Sylvia Izzo Hunter

Inera’s Liz Blake joins Kathleen Berryman of Cabells to demonstrate an innovative collaboration designed to help publishers combat “citation contamination” by identifying citations to predatory journals.

It is now common practice for researchers in many disciplines to post their work as a preprint ahead of or in conjunction with submission to a peer-reviewed journal. For some, the question is no longer whether to upload a preprint of their work, but when or how quickly to do so. With preprints now a first step in the submission process, publishers and editors have a new set of questions: Where do preprints fit in the scope of upholding scientific rigor? What if the study or data are flawed (and potentially harmful to readers, especially those who aren’t scientists)? Who takes responsibility for the accuracy of preprints and the data now “published” and available to the public? How do we handle retracting, citing, and referencing preprints? Are preprints a “move fast and break things” example of new directions in academic publishing, or should we consider implementing some speed bumps? This panel will discuss these questions and more.

We all strive to make our content and services more accessible and inclusive for our customers. But how well are we progressing toward the equally important goal of welcoming the unique perspectives, contributions, and problem-solving abilities of people with disabilities into our organizations? What does “working with a disability” look like—for employees, colleagues, and employers? This session explores what it’s like to work in our industry while disabled, foregrounding the voices of publishing professionals with visible or hidden disabilities and of specialists in assistive technologies and disability inclusion and empowerment. We know that recruiting and retaining people with disabilities strengthens our organizations and improves our capacity to innovate, problem-solve, and meet our customers’ accessibility needs. What practices and processes foster inclusion efforts? How can you make a difference in your workplace? What does this mean for your organization’s hiring process, retention practices, and approaches to accommodation?