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Global chief executives bullish about the UK
UK in top three countries to invest in Global chief executives rank the UK as the third most important country for investment, jointly with Germany
Latest in the Region: Americas
Over one-third of HR pros say "quiet quitting" is rife in their organizations
51% of HR pros are concerned about it
According to a poll by the Society of Human Resource Management, more than a third of HR professionals (36%) say "quiet quitting" is happening in their organizations with 51% of HR pros are concerned about it.
Quiet quitting has become a buzzword, referring to employees only doing what is necessary for the jobs and not going above and beyond.
Of HR professionals who say their organization is experiencing quiet quitting, 60% report their organization's culture enables this behavior. Qualitative data from the survey point to issues such as lack of engagement, communication difficulties or poor management of people. Remote and hybrid work was also cited as a concern because of poor supervisor support and lack of accountability.
Johnny Taylor, Jr., President and CEO of SHRM commented: "With a slowing economy, employers can't afford to have employees loudly or quietly quit. Organizations must ensure they have strong, healthy cultures that are communicated clearly to their employees. Employees who are culturally aligned will thrive; those who aren't happy with their organization's culture and way of work should find more ideal employment."
Other findings:
Of HR professionals concerned that quiet quitting will negatively impact their organization, many believe it will decrease employee morale in the workplace (83%), decrease employee productivity (70%) or decrease the quality of employee work products (50%).
Of HR professionals who report their organization is experiencing quiet quitting, 72% say they are witnessing millennial employees (those 26-41 years old) quiet quitting within their organization.
43% of HR professionals agree that employee productivity is a big concern at their organization right now.
HR Professionals, Quiet Quitting
49% of HR leaders say innovation is one of top three priorities
Americas, UK
Knowledge and expertise are essential for creativity
According to a recent survey conducted by Gartner, Inc, 49% percent of HR leaders named innovating for success as one of their top three priorities for 2022. The latest findings were announced during the Gartner ReimagineHR Conference, on 16th of September.
Despite HR leaders prioritising innovations, a May 2022 Gartner survey of more than 3,500 employees found that only 46% of employees agree that their organisation encourages creative thinking.
Emily Rose McRae, Senior Director in the Gartner HR practice said: "The survey results show that an organisation's actions directly impact the ability of employees to be creative by 25%. In fact, an organisation's actions have more than double the impact of an individual's personality when it comes to driving employee creativity."
The analysis found that effective creativity – producing a high volume of relevant and novel ideas – requires three things:
Knowledge and expertise
Ability to overcome "stickiness" of prior knowledge
According to the survey results, there are three actions organisations can take to increase employee creativity in general:
Broaden participation to increase knowledge and expertise
In today's dispersed workforce, individuals seamlessly toggle between asynchronous and synchronous work environments. As such, leaders and teams must create space for idea generation to occur across all modes of work, while simultaneously facilitating participation.
Leaders should also intentionally include employees from all levels. Executives are more likely to spend their time thinking strategically, while managers are more likely to focus on change management, and those more junior may have the clearest understanding of where potential quick wins lie.
McRae continued: "Bringing together employees who reside in various parts of the organisation, both physically and figuratively, will enable the business to harness the diversity of perspective as a knowledge base for creative activities."
Lower stress to reduce stickiness of prior knowledge
The pressure to respond as work, and the workplace, evolved during the pandemic affected every industry and all leaders and employees. HR has had to exercise creativity in many forms – from developing a hybrid/return-to-office strategy, designing a pandemic talent strategy, to finding flexibility for frontline workers and establishing mechanisms for employee activism.
Finding creative, innovative solutions requires mental and temporal space. At a base level, managers must reduce tasks that crowd out creativity, while ensuring employees have time to decompress and recharge between tasks. At the broadest level, senior leaders should consider if their organisation has a culture that rewards idea generation, regardless of the ultimate success of ideas.
Increase novelty to drive imagination
The shift to hybrid work has limited employee interactions. When work consists primarily of similar days interacting – or not interacting – with the same people, creativity is particularly challenging.
HR should work with managers to bring together people who haven't worked together before, or who have very different perspectives. Progressive organizations are going a step further and intentionally create shared new experiences among employees. One method is to offer individuals and teams, both remote and onsite, daily or weekly challenges, such as: work from a different location, take a walk in a new neighborhood, or try a new food.
"Adding novelty to the everyday – and sharing it with colleagues – can spark people to see problems differently and thus develop new solutions," concluded McRae.
Creative thinking, Dispersed Workforce, employees, HR Leaders, Knowledge
C-suite resists new world of work
Senior leaders unaware or unwilling to alter approach to managing the workforce
According to the 2022 Culture Report on Tech-Enabled Employee Experience from Achievers Workforce Institute, companies where senior leaders accept remote work are 29% less likely to struggle with attraction and retention.
While employees' desire for flexibility in the workplace is at an all-time high, senior leaders at many companies are unaware or unwilling to alter their approach to managing the workforce.
In fact, the number one reason that workers changed jobs during the pandemic was for better work flexibility, AWI said. Of the workers who have the option to be hybrid or remote, 85% said they prefer that option. However, two-thirds say company leaders expect them to be in the office at least part-time.
Likewise, 56% of leaders in HR say the C-Suite doesn't understand this change in the workforce, and 45% say they don't have support needed to make changes that will attract, engage and retain top talent.
Employer concerns
Dr. Natalie Baumgartner, Achievers Workforce Institute's Chief Workforce Scientist said: "A major concern for company leaders is fostering a culture of connection and belonging with a dispersed workforce. We know that a strong sense of belonging drives a 3x return on a wide number of business outcomes. Many leaders believe that to achieve their desired culture, employees must be in the same physical space. However, the world of work has changed and so must our approach to creating a sense of belonging for employees. Employees are sharply focused on having an experience of connection and belonging, but they are confident they can achieve it while working from anywhere."
Despite concerns over their performance, the research found that remote workers were equally as productive as those who worked in the office. It also found that employees are more likely to be engaged and advocate for their company when remote. They also have a tendency to trust their company leaders more.
In addition, HR leaders in companies that support remote work say they're less likely to struggle when trying to attract and retain top talent.
The AWI study identified four types of technology that can foster the culture that both employees and company leaders are seeking: network, recognition, wellness and feedback. By implementing these systems, research shows that employers find an increase in engagement, belonging, trust and productivity, as well as their employees feeling valued and less burned out, overall.
Employee Flexibility, Flexible Working, HR Leaders, hybrid work
UPS to hire 100,000 seasonal workers
Hiring process down to 25 minutes
Package delivery service UPS plans to hire more than 100,000 seasonal employees ahead of the year-end holiday rush. The company made the announcement last week.
UPS noted it has streamlined its hiring process, and it now takes 25 minutes for most people to go from filling out an online application to receiving a job offer. The company said nearly 80% of seasonal positions do not require an interview.
The company is filling full- and part-time seasonal positions, primarily seasonal delivery and commercial drivers license drivers, package handlers and driver helpers. Permanent positions are also available in some areas for those who apply early.
UPS also reported that nearly 35,000 seasonal employees earned permanent positions following the 2021 holidays. A full-time UPS package delivery driver makes an average of $95,000 per year plus an additional $50,000 in contributions to health, wellness and pension benefits.
Hiring Process, Seasonal Workers, UPS
US manufacturing sector expands in August
However, the sector is at its lowest rate since June 2020
According to the Institute for supply Management report the "Manufacturing ISM Report on Business" the US manufacturing sector grew in August at the same rate as in July — which was the lowest rate in more than two years. While employment in manufacturing picked up, concerns about a slowing economy have remained.
The Manufacturing PMI report is based on a survey of manufacturing supply executives.
Overall, the ISM's Manufacturing PMI's reading of 52.8% in both August and July was the lowest level since its 52.4% reading in June 2020. Readings above 50% indicate expansion in the US manufacturing sector.
August's reading also indicates expansion in the overall economy for the 27th month in a row after contracting in April and May 2020, said Timothy Fiore, chair of the ISM's Manufacturing Business Survey Committee.
Respondents noted price expansion eased dramatically; however, they continued to express unease about a softening economy.
Employment was a bright spot.
The measure of employment in the report returned to expansion in August after three months of contractions. It was at a reading of 54.2% in August, up from 49.9% in July. Readings above 50.5% over time is generally consistent with an increase in US Bureau of Labor Statistics data on manufacturing employment.
Timothy Fiore, Chair of the ISM's Manufacturing Business Survey Committee commented: "According to Business Survey Committee respondents' comments, companies continued to hire at strong rates in August, with few indications of layoffs, hiring freezes or head-count reductions through attrition. Panelists reported lower rates of quits, a positive trend."
Employment, Manufacturing
A third of workers consider resignation
73% of workers report high levels of stress
According to findings from Alight and Business Group on Health's research series, 2022 Alight International Workforce and Wellbeing Mindset Study, close to three-quarters (73%) of workers reported high levels of stress due to such factors as the ongoing pandemic, economic concerns and social unrest. Additionally, more than one-third (34%) of workers reported suffering symptoms of burnout, while only one in three employees said their employer cared about their wellbeing.
While employees across the United States and Europe continue to report high levels of stress, a surprising percentage do not take full advantage of their workplace's well-being initiatives, despite employers' continued prioritisation of these programmes, a new survey has found.
Ellen Kelsay, President and CEO of Business Group on Health commented: "These sentiments demonstrate a disconnect in employees' views of their workplace wellbeing benefits, as large employers have continued to make significant investments in workforce wellbeing benefits and programmes."
Just 15% of employees in the United States and the United Kingdom reported being aware of employer-sponsored stress-management programmes. And of those who were aware of the benefit, less than one-quarter (23%) said they used it, even though 32% of employees wanted their employer to offer more mental health resources.
The survey findings identified key areas of opportunity for companies in prioritising the total wellbeing of their workforce and increasing employee awareness and adoption of available wellbeing programmes. These include:
Building awareness of available mental health programmes. Creating engaging and personalised programmes through a combination of technology, navigation and communication can boost employee awareness of available and accessible resources.
Supporting long-term financial goals and understanding short-term demands. Long-term financial planning remains a challenge for many employees, who need assistance with reducing debt levels, sticking to a budget, saving for more immediate financial needs and having longer-term savings goals. Balanced financial wellbeing programmes that provide smart steps for employees to take today can help boost overall financial wellbeing and reduce one of life's major stressors.
Providing balance and flexibility. The pandemic demonstrated that workers value flexibility and, for those who can, being able to work remotely at least some of the time. More than half of employees (54%) said a flexible work environment differentiated one employer from another, creating an opportunity for employers to set themselves apart from peers. Additionally, more than half (59%) of all workers said being able to work remotely had a positive impact on their
Kantar conducted the research, surveying more than 10,000 employees from February 2022 to March 2022 in the United States, United Kingdom, Germany, France and the Netherlands. This marked the first time the study included countries outside the United States. Additional reports about the research will be issued later this year.
Stephan Scholl, CEO of Alight Solutions said: "Workers worldwide found that COVID-19 intensified challenges to wellbeing. As a result, they sometimes face difficulties in showing up to work as their best selves, which ultimately affects companies' bottom line. At the same time, caring about employee wellbeing is critical to recruiting and retaining talent."
Other survey findings:
Fewer than half of UK employees (44%) believe their company does an overall good job at communicating with them
Only 1 in 10 employees in the UK rated their employee experience as awesome whilst 42% deemed it as okay, pretty bad or awful.
Nearly a third (31%) of UK employees would not say great things about their employer given the chance.
US. employees tended to have a more positive view of their overall wellbeing than those in Europe. More than half (53%) of U.S. employees rated their overall wellbeing highly, compared to 40% in the U.K.
burnout, Stress, Workplace Well-being
Korn Ferry revenue up 24%
The US-based firm noted the increase in fee revenue was primarily driven by continued demand for integrated service offerings and the acquisitions of Lucas Group and Patina Solutions Group in the previous quarters
Korn Ferry a global organizational consulting firm has announced first quarter fee revenue of $695.9 million. In addition, first quarter diluted earnings per share was $1.45 and adjusted diluted earnings per share was $1.50.
Gary D. Burnison, CEO at Korn Ferry said: "I am pleased with our financial results during the fiscal first quarter. We generated $696 million in fee revenue, up 19% (24% at constant currency) year over year. Our diluted earnings per share and adjusted diluted earnings per share were $1.45 and $1.50, respectively, and our Adjusted EBITDA was $132 million, representing a 19% margin."
"We are in a new paradigm as global organizations fight for growth and relevancy while facing economic ambiguity. Today's workscape has never been more complex – an imbalanced labor market, skills shortage and a major shift in how and where people work. While cycles will continually change, the long-term premium on people endures. Strategy without talent is helpless and talent without strategy is hopeless. Korn Ferry is the firm that helps clients drive performance through synchronizing their organization, their strategy and their people."
Financial Results, Korn Ferry results
Categories news, Recruitment
McGregor Boyall expands operations into North America
Americas, APAC, EMEA, UK
Operations have been launched on the East Coast
According to reports, global recruitment specialists McGregor Boyall have expanded their presence by launching operations on the East Coast, USA. The technology sector in the USA is the biggest in the world accounts for more than 8% of all regional jobs, with more than 12 million people working within the industry and an estimated market value of more than $1.6 trillion. The continued success of the region's technology sector and McGregor Boyall's desire to grow meant that North America was the next logical location for global expansion.
McGregor Boyall's International Managing Director Richard Lett, will head up operations in North America, commented on the expansion.
Richard commented: "Our expansion into North America has come about due to the increased demand for primarily technology talent from our clients whom we have been fortunate enough to support successfully for many years. We are very excited about expanding our recruitment services even further into the US and bringing the same success to our existing and new client partners based in North America."
Richard launched our Middle East operation ten years ago and will now focus on establishing and growing McGregor Boyall's presence on the East Coast, USA. Richard has over 20 years of recruitment experience and joined McGregor Boyall in 2012.
McGregor Boyall North America will focus on Technology verticals initially, primarily in the financial services sector. Long-term demand for talent in the Technology and Financial Services sectors will remain high – and it is in response to this that McGregor Boyall supports its clients in these areas.
Technology Recruitment, Technology Talent
The US continues to add jobs despite declining employment trends
Recession concerns mount up
Despite the US adding 528,000 jobs in July, The Conference Board's Employment Trends Index saw a drop, showing signs of slower job gains ahead. The organization also showed concern about a possible recession.
July's Employment Trends Index level of 117.63 dropped from June's downwardly revised reading of 118.71.
It is thought that slower job gains are likely to bring the labour market in line with the rest of the economy, which Is already seeing a slowdown in activity. The Conference Board, however, expects the US unemployment rate to remain below 4.5% in 2023. It was 3.5% in July.
Frank Steemers, Senior Economist at The Conference Board, said: The Employment Trends Index declined in July and has now been on a downward trend since March 202. While the US labour market is currently still robust, the recent behaviour of the index signals that slower job gains should be expected over the next several months."
"It is increasingly likely that the US economy will fall into recession by year end or early 2023, with the Fed expected to continue raising interest rates rapidly over the coming months."
"While businesses are currently still struggling with severe labour shortages, they may soon see some reduced pressure in recruitment and retention difficulties as economic activity cools."
Economy, Hiring, Hiring Demand, Hiring Freeze, job posting, Onboarding, Recession
Categories Employers, news, Recruitment, Recruitment Agencies
New Jersey senate approves equal pay regulation for temp workers
Americas, US
Concerns that new bill could lead to increased litigation
The New Jersey Senate has approved bill S. 511, increasing regulations on the staffing industry. This is according to a tweet by the bill's sponsor, State Sen. Joe Cryan, D-Union.
Amongst other aspects, the bill provides for equal pay between contingent and directly employed workers. However, some believe that the new bill could lead to increased litigation.
The bill was previously approved in June, but the New Jersey Senate had to vote again due to a procedural issue.
Toby Malara, VP government relations at the American Staffing Association, confirmed that no changes were made to the bill in the new vote. With assistance from the ASA, the New Jersey Staffing Alliance led efforts to amend the bill.
Within the next 45 days, New Jersey Gov. Phil Murphy must either sign the bill, veto it or put forward a conditional veto by offering the bill with amendments back to the legislature for consideration. The ASA's next avenue will be to urge the governor to issue a conditional veto with various changes to the bill.
The bill was opposed by the New Jersey Business and Industry Association.
Alexis Bailey, NJBIA director of government affairs, commented: "While the intent of the bill is to create additional protections for temporary workers, the provisions in it range from concerning to completely unworkable for businesses which are often challenged enough to maintain their workforces."
legislation, regulations, Temporary Recruitment
Categories news, Recruitment, Recruitment Agencies
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Nash Squared acquires Het Flexhuis
EMEA, UK, UK&I
Acquisition strengthens Nash Squared as a major MSP
Nash Squared, a provider of talent and technology solutions, has become a major force in Managed Service Provision with its recent acquisition of Het Flexhuis – a Managed Service Provider (MSP) of talent and recruitment services based in The Netherlands.
Het Flexhuis has a strong track record in delivering outsourced recruitment services for government, public services, and commercial organisations and will operate as an independent brand within Nash Squared's recruitment business Harvey Nash.
Bev White, CEO of Nash Squared, commented: "I am delighted to welcome Het Flexhuis into the Nash Squared family. It is our vision to help our clients access talent and technology in every way possible, and offering a high quality MSP solution is an important next step for us. Het Flexhuis brings enormous experience and expertise with them, and I am excited by the potential."
Occo Lijding, MD of Harvey Nash The Netherlands, commented: "This represents a step change in how we can help and support our clients in talent and technology. I have long admired the team at Het Flexhuis, and when we met I was struck by how similar our values and ambitions were. They are the perfect fit for us, and I look forward to working with them."
Frederieke Schmidt Crans, Managing Director, Het Flexhuis commented: "We are thrilled and excited to become part of Nash Squared. Our company was established ten years ago with a mission to create a world-class MSP with great people and processes at its core. We see joining Nash Squared as the natural next chapter in that success story."
Acquisition, Harvey Nash Group, msp, RPO
Categories news, Talent Solutions
Adzuna acquires job search engine Getwork
Americas, US, USA
Search engines combine forces to accelerate Adzuna's growth in the US
On Tuesday, 14 June, Adzuna announced their acquisition of the US job search engine Getwork.
The Getwork team, under the leadership of Brad Squibb, will be working alongside the Adzuna team, intending to accelerate Adzuna's growth in North America.
Getwork links job seekers with vacant roles at North American companies by indexing millions of verified jobs daily directly from tens of thousands of employer career sites.
Adzuna, with headquarters in London, UK, Indianapolis, IN, and Sydney, AU, uses AI-powered technology to match people to jobs. The company has recently launched in Switzerland, Belgium, Spain, and Mexico. Their operations now cover 20 markets globally.
The two companies will operate as independent brands with their own established communities.
Doug Monro, CEO, and Co-founder of Adzuna, comments: "Adzuna acquiring Getwork will help us supercharge our growth in North America. The Getwork team's stellar reputation for great service and delivery has led them to be trusted by an impressive roster of household name companies in the US. It's also a great fit as their team and mission are so aligned with ours. The US enterprise market is crying out for strong alternatives to existing offerings and we're looking forward to combining Adzuna's marketing expertise, global footprint and programmatic job matching technology with Getwork's deep industry knowledge and reputation to deliver even better for our customers. The US is the fastest-growing part of our business and this acquisition will accelerate our profitable growth trajectory."
Brad Squibb, President of Getwork, comments: "Adzuna is a truly global business, operating across 20 countries, which creates an exciting opportunity for us to scale into new markets with the help of a brand that has already paved the way for international expansion. We can't wait to join Doug and the team on this journey."
adzuna, growth, job search
UK companies lack focus on diversity, survey reveals
UK, UK&I
Despite efforts there is still massive room for improvement in UK management and reporting
In research released today, findings reveal a lack of focus on progressing diversity in the workplace. In the study conducted by SD Worx, it was found that while 68% of UK companies are committed to removing unconscious bias in the recruitment process, many have failed to implement a reporting system to track progress on meeting ED&I objectives.
The survey revealed that only 26% of UK companies evaluate managerial commitment to achieving ED&I-related objectives. A further 32% admitted having no systems allowing employees to report discrimination.
The UK ranked third in its commitment to removing unconscious bias at 68% when it comes to ranking. Ireland ranked first at 74%, with Belgium coming in second, at 69%.
As far as rankings for equal access to training, the UK is slightly lower than other countries, with 64% of companies investing in equal access to training and development. Ireland (72%), Belgium (71%), and Poland (69%) topped the list.
While 64% of UK companies include transparency about ED&I goals and actions to attract a diverse workforce in their mission statement and corporate values, only 60% of the UK companies surveyed said that they promote ED&I in job advertisements, social media, and their websites.
The survey also revealed that countries vary in their level of focus concerning educating and involving managers in their ED&I policies. For example, in the UK, 60% of companies stated that they actively involve their managers in ED&I policies, and 60% provide internal training on the topic.
Colette Philp, UK HR Country Lead at SD Worx commented: "It's no longer enough for businesses to say they prioritise diversity and inclusion. Instead, they must prove their commitment to achieving a more diverse workforce, both internally within their business and externally to attract talent."
"There is more awareness than ever before regarding diversity in the workplace and it's a deciding factor for many when it comes to searching for a role or staying with a business. A diverse workforce brings new experiences and perspectives and an inclusive environment allows individuals to thrive. If businesses aren't already putting ED&I as a top priority, it's essential they act now to do so."
Jurgen Dejonghe, Portfolio Manager SD Worx Insights, added: "It's important that companies start investing in an active reporting system about their actions concerning diversity, equality and inclusion. On the one hand, that data offers a strong basis for optimising the diversity policy with concrete and consciously controlled actions. On the other hand, such a system also provides clear evidence whether companies are effectively putting their money where their mouth is and not making false promises to (future) employees."
For ED&I initiatives to be successful, change needs to come from the top, with proper rollouts and reporting system to track their progress.
Categories Employers, news, Talent Solutions
TIARA Talent Solutions Awards US 2022 Finalists Announced
TALiNT Partners has announced the finalists for the 2022 TIARA Talent Solutions Awards with 22 of the United States' best Talent Solutions, MSP & RPO firms shortlisted across eight award categories.
The finalists for the 2022 Talent Solutions Awards US, which spotlight MSP, RPO and Talent Solutions providers delivering excellence in recruitment and talent acquisition across the US, are the top of the crop and represent the very best in providers in the industry.
Ken Brotherston, Chief Executive of TALiNT Partners made comment: "Following the inaugural TIARA Talent Solutions Awards US last year, I am delighted to see many of our 2021 finalists return to celebrate their achievements, as well as a number of new entrants this year. The 2022 Awards are a true celebration across the market, from the large global players to newer entrants and niche RPO organizations, all demonstrating excellence in their impact for employers and their own employees."
"The TIARAs are distinguished by the rigor of its judging process and the quality of its judging panel," he added. "Entries will be assessed by our esteemed judges through six key metrics: excellence in delivery; innovation; DE&I impact; sustainable value; business growth; and purpose."
What sets the TIARAs apart from other awards programs is their independent panel of expert judges and individual feedback given back to each finalist.
The judges for this year's TIARA Talent Solutions Awards are drawn from the HR and Talent Acquisition community are:
Sachin Jain, Senior Director – Global Talent Management, PepsiCo
Andrew Brown, Director RPO and Recruiting, Cornerstone
Russell Griffiths, General Manager, Coleman Research
Rich Genovese, Global Head – Talent Identification & Discovery, Jazz Pharmaceuticals
Gregg Schneider, Senior Manager – Procurement Plus, Global Talent Marketplace and Innovation Lead, Accenture
Justin Brown, Talent Acquisition Project Manager, Gallagher
Chris Farmer, Global Program Owner, Salesforce
Kerri Arman, Former VP Global Head of Talent, American Express Global Business Travel
Saleem Khaja, COO and Co-Founder, WorkLLama
Fitzgerald Ventura, CEO, 1099Policy
Mike Wilczak, Chief Product Officer, iCIMS
Judges will convene in May to debate and decide the winner of each category Award as well as an overall Talent Solutions Provider of the Year. All winners will be announced at an exclusive virtual awards ceremony on Thursday June 9th, 18:00 EDT.
Winners will also be profiled in a special TIARA Awards supplement published with TALiNT International.
The TIARA 2022 campaign is supported by our headline partner Cornerstone, and sponsored by WorkLLama, 1099Policy, and iCIMS.
The full list of TIARA 2022 Talent Solutions Finalists can be viewed here.
Awards, Talent solutions, TIARA, TIARA Talent Solutions Awards USA
Categories Awards, Talent Solutions, TIARA


Ms. Tina Paul is family nurse practitioner who is committed to helping families stay healthy. She has the experience and expertise to help patients of all ages prevent and manage chronic conditions, such as diabetes, asthma and heart disease. She also offers well checks, immunizations, vaccinations, sick visits, routine women's health screenings, and other family medicine and primary care services under the direction of a supervising physician.


Dr. Lisa Kederian earned her doctorate in dental surgery from the University of Southern California.
to all her patients. She places great emphasis on patient care and comfort and maintains a high level of excellence in her work. Her warm smile and friendly attitude truly embodies the caring and positive atmosphere that is sure to be a part of the patient's dental office experience.
She continues to be an active member of the dental community through her commitment to several dental organizations including the California Dental Association, American Dental Association and the West LA Dental Associations. Outside of work Dr.Kederian enjoys playing soccer, hiking, golfing, paddle boarding and spending time with her family.
Dr. Nina Lin is a Pennsylvania native who graduated from the University of Pennsylvania Dental School with Honors in Restorative Dentistry. At Penn, she served on the Ethical Board and was member of the Vernon Brightman Student Research Society, which awarded grants for her research in dental implants and in condyle development. Since 2003, she has thoroughly enjoyed volunteering with the Special Olympics, serving as a medical assistant, Special Smiles volunteer and supporter.
In addition to her dental school training, Dr. Lin completed a general Practice Residency at the Long Beach VA Hospital, where she refined her skills in cosmetic and restorative dentistry.She continues to be an active member of the dental community through her commitment to several dental organizations including: the American Academy of Women Dentists, the American Dental Association, the California Dental Association, and the Academy of General Dentists.
Outside of the office, Dr. Lin enjoys exploring LA and Southern California with her husband, James. They enjoy hiking, food tours, and going to concerts. She also finds time for her new favorite hobby, knitting, and participates in a Yarn Working Club once a week.
of Detroit Mercy School of Dentistry. As an undergraduate student studying Biology at UC San Diego, she volunteered and managed one of UCSD's free dental clinics. This opportunity not only sparked her interest in dentistry, but also proved to be a humbling experience providing treatment to families who did not have access to care.
While in dental school, she continued her passion for service by becoming an active board member of the American Student Dental Association. She was appointed as coordinator of the St. Vincent de Paul Free Clinic Project, where she organized and provided treatment to underserved communities in the greater Detroit area. While there, the clinic was awarded the Pierre Fauchard Academy Foundation grant in order to double the days the students could provide free treatment to the community.
Dr. Patel's goal is to understand her patients concerns and to provide quality care while making the dental experience as comfortable as possible. She enjoys taking hands on continuing education courses in order to stay updated in the field and is an active member of the dental community through her commitment to the American Dental Association, California Dental Association and the Indian Dental Association.
After graduating from dental school, she moved back home to California where she could be closer to her family and friends and away from the cold weather! She recently moved to the West Los Angeles area and enjoys exploring the city, trying new restaurants, hiking with friends and taking Pilates classes.


When I first made this "pâté," it was from a recipe in Food & Wine. I've since seen it reprinted in Paula Wolfert's book The Cooking of the Eastern Mediterranean and adapted it as my own. This makes a terrific party appetizer not only because it tastes better when made in advance, but also because everyone — vegetarians and omnivores alike — eats it up.
In a large saucepan fitted with a steamer, add enough water to fill the bottom of the pan. Steam the spinach until almost tender, then add the garlic cloves and cook a couple of minutes longer. Drain the spinach and, when cool, squeeze out as much water as possible, reserving ⅓ cup of the spinach liquid. Coarsely chop the spinach and place in a medium bowl. Peel the garlic and set aside.
In a mortar or food processor, pound or pulse the walnuts with ½ tsp. salt, coriander, cayenne, and the peeled garlic, until the mixture is pasty and oily. Blend in the reserved spinach water.
Add the walnut mixture, cilantro, parsley, and onion to the spinach, and mix together with your hands. Add the vinegar, remaining salt, and black pepper; season to taste with vinegar, salt, and pepper or cayenne.
Divide mixture between two lightly oiled bowls or large ramekins, cover tightly with plastic wrap, and refrigerate several hours or overnight.
To serve, bring the spinach pâté to room temperature and invert onto serving plates. Garnish with thin slices of red onion and a dollop or drizzle of sour cream, and serve with crisp rye crackers on the side.


Ceri Fuller is a practice development lawyer and senior associate. Alongside her current advisory practice, Ceri has experience of all aspects of contentious and non-contentious employment law. Ceri has particular expertise in equality and discrimination issues, and has recently worked with both the government and clients on the gender pay and bonus gap regulations and reporting under them. Ceri regularly designs and delivers bespoke training on all aspects of employment law for managers, HR professionals and in-house lawyers of both public and private organisations. Ceri also oversees the Employment and Pension Group's monthly newsletters, which set out key employment law developments in the preceding month and analyse what these mean for employers. She regularly briefs clients on these issues. Ceri is a member of the Employment Lawyers Association and a member of Employment Lawyers Association Training Committee. She has contributed articles to employment-related publications.


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NEW YORK STATE OPHTHALMOLOGICAL SOCIETY
Envision 2019 - NYSOS Annual Meeting
The Garden City Hotel, Garden City, NY
A. NYSOS Member Resident or Fellow – $109.00
B. NYSOS Member Resident or Fellow – $159.00
C. NYSOS Member Young Ophthalmologist (<5 yrs out of training) – $149.00
D. NYSOS Member Young Ophthalmologist (<5 yrs out of training) – $199.00
E. All Other NYSOS members (or verified members of other state ophthalmological societies) – $199.00
F. All Other NYSOS Members (or verified members of other state ophthalmological societies) – $249.00
G. Non-NYSOS Member – $399.00
H. Non-NYSOS Member – $449.00
I. Practice Administrator - Employed by NYSOS Member or verified member of other state ophthalmological society – $199.00
J. Practice Administrator - Employed by NYSOS Member or verified member of other state ophthalmological society – $249.00
K. Practice Administrator - Employed by Non-NYSOS Member – $399.00
L. Practice Administrator - Employed by Non-NYSOS Member – $449.00
A full-day conference offering sessions for ophthalmologists and practice administrators
Learn from leading experts about the latest clinical developments in ophthalmology, which you can implement in your practice immediately
Gain new skills and knowledge to improve your practice's efficiency and profitability
Registration fee includes breakfast, lunch and educational materials
Are you a Vendor interested in exhibiting at or sponsoring ENVISION 2019? We've got all the info for you. Click below.
PROGRAM AGENDA
This Envision 2019 course has been approved for 5 hours in Category A of the Certified Ophthalmic Executive (COE) credits by the National Board Certification of Ophthalmic Executives (NBCOE). The COE credential is the property of the American Society of Ophthalmic Administrators (ASOA) and is administered by NBCOE.
Michael D. Abramoff, MD, PhD, is the Robert C. Watzke, MD, Professor in Retina Research, Professor of Ophthalmology and Visual Sciences, Professor of Electrical and Computer Engineering, and Professor of Biomedical Engineering at the University of Iowa. An internationally renowned physician scientist and fellowship-trained retina specialist, Dr. Abramoff is Founder and CEO of IDx, the first company to receive FDA clearance for an autonomous AI diagnostic system that detects diabetic retinopathy without requiring a physician to interpret the results. As an expert on AI in health care, he has been invited to brief the US Congress, White House and Federal Trade Commission. He continues to treat patients with retinal disease and trains medical students, residents and fellows, as well as engineering graduate students. Dr. Abramoff has published over 260 peer reviewed journal papers on AI, image analysis, and retinal diseases, and numerous book chapters. He is the inventor of 17 patents and 5 patent applications on AI, medical imaging and image analysis.
Josh M. Berlin, JD, is Principal and Co-Leader at Citrin Cooperman's Health Care Practice. Mr. Berlin has over 20 years of experience across law, management consulting and marketing/communications disciplines, with a focus on strategy and business efficiency encompassing the entire health care ecosystem (practitioners, payors, employers, governments and advocacy). He served as Managing Partner for IBM Watson Health's Strategic Advisory Practice and Principal in the health care consulting practice at Dixon Hughes Goodman. Prior to beginning his career in health care management consulting, Mr. Berlin practiced law in the fields of medical malpractice and constitutional law, as well as policy planning and analysis. Mr. Berlin earned his Juris Doctorate at Nova Southeastern University Law School and holds a Master's Certificate in Strategic Leadership from the Yale University School of Management.
Steven Friedman is Chief Information Officer at Spectrum Vision Partners, a management services organization serving ophthalmology practices including Ophthalmic Consultants of Long Island (OCLI) as well as ambulatory surgery centers. Mr. Friedman holds a BA in Computer Information Systems, has numerous industry certifications, and has over 20 years of information technology experience across multiple industries. At Spectrum Vision Partners he is responsible for providing leadership, planning and management for all areas of information technology including clinical, administrative, voice and data communications, and IT security systems. Mr. Friedman has worked with OCLI since 2005 and during this time has authored numerous articles and lectured on topics including best practices in health care informatics, enterprise security and EHR implementation.
Christine Ippolito, SPHR, SHRM-SCP, is Founder and Principal of Compass Workforce Solutions, based in Hauppauge, NY. Ms. Ippolito has over 25 years of experience in multiple industries and environments including capital and equity-based companies as well as privately held and family-owned businesses. Prior to founding Compass Workforce Solutions, she worked for 10 years as the top human resources executive at several high-growth companies, including positions as Vice President at DeVry Inc.'s Ross University School of Medicine and Vice President of Human Resources for Incurrent Solutions. Ms. Ippolito earned her Master of Management in Human Resource Management & Organizational Development degree from North Park University in Chicago and, in 2015, graduated from the Goldman Sachs Small Business Scholarship Program.
Jennifer Kirschenbaum, Esq, is the Managing Partner of Kirschenbaum & Kirschenbaum's Health Care Department. After bringing health care to the firm in 2008, Ms. Kirschenbaum has grown the department to representing over 1,200 practices, Article 28 facilities, IPAs and small to mega-group private practices. In addition to managing and triaging health care matters for the firm, Ms. Kirschenbaum focuses her practice on regulatory compliance with Federal Stark and Anti-Kickback statutes and related state laws, transactional matters, third party payer audits, licensure issues and defense, litigation strategy and general practice management matters.
Neil R. Miller, MD, is Professor of Ophthalmology, Neurology and Neurosurgery at the Johns Hopkins Medical Institutions, where he is also the Frank B. Walsh Professor of Neuro-Ophthalmology. He was awarded his medical degree from the Johns Hopkins University School of Medicine and completed his residency training at the Wilmer Eye Institute. Dr. Miller went on to pursue a fellowship in Neuro-Ophthalmology at the University of California, San Francisco. He has served as President of the North American Neuro-Ophthalmology Society, President of the International Neuro-Ophthalmology Society, and is an emeritus member of the International Orbital Society. In 2009, he received the AAO Lifetime Achievement Award. Dr. Miller has authored or co-authored hundreds of articles, published numerous books, and has lectured extensively at regional, national and international meetings.
Patricia M. Morris, MBA, COE, began her career in accounting and finance in 1983 but discovered her professional passion when she joined an ophthalmic practice in 1992. Ms. Morris holds a Master of Business Administration degree with a specialization in Health Service Administration from Adelphi University. She is currently matriculated at Harvard University's T.H. Chan School of Public Health. Ms. Morris became a Certified Ophthalmic Executive in 2004. She is active in a number of professional organizations including the American Society of Ophthalmic Administrators and regularly leads customer service related courses at AAO annual meetings.
Jon Santemma, JD, MBA, is a Co-Founder and General Partner of Regal Healthcare Capital Partners, a healthcare service focused on growth equity and buyout funds. Prior to the formation of Regal, Mr. Santemma was the Global Head of Healthcare Investment Banking at Jefferies LLC. He was also Managing Director in the Healthcare Investment Banking Group of UBS. Mr. Santemma began his healthcare investment banking career with Citigroup/Smith Barney after practicing law in the Mergers & Acquisitions Group of Skadden, Arps, Slate, Meagher & Flom. He is a sought after authority on healthcare matters and is a regular speaker at healthcare conferences, including those sponsored by Harvard, The Nashville Healthcare Council, The Urgent Care Association and many others. Mr. Santemma completed a JD/MBA from Fordham University in 1991.
Michael J. Schoppmann, Esq, is President of MLMIC Insurance Company and a partner at Fager Amsler Keller & Schoppmann. He is regarded nationally for devoting his career to the defense of health care professionals in complex medical malpractice cases and actions brought by state licensing authorities, federal health care agencies, hospital review boards and billing/coding/fraud investigative units. Mr. Schoppmann has served as a faculty member of the Cornell University's Johnson Graduate School of Management and the University of Rochester's Simon School of Graduate Studies Executive Programs in Health Care Delivery Management. He has been the featured presenter at national, state and county medical societies and organizations across the country and is the recipient of two professional service awards in recognition of a career devoted to serving and defending medical professionals.
Inder Paul Singh, MD, is President of The Eye Centers of Racine and Kenosha in Wisconsin, founded in 1981 by his father. He earned his medical degree from Finch University of Health Sciences/Chicago Medical School and completed his residency training at Cook County Hospital and a glaucoma fellowship at Duke University. Dr. Singh was the first ophthalmologist in the states of Wisconsin and Illinois to implant iStents. He pioneered the use of in-office lasers to remove visually significant floaters and was instrumental in bringing laser-assisted cataract surgery to the Wisconsin area. Throughout his career, Dr. Singh has been involved with clinical research and has presented his findings at national meetings and universities. He is the author of numerous articles which have appeared in publications such as the Journal of Cataract and Refractive Surgery and Innovations in Ophthalmology.
Attendance is limited to licensed physicians (MDs and DOs) and their employees.
Advance registration is highly recommended. Due to space limitations, NYSOS cannot guarantee that walk-ins will be accommodated.
Registration fee includes breakfast, lunch and course materials. NYSOS will confirm registrant's membership status to verify eligibility for discounted registration fee.
Refunds will be granted, less a $45/person administration fee, with a request to the NYSOS office a minimum of 10 days prior to the program. No refunds will be issued after this time.
To reserve a room at The Garden City Hotel, call (877) 549-0400 or visit their website for more information. Alternative lodging in close proximity to The Garden City Hotel includes: Hampton Inn, Garden City, (516) 277-2720; LaQuinta Inn & Suites, Garden City, (516) 705-9000; SpringHill Suites by Marriott, Carle Place, (516) 880-1000; and Hilton Garden Inn, Westbury, (516) 683-8200.
NYS Ophthalmological Society
408 Kenwood Ave., Delmar, NY 12054
Phone: 518-439-2020, fax: (518) 439-2040, email: memberservices@nysos.com
[Are you a vendor interested in exhibiting at or sponsoring ENVISION 2019? Click here for more information.]
408 Kenwood Ave
Delmar, NY 12054
info@nysos.com
New York State Ophthalmological Society © 2019

redpajama_set_name: RedPajamaCommonCrawl


The Ophir RF 5125 is a 70 Watt broadband amplifier that covers the 20 ? 1000 MHz frequency range. This amplifier utilizes Class AB linear power devices that provide an excellent 3rd order intercept point, high gain, and a wide dynamic range. Due to robust engineering and employment of the most a d v a n c e d d e v i c e s a n d components, this amplifier achieves high efficiency operation with proven reliability, Like all OPHIR RF amplifiers, the 5125 comes with a 3 year warranty backed by Ophir RF?s commitment to total customer satisfaction.


text:
'Let's Talk About Water:' Former Bottled Water Chief, UVA Darden Water Expert Take Deep Dive Into Vital Resource
Alumni News, Faculty News / Leadership
When considering whether to take the position of CEO of Nestle Waters North America, Fernando Mercé (MBA '98) said he initially had reservations, concerned about the many controversies often associated with bottled water.
Instead, Mercé said his research allayed his fears. He accepted the role, confident in his ability to bring positive change on issues around the lifecycle of plastic bottles and water sourcing.
Participating in a virtual Leadership Unscripted discussion at the University of Virginia Darden School of Business with Professor Peter Debaere, Mercé, who left Nestle in early 2020 to take the role of CEO of the toy manufacturer Melissa & Doug, framed bottled water as not a substitute for tap water but essentially a "beverage solution for consumers that is 100 percent healthy."
Said Mercé, "Pure, pristine water delivered directly to consumers is incredibly important and provides a vital benefit to society."
Debaere is a water expert who has extensively studied water economics, especially in the global context. At UVA, Debaere leads the Global Water Initiative, which brings together scholars from across UVA to research, teach and give policy advice about water challenges.
Mercé said the product in a water bottle, either from an aquifer or municipal water lines, is only as good as the watershed from which it originates. Aging infrastructure and chemicals are both causes of concern for industry and government.
"In the end, water is neither created nor destroyed, it's all part of a cycle," said Mercé, adding that pollution in any part of the cycle could have a disastrous impact. If we manage our watersheds, and treat water as a renewable resource that can be maintained and replenished over time, its uses are infinite.
When working in a community from which the company drew water, Mercé said it was critical to pay a fair price and ensure the community understood that Nestle is a "responsible user of this renewable resource."
The move from Nestle to Melissa & Doug may seem unrelated, but Mercé said both leverage renewable resources — Melissa & Doug specializes in wooden toys — and each is dedicated to "preserving natural resources for generations to come."
The Leadership Unscripted series continues on 3 December with a discussion on why diversity in tech matters with Rana el Kaliouby.
Watch the full discussion with Debaere and Mercé or listen to the podcast:
Podcast Embed:
Jean Case, Carolyn Miles Headline New UVA Darden DC Area Speaker Series With Unscripted Approach to Candid Conversations
Leadership Unscripted: Challenging Assumptions and Channeling the Potential of Diversity at Work
Leadership Unscripted: Female Global Leaders Consider Opportunities for Change in a Time of Crisis
GEICO Execs Examine the Modern Workplace Amid COVID at UVA Darden's Leadership Unscripted


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Govt. Institutions
September 8, 2011 Ministries
Devastation caused by heavy monsoon rains in southern Pakistan, Appeal by Pakistani President for international assistance
Islamabad: Pakistan President Asif Ali Zardari has appealed to the international community to provide assistance for the millions of people affected by the severe and relentless spell of monsoon rains.
The unprecedented rains in the area have wreaked havoc with the lives of millions of people besides causing huge devastation to livestock and standing crops.
Hundreds of people have lost their lives and over 5 million people have been displaced and directly affected by this calamity. Presently, over four million acres of land is under water; 2.5 million acres of crop have been destroyed; and over a million houses have been damaged or washed away.
The situation is worsening with forecast of more widespread rains in the area. It is estimated that economic losses caused by these rains could run into billions of dollars.
In the wake of the severity and scale of this natural disaster, urgent humanitarian assistance is required to save lives and continue rescue operations. The most pressing requirements at the moment are for tents, aqua tablets, water purification equipment, food supplies, de-watering pumps and medicines.
President Zardari has appealed to the international community for humanitarian and rehabilitation assistance. The President is also requesting the UN Secretary General to mobilize the international community for urgently needed relief assistance to save precious lives.
A team of UN agencies is visiting the affected areas for a needs assessment. The President has also appealed to the people of Pakistan, including the expatriate community to make generous contributions and assist in the rescue, relief and rehabilitation efforts for millions of their compatriots affected by this natural calamity.
Syed Haider Ali Jafri
Tel: +9251 921 0335 and 9056604
Board of directors meeting of Habib Asset Management Limited
Karachi, Habib Asset Management Limited informed Pakistan Stock Exchange that board of directors meeting of the company will be held on January 21, 2021 at Karachi Read More »
Govt keen to support SMEs, facilitate ease of doing business: Dawood
Prime Minister's Advisor on Commerce Abdul Razak Dawood has reiterated government's commitment to support SME sector and facilitating their ease of doing businesses in Pakistan. He Read More »
Pakistan's textile sector has immense potential for expanding share in EU market: Zaheer
Ambassador of Pakistan to Belgium, Luxembourg and the European Union Zaheer Ahmed Janjua has said the textile sector of Pakistan has immense potential for further expanding Read More »
Pakistan opens bids for 20 onshore blocks for grant of Petroleum Exploration Rights
Directorate General of Petroleum Concessions has publicly opened bids for 20 onshore blocks for grant of Petroleum Exploration Rights through open bidding today at Petroleum House, Read More »
UK wants to increase bilateral trade with Pakistan: UK Trade Director
The United Kingdom wants to increase bilateral trade with Pakistan from existing three billion pound to ten billion pound, to achieve mutually beneficial outcomes for both Read More »
(NAMCO) (SECP) ABL Asset Management Limited AKD Investment Management Ltd. Arabic Atlas Asset Management Limited Chief Minister House Faysal Asset Management Limited FPCCI Gemalto Government of Khyber Pakhtunkhwa Government of Pakistan Government of Sindh ICCI IGI Financial Service Information and Archives Department Islamabad Chamber of Commerce and Industry Islamabad Stock Exchange JCR-VIS Credit Rating Company Limited JS Investment Limited Karachi Stock Exchange Kashmir Media Service KCCI KMC LCCI MENA Ministry of Foreign Affairs National Assembly of Pakistan National Fullerton Asset Management Limited Official News PACRA Pakistan Pakistan Navy Pak Oman Asset Management Company Limited PCB PICIC Asset Management Company Limited Press Information Department (PID) Punjab University SBP Sports Supreme Court of Pakistan Taurus Securities Limited The Information Department UNISAME WAPDA
The "Pakistan Press Releases" is the name of trust for those readers who are after different sorts of financial news of Pakistan and the South Asian region.
© 2021 Pakistan Press Releases


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Noah Hermalin and Terry Regier (2019, to appear). Efficient use of ambiguity in an early writing system: Evidence from Sumerian cuneiform. In Proceedings of the 41st Annual Meeting of the Cognitive Science Society.
Charles Kemp, Alice Gaby, and Terry Regier (2019, to appear). Season naming and the local environment. In Proceedings of the 41st Annual Meeting of the Cognitive Science Society.
Noga Zaslavsky, Terry Regier, Naftali Tishby, and Charles Kemp (2019, to appear). Semantic categories of artifacts and animals reflect efficient coding. In Proceedings of the 41st Annual Meeting of the Cognitive Science Society.
Noga Zaslavsky, Karee Garvin, Charles Kemp, Naftali Tishby, and Terry Regier (2019, to appear). Evolution and efficiency in color naming: The case of Nafaanra. In Proceedings of the 41st Annual Meeting of the Cognitive Science Society.
Alexandra Carstensen, George Kachergis, Noah Hermalin, and Terry Regier (2019, to appear). "Natural concepts" revisited in the spatial-topological domain: Universal tendencies in focal spatial relations. In Proceedings of the 41st Annual Meeting of the Cognitive Science Society.
Noga Zaslavsky, Charles Kemp, Naftali Tishby, and Terry Regier (2019). Communicative need in color naming. Cognitive Neuropsychology.
Noga Zaslavsky, Charles Kemp, Naftali Tishby, and Terry Regier (2019). Color naming reflects both perceptual structure and communicative need. Topics in Cognitive Science, 11, 207–219. [An earlier version of this paper appeared in the Proceedings of the 40th Annual Meeting of the Cognitive Science Society (2018) and received the conference prize for best paper on computational modeling of language.]
Noga Zaslavsky, Charles Kemp, Terry Regier, and Naftali Tishby (2018). Efficient compression in color naming and its evolution. PNAS, 115, 7937-7942. [Movie.] [An earlier version of this work was presented at the Workshop on Cognitively Informed Artificial Intelligence at the 31st Conference on Neural Information Processing Systems (NIPS 2017).]
Charles Kemp, Yang Xu, and Terry Regier (2018). Semantic typology and efficient communication. Annual Review of Linguistics, 4, 109-128. [Preprint]
Terry Regier and Yang Xu (2017). The Sapir-Whorf hypothesis and inference under uncertainty. Wiley Interdisciplinary Reviews: Cognitive Science, 8:e1440. [Preprint]
Kevin J. Holmes, Kelsey Moty, and Terry Regier (2017). Revisiting the role of language in spatial cognition: Categorical perception of spatial relations in English and Korean speakers. Psychonomic Bulletin and Review, 24, 2031-2036.
Kevin J. Holmes and Terry Regier (2017). Categorical perception beyond the basic level: The case of warm and cool colors. Cognitive Science, 41, 1135-1147.
Yang Xu, Terry Regier, and Nora S. Newcombe (2017). An adaptive cue combination model of human spatial reorientation. Cognition, 163, 56-66.
Yang Xu, Terry Regier, and Barbara C. Malt (2016). Historical semantic chaining and efficient communication: The case of container names. Cognitive Science, 40, 2081-2094. [Supplementary material] [An earlier version of this paper appeared in the Proceedings of the 37th Annual Meeting of the Cognitive Science Society (2015) and received the conference prize for best paper on computational modeling of language.]
Joshua T. Abbott, Thomas L. Griffiths, and Terry Regier (2016). Focal colors across languages are representative members of color categories. PNAS, 113, 11178-11183. [Supplementary information]
Emily Cibelli, Yang Xu, Joseph L. Austerweil, Thomas L. Griffiths, and Terry Regier (2016). The Sapir-Whorf hypothesis and probabilistic inference: Evidence from the domain of color. PLOS ONE 11(7): e0158725. [Preprint] [An abstract describing this work appeared in the Proceedings of the 38th Annual Meeting of the Cognitive Science Society (2016).]
Christine Tseng, Alexandra Carstensen, Terry Regier, and Yang Xu	(2016). A computational investigation of the Sapir-Whorf hypothesis: The case of spatial relations. In Proceedings of the 38th Annual Meeting of the Cognitive Science Society.
Terry Regier, Alexandra Carstensen, and Charles Kemp (2016). Languages support efficient communication about the environment: Words for snow revisited. PLOS ONE 11(4): e0151138.
Terry Regier (2016). Perceptions of Palestine: The view from large linguistic datasets. Journal of Palestine Studies, XLV, 41-54.
Alexandra Carstensen, Jing Xu, Cameron T. Smith, and Terry Regier (2015). Language evolution in the lab tends toward informative communication. In Proceedings of the 37th Annual Meeting of the Cognitive Science Society.
Yang Xu, Terry Regier, and Nora Newcombe (2015). An adaptive cue combination model of spatial reorientation. In Proceedings of the 37th Annual Meeting of the Cognitive Science Society.
Yang Xu and Charles Kemp (2015). A computational evaluation of two laws of semantic change. In Proceedings of the 37th Annual Meeting of the Cognitive Science Society.
Terry Regier, Charles Kemp, and Paul Kay (2015). Word meanings across languages support efficient communication. In B. MacWhinney & W. O'Grady (Eds.), The handbook of language emergence (pp. 237-263). Hoboken, NJ: Wiley-Blackwell.
Alexandra Carstensen, Elizabeth Kon, and Terry Regier (2014). Testing a rational account of pragmatic reasoning: The case of spatial language. In P. Bello et al. (Eds.), Proceedings of the 36th Annual Meeting of the Cognitive Science Society.
Yang Xu and Terry Regier (2014). Numeral systems across languages support efficient communication: From approximate numerosity to recursion. In P. Bello et al. (Eds.), Proceedings of the 36th Annual Meeting of the Cognitive Science Society.
Naveen Khetarpal, Grace Neveu, Asifa Majid, Lev Michael, and Terry Regier (2013). Spatial terms across languages support near-optimal communication: Evidence from Peruvian Amazonia, and computational analyses. In M. Knauff, M. Pauen, N. Sebanz, and I. Wachsmuth (Eds.), Proceedings of the 35th Annual Meeting of the Cognitive Science Society.
Alexandra Carstensen and Terry Regier (2013). Individuals recapitulate the proposed evolutionary development of spatial lexicons. In M. Knauff, M. Pauen, N. Sebanz, and I. Wachsmuth (Eds.), Proceedings of the 35th Annual Meeting of the Cognitive Science Society.
Terry Regier, Naveen Khetarpal, and Asifa Majid (2013). Inferring semantic maps. Linguistic Typology, 17, 89-105. [Preprint] [Supplementary material] [Abstract from 2011 Cognitive Science conference]
Charles Kemp and Terry Regier (2012). Kinship categories across languages reflect general communicative principles. Science, 336, 1049-1054. [Preprint] [Commentary by S. Levinson] [Supplementary material] [Project page] [FAQ]
Joshua T. Abbott, Terry Regier, and Thomas L. Griffiths (2012). Predicting focal colors with a rational model of representativeness. In N. Miyake, D. Peebles, and R. P. Cooper (Eds.), Proceedings of the 34th Annual Meeting of the Cognitive Science Society.
Amy Perfors, Joshua Tenenbaum, and Terry Regier (2011). The learnability of abstract syntactic principles. Cognition, 118, 306-338.
Naveen Khetarpal, Asifa Majid, Barbara Malt, Steven Sloman, and Terry Regier (2010). Similarity judgments reflect both language and cross-language tendencies: Evidence from two semantic domains. In S. Ohlsson and R. Catrambone (Eds.), Proceedings of the 32nd Annual Meeting of the Cognitive Science Society.
Terry Regier, Paul Kay, Aubrey Gilbert, and Richard Ivry (2010). Language and thought: Which side are you on, anyway? In B. Malt and P. Wolff (Eds.), Words and the Mind: How Words Capture Human Experience (pp. 165-182). New York: Oxford University Press.
Terry Regier and Paul Kay (2009). Language, thought, and color: Whorf was half right. Trends in Cognitive Sciences, 13, 439-446.
Naveen Khetarpal, Asifa Majid, and Terry Regier (2009). Spatial terms reflect near-optimal spatial categories. In N. Taatgen et al. (Eds.), Proceedings of the 31st Annual Meeting of the Cognitive Science Society.
Terry Regier and Muhammad Ali Khalidi (2009). The Arab street: Tracking a political metaphor. Middle East Journal, 63, 11-29.
Terry Regier, Paul Kay, and Naveen Khetarpal (2009). Color naming and the shape of color space. Language, 85, 884-892.
Stephani Foraker, Terry Regier, Naveen Khetarpal, Amy Perfors, and Joshua Tenenbaum (2009). Indirect evidence and the poverty of the stimulus: The case of anaphoric one. Cognitive Science, 33, 287-300. [Earlier version from 2007 Cognitive Science conference is here.]
A. Franklin, G. V. Drivonikou, A. Clifford, P. Kay, T. Regier, and I. R. L. Davies (2008). Lateralization of categorical perception of color changes with color term acquisition. PNAS, 105, 18221-18225.
Aubrey Gilbert, Terry Regier, Paul Kay, and Richard Ivry (2008). Support for lateralization of the Whorf effect beyond the realm of color discrimination. Brain and Language, 105, 91-98.
A. Franklin, G. V. Drivonikou, L. Bevis, I. R. L. Davies, P. Kay, and T. Regier (2008). Categorical perception of color is lateralized to the right hemisphere in infants, but to the left hemisphere in adults. PNAS, 105, 3221-3225.
Terry Regier and Mingyu Zheng (2007). Attention to endpoints: A cross-linguistic constraint on spatial meaning. Cognitive Science, 31, 705-719.
G. V. Drivonikou, P. Kay, T. Regier, R. B. Ivry, A. L. Gilbert, A. Franklin, and I. R. L. Davies (2007). Further evidence that Whorfian effects are stronger in the right visual field than the left. PNAS, 104, 1097-1102.
Terry Regier, Paul Kay, and Naveen Khetarpal (2007). Color naming is near optimal [Abstract]. In D. S. McNamara and J. G. Trafton (Eds.), Proceedings of the 29th Annual Meeting of the Cognitive Science Society.
Terry Regier, Paul Kay, and Naveen Khetarpal (2007). Color naming reflects optimal partitions of color space. PNAS, 104, 1436-1441.
Paul Kay and Terry Regier (2007). Color naming universals: The case of Berinmo. Cognition, 102, 289-298.
Aubrey Gilbert, Terry Regier, Paul Kay, and Richard Ivry (2006). Whorf hypothesis is supported in the right visual field but not the left. PNAS, 103, 489-494.
Paul Kay and Terry Regier (2006). Language, thought, and color: Recent developments. Trends in Cognitive Sciences 10(2), 51-54.
Amy Perfors, Joshua Tenenbaum, and Terry Regier (2006). Poverty of the stimulus? A rational approach. In R. Sun and N. Miyake (Eds.), Proceedings of the 28th Annual Meeting of the Cognitive Science Society.
Terry Regier (2005). The emergence of words: Attentional learning in form and meaning. Cognitive Science 29, 819-865.
Terry Regier, Paul Kay, and Richard S. Cook (2005). Universal foci and varying boundaries in linguistic color categories. In B. G. Bara, L. Barsalou and M. Bucciarelli (Eds.), Proceedings of the 27th Annual Meeting of the Cognitive Science Society.
Richard S. Cook, Paul Kay, and Terry Regier (2005). The World Color Survey database: History and use. In H. Cohen and C. Lefebvre (Eds.), Handbook of Categorization in Cognitive Science (pp. 223-242). Amsterdam: Elsevier.
Terry Regier, Paul Kay, and Richard S. Cook (2005). Focal colors are universal after all. PNAS, 102, 8386-8391.
Terry Regier and Paul Kay (2004). Color naming and sunlight: Commentary on Lindsey and Brown (2002). Psychological Science, 15(4), 289-290.
Terry Regier and Susanne Gahl (2004). Learning the unlearnable: The role of missing evidence. Cognition 93, 147-155.
Terry Regier (2003). Emergent constraints on word-learning: A computational review. Trends in Cognitive Sciences, 7, 263-268.
Paul Kay and Terry Regier (2003). Resolving the question of color naming universals. PNAS, 100, 9085-9089.
Terry Regier and Mingyu Zheng (2003). An attentional constraint on spatial meaning. In R. Alterman and D. Kirsh (Eds.), Proceedings of the 25th Annual Meeting of the Cognitive Science Society.
Terry Regier (2003). Constraining computational models of cognition. In L. Nadel (Ed.), Encyclopedia of Cognitive Science (pp. 611-615). London: Macmillan.
Terry Regier, Bryce Corrigan, Rachael Cabasaan, Amanda Woodward, Michael Gasser, and Linda Smith. (2001). The emergence of words. In J. D. Moore and K. Stenning (Eds.), Proceedings of the 23rd Annual Meeting of the Cognitive Science Society (pp. 815-820). Mahwah, NJ: Erlbaum.
Terry Regier and Laura Carlson (2001). Grounding spatial language in perception: An empirical and computational investigation. Journal of Experimental Psychology: General, 130, 273-298.
L. Elizabeth Crawford, Terry Regier, and Janellen Huttenlocher (2000). Linguistic and non-linguistic spatial categorization. Cognition, 75, 209-235.
© Language and Cognition Lab | UC Berkeley


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How to Optimize Your Website Footer
Digital Marketing Vanity Metrics To Know & Avoid
Facts and Fixes for Mixed Content in SEO
Last Updated by Timothy Carter on March 2, 2021
Ever since December of 2019, mixed content has been effectively blocked by Google Chrome.
Did you notice a difference in your browsing experience?
The truth is mixed content is often hard for users to detect – and many webmasters don't even know what it is or how it works. But if you have an abundance of mixed content on your site, not only will it negatively affect your user experience, it could also tank your SEO rankings.
Don't worry. In this guide, we'll teach you everything you need to know about mixed content, including what it is, how to find it, and how to correct a mixed content issue on your site.
What Is Mixed Content?
SSL Certificates and Mixed Content
Active vs. Passive Mixed Content
Why Mixed Content Is Blocked by Google
How Mixed Content Affects SEO
How to Find Mixed Content on Your Site
How to Fix a Mixed Content Issue
As a web user, you can access webpages on the internet by submitting a request with an application layer known as hypertext transfer protocol (familiarly known as HTTP). This protocol makes it possible to access the HTML code of a site.
Modern webpages are often secured, allowing them to communicate securely over a computer network. Secure websites are given the HTTPS designation.
A webpage with mixed content is one that contains both HTTP and HTTPS material. You may access a secured, HTTPS page of a given website, but there could be scripts, images, videos, and other types of content that are served with a standard, insecure protocol (HTTP).
Security is the new standard. According to Google, Chrome users spend approximately 90 percent of their total browsing time on websites that utilize HTTPS – and that's for both desktop and mobile users.
To give your website the HTTPS designation and utilize the HTTPS protocol, you'll need to have an SSL certificate in place. You can purchase an SSL certificate through your domain registrar.
SSL certificates serve as a way to verify your website's identity. When users submit information on your site, such as their password, email address, and credit card information, it will be encrypted, and therefore only visible when the proper key (your SSL certificate) is used to unlock it.
Once a secure connection has been formed between a web browser and a web server using HTTPS, all traffic between those network nodes will be secured.
However, if your SSL certificate expires, or if it's rendered invalid in another way, web users will encounter a warning message instructing them that "Your connection is not private." Though users can still power through this warning message, it will be a deterrent to most users.
There are two types of mixed content to familiarize yourself with: active and passive.
Passive mixed content includes any type of content that is isolated from the rest of the page. It usually includes images, video, audio, and other media content. With passive mixed content, man-in-the-middle attacks are harder to execute, so they're seen as less of a threat; however, passive mixed content is still a problem.
A motivated attacker can take advantage of open HTTP requests to view an image or video on your site and swap it out for something different. In a relatively innocent maneuver, an attacker could use this as an opportunity to vandalize your site with vulgar images. In a more complex attack, an attacker could replace your images with clickable ads leading to other sites, and possibly to a phishing scam.
Additionally, an attacker could attempt to track the users of your site with mixed content requests, even if they don't interfere with your content directly.
By contrast, active mixed content does interact with the entire page. It includes things like stylesheets, scripts, iframes, and other types of code that a web browser can download and/or execute. It's inherently more dangerous because a motivated attacker can use it to get away with almost anything within that page.
For example, an attacker could completely rewrite the content of your page or use it as a vector to gain control of your entire website. They could display a totally different set of content, steal user session cookies, or more commonly, steal user login credentials.
After learning about how serious a threat mixed content can be, it should be clear why Google decided to start blocking mixed content.
Starting in December 2019, Google announced that Chrome would gradually evolve to block all mixed content by default on all web pages. As far back as 2018, Chrome would notify users when visiting a site without HTTPS with a message that the site is "Not secure."
There are three main principles behind this decision:
Security concerns. Obviously, Google has a vested interest in keeping web users secure when using Google products. If you visit a webpage with active mixed content unwittingly and enter your login credentials, an attacker could intercept those credentials and begin working to steal your identity in a matter of minutes.
Confusion and user experience. Mixed content is also ambiguous, confusing, and damaging to the average user experience. Because of mixed content, a user may believe they're accessing a secure site (thanks to the HTTPS designation in the URL), but they may unsuspectingly be accessing a page with content served over an unsecured HTTP protocol. In other words, the page appears to be secure, but is not fully secure. It's both secure and unsecured at the same time. Rather than attempting to explain the nuances of this situation to every user who happens across it, Google opted to simplify things by blocking all forms of mixed content directly.
As far back as 2014, Google has confirmed that HTTPS and website security were ranking signals. In other words, upgrading your site with an SSL certificate was a demonstration of trustworthiness and authority significant enough to increase your rankings in Google search results.
But does mixed content actually hurt your rankings?
For starters, understand that more than 90 percent of popular webpages now utilize HTTPS to make their websites more secure. They're benefitting from HTTPS security as a ranking factor; if your site isn't properly secured, you're going to suffer from a competitive disadvantage.
Additionally, when a user encounters a webpage with mixed content, they're going to see a warning message telling them that they're accessing unsecured content. Most users who see this will immediately click away and find a different site, leading to higher bounce rates.
Higher bounce rates and less user engagement mean you're going to see a drop in search engine rankings – even if you don't see a manual penalty from Google directly.
But you also have to remember that mixed content is about more than just search rankings; it's also about the security of your users and the reputation of your business. Even if mixed content had no direct bearing on your search engine rankings, your users would still be met with a terrible first impression when visiting your site for the first time.
It's vital for the success of your business that you find and correct any mixed content issues on your site.
So how do you do it?
There are a few different ways to find mixed content on your site.
For starters, you could try accessing various pages of your site using a Google Chrome browser. Since Chrome automatically blocks content and displays a warning message when it finds mixed content, you'll get an immediate and undeniable red flag if you have any mixed content to fix.
Of course, this is a manual and time-intensive approach. You're typically better off using a website audit tool or working with an SEO agency to run a full site audit. This audit will alert you not just to any instances of mixed content on your site, but also technical onsite SEO issues such as missing meta tags, slow loading times, and mobile optimization issues.
If you have a mixed content issue, you'll want to fix it as soon as possible to improve your SEO rankings, increase user trust, and keep your customers and web users secure.
Locate the mixed content. Head to the source code of the page in question and see if there are any URLs with "HTTP" instead of "HTTPS." If you view the source code in a Google Chrome browser, you'll get visual warnings where these instances occur, so it should be easy to spot even if you're not an experienced web developer.
Find the HTTPS version. If you're loading an image, script, or other type of content with HTTP, see if there's an HTTPS version available. If so, all you have to do is add an "S" to the URL and you'll be back in business.
Find an alternative. If your chosen resource isn't available with an HTTPS URL, you'll have to find an alternative solution. You may be able to find an identical copy of this resource on a secure site elsewhere. You may be able to download the content and host it on your own secure server. And if all other options fail, you can consider omitting the content altogether or finding a replacement for it.
Check to see if the error is resolved. Once you apply the fix, see if the error has been resolved. If you're successful, you should no longer see a warning message about mixed or insecure content when visiting this webpage in Chrome. If you continue to see a warning message, it means there may be other mixed content issues to resolve; head back to the source code and repeat these steps to get closer to success.
Does your site have a mixed content problem? Or are you struggling to rank, but unsure what the issue is? You may benefit from the help of a professional SEO agency. Contact us today for a free consultation!
Chief Revenue Officer at SEO.co
Industry veteran Timothy Carter is SEO.co's Chief Revenue Officer. Tim leads all revenue for the company and oversees all customer-facing teams - including sales, marketing & customer success. He has spent more than 20 years in the world of SEO & Digital Marketing leading, building and scaling sales operations, helping companies increase revenue efficiency and drive growth from websites and sales teams. When he's not working, Tim enjoys playing a few rounds of disc golf, running, and spending time with his wife and family on the beach...preferably in Hawaii.
Over the years he's written for publications like Forbes, Entrepreneur, Marketing Land, Search Engine Journal, ReadWrite and other highly respected online publications. Connect with Tim on Linkedin & Twitter.
Latest posts by Timothy Carter (see all)
Drip Marketing Campaigns: How to Structure & Send Emails for Maximum Impact - January 17, 2022
Keyword Cannibalization: How to Avoid Keyword Cannibalization in SEO - January 17, 2022
How to Hire the Best SEO Content Writers on the Internet - January 14, 2022
Industry veteran Timothy Carter is SEO.co's Chief Revenue Officer. Tim leads all revenue for the company and oversees all customer-facing teams - including sales, marketing & customer success. He has spent more than 20 years in the world of SEO & Digital Marketing leading, building and scaling sales operations, helping companies increase revenue efficiency and drive growth from websites and sales teams. When he's not working, Tim enjoys playing a few rounds of disc golf, running, and spending time with his wife and family on the beach...preferably in Hawaii. Over the years he's written for publications like Entrepreneur, Marketing Land, Search Engine Journal, ReadWrite and other highly respected online publications.


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Baltimoreans respond to surge in gas prices caused by Russian-Ukrainian Conflict
by Special to the AFRO March 12, 2022 March 12, 2022
Baltimoreans like Marcell Allen were already starting to feel pain at the pump on the morning of March 8, the same day President Biden announced a ban on Russian oil due to their invasion of Ukraine. (Photo by Stephanie Harper)
By Stephanie Harper,
Special to the AFRO
Baltimore residents are dealing with the economic fallout of the conflict currently taking place on the Russian-Ukrainian border, roughly 5,500 miles away.
On March 8, President Joe Biden announced legislation to "ban the import of Russian oil, liquefied natural gas, and coal to the United States."
A statement released from the White House, claimed that the move was "a significant action with widespread bipartisan support that will further deprive President Putin of the economic resources he uses to continue his needless war of choice."
Though the move will undoubtedly impact the Russian economy in the days coming, it is already negatively affecting the pockets of Baltimoreans.
"It's outrageous," said Ahmad Jones, 38, a pharmaceutical scientist from Baltimore. "It's almost $70 to fill up my tank and as a parent I have to use my car. It's becoming a bill instead of an every now and then thing."
Gas prices hit $4.15 on Reisterstown Rd. and Druid Park Dr., and the Shell in the 1700 block of Russell St. advertised regular gas at $4.20 a gallon by Tuesday afternoon.
According to the U.S. Energy Information Administration, gas was $3.53 a gallon the week of Feb. 22 and $3.60 a gallon the week of Feb. 28. Prices soared to $4.10 a gallon the week beginning March 7, representing a 49 cent jump in price since February 28 and a $1.33 jump in prices since this time last year.
"Having a vehicle that requires premium gas makes it difficult to decide on where to go," said Marcell Allen, a 33-year-old real estate agent, Baltimore. "Now, my errands are saved for one day out of the week to reserve gas."
In addition to banning oil from Russia, Biden and other world leaders have begun seizing the property of Russian oligarchs. The economic sanctions from America and countries of the European Union are meant to make Russian Vladimir Putin rethink his invasion of Ukraine.


Inspired by the (not very welcome) fact that tomorrow is the longest day of the year, we've decided to focus on Stonehenge as our new recommended place to go.
Originally built by giants in Ireland, before being moved to their current home by Merlin the magician, or just a big pile of rocks in Wiltshire – whatever your opinion about Stonehenge's origins, you can't doubt their magnificence.
But if visiting Stonehenge around summer solstice doesn't float your boat then here are a couple more things to do in the area. Got your own suggestions? Share them in the comments below!
• Bigger, and some say better, Avebury is the largest stone circle in Europe. Unlike Stonehenge, Avebury doesn't get the same level of tourism and – thanks to the work of the National Trust – it's remarkably well-preserved.
• If you prefer a more traditional spiritual attraction then a visit to Salisbury Cathedral is a must. Owner of the tallest church spire in the United Kingdom, the world's oldest working clock and one of four remaining original copies of the Magna Carta, there are many reasons to visit.


27 Reasons Why You Can't Lose Weight?
Struggling to hit your goal weight? Even if you've kicked off a fitness routine and you're choosing healthier food, you may not be seeing the weight come off the way you'd hoped. Your expanding waistline and muffin top may be the result of something other than simply eating too many cupcakes. Research now suggests that weight gain and obesity are not only caused by a genetic predisposition or dietary and lifestyle behaviours, but are also affected by modern environmental factors. One or a few of these 25 culprits may be all that's standing in the way of your weight-loss goals.
A lack of sleep may be hindering your weight-loss goals. Sleep deprivation slows your metabolism and affects the hunger hormones leptin and ghrelin. Leptin tells your brain to stop eating, whereas ghrelin, produced in the stomach, stimulates hunger. Research suggests inadequate sleep is associated with low levels of leptin, high levels of ghrelin and weight gain. Turn off your phone and laptop. Instead, focus on good sleep hygiene: get to bed early, make sure your room is dark and cool and avoid all drugs including cigarettes, alcohol and sleeping pills.
Nuts, avocados, whole wheat pasta, olive oil, and dark chocolate are all natural and healthy, but they aren't void of calories. You still need to watch how much you eat of the good stuff. For example, avocado offers a ton of health benefits, but an entire fruit is over 200 calories. Find out what the serving sizes of your other favorite healthy foods are here.
Hidden sugars are everywhere. The biggest culprits include muesli bars, breakfast cereals, sports drinks, sauces and spreads – even certain peanut butter brands contain sugar. So what's the big deal? Added sugars are now considered to be more damaging than dietary fat to your weight and overall health, contributing to conditions including dental decay, diabetes, heart disease and obesity. Read labels and avoid products with high amounts of added sugar. It may be listed as corn syrup, sucrose, malt, glucose, molasses, fructose, maltose or fruit juice concentrate.
Skipping breakfast may seem like a great way to save calories, but keep in mind that people who eat breakfast regularly lose more weight — so make sure to eat breakfast each morning to jump-start your metabolism. Don't just grab anything; include protein to give yourself sustainable energy and fiber to fill you up for hours.
There is no question that portions need to be smaller in order to lose weight. However, we have become so obsessed with calorie control that we often overlook the most important aspect of food – the nutrients. Instead, think quality. Don't just focus on the calories. Instead, choose nutrient-dense foods and nourish your body with the vitamins, minerals and antioxidants found in fruit, vegetables and wholefoods.
When it comes to a balanced diet, we know that portion control is one of the keys to success. Keep measuring cups and spoons on-hand to make sure your serving sizes are appropriate, and learn how to give your body the "I'm full" signal in order to help you drop the fork when the time is right and move on with your day.
Also known as xenoestrogens, these are synthetic chemicals found in plastics, fertilisers, detergents and cosmetics. While the effects of xenoestrogens on the body are still being studied, it is believed they can mimic the biological hormone oestrogen. Excess oestrogen can result in weight gain in both men and women. So, ditch plastic drink bottles and containers and opt for glass instead. Buy organic products if possible.
Going for foods with a lower calorie count can be deceiving since many times they're filled with extra sodium, sugar, or chemical additives to make up for the ingredients the company has removed or decreased. Not only are these light versions less nutritious, but they also end up tasting "lighter," leading you to eat more. You'll probably end up consuming more calories than you would if you just ate a regular-sized portion of the real thing.
Watching the Kardashians, doing sedentary jobs and stalking old flames on Facebook is a far cry from our hunter-gatherer ancestors. You may think you're too busy to exercise, but the reality is we are meant to move. Instead, fidget around. Research suggests those who fidget burn hundreds of extra calories throughout the day. Fidgeting includes crossing or uncrossing the legs, stretching, standing up often or maintaining a good posture. Aim to move every 30 minutes to bump your body out of hibernation mode.
The combination of busy lifestyles and fast food at our fingertips has resulted in less food preparation in the home. Grabbing breakfast on the go or takeaway for dinner is not good for your waistline. Set a goal to attempt a new, healthy 20-minute meal each week. Whenever you make a meal, make extra and freeze portions for those days you don't have time to cook.
Eating five to seven servings of fruits and veggies a day is important for everyone, but dieters who go heavy on the produce are more likely to lose weight and keep it off since a diet full of plant-based foods offers a greater variety of nutrients with fewer calories — and all that fiber keeps the body feeling fuller longer.
If you live on the treadmill but never lift a pound, then you're missing out on one of the most important pieces of the fitness puzzle. Not only does weight lifting prevent injury by strengthening the joints, but it also builds muscle mass and increases metabolic rate. Bonus: Thanks to a revved-up metabolism, you'll keep burning calories long after you've slipped off your sneakers.
For decades dietary fat was considered the enemy when it came to weight loss. But interestingly, since the introduction of low-fat products we have seen an increase in obesity around the world. Scrap your negative view on fat and include a small amount of "good" fats in each meal. The essential fatty acids in flaxseed oil, oily fish, nuts and seeds not only help you feel full but also facilitate fat breakdown.
The set point theory says our body is programmed to be a certain weight and fights to stay there. This may explain why calorie restriction alone doesn't produce long-term weight loss. Steady weight loss through a balanced diet and exercise is the only proven way to lower your set point. Aim for a loss of a kilo a week and give your body time to adjust.
If you regularly exercise without eating first, you should reconsider: When you work out on an empty stomach, research shows that the calories burned come from muscle, not fat. Since muscle burns more calories than fat, the more muscle mass you have, the better it is for weight loss. Not only will fueling your body help you avoid losing muscle, but you'll also have more energy to push yourself through your workout.
Giving up entire food groups can lead to a nutritional deficiency — not to mention trigger major cravings for whatever food has been cut. Rather than, say, eliminating all carbohydrates, focus on whole grains, and remember to monitor portion control. Usually it's the extra servings that add to your waistline, not the pasta itself.
Don't starve yourself to save calories for later. It'll not only mess up your metabolism, and by dinnertime, that famished feeling will likely cause you to eat more than you would if you weren't starving. Not only is depriving yourself not sustainable for continued weight loss, but limiting yourself to too-small portions can lead to excess snacking between mealtimes.
Hitting your favorite restaurant is a great way to unwind, but you're more likely to indulge in a huge meal, which might include appetizers, drinks, fried foods, and dessert. Calorie counts are also a mystery, especially since smaller food establishment don't list their numbers. If you don't want to give up your nights out, then split a meal with a friend, order healthy options like salads and grilled chicken, and sip water instead of wine.
If you have a healthy appetite, it's no fun to pay attention to your portion sizes. But experts say it's an essential part of an effective weight-loss regimen. Keep a lid on how much you eat, plan each day's food consumption. Know when you'll eat, and how much. And snack not on cookies and other sweets, but on healthy, filling natural foods. Nuts and raisins are a great option — in part because nuts help keep you feeling full for a long time.
For most women, there's nothing wrong with an occasional drink. But if you're having trouble losing weight, consider the possibility that habitual alcohol consumption — even at a moderate level — can cause a daily calorie "overdose." A single five-ounce glass of wine, for instance, might contain 120 calories. A cocktail? More like 300 to 400 calories. To lose weight, you might have to lose the habit.
It's hard to lose weight if you're always stressed out. That's because stress triggers the body to release cortisol, an appetite-stimulating stress hormone. Even if you're not feeling especially hungry, stress can cause mindless snacking. Instead of eating, what can you do when you feel stressed? Go for a walk or take a series of deep, relaxing breaths.