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Personal Blogs _ learn1.html
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<span><span><span style="text-align:inherit;">I am aiming to pursue a DPhil in Industrial Relations. I graduated Magna Cum Laude (Dominant Quality) in Management Studies from the University of Essex and also hold a Postgraduate Certificate in the field of Financial Econometrics obtained from University of Essex. Currently, I am studying a Masters in Human Resource Management (MSc in HRM) at Open University Business School, which is a CIPD-accredited taught program.<br><br><span>The Open University is at the forefront of innovative research into Human Resource Management. <em>The HR Leaders Blog</em> is an insight into the learnings of one of the University's current PG students. References and citations are included.</span></span></span></span><br><div class="oublog-links"><a href="https://learn1.open.ac.uk/mod/oublog/editinstance.php?instance=419677">Blog options</a></div><div class="oublog-links"><a href="https://learn1.open.ac.uk/mod/oublog/allposts.php">View site entries</a></div>
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title="Delete"><img src="./Personal Blogs _ learn1_files/delete.svg" alt="Delete" class="iconsmall"></a></li><li><a href="https://www.london.edu/faculty-and-research/faculty-profiles/m/markides-c" class="oublog-elink">Prof. Costas Markides (London)</a> <form action="https://learn1.open.ac.uk/mod/oublog/movelink.php" method="post" style="display:inline" title="Move up"><div><input type="image" src="./Personal Blogs _ learn1_files/up.svg" alt="Move up"><input type="hidden" name="down" value="0"><input type="hidden" name="link" value="7550"><input type="hidden" name="returnurl" value="/mod/oublog/view.php?user=807417&taglimit=500&page=1"><input type="hidden" name="sesskey" value="C6CA5VZZPh"></div></form><form action="https://learn1.open.ac.uk/mod/oublog/movelink.php" method="post" style="display:inline" title="Move down"><div><input type="image" src="./Personal Blogs _ learn1_files/down.svg" alt="Move down"><input type="hidden" name="down" value="1"><input type="hidden" name="link" value="7550"><input type="hidden" name="returnurl" value="/mod/oublog/view.php?user=807417&taglimit=500&page=1"><input type="hidden" name="sesskey" value="C6CA5VZZPh"></div></form><a href="https://learn1.open.ac.uk/mod/oublog/editlink.php?blog=1&link=7550&cmid=1" title="Edit"><img src="./Personal Blogs _ learn1_files/edit.svg" alt="Edit" class="iconsmall"></a><a href="https://learn1.open.ac.uk/mod/oublog/deletelink.php?blog=1&link=7550&cmid=1" title="Delete"><img src="./Personal Blogs _ learn1_files/delete.svg" alt="Delete" class="iconsmall"></a></li><li><a href="https://business.uc3m.es/en/faculty/profesor/perfil/jaime-bonache" class="oublog-elink">Prof. Jaime Bonache (Madrid)</a> <form action="https://learn1.open.ac.uk/mod/oublog/movelink.php" method="post" style="display:inline" title="Move up"><div><input type="image" src="./Personal Blogs _ learn1_files/up.svg" alt="Move up"><input type="hidden" name="down" value="0"><input type="hidden" name="link" value="7682"><input 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<ul class="oublog-accordion oublog-accordion-view"><li class="oublog-accordion-closed"><div class="oublog_statsview_title"><h2 id="oublog_accordion_0" aria-controls="oublog_accordion_1" tabindex="0">My participation summary</h2></div><div class="oublog_statsview_content oublog_statsview_content_myparticipation oublog-accordion-closed" id="oublog_accordion_1" aria-labelledby="oublog_accordion_0" aria-live="polite"><div class="oublog_statsview_innercontent oublog_statsview_innercontent_myparticipation"><h3>28 posts</h3><div class="oublog_statsinfo"><span class="oublog_statsinfo_avatar"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="50" height="50" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></span><div class="oublog_statsinfo_infocol"><div class="oublog_statsinfo_label"><div class="oublogstats_posts_posttitle"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=284480">Congestion Externality in Search and Matching - A Theoretical Critique of Gertler-Trigari</a></div><div class="oublogstats_commentposts_blogname">Tuesday, 18 June 2024, 19:58</div></div></div></div><div class="oublog_statsinfo"><span class="oublog_statsinfo_avatar"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="50" height="50" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></span><div class="oublog_statsinfo_infocol"><div class="oublog_statsinfo_label"><div class="oublogstats_posts_posttitle"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=283986">Annual Symposium in Labour Economics 2024 (20th - 21st June)</a></div><div class="oublogstats_commentposts_blogname">Tuesday, 21 May 2024, 15:34</div></div></div></div><div class="oublog_statsinfo"><span class="oublog_statsinfo_avatar"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="50" height="50" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></span><div class="oublog_statsinfo_infocol"><div class="oublog_statsinfo_label"><div class="oublogstats_posts_posttitle"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=283686">Open Invitation to Centre for Economic Performance Event (29th - 30th May)</a></div><div class="oublogstats_commentposts_blogname">Wednesday, 8 May 2024, 15:50</div></div></div></div><div class="oublog_statsinfo"><span class="oublog_statsinfo_avatar"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="50" height="50" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></span><div class="oublog_statsinfo_infocol"><div class="oublog_statsinfo_label"><div class="oublogstats_posts_posttitle"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=283526">Encountering New Modules, and Negotiating 'New' Perspectives</a></div><div class="oublogstats_commentposts_blogname">Thursday, 2 May 2024, 18:45</div></div></div></div><div class="oublog_statsinfo"><span class="oublog_statsinfo_avatar"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="50" height="50" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></span><div class="oublog_statsinfo_infocol"><div class="oublog_statsinfo_label"><div class="oublogstats_posts_posttitle"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=281963">Scoping Review: Bayesian Inference in R</a></div><div class="oublogstats_commentposts_blogname">Friday, 15 Mar 2024, 06:05</div></div></div></div><p>Plus 23 more posts</p><h3>3 comments</h3><div class="oublog_statsinfo"><span class="oublog_statsinfo_avatar"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="50" height="50" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></span><div class="oublog_statsinfo_infocol"><div class="oublog_statsinfo_label"><div class="oublogstats_commentposts_posttitle"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=281841#cid121405">Untitled comment</a></div><div class="oublogstats_commentposts_blogname">Monday, 11 Mar 2024, 05:32</div></div></div></div><div class="oublog_statsinfo"><span class="oublog_statsinfo_avatar"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="50" height="50" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></span><div class="oublog_statsinfo_infocol"><div class="oublog_statsinfo_label"><div class="oublogstats_commentposts_posttitle"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=280444#cid120119">Untitled comment</a></div><div class="oublogstats_commentposts_blogname">Sunday, 28 Jan 2024, 02:14</div></div></div></div><div class="oublog_statsinfo"><span class="oublog_statsinfo_avatar"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="50" height="50" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></span><div class="oublog_statsinfo_infocol"><div class="oublog_statsinfo_label"><div class="oublogstats_commentposts_posttitle"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=279271#cid118270">Untitled comment</a></div><div class="oublogstats_commentposts_blogname">Wednesday, 6 Dec 2023, 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<a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&taglimit=500&page=0" data-page-number="1">1</a>
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</div></div><div id="oublog-posts"><div class="oublog-post oublog-hasuserpic oublog-odd"><div class="oublog-post-top"><div class="oublog-social-container"></div><div class="oublog-post-top-content"><div class="oublog-userpic"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="70" height="70" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></div><div class="oublog-post-top-details"><h2 class="oublog-title">Encountering Gill on Evidence-Based Practice</h2><div class="oublog-post-date">Monday, 6 Nov 2023, 10:44<br> </div><div class="oublog-post-visibility">Visible to anyone in the world</div><div class="oublog-post-editsummary">Edited by Alfred Anate Mayaki, Tuesday, 21 Nov 2023, 18:58</div></div></div></div><div class="oublog-post-content"><p><span style="text-align:inherit;">Short
post today. </span></p><p><span style="text-align:inherit;">There exists a gem of an article, that I suspect many are attuned to, so I will be very brief
with my own interpretation. The article is by Dr. Carol Gill of Melbourne Business School. Dr. Gill’s article is interesting
in that it establishes the argument that the HR profession has not really
changed much in the last 25 – 30 years (which is a very long time horizon and somewhat of an odd claim to have made if not only due to advances we've all experienced in digital technology).</span><br></p>
<p>But, the more important fact is that the human resource profession seemingly, according to Gill, exudes itself through a pellucid vortex
of insufficient academic oversight. Central to Gill’s position in this article is the view that <em>current</em> industry approaches (and more so, by extension, its rhetorical domain) are not siphoned enough to contemporary models of practice through informed research.</p><p>An interesting view.</p>
<p>------</p>
<p>This
post was written by Alfred Anate Mayaki, a student on the MSc in HRM, and was
inspired by the work of Carol Gill in a Human Resource Management Review article
entitled: “<em>Don't know, don't care: An exploration of evidence-based knowledge
and practice in human resource management</em>”</p></div><div class="oublog-post-bottom"><div class="oublog-post-tags">Tags: <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=HRM">HRM,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=developmental+humanism">developmental humanism,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=Carol+Gill">Carol Gill,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=utilitarian+instrumentalism">utilitarian instrumentalism,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=evidence-based+practice">evidence-based practice</a> </div><div class="oublog-post-links"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278236">Permalink</a> <a href="https://learn1.open.ac.uk/mod/oublog/editpost.php?blog=1&post=278236&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Edit</a> <a href="https://learn1.open.ac.uk/mod/oublog/deletepost.php?blog=1&post=278236&delete=1&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Delete</a> <a href="https://learn1.open.ac.uk/mod/oublog/editcomment.php?blog=1&post=278236">Add your comment</a></div></div><div class="oublog-post-socialshares"><div class="oublog-post-share-title">Share post</div><div class="oublog-post-share"><div class="share-button"><a url="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278236" dnt="1" count="none" text="Encountering Gill on Evidence-Based Practice The HR Leaders Blog" class="twitter-share-button" href="https://twitter.com/share?url=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fviewpost.php%3Fpost%3D278236&dnt=1&count=none&text=Encountering%20Gill%20on%20Evidence-Based%20Practice%20The%20HR%20Leaders%20Blog&class=twitter-share-button">Tweet</a></div><div class="share-button"><div class="fb-share-button" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278236" data-layout="button"></div></div><div class="share-button"><div id="___plus_0" style="position: absolute; width: 450px; left: -10000px;"><iframe ng-non-bindable="" frameborder="0" hspace="0" marginheight="0" marginwidth="0" scrolling="no" style="position:absolute;top:-10000px;width:450px;margin:0px;border-style:none" tabindex="0" vspace="0" width="100%" id="I0_1719059667738" name="I0_1719059667738" src="./Personal Blogs _ learn1_files/sharebutton.html" data-gapiattached="true"></iframe></div><div class="g-plus" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278236" data-action="share" data-height="20" data-annotation="none" data-gapiscan="true" data-onload="true" data-gapistub="true"></div></div></div></div><div id="fb-root"></div><div style="clear: both"></div></div><div class="oublog-post oublog-hasuserpic oublog-even"><div class="oublog-post-top"><div class="oublog-social-container"></div><div class="oublog-post-top-content"><div class="oublog-userpic"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="70" height="70" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></div><div class="oublog-post-top-details"><h2 class="oublog-title">On the Supposed Truth Behind the Uptake of Corporate Wellness Programs</h2><div class="oublog-post-date">Sunday, 5 Nov 2023, 09:03<br> </div><div class="oublog-post-visibility">Visible to anyone in the world</div><div class="oublog-post-editsummary">Edited by Alfred Anate Mayaki, Wednesday, 29 Nov 2023, 12:13</div></div></div></div><div class="oublog-post-content"><p><span style="text-align:inherit;">For today’s post, I decided to
use a text from a famous author in 20th-century post-structuralist</span><span style="text-align:inherit;"> philosophy to critique
a flaw in the thinking behind perceptions of corporate wellbeing. As HRM students,
we already know that uptake into wellness programs, which are typically designed
to coerce seemingly unproductive employees into adopting “healthy habits”, is not
always 100% across the board – but also, we know that there are different ways
of measuring the power dynamics (referred to as “health nannyism” by one author)
and the ultimate success of such programs.</span><br></p>
<p>These two points are arguably dependent
on a number of broader factors one of which is the conceptualisation of
absenteeism. In Ronald J. Ozminkowski’s analysis, the view of absenteeism (a
subject that I touched upon in a previous post) serves a particular purpose.
What is the intended outcome? Well, because absenteeism is not defined holistically
by Ozminkowski, absenteeism could feasibly be due to a very wide selection of causes
- little attempt is made to distinguish differences between <em>reasons</em> for
employee absence and indeed absence is taken as a given. A troubling view.</p>
<p>Another view here is found in the work
of Hull and Pasquale (2017:207) in their article, “<em>Towards a Critical Theory
of Corporate Wellness</em>”, which is worthy of discussion. Very rarely do I see
the work of French poststructuralist philosopher Michael Foucault cited in conjunction
with concepts found in dense non-epistemological topics, but Hull and Pasquale have
attempted this. In <em>The Truth of Wellness</em>, Hull, and Pasquale promote the idea
that there is a predominant, complete, and resonating “truth”, one which explains the how
and why behind corporate wellness programs (and by extension, its causes) to the practice of delivering on corporate wellbeing. This is one that I find to be somewhat denigrating to
the idea and definition of universal truth, in and of itself. </p>
<p>Having first been introduced to Michel
Foucault by Dr. Sam Mansell (now of the University of St. Andrews) in a presentation Dr. Mansell gave during his time as a Lecturer at the University of Essex, I recalled a paper
ResearchGate once suggested, authored by Lemke entitled: “<em>Critique and Experience in
Foucault</em>” as being one of the first real excursions into pure philosophy that
I was blessed enough to have read as a student. </p>
<p>Lemke (2011) famously translates
the work of Foucault in <em>Rarity: Problemization as a History of Truth</em> where
he supposes the question: “How do I have to be, in order to be"? Now, if we
consider the nature of the question, there are any number of suppositions that
could make the above argument concerning the truth of wellness programs by Hull
and Pasquale (2017) seem contestable. Truth is something that resonates
with us all and is something that we all identify with. So, it is not just a
feat of epistemologically unquantifiable proportions to suggest that corporate wellness
exists in isolation as a complete perception, but also it is very troubling
that a human perception of this should be rendered as evidentially complete.</p>
<p>Just thought I would land that
point. </p>
<p>------</p>
<p>This
post was written by Alfred Anate Mayaki, a student on the MSc in HRM, and was
inspired by the work of Gordon Hull and Frank Pasquale (2017) in an
article entitled “<em>Towards A Critical Theory of Corporate Wellness</em>” and the work of Ronald J. Ozminkowski as found in an e-book edited by Ronald J. Burke and Astrid M. Richardsen (2014) entitled "<em>Corporate Wellness Programs</em>"</p></div><div class="oublog-post-bottom"><div class="oublog-post-tags">Tags: <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=absenteeism">absenteeism,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=wellbeing">wellbeing,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=Michael+Foucault">Michael Foucault,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=truth">truth,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=philosophy">philosophy,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=critique">critique</a> </div><div class="oublog-post-links"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278203">Permalink</a> <a href="https://learn1.open.ac.uk/mod/oublog/editpost.php?blog=1&post=278203&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Edit</a> <a href="https://learn1.open.ac.uk/mod/oublog/deletepost.php?blog=1&post=278203&delete=1&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Delete</a> <a href="https://learn1.open.ac.uk/mod/oublog/editcomment.php?blog=1&post=278203">Add your comment</a></div></div><div class="oublog-post-socialshares"><div class="oublog-post-share-title">Share post</div><div class="oublog-post-share"><div class="share-button"><a url="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278203" dnt="1" count="none" text="On the Supposed Truth Behind the Uptake of Corporate Wellness Programs The HR Leaders Blog" class="twitter-share-button" href="https://twitter.com/share?url=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fviewpost.php%3Fpost%3D278203&dnt=1&count=none&text=On%20the%20Supposed%20Truth%20Behind%20the%20Uptake%20of%20Corporate%20Wellness%20Programs%20The%20HR%20Leaders%20Blog&class=twitter-share-button">Tweet</a></div><div class="share-button"><div class="fb-share-button" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278203" data-layout="button"></div></div><div class="share-button"><div id="___plus_1" style="position: absolute; width: 450px; left: -10000px;"><iframe ng-non-bindable="" frameborder="0" hspace="0" marginheight="0" marginwidth="0" scrolling="no" style="position:absolute;top:-10000px;width:450px;margin:0px;border-style:none" tabindex="0" vspace="0" width="100%" id="I1_1719059667754" name="I1_1719059667754" src="./Personal Blogs _ learn1_files/sharebutton(1).html" data-gapiattached="true"></iframe></div><div class="g-plus" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278203" data-action="share" data-height="20" data-annotation="none" data-gapiscan="true" data-onload="true" data-gapistub="true"></div></div></div></div><div style="clear: both"></div></div><div class="oublog-post oublog-hasuserpic oublog-odd"><div class="oublog-post-top"><div class="oublog-social-container"></div><div class="oublog-post-top-content"><div class="oublog-userpic"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="70" height="70" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></div><div class="oublog-post-top-details"><h2 class="oublog-title">A Message from Dr. Andrew Bryce</h2><div class="oublog-post-date">Saturday, 4 Nov 2023, 09:23<br> </div><div class="oublog-post-visibility">Visible to anyone in the world</div><div class="oublog-post-editsummary">Edited by Alfred Anate Mayaki, Tuesday, 21 Nov 2023, 18:59</div></div></div></div><div class="oublog-post-content"><p dir="ltr" style="text-align:left;"></p><p>Dr. Andrew Bryce, the author and research
academic from the University of Sheffield - who I mentioned in a previous OU
Blog post, sent me this email yesterday:</p>
<p><i>"Indeed shirking and presenteeism are two
sides of the same coin. As my colleague Sarah Brown shows in her paper, the
problem is that true health is not observed by the employer so it is difficult
to know whether a worker is shirking or genuinely too ill to work. Likewise,
they don't know whether the staff who do attend work are well enough to do the
work effectively. This may be even more difficult when staff habitually work
remotely. So the challenge to HR practitioners is to have incentives in place
to encourage sick workers to stay at home and workers in good health to come
in.</i></p>
<p><i>I can't say much in answer to your specific
question as the policies and practices adopted by firms have not been the focus
of my research. You may wish to look at another paper I have recently published
with the same co-authors, looking at sickness absence. In the literature
review, we highlight a number of studies that look at the effectiveness of
different approaches and working conditions for reducing sickness absence. I
hope this will help to guide your further reading on this subject."</i></p>
<p>Lots of ways to look at
this...</p>
<p>-------</p>
<p>This post was written by
Alfred Anate Mayaki, a student on the MSc in HRM, and was inspired by the work
of Andrew M. Bryce, Jennifer Roberts, and Mark L. Bryan (2021) in a European
Journal of Health Economics article entitled, “<i>The effects of long-term
health conditions on sickness absence in the UK"</i></p><div><em></em><br></div><p></p></div><div class="oublog-post-bottom"><div class="oublog-post-tags">Tags: <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=absenteeism">absenteeism,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=mental+health">mental health,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=Andrew+Bryce">Andrew Bryce,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=HR">HR,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=presenteeism">presenteeism,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=shirking">shirking,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=economics">economics</a> </div><div class="oublog-post-links"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278168">Permalink</a> <a href="https://learn1.open.ac.uk/mod/oublog/editpost.php?blog=1&post=278168&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Edit</a> <a href="https://learn1.open.ac.uk/mod/oublog/deletepost.php?blog=1&post=278168&delete=1&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Delete</a> <a href="https://learn1.open.ac.uk/mod/oublog/editcomment.php?blog=1&post=278168">Add your comment</a></div></div><div class="oublog-post-socialshares"><div class="oublog-post-share-title">Share post</div><div class="oublog-post-share"><div class="share-button"><a url="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278168" dnt="1" count="none" text="A Message from Dr. Andrew Bryce The HR Leaders Blog" class="twitter-share-button" href="https://twitter.com/share?url=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fviewpost.php%3Fpost%3D278168&dnt=1&count=none&text=A%20Message%20from%20Dr.%20Andrew%20Bryce%20The%20HR%20Leaders%20Blog&class=twitter-share-button">Tweet</a></div><div class="share-button"><div class="fb-share-button" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278168" data-layout="button"></div></div><div class="share-button"><div id="___plus_2" style="position: absolute; width: 450px; left: -10000px;"><iframe ng-non-bindable="" frameborder="0" hspace="0" marginheight="0" marginwidth="0" scrolling="no" style="position:absolute;top:-10000px;width:450px;margin:0px;border-style:none" tabindex="0" vspace="0" width="100%" id="I2_1719059667771" name="I2_1719059667771" src="./Personal Blogs _ learn1_files/sharebutton(2).html" data-gapiattached="true"></iframe></div><div class="g-plus" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278168" data-action="share" data-height="20" data-annotation="none" data-gapiscan="true" data-onload="true" data-gapistub="true"></div></div></div></div><div style="clear: both"></div></div><div class="oublog-post oublog-hasuserpic oublog-even"><div class="oublog-post-top"><div class="oublog-social-container"></div><div class="oublog-post-top-content"><div class="oublog-userpic"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="70" height="70" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></div><div class="oublog-post-top-details"><h2 class="oublog-title">Is Employer Branding, HR or Marketing?</h2><div class="oublog-post-date">Friday, 3 Nov 2023, 08:01<br> </div><div class="oublog-post-visibility">Visible to anyone in the world</div><div class="oublog-post-editsummary">Edited by Alfred Anate Mayaki, Sunday, 5 Nov 2023, 12:35</div></div></div></div><div class="oublog-post-content"><p dir="ltr" style="text-align:left;"></p><p>The influential perspective that is Employer Branding is perhaps best defined as a very innovative collection of ideas and strategies that aim to position
an employer favourably with respect to its target candidates. However, Employer Branding, and by extension the Employer Value Proposition (EVP), in and itself, are <em>not</em> a part of HR, they are part of Marketing.</p>
<p>It's true, and I’ll even tell you why I think this.
Roughly about a year ago, whilst navigating an important ESG project, I came across
an interesting document. It related to diversity, equity and inclusion in the fast-paced
world of infrastructure (data centres to be exact). I could not tell you how
many times and how many ESG reports I had read that had woefully omitted an effective
diversity, equity and inclusion segment, but off the top of my head, it was the
majority. Now, there was a specific issue I had with one particular ESG report
from last year <a href="https://go2.digitalrealty.com/rs/087-YZJ-646/images/Report_Digital_Realty_2206__ESG_Report.pdf">reported
by Digital Realty Trust, Inc.</a>, a leading provider of data centre solutions.
In the report, Digital Realty had a focus that happened to be on DEI stats.
Now, the company’s workforce planning ambitions are somewhat measured. Its
workforce currently consists of 75% (2,288) male employees, the remaining 25% (747)
are female employees. The first thing I noticed was that the report failed to
disclose any other gender class, which was a big red flag. By the same ratio, its
U.S. workforce by racial group included 66% White, 11% Asian and only 9% Black
employees. So, I started to think…</p>
<p>What if Google or Microsoft
had released this report? It would have been front-page news. That took me to
the next question. What are the best methods of readily presenting information produced
by an organisation without encroaching on the company’s EVP? Interesting question, right?
Well, a report of this magnitude – Digital Realty Trust, Inc. employs <em>over</em>
3,000+ workers – can readily testify to having tried the most obvious method, <span><em>percentages
and charts</em></span>. I challenged myself as a DEI leader to come up with some alternative
ways of communicating information such as this.</p><p><strong>I am a strong believer that academia is not necessarily activism but that data can inform business strategy.</strong><br></p>
<p>I became convinced that the lesson here was embedded in
the fact that Employer Branding is not HR. That is to say, <em>unless</em> the DEI statistics from a report are up to
the job, it is counter-productive to the company's ambition to publish them so opaquely. Employer Branding thus needs Marketing as much as Marketing needs it. Yes, critics will say it is wise and healthy to have companies produce such reports, regardless of the contents, but it is also wise to consider how internal leaders must coordinate their own strategies.</p><p>There is a strong argument that CEOs must define EVP as a separate, budgeted
function, accountable to Marketing and <em>not</em> Recruitment or HR. This goes right back to <a href="https://employerbrandheadlines.substack.com/p/dear-ceo-ebh">James
Ellis’ post on Substack</a> which succinctly describes a situation whereby Employer Branding as a business function is continuously misunderstood by all types of professionals he speaks to and surveys regularly.</p>
<p>-------</p>
<p>This post was written by Alfred Anate Mayaki, a student on the MSc
in HRM, and was inspired by the work of Lizz Pellet (2009) in a Society for
Human Resource Management article entitled, “<em>The Cultural Fit Factor</em>: See Ch. 6 - <em>The Mad Hatter – Human Resources as Marketer"</em></p><br><p></p></div><div class="oublog-post-bottom"><div class="oublog-post-tags">Tags: <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=employee+value+proposition">employee value proposition,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=HR">HR,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=marketing">marketing,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=employer+branding">employer branding,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=James+Ellis">James Ellis,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=Digital+Realty">Digital Realty,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=diversity">diversity</a> </div><div class="oublog-post-links"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278136">Permalink</a> <a href="https://learn1.open.ac.uk/mod/oublog/editpost.php?blog=1&post=278136&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Edit</a> <a href="https://learn1.open.ac.uk/mod/oublog/deletepost.php?blog=1&post=278136&delete=1&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Delete</a> <a href="https://learn1.open.ac.uk/mod/oublog/editcomment.php?blog=1&post=278136">Add your comment</a></div></div><div class="oublog-post-socialshares"><div class="oublog-post-share-title">Share post</div><div class="oublog-post-share"><div class="share-button"><a url="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278136" dnt="1" count="none" text="Is Employer Branding, HR or Marketing? The HR Leaders Blog" class="twitter-share-button" href="https://twitter.com/share?url=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fviewpost.php%3Fpost%3D278136&dnt=1&count=none&text=Is%20Employer%20Branding%2C%20HR%20or%20Marketing%3F%20The%20HR%20Leaders%20Blog&class=twitter-share-button">Tweet</a></div><div class="share-button"><div class="fb-share-button" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278136" data-layout="button"></div></div><div class="share-button"><div id="___plus_3" style="position: absolute; width: 450px; left: -10000px;"><iframe ng-non-bindable="" frameborder="0" hspace="0" marginheight="0" marginwidth="0" scrolling="no" style="position:absolute;top:-10000px;width:450px;margin:0px;border-style:none" tabindex="0" vspace="0" width="100%" id="I3_1719059667785" name="I3_1719059667785" src="./Personal Blogs _ learn1_files/sharebutton(3).html" data-gapiattached="true"></iframe></div><div class="g-plus" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278136" data-action="share" data-height="20" data-annotation="none" data-gapiscan="true" data-onload="true" data-gapistub="true"></div></div></div></div><div style="clear: both"></div></div><div class="oublog-post oublog-hasuserpic oublog-odd"><div class="oublog-post-top"><div class="oublog-social-container"></div><div class="oublog-post-top-content"><div class="oublog-userpic"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="70" height="70" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></div><div class="oublog-post-top-details"><h2 class="oublog-title">Leavism, Absenteeism, Presenteeism (and Shirking) – Forming Inferences</h2><div class="oublog-post-date">Thursday, 2 Nov 2023, 08:23<br> </div><div class="oublog-post-visibility">Visible to anyone in the world</div><div class="oublog-post-editsummary">Edited by Alfred Anate Mayaki, Sunday, 5 Nov 2023, 12:36</div></div></div></div><div class="oublog-post-content"><p>Not
long before I joined the MSc in HRM, I was between program options. My
research into what would be my third degree had led me to HRM as a viable route
into a postdoctoral role. While considering my options with a skip in my step
and a huge bout of consummate optimism, I without hesitation applied to graduate
admissions at The London School of Economics & Political Science (LSE) for
what was meant to be a 1+3 (MRes + PhD in Employee Relations and Human Resources)
- this was in late July by the way - this application ended up being for an MSc
in Economics and Management, mainly due to the fact that a hard deadline for
the 1+3 program had just elapsed. My only option was to apply for another
Uni at short notice or defer my interest until the next academic year.</p>
<p>University
application processes are strange things because you can't really apply
everywhere, you have enough time and energy to engage in a limited number of applications.
Having realised that I had spent the best part of £80 GBP - the set fee that
LSE charges for the privilege of tendering its application process, chased multiple
academic references for the best part of a month and produced a compelling
supporting statement for what turned out to be nothing whatsoever, I decided to channel my efforts towards this distance learning program
instead of LSE’s ERHR, maintaining all the prior graft I had accumulated for postdoctoral research.</p>
<p><strong>Considering productivity and well-being in the literature</strong></p>
<p>Whilst
in a sort of quasi-transition between these two programs, I uncovered <a href="https://www.morganash.com/perch/resources/downloads/proactive-absence-intervention-white-paper-june-2021.pdf">an interesting article</a> by the team at MorganAsh. Now, I don’t
wish to be too complimentary to the entire paper, but in the article, the
company through its Director, Andrew Gething, speaks eloquently about Employee
Assistance Programs (EAPs) and absenteeism in the context of Financial Services.
Whilst conducting research on this article, I came across and shared something that
popped up in my academic inbox about a term called ‘presenteeism’ a few days
ago courtesy of People Management magazine.</p>
<p>To
explain, I recently wrote an article on <a href="http://dx.doi.org/10.13140/RG.2.2.27847.27045">microeconomic wage bargaining</a> which
uncovered the effect of shirking on wages. Presenteeism is
essentially an extension of the <a href="https://www.researchgate.net/publication/228911818">shirking principle</a>. The Brown and Sessions model is
interesting because it is cited by Andrew Bryce in his paper which is perhaps
the second most authoritative in the literature. Having retweeted Dr. Bryce’s post
on X about his paper, which was subsequently the subject of a few exchanges between
ourselves via e-mail, it was important for me to draw inferences from this duality
to bring closure to my convictions. I, for one, believe that HR professionals must
resolve the landscape of factors influencing dysfunctional presenteeism in
practice either through soft or hard means. More on this later.</p>
<p>Life
is a funny ol’ thing. It would almost certainly have never crossed my mind that,
even with my rich vein of experience in HR, I would have stumbled
across such valuable a concept as presenteeism and leavism, so early on in my respective journey.</p>
<p>---</p>
<p>This
post was written by Alfred Anate Mayaki, a student on the MSc in HRM, and was
inspired by the work of Mark L. Bryan, Jennifer Roberts, and Andrew M. Bryce (2022)
in an article entitled, “<em>Dysfunctional Presenteeism: Effects of physical and mental
health on work performance</em>”.</p></div><div class="oublog-post-bottom"><div class="oublog-post-tags">Tags: <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=presenteeism">presenteeism,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=leavism">leavism,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=shirking">shirking,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=mental+health">mental health,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=wellbeing">wellbeing,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=absenteeism">absenteeism,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=Andrew+Bryce">Andrew Bryce</a> </div><div class="oublog-post-links"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278103">Permalink</a> <a href="https://learn1.open.ac.uk/mod/oublog/editpost.php?blog=1&post=278103&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Edit</a> <a href="https://learn1.open.ac.uk/mod/oublog/deletepost.php?blog=1&post=278103&delete=1&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Delete</a> <a href="https://learn1.open.ac.uk/mod/oublog/editcomment.php?blog=1&post=278103">Add your comment</a></div></div><div class="oublog-post-socialshares"><div class="oublog-post-share-title">Share post</div><div class="oublog-post-share"><div class="share-button"><a url="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278103" dnt="1" count="none" text="Leavism, Absenteeism, Presenteeism (and Shirking) – Forming Inferences The HR Leaders Blog" class="twitter-share-button" href="https://twitter.com/share?url=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fviewpost.php%3Fpost%3D278103&dnt=1&count=none&text=Leavism%2C%20Absenteeism%2C%20Presenteeism%20%28and%20Shirking%29%20%E2%80%93%20Forming%20Inferences%20The%20HR%20Leaders%20Blog&class=twitter-share-button">Tweet</a></div><div class="share-button"><div class="fb-share-button" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278103" data-layout="button"></div></div><div class="share-button"><div id="___plus_4" style="position: absolute; width: 450px; left: -10000px;"><iframe ng-non-bindable="" frameborder="0" hspace="0" marginheight="0" marginwidth="0" scrolling="no" style="position:absolute;top:-10000px;width:450px;margin:0px;border-style:none" tabindex="0" vspace="0" width="100%" id="I4_1719059667796" name="I4_1719059667796" src="./Personal Blogs _ learn1_files/sharebutton(4).html" data-gapiattached="true"></iframe></div><div class="g-plus" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278103" data-action="share" data-height="20" data-annotation="none" data-gapiscan="true" data-onload="true" data-gapistub="true"></div></div></div></div><div style="clear: both"></div></div><div class="oublog-post oublog-hasuserpic oublog-even"><div class="oublog-post-top"><div class="oublog-social-container"></div><div class="oublog-post-top-content"><div class="oublog-userpic"><a href="https://learn1.open.ac.uk/user/profile.php?id=807417" class="d-inline-block aabtn"><img src="./Personal Blogs _ learn1_files/f1.jpg" class="userpicture" width="70" height="70" alt="Alfred Anate Mayaki" title="Alfred Anate Mayaki"></a></div><div class="oublog-post-top-details"><h2 class="oublog-title">A Primer on Board Effectiveness and Diversity</h2><div class="oublog-post-date">Wednesday, 1 Nov 2023, 08:19<br> </div><div class="oublog-post-visibility">Visible to anyone in the world</div><div class="oublog-post-editsummary">Edited by Alfred Anate Mayaki, Sunday, 5 Nov 2023, 12:36</div></div></div></div><div class="oublog-post-content"><p></p><p>Earlier
in the week, I was preparing to write something for Medium, before discovering
this Open University online blog space. While I was still drafting the blog, I
ran into an old friend of mine who shared an interesting read by <a href="https://www.ft.com/content/0da40daf-6448-4ed5-853b-d5c4d8f168d7">Michael O'Dwyer from
the Financial Times</a>. I was somewhat concerned, as concerned as she
was. Not only about the findings of the survey but about the decision-making
processes that must have been taken to arrive at this clearly egregious course of
action. What course of action am I referring to? </p>
<p><span>I am referring
to a preference to hire those with senior-level experience over candidates with diverse backgrounds. This is something I will refer
to as an <em>anti-diversity </em>challenge.</span></p>
<p><span>An
anti-diversity challenge, in my view, is any unfortunate course of action that
contradicts the commitment an organisation has previously made towards
promoting diversity (in this case, we are speaking of anti-diversity within
boards).</span></p>
<p><b>Observing the rationale
for greater board effectiveness through the lens of diversity</b></p>
<p>As per the article by Michael O’Dwyer, Spencer Stuart, the
executive search firm conducting the study, noted in the firm’s <a href="https://eur01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.spencerstuart.com%2Fresearch-and-insight%2Fuk-board-index&data=05%7C01%7Calfred.mayaki%40ou.ac.uk%7Cb37b837b6294463764fc08dbd6f655c6%7C0e2ed45596af4100bed3a8e5fd981685%7C0%7C0%7C638340125719287350%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&sdata=6AsdP5gChd6dU64GXel3JXZ4fCAdvdFYSTvhmeCIW1w%3D&reserved=0">2023 UK Board Index</a> that
in the last 12 months and for the first time, the number of ethnically diverse
and female directors in publicly-listed firms had fallen. Why was this the
case? Indeed, Spencer Stuart reports that this phenomenon is owed to the fact
that boards are seemingly self-perpetuating entities, preferring to hire
candidates who have previous experience spearheading publicly listed companies.</p>
<p>We know that to their detriment UK Boards are lacking (somewhat
severely) in HR expertise, <a href="https://www.peoplemanagement.co.uk/article/1830901/just-quarter-ftse-350-firms-hr-expertise-board-level-cipd-report-finds">according to recent
CIPD research</a>. But in order to combat this dilemma highlighted in
the FT, what approach to board search is needed by listed companies in order to
achieve the objective of greater <b>board
effectiveness</b>?</p>
<p>Well, we all believe effective boards are competent boards.
Right? Effective boards are able to execute their duties with maximum impact
and without unnecessary hindrance. As such, the optimal search process should
ideally attribute its resources impartially.</p>
<p>According to the FT’s columnist, Michael O’Dwyer, there is
a caveat to the underlying findings of the Spencer Stuart Board Index. That
caveat is that, despite the disappointing findings of the annual survey, there
was an <i>increase</i> in women becoming senior independent directors. A role
that is often a “<em>good stepping stone</em>” to the position of board
chair.</p>
<p>A
worthy caveat. However, this cannot possibly be the kind of workplace we want
to work towards in our respective journeys or to promote on behalf of our
organisations. Can it?</p><p>-------</p><p>This post was written by Alfred Anate Mayaki, a student on the MSc in HRM, and was inspired by the work of Stephanie J. Creary (2023) in an MIT Sloan Management Review article entitled, “<i>How Diversity Can Boost Board Effectiveness</i>”.</p><br><p></p></div><div class="oublog-post-bottom"><div class="oublog-post-tags">Tags: <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=board+effectiveness">board effectiveness,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=CIPD">CIPD,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=research">research,</a> <a href="https://learn1.open.ac.uk/mod/oublog/view.php?user=807417&amp;taglimit=500&tag=diversity">diversity</a> </div><div class="oublog-post-links"><a href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278069">Permalink</a> <a href="https://learn1.open.ac.uk/mod/oublog/editpost.php?blog=1&post=278069&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Edit</a> <a href="https://learn1.open.ac.uk/mod/oublog/deletepost.php?blog=1&post=278069&delete=1&referurl=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fview.php%3Fuser%3D807417%26amp%3Btaglimit%3D500%26page%3D1">Delete</a> <a href="https://learn1.open.ac.uk/mod/oublog/editcomment.php?blog=1&post=278069">Add your comment</a></div></div><div class="oublog-post-socialshares"><div class="oublog-post-share-title">Share post</div><div class="oublog-post-share"><div class="share-button"><a url="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278069" dnt="1" count="none" text="A Primer on Board Effectiveness and Diversity The HR Leaders Blog" class="twitter-share-button" href="https://twitter.com/share?url=https%3A%2F%2Flearn1.open.ac.uk%2Fmod%2Foublog%2Fviewpost.php%3Fpost%3D278069&dnt=1&count=none&text=A%20Primer%20on%20Board%20Effectiveness%20and%20Diversity%20The%20HR%20Leaders%20Blog&class=twitter-share-button">Tweet</a></div><div class="share-button"><div class="fb-share-button" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278069" data-layout="button"></div></div><div class="share-button"><div id="___plus_5" style="position: absolute; width: 450px; left: -10000px;"><iframe ng-non-bindable="" frameborder="0" hspace="0" marginheight="0" marginwidth="0" scrolling="no" style="position:absolute;top:-10000px;width:450px;margin:0px;border-style:none" tabindex="0" vspace="0" width="100%" id="I5_1719059667804" name="I5_1719059667804" src="./Personal Blogs _ learn1_files/sharebutton(5).html" data-gapiattached="true"></iframe></div><div class="g-plus" data-href="https://learn1.open.ac.uk/mod/oublog/viewpost.php?post=278069" data-action="share" data-height="20" data-annotation="none" data-gapiscan="true" data-onload="true" data-gapistub="true"></div></div></div></div><div style="clear: both"></div></div><div class="oublog-paging"><div class="paging pagination">
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i=t.languageCode??"";(t.profileSettings?.SupportedLanguages??[]).includes(i)&&""!=i||(i="Default"),this.cassieSettings=function(e,t,i,n,s,o,r,a,c,l,u){return{licenseKey:e,profileSettings:t,baseUrl:i,languageCode:n,supportedDomains:s,environment:o,region:r,recordUrlDomain:a,identityServiceUrl:c,crossDomainConsent:l,customOptions:u}}(t.licenseKey,t.profileSettings,t.baseUrl,i,t.supportedDomains??"*."+this.domain,t.environment,t.region,t.recordUrlDomain,t.identityServiceUrl,t.crossDomainConsent,t.customOptions),this.cassieSettings.profileSettings?.TemplateOptions||(this.cassieSettings.profileSettings.TemplateOptions={},this.cassieSettings.profileSettings.TemplateOptions.PreBannerPosition=this.cassieSettings.profileSettings?.TemplateOptions?.PreBannerPosition??1,this.cassieSettings.profileSettings.TemplateOptions.WidgetPosition=this.cassieSettings.profileSettings?.TemplateOptions?.WidgetPosition??2),this.urlHelper=new e(this.cassieSettings),this.cookieWidgetDivId="cassie-widget",this.cookieHelper=new f(t.profileSettings.AccessKey),this.cassieScripts=[],this.widgetTemplate={},this.cassieWidgetFileSettings=null,this.gpcEnabled=(t.profileSettings.GpcEnabled&&navigator.globalPrivacyControl)??!1,this.bannerIsVisible=!1,this.modalIsVisible=!1,this.handlerUrl=this.urlHelper.getSubmissionUrl(),this.forceReconsent=!1,this.extentions=[{event:"Sample",extentionFunction:function(){console.log("Sample")}}],this.init()}async init(){this.createWidgetElement(),await this.getWidgetJson(),this.cassieWidgetFileSettings.identityServiceUrl&&!this.cassieSettings?.customOptions?.isPreview&&(this.cassieSettings.identityServiceUrl=this.cassieWidgetFileSettings.identityServiceUrl),this.cassieSettings?.crossDomainConsent&&this.cassieWidgetFileSettings.identityServiceUrlPrefix&&(this.cassieSettings.identityServiceUrl="https://"+this.cassieWidgetFileSettings.identityServiceUrlPrefix+"."+this.domain),this.syrenisHelper=new y(this.cassieSettings),this.forceReconsent=this.cassieWidgetFileSettings.reconsentDate.getTime()>this.cookieHelper.getConsentDate()&&this.cookieHelper.hasConsent(),!this.forceReconsent&&await this.syrenisHelper.runConsent(this.cassieScripts),this.widgetTemplate.hasConsent=this.cookieHelper.hasConsent()&&!this.forceReconsent,this.widgetTemplate.useRadioButtons=this.cassieSettings.profileSettings.UseRadioButtons??!1,this.hasConsent()||this.dropCookiesOnLoad(),await this.getTemplateFiles(),C.emit("CassieTemplateFilesLoaded")}registerExtention(e,t){this.extentions.push({event:e,extentionFunction:t})}runExtentions(e){let t=this.extentions.filter((t=>t.event==e));for(const e of t)e.extentionFunction()}dropCookiesOnLoad(){const e="auto_save",t=this.widgetTemplate.CookieDropBehaviourType??1;if(3===t)this.acceptAll(e);else if(2===t){let e=this.cookieHelper.getPrivacyPolicyId()??this.cassieWidgetFileSettings.privacyId;this.syrenisHelper.dropStrictlyNecessaryCookies(e,this.cassieScripts)}else if(4===t)this.acceptAll({respectGpc:!0,source:e});else if(1===t)return}getCurrentConsent(){return this.syrenisHelper.getCurrentConsent()}getGtmConsent(){let e=this.syrenisHelper.getCurrentConsent(),t=this.cassieScripts.filter((e=>null!=e.gtmConsentType&&""!=e.gtmConsentType)).reduce(((e,t)=>{let i=t.gtmConsentType;return e[i]||(e[i]=[]),e[i].push(t.channelId),e}),{});return Object.keys(t).map((i=>{let n=t[i].every((t=>e.find((e=>e.channelId==t))?.isOptIn))?"granted":"denied",s={};return s[i]=n,s}))}storeGtmConsent(){let e=this.getGtmConsent();e.length>0&&this.syrenisHelper.saveGtmConsent(e)}initializeTemplate(){C.emit("CassieTemplateInitialized")}hideBanner(){this.runExtentions("hideBanner"),this.bannerIsVisible=!1,C.emit("CassieBannerVisibility",!1)}showBanner(){this.runExtentions("showBanner"),this.bannerIsVisible=!0,C.emit("CassieBannerVisibility",!0)}showModal(){this.runExtentions("showModal"),this.modalIsVisible=!0,C.emit("CassieModalVisibility",!0)}hideModal(){this.runExtentions("hideModal"),this.modalIsVisible=!1,C.emit("CassieModalVisibility",!1)}getPreferences(){let e=this.widgetTemplate.Categories,t=[];return e.forEach((e=>{let i=e.Cookies.map((e=>({channelId:e.ChannelID,gpcEnabled:e.GpcEnabled,statementId:e.Statements[0].StatementID,isOptIn:e.DefaultValue})));t.push(...i)})),t}async submitConsent(e,t){if(C.emit("CassieSubmitConsent",e),await this.syrenisHelper.processConsent(e,this.cassieScripts,this.cassieWidgetFileSettings),this.storeGtmConsent(),this.widgetTemplate.hasConsent=!0,C.emit("CassieProcessedConsent",e),this.handlerUrl)try{let i=this.cookieHelper.getPrivacyPolicyId()??this.cassieWidgetFileSettings.privacyId;this.syrenisHelper.postConsentToCassie(this.handlerUrl,t,i,this.cookieWidgetDivId).then((t=>(C.emit("CassieSubmittedConsent",e),t))).catch((async n=>{let s=await this.syrenisHelper.postConsentToCassie(this.defaultSubmissionUrl,t,i,this.cookieWidgetDivId);return C.emit("CassieSubmittedConsent",e),s}))}catch(e){return console.error(e),e}}addConsentListener(e){document.addEventListener("CassieProcessedConsent",e)}hasConsent(){return this.widgetTemplate.hasConsent=this.cookieHelper.hasConsent(),this.widgetTemplate.hasConsent}acceptAll(e){if("string"==typeof e||null==e){var t=e;(e={}).source=t,e.respectGpc=!1}let i=this.getPreferences();i.forEach((t=>{t.isOptIn=!0,e.respectGpc&&this.gpcEnabled&&t.gpcEnabled&&(t.isOptIn=!1)})),this.submitConsent(i,e.source)}rejectAll(e){let t=this.getPreferences();t.forEach((e=>e.isOptIn=!1)),this.submitConsent(t,e)}createWidgetElement(){if(!this.cassieSettings.profileSettings.LoadTemplateHtml)return;let e=this.cookieWidgetDivId;if(null==document.getElementById(e)||0===document.getElementById(e).length){var t=document.createElement("div");t.setAttribute("id",e),t.style.display="none",t.classList.add("syrenis-cookie-widget"),document.body.appendChild(t)}}async getWidgetJson(){let e=this.urlHelper.determineJsonUrl(),t=await r(e);this.populateWidget(t),C.emit("CassieWidgetFileLoaded",null)}async getTemplateFiles(){let e=`${this.cassieSettings.baseUrl}/templates/${this.cassieSettings.profileSettings.Template}/`;if(this.cassieSettings.profileSettings.LoadTemplateCss&&this.AddCssToPage(e+"template.min.css"),this.cassieSettings.profileSettings.LoadTemplateHtml){let t=await r(e+"index.min.html");this.loadHtmlToElement(this.cookieWidgetDivId,t)}if(this.cassieSettings.profileSettings.LoadTemplateJs){let t=await r(e+"template.min.js");this.loadScriptToDOM(t)}}AddCssToPage(e){var t=document.head,i=document.createElement("link");i.type="text/css",i.rel="stylesheet",i.href=e,t.insertBefore(i,t.childNodes[0])}loadHtmlToElement(e,t){let i=document.getElementById(e);i.innerHTML=t;let n=document.getElementsByTagName("body")[0];n.insertBefore(i,n.firstChild)}loadScriptToDOM(e){var t=document.createElement("script");t.innerHTML=e,document.body.appendChild(t)}populateWidget(e){if(this.cassieWidgetFileSettings=new class{constructor(e){this.persistCookies=e.Custom1stPartyData?.length>0?e.Custom1stPartyData:[],this.privacyId=function(e){if(!e)return 1;let t=(e=e.substring(0,e.length-1)).split("|"),n=[];for(i=0;i<t.length;i++){let e=t[i].split(","),s="1"==e[1],o={PrivacyId:Number(e[0]),Default:s,ValidFrom:e[2]};n.push(o)}n.sort((function(e,t){return Date.parse(t.ValidFrom)-Date.parse(e.ValidFrom)}));let s=n.find((e=>0==e.Default));return s?s.PrivacyId:1}(e.Template.PrivacyPolicies),this.identityServiceUrl=e.IdentityServiceEndpoint??null,this.reconsentDate=e.ReconsentDate?new Date(e.ReconsentDate):new Date(1970),this.cookieCollectionId=e.CookieCollectionId??1,this.identityServiceUrlPrefix=e.IdentityServiceUrlPrefix??null}}(e),e.Scripts.forEach((e=>{let t=new class{constructor(e){this.cookieId=e.CookieID,this.scriptName=e.CookieName,this.scriptDescription=e.CookieDescription??new String(""),this.isStrictlyNecessary=e.IsStrictlyNecessary??!1,this.isRunFirst=e.IsRunFirst??!1,this.executionOrder=e.ExecutionOrder??100,this.bodyOptIn=e.CookieBodyDivID,this.bodyOptOut=e.CookieBodyDivIDOptOut,this.headOptIn=e.CookieScript,this.headOptOut=e.CookieScriptOptOut,this.cookieUrl=e.CookieURL,this.channelId=e.ChannelID,this.expiry=e.Expiry,this.browserCookieName=e.BrowserCookieName,this.gtmConsentType=e.GtmConsentType}CreateScript(e){this.cookieId=e.cookieId,this.scriptName=e.scriptName,this.scriptDescription=e.scriptDescription,this.isStrictlyNecessary=e.isStrictlyNecessary,this.isRunFirst=e.isRunFirst,this.executionOrder=e.executionOrder,this.bodyOptIn=e.bodyOptIn,this.bodyOptOut=e.bodyOptOut,this.headOptIn=e.headOptIn,this.headOptOut=e.headOptOut,this.cookieUrl=e.cookieUrl,this.channelId=e.channelID,this.gtmConsentType=e.gtmConsentType}}(e);this.cassieScripts.push(t)})),!(e.AccessKeys?.split(",").map((e=>e.toLowerCase().trim()))??[]).includes(this.cassieSettings.profileSettings.AccessKey.toLowerCase().trim())&&"n/a"!=this.cassieSettings.profileSettings.AccessKey&&!this.cassieSettings?.customOptions?.isPreview)throw new Error(`Access Key: ${this.cassieSettings.profileSettings.AccessKey} can't access widget with id: ${this.cassieSettings.widgetId}`);let t=e.SupportedDomains;if(t&&!this.urlHelper.checkDomain(t)&&!this.cassieSettings?.customOptions?.isPreview)throw new Error(`Not supported domain: ${this.domain} the supported domains are ${t}. Please add this domain to your Cassie system`);this.cassieSettings.supportedDomains=t,this.widgetTemplate=e.Template,this.widgetTemplate.strictlyNecessary=e.Scripts.filter((e=>e.IsStrictlyNecessary)).map((e=>({cookieName:e.CookieName,cookieDescription:e.CookieDescription})))}}}()}();</script>
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