Monthly Archives: September 2017

Pamela Becker joins Hogrefe Publishing Group as Executive Board Member and UK General Manager

Hogrefe Publishing Group today announced the appointment of Pamela Becker as Group Executive Board Member and UK General Manager, effective immediately. Ms Becker joins Hogrefe most recently from her position as VP, Worldwide Channels with the former Performance Assessment Network (now a PSI Company).

‘Pamela is a hugely accomplished strategic leader with a long history in occupational, educational and clinical assessment publishing and consulting,’ said Dr G.-Jürgen Hogrefe, Publisher and CEO of Hogrefe Publishing Group, Göttingen. ‘We are very fortunate to have her joining the Hogrefe Group, and are confident her insight and experience will contribute greatly to the continued growth and relevance of Hogrefe – especially as we expand further throughout Europe and worldwide.’

Pamela BeckerMs Becker’s varied career has given her a wide breadth of experience in all aspects of publishing market-driven assessments, from early item development through research analysis to marketing and sales. After obtaining her Master of Arts in Psychology from the University of Notre Dame and earning hands-on experience in the field, she established herself in the American test publishing sector first as Director of Sales and Training with Consulting Psychologists Press, and later as Vice President of Marketing with Riverside Publishing Company and K-12/Corporate Brand Director for Educational Testing Service.

More recently, Ms Becker spent several years as President of the Institute for Personality and Ability Testing before taking on her most recent challenge with PAN. In her time as VP, Worldwide Channels with PAN, she led the transition of a previously North American-focused company to a global entity, ensuring customer needs were detailed and met through customer service and technology systems.

Ms Becker will be located at Hogrefe Ltd in Oxford, where in her role as General Manager she will focus on continuing to develop and expand quality, science-led assessments for the occupational, clinical and educational sectors. Her additional role with the Hogrefe Executive Board will give the Group welcome opportunity to collaborate and expand its unified presence in the global market.

‘I am thrilled to join the Hogrefe team,’ said Ms Becker. ‘Their reputation for integrity and high-quality measurement is well-known in the industry, and their broad market focus is very appealing. I’m looking forward to bringing my experience to the team and working together with our authors on developing strong global assessments, ranging in focus from infant development to adult employment – and every important stage in between.’

Hogrefe Publishing Group (Göttingen)

Hogrefe is the leading European science publisher for psychology, psychotherapy and psychiatry. These core areas are supplemented by publications in the fields of nursing, healthcare and medicine. Originally founded in 1949 as Hogrefe Verlag in Göttingen, the Hogrefe Group today includes publishing companies in 15 countries (Germany, Switzerland, Austria, UK, USA, France, The Netherlands, Czech Republic, Italy, Denmark, Sweden, Finland, Brazil, Spain, Portugal). The independent, family owned Hogrefe Group is headed by Dr G.-Jürgen Hogrefe, the son of the founder, and employs around 350 people. It currently has approximately 2,500 books in print, with about 200 new releases each year. More than 40 scientific and professional journals cover all of Hogrefe’s core subject areas. Hogrefe publishes around 1,600 psychometric tests in numerous languages, and offers a range of consultancy, training services and innovative digital solutions.

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Addressing the elephant: Unconscious bias in the workplace

You’ve likely heard the term ‘unconscious bias’ – it’s become an important topic in the area of diversity and inclusion in the workplace, particularly as notable tech companies such as Google and Facebook make headlines in their attempts to address it. Organisations are now increasingly aware of the potential negative effect unconscious bias can have on revenue, productivity and talent – and as a result many are now including unconscious bias training and workshops as part of their HR strategies.

Until recently, the missing piece of the unconscious bias jigsaw has always been what, exactly, can we to advise people to do about it? After all, unconscious bias is by its very definition not consciously detected, and so not easily open to introspection. Research has emerged to show that giving people better cognitive strategies not only reduces unconscious bias, but that bias levels continue to fall after intervention. This work, and a recent review of the wider literature, has given rise to some very practical and research-led ideas on mitigating the effects of unconscious bias.

Here are a selection of things we can all do to help reduce our bias and the effect it can have on your business:

1) Get tested: In order to effectively tackle our unconscious biases, it helps to know which social groups we may have such bias towards or against. Unconscious bias can be measured using an Implicit Association Test, such as Hogrefe’s Implicitly

2) Slow down: Allow time for the conscious brain to engage. Delay making key decisions about people to a time when you are able to give full consideration, and then take the time to challenge the decisions you do make.

3) Avoid emotional triggers: When we’re tired, stressed or have other emotionally-draining work to carry out, we are more susceptible to our biases. Think about how you schedule any work which involves making decisions about people.

4) Get a critical friend: Asking someone to get you to explain or justify your decisions to them will make them fairer (or do it in the mirror – that works too!). If we know that our decisions are unlikely to be challenged, we tend to be more biased.

5) Don’t be afraid to ask: Biases struggle to keep their hold on us when we see people as individuals, so endeavour to learn more about your colleagues. People are rarely offended by being asked a question about their lives and they are more often delighted that you are interested. Make this a two-way street: try to be open to others asking questions about you and your life.

6) Give yourself a break: Don’t beat yourself up about the fact that you have biases. We all have them. Feeling bad (emotional load) can make it more difficult to manage any biases you do have. Give yourself a break and relax.

Organisations can be trained to use Implicitly to identify and address bias in their organisations – and to use those results in a useful and ethical manner, raising awareness and, with time and training, conscious action. You can find more information on Implicitly on the Hogrefe website, including upcoming training dates.

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