The Rawls-Tawney theorem and the digital divide in postindustrial society.

The digital divide continues to challenge political and academic circles worldwide. A range of policy solutions is briefly evaluated, from laissez-faire on the right to “arithmetic” egalitarianism on the left. The article recasts the digital divide as a problem for the social distribution of presumptively important information (e.g., electoral data, news, science) within postindustrial society. Endorsing in general terms the left-liberal approach of differential or “geometric” egalitarianism, it seeks to invest this with greater precision, and therefore utility, by means of a possibly original synthesis of the ideas of John Rawls and R. H. Tawney. It is argued that, once certain categories of information are accorded the status of “primary goods,” their distribution must then comply with principles of justice as articulated by those major 20th century exponents of ethical social democracy. The resultant Rawls-Tawney theorem, if valid, might augment the portfolio of options for interventionist information policy in the 21st century

Exploring the contribution of workplace learning to an HRD strategy in the Scottish legal profession.

Purpose – The purpose of this paper is to explore the relevance of human resource development (HRD) for law firms in the UK. It examines how the characteristics of legal professional practice in the UK, including the partnership structure, long established methods of targeting solicitors and the law society, may act as barriers to the implementation of HRD. Design/methodology/approach – The paper uses an exploratory case study research approach to investigate characteristics and issues influencing the adoption of HRD in a Scottish legal firm. Primary data are collected via semi-structured interviews with a cross-section of representatives. Findings – Despite recognition of the importance of learning, the characteristic elements of law firms, including the partnership structure; the pervasiveness of time-billed targets in the solicitor community; and HR’s profile and acceptance among the solicitor community, remain as barriers to the applicability of HRD. The research also exposes variability on the level and scope of development opportunities, an emphasis on technical skills development, and a lack of solicitors’ self-managed learning ability. Research limitations/implications – While the research findings provide a useful insight into the barriers to HRD in one legal firm, this does not allow for any generalisations being drawn from the study. Practical implications – The paper explores the suitability of workplace learning to support legal professional development. Originality/value – There is a dearth of research into HRD in legal practices in the UK. The paper contributes to the contextual influences that limit the applicability of HRD to legal professional practices.