Diversity As A Trade Secret

When we think of trade secrets, we often think of famous examples such as the Coca-Cola formula, Google’s algorithm, or McDonald’s special sauce used on the Big Mac. However, companies have increasingly made the novel argument that diversity data and strategies are protected trade secrets. This may sound like an unusual, even suspicious, legal argument. Many of the industries that dominate the economy in wealth, status, and power continue to struggle with a lack of diversity. Various stakeholders have mobilized to improve access and equity, but there is an information asymmetry that makes this pursuit daunting. When potential plaintiffs and other diversity advocates request workforce statistics and related employment information, many companies have responded with virulent attempts to maintain secrecy, including the use of trade secret protection. In this Article, I use the technology industry as an example to examine the trending legal argument of treating diversity as a trade secret. I discuss how companies can use this tactic to hide gender and race disparities and interfere with the advancement of civil rights law and workplace equity. I argue that instead of permitting companies to hide information, we should treat diversity data and strategies as public resources. This type of open model will advance the goals of equal opportunity law by raising awareness of inequalities and opportunities, motivating employers to invest in effective practices, facilitating collaboration on diversity goals, fostering innovation, and increasing accountability for action and progress

Government and Corporate Initiatives for Indian Women in IT

Education of women severely lags behind that of men in many developing nations. Fewer girls go to school, tend to drop out earlier than boys, do not receive the same level of education as their male counterparts, and often choose careers that are female predominant (Kelly, 1987). Without exception, India is quite representative of these gender-biased phenomena in education. However, the recent explosion of offshore outsourcing market in India has created a new recognition regarding the role of women in technological careers. The Indian IT sector has seen a trend contrary to what most western nations are experiencing—predominance of women in IT, particularly in IT-enabled services (ITES). India has acknowledged that extensive and intensive use of information and communications technologies (ICT) alone can help the nation develop its neglected human resources, emerge as a knowledge-based society, and participate competitively in the global trade and services. Consequently, the development of ICT has become a national issue with strong impetus from the union government in New Delhi (Choudhary, 1999). Explicit in this initiative is the recognition that to progress as an information society, women must be empowered as key players the IT sector. In parallel, two other trends have focused attention on women in the information society—a nationwide movement for women’s rights spearheaded by many non-government organizations (NGOs) and an increased awareness of corporate social responsibility. Consequently, over the last decade, there has been an increased emphasis on education and reskilling India’s female workforce. While many government efforts are targeted toward the overall upliftment of women, many grassroots level initiatives led by NGO’s and corporations emphasize technological training. This article highlights how the intertwining of grassroots and policy level efforts can increase the pace at which a nation’s female workforce can be reskilled and prepared for a technological world. The article also addresses concerns about such rapid development and potentially challenging outcomes while making recommendations for improvement

Organizing High Tech: Unions & Their Future

[Excerpt] Statistics compiled by the American Electronics Association—a leading defender of high tech\u27s union-free environment\u27—indicate the difficulty unions have had organizing electronics workers. The AEA surveyed almost 1,200 firms about union activity in their plants between 1971 and 1982. They reported fewer than 100 NLRB representation elections during that period, with unions winning only 21. These figures understate labor\u27s problem. Through a sophisticated mixture of paternalism and repression, the high tech industry has prevented the vast majority of employee organizing efforts from reaching the stage of a Labor Board election. As a result, the AEA\u27s 1900 member companies have only 90 union contracts. In this article, we will examine the job problems facing high tech workers, the factors inhibiting union organizing in their industry, the experiences of some recent high tech campaigns, and strategies for overcoming the obstacles to worker self-organization in this crucial sector of the U.S. economy

Attitudes Toward Breast Cancer Genetic Testing in Five Special Population Groups

Purpose: This study examined interest in and attitudes toward genetic testing in 5 different population groups. Methods: The survey included African American, Asian American, Latina, Native American, and Appalachian women with varying familial histories of breast cancer. A total of 49 women were interviewed in person. Descriptive and nonparametric statistical techniques were used to assess ethnic group differences. Results: Overall, interest in testing was high. All groups endorsed more benefits than risks. There were group differences regarding endorsement of specific benefits and risks: testing to “follow doctor recommendations” (p=0.017), “concern for effects on family” (p=0.044), “distrust of modern medicine” (p=0.036), “cost” (p=0.025), and “concerns about communication of results to others” (p=0.032). There was a significant inverse relationship between interest and genetic testing cost (p Conclusion: Cost may be an important barrier to obtaining genetic testing services, and participants would benefit by genetic counseling that incorporates the unique cultural values and beliefs of each group to create an individualized, culturally competent program. Further research about attitudes toward genetic testing is needed among Asian Americans, Native Americans, and Appalachians for whom data are severely lacking. Future study of the different Latina perceptions toward genetic testing are encouraged

The (In)Difference engine: explaining the disappearance of diversity in the design of the personal computer

At the time of writing there is a clear perception of all office computers as being more or less identical. Discussion with users entails repetitive rhetoric as they describe a landscape of boring beige boxes. The office PC is indeed a ‘clone’ - an identical, characterless copy of a bland original. Through the exploration of an archive of computer manufacturer’s catalogues, this article shows how previous, innovative forms of the computer informed by cultural references as diverse as science fiction, accepted gender roles and the discourse of status as displayed through objects, have been systematically replaced by the adoption of a ‘universal’ design informed only by the nondescript, self-referential world of office equipment. The acceptance of this lack of innovation in the design of such a truly global, mass-produced, multi-purpose technological artefact has had an enormous effect on the conception, perception and consumption of the computer, and possibly of information technology itself. The very anonymity of the PC has created an attitude of indifference at odds with its potential.</p

Highbury College, Portsmouth: report from the Inspectorate (FEFC inspection report; 1994-95 and 1997-98

Comprises two Further Education Funding Council (FEFC) inspection reports 1994-95 and 1997-98

Structuring information work: Ferranti and Martins Bank, 1952-1968

The adoption of large-scale computers by the British retail banks in the 1960s required a first-time dislocation of customer accounting from its confines in the branches, where it had been dealt with by paper-based and mechanized information systems, to a new collective space: the bank computer center. While historians have rightly stressed the continuities between centralized office work, punched-card tabulation and computerization, the shift from decentralized to centralized information work by means of a computer has received little attention. In this article, I examine the case of Ferranti and Martins Bank and employ elements of Anthony Giddens’s structuration theory to highlight the difficulties of transposing old information practices directly onto new computerized information work

Engineering at San Jose State University, Winter 2014

https://scholarworks.sjsu.edu/engr_news/1012/thumbnail.jp

The Future of Work In Cities

The latest report in our City of the Future series examines societal shifts and advancements in technology that are impacting the rapidly changing American workforce. The report outlines solutions to help city leaders plan for the fast-approaching future, while forecasting the economic viability of two distinct sectors – retail and office administration – in which a quarter of Americans are currently employed