A typical mental hospital, such as the one where I am librarian, has the population of a small town and quite as much diversity. There are nearly 2,000 patients at any one time…
Abstract
A typical mental hospital, such as the one where I am librarian, has the population of a small town and quite as much diversity. There are nearly 2,000 patients at any one time drawn from all walks of life, and some 700 members of staff— not only doctors and nurses but others, from administrators to plumbers.
Roisin Donnelly and Anthony Ryan
This study considered the use of video conferencing virtual backgrounds with employees located in a large multinational corporate organisation in Ireland and the USA to discern if…
Abstract
Purpose
This study considered the use of video conferencing virtual backgrounds with employees located in a large multinational corporate organisation in Ireland and the USA to discern if background images evoking gendered stereotypes of leadership can cue stereotype threat in female technology workers undertaking a leadership activity, thus negatively effecting performance. This study aims to contribute to the body of research on stereotype threat by establishing whether virtual backgrounds used in video conferencing software are inherently identity safe or whether their use could have a negative performance impact on marginalised groups.
Design/methodology/approach
Using a mixed methods research design with 22 participants in two countries working in the one large organisation, using two quantitative methods (an experiment and a survey) and one qualitative method (semi-structured interviews), the study examined the relationship between performance on the leadership activity and exposure to gendered backgrounds on a video conference call.
Findings
It found that female leaders undertaking a leadership test experienced more anxiety and achieved lower scores on average when exposed to a male-gendered virtual background compared to male colleagues or female leaders exposed to a female gendered background. It was also found that these leaders were aware of the stereotype of leadership being White and male, and showed symptoms of prolonged exposure to stereotype threat in the workplace. While the authors still are working through a post-pandemic environment, it may be judicious for organisations to restrict the use of virtual backgrounds to identity-safe ones, specifically chosen by the company.
Research limitations/implications
The study makes several practical recommendations, indicating actions which can be taken at the individual, team and corporate levels. Re-running this experiment in a more controlled environment with a larger sample set could yield more definitive, statistically significant results and contribute more to the literature.
Practical implications
Some individual impacts were found via the interviews. Male leaders in the organisation need to do more to mentor and endorse their female colleagues. By doing this, they can counter the negative effects of solo status and the subsequent performance degradations of their female counterparts, while also setting an example for other leaders. Participation in the mentoring programme and initiatives such as Dare and value, inclusion, belonging, and equity should be encouraged and supported. Reverse mentoring should also be encouraged among the population of male leaders to aid in allyship and bias-awareness.
Social implications
Teams should note that a democratic vote is not always the best way to decide on the names of teams, projects or meeting rooms. These may skew towards niche interests that can serve to alienate members of the team who do not associate themselves with that interest. Rather, the teams should strive to be fully inclusive and educated on the need for identity-safety. Team events may also serve to alienate members if teams are not mindful of the need to be inclusive. Activities, such as “go-kart” racing and physical or competitive team events have been highlighted as unsuitable for some team members, and should be avoided in favour of inclusivity.
Originality/value
A significant body of research has documented the effect to which stereotype threat can be triggered by both the physical environment and by the use of various technology media. However, there is a dearth of research exploring the relationship between stereotype threat, defined as “the concrete, real-time threat of being judged and treated poorly in settings where a negative stereotype about one’s group applies” (Steele et al., 2002, p. 385), and video conferencing software features, such as virtual backgrounds.
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The current downturn may offer a unique opportunity for astute corporate leadership to undertake the kind of innovation that disrupts markets, channels or even industries says…
Abstract
Purpose
The current downturn may offer a unique opportunity for astute corporate leadership to undertake the kind of innovation that disrupts markets, channels or even industries says Scott Anthony, president of innovation consultancy Innosight, co‐founded by disruptive innovation guru, Clayton Christensen. This paper aims to investigate this issue.
Design/methodology/approach
In this interview, Anthony reviews how the tenets of disruptive innovation – identify the job the customer cannot get done, look for innovative ways to get that job done, focus on experimentation and learning – apply in a recessionary environment.
Findings
Anthony warns that in recessions, a company may think has a choice – risk innovation or choose the safety of survival mode. But it is a false choice. The only way to survive is to innovate.
Practical implications
Anthony explains that “Scarcity is a great innovation enabler. Lean teams have to focus on the most critical issues.”
Originality/value
Anthony's golden rule: “The best way to develop disruptive capabilities is to start small and learn as you go.”
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Abstract
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COVID-19 pandemic deepens structures of division and inequality in a fractured world. Responses to the pandemic demonstrate that fundamental change to time-honoured social…
Abstract
COVID-19 pandemic deepens structures of division and inequality in a fractured world. Responses to the pandemic demonstrate that fundamental change to time-honoured social organisation and practices is not only possible, but it is also essential for survival. Social distancing has prompted the discovery that connection is essential for good mental health and wellbeing. This chapter suggests that claims of the success of universal schooling not only warrant the critical scrutiny they have attracted, but there is also the case that reforms remain chimeric for excluded population cohorts. A radical rethinking of the purpose and structure of education is overdue. Pandemic tells us that such rethinking is possible.
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Kwabena Boateng, Michelle Asomaniwaa Owusu and Anthony Baah
The government of Ghana since independence has undertaken steps to develop educational infrastructure setup. This notwithstanding, the educational sector is beset with challenges…
Abstract
Purpose
The government of Ghana since independence has undertaken steps to develop educational infrastructure setup. This notwithstanding, the educational sector is beset with challenges such as low-quality education and low enrolment rates in Senior High Schools (SHS) of children from large households, among others. Given the myriad of challenges bedevilling the education sector, there have been calls for collaboration among public leaders to promote education. The paper, therefore, examines traditional leaders' roles in promoting quality education in Ghana.
Design/methodology/approach
Through a desk review approach, the study examines the role of traditional leaders in promoting quality education in Ghana. This approach was adopted due to its flexible nature.
Findings
The study found that traditional leaders have provided educational materials and resources to deprived schools. They have established scholarship schemes for needy but brilliant students, promoted gender parity in education, constructed educational facilities and promoted a healthy teaching environment.
Practical implications
The paper provides stakeholders in Ghana’s educational sector with the opportunity to review educational policies and include traditional leaders to influence educational policies. The recommendations call for support from the GETFUND and Scholarship Secretariat of Ghana to assist community-initiated projects and scholarship schemes established by traditional leaders.
Originality/value
The paper provides evidence to support the importance of traditional leadership, which has come under criticism from a democratisation perspective in contemporary times.
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Jiju Antony, Vijaya Sunder M., Chad Laux and Elizabeth Cudney