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Bad Faith: How the Industry Needs to Build Trust with Under-Represented Groups
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Bad Faith: How the Industry Needs to Build Trust with Under-Represented Groups
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Upload Date:
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Transcript:
Language: EN.
Segment:0 .
Hi, everyone. Welcome Thanks for coming to this session. Really great to see so many people here. And I think we've got quite a few people, I hope, joining online and certainly asking questions and so on. So we're going to kick off, um, just so that you all know that you're in the right place. If anyone wasn't here to listen to a talk about diversity and inclusion, then you may be in the wrong room.
Good everyone stayed. That's a good start. So I'm just going to start with a little bit of introductions. So my name is Nancy. I'm the CEO of a company called umbrella analytics, and we are a tech business who measure diversity and inclusion in organizations through both people analytics, but also natural language processing. Looking at inclusive language, I my background is in publishing.
I was in publishing for about 20 odd years and I still work as a consultant in publishing, but I do have some experience working in diversity in other industries too, which perhaps will. We can chat more about when we get to the questions. We've got three speakers today who are all going to give you a sort of short presentation and then we're going to open it up for discussion and questions.
So do feel free to comment and ask any questions if you'd like to. First up, we're going to hear from Becky moakes, who's head of business development EMEA for Maverick publishing specialists. Becky is actually in the UK, so we have a pre-recorded video from her. We're hoping that she might be able to participate in the Q&A, but I think that's technically proved beyond us.
But she's going to talk a little bit about neurodiversity, which is a particular interest of hers in the context of platforms and content delivery. I'd also like to introduce Erica Valente on the end there, who's regional director North America for Emerald publishing. She's going to talk about emerald's work with indigenous communities and give you a bit of insight into what's been going on at Emerald there. And last but very much not least, Simon Holt, who's head of central strategies and business lead for disability at elsevier, who's going to talk about disability in the publishing industry in the broadest context.
So that's what we're going to cover today. I just wanted to acknowledge that we call this we call this session bad faith, because there's sometimes a sense in this industry that I think that all of us on the panel share, that we talk a lot about diversity and inclusion, a lot of discussion, lots of it, lots of it, lots of discussion about definitions, about priorities, about what we should be doing differently.
It's often difficult to see the actual outcomes of that. And I think that we have to acknowledge that, you know, as a very talky industry is very interested in the kind of debate around terminology and around what we recognize and what we don't recognize. Sometimes we just need to practically do some stuff. And I think that's what we we'd like to kind of give some insights into today and maybe some thoughts for people to take away.
I think we need to recognize as well that our platforms and our content delivery mechanisms are not always designed with inclusion in mind. In many cases, as we've talked about in lots of sessions this week, that's about legacy systems, but it's also about how we design and build for the now and who we involve in that user process and how inclusive that is. So we want to think about diversity in the broadest possible sense and think about action and not just talk.
So we're going to, if we possibly can, give you, hopefully, some things to take away. I just also wanted to say something about the panel. I've organized a lot of panels about diversity in recent years, and I always get comments and questions about the makeup of the panel. Why were there not more men, more women, more people of color. And so on and so forth.
And I want to acknowledge the difficulty of this. And, you know, I recognize that this is a very white panel. And, you know, I'm sure some people will feel that we've got that wrong. I think what we wanted to point out is that there are a lot of aspects of diversity that don't get as much airtime as some of the more visible aspects. And we wanted to give some voices and space to those things today.
But you know, we're very open to debate and learning on this. And if you think that we've got the balance wrong, then we, you know, we'd be happy to discuss the challenges of putting together panels for sessions like this. But I hope that you will find that what the panelists have to say is useful and interesting and hopefully maybe something you haven't heard before. So we're going to start off with a video from Becky.
Hello, my name is Rebecca moakes. And today we're going to be talking about inclusive design. Neurodiversity encompasses all specific learning difficulties, such as autism, developmental coordination disorder or ADHD and dyslexia, to name just a few. And although there is some controversy over the use of the terms neurodivergence or neurodiversity, we won't be addressing them in this presentation.
However, I would say that for many individuals, being neurodivergent has a significant and debilitating impact on their lives and this shouldn't be trivialized. Neurodivergent brains are biologically different and one can not be trained after the way their brain works. Their experience is personal and individual. And that is a theme which I'll be repeating during this presentation. Neurodiversity is the idea that neurological differences like autism and ADHD are the result of normal natural variation in the human genome.
So moving away from considering it purely in terms of a medical condition or a pathogenesis approach, coaching it in terms of the salutogenic approach essentially refers to them as variations in mental functions without treating them as a pathology or a deficit. This is based on the social model of disability that prescribes to the understanding that society constructs the barriers that exclude disabled people.
For instance, by not making our content and sites accessible, we are preventing people from accessing and creating content. If someone has one neurodiverse condition, they are more likely than not to have co-occurrence or overlap, as this diagram shows. So what do we mean by that? Well, essentially it means that an individual has at least one other neurodiverse condition. For instance, up to 8% of people with autism have BCD.
Up to 50% of people with developmental language disorder have BCD, and around 20% of people with dyslexia have ADHD. Each person has a unique mix of cognitive traits, which does of course, complicate how we approach inclusive design. How do we develop a use case which isn't counter indicative for others? We will get it wrong and we're going to get feedback. But we need to be aware of these challenges and make them part of our thinking.
So why should we care if our content and platforms aren't accessible for neurodiverse users? Well, 15% to 20% of the world's general population is considered neurodiverse, and approximately 4% of all University students are diagnosed with a specific learning difficulty. And note the term diagnosed. We know that neurodivergence is underdiagnosed specifically within women.
So if we don't design for neurodiverse communities, we risk excluding 1 and 5 potential users. So how do we reduce cognitive and sensory overload? How do we create the appropriate adaptations that will make our content and sites accessible to those with these conditions. So that they can actively partake and contribute to the scholarly, scholarly record? Um, these are some of the characteristics or traits that can be mapped around neurodivergent users.
For instance, someone with autism may be detailed orientated and they may get distracted by errors. They may find metaphorical language difficult and therefore require extra effort. And this may also be true for people with PKD. If you have dyslexia, you may find that large paragraphs of text blend together. And you may rely on personalized font size sizes.
You may also find images and visuals to be helpful, to support understanding. And this can also be true for people with DCD. If you have, you may have issues with short term memory. Therefore, having consistent design across your digital estate is really important. And if you have ADHD, pop UPS and animation can be very distracting from your core tasks. I've taken a screenshot from one of our content platforms to show some of the issues that our neurodivergent users may have.
For instance, we have a large block of text in the abstract that hasn't been chunked up, which can be a barrier to our dyslexic users and those with BCD. We also have an author group which seems to be merging together and there's a lack of icons or labels to help signpost what it is that they're looking at. We also have some bold text over here, which for those who are detailed orientated, can be very distracting.
And also we have a box which is empty. It looks like an error and therefore can be another distraction from our use for our users. So what can we do to improve our sites or our neurodivergent users? Well, we can use clear and concise and plain language. We can avoid metaphors as much as possible and also remember who the intended audience is and make sure that your jargon is appropriate.
Format your writing and break it down into large chunks, into smaller paragraphs and remove your distractions like pop up windows. Avoid really bright colors or using too many too much of a single color. Think of those more muted palettes. Make sure your animations aren't intrusive and they should serve a purpose and avoid autoplay where possible, as this can contribute to cognitive overload and cause anxiety within our users.
Make sure your digital estates are consistent in terms of our design. You can see some great examples of really good neurodivergent neurodivergent platforms. But when you go up into other sites across the digital estate, they fall down and they're lacking consistency. Ensure you're using breadcrumbs to help with navigation. These are really important as wayfinders and to help your users locate where they are within that website hierarchy.
Use subtitles and. Use your visual indicators and icons next to labels and headers. This will really help your users understand what they're looking at and what's important to them. Try not to rely on overlays. They are really just a stepping stone towards true born accessibility. And proof that text remove those errors which can really impact someone's focus, especially when you are detail orientated.
Is incredibly important to engage with this community, to really understand the real world challenges they face in order to create platforms and content that remove those barriers. We need to understand that meeting the needs of our neurodivergent users is going to be different perhaps to how we see good user design and experience. It is only through removing our preconceptions and assumptions that we're going to be able to develop products that truly serve this community.
So we need to diversify our user groups. We need to look at individual and personalized design, and we need to develop personas and use cases based on real world feedback that map those traits or characteristics to our personas. The world as we have created. It is a process of our thinking. It cannot be changed without changing our thinking. And this embodies what we need to do.
For this to work, we need to change our attitude and behavior. But how we think about our neurodiverse users without embedding this thinking into the culture of our development, design and product teams, then we're not going to shift the dial. There's never going to be an end stage of perfection where we've checked off all the boxes and the list, or you've achieved gold star status.
There's always going to be something to work on, but that shouldn't stop us from trying to improve the user experience, the experience of our neurodivergent users on our content and on our platforms within our products. Thank you.
All right. Hi, everyone. So my name is Erica Valente. Can you hear me? You can hear me? Um, my name is Erica Valente, and my preferred pronouns are she, her, and hers. Thank you so much for coming to this afternoon's panel. It's also the start of Pride Month.
And if you're Canadian, today starts National Indigenous History Month. So, um, so before I share with you some background on Emerald emeralds publishing commitments around and then subsequently walk you through what I think is kind of a landmark project that is a good case study for today's topic. I am going to tell you a little bit about my journey with land acknowledgments.
So a land acknowledgment is a custom that has been around for over two centuries. It dates back a long ways and it almost always takes the form in native communities of a blessing or a prayer. And you'll see that and perhaps you're seeing them more in public forums, as you did with Miranda's, which was great to see.
Um, they're a bit more ubiquitous and as such, I think they're being scrutinized a bit and parsed. Um, and there certainly are a lot of historians who feel that they are really paint by number approach and sort of this naive, feel good moment. So the first time that I gave a land acknowledgment was when I was speaking about emerald's work around indigenous peoples and support in Saskatchewan.
Now Saskatchewan is part of the 1874 treaty four area which ceded the indigenous lands to the Canadian federal government and was preparing for this talk. I was going to be doing a lot of it there. And I did find a land acknowledgment specific to if you are on that land, here's what needs to be said, and I'll be very candid with you. I was not sure about this.
I it didn't seem authentic. Do I do this? Do I not do this? Um, and so I reached out to a friend and a scholar who is MIT, and I asked her and I was really candid. I was like, is this right? Doesn't feel totally like my place. And she said, well, if it makes you uncomfortable, it's probably necessary.
Um, and she said that it's really important that visitors to our land, especially those who represent the settler, um, acknowledge our ancestors and those living here today. And she was emphatic. She said, we are still here today. Um, so when I arrived in Saskatchewan for the conference, um, the meeting opened with a land acknowledgment by a muskoday elder.
It was very moving and I felt very honored to be an invited guest on their lands. Um, one thing I will say personally that helped me was I did take the time to read the treaty four primary documents. Um, there is extracting and criminal and horrific as you might imagine. But what it did is it gave me kind of a deeper sense of what it felt like to be dispossessed from your lands with that.
Amazingly hard to swallow language. So as such, here's Portland, and today it is a community of many diverse Native Americans and Native peoples representing over 300 tribes. And as Miranda mentioned, there are nine sovereign nations in the state of Oregon. So I would like to acknowledge and the past and present and future native peoples in and around Portland and honor and really admire their vibrancy here.
So now a little bit of context backstory on emerald's focus on research publications that address as a scholarly publishing house. We have a very long commitment to publishing on issues related to equity and inclusion. And I'll be honest, we have we're dedicated to supporting societal injustices in any manner that we can.
And whether it's through our publication program, whether it is through the partnerships that we intentionally forge or our activities that we commit to doing. We do believe that research and learning modalities have to reflect diversity on a global scale. And here is just an example of some highlights from our books and journals publication program.
Additionally, Emerald has a demonstrated and established focus on mission based research to support the SDGS. We commissioned research that we feel sure can help solve real world issues such as clean air, equitable access to education for everyone, creating a fairer society and all of the attendant individual SDGS. And signing the publisher's compact in 2020 really made a clear commitment that we were going to support these underlying principles and become champions of the SDGS by publishing that content that will help inform, inspire direction directionally what those goals are.
That same year, 2020, Emerald published their first global inclusivity report. This went out to over 150 global researchers, and the intention was to really shine a light and understand better issues around and perceptions on inclusivity in our academic ecosystem, and more importantly, to try and find places where we could commit to making a difference.
I support within our remit and then to understand and benchmark those perceptions. We recently issued our second global inclusivity report. What we did differently is we included a new topic area on indigenous research, and this section of the report explores challenges within the field and those who are indigenous researchers and what academia and publishers might do to support equitably.
Um, so respondents self-identifying as being indigenous researchers or having indigenous ancestry face challenges at every single step of the publishing process, from obtaining funding, finding collaborators, accessing databases, and then ultimately to finding an editor who will publish their work and include these snippets because they are representative of what was Fed back.
And I think it's safe to say, and I feel discrimination lies at the heart of all of this. I think indigenous researchers believe that very often their researcher, their research is viewed from a decidedly Western academic scholarly framework, and therefore their research is viewed as irrelevant, not referable. Um, so this was an important piece of the second report.
And for me, in the work that we've done in this region, it was one more of those points that leads me to the case study. So first voice is first is an ongoing project. We launched this the very back end of 2019 and it came out of a discussion with copal. Copal is a Western Canadian academic library consortium, and they've long been a supporter of emerald, and we were looking for a way to Square up and find a common space around a mission or value that Emerald believed in and that they wanted to roll out to support their members.
So first voice is first launched. The middle of 2021. So like pandemic days it was a bit delayed. Um, but mid 2021 I think for many of us was really this historical inflection point. You had the murder of George Floyd with the subsequent BLM, the solidarity movement that rippled around the globe.
And then most pointedly to this indigenous Canadian project. It was at this time that there were a lot of discovered mass and unmarked graves of children's bodies who'd been through Canada's residential school system. So the partners, we came together and thought and what this made us want to do, copal and Emerald was take this catalytic event and double down and be very intentional on what we could do to support fundamental and foundational changes within our remit as a scholarly house.
So working alongside Coco and the University of saskatchewan, the partnership launched with the initial primary purpose of providing research content, access to post-secondary indigenous schools, and equally importantly, to First Nations communities in that area. As said, Emerald is mission driven. Much of our content has an applied perspective. It is meant to leave the Academy and make a real world impact.
A University of saskatchewan, subscribes to over 120 Emerald journals, and that was the content that we opened up for students. It was through IP authentication, through the U of Saskatchewan for the communities. It's a different story. So we had to make sure that we were right sized about ease of access. We realized it was very important to partner with public libraries that are not just centers of information, but also gathering centers.
In addition to many other tribal places where people come together. So we were fortunate to get the support of some really important multi-site libraries in that area just to launch it. Right? and so our shared goal, as I said, was to get more relevant information and research resources into the hands of people who maybe historically have not had access to that research.
And equally important, beyond the walls of the Academy. And here you can see a sample of some of the content that is freely available and open and being supported by our partners who launched first voices first with us on the heels shortly thereafter, this region launched this project in Canada. It was really gratifying and mobilizing that Emerald publishing took this up as a company initiative and are now working to scale this globally.
I think scales kind of like a weird business word, but to iterate this appropriately in different regions, there are few very few places on the planet not touched by colonizers. So it was important to form an indigenous advisory board which happened. It is indigenous researchers and librarians. It is global in scope. You can see here, for example, Ashley Richard.
She is a rising scholar. She is the assistant director for the National Indigenous hub at the University of Manitoba's Asper school for business in Winnipeg. She is a badass. She is. Her work focuses specifically on building an inclusive innovation ecosystem for indigenous women entrepreneurs.
She's a real spark on the panel. And so this project is ongoing and we're now in what I think is perhaps the most important phase of this work, which is publishing research by indigenous researchers. In addition to publishing on issues impacting global indigenous peoples indigenous history. So for an example, we all know that there's historical underrepresentation in the canon, in the literature it is very heavily white.
Um, what we did, Emerald did to put this into practice was to launch an indigenous case writing campaign. Now Emerald has skin in the game with cases. Teaching cases are an integral part of the curriculum and. What we did was launch this competition. And as a reminder to you that Emerald was born out of a business school by academics.
And it really remains the strength and the heart of our publishing program. So the skin that we already have in the game is that we've commissioned case collections that feature women leaders, women owned businesses, Black leaders, Black owned businesses. These voices are bereft. And as business schools make progress marching towards gender parity or race parity, you have got to see yourself in the resources.
There's a cognitive dissonance if you're not seeing yourself reflected in the teachings. So this case is competition, I think, just wrapped or is wrapping? It was we decided to have the judging panel be entirely made up of indigenous business leaders, indigenous researchers. We felt it was very important to highlight this research positively and appropriately and not have it go through that Western lens, even though it has the same rigor of like what scholarship?
OK, I'm closing. How long am I talking? Oh, OK. So I'm looking around this room and I see stewards and facilitators of the exchange of knowledge. Um, we talk about knowledge exchange pathways, and I really think we should all pause right here and right now, but not pause too long, because that's all we keep doing is hitting the snooze button.
Um, and. Think about how many voices are still excluded from this exchange pathway, whether it's don't have access to the path or you get on the path. But guess what? You're a totem. You don't see anybody else that looks like you.
And I think this work is both macro and micro, and I think it needs to be tackled from the full, full span of the publishing cycle. There are some of you I know who are working towards decolonizing how we catalog information. I know some of you are trying to take taxonomies and strip them of the legacy frameworks and there are some of us who like purposely open gateways to the Knowledge Exchange pathway, which feels now like something I don't know, I can't even imagine anymore.
Um, and there are publishers here who are just with purpose, um, publishing voices, research that has historically been marginalized due to bias. Um, and we should ask ourselves here, how do we want to be a small part of this pathway? How will we be instruments of change? I would say that maintaining the norms but acknowledging with nods at endless sessions is not radical.
And what we do in this room is actually a radical proposition. What we do shapes policy. It shapes culture. It shapes funding for science. It shapes society. You can see that I'm really passionate about this, but I think it's time to start doing so. I hope that what I shared about what we're doing and it's faltered along the way.
And been wrong along the way. And these spaces are difficult and that's OK, but it's time to do. So that's it. Oh, boy. I can't figure this out.
This slideshow is in PDF because we had some technical problems, so you'll have to bear with me I scroll through. Hi, everybody. For those who don't know me, my name is Simon Holt. I'm a blind person. I'm about 5 foot 5. I've got brown, curly hair. I'm wearing glasses, I'm Caucasian, and I live in Oxford in the UK.
And I'm going to talk to you today about disability inclusion in the workforce. Next slide, please. So what? What am I going to talk about today? And what am I not going to talk about today? Well, I'm an advocate. I'm not a lawyer.
So I think that's kind of the first thing to say. So everything that I say today is based on my experience, the experience of colleagues that I've worked with, the experience of other people within the scholarly communications industry. I'm not going to talk about the law. I'm also not going to talk about what you should do at your own company, right?
Everybody has a slightly different situation, and I'm not going to pretend that I understand the ins and outs of every situation. What I'm going to talk about are some principles to think about, talking about some barriers that exist, talking about why they exist, and maybe talking about some things that you might want to think about in order to mitigate those barriers. But really, I wouldn't want to pretend that I have all the answers.
As it says on the slide, there is not a magic bullet. Next slide, please. So why is this important? I think Becky has already done a great job of talking about, you know, the sheer mass of people with a disability in the world. Right you know, I work for a company that has about 8,000 employees. If the stats are right, then what we're looking at here is over 1,000 of them has a disability, a long term health condition or a long term illness.
Worldwide we're talking about a 15% of the world's working age population between 16 and 64 has some kind of disability, chronic illness or long term health condition. That's over a billion people worldwide. Right think about how many of our editors and authors that involves as publishers, as Eric was saying, we're gatekeepers. That's what we do, right? Our job is to try and disseminate knowledge.
Well, I'll tell you what, for example, if we don't make sure that our submission systems are accessible, then I can tell you now that people with print disabilities like me are 100% guaranteed to not publish, and by extension, if we're not diverse, if our own systems aren't accessible, how can we expect to be doing a good job and representing those communities that we claim to serve?
Next slide, please. So what are the barriers? Right? so I've tried to categorize it here into a few different types of barriers, right? So I've already talked about what I'm going to call systemic barriers, like inaccessible systems. I can't tell you the amount of times where I've seen systems that are accessible for authors and editors but not accessible.
The same systems, the internal facing bits are not accessible for staff approaches can be inaccessible as well. Right? why do we always focus on what people can't do as opposed to what they can do? And I think this leads to a psychological barrier as well, where people themselves who have disabilities tend to focus on their limitations as opposed to what they're good at.
I can certainly tell you that fallen foul of this plenty times myself. And I think one thing that I would say about DeFi efforts in general, honestly, we talk about bad faith. It is my experience. I think that there is an inverse relationship between the amount of media communication branding around the idea that any organization puts out.
And the reality of what they're actually doing for their employees on a day to day basis. Right? actually, when we're thinking about Dia in general. And specifically about disability inclusion, you know, I often think about when I was at school and you had you always had the kid who did the best revision plan ever but didn't actually do any revision.
Right? we are the best at strategy. We are the worst at execution. Next slide, please. So thinking about this. a little bit more. We're talking about strategy. My my top recommendation is think about who you want to be and where you want to end up, right?
As I said, it will be different for each company, right? But actually, it's no good just saying, well, we want to be inclusive for everybody. You know, we want everybody to have an equal shot at being able to succeed. What does that mean? What is your North star? What is your commitment? What does it all mean?
I've given some examples of perhaps things to make you think, but actually you need to be clear about your destination beyond just, you know, we want to make the world a better place for everybody before you're able to action it. Next slide, please. So getting to the heart of this now, actually, what is disability inclusion all about? Well, for me, it's about thinking about the touch points for each colleague, each employee at every stage of the employee life cycle.
Right in the d-I world, we often talk about representation and how many do we have of this category? How many do we have of that category for disability? I don't think it quite works like that because the solution isn't the same for each person. Right? I'm visually impaired, but what works for me might not work for another vision impaired person. It's about giving each individual the opportunity to ask for what they need to opportunity to get adjustments that they need in order that they can fulfill their potential at every level.
And therefore, instead of thinking about, OK, how many people do we have in every one category thinking about, well, OK, is everybody in our organization feeling comfortable and feeling able to fulfill their potential and understanding that not everybody has the same needs that not one size fits all and that we're not relying on each individual to proactively come forward and be brave and ask for what they need.
But that we're asking them and we're working in partnership with them. And that we're seeing the employee who needs something non-standard as not an inconvenience, but actually somebody to be worked with. At the end of the day, when I think about somebody with a disability, I think about a problem solver. I solve loads of problems to live an independent life. Right? if I told you about my journey to get here, you know I have to navigate a bus.
When I can't see the bus number, I have to navigate an airport where I can't find my way through the airport, have to find my room at the hotel, have to work out what the items of food are at breakfast. Had to find the room today. Right if I can do all of that every day, I can solve your business problems. Right? it's not hard, right?
But that's what we have to think about. If we want this problem solving and adaptability and relationship building because, you know, you need to ask for help. If this is what we want in our businesses, which I think we do, we need to employ the people who are able to give us that. When I first left university, the first thing I learned were that 75% of people like me, vision impaired people in the UK and US were unemployed.
That was in 2007. It's still the same today. Nothing has changed in the past 15 years. Right and if we're serious about this, we need to think, OK, every stage in this employee life cycle, where is it falling down? You know, what's the interview process like? What happens when we offer someone a job? On my first day when I joined Elsevier 10 years ago.
I have special equipment that I use, you know, to help me work. A screen reader and stuff. No one had told it, so I couldn't do any work for the first two days. Imagine going to a new company quite nervous. Don't know anyone quite scared. Can't do anything for the first two days. How is that going to make you feel? Things haven't changed that much.
And for me, it's not about grand plans. It's about doing the basics right at every stage. Next slide, please. So how do we get there? I'll be quick at this, but basically try to separate into awareness, education and policy. These are my three pillars that you might want to think about if you want to make change at your organization.
Next slide, please. So awareness. What's the problem? You know, where are the barriers? So what can we do here? So, you know, in Elsevier we launched an employee network. I think I launched it with five people. In 2018. We have 200 people now.
We don't have 200 people because 200 people woke up one day and said disability inclusion is important. We have 200 people because we run events. We had 200 people because we made the case. We have 200 people because we said this is a problem that is stopping people working efficiently and it's in all of our interests to make this work together. That's how you get people.
You don't get people by preaching and saying, you know, you're wrong. You get people by saying our problems are your problems. And actually by working together, we get there together. Next slide, please. Education how do you get there? What does it actually mean? What do you actually do?
So I've put some things. On this slide again about things to think about, whether that's short courses or it's blogs or it's, you know, sort of checklists about accessibility, things like that. Actually, it's not about having 40 page documents. It's about what are the three things. So, for example, if you all take away one thing today from this, when you guys are doing powerpoints or when you're doing word documents, you'll see in the Review tab there's something called the Microsoft accessibility checker.
Use it and everybody with a screen reader will be able to read your document. That means people like me will be able to access what you're putting out there with my screen reader. It means people like me won't be missing out on what message you're trying to tell me. Again, 15% of the population, not insignificant. Next slide, please.
And then policy. So I've talked before about the kind of inverse relationship between, you know, branding and actual action. Actually, what it's about here is not shouting and screaming, but who are the gatekeepers here? You know, what do we need to get them to do in order to actually make a difference here? How can how can we make clear that they're meeting their goals as the same as meeting our goals?
So again, things like a workplace adjustments policy, a process, having a point of escalation that people can go to if they're not sure, you know, are the charities that you can link up with all of this kind of stuff. This makes a difference. This is what really matters. And all the other stuff, the advocacy, the networks gets you to that point.
Next slide, please. So I've talked a lot here about when things don't work, but I did want to just give a quick example. A one thing do. So I got approached by Elsevier runs a conferences team, right? We provide academic conferences. We do 50 a year that serve about 12,000 academics a year. And the head of that team approached me about two years ago and said, Simon, we would like to make our conferences more accessible to people with disabilities.
How how do we go about it? And so what I did was I did a presentation a little bit like this to the team. We got a group of people together and we systematically just went through each touch point in the process of organizing a conference, finding venues, registration, attending, getting to, getting to the rooms, meetings, going for the conference meal, all of that and saying, what are the barriers at each stage and then finding ways to break it down.
So, for example. Right you know, one of the things we said was, OK, so, you know, one problem is. Um, you know, people are getting to the conference and the finding that, you know, they can't find their way around. Cool we'll make sure it registration. You can say if you have a disability, we'll put you in touch with a person you can, like I had when I came to this conference today.
We'll give people an orientation if you know, if they need a bit more time to find their way around or people were saying that, um, you know, if you are hearing impaired, they were struggling to hear the talks. Cool we'll make sure we have closed captions. Zoom has an automated option, right? It's a lot of little things that make the difference. It's not about one massive things, but it's about every day, systematically.
Where are the obstacles? How can we break them down? Who can we talk to? How can we solve these problems together? Next slide, please. So finally, obviously, you'll see the slides when you get the online access. But here are just some things that will get you started if you're interested in finding out more.
Right? do the short course. Read this article. Watch this video. It's not, I think, the biggest barrier. And I'll just leave you with this, the biggest barrier to disability inclusion, in fact, or inclusion of any type is people not saying anything because they're afraid of getting it wrong or they're afraid of causing offense.
People are bright. They understand intention. Right? please always ask because unless we ask, we're never going to learn. And we are in the business of learning knowledge and understanding. Thank you very much. And so, yeah, some really, really interesting and inspiring things there.
I'm just going to open it up quickly to the room. Does anyone have any questions or comments they'd like to raise before I kick off? Yeah, over here. Hi this should have been the keynote. Um, I'm. I'm interested in each of these talks. I think there was a lot of kind of empathy being at the root of these things.
And I'm wondering if, in your experience, you know, how are you realizing that you've reached people and you're making changes? I think it's I really like that reverse mentoring piece and learning from people. But I'm wondering sort of how do when you've made that change in someone's going to take that forward in their life and their work? Do you want to kick off, simon?
Do you want this? Sure I don't know if you need it. Can people hear me? Yeah cool. Um, so I had a chat a couple of weeks ago with a HR director in our company, and she's somebody that I've been trying to chip away at for a little while, and I felt like I wasn't getting very far. And then all of a sudden we were talking about workplace adjustments, policy and process, and she was telling me all the things that I was telling her three years ago, and she'd forgotten that it was me that had told them that.
And so I guess for me, change happens one conversation at a time, right? It's not about, you know, you say this thing and it goes in first time and that's it. And it's all sorted. It's about, over time, making people understand not just about why it's important to me, but why it's important to them as well, how it helps them achieve their goals. And then over time, hopefully, it seeps into the extent that they forgot that it was you that told them in the first place.
Erica, anything you want to add? Um, well, specific to the project that I talked about, the initial baseline of success was going to be usage. Are people going to the resources? And we kind of went into it too, with some assumptions, which was all right. Journal research content can be really hard. It can be impenetrable, jargon laden. It's theory and thought.
It's a big to ask someone like me to go and read entrepreneurship resources that I can then take back to my community. And again, it speaks to you have to keep stretching if you want to have impact. You cannot put this out there without providing supports so that people can decipher this really important research that is applied that can be used.
this project. Also, I'm having and have had conversations with all parts of Canada and there's no preprints that's happening here. Although I was born playing ice hockey, so I feel Canadian. Um, and this we're trying to iterate this, however it needs to look here in the United States. And it's going to Haskell college and understanding that there's no Wi-Fi there.
And if these students want to use the ksu, they have to get in their car and drive. That could be fixed. It's called interlibrary loan. It's called like there where they have to go there and check out books. So it keeps evolving. But when you see it, it's very gratifying. It feels like it's something.
Yeah Thank you. Really interesting question. And I think what's come through for me from all of these talks is that it is about that individual and that individual response to saying, oh, I can work with this. I can do something here that I couldn't otherwise do that that's what's going to drive the difference. I think in many of these cases that we're talking about.
Any other questions in the room? Yep got another one. Thank you, everyone, for this. I have a question for Simon. And so one of the things that has been very, you know, prominent in this conference has been all of the offerings for softwares to kind of improve workflow and kind of work process efficiency.
And I think so one thing I wonder about is there's a software we use at work which assesses whether something's, quote unquote accessible related to our presence. And I realized that, you know, something is considered to have Alt text if it has a file name. And clearly, you know, there's no direction about what the file name should contain. And it's ludicrous because then it's like, you know, a series of digits JPEG and that's considered.
So there's, there's a description. And I guess one question that I have. So in my last role, I worked closely with a colleague who used a screen reader and um, and I think everyone around the his job wasn't related to disability at all, but I think, you know, everyone becomes a bit more aware of how just like software updates suddenly, you know, really impact things how Excel worked better than sheets Google Sheets for things and we would, you know, switch.
But I feel like I'm concerned that in the role that I have now, you get this little tick that says accessible and someone designed this software and there's no one. Yeah so I guess that's kind of my question is, is Du is that something that you've encountered that there's kind of these accessibility we're trying to, for the sake of efficiency, build in processes that are automated and they're not actually working that well, and we're getting this sense of satisfaction that we've made an accessible website, but actually we haven't.
Yeah Thank you. So think there is a difference between accessible and usable. Right so accessible is a set of standards. It's a very specific term. Right and so when something comes up and says, yes, it's accessible, we've conformed to these standards, we tick these boxes. Congratulations that's awesome. Well done.
Doesn't mean it's usable. And I think your point kind of, you know, um, really kind of hits hits that point. I think for me, I'm a big fan of what I call like, the least bad option, right? So if we didn't have any accessibility standards, then I think we'd be in a lot worse place than we are right now. And, you know, I remember growing up in the 90s when this wasn't really a thing.
And let me tell you, we're in a much better place than we were then. Right? but that doesn't mean that everything accessible is usable. And unfortunately, the situation is still that it depends on the individual, you know, what they're able to do, um, how good the screen reading software is, how compatible is.
There's loads of contingencies here, but actually ultimately the only answer I think, is to take a human centric approach, which is you do your best as a purchaser as well. My top tip would always be if accessibility is important to you, ask the person you're purchasing from about their accessibility, because either you're going to get very short answer, which will say something like, we conform to the standards.
Great or you get someone quite enthusiastic will say, well, we've investigated it. We've used end users that actually have vision disabilities and we've got this plan, this is our roadmap, et cetera. And you can draw your own conclusions from that too, right? Thank you. Yeah, think.
And that sort of loops us back to where we started with Becky. Thinking about that inclusion in that design process, I think is something that as an industry we have not done well. And I work as a consultant. I do a lot of technology projects with publishers saying we want a new platform. And I and we set up user groups. But there's never a question about these aspects of diversity in those user groups, like let's have some librarians and some researchers and maybe, you know, a B2C consumer who might just want a particular article for some piece of research that's interesting to them.
And those are good and valid distinctions, of course, because they're the people who buy and use our content. But there's a lot missing from those definitions. And I think that's really what we're sort of driving at is just trying to think more about this up front. It's always we know we've got a lot of legacy systems and that many of them are going to be quite hard to make usable and accessible in all sorts of ways.
But right now, we need to be building this into the design process because we all know how long it takes us in publishing to get a new platform or to migrate to a new system. It's a reality. So we need to be thinking about this now. And of course with the legacy systems, we need to be pragmatic and I think we all understand that we have resource constraints and so on.
But again, are we asking the right questions of how we prioritize that work, I think is really what we're encouraging you all to think about. So we have about three minutes left. I'm going to steal the opportunity to ask a question. I wanted to ask about self-identification, which kind of came up in both of your talks and also in Becky's some of these aspects that we've been talking about, whether it's disability neurodiversity or identifying as indigenous.
What are we doing enough as an industry to create a safe environment for people to self-identify in these categories? I mean, it feels like from certainly the neurodiversity and the disability angle, we feel that the numbers are underreported instinctively in organizations. What can we do to encourage people to identify and say, I need, you know, I need some accommodation, I need some help, I need to work in a different way.
But I think that was really one of the intentions of the inclusivity report, which was a safe space for people to speak. As you saw from the snippets very directly, the. I prefer to think of self-determination. It's a very big oft used word in indigenous communities, because that's what was shared through the violent separation from these peoples, from their ancestral and native lands.
You lose this for peace and is my understanding. So, yeah, safe spaces, great conversations and the chance to say here's my. Yeah and why am I not really here. Yeah Yeah. Thank you Simon. Yeah so I think from a disability point of view, if we want people to self ID, I'll come on to whether we should or not in a second.
But if we want people, we have to make the case why? Look, if all is that 75% of people with vision impairments and 50% of all those with disabilities are unemployed, you're not really going to say, oh, well, that's me, right? I want to be part of that. But if I say to you by telling us, sharing this with us safe space, as you say, gives us an opportunity as an organization to put you on a pathway to fulfilling your potential and partnering with you in order to make life easier for you at work.
It's a much better case. There's a much better reason to do it right. I think in terms of whether one thing that I think is challenging is that the definition of disability is different in every country. There isn't a uniform definition around the world, and we need to also be cognizant that not every country is like the Uc or the UK that have protections in place for people with disabilities.
So we also need to make sure that if we're asking people to share disability status, I like the word share rather than disclose, by the way, because the only other thing you disclose in life is your criminal record. And last time I checked, being disabled was not a criminal offense. But, you know, if we're asking people, we need to make sure they're going to be safe.
And sadly, in every country that's not the case. So I think there is a question about whether. But if we do think that's a good idea, we need to make sure that infrastructure is there to positively support people and mitigate those fears that people are going to be discriminated against for speaking out. Yeah, great. Well, we're at time, so I think that's been for me, a really interesting set of presentations and I hope it provoked some thoughts for all of you.
As I said at the start, we really wanted to leave you with some things that you could take away and think about. And I think what we would just say is you have to be really intentional about this stuff. And as we've all said, there's lots of good discussion. There's lots of good marketing comms about how inclusive all our organizations are, what can you do, what can your organization do?
How can you make a difference to an individual that maybe doesn't feel that they're part of this community in the way that they would want to be? And I think that we have to recognize that, you know, the time for talking is maybe reaching the end and it's going to be about individual actions and collective actions that we can take. So I think we'd all ask you to, you know, as you go back to your day jobs and your lives, just think about what we've talked about today.
And is there something you could raise in your organization? Is there some question that you could ask yourself and the way that you work, the systems that you use that could drive this conversation forward for all of us? So I'd like to Thank you all for being here. I know this is a difficult topic to talk about sometimes, so Thank you for being part of it.
Segment:0 .
Hi, everyone. Welcome Thanks for coming to this session. Really great to see so many people here. And I think we've got quite a few people, I hope, joining online and certainly asking questions and so on. So we're going to kick off, um, just so that you all know that you're in the right place. If anyone wasn't here to listen to a talk about diversity and inclusion, then you may be in the wrong room.
Good everyone stayed. That's a good start. So I'm just going to start with a little bit of introductions. So my name is Nancy. I'm the CEO of a company called umbrella analytics, and we are a tech business who measure diversity and inclusion in organizations through both people analytics, but also natural language processing. Looking at inclusive language, I my background is in publishing.
I was in publishing for about 20 odd years and I still work as a consultant in publishing, but I do have some experience working in diversity in other industries too, which perhaps will. We can chat more about when we get to the questions. We've got three speakers today who are all going to give you a sort of short presentation and then we're going to open it up for discussion and questions.
So do feel free to comment and ask any questions if you'd like to. First up, we're going to hear from Becky moakes, who's head of business development EMEA for Maverick publishing specialists. Becky is actually in the UK, so we have a pre-recorded video from her. We're hoping that she might be able to participate in the Q&A, but I think that's technically proved beyond us.
But she's going to talk a little bit about neurodiversity, which is a particular interest of hers in the context of platforms and content delivery. I'd also like to introduce Erica Valente on the end there, who's regional director North America for Emerald publishing. She's going to talk about emerald's work with indigenous communities and give you a bit of insight into what's been going on at Emerald there. And last but very much not least, Simon Holt, who's head of central strategies and business lead for disability at elsevier, who's going to talk about disability in the publishing industry in the broadest context.
So that's what we're going to cover today. I just wanted to acknowledge that we call this we call this session bad faith, because there's sometimes a sense in this industry that I think that all of us on the panel share, that we talk a lot about diversity and inclusion, a lot of discussion, lots of it, lots of it, lots of discussion about definitions, about priorities, about what we should be doing differently.
It's often difficult to see the actual outcomes of that. And I think that we have to acknowledge that, you know, as a very talky industry is very interested in the kind of debate around terminology and around what we recognize and what we don't recognize. Sometimes we just need to practically do some stuff. And I think that's what we we'd like to kind of give some insights into today and maybe some thoughts for people to take away.
I think we need to recognize as well that our platforms and our content delivery mechanisms are not always designed with inclusion in mind. In many cases, as we've talked about in lots of sessions this week, that's about legacy systems, but it's also about how we design and build for the now and who we involve in that user process and how inclusive that is. So we want to think about diversity in the broadest possible sense and think about action and not just talk.
So we're going to, if we possibly can, give you, hopefully, some things to take away. I just also wanted to say something about the panel. I've organized a lot of panels about diversity in recent years, and I always get comments and questions about the makeup of the panel. Why were there not more men, more women, more people of color. And so on and so forth.
And I want to acknowledge the difficulty of this. And, you know, I recognize that this is a very white panel. And, you know, I'm sure some people will feel that we've got that wrong. I think what we wanted to point out is that there are a lot of aspects of diversity that don't get as much airtime as some of the more visible aspects. And we wanted to give some voices and space to those things today.
But you know, we're very open to debate and learning on this. And if you think that we've got the balance wrong, then we, you know, we'd be happy to discuss the challenges of putting together panels for sessions like this. But I hope that you will find that what the panelists have to say is useful and interesting and hopefully maybe something you haven't heard before. So we're going to start off with a video from Becky.
Hello, my name is Rebecca moakes. And today we're going to be talking about inclusive design. Neurodiversity encompasses all specific learning difficulties, such as autism, developmental coordination disorder or ADHD and dyslexia, to name just a few. And although there is some controversy over the use of the terms neurodivergence or neurodiversity, we won't be addressing them in this presentation.
However, I would say that for many individuals, being neurodivergent has a significant and debilitating impact on their lives and this shouldn't be trivialized. Neurodivergent brains are biologically different and one can not be trained after the way their brain works. Their experience is personal and individual. And that is a theme which I'll be repeating during this presentation. Neurodiversity is the idea that neurological differences like autism and ADHD are the result of normal natural variation in the human genome.
So moving away from considering it purely in terms of a medical condition or a pathogenesis approach, coaching it in terms of the salutogenic approach essentially refers to them as variations in mental functions without treating them as a pathology or a deficit. This is based on the social model of disability that prescribes to the understanding that society constructs the barriers that exclude disabled people.
For instance, by not making our content and sites accessible, we are preventing people from accessing and creating content. If someone has one neurodiverse condition, they are more likely than not to have co-occurrence or overlap, as this diagram shows. So what do we mean by that? Well, essentially it means that an individual has at least one other neurodiverse condition. For instance, up to 8% of people with autism have BCD.
Up to 50% of people with developmental language disorder have BCD, and around 20% of people with dyslexia have ADHD. Each person has a unique mix of cognitive traits, which does of course, complicate how we approach inclusive design. How do we develop a use case which isn't counter indicative for others? We will get it wrong and we're going to get feedback. But we need to be aware of these challenges and make them part of our thinking.
So why should we care if our content and platforms aren't accessible for neurodiverse users? Well, 15% to 20% of the world's general population is considered neurodiverse, and approximately 4% of all University students are diagnosed with a specific learning difficulty. And note the term diagnosed. We know that neurodivergence is underdiagnosed specifically within women.
So if we don't design for neurodiverse communities, we risk excluding 1 and 5 potential users. So how do we reduce cognitive and sensory overload? How do we create the appropriate adaptations that will make our content and sites accessible to those with these conditions. So that they can actively partake and contribute to the scholarly, scholarly record? Um, these are some of the characteristics or traits that can be mapped around neurodivergent users.
For instance, someone with autism may be detailed orientated and they may get distracted by errors. They may find metaphorical language difficult and therefore require extra effort. And this may also be true for people with PKD. If you have dyslexia, you may find that large paragraphs of text blend together. And you may rely on personalized font size sizes.
You may also find images and visuals to be helpful, to support understanding. And this can also be true for people with DCD. If you have, you may have issues with short term memory. Therefore, having consistent design across your digital estate is really important. And if you have ADHD, pop UPS and animation can be very distracting from your core tasks. I've taken a screenshot from one of our content platforms to show some of the issues that our neurodivergent users may have.
For instance, we have a large block of text in the abstract that hasn't been chunked up, which can be a barrier to our dyslexic users and those with BCD. We also have an author group which seems to be merging together and there's a lack of icons or labels to help signpost what it is that they're looking at. We also have some bold text over here, which for those who are detailed orientated, can be very distracting.
And also we have a box which is empty. It looks like an error and therefore can be another distraction from our use for our users. So what can we do to improve our sites or our neurodivergent users? Well, we can use clear and concise and plain language. We can avoid metaphors as much as possible and also remember who the intended audience is and make sure that your jargon is appropriate.
Format your writing and break it down into large chunks, into smaller paragraphs and remove your distractions like pop up windows. Avoid really bright colors or using too many too much of a single color. Think of those more muted palettes. Make sure your animations aren't intrusive and they should serve a purpose and avoid autoplay where possible, as this can contribute to cognitive overload and cause anxiety within our users.
Make sure your digital estates are consistent in terms of our design. You can see some great examples of really good neurodivergent neurodivergent platforms. But when you go up into other sites across the digital estate, they fall down and they're lacking consistency. Ensure you're using breadcrumbs to help with navigation. These are really important as wayfinders and to help your users locate where they are within that website hierarchy.
Use subtitles and. Use your visual indicators and icons next to labels and headers. This will really help your users understand what they're looking at and what's important to them. Try not to rely on overlays. They are really just a stepping stone towards true born accessibility. And proof that text remove those errors which can really impact someone's focus, especially when you are detail orientated.
Is incredibly important to engage with this community, to really understand the real world challenges they face in order to create platforms and content that remove those barriers. We need to understand that meeting the needs of our neurodivergent users is going to be different perhaps to how we see good user design and experience. It is only through removing our preconceptions and assumptions that we're going to be able to develop products that truly serve this community.
So we need to diversify our user groups. We need to look at individual and personalized design, and we need to develop personas and use cases based on real world feedback that map those traits or characteristics to our personas. The world as we have created. It is a process of our thinking. It cannot be changed without changing our thinking. And this embodies what we need to do.
For this to work, we need to change our attitude and behavior. But how we think about our neurodiverse users without embedding this thinking into the culture of our development, design and product teams, then we're not going to shift the dial. There's never going to be an end stage of perfection where we've checked off all the boxes and the list, or you've achieved gold star status.
There's always going to be something to work on, but that shouldn't stop us from trying to improve the user experience, the experience of our neurodivergent users on our content and on our platforms within our products. Thank you.
All right. Hi, everyone. So my name is Erica Valente. Can you hear me? You can hear me? Um, my name is Erica Valente, and my preferred pronouns are she, her, and hers. Thank you so much for coming to this afternoon's panel. It's also the start of Pride Month.
And if you're Canadian, today starts National Indigenous History Month. So, um, so before I share with you some background on Emerald emeralds publishing commitments around and then subsequently walk you through what I think is kind of a landmark project that is a good case study for today's topic. I am going to tell you a little bit about my journey with land acknowledgments.
So a land acknowledgment is a custom that has been around for over two centuries. It dates back a long ways and it almost always takes the form in native communities of a blessing or a prayer. And you'll see that and perhaps you're seeing them more in public forums, as you did with Miranda's, which was great to see.
Um, they're a bit more ubiquitous and as such, I think they're being scrutinized a bit and parsed. Um, and there certainly are a lot of historians who feel that they are really paint by number approach and sort of this naive, feel good moment. So the first time that I gave a land acknowledgment was when I was speaking about emerald's work around indigenous peoples and support in Saskatchewan.
Now Saskatchewan is part of the 1874 treaty four area which ceded the indigenous lands to the Canadian federal government and was preparing for this talk. I was going to be doing a lot of it there. And I did find a land acknowledgment specific to if you are on that land, here's what needs to be said, and I'll be very candid with you. I was not sure about this.
I it didn't seem authentic. Do I do this? Do I not do this? Um, and so I reached out to a friend and a scholar who is MIT, and I asked her and I was really candid. I was like, is this right? Doesn't feel totally like my place. And she said, well, if it makes you uncomfortable, it's probably necessary.
Um, and she said that it's really important that visitors to our land, especially those who represent the settler, um, acknowledge our ancestors and those living here today. And she was emphatic. She said, we are still here today. Um, so when I arrived in Saskatchewan for the conference, um, the meeting opened with a land acknowledgment by a muskoday elder.
It was very moving and I felt very honored to be an invited guest on their lands. Um, one thing I will say personally that helped me was I did take the time to read the treaty four primary documents. Um, there is extracting and criminal and horrific as you might imagine. But what it did is it gave me kind of a deeper sense of what it felt like to be dispossessed from your lands with that.
Amazingly hard to swallow language. So as such, here's Portland, and today it is a community of many diverse Native Americans and Native peoples representing over 300 tribes. And as Miranda mentioned, there are nine sovereign nations in the state of Oregon. So I would like to acknowledge and the past and present and future native peoples in and around Portland and honor and really admire their vibrancy here.
So now a little bit of context backstory on emerald's focus on research publications that address as a scholarly publishing house. We have a very long commitment to publishing on issues related to equity and inclusion. And I'll be honest, we have we're dedicated to supporting societal injustices in any manner that we can.
And whether it's through our publication program, whether it is through the partnerships that we intentionally forge or our activities that we commit to doing. We do believe that research and learning modalities have to reflect diversity on a global scale. And here is just an example of some highlights from our books and journals publication program.
Additionally, Emerald has a demonstrated and established focus on mission based research to support the SDGS. We commissioned research that we feel sure can help solve real world issues such as clean air, equitable access to education for everyone, creating a fairer society and all of the attendant individual SDGS. And signing the publisher's compact in 2020 really made a clear commitment that we were going to support these underlying principles and become champions of the SDGS by publishing that content that will help inform, inspire direction directionally what those goals are.
That same year, 2020, Emerald published their first global inclusivity report. This went out to over 150 global researchers, and the intention was to really shine a light and understand better issues around and perceptions on inclusivity in our academic ecosystem, and more importantly, to try and find places where we could commit to making a difference.
I support within our remit and then to understand and benchmark those perceptions. We recently issued our second global inclusivity report. What we did differently is we included a new topic area on indigenous research, and this section of the report explores challenges within the field and those who are indigenous researchers and what academia and publishers might do to support equitably.
Um, so respondents self-identifying as being indigenous researchers or having indigenous ancestry face challenges at every single step of the publishing process, from obtaining funding, finding collaborators, accessing databases, and then ultimately to finding an editor who will publish their work and include these snippets because they are representative of what was Fed back.
And I think it's safe to say, and I feel discrimination lies at the heart of all of this. I think indigenous researchers believe that very often their researcher, their research is viewed from a decidedly Western academic scholarly framework, and therefore their research is viewed as irrelevant, not referable. Um, so this was an important piece of the second report.
And for me, in the work that we've done in this region, it was one more of those points that leads me to the case study. So first voice is first is an ongoing project. We launched this the very back end of 2019 and it came out of a discussion with copal. Copal is a Western Canadian academic library consortium, and they've long been a supporter of emerald, and we were looking for a way to Square up and find a common space around a mission or value that Emerald believed in and that they wanted to roll out to support their members.
So first voice is first launched. The middle of 2021. So like pandemic days it was a bit delayed. Um, but mid 2021 I think for many of us was really this historical inflection point. You had the murder of George Floyd with the subsequent BLM, the solidarity movement that rippled around the globe.
And then most pointedly to this indigenous Canadian project. It was at this time that there were a lot of discovered mass and unmarked graves of children's bodies who'd been through Canada's residential school system. So the partners, we came together and thought and what this made us want to do, copal and Emerald was take this catalytic event and double down and be very intentional on what we could do to support fundamental and foundational changes within our remit as a scholarly house.
So working alongside Coco and the University of saskatchewan, the partnership launched with the initial primary purpose of providing research content, access to post-secondary indigenous schools, and equally importantly, to First Nations communities in that area. As said, Emerald is mission driven. Much of our content has an applied perspective. It is meant to leave the Academy and make a real world impact.
A University of saskatchewan, subscribes to over 120 Emerald journals, and that was the content that we opened up for students. It was through IP authentication, through the U of Saskatchewan for the communities. It's a different story. So we had to make sure that we were right sized about ease of access. We realized it was very important to partner with public libraries that are not just centers of information, but also gathering centers.
In addition to many other tribal places where people come together. So we were fortunate to get the support of some really important multi-site libraries in that area just to launch it. Right? and so our shared goal, as I said, was to get more relevant information and research resources into the hands of people who maybe historically have not had access to that research.
And equally important, beyond the walls of the Academy. And here you can see a sample of some of the content that is freely available and open and being supported by our partners who launched first voices first with us on the heels shortly thereafter, this region launched this project in Canada. It was really gratifying and mobilizing that Emerald publishing took this up as a company initiative and are now working to scale this globally.
I think scales kind of like a weird business word, but to iterate this appropriately in different regions, there are few very few places on the planet not touched by colonizers. So it was important to form an indigenous advisory board which happened. It is indigenous researchers and librarians. It is global in scope. You can see here, for example, Ashley Richard.
She is a rising scholar. She is the assistant director for the National Indigenous hub at the University of Manitoba's Asper school for business in Winnipeg. She is a badass. She is. Her work focuses specifically on building an inclusive innovation ecosystem for indigenous women entrepreneurs.
She's a real spark on the panel. And so this project is ongoing and we're now in what I think is perhaps the most important phase of this work, which is publishing research by indigenous researchers. In addition to publishing on issues impacting global indigenous peoples indigenous history. So for an example, we all know that there's historical underrepresentation in the canon, in the literature it is very heavily white.
Um, what we did, Emerald did to put this into practice was to launch an indigenous case writing campaign. Now Emerald has skin in the game with cases. Teaching cases are an integral part of the curriculum and. What we did was launch this competition. And as a reminder to you that Emerald was born out of a business school by academics.
And it really remains the strength and the heart of our publishing program. So the skin that we already have in the game is that we've commissioned case collections that feature women leaders, women owned businesses, Black leaders, Black owned businesses. These voices are bereft. And as business schools make progress marching towards gender parity or race parity, you have got to see yourself in the resources.
There's a cognitive dissonance if you're not seeing yourself reflected in the teachings. So this case is competition, I think, just wrapped or is wrapping? It was we decided to have the judging panel be entirely made up of indigenous business leaders, indigenous researchers. We felt it was very important to highlight this research positively and appropriately and not have it go through that Western lens, even though it has the same rigor of like what scholarship?
OK, I'm closing. How long am I talking? Oh, OK. So I'm looking around this room and I see stewards and facilitators of the exchange of knowledge. Um, we talk about knowledge exchange pathways, and I really think we should all pause right here and right now, but not pause too long, because that's all we keep doing is hitting the snooze button.
Um, and. Think about how many voices are still excluded from this exchange pathway, whether it's don't have access to the path or you get on the path. But guess what? You're a totem. You don't see anybody else that looks like you.
And I think this work is both macro and micro, and I think it needs to be tackled from the full, full span of the publishing cycle. There are some of you I know who are working towards decolonizing how we catalog information. I know some of you are trying to take taxonomies and strip them of the legacy frameworks and there are some of us who like purposely open gateways to the Knowledge Exchange pathway, which feels now like something I don't know, I can't even imagine anymore.
Um, and there are publishers here who are just with purpose, um, publishing voices, research that has historically been marginalized due to bias. Um, and we should ask ourselves here, how do we want to be a small part of this pathway? How will we be instruments of change? I would say that maintaining the norms but acknowledging with nods at endless sessions is not radical.
And what we do in this room is actually a radical proposition. What we do shapes policy. It shapes culture. It shapes funding for science. It shapes society. You can see that I'm really passionate about this, but I think it's time to start doing so. I hope that what I shared about what we're doing and it's faltered along the way.
And been wrong along the way. And these spaces are difficult and that's OK, but it's time to do. So that's it. Oh, boy. I can't figure this out.
This slideshow is in PDF because we had some technical problems, so you'll have to bear with me I scroll through. Hi, everybody. For those who don't know me, my name is Simon Holt. I'm a blind person. I'm about 5 foot 5. I've got brown, curly hair. I'm wearing glasses, I'm Caucasian, and I live in Oxford in the UK.
And I'm going to talk to you today about disability inclusion in the workforce. Next slide, please. So what? What am I going to talk about today? And what am I not going to talk about today? Well, I'm an advocate. I'm not a lawyer.
So I think that's kind of the first thing to say. So everything that I say today is based on my experience, the experience of colleagues that I've worked with, the experience of other people within the scholarly communications industry. I'm not going to talk about the law. I'm also not going to talk about what you should do at your own company, right?
Everybody has a slightly different situation, and I'm not going to pretend that I understand the ins and outs of every situation. What I'm going to talk about are some principles to think about, talking about some barriers that exist, talking about why they exist, and maybe talking about some things that you might want to think about in order to mitigate those barriers. But really, I wouldn't want to pretend that I have all the answers.
As it says on the slide, there is not a magic bullet. Next slide, please. So why is this important? I think Becky has already done a great job of talking about, you know, the sheer mass of people with a disability in the world. Right you know, I work for a company that has about 8,000 employees. If the stats are right, then what we're looking at here is over 1,000 of them has a disability, a long term health condition or a long term illness.
Worldwide we're talking about a 15% of the world's working age population between 16 and 64 has some kind of disability, chronic illness or long term health condition. That's over a billion people worldwide. Right think about how many of our editors and authors that involves as publishers, as Eric was saying, we're gatekeepers. That's what we do, right? Our job is to try and disseminate knowledge.
Well, I'll tell you what, for example, if we don't make sure that our submission systems are accessible, then I can tell you now that people with print disabilities like me are 100% guaranteed to not publish, and by extension, if we're not diverse, if our own systems aren't accessible, how can we expect to be doing a good job and representing those communities that we claim to serve?
Next slide, please. So what are the barriers? Right? so I've tried to categorize it here into a few different types of barriers, right? So I've already talked about what I'm going to call systemic barriers, like inaccessible systems. I can't tell you the amount of times where I've seen systems that are accessible for authors and editors but not accessible.
The same systems, the internal facing bits are not accessible for staff approaches can be inaccessible as well. Right? why do we always focus on what people can't do as opposed to what they can do? And I think this leads to a psychological barrier as well, where people themselves who have disabilities tend to focus on their limitations as opposed to what they're good at.
I can certainly tell you that fallen foul of this plenty times myself. And I think one thing that I would say about DeFi efforts in general, honestly, we talk about bad faith. It is my experience. I think that there is an inverse relationship between the amount of media communication branding around the idea that any organization puts out.
And the reality of what they're actually doing for their employees on a day to day basis. Right? actually, when we're thinking about Dia in general. And specifically about disability inclusion, you know, I often think about when I was at school and you had you always had the kid who did the best revision plan ever but didn't actually do any revision.
Right? we are the best at strategy. We are the worst at execution. Next slide, please. So thinking about this. a little bit more. We're talking about strategy. My my top recommendation is think about who you want to be and where you want to end up, right?
As I said, it will be different for each company, right? But actually, it's no good just saying, well, we want to be inclusive for everybody. You know, we want everybody to have an equal shot at being able to succeed. What does that mean? What is your North star? What is your commitment? What does it all mean?
I've given some examples of perhaps things to make you think, but actually you need to be clear about your destination beyond just, you know, we want to make the world a better place for everybody before you're able to action it. Next slide, please. So getting to the heart of this now, actually, what is disability inclusion all about? Well, for me, it's about thinking about the touch points for each colleague, each employee at every stage of the employee life cycle.
Right in the d-I world, we often talk about representation and how many do we have of this category? How many do we have of that category for disability? I don't think it quite works like that because the solution isn't the same for each person. Right? I'm visually impaired, but what works for me might not work for another vision impaired person. It's about giving each individual the opportunity to ask for what they need to opportunity to get adjustments that they need in order that they can fulfill their potential at every level.
And therefore, instead of thinking about, OK, how many people do we have in every one category thinking about, well, OK, is everybody in our organization feeling comfortable and feeling able to fulfill their potential and understanding that not everybody has the same needs that not one size fits all and that we're not relying on each individual to proactively come forward and be brave and ask for what they need.
But that we're asking them and we're working in partnership with them. And that we're seeing the employee who needs something non-standard as not an inconvenience, but actually somebody to be worked with. At the end of the day, when I think about somebody with a disability, I think about a problem solver. I solve loads of problems to live an independent life. Right? if I told you about my journey to get here, you know I have to navigate a bus.
When I can't see the bus number, I have to navigate an airport where I can't find my way through the airport, have to find my room at the hotel, have to work out what the items of food are at breakfast. Had to find the room today. Right if I can do all of that every day, I can solve your business problems. Right? it's not hard, right?
But that's what we have to think about. If we want this problem solving and adaptability and relationship building because, you know, you need to ask for help. If this is what we want in our businesses, which I think we do, we need to employ the people who are able to give us that. When I first left university, the first thing I learned were that 75% of people like me, vision impaired people in the UK and US were unemployed.
That was in 2007. It's still the same today. Nothing has changed in the past 15 years. Right and if we're serious about this, we need to think, OK, every stage in this employee life cycle, where is it falling down? You know, what's the interview process like? What happens when we offer someone a job? On my first day when I joined Elsevier 10 years ago.
I have special equipment that I use, you know, to help me work. A screen reader and stuff. No one had told it, so I couldn't do any work for the first two days. Imagine going to a new company quite nervous. Don't know anyone quite scared. Can't do anything for the first two days. How is that going to make you feel? Things haven't changed that much.
And for me, it's not about grand plans. It's about doing the basics right at every stage. Next slide, please. So how do we get there? I'll be quick at this, but basically try to separate into awareness, education and policy. These are my three pillars that you might want to think about if you want to make change at your organization.
Next slide, please. So awareness. What's the problem? You know, where are the barriers? So what can we do here? So, you know, in Elsevier we launched an employee network. I think I launched it with five people. In 2018. We have 200 people now.
We don't have 200 people because 200 people woke up one day and said disability inclusion is important. We have 200 people because we run events. We had 200 people because we made the case. We have 200 people because we said this is a problem that is stopping people working efficiently and it's in all of our interests to make this work together. That's how you get people.
You don't get people by preaching and saying, you know, you're wrong. You get people by saying our problems are your problems. And actually by working together, we get there together. Next slide, please. Education how do you get there? What does it actually mean? What do you actually do?
So I've put some things. On this slide again about things to think about, whether that's short courses or it's blogs or it's, you know, sort of checklists about accessibility, things like that. Actually, it's not about having 40 page documents. It's about what are the three things. So, for example, if you all take away one thing today from this, when you guys are doing powerpoints or when you're doing word documents, you'll see in the Review tab there's something called the Microsoft accessibility checker.
Use it and everybody with a screen reader will be able to read your document. That means people like me will be able to access what you're putting out there with my screen reader. It means people like me won't be missing out on what message you're trying to tell me. Again, 15% of the population, not insignificant. Next slide, please.
And then policy. So I've talked before about the kind of inverse relationship between, you know, branding and actual action. Actually, what it's about here is not shouting and screaming, but who are the gatekeepers here? You know, what do we need to get them to do in order to actually make a difference here? How can how can we make clear that they're meeting their goals as the same as meeting our goals?
So again, things like a workplace adjustments policy, a process, having a point of escalation that people can go to if they're not sure, you know, are the charities that you can link up with all of this kind of stuff. This makes a difference. This is what really matters. And all the other stuff, the advocacy, the networks gets you to that point.
Next slide, please. So I've talked a lot here about when things don't work, but I did want to just give a quick example. A one thing do. So I got approached by Elsevier runs a conferences team, right? We provide academic conferences. We do 50 a year that serve about 12,000 academics a year. And the head of that team approached me about two years ago and said, Simon, we would like to make our conferences more accessible to people with disabilities.
How how do we go about it? And so what I did was I did a presentation a little bit like this to the team. We got a group of people together and we systematically just went through each touch point in the process of organizing a conference, finding venues, registration, attending, getting to, getting to the rooms, meetings, going for the conference meal, all of that and saying, what are the barriers at each stage and then finding ways to break it down.
So, for example. Right you know, one of the things we said was, OK, so, you know, one problem is. Um, you know, people are getting to the conference and the finding that, you know, they can't find their way around. Cool we'll make sure it registration. You can say if you have a disability, we'll put you in touch with a person you can, like I had when I came to this conference today.
We'll give people an orientation if you know, if they need a bit more time to find their way around or people were saying that, um, you know, if you are hearing impaired, they were struggling to hear the talks. Cool we'll make sure we have closed captions. Zoom has an automated option, right? It's a lot of little things that make the difference. It's not about one massive things, but it's about every day, systematically.
Where are the obstacles? How can we break them down? Who can we talk to? How can we solve these problems together? Next slide, please. So finally, obviously, you'll see the slides when you get the online access. But here are just some things that will get you started if you're interested in finding out more.
Right? do the short course. Read this article. Watch this video. It's not, I think, the biggest barrier. And I'll just leave you with this, the biggest barrier to disability inclusion, in fact, or inclusion of any type is people not saying anything because they're afraid of getting it wrong or they're afraid of causing offense.
People are bright. They understand intention. Right? please always ask because unless we ask, we're never going to learn. And we are in the business of learning knowledge and understanding. Thank you very much. And so, yeah, some really, really interesting and inspiring things there.
I'm just going to open it up quickly to the room. Does anyone have any questions or comments they'd like to raise before I kick off? Yeah, over here. Hi this should have been the keynote. Um, I'm. I'm interested in each of these talks. I think there was a lot of kind of empathy being at the root of these things.
And I'm wondering if, in your experience, you know, how are you realizing that you've reached people and you're making changes? I think it's I really like that reverse mentoring piece and learning from people. But I'm wondering sort of how do when you've made that change in someone's going to take that forward in their life and their work? Do you want to kick off, simon?
Do you want this? Sure I don't know if you need it. Can people hear me? Yeah cool. Um, so I had a chat a couple of weeks ago with a HR director in our company, and she's somebody that I've been trying to chip away at for a little while, and I felt like I wasn't getting very far. And then all of a sudden we were talking about workplace adjustments, policy and process, and she was telling me all the things that I was telling her three years ago, and she'd forgotten that it was me that had told them that.
And so I guess for me, change happens one conversation at a time, right? It's not about, you know, you say this thing and it goes in first time and that's it. And it's all sorted. It's about, over time, making people understand not just about why it's important to me, but why it's important to them as well, how it helps them achieve their goals. And then over time, hopefully, it seeps into the extent that they forgot that it was you that told them in the first place.
Erica, anything you want to add? Um, well, specific to the project that I talked about, the initial baseline of success was going to be usage. Are people going to the resources? And we kind of went into it too, with some assumptions, which was all right. Journal research content can be really hard. It can be impenetrable, jargon laden. It's theory and thought.
It's a big to ask someone like me to go and read entrepreneurship resources that I can then take back to my community. And again, it speaks to you have to keep stretching if you want to have impact. You cannot put this out there without providing supports so that people can decipher this really important research that is applied that can be used.
this project. Also, I'm having and have had conversations with all parts of Canada and there's no preprints that's happening here. Although I was born playing ice hockey, so I feel Canadian. Um, and this we're trying to iterate this, however it needs to look here in the United States. And it's going to Haskell college and understanding that there's no Wi-Fi there.
And if these students want to use the ksu, they have to get in their car and drive. That could be fixed. It's called interlibrary loan. It's called like there where they have to go there and check out books. So it keeps evolving. But when you see it, it's very gratifying. It feels like it's something.
Yeah Thank you. Really interesting question. And I think what's come through for me from all of these talks is that it is about that individual and that individual response to saying, oh, I can work with this. I can do something here that I couldn't otherwise do that that's what's going to drive the difference. I think in many of these cases that we're talking about.
Any other questions in the room? Yep got another one. Thank you, everyone, for this. I have a question for Simon. And so one of the things that has been very, you know, prominent in this conference has been all of the offerings for softwares to kind of improve workflow and kind of work process efficiency.
And I think so one thing I wonder about is there's a software we use at work which assesses whether something's, quote unquote accessible related to our presence. And I realized that, you know, something is considered to have Alt text if it has a file name. And clearly, you know, there's no direction about what the file name should contain. And it's ludicrous because then it's like, you know, a series of digits JPEG and that's considered.
So there's, there's a description. And I guess one question that I have. So in my last role, I worked closely with a colleague who used a screen reader and um, and I think everyone around the his job wasn't related to disability at all, but I think, you know, everyone becomes a bit more aware of how just like software updates suddenly, you know, really impact things how Excel worked better than sheets Google Sheets for things and we would, you know, switch.
But I feel like I'm concerned that in the role that I have now, you get this little tick that says accessible and someone designed this software and there's no one. Yeah so I guess that's kind of my question is, is Du is that something that you've encountered that there's kind of these accessibility we're trying to, for the sake of efficiency, build in processes that are automated and they're not actually working that well, and we're getting this sense of satisfaction that we've made an accessible website, but actually we haven't.
Yeah Thank you. So think there is a difference between accessible and usable. Right so accessible is a set of standards. It's a very specific term. Right and so when something comes up and says, yes, it's accessible, we've conformed to these standards, we tick these boxes. Congratulations that's awesome. Well done.
Doesn't mean it's usable. And I think your point kind of, you know, um, really kind of hits hits that point. I think for me, I'm a big fan of what I call like, the least bad option, right? So if we didn't have any accessibility standards, then I think we'd be in a lot worse place than we are right now. And, you know, I remember growing up in the 90s when this wasn't really a thing.
And let me tell you, we're in a much better place than we were then. Right? but that doesn't mean that everything accessible is usable. And unfortunately, the situation is still that it depends on the individual, you know, what they're able to do, um, how good the screen reading software is, how compatible is.
There's loads of contingencies here, but actually ultimately the only answer I think, is to take a human centric approach, which is you do your best as a purchaser as well. My top tip would always be if accessibility is important to you, ask the person you're purchasing from about their accessibility, because either you're going to get very short answer, which will say something like, we conform to the standards.
Great or you get someone quite enthusiastic will say, well, we've investigated it. We've used end users that actually have vision disabilities and we've got this plan, this is our roadmap, et cetera. And you can draw your own conclusions from that too, right? Thank you. Yeah, think.
And that sort of loops us back to where we started with Becky. Thinking about that inclusion in that design process, I think is something that as an industry we have not done well. And I work as a consultant. I do a lot of technology projects with publishers saying we want a new platform. And I and we set up user groups. But there's never a question about these aspects of diversity in those user groups, like let's have some librarians and some researchers and maybe, you know, a B2C consumer who might just want a particular article for some piece of research that's interesting to them.
And those are good and valid distinctions, of course, because they're the people who buy and use our content. But there's a lot missing from those definitions. And I think that's really what we're sort of driving at is just trying to think more about this up front. It's always we know we've got a lot of legacy systems and that many of them are going to be quite hard to make usable and accessible in all sorts of ways.
But right now, we need to be building this into the design process because we all know how long it takes us in publishing to get a new platform or to migrate to a new system. It's a reality. So we need to be thinking about this now. And of course with the legacy systems, we need to be pragmatic and I think we all understand that we have resource constraints and so on.
But again, are we asking the right questions of how we prioritize that work, I think is really what we're encouraging you all to think about. So we have about three minutes left. I'm going to steal the opportunity to ask a question. I wanted to ask about self-identification, which kind of came up in both of your talks and also in Becky's some of these aspects that we've been talking about, whether it's disability neurodiversity or identifying as indigenous.
What are we doing enough as an industry to create a safe environment for people to self-identify in these categories? I mean, it feels like from certainly the neurodiversity and the disability angle, we feel that the numbers are underreported instinctively in organizations. What can we do to encourage people to identify and say, I need, you know, I need some accommodation, I need some help, I need to work in a different way.
But I think that was really one of the intentions of the inclusivity report, which was a safe space for people to speak. As you saw from the snippets very directly, the. I prefer to think of self-determination. It's a very big oft used word in indigenous communities, because that's what was shared through the violent separation from these peoples, from their ancestral and native lands.
You lose this for peace and is my understanding. So, yeah, safe spaces, great conversations and the chance to say here's my. Yeah and why am I not really here. Yeah Yeah. Thank you Simon. Yeah so I think from a disability point of view, if we want people to self ID, I'll come on to whether we should or not in a second.
But if we want people, we have to make the case why? Look, if all is that 75% of people with vision impairments and 50% of all those with disabilities are unemployed, you're not really going to say, oh, well, that's me, right? I want to be part of that. But if I say to you by telling us, sharing this with us safe space, as you say, gives us an opportunity as an organization to put you on a pathway to fulfilling your potential and partnering with you in order to make life easier for you at work.
It's a much better case. There's a much better reason to do it right. I think in terms of whether one thing that I think is challenging is that the definition of disability is different in every country. There isn't a uniform definition around the world, and we need to also be cognizant that not every country is like the Uc or the UK that have protections in place for people with disabilities.
So we also need to make sure that if we're asking people to share disability status, I like the word share rather than disclose, by the way, because the only other thing you disclose in life is your criminal record. And last time I checked, being disabled was not a criminal offense. But, you know, if we're asking people, we need to make sure they're going to be safe.
And sadly, in every country that's not the case. So I think there is a question about whether. But if we do think that's a good idea, we need to make sure that infrastructure is there to positively support people and mitigate those fears that people are going to be discriminated against for speaking out. Yeah, great. Well, we're at time, so I think that's been for me, a really interesting set of presentations and I hope it provoked some thoughts for all of you.
As I said at the start, we really wanted to leave you with some things that you could take away and think about. And I think what we would just say is you have to be really intentional about this stuff. And as we've all said, there's lots of good discussion. There's lots of good marketing comms about how inclusive all our organizations are, what can you do, what can your organization do?
How can you make a difference to an individual that maybe doesn't feel that they're part of this community in the way that they would want to be? And I think that we have to recognize that, you know, the time for talking is maybe reaching the end and it's going to be about individual actions and collective actions that we can take. So I think we'd all ask you to, you know, as you go back to your day jobs and your lives, just think about what we've talked about today.
And is there something you could raise in your organization? Is there some question that you could ask yourself and the way that you work, the systems that you use that could drive this conversation forward for all of us? So I'd like to Thank you all for being here. I know this is a difficult topic to talk about sometimes, so Thank you for being part of it.
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