This paper examines the magnitude and consequences of children's placements in institutions and disappearances during the dictatorship of Francisco Franco. The article analyses the nature of these disappearances, arguing that their origins were to be found in the regeneration of the Spanish race as defined by Antonio Vallejo Ngera. The article explores the different strategies implemented by the Francoist state and the Falange in order to ensure the annihilation of dissidence in the immediate postwar period, and to consolidate the dominance of the State the victors by segregating, institutionalising and re-educating the children of the vanquished of the Spanish Civil War.
This article analyses the socio-political phenomenon of the recovery of historical memory in Spain. The way that the transition to democracy developed included what is now called the Spanish model of impunity, the main consequence of which is that the victims of the Francoist repression received neither due recognition nor moral, juridical or economic reparations. The article studies the elements that have intervened in this process during the last five years: the normalization of the history of the Spanish Civil War and Francoist repression; the birth and consolidation of the associative movement for Memory; and the adoption of institutional measures to compensate the victims. Lastly, from a historiographical perspective, the text raises the issue of the increasing political and media manipulation of the Memory phenomenon.
Literary Adaptations in Spanish Cinema, Sally Faulkner (2004) London: Tamesis, 198 pp., ISBN 1-85566-098-9 (hbk), 45
Negotiating Spain and Catalonia: Competing Narratives of National Identity, Fernando Len Sols (2003) Bristol: Intellect, 172 pp., ISBN 1-84150-077-1 (pbk), 19.95
This brief article focuses on putative connections between public and popular historical movements in Spain to do with the civil war, on the one hand, and problems to be considered in constructing a social history of the war and the post-war era, on the other. One appropriate and useful concept for explaining the relationship between these two forms of recuperating the past, it is argued, is social memory, meaning the ways in which the past has been understood, talked about and assimilated in the past as well as in the present.
On the night of 17 July 1936, Lester Ziffren, the United Press correspondent in Madrid, broke the news of Franco's uprising. Within 36 hours the Spanish civil war had begun. Ziffren had been the UP representative for three years. During that time his diaries, radio broadcasts and articles plotted the gathering political crisis. These documents and the author's conversations with him tell the story of a young journalist, imbued with his principles of getting to the objective truth, who level-headedly reported on a country in which there was increasingly no middle ground, and who moved from the Hemingway circle of artists and bull-fighters to the political elite and to a social life spent among the grandees. He vividly describes the road to war through industrial and political conflict, and as a correspondent he reported on the horror of modern warfare while not being allowed to lose sight of the human cost.
PurposeUntil May 2003, there was no coherent national strategic approach to the development of women's enterprise in the UK although for decades researchers and support groups have been calling for a distinctive approach to supporting women business owners due to their different business ownership profiles such as different motivations for entering business ownership, reduced access to resources, particularly finance and longer incubation periods. Historically, a piecemeal approach has dominated the policy landscape with regard to small business development as well as female entrepreneurship. As part of the effort to provide a more coherent national strategic approach to women's enterprise policy, the government launched the Strategic Framework for Women's Enterprise (SFWE) in 2003, an umbrella document from which all initiatives to support female entrepreneurship acquire their momentum. The paper seeks to explore the SFWE.Design/methodology/approachTaking an intersectional approach, this paper explores the SFWE seeking to examine its provisions and how these relate to black and minority ethnic (BME) women in the light of the multiplicity of their experiences in terms of gender, ethnicity and class.FindingsThe paper concludes that the SFWE approaches the issue of BME women's entrepreneurship as a sub‐set of female entrepreneurship and therefore assumes that they will benefit from all gender‐based policies. The document treats women as a homogenous group and the acknowledgement of the diversity of female entrepreneurs, particularly BME women's experiences, is not reflected in the action priorities relating to business support provision, access to finance, childcare and caring responsibilities and transition from benefits to self‐employment.Research limitations/implicationsThe paper shows that there is a need for further research into the experiences of BME women in business in order to address their peculiar needs brought about by the intersectionality of ethnicity, "race", gender and class in their lived experiences and to support this with policy provisions that are relevant to their needs. The recurrent problem is whether to concentrate on making mainstream business support provision and initiatives responsive to the needs of BME women or to define issues and develop independent initiatives that cater for these needs.Originality/valueThe main contribution of this paper is its focus on a significant but under researched group of women business owners in the context of an evidence‐based policy approach to entrepreneurship support and highlights the need for a more focused approach to their specific needs if the entrepreneurial potential of all women is to be harnessed.
PurposeAims to present a report of a conference held at London Metropolitan University in June 2006 that presented and discussed the findings of a two‐year research project, funded by the Higher Education European Social Fund. The project investigated the experiences of LGB workers following the introduction of the Employment Equality (Sexual Orientation) Regulation 2003 in the United Kingdom.Design/methodology/approachThe research was a qualitative study carried out in 16 case study organisations, seen as representing "good practice" in the area of employment of LGB workers. The case studies involved: the analysis of company documentation and reports; interviews with 60 management, trade union and LGBT network group representatives, a short survey and in‐depth interviews with 154 LGB employees. The case studies were supplemented by a series of 25 national key informant interviews with individuals in UK organisations representing government, employers, employees, and LGB people charged with disseminating advice and promoting good practice.FindingsJust over half (57.8 per cent) of the LGB respondents were out to everyone at work. A third (33.8 per cent) were out to some people, while 8.4 per cent said that they were out to very few people or nobody at work. The research indicated that equal opportunities and diversity policies which include sexual orientation; the establishment and promotion of same sex benefits; positive employer and trade union signals; the existence of LGBT groups, the presence of LGB colleagues and LGB senior managers can help LGB people come out. However, LGB people may be prevented from coming out by fears about career progression; lack of visible senior LGB staff; temporary employment status; previous negative experiences of discrimination and harassment; desiring privacy; "macho" or religious attitudes/behaviours of co‐workers.Originality/valueLittle research exists in the UK on the experiences of LGB workers, and this is one of the first studies to focus on the experiences of LGB workers following the introduction of legislation to protect workers against discrimination on grounds of sexual orientation in 2003.
PurposeMore than 40 years after the passage of the Civil Rights Act of 1964, African Americans experienced partial inclusion in corporate America and to a certain extent have had to maintain a bicultural identity to function. This article aims to provide insight into the lived experience of African Americans in corporate America to illustrate the experience and effect of partial inclusion and biculturalism.Design/methodology/approachThe paper explores the lived experience of partial inclusion and biculturalism, phenomenological interviews were conducted with a small number of African Americans who work or worked in corporate America.FindingsAs a result of partial inclusion, the participants often did not engage in social interaction to the same extent as their colleagues which resulted in them having less information, less access to social networks, and less of a sense of belonging in the organization. Consequently, they often felt less connected to the organization and had to work harder to compensate for the deficit this created. This coupled with the absence of a sense of belonging may have decreased their level of satisfaction and increased the need to keep their two worlds separate. This made life more difficult for themResearch limitations/implicationsThis study examined the careers and experiences of a small number of African Americans who worked in corporate America during the 1960s and 1970s. Future research should include examining the careers and experiences of African Americans and other minorities who have entered corporate America more recently.Practical implicationsCreating an inclusive workplace will foster and environment where employees feel more of a connection to their organizations and their coworkers and allow them to focus more of their efforts on meeting organizational goals rather than on overcoming deficits created by lack of information and balancing between two worlds.Originality/valueThis article explores the lived experience of partial inclusion and biculturalism noting that in some cases African Americans consciously chose not to participate in social events. The concept of double partial inclusion in which African Americans did not feel that they were fully included in the corporate culture or the African American culture was introduced.
PurposeTo highlight the gender and diversity in organizations (GDO) division's conference program at the 66th Annual Meeting of the Academy of Management (AoM).Design/methodology/approachA select group of presentations are summarized based on observation, notes, discussions, and reading of material.FindingsAttempts to advance diversity are being made via a variety of avenues to include research, teaching, and service efforts. Presentations illustrated how important diversity is at the individual, organizational, and societal levels of analysis.Originality/valueThe GDO division of the AoM is making positive strides as it relates to advancing diversity. This report summarizes some of the key contributions made during this conference.
PurposeTo introduce a model which examines the relationship between recruiters' perceptions of image and the stigma of image norms.Design/methodology/approachThis paper examines the influence of image norms on recruiters' perceptions of applicants during interviews and explores the manner in which recruiters may stigmatize applicants. A model is presented which explores how image norms may be used to stigmatize applicants and affect recruiters' decisions.FindingsImage norms are found to have an influence on recruiters' evaluations of applicants during the interview process.Research limitations/implicationsEmpirical tests of the model are suggested to illustrate how image norm violations lead to stigmatization during the recruitment process.Practical implicationsApplicants who are denied entry into organizations on the basis of their appearance or image, experience a subtle, yet unacceptable form of employment discrimination. Organizations need to ensure that they are not excluding potential employees who do not meet the image norm expectations of recruiters. Organizations need to make sure that the image norms used to evaluate applicants are not a proxy for discrimination based on protected characteristics.Originality/valueThis paper looks at image, a broader construct than physical attractiveness, to ensure equal opportunities for everyone. This is the first paper to consider the discriminatory effects of image in organizations.
