Resistant Transparency and Nonprofit Labor: Challenging Precarity in the Art + Museum Wage Transparency Campaign

Drawing upon contemporary academic debates about nonprofit worker precarity combined with needed theoretical re-orientations toward transparency, this paper explicates the situated communication practices and politics of resistant transparency. Resistant transparency describes communication aimed at revealing and publicizing previously obscured or hidden wage data and employment conditions to challenge powerful actors. Resistant transparency involves dynamic shifts in control over information, modes of in/visibility, and surveillance of powerful actors. We develop the case of Art + Museum Transparency, a collective of arts and museum workers employing Google spreadsheets and Twitter to publicize salary information and challenge norms of self-sacrifice and unpaid labor. Moving beyond an understanding of transparency as an institutional demand, our analysis develops how technical affordances shaped the collective’s efforts. We argue that transparency functions as a resistant communicative practice with potential for increasing worker voice and furthering the goals of collective resistance to precarious work across sites of employment.

Salaries in Forensic Anthropology and Academic Anthropology

This project examined the salaries of forensic anthropologists in the United States. Additionally, the salaries of forensic anthropologists employed in academia were compared to those of other academic anthropologists. The goal of this project was to develop baseline data in terms of salaries for forensic anthropologists while also examining various factors that may affect forensic anthropology salaries. Salary information is important because salary transparency narrows wage disparities, reduces favoritism and discrimination, increases the bargaining power of employees, and potentially causes employers to focus more on salary differentiation in terms of productivity and seniority; essentially, wage transparency generates greater equity among employees (Estlund 2014). In order to examine salaries in forensic anthropology, internet search engines were used to find open-access salary data for individuals currently listed as non-student members of the anthropology section of the American Academy of Forensic Sciences and/or the American Board of Forensic Anthropology. All variables were analyzed using random forest models. Results found that in all models, there were no differences in salary between men and women. Further, no significant differences were found between anthropology subfields in academia. Importantly, years since terminal degree was the most important variable affecting salary in all models, with academic rank being the most important variable for individuals employed in the academic sector. Further, these results demonstrate inconsistencies in pay for forensic anthropologists, especially for those working in the applied sector.

Rancang Bangun Aplikasi Penggajian Dosen Tetap Dan Dosen Tidak Tetap Secara Online Di Universitas Darul Ulum Jombang

Abstract— Darul Ulum University is a university with a large number of lecturers, in the process of paying lecturers' salaries, expertise is needed in determining the amount of salary (bisyaroh) given to lecturers. The calculation of UNDAR lecturer salaries requires data on the number of credits and teaching hours. So far, UNDAR has relied on the Excel application to calculate lecturer salaries. The system used has a weakness that it cannot be accessed from other hardware. The design of an online permanent lecturer and non-permanent lecturer payroll application can help the treasurer manage lecturer salary information (bisyaroh) from other devices easily and precisely. Intisari— Universitas Darul Ulum merupakan Universitas dengan jumlah dosen yang termasuk banyak, dalam proses pembayaran gaji dosen, dibutuhkan keahlian dalam menentukan jumlah gaji (bisyaroh) yang diberikan kepada dosen. Perhitungan gaji dosen UNDAR membutuhkan data jumlah sks dan jam mengajar. Selama ini UNDAR menggunakan aplikasi Excel untuk menghitung gaji dosen. Sistem yang dipakai ini memiliki kelemahan tidak bisa diakses dari perangkat keras lain. Rancang bangun aplikasi penggajian dosen tetap dan dosen tidk tetap secara online dapat membantu pihak bendahara dalam mengelola informasi gaji (bisyaroh) dosen dari perangkat lain dengan mudah dan tepat.

KEPEGAWAIAN DI KESULTANAN SIAK: GAMBARAN ARSIP GAJI ERA SULTAN SYARIF KASIM II

The salary archive used in this study is a digital archive owned by the Siak Regency Library and Archives Office. The archive is a legacy of Sultan Syarif Kasim II's government (1915-1945). There are 3000 archives available. At present, there are not many writings that reveal the contents of this historical value archive, especially those relating to staffing, whereas in this historical archive there is a description of the sultan's policies in the welfare of his people. The purpose of this research is to identify and provide archival description relating to employee salaries. The method applied in this study is qualitative with a descriptive approach. The results showed that of the 3000 digital archives, 280 of them contained salary information for 100 employees. The identified file illustrates 3 things, namely the monitoring of the Colonial Government which was shown in the use of two languages ​​in the archive, namely Malay and Dutch; The government sistem is centralized, because direct employment is responsible to the Sultan; The Sultan appreciates the ability and service of his employees, this is reflected in the difference in salary received by each employee based on his tenure.

Updating great expectations: The effect of peer salary information on own-earnings forecasts

How jobseekers set their earnings expectations is central to job search models. To study this process, we track the evolution of own-earnings forecasts over 18 months for a representative panel of university-leavers in Mozambique and estimate the impact of a wage information intervention. We sent participants differentiated messages about the average earnings of their peers, obtained from prior survey rounds. Demonstrating the stickiness of (initially optimistic) beliefs, we find an elasticity of own-wage expectations to this news of around 7 per cent in the short term and 16 per cent over the long term, which compares to a 22 per cent elasticity in response to unanticipated actual wage offers. We further find evidence of heterogeneous updating heuristics, where factors such as the initial level of optimism, cognitive skills, perceived reliability of the information, and valence of the news shape how wage expectations are updated. We recommend institutionalizing public information about earnings.

United States National Postdoc Survey results and the interaction of gender, career choice and mentor impact

The postdoctoral community is an essential component of the academic and scientific workforce, but a lack of data about this community has made it difficult to develop policies to address concerns about salaries, working conditions, diversity and career development, and to evaluate the impact of existing policies. Here we present comprehensive survey results from 7,603 postdocs based at 351 US academic and non-academic (e.g. hospital, industry and government lab) institutions in 2016. In addition to demographic and salary information, we present multivariate analyses on factors influencing postdoc career plans and satisfaction with mentorship. We further analyze gender dynamics and expose wage disparities. Academic research positions remain the predominant career choice, although women and US citizens are less likely than their male and non-US citizen counterparts to choose academic research positions. Receiving mentorship training has a significant positive effect on postdoc satisfaction with mentorship. Quality of and satisfaction with postdoc mentorship also appear to heavily influence career choice.

Occupation Exploration: Using O*NET in the Management Classroom

In this article, I discuss the potential uses of the Department of Labor–sponsored Occupational Information Network (O*NET) in the classroom context. O*NET is a free, publicly available resource that provides an array of occupation-specific information, such as relevant tasks, knowledge, skills, abilities, and salary information. Tools such as the Interest Profiler are also available and are designed to help individuals find an occupation that best fits their preferences and interests. I discuss my use of O*NET to assign a variety of well-received and original assignments to my students, varying at both the undergraduate and graduate levels. I further discuss how O*NET can be used to teach specific topics in a variety of management-related courses, such as recruitment and selection, and conclude with how O*NET is an overall valuable and easy-to-implement resource for instructors in the field of management.

Philip Morris International-funded ‘Foundation for a Smoke-Free World’: analysing its claims of independence

The Foundation for a Smoke-Free World was launched in September 2017 with an announced 12-year funding commitment of $1 billion from Philip Morris International (PMI). The Foundation claims that its governing documents (certificate of incorporation, bylaws and a pledge agreement) ensure that it has an independent research agenda and stringent protections from conflicts of interest. We analysed the text of these governing documents. Their provisions have multiple loopholes, particularly regarding conflicts of interest. Further, these documents cannot substitute for other important documentation such as information about PMI’s internal business case for investing $1 billion in the Foundation, an unwaivable conflict of interest policy, annual disclosure statements, copies of pre-Foundation establishment correspondence between key individuals, all signed contracts or salary information, none of which, as of July 2018, the Foundation has made publicly available. Even if these were released, however, it is problematic that the Foundation’s fundamental purpose was decided on and its leader selected following a tobacco company-paid, privately negotiated arrangement with the Foundation’s president. It cannot be regarded as independent.