After the wave-the Centrelink Social Work response offshore

Communities worldwide were affected by the tsunamis that struck a dozen Indian Ocean nations on 26 December 2004. More than 300,000 people were killed or left missing as a result of the tragedy. The Australian Government played a key role in the disaster response overseas and in Australia. As part of a whole-of-government response to the crisis, eight Centrelink Social Workers were deployed to tsunami-affected areas for two weeks after the initial disaster to provide personal support to Australian victims and their families. This paper presents the service delivery framework adopted offshore and delineates the role undertaken by the social workers. Drawing on their practice experience, the paper examines some of the challenges, dilemmas, learnings and implications for future service delivery.     

Elephant-seal movements: Modelling migration

Elephant seals migrate over vast areas of the eastern North Pacific Ocean between rookeries in southern California and distant northern foraging areas. Several models of particle movement were evaluated and a model for great-circle motion found to give reasonable results for the movement of an adult female. This model takes specific account of the fact that the movement is on the surface of a sphere and that the animal is apparently heading toward a particular destination. The parameters of the motion were estimated. Such a great-circle path of migration may imply that these seals have the ability to assess their position with respect to some global or celestial cues, allowing them to continually adjust their course and achieve the most direct geodesic route between origin and destination of migration. But the navigational mechanism actually used by these seals to accomplish such feats is as yet unknown.     

Multicultural Meanings of Social Support among Immigrants and Refugees

Canada continues to be a prominent immigrant and refugee‐receiving country in worldwide migration, resettlement, and search for refuge, yet there is a gap in our understanding of these newcomers’ views of the specific meanings of social support and their support needs and resources. The purpose of this study was to understand the meanings of social support for immigrants and refugees in Canada, and to explore the types and adequacy of formal supports. Individual interviews were conducted with 60 service providers and policymakers initially (Phase 1), and 120 immigrants and refugees (60 Chinese, 60 Somali) in the second phase. The implications of these findings were elicited in group interviews (Phase 3) of policy decision‐makers, advocates, service providers, and managers. This investigation revealed many interrelated challenges facing refugees and immigrants such as language difficulties, inadequate information on services, poor health, racism, needs for retraining, rejection of foreign qualifications, unemployment, social isolation, social insecurity, dwindling social networks, and family conflicts. The study also illuminated culturally and socio‐economically determined perceptions of social support and support‐seeking strategies. Limited personal resources and dwindling social networks are an impediment to coping with integration and settlement challenges. In many cases, newcomers’ efforts to seek help are thwarted by systemic obstacles. Newcomers experienced extensive unmet support needs, which service providers cannot adequately meet due to bureaucratic and resource constraints. Policies in various sectors that affect the lives of immigrants and refugees are inadequate for bridging their support deficiencies. These support gaps hinder the successful settlement and integration of newcomers. Policies and programs fostering culturally relevant support, and inter‐sectoral collaboration among organizations addressing the support needs of immigrants and refugees are timely.     

Entering the Political Elite in Canada: The Case of Minority Women as Parliamentary Candidates and MPs*

Cette recherche analyse les femmes des minorités ethniques comme nouveau groupe social visant à accéder à l'élite politique. Elle est axée sur les conséquences liées à leur appartenance à une «double minorité». L'analyse examine deux modèles de cheminement de carrière qui offrent des caractérisations alternatives quant aux obstacles de recrutement auxquels se heurtent les nouveaux groupes sociaux et qui créent des attentes différentes quant aux ressources détenues par les femmes des minorités, comparativement à celles des groupes plus établis. Les résultats principaux, fondés sur un sondage canadien de 1993 sur les candidats parlementaires et completés par de l'information sur les députés, appuient davantage le modèle de «compensation» et, en général, semblent indiquer que l'inégalité continue de caractériser le processus d'accès à l'élite politique. This study examines minority women as a new social group seeking access to the political elite, emphasizing the consequences of their “double minority” status. The analysis considers two career path models that make alternative characterizations about the recruitment barriers faced by new social groups and that yield different expectations about the resources held by minority women compared with more established groups. The main results, based on a 1993 Canadian survey of parliamentary candidates, supplemented by information on MPs, indicate more support for the “compensation” model and, generally, suggest that inequity continues to characterize the process of political elite access.     

Sweeping,alignment and the analysis of unbalanced data

The terms sweeping and alignment refer to the same process. Sweeping/alignment is used by data analysts as a technique for describing the effects of a model factor (e.g., treatments in a randomized block design) after the effects of nuisance parameters (e.g., blocks) have been removed from the data. In this paper sweeping/alignment is used as the basis for developing tests of factors in unbalanced experimental design models. Formulas are presented for treatment effects in randomized block designs with missing observations, and for interaction and main effects in unbalanced two-way factorial designs with empty cells.     

Estimating and testing group effects from type i censored normal samples in experimental design

The maximum likelihood (ML) equations calculated from censored normal samples do not admit explicit solutions. A principle of modification is given and modified maximum likelihood (MML) equations, which admit explicit solutions, are defined. This approach makes it possible to tackle the hitherto unresolved problem of estimating and testing hypotheses about group-effects in one-way classification experimental designs based on Type I censored normal samples. The MML estimators of group-effects are obtained as explicit functions of sample observations and shown to be asymptotically identical with the ML estimators and hence BAN (best asymptotic normal) estimators. A statistic t is defined to test a linear contrast of group-effects and shown to be asymptotically normally distributed. A numerical example is presented which illustrates the procedure.     

The role of HRD in bridging the research-practice gap: the case of learning and development

ABSTRACT

An enduring challenge for HRD is ensuring academic research achieves impact on professional practice. We have located this research within debates about the research-practice gap. To investigate this challenge, we analyse case studies of academic impact from all disciplines submitted to the United Kingdom’s 2014 research assessment exercise (REF 2014). We found that Learning and Development was a primary focus of significant number of impact case studies submitted across all disciplines compared to other areas of HR and HRD. We also found that Learning and Development was a key path to Impact. These findings reveal that Learning and Development in a work context plays a pivotal role in helping researchers irrespective of discipline achieve impact. Our findings therefore speak to the research-practice gap across academia. We conclude by considering the potential role for HRD in generating impact.