Inclusion Initiatives Research Articles

Analysis of Diversity, Equity, and Inclusion Initiatives Presented Across US Academic Department of Surgery Websites in 2021.

Despite increased attention devoted to diversity, equity, and inclusion (DEI) within academic medicine, representation, lack of workforce and leadership diversity, and bias within medicine remain persistent problems. The purpose of the current study was to understand the current efforts and attention to DEI within academic departments of surgery in the United States. 251 department of surgery websites were reviewed, using a standardized data collection form and scoring procedure, accompanied by a 10 percent fidelity check by an independent reviewer. Only 16% of departments of surgery included DEI-specific information, such as a DEI mission statement or initiatives on their departmental sites, with less than seven percent of departments reporting a DEI committee. Such public information may have implications for recruitment and retention of diverse faculty and trainees, downstream effects for patient care, and could be critical to public accountability to improve diversity and create a culture of equity and inclusion.

Business Capabilities In Thailand’s Lower-Tier Cities: Importance-Performance Analysis

Purpose: Officially published on October 11th, 2021, Thailand government under Thailand Convention and Exhibition Bureau (TCEB) expanded the areas for MICE ((Meetings, Incentives, Conventions, Exhibitions Cities) cities development nationwide and took pride in its inclusive initiative in developing the lower-tier cities, regardless of the uncertain pandemic. Based on the report by TCEB Annual Report (2021), the 13 primary MICE to be developed under “MICE City Initiative'' include the tier-one, tier-two and tier-three cities. This research aims to explore Thailand’s lower tier cities’ MICE attributes (the lower tier cities under MICE development) as to underpin an informed data for all scholars, MICE professionals and government Theoretical framework: This research recommends the development of dynamic and internal capabilities over their implications on MICE and destination level attributes Design/methodology/approach: By enabling the importance-performance (IP) analysis, and with 435 volunteers from the scholars and professionals in tourism, hospitality, MICE, travel businesses, this research has been able to serve the novelty within the study of lower-tier city development and capabilities. Findings: The finding of this study highlights (i) the first underpinning of the MICE capabilities analysis from the context of Thailand’s lower-tier cities - the research area that is oftentimes overlooked and consequently lacking; (ii) the overarching exploration on MICE attributes; (iii) the responsive and in-depth informed-research for the development of the lower-cities in Thailand; (iv) the offer of fresh MICE capabilities benchmarks for other ASEAN regions. In specific, the study discovered two significant concerns in the current MICE business in Thailand’s lower-tier cities; (i) the expected service standards in MICE facilities are still underperformed; (ii) whilst, the friendliness of tourism destinations is overperformed, hence, overkilled the importance. Research, Practical & Social implications: This research would serve a wide variety of travel and tourism and MICE professionals as well as scholars. Specifically for destination management; this research would navigate clear guidance for the holistic development of lower-tier cities in Thailand, and as a benchmark for other emerging countries. Originality/value: This study takes a huge pride towards novel scholarship contribution of MICE business capabilities in the emerging economies. This research is able to further the application of previous research by J. Whitfield, et al. (2014) on MICE attributes, and the theories of dynamic and internal capabilities – while at the same time, offer benchmarks for other ASEAN’s MICE destination development.

Editor's Spotlight/Take 5: Postacute Care Readmission and Resource Utilization in Patients From Socioeconomically Distressed Communities After Total Joint Arthroplasty.

Editor's Spotlight/Take 5: Postacute Care Readmission and Resource Utilization in Patients From Socioeconomically Distressed Communities After Total Joint Arthroplasty.

CREATING AN AGE-FRIENDLY UNIVERSITY: THE CASE OF ST. CLOUD STATE UNIVERSITY (SCSU)

Abstract As universities seek ways to address decreasing enrollments and enhance Diversity, Equity, and Inclusion (DEI) initiatives, the concept of Age-Friendly Universities (AFU) has gained momentum. The AFU Global Movement is a way to situate a university to explore means to increase student enrollments, and expand DEI Initiatives to include age. This poster details the steps taken by St. Cloud State University, a comprehensive Minnesota State university, to become designated as an AFU, as well as the unique challenges encountered. Actions taken both before and after being designated as an Age Friendly University (December, 2021) are discussed. Pre-designation steps included evaluating the campus’ current age friendliness, gathering university and community support at all levels, participating as a “champion” in the UMass-Boston & LaSalle University’s Age-Friendly University Inventory and Campus Climate survey, and piggy-backing on Minnesota’s Age-Friendly State and the local community’s Age-Friendly initiatives. The SCSU Gerontology program was awarded a grant from the MinnState Innovation Fund to explore ways of “Creating an Age-Friendly SCSU.” The grantors saw this as a potential template for other universities in the system who were seeking to expand their student base. Post benefits, challenges, strategies and next steps working towards meeting the 10 Principles of an Age-Friendly University are also discussed.

How financial inclusion is evolving to make payments easier for all

This paper looks at how financial inclusion impacts marginalised communities, focusing on Africa and Asia predominantly, and how the evolution of digital financial services has helped advance the progression of financial inclusion. The paper considers the lessons learned from previous financial inclusion initiatives and provides examples of where some of the risks associated with these initiatives have been mitigated through the use of Big Data to access underserved rural communities or overcome obstacles such as gender bias when designing financial products and services. The paper will also look at options for future activity that could help to overcome some of the challenges created by financial exclusion. The paper will look at specific case studies from mobile money in Africa to female empowerment initiatives globally, including how the COVID-19 pandemic exacerbated existing problems for vulnerable communities but also acted as a catalyst for new and appropriately responsive activity. From working in collaboration, to improved regulation, the need for increased equality across access to digital financial services and the relevant literacy training required, this paper seeks to review what the previous landscape of financial inclusion technology looked like and how it can evolve.

The next generation of researchers: One-year outcome data from the SAEM Advanced Research Methodology Evaluation and Design in Medical Education (ARMED MedEd) program.

As the field of medical education evolves, there is a need to increase the quality of education scholarship and develop a cadre of research scholars; however, clinician educators (CEs) considering this career transition have limited formal training in education research methodology to heed this call. Therefore, a program that provides more advanced training in education scholarship for CEs without the financial and resource barriers of fellowships and masters programs is needed. The SAEM Advanced Research Methodology Evaluation and Design in Medical Education (ARMED MedEd) program is a longitudinal program for the beyond-beginner CE, seeking advanced training in education research. The program was created using a comprehensive needs assessment and included longitudinal training; small-group projects; dedicated project mentors; and integrated diversity, equity, and inclusion initiatives. Program participants applied for a grant upon program completion. Twenty-one participants completed the course with 100% completing the baseline survey and 67% (14/21) completing the end-of-program survey. Participants reported improved perception of knowledge across all of the topics with a medium to large effect size, ranging from 0.40 to 0.62. When asked about impact on their network of potential collaborators, participants reported a median of 7 (interquartile range [IQR] 5-8) out of 9. When asked about the impact on their community of practice, participants reported a median of 7 (IQR 5-7) out of 9. When asked about the impact on their professional identity, participants reported a median of 7 (IQR 4-9) out of 9. Participants also reported an increase in both the quantity (mean of 2 ± 1 new mentors) and the quality (median score 7 [IQR 5-8] out of 9) of new research mentorship as a result of the program. Open-ended feedback was generally positive, with 100% reporting they would advise others to take this program. The SAEM ARMED MedEd program represents a proof of concept for an advanced education research program seeking to fill the research training gap for the beyond-beginner Clinician educators.

Does financial inclusion reduce income inequality? Empirical evidence from Asian economies

PurposeThe present study examines the significance of financial inclusion in reducing income inequality in the Asian context.Design/methodology/approachThis study uses panel estimation techniques such as the Pedroni cointegration test, Kao residual-based test, FMOLS, ARDL and Granger causality, a dataset consisting of the Gini coefficient index, three dimensions of financial inclusion measures and one added variable on financial depth, spanning from 2005 to 2019.FindingsThe study finds that in the long-run, income inequality disparity is highly influenced by financial inclusion indicators, such as the number of bank branches, deposit accounts, outstanding loans and domestic credit to the private sector. Whereas in the short run, disparities in income are unaffected by all the indicators of financial inclusion. Further, unidirectional causality from financial inclusion indicators to income inequality necessitates the need for policymakers to design policies and programs that would enhance access to financial services as an essential mechanism to reduce income disparity.Originality/valueStudies based on a panel of Asian countries that have undergone impressive growth of financial inclusion initiatives since the past decade—but are still facing widening income inequality—are conspicuously rare in the literature. The empirical analysis fills this void by showing the significant role financial inclusion indicators play in steering the Asian economies toward income equality throughout the study period.

Implementing pathways to anesthesiology: Promoting diversity, equity, inclusion, and success.

Implementing pathways to anesthesiology: Promoting diversity, equity, inclusion, and success.

Building confidence in STEM students through breaking (unseen) barriers

Abstract. Science, technology, engineering, and math (STEM) subjects have historically struggled to be inclusive and accessible to students from diverse backgrounds. The field of geoscience, in particular, has also had challenges in diversity with respect to staff and student recruitment. The consequence of non-inclusive practices still propagates today, with certain demographics not engaging in STEM activities. As a result, there needs to be conscious efforts to adopt equity, diversity, and inclusive (EDI) initiatives for subjects such as geoscience to grow. In this article, we outline the steps we have taken to break down known (and unknown) barriers to education in the teaching of a science outreach course to a diverse student body. Our outreach course, Think Like A Scientist, has been running in a number of English prisons since 2019. Although the programme is tailored to the restrictive prison environment, the application of its core principles to education are fundamental EDI practices that could be beneficial to a wide audience. In this paper, we outline our reasoning for specific pedagogical choices in the classroom when working with students that have low confidence in STEM education, and we highlight the need for engagement that is not only relatable, accessible, and inclusive but also offers encouragement.

Excellence through Diversity-Inclusiveness: A Focus on IT Industry

Purpose: Today's employee is worried with a lot more than the financial benefits that a job can provide; They really would like to know that perhaps the work they do is important as well as the company for which they work is reputable for is committed to fostering a diversified and friendly community. They care about improving things, and this optimal solution broadens along with how they envision their organisation. This includes working in a diverse and inclusive workplace. To foster diversity and inclusion, businesses first must learn to really be excellent listeners, implementing meaningful, and “always-on" employee voice programmes. Companies with gained in popularity or identity diversity have been in terms of financial returns, they have been demonstrated to surpass their national industry medians. Many IT firms embrace diversity and inclusion as a means of improving their bottom line excel in their workforce and productivity. The present paper is an attempt to study the strategies for building a diverse workforce, diversity and inclusion initiatives in the IT sector. Methodology: To meet the objective of the paper, secondary sources of data like the IBEF report on the information technology sector, annual reports from selected IT companies, journal articles in Google Scholar, newspapers, and business websites are used. Findings: According to the findings, many companies in the IT sector are promoting diversity and inclusion. Organizations with more diversified players boost revenues through innovation. According to research, businesses with more multidisciplinary communities seem to be more imaginative, involved, and artistic at work. Originality/Value: This study will assist in comprehending the various diversity and inclusion practices introduced by IT sector companies. To assist the companies to thrive towards excellence with the help of its employees, strategies and SWOC Analysis is carried out. Paper Type: Case Study

Assessing incentives to increase digital payment acceptance and usage: A machine learning approach.

An important step to achieve greater financial inclusion is to increase the acceptance and usage of digital payments. Although consumer adoption of digital payments has improved dramatically globally, the acceptance and usage of digital payments for micro, small, and medium-sized retailers (MSMRs) remain challenging. Using random forest estimation, we identify 14 key predictors out of 190 variables with the largest predictive power for MSMR adoption and usage of digital payments. Using conditional inference trees, we study the importance of sequencing and interactions of various factors such as public policy initiatives, technological advancements, and private sector incentives. We find that in countries with low POS terminal adoption, killer applications such as mobile phone payment apps increase the likelihood of P2B digital transactions. We also find the likelihood of digital P2B payments at MSMRs increases when MSMRs pay their employees and suppliers digitally. The level of ownership of basic financial accounts by consumers and the size of the shadow economy are also important predictors of greater adoption and usage of digital payments. Using causal forest estimation, we find a positive and economically significant marginal effect for merchant and consumer fiscal incentives on POS terminal adoption on average. When countries implement financial inclusion initiatives, POS terminal adoption increases significantly and MSMRs' share of P2B digital payments also increases. Merchant and consumer fiscal incentives also increase MSMRs' share of P2B electronic payments.

Confucianism and human rights - exploring the philosophical base for inclusive education for children with disabilities in China

Inclusive education is a key global agenda that is primarily driven by concern for children’s rights. In China, the term is a translated, introduced, foreign concept. The localised practice of inclusion is encapsulated in the policy of Learning in Regular Classrooms, which not only adopts the narrow sense of inclusion for children with disabilities, but it is also dominated by the medical model of disability. An explicit rights-based philosophical foundation for inclusion that is widely accepted and internalised by local Chinese teachers and schools appears largely absent. This paper explores how Confucianism as a moral philosophy may be compatible with the rights discourse and may provide the necessary moral strengths and philosophical base to support inclusion in Chinese schools. The conclusion highlights the needs to pay attention to how teachers’ deeper values, motivation, and drives can facilitate inclusive efforts, and also calls for a more explicit human rights discourse to develop in China in the long term.

Fellow and training director perspectives on personal leaves during fellowship training in neuropsychology and considerations for best practice

Objective: Management of personal leaves represents an important component of diversity, equity, and inclusion (DEI) initiatives. This study aims to understand the ways in which both training directors and fellows in neuropsychology training programs understand, perceive, communicate about, and plan for personal leaves during fellowship training. We also aim to provide empirically based recommendations for training directors communicating with fellows about personal leaves. Method: Training directors (N = 40) and postdoctoral fellows (N = 51) were recruited to complete surveys examining their knowledge and perspectives on personal leaves through a professional listserv. Results: While most training directors reported that their programs offer paid personal leave options, a substantial minority did not. There were discrepancies between training directors’ and fellows’ knowledge about leave policies and perceptions of the professional implications of taking a personal leave, such that fellows reported less knowledge and a greater perception that taking a leave during training may have a negative professional impact. Conclusions: Findings suggest that training directors in neuropsychology should clearly communicate institutional leave policies early in, or even before the start of, the fellowship period and work to cultivate a culture of openness around both broad issues of work-life balance and specific issues related to personal leaves with trainees.

Sharing Women's History in Communications

As the IEEE ComSoc History Committee celebrates the 70th Anniversary of the Communications Society, we reflect on the significant contributions of members to the technology of our world today, and look to the vision of a transformative, resilient, and sustainable future. With the new diversity and inclusion (D&I) initiatives, the History Committee, along with Women in Communications Engineering (WICE), will bring focus to women who, despite various efforts, remain underrepresented in the field of communications engineering, and among the entire IEEE membership. Even among science, technology, engineering, and mathematics (STEM) topics, communications engineering is behind in the representation of women. The new initiative will promote understanding of D&I and recognition of women through a variety of activities that will be covered in upcoming articles.

Those Who Teach Must Also Do: Diversity, Equity and Inclusion in Legal Education and the Canadian Armed Forces

Diversity, Equity and Inclusion (DE&I) initiatives have become a priority for many organizations within Canada. In legal academia it has become both a procedural and substantive imperative, as it grapples with meaningful integration of these considerations, and appropriate adaptation to current social and technological challenges. This paper sketches selected considerations in implementing DE&I within legal education, and transplants them into Canadian Armed Forces (CAF) engagements with DE&I implementation, with a focus on the transmission of legal norms and values in a non-legal environment and teaching context, using an explicitly socio-legal orientation. Drawing from legal education literature highlighting the challenges and opportunities within the university, and key insights regarding DE&I implementation’s history and current developments within the CAF derived by scholars in a themed-2020 conference, I argue that a process of translation and adaptation of legal education practices and engagement with DE&I into the CAF context will provide valuable insights into both communities of practice and transform and be transformed in the process, in particular with developing key concepts, solidifying abstract concepts and challenges, leveraging case study and simulation techniques, exploiting remote and hybrid pedagogical tools, and furthering legal education engagement outside the academy.

Academic libraries and DEI initiatives: A quantitative study of employee satisfaction

This survey study explored employees' of academic libraries, specifically R1 and R2 Doctoral Universities in the United States, attitudes regarding their overall level of satisfaction with the implementation of diversity, equity, and inclusion (DEI) initiatives at their places of work in regard to the promotion of DEI culture at their institutions, the ability to pursue DEI work in their day-to-day work, and the alignment of their personal values with their libraries, universities, and surrounding communities. The findings suggest that while most respondents felt there was acceptable buy-in from library and university employees, library and university leadership must provide meaningful support for DEI, or library employees will become dismayed and experience low morale. Findings also indicate that while the institutional culture within one's library and university may be supportive of DEI work, threats to the promotion and tenure process could be a deterrent. Finally, respondents also reported overall comfortability in incorporating DEI work into their day-to-day lives. While the results are not generalizable to institutions outside of the parameters of the current study, this study sheds some perspective on the LIS community's response to DEI issues.

The Impact of the COVID-19 Pandemic on the Experiences of Female, Underrepresented-in-Medicine Surgical Applicants During the 2020-2021 Residency Match

INTRODUCTION: Persons from backgrounds underrepresented-in-medicine (UiM) face disparities in the residency application process, manifested as leading to a lower likelihood of invitations to interview for and therefore match into surgical residency programs. Given the unique challenges imposed by the global pandemic during the 2020−2021 application cycle, we aimed to describe the impact of COVID-19, transition to virtual interviews, and simultaneous social unrest surrounding UiM identities among UiM applicants. METHODS: An anonymous electronic survey was distributed to applicants who responded to a surgical society’s emails/social-media posts between October and December 2020. Differences between self-identified female UiM and non-UiM respondents were compared using descriptive-statistics (quantitative-questions) and grounded-theory determination of emergent-themes (qualitative-questions). RESULTS:N = 238 applicants responded; 45.8% (n = 109) identified as UiM. Compared to non-UiM applicants, UiM applicants reported greater concern about: delayed board examinations (44.0% vs 29.5%, p = 0.042), missed mentorship (38.5% vs 19.4%, p = 0.001), and lack of research experiences (27.5% vs 14.0%, p = 0.020). They focused on the importance of a “holistic” review of applications, concern for interview monopolization, detrimental effects on mental health due to social and political events, and prioritization of diversity/equity/inclusion initiatives when selecting residency programs. CONCLUSION: UiM applicants faced important challenges in their surgical residency applications during 2020-2021. Medical education governing bodies, program directors, and resident selection committees should be vigilant about mitigating these challenges in post-pandemic years. Strategies to increase recruitment of UiM applicants include: transparency/adaptation of holistic application review practices, strategic distribution of interview invitations with discouragement of interview hoarding, and formalization of program’s diversity, equity, and inclusion initiatives.

The US chamber and chambers of commerce respond to Black Lives Matter: Cheap talk, progressive neoliberalism, or transformative change?

AbstractThis article examines the responses of the US Chamber of Commerce and state- and local-level chambers of commerce to Black Lives Matter (BLM). The US Chamber of Commerce's Equality of Opportunity Initiative stresses the business case for racial equity and the economic benefits that can be attained by overcoming race-related inequalities. Many chambers are adopting racially progressive positions, often at some cost to themselves. This article contributes a typology of stances and actions and draws on interviews with American business leaders to characterize American business organization responses to BLM. There is some movement beyond a progressive neoliberal vision of nondiscrimination to acknowledge that it is necessary to “level the playing field.” And the Diversity, Equity, and Inclusion (DEI) initiatives of state- and regional-level chambers suggest that they are making genuine and, in some cases, bold and meaningful attempts to advance the cause of racial equity. The evidence suggests that popular mobilization and social pressure following George Floyd's brutal murder played a critical role in enabling this progress. However, the parallels and similarities between current chamber and business DEI efforts and business stances in the tumultuous 1960s and 1970s raise the question: Can current efforts succeed where previous efforts have failed?

Surviving Racism and Sexism in Academia: Sharing Experiences, Insights, and Perspectives

Surviving Racism and Sexism in Academia: Sharing Experiences, Insights, and Perspectives

A qualitative study of latent reasons for internet non-and limited user

ABSTRACT Although much of the accumulated quantitative data on non-use of the internet has consistently highlighted the most obvious reasons for not using the internet (a lack of interest and relevance), the limitations in our understanding of non-users have also started to be recognised. This study aims to provide deeper insights into digital inclusion from the perspective of the digitally excluded members of society. An inductive analysis of in-depth interviews with non- and limited users reveals the multidimensional reality. The adoption of technology is not entirely up to the individual and is often socially constructed. The reasons behind non-use, often a lack of social encouragement and social support, call for a broader approach to understanding which goes far beyond a single explanation. This study has important implications for digital inclusion initiatives and better implementation of digital literacy programmes because it emphasises the importance of social resources to digital inclusion outcomes.