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One of the major shortcomings of the current drug discovery and development process is the inability to bridge the gap between early stage discoveries and pre-clinical research in order to advance innovations beyond the discovery phase. This book examines a drug discovery and development model, where the respective expertise of academia and industry are brought together to take promising discoveries through to proof of concept, providing a means to de-risk the drug discovery and development process. Expert author Helen Yu explores integrated drug discovery by analyzing the intersection of intellectual property law and competition law and discusses the role of stakeholders in the efficient translation and commercialization of publically funded research. Considering the transactional risks associated with drug discovery and development, this book advocates for a greater emphasis on contractual freedom and economic efficiency when assessing collaborative partnerships between industry and public research organizations. This standout book bridges the gap between theoretical research and legal practice by providing a research-based applied perspective on university-industry collaborations in drug discovery and development. Achieving Proof of Concept in Drug Discovery and Development has an international appeal, especially in countries actively involved in drug discovery and development. Organizations and associations will also benefit from a research-based applied perspective that advocates for a more nuanced application of the law to the pharmaceutical industry.--

Reporting workplace discrimination has garnered renewed attention in public administration scholarship. Missing, however, from the literature is bystander reporting, a relatively new and understudied mode of reporting. Using a sub-sample of respondents (i.e., bystanders) who witnessed others encountering workplace discrimination—specifically race- ( n = 886) and/or sex-based discrimination ( n = 1,152)—this study finds that less than one fifth (18.7% and 16.6% respectively) of all bystanders reported the alleged offense. However, this study suggests that personal characteristics such as age, race or ethnicity, and veteran status, as well as occupational variables such as supervisory status and tenure duration, significantly impacted bystander reporting after witnessing race-based discrimination. Likewise, personal characteristics such as age, as well as occupational variables such as grade level, supervisory status, and tenure duration, also significantly impacted bystander reporting after witnessing sex-based discrimination. These findings are important because a different mode of reporting may increase agency accountability for acts of workplace discrimination or retaliation.

The rising nationwide concerns about violence targeting Asians have highlighted the scant research on Asian American police officers. This article aims to (re)introduce this important dialogue and calls for a commitment from other race and social equity scholars to extend the discourse on racial diversity in policing. Using data on race and ethnicity compiled by the Law Enforcement Management and Administrative Statistics survey, this article compares data from the largest 100 cities ranked by their respective Asian population percentage with the percentage of Asian police officers from those same cities to examine Asian diversity in policing. Analysis reveals that all the cities with the exception of five were underrepresented by Asian police officers, and that more work needs to be done by these police departments if they hope to reflect the diversity of the communities they serve.

In late 2019, Congress passed the Federal Employee Paid Leave Act (FEPLA) establishing parental leave for most federal civilian employees. The new law provides up to 12 weeks of paid leave within 12 months after the birth, adoption, or foster placement of a child occurring on or after October 1, 2020. Despite its recent enactment, this study draws on survey data from 224 civil servants across 39 federal law enforcement agencies to examine the implications of FEPLA for improving work–life balance in the federal sector. Findings suggest that FEPLA will likely improve work–life balance for female civil servants. However, women may also be afraid to use FEPLA due to perceived loss of future promotional opportunities or other workplace visibilities.

Since the passage of the No FEAR Act of 2002, scholars across various disciplines have examined women's reporting behavior toward sex-based discrimination. Most of the scholarship has concentrated on why women do not report sex-based discrimination, with this study being no exception. Missing, however, from this research is the intersectionality of race and gender, as most studies capture women as a homogeneous group without regard to race or ethnicity. Using a subsample of women who responded "yes" to having experienced sex-based discrimination ( n = 550) in the workplace but chose not to report the unlawful behavior, this study employs a series of mean comparisons to differentiate women's non-reporting behavior by race or ethnicity. The findings suggest women of color as a group, as well as African-American and Latina respondents by their respective minority race or ethnic subgroup, have differences in non-reporting behavior in comparison to White women. These findings are important because they illustrate a more accurate examination of women's reporting behavior in the workplace.

La coproduction constitue le dernier modèle de collaboration entre chercheurs et praticiens permettant de mener des travaux de recherche en administration publique, et aussi le modèle le plus complet. L'activité de coproduction est centrée sur la production de recherches en tant que processus interactif dans lequel chercheurs et praticiens collaborent à toutes les étapes d'un projet de recherche. Cet article apporte une contribution aux publications dans ce domaine en présentant un examen critique d'une expérience personnelle en matière de coproduction auprès d'une autorité répressive fédérale réputée et formule à l'attention de la communauté de chercheurs trois recommandations afin de lui permettre d'aborder de manière efficace ses propres activités en matière de coproduction. Les avantages et les difficultés qui caractérisent ce partenariat sont présentés, en mettant l'accent sur une forme de coproduction moins participative visant à mettre en évidence les questions liées au milieu du travail et à dégager des solutions. La coproduction est un sujet qui présente l'intérêt, dans la littérature actuelle, de mettre en valeur la collaboration entre chercheurs et praticiens en tant qu'outil permettant de faire progresser les connaissances. Remarques à l'intention des praticiens • Une collaboration réussie entre chercheurs et praticiens nécessite trois éléments : un(e) « allié(e) » au sein de la communauté de praticiens afin de promouvoir le partenariat ; des parties prenantes titulaires ; et la capacité des deux communautés à faire des concessions pour faire avancer les connaissances. • Une forme de coproduction moins participative peut être tout aussi efficace pour mettre en évidence les questions liées au milieu du travail et dégager des solutions. • La résolution de problèmes en concertation avec des chercheurs est essentielle pour comprendre la sous-représentation des femmes au sein des autorités répressives fédérales.

Recent scholarship has examined the barriers women experience in well-known federal law enforcement agencies. However, there is scant research that examines a unique subgrouping of agents within the federal Offices of Inspectors General (OIGs). Drawing on survey data from 249 female agents, this study compares responses between female agents working in the OIGs and female agents working in all other federal law enforcement agencies to differentiate their experiences. Findings suggest that female agents in the OIGs experience less occupational barriers, namely, reduced number of relocations and incidences of sexual harassment, as well as higher agency adoption of family-friendly policies to promote work–life balance, resulting in women's higher representation at those agencies.

Coproduction is the latest and most exhaustive model of academic–practitioner collaboration to engage public administration scholarship. Coproduction centers on the production of research as an interactive process where academics and practitioners collaborate across all phases of a research project. This article contributes to the literature by presenting a critical and reflective examination of a personal journey in coproduction, with a well-known federal law enforcement agency, and offers three recommendations for the academic community to effectively tackle their own coproduction efforts. The benefits and challenges of this partnership are presented, emphasizing a less participatory form of coproduction to recognize workplace issues and solutions. The topic of coproduction is relevant in today's literature for highlighting academic–practitioner collaboration as a tool to advance knowledge. Points for practitioners • Successful academic–practitioner collaborations require three elements: a "champion" in the practitioner community to advance the coproduction partnership; tenured stakeholders; and compromise amid the two communities to advance knowledge. • A less participatory form of coproduction can be equally effective to highlight workplace issues and solutions. • Joint problem solving with academics is essential for understanding the under-representation of women in federal law enforcement.

In recent years, there has been limited focus on representative bureaucracy at the upper levels of government organizations. Scholarship on the glass ceiling has emphasized systematic and sociopsychological barriers as impediments for women to advance into upper level management positions. Despite the importance of continuing to highlight these obstacles, factors contributing to their success have received little attention in public administration. This study provides a descriptive analysis of the factors contributing to women's career advancement in federal law enforcement. Using survey data collected from 32 senior female federal law enforcement officers working in 16 federal law enforcement agencies, nine themes emerge as factors contributing to their success. The topic of the glass ceiling continues to be relevant in today's literature for responding to women's lack of passive or active representation in the upper ranks of nontraditional occupations such as law enforcement.

Census data indicate that women are grossly underrepresented in federal law enforcement. As all agencies must compete to attract quality candidates to reflect the diversity of the communities they serve, recruiting and hiring more women should be a priority for all agency leaders. This descriptive and exploratory analysis seeks to understand the recruitment process in federal law enforcement using both qualitative and quantitative data generated from surveys collected from 201 new federal law enforcement officers working in 32 federal law enforcement agencies. The study finds that although recruitment usually precedes hiring, federal law enforcement agencies do not appear to actively recruit their officers. The study further highlights proactive efforts to recruit more women into federal law enforcement.

Scholars across multiple disciplines have identified numerous correlates to police misconduct. Missing, however, from this body of research is the impact of police misconduct on future promotion opportunities in a local police department. Using population data ( N = 33,358) released by New York city's Civilian Complaint Review Board (CCRB) from September 1985 to July 2020, this study employs logistic regression to examine civilian complaints that were found to be substantiated, in comparison to complaints that were found to be unsubstantiated or exonerated, and their effect on police officers moving up in rank beyond the incident. The intent is to examine the relationship between police misconduct and promotion. In addition, recognizing the inherent differences in the promotion process for detectives from all other officer ranks, we found that the odds of detectives being promoted to higher ranks are somewhat impacted by the outcomes of complaints, but not by the types of complaints received. However, our findings suggest that all other officers are impacted by the outcomes of civilian complaints, in addition to the types of complaints received, in terms of promotion. Furthermore, we found that the severity of police misconduct, captured by the CCRB-recommended disciplinary actions associated with substantiated complaints, matters for NYPD officer promotability for first-time offenders differently than for officers who repeatedly engage in misconduct.

Gender diversity in policing has never been more important than it is today. However, women in state law enforcement are the least noticeable and most underrepresented of all women in policing. Using data from the Law Enforcement Management and Administrative Statistics (LEMAS) surveys, this study examines gender diversity across the 49 primary state law enforcement agencies in the United States between 2000 and 2016. Although representation varies broadly across the states, the findings are mostly negative and suggest that women in state law enforcement have remained stagnant over the past two decades with very little improvement. This is important because scholarship must continue to bring attention to the underrepresentation of women in law enforcement, regardless of intergovernmental level, and monitor its progress.