Centre for Computering and Social Responsibility

Social Media Narratives: Addressing Extremism In MiDdle AGE

Nicola Wilkinson

Grant Awarded: £555,598.52

PI: Sara Wilford

Funder: EU – Horizon Research and Innovation Programme

SMIDGE is a project dedicated to exploring the impact of extremist narratives on the middle-aged population. As part of an EU-funded Horizon research project, we are investigating the attraction of extremist content on social media and how it influences this group. Our goal is to provide policy-makers with valuable insights and recommendations through our reports, policy briefs and counter-narrative videos. Stay up-to-date with our latest findings, news and upcoming events such as webinars, roundtables and conferences.

Misinformation, conspiracy theories and extremism online are growing concerns for governments and society at large. The way social media algorithms work often incentivizes the spread of such ideas, as they generate more engagement and revenue. This phenomenon can have a direct impact on perceptions of democratic institutions, trust in science and calls for direct action to overthrow or disrupt democratically elected governments. Middle-aged individuals (45-65) are particularly susceptible to extremist narratives, and their involvement in such content could have significant consequences for political discourse, democratic processes and institutions.

Website: https://www.smidgeproject.eu/

Post COVID ethics of People Analytics

Nicola Wilkinson
Dr Neil McBride

The pandemic not only changed the way we work, but the way work is managed and the way human resources are managed. And as more data becomes available to human resource departments there is more potential for using leading edge technologies to analyse it and develop evidence-based decision making.

Commercial applications have become available to control entry to lifts, monitor office occupancy in real time and measure physical characteristic such as carbon dioxide and temperature. Systems can monitor remote and home working. Combined with personnel dataset these provide a rich source for analysis.

Enter People Analytics (PA) which uses artificial intelligence to analyse huge datasets. Using PA sentiment analysis can be conducted, team motivation charted, job applicants selected and resignations predicted. With PA the HR department ceases to be just a business support function and becomes a partner in developing corporate strategy.

But what are the consequences of letting a machine recruit employees, of disbanding a team based on sentiment analysis or excluding an employee from promotion because their departure is predicted by PA?

As AI becomes more and more a part of everyday life, it will determine careers and prospects through the application of PA to every spoke of the talent management cycle.

Work by Neil McBride and Mayen Cunden in the Centre for Computing and Social Responsibility and Vincent Bryce at the University, featured in People Management and the Journal of Information, Communication and Ethics in Society has begun to investigate the ethical issues associated with People Analytics and to chart the new responsibilities human resource departments shoulder due to the accelerated impact of artificial intelligence. Through understanding the ethical parameters of people analytics a framework for the responsible research and innovation of PA within HR departments will be defined.

Feedback from a talk given for the Bedfordshire and Milton Keynes branch of the Chartered Institute of Personnel Directors suggested that for HR professionals the key issues lie in understanding how AI works, and effectively using people analytics without overshadowing the tacit skills and wisdom of HR professionals. Also, HR departments need to develop the skills to evaluate the plethora of PA systems emerging post pandemic.