Unspoken demands for farm technology

For three years in Bolivia (2002–2005) the INNOVA Project finished researching several technologies for sustainable agriculture, started by earlier DFID-funded projects. Before INNOVA started critics suggested that these technologies should be discarded in favour of a demand survey. Instead, INNOVA kept the existing technologies, but judged the demand for them with several methods (CIAL, sondeo technology fair, and others). INNOVA found that there was demand for some of the technologies, but that a survey would have missed much of the demand, which is implicit. That is, people are not initially aware of all their problems or of all the possible solutions. Over the years, farmers made more specific, sophisticated demands on the technologies, which evolved as a result. Demand and supply of farm technology are like two sides of an unfolding conversation.     

Leadership in your midst: tapping the hidden strengths of minority executives

All companies value leadership-some of them enough to invest dearly in cultivating it. But few management teams seem to value one engine of leadership development that is right under their noses, churning out the kind of talent they need most. It's the complicated, overburdened but very rich lives of their minority managers. Minority professionals-particularly women of color-are called upon inordinately to lend their skills and guidance to activities outside their jobs. Sylvia Ann Hewlett, who heads the Center for Work-Life Policy, and her coauthors, Carolyn Buck Luce of Ernst & Young and Cornel West of Princeton, present new research on the extent to which minority professionals take on community service and other responsibilities outside the workplace and more than their share of recruiting, mentoring, and committee work within the workplace. These invisible lives, argue the authors, can be a source of competitive strength if companies can learn to recognize and further cultivate the cultural capital they represent. But it's hard to convince minority professionals that their employer respects and values their off-hours responsibilities. A lack of trust keeps many people from revealing much about their personal lives. The authors outline four ways companies can leverage hidden skills: Develop a new level of awareness of minority professionals' invisible lives; appreciate the outsize burdens these professionals carry and try to lighten them; build trust by putting teeth into diversity goals; and, to finish the job of leadership development, help minorities reflect on their off-hours experiences, extract and generalize the lessons, and apply what's been learned in other settings.     

Who gets injured at home? Evidence from older people in France

The study analyses unintentional home and leisure injuries (HLIs) for the French senior population using data from the 2012 wave of the French health, health care and insurance survey. The results of our logit models reveal that health status, age, and risky attitudes are the main characteristics associated with HLIs for older people. When the severity of injuries is taken into consideration, the highest exposure to HLIs concerns the oldest seniors, aged 85 years old or older, with deteriorated health. This result is confirmed in the case of severe indoor HLIs, whereas for severe outdoor injuries, the most vulnerable individuals seem to be younger seniors, that is, 75–79 years old. Moreover, our findings suggest that HLIs, and mainly severe home HLIs, generate a short-term influence on a person's health.