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Statistics indicate that former military personnel currently constitute the largest occupational category in the prison population. This article reflects on why so many ex-service personnel (overwhelmingly men) end up in custody, particularly in later life and particularly for violent offences Additionally, by drawing on the ideological construction of the soldier as 'hero', this article critically discusses why, and how, former military personnel can become forgotten or even shunned by society once they shift from 'hero' to 'villain'.

AbstractThe legitimacy of business schools is based on rankings, revenues, branding, and opportunities to support staff and students "to make a difference in the world". Yet sexism in business schools is endemic. Drawing on Acker's inequality regimes framework and a thematic analysis of reports in Poets&Quants, EFMD's Global Focus and AACSB International's BizEd/AACSB Insights over a decade, this study explores how business schools are dealing (or not) with sexism. We propose a typology of four categories of sexism in business schools: belligerent, benevolent, ambivalent, and oblivious sexism. Our findings contribute to understandings of institutional theory and the institutional development of business schools as important sites of (sexist and gendered) knowledge production and dissemination and entrenched inequalities. We posit that media constructions of sexism may better inform individual decisions, organizational development, and governance about the imperative to eliminate sexist behaviors and discrimination. We argue that business schools need to gain substantive legitimacy as effective role models by reforming themselves. They must actively tackle institutional and cultural sexism from within. Implications for practice include the effective inclusion of mandatory sexism reporting in international business school accreditation standards and rankings criteria as well as requirements for research funding.

Adopted and looked after children are often excluded from service-user involvement. The purpose of the study discussed here by Julie Davies, John Wright, Susan Drake and Jennifer Bunting was, therefore, to develop methodologies to facilitate the inclusion of junior-school-aged children to reflect on their experience of participating in psychological therapy. Exclusively recruiting this group enabled us to develop age-specific techniques. The clinical implications for therapeutic practice and an effective methodology to ascertain children's perceptions of therapy are discussed. The overarching message is that children with disrupted attachments can be engaged in reflective discussions about mental health services when a methodology is developed specifically for them. This allows us to view services 'through the eyes' of children (Department of Health, 2004a).

PurposeExisting management research and management practices frequently overlook the relationship between the above-average human capital of highly functioning neurodivergent employees, their subjective well-being in the workplace and performance outcomes. This paper calls for greater attention to the hidden human capital associated with neurodiversity by mainstreaming implementation of neurodiversity-friendly policies and practices.Design/methodology/approachDrawing on the ability, motivation and opportunity (AMO) framework, this conceptual paper integrates research on employee neurodiversity and well-being to provide a model of HR-systems level and human capital development policies, systems and practices for neurodivergent minorities in the workplace.FindingsThis paper illustrates that workplace neurodiversity, like biodiversity, is a natural phenomenon. For subjective individual psychological and organisational well-being, neurodivergent employees require an empathetic culture and innovative talent management approaches that respect cognitive differences.Practical implicationsThe case is made for neurodivergent human capital development and policy-makers to promote inclusive employment and decent work in a context of relatively high unemployment for neurodivergent individuals.Originality/valueThis paper extends current debates on organisational equality, diversity and inclusion to a consideration of workplace well-being for highly functioning neurodivergent workers. It calls for more equitable and empathetic approaches to investing in employees with neurodevelopmental and cognitive disabilities.