The political economy of growth and distribution: A theoretical critique

This paper reconsiders the political economy approach to growth and distribution according to which (1) rising inequality induces more government redistribution; (2) more government redistribution is financed by higher distortionary taxation; and (3) higher distortionary taxes reduce economic growth. We present a variety of theoretical arguments demonstrating that all three propositions may be overturned by simply changing an assumption in a plausible way or adding a relevant real-world element to the basal models. The political economy models of growth and distribution, as well as the specific inequality-growth transmission channel they propose, must therefore be assessed as overly simplistic and inadequate with respect to the issues studied. --Political Economy,Redistribution,Inequality,Economic growth

Reconsidering Self-Portraits by Women Surrealists: A Case Study of Claude Cahun and Frida Kahlo

Both Claude Cahun and Frida Kahlo were affiliated with the Surrealist movement in the 1930s for political and professional ends. In their respective bodies of self-portraiture, they mirrored or doubled their own images and stretched the boundaries of gender and sexual representation in order to challenge heteronormative conceptions of identity.Claude Cahun et Frida Kahlo toutes les deux étaient affiliées au mouvement surréaliste durant les années 30 à des fins politiques et professionnelles. Dans leurs spécialités respectives de l’art de l’auto-portait, elles ont dupliqué ou doublé leurs propres images et étiré les périmètres de la représentation du genre et sexuelle afin de mettre en défi les conceptions hétéronormatives de l’identité

How to make partnerships and careers work in face of (subtle) social norms

Subconscious gender norms surrounding families and partnerships are still prevalent even in the most egalitarian societies, and they influence how couples make career choices — even couples who are committed to gender equality. Cecily Josten discusses the literature on couples with dual careers and the choices they face

Hired, Not Retained, and Leaving Drained: Assembling Teacher Attrition Through Drama Theory and Theatre of the Oppressed in Nevada K-12 Schools

Teacher retention and attrition dominate the conversation with various stakeholders in the education field. Despite the continued attention, teacher attrition continues to be a significant issue nationally and in the state of Nevada specifically. This study analyzes this multi-faceted issue through the lens of Augusto Boal’s Theatre of the Oppressed and Jim Bryant’s Drama Theory to provide a holistic view of the educator’s experience and the possible factors leading to attrition. The study uses an original play to examine a fictional school to assess the personal factors that may lead these educators to consider leaving the profession. Then, this study analyzes the play using confrontation analysis (Bryant) and image theatre (Boal) to consider a path forward for stakeholders that are addressing the teacher attrition and retention issue. To this end, this study contends that the traditional means for recruiting and retaining educators unintentionally leads to depersonalization and isolation which are leading factors in educators leaving the field. As a result, Drama Theory and Theatre of the Oppressed features may lead to educator empowerment and a possible positive impact to the teacher attrition issue. Teacher turnover became a nationwide issue that demands attention by education professions, lawmakers, and other stakeholders. There are cases where teacher attrition has slowed and even some instances where teacher turnover is at a healthy rate. This project highlights the impact confrontation analysis (Drama Theory) and Theatre of the Oppressed (Boal) could have on the depersonalization and isolation many educators feel today which may lead to empowering stakeholders to collective action. Further, this project provides implementation strategies and a Boal exercises to help facilitate these important discussions

What makes an individual inclusive of others? Development and validation of the Individual Inclusiveness Inventory

This study develops and validates the ‘Individual Inclusiveness Inventory’. Collaboration and inclusion are key contributors to successful work outcomes in an increasingly diverse workforce. We capture what makes an individual inclusive of others at work. We define an inclusive individual as someone who actively includes individuals in a group and encourages diversity of thought and background but still encourages the group in a way as to maximise performance and productivity. To develop the ‘Individual Inclusiveness Inventory’ we combine a deductive and inductive approach: we generate scale items based on the existing literature on inclusion and interviews with 14 experts in diversity and inclusion. The items are then reduced using exploratory factor analysis and confirmed using confirmatory factor analysis in two samples of working professionals in the UK. This results in a two-factor solution where factor 1 ‘Belonging and Uniqueness’ captures the importance of fostering belonging and uniqueness at work and factor 2 ‘Challenge and Openness’ captures being open to challenge and being challenged. We test the predictive validity of the two-factor solution with respect to work outcomes. We find that ‘Challenge and Openness’ is positively related to all work outcomes studied including income. This link to productivity is intuitive for individuals who are open to challenge are also likely competitive and innovative. ‘Belonging and Uniqueness’ is positively related to the number of people managed and perceived comparative seniority and happiness. This factor is less predictive of productivity as fostering belonging and uniqueness is likely more about group outcomes or happiness

People vs machines: automation, the fourth industrial revolution and the labour force

Automation and technical innovation are currently shaping global labour markets. Research on the future of work has brought contributions that seek to determine the exact jobs that have been lost in the past, and those that may be lost in the future. Overall, this research indicates that the winners and losers of the Fourth Industrial Revolution are determined by skills. While low-skilled individuals performing routine tasks remain at high risk of being replaced by automation, individuals with abstract thinking and people skills will continue to be in high demand. Understanding the differential impact automation has on people with different skills helps organisations prepare for the Fourth Industrial Revolution. It also helps policy makers determine what should be invested in when considering the stock and flow of skills, so that all citizens have some opportunity to be included in the gains from technological change

Disentangling privilege from merit: a crucial step for true inclusion at work

At some point during the popular podcast series “How I Built This”, the host Guy Raz asks his guests who are all successful entrepreneurs: “Was your success down to luck or your skills?” Most entrepreneurs attribute their success to a bit of both, luck and skill. We usually think of luck as coming to us arbitrarily and being evenly distributed across individuals. In reality, however, what makes us lucky very often depends on where we grew up, which school we went to, or which skin colour we have etc.. In short, luck is not pure chance but depends on our privilege. Creating an awareness of individuals’ privilege — and factoring in privilege or a lack thereof — in the recruiting and retaining of talent in the workplace is hence imperative for achieving true diversity and inclusion at work