced by the UK Government rejecting calls to trial menopause leave, deeming it discriminatory towards men and counterproductive for women (The Conversation, 2023). Inclusive work environments enable employees to voice their concerns about how work impacts their health, engagement, motivation, performance, and relationships (Rees, et al., 2021). Promoting the benefits of an inclusive workforce, Riach and Jack (2021) suggest centralising menopause policy decisions to enhance workforce capability. A crucial point in policy decision-making is understanding the experiences of those going through menopause, which negatively impactsthree in five UK working women, with one in ten leaving jobs unsupported (Women and Equality Committee, 2022). Co-designed policies to reflect functional working environments in the specific context of implementation and evaluation can help to promote collaborative menopause support at work (Voorberg, et al., 2015). Theoretical basis A gender-related topic rooted in liberal feminist theory, the research uses a phenomenological interpretive lens of hermeneutical idealist philosophy to provide a ‘self’ experience of phenomena (Groenewald, 2004). To ensure the research output is reinforced, the principles of inclusive climate theory (Nishii, 2013) and social stigma theory (Link & Phelan, 2001) are utilised to provide a nuanced analysis of a gender-related issue. Research design This study uses a qualitative research design with purposive sampling via LinkedIn. Forty online, semi-structured, in-depth interviews using Microsoft Teams are planned. Data analysis uses thematic and listening guide methodology (Gilligan et al., 2003) to explore subjectivity and extract multiple voices within interview transcripts to compose I-poems. The research follows an anonymous approach, capturing female pilots' and co-workers' views and experiences to inform decision-making and future-proof policies. References Atkinson, C., Beck, V., Brewis, J., Davies, A. and Duberley, J., 2020. Menopause and the workplace: Human Resource Management Journal. Bryson, A., Conti, G., Hardy, R., Peycheva, D. and Sullivan, A., 2022. The consequences of early menopause and menopause symptoms for labour market participation. Social Science & Medicine, 293, p.114676. Carter, S, Ollie, J. and Black, K. (2021). "Talking about menopause in the workplace. Case Reports in Women's Health. Claessen, A., de Lange, P. (2016) Lessons for supporting policy influencing in restrictive environments. Development in Practice, 26:5, 544-554DOI,10.1080/09614524.2016.1188881 Gibbon, D., 2014. Unexpected turbulence: The barriers and challenges faced by women pilots in the Australian Defence Force (Doctoral dissertation, UNSW Sydney). Gilligan, C., Spencer, R., Weinberg, M.K. and Bertsch, T., 2003. On the Listening Guide: A voice-centered relational method. Godfrey, M. A., Goulis, D.G., Griffiths, A., (2021). Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement. Maturitas,151, pp.55-62. Gorlin, I. and Bridges, D., 2021. Aviation culture: A ‘Glass Sky’ for women pilots-literature review. International Journal of Aviation, Aeronautics, and Aerospace, 8(2), p.13. Grandey, A.A., Gabriel, A.S. and King, E.B., 2020. Tackling taboo topics: A review of the three M s in working women’s lives. Journal of Management, 46(1), pp.7-35. Groenewald, T. (2004). A phenomenological research design illustrated. International journal of qualitative methods, 3(1), pp.42-55. Hardy, C., Griffiths, A. and Hunter, M. S. (2017) ‘What do working menopausal women want? A qualitative investigation into women’s perspectives on employer and line manager support’, Maturitas. doi: 10.1016/j.maturitas.2017.04.011 ICAO. (2023) Global Aviation Gender Summit: A call to action. Link, B.G. and Phelan, J.C., 2001. Conceptualizing stigma. Annual review of Sociology, 27(1) McCarthy, F., Budd, L. and Ison, S., 2015. Gender on the flight deck: Experiences of women commercial airline pilots in the UK. Journal of air transport management, 47, pp.32-38. Mills, A.J., 2006. The Gendering of Civil Aviation, 1919–24. (pp. 21-47). London: Palgrave Macmillan UK. Nishii, L.H., 2013. The benefits of climate for inclusion for gender-diverse groups. Academy of Management journal, 56(6), pp.1754-1774. Rees, M., Bitzer, J., Cano, A., Ceausu, I., Chedraui, P., Durmusoglu, F., Erkkola, R., Geukes, Riach, K. and Jack, G. (2021) ‘Women’s health in/and work: Menopause as an intersectional experience’, International Journal of Environmental Research and Public Health. Steffan, B., 2021. Managing menopause at work: The contradictory nature of identity talk. Gender, Work & Organization, 28(1), pp.195-214. Taylor, M., Marsh, G., Nicol, D. and Broadbent, P., 2017. Good work: The Taylor review of modern working practices (p. 11). London: Department for Business, Energy & Industry. The Conversation (2023) The-uk-government-may-have-rejected-menopause-protectionsbut-workplaces-are-more-supportive-than-ever-198935 Verdonk, P., Bendien, E. and Appelman, Y., 2022. Menopause and work: A narrative literature review about menopause, work and health. Work, 72(2), pp.483-496. Voorberg, W.H., Bekkers, V.J. and Tummers, L.G., 2015. A systematic review of co-creation and co-production: Embarking on the social innovation journey. Public management review, 17(9), pp.1333-1357. Women and Equality Committee (2022) Menopause and the workplace survey. UK Parliamentary Report

A critical appraisal of the experiences, benefits, barriers and misconceptions which surround the recruitment and employment of prison leavers amongst UK Employers in the midst of a labour shortage

Introduction / Literature Review The United Kingdom (UK) is in the midst of a recruitment crisis, with a large number of employees struggling to fill vacancies and fulfil production and service quotas in order to meet customer requirements.  These recruitment challenges, if not overcome, can negatively impact an organisation’s brand and profitability and in the worst case, render them no longer able to operate. (CIPD, 2023). According to the British Chamber of Commerce’s (2022) quarterly recruitment outlook, 82% of organisations reported recruitment difficulties in quarter 4, compared to 76% in quarter 3, which suggests the recruitment challenges are worsening for organisations. There is a number of key reasons for the UK labour shortage, one of which being that the labour market has recovered faster and outstripped the available labour supply since the end of the pandemic in 2021, which has led to organisations throughout the UK competing for talent in a tight labour market (House of Commons Library, 2023). In addition to the reason highlighted, there is a number of other causes that are having an impact and aiding the recruitment crisis.According to the ONS (2022), in quarter 3 of 2022, the number of economically inactive people with a long-term illness surpassed 2.5 million for the first time. One potential issue that could be supporting the rise in this number is the waiting lists within the National Health Service (NHS), meaning people have to wait longer to see a doctor or have surgery. Impacting, the overall length of time they are unavailable to work. Ironically, the waiting lists are partially caused by the recruitment crisis within the NHS, due to the service struggling to recruit enough doctors and nursing staff to meet the needs of their patients (Royal College of Nursing, 2022). Early retirement is also cited by the Institute of Fiscal Studies (IFS, 2022) as a contributor to the recruitment crisis.Their research suggests, that there was an increase in retirement due to a large number of older workers suffering from ill-health, increasing their wealth due to the absence of spending opportunities during the pandemic, and the move to remote working which they suggest, did not suit older workers due to a lack of socialisation. Brexit has also been highlighted as a main contributor to the labour shortages problem.  The House of Commons Library (2023) suggest that new immigration rules post-Brexit may have exacerbated the situation.Brexit brought an end to the free movement laws that allowed labour to move freely between EU states.  When the UK left the EU in 2019, this no longer applied and now means that an EU citizen wanting to work in the UK, would have to apply for a visa. As a result of operating within a tight labour market, UK employers are having to adapt and change their approach to recruitment practices in order to remain competitive.One such approach is to recruit Prison Leavers (PLs), who have already left or are about to leave the Criminal Justice System (CJS).There are currently 86,602 individuals being held in 122 prisons spread throughout England and Wales as of the end of July 2023 (Gov.uk,2023).On average, there is 60000 PLs released each year from the CJS, and currently only 19.8% (11880) of these individuals will enter employment by the end of 6 months from their release (Gov.uk, Justice data, 2023).This means that 80.2% (48120) PLs are still without employment at the end of the first 6 months of leaving the CJS.Therefore, it could be suggested that the outlook for PLs gaining employment is rather bleak, However, with the current annual cost of re-offending in the UK being £18.1 Billion (UK Parliament, 2022) and the rate of re-offending amongst adult PLs standing at 25% (15000, based on 60000 leaving the CJS) (ONS,2023), it is evident that more work needs to be done to bring the HMPPS and employers closer together to provide successful outcomes for PLs attempting to gain employment upon or within 6 months of their release. There is a host of benefits as a result of recruiting PLs and applying due diligence throughout the process and working closely with the HMPPS.According to Working Chance, (2023), 92% of organisations that currently employ PLs, have cited that this recruitment initiative has helped to enhance their reputation, helped them to win contracts, and even awards (Working Chance, 2023). According to Working Chance (2023) in the last six years, the proportion of employers who would not hire someone with a conviction has reduced significantly, from half to just over a quarter.  However, despite this, there is still a number of barriers present, with the most prevalent being; the PLs have a criminal conviction, the PLs will re-offend whilst in the workplace, it will damage the organisations brand / image, it will impact the organisations liability insurance, the nature of the offence that has been committed and that other employees will be fearful of the PLs in the workplace (Working Chance, 2022a). Despite some organisations believing that a PL may re-offend whilst in the workplace, no such evidence exists, (Working Chance, 2022a), but there is lots of research that suggests that employment is one of the surest ways to prevent PLs from re-offending (Gov.co.uk, 2023). Research Objectives Recruiting PLs has a number of benefits for organisations (Working chance, 2023), but there still seems to be a number of misconceptions that exist for employers which is preventing them from tapping into this valuable resource, despite some of them struggling to recruit staff. Therefore, the aims of the research are, To explore UK employer’s experiences of recruiting and employing prison leavers. To examine the actual and perceived benefits and barriers amongst UK employers with regards to the recruitment and employment of prison leavers To critically engage with the misconceptions which surround the recruitment and employment of prison leavers, from the perspective of both, employers, and people with lived experience of the criminal justice system. To create a framework / briefing paper, for employers, that can be utilised to inform the process of the recruitment and employment of Prison Leavers Research Outcome This research project will provide employers and the HMPPS with valuable information that will allow them to understand each other’s needs, when supporting PLs into gainful employment.The framework will allow organisations to follow a clear pathway, when recruiting PLs and help them to address any concerns or misconceptions that they may have in this area. References British Chamber of Commerce (2023), Quarterly recruitment outlook: Highest level of recruitment difficulties on record, Available at - https://www.britishchambers.org.uk/news/2023/02/quarterly-recruitment-outlook-highest-level-of-recruitment-difficulties-on-record  [Online - Accessed 10th November 2023] CIPD, (2023), Understanding the economy and labour market, Factsheet, May 2023, London: UK Gov.uk, (2023) Prisons Strategy White Paper, Available at - https://www.gov.uk/government/publications/prisons-strategy-white-paper - [Online - Accessed 10th November 2023] Gov.uk, Justice Data, (2023) Prison Population Statistics, Available at - https://www.gov.uk/government/collections/prison-population-statistics - [Online - Accessed 10th November 2023] House of Commons Library, (2023), Skills and Labour Shortages, Available at - https://commonslibrary.parliament.uk/research-briefings/cdp-2023-0001/#:~:text=The%20causes%20of%20labour%20market%20shortages&text=Labour%20supply%20and%20employment%20are,%2Dterm%20illness%20(27%25).[Online - Accessed 10th November 2023] IFS, (2022), Decisions to retire early are driving growing economic inactivity amongst people in their 50s and 60s, Available at - https://ifs.org.uk/news/decisions-retire-early-are-driving-growing-economic-inactivity-among-people-their-50s-and-60s [Online - Accessed 10th November 2023] ONS, (2023), Vacancies and Jobs in the UK - October 2023, Available at - https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/jobsandvacanciesintheuk/latest#vacancies-for-march-to-may-2023[Online - Accessed 10th November 2023] Royal College of Nursing (2022), Available at - https://www.rcn.org.uk/news-and-events/news/uk-severe-nursing-workforce-shortages-new-rcn-report-exposes-urgent-need-for-government-action041122#:~:text=Recent%20estimates%20show%20that%20without,in%20England%20by%202030%2F31 [Online - Accessed 10th November 2023] Working Chance (2023), Hiring with Conviction, Available at - https://workingchance.org/about-us/our-policy-focus/hiring-with-conviction/[Online - Accessed 10th November 2023] &nbsp

Right to health, securitisation of migration and standards of immigration detention in South Africa and Australia.

Background.  Tens of thousands of people are detained globally for reasons related to their immigration status.[1]  Some states view immigration detention as a mechanism deterring irregular migrants seeking refuge or attempting an application for asylum, and respond by routinely, rather than exceptionally, detaining them,[2] ignoring the broad recognition that immigration detention is inherently harmful to the health and general well-being of those detained.[1]  This transnational doctoral research concerns the comparative socio-legal assessment of the right to health and humane standards of detention of immigration detainees in two countries which experience an influx of migrants, refugees and asylum seekers; one classed as an upper middle-class country on the Development Assistance Committee List of Official Development Assistance Recipients (South Africa) and the other classed as highly developed (Australia).[3]  It further aims to investigate the extent to which these two vastly different jurisdictions uphold the rule of law in the context of international human rights law pertaining to the right to health and standards of immigration detention, and the relative efficacy of international human rights instruments to hold offending jurisdictions accountable. Focus, aim and approach. The study is broadly balanced against South African and Australian immigration detention regulations, through an international human rights law lens whilst considering the actual conditions and treatment of immigrant detainees, with an explicit focus on the right to health. A pragmatist account based on a triangulated (across methods and sources) ‘rule of law’ lens will be created, examining the extent to which South Africa and Australia comply with minimum State obligations to respect human rights norms as it relates to right to health (including access to medical care) and provision of normative standards of immigration detention. The generated narrative will be cognizant of the changing contextual forces of migration into South Africa and Australia, securitization agendas and violations of basic human rights and due process, and additionally, will illustrate various gaps in due process, policy and practice in the application of domestic laws, policies and standards of care. It will also highlight various routes to strategic public litigation, advocacy channels and reforms. The study will garner insights into the most effective means of advocating for change, achieving reforms, informing policies, protocols and detention standard operating procedures, ultimately advancing the rights of those in immigration detention. Country narratives. South Africa has long been an important destination for migrants from its neighbouring countries and Asia.[4] Migration and cross border movements are increasingly viewed politically and societally using a ‘lens of national security, social instability, and criminality’[5], with rising anti-immigrant sentiment amongst citizens.[6] Despite South Africa’s domestic legislation providing for specific conditions in detention, observers have regularly raised concerns regarding violations of these provisions including overcrowding, inadequate access to health care services, poor nutrition, and the detention of migrants, refugees, and asylum seekers alongside those on remand or sentenced.[7] Excessive use of force by authorities and limited access to legal representation have repeatedly been noted.[7] In contrast, Australia experiences migration from as far as Sudan, Afghanistan and Iraq,[8] despite its geographical isolation.[9]  It is also experiencing increased anti-immigrant sentiment and securitisation agendas,[10] and maintains an immigration detention system which is infamous for being punitive and arbitrary, with a policy of mandatory, indefinite detention and no judicial review of decisions to detain.[9]  The lack of consideration of necessity, reasonableness, proportionality and review of a person’s individual needs and vulnerabilities results in detention of vulnerable groups e.g. children and survivors of torture and trauma. There are few normative regulations in place regarding the provision of healthcare, or other special arrangements for vulnerable groups in places of immigration detention, and no measures to reduce the length of detention for vulnerable persons and persons with disabilities.[9] Preliminary results. Both South Africa’s and Australia’s immigration policies and detention sites, including police cells, proposed border camps [6] and offshore immigration detention facilities [9] have been sharply criticised by various international human rights bodies (e.g. (UN)CESCR, (UN)CAT, UN Working Group on Arbitrary Detention). Various international human rights bodies condemned South Africa’s immigration policies and detention sites, inter alia privately operated Lindela Repatriation Centre, police cells and prisons.[4, 6, 7] Conditions are not fit for purpose and continue to fall short of the minimum standards of care.[4] No routine immigration detention surveillance exists in South Africa, and despite having ratified the Optional Protocol to the UN Convention Against Torture (OP-CAT), it is still to implement necessary legislative measures for setting up a National Preventive Mechanism (NPM) (a critical detention monitoring body) to regularly examine closed settings. In comparison, Australia brings together a variety of extreme immigration policies in its immigration detention regime, provides them blanket legal cover and aggressively defends them in the wake of international critique.[9] Refugees are arbitrarily detained in inhumane conditions, lack adequate health care, and experience severe pain and suffering that rises to the level of cruel, inhuman or degrading treatment or torture.[11] As of January 2022, Australia had failed to establish an NPM in each of its territories as required by the OP-CAT, which it ratified in 2017, with the UN’s Subcommittee on Prevention of Torture cancelling their oversight visit to Australia in 2023 due to them being refused entry into some detention centres.[9, 11] Contribution and implication. No known study has been conducted in the area of dissecting and analysing these two African- and Asia-Pacific immigration detention systems and standards of detention, triangulated against the three levels of State obligations i.e., respect, protect and fulfil.[12] The work will likely contribute strongly to sensitization around the rights of immigration detainees and is intended to contribute to immigration detention reforms in both countries through publications, sharing of evidence with respective governments, country level NPMs under the OP-CAT protocol, and humanitarian and human rights advocacy organisations operating in the respective countries. Conclusion. A country’s socio-economic status is not determinant of immigration detention conditions and State parties’ ability / willingness to ‘respect, protect and fulfil’ immigration detainees’ health (and basic human) rights. In the context of right to health and immigration detention, both countries may be in breach of international human rights law, and both Australia and South Africa need policy and legislative reform, as well as the political will to effect implementation. The study will progress to include qualitative data collection (in-depth interviews) and analysis of stakeholders’ socio-cultural understanding of migration forces into South Africa and Australia, gaps in laws, policies, due process and rights assurances, standards of care (including access to and quality of healthcare) and the health profile of people in immigration detention. If possible, a convenience sample of former immigration detainees are to be interviewed about their experiences of immigration detention and their health. This socio- legal assessment will subsequently triangulate and evaluate the indeterminate nature of South African and Australian immigration and refugee regulations, policies and operating procedures in relation to human rights, obligations of the State to uphold the right to health of immigration detainees and normative standards of detention. References.[1] Global Detention Project (2022) Annual Report: Building Partnerships, Harnessing Data, EndingArbitrary Immigration Detention [online] Available at: https://www.globaldetentionproject.org/2022-annual-report-building-partnerships-harnessing-data-ending-arbitrary-immigration-detention [Accessed: 18 August 2023][2] United Nations High Commissioner for Refugees (2014) 2014-2019 Beyond Detention - A GlobalStrategy to support governments to end the detention of asylum-seekers and refugees [online]Available at: https://www.unhcr.org/media/beyond-detention-global-strategy-support-governmentsend-detention-asylum-seekers-and [Accessed 18: October 2023][3] Organisation for Economic Co-operation and Development (2023) DAC List of ODA Recipients |Effective for reporting on 2022 and 2023 flows [online] Available at DAC-List-of-ODA-Recipients-for-reporting-2022-23-flows.pdf (oecd.org) [Accessed: 02 November 2023][4] Van Hout, M.C. & Wessels, J. (2023) #ForeignersMustGo versus “in favorem libertatis”: Humanrights violations and procedural irregularities in South African immigration detention law. Journal ofHuman Rights [online] Available at: https://doi.org/10.1080/14754835.2023.2170709 [Accessed: 24April 2023].[5] Ncube, M. (2017) South Africa Steps up Deportation of Asylum Seekers. News Deeply [online]Available at: https://www.newsdeeply.com/refugees/articles/2017/10/17/south-africa-stepsupdeportation-of-asylum-seekers [Accessed: 29 August 2022].[6] Global Detention Project (2021). Immigration Detention in South Africa: Stricter Control ofAdministrative Detention, Increasing Criminal Enforcement of Migration [online] Available at:www.globaldetentionproject.org/immigration-detention-in-south-africa-stricter-control-of-administrative-detention-increasing-criminal-enforcement-of-migration [Accessed: 29 August 2022].[7] Lawyers for Human Rights (2020) Monitoring Policy, Litigious and Legislative Shifts inImmigration Detention in South Africa [online] Available at: https://www.lhr.org.za/wp-content/uploads/2020/06/Detention-Report-Final-Final-Digital-1.pdf [Accessed: 31 October 2023][8] Australian Home Affairs (2023) Immigration detention statistics [online] Available at:https://www.homeaffairs.gov.au/research-and-stats/files/immigration-detention-statistics-28-february-2023.pdf [Accessed: 17 April 2023].[9] Global Detention Project (2022) Immigration Detention in Australia: Turning Arbitrary Detentioninto a Global Brand [online] Available at: https://www.globaldetentionproject.org/countries/asiapacific/australia [Accessed: 17 April 2023].[10] Ibekwe, S. O. (2022) Preventing people from risking their lives at sea’: Forced migration and thesecuritization of asylum seekers in Australia. Asian Journal of Comparative Politics [online]Available at: https://doi.org/10.1177/20578911211032514 [Accessed: 02 November 2023][11] Barnes, J. (2022) Suffering to Save Lives: Torture, Cruelty, and Moral Disengagement inAustralia’s Offshore Detention Centres [online] Available at: https://doi.org/10.1093/jrs/feac041 [Accessed 30 October 2023][12] United Nations Committee on Economic, Social and Cultural Rights (2000) General Comment No.14: The Right to the Highest Attainable Standard of Health (Art. 12 of the Covenant), 11 August2000, E/C.12/2000/4 [online] Available at: https://www.refworld.org/docid/4538838d0.html [Accessed: 24 April 2023] &nbsp

Exploring the career aspirations of women in management accounting

Background Despite men and women entering the UK accounting profession in equal numbers (Financial Reporting Council, 2022), there remains a significant underrepresentation of women in senior roles across all branches of the profession (GAAPweb, 2023). This is somewhat evidenced by a recent survey of accounting professionals (GAAPweb, 2023) which shows women occupying 66% of entry level roles, 40% of mid-level management accounting roles and as little as 18% of executive roles in the profession. Recently, there have been indicators as to the existence of a gender related ‘aspirations-gap’ (Azmat, Cunat and Henry, 2020; Powell and Butterfield, 2022), with evidence to suggest that there has been a decline in women’s aspirations to reach top management positions over recent years. This begins with the very earliest workplace experiences (Olsen and LaGree, 2023) and prevails through middle management stages (Beaupre, 2022). Research Aim and Objectives This research aims to address this critical issue by understanding the factors that influence the career aspirations and trajectories of female management accountants (FMAs) in the UK, through exploring their lived experiences, and uncovering strategies to support their career advancement. The objectives are: To identify the key factors that influence the career aspirations of FMAs. To explore the obstacles to and enablers of career progression experienced by FMAs as they progress through their careers. To understand how the experiences of FMAs shape perceptions of career opportunities and advancement. To identify strategies and interventions that can be implemented to support the career advancement of women in management accounting. Literature Review & Theoretical Framework The complexity and interplay of barriers affecting women’s progression through their careers is widely evidenced (Einarsdottir et al., 2018). The literature shows that gender disparity at senior management levels has been attributed to various factors including: gender based stereotypes and bias (Dalton et al., 2014), demands of personal life (Haynes, 2017), lack of promotion and networking opportunities (Cohen et al., 2020) and gendered personality traits (Eagly and Wood, 2014). Although the challenges have been studied extensively in numerous contexts, there is little focus on management accounting roles in organisations. The impact of gender on career aspirations to senior management is a well-established area of study (Powell and Butterfield, 2022) and it has been suggested that gender differences in aspirations may contribute to the underrepresentation of women at the higher levels of the organisation (Fritz and van Knippenberg, 2020).  A number of studies from the early part of the 21st century focussed on levels of career aspiration being lower in women than men (Belkin 2003; Litzky and Greenhaus, 2007). However, Hoobler, Lemmon and Wayne (2014) found no relationship between gender and aspirations towards senior management. Other research suggests that women’s aspirations are complex, and affected by a range of factors that are not constant at all stages of career development, but change over the course of time (O’Neil and Bilimoria, 2005; Coffman and Neuenfeldt, 2014). Given the complexity of the issue, the research will use the theoretical models of Social Cognitive Career Theory (SCCT) (Lent et al., 1994) and the Kaleidoscope Career Model (KCM) (Mainiero and Sullivan, 2005). SCCT provides a framework for understanding the career aspirations of women by considering their self-efficacy, outcome expectations, and goals. Lent et al. (1994) maintain that gender has relevance to career development because of reactions to gender in the organisational environment, particularly in traditionally male careers (Erickson, 2013). The model, therefore, provides a cognitive framework for the research to explore the individual level factors that affect career aspirations and can help identify the specific issues that drive or hinder women's progression. The KCM complements the SCCT by taking into account the different stages of a career and the interplay of different factors. The three parameters of the KCM (authenticity, balance, and challenge) interact with the SCCT constructs to influence career aspirations and trajectories across different career stages. Research Approach and Methodology This study sits within the interpretivist philosophy, which relies upon description and interpretation instead of measurement and prediction (positivist) to develop an understanding of the ways through which the participants perceive and experience their career aspirations. Interpretivism emphasises the importance of the subjective interpretation of phenomena by individuals. Aligning with the interpretivist philosophy, the epistemological approach for this research is constructivist. According to Denzin and Lincoln (2017), researchers who decide to work from a constructivist position hold an assumption that “there is no objective truth to be known” (p.54) and emphasise the diversity of interpretations that can be applied to the world due to the subjective experience of the respondents. In fitting with the above, the qualitative methodology utilised in the study will be phenomenology.  Phenomenology is appropriate for studying complex experiences (Denzin and Lincoln, 2017), such as career aspirations. It allows for a deeper exploration of the factors that shape these unique experiences and perspectives of women in their journeys through the profession. Research Methods Semi-structured interviews will be utilised to gather the stories of the FMAs, and is effective for qualitative research because it allows researchers to gain in-depth information from interviewees (Ruslin et al., 2022). The use of semi-structured interviews is likely to give participants the space and freedom to express their own perspectives in their own words (Kvale and Brinkmann, 2009). The study will employ a stratified, purposive sampling approach. This will allow ‘information-rich’ subjects to be selected (Patton, 1990). Participant inclusion criteria, therefore, will be developed to include women currently working, or with experience, in management accounting roles with membership to a professional accountancy body. This will generate a homogeneous sample who could provide a contextualised perspective on the topic area. The population for the interviews will be stratified to include participants within the three groups: early career, mid-career and later career. The findings from the early career sample can then be analysed and used to inform subsequent interviews with mid and later career FMAs. It is anticipated that thematic analysis will be employed as the primary data analysis method for the qualitative interviews. Thematic analysis is a widely used method in qualitative research that involves identifying patterns and themes within the data (Braun and Clarke, 2006). This method allows for a flexible yet systematic approach to analysing qualitative data, making it suitable for exploring complex and nuanced topics (Bell et al., 2022). Importance and Future Impact The underrepresentation of women in senior management accounting roles poses significant challenges to the accounting profession, organisations, and society as a whole. The impact of strong female representation at higher levels within the organisation has been researched over recent years, with studies highlighting significant benefits improved financial performance (Green and Homroy, 2018; Fernando et al., 2020). Furthermore, if women’s aspirations for higher positions dilute across different stages of their careers, the gender imbalance at senior levels could be perpetuated, limiting women's opportunities for career advancement in management accounting roles. The research offers potential impact for FMAs themselves, the organisations that employ them and the profession of management accounting. The study will inform organisational initiatives with implementable strategies to support the recruitment, retention, and advancement of FMAs throughout their career journeys, leading to more diverse and inclusive workplaces. The research can also empower FMAs by providing a greater insight into their career development, allowing them to make informed career decisions, set realistic goals, and develop strategies to overcome barriers. The study's findings can have implications for the broader profession of management accounting. By understanding the factors that influence women's career aspirations, the study can inform the development of policies, initiatives, and best practices within the profession. References Azmat, G., Cunat, V., and Henry, E. (2020) Gender promotion gaps: Career aspirations and workplace discrimination. Available at SSRN 3518420. Beaupre, J. G. (2022) To lead or not to lead: Exploring how young women’s early career experiences impact their leadership ambition. Gender in Management: An International Journal, 37(8), p1064–1079. Belkin, L. (2003) The opt-out revolution. New York Times Magazine, 26(10), 2003. Bell, E., Bryman, A., and Harley, B. (2022) Business research methods. 6th ed. Oxford: OUP. Braun V. and Clark V. (2006) Using thematic analysis in psychology. Qualitative Research in Psychology 3(2), p77– 101. Coffman, J., and Neuenfeldt, B. (2014). Everyday moments of truth: Frontline managers are key to women’s career aspirations. NY: Bain and Company. Cohen, J.R., Dalton, D.W., Holder-Webb, L.L. and McMillan, J.J. (2020) An analysis of glass ceiling perceptions in the accounting profession. Journal of Business Ethics, 164, p17-38. Creswell, J. W. (2013) Research design: Qualitative, quantitative, and mixed methods approaches (4th ed.). CA: Sage Dalton, D., Cohen, J., Harp, N. and McMillan, J. (2014), Antecedents and consequences of perceived gender discrimination in the audit profession, Auditing: A Journal of Practice and Theory, 33, 3, p1-32 Denzin, N. K. and Lincoln, Y. S. (2017) The Sage handbook of qualitative research. (5th ed.). CA: Sage. Eagly, A. H., and Wood, W. (2014). Gender and influenceability: Stereotype versus behavior. Women, gender, and social psychology, p225-256 Psychology Press. Einarsdottir, U. D., Christiansen, T. H., and Kristjansdottir, E. S. (2018) It’s a Man Who Runs the Show: How Women Middle-Managers Experience Their Professional Position, Opportunities, and Barriers. Ericksen, J. A. (2013) Women pursuing non-traditional careers: A social cognitive career theory perspective, [online]. PhD Thesis, Cleveland State University. Fernando, G. D., Jain, S. S., and Tripathy, A. (2020) This cloud has a silver lining: Gender diversity, managerial ability, and firm performance. Journal of business research, 117, p484-496. Financial Reporting Council (FRC) (2022) Key Facts and Trends in the Accountancy Profession. Fritz, C., and van Knippenberg, D. (2020) Gender and Leadership Aspiration: Supervisor Gender, Support, and Job Control. Applied Psychology, 69(3), pp.741–768. GAAPWeb (2023) Salary Survey 2023. Available at: https://reachwork.com/wp-content/uploads/2023/04/GAAPweb_Salary_Survey_2023.pdf Green, C., and Homroy, S. (2018) Female directors, board committees and firm performance. European Economic Review, 102(C), p19–38. Haynes, K. (2017) Accounting as gendering and gendered: A review of 25 years of critical accounting research on gender. Critical Perspectives on Accounting, 43, p110-124. Hoobler, J. M., Lemmon, G., and Wayne, S. J. (2014). Women’s Managerial Aspirations: An Organizational Development Perspective. Journal of Management, 40(3), p703–730. Kvale, S., and Brinkmann, S. (2009) Interviews: Learning the craft of qualitative research interviewing. CA: Sage. Litzky, B., and Greenhaus, J. (2007) The relationship between gender and aspirations to senior management. Career Development International, 12(7), p637–659. Olsen, K., and LaGree, D. (2023) Taking action in the first five years to increase career equality: The impact of professional relationships on young women’s advancement. Gender in Management: An International Journal, (ahead-of-print). O'Neil, D. A., and Bilimoria, D. (2005) Women's career development phases: Idealism, endurance, and reinvention. Career development international, 10(3), p168-189. Patton, M. Q. (1990). Qualitative evaluation and research methods (2nd ed.). Newbury Park, CA: Sage. Powell, G. N., and Butterfield, D. A. (2022) Aspirations to top management over five decades: A shifting role of gender? Gender in Management: An International Journal, 37(8), p953–968. Ruslin, R., Mashuri, S., Rasak, M. S. A., Alhabsyi, F., and Syam, H. (2022) Semi-structured Interview: A methodological reflection on the development of a qualitative research instrument in educational studies. IOSR Journal of Research and Method in Education, 12(1), p22-29

Questions of Identity; Defining Peoplehood for the Purposes of Internal Self-Determination in Wales

Introduction Self-determination is a human right, claimed by a ‘people’ to control their own destiny when they feel they have been unjustifiably excluded from the community of individuals recognised by international law. (Berman, 1988) It permits people to participate in the democratic process of governance and to influence one’s future politically, socially, and culturally within their state. (Barker, 2015) Although this inherent group right is applicable to all humans, an issue arises when a group of persons claim a right to self-determination, as it forms the question, does the said group constitute a ‘people’ for the purposes of self-determination, as the scope of the term a ‘people’ is not clear. (Suksi, 2005) Within international law, there are few other principles that the status, content, and scope of which are so uncertain and so frequently contested. It is deemed to be ‘Jekyll and Hyde’ in its character by the academic Sparks, who described the right to be a “dangerous and anarchic force” which is “simultaneously lauded as an essential principle of the legal system and one of the core purposes of the United Nations”. (Sparks, 2023) Despite the perplexity surrounding this topic, its importance was illustrated in the East Timor judgement, where it was stated “In the Court’s view, Portugal’s assertion that the right of peoples to self-determination, as it evolved from the Charter and from the United Nations practice has an erga omnes character, is irreproachable…it is one of the essential principles of contemporary international law.” (Portugal v Australia, 1995) When considering peoplehood and its application to suffice the requirements of self-determination, frequent reference is made to a ‘shared identity’ between a group of individuals, a shared identity that is so distinct it renders the group as vastly different from the others they share their State with. In the Cameroon case, identity was described as an innate characteristic within a people, where external people must recognise such existence and to not deny it. (Mgwanga Gunme v Cameroon, 2009) The notion of what a ‘people’ is, feels as though it should be an easy conversation, we know we exist, we have names, long histories, and shared cultures, but the open-ended questions of “what is a people?” invokes more confusion and debate than any other topic within customary international law. It is correct to speak of the right of a ‘people’ when such entities lack clarity as to their accurate meaning? If the denial of self-determination to a people within a State possesses the ability to trigger a possible right to remedial secession, there will first need to be greater clarity on the meaning of the term ‘peoplehood’. (Koskenniemi, 1994) Due to this clear lack of clarity, my research aims to identify the parameters of peoplehood, whilst considering the complexities as to why States remain reluctant to provide a universally agreed definition of peoplehood. I will be using Wales as a case study to assess whether the identified parameters of peoplehood can allow the Welsh community to be acknowledge by the international community as a separate ‘people’ for the purposes of satisfying internal self-determination.   Research Questions What role does international legislation play in the recognition and protection of group identities? What are the influencing reasons why self-determination groups desire internal self-determination? What are the specified challenges international law faces when recognising and attempting to protect group identity? What are the identified parameters of peoplehood for the purposes of internal self-determination?   Literature Review The debate around peoplehood is not a contemporary topic. It is thought by some that Aristotle was the first to discuss the norm-based conception of what a ‘people’ is, as such discourse can be traced back to BCE. The concept was spoken about by Aristotle in Book III of the Politics, where he suggested to establish the true nature of a polity, and to form adequate governance of such polity, we must first consider who constitutes the people. In other attempts to form a shared understanding of peoplehood, the voice of the people has previously been likened to the voice of God, as Machiavelli suggested, inferring the importance of the people’s voice in a society. (Polansky, 2023) The International Covenant on Civil and Political Rights (ICCPR) and the International Covenant on Economic, Social and Cultural Rights (ICESCR) are both international human rights treaties, with the aim of protecting individuals and groups against any actions or omissions that interfere with their fundamental freedoms, entitlements, and human dignity. (UN High Commissioner for Human Rights, 2006) Both the ICCPR and the ICESCR share an identical Article 1, which states “All peoples have the right of self-determination. By virtue of that right they freely determine their political status and freely pursue their economic, social and cultural development.” Under the principle of self-determination, a group who share a common identity and have a link to a defined territory are allowed to decide their political future in a democratic fashion. For the group to exercise its entitlement to the collective right, it must qualify as a ‘people’. (Sterio, 2012) A two-part test has been established to evaluate the group determining if they classify as a people, with the first part being an objective test questioning to what extent its members share a common racial background, ethnicity, language, religion, history, and cultural heritage, as well as territorial integrity of the area which the group is claiming. The second part of the test is subjective, it examines the extent to which the individuals within the group self-consciously perceive themselves collectively as a distinct ‘people’ and the degree to which the group could form a viable political entity. (Crawford, 1999) Internal self-determination is known to encompass the governance of peoples within the State which they belong too, (Wilson, 2009) and it is generally understood to be the systematic involvement of all groups in their national democratic process, allowing the preservation of their cultural identity and their development to be on an equal footing with the majority population. The notion of Welsh identity can be traced back to the 5th century, following the Roman withdrawal from Britain, but Wales has been far more closely assimilated into the English state than either Scotland or Northern Ireland has. It is hard to pinpoint when the rise of Welsh national consciousness truly began to happen, but the derogatory treatment of Welsh people throughout history is often considered pivotal to the ethnic divide. When considering potential causes that heighten a group identity that distinctly differs from the identity of the majority, Wales possesses a vast history of alienating treatment that has arguably contributed to their need for internal self-determination. In 1847, Brâd y Llyfrau Gleison (The Treachery of the Blue Books) occurred, in which a report about an inquiry into the condition of education throughout Wales was conducted. The infamous report was commissioned by Parliament in Westminster, with the aim to provide a reform of education in Wales, but this was overshadowed by the reports attitude towards the Welsh people and their language, Cymraeg.  In their report, the Blue Books stated “The Welsh language is a vast drawback to Wales, and a manifold barrier to the moral progress and commercial prosperity of the people. It is not easy to over-estimate its evil effects. It is the language of the Cymri, and anterior to that of the ancient Britons. It dissevers the people from intercourse which would greatly advance their civilisation, and bars access of improving knowledge to their minds. As a proof of this, there is no Welsh literature worthy of the name.” (Commissioners of Inquiry, 1847) Consequently, after this report was published, there was a monumental shift in the way the Welsh language was perceived both within Wales, and by its neighbours. This was depicted in a report made by the Times of London in 1929, building upon the work of Matthew Arnold’s ‘Celtic Literature’ (Leerssen, 2006) where it was stated that “the Welsh language is the curse of Wales. Its prevalence and the ignorance of English have excluded, and even now exclude the Welsh people from the civilisation of their English neighbours…If it is desirable that the Welsh should talk English, it is monstrous folly to encourage them in a loving fondness for their old language…The sooner all Welsh specialities disappear from the face of the Earth the better.” (Welsh Outlook, 1929)   Aims and Objectives My work aims to identify the parameters of peoplehood for the purposes of internal self-determination, through researching the challenges faced by law makers, such as ensuring the protection of group identity in self-determination claims. One objective of mine is to give recognition to the needs of minority groups and their claim for self-determination, acknowledging the reasons why they wish to identify outside their governing State, and if the international community can provide adequate protection to such groups. Another aim of my research is that it will have a beneficial impact on the legal community regarding minority and indigenous people’s rights, as it is clear such groups benefit from research into the unclear legislation surrounding legislation, offering a deeper understanding of the topic, and providing legislative clarity to smaller ethno-national groups. I also hope that my research can add to Liverpool John Moores University’s academic standing, as my project closely aligns with the University’s ambition to expand international and civic engagement through globally recognised research through placing societal diversity and minority groups at the centre of the analysis.   Justification for Research I believe that my research is extremely relevant to domestic scenarios, such as post-Brexit United Kingdom, which has saw a continuing rise in the support for devolved independence in Wales, Scotland, and Northern Ireland, which will be discussed throughout my Welsh case study, questioning if people’s national identity is a large driving factor in the heightened support for their desired sovereignty. My project will offer a refreshing contribution to the current existing work in the self-determination field, by providing a focal point on Welsh group identity and conservation, and its direct relationship with internal self-determination. In identifying the parameters of peoplehood, the research I am conducting, additionally aims to provide to the contribution of acknowledging marginalised minority groups and indigenous people’s rights, offering a greater understanding of the needs of smaller communities and the protection of them. My work will advance the knowledge of socio-political and legal challenges that face those who desire self-determination, such as self-determination being enshrined in the United Nations Charter, ICCPR and ICESCR, yet States displaying clear reluctant to work on indigenous issues, illustrated by the slow development of the Draft Declaration on the Rights of Indigenous Peoples being approved by the General Assembly for adoption.   References Barker, J. (2015) Self-Determination. Critical Ethnic Studies, 1 (1), pp.11-26. Berman, N. (1988). Sovereignty in Abeyance: Self-Determination and International Law. Wisconsin International Law Journal, 7 (1), pp.51-105. Commissioners of Inquiry. (1847) Reports of the Commissioners of Inquiry into the State of Education in Wales, Part 2: Brecknock, Cardigan, Radnor and Monmouth. London, William Clowes and Sons. Crawford, J. (1999) State Practice and International Law in Relation to Secession. British Yearbook of International Law, 69 (1), pp.85-117. Koskenniemi M. (1994) National Self-Determination Today: Problems of Legal Theory and Practice. International & Comparative Law Quarterly, 43, pp.241-269. Leerssen, J. (2006) Englishness, Ethnicity and Matthew Arnold. European Journal of English Studies, 10 (1), pp.63-79. Sparks, T. (2023) Self-Determination in the International Legal System. Oxford, Hart Publishing. Sterio, M. (2012) The Right to Self-Determination under International Law: Selfistans, Secession, and the Rule of the Great Powers. Oxford, Taylor & Francis. Suksi, M. (2006) Keeping the Lid on the Secession Kettle – a Review of Legal Interpretations concerning Claims of Self-Determination by Minority Populations. International Journal on Minority and Group Rights, 12, pp.189-226. Office of the United Nations. (2006) Frequently Asked Questions on a Human-Rights Based Approach to Development Co-operation. New York and Geneva, United Nations. HR/PUB/06/8 Welsh Outlook. (1929) The Welsh Outlook: Where there is no vision the people perish, 16 (3), pp.67-98. Wilson, G. (2009) Self-Determination, Recognition and Kosovo. Netherlands International Law Review, pp.455-481. Cases Kevin Mgwanga Gunme et al v Cameroon (2009) Communication No.266/03, Paragraph 179 East Timor (Portugal v Australia), Judgement (1995) ICJ Reports 90, Paragraph 2

Exploring the relationship between conservation of resources and regulatory mode in self-regulation: A qualitative study of mothers caring for children with long-term care needs

Purpose: This research aims to explore the relationship between regulatory mode and conservation of resources (COR) within the context of self-regulation.  It seeks to understand how an individual's assessment or locomotion tendencies and their resource situation interact with and influence each other. Study design/methodology/approach: A qualitative study was conducted using an interpretivist approach. Semi-structured interviews were conducted with 19 mothers caring for children with long-term needs. The interviews were analysed using NVivo and Excel to identify themes and evidence related to the research questions.   Findings: For the participant group of mothers, the findings indicate a direct link between assessment and locomotion tendencies, and their resource caravan or reservoirs.  Those with locomotion tendencies were more likely to have a strong or positive resource caravan, whereas those with mixed assessment and locomotion tendencies had a limited resource caravan. Five resource groupings or caravans were identified, with positive mindfulness, positive psychology, and time emerging as predominant weak resources, and physical, cognitive, social, and financial resources as dominant positive resources. The study also found a direct link between current resource caravans and positive or negative resource passageways in most participants. The significance of time and social support in both constructs was also highlighted.   Originality/value: This research contributes to the literature by emphasising the importance of considering both regulatory mode and COR in understanding an individual's self-regulation and resource situation. These findings provide insights into the specific resources and their impact on assessment and locomotion tendencies. This study also highlights the role of time and social support in the lives of parent carers. These findings can inform practical approaches to support parents caring for children with long-term illnesses