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I didn't do anything! I was just catching up on him over at Crimes in the News and the Clarkston thing clicked.
The ONE person to whom you refer IS the most likely perp in Rachael's case. No doubt about that. But it can be very harmful to a case like this if LE refuses to look at other possibilities, IMO. That's obviously not getting them anywhere in Rachael's case!
~~~Cynical Optimist~~~
My goodness, I need to go back and get caught up. Just saw this and wanted to post it.
Saying lab results are just now trickling in....hmmmmm...I think they have had them for awhile and only now bringing them up front since his court date is on the 6th. Hope they have something solid.
There's video also. http://www.klewtv.com/news/97535554.html
Now to catch up.....
Last edited by hollyblue; 07-01-2010 at 07:02 PM.
Timeline, map, etc for Rachael
Yes, I remember this from when I worked there, but she lived WA, worked in ID, so not really sure how that would handled. I just pray, she was up to date and smart about it. Shoot, she may have been asking him to do exactly that (sign off on the paper work) at the time of all this. If he hadn't, but she had filed, I wonder if this could be an argument for the kids? We need some legalees on here.
Timeline, map, etc for Rachael
OT, but can you imagine?
Timeline, map, etc for Rachael
They were given a general area between just north of Moscow to Lewiston. People did nothing. If they have, we have heard nothing in the media or from the FB page. The girls could have asked for help publically in organizing a search, or older family members or local people in the know could have offered their services.... There are many foundations and orgainizations set up just for this kind of thing, but we don't know if anyone has taken the effort to look into them. They supply support and some money and even help with reward efforts, etc. ??????
I realize they have their hands full, but I haven't even heard of any efforts being made to keep RA's story out there, let alone any search efforts. Little discerning and sad really.
Timeline, map, etc for Rachael
Timeline, map, etc for Rachael
Timeline, map, etc for Rachael
Appreciate the head up Fairy. Another lesson for the parents to teach. Police would never escort anyone from a DUI situation, and very rarely will escort anything unless medical...and then I would think only if they knew 911 couldn't get there for some reason or fast enough. JMO
Timeline, map, etc for Rachael
Timeline, map, etc for Rachael
I know. My thought was, what was he thinking after she did that? You'd think he would have destroyed her phone somewhere along the way...but he didn't. It states he took both of their phones...so how did they get them back...I guess when they hopped in the car after they tried to get away the first time? Too bad it wasn't a can of mace instead of a cell phone.
Timeline, map, etc for Rachael
Just wanted you all to know that in talking with some family of Rachaels, LE has told them they DO NOT want them searching for Rachael. THEY (LE) DO NOT want ANYONE searching for Rachael... BUT will not give any clues as to WHY. I think it is total BS. Can't search BUT you won't tell us WHY we can't search?
Family is VERY VERY frustrated, as to be expected, but LE wants them saying NOTHING ontop of DOING nothing. I can't even imagine. All this yet LE doesn't want anyone to forget about Rachael.
Trial is coming up on Tuesday. Hope something breaks, but not going to hold my breathe.....
~That knight in shining armor.... is just a retard wrapped in tin foil.~
This is very interesting news. This could explain why the reward has not been offered and publicized.
This leads me to believe that Rachael is in protective custody to testify against Charles Capone. I hope that is the case. After all, they have the photo of Charles and Rachael with the guns but would need her to testify where and when the photo was taken as the defense could claim it was a photoshop job.
This would explain why the girls aren't posting much on the Facebook Group page "Help find my missing Mom! Rachael Anderson!"
To be perfectly honest I will be a little pissed if that is that case.....although I want Rachael to be found alive.....it would be totally unethical and I would hope illegal for any LE agency to put someone into protective custody and then let the community pay that persons rent and bills while they are gone......
Capone expected to change plea in federal case
July 2, 2010, 11:31 am
Charles A. Capone will appear in court Tuesday on federal firearms charges.
But the Moscow man named as a person of interest in his wife's disappearance will not have his case heard before a jury.
A "change of plea" hearing is now scheduled for 1:30 p.m. Tuesday in U.S. District Court at Coeur d'Alene, where Capone faces two counts of unlawful possession of a firearm. He previously pleaded innocent to the charges.
It's not clear whether Capone will plead guilty to the charges as filed, or if he will enter into a plea agreement. Assistant U.S. Attorney Michael W. Mitchell declined to discuss the action until after Tuesday's hearing. A message left for one of Capone's defense attorneys was not immediately returned this morning.
Here is the whole artical if this works...
I smell a plea ageement...this also kind of kills the thought of Rachael being in protective custody to testify IMO....
And here is the info from the fedeal court calendar website
re: [20] DOCKET ENTRY NOTICE OF HEARING as to Charles A Capone (Notice sent to USP & USM) Please take notice the jury trial is vacated and a Change of Plea Hearing set for 7/6/2010 01:30 PM in Coeur d Alene, ID before Judge Edward J. Lodge.
and that website
I hope he talks but I hate the fact of offering that man ANY plea agreement, unless its life in prison without the option of parole INSTEAD of the death penalty. JUST SAYIN!
~That knight in shining armor.... is just a retard wrapped in tin foil.~
He isn't facing anything anything even remotely that serious.....I think the minimum sentence is 5 years if you go to trail...but in a plea bargen that sentence can be reduced....
I could understand not wanting the immediate family to look for her, but not everyone. I call BS too. Unless they are pretty sure what happen and just don't have enough proof. Maybe someone(s) has come forward and they are keeping hushed about it. I'd like to know who he convinced to drive him to Lewiston for the car drop or how that went down. If true.
If nothing new about RA comes out Tuesday, it will be very disappointing. Now dab burn it, somebody knows something about what happened that night.
Timeline, map, etc for Rachael
I agree that someone knows something other then CC.
I also know that he isn't facing anything remotely that serious, I was just saying..... (although I wish he was !!! )
A few DO think that she is in hiding, and that once the trial comes and goes she we re-appear, I on the other hand AM NOT one of those people.
She would NEVER do this to her family especially her kids.
I don't know as Tuesday will bring us anything new about the where abouts of Rachael, but I am SO HOPING it does!
~That knight in shining armor.... is just a retard wrapped in tin foil.~
I know I am in the minority here but I believe STRONGLY that he would not/did not get someone else involved.....he had enough time to take care of everything himself....but I guess we will see.....assuming we ever find out.
I also think that if LE has anything on CC they will arrest/press charges very soon after the hearing on the 6th. It would make since for them to hold out on the slight chance that CC is released on probation....that way they could immediatly arrest him again and keep him in jail pending a trail on this case. There really wasn't any reason for them to rush and press charges with him already in jail.
Perhaps her older children have been told she is in hiding and aren't allowed to share that fact.
The temporary trauma suffered by anyone who thinks Rachael is dead pales in comparison to the trauma people who love Rachael would suffer had she not been put into protective custody and was found dead, if in fact law enforcement, through their investigation regarding the stalker, had every reason to believe Rachael was in imminent danger of being murdered by Capone and decided to put her into protective custody.
If this is the case, the most important thing is that she is safe and still alive.
Since they have Capone in custody, if Rachael is indeed alive and well, they have bought more time to prepare a solid case against him for his part in Rachael's disappearance, or whatever actions on his part compelled law enforcement to put her into protective custody, if indeed this is the case.
Sadly, I don't believe she is in PC. With the slim chance that she was--she could have come forward once he was behind bars, because I really think he is going away for 5+ years. He has too much of a history......including the harassment and abuse per her filing for divorce, to only give him probation.
Another reason I think she is not in PC is the fact that nothing was really done to protect her when the complaints of the harassment were made. It doesn't take a rocket scientist to figure out who was responsible. The continuous and systematic vandalism to her car, beginning shortly after she filed for divorce and him being in the repair business should have clicked and raised a huge red flag. I'm a supporter of LE, but this is where they let her down. It's doesn't take 2-3 months of questioning and "checking in" with LE to get a clue. Nor was she pointed in any direction to get emotional support or to an organization that could have advised her what she could do in trying to stay safe.....Like...have no contact with him!!! This was a case where she was apparently calling for help and she was dissed. If I were a woman living within this community, I would be pretty worried and upset in this regard.
I admit, I'm having thoughts of him being charged and sentenced on Tuesday and we'll never hear anything further on RA. I pray not. They could have charged him with the harassment---if he truly admitted to it....why didn't they? Doesn't set a good example for future domestic violence cases and tells the real nutballs out there it will most likely be overlooked and really no big deal. JMO
Timeline, map, etc for Rachael
I don't think she is in PC either...the guidlines of who qualifies to get into to the program seem a lot more serious than what is going on here.....The person going in has to have testimony about at least one major felony....like orginised crime...drug trafficking...or in this case maybe if LE had proof that he had put a hit out on Rachael.....Around here the firearms thing would never have been enough for that....also from what I have read the program has to take care of everything money wise and the person has to dissapear WITH NO ONE LOOKING FOR THEM....I know in this case LE has "disscouraged" people from looking for her but thats not the same thing....also there is no way they would have let unknowing strangers donate hundreds or thousands of dollars to the family and let them spend the money if they had her in protective custody....that's fraud....
As for the firearms charges I am very interested to see what he pleads to and what his sentence is....obviously LE didn't think their case would hold up in court or they never would have pled out...only a few more days till we at least have answers on that.


text:
Prince George's County Moves To Pay Hospital Company Debt
The Prince George's County Council is expected to approve spending millions to cover the debt of hospital operator Dimensions Healthcare Systems as the company seeks to build a $645 million regional hospital.
Hospital: 2 Navy Yard Victims Improve, 1 Released
A dozen people died in a shooting rampage Monday at the Washington Navy Yard. The shooter also was killed.
Girl Hit By Pickup Truck
Maryland State Police say a young girl is at the hospital after she was hit by a pickup truck near Hagerstown.
Fire Shuts Down Power At Md. Hospital
Prince George's Hospital Center is using emergency generators and only accepting emergency walk-in patients after a fire in the hospital's power plant.
Committee Recommends New Hospital Site In Largo
Prince George's County Executive Rushern Baker and a search committee are recommending building a new regional hospital at Largo Town Center.
Stalled Eastern Shore Hospital Gets Federal Support Grant
The Commerce Department is awarding $1.6 million to Talbot County to support the construction of a new hospital in Easton — if it gets built.
Lawmakers To Hold Hearing On Former Psychiatric Hospital
The Legislative Black Caucus has scheduled a hearing on the former Crownsville State Hospital, which closed in 2004.
Recent Robberies At Johns Hopkins Lead To Stronger Police Presence
Stepping up security. Several recent crimes at Johns Hopkins School of Medicine are putting police and hospital officials on alert.
Grandmother Charged With Murder Of Child After Using Methadone On His Gums
A Baltimore woman is charged with murder after police say she gave a powerful drug to her two grandchildren.
Suspect Arrested In Aberdeen Police-Involved Shooting
The suspect shot by an Aberdeen police officer is now out of the hospital and behind bars.
Boston Bombing Victim Erika Brannock Discusses Her Recovery
Boston Marathon Bombing victim Erica Brannock joined the Norris and Davis show to discuss her experiences and her recovery.
2 Sites Left In Bid For New PG County Hospital
The search for a new hospital location in Prince George's County is down to two locations.

subset: commoncrawl


text:
Food - Julianne Glatz Thursday, July 25, 2013 12:00 am If you knew sushi By Julianne Glatz It seems as if sushi is everywhere these days – in eclectic restaurants and Chinese mega-buffets that offer a bewildering (and too often badly executed) mix of cuisines as well as prefab offerin
Food - Julianne Glatz Thursday, July 18, 2013 12:00 am A tale of two parties By Julianne Glatz It was the best of times. It was the worst of times. It was the summer of 1974. The Watergate hearings were in full swing. When I wasn't working, studying or rehearsing, I was glued to the TV, w
Food - Julianne Glatz Thursday, July 11, 2013 12:00 am Wonderful watermelon By Julianne Glatz It's the very essence of summer. As a kid, I'd hang on to the green rind as I plowed my way through a half-moon slice or wedge, or sometimes even a canoe-shaped lateral hunk, hunched over
Food - Julianne Glatz Wednesday, July 3, 2013 12:00 am A salute to red, white and blue desserts By Julianne Glatz You can pretty much count on at least one version showing up in at least one cooking periodical every July: a white dessert decorated with blueberries and red raspberries or strawberries, or both. It&
Food Thursday, June 27, 2013 12:00 am Getting some crispy chewy By Julianne Glatz "What I really miss are crispy things, chewy things," sighs my sister-in-law. "Things like pizza or pancakes. Kris is a former model. Now in her 50s, she's still drop-dead gorg
Food - Julianne Glatz Thursday, June 20, 2013 12:00 am A commanding General Tso's chicken By Julianne Glatz "We had friends who went to China, and they went to Peking where they make the ducks, and what they say is that the food over there is not as good as here. You can't get a sauce as sweet a
Food - Julianne Glatz Thursday, June 13, 2013 12:00 am It's the time of the season for summer seasonings By Julianne Glatz For me, summer cooking is about taking it easy – at least until I begin preserving some of the season's bounty by canning, freezing, etc. Beautiful local produce, locally raised meats and
Food - Julianne Glatz Thursday, May 30, 2013 12:00 am Fifteen minutes with Andy By Julianne Glatz "In the future, everyone will be world-famous for 15 minutes." –Andy Warhol, 1968My kids still think I should have accepted his invitation. But they weren't there. More th
Food Thursday, May 23, 2013 12:00 am Grilled salads, Vietnamese-style By Julianne Glatz Serving grilled protein as a salad component has become commonplace lately. More often than not, though, it's an afterthought or at best an add-on as in: "Caesar Salad…..Add a grill
Food - Julianne Glatz Thursday, May 16, 2013 12:00 am The goodness of young garlic By Julianne Glatz Recipes that call for lots of garlic are always best when they're made with new crop garlic, which is making its first appearance at farm stands and local farmers markets. New crop garlic'


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New to Typophile? Accounts are free, and easy to set up.
Which typeface do you think suits the whole idea of an agriculture show? The agriculture show has been going on since the 1770's in the Northwest of England. It is usually attended by the elder generation and people into the farming industries/husbandry skills etc. Although it has started to become into a family day out for all, i still want to target and inform the original target audience in the poster i am going to be using this type for. So what do you think? Which one should I go for?
PS the patron for the agriculture show is the Queen Elizabeth of UK.
Attachment | Size |
agriculture show.jpg | 158.95 KB |
I would go for the more classic ones, not too gimmicky for the Queen.
I live on a farm in the northeast of the U.S., in an agricultural district (one that by our young U.S. standards, is very old -- settled since late 1700s.) Somehow the northwest of England feels as if it would be pretty similar in its values and traditions.
All of the samples you posted feel to me like things that my neighbors would not relate to. They feel elegant, stylish, and "downtown" or "High Street."
Seems to me you might try for something with these qualities -- earthy, practical, straightforward, strong, not geometric, not modern -- as a way to relate to the fairgoers, rather than thinking about the Queen and going for elegance. But that's only my Yank interpretation of what your event is all about.
Hmmmm, i suppose and the qualities you have mentioned seem right. Could you please recommend any typefaces that you think would be appropriate for me to get an idea of what sort. Thanks.
I think Bruce is getting at a British workhorse serif from the 1700s, like Baskerville or Caslon.
What about a nice classic wood cut type?


text:
LYNDONVILLE Two companies in the town of Lyndonville are planning to close.
Pennsylvania-based Kennametal said its closing the Vermont plant, for a loss of 80 jobs.
The company said it made the decision in light of changing demand for its products. Kennametal produces tools for metalwork, mining and construction.
Family-owned Vermont Flexible Tubing Co. is planning to close Tuesday. Co-owner Marvin Smith said younger family members werent interested in taking over the business, which has nine workers.
Despite the closings, theres hope for new manufacturing jobs. David Snedeker, executive director of the Northeastern Vermont Development Association, said there are plans by the company AnC Bio for a plant in Newport and airplane manufacturer Flight Design USA to operate in nearby Coventry.MORE IN This Just InFairPoint blames Full StoryEAST MONTPELIER Vermont State Police say a Berlin man was caught driving without a valid license. Full StoryNORTHFIELD The fourth-seeded Norwich University womens basketball team dropped a 61-58 decision... Full Story -
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Education efforts key to Vyvanse success in BED, analyst says
Shire's ADHD treatment Vyvanse won a label expansion into treating moderate-to-severe binge-eating disorder (BED) Friday. One analyst says that disease awareness and detailing efforts are crucial to the drug's commercial plans in the category.
Gates Foundation sponsors campaign to promote vaccinations
The artwork is meant to inspire debate and donations for vaccinations.
The Simple Solution to America's Complex Health Literacy Problem
"We are living in an era of great medical technological innovations. However, this is shifting healthcare back home and expecting patients to understand excessive medical information and follow complex instructions."
Most CME payments can go unreported: CMS
CMS redefined the Sunshine CME exemption, still allowing most payments to go unreported.
Eisai creates contest to educate kids about epilepsy
The new initiative will look to recruit a teenager with epilepsy to appear in the next iteration of its educational comic book series.
Cutting Through The Fog: How Clear Communication Can Save Lives
Using the same methods they use to stimulate demand for a brand, agencies can educate communities and ultimately transform how countries approach healthcare, urges H.E. Toyin Saraki.
PAs, NPs eager for pharma-backed patient resources: study
Recent research suggests nurse practitioners and physicians assistants have a growing appetite for digital patient resources from industry.
ACCME tables logo ban again
After a wave of feedback, the accreditor has deferred a ban on use of corporate logos in disclosures of commercial support.
Study finds heart health knowledge lacking
The Cleveland Clinic finds that 75% of Americans don't worry about dying of heart disease, even though it's the country's leading killer.
Medicate responsibly, urges maker of Tylenol
J&J's campaign picks up where the FDA left off when it alerted physicians to concerns about prescribing acetaminophen-containing drugs but deferred action relative to OTC products.
Did you miss January's Top 40 Healthcare Transformers issue? Read how these inventors, strategists, entrepreneurs and wonks are challenging, disrupting and otherwise transforming the healthcare business. And join us April 30 to honor them at the Transforming Healthcare Dinner. Click here.
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fitness running blur
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For new questions please post at magento.stackexchange.com, the community-run support site for the Magento community. We will be providing updates on the new forum solution soon. For questions or concerns please email firstname.lastname@example.com.
My suggestions about stock management and product types:
- Some products should have stock control (checking for stock>order qty) and some shouldn't (like services). There should also be an option for each product to or not to let the item be ordered (and/or displayed) if unavailable.
- It does not make much sense for configurable and grouped products to have their own availability displayed, instead there should be stock information for each of the associated products. This should be displayed either in a separate table in the product page or as a column of the table of options (or both).
- There should be a default associated product for configurable products, making it mandatory or optional to configure them.
- Ability to display grouped products in a double entry table, with one of the attributes as column. This would be especially useful for clothing: size would be in columns, color in rows (imagine 6 sizes and 3 colors, totaling 18 associated products, meaning 3 rows for a grouped product instead of 18). This would be a killer feature (never seen a shopping cart do this), especially for wholesale purposes.
I'm not a programmer, maybe someone else could "clear up" these suggestions?
Thanks for your suggestions. We will keep them in mind as we improve Magento over the next few releases.
I agree, a product configurator would be very valuable.
There are a few products we sell where a user has to select a choice from list A, which determines what choices are available in List B. Also, the choice in list A might also determine the prices for the associated choices in List B.


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Female company president: "I'm sorry to all the mothers I worked with" by Katharine Zaleski @FortuneMagazine 6:02 AM EST E-mail Tweet Facebook Google Plus Linkedin Share icons I still am embarrassed by this memory. Five years ago I walked into an office on the twenty-fifth floor of the Manhattan headquarters of Time Inc. (which owns Fortune.) I was there to meet with Time.com's then managing editor and pitch a partnership idea, but once I took a seat and surveyed the endless photos of her small children spread across the airy space, I decided this editor was too much of a mother to follow up on the idea. I still went through with my proposal, but I walked out sure I would never talk to her again. She wasn't the first and only mother whose work ethic I silently slandered. As a manager at The Huffington Post and then The Washington Post in my mid-twenties, I committed a long list of infractions against mothers or said nothing while I saw others do the same. I secretly rolled my eyes at a mother who couldn't make it to last minute drinks with me and my team. I questioned her "commitment" even though she arrived two hours earlier to work than me and my hungover colleagues the next day. I didn't disagree when another female editor said we should hurry up and fire another woman before she "got pregnant." I sat in a job interview where a male boss grilled a mother of three and asked her, "How in the world are you going to be able to commit to this job and all your kids at the same time?" I didn't give her any visual encouragement when the mother – who was a top cable news producer at the time – looked at him and said, "Believe it or not, I like being away from my kids during the workday… just like you." I scheduled last minute meetings at 4:30pm all of the time. It didn't dawn on me that parents might need to pick up their kids at daycare. I was obsessed with the idea of showing my commitment to the job by staying in the office "late" even though I wouldn't start working until 10:30 am while parents would come in at 8:30 am. For mothers in the workplace, it's death by a thousand cuts – and sometimes it's other women holding the knives. I didn't realize this – or how horrible I'd been – until five years later, when I gave birth to a daughter of my own. Within her first week, I became consumed by the idea that my career was over. It was almost as if my former self was telling me I was worthless because I wouldn't be able to continue sitting in an office for ten hours a day. And I certainly wouldn't be able to get drinks at the last minute. I was now a woman with two choices: go back to work like before and never see my baby; or pull back on my hours and give up the career I'd built over the last ten years. When I looked at my little girl, I knew I didn't want her to feel trapped like me. I read Sheryl Sandberg's Lean In, thinking it would motivate me. It only depressed me more. To me, the message was clear: put up with the choices made by a male-dominated work culture if you want to succeed. I re-read Anne Marie Slaughter's piece on "Why Women Can't Have It All." It just painted another reality that I had contributed to until it became my own problem. While I was on maternity leave from NowThis News (a startup funded by members of The Huffington Post team), still wrestling with these thoughts, I was approached by my now co-founder, Milena Berry. She told me she had an idea to launch a company that would match women in technical positions they could do from home. I decided to quit my job and leave journalism, realizing this startup had enormous potential for the one billion women entering the workforce over the next ten years. If the developer placements worked, then other fields might follow. By enabling women to work from home, women could be valued for their productivity and not time spent sitting in an office or at a bar bonding afterwards. Mothers could have a third option that would allow them to either remain in the workforce or be a part of it even from areas with few job options. All the tools exist for remote work – Slack, Jira, Skype, Trello, Google Docs. Research shows remote workers can be more productive. Furthermore, millennials – with or without kids – want that flexibility, a Harvard study found. With the help of an awesome team that's 50 percent moms from around the world, Milena and I are building PowerToFly around our lives as mothers. We've processed over a million dollars in paychecks for women who work from home across five continents and that number is growing fast. The stories we hear are thrilling. Before we found Nedda, our CTO, she was commuting to London from her home in Bulgaria every week. Nedda's daughter would hide in her suitcase on Sunday nights in an attempt to be with her mother during the week. Now she gets picked up from kindergarten by her mom everyday. Nedda traded a very expensive ten-hour weekly commute (not including time on the London tube) for a thirty-minute walk with her child each afternoon. I wish I had known five years ago, as a young, childless manager, that mothers are the people you need on your team. There's a saying that "if you want something done then ask a busy person to do it." That's exactly why I like working with mothers now. Moms tell me when a project can be done and they give me very advanced notice when they have to take time off work. If they work from home, it doesn't matter if a kid gets sick. Yes, they might not be able to Skype with me as often through that day, but they can still be productive because they can work from home while keeping an eye on their child. (And, like me, many have childcare. There's no way you can work from home without support, usually from another woman.) Moms work hard to meet deadlines because they have a powerful motivation – they want to be sure they can make dinner, pick a child up from school, and yes, get to the gym for themselves. But, I know there are still a lot of people like my 28-year-old self – they undervalue mothers' contributions because they count hours logged in the office and not actual work. Most mothers lose if that's the barometer for productivity. It's time to break that cycle, and it starts with the people doing the hiring. The way I acted in my twenties had a lot to do with denial. If I didn't embrace or recognize the mothers on my team, then I didn't have to think about what my future would be like. I see the same behavior in young women I talk to who are in charge of hiring, especially in the tech space. They are hard liners – and passionate lecturers – about women being in the office so they can be part of the company's "culture". They don't realize how that "culture" pushes women out because it's too often set up around how men bond. Many of these young women are just toe-ing the company line. I don't begrudge them. I feel sorry for them. They're hurting their future selves. Just like I did. These women can help pave the path for their future selves if they start acting like allies rather than deniers. Instead of just smiling and saying your sorry that a mom can't join for office drinks, ask her if she'd rather do lunch. If there's a comment you over hear that disparages a mother because she wasn't at her desk at 7pm, then speak up and point out that she was their at 830 am, or completely available on Skype of Slack at 7pm. There are so many ways we can support each other as women, but it starts with the just recognizing that we're all in different positions at different times in our lives. One thing is clear. Motherhood is the future for most women. Over 80 percent of us will become mothers by the age of 44, according to the US Census Bureau. So embrace your future and support it at work! Now I know who I am. I'm mother who can manage a large team from my home office or on a business trip, raise money, and build a culture for women to succeed. I've never been more productive, satisfied and excited about my future and my daughter's. I wish I had recognized this years ago. For that, I'm sorry to all the mothers I used to work with. Which brings me back to that managing editor I dissed at Time. Her name is Cathy and she has three kids. The deal never went through for a variety of reasons that included editorial fit, but we started talking six months ago. Cathy recently joined PowerToFly as our Executive Editor. She has taught me a lot about how to be more productive than I was before motherhood. I'm now looking for more Cathys to join PowerToFly because I know they can manage households, multiple schedules and very high business goals. Katharine Zaleski is the Cofounder and President of PowerToFly, the first global platform matching women in highly skilled positions across tech and digital that they can do from home, or in an office, if they choose.
After filing sex bias suit, venture capitalist's performance review suffered, lawyer says by Katharine Zaleski @FortuneMagazine February 27, 2015, 7:22 PM EST E-mail Tweet Facebook Google Plus Linkedin Share icons A female venture capitalist received a poor performance review after she sued her employer for sex discrimination, at least according to her attorney, who tried to hammer the point home during testimony in a high-profile Silicon Valley case Friday. Ellen Pao, who has accused the venture capital firm Kleiner Perkins of overlooking her for a promotion, was given a starkly different assessment from the prior year, the attorney implied. Her 2012 review, compiled from feedback of executives of companies in which Kleiner Perkins invested, said, "Ellen was not providing the desired level of impact or leadership." A year earlier, before she sued, however, a similar review said, "You have provided tremendous services to our CEOs that is appreciated and coveted." Friday was the fourth day of testimony in the high-profile case, which is offering a rare glimpse into the gender dynamics of the overwhelmingly male venture capital world in Silicon Valley. Pao, who was ultimately fired from Kleiner Perkins and is now CEO of online bulletin board Reddit, claims while working at Kleiner, she was pressured into a relationship with co-worker Ajit Nazre. After complaining, she said she faced retaliation and eventually was unable to get a promotion. Kleiner argued that Pao, who has double Harvard graduate degrees, did not have the skills to be successful in venture capital. Ted Schlein, managing partner for Kleiner Perkins, said from the witness stand that Pao lacked "the genetic makeup" of a venture capitalist. "I was suspect whether she ultimately had the skills to be a successful partner," he told the jury. "Her personality, how she viewed things, how she processed things. Kinda black and white, most of our business is quite grey." In its defense, Kleiner Perkins' attorney has argued that Pao's performance reviews over the years all included negative comments mixed with a smattering of positive ones. At times, she is described as "territorial" and "not 100% reliable," for example, while simultaneously being called a "great service provider." On Friday, Kleiner Perkins' attorney pointed to a review in 2010 that was lukewarm about Pao's performance. Outside executives had said she "needs to be more calm, and have a more confident approach, don't be so detailed oriented all the time," and eventually concluded that "she just needs more seasoning and time." Schlein explained the positive 2011 review by saying an early draft had said she was not on track to be promoted. In fact, the firm had wanted her to leave, he said. However, Kleiner partner, John Doerr, who thought Pao had done a good job, pushed to have the review changed to be more positive. "He asked to give Ellen another chance," Schlein said of the 2011 review. "I disagreed but I did it." A year later, after getting her negative review, Pao asked Schlein for the names of CEOs who had provided the feedback. Schlein told the jury, "I said I'd look into whether or not it was appropriate to give her names." However, he confirmed that historically CEO names were disclosed on prior performance reviews. The 2012 review noted: "Ellen is not on track to be a senior investment partner." It also said "she was cited more than any other junior partner as having areas that 'do not meet expectations.' " Pao wrote back saying the review failed to take into account the current reality of her situation at Kleiner Perkins. "I am routinely cut out of meetings and other KP partners fail to attend meetings I request," she said in requesting a reassessment. In late September, Kleiner Partner Matt Murphy wrote to Schlein: "We're about a week away from the 60 day mark we established to reassess P's performance." A week later, Pao was fired. Both sides in the case weave vastly different stories from the same events. During a 2009 conference, organizers requested that Pao move from a front table with several of her colleagues and sit in the back without them. In her court filings, Pao cited the incident as an example of the discrimination she faces. In contrast, Schlein testified that he didn't think it was a big deal. "Ellen is very sensitive about her status," he said in an email shown in court. "I believe this is a personal fault of hers." He elaborated when questioned by the Kleiner attorney that the organizer of the event was "very controlling about who does what, who sits where." Asked why he didn't sit in the back of the room, Schlein, a far more senior venture capitalist, responded, "That's not how the meetings work." (This story was updated with additional information and to clarify the arguments by both sides of case)
Study: 100% of women of color in STEM experience bias by Katharine Zaleski @FortuneMagazine January 26, 2015, 5:14 PM EST E-mail Tweet Facebook Google Plus Linkedin Share icons At the dawn of 2015, gender bias in science, tech, engineering and math (STEM) fields are pervasive, but a new University of California Hastings study finds the difficulties compound if you are a women of color. The study, led by Professor Joan Williams, a director of Hastings' Center for WorkLife Law, was based on interviews with 60 women of color in STEM and a survey of 557 women (both women of color and white women). A full 100% of the women of color reported gender bias, with 93% of white women saying they've experienced gender bias. But women of color also encounter racial and ethnic stereotypes, putting them in what Williams called "a double jeopardy." For instance, black women were more likely (77%) than other women (66%) to report "having to prove themselves over and over again." The study also found that Latinas and Asian-American women faced stereotyping in the workplace. The findings of the study included: Both Latinas and Black women report regularly being mistaken as janitors. The stereotype that Asians are good at science helps Asian-American women with their students but not their colleagues Asian-American women said they felt more pressure to act "feminine"—demure and passive—and received more push back when they don't Latinas reported that when they assert themselves, they risk being seen as "angry" or "too emotional" Black women felt they have more leeway in terms of expressing emotion so long as they aren't perceived as "angry black women" Latina scientists reported having a harder time getting administrative personnel to do work, and were expected to do more admin work by colleagues such as filling out forms and organizing meetings All of the women surveyed reported experiencing some form of gender bias; and 93% of white women have experienced gender bias Williams, who has been studying gender for more two decades, said over the years she's received several requests to add a racial component to her studies. "If you study gender, it's typically about white women," she said. "If you study race, it's typically about men of color. Women of color get lost in the shuffle." In her study, Williams offers a list of best practices that employers can adopt to counter this bias, such as providing new hires with mentors and creating focusing groups to assess the level of bias in the firm. The U.S. Census Bureau reported that men are employed in STEM occupations at about twice the rate of women with the same qualifications. Recently, Intel announced a major diversity initiative to improve such stats. However, for people who want to take matters into their own hands, William, the author of a book about how women combat gender stereotypes, suggests creating a "posse." The posse is a group of both men and women that regularly celebrates each others' successes. Williams contends that this combats two significant biases women face: having their mistakes highlighted more than their successes and facing push back for asserting themselves. As for Williams, when asked if she'd experienced gender bias herself, she laughed heartily. "Are you kidding?" she said, rattling off the stats about the pervasiveness of gender bias.
How corporate America is tackling unconscious bias by Katharine Zaleski @FortuneMagazine January 15, 2015, 7:07 AM EST E-mail Tweet Facebook Google Plus Linkedin Share icons Equality is a worthy goal—but its tough to achieve when unconscious bias so pervades the American workplace. Certainly women have made inroads in corporate America, but a Pew Research Center survey released Wednesday points at why women struggle to climb to the corporate world's highest ranks—and often tone down their ideas, hide behind an agreeable facade or leave the workplace altogether. Four out of 10 surveyed in the Pew study said that there are double standards for women seeking the highest levels of leadership in politics or business. They added that women have to outshine their male counterparts—and more than one-third of respondents believe the electorate and corporate America are not ready to put more women in top leadership positions. (See also: Management lessons from Sony's gender pay gap.) That conclusion comes as no surprise to Howard J. Ross, a diversity expert from Silver Spring, Md., who says "men are more likely, on television and elsewhere, to be seen in the workplace. It affects the way men see women and the way women see themselves." Ross, who addressed the issue in his recent book, Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives, says, "It's not just men but women too who have ingrained expectations of workplace roles." Google's GOOG disclosure last year that it has a 70% male workforce and its public effort to address that "deserves recognition," says Ross. Google, along with companies like BAE Systems, Exel, Genentech, T. Rowe Price and Roche Diagnostics are among those who are moving to overcome their workplace biases, he said. Learn more about how other tech companies are trying to increase diversity from Fortune's video team: One step some companies are taking when hiring? Stripping resumes of names and other identifying information and assigning numbers, Ross says. Roche Diagnostics, a subsidiary of pharmaceutical giant Roche Group, is aiming to make its managers more aware of unconscious bias. It held two bias acquaintance sessions with its senior and middle managers in recent months and has plans for a third at its national sales meeting in late January. "We are trying to ensure that our culture understands how bias exists everywhere, and being aware of it is critical," says Bridget Boyle, Roche Diagnostics' vice president of human resources. In addition to ongoing training to highlight unconscious bias, the company broadened its recruitment and promotion policies in 2013. More than half of its lower level employees were women but their presence began to thin in middle management, Boyle says. To spark change, the company instituted a mentor policy that has paired 150 sets of employees over 18 months. It's also strengthening maternity and paternity benefits and assuring diverse slates of candidates for the 750-800 openings it fills each year, Boyle adds. Royal Bank of Canada started an effort in May 2013 to raise awareness of bias among its 78,000 employees worldwide. Dr. Mahzarin Banaji, a Harvard University social ethics professor who co-authored Blind Spot: The Hidden Biases of Good People, has held sessions for about 1,000 of RBC's executives to help alert them of their biases. In addition to these meetings, employees have access to tests developed by Harvard to assess their unconscious biases and apply their personal findings in workshops. These sessions, says Norma Tombari, RBC's director of global diversity, are continuing in 2015 as part of the company's "entire talent management decision-making." The program covers gender, race, disability and LGBT biases. Despite such concerted efforts, change won't be sudden, warns Gerard J. Holder, the author of Hidden Bias: How Unconscious Attitudes on Diversity Undermine Organizations and What to do about It. "We didn't get conditioned overnight," says Holder, who works with companies to help reeducate employees on their learned behaviors. "It's a learning process that has to be done over a period of time, not a training that can be done in three hours." A transformed workforce may be a while away, but the Pew study did reveal several gems that hint at progress. Women won high rankings on key leadership traits like ambition and decisiveness. The respondents also said that women place more importance on intelligence and honesty than men do—and that those are essential leadership traits.
10 ways women can avoid 'manterruptions' in meetings by Katharine Zaleski @FortuneMagazine January 14, 2015, 12:48 PM EST E-mail Tweet Facebook Google Plus Linkedin Share icons This post is in partnership with Time. The article below was originally published at Time.com. By Jessica Bennett, TIME Manterrupting (n): Unnecessary interruption of a woman by a man. Bropropriating (n): Taking a woman's idea and taking credit for it We all remember that moment back in 2009, when Kanye West lunched onto stage at the MTV Video Music Awards, grabbed the microphone from Taylor Swift, and launched into a monologue. "I'm gonna let you finish," he said as he interrupted Swift as she was accepting the award for best female video. "But Beyonce had one of the best videos of all time!" It was perhaps the most public example of the "manterruption" – that is, a man interrupting a woman while she's trying to speak (in this case, on stage, by herself, as an award honoree) and taking over the floor. At the VMAs it might have counted as entertainment, but ask any woman in the working world and we all recognize the phenomenon. We speak up in a meeting, only to hear a man's voice chime in louder. We pitch an idea, perhaps too uncertainly – only to have a dude repeat it with authority. We may possess the skill, but he has the right vocal chords – which means we shut up, losing our confidence (or worse, the credit for the work). We might have thought we were just being paranoid. But thanks to Sheryl Sandberg and Wharton business school professor Adam Grant (a man!) we can feel just a little less crazy when we mentally replay those meetings gone wrong. In a new op-ed in the New York Times, they point out the perils of "speaking while female," along with a bevy of new research to prove that no, this is not all in our heads. (Disclaimer: I edit special projects for Sandberg's women's nonprofit, LeanIn.Org. Though I did not edit her Times op-ed.) Sandberg and Grant cite research showing that powerful male senators speak significantly more than their junior colleagues, while female senators do not. That male executives who speak more often than their peers aredeemed more competent (by 10 percent), while female executives who speak up are considered less (14 percent less). The data follows a long line of research showing that when it comes to the workplace, women speak less, are interrupted more, and have their ideas more harshly scrutinized. "We've both seen it happen again and again," Sandberg and Grant write. "When a woman speaks in a professional setting, she walks a tightrope. Either she's barely heard or she's judged as too aggressive. When a man says virtually the same thing, heads nod in appreciation for his fine idea." My friends have come up with terminology for it: Manterrupting. Manstanding. (Or talk-blocking, if you want the gender neutral version.) And the result? Women hold back. That, or we relinquish credit altogether. Our ideas get coopted (bro-opted), re-appropriated (bro-propriated?) — or they simply fizzle out. We shut down, become less creative, less engaged. We revert into ourselves, wondering if it's actually our fault. Enter spiral of self-doubt. But there are things we can do to stop that cycle: women, men, and even bosses. Know That We're All a Little Bit Sexist — and Correct for It The reality is that we all exhibit what scholars call "unconscious bias" — ingrained prejudices we may not even know we have. (Don't think you're among the culprits? Take this Implicit Association Test to be proven wrong.) When it comes to women, that bias is the result of decades of history; we've been taught that men lead and women nurture. So when women exhibit male traits – you know, decision-making, authority, leadership – we often dislike them, while men who exhibit those same traits are frequently deemed strong, masculine, and competent. It's not only men who exhibit this bias, it's women, too: as one recent study found, it's not just men who interrupt women more at work — it's women, too. But acknowledging that bias is an important step toward correcting for it. Establish a No-Kanye Rule (Or Any Interruption, for That Matter) When Glen Mazarra, a showrunner at the The Shield, an FX TV drama from the early 2000s, noticed that his female writers weren't speaking up in the writer's room – or that when they did, they were interrupted and their ideas overtaken — he instituted a no-interruption policy while writers (male or female) were pitching. "It worked, and he later observed that it made the entire team more effective," Sandberg and Grant wrote. Practice Bystander Intervention Seriously, stop an interrupter in his (or her) tracks. Nudge him, elbow him, or simply speak up to say, "Wait, let her finish," or "Hey, I want to hear what Jess is saying." The words are your choice — but don't stay silent. Create a Buddy System With a Friend Or, better yet, if you're a woman, create a buddy system with a friend who is a dude. Ask him to nod and look interested when you speak (when he's interested, of course). Get him to back you up publicly in meetings. Seriously, try it. It's not fair, no. But dammit, it works. Support Your (Female) Colleagues If you hear an idea from a woman that you think is good, back her up. You'll have more of an effect than you think and you'll establish yourself as a team player, too. Give Credit Where It's Due Yes, everyone wants credit for a good idea. But research shows that giving credit where it's due will actually make you look better (as well as the person with the idea). Women: Practice Assertive Body Language Sit at the table, point to someone, stand up, walk to the front of the room, place your hand on the table — whatever it takes. Not only do these high-power poses make you appear more authoritative, but they actually increase your testosterone levels – and thus, your confidence. In some cases, it may actually help to literally "lean in": in one study, researchers found that men physically lean in more often than women in professional meetings, making them less likely to be interrupted. Women more often leaned away — and were more likely to be interrupted. … And Own Your Voice Don't undermine your authority with "I'm not sure if this is right, but—." Speak authoritatively. Avoid the baby voice (leadership and authority are associated with the deep masculine voice, not with a softer, higher pitched tone). And please, whatever you do, don't apologize before you speak. Support Companies With Women in Power We know that companies with more women on their corporate boards have higher outcomes and better returns. Teams with more diverse members perform better, too. But having more women in power may actually encourage women to bring their ideas forward. In one study cited by Sandberg and Grant, researchers looked at the employees of a credit union where women made up 74 percent of supervisors and 84 percent of front-line employees. Shocker: women here were more likely to speak up, and be heard. If all else fails, you can always learn how to talk really, really loud. Jessica Bennett is a contributing columnist at Time.com covering the intersection of gender, sexuality, business and pop culture. She writes regularly for the New York Times and is a contributing editor on special projects for Sheryl Sandberg's women's non-profit, Lean In. You can follow her @jess7bennett.
Management lessons from Sony's gender pay gap by Katharine Zaleski @FortuneMagazine December 22, 2014, 5:43 AM EST E-mail Tweet Facebook Google Plus Linkedin Share icons From a business perspective, one of the weightier bits of intel to come from the Sony hack has been the revelation of a huge pay gap between two top execs. According to documents posted by Fusion, Hannah Minghella, president of production for Columbia Pictures, is on target to earn $1.55 million this year. Her co-president, Michael De Luca, will take home $2.4 million. News outlets were quick to decry the gender wage gap. "A Female Sony Executive Makes Nearly $1 Million Less Than Her Male Counterpart," blasted Business Insider. Fusion noted that of the 17 Sony employees with base pay rates over $1 million, only one is a woman. But De Luca, 49, came to his role at Sony Pictures with a bevy of awards and 25 years of experience in the industry, including stints as president of production at New Line and at DreamWorks. Minghella, 35, had her first production credit on The Talented Mr. Ripley in 1999. She spent three years as head of Sony Pictures Animation on her way to her current position. (This year, she made our 40 Under 40 list.) So, did De Luca's greater experience and track record warrant higher pay? Are his responsibilities more substantive? It is impossible to know what decision-making went on in this particular case. (Sony did not respond to requests for comment.) This particular pay gap, however, raises an important management question: are there times when a pay disparity between a man and woman with the same title is reasonable? Experts in workplace compensation note that employers aren't required to pay two people the same salary simply because they hold the same title. In fact, the Equal Pay Act of 1963 gives employers wide berth. The federal law states that employers can set different pay for people with identical jobs if the reason is based on a person's seniority, merit, quality or quantity of work, or some other factor not related to their sex. Still, Roberta Liebenberg, former chair of the American Bar Association's Commission on Women, cautions that employers need to be watchful of the overall pattern. If a gap between a man and woman isn't an isolated instance, she says, there could be "inherent unconscious biases" at work. The problem with unconscious bias is that it is often invisible to managers; they may rationalize inequities and fail to consider that their biases– unchallenged assumptions– may be influencing how they set employee pay. Unconscious bias is common in the legal field, Liebenberg says. In fact, female equity partners at law firms make 60 to 80 percent less than their male counterparts, an ABA study shows. The average gap is 68 percent, but the largest noted was 89 percent. "If there's a discrepancy between a woman and a man, it may be fine," says Michele Mayes, general counsel at the New York Public Library and current chair of the ABA's Commission on Women. "But there needs to be rigor around it. There needs to be an entire set of questions and checks to make sure it's actually correct." Too many employers, she says, quickly justify pay differences without fully investigating the situation or comparing the work of the two employees. Hollywood gets particularly knocked for its problems, and indeed, there is only one female CEO of a Fortune 1000 entertainment company, Amy Miles of Regal. (See also: Women CEOs in the Fortune 1000, by the numbers.) But the gender pay gap is pervasive across industries, and all levels of organizations, says Anna Beninger, director of research at Catalyst, a nonprofit focused on issues facing female professionals. In 2007, Catalyst began tracking 10,000 MBA grads from top business schools and found that women start out earning an average $4,600 less than men at their very first job. The gap keeps growing over time, and after only two to three years, Catalyst has found, it surpasses $40,000. "It's a common myth that these gaps are only at senior levels, but in fact it begins on day one," says Beninger. "Women don't start out on equal footing." Mayes suggests that employers need to more closely scrutinize those pay gaps, and ask themselves key questions. How does a person's higher salary fit in with the existing pay structure? Are two people performing the same work, but getting paid differently? (Beninger notes, "How [people] got to their role no longer matters. What matters is their current job.") And finally, if one person is being paid less than a colleague with a similar job, how would you explain that salary disparity if it is discovered? "You can't just hope the person won't find out," Mayes says. "In the age of the Internet and social media, [uncovering that info] is child's play. And you are begging for trouble." From her own experience in hiring lawyers, Mayes says she has had to walk away from candidates who sought higher pay than existing employees in similar positions. "I can't give it to them and then look the other person [who makes less] in the eye the next day," she says. "Because even if they don't know, I do." At the very least, the leaked pay scales at Sony Pictures have helped shine a light on a problem that goes well beyond Hollywood. "I'm glad this got leaked," says Shelly Ulaj, founder of the nonprofit Women Empowered, which connects women professionals in the California area. "There has been a lot of movement towards gender equality in pay, in titles, but ultimately, we as women are still way behind men."
How analytics helped Kimberly-Clark solve its diversity problem by Katharine Zaleski @FortuneMagazine December 10, 2014, 6:00 AM EST E-mail Tweet Facebook Google Plus Linkedin Share icons What do you do when most of your customers are women, but the majority of your top managers are men? Kimberly-Clark KMB faced that exact dilemma in 2009. The parent company of Huggies, Kleenex, Kotex and Cottonelle had data showing that just 17% of its director-level-or-higher employees were women, while a whopping 85% of its consumers were female. In November of 2010, Sue Dodsworth became the company's global diversity officer, and she went to work. After using analytics to pinpoint (and resolve) the problem, K-C made a dramatic turnaround in just four years. Today, 30% of its director-or-above employees are women, and 35% of those in middle management or higher are—up from 25% in 2009. It all started with acknowledging that there was an issue, Dodsworth says. "Gender diversity has been a priority for K-C for about 20 years," she says, "but it wasn't until about four years ago that we started to take it very seriously because people started getting very frustrated that we hadn't caused much movement." After being named to her new post, Dodsworth says she set out to win over minds first and hearts second. She and her peers traveled to 20 countries and spoke to business leaders across the company's brands. They championed inclusion and explained why gender balance is, at its core, a savvy business strategy. "We want to look, think and behave like the people who use our products," she says. "If we don't represent them, we're not necessarily making all the right decisions. Companies like Apple have shown us that's the way to go—it's obvious, really." The corporation also created a one-person analytics "team"—now a group of three who use Workday's management software—to track and scrutinize HR data, including who comes in, who gets promoted, who moves sideways for development, and who leaves. They found that women were hitting glass ceilings at two points, Dodsworth says: after the first professional promotion, and again just below director. "When we saw that," she adds, "we knew where we needed to concentrate in terms of career development." To understand the two sticking points, Dodsworth and her team asked K-C employees tough questions. They discovered that in many cases, women simply weren't applying for promotions or certain jobs. "When we asked why, it was, 'Because of these 10 things that I need for the role, I've only got eight,'" she says. "Whereas when I talked to the men who applied, they had five and they were going for it." Dodsworth's group also found that some job descriptions were more aligned with men's work experience than women's: necessary years in mill management, for instance, which is an area with relatively few women. Now Dodsworth asks her hiring managers to think about transferrable skills when writing job postings, rather than mandating specific areas in which those skills were gained. Dodsworth admits that there were bumps along the road to increased gender diversity. She remembers the first 18 months as "difficult," despite strong support from the company's CEO and senior leaders. "Some [men] were worried that they wouldn't be promoted ever again, which is completely untrue," she says. "All our data tells us differently, even now. There was a lack of understanding that all we're doing is creating a level playing field." But now, "we can hardly keep up with demand for diverse slates," she says. "Having hired a more diverse group of people as their team, they see it makes a difference and they want more of it. This started as an initiative, but now it's the way we work." And Dodsworth says the changes at K-C go beyond hard numbers, such as the oft-cited 82% increase in women who hold director-level or higher positions. "People don't finish each other's sentences," she says. "We don't have teams that have worked together in the same group for the last 15 years. There's not over-familiarity. I hear more debates, more discussions, and I see many more solutions to old problems." Molly Petrilla is a freelance journalist who often writes about business, leadership and innovation.
For women, having more power at work can worsen depression by Katharine Zaleski @FortuneMagazine November 20, 2014, 12:27 PM EST E-mail Tweet Facebook Google Plus Linkedin Share icons Ladies, be careful when you "lean in." The results may sadden you. Having so-called job authority—the power to hire, fire, and pay people—and the socioeconomic advantage it confers, are typically considered assets in an employee's life with few, if any exceptions. (There was never any wonder why Sheryl Sandberg was so adamant in urging women to seek it.) But a new study in the December issue of the American Sociological Association's Journal of Health and Social Behavior tosses that notion aside when it comes to mental health. Co-authors Tetyana Pudrovska, a sociology professor at the University of Texas at Austin, and Amelia Karraker, a professor of human development and family studies at Iowa State University, examined the effects of job authority on mental health through the prism of gender relations. They found that women with job authority exhibit more depressive symptoms than women without job authority. The opposite was true for men: those with authority are overall less depressed than men without work-related authority. The study takes into account that, in general, women typically suffer from depression more often than men: When men and women without job authority are compared, women have slightly elevated depressive symptoms. When comparing men and women with job authority, however, women with such power show significantly more signs of depression, Pudrovska says. "What's most striking here is the traditional theory in medical sociology is that the socioeconomic advantage [from job authority] is good for health; it gives you more money, it means you probably have better education, and physically and mentally your health is better. [People with work-related authority] are socially advantaged in terms of these desirable characteristics," she says. So, why do women in higher-up positions often feel so down? The study blames "interpersonal stressors" that women experience due to the "process of gender stratification." The stressors that women face stem from "prejudice, discrimination, unfavorable stereotypes, negative social interactions, lack of communication and support from superiors and coworkers, and pressure to perform better than men to prove competence," the study says. Pudrovska points specifically to "the problem of legitimacy" that women confront in the workplace. They "face resistance, since their power is not consistent with what we think the norms are." Women in power are also caught in what Pudrovska calls a "double bind." They are expected to express both femininity and assertiveness. If they fail to balance those two qualities, they're criticized for either being too docile and incompetent or too bossy. Meanwhile, men benefit from job authority since their power is considered legitimate and natural. "They don't have to overcome as much resistance and stereotypes," Pudrovska says. The study looked at data from the Wisconsin Longitudinal Study, which followed men and women from age 18 in 1957 to age 65 in 2004. "The female subjects of the study were part of the first generation of women who were well represented in the workforce," Pudrovska says. The stresses this group felt are just as present—and perhaps more acute—for younger women. "Now we're bombarded with not being confident enough, not leaning in enough," Pudrovska says. "Leaning in is a good thing in and of itself, but once you do so, the assumption is that everything should fall into place." But it's hardly ever so simple. "Catching up with men in terms of structural aspects of workplace authority is not sufficient because the cultural meaning of exercising job authority is different for men and women," the study says.
Twitter joins partnership to improve handling of harassment claims by Katharine Zaleski @FortuneMagazine November 7, 2014, 12:18 PM EST E-mail Tweet Facebook Google Plus Linkedin Share icons This post is in partnership with Time. The article below was originally published at Time.com. By Victor Luckerson, TIME Twitter is partnering with a nonprofit to make it easier for people to report harassment based on gender. The organization Women, Action & the Media will begin collecting reports of harassment via an online form and send the reports it deems valid to Twitter. The new tool is a pilot program, and the organization says it will monitor Twitter's responses to harassment claims and help the social network improve how it handles complaints. At least a quarter of female Internet users between 18 and 24 have been sexually harassed or stalked online, according to a Pew Research Center survey. In the past, Twitter TWTR has faced criticism for how it deals with harassment towards women on its site. There was an uproar last year when Twitter neutered the ability to block other users, and the social network was forced to quickly revert back to the original blocking feature. The site has also become a feverish battleground for the #GamerGate controversy, through which some women have faced harassment on the social network.
No, Satya Nadella, you can't count on 'karma' to get you a pay raise by Katharine Zaleski @FortuneMagazine October 10, 2014, 11:48 AM EST E-mail Tweet Facebook Google Plus Linkedin Share icons Unfortunately for women, too many of them are already following Microsoft CEO Satya Nadella's hastily retracted advice and trusting that a benevolent "system" will reward them with pay hikes without having to ask. The female half of the workforce currently makes about 77 cents for each dollar men take home, according to the Bureau of Labor Statistics. Black and Hispanic women fare even worse, at 68 and 59 cents respectively. "At the current rate of progress," says a recent Department of Labor memo on pay transparency, "it will take until 2057 to close the wage gap." Don't want to wait 43 years? Speak up. Stacks of studies show that women have a tougher time asking for what they've earned. "Part of the problem is that women are never taught how to effectively negotiate" while avoiding being labeled as bossy or overly assertive, observes Aimee Cohen, an executive coach and author of Woman Up! Overcome the 7 Deadly Sins that Sabotage Your Success. Women are also prone to what Cohen calls the "disastrous triple-D, where they routinely, and often unconsciously, downplay, dismiss, and diminish their accomplishments. It's very difficult to negotiate for more money if you describe what you've done as 'no big deal' or say 'anyone could have done that'"—phrases that male negotiators seldom, if ever, utter. So how can you make sure you're paid what you're worth? Cohen offers these tips: Practice. "Don't expect to be good at negotiating over money if you only do it every few years. It takes practice," says Cohen. Sometimes it helps to start small. "Go to garage sales and practice haggling over junk," Cohen suggests, until you're comfortable with politely but firmly stating your case. Tell someone you're going to ask for a raise. If assertiveness is hard for you, Cohen says, "rallying support can be an effective way to create accountability." Once you've told a friend, spouse, or coworker who will hold you to it, "there's no backing out and no retreat." Be realistic. Do enough research to set clear expectations, Cohen advises. "If you know a given job only pays $100,000, asking for $200,000 is obviously out of line." But if your title and your accomplishments generally pay X, and you're only making Y, be ready to bring up X. Even if it's an improbable hike of, say, 20%, you need to show you're aware of your market value—and starting high, with the expectation you'll be talked part of the way down, is a time-honored strategy. Anticipate objections. "Think out any and all reasons why the other person might say 'no' and have your responses ready," Cohen says. This includes having some alternatives in mind. For instance, if the raise you deserve just isn't in the budget, would you settle for an annual performance bonus? How about a few extra weeks of vacation, or a company car? Says Cohen, "You need to have suggestions for keeping the conversation going until you can reach a successful compromise." Write a script. Anyone unaccustomed to negotiating can get "flustered and nervous. It's a stressful situation," Cohen notes. Writing out what you want to say beforehand, including the reasons why you believe you're worth more than you make now, and then going over those points until they're fixed in your mind, can both keep you calm and ensure that you don't skip anything. Be yourself. Bring your usual personality to the conversation, rather than thinking you have to adopt a different persona—maybe a "tougher," less reasonable one—for this discussion. Says Cohen, "Nothing is more off-putting or confusing to a boss than having your alter ego do your negotiating for you." Know your bottom line. If your research has shown that you really are making much less than you're worth, Cohen suggests figuring out how big a raise it would take to keep you from looking for a better job. "You have to know how low a number you're willing to accept, and when you'll be ready to walk away." Celebrate success. If you get all or most of what you aimed for, Cohen sys, do something special for yourself as a reward. It will help make you approach your next negotiation—and, depend on it, there will be a next one—with more enthusiasm. "Most women would rather have root canal surgery than negotiate a bigger raise or a better promotion," Cohen says. "But not negotiating is not an option" —even, or especially, at companies like Microsoft MSFT .


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Would you add a playful pattern to a large room?
Getting the mix bright!
Does your kitchen have the blues?
Photographer Laird Kay shows off his west-end Toronto home with warm grey walls, quirky accents and an enviable art collection. Tour his open-concept kitchen, colourful principal bedroom and long backyard with pool.


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Just before it
reached the point of comic absurdity (alright, it might have already hit that point) Sony has acquiesced: the
PlayStation 3 isn't shipping in the next three months, despite what their website says to the contrary. The Nihon Keizai
Shimbun newspaper is reporting that the PlayStation 3 is being delayed until "early November" in Japan
due to complications with the AACS copy protection system being implemented into the Blu-ray specification.
The unsourced story broke in Japan this morning, hours ahead of the 3pm (1am EST) Sony conference where we imagine
this--and other--PS3 unknowns will be eliminated. With a November release in Japan, Sony would need to coordinate a
simultaneous launch in the US in order to capitalize on the lucrative--and strategic--holiday shopping season. A
simultaneous launch would be a first for Sony, who have historically launched in Japan first, with US and European
launches following.
We're sure you're all as shocked as we were to hear the news. Seriously, we're just
glad that soon, maybe by this time tomorrow, we won't have to bring you daily updates about the PS3 being delayed, not
delayed, definitely delayed, still on track, not in manufacturing...
[Thanks to everyone that sent
this in!]
Featured Stories
Off the Grid: The Witcher Adventure Game and Star Wars Imperial Assault
Posted on Feb 3rd 2015 2:15PM


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A 2-day meeting may decide how much and which parts of 2 controversial H5N1 flu studies will be published.
A 2-day meeting may decide how much and which parts of 2 controversial H5N1 flu studies will be published.
The likelihood of developing dementia later in life may be predicted by the speed at which people walk, while grip strength may predict stroke.
An architecture graduate constructs intricate botanical illustrations using the computer graphics programs intended to design buildings.
Fruit flies consume alcohol to kill off parasites.
Often thought to be artifacts of the lab, prions in yeast may actually drive the evolution of beneficial traits.
Epidemiologists consider how social media could be harnessed to predict disease outbreaks.
As institutions around the world start celebrations of Darwin Day, New York reveals a digitized catalog of Darwin's scientific manuscripts.
The federal agency finally breaks out some information on what it might take to get generic biological drugs approved.
Radiation in Fukushima Prefecture is reducing bird populations less than 1 year since the nuclear disaster.
Scientists use Google Earth to fact check official reports of fish farming in the Mediterranean.


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BS in Management
Businesses around the globe and across all industries need individuals who have been trained to understand the "big picture" open systems integration of how organizations function. A degree in management provides an opportunity for students to develop managerial expertise through the required curriculum, which has a focus on the essential business functions of planning, organizing, leading, and controlling within a dynamic, global business environment.
Our department is committed to educational excellence and fosters the development of analytical skills, critical thinking, and leadership core competencies for managing projects, operations, information and an increasingly diverse workforce.
Our Vision
Our collective vision in the management department is to establish and maintain national prominence in each of our core discipline areas.
We intend to achieve this vision through the development and continuous improvement of key initiatives that support:
- Excellence in advising
- Excellence in curriculum
- Excellence in curriculum delivery
- Excellence in student learning assessment
Our Mission
The department's mission is driven by a faculty commitment to serving students in ways that develop them as whole managers and leaders capable of excelling in and integrating both behavioral and technical skills.
Students completing a degree in management will gain foundational knowledge of management theory and research. In addition, they will garner real world, hands-on application of those skills to assist organizations in achieving their strategic plans and goals. In particular, students completing a degree in management will be able to:
- administer a variety of management systems to assess employee and organizational needs in different types of organizational environments;
- communicate models, theories and concepts in both written and oral formats to management at any level;
- develop recommendations for improvement to organizational processes, practices or policies;
- demonstrate persuasion, empathy, fairness and an ability to handle conflict when dealing with and responding to coworkers, supervisors, subordinates, customers or suppliers; and
- acquire advanced knowledge of theoretical underpinnings and current best practices in organizational processes.
Curriculum + Requirements
Students majoring in management are required to complete 125 credits.
Business Core Curriculum (46 credits)
University Curriculum (37 credits)
Management Core (15 credits):
Course | Title | Credits |
MG 301 | Group and Virtual Team Processes | 3 |
MG 302 | Human Resource Management | 3 |
MG 321 | Decision Making for Managers | 3 |
MG 335 | Project Management | 3 |
MG 402 | Management Senior Seminar | 3 |
Management Electives or Human Resource Management Concentration (15 credits)
Take five courses from MG level 200 or higher (not included in the Management Core) or complete a track in Human Resource Management (HRM) by taking the following required courses:
Required Courses for HRM Track:
Course | Title | Credits |
MG 306 | Staffing: Recruitment, Selection & Placement | 3 |
MG 311 | Employment Law & Labor Relations | 3 |
MG 345 | Training & Development | 3 |
MG 355 | Compensation & Benefits | 3 |
IB 352 | International Management | 3 |
Minor in Management
The minor in management requires a total of 18 credits including:
- MG 210 Essentials of Management & Organizational Behavior (3 credits)
- Plus, five management courses.


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Photograph by Carsten Peter
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Here are the "rules".
If you'd like to see the full Marvel August Cover Solicits head on over to CBR.
So, again, I have to admit that these were mostly good. Much more good than bad. That said, I was REALLY drunk (i.e. much more drunk than usual) when I did these…so I found plenty of things to pick at. Hopefully at least a few are funny, rather than just raves. Enjoy!
ASTONISHING X-MEN 43. And we're off and running right out of the gate! Great idea, great execution. Super phallic, but worth it! Also, don't forget the bomb behind him, which I almost missed the first time. Cool shit.
AVENGERS ACADEMY 34. Another home run. I'm not really familiar with this artist (Camuncoli) but this is epically cool. Love the colors and the emotion…the effect he creates with the colors between her costume and power…really good stuff. Also, this cover does exactly what every cover is SUPPOSED to do – makes me want to find out what the interior story is.
AVENGERS ACADEMY 35. WOW. Again, another Camucoli…I'm going to have to watch out for this guy. This is gorgeous and haunting and the tiger shape on the brick wall is just the icing on the cake.
AVENGERS ASSEMBLE 6. See now, I want to give this cover credit for zipping up Black Widow (although it kind of looks nothing like her) but look at the green chick…what the fuck is up with that costume…I mean that shit gives costumes like Starfire and Star Sapphire a run for their money. Ridiculous.