Tag: track

  • On the right track – Sijen

    On the right track – Sijen

    In March 2024, in response to New Governmental mandates that all state schools (publicly funded schools) ban all mobile phones from classrooms and playgrounds during school hours, I wrote a blog piece for the Flexible Learning Association of New Zealand. It was a balanced for-and-against piece, highlights arguments for both perspectives.

    My actual views, my personal views, are somewhat different. I have no insight into the government policy space but it worries me that this is the first stage of what should be a three stage policy implementation when noone has got passed stage one.

    The mobile phone as a means of making or receiving voice calls and phone messages, possibly even SMS text messages, are not likely to be overly  intrusive. However, even this argument doesn’t survive even a cursory glance at recent history. It stands up about as well as Trump’s suggestion that without total immunity all US Presidents would be continuously harangued by their successors, as though he was the first rather than the forty-fifth to hold that office. History tells us that students survived before the advent of the mobile phone. As they had indeed survived before the introduction of the ball-point pen, the ink pen, and the chalk board.

    Stage One: removing social media

    The distinction to be made is not whether students NEED to have access to a mobile phone in order to learn, both knowledge acquisition and associatedcognitive skills, and social interpersonal and affective skills, (spolier, they do not), it is rather a question as to WHETHER mobile phones are an appropriate means of exposing progressive generations of students to emerging technologies andthe power they harness.

    Until mobile phone manufacturers take their responsibility for limiting most egregious damage created by young people’s addiction to social media andintroduce some form of ‘airflight mode’ for schools, ideally accurately GPS mapped and enforceable, the onus will be on school management, teachers and parents to enforce a ban. (Heads up to any of the major handset manufacturers, having a youth-safety mode function is a market share winner.)

    Here in New Zealand, there is strong, though largely still anecdotal, evidence that playgrounds are noisier, more energetic and happier places sincethe ban was introdced, and that in-class attention is more sustained and better managed. There are even suggestions that there is a detectable reduction in cyberbullying.

    Stage Two: infuse technology

    So, on balance taking the mobile phones, as an instrument of constant social distraction rather than as a tool for communication, out of schools makes sense. However, I would personally like to ensure that schools are supported to infuse technology throughout the curriculum. We need to consider what a technology infused school looks like, free of social media distraction. Schools might consider providing tablets for each student to ensure digital equity. Students need to learn how to manage their digital profile, articulate what a digital-twin persona might look like, express themselves digitally as well as learning just to be confident surfers, clickers and users of a wide variety oftools.

    In less economically prosperous areas of the world the mobile phone provides a personal gateway to resources and interactivity and the price we pay, as a society, is the corrosive, addictive behaviour that social media creates. In wealthier areas I believe we can throw away the baby (social media handheld devices) without losing the bathwater (digitally immersive tools).

    Stage Three: lobby handset manufacturers

    Given that there is no incentive for the social media companies to face upto their responsibilities and curtail usage of their apps, they will simply to continue, as the tobacco industry did before them and the food industry does today, to deny and deny, and obscure the worst of their excesses under the banner of ‘user choice’. We need to lobby leading device manufacturers, Apple,Samsung, Google, Sony, Motorola, Huawei, OnePlus, Nokia, Blackberry and LG,to step up and introduce serious zone based protections. And aggressively market them!

    We don’t need social media apps in schools but we do need to enable access to technology in our classrooms.

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  • Gender-Inclusive HR Strategies: Are You on the Right Track? – CUPA-HR

    Gender-Inclusive HR Strategies: Are You on the Right Track? – CUPA-HR

    by Julie Burrell | November 6, 2023

    This year’s Transgender Awareness Week (November 13-19) is an opportunity for HR pros to educate themselves about daily steps that make a more inclusive workplace. It’s also a good time to review strategies for inclusion for all employees, including those who are transgender, nonbinary, and agender, among other gender identities.

    Small Steps to a More Gender-Inclusive Workplace

    At this year’s CUPA-HR annual conference, Jon Humiston of Central Michigan University laid out some simple actions everyone can take to make gender inclusiveness a daily practice. They suggest:

    • Use gender-inclusive language when referring to groups of people. For example, use terms like “people” or “individuals” rather than “ladies and gentlemen.”
    • Pay attention to the assumptions you make about someone’s gender identity and expression.
    • Feel free to ask about pronouns or share your own pronouns, but don’t require people to share theirs, as they may be uncomfortable doing so.
    • Use “pronouns” rather than “preferred pronouns,” since it’s not a preference but an identity.
    • Do know that it’s OK if you make a mistake by accidentally misgendering someone. Apologize and move on. If you repeatedly make the same mistake, it might be time to practice. Consider using AI, like ChatGPT, as a conversation tool or asking a friend to be a practice buddy.

    HR’s Role in Creating a Gender-Affirming Culture

    Jon also proposed a framework for higher ed HR to review inclusion policies, focusing on transgender and nonbinary employees, but with potential benefits for all employees. Reviewing the following questions (adapted from sources such as CUPA-HR and Out & Equal toolkits) will help you identify potential gaps in your institution’s efforts to be gender inclusive.

    Policies and Procedures

    • Do you have a non-discrimination policy that includes sexual orientation, sex (or biological sex), gender identity and gender expression?
    • Do you allow employees to identify their gender outside of the gender binary?
    • Do you have a name-in-use policy or chosen-name policy that is easy to access and navigate?
    • Do systems such as software allow for gender pronouns to be included?
    • Does health insurance cover benefits for transgender and nonbinary employees?
    • Is gender-inclusive language used in internal and external materials (marketing, job ads, etc.)?
    • Are gender-inclusive bathroom locations shared with all potential employees during the interview process and all new employees?

    Programmatic Support

    • Do you have an Employee Resource Group for LGBTQIA+ employees?
    • Do you have LGBTQIA+ safe-zone training available for all employees?

    Visibility

    • Does your institution publicly show its support of LGBTQIA+ communities during Pride Month, National Coming Out Day, National Day of Silence, etc.?
    • Does your institution publicly address hate and bias crimes that occur, or have a plan for doing so?
    • Does your institution have a presence at local LGBTQIA+ pride events?

    Making the Case for Gender Inclusion

    Policies that support LGBTQIA+ employees benefit all employees.

    For example, flexible work arrangements are desired by two-thirds of the higher ed workforce, yet most campus staff members must work on-site. For employees experiencing misgendering at work or in public, a day working from home might provide them the respite they need from the exhaustion of being misgendered or experiencing gender dysphoria.

    Both job seekers and current employees want their workplace cultures to be inclusive. According to a recent Workhuman study, 72 percent of employees see this as somewhat or very important to them. Inclusive cultures also promote creativity and innovation and may reduce absenteeism.

    Preventing workplace discrimination and harassment is also a matter of regulatory compliance. The EEOC recently published new proposed guidance on preventing workplace harassment, including several examples of discrimination and harassment on the basis of sexual orientation and gender identity.

    The Future of Gender Inclusion

    The makeup of the higher ed workplace won’t look the same in the years to come. The share of Americans who know someone whose gender differs from the sex they were assigned at birth continues to grow, with 44 percent of Americans saying they know someone who is trans and 20 percent saying they know someone who is nonbinary.

    If a major overhaul of institutional inclusion policies isn’t something you’re in a position to initiate, Jon suggests networking with your colleagues at other institutions to provide support, personally recognizing national days of awareness or remembrance, and encouraging allyship.

    Additional Resources

    Gender Identity and Sexual Orientation in the Workplace (CUPA-HR Toolkit)

    Assessing LGBTQI+ Inclusion in Your Workplace (Out & Equal Toolkit)

    A Guide to Gender Identity Terms

    What’s Your Pronoun? Strategies for Inclusion in the Workplace



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