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Tokyo International Conference on African Development

Aston University co-hosted parts of the eighth Tokyo International Conference on African Development (TICAD8). There was a total of six talks hosted by the University, five of which are available to catch up on below. TICAD8 is the eighth event of TICAD, having been initiated by Japan in 1932. The conference brings together international organisations and business representatives from African countries and Japan to promote the digitalisation of African nations to keep pace with other leading economies. Cyber security and data privacy were two of the main topics up for discussion as well as central bank digital currencies (CBDC). CBDC is a government-issued fiat currency, that is, a currency not backed by a commodity such as gold. The use of an ideal CBDC will eliminate over 100,000 armoured cars carrying cash for ATM machines all over the world, reducing CO² emissions. Experts say transitioning to fiat currency requires the highest level of cyber security. The digitalisation of the healthcare sector in Africa Professor Georg Holländer of Oxford University speaks with Aston University visiting professor - and GVE founder - Koji Fusa. The discussion focuses on the benefits of an electronic health record for both an individual and the health care provider but will also relate these benefits to issues of public health and research. The technical challenges of providing the conventional infrastructure to establish health care records will be touched on with a focus placed on data security. Reasons will be pointed out that impede the uptake of electronic health records, especially in low and middle income countries, and possible solutions are presented to overcome this problem. CBDC and private sector digital currency will facilitate the digitalisation of nations of African countries CBDC will require the highest security and privacy protection. Professor Koji Fusa, Cyber Security Innovation Centre, Aston University, CEO of GVE Ltd discusses the benefits of a comprehensive digitalisation of fiat currency. This will become a powerful digital infrastructure which could expand into other areas like healthcare. The cyber security issue pointed by the US NIST in 2016 could be solved by having a different set of systems which could reduce the risks being presented by international hacking groups having quantum computers in the future. The World Bank's support for digitalisation of Africa Takashi Miyahara, the Executive Director of the World Bank Group, presents this talk in his personal capacity. Mr. Miyahara introduces the World Bank’s contribution to date, and Japan’s collaboration with the Bank, for digital development of Africa. Mr. Miyahara worked for the Ministry of Finance of Japan since 1986 before he took the current position in January 2021. Vaccine and climate transition in Africa René Karsenti, senior adviser and honorary president of the International Capital Market Association (ICMA), former board chair of the International Finance Facility for Immunisation (IFFIm), honorary director general of the European Investment Bank (EIB) and member of the Global Advisory Board of GVE Ltd, talks to Aston University's Koji Fusa about vaccine and climate transition in Africa: two major challenges, lessons from innovative ESG financing and future endeavours. Health and vaccine finance, climate transition and sustainable finance have sparked a revolution in thinking about innovative solutions leading to implementing successfully new humanitarian finance such as IFFIm, financing GAVI, the Vaccine Alliance, as well as other new ESG investments to achieve a positive impact. He says: "Needs remain huge in Africa. "We are now at a decisive moment in such ESG investments. We have evolved in a few years from a situation where investors knew - and cared - little about what their investments were supporting, to one where purpose matters more than ever. "But only by recognizing the urgency for action particularly in Africa and the power of ESG investment, collaboration, technology and innovation would get us there." Cyber security, financial integrity and developments Professor George Feiger is the executive dean of the College of Business and Social Sciences at Aston University. He suggests truly secure data transfer has the capability to transform more than medicine and finance in the efficiency sense and also holds out the promise of helping to clean up the even more consequential problem of looting of the state.

Aston University welcomes new Vice-Chancellor and Chief Executive

• Professor Aleks Subic has taken up the role of Vice-Chancellor and Chief Executive, joining Aston University from RMIT in Australia • Professor Subic is a recognised global leader in technology and innovation. Aston University has welcomed Professor Aleks Subic as its new Vice-Chancellor and Chief Executive. He has joined Aston University from RMIT in Australia where he was Deputy Vice-Chancellor of the College of Science, Engineering and Health and Vice President for Digital Innovation. Prior to that, he was Deputy Vice-Chancellor (Research and Enterprise) at Swinburne University of Technology. Professor Subic is a recognised global leader in technology and innovation in higher education, leading on Industry 4.0 strategy and digital transformations across the university sector and with industry and governments both in Australia and internationally. He has received a number of prestigious awards for his work, including the Australian Business Innovation Award and the Victorian Manufacturing Hall of Fame Award. He is a passionate and lifelong advocate for multiculturalism, equality, diversity and inclusion, leading through clear actions and strategic initiatives at enterprise level. These include creating and appointing the first Dean of STEMM Diversity & Inclusion in Australia, establishing Women in STEMM Fellowships and mentoring scheme, Indigenous Research Fellowships, scholarships and internships programs, and creating an innovation precinct with start-up accelerators and industry incubators focused on founders from diverse backgrounds and access. On joining Aston University, Professor Subic said: “I am arriving at a pivotal time in the University’s history, to build on the strong foundations established by its leaders and staff, past and present, and to develop and lead our new bold strategy. Our next stage of development will be ambitious, aiming to achieve our full potential within a rapidly changing world. “I can see huge potential for creating a globally relevant university, a leader in science, technology and enterprise – by transcending academic disciplines, applying the knowledge we create and driving innovation, to improve the lives and livelihoods of those with whom we work. “Building on our collective expertise, experience and professional networks, I look forward to supporting our students, industries and communities in Birmingham and the West Midlands region, as well as our strategic partners nationally and internationally.” Professor Subic is married to Tatjana, and they have three children: Sandra, Katarina and Stefan.

What does Joe Biden's forgiveness of student loans mean for debt relief?

President Joe Biden has made progress on a campaign promise to provide relief for those burdened with student debt. This plan offers targeted debt relief as part of a comprehensive effort to address the burden of growing college costs and make the student loan system more manageable for working families. The President is announcing that the Department of Education will: Provide targeted debt relief to address the financial harms of the pandemic, fulfilling the President’s campaign commitment. The Department of Education will provide up to $20,000 in debt cancellation to Pell Grant recipients with loans held by the Department of Education, and up to $10,000 in debt cancellation to non-Pell Grant recipients. Borrowers are eligible for this relief if their individual income is less than $125,000 ($250,000 for married couples). No high-income individual or high-income household – in the top 5% of incomes – will benefit from this action. To ensure a smooth transition to repayment and prevent unnecessary defaults, the pause on federal student loan repayment will be extended one final time through December 31, 2022. Borrowers should expect to resume payment in January 2023. -- White House Fact Sheet, Aug. 25 The announcement made big waves politically and news coverage is still heavy with reactions to the plan and just who it will benefit. “For some students, they will be completely debt-free afterward," said Wendy Habegger, a lecturer of finance in the James M. Hull College of Business at Augusta University. "The majority are still not going to be debt-free but instead of you having to pay an extra year, it might cut your pay time down. What this is going to do is give you money to start doing some of the other things that you have put off. You can now focus on building up an emergency fund, building up a savings account. You can put it toward your retirement.” The announcement also includes extending the student loan pause a final time through Dec. 31, 2022. “One of the good things about this debt reduction and debt forgiveness is that the Biden administration is making some very firm attempts to go in and fix some of the payment programs that are broke. So when individuals have to start paying in January, they will be able to pay a reduced amount,” said Habegger. “What’s not going to stop is the accrual of future debt. So we really need to look at the underlying problem and the costs of higher education and see if we can bring that down.” This topic will require ongoing coverage, so if you’re a reporter looking to know more, then let us help. Wendy Habegger is a respected finance expert available to offer advice on making the right money moves during volatile times. To arrange an interview, simply click on her icon now.

Aston University and Partnership Medical shortlisted for knowledge transfer partnership award

Aston University and Partnership Medical (PML) have been shortlisted for an award at the KTP Awards 2022. The partnership has been shortlisted in the category of Best Knowledge Transfer Partnership for its work on a revolutionary automated cleaning system which uses synthetic chemistry to sterilise endoscopes, reducing risks of contamination to patients and lowering rates of mortality. A knowledge transfer partnership (KTP) is a three-way collaboration between a business, an academic partner and a highly qualified researcher , known as a KTP associate. The UK-wide programme helps businesses to improve their competitiveness and productivity through the better use of knowledge, technology and skills. Aston University is the leading KTP provider within the Midlands. The KTP Awards recognise the people and partnerships behind the UK’s most inspiring and successful KTP projects. At present there are more than 800 inspiring collaborations happening across the country. Endoscopes are long, thin tubes with a light and camera at one end. Due to the sensitivity of the materials and electronics they cannot be sterilised, opening up high potential for cross infection. Through their automated cleaning system, Aston University and PML achieved industry-leading levels of disinfection, reducing risks of contamination to patients and lowering rates of mortality. The automated prototype and new cleaning materials developed in the KTP produced astonishing results in clinical trials, with a simple five-minute treatment offering deep cleaning levels 1,000 times better than anticipated, providing hygiene levels far superior to those currently possible using conventional manual procedures Mark Smith, executive director of business and regional engagement at Aston University, said: "It’s truly wonderful that Aston University has been formally recognised as a sector leader for knowledge transfer programmes, reflecting the scale and quality of our work with business. Making the shortlist is a recognition of our continued growth and sustained achievements in the knowledge exchange area. “The Aston University and Partnership Medical project has resulted in a far more effective medical cleaning system that ensures that endoscopes are truly sterile, which will ultimately save lives. This is just one example of the University’s real-world support for businesses and their customers. “It is an honour to be considered for best KTP at such a prestigious event, especially when knowledge exchange activity is at a high, with over 800 collaborations happening across the UK.” Partnership Medical Ltd (PML), based in Stoke-on-Trent, are specialists in supplying cleaning equipment and consumables for flexible endoscopes with over 20 years of distributor experience. The company aims to become a leading manufacturer/provider for endoscopic departments in clinics and hospitals worldwide. The Aston University team who worked on the KTP included Dr Andy Sutherland, reader in organic chemistry and member of the Aston Institute of Materials Research, Dr Tony Worthington, associate professor in clinical microbiology and infectious diseases and member of the Biosciences Research Group together with KTP associate, Dr Thien Duong, an expert in synthetic chemistry. The awards ceremony will take place on Wednesday 12 October in Liverpool and will be streamed online for those unable to attend in person.

Driving the Ambitious $30M Plan for an Autonomous Vehicle Test Track and Research Center

Innovation and the automobile industry are on the move at UConn -- after four years of planning, coordinating, and developing, a major project is moving closer to reality in Connecticut: UConn’s Board of Trustees recently approved an option agreement to sell 105 acres in the southwest portion of the school’s Mansfield Depot Campus to a private company — Promesa Capital LLC — headed by Cortese, who would lead a group of investors in developing the site as the region’s first-ever connected and autonomous vehicle test track and research facility. Such a facility, Jackson and Cortese said, would be a boon for the university and region, helping make UConn a leader in autonomous vehicle research, technology and safety. “My goal is to raise the stature of UConn to a school where world-class research takes place on this technology, and students come to UConn specifically to work with leading faculty on projects that will change the way we travel,” Jackson said. “UConn will be transformational in terms of research and will provide a world-class facility to open opportunities we’ve never had before for the future of transportation.”  August 15 - Hartford Business Journal The endeavor has the potential for lasting positive impact in areas including innovation, research, investment, and the economy, and Eric Jackson -- director of the Connecticut Transportation Safety Research Center at UConn -- is at the forefront of this exciting development.  If you are a journalist looking to know more, let us help. Simply click on Jackson’s icon to arrange an interview today.

Aston University and ADInstruments join forces to bring game-changing animal telemetry system to market

Aston University and ADInstruments Ltd (ADI) enter 24-month knowledge transfer partnership to develop ground-breaking animal telemetry system World-leading expertise in neuroscience to help bring game-changing system to market Outcomes of KTP will feed directly into the product hardware and software development, ensuring technological advantage for ADI. Aston University has teamed up with research software experts ADInstruments Ltd (ADI) through a knowledge transfer partnership to develop a revolutionary dual-function wireless telemetry system for neuroscience research that is set to transform how implanted biosensors are used for data generation in animals. Telemetry is the automatic recording and transmission of data from remote or inaccessible sources to an IT system in a different location for monitoring and analysis. ADI has an established reputation for developing, supplying and supporting its customers in specific areas of life science research, particularly in cardiovascular science. The company has recently acquired Kaha Sciences, which has developed ground-breaking telemetry technology that can be used to measure neuroscience-relevant signals in free-moving animals for research. The company is looking to use the KTP to harness the world-leading expertise of Aston University to build their reputation in neuroscience. Mark de Reus, head of support at ADInstruments, said: “The evidence-base of research papers, training and support materials from Aston University will be invaluable in improving the product design, identifying development opportunities and embedding a culture of neuroscience within the company.” A knowledge transfer partnership (KTP) is a three-way collaboration between a business, an academic partner and a highly qualified graduate, known as a KTP associate. The UK-wide programme helps businesses to improve their competitiveness and productivity through the better use of knowledge, technology and skills. Aston University is the leading KTP provider within the Midlands. The Aston University team features Professor Gavin Woodhall and Dr Stuart Greenhill from its Pharmacy School’s Pharmacology and Translational Neuroscience Research Group. Professor Woodhall is co-director of the Institute of Health and Neurodevelopment (IHN) and a neuroscientist who studies epilepsy and schizophrenia in rodent models of disease. Dr Stuart Greenhill is a member of IHN and senior lecturer in neuroscience, with a longstanding track record in developing and deploying novel and difficult mechanisms of recording from brain tissue both in vivo and in vitro. Dr Stuart Greenhill said: “It is a privilege to be involved in the development of this important technology, which will be invaluable to thousands of research groups across the globe, and we are delighted to be able to help the product team realise the potential of this device.”

Building Your Own Expert Network - How Expert Personas Help you Organize & Develop Your Talent Pool

As business continues to evolve at an unprecedented rate, companies need new ideas and strategies that help them rapidly transform to keep pace and grow. This explains the massive popularity that expert networks are having as companies look to connect with subject-matter experts with specialized sector and functional expertise who can accelerate their transformation efforts. Expert networks now represent a multi-billion dollar industry, helping companies in a variety of ways. From helping build primary research to assessing new market or acquisition opportunities to conducting due diligence for new technology purchases or competitive benchmarking, expert networks provide a valuable service. While many companies are increasing their use of traditional expert networks, there is also a trend toward organizing and developing internal talent by implementing a "knowledge management platform" or "employee skills marketplace." These can also be extended to engage broader audiences when experts are listed publicly as part of an Expert Center, Media Room, or Speakers Bureau. Depending on the scope and market visibility organizations wish to commit to in sharing their expertise, such programs can yield the following benefits: Improved access to shared knowledge throughout the organization Faster innovation through an improved discovery of key experts available for project opportunities Higher amount of cross-functional engagement between departments A more collaborative relationship with employees through better knowledge engagement and skills development Less reliance on outside consultants and traditional expert networks Improved brand reputation by engaging experts in thought leadership activities Increased media coverage and speaking engagements Improved business development opportunities by engaging experts earlier in the sales process Improved connection with the local community Additional ways to foster Diversity, Equity, and Inclusion throughout the organization What is an expert network? An expert network is a service that matches clients with experts who are willing to share their knowledge and advice via short conversations. These are usually in the form one hour long expert interviews conducted with the client. Expert networks such as GLG, AlphaSights, Guidepoint Global, Third Bridge, and Coleman Research help match the client's interest to specific experts in their private database of experts on call. They also look after logistics such as scheduling the expert interviews and have detailed processes for qualifying experts to ensure compliance with the exchange of information. And they handle time tracking and billing of interviews which are typically charged based on an hourly rate. They also handle the payment of fees to the experts following the interview. Building your own knowledge platform There is a growing trend towards organizing their expertise given the profound challenges organizations are facing. And these challenges didn’t just start when the pandemic hit. In a recent Deloitte survey, 63% of executives reported that work in their organizations is currently being performed in teams or projects outside of people’s core job descriptions, 81% say work is increasingly performed across functional boundaries, and 36% say work is increasingly being performed by workers outside of the organization who don’t have defined jobs in the organization at all. Yet fewer than half (42%) of respondents say their organization’s job descriptions do an “excellent job” of specifying the work that needs to be done in their positions. As work becomes far more fluid, packaging skills into rigid job descriptions leads to a lot of untapped human capital in organizations. It’s an issue that hasn’t gone unnoticed by leadership. Research shows that only 18% of executives strongly agree that their workforce is using their skills and capabilities to their fullest potential. 85% of HR and business executives say organizations should create more agile ways of organizing work to improve speed and swiftly adapt to market changes. These issues underscore the need to better organize and develop internal talent by implementing a "knowledge management platform" or "employee skills marketplace." This is for a variety of reasons. With vast amounts of acquired knowledge pooled across various departments and teams, it can be difficult for other employees to access this knowledge when it is outside their area of expertise - as the old saying goes, “people don't know what they don't know.” Organizing your expertise for external audiences also can provide huge benefits for building reputation, relationships, and revenues. How to position your experts as industry thought leaders More and more organizations are looking at employees who can advance their innovation efforts internally, often as part of a cross-functional team or special project. And there are also important revenue-generating activities, such as sharing research and perspectives through content generation (blogging, webinars, podcasting) or speaking (at internal events, industry conferences, or as an expert source for media interviews). Determining how to best identify and put experts to work isn't a simple process. That's because to do this right requires a more disciplined approach to assessing and developing the talent across your organization. One that goes beyond linear career paths and traditional job titles we assign to employees. It also requires a more progressive approach to diversity and experience. One that is not simply correlated to seniority or authority in an organization. Given the current state of the talent market, most organizations are also recognizing the importance of managing their talent, listening more to employees, and helping them achieve their goals - both professional and personal. And that extends to how best to tap into their skills that can benefit the organization both internally and externally. That's why we developed a talent framework that helps identify opportunities where subject-matter experts can best contribute as well as potential options for professional development. To make this process more intuitive, we have developed a model that outlines 4 "expert personas" that detail the various characteristics related to experts in an organization along with a potential development path. Level 1: Experts in the "Practitioner" persona group can offer their organizations a wide range of skills. Our research and in-field experience with companies focused on innovation reveals that organizations can realize significant gains by tapping into this broad pool of talent. To better engage practitioners, we have helped universities better engage their Ph.D. candidates who are approaching graduation to conduct research and writing content that promotes their work and institutional brand to prospective students or donors. This also extends to corporate innovation. A recent example of this was our collaboration with a Fortune 500 company in the CPG sector, where we completed the build of an internal expert network. One of the key challenges this organization faced was the inability to quickly engage with “practitioners” - subject-matter experts across the organization who could help with specific R&D and innovation projects. While this organization had legacy HR and intranet communication platforms, they had experienced a number of challenges engaging their researchers. To make things worse the pandemic forced many to work from home, creating the need for more opportunities to engage online. They needed the ability to conduct simple searches to find other researchers relevant to their work who could help them with projects. Our research/writing team started the process by taking an inventory of experts and then developed profiles for each researcher in collaboration with the company’s research/innovation team using the ExperFile SaaS software platform. With the unique data structure used to categorize this broader set of biographical information, we then enabled advanced search capabilities to build a private, SOC2 (security) compliant expert network which was easily integrated into their existing talent platforms. With thousands of researchers across the globe, they now have the ability to quickly search for experts on areas such as skills, topics, work experience, research publications, company/industry experience and IP/patents. It’s important to note that activating all this hidden expertise not only lays the groundwork for faster innovation. It also can reduce the fees associated with outside expert networks and consultants, maintains tighter internal control of proprietary research information and forges stronger collaborations between experts across the globe. Level 2: The "Ambassador" category represents experts with a more developed set of skills and a reputation both inside their organization and within their community of practice. Working with them to generate more exposure through internal speaking engagements and within their local community is a great way to create market visibility. For example, we have worked with a number of professional services firms to make experts at this level more visible in their local markets. Building reputation and generating new client opportunities with thought leadership activities such as blogging, webinars and speaking at local business events or on podcasts is a proven way to tap into this talent. These activities have allowed organizations we have worked with to bring in new clients and increase revenues across various practice areas. Ambassadors are also perfect for involvement in on-campus recruitment events where competition for talent is high. Particularly in fields such as engineering, law and accounting. One way to make these experts more approachable to a wider audience is by creating a speaker’s bureau. Remember that not all your experts will be comfortable speaking to the media, however, they can still meaningfully contribute as a keynote speaker or panelist at an event. Organizing your experts on key topics enables local event and conference organizers to find you more easily in Google search results and on your website. In addition to getting your experts on the podium, it’s a proven way to get your expert's guest appearances on webinars and podcasts. Given the growing importance of these channels, we recently formed partnerships with the leading marketplaces for webinars and podcasts - BrightTalk and Podchaser to help our clients promote their experts for speaking opportunities. Level 3: Experts in the "Authority" category have developed a strong reputation as an expert in their field, often speaking at academic or industry conferences. At this level, they have also developed a degree of proficiency in speaking as an expert source with the local or national media. They can be found speaking as a guest on podcasts to share their knowledge and are often active on social media. In higher education, these people are critical to helping media relations and other departments generate media coverage that is essential to building a reputation. We have worked with many organizations that effectively engage their Authorities by staying connected to their research and publications and collaboratively creating regular content with them to reach a broader audience. You will find regular opportunities to boost coverage with local and national media by utilizing this group of experts. We work with media teams to conduct Google Search (SEO) analysis to identify what topics their target audiences are searching for. This allows them to more strategically focus on key experts to promote. They are also focused on delivering more engaging content formats such as video interviews and Q&A to boost Google PageRank and audience engagement across their website. And they are working collaboratively with their faculty to post media advisories and a regular stream of content that contributes to higher rates of discovery by journalists looking for expert sources. Level 4: Experts in the "Evangelist" category are those go-to experts that you often see in the media as key spokespeople representing a certain topic. They are seen as notable authorities with deep domain expertise within their community of practice which has often been earned through heavy research and publications. Chances are they have also authored books that provide a path to speaking engagements at conferences and media interviews. These are also the people who have developed a regular audience through blogging or by hosting a podcast and have a well-established social media following. Ultimately, what separates this group from the others is the significantly broader market profile they have earned as a thought leader. These individuals have an intuitive sense of how to communicate complex topics in a relatable way that both educates and engages. That makes them particularly valuable to the organizations whose brands they represent. Given the degree of qualifications required to operate at this level, it’s to be expected that you will find far fewer “evangelist” category experts in any organization. Many are naturally found within the ranks of the executive team. These are the people who are comfortable in interviews, and most have extensive public speaking experience appearing on a large stage and on radio and television. At this level, organizations need to be far more strategic about how they utilize this talent pool to build a reputation and reach a wider audience. We have seen first-hand how strategic thought leadership programs can build a platform for these experts that can pay huge dividends. One healthcare system we have worked with recently forged a relationship with ABC News to feature one of their medical experts (a medical doctor) on a weekly segment related to important Covid-related health topics. Given the frequent appearances this expert has made on television, this was an earned media home run and a great way for this healthcare system to build visibility and trust within the community by providing accurate medical information. Their commitment to making their medical experts more discoverable and approachable online has also helped them promote their strengths in areas such as cardiology, neonatal, cancer, and genetic research. And the results are impressive. Over the past year, they have doubled their national media coverage and are currently outperforming much larger healthcare systems in their area. How to organize your experts Personas by their very nature are designed to provide a more standardized approach for planning using "clusters" of talent that are grouped against common characteristics. However, we're very aware that they cannot possibly capture all the nuances you will find within your organization when it comes to talent. But our experience helping leading organizations in knowledge-based industries to better manage thousands of experts shows that having a more methodical approach pays off. It optimizes the internal/external contributions and the development paths of experts to create win-win opportunities. but it also helps forge a stronger connection with employees who feel their organization is taking the development of their professional skills more seriously and more actively creating avenues for them to engage and contribute. With an understanding of these personas, we can then focus on another important consideration - where can we best engage our experts to more effectively tap into their skills inside and outside the organization? To help answer that question, we developed a "Talent Assessment Grid" (TAG) that helps you identify key areas where each of these personas can contribute. As a planning tool, it's meant to provide a more organized approach that helps you assess your bench strength and create a more tangible system for measuring progress over time in areas such as skills development or contributions to cross-functional innovation projects or outside industry consulting. Playing to the individual strengths these experts have while moving them out of their comfort zone to develop additional skills also yields additional marketing benefits. Contributing content; speaking at conferences or community events or to the media are proven ways to build market visibility, establish trust and generate revenues - and experts play a vital role in this process. A thriving network where knowledge is easily discoverable inside an organization and strategically shared outside in the community and beyond can make a huge difference in boosting innovation and culture. When properly promoted, these experts will also help you grow your reputation, relationships, and revenues. Although this process requires commitment, it positions you to be more agile and outperform your competition by ensuring you are optimizing every employee’s true potential and making them more discoverable both inside and outside the organization. How are you putting your expert talent to work? Do you have a process you use today for identifying and engaging your experts? We would like to hear from you. For more insights on how you can organize your experts online to support your internal knowledge management or promote them to a wider audience, visit us at https://expertfile.com/resources to learn more.

Women in STEM Careers Face Bias

Women are excluded from promotions when firms look at potential, rather than proof, says Dr. Nishtha Langer, an associate professor in the Lally School of Management at Rensselaer Polytechnic Institute. Promotions are an accepted way for firms to attract and retain talent. In an ideal world, promotion for employees would be purely merit-oriented, and thus, performance – or potential for performance – would be a firm’s most important criteria for career advancement. But, according to Dr. Langer, we don’t live in this idyllic world – we live in a world where women are evaluated differently than men, and often endure biases in the work environment that men don’t face. Dr. Langer believes that several factors contribute to such deleterious workplace practices. Promotions rely less on absolute merit and more on relative merit. Thus, prejudiced ideas of potential capabilities, for instance, those relying on gender-role orientation – or the ability of a woman to do what may be perceived to be a masculine task – may prevent senior managers responsible for promotions from realizing the potential of their female colleagues. Women in STEM or technology often suffer from this bias. This prejudice may further bias how women are evaluated. Especially in those jobs where women are a minority, the in-group versus out-group biases would affect the visibility of women vis-à-vis men for promotions. Another factor that may inhibit women from being promoted on the basis of potential – or even indeed with proof – is what researchers term the compensatory stereotype. If men succeed, it is because of their abilities; if women succeed, it is because of factors other than their abilities. Unfortunately, the potential or abilities of women are misattributed to luck or team factors, inhibiting them from the starting line. Finally, promotions are a way for firms to ensure valuable talent does not leave. In that sense, managers may be less sensitive to women’s outside prospects and may thus ignore their potential and choose to not promote them. They do so at their peril and fail to take advantage of the multitude of abilities women bring to the table. Dr. Langer, an authority in the field of business and the societal value of IT and IT human capital, has long focused her research on women in technology careers. She is available to speak to this and other concerns about equality in the workplace.

Politics, policy and public safety: Experts explain why a popular Atlanta festival was canceled

A sad tune is being hummed in Atlanta, where it was announced the popular annual Music Midtown festival is not happening, possibly in part due to the state’s laws surrounding guns in public parks. The event's cancellation, which brought tens of thousands of music lovers to the city -- along with the tourism dollars they spend -- has caused disappointment and drawn local and national media coverage. Calling it a “sad day” for the city, Atlanta City Council President Doug Shipman wrote on Twitter that: “Public policy has real impacts and, in this case, economic and social implications on a great tradition.” And state Democrats chastised Republicans for adopting a raft of pro-gun legislation, including a 2022 law that allows Georgians to carry concealed handguns without first getting a license from the state. The governor, who is seeking a second term, did not immediately comment on the festival’s decision. But state Rep. Rick Jasperse, a Jasper Republican who sponsored the 2014 law, said the measure is designed with public safety in mind. He said those intent on “causing chaos and crime in Georgia” won’t care if the festival bans firearms and would try to bring them in regardless. “Good Georgians who can qualify for a permit and carry a weapon do so to protect themselves from that element in our society,” he said.  -- The Atlanta Journal Constitution, Aug. 1, 2022 Organizers of events like Music Midtown could look at Georgia’s gun laws and regulation of firearms as a potential legal liability. If there is a firearms incident, organizers may fear being held legally accountable and sued for any potential damages. The companies and their risk management advisors might think twice about holding large events in Georgia. Augusta University's Dr. William Hatcher, an expert when it comes to public administration and social, economic and political institutions in local communities, agrees that event organizers might be rethinking their plans in the state. "Yes. I think so. These types of laws have an impact on the economy and the business decisions of firms. We may see future effects on the economic behavior of individuals and firms." This topic could have further economic impact beyond canceled events, including affecting property values and home prices. If you're a journalist looking to know more, then let us help with your stories. Dr. William Hatcher is a professor of political science and chair of Augusta University’s Department of Social Sciences. He is an expert in the areas of public administration and social, economic and political institutions. Hatcher is available to speak with media regarding this topic. To arrange an interview today, simply click on his icon now.

Podcast: The nine behavioural habits needed to become a trusted executive

Executive trust model designed by business author who researched Doctorate at Aston Business School Nine behaviours sit under the three pillars of trust: ability, integrity and benevolence Company bosses urged to follow example of former Unilever chief executive Successful business leaders need to rely on the power of trust, rather than just trusting in power. And helping them to make that step-change is a self-confessed “trust geek” who carried out his research at Aston Business School before setting up a not-for-profit organisation to help bosses become “trusted executives”. Dr John Blakey has published a book called The Trusted Executive: Nine Leadership Habits that Inspire Results, Relationships and Reputation, which was based on his Doctorate in Business Administration (DBA). He has since founded the Trusted Executive Foundation, based in Solihull but with clients all over the UK and overseas. He spoke about his experiences in the latest episode of the ‘Aston means business' podcast series, presented by journalist Steve Dyson. Dr Blakey said: “The global financial crisis of 2008-09 was clearly a sign that we were losing trust in business life, and that’s what sparked me to enrol on the DBA at Aston University. I wanted to go back into the classroom and do the research to get to grips with this word ‘trust’, and to help other leaders who are looking to build high-trust cultures.” He said it was important for businesses to know where their leaders stand, and “whether you stand for power or trust as the currency of your leadership”. He explained that every leader therefore needs to ask themselves a very important question: “Are they leaders who trust in power or leaders who rely on the power of trust?” Dr Blakey, who first began his own business in executive coaching with Olympic medal-winning rower Bill Barry over 20 years ago, admitted to being a “bit of a trust geek”. While existing research had discovered the three pillars of trust, namely ability, integrity and benevolence, he set out to build on that to find out the “behavioural habits” under each one. He added: “Each habit is important in terms of building and inspiring trustworthiness, whether in a leader, in a team, or in a brand.” Dr Blakey said the habits under the pillar of ability are deliver, coach, and be consistent. “As a business leader it’s important to be competent at what we do, to deliver on time, to budget, to quality,” he said. “Coaching is all about helping other people deliver ... through coaching I can tap into the potential in people and help them grow, and I have to do this delivery and this coaching consistently, day in, day out.” Dr Blakey said that as a researcher not a week goes by without a new case study around integrity, not least that of Boris Johnson and the leadership of the Conservative Party. “There are three habits under this pillar of integrity: be honest, be open, be humble. And when we talk about our political leaders, I think we are particularly talking about honesty, as we have been quizzing our prime minister around his honesty.” He said being open was about “sharing more of yourself” and went on: “I was brought up as a leader not to show weakness … but I think increasingly in the world of trust leaders are being encouraged to show a bit of vulnerability at the right time and place.” Being humble was the opposite of being arrogant, and Dr Blakey cited the recent case of P&O whose leaders, he claimed, showed a “degree of arrogance and dismissiveness about other people’s needs”. The final pillar of benevolence consists of evangelise, be brave, and be kind. He said: “It’s common human care, compassion, kindness, and if you want to be trusted, it’s equally important to be benevolent as it is to have that integrity.” Dr Blakey said a good example of his model is Paul Polman, former chief executive of Unilever, which was recognised for the way it takes care of its people, while also leading on sustainability and protecting the environment. “Paul demonstrates that you can pursue what I call the triple bottom line of profit, people and planet, and do these things in parallel. The single biggest factor in building a high-trust culture is the behaviour of the CEO and the senior leadership team leading by example.” Dr Blakey said he and his team at the Trust Executive Foundation are now helping leaders who want to stand for trust. He added: “The sweet spot for us is helping the leaders lead from the top.”