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Throughout much of the 20th century, debate swirled around the proper role of women in the workforce. Increasingly, women earned wages -- but only rarely as professionals or salaried employees. As recently as the early 1960s, most women with college degrees and professional aspirations had to limit their aspirations and seek employment in the "pink ghetto" as nurses, secretaries, librarians or teachers. Then a wave of social change swept across the corporate landscape and society as women demanded and increasingly received more opportunities. Today, a female CEO may not be common but no longer is remarkably rare; women make up a large percentage of the workforce in most developed nations.
The metaphor of the 'glass ceiling' came into common usage in the 1980s, referring to the phenomenon of women being able to see – but not reach – elite positions within the workforce, regardless of how well qualified they may be, their track record of achievement or their aspirations.
Gender discrimination may be banned; in its place many women still encounter invisible and yet very real barriers to promotion and wage increases. As former president and CEO of Hewlett-Packard Carly Fiorina once said in an interview, "it's clear that there aren't enough women in business, and the stereotypes will exist as long as there aren't enough of us."
Researchers at Thomson Reuters decided to examine gender equality within the workplace, using its ASSET4 database on environmental, social and corporate governance matters. Taking a rigorously quantitative approach, the research team drew some intriguing conclusions, including:
Nearly a century after women in most nations won the right to vote and decades after they began pressing for workforce equality, it's clear that while progress is being made, the glass ceiling may have been cracked, but has yet to be shattered.
However, a fresh analysis from Thomson Reuters based on its ASSET4 environmental, social and governance information, demonstrates that companies are doing better in voluntarily disclosing quantitative figures relating to their track records on employing women and including them in their management teams. This data provides interested parties – investors and other stakeholders, including regulators and policymakers – with an overview of the incremental progress by these corporations so far in achieving gender diversity. Although Corporate Social Responsibility (CSR) reporting has been flourishing for the last two decades, until very recently it hasn't been possible to acquire enough quantitative information to begin to evaluate the progress global corporations have made in their attempts to demolish the 'glass ceiling.'This analysis, accompanied by a number of Datastream charts powered by ASSET4 data, is
designed to give readers an overview of the latest trends in gender equality within global large and mid-cap publicly-traded corporations.
One of the most obvious results of our comparative analysis of company-reported data from fiscal year 2005 to fiscal year 2010 is that these corporations are doing more to track and quantify the number of women they employ, including those hired at managerial levels.
Analyzing data provided by the 1,965 companies captured in the ASSET4 database that have historical data for the period from fiscal year 2005 to fiscal year 2010, we see the number of companies that provide their investors and other interested parties with quantitative information on the percentage of their workforce that is composed of women jumped by 13%. We also recorded a 10% increase (from the same set of companies) in the ranks of those providing information on the percentage of their managers who were women, over the same five-year span. (Figure 1)
This appears to be inspired by a mixture of factors: self regulation within industries, the growing number of socially responsible investors requiring greater transparency on such issues, reputational pressure from non-governmental organizations and the media, as well as a myriad of different local and/or regional codes of corporate governance. There is an increased focus on gender equality globally, with particular pressure being placed on corporations to self regulate. The prevailing fear among many businesses is that if they aren't able to reach certain targets, policymakers or regulators may impose quotas in the same way that some European nations – such as France – have already done.
But if many companies have done better at reporting on the role women play in their businesses, there appears to be only a small improvement in the degree to which their increased presence in the workforce is reflected in the extent to which they are employed at managerial levels.
In Figure 2, the orange line that represents the linear trend for company-reported values in FY2010 is above the blue line that represents the linear trend for the company-reported values in FY2005, signaling that women are making breakthroughs. But there is only a small difference between them, and the orange line would need to be at a steeper angle to signal a significant increase in the ability of women to break through the glass ceiling at more senior corporate levels. In fact, the orange triangles that indicate data points for individual companies tell us that within a number of corporations, it's still possible to find women making up more than half of the total workforce but only about a fifth of the managerial staff.
Some industries have done better than others, both in terms of transparency in reporting and in demolishing the glass ceiling and opening up more employment opportunities to women at a senior level. The financial sector, for instance, has done better than most both at creating an equitable environment and on making data available. In contrast, while there is only a relatively limited pool of data available from the technology sector, it nonetheless appears to signal that these companies have made less progress at helping their employees smash through the glass ceiling.
With each year that passes, we expect that not only will the corporations that already compile and report this information publicly continue to do so and add to the pool of data available for analysis, but that more companies will follow suit, thus making the data more robust. For instance, with more technology companies publicly disclosing data on women in their employment, the ability of ASSET4 to distinguish specific trends in that industry will be greatly improved.
To date, the rate at which progress has been made when it comes to gender equality in the workforce has been slow – but it has been moving in the right direction as more corporations recognize that gender diversity isn't just a branding exercise or a political exercise to bring about better societal outcomes, but one that can even bring about better company performance. For example a recent sell side research study by Societe Generale published in October 2011 found that companies with 30%+ representation of women on boards outperformed. This ASSET4 project highlights that progress, using data to which many interested individuals wouldn't have ready access.
When it comes to transparency regarding gender equality in the workforce, it appears that European companies are doing better than their American counterparts, according to data compiled by Thomson Reuters based on its ASSET4 environmental, social and governance information. But when it's a matter of breaking through that glass ceiling, and women not only participating in the workforce but also making up an increasing part of management-level employees, American companies seem to have the edge.
In an ideal universe – one that offers women equal opportunities and in which women are able to take advantage of those opportunities – a line on Figure 3 would stretch to its top right-hand corner, as if splitting the grid in half. That would tell us that every gain in the number of women in a company is matched by a similar gain (proportionately) in the number of women reaching management-level jobs within the same company. In the above chart, the markers each represent a single publicly traded company in either North America (orange) or Europe (blue), and its location on the chart is determined by the latest data provided by the corporation on the composition of its workforce for fiscal year 2010. Both blue and orange lines represent the corresponding linear trend for both European and American companies. A marker that falls below the blue or orange line tells us that the company has fallen below average in its ability to offer women posts at the managerial level. North of the blue or orange lines are the companies that have done better, with a cluster of markers toward the top right-hand corner of the scatter diagram representing companies that not only have large numbers of female employees but also a large percentage of management made up of women.
There are two striking results visible in this chart. The first is the mix between the orange dots and the blue triangles. The pattern that is immediately apparent shows a majority of the markers falling below the orange trend line are blue, while most of the orange dots – which represent North American companies are further north. But the number of blue triangles dwarfs the number of orange dots, telling us that European companies are far better at reporting this data and cautioning us that incomplete data from North American businesses may mean that we're not yet getting a full or accurate picture of gender equality across the corporate landscape.
The data used in this study is based on information in the ASSET4 database and provided by companies for the period from fiscal year 2005 to fiscal year 2010. Looking at the experience in both regions over a five-year period is informative in several different ways. For instance, in Figure 4 – in which the blue triangles represent data provided by US corporations in the 2005 fiscal year and orange triangles data provided by the same businesses in the 2010 fiscal year, we can see that the lines
representing the linear trend based on this limited sample are steeper than those on the previous chart. But while the angle of that orange line may be relatively positive, the fact that it overlaps the blue line signals that the passage of time isn't necessarily making it easier for women at North American corporations to break through the glass ceiling.
Moreover, the number of data points on which this chart is based is relatively skimpy, meaning that any single company's experience could have a disproportionate impact on the overall results.
The limited data set reminds us that it may take more years – and many more data points – before we are able to draw more than tentative conclusions about trends in gender equality based on this information.
The far more abundant data from European companies is readily apparent with even a cursory look at Figure 5. Again, the blue triangles denote FY2005 data provided by a corporation, while orange triangles represent data for FY2010. The angle of the lines that plot the linear trend results for both years aren't as steep as those seen in the
prior chart, telling us that European companies, overall, have been less successful at admitting women to management ranks even if the ranks of women in their workforce have grown. But even if that angle is flatter than that recorded for North American companies, it is notable that the orange line is parallel to and consistently higher than the blue line, telling us that even if the glass ceiling seems to remain very much a fact of life for women in Europe, there at least has been a degree of measurable progress over the five year time period covered by this study.
These data points are at the heart of debates that periodically flare up on both sides of the Atlantic as to what the appropriate percentage of women in management ranks might be and how to achieve that level. At what point can it be said that the glass ceiling is no longer a material obstacle to a woman's career path?
Still, obstacles remain when it comes to analyzing this data. So far, there is no standardized approach to reporting women's participation in the workforce, which means that a job that one company may deem to be managerial in nature
may not be treated the same way by another company. Or, of course, a company simply may not break down the data at all. This data will undoubtedly provide investors and other stakeholders, including regulators and policymakers, with food for thought as the debates about whether or not to establish quotas or targets for the number of women in senior managerial posts or serving on corporate boards. But perhaps the immediate subject for discussion might be finding a way to generate more reliable and complete data that would serve as a useful basis on which to discuss the more sweeping policy issues. As it stands, it's clear these data points provide us with indicators, not the whole picture.
Not all sectors have similar experiences when it comes to providing opportunities for women to participate in the work force as employees, or to break through the glass ceiling to join management. According to data compiled by Thomson Reuters - based on its ASSET4 environmental, social and governance information – a cluster of industries appear to have done far better in making the glass ceiling almost permeable.
As Figure 6 and 7 show, three industries – financials, healthcare and energy – do far better than most of their peers when it comes to offering women managerial posts. In the healthcare industry, this is perhaps relatively unexpected, given that it has been one of the industries that have offered women employment opportunities for over a century, first as nurses and later as doctors, medical researchers and managers. It boasts the largest proportion of women as managerial employees among the ten groups surveyed, reporting that they made up 31% of the total in the 2005 fiscal year, rising to 34% in the 2010 fiscal year.
But the most striking progress in breaking through the glass ceiling within that five-year time frame appears to have taken place within the financial services industry. In 2005, women made up an average of 28% of managers in the sector; by 2010, that rate had soared five percentage points – a greater gain than that recorded in any of the other sectors – to reach 33%.
The results look even more dramatic when we consider the rate at which women appear to have made gains as a percentage of the total workforce in the financial services sector. As noted previously, in an ideal universe, the line in the chart below would cut from the bottom left-hand corner to the top right-hand corner as if bisecting the grid. That would tell us that every gain in the rate of women's employment would be matched by a similar sized gain in the rate at which women were breaking through the glass ceiling and obtaining managerial posts. The blue and orange lines in the table below represent, respectively, the linear trends for the 2005 fiscal year and the 2010 fiscal year for
companies in the financial services sector. Not only are the absolute values impressive – the orange markers representing the results reported by companies in 2010 tell us that several companies which can boast nearly 60% of women in the workforce and 40% or more participation rate by women in managerial positions.
Gains made by women within particular companies are also striking. For instance, Nordea Bank – where the rate of female employees within the total workforce remained little changed in the five-year period surveyed – saw a 14 percentage-point surge in the rate at which women occupied managerial jobs.
Another big gain was seen in the energy industry, one in which women have traditionally not been major participants – visit any oil well operation, and among the hard hats toiling on the rigs, you'll find few, if any, women. But an array of companies has initiated programs to address the under-representation of women in the energy exploration and production industry. Certainly, while energy remains one of the industries where a glass ceiling clearly remains intact – on average, women made up 18% of managerial level employees in the 2010 fiscal year – that picture has improved significantly since 2005, when that rate was a mere 14%.
Looking at Figure 8, we can see less dramatic changes than we witnessed in the financial services industry, but still ones worth noting. Again, the orange line – representing the linear trend in the 2010 fiscal year– is above the blue line that records the trend as of five years previously: a positive sign. Again, we see individual companies are reporting significant progress in bringing the rate at which women break through the glass ceiling to become managers closer to the rate of total female employment. Statoil, a Norwegian oil and gas company, for instance, reported that women made up 37% of its workforce in 2010, while women in managerial jobs reached 30%.
Technip, a French oil & gas services and equipment company, reported a slight increase in the total proportion of women in its workforce between 2005 and the 2010 fiscal year , but a more significant gain in the percentage of its managers who are women, a level that reached 18% as of the 2010 fiscal year.
Still, something else that stands out on the scatter chart above is the relative paucity of data points. Compared to companies in the financial services sector, industrial concerns or basic materials firms, relatively few energy companies seem to report back to their shareholders on women's employment rates. This survey draws on data that was provided by companies in both the 2005 fiscal year and the 2010 fiscal year, and while the rate at which companies in the industry are improving their reporting may be improving, it's too early for that to show up in such comparative studies that seek to establish trends over time.
The dearth of useful data is particularly striking in the technology arena, where this lack of transparency has made providing a meaningful analysis almost impossible. On the surface, it seems as if technology has a particularly poor record when it comes to offering employment opportunities to women, and indeed, that the rate at which women obtain managerial jobs is actually on the decline. (Intel, for instance, reported in 2005 that some 30% of its managers were women; by 2010, this was closer to 15%.)
But in fact, it's impossible to determine whether Intel reflects the industry's actual experience, or is an outlier, due to the dearth of data. Nor can the lack of transparency on this subject be explained by differences in national or regional regulations or reporting requirements, as the data points come from companies across North America and different European nations. Of the 254 technology companies in the ASSET4 database, only 9 companies published both sets of data – the percentage of both their workforce and their managerial-level staff –for both fiscal years. True, there were 33 technology companies in the database that reported the percentage of women that were managers in the 2010 fiscal year, compared to only 14 in the 2005 fiscal year.
While that improvement seems impressive in absolute terms, relative to the industry's size and importance, it reminds us once more that drawing firm conclusions about whether women are succeeding in breaking through the glass ceiling hinges on the extent to which the companies that employ them are willing to provide the data required to shape those conclusions. Unless and until transparency improves, the ability to state
definitively that an industry such as technology – or healthcare, or utilities – is making progress when it comes to gender equality in the workplace will remain limited.
When it comes to providing women with opportunities for employment and to rise to occupy mid-management posts and even positions in senior management, the question that often arises is an obvious one: why should they do so? For businesses with a fiduciary duty to maximize shareholder value, the response that they "should" do this as a matter of social justice, or out of a broader duty to their other stakeholders, isn't always convincing. In countries where there is a regulatory rule or policy in place requiring them to adhere to quotas or other minimum thresholds when it comes to the participation of women in their workforce, corporations have had to ensure that women occupy a certain percentage of, however reluctant those businesses may be to do so. Those companies in vanguard of enabling women to break through the glass ceiling – whether they are ahead of their peers on a voluntary basis or simply complying with government – are now providing researchers with enough data to be able to conclude, albeit tentatively, that these initiatives may prove to be in shareholders' best financial interests as well as the broader interests of society.
The data compiled by Thomson Reuters in this study indicate that the stock prices of those companies that do best at opening job opportunities to women may fare better at times when broad stock market indicators are either highly volatile or falling. In other words, the early data provided by our study on the glass-ceiling phenomenon appears to signal that these companies may serve as a "hedge" against broader stock market weakness. (The same holds true of companies that have more women on their boards of directors.) While the data that led us to this finding is still limited in scope – it is based on information disclosed by the companies themselves about women's participation rates both across the board and at management level in 2010, and the market performance of these stocks when plotted against broader market indices – it is certainly an intriguing finding, and one that will richly repay further study.
The following charts show the experience of European companies, and reflect the returns investors could have earned on companies in the Stoxx 600 index of large, mid-cap, and smaller publicly-traded companies
from 18 European nations ranging from the United Kingdom and Germany to Iceland and Portugal that have relatively few female managers or board members, and contrast that with the returns on those that have higher levels of female employment at senior levels.
In Figure 11, the index levels for these two groups – the first comprised of the 87 STOXX 600 companies that reported that women made up more than 30% of their managerial-level workforce (represented by the orange line), the second group composed of the 107 companies that reported in 2010 that women made up
less than 20% of those more senior positions – have been reset to 100 at the beginning of 2011. In periods where the market was relatively strong and robust – essentially, the first half of 2011 – returns on the stocks of the former category either closely tracked those on the latter or lagged slightly. But as concern over Europe's sovereign debt crisis roiled financial markets throughout the second half of the year, the degree to which those companies that had made the greatest progress in demolishing the glass ceiling were remarkably consistent in offering superior returns to investors.
The actual results depend, of course, on what period the analyst chooses to study. In Figure 12, the starting point is April 2011, before the worst of the volatility gripped financial markets. Even so, throughout all but a few days at the very beginning of this period, the performance of STOXX 600 companies able to demonstrate a better track record of opening positions as managers to women were also those that did better at delivering investment returns to their shareholders.
As you can see from Figure 13, a very similar result can be seen by expanding the analysis to the 1,600 companies in the MSCI Global index of publicly traded corporations from around the world. In this case, the data is based on the 152 companies that reported in 2010 that more than 30% of their managers were women, and the 184 corporations that reported they had fewer than 20% of women working in managerial posts.
Again, resetting and recalculating the index level to begin in April 2011 produces slightly different but
but equally compelling indications that companies worldwide that hired more women managers fared better relative to their peers who reported hiring relatively few women at senior levels during the most volatile market periods of 2011. In some instances, that gap is narrower, but the orange line denoting the former category remains consistently higher than the grey shaded are representing the returns offered by the latter.
The issue of the representation of women on corporate boards has been a hot-button issue of late in both Europe (where some countries, notably Norway, have begun to mandate gender equality) and the United States. Accordingly, we looked at those companies in both the STOXX 600 index and the MSCI World index that reported in 2010 that 30% or more of their board seats were held by women, and compared the 2011 returns of this group to the returns provided by companies where only 10% or less of the board seats were held by women.
Figure 15 represents the contrasting experience for those two groups within the STOXX 600 index. Again, the orange line represents returns provided by the group with the higher female board membership levels, a group of 47 companies, while the returns for the 105 companies that reported 10% or fewer of their board members were women is reflected by the shaded grey area. In this case, however, the evidence isn't quite as compelling that more women on board equates to better financial returns for shareholders. Again, that is slightly more true in particularly volatile periods, but the two levels are much more closely aligned during the period we studied.
However, examining the same data regarding board membership on a wider basis – the experience reported by companies in the MSCI World index – the results are quite different. Again, it is clear that those companies with higher levels of board participation by women did better at providing returns to shareholders throughout the volatile market environments from April onward, with the exception of a few weeks in mid/late July. Figure 16 is based on the returns generated since April 2011 by the 86 MSCI World companies that reported in 2010 that they had at least 30% of board seats occupied by women and the 224 companies that
disclosed that 10% or fewer of their directors were women.
It is important to emphasize that this data, however intriguing or compelling it may appear, can only be a starting point for research and debate. As we have noted throughout this series of articles on the phenomenon of the glass ceiling, the extent to which companies worldwide disclose data on women's participating in their workforce, whether as non-managerial or managerial levels or even on the board, is still too often underwhelming. Unless and until more corporations report such data – and do so consistently and with some degree of uniformity, using common definitions as to what makes someone a "manager" – issues of transparency may hamper more detailed research or limit the lessons that can be derived from such analyses. Nonetheless, even the suggestion that the ability of companies to help their female employees break through the glass ceiling may produce higher risk-adjusted returns for shareholders in periods of market volatility reminds us that gender equality in the workplace is more than a matter of social justice: it may make good business and investment sense.
André Chanavat is Manager of Commercial Support for environmental, social and corporate governance (ESG) at Thomson Reuters. Based in Zurich, Switzerland, he works closely with institutional customers globally helping them integrate ESG content into their workflows. He is also helping to shape future Thomson Reuters products that utilise ESG content and has spoken at a number of conferences across Europe. Before Thomson Reuters, Mr Chanavat worked for Financial Times Interactive Data Corporation providing fixed income research and support to their evaluations department. In 2009 he joined ASSET4 a Swiss company specializing in ESG. Mr Chanavat holds a bachelors degree from Durham University.
Contact the author
Alpha Now delivers timely and relevant investment insight to help investment management professionals identify emerging trends in the global financial markets and their portfolios. All Alpha Now stories are generated using Thomson Reuters content and analytics. Learn more about our solutions for institutional investors.
ASSET4 provides objective and transparent environmental, social and governance (ESG) information that enables you to benchmark, compare and integrate extra-financial information into your investment processes. With ASSET4 ESG data, you can gain a more complete view of corporate performance, identify companies with quality management, and reduce risk exposure. Request a free trial of Datastream with complete ASSET4 ESG data.
Thomson Reuters is the world's leading source of intelligent information for businesses and professionals. We combine industry expertise with innovative technology to deliver critical information to leading decision makers in the financial, legal, tax and accounting, healthcare and science and media markets, powered by the world's most trusted news organization. With headquarters in New York and major operations in London and Eagan, Minnesota, Thomson Reuters employs more than 55,000 people and operates in over 100 countries. Thomson Reuters shares are listed on the Toronto and New York Stock Exchanges (symbol: TRI).


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Cath here to showcase Maria's new kit, Bouquet d'Autres Temps.
It's a soft and delicate kit with 14 beautiful papers and 126 gorgeous elements.
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Logitech have made the decision to stop making console peripherals and accessories such as steering wheels and pedals due to a poor quarter.
In a statement made to GamesIndustry CEO Bracken P. Darrell stated: "We have also identified a number of product categories that no longer fit with our current strategic direction,
"As a result, we have initiated the process to divest our remote controls and digital video security categories, and we plan to discontinue other non-strategic products, such as speaker docks and console gaming peripherals, by the end of Calendar Year 2013."
Logitech, who plan to focus instead on its widely loved PC and mobile products, saw a drop in sales of 14% Year-on-Year drop.
Currently, Logitech's console accessories include the F710 Wireless Gamepad and the F540 Wireless Headset but will continue rely on their more famous Keyboard and Mice which have gained critical acclaim from PC Gamers alike.


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"I enjoy working with the people at UBB Lending. There's been a consistency within the organization, which tells me it must be a pretty good place to work because they both retain and recruit good people."
Bernie Gaytko
President & CEO, First National Bank, Waseca, Minnesota
Our experienced lenders have written credits of all sizes in just about every field - and at every point in the business cycle. They know community banks from the inside out, and their commitment to your credit needs exemplifies our founding mission: to be the bank for banks and to contribute to your bank's success - not compete for your customers.
Take a minute to meet our team, and you'll soon see why we say UBB is First for Your Success:
Kevin manages UBB's credit department, including all lending and credit card services. An experienced community banker when he joined UBB in 1986, Kevin now has more than 30 years of banking experience and is an expert in bank stock lending, participations and a wide variety of credits. He has a bachelor's degree from Concordia College and extensive continuing education experience from leading lending academies, banking schools and professional seminars.
Conrad logged 30 years of commercial banking experience - 18 as a line lender and 12 in management - before he joined UBB in 2008. He has a Master in Business Administration in finance from the University of St. Thomas, a Master of Arts degree from Michigan State University, and a bachelor's degree from the University of Minnesota. He has also completed Risk Management Association coursework in UCA and taught commercial lending at the American Institute of Banking.
Dawn's commercial lending experience at UBB is focused in overline participations and bank stock loans. She joined UBB in 1998 with extensive experience in consumer lending and credit card program administration. She has a bachelor's degree in business from the University of Wisconsin and is a graduate of the Risk Management Association's commercial lending academy.
Todd specializes in overline participations and bank stock lending. As part of our commitment to local customer service, Todd is based in Sioux Falls, S.D., where he serves community bankers in North and South Dakota. He came to UBB with 15 years of experience in banking, insurance and financial services when he joined us in 2008. Todd has a Master of Business Administration degree from the University of South Dakota and is licensed in life insurance and property & casualty insurance. He also earned a bachelor's degree from Black Hills State University.
Bill focuses on participations, bank stock loans and new business development for bankers in Nebraska and Iowa from his base in Omaha. He was a lender with 14 years of experience in Midwestern community banks when he joined UBB in 2007. He has a bachelor's degree in business administration from the University of Nebraska and has completed commercial lending and bank compliance coursework at the graduate schools of banking. Bill has also been an instructor at the American Institute of Banking.
Jack joined UBB in 2005 with extensive industry experience, including work as a regulator, risk manager, credit department manager and chief credit officer. An expert in bank stock lending at UBB, Jack has a Master in Business Administration from the University of South Dakota and a bachelor's degree from South Dakota State University. He has also taught lending and banking courses for the Minnesota Bankers Association, the American Institute of Banking, the South Dakota Bankers Association and the University of South Dakota.
Ed Janssen joined UBB Lending in 2009 with a wide variety of business and banking experiences. Most recently he worked with Marquette Business Credit as an account officer providing asset-based lending products to a nationwide client base. Ed's entrepreneurial background includes co-ownership of CJ Marketing, Inc., a manufacturers' rep firm that marketed home products to large retailers. He graduated from the credit training program at Wells Fargo before doing a 10-year stint in commercial lending. Ed's educational background also includes a Bachelor of Science degree from St. Thomas University in St. Paul.
Tony joined UBB in 2006 and has extensive experience with various types of commercial lending, including bank stock loans and overline participations. With a well-rounded credit background, community banking has been a focus throughout his career. His educational background includes a Bachelor of Arts degree in Economics from St. John's University, Master of Business Administration from the University of St. Thomas, and substantial coursework with the Risk Management Association.
Steve joined UBB in 2011 after previously working for a private bank in the Twin Cities. He has a well-rounded credit background with 5 years of experience in credit administration. Prior to his banking career, Steve worked for the United States Olympic Committee in Colorado Springs, CO. His educational background includes a Bachelor degree from Labovitz School of Business at the University of Minnesota-Duluth and a Master of Sports Administration degree from North Dakota State University. Steve is also a graduate of the MBA School of Commercial Lending, and has completed coursework from the MBA and RMA.
Steve is a 5th generation community banker. His great-grandfather (Ben DuBois) was a founder of the ICBA and his grandfather (Pat DuBois) a former president.


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Pregnancy Symptoms (cont.)
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Some women report suffering from headaches early on in their pregnancy, which may be related to corresponding changes in hormone levels. These headaches are nonspecific, usually not involving just one side of the head, and are not accompanied by changes in vision.
Medically Reviewed by a Doctor on 3/26/2015
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Guam Education Board member Joe San Agustin said efforts to allow would-be Superintendent Jon Fernandez to negotiate additional economic benefits beyond what's allowed by law could restart the superintendent search over again.
When the announcement was opened "to the whole world" that the Guam Department of Education needs a new superintendent, the only economic benefit spelled out was a $125,000 salary, San Agustin said.
"If he doesn't take the $125,000, I'm sorry, we have to repost the announcement and move on," San Agustin said. ...


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Narrow your search
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As the tablet market slows, mobile computing is gravitating toward devices that can convert from a tablet to a laptop and back again.
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Ben Morgan
Basically for a couple of scripts I'm writing out results like the find results and it would be convenient to have folding for them (though it's not crucial)
So I set up the styling and margin which worked and then tried to register a callback for SCINTILLANOTIFICATION.MARGINCLICK so I could do the toggle. It doesn't fire, and it looks like in
void PythonHandler::notify(SCNotification *notifyCode)
it exlicitly ignores them
else if (notifyCode->nmhdr.hwndFrom != mp_console->getScintillaHwnd()) // ignore console notifications
Would it be possible to get the console notifications sent through? Or possible to create your own consoles/log windows?
If not, is there any way to remove console->callback so it doesn't give the impression of being able to have a callback?
Dave Brotherstone
That's an interesting thought. Removing the console->callback would mean defining a new object, as it currently uses the same object definition as the standard "editor" interface, unless anyone knows any tricks to reduce an instance's members.
It would be tricky to allow console->callback, not least because several callbacks must be handled by the plugin itself, the styling callbacks, the hotspot clicks and so on.
Creating a new log/output window would be feasible, in a similar way to the console. That would probably be the best solution, as I'd really like to make the console a bit neater eventually, so it works more like the python.exe prompt, but scintilla at the moment makes that a bit tricky - for instance, you can't say "read only until offset X, then read/write".
I'll certainly bear in mind that extra log/output windows are wanted, as and when I have a crack at the next version.
You could also use a second N++ window - using editor1 for your main file and editor2 for logging could work too, if you're not already using 2 windows.
Ben Morgan
Well, if you had a base class for console/editor1/editor2, which editor inherited from and included callback and clearCallback etc. as well, that would work (adding new features to a base rather than taking them away).
I don't want to use editor2 as some of the people I'm writing these scripts for do use split views.
I think creating a new output log would be good. For the moment the console is fine - I style it but use the circle style rather than the plus/minus boxes style, and don't allow collapsing at all.
As for a new console, if I remember correctly, wxPython's console uses scintilla and it handles allowing you to write at the console and still have the stuff above read-only. I don't know how it does it though (blocking char events maybe?).
Thanks for your help,


text:
4 years | Global
Tell us about you
Working at Intrepid My Adventure Store, I'm able to combine my passion for travel with work. The opportunity to visit the most brilliant destinations is one decision I will never regret.
Favourite travel destination and why
Kenya. The Maasai culture, magnificent landscapes and most of all the amazing animals make it a must-see destination. It's an experience I will never forget.
Best travel memory
Experiencing sunrise at Angkor Wat.
Best travel tips
Be prepared for the unexpected – this is what makes some of the best travel memories.
Favourite food experience
Freshly made pasta in Cinque Terra, Italy – yum!
Any advice for people considering embarking on the trip of a lifetime
You only live once, so make the most of your time by experiencing as much as you can.
Which country is next on your list to experience and why
Egypt, with its amazing history, people, and sights. I can't wait!


text:
Bellingham ties heat record, Seattle falls just short
Fresh on the heels of Hoquiam setting their all-time record high of 99 Tuesday, Bellingham tied their all-time record of high of 94 degrees Wednesday -- that was around 1 p.m. They then quickly "cooled" off to 84.
Seattle officially hit 98, and Olympia hit 99 -- both record highs for the day, (Seattle's old daily-high record was 95, set in 1951, and Olympia's old record was 94) but falling short of all-time records (Seattle: 100, Olympia: 104).
For those who like "all-time" lists, Seattle/Sea-Tac has hit 99 twice, and 98 four other times. The Federal Building, which kept records from 1891-1972, has hit 100 twice, and 98 three times.
Generally, highs around most of western Washington interior were solidly in the 90s, with plenty of unofficial car thermometer, bank thermometer, or home thermometer reports of temperatures over 100 -- especially south and along the Eastside.
High temperatures for Wednesday:
- Shelton: 100
- Bremerton: 99
- Olympia: 99 (Daily record high)
- Bellevue: 98
- Seattle: 98 (Daily record high, ties fourth warmest day recorded)
- Renton: 96
- Tacoma: 95
- Friday Harbor: 95 (Don't know, but that has to be an all-time record for them)
- Seattle (Boeing): 95
- Bellingham: 94 (Ties all-time record high)
- Port Angeles: 93
- Arlington: 93
- Gig Harbor: 91
- Everett: 90
But for those of you who are ready for some more normal Seattle weather, relief is here.
Our heat of the past few days was greatly aided by a thermal trough, which acts like a heat line of sorts -- if you're on the west side, you get a cool, west wind, while on the east side, you get a hot, east wind.
That trough moved inland Wednesday evening and night, and the results were dramatic as it passed.
It passed the south coast earlier Wednesday morning. Hoquiam crashed down to 65 degrees, dropping from a high of 83 in the morning and at one point, dropping 13 degrees in an hour. They ended up almost 35 degrees cooler than Tuesday.
Shelton hit 100 around 3 o'clock -- then the trough passed, the wind shifted to the west with gusts near 30 mph, and the temperature dropped 30 degrees in a few hours to 70 degrees -- then down to 64 an hour later, then down again to 61 (so, nearly a *40* degree drop!) Port Angeles went from 91 to 72 in one hour. Forks went from 78 to 63 in one hour. Several other cities in the Puget Sound area shed 10 degrees an hour Wednesday evening as the wind shifted.
How Hot Is It Right Now?
This map is updated once an hour, about 10 minutes past:
Or, you can see a decoded list of major cities at this link. Another site is our links to people's home weather stations that they've put online. You can find that here. Note that these are unofficial, so no counting someone's 103 temperature reading as sacred.
But if you're a real weather junkie, or somewhat daring, you can find every current temperature in the Pacific Northwest, including many that are hard to find online (such as Puyallup, or Redmond, or Seattle/Sand Point), at the UW Weather Site.
There's a link at the top to decode the station IDs (since they use their 4 letter code to denote the city.). And this link will help tell you how to decode the observations. Incidentally, Seattle (Sea-Tac) is "KSEA" and the "T" column is temperature.
Are We Done With The Heat?
In a word, yes, although it'll still be toasty. We've lost the east wind, but the air mass is still pretty hot -- good enough for low-mid 80s across the area Thursday. We'll gradually cool down each day for the next few, so by the time we get into early next week, we're back in the mid 70s.
How Hot Did It Get Tuesday?
Tuesday got the heat wave party started. Hoquiam hit their all-time record high with a 99-degree reading at 3 p.m., breaking their old record of 98 set in 1961 and tied in 1981.
A few spots even hit 100 degrees -- especially in the Portland area. Most places hit the upper 80s and low 90s. Seattle reached 89 -- a degree short of the record.
Here's some of the other highs around the area.
- Vancouver (WA): 104
- Portland: 102
- Hoquiam: 99 (All time record high)
- Shelton: 98
- Kelso: 95
- Forks: 93
- Bremerton: 91
- Port Angeles: 91
- Olympia: 90
- Seattle: 89
- Tacoma: 88
- Renton: 88
- Arlington: 88
- Friday Harbor: 87
- Bellingham: 86
- Gig Harbor: 86
- Everett: 84 (Brrr!)
How Did The Coast And Bellingham Get So Hot This Week?
Usually, the coast or the far northern areas are the place to head to escape the heat. But Tuesday, it was role-reversal -- the coast was even hotter than the Puget Sound area.
Why? You've probably read by now that we get our super-hot weather when we get air flowing off the mountains. That air sinks and gives what's known as compressional heating.
For the coast, they were getting the perfect flow to get sinking winds off the Olympics and Coastal Range. That's how Hoquiam spiked at 99 -- although they had radical temperature swings of several degrees an hour as the wind shifts around. Forks hit 93 and Astoria was at 92, and Tillamook, Oregon hit 100!
Even normally-cool Port Angeles had some compressional heating off the Olympics, sending them to 91 degrees.
With Wednesday, those winds were coming through the Fraser Valley, heating up the Bellingham area.


text:
Berkmar High School
Lilburn, GA 30047
About This School
In 2011, Berkmar High School had 16 students for every full-time equivalent teacher. The Georgia average is 15 students per full-time equivalent teacher.
Student Ethnicity (2011)
Students (2011)
Students Per Teacher (2011)
Female/Male (2011)
Subsidized Lunch (2011)
District Spending (2010)
Grade 9 Algebra I Performance
Berkmar High School Reviews
Berkmar High current student
I've been going to this school for a while now and I cant really say anything good about it. The teachers care more about the grades and whether they get through a lesson than actually teaching the kids.
Berkmar High School (HS) is a school that cares about its students. Students are given equal opportunity and a fair chance at learning. Berkmar HS is a Title I school where the majority of students are receiving free and reduced lunches and do not always have the same economical exposure of pleasures that other students have from non-Title I schools.
I love berkmar. I will be a sophmore this year and i cant wait to go back
Berkmar got me where I am today. I am attending UGA and I have Berkmar and its faculty and staff to thank for that.
i love berkmar high school. its the best.


text:
A Week Without My Computer
Late last week, a classmate accidentally knocked over my laptop while I was preparing to leave class. It hit the ground with a thud, and when I picked it up I realized that it was broken.
I'd like to say that I reacted with cheerful good humor, patting my classmate on the back and telling her not to worry about it. But I didn't. "Um, I guess write your information on this paper," I stammered, as if I had just survived a car accident. Mortified, she apologized profusely. "It's ok," I finally said.
But of course, it wasn't 'OK'. The plane had crashed into the mountain. The wheels had come off of the car. The train was on fire.
You see, I am very attached to my laptop. It isn't because the laptop is particularly special, though I do like it very much. I am simply the sort of person who uses a computer all the time. I don't own a television or a stereo, so virtually all forms of entertainment I derive from my little HP. Living without it seemed unthinkable.
Yet this is what I've had to do for the past week. My laptop is currently in a shop somewhere near Times Square, being attended to by the best and brightest in computer repair. I was told to expect it back within 5 to 7 business days.
In the meantime, I've had to adjust to a new reality. The change became apparent to me on Saturday, the first evening without the computer. After walking through the door, I was struck with the realization that I didn't know what to do. Normally, I'd march over and check my e-mail, turn on some music, and catch up on some blog reading that had piled up. But without my computer, none of this was possible. So I did nothing but sit on my bed and stare into space for awhile. I felt like a helpless animal.
Then, I noticed that a fair chunk of the Sunday New York Times was sitting on my kitchen table. For the uninitiated, the Sunday Times (most of which arrives on Saturday) is a beautiful thing, one of the great accomplishments of the American media. Most of the time, I barely get around to it. But this time, I tore through each section, reading even articles in the oft-neglected Sunday Styles and Real Estate sections. After a few hours I was caught up on international, national, and local events, what type of shoes Brooklyn hipsters currently favor, and learned how much one-bedroom apartments cost on the Upper West Side.
Slowly but surely, the benefits to not having a computer have accrued. I have had to write my midterm papers at the library, where there is far less to distract me, and as a result have become far more productive. My kitchen and bathroom are spotless. All of the laundry is done. I've even gone to the dry cleaners.
Alas, I am not totally removed from digital society. For e-mails, Facebook messages, and other forms of communications, I have my phone. For music, there's my iPod. The situation isn't that desperate. But I've come to realize just how much time I was wasting sitting in front of the computer every day. I've long taken pride for avoiding television, the leisurely scourge of many of my friends and family members. But was my Internet idling much different? In retrospect, almost certainly not.
I expect to get my computer back in the next couple of days. I can't wait. But despite the inconvenience, I'm glad in a way that our little separation has happened. Otherwise, I might not have realized that I had become a peculiarly 21st century version of a couch potato.…
Occupy Wall Street
Last Saturday I had the opportunity to visit the Occupy Wall Street movement at Zuccotti Park in Lower Manhattan. My comments on the movement have been published by The Morningside Post.…
Ode to the iPod
I bought my first iPod on September 26,2004. I remember this date because the next day- on the 27th- I flew to China for the first time. The two events are of course related. Since I could only bring a limited amount of belongings with me to the other side of the world, lugging around a stack of CDs seemed to be a waste of valuable space. Also, going away for a year without my music was out of the question. I had tried that once, after all. In the summer of 1998, I agreed to live with a host family in Sassari, Italy for two months, and for some reason didn't take any CDs with me. When I arrived to my host family's apartment, I discovered that my room had exactly two cassettes: Siamese Dream by Smashing Pumpkins, and Legend by Bob Marley. To cure my homesickness, I listened to these two so much that by the end of the third week I knew every lyric by heart. To this day, whenever I hear songs from either of those albums I think of a stuffy little room in Sassari.
So I needed to bring music with me. The question was- which music? At that point my CD collection numbered about 500, all neatly organized in alphabetized binders. While I could have narrowed this down to the 30-odd I listened to most often, I was struck with an acute fear: what if I was sitting in my apartment in China and needed- needed- to listen to John Coltrane's Giant Steps at that very moment? I knew I'd tear my hair out if I didn't have it on hand.
The iPod was the obvious solution, so I bought one. I then spent the rest of that afternoon ripping my entire CD collection to iTunes, all the while selfishly ignoring my poor parents who wanted to spend the day with me. But I was adamant: putting my iPod together was as essential as any of my other preparations for the trip. That night, as I finally drifted off to sleep, I synced the new device to my computer for the first time, panicking that if the syncing didn't work I'd have to face the flight without it. Funny how that works.
Alas, when the morning came there it was: all of my music, so lovingly collected over the previous 12 years, there in one tiny gadget. It felt like Christmas in September.
Throughout the next two years in China the iPod was my constant companion. I used it on buses, when the noise from the karaoke video on board drove me to the point of insanity. I used it while walking through a crowd on my way to school. I turned to it when I was homesick, which happened often while living in a strange country among people who spoke a language I didn't understand. Anytime I needed a break from China, the iPod was there for me.
I'd like to say that I still own that particular iPod, but alas I don't; in 2006 it was stolen along with several other valuables in a bag I had carelessly left unattended. I replaced it almost immediately, and ever since have always made sure I've had one. When my music collection ballooned past the original CDs I owned, I made sure I purchased an iPod big enough to contain all of it. I use my iPod even though I own a smart phone that has its own MP3 player. I use it even though there's Pandora, and Spotify, and so many other wonderful new services for us music junkies to enjoy. I use it even though I'm rarely far from my laptop, which has all of my music and then some.
My current iPod holds 160 GB of music. I use 159 of them. To some, having so much music on hand is an overindulgence. But to me, my iPod holds much more than music. It holds memories. When I listen to an album or song, I am immediately teleported back to the bungalow in Thailand, or to my freshman dorm room, or to the middle school playground when I first heard people talk about this interesting new band called Nirvana. Having all of that music on hand is a blessing. To have it all on a device the size of a playing card is nothing short of miraculous.
So- in respect to the passing of Steve Jobs, all I can say is: thanks for creating the iPod, bud. You have no idea how much it has meant to me.…


text:
If you have diabetes, you know how hard it can sometimes be to manage the condition. That's why experts keep looking for better ways to control the disease. Every year, the American Diabetes Association (ADA) reviews the latest research on diabetes. It then updates its care guidelines for you and your doctor. Below are 3 key changes.
A recent study found sleep and mental health problems are common in people with COPD.
Diabetes affects many Americans. You or a loved one may even have it. It's a disease that can have an impact on your entire body—in particular, your heart, eyes, and kidneys. It's the 7th leading cause of death in the U.S. And it's on the rise.
A recent study suggests a link between bone health and asthma. Researchers found that people with asthma were more likely to have lower bone mineral density.
Much of the damage diabetes does to your body you can't see. That includes diabetic retinopathy. This eye problem usually causes no early symptoms. But it can lead to poor vision and even blindness. Taking care of your eyes can prevent it and other eye diseases.
When you have diabetes, a small scrape or cut can turn into a big problem. A wound may take a long time to heal. Even worse, it may become infected. The results of a recent study reinforce just how important good blood sugar control is for proper wound healing.
If you are a mother-to-be, your health is central to your baby's well-being. Gestational diabetes can threaten this vital connection. It can cause trouble with delivery, premature birth, and other serious problems. That's why health experts recommend that all pregnant women be screened for the disease.
Pain and stiffness in the hip can make everyday activities hard to do. So much so that some sufferers may choose a hip replacement. They often do so when other treatments fail to work. A recent study highlights just how popular this procedure has become in the U.S.
Thyroid disease is a common problem as you get older. But experts don't recommend routine screening for thyroid dysfunction.
The human shoulder is an anatomical wonder. It's more flexible than any other joint in your body. Rheumatoid arthritis (RA) can limit this range of movement. So much so, that you may want to consider surgery to relieve pain and stiffness.
Irritable bowel syndrome (IBS) can be hard to diagnose—no simple test can detect it. The disorder can be even harder to treat. Stomach cramping, diarrhea, constipation—these symptoms may come and go. And what may work to relieve them for one person may not work for someone else.
A bowl of spicy chili, a cup of coffee, some deep-fried onion rings—these foods may be tasty. But they can also cause heartburn. When this discomfort hits you a few times a week or more, you may have gastroesophageal reflux disease, or GERD.
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text:
Do you agree with The Voice Top 3?
Do you agree with The Voice Top 3?
Amber was the best voice left. Now it is Danielle.
she gets all my votes and itunes downloads in the finals
make texas proud!
I enjoy listening to Amber. Wonderful voice, can' t wait to buy her music.
Oh yes....and by the way....Amber and Fireworks.....UGH!!!
The judges are to blame....they praised everyone and both Amber and Sasha were underwhelming. The Houston song was the kiss of death for Sasha.....she did not do it justice.....The Texas votes will all go to Danielle now that Amber is out.....I think America always gets it right....they vote....its their choice.....how can they be wrong??
My Texas vote is going to Michelle Chamuel. By far the best performer in the competition.
smiles, I only buy Michelle and vote for michelle
- Tags:
- The Voice
- Related Polls:
- The Voice Polls
- Related Post:
- Created by:
- Free Britney
- Created at:


text:
micoach is all you need to get the results you want.
(307 Products)
Your SelectionClear All
I fell in love with the design of this jacket. when i tried it on i had to buy it ! no doubts. this jacket fits perfect. i bought it together with the planetary power dress and it goes so well together. the quality is also very good. you won't regret buying this !!! ... read more
I usually wear 6.5 but read other people's review and decided to order 5.5. But it was way too small for me. I really like this so I've order another size. Hopefully I don't have to reorder another size again. ... read more
I have a couple of curves and I'm glad I didn't feel a super tightness when wearing these tights. The pattern looks really cool on the legs and love the look it gives. That being said, The quality feels like regular cotton/spandex you would find at any clothing store. It's the only reason why this isn't getting five stars. These tights don't even feel like I'm wearing any bottoms = COMFY! ... read more
as soon as i saw them i fell in love. they're cool and different to anything out there which is why i bought them, dress it up or down. so versatile that anyone can wear them how they like. they are a bit long however i just roll them a bit at the bottom and its fine. highly recommend. ... read more
Great pair of trainers - nice colour, has a slight metallic look to the material. The laces were a bit tight when I opened up the box but once they were undone, it fit quite nicely. They didn't have my size, but I've ordered another pair to get a smaller size. ... read more
I used to wear the all-white 'Originals' as a kid, so i had to get my hands on these! Love their simplicity and how they look casual but stylish. I originally bought the women's size in 6 1/2 (my original size) but they where way to big! I had to return them. So as recommended I went down a size and got a 4 1/2 in kids/youth. They fit perfectly. Def recommend going down a half or a full size! ... read more
I absolutely love this track jacket from Rita Ora. The colours and design are simple yet eye catching. I love the silkiness of the fabric used to the tight feeling you get around the arms as you slip the jacket on. I also like the elbow pads and the fact that you can wear this item as a jacket or as a bag just by slipping your arms out of the sleeves - a really cool idea. This track jacket is so comfy and super stylish just like Rita herself. ... read more
I just bought this pair of shoes while visiting in Australia this week and the gold makes the shoes so shining. I also learned that this is limited edition and I've received lots of compliments from my friends. This is the most beautiful Adidas shoes I've ever owned. Highly recommended to purchase and even collect. ... read more
These shows are not only really good looking, but they fit perfectly! They're super comfortable and give a lot of arch support and I honestly just feel good when I wear them. I highly recommend them, these are my favorite shoes ... read more
I really love these shoes!I've waited them for like half a month, and they totally worth the wait! I usually wear 6.5-7 sized shoes, and I ordered size 6.5. Although they are still a little bit bigger (I guess it's just because the shoes are a little wider than normal sneakers), if I tie then tightly, they are fine. Anyway, I recommend ordering 1/2 size down than normal size :) ... read more
...literally! I know Adidas has some strange sizing, but I am, without fail, ALWAYS a size 8 in running shoes. I've been an athlete all my life and through college, so I've worn every running shoe or cleat there is it seems, and always an 8. These were EASILY a half a size to a FULL size TOO BIG! Order a half a size down to be safe MINIMUM! ... read more
Ordered them Monday night and received them Thursday morning! I ordered them a size 6 which is what I usually wear but now I have to exchange them for a 5.5 or even a 5. Still worth it because they are beautiful. ... read more
I saw reviews on the size of this pair of shoes and would like to remind those ladies who are going to buy them. Actually they are not running large, just because the size assigned by adidas originals is quite different from most of the other brands. I wear US size 8 all the time, which means I am a EURO 39. But if you look at the size chart carefully, the US size 8 for women actually means EURO 40. So for me, US size 7 of these shoes fit me perfectly. That's the reason why you should read the size chart carefully before deciding to buy them! But they are super cute! ... read more
this is my 2nd pair. I already know about the sizing so def get 1/2 size smaller. i have the farm design one as well. I'm normally an 8 and ive purchased both my zx flux addidas in a size 71/2 and couldn't be happier so comfy. These all black spider man inspired pair are a must a wardrobe staple for chill days. ... read more
These shoes are so comfortable. I usually wear a 7 or 7 ½ and the 7 fit perfectly. Super clean but retro, love them. Tried the black and white version in store and just ordered the white and dark red on sale online. ... read more
These superstars really are super. Super comfortable Super trendy and.... Super priced. Would reccomend these to anyone, they fit perfectly and are super comfortable. Delivery was quick and shoes are brill! ... read more
Superstar is truly amazing, it's almost perfect with everything you wear and comfortable as well. I have a narrow feet and usually wear between 6 1/2 or 7, and I got an 6 1/2 superstar. I found it runs bigger when I first try it on, but it's actually fine with shoelace well tied up. Love it! ... read more
Super comfy and cute, but definitely a full size larger!!! Checked out reviews so I knew this before I ordered and bought 6.5 instead of my usual Adidas 7.5, perfect fit!!! Plan on ordering the snake print black 1s too!!! ... read more
These shoes are absolutely the most comfortable shoes I own!! Just be sure to order one size smaller (I'm 8 1/2, I got 7 1/2) the pattern is beautiful! Definitely a statement and they will get you compliments everywhere you go! Worth every penny ... read more
i had to buy these shoes twice in different sizes because these run ridiculously big! personally, I'm talking 1.5 sizes too big. I'm usually a 6.5 in all shoes, rarely a 7 in certain athletic shoes according to their style. so I ordered a 6.5 and they felt so huge and super wide and looked even bigger. so, I took a chance and just went for the 5 and lo and behold it was the perfect size. I'm assuming that since this is a wider shoe it gives the feeling of being too large. I myself like snug shoes and have a wider foot and the 5 was perfect. definitely order at least 1 whole size down or 1.5 sizes down if you like you shoes to fit snug ... read more
They look cute and can go with many types of outfit as short, jeans, and dress but definitely you can't wear them for sport or all day. They are little heavy, so your legs will get tired soon. However, I still like them. I can wear them sometime. ... read more
I bought these expecting a traditional wedge sole, not expecting the insole to be wedge which is why so many people complain about their toe hitting the front of the shoe. I usually wear a 10, but all the reviews said the shoe runs large so I bought a 9.5. Nope! Wrong! I spend the money on the expedited shipping only to have to return them because they're too big. They are cute, but I'll probably put something in them to level off the incline to keep my toe from hitting the front toe box. They look cute, and as a true Hip Hop female it's a must for my closet. ... read more
Every time I wear these the compliments don't stop. I bought the black colored ones and went to Vegas were everyone has everything and I didn't regret the purchase. Very comfy. Their still full price in the stores. ... read more
the shoes were a little bigger than normal that I ordered 7 first and changed to 6.5. It looks very cute and I got a lot of good comments but it hurts when walks for a while as the wedge is steep and feet will hit the hard rubber in the front. But I will still keep it that it looks really cool and I can tie a little loosely and walk less with it. ... read more
I ordered at size 8 which is my shoes size, I tried on the shoes and it fit like it was a size 9. I recommend you to to a size smaller from your normal size. I just brought it this week so hopefully when I return them, it would have the size I want. ... read more


text:
Looking up, Craig sees James walk in, doing his best to be invisible. Unsure of what was happening, the others in the room nodded greetings to him. Having tidied up his gear and personal effects Craig gives the man an icy cold look that speaks volumes. Sighing, James turns away and heads dejectedly towards his bunk; furious with himself and grateful to Craig for saving his job. I'll repay him somehow, he resolves as a new wave of determination washes through his body.
Taking out his laptop - unaware of his bunkmate's promise to him - Craig switches it on and after it boots up he logs into the camp's wifi and opens up a search engine. He searches for something to read, the anger and guilt still lingering like a cloud over his head. He searches for short stories, hoping that he can find something to relax him. He finds a site full of amateur writers and their work and begins randomly clicking on tags to find a suitable story to read in his dark mood.
After a while of scanning a few first lines of more than a dozen stories - and just as he is about to give up - he comes across one that catches his eye. One of the tags being PTSD, he begins to read, feeling himself pulled in by the title:
A Slave to Oneself
He reads on:
The bangs and crashes were the worse. At those times he wished that he had just died instead of living through it. If that's what he could call it, living.
The lightning was painful, flashes in his face exploded behind his eyelids as he remembered back to when they would scream his name. When they would scream for help or for anything that he was able and willing to give them.
Then the bangs came.
When this happened he would often cower in his bathtub with the shower curtain hiding him from view as the bangs crashed over his head. Mostly, this caused him to scream at the top of his lungs and clutch at his ears.
In the present he would be trapped in a white washed room, the light shining brightly whilst his head would be trapped in the past, sitting in hot humid weather whilst screaming orders demanded that he collect his fallen comrade.
But he couldn't. He wouldn't move. His legs, his limbs, his whole body, disobeyed him.
He sat with his helmet on his head feeling like it was crushing his skull as he watched his brother bleed to death in the middle of a warzone.
All the while his body was trapped and suffocating in a pristine bathtub that was practically too small for his large body, as the bangs continued on because Mother Nature stopped for nobody in distress.
He would sit in that bathtub for hours. Sometimes he would say and do nothing, locked in his own head he would sit and stare at the wall, but he wasn't there. He was no longer present. Sometimes he would scream, he would stand to his feet and scream at the top of his lungs, "I'm coming, I'm coming Bobby," but then immediately sit back down and start to rock back and forth with those words echoing around the room.
There were other times when he would just sob. Huge racking sobs taking over his frame as he curled into a ball wrapped arms around his legs and clutched tightly with all his might whilst those sobs engulfed his entire being.
At Christmas time he would sit with his family, someone to his left and another to his right but he couldn't tell you who it had been when he left later that day.
His family, his brothers where back in a country doing something that he was no longer able to do.
He didn't know these people that laughed loudly and joked rudely whilst throwing affectionate smiles his way. He didn't know these people that touched the back of his hand with gentle fingers instead of a frantic hand clutching to his wrist and pulling him from harm's way.
He no longer knew the arms that drew him into a soft and delicate hug when he was on his way out instead of some strong arms wrapping around his torso and throwing him over a shoulder to move him out of the way.
To fucking move his body that had shut down on him.
These people that sat around him and thanked a God that he had been returned home safely had no idea that he was no longer with them, that the God they prayed their thanks to had not returned him safe and whole.
They had pulled a party popper once. They never did it again. Not after he stood up from his chair and screamed at the top of his lungs, "move Bobby, fucking move!"
It had taken hours for them to convince him that he was home and that he was surrounded by family. In the end he had walked out and didn't return to the house for a full month.
Nobody understood what he was going through, he was surrounded by nightmares and strangers. He was filled with an emptiness that he couldn't fix, a desperation that he couldn't fulfil. Even whilst walking the streets occupied by many, he stood alone whilst lost in his memories, although he would give up everything to never relive it.
He would give up his own life to just be able to sleep peacefully.
Craig reaches the end and - looking around at his his sleeping bunkmates - began to cry silently. Memories of the fights; memories of the advice; memories of the losses and memories of the triumphs he and Colin had shared came flooding into his mind. He remembered that tree and he remembered that peaceful expression his brother's face wore... and now he understood why. He understood why Colin had felt the need to leave them, to look for his own peace, his own happiness.
Craig realises that Colin has given him the perfect example to live by; he stiffles a loud sob as he realises his brother's last phonecall had been a goodbye. His mind replays the words as he continues to grasp the meaning behind them.
"Hey ballbag, you have a fiance, good friends and are as strong willed as I'd expect from a Wallace, I am proud to have had a brother like you and I will always be with you. I hope you know that."
Craig had laughed at his brother's morbidity. "You been on the whisky again ya drunk?"
His pain surges at his dismissal of his brother's words, wishing he had told him he had always looked up to him, always had his back no matter what and that he loves him.
Tears continue to stream down his cheeks as his barriers come crashing down and he finally grieves properly for his lost brother; hoping fervently that he has found the peace he sought.
Stop being a little girly-boy and man the fuck up! Colin's voice booms in his head and Craig can't help but laugh, you certainly are always with me ya big nipple, berating and hounding me to be better; I refuse to have it any other way.
He scrolls the page down a little more and sees no comments - much to his surprise. He registers for Booksie.com within minutes and has a look at the writer's profile, he loses himself in the profile photo for a few moments as he feels her piercing, shining green eyes gazing into his soul. Shaking himself free he goes back to the story and begins to write his comment...
I need to thank you for posting this, but first there are a few errors and I'd like to get them out the way...
© Copyright 2015M K Brown All rights reserved. M K Brown has granted theNextBigWriter, LLC non-exclusive rights to display this work on Booksie.com.


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10 Reasons Home Improvement Is the Right Investment
There are 10 good reasons to remodel instead of buying new right now, here they are. Photo Credit: Jeremy Levine Design
It would seem that there are little or no good investments these days, especially in the housing market. So instead of investing in a new home or trying to sell their existing home, homeowners are deciding to improve their homes with remodels, additions, and energy upgrades. In such bleak economic times one would think any sort of major expenditure would be off the table, yet homeowners across the country continue to choose home improvement. Upon investigation and rumination several good reasons come to light why home improvement, especially now, is the right investment. Here are Ten:
- Cheaper than buying new. Remodeling can be done for a fraction of the price of buying a new home, even in a depressed market. It's also a lot less risky.
- Return on Investment. The ROI for many remodeling projects is quite high, reaching up to 80 percent for kitchens, bathrooms, and other popular improvements.
- Customize. Remodeling gives your home a touch of personality it did not have before. Designed by you and your contractor, your remodel could actually be termed a reinvention.
- Fruits of Labor. Perhaps the best thing about home improvement is that you, the homeowner and family, get to enjoy the fruits of your investment.
- Repairs and Upgrades. A huge quantity of homes are coming due for repairs; it's just the toll time takes. In a selling-prohibitive market, remodels are taking control. It is also a chance to upgrade energy efficiency and even energy production—think solar panels. There are also new tax incentives for both efficiency and energy upgrades.
- No Move. The hassle of moving is sometimes not worth the trouble, especially when a remodel can elicit the feeling of a new home on its own.
- Speed. Compared to building a new home, remodels are much faster and cheaper than new construction. In as little as a few days to a few months your room or home can feel brand new.
- Price is Right. One benefit of a slumping housing market is that it gives homeowners more control over the price they pay for home improvements. Prices have dropped as contractors compete more for work; a good reason to remodel now as opposed to later.
- The Best Contractors. Another result of the slowdown in home construction has been to weed out many of the poor contractors that thrived when work was plentiful. In tough times it is typically the smart, experienced, and reputable contractors that survive.
- Property Taxes. While they do improve home value, many home improvements do not raise it enough to cause a huge increase in property taxes. Furthermore, energy upgrades such as solar power and other renewable energy systems are exempt from property taxes in many states.
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text: What could be better than a holiday that essentially celebrates (aside from, you know, our country\u0027s independence) apple pie, fireworks, and summertime? Um&nothing! But while you can\u0027t get decked out for the Fourth of July in pie crumbles, you can wear the scents, colors, and symbols of the holiday. And honestly, showing a little personal creativity is a great way to congratulate the country on its own independence, don\u0027t you think? So celebrate your patriotic pride with makeup, nail polish, and fragrances that scream born in the U.S.A.\u000A\u000AHere are ten of our favorite nationalistic beauty necessities!


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April 9, 2008
Jon Grobins
Danny Mullarkey, from Desert Vista High School (Phoenix, Ariz.) got his first offer last Friday, coming from coach Tyrone Willingham and the Washington Huskies. The 6-foot-3, 225-pound defensive end has a reputation for getting to the quarterback by way of good speed, good hands, and a feisty attitude on the field. The Huskies were no doubt drawn to all of those characteristics in being the first to make their interest official, but they do not figure to be the last. ...More... To continue reading this article you must be a member. Sign Up Now!
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Idaho is not amused
Utah's growing craft beer and distilling industries have long paid tongue-in-cheek homage to the state's history of polygamy.
There's the Wasatch-brewed Polygamy Porter, whose "Why have just one?" tagline, beloved by tourists, has caused its share of controversy, as well as the Polygamy Pale Ale brewed by Roosters in Ogden.
And there's Five Wives, a vodka also made in Ogden that has a label featuring a rather racy historical picture involving ladies holding cats near their swimsuit areas.
Idaho's liquor division found neither the photo nor the name humorous and, this week, banned it. Read our story here, Kathy Stephenson's food blog here, and City Weekly's take here.
By the way, the owner says the name doesn't actually refer to polygamy but rather a five-woman-to-66-man Missouri wagon train that came through the territory before the arrival of Mormon pioneers. So there.
So what do you think? Is the liquor offensive to Mormons? Polygamists (who often don't actually eschew alcohol as strictly as the mainstream Mormon church)?


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NEW YORK, Feb. 4, 2014 (GLOBE NEWSWIRE) -- Liquid Holdings Group, Inc. (Nasdaq:LIQD), a provider of a single platform that integrates order and execution management with real-time risk, reporting, shadow NAV, and managed services in the cloud for the financial services community, today announced that certain of its pre-IPO shareholders, in connection with privately negotiated sale transactions, have agreed to a voluntary extension of the lock-up on their current holdings as follows:
Among the transactions were purchases by the company's directors and major shareholders of 681,985 shares of the company's common stock and a sale by a former director of 361,880 shares, all at a price of $5.50 per share.
About Liquid Holdings Group
Liquid Holdings Group, Inc. (Nasdaq:LIQD) is a cloud-based technology and managed services provider to the global hedge fund and active trading markets. Liquid's solutions are delivered efficiently and securely through the cloud in a SaaS model. The Liquid platform was purpose built to manage the entire trade lifecycle by seamlessly integrating multi-currency, multi-asset trade order management and execution with real-time risk, portfolio management, and shadow account reporting through a single solution. The company offers the Liquid platform or any of its components on a subscription basis to hedge fund managers, asset managers, family offices, and financial institutions worldwide.
Headquartered in New York City with offices in London and Aventura, Florida, Liquid Holdings Group was formed in 2012. For more information, please visit www.liquidholdings.com
Contact for Investor Relations: Monica Gould The Blueshirt Group +1 212 871-3927 Contact for Media Relations Kim Hughes The Blueshirt Group +1 415 516-6187
Liquid Holdings Group, Inc.
Hoboken, New Jersey, UNITED STATES
Contact for Investor Relations: Monica Gould The Blueshirt Group +1 212 871-3927 Contact for Media Relations Kim Hughes The Blueshirt Group +1 415 516-6187
Liquid Holdings Group, LLC Logo
Formats available:


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Caroline Wozniacki wins Istanbul Cup
ISTANBUL -- Caroline Wozniacki overpowered second-seeded Roberta Vinci 6-1, 6-1 Sunday to win the Istanbul Cup final and clinch her first WTA title of the year and 22nd overall.
The top-seeded Dane needed only 67 minutes against the 24th-ranked Italian.
Wozniacki won 76 percent of points on her first serve -- compared to just 43 percent for Vinci -- and also saved all six break points against her at the hard-court Koza World of Sport Complex.
"I served well and pushed her around the court," said Wozniacki, who won all seven of her service games.
Vinci was broken five times in the match and lost her last three service games.
The two players are 2-2 in head-to-heads with Vinci beating Wozniacki when she was the top-ranked player in 2011.
The 24-year-old Wozniacki -- runner-up at the 2009 U.S. Open to Kim Clijsters -- has won at least one WTA title every year since 2008.
Now ranked 15th, her victory in Istanbul came just hours before golfer Rory McIlroy won the British Open by two strokes at Royal Liverpool.
After getting engaged to Wozniacki on New Year's Eve, McIlroy broke off the engagement in May with a telephone call. About a week after, Wozniacki exited the French Open in the first round.
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45 W Main St
Reynoldsville, PA - Jefferson County
(814) 653-2522
The Foundry in Reynoldsville - PA - Jefferson County and is a business listed in the category Senior Citizens Service & Health Organizations. Have you done business with The Foundry? Leave a compliment or complaint on this page and help other visitors decide who / where they are going to do business with.
Community Centers
Du Bois, PA
Senior Citizens Service & Health Organizations
Du Bois, PA


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Advisors on the Move: Raymond James Lures Away Million-Dollar Producers From Wirehouses
Raymond James has gone on a recruiting spree, poaching million-dollar producers from all four wirehouse firms. But theyre not the only ones signing up new talent.
Click through to see all the recent advisors moves and promotions.
Raymond James has enticed away an advisor team with $1 million in production from Wells Fargo for its Bartlett, Ill., office.
The three-person team, known as the Turnbaugh-Fleming Group, managed approximately $140 million in client assets while at Wells Fargo. Ann Fleming, CFP, and Thomas Turnbaugh, CRPC, will be senior vice presidents.
Read more here
Raymond James & Associates lured away an advisor duo with $1 million in production from Merrill Lynch, a day after the firm announced that Raymond James had recruited a $1 million team from Wells Fargo.
Advisors Thomas Dedrick and Pam Franklin will join Raymond James Tuscaloosa, Ala., office. The two advisors managed $162 million in client assets while at Merrill Lynch.
Read more here
Image: Thomas Dedrick (right) and Pam Franklin (left)
Merrill Lynch has named Racquel Oden head of advisor development. Oden, currently a managing director with the firm, has 16 years of experience in the industry. She will oversee the practice management development program, Merrills training program for new advisors.
Read more here
Image: Racquel Oden
Morgan Stanley recruited two UBS advisors with $1.5 million in production and $161 million in client assets.
Advisors Daniel Tedesco and Dennis Madden will be joining Morgan Stanleys New York office where they will report to complex manager Patrick Langone, effective February 14.
Morgan Stanley grabbed a Wells Fargo advisor group with $264 million in client assets for its Menlo Park, Calif., office.
The Sand Hill Group had $2.5 million in production with Wells Fargo. Advisors James Wong, Matthew Barker, Justin Harris and Desiderio Rodriguez will report to complex manager Scott Rash.
Two Merrill Lynch teams in Portland, Ore., have joined forces and landed on the Dynasty Financial Partners platform.
In Portland, Merrill advisor team David Christian and Jeffrey Krum have joined forces with Brian Hefele and his team to launch Cable Hill Partners. The two teams advised on more than $700 million in client assets.
Dynasty president and chief executive Shirl Penney expects more to come.
"We're seeing more inquiries like this," Penney says. "As the opportunity presents itself, we think more teams will see the advantage of joining to achieve scale, size and get more bang for their buck. There's already more in the pipeline."
Read more here
Image: Cable Hill Group: David Christian, Jeffrey Krum, Brian Hefele
Financial advisor Kyle Gearhart, along with several associates, has left Merrill Lynch for greener pastures at Raymond James.
At Merrill, Gearhart managed more than $300 million in client assets and brought in $2.2 million annually in new business. He has joined Raymond James Cincinnati office.
Read more here
Image: Bill Anderson, Kyle Gearhart, Karen Musselman, Shadi Haddad and Alexandra Eichler
Raymond James landed a UBS advisor team with $1.9 million in production for the companys Charlotte, N.C., office.
Advisors Gene Marx, senior vice president, and Catherine Hunter, CFP, managed more than $227 million in client assets while at UBS. The advisor-duo will operate as Marx Wealth Management of Raymond James.
Read more here
Raymond James grabbed a Wells Fargo advisor-team with $2.5 million in production for its independent broker-dealer channel.
Advisors Luke Kuchenberg, CFP, AAMS, and Tyson Ray, CFP, will join Raymond James in Lake Geneva, Wis. The two advisors managed $220 in client assets while at Wells Fargo.
Read more here
Image: Tyson Ray (left) and Luke Kuchenberg (right)
Kevin Fairs has joined RBC Wealth Managements U.S. and International Private Banking Team as its head of New York private banking and transnational strategy. In his new role, Fairs will focus on business developing of the private banking business as RBC aims to grow the services it offers its high-net-worth clients.
Raymond James & Associates appointed Tom Walrond chief operating officer and senior vice president of the firms Private Client Group, according to the groups president, Tash Elwyn.
Replacing Walrond as North Atlantic regional director is Tom Galvin, who will oversee Florida and several northeastern states in his new role.
Image: Tom Walrond (left) and Tom Galvin (right)


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Clue: "I Pagliacci" role
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SA names star-studded Paralympics teamComment on this story
The SA Sports Confederation and Olympic Commitee on Wednesday announced the Paralympic squad for the 2012 London Games.
The star studded 62 athletes named are four less than the squad that went to the Beijing Games four years ago. The full Team South Africa:
Athletics: Tshepo Bhebe, Dyan Buis, Andrea Dalle Ave, Pieter du Preez, Charl du Toit, Arnu Fourie, Ilse Hayes, Hilton Langenhoven, Anrune Liebenberg, Michael Louwrens, Teboho Mokgalagadi, Jan Nehro (guide: Duane Fortuin), Zandile Nhlapo, Jonathan Ntutu, Oscar Pistorius, Anika Pretorius, Samkelo Radebe, Casper Schutte, Union Sekailwe, Zanele Situ, Zivan Smith, Marius Stander, Duane Strydom, Fanie van der Merwe, Chenelle van Zyl. Manager: Dion Bishop. Coaches: Suzanne Ferreira, Zelda Hansen, Hennie Koekemoer, Karin le Roux, Ampie Louw.
Team Assistant: Neels Matthyser. Helper: Illse du Preez Cycling Roxy Burns, Madre Carinus, Stuart McCreadie, Jaco Nel, Ernst van Dyk, Gerhard Viljoen. Manager: Mike Burns.
Coach: Ricky Kulsen, Mechanic: Pieter Jansen
Equestrian: Anthony Dawson, Philipa Johnson, Marion Milne, Wendy Moller Manager: Tracey Cumming.
Coach: Chris Haazen. Vet: Sheelagh Higgerty. Grooms: Enoch Cele, Anton Chimbuanda, Elizabeth Newsome, Teri Smith Rowing Sandra Khumalo Manager/coach: Marco Galeone
Swimming: Renette Bloem, Charl Bouwer, Natalie du Toit, Emily Gray, Achmat Hassiem, Hendri Herbst, Marike Naude, Kevin Paul, Shireen Sapiro, Tadhg Slattery Manager: Queeneth Ndlovu.
Coach: Karoly Toros. Coach/Tapper: Karin Hugo.
Tapper/Helper: Eeden Meyer
Wheelchair basketball: Justin Govender, Siphamandla Gumbi, Stuart Jellows, Kyle Louw, Luvuyo Mbande, Gift Mooketsi, Richard Nortje, Kobus Oeschger, Marius Papenfus, Marcus Retief, Jaco Velloen Manager: Willie Riechert.
Coach: Patrick Fick. Assistant coach: Shadrack Moepeng.
Technical coach: Franck Belen
Wheelchair Tennis: Evans Maripa, Sydwell Mathonsi, Kgothatso Montjane, Lucas Sithole. Manager/coach: Holger Losch. Assistant coach: Khotso Matshego.
General Team Management Chef de Mission: Pieter Badenhorst Project manager: Vinesh Maharaj Manager (logistics): Clifford Cobers Logistics: Madira Sehlapelo Manager (athletes services): Chantelle Jardim Athlete services: Dumisani Mtwa Chief medical officer: Wayne Derman Chief physiotherapist: Grace Hughes Doctor: Paul Maphoto Physiotherapists: Given Baloyi, Edwin Bodha, Greshne Davids, Shantal Edwards, Dan Ntseke, Evah Ramashala Classifier: Tarina van der Stockt – Sapa
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- Filed Under
Sandusky County Sheriff
? 2:31 p.m., a caller said someone drove through her building in the 1600 block of East State Street.
? 7:22 p.m., a chimney fire was reported in the 1400 block of Ohio 105.
? 12:04 p.m., an injury crash was reported in the 1900 block of State Street.
? 2:55 p.m., caller advised that a worker tripped and fell from a scaffolding in the 700 block of Main Street.
Fremont Police Department
? 6:49 a.m., theft of six Toft's milk crates and two Pepsi crates was reported at the Hy-Miler in the 800 block of West State Street.
? 9:42 a.m., a hit-and-skip crash was reported in the 100 block of South Wayne Street.
? 1:04 p.m., a hit-and-skip crash from Feb. 19 at Terra State Community College's parking lot was reported to the police department.
? 3:53 p.m., a 38-year-old Fremont man was charged with domestic violence after an incident in the 500 block of North Granville Boulevard.
? 4 p.m., a 25-year-old Fremont man was arrested on a bench warrant out of Fremont Municipal Court.
? 9:20 p.m., a 34-year-old Fremont woman was arrested on a bench warrant out of Fremont Municipal Court.
? 10:37 p.m., a 31-year-old Fremont man was arrested on a Fremont Municipal Court bench warrant in the 1200 block of Sycamore Street.
? 11:41 a.m., an 18-year-old Fremont man was arrested on a bench warrant out of Fremont Municipal Court.
? 3:57 p.m., a 61-year-old Fremont woman cited for driving under suspension on East State Street.