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https://www.openuphub.eu/community/blog/item/report-on-openup-innovative-dissemination-training-workshop-20th-june-2018-graz
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Website: http://openup-h2020.eu
OpenUP Hub: https://openuphub.eu
Twitter: https://twitter.com/ProjectOpenUP
Facebook: https://www.facebook.com/projectopenup/
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- No dedicated programme or funding
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- Limited awareness of gender issues in research
- Limited expertise in state and public administration
- No activity in research performing or funding organizations
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• The economic nature of challenges, either financial or relating to actors’ incentives, associated with the transition to open scholarship.
• Distortion of researcher behaviour due to over-reliance on traditional metrics.
• Underfunded and underdeveloped funder grant information systems. Poor adoption of PIDs and little to no interoperability with downstream stakeholders.
• Key contributors to the academic knowledge ecosystem being under-recognised
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https://www.openuphub.eu/community/blog/item/report-on-openup-innovative-dissemination-training-workshop-20th-june-2018-graz
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EU-funded structural change projects are a crucial instrument to start institutional changes
Learn, share, educate, “funding” leverage, legitimacy of topic
Presentación de la conferencia de Daniel Denecke, Director of Best Practices of Council of Graduate Schools, en el Seminario: "La movilidad de investigadores entre EEUU y Europa", organizado por la Cátedra UNESCO de Gestión y Política Universitaria
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The session will conclude with a discussion about the working conditions of young researchers, more specifically about mobility seen from three different perspectives: geographic (moving between countries); sectoral (moving between academia and industry); field (moving between scientific fields). Finally, the main barriers to successfully pursuing an academic research career will be discussed and the audience will be encouraged to suggest practical remedies.
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Lack of attention to underrepresented student
populations is a threat to the United States’ preeminence in higher education. Benefits corporations have experienced through an inclusive and neurodiverse workforce
Research Evaluation in an Open Science contextHilda Muchando
The Knowledge Exchange has published the report ‘𝙊𝙥𝙚𝙣𝙣𝙚𝙨𝙨 𝙋𝙧𝙤𝙛𝙞𝙡𝙚: 𝙈𝙤𝙙𝙚𝙡𝙡𝙞𝙣𝙜 𝙧𝙚𝙨𝙚𝙖𝙧𝙘𝙝 𝙚𝙫𝙖𝙡𝙪𝙖𝙩𝙞𝙤𝙣 𝙛𝙤𝙧 𝙤𝙥𝙚𝙣 𝙨𝙘𝙝𝙤𝙡𝙖𝙧𝙨𝙝𝙞𝙥’.
The report presents how the Openness Profile can help address existing gaps in the assessment of Open Science in relation to issues such as:
• The need to accelerate the transition to Open - operationalising and normalising open scholarship practices has proven challenging.
• Conflicting ambitions combined with strong network effects that punish those who deviate from sector norms around research assessment and practice.
• The economic nature of challenges, either financial or relating to actors’ incentives, associated with the transition to open scholarship.
• Distortion of researcher behaviour due to over-reliance on traditional metrics.
• Underfunded and underdeveloped funder grant information systems. Poor adoption of PIDs and little to no interoperability with downstream stakeholders.
• Key contributors to the academic knowledge ecosystem being under-recognised
• Research being organised with ‘well defined’ rules that do not include ‘open’-related criteria.
The potential to improve open research evaluation practice as well as the requirements to implement the Openness Profile are addressed, including recommendations for stakeholders.
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Based upon large-scale big data research we found some interesting tensions in both design and educational theory, such as:
– 69% of engagement by students on a week by week basis is determined by how teachers are designing courses (i.e., learning design and instructional design indeed directly influence behaviour and cognition), but many teachers seem reluctant to change their learning design based upon data of what works and what does not work (e.g., making sense of data, agency);
– How teachers engage with predictive learning analytics (PLA) significantly improves student outcomes, but only a minority of teachers actually use PLA;
– Some disadvantaged groups engage more actively in OU courses, but nonetheless perform lower than non-disadvantaged students.
During this CELDA keynote I would like to share some of my own reflections of how the OU has implemented learning analytics, and how these insights are helping towards a stronger evidence-base for data-informed change. Furthermore, by sharing some of the lessons learned from implementing learning analytics on a large scale I hope to provide some dos and don’ts in terms of how you might consider to use data in your own practice and context.
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Presentation by Ernst D. Thoutenhoofd and Beppie van den Bogaerde at the Equality, Diversity and Inclusion (EDI) Conference 2010, Vienna, 14–16 July 2010.
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Seeber - Mobility and inbreeding in the heart of europe
1. Mobility and inbreeding in the heart of Europe.
What factors predict academic career in Dutch
-speaking Belgian universities?
Marco Seeber 1
Noëmi Debacker 2
Karen Vandevelde 2
1
Department of Sociology, Ghent University marco.seeber@ugent.be
2
ECOOM, Research department, Ghent University
OECD BLUE SKY III
Ghent 20th
September 2015
2. Researchers’ MOBILITY is beneficial but it is not always an asset for
academic careers
Apparently:
highly attractive systems open: mobility in an asset (US)
weakly attractive systems closed: mobility is not an asset (MEX, ES)
Yet, highly attractive system can be “closed” (Sweden, Belgium)
GOAL: better understand what conditions make mobility an
asset for a researcher career ?
context: Flemish university system
Mobility and inbreeding in academia
3. QUEUE models: employers rank applicants and applicants
rank job offers
Longer queues of applicants for High Reputed universities in
High Attractive countries more foreigners the
academic body is more mobile (Lepori, Seeber, Bonaccorsi
2015)
Assumption: the best applicant are hired
YET, why is there a large difference between the % of
foreign staff at junior and senior level?
Hiring process in academia
5. Hypotheses
Does Hiring work differently for Junior and Senior positions?
In general, there is a homophile bias in hiring
Yet Senior positions also have power
Professorial body as an academic Oligarchy
Oligarchies have the tendency to preserve their internal
homogeneity in terms of value congruence and social
similarity. Therefore we expect:
1. female, mobile and foreign researchers less frequently
appointed than males, inbred and nationals
2. The difference is larger for higher ranks, namely for
professors than postdocs positions
6. Context, data and methods
Flemish university system. Five universities.
HRRF dataset 1990-2013; we consider researchers born after 1964
(N=52,908)
Descriptive and Inferential statistics (multilevel regression)
Dependent Variable
Career outcome: appointed or not in Flemish HE system (0/1)
Independent variables
Career track: non-mobile, internal mobile, external mobile
Gender
Nationality/Language group
Controls
Scientific discipline, Age starting postdoc, pregnancy leave, prestige
of postdoc institution
7. Results – descriptive statistics
PhD graduates Postdoc probability ratio gap
Female 6679 2501 37% 0,93 -7%
Male 9751 3910 40%
Non-Belgian 3639 626 17% 0,38 -62%
Belgian 12735 5783 45%
Postdoc Professors probability ratio gap
Female 3149 301 10% 0,71 -29%
Male 5485 740 13%
Non-Belgian 3.147 70 2% 0,13 -87%
Belgian 5.487 971 18%
External mobile 3192 80 3% 0,14 -86%
Internal mobile 429 56 13% 0,72 -28%
Non mobile 5013 905 18%
8. Probability of postdoc to become professor
Multilevel regression: Beta coefficients
sign.
proportion of
probability
delta %
probability
external mobile vs non mobile *** 0,26 -74%
external mobile vs internal mobile *** 0,41 -59%
gender Female vs Male *** 0,60 -40%
Netherland vs Belgium * 0,55 -45%
Europe vs Belgium *** 0,40 -60%
North America & Oceania vs Belgium 0,37 -63%
South America, Asia, Africa vs Belgium *** 0,21 -79%
Humanities vs Medicine *** 2,20 120%
Social sciences vs Medicine *** 2,52 152%
Engineering vs Medicine * 0,79 -21%
Natural sciences vs Medicine *** 0,66 -34%
0,98 -2%
Pregnancy leave Yes vs No 0,77 -23%
University reputation High vs Low 1,05 5%
career path
nationality
discipline
Age Start Postdoc (grand mean) : + 1 year
11. Conclusions
Hypotheses are not rejected:
male, national, inbred researchers have been appointed more
frequently compared to female, foreign, mobile peers.
effects are stronger for hiring at professorial level
Limitations: performance, willingness to return to home country
Implications:
When is mobility an asset? Importance of norms and rules.
Competition is not enough
Freedom to move but not equal opportunities?
Future research:
Do collegial decision making matter on this regard?
External members in the committee can impact?
12. Thanks for your attention!
Questions, suggestions, comments… welcome !
OECD BLUE SKY III
Ghent 20th
September 2015