There is little written about ethics consultation in a post-acute environment. Applying ethics consultation expectations from the acute care world would be a disservice to the healthcare continuum and those that support the homecare environment. This chapter aims to expose the challenges that face those caring for patients as guests in their home, in order to open a much-needed dialogue and opportunity for bidirectional learning that ensures these voices are represented. A home-based hospice team requests an ethics consult for a patient that they deem is "unsafe" for the staff to continue to care for. Staff distress arose in a recent joint visit with nursing and social work when there were persons who were described as being aggressive. This case consult went sideways very quickly. The leadership for the team caring for the patient came with a preconceived notion of the outcome and verbalized feeling untrusted by the ethics committee. Similarly, the ethics committee was divided on the case and committee members verbalized “giving up” when a consensus could not be reached. Members of the ethics committee reflect on the various haunting aspects - both individually and collectively - and the need to balance patient rights and staff safety in a post-acute environment. This case brought about significant organizational changes in ethics consultation, which are shared with the reader.

How much do we care when no one is looking? A patient with critical injury and vulnerable to bias—as an uninsured Person of Color experiencing homelessness and social isolation, with a history of mental illness and drug use— experiences barriers to receiving necessary treatment and standard care. When a patient is unable to ask for help, and has no family member or friend to help, what standard of care can they hope to receive? Can the quality of care provided to unrepresented patients represent a hospital’s culture of care? The writer wonders whether to “stay in my lane” and focus only on the ethical question prompting consultation, or if the principles of beneficence and nonmaleficence justify speaking up about substandard care. To mitigate the risk of acting as the “ethics police” by engaging in micromanagement of patient care, the writer describes efforts to expand ethics’ scope to change systemic and cultural attitudes by establishing preventative measures to identify and combat bias and preemptive judgments of futility.

Our chapter explores the ethical and systemic challenges faced by healthcare staff when caring for an adolescent patient boarding in the emergency room (ER). We use the case of Samantha, an indigenous adolescent, brought to the ER after trying to elope from her youth treatment center. Samantha’s prolonged stay in the ER highlights significant gaps in healthcare; society’s struggle to address the needs of vulnerable populations; and the healthcare staff’s efforts to fulfill the duties of beneficence, nonmaleficence, and justice. Samantha’s case underscores the need for improved clinical and institutional processes and support systems. We advocate for better access to ethics support, enhanced community resources, and a more inclusive approach to care that considers the unique needs of marginalized individuals. Our case also reflects on the emotional and moral toll experienced by healthcare providers, exacerbated by systemic injustice and an unclear pathway to access our ethics committee at the time. We hope this case provides insights for healthcare systems to develop comprehensive strategies to support adolescents boarding in the ER ensuring their dignity.

This chapter introduces linear cryptanalysis from the point of view that historically led to its discovery. This “original” description has the advantage of being concrete, but it is not very effective. However, it raises important questions that motivate later chapters.

This chapter explores the historical, legal, and regulatory landscape of employment testing bias and fairness in Canada. Canada’s history of colonization and immigration has resulted in a multicultural society. In 1984, the landmark Abella Report, and the subsequent Employment Equity Act, established key protections for historically disadvantaged groups, shaping modern employment practices. The chapter discusses the jurisdictional complexities of employment law, detailing federal and provincial regulations that prohibit discrimination based on race, sex/gender, disability, and other characteristics. Legal frameworks (e.g., the Canadian Charter of Rights and Freedoms, the Canadian Human Rights Act, and the Employment Equity Act) define bias and fairness in employment testing. Key court case decisions illustrate legal principles guiding test validity and adverse impact. We also examine professional guidelines, burden of proof requirements, regulatory oversight, and emerging challenges such as AI-driven assessments and balancing validity with diversity. The legal landscape continues to evolve, with growing emphasis on fairness, transparency, and inclusion.

The Ghanaian employment space prioritizes procedural fairness, the basis on which the Labour Act, 2003 (Act 651) and the National Labour Commission were established. Other regulations govern certification and employment testing to uphold professional standards and worker rights. For instance, the Ghana Psychology Council regulates the certification and practice of psychologists who are also mindful of other guidelines such as the American Psychological Association (APA) Standards and Society for Industrial and Organizational Psychology (SIOP) Principles. The 1992 Constitution and the Labour Act, 2003 (Act 651) of Ghana further guarantee equality, prohibit employment discrimination based on race, sex, disability, religion, and age, with specific protection for children, the disabled, and women. For instance, women in Ghana are under-represented in the workplace, in response to which the Affirmative Action Law (Act 2024) was passed, aimed at improving equality and participation of women in decision making positions. With the increasing use of artificial intelligence in employment testing worldwide, Ghana has yet to establish formal regulations for the utilization of artificial intelligence in employee selection to ensure ethical standards and data protection.

The chapter examines bias and fairness in employment testing in Italy, comparing the public and private sectors. Public sector hiring is strictly regulated, based on transparency, equality, and meritocracy, as stated in the Constitution. Hiring occurs through public competitions with standardized exams focused on qualifications and technical skills, with growing attention to soft skills. The private sector is more flexible, adapting selection to business needs and emphasizing practical skills, experience, and cultural fit, enabling quicker hiring. Private companies often use innovative methods, including AI tools and social media screening, and value diversity and international profiles. Italian labor laws, aligned with EU directives, prohibit discrimination based on sex/gender, ethnicity, religion, sexual orientation, or disability. Employers must ensure fair, compliant selection processes. Professional guidelines stress the use of valid, unbiased tools. The rise of technology in hiring highlights the need to manage algorithmic bias, with final decisions remaining a human responsibility.

This final chapter takes a closer look at how Indigenous peoples’ pasts were excluded from history research and teaching under the Japanese colonial regime. Imperial historians created an outside narrative – a mix of silencing and othering – that drew heavily on colonial tropes of difference and backwardness. As a result, Taiwanese–Japanese encounters were only reluctantly included in the otherwise expansive historiography of early modern foreign relations. This may seem a contradiction to Murakami’s fascination with Indigenous sources such as the Sinkan manuscripts. Sinkan manuscripts, which refer to land rental agreements concluded during the seventeenth and eighteenth centuries and are in itself colonial hybrids, mirrors his obsession with the discoverable written archive and thus another aspect of his scholarly colonialism.

This chapter explores the legal frameworks that govern employment testing in Australia, including federal and state anti-discrimination legislation, and evaluates their impact on employment testing in the country. Overall, despite the existence of legal protections for individuals from diverse demographic groups (e.g., culturally and linguistically diverse backgrounds, sex/gender, age), judicial scrutiny of discrimination in employment testing remains limited. Practical challenges, such as difficulties in gathering evidence of discrimination, and the prospect of limited financial compensation, may discourage legal action. Moreover, statistical evidence is neither widely used nor required to demonstrate discrimination, resulting in a regulatory environment where employment testing practices are often guided more by organizational discretion and international perspectives than by legal mandates. However, as hiring technologies continue to evolve, this chapter highlights the opportunity for stronger regulatory oversight and empirical rigor to ensure employment testing remains both equitable and legally defensible.

Employment testing is routinely performed in South Africa today, but this was not always the case. Turning its back on its apartheid history of racial segregation and discrimination, South Africa has developed a progressive legal system to thwart bias and promote fairness in employment testing. This chapter explores employment-related testing in the public and private sectors, beginning with an overview of South Africa’s apartheid history, followed by a discussion of how the current legal system addresses fairness. A distinctive aspect of South African law is that preferential treatment, including lower cutoffs and within-group norming for protected groups, is not only mandated but also widely practised as the norm rather than the exception. Our review concludes that South Africa has enacted an extensive legal framework to promote equality and prevent unfair discrimination.

This chapter provides an overview of quantitative approaches to psychological assessment, focusing on measurement instruments used in mental health research. It traces the origins of psychological measurement, outlines its limitations, and explains essential psychometric properties—reliability, validity, and standardisation—needed for selecting high-quality tools. The discussion includes advances in psychometric theory, such as measurement invariance, and their implications for fair and responsible assessment. Practical considerations for test selection, interpretation, and application are highlighted, emphasizing the importance of culturally sensitive and scientifically robust methods. The chapter concludes with reflections on the future of psychological assessment in research and practice.

Belgium follows global standards in psychological assessments, and great attention is paid to issues concerning bias and fairness by legal authorities, test developers, and researchers. Anti-discrimination laws cover around nineteen protected grounds and align with European Union directives, but hiring discrimination persists. This chapter illustrates the tension between the law, test developers and researchers who promote proper test use, and practitioners who continue to rely on tools that can perpetuate bias, such as unstructured interviews and intuition-based decision-making. Despite comprehensive anti-discrimination regulations and affirmative action measures such as gender quotas, there are no legal requirements for the use of valid selection procedures in Belgium. Balancing validity and diversity is emphasized more in the public sector than the private sector. Although professional bodies offer guidelines for appropriate test use, they mainly target clinical settings rather than employment settings.

The bipolar junction transistor is introduced and its operation is explained. DC and switching applications are given. The need for DC biasing for AC amplification is illustrated and then satisfied by the Universal DC bias circuit. The thermal stability of this circuit is discussed and resulting constraints on resistor selection are developed. Amplifier gain, input impedance, and output impedance are defined and their usefulness is explained. The AC equivalents for the bipolar transistor are developed and then used to derive the properties of the common-emitter, common-collector, and common-base amplifiers. The concepts of distortion and feedback are introduced.

This chapter explores bias and fairness in Swedish employment testing from legal, historical, and practical perspectives. Swedish labor laws, influenced by trade unions and the welfare state, emphasize non-discrimination under the Discrimination Act. The law prohibits bias based on sex, gender identity, ethnicity, religion, disability, sexual orientation, and age, and requires preventive action. It is enforced by the Equality Ombudsman and Labour Court. Although validity evidence is not explicitly required, selection decisions should be based on a job analysis. No proof of intent is required in discrimination claims, and the burden of proof is shared. Quotas are banned, but positive action is allowed for gender balance when qualifications are equal. Psychological test certification is voluntary in Sweden; the Psychological Association offers guidelines on validity, reliability, and fairness. However, these are not mandatory, and many employers develop their own policies. International standards offer best-practice guidance for fair assessments, including for emerging artificial intelligence tools.

Junction- and metal oxide-field effect transistors are introduced and their operation is explained. Governing equations are presented. DC and switching applications are given. The Universal DC bias circuit is used to provide DC biasing for AC amplification circuits. The AC equivalents for the field-effect transistor are developed and then used to derive the properties of the common-source, common-drain, and common-gate amplifiers.

This chapter examines bias and fairness in employment testing in the Netherlands, addressing twenty key questions related to historical and cultural developments, legal frameworks, professional guidelines, and psychometric issues. Although equal treatment is a fundamental legal principle, perceptions of hiring discrimination remain widespread. The chapter explores demographic shifts that have shaped discussions on employment fairness and outlines the Dutch legal framework, focusing on the Equal Treatment Act and the role of the Netherlands Institute for Human Rights in handling discrimination complaints. It also highlights the relatively limited attention given to fairness in professional guidelines for practitioners. Furthermore, the chapter evaluates how psychological tests are assessed for bias, particularly through analyses of score differences, differential item functioning, and measurement invariance, while noting the scarcity of research on predictive bias. Emerging challenges, such as algorithmic bias, are also examined. Finally, the chapter discusses recent legislative efforts to promote fairness in employment testing, including a proposed law that was rejected in 2024.

Perceptions and bias help explain animosity over food supplies between urban and rural civilians. While differences in rural and urban hunger existed in some places, caution should be exercised when attributing the destitution of urban dwellers to greed or acts of self-preservation by rural farmers. Greater proximity to major food sources did not always equate to greater access to food. Furthermore, proximity to food in both urban and rural areas was not fixed, but changed over the course of the war and its aftermath. People fled or were forced from their homes in both urban and rural areas. This movement of people blurred rural and urban distinctions as people from the countryside flocked into cities and people in the cities took shorter trips to the countryside to search for food. Furthermore, hundreds of thousands of predominantly urban children travelled temporarily to rural landscapes in the early 1920s. Analyses of anthropometric measurements of school children in Germany and Austria suggest that rural and urban differences were small. During the War, children in Vienna may have suffered more nutritional deprivation overall then in other parts of Austria, but after the War, Viennese children had the fastest rate of recovery.

The use of tests and assessments in employment-related decision making has the potential to benefit organizations and individuals. However, their use is frequently criticized because of their adverse potential for bias and unfairness. The saliency of and attention to these issues may also vary from one country to another. Therefore, in addition to an overview of the handbook and its objectives, the present chapter presents a synthesis of the twenty-three chapters organized around four themes pertaining to bias and unfairness in employment testing, specifically, (1) historical and/or cultural issues, (2) legal and professional guidelines and issues, (3) psychometric issues, and (4) future- and forward-looking issues. Furthermore, the theory of cultural tightness-looseness is used in an exploratory manner to gain additional insights into patterns, or the lack thereof, across countries as reported in the chapters. The patterns of associations indicated that, relative to tight countries, loose countries were generally more attune to and have in place practices and regulations addressing employment testing bias and unfairness. Finally, some thoughts and suggestions for future research are discussed.