Working for God and Sustainability: The Activities of Faith-Based Organizations in Kenya

Faith-based organizations (FBOs) have long played a role in international development, and are increasingly involved in environmental sustainability initiatives. Despite these contributions they have, until recently, been largely ignored in scholarship and by secular agencies. This article adds to the growing recognition of FBOs, exploring the identity and function of FBOs doing environmental and development work in Kenya through document review, qualitative questionnaires and participant observation. A diverse group of FBOs with varied identities and engaged in a broad range of activities revealed several strengths and challenges of faith-based environmental and development work. Of particular note is the key role churches and faith-based agencies can play in effecting sustainable and holistic change in Global South countries, due to their rootedness in the community, the social capital they help to produce, and the respect they receive from the people.     

Intra‐diaspora Knowledge Transfer and ‘New’ Italian Migration

The Italian Australia diaspora is a heterogeneous mix of regional, class and generational identities. This article identifies and considers the influence of four recent Italian‐Australian cohorts on the processes of Italian‐Australian cultural formation. Of particular interest is the most recent wave of migrants (post‐2000), whose arrival is prompted by the European economic crisis and facilitated by Australia's skilled migration programme. We argue that this cohort is a new form of “elite” skilled migration comprised of people who are independent of, yet reliant on, the community infrastructure and social standing that previous waves of Italian migrants have established. We consider the relationship between these cohorts as a process of “intra‐diaspora” knowledge transfer and show how diasporas play a fundamental role in the skilled migration project. These dynamics challenge assumptions that skilled migrant integration is “frictionless”. Rather, their arrival simultaneously generates diaspora renewal as well as tensions around identity and community resources.     

MEASURING THE WORLD NATURAL RATE OF INTEREST

This article makes the first attempt to estimate the time‐varying natural rate jointly with the output gap and trend potential output growth for the world as a whole using a simple unobserved components model broadly following the methodology developed by Laubach, T., and J. Williams (“Measuring the Natural Rate of Interest.” Review of Economics and Statistics, 85(4), 2003, 1063–1070). We find that the world natural rate has been trending down for the past few decades. Over a quarter of the variation in the natural rate is accounted for by the trend potential output growth rate. However, the relationship between the world natural interest rate and the world trend growth is modest and not statistically significant. (JEL E4, E52, E32, C32)     

Dirty money: Is there a wage premium for working in a pollution intensive industry?

Within a compensating wage differential framework we investigate whether there is a wage premium for working in a pollution intensive industry. Our results for the economy as a whole suggest a small wage premium of approximately one quarter of one percent associated with the risk of working in a dirty job. This premium rises to over fifteen percent for those individuals who work in one of the five dirtiest industries. We also find evidence of a fatal risk wage premium, providing estimates of the value of a statistical life of between ￡12 million and ￡19 million (2000 prices).     

The ‘Feminization’ of Management? Issues of ‘Sameness’ and ‘Difference’ in the Roles and Experiences of Female and Male Retail Managers

Explanations of women’s poor representation in senior management usually emphasize differences between women and men managers’ experiences, circumstances and aspirations, and the gendered character of organizational structures and processes. Whilst these may all disadvantage women, some writers have suggested recently that women managers may differ in style and orientation in ways particularly appropriate for today’s developing organizations. This paper explores issues of ‘sameness’ and ‘difference’ between women and men managers in retailing. Whilst both male and female store managers wanted to downplay gender differences and adopt a ‘gender neutral’ approach, they also associated a number of advantages and disadvantages with being a woman manager in certain contexts. Rapid sectoral change had caused companies to reassess the desired attributes and competences of managers; associated both with an enhanced valuing of ‘feminine’ qualities and with a more ‘objective’ and ‘clinical’ approach to assessment. Despite their equal numbers at entry points women remained poorly represented at senior levels, suggesting that subjective and informal processes were important determinants of women and men’s progress. Given management is inherently a process enacted by individual managers within a social context the extent to which it can be conceived in gender neutral terms is questioned since individuals are inevitably discussed and identified in terms of their gender.