| 1. |
- Rubegni, Elisa, et al.
(författare)
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Owning Your Career Paths: Storytelling to Engage Women in Computer Science
- 2023
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Ingår i: Intelligent Systems Reference Library. - Cham : Springer International Publishing. - 1868-4408 .- 1868-4394. ; 235, s. 1-25, s. 1-25
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Motivation & challenge: Computer Science suffers from a lack of diversity that gets perpetuated by the most dominant and visible role models. The community is doing itself a disservice by upholding techno-solutionism, short-term efficiency, and busyness as central values. Those models are created and consolidated over time through social and cultural interactions that increase the perpetration of gender stereotypes. Exposing people to diverse types of role models and stories can contribute to making them more aware of the complexity of reality and inspire them taking better informed decisionsmaking on their career paths. Likewise, showing different role models to stakeholders in society and industry can contribute to increase the workforce diversity in the profession of computing as well as to make a shift towards the consolidation of different role models. This, in turn, may contribute to strengthen resilience and adequacy for solving issues related to diversity, equality and inclusion in Computer Science and more importantly allowing women take the ownership of their career path. Goal: To encourage the dissemination, sharing and creation of stories that show diverse career pathways to address gender stereotypes created by dominant stories in Computer Science. We tackle this issue by developing a framework for storytelling around female scientists and professionals to show a diversity of possibilities for women in pursuing an academic career based on the ownership of their pathways. Method: We apply a qualitative approach to analyse stories collected using the auto-ethnography and use thematic analysis to unpack the components of what in these stories contribute to building the academic path in the field of Computer Science. Authors used their own professional histories and experiences as input. They highlighted the central values of their research visions and approaches to life and emphasised how they have helped to take decisions that shaped their professional paths. Results: We present a framework made of the nine macro-themes emerging from the autoethnography analysis and two dimensions that we pick from the literature (interactions and practices). The framework aims to be a reflecting storytelling tool that could support women in Computer Sciences to create their own paths. Specifically, the framework addresses issues related to communication, dissemination to the public, community engagement, education, and outreach to increase the diversity within Computer Science, AI and STEM in general. Impact: The framework can help building narratives to showcase the variety of values supported by Computer Science. These stories have the power of showing the diversity of people as well as highlighting the uniqueness of their research visions in contributing to transformation of our global society into a supportive, inclusive and equitable community. Our work aims to support practitioners who design outreach activities for increasing diversity and inclusion, and will help other stakeholders to reflect on their own reality, values and priorities. Additionally, the outcomes are useful for those who are working in improving the gender gap in Computer Science in academia and industry. Finally, they are meant for women who are willing to proceed into an academic career in this area by offering a spur for reflection and concrete actions that could support them in their path from PhD to professorship.
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| 2. |
- Jansson, Fredrik, et al.
(författare)
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Cultural Systems
- 2024
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Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- Many cultural phenomena cannot be understood by studying traits in isolation. Instead, they are embedded in webs of relations, layered with rich social meaning, and sequentially acquired and evaluated, \emph{filtered}, in light of previously acquired traits. Incorporating multiple traits and their relations is needed to understand the organization, dynamics, and emergent products of cultural evolution. We argue that a systems approach offers the potential for: (i) a more thorough understanding of the source and character of emergent phenomena, crucial for understanding the origin and historical development of culture; (ii) an increased scope of cultural evolution, whereby faithful transmission, self-organization and filtering of culture can be accounted for by systems dynamics without the need for strong assumptions about innate machinery; and (iii) a more robust theoretical connection between cultural evolution and processes of development as they are studied in developmental psychology and related fields.
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| 3. |
- Jansson, Fredrik, et al.
(författare)
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Modelling cultural systems and selective filters
- 2024
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Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- A specific goal of the field of cultural evolution is to understand how processes of transmission and selection at the individual level lead to population-wide patterns of cultural diversity and change. Models of cultural evolution have typically assumed that traits are independent of one another and essentially exchangeable. But culture has a structure: traits bear relationships to one another that affect the transmission and selection process itself. Here we introduce a modelling framework to explore the effect of cultural structure on the process of learning. Through simulations, we find that introducing this simple structure changes the cultural dynamics. Based on a basic filtering mechanism for parsing these relationships, more elaborate cultural filters emerge. In a mostly incompatible cultural domain of traits, these filters organise culture into mostly (but not fully) consistent and stable systems. Incompatible domains produce small homogeneous cultures, while more compatibility increases size, diversity, and group divergence. When individuals copy based on a trait's features (here, its compatibility relationships) they produce more homogeneous cultures than when they copy based on the agent carrying the cultural trait. We discuss the implications of considering cultural systems and filters in the dynamics of cultural change.
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| 4. |
- Jansson, Fredrik, et al.
(författare)
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Modelling cultural systems and selective filters
- 2021
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Ingår i: Philosophical Transactions of the Royal Society of London. Biological Sciences. - : The Royal Society. - 0962-8436 .- 1471-2970. ; 376:1828
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Tidskriftsartikel (refereegranskat)abstract
- A specific goal of the field of cultural evolution is to understand how processes of transmission and selection at the individual level lead to population-wide patterns of cultural diversity and change. Models of cultural evolution have typically assumed that traits are independent of one another and essentially exchangeable. But culture has a structure: traits bear relationships to one another that affect the transmission and selection process itself. Here we introduce a modelling framework to explore the effect of cultural structure on the process of learning. Through simulations, we find that introducing this simple structure changes the cultural dynamics. Based on a basic filtering mechanism for parsing these relationships, more elaborate cultural filters emerge. In a mostly incompatible cultural domain of traits, these filters organise culture into mostly (but not fully) consistent and stable systems. Incompatible domains produce small homogeneous cultures, while more compatibility increases size, diversity, and group divergence. When individuals copy based on a trait's features (here, its compatibility relationships) they produce more homogeneous cultures than when they copy based on the agent carrying the cultural trait. We discuss the implications of considering cultural systems and filters in the dynamics of cultural change.
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| 5. |
- Jansson, Fredrik, et al.
(författare)
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Modelling Cultural Systems and Selective Filters
- 2022
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Konferensbidrag (refereegranskat)abstract
- IntroductionCultural traits are embedded in webs of relations and sequentially acquired and evaluated – filtered – in light of previously acquired traits. Incorporating multiple traits and their relations is needed to understand the organisation, dynamics, and emergent products of cultural evolution.ApproachWe introduce a modelling framework of individual filtering of interdependent traits and explore the effects on cultural transmission and emergent phenomena, through mathematical treatment and simulations.FindingsSequential acquisition of compatible traits leads to culturally evolved filters. These organise culture into mostly consistent and stable systems. Depending on the structure of trait relations, they modulate rates of cultural change, exhibit path dependence and punctuated equilibria, and can generate convergent transmission, clustering and polarisation.DiscussionA systems view of culture can give a fuller understanding of the source and character of emergent phenomena. It increases the scope of cultural evolution, whereby faithful transmission, self-organisation and filters can be accounted for by systems dynamics without strong assumptions on innate machinery.
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| 6. |
- Bursell, Moa, et al.
(författare)
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Diversity preferences among employees and ethnoracial workplace segregation
- 2018
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Ingår i: Social Science Research. - : ACADEMIC PRESS INC ELSEVIER SCIENCE. - 0049-089X .- 1096-0317. ; 74, s. 62-76
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Tidskriftsartikel (refereegranskat)abstract
- Ethno-racial workplace segregation increases already existing ethno-racial inequality. While previous research has identified discriminatory employers as drivers of workplace segregation, this study addresses the role of the employees. Sociological and social psychological theory suggest that people prefer to surround themselves with people who positively confirm their social identity or who contribute with higher group status. Through web-based surveys, we measure employee attitudes and preferences concerning ethno-racial workplace diversity, to what extent they differ by ethnicity/race, and if they contain intersectional patterns. Thereafter, we use simulation models to analyze the consequences for workplace segregation that these preferences would have, if realized. The main survey results showed that all ethno-racial groups favored their own in-group as colleagues, especially European Americans. As a secondary choice, the respondents preferred the out-group with the highest labor market status. Intersectional patterns were identified, as minority women were preferred as colleagues over minority men. Our simulation model, based on the results of two surveys on stated vs. indirectly revealed preferences, showed that employee preferences were at best not diverse enough to desegregate workplaces. When based on the most common preferences (i.e. excluding a few outliers), the simulations even suggested that these preferences can cause segregation. We relate these findings to Schelling's model of segregation.
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| 7. |
- Jansson, Fredrik, et al.
(författare)
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Social consensus influences ethnic diversity preferences
- 2018
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Ingår i: Social influence. - : ROUTLEDGE JOURNALS, TAYLOR & FRANCIS LTD. - 1553-4510 .- 1553-4529. ; 13:4, s. 192-208
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Tidskriftsartikel (refereegranskat)abstract
- There is widespread segregation between workplaces along ethnic lines. We expand upon previous research on segregation and social influence by testing the effect of the latter on personal diversity preferences, specifically in employees' selection into hypothetical workplaces. In a survey study with 364 European American respondents in three waves, participants complied with social consensus preferences for either more or less workplace diversity. The new preference was sufficiently internalized to be retained largely unaltered a week later. Simulations suggest a self-reinforcing effect, where accurate social consensus information may be sufficient to change preferences. Given that initial choices were polarized, perceived social consensus can vary highly between people in society, and influencing this perception may feed back into greater acceptance of minorities.
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| 8. |
- Strimling, Pontus, et al.
(författare)
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The connection between moral positions and moral arguments drives opinion change
- 2019
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Ingår i: Nature Human Behaviour. - : NLM (Medline). - 2397-3374. ; 3:9, s. 922-930
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Tidskriftsartikel (refereegranskat)abstract
- Liberals and conservatives often take opposing positions on moral issues. But what makes a moral position liberal or conservative? Why does public opinion tend to become more liberal over time? And why does public opinion change especially fast on certain issues, such as gay rights? We offer an explanation based on how different positions connect with different kinds of moral arguments. Based on a formal model of opinion dynamics, we predicted that positions better connected to harm and fairness arguments will be more popular among liberals and will become more popular over time among liberals and conservatives. Finally, the speed of this trend will be faster the better the position connects to harm and fairness arguments. These predictions all held with high accuracy in 44 years of polling on moral opinions. The model explains the connection between ideology and moral opinions, and generates precise predictions for future opinion change.
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| 9. |
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| 10. |
- Jansson, Fredrik, et al.
(författare)
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Cooperation and Shared Beliefs about Trust in the Assurance Game
- 2015
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Ingår i: PLOS ONE. - : Public Library of Science (PLoS). - 1932-6203. ; 10:12
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Tidskriftsartikel (refereegranskat)abstract
- Determinants of cooperation include ingroup vs. outgroup membership, and individual traits, such as prosociality and trust. We investigated whether these factors can be overridden by beliefs about people's trust. We manipulated the information players received about each other's level of general trust, "high" or "low". These levels were either measured (Experiment 1) or just arbitrarily assigned labels (Experiment 2). Players' choices whether to cooperate or defect in a stag hunt (or an assurance game)-where it is mutually beneficial to cooperate, but costly if the partner should fail to do so-were strongly predicted by what they were told about the other player's trust label, as well as by what they were told that the other player was told about their own label. Our findings demonstrate the importance for cooperation in a risky coordination game of both first- and second-order beliefs about how much people trust each other. This supports the idea that institutions can influence cooperation simply by influencing beliefs.
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