Social ventures, such as using technology to improve social problems, are hard to scale and measure. An impact accelerator program is using social science to track social impact.
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‘Race at Work Within Social Policy,’ has been published in the book, Critical Racial and Decolonial Literacies: Breaking the Silence, edited by Dr Debbie Bargallie and Dr Nilmini Fernando. This book chapter demonstrates how inadequate racial literacy impacts social policy documentation, including policies attempting to implement anti-racism principles.
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The new book chapter, ‘Critical Race Studies and Intersectionality Responses to COVID-19,’ presents a case study of how the welfare state exercises multiple domains of power to maintain racial inequality, even during the public health crisis of COVID-19. Read the abstract and an excerpt below.
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Learn about how applied social science was used in a state project to increase the number of girls and women in trades.
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Here are some tips on how to send effective SMS campaigns.
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A project exploring the recruitment experiences of people with disability led to a trial that significantly increased disability awareness training. Here are the lessons that might help other organisations seeking to enhance diversity and inclusion initiatives.
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Timely, targeted, and informative messages can motivate young workers to continue pursuing their qualifications. Employers can adopt these social science tips to better support students at work.
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Social science enhances how people respond to cyber security threats, by helping individuals overcome the biases exploited in cyber attacks. A novel approach to cyber security training increases staff self-efficacy when responding to malicious messages.
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Most public health programs focus on educating the public, but this doesn’t always lead to behavioural change. In order to encourage change, this information should focus on short, clear messaging about what people need to do on the spot (call to action).
Continue reading “Public Health Compliance”
Organisations have administrative hurdles and inadequate support that negatively impact the recruitment, career progression, and retention of people with disability.* This post covers three sets of findings. First, how to increase professional development opportunities for staff with disability. Second, how to ensure managers have better resources to facilitate disability inclusion and improve workplace adjustments. Third, recommendations on how to improve systemic problems.
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