Tag: Equal

  • Should you give equal voice to all perspectives?

    Should you give equal voice to all perspectives?

    Journalists are often told to be objective and to tell both sides of a story. They are taught to seek multiple perspectives. This means that when reporters interview an expert about any given topic, they are encouraged to find another source with a different opinion to make it “fair” and “balanced”. 

    Journalists also know that conflict makes a story more interesting and that gets more eyeballs or ears which allows their news organizations to sell more ads and subscriptions. 

    But research any topic and you will find disagreements among scientists, ecologists, business leaders, politicians and everyday people. In other words you can just about always find conflict. 

    Be careful of this. In homing in on conflict you could create a false balance. That’s when you make two sides seem more equal than they are. 

    The classic example is climate change. One of the reasons why it took so long for governments to recognize the danger of climate change is that for years journalists would balance the many, many scientists warning about carbon levels with the very few scientists who said the problem was overblown. 

    So how can you report multiple perspectives without creating a false sense of balance?

    A few suggestions

    Focus on facts, not opinions. And know the difference. 

    A fact can be verified through data and anecdotes of things that happened and that can also be verified. 

    When sources give you information, ask them: “How do you know that?” and “Do you have evidence to back that up?” 

    Even when they have evidence to back up what they say, question why they take the stand they take, or why they came to the conclusions that they did. It is almost as easy to find evidence to support a position as it is to find conflict in a story. I found myself almost believing that the earth is indeed flat when an advocate of that theory seemed to offer up a pile of convincing evidence. 

    To get the public to not worry about the dangers of tobacco, people from the tobacco industry offered up all kinds of evidence for years. People from the fossil fuels industry can offer up all kinds of evidence that human behavior (like driving petrol-powered cars) doesn’t cause climate change. 

    So it is important when you publish information someone has given you, to explain to your audience how that person benefits or is hurt by the issue. 

    Not all experts are equal.

    When seeking opinions or assessments, do so from people with actual expertise. That’s not the same as a level of education or a fancy title. Don’t be afraid to ask people: “How do you know this?” Someone without a university degree might have lived experience with a problem, while someone with a doctorate might never have experienced what you are reporting on. Politicians are fond of talking about the problems of poor people even though many of them came from privileged backgrounds. 

    Don’t be afraid to challenge people’s statements. Let them know when you find contradictory information. When you challenge people it is not a sign of disrespect. It is a sign that you have carefully listened to what they said, have thought about it and are now questioning it. Disrespect is to take something someone says without really listening or thinking about it. 

    Question data people cite or that you find. A census conducted in 2010 in Nabon, a rural area in Ecuador, found that almost 90% of the population was “poor”. That’s an astounding figure, and if used as data in the media, paints a very particular picture. However, a different study in 2013, conducted by the University of Quenca with the Nabon municipal government at the time, found a significantly different figure — that about 75% of the population reported to be highly satisfied with their lives when assessing “subjective wellbeing”. 

    The difference in figures is due to the indicators used to measure satisfaction. The “subjective wellbeing” survey by the University of Quenca measured people’s control over their lives, satisfaction with their occupation, financial situation, their environmental surroundings, family life, leisure time, spiritual life and food security. The census from 2010, however, looked at housing, access to health and education and monetary income.

    So the language used for measuring life satisfaction was important and that the context of the data — how and why it was collected — can change the meaning of the information. To make sure you don’t misreport data, try to avoid overly relying on just one source of numbers or statistics. Instead, check what other data is out there. 

    Report the reality.

    Your job as a journalist is to present the information in such a way that your audience can recognise what is actually happening and why it’s important. 

    Does what the experts say or what people say about their personal experience go against what you have seen out there yourself? People often exaggerate without even realizing that they are doing so. Our memories are often faulty; we might think we know things that we really don’t. 

    Taking all this into account, it is ultimately up to you, as a journalist, to decide how much balance to give to the multiple perspectives you have gathered. If the experiences and evidence and your observations and common sense all point to a reality, then you will mislead your audience if you balance that out equally with people who offer up what seems to be a different reality. 

    That doesn’t mean that you should silence them or keep them out of the story altogether. Understanding and exploring opposing viewpoints is important so that ultimately people can reach an understanding.

    Without that understanding, consensus isn’t possible. And it is difficult to make progress in a society without consensus.

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  • Education Department rescinds EL equal access guidance

    Education Department rescinds EL equal access guidance

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    Dive Brief:

    • The U.S. Department of Education quietly rescinded Obama-era guidance that called on states and districts to ensure English learners “can participate meaningfully and equally” in school and “have equal access to a high-quality education and the opportunity to achieve their full academic potential.”

    • The 40-page Dear Colleague letter, issued in 2015, commended districts for “creating programs that recognize the heritage languages of EL students as valuable assets to preserve.” 

    • The department said in a statement to K-12 Dive that it rescinded the guidance because “it is not aligned with [Trump] Administration priorities.”  The rescission of the guidance is part of a broader effort from the Trump administration to center the English language above all others.

    Dive Insight:

    The comprehensive and long-standing guidance included information on identifying and assessing potential EL students, evaluating EL students for special education services, ensuring their parents have meaningful access to information, and avoiding “unnecessary segregation” of EL students, among other tasks districts typically undertake when serving English learners. 

    Dear Colleague letters are not legally binding, but are often used to communicate to education stakeholders administration’s priorities and policy interpretations.

    The current administration’s rescission of the guidance follows the department’s closure of the Office of English Language Acquisition, which was shut down entirely as part of the agency’s downsizing efforts that began in March. 

    Before its closure, that office helped ensure that English learners and immigrant students gained English proficiency and academic success, schools preserved students’ heritage languages and cultures, and that all students had the chance to develop biliteracy or multiliteracy skills. 

    The department’s erasure of the office and guidance that would have helped districts and states serve English learners comes amid other efforts from the Trump administration to prioritize the English language.

    In March, President Donald Trump issued an executive order declaring English the national language, despite the country still having no legally established national language. 

    The order undid a Clinton-era order that required federal agencies to improve access to their programs for those with limited English proficiency.

    The recent federal push to prioritize English over other languages and to reduce access for English learners comes at a time when the percentage of English learners in public schools is increasing. 

    There were approximately 5.3 million English learner students in fall 2021, compared with 4.6 million such students a decade prior, according to data from the Education Department last updated in 2024. 

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  • Professional services staff need equal recognition – visibility in sector data would be a good start

    Professional services staff need equal recognition – visibility in sector data would be a good start

    Achieving recognition for the significant contribution of professional services staff is a collaborative, cross-sector effort.

    With HESA’s second consultation on higher education staff statistics welcoming responses until 3 April, AGCAS has come together with a wide range of membership bodies representing professional services staff across higher education to release a statement warmly welcoming HESA’s proposal to widen coverage of the higher education staff record to include technical staff and professional and operational staff.

    By creating a more complete staff record, HESA aim to deliver better understanding of the diverse workforce supporting the delivery of UK higher education. AGCAS, together with AHEP, AMOSSHE, ASET, CRAC-Vitae, NADP and UMHAN, welcome these proposals. We have taken this collaborative approach because we have a common goal of seeking wider recognition for the outstanding contributions and work of our members in professional services roles, and the impact they make on their institutions, regions, graduates and students.

    A matter of visibility

    Since the 2019–20 academic year, higher education providers in England and Northern Ireland have had the option to return data on non-academic staff to HESA. However, this has led to a lack of comprehensive visibility for many professional services staff. In the 2023–24 academic year, out of 228 providers only 125 opted to return data on all their non-academic staff – leaving 103 providers opting out.

    This gap in data collection has raised concerns about the recognition and visibility of these essential staff members – and has not gone unnoticed by professional services staff themselves. As one AGCAS member noted:

    Professional service staff have largely remained invisible when reporting on university staff numbers. Professional services provide critical elements of student experience and outcomes, and this needs to be recognised and reflected better in statutory reporting.

    This sentiment underscores the importance of the proposed changes by HESA, and the reason for our shared response.

    Who is and is not

    A further element of the consultation considers a move away from the term “non-academic” to better reflect the roles and contributions of these staff members and proposes to collect data on staff employment functions.

    Again, we collectively strongly support these proposed changes, which have the potential to better understand and acknowledge the wide range of staff working to deliver outstanding higher education across the UK. The term non-academic has long been contentious across higher education. While continuing to separate staff into role types may cause issues for those in the third space, shifting away from a term and approach that defines professional services staff by othering them is a welcome change.

    As we move forward, it is essential to continue fostering collaboration and mutual respect between academic and professional services staff. Challenging times across higher education can create or enhance partnership working between academic and professional services staff, in order to tackle shared difficulties, increase collaboration and form strategic alliances.

    A better environment

    By working in this way, we can create a more inclusive and supportive environment that recognises the diverse contributions of all staff members, ultimately enhancing outcomes for all higher education stakeholders, particularly students.

    Due to the nature of our memberships, our shared statement focuses on professional services staff in higher education – but we also welcome the clear focus on operational and technical staff from HESA, who again make vital contributions to their institutions.

    We all know that representation matters to our members, and the higher education staff that we collectively represent. HESA’s proposed changes could help to start a move towards fully and equitably recognising the vital work of professional services staff across higher education. By expanding data collection to include wider staff roles and moving away from the term “non-academic”, we can better understand and acknowledge the wide range of contributions that support the higher education sector.

    This is just the first step towards better representation and recognition, but it is an important one.

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  • Equal Pay Day Data: On Average, Women in Higher Ed Are Paid 82 Cents on the Dollar

    Equal Pay Day Data: On Average, Women in Higher Ed Are Paid 82 Cents on the Dollar

    by Christy Williams | March 5, 2025

    Since 1996, the National Committee on Pay Equity has acknowledged Equal Pay Day to bring awareness to the gap between men’s and women’s wages. This year, Equal Pay Day is March 25 — symbolizing how far into the year women must work to be paid what men were paid in the previous year.

    To help higher ed leaders understand, communicate and address gender pay equity in higher education, CUPA-HR has analyzed its annual workforce data to establish Higher Education Equal Pay Days for 2025. Tailored to the higher ed workforce, these dates observe the gender pay gap by marking how long into 2025 women in higher ed must work to make what White men in higher ed earned the previous year.

    Higher Education Equal Pay Day falls on March 8, 2025, for women overall, which means that women employees in higher education worked for more than two months into this year to gain parity with their White male colleagues. Women in the higher ed workforce are paid on average just 82 cents for every dollar a White man employed in higher ed makes.

    Highlighting some positive momentum during this Women’s History Month, some groups of women are closer to gaining pay equity. Asian American women in higher ed worked only a few days into this year to achieve parity on January 4 — an encouraging jump from January 14 in 2024.

    But the gender pay gap remains for most women, and particularly for women of color. Here’s the breakdown of the gender pay gap in the higher ed workforce, and the Higher Education Equal Pay Day for each group.* These dates remind us of the work we have ahead.

    • March 8 — Women in Higher Education Equal Pay Day. On average, women employees in higher education are paid 82 cents on the dollar.
    • January 4 — Asian Women in Higher Education Equal Pay Day. Asian women in higher ed are paid 99 cents on the dollar.
    • March 5 — White Women in Higher Education Equal Pay Day. White women in higher ed are paid 83 cents on the dollar.
    • March 29 — Native Hawaiian/Pacific Islander Women in Higher Education Equal Pay Day. Native of Hawaii or Pacific Islander women in higher ed are paid 76 cents on the dollar.
    • April 4 — Black Women in Higher Education Equal Pay Day. Black women in higher ed are paid 75 cents on the dollar.
    • April 11 — Hispanic/Latina Women in Higher Education Equal Pay Day. Hispanic/Latina women in higher ed are paid 73 cents on the dollar.
    • April 24 — Native American/Alaska Native Women in Higher Education Equal Pay Day. Native American/Alaska Native women are paid just 69 cents on the dollar.

    CUPA-HR research shows that pay disparities exist across employment sectors in higher ed — administrators, faculty, professionals and staff — even as the representation of women and people of color has steadily increased. But with voluntary turnover still not back to pre-pandemic levels, not addressing pay disparities could be costly.

    CUPA-HR Resources for Higher Education Equal Pay Days

    As we observe Women’s History Month and Higher Education Equal Pay Days for women, we’re reminded that the quest for equal pay is far from over. But data-driven analysis with the assistance of CUPA-HR research can support your work to create a more equitable future.

    CUPA-HR’s interactive graphics track the gender and racial composition of the higher ed workforce, based on data from CUPA-HR’s signature surveys. The following pay equity analyses control for position, indicating that any wage gaps present are not explained by the fact that women or people of color may have greater representation in lower-paying positions:


    *Data Source: 2024-25 CUPA-HR Administrators, Faculty, Professionals, and Staff in Higher Education Surveys. Drawn from 707,859 men and women for whom race/ethnicity was known.



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  • CUPA-HR’s Equal Pay Day Data for Higher Education: Women in Higher Ed Are Paid Just 82 Cents on the Dollar, Most Women of Color Are Paid Even Less – CUPA-HR

    CUPA-HR’s Equal Pay Day Data for Higher Education: Women in Higher Ed Are Paid Just 82 Cents on the Dollar, Most Women of Color Are Paid Even Less – CUPA-HR

    by Julie Burrell | March 12, 2024

    Since 1996, the National Committee on Pay Equity has acknowledged Equal Pay Day to bring awareness to the gap between men’s and women’s wages. This year, Equal Pay Day is March 12 — symbolizing how far into the year women must work to be paid what men were paid in the previous year.

    To help higher ed leaders understand, communicate and address gender pay equity in higher education, CUPA-HR has analyzed its annual workforce data to establish Higher Education Equal Pay Days for 2024. Tailored to the higher ed workforce, these dates observe the gender pay gap by marking how long into 2024 women in higher ed must work to make what White men earned the previous year.

    Higher Education Equal Pay Day fell on March 5, 2024, for women overall, which means that women employees in higher education worked for more than two months into this year to gain parity with their White male colleagues. Women in the higher ed workforce make on average just 82 cents for every dollar a White male employed in higher ed makes.

    Highlighting some positive momentum during this Women’s History Month, some groups of women are closer to gaining pay equity. Asian American women in higher ed worked two weeks into this year to achieve parity on January 14 — not ideal, but by no means insignificant. In fact, during the academic year 2022-23, Asian American women administrators in particular saw better pay equity than most other groups, according to CUPA-HR’s analysis.

    But the gender pay gap remains for most women, and particularly for women of color. Here’s the breakdown of the gender pay gap in the higher ed workforce, and the Higher Education Equal Pay Day for each group.* These dates remind us of the work we have ahead.

    • March 5 — Women in Higher Education Equal Pay Day. On average, women employees in higher education are paid 82 cents on the dollar.
    • January 14 — Asian Women in Higher Education Equal Pay Day. Asian women in higher ed are paid 96 cents on the dollar.
    • March 1 — White Women in Higher Education Equal Pay Day. White women in higher ed are paid 83 cents on the dollar.
    • March 12 — Native Hawaiian/Pacific Islander Women in Higher Education Equal Pay Day. Native of Hawaii or Pacific Islander women in higher ed are paid 80 cents on the dollar.
    • March 28 — Black Women in Higher Education Equal Pay Day. Black women in higher ed are paid 76 cents on the dollar.
    • April 12 — Hispanic/Latina Women in Higher Education Equal Pay Day. Hispanic/Latina women in higher ed are paid 72 cents on the dollar.
    • April 22 — Native American/Alaska Native Women in Higher Education Equal Pay Day. Native American/Alaska Native women are paid just 69 cents on the dollar.

    CUPA-HR research shows that pay disparities exist across employment sectors in higher ed — administrators, faculty, professionals and staff — even as the representation of women and people of color has steadily increased. But with voluntary turnover rising, not addressing pay disparities could be costly.

    CUPA-HR Resources for Higher Education Equal Pay Days

    As we observe Women’s History Month and Higher Education Equal Pay Days for women, we’re reminded that the fight for equal pay is far from over. But data-driven analysis with the assistance of CUPA-HR research can empower your fight for a more equitable future.

    See our interactive graphics that track gender and racial composition, as well as pay, of administrative, faculty, professional, and staff roles, collected from CUPA-HR’s signature surveys:


    *Data Source: 2023-24 CUPA-HR Administrators, Faculty, Professionals, and Staff in Higher Education Surveys. Drawn from 633,020 men and women for whom race/ethnicity was known.



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