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The purpose of this paper is to identify how board recruitment processes have been impacted by the Australian Securities Exchange (ASX) governance changes requiring listed boards to report annually on their gender diversity policy and profile.

Employing a social constructivist approach, the research analyses interviews conducted with matched samples of board directors and stakeholders in 2010 and 2017 about board recruitment in ASX50 companies.

The introduction of ASX guidelines requiring gender reporting disrupted traditional board appointment processes. Women's gender capital gained currency, adding an additional dimension to the high levels of human and social capital seen as desirable for board appointments. The politics of women's presence is bringing about changes to the discourse and practice about who should/can be a director. The authors identify highly strategic ways in which women's gender capital has been used to agitate for more women to be appointed to boards.

While sample sizes are small, data within the themes cohered meaningfully across the time periods, making visible how women's presence in the board room has been reframed. Future research could consider what this may mean for board dynamics and how enduring are these changes.

This study highlights the forms that human and social capital take in board appointments, which can be instructive for potential directors, and how these intersect with gender capital. The insights from the study are relevant to board recruitment committees seeking to reflect their commitment to a more gender equitable environment.

There has been a recalibration of men's and women's gender capital in board appointments, and there is now a currency in femaleness disrupting the historical privilege afforded “maleness”.

The purpose of this monograph is to examine the main elements of the Copyright Designs & Patents Act 1988 which received the Royal Assent on the 15th November 1988. The Act provided for a major overhaul of the law on copyright and on registered designs, as well as certain adjustments to patent and trademark law and two major new regimes on performers' rights and design rights. While this is a major domestic reform the law is unlikely to remain unaltered for long because of the move towards a single market within the E.E.C. by 1992. This will lead to the introduction of harmonised regimes on the various elements of intellectual property law such as copyright and industrial design which will no doubt require some readjustment to U.K. domestic law. Recently the E.E.C. Commission published a Green Paper on “Copyright and the Challenge of Technology” which suggests solutions to some questions such as the vexed problem of illegal home taping which are different to those adopted by the U.K. in the new Act. [On 21/12/88 a draft directive on Copyright & Computer Software which proposes a harmonised regime for the protection of computer programs and related matters was published]. It also has to be borne in mind that while Article 222 of the Treaty of Rome states that the treaty does not affect the existence of national intellectual property right regimes the “exercise” of these national rights may be found to infringe the provisions of the Treaty on free movement of goods (Arts. 30–36) or on competition law (Arts. 85–86).

The purpose of this paper is to interrogate changes to women's representation on boards from an institutional perspective in a particular national context (Australia).

Drawing on institutional theory at the legal, political and social levels the paper identifies the factors through which women's underrepresentation on corporate boards in Australia gained traction over the period 2009-2012.

Through the analysis of the Australian context over the period 2009-2012, the paper proposes a framework to represent the multiple, differentiated and often conflicting spheres affecting women's representation on boards and how this may have wider application internationally.

In focusing on the institutional factors, the paper does not mean to underplay organisational factors relevant to women's access to board positions; rather the authors seek to draw attention to how the organisational factors may be shaped by changing institutional “rules”. From the interrogation of the conditions under which women's underrepresentation on corporate boards in Australia gained traction, the paper provides a conceptual foundation for the emerging study of institutions and women's representation on corporate boards internationally.

The purpose of documenting these institutional changes in Australia is to be instructive to others addressing the practical problem of how to increase women's representation on boards and what institutional factors may need to be considered to prompt change.

The conceptual framework adds to the as yet relatively under-theorised field of women on corporate boards.

Leadership studies which focus on categorising leadership styles have been critiqued for failure to consider the lived experience of leadership. The purpose of this paper is to use the framework of Jepson’s model of contextual dynamics to explore whether this framework assists understanding of the “how and why” of lived leadership experience within the nursing profession.

Themes for a purposeful literature search and review, having regard to the Jepson model, are drawn from the contemporary and dynamic context of nursing. Government reports, coupled with preliminary interviews with a nurse leadership team, guided selection of contextual issues.

The contextual interactions arising from managerialism, existing hierarchical models of leadership and increasing knowledge work provided insights into leadership experience in nursing, in the contexts of professional identity and changing educational and generational profiles of nurses. The authors conclude that employing a contextual frame provides insights in studying leadership experience. The author propose additions to the cultural and institutional dimensions of Jepson’s model.

The findings have implications for structuring and communicating key roles and policies relevant to nursing leadership. These include the need to: address perceptions around the legitimacy of current nursing leaders to provide clinical leadership; modify hierarchical models of nursing leadership; address implications of the role of the knowledge workers.

Observing nursing leadership through the lens of Jepson’s model of contextual dynamics confirms that this is an important way of exploring how leadership is enacted. The authors found, however, the model also provided a useful frame for considering the experience and understanding of leadership by those to be led.

The purpose of this paper is to catalogue the practice of goodwill impairment testing in Australia and to provide evidence of the extent of compliance with respect to the disclosure requirements of international financial reporting standards (IFRS).

The research question is addressed using an empirical archival approach with an emphasis on note‐form disclosures in the audited financial accounts of 200 goodwill‐intensive firms listed on the Australian Securities Exchange at 2006. The disclosures regarding impairment testing methodologies along with key input variables for the estimation of recoverable amounts are catalogued and an assessment is made of the extent to which such disclosures confirm with the requirement of AASB136.

The results provide evidence of systematic non‐compliance with the disclosure requirements of the IFRS goodwill impairment testing regime on the part of large listed Australian firms. Insight is gained into the level of difficulty experienced by large, sophisticated and well‐resourced organisations in confronting the challenges associated with changing their financial reporting practices at the time of mandatory adoption of IFRS in Australia.

While previous goodwill impairment testing studies have examined discount rate selection by reporting entities as one input variable solely under the value in use method, this paper provides empirical insights into all aspects of goodwill impairment testing for value in use, fair value and mixed method firms, cataloguing growth rate and forecast period disclosures. The paper provides a baseline study of compliance quality at the inception of IFRS in Australia.

1. Preservatives should be prohibited in all articles of food and drink offered or exposed for sale whether manufactured in this country or imported, except that—(a) Sulphur dioxide only should be permitted, (1) in sausages in amounts not exceeding three grains per pound, (2) in jam in amounts not exceeding 0·3 grains per pound, (3) in dried fruit in amounts not exceeding seven grains per pound, (4) in preserved (but not dried) whole fruit or fruit pulp in amounts not exceeding five grains per pound, (5) in beer and cider whether in bottle or in cask in amounts not exceeding five grains per gallon, (6) in alcoholic wines, non‐alcoholic wines, and cordials and fruit juices sweetened and unsweetened in amounts not exceeding three grains per pint; (b) Benzoic acid only should be permitted (1) in coffee extract in amounts not exceeding three grains per pound, (2) in non‐alcoholic wines and cordials and sweetened and unsweetened fruit juices (as an alternative to sulphur dioxide) in amounts not exceeding five grains per pint, (3) in sweetened mineral waters and in brewed ginger beer in amounts not exceeding one grain per pint. The methods of estimating the foregoing preservatives should be prescribed by the Minister of Health.

In this chapter, we assume the following: (1) the root cause of most organizational problems is culture and leadership, (2) executives seldom want to deal with these root causes, (3) because life is uncertain, organizational change is an emergent process, (4) most change processes unfold by reconstructing social reality, (5) the change process is inherently relational, (6) effective change efforts are enhanced by increasing the virtue of the actors, (7) change is embedded in the learning that flows from high-quality relationships, and (8) change agents may have to transcend conventional, economic exchange norms in order to demonstrate integrity and to build trust and openness. Drawing on the field of positive organizational scholarship, we focus on the change agent. We review the literature on self-change and offer several paths for becoming a positive leader.

As head of the European bureau of Meeting Planners International and marketing director of the European Federation of Conference Towns, Geoffrey Smith has checklists galore for assessing conference facilities and services. For selecting a hotel, he asks such questions as: How handy is it for airport transfers and road and rail arrivals? Is the car parking accommodation satisfactory? How many spaces are there? What public transport and taxi services are available? How many function rooms and sleeping rooms are there? How attractive is the price? What can be negotiated? Is it possible to benefit from seasonal and group rates? What other meetings are scheduled at the venue at the same time? (An overworked and exhausted staff is not desirable). Which hotel executive will be responsible for the event? Will he be easy to work with? Is the property handy for places which delegates or accompanying persons may want to visit — shops, entertainment, cultural attractions, restaurants, etc? Does it have a pool, gymnasium, sauna, nearby jogging, tennis, golf? Are the bar prices and hours acceptable? Will the hotel provide a special check‐in desk for your delegates, with quick service or pre‐booking? Will the meeting registration desk be well sited? What about in‐house restaurants, coffee shop, menus and prices? Does it cater for handicapped people? Are the halls and public rooms fresh and clean? Is the front office a cheerful place? Is the surrounding area safe at night? If the conference includes overseas delegates, do some staff speak their languages?

This chapter considers the current state of lesbian, gay, bisexual, transgender, and questioning (LGBTQ+) librarianship in the United Kingdom. It begins with a question: at the time of writing, there seems to be more of a focus on LGBTQ+ issues in museums and archives than there is in libraries. Why is this so? To answer this, the chapter focuses briefly on the wider social setting; looks at current library provision; discusses what “queer librarianship” might involve; considers whether LGBTQ+ library staff’s and LGBTQ+ library users’ voices are heard; and then looks at the question of mainstreaming provision, and considers whether this would be a positive step forward.