text:
Barriers to participation: challenges faced by members of underrepresented racial and ethnic groups in entering, remaining, and advancing in the ADR field.
INTRODUCTIONSince the 1970s, the alternative dispute resolution ("ADR") field has gained visibility and acceptance. (1) As the field has evolved, ADR scholars and practitioners, slowly but increasingly, have started to pay attention to the racial and ethnic mix of the practi
tioners in the field. (2) Like many other fields, the availability and presence of a diverse workforce makes good business sense. In fact, diversity has become one of the cornerstones of good business practice. (3)
For ADR, addressing the representativeness of its practitioners is particularly crucial for a number of reasons. (4) First, ADR as a field champions inclusion? Second, like in many other fields where clients need to trust practitioners, there is growing recognition among ADR practitioners that the pool of individuals providing services should, as much as possible, reflect the demographics of the population they serve. (6) Third, it is important that parties feel that they can trust the neutral third party conducting their ADR process, especially since many ADR processes bring participants together behind closed doors and the discussions involve matters of crucial importance to the livelihood or identity of the parties involved. (7) Fourth, the ADR field is highly unregulated with no universal standards of practice. (8)
Given the importance of the many factors that challenge ADR, there is a heightened obligation to ensure that parties feel comfortable with the professionals administering and conducting the process. Studies show that individuals involved in dispute resolution processes feel more comfortable when they share some aspect of their identity with those guiding the process. (9) Increasingly, dispute resolution professionals have begun emphasizing the importance of addressing identity-based concerns by writing about their own experiences. (10) The present reality is that the dispute resolution field does not include sufficient representation of practitioners from all racial and ethnic groups. (11)
This Essay focuses on the exploratory research we conducted on barriers to participation in ADR experienced by members of underrepresented racial and ethnic groups. Those who served as the subjects of this research are involved in ADR in and around New York City, an urban area with a very diverse population. (12) Part I discusses the methodology used to collect data. Part II examines the myriad challenges faced in conducting the research. Part III presents the study's preliminary findings. Part IV delineates some of the remedies identified by our research participants. Part V suggests questions for future research. Finally, Part VI considers the significance of the study's findings.
Overall, there has been a dearth of research regarding the barriers that prevent greater participation of underrepresented racial and ethnic groups in the ADR field. (13) This lack of research may be attributed to the newness of the field and to the fact that researchers have not yet empirically addressed the issue of under-representation. (14) An equally compelling explanation is that there is something inherent in the makeup of the dispute resolution field that makes it difficult to conduct the necessary research. (15)
The Barriers Research Study, conducted in New York City, examined factors affecting participation, or lack thereof, by underrepresented racial and ethnic groups in the "supply" side of the dispute resolution field, which includes practitioners, educators, administrators, and trainers. (16) The study used an exploratory, inductive, and qualitative approach. (17) The researchers gathered ten groups of three to seven individuals for meetings at John Jay College of Criminal Justice of the City University of New York. These two to three hour sessions took place over the course of one year from June 2005 to June 2006. In December 2006, all research participants convened for a final gathering. (18) In total, the researchers interviewed fifty people who have been involved in dispute resolution work as educators, mediators, arbitrators, facilitators, trainers, ombuds persons, and administrators. The research participants were chosen based on information about their status as members of underrepresented groups. (19)
The researchers used open-ended questioning and follow-up discussions in order to explore and further develop hypotheses about barriers to supply-side participation. (20) The researchers recorded the meetings and transcribed the audio tapes. The research team analyzed the transcripts to identify themes in the comments that addressed or refined the team's hypotheses, or suggested alternative hypotheses. (21) The researchers who guided small group meetings also elicited participants' views on how and to what extent barriers to participation could be reduced.
Lastly, at the end of all of the small group sessions, the researchers invited all of the participants to a large group gathering where the research team shared its preliminary findings. There, participants had an opportunity to provide the researchers with additional insights and to network with other participants. (22)
The research team framed its study as an inquiry into the validity of the following three hypotheses. First, underrepresented racial and ethnic groups still face discrimination and injustices that are perceived as requiring more aggressive, adversarial methods of addressing concerns. The result of this discrimination and injustice is that individuals from underrepresented racial and ethnic groups with a public interest orientation are less likely to find dispute resolution work meaningful and justifiable. (23) Second, underrepresented racial and ethnic groups still face an unequal economic playing field, and therefore cannot afford to devote substantial time to pro bono, volunteer, or low-paying work that is typical for the dispute resolution field. As a result, the participation of under represented groups in the ADR field is compromised. (24) Third, because of different social or cultural traditions and orientations, core assumptions about human behavior that permeate work in mainstream North American conflict resolution processes do not resonate with underrepresented racial and ethnic groups. (25) For example, there may be differences in views about the relative importance of characteristics such as rationality versus emotion and expressiveness, autonomy versus belonging and community, linear versus cyclical development, structure versus flow, and the material versus the spiritual. (26) As a result of these differences, ADR practitioners from underrepresented groups are pressured to utilize processes based on mainstream premises, which may be substantially different than those processes these practitioners would otherwise employ. This dissonance between the values or cultural orientation of underrepresented racial and ethnic groups and the mainstream discourage their participation. (27)
In addition to the aforementioned hypotheses, the research team discussed with the participants a wide range of topics, including how dispute resolution was managed in their countries of origin, what they focused on while conducting training programs, and how they used their skills in other settings. While this Essay will not analyze the project's findings in depth, the validity of the second and third hypotheses were confirmed by the data. The first hypothesis was not central to the work of the research participants involved in the project. Thus, their comments related to this hypothesis tended neither to confirm nor negate its validity.
Many of the challenges experienced while conducting the study are similar to those experienced by other researchers conducting qualitative analysis in a wide range of contexts. Among the myriad challenges were creation of research instruments, access to subjects, representativeness of subjects, determination of sample size, coding of data, validity and reliability of data, accuracy of transcripts, and managing biases. Additionally, for small, local research efforts such as this study, there are always concerns about "generalizability" of the data. In our study, the research participants were drawn from a large urban area, and may not have been a truly representative sample of ADR practitioners generally. (28) In short, researchers must be cautious when presenting the findings of qualitative research and should carefully avoid any overly broad, sweeping statements when drawing research-based conclusions.
Central to the success of this research project was the ability of a six-member, ethnically and racially diverse research team to manage a wide range of challenges presented by the composition of the team and the complexity of the study. The researchers learned how to work together as a diverse team--to employ appropriate language; to bring together diverse groups of research subjects; to have frank, open discussions about the most sensitive topics involving race, ethnicity, and other potential barriers; and to keep reminding themselves and others that this was primarily a research project rather than an action-oriented social change effort. (29)
A. Broad Challenges Inherent in ADR Research
The nature of the ADR field presents a wide range of challenges to researchers. (30) For a variety of reasons, there is no way to readily and easily access research subjects in the dispute resolution field. Partially, this problem stems from the newness of the field and the incompleteness of efforts to develop academic infrastructure for knowledge acquisition and sharing. It can also be attributed to the inaccessibility of scholars, experts, and future practitioners. Other challenges resulted from the nature of the field that has emerged through private and informal processes often provided by volunteers in small, low budget programs. Unsurprisingly, several broad challenges inherent in the ADR field affected the Barriers Research Study.
1. No Academic Home
Most professions have academic homes in the institutions where future practitioners prepare for work in their field. (31) In contrast, the ADR field, for the most part, does not have a high profile academic home in institutions of higher education. (32) While many academic institutions offer a wide variety of ADR courses and have established numerous academic programs in ADR, (33) there is no identifiable "college" of dispute resolution related to any academic institution. (34)
2. No Universally Acknowledged Knowledge Base
No universal professional organizations, regulating bodies, or educational entities exist to delineate the requisite core knowledge and skills necessary to be considered an ADR practitioner. (35) Without universal standards, identifying who can or should be considered an ADR practitioner remains difficult. Many practitioners enter the field through unique and atypical career paths. (36) For example, in this study, participants included lawyers, therapists, educators, community organizers, youth workers, government officials, and program administrators. For ADR researchers, not having a uniform core body of knowledge makes it challenging to identify who should be included in a study like the one undertaken by the Barriers team.
3. Volunteerism as a Dominant Principle
Adding to the challenges facing ADR researchers is the domi nance of volunteerism and pro bono work as a way to enter the field. (37) This increases the difficulty of accessing practitioners in identifiable venues. Keeping track of volunteers who come and go can be daunting for small, local, low-budget programs. As a result, researchers may be unable to access a large number of subjects. Moreover, in the Barriers Research Study, the need to identify practitioners who were members of certain underrepresented groups exacerbated the challenge.
4. No Database or Clearinghouse
There is no readily accessible ADR database or clearinghouse--at any level or in any context--that provides accurate information about how many practitioners exist, how many cases they handle, and who exactly handles them. (38) Information about remuneration and case volume in the field is either vague or unavailable. For example, PayScale, Inc. maintains a global online compensation database, "[w]ith the world's largest database of individual employee
compensation profiles." (39) Nevertheless, it lumps mediators, arbitrators, and conciliators into one category. (40) Further, to make possible large-scale research relating to barriers to entry into the field, researchers must have access to numbers of practitioners, areas of practice, levels of compensation, and other verifiable and trustworthy data. (41)
Collectively, all these impediments to a clear understanding of who is an ADR practitioner and how one becomes an ADR practitioner make it difficult for researchers to identify subjects who can participate in a study on the barriers to participation facing ADR practitioners.
B. Specific Challenges to the Barriers Research Study
In addition to broad challenges presented by the very nature of the ADR field, the Barriers research team experienced a variety of challenges unique to its research project. The following challenges were the most prominent.
1. Creation of a Representative Research Team
At the outset of the project, the most immediate research challenge emerged around the creation of the research team. Related to this was a concern about determining specific groups to be studied. These concerns were interrelated since the composition of the research team needed to match that of the study groups, and the groups chosen needed to be reflective of the dominant underrepresented groupings, not only among minority populations in the New York City metropolitan area, but among practitioners in the ADR field. Assessing the landscape of underrepresented racial and ethnic groups in the New York City metropolitan area is very complicated because of the area's immense diversity. After much discussion, the co-principal investigators resolved the first challenge by selecting representatives from three underrepresented groups in the New York City metropolitan area to serve on the research team, namely African Americans, Latinos, and Asian Americans. It is important to note that in the New York City metropolitan area there is tremendous diversity within each of these groups. (42)
2. Selection of Research Participants
Once selected, the research team members engaged in an exhaustive process of examining both the diversity of the ADR field in the New York City metropolitan area and potential groups to study. They paid very careful attention to the wide array of underrepresented groups identified by a variety of characteristics, including race, ethnicity, gender, age, sexual orientation, and disability. The team made a key decision to focus this research project primarily on people of color--the group that has historically been the most underrepresented in many sectors of the United States job market. (43)
3. Language
At the outset, the research team discussed the language it would use to describe the individuals who participated in the project, recognizing early on that language is a sensitive and important subject in discussions related to people of color. (44) In fact, some of the research team's most profound and project-altering discussions centered on the use of the term "minority." At its first session, the team brainstormed by discussing all of the images the term brought to mind. Included in their list were: unimportant, underdog, insignificant, lesser, powerless, small, minor, different, and underage. (45) Overall, the images were not positive in tone.
The struggle with the language and its proper usage continued throughout the research project. At different points in time, the team used different terms, among them: minorities, underrepresented groups, people of color, racial and ethnic groups, and diversity. While at the outset the team decided to use "people of color" for the project, and used this phrase consistently and prominently, at the final large group session with the research participants some participants objected to the use of the phrase. Throughout the study, the research team emphasized the importance of using non-humiliating language. While the term "minority" embodies a "shortcut" to defining under-representation and is easily recognizable, it also carries humiliating connotations. Thus, the research team decided to use "underrepresented racial and ethnic groups" as the key descriptor of the research subjects.
4. Recruitment of Research Subjects
Although a stipend was an important incentive, it was not sufficient to attract some individuals to the interview group sessions, primarily because the timing of the interviews was not convenient for them. On the other hand, the team found that snowball sampiing techniques (46) did help in recruiting participants. Snowball sampling refers to a research method where the researchers identify research subjects representative of the population and then ask them to identify others who meet the criteria for inclusion. In particular, recruitment was easiest when there were preexisting relationships between research participants and the team members or between research participants and other prospective research participants.
5. Identification of Multiple Identities
Once the research team agreed to focus on people of color, it continued to face the challenge of identifying those with mixed backgrounds within the broad category of "people of color." For example, how would the team classify a Black Latino, Black Asian, or Latino Asian? The researchers relied on the research participants to describe their identity.
6. Adequate Representation Within Selected Groupings
The research team faced a major challenge in trying to identify sufficient participants from specific underrepresented racial and ethnic groups. For instance, Native Americans who are underrepresented in the general population and more specifically in the New York City metropolitan area, by extension were not identifiable as ADR practitioners for this study. (47)
7. Identifying of ADR Practitioners
Another major challenge arose when the research team attempted to classify what constitutes an ADR practitioner. The ADR umbrella is enormous, with countless practitioners doing ADR-related work, including facilitation, conciliation, mediation, arbitration, and a variety of related hybrid processes such as ombuds-work and med-arb. (48) The research team relied on a very broad definition of an ADR practitioner, so as to include all those who had been trained in any of the ADR processes. All who participated were knowledgeable about the distinctions among the processes. The group of research participants included educators, mediators, arbitrators, facilitators, trainers, ombudspersons, and administrators. On at least one occasion, individuals noted that, although they were trained in an ADR process and remained very interested in the field, they did not consider themselves ADR practitioners because they were not employed in an ADR-specific job.
8. Homogeneous or Heterogeneous Groups
The research team labored over how to compose small groups for the interview sessions. In particular, the key concern was whether the groups should be homogenous or heterogeneous. The question underlying this challenge was whether research participants would have different, and more revealing, conversations when situated among people from similar racial or ethnic backgrounds.
9. Protection of Research Lists
While protection of research participant lists is common to all research projects, once the Barriers Research Study gained visibility, there were many requests to gain access to the lists, since this was the first time such lists had been assembled in New York City. (49) For example, numerous ADR organizations in the New York City metropolitan area were interested in diversifying their rosters and saw the compilation of names as very attractive and useful. (50) The fundamentals of "human subjects research ethics" prohibit the release of identifying information without consent. (51) As a result, the research team felt a strong need to carefully safeguard the anonymity of research participants.
10. Requests to Address Identified Barriers
Interest in reducing and removing barriers was often apparent, and the research team had to remind the participants that this was not an "action project" designed to remedy barriers to participation. The nature of the group discussions, which identified and examined many frustrating barriers, often led participants into discussions about what could be done to remove these barriers. As a result, on many occasions the research team had to remind the research participants that the goal of the project was to conduct research on the barriers and collect data, leaving the question of remedies for those who could pursue a social action-oriented agenda.
11. Opportunity for All Research Subjects to Meet
Many of the research participants voiced an interest in meeting all of the other participants to form an alliance for action to remove or lower the barriers. For some, the interview group sessions were the first time they had an opportunity to be in a room with so many others with the same identity. Many participants mentioned that they were often "the only one in the room" from their own racial and ethnic group in ADR settings. In response, the research team decided to address the matter directly by adding a large group session at the conclusion of the research project and inviting all who participated in the small group interview sessions. This large group gathering provided an opportunity for research participants to meet the other participants and discuss matters of mutual interest. This gathering was organized with the full understanding that the participants would meet other participants and that all of them had received assurances of confidentiality. Even though some individuals outside the project had heard about the meeting and wanted to attend, the research team only permitted those who had participated in the research project to join the meeting. At the session, the participants were provided with an opportunity to introduce themselves, to hear a report on the preliminary findings, and to network informally. Additionally, to continue the networking, those who were interested signed up to meet again to discuss and brainstorm possible next steps.
C. Challenges: The Unique Nature of Conducting Qualitative Research on Racial and Ethnic Barriers
Challenges are common to all research projects. The research on barriers to participation of underrepresented racial and ethnic groups in the dispute resolution field faced many of the challenges experienced by other researchers who conduct emergent, exploratory, qualitative research projects. (52) Generally, in such projects, researchers have to be very cautious about making any generalizations until further work is undertaken. The challenges for the Barriers project were even more difficult because the research study sought to examine a field where the identification of, access to, and recruitment of research subjects remained a daunting and sensitive exercise.
Finally, the research team has found that there is a tremendous interest in better understanding barriers to participation. The team received requests to expand this project beyond the New York City metropolitan area. As a result of this research, the team found that there is a variety of topics that would benefit from further research, including what barrier-lowering initiatives have been attempted thus far and how well they have succeeded.
Mindful of the above caution about avoiding the temptation to draw generalizations from the Barriers research results, this Essay nevertheless presents--as an important and useful starting point for a more systematic discussion--a summary of the preliminary findings with regard to perceived barriers to participation of members of underrepresented racial and ethnic groups in the ADR field. As described above, the research team assembled a set of transcripts of small group meetings and then thematically analyzed those transcripts. (53) The analysis identified themes that emerged as patterns in the transcripts regarding the participants' perceptions of barriers to participation. (54) The themes fell into three general categories organized below in a form easily accessible to the reader along with a detailed discussion of the perceived barriers reported in each category.
It is important to note that the barriers listed below represent perceived barriers--conditions perceived by underrepresented racial and ethnic groups as real impediments to their participation in the field. These findings do not claim that the perceptions of the research participants are "proven" in some objective and measured sense. At the same time, these perceptions of barriers shared by many of the research participants indicate some likelihood that the listed barriers are real, and therefore, deserve further investigation to confirm their existence and severity.
The three general categories of perceived barriers are: (1) universal barriers that affect all persons interested in participation in the ADR field that are exacerbated for selected underrepresented racial and ethnic groups; (2) specific barriers that affect members of certain underrepresented racial and ethnic groups; and (3) constraints or barriers that particularly affect members of underrepresented racial and ethnic groups already participating in the ADR field. In all of these categories, the barriers identified include obstacles to entering, remaining in, and advancing in ADR. The overview below identifies specific perceived barriers for each general category.
A. Universal Barriers: Exacerbated for Selected Underrepresented Racial and Ethnic Groups
The study participants identified many barriers that affect all persons who seek to enter the ADR field, regardless of race or ethnicity. The study participants, however, perceived some of these barriers being higher and more daunting for people from underrepresented racial and ethnic groups. Therefore, the research team considered such barriers as barriers to participation within the meaning of this study, even though the research team recognized their effect on other social groups. Barriers in this category generally fall into one or more of the three groups listed below. (55)
1. Informational and Professional Barriers
Some perceived barriers stem from a lack of accessible information about the ADR field, or from professional influences prevalent in the field.
* No clear entry point. It is hard for would-be entrants to find the "door" that leads to a career in ADR. Those who want to enter the ADR field must be able to take an "entrepreneurial" perspective and approach, "marketing" themselves to different types of gatekeepers.
* No clear career path. Even if a would-be entrant can find an entry point into ADR, there is no clear path forward with recognized
educational or professional credentials to pursue--no "yellow brick road."
* Elusiveness of the ADR profession. It is not clear what constitutes an ADR occupation or position, given the many and varied forms of ADR.
* Raising the bar on credentials. With increased pressure for "quality assurance," the tendency to raise requirements for participation becomes a barrier that affects underrepresented ethnic and racial groups in particular, because this pressure eliminates interested ADR practitioners, raises training costs without increasing prospects of employment, and reduces openness to the field for underrepresented ethnic and racial groups.
* Ambiguity about what constitutes acceptable credentials. Apart from increasing credential requirements, there is no consensus about what credentials "count." Therefore, acquiring credentials does not necessarily improve chances for participation.
* Domination of the ADR field by the legal profession. Because of the previous two factors, ADR services are increasingly connected to courts, with lawyers dominating the field. (56) Since racial and ethnic groups are underrepresented in the legal profession, this affects participation in the increasingly lawyerdominated ADR field. (57)
2. Social and Institutional Barriers
Some perceived barriers result from particular social and institutional patterns that exist in the ADR field. Research participants indicated that the following prevalent arrangements posed barriers to their participation:
* Limited access and penetration of established networks. Although there are networks of ADR providers which have established identities and client bases, there is little access to these networks, especially for underrepresented racial and ethnic groups.
* Limited access to compensated rosters. The previous factor applies with equal or greater force to gaining positions on rosters for compensated work.
* Limited opportunity for repeat selection. Even when an individual gains access to networks and rosters and is selected for work, repeat selection does not necessarily follow, especially for underrepresented racial and ethnic groups.
* Lack of mentors. Entrants into the ADR field have difficulty finding mentors, whether from their own racial or ethnic groups or not. Since there are a very limited number of established "minority" ADR professionals, the difficulty in finding mentors with whom one shares an identity is greater for underrepresented racial and ethnic groups.
* Difficulty in finding role models. Unsurprisingly, the previous point applies with equal force with regard to finding role models, especially from one's own underrepresented group.
3. Economic Barriers
Some barriers exist because of the economic arrangements that prevail in the ADR field. Among the economic barriers identified in this research are:
* Limited amount of paid work because many systems depend on volunteerism, low-paid, or pro bono work. The ADR field, including mediation and arbitration, relies on high levels of volunteers or low-paid service by providers, which makes the opportunities for appropriately paid work very scarce. Because of economic factors, it is harder for underrepresented racial and ethnic groups to pursue such unpaid or low-paid opportunities if they do not lead to compensated work.
* Lack of information about compensated work. Even when opportunities for paid work exist, information about such opportunities is hard to find. In particular, it is difficult to find information on how much work exists, how one gets work, and the level of compensation for that work.
* Underdeveloped market. The overall market for ADR is small--smaller than many of its advocates have envisioned and claimed. Consequently, there is less "pie" to divide, and the division usually disfavors people from underrepresented racial and ethnic groups.
* Lack of public knowledge about ADR. Along the lines of the previous point, promotion of ADR has not penetrated the public. Therefore, marketing to clients cannot rely on general knowledge of the provided ADR services.
B. Specific Barriers Perceived by Selected Racial and Ethnic Groups
The study's participants perceived some barriers as specifically affecting underrepresented racial and ethnic group members who seek involvement in the ADR field. Barriers in this category fall under one or more of the three types listed below. (58)
1. Informational and Professional Barriers
Some barriers stem from a lack of accessible information about the ADR field among people in underrepresented racial and ethnic groups or from professional influences that operate in the field to their disadvantage.
* ADR is perceived as a "gated" community. The field seems closed to outsiders since many ADR activities occur behind closed doors, and it is hard to see what is going on inside. Because of the barriers related to career paths and access to information about the field, the walls around the field seem impenetrable for all, and especially for young individuals in underrepresented racial and ethnic groups who might be interested in pursuing a career in the field. This barrier seemed to capture the essence of many of the other perceived barriers.
* Limited likelihood of being chosen for ADR work. "Gatekeepers" who select mediators or arbitrators usually do not belong to underrepresented racial and ethnic groups and tend not to know many "minority" ADR providers. Therefore, they are unlikely to choose individuals from underrepresented racial and ethnic groups for the work they control. The perception is that the classic "old boys' club" operates in the ADR field and limits opportunities for "minority" participation.
* Not enough ADR work, and unequal distribution of the work that does exist. As noted above, due to poor marketing and development of the field, the overall ADR "pie" is smaller than it could be and, just like the overall economic pie in the United States, is unequally distributed.
2. Social, Institutional, and Cultural Barriers
Some barriers result from particular social and institutional patterns that specifically affect members of underrepresented racial and ethnic groups seeking involvement in ADR.
* Cultural views about working without being properly compensated. Strongly held values and attitudes make it difficult for underrepresented racial and ethnic groups in the ADR field to feel satisfied about accepting unpaid or low-paid work. Since a great deal of entry-level ADR work is volunteer or low-paid, this serves as a barrier to participation. Such cultural views include, for example, the following: (1) No pay/low-pay work is connected to some extent with "exploitation" and could very well be seen by African Americans as a reminder of slavery and racial exploitation; (2) The struggle to achieve a college degree should lead to paid jobs; (3) Family pressure creates expectations for job security, a regular paycheck, and low-risk--for example, government--employment.
* No role models in "my community." Communities of color include very few individuals who have succeeded in the ADR field and thus can serve as role models for others from underrepresented racial and ethnic groups.
* No recognition for ADR as a "status" profession. For people in underrepresented racial and ethnic groups and for members of immigrant communities, access to high status professions is important as a matter of social and economic progress. For a variety of reasons, ADR does not yet have the recognition of a high status profession, in particular, because consumers do not respect free services.
* Language and accent (when English is a second language). Even when members of underrepresented racial and ethnic groups are proficient in English, if English is their second language, their lack of native fluency and their accents cause many gatekeepers and potential clients to pass them by.
* Clients' prejudice. Continuing racial and ethnic bias results in regular and humiliating incidents. Gatekeepers and even clients mistake highly qualified ADR professionals from underrepresented racial and ethnic groups for support staff, suspect them of incompetence, distrust or openly challenge their qualifications, or otherwise treat them in a degrading fashion.
* General institutional biases that also impact the ADR field. For ADR opportunities "embedded" in institutions, such as courts and businesses, any racial and ethnic biases that infect such institutions affect ADR "departments" of those institutions, and create barriers to underrepresented racial and ethnic groups' participation in ADR work for those institutions.
3. Economic Barriers
Some barriers exist because of the economic organization or lack of organization in the ADR field as it functions today, and these barriers make participation in the field particularly hard for people of color, who already suffer from economic inequality in society.
Perhaps most important of all the barriers that affect underrepresented racial and ethnic groups, is that ADR participation requires accepting entry-level work that is volunteer or low paid, and even after that offers little access to higher paid opportunities, and still less access to steady, repeat work. Even though this is true for all in the field, these economic factors affect those from underrepresented groups much more powerfully, for several reasons: (1) Family economics do not permit no pay/low pay work; (2) Training costs require investment with no guarantee of paid work to follow; (3) Conference costs for networking, which are important, add further up-front, economic investment; and (4) Lack of job stability or security disadvantages those who require such security because there is little accumulated wealth to fall back on.
C. Constraints Perceived by Selected Racial or Ethnic Groups in Established ADR Roles
Certain barriers are seen in the perceived constraints that affect people of color who have succeeded in gaining good positions in the field, and who want to help in increasing access for other "minorities," but face difficulties in doing so, including the following. (59)
* Isolation from other selected racial/ethnic groups since they are often the "only one in the room." For individuals from underrepresented racial and ethnic groups, the phenomenon of being the only one in the room from their group--whether at a business meeting, a conference, a workshop, etc.--is a common one, and this sense of isolation makes it hard to help others "up the ladder."
* Difficulty in accommodation and risk taking with respect to other selected racial or ethnic groups. As an extension of the previous point, "gatekeepers" who are themselves members of underrepresented racial and ethnic groups, and who make special efforts to help others from such groups, may fear putting their own positions at risk due to bias in the institutions in which they work. They may thus refrain from taking action to bring about social change and betterment of the "minority" ADR population as a whole.
* Constraints from choosing only selected members of racial or ethnic groups when hiring. This is a consequence of the previous two points, and it reduces the chance for those who best understand the barriers to "minority" participation to be of help in lowering these barriers. Often, as the only one in their workplace, usually as a trailblazer, "minority" gatekeepers cannot risk being seen as hiring only underrepresented racial and ethnic groups.
It was not part of the agenda of this research project to speculate on what kinds of measures might be helpful in reducing the barriers identified in the research. Despite this fact, the very method of research, involving small groups of individuals meeting together to discuss their perceptions of barriers, inevitably led to discussions about how to reduce these barriers. As noted above, although the research team always informed the participants that this was not the aim of the project, cutting off such discussion was neither possible nor desirable. Therefore, several themes emerged regarding the participants' views as to how steps could be taken to overcome the barriers described above, in general and in particular. Some of the most prominent suggestions included the following. (60)
* Network among "ourselves." The recognition was clear that there is strength in numbers, both in terms of idea-generation and in terms of mobilizing for action; the group of participants in this project saw the potential for creating a network among themselves that could serve as a core for such a mobilization of ideas and numbers.
* Network with "others." Just as the participants saw the potential for a network among themselves, they saw the need to make deliberate efforts to expand their network with others.
* Step up to the plate. The participants felt that they themselves could break down barriers and gain access by assuming responsibility for activities that would make them more visible and prominent in the field. Such activities could include: co-authoring articles with established colleagues; giving presentations at conferences and workshops; seeking appointments at academic institutions to gain visibility, including positions to administer ADR clinics, and teach ADR courses.
* Create awareness initiatives to bring attention to the need for diversity among ADR professionals. Professional associations, organizations, and programs should develop additional initiatives to raise awareness of the need for greater racial and ethnic diversity among the ADR population.
* Establish clear entry or career paths. An effective network of "minority" ADR professionals could take the lead in establishing and advertising entry points and career paths into ADR work. Additionally, such a network could play a leadership role in efforts that would reduce barriers and increase access to the field for underrepresented racial and ethnic group members. Such efforts could include: clarifying ADR professions for those interested in the field; increasing the amount of compensated ADR work; improving data on the actual amount of compensated ADR work; establishing what constitutes acceptable credentials; proceeding with caution on creation of credentials; opening access to established networks; increasing access to compensated rosters; increasing opportunities to be selected as an ADR professional; and increasing the number of mentors and role models.
Since all of the above-reported findings are only preliminary, the research team has not yet fully analyzed, much less digested, those findings. It is premature to specifically identify further research directions. Nevertheless, some questions that have emerged certainly deserve consideration as possible topics for further inquiry.
Among those questions are: (61)
* Which of the barriers reported here as "perceived" by members of underrepresented racial and ethnic groups are "real" and not just perceived?
* What objective measures and methods can confirm that these barriers exist?
* What are distinctions in their perception of these barriers among different underrepresented racial and ethnic groups?
* What are distinctions in their perception of these barriers among members of a particular underrepresented racial and ethnic group?
* What projects addressed barriers in the past, and which of the barriers reported here have they tried to overcome?
* What have been the successes and failures of such projects? What is their history? What has been their impact? Which barriers have been addressed? What works and why?
* How many practitioners from underrepresented groups are in the ADR field? What is a specific breakdown, in numbers and proportions, of different underrepresented groups who do ADR work?
* How many ADR cases are there? Stated differently, how big is the ADR "pie"? What portion of that pie represents volunteer or low-paid work, and what portion represents work paid at professional levels?
* Finally, is the work differentially distributed among different underrepresented groups?
This project overcame substantial methodological challenges in gathering data from a small but important sample of ADR professionals from underrepresented racial and ethnic groups, regarding their perception of barriers that make it hard for them and others from their groups to enter, remain, and advance in the ADR field. A cooperative effort enabled the multi-racial and multi-ethnic research team to overcome significant challenges in designing and conducting the research that stemmed from the complexity of the research subject and focus.
The preliminary findings of this research project represent a unique addition to the store of knowledge about the ADR field. For the first time, ADR professionals from underrepresented groups identified the barriers to their full participation in the ADR field, through a study by a research team composed primarily of individuals from such groups. The result is a rich and detailed catalogue of perceived barriers. Moreover, it seems quite likely that many, if not most, of these barriers are not only perceived, but real. (62) These findings underscore a pressing need to further examine barriers affecting underrepresented groups' participation in dispute resolution work. The findings also emphasize the need to reduce the barriers and open the gates of ADR for full participation by all those who want to take part in the socially important work of dispute resolution and to enrich the diverse pool of ADR professionals.
(1.) See generally Robert A. Baruch Bush, Dispute Resolution--The Domestic Arena: Methods, Applications and Critical Issues, in BEYOND CONFRONTATION: LEARNING CONFLICT RESOLUTION IN THE POsT-COLD WAR ERA (J. Vasquez, J. Johnson & L. Stamato eds., 1994). According to the Bureau of Labor Statistics, "[e]mployment of arbitrators, mediators, and conciliators is expected to grow about as fast as the average for all occupations through 2014." U.S. DEPARTMENT OF LABOR, BUREAU OF LABOR STATISTICS, OCCUPATIONAL OUTLOOK HANDBOOK: JUDGES, MAGISTRATES, AND OTHER JUDICIAL WORKERS 2 (2006), http://www.bls.gov/ocolpdf/ocos272.pdf [hereinafter OCCUPATIONAL OUTLOOK HANDBOOK].
(2.) Since the late 1980s, a number of initiatives have addressed diversity in the ADR field. See, e.g., Marvin E. Johnson, Report From Participatory Dialogues Regarding Cultural Diversity in Alternative Dispute Resolution, SPIDR Annual Conference, 1994 and 1995 (on file with authors); Marvin E. Johnson, Second Report From Participatory Dialogues Regarding Cultural Diversity in Alternative Dispute Resolution, SPIDR Annual Conference, 1996 and 1997 (on file with authors). The Mediators of Color Alliance Network ("MOCANET"), a formal network whose purpose is to address the needs of mediators of color, was established as a result of the informal discussions held during the annual conferences of the Society of Professionals in Dispute Resolution in the late 1980s and early 1990s. See MOCANETMediators of Color Alliance Network, About MOCANET, http://www.mocanet.org/ about.html (last visited Dec. 2, 2007). In 2002, Professor Floyd Weatherspoon of Capital University Law School started a national conference for minority professionals in ADR. See Capital University Law School, 3rd National Training Institute of Minority Professionals in Alternative Dispute Resolution, http://www.law.capital.edu/ adr (last visited Dec. 2, 2007).
In 2003, the JAMS Foundation and the ABA's Section of Dispute Resolution created Access ADR as an "initiative to increase the number of ADR professionals from ethnic and racial groups under-represented in the ADR field who are available for selection by the users of ADR services." Access ADR, Project Access ADR, http://www.accessadr.org (last visited Dec. 2, 2007). In 2005, the New York State Bar Association and the Association of the Bar of the City of New York launched a dialogue titled "Expanding the Pledge," which attempted to increase awareness for diversity in the ADR Profession. See Posting of Elayne E. Greenberg to firstname.lastname@example.com (Oct. 11, 2005) (on file with authors). In 2006, the International Institute for Conflict Prevention and Dispute Resolution ("CPR") established a National Task Force on Diversity in ADR "to advocate the greater use by corporations of diverse, nationally prominent mediators, arbitrators, advocates, counselors and other participants in the ADR profession; and to make [the] CPR Institute more welcoming to members of diverse backgrounds and experience." CPR-International Institute for Conflict Prevention & Resolution, CPR Committees and Their Members, http://www.cpradr.org/committees.asp?M=4.1 (last visited Dec. 2, 2007) [hereinafter CPR Committees and Their Members].
Two of the leading national ADR organizations have created diversity initiatives. The Association for Conflict Resolution ("ACR") established a Diversity and Equity Network to implement ACR's commitment "to diversity and equity in its membership, structure, and organizational work." ACR-Association for Conflict Resolution, ACR Diversity and Equity Committee, http://www.acrnet.org/about/committees/diversity.htm (last visited Dec. 2, 2007). The American Bar Association's Section of Dispute Resolution established a Standing Committee on Diversity. See American Bar Association, Standing Committee on Diversity, http://www.abanet.org/ dch/committee.cfm?com=DR014700(last visited Dec. 2, 2007).
(3.) See generally U.S. Gov'T ACCOUNTABILITY OFFICE, DIVERSITY MANAGEMENT: EXPERT-IDENTIFIED LEADING PRACTICES AND AGENCY EXAMPLES, GAO-05-90 (2005), available at http://www.gao.gov/new.items/d0590.pdf; Geoffrey Colvin, The 50 Best Companies for Asians, Blacks & Hispanics: Companies That Pursue Diversity Outperform the S&P 500. Coincidence? FORTUNE, July 19, 1999, at 52, available at http://money.cnn.com/magazines/fortune/fortune_archive/1999/07/19/263098/ index.htm.
(4.) See generally Floyd D. Weatherspoon, Eliminating Barriers for Minority ADR Neutrals, ACRESOLUTION, Spring 2006, at 32 (discussing the need to eliminate existing discrimination within the ADR field), available at http://www.law.capital.edu/ Faculty/Publications/ACResolution_Weatherspoon.pdf.
(5.) See id.; see also Lamont E. Stallworth et al., Discrimination in the Workplace: How Mediation Can Help, 56 DIsP. RESOL. J. 35, 87 (2001) ("It is also imperative that ... systems are inclusive and ensure the full and fair participation of racial minorities and women as ... dispute resolvers. The absence of such ... will raise serious questions and challenges about the integrity of these programs and ... the ADR movement itself."); ACR TASK FORCE ON MEDIATOR CERTIFICATION, REPORT AND RECOMMENDATIONS TO THE ACR BOARD OF DIRECTORS (2004), http://www.acrnet.org/pdfs/certificationreport2004.pdf (advocating a process that is accessible to a broad range of practitioners, allows for diversity of practice and people, and "[e]mphasiz[es] the core principles of party self-determination, impartiality and diversity in its broadest sense").
(6.) See, e.g., ELAINE PINDERHUGHES, UNDERSTANDING RACE, ETHNICITY AND POWER: THE KEY TO EFFICACY IN CLINICAL PRACTICE (3d ed. 1989).
(7.) See, e.g., Deborah Henshaw Urbanski & Gloria M. Portela, Workplace Mediation: Are You Helping or Hindering?, 70 TEX. B.J. 582 (2007) (discussing the importance of workplace relationships to parties and how mediation can affect those relationships).
(8.) See generally Robert A. Baruch Bush, One Size Does Not Fit All: A Pluralistic Approach to Mediator Performance Testing and Quality Assurance, 19 OHIO ST. J. ON DISP. RESOL. 965 (2004); Dorothy J. Della Noce, The Beaten Path to Mediator Quality Assurance: The Emerging Narrative of Consensus and Its Institutional Functions, 19 OHIO ST. J. ON DISP. RESOL. 937 (2004).
(9.) See generally Gary LaFree & Christine Rack, The Effects of Particpants' Ethnicity and Gender on Monetary Outcomes in Mediated and Adjudicated Civil Cases, 30 LAW & Soc'Y REV 767 (1996).
(10.) See generally Diversity in Mediation Articles, http://www.mediate.com/diversity/index.cfm (last visited Dec. 3, 2007) (discussing cultural issues related to mediation).
(11.) See Robert A. Baruch Bush & Lisa Blomgren Bingham, The Knowledge Gaps Study: Unfinished Work, Open Questions, 23 CONFLICT RES. Q. 99, 106 (2005) [hereinafter Bush & Bingham, Knowledge Gaps]; Peter F. Phillips, ADR Continental Drift: It Remains a White, Male Game, NAT'L L.J., NOV 27, 2006. See also Lisa Blomgren Bingham, Commentary on the Knowledge Gaps Report: A Discussion of Hewlett-Funded Experts, 8 (Oct. 2004) (unpublished paper, on file with authors) ("[P]articipants discussed the need for work regarding minorities in conflict resolution. This work needed to address both why minorities are under-represented in the profession and among researchers on conflict resolution, and also how these processes have an impact upon minority disputants and issues of race relations.... [M]ore work is needed.") [hereinafter Bingham, Commentary]; Joseph B. Stulberg, Minority Participation in Dispute Resolution: A Project Proposal (unpublished, undated research proposal on file with authors) (describing both a lack of diversity in the ADR field and the need for more empirical information on actual numbers of minority participants).
(12.) For information on the breakdown of New York City's diverse population, see New York Quick Facts from the U.S. Census Bureau, http://quickfacts.census.gov/qfd/states/36/3651000.html (last visited Dec. 3, 2007).
(13.) See Weatherspoon, supra note 4. For a bibliography of the relevant literature, see Maria R. Volpe, Mediation, Conflict Resolution, and Diversity: A Selected Bibliography, http://johnjay.jjay.cuny.edu/dispute/pubs_bibliographies4.asp (last visited Dec. 2, 2007). As part of its Diversity Task Force initiative, the CPR Institute for
Reader Opinion
Printer friendly Cite/link Email Feedback | |
Author: | Volpe, Maria R.; Bush, Robert A. Baruch; Johnson, Gene A., Jr.; Kwok, Christopher M.; Tudy-Jackson, |
Publication: | Fordham Urban Law Journal |
Date: | Jan 1, 2008 |
Words: | 7983 |
Previous Article: | ADR and litigation involving social problems. |
Next Article: | Securing online transactions: crime prevention is the key. |
Topics: |


text:
Stacked chocolate orbs make a great look in this sleek floor lamp with a stylish funky flair.
This alluring contemporary metal floor lamp features stacked spheres in rich chocolate finish atop a square base. A beautiful contrasting touch is achieved by the light stone linen drum shade that completes the look. Brought to you by Jamie Young Company lighting.
Our associates are standing by to assist you.

subset: commoncrawl


text:
Stanley® 5,000 - watt Generator
Item # WX2-192496
- Google+
Add an additional $105.00 heavy/bulky shipping charge per each.
This item will be shipped by commercial carrier curbside. $75.00 for curbside delivery (i.e., liftgate delivery to the curb) is included in the heavy / bulky shipping and handling charge. High-value orders require a physical street address, otherwise insurance costs will be added to the shipping total. You can SAVE $100 when you pick up your item at the nearest ABF Freight System Terminal (please check above for details)
This item is shipped directly from the factory. To see the expected shipping date, please add to your Shopping Cart. Sorry, no express shipping available. We are unable to ship factory direct items to Alaska, Hawaii, Puerto Rico or APO or FPO addresses.
This item cannot ship to Canada.
This item cannot ship internationally.
- Details & Specs
Stanley® 5,000 - watt Generator. A truly innovative design capable of running in wet weather conditions.
Unique, patent pending design offers a removable control panel that can be placed in a dry location while leaving the generator base running in the rain, snow, or sleet. This Stanley Generator offers uncompromising performance with a 10 HP engine and a 12 gal. fuel tank. No other generator offers up to 24 hour run-time at half load.
It includes retractable handle-bars and high quality never-go-flat wheels for improved mobility. Designed with quality in mind, this Generator comes with fast acting breakers for better alternator protection against surges and a digital diagnostic display to help you with proper maintenance.
Power up:- Safe to run in all weather conditions
- Removable control panel for safety
- Extra large 12 gal. fuel tank
- Digital diagnostic meter showing service intervals
- Maintenance free brushless, 100% copper alternator
- 6,000 Surge watts
- 5,000 Watts max continuous output
- (4) 120V GFCI outlets on bonus control panel
- 240V twist lock outlet on bonus control panel
- 15 ft., L14-30, 10 gauge cord
- Never-go-flat wheels
- Automatic low oil shutdown
- Oversized muffler and vibration dampers
- Amperage (amps): 20A
- Assembled depth: 22"
- Assembled height: 22 3 / 4 in
- Assembled width: 28 1/ 2 "
- Auto idle control: Yes
- Automatic voltage regulation: Yes
- Engine displacement: 279cc
- Fuel gauge
- Full load fuel consumption (gallons / hour): .5
- Item weight: 195 lbs.
- Low oil shutdown: Yes
- Manufacturer warranty: 2 year limited
- Number of circuits / outlets: 5
- Operational volume: 68dB
- Osha Required GFCI Outlets: Yes
- Output receptacles: 5
- Run time at 50% load (hours / tank): 24
- UL Listed: 4-UL Certified
- Voltage Rating: 120/240.
- Reviews
<!--BVSEO|dz:Main_Site-en_US|sdk:v22.214.171.124-n|msg:Error: Request errored out - The remote server returned an error: (403) Forbidden. -->
- Articles & Tips
You May Also Like
Energin® 1250 XL Generator
Buyer's Club $143.99 Non-Members $159.99 -
Briggs and Stratton Elite Series 7,000-watt Electric Start Generator
Buyer's Club $854.99 Non-Members $949.99 -
Guide Gear Tractor Cover
Buyer's Club $26.99 Non-Members $29.99


text:
Copyright © 1998-2015 Statto Organisation Limited. All rights reserved.
Powered by Statto Server v2.0
THE LAST unbeaten league record of the season in senior football in either Scotland or England ended yesterday when Falkirk defeated Hearts 3-2 at Tynecastle.
25 Jan » Scotsman.comLEADERS Hearts finally lost their unbeaten league record as Falkirk took their chances to claim a 3-2 victory.
24 Jan » Scotsman.comChampionship leaders Hearts suffer a league defeat for the first time this season as Falkirk leave Tynecastle with a win.
24 Jan » BBC SportHearts have been beaten for the first time this season as Craig Sibbald snatched Falkirk a shock 3-2 Scottish Championship win at Tynecastle.
24 Jan » SkySports.comQueen of the South will be without the suspended Mark Durnan for Saturday's Scottish Championship game against Hibernian after he was dismissed last weekend at Falkirk.
23 Jan » SkySports.comHearts striker Osman Sow may play some part during Saturday's Scottish Championship match at home to Falkirk.
23 Jan » SkySports.comRory Loy scores and misses a penalty as Falkirk are held to a draw by 10-man Queen of the South in the Championship.
17 Jan » BBC SportAFTER the elation of eviscerating Rangers in their final game of the old year, Hibernian have had to endure a more mundane beginning to 2015. Draws with Hearts and Falkirk meant they have now lost only once in their last 14 Championship matches, but more significantly, those dropped points have…
17 Jan » Scotsman.comJASON Cummings has been controversially denied his first senior hat-trick after the SPFL backed referee Willie Collum and awarded Hibernian's second goal at the weekend to Falkirk's Luke Leahy.
13 Jan » Scotsman.com


text:
Hiss Golden Messenger premieres solo performance of "Lucia" on T Magazine
This morning, the New York Times' T Magazine premiered a live performance video for "Lucia," the first song from the forthcoming Hiss Golden Messenger album, Lateness of Dancers. The video, filmed in Cornwall, England, was directed by video collective Before the Winter Fires, who captured a solo performance by Hiss Golden Messenger's M.C. Taylor on 16mm film using a Beaulieu R16 camera. Check it out now!
The directors had this to say about the video:
For the past few years, we've been searching for authentic ways to capture folk and Americana performances to mirror that timeless quality within the music. Shooting on film—a beautiful medium rapidly dying out due to the rise of digital HD cameras—was something we've always wanted to explore. We approached Hiss Golden Messenger with the idea of shooting our first 16mm test, and Mike was really into the idea. We knew his music would work so well with the colors, grain, and raw imperfections that can only be captured on film. With just a couple of rolls per song, he had only two shots at nailing it, which creates this natural intensity on camera. We were really pleased to work with HGM and think the results turned out great.
Lateness of Dancers, Hiss Golden Messenger's fifth studio album, is out September 9 in the US and September 16 worldwide; pre-order now on LP, CD, or digital in the Merge store. The band is currently in Europe playing shows but will return stateside for Merge 25 and dates through the summer and fall.
Hiss Golden Messenger on tour:
Jul 16 Amsterdam, NL – Paradiso
Jul 18 Suffolk, UK – Latitude Festival
Jul 19 Gloucestershire, UK - The Prince Albert
Jul 20 North Devon, UK – Somersault Festival
Jul 25 Carrboro, NC – Cat's Cradle (Merge 25 Festival)
Jul 26 Winston-Salem, NC – SECCA w/ William Tyler
Aug 01 Happy Valley, OR – Pickathon
Aug 10 San Francisco, CA – Outside Lands Festival
Aug 14 Richmond, VA – The National w/ Jason Isbell
Aug 19 Roanoke, VA – Shaftman Performance Hall w/ Jason Isbell
Aug 30 Asheville, NC – Transfigurations II
Sep 13 Carrboro, NC – Cat's Cradle
Sep 15 Washington, DC – DC9
Sep 16 Philadelphia, PA – Johnny Brenda's
Sep 18 Brooklyn, NY – Rough Trade
Sep 19 Allston, MA – Brighton Music Hall
Sep 20 Montreal, QC – Ukrainian Federation (Pop Montreal)
Sep 21 Toronto, ON – Horseshoe Tavern


text:
1.88" Width x 60.15 yd Length - Rubber - 1 Roll - Silver
Economy grade duct tape features polyethylene-coated cloth backing with rubber adhesive. High tack, conformability, strength and easy tear make this tape ideal for many duct and moisture sealing, holding, protecting and bonding applications. Duct tape offers 3" core and a 9-1/2" mil thickness.


text:
Jennifer Garner Shows Off Big Baby Bump on Breakfast Run With Violet (PHOTOS)
It seems like any day now Jennifer Garner and Ben Affleck will welcome their newest addition!
The mommy-to-be (who is nearly nine months pregnant with her third child) was seen at a Starbucks in LA on Wednesday morning, as she grabbed some food with her 6-year-old daughter Violet. Looking casual, Jen G was in a sweater and striped top, while Violet was wearing an adorable spring dress (despite the fact it's almost January).
It looks like they're taking a break from their hectic lemonade stand duties!
On Tuesday, little Violet and her younger sister Seraphina set up their own lemonade stand. Check out the photos below!
Check out the rest of the cute photos in the gallery!


text:
Viswanathan Anand of India topped Boris Gelfand of Israel in a series of rapid games in Moscow today to retain the World Chess Federation championship.
Anand won one game and three were drawn, after the players had broken even in recent days with one victory each in a dozen games with slower time controls.
In the last rapid game, Gelfand needed to win with the black pieces to even the match and keep it going. Anand held the draw, ending the contest.
"I simply held on for dear life," Anand said at a press conference on the Internet. The match was seen on the Internet through The Week in Chess website live-games service.
To contact the writer on this story: Jeffrey Tannenbaum in New York at Or firstname.lastname@example.com.
To contact the editor responsible for this story: Michael Sillup at email@example.com.


text:
Widowers, Widowers (Self-released). This highly anticipated debut deftly marries the psychedelic experimentation of the Constellations with Mike Marchant's simple, sunny, pop-folk songwriting. Listeners can admire and enjoy the undeniable hummability and stoner bliss on the surface or lose themselves in lairs and layers of sonic substance and complexity. Either way, it's a one-of-a-kind experience. — Eyl
The World Romantic, One Hundred Million Lights (Self-released). Sure, doe-eyed, melodic, lush, piano-laced rock has been done to death in recent years, even by some notable Denver bands, but this quartet dives in as if it's all brand-new and surfaces with a fresh and sincere take on the genre. James Dzuris's irresistible honey-and-heroin vocals will wear away your resistance. — Eyl
Wovenhand, Ten Stones (Sounds Familyre). Former 16 Horsepower frontman David Eugene Edwards sprinkled some dark and powerful magic all over the songs on Ten Stones. The album nearly encapsulates the band's incredibly potent live shows with some intense dynamics and buildups fueled by Ordy Garrison's propulsive tribal drumming. — Solomon
Yerkish, Fear Conquers America (Self-released). After recording two EPs, Yerkish has delivered a long-player that showcases the band's growth over the last three years. The newer songs, some of which are odd-metered excursions that ride the line between progressive rock and metal, have gotten more vigorous, and a few older songs were retooled to better represent where the band is now. — Solomon


text:
Sun, Apr 1, 07 at 23:30
I was excited to finally get my daughter's quilt back from the longarm quilter and get it bound. She and I had fun picking out the fabrics in pinks, greens and browns, her favorite colors. I should do a closeup of the back because it was the backing fabric that was the inspiration for the colors and the quilt in general. It is soooo beautiful--wish I'd bought more because I ended up having to piece a little bit on the edges to make it big enough for the top. |
Here is a link that might be useful: My daughter's quilt
Follow-Up Postings:
- Posted by geezerfolks (My Page) on Mon, Apr 2, 07 at 9:05
Awesome! I'm sure it was a joy to work on this for your daughter. This will give her memories of fabric shopping with you! *S* SharonG/FL |
What a fabulous quilt! I love the colors, you two did a great job. beverly |
- Posted by suntoadmom (My Page) on Tue, Apr 3, 07 at 8:24
Love it, Love it, Love it. I was just telling my MIL that pinks and browns are a good combo and I was thinking of doing something in those colors. Thanks for the photo it is beautiful and inspiring. Stephanie in FL |
Great choice of colors. Nice job. Liz |
- Posted by sunnycentralfl (My Page) on Mon, Apr 23, 07 at 16:56
Great quilt! TFP |
- Posted by sew_self-taught (My Page) on Mon, Apr 23, 07 at 17:41
Those colors are so beautiful together. I love this quilt so much! I'm printing it for inspiration. Thank you. Your daughter is very lucky. Nina |
Thanks for the kind words. It is so fun to do something that is really loved and appreciated by the recipient--and to cross off another UFO! |
Stunning! What a beautiful quilt. Love the blocks and the colors. Congrats! Kelly |
- Posted by laurainsdca (My Page) on Thu, May 3, 07 at 13:49
That is absolutely gorgeous. Love the pattern and the colors. STUNNING! |
Nice choices for colors and prints. The chocolate browns and pinks go so well together! |
Please Note: Only registered members are able to post messages to this forum. If you are a member, please log in. If you aren't yet a member, join now!
Return to the Quilting Forum
Information about Posting
- You must be logged in to post a message. Once you are logged in, a posting window will appear at the bottom of the messages. If you are not a member, please register for an account.
- Please review our Rules of Play before posting.
- Posting is a two-step process. Once you have composed your message, you will be taken to the preview page. You will then have a chance to review your post, make changes and upload photos.
- After posting your message, you may need to refresh the forum page in order to see it.
- Before posting copyrighted material, please read about Copyright and Fair Use.
- We have a strict no-advertising policy!
- If you would like to practice posting or uploading photos, please visit our Test forum.
- If you need assistance, please Contact Us and we will be happy to help.
Learn more about in-text links on this page here


text:
PORK FILLED PRODUCTIONS presents THE CLOCKWORK PROFESSOR |
Pork Filled Productions proudly presents a sneak peek staged reading of The Clockwork Professor, a new play by local playwright, Maggie Lee. Set in the alternative world of New Providence, this fantastical adventure combines romance, comedy, and political machinations with a steampunk twist. With a touch of science fiction, a whole lot of fun, and an airship(!), join our heroes as they outsmart, outwit, and out-maneuver nefarious villains in this action-packed play. Admission is free but donations are accepted. More information on facebook.
- Street:
- The Elliott Bay Book Company
- Additional:
- 1521 Tenth Avenue
- City:
- Seattle ,
- Province:
- Washington
- Postal Code:
- 98122
- Country:
- United States


text:
Submitted by superadmin on Mon, 03/09/2009 - 17:06
1 in 4 girls
& 1 in 6 boys
will be sexually abused
before the age of 18.
Mission Kids: Achieving healing and justice for victims of child abuse.
As the Accredited non-profit Child Advocacy Center for victims of child abuse in Montgomery County, Mission Kids creates an environment for fact-finding focused on the safety and peace of mind of child abuse victims.
Do You Suspect Child Sexual Abuse?
Call 911 if you suspect a child is in immediate danger or contact your local police department.
PO Box 413 • Blue Bell, PA • 19422 • 484-687-2990 • email@example.com
Copyright © 2014 Mission Kids Child Advocacy Center
a >>Message Agency site


text:
Bon Vital' Hazelnut Massage Oil
Unique astringent qualities help tone and tighten oily and combination skin. Available in 8 oz. and 1 gallon.Use caution when laundering linens that have been exposed to oils. Oil products are potentially combustible when exposed to heat in the dryer. Consult dryer manufacturer's guidelines for drying linens that have been exposed to oils.


text:
Why IT should build a private cloud. (3:08)
What are public, private, and hybrid clouds? (3:27)
Citrix partners with Intel for cloud interoperability and cloud on-boarding proof of concept.
Parallels discusses building a cloud with Trusted Compute Pools
Citrix discusses using cloud on-boarding for expanded resources.
Cisco demos their Virtualized Multi-Tenant Data Center* solution
How to Build an Enterprise Private Cloud (7:10)
IT experts discuss OpenStack proof of concept which aligns with security and carbon footprint...
Parallels works with Intel to provide security monitoring and service catalogs to deploy...
Red Hat partners with Intel to enable business agility with Red Hat CloudForms.
Animation demonstrates step-by-step private cloud configuration using VMware vCloud Director*. (16:54)
HyTrust discusses building a secure cloud computing solution.
Intel IT discusses private enterprise cloud computing design, roadmap, and implementation. (4:30)
Canonical discusses building a cloud with Ubuntu*
Fujitsu discusses how to build a cloud.


text:
You are here
Home >In the news
"NEW YORK (CBSNewYork) — Bounced checks and forgotten overdraft fees can happen to anybody. But now, some banks are using those money mistakes against customers. [...] The banking industry admitted to keeping track of consumers like Carmon using a pair of reporting agencies called ChexSystems and Early Warning. [...] Consumer advocates said that some of the people being shut out have records that were dinged accidentally. "There could have been an automatic payment that the consumer had cancelled, but the company by mistake continued to try to take out of their account, and that is happening more and more often today," [U.S. PIRG's] Ed Mierzwinski said. Federal law allows consumers to request free banking history reports every year to dispute incorrect information." (Video and print story available)
NOTE FROM U.S. PIRG: CFPB explains all your rights with specialty credit bureaus, from bank account authorization and check verification sites like Chexsystems to tenant screening firms.
- About
- Issues
- Close Corporate Tax LoopholesMaking corporations pay the taxes they owe.
- Consumer ProtectionLooking out for consumers, from bank fees to toxic toys.
- Fight High Rx Drug CostsWorking to end Big Pharma's "Pay for Delay."
- Government AccountabilityThrough transparency, shaping a government accountable to the people.
- Higher Education ProjectMaking higher education affordable.
- Making Health Care WorkFighting to control the skyrocketing cost of health care.
- 21st Century TransportationAdvancing transit infrastructure for our future.
- Reclaim DemocracyStanching the flow of special interest money in our elections.
- REINING IN WALL STREETStanding up to reckless banking and financial practices.
- Safe EnergyReducing the risks our aging nuclear plants pose to public safety.
- Act Now
- Donate
- Jobs
- Newsroom
Our Affiliates
Priority Action
The overuse of antibiotics on factory farms is threatening these lifesaving antibiotics. Call on the Obama administration to put an end to the worst practices.
Support Us
Your donation supports U.S. PIRG's work to stand up for consumers on the issues that matter, especially when powerful interests are blocking progress.


text:
Loading stream...
Now Playing
Connect with Us
Podcasts & RSS Feeds
All Content |
View all podcasts & RSS feeds |
The Faces of 90.5 WESA
Behavioral Health Reporter
General Assignment Reporter
Director of Internships & Training; Executive Producer for Special News Projects
Host, Essential Pittsburgh
Senior News Editor
Reporter/Host, All Things Considered
Weekend Host and General Assignment Reporter
Host, Morning Edition & Speaking Volumes
90.5 WESA Production Director; Host & Operations Manager for JazzWorks
90.5 WESA Operations Manager & JazzWorks Host
Capitol Reporter
4:48 am
Thu March 7, 2013
Bolshoi Dancer Confesses To Masterminding Attack
By editor
Originally published on Thu March 7, 2013 6:53 am
In Russia, a prominent dancer with the fabled Bolshoi Ballet has confessed to ordering an attack on the company's director. The director suffered third degree burns after acid was thrown onto his face. For more on the scandals at the Bolshoi, Renee Montagne talks to writer Christina Ezrahi, author of Swans of the Kremlin: Ballet and Power in Soviet Russia.


text:
Continue reading »
Meet the new JIRA you can take everywhere!
- By Dan Radigan, Sr. Agile Evangelist
- On June 12, 2013
JIRA goes mobile
JIRA 6 brings you a whole new mobile interface. With JIRA mobile you can stay connected and update issues while on the go, so you're never blocking your team. We focused on the core user stories that empower your teams to use JIRA wherever, whenever.
With the enhanced issue navigator optimized for the PC and a new mobile interface, you can maximize your productivity, no matter the device.
When logging into JIRA from a mobile web browser on an iPhone or Android device,


text:
977 results for "angel mccoughtry"
U.S. routs France, advances to semifinals of women's world champi...
Geno Auriemma had a simple plan against France -- pound the ball inside.
Story | Conversation | October 03, 2014 -
Team USA Is More Than Just OK
Mechelle VoepelIt's not that the Americans won't face some challenges or can sleepwalk their way onto the medal stand, but this U.S. squad, which beat China 87-56 in the FIBA opener, is one that can control its fate.
Story | Conversation | September 26, 2014 -
Photo results for "angel mccoughtry"
Women's Senior U.S. National Team v Spain
October 05, 2014 -
2014 FIBA Basketball World Cup - Day Eight
October 04, 2014 -
2014 FIBA Basketball World Cup - Day Eight
October 04, 2014 -
Women's Senior U.S. National Team v Australia
October 04, 2014
Sue Bird named to record 4th U.S. world championships roster
Sue Bird became the first American player to make four world championship teams when USA Basketball announced the roster Tuesday.
Story | Conversation | September 23, 2014 -
Top 10 moments from a memorable WNBA season
The Mercury won their third championship in spectacular fashion to wrap up the WNBA's 18th season, but the summer had plenty of seminal moments long before Phoenix hoisted the trophy.
Photo Gallery | Conversation | September 16, 2014 -
Maya Moore is unanimous choice for All-WNBA first team
Minnesota Lynx forward Maya Moore was the unanimous choice for the All-WNBA first team.
Story | Conversation | September 11, 2014 -
How Chicago Sky's Elena Delle Donne became Atlanta Dream's worst ...
Mechelle VoepelIt was as if Elena Delle Donne just flat-out decided she was not done playing basketball this season. When it was over, she had 34 points, including the game-winner with 8.4 seconds left, to lead the Chicago Sky's improbable comeback against the Atlanta Dream.
Story | Conversation | August 26, 2014 -
Sky-Dream Preview
Sky-Dream Preview
Preview | August 25, 2014 -
Angel McCoughtry scores 39 to pull Dream even with Sky
Angel McCoughtry scored 39 points, and the Atlanta Dream beat the Chicago Sky 92-83 on Sunday night to even their WNBA playoff series at one game apiece.
Recap | Box Score | Conversation | August 24, 2014 -
Angel McCoughtry keeps Atlanta Dream's playoff hopes alive
Mechelle VoepelNormally, Brittney Griner's dunk would have been the performance of the day in the WNBA. But not when Angel McCoughtry came up so big with the Atlanta Dream's backs against the wall.
Story | Conversation | August 24, 2014 -
Sky-Dream Preview
Sky-Dream Preview
Preview | August 21, 2014 -
Five questions for the WNBA postseason
Michelle SmithWe take a look at the five biggest questions facing the eight teams -- including five with losing records -- in the WNBA playoffs.
Story | Conversation | August 17, 2014 -
espnW's All-WNBA First Team
Which five players stood out above the rest this season in the WNBA? Phoenix leads the way with two players.
Photo Gallery | Conversation | August 15, 2014 -
Tough Call: espnW names its WNBA MVP, Coach and Rookie of the Yea...
Another regular season is almost in the books. But before the 2014 WNBA playoffs open Thursday, espnW's Michelle Smith and Mechelle Voepel name their winners for the league's regular-season awards, including MVP and Rookie of the Year.
Photo Gallery | Conversation | August 15, 2014 -
Shoni Schimmel leads Dream to No. 1 seed in East
Rookie Shoni Schimmel scored a season-high 24 points and the Atlanta Dream beat the Phoenix Mercury 96-82 on Wednesday night to clinch the No. 1 seed in the Eastern Conference.
Recap | Box Score | Conversation | August 13, 2014 -
Mercury-Dream Preview
Mercury-Dream Preview
Preview | August 12, 2014 -
Liberty-Dream Preview
Liberty-Dream Preview
Preview | August 02, 2014


text:
Northampton top an unwanted table
The Cobblers used more players in 2011/12 than any other team in League Two
The figure of 47 shows just what a turbulent season it was at Sixfields as first Gary Johnson chopped and changed his side and made regular forays into the transfer market in order to find a winning formula before Aidy Boothroyd arrived and made a host of his own signings to eventually steer Town away from the drop.
Only four players who started the opening day draw against Accrington were in the XI for the final day of the season at Rotherham.
Sponsored links
Related Northampton Town News


text:
Glynwood runs a 100 member CSA, and members receive over 30 different types of vegetables throughout our 24 week distribution season. The 2014 share begins at the end of May and ends in October with one additional Thanksgiving pickup. Shares are priced at $675 for the full 24 weeks or $350 for 12 biweekly pickups.
All shares are picked up on our beautiful farm, where you can also buy pasture raised Glynwood meat,eggs and other local products in our farm store. There is no member work requirement although cherry tomatoes, flowers and hot peppers are only offered as pick-you-own. The share size is designed to supply the "average" veggie needs of a family of four or two vegetarian adults.
Lots of volunteer opportunities! Please see www.glynwood.org for information regarding farming workshops and other public events.
Glynwood also sells naturally raised beef, pork, lamb, poultry and eggs.
Season: June through October
Type: single farm
Since: 2006
# of Shares: 100
Full Share: $675/24 weekly pickups
1/2 Share: $350/12 biweekly pickups
Work Req? No
Latest Reviews
No reviews available. Be the first!


text:
This reminded me a lot of 'Cetaphils' cleanser. It was as if they took the traditional 'Cetaphil' cleanser and mixed it with the oily skin type cleanser. This has an elegant feeling and can remove light makeup but for heavier makeup an extra pump would be needed.
3 out of 3 people found this review helpful. Did you? Yes No
Very very impressed with this cleanser- I struggle with cleansers. usually if it removes the oil, then I get dry, irritated skin, with seborrheic dermatitis, and if it does not dry me out, then I breakout. This cleanses nicely and does not dry or clog my skin. Can't believe I've finally found such an effective product!
6 out of 6 people found this review helpful. Did you? Yes No
I have been using this cleanser for a month now, and I couldn't be happier with it. I have extremely dry, sensitive skin and I wear contact lenses. I have always struggled with a burning sensation when any type of cleansing product gets near my eyes (even though I rinse so much before opening my eyes that my sink area needs to be toweled down when I'm finished), and my skin has always felt dry after cleansing with other products. The PC Resist cleanser has no drying effects and I am thrilled to say that it easily removes my eye makeup without any burning. I do not wear foundation or mascara, so I don't even really need one full pump. I highly recommend it. I tried the CeraVe Hydrating cleanser for a while, but my skin feels even more hydrated with this one.
1 out of 1 people found this review helpful. Did you? Yes No
First let me say I've been a Paula fan for some years now....way back when she recommended Hydrogen peroxide as a toner, cetaphil and baking soda scrubs. Which was way better than Noxema and ten o six for my skin. A
I really hated to write a bad review for this cleanser which worked well for me when I bought my first bottle. Now its too drying and stings...I just do not get it. So I guess I should be blaming my skin and not the product?? What kind of sucks is that I have a full unused bottle of this and I can't use it.
Wish I could because when it worked for me the first bottle it was great. But my skin just doesn't like it now. Let me add also that this sort of thing has happened to me with a lot of products I use for skincare.
1 out of 1 people found this review helpful. Did you? Yes No
I am 45 and have combination skin that breaks out very easily but that gets dehydrated in the winter. I am always either too dehydrated or too oily and breaking out. It's a tough combination. I've used a number of Paula's Choice products with incredible results, and the 2% BHA is usually the staple of my skin care routine. However, now I am dehydrated and am getting little bumps and am 'pink' because of irritation.
I switched to this cleanser and all I can say is wow. What a difference after just one use. It left my skin soft, clean, healthy. Immediately less red and less dehydrated. I've used it all week and it has definitely not broken me out. I follow it with the toner from the same line. I use the combination in the mornings, and at night if I've just been home all day and not worn makeup.
If I wear makeup I swipe it off with Neutrogena wipes first and then wash with Paula's Choice Moisture Boost cleanser, which has a lather and washes makeup off better than the Resist cleanser. No breakouts at all with this routine. In the winter I also switched from her night-time Resist Clear Skin Hydrator (absolutely brilliant for breakout prone skin that is also dehydrated and aging) to the Resist Barrier Repair Moisturizer, a bit more emollient but never breaks me out. In the morning I still use her Resist SPF 30 daytime lotion, which I use year-round. I precede the moisturizers (day and night) with the Ultra-Light antioxidant serum from the Resist line with a few drops of her Vitamin C serum mixed in, and in the morning I also use the 1% BHA gel and retinol concentrate serum.
So in the morning it's Resist cleanser, toner, BHA gel, antioxidant/Vitamin C serum blend, then finish with moisturizer. At night it's cleanser, toner, antioxidant/Vitamin C blend, retinol concentrate serum, and finish moisturizer. I often add 3 drops argan oil to the moisturizer.
This routine has given me the best skin of my entire life. Now at 45, I have better skin than I did at 25. I kid you not.
8 out of 8 people found this review helpful. Did you? Yes No
This is my favorite of the PC's cleansers, and I use it every morning (using Neutragena Extra Gentle Cleanser at night because it is so much cheaper but also a very nice, gentle, moisturizing cleanser). My big issue is that a product must not irritate my sensitive rosacea/seborrheic dermatitis/eczema prone skin that also tends towards the dry side. This cleanser meets those criteria for me. For me, the PC's RESIST cleanser felt gentler and more moisturizing than both the PC's Moisture Boost cleanser (which also I didn't like due to ingredients that make it foam, which tend to irritate/dry my skin out) and the Skin Recovery cleanser (which I also didn't like as much as it felt like it left a film on my face).
2 out of 2 people found this review helpful. Did you? Yes No
Even though this says to be for all skin types, the feel and consistency of this cleanser is best for dry skin. Since I have oily skin, it doesn't really suit me well. I used this on its own and I had minor breakouts.
Because I do not want to waste it, I use this as my pre-cleanser and followed with Earth Sourced cleanser.
3 out of 4 people found this review helpful. Did you? Yes No
I have been using a daily facial cleaner and 2% BHA by PC thanks to reviews on here. My skin looked great. But as I hit midlife I wanted more help with anti aging. So when the resist line came out I was like cool - just what I needed from a skin care company that I love. I used the cleanser for about 6 months. My face deteriorated. More face acne, more little white bumps under the skin, more neck acne. I kept thinking it was my shampoo which is Aveda and something I had used for 10+ years with no issues. One day on vacation I realized - duh maybe my resist cleanser and moisturizer? I went cold turkey on resist. My face cleared up, my neck did as well. I then moved back to my old PC daily cleanser and 2% BHA. My face is worlds better. I feel like an idiot. I just never thought the new cleanser could cause so much acne. As they say "if it aint broke don't fix it".
I am a redhead with sensitive skin.
4 out of 4 people found this review helpful. Did you? Yes No
Me: Normal to dry rosacea skin. Mature with fine lines. Combination in the summer.
I hate to be a dissenter but I hated this cleanser because I found it cleansed NOTHING! It was like rubbing lotion on my face. It didn't remove my makeup, didn't rinse clean and I think it was the cause of some breakouts and a rosacea flare. I did only use twice but that was enough for me to decide I truly did not like this.
Texture is a big thing for me and this was cloyingly heavy like moisturizer or cold cream which is funny because Paula used to go off on other mfrs that would make cleansers that didn't rinse completely. Well times have changed apparently. I am sorry I strayed to buy this.
Very creamy and effective. I've used four different Paula's Choice cleansers (not counting samples), and all are excellent. This was the creamiest and thickest of the bunch. Takes off makeup in one pass, does not burn my eyes, and leaves my skin soft. No bothersome fragrance. I personally prefer a slightly more milky cleanser, so I probably won't repurchase this, but if I ever develop truly dry skin, this will go back to the top of my list.
1 out of 1 people found this review helpful. Did you? Yes No


text:
Jointly sponsored by Harvard Divinity School and Harvard Extension School, this certificate provides educators a multidisciplinary foundation for approaching the study of religion in public school classrooms or in other educational settings focused on learning about religion.
This certificate requires five courses.
What will I learn?
You will gain understanding, knowledge, and fluency in:
- A historical review of the relationship between religion and public education in the United States, and a contemporary analysis of differing views regarding the nature and purpose of public education and the roles that religions play in these debates.
- The study of religion from a nonsectarian perspective by applying an interdisciplinary, multicultural, and critical theory methodology.
- Lesson and unit plan development relevant to a wide range of educational settings.
- The historical origins, central teachings, devotional practices, and social/political influences of discrete religious traditions.
Is this right for me?
This professional graduate certificate is for individuals currently working in or working toward deepening their skills and expertise for these types of roles:
- History or English language arts educator at a public or independent school
- Advisor at a religious organization
- Citizen involved in interfaith and multifaith collaborations
You take five courses to obtain a professional graduate certificate in religious studies and education.
Required courses:
- RELI E-1505/W Religion, Education, and Democracy | online
- RELI E-2000 Methods in Religious Studies and Education: Integrating the Study of Religion into Curricula | online
Elective courses (choose three):
- ANTH E-1055 Religions of Latin America: Mexico, Peru, El Caribe | online
- CLAS E-206 Mysteries of Initiation in Ancient Greece
- ENGL E-114 Classics in Christian Literature
- GOVT E-1968 Islam and Democracy: Religion, Modernity, and the State | online
- HIST E-1572 The Holocaust in History, Literature, and Film
- HSCI E-200 Crusades, Plagues, and Hospitals: Medicine, Religion, and Society in the Medieval Mediterranean
- HSCI E-205 Bodies and Sexualities in the Medieval Middle East: Medical, Cultural, and Religious Views | online
- RELI E-1010/W World Religions | online
- RELI E-1047/W Religion, the Arts, and Social Change | online
- RELI E-1072 Virginia Woolf and Religion
- RELI E-1325 Jesus of Nazareth and the Gospels
- RELI E-1520/W Religion, Conflict, and Peace in Contemporary Global Affairs | online
- RELI E-1550 Understanding Islam and Contemporary Muslim Societies | online
- RELI E-1700/W Buddhism and Social Change
Earning the certificate
No application is required. Simply choose the courses you'd like to take first and register for graduate credit. Most students take one or two courses a term.
Will all the courses listed be offered every year?
The required courses are offered, but the elective offerings do change slightly from year to year due to instructor availability and new offerings.
Certificate requirements:
- Take all courses for graduate credit.
- Earn at least a B in all courses.
- Complete all courses within three years.
Monitor your progress
You may monitor your progress by logging in to online services and choosing the Certificate Course Tracker and Request Form. This form will confirm the courses that count toward the certificate, the courses for which you are currently registered, and the courses that you've completed.
Requesting the certificate
When you have completed the final certificate course with the required grade, you may request your certificate by logging in to online services and completing the Certificate Course Tracker and Request Form. Be sure to request the certificate within 30 days of when grades are posted online (see calendar for dates).
After your request is reviewed and approved, you will receive an e-mail with a link to your electronic certificate, which you may print. Also, certificates, printed on parchment paper and suitable for framing, are mailed out at the end of the fall, spring, and summer terms.
The certificate will state:
Harvard University, Harvard Extension School awarded [Your Name] a five course professional graduate-level certificate in religious studies and education.
The certificate, along with the courses and the grades, are noted on your official Harvard Extension School transcript.
Considering a master's degree?
This is a standalone credential, but you may be able to count some or all the certificate courses toward the Master of Liberal Arts depending on the concentration or track you choose. Visit the degree course search to find out how certificate courses apply toward the degree.
If you want to earn the master's degree, apply to the degree program first, and earn the certificate along the way. If you prefer to leave your options open, keep degree program requirements in mind as you begin to take courses. For either the certificate or degree, you can start out with one course, then decide.
Have questions?
We are happy to answer general questions about the certificate.
- Read our common questions about certificates.
- Connect with an enrollment coach. We'll help you determine how the certificate can help you meet your goals. Share your contact information, and we'll contact you soon.


text:
Moving Forward with Control in your Life
"I sought help some years ago not knowing what to expect from NLP/Coaching. Christina has always been approachable, understanding, caring and professional from the very first time I met her. On leaving coaching sessions with Christina I have always felt inspirational and with increased confidence of being in control of my own life again.
Through the many challenges of her own lifes journey, she is living proof that you truly can get through any challenge if you really want to. Christina is truly an amazing woman who is still standing strong and continues to be motivated in her goals and one of them is to help you, like she helped me. Thank you Christina xxx"


text:
You can make and refrigerate this dish up to a week ahead; the flavors improve as the olives marinate. Use a mortar and pestle, meat mallet, or rolling pin to crush the coriander seeds and the rosemary.
Cooking Light SEPTEMBER 2002
Combine first 8 ingredients in a bowl. Cover and marinate in refrigerator at least 8 hours. Serve at room temperature. Garnish with rosemary sprigs, if desired.
Go to Full Version of
Marinated Spanish Olives Recipe


text:
Status: Open
Know more about this business than we do? Cool! Please submit any corrections or missing details you may have.
Help us make it rightBe the first YellowBot user to add photos or videos of Thai Hut
Pad Thai was really tasty.. it was a great Thai cuisine.. Great place, nice location and really tasty food.. The staff are really nice, the service is fast and the restaurant has good ambiance.
Thai Hut debuted first, transplanted from its old Mesa location into the uncannily hut-like building on McDowell that once hous
Thai menu items include a variety of appetizers, pad thai and vegetarian options.
We originally thought this was a diner of some sort, but when we walked in we quickly realized it was Thai! The employees were friendly and the location was great, being right by the art museum. I had the pad see we, and wasn't thrilled as it had a very different Smokey flavor that took away from the …
Excellent. Best red curry I've ever had...and I've tried dozens.
Our bureau in Phoenix is working on a review for Thai Hut - feel free to submit your own comments.
admin, 7-15-2014
Find cheerful service and top-notch Thai food at Thai Hut, a central-Phoenix restaurant that features great flavors in its offerings just ask anyone in the busy lunchtime crowd. Try the veggie soup, spring rolls, pepper steak, pad Thai and yellow curry. The big, inexpensive portions will leave both you and your wallet full.
If you don't see your business listed on YellowBot, please add your business listing.
YellowBot wants to get your input! If you have a comment, find a bug or think of something neat we should do, let us know by emailing us.
© 2007-2015 Solfo, Inc. – All rights reserved


text:
We want you to be more than just happy with our products. more
Paul Eliot Hughes, MD is a board certified Orthopedic Surgeon practicing Sports Medicine in San Mateo, CA... more
Premium Chiropractic Care and Personal Training. Dr. Kelly Shawn Maguire is a Chiropractor and Personal T... more
Chiropractic Wellness Care, Personal Training for the Whole Family more
Hanger, Inc. is the leading provider of orthotics and prosthetics offering a full range of integrated reh... more
We offer the largest variety of medical supplies anywhere in the Bay Area. Your one stop shop for all you... more
Since 1952 Parca has been providing quality care and support and advocacy to adults and children with dev... more
Since 1952 Parca has been providing quality care and support and advocacy to adults and children with dev... more
In 1995, I elected to focus my practice on sports and recreational injuries to the shoulder, elbow, knee,... more
Top Trending Articles
How to Pick the Best Car Seat for Your Child
You want to keep your child safe, and purchasing the ri... more
How to Stop Your Dog From Barking Excessively
If your dog barks at anything and everything, you'll be... more
How to Make Ricotta-Basil Stuffed Tomatoes
Add some variety to your vegetarian diet! Keep reading ... more
How to Make Mushroom and Broccoli Vegetarian ...
Everyone loves pizza! Learn how to make this delicious ... more
How Wheat Grass Juice Can Improve Your Health
Wheat grass juice can offer some significant health ben... more
© 2015 Local Corporation - US Patent 7,231,405
Some data provided by Acxiom. Questions and Comments?