In this chapter I extend the analysis of the previous chapter to defense against innocent threats. Once again, the norm against intending death applies, but the standards for permissible killing as a side effect are stricter than in the case of unjust threats.

In this chapter I argue that the norm against intentional killing is a moral absolute, identifying an action never to be done. On this ground, the atomic bombing of Hiroshima and Nagasaki, and other allied bombings in World War II, are shown to have been morally unjustified.

This chapter critiques Judith Jarvis Thomson’s famous defense of abortion by addressing the question of ownership of the mother’s body. It then addresses the question of "vital conflict" cases: cases of abortion in which the mother’s life is in imminent danger.

In this chapter I present the Core Argument for why intending death is always wrong. The argument gives reason to hold a sanctity-of-life view but does not depend on such a view.

Biological differences between the sexes are perhaps at their most obvious when considering sporting competition. This chapter considers the law in relation to sporting competition from two distinct perspectives. The first looks at the case law of the European Court of Human Rights as it relates to the participation of athletes with DSDs in the female category. A central theme in this analysis is the importance of understanding the precise nature of a particular DSD before legal analysis can be conducted. The second part looks at the domestic law in relation to sporting competitions and takes the opportunity to examine the first case to apply the Supreme Court judgment in For Women Scotland v. The Scottish Ministers and provide detailed reasons. This is a convenient opportunity to restate the key implications of the case and to address, as the court did, some common arguments advanced to criticise or narrowly interpret the Supreme Court judgment.

This chapter is concerned with multiwinner elections, an emerging topic in the area of computational social choice. Much of the classic literature in social choice theory deals with functions that map ordinal preferences over candidates to a winning candidate or perhaps a ranking of the candidates. The goal of multiwinner elections is to select a fixed-size set of candidates: a committee. This gives rise to new rules as well as new axioms. The chapter focuses on the case of approval-based preferences and axioms capturing the idea of proportional representation.

The uneven distribution of income that emerged during China’s reform can be primarily attributed to gradual dual-track reform. Measures adopted during this period include suppressing interest rates and other factor prices to subsidize non-viable SOEs. In a market economy, adopting a comparative advantage-following (CAF) strategy can lead to fairness and efficiency in the primary distribution of income. Furthermore, through secondary distribution, the income inequality can be further reduced.

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.

What happened when people did not pay their debts? Debts Unpaid argues that conflicts over small-scale unpaid debts were a stress test for the economic order. To ensure the wheels of petty commerce continued to turn in Mexico, everyday debtors and creditors had to believe that their interests would be protected relatively fairly when agreements soured. A resounding faith in economic justice provided the bedrock of stability necessary for the expansion of capitalism over the longue durée. Introducing the two-hundred-year period of massive economic transformation explored throughout the book, this chapter presents the text’s key historical and theoretical interventions from the late eighteenth century to the first decade of the twenty-first. As the capitalist credit economy grew, especially through modern financial institutions, ordinary people used new financial tools and navigated increasingly opaque and impersonal credit relations. This Introduction outlines the dynamics of change and the challenges and opportunities they posed for the world of small-scale debtors and creditors.

This book places the troubles of ordinary people at the centre of economic change in Mexico, arguing that conflicts over small-scale unpaid debts were a stress test for the economic and political order. Studying malfunction – what happened when contracts broke or soured – exposes the ways in which debt trouble became a driving force in the history of accumulation and justice in the modern world. This concluding chapter offers final thoughts on the book’s core proposal: that a broad sense of fairness and justice provided a bedrock of stability that allowed for massive economic transformation over a long chronological horizon.

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 chapter explores some of the key practices, trends and issues associated with executive reward. We begin by considering the role of executives in corporate governance as well as three influential theories of executive motivation, behaviour and reward: tournament theory, agency theory and managerial power theory. We then review the main components of executive reward, as well asrecent trends in CEO reward level and composition in a number of developed countries. Attention then turns to the various short-term and long-term incentive plans and associated techniques, including performance targets or ‘hurdles’, currently applied to executives. Next, we examine the academic research evidence and arguments regarding the effectiveness of executive reward practices, particularly the extent of the association between company performance and executive pay outcomes. Applying a multi-stakeholder perspective, the concluding section canvasses some of the wider implications of executive reward practice, as well as outlining illustrative configurations for aligning executive performance management and reward with organisational strategic priorities in the case of listed for-profit firms.