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Ethical Implications of AI in Business: Balancing Innovation with Responsibility
Artificial Intelligence (AI) has revolutionized the business landscape, driving innovation and reshaping industries. From automating routine tasks to enhancing customer experiences, AI's applications are vast and rapidly expanding. As businesses stand on the brink of unprecedented technological advancement, they must also navigate the complex web of ethical implications associated with AI deployment. This delicate balance between innovation and responsibility sets the stage for an ongoing dialogue that is crucial for sustainable growth and societal well-being. Dr. Jeremy Kedziora, associate professor and the PieperPower Endowed Chair in Artificial Intelligence at Milwaukee School of Engineering (and former CIA chief methodologist), is available to discuss how these new technologies are enhancing business operations along with their ethical implications: Automating tasks using AI Using large language models like ChatGPT Algorithmic bias in AI systems Transparency in AI decision-making processes Steps needed to create fair and equitable AI solutions
Expert Q&A: Should We Permit AI to Determine Gender and Race from Resumes?
The banner ads on your browser, the route Google maps suggests for you, the song Spotify plays next: algorithms are inescapable in our daily lives. Some of us are already aware of the mechanisms behind a targeted ad or a dating profile that lights up our phone screen. However, few of us may actually stop to consider how this technology plays out in the hiring sector. As with any major technological advancement, it usually takes society (and legislation) a while to catch up and adjust for unintended consequences. Ultimately, algorithms are powerful tools. Like any tool, they have the potential for societal benefit or harm, depending on how they’re wielded. Here to weigh in on the matter is Assistant Professor of Information Systems & Operations Management Prasanna Parasurama, who recently joined Emory Goizueta Business School’s faculty in fall of 2023. This interview has been edited for clarity. Describe your research interests in six words. Six words…that’s difficult to do on the spot. How about “the impact of AI and other digital technologies on hiring.” Is that condensed enough? That works! What first interested you in the intersection of AI and hiring practices? Before I did my PhD, I was working as a data scientist in the HR analytics space at a start-up company. That is where my interest in the topic began. But this was a long time ago. People hadn’t started talking much about AI, or algorithmic hiring. The conversation around algorithmic bias and algorithmic fairness picked up steam in the second or third year of my PhD. That had a strong influence on my dissertation focus. And naturally, one of the contexts in which both these matters have large repercussions is in the hiring space. What demographics does your research focus on (gender identity, race/ethnicity, socioeconomic status, all of the above)? Do you focus on a particular job sector? My research mostly looks at gender and race for two main reasons. First, prior research has typically looked at race and gender, which gives us a better foundation to build on. Second, it’s much easier to measure gender and race based on the data that we have available—from resumes, from hiring data, like what we collect from the Equal Employment Opportunity Commission. They typically collect data on gender and race, and our research requires those really large data sets to draw patterns. They don’t ask for socioeconomic status or have an easy way to quantify that information. That’s not to say those are less important factors, or that no one is looking at them. One of the papers you’re working on examines resumes written by self-identified men and women. It looks at how their resumes differ, and how that influenced their likelihood of being contacted for an interview. So in this paper, we’re essentially looking at how men and women write their resumes differently and if that impacts hiring outcomes. Take resume screening algorithms, for example. One proposed way to reduce bias in these screening algorithms is to remove names from resumes to blind the applicant’s gender to the algorithm. But just removing names does very little, because there are so many other things that serve as proxies to someone’s gender. While our research is focused on people applying to jobs in the tech sector, this is true across occupations. "We find it’s easy to train an algorithm to accurately predict gender, even with names redacted." Prasanna Parasurama What are some of those gendered “tells” on a resume? People write down hobbies and extracurricular activities, and some of those are very gendered. Dancing and ballet tend to denote female applicants; you’re more likely to see something like wrestling for male applicants. Beyond hobbies, which is sort of obvious, is just how people write things, or the language they use. Female applicants tend to use a lot more affective words. Men, on the other hand, use more of what we call agentic words. Can you explain that a little more? In social psychology, social role theory argues that men are stereotyped to be more agentic, whereas women are stereotyped to be more communal, and that their communication styles reflect this. There’s essentially a list of agentic words that researchers have come up with that men use a lot more than women. And women are more likely to use affective words, like “warmly” or “closely,” which have to do with emotions or attitudes. These communication differences between men and women have been demonstrated in social sciences before, which has helped inform our work. But we’re not just relying on social science tools—our conclusions are driven by our own data. If a word is able to predict that an applicant’s resume belongs to a female versus male applicant, then we assign different weights, depending on how accurately it can predict that. So we’re not just operating on theories. Were there any gendered patterns that surprised you? If you were to assign masculinity and femininity to particular words, an algorithm would likely assign “married” to be a feminine term in most contexts. But in this particular case, it’s actually more associated with men. Men are much more likely to use it in resumes, because it signals something different to society than when women use it. "One of the most predictive terms for men was references to parenthood. It’s much easier for men to reference kids than for women to reveal information about their household status. Women face a penalty where men receive a boost." Prasanna Parasurama Studies show that people perceive fathers as being more responsible employees, whereas mothers are regarded as less reliable in the workplace. We haven’t studied this, but I would speculate that if you go on a platform like LinkedIn, men are more likely to disclose details about fatherhood, marriage, and kids than women are. There were some other tidbits that I didn’t see coming, like the fact that women are much less likely to put their addresses on their resume. Can AI predict race from a resume as easily as it can predict gender? There’s surprisingly very little we know on that front. From existing literature outside of algorithmic literature, we know differences exist in terms of race, not just on the employer side, where there might be bias, but we also on the worker side. People of different races search for jobs differently. The question is, how do we take this into account in the algorithm? From a technical standpoint, it should be feasible to do the same thing we do with gender, but it just becomes a little bit harder to predict race in practice. The cues are so variable. Gender is also more universal – no matter where you live, there are probably men and women and people who identify as in between or other. Whereas the concept of race can be very specific in different geographic regions. Racial identities in America are very different from racial identities in India, for instance. And in a place like India, religion matters a lot more than it does in the United States. So this conversation around algorithms and bias will look different across the globe. Beyond screening resumes, how does AI impact people’s access to job opportunities? A lot of hiring platforms and labor market intermediaries such as LinkedIn use AI. Their task is to match workers to these different jobs. There’s so many jobs and so many workers. No one can manually go through each one. So they have to train algorithms based on existing behavior and existing design decisions on the platform to recommend applicants to particular jobs and vice versa. When we talk about algorithmic hiring, it’s not just hiring per se, but spaces like these which dictate what opportunities you’re exposed to. It has a huge impact on who ends up with what job. What impact do you want your research to have in the real world? Do you think that we actually should use algorithms to figure out gender or race? Is it even possible to blind AI to gender or race? Algorithms are here to stay, for better or worse. We need them. When we think about algorithmic hiring, I think people picture an actual robot deciding who to hire. That’s not the case. Algorithms are typically only taking the space of the initial part of hiring. "I think overall, algorithms make our lives better. They can recommend a job to you based on more sophisticated factors than when the job was chronologically posted. There’s also no reason to believe that a human will be less biased than an algorithm." Prasanna Parasurama I think the consensus is that we can’t blind the algorithm to gender or other factors. Instead, we do have to take people’s demographics into account and monitor outcomes to correct for any sort of demonstrable bias. LinkedIn, for example, does a fairly good job publishing research on how they train their algorithms. It’s better to address the problem head on, to take demographic factors into account upfront and make sure that there aren’t drastic differences in outcomes between different demographics. What advice would you give to hopeful job candidates navigating these systems? Years of research have shown that going through a connection or a referral is by far the best way to increase your odds of getting an interview—by a factor of literally 200 to 300 percent. Hiring is still a very personal thing. People typically trust people they know. Prasanna Parasurama is an Assistant Professor of Information Systems & Operations Management at Emory University’s Goizueta Business School. Prasanna’s research areas include algorithmic hiring, algorithmic bias and fairness, and human-AI interaction. His research leverages a wide array of quantitative methods including econometrics, machine learning, and natural language processing. Prasanna is available to talk about this important and developing topic - simply click on his icon now to arrange an interview today.
Small Changes Can Save Lives: How a Police Officer’s First Words Can Transform Communities
Britt Nestor knew something needed to change. Nestor is a police officer in North Carolina. Unlike many in her field, who recite interview-ready responses about wanting to be a police officer since childhood, Nestor admits that her arrival to the field of law enforcement was a serendipitous one. Told by teachers to start rehearsing the line “do you want fries with that?” while in high school, Nestor went to college to prove them wrong—and even graduated with a 3.9 GPA solely to prove those same people wrong—but she had absolutely no idea what to do next. When a local police department offered to put her through the police academy, her first thought was, “absolutely not.” “And here I am,” says Nestor, 12 years into her career, working in Special Victims Investigations as an Internet Crimes Against Children detective. A Calling to Serve Community Brittany Nestor, New Blue Co-Founder and President Though she’d initially joined on a whim, Nestor stuck around and endured many growing pains, tasting some of the problematic elements of police culture firsthand. As a woman, there was particular pressure to prove herself; she resisted calling for back-up on dangerous calls for fear of being regarded as weak, and tried out for and joined the SWAT team to demonstrate her mettle. "It took time to realize I didn’t need to make the most arrests or get the most drugs and guns to be a good cop. What was important was recognizing that I was uniquely positioned and given opportunities every single shift to make a difference in people’s lives—that is what I wanted to focus on." Britt Nestor Nestor found she took great pleasure in interacting with different kinds of people all day. She’s deeply fond of her community, where she is also a youth basketball coach. One of her greatest joys is being on call or working an event and hearing someone hail her from the crowd by yelling, “hey, coach!” When she landed in the Juvenile Investigations Unit, Nestor truly felt she’d found her calling. Still, what she’d witnessed in her profession and in the news weighed on her. And she’s not alone; while there is continued debate on the urgency and extent of changes needed, 89% percent of people are in favor of police reform, according to a CBS/YouGov poll. A few weeks after George Floyd’s murder in 2020, Nestor’s colleague Andy Saunders called her and told her they had to do something. It felt like the tipping point. “I knew he was right. I needed to stop wishing and hoping police would do better and start making it happen.” Andy Saunders, New Blue Co-Founder and CEO That conversation was the spark that grew into New Blue. Founded in 2020, New Blue strives to reform the U.S. Criminal Justice system by uniting reform-minded police officers and community allies. The organization focuses on incubating crowd-sourced solutions from officers themselves, encouraging those in the field to speak up about what they think could improve relations between officers and the communities they serve. “Over the years I’ve had so many ideas—often addressing problems brought to light by community members—that could have made us better. But my voice was lost. I didn’t have much support from the police force standing behind me. This is where New Blue makes the difference; it’s the network of fellows, alumni, partners, mentors, and instructors I’d needed in the past.” Nestor and Saunders had valuable pieces of the puzzle as experienced law enforcement professionals, yet they knew they needed additional tools. What are the ethical guidelines around experimenting with new policing tactics? What does success look like, and how could they measure it? The Research Lens Over 400 miles away, another spark found kindling; like Nestor, Assistant Professor of Organization & Management Andrea Dittmann’s passion for making the world a better place is palpable. Also, like Nestor, it was an avid conversation with a colleague—Kyle Dobson—that helped bring a profound interest in police reform into focus. Dittmann, whose academic career began in psychology and statistics, came to this field by way of a burgeoning interest in the need for research-informed policy. Much of her research explores the ways in which socioeconomic disparities play out in the work environment, and—more broadly—how discrepancies of power shape dynamics in organizations of all kinds. When people imagine research in the business sector, law enforcement is unlikely to crop up in their mind. Indeed, Dittmann cites the fields of criminal justice and social work as being the traditional patrons of police research, both of which are more likely to examine the police force from the top down. Andrea Dittmann Dittmann, however, is a micro-oriented researcher, which means she assesses organizations from the bottom up; she examines the small, lesser-studied everyday habits that come to represent an organization’s values. “We have a social psychology bent; we tend to focus on individual processes, or interpersonal interactions,” says Dittmann. She regards her work and that of her colleagues as a complementary perspective to help build upon the literature already available. Where Dittmann has eyes on the infantry level experience of the battleground, other researchers are observing from a bird’s eye view. Together, these angles can help complete the picture. And while the “office” of a police officer may look very different from what most of us see every day, the police force is—at the end of the day—an organization: “Like all organizations, they have a unique culture and specific goals or tasks that their employees need to engage in on a day-to-day basis to be effective at their jobs,” says Dittmann. Theory Meets Practice Kyle Dobson, Postdoctoral Researcher at The University of Texas at Austin What Dittmann and Dobson needed next was a police department willing to work with them, a feat easier said than done. Enter Britt Nestor and New Blue. "Kyle and I could instantly tell we had met people with the same goals and approach to reforming policing from within." Andrea Dittmann Dittmann was not surprised by the time it took to get permission to work with active officers. “Initially, many officers were distrustful of researchers. Often what they’re seeing in the news are researchers coming in, telling them all the problems that they have, and leaving. We had to reassure them that we weren’t going to leave them high and dry. If we find a problem, we’re going to tell you about it, and we’ll work on building a solution with you. And of course, we don’t assume that we have all the answers, which is why we emphasize developing research ideas through embedding ourselves in police organizations through ride-alongs and interviews.” After observing the same officers over years, they’re able to build rapport in ways that permit open conversations. Dittmann and Dobson now have research running in many pockets across the country, including Atlanta, Baltimore, Chicago, Washington, D.C. and parts of Texas. The Rise of Community-Oriented Policing For many police departments across the nation, there is a strong push to build closer and better relationships with the communities they serve. This often translates to police officers being encouraged to engage with citizens informally and outside the context of enforcing the law. If police spent more time chatting with people at a public park or at a café, they’d have a better chance to build rapport and foster a collective sense of community caretaking—or so the thinking goes. Such work is often assigned to a particular unit within the police force. This is the fundamental principle behind community-oriented policing: a cop is part of the community, not outside or above it. This approach is not without controversy, as many would argue that the public is better served by police officers interacting with citizens less, not more. In light of the many high-profile instances of police brutality leaving names like Breonna Taylor and George Floyd echoing in the public’s ears, their reticence to support increased police-to-citizen interaction is understandable. “Sometimes when I discuss this research, people say, ‘I just don’t think that officers should approach community members at all, because that’s how things escalate.’ Kyle and I acknowledge that’s a very important debate and has its merits.” As micro-oriented researchers, however, Dittmann and Dobson forgo advocating for or dismissing broad policy. They begin with the environment handed to them and work backward. “The present and immediate reality is that there are officers on the street, and they’re having these interactions every day. So what can we do now to make those interactions go more smoothly? What constitutes a positive interaction with a police officer, and what does it look like in the field?” Good Intentions Gone Awry To find out, they pulled data through a variety of experiments, including live interactions, video studies and online experiments, relying heavily on observation of such police-to-citizen interactions. "What we wanted to do is observe the heterogeneity of police interactions and see if there’s anything that officers are already doing that seems to be working out in the field, and if we can ‘bottle that up’ and turn that into a scalable finding." Andrea Dittmann Dittmann and her colleagues quickly discovered a significant discrepancy between some police officers’ perceived outcome of their interactions with citizens and what those citizens reported to researchers post-interaction. “An officer would come back to us and they’d say it went great. Like, ‘I did what I was supposed to do, I made that really positive connection.’ And then we’d go to the community members, and we’d hear a very different story: ‘Why the heck did that officer just come up to me, I’m just trying to have a picnic in the park with my family, did I do something wrong?’” Community members reported feeling confused, harassed, or—at the worst end of the spectrum—threatened. The vast majority—around 75% of citizens—reported being anxious from the very beginning of the interaction. It’s not hard to imagine how an officer approaching you apropos of nothing may stir anxious thoughts: have I done something wrong? Is there trouble in the area? The situation put the cognitive burden on the citizen to figure out why they were being approached. The Transformational Potential of the “Transparency Statement” And yet, they also observed officers (“super star” police officers, as Dittmann refers to them) who seemed to be especially gifted at cultivating better responses from community members. What made the difference? “They would explain themselves right from the start and say something like, ‘Hey, I’m officer so-and-so. The reason I’m out here today is because I’m part of this new community policing unit. We’re trying to get to know the community and to better understand the issues that you’re facing.’ And that was the lightbulb moment for me and Kyle: the difference here is that some of these officers are explaining themselves very clearly, making their benevolent intention for the interaction known right from the start of the conversation.” Dittmann and her colleagues have coined this phenomenon the “transparency statement.” Using a tool called the Linguistic Inquiry & Word Count software and natural language processing tools, the research team was able to analyze transcripts of the conversations and tease out subconscious cues about the civilians’ emotional state, in addition to collecting surveys from them after the encounter. Some results jumped out quickly, like the fact that those people whose conversation with an officer began with a transparency statement had significantly longer conversations with them. The team also employed ambulatory physiological sensors, or sensors worn on the wrist that measure skin conductivity and, by proxy, sympathetic nervous system arousal. From this data, a pattern quickly emerged: citizens’ skin conductance levels piqued early after a transparency statement (while this can be a sign of stress, in this context researchers determined it to reflect “active engagement” in the conversation) and then recovered to baseline levels faster than in the control group, a pattern indicative of positive social interaction. Timing, too, is of the essence: according to the study, “many patrol officers typically made transparency statements only after trust had been compromised.” Stated simply, the interest police officers showed in them was “perceived as harassment” if context wasn’t provided first. Overall, the effect was profound: citizens who were greeted with the transparency statement were “less than half as likely to report threatened emotions.” In fact, according to the study, “twice as many community members reported feeling inspired by the end of the interaction.” What’s more, they found that civilians of color and those from lower socioeconomic backgrounds —who may reasonably be expected to have a lower baseline level of trust of law enforcement—“may profit more from greater transparency.” Talk, it turns out, is not so cheap after all. Corporate Offices, Clinics, and Classrooms The implications of this research may also extend beyond the particulars of the police force. The sticky dynamics that form between power discrepancies are replicated in many environments: the classroom, between teachers and students; the office, between managers and employees; even the clinic, between medical doctors and patients. In any of these cases, a person with authority—perceived or enforceable—may try to build relationships and ask well-meaning questions that make people anxious if misunderstood. Is my boss checking in on me because she’s disappointed in my performance? Is the doctor being nice because they’re preparing me for bad news? “We believe that, with calibration to the specific dynamics of different work environments, transparency statements could have the potential to ease tense conversations across power disparities in contexts beyond policing,” says Dittmann. More Research, Action, and Optimism What could this mean for policing down the road? Imagine a future where most of the community has a positive relationship with law enforcement and there is mutual trust. "I often heard from family and friends that they’d trust the police more ‘if they were all like you.’ I can hear myself saying, ‘There are lots of police just like me!’ and I truly believe that. I believe that so many officers love people and want to serve their communities—and I believe a lot of them struggle with the same things I do. They want to see our profession do better!" Britt Nestor “When I get a new case and I meet the survivor, and they’re old enough to talk with me, I always explain to them, ‘I work for you. How cool is that?’ And I truly believe this: I work for these kids and their families.” The implications run deep; a citizen may be more likely to reach out to police officers about issues in their community before they become larger problems. An officer who is not on edge may be less likely to react with force. Dittmann is quick to acknowledge that while the results of the transparency statement are very promising, they are just one piece of a very large story with a long and loaded history. Too many communities are under supported and overpoliced; it would be denying the gravity and complexity of the issue to suggest that there is any silver bullet solution, especially one so simple. More must be done to prevent the dynamics that lead to police violence to begin with. “There’s a common narrative in the media these days that it’s too late, there’s nothing that officers can do,” says Dittmann. Yet Dittmann places value on continued research, action and optimism. When a simple act on the intervention side of affairs has such profound implications, and is not expensive or difficult to implement, one can’t help but see potential. “Our next step now is to develop training on transparency statements, potentially for entire agencies,” says Dittmann. “If all the officers in the agency are interacting with transparency statements, then we see this bottom-up approach, with strong potential to scale. If every interaction you have with an officer in your community starts out with that transparency statement, and then goes smoothly, now we’re kind of getting to a place where we can hopefully talk about better relations, more trust in the community, at a higher, more holistic, level.” While the road ahead is long and uncertain, Dittmann’s optimism is boosted by one aspect of her findings: those community members who reported feeling inspired after speaking with police officers who made their benevolent intentions clear. "That was really powerful for me and Kyle. That’s what gets me out of bed in the morning. It’s worth trying to move the needle, even just a little bit." Andrea Dittmann Looking to know more? Andrea Dittman is available to speak with media about this important research. Simply click on her icon now to arrange an interview today.
Aston University researcher develops method of making lengthy privacy notices easier to understand
It has been estimated it would take 76 days per year to fully read privacy notices New method makes notices quicker and easier to understand by converting them into machine-readable formats Team designed a JavaScript Object Notation schema which allowed them to validate, annotate, and manipulate documents. An Aston University researcher has suggested a more human-friendly way of reading websites’ long-winded privacy notices. A team led by Dr Vitor Jesus has developed a system of making them quicker and easier to understand by converting them into machine-readable formats. This technique could allow the browser to guide the user through the document with recommendations or highlights of key points. Providing privacy information is one of the key requirements of the UK General Data Protection Regulation (GDPR) and the UK Data protection Act but trawling through them can be a tedious manual process. In 2012, The Atlantic magazine estimated it would take 76 days per year to diligently read privacy notices. Privacy notices let people know what is being done with their data, how it will be kept safe if it’s shared with anyone else and what will happen to it when it’s no longer needed. However, the documents are written in non-computer, often legal language, so in the paper Feasibility of Structured, Machine-Readable Privacy Notices Dr Jesus and his team explored the feasibility of representing privacy notices in a machine-readable format. Dr Jesus said: “The notices are essential to keep the public informed and data controllers accountable, however they inherit a pragmatism that was designed for different contexts such as software licences or to meet the - perhaps not always necessary - verbose completeness of a legal contract. “And there are further challenges concerning updates to notices, another requirement by law, and these are often communicated off-band e.g., by email if a user account exists.” Between August and September 2022, the team examined the privacy notices of 50 of the UK’s most popular websites, from globally organisation such as google.com to UK sites such as john-lewis.com. They covered a number of areas such as online services, news and fashion to be representative. The researchers manually identified the notices’ apparent structure and noted commonly-themed sections, then designed a JavaScript Object Notation (JSON) schema which allowed them to validate, annotate, and manipulate documents. After identifying an overall potential structure, they revisited each notice to convert them into a format that was machine readable but didn’t compromise both legal compliance and the rights of individuals. Although there has been previous work to tackle the same problem, the Aston University team focused primarily on automating the policies rather than data collection and processing. Dr Jesus, who is based at the University’s College of Engineering and Physical Sciences said: “Our research paper offers a novel approach to the long-standing problem of the interface of humans and online privacy notices. “As literature and practice, and even art, for more than a decade have identified, privacy notices are nearly always ignored and ”accepted” with little thought, mostly because it is not practical nor user-friendly to depend on reading a long text simply to access, for example a news website. Nevertheless, privacy notices are a central element in our digital lives, often mandated by law, and with dire, often invisible, consequences.” The paper was published and won best paper at the International Conference on Behavioural and Social Computing, November 2023, now indexed at IEEE Xplore. The team are now examining if AI can be used to further speed up the process by providing recommendations to the user, based on past preferences.
Associate Professor of Voice Emily Grundstad-Hall, DMA, left, plays the piano while members of the Savannah Song Birds sing. If you asked Alyson Brinkley what her favorite day of the week was, her answer of “Monday” might surprise you. But Monday mornings are her favorite because Brinkley, a graduate student in the Communication Sciences and Disorders (CSDS) program at Georgia Southern University, teams up with fellow students and faculty to sing and harmonize while simultaneously helping Parkinson’s disease (PD) patients with therapy. Through a unique and collaborative singing group called the Savannah Songbirds, the RiteCare Center for Communications Disorders uses this group to raise awareness of PD while providing therapeutic support through the power of music. “It is the best part of my week and the best way to start my Monday morning,” Brinkley said. “It has enhanced my experience as a student by providing a unique experience I would not have received at any other school. The Savannah Songbirds is the only choir for people with Parkinson’s in the nearby area.” Founded in 2023 by Tory Candea, clinic coordinator for the RiteCare Center, the Savannah Songbirds gather weekly for rehearsals. Inspired by The Parkinson Voice Project, the group’s formation reflects Candea’s dedication to functional communication, community engagement and enriching the lives of those battling neurological diseases. The therapeutic benefits of music and vocal exercises for PD patients are profound,” Candea said. “PD often impairs communication by affecting the muscles involved in speech production. Through singing and vocal exercises, individuals engage these muscles in a demanding yet enriching manner, enhancing communication abilities and overall quality of life.” Candea partnered with Associate Professor of Voice Emily Grundstad-Hall, DMA, from the Gretsch School of Music to enhance the Savannah Songbirds choir. Grundstad-Hall directs the choir, facilitates the rehearsals, selects music and helps organize an end-of-semester concert. “This is a great collaboration between the two departments,” said Grunstad-Hall. “There has always been a positive outlook on departments and schools working together ‘across the curriculum.’ Singing is housed in the arts and speech is housed in health professions, but singing and speaking use the same instrument/anatomy to achieve a goal. It makes sense that we would work well together.” During their sessions, the Savannah Songbirds learn a repertoire of songs, including classics like “Moon River,” “Danny Boy,” “That Old Black Magic,” “Dona Nobis Pacem” and “Give Me Your Tired.” “I have enjoyed the collaboration with my colleagues and students in the CSDS department,” Grundstad-Hall said. “The singers that participate in the choir are amazing and I benefit from the community that being in a choir can bring. We are all working toward a common goal and we get to do it by singing songs. What could be better than that?!” Participants describe the experience as both enjoyable and rewarding, highlighting the therapeutic value of music in their journey with PD, Candea said. Students like Moriah Pearce, also a graduate student in the CSDS program, see the benefits of participating. “This experience working with these individuals has cemented my passion for working with individuals with Parkinson’s disease,” said Pearce, whose interest in working with PD patients developed in her undergraduate coursework at Texas Woman’s University. “It has provided me with experience outside of a therapy room in a different environment. It is rewarding to see these individuals who are motivated and happy to be part of this wonderful group.” Like Brinkely, Pearce describes the Monday meetings as her favorite way to start the week. “The most rewarding part of being in this choir is being part of a program that provides a sense of community and camaraderie for these individuals,” Pearce said. “Our weekly meetings provide these individuals an opportunity to spend time with people who may have the same or similar experiences with PD and who have a passion for music.” Seeing the motivation of participants has also been rewarding for Brinkley. “The most rewarding part of the choir is to see the members sing when they thought that their singing voices would be diminished due to Parkinson’s,” Brinkley said. “Although Parkinson’s is a progressive neurological condition, our members show up every Monday to rehearse. Some travel from South Carolina to be a part of the choir. It is so rewarding to see such strong motivation and to create a safe space for members to sing with their new voices and recognize what they are capable of.” For the clinicians and faculty involved, the collaboration represents a unique opportunity to provide evidence-based therapy creatively and engagingly. By integrating music into therapy sessions, they aim to enhance outcomes and promote community service-minded efforts. “Overall, working with the Savannah Songbirds has been immensely educational and rewarding, and one of the most enjoyable experiences of my professional career,” Candea said. “Being afforded the opportunity to provide evidence-based speech therapy services in a less traditional way has been engaging. Learning to enhance outcomes and the enjoyment of treatment through the addition of creative arts has been eye-opening. Promoting the importance of community service-minded efforts has been gratifying.” The Savannah Songbirds will host their next performance in the Fine Arts Auditorium on the Armstrong Campus on April 29 at 11 a.m. The event is free and open to the public. The partnership between the CSDS program, music department, and RiteCare Center offers a multitude of benefits for both PD patients and the broader community. Beyond therapeutic support, the collaboration fosters awareness and education about PD while showcasing the diverse programs offered by the RiteCare Center. For those seeking assistance, the RiteCare Center for Communication Disorders, located in the Armstrong Center, offers comprehensive evaluation and treatment services for individuals of all ages impacted by speech, language, cognitive, or swallowing disorders. Interested in learning more about the RiteCare Center? Contact Georgia Southern's Director of Communications Jennifer Wise at jwise@georgiasouthern.edu to arrange an interview today.
New book explores minority languages in the digital age
Heritage Languages in the Digital Age. The Case of Autochthonous Minority Languages in Western Europe offers invaluable insights for educators, activists, policymakers and researchers The book describes the challenges faced by minority languages in today's interconnected world and asks whether digital communication could potentially reverse the decline of smaller and lesser used languages A researcher from Aston University has co-edited a book that explores the intricate relationship between technology, language policy and cultural identity, presenting case studies of digital communication in smaller languages such as Breton, Gaelic, Faroese, Frisian, Lombard, Low German, and Welsh. Heritage Languages in the Digital Age asks whether digital communication can help to prevent language loss of smaller languages and offers invaluable insights for educators, activists, policymakers and researchers navigating the challenges faced by minority languages in today's interconnected world. Edited by Gertrud Reershemius, a professor of linguistics and language contact at Aston University, and Birte Arendt from Greifswald University in Germany, the book's central focus is on minority languages which are facing a declining number of speakers and a loss of communicative domains in an increasingly globalising world. As these languages contend with the dominance of majority languages, stakeholders such as teachers, language activists, planners and researchers are re-evaluating traditional media strategies, language policies and teaching methodologies to counteract language shift trends. The book also discusses how online communities influence language usage and cultural exchanges for minority speakers and advocates for adaptive language policies and innovative teaching methods to support minority languages and bilingualism while fostering linguistic pride and identity. Professor Gertrud Reershemius said: “The languages examined in this book are still spoken by a considerable number of speakers and enjoy varying forms of institutional, legal, financial and ideological support. “While the overall numbers of speakers may be declining, their significance in identity construction and cultural commodification processes is undeniably growing. “As the global discourse on language diversity and cultural preservation gains momentum, this book serves as a comprehensive resource for understanding and addressing the multifaceted challenges and opportunities facing minority language communities.” You can purchase a copy of Heritage Languages in the Digital Age here.
#Expert Q&A: NJIT’s Donghee Yvette Wohn Weighs the Pros and Cons of Kids Playing Esports
Donghee Yvette Wohn, an associate professor at New Jersey Institute of Technology and director of its Social Interaction Lab, focuses on human computer interaction, where she studies the characteristics and consequences of social interactions in online environments such as social media, live streaming, virtual worlds (metaverse) and esports. Here she explains the appeal of esports among children in particular and how their parents can assess what’s appropriate for them. How would you describe the current landscape of esports? Esports is an umbrella term that is used for competitive computer gaming that usually, but not always, happens in teams. However, similar to books or movies, the content of the games vastly differs. Some games are very violent, some are not. Some have very realistic graphics, some are very fantasy-like and playful. It is thus hard, especially as a parent, to make blanket decisions when it comes to esports, you may have to take things case by case. So, then how can parents assess what’s appropriate for their children? A quick online search into the nature of the game to see its description or even watching ten minutes of what the gameplay looks like on YouTube or Twitch — where many people upload videos of gameplay — will give parents a better idea of what the game is like without having to play it themselves. What about in terms of the other players? It may be useful to use physical sports or any other extracurricular activity as a mental reference when thinking of how to deal with certain issues. For example, soccer is a sport that is great for socializing and team building, but if one is placing a 10-year-old in a game with other adults, there would be a lot of extra things one would want to consider. Like any social activity, one would want to be mindful of who the child is playing with, how much they are playing and how they are playing. For example, are they being respectful? And what kind of language is being used during the game? What skills could esports and similar gaming help children develop? Based on research, the collaboration and communication skills required to play successfully are extremely high. Even though people do not associate computer games as being a physical skill, the dexterity and hand-eye coordination required to play well require a very high level of intellect and physical ability. Of course, not everyone plays that well, but it does indicate that esports is a little different than some games that are more “mindless” or “relaxing” in nature. What about social skills? It strengthens existing friendships and can also open up one’s world by conversing with strangers. My colleagues and I did a research study where we found a student living in a rural area where most people did not go to college who wanted to go college because he was inspired by the older college students he was playing with. Playing the game in supportive environments can be mentally and socially beneficial. What are the downsides? Like any social situation, there is always the possibility of people misbehaving. The types of harassment documented in gaming environments is so horrible, but the reality is that children are exposed to all types of horrible situations — both online and offline — and helping them navigate difficult situations can help build resilience for the future. What’s a common misconception among parents? The most important thing is to understand that whatever happens in esports is not to be dismissed as something that is “only online” or “not real.” The emotions that children experience in the virtual world are very much real. How much parental supervision is needed? Younger children’s brains have not yet developed self-constraint, so the parent should decide how much time should be spent playing games, what games are played and who they are played with. Older children — once they start understanding logic — should be encouraged to plan these things for themselves. Looking to know more? We can help. Yvette Wohn is available to discuss esports and kids with media. Simply click on her icon to arrange an interview.
Baylor Fashion Forecasting Expert: The Business and Power of Color
2023 Color of the Year Viva Magenta Every December for 20 years, the global color management company Pantone reveals its Color of the Year for the upcoming year. For 2023, Pantone has chosen a color that “vibrates with vim and vigor”: Viva Magenta. More than just a pretty color for fashion, Viva Magenta 18-1750 is the result of years of research into trends in technology, entertainment and fashion. But what does the Color of the Year mean to the average consumer? According to Baylor University fashion forecasting expert Lorynn R. Divita, Ph.D., retailers with this information can offer products that will resonate with their customers. “Color is the most important factor in whether someone is going consider a purchase,” Divita said. However, “Retailers have to get it right.” Pantone collaborated with diverse group of industry leaders such as Motorola, Lenovo, Spoonflower fabrics and Artechouse Studio to ensure they correctly identified emerging consumer tastes by making connections beyond the boundaries of fashion. “Fashion change happens because people demand novelty,” Divita said, “and retailers want to make people happy.” Using color forecasting is a low-risk way for retailers to provide that novelty. Unlike changes in skirt lengths or pant styles, color is a trend available to everyone. “You can choose how you do it. It is through a garment? Is it through an accessory? Color will translate to multiple categories. So, everybody can participate in a way that feels comfortable to them,” Divita said. Color Forecasting is typically a reliable way to predict trends, but it isn’t always sure thing. Consumers won’t purchase something they fundamentally don’t like. To be successful, color forecasters must be mindful of that. Divita points to the words of cultural reporter and author Virginia Postrel on the two criteria needed for a trend to takeoff: “Do I like that?” and “Am I like that?” If the answer to both questions is yes, the trend is more likely take off. If not, retailers will be stuck with warehouses full of unsold merchandise. Pantone began in 1963 as a color matching standard for the printing industry offering uniformity of color throughout the design and manufacturing process. The numbers behind each color are a recipe for creating an exact match. According to the Pantone website, “Pantone’s color language supports all color conscious industries; textiles, apparel, beauty, interiors, architectural and industrial design, encompassing over 10,000 color standards across multiple materials including printing, textiles, plastics, pigments, and coatings.” Using this industry knowledge, the company branched out into color forecasting in 1999 with its first color of the year, Cerulean. Today, the Pantone Color of the Year is an eagerly anticipated announcement for the fashion forward. Only time will tell if Viva Magenta will be embraced or become footnote in pop culture history. Until then, be on the lookout at your favorite stores for the next big thing. If you are looking for the correct Pantone Baylor colors, they are Baylor Green 3435 and University Gold 1235.
Sept. 25 is National Daughters Day, celebrating adult daughters often overlooked for their role in relationship with parents National Daughters Day is Sept. 25, an oft-overlooked holiday that has been around since 1932. But much like the holiday, adult daughters are often unnoticed for the important role they play in the lives of their parents. Allison M. Alford, Ph.D., clinical associate professor of business communication at Baylor University and co-host of the weekly podcast, “Hello Mother, Hello Daughter,” researches adult daughters and their “invisible labor” in maintaining the unity of a family. Adult daughters find themselves providing support, nurturing and much more in a socially and communicatively constructed, shaped and molded role that includes navigating, responding to and negotiating cultural and familial discourses. These behaviors occur throughout a daughter’s life and represent significant resources funneled toward her parents to maintain and nurture a relationship. Alford’s research on “daughtering” – the active way that daughters relate to and care for parents – is how she describes the work and effort that daughters provide their parents. “It’s that purposeful work that helps relationships flourish but often goes uncredited as work, even by daughters themselves, in part because the efforts are wrapped in misleading language and society hasn’t adopted a lexicon specifically for daughtering,” said Alford, who edited the book, “Constructing Motherhood and Daughterhood Across the Lifespan,” with research partner Michelle Miller-Day, Ph.D., of Chapman University in Orange County, California. Daughtering involves such “invisible labor” as planning and organizing family events, resolving conflicts, acting as a buffer with other family members, preparing for the future and more—with the intent of supporting important family relationships, Alford said. With dashes of “mental load” and “adulting,” thrown in the mix, adult children are engaging in effortful and intense relationship-building, from which they usually benefit in the form of familial support and love. Embracing National Daughters Day In recent years, social media has embraced National Daughters Day with parents posting loving tributes and sharing stories about their daughters, recognition that Alford encourages. “Adult daughters put a lot of effort into their families and recognizing their hard work with praise and affirmation shows that what they do matters. Every daughter would love to hear compliments on her daughtering,” Alford said, recommending that parents take time on Sept. 25 to acknowledge and thank their adult daughters for the care and time they give to the family. A few simple ways parents can acknowledge adult daughters: Call your daughter on the phone and tell her how much her efforts have meant to you, Create a social media tribute and share a picture of yourselves together over the years, Order takeout delivered to her house for dinner, or Call the grandkids and tell them a sweet story about their mom. Also on Sept. 25, Alford and Miller-Day will launch Season 2 of their weekly podcast, “Hello Mother, Hello Daughter,” which continues to explore what it means to be an adult daughter and how daughtering and mothering work together to create a harmonious family. This season, the hosts interview experts on adult mother-daughter relationship topics and share helpful resources that can enable positive family interactions. The podcast will be available everywhere you listen to podcasts. “Hello Mother, Hello Daughter” also is on social media on Instagram and Facebook.
CorpusCast with Dr Robbie Love: Professor Laurence Anthony on AntConc
CorpusCast is the podcast about corpus linguistics and what it can do for society. Join Dr Robbie Love as he speaks with top researchers in the field to find out more about how corpus linguistics – the study of linguistic patterns in large samples of language – is applied to a diverse range of areas including health, social justice and education. To mark the 25th episode and second anniversary in 2024, this episode reflects on the incredible two-year journey, expressing gratitude to exceptional guests and listeners spanning over 30 countries. In this milestone episode, the spotlight is on Professor Lawrence Anthony, the brilliant mind behind AntConc, a widely used and freely available corpus tool. Listeners are invited to join a profound exploration into AntConc's story, development, and its impact on corpus linguistics. Professor Lawrence Anthony, based at Waseda University in Japan, directs the Center for English Language Education in Science and Engineering. With over two decades of expertise in educational technology, natural language processing, and genre analysis, he has been a pioneer in developing educational software for corpus linguistics enthusiasts. Listeners can anticipate a captivating conversation as CorpusCast delves into the world of AntConc, gaining insights into its significance in the field. The third season kicks off with Professor Lawrence Anthony, promising a knowledge-packed episode. A heartfelt thank you goes out to all CorpusCast listeners for their continuous support. Here's to more discoveries, learning, and growth in 2024! Happy New Year, and welcome to another exciting episode of CorpusCast! Dr Robbie Love ? https://bit.ly/3Zcgo36 Professor Laurence Anthony ? https://www.laurenceanthony.net/ Aston Centre for Applied Linguistics ? https://bit.ly/3QKHcSF School of Social Sciences and Humanities ? https://bit.ly/3JCRAd1 Find out more about courses related to this show ? https://bit.ly/3pR705k #corpuslinguistics #BusinessCommunication #AstonUniversity #RobbieLove #MatteoFuoli #SocietalImpact #corpuslinguistics #AntConc #PodcastAnniversary #EducationTechnology
