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Since independence Ukraine has attracted very little foreign direct investment, both in absolute terms, and relative to other transition economies. This is the case when we analyse the ratio of FDI to GDP and exports, and the amount of FDI per capita. This paper examines the causes of the low level of FDI, and offers some policy prescriptions which may help to reverse this unfavourable trend.

PurposeWhat matters most for improving work quality and who can make a difference are perennial topics in employee relations research. The literature on work quality provides answers to these with regard to various constructs on a continuum from "soft" to "hard" variables and stakeholders seeking to influence employers who fall short of reasonable expectations with regard to these. A construct of "decent work" with both soft and hard variables was adopted for research and methods which were collaborative and participative with stakeholders in one national context.Design/methodology/approachThe "decent work" construct was operationalised from the literature and refined by collaborative and participative research. Exploring the relative importance of the constituent parts of decent work involved research with a range of stakeholders; employees, employers and advocates. The study involved most prominently low-paid workers, with employers and advocates also engaged through interviews.FindingsPrimarily hard "decent work" variables were identified among employees, primarily soft variables among employers and a mix of hard and soft among advocates. There are some common priorities across these stakeholders.Research limitations/implicationsThe main implication is that to engage a range of stakeholders requires a combination of soft and hard variables to be included in research and policy development. However, generalisation about what matters most and who makes a difference to work quality is intrinsically limited in context and time. In this research, the extent of employer engagement in the collaboration initiated by advocates and concerned most with the experiences of low-paid workers is a limitation.Practical implicationsWhat matters most are a set of soft and hard priorities to engage across stakeholders. Pay is an abiding priority among these and the priority most prominent for many advocates seeking to make a difference through influencing low-paying employers to provide a living wage. While the living wage is a significant focus for work quality, it is not in itself sufficient, as other soft and hard variables in the workplace matter as well. Those who can make a difference are the employers falling short of benchmark standards. Influence on these may emerge through decent work knowledge and skills in management and professional development programmes as well as in initiatives advocating wider adoption of the living wage.Social implicationsProblem areas of work quality, and problem employers, can be influenced by strategies shaping "hard" factors, including legislation. This needs to be complemented and integrated with strategies on "soft" factors, including identifying positive role models on themes of well-being, work–life balance and precarious forms of employment, as well as pay.Originality/valueThe identification of what matters and who can make a difference is based on an original, collaborative, research project, in one national context, offering analytical generalisability about "decent work" and an experience of collaborative research.

PurposeMore than six years have elapsed since the much‐heralded Race Relations (Amendment) Act 2000 (hereafter also referred to as the "Act") came into force. The Act had been prompted by concern at the lack of progress made in the sphere of racial equality despite the existence of the 1976 Race Relations Act. There were accusations that the 1976 Act was outdated and lacked the political teeth to be effective. The new Act imposed for the first time specific requirements on public sector institutions to be more proactive in promoting race equality. The duties would apply to public bodies that were previously exempt such as the Police and the National Health Service. This paper aims to focus on Scottish local councils and to examine the progress made by these public sector organisations in the field of race equality since the new Act came into force.Design/methodology/approachThe researchers carried out a postal survey of Scotland's 32 local authorities in order to assess the progress made in the area of race equality. Questions focused on examining the scale of progress in relation to both employment and service delivery.FindingsThe results revealed a mixed picture. On the positive side, most councils had initiated race awareness training programmes. The majority had also incorporated aspects of race equality into their equal opportunities policies and most had instituted measures to engage with ethnic minority communities. However, there are still areas where performance is unsatisfactory, including inadequacies in the ethnic monitoring of staff, failure to reflect the size of the ethnic minority community in the workforce, and the absence of a clear and distinctive policy on racial harassment in the workplace.Originality/valueThis research will be of great value to anyone who is interested in assessing whether the legislative duties imposed by the Act have been satisfied by Scotland's local authorities. It is the first study of its kind in Scotland and is likely to appeal to both practitioners in the public sector and to academics.

This paper focuses on how Muslims (of Pakistani origin) living in Britain perceive the British Armed Services as a career. The analysis draws on a survey of 300 individuals, who were interviewed personally, in three languages: English, Punjabi and Urdu, using semi-structured, open ended, in-depth interviews. The survey results reveled that the Muslims' interviewed are aware of the negative aspects of the forces such as racism and are largely unaware of the positive actions the British Armed Forces are doing to improve race relations and recruit more ethic minorities.