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The present equal opportunity discourse in Australia, with its focus on 'the mainstream woman', i.e. the white Anglo-Celtic woman, overlooks the multiracial feminist perspectives of 'the other woman', the minority ethnic woman. As a result of the intersection of her sexual, ethnic and/or religious identities, 'the other woman' remains dually disadvantaged within Australian society and organizations; largely deprived of the opportunities available to her 'mainstream' sister. This paper discusses the complexity of intersections and of how the interaction of systems of stratification constructs specific social locations for minority ethnic women in Australian organizations. The paper draws on critical race and feminist theories with respect to intersectionality of race and gender, and offers quantitative and qualitative data to exemplify issues that surround representation and (in)equality within Australian organizations. The data include an empirical analysis of complaints filed under the federal legislation over a five-year period to determine how minority ethnic women's workplace experiences differ from those of their mainstream counterparts. The analysis reflects the ongoing nature of multiple discriminations faced by minority ethnic women.

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This paper explores and discusses a number of factors related to critical issues in ageing. First, it explores age-based discriminatory practices found in labour management policies which are outdated and fail to reflect a range of changing demographics and social trends. Second, the paper examines several context-specific issues in [human resources] HR policies that inadequately reflect recent trends in ageing. Several solutions are proposed, not least changes in job design factors that might account for the differences between younger and older groups. A poor match between the current realities facing mature workers on the one hand and inadequate organisational policies on the other underpins much of the discussion.

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Marginalization of women in economic development and in social and political spaces is a worldwide phenomenon; however, it is worse in developing countries. In Nigeria, despite the adoption of the United Nations' Convention on the Elimination of All Forms of Discrimination against Women in 1985 and similar local policies, such as the National Gender Policy of 2006, inequality still exists due to a myriad of cultural and structural challenges. This has constrained women's participation in all spheres of life with serious implications for human resource development and, in that capacity, economic development of the country and the general state of gender equality. This article reviews the situation in Nigeria and argues that local adaptation of international norms as well as a focus on domestic reforms in laws and culture might be a reasonable approach towards women's development.

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This article takes a critical realist perspective to understand the research-practice gap in the field of business and management. To investigate issues surrounding the rigour versus relevance debate, we examine how the divergent perspectives of scholars and practitioners can be bridged by a critical realist approach in relation to: (1) the research paradigm: instead of confining their research within methodological purism, scholars may need to deploy any research paradigm to investigate a phenomenon in its context, (2) context and causality: critical realism provides an ontological grounding for interpretivist research reaffirming the importance of a focus on context, meaning and interpretation as causal influences, (3) methodological rigidity: multiple research methods will be more important when addressing research-practice gaps since they are more receptive to interdisciplinary functions and contexts in time and space than traditional methodologies, and (4) ethical aspects of business research highlighting the need to engage with the knowledge agenda of not only the university but also society overall. The critical nature of management studies we contend also helps to explain why at least certain research-practice gaps can be treated as natural because of divergent preferences of scholars and practitioners.

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Based on a review of the literature on post-training transfer interventions, this paper offers a conceptual model that elucidates potential mechanisms through which two types of post-training transfer intervention (relapse prevention and proximal plus distal goal setting) influence the transfer of training. We explain how the application of post-training transfer interventions enhances trainees' readiness and motivation to use newly trained skills in the workplace, which in turn helps trainees to retain and apply the new skills to the job. Explaining this process provides a better insight into how training transfer performance is affected by post-training transfer interventions and trainee attitudes.

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