scholarly journals WinSETT - Creating a Centre for Equity, Diversity and Inclusion

2021 ◽  
Author(s):  
Carolyn Emerson ◽  
Lianne Lefsrud ◽  
Jane Robinson ◽  
Susan Hollett
Keyword(s):  
Social Entrepreneurship ◽  
Systemic Change ◽  
Women In Science ◽  
Diversity Initiatives ◽  
Institutional Entrepreneurship ◽  
Change Effort ◽  
Diversity And Inclusion ◽  
National Centre ◽  
Diversity Initiative

Dr. Margaret-Ann Armour was a foundational builder of equity, diversity, and inclusion in Canada. This article describes her vision and leadership in creating the Canadian Centre for Women in Science, Engineering, Trades, and Technology (WinSETT Centre, www.winsett.ca) to generate and sustain national conversations and diversity initiatives. We outline the activities associated with these phases — beginning the diversity initiative, building on success, creating capacity, and launching a national centre — to demonstrate how this change effort has evolved. The comprehensive work since 2003 illustrates the focus, tenacity, and institutional entrepreneurship of Dr. Armour to ‘move the dial’ for diversity and inclusion in Canada. She was a pioneer in social entrepreneurship, creating the organizations, initiatives, and networks to support systemic change.

scholarly journals Promoting inclusive metrics of success and impact to dismantle a discriminatory reward system in science

PLoS Biology ◽  
2021 ◽  
Vol 19 (6) ◽  
pp. e3001282
Author(s):  
Sarah W. Davies ◽  
Hollie M. Putnam ◽  
Tracy Ainsworth ◽  
Julia K. Baum ◽  
Colleen B. Bove ◽  
...  
Keyword(s):  
Paradigm Shift ◽  
Systemic Change ◽  
Reward System ◽  
Well Being ◽  
Impact Factors ◽  
Value System ◽  
Academic Leaders ◽  
Diversity And Inclusion ◽  
Marginalized Groups ◽  
Principles Of Justice

Success and impact metrics in science are based on a system that perpetuates sexist and racist “rewards” by prioritizing citations and impact factors. These metrics are flawed and biased against already marginalized groups and fail to accurately capture the breadth of individuals’ meaningful scientific impacts. We advocate shifting this outdated value system to advance science through principles of justice, equity, diversity, and inclusion. We outline pathways for a paradigm shift in scientific values based on multidimensional mentorship and promoting mentee well-being. These actions will require collective efforts supported by academic leaders and administrators to drive essential systemic change.

Social entrepreneurship and SDGs: case studies from northeast Nigeria

2021 ◽  
Vol 11 (4) ◽  
pp. 1-38
Author(s):  
Fardeen Dodo ◽  
Lukman Raimi ◽  
Edward Bala Rajah
Keyword(s):  
Business Model ◽  
Social Entrepreneurship ◽  
Social Impact ◽  
Institutional Environment ◽  
Social Enterprises ◽  
Institutional Entrepreneurship ◽  
Sustainable Entrepreneurship ◽  
Content Type ◽  
Entrepreneurial Development

Case synopsis The use of entrepreneurship to deliver profound social impact is a much-needed but poorly understood concept. Although the authors can generally recognize social enterprises when they see them, they lack a common approach to understanding and measuring the different ways they create social value for them. The authors also lack an appropriate method for reducing the difficulties of starting and expanding them within the difficult conditions of developing countries. In the northeast of Nigeria, for example, the mammoth challenge of rebuilding communities in an unfavorable entrepreneurship environment makes the need for a solution even more urgent. This case study illustrates a model of promoting entrepreneurship that advances the conditions of sustainable development goals (SDGs) in local communities using a configuration of the key theories of social impact entrepreneurship (variants of entrepreneurship with blended value or mission orientation, including social entrepreneurship, sustainable entrepreneurship and institutional entrepreneurship). The extent to which ventures can adjust and improve the extent of their contributions to the SDGs are shown using examples of three entrepreneurs at different stages of growth. From this case study, students will be able to understand how entrepreneurs can identify and exploit social impact opportunities in the venture’s business model, within the network of primary stakeholders as well as in the wider institutional environment with the support of Impact+, a simple impact measurement praxis. Learning objectives The case study envisions training students how to hardwire social impact focus in the venture’s business model (social entrepreneurship), how to run ventures with minimal harm to the environment and greatest benefit to stakeholders (sustainable entrepreneurship) and how to contribute to improving the institutional environment for social purpose entrepreneurship (institutional entrepreneurship). At the end of learning this case study, students should be able to: 1. discover an effective model for a startup social venture; 2. explore options for managing a venture sustainably and helping stakeholders out of poverty; and 3. identify ways to contribute to improving the institutional environment for social impact entrepreneurs. Social implications For students, this case will help in educating them on a pragmatic approach to designing social impact ventures – one that calibrates where they are on well-differentiated scales. For business schools, entrepreneurial development institutions and policymakers, this case study can help them learn how to target entrepreneurial development for specific development outcomes. Complexity academic level The case study is preferably for early-stage postgraduate students (MSc or MBA). Supplementary materials Teaching notes are available for educators only. Subject code CSS 3: Entrepreneurship.

scholarly journals The Diversity Initiative as Anti-Revolutionary Project

2018 ◽  
Vol 11 (1) ◽  
pp. 118-131
Author(s):  
Gerald Nelson
Keyword(s):  
Diversity Initiatives ◽  
Diversity Initiative

Through diversity initiatives, academia and business have recruited many new talented individuals from historically underrepresented communities. These institutions are now in the position of possessing, managing, and deploying a massive amount of diverse talent. We examine what we may expect from these institutions as they continue to absorb diverse talent, as well as what we can expect from these talented individuals as they become a newly established class.

“Shining Armour”: what Margaret-Ann Armour taught us about equity, diversity, and inclusion and mentorship in the natural sciences

2021 ◽  
pp. 1-6
Author(s):  
Jennifer Dengate ◽  
Annemieke Farenhorst ◽  
Tracey Peter ◽  
Tamara Franz-Odendaal
Keyword(s):  
Gender Bias ◽  
Natural Sciences ◽  
Women Faculty ◽  
Faculty Members ◽  
Women In Science ◽  
Canadian Universities ◽  
Diversity And Inclusion ◽  
Science Technology ◽  
And Mathematics ◽  
Academic Chemistry

In addition to her contributions to the field of chemistry, Dr. Margaret-Ann Armour was the foremother of equity, diversity, and inclusion in the natural sciences in Canada and was an exemplary mentor to many women in science, technology, engineering, and mathematics. Dr. Armour emphasized that, to make progress in natural sciences and engineering fields, we also need to make advancements in workplace EDI. Dr. Armour was among the first to recognize the need to fix gender biased systems and not women. Analyses of the 2017–2018 Faculty Workplace Climate Survey, administered to approximately 700 natural sciences and engineering professors from 13 Canadian universities, supports Dr. Armour’s position. We present a synthesis of the key findings from the survey, which speak to some of the gendered challenges that women faculty members in Canada still face; and discuss the implications of these findings in light of women’s continued lack of access to mentors, with an emphasis on gender bias in mentorship within academic chemistry.

scholarly journals Diversity and Inclusion Practices in Nonprofit Associations: A Resource-Dependent and Institutional Analysis

2020 ◽  
Vol 6 (1) ◽  
pp. 22
Author(s):  
Dyana P. Mason
Keyword(s):  
National Survey ◽  
Institutional Analysis ◽  
Institutional Entrepreneurship ◽  
Diversity And Inclusion ◽  
Nonprofit Associations ◽  
Professional Fields ◽  
Modest Degree

Since the early 1990s, diversity and inclusion (D&I) efforts have received increasing attention among management scholars. Although the benefits and challenges of implementing D&I practices are now well established, few studies have explored the extent to which nonprofit associations, in particular, engage in D&I efforts. As such, we have no knowledge of the role that associations play in assisting with the diffusion of these practices throughout their respective professional fields or trades. Therefore, using a national survey of over 150 executives of nonprofit associations, this study explores the institutional and resource-based challenges associations face when seeking to implement D&I practices, both within their organizations and throughout their professional fields and trades. While the findings from this study suggest that nonprofit associations only engage in D&I practices to a modest degree, there is also evidence of institutional entrepreneurship. Implications of these findings for research on D&I practices in nonprofit associations as well as for association practitioners seeking to improve their D&I programming are provided.

Social entrepreneurs as institutional entrepreneurs: evidence from a comparative case study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Georgios Chatzichristos ◽  
Nikolaos Nagopoulos
Keyword(s):  
Social Entrepreneurship ◽  
Systems Design ◽  
Social Enterprises ◽  
Field Conditions ◽  
Comparative Case Study ◽  
Institutional Entrepreneurship ◽  
Social Entrepreneurs ◽  
Content Type ◽  
Institutional Entrepreneurs

Purpose This study aims to illuminate the field conditions under which social entrepreneurship can become institutionalized and transform the existing institutional fields. Design/methodology/approach A comparative case study was conducted among three social enterprises, within different regional institutional fields, following a most different systems design: OTELO, in Mühlviertel, ADC MOURA, in Baixo Alentejo and STEVIA HELLAS in Phthiotis. Findings The results indicate some of the field conditions under which an institutionalization of social entrepreneurship can thrive, namely, a high civil approval, a highly institutionalized and decentralized institutional field that allows the social enterprise to remain autonomous, as well the anchoring of the venture to a pre-existing counter-hegemonic narrative or/and to an embedded network that drives the dissemination a new institutional logic forward. Research limitations/implications The institutionalization of the voluntary collective action that social entrepreneurship embodies has significant limitations. The same is true for innovation, which tends to lose its innovative spirit as it becomes institutionalized. Future research has to explore if institutionalized social entrepreneurship can maintain a voluntary perspective and an innovative drift. Originality/value Most studies on institutional entrepreneurship deploy in-depth case studies while multi-case comparative research remains rare. The current comparative study adds significantly to the understanding of institutional entrepreneurship, as it compares different degrees of institutionalization and successful institutional entrepreneurs to non-successful ones.

scholarly journals Aligning Equity, Engagement, and Social Innovation in Anchor Initiatives

2019 ◽  
Vol 30 (1) ◽  
Author(s):  
Esteban Del Rio ◽  
John Loggins
Keyword(s):  
Learning Community ◽  
Social Action ◽  
Social Entrepreneurship ◽  
Social Innovation ◽  
Community Empowerment ◽  
Institutional Transformation ◽  
Engaged Learning ◽  
Cultural Approach ◽  
Diversity And Inclusion ◽  
The University

Drawing on cultural studies and the practice of engaged learning and scholarship, this paper proposes a cultural approach to institutional transformation, which we argue necessarily follows anchor partnerships. The authors advance a model of cohesion and alignment among equity, diversity, and inclusion (EDI), community engagement, and social entrepreneurship commitments at colleges and universities. This centers on the notion of “joining” as an epistemology and a methodology in community and campus-based work to achieve the anchor mission. In addition to advancing a theoretical model, the authors draw upon theory in practice at the University of San Diego, where the Center for Inclusion and Diversity, Mulvaney Center for Community, Awareness, and Social Action, and the Changemaker HUB aligned their efforts to approach student learning, community empowerment, and economic development through a cohesive lens.

How Personality Relates to Attitudes Toward Diversity and Workplace Diversity Initiatives

2021 ◽  
pp. 014616722110577
Author(s):  
Sana F. Lall-Trail ◽  
Nicholas P. Salter ◽  
Xiaowen Xu
Keyword(s):  
Big Five ◽  
Openness To Experience ◽  
Workplace Diversity ◽  
Diversity Initiatives ◽  
Effective Implementation ◽  
Diversity And Inclusion ◽  
Big Five Traits ◽  
Attitudes Toward Diversity ◽  
Diversity Study

The present research examined how the Big Five traits Openness to Experience and Agreeableness predicted general attitudes toward diversity (Study 1) and receptivity to concrete diversity initiatives in the workplace (Study 2). Study 1 found that Openness to Experience positively predicted universal diverse orientation, but not pro-diversity belief or sensitivity to diversity. Agreeableness positively predicted universal diverse orientation and pro-diversity belief. In Study 2, Openness to Experience positively predicted universal diverse orientation, but not support for workplace diversity initiatives. Agreeableness positively predicted universal diverse orientation and support for both existing and potential workplace diversity initiatives. We also showed that universal diverse orientation mediated the links between personality and support for workplace diversity initiatives. We discuss how these findings can shed more light on the types of individuals who are more likely to endorse diversity and inclusion, which can subsequently inform more effective implementation and communication of diversity initiatives.

Sign in / Sign up

Export Citation Format

Share Document