Dear friends, we are pleased to announce that His Eminence Khenchen Tsewang Gyatso Rinpoche (also known as Khenchen Guru) will visit London from 22nd to 26th May 2019. He will give Empowerments and teachings on the Dzogchen Ngondro from the Namcho Cycle "Liberation is in the Palm of Your Hand", and Empowerment of Buddha Shakyamuni and the teaching of the Four Noble Truths.
Wednesday 22nd, Thursday 23rd and Friday 24th May from 7pm to 9pm, and on Sunday 26th May from 10am to 1pm at the Palyul Centre UK, 3 Rotherfield Street, London N1 3EE.
Each evening GBP 15 – additional donations welcome.
Saturday 25th May from 11am to 4pm (doors open at 10:30) at Greenwich Hindu Temple, 63-67 Bannockburn Road, Plumstead, London SE18 1ET.
GBP 20 for the day – additional donations welcome. Lunch will be served.
Please email center-uk@palyul.eu with your full name. There are two ways you can pay: via BACS – we will send you our bank details for a BACS transfer – or you can send us a cheque made out to Palyul Centre UK. Once we have received payment we will reserve your place. For more details please contact Lama Dawa at the Palyul Centre UK on 07951 089603.
We have requested Khenchen Guru to teach from Ngondro (preliminary) up to the advanced Togal practice. In the Palyul tradition this would usually take more than three years of full-time, intensive practice. However, His Holiness Penor Rinpoche set up a month-long course each year at the Palyul Retreat Center USA that is completed over a period of seven years (from Ngondro, through Tsalung and Trekcho to Togal) specifically for people who have to work and therefore don't have much time for studying and practicing Dharma. HH Penor Rinpoche always wished to set up this course in the UK; Khenchen Guru was with HH Penor Rinpoche from the beginning of the Palyul Retreat USA, when these courses first started, over 20 years ago, and Khenchen Guru continues to teach them in Namdroling Monastery and in the USA.
Starting in May with the Ngondro, the foundation of all the teachings and practices of Buddhisim, Khenchen Guru will give Tid-Lung (oral transmission with guidance of meditation) on "Liberation is in the Palm of Your Hand", and when he returns this autumn, he will complete the Ngondro.
There may be some students who have studied Ngondro and done accumulations of five hundred thousands, and who might think "been there done that!" but it is said the more you practice Ngondro the closer you realise the essence of the Dzogchen, and also it is important to establish a close connection with your lama. Therefore, before you receive the main teachings of Dzogchen and even if you are already practicing higher tantras, you are urged not to miss the start of these precious teachings of the Ngondro.
At the moment, we can only offer the Ngondro for this year, but once the Palyul Centre UK is more financially established and can secure the right environment, we hope to make this monthly retreat available in the UK each year to complete the Nine Yana course.
After you have received the Ngondro oral transmission and guidance from Khenchen Guru, and if you wish to do the accumulation of the practice, we at the Palyul Centre UK are here to support you.
Khenchen Rinpoche is one of three great Khenchens in the Palyul Lineage, and under the guidance of His main root Guru His Holiness Penor Rinpoche he has made an immense contribution to Buddhadhama, which will impact on many generations to come. He also has a wonderful sense of humour and a very gentle nature, and he is fluent in the English language.
In 1969 Khenchen Guru entered the Central Institute of Higher Tibetan studies at Sarnath, near Varanasi. There he followed a nine-year curriculum in Buddhist studies under his principal teacher, Khenpo Palden Sherab. He graduated with the degree of Acharya in 1978, ranking first overall among the four schools of Tibetan Buddhism represented at Sarnath. His Holiness the Dalai Lama honored his achievement with the award of a silver medal. After graduation he was invited to teach at Palyul Namdroling Monastery in South India. For several years he was engaged in training the young monks and teaching in the monastic college, the Ngagyur Nyingma Institute (Shedra).
In 1983 he was enthroned as a khenpo by Kyabje Penor Rinpoche. In the Nyingmapa tradition, a khenpo is a professor of Buddhist studies. Khenchen Guru has received all of the major empowerments and transmissions of the Nyingmapa school, from Kyabje Dudjom Rinpoche; Kyabje Dilgo Khyentse Rinpoche; Kyabje Penor Rinpoche. He has done intensive Dzogchen practice under the guidance of Kyabje Penor Rinpoche and other eminent masters including Kjabje Khenchen Jigme Phuntsok Rinpoche and Kyabje Nyoshul Khenchen Rinpoche. Kyabje Penor Rinpoche has authorized him to represent the Namdroling monastery and teach, confer empowerments and give personal instruction in Buddhist practice.
Dear Palyul Friends, Tashi Deleck!
We have already embarked on 2019 and soon it will be Tibetan New Year, Female Earth Pig, which falls on 5th February. In Tibetan Buddhist tradition, towards the end of the year we do intensive practices in order to avert all disasters and obstacles for the year to come; having performed the practices, we celebrate the New Year.
To assist us, we have invited Khenpo Dawa from Palyul Germany on whom His Holiness Karma Kuchen bestowed the title of Khenpo last November 2018.
Khenpo Dawa will be leading practices and giving teachings over two Saturdays (26th January and 2nd February) on Medicine Buddha, Kurukulle, Green Tara and Singhamukha, starting with how to set up a mandala up to meditating on deities. I would particularly recommend that those who received empowerments from Khenchen Rinpoche and Kyabje Kuchen Rinpoche in 2018 take part – these two days will help you with your practice and if you wish to do a home retreat.
Sunday 3rd February from 1pm to 5pm. Gutor Practice to avert obstacles. No charge but any donation is welcome.
Tuesday 5th February Tibetan New Year from 10 am to 5pm, starting with the invocation of Guru Rinpoche and taking Bodhicitta. Tibetan food will be served at 1pm. Suggested donation GBP 10, children under fifteen are free.
Please save the following dates – details of time and venue will be sent nearer the time: 20th May – 27th May – Kenchen Tsewang Gyatso Rinpoche will be giving teachings and empowerments.
We are happy to announce that His Eminence Khenchen Tsewang Gyatso Rinpoche (also known as Khenchen Guru) will visit London in November 2018, and this will be his first visit to the UK. Palyul Center UK is so blessed to organize two days' teachings.
On Friday 9 November 2018 from 7pm to 9pm Khenchen Rinpoche will teach the Ground, the Path, and the Fruition of Dzogchen, based on the aspiration of Dzogpachenpo by Rigzen Jigme Lingpa at the Palyul Center UK, 3 Rotherfield St, London N1 3EE. Suggested donation 15 GBP. Please book early for the Palyul Centre teachings as space is very limited.
On Sunday 11 November 2018 from 3pm to 7Pm (the doors open 2.30 pm) Rinpoche will bestow the Rigdzin Dupa empowerment and its long life empowerment from the Longchen Nyingtik at Rigpa London, 330 Caledonian Road, London N1 1BB. Suggested donation 20 GBP (Concession 15 GBP).
Rinpoche is one of three great Khenchens in the Palyul Linage, and under the guidance of His main root Guru His Holiness Penor Rinpoche he has made an immense contribution to Buddhadhama which will impact on many generations to come. He also has a wonderful sense of humour and a very gentle nature, and he is fluent in the English language.
Please e-mail Chonyi Wodser at center-uk@palyul.eu with your full name and which day/s you would like to come. There are two ways you can pay via BACS – we will send you our bank details for a BACS transfer – or you can send us a cheque made out to Palyul Centre UK; once we have received payment we will reserve your place for the empowerment and the teaching. For more details please contact Lama Dawa at the Palyul Centre UK on 07951 089603.
Dear friends, we are very happy to announce that Ven. Khenchen Pema Sherab Rinpoche – one of the seniormost Khenpos in the Nyingma tradition and one of the three Khenchen or 'great Khenpos' of Namdroling Monastery – will open and lead the annual Palyul Namcho Dzogchen Retreat from 1-12 September 2018 at the Palyul Retreat Center in Zusch, Germany.
The Annual European Palyul Namcho Dzogchen Retreat has been helt for 10 years. It is suitable for beginners as well as for advanced Dharma practicioners. The retreat is called "Liberation in the Palm of Your Hand" (Tib. Dzogchen Sangye Lakchang). It is held each year at the European retreat center of the Palyul tradition of Buddhism in Zusch, Germany. This authentic retreat begins with an Introductory Class and Ngondro practice, and ends with the highest Dzogchen practice.
On 8 September, Saturday, at 15:00 Khenchen Pema Sherab Rinpoche will bestow the first Empowerment of the Three Roots – Rigdzin Dupa. "The Gathering of Vidyadharas" is the inner lama practice from the Longchen Nyingtik, the terma revelation of Jikmе Lingpa.
On 9 September, Sunday, at 15:00 Khenchen Pema Sherab Rinpoche will bestow the second Empowerment of the Three Roots – Yumka Dechen Gyalmo. This peaceful dakini practice from the Longchen Nyingtik is a sadhana practice on Yeshe Tsogyal, the consort of Guru Rinpoche, as a wisdom dakini.
Dear friends, we are pleased to annouce that H.E. Terton Namkha Drimed Rinpoche will bestow the Vajrakilaya Empowerment, revealed as a terma teaching by himself.
Date: 30 August 2018 from 6.00 pm to 7.30 pm.
Venue: Palyul Center UK, 3 Rotherfield Street, Islington, London N1 3EE.
We are humbly requesting maximum people to wellcome Rinpoche at London Heathrow airport. He arrives on 29th August at 11.20 am on terminal 5.
H.E. Terton Namkha Drimed Rabjam Rinpoche was born in 1939 in Rigon Tashi Choeling in Kham, Tibet. Phagchok Rinpoche recognized him as the incarnation of the great Terton Yoeunge Mingyur Dorje and gave him the name Namkha Drimed Rabjam.


this is for displaying a div tag Address in the current page.i don't need complete page.
my problem is i want to call a function named display along with above code .
if i use $('#display').load("Address.aspx") i will get everything .but i don't need the complete page.


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text:
Baseball / Japanese Baseball
Former Carp reliever Jay Jackson poised to sign with Marines
Online: Dec 03, 2019
Last Modified: Dec 03, 2019
Right-hander Jay Jackson, who pitched last season for the Milwaukee Brewers, and spent the previous three seasons with the Hiroshima Carp, said Tuesday he has agreed to terms with the Chiba Lotte Marines.
The 32-year-old was a part of three straight Central League championship teams in Hiroshima before playing in 28 games with the Brewers last year after he was unable to secure a contract for the 2019 season in Japan.
"It's official," Jackson wrote to Kyodo News. "Glad to be back. (I) had some other options to stay home. The teams (in the States) didn't want to match the (Lotte) offer."
Naoki Matsumoto, the team's director of baseball operations, said of the negotiations with Jackson, "We haven't finalized it, but we're certainly moving in a good direction."
In three seasons with the Carp, Jackson posted a 2.10 ERA in 175 games. He went 10-8 with two saves and 92 holds. With the Brewers he was 1-0 with a 4.45 ERA over 30 1/3 innings, with 47 strikeouts. Jackson struck out 54 in 40 2/3 Triple-A innings, while posting a 1.33 ERA.
"We're not done yet," Matsumoto said.
The news of Jackson's agreement with the Marines was first reported by MLB Network's Jon Morosi on Twitter.
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Hiroshima Carp, Chiba Lotte Marines, Milwaukee Brewers, Jay Jackson

redpajama_set_name: RedPajamaCommonCrawl


FLSmidth has received an order worth approximately €34million (DKK250million) from Kuwait Cement Company for the supply of in-plant material handling equipment for the second production line at their cement plant located at Shuaiba Port in Kuwait.
The first production line with a capacity of 5,500t per day was supplied by FLSmidth in 1998 and the second 5,500t per day line is currently being supplied by FLSmidth.
"This material handling order is a great example of the one source solutions we are able to provide to our customers in both the cement and minerals industries from our global material handling technology centre, headquartered out of Wadgassen, Germany. The contract is the first raw material handling facility for a cement plant in Kuwait and is therefore an important material handling order on this growing Middle Eastern market," Group CEO Jørgen Huno Rasmussen comments.


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September 29, 2020 | CSW Digital Team
CSW Executive Director, Madonna Cacciatore, to leave post on September 30
September 29, Los Angeles, CA – Christopher Street West (CSW), the 501(c)3 nonprofit that produces the annual LA Pride Parade and Festival, regrets to announce that Madonna Cacciatore will be leaving her position as Executive Director at the end of the month.
Cacciatore penned a message to the LA Pride community:
I am deeply humbled to have been at the helm of Christopher Street West |LA Pride as the executive director for more than two years. It is with deep gratitude, a rich heart, and mad respect that I make the bittersweet announcement that my last day is September 30. Beginning October 1, the organization will be under the executive leadership of members of the board of directors.
It is important for me to convey this to you with honesty and integrity. It's simple: COVID-19 has made it tough for Pride organizations across the globe to sustain themselves. CSW is financially sound and must remain that way in order to provide brave, safe spaces for the next 50 years. As a fierce advocate of the LGBTQ+ community, I look forward to the day when we can march and celebrate safely together again.
In my time as ED, I got to meet with many of you in coffee shops, parks, at conferences, and we cried, laughed, held hands, vented, and brainstormed. It is through the eyes and passion of every person I met that I felt brave enough to carry this responsibility. I never took that lightly. I have always strived to stand with the most marginalized. Those of you who know me personally know this fight is very real for me, too, and know that I shed many tears for our community. I am committed to that advocacy from wherever I am. I also got to meet with and learn from Pride leaders around the world.
LA Pride 2019 seems like a million years ago but lives vividly in my heart today. After months of listening to your voices, we were able to produce new, free events like Pride on the Boulevard, Oil Can Harry's, Opening Ceremony, a blessing by tribal elders of the Tongva land, and the first live parade broadcast on ABC7, where families far and wide got to see their children, parents and siblings celebrate. We produced the first annual Fem(me): Fueling the Female Force Within event, where we jointly honored five diverse leaders with the Alexis Arquette Family Foundation. We brought the Dyke March back to LA Pride.
The greatest thing a leader can do is listen. My wish in passing the Pride baton to future generations is that no matter who you are or what your journey, you listen and take action. Dig deeply into your activist souls. Don't let up until we are all free and open to be who we are and walk without fear.
It has been my honor to serve you. You challenged me and touched me to my core. You are the reason the role was important to me.
Vote. March. Volunteer. Unite. Take care of one another. That's our duty.
My deepest love and thanks for trusting me with LA Pride. Hope to see you all very soon in person.
Christopher Street West (CSW), a 501(c)3 nonprofit, organized the world's first permitted parade advocating for gay rights on June 28, 1970 as a response to, and in commemoration of, the Stonewall Rebellion on Christopher Street in New York City the year prior. Since then, we have built a rich history as an active voice for the LGBTQ+ community across the Greater Los Angeles area. Today, we continue to produce the globally-recognized LA Pride Parade and Festival every June. We also organize a number of events throughout the year with our nonprofit, philanthropic, community, and corporate partners.
For press inquiries or more information, contact [email protected]
Tags: Christopher Street West, CSW, Executive Director, LA Pride, Madonna Cacciatore
Alexei Romanoff Named 2017 LA Pride Grand Marshal
Romanoff Among Local Activists Featured in LA Pride's 2017…
https://lapride.org/wp-content/uploads/2017/05/Web_Final_LA-Pride_OYP_2017_Alexei_-19-1.jpg 2000 3000 CSW Communications Team https://lapride.org/wp-content/uploads/2021/01/LAPride-MAIN-horizontal-4C-KO.png CSW Communications Team2017-05-11 21:45:572018-03-21 12:44:43Alexei Romanoff Named 2017 LA Pride Grand Marshal
Announcing 2017 'LA Pride Week' June 5–11
This year, LA Pride stretches beyond a weekend of events starting…
https://lapride.org/wp-content/uploads/2017/05/LA-Pride-Home-Gallery-Flag.jpg 400 600 CSW Communications Team https://lapride.org/wp-content/uploads/2021/01/LAPride-MAIN-horizontal-4C-KO.png CSW Communications Team2017-05-26 23:05:562018-03-30 22:48:13Announcing 2017 'LA Pride Week' June 5–11
Apply Now To Join the LA Pride Board of Directors
Outreach effort focused on recruiting leaders who are ready to…
https://lapride.org/wp-content/uploads/2017/08/LA-Pride-Home-Gallery-Flag-3.jpg 800 800 CSW Communications Team https://lapride.org/wp-content/uploads/2021/01/LAPride-MAIN-horizontal-4C-KO.png CSW Communications Team2017-08-17 15:58:032018-03-26 12:43:48Apply Now To Join the LA Pride Board of Directors
Meet the Newly Elected Additions to CSW Board of Directors
New members bring unique expertise to the organization and represent…
https://lapride.org/wp-content/uploads/2017/09/lg.jpg 567 1009 CSW Communications Team https://lapride.org/wp-content/uploads/2021/01/LAPride-MAIN-horizontal-4C-KO.png CSW Communications Team2017-09-25 10:00:362018-03-21 12:42:32Meet the Newly Elected Additions to CSW Board of Directors
CSW Begins a New Era In Organization's History with Executive Director Search
Initiative marks a crucial step forward for the organization's…
https://lapride.org/wp-content/uploads/2018/02/LA-Pride-Festival-2017.jpg 4102 5614 CSW Communications Team https://lapride.org/wp-content/uploads/2021/01/LAPride-MAIN-horizontal-4C-KO.png CSW Communications Team2018-02-07 08:00:292018-03-21 12:41:29CSW Begins a New Era In Organization's History with Executive Director Search
LA Pride's 2018 Campaign Theme Gets Personal with #JUSTBE
#JUSTBE is a powerful invitation for self-expression that delivers…
https://lapride.org/wp-content/uploads/2018/03/LAPride_Website-Square-Feature_SideBar_800x800-–-Campaign-Theme-Launch.jpg 800 800 CSW Communications Team https://lapride.org/wp-content/uploads/2021/01/LAPride-MAIN-horizontal-4C-KO.png CSW Communications Team2018-03-09 08:00:502018-03-26 13:35:00LA Pride's 2018 Campaign Theme Gets Personal with #JUSTBE
LA Pride and Universal Studios Hollywood Team Up for PRIDE IS UNIVERSAL for a Second Consecutive Year
Exclusive after-hours theme park experience welcomes LGBTQ+ community…
https://lapride.org/wp-content/uploads/2018/03/LAPride_Website-Square-Feature_SideBar_800x800-–-Pride-Is-Universal-Launch.jpg 800 800 CSW Communications Team https://lapride.org/wp-content/uploads/2021/01/LAPride-MAIN-horizontal-4C-KO.png CSW Communications Team2018-03-22 01:00:312018-03-26 13:32:34LA Pride and Universal Studios Hollywood Team Up for PRIDE IS UNIVERSAL for a Second Consecutive Year
Registration Launches for Pride Stride, National LGBTQ+ Virtual Run NCAA All-American Nikki Hiltz Joins Pride Stride for National Coming Out Day,...


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Georgia Is Trying To Block Newly Registered Voters From Taking Part In Fierce Runoff Election
04/20/2017 07:28 pm ET Updated Apr 21, 2017
This is just typical, said the Georgia NAACP chief, who is suing the state.
By Sam Levine
Five civil rights and civic engagement groups have filed suit against Georgia and its secretary of state for attempting to block registered voters from participating in a closely watched runoff election in Georgia's 6th Congressional District.
On Thursday, the Lawyers' Committee for Civil Rights Under Law filed a complaint in the federal district court in Atlanta, arguing that the state is violating the National Voter Registration Act. That law sets 30 days before a federal election as the earliest permissible deadline for voter registration.
Georgia complied with the provision for the special congressional election held this past Tuesday. But because no candidate won 50 percent of the vote, there will be a second election on June 20 ― a runoff between the top two finishers, Democrat Jon Ossoff and Republican Karen Handel.
Georgia election officials contend that the June runoff is simply a continuation of the special election this week, so they don't have to allow newly registered voters to participate. The registration deadline for Tuesday's election was March 20, and officials say anybody who registers after that day is not eligible to vote in the June runoff.
Ezra Rosenberg, co-director of the voting rights project at the Lawyers' Committee, argues that under the federal law, Georgia can't set the registration deadline for the June 20 runoff any earlier than 30 days before that election ― that is, May 22.
"The case is actually a very, very simple case," Rosenberg told reporters on a conference call Thursday. "Federal law specifically defines elections as including runoff elections."
The National Voter Registration Act, passed in 1993, defines the word "election" based on the Federal Election Campaign Act. That 1971 statute defines an election as "a general, special, primary, or runoff election."
Joe Raedle/Getty Images
Democrat Jon Ossoff will face off against Republican Karen Handel in a June 20 special election in Georgia.
The lawsuit was filed on behalf of the Georgia NAACP, Georgia Coalition for the Peoples' Agenda, ProGeorgia State Table, Third Sector Development and Asian Americans Advancing Justice-Atlanta. The groups are asking the federal court to order the state to let people vote on June 20 if they're registered by May 22 ― and to publicize that extension of the deadline.
Speaking on the press call, Francys Johnson, president of the Georgia NAACP, called the decision to block people from voting "par for the course" for Georgia Secretary of State Brian Kemp (R). "The tactics that the secretary of state and the state of Georgia are employing are anything but special. They are typical," Johnson said.
Their goal, Johnson argued, "is to make voting difficult, to make voting something that all Georgians cannot participate in. Any time there is a need to interpret federal law, [Kemp] always interprets federal law to close opportunities for Georgians to be able to exercise the right to vote."
Stephanie Cho, executive director of Asian Americans Advancing Justice-Atlanta, added that Georgia's decision was already causing considerable confusion. She noted that people who had moved to the 6th District or turned 18 since March 20 would not be able to vote in the upcoming runoff.
The Lawyers' Committee already knows of more than 100 voters affected by the state's excessively early deadline, according to spokesman Derrick Robinson.
But Georgia law requires that individuals who vote in a runoff election must be registered to vote in the initial election, Kemp spokeswoman Candice Broce said in an email. She also noted that the U.S. Constitution allows states to set additional qualifications for voters in federal elections that don't exceed the qualifications for state elections.
Ira Feinberg, a partner at the law firm Hogan Lovells, essentially responded to that argument on the conference call when he said that the National Voter Registration Act "clearly pre-empts state law." Hogan Lovells is assisting on the case.
Broce claimed that allowing new voters to register would undermine the integrity of the runoff.
"The election system, which includes the voter registration database and electronic poll books, was set up in such a way that it necessarily depends on the runoff being connected to the underlying election," she said. "Attempting to make a change to the election system this late in the process could result in serious complications to normal election operations."
Ossoff performed far stronger than expected in Tuesday's election for the congressional seat recently vacated by Health and Human Services Secretary Tom Price. It's a seat long held by Republicans. The race has drawn national attention because some see it as an early indicator that dissatisfaction with President Donald Trump could turn into political gains for Democrats.
Georgia Voting Rights Lawsuit on Scribd
First Trump White House Easter Egg Roll 2017
Sam Levine
Republican Party Civil Rights Congressional Elections Voting Rights Georgia
President Donald Trump speaks alongside the Easter Bunny during the 139th White House Easter Egg Roll on the South Lawn of the White House in Washington, D.C., April 17, 2017.
SAUL LOEB via Getty Images


Just sometimes, I get a little bored of baking cakes. After baking hundreds upon hundreds of cupcakes in the last week, I really couldn't bring myself to bake a cake for my brother's birthday. I decided instead to try something different - birthday brownies!
Now brownies are something I don't make a lot because I don't seem to like the same kind of brownies most people in the UK like. Those heat up in the microwave with boring ice cream brownies that so many restaurants serve for dessert. I'm more of a slightly chewy, gooey in the middle BUT JUST THE MIDDLE brownie kinda gal (ice cream is still good just not supermarket icicle ridden "cornish" please). So i'm fussy, and because of this I don't bake brownies often. I just buy them from my friend Sarah who bakes amazing brownies.
Anyway, my sister came over to help me bake and we gave these a go. And hey, they actually worked out okay! I say ok because we did put caramel in them and it sort of disappeared during baking and just accumulated around the edges of the pan but they were still delicious. These are really, really chocolatey and deep. I would maybe like to try these with milk chocolate sometime too. Oh, Katy and I made a little video too.
Pre-heat the oven to 180°C. Grease a 23 x 33cm brownie tin and line with a strip of parchment leaving about a 2-inch overhang along the long edges to make removing the brownies easier.
Sift the flour, cocoa powder and salt together into a bowl and set aside.
In a medium pan set over medium heat, melt the chocolate and butter together, then remove from the heat. Whisk in the sugars. Whisk the eggs and vanilla in the chocolate mixture and then add the flour mixture and fold until just combined, the odd speck of flour showing is fine.
Pour the batter into the pan and level out with a spatula. Bake for 35 – 45 minutes or until a toothpick inserted in the middle comes out with just a few moist crumbs.
I made a really simple ganache quickly (last minute decision!) just melting the chocolate and mixing in the cream. I poured it over and allowed a few hours in the fridge to set.
Allow to cool in the pan completely before removing and cutting into squares.
This looks like HEAVEN! You are magic!
Aw I can only imagine eating that, YEEEEUM!!
Gods those brownies look fit.
I will be making some....family are visiting next week, perfect excuse!!
They look yum, great video skills Katy!
I love an auld frosted brownie and these look divine! Would that be a bar of icecream beside it? Looks beaut and by the way, your hair in your last post is great. I want my fringe to thicken up like this!
Wow this looks super yummy!!


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Q: Getting "NO DATA' on strategy tester when changing input parameters for crossover script I am just learning pinescript so i apologize if this seems like stupid question, this is my 1st script. I am trying to code a simple ma crossover strategy. when i use the defvals (5/20) the strategy tester populates just fine. but when i change the input parameters to 50/200 for example, it does not work. looking for some assistance. thank you
strategy("Cross Over Strategies", overlay=true)

//get user input
fastMaLength = input.int(title="fast ma length", defval=5, minval=1, maxval=200, tooltip="Donchian Parameter= 5/20, golden cross = 50/200")
slowMaLength = input.int(title="slow ma length", defval=20, minval=1 , maxval=200, tooltip="Donchian Parameter= 5/20, golden cross = 50/200")

//calcs
//get ma values
maFast = ta.sma(close, fastMaLength)
maSlow = ta.sma(close, slowMaLength)

//calc crossover
bullCross = ta.crossover(maFast, maSlow)
bearCross = ta.crossunder(maFast, maSlow)

//detect buy and sell filter
//detect buy and sell filters--strategy.position_size == 0 so we only enter when not in trade
buySignal = bullCross and not na(maFast) and not na(maSlow) and strategy.position_size == 0 and barstate.isconfirmed
sellSignal = bearCross and not na(maFast) and not na(maSlow) and strategy.position_size == 0 and barstate.isconfirmed

//enter buy orders
if buySignal
    strategy.entry(id="long", direction=strategy.long)

//enter sell orders
if sellSignal
    strategy.entry(id="short", direction=strategy.short)

// strategy.close function used for exiting on bool conditions
//close longs
if strategy.position_size > 0 and bearCross
    strategy.close(id="long")
//close shorts
if strategy.position_size > 0 and bullCross
    strategy.close(id="short")

//draw data to chart
plot(maFast, color=color.green, linewidth=2)
plot(maSlow, color=color.red, linewidth=2)
plotshape(bullCross, color=color.green, style=shape.triangleup, location=location.belowbar, size=size.normal)
plotshape(bearCross, color=color.red, style=shape.triangledown, location=location.abovebar, size=size.normal)

A: You probably want to remove strategy.position_size == 0 from your entry conditions as it doesn't make too much sense.
By default, the strategies are executed when a bar is closed so you can also remove this barstate.isconfirmed condition.
And also not na(maFast) and not na(maSlow) conditions because if they are na, there won't be a "cross" anyway.
Additionally, you should change your short exit condition as it checks if the position is long at the moment. Please note that, your strategy.close functions will not be called because you will be switching direction with the same condition.
if strategy.position_size < 0 and bullCross
    strategy.close(id="short")

redpajama_set_name: RedPajamaStackExchange


K5 Learning has an online reading and math program for kindergarten to grade 5 students. I've been given a 6 week free trial to test and write a review of their program. If you are a blogger, you may want to check out their open invitation to write an online learning review of their program. I'm going to start using it tomorrow with a couple of my students and I'll let you know what I think!
I'm doing this too. Can't wait to try it out!


The Poor Pirates: Fish Fingers and Leaks written by Tom Easton. Is a series of four books at Gold Band 9 of the Start Reading programme. The stories follow Captain Flint and his Poor Pirates as they get into all sorts of trouble on the Seven Seas.


Next Article City Hall Spendoholics Rip Off DWP Ratepayers … To the Tune of $242 Million!
This unnecessary expense should not be the responsibility of the taxpayers. The burden should be shouldered by the perpetrator, Raul Bocanegra.
If Bocanegra is unwilling or unable to reimburse the government for this expense that was caused by his inappropriate behavior, then the cost should be borne by the Democratic Party whose leaders knew, or should have known, that Bocanegra was a predator.
Holding the Democratic Party accountable will send a loud and clear message to party leaders that they need to be on the alert for inappropriate behavior by their members and their staffs and that the Party will be held accountable for the leaders' negligence and the misdeeds of its members. This is the same logic that the State demands of the private sector and corporate executives.
This standard of holding people accountable for their actions would also apply to the Republican Party.
Two members of the State Senate, Ricardo Lara (D-Bell Gardens) and Kevin de Leon (D-Los Angeles), deserve to be singled out for their actions in tanking the extension of the California Whistleblowers Protection Act to the members of the Legislature and their staffs.
Over the last four years, Assemblywoman Melissa Melendez (R-Lake Elsinore) has sought to amend the California Whistleblowers Protection Act. It passed in the Assembly without a dissenting vote. But when it was sent to the Senate Appropriations Committee headed by Lara, the bill never saw the light of day.
Kevin de Leon was also complicate in burying this legislation that would have gone a long way in protecting victims of sexual abuse and punishing the predators. As the head honcho in the Senate, de Leon was no doubt aware of the proposed legislation as well as abuses by members of the Legislature, including the lecherous behavior of his Sacramento roommate, State Senator Tony Mendoza (D-Artesia).
These two politicians need to be held accountable for enabling inappropriate behavior in the Legislature, not only by Bocanegra, but other elected officials in the Senate and the Assembly.
In addition to having their Party pay for the special election, Lara and de Leon should abandon their campaigns for higher office as they have demonstrated that they are unfit for higher office. Lara is actively campaigning to be the State's next Insurance Commissioner while de Leon is running to unseat US Senator Diane Feinstein.
We need to hold our elected officials and their staffs accountable in the same way that the rest of us are held accountable for our actions. Quite frankly, they should be held to a higher standard.
Enablers Lara and de Leon have demonstrated that by their actions and inactions that they are not fit to represent us in Sacramento. It is time for them to take the high road and join Bocanegra by immediately resigning their Senate seats.


If the ramp loosens or detaches during use or while moving, it can increase the risk of injury or a crash.
Lakota Corporation (Lakota) is recalling certain 2018-2019 Bighorn, Charger, and Colt trailers. The bolts that secure the ramps on these trailers may come loose or break during use or while moving.
Lakota will notify owners, and dealers will replace the bolts with a different bolt, free of charge. The recall is expected to begin May 23, 2018. Owners may contact Lakota Recall Help Desk IPO Lakota Customer Service at 1-574-848-1636.


text:
Visitors Guide: Sooke to Port Renfrew
Cadet Lyra Hindrichs with her flight instructor
Sweet 16 and flying high
Sixteen-year-old Lyra Hindrichs of Sooke has taken to the sky, flying in a glider. Apparently, she likes it up there.
Britt Santowski
What do you do when you're 16 and can't get beyond the Learner's stage with a driver's licence? According to one young Sooke resident, the answer is quite easy: Learn to fly, of course!
Lyra Hindrichs has taken to the sky, flying in a glider. Apparently, she likes it up there.
"I just like the freedom, and seeing the world from above," said Hindrichs in conversation. "I've done a lot of flying in the bigger planes, but it's not the same (as) when you're in control."
Cadet Lyra Hindrichs of Sooke, spent six weeks of her summer at the Regional Gliding School (Pacific) on the Air Cadet Glider Pilot Scholarship Course. She was one of 44 Air Cadets selected from across British Columbia who had the opportunity to pursue their Transport Canada Glider Pilot License.
According to a press released issued by the school, Hindrichs flew in one of the Schweizer 2-33A gliders, which are owned by the BC Provincial Committee of the Air Cadet League of Canada.
When asked what receiving the Glider Pilot Scholarship meant to her, Hindrichs said, "The Glider Pilot Scholarship course has been an incredible experience and an amazing introduction to flying. I love the thrill of gliding and I hope that I will continue to soar wherever I go."
Her first solo flight "was amazing. I only went up to 1,500 feet, but with no one in the back telling me what to do, and just being able to do what I wanted to, it felt really relaxing. I was extremely excited."
Hindrichs also received two awards upon completing her course, proudly posted on the Regional Gliding School (Pacific) Facebook fan page (https://www.facebook.com/RGSPacific).
"FSgt Lyra Hindrichs, 848 sqn, is presented with the Harry Astoria memorial award as the runner up to top overall cadet on the Glider Pilot Course. She also receives the CFIs [sic] award for top flight test!"
As Hindrichs explains in a follow-up email, the Harry Astoria award goes to the cadet "who displayed a high degree of flying skills, airmanship, maturity, and self-discipline." The 2013 CFI award is "presented to the glider cadet attaining the highest mark on the flight test and judged to be the best pilot by the GPS course staff. This award has also been signed by Queen Elizabeth" (pictured left).
"These young men and women have worked very hard to get here on scholarship, and will continue to work even harder throughout the course" said Lt.-Col Tony Appels, Commanding Officer of RGS (Pacific).
Cadet Hindrichs is a member of 848 Royal Canadian Air Cadet Squadron in Langford, BC. Hindrichs studied all aspects of aviation in order to pass an entrance exam, prior to sitting before a review board. Her school marks, cadet service, leadership and physical fitness are also evaluated as part of the selection process. At the conclusion of the intense six week training period, the successful students received their coveted Air Cadet Glider Pilot Wings on graduation day, August 15.
The Royal Canadian Air Cadets is a national co-educational youth organization sponsored by the Canadian Forces in partnership with the civilian Air Cadet League of Canada. In British Columbia there are approximately 3,700 Air Cadets enrolled in 57 Squadrons. The BC Ministry of Education, Skills and Training recognizes the cadet program as a "ministry- accepted External Course" for which students may receive graduation credit.
Canucks' Shinkaruk excited for Young Stars Classic
Dribbling is acceptable in certain circles
Riders roll to help Island hospices
$240,000 raised so far for this weekend's seventh annual Cycle of Life Tour
HISTORY: How a lighthouse came to Sooke
Elida Peers | Contributed Last week a young boy in a family… Continue reading
LETTER: We owe nothing to developers
Reader says no wisdom at all in mall expansion
Explore Sooke News Mirror
Sooke News
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© 2019, Sooke News and Black Press Group Ltd.


text:
Citizenship applications are more expensive in 2021
The processing fees of all residence permit applications for employed and self-employed persons submitted on paper have also been raised.
Migri office sign. Photo: Migri.
Foreigner.fi
Applying for citizenship will be more expensive in Finland in 2021. The Finnish Immigration Service (Migri) has published on its website the new fees to be charged for these services, which increase along with those of some residence permits.
Migri fees are set by the Ministry of the Interior, which issues an annual decree at the end of the year.
According to the last decree of the Ministry, issued a few days before Christmas, the processing fees of citizenship are now as follows:
The fee for processing a citizenship application submitted using a paper form is now 590 euros (520 in 2020).
The fee for processing a citizenship application submitted online is 460 euros (420 before).
The fee for determination of citizenship status will be 100 euros.
Regarding residence permits, the processing fees of all residence permit applications on the grounds of work (for employed and self-employed persons) submitted on paper have also been raised in 2021.
The new price for paper applications for residence permits submitted by employees and entrepreneurs is 690 or 610 euros in 2021, depending on whether the labour market test is applied. The previous fees were 640 and 560 euros, respectively.
There is no change in the fees for residence permit applications submitted online.
Work is, along with family ties, the main reason for applying for a residence permit.
Finland Work Citizenship Residence permit Fee Application
National | 1/19/21
Criminal offences increased by 18.8% in Finland in 2020
Norway extends alcohol sales ban as part of pandemic moves
Finland reports 594 infections and 3 deaths in the last 72 hours
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Migri says specialist permit processing time cut to less than half
Migri cuts 525 places for asylum seekers in Helsinki region
Foreigner.fi 1/6/21
Foreigner.fi 12/28/20
Number of immigrants arriving in Finland triples that of emigrants


Whether visiting family and friends or here to enjoy a day out, there's plenty to see and do in Letchworth, the world's first Garden City.
Planned to combine the best of 'town and country' living, Letchworth Garden City offers something quite different, a unique heritage and some interesting places to explore.
From The Spirella Building to The Cloisters, you'll be fascinated by the range of architecture, from Arts and Crafts to Art Deco.
In the town centre, you'll find the perfect mix of attractions with specialist shops, a range of places to eat and drink from independant coffee shops to well known restaurant chains, an art deco four-screen cinema /theatre, the International Garden Cities Exhibition, an arts centre and regular farmers' markets.
For the more active, why not enjoy a round of golf at one of the town's courses or make a summertime splash at the Outdoor Pool.
As you explore further, you will discover a host of green open spaces, Broadway Gardens with the splendid fountain at its end, Howard Park with the children's paddling pool, play area and a refreshment kiosk and Norton Common where you may see Muntjac deer and the famous black squirrels!
The Garden City Greenway offers an exhilarating amble or cycle ride in the fresh air around a 13-mile route, encircling the town. The whole route is accessible for both childrens buggies and wheelchair users.
You'll find a number of stops on the way, with a visit to Standalone Farm a must for the little ones.
Getting here couldn't be simpler. Just half an hour by road from the towns of Cambridge and Luton. You might even choose to leave the car at home and take advantage of the town's excellent rail links and centrally located station.
Your first port of call on arrival is Letchworth Garden City Local & Tourist Information Centre on Station Road, in the heart of the town centre.


Recent research has found that there is no association between visiting a chiropractor and having a stroke in people aged 45 years or over. The study, which was carried out in Ontario, Canada tracked people admitted to hospital due to suffering a carotid artery stroke over a nine year period.
The research was undertaken as stroke patients can sometimes experience headaches as well as neck pain before having a stroke. The team of scientists who undertook the study aimed to assess whether chiropractic manipulation, which is a common treatment for neck pain and headaches, increased the risk of cervical artery dissection and stroke in patients.
The study compared 15,523 cases to 62,092 control periods. Whilst positive associations were identified between chiropractic visits and strokes in patients less than 45 years old, there was no significant difference in risk estimates. For those aged 45 or over, there was no association at all between receiving chiropractic care and subsequently suffering a carotid artery stroke. The authors of the study concluded that the associations between chiropractic care and experiencing a stroke were likely a result of sufferers with early symptoms pursuing treatment prior to their strokes occurring.
Morley Chiropractor offer a wide range of services to their patients in Leeds and the surrounding area. These include chiropractic manipulation, acupuncture, remedial massage, podiatry and Pilates. To find out more about the treatments we offer or to book an appointment with one of our experienced team please get in touch today on 0113 238 369.


text:
Q: HTML displays php code after Submit Hey guys i have a simple html form, that will POST the username and pass to a php file which will then check it with some predefined values, but whenever i click submit it opens a page with the php code for some reason, i can't figure out why!
HTML code:
<form name="userForm" action="login.php" method="post">

Username: <input type="text" name="uname" />

Password: <input type="password" name="pass"/>

<button name="submit">Login</button>
</form>

PHP code:
<?php
if(isset($_POST['submit'])) {
   $uname = $_POST['uname'];
   $pass = $_POST['pass'];
}
if($uname == "admin" && $pass =="notell" {
   echo 'finally';
} else {
   echo 'plz work man';
})

any help is appreciated in advance.

A: Your question clearly points to the problem that either your PHP file isn't in a webroot directory or your server(whichever server you are using) is not configured to execute PHP code. In that case Form submission will work because it's browsers job to submit form but any PHP code is not being parsed and it is showing you plain PHP code.
In case of apache your php files should be in htdocs directory by default which is /var/www/
In case of nginx it will be usr/local/nginx/html by default.

A:
Try to close your code properly. In if($uname == "admin" && $pass =="notell" close the small bracket before starting the curly bracket not after the else ending.
if(isset($_POST['submit'])) { close this curly bracket at the end of the code not before the line if($uname == "admin" && $pass =="notell"

I have re-written the your php code below.
<?php
 if(isset($_POST['submit'])) {
   $uname = $_POST['uname'];
   $pass = $_POST['pass'];

  if($uname == "admin" && $pass =="notell") {
   echo 'finally';
  } else {
      echo 'plz work man';
   }
 }
?>

I don't recommend this method. Your code is widely open for SQL-injection and should really use the Prepared Statements.


I would not want to claim that I am exactly like the Doctor (Doctor Who?), but once in a while I, too, travel back in time and go on adventures with magnificent people. Like on this hot summer day in August 1637, when folk from far and wide gathered around to celebrate the marriage of Anke and Norman. I can honestly say that I've never before witnessed such a deeply meaningful and emotional wedding ceremony, all thanks to the incredible team of "Celtic Weddings". It was also the most challenging wedding I've ever photographed, since photographers are not allowed within the inner ceremony circle – and I was not going to pick a fight with an archdruid. I may be a time traveller, but I am not crazy.
Anke und Norman, vielen Dank für euer Vertrauen, und vielen Dank, dass ich eure großartige Mittelalterhochzeit fotografisch begleiten durfte. Es war mir eine Ehre und ein (Nerd-)Fest!


The summer of slapping paint marches on with the ever-helpful Sir Forscale, Knight of Weights and Measures. Well, measures, anyway.
The overarching goal of these projects is to keep painting /something/ while time is short for hobbies in the summer. With this project, I also wanted to revisit painting white and try a few TMM tricks (TMM is difficult to photograph well, sorry!). As with the zombicide stuff, I'm not doing anything beyond painting the integral base. I'll get back to basing once I start some 'real' painting…soon!
Hope you enjoy this iconic Reaper mini. He was a blast to paint!
Got up early this morning, carved out some paint time, woohoo! Wish I was a morning person.
First I put some shade glazes and washes on the armor. I was just going to do a quick wash, but sometimes I get carried away. I also lightened the qhites by putting in some Ghost White and then Ghost White + White, using brush-on sealer to help with the chalkiness. I always forget to try that trick, and it does help some!
Then I went back and did a very thin glaze of metallic to recoup what was lost with the shade glazes and then put in highlights of VMA Steel. Then I made a mix of ghost white and steel and put in some higher highs, which acted as an undercoat for another thin layer of steel to really shine.
Ze tabletop marches on! The blue is roughly done, white is also though I wonder if I might take it up a bit higher as it's still reading a bit too blue. Do you guys think the saturation contrast is too weird?
I also added in the gold and with the blues and whites in decided to change the shield's emblem and border to gold, as well.
Probably one more two hour session and I'll call him done. This session was about two hours on and off. Seems like I could do better for four hours in!
Since I've used him for a few scale shots, I figured I should paint him. Everyone should have a painted Sir Forscale (aka Garrick the Bold)! Also, it fits my summer of slappy paint thing I've been doing. Without further ado, here comes a mostly base coated knight of measurement!
'Primed' with blue liner. Steel is VMA steel. Blue is Ultramarine Shadow and what will be a white is twilight blue. Browns/golds based with Walnut, yellow border with a walnut/Mahogany mix.
Not sure this one is going to be worthy of a WIP, since I'm just slapping away at it. But I'm glad I took the pics, look how they'll help me shade those metallics!
An hour into putting a coat of Muddy Soil onto the Grudge…so many deep recesses, it's crazy. And large. I can already see the chainmail in particular is going to make me batty, almost every cell is still white in the recess!
Also put a couple coats of Ginger Cookie onto the zombie's base to try finishing him off. I experimented with some e6000 glue so make gore streaks but it wasn't coming together so I just decided to finish him up as is.
I know I'm not the only one enjoying the good weather! Getting the garden in shape, new patio furniture, grilling and chilling.
Rainy night, so I made some time to sit at the desk and work on the Grudge prep. So much prep for this guy, lots of casting irregularities. Bumps, lines and holes. Oh, those holes.
Worked green stuff into most of the holes. Had to recarve a bunch of areas where the resin filled gaps (like between earrings, etc). Then tried a quick milliput slurry across the back of the piece to smooth it a little more. I'll sand that when it dries. Then, optimistically, mounting and primer.


text:
Stop Thinking, Start Doing: How Diversity & Accountability Impact Profit
If you're a business decision maker...diversity matters.
If you're an entry level employee...diversity matters.
If you haven't even entered the workforce yet...diversity matters.
Because companies that prioritize diversity do better. According to McKinsey, in 2019, companies in the top quartile for ethnic diversity financially outperformed those in the bottom quartile for diversity by 36%.
But how do we put that 36% in context? And how do we, as individuals, make sure we're holding corporations accountable for diversity and inclusion efforts?
This week on Business Casual, I speak with Edith Cooper to figure it out. Edith, who our producer Marilyn aptly called a "corporate badass," is the former head of Human Capital Management at Goldman Sachs, a board director at both Etsy and Slack, and cofounder of personal and professional development startup Medley.
Also? Edith was named to Black Enterprise's 2017 "300 Most Powerful Executives in Corporate America" list, among many other awards and honors.
Edith's candor and insight will push you to think differently and ask more questions about diversity in the workplace, like...
If you want to stay relevant as a corporation today, you need to open doors for everyone—not just for prospective employees who look like you. Young consumers notice when businesses aren't woke, and they're voting in a new guard with their ballooning purchasing power.
If you had the opportunity to become excellent right now, immediately—why would you turn it down? When corporations don't hire from diverse backgrounds and promote Black workers, they're doing just that...leaving excellence on the table, as Edith puts it.
What other aspect of a business's success would be okay to sidestep for this long? Not even the most promising of startups could put off something like a path to profitability forever. So how come we've allowed corporate leaders to put off diversity—something we know contributes to long-term financial success—for centuries?
Edith begins to offer answers, but the truth of the matter is that this has to be an ongoing conversation. How are you going to make sure that this time, it's different?
Listen now to get started.
Kinsey Grant, Morning Brew business editor and podcast host [00:00:07] Hey, everybody, and welcome to Business Casual, the podcast from Morning Brew, answering your biggest questions in business. I'm your host and Brew business editor, Kinsey Grant. And now, let's get into it. [sound of a ding]
Kinsey [00:00:18] Today, we're talking about diversity, inclusion, equitable opportunity, and how they combine to create stronger, more resilient, more profitable businesses. I want to start this conversation with an honest admission. I didn't know where to start. I've spent the last eight or nine months asking the biggest questions in business. But the last few weeks have shown me that I was barely scratching the surface. Before we can talk about paths to profitability or go to market strategies or mergers and acquisitions, shouldn't we first talk about the people who make all about possible?
Kinsey [00:00:52] Where they come from, what their stories are, and more importantly, how the differences in those stories make for better teams? How can we consider everyone in the equation of creating better, fairer workplaces? I think that's probably why crafting today's episode gave me pause. I mean, how do you pick a question one, when you're trying to make a conversation about making work work for everyone, especially when it hasn't for so long. So today, let's start a conversation that I hope you'll continue with your friends and your family and your coworkers, because as my guest today put it, the only thing that's wrong is to say nothing. I'm excited to welcome to Business Casual Edith Cooper. Edith, welcome to the show.
Edith Cooper [00:01:35] Thank you so much for having me, Kinsey.
Kinsey [00:01:37] I'm really excited to speak with you today. I want to run through a little bit of your background so everybody understands why I'm so excited. You're the former head of Human Capital Management at Goldman Sachs, an independent board director at both Etsy and Slack, and the co-founder of the personal and professional development startup Medley.
Kinsey [00:01:55] You were also named to Black Enterprise's 2017 300 Most Powerful Executives in Corporate America list, among many other awards and accolades. As my producer Marilyn put it when we were talking about this interview before we started recording, you are the definition of a corporate badass. So thank you so much for taking the time [laughs] to come on Business Casual.
Edith [00:02:13] I'll have to put that on my card. I have to say —
Kinsey [00:02:15] There you go, exactly.
Edith [00:02:17] Business badass. I like the sound of it.
Kinsey [00:02:19] It sounds pretty good, and it's true. I mean, that's, I think, part of why so many people have turned to you and your wisdom and your advice during this time. I saw you on a LinkedIn Live originally that I thought was just fantastic, talking about some of the issues that we're talking about today. And I think it's important, you know, as the nation and frankly, the world, are sort of coming to terms with the fact that racism is indeed systemic, your voice has really been instrumental already in the past, you know, 10 or so days in helping people understand what diversity and inclusion mean in the world, in the workplace.
Kinsey [00:02:53] So before we even ask any questions, I just want to express my gratitude and say thank you for your leadership. I know that in times like this, it's the black community and black Americans face an undue burden to educate everybody else. And I know that that burden is large and it disproportionately affects black Americans more than everybody else. But thank you for taking the time to educate me, educate our audience. I'm excited to have this conversation.
Edith [00:03:20] Well, thank you again for having me. And yes, in fact, this is an extraordinary time. And we, as black people, are certainly at the center of conversations as people do start to engage in conversations at a different level. I would say, however, that I don't see that as a burden. And I think that that is true for many of the black community, because we have all benefited as black people from the extraordinary hard work of our ancestors.
Edith [00:03:54] And when I say ancestors, we don't have to go back to those that fought against slavery. We just simply have to go back to one generation to see how much work they did. I was fortunate to be a mentor of Vernon Jordan, and he often has said our job was to break down the brick walls, and they were clear and they were large, but we saw the walls that were created by institutionalized racism and segregation.
Edith [00:04:26] Your job—get through that rubble. And in some ways it's more challenging. So we're up for the task. We're resilient people. And I really do appreciate the opportunity to spend some time talking about these things that are so important to me and so important to society.
Kinsey [00:04:46] And I think this concept of cleaning up the rubble is something I really want to dig into here. That my generation—I'm 25 years old—my generation has a different job than my parents' generation did. And just because it's different doesn't mean, necessarily, that we should go about it—and maybe we should—but the core tenets are still there—that racism is still an institutional problem, a systemic problem. And I'm glad that we're having more conversations about it now. But it's not like this is a new issue. Maybe it's getting new attention in light of George Floyd's death and in light of protests happening around the country.
Kinsey [00:05:20] But this is something that has long been a concern for business that we, frankly, should've spent more time talking about. And I'm focusing on the business aspects of this because this is a business podcast. But I think this is a human issue. It's not just a business issue. It's not a political issue. It's a human issue. So, with that, [laughs] I will just pull out some stats because I think it's important to paint this picture. These are from 2019 from McKinsey, which does these great diversity reports.
Kinsey [00:05:46] They found in 2019, companies in the top quartile for ethnic diversity financially outperformed those in the bottom quartile for diversity by 36%, which is actually more than in recent years. It's gone up, which I think is a really important factor to consider as we go into this conversation, that this is a business impact. It has an impact on your business. [laughs] So with that, I think we should get started. And we will talk about the protests happening around the country against systemic racism and police brutality and all of the statements that these businesses have made, and black squares on Instagram, and all of that and the brand statements.
Kinsey [00:06:24] But first, I want to talk about some building blocks. I think we should walk before we run. So when we think about equity of opportunity in the workplace, what does that mean to you? And should we be using the word equity or the word equality?
Edith [00:06:38] So equality is a very important term. And in effect, that's what we as black people and society in general should strive for—that you have equal access to opportunities as a black person or as a woman or quite frankly, for everyone. The reality is that there are unconscious biases and unfortunately, some conscious biases that people hold with respect to how they consider opportunities for people of color—black people specifically in this conversation—that make it more challenging to access those opportunities.
Edith [00:07:19] I will tell you, in my personal and professional experience, we come to the table as black people with an internal drive to be excellent. We have been raised and conditioned to know that it is our job to take care of business. And that means that we have to be prepared, be focused, and be extraordinary because when we walk in the room, people have preconceived notions that, quite frankly, may not fit that narrative.
Edith [00:07:47] And so one of the most important things for an organization to really get under the hood of having an environment that is really open to everyone is to understand the aspects of their culture that make it more challenging for a black person, a person of color, to advance than someone from the majority.
Kinsey [00:08:07] I'm curious if you think that, you know, at any job I've applied for, I've seen "we are an equal opportunity employer." Does that actually do anything? What else is there that should be done?
Edith [00:08:18] You know, I do think that the framework of requirements to be a equal opportunity employer, which are based on the law, are very important. And let's just remind ourselves that those were put into place at a time where they were required to ensure that those brick walls of segregation not only fell, but were monitored. And that has been really important.
Edith [00:08:48] I think great organizations have to move beyond the legal requirement and really think about the things in their culture that lead to an individual's success, and connect the dots between the proclamations of wanting to increase the recruiting of black professionals, to understanding the black experience, to the experience that leads to an individual's success across a multiple number of dimensions to really create an extraordinary, excellent culture. And for me, Kinsey, this is what we're really talking about here.
Edith [00:09:27] We're talking about understanding that great firms are really all about and reflect a firm's ability to hire excellence. And if you are not hiring excellence across a number of dimensions, if you are leaving black people behind, I, for one, and so many others, believe that you are leaving excellence on the other side of the door. And if you want to stay relevant, if you want to stay competitive, you've got to figure out how to open those doors because it's to your benefit as an organization, in addition to the fact that it's important from a societal perspective.
Kinsey [00:10:08] And I know you're working on a new venture to help candidates become the best possible versions of themselves. So can you tell me a little bit more about Medley?
Edith [00:10:17] Sure. So Medley is a company that I've been working on developing with my daughter. With Medley, we're creating a dedicated membership where curious and growth-minded people can learn from each other. It's a network for the present and the future. Things that we're focused on are empathy, valuing diverse perspectives.
Edith [00:10:41] So when people join Medley, we get to know you and we match you with a group that meets monthly with a coach to really explore things across personal and professional dimensions. When we started this two years ago, we thought it was critically important. It reflected things that I've always cared about and benefited from, you know, being able to be part of groups that gathered. My daughter, Jordan Taylor, always part of teams, always knew that she was better when she was part of, sort of a group versus on her own.
Edith [00:11:13] Fast forward to now. We didn't know that we would pivot to virtual. Unfortunately, we are living in horribly difficult times. But there's nothing that's more important right now than to gather people for conversations and dialog to personally grow. So that's what Medley's about.
Kinsey [00:11:36] Yeah. I think it sounds incredible. You know, one of the challenges that I've spoken about with my own coworkers is the difficulty of expanding our professional networks and even at times, our personal networks, beyond just the people that we interact with on a daily basis. When we go into the office, or I guess now go into these Zoom calls, and it sounds like Medley is doing a lot to address that problem, to make sure that we can expand our networks beyond just the people we see all the time.
Kinsey [00:12:01] So at the risk of sounding totally robotic, I want to know if there's a way to put a number value on this? Can we connect the dots from opening doors for more people, giving more people opportunity, to actually impacting the bottom line of a business?
Edith [00:12:16] Well, when we started our conversation, you quoted some research from McKinsey that suggested that their research shows that diverse organizations perform better. I think the number was 36% better, thankfully, and appropriately, there is a lot of research that's been done to show that companies that have diversity actually do perform better. I'd like to also appeal to what my grandmother often used to say was just basic common sense.
Edith [00:12:50] And the common sense here is that if you are driving an organization for the future and you don't have full inclusion of an entire community of talent, i.e., black people, you will not be as relevant and important. I'm encouraged by people's eagerness to engage in conversations on race with their black professionals.
Edith [00:13:19] I'm excited and also holding all of us accountable to move from these conversations to actual actions. When you're sitting and you're talking to a black colleague, I would encourage both those in the senior positions, whether you're black or white, but also the black professionals who are using their heart, their soul, to contribute, to also get to know them professionally and to make sure that that's not the first and only conversation, because that kind of engagement is really important for visibility and growth.
Kinsey [00:13:56] So how do we start those conversations? What's the best way to start them?
Edith [00:14:00] Well, we're in an environment right now where external factors that are occurring, unfortunately, with frequency have brought it to the forefront. We are starting conversations now in response to the tragedies of police killings and racist behavior. I would add, however, that this isn't the first time in my lifetime.
Edith [00:14:28] We don't even have to go back to the lengthy lifetime—but recently, where we've started these conversations, I sat down to write a piece to share my thoughts about racism, post-George Floyd's murder. And as I started to write, I thought, this is kind of familiar. And I went back to something that I wrote four years ago. Four years ago, I wrote something about how it was important for organizations to have conversations about race. So we've been here before.
Edith [00:15:07] What's different now is that I do feel that the energy around this is that much stronger. I think we've all had enough. And the generations that are coming to the forefront now are going to hold us accountable in an important way that we can create real actions as a result of this groundswell of appropriate support for the fact that black lives matter.
Kinsey [00:15:34] Right. I love the word groundswell. I think it does a really good job of illustrating the experience of simply being alive right now. I mean, I think even in my limited experience of understanding this world around me, I'm still young in the grand scheme of things, and this year, it feels different. And it feels different in a way that I think centers a lot on accountability. And it's a theme we've touched on in this podcast before, that the generation that is now achieving the purchasing power that their parents had had for so long are demanding more.
Kinsey [00:16:08] They want more information about everything from the companies they support, whether that's sustainability, responsibility in the conversation around racial injustice. They just want more information. And they have more access to that, and I think for all of the wrongs that social media has handed us, I think this might be one right. When a company does something right, we can shine a light on it a little bit more. And we're going to do that. We're going to talk about how all of these statements of support for the Black Lives Matter movement have actually looked in action instead of just in theory shortly. But really quick, let's take a short break to hear from our sponsor. —
Kinsey [00:16:46] Now back to the conversation on workplace diversity and why it matters with Edith Cooper. So, Edith, we touched on the specific ways that some of these companies are ensuring that they are in the position to be leaders in this conversation, to go out and make the statements that need to be made from their positions of leadership. I'm curious, a little bit before we get into the impact of those statements and those positions, I'm curious how we get to that point.
Kinsey [00:17:14] We have a little bit of an understanding now in this conversation of why diversity matters, why inclusion matters. I want to know more about how it happens. Who's responsible for making sure that this is a priority in the workplace? Is it someone who was in the position you were in, as human capital? Is it a CEO, or is it just the people who are sitting in the cubicles doing the work? Who should be responsible for all of these conversations?
Edith [00:17:37] Who's responsible for conversations on creating excellence in an organization and making sure that the firm is committed to developing, hiring, retaining, developing talent. I think that's the number one job of the CEO. His job, or her job, is to ensure that the right people are in the right seats. And it is also their job to enforce and reflect the cultural norms of the organization.
Edith [00:18:16] So the CEO is certainly responsible. HR organizations are often the center of gravity, or should I say, should be the center of gravity, for ensuring that there is knowledge across all of the different components of what creates a strong talent organization. Great HR organizations are charged with responsibility for one, being partners with CEOs and other leaders of the organization to ensure that at every step there is a meritocratic process that includes best practices.
Edith [00:18:54] How are you recruiting people? How are you thinking about positioning people for advancement? How are you pushing the conversation not just with the CEO, but broadly through the organization? And so that's the next set of people that are responsible. The broad-based organizations, specifically managers, are really, really important here. At Goldman Sachs, we've realized, as a result of doing real research, that managers do play a role in whether someone is an OK performer or someone that excels. Makes sense, right?
Edith [00:19:28] The person that is closest to you, that gives you real feedback to help you develop professionally, that puts you in opportunities with that important client or that new business opportunity that's poised for growth, is very, very important. And so we have to prepare our managers for that. And managers, therefore, are very, very responsible.
Edith [00:19:50] So although it's an important start for CEOs to be making these statements, and it is not only appropriate, it is so, so called for and in some cases, overdue. But that is just the beginning. They've got to focus, and we as people and organizations have to focus, with the same kind of rigor that we focus on ensuring that we reach other performance goals.
Kinsey [00:20:17] Edith, I had wanted to ask you if you thought that it was possible for these kinds of initiatives that CEOs take, that people who are in the C-Suite take, to create a more diverse workforce to make sure that inclusivity is a priority. If they can actually trickle down to affect the midlevel managers who, to your point, who are pretty much responsible for fostering growth in their team, it sounds like maybe that's not the question. It's more so that this is something that should be considered in a very holistic way. It can't just be the CEO. It can't just be the head of HR. Everybody at every level needs to buy in in some ways. How do you ensure that everybody at every level is prioritizing this?
Edith [00:21:01] I do think that it, at the surface, can seem like something that is too big to tackle, really having every individual own their responsibility and contribute to creating an environment where everyone's got an equal access to opportunity. But the reality is, it's not any different than any other objective in an organization. Does the CEO shirk their responsibility to ensure that every businesses is achieving its goals with respect to client engagement or profitability or whatever the metrics are?
Edith [00:21:46] No. They're not shirking their responsibility. That's an important part of their job. And we need to take the same very direct approach with respect to ensuring that the number of black people who are in organizations and are represented at every level of an organization takes place. And listen, leaders have a lot that they can do personally. So, for example, I really am sure, and if not, I would encourage, every CEO who sends out a message to go back and think about who is in their inner circle.
Edith [00:22:23] When they have their next leadership team meeting, when they think about who they are really investing in, I want all of us to take a minute and look around the room and ask the question: If there are no black people in this room, why not? And if there are not any now, what do we need to do, specifically, to make sure that that changes in the near future?
Edith [00:22:54] I understand—it's hard. It takes time. It's about the pipeline. But in what other aspect of our businesses are we OK with just sort of saying it's going to take time without intentional behavior.
Kinsey [00:23:11] I think it's an incredible take-away from this conversation I hope people will focus intensely on. If we say that these things take time, that we'll work on it, it's a future us problem, would we ever give the same consideration to something like a financial metric, like profitability, like return on ads? And that we need to think about this as a pillar of creating a successful business, making sure that we employ the right people, that we foster the success and the promotions and everything in those right people who are committed to excellence.
Kinsey [00:23:46] I want to get your perspective on one thing before we move on to talking about these businesses specifically and the response. As we've seen in the last two weeks or so, a lot of the conversation around issues of diversity and making sure that we have representative workplaces—not only for race, but I would say also for gender and background, in general—socioeconomic statuses are based on this argument that it's a pipeline problem, that it's not let's make sure that we foster the right people within the organization. It's just we can't find the right people. What's your perspective on that?
Edith [00:24:21] So bias and racism and the history of slavery in this country actually have produced a wide list of things that have impacted the black community. Yes, the education system in this country is broken and that has a profound impact on black people. Yes, the healthcare system in this country has real issues. And we could see that as a result of the disproportionate impact that COVID-19 has had on black people. And the list would continue.
Edith [00:24:56] The reality, though, is that corporations and individuals and organizations can play a role there. We can get involved in organizations that are really reaching into schools to expand the exposure and the opportunity that children have to excellent education. There's so many opportunities to create new things. But if you look at the historical, there are many opportunities for us to create new organizations. But historically, black colleges have always been at the forefront of educating people of color.
Edith [00:25:46] There is an opportunity to leverage those organizations to create and to invest in the talent pipeline of the future. Yes, so there are things that have disproportionately affected the black community. But as leaders, we cannot blame our challenges with changing the numbers at every level of the organization on other things in the environment.
Edith [00:26:18] If you look at the attendance at universities in America and you look at the data of undergraduates and people of color in graduate school, most organizations have not even gotten to the point where the percentage of black people at the entry-level positions even matches that. So that's an important goal right there. The other thing is, is that it's not just about recruiting black talent. It's about understanding and investing their experience, so they have equal opportunities for advancement with organizations.
Edith [00:26:56] And what do you need to do there? You need to get managers to be better managers. You have to get people comfortable with having a diverse group of people on their teams. We have to get people understanding how important feedback is. And "you're doing just fine" is actually not feedback. And if we start to own those responsibilities differently at every level and we start to really get under the hood of why it is so challenging to get people into the senior ranks of the organization, I promise you that things will start to pivot.
Edith [00:27:30] And when things start to pivot and you have black perspectives in the room, you'll start to have more. Look at the experience of women. So much progress has been made, so much more work to be done. But when you have more women in the conversations, there's more opportunity for people to advocate for there to be change.
Kinsey [00:27:54] Yeah. And I want everyone to think—we're gonna take a short break to hear from our sponsor—but while we do, I want everyone to think about where their responsibilities lie right now, because the picture that we have come to see a little bit more clearly right now is that we all do have a responsibility, whether you are one day on the job, whether you're still in school, whether you are the CEO of the company. And there is a responsibility at every level to make sure these conversations are happening. All right, quick break and we'll be right back. —
Kinsey [00:28:23] So, now back to the conversation on diversity in the workplace with Edith Cooper. Edith, I don't have to be the first to point out to our listeners here that we've seen a lot of corporate statements in the past two or so weeks about standing with protesters, peaceful protesters, actually saying black lives matter for, in some cases, the first time ever in the history of these corporations, which is a conversation for another time.
Kinsey [00:28:53] But why? Why are we seeing so many of these companies come out and make statements about their efforts to make sure they're promoting diversity and making sure they have representative workforces? Do you think that these are actually a turning point in any way? Are we going to see change come from this?
Edith [00:29:12] We have to see change as a result of the tragedies that we're seeing around us. We must see change. And it's our responsibility to make sure that this time is, in fact, a different, or shall I say, this time contributes aggressively to the change that is required. Why have we gotten here in the way that we have with the rapid reactions and responses, I think it starts with watching the video of George Floyd, pinned to the ground for almost nine minutes.
Edith [00:29:51] You know, like watch it. If you haven't watched it, watch it. You look at the expression on that man's police officer's face. Listen to George Floyd's voice with respect to just wanting to live another day, you know, calling out for help from his, you know, his mom, who had passed away. It's gut-wrenching, and it's raw, and it is very, very real. And I think that as a result, it struck a chord, as it should, that this human being is being killed in this way.
Edith [00:30:26] I think we also have the backdrop of the fact that we are still in a pandemic, that we are still actually impacted by the unemployment that's going on around us. The lack of clarity of direction from people who would we expect it from, you know, the leadership of the country. And a worry actually, that that man's life and the life of many others will be for naught.
Edith [00:31:00] I would also say that if you look at what matters to people who are in the workplace today, and all the surveys from consulting firms say, that on the top five things that matter to employees is the purpose of their work and understanding that their work has an impact. And so, this is a requirement for leaders to really deliver into their people's expectation of the role that their companies play in important things in their lives.
Edith [00:31:37] Several years ago, I started to get asked the question at Goldman Sachs: Do you feel like you could be your true self at work? And to be honest, when I was first asked that question, I was like, I don't know. It's my job. You know, I am who I am. But I was asked more and more often that question. And I started to not just to answer the question, but to get into why people were asking that. And because I think, and I have learned, that no longer are people willing to leave who they are and what they care about outside of the walls of the firms that they work with.
Edith [00:32:18] And so whereas maybe four or five years ago, there were conversations taking place from CEOs that said, you know, I know where I stand personally, but I'm not sure whether this is something that is a issue that my organization, you know, should, as a CEO, I don't know whether it's really the appropriate thing for me to be talking about police brutality and I don't I don't feel that—I don't see that in my conversations with CEOs because honestly, none of us will get away with that anymore.
Edith [00:32:51] That we all have a responsibility as leaders to not just send out an email, not just write a check to support things that are gonna really create change in areas such as social justice and development of pipelines and education, but also to ensure that in our actions and in our being, we are representing the significance of equality in everything that we do.
Kinsey [00:33:21] Yeah. And it's important to recognize to me how much our jobs, or our professions, or what we do to make money, are part of who we are today. We've talked a lot about the way that we are holding business leaders accountable. But I think we also need to recognize that our jobs are a huge part of our lives, not only from a time perspective, but from a self-identity perspective. Now, more than ever, I would argue that we want to be able to be ourselves at work, like you're saying.
Kinsey [00:33:49] But we also want that workplace to also want us to be ourselves. I was with a friend last weekend who was expressing to me that she was upset her company's leadership hadn't come out and make a statement about George Floyd's death. That it had taken, at this point, a week, and they still had not said anything. And that gave her pause. She was reconsidering the entire basis of her employment. Is this really a company she wants to identify with for the long term? Can she see a career at some place like that?
Kinsey [00:34:20] But there are also tangible public-facing ways that these companies are acting beyond just making sure that within the walls of your office that you feel like you can be yourself, that you can come and express yourself to the fullest extent. But there are also these public-facing opportunities to make sure that you're taking a leadership position within your industry, within the economy as a whole.
Kinsey [00:34:42] We've seen, I believe, the number that I got—and this was the day before we're recording this, so June 10th—this was as of June 10th. Big U.S. corporations have pledged more than $1.7 billion to advance racial justice and equity. Do you think that that is enough?
Edith [00:34:59] I think that $1.7 billion is significant and I applaud organizations' investment at that kind of magnitude. I wish I had a stat on the size of the U.S. economy and the aggregated profitability of these organizations. But I would venture to say that $1.7 billion, albeit important and significant, is a drop in the bucket. But it is a commitment, and I am not at all suggesting that therefore we should not respect it and applauded it.
Edith [00:35:42] I'd like to also get a conversation going around what would it look like if we had black representation at every level of the most successful, important organizations? If we had employment numbers in companies that were appropriately reflecting the presence of black people, what that number would be. So $1.7 billion is a good start. It's gonna take a whole lot more than that to support the organizations that are providing thought leadership. But I would encourage everyone to look within their organizations to create economic opportunities that could be a $1 trillion in impact.
Kinsey [00:36:35] So what can we, as typical everyday consumers, people listening to this podcast, what can we do to make sure we are practicing that accountability? That we are holding big corporations—holding their feet to the fire, in this case?
Edith [00:36:47] Well, I think that there's a number of things that we can do as individuals. You know, I do think that it is very, very important to read these statements from CEOs. And although they're coming fast and furious, it's important to take note of the things that companies have prioritized in their approach and organizations that they're supporting. I think it tells you a lot about the organization. I think that's why it's so important for people who are looking at their organization and who are asking if we're not involved in this, why not?
Edith [00:37:22] What does this say about us as an organization? And I think that we should start doing more due diligence around whether we are using our, let's say, capital and interest and presence, to support organizations who are doing this for real. And if there is a company that you have seen that is really putting themselves out there, you know, support that company. Please, please do support black businesses. I'm very proud to be part of the board of Etsy.
Edith [00:38:01] And it's important because small businesses has always been a very important part of business commerce. I was honored to be recognized over the years by Black Enterprise, most recently with their legacy award. And Earl Graves, otherwise known as Butch, who is the current editor, is very, very vocal about the significance of supporting black businesses. You know, get smart about it, understand where you spend your money and how you spend your money, because that's pretty powerful en masse.
Edith [00:38:36] I would also encourage every one of us, as individuals, to police ourselves and to really take an honest look at, you know, as individuals, you know, what are we doing in terms of opening our lens on the experience of people of color, black people specifically? You know, the words that have always really mattered to me are empathy. I'm not looking for someone to —. That's not true. I think it's important for people to feel angst and anguish and sorrow when they learn about the black experience, because goodness knows, black people feel it.
Edith [00:39:15] But I really also want people to have empathy for other people's experience. I want all of us to continue to value diverse perspectives, not just in understanding the experience—how someone experiences race in this country—but how they experience things professionally. And I'd also want all of us to sort of pay attention to who's in our inner universe and get smart about that too. Because there's so many opportunities to get engaged in. And right now, we can't afford not to be engaged.
Kinsey [00:39:50] Yeah. I think that people my age have definitely taken this conversation upon themselves in ways that I haven't seen before. Maybe that's because we're aging into a position of power in the economy. Maybe it's because we're all sitting at home. But regardless, I think it's important. And we've asked a lot of questions [laughs] in this conversation, Edith, that are very difficult to answer in the amount of time that we have together.
Kinsey [00:40:14] I want to ask some questions now that I think will be a little bit easier. We're going to do some rapid-fire with the Business Casual wheel. So we're recording this remotely. I have my wheel app, [Edith laughs] and I'll take it for a spin, and we'll ask some quick questions. All right. Oh, hold on. I got to turn the volume up. [sound of a ding]
Edith [00:40:31] And this would be an area where it would have been great to do my homework to hear about the Business Casual wheel. But anyway, let's see how it goes.
Kinsey [00:40:38] Yeah. We try to keep it a little bit under wraps so that we —
Edith [00:40:40] OK.
Kinsey [00:40:40] Actually can get you rapid-fire. OK. [sound of wheel spinning] So it landed on [sound of a ding] The One Thing. So what is the one thing in your life, in your career—it could be a book, a class, a mentor, an album, a quote—that you feel has had the most outsized impact on you.
Edith [00:40:56] I would say the first thing is my family and my parents. And growing up in an environment where there was an expectation for us to focus on education, actually, and not get confused, that is something that is life-changing and that, you know, you had to be prepared. You had to work hard. And we were fortunate to be in a position where, you know, we didn't have to worry about food on the table or a safe home.
Edith [00:41:42] And so, therefore, you know, we owed it to our people and ourselves to get the job done. And we were pushed into circumstances that were hard with the expectation that we would succeed. The other thing for me was that people paid attention and were intentional in my development. And often there were people who knew more—saw more potential in me than I saw in myself, particularly because I had so few role models in the corporate sector.
Edith [00:42:17] But those that I did have, and those that I knew, were so, so instrumental in pushing me forward, for giving me that feedback, and for allowing me an opportunity to really perform to my potential, and being there in situations where things didn't go so well. I mean, I've made mistakes. But that's when you know that you've got the wind at your back—when you trip and you're like flat out on the ground, and the answer is, OK, we won't put you in those situations anymore. It was like, OK, you screwed that up. Here's why. And here's another thing. And please do not do that again.
Kinsey [00:43:03] I've said on this show before that, to me, you don't grow when you're not challenged. And I agree that having the kinds of people who are surrounding you, who, even when you absolutely make a mess of everything, are there to help you learn from it instead of kicking you when you're down, is invaluable. All right. One more spin. [sound of wheel spinning] [sound of a ding]
Kinsey [00:43:25] What is one thing making you feel optimistic right now? What's one source of optimism in your life?
Edith [00:43:31] I'm very optimistic about the potential for continued turbocharged change. I have seen it in my lifetime. You know, my parents grew up in the segregated South and couldn't walk into the front door of a store. That's one generation from me. And so I'm optimistic because just, you know, one generation before me, the perseverance of black people, and the rigor and the partnerships that were built to create change, did result in change.
Edith [00:44:23] And I see that as the opportunity now. And I'm also optimistic because it's clear to me that you and the generation of people who are coming into the workforce now have experienced so much. You've experienced in your lives, you know, a pandemic, racial injustice, violence, and so many other things that you've had enough. And you are going to hold us all accountable. And that makes me optimistic.
Kinsey [00:44:58] It almost makes me feel emotional thinking about how different the world was one generation ago and how different it hopefully will look by the time I have children and I'm talking to them about these things. So thank you so much, Edith, that was a fantastic answer and a fantastic interview. I learned a lot and I feel energized in this conversation about effecting change, holding leadership accountable, making sure that we're having the right conversations. So thank you so much for being so generous with your time and for coming on Business Casual.
Edith [00:45:30] Oh, it's been awesome to share thoughts in this conversation. I thought, to sort of conclude, you started out this conversation by saying that it was entirely appropriate to spend some time just talking about people. It is Business Casual. It is about, you know, the economics of it. But nothing happens if we don't focus on the people and human dynamic that's required, and we will be shortchanging ourselves if we continue to leave black people behind. And so I really appreciate the focus that you've put on this and look forward to continuing on this so, so important passion.
Kinsey [00:46:19] Thank you so much for listening to this episode of Business Casual with Edith Cooper. The Business Casual and Morning Brew teams recently compiled some great lists of content either made by black creators, or featuring important black voices, or bringing up subjects of systemic racism here in the U.S. if you want to spend some time checking those out, head to morningbrew.com and search the Brew's Black Lives Matter syllabus or check out businesscasual.fm/blm. That's businesscasual.fm/blm, and I will see you next time.


» Worth doing or not?!
My brother in law has spent the best part of two years dedicating his evenings after work to writing a fictional novel set in prehistoric times. The idea is good and the plot very original,however despite having interest and praise from publishers,this has not amounted to anything.
He was seriously considering self publishing (more as a personal thing I think,to want to see it in print) then a few people 'in the know' suggested he have the book edited and then to resend to publishers after that process. This doesn't seem a bad idea as the main area that needed critiquing (the publishers felt) were the way certain sentences were constructed.
My brother in law has a wife and three children and the average price for a book being edited is £1000... Obviously this is money they have to seriously think about spending.
So really what I'm asking is..
Has anyone here self published?
Has anyone had a novel edited?
Is it a money making Con and unnecessary?? Ie would it make a difference to whether or not a book was actually 'taken on' by a publisher?
Don't know anything as I am a reader and not a writer. Thinking of authors such as Scott Fitzgerald who famously couldn't spell and others who appear to have an enormous support from their publishers I would worry about such an outlay. Your brother in law really needs an opinion from those in the publishing business. Do hope Mumsnet will be able to throw some help your way.


text:
mykillink@gmail.com February 12, 2021
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