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Connecting the dots: The impact of diversity in the museum workforce on innovation, relevance, and audience Engagement
Haitham Eid, Southern University at New Orleans, USA
Beyond a few articles and some statistical studies, and despite its importance to museum work, it can be argued that the issue of workforce diversity in museums has been overlooked. This article aims to investigate how workforce diversity can impact the innovation capabilities of museums as well as their relevance to the communities they serve. The lack of diversity in museums exceeds professional positions and extends to board members, constituents, and donors, who are usually described as overwhelmingly White, able-bodied, college-educated, and affluent. This research questions if some of the problems which museums face today, such as the lack of attendance, relevance and innovation are linked to the lack of diversity. Workplace diversity is a major factor in how the public perceives the institution, and accordingly chooses to interact, or not to interact, with it. This research uses aspects of the Museum Innovation Model (Eid, 2016) around social innovation, and draws upon some empirical studies in the museology and business studies literature on workplace diversity. For example, the definition and impact of two-dimensional diversity—which takes into consideration inherent and acquired factors—is explored. Additionally, this paper reviews some of the common strategies inside and outside the museum sector to increase workforce diversity, including training and internship programs, as well as affirmative action policies and guidelines. The paper concludes by acknowledging that museums with a diverse workforce are better positioned to innovate and engage more diverse communities. Workforce diversity ensures that there is a large pool of knowledge, skills, life experiences, perspectives, and expertise to help the institution face today's challenges more effectively and efficiently.
Keywords: Workforce Diversity, Innovation, Relevance, Audience Engagement
Diversity and inclusion in the workplace
When we speak about workplaces, diversity and inclusion are two terms that are usually bundled together, which sometimes creates the assumption that they both refer to the same thing. In fact, the terms are not interchangeable. Workforce diversity is the broad mix of races, ethnicities, ages, genders, religions, sexual orientations, physical abilities, languages, education, and life experiences maintained by the employees of an organization. Inclusion, on the other hand, is the process by which the employer makes its organizational culture, policies, and environment conducive to all employees to achieve their fullest potential. Inclusion is about creating an environment of respect, fairness, engagement, openness, and accessibility in the workplace. Diversity without inclusion can cause discomfort, anxiety, and distress, which leads some voices to think of diversity as an undesirable endeavor. In that sense, diversity and inclusion are complementary in nature and must be intentionally designed to achieve the desired outcomes. Therefore, as we discuss in this article the issue of workforce diversity in museums and its impact on innovation, relevance, and audience engagement, it is probably important to keep in mind the contexts and associated values of diversity and inclusion.
Museums have been looking at different ways to diversify their audience and attract underrepresented and historically marginalized communities to the museum space. The targeted communities include, for example, African Americans, Hispanics and Latinos, LGBTQ, and people with different abilities. In some cases, the outreach to these groups is successful, but not necessarily sustainable, which raises the question on the best strategies to build stronger relationships with minorities. Also, the growing number of minority groups, especially in the inner cities and metropolitan areas, presents a dilemma for museums. This dilemma is manifested in the huge disparity between the demographics of those who actually benefit from the museum services and activities—they are mainly, and in some instances exclusively, White, and only the demographic of the community where the museum is located. Such a disparity has created a perception that museums are for White people only. The lack of diversity in museum audiences is not only unjustified and deeply problematic, it also can be seen as ethically and morally challenging. Although museums have tried to overcome this issue, the progress has been extremely slow. As a result, many museums, especially those that are not in tourist destinations, have probably suffered a degree of alienation, stagnation, and lack of relevance.
In recent years, and parallel to the previous discussion about audience engagement, the museum sector has been investigating the issue of diversity in the museum workforce. For example, a group of museum professionals carved the virtual space #MuseumWorkersSpeak to reflect upon the internal work of museums in relation to social justice issues including diversity, fair pay, and equal opportunity. The Twitter discussions created a much needed platform for critical thinking about museums' practices, and the ways in which these practices encourage or discourage diversity. Overall, the minimal progress in workforce diversity has caused some frustration. Seema Rao, the Principal and CEO of Brilliant Idea Studio, made the following comment:
More recently, in 2016, the American Alliance of Museums (AAM) established special awards for Diversity, Equity, Accessibility, and Inclusion (DEAI) as part of its new strategic plan (American Alliance of Museums, 2016). The awards look at DEAI issues both internally (within the museum) and externally, with the objective to honor individuals and organizations that make a significant contribution to the museum field in these areas. While the awards, as described by the AAM, can be given to those who work on issues related to workforce diversity and inclusion, both of the 2016 winners, the Missouri History Museum in St. Louis and the Field Museum in Chicago, were selected based on their work with diverse audiences including the LBGTQ community, as well as families with diverse learners and special education students.
To quantify the problem of workforce diversity in museums, in 2015, Ithaka S+R was commissioned by the Andrew Mellon Foundation and the Association of Art Museum Directors to conduct a demographic survey of art museum staff and boards. The study concluded that among professional positions, which include curators, conservators, educators and directors, 84% are Non-Hispanic White, 6% Asian, 4% Black, 3% Hispanic White, and 3% Two or More Races (Schonfeld et al., 2015).
Figure 1: the Demographics of Museum Workforce (Schonfeld et al., 2015)
The report states that "with the exception of the Asian demographic category, which makes up 5% of the United States population today, these proportions do not come close to representing the diversity of the American population." This is very problematic and is causing many challenges to the museum sector. However, the museum digital community seems to be slightly more diverse than most museum professions (e.g., curators, educators, conservators, and directors) when it comes to race, with a little over 20% minority. Of course, more efforts are needed to improve the statistics, especially when we learn that, in terms of gender diversity, only around 30% of IT teams are females.
With this in mind, this article aims to examine how diversity (or the lack of) in the museum workforce can impact museum work.
While the previous statistics are disturbing, the situation is more concerning in majority-minority cities, where most of the population are from minority backgrounds. As one may expect, the minority groups in these cities are a key component of the cultural landscape; however, the city's major museums are run and managed mostly, or exclusively by Whites. For instance, in New Orleans, Louisiana, according to the 2010 U.S. Census, African Americans are 60.2% of the total population and Whites represent only 33%. The contributions of African Americans to the culture of New Orleans is immense. From its famous Jazz music and festival scenes, such as Mardi-Gras and Jazz Fest, to visual and culinary arts, the unique character of the city has stemmed from its diverse population. Additionally, the City of New Orleans thrives on its culture-based economy. In 2016, a record 10.45 million people visited New Orleans to explore its culture, art, and history, spending more than $7.4 billion in the local economy (Larino, 2017).
Considering these facts, when we look at the big museums in New Orleans, which receive most of the funding, publicity, and political support, we find that these museums, in large part, are exclusive clubs for White and wealthy New Orleanians. The lack of diversity and inclusion in large and medium-sized museums, as in New Orleans, pushes minority groups to create their own museums and cultural institutions to cultivate alternative narratives that showcase their experiences and perspectives. However, minority museums are typically smaller in size, and suffer from the lack of resources and financial support. This whole picture creates an immediate disconnect, suspicion, and distrust between flagship museums in the inner cities and the local communities.
Workforce diversity in museums is not just a moral issue, it is essential to the effectiveness, sustainability, and survival of the museum as an organization. Museums that lack diverse voices risk the ability to thoughtfully collect and interpret the experiences and perspectives of diverse communities. This leads to lack of engagement from and alienation by a wide segment of the community. It is not surprising that the moral authority of the museum is now being questioned, perhaps more aggressively in private settings, by minorities. As a result, the museum's capacity to bring successful innovations that create social value (i.e., social innovation) in the community diminishes.
To reflect upon diversity practices in the museum sector, we will turn our attention now to an emerging body of research in the business studies discipline, which provides empirical data on the impact of workplace diversity on the organization's ability to innovate. Typical of this research, in 2011, Forbes, the global media company that focusses on business, technology, and entrepreneurship, published its report, Global Diversity and Inclusion: Fostering Innovation Through a Diverse Workforce. The report is an extremely important document that provides the result of surveying 321 executives with direct responsibility or oversight for their companies' diversity and inclusion programs. The report states the following:
A diverse and inclusive workforce is necessary to drive innovation, foster creativity, and guide business strategies. Multiple voices lead to new ideas, new services, and new products, and encourage out-of-the box thinking. Companies no longer view diversity and inclusion efforts as separate from their other business practices, and recognize that a diverse workforce can differentiate them from their competitors and can help capture new clients. (Forbes Insights, 2011)
The connection presented in the previous quote between workforce diversity and innovation is essential, and represents a central concept in our discussion. As we continue to explore the scope of this connection, it is probably relevant to be mindful that innovation touches upon nearly all aspects of museum work. Museum innovation is defined as "the new or enhanced processes, products, or business models by which museums can effectively achieve their social and cultural mission" (Eid, 2016). The graph below shows that 85% of the Forbes survey respondents agreed or strongly agreed that "a diverse and inclusive workforce is crucial to encouraging different perspectives and ideas that drive innovation."
Figure 2: (Forbes Insights, 2011)
Forbes' findings are consistent with Lewis-Kulin and Rohman (2017) in their assessment of the Best Workplaces in Technology, which argues that "[v]aried voices and perspectives are among the strengths in evidence at the Best Workplaces in Technology, where minority employees make up 31% of the workforce." The power of diversity relies on the wealth of ideas and perspectives that can be generated from heterogenous groups. In other words, the essence behind the advantages of diversity is simply not the different shades of skin color, hair textures, or other physical appearances. While race, gender, religion, nationality, or sexual orientation can be indicators of diverse experiences, it is important that we understand they are not always evidence of different ways of thinking. In some cases, individuals who belong to certain minority groups seem to lack empathy, and, sometimes, are even more critical and prejudiced against their own culture/race. The reasons for their negative approach can vary based on their life experiences, upbringing, and education; needless to say, it also could be a strategy to fit in and assimilate. This is not a call to devalue or dismiss the importance of diversity. To the contrary, this discussion intends to challenge some organizations, including museums, that use a superficial application of diversity while keeping pro-aggression policies and attitudes towards minorities and social justice causes. Therefore, when we attempt to approach diversity, we may have to think more deeply and thoughtfully to consider all factors.
One of the interesting points which Forbes' report addressed is the premise that "a diverse and inclusive workforce can also help ensure that a company's products and services are respectful of their clients' cultures." If businesses are intelligent enough to build a diverse and inclusive workforce to be respectful of their clients' culture, then museums, as cultural organizations, should be even more motivated, as one may think, to be that thoughtful and sensitive. The traditional functions of museums revolve around the documentation, interpretation, and preservation of cultures and cultural objects. Additionally, modern museums are expected to be actively involved in addressing and finding solutions to issues related to social justice, environmental changes, human rights, and many other challenges that face our generation, as argued by Eid (2016) in his work around social innovation in museums, as well as Sandell (2012) on the social agency of museums, and Janes (2010) regarding the mindful museum. The possibility of effectively achieving these goals today without a genuinely diverse workforce in the museum sector seems to be an insensible promise.
In 2013, Sylvia Ann Hewlett, Founder and CEO of the Center for Talent Innovation and the Founder of Hewlett Consulting Partners LLC, Melinda Marshall, Executive Vice President and Director of Publications at CTI, where she drives the Center's research on innovation, sponsorship, and leadership, and Laura Sherbin, CFO and Director of Research at the Center for Talent Innovation and CFO at Hewlett Consulting Partners LLC, published a paper in the Harvard Business Review providing the outcome of their research, which investigated how diversity can drive innovation. The research included a national survey of 1,800 professionals, 40 case studies, as well as several focus groups and interviews. What is exciting about this research is the strategic decision by the researchers to consider two kinds of diversity: inherent and acquired. Hewlett and her team explain that inherent diversity "involves traits you are born with, such as gender, ethnicity, and sexual orientation," while acquired diversity "involves traits you gain from experience," which may include educational background, international travels, life experiences, and language skills. They proclaimed that those leaders who can demonstrate at least three inherent and three acquired diversity traits are qualified to have "two-dimensional diversity." Hewlett's classification of diversity confirms and corresponds with our earlier discussion around the careful consideration of the different factors when we attempt to understand and implement diversity. Considering the current status of the museum workforce, 2-D diversity may seem to be a high standard for museums; however, the concept can be helpful to increase the museum's capacity to innovate. The outcome of Hewlett's research shows the following:
By correlating diversity in leadership with market outcomes as reported by respondents, we learned that companies with 2-D diversity out-innovate and out-perform others. Employees at these companies are 45% likelier to report that their firm's market share grew over the previous year and 70% likelier to report that the firm captured a new market. (Hewlett, Marshall, & Sherbin, 2013)
If we apply this conclusion to museums, we can expect that museums with 2-D diversity leadership are better positioned to innovate, engage their communities, and reach wider audiences. The justification for this premise, according to Hewlett, Marshall & Sherbin (2013) is that "2-D diversity unlocks innovation by creating an environment where 'outside the box' ideas are heard. When minorities form a critical mass and leaders value differences, all employees can find senior people to go to bat for compelling ideas and can persuade those in charge of budgets to deploy resources to develop those ideas."
Once again, we see how research supports the argument that diversity drives innovation, which can make a notable difference in the organization's bottom line.
Furthermore, Hewlett and her team concluded that "when at least one member of a team has traits in common with the end user, the entire team better understands that user. A team with a member who shares a client's ethnicity is 152% likelier than another team to understand that client" (Hewlett, Marshall, & Sherbin, 2013). When we apply this finding to museums, we can expect that museums with diverse teams are likelier than other museums with homogenous teams to understand their audiences and connect with the communities they serve. As a result, museums with diverse workforces can be more effective in engaging their audiences and establishing their relevance.
As we stated in the beginning of this article, diversity without inclusion can lead to unpleasant results and backlashes. To avoid these unintended consequences, employers, including museums, need to create positive and safe spaces for all employees to reach their fullest potential. Lewis-Kulin and Rohman (2017) confirm that "companies where fewer employees report fair treatment in regard to race or gender tend to score lower on measures of innovation, as well." Therefore, museum boards and administrations are responsible to make everyone who works in the museum, regardless of their race, culture, religion, sexual orientation, educational background, and experiences, feel welcome to make a contribution. Hewlett, Marshall & Sherbin (2013) assert that "leaders who give diverse voices equal airtime are nearly twice as likely as others to unleash value-driving insights, and employees in a 'speak up' culture are 3.5 times as likely to contribute their full innovative potential." Additionally, and more relevantly to the digital sector, Forbes Insight report (2011) states the following:
Workplaces admired by their employees put themselves in a better position to innovate. The nature of technology often leaves businesses with few certainties about their success over the long term. But diverse perspectives and a great place to work for all are among the most valuable assets for staying at the front of an evolving industry.
The previous discussion provides empirical evidence that museums with diverse workforces are at an increasing advantage to undertake innovative approaches to their work. Workforce diversity ensures that there is a large pool of knowledge, skills, life experiences, perspectives, and expertise to help the institution face today's challenges more effectively and efficiently. Also, when different communities see themselves represented in the museum workforce, it increases public trust and improves the image of the institution in the public domain. As a result, museums with a diverse workforce are better positioned to understand, communicate with, and engage diverse audiences. The following model shows the impact of workforce diversity on museum work, more specifically in relation to the museum's innovative capabilities, public trust, audience engagement and relevance.
Figure 3: the impact of workforce diversity on museum work
Consequently, and beyond the moral aspect of diversity and inclusion, for museums, the issue of workforce diversity is essential to the sustainability of museums, especially to those museums located in communities where a minority population represents a large percentage of their constituents. The presented model shares some aspects with Sandell's (2010) model for diversity management in museums, precisely in connection with workforce diversity and audience engagement. Sandell's model is inspired by theoretical and empirical frameworks in the human resources management discipline, but takes into consideration the museum's basic roles of collecting and audience engagement, as shown in the following graph. Our model, however, pays special attention to the connection between diversity and innovation, and argues that this relationship is essential in understanding the impact of diversity (or the lack thereof) on museum work.
Figure 4: Diversity management in the museum–a conceptual framework (Sandell R. , 2010)
Strategies for diversifying the museum workforce
There are several strategies that can be used to diversify the museum workforce. In the next section, we will briefly explore two of these strategies, and reflect upon their effectiveness to achieve a real change in the museum sector.
Training, internship and fellowship schemes
This approach facilitates specialized training programs for minority individuals with the goal to secure work in museums during or after the completion of the program. The scope and nature of the training as well as the criteria expected in the targeted individuals can significantly vary. For instance, some programs take the shape of paid internships or fellowships and are intended for minority populations, including high school, undergraduate, and graduate students. Targeting high school students, the "Diversity Initiative" at Crystal Bridges Museum of American Art in Bentonville, AR, is an example of these types of programs. The museum states the following on its internship website:
Crystal Bridges is committed to a diverse workforce and to providing training for the next generation of non-profit professionals. Recognizing the desire and responsibility to support and develop greater diversity in the professions related to museums and the visual arts, Crystal Bridges will assertively recruit interns from underrepresented demographics to support our organization's and industry's diversity and inclusion strategic initiatives. Students representing ethnically underrepresented groups in the museum industry are encouraged to apply. Stipends are available. (Crystal Bridges Museum of American Art, n.d.)
The Smithsonian and the National Park Services provide similar programs. In 2017, supported by a grant from the Joan Mitchell Foundation, the Master of Arts in Museum Studies Program at Southern University at New Orleans, in collaboration with the Community Book Center, ran a weekend program for African American youth in middle and high schools, to expose them to potential careers in museums and cultural heritage institutions. The program included workshops, field trips, panel discussions, and networking events with museum curators, educators, and archivists. Each participating student received a stipend upon the completion of the program.
In November 2017, the Ford Foundation and the Walton Family Foundation launched the Diversifying Art Museum Leadership Initiative. The $6 million initiative funds 20 diversity programs at museums such as Andy Warhol Museum, The Art Institute of Chicago, Cleveland Museum of Art, Fisk University Galleries, and New Orleans Museum of Art (Ford Foundation, 2017).
The Academy of Motion Picture Arts and Sciences, the well-known organization responsible for the Oscar awards, started the Academy Gold Program in 2017, a "multi-tiered educational and experiential initiative designed to enhance and extend an industry-wide diversity internship program under the Academy brand" (The Gold Program , 2018). The Academy's new museum is scheduled to open in 2019. According to Bettina Fisher, the Academy's Director of Educational Initiatives, there are 22 entertainment industry partners committed to the program (Fisher, 2018). Each partner will sponsor up to three interns for the eight-week summer program, which offers participants exclusive networking opportunities with Academy members and industry professionals, screenings and educational workshops. These internships are available to undergraduate and graduate college students with an emphasis on high-quality, underrepresented talent in order to help them acquire the knowledge, skills, and connections to achieve success in entertainment industry careers. In summer 2017, 69 interns participated in the inaugural Academy Gold program, and had an opportunity to learn firsthand about every aspect of filmmaking. Fisher (2018) explains the following?
The success of Academy Gold is due, in part, to the fact that the program doesn't stop after the eight-week internship experience. At the end of the summer, each Gold intern is paired with an Academy member to serve as a mentor for their career goals, and several program alumni have already secured jobs in our community. We are looking forward to welcoming the next class of up-and-coming talent.
With $839,816.00 grant from the Institute of Museum and Library Services (IMLS), the Diversity Apprenticeship Program (DAP) is a new initiative by The Broad Museum in Los Angeles, CA. The DAP provides 16 paid, full-time apprenticeships for minorities in preparation and art handling. The program strives to help improve equity within museum staff demographics. It specifically addresses mid-level museum jobs and brings together nonprofit, commercial, and governmental partners. Similar to the Academy's Gold Program, during the nine-month apprenticeship, each apprentice will work with several partner institutions. George Luna-Peña, the Program Manager for the Diversity Apprenticeship Program at The Broad Museum acknowledges that "historically, barriers have existed along the pathway to museum careers and employment" (Luna-Peña, 2018). He added, "our work through the DAP will ensure opportunities at art and cultural institutions are accessible to people with a range of ideas, backgrounds, and life experiences." The Broad and its partners will be welcoming their first cohort of eight DAP apprentices for a nine-month term starting in the summer of 2018.
As we can see from the previous examples, training programs are receiving sizable financial support and gaining popularity in the museum sector. Although these types of initiatives may be considered a great way to educate young people about possible careers in museums, the broader impact, in terms of diversifying the workforce in the museum sector, may take a long time to evaluate and measure.
The Museum Association in the UK experimented with a sector wide scheme called "Diversify" from 1998 to 2011 to increase the number of Black, Asian and minority-ethnic (BAME) professionals in UK museums (Davies & Shaw, 2013). The program was expanded in its final year to include people with different abilities and those from low social-economic background (regardless of race or ethnicity). All 110 individuals who participated in the scheme followed one of four carefully crafted training routes. The model for each route included one or combinations of the followings: funding to obtain a master's degree in museum studies (including part-time, full-time, on campus, and distance learning), short and long-term work training and placements in museums and galleries, as well as professional development, networking support, and membership in the Museum Association.
The final report of the Diversify scheme showed that it succeeded in helping many individuals from minority backgrounds to gain employment in the museum field. Davies and Shaw (2013) indicated that "more than 90% [of the participants] gained initial employment in the sector, 75% within six months of completing their training." Although the scheme has probably made a huge difference in most of the participant's lives, personally and professionally, the program is criticized for having very little to no impact in the sector, which leaves the museum workforce in the UK "far less racially diverse than the population as a whole," according to Davies and Shaw (2013).
In a broader sense, while the different training programs in the museum field are helpful to expose minorities to museum work, these programs are not expected to make a tangible difference in terms of the diversification of the museum workforce. More importantly, the assumption, argued here, that the problem of diversity resides solely outside the museum, more specifically in minority communities is simply incorrect, and can be viewed as one of the dreadful misconceptions. It is probably justified to recognize a degree of difficulty to attain a qualified pool of diverse candidates to some museum positions, probably in higher level positions, but this should not be used as a shield by museums that maintain a minimal diversity profile. Qualified professionals in all aspects of museum work, at least in entry positions, including management, education, curatorship and technology, are widely available. More impactful and less costly actions can probably be achieved if museums started to reevaluate their hiring practices, remove institutional barriers, and reach out directly to possible candidates from minority backgrounds.
In the United States, affirmative action (or "positive action" in the UK) refers to the policies, practices, and guidelines, both in the government and the private sector, which intended to remediate the contemporary consequences of a long history of discrimination against minorities, focusing on the access to education and employment. Signed by President Johnson in 1965, Executive Order 11246 regulates affirmative action, which is usually associated with target goals proposed by the institution to increase minority representations in public and non-public institutions. While many professions and communities around the US are thinking of ways to be more just, diverse, and equitable, more recently, the New York Times has reported that the Trump administration, through the Justice Department, is preparing to sue "universities over affirmative action admissions policies deemed to discriminate against white applicants" (Savage, 2017).
Regardless of the controversy and the widespread distortion around affirmative action, it has proven its effectiveness to make notable change. For example, the National Football League (NFL) adopted the celebrated Rooney Rule policy, which requires league teams to interview minority candidates for head coaching and senior football operation job openings. Named after the chairman of the NFL's diversity committee, Dan Rooney, the rule was implemented in 2003 when the percentage of African American coaches was 6%. In 2017, this percentage increased to 35% (Seifert, 2017). It is probably important to emphasize that the rule only gives the chance for qualified minority candidates to be interviewed and doesn't mandate a specific hiring outcome. Despite its effectiveness, to our knowledge, the museum sector has not invested in affirmative action policies or guidelines that can lead to diversifying its workforce.
Recent statistics have exposed the extent of the diversity problem in the museum workforce, which is deemed to be problematic and ethically challenging. The lack of diversity can have serious consequences on all aspects of museum work and its image in the public domain. On the other hand, this paper has provided research-based evidence that museums with diverse workforce are better positioned to innovate, engage diverse audiences, establish their relevance, and build stronger relationships with the community they aspire to serve. Workforce diversity ensures that there is a large pool of knowledge, skills, life experiences, perspectives, and expertise that can help museums face today's challenges more effectively and efficiently.
There have been some efforts in the museum sector to diversify the museum workforce; however, the impact of these efforts continues to be minimal. Inspired by models from other sectors, future research can explore some possible strategies and frameworks that can properly accelerate workforce diversity in museums.
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We took a look at our Core Values of Having Fun, Helpful, Educational and Nostalgic to see where we might be lacking. If you've read Understanding Your Brand then you know the importance of making sure your business shows your core values in everything you do.
Having Fun: We have toys out for demo all throughout the store. I lost count well north of fifty different items out for people to try. We have Story Time, Game Night and special events throughout the year. Yes, we are having fun.
Helpful: Free Giftwrapping, Free Layaway, Delivery & Assembly, Car Seat Installation, Personal Shoppers... Yeah, we have helpful covered, too.
Educational: Free classes on how to buy toys and baby products? Check. Signs throughout the store to educate customers on how to buy different types of toys? Check. Brochures on smart toy shopping? Check. Toys that are educational by nature? Check.
Nostalgic: Hmm... We have been in business since 1949, but just saying that doesn't necessarily evoke feelings of nostalgia. At Christmas when we have the lights and decorations up, we get that warm, fuzzy nostalgic feeling, but what about the rest of the year? We celebrate birthdays by ringing a thirty-two pound brass bell. That is good, but we can do more.
Nostalgia is defined as a sentimental yearning of a past period. I am working on three new projects to add more Nostalgia into the store.
Sentimental yearnings of past periods.
Your business has Core Values. You have to play up those values in everything you do. Everything. Not only you will make your brand stand out in the crowd, you will attract a better breed of customers, customers who share your values.
PS Don't know your Core Values? Do this worksheet. Figure out who you are and what you do to show those values. Then pump up the volume on the values not being shown as much. It might not make a difference today, but it will tomorrow. You are in business for tomorrow, aren't you?
This post is really wonderfull and very informative.


text:
SYNONYM

#### According to
The Catalogue of Life, 3rd January 2011

#### Published in
Asiat. Res. 8:477. 1805

#### Original name
null

### Remarks
null

redpajama_set_name: RedPajamaGithub


Isocitrate Dehydrogenase Mutation and (R)-2-Hydroxyglutarate: From Basic Discovery to Therapeutics Development.
IDH mutations predict longer survival and response to temozolomide in secondary glioblastoma.
IDH1 mutations as molecular signature and predictive factor of secondary glioblastomas.
Overexpression of the EGF receptor and p53 mutations are mutually exclusive in the evolution of primary and secondary glioblastomas.


text:
Cook explains why Apple's VPN actions in China are not inconsistent with its values in the US
Christian Zibreg on August 2, 2017
Apple's actions in China regarding the removal of unlicensed VPN apps are not at odds with its refusal in the US to unlock an iPhone that belonged to a San Bernardino shooter, Apple's chief executive said during Tuesday's post-earnings conference call with investors and analysts.
"Some folks have tried to link it to the US situation last year, but they're very different," he said.
He then explained why there's no double standard:
In the case of the US, the law in the US supported us. It was very clear. In the case of China, the law is also very clear there, and like we would if the US changed the law here, we would have to abide by it in both cases.
That doesn't mean we don't state our point of view, in the appropriate way.
We always do that.
The Chinese government announced this year that all developers offering VPN services and apps needed to obtain a government license. Confronted with questions about the VPN situation in China, Cook said Apple was simply responding to new regulations.
Here's the rest of the quote:
The central government in China back in 2015 started tightening the regulations associated with VPN apps—and we have a number of those on our store. Essentially, as a requirement for someone to operate a VPN, they have to a have a license from the government there.
Earlier this year, they began a renewed effort to enforce that policy, and we were required by the government to remove some of the VPN apps from the App Store that don't meet these new regulations. We understand that those same requirements are for other app stores, and as we checked through, that was the case.
Today, there's still hundreds of VPN apps on the App Store, including hundreds by developers that are outside of China, so there continues to be VPN apps available.
We would obviously rather not remove the apps, but like we do in other countries, we follow the law wherever we do business. We strongly believe that participating in markets and bringing benefits to customers is in the best interest of the folks there, and in other countries as well. We believe in engaging with governments, even when we disagree.
Cook is hopeful that over time, the restrictions on VPN apps in China will be loosened, "because innovation requires freedom to collaborate and communicate."
READ THIS: Why you should use a VPN service
"Earlier this year, China's Ministry of Industry and Information Technology announced that all developers offering VPNs must obtain a license from the government," an Apple spokesperson told TechCrunch on Monday. "We have been required to remove some VPN apps in China that do not meet the new regulations."
The same day, Russian President Putin signed a law prohibiting VPN services, which went into force yesterday, to stop people from accessing websites that are banned in the country.
App Store Apps
Chinese authorities force Apple to pull Skype from App Store
Apple forces Facebook to pull Onavo VPN from App Store over improper data collection
Facebook is pushing its own Onavo VPN service within iOS app

redpajama_set_name: RedPajamaCommonCrawl


The unexpected loss of a loved one can shake you to your very core. And, the subsequent grief can bring you face to face with harsh realities. However, few people are able to harness that pain and harsh reality into a revolutionary product. Max Mohammadi―co-founder of Hippogriff AB and its signature product, Heartstrings―is one such remarkable person.
As he grieved, Max wondered how her condition had gone undetected and if her life could've been saved by earlier diagnosis. Max set out to answer that question and found nothing on the market that would have alerted his family to her dire condition. So, embracing the entrepreneurial spirit, he decided to develop a product to prevent others from having to endure similar heartache.
Max invented Heartstrings, an accurate, non-invasive and low-cost technology that pairs artificial intelligence (AI) with a wearable device for screening and early diagnosis of coronary heart disease. It has been tested and validated with more than 700 patients through two successful clinical trials and has reached more than 46,000 patients so far.
As a "studentpreneur," Max notes that the rigidity of academia can stifle entrepreneurial instincts. However, he avoided that pitfall by shaping his educational pursuits around the focus of his business. As a result, its growing success is now garnering international recognition.
In the first half of 2018, Max has racked up notable accomplishments: EO Global Student Entrepreneur Award global finalist, Startup Open winner among more than 1,000 startups, and the youngest person ever named "European of the Year."
But he's not in it for the accolades. Max started the company as a social enterprise to improve global health and generate benefit for every person on the planet. The company's mission is to democratize access to high-quality healthcare by taking complex disease diagnosis to a much smarter level. These goals directly align with the UN Sustainable Development Goals (SDGs) No. 3, Good Health; and No. 10, Reduced Inequalities; which contribute to a wider global effort to reduce poverty and improve lives.
Max credits his ingenuity and entrepreneurial drive to his upbringing: "My parents sacrificed to provide their children with the best possible support. However, given our financial situation, I didn't want to put more pressure on my parents," he said. "I developed a proactive mindset that equipped me to find unique, creative ways to become independent and gain the freedom to become a better version of myself. I've always loved to create, build and innovate; I want to leave my mark on the world."
His innate drive to leave a legacy pushed Max to publish his first book at age 14, get his first patent granted at age 15 and start his first company at age 16. By age 19, he managed 30 employees (mostly fellow classmates) and eventually sold the business to focus on his university studies.
The ambition that has fueled his trajectory is propelling him forward rapidly. Named one of Forbes magazine's 2017 30 Under 30, Max's stated goal is to save at least one million lives each year. He is confident that Heartstrings will do so because "Heart disease is a number one killer worldwide, killing more than 17.5 million people each year. However, in many cases, late detection is the cause of death. This necessitates early diagnosis of heart disease, but the current screening tools are not accurate enough, are invasive, expensive and not easily accessible to the general public."
With an approach which is two times more accurate, 10 times faster and 49 times cheaper than current methods, his technology has the capacity to serve millions of people each year. The Software-as-a-Service (SaaS) business model makes it possible to deliver the platform to both developed and developing countries at an extremely affordable cost.
"The Saas platform will help us easily scale, disrupt the current technology and realize our vision of saving at least one-million lives each year."
His ambition to create a better, healthier world truly pulls at one's heartstrings.


text:
package ro.nicubunu.cards;

import org.nbgames.core.card.CardBackSupplier;
import org.openide.util.NbBundle;
import org.openide.util.lookup.ServiceProvider;

/**
 *
 * @author Patrik Karlström
 */
@ServiceProvider(service = CardBackSupplier.class)
public class NicusBack06 implements CardBackSupplier {

    @Override
    public String getName() {
        return NbBundle.getMessage(this.getClass(), "CTL_Back06");
    }

    @Override
    public String getPath() {
        return "ro/nicubunu/cards/backs/back06.png";
    }
}


text:
Home/All Online Programs/Online Programs - College of Engineering and Computer Science
All Graduate Online Programs, All Online Programs, Fully Online Programs, Graduate Online Programs – College of Engineering and Computer Science, Online Programs - College of Engineering and Computer Science
Lynelle Forrest	2020-08-05T02:50:39+00:00
Fully Online Graduate Program
The Master of Science (M.S.) with Major in Artificial Intelligence provides a comprehensive curriculum, consisting of foundation and theory of artificial intelligence and elements of computer vision, data analytics and algorithms, knowledge management and reasoning, machine learning and applications.
Learn More	APPLY NOW
Computer Engineering, MSCE – Fully Online
The Department of Computer and Electrical Engineering and Computer Science offers two options for a Master of Science in Computer Engineering (MSCE): a non-thesis option that requires a minimum of 30 credits, and a thesis option that requires a minimum of 30 credits, including 6 credits of thesis.
Computer Science, MSCS – Fully Online
The Department of Computer and Electrical Engineering and Computer Science offers two options for a Master of Science in Computer Science (MSCS): a non-thesis option that requires a minimum of 30 credits, and a thesis option that requires a minimum of 30 credits, including 6 credits of thesis.
All Certificate Online Programs, All Online Programs, Certificate Online Programs – College of Engineering and Computer Science, Fully Online Programs, Graduate Online Programs – College of Engineering and Computer Science, Online Programs - College of Engineering and Computer Science
Fully Online Certificate
Due to their extensive expertise and facilities, the departments of Computer and Electrical Engineering and Computer Science and Mathematical Sciences have jointly designed the Cyber Security certificate. This 12-credit certificate program has two tracks: Computer Science (CS) and Mathematics (Math). Only the Computer Science Track is available online.
All Certificate Online Programs, All Graduate Online Programs, All Online Programs, Certificate Online Programs – College of Business, Certificate Online Programs – College of Engineering and Computer Science, Fully Online Programs, Graduate Online Programs – College of Business, Graduate Online Programs – College of Engineering and Computer Science, Online Programs - College of Business, Online Programs - College of Engineering and Computer Science
This 12-credit certificate allows graduate students to expand their knowledge and skills in the concepts, technologies, and tools of business intelligence, data analytics and business analytics and be recognized for their achievement. The certificate program has two tracks: Computer Science (CS) and Business (BU).
Certificate in Data Science – Computer Science Track – Fully Online
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Fully Online Undergraduate Program
Data Science is the study of methods to manage, analyze and extract knowledge from data. Industry and government need an educated workforce with the necessary expertise to make use of the enormous volumes of data available to them. Due to their extensive expertise and facilities, the departments of Mathematical Sciences and Computer and Electrical Engineering and Computer Science have jointly designed the Data Science certificate.
Computer Science, BS – Fully Online
All Online Programs, All Undergraduate Online Programs, Fully Online Programs, Online Programs - College of Engineering and Computer Science, Undergraduate Online Programs – College of Engineering and Computer Science
Computer science is the study of computers, computer software and computational systems including their theory, design, development and application. Principal areas within computer science include Internet and web programming, mobile system development, data mining and machine learning, social networks, video game development, human-computer interaction, artificial intelligence, database systems, programming languages, software engineering and theory of computing.
Electrical Engineering, MSEE – Partially Online
All Graduate Online Programs, All Online Programs, Graduate Online Programs – College of Engineering and Computer Science, Online Programs - College of Engineering and Computer Science, Partially Online Programs
Partially Online Graduate Program
The Department of Computer and Electrical Engineering and Computer Science offers thesis and non-thesis options at the master's level.


text:
Cobham è una cittadina di 10.918 abitanti della contea del Surrey, in Inghilterra.

La cittadina ospita la struttura in cui si allena regolarmente il

Nella cittadina è presente un mulino ad acqua storico.

Altri progetti

Parrocchie civili del Surrey

redpajama_set_name: RedPajamaWikipedia


text:
CPAC beats back controversy over boycotts
CNN Senior Producer Kevin Bohn
Washington (CNN) - Organizers for the Conservative Political Action Conference are downplaying the fact several socially conservative groups have boycotted the event this year.
David Keene, chairman of the American Conservative Union and a major organizer of CPAC, told reporters Thursday "our mission is to bring everyone together."
The boycotts are a in part the result of CPAC's decision to include GOProud – a pro-gay rights group. GOProud says it does not take a position on same-sex marriage considering it a matter for the states. The group says it is "committed to a traditional conservative agenda that emphasizes limited government, individual liberty, free markets and a confident foreign policy."
"Regardless of who is upset...we cover all of these issues," said Keene.
Such leading social conservative groups as the Family Research Council and the Heritage Foundation and individuals, including Sen. Jim DeMint (R-South Carolina) decided not to participate because of GOProud's presence.
"It is their right," Keene said but added he had no regrets.
Meanwhile, Tony Perkins, head of the Family Research Council, defended his decision to skip the event.
"You know sometimes it's better to take a principled stand on conservative corporate principles and that's what you see happening here," he added. "And it's not just social conservatives by the way. You have organizations like Heritage that are not participating, not simply over this one issue but because of the drift."
"What's made the coalition of conservatives successful is not that everybody shares every view identically but they respect one another's views and do not work at cross-purposes. What we have here, in this CPAC, are some conservatives that are really more libertarians than conservatives working at cross-purposes with some in the movement and that is very dangerous to the conservative movement," he added.
This is the third year the Family Research Council has not taken part in CPAC because of differences with organizers.
Keene and other organizers pointed out that many conservatives used to support abortion rights and have now reversed their positions - a sign they said that the movement can embrace a wide range of views.
Filed under: CPAC 2011
Video Guy
I think getting the GOP on track to win anything is going to be like herding kittens.
Duh – Deja VU is in the MIX
CNN is confused – they must be BEWITCHED!!!
Two stories – saying the SAME!!
I guess it's not ME going INSANE!!
(Actually, I did not read it – so maybe a corrections was made or something – WHO CARES!!!)
Boy oh boy, Republicans know that american people are none too bright!
These are the same people who pushed everyone of their congressional puppets to vote down all laws respecting the gay community,
Now for votes these same party of god(gop)members claim to stand for gay rights??
And the american people seem to just accept this(none too bright)!!
Republicans are users,why do you think they only get black people one at a time?
Never will they be able to woo the entire black community in this way because we've been down this dirt road before,just ask Michael Steele!!
Root and stem
There is as much opposition to Obama in the U.S. as there is opposition to Mabarak in Egypt. Mr. Obama, Biden, and the entire Obamist government should resign TODAY and turn the government back to the people of the U.S. Dictatorships are unacceptable either in the U.S. or Egypt.;
ThinkAgain
I have a nephew who's gay who's also a Republican ... blows me away how he and so many other people support a party that would love to literally throw them under a bus ...
Sanity Please
Yeah I'm sure that's your mission. Bachmann do a great job of doing that?
Shut up moron.
Yes, because gays are not really people so why should they have a voice in the Republican party...... Unless, it is a silent voice hiding behind his anti-gay position?? Maybe if they would agree to only count themselves as two thirds of a person these hate groups, I mean religious groups, would come back.
ReFascistican
This is not the Bush Administration Ari. The Obama Administration thinks before the they stick their foot in their mouth.
Cute new name, Dutch. Come up with that all by yourself?
But you're right – the Obama administration thinks before they stick their foot in their mouth. And then proceed to stick their foot in their mouth.
root and stem.......and turn it over to your despicable liars republiCONServatives, the biggset PREVARICATORS and BEGUILERS???????......NO
if the people in groups like GOPride and the Log Cabin Republicans still want to associate themselves with a party that has done NOTHING for their causes and views them as sodomites then they deserve each other. Stupid is as stupid does and there is PLENTY of stupid in the GOP!
M. Wagner
Tony Perkins, "principaled stand". What a crock. Repubilcans have no principals. Only on sundays, mon.-sat. you play reverse Robin Hood and push fear and greed and racism. Very unchristian.
sammieb51
Glad the GOP homosexual population is coming out in their own party - got rather tired of seeing them "come out" in places like the airport men's room, the back of the church with Teddy-Bear, on the Congressional pages during the Bush years .... learned more about it than I ever want to know thanks to the GOP!
Protect and Defend Freedom of Speech in the USA
Doesn't really matter what happens here. Conservatives across the country have seen the destructive power of liberals controlling all branches of the government. That mistake WILL be corrected in 2012. The futre, and very survival of our country, depends on it.
There is as much opposition to Obama in the U.S. as there is opposition to Mabarak in Egypt. Mr. Obama, Biden, and the entire Obamist government should resign TODAY and turn the government back to the people of the U.S. Dictatorships are unacceptable either in the U.S. or Egypt.
A SPECIAL MESSAGE TO YOU AND ALL OF YOU WING NUTS! THE LAST ADMINISTRATION LEADERSHIP UNDER BUSH WAS JUST AS BAD THAN MUBARUK. HOPEFULLY BUSH AND HIS PARTNER CHENEY GOES TO JAIL.
Hey Briston Palin wants to run for office ask her to speak. She'll tell you not to have children before marriage like she did. You know...do what I tell you, not what I do.
NJfinest2009
I am starting to wonder if cpac will have any members after this event?????????????? Nothing against the gay people but aren't the repulicans against the gay people? That is a serious question can somebody answer that for me? Please??
"What's made the coalition of conservatives successful is not that everybody shares every view identically but they respect one another's views and do not work at cross-purposes."
Note that if you do not qualify as a "conservative" they do NOT respect yoru views and will knee-jerk work at cross-purposes no matter what you say or do...even if you, for example, propose a health care reform bill that mirrors what conservatives previously proposed about a decade ago and one of them even helped institute in one fo the states.
"There is as much opposition to Obama in the U.S. as there is opposition to Mabarak in Egypt. "
LOL. Yes, I'm sure if we did an "average poll" for Mubarak's approval, it would show that he's about 6 points in the positive for approval just like Obama (even when including Rasmussen and Zogby, which have been consistently presenting outliers in favor of disapproval).
JenniferinVegas
Hey GOP....Please, go ahead and continue on this current path. All you're doing is further fracturing an already weak party. Perhaps that will allow us to actually move forward and get things done for the good of the country. We'll be doing that while you are all sitting in a circle pointing fingers at one another.
Discrimination is a ConservaFascists principal. Of course they're not going to attend a conference with Log Cabinners.
S.B. Stein E.B. NJ
It does seem to be a problem for many in the GOP. Where should you align yourself when there are social conservatives who want you to die and the fiscal conservatives that agree with you? I say that you do what you can and join the Libertarians which might be a better fit.
It's not converservative or anything else to send billions of taxpayer dollars to war and to Presidents of Iraq, Afghan, Egypt and others and refuse Americans unemployment benefits, mothers food for their babies, healthcare, etc. it's UNAMERICAN.
EricLr
"You know sometimes it's better to take a principled stand on conservative corporate principles"
I think he meant to say "core principles" but the slip-up is actually more accurate.
Rosslaw
Has anyone noticed how people who obsess over sexual orientation, you know, like Republican politicians, seem inevitably to be dragged kicking and screaming like little girls out of the closet. The Dems Barney Frank must be patting himself on the back for having the good common sense to just be himself. On the plus side for the Repubs, at least the Craigslist-wise former Congressman Lee of N. Y. seemed to be trying to hit on women, albeit more than a little creepily. In any case, I'm still not going to leave one alone in a room with small children, just to be on the safe side.
anagram_kid
Root and stem,
If we were living in a dictatorship do you think you would be allowed to post your rants in a public forum? Do yourself a favor and read up on what life is like under an actual dictator.


Hi, using the pt104 with seven channels (2 units).
The pico recorder software "sees" the pico units as it gives a calibration date and some number after it when I hit "status".
I can not get temp readings after renaming the channels: "******* deg C"
Using the 4 wire option, I buzzed out the wires and the resistor. I simplified it down to one temp unit. Can't get it to read. Any help?
Oh, I've tried two versions of the SW.
Is there a "go" button I'm an missing or something?
To elaborate further: If I disconnect the units or the cables it give the error: can't open com port. That coupled with the status functionality makes me think I am actually seeing the pt104s.
Anonymous wrote: To elaborate further: If I disconnect the units or the cables it give the error: can't open com port. That coupled with the status functionality makes me think I am actually seeing the pt104s.


Funding for Make YOUR Space @ Oradell Free Public Library was provided through the proceeds from the Oradell Free Public Library's "School of Fish" Fundraising Event in October 2014. This special event raised $20,000 for Junior Room technology and special resource acquisitions. The Junior Room received additional grants to fund Make YOUR Space resources and programming from the Oradell Free Public Library Foundation and the Friends of the Oradell Public Library.
For more information on how to support the library, please visit us here.


text:
2+2 = Whatever We're Told It Is
Why the avoidance of thinking invariably makes us foolish
Image credit: Crowdfunder.uk
The human brain has evolved to prefer simple over complex for the very good reason that attempting to grapple with complexity burns up a lot of calories in the brain. For nearly all of our evolutionary history calories were scarce and uncertain, and so thinking as little as possible was a highly adaptive strategy.
Unfortunately the world really is a complex place and our clever technologies have made it infinitely more so. As a result, we continue to gravitate towards simple-minded ideas but now very often cause ourselves a great deal of unpleasantness by mistake.
This is, by the way, one of the many reasons for the complete failure of representative democracy. It's why we have succumbed to the tsunami of mindless populism that has swept the globe since 2015. It's why we have Brexit, Trump, Modi, Bolsonaro, Orban, Erdogan, and all the other blustering prancing imbeciles who are tearing our civilization to shreds: we voted for them because they offered us easy-to-understand lies in place of difficult-to-understand reality.
Today we're seeing up-close and personal another example of the human brain's incapacity to perform rudimentary reasoning tasks. SARS-COV-2 may be a trivial health problem (for justification of this statement, see the data at end of this article) but we successfully amplified it into a global catastrophe, creating the worst economic collapse since the Great Depression. We've thrown 1.5 billion people out of work, caused at least 25 million to starve to death (but don't worry — they have dark skins and our media won't talk about their plight because it's off-message), and we've put more than 300 million at risk of later death due to cessation of vital vaccination programs, collapse of food aid, and other deeply harmful and entirely unnecessary events.
All to "save" a much smaller number of lives. Which is akin to slicing off our legs in order to prevent an ingrowing toenail.
Fortunately for those who find a macabre pleasure in gazing at the unchecked folly of our species, there's every sign we will continue to fail miserably at rudimentary thinking. My current favorite example is as follows:
We are told that infection rates must be kept low, even though there's now a great deal of data showing that infection and mortality rates largely decouple after the initial "spike." Although 99.5% of people who become infected with covid-19 experience either no symptoms at all or merely very mild symptoms which cause no distress, and although very few people will die as a result of contracting covid-19, we're continually treated to reportage that conflates infection with death. Furthermore we're informed that "just because a person has antibodies to the virus doesn't mean they are immune or will remain immune." Thus we must expect to maintain social distancing, pointless hygiene theater, etc. in order to avoid infecting others.
So much for this set of information.
At the very same time, we're told that a miracle cure may become available as promising vaccines pass through the initial stages of the clinical trials process. So if an effective vaccine is made, we're all going to be safe (even though at least 99.5% of us are already perfectly safe…).
Now I would hope that even a small child would see the problem here, but apparently we have a shortage of perceptive small children in our media-sensation-addicted world. Let us therefore spell out the obvious contradiction in these two postures.
Why are we social distancing, wearing masks, frantically sanitizing everything we see? Because we're informed that infection = death. Recovering from infection (normally a sign that a person is now immune, and thus actively preventing the spread of the virus) is not, we are told, absolutely not, a sign that anyone is safe.
If antibodies don't confer meaningful resistance to SARS-COV-2, however, then how will a vaccine help? Because vaccines work by triggering the immune system to create antibodies.
So either (a) having antibodies is not an indicator of immunity, or (b) having antibodies will provide immunity.
In other words, we're being told two totally contradictory things.
Of course we all want to believe in magic, because the fundamental basis of magic is the idea that wishful thinking can sweep away the complexities and constraints of reality. That's why people worship invisible magical creatures, mutter incantations and supplications, believe in New Age crystals and cleansing footbaths, and all manner of other nonsense.
But ultimately we have to live in the real world, and ultimately this means that two mutually contradictory and mutually exclusive ideas can't both be true.
In turn, that means much current policy must be wrong. Either (a) we shouldn't be social distancing etc. at all because the faster we spread the (almost always totally harmless) infection the faster the virus will die out and vanish due to lack of new hosts, or (b) we shouldn't be spending billions on a race to develop vaccines, because antibodies won't confer immunity.
Either way, official policy is a catastrophic mess and our belief systems are equally incoherent.
Unfortunately the human brain is not equipped to perform syllogistic reasoning and so this mathematically obvious argument will be beyond the grasp of a great many people, who will continue to absorb whatever they're told by the mass media. And so we will continue to believe that 2+2 is whatever we're told it is.
Which means, regardless of the outcome of this particular pandemic, we will be back here once again far sooner than most people imagine.
Statistics regarding the real danger of SARS-COV-2
Anecdote (which the media adores for its "human interest" angle) is meaningless. In a world of 7.4 billion people we can find anecdotes to "prove" anything at all. Which is why we must look at real-world data instead to see real patterns of real risk.
To date in even the worst-hit nations (which ironically does not include Sweden and the Netherlands, which never practiced lockdowns nor closed their borders) the mortality rate remains firmly under one-tenth of one percent of the population. Smallpox, meanwhile, kills around 34% of the population (which is why we're so terribly clever for having shut down the world and thus stopped 140 million children from receiving this important vaccination, among other equally vital treatments). The Black Death killed over 34% of the population. The Spanish Flu of 1918 killed around 7% of the population. Today indoor pollution is estimated to kill more than 10,000,000 people per year and outdoor pollution kills another 4,200,000.
So a virus that kills less than 0.1% of the population and leaves at least 90% totally asymptomatic is not, despite all the media hysteria to the contrary, an existential threat. Not even close.
Furthermore, we see from the data that deaths per 1,000 cases has plummeted since the early months of the pandemic. This is because doctors (for the most part) are no longer rushing to thrust hapless patients into induced coma in order to intubate them instead of simply giving them nasal O2 supplementation. It's now estimated that the practice of putting patients into induced coma killed up to 70% of all hospital cases. So the idea that we had to "flatten the curve" in order to avoid running out of beds with ventilators was terribly misguided. A great many patients seem to have been saved by the absence of available ventilators rather than harmed by this shortage.
Sure, it's easy in a world with 7.4 billion people to drum up impressive-sounding numbers (OMG! 600,000 people have died worldwide in the last 8 months!), but let's remember: obesity kills more than 3,000,000 per year, every year. Smoking kills nearly 8,000,000 a year, every year. And every month around 6,000,000 people die in the normal course of events.
Which means the current mortality number for SARS-COV-2 over the last 8 months is 1.25% of all deaths, which as any statistician will tell us is a rounding error. Furthermore, as testing regimes improve, it's turning out that around 90% of cases are totally asymptomatic.
Which means, as some of us have been pointing out since the start, SARS-COV-2 was never a reason to shut down the world and throw 1.5 billion people into abject financial insecurity, from which half will never recover and from which tens of millions will die in the months and years ahead. Even the WHO has pointed out repeatedly that we've killed many, many more than even the most optimistic projections of lives "saved." All actions have costs, and when the costs dramatically outweigh even the most optimistic notion of benefits, it's clear we've done something amazingly stupid. Again.
All because we can't do simple thinking.
Sophie's World: The Wonder and Glory of Philosophy
Steven Gambardella in The Sophist
How Helpful Are Thought Experiments?
Lizzie Bestow in A Philosopher's Stone
The Ethics of Artificial Intelligence
Ryan Hubbard, PhD in A Philosopher's Stone
Why Existentialism is the Only Philosophy That Makes Any Sense
Owen Lloyd in A Philosopher's Stone
Putting Philosophy to Work
Steven Gambardella
Society is built on abstraction
David Thurman in Inspire & Improve
5 Philosophy Quotes to Make You Think
Amor fati — "love of fate", was coined by Nietzsche.


It would have been a scene out of a Mack Sennett Keystone Kop Komedy if it hadn't had its tragic overtones.
It was of course, the Great Aberdeen Street Shootout, and before it was over Raymond Maxwell Bradley faced 12 charges in court ranging from attempted murder (of two police constables- Roy Funk and Clayton Stobbs) to three charges of stealing police revolvers- from policemen.
One thing the Great Aberdeen Street Shootout did prove was the need for police training in at least two fields – (1) procedure to follow in hostage situations, and (2) SWAT team operations.
It all began when police responded to a call at the Savings Centre Grocery, 391 Aberdeen Street, to investigate a break and enter in the early hours of the morning on July 26, 1969.
Constable Flinn was the first officer to arrive on the scene. He was confronted by Raymond Bradley and Victor Roeder, a local resident, who were armed with a shotgun and .22 rifle. Flinn was forced to surrender his handgun and was taken hostage by the two gunmen. As back-up police officers arrived on the scene they too surrendered their guns and became hostages.
It has to be appreciated this took place prior to any training being implemented in hostage-taking incidents and before the establishment of specially-trained tactical teams. Five police officers were taken hostage as well as six civilians, who inadvertently walked into the situation. Two teenagers, Grant Fox, 17, and Pat Henry, 18, were driving down the street when they saw the police cars. Realizing there was trouble the driver slammed on the brakes but before he could put it in reverse they were confronted by a man with a gun who demanded they get out of the car. The other civilians became involved in a similar manner and were ordered from their cars by a man with a shotgun and pistol. They were told by the gunmen they would not be hurt, that they just wanted to shoot some policemen and get even with the police for kicking them around. During this little chit chat, a gun was pointed at Grant Fox's abdomen and another at his head and they demanded a cigarette.
A moment later, Bradley, in possession of Cst. Stobbs' handgun, placed the barrel against Stobbs'stomach and pulled the trigger, which fell on an empty chamber. Cursing the gun for misfiring, he aimed at a police car and fired a shot through the window, swung around and aimed at Cst. Funk, who was lying on the sidewalk with his head resting against the building, holding the bullet wound in his neck. Bradley fired a shot. The bullet smashed the wrist watch of Cst. Funk's left wrist, traveled through the wrist, shattering the bone and penetrated the plate glass window behind his head.
Chief Drader, who lived within a half block of the scene was aroused by a phone call. On arrival at the scene, he attempted to secure the release of other hostages by offering to be a hostage for their escape. (Editor's note: Modern procedure would not allow this. You never give up your weapon nor do you exchange one hostage for another). His offer was refused and he joined the others at gunpoint. He tried to convince Bradley and Roeder to release Cst. Funk to paramedics as he was in excruciating pain. His plea was to no avail.
At about this moment, Sgt. McLeod arrived on the scene, parked his car at the intersection and commenced moving towards the large group when on an order from Bradley, Roeder started running toward McLeod, firing with two handguns. As he ran across the intersection, Sgt. McLeod returned the fire. At this time, Cst. Onslow arrived, followed by Sgt. Brink. Roeder stopped behind a small tree and was attempting to take careful aim at Sgt. McLeod. Cst. Onslow, in possession of a shotgun, fired twice at Roeder, one shot hitting him in the upper chest, killing him instantly. An autopsy later proved that Sgt. McLeod's Bullets had struck Roeder three times. One grazed his head, one hit him in the upper thigh and one struck a finger on the right hand.
Bradley, who was holding the hostages at gunpoint, told them if his buddy got killed they were all dead. However, after he realized Roeder was probably dead, he released the civilian hostages, telling them to "get the hell out". He held the police officers, threatening to kill them and Cst. Funk, who was still lying wounded on the sidewalk.
Chief Drader managed to talk Bradley into releasing the other hostages in exchange for himself as hostage and driver of a getaway car.
Leaving the scene in a police car, Chief Drader accompanied Bradley to the flats area where they picked up Bradley's wife, Janet and his father-in-law.
After a period of about twenty minutes the four drove back to the scene, Bradley wanting to learn about Roeder's welfare. At the scene the Chief managed to escape, using the father-in law as a ruse. They both ran, leaving Bradley abandoned in the police car with his wife.
Chief Drader had taken the keys from the car when he made his dash to escape. Bradley, finding himself surrounded by police with no avenue of escape, surrendered when promised he would be protected from harm while in custody.
The original charges were withdrawn and on February 9, 1970, Bradley entered guilty pleas to Robbery with Violence and Cause Bodily Harm with Intent to Wound. He was sentenced to 4 ½ years, concurrent on each charge. He was paroled August 6, 1971. Seventeen years later there is no record of him appearing before the courts again.


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Mercy Medical Center has been recognized by a multidisciplinary national accrediting organization for the caliber of the noninvasive testing it provides for the early detection and diagnosis of vascular disease that can lead to heart attack and stroke.
Mercy is certified by the Intersocietal Commission for the Accreditation of Vascular Laboratories (ICAVL) for its services in Peripheral Arterial Testing, Peripheral Venous Testing and Extracranial Cerebrovascular Testing.
The designation makes Mercy's program one of a select number of vascular laboratories in the United States, Canada and Puerto Rico that meet or exceed the Commission's extensive standards that define the requirements for providing high quality care.
The ICAVL is dedicated to promoting high quality noninvasive vascular diagnostic testing in the delivery of health care by providing a peer review process of laboratory accreditation. It was established nearly two decades ago with the support of eleven medical societies including physicians, technologists, and sonographers that represent specialties including cardiology, neurology, radiology, vascular medicine, vascular surgery, neurosurgery, internal medicine and biology.
For more information, please call 516 705-1618.


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Illegal Immigrants: Amazingly, Conservatives Don't Want These People In America
A story that is becoming increasingly passe just over our southern border:
"Women, Children Raped In County's 'Most Dangerous Area'"
SAN DIEGO — Authorities said a desolate corner of San Diego County may be its most violent area. It is so dangerous 10News crews had to put on bulletproof vests before entering the area near Boulevard.
"The violence in this area is so bad that a 12-year-old was raped to death," said Estela De Los Rios of the Center for Social Advocacy.
In the area, authorities said there are pieces of evidence left behind that serve as a grim reminder of the violence happening near the U.S.-Mexico border.
"They're ruthless; they'll come over here, they'll pick one out that they want, they drag her off onto the rocks, they'll rape her and they just leave them here," said Carl Braun, founder of the Border Patrol Auxiliary, a group that assists U.S. Border Patrol agents.
The rapes are committed by the people the victims trust, authorities said. The women and their families give their life savings to human smugglers, only to be hurt by them.
"What they'll do is they'll get them in sight of the border or right across the border and then they'll demand a form of payment that wasn't agreed to on the front end. They will take them off and then rape them," said Braun.
After raping the women, authorities said the smugglers hang their underwear on the trees as trophies to mark their brutal conquests.
Braun said he has witnessed a woman being raped but could not help because it happened on the south side of the border.
"In the morning, we found her undergarments hanging from that stick that's sticking up by the fence there," said Braun.
Braun said the violence has now crossed the border into San Diego County.
Here are my thoughts about this: build a wall. Build it tall and strong. And patrol our side of it. Keep these people the hell out of our country.
And in so doing prevent helpless women and children from trusting these human-suit-wearing-cockroaches to illegally bring them here in the first place.
La Raza-types would argue that my opposing illegal immigration qualifies me as a racist, to which I shout, "What a racist thing of you to say!" They don't bother to make a distinction between legal and illegal immigration. If I oppose illegal immigration I'm a racist. But they're the racists. And why should anyone care what they say?
La Raza may not give a damn about these Mexican women and young girls being raped by Coyotes within sight of the U.S. border, but I sure do.
Conservatives are all in favor of immigration – from ALL over the world, and not just from Mexico or Latin America – as long as it is a) legal and b) benefits the United States. Now, very little of either occurs.
Allow me to elaborate on how we severed the improvement of the United States from our immigration policy to show how we got to this point.
This country used to have the best interest of the nation and its own people as a core value. But in 1965, championed by Democrat President Lyndon Johnson and Senator Ted Kennedy, that changed with the passage of the Hart-Celler Act. Democrats assured the country that our borders would never be flooded with waves of immigrants.
The Hart-Celler Act repealed our previous immigration laws – which Democrats attacked as favoring Europeans and immigrants with job skills – and replaced our previous sane policy with one of chain immigration. Instead of bringing in people with the job skills this country needed, the agenda became bringing in relatives of immigrants [Source: Mark Levin, Liberty And Tyranny, pp 150-151, and his citation from the Center for Immigration Studies, Sept. 1995].
We have continued to see wave after wave of unskilled immigrants flow into our country, along with their unskilled relatives, ever since. We have attracted them with all the welfare benefits that a Great Society could provide. And we have encouraged illegal immigration by these means, and by refusing to deal with the crisis our own elected representatives have foisted upon us.
Republican Representative William Miller understood the ramifications quite well. He said, "We estimate that if the President gets his way, and the current immigration laws are repealed, the number of immigrants next year will increase threefold and in subsequent years will increase even more."
He was right. The Democrats were terribly wrong – other than the fact that they have – at the expense of the nation and the American people – successfully created a new pro-Democrat special interest/constituency group.
We need to end the process by which unskilled Latin American immigrants flood into this country either illegally or legally, and return to the system – based on fair international quotas and job skills – in which the most qualified people from all over the world come here to start new lives as Americans. We need to encourage immigrants who will leave their cultures behind and embrace American values, rather than our current system which encourages our immigrants to march against the clear national interests of the American people on a communist holiday (May Day) carrying a Mexican flag rather than the American flag – or even worse:
For what it's worth, I'm not opposed to qualified, skilled immigrants legally coming here from Mexico or the Latin American hemisphere. Quite the contrary. I would gladly welcome such new Americans to this country. But you can count on me being much less gracious and welcoming to people who come and demand welfare benefits while flying a foreign flag.
Tags: Border Patrol, chain immigration, children, Coyotes, Great Society, Hart-Celler Act, illegal immigration, immigration, immigration policy, La Raza, May Day, Mexican flag, Mexico, raped, U.S.-Mexico border, wall, women
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If 9CA refuses to abide by the rulings of SCOTUS then it is time to send in the US Marshals and arrest every judge that went against SCOTUS rulings and charge them with failure to uphold their oath of office and treason as well at least in my book!. Some courts are even now giving SCOTUS the middle bird finger and daring them to do something about it..
There is already a crime category that covers that. It's called "Contempt of Court". IIRC it has actually been used on judges that ignored rulings of superior courts before.
It certainly won't hurt to have this hit the courts again. The left is going to be throwing the courts so many softballs on the 2A in the near future it is going to be good to have all that precedent. We are going to get tired of all that winning.
And what part of this is specifically a clear violation of Heller or Heller III?
Read the bill not some nonsense from TTAG which gets these wrong 90% of the time.


"Q4U was born the winter of 1980-1981 in Reykjavik, inspired by the British punk movement. By early 1982 they self-released a full length cassette, Skaf I Dag and appeared in the documentary Rokk I Reykjavik, which showcased the Icelandic punk scene. This version of the band ended and only two members continued on. In the summer of 1982 their drummer was replaced by a Roland TR-808 drum machine they named "Elisabet II", signaling a change in the groups sound toward synthesizer-driven post punk. In August 1983 they recorded a final set of demos and then called it quits. This compilation collects 16 songs from 1980-1983. SIde A features the original six songs from the Q1 EP, plus two songs from the Rokk i Reykjavik soundtrack. Side B collects four demos from 1982 and four demos from 1983, all presented on vinyl for the first time ever. Q4U began with a stylish, aggressive punk image before experimenting with drum machines and synthesizers, which almost nobody did in Reykjavik at the time. The later sound had gothic leanings,often compared with Siouxsie and the Banshees and Xmal Deutschland. Their body of work is united by the powerful vocals of Ell, who mostly sings in Icelandic about controversial, political experiences, much like Ari Up of The Slits. Each LP includes a double sized fold-out poster with lyrics, photos and drawings by the band plus a Q4U sticker!" -Dark Entries.
"A document of a quartet session by Toshiji Mikawa(Incapacitants, hijokaidan), Hideaki Shimada(Agencement), Nobuo Yamada(Artbreakhotel), and Katsuyoshi Kou(Soundings), recorded at Hatchobori Nana Hari on April 28, 2012. At the time Hideaki Shimada (Agencement) had just started drawing again, and it was advertised that the session would be recorded and released as an LP using Shimadas artwork. Four twenty minute takes were recorded, and the LP includes two of these takes. The project title, Quasispecies Four, was inspired by the image of an indeterminate and neurotic noise performance. Limited edition of 250.
Comes with an obi with attached string that encircles the whole jacket. On the rear is an insert with photographs from the performance." - Art Into Life.
Edition of 200 packaged in a manilla envelope with insert. "When we powered up the machine, there was a light which glowed from a central location like a third eye. It would pulsate as the sound emanated from the speaker in the unit. Somehow it was very warm, comforting and hypnotic. We later found out that this light acted as a crude VU meter pulsating more brightly during peak output. This is when we first heard "The Quatrillion Revelations" in all its mono glory. What could this "music" be? It was peaceful and yet menacing. Was it a soundtrack? Was it composed by some Northeast Ohio Christian death cult? It was impossible to know. There was no information except for the title on the back of the tape box. It seemed to be composed of analog synthesizer, guitar, tape delay and god knows what else. When it was recorded is impossible know." - Loki.
"Philipp Quehenbergers music has existed as a consistent strain amongst the Austrian underground for the last 15 years. His output is a cracking combination of dancefloor zeal and deep disco disorientation. A perpetually rotating sphere which blends genres while bending the body and mind. Quehenbergers sweaty cerebrum is significantly showcased on his second full-length for Editions Mego. Content ventures deeper into Quehenbergers world of electro noir, ketamine cool and sordid soul. "Fucked" is a monumental drive through a gloriously queasy and sleazy terrain which leads into the rolling rhythms of the killer Uff Uff 12" (DEMEGO 020EP). Here, an oozing psychedelic tapestry folds amongst muffled voices, resulting in a striking, propulsive chant. "Startled" further charts the depths of dance and disorientation as striding rhythms coalesce amongst gloriously diminishing synths. "Extended" bounces around an ecstatic carnival atmosphere where an abject ringleader swerves amongst swirling organs and a thick organic beat. "Content" is brimming with hard, driving dance music -- a bass line degenerate hurtling out of the speakers as the ultimate mood enhancer. Equal parts quarantine and club, Content is one of Quehenbergers finest works to date. Mastered at Dubplates & Mastering. Cover drawing by Marta Mikulec." - Editions Mego.
Limited edition of 250 copies with spray-glued jackets. "Fucked up, vaped-out, borderline demonic cassette confessionals arranged and performed by head All Gone-er Chris Durham (Roachclip, The Bibs). Another clue of recorded output from Detroits greatest oddball, basement-dwelling, idiot-prog outfit QUILT BOY -- a one-man band coming off like Robert Wyatts Matching Mole, "Man Who Sold The World"-era Bowie bent by early Trux slop and slackerisms.
After a string of self-releases (one of which was fittingly described by Volcanic Tongue as "lonely power tape crying of a Sentridoh crossed with what could almost have been a demo tape that fell into a vat of oil outback of the Takoma HQ circa 1968"), this killer five-song EP "I Am Somebody" -- QBs first for Sophomore Lounge -- is also his long-awaited vinyl debut." - Sophomore Lounge.