This study analyzed the success factors in the Mexican handicraft sector on the basis of marketing strategies. As a result of this work, 23 factors for success that artisans use as marketing strategies were determined. The most important, because it was related to all of the other elements of success, was a pricing strategy oriented to profits. The second most important strategy was to use personal recommendations to promote the products. Product diversification and the information artisans gave to customers were, respectively, the third and fourth strategies.
This article examines the representation of racial and ethnic minorities in contemporary U.S. broadband policy, an emerging area of communication policy that attempts to address merging media and telecommunications competition, diversity and inclusion issues for the digital age. A summary of three dominant themes in the literature regarding media diversity outlines the primary concerns of digital media policy. An interpretative policy analysis of the National Broadband Plan sheds lights on how regulators address diversity and access issues in the digital transition, particularly for communities of color. The analysis reveals that unlike prior exclusions of certain racial and ethnic groups in communications infrastructure, the unfolding broadband framework is attempting to be explicit about the inclusion of historically marginalized populations. We argue that the emerging media governance framework is both influenced by the problematic history of media diversity as well as a discursive and material shift that emphasizes market orientations.As policymakers, industries, and communities grapple with the evolving digitalization of telecommunications, recognizing who has access, how and why is critical for ensuring that individuals from all backgrounds are represented in the digital era, and that the discriminatory mistakes from the past are not reproduced.
The authors examined the institutional challenges that underrepresented minority (URM) faculty perceive in higher education with use of family support workplace policies. Evidence reveals that faculty encounter differences in access to information and explanations of how to use workplace–family statutes. A qualitative study of 58 URM faculty members highlighted five particularly notable themes: (a) faculty perceptions of how the institution views their family caregiving responsibilities, (b) inadequate compensation matters in the utilization of formal policies, (c) informal policies are often inaccessible and invisible, (d) social networks affect the inclusiveness of work–family institutional practices, and (e) fear of being regarded as a “red flag” constrains decisions regarding the use of policies. Given the push in higher education to diversify its faculty ranks, if administrators are to successfully implement diversity, equity, and inclusion and retain URM faculty, institutions need to pay particular attention to how URM faculty experience the academic climate regarding work–family balance.
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