TY - GEN A1 - Steuer-Dankert, Linda A1 - Berg-Postweiler, Julia A1 - Leicht-Scholten, Carmen T1 - One does not fit all: applying anti-bias trainings in academia T2 - Twenty-third international conference on diversity in organizations, communities & nations June 22 - 23, 2023 Toronto Metropolitan University, Rogers Communication Centre Toronto, Canada N2 - Anti-bias trainings are increasingly demanded and practiced in academia and industry to increase employees’ sensitivity to discrimination, racism, and diversity. Under the heading of “Diversity Management”, anti-bias trainings are mainly offered as one-off workshops intending to raise awareness of unconscious biases, create a diversity-affirming corporate culture, awake awareness of the potential of diversity, and ultimately enable the reflection of diversity in development processes. However, coming from childhood education, research and scientific articles on the sustainable effectiveness of anti-bias in adulthood, especially in academia, are very scarce. In order to fill this research gap, the paper explores how sustainable the effects of individual anti-bias trainings on the behavior of participants are. In order to investigate this, participant observation in a qualitative pre-post setting was conducted, analyzing anti-bias trainings in an academic context. Two observers actively participated in the training sessions and documented the activities and reflection processes of the participants. Overall, the results question the effectiveness of single anti-bias trainings and show that a target-group adaptive approach is mandatory due to the background of the approach in early childhood education. Therefore, it can be concluded that anti-bias work needs to be adapted to the target group’s needs and reality of life. Furthermore, the study reveals that single anti-bias trainings must be embedded in a holistic diversity management approach to stimulate sustainable reflection processes among the target group. This paper is one of the first to scientifically evaluate anti-bias training effectiveness, especially in engineering sciences and the university context. KW - Academia KW - Engineering Habitus KW - Organizational Culture KW - Diversity Management KW - Anti-Bias Y1 - 2023 ER - TY - JOUR A1 - Berg-Postweiler, Julia A1 - Steuer-Dankert, Linda A1 - Leicht-Scholten, Carmen T1 - One size does not fit all: Applying antibias trainings in academia JF - The International Journal of Organizational Diversity N2 - Antibias training is increasingly demanded and practiced in academia and industry to increase employees’ sensitivity to discrimination, racism, and diversity. Under the heading of “Diversity Management,” antibias trainings are mainly offered as one-off workshops intending to raise awareness of unconscious biases, create a diversity-affirming corporate culture, promote awareness of the potential of diversity, and ultimately enable the reflection of diversity in development processes. However, coming from childhood education, research and scientific articles on the sustainable effectiveness of antibias in adulthood, especially in academia, are very scarce. In order to fill this research gap, the article aims to explore how sustainable the effects of individual antibias trainings on participants’ behavior are. In order to investigate this, participant observation in a qualitative pre–post setting was conducted, analyzing antibias training in an academic context. Two observers actively participated in the training sessions and documented the activities and reflection processes of the participants. Overall, the results question the effectiveness of single antibias trainings and show that a target-group adaptive approach is mandatory owing to the background of the approach in early childhood education. Therefore, antibias work needs to be adapted to the target group’s needs and realities of life. Furthermore, the study reveals that single antibias trainings must be embedded in a holistic diversity management approach to stimulate sustainable reflection processes among the target group. This article is one of the first to scientifically evaluate antibias training effectiveness, especially in engineering sciences and the university context. KW - Antibias KW - Diversity Management KW - Organizational Culture KW - Engineering Habitus Y1 - 2023 U6 - http://dx.doi.org/10.18848/2328-6261/CGP/v24i01/1-23 SN - 2328-6261 (Print) SN - 2328-6229 (Online) VL - 24 IS - 1 SP - 1 EP - 23 PB - Common Ground Research Networks ER - TY - CHAP A1 - Baier, Ralph A1 - Brauner, Philipp A1 - Brillowski, Florian A1 - Dammers, Hannah A1 - Liehner, Luca A1 - Pütz, Sebastian A1 - Schneider, Sebastian A1 - Schollemann, Alexander A1 - Steuer-Dankert, Linda A1 - Vervier, Luisa A1 - Gries, Thomas A1 - Leicht-Scholten, Carmen A1 - Mertens, Alexander A1 - Nagel, Saskia K. A1 - Schuh, Günther A1 - Ziefle, Martina A1 - Nitsch, Verena ED - Brecher, Christian ED - Schuh, Günther ED - van der Alst, Wil ED - Jarke, Matthias ED - Piller, Frank T. ED - Padberg, Melanie T1 - Human-centered work design for the internet of production T2 - Internet of production - fundamentals, applications and proceedings N2 - Like all preceding transformations of the manufacturing industry, the large-scale usage of production data will reshape the role of humans within the sociotechnical production ecosystem. To ensure that this transformation creates work systems in which employees are empowered, productive, healthy, and motivated, the transformation must be guided by principles of and research on human-centered work design. Specifically, measures must be taken at all levels of work design, ranging from (1) the work tasks to (2) the working conditions to (3) the organizational level and (4) the supra-organizational level. We present selected research across all four levels that showcase the opportunities and requirements that surface when striving for human-centered work design for the Internet of Production (IoP). (1) On the work task level, we illustrate the user-centered design of human-robot collaboration (HRC) and process planning in the composite industry as well as user-centered design factors for cognitive assistance systems. (2) On the working conditions level, we present a newly developed framework for the classification of HRC workplaces. (3) Moving to the organizational level, we show how corporate data can be used to facilitate best practice sharing in production networks, and we discuss the implications of the IoP for new leadership models. Finally, (4) on the supra-organizational level, we examine overarching ethical dimensions, investigating, e.g., how the new work contexts affect our understanding of responsibility and normative values such as autonomy and privacy. Overall, these interdisciplinary research perspectives highlight the importance and necessary scope of considering the human factor in the IoP. KW - Responsibility KW - Privacy KW - Digital leadership KW - Best practice sharing KW - Cognitive assistance system KW - Human-robot collaboration KW - Human-centered work design Y1 - 2023 SN - 978-3-030-98062-7 U6 - http://dx.doi.org/10.1007/978-3-030-98062-7_19-1 N1 - Part of the book series: Interdisciplinary Excellence Accelerator Series (IDEAS) SP - 1 EP - 23 PB - Springer CY - Cham ER -