Controls and mattifies oil skin.
Neutralizes shine for a matte finish.
Seboregulator - Normalizes sebum production.
Mattifying Powders - Absorbs oil for a matte finish.
Water (Aqua), Butylenes Glycol, Talc, Aluminum Starch Octenylsuccinate, PPG-15 Stearyl Ether, Caprylyl Methicone, Cyclomethicone, Cetearyl Alcohol, Behentrimonium Chloride, Glyceryl Stearate, PEG-100 Stearate, Dimethicone, Sclerotium Gum, Phenoxyethanol, Fragrance (Parfum), PEG-60 Almond Glycerides, Caprylyl Glycol, Methylparaben, Triethanolamine, Glycerin, Ficus Carica (Fig) Fruit Extract, BHT, Chlorhexidine Digluconate, Trisodium EDTA, Zinc Glyconate, Ethylparaben, Butylparaben, Butylphenyl Methylpropional, Propylene Glycol, Limonene, Hydroxyisohexyl 3-Cyclohexene Carboxaldehyde, Isobutylparaben, Propylparaben, Geraniol, Xanthan Gum, Carbomer, Green 5 (CI 61570), Nordihydroguaiaretic Acid, Oleanolic Acid, Yellow 5 (CI 19140), Sodium Methylparaben, Sodium Dehydroacetate, Sorbic Acid, Tetrasodium EDTA.


After our three week trip to the US with a 3-year-old and an 8-month-old, I've learned a few lessons that I think would benefit most parents who plan on traveling with children.
Many people were amazed that we were traveling with our young ones for so long, and to so many places. We slept in seven different places in six different states. Certainly having the opportunity to take three weeks off at once is incredible, but traveling with children is not rocket science, nor is it particularly hard. It's vacation for god's sake!
The key is flexibility. You have to take things as they come, be open to all possibilities and go with the crazy flow. If parents lose their cool (as I have a number of times) than how can you expect the kids to remain happy?
On our latest trip, we flew to Washington D.C. from Sweden. Jet lagged, the first morning we all woke up at 4:00 am What to do? Well, we got dressed, went to CVS, Starbucks and then we drove down to the White House and past the National Mall and viewed some of the monuments.
Then we checked out a few neighborhoods. All was good, until Olivia got car sick and began to vomit. It wasn't even 8:00 am yet. On other occasions one of us could have become super stressed or angry, but not this time. We pulled over. Molly and Olivia walked a few city blocks, soaked in some fresh air and then got back in the car.
We drove to Dupont Circle and ate a great breakfast at the Dupont Hotel. That energized us for the rest of the day. We headed back down to the National Mall and checked out some of the monuments. Then it got really hot. So we went into the National Aquarium.
What, never heard of the National Aquarium in Washington, D.C? We didn't either. And truth be told, it wasn't anything special. I have been to better aquariums, but this one was perfect for us. Olivia was super excited to see Nemo and Dori and Herman loved the crocodiles. We had planned to go to the Smithsonian, but it didn't work out.
The point — you've got to be flexible.
It's always important to read the signs, to know if they are hungry or tired, cranky or happy. It's even more important when you're traveling with children. In our experience, it's always better and more fun for everyone if you satisfy the kids' needs first and then attempt to do what was planned.
While that may sound obvious, it's not always easy. My wife is better at this than I am. I have learned a lot from some bad experiences with my eldest, Olivia. When she was an infant I would try to push the limit, to get more things done when traveling. That wasn't good for her, or me. Now I know a bit more.
So make sure they're fed, happy, and well-rested, which leads me to my next point.
It won't be fun for anyone if you have to go back to the hotel room or get in the car and drive around to get them to sleep.
The prep work for getting them to sleep anywhere starts before you travel, in our experience when the child is about four months old.
At four months, we started putting both Olivia and Herman in their cribs during the day for a little bit. At first, not to sleep, but to get used to that environment and to be familiar with being alone. If they would cry, we would pick them up.
Then, we would try to ensure that when they fell asleep, it wasn't always when we were holding them. Better that they could self soothe (and I'm not talking the cry it out method). When they would seem sleepy, we would put them down in their crib or stroller. If they started to cry, we would go to them, rub their back and walk away. We would do this one hundred times if necessary. Of course, if they were screaming and going nuts, then we would pick them up. But only as a last resort.
At night, we started to follow the same routine with the sleep, the consoling, and, if needed, the pick up. After a few nights, in both of their cases, they were able to self soothe.
Of course this can't and won't always work. But I think for most parents and children, it will work most of the time.
Now when you are out and about on vacation, when you see that your child is getting sleepy, you'll put them in their stroller and they will fall asleep. With some patience, this model will work. Believe me, traveling with young children is much easier if you can get them to sleep anywhere.
We took a duck tour in Boston on the last day of our trip. Both kids fell asleep while boating on the Charles River.
Children who travel early become more flexible because they have to be more flexible.
You are showing them the world. You are exposing them to new places, smells, sounds, foods and music. You are making memories for them. You are forcing them to adapt to new situations. You are teaching them that the world doesn't revolve around them. You are showing them how to be patient. That they must wait for some things and that they can't always get what they want.
These are all great things for your kids that they will keep with them for the rest of their lives.
This is not an extensive list of advice and I'm no super expert on traveling with children like Debbie Dubrow from DeliciousBaby, and many others. The above list simply includes some tips that have worked for us.
This is so true. We see it like just entering a whole different world, or an alternate reality, where you sleep where you can, eat what you can, just go with it. And the kids are always shockingly good, probably because they have done these marathon trips since the beginning.
That said, we once spent three days in San Francisco and barely left the hotel room – that's the not pushing it part. We did have a lovely view from the open door, however.
Amy just read your article to me…….I just love it, you write so well!
Great article! A little on the cruel side…kidding!
Previous PostPrevious Traveling with two kids under four.


Brian Hines - Music lover. Technology fanatic. Web developer.
This is my personal site. I created it as a way to market myself a little better. I love working with Python and Django. The blog is for my thoughts. The résumé is for anyone that is interested. The Built With section covers the tools and technologies I used to build everything. The Project Weekend section is all about my other web project...which is also listed on DjangoSites.


text:
English sentences with allow in context,
164319 exact matches
Michigan is passing a law that will allow EMTs to let people die on religious grounds.
That's a hell of a lot more than "live and let live", it implies surrendering to a central authority, and does not allow one to pursue ways of organizing societies without coercion.
allow (verb)
To grant, give, admit, accord, afford, or yield; to let one have.
To acknowledge; to accept as true; to concede; to accede to an opinion.
To grant (something) as a deduction or an addition; especially to...
To grant (something) as a deduction or an addition; especially to abate or deduct.
To grant license to; to permit; to consent to.
To not bar or obstruct.
To acknowledge or concede.
To take into account by making an allowance.
To render physically possible.
To praise; to approve of; hence, to sanction.
To sanction; to invest; to entrust.
To like; to be suited or pleased with.
To say A-LLOW means eitha forget that or hell naw.
We're a signatory to treaties that say that we will allow people to seek asylum here.
2014.11.16 | Iraq | Mosul | 5 | 0 | Three children and their parents are slaughtered by ISIS for refusing to allow a member to 'marry' their daughter.
DO, allows you select images that already have everything setup.
But in this particular case it is explicitly and exclusively the fact that you will not allow it.
For 5 man lobby allow leader to tick a box for this and then try to find other 5 man lobby with it too.
I heard most casinos allow this but this one adamantly said no...
I may be mistaken but I'm fairly certain you can install a plug-in for Libre Office Writer that will allow you to fill out PDF forms.
In those cases rolling would allow you to recover faster, but up against something like a dagger or 1 handed sword you can actually counterattack faster from a blocking position.
We will allow this, and elections based on our new guidelines will take place.
Also, when writing a lot, you're supposed to unscrew the plunger cap to allow it to feed ink continually.
This would allow the original artist to control the work as they see fit for the length of their life then when they pass it passes into the public's hands to do with as the please.
Reddit does not allow post titles to be edited, so if you would like, you can post the question again.
A part of it was family sharing, which would allow you to legally share all of your games with up to 10 people as far as I remember.
When someone shoots up a school, we bemoan the lack of mental health resources that allows people like that to act on their darkest desires.
I'm in SC, but the only state I know of off the top of my head that allows you to open carry is Texas (I think.)
Exposure time is the amount of time you allow light to enter the camera.
This allows them to champion libertarian rhetoric on political stunts like 50 House votes to repeal the AHCA, but virtually none of this grandstanding will make it into law because they can't touch major entitlements, military spending, or tax reform without angering the elderly, nationalistic patriots, or (most importantly to their campaign funding) major corporations.
It easy to not allow prisoners outside material than you think.
thats why they dont understand that individuals do not normally allow people to think for them and do not fall into group think.
This allows for real time access to the database and allows agencies to enter and update cases directly into the database.
The mineral spirits slows the cure time and allows me to get all the finish on before starting to gum up.
This is to allow for users to distinguish between the question being asked, and the submitter's answer, when voting.
Are we talking about what the language allows for, or gems?
They might know an intricacy of law that would allow certain pieces of evidence to be excluded from consideration.
I've been at a gym that doesn't allow video or photography for nearly two years.
This can lead to a very small increase in startup times that only really becomes noticeable if you allow a Windows installation to span dozens of systems in this fashion, so moving a disk once or twice like that is generally not a problem, and in most scenarios won't cause any problems that can't be solved through the Programs and Features control panel.
There are far less career police or military out there who would allow their civilian counterparts to throw them under the bus without calling them out on it than you might think.
Otherwise, there are plenty of resources on the web that would allow you to use Kali Linux and crack WEP, WPA, etc.
Zooming in with the sword allows you to lunge further at enemies.
That said, if you're budget won't allow anything else, slam the seat on whatever you've got and go ride whatever you can!
Tru got benched for playing shitty and no one can seem to find a way to talk about him over Jenkins who did NOT allow a td on him in Seattle.
if god knows all, he'd known this would have happened, and therefore allows it... then points to the person for fault.
My point is they are only useful if your leverages/bar position allows them to be.
Since a sizable cost of oil sands, etc., is depreciation of capital, the depreciation for the new owners will be much less, which will allow them to be profitable at a lower oil price (depending on what they paid for the assets).
Cremation only became common place here during the plague years when bodies needed to be disposed of more quickly than full burial rites would allow.
The traffic light allows cars to drive on the contraflow so that they don't have to close the entire road or make it a one-way system.
It's extremely easy to fake this kind of proof, as most web browsers allow you to edit the content of web pages you see.
I tried to trade a mega stone to myself from X to AS over GTS and it wouldn't allow it.
Takes around 2 weeks of true dedication to allow your body to convert to primarily ketones.
It allows for grenade spamming without the worry of killing a teammate.
If I saw a picture of an American lady taking a shit on a McDonald's counter am I to assume America allows that?
Developing within a VM, on the same OS environment as your server will allow you to know exactly how your application will work when deployed to production
Does this sub allow satire sites?

redpajama_set_name: RedPajamaCommonCrawl


This two-day workshop will enable the delegate to manage and maintain their version 4 SAP BusinessObjects environment.
"Informative and enjoyable training experience. Tutor's knowledge and presentation where excellent and engaging. The pace of the course was just right and all required learning outcomes were achieved."
"Very good course, really informative, would recommend to my colleagues."


With this Rim Color Reflectors the chance of not being seen by another vehicle is very unlikely. We try to make bicycling as a safe as possible. Also, we try to let your bike look amazing at the same time. Get these colorful Rim Reflectors now!
1 set contains 8 stickers of the color you select.


text:
History of Hashtags: How a Symbol Changed the Way We Search & Share
February 20th, 2018 Tech Allison Lips
In the span of approximately 10 years, hashtags went from being a useful tool known in programmer culture to a mainstream organizational device for online content.
In the pre-internet days, what we called the # symbol depended on what country we were raised in. Americans and Canadians called it the pound sign or the number sign, whereas Britons and the Irish called it a hash. However, in the context of the internet, we all call the # a hashtag.
Stowe Boyd, who published the first known use of the word "hashtag," told Wired that the name "hashtag" comes from programmer culture because he and his friends would refer to the symbol as the hash, not the pound sign.
Today, the symbol is so pervasive in social media that almost every major social media platform supports some functionality for the hashtag.
Pre-Twitter Days
In 1988, the first hash symbol was used on Internet Relay Chat (IRC) to label groups and topics that were available across the entire network. They were used for grouping similar messages and content to make it easy for users to find the information they were looking for.
Twitter did not always have a hashtag feature. In its early days, users complained that it was a bit of a free for all and that they were seeing irrelevant content. Looking for a solution to this problem, Chris Messina took inspiration from IRC and unleashed the first Twitter hashtag on August 23, 2007. However, the hashtag wouldn't take off until the 2007 California wildfires in October 2007.
how do you feel about using # (pound) for groups. As in #barcamp [msg]?
— molly.com/chris (@chrismessina) August 23, 2007
While Twitter did not support the hashtag in 2007, Chris Messina saw an opportunity to get the hashtag noticed. California resident Nate Ritter happened to be prolifically tweeting about the wildfires. At the same time, Messina noticed that SanDiegoFire was being used as a tag on Flickr. This inspired Messina to reach out to Ritter and suggest the use of #SanDiegoFire on all relevant tweets.
Ritter's tweets became so well known that Twitter users started using hashtags to group relevant content. In 2009, Twitter finally embraced them and introduced a search tool, so that users could see who else was using a particular hashtag. The following year Twitter introduced "Trending Topics," which displays the most popular hashtags at a given time.
From there, hashtags were adopted by other platforms and became part of the internet lexicon. Instagram, which was launched in 2010, has used them from day one. Facebook added them in 2013. Google+, Tumblr, and Pinterest also let users group content by simply using the # symbol.
Since their introduction to the mainstream internet, hashtags have gone from a convenient way to group content to an indispensable tool. In 2010, they were used to coordinate the Arab Spring. The hashtag #MeToo is used to raise awareness about sexual assault and harassment. The latest hashtag to go viral is #WhatBlackPantherMeansToMe, which is being used to celebrate a superhero movie starring black actors and African American culture. Now the question isn't "How will we organize topics on social media?," it's "What will be the next movement to be inspired by a hashtag?"
Allison is a Digital Marketing Coordinator. She has extensive experience with non-profits and small businesses. Currently, she is looking for new opportunities.
Tech 4 Major Brands and Platforms Addressing Digital Literacy and Fake News in 2020


Some is just slop and nonsense painted on walls. But some is art.
In this post we will look at a little of both, when it comes to Wyoming Graffiti.
If you have some in your area what we missed we would love to see it. Send us some pictures or the location where we can find it.
Some of you may have heard of the Wyoming Gun Slingers, in Cheyenne. These guys call themselves The Wyoming Paint Slingers.
When it is as good as the art in the galleries.
It's amazing what can come out of a store bought spray can.
Tags that are just passing through the state but want to be seen.


Items where Subject is "G Geography. Anthropology. Recreation > GA Mathematical geography. Cartography > Cartography > Map drawing, modeling, printing, reading, etc"
Mohammad Harun, Muhammad Firdaus (2019) Comparison of supervised classification technique of landuse map using high resolution image / Muhammad Firdaus Mohammad Harun. Degree thesis, Universiti Teknologi Mara Perlis.
Saidin, Nurnatasya Saidin (2019) Prediction sea level rise [SLR] rate and its' impact on coastal region of Perlis / Siti Nurnatasya Saidin. Degree thesis, Universiti Teknologi Mara Perlis.
Zainul Abidin, Nur Akma (2018) Groundwater mapping model by using Modified Drastic Model and AHP / Nur Akma Zainul Abidin. Degree thesis, Universiti Teknologi Mara Perlis.
This list was generated on Fri Apr 26 12:12:52 2019 +08.


The new Jacoby's Restaurant & Mercantile in East Austin lies beneath a roof of weathered, corrugated tin. A fence of gnarled, rough cedar posts flanks its entrance. Barn wood in an artistic, puzzle-like pattern covers the ceiling of the main dining room, where one wall is lined with pale red bricks.
All of these materials were salvaged from a family ranch and its environs in the small town of Melvin, Texas. The ranch belongs to Jason and Kelli Jacoby who, in addition to raising cattle and sheep and selling animal feed, have run the bustling Jacoby's Café since 1981.
The underlying idea for the new location was to meld together Melvin and Austin, the rustic and the urban, and to create the same kind of community gathering place as the original.
The family has been planning a second restaurant for a long time. "We saved barn wood for years in Melvin," says Adam Jacoby, the oldest of Jason and Kelli's four sons. "We're using wood from at least three Jacoby barns and another old barn in the area." The bricks on the wall came from an old bank and mercantile on the main square in Melvin, and an old neon sign from that same building forms the base of a new neon "Jacoby's" sign gracing the front of the Austin restaurant.
The Jacobys settled on Austin for a location when Adam attended The University of Texas. After graduating, he worked several restaurant openings in Austin to learn the ins and outs of that process. In 2012, he met Kris Swift, an interior designer with a passion for food, and they began designing the place together.
Then they walked into 3235 E. Cesar Chavez. The main building had a small apartment upstairs and offices downstairs, with a large storage building behind it. It had been an electrical supply business run by a family for multiple generations, similar to the Jacoby family ranch and feed business.
Working with salvaged materials can be difficult and time consuming, but Adam notes that using these pieces of history provide a certain sense of satisfaction. It's as if the people of Melvin are part of something bigger, he says. It is also, Swift adds, a thrill to repurpose something in a respectful and unique way.
In addition to reflecting the original café's history, the design of the new restaurant blends in elements of Austin. In front of the bar, hexagonal floor tiles undulate like flowing water, homage to the Colorado River running behind the restaurant. Outdoor sections take advantage of the river frontage. A chicken coop is a nod to the popularity of backyard chickens in the city.
A chevron pattern on one wall of the café in Melvin repeats on the Austin location's wooden outdoor deck, and reclaimed railroad ties from Melvin (one of the family businesses there is a rail center) edge a shady granite patio. Large rocks and cattle pen wire fencing, both brought from Melvin, separate an adjacent grassy picnic area.
The two places blend on the Austin menu as well, with some items directly from the Melvin menu, others that reflect a new twist on old favorites, and new dishes particular to the Austin location. All the beef served is Jacoby beef — and this is the only place in Austin you can get it. There will also be Jacoby lamb in season, and wild boar as available.
Jacoby's Restaurant is a true labor of love for the entire family, and that, they all believe, will be reflected in the final product when it opens later this summer.


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Category: Diversity, Equity and Inclusion
How to Promote Equity Within Remote Working Environments
Posted on November 17, 2022 December 7, 2022 by Paul Church
One of the highlights of The Talent & Growth Podcast is talking to people who are truly passionate about what they do. We were recently joined by Hannah Litt, the Head of Equity, Diversity, Inclusion, Anti-racism and Resourcing at Mindweaver. She's really open and honest about her own experiences and journey, and gives great advice for businesses who are either looking to go on that remote journey or are wanting to go back on that office-first journey. She outlines what adjustments companies need to make in order to provide an equitable workplace.
We're talking about equity in the workplace with remote working, why is this a topic that you're so passionate about?
Because if I didn't work remotely, I wouldn't be able to do what I do. I've worked remotely/hybrid for the last 10 years or so, maybe a bit longer. If I couldn't do that, then I wouldn't be able to ever stop. There's no way I could go into the office five days a week, and there's no way I could work nine to five either. Having a flexible approach is something that's really important to me. Seeing comments and posts and conversations and stuff that are taking place now that we're 'going back to normal' is something that I can't ignore because it's really really important for me. I use my voice for people that need to have their voice represented.
I have hidden disabilities, so if you were to look at me, you probably wouldn't guess that I've got anything wrong with me. I have fibromyalgia that I've had since the age of 13, I've recently been diagnosed with ADHD and I have something called idiopathic intracranial hypotension, so I can't sit for long periods of time. Even going into an office and sitting in a chair is agony for me. Walking more than probably 10-15 steps can be agony for me. Just sitting in my car driving is tough. I suffer from chronic migraines so I don't know a day where I don't wake up and have a headache. On days where I do have to go into the office I have to set my alarm for 3am to take pain relief, so I can get up and function like a human being to get into the office at 9am.
I'm really lucky with the employer that I have now, because everything we do is centred around equity, diversity, inclusion and anti-racism. There are days where I don't log on to attend, and that's okay. The actual physical act of getting up and not having a headache and functioning is hard, so there were days where I would just get up and I would sit there and I would just look at a screen, I wasn't doing anything. I would be in excruciating pain just to be there. It was pointless. I could just take my time and accept my life and identity and be a little bit more human and do what works for me. Have I ever not delivered? No. Do I just need to work in a slightly different way? Yes. Being given the flexibility to work from my sofa with my feet up or work from bed is essential for me. That's what I need to do. I saw someone say 'people just working in their PJs in their bed makes them lazy', but it makes me able to do what I need to do some days. When people had long COVID and they were like, 'Oh my God, my body hurts so much', that's what people with chronic pain feel like every day. For a lot of people with hidden disabilities that's just life. Having the ability to work how I need to is so important.
People are putting out the negatives around working from home, how does it make you feel when you see people with influence on social media talking like that?
The people that are making those comments are generally people that get to walk into rooms and feel like they belong. I don't think that people like Malcolm Gladwell and Alan Sugar realise that they have the privilege of walking into a room – any room they want to – and feel like they belong. People from underrepresented groups, especially global majority groups, don't have that privilege. Aside from the fact that I have hidden disabilities, I am a woman of colour, and remote working has really benefited me because I don't have to go into an office and I don't have to deal with microaggressions. In previous organisations that I worked in, I didn't want to go into the office because I had to deal with microaggressions. It's not just people with disabilities that people just don't want to go back into the office. People just don't want to go back. They don't want to have to deal with the nonsense that comes with it. I don't want to go into an office five days a week because it's mentally and emotionally exhausting.
From a business point of view, what can the positive results be if you do promote equity using a remote first workplace?
From a cost point of view, it's a no brainer. You don't have to pay for travel. Your building costs go down. For anybody that's worried about it, this isn't an employee issue, this is a leadership issue. I never had an issue leading my team remotely, and people who have an issue because they can't micromanage their teams either haven't hired the right person or need to look at their own leadership style.
There are loads of benefits from a business point of view, because you're giving your team the opportunity to increase their wellbeing, to have more time with their family, to be able to switch off, to be able to do your household chores… All of these little things actually are a huge benefit to your employees' well being. For me, it's all about choice. It's not about going, 'we are remote', because that isn't for everybody. I do like to go into the office every now and again. I do like human interaction. But it's about giving people the choice to do what works for them. It's not about imposing an office culture or a remote culture on anybody either, it's about asking your employees what works for them, and doing what works for them and having that balance. That's that's all it is, it's about doing what's right for your employees.
Which talent pools are we opening if we create a remote first business?
You've got Gen Z, disabled people, the neurodiverse population… it opens you up to everyone. I'm done giving people the benefit of the doubt. We've kind of gone past that. I'm here for holding people accountable. Google is free. It's quite clear to see who we could be alienated by not doing the right thing. You can just ask questions within your own organisations to see who you would be including or excluding, because all you need to do is listen and talk to people.
What message would you like to personally send the business leaders out there who are driving back an office first culture?
Stop thinking about yourself. A lot of business leaders can walk into a room with no aids quite easily and feel like they belong. They have that privilege. There are demographics of people out there that do not have the privilege of walking into a room being physically or mentally comfortable enough to walk into a room and feel that they can belong. If I go into an office, I have to come home and sleep afterwards, and I'm unwell for days. They need to understand their privilege and recognise that privilege and understand that when they ask people to do that they are basically excluding a huge population of people and basically saying 'you're not welcome in my organisation'.
To hear more of Hannah's insights into creating equitable workplaces and her tips on how to promote inclusive behaviours, listen to the full episode of The Talent & Growth Podcast here.
Posted in Diversity, Equity and Inclusion, Talent & GrowthLeave a Comment on How to Promote Equity Within Remote Working Environments
How Showing Vulnerability Will Help You Build an Inclusive Culture
Posted on November 16, 2022 November 23, 2022 by Paul Church
On Episode 72 of Talent & Growth we were joined by Gary Clarke-Strange, the Head of Inclusion and Diversity at Green King. We spoke about how to start building an inclusive culture and why it's important to do so. Here are some of the highlights from that conversation that we hope will inspire you to build a more inclusive culture in your own workplace.
Something Gary champions in his own workplace is building an inclusive culture in the company. We asked him why it's crucial for businesses to build an inclusive environment, below are his insights.
I think it's important to focus on having an inclusive culture where your diverse talent can thrive. We could go out and actively work to recruit diverse talent into your organisation, there are ways and means to attract diversity into your business, and that's great! If you're bringing diverse talent into an organisation where the culture and the environment doesn't support them, encourage them to grow or make them feel welcome, ultimately you're damaging people's careers, because you're not enabling them to come in and be at their best.
In my view, inclusion and diversity shouldn't be seen as a standalone topic. It enables a business to achieve success and therefore enables its people to achieve success. What we've really been focused on as part of our overall cultural change at Green King is teaching how embedding inclusion as a concept and an everyday narrative helps to drive that culture change forward.
There's a way to focus on bringing in diverse talent at the same time as working on your inclusion culture. If you are working with recruiters or internally or externally hiring and you're talking about bringing diverse talent into the organisation, being honest about where the company is on their diversity journey is the first step. If you go out with a message that says, 'We're great, we have this nailed', and you haven't, you're overselling yourselves. If you can talk openly about what your intent is, where you're aiming to be, and also how you're going to get there, that will help build a great conversation with any new hires about what you can build together. Clear vision and strategy around the changes you want to make allow you to begin that open conversation that gets people on board that journey towards inclusion. Having open, honest communication from the start is essential to building an inclusive environment.
I talk a lot about removing fear. I think sometimes people are scared of inclusion as a topic, and that's because they aren't allowed to be vulnerable, or aren't allowed to admit that they've got things wrong, or that they don't know things about certain topics. Exposure to vulnerability enables people to be more free. Starting to have the conversation across our business that says 'It's okay to not know everything, but it's better to know more, so how we'll help you grow and empower you to learn about different diverse characteristics, people and experiences' can only ever be positive. The message is 'Don't be scared, it's okay'. We could go into a whole debate about privilege and etcetera, but it's not about being ashamed of what you don't know, or not having lived experience in a certain area. What's more important is you learn more, you become an ally, you become an advocate of that change.
Inclusion isn't the answer to everything when it comes to culture change, but it can enable it. We've been really pushing around the activities that we run internally, focussed around our communications about the journey, narrative and intent of our cultural change journey. We intend to be an example for people, because often in recruitment you offer false hope and there's a lack of intent, whereas we're really pushing for that willingness to talk openly about where companies are at. At Green King we wanted to capture diversity data to a point where we now have just under 95% of our employees profiles, and we understand our diversity profile data. That resource has enabled us to create a strategy that's real, and it's based on data. We wouldn't have gotten there unless we had already started enabling a culture of trust, where people were willing to give us that data. I think that then helps us to then start to build a really strong foundation for what the future call for change will be.
To hear more about how to improve your company's culture, listen to the full episode of The Talent & Growth Podcast here.
Posted in Diversity, Equity and Inclusion, Talent & GrowthLeave a Comment on How Showing Vulnerability Will Help You Build an Inclusive Culture
How can companies push diversity hires for the right reasons?
Posted on November 9, 2022 November 9, 2022 by Paul Church
On Episode 71 of the Talent and Growth Podcast we sat down with Alia Khattab, who is the Director of Talent Acquisition at ServiceNow, where she leads all of sales hiring across EMBA. She is also the diversity hiring pillar lead in the region as well. She shared valuable insights into the importance of diversity in hiring for your organisation.
How good or bad a place do you think we're in right now when it comes to diversity hiring, and the importance businesses are placing on this?
I appreciate the question, but I don't think it is a matter of how good or bad of a place we are. It's 'where are you on that journey?' Because it is an ongoing journey, there is no end destination. So where are you? What's the level of maturity and understanding? But most importantly, how committed are you on that journey? There's no black and white answers when it comes to dismantling systemic racism or gender inequity. It's about really planting the seeds in your organisation to hopefully create long lasting change and impact.
Where does the responsibility lie when it comes to hiring inclusively?
So when it comes to hiring, my philosophy, personally, hiring is the recruiter's responsibility, but it's the hiring manager who is accountable. There's a slight difference, so talent acquisition cannot do it on its own. When it comes to a diversity programme, my recommendation would be to work with your HR business partner, your DNI specialist, and the business because there needs to be a common understanding and common purpose. Now, we should not underestimate the power that TA actually has in increasing representation, enabling and educating hiring managers. So in short the answer's no, TA cannot do it on its own, but they can actually play a critical role.
I'm going to give you some some examples, to illustrate the fact that there's been a push since 2020 when most businesses were under pressure from employees who wanted more representation in the wake of George Floyd's murder. When I say TA cannot do it on its own, let's also not underestimate the power that some leaders have. One of our senior sales directors, who attends one of the biggest LGBTQ job fairs in Berlin every year. He's made two hires out of this job fair, hiring on competencies, which shows that everyone can play a role. When there's a will, there's a way, but I agree there needs to be a common understanding. Leaders also have an incredible power to make change happen.
How do businesses make sure that they're pushing diversity hiring for the right reason?
I'm going to be a bit controversial now. If you ask the hiring manager why they want to increase the number of women or people of colour in their team, you'll probably still get two or three different answers. I don't know about your experience, but in mine some leaders will say, 'it's the right thing to do'. Other leaders might say, 'I need to increase representation earlier, I only have white men on my team'. Before even thinking about pushing a diversity hiring strategy you need to bring everyone around to what the hiring philosophy of your organisation is. At ServiceNow inclusive hiring is one of the core pillars of our hiring philosophy. So how do we provide a meaningful experience for everyone? How do we engage? Most importantly, how do we assess based on personas and competencies and how we try to mitigate the bias? As with anything, that purpose needs to be shared in almost every single conversation. I think there's a rule that says if you're leading change, you have to say the same thing at least six times, or seven times, 'this is always going back to the hiring philosophy'. I will say 99.9% of people have the right intention, but there is a risk of falling into tokenism and saying 'we absolutely need the woman. We absolutely need an underrepresented and untapped talent on the team.' The risk is that you take away the long term objective, which is why you're hiring a diverse team, which is an opportunity for you to build a high performing team that will bring different perspectives and backgrounds, and this is key to building a healthy organisation.
How can businesses retain diverse talent once they've been hired?
That's the biggest question. For us the answer is in our strategy. We actually never look at the hiring ratio as an isolated data, we always compare it with the workforce mix and how that percentage has evolved. It goes back to having that cross functional approach when it comes to diversity hiring. As a TA team, we don't have the power to control attrition. However, what we can do is increase representation. At ServiceNow, we're not just increasing hiring, we are also comparing this percentage with a workforce mix. I wouldn't say that because the attrition is spiking you shouldn't increase representation. When it comes to attrition there might be some trends that you can identify, but there's also the macro environment where we know that most businesses and in particular in the US where attrition for sales reps in the tech industry has reached 30 to 40%. It's the great reshuffle. I'm hoping that we are starting to have the great stabilisation and not a recession, but there's a lot of elements that we can't predict. Looking at attrition without its context can also be counterproductive.
Ultimately what we want to do through our work is increase the representation. But the North Star is to give everyone access to the same opportunities, and that goes way beyond hiring and into promotion cycles. You need to look at your internal movement as well as your hiring policies. Ask yourself 'are we promoting the more confident one as opposed to the most competent one?' What's interesting at ServiceNow is that I was promoted as a first line manager last year. When I did my first performance review with the team, I had people coming up to me, warning me about biases, saying 'are you sure about this person, are you aware of those affinity biases when you think about promotion?' That actually made me think because yes, I do have bias, like anyone, and it did help me to be challenged like that. So for us, the question is are we building an organisation that gives everyone access to the same opportunities, regardless of their gender, race, religion, sexual orientation, and so on. We have a powerful role, and this is only the very first step on that journey.
If we're going to diversify our talent pipeline, how and why do businesses need to rethink their view of talent?
Someone I'm a big fan of is Joan Williams, who studied race and gender relations in the workplace for the last 30 years. I think she actually studied over 100 organisations. There's a lot of great findings in her research around the notion of talent, which can be highly biassed. Now what does that even mean? Talent? Let's think about that definition. Now, the research shows that when we interview, we think that past experience is going to be a predicator to future performance. Well, it isn't, actually, so let's spend time to dismantle what that notion of talent is. We all always encourage leaders to challenge that notion. We've taken a methodical approach, actually, in our company, so we have defined personas based on job level and job role. We have a clear persona for sales and we know the type of behaviour that you need to display in order to perform in your role. Those personas are aiming at mitigating biases, because no personas says you have to work for a competitor. There's nothing in the persona that says that you have to come from the tech industries. However, they do say that you have to be a great orchestrator and you have to work cross functionally, and you have to rally a matrix team around you. By defining those personas, we have actually embedded those in how we assess, attract and retain talent. That's a great way to rethink how you look at talent.
Now, another example you can give, is that if you work in the tech industry, we just have a tendency to just to hire within the industry, because we think it's a shortcut, and we believe that people will ramp quicker. If you have an example of what I call a non conventional hire, that hire often turns out to be a top performer. Sometimes it's also the power of storytelling.  Data will help manage everything that talent. You can say 'X person in this team actually didn't come from the SAS industry, but they're one of the top performers, so let's bring that back to the personas.' Ask yourself what are the core behavioural competencies you want to assess? And let's try not to focus too much on previous employers or even education. That's how you effectively assess talent.
Posted in Diversity, Equity and Inclusion, Hiring Techniques, Talent & GrowthLeave a Comment on How can companies push diversity hires for the right reasons?
How direct recruiting can impact the diversity of your hires
Posted on August 31, 2022 August 31, 2022 by Paul Church
The 50th episode of Talent & Growth saw Rekha Aucklah, Talent Acquisition lead at Armakuni join us to discuss how to reduce agency usage. In this episode we covered how Rekha has gone to market with direct sourcing techniques, what a positive candidate experience should look like and how direct recruiting can impact on the diversity of your hires.
So, how can it? Read on to find out…
I know that from when we first spoke, one of your challenges was creating a more diverse talent pool. What impact have you seen from going for the more direct approach rather than the agency approach?
We've increased our diversity which is great. It's something I'm very passionate about, regardless of whether it's a remit that's given to me or not. Although we've increased diversity. I haven't necessarily gone about it in a conscious way. By that I mean that I haven't gone to specific talent pools looking for a particular gender, ethnicity, neurodiversity or disability. All I've done is try to make the process as inclusive as possible and taken the same approach to my sourcing.
We are getting there in terms of being able to make sure that we're targeting wider pools. But as an agency recruiter, that's probably one of the biggest areas where they can add a huge amount of value, but that's not to say that they do. The focus is often on being able to fill a role as quickly as possible. Instead, recruiters should be aiming to provide an inclusive shortlist. They should be aiming to reach out to a broad spectrum of candidates, rather than the top ten people that pop up on LinkedIn, which all happen to be male. It's just about doing the extra work. This could then be a huge area where agencies could add value.
For us right now, we've definitely increased both out gender and ethnicity diversity and we're working on some other things. I feel that if it isn't already on the radar for agencies than it definitely will be over the next year or two. Even if it's on the radar for agencies, they will be asked for it. So knowing how to source inclusive and diverse pools is going to add a huge amount of value.
To hear more from Rekha click here.
Posted in Diversity, Equity and Inclusion, Talent & GrowthLeave a Comment on How direct recruiting can impact the diversity of your hires
Identifying racism in your business and processes
In episode 45 of Talent & Growth Shereen Daniels Managing Director of HR Rewired joined us to discuss how businesses can start to stamp out racism.
We covered the differences between conditional vs transformative business cultures, how businesses can start improving their culture and stamping out racism and how you can identify racism in your business and processes and we've outlines some of the ways you can do this below.
What are some of the things that business owners need to look for in their business or processes to identify racism?
I would say that the first thing is to start with yourself, which is hard. So the first thing is, be honest with yourself and ask 'what is the relationship that I have with racism?' Think about when someone talks to you about racism, what is your reaction? Why do you react that way? You've got to be curious first, because it's very important that you then role model. Show others how to look inwards, role model vulnerability and doing the work, even if this means being uncomfortable.
The slight differences with me is that I did this publicly. People saw me learning, they saw me learning about black history that I didn't know. But they also saw me being tolled, being attacked, moments where I was really upset and witnessed how I dealt with that. That is leadership. So if you want to 'uncover' and racism, first you need to understand that you're looking for.
Then you can start to look at what your data tells you, both quantitative and qualitative. What are the experiences that your colleagues are telling you? If you don't have black colleagues within your business, that's fine, but what about your supplies or partners? What are their experiences? Ensure that these people are open so share their experiences- don't expect to be able to mine them for information because you want to.
Once you have started to understand the experiences of people, you can ask yourself, 'What does my board structure look like?' Think about how you can diversify your board, consider how you make decisions, who is in your network and where do you go when you are looking for advice or someone to collaborate with. You can start to make some really intentional decisions by starting to ask yourself better questions.
It's my job and the job of my team to not tell people what to do, but to help you ask questions so you can make informed and intentional decisions. We're disrupting our patterns of behaviour because the patterns of behaviour that we all have are due to being socialised into this system. We've got to disrupt it somehow.
If you want to listen to more from Shereen then click here.
Posted in Diversity, Equity and Inclusion, Talent & GrowthLeave a Comment on Identifying racism in your business and processes
Posted in Diversity, Equity and Inclusion, Talent & GrowthLeave a Comment on The critical foundations to make sure your business environment is inclusive
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Learning Relationship Management: A Glimpse into Colorado K-12 Future?
I am rightly wary of making big predictions about the world of education. The more this little mind takes in, the less sure I become that anything in particular will happen. People, processes, and institutions: Put them all together, and there's just too much unpredictability.
Learning Relationship Management: an idea that brings together the value of technology with the value of relationships in education. Sort of like blended learning itself, which makes it completely understandable why Michael Horn is writing about it.
The idea, if I can describe it, is to connect students (now in universities, soon maybe in middle and high school) with a network of capable mentors who can help students along the path they need to achieve their college and career objectives.
Kind of like a life coach, maybe. Just not this guy, please.
Sure, Horn notes that Learning Relationship Management Systems aren't something he expects to see take off this year in the world of K-12 education. But how far behind can it be? I'm young enough that, even given a few years, this is the kind of development that could have a big impact for kids in my generation.
Horn particularly mentions the company Fidelis Education (to which he acknowledges his connection). And this is why it caught my attention. Last Friday, one of my Education Policy Center friends attended the Donnell-Kay Foundation Hot Lunch featuring Fidelis CEO Gunnar Counselman as guest speaker.
Fidelis isn't alone. It looks like there are several entrepreneurs in this area dedicated to providing a student-focused service. Who is doing the best job? How well does LRM work in the current context? How well could it work in the realm of Colorado K-12 education? I don't have the answer to these questions.
But the concept has great potential, especially for giving greater hope and direction to students from families and communities where it's hard to know what's possible, to see the goal, and thus to be fully engaged and motivated to succeed in the classroom. And it didn't take a bureaucrat or a policymaker to come up with this idea.
Empowering students and families with more educational choices, and more information about those choices, is important. But in many cases, there's also a need for help in setting goals, identifying pathways, and providing extra motivation. Let's see whether and how a Learning Relationship Management System might best reach Colorado K-12 students to offer these benefits, regardless of their educational setting.
Even though I can be impatient, it should be worth the wait to see where this idea takes students when it finally comes.


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Healing is prevention for future generations
Everyone has a role to play in preventing domestic violence. At the Foundation, our vision is to invest in prevention solutions that make lasting change in the lives of survivors, families, and...
Martha's Health and Healing
At Blue Shield of California Foundation, we believe that multiple systems are a part of the story of domestic violence, and therefore a part of its prevention. The Downtown Women's Center in LA , a...
Martha's Three Sons
Martha's Story: Our Rallying Cry
Bold goals, refined strategy: Foundation takes new approaches to fulfilling its mission
The Foundation recently updated its priorities with three new multidisciplinary tracks to turn California into the healthiest state and end domestic violence.
Applying the lessons of one pandemic to another
The echoes of the AIDS crisis have been ringing loudly since the start of COVID-19 pandemic.
Who do we need to be to turn this moment into the future our communities deserve?
We are witnessing racial uprisings, calls for accountability, and a younger generation unapologetically using their voices to claim their power.
Domestic violence prevention needs support in wake of pandemic isolation
A future without domestic violence can be a reality if we take a two-pronged approach.
How to leverage federal dollars to advance equity through community councils
This piece originally appeared in CalMatters. Soon, communities across California will receive an unprecedented infusion of federal funding through the American Rescue Plan Act. While these funds can...


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The Human Risk Podcast
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Eggsy on going viral during a pandemic
What do you do when you think your government isn't doing enough to protect you from the risk of COVID-19?
On this episode, I speak to Eggsy, a 22-year-old graphic design student. She noticed that her friends weren't following the UK Government...
On this episode, I speak to Eggsy, a 22-year-old graphic design student. She noticed that her friends weren't following the UK Government advice on Social Distancing to prevent the spread of Coronavirus and wanted to do something. That something was the creation of a cartoon that explained the rationale behind the advice. The cartoon went viral.
You can see it for yourself here: https://youtu.be/6BhA9Kxd0mE
The techniques she deploys in the video are extremely engaging and illustrate an intuitive understanding of Behavioural Science. I wanted to understand what inspired Eggsy to produce the video, what the ideas behind the content were and to find out about what happened after she released it. We discussed all of those things...and a host of other things I wasn't expecting to talk about, but which were equally inspiring.
You can see more of Eggsy's work on YouTube (https://www.youtube.com/channel/UCfLYB890iZh-0ECMMZ0y56A) and Instagram (https://www.instagram.com/itsjusteggsy/).
For more on The Adulthood Academy, Eggsy's new project, which we discuss on the episode, visit https://www.instagram.com/theadulthoodacademy/ or http://www.theadulthoodacademy.com/
Ray Blake on Dark Money
Gabriella Braun on Human Risk At Work
Professor Sander van der Linden on Misinformation
Paul Armstrong on Technology, Behaviour & Data
Kirsten Morehouse on Stereotypes
Jon Worth on Rail Activism
Hilary Sutcliffe on Trust
Professor Aaron Ahuvia on Why We Love Things
David Robson on The Expectation Effect
The Human Risk podcast explores the idea of human decision-making as a risk and what we can do to mitigate it.
I speak to people with personal experience of it, those who work to mitigate it and those who research it.
Join me for hour-long episodes in which I look for insights that can help us to learn more about the largest risk facing us all.
© Human Risk Limited 2020


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Black Buisness Network
We support the retention and advancement of Black talent within AbbVie, foster an inclusive culture and make a remarkable impact on our company and the communities where we work and live.
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There's a future full of possibilities
The Black community brings highly valued skills to our workplace. Join us and make a remarkable impact.
Are you interested? Join us.
What makes me come to work each day is knowing that AbbVie has always been a place I have been able to grow, build meaningful relationships and develop into the best professional I can become.
Kiearrah Lawrence, Forecasting Manager
The Black Business Network promotes career advancement and professional development by sponsoring career initiatives to develop and sustain the next generation of leaders at AbbVie. In addition, we strive to enhance the cultural competence within AbbVie focusing on cultural education, recruitment and retention of Black employees.
We do that by enabling all employees to reach their potential through:
Connecting members and increasing engagement
Volunteering community outreach
The Black Business Network's Cultural Competence Series
The Black Business Network's Cultural Competence Series highlights education and cultural awareness for its members. BBN members compiled this video and provided multiple opportunities for all AbbVie colleagues to watch and is delighted to share these compelling stories widely.
Play Play to learn about The Fifth Girl: A Story of Survival Documentary
The Fifth Girl: A Story of Survival
"The Fifth Girl: A Story of Survival" portrays the events of September 15, 1963, when the 16th Street Baptist Church in Birmingham was bombed, killing four young girls. More than a trip through history, it's the tragic story of a moment that changed one young girl's life forever, her journey of survival, and her determination to share her story with the world at large.
Play More With Less: The Power of HBCUs in America
More With Less: The Power of HBCUs in America
"More With Less: The Power of HBCUs in America" explores the prominence, importance and impact of Historically Black Colleges and Universities (HBCUs) on society and the ways that they continue to create an avenue for underrepresented people seeking higher education.
Working at AbbVie
We help recruit diverse talent and provide employee development. These activities support us and further employees' sense of belonging and engagement. As engagement increases, employees naturally expand into roles that maximize their potential and encourages them to explore and grow their skill sets.
I come to work every day for the chance to create a lasting legacy far beyond my years at AbbVie by my actions and influence with others.
Tony Shaw, Regional Director Immunology - Rheumatology
We are committed to helping employees exceed their potential and support. We partner with community organizations in area such as education, youth empowerment and STEM programs, such as the Fuller Center of Lake County.
STEM Workforce Diversity Magazine
Danjuma Quarless, Ph.D., senior scientist, makes the discovery process more efficient at AbbVie.
Resilience, responsibility, rising up
Employees around the globe share the pride, challenges and powerful opportunity of being a Black business professional.
Learn more about our focus on Equity, Equality, Diversity & Inclusion and our Employee Resource Groups.


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FPS () — шутер від першої особи.
 FPS () — кількість кадрів в секунду на екрані монітора чи телевізора.

redpajama_set_name: RedPajamaWikipedia


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Spring fling offers theatrical gems on play-loving San Diego boards
Bryant Hernandez, Kenia Ramirez and Jennifer Paredes are modern-day muskateers in "Into the Beautiful North," at
San Diego Repertory Theatre. The play's quest is inspired by the films "The Magnificent Seven" and "Seven Samurai."
The Lyceum in Horton Plaza is home
to San Diego Repertory Theatre where
a provocative new play just opened.
From left, David McBean, Richard Baird, Benjamin Cole and James Saba
playing multiple roles in NorthCoast Rep's "Travels with My Aunt."
NorthCoast Repertory Theatre offers quality work in a
small space with David Ellenstein's able artistic direction.
LOVE, AGING, POLITICS, TRAVEL THEMES, SNAPPY MUSICALS DRESS THE STAGE IN LIVELY SAN DIEGO
PHOTOS by BRUCE KELLER,
KEN JACQUES and courtesy theater marketing departments
WE ARE BINGING on an orgy of fabulous San Diego theater.
The cause of our bacchanal is a feast of fine productions -- three this week and three next.
Sean Murray, center, both directs and stars in "On the Twentieth Century"
at Cygnet Theatre in Old Town. Murray's versatility has won him leading
roles in "Man of LaMancha," "Sweeney Todd" and "Little Shop of Horrors."
From cutting edge drama set in our own southern California, to time honored chestnuts that still bring the house down, to fresh new comedy with an edge and original musicals, San Diego delivers. No other mid-sized city has birthed as many Broadway bound works -- "Memphis," "Billy Crystal's 700 Sundays," "Dracula, the Musical," "Jersey Boys," "The Who's Tommy," and more.
AS DEVOTEES of the boards, we're celebrating -- drinking it all in, if you will. We love our treks to Los Angeles -- to the Ahmanson and Mark Taper. Our Broadway forays in New York City are a favorite tradition. But San Diego is not only a city of eternal sunshine -- it offers quality theater year round. We see more than 100 plays a year -- at least a play a week. There's always a new production, and this column deals strictly with theater.
Add to the mix world class dance, symphony, opera and comedy.
Sam Woodhouse directs an entertaining, often touching new
play with San Diego connections at SD Repertory Theatre.
THIS MONTH, we are experiencing a rousing bounty of delights. Here's a selection of "can't miss" entrees from our theatrical feast:
Cygnet Theatre's variety is enhanced by Sean Murray's able
artistic direction and a charming Old Town space.
* SAN DIEGO REPERTORY THEATRE: At once funny and touching, "Into the Beautiful North" takes a fresh look at the immigrant story. Three Mexican friends decide to enter the U.S. in search of strong men who will rid their besieged village of drug bandidos. Luis Alberto Urrea wrote the novel from which Karen Zacarias adapted her finely tuned drama. Fine actors, beautifully cast and directed by Sam Woodhouse tell this engaging contemporary tale following the director's keen insight into what makes characters act, react, form loyalties and follow their passions. Through April 23. sdrep.org
*CYGNET THEATRE: "On the Twentieth Century." Cygnet's production of this gem is energetic and fun, an old-fashioned musical with fabulous performances, set on a train bound from Chicago to New York. Clever use is made of Cygnet's stage and space, with a delightful backdrop, inventive design and fun movie footage into which the "Twentieth Century" characters are cleverly dropped. As the hijinks unfold, we enjoy snappy choreography, perfect period costumes and gorgeous wigs as the train speeds toward its destination with a Bible toting proselytizer and plenty of goofy doings afoot.
La Jolla Playhouse is gearing up for a Jimmy Buffett musical.
Sean Murray and Eileen Bowman in leading roles are hysterical as the one-time lovers. Flawless supporting players dance delightfully in and out. The entire cast is gangbusters -- the cream of the crop of Cygnet regulars. A vintage homage to the theatrical days of yore. Through April 30. cygnettheatre.com
Singing and dancing their way through a blind date and beyond, a cleverly
staged meeting unfolds in "First Date" by San Diego Musical Theatre.
*NORTHCOAST REPERTORY THEATRE: Travels with My Aunt."
Giles Havergal adapted the Graham Greene novel about eccentric Aunt Augusta who swoops in to shake up the life of her staid bourgeois banker nephew. Four actors play 20 roles in the journey with the Rep's imaginative artistic director David Ellenstein at the helm. The plot involves CIA agents, Nazi collaborators, a Turkish general and a sojourn to Paraguay. Watch for our reaction soon. April 12 through May 7. northcoastrep.org
*SAN DIEGO MUSICAL THEATRE: "First Date" at Horton Grand Theatre is an energetic regional premiere, an inventively staged contemporary musical comedy. The clever story references current digital technology and language placing Aaron and Casey on their first date in a bistro. There, restaurant patrons become the couples' "others" -- exes, parents, best friends. The music is delightful, the singers in top form, the head waiter a familiar face (recently the star of SDMT's "The Producers.") Aaron's and Casey's inner critics transform other diners and themselves. Singing, dancing, scheming, wisecracking, soul searching lead to the discovery that they do have potential after all. Bravura performances all around. Through May 7. SDMT.org
Veteran actors and singers dress the stage in "The Geeze and Me" at
the Tenth Avenue Arts Center in downtown San Diego.
*RAG LADY PRODUCTIONS: "The Geeze and Me" is a world premier, a high-energy, moving and irreverent musical about the woes of aging. The original work features short, memorable songs -- lovely ballads to rock 'n' roll, blues and boogie -- expertly delivered by a well tuned ensemble including the aging counselor who elicits their stories. The eclectic blend of songs -- from bawdy to beautiful -- unfolds with fun choreography. The perils, challenges and perks of changing bodies, rearranged priorities, illness, loss, loneliness and growth spell an engaging evening at the theater, presented with chutzpah and a cutting, comic edge. The production is musically directed by B.J. Robinson. Hedges Capers and Nancy Locke Capers collaborated on this delightful work. Through April 29. thegeezeandme.com.
Jimmy Buffett tunes are on tap at
La Jolla Playhouse in a world premiere.
MORE THEATER TREATS COMING SOON:
LA JOLLA PLAYHOUSE: "Escape to Margaritaville." Whether you're a Parrothead or not, this new world premiere musical sounds enticing as a shot of tequila and a shaker of salt on a scorching day . Original songs and favorite Jimmy Buffett classics tell the story directed by Christopher Ashley. The romantic tale features Tully, a part-time bartender who sings (of course he does!) and a career-minded tourist who steals his heart and forces a re-evaluation of his thinking. May 9 through June 18. lajollaplayhouse.org
A classic of the American musical theater songbook
comes to Welk Resort for a long likely sold-out run.
WELK RESORT: "The Music Man." Fast-talking Harold Hill cons the people of River City, Iowa, into buying musical instruments and uniforms and forming a band, although he knows not a note of music. Marian the librarian turns him into a respectable citizen in this classic of the American theater. Barbershop tunes, lovely ballads and the rousing "Trouble" and "76 Trombones" on tap. (I know every lyric and so do thousands of you!) May 5 through July 23. welkresorts.com/san-diego/theatre/
A Greek restoration team took care with each stone and slab
in a major restoration effort of the tomb of Jesus in Jerusalem.
UP NEXT: Holy Days in Jerusalem this year take on a special significance. The Church of the Holy Sepulchre and its sacred tomb, believed to be the burial place and resurrection scene of Jesus, have undergone an elaborate restoration and facelift. We visit the city and the church, and invite you to join us. Remember to explore, learn and live and catch us here each weekend for a lively new take on the arts, travel and nature.
Labels: Architecture, Art, Famous Cities, Personal History, Road tripping, Show business, Theatre, Travel
L.A. Lady April 7, 2017 at 9:55 PM
Wow. I am on my way.
City Slickers April 8, 2017 at 4:33 PM
We live in Los Angeles, too, and don't begin to have the fresh variety of this San Diego mix. And you don't have to fight 10-lane traffic to enjoy. Lucky you!
New York Theater Buffs April 11, 2017 at 12:33 PM
Had no idea San Diego had that stellar history of "Broadway bound" works. Cookie landed in the perfect place!
Indiana Joneses in California April 14, 2017 at 1:46 PM
Looking forward to your Holy Land insights. Checking your recommendations off one by one. All great!
Northbound grey whales delight during day on the w...
A jewel is Julian, California: Lovely dog-friendly...
Holy Week in Jerusalem: Pilgrims flock to renovate...
Spring fling offers theatrical gems on play-loving...


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Vladimir Čonč (ur. 13 stycznia 1928 w Zagrzebiu, zm. 15 października 2012 tamże) – chorwacki piłkarz występujący na pozycji pomocnika. Reprezentant Jugosławii.

Kariera klubowa
Čonč jako junior grał w Građanskim Zagreb oraz Poštarze Zagrzeb. W 1946 roku został graczem Lokomotivy Zagrzeb. Następnie występował w FK Naša Krila Zemun, a w 1951 roku wrócił do Lokomotivy. W trakcie sezonu 1952/1953 przeniósł się do Dinama Zagrzeb. Dwukrotnie zdobył z nim mistrzostwo Jugosławii (1954, 1958), a także raz Puchar Jugosławii (1960).

W 1961 roku Čonč przeszedł do niemieckiego Kickers Offenbach, grającego w Oberlidze. Po jednym sezonie odszedł do innego zespołu tej ligi, Eintrachtu Bad Kreuznach. Tam również spędził jeden sezon. W 1963 roku został zawodnikiem klubu Opel Rüsselsheim. W sezonie 1964/1965 awansował z nim z Amateurligi (III liga) do Regionalligi (II liga). W 1966 roku zakończył karierę.

Kariera reprezentacyjna

W reprezentacji Jugosławii Čonč wystąpił jeden raz, 28 listopada 1956 w przegranym 0:3 towarzyskim meczu z Anglią. Wcześniej, w 1952 roku zdobył srebrny medal na Letnich Igrzyskach Olimpijskich.

Bibliografia
 Profil na eu-football
 Vladimir Čonč w bazie Weltfussball

Reprezentanci Jugosławii w piłce nożnej
Chorwaccy piłkarze
Piłkarze NK Lokomotiva
Piłkarze Dinama Zagrzeb
Piłkarze Kickers Offenbach
Medaliści Letnich Igrzysk Olimpijskich 1952
Jugosłowiańscy olimpijczycy
Ludzie urodzeni w Zagrzebiu
Urodzeni w 1928
Zmarli w 2012