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July 8, 2019 July 1, 2019 by Anne Litwin
Gender bias in the workplace, defined as forms of discrimination against women that reflect the values and mind-sets of the men who created the settings and practices, is a deeply ingrained part of our culture. While many of these gender-biased mind-sets and practices are changing, Marisa Porges, writing for the New York Times, points out many interesting ways that the legacies of gender bias from the past are still impacting the present:
NASA didn't have enough space suits that fit female astronauts. Only a few days before the much-publicized first all-female spacewalk was to take place in April 2019, it had to be canceled because of the lack of space suits that fit women.
Two years after Porges began flying jets for the navy, somebody noticed that the ejection seat on her jet was not designed for her five-foot-two-inch female frame. It had been designed and tested by and for only men, which increased the risk of major injury for a woman if she needed the safety equipment.
The legacies of gender discrimination are also present in small ways that affect the daily lives and careers of women. Porges notes that while women face many systemic barriers, such as wage gaps, family leave policies, and blocked career pipelines for women in underrepresented fields, the small legacies are also significant:
Lack of adequate lactation rooms in most office buildings
Antiquated office dress codes that require female employees to wear high heels
The size of safety gear available for female astronauts
Temperature settings in most workplaces, which are calibrated to men's metabolic rates and are too cold for women
While Porges focuses on legacies of past gender discrimination reverberating in the present, new sources of gender discrimination are also concerning. Megan Specia writes about the broad gender disparities in the technology and artificial intelligence (AI) sectors, noted as problematic in a new Unesco study released in conjunction with the government of Germany and the Equal Skills Coalition. Specia reports that women are grossly underrepresented in AI, making up 12 percent of AI researchers and 6 percent of software developers in the field. The Unesco study states that "a lack of diversity within the industry . . . is reinforcing problematic gender stereotypes." The report states several alarming examples:
Most virtual assistants like Apple's Siri or Amazon's Alexa have female names, female voices, and often a submissive or flirtatious style. They also often have a "deflecting, lackluster or apologetic response" to insults, which provides a powerful illustration of gender biases coded into technology products.
Gender and racial biases have also been built into sexist hiring tools developed by Amazon and facial recognition technology that misidentifies black faces.
The report points out that "the more that [technology-enforced] culture teaches people to equate women with assistants, the more real women will be seen as assistants—and penalized for not being assistant-like."
The absence of diversity in engineering teams that are overwhelmingly staffed by men means that gender bias continues to be perpetuated. Our whole culture needs to change and confront the multilayered problem.
Photo by Diego Gavilanez on Unsplash
Categories Uncategorized Tags gender bias, gender discrimination, women in the workplace, workplace culture, workplace discrimination Leave a comment
Google Update: Gender Pay Gaps and Disparities
July 9, 2019 April 8, 2019 by admin
Google's pay gaps and disparities have been in the news since employees took matters into their own hands. In 2015, employees informally began collecting their salary data, which was published in 2017. The survey revealed significant gender and race pay disparities. Bryce Covert of the New York Times writes that after denying for years that it had a gender pay gap and refusing to make its pay data public, Google was embarrassed by its employees into instituting an annual pay equity analysis. In March 2019, Google announced the results of this year's analysis. Covert reports, "It gave most of the raises to adjust for unequal practices to men." This was a surprise to many. In 2016, the Department of Labor (DOL) found that Google had "systematic" disparities, which were described as "quite extreme." Women at Google cried foul about the new pay analysis and protested that it left out important information:
The annual pay review compared only people within the same job categories.
Women are "hired into lower-tier and lower-paid positions while men start in higher-level jobs with higher pay brackets."
In other words, the analysis was not comparing whether women and men were hired in the appropriate job categories. It is a flawed and incomplete analysis. Covert notes that Google continues to refuse to release all of its pay data publicly or to the DOL for analysis, making it difficult to know the real situation with its pay gap. In 2016, President Barack Obama proposed a rule that would require all companies with one hundred or more employees to collect and report pay by race and gender. When President Donald Trump took over the White House, however, he stopped this rule from going into effect. In March 2019, a federal judge ruled that the Trump administration had failed to prove its argument that the rule created an undue burden on companies. She ordered the government to move forward with implementing the rule and cleared the way for the Equal Employment Opportunity Commission to start requiring companies to collect and report their pay data. Google, along with all other employers with more than one hundred employees is now required to fully disclose pay data, and the public will get to see it. Transparency is important if the stubborn pay gap is ever going to be closed. American women who work full time make 20 percent less than men. Some experiences with pay transparency are instructive and encouraging:
A study in Denmark found that requiring pay transparency reduced the gender wage gap.
A review of British workplace surveys found that pay transparency raised the wages of all employees.
Studies in the United States found that pay gaps are smaller in public sector and unionized workplaces where pay scales are available to anyone.
On another front, in November 2018, after twenty thousand Google employees walked off the job to protest sexual harassment policies and practices, Google agreed to stop requiring forced arbitration in sexual harassment and assault cases. Daisuke Wakabayashi of the New York Times writes that in March 2019, Google did away with all forced arbitration agreements and is now dropping the requirement in employment contracts for all employees—including temporary and contract workers. This is a huge victory for the Google employees who banded together to organize the 2018 walkout. But, alas, Google still has a culture that protects high-ranking executives credibly accused of sexual harassment and rewards them with big payouts. Wakabayashi reports that most recently, a shareholder lawsuit revealed that the board of directors of Google's parent company, Alphabet, agreed to pay as much as $45 million to a top Google executive accused of groping a subordinate. In October 2018, a $90 million payout to a different executive accused of sexual harassment sparked the 2018 walkout. Between federal court rulings requiring pay transparency, employee activism, and shareholder lawsuits, Google may yet be dragged kicking and screaming into becoming an equitable and ethical organization. Let's not forget though that this is just the tip of the corporate iceberg. These are baby steps—but in the right direction. Photo courtesy of https://www.istockphoto.com/photo/young-woman-programming-at-her-home-office-gm874016084-244060556]]>
Categories Blog Posts Tags gender, gender bias, gender discrimination, Google, tech sector, women in tech Leave a comment
Gender Bias at Goldman Sachs: Fired for Taking Maternity Leave
A recent Los Angeles Times story by Sabrina Willmer shines a light on the hypocrisy of many corporate family leave policies in the United States. Willmer explains that Goldman Sachs proudly promotes itself as a family-friendly company that offers four months of paid family leave as part of a widely publicized diversity initiative designed to attract talent. When women take maternity leave at Goldman, however, their careers are often damaged, and some have been fired using "business case" justifications that do not align with their performances. Goldman Sachs is not the only company to offer a family-friendly policy and then punish women and men for using it. Stories like the one reported by Willmer are common in many other organizations as well. The case discussed below is one of many being litigated in a class-action gender bias lawsuit against Goldman Sachs based on complaints of reprisals when women took maternity leave. Willmer presents the case of Tania Mirchandani, a vice president and employee of fifteen years at Goldman Sachs in Los Angeles. When she reported to her supervisor, a father of four children, that she was pregnant with her third child, he expressed skepticism that she could balance the demands of her job with such a large family. Toward the end of her maternity leave, just before returning, her boss called to tell her she was terminated "for strategic business reasons" and that men in the office were also being laid off to cut costs. In Mirchandani's gender bias complaint she states that, in fact, she was the only person cut in the Los Angeles office and male colleagues kept their jobs even though their performances were not as good as hers. Mirchandani's experience is not unusual at Goldman Sachs, and other women have also report reprisal and pressure after maternity leave. Specifically, after maternity leave, many women at Goldman
Are assigned to a different position when they return and lose the accounts or clients they developed before taking leave
Report being passed up for promotions
Are pushed onto a "mommy track" where they are not eligible for promotions
Are not assigned to a team and are left to develop new business on their own
Report that it is "standard practice" for Goldman to pressure women to take shorter maternity leaves than allowed by policy
This same story is playing out for women in many corporations. Is it any wonder that, although most companies have updated their family leave policies, the number of women taking paid maternity leave in the United States each month has remained unchanged since the 1990s, according to a 2017 study by Boston University? Willmer reminds us that family-friendly policies are empty words on paper when the cultures of organizations do not change. The same will be true for all of the new sexual harassment policies being published as a result of the #MeToo movement. Organizations' cultures do not change without vigilance, transparency, and accountability. We have a long way to go. Is your organization truly trying to change its culture? Please share what is working. Photo courtesy of NIAID (CC BY 2.0) ]]>
Categories Uncategorized Tags #MeToo, gender bias, Goldman Sachs, maternity, maternity leave, mommy track Leave a comment
Pregnancy Discrimination and the Motherhood Pay Gap: We Need a #MomsToo Movement
We have heard a lot in recent months about sexual harassment and gender discrimination in the workplace, thanks to the #MeToo movement. But one form of gender discrimination we don't hear a lot about is the deeply ingrained antimotherhood bias that takes a heavy toll on women's pay and careers. Antimotherhood bias includes bias and discrimination against pregnant women, as reported by Natalie Kitroeff and Jessica Silver-Greenberg of the New York Times, who share a range of painful stories of women being fired or demoted for being pregnant. It also includes bias and discrimination against women once they have children, which is often casual, open, and unapologetic, according to Katherine Goldstein of the New York Times, even though this discriminations is illegal. This systemic bias is found in large corporations, such as Merck and Walmart, government organizations, and small businesses. Claire Cain Miller writes that antimother bias may account for most of the stubborn gender pay gap. Miller, Goldstein, Kitroeff, and Silver-Greenberg note these recent findings:
Research regularly shows that mothers are routinely viewed as less competent and committed to their jobs, even by other women, despite evidence to the contrary. This bias can result in women being bypassed for promotions, high visibility assignments, and bonuses when they have a child.
A study published in the American Journal of Sociology found that in instances where job candidates were equal in every other way, being a mother reduced the chance that a candidate would be offered the job by 37 percentage points. The recommended salary for mothers who were offered the job was $11,000 less on average than for childless female candidates. This hiring bias does not affect fathers at all. In fact, fathers tend to make more money than their childless male counterparts.
Couples today tend to have similar incomes at the beginning of their careers until their first child is born. Immediately after the first birth, the pay gap between spouses doubles, entirely driven by a drop in the mother's pay, while men's wages keep rising.
When women have their first child between the ages of 25 and 35, their pay never recovers, relative to that of their husbands. This is less true if the first child is born before 25 or after 35 because the woman's career either has not yet gotten started before 25 or is already established by the time she is in her late 30s.
Each child chops 4 percent off a woman's hourly wage, according to a study conducted in 2014 by the University of Massachusetts at Amherst, and the pay gap grows larger for each additional child born.
Even in families in which both parents work full time, women spend almost double the time on housework and childcare. This often means that women work fewer hours, are paid proportionately less, and become less likely to get promotions or raises.
Why don't women speak out about being passed over for promotions, visible assignments, and raises because of motherhood? Goldstein suggests that women may feel they have more to lose by speaking out. Women who are trying to have both a career and a family are pushing against negative judgment from both employers and society. They may internalize this judgment and feel guilty—and they have families to support and cannot risk being laid off or further penalized. Many lawsuits are working their way through the courts, and the Equal Employment Opportunity Commission has had more complaints filed in recent times than ever before about discrimination against working mothers, but we still don't hear much about this issue. What will it take to bring about change? Miller points out that more women running for political office may mean that this issue gets addressed. For example, Senator Tammy Duckworth recently became the first United States senator to give birth while in office, and she subsequently fought for changes in accommodations and practices, such as availability of a lactation room, to support mothers in the Senate. Research has also shown some other policy changes that can help women who are mothers:
Programs to help women reenter the workforce
Flexibility in when and where work gets done
Subsidized childcare
Time off for men after children are born so they can spend more time on childcare
Women may need to share their stories in a #MomsToo movement. What are your stories? Photo courtesy of Ran Allen (CC BY 2.0)]]>
Categories Uncategorized Tags bias, gender bias, motherhood, mothers, parenting, pregnancy, pregnancy discrimination, sexual harassment Leave a comment
Women in the Military: Signs of Change
I remember when, in 1995, Shannon Faulkner was escorted by federal marshals onto the campus of the Citadel in Charleston, South Carolina, as the first woman to be admitted to this southern military college. Richard Fausset of the New York Times reminds us that Faulkner fought a two-and-a-half year legal battle to gain admission. Now, twenty-three years later, Sarah Zorn, a twenty-one-year-old college junior, has been selected by a panel of staff members and students to become "the Citadel's first female regimental commander—the top cadet." Fausset writes that change came slowly at the Citadel, and administrators now admit that for the first ten years or so after the courts forced the institution to admit women, resistance to change remained deeply ingrained and only slowly diminished. Institutional policies and practices were eventually revamped for the better:
Women are welcome and, in many cases, thriving on campus.
Ten percent of the graduating class this year were women.
Female cadets, on average, maintain a higher grade point average and are more likely to graduate than men; 75 percent of women graduate.
Sexist comments directed at women are unusual from male cadets and the women generally feel respected by their male colleagues.
The continued evolution of the Citadel culture found uniformed cadets marching for the first time in the Charleston Pride parade.
Let's stop a moment and breathe in this good news. Change is possible, but it takes clarity and commitment on an institutional level to make it real and lasting. Photo courtesy by James Willamor (CC BY-SA 2.0)]]>
Categories Uncategorized Tags Citadel, gender bias, gender discrimination, military, women in the military Leave a comment
How Gender Bias in Medicine Affects Women's Health: A Book Review
Doing Harm by Maya Dusenbery, a new book recently reviewed in the New York Times by Parul Sehgal, is a rich collection of studies and statistics that reveal sexism at every level of medicine. Sehgal notes that the core message of the author is that the ancient distrust of women to be reliable narrators of their own experiences or their bodily pain is linked to the current "believe women" moment we are in as more speak out in the "Me Too" movement. The author also points out that this suppression of women's voices is linked to how frequently women get interrupted in meetings and how rarely women are quoted as experts. Women's voices are ignored or belittled and, in addition to the other challenges we face, this dynamic impacts our ability to get good medical care. Dusenbery offers multiple examples to make her point:
Women with abdominal pain wait in emergency rooms for sixty-five minutes compared to forty-nine minutes for men.
Young women are seven times more likely to be sent home from the hospital while in the middle of a heart attack.
Doctors rarely communicate (or understand) how drugs from aspirin to antidepressants affect women and men differently.
Autoimmune disorders have been understudied because a majority of the patients are women.
Women are consistently undertreated for pain: male patients are given pain relief while women are given sedatives and told their pain is emotional.
For women of color, especially black women, the situation is worse. Black patients are twenty-two times less likely to get any kind of pain relief in emergency rooms.
Sehgal suggests that the solution is not more female doctors because female doctors can have implicit bias, too. The best action we can take is to speak out about sexist and paternalistic experiences we have with doctors. We must share our stories. We can also put pressure on medical professionals to study women's health. And we have to insist on having our voices heard. I remember when my mother kept going to her doctor and complaining that she "didn't feel right." The doctor told her that older women often experience aches and pains and sent her home. But my mother knew something was wrong and she kept going back to the doctor and insisting on tests. Finally, they listened to her and she was, in fact, about to have a massive heart attack. She needed open-heart bypass surgery. She saved her own life by refusing to be ignored. We must not allow ourselves to be silenced. Photo courtesy of Wellcome Images (CC BY 4.0)]]>
Categories Uncategorized Tags discrimination, gender bias, gender gap, medical care, medicine Leave a comment
What Gender Bias Looks Like
Gender bias can be subtle and difficult to understand. At the beginning of my women's leadership programs, many women cannot see it and eventually discover that it is so much a part of their daily lives, they have become numb to it. The following are some recently published examples of gender bias from the media, finance and biopharma, economics, and Wall Street that silence women's voices and create barriers to women's participation in shaping our world. News Media: Amanda Taub and Max Fisher of the New York Times write that women are underrepresented in news coverage by a ratio of three-to-one. Being quoted or cited in news articles helps determine who is considered to be an authority on a topic. Taub and Fisher note that the social machinery that equates expertise with maleness is complex and creates a vicious cycle that shuts women out. For example, news organizations use online searches to find experts to quote or cite. Because women are underrepresented in news coverage, their names do not come up as often in searches and they continue to be excluded. Finance and Biopharma: Rebecca Robbins and Meghana Keshavan of STAT share an example of gender bias at a large annual healthcare conference sponsored by J.P. Morgan: men represented 94 percent of the 540 people making high-profile presentations to biotech executives and investors. Let's be clear—these events are where careers are made and enhanced by the opportunity for visibility. And women are not visible. This lack of representation of women on panels and in speaking slots at professional conferences is a trend that has been recently reported in several fields. Economics: Justin Wolfers of the New York Times writes about the scarcity of women and women's voices in the field of economics and the implications for all of us. He notes that "because economics has an outsized influence on public policy . . . [and] many debates are likely to be dominated by men for years to come," there are so few women in economics. Wolfers cites surveys that show stark differences in opinion between women and men economists: women economists, by large margins, favor policies that promote income equality, big government and government regulation, mandatory employer-provided health insurance, and labor policies that promote environmental quality over economic growth. Women economists tend to focus on different topics than men, and as Wolfers writes, "If there were more female economists, more attention would surely be paid to these issues." The number of women studying economics has stalled, and women are a minority in every level of training and rank in economics. Wolfers notes that a host of careful studies has identified barriers that discourage and drive women out of the field, such as being held to a higher standard for publishing or not being given tenure credit for publishing with men, while men get credit for publishing with women. Jim Tankersley and Noam Scheiber of the New York Times, also writing about women in economics, share new research on patterns of gender discrimination in the field. One study on the most popular introductory economics textbooks found that the textbooks refer to men four times more than to women and that 90 percent of the economists cited in the texts are men. This new research also notes that the bias against African American women in economics is especially pronounced—only fifty-two black women earned doctorates in the field between 2006 and 2015. Black women are incredibly invisible. Wall Street: A new lawsuit against the investment firm run by Steven A. Cohen, Point72, is reported by Jessica Silver-Greenberg and Matthew Goldstein of the New York Times. The woman bringing the suit explains, "The company is a testosterone-fueled 'boys club' in which men comment on women's bodies, belittle their abilities, exclude women from meetings, and pay them less than male peers." Further evidence of gender bias is offered: women are fewer than 3 percent of managing directors and, of the 125 portfolio managers, only one is a woman. When women's voices and perspectives are missing from the classroom, research, business, and government, we all lose. Let's keep the pressure on for change. Photo courtesy of businessforward (CC BY-SA 2.0)]]>
Categories Uncategorized Tags biopharma, economics, finance, gender bias, government, media, wall street 2 Comments
Why Gender- and Race-Blind Hiring Does Not Work to Combat Bias
Two years ago, my niece, an engineer in her twenties with solid work experience, started a new job about which she was very excited. She was one of very few women in this engineering company, which was not unusual. When she returned from maternity leave about six months ago, after having her first child, she was treated so badly by her male manager that she eventually resigned. After her return from maternity leave, her manager took away her meaningful projects and gave her boring work that no one in the company cared about. He denied her requests for flex time, for permission to occasionally work remotely, and for permission to leave early on days when she had medical appointments. He made disparaging remarks about her needing breaks to pump and made comments that implied she was useless to him because she would probably have more babies. She complained to HR who said nothing could be done. She could not thrive there. With every day that passed, she felt worse about the company and began to doubt herself. She left. Organizations think they can solve the problems of underrepresentation of white women and women and men of color in their workforce by using gender- and race-blind résumé screening to eliminate bias in the hiring process. Katharine Zaleski of the New York Times describes "blind hiring" as a dangerous trend. In this process, the names of candidates are removed from résumés and voices are altered during phone interviews to "mask" the gender and race of candidates in an attempt to eliminate bias. Zaleski cites studies showing that blind hiring does not work because
The résumés of white women and women and men of color still get screened out when gaps in a résumé signal the applicant is probably a woman who took time out for caregiving, or when the names of colleges, college majors, or volunteer activities indicate the applicant may be a person of color.
Even if the blind résumé gets a candidate through an initial round of screening, the biases of hiring managers kick in later during the traditional in-person interview.
Using blind-hiring processes does nothing to create organizational cultures where white women and women and men of color can thrive. Once hired, they will not stay if the organization has not worked to create an inclusive culture where diversity is valued.
Zaleski notes that blind hiring "is a misguided distraction from the hard work of evaluating and fixing the ways in which their cultures drive out" white women and women and men of color. My niece now works for a different company. Her new boss is a woman with young children who is relaxed and confident about parents being good workers. The organization has solid family-friendly policies and practices. My niece says her goal is to work hard, do her best work, and advance as a professional in her new company. In other words, she feels she can thrive there. Her old company pushed her out and lost a valuable employee because of gender biases. That didn't have to happen. Photo by Amtec Staffing, CC BY-SA 2.0. ]]>
Categories Uncategorized Tags blind hiring, diversity, gender, gender bias, Katharine Zaleski, race Leave a comment
Women in Physics and Medicine: Closing the Gender Pay Gap, Increasing Respect, and Decreasing Burnout
New studies on women in physics and medicine find continuing disparities in pay and promotions. Audrey Williams June, writing for the Chronicle of Higher Education, reports the results of a new study by the Statistical Research Center at the American Institute of Physics showing a gender pay gap of 6 percent for female faculty members in physics. The study also found that men are overrepresented in senior faculty roles and that women receive fewer grants for research and lab space. For women in medicine, the issues can be severe. Dhruv Khullar of the New York Times reports that female physicians
are more than twice as likely to commit suicide as the general population;
earn significantly less than male colleagues
are less likely to advance to professorships; and
account for only one-sixth of medical school deans.
Khullar notes that gender bias begins to impact women physicians during medical residency training and continues throughout their careers. He points out that the structure of medical training and practice has not changed much since the 1960s, when almost all medical residents were men and only 7 percent of medical school graduates were women. Today women account for more than one-third of practicing physicians and one-half of physicians in residency training. Unchanged training structures that assume a stay-at-home spouse to support a trainee's eighty-hour-work week create work-family conflicts for women. The combination of work-family conflicts and embedded gender discrimination in the profession takes a toll on women's lives and careers in some of the following ways:
In households where both spouses are doctors, women with children work eleven hours less per week, while there is no difference in the hours worked by men with children. This statistic reflects the greater responsibility that women doctors carry for family care that their spouses do not share equitably.
Female physicians are more likely to divorce than male physicians.
For female physicians, getting patients and other doctors to show them respect by calling them "doctor" is a battle. Women physicians are assumed to be either physician assistants or nurses by both patients and other doctors and are often introduced by their first names in professional settings instead of by their professional title of "doctor."
The gender pay gap for female physicians is significant and was detailed in an earlier article.
A recent study at Harvard found that gender bias affects referrals to female surgeons from other physicians.
What can be done to close the gender pay gap, increase respect, and decrease burnout for women in physics and medicine? Both June and Khullar suggest that having more women in leadership and mentorship roles could make a big difference. Khullar also notes that "disparities don't close on their own. They close because we close them." Let's continue to put pressure on our institutions to be more equitable and inclusive. Do these disparities exist in your own profession? Please share with us what efforts your organization is making to close these gaps. Photo by Walt Stoneburner, CC BY 2.0.]]>
Categories Uncategorized Tags gender bias, gender pay gap, inclusion, medicine, pay gap, physics, STEM, women Leave a comment
Where Are the Women CEOs?
In business and in politics, few women have made it to the top—none in politics in the United States, as seen with Hillary Clinton's recent loss in the 2016 presidential race. And Catalyst reports that the percentage of female CEOs of Fortune 500 companies has been stuck at 5 percent for a very long time. Why has there been so little progress? One factor explaining the dearth of female CEOs is described by Katrin Bennhold of the New York Times as the phenomenon of the glass cliff. The concept of the glass cliff, coined in 2005 by two professors at Exeter University in the United Kingdom, posits that "women are often placed in positions of power when the situation is dire, men are uninterested and the likelihood of success is low." Bennhold gives the example of the election of Theresa May to prime minister of the United Kingdom right after the Brexit vote, which put her immediately into a lose-lose situation where her chances of success were very low. Bennhold goes on to note that all the men responsible for Brexit "stabbed each other soundly in the back" and ran away. Julie Creswell writes that researchers at Utah State University also report that women are more likely to be promoted to the top job of troubled companies and then "[lack] the support or authority" to make necessary changes. In other words, women are less likely to succeed in glass cliff appointments, and their tenure is often shorter because they are under conditions detrimental to success. Susan Chira of the New York Times describes other factors that contribute to the low number of female CEOs, based on interviews she conducted with dozens of senior women who competed to be CEOs but did not succeed. These women concluded that the barriers for women are "more deeply rooted and persistent than they wanted to believe." They reported these barriers:
Women are not seen as visionary.
Women are less comfortable with self-promotion and more likely to be criticized (and villainized) when they do grab the spotlight—and they are often perceived as unlikeable.
Men continue to be threatened by assertive women.
Women are disproportionately penalized for stumbles.
Most women are not socialized to be unapologetically competitive and can be caught off guard by the ruthlessness of competition at the top. One executive explained, "Women are prey . . . They [men] can smell it in the water, that women are not going to play the same game. Those men think, 'If I kick her, she's not going to kick back, but the men will. So I'll go after her.'"
This latter point may also explain research from Utah State University, as reported by Creswell, showing that female CEOs are 34 percent more likely to be targeted by an activist investor who forces them out. A study from Arizona State University found that, out of all chief executive appointments from 2003 to 2013, one in four women-led companies were attacked by activist investors. What can be done? Chira notes that Deborah Gillis, president and chief executive officer of Catalyst, says that it's not enough for leaders and boards to pay lip service to valuing diversity and advancing women and minorities. They need to put their money where their mouth is by withholding bonuses from leaders if they do not promote women and minorities and increasing bonuses if they do. They must also continue to grow the number of women on corporate boards. More women are seriously considered for CEO appointments when women are board members. Without these efforts, the deck is stacked against women getting the chance to demonstrate leadership from the top. Image courtesy of businessforward (CC BY 2.0)]]>
Categories Uncategorized Tags CEOs, gender bias, gender discrimination, glass cliff, management, women in business Leave a comment


In every intelligence industry there's often a central aim: predicting the future. We collect and analyse, dissect and interpret, looking for that essential nugget that will give us the edge over our adversaries by indicating what they'll do next. While this activity goes on 24/7/365, the end of the year encourages us to go public with forecasts to help navigate the choppy waters on the horizon. This year, because all good intelligence involves collaboration, I've combined my thoughts with those of our threat analysts and security strategists to give some insight into the TTPs and sectors likely to be top of the list for cyberattackers in 2019.
In 2019, we'll continue to see attackers attempt to counter detection in the form of Vapor worms – fileless attacks that display worm characteristics and propagate through networks -and IoT worms. As attackers become more sophisticated in their methods, defenders will need to get more adept at spotting evidence of incursions through proactive threat hunting and analysis.


Performance Of Carrick Castles - RSCDS Birmingham Demonstration Team, Kinver Country Fayre, 2014.
Performance Of Carrick Castles - Newcastle RSCDS Branch Display, Newcastle Festival, 2017.
Performance Of Carrick Castles - Nunspeet, Netherlands, 2017.
Performance Of Carrick Castles Variation For 12 Persons - Studio Of Old And Folk Dance, Baltyn Lights, 2018.


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A Concept Paper on Eliminating Obstetric Fistula
Major Support Provided By
Obstetric fistula is caused by obstructed or prolonged labor which is when the process does not progress appropriately and the baby is not born in spite of strong uterine contractions lasting 24 hours. Of 135 million who give birth globally each year, it is estimated that 5% or almost 7 million women will experience prolonged or obstructed labor, according to WHO (World Health Organization).
In many countries without ready access to emergency obstetric care, women may labor for days. Under these conditions, as the baby's skull gets pressed against the mother's pelvis for long periods, the soft tissues squeezed against the inside of the pelvis get insufficient blood supply and are sloughed off after the birth if the mother survives. A permanent hole, or fistula, is created.
Obstetric fistula can form between either the bladder and the vagina (vesico-vaginal fistula) or the rectum and the vagina (recto-vaginal fistula). The consequences include incontinence of urine, feces, or both, with accompanying odour, bladder infections and much else, with profound effects on the lives of the women who have them. Women with fistula are often ostracized, shunned, abandoned by spouses and other family members, and worse. Constant seepage of urine and/or feces through the vagina is devastating in so many ways!
In addition to younger age and chronic poor nutrition in childhood which reduce the size of the birth canal, other risk factors include lack of skilled attendance at birth and emergency obstetric care (assisted vaginal delivery, symphysiotomi, and Caesarean sections), and in some countries harmful practices.
WHO estimates that of the 7 million women who experience obstructed labor each year, ~50,000 will die (~0.7% case fatality rate) and another 50,000–100,000 women will develop a fistula. Currently, more than 2 million women are thought to be living with obstetric fistula. These rates and percentages are higher in low resource countries where women have little or no access to proper emergency obstetric care.
But obstetric fistula can be prevented by interventions that are manageable even for today's low resource countries. As Niger and HDI have shown through their community-based approach, interventions that prevent obstetric fistula will of necessity also reduce maternal mortality and the death of babies during birth.
UNFPA (United Nations Population Fund) has been leading an initiative whose goal is to prevent and treat fistula, with a particular emphasis on expanding the totally inadequate access to surgery for women who already have obstetric fistula. Surgical repair, which has an 75–93% success rate, requires a trained surgeon, a competent nursing staff and an anaesthetist and costs approximately US$350 per operation. Full treatment also includes post-operative care and provision of social reintegration services." Great progress has been made.
HDI's sharp focus on prevention is proposed as a SUPPLEMENTARY and collaborative method to rapidly reduce the number of women who die giving birth and the number who get an obstetric fistula.
HDI's approach has been proving its efficacy for a decade as it also reduces poverty, addresses six of the UN's eight Millennium Development Goals: number 1, 3, 4, 5, 6, and 8, and three of the subsequent Sustainable Development Goals (1-3).
Disease Elimination
Programs to eradicate and eliminate infectious diseases use organizational methods that have been honed by the need to succeed using often very limited resources. HDI's now-proven community-based approach to save women's lives and prevent obstetric fistula has been used very successfully in several disease eradication and elimination programs, even in the most challenging settings. In a 1998 conference in Atlanta, GA, participants and experts agreed that several micro-nutrient deficiencies, including folic acid-preventable spina bifida, Vitamin A, iodine and iron deficiencies could be essentially eliminated.
We propose that additional non-infectious conditions can also be brought under control and essentially eliminated, and that obstetric fistula is an appropriate condition to focus on, as is post partum hemorrhage mortality.
Traditional public health policy mandates the need for a multi-sectoral approach to address the many influences on maternal death risk, both within and outside the health system. These include health system financing, socio-cultural context, legislation, government policy, education, development and the economy. Addressing multiple influences on maternal health is inarguably necessary.
Even so, HDI's founder says:
"There has unfortunately been a marked difference between the more modest success achieved by broader, longer-term "systems-building" approaches compared with disease eradication efforts in developing countries, for more than a century. Disease eradication efforts have been singularly successful in the face of corruption, political chaos even to the point of war, poverty, weak health infrastructures, etc. This is not because unlimited resources have been poured into these efforts!
While successful disease eradication efforts have the advantage of addressing a single infectious disease that is biologically eradicable, it is appropriate to learn from these programs and apply lessons to complex issues such as maternal morbidity and mortality that have multifactorial causes. Independent of the different technology that each uses, disease elimination and eradication efforts succeed because they have been forced to apply a small set of tools that are non-medical, under-recognized, and independent of the disease in question."
Successful disease eradication efforts
Dracunculiasis (guinea worm) eradication has received less funding since its inception than the polio campaign uses each year. Yet, dracunculiasis too has been reduced by more than 99.99%, from an estimated 3.5 million cases in 1989 to 30 in 2017, of which there were 15 each in Chad and Ethiopia.
The Onchocerciasis Control Program (not an eradication program) enjoyed similar success through 28 years (1974-2002). For less than $1 (US) per person protected per year, 25 million hectares of land, abandoned due to river blindness, was reopened and feeds 17 million people. Similarly, efforts to combat lymphatic filiarisis are eliminating that awful disease from whole countries using annual mass administration of donated drugs to interrupt transmission among the billion persons at risk, combined with surgery for men with urogenital manifestations and treatment (mostly self-treatment) of lymphoedema and elephantiasis.
Village volunteers, many of them illiterate, provide monthly reports on guinea worm from even the most remote hamlets in Africa, including both sides of the conflict in South Sudan until the last case was reported in 2016. The intense search for cases will nevertheless continue for an additional three years. Probably no other health care initiative has come close to matching that accomplishment, year after year.
The guinea worm program receives, and uses the reports received monthly, and provides feedback on those same reports every month. Data that is not going to be used is not collected. Even disease eradication experts consider that eradication efforts cannot be applied in isolation from development of the health system. Yet, the focus on a single condition may be more achievable and considered a tool to chip away at the bigger problems that require multi-sectoral approaches. The Catalyst Approach to Public Health used by disease eradication efforts serves as a bridge between vertical and horizontal approaches and can in fact be used to strengthen health systems.
The Catalyst Approach to Public Health
The "Catalyst Approach to Public Health" is a term given to the organizational methods used in disease eradication programs. As endorsed by the 2005 reproductive health policy meeting, the report from which is available in the Resources section of this website, the aim is to apply organizational tools of successful disease eradication programs to carefully selected, important causes of ill health and impaired economic development that are not biologically eradicable. Ten years of implementation in Niger have shown conclusively that obstetric fistula and obstructed labor deaths can be addressed using a similar community-based catalyst approach. Volunteers are locally selected women and men (one of each in each village), who have been followed up monthly and re-trained annually.
The eleven essential tools applied together that successful disease eradication efforts tend to have in common are:
A Catalyst Approach to Public Health
An organization (1-2 people) to handle monthly numbers
A few people who really care (5-10)
A data manager and program manager in each country
Resident technical advisors in each country
International meetings, e.g. 2 /yr (when 2 or more countries)
Annual national program review meetings
Annual training and re-training for village volunteers
Course correction mechanisms
Mobilize political support (Not in WHO Bulletin article)
For more information about Obstetric Fistula check out Resources.

redpajama_set_name: RedPajamaCommonCrawl


NOTE: For NEW, UNDAMAGED PARTS, a total of no more than 2.5 hours should be necessary to perform the four Clear Coat Refinish Included Operations listed above. This calculation DOES NOT APPLY to bumper covers, ground effects, special package equipment, interior edges, jambs, entryways, undersides and additional time that may be required for repaired and/or used panels. It DOES NOT APPLY to complete vehicle refinish. It is not intended to determine the quantity or cost of materials required for the application of clear.
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text:
Trump pledges to defend workers, jobs at Snap-on
Home Ideas Government & Politics Trump pledges to defend workers, jobs at Snap-on
President Donald Trump boards Air Force One before departing for Milwaukee. Glenn Thrush/New York Times
Speaking in front of a large American flag made from painted wrenches, President Donald Trump pledged his administration would "defend our workers, protect our jobs and finally put America first."
President Donald Trump boards Air Force One before departing for Milwaukee. (Glenn Thrush/New York Times)
Trump was at the Kenosha headquarters of toolmaker Snap-on Inc. to sign an executive order strengthening buy American policies for federal contracts and hire American policies for immigration visas.
He also highlighted the partnership between Snap-on and Gateway Technical College, declaring "vocational education is the way of the future."
"The founders of this company wanted their customers to know the tools of the mechanic were just as important as the tools of the doctor, the dentist, the politician or the business leader and that his craft was a noble, noble craft," Trump said.
The president also said he would stand up for dairy farmers in Wisconsin who could lose access to Canadian markets in the near future. He said it was "another typical, one-sided" trade situation and he would work with Wisconsin representatives to reach out to Canadian officials for answers.
"We're going to get the solution, not just the answer," Trump said.
He also lamented the complicated process for opening up talks on the North American Free Trade Agreement.
"The whole thing is ridiculous," Trump said. "We are going to make some very big changes or we are going to get rid of NAFTA once and for all."
Trump claimed no administration had accomplished more in its first 90 days than his and said items like tax reform and an infrastructure package would be coming in the near future. He said tax reform required new health care legislation to make it work and that infrastructure likely would be paired with something that's harder to pass, although he didn't specify what that would be.


text:
Pinniped censuses at Año Nuevo, California, 1967-2017
Condit, Richard, UC Santa Cruz, https://orcid.org/0000-0003-4191-1495
Morris, Patricia, UC Santa Cruz
Le Boeuf, Burney, UC Santa Cruz
conditr@gmail.com, pamorris@ucsc.edu, leboeuf@ucsc.edu
Publisher: UC Santa Cruz
https://doi.org/10.7291/D1PP47
Condit, Richard; Morris, Patricia; Le Boeuf, Burney (2017), Pinniped censuses at Año Nuevo, California, 1967-2017, v7, UC Santa Cruz Dash, Dataset, https://doi.org/10.7291/D1PP47
Regular pinniped censuses at Año Nuevo Island, California, were initiated by our research group in 1967 to support studies of reproductive behavior of male elephant seals, Mirounga angustirostris.
Research on elephant seals at the colony has continued since, expanding to cover female behavior, reproductive success, physiology and energetics, migrations and foraging, and more. The other species of pinnipeds, Steller sea lion (Eumetopias jubata), California sea lion (Zalophus californianus), and harbor seal (Phoca vitulina), have been the focus of additional studies.
......................................................................................................................................................................................................................................................................................................................................................................................
Censuses were collected to support the wide range of research, but population size of has been an important topic as the elephant seal population expanded. We described the initial expansion to the mainland in 1975, and in 2011 described details of long-term growth and then stabilization of the breeding elephant seal population over the entire colony.
Año Nuevo has also been central to understanding the entire northern elephant seal population, which has recovered from a remnant population in Mexico after overhunting and continues to grow.
The field notebooks in which censuses were recorded from 1967-2005 were saved. They are now archived at the University of California Santa Cruz library:
UCSC Elephant Seal and other Pinniped Research records. UA 132. Special Collections and Archives, University Library, University of California, Santa Cruz.
Field counts of pinnipeds from high ground near the colony. Data were originally written into small notebooks, one census per day. These were transcribed into digital format and organized into a MySQL database over 2004-2006. After 2005, data were entered directly into this database via a web interface, and any paper notes used by observers were not stored. The data archived here was extracted from the MySQL database after the census of 25 May 2017.
Archive of all pinniped census results, Año Nuevo, California, 1967-2017
Regular pinniped censuses at Año Nuevo Island, California, were initiated by our (BJL) research group in 1967 to support studies of reproductive behavior of male elephant seals, Mirounga angustirostris. The research expanded to include he other species of pinnipeds, Steller sea lion (Eumetopias jubata), California sea lion (Zalophus californianus), and harbor seal (Phoca vitulina), by the mid-1970s, and censuses included all the species from the beginning. When elephant seals colonized the mainland adjacent to Año Nuevo Island in 1975, research and accompanying censuses began on the Año Nuevo mainland.
Daily censuses were carried out site-by-site, counting animals in groups on individual beaches, dunes, or rock outcrops. Besides counting the species separately, animals were also divided into various age and sex categories that could be distinguished visually. The island and two sections of the mainland (called the main point and the north point) were counted separately; sometimes one observer would cover both mainland sections in a day, but the island was always counted separately because crossing the channel by boat is time-consuming. This means that island censuses and mainland censuses were not routinely done on the same day, but in many cases they were.
In the original census data, a single entry consists of one location, one category, a date, and a single count. Those original data include 352,702 of these individual records, on 3331 different days. This full table is provided here as Table 5.
A more useful format of the data, involves summing animals by species and age-sex category over all locations on day: these are daily censuses, always however separated into the three main regions (island and two mainland sections). In these tables, a single row has summed counts of one species on one day in one of the three regions, with several columns separating age-sex categories. Those data are included here as tables 1a-1c and 2-4.
Two more supporting tables and two supporting files are included in the archive. One table has abbreviations for individual locations (Table 6) and the other has abbreviations for age-sex categories (Table 7). There is a file with descriptions of the tables and all columns, and a pdf having more references, maps, and information about the original notebooks that held hand-written census data. The latter are now archived in the University of California, Santa Cruz, library. All files are listed below.
MaFemalePupCensusArchive.tab Table 1a. Total daily counts of elephant seal females and pups.
MaMaleCensusArchive.tab Table 1b. Total daily counts of elephant seal adult and subadult males.
MaJuvCensusArchive.tab Table 1c. Total daily counts of elephant seal juveniles.
EjCensusArchive.tabTable 2. Total daily counts of Steller sea lions.
PvCensusArchive.tab Table 3. Total daily counts of harbor seals.
ZcCensusArchive.tab Table 4. Total daily counts of California sea lions.
FullCensusArchive.tab Table 5. Every individual count of one age-sex category at a single location on one day.
CensusLocationArchive.tab Table 6. Table of location abbreviations, with coordinates of each.
CensusAgeArchive.tab Table 7. Table of abbreviations for age-sex categories.
Table Descriptions.txt. Descriptions of every table column.
CensusArchiveTables.pdf. A pdf describing original notebooks, with maps of the Año Nuevo colony included.
National Science Foundation, Award: Many
UC Santa Cruz Institute for Marine Sciences,
This dataset documents https://doi.org/10.1578/AM.37.4.2011.486
SW 37.109955, -122.344437
NW 37.126929, -122.321091
ANPinnipedC...mplete.tab
CensusAgeArchive.tab
CensusLocat...rchive.tab
EjCensus.tab
FullCensusA...rchive.tab
MaCensusFem...alePup.tab
MaCensusJuv.tab
MaCensusMale.tab
PvCensus.tab
TableDescri...ptions.txt
ZcCensus.tab
censusArchi...Tables.pdf
Due to its size, this dataset is not available for immediate download.
Please provide your email address to receive an email with a download link when the dataset is ready. We will not use your email for any other purpose.


Bucknell University welcomes you, the motorist, on campus. Students, faculty, staff and visitors who drive vehicles on campus will be responsible for proper registration, use and operation of their vehicles in accordance with the traffic/parking regulations set forth by Bucknell University and Pennsylvania state law.
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text:
Home Angola Embassy In Antigua and Barbuda: Contact Details And Location
Angola Embassy In Antigua and Barbuda: Contact Details And Location
Angola Embassy In Argentina: Contact Details And Location
Angola,
The Embassy of Angola in Saint John's, Antigua and Barbuda would have been the diplomatic representation of Angola in Antigua and Barbuda to protect the interests of Angola in Antigua and Barbuda, protect and provide support for Angolans in Antigua and Barbuda, and issue visas to Antiguan Barbudans and legal residents of Antigua and Barbuda travelling to Angola. Unfortunately, there's currently no Embassy of Angola in Antigua and Barbuda.
As the official representation of Angola, the Embassy would have covered all matters concerning diplomatic relations between the two countries. It would have also represented Angola's interests in the areas of political, economic, financial and legal affairs, as well as science, education and culture.
Visafromghana.com will publish and update this page with the contact details of the Embassy of Angola in Antigua and Barbuda; location and directions, telephone numbers, fax numbers, address, email addresses, postal address, head of mission, ambassador and consular information when they become available.
Trinidad and Tobago Embassy In Ghana: Contact Details And Location
Advertisement Embassy of Trinidad and Tobago in Accra, Ghana would have been…
Algeria Embassy In Saint Lucia: Contact Details And Location
Advertisement The Embassy of Algeria in Castries, Saint Lucia would have been…
Angola Embassy In United States of America: Contact Details And Location
Advertisement The Embassy of Angola in Washington D.C., United States of America…


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text:
L'Hockey Club Monza era una squadra di hockey su pista e di hockey in-line italiana che aveva sede a Monza. Il club fu fondato nel 1933 e cessò l'attività nel 2004. Nel suo palmarès figurano 7 vittorie nel campionato italiano, 3 Coppe Italia, 1 Coppa CERS e 1 Coppa delle Nazioni.

Storia
L'hockey su pista arrivò a Monza nel 1932 grazie ad alcuni giocatori delle squadre milanesi dell'epoca, e nel 1933 fu fondato l'Hockey Club Monza (col nome di Skating Hockey Club Monza) da Ambrogio Mauri e Giovanni Redaelli, che erano i titolari dello skating nel salone delle dodici colonne di Piazza Garibaldi.

L'Hockey Club Monza giocò la sua prima partita il 3 marzo 1933 perdendo 6-5 contro il Gloria di Milano. La rivincita avvenne il 9 marzo seguente e il Monza vinse 3-0 con questa formazione: Riva (portiere), Kullmann (terzino), Mauri (medio-centro), Fossati (ala destra), Colzani (ala sinistra).
Il primo giocatore monzese a vestire la maglia della Nazionale fu il portiere Mario Massironi nel 1934 ma, prima dello scoppio della seconda guerra mondiale anche Kullmann, Arnaboldi, Haver e Radaelli vennero convocati in azzurro.

Nel 1941 diventò presidente Claudio Galimberti, che si dimise nel 1944 costringendo il Commissario prefettizio a nominare il giocatore Kullmann commissario straordinario malgrado fosse un ufficiale dell'Esercito alla macchia (non ripresentato ai repubblichini dopo l'8 settembre).

L'attività riprese nel 1945: il rag. Franco Castoldi fu eletto presidente e il 24 giugno l'H.C. Monza vinse il Trofeo San Giovanni sulla pista casalinga di Via Boccaccio, superando Hockey Novara e il Pirelli di Milano.

Nel 1946 l'Hockey Club Monza si aggiudicò il Torneo pasquale di Montreux, il Trofeo "Zavattaro" di Novara, il Torneo di Genova, il campionato lombardo e due edizioni del torneo internazionale di Ginevra.

Nel 1947 i biancorossi si classificarono terzi alla Coppa delle Nazioni e nel 1951 conquistarono il primo scudetto.

Il 1956 vide l'arrivo alla presidenza del rag. Mario Feraboli, il 1962 il secondo posto alla Coppa delle Nazioni di Montreux e il 1966 l'abbinamento con la Candy, che portò la squadra a vincere altri scudetti e ad essere la prima squadra italiana a disputare una coppa europea, raggiungendo due finali consecutive nella neonata Coppa dei Campioni. In entrambe le occasioni i monzesi furono però sconfitti da squadre spagnole: nel 1966 dal Voltregà e nel 1967 dal Reus Deportiu. Nel 1969 fu ancora una squadra spagnola, il Villanova, ad eliminare i biancorossi.

Tra i giocatori che nella storia hanno militato in maglia biancorossa si ricordano anche: i fratelli Aldo e Maurizio Gelmini, i fratelli Castoldi, Bolis, il portoghese António Livramento (uno dei migliori giocatori di tutti i tempi), il portiere Citterio e, in tempi più recenti, Federico Paghi, Massimo ed Enrico Mariotti e Pino Marzella.
Con questi ultimi giocatori arrivò in bacheca la Coppa CERS, ultimo trofeo conquistato dalla squadra del presidente Fossati, che si avviò a una triste retrocessione al termine del campionato 1990-1991.

Nel 1997 la Società decise di interrompere l'attività su pista per dedicarsi all'hockey in-line fino al 2003-2004, poi la cessazione definitiva.

Cronistoria

Colori e simboli
I colori sociali erano: maglia rossa con bordi bianchi, calzoncini bianchi o rossi e calzettoni rossi.

Strutture
La prima pista del Monza fu il "salone di piazza Garibaldi", utilizzato per i primi allenamenti di selezione dai milanesi Orazio Zorloni e Natale Gaudenzi alla fine della stagione 1932.

Il "salone" aveva però il problema non indifferente: la presenza di ingombranti colonne che impedivano l'omologazione da parte della Federazione all'epoca avente sede a Milano. I biancorossi furono perciò costretti a giocare i primi due campionati e le partite ufficiali "fuori casa", utilizzando il salone solo per partite amichevoli.

Con il passaggio sotto l'egida delle organizzazioni sportive fasciste comunali, fu il F.G.C. "Bernardo Mazzorana" a essere il primo a chiedere nel 1934 al Comune di Monza la possibilità di patrocinare la costruzione del primo campo sportivo nello spazio libero fra gli edifici scolastici di fronte all'attuale piscina N.E.I., ma per tutta risposta l'ufficio sportivo provinciale fascista rifiutò la realizzazione del progetto (costo 18 000 lire), perché la disciplina sportiva non rientrava fra quelle sviluppate e promosse dal regime fascista.

La "pista di via Boccaccio" fu progettata solo nel gennaio del 1935 e il progetto prevedeva un costo complessivo di lire 25 000. Le gerarchie fasciste furono convinte in questa occasione a sostenere la spesa grazie alle affermazioni conseguite a Montreux e contro lo Zurigo, ma soprattutto per i giovani pattinatori forniti alle rispettive nazionali di corsa su strada e hockey trascritti in un memoriale dei primi due anni d'attività e dato al podestà Ulisse Cattaneo dal presidente Giovanni Radaelli.

Partita la gara al ribasso, fu la ditta Marchesi a costruire la pista per 24 000 lire (scontando 1 000 lire) da pagare in 3 anni consegnando al Comune la pista in occasione dei "Campionati Europei di pattinaggio su strada" che si svolse a Monza nella seconda quindicina di settembre 1935.

A tribuna terminata all'ultimo momento fu poi stipulata la convenzione tra il Comune e il G.R.F. "Michele Bianchi" avallando l'obbligo a concedere l'accesso gratuito a tutti gli affiliati ad organizzazioni fasciste e sportivi per loro tesserati.

La pista rimase scoperta e soggetta ad intemperie per molti anni, e disattesi tutti gli inviti dei biancorossi al Comune a coprirla. Al club arrivò perciò a fine campionato 1979 dalla FIHP l'ultimo avviso: «o lo coprite prima dell'inizio della stagione 1979-1980 oppure dovrete trovarvi un altro campo omologato». Sciolta la convenzione nel 1979 l'H.C. Monza fu costretto a trasferirsi alla palestra di via Ardigò (capienza solo circa 500 spettatori) e solo al completamento del palazzetto di Biassono utilizzarlo a partire dalla stagione 1982-1983.

Società

Presidenti

Allenatori

Palmarès

Titoli nazionali
10 trofei

 1951, 1953, 1956, 1961, 1965, 1966, 1968

 1971, 1983-84, 1988-89

Titoli internazionali
2 trofei

 1988-89

 1946

Statistiche e record

Partecipazione ai campionati

Partecipazione alle coppe europee

Note

Bibliografia

Libri

Giornali
Il Popolo di Monza (feb. 1929-dic.1942) organo del Fascio di Monza, giornale settimanale edito il martedì, conservato microfilmato presso la Biblioteca Nazionale Braidense di Milano e la Biblioteca Comunale di Monza.
Il Cittadino di Monza (dal 1945 a oggi), edizione del giovedì, settimanale conservato presso la Biblioteca Nazionale Braidense di Milano e la Biblioteca Comunale di Monza.
Gazzetta dello Sport, quotidiano sportivo microfilmato, consultabile presso le Biblioteche:
 Biblioteca Civica di Torino;
 Biblioteca Nazionale Braidense di Milano,
 Biblioteca Civica Berio di Genova,
 Biblioteca Nazionale Centrale di Firenze,
 Biblioteca Nazionale Centrale di Roma.

Voci correlate
 Hockey Roller Club Monza
 Roller Monza
 Sport Club Mirabello

Collegamenti esterni

redpajama_set_name: RedPajamaWikipedia


An enterprise often included production units, or associations of production units collectively called "Production associations", organized around the production and distribution of a single sector or product. An example of a production association was the Kazan Aircraft Production Association.
The official term for economic units in the Soviet Union was "предприятие", or "enterprise".
With the exception of the brief period of New Economic Policy, the Kosygin reform and the final period of perestroika before the dissolution of the Soviet Union, the terms company, business, corporation, etc., were considered to be attributes of capitalism that were inapplicable to the Soviet socialist economy.
Various incorporated businesses: partnerships, joint-stock companies, etc.
This page was last modified on 19 August 2014, at 10:28.


In a world full of difference makers, what makes your organization different?
Being a difference maker is about what your organization stands for and what you do. You strive to make a difference and create positive change— but does the community you serve understand what makes your organization different?
What qualities define and differentiate a leader or organization that wants to be a difference maker? Is it possible to identify what it means to be a courageous leader of a brand that matters and embrace those qualities yourself?
What role do your brand and communications play in sparking change?
Join Brian Sooy and Office Depot Foundation President Mary Wong to discuss four qualities of leadership and practice for change agents and difference makers.


Your app review score will always be a top of discussion and constantly monitored by Product managers as 'this' score is the first quantitative data players will see when making the decision to download your app. These days, its not just the players who judge the book by its cover but recently, Google and Apple both don't consider any game for featuring if the game doesn't have an app review rating over 4.0. The impact of not being featured by Apple or Google is a difference of millions of dollars in lost revenue. And with that, i have created a post on the top methods developers are using to manipulate their app store rankings so that they can have the potential to be featured by Apple or Google.
Sneaky but sounds like a very effective way to manipulate the rankings. Kudos to the designer that thought about this.
With my 14+ years in this industry, i personally think its impossible to make everyone happy with any such product. What this does is create an unbalanced dynamic in the rating score as players are more accustom to complain and review vs. review because they enjoy the game.
This dynamic can be balanced with the Inbox messaging technique by querying certain cohorts of your players (ie Players who have reached level 10 or above) A simple message asking them to rate your game is an effective means to push your review score incrementally, as higher engaged players are more likely to rank your game higher than first time players that expected 1 thing and experienced another.
This is becoming more of the 'best practices' with respects to implementing a rating prompt system in your game.
What dev are doing now are creating listeners in their game where if a player meets a certain condition in the game, the rating prompt will trigger. These are usually triggers that are 'feel good' experiences in the game. Whether its unlocking a specific level, champion or stage, or killing a certain boss. Creating a listener so that these rating prompts can trigger is 'secret sauce' in getting your review score higher.
With this system, it's important that you create a on/off trigger system so that when you reach your desired rating score, you're not triggering any of your events that could potentially lower your score.
Now, before you get excited about this method, it is important to know that both Google and Android are cracking down on incentivized reviews and purchased review and have created filters to monitor these grey services. I don't know how they are going to do this, but it's Google and Apple. They know everything about you and what you're up to, so considered yourself warned.
Provide a product offering where players purchase x amount of reviews and other services to boost up your ratings. This may be the quick and dirty way to boost your rankings immediately.


text:
Projects - Digby Road
Digby Road Project Sheet.pdf
Where: Digby Road / Berger Road, Homerton, E9
Who For: Turnhold Properties
What: 97 residential units, 83 sqm commercial floorspace Digby Road
Architect: Stephen Davy Peter Smith / Photographer : Lyndon Douglas
Digby Road is a major regeneration proposal located next to Homerton Station, in one of the more deprived areas of Hackney. CMA Planning helped bring forward these proposals which included a 14 storey tower element and contained 97 new homes and a commercial unit, securing permission from the London Borough of Hackney in March 2009. CMA secured a revised permission in June 2009, amending elements of the scheme to reflect specific requirements from the Housing Association. As part of the process, CMA Planning led discussions with the GLA, addressing issues raised including renewable energy, amenity space, justifying the density of 1340 hrph and design approach. In order to gain approval for the scheme, CMA Planning also led the discussions with the Council, responding on design, disabled parking and Section 106 matters. Part of the project involved a community consultation exercise, with an exhibition, to informal local people and listen to their views, which fed into the process. The scheme was shortlisted for the Project Schemes award at the 2009 Housing Design Awards and Highly Commended at the 2009 World Architecture Festival. It also features Europe's 'tallest living wall'.
Borough Hackney
Scale Strategic