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Dangers of the Metaverse and VR for U.S. Youth Revealed in New Study

The metaverse, a space where the lines between physical and digital realities blur, is rising among younger populations. As of March, 33% of teens own a virtual reality (VR) device and 13% use it weekly. With the metaverse offering richer emotional experiences, youth may be particularly vulnerable to significant harm in these immersive spaces, underscoring the need to explore potential risks. Unfortunately, research of online victimization in the metaverse is sorely lacking. A new study by Florida Atlantic University , in collaboration with the University of Wisconsin-Eau Claire, is one of the first to examine the experiences of harm in the metaverse among youth in the United States. Using a nationally-representative sample of 5,005 13 to 17 year olds in the U.S., researchers focused on their experiences with VR devices, including 12 specific types of harm experienced, protective strategies employed, and differences in experiences between boys and girls. Results of the study, published in the journal New Media & Society, found a significant percentage of youth reported experiencing various forms of harm in these spaces, including hate speech, bullying, harassment, sexual harassment, grooming behaviors (predators building trust with minors), and unwanted exposure to violent or sexual content. The study also revealed notable gender differences in experiences. Among the study findings: 32.6% of youth own a VR headset (41% of boys vs. 25.1% of girls) More than 44% received hate speech/slurs (8.9% many times); 37.6% experienced bullying; and 35% faced harassment Almost 19% experienced sexual harassment; 43.3% dealt with trolling; 31.6% were maliciously obstructed; and 29.5% experienced threats More than 18% were doxed (publicly revealing someone’s personal information without their consent); and 22.8% were catfished (creating a false identity online to deceive someone, typically for romantic purposes) Nearly 21% faced unwanted violent or sexual content; 18.1% experienced grooming or predatory behavior; and 30% were targeted for factors like weight, sexual preference, sexual orientation or political affiliation Boys and girls experienced similar patterns of mistreatment, but girls experienced sexual harassment and grooming/ predatory behavior more frequently than boys. Boys and girls were equally as likely to be targeted because of their voice, avatar, race, religion or disability. “Certain populations of youth are disproportionately susceptible to harm such grooming, especially those who suffer from emotional distress or mental health problems, low self-esteem, poor parental relationships and weak family cohesion,” said Sameer Hinduja, Ph.D., first author, a professor in the School of Criminology and Criminal Justice within FAU’s College of Social Work and Criminal Justice, co-director of the Cyberbullying Research Center, and a faculty associate at the Berkman Klein Center at Harvard University. “Due to the unique characteristics of metaverse environments, young people may need extra attention and support. The immersive nature of these spaces can amplify experiences and emotions, highlighting the importance of tailored resources to ensure their safety and well-being.” Findings also reveal that girls employed in-platform safety measures significantly more so than boys such as “Space Bubble,” “Personal Boundary” and “Safe Zone.” “We found that girls are more likely to select avatars designed to reduce the risk of harassment and to use in-platform tools to maintain a safe distance from others. Additionally, both boys and girls feel comfortable leaving metaverse rooms or channels like switching servers in response to potential or actual victimization, although overall, youth tend to use these safety features infrequently,” said Hinduja. Among the recommendations offered to youth by the researchers include: Using platform-provided safety features to restrict unwanted interactions and infringements upon their personal space. It is also essential that youth understand and take advantage of the safety features available within metaverse experiences, including blocking, muting, and reporting functionalities. Continued research and development in these areas to determine how to meet the needs of users in potential or actual victimization contexts Streamlining platform reporting mechanisms to ensure swift action is taken against perpetrators Age-gating mechanisms for metaverse environments where mature content and interactions proliferate Encouraging parents and guardians to take the time to familiarize themselves with available parental control features on VR devices and metaverse platforms to set boundaries, monitor activities, and restrict certain features as needed. An active mediation approach is ideal, where they engage in open and supportive dialogue with children about their metaverse experiences. The integration of updated, relevant, and accessible digital citizenship and media literacy modules into school curricula to provide youth with the necessary knowledge and skills to navigate VR and other emerging technologies safely and responsibly Consideration by content creators of the ethical implications of their metaverse creations, ensuring that they promote inclusivity, respect, and discourage any form of harassment. They should strive to make their virtual experiences accessible to users from diverse backgrounds, languages, cultures and abilities. “VR concerns of parents and guardians generally reflect and align with their historical anxieties about video games, excessive device use, its sedentary nature, cognitive development, and stranger danger,” said Hinduja. “There remains so much promise with these new technologies, but vigilance is required when it comes to the unique challenges they present as well as the unique vulnerabilities that certain youth users may have. As such, it’s ‘all hands on deck’ to build a safer and more inclusive metaverse as it continues to evolve.” If you're looking to know more - let us help. Sameer Hinduja, Ph.D., is a professor in the School of Criminology and Criminal Justice at Florida Atlantic University and co-director of the Cyberbullying Research Center. He is recognized internationally for his groundbreaking work on the subjects of cyberbullying and safe social media use, concerns that have paralleled the exponential growth in online communication by young people. He has written seven books, and his interdisciplinary research is widely published and has been cited more than 18,000 times. Simply click on Sameer's icon now to set up an interview today.

Life and Legacy of Lily Ledbetter

The life and legacy of Lily Ledbetter stand as a powerful testament to the ongoing fight for workplace equality and women's rights. As the face behind the landmark Ledbetter v. Goodyear Tire & Rubber Co. case and the namesake of the Lily Ledbetter Fair Pay Act, her story continues to resonate in today's battles for gender pay equity. This topic is especially relevant now as conversations around economic justice, corporate responsibility, and legislative change gain momentum across the globe. Ledbetter's fight highlights the enduring struggle for fair compensation and workplace equity, which remains a vital issue for the public. Key story angles that may interest a broad audience include: The impact of the Lily Ledbetter Fair Pay Act: Exploring how this legislation has shaped workplace policies and its continuing relevance in today's legal landscape. Gender pay equity today: Analyzing the wage gap across industries and efforts to close the divide, with data on current disparities. The personal and professional costs of discrimination: Investigating how pay inequality affects families, career progression, and long-term financial security, especially for women of color. The broader fight for workplace rights: Examining the ripple effects of the Ledbetter case on other forms of discrimination, such as race, age, and disability. Economic justice as a human rights issue: Connecting Ledbetter’s legacy to current global movements pushing for equal pay, labor rights, and anti-discrimination reforms. Corporate responsibility and transparency: Assessing how companies are addressing pay equity through transparency measures, audits, and policy shifts. Connect with an expert about the Life and Legacy of Lily Ledbetter: To search our full list of experts visit www.expertfile.com

Innovative EEG Brain Monitoring Program Provides Optimal Care for Critically Ill Patients

ChristianaCare has launched an innovative electroencephalogram (EEG) brain monitoring program that represents a significant leap forward in the diagnosis and management of neurological conditions. The easy-to-use EEG program is the first of its kind that can be performed at the bedside to measure the electrical activity of the brain, providing a vital sign for brain function to help diagnose seizures more quickly. ChristianaCare is the first hospital system in Delaware to use the Ceribell point-of-care EEG monitoring system, which can reduce the time it takes to diagnose certain neurological conditions from hours to mere minutes. Using the system, clinicians have immediate access to EEG information so they can triage at-risk patients in just five minutes and monitor patients for treatment optimization. “With this new program, our team of expert clinicians will have the diagnostic information they need to provide high-risk patients with the right care at the right time, ensuring the best outcomes for our patients and their families,” said Kim Gannon, M.D., Ph.D., service line leader for Neurosciences at ChristianaCare. New technology detects ‘silent seizures’ Critically ill patients are at high risk of harmful brain electrical discharges called seizures. Some of these patients experience a type of “silent seizure” with no noticeable symptoms (non-convulsive) that can only be detected using EEG. If prolonged, non-convulsive seizures can lead to permanent brain injury and higher risk of morbidity and mortality. Demonstration of EEG device on patient at ChristianaCare Newark Campus. As a result, guidelines from the Neurocritical Care Society recommend EEG should be initiated within 15-60 minutes when these seizures are suspected. Meeting these guidelines has proven difficult due to the limitations of conventional EEG systems, which were not designed for use in emergency situations. Even top academic centers that have 24/7 EEG capabilities may experience wait times of four hours or more for conventional equipment. When relying on clinical judgement alone while waiting for these conventional EEG systems, diagnostic accuracy has been shown to be only slightly better than chance (65%). The value of this new technology for patients is that it provides accurate results quickly so that the care team can intervene early. “The neuroscience and critical care teams at ChristianaCare believe that ‘time is brain’ not only applies to stroke but also when dealing with seizure,” Gannon said. Gannon is referring to the fact that for every minute that passes when someone is having a stroke, 1.9 million brain cells are lost, increasing the chance of disability or death. That same kind of speed and urgency can now more easily be brought to bear for patients when a seizure is suspected. “This monitoring system is easy to use and can be set up in about five minutes,” said Richard Choi, D.O., medical director of the Neurocritical Care Unit at Christiana Hospital. “It consists of a simple headband, pocket-sized recorder with intuitive software and an on-line portal for remote viewing. Using the system, we can review EEG data, assess response to treatment and optimize care, all in real-time.” Neurosciences at ChristianaCare ChristianaCare’s multidisciplinary neurosciences team provides comprehensive and advanced care for neurologic illnesses across the acute and ambulatory settings. As the largest and most comprehensive neurology practice in Delaware with more than 55,000 patient visits last year, ambulatory subspecialties include stroke, epilepsy, multiple sclerosis, movement disorders, neuromuscular disorders, headaches/migraines, pediatric neurology and Botox specialists. The inpatient team of experts includes neurosurgeons, neurointerventional surgeons, neurocritical care physicians and vascular neurologists. The Newark Campus serves as the only comprehensive stroke center in the state and includes the only Epilepsy Monitoring Unit in Delaware.

Podcast: Equality must become the norm, not just a box ticking exercise

Equality, diversity and inclusion (EDI) must become “everybody’s business” EDI can reduce pay gaps and open up opportunities for SMEs Aston University now celebrating Athena Swan Gold award for gender equality. Equality, diversity and inclusion (EDI) needs to become “the norm” in organisations to escape “disappointing” government criticism that it is a waste of time. That’s the guidance coming from the latest episode of ‘Aston means business’, a podcast from Aston University presented by journalist Steve Dyson. Professor Shivani Sharma, the new deputy dean of people, culture and inclusion at the University’s College of Business and Social Sciences, explained that EDI cultures must become “everybody’s business” to address the existing gender and ethnicity pay gaps. Responding to recent government criticisms of EDI schemes, Professor Sharma said: “Not enough investment has gone into these roles because, if we look at the history, it tells us that just relying on everybody to do the right thing doesn’t work.” Also interviewed in the podcast was Omar Rashid, a director of The HR Dept, a human resources franchise for Birmingham Central & Wolverhampton. Mr Rashid, who specialises in diversity and recruitment, said that government criticism of EDI initiatives was “disappointing”. But he acknowledged: “I understand where they’re coming from because, if it’s seen as a scheme, as something we’ve got to do, and it’s not done properly, then maybe it is a waste of time and a waste of money. It has to be seen as the norm.” He said people need to realise they live in a multicultural world, with a diverse workforce, supply chain and customers, and that if implemented properly the benefits of EDI are there. Mr Rashid, who is also president of the Asian Business Chamber of Commerce in Birmingham, specialises in diversity and recruitment. He added: “There is opportunity there through different skills. “Each individual, whether it’s race, religion, will bring their own perspectives, their own unique skills, even people with a disability. It shouldn’t be seen as a barrier.” He said examples of a “tick box mentality” were where businesses might adopt Black History Month but do nothing for the other 11 months of the year, or provide a prayer room during Ramadan but not at any other time. He added: “When it’s tick box, it’s not worth it because you’ll have a business or someone who will do something for a short period of time. They half-heartedly did something without the conviction. Diversity shouldn’t be just a little bit here and there.” Professor Sharma went on to say that ‘world days’ such as International Women’s Day can act as a catalyst to focus attention on an issue. But she added: “It’s really important that why you’re doing that is clear, and that the strategy of raising awareness, to remove barriers to women, equitable inclusion in the workplace or in society, continues throughout the year.” She said that Aston University had recently gained an Athena Swan Gold award for promoting gender equality in higher education, but that the “scale” of the problem meant there was still lots more to achieve. She explained that proportions of women entering as students into higher education was really positive, as were degree completion rates. But she pointed to the fact that around 80 per cent of university vice chancellors identified as men, with low representations of ethnic minority women among professors. Professor Sharma added: “It will take a sustained effort to undo that over time.” She also praised the Inclusive Aston networking initiative at Aston University, with senior leaders mentoring colleagues of minority ethnic heritage. Mr Rashid said SMEs needed to look at the opportunities that a diverse workforce and culture can bring to their business. He added: “One SME business engaged with someone from an Asian background, wanted to tap into India, and guess what? He has the connections and they were able to open a branch in India.” Catch up on all of the previous ‘Aston means business’ podcast episodes here.

Estimating Adults Living with Intellectual Disabilities in America - Our Experts Look at the Numbers

A new study conducted by faculty researchers at the Institute of Public and Preventive Health at Augusta University shows the prevalence of intellectual disability (ID) in adults. But looking at childhood survey data of those with ID, conclusions can be drawn on how many adults have intellectual disability. The study was conducted by Teal Benevides, PhD, assistant professor in the Institute of Public and Preventive Health at Augusta University, Biplab Datta, PhD, assistant professor in IPPH and the Department of Health Management, Economics and Policy, Jennifer Jaremski, research associate in IPPH, and Michael McKee, PhD, associate professor at the University of Michigan. The study estimates the number of adults living with ID is .95% or 9.5 per 1,000 adults between the ages of 21 and 41. “Intellectual disability is diagnosed in childhood,” said Benevides. “It needs to be diagnosed early. It’s not something that just happens in adulthood. So relying on the estimate that’s from childhood surveys is a good start. It’s just aging estimates up based off the current population of the U.S. So I do feel pretty confident that we can base future projections off in the absence of better epidemiological evaluations of prevalence.” She added it’s important to realize a lot of people with ID are now out of high school and age out of educational services to support them at the age of 21. They may fall through the cracks during the transition to adulthood and may not be receiving the services they need. “Many adults with ID are going to require services and support. They’re likely going to require housing support, employment support and many of them are food insecure,” Benevides said. “I think policymakers at both the state and federal level need to know about this because regardless of whether or not our policymakers support Medicaid expansion, many people with ID are also going to need adequate healthcare coverage because the vast majority of people with intellectual disability are not employed.” Not just that, many of those with ID are more likely to experience disparities in housing, employment, education, poverty and more. Biplab Datta and Teal Benevides In Georgia, Benevides said there is a waitlist of 7,000 people looking for Medicaid services for adults with intellectual and developmental disabilities, and there’s just not enough resources available to assist those with ID. Another concern is that people with ID have the same life span and those who may prove care, such as parents or guardians, don’t know what will happen to their older children with ID when they aren’t around or are unable to assist them. “What alarms me is we don’t have sufficient services and supports for adults. We just don’t have them,” she said. “When people ask for services, support and resources, there’s no place to point them to unless they are children.” Biplab Datta, PhD,  is an assistant professor in Institute of Public and Preventive Health and in the Department of Population Health Sciences at Augusta University. Teal Benevides, PhD, OTR/L is an associate professor and the  Director of Faculty Development, Institute of Public and Preventive Health Both experts are available to speak about this important research - simply click on either expert's icon to arrange an interview and time to talk today.

UF researcher proves underrepresented groups experience more workplace bias

By Halle Burton  George Cunningham, a UF professor and researcher, conducted a study on workplace bias, finding managers are more likely to display an implicit bias towards minorities and underrepresented groups. Cunningham is chair of the UF Department of Sport Management, and his study was published in Frontiers in Psychology in November 2022. Working with his co-author, Cunningham analyzed self-identified managers and people in 22 other occupational designations to compare their implicit and explicit biases towards race, gender, disability and sexual orientation. “Once we saw that race, gender, disability and sexual orientation-based forms of mistreatment are all prevalent in the U.S. workforce, we determined this warranted examination of managers’ biases in these areas,” Cunningham said. The researchers found that managers held a moderate preference for majority groups. Additionally, the study shows these managers also expressed more bias than jobs working to better societal standards and environmental issues like educators and social scientists. Cunningham’s original question asked if managers convey biases that vary from other occupational codes and if this impacts the claims employees make. Not only did his study answer this with a resounding yes, but it further divides the focus of the bias on sectors of implicit and explicit attitudes. Cunningham said their study also showed a disconnect between managers’ explicit and implicit biases, especially with disabilities. Their responses indicated they explicitly didn’t believe they held biases against disabilities, but their implicit bias regarding disabled groups was the highest of all. “The more we’re aware of it, the more likely we are to take steps to help lessen the impact,” he said. “The bigger issue, though, is to change the way our society operates.”

ChristianaCare Named one of Mogul’s Top 100 Companies with Inclusive Benefits

Recognition affirms ChristianaCare’s deep commitment to inclusion and diversity ChristianaCare has been recognized as one of the Top 100 Companies with Inclusive Benefits by Mogul, a diversity recruitment platform that partners with the world’s fastest-growing companies to attract and advance top diverse talent. ChristianaCare was recognized for both its “diverse hiring practices” and “progressive workplace resources.” “At ChristianaCare, we embrace diversity and show respect to everyone, and we reinforce these behaviors through purposeful actions that enable all our caregivers to serve our neighbors with love and excellence,” said Neil Jasani, M.D., MBA, FACEP, chief people officer at ChristianaCare. “By offering a wide array of inclusive benefits, we more fully support our caregivers in their commitment to being exceptional today and even better tomorrow.” The honor by Mogul is the latest recognition for ChristianaCare’s commitment to inclusion and diversity. ChristianaCare, Delaware’s largest private employer, has committed to being an anti-racism organization and works to ensure that this commitment is reflected through the organization’s policies, programs and practices. (Read more about ChristianaCare’s anti-racism commitment here.) ChristianaCare President and CEO Janice E. Nevin, M.D., MPH, has signed the CEO Action for Diversity & Inclusion Pledge. This pledge outlines a specific set of actions the signatory CEOs will take to cultivate a trusting environment where all ideas are welcomed and employees are empowered to have discussions about diversity and inclusion. More than 3,100 of ChristianaCare’s caregivers also have signed the pledge. ChristianaCare’s inclusion and diversity efforts feature 11 employee resource groups, which connect caregivers who have a common identity or bond with one another. Formed by employees across all demographics – including disability, race, military status, national origin and gender identity – these voluntary, grassroots groups work to improve inclusion and diversity at ChristianaCare. More than 1,350 caregivers participate. ChristianaCare has developed LeadershipDNA, a leadership development program that is specifically targeted to underrepresented caregivers early in their careers. ChristianaCare’s deep commitment to inclusion and diversity also includes: Providing $500,000 in scholarships to 10 high school students in Delaware who plan to pursue degrees in health care. Supporting Project Search, which is a nationally recognized program dedicated to providing education and training to young adults with intellectual and developmental disabilities. Participation in Project Hope, a partnership with external agencies that provides support to individuals who were involved with the criminal justice system. This program creates pathways to meaningful and sustainable employment within ChristianaCare. Participation in Project Veteran through career fairs that target veterans. Elimination of bias in hiring through biannual education for all hiring managers, along with leader demographic scorecards to support building a diverse workforce. Parental leave of 12 weeks for the bonding, care and wellbeing of a newborn, adopted children or foster care children. This policy applies to both birthing and non-birthing caregivers. Behavioral health services for employees that include access to professionals who specialize in mental health care and substance use disorder. A work life employee assistance program that provides free and confidential resources designed specifically for caregivers and their families. Coverage in employee health plans for gender affirmation surgery, which consists of medical and surgical treatments that change primary sex characteristics for individuals diagnosed with gender dysphoria. Autism spectrum disorders benefits – such as diagnostic assessment and treatment – to the children of caregivers who are under 21 years of age. “Our commitment to inclusion and diversity touches all areas of our organization – including our benefits packages,” said Natalie Torres, director of Inclusion & Diversity at ChristianaCare. “We know that when we offer an inclusive benefits package that anticipates the needs of our caregivers, they can better support their families and provide better care to our community.”

Forbes Ranks ChristianaCare as one of the Best Employers for Diversity and Inclusion in the United States for Second Consecutive Year

ChristianaCare also ranks as No. 2 overall health care employer nationwide for diversity and inclusion, No. 40 overall For the second consecutive year, Forbes magazine has ranked ChristianaCare as one of the best employers for diversity and inclusion in the United States in its list of Best Employers for Diversity 2022. ChristianaCare ranked as the No. 2 employer for diversity and inclusion in the health care industry and the No. 40 employer in the nation overall. “Through purposeful actions, we commit to valuing diversity and fostering an environment for inclusion as we support all caregivers and serve all our neighbors with love and excellence, in our actions and in our words,” said Neil Jasani, M.D., MBA, FACEP, chief people officer at ChristianaCare. “We know when we support our caregivers and they can be their authentic selves, they will be exceptional today and even better tomorrow.” ChristianaCare, Delaware’s largest private employer, has committed to being an anti-racism organization and works to ensure that commitment is reflected through the organization’s policies, programs, and practices. (Read more about ChristianaCare’s anti-racism commitment here.) All employees of ChristianaCare are referred to as caregivers, whether they provide direct patient care or support that care indirectly. ChristianaCare’s inclusion efforts include 10 employee resource groups, which connect caregivers who have a common interest or bond with one another. Formed by employees across all demographics – such as disability, gender, race, military status, national origin, sexual orientation, etc. – these voluntary grassroots groups work to improve inclusion and diversity at ChristianaCare. More than 1,100 caregivers at ChristianaCare participate in employee resource groups. ChristianaCare also has developed LeadershipDNA, a leadership development program that is specifically targeted to underrepresented, diverse populations early in their leadership journey within the organization and is designed to foster professional and career development. ChristianaCare President and CEO Janice E. Nevin, M.D., MPH, has signed the CEO Act!on for Diversity & Inclusion Pledge, which outlines a specific set of actions the signatory CEOs will take to cultivate a trusting environment where all ideas are welcomed, and employees feel comfortable and empowered to have discussions about diversity and inclusion. More than 1,600 of ChristianaCare’s caregivers have also signed the pledge. “This recognition shows that we are making progress in our commitment to invest in our caregivers and to make all who join us feel included,” said Pamela Ridgeway, chief diversity officer and vice president of talent at ChristianaCare. “Taking care of people is what we do, and our ability to help people achieve optimal health is tied directly to how successful we are at embracing diversity and creating an inclusive environment for our caregivers.” Forbes’ Best Employers for Diversity were identified from an independent survey of more than 60,000 U.S. employees working for companies employing at least 1,000 people in their U.S. operations. Respondents were asked to rate their organizations on criteria such as age, disability, ethnicity, gender and sexual orientation equality, as well as general diversity. More than 10,000 companies were reviewed and approximately 2,000 were given a diversity score that is derived from employee surveys and publicly available information. The final list ranks the 500 employers that not only received the most recommendations, but also have the most diverse boards and executive leadership, and the most proactive diversity and inclusion initiatives.

Aston University expert to talk on gender diversity and inclusion at major cyber security event

The Ethnic Minority in Cyber (EMiC) network's flagship event is supported by the Department for Digital, Culture, Media and Sport Attendees will hear from inspirational speakers looking at current and future initiatives to increase diversity in the cyber sector Dr Anitha Chinnaswamy from Aston University will be presenting a talk on gender diversity and inclusion in cyber. An Aston University expert and founding group member of Ethnic Minority in Cyber (EMiC) is set to present a talk at a major cybersecurity event on 28 April 2022. The EMiC network's flagship symposium is supported by the Department for Digital, Culture, Media and Sport and will take place at Edgbaston Park Hotel in Birmingham. Attendees will hear from inspirational speakers looking at current and future initiatives aimed around increasing diversity in the cyber sector and will also be able to provide feedback into the initiative and policies going forward. The symposium will consist of a keynote speech, invited talks, panel sessions and round table workshops. Dr Anitha Chinnaswamy from the Cyber Security Innovation (CSI) Centre at Aston Business School will present a talk on gender diversity and inclusion in cyber and the outreach work of the Centre with schools to increase representation. Simon Hepburn, CEO UK, Cyber Security Council is the keynote speaker. The EMiC network, of which Aston University is a founding member, is a pilot network for Black, Asian and Ethnic Minority cyber academia, professionals and businesses, with the long-term aim of significantly improving representation across the cyber sector. Dr Anitha Chinnaswamy, lecturer in cyber security management at the CSI Centre at Aston Business School, says: “I am looking forward to speaking at such an important event about an ever-important topic in cyber. “While there is a growing cyber security skills gap and high shortage in the UK cyber sector, a recent survey found that only 17 per cent of cyber professionals are from ethnic minority backgrounds across all cyber roles. “The cyber sector remains relatively nondiverse in terms of gender. Just 16 per cent of the workforce across these firms is female, compared to 28 per cent in other UK digital sectors. “Those filling senior roles, typically with six or more years of experience, are particularly nondiverse across a range of characteristics including gender, ethnicity, disability and neurodiversity. “For example, just three per cent of senior roles are filled by women.” Aston University’s CSI centre, led by Professor Vladlena Benson, is the only female-led cyber security centre in the Midlands region and serves on the UK Cyber Security Council (UKCSC), alongside Simon Hepburn its CEO, to promote professionalism standards in cybersecurity. Professor Benson, director of the CSI Centre at Aston Business School, said: “Aston University CSI is actively involved in shaping diversity policy, such as with the launch of the NCS22 strategy in Birmingham and enabling the Cyber Explorer programme as a first schools’ engagement for girls from diverse backgrounds. “As ambassadors we are passionate about working towards closing the gender gap. This will help pave the way for a future of gender diversity, and hopefully other types of diversity, in the cyber security field. “Our work with female students in a highly diverse Midlands’ landscape highlights the challenges that are yet to overcome with the levelling up agenda.” To find out more about the event please visit the site here.

Aston University psychologists to take part in major study to improve concussion prognosis

Researchers from the Aston Institute of Heath and Neurodevelopment, in the College of Health and Life Sciences at Aston University, are taking part in a major multiple partner study to identify new ways to accurately predict whether patients will develop long-term complications as a consequence of concussion. Experts from the University of Birmingham and the Defence Medical Rehabilitation Centre, in collaboration with Defence Medical Services, are to lead the UK consortium carrying out the study. With year one funded by the Ministry of Defence (£2m) and projected to run over eight years, the multi-faceted study will include a trial involving 400 civilians and 400 military personnel aged over 18 with a new diagnosis of concussion (also known as a mild traumatic brain injury or mTBI) which has resulted in them needing hospital treatment or rehabilitation. At specific time intervals over two years, the participants will take part in nine different areas of research using a variety of medical techniques and assessments to establish if these can be used routinely by medics as ‘biomarkers’ to indicate prognosis and long term impact of concussion. Medical techniques and assessments being trialled include brain imaging and function, analysis of blood and saliva samples, and headache measures, as well as mental health, vision, balance, and cognitive performance. mTBI is common and has been declared a major global public health problem, with 1.4 million hospital visits due to head injury annually in England and Wales - 85% of which are classified as mTBI. It is also estimated that up to 9.5% of UK military personnel with a combat role are diagnosed with mTBI annually. The research will involve 20 University of Birmingham experts working across disciplines, including neurology, psychology, sports medicine, mathematics and academics within the University’s Centre for Human Brain Health, and will be coordinated by Birmingham Clinical Trials Unit. It will also be driven by experts at the Defence Medical Rehabilitation Centre Stanford Hall; Imperial College London; University of Westminster; University of Nottingham; Royal Centre for Defence Medicine; and University Hospitals Coventry & Warwickshire. Dr Caroline Witton, reader in psychology and scientific lead for magnetoencephalography (MEG) at the Aston Institute for Health and Neurodevelopment (IHN), Aston University said: "I am very excited to be part of this landmark study of traumatic brain injury. At IHN we are focussed on improving lives through brain imaging and this work has the potential to help the thousands of people each year who suffer long term disability following a concussion." Dr Jan Novak, lecturer in psychology and MRI lead at Aston University said: "It is outstanding that this prestigious work is being conducted at Aston University’s Institute of Health and Neurodevelopment. We will provide our expertise in brain imaging, prediction of outcomes in patient groups, and credentials in mTBI research to enrich the study. It is hoped that it will build upon existing collaborations with other local institutions and government bodies such as the Ministry of Defence." Alex Sinclair, professor of Neurology at the University of Birmingham and chief investigator of the mTBI-Predict project explained: “Although classified as mild, and many recover, the consequences of concussion can be profound with many patients suffering long-term disability due to persistent headaches, fatigue, imbalance, memory disturbance, and poor mental health including post-traumatic stress disorder, while it can have a significant impact on the economy through loss of working hours and demand on the health system. Identifying those patients most at risk of these disabling consequences is not currently possible. There is therefore a pressing need to develop accurate, reproducible biomarkers of mTBI that are practical for use in a clinical setting and can predict long-term complications. "Our programme of research will deliver a step change in the care of patients with mTBI, enabling a personalised medicine approach to target early intervention for those most in need but also identifying those with a good prognosis who can return rapidly to activities of daily living.” Co-Chief Investigator, Air Vice-Marshall Rich Withnall QHS Director of Defence Healthcare, UK Ministry of Defence said: “I am delighted that the Defence Medical Services, including the Defence Medical Rehabilitation Centre at Stanford Hall, will be working hand-in-glove with class-leading civilian colleagues and the National Rehabilitation Centre Programme. I fully support this ground-breaking research which I am confident will lead to significant clinical innovation to benefit military and civilian patients and have a translational positive impact for sporting activities from grass-roots to elite levels.” Chief Executive of Headway, Peter McCabe said: “We know that even a seemingly minor head injury can have a major impact on a person’s life – and often the lives of those closest to them. This is particularly the case if the brain injury goes undiagnosed or its effects are mistaken for other conditions. The frustration of not having an accurate diagnosis or receiving the right support can be compounded by the lack of a clear recovery pathway or timeline. We therefore welcome this study in the hope that it can advance our understanding of concussion and mTBI.”