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Literature Review: Diversity problem for Silicon Valley
This “Ten Problems for Silicon Valley in the 2020s” booklet identifies ten relevant areas from very recent contributions put forward at academic level in the form journal articles, conference proceedings and students’ theses. Ten freely accessible internet references have been selected for each area and direct links are provided at the end of each chapter for own consultation. Our selected references do not intend to mirror ranking indexes nor establish novel classifications. On the contrary, they are meant to represent peer-reviewed, diverse and scientifically-sound case studies for vertical dissemination aimed at non-specialist readers. They will also be able to scoop even more references through the bibliography that is reported at the end of each selected reference.
Without further ado, these are the ten problems that we are going to introduce in this booklet:
- gig economy,
- public mood.
Each problem has its own dedicated chapter made of an introductory section, a short presentation of the ten selected references and a conclusions section.
The final chapter of this booklet will report the conclusions from each chapter again in order to provide a complete executive summary.
THE PROBLEM — Given the wide-ranging implications of digital innovation for our private and professional lives, it is crucial to ensure that human diversity, including age, gender, race, socioeconomic status, values, and beliefs amongst others, is reflected in all aspects of digital value offerings, from their development to deployment, from use to management, and finally, their impact.
CASE STUDIES — … buy this booklet from Amazon …
CONCLUSIONS — When those who innovate are less aware of the diverse needs of underrepresented groups, it limits rather than improves the outcomes for those for whom the value propositions of the innovations are intended. Gender and racial disparities exist at each stage of the innovation process and can be costly to both productivity and the economy. International non-profit initiatives such as Women who Code aim not only at supporting women in training for and entering IT professions: they also advise them in their daily lives and struggles as developers. Diversity training does not work to reduce bias over time, nor does it increase diversity. Gender diversity on boards is positively related to IPO first-day returns. Research findings revealed gender biases within the venture capital industry, with fewer women receiving funding. Rapid population aging in the world’s most advanced economies is expected to result in a shortage of workers in those countries. In addition to technical competence, evaluators at established technology companies often assess internship applicants based on explicit and implicit signals of industrial fit, organizational fit, and individual fit. The adoption of diversity recruitment practices largely depends on the power positions, conflicts in interests and establishment of relationships between organizational actors. STEM faculties may find it hard to address diversity and inclusivity concepts in an education environment where only technical content is traditionally taught.
TEN FREE REFERENCES FROM THE INTERNET — … buy this booklet from Amazon …