The UCU strike has shown how effective twitter can be. University staff from around the country have shared support, information and analysis . There has been a palpable feeling of collective intelligence at work. When the first negotiated agreement was released (at 7.15 on a Monday evening) my impression was that most people didn’t know what to make of it. I didn’t know what to make of it. Pensions are complex, and the headline feature – retention of a Defined Benefit scheme seemed positive. Overnight on twitter sentiment coalesced around the hashtag #NoCapitulation and at 10am on the Tuesday union members around the country held branch meetings – all 64 of which resoundingly rejected the agreement. The subsequent – substantially improved – offer suggests that this was the right thing for union members to do, and the speed and unanimity with which they did it wouldn’t have been possible without the twitter discussion that happened over night.
So why, on this occasion, does twitter work as a platform for collective intelligence? Often enough twitter seems to be a platform which supports idiocy, narcissism and partisan bickering. The case of UCU strike twitter contrasts with other high volume / high urgency discussions, such as the aftermath of disasters, where twitter is as likely to be used to spread fake news and political point scoring as it is for useful information and insightful analysis.
Collective intelligence: what helps, what hurts
There is a literature on collective decision making, which highlights a few things which need to hold for a group discussion to be more productive than individuals just making up their own mind.
Arguments must be exchanged . First off, and a factor which should hearten committed rationalist everywhere, the exchange of arguments – not just information – seems to be key to productive groups (“studies that have manipulated the amount of interaction or that have examined the content of interactions have found that the exchange of arguments is critical for these improvements to occur”, Mercier, 2016 ).
Agreed purpose . Productive groups need to have a shared idea of what they are trying to achieve. If, for example, half of a group like solving problems and half like having arguments, their contributions to the discussion will, sooner or later, push in different directions ( van Veelen & Ufkes, 2017 , Sperber & Mercier, 2017 )
Diversity, in viewpoints . The literature on the effect of diversity on collective intelligence is mixed. Too much diversity between participants may hinder group discussions ( Wooley et al, 2015 ) and demographic diversity alone certainly isn’t sufficient for the wisdom of crowds to emerge ( de Oliveira & Nisbett, 2018 ). Instead enough ‘ view point diversity ‘ to produce a cognitive division of labour without impairing group cohesion. A corollary is that the more group cohesion you have the higher your opportunity to harness group diversity.
Bang & Frith’s fantastic 2017 review on group decision making also highlights some traps which successful group decision must avoid:
Herding Herding is excessive agreement. This can happen when group members lack independent information or suffer overly similar viewpoints. It can also be caused by group members having the desire to align to the group for its own sake, or if they believe that others have better knowledge. The result is the same: an information cascade where a popular viewpoint attracts adherents because it is popular, and so appears more correct because it is popular, and on in a vicious circle.
Group decision biases One of these, according to Bang & Frith, is ‘shared information bias’ which is a bias to discuss the things everyone knows about rather than share information or discuss aspects of the decision which aren’t yet common to the group
Competing sub-goals As well as lacking shared a shared purpose in discussion, group decision making can be derailed by status issues(think showing off, excessive pride preventing admission of error, etc), accountability issues (such as people avoiding unpopular opinions if they will be punished if that position turns out to be in error) and ‘social loafing’ (this is the textbook phenomenon whereby people try less hard in larger groups, effectively free-riding on others’ contributions)
The #USSstrike discussion on twitter
Before trying to apply the factors identified from the literature on collective intelligence / group decision making to the #USSstrike, let’s throw up a quick list factors which seem plausible candidates for why twitter was the site of a productive conversation this time. Once we have a list of candidates, we can see how they map to the features identified in the literature as necessary conditions for useful group decision making.
So, the #USSstrike twitter conversation may have been productive because:
twitter discussion built on top of existing networks (academics have local connections to colleagues at their own institutions, as well as disciplinary connections at other institutions across the country.)
twitter discussion built on top of IRL discussions on picket lines (lots of opportunity to chat on picket lines).
common interest (participants in the conversation are invested in understanding the issue, and want to same thing – a positive outcome to the dispute – even if they don’t agree on what that actually means).
niche interest (most of the population is not that interested in academic pensions, which means fewer trolls, troublemakers and idle speculators).
participants have training in critically evaluating sources (i.e. hopefully have good filters for unreliable information, recognise important facts)
participants have experience discussing substantive issues in public, daily using twitter -as it is at its best – as a platform for information synthesis and recommendation
Combining these lists we get some traction on why academic twitter was suddenly able to transform into a vehicle for productive collective intelligence on pensions (and maybe how we can help keep it that way).
In short, our three criteria for productive group decisions were met:
Arguments were exchanged: arguments are the daily tools of academics, of course we exchanged arguments, not just information
Our purpose was agreed: the nature of the dispute did that for us. Those in the discussion had a common purpose to understand an issue with high stakes . Not only do we face the same pension cuts, but the logic of collective bargaining and action puts us all on the same side
Diverse viewpoints were represented: maybe it is less clear this criteria was met, but perhaps we can thank the fact that academics from all disciplines have been discussing the dispute for at least some boost in the diversity of backgrounds and assumptions that participants bring t the discussion.
The three decision traps – herding, bias and competing sub-goals – are all warnings for the future. We seem to have avoided them for the moment. but there are plenty of individual behaviours which can encourage them. Most of us, with notable exceptions, are guilty of some social loafing. Blindly following others (leading to herding) seems a particular risk given that the logic of collective action is an important part of Union identity. I also note that bad manners, such as abusing people who make mistakes or adopt alternative viewpoints, as well as being bad manners, also works to effectively punish viewpoint diversity, with a corresponding decrement in our capacity for collective intelligence.
As a student of decision making the dispute has been exhilarating to take part in and I’ll watch with interest the next rounds (and the corresponding twitter discussion).
My quick primer on the UCU strike action is here .
Bang, D., & Frith, C. D. (2017). Making better decisions in groups . Royal Society Open Science, 4 (8), 170193.
Mercier, H. (2016). The argumentative theory: Predictions and empirical evidence . Trends in Cognitive Sciences, 20 (9), 689-700.
de Oliveira, S., & Nisbett, R. E. (2018). Demographically diverse crowds are typically not much wiser than homogeneous crowds . Proceedings of the National Academy of Sciences, 115 (9), 2066-2071.
Woolley, A. W., Aggarwal, I., & Malone, T. W. (2015). Collective intelligence and group performance . Current Directions in Psychological Science, 24 (6), 420-424.