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As a new channel of job seeking, online recruitment platforms and their job recommender systems have shown importance to applicants. However, existing recommendation methods endure limitation in effectiveness for their lack of consideration for employers feedback and behavioral information. Taking two-sided matching and diversity into account, this paper proposes a machine-learning based job recommendation method, namely Job-PI, to synthetically optimize both applicant preferences and employer interests. Experiments on both simulation and real-world data show the effectiveness and superiority of Job-PI over other methods.

In 2017, Luo Mingxiong, CEO of Jingbei Investment and one of the most popular angel investors in China stated publicly that his company is not investing in companies or start-ups that have a female CEO. Luo’s comment provoked outrage from women, human rights groups, and especially female entrepreneurs. This case discusses gender equality, female entrepreneurship, and venture capital investments in China.

After reading this chapter, you will be able to do the following:

• Develop a fundamental understanding of diversity and inclusion.
• Understand how diversity and inclusion are related to aspects of social identity.
• Critically engage with the major areas of impact regarding diversity and inclusion in sports social media.
• Understand trends and current issues that exist around diversity and inclusion in sports social media.
• Summarize the key skills needed to address diversity issues in sports social media.

The debate between Gandhi and Tagore aptly represents mutual respect for varying perspectives that unfolded in the crucible of Indian freedom struggle guiding the destiny of democracy in India. Though Gandhi– Tagore debate has often been studied by scholars for highlighting the agreement or divergence in their views, this chapter examines this debate as an entry point into an understanding of Gandhi’s ideas on democracy. First, a study of the relationship between Tagore and Gandhi is expected to shed light on the reflection of democratic ideals in Gandhi’s very personality. Second, several themes — like the importance of the dignity of labour, the idea of village republics as the building block of democracy, the participation of masses in the creation of their destiny, the path to the achievement of not only political freedom but real swaraj, and the importance of education for swaraj — emerge from the debate and provide an indispensable framework for understanding Gandhi’s ideas on democracy. This chapter undertakes an analysis of various letters, essays and exchanges between Tagore and Gandhi, and also supplements them with various key texts by Gandhi which throw light on his ideas on democracy. These especially shed light on India’s dialogical traditions, which were to lay a strong foundation for Indian democracy — the tolerance of dissent and respect for diversity being prominent among them. The issues arising from the Gandhi–Tagore debate, therefore, continue to be relevant today.

Few approaches to entrepreneurship have inspired as much devoted activity as the Lean Startup orientation to new venture creation. It has, in essence, become a religion. The genesis of the Lean Startup movement can be found in The Four Steps to the Epiphany by Steve Blank. By approaching Blank’s book through a process of lectio divina, this inquiry identifies the beliefs, rituals, and virtues that animate contemporary entrepreneurial work. Interpretations are situated in the literatures of entrepreneurship and religious studies. The chapter closes with suggestions for entrepreneurial education that could improve matters of diversity and belonging in entrepreneurship.

Polygenic risk scores (PRS) have led to enthusiasm for precision medicine. However, it is well documented that PRS do not generalize across groups differing in ancestry or sample characteristics e.g., age. Quantifying performance of PRS across different groups of study participants, using genome-wide association study (GWAS) summary statistics from multiple ancestry groups and sample sizes, and using different linkage disequilibrium (LD) reference panels may clarify which factors are limiting PRS transferability. To evaluate these factors in the PRS generation process, we generated body mass index (BMI) PRS (PRS_BMI) in the Electronic Medical Records and Genomics (eMERGE) network (N=75,661). Analyses were conducted in two ancestry groups (European and African) and three age ranges (adult, teenagers, and children). For PRS_BMI calculations, we evaluated five LD reference panels and three sets of GWAS summary statistics of varying sample size and ancestry. PRS_BMI performance increased for both African and European ancestry individuals using cross-ancestry GWAS summary statistics compared to European-only summary statistics (6.3% and 3.7% relative R² increase, respectively, p_African=0.038, p_European=6.26x10^-4). The effects of LD reference panels were more pronounced in African ancestry study datasets. PRS_BMI performance degraded in children; R² was less than half of teenagers or adults. The effect of GWAS summary statistics sample size was small when modeled with the other factors. Additionally, the potential of using a PRS generated for one trait to predict risk for comorbid diseases is not well understood especially in the context of cross-ancestry analyses – we explored clinical comorbidities from the electronic health record associated with PRS_BMI and identified significant associations with type 2 diabetes and coronary atherosclerosis. In summary, this study quantifies the effects that ancestry, GWAS summary statistic sample size, and LD reference panel have on PRS performance, especially in cross-ancestry and age-specific analyses.

Storytelling in leadership research is usually approached positively and seen as a non-problematic resource or even a “tool” for leadership purposes. However, using stories and narratives involves challenges for leaders. Storytelling may result in intended outcomes, but it also carries a risk for undesirable leadership consequences. In the storytelling approach, there is a hidden assumption that listeners are homogeneous and that they are not critical or active. Empirical studies rarely approach failed storytelling experienced by leaders: the feelings of failure, reasons, and consequences. In this chapter, we focus on the risky nature of leadership storytelling as well as the element of learning to be a better leader inherent in it. Based on empirical qualitative data, we apply thematic and content analysis on interviews from 13 leaders. Based on the findings, we present the following five special dimensions/themes of failure, illustrating the risks involved in leadership storytelling: (a) diversity of the audience, (b) situation/context, (c) loss of authority, (d) storytelling skills, and (e) audience misinterpretation. We interpret the findings in the context of the leaders’ personal experiences, their meaning for the leaders’ self-reflection, and the leaders’ leadership learning for the future. Moreover, we discuss these dimensions from the perspective of diversity and the hidden assumption in the storytelling approach that the listeners are a homogeneous group.

This chapter explores the concepts of ethics, morals and social responsibility from organisational and societal perspectives covering both marketing that is focused on profit and marketing focused on bringing about social benefit. It discusses the meanings of social responsibility from different paradigmatic viewpoints and highlights the advantages and limitations of particular approaches. The chapter also considers some aspects of legal and regulatory frameworks and the potential for the development of codes of conduct for socially responsible for-profit marketing and social marketing. The discussion is positioned in a global context and is grounded by intercultural considerations and the diversity of ethical perspectives and norms across cultures.

People of Culturally and Linguistically Diverse (CALD) backgrounds, representing around 28 per cent of Australians and hundreds of ethnic backgrounds and language groups, are often overlooked or under-considered in health communication campaigns. This diversity presents challenges for those wishing to successfully communicate health messages, particularly given the fragmenting communications landscape. The COVID-19 pandemic has brought to light many of these challenges and the, often, limited consideration given to CALD communities in communicating urgent health messages. This chapter reviews the Victorian government’s innovative CALD Youth Content Campaign which engaged social media influencers to communicate COVID-19 messages through channels not ordinarily accessible to government communication teams. From this case study, we draw insights for future health campaigns aimed at diverse audiences.

In this chapter, we discuss diversity and inclusivity in advertising. Based on theories of socialisation, social influence and attitude formation, we explain how advertising messages impact on the target and broader audiences using the case of a 2020 TRESemmé advertising campaign for haircare products in South Africa. The advertising campaign posted by a major pharmaceutical retail chain (Clicks) on their website described black people’s hair as “frizzy & dull hair” and “dry & damaged hair”, in comparison to white people’s hair, which was labelled as “normal hair” and “fine & flat hair”. The campaign resulted in public outrage and protests because many perceived it to be racist, offensive and distasteful. We deconstruct the advertisement and analyse the ensuing fallout using publicly available resources. The advertisement had an unintended message emanating from the use of the textual content and the race of the models used. Given that incidents like this are not uncommon, we conclude that diversity and inclusivity interventions need to be taken more seriously in advertising.

This chapter presents personal narrative accounts of lived experiences from African American diversity, equity and inclusion (DEI) practitioners and guides. These narrative accounts are an individual and collective reflection of life events, artifacts revealed during training events toward the achievement of True Storytelling institute (TSI) Train the Trainer certification and completion of Organizational Development modules. The Seven Principles of True Storytelling were the frame-work and methodology used to reveal parallel fractals and artifacts among the participants represented in the chapter. The account of events leading up to and including the training path toward guide certification presented an in-depth and absorptive milieu toward the objective of deconstruction and reconstruction driven by antenarrative interplay as a change process over the grand narrative in the DEI space. The seamless change process evolved through the seven principles and organizational development processes stimulated by David Boje’s 7 B’s and four hearts. The narrative life stories in the context of the seven principles of True Storytelling embody authentic voices of personal experiences integrating natural ways of thinking about aspects of DEI, rehistorizing from the past to the present.

The influence of digital technology on our modern workforce is significant and has been instrumental in the creation of new jobs in new marketplaces to satisfy new needs. Although we may not know the direction of future technological change, what is known is that change will invariably benefit some groups and not others. One group who have not benefited are Māori in Aotearoa New Zealand. With very few Māori employed in the information technology (IT) sector, the benefits to Māori from the increased opportunities are yet to be realized. Historically, Māori have been the subjects of research as end users of technology rather than as technology workers. The dominant narrative being that Māori are underachieving and that Māori will want to participate if they either acquire the technical skills or see the benefits of working in IT for themselves. The aim of this study was to push past this narrative and explore, via the experiences of Māori IT workers, why so few Māori work in IT. At the heart of this research was the question that drove this study: How can Māori IT workers be enabled to thrive in IT? Seeking answers, I traveled throughout Aotearoa New Zealand to kōrero (discuss, converse) with Māori IT workers. A newly developed approach called kaupapa tika was used, where unstructured insider-based interviews were conducted as a co-creation exercise to explore participants’ complex lived experiences. What was uncovered was that while working with IT is fun and exciting, in many cases, working in IT is not.

A general method is presented for constructing dynamic equity portfolios through the use of mathematical generating functions. The return on these functionally generated portfolios is related to the return on the market portfolio by a stochastic differential equation. Under appropriate conditions, this equation can be used to establish a dominance relationship between a functionally generated portfolio and the market portfolio.

Women, in general, are underrepresented in engineering and technology fields. An online survey has been conducted worldwide to understand the current state and perception of women engineers, challenges and obstacles faced by them in their engineering profession, mentoring or any other support available to them, and opportunities available and scope for their professional development. This paper presents the experiences and perception of women in engineering and technology domains and recommends potential solutions from their perspective to retain and attract more women into engineering and technology fields.

The Diversity and Disparity in Biomedical Informatics (DDBI) workshop will be focused on complementary and critical issues concerned with enhancing diversity in the informatics workforce as well as diversity in patient cohorts. According to the National Institute of Minority Health and Health Disparities (NIMHD) at the NIH, diversity refers to the inclusion of the following traditionally underrepresented groups: African Americans/Blacks, Asians (>30 countries), American Indian or Alaska Native, Native Hawaiian or Other Pacific Islander, Latino or Hispanic (20 countries). Gender, culture, and socioeconomic status are also important dimensions of diversity, which may define some underrepresented groups. The under-representation of specific groups in both the biomedical informatics workforce as well as in the patient-derived data that is being used for research purposes has contributed to an ongoing disparity; these groups have not experienced equity in contributing to or benefiting from advancements in informatics research. This workshop will highlight innovative efforts to increase the pool of minority informaticians and discuss examples of informatics research that addresses the health concerns that impact minority populations. This workshop topics will provide insight into overcoming pipeline issues in the development of minority informaticians while emphasizing the importance of minority participation in health related research. The DDBI workshop will occur in two parts. Part I will discuss specific minority health & health disparities research topics and Part II will cover discussions related to overcoming pipeline issues in the training of minority informaticians.

When managed properly, diversity can increase creativity and innovation performance, but it can also lead to processes losses due to task conflicts. To that respect, it is argued that diversity should be consciously managed, respectively, as any new product/process/ service development resources or efforts in order to find the right balance between different diversity sources. Thus, the main objective of this study is to develop a conceptual framework for managing diversity in open innovation processes. First, diversity as a research paradigm is introduced. Second, a framework for managing diversity including cultural, organisational, user-driven, cross-functional and disciplinary/cross-industry dimensions is presented. Finally, managing diversity with the help of portfolio management strategy is discussed.

Injection attack is still a serious form of threat to system security. This paper presents an instruction randomization technique based on compilation to effectively prevent code injection attacks. We analyze instruction format and create rules to replace or recover instructions. During compilation, our methods transform instructions according to the random replacement rules and generate the protected target programs. When executing, the protected program is recovered on a runtime code manipulation system in accordance with recovery rules. Results show that our method can correctly capture instructions and effectively thwart injection attacks while introducing an extra runtime overhead of 33% on average compared with execution without protection on the runtime code manipulation system.

In order to study the diversity of intestinal aerobic bacteria in the 3rd instar larvae of Dendrolimus kikuchii Matsumura, 16S rDNA was PCR amplified by the generic primers. The 16S rDNA amplicons (about 1.5 kb) were digested by four restriction enzymes, and the characteristic ARDRA fingerprint was obtained. The results of digestion showed that the diversity of intestinal bacteria could be reflected by the results of all four restriction enzyme digestions. Phylogenetic analysis based on sequencing showed that Klebsiella pneumoniae and Bacillus cereus were the dominant microflora, and Enterobacter sp., Bacillus sp., Citrobacter sp. and Staphylococcus sp. were not abundant microflora in the intestinal tract of 3rd instar larvae of Dendrolimus kikuchii.

This chapter answers a key question on how to engage employees globally using gamification. The chapter sets out an agenda of the requirement of global engagement for organizational productivity. The idea is to create a global engagement framework and propose guidelines for executing it. This chapter also provides primary real-world vignettes to give instances of real-life gamification usage for engaging stakeholders. These vignettes may be used as best practices by other organizations. The challenges listed may help organizations take precautionary measures and prevent a potential loss of revenue.