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Although extensive research addresses minorities’ low participation in clinical research, most focuses almost exclusively on therapeutic trials. The existing literature might mask important issues concerning minorities’ participation in clinical trials, and minorities might actually be overrepresented in phase I safety studies that require the participation of healthy volunteers. It is critical to consider the entire spectrum of clinical research when discussing the participation of disenfranchised groups; the literature on minorities’ distrust, poor access, and other barriers to trial participation needs reexamination. Minority participation in clinical trials is an important topic in public health discussions because this representation touches on issues of equality and the elimination of disparities, which are core values of the field.

PurposeThis paper outlines ways in which struggling ethnic minority entrepreneurial service ventures and their owners might respond to unforeseen economic and social shocks. Interviews with owners of Bangladeshi Curry Houses in the United Kingdom — whom historically have lower performance rates compared to other ethnic minority businesses in the country — reveal that the entrepreneurs' response strategies undertaken to survive and remain in the business despite the challenges faced from operating in a turbulence environment.Design/methodology/approachThe authors conducted depth phone interviews with owners of Bangladeshi Curry Houses in London during January and February of 2021. The Gioia methodology was applied to the interview scripts to identify which crisis themes exist.FindingsDespite no advanced educational training, Bangladeshi owners have applied all of the different crisis management techniques present in larger companies: retrenchment, persevering, innovation, and exit. Although the results show that government schemes aimed at helping small businesses have contributed significantly to their survival, concerns regarding the post-health crisis situation remain challenging and threatening for their growth and survivability.Originality/valueThe results indicates that the ethnic minority owned small and medium-sized enterprises (SMEs) are less likely to plan for the future operations; furthermore, they tend not to have formulated a strategy for dealing with an external shock hence affecting and threatening their performance and competitiveness in the marketplace.

In the late 1990s, China's industrial sector was dominated by state-owned firms. We document how this changed after 1998. More than 80 percent of the state-owned firms in 1998 were shut down or privatized by 2007. Among firms we classify as state-controlled in 2007, many were restructured and registered as private firms with a controlling share held by a stateowned conglomerate or were new firms established after 1998. In 2007, almost half of the state-controlled firms were registered as private firms, and about 40 percent were new firms established after 1998. The privatization and convergence in labor productivity decelerated after 2007, but the establishment of new state-owned firms continued at roughly the same rate. When we interpret these facts through the lens of an equilibrium model of heterogeneous firms, we find that the transformation of firms that remained under state control and the creation of new state-controlled firms together account for 21 percent of China's growth from 1998 to 2007 and 18 percent of its growth from 2007 to 2012. However, the exit and privatization of state-owned firms had a negligible effect on aggregate growth.

Female entrepreneurship to date represents a key component of the business sector worldwide as, in 2012 more than 187 million out of 400 million entrepreneurs were women (Global Entrepreneurship Monitor 2013 ). In academia the gender factor in entrepreneurship emerged in the late 1970s Schwartz (Journal of Contemporary Business, 5(1), 47–76, 1976 ) and especially since the beginning of the new millennium a substantial growth in the investigation of this topic has been registered. Thus, the time has come to systematize the academic progress on this issue and to reflect on future research directions in order to gain deeper insights into the female entrepreneurship domain. In this vein, our paper aims to enrich the conversation on female entrepreneurship by reviewing 248 papers published in the last 14 years. In doing so, we identify and analyze the new insights that have emerged in the literature from both a managerial and a sociological perspective, thus responding to the numerous calls for a more interdisciplinary approach to the study of this topic.

Our study identifies regional traits associated with small business viability, paying particular attention to bank lending to minority-owned firms. Although creditworthy minority business enterprises (MBEs) have less access to bank financing than similar White-owned firms, they have increased their nationwide employee numbers substantially since 2002, more so indeed than White-owned firms. The discouraged borrower incidence among creditworthy MBEs, nonetheless, is quite high. Given their limited access to financing, the dynamism displayed by these firms is surprising. To link regional characteristics to bank lending policies, local economic well-being measures and racial intolerance levels are used to identify areas where banks participate in Community Reinvestment Act (CRA) agreements, a proxy for their willingness to disregard owner race and firm geographic location when financing firms. We find that regional prosperity is positively linked to CRA agreement presence, while a legacy of institutionalized racism is negatively linked. We next explore whether the presence of local CRA agreements is linked to relatively fewer discouraged small business borrowers. The incidence of creditworthy borrowers discouraged from seeking bank financing drops significantly when CRA agreements are present locally.Plain English SummaryAccess to bank financing, a key growth determinant for Black and Latino-owned firms, is most accessible in prosperous metro areas with large minority populations and much less so in those with an entrenched heritage of institutionalized racism. Minority-owned firms doubled their nationwide paid employee numbers from 2002 to 2018, while White-owned firms generated only a 5% increase. Increased bank lending facilitated their rapid growth. Our objective is to identify regional traits associated with small business viability, paying particular attention to the ability of minority-owned firms to obtain bank financing. To link regional characteristics to bank policies, local economic well-being measures and racial intolerance levels are used to identify areas where banks are inclined to employ fair lending practices. Our fair lending proxy measure is the willingness of banks to participate in CRA agreements. Local customs and traditions shape bank acceptance or rejection of these agreements. Most banks in metro areas where institutional racism is deeply embedded do not participate in CRA agreements, while in prosperous areas with large minority populations, most do. The incidence of creditworthy borrowers discouraged from seeking bank financing drops significantly where CRA agreements are present locally.

This study connects two important findings in Sub-Saharan Africa. First, digital technologies such as mobile money have become widespread and have increased investment by businesses, especially in East Africa. Second, women-owned businesses in the region significantly lag behind their male counterparts in capital investments. Using data for 16 Sub-Saharan African economies, the study finds a positive relationship between mobile money use and investment by women-owned firms; the relationship is statistically insignificant for men-owned firms. This relationship is stronger for women-owned small and medium-sized enterprises. Potential channels are explored. Women-owned firms that use mobile money to transact with suppliers are more likely to invest. Mobile money use is also associated with a greater provision of customer credit and generally greater demand for more credit by women-owned firms. Such patterns are not observed for men-owned firms.Plain English SummaryWomen-owned businesses lag behind their male counterparts in many ways in Sub-Saharan Africa. Digital technologies such as mobile money can provide opportunities for women-owned businesses to bridge this gap. Our study finds that mobile money adoption increases the investment of women-owned business but not necessarily for men-owned businesses. This is especially the case for small and medium-sized enterprises. Part of the reason may be because mobile money allows women-owned businesses to build supplier and customer relationships and thus better access to liquidity. It also increases their demand for credit. Thus, the principal implication of this study is that policymakers should encourage the diffusion of digital technologies, especially to women entrepreneurs, to narrow the gender gap.

In 2020, there were 140,918 U.S. Black- or African American-owned businesses across all sectors of the economy. They had annual sales of $141.1 billion and employed 1.3 million people. Thus, Black-owned businesses accounted for only 2.4 percent of all firms in the nation with paid employees. They employed just 1 percent of all employees.

PurposeIn 2016, Kingdom of Saudi Arabia (KSA) initiated Saudi Vision 2030, an ambitious plan to lessen the country's dependency on fossil fuels and increase economic diversification. The Vision 2030 framework strives to establish a thriving economy, a vibrant society and an ambitious nation. This study aims to investigate the role of green service innovation (SI) and green work engagement (WE) in mediating the nexus between green human resource management (HRM) and green creativity (GC) under conditional role of spiritual leadership (SL).Design/methodology/approachA survey was done of 300 female intrapreneurs working in the organization within Saudi Arabia. This study has collected data via stratified random sampling technique. The framework was tested using PLS-SEM software.FindingsThe findings reveal that WE fully intervenes the nexus between green HRM and GC. Moreover, SL positively moderates the nexus between green HRM and SI.Originality/valueThus, based on findings, it is recommended that female intrapreneurs prioritize environmentally responsible operations to gain and sustain competitive edge over rivals in Saudi competitive market.

PurposeThis paper aims to demonstrate the role of supplier diversity in empowering indigenous entrepreneurship and the potential socio-economic benefits derived from Puna Awarau (supplier diversity) in Aotearoa (New Zealand).Design/methodology/approachSupplier diversity is an emerging field in Aotearoa (New Zealand). The insights and learnings shared in this article are based on the authors' own professional experiences and insights as supplier diversity practitioners that have shaped, grown and worked in this field.FindingsSupplier diversity is a global practice that is quickly gaining traction in Aotearoa. This is a highly practical tool to create equity for Maori, delivering benefits directly to whanau (families) and bolstering the conditions for entrepreneurship to flourish. Maori fare worst in multiple measures of social and economic well-being in Aotearoa (New Zealand). Super charging the country's fledgling supplier diversity movement is one of the tools in growing Maori entrepreneurship and socio-economic equity at the same time.Social implicationsThere is significant economic and social disparity between Maori and non-Maori. The median net worth of Maori is just a fraction of that of New Zealand (NZ) Europeans. What is clear is that the systems aren't serving Maori people and a “business as usual” approach simply doesn't work. Supplier diversity is a highly practical tool that can create equity for Maori, delivering benefits directly to whanau (families) and bolstering the conditions for entrepreneurship to flourish.Originality/valueThis paper is the one the first academic contributions to the supplier diversity practice in Aotearoa. This article demonstrates the case for supplier diversity, the supplier diversity journey to date and early learnings and insights from practitioners working at the coal face of this emerging practice in Aotearoa.

This Note seeks to understand whether, nearly thirty years after the Supreme Court's decision in Adarand Constructors v. Pena (1995), there exists a path forward for the reprioritization of racial diversity in federal procurement. First, this Note traces the history of race-conscious procurement programs. It begins with the 1953 passage of the Small Business Act and concludes with discussion of the paradigm shift away from pre-Adarand race-conscious procurement programs and recent federal court guidance on post-Adarand inheritor programs like the 8(a) Program. Second, this Note analyzes two different lines of cases concerning Equal Protection, including the landmark cases that form the basis of modern Equal Protection doctrine and the line of cases implicating affirmative action policies in education. Finally, this Note presents three novel constitutional arguments positing that race-conscious procurement programs may yet be constitutional under the Equal Protection Clause and provides substantive recommendations as to how such programs could be utilized constitutionally.