Springboard contributes to Royal Mail’s continuing success

2016 ◽  
Vol 48 (3) ◽  
pp. 117-122
Author(s):  
Bob Little
Keyword(s):  
Gender Diversity ◽  
Development Programme ◽  
Women's Development ◽  
Self Assessment ◽  
Content Type ◽  
Personal Lives ◽  
Diversity And Inclusion ◽  
Self Confidence ◽  
Use Of Resources ◽  
Effective Use

Purpose – The purpose of this paper is to set out the results – so far – of using the Springboard women’s development programme within Royal Mail. Design/methodology/approach – This paper comprises a case study on the application of the Springboard women’s development programme throughout Royal Mail. It covers gender, diversity and inclusion issues within the company. Findings – The Springboard programme helps women be more realistic in their self-assessment; have more self-confidence; take more initiative; set and achieve clearer goals; have increased personal motivation; accept more responsibility for their own development; have a more mature and positive attitude; communicate more assertively and effectively; add more value to their work; improve customer relations; present a positive image, and improve their assertiveness skills. Research limitations/implications – It is possible to achieve ambitious objectives in terms of gender, diversity and inclusiveness at work through the use of a development programme such as Springboard. Practical/implications – With help from programmes such as Springboard, women can become more open, and receptive, to change; raise their confidence and self-esteem levels; take on more responsibility; make more effective use of resources, and improve their problem-solving abilities. The programme is also proving able to help them compete more effectively for promotion at work; take on and be successful in management roles. This helps them achieve their career goals, raise their aspirations and generally develop their careers. Social/implications – Women are being helped to compete effectively with men in the workplace as well as developing an understanding of how to be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance). Originality/value – The Springboard women’s development programme is helping to change the working culture built up over some 400 years at Royal Mail.

scholarly journals Building analytic skills to drive improvements in patient care and organisational decision making

2015 ◽  
Vol 20 (3) ◽  
pp. 134-145
Author(s):  
Glen Howard ◽  
Alex Walker ◽  
Dominick E Shaw ◽  
James Hatton
Keyword(s):  
Training Programme ◽  
Development Programme ◽  
Service Improvement ◽  
Self Assessment ◽  
Skill Levels ◽  
Content Type ◽  
Potential Benefits ◽  
Analytic Skills ◽  
Training Opportunities

Purpose – This paper briefly outlines a development programme designed to improve the skills of NHS Information Analysts and assesses the extent these skills have been developed. There are significant opportunities for the NHS to utilise information more effectively, and Analysts have a key role. However, training opportunities prior to the development of this programme have been limited for this professional group. The purpose of this paper is to explore the potential benefits to the organisations, patients and the NHS as a whole, that improvements in the quality of analysis can deliver. Design/methodology/approach – The authors compared pre-course and post-course self-assessment of skill levels of Analysts who attended the programme. The authors also considered general feedback and comments from participants. Findings – All of the 40 skills areas assessed demonstrated an increase in mean competency score. In cohorts 1 and 2, 38 of these were statistically significant (p < 0.001-0.041, mean increase in score 1.0). For cohorts 3-5, 37 were statistically significant (p < 0.001-0.012; mean increase 1.2). These findings were supported by the positive feedback from participants. Practical implications – The programme develops skills for NHS Information Analysts which can improve the quality of analysis in the NHS, offering significant potential to improve the effectiveness and efficiency of healthcare. Originality/value – The Information Analysts’ Development Programme provides the only training programme available for NHS Information Analysts, contributing to the development of data driven service improvement within the NHS. This may harness the power contained within data to drive improvement and ensure patients receive the highest quality of care.

scholarly journals Exploring how teachers suggest informing designs for learning

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stefan Hrastinski
Keyword(s):  
Student Perceptions ◽  
Lessons Learned ◽  
Learning Theories ◽  
Limited Attention ◽  
Content Type ◽  
Daily Work ◽  
Use Of Resources ◽  
Design For Learning ◽  
Effective Use ◽  
Practical Implications

PurposeAn issue that has received limited attention is how teachers make informed decisions when designing learning activities, which makes effective use of resources and technologies. The aim of this paper is to explore how teachers suggest informing their designs for learning.Design/methodology/approachThe study is based on documentation from workshops where adult education teachers were encouraged to suggest how a design for learning can draw on what is known, how the design can be evaluated and how the design and lessons learned can be shared. The data was analyzed using thematic analysis.FindingsMost teachers did not explicitly suggest how to inform their designs for learning, although some suggested to draw on learning theories. The teachers were able to provide many examples of how their designs for learning could be evaluated based on student perceptions and assessment. They primarily suggested to discuss and share their designs and lessons learned at the school.Practical implicationsThe workshop format could be adapted and used in practice.Originality/valueRelatively little attention has been paid to how teachers inform their designs for learning. A key challenge for teachers is to understand design for learning as an informed practice, which could be integrated as part of their daily work.

Diversity in India: addressing caste, disability and gender

2020 ◽  
Vol 39 (6) ◽  
pp. 585-596
Author(s):  
Rana Haq ◽  
Alain Klarsfeld ◽  
Angela Kornau ◽  
Faith Wambura Ngunjiri
Keyword(s):  
Gender Diversity ◽  
Diversity Management ◽  
Special Issue ◽  
Theoretical Frameworks ◽  
Content Type ◽  
Economic Diversity ◽  
Diversity And Inclusion ◽  
And Gender ◽  
Equality And Diversity ◽  
Country Specific

PurposeThe purpose of this paper is to present the diversity and equality perspectives from the national context of India and introduce a special issue about equality, diversity and inclusion (EDI) in India.Design/methodology/approachThis special issue consists of six articles on current EDI issues in India. The first three of the contributions are focused on descriptions of diversity challenges and policies regarding caste and disabilities, while the remaining three papers address gender diversity.FindingsIn addition to providing an overview of this issue's articles, this paper highlights developments and current themes in India's country-specific equality and diversity scholarship. Drawing on the special issue's six papers, the authors show the relevance of Western theories while also pointing to the need for reformulation of others in the context of India.Research limitations/implicationsThe authors conclude with a call to further explore diversity in India and to develop locally relevant, culture-sensitive theoretical frameworks. Religious and economic diversity should receive more attention in future diversity management scholarship in the Indian context.Originality/valueHow does India experience equality and diversity concepts? How are India's approaches similar or different from those experienced in other countries? How do theoretical frameworks originated in the West apply in India? Are new, locally grounded frameworks needed to better capture the developments at play? These questions are addressed by the contributions to this special issue.

Promoting gender diversity in STEM faculty through leadership development

2019 ◽  
Vol 38 (3) ◽  
pp. 382-398 ◽  
Author(s):  
Joyce Yen ◽  
Eve A. Riskin ◽  
Cara Margherio ◽  
Jan H. Spyridakis ◽  
Coleen M. Carrigan ◽  
...  
Keyword(s):  
Higher Education ◽  
Leadership Development ◽  
Gender Equity ◽  
Department Chairs ◽  
Gender Diversity ◽  
Content Type ◽  
Successful Model ◽  
Diversity And Inclusion ◽  
Agents Of Change ◽  
Diversity In Stem

PurposeThe advancement of equity, diversity and inclusion in higher education is dependent on institutional culture changes in academia. Faculty equity, diversity and inclusion efforts must engage departmental leadership. The purpose of this paper is to describe the growth and expansion of the ADVANCE leadership program at the University of Washington (UW) for department chairs that was designed to provide department chairs the skills, community and information needed to be agents of change within the academy.Design/methodology/approachThe paper chronicles the program’s growth from a campus-based workshop program to national workshops (LEAD) to a web-based toolkit (LiY!) to support institutions in running their own UW ADVANCE-inspired leadership workshops.FindingsThe paper demonstrates the success of each growth stage and the expansion of program impact.Practical implicationsThe paper offers recommendations for growing a model from a local to national scale and adapting the described leadership development model at other institutions.Originality/valueThe paper shares a successful model for equipping department chairs to be advocates of gender equity, diversity and inclusion in STEM and to be change agents in higher education.

The University of Bath introduces Springboard’s Sprint programme for female undergraduates

2016 ◽  
Vol 48 (8) ◽  
pp. 381-386
Author(s):  
Bob Little
Keyword(s):  
Time Management ◽  
Well Being ◽  
Self Esteem ◽  
Career Goals ◽  
Gender Pay Gap ◽  
Pay Gap ◽  
Content Type ◽  
Personal Lives ◽  
Self Confidence ◽  
The University

Purpose The purpose of this paper is to set out the results of research which shows the gender pay gap among graduates and outline some of the steps being taken to combat this at the University of Bath. Notably, it highlights the Sprint programme, developed for women undergraduates. This programme aims to add value to the overall student experience at university, improve employability and help to ensure that each undergraduate – regardless of her subject, department or career aspirations – can develop to her fullest potential. Design/methodology/approach This paper outlines the Sprint programme and reports on how it is being used specifically by the University of Bath. It contains the results of interviews with the deliverers, sponsors and stakeholders of the Sprint programme. Findings The Sprint programme helps women focus on their studies at university, achieving results such as improved visibility and effectiveness in tutorials, better time management, less study stress, a boost in confidence and self-esteem. They also use Sprint to sharpen their career goals, raise their aspirations, explore possibilities and to take advantage of the work shadowing, internships and mentoring often offered by corporate sponsors. Research limitations/implications It is possible to bridge the gender pay gap as well as benefit women in other ways via learning and development activities, such as those promoted via the Sprint programme. Practical implications With help from programmes such as Sprint, women can achieve improved work visibility and effectiveness, better time management, reduced stress, increased confidence and self-esteem. This helps them achieve their career goals, raise their aspirations and generally develop their careers. Social implications Women can learn to compete effectively with men in the workplace as well as be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance). This offers many benefits for women – and for the well-being of society in general. Originality/value The Sprint programme is unique – and is, increasingly, proving valuable. Although the Sprint programme is relatively new – having started in 2013 – it is already bearing positive results. This is not just true in terms of narrowing the gender pay gap but also in terms of improved business networking and heightened self-confidence among other factors.

Inclusion: how an understanding of neuroscience enhances your gender initiatives

2019 ◽  
Vol 33 (4) ◽  
pp. 20-23
Author(s):  
Jan Hills
Keyword(s):  
Cultural Change ◽  
Resistance To Change ◽  
Negative Impact ◽  
Gender Diversity ◽  
Business Case ◽  
Content Type ◽  
Diversity And Inclusion ◽  
Modeling Methodology ◽  
The Difference ◽  
The Impact

Purpose The author recently conducted a research with companies about their gender diversity and inclusion initiatives to understand how successfully “lighthouse” organizations were moving the dial on creating inclusive cultures and whether an understanding of neuroscience helped to explain the importance of cultural change. Design/methodology/approach For the research, the author used a modeling methodology which had been designed to identify the difference that makes a difference and the things which really work. Findings Helping leaders understand the science behind why inclusion is important in business, the definition of inclusion, how the impact of exclusion on productivity, creativity, and engagement reduces resistance to change, and explains why the HR’s advice is beneficial to the success of the business. Originality/value The research found that few organizations are using an understanding of the negative impact of exclusion to make a business case for creating an inclusive culture.

Diversity and inclusion in an emerging market context

2014 ◽  
Vol 33 (3) ◽  
pp. 293-308 ◽  
Author(s):  
Preeya Daya
Keyword(s):  
Emerging Market ◽  
Group Discussion ◽  
Structured Interview ◽  
Content Type ◽  
Individual Level ◽  
Diversity And Inclusion ◽  
Self Confidence ◽  
Line Manager ◽  
Interpersonal Level ◽  
Insight Into

Purpose – The extreme demographic misrepresentation of organisations is a key business and societal issue in South Africa (SA). The purpose of this paper is to provide organisations that are committed to the creation of a diverse and inclusive environment with key considerations that need to be managed in order to create more diverse drive transformation. Design/methodology/approach – This research uses a combination of quantitative and qualitative techniques to gain an understanding of the elements that need to be managed to enhance perception of inclusion in the SA workplace. Findings – The study finds that key inclusion elements that need to be transformed at an organisational level include “senior leadership”, “organisation climate”, “organisational belonging”, “communication” and “transparent recruitment, promotion and development”. At an interpersonal level or relational level, inclusion components include respect and acceptance, the “line manager/subordinate relationship” (which includes the subordinates experience of dignity, trust and recognition), “engagement” which includes decision-making authority and access to information, and finally the “individual's relationship with the organisation's vision and values”. Finally, at an individual level, factors which influenced inclusion, and therefore required attention in recruitment or management were “personality”, “locus of control”, self-confidence which includes self-esteem and “power”. Research limitations/implications – While this research facilitated “deep” insight into the diversity and inclusion components, this study could have been enriched through exploring diversity and inclusion in other organisational contexts. Second, while the InclusionIndex™ survey provided a useful base measure of inclusion for this research, the use of a survey as the primary research tool might have been leading to the respondents. Third, because the InclusionIndex™ survey was used as the exploratory tool, and was the respondents’ first exposure to the diversity and inclusion terminology, the survey became the informal frame of reference for diversity and inclusion, and thus might have influenced the focus group discussion and semi-structured interview responses. Practical implications – Using these diversity and inclusion considerations, leaders of pluralistic and multicultural organisations can focus their attention on developing inclusion areas that are weak and require more consideration. Second, this research aims to establish that inclusion extends beyond recruitment of diverse individuals to a process driven at organisational, interpersonal and individual levels. Originality/value – These management considerations are important and valuable because they can be used to guide systemic change in organisations, driven at organisational, interpersonal and individual levels. This approach will help organisations to move beyond employment equity compliance, to a commitment to multicultural diverse and inclusive organisations.

Rationales of gender diversity management policies and practices in India: an exploratory empirical study in the Indian IT/ITeS industry

2020 ◽  
Vol 39 (6) ◽  
pp. 667-688
Author(s):  
Shreyashi Chakraborty ◽  
Leena Chatterjee
Keyword(s):  
Survey Methodology ◽  
Economic Value ◽  
Gender Diversity ◽  
Diversity Management ◽  
Business Case ◽  
Full Time ◽  
Content Type ◽  
Indian Context ◽  
Management Policies ◽  
Policies And Practices

PurposeThe Indian context is marked with weak anti-discrimination laws and patchy implementation of protection of civil rights of women at workplaces. The purpose of this paper is to unearth the rationales of the adoption of gender diversity management policies and practices in India, in the absence of laws and regulations.Design/methodology/approachInspiration is drawn from previous studies on diversity management in other national contexts, and a survey methodology was adopted. The lead researcher administered the questionnaires personally to all respondents to ensure that the understanding of the questions is uniform across respondents as gender diversity management is a relatively new concept in India.FindingsSize of the organisation (number of full-time employees), the influence of external organisations and perceived enhanced organisational flexibility were found to explain the adoption of gender diversity management policies and practices in the Indian IT/ITeS industry. Findings also indicate that Indian subsidiaries of foreign multinationals tend to adopt more gender diversity management policies and practices as compared to Indian-owned organisations.Research implicationsThis study provides evidence that organisations do not always enact structures or behaviours in the pursuit of normative rationality and also consider the economic value of them, establishing an organisational agency in adopting legitimated norms or practices. The study also shows that gender diversity management policies and practices are not only dependent on the enactment of laws but also are adopted because of the economic benefit perceived.Originality/valueDiversity management policies and practices have been mostly studied in national contexts with anti-discrimination laws or affirmative action programs and have been claimed to be a successor of equal employment opportunity (EEO) policies. In the absence of stringent laws to reduce or eliminate discrimination against women employees in Indian workplaces, this study contributes to the literature by determining whether the business case for gender diversity drives the adoption of gender diversity management in the Indian context.

scholarly journals Blended Learning on Blood Pressure Measurement: Investigating Two In-Class Strategies in a Flipped Classroom-Like Setting to Teach Pharmacy Students Blood Pressure Measurement Skills

Healthcare ◽  
2021 ◽  
Vol 9 (7) ◽  
pp. 822
Author(s):  
Samieh Farahani ◽  
Imaneh Farahani ◽  
Maira Anna Deters ◽  
Holger Schwender ◽  
Bjoern Bengt Burckhardt ◽  
...  
Keyword(s):  
Blood Pressure ◽  
Blended Learning ◽  
Pressure Measurement ◽  
Flipped Classroom ◽  
Blood Pressure Measurement ◽  
Pharmacy Students ◽  
Learning Approach ◽  
Self Assessment ◽  
Class Session ◽  
Self Confidence

For reliable blood pressure measurement, various potential sources of inaccuracies need to be considered to avoid incorrect decision-making. Pharmacy students should be sensitized and taught the skill accordingly. One strategy to teach students’ blood pressure measurement skills might be through a blended learning approach in a flipped classroom-like setting. With a randomized two-arm study among pharmacy students in their eighth semester, the required extent of in-class session in the scope of a blended learning approach in a flipped classroom-like setting was evaluated. Participants’ self-confidence and self-perceived proficiency were evaluated through a survey, and participants’ blood pressure measurement performance was assessed by objective structured clinical examination (OSCE). Participants’ satisfaction with, and perception of, the flipped classroom were also surveyed. The extended in-class activities did not result in a significantly higher increase of participants’ OSCE score and self-assessment score when compared to the brief in-class session. Both in-class sessions yielded a significant increase in the OSCE scores as well as in the self-assessment scores. Moreover, the teaching approaches were predominantly well-received by the students. The use of both flipped classroom-like approaches improved pharmacy students’ blood pressure measurement performance, though the brief in-class session was sufficient. Students’ self-confidence/self-perceived proficiency in blood pressure measurement skills increased similarly in both settings.

Corporate governance practices and capital structure decisions: the moderating effect of gender diversity

2020 ◽  
Vol 20 (5) ◽  
pp. 939-964
Author(s):  
Mohammad A.A Zaid ◽  
Man Wang ◽  
Sara T.F. Abuhijleh ◽  
Ayman Issa ◽  
Mohammed W.A. Saleh ◽  
...  
Keyword(s):  
Corporate Governance ◽  
Panel Data ◽  
Capital Structure ◽  
Generalized Method Of Moments ◽  
Gender Diversity ◽  
Business Environment ◽  
Board Structure ◽  
Content Type ◽  
Financing Decisions ◽  
The Impact

Purpose Motivated by the agency theory, this study aims to empirically examine the nexus between board attributes and a firm’s financing decisions of non-financial listed firms in Palestine and how the previous relationship is moderated and shaped by the level of gender diversity. Design/methodology/approach Multiple regression analysis on a panel data was used. Further, we applied three different approaches of static panel data “pooled OLS, fixed effect and random effect.” Fixed-effects estimator was selected as the optimal and most appropriate model. In addition, to control for the potential endogeneity problem and to profoundly analyze the study data, the authors perform the one-step system generalized method of moments (GMM) estimator. Dynamic panel GMM specification was superior in generating robust findings. Findings The findings clearly unveil that all explanatory variables in the study model have a significant influence on the firm’s financing decisions. Moreover, the results report that the impact of board size and board independence are more positive under conditions of a high level of gender diversity, whereas the influence of CEO duality on the firm’s leverage level turned from negative to positive. In a nutshell, gender diversity moderates the effect of board structure on a firm’s financing decisions. Research limitations/implications This study was restricted to one institutional context (Palestine); therefore, the results reflect the attributes of the Palestinian business environment. In this vein, it is possible to generate different findings in other countries, particularly in developed markets. Practical implications The findings of this study can draw responsible parties and policymakers’ attention in developing countries to introduce and contextualize new mechanisms that can lead to better monitoring process and help firms in attracting better resources and establishing an optimal capital structure. For instance, entities should mandate a minimum quota for the proportion of women incorporation in boardrooms. Originality/value This study provides empirical evidence on the moderating role of gender diversity on the effect of board structure on firm’s financing decisions, something that was predominantly neglected by the earlier studies and has not yet examined by ancestors. Thereby, to protrude nuanced understanding of this novel and unprecedented idea, this study thoroughly bridges this research gap and contributes practically and theoretically to the existing corporate governance–capital structure literature.

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