Diversity and inclusion are pivotal components of the Sustainable Development Goals (SDGs). Primarily, they relate to SDG 10 (Reduced Inequalities) and SDG 5 (Gender Equality), aiming to promote social, economic, and political inclusion and ensure equal opportunities for all, irrespective of gender, age, race, ethnicity, origin, religion, economic status, or disability. Furthermore, diversity and inclusion relate to SDG 4 (Quality Education) by promoting inclusive and equitable quality education. SDG 8 (Decent Work and Economic Growth) also embodies the values of diversity and inclusion, calling for equal pay for work of equal value and promoting safe and inclusive working environments. Ultimately, the pursuit of diversity and inclusion is indispensable for realizing a fair and sustainable world as envisioned by the SDGs.
This book chapter advances SDG3 Good Health and Wellbeing and SDG10 Reducing Inequalities by exploring a fall-detection monitoring solution that implements both accelerometer and sound-based detection algorithm.
Furthering SDGs 5 and 10, this report aims to better understand the role gender plays in the global research enterprise and inspire evidence-based policy driven by powerful data. It examines research participation, career progression and perceptions across the European Union and 15 countries globally in 26 subject areas. The report concludes that while the participation of women in research is increasing overall, inequality remains across geographies and subject areas in terms of publication outputs, citations, awarded grants and collaborations.
The use of advanced technological solutions (“neurotechnologies”) can improve the clinical outcomes of neurorehabilitation after stroke. Here, Micera et al. propose a paradigm shift that is based on a deep understanding of the basic mechanisms of natural stroke recovery and technology-assisted neurorehabilitation to improve the clinical effectiveness of neurotechnology.
This book chapter addresses SDG 8 and 10 by investigating how different racial or ethnic groups in many societies are not getting either equal access to human capital investment opportunities or equal treatment in labor markets, or both.
This book chapter advances SDG 3 and 5 by explaining a need to increase our understanding of the immunobiology of maternal immunization in order to better prevent infectious diseases in the pregnant women and the young infant.
In this 60-minute webinar, Beth Zoller, XpertHR Legal Editor and former practicing employment attorney, provides insight into the top strategic and compliance HR challenges for 2020.Top strategic issues include recruiting and hiring, workforce planning, and employee benefits. Zoller also discusses compliance challenges such as employee leaves, drug testing and data security in this fast-paced webinar. Topics covered support SDG 3 (good health and well being), SDG 5 (gender equality), SDG 8 (decent work and economic growth) and SDG 10 (reduced inequalities).
Elsevier,
Global Mental Health and Neuroethics, Global Mental Health in Practice, 2020, Pages 237-261
Global mental health, neuroethics, and disability have become three intertwined disciplines/fields. Mental disorders are a major contributor to global burden of disease. Advances in neuroscience-technology expand our vision of the relationship between brain, mind and environment.This chapter addresses the SDG 3 by exploring the challenges and hopes in this area.
State and local laws are expanding existing discrimination and harassment protections in order to encourage and promote diversity. This article explores some notable new laws based on emerging trends in diversity and inclusion. It supports SDG 5 (Gender Equality) and SDG 8 (Decent Work and Economic Growth).
It is a well-documented phenomenon that a group's gender composition can impact group performance. Understanding why and how this phenomenon happens is a prominent puzzle in the literature. To shed light on this puzzle, we propose and experimentally test one novel theory: through the salience of gender stereotype, a group's gender composition affects a person's willingness to lead a group, thereby impacting the group's overall performance.
Many factors have been proposed as potential causes for the underrepresentation of women in leadership positions. The present research leverages computational modeling and simulation to examine the impacts of external hiring and developmental opportunities, which may have consequences at different junctures in women's leadership labyrinth. Two agent-based simulations examined 1) the emergence of gender stratification in gender-balanced organizations and 2) the impact of reducing bias in external hiring and developmental opportunities in gender-stratified organizations.
