Preliminary results from China’s census, released today at a press conference in Beijing, reveal a population that is older, rapidly urbanizing, and growing more slowly, with a widening gap between male and female births. Those demographic changes, combined with comments Tuesday by President Hu Jintao, suggest the country’s controversial one-child policy is under review and may be, at least in its current form, on its way out. The census results reveal China’s population grew 5.8% since 2000, from 1.27 billion to 1.34 billion. That’s a significant slowdown from a rate of 11.7% in the 2000 census. At the same time, the proportion of Chinese ages 14 and under has fallen to 16.6%, compared with 22.9% in the previous census. Those statistics point to a fertility rate below 1.5 children per couple, says Wang Feng, a demographer and director of the Brookings-Tsinghua Center for Public Policy in Beijing. That estimated fertility rate is lower than recent figures issued by China’s National Population and Family Planning Commission, which calculates a rate of between 1.7 and 1.8. (The replacement rate is 2.1 children per couple, according to demographers.) Some scholars believe that the agency, which is responsible for administering the one-child policy, deliberately inflates the fertility rate to justify continuing the birth targets. Unlike the family planning commission, the National Bureau of Statistics, which released the census numbers, “does not have a political motive of its own to inflate or deflate the fertility numbers,” Wang explained in an e-mail. “The census has cleared the smoke and confusion.” Sign up for our daily newsletterGet more great content like this delivered right to you!Country *AfghanistanAland IslandsAlbaniaAlgeriaAndorraAngolaAnguillaAntarcticaAntigua and BarbudaArgentinaArmeniaArubaAustraliaAustriaAzerbaijanBahamasBahrainBangladeshBarbadosBelarusBelgiumBelizeBeninBermudaBhutanBolivia, Plurinational State ofBonaire, Sint Eustatius and SabaBosnia and HerzegovinaBotswanaBouvet IslandBrazilBritish Indian Ocean TerritoryBrunei DarussalamBulgariaBurkina FasoBurundiCambodiaCameroonCanadaCape VerdeCayman IslandsCentral African RepublicChadChileChinaChristmas IslandCocos (Keeling) IslandsColombiaComorosCongoCongo, The Democratic Republic of theCook IslandsCosta RicaCote D’IvoireCroatiaCubaCuraçaoCyprusCzech RepublicDenmarkDjiboutiDominicaDominican RepublicEcuadorEgyptEl SalvadorEquatorial GuineaEritreaEstoniaEthiopiaFalkland Islands (Malvinas)Faroe IslandsFijiFinlandFranceFrench GuianaFrench PolynesiaFrench Southern TerritoriesGabonGambiaGeorgiaGermanyGhanaGibraltarGreeceGreenlandGrenadaGuadeloupeGuatemalaGuernseyGuineaGuinea-BissauGuyanaHaitiHeard Island and Mcdonald IslandsHoly See (Vatican City State)HondurasHong KongHungaryIcelandIndiaIndonesiaIran, Islamic Republic ofIraqIrelandIsle of ManIsraelItalyJamaicaJapanJerseyJordanKazakhstanKenyaKiribatiKorea, Democratic People’s Republic ofKorea, Republic ofKuwaitKyrgyzstanLao People’s Democratic RepublicLatviaLebanonLesothoLiberiaLibyan Arab JamahiriyaLiechtensteinLithuaniaLuxembourgMacaoMacedonia, The Former Yugoslav Republic ofMadagascarMalawiMalaysiaMaldivesMaliMaltaMartiniqueMauritaniaMauritiusMayotteMexicoMoldova, Republic ofMonacoMongoliaMontenegroMontserratMoroccoMozambiqueMyanmarNamibiaNauruNepalNetherlandsNew CaledoniaNew ZealandNicaraguaNigerNigeriaNiueNorfolk IslandNorwayOmanPakistanPalestinianPanamaPapua New GuineaParaguayPeruPhilippinesPitcairnPolandPortugalQatarReunionRomaniaRussian FederationRWANDASaint Barthélemy Saint Helena, Ascension and Tristan da CunhaSaint Kitts and NevisSaint LuciaSaint Martin (French part)Saint Pierre and MiquelonSaint Vincent and the GrenadinesSamoaSan MarinoSao Tome and PrincipeSaudi ArabiaSenegalSerbiaSeychellesSierra LeoneSingaporeSint Maarten (Dutch part)SlovakiaSloveniaSolomon IslandsSomaliaSouth AfricaSouth Georgia and the South Sandwich IslandsSouth SudanSpainSri LankaSudanSurinameSvalbard and Jan MayenSwazilandSwedenSwitzerlandSyrian Arab RepublicTaiwanTajikistanTanzania, United Republic ofThailandTimor-LesteTogoTokelauTongaTrinidad and TobagoTunisiaTurkeyTurkmenistanTurks and Caicos IslandsTuvaluUgandaUkraineUnited Arab EmiratesUnited KingdomUnited StatesUruguayUzbekistanVanuatuVenezuela, Bolivarian Republic ofVietnamVirgin Islands, BritishWallis and FutunaWestern SaharaYemenZambiaZimbabweI also wish to receive emails from AAAS/Science and Science advertisers, including information on products, services and special offers which may include but are not limited to news, careers information & upcoming events.Required fields are included by an asterisk(*) The new numbers, which confirm that China has become a low-fertility society, may explain why Hu asserted at a meeting of top government leaders that China will “uphold and improve” its current birth policies while working to ensure a “reasonable and stable low birth rate.” His comments were broadcast on CCTV before the results were released. Hu’s statement was reported in English by Xinhua, the state news agency, as an affirmation of China’s existing policy. But Chinese scholars view it as a sign of coming change, says Zhongdong Ma, a demographer at Hong Kong University of Science and Technology. Hu used ambiguous language that leaves open the possibility of altering the policy, Ma says: ” ‘Upholding and improving’—probably improvement is more important than persistence. It gives you some room to imagine that [the policy] is under discussion.” Hu’s speech could be a “crack at the top,” Wang agreed, adding that he was encouraged by the government’s disclosure on national television that officials are studying the fertility issue. A birth rate of 1.5 would put China on par with Switzerland. If China doesn’t alter its current policy, however, Ma warns it could fall below 1.3 children per couple, placing it in the category of countries with “lowest-low” fertility. In recent years, Chinese demographers have become increasingly vocal in pushing for an end to the one-child policy, which was adopted in 1980. Among their concerns is the large increase in older residents. The census found 13.3% of China’s population is over 60—some 2.9 percentage points higher than in 2000. Also worrying is a deepening imbalance in the sex ratio at birth, which rose from 116.9 boys per 100 girls in 2000 to 118.1 boys per 100 girls. That disparity suggests a spread in sex selective abortion. China’s sex ratio imbalance is already severe, and its effects will only worsen as those in the youngest birth cohorts become adults, Ma says: “In 2 to 3 years you’ll see the number of females in the marriage market substantially decrease.” On another note, the census revealed that 49.7% of Chinese now live in cities. In 2000 that figure was only 36%, making this the fastest decade of urbanization in China’s history. Kam Wing Chan, an expert on Chinese migration at the University of Washington, Seattle, cautioned that some of the rise could be explained by a new method of counting people that aimed to track down more temporary residents. The growth of that floating population—migrants lacking residence permits—is a reflection of China’s booming economy. There are now 261.4 million people living at their current residence for at least 6 months without a permit—a whopping 81% increase over 10 years ago. Many are rural workers living in cities, and a spike in their ranks could affect social stability, says Chan. “A higher ratio of an underprivileged and disenfranchised group is of concern,” he wrote in an e-mail. “It has important economic and social implications.” The census also revealed some positive trends. The number of Chinese with a college degree more than doubled since 2000, to 119.6 million, and the literacy rate rose slightly, to 95.9%. Provincial results will be made available soon, with a full census report expected later this year.
Former English football star Peter Crouch has said that he and wife Abbey Clancy are done with having children because it’s very hectic to raise four kids, including two newly-born babies. Peter, 38, and Abbey, 33, welcomed their fourth child, Jack in June. The couple also have daughters Sophia, seven, Liberty, four, and son Johnny, 18 months. “It’s good. It’s tough because having two babies so young is hard. But it’s great, the best feeling in the world. I love it,” the former Liverpool striker was quoted as saying by British tabloid, Metro. Asked if he’s looking to create his own five-a-side team, Peter said: “We are done.” Interestingly, Crouch was not quite keen on having baby No. 4 too, Abbey had revealed in an interview two years ago. “I’m one of four children. And we’re all like a big gang everywhere we go and I love that. So it’s natural to want to replicate that big sense of family but I think Peter may be done,” Abbey had said. Catch up on all the latest sports news and updates here. Also download the new mid-day Android and iOS apps to get latest updates
Impressive Skills to Include on Your Resume The Best Cities for Jobs in 2018 Also on Glassdoor: Ah, good old the job referral. These days, it seems like it’s the only way a candidate can land an offer from a dream company. Therefore, the number of times a friend, family friend or old colleague has emailed you to ask for a reference to work at your current company has increased over the years. You know the email…it reads something like:“Hi Old Friend, Hope all is well. I saw that you’re currently working at XYZ company. How do you like it? I was scrolling their job listings and saw a role that I’m perfect for. Can I send over my resume for you to submit me as a referral candidate?”In all likelihood, you’re glad to hear from your friend and always happy to be a professional support. Then there’s the financial incentive many companies offer current employees who refer top notch candidates. However, should you blindly or frequently refer friends to work at your current company, or even your former employer?Jamie Hichens, Senior Talent Acquisition Partner at Glassdoor, says “Not so fast.”“Unless you’ve seen your friend in a professional setting first hand, it can be risky,” says Hichens.Before recommending your college buddy for a gig, here are 10 things you should ask yourself first. Trust us, it could save you from a broken friendship or HR whispers down the line.1. Have you had a conversation with him/her about the opportunity?While you may have been approached by your friend via email about the role, take time to hop on a call with him or her to get a sense for their interest and to reconnect. Blindly recommending an old friend who you may not really know could backfire for the company and for the candidate. When it comes to referrals, you must remember that HR considers current employees the first line of defense, so to speak, and they value your real opinion, so make sure you actually have one by taking 15 minutes to talk with your friend. “The consequences are that it could not only affect your friendship for the worse but it could potentially damage your credibility at work if your friend turns out to not be a good fit for the position and company,” warns Hichens.2. Would he/she actually be a good fit for the role?You should only recommend a friend for a role at your company if you are confident that their skills or passions are in line with the job description. Take a moment to actually read the job description or talk to the hiring manager so that you, as the reference, have a good understanding of what the team is looking for and can evaluate your friend properly. “If [you] truly know your friend is going to bring their A-game to the role and if the two of you have had an honest conversation about what this could potentially do to your friendship if it ended up not being a fit, then you should refer them.”3. Do his/her goals align with the team or company goals?Every company has a mission statement and a set of values or goals that they are striving towards. Does your friend embody or appreciate those? For example, if the company is a dog-eat-dog environment that would put the Wolf of Wall Street to shame, make sure the candidate has the same tenacity and grit. On the other hand, if the role requires a sensitive collaborator who is slow to act, a Type-A bulldog might not make the best referral. Hichens cautions, “If you are not 100% sure your friend is well aligned with the company and role, you should think twice.”21 Words To Never Include In Your Resume4. How well do you know him/her?While you do not need to be life-long pals to refer someone to a position at work, you should evaluate how well you know the person. Have you seen them in work environments? Do you know their work ethic? Would you feel comfortable having a candid conversation with them? Be sure that you can actually vouch for this friend in a professional setting.5. Why is he/she leaving his/her current job?When you speak to your friend in person or via phone, don’t hesitate to get the skinny on why they are leaving their current job. They should be 100% honest with you about whether they were terminated, laid-off, quitting because of a toxic work environment or simply looking for a new opportunity. Again, you want to have all the facts (or as many as possible) when putting your reputation on the line to recommend someone.6. How would this referral affect my credibility at work?As in everything you do, you want your name and professional reputation to reflect hard work, honesty, strength and confidence. This goes for those you endorse. Sure, you want to be supportive of those around you and offer a leg up where you can, but remember that the decisions you make in the workplace speak to your credibility too.The 5 Words Ruining Your Chances For A Promotion7. How will this referral affect your friendship?“I’ve seen friendships end but have also seen friendships flourish through referrals,” says Hichens. Take stock of your friendship and whether or not it can handle the ups and downs that being colleagues can bring. For instance, perhaps you value the confidence you share with a friend, being able to gossip, enjoy a beer, cry, and laugh. Once you become coworkers, that might be tarnished in the uncharted territory of office politics and unconscious competition.8. Have you referred other friends to work at this company?Many companies offer incentives to employees for referring top talent like engineers or women of color, however, you should not abuse the perk by referring everyone of your Facebook friends. “It is a helpful tactic because our employees know what type of person would thrive at Glassdoor, so we get some fantastic referrals,” says Hichens. “And our employees sell working at Glassdoor to their friends so by the time the referral gets to the recruiting team, they are already extremely excited about working with us. It’s a win-win. However, the downside of a referral program is that sometimes employees just want the referral bonus money and might just refer anyone, whether they are qualified or not. That ends up being more of a headache than a help.”9. If needed, could you see yourself working directly with this person?You may find it’s easy to refer a pal to a role in a different department, but with corporate restructuring, it’s very possible you may need to team up with your friend. How does that sound? If you cringe ever so slightly at the possibility of seeing this person in the company cafeteria daily or them sharing stories of you from high school in a meeting, think twice about agreeing to refer them. Take a less enthusiastic route by perhaps connecting them with the hiring manager via email or simply discussing the opportunity via phone without giving your full stamp of approval.10. What would happen to the friendship or relationship if the gig doesn’t work out?If by chance your friend does not get the job, will your friendship end or be jeopardized? It is a tough blow for a candidate to feel like they have the inside track on a job because a friend works there only to be rejected by the hiring manager. Hichens insists that knowing how a friendship will fare no matter the job outcome is an important aspect to consider before getting a candidate excited about all the perks and benefits at a company. Remember, just because you refer a friend does not guarantee they will receive an offer.15 Words and Phrases to Never Include in a Cover Letter
Canvass Manager HomeGuard Roofing & Restoration Denver, CO Restaurant Manager The Saxton Group Waco, TX 23 hours ago 23h 3.4★ 23 hours ago 23h 23 hours ago 23h Store Manager Infinite Hair & Beauty Opelousas, LA Also on Glassdoor: What if I told you that a single question could make or break your career? What if I told you that one word could separate you from thousands of other men and women in your industry? Would you believe me, or would you write me off as a weird crackpot? That single, life-changing, career-altering, utterly-distinguishing question is……Why?Always asking, “Why?” demonstrates that you have 4 characteristics that will set you apart. 1. Deep CuriosityCuriosity is how we grow. If you’re not constantly curious, you most likely won’t grow, personally or professionally. Asking, “Why?” shows that you want to know why something works, how it works, and what you should learn from those facts. The marketer who asks, “Why?” wants to know why people buy certain things at certain times. The CEO who asks, “Why?” wants to understand why his competitor is so successful and how he can emulate that success. The student who asks, “Why?” wants to push beneath the surface of a subject and master the details.Simon Sinek’s well-known book on the impact of curiosity, Start with Why, encourages readers to find their career by identifying their purpose. Constant learning is what sets the massively successful apart from the staunchly mediocre. Productivity guru Brian Tracy says:“Those people who develop the ability to continuously acquire new and better forms of knowledge that they can apply to their work and to their lives will be the movers and shakers in our society for the indefinite future.”Key Takeaway: If you want to be a mover and a shaker, you must be curious. The curious always ask, “Why?”Zillow Co-Founder Rich Barton Reveals His Top Secret to Success: Big Swings2. Dissatisfaction with The Status QuoThere are two types of people in the world:Those who are always happy with the way things have been done. Restaurant Manager Hideaway Pizza North Little Rock, AR Alex Jasin is a speaker, entrepreneur, and CEO of Metapress and X3 Digital. Connect with Alex Jasin directly on Twitter, Medium and LinkedIn. Read more of Jasin’s writing on Business Insider, Entrepreneur, The Huffington Post, CMI, Internet Retailer, The Next Web and other major publications. N/A 23 hours ago 23h 3.8★ Store Manager Northern Tool + Equipment Midland, TX 3.5★ 3.4★ Manager In Training Crew Carwash, Inc. Cumberland, IN 23 hours ago 23h Restaurant Manager Red Lobster Orland Park, IL 4.3★ 23 hours ago 23h 3.3★ Those who question the status quo.Those who question the status quo wonder (not insist) if there might be a better way to do things. They say, “Why have we always done it this way? Is this the best way to do it? Could we see better results if we changed things?”Being dissatisfied with the status quo isn’t about being a crazy rebel or trying to be disruptive for the sake of disruption. It’s about constantly striving for excellence, constantly pushing to grow, and constantly looking for ways to improve. In his classic book Good to Great, Jim Collins writes:“Good is the enemy of great. And that is one of the key reasons why we have so little that becomes great. We don’t have great schools, principally because we have good schools. We don’t have great government, principally because we have good government. Few people attain great lives, in large part because it is just so easy to settle for a good life.”When you consistently ask, “Why?” you’re stating that you’re not going to settle for just good. Key takeaway: Those who strive for excellence always ask, “Why?” They refuse to settle for the status quo. 3. A Vision for What Could BeThose who are dissatisfied with the status quo also have the ability to look to the future and visualize what might be. They can see possibility where others see nothing. They can see past the challenges of change to the possibilities of change. All great leaders, visionaries, and entrepreneurs possess this ability to trust themselves enough to look forward. When the founders of AirBnB looked at the hotel industry, they didn’t say, “That will never change.” Rather, they said, “Why does it have to be that way? What if we did something utterly different?”The founders of Warby Parker saw a future where glasses didn’t cost $700 per pair. Elon Musk and SpaceX looked at an industry that hadn’t changed for decades, and saw the possibility of creating something infinitely better. This is the power of, “Why?” Key takeaway: “Why?” unlocks the future, allowing you to see possibility where others can’t.A CEO’s 7 Proven Tips for Personal and Professional Efficiency4. A Willingness to Admit MistakesThose regularly deploy the word, “Why?” are willing to admit their mistakes, which is absolutely essential in our rapidly changing world. A person with a fixed, rigid, immovable mindset refuses to admit they could ever be wrong. As a result, they often end up pursuing destructive, unproductive courses of action. The curious person, on the other hand, has a mind that’s open to new perspectives. They’re willing to admit that there could be a better way to sell, keep records, build a website, manage employees, or any other activity. They recognize that they could indeed be wrong. Writing in the Harvard Business Review, Al Pittampalli says:“Alan Mulally, the vaunted CEO who saved Ford Motor Company, is, for example, exceptionally skeptical of his own opinions. Ray Dalio, one of the world’s most successful hedge fund managers, insists that his team ruthlessly second-guess his thinking. Christine Lagarde, managing director of the IMF, seeks out information that might disprove her beliefs about the world and herself. In our increasingly complex world, these leaders have realized that the ability to consider emerging evidence and change their minds accordingly provides extraordinary advantages.”There are few questions more powerful than, “Why?” The question reveals something deeper about you. It’s a window into how you think and what drives you. It’s also a portal into your future. Those who are willing to constantly ask questions can predict a bright future for themselves. Those who refuse to rock the boat will eventually find themselves left behind. Have you unleashed the power of, “Why?” Restaurant Manager Old Chicago Peoria, IL 23 hours ago 23h 4.8★ 4.7★ Available Manager Jobs Ask a Resume Writer: Where Do I Start? 23 hours ago 23h Manager Cafe Rio Mexican Grill Lynnwood, WA Kitchen Manager Famous Toastery Myrtle Beach, SC 23 hours ago 23h See more Manager jobs 23 hours ago 23h 3.2★ How to Become the Candidate Recruiters Can’t Resist
Administartive Assistant Sentry Mechanical Pittsburgh, PA Hot New Jobs For You 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h N/A 23 hours ago 23h 23 hours ago 23h 3.1★ Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV Director, Advanced Technology Policy General Motors United States 3.5★ Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO 23 hours ago 23h View More Jobs RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX With the unemployment rate at just 3.9 percent and 6.6 million jobs going unfilled, the U.S. labor market is currently “the strongest in a generation” — but not all job seekers are reaping the benefits equally. For transgender Americans, the unemployment rate is about three times higher than the national average. Largely as a result of the discrimination they face in the job search and the workplace, the transgender community disproportionately suffers from poverty, homelessness, a lack of access to adequate healthcare and more.While there’s no quick way to solve this multifaceted problem, Angelica Ross, star of FX’s hit TV series Pose, is doing her best to fix it. Through her company TransTech — a creative design firm that trains and employs transgender individuals — Ross aims to democratize access to fair working environments and empower the transgender community to become financially self-sufficient.“When I discovered technology, it ended up sort of creating a blueprint for myself and for other trans people who were marginalized,” Ross shared in a recent interview with Glassdoor’s Emily Moore. “I want to be an example that it doesn’t matter what you look like or where you come from — you can be successful if you’re willing to work hard enough for it.”Read on to learn more about Ross’s inspiring career journey, her work through TransTech and the company’s upcoming conference, TransTech Summit.Workplace Guide for LGBTQ ProfessionalsHumble BeginningsRoss is deeply familiar with the employment challenges the transgender community encounters, because not so long ago, she found herself in the same position.“I came from a background where I was in all of the gifted and talented programs and advanced classes in school, and I always worked two or three jobs. But once I transitioned, I found myself amongst the rest of the trans folks struggling to keep a job,” Ross said.Often, she would start a job only for someone to discover that she was trans and begin harassing her. This forced her into a position where she would either have to quit or be fired under the guise of technical or performance issues. So like many other transgender people, she turned to the adult industry for a steady source of income, posing for pictures on an adult website run by a trans woman. Almost immediately, though, the owner noticed Ross’s technical prowess and asked her to serve as the webmaster.“She basically wanted to save money on the webmaster that she was paying — she figured she could pay me less because I needed the work. I didn’t know much about running a website, but I knew enough to do what needed to be done, and I also supplemented what I didn’t know by searching for video tutorials online,” Ross said.Soon enough, Ross was doing web development, graphic design, photo retouching and more.“I realized I actually didn’t like adult content. It’s not that I had anything against it, it’s just not where I wanted to be. So I ended up starting my own business called Myzen Studios doing graphic design and photography for models and musicians for ten years” — notable clients included Ludacris and Cedric the Entertainer. All the while, Ross nurtured her love for acting, using her web skills to build an online presence and create her own content.“What I realized was as long as I could do the job and I had the skills, it didn’t matter what I looked like, it didn’t matter what I sounded like. I could use the internet and freelancing to sort of circumnavigate the discriminatory practices in the normal workforce.”14 Legal Resources You’ll Need If You Encounter Issues at WorkGiving BackAfter realizing how much technology had empowered her, Ross wanted to empower other transgender professionals as well, so she took a job as an employment coordinator at a nonprofit. But she quickly became frustrated with the leadership’s lack of empathy and low expectations for the transgender community.“I told the director, ‘I want you to know that you are underestimating my community when you tell me to put job seekers through this three-week safety and sanitation training so they can go work in a restaurant, when I tell you I want to teach them computer skills. You do not know my community, and you do not deserve to lead my community.’”With encouragement from her friends, Ross launched TransTech to build “the platform, the resources and the network” she needed to aid the community en masse.“We did our first orientation at the LGBT center of Chicago. Over 40 people showed up — it was a huge success. People were asking, ‘When is the next event, and how can I start this program?’”Widespread interest allowed TransTech to rapidly grow and expand their offerings. The company began training more people, hiring apprentices and reaching out to clients who were interested in their graphic design, web development and multimedia production services.Rising to the TopAs TransTech took off, so did Ross’s acting career. She began growing her online presence, booking more gigs and garnering attention from the entertainment industry, to the point where a web series she starred in — Her Story — was nominated for an Emmy in July of 2016. Soon after, the opportunities came pouring in: Ross auditioned for and was offered roles in TNT’s Claws, CBS’s Doubt and Amazon’s Transparent.When Ryan Murphy, creator of shows like Nip/Tuck, Glee and American Horror Story approached her about auditioning for Pose, a series he was developing about 1980s ball culture in New York, Ross initially turned him down.“I rejected the audition, because I didn’t see myself playing Blanca or Elektra, and those were the only two roles that they had [at the time],” Ross said. “But after meeting Ryan Murphy at my callback, he ended up writing the role of Candy for me.”In its first season, Pose has already become a runaway hit for FX. The series has earned near-universal acclaim and was quickly renewed for a second season.“FX’s new drama devotes the kind of attention (and budget) that typically goes to conflicted straight male antiheros to the glittering grunge of New York City’s ballroom scene circa 1987. It centers LGBTQ communities whose ambitions are so much bigger than the infinitesimal spaces society affords them,” said television critic Caroline Framke of Variety. “There’s simply never been a show on TV quite like Pose — a fact that Pose knows, relishes and celebrates.”In spite of her acting success, Ross has no plans to turn her back on TransTech. If anything, her newfound fame has allowed her to double-down on her efforts to further support the trans community.3 Steps to Transitioning Careers As A LGBTQ ProfessionalNot Your Average Tech AcademyToday, TransTech provides a number of resources to the LGBTQ community: a co-working space, career-prep courses, tech gear, corporate competency training and events, like the upcoming TransTech Summit, which will take place at the Groupon headquarters in Chicago. They also partner with major organizations like the Human Rights Campaign and well-known employers like MillerCoors.But Ross makes it clear that TransTech is not one of those 12-week coding boot camps.“When I say tech, people usually think of this elite space of app development and programming, but TransTech is more than just that,” Ross shared. “I’m talking about a girl being able to build her own website. I’m talking about a girl being able to get a PayPal account and a card reader so she can charge for makeup services. I’m talking about a girl being able to create a Youtube channel and blog so she can become a beauty authority and earn money through advertising revenue.”“I’m talking about this magical spot, this magical intersection between people’s passion and technology.”Fittingly, the theme of this year’s TransTech Summit is “finding your superpower.”“We need to be our own superheroes — we can’t rely on anyone to come in and save us. We need to save ourselves, and we have the resources and the power and ability to do so. We just need to discover our talents and work to build those skills,” Ross declared.To help attendees do that, trans and nonbinary professionals, as well as allies, will teach sessions on “everything from increasing your social media influence to the nuts and bolts behind launching your own app or website, as well as things like media training.”“Before I had money to hire anybody to do anything for me, I said ‘I’m going to do it myself.’ And that’s what I teach people — you need to learn how to wear all the hats. Once you have more resources and opportunity you can start delegating those hats, but until then, you’re the boss, and you have to know how to do everything,” Ross explained.“I’m hoping that what we are moving toward as a society is a place where we can recognize the value of all people and just get to work,” Ross added.But until then, TransTech will be doing whatever it can to equalize the playing field for transgender job seekers and workers.Learn More About TransTech Summit 4.5★ 2.8★ 3.4★ N/A 23 hours ago 23h 2.5★ 23 hours ago 23h 4.7★ 5.0★ 23 hours ago 23h LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL Pest Control Technician United Pest Solutions Seattle, WA Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 23 hours ago 23h Service Advisor Prime Motor Group Saco, ME
2. Kraft Heinz CompanyOverall Rating: 3.1Where Hiring: Chicago, IL; Northgate, OH; Avon, NY; Goodlettsville, TN; Springfield, MO & moreWhat Employees Say: “One of the best companies I have had the opportunity to work for. If your willing to drive hard and put in the effort you will see that your achievements will not go unnoticed. The wages are competitive, the people are great, and the doors that open for you will help build that strong foundation that make careers great!” —Current Off Shift Complex ManagerSee Open Jobs CDL-A Owner Operator Truck Driver Red Classic Linton, IN 4. PWCOverall Rating: 3.8Where Hiring: New York, NY; Tampa, FL; Dallas, TX; Chicago, IL; Columbia, SC & moreWhat Employees Say: “Great upward mobility for entry level positions. Lots of opportunity to move to various groups within company to learn different specialities (advisory, audit, tax, or different industry focuses). Company has invested money in good training programs to not only learn your industry, but to also learn about emerging technology.” —Current Real Estate AssociateSee Open Jobs 23 hours ago 23h 23 hours ago 23h 6. MUFGOverall Rating: 3.2Where Hiring: New York, NY; Tempe, AZ; Monterey Park, CA; San Diego, CA; San Francisco, CA & moreWhat Employees Say: “Strong momentum towards breaking into the first tier among corporate and investment banks.” —Former DirectorSee Open Jobs 17. Federal Reserve Bank of PhiladelphiaOverall Rating: 3.5Where Hiring: Philadelphia, PAWhat Employees Say: “Friendly co-workers make for a great community-type working environment, excellent benefits, and everyday work has real-life implications and effects.” —Current EmployeeSee Open Jobs RN – Middletown Health Center – ER – Full-time (Nights) **$12,500 Sign-on Bonus Kettering Health Network Middletown, OH Production Laborer Fabcon Mahanoy City, PA 10. HiltonOverall Rating: 4.0Where Hiring: McLean, VA; Memphis, TN; Santa Fe, NM; Las Vegas, NV; Minneapolis, MN & moreWhat Employees Say: “Amazing hotel discounts, awesome company culture, ever-changing and innovative.” —Current EmployeeSee Open Jobs 7. RetailMeNotOverall Rating: 4.5Where Hiring: Austin, TX; Hoboken, NJWhat Employees Say: “RetailMeNot is an amazing place to work! They offer fantastic benefits and perks, the work is really interesting and keeps you on your toes, the people are great and the office space is gorgeous. I’ve been impressed by their commitment to diversity and inclusion, too. I love it here!” —Current EmployeeSee Open Jobs 12. StarbucksOverall Rating: 3.8Where Hiring: Seattle, WA; Syracuse, NY; Chicago, IL; Corpus Christi, TX; Kansas City, MO & moreWhat Employees Say: “The benefits are out of sight. I was offered Starbucks stock after my first year, as well as 401k through Fidelity, and a superb Blue Cross Blue Shield health insurance plan. You can cover your family with that plan, [including] domestic partners. I got a pound of free coffee every week and free coffee all day.” — Former Employee See Open Jobs 9. BrunswickOverall Rating: 3.8Where Hiring: Mettawa, IL; Vonore, TN; Edgewater, FL; Saint Paul Park, MN; Fond du Lac, WI & moreWhat Employees Say: “I highly recommend Brunswick. It’s a big company but has a small company vibe. People are approachable and encouraging. You feel the passion with everyone. From technology to recruiting new talent, there are a lot of exciting and good changes going on with the company. Plus, you can’t beat the benefits. Amazing 401K, health benefits and flexible work schedules!” — Current EmployeeSee Open Jobs 23 hours ago 23h 15. Olympus Corporation of the AmericasOverall Rating: 3.3Where Hiring: Center Valley, PA; Littleton, MA; Bartlett, TN; Webster, TX; San Jose, CA & moreWhat Employees Say: “The benefits are good reflecting a caring corporate attitude. All companies seem to profess that they care about their employees but Olympus walks the walk. I have seen flexibility to take care of family first during health issues. Daycare is provided at the Center Valley facility.” —Current EmployeeSee Open Jobs 23 hours ago 23h 4.7★ 3.9★ 16. MedtronicOverall Rating: 3.6Where Hiring: Boulder, CO; Irvine, CA; North Haven, CT; Memphis, TN; Lincoln, NE & moreWhat Employees Say: “Working on leading edge medical technology, helping researchers and patients. Very respectful culture. Company is working hard to promote women into higher positions, and makes women feel welcome and valued.” —Current EmployeeSee Open Jobs 2.7★ 11. UberOverall Rating: 4.3Where Hiring: San Francisco, CA; Chicago, IL; Saint Louis, MO; Seattle, WA; Phoenix, AZ & moreWhat Employees Say: “I love being able to work around truly passionate people who are ready to change the world. The culture is great, free snacks and food is [a] big plus. I had the opportunity to take ownership of projects within my first month.” —Current EmployeeSee Open Jobs 23 hours ago 23h If a company’s commitment to diversity — to hiring women and minorities, and to offering them equal pay — is important to you, you’re in luck: we’ve found 13 companies that value diversity. And as a bonus: each of these companies is hiring a bevy of positions right now.1. LivongoOverall Rating: 4.3Where Hiring: Mountain View, CA; Chicago, IL; Denver, CO; Baltimore, MD; Washington, DC & moreWhat Employees Say: “Very bright future. I’ve learned a lot on this team. Always advancing our technology/architecture. I see Livongo growing tremendously.” —Current Backend EngineerSee Open Jobs 23 hours ago 23h 23 hours ago 23h 3.4★ Registered Nurse First Assist CVOR FT Days $15k Sign on Bonus and Relocation Available AdventHealth Daytona Beach Albuquerque, NM Hot New Jobs For You Rad Tech Travel Nurses Inc Chicago, IL 23 hours ago 23h 23 hours ago 23h 13. SageOverall Rating: 3.2Where Hiring: Atlanta, GA; Beaverton, OR; Jacksonville, FL; San Jose, CA & moreWhat Employees Say: “Best co-workers around! High performing culture and making some of the best products on the market today. When I think—truly think of the people we are surrounded by and the things our products do to make it easier for people to live their lives, and fulfill their dreams—I feel very fortunate to work at Sage. I also have a very open, communicative manager and that helps a lot.” —Current Employee See Open Jobs 23 hours ago 23h View More Jobs Instrument Operator (Field Position) American Structurepoint Indianapolis, IN OTR Professional Truck Driver Leonard’s Express Boise, ID 3.3★ 2.5★ Full-time Associate Crew Carwash Valparaiso, IN Cook Cracker Barrel Saint Augustine, FL 3.7★ 8. MongoDBOverall Rating: 4.2Where Hiring: New York, NY; Palo Alto, CA; Austin, TX; Chicago, IL; Washington, DC & moreWhat Employees Say: “Good management team, solid commitment to diversity, brilliant and motivated co-workers, and an exciting company that’s growing fast.” — Current EmployeeSee Open Jobs 5. DeloitteOverall Rating: 3.8Where Hiring: New York, NY; Arlington, VA; Minneapolis, MN; Dallas, TX; Columbus, OH & moreWhat Employees Say: “Great culture with amazing colleagues. You’ll learn something new almost everyday.” —Current EmployeeSee Open Jobs 5.0★ 14. Royal Caribbean CruisesOverall Rating: 3.6Where Hiring: Miami, FL; New Brunswick, NJ; Wichita, KS; Sea Cliff, NY; Eugene, OR & moreWhat Employees Say: “Royal is a very diverse and inclusive company. We have a lot of great benefit programs and a supportive community.” — Current EmployeeSee Open Jobs 4.8★ 3. McKessonOverall Rating: 3.4Where Hiring: San Francisco, CA; New York, NY; Louisville, KY; Dallas, TX; Richmond, VA & moreWhat Employees Say: “Great benefits, Excellent culture, Very Professional Environment and exponential growth. This company has drilled down the work life balance expected from a top tier company.” —Current Corporate TrainerSee Open Jobs Field Support Specialist Accel Entertainment Burr Ridge, IL 3.8★ 18. FedExOverall Rating: 3.8Where Hiring: Memphis, TN; Indianapolis, IN; Nashville, TN; Salt Lake City, UT; Denver, CO & moreWhat Employees Say: “The benefits are great. Great coworkers plus I love satisfying customers and you great raises yearly. This company loves to promote from within.” —Current EmployeeSee Open Jobs
Burnout can be characterized by feelings of emotional exhaustion (being unable to recover), depersonalization (detachment and hostility towards a situation), and low personal accomplishment (linked with feelings of low self-efficacy). This can be experienced when someone feels like their stress cannot be reduced with a positive solution.Representation burnout refers to the stress, fatigue and exhaustion of being the only person of a particular identity within a certain environment. This kind of burnout affects anyone who identifies as the “only one” in their given environment. It is experienced by minority people whose daily lives live within non-diverse spaces. At a time when stress and anxiety are at an all-time high, representation burnout can feel even more extreme for minorities.I spoke with Marah Lidey and Naomi Hirabayashi, the founders of Shine, a wellness app whose mission is to serve and support a more diverse and inclusive community. Here is what they said on the important topic of representation burnout! What can those suffering from representation burnout do? What does this look and feel like?“The warning signs are often uncomfortable feelings, like adjusting your energy for the room or holding back on speaking up because you know your perspective is different. A good way to identify warning signs is to reflect on past interactions that may have had an impact on your day, like the conversations that stuck with you and stressed you out.” Here are a few tips to help practice self-care when you experience representation burnout: “Find Your Safe Spaces: Identify and surround yourself with people, whether at work or outside of your job, who have shared lived experiences, where you don’t have to explain yourself or your background when you’re around them.” “Set Boundaries: Setting boundaries can go beyond unplugging completely after you leave the office, it’s also about not taking part in conversations that drain your energy or make you feel like an “other.” By establishing boundaries at work, you have control over what you decide to share or not share, which helps you better control the conversation.” “Lean on Allies: One way to tackle burnout is to lean on allies for guidance or emotional support. Whether from your safe space or professional network, knowing that you have a person to share the burden with, particularly in moments of high-stress, helps you work through difficulties in healthy ways.”“Find Ways to Disengage: Unplugging doesn’t mean you don’t care about what’s happening in the world, it just means you’re prioritizing your wellness so you can properly address the issues you’re willing to fight for.”How to Spot Burnout Before It’s Overtaken Your LifeWhat can organizations do to make people feel like their diversity is not only welcomed, but an important part of the company make up?“It’s important to remember that diversity does not equal inclusivity. A company can have diversity, but not have inclusivity: we need representation and systems to support more marginalized experiences. Systems of support can come through formal programs like affinity groups at work, formalized mentorship or sponsorship programs, to informal game nights where team members get a chance to learn more about each other’s experiences. A game we love at Shine is Not So FAQ that aims to solve the inclusion problem in the workplace.”What should companies be doing today to assess for resiliency over hustle?“Make resilience a core part of your culture.”For Shine, it starts during the interview process. One of our core questions is “Tell us about a time where you experienced something difficult and how you handled it.” The question gives the candidate the space to answer as personally as they choose, and share more on their experience. On an ongoing basis, every Friday, we do Weekly Reflection where each team member speaks to one pride from the week, one learning, and the one focus for next week. The ‘one learning’ is a chance for team members to speak to something that was tough, that they pushed through or felt humbled by. By sharing learnings weekly, across all team members, we honor the resilience that comes from the tough moments, not just the big wins.”These two founders remind us not to be afraid to know and own your power, and to hone in and be proud of what makes us all unique!
Real Madrid fullback Fabio Coentrao is in advanced talks with Sporting CP.A Bola says Coentrao has already signed a contract with Sporting Club de Portugal, according to reports in the Portuguese media. The full back agreed to the deal and signed it last Thursday. The deal will take Coentrao to Portugal on loan but he has a contract with Real Madrid until 2019.They have not disclosed the figures of the agreement but they already revealed that Real Madrid were willing to pay €2 million of his wages, with Portugal contributing €1 million and the 29-year-old would forego a further €500,000 of his original monthly pay packet for the move.
Aaron Ramsey is set to be offered a new deal by Arsenal boss Arsene Wenger.The Daily Mail says Arsenal are set to offer Ramsey a contract extension.The Wales midfielder has two years to run on his current deal.But the Gunners want to avoid a situation like this summer where they have multiple players entering the final years of their contract at the same time.Wenger is prepared to bring Ramsey into line with some of Arsenal’s highest-earning players.
Posted on April 23, 2010June 21, 2017By: Bram Brooks, MPH; David Hamer, MDClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)April 25th (this Sunday) is World Malaria Day. Recently, researchers from the Center for Global Health and Development at Boston University and the Indian National Institute of Malaria Research (NIMR) conducted studies to better understand the burden of malaria among pregnant women in east India. In honor of World Malaria Day, the Maternal Health Task Force invited Bram Brooks and David Hamer to share with our readers an overview of what they have learned.Written by Bram Brooks, MPH & David Hamer, MDGlobal OverviewMalaria in pregnancy (MiP) can have serious health outcomes for both the mother and infant and thus presents a major public health challenge. Studies have shown that MiP increases the chances of fetal death, prematurity, low birth weight, and maternal anemia [1-4]. An estimated 10,000 women and 200,000 of their infants die each year as a result of malaria infection during pregnancy .Current ResearchAs most MiP studies were conducted in sub-Saharan Africa, limited epidemiological data exist for MiP outside of Africa. Several studies conducted by researchers at Boston University and the Indian National Institute of Malaria Research (NIMR) have been recently implemented in east India with the aim of building the empirical evidence to better define the global risk map of MiP.The India MiP study consisted of a series of cross-sectional surveys and involved the collection of both quantitative and qualitative data in several urban and rural districts in the Indian states of Jharkhand and Chhattisgarh [6-8]. Between all the study sites, over 5,082 pregnant women were enrolled at antenatal clinics and 1,746 in delivery units. The study findings indicated that the prevalence of malaria among pregnant women in east India was approximately 2-3%. In addition, malaria parasites were more common in pregnant women with fever, those living in rural areas, and women who were pregnant for the first time. Furthermore, mean birth weight was lower among women with placental malaria versus those without placental infection. In terms of the use of malaria control measures as reported by the participants, indoor residual spraying and untreated bed nets were common, whereas insecticide-treated bed nets and malaria chemoprophylaxis were rarely used. It was also noted through qualitative interviews that misconceptions and use of unproven prevention and treatment methods are common among pregnant women in eastern India.The results from the series of MiP studies in India support other findings that show malaria mortality and morbidity in pregnant women are much lower outside of Africa. Although the magnitude of malaria-associated morbidity outside of Africa is smaller, we must remember that the number of global individuals at risk is considerable. A recent study by the Malaria in Pregnancy Consortium estimated that approximately 125 million pregnancies around the world are at risk from malaria every year . With large population numbers at risk, even small prevalence rates can translate into significant mortality and morbidity numbers.Prevention and Management of MiPThe global community has in its arsenal several evidence-based strategies to control MiP that are recommended by WHO: insecticide treated nets, intermittent preventative therapy, and effective case management . Meta-analyses of intervention trials suggest that successful prevention of MiP reduces the risk of severe maternal anemia by 38%, low birth weight by 43%, and fetal death by 27% among pregnant women . Prevention and control of MiP is an important goal that can be achieved. The challenge is to implement these strategies within national guidelines and programs so that these are effective in reducing MiP-associated mortality and morbidity.1. Guyatt HL, Snow RW. Impact of malaria during pregnancy on low birth weight in sub-Saharan Africa. Clin Microbiol Rev 2004; 17:760-769.2. Steketee RW, Nahlen BL, Parise ME, Menendez C. The burden of malaria in pregnancy in malaria endemic areas. Am J of Trop Med Hyg 2001; 64(1-2):28-35.3. Shulman CE, Graham WJ, Jilo H, Lowe BS, New L, Obiero J, et al. Malaria is an important cause of anaemia in primigravidae: evidence from a district hospital in coastal Kenya. Trans R Soc Trop Med Hyg 1996; 90(5):535-539.4. Verhoeff FH, Brabin BJ, Chimsuku L, Kazembe P, Broadhead RL. Malaria in pregnancy and its consequences for the infant in rural Malawi. Ann Trop Med Parasitol 1999; 93(1):S25-S335. Marchesini P, Crawley J. Reducing the burden of malaria. MERA/RBM/WHO Jan 2004.6. Hamer DH, Singh MP, Wylie BJ, Yeboah-Antwi K, Tuchman J, Desai M, Udhayakumar V, Gupta P, Brooks MI, Shukla MM, Awasthy K, Sabin L, MacLeod WB, Dash AP, Singh N. Burden of malaria in pregnancy in Jharkhand State, India. Malaria Journal 2009, 3:8:210.7. Sabin LL, Rizal A, Brooks MI, Tuchman J, Wylie B, Gill CJ, Singh MP, Setterlund KG, Joyce KM, Yeboah-Antwi K, Singh N, Hamer DH. “Attitudes, knowledge, and practices regarding malaria prevention and treatment among pregnant women in Jharkhand, India: A qualitative study.” Am J Trop Med Hyg, in press.8. Singh N, Singh MP, Hussain M, Shukla MM, Dash AP, Wylie B, Yeboah-Antwi K, Udhayakumar V, Desai M, Hamer D. “Burden of malaria in pregnancy in Chhattisgarh State India.” Abstract 010-O. International Symposium on Tribal Health, February 27-March 1, 2009. Jabalpur, India.9. Dellicour S, Tatem AJ, Guerra CA, Snow RW, ter Kuile FO. Quantifying the number of pregnancies at risk of Malaria in 2007: A demographic study. PLOS Medicine 2010; 7(1):e1000221.10. Desai M, ter Kuile FO, Nosten F, McGready R, Asamoa K, Brabin B, Newman RD. Epidemiology and burden of malaria in pregnancy. Lancet Infect Dis 2007; 7 (2):93-104.Share this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on January 19, 2011June 20, 2017By: Roy Jacobstein, Medical Director, EngenderHealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The following post is also published on the Global Health Council blogEarlier this month, The Guardian reported that nearly 600 UK women had become pregnant while using Implanon, a contraceptive implant that is inserted beneath the surface of the skin. The January 5 article alarmed many women, who questioned whether their implants—known to be more than 99% effective in preventing pregnancy—are actually working.The reports of unplanned pregnancies among Implanon users elicited both substantial interest and dismay. Contraceptive failure, particularly with highly effective methods such as implants, intrauterine devices (IUDs), female sterilization, and vasectomy, is rare and unexpected. But no method, even sterilization, is 100% effective. When properly inserted, however, the success rate of Implanon ® and other hormonal implants (Jadelle®) has been proven to be greater than 99%—far exceeding the effectiveness of either oral contraceptive pills or condoms.While the investigation in the United Kingdom is still ongoing, it appears that the errors likely occurred months or years before—at the clinic where health practitioners may have improperly inserted the device. If it is the case that provider error is responsible (either clients were already pregnant at the time of insertion or the device was improperly inserted), these unfortunate events only reinforce the critical importance of quality training for health professionals tasked with inserting implants or other contraceptive devices. Clinics providing implants must maintain robust training standards and curricula for correctly inserting and removing implants to ensure that clients, whether in London or Lomé, receive the highest quality of care possible.But regardless of the investigation’s outcome, the fact remains that Implanon is a very safe, effective, and popular method of contraception. Millions of women choose implants because they are highly effective and easy to use. Like other long-acting contraceptive methods (e.g. IUDs), Implanon is quickly reversible with prompt return to fertility and is very convenient in that it doesn’t require women to remember to take daily pills or to convince their partners to use condoms in order to prevent pregnancy. But it does require the skill of a well-trained health professional.Since the Guardian story was published, several health service providers have issued statements clarifying the sources of the failures and advising women on where to seek help if they are concerned about their implants. It is also very important to keep these reports in context: More than 1.3 million units of Implanon have been prescribed in the United Kingdom since 1999, and the number of failures reported to date, regardless of cause, was less than 600. Globally, Implanon is also an increasingly popular method. For more information on what EngenderHealth is doing to promote long-acting family planning methods in countries like Ethiopia, Tanzania, and Bangladesh, visit our web site.Share this:
Posted on March 28, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The Population Association of America Annual Meeting will be taking place later this week in Washington. Sessions with specific focuses on maternal health include “Maternal Mortality: trends and correlates” and “Maternal Mortality: Data Collection and Measurement Issues.” Harriet Birungi, from the Population Council and a Maternal Health Policy Dialogue speaker, will also be presenting on maternal health during a session on “Reproductive Health Services and Prevention in Sub-Saharan Africa.”A number of other sessions that are related to maternal health are scheduled. The website for the Annual Meeting contains information about each session, as well as abstracts for all and papers for many of the presentations that will be given over the course of the three day conference.Share this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on December 8, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)In addition to seeing cool gadgets and new uses for technology, one of the most interesting parts of the mHealth Summit has been hearing people’s lessons learned. Allison Stone, MoTeCH project manager, and Maggie Schmitt, project officer, sat down with me to share their experiences working on MoTeCH, a mobile phone-based electronic medical record system that generates alerts and reminders to pregnant parents and frontline health workers in Ghana’s Upper East Region. The project is a partnership with Columbia University, Ghana Health Service, and the Grameen Foundation.One of MoTeCH’s greatest strengths is undoubtedly its software, a comprehensive system for capturing health information to facilitate the continuum of care during pregnancy and early infancy. This open source software is currently one of the most comprehensive systems available. Using data captured by community health workers on inexpensive phones, MoTeCH provides feedback to these workers and their clients and generate the workers’ monthly reports (which can normally take up to five days to prepare manually).One of the unexpected challenges encountered by the project has been lower cell phone access and lower familiarity with using phones than expected. Initial reports showed that 75% of households in the target district have a cell phone, but women may not have access to men’s phones, and phones may not always be charged and turned on, for instance. Despite the fact that many women do not have phones or do not know how to use phones, qualitative data shows that women who have reliable access to a phone are very enthusiastic about the MoTeCH messages they receive. Women receiving the messages have said they have prompted them to obtain better nutrition during pregnancy, deliver in a health facility, and practice exclusive breastfeeding. Furthermore, other members of the household listen to MoTeCH messages, increasing awareness among partners and elder relatives about health needs during pregnancy and early infancy.Introducing community health workers to data entry on a mobile phone has been challenging, as cell phone data entry is a significant change from their routine and is also time consuming. Alerts and reminders to providers may be useful, but they are not always accurate if data entry is not done completely and accurately. Since community health workers do not receive immediate benefits from MoTeCH, they have been less inclined to use MoTeCH; however, the simplified paper registers, designed as an intermediary step towards a standardized heath information platform, have been widely used and appreciated.MoTeCH has experienced a number of implementation challenges, including lack of provider motivation to enter data into phones and women’s unanticipated low access to phones. There have also been some difficulties integrating MoTeCH into the larger health system. MoTeCH has mitigated some of these challenges by involving Ghana Health Service managers and supervisors to monitor health worker participation, data entry, and data uploading.Allison advises anyone beginning a mHealth project to conduct thorough preliminary background research to really understand the target population and patterns of cell use among this population. Rather than introducing a new way for people to use phones, interventions should be designed so that they fit closely with how people already use phones.Share this:
ShareEmailPrint To learn more, read: Posted on March 17, 2015June 12, 2017By: Eleni Capsaskis, MPH Candidiate, London School of Hygiene and Tropical MedicineClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The theme for International Women’s Day this year was Make it Happen. In every country, people are coming together to advocate for women’s rights, opportunities and choices. Today’s generation is made up of the largest ever number of adolescents – but what future do they face? What about the health and hopes of the next generation?On March 4th 2015, the annual GLOW conference was held at the Royal College of Obstetricians and Gynaecologists (RCOG) in London, jointly hosted by the MARCH Centre of the London School of Hygiene & Tropical Medicine and the Institute for Women’s Health of University College London. Global Women’s Research society (GLOW) was created in 2012 to bring together UK-based academics to better advance research and also leadership development. The GLOW 2015 theme was “Reaching Every Women, Every Newborn: the post-2015 research agenda” and the first keynotes looked back to learn, and then looked forward.“I am optimistic about the future,” said Richard Horton, editor of the Lancet as he opened the GLOW conference. “We are in a moment where we can end preventable deaths in women, newborns and children in one generation…Yet stillbirths are still nowhere to be seen”. The powerful opening speech from Richard Horton, the Lancet’s Editor set the tone for day.The MARCH centre’s director, Professor Joy Lawn, underlined the need to use the data to inform the future of the Sustainable Development Goals (SDGs), ensuring that targets are set based on evidence and can actually be measured. Shifting to a life course approach, with girls and women at the centre is key to moving from a fragmented, win-lose agenda for women’s and children’s health. Plans for women need to also count stillbirths and newborns making the case for a high return on investment.Other keynote speakers included Dr Matthews Mathai from WHO, Professor Bob Pattinson from University of Pretoria, South Africa and Professor Peter Brocklehurst of UCL, who all provided clear messages that more needs to be done to make change happen. Deaths should be audited and acted on. High quality services remain a dream if we do not measure them and make the systems accountable for these metrics. If we are to make research count, we need to get the right research question.From the plethora of high quality research submitted, almost 40 posters showed the breadth of research around the world and throughout the continuum of care. The four top abstracts covered a randomised control trial in India for misoprositol; a meta-analysis of using symphysiotomy instead of C-section in low-income settings; near-miss neonatal death audit in Benin, Burkina Faso and Morocco; and the two year follow up of Africa’s largest cohort of neonates with hypoxic brain injury.Much of the research presented showed clear gaps in which need to be addressed moving forward if we want to achieve our goals. Innovations are needed along with a plan for implementation change as well as intentional ways to enable leadership. The UK Royal Colleges have a key role to play in enabling research for trainees and specifically in promoting flexibility and more placements for global health training and research. The presence of many obstetric, paediatric and some very vocal midwives really enriched the discussions, as well as high-level college representatives.The GLOW conference speaks to the values of the MARCH centre which focuses not only on the woman, or the child or the adolescent but on how we innovate and improve health at all stages of the lifecycle.“The main message of the day is about collaboration, multi-disciplinary research in reality,” says Professor Joy Lawn, reflecting on GLOW 2015. “To make it happen we need to invest in leadership at all levels, and especially in the highest burden countries. Together, we can make huge strides for girls, women and their babies, real change for the next generation. Thank you everyone for making GLOW 2015 an inspiring and energising day.”GLOW conference website, for more information on this year’s agenda, presentations, abstracts and posters.For more information on MARCH at LSHTM and our 150 academic members, visit our website and follow us on twitter @MARCH_LSHTM and @joylawn.This blog was originally posted on the website for MARCH at the London School of Hygiene and Tropical Medicine.This post has been lightly edited for clarity.Share this:
ShareEmailPrint To learn more, read: Posted on May 2, 2017May 2, 2017By: Sarah Hodin, Project Coordinator II, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The majority of stillbirths and maternal and neonatal deaths are preventable, and yet every year an estimated 303,000 mothers die during childbirth, 2.7 million babies die within the first 28 days of life and 2.6 million stillbirths occur. Particularly in countries with insufficient health information systems, many of these deaths are not recorded or reviewed. Access to accurate data on the incidence and causes of mortality is crucial for developing life-saving interventions. The World Health Organization (WHO) recently released three publications designed to help countries improve data collection on maternal and neonatal deaths.The first, WHO Application of the International Classification of Disease-10 to Deaths During the Perinatal Period (ICD-PM) proposes a standardized system for classifying stillbirths and neonatal deaths in countries across the globe. The core features of the ICD-PM (ICD-perinatal mortality) are that it identifies perinatal deaths as antepartum, intrapartum or neonatal; it provides a standardized guide while also allowing country adaptability to reflect local priorities; and it links the baby’s death to the contributing maternal condition when applicable. The document aims to promote consistent reporting of stillbirths and neonatal deaths in order to facilitate data interpretation that can ultimately be used to create effective programming for mothers and babies.The second, Making Every Baby Count: Audit and Review of Stillbirths and Neonatal Deaths, provides guidelines for recording and reviewing stillbirths and neonatal deaths. This document aims to address some of the objectives from the Every Newborn Action Plan released in 2014. There are an estimated 2.6 million stillbirths every year, most of which are preventable with high quality care. However, that figure is likely an underestimate given that many countries with poor data collection systems do not count stillbirths. The majority of babies who are stillborn do not receive birth or death certificates, and often the causes of those stillbirths are not recorded or investigated. Reviewing stillbirths, as well as maternal and neonatal deaths more generally, is crucial for creating a better understanding of preventable causes and developing effective treatments.The third, Time to Respond: A Report on the Global Implementation of Maternal Death Surveillance and Response (MDSR), aims to help countries improve their review processes for investigating maternal deaths in order to prevent future errors. A 2015 survey of 64 low- and middle-income countries (LMICs) revealed that while 86% had a national policy to notify all maternal deaths, only 46% had maternal death review (MDR) committees that met at least twice per year. The MDSR proposes a continuous action cycle that includes four components: 1) identify all maternal deaths and notify the family and friends of the woman who died, 2) review all maternal deaths to determine the cause(s), whether or not the death was preventable and make recommendations for action, 3) de-identify, analyze and report data on maternal deaths and produce an action plan, and 4) develop strategies for implementing action plans and monitor progress. Each of these components requires the participation of numerous actors including community members, health facilities, local and national governments and multi-level MDR committees. The ultimate goal of the MDSR system is to increase countries’ accountability for maternal deaths, expand access to accurate data on the prevalence and causes of maternal deaths and design effective interventions to prevent them.The problem remains that many LMICs lack sufficient health information systems to implement these recommendations. Additional research on the capacity of national and local data systems and strategies to improve them are crucial steps to ensure countries’ ability to measure, review and report maternal and neonatal deaths.This post originally appeared on the MHTF blog on 21 September 2016.Share this:
Our member of the week is Richard LÃ³pez. Rick works in the film and television industries as a cinematographer. A former professor of cinematography at Columbia University, Rick’s work has been described as âexpertâ? by Variety. To view some of Rickâs work visit his website, and to learn more about him and his views on freelancing, check out his answers to the questions below.1. What has been your most interesting project?Tough to choose one. In the past year, I have shot an art documentary in Europe, a Spanish-language horror/cowboy movie in Mexico, an independent feature drama in Virginia, a 25-commercial campaign for a children’s hospital system, a spec Sony commercial featuring “thumbs” as characters, and a thriller in Pittsburgh with homicidal twin sisters. I am currently shooting a TV pilot that is like CSI with humans and puppets.2. Why did you decide to go freelance?Cinematographers that focus on feature films and commercials are all freelance. So the moment I decided to become a cinematographer, it was a decision to become a freelancer.3. What tip would you give to a new freelancer or someone who is considering going freelance?Have a flexible attitude and plan, plan, plan. Freelancing means you will have boom and bust periods. You must become comfortable with not knowing when or from where your paycheck will come. But you can really mitigate those slow periods with careful planning.4. What is your favorite spot in the city in which you live?Pam Real Thai food at 49th Street and 9th Avenue in Manhattan. Dinner for two for $25 and arguably the best food available at any price in New York City.** 5. **What is your inspiration?It changes all the time. For a while, I was inspired by music, especially the compositions of Estonian composer Arvo Part and the musical stylings of the Flaming Lips. Most recently I saw Birth, shot by the great American cinematographer, Harris Savides, and Seven, shot by the Frenchman, Darius Khondji: both are works of art.
This is a post from about.me. With about.me, you can grow your client list or audience, market yourself without the stress, and centralize your work with one link. Use your personalized link as the hub for everything you need as a freelancer. Get started now!Why did you start freelancing?This was the opening question in our 45 minute webinar with about.me, and “flexibility” came up as one of the most popular answers from those who tuned in.Flexibility to do what you want, charge what you want, and work with the clients you want.Check out the full webinar here:In order to work with your ideal clients you have to market yourself strategically. You need to align what you have to offer with what your ideal client is looking to pay for.So how do you do that? Here’s a quick recap of the 6 steps we went over:Identify: Identify your skills, both validated and not validated. Validated skills are ones you’ve been hired for or paid for in the past. Not validated skills are those that you developed outside of your core job requirements. Both can be monetized.Communicate: Communicate your services in an effective way. You want to communicate what you do differently or really well, and what kind of results your services produced for past clients. Use this formula when talking about what you do to create alignment between what the client is looking for and what you have to offer: Client goal = service + impact + value add.Package: Package your services for a specific niche. Choose an industry that you’re passionate about and become the big fish within that niche. Figure out which platforms ideal clients within that industry are looking at and create profiles on those platforms to show off your work. For extra help on picking a niche, check out the Marketing Mentor’s, Pick a Niche Kit. Remember, specialists get paid more than generalists.Centralize: Take everything you did in steps 1-3 and put it all in one place. Create a centralized hub that’s focused on YOU as a freelancer to create an emotional connection with your potential client. You need to be seen as a person, not just a business.Promote: Promote yourself. Think of it as “self-pride” instead of “self-promotion.” You do great work, and if you talk about it authentically, it’s not bragging. Create free valuable content, add your centralized hub’s link to your social bios, and add a personalized email signature that links out to your centralized hub. Remember, modesty is not going to win your ideal clients.Hook: Hook your potential clients. Turn your passive visitors into warm leads by creating a hook for them. Set up an email capture to build a list, or use a scheduling tool to schedule that first meeting without back-and-forth emails. Don’t make your clients do any extra work to get in touch with you.There are a variety of tools out there that do these things individually. But, for a simple solution that takes care of steps 4-6 all from one place, check out about.me.Are you a busy freelancer looking to attract new clients or build an audience? With about.me, you can create a page to present who you are and what you do in one link. Add a custom domain to your link (e.g. yourname.com) to take control of your online presence and present yourself professionally.
By mail: Lastly, you can send your dispute and documents by certified mail with a return receipt. Post navigation TransUnionP.O. Box 2000Chester, PA 19016Some words of advice: how to dispute credit report and winWondering “does disputing credit work?” Unfortunately, it’s not always that simple…but there are certainly some things you can do to increase your odds. If you do file disputes with the credit bureaus, you should think about how to word your letter. I’m not sure I’d go so far as to tell them you want accurate information removed. I’d simply ask that they verify what’s already being reported.After you file your dispute, the credit bureaus will contact the furnishing party, normally a lender or a collection agency. These parties are formally referred to as “data furnishers” or “furnishers” for short.It’s their responsibility to investigate your claim and get back to the credit bureaus, normally within 30 days, but there are some scenarios when it can take 45 days.If they confirm the accuracy of the credit reporting, then you’ll likely have to live with it until the credit bureaus have to remove the item, which normally takes 7 years for the bad stuff.How to re-dispute an itemSometimes deleted credit report items disappear only to come back to haunt you some weeks, months, or years later. You can certainly choose to re-dispute the item with the credit bureaus. They’ll likely send another dispute form (called an “ACDV”) to the furnisher asking them to investigate the item again.However, unless you’ve contacted the furnisher and convinced them that it’s wrong, they’ll likely send the same response to the credit bureaus.If you choose to dispute the item again, you should be aware that the credit bureaus do not have to honor your request unless you provide some new information.The Fair Credit Reporting Act allows the bureaus to consider repetitive disputes to be frivolous and ignore them.Takeaways: How to dispute credit reports and winYou’re entitled to accurate and verifiable information on your credit reportYou can file a dispute with the credit bureaus by phone, mail, or onlineWhen filing a credit dispute, include as much information as possible to support your claim If your dispute is rejected, you can choose to re-dispute the claim with the credit reporting bureausDo you have a credit questions for John Ulzheimer? Head over to the Mint.com Facebook page and ask away!Share this:Click to share on Twitter (Opens in new window)Click to share on Facebook (Opens in new window) RelatedDoes Disputing a Credit Report Hurt Your Credit Score?May 6, 2013In “Credit Info”How to Get Rid of Closed Accounts on Credit ReportsJanuary 13, 2014In “Credit Info”Why is My Credit Score Never the Same?December 20, 2017In “Credit Info” ExperianP.O. Box 9701 Allen, TX 75013 EquifaxP.O. Box 740256Atlanta, GA 30374-0256 By phone: You can also file a dispute by phone with Equifax and TransUnion—Experian does not offer this option. Equifax: 1-866-349-5191TransUnion: 1-800-916-8800 I received the following question from a Minter via the Mint.com Facebook page:Question: “John, I just got all of my credit reports for free and there are some items that are old, accurate, and just downright bad. I’d love to get rid of them. The materials that came with the credit reports make it pretty clear that I can dispute information that’s incorrect and get it corrected.But I have a different dilemma: I have information that I know is correct that I’d like to get removed. Is there any downside to disputing information on a credit report that you know to be accurate? Can I get in trouble?”Answer: First things first, the Fair Credit Reporting Act gives each of us the right to challenge information on our credit reports with which we don’t agree. There’s nothing in that law that prohibits consumers from disputing information on their credit reports for any reason.Further, “accurate or inaccurate” is not the only variable that can cause the credit reporting agencies to remove something from a credit report. Your credit report information must be able to be verified, right or wrong.So, if you disputed something from your credit reports and the furnishing party failed to respond to the credit bureaus, the item would be deemed unverifiable and would be removed.It may have been perfectly accurate, but because the lender couldn’t or wouldn’t confirm its accuracy –bye, bye negative information!Is it wrong to dispute correct information?I’m not the morality police, and you can do what you want to do, but you do have the right to challenge any information on your report — whether it’s correct or not.It’s your right to have correct and verifiable information on your credit reports. I can’t speak for them, but I imagine they’d also want your credit report to be fully accurate and verifiable.How to file disputes with the credit bureaus1. Request credit reportIn order to find any errors or unattractive figures to dispute, you’ll first need to obtain an updated copy of your credit report from each of the credit reporting bureaus—Experian, Equifax, and TransUnion.There are a few ways you can do this. You are entitled to one free credit report each year which you can order from annualcreditreport.com or you can access your credit score right in the Mint app. Many banks and credit card companies will also allow you to pull your credit report on a monthly basis.2. Identify errorsOnce you’ve obtained a recent credit score, you should carefully review the information displayed. Is the credit history right? What about your credit balance? Are there any errors or items that may be inaccurate? If yes, print out the report and follow through with these next few steps to dispute all inaccurate or negative items on your credit report. 3. Fill out a credit bureau dispute formEach of the credit bureaus has an area of their website dedicated to credit report disputes. Here, you’ll find instructions and dispute forms for each. To make it easy on our Minters, we’ve done the heavy lifting for you and collected all of the resources you’ll need to dispute something on your credit report. Here’s where to find dispute forms for all three major credit bureaus:To dispute Experian, fill out the Experian dispute formTo dispute Equifax, fill out the Equifax dispute formTo dispute TransUnion, fill out the TransUnion dispute formNote: If the information you want to dispute appears on all three reports, you’ll need to file a separate dispute with each of the credit reporting bureaus.4. Print out your credit report and notate the errorsIn step two you printed out your original credit report. Now, you’ll want to notate the errors you noticed on your report by circling the items you wish to have changed. It’s important that the credit bureau knows exactly what your request is about, so be extra careful here and make sure the information you’re citing here matches the description on your credit report dispute form.5. Send your dispute to the credit bureau(s)In order to learn how to dispute a credit report and win, you’ll likely want to include as much information as possible to support your case. That said, you’ll need to include some items in addition to your dispute claim and your credit report. Depending on what type of things you want to dispute on your credit report, your case may require different documents. For example, if you are trying to remove a closed credit card account from your score, you might include a record of the closed account with your documents. If you want to dispute a collection amount, you should provide proof of the settled debt or a receipt that shows you made the required payments.Once you have all of your documents put together, there are a few ways you can approach the dispute process:Online: For many, the easiest way to go through the dispute process is by simply uploading your dispute and relative documents online (you can use the links referenced above to do so).
If you’re like me, the upcoming holiday season brings with it a mix of excitement and dread. While you might love the spirit of Christmas — holiday jingles, festive gatherings with those near and dear to you, the aroma of… Full Story,A few months ago, I was hanging out with a good friend at a bar. In between rounds of drinks and amid the din and bustle, she shamefully admitted that although she had nearly $20,000 of credit card debt, she… Full Story,When I was in college, I had a bit of a spending problem. I loved to buy new clothes, go out to eat and go to concerts. Even though I tried to budget, I always wound up overspending. The one… Full Story,If you’re in the market for a TV upgrade, retail price tags can be daunting. Here are some foolproof methods to shave down the cost – so you can enjoy the golden age of television in 4K, 65-inch, HDR-compatible splendor.Full Story,Your checking account is held at a bank or credit union that allows withdrawals, deposits, and payments. The money in a checking account is liquid—meaning you can retrieve it or spend it immediately. Many checking accounts are free and are… Full Story,Saving more money is one of those big goals that a lot of people have, but get stuck. I know this because we use to be right there too. The year would fly by and we were nowhere near our goal…. Full Story,Cutting the cord is easier than ever – unless you’re a sports fan. Even as the major sports organizations reluctantly shift away from an outdated broadcasting model, it’s still hard to catch all the action without a cable subscription. But… Full Story,Table of Contents Jobs to Keep You Teaching Jobs Online and On Apps Jobs to Get You Outside Miscellaneous Part-Time Work Additional Resources Being a teacher is one of the most essential jobs there is. Educators are the ones that… Full Story,Taking care of aging parents is an inevitable part of life, and it’s not always easy. We watch the people who raised us slowly slip away, and we want to do everything in our power to give them the best… Full Story,Managing your savings is a skill developed over time. As with all things, it’s always best to start small. What exactly is saving? A savings account and the act of saving are not quite the same. Saving — the verb… Full Story
Email Design Originally published Jul 11, 2011 5:00:00 PM, updated July 11 2013 Don’t forget to share this post! AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to Email AppEmail AppShare to LinkedInLinkedInShare to MessengerMessengerShare to SlackSlack 3 Awesome Emails to Increase Customer Retention 1. The Useful Reminder – About 5 months ago, in a brief moment of athletic motivation and wonder, I bought a Groupon for discount passes to a local gym. I have not looked at them since. Today, Groupon reminded me about my unused passes (and general laziness) and encouraged me not to let them go to waste. Companies like Alice.com take this a step further. Clued into the shopping cycles of busy households, Alice.com is an online source for products like soap, cleaning supplies, batteries and other home essentials. The site enables you to set up alerts for products that frequently run out. Blogger Connie, a “nearly-50-year-old” mom, writes about her experience with these reminders over on her blog . Below is a view of the alert tool and sample email listing the products that Connie is about to run out of.My only critique of the email reminder is that the products are listed as “overdue.” Be careful not to make your reminders a negative experience by adding any pressure or pinning any blame on the consumer. “Up for renewal” might be a better approach. The most important part of the useful reminder email is that it is USEFUL. Emails reminding customers to come back to the website or shop again without any behavioral or environmental trigger are no better than blanket mass emails. Email me about yet another sale when I’m not ready to buy, and you will likely be ignored. Remind me that I’m about to run out of toilet paper and give me a coupon, and I’ll be right over. 2. The Sincere Thank You – Customers have a tremendous number of options when it comes to selecting the companies with which they want to do business. According to a much-cited report by Frederick Reichheld of Bain & Company, acquiring a new customer can cost six to seven times more than retaining an existing customer. Showing the customer you’re glad to have them is not a new practice. More and more, however, “customer appreciation days” won’t cut it. Keep customers engaged by periodically sending them personalized emails that reflect their experiences with your brand and the channels they most often use. Thank them on days that are specific to them — a one year anniversary as a customer, a birthday — or surprise them with a targeted thank you and offer when they are least expecting it. 3. The Social Media High-Five – Sites using social tools to build community among users have one of the most effective tools available for keeping users engaged. It’s nearly impossible to ignore that “you’ve been tagged” notification. But even the most active of social media pages can’t keep up retention without the use of targeted emails. In a post earlier this summer, VC Fred Wilson explored this interconnectedness of email and social media, writing: “I’ve always thought that photo tagging was the killer feature and that photo sharing is Facebook’s primary utility. I’ve said that on more than a few occasions. But there’s another piece to this that you cannot leave out. That is the email you get that tells you that someone has tagged you and brings you back to Facebook.” As you assess your site, think of ways to integrate social features and provide email updates that will keep your audience interested and coming back.This is a starter list. I’d love to hear about other retention strategies you have tried –either in email or through other means. Leave your ideas in comments below. The more creative the better. Photo Credit: Esparta Topics: