Dean Hamer finally feels vindicated. More than 20 years ago, in a study that triggered both scientific and cultural controversy, the molecular biologist offered the first direct evidence of a “gay gene,” by identifying a stretch on the X chromosome likely associated with homosexuality. But several subsequent studies called his finding into question. Now the largest independent replication effort so far, looking at 409 pairs of gay brothers, fingers the same region on the X. “When you first find something out of the entire genome, you’re always wondering if it was just by chance,” says Hamer, who asserts that new research “clarifies the matter absolutely.”But not everyone finds the results convincing. And the kind of DNA analysis used, known as a genetic linkage study, has largely been superseded by other techniques. Due to the limitations of this approach, the new work also fails to provide what behavioral geneticists really crave: specific genes that might underlie homosexuality.Few scientists have ventured into this line of research. When the genetics of being gay comes up at scientific meetings, “sometimes even behavioral geneticists kind of wrinkle up their noses,” says Kenneth Kendler, a psychiatric geneticist at Virginia Commonwealth University in Richmond. That’s partially because the science itself is so complex. Studies comparing identical and fraternal twins suggest there is some heritable component to homosexuality, but no one believes that a single gene or genes can make a person gay. 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In 1993, Hamer, then at the U.S. National Institutes of Health (NIH) in Bethesda, Maryland, published the first of these studies, suggesting that a specific stretch of the X chromosome called Xq28 holds a gene or genes that predispose a man to being gay.The finding made some evolutionary sense. An X-linked gene for homosexuality has long been proposed as a way to explain how the trait persists in the population even though gay men tend to have fewer offspring: The gene could increase fertility in females, who would have two “chances” to inherit it.Many researchers were skeptical that an analysis of only 38 pairs of gay brothers was reliable, and several other groups failed to replicate the results. “In my circles, it was seen as ‘Oh, another false-positive finding,’ ” Kendler says. “Findings in this general area of human behavioral genetics were at that time really plagued by concerns about replicability.”The paper also ignited social debate: Some speculated that a genetic test for homosexuality would lead to more discrimination, while others attacked the premise that being gay has a biological basis. “For a long while, if you Googled my name, you would find right-wing religious webpages saying that I was a liar,” says Hamer, who formally retired from NIH in 2011.J. Michael Bailey, a psychologist at Northwestern University in Evanston, Illinois, wanted to put questions about Xq28 to rest. “I thought that Dean did a fine but small study,” he says. “If I had to bet, I would have bet against our being able to replicate it.” In 2004, he began to recruit families with at least two gay male siblings for a genetic linkage analysis, which searches for regions of DNA consistently shared between people with a common trait.When Bailey and his colleagues analyzed the DNA of the 409 pairs of brothers they had recruited, they were surprised to see linkages on both Xq28 and a region of chromosome 8, which Hamer had also previously suggested held genes related to sexuality.The work, published online today in Psychological Medicine, took longer to come to light than many expected. After more than 7 years chipping away at the analysis between other projects, Bailey and psychiatrist Alan Sanders of NorthShore University HealthSystem Research Institute in Evanston, who led the investigation, began to discuss their findings at meetings. But it would be nearly 2 more years to publication, and Sanders acknowledges that at least one journal rejected the work.In the meantime, the genetic linkage technique has largely been replaced with genome-wide association (GWA) studies. A linkage study identifies only broad regions containing dozens or even hundreds of genes, whereas GWA studies often allow the association of a specific gene with a certain trait in the population. That approach would be preferable, but a linkage study was the only way to directly replicate Hamer’s work, Sanders says.Kendler, who is an editor at Psychological Medicine, says it was somewhat surprising to get the submission from Sanders and Bailey’s team using the older technique. “Seeing linkage studies in this world of GWAs is rare,” he says, but he maintains that the study “really moves the field along.”Neil Risch, a geneticist at the University of California, San Francisco, disagrees. The paper does little to clear up question about Xq28, he says. Risch collaborated on a 1999 study that found no linkage at that region and says that more recent evidence casts further doubt. He also says the two linkages reported in the new work are not statistically significant.Sanders admits that although the strongest linkage he identified on chromosome 8, using an isolated genetic marker, clears the threshold for significance, the Xq28 linkage does not. But he says both cases are bolstered by (also less-than-significant) data from neighboring markers, which appear to be shared at higher rates between pairs of brothers. “The convergence of the evidence pointed towards” Xq28 and chromosome 8, he asserts.Bailey and Sanders may soon have more data to back their claim—or refute it. They’re now working on a GWA study, which includes genetic data from the just-published work plus DNA samples from more than 1000 additional gay men. Based on the results published today, “it looks promising for there being genes in both of these regions,” Bailey says, “but until somebody finds a gene, we don’t know.”
aitadavis cupIndiaITF First Published: November 11, 2019, 10:09 PM IST New Delhi: The national tennis federation on Monday maintained that security concerns remain in Pakistan after the world governing body ITF sought a fresh response from India following Pakistan’s appeal against shifting of the Davis Cup tie to a neutral venue.The cloud of uncertainty continued to hover over the venue for the November 29-30 tie, which was shifted out of Islamabad by the International Tennis Federation (ITF) on security grounds. The ITF had taken the decision on November 4, paying heed to All India Tennis Federation’s repeated requests for a neutral venue, which prompted the Pakistan Tennis Federation to challenge the move. In response, the ITF reached out to AITA on Monday.An independent tribunal of the ITF will now deliberate upon the appeal and make a final decision by November 18.”The ITF has sought our response on Pakistan’s appeal. Our stand has not changed. We still feel that security concerns remain in Pakistan for our players and neutral venue is a better option. We will convey this to the ITF on Tuesday. ITF will let us know a final decision by November 18,” AITA secretary Hironmoy Chatterjee told PTI.The PTF believes that the peaceful opening of the Kartarpur corridor on Saturday is a clear indicator that it is safe to host the Indian tennis team in Islamabad despite diplomatic tensions between the two nations.PTF President Salim Saifullah Khan has said they will explore other options in case the ITF rejects their appeal.”We may tell the ITF that we’ll not nominate the neutral venue. We’ll request it to ask AITA to choose where its outfit wants to play,” Saifullah said.If the ITF decision comes on November 18, the AITA will face practical difficulties in making travel arrangements, including procuring visas, within four days.AITA would like to send its players at least five days before the tie to acclimatise to the conditions which means the selected ones must reach the venue by November 25.The development further delays the selection of the Indian squad since confusion remains as to who will play the tie.The top players who had refused to travel to Pakistan, made themselves available for selection after the tie was moved to a neutral venue.If the ITF takes the tie back to Islamabad, top players such as Ramkumar Ramanathan, Sumit Nagal, Sasi Mukund and Rohan Bopanna may again pull out.The second-string players who were ready to play in Pakistan still don’t know if they will be picked if the tie is played at a neutral venue.Bopanna, who had lashed out at AITA for removing Mahesh Bhupathi as captain without consulting the players, has confirmed his availability after some convincing from new captain Rohit Rajpal.”Rajpal has urged the players to put nation first, leaving behind the bitterness of the past. Bopanna has sent his availability by mail. He would not have any issue if he is paired with Paes, if the tie is played on neutral venue,” said an AITA source.”Sasi Mukund has also sent confirmatory mail to the federation,” added the source.Ramkumar and Nagal had earlier confirmed their availability for the tie, having pulled out of the matches initially due to security concerns in Pakistan. Get the best of News18 delivered to your inbox – subscribe to News18 Daybreak. Follow News18.com on Twitter, Instagram, Facebook, Telegram, TikTok and on YouTube, and stay in the know with what’s happening in the world around you – in real time.
Many articles focus job seekers in on specific aspects of their resume such as spelling, punctuation and keywords. While these three elements are important, if they become the central focus, your resume efforts could be derailed.Of course, a misspelled or improperly punctuated word, or a typo, can look bad, and can possibly eliminate you from the running. Several such errors likely will send your resume to the circular file. But there are other errors that create an equally sloppy, inattentive career portrait.1. Research Should Trump KeywordsThe most impactful of those errors is lack of research when writing your resume. Researching a company’s needs, understanding as best as you possibly can what they are looking for in a candidate, and then responding to those requirements, is at the core of a resume that resonates. Beyond that, it is also researching and understanding the needs of the person to whom you will be reporting to in your new job.The problem is that many candidates will research a company a little bit, identify keywords and phrases that jump out, weave those into the resume, and then beef up the content around those keywords with a few superlatives and metrics that make them feel good about their achievements.If this is what you are doing, you only are touching the tip of the research iceberg. The issue with this method of matching your resume to keywords is you inevitably become more focused on tactics than strategy. The heartbeat of a resume is fed by more complex arteries and capillaries than whether you use the keywords, “People Skills” or “Process Management” the correct number of times.2. The Resume Is PasséIn fact, as many career experts have noted, the resume is passé, really. Instead, you must write a story that inspires your reader. And by inspire, that’s not to say that you are motivating the audience to lose weight or to have a more productive day.Instead, you are convincing them that you can make their life better by taking work from their overflowing plate, fixing something broken in their department, or helping them launch a new product or service that they simply don’t have time to initiate singlehandedly.You are going to be so involved in making them more money, building new systems, hand delivering products to customers, meeting and greeting new prospects, perpetuating their reputation – whatever the case – that they can actually take a breath, while also skyrocketing their business. You will make them look better, and expand their career, without weighing down their already burdened schedule. With you on board, they may even be able to carve time for an overdue vacation with their family.Moreover, the most influential resume introduces you as the humble, yet strong partner that you are who is ready—and excited—to join forces with your new boss. This type of resume excites the hiring decision maker and provides hope for his better future, enabling him to envision a glimpse of work-life balance.3. Your Resume Is Not About YouYou see, your resume really is all about them. While it’s wonderful how you can also use the platform to revive and honor your achievements, you must be cognizant how you are articulating those accomplishments, so the reader feels taken care of versus the other way around.Birthing a well-researched, emotive, yet pragmatic resume that will be read, admired and acted upon is not a one-two punch. In fact, describing the how is fodder for a follow-up post. Until then, the following before and after headline for a new grad applying for a sports management role provides a glimpse into capably communicating a more influential story.Before :: TacticalNew Grad with Parks Recreation Management Degree Seeking a Sports Management PositionAfter :: StrategicPursing a Career in Sports ManagementNot Only Do I Love Sports, But I Know the Rules and Am Trained to Officiate. I am Motivated to Work Hard and Prove Myself as a Valuable Company Asset.
Many people have set finding a new job as one of their top goals in 2016. But before the job search and talent recruiting really heats up, Glassdoor is revealing 5 Job Trends to Watch in 2016, identifying key factors that will impact how people find jobs and how employers will recruit this year. According to a recent survey conducted online by Harris Poll on behalf of Glassdoor, 45% of people say they are currently job searching or plan to search for a job in 2016.1 This suggests it could be a year filled with many people on the move and in new jobs. Here’s what job seekers and employers will want to consider in 2016:1. Job Seekers Will Do More Research The way people search for and find jobs has changed, and will continue to evolve this year. People now expect to easily find and have access to more information about a potential employer – the same way they expect to find information online to help them decide where to eat out, buy a product, or even where to go on a trip. In fact, more than three in four (77%) people say they value reviews and ratings from employees at a company, when making a job decision.1 Job seekers have made it clear – They want information from both employees and the employer to make the best job decision possible and will actively be seeking out this information. To help, Glassdoor just launched our new job search experience, allowing job seekers to quickly and easily browse multiple listings in one window, while also allowing them to research companies, see company reviews and ratings, salary data and more all within the job listing itself. This improves on the old way of finding a job, and then researching what it’s really like to work there – Rather, these two processes are married together in one experience, helping people determine if a job or company is the right fit for them faster.2. Employers Offering Transparency Will Have the Recruiting EdgeBecause most people (77%) today value reviews and ratings from employees when making a job decision, employers who embrace and promote workplace transparency will have a recruiting advantage. Most people don’t expect any company to be perfect, but when information is hidden, it can be a red flag. Employers who are up front with job candidates about what’s working well and what needs improvement within their organizations are likely to see a boost in higher quality candidates applying to their open jobs. At Glassdoor, we’re already seeing this – It typically takes half as many resumes for a company to find a hire through Glassdoor than through traditional job boards, at a fraction of the cost, according to third-party recruitment agency data.2 With our new job search experience, it creates an even more effective recruiting pipeline for employers.3. Equal Pay will Take Center StageOver the past year, the debate over equal pay for equal work made headlines around the world. This will likely heat up even more in 2016. Considering that nearly seven in ten (68%) people say that salary and compensation is among their top considerations before accepting a job 1, we can expect more attention on salaries and equal pay this year. Job seekers will likely be researching salaries and fair market value even more before applying to jobs and preparing questions to ask about salary structure and pay increases during job interviews. In turn, this means employers should already be re-evaluating their compensation plans, and clearly communicating with employees and prospective talent about how salaries and pay raises are determined.4. Benefits and Perks Will Matter MoreBenefits and perks will continue to play a big role in the job search and recruiting game in 2016, especially with nearly three in five (57%) people reporting benefits and perks being among their top considerations before accepting a job.1 In 2015, we saw several employers beef up their employee perks, increasing the stakes when it comes to making their company an attractive place to work. For example, we saw Netflix announce that it added unlimited employee maternity and paternity leave for the first year after a child’s birth or adoption. Airbnb gives employees an annual stipend of $2,000 a year to travel anywhere in the world, while Asana employees have access to executive and life coaching services outside of the company, and Zillow allows employees who are traveling to ship their breast milk home for free. It’s likely that more employers will follow suit by adding benefits and perks that matter most for their specific workforce this year. What new perks will hit in 2016? Time will tell, but it’s likely they will continue to help make employees’ lives easier in and out of work, especially those with families.5. Job Searching on Mobile Devices Will Only Increase Already, more than half (54%) of Glassdoor’s visits each month come from a mobile device3, underscoring the impact mobile devices are having on the job search and recruiting process. Thanks to technology, we can expect even more people in 2016 to use their mobile devices to search for jobs – allowing them access to the latest job listings from anywhere, anytime.Ready to find a new job? Start your job search today.Download the Glassdoor mobile app to search jobs and research companies on-the-go.Employers: Want to learn more about how to embrace workplace transparency and engage with job seekers? Sign up for a Free Employer Account.1 This survey was conducted online within the United States by Harris Poll on behalf of Glassdoor from December 21-23, 2015 among 2,031 adults ages 18 and older. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For complete survey methodology, including weighting variables, please contact firstname.lastname@example.org. 2 Brandon Hall Group Report: Understanding the Impact of Employer Brand, November20143 Google Analytics, Q3 2015 monthly average
America’s labor market in 2016 was one of the healthiest in a generation, with rising pay, record numbers of unfilled jobs and historically low unemployment. However, it’s also a time of great uncertainty, with technology and automation changing the way we work forever.At Glassdoor, our economic research group has a unique perspective on the labor market, with access to millions of real-time job listings, salaries and company reviews that help us keep a pulse on what’s happening today in hiring, pay and the broader labor market.In this study, we highlight five big labor market trends our experts saw unfolding during 2016, and five big changes in the job market they predict will reshape work and hiring in 2017 and beyond, including:Why every employer is hiring tech roles.Pay gains finally showing up for America’s workers.Why employers are struggling to hire key roles.How HR is being transformed by data science.Automating and the changing workplace.Rethinking flashy perks and benefits.A growing push for pay transparency from the federal government.Finally making progress on America’s gender pay gap.Realizing the limits of the “gig economy.”To learn more, read the full report and see our press release.
9. Financial Reporting ManagerLocation: Pleasanton, CAWhat You’ll Do: “Manage the worldwide Financial Reporting Controls process, supporting the cross functional process and sub-process owners (domestic and international) through process changes, completion of quarterly self-assessments and successful year-end external audits (40%). Lead select change management initiatives, such as system implementations, ensuring that sound financial controls are built into process changes and key business initiatives (20%). Provide global support and leadership on internal controls (20%). Manage a Senior Financial Analyst, including coaching and career development activities (10%). Identify and implement effort reduction projects as part of Agile initiatives (10%).” Apply Now 5. Real Estate AnalystLocation: Pleasanton, CAWhat You’ll Do: “Own the monthly rent roll process by reviewing and processing payment submission by 3rd party lease administrator. Review annual landlord reconciliation statements and calculations. Work with landlord to resolve issues. Research and interpret various contractual provisions to ensure the Company understands its rights under lease agreements. Be the main point of contact for rent and operating cost questions, budget preparation, and variance analysis. Partner with accounting as the Real Estate lead for implementing new lease accounting requirements. Responsible for managing and holding accountable 3rd party vendor.” Apply Now 3. Cost Savings Analyst – CCEMLocation: Alpharetta, GAWhat You’ll Do: “Supports the companies cost savings efforts for current fiscal year. Responsible for developing recommendations for budget and ongoing forecasts by Strategic Business Unit (SBU)/ Performance Management Unit (PMU). Works with team to ensure sufficient cost savings projects to meet goals. Effectively communicates gaps and opportunities to key stakeholders.”Apply Now 2. Project ManagerLocation: Richmond, London, England What You’ll Do: “Leads, in small and medium complexity projects, cross-functional teams (i.e., marketing, sales, engineering, R&D product development, marketing research, and others as needed). Delivers ‘RR’s and CG’ projects (time constrained, medium complexity, share gaining) for new products and/or cost savings. Acts as primary liaison between general management leadership teams and project teams. Leads projects from initiation (charter) through technical transfer. Organizes the cross-functional activities to ensure completion of the project/product on schedule on budget and within charter constraints.”Apply Now When people look for new jobs, there are often a few main factors they take into account: salary increases, job title, company culture, and more. But one thing you may not have considered — yet absolutely should — is the quality of senior leadership. According to Glassdoor research, senior leadership is the second top predictor of employee satisfaction, carrying even more weight when it comes to overall happiness than compensation and benefits or work-life balance. Given this, if you’re looking for a job that you’ll truly love, looking at companies on Glassdoor’s Highest Rated CEOs list is a great place to start. Fortunately, it just so happens that the company with the #1 Highest Rated CEO for 2017, Clorox, has plenty of open positions to go around. Want to go to a company where an excellent company culture starts from the very top? Take a look at some of the many positions they have available. 1. Corporate Counsel, LitigationLocation: Oakland, CAWhat You’ll Do: “Reporting to a Vice President – Associate General Counsel, this role is responsible for managing a variety of U.S. civil litigation matters, including product liability, premises liability, commercial disputes, and intellectual property. The role also will handle various types of investigations, including regulatory and other governmental inquiries.”Apply Now 4. Consumer Insights Manager – Brand/ShopperLocation: Oakland, CAWhat You’ll Do: “The Global Insights Manager for the Laundry neighborhood of the Cleaning Studio is responsible for representing the consumer and guiding the organization on the right thing to do for that consumer. The role will include bringing to life consumer insights for the base businesses, completing foundational consumer understanding, being a strategic though partner, and helping to strengthen consumer presence in all business activities at Clorox.”Apply Now 8. Region Sales ManagerLocation: MassachusettsWhat You’ll Do: “Sales execution to assigned Northeast Region Customers for Home Care and Laundry brands. Management of Acosta Sales and Marketing as broker sales agent for all assigned customers. Development of Clorox sales plans based on category AMPS expectations and guidelines. Customer development and Buyer relationship management. Execution of Clorox trade funds systems and management of fund spending.”Apply Now Are these jobs not quite the right fit for you? Don’t sweat it — Clorox has dozens more open positions, which you can find below. Good luck, and happy job hunting!Browse All Open Clorox Company Roles! 7. Scientist II – Global Stewardship Regulatory Compliance Business PartnerLocation: Pleasanton, CAWhat You’ll Do: “The Regulatory Compliance Business Partner is a member of a team responsible for providing regulatory guidance and input in partnership with the Specialty businesses. The individual in this role will ensure an understanding of the business objectives and strategic plans for assigned products and projects and will seek to ensure business needs are met as part of a multi-functional team. The individual will have responsibility for coordinating all aspects of product compliance and safety for assigned projects and coordinate with subject matter experts, as needed.” Apply Now 10. Brand ManagerLocation: Richmond, London, EnglandWhat You’ll Do: “As the Brand Manager, you will develop and execute marketing strategy and demand creation initiatives. Constantly bringing new ideas to the table, you will take ownership of the core categories, including Lip Balm and Lip Colour. Specifically, you will: Lead cross-functional teams to implement both short and long-term brand marketing strategies. Exceed customer expectations by delivering a superior online experience. Accelerate the brand’s growth within Europe. Partner with agencies to design and implement the local communication, advertising, PR and social marketing plans across online and offline consumer touch points. Participate in the financial planning process.” Apply Now 6. National Account Executive – WholesaleLocation: Sydney, AustraliaWhat You’ll Do: “Reporting to the National Wholesale Business Manager, you will enjoy developing sales plans & coordinating marketing strategies for wholesale customers including Metcash, Costco and Aldi. You’ll develop and maintain sales relationships with major customers while evaluating & assisting the team in developing strategies, solutions and opportunities. This is a role that allows you to work in a flexible, autonomous manner, make an impact, and works across the Chux©, Glad©, Handy Andy©, and Gumption© portfolios with either State and/or National customers.”Apply Now
4.7★ 23 hours ago 23h Member Service Supervisor (MSS) BJ’s Wholesale Club Quincy, MA Rehab Director RehabVisions Socorro, NM Part-time Evening Associate Crew Carwash Avon, IN 3.6★ 3.4★ CERTIFIED NURSING ASSISTANT (CNA) OR STUDENT NURSING ASSISTANT (SNA) Blessing Health System Quincy, IL 2.4★ 23 hours ago 23h CNA – Certified Nursing Assistant Life Care Centers of America Fort Worth, TX 3.8★ 23 hours ago 23h 3.0★ 4.8★ 2.8★ 3.2★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h RN – Soin Medical Center – ICU – Full Time – Nights – **$12,500 Sign-On Bonus Kettering Health Network Beavercreek, OH Lead Software Development Consultant Stride Consulting New York, NY 23 hours ago 23h Cardiologist HCA Healthcare Draper, UT 23 hours ago 23h Dear Employers, We are thrilled to discuss a future with your organization. We are willing to be open and transparent. We understand that sharing information may help us discover a fit that advances both of our agendas. Like you, we want that. But why are you so eager to learn about our past compensation? How is what we earned at another company doing a different job relevant to our candidacy now? When we started doing that job, we had less experience than we do now. Not just relevant professional experience, but we were also younger professionals when we nailed down the particulars of that deal. We’ve grown. If you become our employer, you will reap the benefits of our professional evolution. We expect to be compensated for our skills plus the professional prowess and maturity we’ve cultivated. The professional world, too, has evolved since we’ve been off the market. Conversations that now dominate the landscape were less prevalent in years past. The salary history that you request may reflect a disparity: the female candidates among us may have been earning 76 cents, 60 cents or 55 cents for every dollar our white male colleagues make. Undoubtedly, you don’t want our relationship to begin by perpetuating this injustice. Let’s start a fresh salary conversation, based on the skills and experience we have now and what the current market looks like. We want to be able to count on you to pay us what we’re worth rather than angling to score a deal on us. Can we please talk about that? Put some of your skin in the game It would help if you would share your range for this position. This way, all the disclosures don’t have to come from our side. Many employers request salary histories and expectations, often upfront. While we want to be compliant, we clearly recognize that you’re asking us to tip our hands. You say you need this info to confirm that we’re in range, but if you share your range in the job post, we would all be on the same page from the start. HR guru and Forbes contributor Liz Ryan reflects: “Most job ads don’t include a salary range because employers want to keep the salary range private. It gives them a negotiating advantage when they do. . . It is unprofessional and immoral to ask job-seekers to supply their salary details and/or salary history but to keep your approved salary range confidential.” Please don’t start our relationship by angling to get the upper hand so that you can score our talent and loyalty at bargain prices. No future perk, prize or wellness program that you dream up can undo what that says about the questionable culture you’re trying to entice us into. Let’s talk market value Josh Doody, author of Fearless Salary Negotiation describes efforts to get us to disclose our salary histories: “It’s a salary negotiation tactic disguised as a gatekeeper-type interview question.” Liz Ryan warns us: “You lose most of your negotiating leverage when you give up your old salary, but sitting in the hot seat as a job seeker, you feel that you have no choice but to do that.” Can we start from a better place than this? Glassdoor provides the Know your Worth personalized salary estimator which generates our refreshed value in the current market. The tool calculates “specific work-related attributes and factors relating to each person: current job title, base salary, employer, work location, industry, typical job transitions, years of relevant experience, and the current state of the local job market.”This way, if our pay was below market value at our last job, we have the information we need to amend that in future salaries we negotiate for ourselves. Requesting our salary histories is becoming illegalNew York City, New Orleans and Philadelphia and the state of Massachusetts are among the first localities limiting potential employers’ access to this information about candidates, but many more are slated to follow suit. You don’t want to be the employer that makes a potentially illegal move. You want to be trailblazer that says, “we stopped doing that years ago because we were concerned that it was unfair to our employees.” A successful professional culture champions its citizens, and in so doing it earns their loyalty. Isn’t that the kind of employer you want to be? Sincerely,Job Seekers and Candidates EverywhereBrowse Open Jobs Chili’s – Cook Star Concessions Dallas, TX 4.3★ Line Cooks Red Robin Hurst, TX 23 hours ago 23h
GoogleUnusual Perk: Death benefits. No one wants to think about this benefit, but it’s valuable if you ever need it: Google gives the surviving spouse or partner of a deceased employee 50 percent of his or her salary for the following 10 years after his or her death. Overall Benefits Rating: 4.6What Employees Say: “The perks are amazing. Yes, free breakfast, lunch, and dinner every weekday. Amazing holiday parties—at Waldorf Astoria, NY Public Library, MoMA, etc.—overnight ski trips to Vermont; overnight nature trips to the Poconos in the summer. I don’t see this going away unless the company starts hurting financially.” —Current Employee Available Jobs at Facebook Available Jobs at Goldman Sachs Services LLC Available Jobs at Google Senior Account Manager Portugal Salesforce Madrid Bain & Co. Unusual Perk: Global soccer tournaments. If you want to play soccer, you can at Bain & Co., where more than 1,000 employees (on average) participate in its global soccer tournaments each year. Last year’s tournament was in Brussels, while this year’s is in L.A. Overall Benefits Rating: 4.7What Employees Say: “Bain has the best culture of any organization I’ve ever been a part of. I come to work every day feeling excited about interacting with my colleagues. The work is fast paced and engaging and we deliver real value to our clients. Pay is excellent. Travel has been less than I expected when I applied.” —Current Employee Software Engineer, PhD University Graduate, Machine Learning Google Mountain View, CA Available Jobs at Spotify Executive Recruiter, Leadership Staffing Google Mountain View, CA 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 4.0★ 23 hours ago 23h Application Developer – Digital Upskilling – Senior Associate PwC San Jose, CA 4.3★ PwCUnusual Perk: Student-loan debt reimbursement. People with student loan debt know those bills can be crushing. But for PwC employees, the load is a little lighter. PWC’s Student Loan Paydown (SLP) will pay $1,200 a year towards an associate’s or senior associate’s loans. “Over time, this may help reduce student loan principal and interest obligation by as much as $10,000, and shorten your loan payoff period by up to three years.”Overall Benefits Rating: 4.0What Employees Say: “The career opportunities, young and vibrant culture, internal support, and international presence is among the top pros of working for PwC.” —Current Employee 23 hours ago 23h 3.8★ Software Engineer, PhD Intern/Co-op (Machine Learning) Facebook Tel Aviv-Yafo Engineering Manager, Data Access Platform Netflix, Inc. Los Gatos, CA When it comes down to whether to apply for or accept a job, the benefits offered are pretty darn important. (In fact, Glassdoor users have said they want benefits or perks more than they want a raise.) But how do you know what a company’s putting on the table before the interview? You use Glassdoor—and this handy guide of 13 companies offering cool perks. Our personal fave? Airbnb’s travel credit, which employees can use to book this Malibu Airstream getaway. ReebokUnusual Perk: Free fitness classes. Reebok is an athletic wear company, after all. Employees here can snag free classes at its on-site gym and Crossfit Box any time of day. Overall Benefits Rating: 4.1What Employees Say: “ Company culture is incredible. You are able to work around people with similar passions each and everyday.” —Former Employee [Freelance] Experiences Ambassador – Seoul Airbnb Seoul Custodial (Clean-Up) Associate In-N-Out Burger Scottsdale, AZ 23 hours ago 23h [Freelance] Experiences Ambassador – Oslo Airbnb Oslo Available Jobs at In-N-Out Burger 4.3★ 3.9★ 23 hours ago 23h 4.3★ See more jobs at Bain & Company, Inc 23 hours ago 23h 4.3★ Account Executive, Enterprise Sales Salesforce Tokyo SpotifyUnusual Perk: Egg freezing. More and more people are delaying pregnancy, and Spotify has caught on. The company covers the cost of egg freezing and fertility assistance to workers. Overall Benefits Rating: 4.4What Employees Say: “ Passionate and inspiring people, great benefits, endless opportunities to take on additional projects or get involved in an area you’re interested in.” —Current Employee 4.4★ User Researcher – Core Experience Spotify Stockholm 3.8★ 23 hours ago 23h Assistant Manager – Digital Media American Express Sydney 23 hours ago 23h 4.3★ 3.9★ FacebookUnusual Perk: Free intern housing. We all know interns are (usually) hurting for money, so that’s one reason why this perk is so appealing. All of Facebook’s interns have the chance to receive free housing—plus shuttles to and from work so they don’t have to pay for gas. Overall Benefits Rating: 4.7What Employees Say: “Incredible benefits. Excellent compensation that rewards strong performance. Lots of autonomy. Tons of room for growth. Very transparent from the top down. Strong leadership. Intelligent and caring colleagues. The most fair and well thought out review process you will find everywhere. Exciting work.” —Current Employee 4.4★ See more jobs at Spotify 3.9★ 23 hours ago 23h Senior UI Engineer, Experimentation Platform Netflix, Inc. Los Gatos, CA 3.8★ Meat Department Maintenance Technician (Day Shift) In-N-Out Burger Baldwin Park, CA Senior Staff Enterprise Security Architect Spotify Stockholm 23 hours ago 23h 23 hours ago 23h Available Jobs at PwC In-N-Out Burger Unusual Perk: Free burgers. There’s no reason to pay for lunch if you work at In-n-Out Burger. Its employees can enjoy a free burger, fries, and unlimited drinks during a shift. Overall Benefits Rating: 4.7What Employees Say: “You get a free burger with fries every time you work. Also, there is unlimited access to the drinks, except for the shakes.” —Current Employee 3.9★ Available Jobs at REI Store Associate In-N-Out Burger Grapevine, TX See more jobs at Netflix, Inc. 4.4★ 23 hours ago 23h Vice President Goldman Sachs Services LLC Salt Lake City, UT AirbnbUnusual Perk: Travel stipend. When you work at Airbnb, you’re bound to get some house envy. But luckily, employees here can check out the properties they post with a $2,000 stipend so that they can travel and stay in the Airbnb listing of their choice each year. Overall Benefits Rating: 4.6What Employees Say: “My team is like my family. The company is generous, mission driven, and works hard to make employees heard. Great location, motivated and sincere people. Each time I strike up a conversation with someone new, I feel like I’ve made a friend. I can be myself, quirks and all, and am embraced.” —Current Employee 23 hours ago 23h 23 hours ago 23h 3.9★ [Freelance] Experiences Ambassador – Tenerife Airbnb Santa Cruz de Tenerife 4.0★ See more jobs at REI Unavailable Bain & Company New York, NY Available Jobs at Netflix, Inc. 23 hours ago 23h Available Jobs at Salesforce Security Domain Architect REI Bellevue, WA 23 hours ago 23h Corporate Travel Counselor American Express Global Business Travel Warsaw Available Jobs at See more jobs at 23 hours ago 23h Program Manager, APAC Planning & Processes Facebook Singapore Available Jobs at Bain & Company, Inc Available Jobs at American Express 3.1★ 4.7★ 23 hours ago 23h Optical Test Engineer Lead, Platforms Infrastructure Engineering Google Sunnyvale, CA Available Jobs at Airbnb 23 hours ago 23h Security Risk Architect – Emerging Technology PwC Tampa, FL 3.6★ American ExpressUnusual Perk: Five-months of paid leave for new mothers. In the U.S., company’s aren’t required to offer paid-leave for new mothers. But American Express offers them five months off at their full pay, making this perk pretty darn unusual but outstanding. Overall Benefits Rating: 4.0What Employees Say: “I love the positive minded environment that the company strives to keep for their employees. The company offers great incentives such a Healthy Living, work life balance, on-site nurse, and more.” —Current Employee 4.4★ 4.7★ 3.9★ 23 hours ago 23h Team Leader Commercial Credit France H/F American Express Paris ServiceNow – Senior Associate PwC San Antonio, TX 23 hours ago 23h 3.8★ 3.6★ Senior User Researcher – Platform & Partner Experiences Spotify Stockholm 23 hours ago 23h Manager IT Service Operations REI Bellevue, WA 23 hours ago 23h NetflixUnusual Perk: Unlimited vacation time. Yep, you read that right. Netflix allows employees to choose how many days they take off each year, whether that’s two weeks or two months. Overall Benefits Rating: 4.3What Employees Say: “Excellent culture, freedom to learn and to work on exciting projects. Great compensation package. The company treats their employees well and shows their appreciation for the hard work that makes Netflix great.” —Current Employee Master Bicycle Technician/Mechanic REI Tustin, CA 23 hours ago 23h See more jobs at Salesforce Marketing Cloud Solution Engineer Salesforce Tokyo Top 20 Employee Benefits & Perks for 2017 3.8★ SalesforceUnusual Perk: Paid time off for volunteering. When you do good, Salesforce rewards you. The company offers its employees six paid days off each year to do volunteer work. Plus, the company gives its employees $1,000 each year to donate the cause of their choice. Overall Benefits Rating: 4.6What Employees Say: “ Management on all levels care about employee success. Great benefits. Cool offices. Solid training program. Products that actually work.” —Current Employee 23 hours ago 23h 3.6★ See more jobs at American Express 4.4★ 23 hours ago 23h See more jobs at Airbnb Recruiting Sourcer Facebook Seoul 23 hours ago 23h 3.9★ See more jobs at Goldman Sachs Services LLC 23 hours ago 23h Senior Specialist, Automation Bain & Company, Inc Dallas, TX See more jobs at PwC 23 hours ago 23h See more jobs at In-N-Out Burger See more jobs at Facebook 4.7★ Business Development Manager, CX Domain Bain & Company Dallas, TX 4.4★ 4.3★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Goldman SachsUnusual Perk: Gender reassignment surgery. For employees who desire gender reassignment survey, Goldman Sachs will pay for it for them. The company has offered this perk since 2008. Overall Benefits Rating: 4.2What Employees Say: “Many leadership and career opportunities. GS had a team-oriented culture, which I found very productive and supportive. It enabled me to grow in my field as well as a leader. Benefits were very, [including] unlimited sick leave, long vacations, [and] great health plans.” —Former Employee 3.9★ 3.9★ Associate Goldman Sachs Services LLC Jersey City, NJ See more jobs at Google Associate #RSK Goldman Sachs Salt Lake City, UT Senior Data Engineer, Marketing and External Data Systems Netflix, Inc. Los Gatos, CA 3.8★ 23 hours ago 23h REIUnusual Perk: “Yay” days. “Yay” days, as REI calls them, are two paid days off each year in which employees can get outside, off the clock, and enjoy an activity of their choice. Overall Benefits Rating: 4.1What Employees Say: “Great Co-Op ethics. Fun and inspiring. The very best HR program I have ever worked under: salary reviews, reporting issues and resolving problems. Health care option for PT employees extremely rare in this marketplace, and most appreciated.” —Former Employee
Southampton are targeting Middlesbrough defender Ben Gibson.Saints want Middlesbrough’s Gibson as a replacement for Virgil van Dijk, says The Sun.According to reports, the Saints have identified the 24-year-old as the ideal man to fill the expected void left by the Dutchman.Gibson has now jetted off on holiday as he decides on what his future holds.Southampton, who sacked manager Claude Puel on Wednesday, are searching for defensive reinforcements.
Nemanja Matic’s future at Chelsea remains unclear.The midfielder is still to settle on new terms with Chelsea, despite their attempts to open new contract talks.The Daily Mail says Manchester United remain keen on Matic.The Serb is considering a fresh challenge this summer.And it’s been suggested a reunion with former Chelsea boss Jose Mourinho is attractive to Matic.
AS Monaco have moved to secure Kylian Mbappe to a new contract.Real Madrid, Arsenal, Liverpool and Manchester City have all made offers for the France international.However, Journal du Dimanche says ASM are willing to hand Mbappe a staggering 900 per cent pay-rise to convince him to stay.Currently on €20,000-a-week, ASM are offering the 18 year-old striker a new deal worth €175,000-a-week – which would give him parity with Radamel Falcao.Meanwhile, JDD is also reporting Real have tabled a new €130 million offer for Mbappe over the weekend.
Arsenal midfielder Aaron Ramsey is dreaming of winning more silverware with the Gunners last season.The Welsh midfielder scored the winning goal in the FA Cup final win over Chelsea in May to claim his third FA Cup in last four years with the North London club. He had also scored the winning goal in the extra-time win over Hull in the 2014 final.”It means a lot for us to win silverware and having something to show for your hard work,” said Ramsey. “Hopefully there will be some more next season.”I love the competition and to score another FA cup winner was a great feeling – it’s living out your childhood dreams.”It was a great feeling to win the FA Cup again. We really wanted to finish the season on a high. We gave everything on the day to make sure we left that pitch with the trophy.”I’m always trying to improve as a player and will continue to try to do that.”
Juventus have formally announced the release of Daniel Alves.The Brazil fullback is expected to join Manchester City in the coming days.”Juventus Football Club is to part company with Dani Alves after agreeing to a termination of the player’s contract,” read the statement.“Alves lifted two trophies in his single season in Turin, contributing to a third consecutive domestic league and cup double for the club before helping the team reach the UEFA Champions League final.“The Brazilian made a total of 33 appearances for the Bianconeri, having a hand in 12 goals (six goals, six assists), seven of which came in European matches.”
Posted on April 29, 2010June 21, 2017By: Lucia D’Ambruoso and David Braunholtz, IMMPACTClick 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 Maternal Health Task Force is looking to those working in maternal health to comment on the recent findings published in the Lancet that suggest a dramatic reduction in global maternal mortality.IMMPACT is a global research initiative that aims to promote better health for mothers-to-be in developing countries. Their research focus is on evaluating safe motherhood intervention strategies. IMMPACT is based at the University of Aberdeen in Aberdeen, United Kingdom.IMMPACT is an international research project tasked to clarify the complexity that characterises “what works” for maternal health in developing countries, IMMPACT (the Initiative for Maternal Mortality Programme Assessment at the University of Aberdeen) also read with great interest the recent Lancet paper that demonstrated the first ever cross- national reductions in maternal mortality (Hogan et al, 2010). Echoing Dr Sanghvi, we too hope that these estimates signal a turning point, whereby the prevailing lack of progress (and negativity) that surrounds progress in maternal health in resource-poor settings is beginning to change, and the efforts of many committed individuals and institutions are finally bearing fruit.We are also, however, cautious about the findings, and their interpretation, and await careful comparison and analysis with other forthcoming (inter-agency sponsored) global estimates to develop our understanding of the reasons for differences between these and previous (WHO et al, 2007) figures. In the meantime we feel motivated to write a brief ‘blog’ articulating our concerns regarding these, and other, estimates of maternal mortality, and their use.Specialising in the field of measurement of maternal mortality, the Immpact group has grappled with the inherent complexities and uncertainties of accurate measurement for over a decade, in many of the world’s poorest regions. Immpact is also acutely aware of the need for ‘good data’ to inform policy and planning, and to monitor progress towards wider health and development targets. It is in this sense that we make the following comments related to the recent Lancet article.We note that the uncertainty intervals for the maternal mortality ratios (MMRs) published by Hogan et al don’t include uncertainty arising from the (likely considerable) uncertainties in estimates of adult female mortality, and in estimated fertilities, upon which the MMR estimates are based. Nevertheless, the uncertainty intervals in the Hogan et al estimates are quite wide, as should be expected given the relatively small number of deaths in most of the data-sets, and due to the fact that many countries have few or no data. Considerable further uncertainty also arises from the evident (but uncertain) biases in some or all of the different methods of measurement (e.g. sisterhood method, vital registration and so on) contributing data to the estimates. We feel that research into the causes, and sizes, of biases present in current methods will be critical in reducing the uncertainty in future estimates of maternal mortality.Uncertainty in the measurement of maternal mortality is likely to be unavoidable, but uncertain information is better than no information. In terms of interpreting information, decision-makers need to be provided with the means to assess the (un)certainty of estimates. The development of good policy and planning decisions (i.e. those that will lead to improved outcomes) under uncertainty requires that the degree of uncertainty is known. Estimates without specified, and comprehensive, levels of uncertainty are not a good basis for decision-making, and are, in a sense, irresponsible in that they encourage readers to under-rate or even ignore uncertainty, and jump to unwarranted conclusions about differences or trends, quite possibly leading to poor decisions and potentially the sub-optimal allocation of scarce resources. Researchers have often not been meticulous in specifying uncertainty; there is a need for wider recognition of the importance of comprehensive descriptions of the uncertainty associated with estimates, and for the development of methods to make this feasible.ReferencesHogan MC, Foreman KJ, Naghavi M, Ahn SY, Wang M, Makela SM et al. Maternal mortality for 181 countries, 1980-2008: a systematic analysis of progress towards Millennium Development Goal 5. The Lancet In Press, Corrected Proof.World Health Organization, UNICEF, UNFPA, and the World Bank. Maternal mortality in 2005 Estimates developed by WHO, UNICEF and UNFPA. Geneva: World Health Organization, 2007Share this: ShareEmailPrint To learn more, read:
Posted on May 26, 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)Yesterday, we had the opportunity to go to the Population Council’s New York office for a Poverty, Gender and Youth Seminar with Esther Duflo from MIT. As a coauthor (along with Abhijit V. Banerjee) of the recently published Poor Economics: A Radical Rethinking of the Way to Fight Global Poverty, Duflo discussed the chapter of the book that focuses on population and family. She argued that many of the family planning and population policies internationally and at the country level are based on two assumptions, for which, the evidence is perhaps not as strong as we think. 2. Lack of access to contraceptives leads to large familiesDuflo argued that low usage of contraceptives is not necessarily an indication of a lack of access to contraceptives.3,4 She and Banerjee conclude on the topic: “Contraceptive access may make people happy by giving them a much more convenient way to control their fertility than the available alternative. But it appears to do, in itself, little to reduce fertility” (110).Duflo and Banerjee argue that some of the major causes of large families are cultural norms, the fact that children are “financial instruments” who may care for parents in old age, and a lack of agency within the family for women.Overall, the book and discussion challenge assumptions we have about the poor and how to improve the lives of the poor. While getting policies, institutions and systems right can be extremely difficult, Duflo and Banerjee identify a number of surprising interventions that can improve people’s lives. Taken as a whole, the book shows the interconnectedness of many factors relating to poverty alleviation. The chapter on population concludes that proper policies and interventions that will most effectively address population having little to do with it directly:The most effective population policy might therefore be to make it unnecessary to have so many children (in particular, so many male children). Effective social safety nets (such as health insurance or old age pensions) or even the kind of financial development that enables people to profitably save for retirement could lead to a substantial reduction in fertility and perhaps also less discrimination against girls (125). 1. Big families are badBecause of the easy to see association between fertility rates and gross domestic product per capita, assumptions are made that smaller families will lead to richer people. However, there isn’t evidence that the causal relationship is in that direction. It’s possible that getting richer leads to smaller families. Duflo discussed two types of studies (“fertility shocks”1 and study on China’s one-child policy2) to provide evidence as to why big families are not necessarily bad for children. However, given that a fixed number of resources must be spread out between a larger number of people, they suggest that it is, in fact, mothers who often lose out as family size grows. Larger families sizes are associated with a reduced opportunity for women to work and control finances within the family. 1. Joshua Angrist, Victor Lavy, and Analia Schlosser, “New Evidence on the Causal Link Between the Quantity and Quality of Children,” NBER Working Paper W11835 (2005).2. Nancy Qian, “Quantity-Quality and the One Child Policy: The Positive Effect of Family Size on School Enrollment in China,” NBER Working Paper W14973 (2009).3. Mark Pitt, Mark Rosenzweig, and Donna Gibbons, “The Determinants and Consequences of the Placement of Government Programs in Indonesia,” World Bank Economic Review 7(3) (1993): 319-348.4. Lant H. Pritchett, “Desired Fertility and the Impact of Population Policies,” Population and Development Reivew 20(1) (1994): 1-55.Share this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on October 10, 2013February 2, 2017By: Sarah Blake, MHTF consultantClick 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)Ever since the first evidence emerged from clinical trials to suggest that the non-pneumatic anti-shock garment (NASG) can be effective in addressing obstetric hemorrhage, the garment has emerged as a potentially vital first aid device for reducing maternal mortality in settings where there are long delays in reaching care. In spite of this promise, there has, until recently, been little evidence on how the NASG works in real-world settings. In “Comorbidities and Lack of Blood Transfusion May Negatively Affect Maternal Outcomes of Women with Obstetric Hemorrhage Treated with NASG ,” was published in August, by PLOS One the authors examined factors associated with mortality among women in a continuum of care for PPH project set in Nigeria. Recently, the three of the article’s authors, Alison El Ayadi and Suellen Miller of the University of California at San Francisco Bixby Center for Global Reproductive Health, and Farouk Jega of Pathfinder International, took some time to discuss the project and their findings with the MHTF.Throughout our conversation, the authors emphasized a few main findings: that certain comorbidities; as well as simply not receiving essential interventions, such as blood transfusions, can mean that women whose bleeding is effectively controlled by the NASG may still die. This has critical implications for efforts to provide comprehensive, high quality care. As Dr. Miller pointed out, “Every woman is at risk of postpartum hemorrhage, but some women are at a higher risk of dying from their postpartum hemorrhage.” She continued, “Conditions like macerated stillbirth are at highest risk, both because they may lead to the most dangerous form of hemorrhage, disseminated intravascular coagulopathy (DIC), but also because the staff may pay less attention to the woman who is no longer carrying a live fetus.”The researchers pointed to ways in which introducing the NASG presented something of a paradox: while helping fill some of the chronic gaps in health service delivery, it underscored just how fundamental the need for comprehensive care is. As Dr. Jega said, in clinics where health workers regularly face supply shortages and overwork, “The health workers believed that the garment was a magic wand,” when they saw how the NASG could work to slow bleeding, and improve vital signs of women in shock. The project showed that the NASG is most valuable as part of the continuum of care. In many cases, as Dr. Miller pointed out, “Stopping the bleeding is not enough. Attention must be paid to the whole woman.” In fact, the women most at risk of dying often had other complications, such as eclampsia, which can be masked by the symptoms of postpartum hemorrhage. Further, as Dr. Jega said, “The NASG gives healthcare workers a false sense of security – when women are stabilized – and because they are really overworked, the workers will just go on to something else,” even as women may still require close monitoring. That is, the researchers suggested, the project demonstrated that the NASG is a first aid device that underscores the importance of comprehensive, high quality maternal health services. In other words, the project further shows that for as much as health workers, program managers or donors might like a “magic wand” to emerge, this is unlikely. First aid devices like the NASG have the capacity to save lives, but it would be a mistake to treat them as alternatives to investments in comprehensive approaches.The recent PLOS One article is, of course, just the beginning. As the Pathfinder/UCSF team continues to share its findings, we look forward to learning more about the NASG, as well as the lessons their work holds for comprehensive approaches to improving maternal health care in low resource settings.Post updated October 25 Share this:
Prosper is the microlending website that allows users to fund one another’s loans. We think it’s an interesting idea for freelancers looking to make capital investments in their businesses. As part of the Carnival of Personal Finance, the blog Money under 30 has tips on how to get your Prosper loan funded. We’re interested in whether Prosper has worked for any members of Freelancers Union. If you have experience with them, please share it in the comments!
You’ve been telling us that you want a way to network and meet other freelancers, so we’re giving you one! As of today, Freelancers Union is sponsoring groups on Meetup.com. You can use Meetup to find a group to join, or to start a new group. The best part is that Freelancers Union is sponsoring these new meetups, which means they’re completely free. Whether you want to get together with the independent jewelry makers of Akron or meet freelancers of every stripe in San Francisco, you can use Meetup to do it!
UPDATE, 5/5/08: This event has been canceled by the Museum of the City of New York. At the Museum of the City of New York, Freelancers Union Executive Director Sara Horowitz will be participating in a panel discussion on May 8 at 6:30 p.m. Who Runs New York? The Labor Movement and the Economy in New York City will focus on how the issues facing the working class have changed and where the labor movement is headed. Tickets are $9, but Freelancers Union members get a special rate of $5. To make reservations (which are required), call 212.534.1672, ext. 3395.
It’s hard enough getting a job these days, but age discrimination makes it even harder. Check out today’s feature “Help Wanted: Ageism” on WNYC to learn what ageism is as a legal issue and find out how to combat it as a job seeker.