Inclusive Climate Research Articles

The role of AI agents in fostering inclusivity for HEIs’ students with special needs against backdrops of the accreditation trend

PurposeThis paper aims to study the role of artificial intelligence (AI) agents in creating a climate of inclusion for people with special needs in the higher education sector (HES).Design/methodology/approachA qualitative methodology is used in this research that is mainly based on semistructured interviews conducted with the top ten universities in Lebanon with deans, information technology managers, professors and administrative officers.FindingsThis paper highlights findings related to the current status of the higher education institutions (HEIs) in Lebanon vis-à-vis their accreditation and quality assurance processes in accommodating and creating a climate of inclusion for people with special needs. The results show the important role of AI agents in aiding HEI in creating such a climate of inclusion for people with special needs.Originality/valueThe study sheds light on existing gaps in the literature related to creating a climate of inclusion for people with special needs in HEI. Additionally, there is yet a lack of research that focuses on the role of AI technology in general and AI agents in particular in fostering a climate of inclusion for people with special needs within the HES.

Team cognitive diversity and individual creativity: the roles of team intellectual capital and inclusive climate

PurposeThe function of cognitive diversity has not yet been studied to a sufficient degree. To address this gap, the current study aims to answer the questions of how and when team cognitive diversity fosters individual creativity by integrating the intellectual capital view and the inclusion literature.Design/methodology/approachWith a paired and time-lagged sample consisting of 368 members and 46 leaders from Chinese high-tech organizations, a multilevel moderated mediation model was developed to test the hypothesized relationships using structural equation modeling.FindingsTeam cognitive diversity is positively related to individual creativity via team intellectual capital, but this positive indirect effect is obtained only when the inclusive team climate is high.Research limitations/implicationsTeam intellectual capital serves as an alternative mechanism for translating team cognitive diversity into favorable outcomes, and an inclusive team climate plays a pivotal role in harvesting the benefits of team cognitive diversity. Future research could extend our study by adopting a multiwave longitudinal or experimental design, examining the possibility of curvilinearity, considering the changes in patterns over time, and conducting cross-cultural studies.Practical implicationsManagers should take the initiative to assemble a team featuring cognitive diversity when facing creative tasks, and should proactively cultivate an inclusive culture when leading such a team.Originality/valueThis study is among the first to consider the mediating role of team intellectual capital in the cross-level effect of team cognitive diversity on individual creativity and to examine the boundary role of an inclusive team climate with respect to this indirect effect.

Burnout Among Mid-Career Academic Medical Faculty

Studies reveal that most physicians report symptoms of burnout. Less is known about burnout in mid-career medical faculty specifically. To characterize burnout and its risk factors, particularly differences by gender, among mid-career medical faculty. Between August 2021 and August 2022, a survey was sent to 1430 individuals who received new National Institutes of Health K08 and K23 career development awards from 2006 to 2009. Data were analyzed between June and October 2023. Personal and work-related burnout as evaluated using the Copenhagen Burnout Inventory (CBI). The CBI score ranges from 0 to 100, with a score of 50 or higher indicating a high degree of burnout. Multivariable models were used to investigate associations between burnout and participant characteristics, including race and ethnicity, sexual orientation and gender identity, academic rank, work climate, experiences of workplace sexual harassment, sleep hours, work and domestic caregiving time, and time allocation changes in work and domestic work hours compared with before the COVID-19 pandemic. Work climate was evaluated by a general climate elements scale assessing elements such as friendliness, respect, and collegiality, and a diversity, equity, and inclusion climate elements scale assessing elements such as homogeneity, sexism, and homophobia; higher scores indicated a more favorable view of the climate. In all, 1430 surveys were sent, 926 candidates responded (65% response rate), and the analytic cohort was limited to the 841 respondents who were still in academic medicine (50.7% men). Burnout was significantly more common for women than men (mean [SD] CBI personal scores, 46.6 [19.4] vs 37.5 [17.2]; P < .001; mean [SD] CBI work-related scores, 43.7 [20.4] vs 34.6 [19.7]; P < .001). In multivariable models, personal burnout was significantly more likely for women (adjusted odds ratio [AOR], 2.29 [95% CI, 1.54-3.41]; P < .001) and with more weekly hours of patient care (AOR, 1.07 [95% CI, 1.00-1.15] for each 5-hour increase; P = .04). Personal burnout was less likely with more nightly sleep hours (AOR, 0.68 [95% CI, 0.56-0.81] for each 1-hour increase; P < .001) and with an improved general work climate rating (AOR, 0.64 [95% CI, 0.48-0.85] for each 1-point increase in general work climate scale score; P = .002). Work-related burnout was also significantly more likely for women than men (AOR, 1.77 [95% CI, 1.17-2.69]; P = .007). Greater work-related burnout was associated with an increase of 8 or more work hours per week compared with before the COVID-19 pandemic (AOR, 1.87 [95% CI, 1.13-3.08]; P = .01), more weekly hours of patient care (AOR, 1.11 [95% CI, 1.03-1.19] for each 5-hour increase; P = .007), and a workplace sexual harassment experience in the past 2 years (AOR, 1.71 [95% CI, 1.11-2.62]; P = .01). Work-related burnout was significantly less likely with more nightly sleep hours (AOR, 0.80 [95% CI, 0.66-0.96] for each 1-hour increase; P = .02) and with an improved general work climate rating (AOR, 0.49; [95% CI, 0.36-0.65] for each 1-point increase in general work climate scale score; P < .001). This survey study of K grant awardees revealed substantial rates of burnout among mid-career medical faculty, and burnout rates differed by gender. Evidence-based interventions are needed to realize the benefits of workforce diversity and vitality.

Teaching Students With Disabilities in Chinese Regular Education Classrooms: Outcomes and Influential Factors

Purpose Learning in a regular classroom (LRC) has become the main educational placement for students with disabilities in China. This study investigates the outcomes of LRC and their influential factors from the teachers’ experiences and perspectives. Design/Approach/Methods Seven inclusive education teachers participated in semi-structured interviews. Thematic analysis was conducted to analyze the qualitative data. Findings The results show that social participation and contribution, physical presence, academic performance, self-concept, and independence are the key outcomes of LRC from inclusive education teachers’ experiences and perspectives. Moreover, the factors influencing the key desired outcomes include the severity of disabilities and problem behaviors, professional support, teaching practice, inclusive climate, and collaboration between schools and families. Originality/Value This study provides valuable insights into the outcomes and influential factors of inclusive education in the context of LRC in China. These findings inform efforts to improve inclusive education practices and enhance the educational experiences of students with special needs.

The role of digitalization and inclusive climate in building a resilient workforce: An ability–motivation–opportunity approach

SummaryOrganizations need resilient employees to navigate and leverage constant change and maneuver in turbulent, disruptive contexts. As such, it is imperative to advance a nuanced understanding of drivers and enablers of employee resilience, especially in the current business context of pervasive digitalization and the growing practice of work‐from‐everywhere. Our research explores how digitalization in the organization is reflected in the employees' behavior of taking charge and resilience. By accounting for core self‐evaluation, digital literacy, and inclusive climate boundary conditions, we offer a holistic picture of under what conditions digitalization enhances taking charge and employee resilience. To test our study model, we follow a survey research design and rely on 173 employees' data working in the United Arab Emirates (UAE). Our results show that digitalization is positively related to employee resilience. Further, our findings show that core self‐evaluation, digital literacy, and inclusive climate moderate the impact of digitalization on employee resilience. Our results received further support in a two‐wave online survey with 306 employees in the United States. The support we found for the hypothesized mediating relationship highlights the criticality of taking charge in relation to digitalization and employee resilience. Taking charge is critical in relatively turbulent environments as it helps employees deal with changes in processes, procedures, and structures.

Using the "Pence Rule" as a Sexual Harassment Prevention Tool: The Unintended Consequences on Gender Equality

With the resurgence of the #MeToo movement, the Pence Rule has been used by men to prevent sexual harassment liability. Regardless of the intention of using this rule, it could damage the climate of inclusion and women's career equality. We integrate gender equality and inclusion research and social dominance theory to understand people's perceptions and potential consequences of using the Pence Rule. We use a grounded theory approach to identify the perceptual similarities and differences across the timeline of #MeToo. We theorize potential antecedents and outcomes of using the Pence Rule by examining comments from three major U.S. news articles related to the issue. We identify seven categories, including the legal aspects, men and women's character, view of gender equality, political leadership, the cultural aspects (religion and history), behavioral outcomes, and effects on gender equality. The first five are theorized as potential antecedents, and the last two are identified as potential outcomes. All three articles' comments show similarities regarding support for using the Pence Rule from the legal aspects and related to behavioral outcomes, contrasted by criticism of the Pence Rule as it relates to and impacts gender equality.

Exploring Leadership approaches of Women in Climate Justice: Pathways to Impact and Empowerment

This paper will examine the role of women in promoting peace through leadership in the climate justice space; through building an inclusive climate movement to tackle the triple planetary crisis facing the globe. Studies reflect that marginalised populations are disproportionately affected by climate change and environmental degradation, particularly indigenous communities and women, despite contributing the least to climate catastrophe. Women are among the 32.6 million climate migrants and refugees each year, who are in turn, at risk of experiencing gender-based violence. Standing at the frontlines of the triple planetary crisis, women are ideally placed to take up leadership roles within efforts toward achieving climate justice and a sustainable future. Women serve as primary caregivers, often responsible for providing food and water security, sustaining families and households in climate-affected regions. They are the first guardians and caretakers of our youth, possessing the necessary emotional depth, compassion, and maternal instinct to promote the values underpinning climate justice, which at its core, advocate for the sustenance of Mother Earth through an empathetic lens. Women, at the helm of community development and holistic wellbeing, are integral to building peaceful global communities through forming compassionate networks of changemakers, leaders and entrepreneurs adopting sustainable livelihood approaches. Following a conference on “Women, Religion and Climate Change, working together to move faster on climate change” which took place at Wilton Park in the UK in September 2023, an official report of findings and recommendations was produced, highlighting the real-life experiences, opportunities, and challenges within this arena. This report will serve as a key case study for this paper, drawing on discussions and focus groups among the diverse multi-lateral participants, influencers, and faith leaders present at this event. This paper will consider emerging approaches related to female leadership including the capability approach, the whole community approach, and the Islamic concept of Maslaha [Maslaha is an Arabic word, which means public interest]. These approaches also promote peaceful and sustainable societies and communities.

Perceived inclusion climate for leader diversity: conceptualization and scale development

PurposeAlthough existing literature emphasizes the significance of diversity and inclusion in management roles for employees, there is a notable absence of a standardized scale to assess employees’ perceptions of an inclusive climate, particularly in relation to practices that encourage acceptance of demographically diverse leaders. This study aims to bridge this gap by developing the perceived inclusion climate for leader diversity (PICLD) scale.Design/methodology/approachThe scale development process was carried out in five phases which included: qualitative component (interviews); test for face validity; check for content validity; construct and criterion-related validity; and nomological network testing.FindingsFollowing the first three phases of scale development, 12 measurement items were produced. Phase four results indicate that PICLD is distinct from both the intercultural group climate scale and diversity-oriented leadership scale, in which all three scales were found to be positively correlated with job satisfaction. Phase five results show that PICLD positively correlates with organizational justice. Organizational justice also mediates the relationship between PICLD and three employee outcomes (performance, engagement and turnover intention).Practical implicationsOrganizations are encouraged to be open to suggestions made by managers from historically marginalized groups that motivate diverse leaders to voice their concerns to foster inclusionary climate perceptions among employees. Welcoming diverse managerial perspectives can dismantle systemic barriers, enabling marginalized leaders to thrive while fostering employees’ perceptions of an inclusionary workplace.Originality/valueThis study introduces the PICLD Scale to enhance comprehension of how policies supporting leader demographic diversity impact employee perceptions of inclusive climate. This research also contributes to the advancement of social exchange theory and literature on organizational justice, performance and engagement.

The political value of letting hopes die

ABSTRACT Much recent philosophical discussion has explored the political value of holding onto certain hopes for shared ends. This paper considers whether there is correlative political value of letting go of certain hopes or at least of refraining from publicly affirming particular hopes for our collective future. For instance, recently a coalition of scientists and governance scholars have called on governments, international agencies, and other actors to agree to a moratorium on a controversial climate-change mitigation strategy known as solar geoengineering. They argue that there is no place for hope for a successful global solar geoengineering strategy in a just and inclusive climate policy portfolio. This paper asks: (i) what sort of demand are these coalitions making? (ii) Is giving up hopes the sort of thing that is warranted for people to do on the basis of these calls? And (iii) is this the sort of thing that can be legitimately demanded of others? Ultimately, I defend both the political value of our own letting go of certain hopes as well as the legitimacy of making such demands on others (at least in certain cases). This is because what I take people to be doing when they make such demands of others is not necessarily to get others to create new desires or to be more or less optimistic about a certain course of action; rather they are making such demands to outline the terms of continued political engagement as they work towards a shared future.

Inclusive Leadership to Address Discrimination and Improve Retention in Child Welfare: Examining Multiple Pathways

Inclusive leadership has been discussed as an effective approach to workforce retention and workplace racial discrimination by satisfying the demand for belongingness and uniqueness. However, scant research has investigated the relationship between inclusive leadership and retention in child welfare. Using survey data collected from child welfare workers (n = 2469) across three public child welfare agencies, the current study examined the direct impact of inclusive leadership on child welfare workers’ intent to stay at their agency, as well as its indirect impact on intent to stay by influencing workplace racial discrimination. This study also explored the moderation effect of inclusive climate on the direct and indirect impacts of inclusive leadership using the PROCESS Program for SPSS. The research findings revealed that the direct and indirect impacts of inclusive leadership on intent to stay were significant. The findings also suggest that inclusive climate strengthened the positive association between inclusive leadership and intent to stay. Overall, this study demonstrated the potential of inclusive leadership to enhance racial equity and workforce retention in public child welfare systems. Future research needs to explore how specific behaviors of inclusive leaders improve workforce retention and explore other factors that could explain the impact of inclusive leadership.

Organizational Climate for Inclusion Among Nurses: A Mixed-Methods Analysis.

The aim of this study was to answer the research question: What factors predict sense of belonging among nurses?The connection between inclusion (an element of diversity and equity) and a nurse's sense of belonging is poorly understood. In this mixed-methods research, regression analysis of Climate for Inclusion Scale subscales and Sense of Belonging score plus thematic content analysis of questions assessing sense of belonging were conducted. Nurses (n = 131) attending a research conference in June to July 2022 were invited to participate; 131 (72%) participated. Climate for Inclusion Scale was positively associated with and predictive of sense of belonging (F3,113 = 71.7, P < 0.001). Themes reflecting actions to enhance sense of belonging were as follows: authentic leadership, embracing social justice, team unification, feeling heard, being seen, professional development, developing a healthier work environment, and integration of differences. Leaders can promote a sense of belonging among nurses by focusing on actions reflected in the themes.

Social psychological pathways to climate justice: Emerging insights and intersecting challenges

As the impacts of climate change grow in frequency and intensity, climate justice—the recognition of climate change’s unequal impacts across populations, as well as inequities in the benefits and burdens from societal responses to climate change—has become a central focus of climate policymaking, advocacy, and scholarship. In this review, we take stock of these trends to consider what social psychologists can contribute to this discourse. We draw from integrative perspectives within the environmental social sciences, as well as emerging insights from psychology, communication, and public health, to highlight three areas with growing policy relevance that are ripe for social psychological inquiry: (a) understanding factors that influence climate vulnerability, its causes, and remediation; (b) identifying barriers and pathways to inclusive climate governance and decision-making; and (c) enhancing justice in climate solutions. For each, we consider the relevance of group and intergroup processes and highlight emerging empirical insights and key unanswered questions. We conclude by considering the urgency and challenges of translating psychological research to address climate injustice and highlighting opportunities for advancing the societal relevance of this research.

Cultural variation in hiring people with disabilities: a theory and preliminary test

PurposeThe goal of this study is to propose and test a model of the effect of the socio-cultural context on the disability inclusion climate of organizations. The model has implications of hiring people with disabilities.Design/methodology/approachTo test the model, we conducted a cross-sectional study across four countries with very different socio-cultural contexts. Data were gathered from 266 managers with hiring responsibilities in Canada, China, Norway and France. Participants responded to an online survey that measured the effect of societal based variables on the disability inclusion climate of organizations.FindingsResults indicated support for the theoretical model, which proposed that the socio-cultural context influenced the disability inclusion climate of organizations through two distinct but related paths; manager’s value orientations and their perception of the legitimacy of legislation regarding people with disabilities.Originality/valueThe vast majority of research regarding employment of people with disabilities has focused on supply side factors that involve characteristics of the people with disabilities. In contrast, this research focuses on the less researched demand side issue of the socio-cultural context. In addition, it responds to the “limited systematic research examining and comparing how country-related factors shape the treatment of persons with disability” (Beatty et al., 2019, p. 122).

HARMONIZING DIVERSITY: CULTURALLY RESPONSIVE TEACHING STRATEGY FOR ELEVATING SPEAKING PROFICIENCY

This research aims to determine harmonizing diversity: culturally responsive teaching strategy for elevating speaking proficiency in speaking classes. This research used a qualitative descriptive method and in analyzing the data researchers used a thematic analysis to group them based on the strategies used by lecturers to improve students’ speaking. The data was found by researchers by conducting interviews with 3 different lecturers and implementing culturally responsive teaching in speaking classes. The results found by the researchers that there were 5 strategies and each strategy has several elements. There were 5 strategies, namely 1. Introduction and understanding of students’ cultural backgrounds, 2. Strategy for Integrating Multicultural Content, 3. Create a classroom environment that supports and respects diversity, 4. Activities or Projects to Encourage Students to Speak about Their Culture, 5. Assessment of Speaking Skills by Considering Cultural Diversity and several elements, namely 1. Initial Information Gathering and Personal Approach, 2. Use of Multicultural Materials and Direct Interaction, 3. Building an Inclusive Climate and Cultural Celebration, 4. Personal Cultural Expression and Interactive Method, 5. Inclusive Assessment and Constructive Feedback. With this strategy, it can be said that students’ speaking improves because the materials are based on their cultural background so it is easy for them to express what they want to say when speaking with their classmates, during group discussions, or talking together with their lecturers in class when the teaching and learning process is taking place.

Organisations and Citizens Building Back Better? Climate Resilience, Social Justice &amp; COVID-19 Recovery in Preston, UK

The impacts of COVID-19 on cities across the United Kingdom were significant and diverse, whilst ongoing climate-related, sustainability and social challenges were highlighted and sometimes amplified. Lessons from organisational and citizen experiences and their responses have the potential to improve local sustainability and resilience to global events; hence, they must be examined. We report findings from a project conducted in Preston (UK) exploring how COVID-19 recovery might accelerate organisation-led and citizen-led action for the wellbeing of people, places and the planet. The project used a settings approach to public health and combined qualitative research with conceptual development; the former involved online interviews and group dialogues with members of several local anchor institutions, whilst the latter examined synergy between community wealth building, Doughnut Economics and place-based climate action. We explore two themes—anchor institutions’ strategic priorities and plans; ‘building back better’, and its future sustainability implications. These revealed four cross-cutting aspects: wellbeing, tackling societal inequalities, collaborative working, and COVID-19 as a catalyst for transformative change. Informed by ‘Doughnut-Shaped Community Wealth Building’, organisations are encouraged to embed commitment to equitable and inclusive climate action; consolidate the co-operative approach developed during the pandemic at strategic, operational and grassroots levels; take a nuanced approach to future work policies and practices; work across anchor institutions to advocate collectively for supportive national-level policy to build a sustainable, wellbeing economy.

The impact of high-commitment work systems on organizational identification

This paper investigates the impact of a high-commitment work system on Chinese employees' organizational identification. It constructed a theoretical model with perceived insider status as a mediator and a climate for inclusion as a moderator, which was then empirically tested. In this study, an empirical examination was conducted using a sample of in-service employees from 13 companies within China. A quantitative research methodology was employed through a questionnaire survey, and a total of 750 valid sample data points were collected for hypothesis testing using data analysis. The research results indicate that (1) high-commitment work system positively influences employees' organizational identification; (2) high-commitment work system has a positive impact on employees' perceived insider status; (3) employees' perceived insider status positively affects their organizational identification; (4) perceived insider status partially mediates the impact of a high-commitment work system on organizational identification; (5) climate of inclusivity can augment the positive influence of a high-commitment work system on organizational identification. (6) climate of inclusivity can also enhance the positive impact of perceived insider status on organizational identification. High-commitment work systems not only have a direct positive impact on employees' organizational identification but can also indirectly enhance it by elevating employees' internalized identity levels. In addition, an inclusive environment can enhance the positive impact of both high-commitment work systems and internalized identity on organizational identification individually. The findings can broaden empirical research in the context of Chinese culture, facilitating a better understanding of the relationship between high-commitment work systems and organizational identification. It extends empirical research on both aspects within the Chinese context. Moreover, optimizing work design and fostering an inclusive team atmosphere can elevate employees' identification with the organization, offering more insights to business leaders.

Amplifying weak signals: a method-building approach for inclusive climate resilience strategy making

Socio-ecological inclusion and the impacts of climate change on the built environment are two shared concerns central to the design and planning of the just transition in cities. The just transition leans heavily on inclusive convergence processes that are grounded in knowledge integration and transdisciplinary practice. However, there is a paucity of effective methods for the inclusion of so-called weak signals from actors situated at the periphery of these convergence processes. Building on the concept of structured flexibility, we introduce a building-blocks approach as a modular architecture for constructing methods for distributed engagement and knowledge integration beyond conventional small-group settings. By engaging in research through design, the Amplifying Weak Signals approach was prototyped with students in the context of dealing with heatwaves in The Hague and tested with expert users from the region who facilitate resilience strategy-making processes. Out of 900 possible building block combinations, 18 methods were created during prototyping. The resulting heatwave strategies that were drafted based on the collected peripheral knowledge showed the integration of new socio-ecological issues rather than a drastic departure from the baseline resilience strategy of the city. We discuss the research findings and their use in the production of guidelines for the construction of methods to integrate peripheral knowledge in convergence processes. Ongoing work to develop the guidelines in the form of an open-access, interactive repository of knowledge elicitation methods for urban resilience spatial planning will also be described. Recommendations for scaling the approach are provided.

Intersectional climate action: the role of community-based organisations in urban climate justice

ABSTRACT With climate change increasingly threatening people in uneven and disproportional ways, community-based solutions and interventions have become critical to ensure equitable, just, and inclusive climate action in cities. This paper examines community-based climate action in San Francisco (USA) through the lens of climate justice and intersectionality. Through a qualitative analysis of community-based organisations (CBOs) and their justice-oriented adaptation and mitigation efforts, our research examines the contributing factors and pathways by which CBO climate action leads to intersectional climate justice. Our analysis examines how CBOs 1) recognise and rectify historical and compounding vulnerabilities; 2) plan and act in ways that are people-centric and place-based; and 3) work collectively with organisations and government through alliances, coalitions, and participatory processes. We find that CBOs have the potential to work collectively to ensure processes are just and outcomes are equitable for those most at risk of climate change.

Enhancing sense of belonging in nursing student clinical placements to advance learning and identity development

Clinical placements are considered one of the “hallmarks” of nursing education. In these settings, students can build upon their theoretical learning by applying knowledge, practicing skills, connecting with nurses and other medical professionals, and creating opportunities to work with diverse populations. As a result, students begin to hone their nurse identity, and build confidence and self-esteem. Importantly, the development of a nursing identity through clinical placement work is improved by integrating opportunities that increase belongingness. Campus climate plays a significant role in creating the environment necessary for belongingness to flourish and leads to enhanced student learning. Taking the role of positive campus climate into consideration, this article argues that instructors supervising undergraduate nursing students in clinical learning environments must create inclusive climates for their students to increase positive educational outcomes. Specific recommendations for creating inclusive clinical learning environments are provided.

Inclusive Leadership and Its Impact on Retaining Talented Employees

The main research problem revolves around the questioning of the searched companies seeking to retain talented employees through their possession of inclusive leaderships, and through them the goal of the research is determined, which is to stand on the fact of the actual contribution of inclusive leadership, and the extent of its contribution to retaining talented employees, where (429) questionnaires were distributed on a sample of employees of Iraqi telecommunications companies (Asiacell, Korek, and Zain), and in order to test the research hypothesis, the statistical program (SPSSV.26) and AMOS V.26 were used. The results showed that there is a direct effect of the independent variable, the inclusive leadership, in the dependent variable, the retention of talented employees, that is, whenever the leaders in the telecom companies surveyed possess the characteristics and attributes of each of the openness, availability or readiness, accessibility, and the inclusive climate, the more this contributes to improving the levels of retaining talented employees. In those companies, therefore, it is not enough to retain talented employees only, but the researched companies must sustain that activity by providing a supportive climate for their innovations and creativity in the company's various operations, in a manner that enables those companies to adopt them as a competitive advantage in the face of similar companies.