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The financial crisis of 2008 and ensuing recession led to falls in earnings in the United Kingdom, not seen since the Great Depression of the 1930s, and it was only in 2014 that overall household income returned to its pre-crisis levels. At the same time, according to one official measure, income inequality has actually fallen, although different data indicate no change. This situation follows from several factors, notably the continued growth in pensions, higher earnings of lower-income households as these have worked more since the recovery in 2013, and the continued stagnation of earnings in higher income households (even if very high incomes have continued to pull away from the rest of the population). Incomes of younger workers also remain below their pre-crisis peak. This chapter shows, however, that the picture of poverty and inequality in the United Kingdom is far more complex than suggested by the main measure of income inequality. To this end, it begins by reviewing the definitions of poverty and inequality, in order to provide a broader overview of these pressing but complex social problems. The chapter goes on to examine wealth inequalities, the impact of housing costs on inequality and poverty, and it concludes by presenting recent studies suggesting that Brexit may well lead to future rises in inequality, as higher inflation could well hit lower-income households most.

Resurgent interest in the life and work of the Italian Cambridge economist Piero Sraffa is leading to New Directions in Sraffa Scholarship. This chapter introduces readers to some of these developments. First and perhaps foremost is the fact that as of September 2016 Sraffa’s archival material has been uploaded onto the website of the Wren Library, Trinity College, Cambridge University, as digital colour images; this chapter introduces readers to the history of these events. This history provides sharp relief on the extant debates over the role of the archival material in leading to the final publication of Production of Commodities by Means of Commodities, and readers are provided a brief sketch of these matters. The varied nature of Sraffa scholarship is demonstrated by the different aspects of Sraffa’s intellectual legacy which are developed and discussed in the various entries of our Symposium. The conclusion is reached that we are on the cusp of an exciting phase change of tremendous potential in Sraffa scholarship.

This paper aims to investigate the production of sugar cane ethanol in Brazil for the time period 1983-2016, separating the data by geographical location.

For this purpose, the authors use techniques based on the concept of fractional integration.

The authors show that the data corresponding to the total production is highly persistent, with an integration order smaller than 1 but close to it. In fact, the unit root hypothesis cannot be rejected implying that shocks have a permanent nature, and thus requiring policy measures to recover the level from exogenous shocks. Separating the data into two sub-regions, namely, North–Northeast and Central–South, higher levels of persistence are detected in the latter, while the former presents some evidence of mean reverting behavior, implying that shocks will disappear by themselves in the long run in the former regions. These results are obtained from all the different methods used.

The originality is based on the time series techniques used in the paper that departs from the classical methods based on unit roots and integer degrees of differentiation.

Why some people are motivated to become leaders is important both conceptually and practically. Motivation to lead compels people to seek out leadership roles and is a distinct predictor of leader role occupancy. The goal of our research is to determine contextual (socioeconomic status and parenting quality), interpersonal (sociometric status), and personal (self-esteem and gender) antecedents of the motivation to lead among young adults.

The authors tested the model using two samples of Canadian undergraduate students (Sample 1: N = 174, M age = 20.02 years, 83% female; Sample 2: N = 217, M age = 18.8 years, 54% female). The authors tested the proposed measurement model using the first sample, and tested the hypothesized structural model using the second sample.

The proposed 5-factor measurement model provided an excellent fit to the data. The hypothesized model also provided a good fit to the data after controlling for potential threats from endogeneity. In addition, gender moderated the relationship between sociometric status and affective-identity motivation to lead, such that this interaction was significant for females but not males.

The findings make a practical contribution in understanding how parents, teachers, and organizations can encourage greater motivation to lead, especially among young adults who have faced poverty and marginalization and tend to be excluded from leadership positions in organizations.

The authors conceptualize and test the contextual, interpersonal, and personal predictors of affective-identity motivation to lead among young adults.

The purpose of this paper is to examine the relationship between employees’ perception of an inclusive workplace, namely, inclusive practices, inclusive climate and inclusive leadership and organizational citizenship behavior (OCB). It also attempts to examine the difference in perception toward the inclusive workplace along the three major dimensions of diversity, namely, gender, category they belong to and their religious orientation.

Non-probability sampling technique is employed to collect primary data through a self-administered questionnaire from 492 academicians of a higher education institution situated in western Uttar Pradesh of India. The data set was analyzed using statistical tools like descriptive statistics (z-test and ANOVA), and multiple regression analysis.

Results of the multiple regression analysis reflected direct and significant relationship between inclusive workplace and OCB. It has been observed that organizations with a conducive climate of inclusion, a well formulated inclusive practices and strong leaders’ commitment will result into high level of OCB which is apparent among employees working in a higher education institution western Uttar Pradesh. The results of z-test reflected that male and female employees have similar perception toward inclusive climate. However, there is a significant difference in perception toward inclusive practices and inclusive leadership on OCB. On the other hand, results of ANOVA reflected that with respect to religious orientation there is no significant difference among perceptions toward inclusive workplace. However in case of category employees have similar perception toward inclusive climate in contrast with inclusive practices and inclusive leadership.

The present study established the concept of inclusive workplace, entirely on the basis of individual viewpoint. While to examine the cause and effect relationship of an inclusive workplace on OCB, it is recommended to incorporate some moderating or intervening variables.

This study provides guidelines for academic institutions to understand and foster an inclusive workplace that will encourage the academicians to exhibit OCB.

Very little research had examined the relationship between inclusive workplace and OCB. This research will add value to the existing literature on inclusive workplace and its probable impact on organizations and individuals by examining this relationship with respect to gender, category and religious orientation of employees working in higher educational institution of India.