Education

When digital dangers become real but you aren't ready.... "Hi I'm Laura, your daughter calls me loser Laura..." The young girl stands awkwardly at the doorstep, her wounded expression revealing the pain of cyberbullying. This pivotal moment from New Zealand's "Keep It Real Online" campaign transforms digital harm into physical reality. ↳One in five young Kiwis are bullied online annually. ↳40% have online interactions with people they've never met in real life. The campaign brings digital threats to parents' doorsteps Effective cybersecurity awareness campaigns highlight crucial principles through impactful storytelling. The best way to fight cybercrime is through awareness and prevention, using statistics, stories, and practical tips. Cyberbullying, juvenile access to inappropriate content, and exposure to online violence represent interconnected cybersecurity challenges that require parental vigilance. Key cybersecurity lessons: ↳Digital threats have tangible impacts on vulnerable users, particularly children and young people. ↳Parents and educators need frameworks to initiate difficult conversations about online safety. ↳Education proves more effective than avoidance when addressing digital dangers. Creating a culture of cybersecurity awareness and responsibility involves recognizing positive behavior and discussing best practices. The main goal of effective campaigns is informing audiences about various online threats including malware, identity theft, phishing, and cyberbullying. Individuals can protect personal information by using strong, unique passwords for online accounts. Educational institutions play an essential role in advancing cybersecurity through instruction, public awareness campaigns, and safe IT infrastructure. Digital literacy remains the key to protection in our increasingly connected world. Emotional storytelling drives behavior change by creating powerful connections that statistics simply cannot match. Share your story: ↳Which campaign stopped you in your tracks? ↳How did it trigger an emotional response that influenced your behavior? ↳Why does it still resonate with you today? 👍 LIKE this post, 🔄 REPOST this to your network and follow me, Monica Jasuja

Atlassian has been fully distributed for almost five years. We don’t have all the answers, but we’ve learned a lot about how to keep teams thriving across time zones—and we’re applying those insights every day.  ➡️ Asynchronous work: Async tools are at the core of how we operate. Confluence is our virtual hub where we share stories, celebrate new hires, and collaborate effortlessly. We also use Loom to share videos and give feedback on our own time—avoiding those dreaded “this could have been an email” moments. In fact, we’ve saved nearly half a million meetings using Loom! ➡️ Designing workdays: We’ve learned to structure workdays for focus, collaboration, and meetings (only when absolutely necessary). Teams work across no more than two time zones, ensuring at least four hours of overlap to get things done together. ➡️ Intentional connection: Data shows that real connection happens when teams meet regularly—not sporadically in an office. We provide Intentional Togetherness Gatherings (ITGs), curated experiences, and focused in-person time to collaborate. ➡️ Adapting for different needs: It’s not one-size-fits-all. For example, new hires and grads often benefit from more frequent in-person meetups, so we make sure to offer opportunities for them to connect early on. https://lnkd.in/g2sSbe3v

When school leaders ask me how to start responsibly adopting GenAI in their school, my first piece of advice is to develop a practical GenAI academic integrity policy. To provide guidance for school leaders starting this important work, we have created a Guide to Developing an AI Policy at Your School. Featured in the guide are: 1️⃣ Guiding Questions to Ask Your School Community 2️⃣ Key Steps for Creating the Policy 3️⃣ What The Policy Should Include 4️⃣ Common Issues with AI to Cover in the Policy 5️⃣ Strategies for Introducing the Policy to your Faculty, School Community, and Students This is a work-in-progress like everything in GenAI, so let us know your feedback! You can download and share the pdf here: https://lnkd.in/eJ3mmdtS AI for Education #aiforeducation #genai #responsibleai #schoolleaders #schools

Today, I want to share an incredible story that shows how the right kind of partnerships can be a game-changer in making a real difference. Vipla Foundation was set up by Mana’s mom in 1988, & ever since, Mana, Athiya, Ahan & I have remained closely involved in their mission of enriching the lives of underprivileged children & women. Their partners, Educo ONG are a global NGO with presence in 14 countries, they do some phenomenal work for the well-being & rights of children, especially the right to receive a quality education. This isn’t about endorsing Vipla or Educo, but rather about the magic that unfolds when the right kind of collaboration comes into play. Imagine this - two organisations with a shared vision of making a positive impact by ensuring every child in India has the opportunity to learn, grow & flourish. As partners since 2014, they’ve impacted the lives of over 500,000 beneficiaries through childhood care, education, inclusion & women empowerment through skilling. They’re transforming government schools, empowering teachers & bridging learning gaps through innovation & building communities that work with a sense of ownership in the education process. The kind of work that organisations like Vipla do, make them special. What gives their ambitions wings, are the right kind of partners. In that sense, Educo is just that. That’s the thing about forging new partnerships. If it’s done right, with the right people & at the right time, it can work like magic. If the fundamentals aren’t right, it’s not going get you what you want. Through my experiences, I’ve learned to look out for the following when I’m partnering with someone, Common purpose - When there’s a shared vision, sparks fly! It’s the only way to set the stage for extraordinary impact! Complementary expertise - Solo heroes may work in the films, not in real life. Find partners who can make up for your weaknesses & complement your strengths. Flexibility - Life always throws the odd bouncer at us. As partners, everyone needs to have the ability to adapt. Long-term commitment - Nothing good happens overnight. Vipla & Educo nurtured this partnership over a decade & their patience is paying off big time! Mutual empowerment - Just like your life partner, partners at work should be able to raise each other’s games. Partners thrive when there's mutual empowerment & trust. Measurable impact - Numbers don't lie! While you can enjoy working together with a shared vision, truth is the outcome should be measurable. In a world where collaboration is the new cool, I love giving the example of Vipla & Educo, who by working together have become architects of a brighter future! So, next time you're partnering with someone, tying up with an agency or a vendor, building a company or finding the right co-founder, remember to do it with the right people for the right reasons. #CollaborationForChange #SocialImpact #ChildRights #EducationMatters

A research report by Candid and ABFE. A Philanthropic Partnership for Black Communities examines how private philanthropic and foundation support helps finance both private and public Historically Black Colleges and Universities (#HBCUs). Because of systemic barriers and #racialinequalities, HBCUs were established to provide Black students with high-quality, formal #education. HBCUs like Spelman College, Bethune-Cookman University, Fisk University and Savannah State University have been foundational in educating Black Americans in the U.S. The education received from HBCUs has supported Black professionals in critical fields. The United Negro College Fund (UNCF) reported that 50% of Black doctors, 50% of Black lawyers and 80% of Black judges received their education at HBCUs. However, HBCUs are drastically underfunded compared to their higher-learning counterparts. This extensive report, titled “Philanthropy and HBCUs: Foundation funding to historically Black colleges and universities,” studied the funding patterns and gaps in HBCU foundation grants. According to the report’s findings, #IvyLeague institutions received 178 times the funding from foundations than the average HBCU. In addition to the in-depth analysis of funding disparities and gaps, the report offers recommendations for how foundations can further support HBCUs moving forward, helping to build equity for HBCUs and Black communities. Read more in the report. https://bit.ly/3qGLAv3

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

More than half of academics come from the 20% richest families, whereas only 5% come from the poorest 20%. But how about their academic productivity? A new study finds that, whereas there are "no differences in the average number of publications, academics from poorer backgrounds are both more likely to not publish and to have outstanding publication records." "These findings suggest that academics from lower socio-economic backgrounds are more likely to pursue research agendas off the beaten path, which may result in scientific breakthroughs but also in a higher failure rate" The study also examines peer recognition, finding that even though "academics from poorer backgrounds introduce more novel scientific concepts, [they] are less likely to receive recognition, as measured by citations, Nobel Prize nominations, and awards." Two other findings: 🔹"socio-economic composition of academics has remained remarkably stable over seven decades," 🔹"representation from lower socio-economic backgrounds is higher in disciplines with a stronger emphasis on quantitative relative to verbal skills." "While around 60% of academics in the humanities come from the top quintile of the parental income distribution, around 40% of academics in mathematics and economics come from the top quintile." Read the full study here: Climbing the Ivory Tower: How Socio-Economic Background Shapes Academia https://lnkd.in/eeJsryQw by Ran Abramitzky, Lena Greska, Santiago Pérez, Joseph Price, Carlo Schwarz, and Fabian Waldinger The study looks at US academics. Would be very interesting to know whether the situation in other parts of the world is (much) different.

If we want technology to work for everyone, it needs to be built by everyone ❗ But can someone tell me how everyone can build companies/tech if only one type of person is funding them? 🤔 In the UK, 71% of ALL Partners at VC firms went to a private school. This is maaaad, when you consider that only 7% of the UK population go to a fee-paying institution 🤯 The lack of socioeconomic diversity in VC has a massive knock-on effect on the type of Founders that get funding. The advantages of strong networks, family wealth and polished cultural capital farrrrr extends outside of traditional industries such as Banking and Law. & as a Founder from a low socioeconomic background but who has somehow broken into networks of influence and privilege, I can tell you this stuff gets MUCH easier, when you know the right people. This is all such a shame because entrepreneurship has more potential to level the playing field and create rapid generational wealth than anything else in my opinion. Thoughts? 👇🏾 #SocialMobility #Tech #MadFactMondays ------- Hey 👋🏾 I’m Gary, Co-Founder of Tangent. Every Monday I share a “Mad Fact” about socioeconomic background to raise awareness of its overlooked significance. If you like this content, repost ♻️ it to your network and follow me for more like it every week!

This is an important story from The Wall Street Journal -- and a trend every student housing investor is well aware of. Student housing demographics are eroding, and *some* college towns are suffering as a result. BUT there's a critical nuance buried in this article ... Many colleges / college towns are still thriving. We are entering an era of "winners" and "losers." The big winners are (generally speaking) Power 5 conference schools and elite private schools. The big losers are (generally speaking) regional state schools and second-tier private schools. Here's important context from the article: "A Wall Street Journal analysis of 748 public four-year colleges and universities in all 50 states shows that full- and part-time enrollment at the most prominent state universities increased 9% in 2023 compared with 2015. At lesser-known regional state universities, enrollment fell 2%. The shift represents tens of thousands of students who have abandoned struggling college towns." The trend aligns with demographics: "The number of students graduating from American high schools is expected to start falling next spring, after reaching a record high this year. In 2007, the number of U.S. births peaked at 4.3 million and has been falling almost every year since." But eroding demographic tailwinds do not create evenly distributed impacts. Even in the same states. For example, the article cites opposite trends in the state of Illinois. -- "Enrollment at Western Illinois University’s Macomb campus has fallen 47% since 2010." -- "The flagship University of Illinois at Urbana-Champaign campus is booming. Enrollment this past academic year was up 36% from 2010. Last fall, facing a shortage of space, the university doubled up students in dorm rooms." The same is true about aging demographics' impact on the broader housing market. We're gonna see more winners and losers among metro areas, cities and neighborhoods... but still ample opportunity in the right spots. The article speculates more students are opting to skip college and its pricey tuition costs, or that students are picking schools that will lead to better jobs. And while I'm sure there's a bit of that, it's overthinking this. Lots of students just wanna go to a good school with a vibrant atmosphere. Fun college towns. Good sports teams. Large state schools have catered to that demand by expanding, taking in students who -- in years past -- ended up elsewhere due to capacity constraints. While it's tacky to say this, the reality is that a lot (not all) of regional state schools and second-tier private schools are affectionally known as "backup plans." Fewer students need to take a backup plan when capacity expands at Option 1. To state the obvious: There are big implications on student housing, and leading operators have been tracking these trends for years. #studenthousing #college #housing https://lnkd.in/gWyHHz2n

An eagerness to learn is essential for innovation. But the way we learn—and the order in which we partake in various learning activities—can make the difference between effective growth and potential missed opportunities. Jean-François Harvey, Johnathan Cromwell, Kevin J. Johnson, and I studied more than 160 innovation teams and found that the key to faster, clearer progress is: Structured learning 👷🏗️ Our research, published in the Administrative Science Quarterly Journal, highlights four distinct types of learning behaviors used by high-performing teams and examines variations in the sequence and blend of these types of team learning. Without a deliberate rhythm, teams risk becoming overwhelmed by continual information intake, leading to confusion and burnout. But by honing a team's ideal 'learning rhythm,' you can avoid overwhelm and instead focus on strategic decision-making and sustainable innovation. Read our research summary now in the Harvard Business Review: https://lnkd.in/e5nU-Kka