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"Yearning to breathe free presents an overview of the historical, social and political contexts that have shaped Australia's recent treatment of asylum seekers. An eminent group of authors offers a clear-eyed view of the many dimensions of the asylum seeker predicament, including its psychological and humanitarian consequences, and lays out an agenda for change in policy."--Provided by publisher

This article is a theoretical examination of Connell's social theory of gender, discussing how hegemonic, complicit, subordinate, and marginalized masculinities interact and relate to one another in the men's everyday lives in particular social contexts. Connell's theory is articulated in global terms that need to be localized to examine the actual interactions of men with one another. The theory implies a multilevel framework that the authors develop more explicitly. They investigate two interrelated theoretical concerns: (a) inadequately detailed interdependencies between structural, individual, and cultural factors with respect to masculinities, and (b) the lack of contextualization of masculinities in specific relational settings. The authors suggest that theoretical insights gained from social network theory and analysis allow such issues to be addressed and assist in local-level accounts of gendered power relations. The authors conclude by specifying Connell's theory into particular, testable hypotheses for use with statistical models for social networks.

2.3 Brief History of ERGMs2.4 Network Data Amenable to ERGMs; 3 Formation of Social Network Structure; 3.1 Tie Formation: Emergence of Structure; 3.1.1 Formation of Social Ties; 3.1.2 Network Configurations: Consequential Network Patterns and Related Processes; 3.1.3 Local Network Processes; 3.1.4 Dependency (and Theories of Network Dependence); 3.1.5 Complex Combination of Multiple and Nested Social Processes; 3.2 Framework for Explanations of Tie Formation; 3.2.1 Network Self-Organization; 3.2.2 Individual Attributes; 3.2.3 Exogenous Contextual Factors: Dyadic Covariates.

This article argues that it is not just trust-generating but also trust-inhibiting mechanisms that operate in teams, and that these cooperative and competitive structures of interpersonal relations of trust within teams may affect team performance. Specifically, we propose that the presence of trust-generating structures (e.g., reciprocity, trusting in the referrals of others we trust, trusting in high performers and more experienced people) and the absence of trust-inhibiting structures (e.g., not trusting in the referrals of others we trust) are more likely to be associated with successful teams. Using exponential random graph models, a particular class of statistical model for social networks, we examine three professional sporting teams from the Australian Football League for the presence and absence of these mechanisms of interpersonal relations of trust. Quantitative network results indicate a differential presence of these postulated structures of trust relations in line with our hypotheses. Qualitative comparisons of these quantitative findings with team performance measures suggest a link between trust-generating and trust-inhibiting mechanisms of trust and team performance. Further theorization on other trust-inhibiting structures of trust relations and related empirical work is likely to shed further light on these connections.

Organizations contain multiple social foci—settings for interaction providing members with occasions for structuring their social relations. In this paper we examine how identification with particular social foci within organizations influences the propensity of advice-seeking ties to crosscut the boundaries of organizational subunits. We propose and test a theory of relationship formation based on the strength of organizational members' identification with social foci. We expect that advice relations of organizational members identifying more strongly with local foci (organizational subunits) will be more likely to be contained within their boundaries. By contrast, we expect that advice relations of organizational members identifying more strongly with a global focus (the organization as a whole) will be more likely to crosscut the boundaries defined around local foci. We test these hypotheses on data we collected on advice-seeking relations among members of the top management team in an industrial multiunit group that comprises five distinct subsidiary companies. Results show that identification with social foci affects the formation of crosscutting network ties over and above the effect of the formal organizational boundaries that encircle the foci. More specifically, we find that organizational members who identify strongly with local foci (subsidiaries, in our case) tend to seek advice within such local foci, whereas organizational members who identify strongly with a global focus (corporate, in our case) tend to be sources of advice across the boundaries of the local foci in which they participate. Cross-boundary advice ties are less likely to occur among managers who identify strongly with their subsidiaries but weakly with the corporate group. As a consequence, identification with local foci constrains knowledge transfer relations within the boundaries of such foci. On the contrary, cross-boundary advice ties are more likely to occur among managers who identify strongly with the corporate group but weakly with their subsidiary. As a consequence, identification with a global focus activates knowledge transfer across the boundaries of local foci.

Diversity and equality are key issues confronting sport. This article draws on findings from qualitative research carried out in Australia to critically examine how diversity is understood and valued in community sport. The findings suggest that there is a discrepancy between the policy objectives of government and sport organizations and the way in which diversity is understood and responded to in practice. Diversity management is not being adopted widely among local sports clubs. The idea of a moral imperative to cater to people with diverse backgrounds and abilities is largely absent; rather, the dominant discourse is underpinned by a business rationale which interprets diversity in terms of benefits and costs to the organization. This business-driven approach is often detrimental to the social policy objective of ensuring equitable outcomes in sport. A fundamental reconsideration of the rationale and practice of managing diversity in sport is therefore necessary.

There is growing evidence that providing increased voice to vulnerable or disenfranchised populations is important to improving health equity. In this paper we will examine the engagement of Aboriginal community members and community controlled organisations in local governance reforms associated with the Aboriginal Health National Partnership Agreements (AHNPA) in Australia and its impact on the uptake of health assessments.The sample included qualitative and quantitative responses from 188 people involved in regional governance in Aboriginal health. The study included data on the uptake of Aboriginal health assessments from July 2008 to December 2012. The study population was 83190 in 2008/9, 856986 in 2009/10, 88256 in 2010/11 and 90903 in 2011/12. Logistic regression was used to examine the relationships between organisations within forums and the regional uptake of Aboriginal health assessments. The independent variables included before and after the AHNPA, state, remoteness, level of representation from Aboriginal organisations and links between Aboriginal and mainstream organisations.The introduction of the AHNPA was associated with a shift in power from central government to regional forums. This shift has enabled Aboriginal people a much greater voice in governance. The results of the analyses show that improvements in the uptake of health assessments were associated with stronger links between Aboriginal organisations and between mainstream organisations working with Aboriginal organisations. Higher levels of community representation were also associated with improved uptake of health assessments in the AHNPA. The findings suggest that the incorporation of Aboriginal community and community controlled organisations in regional planning plays an important role in improving health equity. This study makes an important contribution to understanding the processes through which the incorporation of disadvantaged groups into governance might contribute to health equity.

This study employs a spatial analysis to critically examine gender relations within an Australian football and netball community sports club that has sought to address gender inequity and promote the participation of women across the club. Notable changes included increased female representation in the club's decision-making structures, growing numbers of female members, and the establishment of a women's and girls' football section. Using an in-depth case study that combined interviews and observations over a 6-month period, we investigated the impact these changes have had on transforming gender relations and in challenging perceptions of the club as a privileged space for its male members. The study utilized spatial and feminist theory to illustrate that, despite the club's efforts to change gender relations, men who are able to embody dominant forms of masculinity (i.e., high ability and able-bodied) continue to be privileged within the club environment. The article highlights the importance of spatial analysis in illuminating the ways in which various micro-level practices preserve dominant gender relations within community sports. The findings reinforce that although a greater number of women and girls are participating in community sport, this alone is not significantly reshaping gender relations. Policies seeking to promote gender equity in sport need to enforce changes in club environments in addition to focusing on increasing women's participation.

Diversity is a key term used in a range of public and private organizations to describe institutional goals, values and practices. Sport is a prominent social institution where the language of diversity is frequently and positively used; yet, this rhetoric does not necessarily translate into actual practice within sport organizations. This paper critically examines diversity work in community sports clubs. Drawing upon qualitative research at 31 amateur sports clubs in Australia, the findings show that diversity work in community sport organizations is often haphazard and accidental, rather than a strategic response or adaptation to policy. This paper concludes that while individual champions are critical to the promotion of diversity, persistent tensions and resistance arise when they seek to translate the language of diversity into institutional practice and culture change.