Category Archives: Business and Law

Law on Trial: The Islamophobic University

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This post was contributed by Kinnari Bhatt

Law on TrialThe School of Law kicked off its Law on Trial 2015 series of public lectures with a thought-provoking session exploring different ways in which free speech is being appropriated for Islamophobic ends.

Sarah Keenan and Nadine El-Enany, lecturers in the School of Law introduced the panellists – who combined perspectives from academia, the student voice and an advocacy organisation – Birkbeck, University de Lyon-2, NUS Black Students’ Officer and the Islamic Human Rights Commission.

The panellists were:

  • Malia Bouattia, NUS Black Students’ Officer
  • Souhail Chichah, lecturer at University de Lyon-2
  • Arzu Merali, researcher and co-founder of the Islamic Human Rights Commission
  • Nadine El-Enany, lecturer in law, Birkbeck law school

Three main issues stood out:

1) The UK counter terrorist measures – Effecting freedom of speech in the classroom

The 2015 UK Counter Terrorism and Security Act form a key part of the government’s counter radicalisation and terror measures. Section 29 imposes a legal duty on universities to monitor student activities, with the specific operationalisation measures to be elaborated in September.

Nadine discussed how these measures run the risk of breaking down the relationship of student-teacher trust, intervening in academic freedom and compromising the autonomy of the university by making it instrumental in the racialisation of Islam.

2) The targeting and creation of an Islamophobic identity – Deploying ‘post-colonial’ narratives

Superbly interesting were insights into how colonial language of ‘them and us’ is deployed in today’s liberal discourse on Islam. The jettisoning of Muslims (echoing Fanon’s colonial ‘compartmentalisation’) into ‘good’ ones who assimilate leaving no traces of Islam vs the ‘bad’ ones who choose to identify as Muslim. More of this in the next paragraph.

3) The hypocritical effects of the #Charlie Hebdo hashtag

Western dominant narrative portrayed the Charlie Hebdo attacks as part of a war on freedom and therefore, western democracy. The panel discussed how the #Je Suis Charlie became both a strategy to identify with the victims and a symbol of solidarity in the fight against ‘those’ that wish to destroy the liberal carte blanche to publish.

The panel explored how its support by predominantly white people, however well meaning, has deeply contradictory effects which need to be queried. For example, within the # we witness the silent co-option of free speech (an immensely valuable tool in its ability to check all forms of unbridled oppressive power) by primarily white individuals as a tool to defend a specific brand of hypocritical and limitless free speech.

This brand permits the publication of cartoons offensive to minorities and goes to great lengths to identify the attackers as Muslim killers (rather than people affiliated with a certain dangerous ideology) thus perpetuating racial divisions, a distinct ‘othering’ of Islamic identity which works to recreate and strengthen hierarchies of power and oppression. As Nadine pointed out, why did the media not categorise white supremacist Anders Breivik a ‘bad Christian’ (even though he portrayed himself as 100% Christian)? Interesting.

Day one of Birkbeck Law on Trial succinctly brought home a fantastic example of how the colonial logic of historical dominance under the ruse of a ‘civilising mission’ endures, now, under a rhetoric of security, protection and possibly, free speech.

The slow creation of an Islamophobic identity marks a new ‘dynamics of difference’, demarcating and racialising difference in an attempt to either assimilate or racialize the other. Colonialism has found a new laboratory.

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Cooperation key to tech cluster growth

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This post was contributed by Nick Eisen, School of Business, Economics and Informatics engagement correspondent.

CooperationLondon-based institutions such as Birkbeck could play a part in the development of tech start-ups and clusters outside London, even if that role is not the first thing that comes to mind when considering such development.

Addressing this possibility, ‪Emma Swift, Entrepreneur Relations Manager at digital business promoter Tech City UK, ‬ focused on one word: partnership.

Swift was one of a four-member panel at an event entitled “What must tech clusters outside London do to thrive?”.

Part of London Technology Week, the event on 15 June was organised by CE of Birkbeck Enterprise Hub, Ibrahim Maiga, chaired by Sureyya Cansoy, Director of Tech for Business and Consumer at techUK, and hosted by law firm Goodman Derrick at its offices in St Bride Street, five minutes’ walk from the London Stock Exchange.

What form any inside-outside London partnerships might take remained open, though Swift did refer to SETsquared, an enterprise collaboration between Bath, Bristol, Exeter, Southampton and Surrey universities that, according to its website “is a focus for enterprise activity and new business creation”.

In addition, what emerged from the afternoon implied possible outlines for such partnerships while not necessarily explicitly stating them.

Panel members noted that tech clusters outside London should avoid trying to copy it, and should instead continue to recognise and focus on developing what they are already doing well; and many of these clusters are indeed taking this approach.

Paul Smith, Managing Director of Newcastle-based accelerator Ignite100 noted the lower costs, good quality of life, coaching and building professional relationships that Newcastle could offer budding entrepreneurs compared with London. He also drew attention to Newcastle-based anchor firms such as business software solutions company Sage, the founders of which have gone on to support other start-ups: Sage itself having begun as a start-up in 1981.

Smith added that access to London is still useful for non-London businesses, for example, for being seen by potential investors and customers. However, as firms in Newcastle and other clusters show, that need not mean being based in London.

Richard Young, Director of the British Venture Capital Association in Manchester, remarked on the ability of his city’s entrepreneurs to take what they wanted from London back to their home base.

And Julian Blake, 
Editor of TechCityInsider.net, emphasised that universities are essential to the development of tech business.

From the audience, Helen Lawton Smith, Professor of Entrepreneurship and Director of the Centre for Innovation Management Research at Birkbeck’s Department of Management, emphasised that there are many very successful clusters outside London – such as Oxford and Cambridge – which have established large firms that recruit and supply labour and knowledge within their own localities.

Professor Lawton Smith added that, although there are many claims about the rapid increase in the number of tech firms in London, more evidence is needed on that number of firms and their performance, which will also inform policymakers about the demand for infrastructure, services and other requirements.

Perhaps then a wider focus is required. Could London universities offer platforms where non-London start-ups and clusters could showcase their activities, not in order to migrate to London or adopt a London way but to gain recognition and support for their own non-London ways in locations beyond London?

In turn, could such collaborations be another route for London institutions, among those in other parts of the UK, to help broaden perspectives, with knowledge transferring all ways – from and to different parts of the UK, including London?

For those who want to explore such topics further, on Wednesday 24 June, Birkbeck Clore Management Centre will host an event addressing the question: What is the role of universities in creating skills for the digital economy?

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Photo credit: NASA under CC from Flickr

Combating Match-Fixing

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This post was contributed by Noy Shani, The London Economic. The article was first posted at The London Economic on June 8

Match-fixing awareness is on the increase and a multitude of organisations are now involved in tackling the problem. The London Economic’s Noy Shani was at a special match-fixing seminar at Birkbeck, University of London and came back optimistic.

Match-fixing---FootballNew-found optimism was at its peak. Just ten minutes before the panellists and guests took their seats at the basement level of the Birkbeck lecture hall, the formerly ‘immortal’ Sepp Blatter had shocked the world of football with his decision to resign as the president of FIFA.

Seems like the perfect timing just ahead of a seminar talk about combating match-fixing in football, doesn’t it?

Two years ago Birkbeck started engaging with UEFA, the European Union and FIFPro, the world union for professional football players, and following some fascinating insight and research in the field, a new and glossy looking booklet titled ‘Don’t Fix It – Protect Our Game’ has been introduced.

The special seminar on a warm London evening featured special panel guests Kevin Carpenter – independent legal and sports consultant; Andrew Harvey – a Visiting Research Fellow from Birkbeck Sport Business Centre; and Tony Higgins – FIFPro’s European Division Vice-President.

Kicking off the panel discussion, Andy Harvey, said: “At the local level it is important to understand the main driving forces behind match-fixing.  Most of the time these are not discussed at all.  The best prevention was and remains education.

“Players need to have much more understanding about their responsibilities.  Those that get involved in match-fixing regret it afterwards, they realise they let their family members, team-mates and fans down.”

Match-fixing affects and distorts sporting events and lives worldwide.  It reduced the number of spectators watching football in countries such as Malaysia, had players banned for life and left a stain on team-mates and fans.

Worse of all, it still continues around the globe and is spreading.

Combating match-fixing

1,500 players from nine European countries were surveyed as part of the recent research.

There are of course differences between one country and another, says Tony from FIFPro.

“In some countries players do not have contracts, they are considered as entertainers and this can affect how they are getting paid.”

You will probably admit it.  If your employer stops paying you for months end, pretty soon you will be looking for some ‘side projects’.  Players in fact do the same.

“Some will resort to match-fixing so they can feed their families,” adds Tony.

No wonder than that the number one reason for players to be involved with match-fixing according to the survey is financial difficulties, topping the list with 27%, ahead of the fact it’s ‘easy money’, coming second with 22%.

Enforcement or education?

Billions are spent to combat issues like drug use and related transactions.  It does not necessarily eliminate drugs.  This model also applies to match-fixing.  Enforcement alone just won’t cut it.

There is a great deal of outside pressure on footballers from Eastern European or less developed countries, including sometimes threats to their or their loved ones’ lives, said Tony.

This is, he said, the reason why FIFPro got more involved.

So, what could still stop match-fixing?  The players surveyed believe that the number one factor, with 23%, is their personal honesty and integrity. This strengthens the view that educational programmes to combat match-fixing are the way forward.

The sort of people players trust the most in delivering such schemes are player unions and national associations.  However, reporting mechanism have proved basic or not practical, whilst organisations that do run designated hotlines don’t have enough trained staff to deal with the size of the problem.

Even if these were in place, would players actually trust them?  This remains doubtful.

36% of those surveyed said that they will not report an approach to fix a match or any suspicious of match-fixing because of lack of trust and confidentiality.

Confusion left, right and centre

The more I listen to the discussion it becomes apparent that stakeholder advocacy and involvement are required to make combating match-fixing a success.

Bear in mind, when I say success, I mean relative success.  After all, how would you even go about measuring it?  Counting the number of calls to ‘match-fixing hotlines’?

Confused?  There are many more contradicting issues also between the legal and regulatory aspects of combating match-fixing, says panellist Kevin Carpenter.

“Is there a justification for a life ban for footballers involved in match-fixing?  In criminal law you are not easily put in prison for long periods.

Carpenter also reckons that legal education in the field is too minimal.

“People don’t know how to prosecute it.  It is new and still vague.  And how do you enforce match-fixing cross borders if activity in one country affect yours?  It is not straightforward.  Some of the people involved don’t have the powers to issue warrants for instance.”

Where does this leave us?

Match-fixing and similar threats to football take many forms and involve complex sets of behaviour from many participants.

The problem cannot be resolved by one organisation or person, as the research suggests.

It requires an approach involving government, referees, fans, the European Union, clubs, FIFA and UEFA, law enforcement entities and universities.

Andy, Kevin and Tony believe there is much more awareness nowadays, more than there ever was.

“Five years ago there were a few cases but now it seems more prominent because society, football players, fans, clubs and authorities are no longer ignorant to the consequences of match-fixing,” they all agreed.

And with that awareness, they are all optimistic that match-fixing can be handled differently and more successfully than it ever was before.  I will take their word for it.

For more information on match fixing and the involvement of Birkbeck, Unviversity of London in sports  management, visit www.sportbusinesscentre.com

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Career paths, gender and early stage careers: Learning from others and maximising potential

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This post was contributed by members of the Transforming Institutions by Gendering contents and Gaining Equality in Research (TRIGGER) team – a research project in Birkbeck’s Department of Management – following a workshop which they led at Dundalk Institute of Technology, Dundalk, Ireland on Thursday, May 21

Trigger-blogThe Birkbeck team brought TRIGGER to the Dundalk Institute of Technology (DKIT) to discuss the persistence of gender inequality in career opportunities and in women’s expectations of their future careers. How institutional specific environments as well as general patterns of discrimination influence career paths formed the context to the discussions.

Professor Colette Henry, a member of the TRIGGER team and Head of Department of Business Studies at DKIT as Chair, asked the panellists to reflect on their own experiences. The panel unusually combined perspectives from high-level diplomacy with those of academia – Birkbeck, DKIT and Queen’s University Belfast.

The panellists were:

Three main issues stood out:

1) Should women have a plan for their career at the outset in order to succeed?

However, this is not straightforward. It was repeatedly said by the audience of academic and professional staff inside and outside DKIT that women very often lack the confidence to put themselves forward.

Junior staff are sometimes satisfied to get to middle levels of management, rather than aim for the top. They often do not apply for posts if they do not fulfil all the criteria, whereas the pattern is that men tend not to be so inhibited. Moreover, at DKIT, mature women students often do not have the same confidence in their abilities compared with those who have recently left school.

However, Nola Hewitt-Dundas suggested that a career is only one aspect of life. It describes who we are not what we are. Women role models have a powerful influence on women’s perceptions of what is possible. As Viviana Meschitti advised the women in the audience, be a mentor and be a role model. Women should be encouraged to take a challenge – be brave!

2) The uniqueness of the challenges to women in returning after maternity leave.

The diplomatic service like academia requires staff to travel but for much longer periods of time. An academic career is an international career – how do women balance a family with travelling even for short periods of time?

Balancing home and career is challenging. But a male voice in the audience suggested that women have more of a choice than men, who do not get the same opportunities for paternity leave, even under the new EU equalities legislation on parental leave.

3) The effectiveness of intervention.

Professor Nola Hewitt-Dundas demonstrated that of the 100 academic women who had been mentored since 2000, half of them had been promoted. This radically improved the gender balance at senior positions in Queen’s University – and overcoming some of the problems with the gendering of careers.

Dundalk has no formal mentoring system. A lesson from the previous workshop in March at Birkbeck was that there should be systematic attempts to identify why people have not been promoted. As a senior woman executive at Cisco on the lack of women in senior posts, was quoted in the Evening Standard in April this year, ‘Find the women’. International Women’s Day is a great way to promote women.

In addition – what this workshop did throw up was that there are some policies and actions in DKIT on gender equality but that there was a lack of general awareness of them. Indeed the institute was described as being ‘child hostile’. An outcome of the workshop may be that it will seed grassroots initiatives for gender equality, which the Institute will find hard to ignore.

The challenge for Birkbeck is to make sure both that there is better awareness of the range of actions designed to support diversity to ensure that more women take part. Moves to institutionalise gender and diversity issues into college-wide decision making processes are steps in the right direction.

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